{"id":69,"date":"2014-01-14T08:27:00","date_gmt":"2014-01-14T08:27:00","guid":{"rendered":"http:\/\/lucilleossai.com\/Blog\/index.php\/2014\/01\/14\/why-commitment-would-always-matter\/"},"modified":"2025-07-15T18:05:42","modified_gmt":"2025-07-15T17:05:42","slug":"why-commitment-would-always-matter","status":"publish","type":"post","link":"https:\/\/lucilleossai.com\/blog\/2014\/01\/14\/why-commitment-would-always-matter\/","title":{"rendered":"Why Commitment Would ALWAYS Matter"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n

Don\u2019t yawn.<\/p>\n\n\n\n

I know that organisational commitment is often overlooked in the plethora of management-related themes because it is considered pass\u00e9 or simplistic. More \u2018important\u2019 themes such as employee engagement, organisational effectiveness, culture and leadership tend to dominate serious discussions.<\/p>\n\n\n\n

In fact, I don\u2019t think I have\u00a0\u00a0seen\u00a0\u00a0any\u00a0\u00a0articles\u00a0recently, at\u00a0least\u00a0\u00a0in\u00a0\u00a0the past\u00a0couple of months, which have solely focussed on commitment. I do admit that I hadn\u2019t given it much thought\u2026until recently when it struck me that one of the most overlooked reasons people tended to stay in companies or exit was due to their commitment levels.<\/p>\n\n\n\n

Now in this fast-paced era of\u00a0globalisation<\/a>,\u00a0whereby the employment relationship continually evolves, making both the company and the employee self-seeking in terms of one party\u2019s obligation to the other, employee retention\u00a0and\u00a0talent acquisition have become more important than ever.<\/p>\n\n\n\n

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<\/a>This is because when seeking to retain the talented professions, there are no guarantees that they would stay for a reasonable period, no matter how well treated the companies believe them to be. Given that such uncertainty exists, companies would need to ascertain the factors that could influence employee retention.<\/p>\n\n\n\n

And organisational commitment is one of those key factors.<\/p>\n\n\n\n

It may  interest  you  to note  that  there is empirical evidence in organisational behavioural science, as shown by renowned researchers, Meyer & Allen (1997), that commitment is also associated with higher productivity, reduced absenteeism and reduced turnover.<\/p>\n\n\n\n

Surprised? I kid you not.<\/p>\n\n\n\n

The researchers defined commitment as the \u201cpsychological state that characterises the employee\u2019s relationship with the organisation\u201d<\/em>. They were convinced that this state has implications for the decision to continue membership in the company.<\/p>\n\n\n\n

I believe that these academic musings are evident to professionals in their careers.<\/p>\n\n\n\n

A little more than a decade ago, as a post-graduate student at the London School of Economics & Political Science, I found this theme of commitment so interesting that I proceeded to do some commitment-related research* at an international oil giant in Lagos, Nigeria. The survey I undertook was based on a small sample. Still, I was excited to be able to draw a correlation between the fulfilment of the organisation\u2019s obligations to the employees (implications of the “psychological contact”*) and levels of commitment. My \u2018findings\u2019 were not new, given that a large body of work had already been documented by seasoned professionals in the field. Nevertheless, it was interesting for me to move away from theoretical discussions to practical outcomes.<\/p>\n\n\n\n

But I digress. Pardon my musings. I simply wanted to explain that not only was the theme of commitment relevant then, it is still vital to a productive work environment today. It is thus important to discuss it in detail.<\/p>\n\n\n\n

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The 3 Types of Commitment<\/strong><\/h2>\n\n\n\n
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Meyer & Allen (1997), drawing upon earlier works documented by other researchers, proceeded to simplify the construct and listed three types of organisational commitment:<\/p>\n\n\n\n

<\/div>\n\n\n\n

1) Affective Commitment<\/strong><\/h3>\n\n\n\n
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<\/a>According to the researchers, this refers to the emotional attachment to, identification with, and involvement in the company. Here the employee feels \u2018part of the family\u2019; he revels in the company\u2019s successes and is impacted by its failures.<\/p>\n\n\n\n

I believe that this type of commitment could easily be visible in family-owned businesses, which are somewhat of a proud legacy to be passed on to future generations.<\/p>\n\n\n\n

You may even notice it in large organisations whereby for certain reasons, ranging from a high degree of perceived organisational support to ownership of innovative processes which spearheaded the company to great heights \u2013 think of the late Steve Jobs and his influence on Apple\u2019s success \u2013 the employee becomes \u2018attached\u2019 to the company.<\/p>\n\n\n\n

Therefore, when you see a long-serving executive, who started his career as a young, enthusiastic adult, fighting back tears during an emotion-laden farewell speech, you can be assured that he displayed this type of commitment for a long time. <\/p>\n\n\n\n

According to research results, the strongest correlation with positive outcomes of organisational commitment (such as reduced turnover, improved job performance, etc.), was associated with affective commitment. Now critics might state that correlation does not explain causation, but they would miss the point. The link, at the very least, would provide insights useful in building a culture of transparency that would promote commitment.<\/p>\n\n\n\n

Logic thus dictates that employees who display affective commitment are likely to stay and would go the \u2018extra mile\u2019 to make the company a success. Moreover, they become enthusiastic cheerleaders of the company, are passionate about its operations and proud of its accomplishments.<\/p>\n\n\n\n

This is a no-brainer  \u2014 any company worth its salt should strive to retain such professionals.<\/p>\n\n\n\n

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2) Continuance Commitment<\/strong><\/h3>\n\n\n\n
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\"\"<\/figure>\n\n\n\n
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Here the employee is aware of the costs associated with leaving the organisation, thus he stays.<\/p>\n\n\n\n

Now it is evident that the term \u2018lifetime employment\u2019 is rare these days. Few people stay in companies for longer than seven years, (not to talk about a decade or two), without moving on to bigger or better opportunities. Reasons for exiting<\/a> are varied so this type of commitment is somewhat paradoxical. <\/p>\n\n\n\n

A note to Management however \u2013 don\u2019t go rejoicing that you\u2019ve  \u2018boxed\u2019 in your employees who cannot leave  just yet.  True, they may stay because of a bad economy, fear of loss of entitlements\/benefits, financial pressures or other reasons. But don\u2019t expect them to go \u2018over and beyond\u2019 in their roles. In fact, they become disengaged or \u2018tuned off\u2019 in their duties. And as Forbes contributor and consummate professional,  Victor Lipman<\/a> has explained in an eye-opening article, actively disengaged employees<\/a> are likely to incur significant losses unless<\/em> <\/strong>you address the sources of their dissatisfaction, disillusionment or malaise. <\/strong>And only your most trusted, perceptive managers and supervisors would be able to get to the root of the latent discontent.<\/p>\n\n\n\n

So in essence, Mr CEO, you would  need  to ensure that the employees who  display  this type of commitment are more fulfilled in their roles; otherwise it really is counter-productive to retain them.<\/p>\n\n\n\n

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3) Normative Commitment<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

This refers to the feeling of obligation to continue employment in an organisation, so once again, the employee stays.<\/p>\n\n\n\n

Obligations could mean contractual, moral or legal requirements. As stated earlier, for a family-owned business, it could mean sustaining a legacy. The employee could also stay because a guaranteed income is essential to providing for a family.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/figure>\n\n\n\n
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<\/a>In this case, I believe that the employee does what is required of him. Unless there are elements of an emotional attachment to the company, duties could be carried out in an almost \u2018mechanical\u2019 manner. He is unlikely to do any \u2018favours\u2019 and may simply go through the motions for a salary each month.<\/p>\n\n\n\n

Interestingly, the personality traits of the employees could also influence the quality of work produced. Some, even though obliged to stay, might cherish the job because it\u2019s their guaranteed \u2018meal ticket\u2019. As has been explained in this Wikipedia article<\/a>, highlighting the commitment \u201cmodel\u201d of Meyer & Allen (1997), such employees may also stay because they are morally obliged to do so, perhaps to repay the \u2018debt\u2019 of being trained by the company. So I believe that they actually go the extra mile. Then there are those who resent the fact that they cannot leave and may simply do the minimum effort to get the job done.<\/p>\n\n\n\n

This type of commitment is tricky to manage, as one cannot readily discern the motivations of certain employees.<\/p>\n\n\n\n

<\/div>\n\n\n\n

Don\u2019t try to \u2018control\u2019 commitment levels<\/strong><\/h4>\n\n\n\n
<\/div>\n\n\n\n

It is one thing to ascertain the type of commitment employees display, (which is no easy feat), and quite another to influence it.<\/p>\n\n\n\n

Because commitment is above all, a psychological state and thus \u2018personal\u2019 or subjective, simply asking employees about their commitment levels is not likely to be effective. In fact, unless there is a sustained culture of empathy, effective communication and transparency, vis-\u00e0-vis managing the concerns of employees (which is linked to trust in the organisation<\/a>), they are unlikely to confide in the company\u2019s executives. Some may view attempts by Management to engage in dialogue with deep suspicion.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/figure>\n\n\n\n
<\/div>\n\n\n\n

<\/a>Therefore, rather than obsess about how to get workers to display affective commitment (the most desirable of the three types), I recommend that Management should work on issues which favourably impact their employees\u2019 perceptions. These include fulfilling perceived obligations (e.g. providing opportunities for growth via training and development and ensuring a stimulating work environment), as well as promoting fair outcomes and quickly addressing concerns. Such perceptions, over time, would naturally lead to higher commitment levels, as well as favourable attitudes and proactive behaviours.<\/p>\n\n\n\n

What should be noted is that affective commitment cannot<\/em> be bought, manipulated or mandated. However, just like trust, it can be cultivated.<\/p>\n\n\n\n

<\/div>\n\n\n\n

Conclusion<\/strong><\/h2>\n\n\n\n
<\/div>\n\n\n\n

So this year and beyond, here is one New Year\u2019s resolution worth keeping \u2013 incorporating the important theme of commitment in your business strategy.<\/p>\n\n\n\n

<\/div>\n\n\n\n
\"\"<\/figure>\n\n\n\n
<\/div>\n\n\n\n

<\/a>It still matters a great deal in the organisation. Not only does it influence the decision to stay or exit a company, but as mentioned earlier, it also drives productivity and performance at the workplace.

And Management \u2013 this should be one of your priorities this year for greater organisational effectiveness. <\/p>\n\n\n\n

<\/div>\n\n\n\n

Do you think that commitment is still relevant at the workplace? Kindly tell us your opinions by posting your comments below.<\/strong>


<\/strong>Don\u2019t rush off; be kind:<\/em><\/p>\n\n\n\n

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1) Share this article in your social networks by clicking on the icons below.
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2) Sign up for email alerts. All details can be found on the right  sidebar on the homepage.
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Need help?<\/em><\/strong>
<\/em><\/strong><\/p>\n\n\n\n

You could hire me for a writing assignment, some consulting work and\/or coaching sessions in formal writing and communications. There are two ways to do this:<\/p>\n\n\n\n

A) Send an email to: Lucilleossai@gmail.com. <\/p>\n\n\n\n

B) Call for a free<\/em> consultation:<\/strong><\/p>\n\n\n\n


<\/strong>Nigeria:               0704 631 0592 <\/strong><\/p>\n\n\n\n

International:<\/strong>   +234 704 631 0592<\/strong>

<\/strong>
<\/strong>
<\/strong><\/p>\n\n\n\n

\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014-<\/strong>
<\/strong><\/p>\n\n\n\n

Notes:<\/strong>
<\/strong><\/p>\n\n\n\n

*My postgraduate research, which covered the themes of \u201cpsychological contract\u201d and \u201corganisational justice\u201c, examined their impacts on employees\u2019 attitudes (of which affective commitment was the marker) and employees\u2019 behaviours (of which organisation-directed \u201ccitizenship behaviour\u201d was the marker).

<\/p>\n\n\n\n

These themes were mentioned in my blog\u2019s first article on communications strategy and corporate image. View it  here<\/a>.<\/p>\n\n\n\n

N:B-<\/u><\/strong>

<\/u><\/strong>First image courtesy of Thewet via freedigitalphotos.net. Animation courtesy of gifgifs.com. Second image courtesy of Sattva, via freedigitalphotos.net. Third, fifth and sixth images courtesy of Renjith Krishnan, via freedigitalphotos.net. Fourth image courtesy of Sheelamohan, via freedigitalphotos.net.<\/p>\n","protected":false},"excerpt":{"rendered":"

Don\u2019t yawn. I know that organisational commitment is often overlooked in the plethora of management-related themes because it is considered pass\u00e9 or simplistic. More \u2018important\u2019 themes such as employee engagement, organisational effectiveness, culture and leadership tend to dominate serious discussions. In fact, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[1],"tags":[431,489,506,553,556,591,637,649,670,684,724,799,825],"class_list":["post-69","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-affective-commitment","tag-commitment","tag-continuance-commitment","tag-employee-engagement","tag-employees","tag-globalization","tag-leadership","tag-management","tag-meyer-allen-1997","tag-normative-commitment","tag-professionals","tag-trust","tag-workplace"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_likes_enabled":true,"jetpack-related-posts":[{"id":34,"url":"https:\/\/lucilleossai.com\/blog\/2016\/09\/28\/thats-not-fair-why-organisational-justice-impacts-everything-at-work\/","url_meta":{"origin":69,"position":0},"title":"“That’s Not Fair!” – Why Organisational Justice Impacts Everything At Work","author":"Lucille Ossai","date":"September 28, 2016","format":false,"excerpt":"Fairness isn't a wishy-washy sentiment to be scoffed at. It influences attitudes and behaviours at the workplace. Get the facts and save your organisation from disaster.","rel":"","context":"In \"distributive justice\"","block_context":{"text":"distributive justice","link":"https:\/\/lucilleossai.com\/blog\/tag\/distributive-justice\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/lucilleossai.com\/blog\/wp-content\/uploads\/2016\/09\/Injustice-scale-freedigitalphotos.net-Winnond.jpg?fit=400%2C400&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]},{"id":77,"url":"https:\/\/lucilleossai.com\/blog\/2013\/05\/25\/the-impact-of-communications-on-business-relationships\/","url_meta":{"origin":69,"position":1},"title":"The Impact Of Communications On Business Relationships","author":"Lucille Ossai","date":"May 25, 2013","format":false,"excerpt":"Find out two surprising ways communications influence business relationships: by fostering positive attitudinal and behavioural tendencies in the organisation and by boosting corporate reputation. This article will persuade management that effective communications favourably shapes the organisation. All those in executive functions would find the article useful.","rel":"","context":"In \"business\"","block_context":{"text":"business","link":"https:\/\/lucilleossai.com\/blog\/tag\/business\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-dqMj-FBRe3M\/UaDt0y-RhfI\/AAAAAAAAAqk\/_KztINVBGow\/s640\/Businessmenaroundtick-freedigitalphotos.jpg?resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-dqMj-FBRe3M\/UaDt0y-RhfI\/AAAAAAAAAqk\/_KztINVBGow\/s640\/Businessmenaroundtick-freedigitalphotos.jpg?resize=350%2C200 1x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-dqMj-FBRe3M\/UaDt0y-RhfI\/AAAAAAAAAqk\/_KztINVBGow\/s640\/Businessmenaroundtick-freedigitalphotos.jpg?resize=525%2C300 1.5x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-dqMj-FBRe3M\/UaDt0y-RhfI\/AAAAAAAAAqk\/_KztINVBGow\/s640\/Businessmenaroundtick-freedigitalphotos.jpg?resize=700%2C400 2x"},"classes":[]},{"id":61,"url":"https:\/\/lucilleossai.com\/blog\/2014\/08\/31\/the-dying-art-of-managing-the-psychological-contracts-of-employees\/","url_meta":{"origin":69,"position":2},"title":"The Dying Art Of Managing The Psychological Contracts Of Employees","author":"Lucille Ossai","date":"August 31, 2014","format":false,"excerpt":"Every professional in gainful employment has a psychological contract. 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As a concise article drawing upon findings from researchers in the field of organisational behavioural science, this post will interest both Management and\u2026","rel":"","context":"In \"communication\"","block_context":{"text":"communication","link":"https:\/\/lucilleossai.com\/blog\/tag\/communication\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-qeF60RgtHXg\/VAIXsqAn0OI\/AAAAAAAAB7M\/9VNWFJAzVps\/s1600\/Torn%2Bcontract%2B-%2Bfreedigitalphotos.com%2BNongpimmy.jpg?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":51,"url":"https:\/\/lucilleossai.com\/blog\/2015\/05\/29\/the-case-for-a-culture-of-communication-at-the-workplace\/","url_meta":{"origin":69,"position":3},"title":"The Case For ‘A Culture Of Communication’ At The Workplace","author":"Lucille Ossai","date":"May 29, 2015","format":false,"excerpt":"You haven\u2019t been living under a rock for the last decade so you know that often, people take something for granted about communication in this fast-paced era. They sometimes forget that communication has become increasingly relevant to careers and businesses. At the workplace, gone is the now \u2018archaic\u2019 top-down communication\u2026","rel":"","context":"In \"'Culture of communication'\"","block_context":{"text":"'Culture of communication'","link":"https:\/\/lucilleossai.com\/blog\/tag\/culture-of-communication\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-UekmYQxmMnU\/VWhbfsnSMbI\/AAAAAAAAC6k\/epV4uWYPyAE\/s640\/Man%2Bwith%2Bspeech%2Bbubble%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/3.bp.blogspot.com\/-UekmYQxmMnU\/VWhbfsnSMbI\/AAAAAAAAC6k\/epV4uWYPyAE\/s640\/Man%2Bwith%2Bspeech%2Bbubble%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-UekmYQxmMnU\/VWhbfsnSMbI\/AAAAAAAAC6k\/epV4uWYPyAE\/s640\/Man%2Bwith%2Bspeech%2Bbubble%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/3.bp.blogspot.com\/-UekmYQxmMnU\/VWhbfsnSMbI\/AAAAAAAAC6k\/epV4uWYPyAE\/s640\/Man%2Bwith%2Bspeech%2Bbubble%2B-%2Bfreedigitalphotos.net%2BStuart%2BMiles.jpg?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":54,"url":"https:\/\/lucilleossai.com\/blog\/2015\/03\/28\/three-years-of-blogging-in-memorable-quotes-part-1\/","url_meta":{"origin":69,"position":4},"title":"Three Years Of Blogging…In Memorable Quotes (PART 1)","author":"Lucille Ossai","date":"March 28, 2015","format":false,"excerpt":"The Rethinking Business Communications Blog is celebrating its third anniversary. 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