Organizational Commitment and Job Satisfaction Creating and sustaining organizational commitment in employees needs to get beyond the short-term strategies managers and leaders often rely on to temporarily increase job satisfaction. The core aspects of job satisfaction on the part of employees that lead to long-term organizational commitment are predicated on creating opportunities for growth, job enrichment, enlargement and potential for professional growth (Humborstad, Perry, 2011). The intent of this analysis is

Since the increased presence of a part-time workforce and the emergence of contingent workers are two of the most common, nonstandard work statuses evidenced in recent U.S. history, their development is worthy of considerable attention" (emphasis added) (p. 16). White-collar contingent workers, and the human resource departments responsible for their administration, though, are both confronted with some motivational factors that may not be shared by their traditional counterparts, particularly those

It's important for organizations to promote both of these aspects because it's possible to stimulate one without the other. For instance, employees are likely to express exceptional engagement to a company that provides a strong performance rewards system with no retirement plan. However, these employees are likely to commit to another company that offers the strong rewards system and a good retirement plan. Consequently, managers need to design the organization's

Abstract This study attempts at examining organizational approach to leadership and workforce dedication among five private firms in Lahore, Pakistan. The study sample will be a total of 185 personnel (both females and males), chosen via convenience sampling. Subjects’ organizational dedication and leadership approach will be evaluated with the aid of the OCQ (Organizational Commitment Questionnaire) and MLQ (Multifactor Leadership Questionnaire). Data analysis will be conducted by relying on ANOVA (Analysis

Job Satisfaction and Organizational Commitment Many people see job satisfaction and organizational commitment as being the same thing, but that is really not the case. They are two different sides to the same coin. Job satisfaction is based on the contentedness level a person experiences with his or her particular job or career (Spector, 1997). There are two different ways to look at the issue of job satisfaction, as well. People

Leadership Styles As the behavior of the leader, so is the behavior of the follower." This colloquial proverb can be seen in families. Angry parents tend to raise angry children. Similarly patient, and understanding parents who also know how to set boundaries tend to raise balanced, patient children. This observation can also be applied to the business environment. This study is concerned with behavior of workers within an organization, or company,