Essay Example on Job satisfaction and organizational Commitment

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Job satisfaction and organizational commitment are the two 2 of the well researched management concepts in the field of organizational behavior Several studies on job satisfaction and organizational commitment pointed out that these constructs can impact the organization both positively and negatively For instance Fu and Deshpande 2014 investigated how caring climate job satisfaction organizational commitment and job performance are interrelated Using structural equation modelling the results showed that caring climate has a significant but indirect effect on organizational commitment and this relationship is mediated by job satisfaction Moreover job satisfaction and organizational commitment mediate the relationship of caring climate and job performance 



Furthermore it was also found that job satisfaction is positively related to organizational commitment and significantly but indirectly related to job performance Additionally the results also revealed that organizational commitment and job performance are significantly and directly related Mafini and Dlodlo 2014 scrutinized the interrelationships of extrinsic motivation job satisfaction and life satisfaction The findings showed that significant relationships exist between job satisfaction and four extrinsic motivation factors remuneration quality of work life supervision and teamwork Furthermore the relationship with promotion was insignificant but a statistically significant relationship was established with life satisfaction Millan et al 2013 explored the determinants of job satisfaction The authors identified two 2 types of job satisfaction job satisfaction in relation to type of work and job satisfaction in terms of job security The results showed that self employed individuals are considered more satisfied in terms of work type and have less satisfaction in job security as compared to paid employees Sarwar and Abugre 2013 investigated the link between rewards and employees job satisfaction The results revealed that rewards impact positive job satisfaction and employee job satisfaction increases loyalty to the organization On the contrary pay and amount of work reflected high level of employee dissatisfaction Masvaure et al 2014 explored how work engagement intrinsic motivation and job satisfaction are related Thee findings showed that job satisfaction is positively related to work engagement and intrinsic motivation


Moreover work engagement is also positively related to intrinsic motivation The results also revealed that age and marital status impact job satisfaction intrinsic motivation and work engagement And as the levels of intrinsic motivation and work engagement increases job satisfaction also increases Tabatabaei et al 2013 investigated the relationship of job satisfaction and demographic factors The findings revealed that there is a correlation between job satisfaction and respondents sex age and education Moreover it was also found out that significant differences in job satisfaction when grouped based on sex marital status employment status and salaries Kavanaugh et al 2006 examined the relationship of job satisfaction and demographic profiles of healthcare professionals The findings showed that years in profession professional experience is associated with job satisfaction Peng et al 2016 investigated the mediating effects of organizational commitment and job satisfaction in the core self evaluations and job burnout relationship The findings showed that the identified variables are highly correlated and organizational commitment and job satisfaction significantly mediates the relationship of core self evaluations and job burnout Suma and Lesha 2013 investigated employee job satisfaction and its relations on job dimensions and perceived organizational commitment The results revealed that employee job satisfaction positively impacts organizational commitment Top et al 2013 examined the relationships of organizational commitment organizational trust job satisfaction and transformational leadership

The results showed that significant relationships exist among job satisfaction transformational leadership and organizational trust Moreover it was also found out that organizational trust and job satisfactions predicts organizational commitment Srivastava 2013 investigated a moderation model where trust and locus of control were considered the moderating factors in the job satisfaction and organizational commitment link The results indicated that there is a significant and positive link between job satisfaction and organizational commitment Moreover the findings showed that trust and locus of control significantly moderates the identified relationship Nifadkar and Dongre 2014 examined how job satisfaction and demographic factors impact organizational commitment The findings revealed that there is a positive relationship between job satisfaction and organizational commitment Furthermore it was also found out that there is a direct link between age and organizational commitment On the other hand respondents education was found to be negatively related with organizational commitment Dogar 2014 explored the relationship between organizational commitment and demographic factors in banking industry The results revealed that affective and continuance commitment domains are positively related with age and job experience Moreover organizational commitment is positively related with years of service Affum Osei et al 2015 also examined the relationship of organizational commitment and identified demographic variables The findings showed that majority of the respondents were moderately and highly committed Moreover male participants were highly committed than of females It was also noted that sex age educational attainment work experience and marital status showed significant relationship with organizational commitment Iqbal 2010 assessed the relationship between the demographic variables and organizational commitment


The findings showed that length of service is significantly related to organizational commitment while education level is negatively related with organizational commitment Moreover no significant correlation was identified in organizational commitment and age relationship It was also identified that supervisors are more commitment that the workers Azeem 2010 investigated the relationship of demographic variables job satisfaction and organizational commitment The findings revealed that job satisfaction and organizational commitment of the respondents were at moderate level Moreover positive relationships also exist among the identified variables job satisfaction demographic factors and organizational commitment It was also indicated that the predictors of organizational commitment include supervision pay overall job satisfaction age and job tenure


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