ع١،م١٣

راشد شبيب العجمي

املستخلص

()

مقدمة

الوالء التنظيمي (Steers 1977, p.47) Larson & Fukami1984, p.223

Mathieu & Zajac 1990, p.171

(Liou & Nyhan 1994,p.100) (Steers 1977, p.48)

(Meyer & (Allen 1984, p.374

(O'Rielly & Chatman 1986, p. 494)

(Randall 1990, p. 363) (Meyer & Allen 1984, p. 363)(Randall 1990, p. 364)

(Cohen & Hudececk, 1993 p. 239)

(Becker 1992, p. 235)

(Cohen & Hudececk 1995, p. 241)

أمهية دراسة الوالء التنظيمي Stumpf & Hartman 1984, p. 310

Larson & Fukami 1984, p. 223

Romzek 1989, p. 652

Steers 1977,p. 49

Mowday, Porter, & Steers, 1982, p.121

Marsden, Kalleberg & Cook 1993, p. 369

Mathieu & Zajac 1990, p. 178

الرضا الوظيفي

Wagner & Hollenbeck

1992, p. 245

(Moorhead & Griffin, 1992, p.112)

أمهية دراسة الرضا الوظيفي Wagner & Hollenbeck 1992, p. 252

(Wilhelm, 1983, p. 85) (Boudreau & Berger,1985, p. 587)

(Exchange theory) (Robbins,1993, p. 187)Porter & Lawller

(Meyer, Allen & Smith, 1993, p. 542)

العالقة بني الرضا الوظيفي والوالء التنظيمي

(Naumann, 1993, p. 154)

Mayer & Schoorman, 1992, p. 673

(Steers 1977, p. 50)

(Romzek

(1989, p. 665)

(Ward & Davis 1995, p. 38)

(Tett & Meyer 1993, p. 260)

(Oliver 1990, p. 522)

منهج البحث فرضيات البحث

العينة

أسلوب البحث

R. Likert

JDS

Hackman & Oldman 1976,p277

Mowday, Steers & Porter,1979 p245

أسلوب التحليل

Standard deviationMeanMean comparison

Analysis of variance

Regression

Correlation

نتائج الدراسة أوال : مستوى الوالء التنظيمي

ANOVA

ANOVA

ثانيا : أثر ظروف بيئة العمل اخلارجية على مستوى الوالء التنظيمي

ثالثا : أثر دوافع العمل على الوالء التنظيمي

رابعا : أثر ظروف بيئة العمل الداخلية على مستوى االنتماء التنظيمي

(R2)

: اإلشراف

(Morris & Sherman 1981, p. 520)

: حمتوى العمل

: االتصال

: سياسات الترقية وفرص التقدم

: الراتب أو األجر

: مجاعة العمل

خامسا : العالقة بني مستوى الوالء التنظيمي ومستوى الرضا عن العمل

ANOVA

ANOVA

Correlation

Coefficient

(R2)(Bateman & Strasser 1984,p. 109)

خالصة ونتائج البحث

الدراسات املستقبلية

املراجع أوال : املراجع العربية

خطاب، عايدة سيداألول١٣

العديلي، ناصر

ثانيا : املراجع األجنبية Bateman, T. and Strasser, S., (1984). A Longitudinal Analysis of the Antecedents of

Organizational Commitment, Academy ofManagement Journal, 27,95-112.Becker, T., (1992). Foci and Bases of Commitment: Are TheyDistinctions Worth Making?

Academy of Management Journal, 35, 232-244.Boudreau, J. and Berger, C., (1985). Decision-Theoretic Utility Analysis Applied to Employee

Separations and Acquisitions, Journal of Applied Psychology, 70, 581-619.Cohen, A. and Hudececk, N., (1993) Organizational Commitment-Turnover Relationship Across

Occupational Groups,Group & Organization Management, 18, 2, 188 - 213.Hackman, J. and Oldham, G., (1976). Motivation through the Design of Work: Test of Theory,

Organizational Behavior and Human Performance, 16, 250-279.Larson, E. and Fukami, C. V., (1984). Relationship between Worker Behavior and Commitment

to the Organization and Union, Proceedings of the Academy of Management, 222-226.Liou, K. and Nyhan, R., (1994). Dimensions of Organizational Commitmentin the Public

Sector: An Emperical Assessment. Applied Psychology Quarterly, 43, 99-115.Marsden, P., Kalleberg, A., and Cook, C., (1993). Gender Differences in Organizational

Commitment, Work and Occupations, 20, 368-390.Mathieu, J. and Zajac, D., (1990). A Review and Meta-Analysis of Antecedents, A Correlates, and

Consequences of Organizational Commitment, Psychological Bulletin, 108, 171-194.Mayer, R., and Schoorman, F., (1992).Predicting Participation and Production Outcomes

through a Two-Dimensional Model of Organizational Commitment, Academy ofManagement Journal, 35, 3, 671-684.

Meyer, J., and Allen, N., (1984). Testing the “Side-Bet Theory” of Organizational Commitment:Some Methodological Considerations, Journal of Applied Psychology, 69, 372-378.

Meyer, J., Allen, N., and Smith, C., (1993) Commitment to Organizations and Occupations,Journal ofApplied Psychology, 78, 4, 538-551.

Moorhead, S. and Griffin, E., (1992). Organizational Behavior, Prentice Hall, New Jersey.Morris, J. and Sherman, J., (1981). Generalizability of an Organizational Commitment Model,

Academy of Management Journal, 24, 512-526.Mowday, R. T., Porter, L. W., and Steers, R. M., (1982). Employee Organization Linkages:

The Psychology of Commitment, Absenteism and Turnover. Academic Press: New York.Mowday, R., Steers, R., and Porter, L., (1979). The Measurement of Organizational

Commitment, Journal of Vocational Behavior, 14, 224-227.Naumann, E., (1993). Antecedents and Consequences of Satisfaction and Commitment among

Expatriate Managers. Group & Organizational Management, 18, 153-187.O’Reilly, C. and Chatman, J., (1986). Organizational Commitment and Psychological

Attachment: The Effects of Compliance, Identification, and Internalization on ProsocialBehavior, Journal ofApplied Psychology, 71, 492-499.

Oliver, N., (1990). Work Rewards, Work values, and Organizational Commitment in anEmployee-Owend Firm: Evidence from the U.K. Human Relations, 34, 513-526.

Randall, D., (1990). The Consequences of Organizational Commitment: MethodologicalInvestigation, Journal of Organizational Behavior, 11, 361-378.

Robbins, S., (1993). Organizational Behavior: Concepts, Controversies, and Application,Prentice Hall, New Jersey.

Romzek, B. S., (1989).Personal Consequences of Employee Commitment, Academy ofManagement Journal, 32(3): 649-661.

Steers, R. M. (1977). Antecedents and Outcomes of Organizational Commitment, AdministrativeScience Quarterly, 22: 46-56.

Stumpf, S. and Hartman, E., (1984). Individual Exploration to Organizational Commitment orWithdrawal, Academy ofManagement Journal, 27 (2): 308-329.

Tett, R. and Meyer, J., (1993). Job Satisfaction, Organizational Commitment, TurnoverIntention, and Turnover: Path Analyses Based on Meta-Analytic Findings. PersonnelManagement, 46, 259-273.

Wagner, J. and Hollenbeck, J., (1992). Management of Organizational Behavior, Prentice Hall,New Jersey.

Ward, E. and Davis, E., (1995). The Effect of Benefit Satisfaction on OrganizationalCommitment, Compensation & Benefits Management, Summer, 35-40.

Wilhelm, W., (1983). Helping Workers to Self-manage their Careers, PersonnelAdministration,28, 83-89.

The Organizational Commitment and Job Satisfaction:A Comparative Study of the Public and the

Private Sectors in the State of Kuwait

RASHED S. AL-AJMI

Assistant ProfessorFaculty of Administrative Sciences

Kuwait University, Kuwait

ABSTRACT. The present study focused on identifying the causal relationship betweenorganizational commitment and job satisfaction.It also considered, the relationshipbetween commitment, job satisfaction and the organizational factors such as supervisioncommunication system, promotion policy, and work group.Moreover, the paper studiedthe relationship between commitment and external environment factors such asavailability of other jobs.

Organizational commitment was found to be a cause for job satisfaction rather thanan outcome of it.Furthermore, several variables were found to be causally related tocommitment, but not to job satisfaction.Commitment was found to be the result ofdemocratic supervision, good communication, cohesiveness of group, and environmentaljob alternative.