Induction Age, Training Duration & Job Performance on Organizational Commitment & Job Satisfaction (Survey‪)‬

Introduction Organizational commitment has an important place in the study of organizational behaviour. A vast number of studies have found relationships between organizational commitment and attitudes and behaviours in the workplace (Porter et al 1974, Koch & Steers 1978). The literature has multiple definitions of organizational commitment. Meyer and Allen (1991) identified three types of commitments; affective commitment, continuance commitment, and normative commitment. They defined affective commitment as the emotional attachment, identification, and involvement that an employee has with his organization and its goals. While normative commitment is a feeling of obligation towards the organization continuance commitment is the willingness to remain in an organization because of the investment that the employee has which are non-transferable. Affective and normative commitments have been found to be predictors of positive organizational behaviour, including increased work performance and satisfaction, tenure and attendance (Allen & Meyer 1996). Continuance commitment, on the other hand, has been found to be negatively related or unrelated to positive organizational behaviours.