Reference no: EM13374396

 

Job satisfaction and organizational commitment

ABSTRACT

The purpose of writing this paper is analysis why job satisfaction and organization commitment is so important to a company. What is the relationship between job s??jfaction and organization commitment? And what aspects are most important to achieve job satisfaction? Then at the end author will talk about why should be done in the real life implication.

INTRODUCTION

The subject of job satisfaction and organization commitment all way the most popular research that manager would like to discuss. Job satisfaction always linked to organization commitments. Companies all ways try to keep best employee in their organization. Because there are no company can run a business only by management people. It all ways work by a group of people and perform as a unit. One people quite, will have little affect on organization. But if lots of people quite frequently there will no longer a stable environment for them to work. And there is no doubt that the company may not survival in global competition.

At the begging I will define job satisfaction and organizational commitment then analysis the impact that organizational commitment has on it, analysis in the need theories why job satisfaction is important, explain what's major effects on job satisfaction. And what will affect employees' job satisfaction then analysis what is most important aspects on it.

Job Satisfaction-Definition

"Job satisfaction is the collection of feelings and beliefs that people have about their current jobs" (GEORGE & JONES). It's also been describe as positive feelings that emerge base on different characteristics and importance of job. (Robbins). Saari and judge (2004) who were define it's as employee's own view pointe about their jobs, careers, and organizations. From what we learned above, it's no surprise that job satisfaction is closely relate to personal experience.

Why job satisfaction is so important to company?

There is a close correlation between job satisfaction and job performance. (Issam Ghazzawi & Yvonne S. Smith)The most important thing for company is always profits. And the most obviously ways to increase profit is to enhance employee's job performance. The better job performance is, the more profit company can have. Though job satisfaction may not have strong relationship with job performance.(GEORGE & JONES, p. 99)Manager should always look for a better ways to improve. "Job satisfaction has the potential to affect wide range of behaviors in organizations and contribute to employees' levels of well-beings." (GEORGE & JONES). From manager's perspective, company tends to have employees' that is more stable and well-beings cause it will be easier to manage. Oppositely, employees' who have less job satisfaction will more likely to quite them. High turnover will cause company to spend more money on education. And it all way take time to have a new employee adapt to new job.Ingeneral, "When employee satisfaction is high, it translated into increased productivity, commitment and retention for organizations." (SOCIETY FOR HUMAN RESOURCE MANAGEMENT, 2009, p. 26)That's why manager are always finding ways to improve job satisfaction.

What factors will determine job satisfaction?

There are four factors thatwill affect the level of satisfaction: personality, work situation, social influence and values. (GEORGE & JONES, p. 85) In this section I am going to generally describe how these four factors going to affect job satisfaction. Personality is genetics influences that inherit from parents and the way a person feeling think and behave. It's going to affect a person's reaction. Work situation is the work it self. Social influences include co-workers, group, and culture. These two factors provide the atmosphere of a person's work experience. Values include intrinsic values, extrinsic work values and ethical values. All these four factors work together influence the result of job satisfaction.(GEORGE & JONES, p. 84)

Top five very important aspects of job satisfaction

According the survey did by SHRM there are five very important aspects of job satisfaction. It was surprise that the No 1 aspect is Job Security. "Nearly one-half of employees (47%) indicated that their professional abilities/skills and the importance of their job (role) to their organization's overall success increased their sense of job security." (SOCIETY FOR HUMAN RESOURCE MANAGEMENT, 2009, p. 8) And as long as the size of company growth, more and more employees were likely to cite job security as most important aspect to their job satisfaction.

The second place is benefits. Health care/medical benefits, paid time off, and defined contribution plans are the top 3 aspects in the benefits parts. It shows that employees are more focus on what they can get on long terms relationship.

The third place is compensation/pay. In this part, employee prefer to be pay competitively than be pay by other option.

The fourth place is opportunities to use skills. And the fifth place is feeling safe in the work environment.

Definition of organizational commitment

Organizational commitment is collection of employees' feeling and beliefs to the organization. (GEORGE & JONES, p. 97) Organizational commitment include affective and continuance commitment.

Relationship between Organizational commitment and job satisfaction

On the face of it, organizational commitment and job satisfaction appear to be different in meaning. However, both of them are relate to the interest of the job. From the point of humanity, people tend to work with a group that can provide high level of satisfaction for them. There is nodoubt that people all ways like to stay with people who they like. Similar in the work environment, working is a kind of activity that all employees should cooperate with each other. There are a lot of communication andcollaboration. And working experience definitely will have a strong affect on job satisfaction. From the interrelationship we can see how

Affective commitment may be more highly relate to organizational citizenship behavior. And these behaviors tend to be more relative to employees' attitudes toward an organization. (GEORGE & JONES, p. 97) Attitudes have strong relationships with mood emotions. (GEORGE & JONES, p. 83) Moods and emotions will have direct affect employees feeling, thinking and behaving. Then it will directly relate to job satisfaction.

What are the implications?

From the analysis above we can easily find out how to improve job satisfaction.

For example: First,managers shouldincrease job security for employees by satisfy their esteem needs. Such as recognize employee achievements so that will increase the feeling of importance of job they have.

Second, manager should provide a good retire plan for them. In the survey, a large portion of employees thinks it's very important. A very organized career plan can increase loyalty. Employee can see how hard they work and how many will return. Managers should clarify employees' career path and provide opportunity to advance in the organization. Beside manager also need to train and education their employees to help them meet the jobs need in advance and success in career goal. (Issam Ghazzawi P. , p. 10)

Third, I believe equitable treatment of all employees is the most important for all managers. Employee should be threat equally and pay as what they deserved.