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Job satisfaction and organizational commitment: An empirical investigation among ICT-SMEs

机译：工作满意度和组织承诺：ICT中小企业的实证研究

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Purpose - The aim of this study is to examine the structural relationship between Spector's nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees' years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach - A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings - The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees' years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees' years of experience influence their level of commitment. Originality/value - This study reveals that employees' affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees' continuance commitment. Contributions, implications and limitations of the study are discussed.
机译：目的-这项研究的目的是检查Spector的9个工作满意度方面（监督，工作性质，沟通，或有酬劳，同事，附带福利，薪酬，晋升和操作程序），组织承诺方面之间的结构关系。 （规范性承诺，情感性承诺和持续性承诺）以及员工多年的经验对满意度和承诺关系的影响。由于行业的性质，信息通信技术中小型企业（ICT-SME）的员工满意度，保留率和承诺感是一个非常令人关注的问题。设计/方法/方法-信息和通信技术中小企业（ICT-SME）的员工共收集了256个有效问卷，以使用偏最小二乘路径建模方法评估度量和结构模型。调查结果-调查结果表明，薪酬，晋升，附带福利，同事，沟通，操作程序和工作性质与情感投入呈正相关。此外，支付，晋升，附带福利，监督，或有酬金，操作程序和工作性质与规范承诺有着积极的关系。将员工的工作经历作为分类调节变量，偏最小二乘多组分析的结果表明员工的工作经历之间的差异如何影响他们的承诺水平。原创性/价值-这项研究表明，员工的情感和规范承诺是正相关的，他们的持续承诺取决于他们的情感承诺，而不是规范承诺。只有三个因素，即晋升，附带福利和操作程序，会影响员工的持续承诺。讨论了研究的贡献，影响和局限性。

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