The relationship between job satisfaction and organizational commitment in Bandar Abbas Airport employees

Master's Thesis in Public Administration

Abstract:

This research was conducted with the aim of investigating the relationship between job satisfaction and organizational commitment among employees of Bandar Abbas Airport in 1993-1992. The type of research is applied according to the purpose and in terms of the nature of the descriptive method, which investigated the current situation using field studies. The measurement tools were Muday, Porter and Steers 15-question questionnaire (OCQ) and job satisfaction questionnaire (JDI). The analysis of the research findings was based on statistical description methods such as: frequency distribution tables, central indices and dispersion indices, and in the statistical inferences section, multiple regression test and correlation coefficient test were used to check the research hypotheses. The results of the analysis of the findings show that there is a significant relationship between job satisfaction and its dimensions and organizational commitment.

Key words:

Organizational commitment - Job satisfaction - Airport

Organizations are social systems where human resources are the most important factor for their effectiveness and efficiency. Organizations do not succeed without the efforts and commitment of their employees. Employees' satisfaction with their jobs and commitment to their organization are considered as the main determinants of organizational effectiveness (Mosadegrad et al., 2007). Organization is an important criterion for the effectiveness of the organization. It is assumed that organizational commitment predicts the stability of the workforce and the level of turnover. Also, organizational commitment shows the extent to which an organization can count on the continued participation of employees in its activities and growth. In addition, organizational commitment is a suitable indicator of the quality of work life (Ketcham and Trist [1] 1992, cited by Morin [2], 2008). The interest in this managerial concept is also justified by the fact that it is a very suitable indicator of people's effort and loyalty to the organization. Specifically, organizational commitment is related to workforce stability, employee effort, job performance, service quality, and coordinated behaviors (Allen and Meyer, 1997). ). Increased commitment to the organization and low levels of job stress affect the levels of participation in the organization in ways that benefit not only the individual but also the organization (Lambert, Hagan Griffin [3], 2008). Therefore, for successful performance, any organization is interested in increasing employees who are committed to the organization and its goals (Frevand and Carmeli, 2004). If the organization succeeds in creating feelings of loyalty and commitment in most of its employees, there is a greater probability that its goals will be met and increase its overall performance (Frevand and Carmeli, 2004). According to Lambert [4] and others (2001), it is important to identify the antecedents as well as the effects of job satisfaction. In other words, instead of treating job satisfaction as a comprehensive exogenous variable or the final endogenous variable, it is important to search for the causes and effects of job satisfaction. Also, it is necessary to create a comprehensive model for complex human behavior that takes into account the direct and indirect effects of job satisfaction (Park and Kim [5], 2009).Understanding the correlates and consequences related to job satisfaction is important for researchers and organizations. For example, theories about the relationship between job satisfaction and important work attitudes, such as life satisfaction, family satisfaction, work-family conflict, and withdrawal behaviors, have been developed and empirically tested. Organizational commitment is important for researchers and organizations because of the desire to maintain a strong workforce. Researchers and practitioners are very interested in understanding the factors that influence employees' decisions to stay or leave an organization. The positive relationship between job satisfaction and organizational commitment has been repeatedly reported by research. The link between job satisfaction and organizational commitment is complex and it is not clear whether satisfaction is an antecedent of commitment or whether commitment affects a person's level of satisfaction. The dominant view in the literature supports the causal antecedent of satisfaction on commitment. There is also evidence that shows that high levels of commitment lead to job satisfaction. Other studies have also concluded that there is a reciprocal effect between satisfaction and commitment. The positive relationship between organizational commitment and job satisfaction shows that those who are less satisfied with their jobs are less committed to their organization. Psychologists and organizational researchers agree that overall job satisfaction is an important mediating construct in the development of organizational commitment.The positive relationship between organizational commitment and job satisfaction shows that those who are less satisfied with their job are less committed to their organization. Psychologists and organizational researchers agree that overall job satisfaction is an important mediating construct in the development of organizational commitment. Many of these researches focus on the factors that affect job satisfaction. For example, psychologists focus on personality traits, while sociologists and organizational behavior researchers usually emphasize organizational characteristics and job rewards (Lincoln and Kaliberg, 1990).

In the present study, the relationship between job satisfaction and organizational commitment among employees of Bandar Abbas Airport is studied. Therefore, the overall goal of the research is to determine the relationship between job satisfaction and organizational commitment and compare it among employees of Bandar Abbas Airport.

1-2. Statement of the problem

   Every organization seeks to achieve its goals in the best way. The realization of organizational goals depends on all the factors that interact with each other in that organization, and one of the most important human factors is human resources. Human power is a complex factor that has different motivations and attitudes (Raofi, 2013). One of the important issues that should be considered in any organization is the satisfaction and job satisfaction of its employees, which is considered one of the most important resources of the organization. They are a needy agent (Zaki, 2013). Organizational commitment is a dynamic process of interaction between a person and his environment (Liu, 2008, p. 119). And it is a multi-dimensional structure that can be considered as a mental state that transfers people's adherence to the organization (Allen and Meyer, 1990, p. 14). Dissatisfaction and lack of feeling of belonging and loyalty of employees to the organization leads to delay, absence (mental and physical) and leaving the organization. Also, other resources such as equipment and raw materials are not used optimally and as a result, they will reduce the efficiency and productivity of the organization. has When employees are not satisfied with their jobs, they don't show up at the workplace for various reasons or they try to find another organization, on the other hand, when the employees are satisfied, they show up at their workplace more regularly and the satisfaction of the employees affects their presence and absence. to achieve higher. This increases the performance, productivity and effectiveness of the organization. (Zaki, 1383). In this, one of the organizational pillars that is influenced by the performance of employees and their job satisfaction is organizational commitment. Many of the conducted researches contain the point that employees with higher job satisfaction are in a better condition in terms of physical, physical and mental ability, and from an organizational point of view, a high level of job satisfaction reflects a very favorable organizational atmosphere that leads to the attraction and retention of employees. One of the reasons that show the importance of examining and studying organizational commitment is that organizations with members at high levels of organizational commitment usually have higher performance, less absenteeism and tardiness from their employees, and considering the importance of job satisfaction and organizational commitment in employees, sensitive jobs include airport employees, so the present study was designed with the aim of the relationship between job satisfaction and organizational commitment in Bandar Abbas airport employees. 1-3. Importance and necessity of the research.

    Organizational commitment is one of the most important topics in organizational research that can be used both theoretically and practically. Organizations are interested in creating work environments with high commitment for their personnel, because research has shown that with high organizational commitment, organizations have valuable results such as reducing change and transformation, increasing employee motivation, increasing organizational support, and improving the level of behaviors. they will achieve (Labat Madin, 2007, p. 197).