Abstract

The very complex and competitive environment of the today’s world requires organizations to pay far greater attention to the employees the internal customers inside the organizations. The employees can keep customers satisfied via offering the services when their own needs are met by the organization and they feel satisfied of the organization. This is the very logic that has been pointed out in a study by Barry, Hansel and Burke who recommend the utilization of internal marketing in line with the organizational capabilities to stay effectively accountable to and supportive of the consumers. On the other hand, the most important capital in every organization is its human capital. The more the quality of the human resources, the more the organization will be successful and persistent and one of the most important attitudes trying to qualitatively improve the HR and adjust the individuals’ values is the management’s commitment to internal marketing. The management’s commitment to internal marketing programs can be defined as spontaneous and voluntary measures taken for making use of internal marketing program to enhance employees’ occupational status and increase their relations and satisfaction and finally improve the organization’s overall performance. Therefore, the current article aims at investigating the conducted studies and the extant literature regarding the internal marketing, management’s commitment to internal marketing and the employees’ occupational attitudes to clarify their interrelationships. The results indicated that the management’s commitment to internal marketing is associated with the internal marketing methods, including the formal and informal internal relationships and the management’s commitment to the internal marketing and the internal informal relations influences the employees’ attitudes.