Structural determinants of job satisfaction and organizational commitment in turnover models

Using Meta-Analytical Structural Equation Modeling (SEM), the relationships between structural determinants of job satisfaction and organizational com mitment were investigated in the context of contemporary turnover models. D ata for this study were obtained from nine empirical studies conducted unde r the direction of James L. Price and Charles W. Mueller at the University of Iowa. The results suggest that only three structural determinants (distr ibutive justice, promotional chances, and supervisory support) are directly related to organizational commitment over and above their impact on job sa tisfaction. The effect size of these direct links, however, is small in tha t they are not detectable in smaller samples (e.g., n = 244). On the other hand, most structural determinants are directly related to job satisfaction . The notable exception is the amount of pay employees received which is no t related to either job satisfaction or organizational commitment. These fi ndings and implications for future turnover research are discussed.