Organizational identification and commitment as correlates of job satisfaction.

다국어 초록 (Multilingual Abstract)

This study examines the relationships between organizational identification and commitment and job satisfaction. The purpose was to clarify the conceptual similarities and differences and the relationship between the two constructs.
A sample of 300 employees from an agency that takes care of people with developmental disabilities was used in the study. The returned and completed questionnaires constituted 60 percent of the samples used in the study. Females accounted for 65 percent of the sample while males were 35 percent. The average age of respondents was 37.2 percent. The length of employment ranged from less than one year to 20 years with an average of 6.2 years.
Pearson product-moment correlation was used to determine the interrelationship between organizational identification and commitment and job satisfaction in the organization. The results of the Pearson product-moment correlation showed a positive significant relationship between organizational identification and commitment and employee job satisfaction. The result of this study was able to determine that organizational identification and commitment are antecedents of job satisfaction.
In the same version, Pearson product-moment correlation was used to determine the interrelationship between tenure and organizational identification and commitment. The results showed a strong, positive and significant relationship between tenure and organizational identification. Also, the relationship between tenure and organizational commitment was positive and significant, which indicates that the longer the employee stays in the organization the more committed they are to the organization.
The significant relationship that exists between organizational identification in this study also shows that the longer the employees stay in the organization the higher their levels of identification with the organization. Overall, the relationship between tenure and organizational commitment was very moderate. This result shows that employees who have been working longer strongly identify with the organization and are more committed than employees who have not spent more years.
On the interrelationship between tenure and job satisfaction, Pearson product-moment correlation coefficient showed a positive and very significant relationship between the two constructs. Results support the hypothesis that states that tenure will have a significant relationship with job satisfaction.
The results of stepwise multiple regressions indicated that 56 percent of the variance in job satisfaction was explained by organizational identification, tenure, and commitment. Organizational identification explained the greatest percentage of variation, commitment, which entered the regression equation last, explained the least amount of variation.
This study indicates that employee level of identification and commitment influenced their job satisfaction in the organization. This study lends credence to the fact that organizational identification, commitment, and tenure are antecedents of employee job satisfaction. In a similar vein, the results of this study have shown that organizational identification and commitment are correlates of job satisfaction.