Understanding and analyzing the relationship between job satisfaction and organizational commitment of Sina Bank employees

Master's Thesis (M.A)

Trend: Human Resources

Abstract

The present study was conducted with the aim of identifying and investigating the relationship between job satisfaction and organizational commitment of Sina Bank employees in the eastern branches of Tehran province. Therefore, at first, the dimensions of job satisfaction and the dimensions of organizational commitment were identified, and then the relationships between the identified components were presented in the form of a structural equation model. Based on the conducted studies, the components of job satisfaction include: internal factors, external factors, and individual characteristics, as well as the components of organizational commitment, including emotional commitment, continuous commitment, and normative commitment. According to the purpose, the type of research was applied, and in terms of the nature of the method, it was carried out by a descriptive-survey method. To collect data related to the measurement of the research components, the researcher-made job satisfaction questionnaire including 15 questions and the Meier and Allen standard organizational commitment questionnaire including 24 questions were used. To check the validity, the questionnaire was given to several professors and its validity was confirmed. Cronbach's alpha coefficient was used to calculate the reliability. In this research, it was 0.714 for the job satisfaction questionnaire and 0.859 for the commitment questionnaire, and the reliability of both questionnaires was estimated as satisfactory. The statistical population of this research includes 140 managers and employees of Sina Bank in the eastern branches of Tehran province. Based on the calculations, the questionnaire was distributed to a sample of 105 people. All the referred questionnaires are usable and have been examined.

To ensure the designed scale, factor analysis technique and structural equation modeling have been used. Research hypotheses were also tested using Pearson correlation test and structural equation model. Also, the analysis of the obtained data has been done using SPSS and LISREL statistical software. The results show that there is a positive and significant correlation between the internal factors of job satisfaction with all three dimensions of emotional commitment, continuous commitment and normative commitment of employees. Also, there is a positive and significant correlation between the external factors of job satisfaction with all three dimensions of emotional commitment, continuous commitment and normative commitment of employees. Also, the state of organizational commitment of Bank Sina employees shows that all three types of emotional, normative and continuous commitment exist in employees. The results of examining the intensity and weakness of different dimensions of commitment based on the individual characteristics of employees have shown that there is no significant difference in the views of women and men regarding each dimension of organizational commitment. Also, people of different age groups and with different educational qualifications have the same view on the dimensions of organizational commitment. In the end, to measure the relationship between the two main constructs of the research, i.e., job satisfaction and organizational commitment, the structural equation model has been used. Therefore, job satisfaction affects organizational commitment.

Keywords: Bank Sina, organizational commitment, job satisfaction

Chapter 1

Research overview

1-1 Introduction

One of the most important tasks of any organization and social institution is to achieve goals. Today, organizations need committed human resources as the main and most necessary factor to achieve their goals. Successful organizations invest the most in human resources to achieve their goals, and unsuccessful organizations create many bottlenecks for them. For this reason, the efficient use of human resources is an essential matter that should be considered by managers. Job satisfaction and organizational commitment are among the attitudes that are considered as the main necessity of the human factor in organizations.

In this research, we deal with the issue of job satisfaction and organizational commitment of Bank Sina employees. We hope that this research can provide suitable grounds for improving the quality level of employees of the bank and other organizations.

1-2 statement of the research problem

Job satisfaction and organizational commitment are important management issues that managers try to increase job satisfaction in some way. and the organizational commitment of their employees, because increasing the coefficient of job satisfaction and organizational commitment plays an important role in the realization of the organization's goals. In a general evaluation, whether a person has a positive feeling towards his job factors or not (Qalipour and Amiri, 2008, p. 22)..

Job satisfaction is a kind of feeling of satisfaction that is obtained as a result of achieving goals (Saatchi et al., 2017)

Factors affecting job satisfaction can be divided into three categories:

A- Content-internal factors[1] or work attributes and characteristics such as meaningfulness of work, sufficient skill of the individual, diversity in work, etc.;

B- Factors External context[2] including salary, job security, role ambiguity, organizational structure, physical working conditions, etc.;

C- Individual characteristics such as age, skill level, gender, intelligence, physical and personal health, etc. (Hezavei and Samadi, 2016, p. 3)

Researchers have defined and justified job satisfaction from various perspectives:

According to Hapak[3] (1935) Job satisfaction is a complex and multi-dimensional concept and is related to psychological, physical and social factors (Shafiabadi, 2015, p.9) Ginsberg [4] and his colleagues (1951) who have paid attention to job satisfaction from different perspectives point to two types of job satisfaction: 1) Internal satisfaction comes from two sources: 1st: feeling. The pleasure that a person gets only from engaging in work and activity. Second: The pleasure that comes to a person as a result of observing progress, fulfilling some social responsibilities, and bringing out individual abilities and desires. Among the factors of external satisfaction, for example, the conditions of the work environment, the amount of wages and rewards, the type of work and the relationship between the worker and the employer can be mentioned (Shafi Abadi 1385, pp. 100-99).

According to the various views of researchers, it can be concluded that job satisfaction has a complex and multidimensional concept that is related to psychological, physical and social factors and has an emotional compatibility with the job and employment conditions. But organizational commitment is an organizational attitude, which is generally expressed as identification with a specific organization.

Organizational commitment [5] shows the force that obliges a person to stay in the organization and work with dedication towards the achievement of the organization's goals (Mir and Hersevich[6], 2001). Leaving work and absenteeism are more among them (Yagoubi et al., 2018).

In general, organizational commitment is a state in which a person considers an organization to be his representative and wishes to remain a member of that organization. (Robbins, 2005) Researchers have defined and justified organizational commitment from various perspectives: John Mayer and Natalie Allen [7] (1987), believe that organizational commitment has three components: 1) Emotional commitment [8]: It includes the emotional dependence of employees to identify with the organization and engage in organizational activities. Employees with strong emotional commitment will remain loyal to their organization.

2) Continuance commitment[9]: It includes a commitment that is based on valuing the organization and the employee participates in the life of the organization. Employees with this type of commitment will remain loyal because of the knowledge of the costs of leaving the organization.

3) Normative commitment[10]: A person stays in the organization due to the pressure of norms and ethics. Employees with this type of commitment believe that they should remain loyal to their organization. (Qalipour, 2016, pp. 26-30)

According to the different views of researchers, it can be concluded that organizational commitment is a psychological state and has at least three separable dimensions: emotional dependence on the organization, need for the organization and continuous commitment, and finally the obligation to perform the task and remain in the organization under the name of normative commitment, which defines the relationship of the employees with the organization and definitely indicates the continuation or termination of the individual's membership in the organization.

Organizational commitment and job satisfaction are two important factors in predicting and understanding organizational behavior, which investigation helps supervisors identify potential problems (Nahrir et al., 2019); Also, the result of research has shown that job satisfaction has a positive relationship with organizational commitment. (Amin Bidakhti and Salehpour, 2016) and another study based on the five criteria of goals, values, personality, work environment and skills and abilities also showed that the fit between the individual and the organization can increase job satisfaction and organizational commitment (Abzari et al., 2017).