Examining the Antecedents of Job Satisfaction and further its impact on Organizational Commitment

Abstract

The Human capital plays a vital role in success of any organization. The contended and committed employee is a key to achieve organizational objective. There are several researches conducted to understand the function of worker's satisfaction and commitment towards job but this area of study is remain unexposed. The purpose of this study is to discuss and examine the forces which lead to private and govt sector workers Job satisfaction and organizational commitment. A theoretical model was anticipated and tested and findings indicates various challenges for HRM that the factors which contributes to job satisfaction does not necessarily makes the employee committed. This research is a cross sectional study. A sample of 170 respondents was taken from the Public and Private sector Professional around Pakistan. The data was collected through a self-administered questionnaire, using the earlier conventional scales and the results demonstrated that Relationship with coworkers, workplace environment, empowerment, pay and promotion have a significant positive relationship with job satisfaction while in turn only the job satisfaction and empowerment leads to organizational commitment. Relationship with coworkers, pay and promotion and workplace environment have insignificant relation with organizational commitment.

Understanding Affective, Normative & Continuance Commitment through the Lens of Training & Development

“…Quantitative and descriptive research methods were used in the study Employee views regarding the benefits of training and development and three components of organizational commitment (affective, normative, and continuance) are the focus of this study. A thorough literature review indicated that most of research in the context of training and commitment used a quantitative approach (Chambel & Sobral, 2011;Javeria, 2013;Khan & Iqbal, 2020b).…”

“…Affective commitment allows people to work with dedication, accept the goals and objectives of their employers, and contribute to the organization's success (Hashmi, Ahmad, & Nawaz, 2021;Ullah, Kamran, Akram, Nawaz, & Rehman, 2021). An affective commitment should result in a higher level of happiness at work, a higher level of commitment and less turnover (Javeria, 2013;Khan & Iqbal, 2020b). When an individual considers the perceived cost of time, money, and effort invested in the organization before leaving, it develops into a continuous commitment.…”

“…Other effects of affective commitment include a positive employee appraisal process, less anxiety and greater job satisfaction, a balanced work-life approach, and increased involvement with work (Allen & Meyer, 1990;Becker et al, 2012;Javeria, 2013). Likewise, the determinants of normative commitment include the employee induction process into the organization, socialization that arises from family background, society, and through employee social contacts (Bhatti, Farhan, Ahmad, & Sharif, 2019).…”

Antecedents and Consequences of Green Human Resource Management in Oil and Gas Companies of Pakistan

“…Environmental performance is quantified using a Paille et al, (2014). Organizational commitment through Allen et al (1996) and job satisfaction is measured through the scale used by Javeria et al (2013). Respondents were presented with a set of environmental performance indicators and questioned about their company's potential to meet them.…”

Factors of Customer Satisfaction in Service Sector: Does Quality of Service Matter?

“…Mail and survey data were used to compile this information. Committed and satisfied employees are more likely to work towards achieving organizational objective that leads to the greater performance of organization (Javeria et al, 2013;Junaid, Bashir, Nasim, & Ahmad, 2021;…”