Question

Identify individual, group, and organizational factors associated with employee job satisfaction, organizational commitment, and engagement?

Answer 1

”. Employee commitment has been the most challenging concept in Management and Organization Behaviour (Cohen 2003, Cooper, Hakim and Visweswaran 2005).It is “the core predictor of an employee’s attitude and strong indicator of turnover behaviour”.(Mathieu Zajac ,1990). Allen and Meyer (1990) in their research discussed about the most important dimensions of commitment which is broadly categorized as – continuance, normative and affective commitment. Affective commitment establishes a sentimental relationship with the organisation. In simpler terms, employees stay with a firm because they are emotionally attached with the firm. They build a psychological attachment with the organization and do not want to leave. It is the commitment that makes the employees feel valued in the organisation and they act as ambassadors to the organisation they are working for. Employees have appositive affection and have the desire to see the organization grow. They take pride being a part of the organization (Cohen, 2003).Continuance Commitment states that a consciousness of the costs connected with leaving the organisation. It is the employees need to stay at the organisation. (Meyer et al; 1993) Mainly continuance commitment would relate to unavailability of work alternatives and compensation for work. For example sometimes the workers feel a requirement to stay in the organisation as their salary and the other fringe benefits would not rise if they move in to any other organisation.(Allen and Meyer,1996,1990).Normative commitment means responsibility or commitment to do the work and to stay in the organisation. The employees tend to remain engaged with the organization. If they leave the organisation, it creates a gap in the skills or knowledge which increases the pressure on their co workers. (Allen and Meyer, 1996, 1990) C. Relationship between organizational commitment and job satisfaction: Job satisfaction is considered as one of the major factors that has effect on Organisational Commitment, together with employee morale and the organizational efficiency. If these factors are positively related, it would ultimately increase the employee’s performance and motivation. Organisational commitment has a positive association with job satisfaction and vice-versa. (Yucel, 2012). In the study (Y. Markovits et al., 2007) it was found out that affective commitment was important with respect to extrinsic and intrinsic levels of job satisfaction. Job satisfaction is positively associated to organizational commitment (Brown and Peterson, 1993).There is a indicative relationship between the various facets of organizational commitment, in both male and female and job satisfaction. But, there is no association between job satisfaction, organizational commitment and among three approaches of organizational commitment (Nath Gangai, K. and Agarwal, R., 2015) The measured variables like monetary rewards, career advancement opportunities, organizational environment and activities relating to training and development have a mutual relationship with job satisfaction and it was concluded that achieving maximum job satisfaction would lead to increase in organizational commitment and reduce the employee turnover in software organizations