An Empirical Study On Relationship Between Job Satisfaction And Organizational Commitment

The job satisfaction and the organizational commitment is one of hot topics which many enterprises who advocate the human-oriented point attach attention, it has an important meaning for theories' development and enterprise management to research the job satisfaction and the organizational commitment. This research gives a questionnaire survey about the job satisfaction and the organizational commitment, tests the difference significance of the job satisfaction and organizational commitment in employee's variables, and analyzes the relation of the job satisfaction and organizational commitment, and puts forward a suggestion to the enterprises based on the analysis conclusions.Based on the review of literatures, and the data analysis from the questionnaire survey, we get the following conclusions: the job satisfaction can be divided into seven factors, concluding the job characteristic, the job environmental, the job relationship, the salary and welfare, the promotion, the training, and the management; the organizational commitment can be divided into three factors, concluding the affective commitment, the continuance commitment, and the normative commitment. At present, the job satisfaction and the organizational commitment are on a low level. Through the One Way ANOVA, we test the difference significance of the job satisfaction and organizational commitment in employee's variables. The research also discovers the positive correlation between the job satisfaction and organizational commitment. Based on their correlation, we discuss their causality, and discover that, the salary and welfare variable and the management variable in the seven variables of the job satisfaction, are the direct effective factors that influence the affective commitment, the continuance commitment, and the normative commitment, and the other variables indirectly influence the commitment through these two variables as the mediate variable.Lastly, according to our conclusion, we pertinently put forward a suggestion to enterprises: Should establish the rules which relation with the employee's interests based on the employee segment; To improve the organizational commitment, Should pay attention to the employee's job satisfaction, and stress on the salary and welfare satisfaction, and the management satisfaction; When improve the factors in the organizational commitment, should have each particular emphases; Measure the employee' level of organizational commitment periodically, set up and perfect the performance assessment system.