Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates

Abstract

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.

Hardiness and Support at Work as Predictors of Work Stress and Job Satisfaction

“…Excessive work stress can lead to increased medical claims and health care costs for employees, 6,7 higher workers' compensation costs, 8,9 increased employee absence, 10 and reduced productivity. 6 Decreases in job satisfaction have been shown to impact such work-related outcomes as organizational commitment, 11,12 absenteeism, 13,14 turnover, 15 and turnover intentions. 16 In addition, job satisfaction has been related in a broader sense to quality of life 17 and life satisfaction.…”

The Relationship between Hardiness, Supervisor Support, Group Cohesion, and Job Stress as Predictors of Job Satisfaction

“…Job satisfaction is also valued as a means to various ends or outcomes. 1 For instance, job satisfaction has been shown to impact a variety of work-related outcomes such as organizational commitment, 2,3 absenteeism, 4,5 turnover, 6 and turnover intentions. [7][8][9] In addition, job satisfaction has been related in a broader sense to quality of life 10 and life satisfaction.…”

The Impact of Selected Psycho-Social Variables Upon Employees' Organizational Commitment in the United Arab Emirates

“…Reliability of the scale was assessed using the testretest procedure with waiting interval of 10 days and found to be 0.83. Internal consistency coefficience, which also has been derived using Cronbach's alpha, was found to be as follows: 0.81 for the whole scale, 0.70 for the discipline subscale, 0.77 for the concern subscale, and 0.68 for the updating subscale (Alnajjar, 1994(Alnajjar, , 1996.…”

“…The Organizational Commitment Scale (OCS) developed by (Alnajjar, 1994(Alnajjar, , 1996 was applied. The scale contains 30 items of Likert-type format (from 1 = never to 5 = mostly) which assess three factors: discipline (9 items), concern (12 items), updating (9 items).…”