The Relationship of Employee Engagement and Job Satisfaction to Organizational Commitment

Abstract

The startup companies have a limited knowledge of how employee engagement, job satisfaction and organizational commitment are related to each other. The purpose of this quantitative study was to examine if a relationship exists between employee engagement, job satisfaction and organizational commitment within the startup sector. The study considered the Job Demands-Resources (JD-R) model proposed by Demerouti and Bakker (2006) which was published in The Journal of Managerial Psychology. The sample consisted of the 72 participants from the various startups located in the Silicon Valley. The participants were recruited through the researcher’s personal network on LinkedIn. The results of this study showed that there is a significant relationship between employee engagement, employee job satisfaction, and organizational commitment since all the p-values for alpha were less than 0.05. Additionally, the findings indicated that age is not a moderating variable on the relationship between employee engagement, employee job satisfaction and organizational commitment. The implications for positive social change include strategies that are focused on increased employee engagement and job satisfaction, which in turn affects organizational commitment that results in increased profitability.