June 1, 2017 Thesis Open Access

Hayget Adhana

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  <dc:creator>Hayget Adhana</dc:creator>
  <dc:date>2017-06-01</dc:date>
  <dc:description>The study examined the influence of job satisfaction on organizational commitment of
employees in Ethiopian Management Institute. The data was collected through self
administered questionnaire from 162 respondents. The instruments used for data
collection were Meyer, Allen, and Smith (1993) 18 item revised version of the three
component organizational commitment questionnaire and Spector(1985) job satisfaction
survey(JSS)tool. Spearman’s Rank Correlation Statistical tool and linear regression were
used to test the hypotheses. The finding revealed that there is moderate level of
employees organizational commitment and the commitment profile of the institute can be
plotted as moderate affective organizational commitment, moderate normative
organizational commitment and low continuance organizational commitment. According
to the result of the study Job satisfaction level of employees in the institute is moderate.
And significant positive relationship was found between job satisfaction and
organizational commitment and its two constructs i.e., affective and normative
organizational commitment and no significant relationship was found with continuance
organizational commitment. Significant relationship was found between job satisfaction
factors such as, pay, promotion, supervision, fringe benefits, co-workers, nature of work
and communication and organizational commitment, affective and normative
organizational commitment. Statically significant positive relationship was found for
continuance organizational commitment with pay and fringe benefit only. No statistically
significant relationship was found between job satisfaction factors such as contingent
reward and operating procedure with organizational commitment, affective, normative
and continuance organizational commitment. The result of the study also revealed that
job satisfaction is a major predictor of organizational commitment and its constructs
except continuance organizational commitment.</dc:description>
  <dc:identifier>https://zenodo.org/record/5028</dc:identifier>
  <dc:identifier>10.20372/nadre:5028</dc:identifier>
  <dc:identifier>oai:zenodo.org:5028</dc:identifier>
  <dc:relation>doi:10.20372/nadre:5027</dc:relation>
  <dc:relation>url:https://nadre.ethernet.edu.et/communities/aau</dc:relation>
  <dc:relation>url:https://nadre.ethernet.edu.et/communities/zenodo</dc:relation>
  <dc:rights>info:eu-repo/semantics/openAccess</dc:rights>
  <dc:rights>http://www.opendefinition.org/licenses/cc-by</dc:rights>
  <dc:title>INFLUENCE OF JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT OF EMPLOYEES AT ETHIOPIAN MANAGEMENT INSTITUTE</dc:title>
  <dc:type>info:eu-repo/semantics/doctoralThesis</dc:type>
  <dc:type>publication-thesis</dc:type>
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