Commitment is defined as a strong belief in an idea or system or a promise to do
something. As Guest (1987) indicated, HRM policies are designed to maximize
organizational integration, employee commitment, flexibility and quality of work. With
all the HR policies in place, regular enhancement in salary, promotions, seeing that the
employees are satisfied with the job environment and profile, the organization expects
commitment from the employees. The competitive edge in today’s business scenario is
not capital, technology or land, but Human Resource (HR). Hiring and retaining talented
HR is considered a sine qua non for marching forward and being numero uno in one’s
line of business. But growth, competitive advantage, good results and capturing the
market are all, in some way or the other, dependent upon the commitment the employee
has towards the goals and objectives of the organization.
Organizational commitment is the individual’s psychological attachment to the
organization. The essential element is to find out how the workers feel about their jobs
so that these workers would become more committed to their organizations. More specifically, organizational commitment is defined by Mowday et al. (1982) as consisting
of three components: (1) An identification with the goals and values of the organization;
(2) A desire to belong to the organization; and (3) A willingness to display effort on
behalf of the organization.
|