A Qualitative Analysis of the Theories and Patterns of Organizational Commitment

Organizational commitment refers to employees’ level of engagement and their desire to stay with the organization. Not only organizational commitment requires believe in the organization on employee’s part, but also action. In the literature, organization commitment is considered an important factor in the perception, understanding and anticipation of organizational behavior and employee’s tendency to stay with the organization. Proper management of organizational commitment produces desirable outcomes including organizational effectiveness, enhancing organizational performance, employee absence and turnover, generating motivation and improving employee job satisfaction. Organizational commitment as a managerial concept can lead to competitive advantage and is matter of great importance to organization. Much the same as the other concepts in the field of humanities, the definitions cited for organizational commitment are numerous. This is may be due to its prevalence in various fields of study and authors have defined it according to their use of the term. The paper discusses the organizational commitment from three perspectives. First, the foundations of the organizational commitment are addressed. Then, we will refer to the existing definitions of the organizational commitment by networking the concepts. At the end, the patterns of commitment and qualitative analysis of the theories and patterns are explained.