advancement opportunity (1.17), workload (1.15), relationship with supervisor (1.06), and financial rewards (1.00) is also greater than the absolute value of 0.7. Furthermore, the factor loading of job satisfaction factors i.e. organizational rewards (18.42), family support (19.15), supervisor support (20.88), and favourable working condition (1.00) is greater than the absolute value of 0.7 thus all the factors are relevant in studying their contribution in determination of organizational commitment value. For all the factors which affect the organizational commitment i.e. In the above diagram, the value of the factors considered for deriving the value of Organizational Commitment and Job satisfaction is considered. The above figure shows that the factor loadings of each variable. The codes that are included in the model for representing different factors and variables are shown in the below:įigure 24: Final path diagram for structural equation modelling Based on all these factors the causal impact of organizational commitment and job satisfaction on the perceived performance need to be studied. favourable working conditions that affect the organizational commitment level of an employee.įurthermore, factors like advancement opportunity, workload, relationship with supervisor, and financial rewards affect the job satisfaction level of the employee.The problem considered for structural equation modelling analysis in the previous article was to determine the impact of Organizational Commitment and Job satisfaction on the perceived performance of the Employee in an organization. The causal impact of organizational commitment and job satisfaction As the previous article has discussed structural equation modelling analysis in detail, this article explains the process of performing structural equation modelling analysis using AMOS software. Structural equation modelling (SEM) analysis being the multivariate statistical tool helps in determining the direct and indirect linkage between the variables.
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