Impact on Job Commitment on Employee Retention

Commitment was viewed as “propensity to engage in consistent line of activity and exchanges” Side Bet Theory by H.S. Becker (1960) examined how side bets and prior choices commit theindividual to  future actions that  are consistent  with these  prior choices.  Side-bet is  a process through  which  an individual  while choosing  a particular  line of  activity  stakes other  line of activity upon continuing with the chosen line of activity. Therefore, commitments comes into the picture when an individual by making a side-bet links extraneous interests with a consistent line of activity.   Ingredients of organizational commitment include Employees attachment, recognition and their substantial involvement (Haque & Yamoah, 2014). Antecedent affective commitment – real involvement, normative commitment – recognition, and continuance commitment - attachment of employees are three definite components of OC. Accomplishment of organizational goals by employees are evident of employees Affective commitment towards their organization. Employees strong dedication and accountability to their organization supported by a type of commitment called Normative commitment. Furthermore, Employees intense inclination to affiliate with the same organization are evident of Continuance commitment .   The messages the organization conveys while seeking to attract job applicants also can influence future employees’ engagement and commitment. The firm has designed jobs specifically to engage employees, then noonel want to ensure that recruiting ads extol these positions’ attractive features—such as challenging work assignments, a highly skilled team environment or minimal supervision.   Retention of Employees and Commitment are interrelated whereas more committed employees means the retention level will be less. In this article, the researcher finds the impact on employee commitment on employee retention.