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Bonfring International Journal of Industrial Engineering and Management Science, Vol. 9, No.

3, September 2019 21

An Overview of Organizational Commitment


among the IT Employees in Chennai City
K. Chandru and Dr.M. Palanivel Rajan

Abstract--- The organizational Commitment in IT Employees who are affectively committed feel valued, act as
companies is a result oriented phenomena. The organizational ambassadors for their organization and are generally great
Commitment is closely related to behvarioural perspectives of assets for organizations.
employees of IT companies. The right feelings and attitude
2.2. Continuance commitment
produces the higher degree of organizational commitment
which increases the efficiencies of services productivity of IT It relates the need of employees to work continuously in a
employees. There are the four kinds of outcomes of high level particular IT company. Possible reasons for needing to stay
organizational Commitment of employees such as Desire to within the IT company vary, but the main reasons relate to a
remain in same IT company, Intent to remain in same job of IT lack of work alternatives, and remuneration.
sector ,More job attachment and Better work performances. 2.3. Normative commitment
The negative factors such as job stress, heavy work load, lack
Employees of IT sectors that are normatively committed
of upward communication are adversely affecting the
generally feel that they should work at their IT company.
Organizational Commitment among the employees of IT
Normatively committed employees feel that leaving their IT
sectors in Chennai city.
company would have disastrous consequences, and feel a
Keywords--- Information Technology (IT), Organizational sense of guilt about the possibility of leaving. Reasons for
Commitment (OC), Normative Commitment, Continuance such guilt vary, but are often concerned with employees
Commitment. feeling that in leaving the organization they would create a
void in knowledge/skills, which would subsequently increase
I. INTRODUCTION the pressure on their colleagues. Such feelings can, and do,
negatively influence the performance of employees working in

T HE organizational commitment (OC) in Information


Technology (IT) sector is the responsible feeling potency
of IT employees towards the mission of IT companies. The
organizations

III. PROCEDURES FOR CREATING AND DEVELOPING OC


organizational commitment is perceived as “an attachment to
the IT company, characterized by an intention to remain in it; Table 1: Stages for creating the OC in IT sectors
an identification with the values and goals of the organization; Stage Nature of Description
and a willingness to exert extra effort on its behalf”. In other process
I People-first It means the organization, from beginning, must hire
words, OC is a feeling of bond and attachment which links the values those people who have the organization‟s desired
employees and the IT Company and its teams around a values. This selection can be implemented through
common value and goal. In addition to it, OC must be conducting different interviews
II Two-way It insists the setting up of close communication
evaluated on the base of relationship of OC with the communication which provides the employees with the opportunity
effectiveness of the employees‟ behaviours, attitude and work to freely express their opinions, and inspires non-
performance of same employees in IT sector. OC which is the biased and fair behaviour in IT company.
III Communion It refers to the homogenization of employees based
result of job involvement of job satisfied employees is the on the values, goals, skills, and sifting those who are
third phase of employees behavour or feeling next to job not homogeneous; it can be done through forming
involvement and job satisfaction which is the result of job small IT teams.
IV Safety or security Safety and security are in close relationship with
involvement of job satisfied employees. organizational commitment of the employees.
Security has different economic, social, affective,
II. TYPES OF ORGANIZATIONAL COMMITMENT and psychological dimensions
V Transcendental It points that employees need some values to believe
2.1. Affective commitment meditation in, and a sense of mission to be committed to.
VI Value-based It means not sheer emphasis on skills, but also
Affective commitment means that employees want to stay hiring consideration of
at their organization. It also indentify the total numbers of personal values in the process of hiring as the values
and experiences of the individual being consistent
employees want to work in the IT company due to attraction of with the needs of the organization
nature and pattern of working, goals of company and etc.. VII Hard-side reward It means giving rewards such as gifts, loans, and
practicing providing some facilities in due occasions,
VIII Actualizing: Actualizing is the final step which is built on the
above seven steps that facilitate employees‟
K. Chandru. Ph.D., Research Scholar, Department of Management actualizing what they can be.
Studies, Madurai Kamaraj University, Madurai.
Dr.M. Palanivel Rajan, Assistant Professor, Department of Management (Source: Compiled from secondary data)
Studies, Madurai Kamaraj University, Madurai.
DOI:10.9756/BIJIEMS.9034

ISSN 2277-5056 | © 2019 Bonfring


Bonfring International Journal of Industrial Engineering and Management Science, Vol. 9, No. 3, September 2019 22

IV. STATEMENT OF THE PROBLEM 2. To examine the contributing factors to organizational


The organizational Commitment in IT companies is a commitment of IT employees of Chennai city.
result oriented phenomena. The organizational Commitment is 3. To evaluate the impact of commitment of IT
closely related to behvarioural perspectives of employees of employees of Chennai city.
IT companies. The right feelings and attitude produces the
higher degree of organizational commitment which increases VII. RESEARCH METHODOLOGY
the efficiencies of services productivity of IT employees. So It is a descriptive cum analytical study. Both the primary
there is an inevitable position of IT companies to consider the data and secondary data were collected. The survey method
problems relating the employee‟s commitment towards the has been adapted to collect the primary data. The annual
organization. The absences and low level of commitment reports of Information Technology department, Government
result the poor performances and migration of employees from of India, Government orders and proceeding of the
this sectors. In this connection the certain causes such as lack information Technology departments of both central and state
of duty identity, lack of interaction freedom, Poor Job government and annual report of IT companies in Chennai city
Involvement, Job Stress producing the poor level of were used as a secondary data. In this connection, the 50
organizational commitment in IT companies. So there is numbers of IT employees of various cadre such as Team
problem to reduces these pull down causes from their Leader, Team Facilitator, Team Recorder and Team Members
institutions. The study has been undergone in this context from IT and ITES companies were selected as sample
entitled on “An overview of Organizational Commitment respondents for this study through simple random technique
among the IT employees in Chennai City” by using lottery method in Chennai city. The well structured
questionnaire was used to collect the data from the primary
V. SCOPE AND LIMITATIONS OF THE STUDY source. The collected data has been properly coded, tabulated,
The study has confined its scope to identify various analyzed and interpreted by using statistical tools such as
dimensions of organizational commitment among the simple percentage, average, mean “T” test and ANNOVA test.
employees of IT sector in Chennai city. The study has
confined its scope to analyze causes and effect relationship to VIII. ANALYSIS THE LEVEL AND TYPES OF LEVEL
the organizational commitment of IT employees of Chennai AND TYPES OF ORGANIZATIONAL COMMITMENT OF IT
city. In addition to it, the degree extend to which the effects of EMPLOYEES OF CHENNAI CITY
these factors are subjected to this study. The study also The perception of the various kinds of sample employees
conducted within the Chennai district. The period of the study regarding level and types of organizational commitment in
is the last accounting year i.e. 2018-2019. their IT companies is in different level. The leaders‟ OC has
been perceived at level positively. The Team members have
VI. OBJECTIVE OF THE STUDY perceived the same moderately. The continuous commitment
1. To identify the level and types of organizational has been observed among the team leaders. The affective
commitment of IT employees of Chennai city. commitment has observed among the trainers. (Table no- 2)
Table 2: Distribution of level and types of level and types of organizational commitment of IT employees of Chennai city

(Source: Compiled from primary data


1. Personal Characters - It consists of need, age and
IX. ANALYSIS OF CONTRIBUTING FACTORS TO education of samples employees
ORGANIZATIONAL COMMITMENT OF IT EMPLOYEES 2. Job Characters- It consists of Duty identity, interaction
OF CHENNAI CITY freedom and feedback of sample employees
The contributing factors to OC among the employees of 3. Work Experiences : It includes the employees attitude,
IT sectors in Chennai City has been broadly grouped in to organizational attitude and personal importance
three categories such as

ISSN 2277-5056 | © 2019 Bonfring


Bonfring International Journal of Industrial Engineering and Management Science, Vol. 9, No. 3, September 2019 23

Table 3: Analysis of contributing factors to organizational commitment of IT employees of Chennai city


IT sector Male Employees IT sector Female Employees

Significance
N=25 N=25

Level
Sl.
“t” Value

of
contributing factors to OC Mean Std. Mean Std.
No
_ Deviation _ Deviation
X „S‟ X „S‟
1 Personal Characters 3.9201 1.228 3.9883 1.277 2.41* 0.033
2 Job Characters 3.8628 1.481 3.9552 1,884 1.38 0.202
3 Work Experiences 3.5341 1.207 3.5004 1.227 2.02* 0.021
(Source: Compiled from primary data
The contributing factors to OC are presented in the table [7] M. Alizadeh, “An analysis of the dimensions of organizational
commitment and their relationship with performance of the
no-3 and the evaluation of the contributing factors to OC also supervising centers of Mellat Banks]”, Esfahan Tehran:
presentment in the same. For this purpose, a Stratification of Management Department, 1994.
the sample respondents was done according to the „Gender [8] S. Bashir and M.I. Ramay, “Determinants of organizational
wise”. In this connection, two groups were classified as “IT commitment: A study of information technology professionals in
Pakistan”, Institute of Behavioral and Applied Management, Pp.
Sector male Employees‟ and „IT Sectors female employees.‟ 226-238, 2008.
The data obtained from their perception were fitted with „t‟ [9] T. Bateman and S. Strasser, “A longitudinal analysis of the
test to find out the association of the profile variable with the antecedents of organizational commitment”, Academy of
process of performance management Management Journal, Vol. 21, Pp. 95-112, 1984.
[10] L.W. Porter, R.M. Steers, R.T. Mowday and P.V. Boultian,
The gender wise perception of IT sectors employees “Organizational commitment, job satisfaction, and turnover among
regarding the contributing factors to OC was examined and psychiatric technicians”, Journal of Applied Psychology, Vol. 59,
Pp. 603–609, 1974.
found that both male and female employees IT have evaluated
highly the contributing factors to OC named as , “Agile Goal
Set Personal Characters ting” (mean score 3.9201 for IT male
employees and 3.9883 for IT sector female employees), On
the other hand, the employees of both two sector have highly
evaluated the contributing factors to OC named as “Work
Experiences” ( t –value – 2.02) ( Table ;3)

X. OUTCOMES OF OC AMONG THE SAMPLE


There are the four kinds of outcomes of high level OC „s of
sample employees such as
1. Desire to remain in same IT company
2. Intent to remain in same job of IT sector
3. More job attachment and
4. Better work performances

XI. CONCLUSION
The importance of employee commitment for
organizations is well documented. All three forms of
commitment highly influence the length that employees stay
with organizations. The negative factors such as job stress,
heavy work load, lack of upward communication are adversely
affecting the Organizational commitment among the
employees of IT sectors in Chennai city.

REFERENCES
[1] Government of India (2018), Annual report on Information
Technology Department, 2017-18, New Delhi.
[2] Government of Tamil nadu (2019), Policy notes on Industries,
Chennai.
[3] Wippro (2018), CSR Report-2017-18.
[4] A. Kazmi, “Strategic Management and Business Policy”, Tata Mcg
Graw Hill Education private limited, New Delhi, 2011.
[5] C.R. Kothari, “Research Methodology Methods and Techniques”,
New Age International Publication, New Delhi, 2008.
[6] S. Natrajan, “Services Marketing”, Pass Publication, Madurai TN,
2014.

ISSN 2277-5056 | © 2019 Bonfring

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