University of Jordan, Amman.
J Nurs Manag. 2011 May;19(4):556-66. doi: 10.1111/j.1365-2834.2010.01148.x.
It is essential for all university leaders to develop and maintain an effective programme of total quality management in a climate that promotes work satisfaction and employee support.
The purpose of the study was to investigate the relationship of faculty members' organizational commitment to their job satisfaction, perceived organizational support, job autonomy, workload, and pay.
A quantitative study, implementing a correlational research design to determine whether relationships existed between organizational commitment and job satisfaction, perceived organizational support, job autonomy, workload and pay.
Stepwise linear regression analysis was used to estimate the probability of recorded variables included significant sample characteristics namely, age, experience and other work related attributes. The outcome showed a predictive model of three predictors which were significantly related to faculty members' commitment: job satisfaction, perceived support and age.
Although the findings were positive toward organizational commitment, continued consideration should be given to the fact that faculty members remain committed as the cost associated with leaving is high.
A study of this nature increases the compartment in which faculty administrators monitor the work climate, observe and identify factors that may increase or decrease job satisfaction and the work commitment.
在促进工作满意度和员工支持的氛围中，所有高校领导都必须制定和维护有效的全面质量管理计划。
本研究旨在调查教师的组织承诺与其工作满意度、感知组织支持、工作自主性、工作量和薪酬之间的关系。
采用定量研究，实施相关研究设计，以确定组织承诺与工作满意度、感知组织支持、工作自主性、工作量和薪酬之间是否存在关系。
逐步线性回归分析用于估计记录变量的概率，包括显著的样本特征，即年龄、经验和其他与工作相关的属性。结果显示，与教师承诺显著相关的有三个预测因素：工作满意度、感知支持和年龄。
尽管研究结果对组织承诺是积极的，但仍应考虑到教师保持承诺的事实，因为离职成本很高。
此类研究增加了教师管理人员监测工作环境的范围，观察和确定可能增加或减少工作满意度和工作承诺的因素。
