Turkish Journal of Physiotherapy and Rehabilitation; 32(3) ISSN 2651-4451 | e-ISSN 2651-446X www.turkjphysiotherrehabil.org 8415 IMPACT OF JOB SATISFACTION ON COMMITMENT AMONG THE TEACHERS- AN EMPIRICAL STUDY WITH SPECIAL REFERENCE TO TECHNICAL INSTITUTES IN INDIA. Dr. P.K.Anjani 1 , Dr.Swarup K Mohanty 2 , Dr.N.Nithya 3 , Dr.S. Vijayanand 4 1 Associate Professor, Sona School of Management, Sona College of Technology, Salem – 636005. 2 Professor, Sri Sri University, Bhubaneswar- 751023. 3 Associate Professor, Sona School of Management, Sona College of Technology, Salem – 636005 4 Head of the department, Management Studies, Excel Business School, Excel Group Institutions, Komarapalayam, Namakkal- 637303. anjani@sonamgmt.org, swarup.m@srisriuniversity.edu.in, nithya.n@sonamgmt.org, vijayjaya2018@gmail.com ABSTRACT The present study plans to examine the impact on employee’s commitment of teacher’s in institutions through their satisfaction in their allotted role who are engaging in the engineering colleges coming under the technical domain in India. Sample sizes of 180 respondents were selected using a cross sectional survey using simple random sampling. The model taken into consideration in this study was considered through Structural Equation modeling through AMOS so as to find the fit as per the parameter informed through that analysis. Various statistical tools like one-way ANOVA, Multiple Regression, Correlation and ‘t’-test were applied and the result revealed that the factors like affective, continuance and job satisfaction were highlighted as significant predictor for the commitment towards the organization among the respondents and also found statistically significant. In addition, there exists a correlation between the affective commitment and job satisfaction and between commitment and demographic variables taken into consideration in this study. Discussions of these results are highlighted and future researches were proposed. Keywords: technical institute, satisfaction, commitment, perception, employee I. INTRODUCTION The success of any educational institution and the learning taking place among students depend on satisfaction and commitment level among teachers engaged in every institution (George & Sabapathy, 2011). According to Becker (1960), organizational commitment refers to every individual who engages himself or herself into organization’s activities in a consistent and continuous way. (Tugrul & Mart, 2013). Porter et. al. (1974) classifies commitment in work as three segments (i) a substantially powerful trust in an employee’s company values and aims, (ii) enthusiasm towards it, and finally longing to stay in an organization. Commitment is stated as “a psychological state that characterizes an employee’s relationship with an organization and has implications for the decision to continue membership of the organization” In one of the study of (Meyer & Allen, 1991) towards obligation in a company is classified as follows: 1. Obligation towards strong emotion -Affective commitment 2. Obligation towards awareness of the costs during their decision to leave the company- Continuance Commitment 3. Responsibility towards continuing in their respective companies – Normative Commitment.