Abstract
The paper aims to examine the effect of job satisfaction on the levels of job performance and occupational commitment among academicians in the universities. A structured questionnaire was used as an instrument for data collection, with academic staff in the Kahramanmaras Sutcu Imam University as respondents. The results of regression analysis indicated that job satisfaction has a positive impact on job performance and occupational commitment. Job satisfaction explains the 36.7 percent of job performance, and 48.0 percent of occupational commitment of academic staff. Additionally, occupational commitment has also a positive impact on job performance of academicians and explains 28.7 percent of their job performance. Academic administrators can provide a suitable organizational climate to increase the satisfaction level and thus, occupational commitment and job performance of the academic staff will increase. The results and recommendations in the paper will be of interest to all academic administrators and staff, not only for the Kahramanmaras Sutcu Imam University but also for the academic administrators in all universities.
Highlights
Job satisfaction is an important research subject, for behavioral scientists, and for managers and organizations, for more than half a century
There are several studies examining relationship between job satisfaction and organizational commitment, or job satisfaction and job performance, this study investigates the impact of job satisfaction on both occupational commitment and job performance of academic staff
The major question addressed in this study is: What was the relative impact of job satisfaction, upon the occupational commitment and job performance of academic staff? This paper aims to investigate;
Summary
Job satisfaction is an important research subject, for behavioral scientists, and for managers and organizations, for more than half a century. Job satisfaction is still important for organizations because employees, who are satisfied with their job, may display high effort in their jobs. Broome and his colleagues (2009) explained this interest in job satisfaction with its links to job-related behaviors, including performance (Christen, Iyer & Soberman, 2006; Iaffaldano & Muchinsky, 1985; Ostroff, 1992;Petty, McGee & Cavender,1984; Riketta, 2008; Schleicher, Watt & Greguras, 2004) and employee turnover and turnover intentions (Smith, 1992). The most widely used definitions found in the literature are as follows:
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