Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.
TLDR
The study revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model, which partially mediates the effect of job satisfaction on organizational commitment.Abstract:
We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.read more
Citations
More filters
Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.
Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)
Journal ArticleDOI
Person-Job Fit and Innovation Behavior: Roles of Job Involvement and Career Commitment.
Wenyuan Huang,Chuqin Yuan,Min Li +2 more
TL;DR: The results reveal that person-job fit influences innovation behavior by enhancing job involvement and career commitment strengthens the positive influence of person–job fit on both job involvementand innovation behavior.
Journal ArticleDOI
The Influence of Job and Individual Resources on Work Engagement Among Chinese Police Officers: A Moderated Mediation Model.
TL;DR: Job satisfaction mediated a positive relationship between organizational support and work engagement, and the perceived organizational support-job satisfaction and the job satisfaction-work engagement relationships were positively moderated by regulatory emotional self-efficacy, such that these relationships were stronger at higher levels of regulatory emotional Selfefficacy.
Peran Organizational Justice terhadap Komitmen Organisasional: Analisis Mediasi Kepuasan Kerja Dosen Perguruan Tinggi Swasta
Teguh Yuwono,Dewiana Novitasari,Dhaniel Hutagalung,Ipang Sasono,Nelson Silitonga,Masduki Asbari +5 more
TL;DR: In this paper, the authors measured the effect of organizational justice and transformational leadership on organizational commitment of lecturers of a privat higher education institution in Tangerang which are mediated by intrinsic and extrinsic job satisfaction.
Journal ArticleDOI
Impact of employee empowerment on organizational commitment through job satisfaction in four and five stars hotel industry
Nasser Saad AlKahtani,Shahid Iqbal,Mariam Sohail,Faisal Sheraz,Sarwat Jahan,Bilal Anwar,Syed Arslan Haider +6 more
TL;DR: In this article, the authors present a revised version of their article, published on September 20, 2020 Received in revised format: October 1, 2019. But the format was changed.
References
More filters
Book
A Theory of Human Motivation
Abstract: 1. The integrated wholeness of the organism must be one of the foundation stones of motivation theory. 2. The hunger drive (or any other physiological drive) was rejected as a centering point or model for a definitive theory of motivation. Any drive that is somatically based and localizable was shown to be atypical rather than typical in human motivation. 3. Such a theory should stress and center itself upon ultimate or basic goals rather than partial or superficial ones, upon ends rather than means to these ends. Such a stress would imply a more central place for unconscious than for conscious motivations. 4. There are usually available various cultural paths to the same goal. Therefore conscious, specific, local-cultural desires are not as fundamental in motivation theory as the more basic, unconscious goals. 5. Any motivated behavior, either preparatory or consummatory, must be understood to be a channel through which many basic needs may be simultaneously expressed or satisfied. Typically an act has more than one motivation. 6. Practically all organismic states are to be understood as motivated and as motivating. 7. Human needs arrange themselves in hierarchies of prepotency. That is to say, the appearance of one need usually rests on the prior satisfaction of another, more pre-potent need. Man is a perpetually wanting animal. Also no need or drive can be treated as if it were isolated or discrete; every drive is related to the state of satisfaction or dissatisfaction of other drives. 8. Lists of drives will get us nowhere for various theoretical and practical reasons. Furthermore any classification of motivations
Book
Work and motivation
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Journal ArticleDOI
The Measurement of Organizational Commitment.
TL;DR: The Organizational Commitment Questionnaire (OCQ) as discussed by the authors ) is a measure of employee commitment to work organizations, developed by Porter and his colleagues, which is based on a series of studies among 2563 employees in nine divergent organizations.
Related Papers (5)
The Measurement of Organizational Commitment.
Finding Workable Levers Over Work Motivation Comparing Job Satisfaction, Job Involvement, and Organizational Commitment
A three-component conceptualization of organizational commitment
John P. Meyer,Natalie J. Allen +1 more