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Job Satisfaction
There is a distinct difference between job satisfaction and organizational commitment. Job satisfaction relates specifically to the job. While this is influenced by organizational factors, the job itself can be satisfactory even when there is little commitment to the organization. Either one can be a source of motivation, but it is important for management of an organization to know which dynamic is at play, and which one might be more valuable as a motivating force.
Tella, Ayeni and Popoola (2007) studied the issue, and found that motivation was correlated with both job satisfaction and organizational commitment, but that the correlation with job satisfaction was strong and positive while the correlation with organizational commitment was weak and negative. This means that the job is more important to motivation than the organization. Intuitively, this makes sense. Motivation is related to the job, because that is what the person does on a daily basis. The organization might be a source of motivation, but if this commitment to the organization results in a person doing a job that he or she does not like, then the result is going to be a lower level of motivation. People are self-centered, so it comes as no surprise that motivation is more highly-correlated with the factor that most affects their daily lives.
From experience in my company, it is clear that these findings hold. There is a much higher level of commitment to the job than there is to the company. This reflects that...
Workers are employed at will, and it is the job and compensation that keep the employees in place. Motivation derives much more from the job than from the compensation. Workers who feel stuck in a poor job, even if they otherwise love the company, are more likely to leave their job, and are unmotivated by their contribution to the company's success. In part, this has lessons for organizational behavior, because employees with a high level of organizational commitment should be motivated by that, but many do not seem to feel engaged in the company's overall success. There are insufficient linkages between individual performance and bonuses, and that reduces motivation to perform.
Moynihan, Boswell and Boudreau (2000) also studied the link between organizational commitment and job satisfaction, something that should ideally have been included in the Tella study. They found that workers showed greater job satisfaction when they had higher organizational commitment. While this might not translate to greater motivation, it is worth considering that there are strong links between these three factors, and job satisfaction plays a central role in both organizational commitment and motivation.
As a potential employer, a company needs to do two things, based on this research. The first is that it needs to provide stimulating jobs. Workers are motivated most strongly by the jobs they are doing, so a company where…
References
Moynihan, L., Boswell, W. & Boudreau, J. (2000). The influence of job satisfaction and organizational commitment on executive withdrawal and performance. CAHRS Working Paper Series #00-16, Cornell University.
Tella, A., Ayeni, C. & Popoola, S. (2007). Work motivation, job satisfaction and organisational commitment of library personnel in academic and research libraries in Oyo state, Nigeria. Library Philosophy and Practices. Retrieved November 9, 2013 from http://www.webpages.uidaho.edu/~mbolin/tella2.htm
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