The Effect of Job Satisfaction on Organizational Commitment of Healthcare Personnel

Köse, Serap Durukan; Köse, Tuncay

doi:10.9790/487x-1901025459

Cited by 12 publications

(11 citation statements)

References 18 publications

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“…However, this large responsibility continues to be balanced by providing comparable compensation so that employee job satisfaction is maintained and regularly forms their commitment to the company. The results of this study reinforce the results of research Altinoz et al (2012); Köse and Köse (2017); Mosadeghrad et al (2008); Nikpour (2018); Armutlulu and Noyan (2011); Anari (2012) who found that job satisfaction influences organizational commitment.…”

Section: Discussionsupporting

confidence: 89%

“…Employees whose job satisfaction levels are met will feel more like a part of the company and will be more committed to fighting for the interests of the company (Altinoz et al, 2012). Köse and Köse (2017), revealed that job satisfaction is seen as an important tool for organizations to increase organizational commitment. Employees who work in or-…”

Section: Relationship Of Job Satisfaction and Organizational Commitmentmentioning

confidence: 99%

“…However, from several previous studies (Köse and Köse, 2017;Gokce et al, 2014;Armutlulu and Noyan, 2011;Yildirim et al, 2016;Griffith, 2004;Yang, 2012;Avolio et al, 2016;Hougyun, 2014;Rawashdeh et al, 2015;Lund, 2003;Acar, 2012) shows that only a few researches have been done on companies in the mining industry especially in Indonesia. This study examined companies in the mining industry because the mining industry has a quite difficult work environment to achieve maximum work results, one of which is organizational commitment (Mclaggan et al, 2013).…”

mentioning

confidence: 99%

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The Role of Transformational Leadership and Organizational Culture Towards Organizational Commitment Through Job Satisfaction Among Mining Industry Employees

Senjaya

Anindita

2020

JAM

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This study aimed to identify whether transformational leadership and organizational culture could be an appropriate basis for increasing organizational commitment through job satisfaction. This study was conducted through a survey of 320 employees in the mining industry in Jakarta, Indonesia by distributing questionnaires. The structural Equation Model is used to analyze data. The results indicate that there is a positive relationship between transformational leadership and job satisfaction, between organizational culture and job satisfaction, between organizational culture and organizational commitment, between organizational commitment and transformational leadership, and also between job satisfaction and organizational commitment in the mining industry employees. This study is expected to be a reference for further research on the influence of transformational leadership and organizational culture on organizational commitment through job satisfaction and can provide information for consideration in implementing effective human resource management.

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Section: Discussionsupporting

confidence: 89%

Section: Relationship Of Job Satisfaction and Organizational Commitmentmentioning

confidence: 99%

mentioning

confidence: 99%

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The Role of Transformational Leadership and Organizational Culture Towards Organizational Commitment Through Job Satisfaction Among Mining Industry Employees

Senjaya

Anindita

2020

JAM

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“…Likewise, the work attitudes of JS and OC have been found to be important in shaping employees’ intentions to stay or leave (Mowday et al , 1982). The extrinsic factors (pay, promotion or working conditions) are more powerful than intrinsic factors (job variety and experience) in generating a feeling of commitment among the employees (Durukan et al , 2017). Various studies have shown that the negative consequences of OC and JS include absenteeism, tardiness and turnover (Pfeffer, 2007; Salleh et al , 2012; Yücel, 2012; Zopiatis et al , 2014).…”

Section: Job Satisfaction and Organizational Commitment Relationshipmentioning

confidence: 99%

Testing the effects of job satisfaction on organizational commitment

Bashir

Gani

2020

JMD

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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.

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“…The significant finding of job satisfaction and organizational commitment can also be explained through a Previous Research conducted by Köse and Köse (2017) on 501 health workers working in public hospitals in Turkey. This research found that there was no statistically significant effect between intrinsic satisfaction on organizational commitment; only extrinsic satisfaction was found to have a significant negative effect on continuance commitment and positive effect on normative commitment.…”

Section: Assesment Structure and Model Fitmentioning

confidence: 93%

The Influence of Organizational Culture and Compensation on Organizational Commitment with Job Satisfaction as Mediation

Widhy

Yuliantoro

Anwar

et al. 2021

mjb

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The purpose of this research was to explore the possibility of the emergence of organizational commitment because of the influence of organizational culture and compensation on organizational commitment, in addition to being associated with job satisfaction as a mediation. The conceptual approach referred to in discussing this research starts from organizational commitment, organizational culture, compensation and job satisfaction. This research method can be explained as initially a quantitative approach, and because of the mediation the researcher refers to the structural model. The results of this research, among others, is that job satisfaction cannot be a mediation between organizational culture and organizational commitment and between compensation and organizational commitment. This then raises the picture that the respondents involved in this research do not see the presence of job satisfaction as an intermediary, interestingly, job satisfaction also does not affect organizational commitment. The results of this research have limitations, including only one company involved in the research and the company is categorized as high risk, so there is a possibility that the proposed hypothesis cannot reflect the picture in the company

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The Effect of Job Satisfaction on Organizational Commitment of Healthcare Personnel

Cited by 12 publications

References 18 publications

The Role of Transformational Leadership and Organizational Culture Towards Organizational Commitment Through Job Satisfaction Among Mining Industry Employees

The Role of Transformational Leadership and Organizational Culture Towards Organizational Commitment Through Job Satisfaction Among Mining Industry Employees

Testing the effects of job satisfaction on organizational commitment

The Influence of Organizational Culture and Compensation on Organizational Commitment with Job Satisfaction as Mediation

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