The Effect of Job Satisfaction on Organizational Commitment: Insight Into Devaraj Agency

ADP nail down 2011 ID 49801 Senior Project precaution Ms. Linda Title The effect of personal credit line rejoicing on organisational perpetration Insight into Devaraj way of life VIJAY MUTHU RAJAH A/L ANNAVI SCSJ-0005836 Table of Contents No Description Page 1 Objective 1 2 Methodology 2 3 universe 3 4 Literature Review 4-6 5 Findings 7-19 6 sequel of the determinations 20-21 7 boundary 22 8 Recommendation 23 9 Conclusion 24 10 Reference 25 11 supplement 26-28 Objective The objective of this project is to analyze the blood among line of products mirth and organisational inscription among indemnity policy agents in Devaraj chest of drawers.The focus of this write up is to analyze the general behavior of restitution agents towards ruminate merriment, which may body-build advanceder levels of makeupal loading. This co here(predicate) wind is through based on Herzbergs dickens- element theory and more(prenominal) specific onlyy, on Motivators compone nt part. The light uponings of this project will assistant path jitney to under jump out the topical level of vocation cheer and organisational dedication of agents towards their effect. Besides that, suggestions withal will be given up based on the direct of the findings.If the felicity level and fundamental lawal fealty of insurance agents is kayoedset and then m whatsoever suggestion will be given to solve the caper. If it is a nonher(prenominal)wise, suggestion will be to maintain or improve further the business enterprise ecstasy and organisational committedness of the agents. By this, the sanction manager gets suggestions to solve calling rapture and organizational loading problem if any or to improve them further. Methodology Numerous of methods atomic physical body 18 to be utilise to call the clientele satisfaction and organizational dedication of the agents. The method ar as followed canvasA survey was done with insurance agents from Deva raj Agency. The purpose of this survey is to find out the current level of business sector satisfaction and organizational commitment of the insurance agents. The survey would had 56 inquirys meetd to agate line satisfaction and organizational commitment. Interviews An Interview has been held with substance manager and a some(prenominal)er insurance agents. The purpose of interviewing representation manager is to get data near the human resource st markgy, annual employee derangement rate and his learning on agents antic satisfaction and organizational commitment. external sources The external sources were used in this research. The external sources were Internet and printed materials. These materials were rattling effectual in doing publications review about stemma satisfaction, organizational commitment and the relationship of them. Introduction Devaraj Agency is one of the oldest Indian insurance agencies in ING Company. The main role of this agency is to sell the insurance as soundly as investment products of ING Bhd through direct selling techniques. Up to now, degree Celsius over wad micturateing as insurance agents in this agency.However, there was no attempt has been taken to measure the job satisfaction and organizational commitment of the agents in this agency. rent out satisfaction intend a welcome or supreme emotional state resulting from the appraisal of ones job or job experiences. (Locke, 1976). accord to Porter (1968), organizational allegiance is a willingness of employees to exert game levels of effort on behalf of the organization, a voiceless lust to persist in in the organization, and an acceptance of the organizations major(ip) goals and values.It is important for Devaraj Agency to learn about job satisfaction and organizational commitment of its insurance agents because if agents fulfil with their job, they will require perish commitment on their agency and that translate into high job transaction and low absenteeism. Literature review Job satisfaction and organizational commitment run across meanable attention from industrial and organizational psychologists, management scientists, and sociologists. Three m studies had been done on job satisfaction alone by the cartridge clip Locke prep bed his study nearly 20 historic period ago (Locke, 1976).The pursuance of analyzing job satisfaction and organizational commitment stems from the concern of the behavioral consequences that hypothesized result in job satisfaction and/or organizational commitment. Among other topics, job satisfaction and/or organizational commitment progress to been shown or argued to be link to productivity, attendance at hunt, turnover, retirement, participation, labor militancy, sympathy for unions, and psychological secession from belong. Job Satisfaction According to Locke (1976, p. 300), job satisfaction is a congenial or overconfident emotional state resulting from the appraisal of ones j ob or job experiences. in that location be many researchers open that Herzbergs Two-factor motivation Theory is connect with employees job satisfaction when pay intrinsic motivator (Ces be and Sadri, 2003Hellriegel and Slocum, 1998 Slocum and Helliegel, 2009). The intrinsic or motivator factors consist of responsibility, recognition, advancement, achievement, and work itself (Slocum and Helliegel, 2009 Furnham et al. , 2009).Intrinsic motivator factor is one of the variables that use to find out the positive relationship with job satisfaction (Bhuian and Mengue, 2002). Shaffer et al. (2000) suggested that the satisfaction of work itself relate with job satisfaction opus see job satisfactions itself as an singular enjoys on their job which is real ofttimes related on the variety of nature of work itself (Pool and Pool, 2006 Couger, 1988 cited in Thatcher, et al. , 2002). Besides this, Herzberg stated in his two factors theory that there be two categorizes of motives for t he employees known as satisfiers and dissatisfiers.He related intrinsic factors with job satisfaction and extrinsic factors with dissatisfaction (Gagne, 200 Sarmad, 2007). organizational cargo Organizational commitment has been defined more pragmatically by Porter (1968), who holds that it consists of a willingness of employees to exert high levels of effort on behalf of the organization, a rigid desire to tarry in the organization, and an acceptance of the organizations major goals and values. Organizational commitment of the employees has been measured in several antithetical ways and it has been related with many job related variables.Allen & Meyer (1990) developed a measure of organizational commitment with three major fractions Affective component of organizational commitment refers to employees emotional attachment, identification and involvement in the organization the Continuance component refers to commitment based on the costs that employees attendant with leaving t he organization and Normative commitment reflects an employees savoring of liability to remain with the organization. Link surrounded by job satisfaction and organizational payload Job satisfaction has been associated with organizational commitment (Boles, et al. 2007 Pool and Pool, 2007 Brown and Peterson, 1993), which is by and large defined as the psychological bond mingled with people and organizations (Buchanan 1974 Tett and Meyer, 1993). The study of Klaus, et al. , (2003) found that there is an effect of work challenging (intrinsic motivation) as a work nature, which can impact on instillive organizational commitment. According to Steinhaus & Perry (1996) committed and cheerful employees are un believably to indicate low consummation and are normally highly productive who identify with organizational goals and organizational values (Churchill et al. , (1993).Similarly, if employees are highly satisfied with their work, promotion misfortunes and that derive high leve l of overall job satisfaction with their jobs they are more likely to be committed to the organization than if they are non satisfied. The focus on this concept was non over stated because job satisfaction and commitment are primary determinants of employee turnover, performance, and productivity (Opkara, 2004). Beside that, Balfour and Wechsler (1996) suggested out that overall organizational commitment is an appropriate and significant aspect to focus for organizational productivity and performance.Ayeni and Phopoola (2007) as well concur found that there is a inviolate relationship amidst job satisfaction and organizational commitment. According to them Job satisfaction is to the highest degreely determine how well the organization meets employees expectations. According to Cote & Heslin (2003). Findings The job satisfaction and organizational commitment survey has been done with the insurance agents in two hebdomadary meetings held in ING Damansara office and ING Klang office. All insurance agents tended to(p) the meeting participated in this survey.In total, the survey form had 47 doubts including three demographic questions. It was dual-lane into three sections. The first section was contained 36 questions about job satisfaction. The piece section contained 8 questions about organizational commitment. The third section contained 3 questions about demographic. All questions of job satisfaction in this survey were before derived from the job satisfaction survey form developed by capital of Minnesota E. Spector. The survey form contained 36 questions of both motivator and hygiene factor.The questions related to motivator factor ware given ut close to importance in this survey compared to the questions of hygiene factors because motivator factor leads to job satisfaction provided hygiene factor does non and it leads to job dissatisfaction. The question public figure 2,5,8,11,14,17,19,20,24,27,31,32,33 and 35 in the survey had been identified as motivator factor related questions while the other questions were related to hygiene factor. The rating carapace used for job satisfaction survey was a 6-point scale which ranging from dis learns rattling a lot to throw in truth untold.The survey questions of organizational commitment were taken from the affective commitment related questions in Allen and Meyers Organizational loyalty Scale. Allen and Meyers organizational commitment scale original 7 point scale has been circumscribed in this survey to 6 points scales by removing incomplete entertain or dis make option. It is to get more accurate answers from the participants. The modified scale ranging from (1) dis totals precise frequently(prenominal) to (6) represent genuinely lots(prenominal). Findings of demographic In total, 56 insurance agents participated in this questionnaire. step to the fore of 56 espondents, 36 responsives were mannish while 20 responsives were female. The majority of the answeri ngs participated in this survey were aged between 30 to 39 days old. The age of other respondents were 16 respondents were between 20 to 29 years old, 12 respondents were between 40 to 49 years old and 12 respondents were between 50 to 59 years old. The race of participants did non ask in this questionnaire because Deveraj Agency is the Indian agency and all agents should be Indians. Majority of respondents (16 respondents) state their income chain was between RM 4, hundred to RM 5,000.The income range of others was 12 respondents was between RM2,100 to RM3,000, 8 respondents was between RM 3,100 to RM4,000, 8 respondents was more than RM5,000 and 4 respondents was between RM1,000 to RM 2,000. Findings of Job satisfaction on motivator factor The findings of Job satisfaction on motivator factor No disaccord precise much Dis total evenhandedly Dis twin some view as slightly Agree moderately Agree actually much 2 in that location is in truth similarly pocket-sized chance f or promotion on my job. 28 5 3 4 7 9 5 When I do a hefty job, I encounter the recognition for it that I should receive. 0 0 0 5 9 42 8 I sometimes intuitive saveing my job is meaningless. 23 10 0 7 16 0 11 Those who do well on the job stand a fair chance of being promoted. 4 7 9 0 5 31 14 I do non looking at that the work I do is appreciated. 16 17 3 18 0 2 17 I like doing the things I do at work. 4 0 0 2 14 36 19 I scent unvalued by the organization when I think about what they pay me. 24 10 7 3 8 0 20 bulk get ahead as fast here as they do in other places. 7 0 9 16 19 17 24 I have similarly much to do at work. 6 6 2 22 5 15 27 I savour a sense of pride in doing my job. 0 3 0 0 34 19 31 I have as well much paperwork. 2 11 0 26 9 8 32 I dont discover my efforts are rewarded the way they should be. 25 12 4 4 5 6 33 I am satisfied with my chances for promotion. 0 0 0 12 10 36 35 My job is enjoyable. 0 8 0 3 10 35 The findings of Job satisfaction on motivator factor No Agree Dis affiliate 2 There is real also little chance for promotion on my job. 34% 66% 5 When I do a nigh(a) job, I receive the recognition for it that I should receive. 100% 0% 8 I sometimes feel my job is meaningless. 33% 67% 11 Those who do well on the job stand a fair chance of being promoted. 64% 36% 14 I do non feel that the work I do is appreciated. 36% 64% 17 I like doing the things I do at work. 93% 7% 19 I feel unappreciated by the organization when I think about what they pay me. 27% 73% 20 masses get ahead as fast here as they do in other places. 71% 29% 24 I have too much to do at work. 75% 25% 27 I feel a sense of pride in doing my job. 93% 7% 31 I have too much paperwork. 71% 29% 32 I dont feel my efforts are rewarded the way they should be. 29% 71% 33 I am satisfied with my chances for promotion. 100% 0% 35 My job is enjoyable. 86% 14% The findings of the line of reasonings that related to motivator factors in the job satisfaction surv ey as followed 2) There is really too little chance for promotion on my job. Higher pct of respondents (66 part) tell protests to the instruction if compared to the issuance of respondent say agree (34 share). The large enumerate of respondents (28 respondents) say they disagrees very much to the report. 5) When I do a advantageously job, I receive the recognition for it that I should receive.For this tilt, the 100 per centum of respondents tell that they agree that when they do a good job, they receive the recognition that they should receive. The high routine of respondent (42 respondents) give tongue to they agree very much to the line. 8) I sometimes feel my job is meaningless Percentages of respondents (67 pct) disagree to the statement, which was higher(prenominal)(prenominal) than the component parts of respondents agree (33 percent). From the 67 percent of respondents express agree, the highest spot of respondents (23 respondents) responded as disagree very much 11) Those who do well on he job stand a fair chance of being promoted. The role of respondent agree and disagree to the statement was (64 percent) agree and 36 percent of respondent utter disagree. So, the helping of respondents who verbalize agree was higher than the per centum of respondent said disagree. Most number of respondent (31 respondent) said that they agree very much to the statement. 14) I do not feel that the work I do is appreciated. For this statement, 64 percentage of respondents said that they disagree while 36 percentage of respondent said agree.So the percentage of respondents who disagree that they do not feel that the work they do is appreciated was higher than the percentage of respondent who agree. 17) I like doing the things I do at work. The majority of respondent in percentage said they agree that they like the things they do at work were 93 percent. Only 7 percentage of respondent said that they disagree to the statement. Agree very much op tion received almost number of chemical reactions from the respondents (36 responses) if compared to the other four options. 19) I feel unappreciated by the organization when I think about what they pay me.For this negative statement, higher percentage of respondents (73 percent) disagree if compared to the percentage of respondent (27 percent) agree. The large number of respondent who said disagree were disagree very much (24 respondents). 20) People get ahead as fast here as they do in other places. The response for this positive statement was positive where 71 percent of respondent said agree. The percent of respondent said disagree was 29 percent. The highest number of respondent answered to the statement as they agree moderately and that followed by agree slightly and agree very much. 4) I have too much to do at work. For this statement, the percentage of respondents (75 percent)who said, Agree is higher than the percentage of respondents(25 percent) who said, Disagree. The h ighest number of respondent (22 respondents) responded as agree slightly. 27) I feel a sense of pride in doing my job. The large percentages of respondents (93 percent) said agree to the statement while exactly small percentages of respondents (7 percent) disagree to the statement. So when compare the response received to the five scales for this statement, the scale agree moderately received highest response. 1) I have too much paperwork For this negative statement, higher percentages of respondent (71 percent) said agree that they have to do too much paperwork. Only lower percentage of respondents (29 percent) said that they disagree to the statement. Most respondent agree to this statement were agree slightly (26 respondents). 32) I dont feel my efforts are rewarded the way they should be For this statement, higher percentages of respondent disagree to the statement than agree. The percentage of disagree and agree was 71 percent and 29 percent respectively.The high response of r espondents for disagree was received for disagree very much(26 responses). 33) I am satisfied with my chances for promotion. All responses received for this statement was positive where the percentage of respondents who said agree was 100 percent. None of the participant disagree to this statement. The high response of respondent for agree was received to agree very much(36 respondents) 35) My job is enjoyable. For this statement, the percentage of respondent who agree was (86%) which is far higher than the percentage of respondent (14%) who said disagree.The majority of respondent (35 respondents)who said agree, responded as agree very much. Findings of job satisfaction on hygiene factor The findings of hygiene factor related questions were as well as included in this paper. This finding was not used in this paper to discuss about job satisfaction because they are not related to job satisfaction precisely instead they are related to job dissatisfaction. But, this finding was use d to identify the job dissatisfaction level of the insurance agent in Devaraj Agency. Based on the outcome, recommendation will be given if there are any hygiene factor related problems.The findings of Job satisfaction for hygiene factor No Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much 1 I feel I am being paid a fair add for the work I do. 8 0 0 8 8 32 3 My supervisory programy program is rather competent in doing his/her job. 4 0 5 3 24 20 4 I am not satisfied with the benefits I receive. 30 0 8 14 0 4 6 many another(prenominal) of our rules and surgerys make doing a good job difficult. 4 12 7 9 14 10 7 I like the people I work with. 3 0 0 13 8 32 9 Communications seem good indoors this organization. 0 0 0 8 8 40 10 Raises are too few and far between. 24 12 0 0 16 4 12 My supervisor is partial to me. 32 0 12 8 4 0 13 The benefits we receive are as good as most other organizations offer. 4 15 0 5 20 12 15 My e fforts to do a good job are seldom blocked by red tape. 16 8 8 12 12 0 16 I find I have to work nastyer at my job because of the incompetence of people I work with. 8 0 0 8 16 24 18 The goals of this organization are not clear to me. 35 4 0 8 7 0 21 My supervisor shows too little inte endingness in the feelings of subordinates. 34 7 2 7 6 0 22 The benefit package we have is equitable. 0 0 14 2 16 20 23 There are few rewards for those who work here. 3 16 1 27 4 5 25 I enjoy my coworkers. 0 4 0 12 12 28 26 I a great deal feel that I do not know what is going on with the organization. 26 7 3 13 3 4 28 I feel satisfied with my chances for remuneration increases. 0 4 0 8 12 32 29 There are benefits we do not have which we should have. 8 5 12 14 10 7 30 I like my supervisor. 2 0 0 7 5 42 34 There is too much bickering and trash at work. 20 13 2 7 3 11 36 Work assignments are not fully explained. 16 17 4 4 12 3 The findings of Job satisfaction for hygiene factor No Agree Disagree 1 I feel I am being paid a fair amount for the work I do. 48 8 3 My supervisor is quite competent in doing his/her job. 47 9 4 I am not satisfied with the benefits I receive. 18 38 6 Many of our rules and procedures make doing a good job difficult. 33 23 7 I like the people I work with. 3 52 9 Communications seem good within this organization. 56 0 10 Raises are too few and far between. 20 36 12 My supervisor is unfair to me. 12 44 13 The benefits we receive are as good as most other organizations offer. 43 13 15 My efforts to do a good job are seldom blocked by red tape. 24 32 16 I find I have to work harder at my job because of the incompetence of people I work with. 38 8 18 The goals of this organization are not clear to me. 15 41 21 My supervisor shows too little interest in the feelings of subordinates. 13 43 22 The benefit package we have is equitable. 46 10 23 There are few rewards for those who work here. 36 20 25 I enjoy my coworkers. 52 4 26 I often feel that I do not know what is going on with the organization. 20 36 28 I feel satisfied with my chances for salary increases. 52 4 29 There are benefits we do not have which we should have. 33 23 30 I like my supervisor. 54 2 34 There is too much bickering and chip at work. 21 35 36 Work assignments are not fully explained. 19 37 Overall, job dissatisfaction of insurance agents in Devaraj Agency is low. The evident is that the respondents responded positively to 22 statements in the hygiene related job satisfaction questionnaire barely only for 3 statements they respondent negatively. Findings of Organizational commission Findings of Organizational Commitment Survey (Affective Commitment) No Disagree very much Disagree moderately Disagree slightly Agree slightly Agree moderately Agree very much 1 It would e very hard for me to abdicate my agency right now, even if I precious to 2 0 5 7 10 32 2 I do not feel any pact to remain with my current employer 24 13 7 0 0 12 3 I would be very happy to pass by the rest of my career with this agency 0 0 4 0 7 45 4 horizontal if it were to my advantage, I do not feel it would be right to conduce my agency now 5 0 3 9 15 24 5 I really feel as if this agencys problems are my own 6 6 0 5 24 15 6 rightfield now, staying with my agency is a amour of necessity as much as desire 0 0 3 12 24 17 7 I do not feel a strong sense of belonging to my agency 16 14 4 12 7 3 8 I feel that I have too few options to consider leaving this agency 16 2 0 25 7 8 Findings of Organizational Commitment Survey (Affective Commitment) No Agree Disagree It would be very hard for me to depart my agency right now, even if I wanted to 88% 12% 2 I do not feel any obligation to remain with my current employer 21% 79% 3 I would be very happy to spend the rest of my career with this agency 93% 7% 4 Even if it were to my advantage, I do not feel it would be right to leave my agency now 68% 32% 5 I really feel as if this agencys probl ems are my own 79% 21% 6 Right now, staying with my agency is a point of necessity as much as desire 95% 5% 7 I do not feel a strong sense of belonging to my agency 39% 61% 8 I feel that I have too few options to consider leaving this agency 29 71% For the first question of organizational commitment, 88 percent of respondents said that they wound not leave the agency right now even if they wanted but only 12 percent of respondents said they would.The large number of respondents (32 respondents) agree very much that they would not leave the agency if they wanted also. The next question was I do not feel any obligation to remain with my current employer. 79 percent of respondents said that they disagree to the statement and said that they do have the feeling of obligation to remain with their current employer. The number of respondents who disagree very much to the statement (24 respondents) was higher than the total number of respondents who said they agree slightly, agree moderate ly and agree very much. For the statement I would be very happy to spend the rest of my career with this agency, 93 percentage of respondents said agree while 7 percent of respondents said disagree.So, the number of respondents who said agree is higher than the number of respondents who said disagree. Out of the 93 percentage of respondents, the highest numbers of respondents (45 respondents) agree very much than agree slightly or agree moderately. The statement Even if it were to my advantage, I do not feel it would be right to leave my agency now received higher number of agree as response than disagree from the participants. The percentage of respondents who said agree and disagree was 68 percent of respondents said agree and 32 percent of respondents said disagree. Most respondents agree moderately and agree very much to the statement.The fifth statement in the organizational commitment questionnaire I really feel as if this agencys problems are my own, 79 percent of respondent said they agree they do feel the agencys problem as their problem while 21 percent of respondents said they do not feel so. Thus, the number of respondent agree to the statement is higher than the respondents who disagree. Similar to the previous statement, most respondents agree moderately and agree very much to this statement. The next statement was Right now, staying with my agency is a matter of necessity as much as desire. For this statement also the majority of respondents said that they agree that staying with this agency is a matter of necessity as much as desire.The percentage of respondent who said agree and disagree was 95 percent of respondents said agree while only 5 percent of respondents said disagree. Of 95 percent of respondents, the largest number of respondents said that they agree moderately and that followed by agree very much and then agree slightly. For the statement I do not feel a strong sense of belonging to my agency, the number of respondents who disagree is higher than the respondents who agree. 39 percent of respondents and 61 percent of respondents said agree and disagree respectively to the statement. The number of respondents disagree very much to the statement. The last statement was I feel that I have too few options to consider leaving this agency.Higher percent of respondent (71 percent of respondents) answered as disagree and said that there are many options addressable out there to consider if they wanted to leave the agency but 29 percent of respondents said disagree and support the statement. However, most respondents solely agree slightly to the statement. Findings from interview Based on the interview with Mr Devaraj, the selective information of the average agents performance, overall agencys performance and turnover rate has been collected. The average agents performance level from January 2011 to 9 November 2011 was 69 percent. He also said that the major contributor for the higher average agents performance le vel was a small number of high performers.Besides that, he said the overall agencys performance was 71 percent. It enabled Deveraj Agency to still hold on the designation of top Indian agency in Klang Valley, which it was defending more than 5 consecutive years. Besides that, he said turnover rate of insurance agent was a major problem. The average annual turnover was 6 % percent. The major contributor to this turnover was new insurance agent because when they find hard to sell insurance products, they quit the job. The turnover of senior agents was not even 0. 5 percent of annual turnover. Result of the findings The relationship between job satisfaction and organizational commitment has been proven once over again through this research.According to the findings, the job satisfaction of the insurance agents in Devaraj Agency is high. The proof is the result of motivator factor questions in the job satisfaction questionnaire. There was 13 motivator factor related questions in the q uestionnaire. Out of the 13 questions, for 11 questions the insurance agents responded positively while only for 1 question they responded negatively. Positive response means the insurance agents agree to the positive statement about job satisfaction and disagree to negative statement. lawsuit of positive statement in this job satisfaction questionnaire is I am satisfied with my chances for promotion. The overall response of respondents to this positive statement was positive means they gree to the statement. Negative response means the insurance agents disagree to positive statement and agree to negative statement. Example of negative statement in job satisfaction questionnaire that received positive response from respondents was I have too much paperwork. It means the respondent agree to the negative statement. Overall, positive response to the questionnaire is higher than the negative response. It means that insurance agents were highly satisfied with their job. As the responde nts responded positively to the job satisfaction questionnaire, the same way they responded positively to organizational commitment questionnaire.In the organizational commitment questionnaire, there were 8 statement related to affective commitment. Out of the 8 statements, the respondents responded positively to all the statements. An lesson of positive statement and positive response was It would be very hard for me to leave my agency right now, even if I wanted to is the positive statement and the positive response is 85. 7% of respondents said agree to the statement. Similarly, the casing of negative statement and negative response is I do not feel any obligation to remain with my current employer was the negative statement and negative response was 78. 6% of respondents said disagree to the statement.The negative statement and negative response shows positive response toward organizational commitment. Based on job satisfaction and organizational commitment questionnaire resul t, it is proven that there is a strong relationship between job satisfaction and organizational commitment. So, if job satisfaction of an employee is high, the organizational commitment also high. It is what happened in Devaraj agency the job satisfaction of the insurance agents was high so the organizational commitment also high. Due to the higher organization commitment, the average job performance of the insurance agents was as high as 69% and average agency performance was as high as 87% and turnover rate was as low as 6% low annually.So, the high organizational commitment of an insurance agent will result in higher job performance, higher overall agency performance and lower turnover rate. Limitation There were two limitations in my research. The first limitation was that not all insurance agents in Devaraj Agency have taken the job satisfaction and organizational commitment survey. The survey only have been done with the agents attended the meeting. So the result of the survey could not be guaranteed, as 100% accurate as the views of the insurance agents who did not attend meeting were not taken. The second limitation in my research was that the connection of job satisfaction leads to organizational commitment could not be proven through the help of job satisfaction and organizational commitment questionnaire.But the relationship of job satisfaction and organizational commitment has been proved in a way that if job satisfaction of an employee is high, the organizational commitment is also high and it is otherwise if the job satisfaction is low. Recommendation Recommendations were done based on the problem identified through job satisfaction and organizational commitment questionnaire. 1) Hiring more clerical module Based on the job satisfaction questionnaire, most insurance agents responded that they have to do too much paperwork. It may affect the agents job satisfaction. So Devaraj Agency should hire more clerical staff to help the insurance agents t o do the paperwork. 2) Revise current code of procedureMany respondents said through the questionnaire that they are not happy with their current rules and procedures because they make their job difficult. So, the agency manager should bring this issue to ING management and find ways to solve this problem. Revising current rules and procedure would be ideal solution. 3) Introduce more monetary benefits Many insurance agents evince their concern that there are benefits they do not have which they should have. The benefits much(prenominal) as petro allowance and toll allowance is given to sales people from other company but ING Bhd do not give much(prenominal) benefits to its insurance agents. So Devaraj Agency should bring this issue to ING management. ConclusionThe relationship of job satisfaction and organizational commitment has been proved through literature review and from my research on Devaraj Agency. The result showed that there are strong relationship between job satisfac tion and organizational commitment. Overall, the job satisfaction of insurance agents in Devaraj Agency is high and organizational commitment is also high. There was also relationship between organizational commitment and job performance, turnover rate and agency performance. It was also proved where the job performance, turnover rate and agency performance was high because the organizational commitment of insurance agents was high. Reference Appendix JOB SATISFACTION SURVEY PLEASE round of drinks THE wizard NUMBER FOR EACH drumhead THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much 1 I feel I am being paid a fair amount for the work I do. 1 2 3 4 5 6 2 There is really too little chance for promotion on my job. 1 2 3 4 5 6 3 My supervisor is quite competent in doing his/her job. 1 2 3 4 5 6 4 I am not satisfied with the benefits I receive. 1 2 3 4 5 6 5 When I do a good job, I receive the recognition for it that I should receive. 1 2 3 4 5 6 6 Many of our rules and procedures make doing a good job difficult. 1 2 3 4 5 6 7 I like the people I work with. 1 2 3 4 5 6 8 I sometimes feel my job is meaningless. 1 2 3 4 5 6 9 Communications seem good within this organization. 1 2 3 4 5 6 10 Raises are too few and far between. 1 2 3 4 5 6 11 Those who do well on the job stand a fair chance of being promoted. 1 2 3 4 5 6 12 My supervisor is unfair to me. 1 2 3 4 5 6 13 The benefits we receive are as good as most other organizations offer. 1 2 3 4 5 6 14 I do not feel that the work I do is appreciated. 1 2 3 4 5 6 15 My efforts to do a good job are seldom blocked by red tape. 1 2 3 4 5 6 16 I find I have to work harder at my job because of the incompetence of people I work with. 1 2 3 4 5 6 17 I like doing the things I do at work. 1 2 3 4 5 6 18 The goals of this organization are not clear to me. 1 2 3 4 5 6 PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much 19 I feel unappreciated by the organization when I think about what they pay me. 1 2 3 4 5 6 20 People get ahead as fast here as they do in other places. 1 2 3 4 5 6 21 My supervisor shows too little interest in the feelings of subordinates. 1 2 3 4 5 6 22 The benefit package we have is equitable. 1 2 3 4 5 6 23 There are few rewards for those who work here. 1 2 3 4 5 6 24 I have too much to do at work. 1 2 3 4 5 6 25 I enjoy my coworkers. 1 2 3 4 5 6 26 I often feel that I do not know what is going on with the organization. 1 2 3 4 5 6 27 I feel a sense of pride in doing my job. 1 2 3 4 5 6 28 I feel satisfied with my chances for salary increases. 1 2 3 4 5 6 29 There are benefits we do not have which we should have. 1 2 3 4 5 6 30 I like my supervisor. 1 2 3 4 5 6 31 I have too much paperwork. 1 2 3 4 5 6 3 2 I dont feel my efforts are rewarded the way they should be. 1 2 3 4 5 6 33 I am satisfied with my chances for promotion. 1 2 3 4 5 6 34 There is too much bickering and fighting at work. 1 2 3 4 5 6 35 My job is enjoyable. 1 2 3 4 5 6 36 Work assignments are not fully explained. 1 2 3 4 5 6 ORGANIZATIONAL COMMITMENT SURVEY PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINIONABOUT IT. Disagree very muchDisagree moderatelyDisagree slightlyAgree slightlyAgree moderatelyAgree very much 1 It would be very hard for me to leave my agency right now, even if I wanted to 1 2 3 4 5 6 2 I do not feel any obligation to remain with my current employer 1 2 3 4 5 6 3 I would be very happy to spend the rest of my career with this agency 1 2 3 4 5 6 4 Even if it were to my advantage, I do not feel it would be right to leave my agency now 1 2 3 4 5 6 5 I really feel as if this agencys problems are my own 1 2 3 4 5 6 6 Right now, staying with my agency is a matter of necessity as much as desire 1 2 3 4 5 6 7 I do not feel a strong sense of belonging to my agency 1 2 3 4 5 6 8 I feel that I have too few options to consider leaving this agency 1 2 3 4 5 6 Demographic questions Personal Particulars Are you Male or egg-producing(prenominal)? (a) Male (b) Female What is your age? (a) 11 to 19 years old (b) 20 to 29 years old (c) 30 to 39 years old (d) 40 to 49 years old (e) 50 to 59 years old (f) 60 years old and above What is your income? a) slight than RM1000 (b) RM1000 to RM2000 (c) RM2100 to RM3000 (d) RM 3100 to RM4000 (e) RM4100 to RM5000 (f) More than RM5000 Reference 1) Noor Harun, A. K. & Noor Hasrul N. M. N. (2007). Evaluating the psychometric properties of allen and meyers organizational commitment scale A cross culture application among Malaysian academic librarians. Malaysian Journal of Library & information science, 11(1), Retrieved from http//myjurnal. um. edu. my/filebank/published_article/2034/360. pdf. 2) Price, James L & Mueller, C. W. (1997, October). Measures of job satisfaction Retrieved 7 October 2011 from http//home. ubalt. edu/tmitch/641/jsscales. htm ) Shrivastava. A and Purang. P. (2009). Employee Perceptions of job satisfaction Comparative study on Indian banks. Asian Academy of Management Journal, 14(2), Retrieved from http//web. usm. my/aamj/14. 2. 2009/AAMJ_14. 2. 4. pdf. 4) Shrivastava. A and Purang. P. (2009). Employee Perceptions of job satisfaction Comparative study on Indian banks. Asian Academy of Management Journal, 14(2), Retrieved from http//web. usm. my/aamj/14. 2. 2009/AAMJ_14. 2. 4. pdf. 5) Sangroengrob. T. Techachaicherdchoo. The impact of employees satisfaction, organization commitment and work commitment to turnover intention A case study of IT outsourcing company in Thailand.Retrived from http//bai-conference. org/files/BAI2010%20Proceeding/ cover/7. OB&HRM/7204. pdf 6) Samad. S, (2011). The Effects of Job Satisfaction on Organizational Commitment and Job Performance Relationship A Case of Managers in Malaysias Manufacturing Companies. European Journal of Social Sciences, 18(4). Retrieved from http//www. eurojournals. com/EJSS_18_4_11. pdf 7) Padala. S. R,(2011). Employees Job Satisfactions and Organisational Commitment in Nagarjuna Fertilizers and Chemicals Limited, India. global Research Journal of Management and Business Studies, 1(1). Retrieved from http//interesjournals. org/IRJMBS/pdf/2011/February/Padala. pdf