Relative Strength Of An Individuals Identification Management

Studies done by past researchers are reviewed in chapter 2. All of the variables is explained and discussed in detail. Theoretical foundation is discussed after the literatures review. Other than that, proposed conceptual framework and hypothesis of the research are formed in this chapter.

Organizational commitment may be defined as the relative strength of an individual's identification with and involvement in a particular organization. It is a bond to the organization and not to the job, work group, or belief in the importance of work itself. Moreover, organizational commitment is also as an important factor in understanding employees' work related behavior. The definition of organizational commitment reflects its importance of binding or linking the individual to the organization (Benson & Brown, 2007).

Organizational commitment has been widely used in studies on a variety of topics, and research has shown that organizational commitment is related to a number of organizational outcomes, such as turnover (Porter, Steers, Mowday, & Boulian, 1974), absenteeism (Farrell & Peterson, 1984), and work performance (Meyer, Paunonen, Gellatly, Goffin, & Jackson, 1989).

Thus, it may be reasonable to assume that employees work attitudes will be affected by their evaluations of how well their organizations meet societal expectations whereby an organization's commitment to CSR leads to a positive impact on employees' work attitudes (Peterson, 2004).

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