Influence of Organizational Identification and Job Tenure on Organizational Commitment

The objective of the present investigation was to study organizational identification and job-tenure as a function of organizational commitment. Data were collected from a sample of 287 teachers teaching in Aligarh Muslim University. For collecting data on 'organizational commitment' scale developed by Shah and Ansari (2000) were used having three dimensions namely, 'affective', 'continuance' and 'normative' commitment and for 'organizational identification' scale developed by researchers (Bi&Ansari, 2011) was used, having seven facets viz., 'organizational prestige', 'organizational belongingness', 'autonomy in organization', 'employee-centered management', 'promotional opportunities', 'supervisory behaviour' and 'transparency'. Job-tenure was assessed the number of years spent in his/her professional career. Results of regression analysis revealed that 'organizational identification' is significantly and positively predicting three criterion variables viz., 'organizational commitment', 'continuance commitment', and 'normative commitment' while 'organizational belongingness' emerged as significant and positive predictor of 'organizational commitment' and 'normative commitment'. 'Organizational prestige' only predict positively to 'affective commitment' while 'transparency' predict negatively to 'normative commitment'. It is to mention that job-tenure has not been found instrumental in predicting 'organizational commitment' and its various dimensions. The findings are discussed in the light of supporting studies and their conclusions are given.