Factors Affecting Organizational Commitment Among Bank Officers In Pakistan

Abstract

In this study, we investigate the factors which are likely to affect the organizational commitment among bank officers in Pakistan, since the banking industry has been facing higher employee turnover. The theoretical framework of our study builds upon the theory of Social Exchange [1], the norm of reciprocity [2], and the theory of Perceived organizational Support [3, 4]. Data was collected by personally administered questionnaires. 147 officers working in different bank branches in Lahore participated in the study. Only those respondents were included in the study who had passed their probationary period. SPSS version 20 was used to analyze the data. The results reveal that there is a higher correlation between different supporting factors and organizational commitment of bank officers. Regression results show that all factors significantly predict organizational commitment. Factors affecting the organizational commitment of bank officers include rewards, support from supervisor, promotion opportunities, work-family support, and favorable conditions of the job. This study has implications for HR Policies to be devised in such a way as to focus on turnover intentions among the experienced employees. By employing such efforts the companies can easily retain their experienced human capital.