Objective - Organisational commitment has emerged as a major source of competitive advantage for many organizations. Its dominance and significance in the field of academia and business is highly attributed to its incredible benefits such as improved employee performance, productivity, loyalty, responsibility, job satisfaction, motivation and a harmonious industrial relations system. Based on Meyer and Allen's (1991) Three-Component Model of Organisational Commitment, the current study acknowledges organisational commitment as a psychological state that is made up of affective, normative and continuance commitment, and that it is attributed to a diverse range of factors. As such, the primary objective of this research is to trace the antecedents of organisational commitment and test the effects of some of the key factors affecting organisational commitment, namely: employee engagement, transformational leadership and organisational communication.

Findings - The findings of this research indicate that employee engagement, transformational leadership and organisational communication have a significant positive effect on organisational commitment.

Novelty - Organizations should identify key drivers of organisational commitment and ensure their continuous assessment so as to encourage effective organisational commitment among employees.

Type of Paper - Empirical

Keywords: Employee Engagement; Organisational Commitment; Organisational Communication; Transformational Leadership.

JEL Classification: M10, M12, M19.

URI: http://gatrenterprise.com/GATRJournals/JMMR/vol4.4_6.html

DOI: https://doi.org/10.35609/jmmr.2019.4.4(6)

Pages 270 – 278