Age And Job Satisfaction

Running Head: Age and Job Satisfaction

Name:

University:

Date:

Course:

Introduction:

The journal article by Olcum Cetin (2006) on job satisfaction is discussed in this paper, his study focused on the relationship between job satisfaction and commitment. Data from a sample n = 132 was used to undertake ANOVA tests and T tests to determine the significance difference in commitment and job satisfaction with reference to gender and age. Results showed that there is a strong relationship between job commitment and job satisfaction, the following is a discussion of the article.

Commitment and job satisfaction:

1/19

Age and Job Satisfaction

Olcum Cetin (2006) stated that there are two forms of commitment and they include occupation and organization commitment, organization commitment according to Tetric (1991) can be subdivided into affective, continuance and normative commitment. Affective commitment according to Tetric refers to a form of commitment that occurs when the organization values are similar to the values of the workers.

Continuance commitment on the other hand according to Meyer (1993) refers to the commitment resulting from an individual finding it difficult to leave an organization, if a worker decides to leave an organization then he or she is faced with few or no option. Finally normative commitment according to Meyer (1993) refers to the commitment rusting from an individual’s feelings. An individual will be committed to the organization because he or she feels that leaving the organization is unethical.

The other type of commitment discussed by Olcum Cetin (2006) is occupation commitment, according to Meyer and Allen (1991) occupation commitment refers to the devotion of workers to their occupation, Meyer (1993) subdivides occupation commitment into normative, affective and continuance, affective commitment refers to the devotion of a worker to the occupation and also performance of tasks with pleasure. Meyer (1993) also defines Affective commitment refers to a positive experience by workers in the job and finally, finally continuance commitment to the occupation according to Meyer (1993) refers to the cost associated with a worker leaving his occupation.

Results:

2/19

Age and Job Satisfaction

Gender:

A T test by Olcum Cetin (2006) showed that differences in job satisfaction according to gender was not significant

Marital status:

T test by Olcum Cetin (2006) showed that differences in job satisfaction according to marital status was not significant

Age:

ANOVA tests by Olcum Cetin (2006) showed the difference in job satisfaction according to age was not significant. Using the AIU data variables a hypothesis is formulated to check whether there is a significant difference in job satisfaction according age, the null hypothesis is stated as H0: A1 = A2 = A3 where A1, A2 and A3 represents the average satisfaction values for age group1, 2, and 3 respectively: the following table summarizes the overall variable values in each age group:

3/19

Age and Job Satisfaction

Age

overall

1

2

3

16-21

22-49

50-65

4/19

Age and Job Satisfaction

5.1

5.3

5.1

5.2

3.5

6.9

5.5

5.3

5/19

Age and Job Satisfaction

3.7

4.3

5.9

5.8

5.1

3.2

6.8

5.5

6/19

Age and Job Satisfaction

5.7

6.2

5.8

5.6

6.4

3.5

5.9

7/19

Age and Job Satisfaction

3.5

5.4

The table below summarizes the ANOVA test results using excel:

Anova: Single Factor

8/19

Age and Job Satisfaction

9/19

Age and Job Satisfaction

SUMMARY

Groups

Count

Sum

Average

Variance

10/19

Age and Job Satisfaction

16-21

10

48.9

4.89

0.692111111

22-49

7

11/19

Age and Job Satisfaction

34.5

4.928571

1.215714286

50-65

8

46.8

5.85

1.088571429

12/19

Age and Job Satisfaction

13/19

Age and Job Satisfaction

ANOVA

14/19

Age and Job Satisfaction

Source of Variation

SS

df

MS

F

P-value

F crit

Between Groups

4.855114

2

2.427557

2.525920421

15/19

Age and Job Satisfaction

0.102916363

3.443357

Within Groups

21.14329

22

0.961058

16/19

Age and Job Satisfaction

Total

25.9984

24

17/19

Age and Job Satisfaction

From the table the null hypothesis H0: A1 = A2 = A3 is tested, the F value from the table is 2.525920421 while the F critical value is 3.443357, the F crit > F value and therefore the null hypothesis is accepted, this means that the difference in average overall satisfaction according to age is not significant.

Conclusion:

Cetin (2006) study results showed that the difference in job satisfaction average values according to gender, age and marital status were not statistically significant, using the AIU data values the hypothesis H0: A1 = A2 = A3 is tested, the conclusion show that the difference is not statistically significant, therefore the AIU ANOVA test results support Cetin (2006) that age does not affect job satisfaction.

18/19

Age and Job Satisfaction

References:

Meyer, J (1993) Commitment To Organization And Occupation, Applied Psychology Journal, Volume 78, 637 To 643

Meyer and Allen (1991) Conceptualization Of Organization Commitment, Human Resource Management Journal, Volume 1, 61 To 90

Olcum Cetin (2006) the Relationship between Job Satisfaction, Occupation and Organization Commitment, Academy Of Business Journal, Volume 8, (1), 78 To 90

Tetric, F. (1991) A Validity Study Of Perceived Organization Support, Applied Psychology Journal, Volume 75, 538 To 551

19/19