scholarly journals The Link Between Job Satisfaction and Organizational Commitment: Differences Between Public and Private Sector Employees

2010 ◽  
Vol 13 (2) ◽  
pp. 177-196 ◽  
Author(s):  
Yannis Markovits ◽  
Ann J. Davis ◽  
Doris Fay ◽  
Rolf van Dick
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Private Sector ◽  
Public And Private ◽  
Public And Private Sector

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

scholarly journals The impact of supervisor-nurse relationships, patient role clarity, and autonomy upon job satisfaction: Public and private sector nurses

2012 ◽  
Vol 18 (5) ◽  
pp. 659-672 ◽  
Author(s):  
Kate Shacklock ◽  
Yvonne Brunetto ◽  
Rod Farr-Wharton
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Business Models ◽  
Healthcare Sector ◽  
Role Clarity ◽  
Public And Private ◽  
Patient Role ◽  
Public And Private Sector ◽  
The Impact

AbstractIn the Australian healthcare sector, many changes in the public sector have affected nurse management and thereby, nurses. Yet it is unclear whether such efficiency measures, based on private sector business models, have impacted private sector nurses in similar ways. This paper examines four important issues for nurses: supervisor–subordinate relationships; perceptions of autonomy; role clarity in relation to patients; and job satisfaction. The paper uses an embedded mixed methods research design to examine the four issues and then compares similarities and differences between public and private sector nurses. The findings suggest supervisor–subordinate relationships, patient role clarity and autonomy significantly predict job satisfaction. The private sector nurses reported more satisfaction than public sector nurses with their supervisor–subordinate relationships, plus higher perceptions of patient role clarity and autonomy, and hence, higher levels of job satisfaction. The findings raise questions about whether present management practices (especially public sector) optimise service delivery productivity.

Influence of organizational rewards on organizational commitment and turnover intentions

2016 ◽  
Vol 38 (4) ◽  
pp. 596-619 ◽  
Author(s):  
Sajjad Nazir ◽  
Amina Shafi ◽  
Wang Qun ◽  
Nadia Nazir ◽  
Quang Dung Tran
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Private Sector ◽  
Turnover Intention ◽  
Normative Commitment ◽  
Public And Private ◽  
Coworker Support ◽  
Content Type ◽  
Organizational Rewards ◽  
Public And Private Sector

Purpose – The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector. Design/methodology/approach – A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China. Findings – The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention. Research limitations/implications – This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size. Practical implications – With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support. Originality/value – This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.

scholarly journals Job Satisfaction Among Public and Private University/Degree Awarding Institution Librarians of Lahore: A Comparative Study

2013 ◽  
Vol 14 ◽  
pp. 16-25
Author(s):  
Moeen Hyder Hyder ◽  
Syeda Hina Batool
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Comparative Study ◽  
Personal Growth ◽  
Working Environment ◽  
Public And Private ◽  
Social Prestige ◽  
Ict Infrastructure ◽  
Public And Private Sector

It is a comparative study regarding job satisfaction among librarians who are serving in public (government) and private sector universities/degree awarding institutes in Lahore. Questionnaires were used to collect data from librarians serving in ten HEC (Higher Education Commission) recognized public and private sector universities/institutes in Lahore. The eight components of job satisfaction were measures derived through literature: physical environment & ICT infrastructure, personal growth, organizational culture, social prestige, salary, rewards, promotion and nature of work. The study observed that librarians serving in public sector universities were more satisfied as compared to the librarians working in private sector universities. While for some aspects, like promotion, private sector universities provided greater opportunities to librarians, as there is a lack of promotional infrastructure in public sector universities of Lahore. The study suggested that authorities in librarianship should formulate policies regarding job satisfaction such as proper reward system or work incentives, encouraging working environment particularly in public sector, and a proper career infrastructure etc

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