An investigation on relationship between employees’ job satisfaction and organizational commitment

Hamzeh Samadi Miarkolaei,Hossein Samadi Miarkolaei

doi:10.5267/j.msl.2014.2.026

Abstract

Article history: Received July 28, 2013 Received in revised format 20 November 2013 Accepted 14 January 2014 Available online February 22 2014 Job satisfaction is normally referred to cognitive, affective and evaluative reactions or attitude and state, which is a pleasurable or positive emotional state resulting from the appraisal of one’s job or experience. Organizational commitment has been defined as the extent where an individual accepts, internalizes, and views his/her role based on organizational values and objectives. The purpose of present research is to investigate the relationship between employees’ job satisfaction and organizational commitment of Red Crescent Society’s Textile Industries of Islamic Republic of Iran. (N=180 and n=106). Minnesota Satisfaction Questionnaire (MSQ) and Allen and Meyer’s Organizational Commitment Questionnaires are used for collecting data. There were significant relationships between employees’ job satisfaction, organizational commitment, and their dimensions as descripted in results and conclusion. © 2014 Growing Science Ltd. All rights reserved.

Highlights

Nowadays, employees’ commitment towards their work and organization is one of the of managers’ primary concerns
The results of the analysis indicated that organizational commitment was function of independent variables
The results of the analysis indicated that continuance commitment was function of intrinsic, extrinsic, and general job satisfaction

Summary

Introduction

Employees’ commitment towards their work and organization is one of the of managers’ primary concerns. Organizations annually spend significant amount of investment on their human resources to reduce unnecessary expenses, to increase products’ qualities and customers’ satisfaction and to achieve the highest level of performance and productivity. Despite the fact that many organizations strive to have more committed and empowered employees, none of them has the ability to succeed in today’s quite complex and competitive environment. In addition to have satisfied, creative, innovative and powerful employees, committed human capital are the most important asset of an organization. In today’s competitive world, human resource management plays a very crucial role in developing organizations and its sustainability. The intense competition among the competitors and swift escalation of economy entirely changed the rhythm of the employees’ performance, physical and mental development at the workplace. To figure out the current environment of various organizations, it is inevitable to respond to critical question regarding how workers’ behaviors and attitudes influence psychological, individual and organizational factors (Allen & Meyer, 1997)

Objectives

Methods

Results

Conclusion