Purpose of the study
The purpose of this planned study is to assess the level of affective organizational commitment displayed by the managerial staff at Fastenal Company. This study will help improve the practices and procedures used by management, and see what factors relate most to the affective organizational commitment level of the managerial staff.
Fastenal is an American company based in Winona, Minnesota. The company was founded in 1967 by Bob Kierlin, and was incorporated on December 24, 1968. Fastenal is a leading industrial supplier of OEM, MRO, and construction supplies, with over a million products in their catalog. They have global sourcing, quality, and logistics operations that have aided them in becoming a $3 billion business with a $14.6 billion market cap, and $1.41 billion in assets. Fastenal has retail locations in every US state, every province of Canada, and 14 Mexican states. They have over 2,600 store locations and employ over 10,000 people. They entered the Canadian market in 1994, Mexico in 2001, China in 2007, and Singapore in 2009.
Fastenal focuses on having a local feel, not a big corporation feel. Due to this, they have a very decentralized business environment, and allow store managers a high degree of autonomy. Fastenal takes advantage of positioning their employees and products close to their customers so that they are able to quickly respond to emergency needs, keep regularly used supplies in stock, and take a flexible approach to stocking uncommonly used items. Because they focus on being local, they are recognized as the industry innovator in vendor managed inventory and industrial vending. The vending machines are a disruptive technology that was introduced by their founder in order to gain a strong competitive advantage against their main competitor, Grainger. This allows them to provide unparalleled immediate service to customers.
Fastenal is an excellent place to work, but the upper management would like to study what keeps the managerial employees committed to the organization. Focusing specifically on the mid-level managerial staff, the proposed research seeks to address what factors influence the employees’ level of affective organizational commitment. We are going to investigate how job satisfaction, work engagement, and employee training influence the level of affective organizational commitment demonstrated by the managerial staff. We believe that all three variables have a significant positive relationship with an individual’s level of affective organizational commitment.
Relevance of the study
Based on a review of scholarly literature, there is a variety of factors that contribute to affective organizational commitment. Affective organizational commitment can be defined as an employee's emotional attachment, identification, and involvement in the organization (Dunham, 1994). Based on this definition, our research indicates that job satisfaction, workplace engagement, and...