Organizational Behavior, BUS 5450
September 16, 2012

Organizational Commitment ii

Abstract A great deal of research has gone into determining which types of employees are more committed to their employers. The objective of this paper is to assess the demographic factors that influence organizational commitment and work habits. Specifically, this paper will focus on organizational and occupational commitment within the context of employee education. Based on the literature reviewed, the primary theme of this proposal is that education level and employee training programs are significant indicators of organizational commitment. Second, this review will provide a general overview of previous research methods and data
The results of this study concluded that education level was the only key sociodemographic indicator of an employee’s commitment to an organization. Dr. Sikorska-Simmons findings indicated that other sociodemographic characteristics such as age, gender, marital status, religiosity, and organizational tenure played a rather insignificant role in determining organizational commitment.

Organizational Commitment 5 What’s most interesting about this study is that education was the third most significant predictor of organizational commitment, which followed job satisfaction (second) and organizational commitment (first). The author surmised that more educated employees were in positions to actively participate in the decision making process. Therefore, their organizational commitment was higher than employees with diminished involvement in decision making processes. The common theme in all of the research literature that has been reviewed and summarized is the method by which the data was collected. All of the aforementioned studies utilized a demographic and organizational commitment questionnaire that reported age, company tenure, education, as well as level of education and position within the organization. In reviewing the research already conducted in this area, I believe that