What is the connection between satisfaction with work and organizational commitment?
Work satisfaction can be defined as satisfaction with work. The connection between satisfaction with work and organizational commitment is clear. When an employee has loyalty to the employer, his productivity increases, the level of turnover and negative behavior, including employees' theft, is also decreasing. A satisfied employee is usually much more engaged to an employer than an employee who is dissatisfied.
Moral considerations may have an impact on work satisfaction and organizational commitment. A satisfied worker may feel a moral duty to act in an engaged way. On the other hand, the continuation commitment expresses the concept that the obligation of employment depends on the cost/benefits equation for employees. In some cases, the employee may feel any moral obligation to the employer. This includes building a team of a zoom in which employees cooperate in a way that creates a fixed bond. Those who feel strongly attached and connected to the workplace usually tend to feel more by callingOn its profession and a higher level of obligation to the organization in general.
Financial rewards are not the only determining factor in the satisfaction of work. Employees often place significant value on their relationships in the workplace. In addition, marginal benefits can sometimes be as important to employees as financial compensation. Some companies show their obligation to employees by providing auxiliary services such as subsidized lunches, rewarding success with extra work, and providing family support services such as children's care.
One way to increase the satisfaction of work is to offer a suitable and effective plan of compensation. Secret payment schemes, arbitrary policy of compensation and perception of the boss playing are all ways to plant dissatisfaction seeds. Reward specialists are sometimes brought to society to review compensation. This ensures,that compensatory practices are fair and competitive in the company's industrial sector, leading to increased loyalty and determination to the organization.
Interpersonal conflicts may have a potentially negative impact on employee satisfaction and reduce the employee's obligation to the employer. If the employee experiences harassment and the employer does not deal with this problem, the worker's obligation may disappear in the face of the need for self -preservation. Having clear policies regarding harassment in the workplace was associated with a higher level of satisfaction with work and organizational commitment.