Sharma, A. and Aradhana, Indian Institute of Technology, India
Human resources are viewed as vital to the achievement of organizational objective. The psychological contract between employer and employees is based on commitment rather than on compliance. There is coherence between the various HR policies and practices chosen to bring about organizational commitment. In this paper, organizational commitment refers to threeobservable patterns of behavior.They are: Identification with the organization's goals and/or mission manifested in pride in and defense of the organization; long-term membership in the organization and intention to remain with the organization, often termed loyalty and high levels of extra role behavior, that is, behavior beyond required performance. This study was conducted to examine the hypothesis that organizational commitment is related to attitude towards participative management, flexibility and organizational learning. The empirical study is based on two-stage sampling technique. In the first stage, nine diversified foreign and Indian global organizations have been selected on purposive basis. In the second stage, 300 managers from all levels have been selected through simple random sampling technique. To carryout the present study, the questionnaire technique has been used to get the feedback. For a descriptive analysis means, SD, Pearson correlation coefficient, one-way Anova and 'T' test were calculated on foreign and Indian samples. Results reveal that there is significant relationship between organizational commitment, participative management, flexibility and organizational learning. Therefore, there are indicators that the issue of organizational commitment has its positive influence on organizational behaviour.