The Relationship Between Psychological Empowerment And Job Satisfaction Towards Organizational Commitment Among Service Sector Employees (Food And Beverage)

Muhammad Sufi, Jalman (2020) The Relationship Between Psychological Empowerment And Job Satisfaction Towards Organizational Commitment Among Service Sector Employees (Food And Beverage). [Final Year Project Report] (Unpublished)

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Abstract

The main purpose of this study is to identify the relationship between psychological empowerment and job satisfaction towards organizational commitment. The independent variable which had been studied in this research are meaning, self-determination, competence, impact, intrinsic job satisfaction and extrinsic job satisfaction. This nonexperimental study employed a quantitative survey design with a set of surveys returned representing 142 service sector employees in food and beverage premises at Vivacity Megamall, Kuching. The three standardized instruments used in this study include Organizational Commitment Scale (Mowday, Steers, & Porter, 1979), Psychological Empowerment Questionnaire (Spreitzer, 1995) and Minnesota Satisfaction Questionnaire (Weiss, 1967). The data that gathered from these respondents had been analyzed by using “Statistical Package for Social Science” (SPSS). Descriptive and inferential statistic was used to analyzed data according to the categories. Descriptive statistic was used to analyze the respondents demographic background such as age, gender, ethnic group, job status and also length of service of respondents. While, Pearson correlation analysis had been chosen to analyze and identify the relationship between the independent and dependent variable. The finding of the study shown that there is significant relationship between meaning, selfdetermination, competence, impact, intrinsic job satisfaction and extrinsic job satisfaction with the organizational commitment. Based on the result, this study stated the meaning and extrinsic job satisfaction as the most influence factor which able to affect the organizational commitment. While, self-determination, competence, impact and intrinsic job satisfaction are concluded as less influence factor which affect the organizational commitment. Recommendation and suggestion had been made at last chapter of this research for the future reference for the HR practitioners, methodology and organization.

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