Demographic Factors Influencing Organizational Commitment
Organizational Behavior, BUS 5450
September 16, 2012
Organizational Commitment ii
Abstract A great deal of research has gone into determining which types of employees are more committed to their employers. The objective of this paper is to assess the demographic factors that influence organizational commitment and work habits. Specifically, this paper will focus on organizational and occupational commitment within the context of employee education. Based on the literature reviewed, the primary theme of this proposal is that education level and employee training programs are significant indicators of organizational commitment. Second, this review will provide a general overview of previous research methods and data collection within this area of research and conclude with a possible model and method for future research and analysis.
Organizational Commitment 1
Demographic Factors Influencing Organizational Commitment
A Review of the Literature Organizational commitment is generally defined as the level of commitment an employee has to an organization, as well as how closely the employee identifies with the organizations values and goals. The 2011 study on organizational commitment by Ismail Bakan, Tuba Buyukbese and Bureu Ershan was a quantitative study of the relationship between an employee’s education and their organizational commitment. Using data complied from employee questionnaires; the study was taken from employees in a textile company located in Turkey. The Bakan et al. (2011) study measured variables by utilizing Meyer and Allen’s 1990 three-component model of organizational commitment, which consisted of affective, continuance and normative commitment, measured the study variables. Affective commitment refers to the emotional attachment and willingness of an employee to remain with the company. Continuance commitment is measured in the employees perceived cost as it relates to leaving the organization,
September 16, 2012
Organizational Commitment ii
Abstract A great deal of research has gone into determining which types of employees are more committed to their employers. The objective of this paper is to assess the demographic factors that influence organizational commitment and work habits. Specifically, this paper will focus on organizational and occupational commitment within the context of employee education. Based on the literature reviewed, the primary theme of this proposal is that education level and employee training programs are significant indicators of organizational commitment. Second, this review will provide a general overview of previous research methods and data collection within this area of research and conclude with a possible model and method for future research and analysis.
Organizational Commitment 1
Demographic Factors Influencing Organizational Commitment
A Review of the Literature Organizational commitment is generally defined as the level of commitment an employee has to an organization, as well as how closely the employee identifies with the organizations values and goals. The 2011 study on organizational commitment by Ismail Bakan, Tuba Buyukbese and Bureu Ershan was a quantitative study of the relationship between an employee’s education and their organizational commitment. Using data complied from employee questionnaires; the study was taken from employees in a textile company located in Turkey. The Bakan et al. (2011) study measured variables by utilizing Meyer and Allen’s 1990 three-component model of organizational commitment, which consisted of affective, continuance and normative commitment, measured the study variables. Affective commitment refers to the emotional attachment and willingness of an employee to remain with the company. Continuance commitment is measured in the employees perceived cost as it relates to leaving the organization,
References: Bakan, I., Buyukbese, T., Ersahan, B. (2011, September). An investigation of organizational commitment and educational level among employees. Retrieved September 10, 2012, from International Journal of Emerging Sciences, 1(3), 231-245 Iqbal, A., (2010, March). An empirical assessment of demographic factors, organizational ranks and organizational commitment Journal of Business and Management, vol. 5, no 3. Retrieved September 9, 2012, from http://www.ccsnet.org/ijbm Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment Sikorska-Simmons, E. (2005, April). Predictors of organizational commitment among staff in assisted living. The Gerontologist, vol. 45, no. 2. Retrieved September 8, 2012, from http://www.theceal.org/downloads/CEAL