Organizational Commitment on Employee Learning in Apparel Industry

 

Organizational commitment can be recorded as one of the key factors in the employee and employer relationships. Here, identification of the organizational values, objectives and goals is been undertaken by the employees and the employees are willing to show the interest and commitment to achieve these objectives on behalf of the organization (Rafique et al., 2018). This is simple, called the organizational commitment.

Committed employees are assets of the organizations and it is very important to have the committed employees in the companies to gain the maximum outcome (Soomro & Shah, 2019).  Employee learning is the likeness in the employees in exposing to the development of the skills and qualifications in the organization with the training and development applications available in the organization (Sitar & Škerlavaj, 2018).

When it comes to the apparel industry, there is a contribution of more than 40 % in employment in the country and thus the employee management is highly included. It is very important to have the better commitment of the employees to reach the objectives and targets in the designated time. Employee learning is undertaking mainly with the training and development programs and willingness in the participation and gaining maximum knowledge in these fields can be the employee committed nature to reach the objectives (Lim et al., 2017).

 

Apparel industry is consisting with many different applications and operations where each employee needs special skills in managing the operations successfully. Along with these applications, employees are seeking to increase and develop the skills to provide the service in a correct manner which can blead to reduce the time and resources use and to reduce the wastages.

Thus, it is very important to have better learning practices in the organizations. Committed employees are having desire to learn more (Cesário & Chambel, 2017).

Organizational committed can be influenced by many factors while this commitment is ultimately making an influence in the learning. In order to achieve the higher level and end satisfaction, employees needed to learn more and to develop themselves (Sitar & Škerlavaj, 2018).

There is a hierarchy in apparel industry which each employee can climb with the experience and skills. In order to have career development, learning is very important. Once the employee are committed to the organization, they need the skills to reach needed levels. In accordance with this, there is a higher impact of the organizational commitment on the employee learning needs in apparel industry.

Conclusion

Organizational commitment is very important and it needed to have in the employees to have positive outcome in the operations. Employees are not easy to handle and specially in the manufacturing industries, employees are the key point. Apparel industry also have the employees as it is merely a labor-intensive industry. Here, employee learning is becoming more prominent as organizational commitment is making the need of learning inside the employees. The need of improvement can be seen and it is very critical to face the development of both employees and the organization.

References

1.      Cesário, F. & Chambel, M. J., 2017. Linking organizational commitment and work engagement to employee performance, s.l.: Knowledge and Process Management, 24(2), pp.152-158.

2.      Jay, S., 2020. Organizational Commitment: 7 Ways HR Can Contribute, s.l.: https://www.aihr.com/blog/organizational-commitment/.

3.      Lim, A. J. P., Loo, J. T. K. & Lee, P. H., 2017. The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction, s.l.: Journal of Applied Structural Equation Modeling, 1(1), pp.27-41.

4.      Muzumdar, S., 2019. Strategizing Informal Learning for Employees’ Career Development, s.l.: https://www.hrtechnologist.com/articles/learning-development/strategizing-informal-learning-for-employees-career-development/.

5.      Rafique, M., Hameed, S. & Agha, M. H., 2018. Impact of knowledge sharing, learning adaptability and organizational commitment on absorptive capacity in pharmaceutical firms based in Pakistan, s.l.: Journal of Knowledge Management.

6.      Sitar, A. S. & Škerlavaj, M., 2018. Learning-structure fit part I: Conceptualizing the relationship between organizational structure and employee learning, s.l.: The Learning Organization.

7.      Soomro, B. A. & Shah, N., 2019. Determining the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance, s.l.: South Asian Journal of Business Studies.