Which is more strongly related to performance job satisfaction and organizational commitment?

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Management And Labor Relations
JEL classification
Cited by (0)
Which do you think would be more strongly related to performance job satisfaction or organizational commitment?
What is more important job satisfaction and organizational commitment?
Which is stronger the relationship between job satisfaction and organizational commitment the relationship between job satisfaction and job performance?
How is job satisfaction related to organizational commitment?

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Management And Labor Relations

Title

Job-Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions

Authors

Publication Title

Human Relations

Abstract

The differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals. Results showed that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals. Job satisfaction was related more strongly than organizational commitment with supervisory ratings of performance for both samples. The findings suggest that specific job attitudes are more closely associated with task-related out-comes such as performance ratings, whereas global organizational attitudes are more closely associated with organization-related outcomes like turnover intentions.

Repository Citation

Martin, Harry J. and Shore, Lynn McFarlance, "Job-Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions" (1989). Management And Labor Relations. 10.
https://engagedscholarship.csuohio.edu/busman_lab_facpub/10

Original Citation

Shore, L. M. F., & Martin, H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions. Human Relations, 42, 7, 625-638.

DOI

10.1177/001872678904200705

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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.

JEL classification

J28

M120

Keywords

Transformational leadership

Employee relation

Organizational commitment

Work performance

Cited by (0)

Job satisfaction was related more strongly than organizational commitment with supervisory ratings of performance for both samples.

What is more important job satisfaction and 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 is stronger the relationship between job satisfaction and organizational commitment the relationship between job satisfaction and job performance?

Job satisfaction correlated more strongly with turnover intention, whereas organizational commitment had the strongest correlation with actual turnover.

Organizational commitment can be thought of as an extension of job satisfaction, as it deals with the positive attitude that an employee has, not toward her own job, but toward the organization.