Study on Affective Commitment Average Affective Commitment In an Organization

Sagar  Sirole; Dr. N. P.  Sharma

Study on Affective Commitment Average Affective Commitment In an Organization

Exploring the Patterns and Dimensions of Employee Commitment in Organizations

by Sagar Sirole*, Dr. N. P. Sharma,

- Published in Journal of Advances and Scholarly Researches in Allied Education, E-ISSN: 2230-7540

Volume 3, Issue No. 5, Jan 2012, Pages 0 - 0 (0)

Published by: Ignited Minds Journals

ABSTRACT

Eachof these three components of employee commitment has been measured with thehelp of 2-4 statements and the response to each statement has been measured ona five point scale with strongly disagree on one end and strongly agree on theother. The score ranged from 1 to 5 with 3 as the median. The score of theemployee’s responses to each of the statements added and then divided by thenumber of statements to get the average dimensional score. The sum of all thesedimensional score provided the aggregate score, which divided by three gave usthe aggregate average score for a particular organization. If this aggregateaverage was more than three, the employees of the organization have acommitment that ranged towards ‘high level of commitment’ while if it was lessthan 3 then it tended towards the ‘low level’ of the continum. Thus, thecontinum ranged from ‘high’ on one end with a score of five and ‘low’ on theother end with a score of one. The aggregate average score of differentorganizations determined their position on this continum. The variousdimensions of employee commitment, the pattern formed in relation to each otherare studied next. High score on any dimension denote a positive aspect of thatdimension, while low scores denote a negative aspect.

KEYWORD

affective commitment, employee commitment, statements, five point scale, average dimensional score, aggregate score, high level of commitment, low level of commitment, continuum, positive aspect, negative aspect

INTRODUCTION

This chapter examines the high level of commitment and low level of commitment and also examines the variations in the perception of level of employee commitment across the employee strata in the sixteen organizations. Employee commitment is the dependent variable of the present study. The term “employee” includes all the organizational members belonging to the workers, supervisors and managers strata.Employee commitment refers to the degree to which employees identified themselves with their organization and want to continue actively participating in it.

REVIEW OF LITERATURE

Organisational theorists and corporate leaders have produced voluminous materials on Organisational culture and its offspring – symbol, language, ideology, belief, ritual, and myth (Pettigrew, 1978). As Smircich (1983) observes, the concept of culture has been liberally borrowed from anthropology, where there is no consensus on its meaning and the concept is fuzzy, if not enigmatic and elusive. Therefore, it calls for in depth study of culture concept. Culture has become a sine qua non of modern thought, notwithstanding its ambiguities. In the English language, the term ‘Culture’ is derived from the original Latin word ‘cultura’- the ‘cultivation of soil’. As human beings, we are continually activating the process of culturing, that is, producing and reproducing social realities in the ways that are liberating, inhibiting, puzzling, boring or exciting (Smircich, 1983). Kroeber and kluckhohn (1963) identified 164 different meanings of the term ‘culture’ that have been used in anthropology, and sociology.

MATERIAL AND METHOD

Table 1 shows the average score on the dimension of Affective Commitment. The PTL has the highest and the IOB has the lowest score on this dimension. The SB, IDBI, ICICI, NIA, ING, MAX, HMT, JSL, Dollars, PWM have the lower average score on this dimension than the total average score on employee commitment. Table 2 shows the average score on Affective Commitment of category-wise. Amongst the managers, the NIA has the highest and the KTM has the lowest scores. Amongst the supervisors the Dollars managers has the highest and PWM has the lowest score and amongst the workers the BTM has the highest and the IOB has the lowest scores. Table 3 shows that all the three categories have good score i.e. more than median (3) and tended towards the high level of employee commitment.

Table.1. Average Score on Affective Commitment

Table 2. Average Affective Commitment (Category-wise for each Organization)

Table 3. Aggregate Average Affective Commitment Category-wise

CONCLUSION

It shows that all the sixteen organizations have lower average score than the total average score on employee commitment. The ICICI has the highest and the MAX NY has the lowest average score. All three categories shows the total average score category-wise. Amongst the managers, the PTL has the highest and ING has the lowest score, and amongst the supervisors the Dollars and HMT has the lowest score, amongst the supervisors the Dollars and HMT has the highest and NIA has the lowest. Whereas amongst the workers the PTL has the highest and the ICICI has the lowest average score on Continuance Commitment have good score more than median

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