Organizational Culture And Organizational Commitment

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Employees usually play a key role in organizations; they are the supreme resource an organization can have and it is through their involvement and commitment that the organization can become competitive (Sempane et al, 2002 as cited in Griffith, 2013). Organizational commitment has been accepted as an important concept over the last three or four decades because of its relationship and role to organizational effectiveness, and it have been defined, measured, and studied in research in various contexts (Mathieu & Zajac, 1990; Saimir & Jonida, 2013).
According to Chiang (2008) when employees cleave to identification and share sense of belonging in an organization, they will consider themselves associated to the organization and will work hard
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According to Wagner (1995), organizational culture has a strong impact on employees’ behavior and attitudes. Given the dynamics of culture and human behavior, studying how employees commit themselves to their organization has become essential in the context of management, and there are a few research reports. For example, Lok and Crawford’s (2001) study showed the significant impact of organizational culture on the commitment of employees. Deal and Kennedy (1982) also recommended that organization culture affects the commitment of employees within the organization, and the strength of organizational commitment is associated with the strength of organizational culture. That is, organizational culture could play an important role in enhancing commitments and improving performance of employees. When employees are not happy at work, they are less committed and tend to look for other opportunities outside. If the opportunities are unavailable or far reaching, they will lose themselves away from the organization emotionally. This will affect one’s organizational commitment (Terrence Deal et al, 2000, as cited in Siti Zaleha et al,…show more content…
These have realistic implications for managers and consultants in management development, and ultimately could improve superior performance of the managers in the organization. According to Bass & Avolio (1993), leadership styles are behaviors or processes that leaders conduct or participate in that enable surprising things to be done in or by the
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