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    of 3

    ALL THE BEST KUCHAPOO

    What is organisation:
    An organization is a structured social system consisting of groups and individuals working
    together to meet some agree upon objectives. In other words, organizations consist of people,
    who alone and together in work groups strive to attain common goals.
    OB
    OB is the study of what people do in an organization and how their behaviour affects the
    organization’s performance.
    Attitudes and Individual attitudes:
    In organizational settings, individual attitudes profoundly impact behaviours, interactions, and
    overall performance. Attitudes, defined as relatively stable clusters of feelings, beliefs, and
    behavioural predispositions towards specific entities
    The Components of Attitudes
    Attitudes consist of three essential components: the evaluative cognitive and behavioural
    components.
    Evaluative Component: reflects how a person feels about an attitude object. For instance, if an
    employee feels positively towards their company, this reflects favourable job satisfaction.
    Cognitive Component: This includes beliefs and thoughts about the work environment, such
    as perceptions of management practices or job security.
    Behavioural Component: This represents the predisposition to act in a certain way based on
    attitudes. For example, a dissatisfied employee may express their feelings by reducing their
    effort or seeking employment elsewhere
    Job Satisfaction
    When people speak of employee attitudes, they usually mean job satisfaction, a positive feeling
    about a job resulting from an evaluation of its characteristics. A person with high job
    satisfaction holds positive feelings about the work. In contrast, a person with low satisfaction
    holds negative feelings. According to Edwin A. Locke (1976), "a pleasurable or positive
    emotional state resulting from the appraisal of one's job or job experiences" Schultz (1982) job
    satisfaction refers to “mental outlook of individuals in regard to their work” Hoppack (1935)
    highlighted the term job satisfaction when he worked on checking 32 research papers and found
    it to be a mix of physiological, environmental and mental conditions and the factors impacting
    the degree of satisfaction of a person.
    Dimensions: job satisfaction is an emotional response to a job situation; job satisfaction is
    often determined by how well outcomes meet or exceed expectations; job satisfaction
    represents several related attitudes.
    Characteristics: work itself, pay, promotion opportunities, supervision, coworker

    Theories:
    MASLOW- Maslow hypothesized that within every human being, there exists a hierarchy of five
    needs- Physiological, which includes hunger, thirst, shelter, sex, and other bodily needs.
    Secondly, safety needs include security and protection from physical and emotional harm.
    Thirdly, social needs include affection, belongingness, acceptance, and friendship. Fourthly,
    Esteem level represents the higher needs of humans. The needs for power, achievement, and
    status can be considered part of this level. And lastly, self-actualization, which is the drive to
    become what we are capable of becoming includes growth, achieving our potential, and self-
    fulfillment.
    Herzberg’ two factor theory: Also known as motivation hygiene theory, has 2 types of factors
    hygiene and motivators
    Motivators lead to job satisfaction and motivation like work recognition, opportunity for growth.
    While hygiene factors include interpersonal relations, salary, work conditions, and job security.

    Dispositional model of job satisfaction: Personality ke basis pe hota h. the one who remains
    positive are satisfied with theor job while jo bnda hr cheez ko negative dekhta h will not be
    satisfied at all.

    The value theory of JS: people feel satisfied with their jobs when they get what they value or
    need from the job.
    Isme hum apni job se expectation rkhte h and if that need Is fulfilled the person is satisfied

    Social information processing model: In this we expect from the people around us-coworkers,
    supervisors. Agar a person is getting support and guidance to he will be fully satisfied.

    OC
    most definitions refer to organizational commitment in terms of a tie that binds employees to
    their organization (Allen, 2016) The three-factor model breaks down organizational commitment
    into three commitment factors based on one’s rationale for staying at the organization,
    including affective, normative, and continuance commitment (Meyer & Allen, 1991)

    Affective commitment consists of the desire to stay at an organization out of emotional


    attachment. Normative commitment consists of feelings of obligation to remain at an
    organization. Continuance commitment consists of the need to stay at the organization based
    on analysis of the possible costs and benefits incurred from leaving .

    Guidelines:
    • Clarify and communicate your mission.
    • Support employee development.
    • Create a sense of community

    Importance of evaluating relationship b/w JS and OC


    Organizational commitment and job satisfaction have been central themes in work organization
    research, frequently linked to both positive and negative behaviors within an organization. The
    relationship between job satisfaction and organizational commitment is crucial because it
    directly impacts employee behavior and organizational outcomes.( High job satisfaction often
    leads to stronger commitment while dissatisfaction leads to weaken commitment)
    DEEN study: Deen, (2022) for the MNCs’ based manufacturing industry, by collecting data
    through the questionnaire, personally providing and receiving the responses from different level
    of permanent employees’ and get it analyzed through SPSS. Through reliability analysis, linear
    regression, and finally the Pearson correlation, and concluded that organizational commitment
    and job satisfaction is highly correlated with each other and organizational commitment is
    positively related to job satisfaction (significant).
    Relevance/importance:
    • Got to know about work environment of organisation
    • The different job roles played by the employees
    • Their level of satisfaction and commitment
    • Theor growth in the organisation
    • Got to know about the management policies

    Cross sectional: where data is collected at a single point in time from a group of people.

    Reliability: the consistency of the result (aaj test kia toh ek result aya, 10 din baad kia toh bhi
    result same aya- means the test is reliable)
    Types: test-retest, coefficient alpha/internal consistency (which shows how closely related a
    set of items are in a scale or test. In simple terms, it tells you whether the items on a survey or
    questionnaire are consistently measuring the same thing.)

    In the scale of JSS: good reliability with high overall consistency (0.91)
    Coefficient alpha was 0.89 given by BLAU in 1999

    In the scale OCQ: alpha coefficient ranges from 0.82 to 0.93


    Test retest R= 0.53
    Validity (test kitna theek h, valid hai)= convergent validity= range from 0.63 to 0.74 (degree to
    which two different methods or measures that are supposed to assess the same thing actually
    produce similar results)

    Summated rating scale:


    Summated Rating Scale is a five-point scale on which respondents express their attitude i.e.
    agree to disagree towards the statements
    For interpretation (STUDY)
    The aim of this study (Kuchimanchi, & Saini, 2019) was to investigate the relationship between
    Job satisfaction and Organizational commitment of employees working in public undertaking in
    India. The study focused on assessing the nature of the relationship of the two variables, using
    Pearson’s correlation coefficient. The study used The Organizational Commitment. The
    Minnesota satisfaction questionnaire was used. The study found a strong positive (+0.01)
    relationship between Job satisfaction and Organizational commitment. The study also found that
    male employees have higher levels of Job satisfaction and Organizational commitment when
    compared to female employees for the same designation and under the same organization.

    Limitations
    data was collected through a digital Google form sent to the participants. The data collected did
    not specify the size of the organization making the nature of organization studied very diverse.
    The inclusion criteria of respondent’s years of commitment to the organization is relatively low,
    that is 2 years, because organizational commitment requires more time to be formed.
    Suggestions
    a larger and more diverse sample size to improve the generalizability of findings across various
    contexts. Data collection should be conducted in person to ensure accuracy and establish a
    more reliable interaction with participants. Additionally, participants should have more
    experience within their organization, as longer tenure is positively associated with higher levels
    of organizational commitment.

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