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INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY: APPLIED
BUSINESS AND EDUCATION RESEARCH
2022, Vol. 3, No. 5, 910 – 918
http://dx.doi.org/10.11594/ijmaber.03.05.17
How to cite:
Bongalonta, M. B. (2022). Relationship Between Organizational Commitment Dimensions and Job Satisfaction: The Case
of Employees of Sorsogon State College Bulan Campus. International Journal of Multidisciplinary: Applied Business and
Education Research. 3 (5), 910 – 918. doi: 10.11594/ijmaber.03.05.17
Research Article
Relationship Between Organizational Commitment Dimensions and Job
Satisfaction: The Case of Employees of Sorsogon State College Bulan Campus
Michael B. Bongalonta*
Sorsogon State College Bulan Campus
Article history:
Submission May 2022
Revised May 2022
Accepted May 2022
ABSTRACT
This study assessed the level of organizational commitment in terms of
affective commitment, continuance commitment and normative commit-
ment as well as the job satisfaction of employees of Sorsogon State Col-
lege Bulan Campus (SSC-BC) to test if there is significant relationship
among these variables. Descriptive correlational method of research was
used. For this purpose, survey questionnaires were used to facilitate the
survey. Out of the total 49 workforce, only 40 employees of SSC-BC were
considered as the respondents. Descriptive and inferential statistics were
used. Weighted mean was used for the purpose of summarizing, inter-
preting and identifying the trends and patterns of the data gathered from
the survey. Pearson’s Product Moment Correlation was employed to es-
tablish the relationship between the organizational commitment of the
respondents and their job satisfaction while linear regression was uti-
lized to determine the magnitude of the relationship of the organizational
commitment dimensions and the job satisfaction of the employees. Re-
sults of the survey revealed that employees of Sorsogon State College Bu-
lan Campus were highly committed to their institution which emanates
from the level of their affective and normative commitment and less from
their continuance commitment. It was concluded that that faculty mem-
bers and non-teaching personnel of the College have high level of job sat-
isfaction which appeared to derive from the kind of relationship they
have with their co-workers and supervisors, from College and from the
work itself. Finally, the extent of employees’ affective, continuance and
normative commitment have a significant and positive relationship to the
level of their job satisfaction and that the level of normative commitment
was found to be a predictor of level of job satisfaction of SSC-BC employ-
ees.
Keywords:
*Corresponding author:
E-mail:
michaelbonga-
lonta27@gmail.com
MB Bongalonta, 2022 / Relationship Between Organizational Commitment Dimensions and Job Satisfaction
IJMABER 911 Volume 3 | Number 5 | May | 2022
Introduction
Most of the State Universities and Colleges
(SUCs) throughout the country aim and envi-
sion to be the leading higher educational insti-
tution in terms of development and excellence.
The government has entrusted to these aca-
demic avenues the rights and duties to produce
individuals who are professionally and globally
competent, morally upright, and responsible
contributors to the country’s economic pro-
gress. Carrying out these objectives and man-
dates is a function of the key management per-
sonnel, teaching and non-teaching personnel.
Thus, SUCs as learning institution really need
highly committed and satisfied teaching and
non-teaching personnel who will serve as the
frontline employees of these agencies in meet-
ing the expectations of the public. This mani-
fests that the workforce play a vital role in real-
izing SUCs’ goals.
Human resources are the backbone of any
organization. In the government sector, re-
sponsive, adequate, courteous, and efficient
service to the public is expected to be the goal
of every agency (Civil Service Commission,
2016). To achieve this goal, the agency in
charge of the human resource in the govern-
ment should focus on its greatest resource of all
– its employees. Like any other organization,
the government sector would in the long run
fail to achieve its goal without good employees
(Capadosa, 2013). These notions mean that
commitment of the employees to the organiza-
tion and the level of their satisfaction with the
job affect their capability to perform their du-
ties to consequently meet the expectation of
the government and as well as serve the inter-
est of the target clientele, the Filipino people.
Organizational commitment is defined as a
strong desire to remain a member of a particu-
lar organization; a willingness to exert high lev-
els of efforts on behalf of the organization and
a defined belief in and acceptability of the val-
ues and goals of the organization. Hence, this
term is defined in three dimensions: 1. a strong
desire to remain a member of a particular or-
ganization; 2. a willingness to exert high levels
of efforts on behalf of the organization; and 3.
defined belief in and acceptability of the values
and goals of the organization (Tella et al.,
2007). In addition, Capadosa (Capadosa, 2013)
mentioned the different classifications of or-
ganizational commitment namely affective
which means effective emotional attachment
to, identification with, and involvement in the
organization, continuance which refers to the
wish associated with leaving the organization
and normative which includes a feeling of obli-
gation to continue employment. On the other
hand, job satisfaction represents the feelings or
a general attitude of the employees in relation
with their jobs and the job components such as
the working environment, working conditions,
equitable rewards, and communication with
the colleagues. It is stated further that job sat-
isfaction has been correlated with enhanced
job performance, positive work values, and
high levels of employee motivation and lower
rates of absenteeism, turnover, and burnout.
Therefore managers should be concerned
with the level of satisfaction in their organiza-
tion and the ultimate aim for those who organ-
ize and control workers is dissatisfaction. Job
satisfaction describes a positive feeling about a
job, resulting from an evaluation of its charac-
teristics. A person with a high level of job sat-
isfaction holds positive feelings about his or her
job, while an unsatisfied person holds negative
feelings towards his colleagues (Ismail, 2012).
Hence, taking these ideas into consideration, it
can be stated that commitment and satisfaction
both affect the productivity, efficiency, and ef-
fectiveness of public and private employees.
Sorsogon State College (SSC) is among
those State Universities and Colleges which is
commited to the delivery of quality service in
the areas of instruction, research, extension,
and production. SSC is operationalized through
a province-wide umbrella system with the
Sorsogon City Campus as the core. It has three
other campuses, namely, the Bulan Campus, the
Castilla Campus, and the Magallanes campus.
Each of these campuses is a niche for specific
program offerings.
Currently, SSC is known not only in the
Province of Sorsogon but in the whole country
because of consistently producing favorable
performance in the board examinations partic-
ularly in the field of Engineering, Education and
Accountancy and meeting the demands of the
industries for quality graduates. These
accomplishments are explicit manifestations of
MB Bongalonta, 2022 / Relationship Between Organizational Commitment Dimensions and Job Satisfaction
IJMABER 912 Volume 3 | Number 5 | May | 2022
both the efforts, commitment and job satisfac-
tion of the administrators, the teaching and
non-teaching personnel. SSC Bulan Campus is
in charge with the business programs namely
BS Accountancy, BS Accounting Technology, BS
Entrepreneurship, and Public Administration;
information communication and technology
programs such as BS Information Technology,
BS Information System, and BS Computer Sci-
ence; and education program offerings. This
campus is also known for its consistent and
good performance in the board examinations
which are favorably above the national passing
rate particularly in the Certified Public Ac-
countants’ Examination and in producing em-
ployable graduates needed by the industries.
But, in spite of these accomplishments,
there are still doubts and queries as to the level
of commitment and job satisfaction of the fac-
ulty members and the supporting staff of this
campus. It is along this reason that such study
was conceived to specifically assess the organ-
izational commitment and job satisfaction of
both the teaching and non-teaching personnel
of the College and their relationship.
Methodology
This study used the descriptive correla-
tional method of research. This research design
described the affective, continuance and nor-
mative commitment and job satisfaction of
teaching and non-teaching personnel of Sorso-
gon State College Bulan Campus. This also de-
termined the relationship of organizational
commitment and the job satisfaction using cor-
relational and regression analyses.
Out of the total 49 workforce of SSC Bulan
Campus, there was a total of 40 faculty mem-
bers and non-teaching staff who were consid-
ered as the respondents of this research. They
were considered as the primary sources of in-
formation necessary to realize the objectives of
this research. For this purpose, the study has
modified the survey instruments designed by
Ismail (Ismail, 2012) to suit the context and the
respondents of this study. These survey instru-
ments were composed of four (4) parts. These
included Part I which was designed to identify
the affective commitment, Part II which deter-
mined the continuance commitment, Part III
which disclosed the normative commitment
and Part IV which was intended for ascertain-
ing the job satisfaction of the respondents using
a five point scale with 1= Very Low to 5= Very
High. Cronbach Alpha testing was utilized to
ensure the reliability of the survey instruments.
Weighted mean was used for the purpose of
summarizing, interpreting and identifying the
trends and patterns of the data gathered from
the survey. Pearson’s Product Moment Correla-
tion was employed to establish the relationship
between the organizational commitment of the
respondents and their job satisfaction. Accord-
ing to Cohen (Cohen, 1996), r ranging from 0.10
to 0.29 may be regarded as indicating a low de-
gree of correlation, r from 0.30 to 0.49 may be
regarded as indicating a moderate degree of
correlation and r from 0.50 to 1.00 may be re-
garded as a high degree of correlation. Linear
regression was also used to determine the mag-
nitude of independent variables namely affec-
tive, continuance and normative commitment
of the respondents to the job. The applications
and functions of these statistical tools for anal-
ysis were made easier through the aid of the
Statistical Packages for the Social Sciences
(SPSS).
Results and Discussion
Affective Commitment of employees of Sorso-
gon State College Bulan Campus
Generally, employees of Sorsogon State Col-
lege Bulan Campus (SSC-BC) were found to
have a high level of affective commitment
(M=4.08) (Table 1). This implies that SSC-BC
employees have a strong emotional and psy-
chological attachment to their institution
Specifically, the respondents (SSC-BC em-
ployees) feel a strong sense of belonging
(M=4.50) since they feel like they are part of a
family (M=4.10) to which they place a substan-
tial amount of sentimental value (M=4.23).
Also, the willingness of the employees to spend
the rest of their career in the College (M=4.00)
is explicit in the survey result. This manifests
that the respondents feel a strong sense of af-
fection towards their institution and that they
are willing to remain part of the school regard-
less of the situation so as to continuously serve
the government and the interest of the stu-
dents.
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IJMABER 913 Volume 3 | Number 5 | May | 2022
Table 1. Level of Affective Commitment
Test Statements
Mean Scores
I do feel a strong sense of belonging to this College.
4.50
This College has a sentimental value to me.
4.23
I do feel like “part of family” of this College.
4.10
I would be happy to spend the rest of my career with this College.
4.00
I do feel 'emotionally attached' to this College.
4.00
I enjoy discussing my College with people outside it.
3.98
I really feel as if this College’s problems are my own.
3.76
Total Mean Score
4.08
Note: 4.50-5.00 = Very High; 3.50-4.49 = High; 2.50-3.49 = Moderate;
1.50-2.49 = Low; 1.00-1.49 = Very Low
This is in line with the idea stated by
Mintarti (Mintarti, 2014) that commitment to
the organization means more than just a formal
membership because it includes attitude and
willingness to seek a high level of effort for or-
ganization to achieve organization goals as well
as with the notion of Zaidi (Zaidi, 2013) stating
that commitment means employee’s belief in
the organization’s goals and values, desire to
remain a member of the organization and loy-
alty to the organization.
Continuance Commitment of employees of
Sorsogon State College Bulan Campus
According to Suma (Suma, 2013), continu-
ance commitment stems from the material and
social considerations of staying in the firm. In-
formation pertaining to the level of continu-
ance commitment of SSC-BC employees is pre-
sented in Level 2. The data revealed that teach-
ing and non-teaching staff of Bulan Campus
have a moderate level of continuance commit-
ment (M=3.31) in general. Hence, it can be
stated that the loyalty of the respondents does
not emanate from the material considerations
and benefits arising from their work in the Col-
lege.
Table 2. Level of Continuance Commitment
Test Statements
Mean Scores
One of the major reasons I continue to work for this College is that leaving
would require considerable personal sacrifice. (Another College or organiza-
tion may not match the overall benefit I have here.)
3.63
My life would be disrupted if I decide I want to leave this College now.
3.59
It would be very hard for me to leave this College right now, even if I want to.
3.41
One of the few serious consequences of leaving this College would be scarcity
of available alternatives.
3.27
Right now, staying with this College is a matter of necessity as much as desire
3.24
I feel that I have a few options to consider leaving this College.
3.15
I am afraid of what might happen if I quit my job without having another one
lined up.
2.90
Total Mean Score
3.31
Note: 4.50-5.00 = Very High; 3.50-4.49 = High; 2.50-3.49 = Moderate;
1.50-2.49 = Low; 1.00-1.49 = Very Low
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Moreover, the survey specifically revealed
that substantial consideration of personal sac-
rifices in the part of the employees to leave the
College (M=3.63) and the possibility of negative
and unfavorable consequences if they decide to
leave the institution (M=3.59) contribute much
to the level of their continuance commitment.
These data indicate that consideration of the
costs of leaving the organization substantially
affect the level of continuance commitment of
the employees. This is consistent with the idea
of Murray (Murray, 1991) that continuance or-
ganizational commitment considers the idea
that individuals do not leave a company for fear
of losing their benefits, taking a pay cut, and not
being able to find another job.
Normative Commitment of Employees of
Sorsogon State College Bulan Campus
In the case of normative commitment (Ta-
ble 3), SSC-BC employees were generally found
to have a high level of normative commitment
(M=3.78). Ayeni (Ayeni, 2007) defined norma-
tive commitment as a perceived obligation to
remain with the organization.
In the case of SSC-BC, the survey revealed
that the employees remain as members and
part of the organization because of their sense
of moral obligation to stay and work for the Col-
lege (3.93) and they consider the value of al-
ways being loyal (M=3.93) and remaining loyal
(M=3.73) to the institution. Besides, it was also
found out that employees of SSC-BC were found
to be highly committed as manifested by their
willingness to stay in the College because this is
what is being expected from them (M=3.83).
The results show that the level of normative
commitment of SSC-BC employees has a vital
role in their overall organizational commit-
ment.
This means that that the employees of the
College intended to be continuously affiliated
with the organization not just because of their
emotional attachment to the institution but
also due to the fact that staying in the College is
the right thing to do. This validates the idea of
Meyer (Meyer et al., 2002) that employees hav-
ing a strong normative commitment will re-
main with an organization by virtue of their be-
lief that it is the “right and moral” thing to do.
Table 3. Level of Normative Commitment
Test Statements
Mean Scores
I do believe that a person must always be loyal to his/her College.
3.93
One of the major reasons I continue to work for this College is that I believe that
loyalty is important & therefore I feel a sense of moral obligation to remain.
3.93
I will stay in this College because this is what is expected of me.
3.83
I was taught to believe in the value of remaining loyal to one organization.
3.73
If I got another offer for a better job elsewhere I would not feel it was right to
leave the College.
3.63
Things were better in the days when people stayed with one organization for
most of their career life.
3.61
Total Mean Score
3.78
Note: 4.50-5.00 = Very High; 3.50-4.49 = High; 2.50-3.49 = Moderate;
1.50-2.49 = Low; 1.00-1.49 = Very Low
Overall Organizational Commitment of
employees of Sorsogon State College Bulan
Campus
Table 4 contains the information pertaining
to overall organizational commitment of SSC-
BC employees. It was depicted that by and
large, the respondents were highly committed
to their College (M=3.71). Among the three di-
mensions of organizational commitment, the
employees of SSC-BC were found to have a high
level of affective commitment (M=4.05) and
normative commitment (M=3.78). However,
they scored the lowest in continuance commit-
ment.
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IJMABER 915 Volume 3 | Number 5 | May | 2022
Table 4. Overall Level of Commitment
Types of Organizational Commitment
Mean Scores
Affective Commitment
4.08
Continuance Commitment
3.31
Normative Commitment
3.78
Total Mean Score
3.72
These data entail that the willingness of the
employees to stay in Sorsogon State College Bu-
lan Campus largely emanates from their strong
affection to the institution and from the view
that being loyal to it is a moral obligation thus
this is the right thing to do and less from the
material and social considerations.
Job Satisfaction of Employees of Sorsogon
State College Bulan Campus
The survey disclosed the fact that SSC-BC
employees were highly satisfied with their job
(M=3.89) as presented in Table 5.
According to Locke (Locke, 1976), job satis-
faction is determined by several factors relat-
ing to the work itself, the level of supervision,
quality of human relationships, compensation,
promotion, and the quality of the working envi-
ronment. In the case of SSC-BC, faculty mem-
bers and non-teaching personnel were found to
derive higher satisfaction from the kind of rela-
tionship they have with their peers at work
(M=4.00) as well as their immediate supervisor
(M=4.23), with the College (M=3.93) and the
work itself (M=3.89).
Table 5. Level of Job Satisfaction
Test Statements
Mean Scores
I am satisfied with the members in my work group.
4.00
I am satisfied with my immediate supervisor.
4.23
I am satisfied with my job now.
3.89
I am satisfied with this College, compared to other company
3.93
Considering my skills and level of education that I have, I am satisfied with my
pay and benefit that I get in this College.
3.83
Most people in this College are satisfied with the job that done now
3.76
I never thought to leaving this College even the condition of this company is not
stable for this moment
3.61
Total Mean Score
3.89
Note: 4.50-5.00 = Very High; 3.50-4.49 = High; 2.50-3.49 = Moderate;
1.50-2.49 = Low; 1.00-1.49 = Very Low
These suggest that the respondents can
comfortably perform the assigned tasks be-
cause of the smooth relationship which they
enjoy with their co-workers which is impera-
tive to facilitate the attainment of the College
VMGO. This appeared to be consistent with the
idea of Kodwani (Kodwani, 2012) that the level
of job satisfaction represents the emotional re-
sponse of a person to a job situation which
stems from the work itself, supervision, and co-
workers.
Correlation Analysis
The scores representing the affective, con-
tinuance and normative commitment were cor-
related with their corresponding scores for job
satisfaction using Pearson r Product Moment
Correlation as presented in Table 6.
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IJMABER 916 Volume 3 | Number 5 | May | 2022
Table 6. Relationship of Affective Commitment, Continuance Commitment and Normative
Commitment to Job Satisfaction
Affective
Continuance
Normative
Job Satisfaction
Pearson Correlation
.603**
.316*
.681**
1
Sig. (2-tailed)
.000
.044
.000
N
40
40
40
40
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
The computed correlation coefficients of
.603 (p=.01) and .681(p=.01) for affective and
normative commitment respectively indicate a
significant high degree of positive relationship
while the resulting correlation coefficient of
.316 (p=.01) for continuance commitment
manifests significant moderate, positive rela-
tionship. This means that the more the employ-
ees become committed to the institution, the
more they are likely to be satisfied with their
work. On the other hand, a decrease in the level
of their commitment will have a diminishing ef-
fect on the level of their job satisfaction. Sri-
vastava (Srivastava, 2013) found out that job
satisfaction is positively related to organiza-
tional
commitment. He compounded that employees
who are more satisfied with their jobs are also
more committed towards their organization
and that trusting the employees make them
more committed to the organization.
Regression Analysis
Linear regression was used to determine
the magnitude of each independent variable on
the level of employees’ job satisfaction (Table
7). For this purpose, the employee scores for
job satisfaction were regressed separately
against the scores for affective, continuance,
and normative commitment.
Table 7. Regression Analysis among Independent Variables and Job Satisfaction
Independent Variables
Coefficients, ϐ
Sig.
Std. Error
Collinearity Statistics
Tolerance
VIF
Constant
1.176
.046
.568
Affective Commitment
.263
.095
.154
.537
1.863
Continuance Commitment
-.127
.476
.176
.695
1.439
Normative Commitment
.549
.003**
.170
.455
2.198
Adjusted R Square
.467
.568
Note: ** Significant at 95% Confidence Interval
The result revealed that among the three di-
mensions of organizational commitment, only
one, normative commitment was found to sig-
nificantly affect the level of employees’ job sat-
isfaction (p=.003). The positive coefficient
(ϐ=.549) for normative commitment suggests
that a one-point increase in the level of norma-
tive commitment will result to a .549 increase
in the level of job satisfaction of SSC-BC
employees. Thus, the level of job satisfaction
can be predicted from the level of normative
commitment of the employees using a regres-
sion model of “job satisfaction = 1.176 + .549
(normative commitment)”. This is in contra-
diction to the result of the study conducted by
Ismail (Ismail, 2012) which revealed that there
are no significant relationships between affec-
tive commitment, continuance commitment,
MB Bongalonta, 2022 / Relationship Between Organizational Commitment Dimensions and Job Satisfaction
IJMABER 917 Volume 3 | Number 5 | May | 2022
and normative commitment and job satisfac-
tion.
The collinearity statistics for the regression
model exhibited a high acceptable levels of tol-
erance values which are comfortably above the
recommended minimum level of tolerance
value of .20 as well as acceptable levels of vari-
ance inflation factors (VIF) which did not ex-
ceed the recommended maximum VIF value of
5. The tolerance and VIF values indicate that
there is no evidence of multicollinearity in the
regression results. These further show that
there were no overlapping independent varia-
bles in the regression analysis which could ad-
versely affect its results as also evidenced by
minimal standard errors.
Conclusion and Recommendations
This study concludes that employees of
Sorsogon State College Bulan Campus are
highly committed to their institution which em-
anates from the level of their affective and nor-
mative commitment and less from their contin-
uance commitment. Furthermore, it is con-
cluded that the faculty members and non-
teaching personnel of the College have high
level of job satisfaction which appear to be de-
rived from the kind of relationship they have
with their co-workers and supervisors, in the
College and in the work itself. The extent of em-
ployees’ affective, continuance and normative
commitment have a significant and positive re-
lationship to the level of their job satisfaction.
Specifically, the level of normative commitment
was found to be a predictor of level of job satis-
faction of SSC-BC employees.
This study recommends that the manage-
ment of the College, through the human re-
source management, may consider implement-
ing various human development programs that
can continuously foster and strengthen the har-
monious relationship among the employees of
Sorsogon State College to further enhance the
level of their organizational commitment and
thus increasing the level of their satisfaction
with the job. For the sake of future researchers,
future related studies may benefit from the use
of larger sample to include various employees
of the entire Sorsogon State College to address
the inherent limitation of this study. Finally, fu-
ture researches with a more in-depth approach
to incorporate other variables affecting the em-
ployees, i.e. recognition, promotion and appre-
ciation may be conducted to establish a
stronger relationship between job satisfaction
and organizational commitment among the
employees.
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