Explain why you agree or disagree. Then, share an example from your professional experience to support your assertions.

Organizational commitment is crucial to employee engagement, retention, and overall performance. As Steyrer, Schiffinger, and Lang (2008) suggest, leadership behavior directly influences employees' commitment levels, impacting organizational success. Based on my experience in the eye industry, I have found that fostering commitment requires clear communication, recognition, and alignment with organizational values. Employees are more committed when they understand and believe in the organization's mission. In my workplace, ensuring that staff members see the direct impact of their work on patient care strengthens their connection to the organization. Research supports this, indicating that leaders who articulate a compelling vision foster higher employee commitment (Jiang et al., 2021).

Transparent leadership builds trust, and I have seen firsthand that regular team meetings, feedback sessions, and open-door policies create an environment where employees feel valued and heard. Studies show that effective communication enhances organizational commitment by reducing uncertainty and fostering engagement (Goleman, 2020). Employees who feel appreciated are more likely to remain committed. In my experience, acknowledging individual and team achievements through formal recognition programs or simple verbal appreciation boosts morale and loyalty. Research confirms that recognition strengthens employees' emotional connection to their workplace (Steyrer et al., 2008).

Commitment increases when employees see a future within the organization. Training, mentorship, and career development programs ensure employees feel invested in their roles. Studies indicate that organizations prioritizing professional development experience higher retention and commitment levels (Chen et al., 2021). Furthermore, a supportive and inclusive workplace enhances commitment. In my industry, team collaboration and patient-centered care create a strong sense of purpose. Research suggests that workplace culture significantly influences employees' willingness to stay and contribute (Jiang et al., 2021).

Some studies argue that organizational commitment is not always beneficial, particularly in cases where employees remain loyal despite toxic work environments or stagnant career growth (Meyer & Allen, 2020). While I acknowledge that unquestioning loyalty can hinder innovation, I believe that commitment rooted in positive leadership and development opportunities leads to sustainable success.