Workers’ Job Satisfaction and Organizational Commitment : Mediator Variable Relationships of Organizational Commitment Factors

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Tanrıverdi H.

The Journal of American Academy of Business, Cambridge, vol.14, pp.152-163, 2008 (Peer-Reviewed Journal)

Abstract

The objectives of this study are to: 1) examine the relationships between workers’ job satisfaction and the affective and continuance commitment dimensions of organizational commitment; 2) to decide whether a mediator variable exists between job satisfaction and organizational commitment factors; 3) and to understand the influence of demographic factors such as the workers’ age, educational background, job position in the organization, and gender on job satisfaction and organizational commitment.  To examine the relationships between job satisfaction and organizational commitment, this research surveyed 595 people working at small, medium, and large organizations operating in the Marmara region in Turkey. Data collected are analyzed using SPSS 15.0 and are evaluated by being subjected to factor analysis, reliability analysis (Cronbach’s alpha), regression, and correlation analysis.  The more a worker takes pleasure in his/her work, the more satisfaction he/she will get from his/her work. On the other hand, dissatisfaction indicates that the worker is not content with the organization’s reward policies and level of organizational development. The main difference between the concepts of job satisfaction and organizational commitment can be summarized as: “I love my job” and “I love the organization I work for.” While job satisfaction relates to the worker’s attitudes toward his/her job, organizational commitment relates to the worker’s attitudes toward the organization for which he/she works.  Despite job satisfaction, it is thought that organizational commitment occurs slowly, and is not affected by the daily flow of the job; whereas job satisfaction is more easily influenced by workflow.