مقاله انگلیسی تاثیر همه گیری کووید-19 بر تعهد سازمانی و رضایت شغلی کارکنان
Abstract
INTRODUCTION
RESULTS AND INTERPRETATION
CONCLUSION
REFERENCES
Abstract
In this study, an attempt has been made to examine the level of organizational commitment and job satisfaction among male and female school teachers working in private schools during the Covid-19 pandemic. For the present study, descriptive method is used. The sample of 181 private school teachers was drawn using a purposive sampling procedure. The organizational commitment questionnaire is developed by Allen and Meyer in 1990 and job satisfaction index by Brayfield and Rothe in 1951 is used for the study. For descriptive statistics mean, standard deviation (S.D.), and z test is used. Shapiro–Wilks test, Levene's test, and Mann–Whitney U test is used to analyze data in the current study. The results revealed that female teachers are more continuance committed as compared to male teachers during this tough situation of a pandemic. The level of organizational commitment is found low in both female and male teachers during the Covid-19. No significant difference is found in the overall job satisfaction among male and female teachers during the Covid-19 pandemic. This study also determines a positive and significant relationship between organizational commitment and job satisfaction during the Covid-19 pandemic.
Introduction
Today the industry setup is shifting in relation to the worldwide epidemic of Covid-19. Organizational commitment in the workplace is the connection of an employee's involvement with their organization. Individuals who are committed to their organization usually feel an association with their organization. Individuals feel that they fit in the organization and also feel they recognize the objectives of the organization. Committed employees are always tending to be more determined in their work and they show quite high efficiency and productivity. Organizational commitment explains the involvement of an employee with a particular organization. Organizational commitment is characterized by three factors, that is, belief in the organization and acceptance of the goals and values of the organization; readiness to employ considerable effort; and a positive aspiration to continue with the organization (Porter et al., 1974). An organizational commitment means a psychological state that attaches the individual to their organization. Organizational commitments have three labels, that is, affective commitment, continuance commitment, and normative commitment. All the three constructs are linked to turnover (Allen & Meyer, 1990). Thus, organizational commitment is related to the employee involvement and attachment to the organization. If they are not committed to their organization, they will leave the organization. So this concept is also related to turnover. The model of organizational commitment explains that commitment to an organization is a psychological state, and that it has three dimensions, that is, affective, normative, and continuance commitment that affect how employees feel about the organization that they work for (Meyer & Allen, 1997).