scholarly journals A Field Study to Determine Organizational Commitment and Job Satisfaction in Hotel Businesses

2020 ◽  
Author(s):  
Aydın Yilmazer ◽  
Hasan Önal Şeyhanlıoğlu ◽  
Said Kingir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Quantitative Research ◽  
Correlation Coefficients ◽  
Tourism Industry ◽  
Emotional Commitment ◽  
The Relationship ◽  
The City ◽  
One Way Anova

For organizations to shape their future of Tourism industry, it is essential for them to hire and retain top talent. Therefore, in this research, the relationship between organizational commitment and job satisfaction was examined. A quantitative research method was applied to test between the variables. The questionnaire technique has been used. The data were collected from 218 employees working in five-star and four-star hotels in the city of Ankara, capital of Turkey. First, the correlation coefficients between variables were calculated. Then, T test and One Way Anova analysis were conducted to determine whether there was a difference between variables and demographic characteristics. Finally, it was found that there was a positive and significant relationship between emotional commitment, a sub dimension of organizational commitment and job satisfaction. Further results indicated there is a negative and significant relationship between job satisfaction and other sub dimensions of organizational commitment, normative commitment and continuation commitment. Key words: Organizational Commitment, Job Satisfaction, Hotel Employees, Tourism Establishments, Human Resources, Tourism.

scholarly journals Investigating of the Relationship between Job Satisfaction and Organizational Commitment Case Study; Professors and Administrative Staff of the Logar University

2020 ◽  
Vol 8 (12) ◽  
pp. 2036-2048
Author(s):  
Muhammad Tahir Khaplwak ◽  
Abdul Azim Mommand ◽  
Wahidullah Abdulrahimzai
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Pearson Correlation ◽  
Administrative Staff ◽  
Normative Commitment ◽  
Growth Opportunities ◽  
Statistical Population ◽  
Emotional Commitment ◽  
The Relationship

Job satisfaction and organizational commitment that play a very important role in the growth and survival of organizations and reduce delays and layoffs of employees and increase the level of efficiency and effectiveness in organizations. The study, entitled “Investigating the Relationship between Job Satisfaction and Organizational Commitment from the Perspective of Professors and Administrative Staff of the Logar University” is a descriptive-correlational study. Its main purpose was to study the relationship between job satisfaction and organizational commitment. The statistical population is the professors and staff of the University of Logar University. Due to the small number of professors and staff of this institution, all of them (30) have been included in the research. In this study, the required information was collected by two questionnaires of job satisfaction and organizational commitment and was analyzed using SPSS24 and EXCEL software and its descriptive and inferential results are described in the tables, which in the descriptive method describes the variables of satisfaction. Job (nature of work, co-workers, growth opportunities and payments) and organizational commitment variables (emotional commitment, continuous commitment and normative commitment) and in inferential analysis by correlation test or Pearson correlation to test hypotheses and analyze the relationship between Job satisfaction J and organizational commitment are addressed. The results of the research show that the majority of the employees of this institution are satisfied with their work; but they are not satisfied with the behavior and attitude of the supervisors. On the contrary, the majority of the employees of this institution read the behavior of their colleagues as friendly and satisfied. The majority of the employees of this organization have said that there is no suitable opportunity for growth and promotion. The majorities of the employees of this institution are interested in this organization and consider the problems of the organization as their problems; but they do not see the current organization as suitable for securing their future, and they will leave the organization if they are offered a better job elsewhere. The results showed that the majority of the faculty and staff of this organization are below the level of job satisfaction (supervisors, growth opportunities and payments) and are below the level of continuous commitment. Regarding the hypotheses, the research showed that there is no relationship between the nature of work and emotional commitment. There is a significant relationship between the behavior of supervisors and normative commitment. There is no significant relationship between employee behavior and normative commitment. There is a significant and positive relationship between growth opportunities and pay and continuous commitment. There is a positive and significant relationship between job satisfaction and organizational commitment of the professors and staff of the Logar University.

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

scholarly journals ANALISIS FAKTOR-FAKTOR YANG BERHUBUNGAN DENGAN KEPUASAN KERJA TENAGA MEDIS DI PUSKESMAS KOTA PADANG

2017 ◽  
Vol 2 (3) ◽  
pp. 333
Author(s):  
Winanda Winanda ◽  
Ricvan Dana Nindrea
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Quantitative Research ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Medical Personnel ◽  
Bivariate Analysis ◽  
Cross Sectional ◽  
Primary Health ◽  
The Relationship

<p><em>The number of medical personnel in the Padang City is still a shortage of the amount required is 83 people, but this time medical personnel numbered 53 people. This research was carried out by combining two types of research are mixed method, preceded by a quantitative research with cross sectional approach, followed by qualitative research. The study was conducted in Primary Health Care Padang City. The population in this study are all medical personnel in the Padang City with a sample of 38 people, with a sampling technique is simple random sampling. The bivariate analysis known there are significant relationship between work (p = 0,023), compensation (p = 0,001), supervision (p = 0,001) and the relationship between employees (p = 0,000) with job satisfaction. But there is no relationship promotion with job satisfaction (p = 0,208). The conclusion of the study there are significant relationship between work, compensation, supervision and the relationship between employees with job satisfaction.</em></p>

Hubungan Antara Personaliti Big Five Dengan Kepuasan Kerja Dalam Kalangan Pekerja Sokongan di UTM, Kampus Johor

2018 ◽  
Vol 10 (3) ◽  
Author(s):  
Abdah Ishak ◽  
Mastura Mahfar ◽  
Halimah Yusof
Keyword(s):  
Job Satisfaction ◽  
Big Five ◽  
Significant Relationship ◽  
Pearson Correlation ◽  
Correlation Coefficients ◽  
Big Five Personality ◽  
Dominant Dimension ◽  
Minnesota Satisfaction Questionnaire ◽  
Neo Five Factor Inventory ◽  
The Relationship

This study aims to identify the relationship between Big Five Personality and job satisfaction in UTM, Johor campus. Respondents of the study consisted of 272 support staffs. Personality Big Five was measured by using the NEO Five Factor Inventory (McCrae, 2004). Meanwhile, job satisfaction was measured by using the Minnesota Satisfaction Questionnaire (MSQ) (Weiss et al, 1967). The findings of the pilot study showed that Alpha Cronbach for Big Five Personality is between .75 to .88 and .84 to .85 for job satisfaction. Descriptive statistical analysis consists of frequency and percentage and inferential statistics of Pearson Correlation coefficients were used to test the hypothesis of the study at a significant level of .05. The findings showed that the most dominant dimension based on Big Five Personality for support staffs in UTM, Johor campus is agreeableness, whereas the level of job satisfaction is low. The results also showed that there is a significant relationship between conscientiousness and job satisfaction (r = 0.24, p <.05). While the agreeableness was also found to have significant relationship with job satisfaction (r = 0.25, p <.05). This study provides information on differences of Big Five Personality dimensions among support staffs, where UTM’s management can use the information to assist support staffs improving their job satisfaction. This study also provides some suggestions for improvement in the future.

scholarly journals Emotional Intelligence, Work Engagement, and Organizational Commitment of Indonesian Army Personnel

2016 ◽  
Vol 31 (3) ◽  
pp. 124-131
Author(s):  
Aulia Aulia
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Significant Relationship ◽  
Quantitative Research ◽  
Study Data ◽  
Regression Techniques ◽  
Army Personnel ◽  
The Relationship ◽  
Effective Contribution

The aim of this study was to empirically test the relationship between emotional intelligence, work engagement, and organizational commitment Indonesian Army personnels. A quantitative research method was used, utilizing scales of organizational commitment, emotional intelligence, and work engagement. Indonesian Army personnels of KOREM XX, KODIM, YY, and KODIM ZZ were the population of this study. Data analysis using regression techniques revealed an R value of .482 (p < .001). This showed a significant relationship between emotional intelligence, work engagement, and organizational commitment. In addition, partial correlation analysis showed a significant relationship between work engagement and organizational commitment (r = .447 and p < .001), but there was no significant relationship between emotional intelligence and organizational commitment (r = .129 and p > .05). Effective contribution of work engagement on organizational commitment of the Indonesian Army personnel was 23.2%.

scholarly journals Investigation of the Organizational Commitment and Psychological Well-being Levels of Academicians

2021 ◽  
Vol 7 (2) ◽  
pp. 525-544
Author(s):  
Sinan Yalçın ◽  
Durdağı Akan ◽  
İsa Yıldırım
Keyword(s):  
Organizational Commitment ◽  
Quantitative Research ◽  
Well Being ◽  
Moderate Level ◽  
Psychological Well Being ◽  
Correlation And Regression Analysis ◽  
Package Program ◽  
Emotional Commitment ◽  
Academic Year ◽  
One Way Anova

In this research, which aims to investigate the organizational commitment and psychological well-being of academicians, the quantitative research method was employed. The research was designed in the relational screening model. The sample of the research consisted of 132 academicians at the Erzincan Binali Yıldırım University located in the Eastern Anatolia Region of Turkey in the 2018-2019 academic year.  The research data were collected with the organizational commitment and psychological well-being scales. The data of the research were analyzed with the SPSS package program. The frequency, t-test, one-way (ANOVA) analysis, correlation and regression analysis were applied in the analysis of the data. According to the results reached in the study, the psychological well-being levels of the academicians were found to be high, their organizational commitment levels were at a moderate level. As it was analyzed in terms of the sub-dimensions of the organizational commitment, the emotional commitment of the academicians was found to be high, normative and the attendance commitment was at a moderate level. According to another result reached in the study, a positive significant relationship was encountered between the psychological well-being levels of the academicians and their organizational commitment levels. According to another result, the psychological well-being levels of the academicians were a significant predictor on the emotional and normative commitment, which are sub-dimensions of the organizational commitment, but was not a significant predictor of the attendance commitment. 

scholarly journals Pengaruh Kompensasi dan Kepuasan Kerja terhadap Kinerja Dosen di Fakultas Ilmu Tarbiyah dan Keguruan UIN Sunan Kalijaga Yogyakarta

2017 ◽  
Vol 2 (1) ◽  
pp. 107-126 ◽  
Author(s):  
Rinduan Zain ◽  
Anaas Tri Ridlo Dina Yuliana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Quantitative Research ◽  
Partial Correlation ◽  
Correlation Coefficients ◽  
Linear Effect ◽  
Frederick Herzberg ◽  
Two Factors ◽  
And Performance ◽  
Variable Performance

Quantitative research of the correlation studies with model aims to analyse the influence of large contributions and relations variables (X1) compensation and job satisfaction (X2) against a variable performance lecturer (Y) when controlled with variable organizational commitment (Z) and basing on the theory of two factors that was conceived by Frederick Herzberg. The results of the comparison between the coefficients of correlation bivariat (X1 = Y = compensation and performance Lecturer) and partial correlation coefficients (X1 = compensation, organizational commitment and Z = Y = performance Lecturer) indicate that ryx1 > ryx1z i.e. 0317 > 0268. This means that the compensation effect on performance because the lecturer is mediated by the commitment of the organization. The regression results to prove the value of the β1 = β2 = 0153 and 0383, where compensation contributions and commitments of the Organization was able to improve the performance of lecturers of 54%. That is, when a lecturer at Faculty of Tarbiyah UIN Sunan Kalijaga Pedagogy and has compensation and high organizational commitment can enhance the performance of lecturers of 54%. While on the job satisfaction variables retrieved results correlation bivariat (X2 = job satisfaction with Y = performance Lecturer) significant i.e. 0.001 < α 0.10, while partial correlation results (X2 = job satisfaction, organizational commitment, Z = and Y = performance lecturer) was not significant because significant numbers 0086 > α 0.10, so that job satisfaction is really in a linear effect on the performance of a lecturer. The results of the regression coefficient regression proved the job satisfaction (β) of 0267, where the contribution of job satisfaction was able to increase the performance of a lecturer of 27%. That is, when a lecturer at the Faculty of pedagogy and Tarbiyah UIN Sunan Kalijaga Yogyakarta has a high job satisfaction though have no organizational commitment can enhance the performance of lecturers of 27%.

scholarly journals The Relationship between Teachers’ Organizational Commitment, Job Satisfaction and Whistleblowing

2019 ◽  
Vol 11 (21) ◽  
pp. 5995
Author(s):  
Mehmet Emin Önder ◽  
Umut Akçıl ◽  
Necati Cemaloğlu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Moderate Level ◽  
Educational Institutions ◽  
Satisfaction Scale ◽  
The Relationship ◽  
Academic Year

The aim of this study was to assess the relationship between teachers’ organizational commitment, job satisfaction and whistleblowing behaviors and to evaluate their contribution to sustainability in education. The study consisted of a total of 4108 teachers who worked at primary and secondary schools during the 2018–2019 academic year in the Çankaya district of the Ankara province. The sample comprised of 601 teachers who were selected through a simple random sampling method. The organizational Commitment Scale (OCS), the Job Satisfaction Scale (JSS) and the Whistleblowing Scale were used as the data collection tools in the study. For the analysis of the data, SPSS 18.0 and LISREL 8.80 statistical package programs were used. Descriptive statistics on variables were performed on SPSS program and the testing of the model in which the effects of job satisfaction on whistleblowing and organizational commitment on job satisfaction were studied was carried out using path analysis technic in LISREL 8.80 program. According to the results of the study, there was a moderate level of positive and significant relationship between organizational commitment and job satisfaction. There was also a moderate level of positive and significant relationship between organizational commitment and whistleblowing behaviour. A low level of negative significant relationship was found between job satisfaction and whistleblowing. As the teachers’ organizational commitment increased, their job satisfaction and whistleblowing behaviours also increased. However, as their job satisfaction levels increased, their whistleblowing behaviours decreased. In this regard, it can be concluded that sustainability in educational institutions can be ensured by increasing the level of organizational commitment.

scholarly journals Examining the relationship between job satisfaction and organizational commitment: A research on public sector healthcare professionals during the pandemic period

2020 ◽  
Vol 17 (4) ◽  
pp. 1204-1221
Author(s):  
Sinan Gürcüoğlu ◽  
Makbule Hürmet Çetinel ◽  
Alper Karagöz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Significant Relationship ◽  
Health Workers ◽  
Negative Relationship ◽  
Normative Commitment ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
The Relationship

The aim of this study is to determine the relationship between the job satisfaction levels of public sector health workers and their organizational commitment. The research was conducted with the participation of health sector employees. Job Satisfaction Scale and Organizational Commitment Scale were used. In the study, job satisfaction and organizational commitment levels were also investigated in terms of demographic variables. The obtained data were analyzed by statistical methods.  Descriptive Statistics, ANOVA, t test, correlation and regression analysis were used. According to the findings; there is a negative relationship between emotional continuance and external satisfaction. There is positive correlation between continuance commitment internal satisfactions, and negatively significant relationship between continuance commitment and external satisfaction. In addition, a significant negative correlation was founded between normative commitment and internal satisfaction, positive significant relationship between normative commitment and external satisfaction. It was determined that continuance commitment and normative commitment variables had a significant effect on the internal job satisfaction of helthcare personnel, while emotional commitment, continuance commitment and normative commitment variables had a significant effect on external job satisfaction. It was found that demographic factors are also effective on job satisfaction and organizational commitment. ​Extended English summary is in the end of Full Text PDF (TURKISH) file.   Özet Bu çalışma ile kamu sektörü sağlık çalışanlarının iş tatmin düzeyleri ile örgütsel bağlılık düzeyleri arasındaki ilişkinin belirlenmesi amaçlanmıştır. Araştırma sağlık sektörü çalışanlarının katılımı ile gerçekleştirilmiştir. İş tatmini ölçeği ve örgütsel bağlılık ölçeği kullanılmıştır. Çalışmada ayrıca iş tatmini ve örgütsel bağlılık düzeyleri demografik değişkenler açısından da araştırılmıştır. Elde edilen veriler istatistiki yöntemler ile analize edilmiştir. Tanımlayıcı İstatistikler, ANOVA, t testi, korelasyon ve regresyon analizi kullanılmıştır.   Araştırma sonucunda elde edilen bulgulara göre; duygusal bağlılık ile dışsal tatmin arasında negatif yönlü bir ilişki vardır. Devam bağlılığı ile içsel tatmin arasında pozitif yönlü, devam bağlılığı ile dışsal tatmin arasında negatif yönlü anlamlı bir ilişki bulunmaktadır. Ayrıca normatif bağlılık ile içsel tatmin arasında negatif yönlü anlamlı bir ilişki ve normatif bağlılık ile dışsal tatmin arasında pozitif yönlü anlamlı bir ilişki bulgulanmıştır. Sağlık personellerinin içsel iş tatminlerine devam bağlılığı ve normative bağlılık değişkenlerinin anlamlı birer etkisi olduğu, dışsal iş tatminlerine duygusal bağlılık, devam bağlılığı ve normatif bağlılık değişkenlerinin anlamlı birer etkisi olduğu tespit edilmiştir. Demografik faktörlerin de iş tatmini ve örgütsel bağlılık üzerinde etkili olduğu bulgulanmıştır.

scholarly journals PENGARUH PERSEPSI POLITIK ORGANISASIONAL TERHADAP KEPUASAN KERJA YANG DIMODERASI KETRAMPILAN POLITIK

2020 ◽  
Vol 13 (2) ◽  
pp. 78-91
Author(s):  
Fauziah Jahra Cintana ◽  
Nang Among Budiadi ◽  
Sugiyarmasto .
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Sampling Method ◽  
Analysis Tool ◽  
Hospital Employees ◽  
Political Skills ◽  
Political Perceptions ◽  
Survey Research Methods ◽  
The Relationship ◽  
The City

The purpose of this study is to examine the effect of organizational political perceptions on job satisfaction moderated by political skills. This research is important because it is able to examine the significance of the relationship between organizational political perceptions and political skills on job satisfaction. This research uses survey research methods through questionnaires. The object of research is all hospital employees in the city of Surakarta with a sample of 159 respondents. Sampling in this study using the probability sampling method. The analytical tool used in this study is simple linear regression while the moderating analysis tool uses regression analysis tools. The results showed H1 had a significant relationship while H2 did not have a significant relationship. These results give the sense that organizational political perceptions affect job satisfaction. While political skills as a moderator between organizational political perceptions do not affect job satisfaction.

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