The impact of identification and commitment on job satisfaction

Abstract

PurposeThe purpose of this paper is to examine the relationship between employees’ perceptions of organizational identification, job satisfaction and organizational commitment. The study also investigates the influence of organizational commitment and organizational identification on job satisfaction.Design/methodology/approachThe theoretical framework of the positive relationships between job satisfaction and identification, commitment and job satisfaction, and commitment and identification was explored. A total of 578 bank employees engaged in this study. This research used a survey design and was conducted in Ankara in Turkey. Participants completed organizational identification, job satisfaction and commitment scales. Step wise regression analysis was used to assess the strength of the research hypotheses.FindingsAll of the measurement instruments had acceptable reliabilities. The correlations observed were generally consistent with the expectations of the researcher. The results of the study indicate that organizational commitment and organizational identification are inversely related to job satisfaction. Furthermore, the study found that the effect of commitment on job satisfaction was stronger than the effect of identification on job satisfaction.Research limitations/implicationsThe study's cross‐sectional design limited the researcher's capacity to draw conclusions about the casual direction of the observed relationship. One other limitation is that it covered only one city in Turkey with 578 employees. Whether the present study's findings generalize to other populations in different organizational settings or cultures is unknown.Originality/valueThe paper makes a useful contribution to the current knowledge base by examining the effects of identification and commitment on job satisfaction of bank employees in a developing country.