The Relationship Between Job Satisfaction and Organizational Commitment: Basis for Enhanced Recruitment Program

Abstract

The main objective of the study is to assess the relationship between job satisfaction and organization commitment as basis of enhanced recruitment program, as measured by Paul E. Spector’s Job Satisfaction Survey (JSS) by and Organizational Commitment Questionnaire by Meyer, Allen, and Smith. The researcher used the descriptive method of research; Sloven’s formula to get the sample size; and simple random sampling technique to choose the respondents. Moderate and significant relationships were observed among the variables with affective commitment: Promotion, Contingent Rewards, and Coworkers; while weak associations but significant relationships were seen among job satisfaction variables with affective organizational commitment: Fringe Benefits and Communication. Only two indicators of job satisfaction are significantly associated with continuance organizational commitment but also noted moderate relationships. Job indicators Promotion and Supervision. Respondents’ Affective Organizational Commitment is significantly and positively related with job satisfaction indicators: Promotions, Contingent and Coworkers. Continuance Organizational Commitment level of the respondents could be described on the basis on job satisfaction indicators: Promotion and Supervision. As such, it was recommended that providing a fair, clear and attractive guidelines and policies on pay could be really helpful to expect a full blown of job satisfaction in the workplace; the management shall consistently provide a positive and motivating work environment; managers and supervisors should make time for regular feedback sessions; and lastly, future researchers may apply the basic principles of knowing the relationship of job satisfaction and organizational commitment in designing enhanced recruitment program.