Job Satisfaction and Its Relationship to Job Commitment and Job Motivation

Introduction

The job satisfaction of the employees relies in focusing the employee characteristics and organizational involvement. The employee characteristics recognize the input of motivation towards the highest potential of an employee that can be reflected on their performance. The employees’ combination of motivation and commitment in the organization only represents what employees want or expect from their jobs, and in return job satisfaction reflects the employees’ reactions to what they will receive. The majority of job satisfaction is from the perspective of need-based or drive-based theories in which the individual needs, values, and preferences are high lightened.

Background of the Study and Problem Statement

In the concept of job satisfaction, the employee feels the importance of his belongingness in the workplace as well as the importance of his job. This achievement can be in the way where the needs are satisfied such as their self-esteem need and self-respect, appreciation or recognition, the safety and security of the employee (Wright, 2001). The job satisfaction of the employee is also affected by several factors and for the organization, to achieve the job satisfactions of the employees; they need to describe the relationship of the commitment and motivations towards job satisfaction.

Research Objectives

The first objective of the study is to describe the relationship of the job commitment and motivational efforts of the management to achieve the job satisfaction of the employees. Second is to give initiatives in favor of the organization to establish a strong motivational program and to bring out the commitment among their employees.

Research Questions

There are several question presented that can help the completion of the study in understanding the different factors that can produce the job satisfaction among the employees.

1. What are the motivational programs exerted by the organization that can successfully recognizes the improvement in their employees’ performance?

2. What are the measurements or signs that their employees are committed to their job?

3. Does job satisfaction play an important in the success of the entire organization?

Literature Review

To drive the job satisfaction of an employee there should an interaction between the person and his environment. Satisfaction means answering the needs of the person and as an employee, the organization should build different strategies. An employee’s performance is jointly determined by the two key factors which is the value placed to achieve the outcome and the degree of effort. Satisfaction raises several interesting thought regarding the motivation and the job involvement of the employee. Since the needs are met, the employees are satisfied and they can create a happy mood which most of the firms needs to assess as the employees can be transformed in to more productive people. Commitment of the employees is the effort of the employees to have controls wherein the entire organization has an influence in their job (Winston, 1997). The importance of the job design and job involvement can also increase the job satisfaction and performance because when the employee is fits his educational background on the nature of his work; there is a significant result on the process of performing that specific job (Baker, 2001).

Methodology

In the measurement of the relationship of the commitment and motivation to job satisfaction, the study will conduct an interview among the employees with different years of experience in one particular company. The study gathered the participants’ information about their age, gender, civil status, number of family members, years of employment and their position in the company. All the requirements serve as the moderating factors of the study.

Conclusion

Every organization should gave importance to their people and take other options to help them enjoy the nature of their work. Many past researches identified and proved that motivational programs and the job involvement of the employees can contribute in improving the performance of the employees and in the long-run can turn into their job satisfaction that can be reflected in the performance of the organization.

References:

Baker, G., 2001. Motivation through Needs, Job Design, and Satisfaction, The McGraw-Hill. [Online] Available at: http://www.unf.edu/~gbaker/Man4240/Chapt007a.PDF. [Accessed 10 Feb 2010].

Winston, B., 1997. Practical Application of Motivational Theories to the Frontline of Management, Be a Manager – for God’s Sake. [Online] Available at: http://www.regent.edu/acad/global/cur/cmba640/cmba640m09/motivation.pdf. [Accessed 10 Feb 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model. Journal of Public Administration Research and Theory, Vol. 11, No. 4.