scholarly journals Relationship of Work Satisfaction and Organizational Commitment: a Literature Review

2018 ◽  
Vol 6 (2) ◽  
pp. 101
Author(s):  
Ali Mamat ◽  
Muhamad Kamel Ali
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Literature Review ◽  
Working Conditions ◽  
Positive Impact ◽  
Document Analysis ◽  
Assistant Teachers ◽  
The Individual ◽  
Relationship Of ◽  
The Relationship

The enjoyment of working in an organization contribute to a positive impact in life. This also can be related to the individual job satisfaction. In fact, the job satisfaction including six elements namely salary, promotion, supervisor, job environment, colleagues and working conditions. Consequently, this study aims to investigate and identify the factors which influence job satisfaction in an organization by using document analysis with reference to previous study. However , the findings reveal a few factors that support the relationship between job satisfaction and organizational commitment among primary school assistant teachers. This gives clarity about the relevance of the relationship between the theories used in this study.

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

2011 ◽  
Vol 25 (6) ◽  
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

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">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.</span></span></p>

scholarly journals Locus of Control as a Moderator in the Relationship Between Job Satisfaction and Organizational Commitment: a Study of Indian It Professionals

2019 ◽  
Vol 4 (2) ◽  
pp. 25-41 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Human Resource Development ◽  
It Professionals ◽  
Organizational Functioning ◽  
Internal Locus Of Control ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

In recent times, increasing interest has been shown by OB and HR practitioners in the area of organizational commitment (OC). This interest stems from the fact that the committed workforce is considered beneficial for organizational functioning and effectiveness. The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on organizational commitment. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and organizational commitment. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 449 Indian IT professionals. Hierarchical multiple regression showed that job satisfaction and internal locus of control was positively related to organizational commitment. Also, locus of control was found to moderate the relationship between job satisfaction and organizational commitment such that the relationship was stronger for internals than for externals. The present study has important implications for human resource development in the IT sector. Managers should use strategies to achieve high job satisfaction and organizational commitment. They must be aware of the moderating role which different personality attributes play in the relationship between job satisfaction and organizational commitment.

scholarly journals The relationship of facets of salesperson job satisfaction with affective organizational commitment

2007 ◽  
Vol 22 (5) ◽  
pp. 311-321 ◽  
Author(s):  
James Boles ◽  
Ramana Madupalli ◽  
Brian Rutherford ◽  
John Andy Wood
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sales Force ◽  
Sales Managers ◽  
Content Type ◽  
Propensity To Leave ◽  
Study Results ◽  
Relationship Of ◽  
The Relationship ◽  
Business To Business

PurposeThis paper aims to examines the relationships between various facets of salesperson job satisfaction as assessed by the INDSALES measure and salesperson organizational commitment. The paper also seeks to explore salesperson gender as a moderator of the relationship between facets of job satisfaction and organizational commitment.Design/methodology/approachThis study uses survey research of one firm's business‐to‐business salespeople to examine the relationships between facets of salesperson job satisfaction and salesperson organizational commitment.FindingsStudy results indicate that various facets of job satisfaction are more strongly related to organizational commitment. Findings also indicate that these relationships are not the same for male and female salespeople.Practical implicationsFindings demonstrate to sales managers that not all types of satisfaction are related to organizational commitment, which has been strongly linked to a salesperson's propensity to leave an organization. Further, various facets of satisfaction such as pay and promotion are more important to men than to women. Women find that satisfaction with co‐workers is more closely related to organizational commitment than it is for men. These findings have significant relevance to sales managers.Originality/valueThe relationship between facets of job satisfaction and organizational commitment has not been extensively researched. This is true even though these are two very important issues when dealing with sales force management. Likewise, the issue of men and women valuing different types of satisfaction to varying degrees has not been thoroughly examined in the business‐to‐business sales force literature.

Organizational Stress, Job Satisfaction and Job Performance: Where Do We Go From Here?

1992 ◽  
Vol 18 (2) ◽  
pp. 353-374 ◽  
Author(s):  
Sherny E. Sullivan ◽  
Rabi S. Bhagat
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Stress ◽  
Organizational Level ◽  
Empirical Literature ◽  
The Individual ◽  
Relationship Of ◽  
The Relationship

This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still does not consider the role of reciprocal relationships that evolve over time. We provide four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

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