Considering the demographic change, the organizational change, which among others is characterized by globalization as well as more flexible forms of employment, and the increasing importance of high professional qualifications, the preservation of employees, especially of executives and young talents, has become of enhanced relevance for organizations. In coherence with the preservation of employees, organizational commitment is highlighted in scientific research as the extent of identification of an employee with an organization and its consequences on his motivation and loyalty towards that organization.
Table of Contents
1. Introduction
1.1 Problem Definition and Objective
1.2 Course of Investigation
2. Derivation and Definition of Organizational Commitment
3. Main Concepts of Organizational Commitment
3.1 One-Dimensional Model
3.2 Three-Component Model by Meyer & Allen
3.2.1 Affective Commitment
3.2.2. Continuance Commitment
3.2.3. Normative Commitment
4. Organizational Commitment and Employee Behavior6
4.1. Consequences of Organizational Commitment for Employee Behavior
5. Organizational Commitment and Business Success
5.1. Consequences of Organizational Commitment for Business Success
5.1.1. Cost Saving through Reduced Fluctuation
5.1.2. Long-Term Talent and Knowledge Management
5.1.3. Assisting the Brand
5.1.4. Assisting the Business Culture and Job Satisfaction
6. Limitations
7. Summary and Conclusion
References