ORGANIZATIONAL COMMITMENT AS AN OUTCOME OF EMPLOYEE ENGAGEMENT: A SOCIAL EXCHANGE PERCEPTIVE USING A SEM MODEL

Abstract

Employee engagement is gaining a pre-dominant edge in the field of HRM at existing epoch because of its significance in the corporate world.The rationale behind this is, engagement plays a crucial role as an antecedent towards employee performance, efficiency, competitive advantage, commitment and so forth.This research paper is intended towards identifying the various factors contributing to employee engagement and its association with the organizational commitment among Indian Information Technology (IT) Professionals.The present study tries to explore the correlation existing if any, between employee engagement variables with three dimensions of organizational commitment as affective, continuance and normative, with the theoretical base of Social Exchange Theory.The study adopted cross sectional research with 750 software Professional as respondents from 12 IT Companies.This study confirms employee engagement has a significant positive impact on all the three organizational commitment starting with normative, affective and continuance commitment.

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