Retention Factors and its Impact on Organisational Commitment

Abstract

Organisations continue to face a myriad of challenges, their survival will depend upon how effectively they manage their human resources and implement their human resources management practices. Various studies have stressed the benefits to organisations of a loyal and committed workforce and the central role Human Resource Management practices may play in creating and maintaining commitment. This present study extends Meyer and Allen’s multidimensional organisational commitment in studying the potential impact of organisational commitment. There is strong empirical evidence revealing that organisational commitment is influenced by employees’ retention which is further strengthened by promotion practices more than any other variables. A number of researches have been carried out in the field of organisational commitment in Hospital sectors, Educational sectors, Public sector organisations, here an attempt has been made to study the organisational commitment in Private sector banks. There are several research studies involving the factors affecting organisational commitment, such as organisational culture, human resource management practices, training and development. But this research is a unique attempt to study the organisational commitment based on Allen and Meyer’s model of commitment in Private Sector Banks. This research study is intended to know specific factors influencing the commitment level of the employees of the private banks. The research findings if properly applied would certainly reduce the attrition and strengthen the level of commitment in Private Banking sectors leading to effective quality service to the customers.