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Explanatory Relationships among Empl...

Bosh, Gaafar Bakheit.

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Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment./
Author:	Bosh, Gaafar Bakheit.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	190 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-11, Section: A.
Contained By:	Dissertations Abstracts International81-11A.
Subject:	Business administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27837234
ISBN:	9798641841403

Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment.
Bosh, Gaafar Bakheit.

Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 190 p.

Source: Dissertations Abstracts International, Volume: 81-11, Section: A.

Thesis (Ph.D.)--Capella University, 2020.

This item must not be sold to any third party vendors.

The objective of this study was to investigate whether employees' personal characteristics moderated the relationship between overall job satisfaction (JS), the independent variable (IV), and the dependent variable (DV) employee organizational commitment (OC). Organizational commitment was measured by affective, continuance, and normative commitment, which are three dimensions of OC. The main research question guiding the study was to what extent does the Herzberg two-factor theory of employee job satisfaction explain the relationship between overall job satisfaction and organizational commitment when moderated by employees' personal characteristics of age, tenure, gender, and marital status. A quantitative nonexperimental research method was applied to examine the research question and test null hypotheses, which stated that employees' personal characteristics did not moderate the relationship between the main IV (JS) and the DVs. The two-factor theory of employee job satisfaction was the theoretical framework used in the study. The relationships between JS and the three components of OC (affective commitment-AC-DV; continuance commitment-CC- DV, and normative commitment-NC- DV) were examined separately through hierarchical multiple regression analysis in which the IVs were entered sequentially into the regression equation and regressed against the DVs. The study was within the U.S. with a sample of 145 employed adults. The results confirmed a positive relationship between JS and AC (p < .05), and between JS and NC (p .05). Also, despite some evidence in the literature, in no case did age, tenure, gender, or marital status moderate the relationship between JS and any of the three components of OC. Nevertheless, questions arose around the composition of the sample used in the study, as well as in those conducted in the developing countries. Therefore, one recommendation for future studies is to examine the role ethnicity might play in contributing to the conflicting results.

ISBN: 9798641841403Subjects--Topical Terms:

3168311
Business administration.
Subjects--Index Terms:

Employee job satisfaction

Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment.
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245 1 0 $a Explanatory Relationships among Employees' Personal Characteristics, Job Satisfaction, and Employee Organizational Commitment.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2020
300 $a 190 p.
500 $a Source: Dissertations Abstracts International, Volume: 81-11, Section: A.
500 $a Advisor: HANNON, JOHN.
502 $a Thesis (Ph.D.)--Capella University, 2020.
506 $a This item must not be sold to any third party vendors.
520 $a The objective of this study was to investigate whether employees' personal characteristics moderated the relationship between overall job satisfaction (JS), the independent variable (IV), and the dependent variable (DV) employee organizational commitment (OC). Organizational commitment was measured by affective, continuance, and normative commitment, which are three dimensions of OC. The main research question guiding the study was to what extent does the Herzberg two-factor theory of employee job satisfaction explain the relationship between overall job satisfaction and organizational commitment when moderated by employees' personal characteristics of age, tenure, gender, and marital status. A quantitative nonexperimental research method was applied to examine the research question and test null hypotheses, which stated that employees' personal characteristics did not moderate the relationship between the main IV (JS) and the DVs. The two-factor theory of employee job satisfaction was the theoretical framework used in the study. The relationships between JS and the three components of OC (affective commitment-AC-DV; continuance commitment-CC- DV, and normative commitment-NC- DV) were examined separately through hierarchical multiple regression analysis in which the IVs were entered sequentially into the regression equation and regressed against the DVs. The study was within the U.S. with a sample of 145 employed adults. The results confirmed a positive relationship between JS and AC (p < .05), and between JS and NC (p .05). Also, despite some evidence in the literature, in no case did age, tenure, gender, or marital status moderate the relationship between JS and any of the three components of OC. Nevertheless, questions arose around the composition of the sample used in the study, as well as in those conducted in the developing countries. Therefore, one recommendation for future studies is to examine the role ethnicity might play in contributing to the conflicting results.
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653 $a Intrinsic job satisfaction
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653 $a Overall job satisfaction
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