Employee Engagement and Commitment


According to (Porter et al, 1974) commitment has the relative strength of individual identification and participation in a particular organization no matter the size, the company can win for a long time with energetic employees and believe in the enterprise 's mission and understand how to achieve. As Guest, (1987) stated the human resources management policy aims to maximize organizational integration, employee engagement, flexibility and work quality.

Employee engagement is when people at work are full of interest and enthusiasm for the work, even excited about  the work, and ready to redouble the efforts to make the best  to  complete the work ( Bevan et al,1997). Ex: World Health Organization continuously developing and innovate to respond to a changing world (who.net, 2020).

(Beer et al,1984) identified commitment in their concept of HRM as a key dimension because can result not only in more loyalty and better performance for the organization. but, in self-worth, dignity, Commitment refers to determination and loyalty and related to how individuals feel about organization (Mowday, 1998).

The three features of commitment recognized by (Mowday et al, 1982) are

1 A strong desire to remain a member of the organization. Ex: present working place experience sharing: Most of the employees has working experience above 15 years..

2 A strong belief in and acceptance of the values and goals of the organization Ex :seek a world of hope, tolerance and social justice, where poverty has been overcome and all people live in dignity and security (care-international.org).

3 A readiness to exert considerable effort on behalf of the organization.

The Importance of Commitment

The organization shifts from a traditional control-oriented approach to a workforce management method that relies on building orders, exercising control, and achieving efficiency, can improve performance and employee commitment (Walton, 1985). Ex: INGO employees never expect, favors, affection, gifts, attention, goods, money and property.  ZOA Sri Lanka employees are committed to the humanitarian work.

The main problem areas: evaluation of the concept of commitment

1) The imprecise nature of the term: To check career commitments and job commitments. Once the general concept of commitment is applied, union commitment, working group commitment and family commitment should be considered (Guest 1987)

2) Its unitary frame of reference: When adopting a incorporated frame of reference (this assumption assumes that the organization consists of people with common interests), it can be criticized as being too simple or even misleading (Walton,1985)

3) Commitment as an inhibitor of flexibility:  This method not only does not reflect the actual situation of the organization, but also narrows the limitations of the organization. They believe that if employees are expected and they are encouraged to be strict Commit yourself to develop a set of values and goals (Coopey and Hartley,1991)


Video 1:1 Engaged and committed employees

Participation and commitment. As an organization, when employees are full of passion and willingness to execute, will get more achievements. The dedicated and dedicated employees are driven to make the most of their work and organizational goals.



Source : ( Effectory, 17.04, 2012)


List of  References

Bevan S, Barber, L and Robinson, D (1997) Keeping the Best: A practical guide to retaining key employees, Institute for Employment Studies, Brighton

Coopey, J and Hartley, J (1991) Reconsidering the case for organizational commitment, Human Resource Management Journal

Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studied

Guest, D E (1987) Human resource management and industrial relations, Journal of Management Studies,

Mowday R (1998) Reflections on the study and relevance of organizational commitment. Human Resource Management Review

Mowday, R, Porter, L and Steers, R (1982) Employee organization Linkages: The psychology of commitment, absenteeism and turnover, London, Academic Press

Porter, L W, Steers, R, Mowday, R and Boulian, P (1974) Organizational commitment: job satisfaction and turnover amongst psychiatric technicians, Journal of Applied Psychology,

Walton, R E (1985a) From control to commitment in the workplace, Harvard Business Review

Welch, J., & Welch, S. (2006, May 8). Ideas the Welch way: How healthy is your company? BusinessWeek,

Comments

  1. Manjula PereraMay 31, 2020 at 9:32 AM

    Robinson et al (2004) stated that while engagement contains many of the elements of commitment it is not a perfect match. They suggested that it does not reflect sufficiently two aspects of engagement – its two-way nature, and the extent to which engaged employees are expected to have positive attitudes about their job.

    ReplyDelete
    Replies
    1. Employee Engagement by Nadee WeerasuriyaJune 1, 2020 at 11:46 AM

      I agree with what you stated but accoding Reilly and Brown (2008) noted that the terms ‘job satisfaction’, ‘motivation’ and ‘commitment’ are generally being replaced now in business by ‘engagement’ because it appears to have more descriptive force and face validity

      Delete
  2. Uditha N RupasingheMay 31, 2020 at 7:12 PM

    Agreed with above views and Also an organization with engaged and committed employees will make a workplace of employee's choice resulting in improved performance of an organization. Engagement is an essential aspiration to work in best awareness of the workplace whereas, the desire of a worker to remain as a fellow of concern happens through commitment (Gbadamosi, 2003).

    ReplyDelete
  3. Employee Engagement by Nadee WeerasuriyaJune 1, 2020 at 11:51 AM

    According to Yalabik et al (2013: 2803) proposed that ‘affective commitment’ (ie an emotional attachment to, identification with and involvement with the organization) is an antecedent of work engagement.

    ReplyDelete

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