The Relationship Between Organizational Commitment and Job Satisfaction:

The way people act relects the way they feel about their jobs and it has a lot to do with their values and attudide about their workplace. Their job satisfaction and organizational commitment has to do with values in the workplace specifically with expectations, outcomes, acceptable behaviors those values are what an employee holds in regards to work.

Organisational commitment can also be contrasted with additional work-related attitudes, such as job satisfaction, distinct as an employee 's approach about their job, and organisational identification. Meyer and Allen defines Organisational commitment is viewed as a psychological connection that individuals have with their organisation, characterised by strong identification with the organisation and a desire to contribute to the accomplishment of organisational goals (Meyer & Allen 1997).

In particular cases, the high rate of staff turnover and absenteeism are associated with low level of organisational commitment (Morrow, 1993). The employee who works on this level must be dissatisfied with the organisation; such an employee may stay because he or she needs to stay for the monetary benefits linked to the continuance dimension (Meyer & Allen, 1997). In simple words, it can be inferred that lower level of commitment is interconnected to continuance commitment among the three dimensions of commitment.

Job satisfaction is an attitude that employees have about their work and can related to the performance of a company. Job satisfaction as the key attitude related to employee behaviours and the work outcome. Organizational commitment is a psychological state that binds an employee to an organization.

There are three separate dimensions to organizational commitment: 1. Affective commitment is an emotional attachment to the organization and a belief in its values. For example, a Petco employee may be affectively committed to the company because of its involvement with animals. 2. Continuance commitment is the perceived economic value of remaining with an organization. An employee may be committed to an employer because she is paid well and feels it would hurt her family to quit. 3. Normative commitment is an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he left." (Robbins & Judge, 2011, p 77)

In recent years Organizational justice and organizational commitment have been investigated extensively as its impact on organization performance. Nurses commitment specifically has been studied extensively in different areas of the world and in Saudi Arabia as well. In the literature nurses commitment has been correlated with many independent variables such as job satisfaction, leadership style, communication, organizational support, level of Education, and many other independent variables. One study was conducted in South Florida’s long term facility indicated that nurses commitment not only has positive correlation with organizational support, leadership style, job satisfaction, buts also has positive correlation with level of education, and the results show that among these independent variables job satisfaction, and organizational support were more strong related to the nurses commitment (Al-Hussami 2009). Another study shows that affective commitment as a

Steers, R. M. (1977) ‘Antecedents and outcomes of organizational commitment. Administrative Science Quarterly’, 22 (1), 46-56.

Most manager work under the expectation that their employees should be willing subjects that will do whatever it takes to get the job done. However, employees determine the amount of commitment by asking themselves several questions such as: How hard will I really have to work? What are the rewards involved in this venture? Are the awards worth the effort? Individual formulate the answer to this question by the type of relationship that they have with their boss. In other words,the individual commitment is closely related to their belief that their direct supervisor will recognize them for their efforts (Strebel, 1996)

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc.

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Edwin, A.L., (1990). "Work motivation and satisfaction: Light at the end of the tunnel." Psychological science, 1(4),240-246.

Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.

At times employees go to work each day knowing they have to complete the daily task of doing so. Some individuals may not like their current job or what occupation they currently hold for one reason or another. At times, it may not be the fact they may not like their job, but the working conditions, policies or even the people they make work with. Job satisfaction and organizational commitment are two of the most important roles people live with each and every day.

Organizational behaviour theory - describes how people within their organizationsact individually or in groups and how organizations function interms of their structure, processes and culture.