Distinguish Between the Concepts of Job Satisfaction and Organizational Commitment and Examine the Casual Relationship Between Them.
Distinguish between the concepts of job satisfaction and organizational commitment and examine the casual relationship between them.
Employee commitment gains a highly growing interest from researches. It is considered that employee commitment has an influence on organization effectiveness. It has opportunity to forecast a diversity of organizational outcomes such as decreased turnover and absence from work, increased job performance and organizational citizenship behavior. It was shown in several studies that job satisfaction is one of the antecedents of employee commitment. The following discussion is about distinguish and relationship between job satisfaction and organizational commitment.
Organizational commitment is considered as an important definition of company effectiveness and job satisfaction is a part of it. The organizational commitment mostly focuses on organizational behavior and psychology. At a main level, most of the researchers claim that definition for organization commitment is: psychological status that characterizes the relationship between employee and organization and that has significance for their decision to stay with the company. (Sumi, 2011) There are three components of organizational commitment: Affective commitment, which is showing a strong emotional attachment to the company and worker continue employment because he want to do that. As a fact, it becomes almost a nature for employee to be emotionally attached to the company and enjoy continuing membership in the company. It was identified several factors, such as job performance, job characteristics, involving in a goal setting and decision-making process, which forms an affective commitment in workers.( Sumi,2011) Continuance commitment which is showing employee attachment to organization by costs, which is related to his lost in case of leaving an organization. Employee continues to work because he needs it. (Meyer and Allen,1990) Employee could be involved to close working
Employee commitment gains a highly growing interest from researches. It is considered that employee commitment has an influence on organization effectiveness. It has opportunity to forecast a diversity of organizational outcomes such as decreased turnover and absence from work, increased job performance and organizational citizenship behavior. It was shown in several studies that job satisfaction is one of the antecedents of employee commitment. The following discussion is about distinguish and relationship between job satisfaction and organizational commitment.
Organizational commitment is considered as an important definition of company effectiveness and job satisfaction is a part of it. The organizational commitment mostly focuses on organizational behavior and psychology. At a main level, most of the researchers claim that definition for organization commitment is: psychological status that characterizes the relationship between employee and organization and that has significance for their decision to stay with the company. (Sumi, 2011) There are three components of organizational commitment: Affective commitment, which is showing a strong emotional attachment to the company and worker continue employment because he want to do that. As a fact, it becomes almost a nature for employee to be emotionally attached to the company and enjoy continuing membership in the company. It was identified several factors, such as job performance, job characteristics, involving in a goal setting and decision-making process, which forms an affective commitment in workers.( Sumi,2011) Continuance commitment which is showing employee attachment to organization by costs, which is related to his lost in case of leaving an organization. Employee continues to work because he needs it. (Meyer and Allen,1990) Employee could be involved to close working