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Author(s): Mina Talib Beigi, Seyed Jalil Lajevardi


DOI: 10.5958/2321-5763.2020.00046.3   

Address: Mina Talib Beigi1, Dr. Seyed Jalil Lajevardi2
1Graduate Master of Executive Management Shahid Beheshti University, Tehran, Iran.
2Science Committee Assistant Professor, Shahid Beheshti University Faculty of Management and Accounting, Tehran, Iran.
*Corresponding Author

Published In:   Volume - 11,      Issue - 3,     Year - 2020

The purpose of this study is to identify the impact of organizational commitment on job performance together with job satisfaction. The key issues which are considered in this study were organizational commitment as an independent variable, job performance as the dependent variable, and job satisfaction as a mediator variable. This study focuses on the model of organization commitment created by Meyer and Allen in 1984 for two reasons; to aid in the interpretation of existing research and to serve as a framework for future research. There are three dimensions in this model; Affective Commitment, Continued Commitment, and Normative Commitment. Researchers have discovered new findings to describe the relationship between commitment and performance, and organizational commitment is one of the factors that affect job performance. Empirically, job satisfaction is a mediator variable for organizational commitment and job performance, because major differences have been found between organizational commitment and job satisfaction. The results of this study will be valuable for any organization aiming to accomplish a high rate of job performance, to create a desire for employee to work with their organization as well as the willingness to stay in the organization. The data collected from 120 respondents through questionnaires-- which was the sole instrument of the main survey—was reliable and validated. As a result, positive pairwise correlations have been found between organizational commitment with job performance and job satisfaction, which is something that a company is enthusiastic to establish. Organization commitment as a single variable demonstrated the highest correlation with job performance, whereas normative commitment showed lowest correlation with job performance. Also, job satisfaction partially mediates the relationship between organization commitment as a single variable and job performance, whereas such effect for the relationship between organization commitment dimensions and job performance could not be found.

Cite this article:
Mina Talib Beigi, Seyed Jalil Lajevardi. Impact of Organizational Commitment on Job Performance. Asian Journal of Management. 2020;11(3):297-303. doi: 10.5958/2321-5763.2020.00046.3

Mina Talib Beigi, Seyed Jalil Lajevardi. Impact of Organizational Commitment on Job Performance. Asian Journal of Management. 2020;11(3):297-303. doi: 10.5958/2321-5763.2020.00046.3   Available on:

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