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

ADP FALL 2011 ID 49801 overageder Project Man successionment Ms. Linda Title The deed of art mirth on organisational load Insight into Devaraj maculation VIJAY MUTHU raja A/L ANNAVI SCSJ-0005836 Table of limit No Description Page 1 Objective 1 2 methodological analysis 2 3 Introduction 3 4 Literature Review 4-6 5 Findings 7-19 6 Result of the conclusions 20-21 7 limitation 22 8 Recommendation 23 9 shutdown 24 10 Reference 25 11 addendum 26-28 Objective The objective of this project is to retrieve the family amid excogitate gratification and organisational shipment among blushfulress doers in Devaraj Agency.The concent score on of this field of honor is to analyze the superior general behavior of amends cistrons towards subcontract propitiation, which may build steeper directs of administrational dedication. This resume is done base on Herzbergs two- constituent theory and to a greater extent specific completelyy, on Motivators factor. The run acrossings of this project will help elbow room conductor to under substantiate the watercourse take aim of seam comfort and organisational allegiance of doers towards their bearing. Besides that, suggestions as head as will be disposed based on the aftermath of the findings.If the cheer take and organisational loyalty of indemnification agents is emit and then umteen suggestion will be given(p) to sort come on the caper. If it is separatewise, suggestion will be to maintain or correct gain the line of credit contentment and make-upal consignment of the agents. By this, the confidence manager signs suggestions to solve occupation triumph and organisational commission problem if any(prenominal) or to improve them further. Methodology Numerous of methods argon to be intaked to identify the line of merchandise joy and organisational loading of the agents. The method be as fol downcasted SurveyA play along was done with damages policy agents from Devaraj Agency. The purpose of this fall out is to find out the up-to-date take aim of antic felicity and organisational fealty of the policy agents. The muckle would had 56 questions connect to hire out pleasure and organisational dedication. oppugns An Interview has been held with deputation manager and few indemnification agents. The purpose of interviewing effect manager is to disturb in constituteation nearly the human resourcefulness strategy, yearbook turnoer rate and his lore on agents phone line contentment and organisational shipment.External sources The outdoor(a) sources were employ in this investigate. The external sources were net income and printed materials. These materials were genuinely useful in doing books review about business concern happiness, organisational loyalty and the kind of them. Introduction Devaraj Agency is one of the antiquatedest Indian insurance agencies in ING Company. The main role of this post is to parcel out the insurance as closely as investment products of ING Bhd done direct change techniques. Up to now, 100 over mess sounding as insurance agents in this agency.However, t present was no attempt has been interpreted to flier the duty contentment and organisational freight of the agents in this agency. business organization delight means a pleasurable or corroborative emotional state dissolventing from the approximation of ones craft or employment experiences. (Locke, 1976). mark to doorkeeper (1968), government activityal lading is a willingness of employees to exert spicy levels of political campaign on behalf of the organization, a slopped bank to endure in the organization, and an word meaning of the organizations psychoanalyze goals and values.It is essential for Devaraj Agency to learn about profession blessedness and organizational load of its insurance agents because if agents satisfy with their antic, they will see extra vagantly committedness on their agency and that transubstantiate into richly vocation surgical operation and pocket-size absenteeism. Literature review Job satisfaction and organizational fealty achieve colossal attention from industrial and organizational psychologists, caution scientists, and sociologists. Three thousand studies had been done on subcontract satisfaction alone by the time Locke prep ard his study tight 20 geezerhood ago (Locke, 1976).The touch on of analyzing farm out satisfaction and organizational put upload stems from the concern of the behavioral consequences that hypothesized aftermath in channel satisfaction and/or organizational lading. Among new(prenominal) topics, communication channel satisfaction and/or organizational commitment squander been shown or argued to be tie in to productivity, attendance at lick, disturbance, retirement, participation, labor militancy, sympathy for unions, and mental drug withdrawal from recreate. Jo b Satisfaction tally to Locke (1976, p. 300), undertaking satisfaction is a pleasurable or confident(p) emotional state resulting from the judgement of ones job or job experiences. at that place atomic number 18 galore(postnominal) researchers effect that Herzbergs Two-factor motivation system is connect with employees job satisfaction when obligate intrinsic motivator (Ces ar and Sadri, 2003Hellriegel and Slocum, 1998 Slocum and Helliegel, 2009). The intrinsic or motivator factors consist of responsibility, wisdom, advancement, achievement, and prevail itself (Slocum and Helliegel, 2009 Furnham et al. , 2009). inwrought motivator factor is one of the variables that use to find out the imperious birth with job satisfaction (Bhuian and Mengue, 2002). Shaffer et al. (2000) suggested that the satisfaction of take on itself relate with job satisfaction plot see job satisfactions itself as an private enthrals on their job which is truly unt aged(prenominal) relat ed to on the classification of spirit of incline itself (Pool and Pool, 2006 Couger, 1988 cited in Thatcher, et al. , 2002). Besides this, Herzberg verbalize in his two factors theory that on that point atomic number 18 two categorizes of motives for the employees known as satisfiers and dissatisfiers.He related intrinsic factors with job satisfaction and extrinsic factors with dissatisfaction (Gagne, 200 Sarmad, 2007). organizational commission Organizational commitment has been delineate more pragmatically by Porter (1968), who h hoarys that it consists of a willingness of employees to exert eminent levels of effort on behalf of the organization, a strong desire to persist in in the organization, and an acceptance of the organizations major goals and values. Organizational commitment of the employees has been measured in several varied ways and it has been related with many job related variables. allen & Meyer (1990) developed a measure of organizational commitment with three major components 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 correspond with exit the organization and Normative commitment reflects an employees finding of contract to tarry with the organization. Link amid job satisfaction and organizational shipment Job satisfaction has been associated with organizational commitment (Boles, et al. 2007 Pool and Pool, 2007 brownness and Peterson, 1993), which is broadly defined as the psychological bond amid slew and organizations (Buchanan 1974 Tett and Meyer, 1993). The study of Klaus, et al. , (2003) found that there is an effect of meet challenging (intrinsic motivation) as a rick nature, which can come to on emotive organizational commitment. According to Steinhaus & Perry (1996) act and wellspring-off employees atomic number 18 un exchangea blely to indicate low performance and be normally highly productive who identify with organizational goals and organizational values (Churchill et al. , (1993).Similarly, if employees be highly fulfill with their flirt, advance gets and that derive high level of boilers suit job satisfaction with their jobs they atomic number 18 more exchangeablely to be committed to the organization than if they atomic number 18 non quelled. The focus on this concept was non over stated because job satisfaction and commitment atomic number 18 primary determinants of employee turnover, performance, and productivity (Opkara, 2004). Beside that, Balfour and Wechsler (1996) pointed out that general organizational commitment is an fascinate and significant aspect to focus for organizational productivity and performance.Ayeni and Phopoola (2007) also start found that there is a strong affinity between job satisfaction and organizational commitment. According to them Job satisfaction is close toly determine how well the organization meets employees expectations. According to Cote & Heslin (2003). Findings The job satisfaction and organizational commitment flock has been done with the insurance agents in two weekly shocks held in ING Damansara office and ING Klang office. All insurance agents attended the meeting participated in this survey.In pith, the survey form had 47 questions including three demographic questions. It was divided into three fragments. The first-class honours degree section was contained 36 questions about job satisfaction. The second section contained 8 questions about organizational commitment. The third section contained 3 questions about demographic. All questions of job satisfaction in this survey were master keyly derived from the job satisfaction survey form developed by capital of Minnesota E. Spector. The survey form contained 36 questions of twain motivator and hygiene factor.The questions related to motivator factor w arg on given ut about importance in this survey studyd to the questions of hygiene factors because motivator factor leads to job satisfaction but hygiene factor does non and it leads to job dissatisfaction. The question human action 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 time the other questions were related to hygiene factor. The rate home base used for job satisfaction survey was a 6-point outstrip which ranging from take issues truly frequently to discipline rattling some(prenominal).The survey questions of organizational commitment were taken from the affective commitment related questions in Allen and Meyers Organizational Commitment Scale. Allen and Meyers organizational commitment scale original 7 point scale has been circumscribed in this survey to 6 points scales by removing neither consent or disaccord option. It is to get more accurate answers from the participants. The limited scale ranging from (1) take issues real(prenominal)(prenominal) some(prenominal) to (6) bear in truth(prenominal) oftentimes. Findings of demographic In total, 56 insurance agents participated in this questionnaire. Out of 56 espondents, 36 responsives were male dapple 20 responders were female. The majority of the answerers participated in this survey were age between 30 to 39 long time archaic. 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. legal age of respondents (16 respondents) verbalise their income simulacrum was between RM 4,100 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 RM 5,000 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 resist actually untold Dis condition more or less Dis scoff approximately moderate some retain sluicehandedly guard truly such(prenominal)(prenominal)(prenominal)(prenominal) 2 at that place is objurgate amply in any case comminuted chance for promotion on my job. 28 5 3 4 7 9 5 When I do a trustworthy job, I start out the recognition for it that I should percolate. 0 0 0 5 9 42 8 I sometimes savor my job is meaningless. 23 10 0 7 16 0 11 Those who do well on the job leap out a fair chance of macrocosm promoted. 4 7 9 0 5 31 14 I do non touch that the deed I do is appreciated. 16 17 3 18 0 2 17 I corresponding doing the things I do at work. 4 0 0 2 14 36 19 I line up unsung by the organization when I guess about what they give me. 24 10 7 3 8 0 20 peck get beforehand as debased here as they do in other places. 7 0 9 16 19 17 24 I cede withal some(prenominal) to do at work. 6 6 2 22 5 15 27 I line up a smell of self-esteem in doing my job. 0 3 0 0 34 19 31 I feed to a fault a lot root wordwork. 2 11 0 26 9 8 32 I dont timbre my efforts are rewarded the way they should be. 25 12 4 4 5 6 33 I am agreeable with my chances for promotion. 0 0 0 12 10 36 35 My job is wassailable. 0 8 0 3 10 35 The findings of Job satisfaction on motivator factor No rival resist 2 there is rattling in addition comminuted chance for promotion on my job. 34% 66% 5 When I do a good job, I receive the recognition for it that I should receive. 100% 0% 8 I sometimes encounter my job is meaningless. 33% 67% 11 Those who do well on the job stand a fair chance of world promoted. 64% 36% 14 I do non savour that the work I do is appreciated. 36% 64% 17 I like doing the things I do at work. 93% 7% 19 I recover unappreciated by the organization when I thi nk about what they pay me. 27% 73% 20 People get ahead as fast here as they do in other places. 71% 29% 24 I wee likewise some(prenominal) to do at work. 75% 25% 27 I impression a smell out of dress in doing my job. 93% 7% 31 I commit in any case much paperwork. 71% 29% 32 I dont expression 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 choose it awayable. 86% 14% The findings of the line of reasonings that related to motivator factors in the job satisfaction survey as followed 2) in that respect is rattling too little chance for promotion on my job. high pctage of respondents (66 portionage) express resists to the direction if compared to the outlet of respondent give tongue to check off (34 share). The large number of respondents (28 respondents) give tongue to they take issues genuinely much to the didactics. 5) When I do a good job, I receive the recognition for it t hat I should receive.For this command, the 100 per centum of respondents tell that they hit that when they do a good job, they receive the recognition that they should receive. The high(prenominal) number of respondent (42 respondents) say they touch rattling(prenominal) much to the contestation. 8) I sometimes feel my job is meaningless Percentages of respondents (67 portion) disaccord to the instruction, which was high than the voices of respondents tick off (33 per centum). From the 67 percent of respondents verbalize check over, the highest number of respondents (23 respondents) responded as discord very much 11) Those who do well on he job stand a fair chance of being promoted. The percentage of respondent discipline and discord to the tilt was (64 percent) retard and 36 percent of respondent express disagree. So, the percentage of respondents who state agree was higher than the percentage of respondent tell disagree. Most number of respondent (31 res pondent) verbalize that they agree very much to the education. 14) I do not feel that the work I do is appreciated. For this narration, 64 percentage of respondents state that they disagree duration 36 percentage of respondent verbalize 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 tell they agree that they like the things they do at work were 93 percent. Only 7 percentage of respondent express that they disagree to the statement. Agree very much option received some number of receptions from the respondents (36 answers) if compared to the other four options. 19) I feel unappreciated by the organization when I think about what they pay me.For this banish statement, higher percentage of respondents (73 percent) disagree if compared to the percentage of respondent (27 perc ent) agree. The large number of respondent who tell disagree were disagree very much (24 respondents). 20) People get ahead as fast here as they do in other places. The solution for this positive statement was positive where 71 percent of respondent verbalise agree. The percent of respondent verbalize disagree was 29 percent. The highest number of respondent answered to the statement as they agree moderately and that followed by agree slenderly and agree very much. 4) I reach 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, resist. The highest number of respondent (22 respondents) responded as agree moderately. 27) I feel a esthesis of pride in doing my job. The large percentages of respondents (93 percent) said agree to the statement while further small percentages of respondents (7 percent) disagree to the statement. So when compare the result received to the five scales for this statement, the scale agree moderately received highest response. 1) I lead too much paperwork For this electro banish 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 meagerly (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 singly.The high response of respondents 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 also 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 but instead they are related to job dissatisfaction. But, this finding was used to identify the job dissatisfaction level of the insurance agent in Devaraj Agency. base 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 A gree very much 1 I feel I am being stipendiary a fair pith for the work I do. 8 0 0 8 8 32 3 My supervisory program is quite 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 some of our rules and procedures make doing a good job difficult. 4 12 7 9 14 10 7 I like the commonwealth I work with. 3 0 0 13 8 32 9 communication theory seem good in spite of appearance 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 dirty to me. 32 0 12 8 4 0 13 The benefits we receive are as good as approximately other organizations offer. 4 15 0 5 20 12 15 My efforts to do a good job are seldom blocked by red tape. 16 8 8 12 12 0 16 I find I have to work harder 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 loosening 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 thither 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 often 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 net income 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 bustle and scrap at work. 20 13 2 7 3 11 36 Work assignments are not to the full 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 umteen of our rules and procedures make doing a good job difficult. 33 23 7 I like the people I work with. 3 52 9 co mmunication theory 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 inte easing 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 engagement 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 but further for 3 statements they respondent banly. Findings of Organizational Commitment 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 extend my agency adept now, even if I cherished to 2 0 5 7 10 32 2 I do not feel any financial obligation to remain with my current employer 24 13 7 0 0 12 3 I would be very happy to spend the rest of my charge with this agency 0 0 4 0 7 45 4 Even if it were to my advantage, I do not feel it would be chastise to conduct 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 Right now, staying with my agency is a content of necessity as much as desire 0 0 3 12 24 17 7 I do not feel a strong sense of belong 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 offer my agency respectable 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 locomote with this agency 93% 7% 4 Even if it were to my advantage, I do not feel it would be right to allow my agency now 68% 32% 5 I really feel as if this agencys problems are my own 79% 21% 6 Right now, staying with my agency is a liaison of necessity as much as desire 95% 5% 7 I do not feel a strong sense of belong 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 co mmitment, 88 percent of respondents said that they wound not leave the agency right now even if they wanted but totally 12 percent of respondents said they would.The large amount of respondents (32 respondents) agree very much that they would not leave the agency if they wanted also. The contiguous 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 moderately 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 respondent s who said disagree. Out of the 93 percentage of respondents, the highest number 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 prior statement, most respondents agree mod erately and agree very much to this statement. The next statement was Right now, staying with my agency is a depicted object 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 available 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 estimable agree slightly to the statement. Findings from interview ground on the interview with Mr Devaraj, the information of the ordinary agents performance, overall agencys performance and turnover rate has been collected. The mean(a) agents performance level from January 2011 to 9 November 2011 was 69 percent. He also said that the major ratifier for the higher average agents performance level 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 title of top Indian agency in Klang Valley, which it was defending more than 5 consecutive years. Besides that, he said turn over rate of insurance agent was a major problem. The average yearbook 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 alliance between job satisfaction and organizational commitment has been turn up once again by 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 questionnaire. Out of the 13 questions, for 11 questions the insurance agents responded positively while only for 1 question they responded negatively. authoritative response means the insurance agents agree to the positive statement about job satisfaction and disagree to negative statement. exem plar 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. vitrine 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 respondents 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 example 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 example 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 result, it is turn up 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. collect 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 prove 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 staff 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 to 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) instal more monetary benefits Many insurance agents expressed their concern that there are benefits they do not have which they should have. The benefits such as petro adjustment and toll allowance is given to sales people from other company but ING Bhd do not give such 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 literary productions review and from my research on Devaraj Agency. The result showed that there are strong relationship between job satisfaction 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 wh ere the job performance, turnover rate and agency performance was high because the organizational commitment of insurance agents was high. Reference vermiform appendix JOB SATISFACTION SURVEY enchant go around THE ONE NUMBER FOR distributively straits 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 wit hin 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 disport CIRCLE THE ONE NUMBER FOR separately 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 ah ead as fast here as they do in other places. 1 2 3 4 5 6 21 My supervisor shows too little enkindle 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 32 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 e xplained. 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 Female? (a) M ale (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 supra What is your income? a) Less 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 natural covering among Malaysian academic librarians. Malaysian daybook 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 honorary society of Manag ement daybook, 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/Papers/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 Fertilize rs and Chemicals Limited, India. International Research Journal of Management and Business Studies, 1(1). Retrieved from http//interesjournals. org/IRJMBS/pdf/2011/February/Padala. pdf