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te, decrease the effectiveness of work of employees considerably. The low employee commitment has a number of disadvantages which deteriorate the work of each employee and the entire organization. To put it more precisely, low commitment leads to the low level of interest of employees in their work. Consequently, if employees are not sufficiently interested in their work they will naturally work worse than they can. In other words, the low commitment decreases the effectiveness and productivity of work for employees are not really interested in their work and its outcomes. Naturally, in such a situation, they can hardly be interested in a positive performance of the organization they work at.
Advantages of having committed employees
As for advantages of having committed employees they are actually contrary to the disadvantages of the low commitment. In this respect, it should be said that the high level of employee commitments means that employees are really enthusiastic about their job and, therefore, their performance will be better as well as the effectiveness and productivity of their work higher. At the same time, it is necessary to remember about the fact that employee commitment also evokes a profound interest of an employee to his/her work. This means that he/she enjoys the job he/she does. Consequently, the level of employees’ satisfaction will be high if they are really committed to their work.
Also, employee commitment may be also cost saving since committed employees are highly motivated that means that they do not need increasing financial rewards for their work, though it does not necessarily mean that employees should not receive financial rewards at all, but the expenses of the organization at this point may decrease.
Factors influencing employee commitment
Basically, there are several factors that influence employee commitment. Some specialists underline that key drivers of employee commitment are as follows: leadership, development, empowerment, and supervision (Employee Commitment U.S.: Leader or Follower). The quality of leadership is actually particularly important because a good leader can encourage employees and increase their commitment, while other factors can support the strong leadership making employees even more committed.
Conclusion
Thus, it is possible to conclude that employee commitment is a very significant factor contributing to the positive organizational outcomes. It may increase productivity, effectiveness of work and motivation of employees, while low commitment leads to the opposite outcomes. At the same time it is necessary to maintain high level of employee commitment through leadership, development, empowerment, and supervision.

References
Employee Commitment U.S.: Leader or Follower? Retrieved October 3, 2007 from <www.isrsurveys.com/pdf/insight/US_Leader_or_Follower2.pdf>
Employee Commitment in Europe. Retrieved October 3, 2007 from <www.isrsurveys.com/pdf/insight/europecommitment.pdf>
Employee Engagement, Employee Commitment, Employee Loyalty. Retrieved October 3, 2007 from <www.insightlink.com/employee_commitment.html>
Employer of Choice: Commitment - Case Study. Retrieved October 3, 2007 from <https://www.nbrii.com/Employee_Surveys/Commitment_Study.html>
Vergne, de la S. Employee Commitment. Retrieved October 3, 2007 from https://www.auxiliumtraining.com/EmployeeCommitment.htm