Enhancing long‐term worker productivity and performance : The connection of key work domains to job satisfaction and organizational commitment

Purpose – The purpose of this research is to explore key work domains that impact worker job satisfaction and organizational commitment, which in turn impact long‐term worker productivity and performance. Design/methodology/approach – The paper utilizes factor analysis, ordinary least squares (OLS) regression analysis, and basic descriptive statistics (Pearson Correlations, standard deviations, means) to explore the relationship between job satisfaction and organizational commitment and 17 unique work domains. Findings – Survey data confirm 17 statistically valid and reliable work domains that are relevant to understanding worker job satisfaction and organizational commitment. Additionally, OLS regression results produce highly explanatory models of worker motivation and job satisfaction. Research limitations/implications – The main limitation of the research is the lack of generalizability of the findings – that it represents data from just one organization, not a sampling of organizations. While the statistical results are highly significant and demonstrate a high level of validity and reliability in the measures, research findings can only tentatively be applied to other organizations. Practical implications – In an increasingly competitive global market, more and more organizations have to ask the difficult question, “How can we get more out of our employees?” However, although there are diverse “quick‐fix” methods of achieving rather short‐term gains in worker productivity and performance, long‐term and enduring improvement requires a strengthening and spreading of core organizational values and beliefs that help to create a high engagement and achievement organizational culture. Originality/value – The main contribution of this paper is the development of 17 unique and highly statistically reliable and valid work domains relevant to organizational commitment and job satisfaction. Additionally, the new “passion” domain is found to be particularly predictive of worker job satisfaction and organizational commitment.