The Difference Between Job Satisfaction and Organizational Commitment

Motivation and performance management compare differences between job satisfaction and organizational commitment. Please decide which is more closely related to the performance of the company you select. According to Nelson and Quick, job satisfaction is a pleasant or positive emotional state to evaluate that person's job or work experience. It is a general attitude and is deemed to be content to five specific aspects of work (reward, work itself, opportunity for promotion, supervision and colleagues).

Job satisfaction is important for research on organizational behavior. Although job satisfaction and organizational commitment are relevant, they do not mean the same thing. The relationship between work satisfaction and the organization's commitment is different (Mowday, Steers and Porter, 1979). An organization's commitment can be defined as an emotional reaction of an employee to an organization and job satisfaction is an employee's response to every job. The relationship between job satisfaction and organization's commitment is highly correlated (Tai et al. 1998). Satisfaction is recognized to be an integral part of the organization's commitment (Kovach, 1997). In individualist culture, job satisfaction is likely to affect the organization's commitment (Wong et al., 2001).

Attitudes towards individual work include negative correlation with work satisfaction, organizational commitment, stress to work, attitude towards work, and turnover rate. Work satisfaction and the organization's commitment are influenced by factors such as institutional constraints and superior behavior, which may affect employee turnover rates. Is it easy to take regulatory measures on new jobs when you change jobs? Requiring fairness and impartiality will affect the attitude of employees and indirectly affect the turnover rate of employees. In addition, job title, retirement time, working conditions, and other factors may affect the organization's commitment, which may also affect employee turnover. Conversion cost has a strong negative correlation with sales. Physical and mental damage due to unit change relates to employee's intention to leave office

Too much research on work satisfaction is one of the main factors of organizational behavior. Concerns have arisen from the relationship between work satisfaction and other organizational outcomes (absenteeism, achievement, organizational commitment, separation, etc.). Changes in each organization, especially in the hospitality industry, have raised concerns about how efficiently and effectively make employees, and hence the answers necessary to start research job satisfaction. Motivation theory (Herzberg, Maslow, and Vroom) is the basis of most job satisfaction methods. The hypothesis of Maslow (1943) is based on the hierarchy of five needs (psychological, safety, social, self-esteem, and self-contained needs). We do not need to be completely satisfied, but we assume the proposition that basic satisfaction is no longer an incentive (Faulk, 2002).