Abstract:
Organizational Commitment has emerged as major cause of employee retention in last
two decades.Young talent that has been hired by FWO in the past leaves FWO in the first
opportunity they get. This has resulted in a lot of losses in terms of wasted investments in
recruitment and selection, lost work hours spent in finding the right candidate and
training a new one. The issue of affective commitment has been the focus of several
researches in Pakistan and abroad, the pioneers of this work remain Meyer and Allan who
developed a framework to study organizational commitment and its different
constituents.
Compensation has been analyzed by taking base salary and flexible pay whereas job
characteristic has been analyzed by taking task significance as an attribute to study. Job
Characteristics have induced commitment because construction sector work remains
largely the same despite the organization. The only sort of commitment it can induce is
affective commitment, only when their good performance is rewarded through
appropriate feedback and task significance.
FWO is an organization that is completely centralized giving people less room to develop
new policies and develop their people like they would. This needs to be changed, and if
not then centralized management needs to be made aware of the repercussions of their
policies.
