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Essay / Research Paper Abstract
This 9 page paper considers the concept of organizational commitment, which is a subset of employee commitment, defines what it is and how it is achieved and then considers the way in which it could impact on organizational performance in both positive and negative manners, including a quantification of the potential impact. The bibliography cites 13 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEcomitper.rtf
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Unformatted sample text from the term paper:
target as physical resources. Where there is the ability to create organizational commitment there is the potential to produce positive behavioural traits and increased the value created by the committed
employees. In order to look at the concept of organizational commitment and its potential impact on organizational performance the concept needs to be defined and described and then its impact
on the organization may be assessed. Organizational commitment is a subset of the concept of employee commitment (Muthuveloo and Rose, 2005). As such we need to look at the
way in which commitment in the workplace may be defined and hw this can translate into organizational commitment. The dictionary definition of commitment reads "The state of
being bound emotionally or intellectually to a course of action or to another person or persons" (Dictionary.com, 2010). This is a generalised definition, for one that is targeted at the
workplace and the concept of the committed employee we can look at the work of Meyer and Herscovitch, (2001), which states that commitment is "is a force that binds an
individual to a course of action that is of relevance to a particular target" (p.301). There are many concepts and definitions of commitment, and the way that this applies
to the workplace. An interesting model developed by Meyer and Allen (1991) may be very useful, this considered different models of commitment and found several commonalities, including the belief that
commitment binds an individual to organization, which in turn is likely to increase the level of motivation and reduce turnover. However, there are significant differences in the potential mindsets which
company level of commitment; three different approaches were distinguished (Meyer and Allen, 1991). The first mindsets is that of an affective attachment to the organization, the second is the obligation
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