Work Motivation, Job Satisfaction and Organizational Commitment Among Employees Working in E-Commerce Company

Abstract

E-commerce stands for conducting business transactions such as buying and selling and provide services. In other words, e-commerce is the use of any kind of network to perform commercial and provide services. Pinder (1998) defined work motivation as “a set of energetic forces that originates both within as well as beyond an individual’s being, to initiate work- related behaviour, and to determine its form, direction, intensity and duration”. Job Satisfaction is affective or emotional response to various aspects of one’s job,” according to Kinicki and Fugate (2016). Organizational commitment is defined as “the extent to which employees identify with the organization they work for and feel an emotional attachment to it” (Meyer & Allen, 1991).The present study adopts a between groups design determine to find out if perceived differences in organizational commitment to change (viz., affective commitment, continuous commitment and normative commitment) with Minnesota satisfaction questionnaire (viz., intrinsic motivation and extrinsic motivation) and Work extrinsic and intrinsic motivation scale (viz., intrinsic motivation, integrated regulation, identified regulation, introjected regulation and external regulation) among employees working in Hyderabad and Bangalore. The study also opted for a correlational design to determine whether there is a relationship among organizational commitment to change (viz., affective commitment, continuous commitment and normative commitment) with Minnesota satisfaction questionnaire (viz., intrinsic motivation and extrinsic motivation) and Work extrinsic and intrinsic motivation scale (viz., intrinsic motivation, integrated regulation, identified regulation, introjected regulation and external regulation) among employees working in Hyderabad and Bangalore. Non-probability purposive sampling technique was used to select the sample of 368 employees working for a e-commerce company and sample consisted of employees (Hyderabad =171 and Bangalore=197). Results of the study shows difference between commitment to change and office location There is a very significant level of satisfaction among employees of both the office locations. Positive correlations between organizational commitment to change (viz., affective commitment, continuous commitment and normative commitment) with Minnesota satisfaction questionnaire (viz, intrinsic motivation and extrinsic motivation) and work extrinsic and intrinsic motivation scale (viz., intrinsic motivation, integrated regulation, identified regulation, introjected regulation and external regulation) among employees working in Hyderabad. Positive correlation was observed between employees working in Bangalore and their satisfaction levels and commitment.