Organizational commitment is a type of bond that employees experiences with their organization. To a large extent, employees who focus on their connection with organization generally feel more involved with association, they usually feel that they fit in and understand organizational goals more effectively. An additional evaluation of these representatives is that they will be gradually incorporated into their work, show a moderately high profitability, and will be more and more active in offering their help and support.
Types of organizational commitment
The above description is a decent indicator of organizational commitment, but offers only a broad description. Here are the list of three distinct types of organizational commitment which can lead the organization to successfully achieve their goals in more effective manner.
- Affective Commitment
- Continuation Commitment
- Normative Commitment
Affective commitment is identified with how many employees want to remain part of their organization. If an employee is affectionately dedicated to their association, it means that they must remain in their association. They regularly refer to organizational objectives, feel that they fit into the association, and are satisfied with their work. Employees, who are affectionate, feel respected, work as diplomats for their association, and are often amazing resources for the organizations.
Continuation Commitment determines how many representatives want to remain in your association. In the representatives that continue, the main objective behind their commitment is the need to remain in the association. Possible objectives related to the expectation of staying with the changes in organizations, but the basic reasons are associated with the lack of choice of work and compensation.
The real case of continuation commitment is the situation in which the representatives wish to remain with their association in light of the fact that their compensation and accidental benefits will not improve with the chances of switching to another association. Such precedents may become a problem for associations, because representatives whose duration is sacrificed may be disappointed by their work, but are unwilling to leave the association.
The normative commitment determines how many representatives feel that they should remain in their association. The representatives who normally spend most of their time think that they should remain in their associations. Usually, dedicated employees believe that leaving their association would bring regrettable results and a feeling of guilt about the likelihood of leaving.
The objectives behind this blame are different, but they are often concerned about the employees who are thinking to leave the association would create void in their knowledge and skills, which would increase the burden of their fellow mates. Such states of mind can and do have a negative impact on the performances of employees working in organization.
Organizational commitment can lead the organization as well as management team to have a good relationship with their clients as well as employees. Having a good commitment with employees, organizations can easily their organizational goals in more effective manner. Organizational commitment has such kind of great outcomes, which can lead the organizations to successfully meet with their business goals by retaining their employees and having a good connection with them.