1. Methodology
Research gap
A large part of the success in the industrial and managerial sector worldwide was due to the large amount of researches that always study the work environment trying to improve the weak conditions in order to reach the ultimate level of performance together with the finest and biggest amount of productivity whether locally or globally. The research problem and gap in the study is that researchers have done a lot of studies to test the relationship between job satisfaction and organizational commitment in many countries but it has not been done before in Egypt. While going through some articles related to this paper, many articles were found covering the relationship between job satisfaction and organizational commitment, maybe because of researchers interest towards that exact topic or maybe because it could help a lot of organizations cut a lot of costs and decrease the rate of turnover.
However, there were no articles covering the relationship between job satisfaction and organizational commitment for Egyptian employees. It is obvious that such studies touch the need of both individuals and organizations; thus, they should be increased and focused. From this point, this paper will be directed to study the relation between job satisfaction and organizational commitment in the Egyptian organizations. Therefore the aim of this paper is to answer the research question “what is the relationship between job satisfaction and organizational commitment for employees in organizations in Egypt?” In this research it shows the relationship between the two variables; job satisfaction and organizational commitment and what are the procedures that the organizations should implement in order to improve the workplace so they can make the employee feel satisfied and committed to their work.
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Methodology Description
This research uses is a descriptive research that aims to investigate the correlation between job satisfaction and organizational commitment, reflected in the research question which was stated in the research gap which is “what is the relationship between job satisfaction and organizational commitment for employees in organizations in Egypt?” A quantitative method is used to analyze the research question in this paper because it is used to get accurate measurements and because quantifiable results are required, also quantitative method is one of the most accurate method to be used when measuring attitudes and behaviors. This research will use self-administrated surveys. The researcher makes those surveys and they are easy to make and are relatively cheap. The surveys are basically questionnaires that will be distributed amongst a chosen population in order to derive quantifiable measures and accurate results.
Background about variables
As stated by the research question above, there are two variables that exist: the first one is job satisfaction, and the second is organizational commitment. (Warsi.S., Noor.F.,Shamin.A.S., (2009), pp.401) The first variable, Job satisfaction is a concept that describes the employee general attitude toward the organization; these kinds of attitudes are stated as judgments concerning certain attribute in the organization for example satisfaction, when the employees have a certain feeling which is a good one toward a specific thing in the organization so it will be known that they
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are “satisfied”. Job satisfaction is mainly affected by the relationship between the employees and the managers, when the managers respond to the favor of the employee’s requests it will lead to an enhancement in the relationship between them which consequently will lead to job satisfaction. (Shore, T. and Strauss, T.S., (2006) pp.229-230) Job satisfaction is mainly derived from the environment and the internal quality that the employee is working in, the internal quality means the feeling that the employee has toward the organization and towards his position in the organization, it can also be defined as the feeling or the attitude between the employees, how they treat each other, how do they talk or serve each other’s inside the organization. (Heskett.J.L, Thomas.O, Gary.W, Sasser.W and, Schlesinger.L,, T.O, (2008), pp.124)
Commitment, the second variable is considered to be the key concept of the relationship between the employees and the organization (Grant.A.M, Jane.E.D and Brent.D.R, (2008), p. 899).
Employees with high organization commitment are more required by many organizations because when the employee is fully committed to a certain organization it will result of certain outcomes such as; low tendency of turnover, high productivity, higher motivation, higher organization citizenship and higher organization support, so now we can understand why are the committed employees are more required because they have a high tendency to solve any problem that faces the organization whenever it exist. (Kumar.B.P and Giri.V.N, (2009), p.30).
Employees with high organization commitment are more required by many organizations because when the employee is fully committed to a certain organization it will result of certain outcomes such as; low tendency of turnover, high productivity, higher motivation, higher organization citizenship and higher organization support, so now we can understand why are the committed employees are more required because they have a high tendency to solve any problem that faces the organization whenever it exist. (Kumar.B.P and Giri.V.N, (2009), p.30) Commitment is defined as a predictor or an indicator for several outcomes like, turnover, absenteeism, their intention to leave and their performance because as we have mentioned before if the employee felt that he is committed to the organization he will feel obliged to perform or to deliver the best service and he will deal effectively with the customers.
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Instrument Design
The questionnaire used in this quantitative study aims to measure the relationship between job satisfaction and organizational commitment. The aim of the questionnaire is presented at the beginning of the questionnaire in order for the participants to understand what they are being surveyed for and that their answers are confidential. The questionnaire consists of fifteen rating questions. The ratings range from: Strongly agree, agree, slightly agree, slightly disagree, disagree, strongly disagree. The participant is supposed to choose only one of the above that fits most. The questions are about the employees’ satisfaction with their jobs, workloads, salaries and so on. They are also asked questions linked to their organizational commitment to show whether there is a relationship between their job satisfaction and the organizational commitment. The rest four questions are demographical questions regarding age, occupation and so on.
Sample
The target sample consisted of one hundred participants. They occupied different ranks in the organizational hierarchy in 2 of local and multi-national organizations. The organizations involved were located in Cairo, Egypt for convenience. They were Vodafone and Etisalat. The participants’’ ages ranged from twenty-one to forty-four. The participants were chosen as stratified sampling. The sampling technique used in this research design is the probability sampling technique. The probability sampling technique was chosen because it is based on the concept of random selection, as the people who are going to be given the questionnaire are not specific persons. Procedures
The questionnaire’s duration will be 5 weeks. The questionnaire will first be distributed amongst the participants in order for them to fill it out and give it back, which will take 3 weeks. The researcher will then measure the data collected and analyze the results in order for it to be accurate and quantifiable to answer the research question presented in this paper. This will take a duration of 2 weeks. The data will be analyzed using a statistical data analysis program.
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Limitations
This study had several limitations, first the sample that was tested was too small to represent all the employees who are working in various places and departments in Egypt, Second many sectors was tested but they were not equal so they cannot also represent the whole other sectors. Third this literature has mentioned some determinants of both satisfaction and commitment but they was not tested while doing this study to know if the age affects the level of satisfaction or commitment and if gender affects the level of both job satisfaction and organizational commitment.
Appendix: Questionnaire
Employee survey
Dear respondents, You are being kindly asked to participate in this survey to help assessing how employees perceive their organization; participation in this survey is confidentially assured where the researcher will be the only person who will have the access to your results. Please do not put your name on this questionnaire.
1) My role is crucial to the firm.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
2) I am satisfied with my current salary.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
3) I am satisfied with the current fringe benefits.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
4) My work nature is pressuring.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
5) I am satisfied with my job content.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
6) My career path is clear.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
7) I consider the firm’s investment in training to be satisfactory. Strongly agree
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Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
8) I am satisfied with the management style, my superiors.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
9) How do you rate the working conditions?
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
10) I believe the firm’s performance evaluation systems are fair. Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
11) I am satisfied with the firm’s rules and time frame of promotions. Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
12) I think the disciplinary actions at work are fair.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
13) Work in my department is as attractive and satisfying as work in departments. Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
14) My firm supports my personal well-being and family life. Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
15) I have good personal relationships with my colleagues.
Strongly agree
Agree
Slightly agree
Slightly disagree
Disagree
Strongly disagree
Please specify your personal data:
Age:
1. 21-35
2. 36-50
3. 51- Above
Gender:
1. Male
2. Female
Working Sector:
1. Manufacturing
2. Educational
3. Tourism
4. Banking
5. Other, specify……………
Managerial level:
1. Entry-level
2. Middle manager
3. Top manager
References
Grant. A.M., Jane.E.D., Brent.D.R., (2008), giving commitment: Employee support programs and the prosocial sensemaking process, vol.51, no.5, pp.898-900. Heskett. J.,L., Thomas.O., Gary.W., Sasser.W., Schlesinger.L., (2008), putting the service-profit chain to work, in: Harvard business review, pp.199-124. Kumar. B.,P., Giri.V.,N., ,(2009), effect of age and experience on job satisfaction and organizational commitment pp.28-34 Shore. T., T., S., (2006) leader responsiveness, equity sensitivity, and employee attitudes and behavior, in: business and physiology, vol.21, No.2, pp. 229-230. Warsi. S., Noor.F.,Shamin.A.S., (2009), study on relationship between organization commitment and its determinants among private sector Employees of Pakistan, vol.5, No.3, International Review of business research papers, pp.401-402.
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