Editing Organizational commitment (section)

== Job satisfaction ==
{{Main|Job satisfaction}}
Job satisfaction is commonly defined as the extent to which employees like their work. Researchers have examined Job satisfaction for the past several decades. Studies have been devoted to figuring out the dimensions of job satisfaction, antecedents of job satisfaction, and the relationship between satisfaction and commitment.  Satisfaction has also been examined under various demographics of gender, age, race, education, and work experience. Most research on job satisfaction has been aimed towards the person-environment fit paradigm. Job satisfaction has been found to be an important area of research because one of the top reasons individuals give for leaving a job is dissatisfaction.<ref name="Dirani">{{cite journal | doi = 10.1080/09585192.2011.556801| title = Job satisfaction and organizational commitment: Validating the Arabic satisfaction and commitment questionnaire (ASCQ), testing the correlations, and investigating the effects of demographic variables in the Lebanese banking sector| journal = The International Journal of Human Resource Management| volume = 22| issue = 5| pages = 1180| year = 2011| last1 = Dirani | first1 = K. M. | last2 = Kuchinke | first2 = K. P. | s2cid = 145348766}}</ref>

Much of the literature on the relationship between commitment and satisfaction with one's job indicates that if employees are satisfied they develop stronger commitment to their work. Kalleberg (1990) studied work attitudes of workers in the US and Japan and found a correlation of 0.73 between job satisfaction and organizational commitment of workers in Japan and a higher significant correlation of 0.81 among Americans. A study conducted by Dirani and Kuchinke produced results indicating a strong correlation between job commitment and job satisfaction and that satisfaction was a reliable predictor of commitment.<ref name="Dirani" /><ref>{{cite journal | doi = 10.1016/j.outlook.2014.05.003| pmid = 25062809| title = Organizational Commitment and Job Satisfaction Among Nurses in Serbia: A Factor Analysis| journal = Nursing Outlook| volume = 62| issue = 6| pages = 415–27| year = 2014| last1 = Veličković | first1 = V. M. | last2 = Višnjić | first2 = A. | last3 = Jović | first3 = S. A. | last4 = Radulović | first4 = O. | last5 = Šargić | first5 = Č. | last6 = Mihajlović | first6 = J. | last7 = Mladenović | first7 = J. }}</ref> Job satisfaction among employees—at least in retail settings—can also strengthen the association between customer satisfaction and customer loyalty.

;Perceiving a "Calling": A study at the University of Florida found a positive correlation between the individual's perception of their career being a "calling" and the level of commitment to the job. This study looked at the relation between work commitment and participant's perception of meaning in their job. Participants were tested in the areas of; perceiving a calling, job satisfaction, and job commitment. Results showed a moderate correlation between participants perceiving a calling and job commitment and a weak correlation between perceiving a calling and job satisfaction.<ref>{{cite journal
 | pmid = 22059426
| year = 2012
| last1 = Duffy
| first1 = R. D.
| title = Perceiving a calling, living a calling, and job satisfaction: Testing a moderated, multiple mediator model
| journal = Journal of Counseling Psychology
| volume = 59
| issue = 1
| pages = 50–9
| last2 = Bott
| first2 = E. M.
| last3 = Allan
| first3 = B. A.
| last4 = Torrey
| first4 = C. L.
| last5 = Dik
| first5 = B. J.
| doi = 10.1037/a0026129
}}</ref>