The Impact of Job Satisfaction on Employees’ Organizational Commitment in Local Councils in the Maldives

Abstract

This study examines the impact of job satisfaction on employees’ organizational commitment within the local councils of the Maldives. The research was motivated by the critical role of satisfied and committed staff in delivering effective public services, especially in small island developing states facing unique human resource challenges. A quantitative, cross-sectional survey design was employed, collecting data from local council employees using a structured questionnaire. Statistical analyses (including correlation and regression) were conducted to evaluate the relationship between job satisfaction (the independent variable) and organizational commitment (the dependent variable). Guided by Herzberg’s Two-Factor Theory and Meyer and Allen’s Three-Component Model, the conceptual framework posited that higher job satisfaction – driven by both intrinsic motivators and extrinsic hygiene factors – would lead to stronger organizational commitment (affective, continuance, and normative). The findings supported this expectation: job satisfaction was positively and significantly associated with organizational commitment. However, the effect size was modest, indicating that while greater job satisfaction tends to boost commitment, other factors also contribute to employees’ commitment levels. These results underscore the importance of enhancing both the intrinsic aspects of work (e.g. recognition, meaningful tasks) and extrinsic conditions (e.g. fair pay, job security) to foster a more committed local government workforce. The study offers empirical evidence in the Maldivian context, filling a gap in the literature on public sector employees in small island settings. It also provides practical implications for policymakers and local council management, suggesting that initiatives to improve employee job satisfaction can strengthen organizational commitment, thereby potentially improving retention, performance, and service delivery at the grassroots level.