Job Satisfaction and Organizational Commitment
Many people see job satisfaction and organizational commitment as being the same thing, but that is really not the case. They are two different sides to the same coin. Job satisfaction is based on the contentedness level a person experiences with his or her particular job or career (Spector, 1997). There are two different ways to look at the issue of job satisfaction, as well. People can have high scores with their overall job satisfaction, but may have low scores with specific areas of their job and how satisfied they are with those areas (Spector, 1997). This is something that should be noted, because numerous factors can affect a person's true job satisfaction. If he or she is happy with the overall job but unhappy with specific aspects of that job, that can lead to a lower level of satisfaction over time (Spector, 1997). In some cases, one of the facets of the job that is producing unhappiness or dissatisfaction may be a very large part of the job, which can make the dissatisfaction very significant.
Organizational commitment, however, is based on how psychologically attached the person...
Job Satisfaction According to (Hulin & Judge, 2003), job satisfaction is viewed a multidimensional psychological response one has towards a their job. The responses are affective, cognitive behavioral (Hulin & Judge, 2003). There is however no clear agreement of what job satisfaction stands for given the wide usage of the term. Vroom in his definition focuses on employee's role in the work place defining job satisfaction as the effective orientation of
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Work-Related Attitudes: Prejudice, Job Satisfaction, And Organizational Commitment Area of the Study: A worker's attitude heavily impacts his behavior and his performance in any organization. A positive attitude results in an increase in overall productivity for him and the organization because of the feeling of optimism, pride and job satisfaction. A negative attitude will result in negative behaviors which will then lead to job switching or lack of productivity. There are many
As Moore and Anderson emphasize, "Another driver is that distance education students have as much right to expect effective library services as traditional on-campus students. Therefore, services have been enhanced to ensure easy access and equitable delivery of resources and services" (p. 384). Clearly, then, although the mission of many university libraries to provide the resources and tools students need to achieve successful academic outcomes has not changed in substantive
Abstract This study attempts at examining organizational approach to leadership and workforce dedication among five private firms in Lahore, Pakistan. The study sample will be a total of 185 personnel (both females and males), chosen via convenience sampling. Subjects’ organizational dedication and leadership approach will be evaluated with the aid of the OCQ (Organizational Commitment Questionnaire) and MLQ (Multifactor Leadership Questionnaire). Data analysis will be conducted by relying on ANOVA (Analysis
Organizational Culture and Leadership Leadership is power, exercise of influence of an authority that seeks to inspire the conduct of others (individuals or groups) in order to get them to voluntarily achieve clearly defined objectives. While some have naturally predisposed to leadership, it is also true that leadership develops over time. What is the key to a productive leadership? How to improve weaknesses to achieve positive results? How to mobilize and
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