Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

Kijpokin Kasemsap (Suan Sunandha Rajabhat University, Thailand)
DOI: 10.4018/978-1-5225-0948-6.ch008
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Abstract

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.
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Background

Job satisfaction is a multidimensional construct composed of various facets (Fila, Paik, Griffeth, & Allen, 2014). Job satisfaction is defined as the pleasurable emotional state of an employee regarding job duties (Sarwar & Khalid, 2011). Job satisfaction is defined as an emotional response to individual’s task similar to the social and physical conditions of the workplace (Wulandari, Mangundjaya, & Utoyo, 2015). Job satisfaction is the important work attitude (Heller & Watson, 2005). Job satisfaction is defined as an attitudinal judgment of individual’s job (Ilies, Wilson, & Wagner, 2009). Job satisfaction is one of the most effective indicators of vocational happiness (Zhang, Wu, Miao, Yan, & Peng, 2014). Job satisfaction is the evaluation of the emotional reaction of individual's work experience (Fields, 2002).

Key Terms in this Chapter

Empowerment: The managerial practice of sharing information, rewards, and power with employees.

Organizational Commitment: The strength of the feeling of responsibility that an employee has toward organizational mission.

Burnout: The state of having no enthusiasm because of working too hard.

Organizational Justice: The study of the concerns about fairness in the workplace.

Workplace: The establishment at a particular location containing one or more work areas.

Organizational Performance: The analysis of a company's performance as compared to goals and objectives.

Organizational Behavior: The study of both group and individual performance and activity within an organization.

Job Satisfaction: The sense of inner fulfillment and pride achieved when performing a particular job.

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