Effect of Job Satisfaction on Organizational Commitment: Comparative Study on Academic and Supportive Staff of Wollega University, Nekemte Campus

Abstract

Job satisfaction refers to the extent that the working environment meets the needs and values of employees and the individual’s response to that environment. Organizational commitment consists of affective, continuance, and normative commitment. It is believed that after an individual is hired, knowledge of his or her job satisfaction becomes the most important piece of data that a manager or organizational psychologist can have. This study aims to analyze the effect of job satisfaction on organizational commitment between academic and supportive staff of Wollega University. The study employs case study research design analyzes and describes the level of job satisfaction and organizational commitment. stratified sampling were used to select the target respondents in which samples were drawn from academic and supportive staff and 314 samples of respondents have taken out of which 117 of them were academic staff and 197 were supportive staff. A Minnesota satisfaction questionnaire and organizational commitment questionnaire were used as a tool of data collection. Moreover descriptive statistics, Pearson correlation, independent T-test and regression analysis were also used for method of data analysis. The result indicates that positive but moderate relationships were found between job satisfaction and organizational commitment of academic and supportive staff of Wollega University. This is indicated by r=.530 and .587 respectively. The Independent T-test result revealed that there is no difference in the level of job satisfaction of academic and supportive staff but the difference exists in level of organizational commitment in which the commitment of supportive staff (3.57) is higher than academic staff (3.15). facets of job satisfaction mainly institution policy and practice, compensation, responsibility, opportunity for advancement and supervision significantly affect organizational commitment in which institution policy and practice is the best predictor whereas supervision is the poorest predictor of organizational commitment for both academic and supportive staff.

Keywords: Institution policy and practice, Job satisfaction, Organizational commitment, Opportunity for advancement, Supervision