job satisfaction, organizational commitment, job quality and training:

In this master thesis I examine the relationship between employees’ perceptions of their job quality, organizational commitment, training and their level of job satisfaction with specific facets. These include satisfaction with achievement, pay, influence and work itself. In order to investigate these issues, I use data from the sixth wave of the Workplace Employment Relations Survey (WERS), a representative British dataset. After controlling for individual and job characteristics, I find significant effects for the selected measures of job quality (perceived effort, job security, climate of relations between managers and employees), organizational commitment and training on each of the four facets of job satisfaction. In particular, in line with my hypotheses, higher job security, higher levels of perceived climate of relations between managers and employees, higher levels of organizational commitment and higher levels of access to training are associated with higher levels of each of the four facets of satisfaction. The results also suggest that effort is negatively related to satisfaction with pay, but positively related to satisfaction with achievement, influence and work itself.