Creating employees behavior which will be able to respond to modern tendencies of creating "agile" organizational structure begins with the organizational commitment analysis. Organizational commitment, as the employees overall attitude towards their organizations, can be observed on the work group level, in which employees can be devoted to formal or informal group of colleagues, and the level of organization in which employees can be committed to the organization as a whole, or its top management. In addition, in every organization, employees can develop affective, continuous and normative organizational commitment. This paper examines the four organizations, leaders in regional economic development, and tries to identify each of the types and levels (objects) of employee's organizational commitment to their organizations. The paper also suggests a methodology for identifying the "superheroes" and "saboteurs" in organizations and comes to the conclusion that organizational commitment is not only the ratio of employee's attitudes towards their workplace, but also a way of life and culture in general.


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

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