Private sector organisations needed to identify the determinants that enhanced employee commitment in order to achieve strategic and corporate objectives. This study examined the influence of organisational communication, training and development, rewards and recognition, and transformational leadership on employees’ organisational commitment. It emphasised the importance of a secure and supportive work environment, effective information flow that fostered a sense of belonging, and the role of developmental initiatives in strengthening employees’ competencies. Additionally, reward systems were highlighted as key drivers of motivation, while transformational leadership was positioned as a critical factor in inspiring, supporting, and building high-morale teams. Adopting a quantitative research design, data were collected through online questionnaires distributed to managers and employees in private sector organisations in Selangor. A total of 270 respondents from multinational private organisations were analysed using SPSS version 29. Guided by Self-Determination Theory, the study evaluated the roles of autonomy, competence, and relatedness in shaping organisational commitment. The findings provided empirical insights into the key organisational factors that fostered employee engagement and retention. Ultimately, the study contributed to the existing body of knowledge on organisational commitment and offered practical implications for building a committed and satisfied workforce to achieve sustainable organisational success.
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