| Abstract [eng] |
The relevance of the topic. Organizational commitment is one of the most important organizational concepts because it directly affects an organization’s performance and effectiveness. It has been investigated that organizational commitment has a significant relationship with turnover, productivity, satisfaction and loyalty to the organization (Gangai, Agrawal, 2015). Organizational commitment is the desire of employees to dedicate their efforts and loyalty to the social system - the organization (Lapointe et al., 2018). The attachment to a system of social relationships at work can improve employee behavior, ensuring that they work better and achieve their goals (Jayaweera, 2015; Platis et al., 2014). Also achievements are considered important parameters of organizational success and there is one of the ways to find an innovative direction to organization’s progress (Aboazoum et al., 2015). An employee’s organizational commitment is often affected by a variety of internal and external factors to which the employee reacts and responds differently. Reactions to such factors are often determined by an employee’s personal values (Arieli et al., 2020). Each employee brings their values to the organization, which creates a common “face” for the organization (Titov et al., 2013). Therefore, it is crucial to ensure that the values that promote organizational commitment also create a fair image of the organization. The aim of the research. An analysis of the scientific literature during this final project aimed to reveal the influence of personal values on organizational commitment. The results of the research. The study involved 430 residents aged 18 and older working in Lithuania. The following methods were used in the study: Allen’s and Meyer’s (1991) organizational commitment questionnaire, which distinguishes three types of organizational commitment - emotional, continuous, and normative, and Schwartz’s (2012) personal values questionnaire, which consists of 57 values reflecting an extended model of values. The results of the study showed that the emotional commitment of employees is positively influenced by values such as the power–dominance, face, security–societal, tradition and universalism–tolerance. Continuous commitment is enhanced by the values of power–dominance, tradition, and humility, and normative commitment is enhanced only by the values of power–dominance and tradition. |
