Proceedings of Global Business Research Conference
7-8 November 2013, Hotel Himalaya, Kathmandu, Nepal, ISBN: 978-1-922069-35-1
Job Involvement, Job Stress, Job Satisfaction, and
Organizational Commitment of University Faculty
Ming-Jiuan Wu
Organizational commitment represents organizational attitude of employees
toward their entities. It plays crucial roles in employees’ efforts made for their
organizations and the capability of organizational talent retention. Job
involvement, job satisfaction, and job stress, on the other hand, represent
employees’ job attitudes and job tension. Theoretically, they are correlated with
organizational commitment. Nonetheless, their relationships with organizational
commitment have rarely collectively examined in empirical study. While
knowledge era and globalization evolve promptly, universities face increasing
demands from various constituents and in turn an essential part of them
become the origin of faculty’s job stress. Environmental changes in higher
education also impact faculty’s levels of job involvement, job satisfaction, as
well as faculty’s commitment to their organizations. This study, therefore,
attempts to examine the three most studied factors in organizational behavior
and their relationships to organizational commitment through the subjects of
university faculty.
This research employed stratified random sampling. Through back-translation
process, four academically renowned English questionnaires were translated
into local language and exercised as measurements. One thousand two
hundred and twenty-one faculty members who worked in Taiwan’s most
competitive disciplines in engineering, chemistry, materials science, and
agricultural sciences were selected and surveyed. There were 293 faculty
members (24%) responding to the survey during 2012 and 2013. While
controlling for faculty background factors, job involvement showed significant
positive correlation with organizational commitment in multiple regression.
According to effort-reward imbalance model in job stress, employees’ job stress
originates from internal and external sources. This study found that job stress
which internally caused by faculty’s over-commitment to their jobs was also
positive correlated to organizational commitment. Among the factors, job
satisfaction performed to be the most critical variable in positively explaining the
variation of organizational commitment of faculty. The results of this study
suggest that for university organizations which desire to increase faculty’s
organizational commitment, increasing faculty’s job satisfaction is the key.
Keywords: Job Involvement, Job Stress, Job Satisfaction, Organizational Commitment
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Dr. Ming-Jiuan Wu, Department of Business and Management, Ming Chi University of Technology,
Taiwan, Email: mjgrace@mail.mcut.edu.tw