ORGANIZATIONAL COMMITMENT, JOB SATISFACTION AND JOB CHARACTERISTICS: AN EMPIRICAL STUDY OF EXPATRIATES IN SAUDI ARABIA

1996 ◽  
Vol 6 (3/4) ◽  
pp. 57-80 ◽  
Author(s):  
Shadid N. Bhuian ◽  
Eid. S. Al‐Shammari ◽  
Omar A. Jefri
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Organizational Commitment ◽  
Empirical Study ◽  
Strong Support ◽  
Job Characteristics ◽  
Job Autonomy ◽  
Expatriate Employees

The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning expatriate employees in Saudi Arabia. An examination of a sample of 504 expatriate employees reveals that these employees are, by and large, indifferent with respect to their perceptions of commitment, job satisfaction, and job characteristics. In addition, the results provide strong support for (1) the influence of job satisfaction on commitment, (2) the influence of job variety on commitment, and (3) the influence of job autonomy, identity, and feedback on job satisfaction.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Correlates of Organizational Commitment Among Community Correctional Officers in China

2017 ◽  
Vol 98 (1) ◽  
pp. 60-82 ◽  
Author(s):  
Shanhe Jiang ◽  
Eric G. Lambert ◽  
Xiaohong Jin ◽  
Deping Xiang ◽  
Mengfei Shi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Correctional Officers ◽  
Job Characteristics ◽  
Community Correction ◽  
Correctional Staff ◽  
Correction Officers ◽  
Using Data ◽  
Staff Commitment

There has been limited research on the correlates of organizational commitment among community correctional staff, regardless of the nation. Using data from 225 community correction officers from Hubei, China, this study examined community correctional staff commitment to their agencies and its predictors. The study found the majority of the respondents had commitment to their organizations. Organizational structure variables were more powerful than job characteristics in explaining the variance of the organizational commitment. All relationships between organizational structure variables, job characteristics, and organizational commitment were mediated by job satisfaction.

scholarly journals Effect of employee demographic characteristics and job characteristics on job satisfaction among employees in the banking industry: A case of commercial banks in Nakuru Town, Kenya

2014 ◽  
Vol 9 (3) ◽  
pp. 1698-1711
Author(s):  
Elizabeth Wanjiru Ngigi ◽  
Dinah Jeruto Kipkebut
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Banking Industry ◽  
Job Characteristics ◽  
Role Stress ◽  
Demographic Characteristics ◽  
Supervisory Support ◽  
Job Autonomy ◽  
Positive Effects ◽  
Banking Institutions

The banking industry in Kenya is operating in an environment that is becoming increasingly complex due to increased competition, rapid technological changes, globalisation and growth of alternative banking institutions. In order for the banks to achieve success and to satisfy their customer needs, they must attract and retain a satisfied workforce as a source of competitive advantage. The objective of the present study is to examine the effects of demographic characteristics (age, gender, marital status, education, tenure and bank sector) and job characteristics (namely; job autonomy, job variety, role stress, co-worker and supervisory support) on job satisfaction among employees in commercial banks in Nakuru Town in Kenya. The sample of the study consisted of 126 employees drawn from a population of 180 employees from three (3) locally owned banks and five (5) foreign-owned banks. Questionnaires were used to collect data which were analysed using inferential statistics which included Independent Samples T-Test, One Way Analysis Of Variance (ANOVA), Pearsons Correlation and Multiple Regression analysis. The results showed that (a) demographic characteristics partially influenced job characteristics and job satisfaction; (b) Job autonomy, job variety, co-worker and supervisory support had significant, positive effects on job satisfaction; (c) Role stress did not have a significant effect on job satisfaction. The study recommends that bank managers adopt various managerial interventions in order to create a pleasant and supportive work environment in which job satisfaction will thrive.

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