CHAPTER ONE INTRODUCTION 1.1 Chapter Introduction This chapter will reveal a background of the study related to work-family conflict and organizational commitment with reference to commercial bank managerial level employees. Moreover, this chapter will discuss the significance of this study, research problem, research questions, and research objectives. At the end of the chapter there will be an organization of this dissertation.
1.2 Background of the Study Organizational behavior can be explained as the study and application of knowledge about human behavior related to other elements of an organization such as structure, technology and social systems. Furthermore, it is a systematic study of the actions and attitudes that people exhibit within organizations. Through studying the organizational behavior can be described, understand, predict and manage the human resources of the organization (Luthans, 2005). Work-family conflict and organizational commitment are some fields which grab the attention of the researchers in organizational behavior studies. Higgins, Duxbury and Lyons (2007), had well defined the work-family conflict as a form of inter-role conflict in which work and family demands are mutually incompatible, meeting demands of both the domains are difficult.
Therefore, if family and work life of an employee is disturbed or he has conflicting roles to be performed, then ultimate performance of the employee and the organization is affected. Hence that issue contains greater importance for both employee and the organization as a whole. 2 Commitment implies “an intention to persist in a course of action” (Meyer and Allen, 1994).
Therefore, organizations should try to foster commitment in their employees to achieve stability and reduce costly turnover. It is a general belief that the committed employees will work harder and be more likely to “go the extra mile” to achieve organizational objectives. The researchers had consistently demonstrated that commitment does indeed contribute to a reduction in turnover (Tett and Meyer, 1993). As cited by Allen and Meyer (1994) organizational commitment has three components, including affective commitment, normative commitment and continuance commitment.
Affective commitment refers to the employee’s positive emotional attachment to the organization and normative commitment is individuals omits to and remains with the organization due to the feeling of obligation. And continuance commitment is the degree of the employee believes that leaving the organization would be costly. Sri Lankan banking sector is a vital component of the country’s economy since it is playing a major role in the economy, which had contributed to the gross domestic production by 8.7% (Central Bank report, 2013).
Among the banks operating in Sri Lanka, Licensed Commercial banks are playing an important role since it contained higher amount of savings than the other financial institutes operating in Sri Lanka. It was 78.79% of the total savings in Sri Lanka (Economic and Social Statistics of Sri Lanka, 2014). There are 24 Licensed Commercial Banks operating in the industry.
Bank managers have played a major role in the sector since they are the governing body of the employees in the banks to provide a satisfactory customer service and to achieve organizational goals and objectives. Due to that, the importance of the role of the bank managers, their organizational commitment turns into a critical factor to the banks in order to survive in the industr