Job Satisfaction and Organizational Commitment in a Malaysian Public University’s Library
Author(s)
Huam Hon Tat , Teo Pei-Ni , Amran Md Rasli ,
Download Full PDF Pages: 28-35 | Views: 469 | Downloads: 110 | DOI: 10.5281/zenodo.3384571
Abstract
As the employees are the most important asset for a successful organization, there is no doubt that increasing their job satisfaction is one of the vital tasks to be deeply taken into considerations by an organization’s management in order to enhance its employees’ commitment. The purpose of this study is to examine the relationship between job satisfaction and organizational commitment of employees in Malaysia. The framework of this study composed of three factors of job satisfaction, i.e. job design, salary and welfare, and the management which were based on the works of Herzberg’s (1959) Two Factors Theory. While the dimensions of organizational commitment, i.e. affective, continuance and normative were conceptualized based on the model developed by Meyer and Allen (1991). The respondents were collected from one of the Malaysian public universities in Malaysia and a total of 103 employees answered questionnaires. The data gathered was analyzed with various analyses methods such as Pearson correlations and multiple regressions using SPSS package. The findings suggest that there is a significant weak relationship between job design and affective commitment, and no significant relationship between other factors of job satisfaction and organizational commitment. Recommendations and discussions for future research are provided
Keywords
Job Satisfaction, Organizational Commitment, Library, Malaysia
References
i. Allen, N.J., & Meyer, J.P.(1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Jounal of Occupational Psychology. 63(1), 1-18.
ii. Hodson, R. (1991). Workplace behaviour: Good soldiers, smooth operators and saboteurs. Work and Occupations, 18(3), 271-290.
iii. Herzberg, F., Mausner, B. and Snyderman, B.B. (1959). The Motivation to Work. (2nd ed.) New York: John Wiley and Sons,Inc.
iv. Kovach, K.A. (1997). Organization size, job satisfaction, absenteeism and turnover. Washington, D.C.:University Press of America.
v. Lam. T, Baum, T. And Pine, R. (2001). Study of Managerial Job Satisfaction in Hong Kong’s Chinese Restaurants. Journal of Hospitality Management, 13(1):35-42.
vi. Locke,E.A.(1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336.
vii. Luthans, F. (2005). Organizational Behaviour. Edition 10. New York: McGraw-Hill/Irwin.
viii. Maslow, A.H. 91954). Motivation and Personality. New York: Harper & Row.
ix. Meyer, J.P. and Allen, N.J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61-89.
x. Meyer, J.P. and Allen,N.J.(1997). Commitment in the Workplace: Theory, Research, and Application. London: SAGE pub.
xi. Mowdy, R.T., Steers, R.M. and Porter, L.W. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behaviour, 14, 224-247.
xii. Mowday, R.T., Porter, L.W., & Steers, R.M. (1982). Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover. In P.Warr (Ed.), Organizational and occupational psychology, (pp.219-229). New York. Academic Press, Inc.
xiii. Nasurdin, A.M. and Ramayah, T. (2003). The Link Between Satisfaction and Commitment:Is It Different For Old And Young Workers? The National Human Resource Development Conference Proceedings, 15th – 16th December 2003, Kuching , Malaysia.
xiv. Robbins, S.P. and Judge, T.A. (2007). Organizational Behaviour. (12th ed.) New Jersey: Prentice-Hall.
Cite this Article: