O Organizational commitment versus job satisfaction in the third sector
Keywords:third sector, organizational commitment, job satisfaction
Introduction: Organizational commitment and job satisfaction are defined as issues of great interest in the management of human capital, as the evidence shows, they are strongly associated.
Objective: To explain the association between organizational commitment and job satisfaction, as well as their relationship with personal and professional determinants.
Methods: The case study of the institutional subtype, integrates an empirical approach of a descriptive-explanatory nature that investigates a current phenomenon in its real context, enabling its characterization.
The non-probabilistic convenience sample comprised 42 female participants, being that
40.5% aged between 51 and 60 years.
The following data instruments were recognized: Sociodemographic and Professional Characterization Questionnaire; Scale of Organizational Commitment, by Meyer and Allen (1997), Portuguese version by Nascimento (2012); Hackman and Oldham's Job Satisfaction Scale (1975), Portuguese version by Nascimento (2006).
Results: Age was associated with organizational commitment, with participants aged 51-60 having higher scores, (greater commitment), in all dimensions. Contrarily, respondents aged 18-30 scored with lower attachments (less commitment), in the three dimensions. Age only significantly influences the normative dimension of organizational commitment. In turn, the affective component of organizational commitment predicts job satisfaction. Consequently, the stronger the individual's emotional connection with the organization, the greater their satisfaction with work.
Conclusion: In line with other investigations, in the study carried out during the master's internship, it was found that organizational commitment determines job satisfaction, hence they are factors to consider in the management of human resources at the level of the third sector.
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