The Difference Between Job Satisfaction and Organizational Commitment

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Motivation and Performance Management

Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company. According to Nelson and Quick,
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.
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Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.
The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization. Job satisfaction is the responses that an employee has towards any job. In other words, while an employee has positive feelings towards the organization, its values and objectives, it possible for him to be unsatisfied with the job he or she has in the organization (Celik, 2008). Based on the distention of the two, I believe St. Jude Children’s Research Hospital is more strongly related to organizational commitment when it comes to performance rather than job satisfaction. To be more specific, I believe affective commitment is more important to the employees. They are not only committed to their job but, also to their patients. I truly fell that the employees love their job because they get to help thousands of children every day and they treat all of their patients like family which can lead to job satisfaction. The employees take the time out to get to know their patients on a personal level. That alone shows care and commitment to their patients.
Apply motivational theory and performance management principles to evaluate the company as a potential employer. According to Abraham Maslow, his