Organizational Commitment

Understanding organizational commitment according to "Organizational commitment is a worker's feelings and attitudes about the entire work organization" means the Organization's commitment is all the feelings and attitudes of employees against everything associate with the Organization in which they work include in their work.

Reflects the commitment of the Organization as:

• Strong desire to remain a member of the particular organization.


• Willingness to exert high levels of effort on behalf of the organization.


• The definite belief in, and acceptance of the values and goals of the organization.

Commitment to the organization is a situation where an employee's favor on an organization and its aims, as well as the intention of maintaining membership in that organization.

Organizational commitment

The organizational commitment is the collection of feelings and beliefs that people have about their organization as a whole", the level of commitment can be start from warm high to very low, people can have an attitude about the different aspects of their organization as the practice of the Organization, the promotion of the quality of the product Organization and organizational culture differences.

An organizational commitment reflects how an individual identifies himself with the Organization and be bound by its aims. Managers are advise to increase job satisfaction in order to get a higher level of commitment. Furthermore, higher commitment can facilitate the attainment of higher productivity.

Dimensions of organizational commitment

Suggests three dimensions within the Organization's commitment to, among other things:

The Effective commitment involves the employee's emotional attachment to, the identification with, and involvement in the organization.

Effective commitment refers to the emotional attachment, identification and involvement of an employee in an organization. Effective commitment a person will become stronger when his experience in an organization is consistent with expectations and satisfying the needs of base and vice versa.

Goals of Organization

Goal congruence orientation someone against the Organization's emphasis on the extent to which a person identifies himself with the Organization have personal goals that are in line with the goals of the organization. This approach reflects the desire of a person to receive and try to realize the goals of the organization.

There is a type of commitments related to the approach of goals (goal congruence approach), the affect commitment (effective commitment) which shows the strength of a person's desire to continue to work for an organization because he did agree with that organization and indeed eager to do it.

Employees

who have a strong effective commitment to keep working with the company because they want to work in that company.

The Continuance commitment involves commitment base on the costs that the employee associates with leaving the organization.

The concept of side-bets orientation that emphasizes on the contribution of a person who
at any time could be lost if that person leaves the organization. The action left the Organization into something high because people feel the fear of lost donations they instill in the Organization and realize that they are probably looking for instead.

Normative commitment involves the employee's feelings of obligation to stay with the organization.
Normative Commitment could have influence several aspects include early socialization and shape a person's role from the experience of its organization.

Commitment and empowerment

Strong Linkages between commitment and empowerment are cause due to the desire and readiness of employees within the Organization for empower with receive numerous challenges and responsibilities. Divide into two commitments internal commitment and external:

1. Internal Commitment is a commitment that comes from self-employee to complete a variety of tasks, responsibilities and the authority is base on reason and motivation. Empowerment is very related to the internal employee commitment. The process of empowerment will be successful when there is a strong motivation and willpower to develop themselves and spur creativity of individuals in receiving a greater responsibility.


2. External Commitment shape by the working environment. This commitment appears due to a claim against the completion of the tasks and responsibilities which should be complete by the employee. The role of the supervisor is very important in determining the onset of this commitment because of the existence of an individual's consciousness over a given task.

Empowerment is a series of processes that are carry out in stages in the Organization so that it can be achieve optimally and build awareness of employees of the importance of the process of empowerment so that the need for the commitment of members to organizations, with the granting of authority and responsibility will cause the motivation and commitment of the Organization against the organization.

Empowerment can be develop to strengthen organizational commitment:

Long work (Time)

Is the time living alone in doing the job at the company? The longer a person survive in a company then it is seen that he is commit to the company.

Trust

After empowerment undertaken by management, the next step that is building trust between management and employees. The existence of mutual trust among members of the Organization will be create good conditions for the exchange of information and advice without any fear. Trust between the two can be create by way of, among others: (1) provide time and sufficient resources for employees in completing the work; (2) provide sufficient training for the needs of the work; (3) appreciate the difference of views and differences in the success achieve by the employee; (4) provide access to sufficient information.

Confidence (Confident)

Raises the confidence of employees with appreciate the capabilities of employees so the company's commitment to getting high. The belief of employees can be brought about through among other things: (1) delegate important tasks to employees; (2) dig up advice and ideas from employees; (3) expanding tasks and build inter-departmental networks; (4) provide instructions for the completion of the task of a good job.

Credibility (Credibility)

Maintain credibility with awards and developing a work environment that encourages healthy competition so create organization that has performance height. This can be done by way of, among others: (1) looking at employees as a strategic partner; (2) an increase in the target in all parts of the work; (3) encourage individual initiative to make changes through participation; (4) help resolve differences in the determination of objectives and priorities.

Accountability (Accountability)

Accountability for employees at the authority given by setting consistently and clear about roles. Standards and objectives of assessment on performance of employees. This stage as a means of evaluation on performance of employees in a settlement and responsibility to the authority given.

Accountability can be done in the following way:

1. Using the training in evaluating the performance of employees;


2. Give a clear and obvious size;


3. Involve employees in the determination of standards and performance measures;


4. Provide advice and assistance to employees in the If an employee. It has a great responsibility towards her work, her little chance to get the job.

There was another good experience in working and earnest efforts of the Organization. To help new employees learn about the Organization and its work. It will be create on the Organization's commitment.