HomeLAMDAGvol. 11 no. 1 (2020)


Erlinda Dignos Rivera



Job satisfaction, which is translated to happiness, contentment, and willingness to stay in the organization, is one of the important phenomena which have drawn the attention of managers and academicians. This study examines the organizational commitment and identity in relation to job satisfaction of university employees through correlational statistics. Specifically, it looks at employees’ organizational commitment in terms of affective, normative, and continuance factors; and their identity in terms of centrality, distinctiveness, and durability factors. As a result of profiling, the respondents are 40–60 years old, females, academic personnel, married, and master’s degree holders. According to employee personal assessments, job satisfaction is very high (mean 3.41), with all its factors assessed very high except for salary and benefits factor which is just scored as high. Employee organizational commitment is high, (mean 3.02), with its affective and normative factors scoring high, but its continuance factor signifying a very high (mean 3.55) level of commitment. Employee organizational identity level is very high (mean 3.42), and all of its factors of centrality, distinctiveness, and durability also registered very high, signifying pride of organization and solid relationships within the organization. It was found that there is a significant relationship between organizational commitment and job satisfaction and a significant relationship between organizational identity and job satisfaction. Aside from improvements in salaries and benefits, the study recommends that a proposed Human Resource Management Development and Retention Program may be used a guide in enhancing commitment, identity, and job satisfaction of employees.