scholarly journals Job satisfaction and organizational commitment: experiences of family-owned hotels in Ho, Ghana

2021 ◽  
Vol 3 (1) ◽  
pp. 1-19
Author(s):  
Esther T. Appaw-Agbola ◽  
Christopher Mensah ◽  
Mawufemor A.Kugbonu
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Positive Association ◽  
Demographic Variables ◽  
Age Group ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Continuance Commitment ◽  
Intrinsic Satisfaction

The study investigates the interplay between demographic variables, job satisfaction and organisational commitment among workers in family-owned hotels in Ho, Ghana. A convenience sample of 280 employees selected from 45 facilities participated in the study by completing self-administered questionnaires. Descriptive statistics and PLS-SEM were used to analyse the data. Path results showed a positive and significant association between extrinsic job satisfaction and affective and continuance commitment. There was a significantly positive association between intrinsic satisfaction and affective and normative commitment. Furthermore, employees within the age group of 30-40 years exhibited higher levels of intrinsic satisfaction and affective commitment compared to those in the 45-50-year age group. The findings of the study provide important implications for family-owned hotels. Managers and proprietors of family-owned hotels must embark on strategies that will help to improve extrinsic and intrinsic satisfaction as well as affective and normative commitment.

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

scholarly journals Employee Commitment to Organizational Change with the Role of Job Satisfaction and Transformational Leadership

2020 ◽  
Vol 2 ◽  
pp. 1-17
Author(s):  
Nguyen Thi Bich Thuy ◽  
Phan Dang Ngoc Yen Van
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Affective Commitment ◽  
Theory And Practice ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Survey Sample ◽  
Transformation Leadership

This study aimed to analyze the role of job satisfaction and transformation leadership for employees’ commitment to organizational change. Based on a survey sample of 381 employees in post-merger enterprises in retail and pharmaceutical sector and a linear regression model. The results revealed that Transformational leadership was associated positively and significantly with Affective Commitment (β = .42, p < .000), Normative Commitment (β = .32, p < .000), and Continuance Commitment (β = .27, p < .000); Job satisfaction was associated positively and significantly with Affective Commitment (β = .24, p < .000) and Normative Commitment (β = .30, p < .000) among employees’ to organizational change. The results of this study provide a foundation of theory and practice for organizational changes that can efficiently exploit the human resource for the development in the next period.

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.

HUBUNGAN KOMITMEN ORGANISASI DAN KEPUASAN KERJA ANTARA KARYAWAN TETAP DAN TIDAK TETAP PADA PT PRIMAYUDHA MANDIRIJAYA

2019 ◽  
Vol 4 (2) ◽  
Author(s):  
Laili Mariana
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Temporary Worker ◽  
Purposive Sampling

Penelitian ini menggunakan metode kuantitatif dengan tujuan untuk mendeskripsikan perbedaan dan hubungan dari commitment dan the work statisfaction antara regular employee dan temporary worker. Penentuan sampel dengan menggunakan purposive sampling. Data diambil dengan menggunakan kuisioner. Objek dari penelitian ini adalah PT Primayudha Mandirijaya dengan jumlah responden sebanyak 84 orang. Berdasarkan analisis data yang dihasilkan, ditemukan bahwa semua variabel memiliki t hitung lebih besar dari t tabel, jadi dapat disimpulkan bahwa terdapat perbedaan. Terdapat perbedaan pada affective commitment, continuance commitment, normative commitment, dan the work statisfaction pada regular employee dan temporary worker. Tidak ditemukan korelasi signifikan antara affective commitment dan the work statisfaction antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.082, dan Tidak ditemukan korelasi signifikan antara continuan commitment dan the work statisfaction antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.110. Namun ditemukan korelasi signifikan antara normative commitment dengan the work statisfaction work antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.002.Kata Kunci : Commitment, Job Satisfaction, regular employee, temporary worker.

scholarly journals Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

2018 ◽  
Author(s):  
Indriyani Tahir ◽  
Herman Sjahruddin ◽  
Heslina
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Random Sampling ◽  
Affective Commitment ◽  
Stratified Random Sampling ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Employee Job Satisfaction ◽  
Water Company ◽  
Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

scholarly journals Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

2017 ◽  
Author(s):  
Indriyani Tahir ◽  
Herman Sjahruddin ◽  
Hj. Heslina
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Random Sampling ◽  
Affective Commitment ◽  
Stratified Random Sampling ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Employee Job Satisfaction ◽  
Water Company ◽  
Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

scholarly journals The Relationship Between Leadership Styles And Employee Commitment At A Parastatal Company In South Africa

2013 ◽  
Vol 12 (11) ◽  
pp. 1411 ◽  
Author(s):  
Ajay K. Garg ◽  
D. Ramjee
Keyword(s):  
South Africa ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Work Related ◽  
The Relationship

The influence of leadership style on employee commitment for the organisation has not been adequately addressed in the Parastatal companies in South Africa. A need therefore exists for greater understanding of the relationship between the leadership style and work-related attitudes (such as employee commitment) in order to develop a leadership style that will encourage organisational commitment. This study examined the relationship between leadership style, and employee commitment. Managers and their subordinates participated in the study. 348 questionnaires were distributed, 58 to managers and 290 to their subordinates. Final data for analysis included responses from 197 participants (34 managers, and 163 subordinates). 163 respondents rated their managers leadership behaviour on Bass and Avolios (1997) multi-factor leadership questionnaire (MLQ) and Meyer and Allens (1997) organisational commitment questionnaire (OCQ). A series of statistical procedures were followed to analyse the data. Hypotheses were tested on two levels. First, correlations among managers and subordinates with regard to the MLQ, and then the MLQ versus the OCQ. Results revealed a weak positive yet significant relationship between transformational leadership and affective commitment, normative commitment and continuance commitment. Transactional leadership had a weak but significant positive correlation with normative commitment, and Laissez-faire results indicated a weak negative yet significant correlation to affective commitment and normative commitment. Overall findings from this study suggest that leadership styles do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. This study contributes to the bank of findings relating to the development of leadership and organisational commitment, not only in South Africa, but within the Parastatal organisations in particular.

Job satisfaction and organizational commitment

2016 ◽  
Vol 39 (12) ◽  
pp. 1663-1694 ◽  
Author(s):  
Naser Valaei ◽  
Sajad Rezaei
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Information And Communications Technology ◽  
Fringe Benefits ◽  
Communications Technology ◽  
Years Of Experience ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type

Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

scholarly journals THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE

2019 ◽  
Vol 7 (6) ◽  
pp. 332-339 ◽  
Author(s):  
Mohammed A. Karem ◽  
Yazen N. Mahmood ◽  
Alaa S. Jameel ◽  
Abd Rahman Ahmad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Quantitative Method ◽  
Affective Commitment ◽  
Critical Role ◽  
The Body ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
The Impact

The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

scholarly journals From Job Satisfaction to Organizational Commitment: The Mediating Influence of Perceived Treatment of Diversity among Nigeria’s Public Healthcare Employees

2019 ◽  
Vol 7 (12) ◽  
pp. 2031-2035 ◽  
Author(s):  
Anthonia Adenike Adeniji ◽  
Adewale Omotayo Osibanjo ◽  
Tunde Charles Iruonagbe ◽  
Tomike Olawande ◽  
Ayodotun Stephen Ibidunni ◽  
...  
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Statistical Analysis ◽  
Affective Commitment ◽  
Health Sector ◽  
Workforce Diversity ◽  
Public Healthcare ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
The Relationship

BACKGROUND: In the Nigerian, like most developing economies’, health sector, employees’ perceptions about treatments of diversity are crucial not only to their satisfaction with the job but equally to their commitment to the organisation. The importance of this view of the public health sector, is that it could induce political behaviours, result in conflict situations and hence promote tensed work environments, if not properly managed. Despite these facts, there is again, a dearth of existing literature that shows an element of empirical analysis to demonstrate the moderating influence of workforce diversity on job satisfaction and organisational commitment of public healthcare employees in Nigeria.AIM: This study is focused on investigating the mediating effect of employees’ perceived treatments of diversity in the workplace on the relationship between job satisfaction and their commitment to the organisation.METHODS: The survey method was used to collect data. One hundred thirty-three public health workers from the Lagos State Health Ministry in Nigeria were involved in this research. The research used questionnaires as the main tools to perform this research. The statistics on the reliability of the tools used in this study were 0.747. The statistical analysis was carried out using SPSS (version 22) and AMOS (version 23) software for this study.RESULTS: The results from the statistical analysis indicate that job satisfaction significantly relates with all dimensions of workforce diversity in the following ways: education (r = 0.19), gender (r = 0.48), religion (r = -0.20), ethnicity (r = 0.42) and position (r = 0.15). The mediating effects of workforce diversity on the relationship between job satisfaction and employee commitment is also evident from the statistical analysis, especially with respect to education (affective commitment = 0.16, normative commitment = 0.18, continuance commitment = 0.18); gender (affective commitment = 0.32, normative commitment = 0.42); and religion (continuance commitment = 0.14).CONCLUSION: This study concluded that not only is job satisfaction significant to ensuring the commitment of healthcare workers to their organisation, but more critical is the role of workforce diversity as viable leverage for transiting the interest of employees from the level of job satisfaction to organisational commitment.

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