A study of organizational commitment as in relation to intelligence, self-esteem and locus of control

Pages: 227-229
Ashima Soni (Department of Psychology, Panjab University, Chandigarh)

Organizational commitment has been extensively attracting the attention of organizational behavior researchers in the recent years. In the context of organizations, commitment is normally understood as different ways to commit oneself to an organization of which one is a member. Commitment is also considered as willingness to exert high levels of efforts on behalf of the organization and have a definite belief in, and acceptance of, the values and goals of the organization. The present study examined organizational commitment of employees in relation to intelligence, self esteem and locus of control. A sample of 50 employees was randomly drawn from a government bank in Chandigarh, India. The sample consisted of persons working at different levels of hierarchy within the organization, with the senior most respondent being a regional manager. The tools comprised of Organizational Commitment Questionnaire developed by Mowday, Steers and Porter (1982), Jalota’s General Mental Ability Test (1964), Self Esteem Inventory by Coopersmith (1981) and Rotter’s Locus of Control Scale (1966).The results, analyzed using product moment correlation revealed that there was a significant and positive relationship between organizational commitment and intelligence of bank employees. In other words, higher the intelligence more was the individual’s identification and involvement with the organization. However, no significant differences were reported with regards to self esteem and locus of control scale .Implications are related to the latest research findings on the plasticity of human intelligence in adulthood and thereby the need to provide continual enriching and stimulating training programs for employees in order to reinforce their productivity and commitment levels.