Motivation and Performance Management
Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company.
According to Nelson and Quick,
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
A good example of job satisfaction would be if an employee likes his or her job responsibilities. A good example of job dissatisfaction would be if an employee is dissatisfied with the opportunities for promotion.
Organizational commitment is the strength of an individual’s identification with an organization. There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment is an employee’s intention to remain in an organization because of a strong desire to do so. Continuance commitment is and employee’s tendency to remain in an organization because he or she cannot afford to leave. Lastly, normative commitment is the perceived obligation to remain in an organization (Nelson & Quick, 2013, pg. 62).
An example of affective commitment would be if an employee stayed at their job because they truly enjoyed what they do for a living. Demonstrating continuance commitment would be if an employee stayed at their job due to the pay and benefits. Lastly, normative commitment would be if an employee stayed at their job, because the company invested time and money into that employee’s training and education.
Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.
The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization. Job satisfaction is the responses that an employee has towards any job. In other words, while an employee has positive feelings towards the organization, its values and objectives, it possible for him to be unsatisfied with the job he or she has in the organization (Celik, 2008).
Based on the distention of the two, I believe St. Jude Children’s Research Hospital is more strongly related to organizational commitment when it comes to performance rather than job satisfaction. To be more specific, I believe affective commitment is more important to the employees. They are not only committed to their job but, also to their patients. I truly fell that the employees love their job because they get to help thousands of children every day and they treat...