Organizational Commitment Profiles and Job Satisfaction among Greek Private and Public Sector Employees

Abstract Background: The relationship between organizational mission and vision statements, organizational commitment, and job satisfaction has been discussed vastly in previous research, both in the domain of public sector organizations and in profit organizations. Objectives: The goal is to investigate if there are differences in organizational commitment and job satisfaction between employees who are familiar with the mission and vision of their organization, compared to those who are not familiar with them. Methods/Approach: A survey research has been conducted on a sample of 114 employees in private and public sector organizations in the Republic of Croatia. Data were analysed using a t-test to determine the differences between two groups of respondents, i.e. those who are familiar with the visions and mission of their organisation, and those who are not. Results: There are differences in job satisfaction levels between employees who are familiar with the mission and vision of the organization in which they are employed and those who are not. Furthermore, differences are particularly evident in the group of public sector employees. Conclusions: The presence of awareness of the organizational mission and vision among employees has a positive effect on their job satisfaction. This is possibly an indicator of the organization’s culture, which fosters positive values embedded in the organizational vision and mission.

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Professionalism, rewards, job satisfaction and organizational commitment amongst accounting professionals in Uganda

Journal of Accounting in Emerging Economies ◽

10.1108/jaee-01-2012-0003 ◽

2014 ◽

Vol 4 (2) ◽

pp. 134-157 ◽

Cited By ~ 7

Author(s):

Samuel K. Sejjaaka ◽

Twaha K. Kaawaase

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Public Sector ◽

Work Experience ◽

Structural Equation ◽

Emerging Market ◽

Measurement Scales ◽

Market Conditions ◽

Content Type ◽

Private And Public

Purpose – The purpose of this paper is to examine the extent to which the constructs of professionalism (Hall, 1968), rewards (Bartol, 1979) and job satisfaction (Stamps and Piedmonte, 1986; Hampton and Hampton, 2004) can be used as valid predictors of organizational commitment (Porter et al., 1974) in an emerging economy context. Design/methodology/approach – Using pre-existing scales for these constructs, the authors collected data from 277 ICPAU licensees’ and carried out a factor analysis to examine their validity. Given the relevance of the organizational-professional conflict (OPC) debate to performance in public and private sector organizations, the authors use ANOVA to assess whether there are significant differences between CPAs in the private and public sectors. We also develop a structural equation model to assess the extent to which organizational commitment can be explained by professionalism, rewards and job satisfaction. Findings – The findings show that the four scales can be used as valid measures in an emerging market environment, albeit with some modifications. The correlations between the study variables are significant (p<0.01) but weak. There are also no significant differences between the scores of private and public sector Certified Public Accountant (CPAs) on professionalism, rewards and organizational commitment. However, there is significantly lower job satisfaction amongst CPAs employed in the public sector. The authors also find that job satisfaction is the best predictor of organizational commitment. Professionalism and rewards are weak predictors of organizational commitment. The fitted model shows that there is a weak fit between organizational commitment and professionalism, rewards and job satisfaction (GFI=0.86, RMSEA=0.086). Originality/value – The authors modify the extant measurement scales for use in emerging market conditions and show that with some adjustment, they are robust measures of the study variables. The paper also extends the organizational commitment (OC) debate to emerging market conditions and shows that rewards on their own are not enough to ensure organizational commitment amongst professionals. It is important to improve job satisfaction through more enriching work experience.

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A Comparative Study of Job Satisfaction and Turnover Intention Between Private and Public Sector Employees in Korea

Institute for Humanities and Social Sciences ◽

10.15818/ihss.2017.18.2.343 ◽

2017 ◽

Vol 18 (2) ◽

pp. 343-373

Author(s):

Mannsoo Shin ◽

Boine Kim

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Comparative Study ◽

Turnover Intention ◽

Public Sector Employees ◽

Private And Public

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Comparative Study of Herzberg's Two-Factor Theory of Job Satisfaction among Public and Private Sectors

Public Personnel Management ◽

10.1177/009102609102000405 ◽

1991 ◽

Vol 20 (4) ◽

pp. 441-448 ◽

Cited By ~ 70

Author(s):

Ebrahim A. Maidani

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Test Technique ◽

Public And Private ◽

The Public ◽

Public Sector Employees ◽

Hygiene Factors ◽

Private And Public ◽

Employee Groups ◽

Working Populations

The purpose of this study was to identify through hypothesis testing how Herzberg's theory of job satisfaction applied to two different working populations using a questionnaire based on Herzberg's classification scheme. The study was conducted using private and public sector employees for comparison analysis. The t-test technique was applied and the t-value was computed to test the four formulated hypotheses in order to determine whether any significant differences were revealed between the two employee groups. The result of this analysis showed that employees' motives for work in both sectors tended to emphasize intrinsic or motivator factors of employment, while those who worked in the public sector tended to value the extrinsic or hygiene factors significantly higher than those in the private sector. Also, the satisfaction of employees in both sectors was not attributable to hygiene factors.

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Job Satisfaction: A Comparative Analysis of Private and Public Sector Teachers of District West Bengal, India

International Journal of Indian Psychology ◽

10.25215/0303.070 ◽

2016 ◽

Vol 3 (3) ◽

Author(s):

Priyankar Singha ◽

Dr. Souvik Raychaudhuri

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Private Sector ◽

West Bengal ◽

Interpersonal Relationship ◽

Job Experience ◽

Educational Institute ◽

Public Sector Employees ◽

Private And Public

Teachers are building block of a nation. Teacher’s role is very crucial in the growth of a country so that there is need to assess for improvement of their skills. The present study deals with job satisfaction among the teachers of private and public sector educational institute of west Bengal. Attempts were also made to assess their level of happiness and quality of inter personal relationship. The sample size was 100 divided into 2 groups i.e., private sector and public sector teacher. Each group was consisted respondents age ranging between 25-50 years and having minimum 2 years of job experience and each group was further divided into two sub groups i.e. male (n=25) and female (n=25). The data were collected from teaching employees of several private and public educational institutes (higher secondary schools, colleges, universities) of west Bengal. It reveals that public sector employees were found to be more satisfied than the private sector employees in their job and the similar result was also revealed for level of happiness and quality of interpersonal relationship. Furthermore, significant correlation has been found between job satisfaction and level of happiness and between job satisfaction and interpersonal relationship among the teachers of private and public sector institutes of west Bengal.

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MOTİVASYON ARAÇLARININ ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: KAMU KURUMLARINDAKİ X VE Y KUŞAĞI KARŞILAŞTIRMASI

Business And Management Studies An International Journal ◽

10.15295/bmij.v4i1.46 ◽

2016 ◽

Vol 4 (1) ◽

Author(s):

Gökhan Kerse

Keyword(s):

Organizational Commitment ◽

Public Sector ◽

Affective Commitment ◽

Survey Method ◽

Public Sector Employees ◽

Context Data ◽

Gathering Data

The main purpose of this study is to explore the effects of the motivational tools (intrinsic and extrinsic) on the organizational commitment (normative, continuance and affective commitment). In the study were also compared caring levels to motivation tools of X generation and Y generation and levels to their organizational commitment. In this context, data were collected through survey method from171 public sector employees. Gathering data were analysed by using SPSS. The main finding showed that there is effects the motivational tools on organizational commitment.

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A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v4i3.5872 ◽

2014 ◽

Vol 4 (3) ◽

pp. 19 ◽

Cited By ~ 1

Author(s):

Atif Rafique ◽

Muhammad Sadam Bin Tayyab ◽

Muhammad Kamran ◽

Nawab M. Ahmed

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Public Sector ◽

Knowledge Transfer ◽

Positive Relationship ◽

Negative Relationship ◽

Training Effectiveness ◽

Significant Positive Relationship ◽

The Public ◽

Level Of Significance

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment.

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Work as a central life interest for legal professionals

SA Journal of Industrial Psychology ◽

10.4102/sajip.v31i1.188 ◽

2005 ◽

Vol 31 (1) ◽

Author(s):

Jacques Genis ◽

Taryn Wallis

Keyword(s):

South Africa ◽

Public Sector ◽

Law Firms ◽

Work Centrality ◽

Public And Private ◽

Legal Professionals ◽

The Public ◽

Public Sector Employees ◽

Private And Public ◽

Two Sectors

Dubin’s theory of Central Life Interests (CLIs) was used to investigate whether work is a CLI for legal professionals in South Africa. The research also served as a comparative exploration between the public and private sectors based on their work centrality and work orientation. 59 employees from three public sector organisations and 27 employees from various private sector law firms completed questionnaires. Contrary to Dubin’s theory, results indicated that two-thirds of respondents did not have work as a CLI. Also, contrary to previous work on private and public sector employees, some interesting similarities emerged between the two sectors. Opsomming Dubin (1992) se teorie van Sentrale Lewensbelangstellings was gebruik om te ondersoek of werk ’n sentrale lewensbelangstelling is vir individue in die Suid-Afrikaanse regsprofessie. Die navorsing was ook ’n vergelykende ondersoek tussen die publieke en privaat sektore met betrekking tot hul werk sentraliteit en werk orientasie. 59 werknemers van drie publieke organisasies en 27 werknemers van verskeie privaat firmas het vraelyse beantwoord. Teenstellig met Dubin se teorie het resultate gewys dat vir twee-derdes van die deelnemers werk nie ’n sentrale lewensbelangstelling was nie. Daar was ook interessante resultate wat te voorskyn gekom het, wat teenstrydig was met vorige navorsing op werknemers in die privaat en publieke sektore.

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