Research on the Relationship among Enterprise Employee's Job Satisfaction, Organizational Commitment and Job Performance

Employee job satisfaction and organizational commitment are the key factors that affecting the performance of enterprise’s employees. Through using empirical research method to explore the relationship among the three with the sample of 330 employees of an enterprise. The results show that: Employees’ job satisfaction have a positive effect on job performance significantly; Employees job satisfaction positive effect on organizational commitment; Organizational commitment played a partial intermediary role in the process of job satisfaction improving performance.

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The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

E3S Web of Conferences ◽

10.1051/e3sconf/202021804014 ◽

2020 ◽

Vol 218 ◽

pp. 04014

Author(s):

Yixing Jin ◽

Peiying Wu ◽

Cheng Lin ◽

Yingda Wang

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Hotel Industry ◽

Mediating Role ◽

Positive Effects ◽

Emotional Leadership ◽

The Impact ◽

The Relationship ◽

Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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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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HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

Manajemen Bisnis ◽

10.22219/jmb.v1i2.1330 ◽

2013 ◽

Vol 1 (2) ◽

Author(s):

Nurul Asfiah

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Climate ◽

Employee Job Satisfaction ◽

Job Satisfactions ◽

High Level ◽

The Relationship ◽

Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

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Psychological empowerment and employee attitudinal outcomes

Management Research Review ◽

10.1108/mrr-05-2018-0194 ◽

2019 ◽

Vol 42 (7) ◽

pp. 797-817

Author(s):

Tazeem Ali Shah ◽

Mohammad Nisar Khattak ◽

Roxanne Zolin ◽

Syed Zulfiqar Ali Shah

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Employee Satisfaction ◽

Psychological Capital ◽

Psychological Empowerment ◽

Content Type ◽

Employee Job Satisfaction ◽

The Impact ◽

The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

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The Influence of Job Satisfaction and Organization Commitment on the Performance of Family Planning Counselors in Yogyakarta

Childhood Stunting, Wasting, and Obesity, as the Critical Global Health Issues: Forging Cross-Sectoral Solutions ◽

10.26911/the7thicph.04.50 ◽

2020 ◽

Author(s):

Ikhtiarisca Olifia Mufidatun ◽

◽

Didik Gunawan Tamtomo ◽

Bhisma Murti ◽

◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Family Planning ◽

Job Performance ◽

Cross Sectional Study ◽

Cross Sectional ◽

Organization Commitment ◽

Central Java ◽

High Satisfaction ◽

The Relationship

ABSTRACT Background: Theoretically, organizational commitment mediates the relationship between job satisfaction and job performance. An organization with more satisfied employees tends to be more effective and productive. The purpose of this study was to investigate the influence of job satisfaction and organization commitment on the performance of family planning counselors in Yogyakarta. Subjects and Method: A cross sectional study was conducted at 50 family planning counselor offices in Yogyakarta, from January to February 2020. A sample of 200 family planning counselors was selected by stratified random sampling. The dependent variable was job performance. The independent variables were job satisfaction and organizational commitment. The data were collected by questionnaire and analyzed by a multiple logistic regression. Results: Family planning counselor who had good job performance was 57.00%, high job satisfaction was 64.50%, and high commitment was 45.50%. Family planning counselor job performance increased with high satisfaction (OR= 8.84; 95% CI= 1.49 to 3.22; p<0.001) and strong organizational commitment (OR= 4.84; 95% CI= 0.89 to 2.47; p<0.001). Conclusion: Family planning counselor job performance increases with high satisfaction and strong organizational commitment. Keywords: job performance job satisfaction, organization commitment Correspondence: Ikhtiarisca Olifia Mufidatun. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: [email protected]. Mobile: +6282220030006. DOI: https://doi.org/10.26911/the7thicph.04.50

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The Influence of Job Satisfaction on Loyalty of Tourism Buses’ Drivers and Their Assistants in Malang through Organizational Commitment

Ekonomi Bisnis ◽

10.17977/um042v23i2p63-74 ◽

2018 ◽

Vol 23 (2) ◽

pp. 63

Author(s):

Luthfi Jauharotun Nisa'

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resources ◽

Sampling Method ◽

Positive Influence ◽

Significant Positive Effect ◽

The Relationship ◽

Positive Effect ◽

Significant Positive Influence ◽

Collection Methods

A person’s loyalty is a form of loyalty to an object, both people and tasks. But in fact in the current era, loyalty is a difficult thing to find. Human resources who born in 1983-1997 or called Y generation have lower loyalty than X generation (1963-1982). So that studying loyalty of tourism buses’ drivers and their assistants is an interesting thing in order to know what cause the loyalty of drivers and their assistants. The purpose of this study are (1) to find out the description of job satisfaction, organizational commitmen and driver and kernet loyalty, (2) to find out whether there is a significant positive influence on job satisfaction on the driver's and kernet's organizational commitment, (3) to find out whether there is a positive influence significant organizational commitment to driver and kernet loyalty, (4) to determine whether there is a significant positive influence on job satisfaction on driver and kernet loyalty, (5) and to find out whether there is a significant positive effect on job satisfaction on driver loyalty and kernet through organizational commitment. This research is quantitative and using path analysis to determine the relationship between variables. The sampling method uses purposive sampling in the form of judment sampling. Population in this research is 125 driver and kernet in Malang with sample 105 driver and kernet. Data collection methods use a closed questionnaire. The research results show that: (1) Job satisfaction has a positive and significant effect on the driver's and kernet's organizational commitment; (2) Organizational commitment has a positive and significant influence on driver and kernet loyalty; (3) Job satisfaction has a positive and significant impact on driver and kernet loyalty; (4) Job satisfaction affects the loyalty of driver and kernet through organizational commitment.

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Organización del tiempo docente y su relación con la satisfacción laboral: Evidencia para el caso chileno

Education Policy Analysis Archives ◽

10.14507/epaa.25.2451 ◽

2017 ◽

Vol 25 ◽

pp. 64

Author(s):

Veronica Cabezas ◽

María Paz Medeiros ◽

David Inostroza ◽

Constanza Gómez ◽

Vicente Loyola

Keyword(s):

Job Satisfaction ◽

Positive Relationship ◽

Collaborative Work ◽

Negative Relationship ◽

Teacher Job Satisfaction ◽

Key Factors ◽

Conditional Models ◽

The Relationship ◽

Positive Effect ◽

Actual Teaching

The literature indicates that teachers lack of time to adequately prepare and fulfill their responsibilities, is one of the key factors that negatively influence levels of teacher job satisfaction. Considering a representative sample of teachers in Santiago of Chile (N=950) and using conditional models, this study explores the relationship between teacher job satisfaction that work in subsidized schools, and the time available to these teachers for realizing activities over and above actual teaching hours: contracted non-teaching hours and additional overtime. This study uses a questionnaire that incorporates, in addition to the overtime, information about how teachers use their time, identifying the type of activities they are involved in, and if they are involved individually or as a group. The results indicate that there is a robust positive relationship between the number of contracted non-teaching hours and teacher job satisfaction, and a negative relationship with respect to overtime. Also identified the relevance of being adequately resourced with formal instances to engage in collaborative work for planning and prepare class materials, since it is linked to a positive effect on teacher job satisfaction.

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Influence of entrepreneurs on job satisfaction and organizational commitment of employees

Journal of Engineering Management and Competitiveness ◽

10.5937/jemc2102096k ◽

2021 ◽

Vol 11 (2) ◽

pp. 96-105

Author(s):

Jesa Kreiner ◽

Dragana Sajfert ◽

Svetlana Anđelić ◽

Nikola Jančev ◽

Milorad Živković

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Employee Satisfaction ◽

Significant Positive Correlation ◽

The Other ◽

Hierarchical Regression ◽

Employee Job Satisfaction ◽

Positive Correlations ◽

Or Organization ◽

The Relationship

In this paper, we analyze reliability, correlations, regression of employee obligations, compare employee regression, job satisfaction regression, and hierarchical regression analysis. As techniques for comparison of entrepreneurs and employees are significant for analysis of positive correlations between the determinants, we used 36 independent samples and 210 individuals. The findings reveal that: (1) The results of the research confirmed the existence of a statistically significant positive correlation between the determinants of job satisfaction and organizational commitment on one hand, and the work of entrepreneurs, on the other; (2) The results of the survey compare the relationship between entrepreneurs and employee job satisfaction and organizational commitment, adding a significant increase in the importance of the construct; (3) Entrepreneurship has a relative correlation in relation to job satisfaction, and organizational commitment, and thus increases the scope of tasks and efficiency of entrepreneurs; (4) Entrepreneurs show dominance over employee satisfaction and organizational commitment, when they predict the success of a group or organization and organizational civic behavior. We recommend that future researches examine the relationship among entrepreneurs and their relationship with employees, as well as job satisfaction and organizational commitment, in order to potentially compare them.

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