Organizational Commitment
It is an attitude. There are two types of commitment which are organizational and continuance. Organizational commitment is the employee’s emotional attachment to identification with, and involvement in a particular organization. It is an emotional attachment, means that our feeling of loyalty to the organization. This commitment is different from continuance commitment. Continuance commitment is an employee’s calculative attachment to the organization, whereby the employee is motivated to stay only because leaving would be costly. In other words, they choose to stay because the calculated value of staying is higher than the value of working somewhere else.
Consequences of organizational commitment.
Loyal employees are less likely to quit their job and be absent from work. They also have higher work motivation that will lead to high job performance. In addition, it also increase the customer satisfaction because the long-tenure employees have better knowledge of work practice and the client also like to do business with the same employee. Furthermore, there are some problem which are the higher loyalty will lead to high conformity. As a result, the employee will be low in creativity. For the consequences of continuance commitment, it will lead to lower performance rating and are less likely to engage in organizational citizenship behaviours.

Building organizational commitment.
1. Justice and support
Apply a humanitarian values like fairness or forgiveness. Organizational that support employee well-being tend to cultivate higher level of loyalty in return
2. Shared values
Employees believe their values are congruent with the organization’s dominant values. Employees experience more comfort and predictability when they agree with the values underlying corporate desicions. This motivation increase the motivation for employee to stay in the organizational.
3. Trust
It is positive expectations one person has toward another person in situations involving risk. Means that we putting the faith to other person or group. We must trust the leaders.
4. Organizational comprehension
It is refer to how well employee understand organization. It develop reasonably clear and complete mental picture of the organization.
5. Employee involvement
It means that we strengthen the employee social identity. We make the employee participate in decision. This will build a loyalty of an employee toward organization.
What is stress?
Stress define as physiological and psychological condition to adapt harmful environmental condition. In stress, we talk about the eustress verses distress. Eustress is a necessary part of life because it activates and motivates people to achieve goals, change the environment and succeed in life challenge.

General Adaptation Syndrome
There are three stages in general adaptation syndrome. In stage one is what we called alarm reaction. This stage occur because the threat or challenge activate the physiological stress. In this stage also the energy level and coping effectiveness decrease because of the initial shock.
Stage two is called as resistance. This stage activate various biochemical, psychological and behavioural mechanisms. This stage also give more energy and how to overcome or remove the source of stress.
Stage three is known as exhaustion. It is called like that because of the ability to cope is very low. All people can remove the sources of stress but we can be exhausted.
Consequences of distress. under consequences of distress, it can be categorize into three, which are physiological, behavioural and psychological. Examples of physiological are Cardiovascular disease, hypertension and headaches. While the examples of behavioural are work performance, accidents, absenteeism, aggression and poor decisions. Dissatisfaction, moodiness, depression and emotional fatigue is the example of psychological.

Job Burnout
It is a particular stress consequences that refers to the process of emotional exhaustion, cynicism and reduced feelings of personal accomplishment that results from prolonged exposure to stressors. Emotional exhaustion, the first stage is characterized by a lack of energy, tiredness and a feeling that one’s emotional resources are depleted. This is followed by cynicism which is characterized by an indifferent attitude toward work, emotional detachment from clients, a cynical view of the organization, and a tendency to strictly follow rules and regulations rather than adapt to the needs of others. The final stage is called as reduced personal accomplishment. It entails feelings of diminished confidence in one’s ability to perform the job well. In such situations, employees develop a sense of learned helplessness as they no longer believe that their efforts make a difference.