International Journal of Scientific and Research Publications, Volume 5, Issue 10, October 2015 1 ISSN 2250-3153 www.ijsrp.org Factors Affecting Employees’ Commitment to an Organization: A Case Study of Jodan College of Technology (JCT), Thika Grace Njenga * , Cyrus Kamau ** , Sarah Njenga *** * Principal, Jodan College of Technology (JCT), Nairobi Campus ** Department of Purchasing and Supplies, Southhub Enterprises *** Department of Human Resource Management, Gapco Group Limited Abstract- The objective of this study was to find out the factors influencing the employees’ commitment to the organization. Commitment is the feeling of loyalty and oneness that an employee feels towards the organization. This is normally based on personal experiences with regard to the organizations policies and procedures, the receipt of rewards and the interaction the employees have with the agents of the organization. It therefore focused on identifying the factors influencing employees’ commitment in Jodan College of Technology- Thika. The researcher was to identify the factors influencing commitment of employees at different levels that include: the teaching staff, the non-teaching staff and the management. This study targeted 45 employees and a census was conducted on the population and structured questionnaires were used to collect data. The data collected was analyzed and presented, where findings and recommendations were made. The study found out that work environment greatly influenced the employees’ commitment to the organization. There was a strong relationship between work environment and employees commitment. Motivation influenced how employees performed their duties. Frequency of motivation methods had no relationship with employee’s commitment. There was a strong relationship however, between the type of motivation method used and employees’ commitment. Training and development was indicated to affect employee’s commitment. Correlation analysis shows that there was no relationship between training and development and employees commitment. The study concluded that work environment is a key motivator to employee commitment; good working environment enables employees to work harder and achieve organization goals. Motivation is a factor in employee commitment. Induction/orientation is an important part of welcoming new employees to the organization and it needs to be properly handled. The study recommended that the organizations management should equip employees with the right tools and equipment for the job. All employees should have binding contracts which should define what the organization expects from employees and also, the organization should come up with an effective induction/orientation program for employees joining the organization. Index Terms- Employees’ Commitment, Working Environment, Motivation, Training I. INTRODUCTION 1.1 Background uman resource or labour is seen to be the important resource since it drives all the other factors which include; capital, equipments, information and financial resources. This encompasses intangible assets which includes culture, skill, competence, and social interaction between people, teams and even business units (Armstrong, 2009). If handled well human resource can provide a competitive advantage, but when mishandled, they lead to corporate stress (Armstrong, 2005). The way organizations handles human resources determines how the organization will be. In the current world of globalization, organizations should perform for them to survive and remain effective. The good performance and effectiveness is not achieved without the assistance and hard work of the human resources (Ainsworth & Smith, 1993). In Money and Career (2011) article, for an organization to perform well and meet its goals, there is needs to satisfy the needs of the employees. It states that employment in the private sector is dangerous because the employers do not pay very well, they do not treat their employees’ right and there is no job security. JCT and all the other privately owned institutions should rise above this poor image. Colleges are vested by the society with the task of imparting values and socializing students to contribute to social progress and advancement of knowledge. To make this possible, a hard working workforce is very important. If the employees feel supported by the organization, feelings of loyalty and commitment are developed, which makes them work hard towards achievement of the organizations goals (Eisenberger, 1986). Workers performance is limited only by the management’s ability to use the human resources effectively. This therefore this implies that the managers’ role within the organization cannot be manipulated by the employees’ but rather to create an atmosphere in which workers can use their commitment and loyalty to satisfy their personal needs as well as those of the organization (Armstrong, 2005). An organization that is supportive is committed to its workers. This makes employees feel safe in organizational contexts perceived to be trustworthy, secure, predictable and clear in terms of behavioral consequences. Therefore employees with trusting interpersonal relationships are supportive organizational environments are able to take risks, expose their real selves and try and perhaps fail, without fearing the H