JOB SATISFACTION AS A DETERMINANT OF ORGANIZATIONAL COMMITMENT
The main objective of this study is to examine the relationship between job satisfaction (i.e., intrinsic satisfaction and extrinsic satisfaction) and organizational commitment. A survey methods were used to collect self-report survey of employees in Malaysian fire and rescue departments. The SmartPLS path model analysis revealed two main findings: first, intrinsic satisfaction was significantly correlated with organizational commitment. Second, extrinsic satisfaction was significantly correlated with organizational commitment. These findings demonstrate that the ability of administrators to provide sufficient intrinsic satisfaction and extrinsic satisfaction may lead to greater organizational commitment. This study provides three important implications: first, this study may serve great potential for understanding the effect of intrinsic satisfaction and extrinsic satisfaction in strengthening employee commitment to the organization. Second, the survey questionnaire used in this study had satisfactorily met the standards of validity and reliability analyses. This may lead to produced accurate and reliable research findings. Third, this study may serve as a guide for practitioners to enhance employee job satisfaction, improve training content and methods and job satisfaction as an important instrument to develop employee potential and talent. In addition, discussion, implications and conclusion are described.