Microsoft Word 2007 ichrie conference Proceedings Final-Final 06-06-07. doc

Results of Multiple Regression Analysis on Organizational Commitment 
ORGANIZATIONAL COMMITMENT
VARIABLES 
Beta
Coefficient
t (p)
Constant 0.000 
46.460 
(0.000)*** 
Satisfaction with physical conditions of job 
0.093 
1.925 (0.055)* 
Satisfaction with indirect reward 
0.093 
1.915 (0.056)* 
Satisfaction with direct reward 
0.089 
1.880 (0.061)* 
Satisfaction with relations with superiors 
0.146 
2.237 (0.026)** 
Satisfaction with relations with colleagues 
-0.033 
-0.694 (0.488) 
Satisfaction with organizational policies 
0.326 
4.801 (0.000)*** 
Permanent contract 
0.044 
0.970 (0.333) 
Length of service (more than 3 years) 
0.032 
0.709 (0.478) 
University degree 
-0.009 
-0.244 (0.808) 
Sex (male) 
0.037 
0.965 (0.335) 
R
2
0.348 
Adjusted
 R
2
0.335 
F
26.206 
(0.000)*** 
* p<0.10. ** p<0.05. *** p<0.01 
As Table 1 displays, the results reveal that the variable related to satisfaction with the physical conditions 
of the workplace is significant, albeit at a significance level of 10%; therefore, Hypothesis 1 can be accepted. In the 
case of Hypothesis 2, the two factors associated with the reward received by employees are shown to be significant 
in explaining organizational commitment. Thus, the factor related to indirect reward makes a positive contribution to 
explaining the dependent variable, with a level of significance of 10%, which was also the case for direct reward. 
Those two aspects enable us to accept Hypothesis 2. With regard to relations with superiors, this variable also 
displays a positive relationship, with a level of significance of 5%, which leads us to accept Hypothesis 3. In 
contrast, Hypothesis 4 cannot be accepted since the results are not significant. Finally, Hypothesis 5 is supported 
since the variable related to satisfaction with corporate HR policies has a positive and significant (at a level of 1%) 
influence on the employee’s organizational commitment.
CONCLUSIONS 
The results of this work demonstrate the influence that the different dimensions of satisfaction exercise on 
the employee’s organizational commitment. The purpose of this study was to determine the impact that satisfaction 

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