An Empirical Evaluation of the Impact of Organisational Commitment on Job Satisfaction of it Companies In Chennai

Abstract

The Modernisation, market penetration, and the increase of technology have made today's business environment a major challenge for IT companies (Ram Shankar Uraon, 2018). The Human Resource Development intervention has supported the IT industries for rapid development and profitability in the past few years in spite of various challenges. Human resources management, employee turnover and continuous technical skill development remains the major challenge for the IT companies for sustainability and development. This study brings both practical and theoretical attention to IT companies in India and highlights key factors that have a positive impact of the organisation’s commitment on job satisfaction. This will encourage academicians to emphasize the significance of analysing and review various factors that contribute to employee contentment in the Indian IT companies around the world. The study looks at organizational commitment and job satisfaction within the IT companies and states the level of organizational commitment differs with years of Employee working in the organisation. The most effective way to collect primary data is to distribute a questionnaire through online. The Convenience sample method is used as it is inexpensive, easy and the lessons are easily accessible. A Convenience sample design approach was also used due to time constraints and financial limitations for the targeted research. Primary data was collected from 575 employees working for IT companies in Chennai. It's likely that employees' limited term is reflected in the state of their psychological contract. The results emerge from the data that confirm this. Minority employees complain the organization violating their job satisfaction. Continuance commitment is less certain than affective commitment when it comes to turnover. Individuals with a high level of continuance commitment opine that they were staying with the company because the perceived cost of quitting is too high, or there are few other job options.