© November 2022| IJIRT | Volume 9 Issue 6 | ISSN: 2349-6002
The Effect of Job Satisfaction On Organisational
Commitment
Richa Goswami1, Dr. A.K. Mandil2
1Research Scholar, Jiwaji University
2Professor. MLB Govt college of Excellence, Gwalior
Abstract— This study is conducted to examine the effect
of Job satisfaction on Organizational commitment
among employees of private service sector of NCR
Region. Therefore, this study could make the extent of
contribution in Human Resource management. The
following objectives were formulated: (1) To identify the
role job satisfaction influence organizational
commitment among employees, (2) To observe the job
satisfaction and gender. The total 30 data were collected
through convenience sampling technique and applied
various statistical tools with the help of SPSS. The
studied revealed the strong association between Job
satisfaction and organizational commitment.
Index Terms— Organizational commitment, Job
satisfaction, Gender, rewards, recognitions, motivation,
improved productivity
I. INTRODUCTION
Job satisfaction and organizational commitments are
two important attitudes in the world for work. They
often plays important role in organizational behavior.
Job satisfaction can be described as output of work
environment.
A. Job Satisfaction : The whole relationship between
a person and the employer for whom he is paid is
related to job satisfaction. Simply feeling that a goal
or target has been attained is what is meant by
satisfaction. Lack of motivation at work is a result of
job discontent.
Numerous studies have been conducted on job
satisfaction, and the findings are frequently recognized
for both their humanistic and economical advantages.
When workers are satisfied they are more likely to care
about the caliber of their job, to be dedicated to the
company, to have greater retention rates, and to be
more productive.
IJIRT 157172 INTERNATIONAL JOURNAL OF INNOVATIVE RESEARCH IN TECHNOLOGY
B. Organizational Commitment: An organizational
member's psychological attachment to the
organization might be seen as organizational
commitment. Whether a member will stick with the
organization and passionately pursue organizational
goals is heavily influenced by their organizational
commitment. As Job stisfaction deals with an
employee's favorable attitude toward the organization
rather than her own job, organizational commitment
can be seen as extending job satisfaction.
II. LITERATURE REVIEW
Padala (2011) examined the level of job satisfaction
and job commitment in Nagarjuna Fertilizers and
Chemicals Limited (NFCL), Kakinada. The data was
collected from 200 employees from three different
cadre and represents 10 percent of population. Various
statistical tools such as descriptive statistics, T test,
ANOVA, were applied. The result found negative
relation between Job Satisfaction and organizational
Commitment.
Patnaik, Satpathy & Mohapatra (2020) studied effect
of organizational commitment on job satisfaction and
investigated demographic factors influenced job
satisfaction in Information Technology sector. The
statistical test used regression analysis and correlation
analysis. The age and gender found no significant
effect but job satisfaction found positive relation with
job commitment.
Fernandes and Sudarkodi (2022) examined the impact
of employee job satisfaction on organizational
performance in large and medium scale manufacturing
industries. Empirical research was conducted on a
research sample of five software companies (TCS,
Wipro, Infosys, Accenture and IBM) with 155
employees surveyed. Study concluded that job
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satisfaction determines organizational performance, contains 12 questions. These question were based on
rather than organizational performance determining Likerts scale like 1- Strongly Disagree to 5-Strongly
job satisfaction. Agree. The data is collected from employees of service
sector of NCR region included managerial level to
Ify, Diala and Rao Nemani (2011) study focused on coordinator from various organizations. The
examination of job satisfaction among IT professional correlation method is used to identify the mentioned
and played attention among various factors of job variables association using SPSS 16.
satisfaction. The results of this study indicate that
general satisfaction is significantly associated with IV. RESULT AND DISCUSSION
satisfaction levels regarding autonomy and intrinsic
factors. Table 1 shows distribution of demographic profile of
total sample size 30 where 23 were male and 7 female.
Rajesh Kumar et al. (2013) found negative correlation The researcher has examined various aspects of job
between job satisfaction and organizational Satisfaction and Organizational commitment.
commitment. Table 1: Descriptive
Gender Frequency Percentage
III. RESEARCH METHODOLOGY Male 23 76.7
Female 7 23.3
A. Statement of problem The aim of study is to identify Total 30 100
the relation in between job satisfaction and Table 2 shows reliability test, two test applied i.e.
organizational commitment in service sector. Kolmogorov-Smirnov, Shapiro-Wilk, this test applied
to know whether the data normally distributed or not.
B. Objective The following are objectives of study
The result shows significance level < 0.5 which shows
1. To identify the role job satisfaction influence
insignificant result and in general we can say, data is
organizational commitment among employees
normally distributed and could be apply both
2. To observe the job satisfaction and Gender.
parametric as well as non parametric test. Further
C. Research design The study is descriptive in nature correlation is applied, as data is in Likerts scale so
and conducted to study the characteristics of variables means’ were calculated of each variable i.e., Job
through frequency, percentage etc. There are various Satisfaction and Organizational commitment to
method is available to study descriptive research but convert data in scale.
the selection is based on the research question. Table 2:Tests of Normality
Kolmogorov-Smirnov Shapiro-Wilk
D. Research Hypothesis Statistic Sig. Statistic Sig.
Hypothesis 1 There is no relation between job JST .090 .200 .965 .409
satisfaction and organizational commitment among OC .129 .200 .963 .360
employees Table 3 consists of correlation between job
Hypothesis 2 There is no significant difference Satisfaction and Organizational commitment. It has
between Genders on job satisfaction been observed that the significance value is less than
0.5 which means our first hypothesis is rejected and
E. Sample The present study 30 responded has replied found strong correlation between the respective
out of 100 employees randomly selected from service variables.
sector. The sample consists of 23 male and 7 female Table 3: Table of Correlations
respondents. The employees who included were both JST OC
experienced and fresher. JST Pearson 1 .538**
The data collected through questionnaire prepared Correlation
Sig. (2-tailed) .002
with two variables i.e. Job satisfaction and Job
N 30 30
commitment inspired from various researches OC Pearson .538** 1
conducted. Total 14 questions are measured for job Correlation
satisfaction where organizational commitment Sig. (2-tailed) .002
N 30 30

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Table 4 shows Independent t test: difference between channel equalization using radial basis function
Gender and Job satisfaction. This test is conducted to networks,‖ IEEETrans. On Neural Networks, vol.
know the difference between gender and satisfaction, 4,pp.570-578, July1993.
the result revealed that females are more satisfied [2] Abdullah Murrar and Afif Hamad, “Relationship
than males. Between Job Satisfaction and Turnover
Table 4 Intention: An Empirical Study on the IT Firms In
Group Statistics test: difference between gender and job Palestine”, Interdisciplinary Journal of Research
satisfaction in Business, Vol. 2, Issue. 8, 2013, Pp. 67- 83.
Gender N Mean Std. Std.
Deviation Error
[3] Allen, N. J. and Meyer, J. P. (1990). The
Male 23 3.6381 .70844 .14772 Measurement and Antecedents of Affective,
Female 7 4.0612 .91327 .34518 Continuance and Normative Commitment to the
Organization. Journal of Occupational
Table 5: Result Table Psychology, 63 (1), pp. 1-18.
Hypothesis Test result [4] Awang, Z., Ahmad, J. H. and Zin, N. M. (2010).
H0 There is no relation between job Rejected Modelling Job Satisfaction and Work
satisfaction and organizational
commitment among employees Commitment among Lecturers: A Case of UITM
H1 There is no significant difference Rejected Kelantan. Journal of Statistical Modeling and
between Gender on job Analytics, 1 (2), pp. 45-59.
satisfaction
[5] Daneshfard, C. and Ekvaniyan, K. E. (2012).
Organizational Commitment and Job Satisfaction
V. CONCLUSION
in Islamic Azad University, Interdisciplinary
Based on correlation matrix analysis, all the Journal of Contemporary Research in Business,
dimensions of Job Satisfaction and Organizational 3 (9), pp. 168-181.
commitment clearly found strong relation. In today’s [6] Das Mohapatra, Mitali & Satpathy, Ipseeta &
era it is needed to sustain the employees in Patnaik, B .Chandra. (2019). Organizational
organization to increase the productivity of Commitment and Job Satisfaction in Information
employees. It is clearly found strong relation between Technology Sector. International Journal of
Job satisfaction and commitment of service sector Innovative Technology and Exploring
employees. Most of studies found that female Engineering. 8. 2278-3075. 10.35940/ijitee.
employees are more satisfied than male as female are i8433.078919.
more emotional and comfortable in old companies. In [7] Ify Diala and Rao Nemani, “Job Satisfaction:
Indian context, males carries more financial burden of Key Factors Influencing Information Technology
family than female and it can be reason that males are (IT) Professionals in Washington DC”, Int. J.
more ambitious than female. Comp. Tech. Appl., Vol 2 (4), July-August 2011
Pp 827 – 838
Recommendation for future researchers [8] Kannan, M and Vivekanandan, K, “A Study on
The study is very limited to small piece of notion Attrition among New Entrants in Software
regarding association between Organizational Testing Professionals”, International Journal of
commitment and job satisfaction in context of private Computer Applications, Volume 53 - Number 7,
sector hence future research can be included: 2012, Pp 23 -29.
• Enlarge the sample size [9] Karrasch, A. I. (2003). Antecedents and
• Increase area of research. Consequences of Organizational Commitment.
• Explore more variable to increase loyalty and Military Psychology, 15 (3), pp. 225-236.
productivity of employees [10] Knoop, R. (1995). Relationships among Job
Involvement, Job Satisfaction, and
REFERENCES Organizational Commitment for Nurses. The
Journal of Psychology, 129 (6), pp. 643-649.
[1] S.Chen,B. Mulgrew, and P.M.Grant,―A
[11] K. Nath Gangai; R. Agrawal 278 Resource
clustering technique for digital communications
Management Review, 11 (3), pp. 299-326.

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[12] Ms. Sharmila Fernandes, Dr.

P.SudarkodiEmployee Job Satisfaction in IT
Industry in Bangalore: (2022). An Empirical
Study. Journal of Contemporary Issues in
Business and Government, 28(4), 1432-1442.
doi: 10.47750/cibg.2022.28.04.111
[13] Padala, S. R., (2011), “Employee’s Job
Satisfaction and Organisational Commitment in
Nagarjuna Fertilizers and Chemicals Limited,
India”, International Research Journal of
Management and Business Studies, 1(1), 17-27.
[14] Rajesh Kumar, Roshan Lal, Yashu Bansal and
Saran. K. Sharma, “Technostress in Relation to
Job Satisfaction and Organisational Commitment
among IT Professionals”, International Journal
of Scientific and Research Publications, Volume
3, Issue 12, December 2013, Pp. 1 - 3.
[15] Saumya Goyal and Sangya Shrivastava, “Role of
Diversity Climate on Employee Satisfaction and
Intent to Leave in Indian IT Personnel”,
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2013, Pp 5 - 10. 23.

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THE EFFECT OF JOB STRESS ON

ORGANIZATIONAL COMMITMENT
Richa Goswami1 & Dr. A.K. Mandil2
1Research Scholar,Jiwaji University

2Professor. MLB Govt college of Excellence, Gwalior

ABSTRACT

This study is conducted to examine the effect of Job stress on Organizational commitment among employees
of service sector of NCR Region. Stress can be major problem in today’s turmoil working environment. Stress
is major basis of decreasing employees’ commitment towards organization. The data is collected from 30
respondents of NCR service sector region. The result revealed that Job stress and organizational commitment
has negative relation but insignificant. Further research is applied to find out the gender difference. The result
depicts that Male carries more stress and committed to work than women.
Keywords: Organizational commitment, Job Stress, organizational commitment, occupational stress, Public
organizations, Private organization

INTRODUCTION

Stress can be major problem in today’s turmoil working environment. Stress is major basis of decreasing
employees’ commitment towards organization.

Job Stress

The body's reaction to physical and mental challenges is stress. It is a physical, physiological, or emotional
component that generates bodily or mental strain and may be a factor in illness causation is how stress is often
characterized. Job stress is brought on by circumstances at work that have a unfavorable impact on an
individual's performance or general mental and physical health.

Organizational Commitment

A member of an organization's psychology regarding his or her relationship to the company they work for is
described as having an organizational commitment. Whether an employee will stay with the company for a
longer amount of time and put their all into attaining the company's goal depends critically on the
organization's commitment.

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Organizational commitment can categorize in three components:

 Affective commitment- This is emotional attachment that carries by employees retained for log time.
They not only happy with working but also involved in various meetings, input suggestions etc.
 Continuance commitment- This is level of commitment when employees fear that leaving
organization would be costlier and they want to retain for long time. They don’t want to leave
organization because they emotionally invested in present organization.
 Normative commitment- The employees feel staying within organization right thing to do. They feel
they are fairly treated.

LITERATURE REVIEW

Misbah et. al. (2015) experienced relation between job stress and organizational commitment in banking sector.
The study found negative and insignificant relation among respective variables.

Richa N. Agarwal (2015) examined Stress, Job Satisfaction and Job Commitment‘s relation in IT Sector. The
study conducted on software engineers in and around Delhi NCR, Bengaluru and Pune. The sample size was
250. The study found no relation stress to job satisfaction and job commitment.

Cristiana Catalina Cicei (2012) studied Occupational stress and organizational commitment in Romanian
public organizations. The sample collected 102 employees from Romanian public organization and found
negative relation found in between stress and commitment.

Sanjeev and Rathore (2014) analyzed relationship between job stress and organizational commitment of
Indian IT sector found insignificant negative relation between job stress and organizational commitment.

Yaghoubi et al. (2008) also explained that there is not a significant relationship between continuance
commitment and job stress.

Somers (2009) found no significant relationship between job stress and continuance commitment.

Above mentioned research found, both variable has directly and indirectly related with one another if
employee is stressed they will less committed and vice versa.

RESEARCH METHODOLOGY

Statement of problem

The aim of study is to identify the relation in between job stress and organizational commitment in service
sector.

Objective

The following are objectives of study

1. To identify the role of job stress influence organizational commitment among employees.
2. To observe the job stress and organizational commitment among the gender.

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Research design

The study is descriptive in nature and conducted to study the characteristics of variables through frequency,
percentage etc. There are various method is available to study descriptive research but the selection is based
on the research question.

Research Hypothesis

Hypothesis 1 There is no relation between job stress and organizational commitment among employees.

Hypothesis 2 There is no relation between job stress and organizational commitment among male and
females.

Sample

The present study 30 responded has replied out of 100 employees randomly selected from service sector. The
sample consists of 23 male and 07 female respondents. The employees who are included are both experienced
and fresher. The data is collected through questionnaire prepared with two variables i.e. Job stress and Job
commitment inspired from various researches conducted. Total 15 questions are measured for job stress where
organizational commitment contains 12 questions. These question is based on likerts scale like 1- Strongly
Disagree to 5-Strongly Agree.

Data collection Procedure

The data is collected from employees of service sector of NCR region included managerial level to
coordinator in various organizations.

Data Analysis

The study was conducted to analyses the impact of job stress on organizational commitment in service sector
in NCR region. The correlation method is used to identify the mentioned variables association using SPSS 18.
The test conducted were frequency analysis, descriptive analysis, reliability used for goodness of data. Further
correlation analysis, regression analysis and T test were used for hypothesis testing.

Table 1, The test Cronbach's Alpha is applied to know reliably of questionnaire. The result found reliable as
Cronbach's Alpha value more than 0.7, further other analysis could be applied.

Reliability Statistics
Variables N of Items Cronbach's Alpha
Job Stress 15 .864
Organizational Commitment 12 .894
Table 1

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Table 2 contain result of two test, for data more than 2000 data Kolmogorov-Smirnov is used otherwise
Shapiro-Wilk test is used. Shapiro-Wilk test of normality was applied to determine data is normally
distributed or not. The result indicate that we fail to reject null hypothesis for both Job Stress and
Organizational Commitment (p= .677, .392, .323, .582) and concluded that data is normally distributed.

Tests of Normality
Gender Kolmogorov-Smirnov Shapiro-Wilk
Statistic Df Sig. Statistic Df Sig.
JS Male .112 23 .200* .969 23 .677
Female .244 7 .200* .909 7 .392
OC Male .160 23 .131 .952 23 .323
Female .185 7 .200* .934 7 .582
Table 2
Frequency analysis of demographic profile is used to show trends in respondents. Frequency analysis provides
detail about respondent age and gender of total sample size 30. This information is expressed in percentage.

Age
Frequency Percent Valid Percent Cumulative Percent
Valid 20-30 8 26.7 26.7 26.7
31-40 19 63.3 63.3 90.0
41-50 3 10.0 10.0 100.0
Total 30 100.0 100.0
Table 3
Table 3 shows the division of respondent according to age bracket of 20-30 (26.7%), 31-40 (63.3 %), 41-50
(10.0%) belong to these brackets.

Gender
Frequency Percent Valid Percent Cumulative Percent
Valid Male 23 76.7 76.7 76.7
Female 7 23.3 23.3 100.0
Total 30 100.0 100.0
Table 4

Table 4 shows majority of respondents male and their percentage were 76.7% and female 23.3%. Where 20
are male and 3 are female. The researcher has examined various aspects of job Stress and Organizational
commitment

Correlations
JS OC
JS Pearson Correlation 1 -.054
Sig. (2-tailed) .777
N 30 30
OC Pearson Correlation -.054 1
Sig. (2-tailed) .777
N 30 30

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Table 5

Table 5 presents correlation analysis that shows strength of association between the respective variables i.e.
Job stress and Organizational Commitment. Pearson correlation was used as data were normally distributed.
The table shows negative but insignificant relation (r= -.054, p> .05) between job stress and organizational
commitment. So the result accepted the hypothesis of no relation between variables.

Model Summary
Model R Adjusted R Durbin-Watson
R Square Square Std. Error
a
dimension0 1 .054 .003 -.033 .86695 1.850
a. Predictors: (Constant), b. JS Dependent Variable: OC
Table 6

Table 6 Regression analysis is link to analyze the link between Y dependent variable (OC) and X independent
variable (JS). The result found negative insignificant result. Durbin watson is test for autocorrelation. The
statistic range nearby 2 means zero autocorrelation.

Coefficients
Model Unstandardized Coefficients Standardized Coefficients VIF
B Std. Error Beta T Sig.
1 (Constant) 3.678 .706 5.211 .000
JS -.060 .210 -.054 -.287 .777 1.00
a. Dependent Variable: OC
Table 7

Table 7 from the table JS value is -.060 and standard error is .210, beta value is -.054, significance level
.777. This means no impact also shows same result organizational commitment negatively but insignificant.

T test Group Statistics

Gender N Mean Std. Deviation Std. Error Mean
JS Male 23 3.4348 .68839 .14354
Female 7 2.7592 .83534 .31573
OC Male 23 3.4928 .89679 .18699
Female 7 3.4405 .75264 .28447
Table 8
Table 8 indicates independent sample t test compares the means of two groups in order to determine whether
there is statistical evidence of means are significantly different. The result depicts that Male carries more
stress and committed to work than women.

Result
 Stress has no impact on commitment among service sector employees of India.
 Men’s are more stressed and committed than women.

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CONCLUSION

Based on correlation matrix analysis, all the dimensions of Job Stress and Organizational commitment clearly
found insignificant result. The present study is evidence that there is no relation between job stress and job
commitment in Indian service industry of NCR region. The study is important to generate future interest for
new research to explore more factors such as career growth, training, location and leadership etc may have
relation with job commitment and job stress.

LIMITATIONS

 Researcher has taken very few samples.

 Only two variables have taken.
 More demographic variables study might present clear figure.

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