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• W3124146514 abstract "IntroductionEmployees are one of the most important assets of an organization, and with more advanced industries and specific services, high quality skills are required more, especially at a time when human resource market has become more competitive as a result of globalization.Employees' commitment to their organizations highly affects their performance as well as the organization's performance. It is the extent to which the employee is involved in his/her work and is loyal to his/her organization (Ajibade and Ayinla, 2014; and Deepa et al., 2014). It has three components: continuance, affective and normative (Meyer et al., 1993; Dhammika et al., 2012; and Keskes, 2013).Organizational commitment is affected by many tangible and intangible factors, including external, internal, global, personal, political and business environment factors (Nasir et al., 2014). This study concerns and tests two intangible factors affecting organizational commitment which are: job satisfaction and work engagement.Job satisfaction is the level of contentment employees feel towards their jobs, and it is enhanced by different factors, including availability of resources, teamwork, supervisors following up and personal attitudes (Abraham, 2012a; and Papoutsis et al., 2014).Work engagement is people engaging of themselves for the best interest of the organization, and it is associated with meaningfulness, safety and availability (Khan, 1990; Olivier and Rothmann, 2007; and Deepa et al., 2014).In today's environment and with the increasing challenges faced by the organizations, it is becoming highly important to measure and specify the factors that will contribute most to the commitment of employees to their organization.Against this backdrop, the paper attempts to study the effect of two intangible factors, employee satisfaction and work engagement, on the employee's commitment to his organization.Literature ReviewHighly dynamic work environments create pressure on organizations to keep their positions and improve their performance over their competitors. Therefore, employees are now considered a competitive advantage for the success of organizations, so organizations are looking more into factors that affect their employees' commitment. The following sections explain work engagement concepts, job satisfaction concepts, employee commitment to organization, and finally the relationship among work engagement, job satisfaction and organizational commitment.Work EngagementIn a highly dynamic work environment, where organizations need to be proactive to compete effectively, work engagement has become a fundamental role in organizational effectiveness. Organizations prefer hiring loyal and committed employees, because these employees will devote their full capabilities to work (Deepa et al., 2014). Organizations look for employees who are willing to devote all their abilities and experience to their organization, they need employees who are engaged with their work, since engaged employees are more creative and more productive (Bakker and Demerouti, 2008). Employee engagement was introduced by Khan under the name of 'personal engagement'. Khan (1990, p. 3) has defined it as harnessing of organization members' selves to their work roles, in engagement, people employ and express themselves physically, cognitively and emotionally during role performances. He associated engagement with three psychological conditions: (i) meaningfulness: worth wellness and the value of people efforts; (ii) safety: comfort of people while they are at work; and (iii) availability: accessibility of physical and psychological resources in work. Khan's definition was adopted by other researchers, where employees are considered engaged when they are involved in, enthusiastic about, and satisfied with their work (May et al., 2004; Olivier and Rothmann, 2007; and Deepa et al., 2014).Work engagement has become a popular study field among organizations and decision-making bodies. …" @default.
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• W3124146514 date "2015-10-01" @default.
• W3124146514 modified "2023-09-27" @default.
• W3124146514 title "The Effect of Job Satisfaction and Work Engagement on Organizational Commitment" @default.
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