The Contributing Factors towards Employees’ Loyalty

Abstract

The commitment and loyalty occupy considerable of the similar theoretical concepts. However, loyalty spread out further than the basic philosophies of commitment in two ways, first, the personal choice paradigm adopts the literature of commitment and an employee considers rational analysis alternatives to commit or not to commit to an institution. On the other hand, loyalty brings together a normative component into the association as it is generally described as a responsibility. Researchers concern themselves with measuring the extent to which employees feels commitment toward their institutions. Loyalty, however, suggests mutuality, while commitment is generally conceptually situated inside the individual, loyalty exist in further at the connection of a relationship. Individuals must accept a fluid approach, in the workplace, to evaluating the demands of loyalty as background and associations alteration. It is difficult if not impossible, without addressing this fluidity, to predict attitudinal or behavioral outcomes of individuals’ perceptions that others have been disloyal or loyal. The loyalty has received considerable attention from philosophers; it is, of course, not simply a philosophical abstraction. It is also a cognition held by a person to characterize his or her relationship with another person.

Keywords: Loyalty, Empowerment, Participation, Socialization, Employees