Creating employees behavior which will be able torespond to modern tendencies of creating "agile" organizational structurebegins with the organizational commitment analysis. Organizational commitment,as the employees overall attitude towards their organizations, can be observedon the work group level, in which employees can be devoted to formal orinformal group of colleagues, and the level of organization in which employeescan be committed to the organization as a whole, or its top management. In addition,in every organization, employees can develop affective, continuous andnormative organizational commitment. This paper examines the fourorganizations, leaders in regional economic development, and tries to identifyeach of the types and levels (objects) of employee's organizational commitmentto their organizations. The paper also suggests a methodology for identifyingthe "superheroes" and "saboteurs" in organizations and comes to the conclusionthat organizational commitment is not only the ratio of employee's attitudes towardstheir workplace, but also a way of life and culture in general.


To meet growing market demands, organizations aretrying to make their business processes as flexible as possible. Thisintroduces a set of major organizational changes today, which represents the processof achieving "agility". Organizations that can quickly respond to unexpectedmarket demands are called "agile" organizations.

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This article wasoriginally published in the "Tekstilna industrija" magazine, November,2012.