Scholarly Research Journal for Interdisciplinary Studies, Online ISSN 2278-8808, SJIF 2016 = 6.17, www.srjis.com UGC Approved Sr. No.49366, NOV-DEC 2017, VOL- 4/37 https://doi.org/10.21922/srjis.v4i37.10527
RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANISATIONAL COMMITMENT: A STUDY OF SELECT TEXTILE MANUFACTURING UNITS Renu Kalra Assistant Professor, Dev Samaj College for Women, Sector 45B Chandigarh.
The study seeks to investigate the relationship of employees’ job satisfaction with their organisational commitment in the context of select textile manufacturing units. The data was collected from 100 middle level employees of 8 textile manufacturing units situated in Baddi region of Himachal Pradesh. Statistical techniques ofcorrelation and, linear regressionwere used to analyse the data. The study has revealed that majority of the middle level employees working in textile manufacturing units are highly satisfied with their jobs and exhibiting strong organisational commitment towards their respective units. Keywords: Job satisfaction, Organizational commitment, Textile units, Working conditions, Emotional bonding. Scholarly Research Journal's is licensed Based on a work at www.srjis.com
INTRODUCTION Job satisfaction is a combination of advantageous and disadvantageous feelings with which employees judge their work. This is employee‟s own hypothesized feeling and general attitude towards the job which he or she may gradually develop over a period of time. This concept was initially underscored by industrial psychologist Hoppock (1935) whodescribed job satisfaction as a combination of psychological, physiological and environmental circumstances that cause a person truthfully to say “I am satisfied with the job”. He included both on- the- job and off -the- job factors which brings satisfaction or dissatisfaction among the employees. In the opinion of Bullock (1952), Blum (1956), Sinha (1958) and Harrell (1964) job satisfaction is work attitude of employees towards their job which is the result of three specific factors i.e. organisational factors (salaries, wages, promotion chances, company policies), work environment factors (supervision, working conditions and work group) and personal factors (age and seniority, tenure, personality). Robbins (1997) posits job satisfaction as “difference between the amount of rewards employee receive and the amount they believe they should receive”. Locke (1976) defined job satisfaction in a very comprehensive way by including cognitive, evaluative reactions and attitudes and explained Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies