scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6) ◽  
pp. 188
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

scholarly journals From Job Satisfaction to Organizational Commitment: The Mediating Influence of Perceived Treatment of Diversity among Nigeria’s Public Healthcare Employees

2019 ◽  
Vol 7 (12) ◽  
pp. 2031-2035 ◽  
Author(s):  
Anthonia Adenike Adeniji ◽  
Adewale Omotayo Osibanjo ◽  
Tunde Charles Iruonagbe ◽  
Tomike Olawande ◽  
Ayodotun Stephen Ibidunni ◽  
...  
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Statistical Analysis ◽  
Affective Commitment ◽  
Health Sector ◽  
Workforce Diversity ◽  
Public Healthcare ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
The Relationship

BACKGROUND: In the Nigerian, like most developing economies’, health sector, employees’ perceptions about treatments of diversity are crucial not only to their satisfaction with the job but equally to their commitment to the organisation. The importance of this view of the public health sector, is that it could induce political behaviours, result in conflict situations and hence promote tensed work environments, if not properly managed. Despite these facts, there is again, a dearth of existing literature that shows an element of empirical analysis to demonstrate the moderating influence of workforce diversity on job satisfaction and organisational commitment of public healthcare employees in Nigeria.AIM: This study is focused on investigating the mediating effect of employees’ perceived treatments of diversity in the workplace on the relationship between job satisfaction and their commitment to the organisation.METHODS: The survey method was used to collect data. One hundred thirty-three public health workers from the Lagos State Health Ministry in Nigeria were involved in this research. The research used questionnaires as the main tools to perform this research. The statistics on the reliability of the tools used in this study were 0.747. The statistical analysis was carried out using SPSS (version 22) and AMOS (version 23) software for this study.RESULTS: The results from the statistical analysis indicate that job satisfaction significantly relates with all dimensions of workforce diversity in the following ways: education (r = 0.19), gender (r = 0.48), religion (r = -0.20), ethnicity (r = 0.42) and position (r = 0.15). The mediating effects of workforce diversity on the relationship between job satisfaction and employee commitment is also evident from the statistical analysis, especially with respect to education (affective commitment = 0.16, normative commitment = 0.18, continuance commitment = 0.18); gender (affective commitment = 0.32, normative commitment = 0.42); and religion (continuance commitment = 0.14).CONCLUSION: This study concluded that not only is job satisfaction significant to ensuring the commitment of healthcare workers to their organisation, but more critical is the role of workforce diversity as viable leverage for transiting the interest of employees from the level of job satisfaction to organisational commitment.

scholarly journals Organisational Commitment and Job Satisfaction as Antecedents of Organisational Citizenship Behaviour

2019 ◽  
Vol 10 (6A) ◽  
pp. 109-122
Author(s):  
Thembi Laura Motaung ◽  
Patrick Qena Radebe
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Primary Objective ◽  
Supporting Evidence ◽  
Organisational Commitment ◽  
Water Utility ◽  
Continuance Commitment ◽  
Utility Company ◽  
The Impact ◽  
The Relationship

Contemporary challenges facing organisations emphasise the need for a calibre of employees who exude organisational citizenship behaviour (OCB) and organisational commitment (OC), including a satisfactory level of job satisfaction (JS). Research is replete with supporting evidence that OCB is triggered by JS and that JS is positively related with OC. Although the relationship between these constructs is considered important, research exploring the relationship between these three constructs in the context of a water utility remains scarce. The primary objective of this research was to examine the impact of OC and JS on OCB at a water utility company in Gauteng. A survey was utilised to elicit responses from 400 sampled participants. A quantitative approach was adopted by which exploratory factor analysis (EFA), correlation and regression analyses were performed to analyse data. Using EFA, three factors of OC were extracted. The results further showed a positive correlation between affective commitment and normative commitment; JS and OCB; and no predictive relationship was observed between continuance commitment and OCB. Based on the findings, it was recommended that JS, OC and OCB should be improved through mechanisms such as job-fit, job enrichment career advancement performance-related pay and mentorship programmes.

scholarly journals An examination of the relationship between social intelligence and organisational commitment among the school managers of Kashmar and Khalilabad

2021 ◽  
Vol 11 (2) ◽  
pp. 98-109
Author(s):  
Elahe Mohadesi
Keyword(s):  
Social Sciences ◽  
Social Intelligence ◽  
Affective Commitment ◽  
Correlation Method ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Statistical Population ◽  
The Social ◽  
Two Cities ◽  
The Relationship

This research aims to examine the relationship between social intelligence (SI) and organisational commitment (OC) among male and female managers of boys’ and girls’ schools in the two Iranian cities of Kashmar and Khalilabad. The statistical population of the study included all the managers of the aforementioned schools in two cities, with a total of 204 people based on the information received from the local education bureaus. The study is based on the correlation method. Pearson’s correlation coefficient, multiple regressions and independent t-test were carried out using the Statistical Package for the Social Sciences software for data analysis. The results revealed that there was a relationship between SI and OC; meanwhile, SI could somehow predict and explain the alterations in OC. Also, there was a meaningful association between the subscale of patience and OC where patience had an impact on OC and its dimensions.   Keywords: Organisational commitment, affective commitment, continuance commitment, normative commitment, social intelligence.

scholarly journals WITH WHOM YOU COMPARE YOURSELF – RELATIONSHIP OF SOCIAL COMPARISON & EMPLOYEE WORK OUTCOMES - LEADER MEMBER EXCHANGE (LMX) AS MEDIATOR

2016 ◽  
Vol 12 (2) ◽  
Author(s):  
Naveed Anwar ◽  
Keyword(s):  
Job Satisfaction ◽  
Social Comparison ◽  
Affective Commitment ◽  
Organizational Outcomes ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Overall Job Satisfaction

Purpose: This research contributes further into investigating the impact of Social Comparison (i.e. Negative Social Comparison (NSC) and Positive Social Comparison (PSC) and work attitudes (i.e. Overall Job Satisfaction- OJS and Affective Commitment – AC using Leader Member Exchange (LMX) as a potential mediator among the relationship of Social Comparison and work attitudes. Design / Methodology / Approach: This research is causal, descriptive and cross-sectional in nature. Following positivist research paradigm data was collected from 232 employees of First tier commercial banks using a self-administrative survey. Factor Analysis, Multiple Regression Analysis, ANOVA, Pearson Correlation and Descriptive statistics were used to test the hypothesis of the study and provide conclusion about the hypothesis. The mediation effects of Leader member exchange was also tested using the steps of Baron and Kenny (1986). Findings: The results exhibited that the Positive Social Comparison has positive association with Affective Commitment (AC) and overall job satisfaction (OJS). Further, NSC relationship was negatively significant with Affective Commitment, and also it was found to have a significant negative relationship with Overall Job Satisfaction. LMX, Leader Member Exchange mediates the relationship among Social Comparison Negative and Positive Social Comparison. Originality/Value: These significant results have shown the importance of quality of Leader Member Exchange and its impact in yielding the positive organizational outcomes. As long as the managers pay a good attention towards the quality of relationship among them and their workers, the chances are that any type of comparison (Negative or Positive) will have less chance to affect the organizational outcomes, such as affective commitment and overall job satisfaction. These results are vital for HR practitioners and will assist in designing quality HPWPs in organizations.

scholarly journals A Study on the Relationship between Self-Efficacy Beliefs and Organizational Commitment with Job Satisfaction in Office Employees in Esfarayen City, Iran

2015 ◽  
Vol 9 (6) ◽  
pp. 15-23
Author(s):  
Hamid Saremi ◽  
Abas Ali Rezeghi
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Age Groups ◽  
Continuance Commitment ◽  
Significant Difference ◽  
Office Employees ◽  
The Relationship

The present study aimed at examining the relationship between self-efficacy and organizational commitment with job satisfaction of office employees of Esfarayen County. Research method can be categorized as descriptive, correlation research. The study population consisted of all office employees who worked in 2014-2015 in offices in Esfaraen County of which 248 employees were selected using stratified random sampling. Data was collected through administrating three questionnaires, Sherer self-efficacy, Meyer and Allen organizational commitment and Barry Field-Roth job satisfaction. The results of data analysis using Pearson's correlation and multivariate regression showed that there was a significant positive correlation between self-efficacy and organizational commitment with job satisfaction of employees, and they predict it positively. Among different types of organizational commitment, affective commitment, normative commitment and continuance commitment were of significant positive relationship with job satisfaction of employees; however, only affective commitment and continuous commitment predicted it positively. The results obtained from data analysis using independent two-sample t-test showed that there was no difference between male and female employees' job satisfaction. The results of one-way analysis of variance showed that there was a significant difference in different age groups, different years of services and different levels of education for job satisfaction of employees. The result suggested that employees who had higher organizational commitment and self-efficacy were of higher job satisfaction.

scholarly journals The Relationship Between Leadership Styles And Employee Commitment At A Parastatal Company In South Africa

2013 ◽  
Vol 12 (11) ◽  
pp. 1411 ◽  
Author(s):  
Ajay K. Garg ◽  
D. Ramjee
Keyword(s):  
South Africa ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Work Related ◽  
The Relationship

The influence of leadership style on employee commitment for the organisation has not been adequately addressed in the Parastatal companies in South Africa. A need therefore exists for greater understanding of the relationship between the leadership style and work-related attitudes (such as employee commitment) in order to develop a leadership style that will encourage organisational commitment. This study examined the relationship between leadership style, and employee commitment. Managers and their subordinates participated in the study. 348 questionnaires were distributed, 58 to managers and 290 to their subordinates. Final data for analysis included responses from 197 participants (34 managers, and 163 subordinates). 163 respondents rated their managers leadership behaviour on Bass and Avolios (1997) multi-factor leadership questionnaire (MLQ) and Meyer and Allens (1997) organisational commitment questionnaire (OCQ). A series of statistical procedures were followed to analyse the data. Hypotheses were tested on two levels. First, correlations among managers and subordinates with regard to the MLQ, and then the MLQ versus the OCQ. Results revealed a weak positive yet significant relationship between transformational leadership and affective commitment, normative commitment and continuance commitment. Transactional leadership had a weak but significant positive correlation with normative commitment, and Laissez-faire results indicated a weak negative yet significant correlation to affective commitment and normative commitment. Overall findings from this study suggest that leadership styles do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. This study contributes to the bank of findings relating to the development of leadership and organisational commitment, not only in South Africa, but within the Parastatal organisations in particular.

A study On Organizational Commitment and Job Satisfaction Among Employees at Selected Government Agencies in Kelantan

2021 ◽  
Vol 7 (2) ◽  
pp. 20
Author(s):  
Atiela Amran ◽  
Intan-Nurul ‘Ain Mohd Firdaus Kozako ◽  
Azwan-Shah Aminuddin ◽  
Hanitahaiza Aminuddin ◽  
Hanitahaiza Aminuddin ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Descriptive Statistics ◽  
Working Environment ◽  
Future Research ◽  
Government Agencies ◽  
Continuance Commitment ◽  
The Relationship ◽  
Shed Light

Organizational Commitment is one of the main topics discuss in today’s working environment.  Most of the scholar agreed that to make the employees highly commit to the organization, employees must have satisfaction with their work.  Further study related to this area is still needed to identify the most important criteria to the specific industries.  Hence, this study conducted a non-experimental study in which researchers investigated and analysed the relationship between organizational commitment and job satisfaction, in which focuses on continuance, normative, and affective commitment.  There are 140 valid responses collected from three government agencies in Tanah Merah, Kelantan.  Regression analysis were used for this study to identify the relationship between two variables.  The result of descriptive statistics showed that continuance commitment represents the highest mean score for this study.  Meanwhile, Organizational Commitment has a moderate, positive, and significant relationship towards job satisfaction (r=598, p<0.01).  It can be concluded that most of the respondents used to have affective commitment towards the organization where they remain members and part of the organization.  Findings of this study shed light on how to build a sustainable employee in government agencies. The researchers also suggest several recommendations for future research for this study.

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