scholarly journals The Relationship between Job Satisfaction and Organizational Commitment among Employees of a Selected Tertiary Educational Institution in Northwest Haiti

2021 ◽  
Vol 2 (Issue 1 (January to March 2021)) ◽  
pp. 33-40
Author(s):  
Willy Lima ◽  
Daniel Allida
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Educational Institution ◽  
Motivating Factors ◽  
Normative Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

This study sought to investigate the relationship between job satisfaction and organizational commitment among employees of a selected tertiary educational institution at Northwest of Haiti. A questionnaire was used to collect data from 55 employees. It was found that there is a moderate level of job satisfaction and high level of continuance and normative commitment among employees. It was also found that there is a strong positive relationship between job satisfaction and affective commitment and a weak positive relationship between job satisfaction and normative commitment. It was therefore recommended that administrators should seek to find ways and means to provide extrinsic and intrinsic motivating factors in order to prevent job dissatisfaction with regrettable consequences for the institution when employees may decide to leave their organization.

scholarly journals How Job Satisfaction Factors Affects Components of Organizational Commitment: Study on Employees of Star Hotels in Eritrea

2016 ◽  
Vol 5 (4) ◽  
pp. 95
Author(s):  
Saba Habtom Araya ◽  
Ma Haiyan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Correlation Analysis ◽  
Relationship Satisfaction ◽  
Positive Relationship ◽  
Normative Commitment ◽  
Control Variables ◽  
The Impact ◽  
The Relationship ◽  
Satisfaction Factors

This study focused on how job satisfaction factors affects components of organizational commitment among the basic employees of star hotels in Eritrea. Besides, the impact of control variables on the relationship between job satisfaction factors and components of organizational commitment were assessed. Job Satisfaction Survey (JSS) by Spector and Organizational Commitment Questionnaire (OCQ) by Mayer and Allen were used to measure the respondents’ job satisfaction and organizational commitment.Pearson Correlation analysis was done to identify the relationship between the independent variables and dependent variable. The results indicates that there is significant relationship between pay satisfaction, satisfaction with promotion, satisfaction with nature of work and satisfaction with communication in the organization  and employees’ organizational commitment, in which each variables is significant at p=.000. Nevertheless, satisfaction with supervision and co-workers found to be insignificant to contribute to basic employees’ commitment with p>0.05. With regard to the degree and direction of relationship, satisfaction with pay has strong and positive relationship, satisfaction with promotion, nature of work and communication possesses a moderate positive relationship with organizational commitment.To identify whether control variables have impact on the relationship b/n job satisfaction factors and components of organizational commitment, a hierarchical stepwise multiple regressions was examined. Though the correlation analysis illustrated that pay, promotion, nature of work and communication can contributes to the basic employees’ affective, continuance and normative commitment, but with the presence of the control variables the result appeared differently. On the presence of control variables, pay, promotion, supervision and communication can contributes to the employees’ affective commitment; pay and promotion can contributes to the employees’ continuance commitment and only pay can contributes to the employees’ normative commitment. 

THE IMPACT OF JOB SATISFACTION AND EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL COMMITMNET OF UNIVERSITY TEACHERS OF PAKISTAN

2018 ◽  
Vol 1 (1) ◽  
pp. 4-11
Author(s):  
Syed Waqar Hussain Bukhari
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Organizational Behavior ◽  
Affective Commitment ◽  
Faculty Members ◽  
Normative Commitment ◽  
Organizational Policies ◽  
The Impact ◽  
The Relationship

This research study was conducted to observe the association among the faculty members of the universities of Islamabad and Rawalpindi, their emotional intelligence, job satisfaction and organizational commitment. In the educational settings, the role of emotional intelligence is the most discussed and researched extensively in the realm of organizational behavior. Researchers have also argued the importance of emotional intelligence in academics. Moreover, little empirical research has been carried out to test the relationship among emotional intelligence, job satisfaction and organizational commitment, specifically the teachers of the universities of Pakistan. This study aimed not merely to ascertain empirical evidence to observe the relationship among EI, JS and OC in academics context, but also to recognize its theoretical and useful implications in the context of universities of Pakistan. The results of this study revealed that the correlation exists among job satisfaction, emotional intelligence and the components of organizational commitment: affective commitment, normative commitment and continuous commitment. Hierarchical regression analysis was applied to test the hypothesis, results indicated that job satisfaction positively predicts affective commitment, normative commitment and continuous commitment but emotional intelligence does not predicts affective commitment, normative commitment and continuous commitment. This study concluded that academic managers should make their teachers well satisfied and faithful to their organizations by defining their roles, clear organizational policies and procedures, finest provision of intrinsic and extrinsic incentives and creating sense of empowerment to their faculty members.

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

2016 ◽  
Vol 13 (3) ◽  
pp. 267-273 ◽  
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

scholarly journals Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

2021 ◽  
Vol 13 (8) ◽  
pp. 4176
Author(s):  
Seckyoung Loretta Kim
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Social Exchange ◽  
Positive Relationship ◽  
Affective Organizational Commitment ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
High Level ◽  
The Relationship

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

scholarly journals Employees Perception of Training and Its Relationship with Organizational Commitment among the Employees Working at Saudi Industrial Development Fund

2017 ◽  
Vol 8 (2) ◽  
pp. 25 ◽  
Author(s):  
Mohammed S. Alamri ◽  
Thamir I. Al-Duhaim
Keyword(s):  
Organizational Commitment ◽  
Industrial Development ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Simple Random Sample ◽  
Normative Commitment ◽  
Development Fund ◽  
Perceived Supervisor Support ◽  
Perceived Availability

The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are:• There is a positive relationship between five training-related variables and affective commitment.• There is a positive relationship between two training-related variables (the perceived availability of training and perceived supervisor support for training) and two commitment-related variables (continuance and normative commitment).• There is a negative relationship between perceived co-worker support for training and two commitment-related variables (continuance and normative commitment).• There is no relationship between two training-related variables (the perceived benefits of training and motivation to learn) and two commitment-related variables (continuance and normative commitment).

Career Plateau and Turnover Intention in Chinese Employees: Career Anchor as Moderator

2015 ◽  
Vol 43 (5) ◽  
pp. 757-766 ◽  
Author(s):  
Yueran Wen ◽  
Liu Liu
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Management Practices ◽  
Career Anchor ◽  
Career Plateau ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

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

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.

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

scholarly journals Factors Swaying Inspiration of Employees Performance in the Insurance Companies of Bangladesh: A Comparative Analysis Between Demographic Forces and Components of Organizational Commitment

2021 ◽  
Vol 9 (3) ◽  
pp. 293-301
Author(s):  
Serena Aktar
Keyword(s):  
Organizational Commitment ◽  
Survey Design ◽  
Demographic Factors ◽  
Sampling Technique ◽  
Insurance Companies ◽  
Primary Data ◽  
Continuance Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

The purpose of this study is to identify and examine the most inspirational factor of employees’ performance in the perception of employees in the insurance companies of Bangladesh. This empirical study has been conducted through an explanatory survey design. A survey with a structured questionnaire has been conducted for collecting primary data. A convenient random sampling technique was used to collect primary data for examining the relationship between the dependent and independent variables. It means the relationship between the three components of organizational commitment and inspiration of employees’ performance; demographic factors and inspiration of employees’ performance in the insurance companies of Bangladesh. A total number of 400 structured questionnaires were distributed and received back with properly filled 378 questionnaires that were statistically used for analysis. The statistical software SPSS (IBM 26) has been used for input and processing raw data into hypothetical final results. Descriptive statistics, binary correlation, multiple regression analysis, and lastly One-Way-ANOVA have been used step by step to test the hypothetical research results. The results of this study indicated that a strong positive relationship exists between the educational ability & experience of respondents from demographic factors and inspiration of employees’ performance; continuance commitment of the respondents from components of organizational commitment and inspiration of employees’ performance in insurance companies of Bangladesh. It is suggested in this research that the organization should pay attention to continuance committed employees having a high level of education and experience.

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