Organisational commitment is a multidimensional and complex social construct influenced by numerous and often very diverse factors. This causes difficulties in reaching consensus on its definition and methods of study. Today, it can be considered one of the most important organisational behaviours. The consequences of low organisational commitment can cause loss of human capital for organisations and competitive advantage in the market. There is a greater likelihood that less committed employees will leave the organisation sooner in comparison to employees with high levels of organisational commitment. In the master's thesis, we attempted to determine the importance that the working population in Slovenia places on organisational commitment as a work value and how selected factors – age, organisational size, satisfaction with total compensation, and satisfaction with organisational culture and climate – influence its affective, calculative, and normative dimensions, as well as organisational commitment formed as a combined whole of all three. To test the defined hypotheses, we used a combination of quantitative method of analysis of online questionnaires and qualitative methods of short semi-structured interview analysis on a smaller sample.
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