Motivation and Performance Management Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company. According to Nelson and Quick, Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.…show more content…
Many may argue that job satisfaction and organizational commitment are the same, but they are actually different. The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization. Job satisfaction is the responses that an employee has towards any job. In other words, while an employee has positive feelings towards the organization, its values and objectives, it possible for him to be unsatisfied with the job he or she has in the organization (Celik, 2008). Based on the distention of the two, I believe St. Jude Children’s Research Hospital is more strongly related to organizational commitment when it comes to performance rather than job satisfaction. To be more specific, I believe affective commitment is more important to the employees. They are not only committed to their job but, also to their patients. I truly fell that the employees love their job because they get to help thousands of children every day and they treat all of their patients like family which can lead to job satisfaction. The employees take the time out to get to know their patients on a personal level. That alone shows care and commitment to their patients. Apply motivational theory and performance management principles to evaluate the company as a potential employer. According to Abraham Maslow, his
Motivation and Performance Management Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company. According to Nelson and Quick, Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59). A good example of job satisfaction would be if an employee likes his or her job responsibilities. A good example of job dissatisfaction would be if an employee is dissatisfied with the opportunities for promotion. Organizational commitment is the strength of an individual’s identification with an organization. There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment is an employee’s intention to remain in an organization because of a strong desire to do so. Continuance commitment is and employee’s tendency to remain in an organization because he or she cannot afford to leave. Lastly, normative commitment is the perceived obligation to remain in an organization (Nelson & Quick, 2013, pg. 62). An example of affective commitment would be if an employee stayed at their job because they truly enjoyed what they do for a living. Demonstrating continuance commitment would be if an employee stayed at their job due to the pay and benefits. Last... ... middle of paper ... ... A Field Study of Tax Office Employees. Relationship of Organization Commitment and Job Satisfaction: A Field Study of Tax Office Employees. Retrieved from //dspace.epoka.edu.al/bitstream/handle/1/99/Pages%20from%20volume2- 10.pdf?sequence=1 Nelson, D., Quick, J. (2013). "Attitudes, Emotions, and Ethics." (3rd ed.). ORGB 3 (pg. 58-59). Mason, OH: South-Western Cengage Learning Nelson, D., Quick, J. (2013). "Attitudes, Emotions, and Ethics." (3rd ed.). ORGB 3 (pg. 62). Mason, OH: South-Western Cengage Learning Nelson, D., Quick, J. (2013). "Learning and Performance Management." (3rd ed.). ORGB 3 (pg. 97). Mason, OH: South-Western Cengage Learning St. Jude Children’s Hospital Employer Reviews. (2014). St. Jude Children’s Research Hospital Employer Review. Retrieved from http”//indeed.com/cmp/St.-Jude-Children’s-Research-Hospital/reviews.
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Abstract
This research focuses on the discussion regarding antecedent variable of transformational leadership with its effect to work performance of the middle-level leaders at the organization of Pelabuhan Indonesia III Inc. The samples used in this study are 30 respondents as 75% of the population. The technique used to collect the data from the respondents is questionnaires to minimize any interpretation differences between respondents and the researcher. Further, analysis model used is structural equation model (SEM) with the basis of theory and concept, from the package of Partial Least Square (PLS) program so that the results are accurate. This study found that transformational leadership has direct significant effect on job satisfaction and organizational commitment. However transformational leadership cannot give significant impact to work performance when it is intervened by the organizational commitment as well as it cannot give direct impact on work performance.
What is more important job satisfaction or organizational commitment?
Several studies have demonstrated that there is a strong connection between organizational commitment, job satisfaction and fluctuation (Porter et al., 1974), as well as that people who are more committed to an organization are less likely to leave their job.
Which comes first job satisfaction or organizational commitment?
Other studies suggest that the organizational commitment is an antecedent to job satisfaction (Price and Mueller, 1981; Bateman and Strasser, 1984; Curry et al., 1986; Vandenberg and Lance, 1992).
How is job satisfaction related to organizational commitment?
The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization; job satisfaction is the responses that an employee has towards any job.
Is performance related to job satisfaction?
High job satisfaction is also linked to performance, which in turn is linked to higher profits. Those employees who feel happy and content in their roles are much more likely to approach the tasks that they need to carry out with enthusiasm and dedication.