Organizational Commitment and Job Satisfaction

2012 ◽  
pp. 138-161
Author(s):  
Sandra M. Sánchez Cañizares ◽  
Fernando J. Fuentes García
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equations ◽  
Moderating Effect ◽  
Structural Equations Modeling ◽  
Proposed Model ◽  
The Relationship ◽  
Perceptual Factors

People are an essential source on the competitiveness of organizations. Numerous authors have recognized the importance of organizational commitment and job satisfaction as key attitudes related with work and influencing aspects like rotation, absenteeism or productivity. However, a clearly delimited posture on the relationship between both constructs does not exist. It is because of this that the present work theoretically analyses several models regarding this matter. Subsequently a proposed model is estimated and validated using the methodology of Structural Equations Modeling (SEM). This model confirms the influence of job satisfaction over organizational commitment and its moderating effect on the influence on the latter of various perceptual factors of the employee related to his/her work.

Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations

2017 ◽  
Vol 39 (2) ◽  
pp. 276-299 ◽  
Author(s):  
Samina Quratulain ◽  
Abdul Karim Khan ◽  
Meghna Sabharwal
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Procedural Fairness ◽  
Moderating Effect ◽  
Service Organizations ◽  
Work Outcomes ◽  
Future Research ◽  
Public Service Organizations ◽  
The Relationship

Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.

scholarly journals The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

2015 ◽  
Vol 8 (11) ◽  
pp. 219 ◽  
Author(s):  
Parastoo Gashtasebi Fard ◽  
Fariba Karimi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Structural Model ◽  
Organizational Trust ◽  
Pearson Correlation ◽  
Structural Equations ◽  
Direct Impact ◽  
Structural Equations Modeling ◽  
Organizational Silence

<p class="apa">This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, Khorasgan branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of Khorasgan branch (Isfahan) as 340. 180 employees are selected by simple random method and sampling Table (Krejcie &amp; Morgan, 1970). The questionnaires of organizational trust (Ellonen et al., 2008) and organizational silence questionnaires, job satisfaction and organizational commitment (Bouradas &amp; Vakola, 2005). For analysis of study findings, Pearson correlation coefficient and structural equations modeling are applied. The results of study showed that organizational trust had inverse and significant relation with organizational silence and had positive and significant relationship with job satisfaction and organizational commitment. Also, there was an inverse and significant relationship between organizational silence and job satisfaction and organizational commitment. The results of structural equations modeling showed that organizational trust had direct impact on organizational silence (-64) organizational commitment (0.45) and job satisfaction (0.39) and has indirect impact via organizational silence on organizational commitment (0.29) and job satisfaction (0.29). Also, organizational silence had direct impact on organizational commitment and job satisfaction (-45). The model has good conditions in terms of fitness indices and fitness data.</p>

scholarly journals The influence of work values on the employees’ organizational commitment

2013 ◽  
Vol 26 (4) ◽  
pp. 507-532
Author(s):  
YeSeul Jung ◽  
JiYoung Park ◽  
YoungWoo Sohn ◽  
YooJin Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Values ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Positive Effects ◽  
Extrinsic Work Values ◽  
Person Organization Fit ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

Do a company’s sincere intentions with CSR initiatives matter to employees?

2018 ◽  
Vol 9 (4) ◽  
pp. 355-371 ◽  
Author(s):  
Seoki Lee ◽  
Kiwon Lee ◽  
Yixing (Lisa) Gao ◽  
Qu Xiao ◽  
Martha Conklin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Online Survey ◽  
Moderating Effect ◽  
Content Type ◽  
Job Commitment ◽  
Main Effect ◽  
External Stakeholders ◽  
Corporate Social ◽  
The Relationship

Purpose This study aims to examine how employees’ perceptions of customer-related and employee-related corporate social responsibility (CSR) initiatives influence their job satisfaction. Further, the study investigates whether employees’ organizational commitment mediates this proposed relationship and, more importantly, tests how such mediated relationships change according to the level of employees’ perceptions of their company’s sincerity in investing in CSR activities. Design/methodology/approach This study used an online survey to collect data and collected a total of 490 responses for the main analysis. A regression analysis and standard path-analytic approaches described by Hayes (2013) were conducted to test the proposed hypotheses. Findings Findings support the main effect of customer- and employee-related CSR on employees’ job satisfaction mediated by employees’ organizational commitment, as well as the moderating effect of the perceived sincerity of customer-related CSR but not employee-related CSR. Originality/value The current study focuses on comparing two types of CSR initiatives, i.e. employee- and customer-related, because these two groups are any company’s core stakeholders with the closest relationship to its operations, and they represent the internal and external stakeholders, respectively. Further, the current study investigates the moderating effect of employees’ perceptions of the sincerity of their company’s CSR initiatives on the relationship between the two types of CSR initiatives and employees’ job commitment.

scholarly journals Effect Of Organization Commitment Mediation To Organizational Citizenship Behaviors With Interpersonal Communication And Work Satisfaction As Antesedent Variable

2018 ◽  
Vol 6 (1) ◽  
pp. 8-22
Author(s):  
Ramdani Bayu Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Interpersonal Communication ◽  
Organizational Citizenship ◽  
Sampling Technique ◽  
Organizational Citizenship Behaviors ◽  
Structural Equations ◽  
Citizenship Behaviors ◽  
Structural Equations Modeling ◽  
Antecedent Variable

The purpose of this research is to know and analyze the effect of mediation of organizational commitment to organizational citizenship behaviors (OCB) with interpersonal communication and job satisfaction as antecedent variable. Population and sample of this research is all employees of Regional Disaster Management Agency of West Sumatera Province which amounted to 52 people. The sampling technique used the census method.The results of Structural Equations Modeling (SEM) testing with SmartPLS 2.0 M3 show significant positive influences of interpersonal communication, job satisfaction and organizational commitment to organizational citizenship behaviors (OCB). Furthermore, the results of the analysis also concluded that there is a significant positive effect of interpersonal communication and job satisfaction on organizational commitment. As for the indirect influence of the results of this study, proving that organizational commitment is able to strengthen or enhance the influence of interpesonal communication and job satisfaction on organizational citizenship behaviors.Keywords   : Interpersonal Communication, Job Satisfaction Organizational Commitment, and Organizational citizenship behaviorsAbstrakTujuan penelitian ini adalah untuk mengetahui dan menganalisis efek mediasi komitmen organisasi terhadap organizational citizenship behaviors (OCB) dengan komunikasi interpersonal dan kepuasan kerja sebagai variabel anteseden. Populasi dan sampel penelitian ini adalah seluruh Pegawai Badan Penanggulangan Bencana Daerah Provinsi Sumatera Barat yang berjumlah sebanyak 52 orang. Teknik pengambilan sampel menggunakan metode sensus.Hasil pengujian Structural Equations Modeling (SEM) dengan SmartPLS 2.0 M3, memperlihatkan terdapat pengaruh positif yang signifikan komunikasi interpersonal, kepuasan kerja dan komitmen organisasi terhadap organizational citizenship behaviors (OCB). Selanjutnya hasil analisis juga menyimpulkan terdapat pengaruh positif yang signifikan komunikasi interpersonal dan kepuasan kerja terhadap komitmen organisasi. Sedangkan untuk pengaruh tidak langsung hasil penelitian ini, membuktikan bahwa komitmen organisasi mampu memperkuat atau meningkatkan pengaruh komunikasi interpesonal dan kepuasan kerja terhadap organizational citizenship behaviors.Kata Kunci     :  Komunikasi interpersonal, Kepuasan kerja Komitmen organisasi, dan Organizational citizenship behaviors

scholarly journals Work-family balance measures in companies and employees’ work satisfaction: the effect of work-family enrichment

2017 ◽  
Vol 48 (1) ◽  
Author(s):  
Manuela Pérez-Pérez ◽  
Mª José Vela-Jimenez ◽  
Silvia Abella-Garcés ◽  
Ángel Martínez-Sánchez
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equations ◽  
Positive Role ◽  
Family Work ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

This paper analyses the relationship between a group of different practices of work-family balance and the employees’ job satisfaction, as well as the relationship between job satisfaction and employee’s organizational commitment. We differentiate this relationship according to the level of work-family (W-F) enrichment and family-work (F-W) enrichment, as well as we analyze the role of work-family (W-F) and family-work (F-W) conflict. We use a sample of 322 employees, and test the relationships with structural equations. The results show that a higher use of work-family practices has more beneficial effects on enrichment and conflict, and that both enrichment and conflict influence employees’ job satisfaction. However, higher levels of interference or stress at work make employees feel less satisfied at work. The paper highlights the positive role of enrichment in order to improve employee’s job satisfaction as well as to increase his/her organizational commitment. Keywords: work-family balance practices, conflict, enrichment, job satisfaction, organizational commitment.

scholarly journals Trust as a mechanism to improve organizational performance

2020 ◽  
Vol 36 (66) ◽  
pp. 53-63
Author(s):  
Guillermo Buenaventura-Vera ◽  
Juan Antonio Gudziol
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Empirical Evidence ◽  
Software Package ◽  
Organizational Trust ◽  
Structural Equations ◽  
Relational Model ◽  
Mediation Model ◽  
Proposed Model ◽  
The Relationship

This paper designs and contrasts a relational model between the trust of collaborators in organizations and the performance of the company, mediated by the organizational commitment to learning and the commitment of employees to the company. As key objectives, a double mediation model is tested in the relationship between intra-organizational trust and the firm’s performance, through the organization’s commitment to learning and the commitment of collaborators to the company. Using a 31-item survey, the goodness of the model was evaluated with a sample of 161 individuals from different organizations in southwestern Colombia. The proposed model and its respective adjustment indexes were tested by using structural equations (SEM) modeling and the AMOS software package. The results demonstrate the empirical evidence, by statistically contrasting the model that posits the existence of relationships among the variables of the relational model. The findings made it possible to set parameters for the management of competencies and skills that contribute to the improvement of organizational performance.

Sign in / Sign up

Export Citation Format

Share Document