Rabia Muneer (M.SC), Sidra Liaquat (Mphil) : Department of Applied Psychology Bahauddin Zakaryia University, Multan

Rabia Muneer (M.
Sc), Sidra Liaquat(MPhil)

Department of Applied Psychology
Bahauddin Zakaryia University, Multan
Job satisfaction is function of persons characteristics
such as career interest and personality variables and

environment characteristics such as situation of
atmosphere that are formed by people that are dominant in
that environment. (Holland, 1985)
it is the extent to which one feels good about the job. Job
satisfaction is in regard to ones feelings or state of mind
regarding to the nature of their work. The source of job
satisfaction is not only the job; it also creates from
working environment, supervision
style, interpersonal relationship,
and organizational culture also
(Tasnim, S. 2006)
An attitude or an orientation toward the

organization which links are attaches the identity of
the person to the organization.
(Mowday, 1982)
Meyer and Allen (1994) state
"a psychological state that
characterizes the employee's relationships with the
organization and has implications for the decision to
continue membership in the organization is
organizational commoitment".
Job commitment refers to an employee's attachment, goal

congruency, identification, loyalty and allegiance to their
organization.
(Williamss j. May 22, 2004)
Strongly committed employees are more likely to remain
with the organization than are those with weak
commitment. Commitment may be better predictor of job
satisfaction because it is influenced more by day to day
happenings (Gupta , 2008).
With respect to organizational commitment, studies using
the Organizational Commitment Questionnaire (OCQ)
highlight that private sector was more committed than
their public sector counterparts (Rachid, 1995).
Affective organizational commitment was

found to be most influential with respect to
levels of intrinsic and extrinsic job
satisfaction. This concurs with other studies of
the behavioral outcomes of commitment.
(Markovits et al, 2007)
Age was found a major factor of
organizational commitment because the older
teachers have spent a longer time in the
organization that is why they may better
understand the environment of it (DoddMcCue & Wrigh, 1996)
The present research was aimed to discover the

relationship between job satisfaction and
organizational commitment.
According to researchers observation job
satisfaction is considered more in public
employees and organizational commitment more
in private employees.
Previous researches conducted in Pakistan also
support these conceptions. This research has been
conducted to evaluate these tendencies.
This research will help to determine the
relationship between job satisfaction and
organizational commitment in Pakistan especially
in the content of Multan city.
The sample of 200 teachers of Multan city was

selected (50 private male, 50 female and 50
governments male and 50 female).The age range
was 25-65 with 3 categories(category 1 25-35.
Category 2: 36-45, category 3 46-65).
Convenient technique in non-probability
sampling was used to collect the data.
Table 1
Correlation coefficient on the scale of job Satisfaction and
Organizational commitment (N= 200).
Scale
Organizational
commitment
*P<0.05
Organization
al
commitment
1
Job
Satisfaction
.146*
Relationship of Job Satisfaction and Organizational

commitment in term of gender among teachers (N=200).
Job Satisfaction
Organizational
Commitment
Males
.127
p > 0.05 (n.s), **p < 0.01
Females
.370**
Relationship of Job Satisfaction and Organizational

commitment among public and private teachers (N=200)
Job Satisfaction
Organizational
Commitment
Public
Private
.591**
.079
**p < 0.01, p > 0.05(n.s)
Mean, Standard Deviation, t-test and Cohens d on the scale of Job

Satisfaction among male and female teachers (N= 200).
Scales
Gender
SD
Cohens
d
Job
Satisfaction
Male
100
43.12
8.503
-.418
Female
100
df = 198, p > 0.05 (n.s)
42.67
6.612
.677
0.06
Mean, Standard Deviation, t-test and Cohens d on the scale

of Organizational commitment among male and female teachers (N=
200).
Scales
Gender
SD
Organizational
commitment
Male
100
41.65
33.76
Female
100
44.02
df = 198, p > 0.05 (n.s)
7.261
Cohens d
.185
.855
0.018
Mean, Standard Deviation and t-test on the scale of Job

Satisfaction among public and private teachers (N= 200).
Scales
Organization
SD
100
44.34
8.1
Cohens d
-.2.94
.004
0.380
type
Job
Satisfaction
Public
Private
df = 198 p < 0.05
100
41.45
6.75
Table 7
Mean, Standard Deviation and t-test on the scale of Organizational
commitment among public and private teachers (N= 200).
Scales
Organizational
SD
type
Organizational
commitment
Public
d
100
41.53
6.05
-1.635
Private
p > 0.05(n.s)
Cohens
100
47.14
33.76
.104
0.22
Table 8(a)
One way Analysis of Job Satisfaction and Organizational commitment for their scores
on categories of Age (25 35, 36 45, 46 65) (N = 200).
Scales
Scales of
SS
df
MS
F
P
Variation
Job
Between Groups
1245.441
622.720
Within Groups
8753.154
197
44.432
Total
9998.595
199
Between Groups
1050.254
525.127
Within Groups
7009.141
197
35.579
8059.395
199
14.015
.001
14.759
.001
Satisfaction
Organizational
commitment
Total
df= 198, ***p< 0.001
Table 8(b)
Post Hoc Multiple Comparisons of Job Satisfaction and Organizational commitment
with age categories.
Dependent
variable
(I)Age
(J)Age
Mean
Difference(IJ)
Standard
Error
25 35
36 45
2.250
1.228
.068
46 65
6.319*
1.258
.001
36 45
46 65
4.069*
1.077
.001
25 35
36 45
5.650*
1.099
.001
46 65
5.161*
1.126
.001
46 65
.489
.963
.612
Job Satisfaction
Organizational
commitment
36 45
***p< 0.001
Over all the results show a significant positive

relationship between employees job
satisfaction and organizational commitment.
It is concluded that public employees showed
more job satisfaction as compare to private
employees. And private employees are more
committed to their jobs.
Well it is true that private teachers have more
organizational commitment and they are
highly motivated and determined towards their
duties.
The current study demonstrates that

oResearch has contributed to the current theory and
research shows that it is useful for the research
purpose.
oThe findings are also very informative in
explaining and solving problems related to
behavioral aspects of organizations particularly
factors that contribute towards organizational
commitment among employees.
oFurthermore, the findings of this study can be of
great help in designing polices for improving
organizational commitment.
The study entails some limitations that should be

considered before evaluating the research findings.
oAs with most self-administered survey methodology,
response bias was an important concern. This is mostly
with employee surveys that they hesitate to show their
negative feelings about their organization because in this
way their jobs can be at a risk.
oTime shortage was another limitation. Due to this it
wasnt possible for the researcher to have full command
over it.
oAnother limitation was that sample was taken only from
the only Multan city and cannot be generalize to the
whole teachers.
There are some suggestions to the researches who

want to do their research on the same topic in the future.
By following these suggestions they can have better
internal and external validity.
oFindings of the study suggest that organizations should
deliberate some factors that have been identified to have
strong consequence on organizational commitment and
include them in employees development programs to
improve their attitude in the workplace. It is the primary
stage of behavioral research in the area. In future an in
depth study is requisite to be conducted to identify other
factors which contribute to organizational commitment.
oSample should be large and enough to represent the
whole

Rabia Muneer (M.SC), Sidra Liaquat (Mphil) : Department of Applied Psychology Bahauddin Zakaryia University, Multan

Uploaded by

Copyright:

Available Formats

Rabia Muneer (M.SC), Sidra Liaquat (Mphil) : Department of Applied Psychology Bahauddin Zakaryia University, Multan

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Rabia Muneer (M.SC), Sidra Liaquat (Mphil) : Department of Applied Psychology Bahauddin Zakaryia University, Multan

Uploaded by

Copyright:

Available Formats

Rabia Muneer (M.

Sc), Sidra Liaquat(MPhil)

Job satisfaction is function of persons characteristics

such as career interest and personality variables and

An attitude or an orientation toward the

Job commitment refers to an employee's attachment, goal

Affective organizational commitment was

The present research was aimed to discover the

The sample of 200 teachers of Multan city was

Relationship of Job Satisfaction and Organizational

p > 0.05 (n.s), **p < 0.01

Relationship of Job Satisfaction and Organizational

**p < 0.01, p > 0.05(n.s)

Mean, Standard Deviation, t-test and Cohens d on the scale of Job

df = 198, p > 0.05 (n.s)

Mean, Standard Deviation, t-test and Cohens d on the scale

df = 198, p > 0.05 (n.s)

Mean, Standard Deviation and t-test on the scale of Job

df = 198 p < 0.05

Over all the results show a significant positive

The current study demonstrates that

The study entails some limitations that should be

There are some suggestions to the researches who

You might also like