Abstract
Text (12pt Font, Font Style: Callibri) this study investigates the relationship between job satisfaction and organizational commitment among the lecturers in Higher Educational Institutions (HEI) in Hei Long Jiang Province, China. From 2529 HEI in China, 83 of them are located in Heilongjiang province. Through simple random sampling, four HEI with total of 221 lecturers in Heilongjiang province took part in this study. This study revealed that the level of job satisfaction and organizational commitment of the lecturers were bordering on the low side. Results also show statistically significant differences between the mean scores of job satisfaction and organizational commitment in terms of gender, marital status, age, highest qualification, job position and years of teaching. Significant correlation was found between some dimensions of job satisfaction and organizational commitment. Implications on the management and recommendation of the studies were discussed thoroughly.
Highlights
With the continuous development of China’s educational reform, the Higher Educational Institution (HEI) assessment standards and personnel system are constantly changing
There is no past studies comparing marital status of lecturers on job satisfaction in China, but studies conducted by Popoola & Oluwole (2007) in Nigeria & Kemunto, Adhiambo & Joseph (2018) in Kenya confirmed that married employees were much happier in their jobs than those who were single
This study demonstrates the relationship between job satisfaction and organizational commitment from an empirical point of view and provides an empirical basis for future academic research
Summary
With the continuous development of China’s educational reform, the Higher Educational Institution (HEI) assessment standards and personnel system are constantly changing. With high level of job stress, lecturers suffered from physical and psychological illnesses such as high blood pressure and anxiety in the workplace. These would have impacts on their work performance such as decreased productivity or careless work, inactive at workplace, lower organizational citizenship behavior, lack of care on the students, frequent absenteeism, and lead to turnover or leaving the teaching profession (Sun, Wu & Wang, 2011). Study conducted by Skaalvik & Skaalvik (2011) found significant negative correlation between job satisfaction and motivation to leave among teachers
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