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ORGANISATIONAL VALUES & EMPLOYEE
COMMITMENT
S.J.Deen MSW, M.Phil
Ph.D Scholar
Madras School of Social Work
Casa Major Road, Egmore, Chennai-600008
INTRODUCTION
HRM is a function which is mainly concerned
with people at work and with their relationship
within the organization.
 It is the resource which plans, allocates and
provides for all other resources in organizations
and in our day-to-day life.
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MAIN OBJECTIVES
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Human resource management is a technique,
exercise to identify the available resources of a
employee
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make use of the identified human resources in
a systematic way to achieve organisational
goals.
CONTINUATION
Companies can seek to achieve organizational
goals through a variety of human resource
strategies and approaches.
 One such approach, a commitment strategy,
 Is an attempts to develop psychological
connections between the company and
employee as a means of achieving goals
(Arthur, 1994; Scholl, 2003).
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EMPLOYEE COMMITMENT
“Commitment is a force that binds an individual
to a course of action that is of relevance to a
particular target”.
 Commitment is a psychological state that binds
an individual to the organization. It refers to the
likelihood that an individual will stick to the
organization, feel psychologically attached to it,
whether the job is satisfying or not.

MODEL OF COMMITMENT
Affective Commitment
 Normative Commitment
 Continuance Commitment
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AFFECTIVE COMMITMENT
Have you ever heard anybody saying that ‘ I work for
this organization because people are great here
and that the work is fun’...??
If yes, then that employee is emotionally attached to
the workplace.
Individuals with affective commitment stay with the
organizations because they want to.
NORMATIVE COMMITMENT
The mindset that operates in this case is that of
obligation.
 Such individuals have internalized a set of norms
concerning appropriate conduct. And, when they
are recipient of benefits (personal favors etc), they
experience a need to reciprocate.

Individuals with normative commitment stay with
organizations because they feel they should.
CONTINUANCE COMMITMENT

If you have come across anyone saying ‘one of
the reasons I continue working for this
organization is that leaving this place would
require considerable personal sacrifice –
another organization may not match the overall
benefits I have here’.

Individuals with such mindset stay with the
organization because they need to.
DISCUSSION
From the above information's it is clear that
commitment play an significant role to achieve
organisational goals.
 But the question is that, how and what could
influence to retain, sustain and enhance the
employee commitment.???

FACTORS CAN INFLUENCE
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The following factor can intervene
- Organisational Values
- HR practices
- Employees Family Friendly Policies
ORGANISATIONAL VALUES
Beliefs, morals, principles and ethics are all
words often used to describe values.
 Ravasi and Schultz (2006) define
‘Organizational value as a set of shared mental
assumptions that guide interpretation and
action in organizations by defining appropriate
behavior for various situations’.
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VALUES AND THEIR SIGNIFICANCE
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Any organisation which espouses particular values would
underpin their Vision (M. Rokeach - 1973).
To construct attachment towards work and organisation
among the employees
To create professional attachment among the employees
To raise motivational level among the employees
To provide a framework for how one treat another at work.
To provide a framework for how one treat their customers.
To provide a framework for achieving the vision and
increasing the effectiveness of the organisation.
To create an environment conducive to job satisfaction as
well as finding work, which is exciting and challenging.
EMBEDDING ORGANIZATIONAL VALUES – (D M
ROUSSEAU - 1990)
CLASSIFICATION OF ORGANISATIONAL VALUES
Organisational Values can be classified into
three
 Humanity values
 Vision values and
 Bottom line values

DIMENSIONS OF HUMANITY VALUES
Humanity values are the fundamental
standards to understand and realize the
efficacy of a workforce by providing basic
human ideals.
 These resources absorb an imperative role in
creation of admirable exertion among the
employees to perform skillfully to enhance their
affective commitment level. Jaros et al - 1993
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DIMENSIONS OF VISION VALUES
Vision value is the key components of 'strategic
planning' for company’s future, include an
understanding of the firm's vision, outlines
what the organization wants to be, or how it
wants the world in which it operates to be.
 It should resonate with all members of the
organization by providing values related to
professional attachment and opportunity for
organizational development. (Wiener - 1982).
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DIMENSIONS OF BOTTOM-LINE VALUES
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This is also most important organizational
value, which motivate the employees by
providing support for employees to balance the
demands of work and home life. (Mayer and
Schoorman - 1992).
. CONCEPTUAL MODEL ON ORGANISATIONAL
VALUES
It is clear from the above discussion that, a
company’s health determined through its
energized workforce, who not only realize the
mission of the organisation but also make
strenuous efforts to achieve it.
 This kind of work environment is possible, only
when a company has sturdy organisational
values.
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ASSUMPTIONS
The following can be hypothesized
 Employees “Affective” commitment can be
influenced by Humanity values.
 Employee “Normative” commitment can be
determined by Vision values.
 The bottom line values are associated with
employees Continuance Commitment.
CONCLUSION
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To succeed in the face of increasing competition, a
business needs improved productivity at all levels.
This need requires the enthusiastic commitment of all
employees that can only be achieved through better
Organizational Values.
PERSISTENCE
Therefore, with this theoretical background it
may be concluded, that the treatment of
employees, rather than rewards or the
perceived fairness of the organizational system,
may be more important in the manifestation of
organizationally desirable behaviors.
 If management applies procedures and treats
employees fairly, they will directly influence
employees’ commitment and organisational
development.
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THANK YOU