The relationship between organizational commitment and job performances in Majlis Bandaraya Kuching Selatan (MBKS), Kuching, Sarawak/ Aaron Jenaw Kuhal... [et al.]
Nowadays, organizational commitment is defined as one of the fundamental factors that affect the success of the companies. Organizational commitment is among the most popular topics in the field of management research (Wasti, 2013). Organizational commitment is a bond that an employee has with the o...
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| Main Authors: | , , , , |
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| Format: | Student Project |
| Language: | English |
| Published: |
2019
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| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/59236/1/59236.pdf https://ir.uitm.edu.my/id/eprint/59236/ |
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| Summary: | Nowadays, organizational commitment is defined as one of the fundamental factors that affect the success of the companies. Organizational commitment is among the most popular topics in the field of management research (Wasti, 2013). Organizational commitment is a bond that an employee has with the organization they work with and the degree to which they can identify themselves with the values of the organization (Cohen, 2014). Referring to Bushra
(2011), organizational commitment is vital to any organization because it is a good predictor of organizational goals, absenteeism, turnover and productivity. Generally, there are three dimensions of organizational commitment which are affective commitment, normative commitment and continuance commitment. Affective commitment refers to employee’s emotional attachment to the organization, including beliefs and desires regarding organizational goal achievement. Normative commitment is refers to employee’s feelings of obligation to remain with the organization. Finally, continuance commitment is based on the
cost incurred by employees if they wish to leave the organization. These dimensions can affect job performance in organizations. |
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