Organizational commitment is an individual’s psychological attachment to the organization.

Organizational scientists have also developed many advanced definitions of organizational

commitment, and numerous scales to measure them. Exemplary of this work is Meyer and
Allen’s model of commitment, which was developed to integrate numerous definitions of
commitment that had been proliferated in the literature. Meyer and Allen’s model has also been
critiqued because the model is not consistent with empirical findings. It may also not be fully
applicable in domains such as customer behavior. Organizational commitment describes how
much team member’s care about their place of work. High levels of commitment can increase
workplace productivity, bolster team morale and enhance a company's ability to reach its
objectives. Whether you're a team lead or a team member, knowing how to create an
organizational culture that emphasizes commitment can help increase your ability to deliver
results and achieve goals. There has also been debate surrounding what Meyer and Allen’s model
was trying to achieve.

According to Meyer and Allen (1981), these three components are present at the same time when
organizational commitment develops; however, each component is based on different experience
and does not affect behavior in the same way. The three dimensions are defined in the following
ways;

Affective commitment, this refers to the employees’ positive emotional attachment to the
organization. Such an individual also strongly identifies with goals of the organization and
desires to maintain his membership. Individuals are committed to an organization because they
want to. This dimension is based on Modway et l. ś (1979) theory of commitment. It describes
team members who want to further their involvement with their company and play an active role
in its development because they enjoy their work. Team members in this scenario often have
high job satisfaction, passion for their role and dedication to the company. Signs of affective
commitment include; Willingness to achieve organizational goals, desire to contribute to
company progress, motivation to perform effectively, participation in team meetings and
discussions among others.

Continuance commitment, refers to an employee’s commitment to an organization due to the fact

that he calculates how high the cost of losing one’s organizational membership are. Such a
consideration might include economic costs (for instance, pension accruals) and social costs
(relationship/ friendships with colleagues might cease to exist) too. Individuals feel that they
have to commit to the organization.

Normative commitment, refers to an individual’s commitment to an organization because of

feelings of obligation. Such feelings might derive from the fact, for example, that that
organization invested a certain amount of resources when employing the person (trainings,
courses among others) which makes the employee feeling obliged to put considerable effort into
the job and stay with organization until repaying the debt. Furthermore, such feelings can also
stem from personal reasons, triggered by some socialization processes, or one wishes to remain
loyal to his family or any other person. Therefore the employee stays with the organization
because he ought to do so. These feelings arise out of a sense of duty or obligation. This
particular component is affected largely by one’s personal experience, cultural background and
socialization. There are cultures, for example, that of Japanese which are characterized by
normative commitment whereas affective commitment is typical of the Americans (Janos 2005).
Team members influenced by normative commitments might stay at a job because; leaving
would affect company operations, the company has trained them and supported their professional
growth, the organization rewards their efforts adequately, the company has treated them
positively and respectfully.

The following are the different benefits of commitment to both employees and the organization
at large as explained below;
Organizational commitment increases team member retention, that is to say high levels of
organizational commitment encourages team members to remain with their employer for a longer
period, reducing turnover rates. Committed team members may see the organization as an
important part of their lives or as an exceptional professional opportunity. They therefore may
choose to focus on growing their career with the company rather than moving to another one.

Boosting productivity, in other words, enhanced organizational commitment also can increase
productivity. When individuals identify with their company's goals, they may more readily
dedicate their best efforts to them. Specifically, they might remain on task and proactively look
for ways to accomplish as much as possible. This can lead to higher output and help the company
achieve positive results.

Organizational commitment enhances organizational performance in that when professionals

want to contribute their best ideas and efforts to their team, employers receive the benefits of
their talent and perspectives. Rather than simply meeting expectations, committed individuals
may aim to exceed them and contribute to the future of their companies. If management
cultivates and rewards commitment, it often inspires individuals to follow others' examples and
improve their performance as well.

Creation of positive organizational development in such a way that higher levels of commitment
among a team can improve organizational development. Organizational development refers to
efforts to increase companies' effectiveness and ability to compete in their markets. If a company
has dedicated team members, implementing new strategies or policies becomes easier since they
tend to embrace the need for change. Ideally, committed individuals can see how their work
leads to changes for the better so they feel excited about new challenges.

Improvement on the company's reputation, in other words, team members who feel truly invested
in their company's mission often serve as its best representatives. Their authentic commitment to
their work supports the positive messages they share with potential hires, other businesses and
clients. When these audiences believe a company deserves its team members' commitment, they
can enter working relationships trusting that their partner is responsible, fair and collaborative.

The following are the steps that an organizational has to take to improve commitment of
employees as explained below;
Improving on the work satisfaction because satisfying workplaces are safe and enjoyable
professional environments where individuals trust management to consider their needs. Such
workplaces can foster commitment if team members see value in maintaining their level of
satisfaction. To do so, they may embrace and uphold standards and encourage one another to do
the same.

Fair compensation can help establish a relationship of mutual respect and appreciation between
team members and management. It can also motivate individuals to stay with the company for
longer. Besides offering competitive pay, the following compensation strategies may encourage
organizational commitment; subsidizing individuals' professional training, giving bonuses,
offering paid time off among others.

Effective leadership style especially management's leadership style also influences team
commitment for example there are some few leadership tips that can foster organizational
commitment; giving individuals more responsibilities, pairing people with tasks suitable for their
skills , asking individuals for input among others

Trusting your team's ability to deliver results and rewarding excellence can also create a deeper
relationship between the team and the company.

Job stability that is to say companies that offer greater job stability often have more committed
teams. When people feel their positions are secure, they refrain from considering alternative jobs
and instead focus on the one they already have. Job stability also suggests team members can
grow in an organization and advance their career, making commitment an appealing choice.

Effective communication, in other words, communication between management and the

workforce is important if an organization wants higher levels of dedication from team members.
Clear, regular and two-way communication creates a positive work environment where
individuals feel heard. As a manager, creating an atmosphere that allows individuals to
contribute to company policy can create a sense of belonging and boost organizational
commitment. A few specific communication tips include; making time for individual meetings,
creating a safe space for people to register their concerns about issues, offering constructive with
feedback can help improve communication among others.

Assessing current commitment levels because before making changes in the workplace, it can be
helpful to assess current levels of organizational commitment amongst team members. This can
help you understand what strategies are currently effective and identify the areas in which the
organization may improve. Consider using an anonymous survey or an open forum meeting to
help make this assessment.

Focusing on teamwork because individuals may feel higher levels of commitment if they identify
as part of a team. This works because individuals may be work hard to support the success of
their teammates. A team-focused atmosphere can also help individuals identify with the
company at large, increasing their desire to help create company success.

Communicating company goals and values to the employee because if an individual feels an
emotional connection to the goals and values of the company, they may be more interested in
their work. This can improve commitment and success. For this reason, it can be helpful to
communicate company goals and values to team members in a way that's easy for them to
understand and to which they can relate.

Rewarding success, that is to say rewarding success can help improve team satisfaction and
commitment. This can also be a great way to help individuals maintain high levels of
commitment for long periods of time. Strategies for rewarding success might include offering;
praise, weekly competition awards, monetary compensation, new opportunities, team parties or
events among others.

Fostering trust because individuals that feel they have an honest relationship with the company
for which they work may feel higher levels of dedication and respect for that company. This can
lead to higher levels of commitment. To create trust, company leaders might; institute open
communication policies, relate important company changes to all team members quickly, create
opportunities for team member feedback among others.

In conclusion therefore, for an organization to ensure total commitment of the employees

towards their workplaces, the organization has to undertake the following measures as explained
above.
 KYAMBOGO UNIVERSITY

FACULTY OF SOCIAL SCIENCES

DEPARTMENT OF PSYCHOLOGY

BACHELORS OF ARTS IN SOCIAL SCIENCES

COURSE UNIT:. ORGANIZATIONAL PSYCHOLOGY

COURSE CODE:. APY 2105

NAME:. GROUP SIX

YEAR:. TWO

SEMESTER:. ONE

LECTURER:. MADAM CAROL NAKANWAGI

NAME REG. NUMBER SIGNATURE

QUESTION
a) Explain the three components of organizational commitment according to the three-component model.
b) Highlight the different benefits organizational commitment to both employee and organization at large,
and explain how organizations should improve on the commitment of their employees.

REFERENCES
Allen, N, & Meyer, J. 1990, The measurement and antecedents of affective, continuance and normative
commitment to the organization Journal of Occupational Psychology 63, 1-18.
Meyer, J. P. & Hencovitch, I. 2001, Commitment in the workplace. Toward a general model, Human
Resource Management Review 11 (3), 299-326.
Manager Support Material. 2012. Company's internal instructions. PowerPoint.