Article history: Received: October 15, 2019 Received in revised format: November 26 2019 Accepted: January 27, 2020 Available online: January 27, 2020 The research explores the direct and indirect effects of reward, personality and job satisfaction on teacher’s organizational commitment in Public Vocational High Schools in Bogor City, West Java, Indonesia. Data for this study was collected quantitatively through a survey, involving a proportionate randomly selected sample of 154 teachers, by using a questionnaire. Path analysis supported by descriptive statistics was employed to analyze the data. The results confirm that reward, personality and job satisfaction had significant direct effects on organizational commitment; reward and personality had significant direct effect on job satisfaction; reward and personality had significant indirect effects on organizational commitment by mediating job satisfaction. Therefore, a fit research model found about the effect of reward and personality on organizational commitment by mediating job satisfaction with research settings on vocational high school in Indonesia. This model cannot only be used as a reference by researchers and practitioners in developing models of organizational commitment that are in accordance with their respective conditions, but can also be further developed and expanded into studies and projects to develop organizational commitment which is more complex and comprehensive by adding variables and other relevant dimensions. © 2020 by the authors; licensee Growing Science, Canada

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The study of relationship between personality traits and job satisfaction in Iran Khodro Company experts in Iran

Vitality of job satisfaction in mediation: the effect of reward and personality on organizational commitment

Purpose: This study aims to verify the relationship between organisational culture consent and job satisfaction among creative talents using data from China and to provide professionals with insights into the factors to be considered for shaping culture functions, improving job satisfaction and retaining creative talents of innovative organisations. Design/methodology/approach: Related theories of enterprise management are studied to form a logical theoretical system and explain the effect of organisational culture consent on job satisfaction for creative talents. Organisational culture consent is quantified and subsequently examined with job satisfaction based on the data from 2512 respondents who were a part of a survey conducted across 28 companies. The relationship is measured through correlation and regression analyses. Findings/results: The respondents were found to have a moderate level of job satisfaction. Clan organisation culture was dominant in both the present and preferred cultures for innovative and non-innovative companies; however, organisational culture consent was significantly related to job satisfaction only for creative talents and not for general workers. Practical implications: A clear and dynamic organisational culture needs to be created to boost creative employees’ flexible aspirations. Diversity of employees should be taken into account to better formulate a reasonable compensation, promotion and motivation mechanism. Originality/value: This study addresses the research gap in the field of job satisfaction in China by providing a method to quantify organisational culture consent based on data collected by the Organisational Culture Assessment Instrument and to analyse its relationship with job satisfaction among creative talents.

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The study of relationship between personality traits and job satisfaction in Iran Khodro Company experts in Iran

Citations

Vitality of job satisfaction in mediation: the effect of reward and personality on organizational commitment

Impact of creative talents’ organisational culture consent on job satisfaction

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