nnell (2001) pointed out that addressing higher level needs will not result in job commitment or retention unless lower level needs are also met. Needs for safety and security include physical safety and psychological well-being. In fact a lack of well-being or stress affects the body physically. Uncertainty and worry can result in more stress than working long hours. Beyond safety and security rewards, equity-internal and -external, result in greater degrees of job commitment, than amounts of compensation or benefits packages.
Affiliation, growth, and work-life balance have also been shown to affect job commitment. Studies show that the workplace in a source of income but it also meets needs for affiliation with others. Alternative career opportunities have been identified as the most common reason for voluntarily leaving a job. This reason for leaving was followed by better compensation and benefits packages, and poor management. Training and development is an important part of assuring that employees will not fall behind the skill curve. Employees seek a commitment from the organization, to help them grow and change. The workplace must also recognize the need for employeeÆs to have a personal and family life. Services such as child-care assistance and flexible scheduling are important benefits (OÆConnell, 2001).
Out of consideration for MaslowÆs hierarchy of needs, OÆConnell (2001) identified the top 12 sources of psychic income, which are hypothesized to result in increased job commitment. These 12 sources will be investigated for this study, with job satisfaction and job performance being measures of job commitment. MaslowÆs hierarchy of needs are therefore used to guide the research and will be used to explain study findings.
The problem is that a study is needed to investigate the relationship between the independent variable psychic income, and the dependent variables, job satisfaction and job perf...