Mediating Role of Organisational Commitment on Organisational Citizenship Behaviour and its Impact on Job Satisfaction

 

B. Nayeema¹, Dr. B. Sreedhar Reddy², Dr. V. Tulasi Das³

¹Ph.D. Scholar, Dept. of HRM, Acharya Nagarjuna University, Guntur-522 510, A.P.

²Guest Faculty, Dept. of MBA (Hospital Administration) Acharya Nagarjuna University, Guntur-522 510, A.P.

³Associate Professor, Dept. of HRM, Acharya Nagarjuna University, Guntur-522 510, A.P.

ABSTRACT:

In the current scenario, the emergence of many private universities increases the demand for the engineering faculty members and so it’s difficult for the management to retain the talented pool. The teaching and learning process would be more effective in an institution where the faculty members are contented with their job. Job satisfaction is one factor which makes teachers contended with the job. Interaction between faculty and head of the department should be practices which will help in improving rapport, trust and also better retention due to open door policy (Vijit Chaturvedi and MK Sethi, 2010). Researchers identified several factors influencing job satisfaction but those factors are not completely explaining the changes in job satisfaction. Therefore in the current paper researchers created a model which can better explain job satisfaction of the University Engineering College Teachers.

 

 

 

INTRODUCTION:

The underlying factors of job satisfaction emerged from Shweta Rajput et al., (2016) study are career growth, motivation, work place environment and self- satisfaction. The teachers must be promoted according to efficiency and experience, motivational principal, good administration and control (Ruchika, 2017). Organizational Politics and Job Satisfaction in isolation is able to explain significant variance in Teaching Effectiveness (Kota Neela Mani Kantaand Srivalli P, 2017).

 

The dominant variable that influences the behaviour of organizational citizenship is professional satisfaction (RE Suryani, et.al. 2019). There is a direct relationship or a strong positive correlation between organizational citizenship and professional satisfaction (AH. Shalaby, 2015). Professional satisfaction mediated the relationship between organizational culture and organizational citizenship behaviour (Badawy, 2017). The critical roles of job satisfaction components have positive and significant effects on organizational citizenship and Vice Versa (AH. Shalaby, 2015). The employee satisfied with engaging in the OCB (Fassina, et. al., 2008). When employees are more satisfied, it creates a positive character and ultimately leads to socially accepted behaviour (Todo, 2003). Positive organizational behaviour is a predictor of professional satisfaction and organizational citizenship behaviour (Z Pouramini, M Fayyazi, 2015). There were no significant effects on gender, age, years of experience and education levels on OCB and job satisfaction (Badawy, 2017).

 

Literature reveals that Organisational commitment and Organisational support are important factors that influence OCB (MazinAldeinat, Mahamed Harith, Mahamed Shahar, 2017). Teachers’ organizational commitment is found to have a mediating effect on the relationship between the distributed leadership of college presidents and teachers’ organizational citizenship behaviour (Chi Pingping and Yi-Jian Huang, 2019). When teachers have a high commitment to their work, OCB behaviour among teachers at the School can increase (Muhammad Idris Tumanggor et.al. 2019). job satisfaction and organizational commitment are the two biggest drivers of citizenship behaviours, when there is a healthy leader member exchange in the organization it is easy to enhance the citizenship behaviour with minimal effort (Savithri, MaharayazhMozhi, 2018). Feather and Rauter (2004) had described that organizational citizenship behaviour is positively influenced with more job security and it leads to organizational commitment.

 

Organizational commitment will intercede the relationship between saw alternatives job openings and turnover aim and that the relationship is more fragile if job satisfaction is high (Abdulmajeed Saad Albalawi, 2019). Elements like length of administration and salary are moderately progressively significant in the assurance of job satisfaction than in organizational commitment (Tarlika L. Zalawadia, 2019). The hireling initiative has a constructive outcome to the job satisfaction and job satisfaction has a beneficial outcome to the organizational commitment (Ardana I Made DwiWira and Surya Ida BagusKetut, 2019). In the event of employees of government and Private Organizations, for the all elements of full of feeling commitment and regularizing commitment, no noteworthy contrast was found. T-test investigation indicated a noteworthy contrast in the reactions on continuation commitment and job Satisfaction (InassSalamah Ali and Vikram Jeet, 2019).

 

REVIEW LITERATURE:

Ana Gutiérrez-Banegas (2019), factors of Job Satisfaction in Universities. International Journal of Advanced Engineering, Management and Science reviewed that job satisfaction has critical associations with angles, for example, compensation, exercises to be done, work execution and the workplace. As far as expert satisfaction for instructors in colleges, it is likewise affected by financial issues, for example, compensation, connections in the working environment; open doors for development and culture of support and acknowledgment, viewpoints that additionally show up in organizations of products and enterprises. Rahayu Endang Suryani, Herminda, Darmin (2019), article entitled “Job Satisfaction and Citizenship Behaviour of Employees of Private Universities in the Central Jakarta Region” published in International Review of Management and Marketing identified that there is a significant effect of organizational commitment and work-life balance on Job Satisfaction in accredited University employees in the Central Jakarta region and the dominant variable influential is an organizational commitment (Affective commitment). The dominant variable influencing on the behaviour of organizational citizenship is job satisfaction with the dimensions of working conditions that support.

 

Inass Salamah Ali and Vikram Jeet (2019), article entitled “A Comparative Study of Organizational Commitment and Job Satisfaction in The Private and Government Professional Educational Institutions” published in International Journal of Human Resource Management and Research revealed that in government, the administrative commitment of the instructive establishment is the prevailing element and the coherence commitment is tolerably high in the employees of private organizations. In the component of expert satisfaction, individuals from the personnel of government and private instructive establishments show a reasonably elevated level of expert satisfaction. The similarity between authoritative commitment and expert satisfaction has been developed with regards to the third target. On account of individuals from government resources and private foundations, no huge contrast was found for all elements of full of feeling and administrative commitment. The examination of the T-test indicated a huge distinction in the reactions on the commitment to progression and job satisfaction.

 

Shiney Chib and Abhilash Gomkar (2019), article entitled “The Mediating Effect of Organizational Commitment in Leadership, Job satisfaction and Organizational Culture with Organizational Citizenship Behaviour” published in International Journal of Scientific and Engineering Research results that among the entire variable, organizational commitment seems to be the variable with the greatest significant impact in explaining the OCB exhibition among employees. It provided an optimistic result in terms of selecting this as a mediating variable for the organization's culture, leadership style and job satisfaction. Variables such as leadership style, organizational culture and job satisfaction play the role of antecedents of the organization's commitment. More committed academics report greater identification with the organization.

 

RESEARCH GAP:

From the reviews presented above it is understood that there is a need for a model which can explain the relationship between Organisational Citizenship Behaviour and Job Satisfaction.

 

OBJECTIVES:

·       To understand how Organisational Commitment mediates the impact of Organisational Citizenship Behaviour on Job Satisfaction among Public and Private Sector University Engineering College Teachers.

·       To put forth certain suggestions based on the findings arrived.

 

HYPOTHESIS:

H₀: Organisational Commitment does not mediate the impact of Organisational Citizenship Behaviour on Job Satisfaction among Public and Private Sector University Engineering College Teachers.

 

H₁: Organisational Commitment mediates the impact of Organisational Citizenship Behaviour on Job Satisfaction among Public and Private Sector University Engineering College Teachers.

 

SAMPLING:

Source of Data

To satisfy the aforesaid objectives the information has been gathered from two sources for example primary and secondary sources. The secondary information was gathered from various journals, periodicals, magazines, books and unpublished documents. The primary information was gathered legitimately from the sample respondents with pre-designed questionnaire.

 

Sample and data collection:

The participants selected for this study consisted of select Public and Private University Engineering College Teachers. Purposive sampling technique was deployed in sample selection.150 questionnaires from Public Sector universities and 300 questionnaires from Private sector Universities are considered for the study.

 

Data Analysis:

Mediating Affect of OC impact of OCB on Job Satisfaction among Public Sector University Engineering College Teachers

 

Figure-1: Mediating Affect of OC on impact of OCB on Job Satisfaction among Public Sector University Engineering College Teachers

Values of different fit indices; GFI, IFI, CFI, NFI greater than 0.9considered as good fit and RMSEA values .05 or less indicates close fit, between 0.05 to 0.08 indicates reasonable fit and values between 0.08 to 0.10 show marginal fir (Kline, 2001).

 

Structural Equation Model (SEM) is conducted with all three variables and data shows that df=1.715; GFI=.909; NFI=.935; IFI= .972; TLI= .964; CFI= .971; RMSEA= .069 the model is improvised after allowing one modification indices.

 

Mediation analysis is also conducted with bootstrapping method (Hayes, 2013). Bootstrapping is a nonparametric approach to mediation tests that do not make assumptions about the sampling distribution of the mediation tests. Simple mediation can be inferred when only direct effect of predicting variables on the outcome variable is significant.

 

Mediating Affect of OC on impact of OCB on Job Satisfaction among Private Sector University Engineering College Teachers

 

Figure-2: Mediating Affect of OC on impact of OCB on Job Satisfaction among Private Sector University Engineering College Teachers

 

Values of different fit indices; GFI, IFI, CFI, NFI greater than 0.9considered as good fit and RMSEA values .05 or less indicates close fit, between 0.05 to 0.08 indicates reasonable fit and values between 0.08 to 0.10 show marginal fir (Kline, 2001).

 

Structural Equation Model (SEM) is conducted with all three variables and data shows that df=2.130; GFI=.930; NFI=.921; IFI= .956; TLI= .946; CFI= .956; RMSEA= .061 the model is improvised after allowing one modification indices.

 

Mediation analysis is also conducted with bootstrapping method (Hayes, 2013). Bootstrapping is a nonparametric approach to mediation tests that do not make assumptions about the sampling distribution of the mediation tests. Simple mediation can be inferred when only direct effect of predicting variables on the outcome variable is significant.

 

FINDINGS:

From the analysis it is found that there is a significant positive impact of Organisational Commitment on impact on Organisational Citizenship Behaviour and  Job satisfaction.

 

SUGGESTIONS:

From the analysis it is found that there is significant positive impact of Organisational Commitment on impact of Organisational Citizenship Behaviour and Job Satisfaction.

 

Therefore, management should administer organisational Citizenship Behaviour survey questionnaire as well as Organisational Commitment questionnaire to understand the changes in job satisfaction of the teachers in engineering colleges.

 

CONCLUSION:

From the analysis it is found that in Public Sector University Engineering Teachers Job Satisfaction is high while comparing with Private University Engineering Teachers. Among Public Sector University Engineering Teachers Organisational Citizenship Behaviour is high on job satisfaction where as in Private Sector University Engineering teachers OCB impact is moderate on job satisfaction. Among Public and Private Sector University Engineering Teachers Organisational Commitment impact is high on job satisfaction. Among Public and Private Sector University Engineering Teacher’s mediation role of Organisational Commitment on impact of Organisational Citizenship Behaviour and job satisfaction is significant.

 

Suggested Model:

 

SCOPE FOR FUTURE RESEARCH:

The present research examined the simple mediating role of Organisational Commitment in the future the researcher’s may find multiple mediators and moderators which can more positively impact the relation between Organisational Citizenship Behaviour and Job satisfaction.

 

REFERENCES:

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2.     Ana Gutiérrez-Banegas (2019). Factors of Job Satisfaction in Universities. International Journal of Advanced Engineering, Management and Science, Vol-5, Issue-8, Pp: 481- 492.

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