| Abstract [eng] |
The role of organizational commitment factors in the perspective of career development One of the main goals of organizations in the present day labour market is to attract and retain employees. Increasing employee organizational commitment is the best way to enhance business effectiveness and to achieve long-term competitive superiority. Organizational commitment includes peoples’ feelings towards organization; it’s the degree to which employee identifies with and involves in the life of organization. It’s very important to be aware of factors that influence organizational commitment and how their significance vary in different stages or personal career. Research objectives: to identify specific factors influencing organizational commitment, measure their significance for employees, analyse the importance of organizational commitment factors in the groups of short and long-term employees. Seeking to create a valid research method an exploratory research was carried on. The purpose of it was to identify main factors that influence organizational commitment. 10 factors were distinguished and grouped in two categories: rational (employment contract, working conditions, career perspectives, professional development opportunities) and emotional factors (sense of debt for organization, organizational goals, values, relations with co-workers and executive, opportunities for self-expression). To carry out the final research we used a self created questionnaire, that was based on the principle of alternatives. 10 dilemmic situations related to each of organizational commitment factors were created. Another part of research methodology was composed for evaluating the significance of factors by comparing them with one another. We also collected information about self evaluations for other work opportunities and demographics. Qualified employees from state and private organizations were involved in the research. The first group of participants was made up by 45 newcomers: the average working tenure in a company is 1 year and 2 months. Another group consisted of 45 long-term employees: the average working tenure is 17 years. For new workers rational factors are more important than emotional, for long-term workers it’s on the contrary. The most important factors for newcomers are career and professional development opportunities, for long-term workers it’s social relationships in the workplace. The least important factor for all participants is the sense of debt for organization. Employment contract, working conditions and opportunities for self-expression is of the same importance. Long-term employees are stronger commited to organizational goals and values than newcomers. The lack of other work opportunities doesn’t make big influence on the nature of organizational commitment. |
