An Integrated Model of Job Involvement, Job Satisfaction and Organizational Commitment: A Structural Analysis in Jordan’s Banking Sector

Abstract

The purpose of this research is to investigate the interrelationships among the three behavioural constructs of job involvement, job satisfaction and organizational commitment. Accordingly, a structural model is developed to delineate the interactions among these constructs and explore the mediating effect of job satisfaction on the relationship between job involvement and organizational commitment. A questionnaire-based survey was designed to test the aforementioned model based on a dataset of 315 employees working in twelve out of twenty six banks operating in the capital city of Jordan, Amman. The model and posited hypotheses were tested using structural equation modelling analysis. The results indicated that job involvement positively and significantly affects job satisfaction and organizational commitment. Additionally, job satisfaction proved to be positively related to organizational commitment. Furthermore, job satisfaction positively and significantly partially mediated the relationship between job involvement and organizational commitment.

Impact of Work-Life Balance, Happiness at Work, on Employee Performance

“…Engagement is the attachment of members of organization to the roles of work assigned to them, and in engagement, people physically, cognitively and emotionally make use of and articulate themselves during role performances (Abdallah et al, 2017). Engagement can likewise be described as an unrelenting and positive affective-motivational state of accomplishment (Field and Buitendach, 2011).…”

“…Job satisfaction is the main priority for all organizations in establishing their policy (Yücel, 2012, ), and as a concept that has linkage to the humanitarian and utilitarian viewpoints, it is worth the scrutiny. The humanitarian viewpoint is postulates that employee satisfaction level is linked to the degree to which employees are receiving fair and apposite treatment in the organization (Abdallah et al ,2017), whereas the utilitarian viewpoint indicated that employee satisfaction contributes to behaviors impacting the operation of the organization (Yücel, 2012). Job satisfaction is also viewed as a quantifiable depiction of an emotion related response towards certain job; in other words, the person performing the job feels satisfied with it (Al-dalahmeh et al, 2018;Anitha, 2014).…”

“…Affective organizational commitment encompasses emotional attachment felt by employee in addition to their identification with and participation in their organization and its goals (López-Cabarcos et al, 2015). It encompasses a bond established by employees within the organization and there has been strong linkage between affective organizational commitment and positive work-related behaviors (e.g., dedication and loyalty) (Obeidat et al 2014;Schoemmel and Jønsson 2014), Affective organizational commitment is also describable as the association of a person with an organization, his/her belief in the goals established by the organization, and working to achieve those goals by being part of that organization (Ammari et al 2017, Abdallah et al 2017.…”

Predisposition to Change Is Linked to Job Satisfaction: Assessing the Mediation Roles of Workplace Relation Civility and Insight

“…Indeed, this research underlines the effect of insight orientation and workplace relational civility (others with me) in mediating the relationship between predisposition to change and job satisfaction. This adds an additional piece to a growing body of research that analyzes the employees' attitudes and dispositions towards one's job [106] which in turn will inevitably influence the organizational outcomes [107]. In this perspective, therefore, the present study provides a further contribution to increase the effectiveness of preventive intervening in favor of positive results for greater well-being of subjects and organizations.…”

Work-Life Quality, Job Involvement, and Affective Commitment of School Teachers

“…This means that JI directly influences AC. Previous research similarly concludes that employees' high JI will make employees have a deep emotional attachment (AC) to stay in the organization (36)(37)(38). People who are not involved in their jobs and who think that their jobs are not an important aspect of their life, psychologically, what can occur is dissatisfaction with their superior as a whole, and it results in low AC in employees (22).…”