Title: Research on Relationship among Job Satisfaction, Job Involvement and Organizational Commitment of Employee at HUFLIT
Abstract: Along with rapid progress of science and technology, and especially in context of economy to move towards a knowledge-based development of human resources is becoming competitive factors leading organizations and businesses. Many organizations, enterprises are facing problem of human resources available in company is gradually exhaustion driving force working, leading to risk of jumping or reduced work performance. How to salvage this situation is a major concern of human resource management and organizational leadership. To attract and maintain high-quality human resources, in addition to implementation of good recruitment, planning, appointment and training of staff, work performance assessment system to pay salaries, bonuses, ... organizations (enterprises) make policy commitments and encourage appropriate incentives which encourage highest contribution of staff for development of organization. The collectives employee satisfaction is a way to build their loyalty to organization / company, making employees love work, stick with colleagues, found optimism in environment, then connect them to organization's goals and striving for that goal. Examined relationship between organizational commitment and employee satisfaction is one of tools to help employees can express their thoughts and aspirations for career development and help human resources management to understand psychology of employees, thereby maximizing capacity and enthusiasm in their work and constantly improve policy development of human resources. This dissertation is done for purpose of understanding relationship between commitment of HUFLIT with work satisfaction of employees and participation in work. The study was carried out on basis of questionnaire survey of 125 for most employees working at HUFLIT with 10 measuring scales and 25 variables observations. By means of factor analysis to explore EFA shows original model was adjusted and 25 observed variables shortened to 10 factors measure relationship between organization's commitment to employees satisfaction for organization. The description of models help to have an overview of sample by gender, age, duration of work, education, income and other criteria. Moreover, determination of Cronbach's alpha coefficient and factor analysis supported removal of observed variables have low reliability before putting on factor analysis, regression and correlation. Then linear regression analysis was conducted with method of ordinary least squares OSL helped essay are linear regression equation as well as intensity of impact of these factors on satisfaction employees. Results of regression analysis showed that six factors strongly affect overall satisfaction of employees for business as Powers do job highest importance; Next turn factor the work relations; factor Means of work; factor Adapting existing work; factor Seldom worry lose their jobs; and final factor Policy disciplined fair. From results above, dissertation also gives some policy suggestions for agencies to further strengthen relasonship between organization's commitment to employee satisfaction in HUFLIT.
Publication Year: 2015
Publication Date: 2015-01-01
Language: en
Type: article
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