Testing the effects of job satisfaction on organizational commitment

Abstract

Purpose As universities are human capital intensive organizations, practices followed by a university for enhancing the satisfaction of its teachers can be of great help in attracting, retaining and managing highly qualified and competent teachers. The purpose of this paper is to empirically examine the impact of job satisfaction (JS) on organizational commitment (OC) of university teachers in India. Design/methodology/approach A total of 396 academicians are surveyed to assess the subjects’ responses to JS and commitment questionnaire. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings The results confirmed a significant impact of JS on OC of university teachers in India. With 1 percent increase in estimates of pay and job security (PJS), organizational support (OS) and job challenge (JC), there would be 21, 36 and 49 percentage increase, respectively, in OC of university teachers. Of all the factors of JS, JC is the most significant contributing factor, followed by OC and PJS that help in motivating and retaining the teachers in higher education institutions in India. Research limitations/implications The sample of the study has been chosen from the higher education sector in Northern India, and so it still needs to be explored whether the findings of this study can be replicated in different geographical areas and organizational settings for further verification and generalization. Practical implications Encouraging greater satisfaction among the faculty members may positively influence work-related behaviors, especially commitment among the teachers. The paper may benefit the decision makers in universities to follow the proactive practices to improve the satisfaction and commitment of teachers as educational performance is of priority on the national agenda. Originality/value The study provides useful insights about a JS-OC relationship model and informs the stakeholders on how to create an enabling environment at the policy and practice level that would help in attracting and retaining teachers in universities in India. It contributes to enriching the JS and OC literature in a sector and a country poorly addressed so far in research.

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

“…Job satisfaction and its influence on different organizational factors have been the prime focus of the researchers since the inception of the scientific management approach that continues until recent times (Hao et al, 2016;Moritz, 2014;Meisler, 2014;Lambert and Hogan, 2009). Past studies that focused on the various aspects of job satisfaction are many such as the effect of job satisfaction on organizational commitment (Saman, 2020;Bashir and Gani, 2019;Dalkrani and Dimitriadis, 2018;Valaei and Razaei, 2016;Fu and Deshpande, 2014), the effect of compensation on job satisfaction (Mabaso and Dlamini, 2017;Nawab and Bhatti, 2011), the effect of compensation on organizational commitment (Suryani et al, 2019;Kee et al, 2016;Reynoso and Ahmad, 2016) and the effect of demographic factors on job satisfaction (Eleswed and Mohammed, 2013;Zaniboni et al, 2013). Job satisfaction is more focused on the individual's response to their job or to specific aspects of their job such as pay, supervision and working conditions.…”

“…Job satisfaction Job satisfaction is an important component of an employee's commitment to their employing organization (Martin and Kaufman, 2013). Nevertheless, job satisfaction is considered as a specific job-related issue, whereas commitment is a more comprehensive response to an organization (Bashir and Gani, 2019). So, job satisfaction is may be considered as a more dynamic issue than organization commitment.…”

“…In fact, both variables are immensely pivotal that determines the direction of the employee mindset toward the organization. If the employees' mental persuasion toward their workplace is positive, it brings about positive consequences in the form of performance and organizational productivity and the lack of adequate job satisfaction may result in demotivation that will reduce organizational commitment (Bashir and Gani, 2019;Eslami and Gharakhani, 2012).…”

Pengaruh Kepuasan Kerja terhadap Komitmen Organisasional Karyawan pada Organisasi Kantor Hukum

“…Terdapat banyak faktor yang mempengaruhi komitmen organisasional karyawan, salah satunya adalah kepuasan kerja. Telah cukup banyak penelitian yang dilakukan menemukan bahwa kepuasan kerja berkorelasi dan memiliki pengaruh positif terhadap komitmen organisasional (Bashir & Gani, 2019;Eliyana, Ma'arif & Muzakki, 2019;Dalkrani & Dimitriadis, 2018;Shah et al, 2014;Imam, Raza & Ahmed, 2014). Komitmen organisasional dipengaruhi oleh sejauh mana pekerjaan dan organisasi dapat memberikan kepuasan terhadap karyawan.…”

“…Secara teoritis, implikasi dari temuan penelitian ini menunjukkan adanya dukungan atas hasil penelitian terdahulu yang menunjukkan bahwa kepuasan kerja memiliki pengaruh signifikan terhadap komitmen organisasional. Hasil penelitian ini mendukung sejumlah hasil penelitian di dalam dan luar negeri, yang dilakukan pada berbagai bidang organisasi yang berbeda, yaitu: penelitian Bashir & Gani (2019) terhadap 396 dosen di India; penelitian Eliyana, Ma'arif & Muzakki (2019) terhadap 30 manajer menengah dari sebuah perusahaan yang bergerak pada bidang pelabuhan di Indonesia; penelitian Dalkrani & Dimitriadis (2018) terhadap 439 karyawan yang bekerja pada perusahaan swasta dari Nahita, P. & Saragih, E. H. (2021). Pengaruh Kepuasan Kerja terhadap Komitmen ….…”