Exploring the Connection between Job Satisfaction and Different Forms of Organizational Commitment among Police

Abstract

Police operate around the world. Police organizations are tasked with a wide variety of duties, and successful police organizations need committed officers. The three main forms of organizational commitment are affective, normative, and continuance commitment. This study examined the relationship of overall job satisfaction and facet job satisfaction (transfers, pay, promotions, and supervision) on affective, normative, and continuance commitment among 550 officers working in the operations and investigation wings of the Lahore Police Stations in Punjab, Pakistan. Based on multivariate ordinary least squares (OLS) regression results, overall job satisfaction and facet satisfaction with transfers, pay, and supervision had significant positive effects on affective and normative commitment and negative associations with continuance commitment. Satisfaction with promotions, however, had a negative relationship with affective and normative commitment and a positive association with continuance commitment.

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

“…This result is consistent with the previous research (Srivastava, 2013;Xiao & Froese, 2008) which also confirmed the positive impact of JS on overall organizational commitment. However, as for the impact of JS on the three dimensions, the results of this study were slightly different from the conclusions of Nalla et al (2020) in which they found overall JS has significant positive effects on AC and NC but negative associations with CC. Coworkers' EB impacted overall OC and its three dimensions significantly.…”

“…NC reflects individuals' responsibility to the organization, and CC focuses on how much an individual tends to leave or stay in his or her organization. As it has been substantiated that AC, NC, and CC play different roles in an organization or have their unique impact on the same variable (Nalla et al, 2020;Yüzbaşioğlu & Doğan, 2018), this study provided valuable insights for future related research through exploring and comparing the influence of various factors on OC and its three dimensions.…”

“…This positive relationship was later proved in studies such as Srivastava's (2013) (Azeem, 2010;Fu et al, 2011;Malik et al, 2010); job complexity and work autonomy (Spanuth & Wald, 2017); training (Dhar, 2015); and job involvement (Ćulibrk et al, 2018). The positive relationship between JS and organizational commitment has been demonstrated in a few industries including education, medication, and manufacturing from different countries such as Iran, Turkey, Serbia, Pakistan, and others (Ćulibrk et al, 2018;Guleryuz et al, 2008;Nalla et al, 2020;Srivastava, 2013). Few studies have taken Chinese insurance agents as samples.…”

“…These two elements also work together with AC to explain the overall commitment of employees. Many researchers substantiate that the three elements of OC may have different associations with the same variables or play different roles in an organization (Bahrami et al, 2016;Devece et al, 2016;Grdinovac & Yancey, 2012;Harris & Cameron, 2005;Huang et al, 2012;Luz et al, 2018;Nalla et al, 2020;Yüzbaşioğlu & Doğan, 2018). Therefore, it is necessary for managers and researchers to understand the distinctive impact of various factors on the overall commitment and its three elements (Choi et al, 2015a;Wasti, 2003).…”

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

“…Most studies found that police officers’ commitment to their organization is affected by such organizational and work characteristics as leadership styles and management practices, fair and supportive administrators and supervisors, job type, autonomy, and training (Baek, 2020; Frank et al, 2020; Johnson, 2015; Shim et al, 2015). Other studies focused on individual officers’ emotional states, showing that their levels of strain, psychological well-being, stress from work–family conflict, and job satisfaction are also predictive of organizational commitment (Nalla et al, 2020; Qureshi et al, 2019).…”