How Job Stress Influences Organisational Commitment: Do Positive Thinking and Job Satisfaction Matter?

This study was conducted to examine the moderating effects of positive thinking and job satisfaction on the connection between job stress and organizational commitment. This study surveyed 201 salespeople in the Thai food business to establish the links between moderating influences using hierarchical regression analysis. Job satisfaction had a negative connection with organizational commitment; positive thinking had a moderating effect on the relationship between job satisfaction and organizational commitment; and job satisfaction had a statistically significant moderating influence on the relationship between job stress and organizational commitment. Assessing the moderating effects of positive thinking and job satisfaction on 201 salesmen in the Thai food business, the results suggested that employees should engage in positive thinking while management should create resources that best meet the needs of employees in order to lower job stress levels and increase organizational commitment. Managers and human resource departments should be aware of the detrimental effects of job stress on the positive thinking and job satisfaction of their employees, which reduces their organizational commitment. This study contributes to the existing knowledge on the effects of job satisfaction on organizational commitment by elucidating the effects of positive thinking and job satisfaction on the link between job satisfaction and organizational commitment.

Automated summary

This study examines the moderating effects of positive thinking and job satisfaction on the relationship between job stress and organizational commitment. Through a survey and hierarchical regression analysis of 201 salespeople in the Thai food business, the study establishes the connections between the moderating factors. Job satisfaction is negatively related to organizational commitment; positive thinking moderates the relationship between job satisfaction and organizational commitment; and job satisfaction significantly moderates the relationship between job stress and organizational commitment. The results suggest that employees should engage in positive thinking, and management should provide resources that meet employees' needs to reduce job stress and increase organizational commitment. Managers and human resource departments should be aware of the detrimental effects of job stress on employees' positive thinking and job satisfaction, which in turn reduces their organizational commitment. This study contributes to existing knowledge by elucidating the effects of positive thinking and job satisfaction on the link between job satisfaction and organizational commitment.