Organisational commitment and job satisfaction are associated variables that affect organisational outcomes (Testa 2001). Organisational commitment can be define as ‘ a state in which an employee identifies with a particular organisation and its goal, and wishes to maintain membership in the organisation’ (Blau & Boal, p. 290). While, job satisfaction is referring to an individual’s general attitude towards their job and employee performance (McIntyre et al 2002). Research indicated there are three aspects were designed to assess the impact of job satisfaction, which are productivity, absenteeism and turnover (Robbins et al. 2001).
Productivity is a performance measure including effectiveness and efficiency (Robbins 1998). Ralph’s productivity was decreasing over the past few years since he feels bad about his job, as known as he was not doing well in his position. In addition, his productivity has been declining since he was overlook to the promotion. Since Ralph’s productivity drop, his job satisfaction also has been decline. The early studies that sought to establish the relationship between satisfaction and productivity (Robbins 1998). But, researchers found that there are no consistent relationships. Simply put, it is more relevant result is productivity lead to satisfaction (Robbins et al. 2001).
Research has indicated that there is a clear relationship between satisfaction and absenteeism. Satisfaction is negatively correlated with absenteeism (Robbins et al. 2001). Although low job satisfaction is caused by high absenteeism, but not necessarily high job satisfaction will decline absenteeism. Even though, the organization that provide liberal sick leave to their employees, Ralph’s absence is not due to his ability, but maybe because of his some personal problem like his wife has been sick lately. Since absenteeism growth up, totally job satisfaction and organisational commitment will decrease.
Satisfaction is also negatively related to turnover, but the correlation is stronger than for absenteeism (Robbins 1998). Evidence indicated that an important moderating variable on the satisfaction-turnover relationship is the employee’s level of performance (Robbins 1998). Employees with high job satisfaction may never think about quitting, but Ralph seriously intentional to quite or leave the company as he loss his pride at work or his some personal problem like his wife’s health condition. As a result, Ralph’s turnover become high and cause low job satisfaction.
Organisational citizenship behaviour (OCB) is refer to how the employees loyalty to the organisation. A satisfies employee would seem more likely to talk positively about the organisation, help others, and go beyond the normal expectations in their job (Robbins et al. 2001). Ralph is talk negatively about the organisation. He believes that management department and Human Resource Management are in conspiracy, as he feels unfair when the younger employees, who with less tenure and work experience but high qualifications were appointed for promotion. Since Ralph has low OCB and this lead to lower job satisfaction.
Through analyzing the above workplace behaviour, it’s show that Ralph’s organisational commitment and job satisfaction is predicted to be very low. Based on factor that lead to job satisfaction theory (see figure...