Organizational commitment as an important employee attitude has received much popularity since many of the outcomes of it are useful to the organisations. Evidences show that this aspect of HRM is not studied much in non-governmental organisations. This study of 112 employees from 20 select NGOs reveal that employees significantly vary in their commitment scores according to their sex, designation and years of experience. Thus, the hypothesis tested in this study is partially supported. Implications are also drawn for the management of NGOs for improving the commitment levels of their employees.

Empowerment as a managerial approach for motivating employees to the work in an immediate work place on one hand and an inducing technique for long term commitment among them on the other hand is being studied in this paper with the help of a descriptive research design. One hundred and twelve members of 20 select NGOs in the twin cities of Hyderabad and Secunderabad were administered as a structured questionnaire to elicit their responses to the degree of empowerment perceived to be experiencing in their jobs. Chi-square test results revealed that employee empowerment varied according to age, gender, designation than according to education, income and years of service. Implications are drawn for future research and practice considerations.