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Data were collected through the Job Satisfaction Survey and the Organizational Commitment Questionnaire and analyzed with SPSS v20, including mean scores, standard deviation, Pearson r correlation, and regression analysis. Results indicate a tenuous but statistically significant correlation, with job satisfaction exerting a restricted influence on affective, continuance, normative, and total commitment.",{"@graph":14,"@context":71},[15,34,54],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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COLLEGES  \nMILION BEKELE DEGEF  \nBEFEKADU ZELEKE KIDANE  \nAddis Ababa University, Ethiopia  \nABSTRACT  \nThe study examines the link between job satisfaction and organizational commitment among academic staff at the north Shewa Zone Polytechnic Colleges, Ethiopia. The study employed a quantitative methodology and utilized a correlational research design. Researchers selected a total of 264 academic staff members. Two questionnaires, namely the Job Satisfaction Survey and the Organizational Commitment Questionnaire, were used to gather data. Researchers analyzed the data using SPSS version 20, applying statistical methods such as mean score, standard deviation, Pearson r correlation, and regression analysis. The findings of the study suggest a tenuous yet statistically significant correlation between job satisfaction and the organizational commitment of academic staff in polytechnic colleges. In addition, the regression analysis revealed that the job satisfaction of academic staff had a restricted impact on their three aspects of organizational commitment, namely affective, continuance, and normative, as well as their total commitment. Hence, it is recommended that polytechnic colleges need to aim at improving communication and teamwork, fostering a healthy work atmosphere, and offering chances for professional growth. To further investigate this topic, it is advisable to conduct a qualitative study to ascertain the restricted impact ofjob satisfaction on organizational commitment and delve into unexplained variables.  \nINTRODUCTION  \nJob satisfaction is a crucial factor in improving efficiency, reducing employee turnover, and minimizing absenteeism. Furthermore, it substantiated that individuals with a heightened level of affective commitment exhibit prolonged tenure within the organization, and employees experience a sense of desire and emotional connection to their workplace (Motalebi & Marşap, 2020). Besides, both job satisfaction and organizational commitment have a concurrent and substantial negative impact on turnover intention (Ekhsan, 2019) . This implies that the more committed and satisfied employees are, the lower is the probability of leaving the organization. Thus, these two elements are vital for the efficiency of organizations in order to retain competent individuals.  \nAccording to Hendri (2019), organizational commitment and job satisfaction are factors that affect employee performance. Job satisfaction is also crucial for the performance of educational organizations. Organizational effectiveness depends on the capable performance of its employees. Nugroho et al. (2020) also suggested that educational institutions address factors that contribute to academic staff job satisfaction, including income, opportunities for advancement, collegiality, and appropriate supervision. Thus, both job satisfaction and organizational commitment are crucial determinants of the efficacy of an educational institution and the performance of its academic staff.  \nResearchers conducted studies in different echelons of educational organizations. In both private and government higher educational institutions, there were strong connections between job satisfaction and employee commitment. For example, Bashir and Gani's (2020); Sari and Seniati's (2020); and Cahyono et al.'s (2020) studies depicted a positive relationship between job satisfaction and organizational commitment in universities in varied contexts. Babalola's (2016)  \nEducational Planning | Fall 2024 67 Vol. 31, No. 4  \nstudy proposed that job satisfaction is a crucial factor for organizational commitment in African countries, particularly in Oyo State, Nigeria. Getahun et al. (2016) conducted a study in Ethiopia that revealed a positive correlation between teachers'job satisfaction and organizational commitment in primary schools, while Abebe and Markos (2016) a","cbCainSVfTm3v3Sj","https://ap.wps.com/l/cbCainSVfTm3v3Sj","pdf",242022,16,"English","# Abstract\n# Introduction\n# Review of Literature\n## The Link between Job Satisfaction and Organizational Commitment","[{\"question\":\"What is the focus of the study?\",\"answer\":\"The study focuses on how job satisfaction is related to organizational commitment among academic staff in Ethiopian polytechnic colleges in the North Shewa Zone.\"},{\"question\":\"How was data collected and analyzed?\",\"answer\":\"Researchers used two questionnaires—the Job Satisfaction Survey and the Organizational Commitment Questionnaire—then analyzed the data with SPSS v20 using mean score, standard deviation, Pearson r correlation, and regression analysis.\"},{\"question\":\"What did the findings show about the job satisfaction–commitment relationship?\",\"answer\":\"The results suggest a tenuous yet statistically significant correlation between job satisfaction and organizational commitment, and regression indicates a restricted impact on affective, continuance, normative, and total commitment.\"}]","THE INFLUENCE OF JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT OF THE ACADEMIC STAFF IN ETHIOPIAN POLYTECHNIC COLLEGES | PDF",1792095869]