Major Factors Determining Organizational Performance And...

Organizational commitment is one of the constructs that has retained its importance throughout decades and, despite the extensive research done in the field, still draws a high level of attention due to its association with such preferred work attitudes as increased job satisfaction, higher performance, lower absenteeism and turnover intentions (Yousef, 2000). It has been generally recognized that organizational commitment is one of the major factors determining organizational performance and effectiveness (Lok Crawford, 1999, 2004). In addition, as observed by Allen and Meyer (1990), a common link discussed in all conceptualizations of commitment is the one between organizational commitment and turnover, indicating that â€Å"employees who†¦show more content†¦Dealing with avoidant employees, who are affecting the productivity and the entire working condition of the organization is to be given priority. The intervening method employed, whether it is inquisition, arbitrati on or mediation, should be the one that best suits the organizations objectives and to resolve the tension created by the avoidant employees. Unbiased third parties are more effective because they are used for the management techniques that have the most potential to resolve conflicts. Bias is inversely related to the range of issues addressed at a settlement effort. Mediation is the strategy that s the most empowering for the parties in conflict. The role of third party in conflict management is directed towards the actors in conflict to realize their own interests when various problems threaten or disrupt their own bargaining relationship (Young 1967). Third parties are useful in the process of conflict resolution, especially in work aversion employees where a thorough study about the background of both employees and organization is needed. The third party can make positive and direct contributions by focusing the parties on a termination agreement, providing agenda or /and manipu lating the timing of negotiation process. In 1967, Pondy formulated a process model of conflict which is very helpful in understanding how conflict starts and what stages it