טכניון מכון טכנולוגי לישראל
הטכניון מכון טכנולוגי לישראל - בית הספר ללימודי מוסמכים  
M.Sc Thesis
M.Sc StudentRubinovich Pnina
SubjectThe Relationship between Job Satisfaction and Organization
Commitment
DepartmentDepartment of Industrial Engineering and Management
Supervisor Professor Emeritus Dov Zohar
Full Thesis text - in Hebrew Full thesis text - Hebrew Version


Abstract

The human workplace of nowadays is not the same as in the past. During the last two decades people have less tenure-ship or long-term employment conditions and, therefore, lack commitment, which was stronger in the past. The relationship between organizational commitment and other variables, especially concerning commitment and job satisfaction, is extensively studied and indicate a strong correlation between those factors.

Organizational commitment refers to the strength of individuals' identification with and involvement in a particular organization.

The organizational commitment is an important phenomenon, which comes down to the unique contact between the employee and his workplace and it determines his behavior, involvement, identification and loyalty concerning his organization.

Commitment goes together with job satisfaction, gratification and emotional involvement and these components constitute organizational functioning in general.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job and job experiences.

In any case the correlation between job satisfaction, challenges and the possibility of advancement as well as collegial relationships are directly connected with each other.

This study examines the relationship between job satisfaction and organizational commitment with and without possibilities of advancement.

Knowledge of the causal priority between these two constructs has both theoretical and practical implications. This research espouses the approach that job satisfaction is presented as causally antecedent to organizational commitment.

The research is based on questionnaires being passed to workers in organizations of about 50 employees in the field of counseling, planning, supervision and engineering, where no advancement possibilities exist. This in contrary to questionnaires passed to workers from the same professions in organizations of 100 workers and above, in which advancement possibilities exist.

In contrast to the conjunctional, we did not find any relationship between job satisfaction and organizational commitment in organizations without a possibility of advancement.

However, we found a relationship between job satisfaction and commitment in organizations with advancement possibilities.

Accordingly, in both types of organizations we found a relationship between job satisfaction and job involvement. In organizations with advancement possibility this specific relationship was stronger. In organizations without advancement possibility workers were less satisfied than in organizations with advancement possibility.

Furthermore, it was found that the smaller firms without advancement perspective workers search and think about alternative employment. Workers without career opportunities are prone to turn to careers outside the present work environment.

The current study underlines the significance of advancement possibilities and its effect on job satisfaction and commitment of workers.