Describe the relationship between organizational commitment and job satisfaction

Qualitative step - I The qualitative analysis served to contextualize and aid comprehension of the results found, through interviews, a focus group, observations and questionnaires.

organizational commitment and job performance pdf

Thus, it is expected that the more realistic the initial expectations, the greater the possibility of fulfillment and the greater the impact on organizational commitment. Zahedi, Relationship between personal characteristics with factors of teachers' job satisfaction, Psychological Research Studies.

This article has been cited by other articles in PMC. An explanation by Meyer and Allen for this fact is that personal characteristics could be considered distal antecedents of commitment; i. The third subsample, with 4, cases, was used to test structural models, and the last subsample, with 2, cases, served for cross-validation of these models.

This model is set forth in Figure 2. Building on his work, Maslow published his Hierarchy of Needs theory, which remains to this day the most cited and well known of all work motivation theories according to Denhardt et al.

The focus group makes explicit use of group interaction, with respect to a theme, in a limited time period.

impact of job satisfaction on organizational commitment

As the figure shows, it includes individual needs, values and motive, as well as personality. This is the reason why lately they have been several attempts to create an integrated theory of work motivation, which would encompass all the relevant elements of different basic theories and explain most processes taking place within the domain of work motivation, the process of motivation, as well as employee expectations Donovan, ; Mitchell and Daniels, ; Locke and Latham, Keywords: work, job, satisfaction, involvement, employee, commitment, organizational, behavior 1.

Fathi, Parenting styles and social adaptability of children, Religious Studies Journal. Kahe, T. Wallace, D. It was subdivided into two parts: the period before quantitative data collection, in which six in-depth interviews were carried out to understand the context prior to preparation of the questionnaire; and the period afterwards, in which the focus group technique was adopted to facilitate understanding of the results. Thus: H1: The three dimensions of job characteristics tension at work, variety of tasks, and scope of work predict organizational commitment, with tension at work having a negative coefficient and the others positive coefficients. H6: The impact of antecedents on commitment is reduced when satisfaction is included, indicating the latter assumes a mediating role in the relationship between commitment and its antecedents. Homan, S.

Thus, organizational culture serves as a background for interpreting quantitative results. Thus, this study also aims to understand the potential impacts of this context on the relationships established among the investigated variables.

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Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?