Job Satisfaction Tenure And Age

Job Satisfaction, Tenure and Age

Abstract:

The paper highlights some of findings from a journal article by Munevver (2006) on job satisfaction. the study showed that age and experience have a significant impact on job satisfaction and commitment. ANOVA test show that there is a significant difference in job satisfaction level (intrinsic) with reference to tenure, however there is no significant difference in job satisfaction (extrinsic) with reference to age.

Introduction:

This paper discusses the journal article by Munevver (2006) which analyses the difference in job satisfaction, organisation and occupation commitment with reference to gender, position, age, marital status and experience. Both organisation and occupation commitment are subdivided into three categories according to Meyer and Allen (1991) and they include affective, continuance and normative commitment. The following is a Summary of the article and an ANOVA test using AIU data to determine whether there is a significance difference in the level of job satisfaction (extrinsic) with reference to age, and also whether there is a significant difference in the level of job satisfaction (intrinsic) with reference to tenure.

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Job Satisfaction, Tenure and Age

Summary of the article:

Variables:

Variables in the study include job satisfaction, organisation commitment, occupation commitment, position, age, marital status, experience and gender. Organisation commitment according to Buchanan (1974) can be defined as the dedication of an employee to the purposes of an organisation (Munevver, 2006, p.78).

1) Organisation commitment:

Organisation commitment is subdivided into three broad categories and they include:

i) Affective (organisation) commitment:

Shore and Tetric (1991) define affective commitment as the interaction between the employee and the organisation whereby both have similar values, employees will stay in an organisation because they need and want the occupation (Munevver, 2006, p. 78).

ii) Continuance (organisation) commitment:

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Meyer (1993) define continuance commitment as the difficulties employee face in case he or she decides to leave an organisation, due to experience gained an employee will find it difficult to leave an organisation due to costs associated and limited alternative available when one leave the organisation(Munevver, 2006, p. 78).

iii) Normative (organisation) commitment:

Meyer (1993) define normative commitment as an obligation felt by an employee about staying in an organisation, the employee will stay in an organisation because he feels that this is the right and ethical thing to do (Munevver, 2006, p. 78).

2) Occupational commitment:

Occupational commitment is the devotion of employees to their occupation according to Morrow (1989). In the case study occupation commitment is subdivided into affective, continuous and normative (Munevver, 2006, p. 78).

i) Affective (occupation) commitment:

This commitment can be defined as the performance of an employee’s role with pleasure and devotion to his or her occupation Meyer (1993).

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ii) Continuance (occupation) commitment:

This form of commitment can be defined as the employee investment to his or her occupation. This refers to the cost that may be faced when an individual decides to leave the organisation (Munevver, 2006, p. 80).

iii) Normative (occupation) commitment:

Normative commitment according to (Munevver, 2006) refers to employee feelings toward his or her job, and the individual will feels that it is right and ethical to remain his job (Munevver, 2006, p. 80).

3) Job satisfaction:

Job satisfaction is another variable included in the case study, other studies show that sex affects job satisfaction, and however there are other factors that affect job satisfaction such as marital status whereby married employees tend to have higher job satisfaction than divorced employees (Munevver, 2006, p. 80).

Main findings:

T tests were undertaken to determine the differences in mean values of the variables, ANOVA

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analysis were also undertaken to determine the differences between job satisfaction, organisation commitment and occupation commitment with reference to age, experience and position.

– Gender

T test results showed that there were no significance differences in job satisfaction and commitment with reference to gender (Munevver, 2006, p. 83).

– Marital status

T test results showed that there was a significance differences in continuance (occupation) and normative (occupation) commitment whereby married employees had higher continuance occupation and normative occupation commitment levels. (Munevver, 2006, p. 83).

– Age

ANOVA test showed that there was a significant difference in affective (occupation), normative (occupation) and continuance (occupation) commitment.

– Position

ANOVA test showed that there was a significant difference in normative (organisation) and continuance (occupation) commitment.

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– Experience

ANOVA test showed that there was a significant difference in normative (occupation) and continuance (occupation) commitment.

ANOVA test:

This section uses AIU dataset values to determine whether there is a significance difference in the level of job satisfaction (extrinsic) with reference to age, also to test the hypothesis whether there is a significant difference in the level of job satisfaction (intrinsic) with reference to tenure.

Age and Job satisfaction:

The hypothesis to test is whether there is a significant difference in job satisfaction level with reference to age:

Hypothesis:

H0: mean1=mean 2= mean 3

Ha: mean1≠mean 2≠ mean 3

Where mean1, mean 2 and mean 3 are the mean job satisfaction levels for those aged 16 – 21,

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22 – 49 and 50 – 65 years respectively.

The table summarises data analysed:

age

job  satisfaction(extrinsic)

1

2

3

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3.9

4.6

4.4

5.5

5.6

5.5

3.2

6.5

3.4

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4.4

3.8

5.6

3.8

6.8

3.7

4.6

6.2

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5.5

4.6

4.8

5.5

3.6

6.5

4.7

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4.7

sum

43

38.3

40.1

n

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10

7

8

mean

4.3

5.471428571

5.0125

From the table job satisfaction (extrinsic) mean value is 4.3 for those aged 16 – 21, 5.4 for those aged 22 – 49 and 5.01 for those aged 50 – 65 years.

The table below shows the ANOVA test excel output:

ANOVA: Single  Factor

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SUMMARY

Groups

Count

Sum

Average

Variance

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Job Satisfaction, Tenure and Age

1

10

43

4.3

0.4511111

2

7

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Job Satisfaction, Tenure and Age

38.3

5.471429

1.2290476

3

8

40.1

5.0125

1.1383929

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ANOVA

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Source of  Variation

SS

df

MS

F

P-value

F crit

Between Groups

5.938564286

2

2.969282

3.3667004

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0.053014

3.443357

Within Groups

19.40303571

22

0.881956

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Total

25.3416

24

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Decision:

The calculated F value is 3.36667 and the F critical value is 3.443357, the f critical value is greater than the critical value and therefore the null hypothesis H0: mean1=mean 2= mean 3 is accepted.

Implications:

These results imply that job satisfaction (extrinsic) does not differ with age, this means that the job satisfaction mean value is equal for all groups given alpha = 0.05, therefore there exist no significant difference in job satisfaction (extrinsic) according to age.

Hypothesis two:

Test whether there is a significant difference in the level of job satisfaction (intrinsic) with reference to tenure.

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Hypothesis:

H0: mean4=mean 5= mean 6

Ha: mean4≠mean 5≠ mean 6

Where mean4, mean 5 and mean 6 are the mean job satisfaction (intrinsic) levels for those whose tenure value is less than 2 years, 2 to 5 years and Over 5 Years respectively.

The table summarises data analysed:

tenure

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job satisfaction(intrinsic)

1

2

3

3.7

4.2

4.7

4.5

4.3

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5.1

4.5

4.5

5.5

5.3

5.2

6.2

5.8

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6.2

3.4

6.2

6.4

4.2

5.7

6.5

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6.3

3.2

6.6

4.5

6.2

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sum

48.6

51.2

29.1

n

9

10

6

mean

5.4

5.12

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4.85

From the table job satisfaction (intrinsic) mean value is 5.244, 5.5 and 4.6667 for those for those whose tenure value is less than 2 years, 2 to 5 years and over 5 Years respectively.

The table below shows the ANOVA test excel output:

ANOVA: Single  Factor

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SUMMARY

Groups

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Count

Sum

Average

Variance

1

9

48.6

5.4

0.9575

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2

10

51.2

5.12

1.317333

3

6

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29.1

4.85

0.971

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ANOVA

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Source of  Variation

SS

df

MS

F

P-value

F crit

Between Groups

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1.1106

2

0.5553

0.501276

0.61251

3.443357

Within Groups

24.371

22

1.107773

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Total

25.4816

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24

Decision:

The calculated F value is 0.501276 and the F critical value is 3.443357, the F calculated value is greater than the critical value and therefore the null hypothesis H0: mean1=mean 2= mean 3 is rejected.

Implications:

These results imply that there exists significant difference in job satisfaction (intrinsic) with reference to tenure.

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Conclusion:

From the above discussion job satisfaction and commitment are determined by a number of factors which include age, experience or tenure, gender and position, mean job satisfaction values(intrinsic) show that younger workers have higher job satisfaction (intrinsic) than older workers. ANOVA test on the difference in job satisfaction with reference to tenure show that there is a significant difference at 0.05 level of test; this means that job satisfaction is influenced by the level of experience or tenure.

References:

Buchanan (1974). Building organizational commitment: Science Quarterly. Vol. 19, page 533 to 546.

Meyer (1993). Commitment to organizations and occupations: Applied Psychology Journal. Vol 78, page 538 to 551.

Meyer and Allen (1991). A three component conceptualization of organizational commitment.

Human Resource Management Journal. Vol 1, page 61to 98.

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Morrow (1989). Work commitment among salaried professionals. Vocational Behaviour Journal.

Vol 34, page 40 to 56.

Munevver Cetin (2006) the relationship between job satisfaction, organisation and occupation commitment of academics, the journal of American academy of business, vol 8, (1) pp.78 – 88

Shore and Tetric (1991). A construct validity study of the survey of perceived organizational support’. Applied Psychology Journal, vol 76(5), page 637 to 643.

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