RESEARCH PROPOSAL

Title:

Organizational commitment which improves organizational performance

Background:

Organizational performance directly related to organizational commitment of

employees in which the perceived organization support, job satisfaction,
ethical context, organizational identification are included. Social capital of
organization highlights the communication, trust and employee focus in
organizational performance. Social capital helps in developing organizational
and individual competiveness and when it becomes the competitive
advantage this starts consider as the entrepreneurial benefit for the
organization because networking and communication are the major elements
of entrepreneur. When organizational commitments lead to failure then
psychological contract breach occurs and when organizational commitment
leads to success, job satisfaction develop. Social capital provides the
dividend to the individual and organization that invest in them. If
organization achieve positive employee perception, able to develop social
capital and give the employee empowerment and organizational
identification to the employees then in the result of all these organization
achieve organizational commitment .organizational commitment found in
three forms first one is psychological attachment to the organization ,
secondly willing to remain in organization for such investment in organization
which is non transferable like retirement benefits and the last one is
normative commitment which is that which enforce employee to think that
they have to the organization and their feeling of obligation to their
workplace. These are the few concepts discussed in the researches yet. I
have to isolate in this research
 How social capital, organizational identification, employee
empowerment, positive employee perception helps to achieve
organizational commitment?

How social capital helps to stop creating the psychological contract

breach?

How job satisfactions appear in the success of organizational

commitment?

Theoretical performance:

Research objectives:

1. To examine the factors along with the social capital which affects the
organizational performance?
2. To establish the characteristics of social capital?
3. To identify the organizational commitment through social capital?
4. To draw conclusion about the accomplishment of organizational
commitment?
m e d ia m oder
p s y c o l o g i c a l c o n tt irnagc t b r ecaocm
h m u n ic a t io n
a t in g
v a r ia b v a r ia b l
le e

j o b s a t i s fi c a t i o n j o b s a t i s fi c a t i o n

h u m a n r e s o u r c e p r a c t i c e hs u m a n r e s o u r c e p r a c t i c e s
 5. How social capital rejects the psychological contract breach?
6. At what extent variables play their role to achieve organization
os o r g c commitment i a a nl ci a p i t a l
z a t i o n
a l
c Method: o m m
i t m e n
t ( d e p
e
Conduct n d
ae review n
of the literature on the social capital and organizational
to
commitment
r g a n and
i z a analyze
t i o the
n a relation
l i d ship
e n between
t i fi c these
a t two
i o variables.
n For
v a r i a b
l the
e )
literature review we include the secondary research .we carry out also
the primary research by conducting the surveys of organizational member s,
from them get the knowledge and techniques about the development of
p o s i t i v e e m p l o
social capital. Questionnaire will bey developed
e e p e
withr c e p
questionst i o n
based on the
importance of social commitment. Questionnaire result will seek to test the
hypotheses. Questionnaire will be distributed to a agreed sample size for a
reliable results.
e m p l o y e e e m p o w e r m e n t

Timescale:

March to April: literature review

April to May: final collection of questionnaire

May to June: data analysis and final writing of project report

Resources:

I have access to the online authentic researches from the website of jstor
and conduct the surveys from organizational members for the mature and
accurate results and acceptance of hypotheses.

References

Mowday, R., AND Steers, R. (1979). The Measurement of Organizational

Commitment.Journal of Vocational Behavior, 14(1), 224-227.

Robinson, S. (1996). Trust and Breach of the Psychological Contract.

Administrative Sci ence Quarterly, 41(3), 574-599.
Rouseau, D. (1995). Psychological Contracts in Organizations: Understanding
Written and Unwritten Agreements. Thousand Oaks, CA: Sage.

George w. Watson and steven d. Papamarcos .Socail capital and

organizational commitmentJournal of Business and Psychology, Vol. 16, No. 4
(Jun., 2002), pp. 537-552

Shankar Ganesan and Ron Hess. Dimensions and Levels of Trust: Implications
for Commitment to a Relationship

Organization Science, Vol. 2, No. 1, Special Issue: Organizational Learning:

Papers in Honor of (and by) James G. March (1991), pp. 88-115

Brehm, J. and Rahn, W. (1997). Individual-Level Evidence for the Causes and
Consequences of Social Capital. American Journal of Political Science, 41(3),
999-1023.

Ethical Context, Organizational Commitment, and Person-Organization

FitAuthor(s): Sean Valentine, Lynn Godkin, Margaret LuceroReviewed work(s):
Journal of Business Ethics, Vol. 41, No. 4 (Dec., 2002), pp. 349-360.

Coleman, J. (1988). Social Capital in the Creation of Human Capital. American

Journal ofSociology, (94) Supplement, 95-120.

Jon Miller and Sanford Labovitz. Individual Reactions to Organizational

Conflict and Change.Page [556] of 556-575

Portes, A., and Landolt, P. (1996). The Downside of Social Capital. The
American Prospect,may-june,1996(pg.18-26)