| Abstract [eng] |
The master 's thesis analyzes the links between job satisfaction and organizational commitment concepts. The scientific literature recognizes that an organizational commitment usually increases employee’s chances of staying with that organization for a longer period, better performance, more efficient performance of tasks, and greater employee involvement in the organization. Job satisfaction is defined as a significant factor in organizational commitment that has been underpinned in many studies. Employees with high level of job satisfaction are more likely to have a stronger commitment to the organization. The aim of the master's thesis is to analyze the impact of job satisfaction on an employee's commitment to the organization. In the theoretical part of this master thesis, the analysis of the scientific literature reveals the concept, development, models and factors that determine the concept of organizational commitment, the concept of job satisfaction and the factors that determine this phenomenon. The concept of organizational commitment has been explored by many authors, and these concepts differ due to the authors ’approach or context. An analysis of these concepts reveals that they have the same main aspect: as an individual’s psychosocial connection to an organization. There are a number of models of organizational commitment, but the three-component commitment model best describes the concept of employee commitment to the organization. Affective commitment refers to employees perceptions of their emotional attachment to or identification with their organization. Continuance commitment to the organization is defined as awareness of the costs associated with leaving the organization. A normative commitment to an organization is related to an employee’s desire to remain in the organization because of a sense of duty, loyalty, or morality. Job satisfaction reflects a person’s feelings about their work, which depend on the employee’s attitude to work and everything that exists in their work environment. Employees with high level of job satisfaction are less likely to be absent, change jobs less frequently, are more likely to engage in organizational activities and are at lower risk of suffering burnout. The methodological part of this work describes the organization of the research, research instruments (questionnaire-based survey), presents the research model and reveals other research parameters. SPSS and Microsoft Excel programs were used to process the obtained questionnaire data. Descriptive statistics were used for the analysis of the study data. One-way analysis of variance ANOVA was used to check for differences in the means of statistical independent groups. A correlation analysis was performed for the relationships between the concepts according to Spearman's correlation coefficient. In the final part of this work, the research object was - level of organizational commitment at pre-school education institutions in Radviliškis county. The research results stated that these institutions are dominated by affective commitment. The teachers commitment to the organization is highly influenced by age, education, qualification category. In these institutions there is a strong job satisfaction. Assessing the relationship between job satisfaction and organizational commitment, it was found that job satisfaction is statistically significantly related to affective commitment component and overall commitment to the organization, statistically moderately correlated with continuance and normative organizational commitment components. It can be concluded that the teachers from those institutions satisfaction leads to a stronger teachers commitment to their institution. |
