Effect of Job Satisfaction on Organizational Commitment: Evidence from Employees of a Special Mission Organization in Rwanda

Abstract

This study assessed the effect of job satisfaction and demographic characteristics on the organizational commitment of employees (N = 119) in Rwanda. The study adopted a cross-sectional survey design for data collection. Descriptive, correlation, standard, and hierarchical regression analysis techniques were used to carry out the analysis. The effect of intrinsic job satisfaction was positive and significant on overall organizational commitment, continuance, and normative commitment, but negative and significant on affective commitment. The opposite was the case for extrinsic job satisfaction, although the effect on affective commitment was insignificant. The effect of satisfaction with the work environment was positive but only significant on affective commitment and significantly negative on continuance commitment. Job satisfaction dimensions had a significant unique effect on the overall and all the organizational commitment dimensions, even after controlling for the effect of the five demographic characteristics. From the results, it is recommended that for the organization to enhance employees’ commitment, management should adopt measures that enhance job satisfaction among them. This study adds to the much-needed empirical evidence from the developing world, but more importantly, from a special mission organizational context, consistent with the interconnectedness of organizations across the globalized world.