June 1, 2017 Thesis Open Access

Hayget Adhana

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    <subfield code="a">INFLUENCE OF JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT OF EMPLOYEES AT ETHIOPIAN MANAGEMENT INSTITUTE</subfield>
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    <subfield code="a">&lt;p&gt;The study examined the influence of job satisfaction on organizational commitment of&lt;br&gt;
employees in Ethiopian Management Institute. The data was collected through self&lt;br&gt;
administered questionnaire from 162 respondents. The instruments used for data&lt;br&gt;
collection were Meyer, Allen, and Smith (1993) 18 item revised version of the three&lt;br&gt;
component organizational commitment questionnaire and Spector(1985) job satisfaction&lt;br&gt;
survey(JSS)tool. Spearman&amp;rsquo;s Rank Correlation Statistical tool and linear regression were&lt;br&gt;
used to test the hypotheses. The finding revealed that there is moderate level of&lt;br&gt;
employees organizational commitment and the commitment profile of the institute can be&lt;br&gt;
plotted as moderate affective organizational commitment, moderate normative&lt;br&gt;
organizational commitment and low continuance organizational commitment. According&lt;br&gt;
to the result of the study Job satisfaction level of employees in the institute is moderate.&lt;br&gt;
And significant positive relationship was found between job satisfaction and&lt;br&gt;
organizational commitment and its two constructs i.e., affective and normative&lt;br&gt;
organizational commitment and no significant relationship was found with continuance&lt;br&gt;
organizational commitment. Significant relationship was found between job satisfaction&lt;br&gt;
factors such as, pay, promotion, supervision, fringe benefits, co-workers, nature of work&lt;br&gt;
and communication and organizational commitment, affective and normative&lt;br&gt;
organizational commitment. Statically significant positive relationship was found for&lt;br&gt;
continuance organizational commitment with pay and fringe benefit only. No statistically&lt;br&gt;
significant relationship was found between job satisfaction factors such as contingent&lt;br&gt;
reward and operating procedure with organizational commitment, affective, normative&lt;br&gt;
and continuance organizational commitment. The result of the study also revealed that&lt;br&gt;
job satisfaction is a major predictor of organizational commitment and its constructs&lt;br&gt;
except continuance organizational commitment.&lt;/p&gt;</subfield>
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