2014
DOI: 10.5267/j.msl.2014.2.026
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An investigation on relationship between employees’ job satisfaction and organizational commitment

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Cited by 12 publications
(7 citation statements)
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“…They selected the most important factors, which are grouped in four categories and using factor analysis they reported that Affective commitment, Continuous commitment, Moral commitment and Enduring commitment were the most important factors influencing organizational commitment. Miarkolaei and Miarkolaei (2014) (Allen & Meyer, 1990). They reported significant relationships between employees' job satisfaction, organizational commitment, and their dimensions.…”
Section: Introductionmentioning
confidence: 96%
“…They selected the most important factors, which are grouped in four categories and using factor analysis they reported that Affective commitment, Continuous commitment, Moral commitment and Enduring commitment were the most important factors influencing organizational commitment. Miarkolaei and Miarkolaei (2014) (Allen & Meyer, 1990). They reported significant relationships between employees' job satisfaction, organizational commitment, and their dimensions.…”
Section: Introductionmentioning
confidence: 96%
“…In other words, job satisfaction refers to an individual’s cognitive or effective evaluation of his or her occupational duties, presenting the extent people like the job and reflecting the effective judgements people hold toward their work condition. 19 20 Numerous studies have repeatedly verified that job satisfaction is inversely related to turnover and intent to leave. In addition to direct effects, we propose that job satisfaction serves as a mediator through which job burnout affects turnover intention as well.…”
Section: Introductionmentioning
confidence: 99%
“…A positive relationship between job satisfaction and organizational commitment was found in the following studies: Malik, Nawab, Naeem, and Danish (2010) in their study regarding the teaching faculty of two public sector universities of Pakistan; Kim and Brymer (2011) in their study regarding the middle managers of hotels in the U.S.; Lumley, Coetzee, Tladinyane and Ferreira (2011) in their study regarding the employees of information technology companies in South Africa; Brunetto, Teo, Shacklock and Farr-Wharton (2012) in their study of a sample of 193 police officers in Australia. Other studies, such as Fu, Deshpande and Zhao's ( 2011) study of Chinese state-owned steel company employees; Safi, Mohamadi, Amouzadeh, and Arshi's ( 2016) study regarding the staff of Shomal health center in Tehran; Kenioua, Bachir and Bacha's ( 2016) study regarding physical education teachers; Aydogdu and Asikgil's (2011) study regarding Turkish production and service provider sector employees and Miarkolaei's (2014) study regarding Iranian textile companies. Azeem (2010) reported that the relationship between the job satisfaction and organizational behavior of service sector workers in Oman was moderately significant and positive.…”
Section: 1mentioning
confidence: 99%