Peer-to-Peer Recognition Systems and Their Impact on Employee Commitment: A Case-Based Exploration of Culture, Motivation, and Retention
DOI:
https://doi.org/10.31305/rrjss.2025.v05.n01.007Keywords:
Peer-to-peer recognition, Employee commitment, Affective commitment, Workplace motivation, Organizational cultureAbstract
In today’s evolving organizational landscape, employee commitment has emerged as a critical factor influencing retention, performance, and workplace culture. Traditional recognition models primarily hierarchical and infrequent are increasingly being replaced or supplemented by peer-to-peer (P2P) recognition systems that emphasize inclusivity, immediacy, and emotional authenticity. This research explores the relationship between P2P recognition and employee commitment, with a particular focus on affective and normative commitment dimensions. Anchored in Social Exchange Theory, Organizational Commitment Theory, and Self-Determination Theory, the study investigates how peer-driven recognition influences psychological attachment, motivation, and retention. A case study of NovaTech Solutions, a mid-sized IT firm, provides practical insights into the implementation and outcomes of a digital P2P recognition platform. Quantitative findings revealed a strong correlation between recognition frequency and commitment levels, alongside notable improvements in engagement, belonging, and reduced attrition. The analysis further highlights key features of effective P2P systems, the role of managers in modelling appreciation, and implications for HR practices. The study concludes that P2P recognition is a powerful, culturally adaptive tool for fostering a sustainable commitment-driven work environment.
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