Abstract:

 Nowadays organizations are changing according to the direction of technological development. In this context, commitment which is one of the topics related to organizational behavior among the concepts emerges as an effective situation in the success of the organization. Organizations provide a competitive advantage by giving importance to their employees and "human" factor. Also, the commitment period will ensure that the talents of the labor market and potential candidates are withdrawn at a reasonable price and at a fast recruitment cycle especially in recruitment process as an employee value proposition. The fact that there is always a "dark" side in the concept of commitment always triggers a research on it. Rapid transitions among people and loyalty commitments which are short and fragile remind us once more that the darkness and the blindness of commitment process will always be present. This structure we have mentioned above prevents us from being successful in absolute and sharp sense of commitment. Cause of that nowadays organizations need to recognize commitment as a new business reality. Persistent enough to recognize commitment is a step in the competitive advantage side. The state of commitment interacts with many elements within the framework of individual and organizational structure. Also, attitudes, behaviors, and organizational culture are factors affecting the level of commitment of employees. Because of that in this study, a theoretical approach to commitment will be introduced.

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