Relationship between Organizational Environment & Organizational Commitment: A Case Study of Medical Colleges in Peshawar

IntroductionA thorough evaluation of the faculty members from all aspects is essential for academic development and promotion of an academic organization. The Faculty members can be evaluated in their teaching style, research work, cooperation with students, their creativities, their cooperation with coworkers and their services. Faculty is anticipated to be cooperative and willing to work on research and development, they have to be engaged in serious and important research work for organization, and they are supposed to participate in positive and fruitful activities useful for academy discipline and research and development. This is very important and necessary for an organization to provide better work environment to their employees, especially in academic settings, in order to produce cream students and researchers. An academic organization should make a good link between the organizational environment and organizational commitment. Beside organizational environment there are other factors also which affect the level of organizational commitment of faculty members i.e., pay, benefits, supervisory role, career development and training system especially in academic settings.In Pakistan, very limited research is being conducted on the topic and more is needed in order to understand the issue under discussion. Educational institutions like universities, colleges and schools emphasize more on goodwill, publicity, image, reputation etc. and less importance is being given to authentic and valuable research and development. Moreover, little research on organizational environment and organizational commitment can be found in the educational institutions of Pakistan.It is very critical and complex to understand the organizational environment that affects the commitment level of teaching staff of medical colleges. Achieving provision of instructors, teachers and researchers is a critical issue. As faculty members try to enhance and make reforms in their research activities, their way of teaching, their attitude towards coworkers and students may vary their level of commitment towards their institute concerned. Besides good research activities and good teaching methods, the HR policies for planning and forecasting of staff member's needs, policies for their retenti on etc. must also be enhanced so that no more deficiency can be seen in the pool of qualified faculty members. The provision of updated knowledge regarding modern education system can increase faculty's ability to perform their duties in a more effective a nd efficient manner. The organizational environment is one of the highest antecedents to organizational commitment. This study aims to bring some additional insight into the issue by establishing association between the organizational commitment and organi zational environment. The study in hand aims to determine that how the organizational environment influences the organizational commitment level of full time teachers of medical colleges in kpk, Pakistan.Literature Reviewa. Organizational CommitmentAccording to the research study conducted by Porter, Steers, Mowday, & Boulian (1974:603), Organizational commitment can be defined as the involvement and identification with a particular organization. Employees have a strong faith in following organizational goals, they believe in organizational mission, vision, values and culture, they want to struggle for the achievement of these goals, and want to continue their jobs in the concerned organization (Turner, 2001:80).Organizational commitment is a phenomena in which the organization and the individual shares some specific goals and values, they develop an atmosphere of trust, want to work there, and have a social network of colleagues, coworkers and friends inside the organization (Kanter, 1968:499; Mowday, Porter & Steers, 1979:225).Allen and Meyer's (1990) proposed a three -component model: affective commitment (employees remain with the organization because they want to; AC), continuance commitment (employees remain because they need to; CC) and normative commitment (they remain because they feel they ought to; NC). …