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

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

International Journal of Life Sciences ◽

10.3126/ijls.v9i6.12682 ◽

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.

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Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

International Journal of Business and Management ◽

10.5539/ijbm.v11n10p120 ◽

2016 ◽

Vol 11 (10) ◽

pp. 120 ◽

Cited By ~ 3

Author(s):

Sanad A. Alajmi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Affective Commitment ◽

Psychological Empowerment ◽

Organizational Trust ◽

Two Dimensions ◽

Mediating Effect ◽

Three Dimensions ◽

Future Research ◽

Continuance Commitment

The main purpose of this research is to examine the influence of psychological empowerment and organizational trust on job satisfaction and organizational commitment among Kuwait free trade zone employees. Data were obtained for this research through a set of questionnaire which was divided into four parts and administered to a total of 271 respondents. The results showed that psychological empowerment mainly affects employees’ job satisfaction and organizational commitment. The results indicated that two dimensions of psychological empowerment, i.e. Meaning and Impact, are significant and positively related to job satisfaction. The existing literature supports the relationships between psychological empowerment dimensions and three dimensions of organizational commitment: normative, continuance, and affective commitment. However, results from this study showed inconsistency. The results showed that only one dimension of Psychological Empowerment, Meaning, is significant and positively Associated to Affective Commitment; two dimensions of Psychological Empowerment, Meaning and Competence, are significant and positively Associated to Normative Commitment; and no dimensions of Psychological Empowerment are statistically contributed to Continuance Commitment. Moreover, analysis has also showed that organizational trust mediates the relationships between psychological empowerment, job satisfaction and organizational commitment. Some practical implications are also discussed. The research concludes with limitations and future research suggestions to enhance psychological empowerment in public and private organizations in Kuwait.

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The relationship between perceived organizational support and organizational commitment among academics: the mediating effect of job satisfaction

Investment Management and Financial Innovations ◽

10.21511/imfi.13(3-1).2016.13 ◽

2016 ◽

Vol 13 (3) ◽

pp. 267-273 ◽

Cited By ~ 2

Author(s):

Mabasa Fumani Donald ◽

Ngirande Hlanganipai ◽

Shambare Richard

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Significant Relationship ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Mediating Effect ◽

Normative Commitment ◽

Continuance Commitment ◽

The Relationship

This study investigated the relationship between perceived organizational support (POS), job satisfaction (JS) and organizational commitment (OC) in an institution of higher learning. The mediating effect of job satisfaction on the relationship between perceived organizational support and organizational commitment was tested. Self-completion questionnaires were administered to a sample of (n=302) participants. Structural equation modelling techniques were used to test the hypothesized relationships. Results indicate strong significant positive correlations among the variables. Furthermore, findings of the study demonstrate that job satisfaction mediates the relationship between perceived organizational support and organizational commitment. The results also showed that there is a significant relationship between perceived organizational support and job satisfaction. A significant relationship between perceived organizational support and affective commitment, as well as continuance commitment was also noted, but no significant relationship between perceived organizational support and normative commitment was found. Results showed a significant positive relationship between job satisfaction and affective commitment, as well as continuance commitment, but no significant relationship between job satisfaction and normative commitment was found. Keywords: academic staff, perceived organizational support, organizational commitment, job satisfaction, relationships, SEM. JEL Classification: J28

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HUMAN RESOURCES PRACTICES AND ORGANIZATIONAL COMMITMENT: CONNECTING THE CONSTRUCTS IN A PUBLIC ORGANIZATION

RAM Revista de Administração Mackenzie ◽

10.1590/1678-6971/eramg200160 ◽

2020 ◽

Vol 21 (4) ◽

Author(s):

HELOÍZA H. OLIVEIRA ◽

LUIZ C. HONÓRIO

Keyword(s):

Organizational Commitment ◽

Human Resources ◽

Multiple Regression ◽

Affective Commitment ◽

Career Planning ◽

Selection Process ◽

Future Research ◽

Normative Commitment ◽

Continuance Commitment ◽

The Relationship

ABSTRACT Purpose: This article aims to describe and analyze the relationship between human resources practices and organizational commitment in a large public urban sanitation company. Originality/value: It has been found that most human resources practices significantly influence organizational commitment, showing that the affective and normative commitment is the most affected and, on a weaker scale, there is the continuance commitment. Design/methodology/approach: The survey was conducted with 349 employees whose formulated hypotheses were verified by multiple regression. Findings: The results indicated a predominance of affective commitment of employees, greater agreement with the practice of human resources associated with benefits and disagreement with the career planning regarding the policies related to the internal selection process, self-development, compensation policy and the promotion process. The multiple regression analysis allowed to confirm the hypotheses postulated, revealing a more significant positive relationship between human resources practices with the types of affective and normative commitment when compared to the continuance commitment. Organizational commitment of the affective type proved to be positively influenced by the human resources practices associated with career planning and benefits, while the commitment of the normative type was positively more induced by the human resources practice related to training and development. Despite the fact that the article revealed results that contribute to the academy, future research must be carried out to improve the relationship between the constructs treated in this study.

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Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Criminal Justice and Behavior ◽

10.1177/00938548211036177 ◽

2021 ◽

pp. 009385482110361

Author(s):

Ivan Y. Sun ◽

Yuning Wu ◽

Smart E. Otu ◽

Gilbert C. Aro ◽

Ikechukwu Charles Akor ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Justice ◽

Police Officers ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

African Countries ◽

Mediating Mechanisms ◽

The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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Evaluating Employees' Commitment in Islamic Work Ethics Perspective

GATR Global Journal of Business Social Sciences Review - GATR Global Journal of Business and Social Science Review (GJBSSR) Vol.7(1) Jan-Mar 2019 ◽

10.35609/gjbssr.2014.2.4(10) ◽

2014 ◽

Vol 2 (4) ◽

pp. 87-94

Author(s):

Nur`Ain Achim ◽

Hairunnisa Ma’amor ◽

Norhidayah Mohd Rashid

Keyword(s):

Affective Commitment ◽

Pearson Correlation ◽

Future Research ◽

Kuala Lumpur ◽

Continuance Commitment ◽

Work Ethics ◽

Financial Firms ◽

Pearson Correlation Test ◽

The Relationship ◽

Structured Questionnaire

Objective - The study purposes three objectives, which is to recognize the level of employees' commitment (EC) among employees, to identify the level of IWE application among employees, and to investigate the relationship between EC and IWE. Methodology/Technique - The data was collected through a structured questionnaire from employees working at selected financial firms in Kuala Lumpur and has been statistically analysed using SPSS. Findings - The results showed that the levels of employees' commitment and IWE among employees are high, however the Pearson correlation test shows there is no significant relationship between EC and IWE. Hence, it is recommended for future research to explore a different angle of the management dimension to be tested with IWE and expand the context into a multidisciplinary field. Novelty - This research helps to broaden the employees' knowledge about the work ethics in Islamic perspectives and apply it in their organization. Type of Paper - Empirical Keywords : Organizational commitment; employees commitment; affective commitment; normative commitment; continuance commitment; Islamic; work ethics.

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Exploring the Relationship between Commitment Profiles and Work Attitudes, Employee Withdrawal, and Job Performance

Public Personnel Management ◽

10.1177/009102600002900305 ◽

2000 ◽

Vol 29 (3) ◽

pp. 353-366 ◽

Cited By ~ 39

Author(s):

Mark Somers ◽

Dee Birnbaum

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Job Search ◽

Affective Commitment ◽

Management Practice ◽

Career Commitment ◽

Work Attitudes ◽

Continuance Commitment ◽

The Relationship ◽

Positive Work

Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to both their organization and their career exhibited the most positive work attitudes and the strongest intention to remain with the organization. Unexpectedly, the dually committed also had the strongest intensity of job search behavior, but these efforts did not translate into higher incidences of turnover. No differences were observed across commitment profiles with respect to job performance. The synergistic effect between affective and career commitment was not observed for profiles based on continuance commitment to the organization. Employees committed only to their careers exhibited more positive work outcomes than did those committed only to their organizations. The implications of these findings for management practice were discussed.

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Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

International Journal of Learning and Development ◽

10.5296/ijld.v2i4.2077 ◽

2012 ◽

Vol 2 (4) ◽

pp. 146 ◽

Cited By ~ 1

Author(s):

Maryam Saeed Hashmi ◽

Dr. Imran Haider Naqvi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Banking Sector ◽

Theory And Practice ◽

Descriptive Statistics ◽

Sample Characteristics ◽

Intrinsic Job Satisfaction ◽

The Relationship ◽

Positive Effect

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization. Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment

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The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

Journal of Applied Business Research (JABR) ◽

10.19030/jabr.v25i6.995 ◽

2011 ◽

Vol 25 (6) ◽

Cited By ~ 5

Author(s):

Raduan Che Rose ◽

Naresh Kumar ◽

Ong Gua Pak

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Learning ◽

Literature Review ◽

Public Service ◽

Work Performance ◽

Future Research ◽

Font Size ◽

The Relationship ◽

Service Managers

The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.

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The Effect of Job Satisfaction on the Organisational Commitment of Administrators

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v9i6(j).2015 ◽

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. Spearmanâ€™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.

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