International Journal of Humanities Social Sciences and Education (IJHSSE) Volume 4, Issue 10, October 2017, PP 130-141 ISSN 2349-0373 (Print) & ISSN 2349-0381 (Online) http://dx.doi.org/10.20431/2349-0381.0410016 www.arcjournals.org International Journal of Humanities Social Sciences and Education (IJHSSE) Page | 130 An examination of Job Satisfaction, Organizational Commitment and Religious Commitment among a Group of Faculty and Administrators in a Christian University Dr. Samuel Adaboh 1 , Robert Akpalu 2 , Dr. Samuel Stevens Boateng 3 1 Department of Arts and Social Studies Education, School of Education, Valley View University, 2 Department of Mathematics and Science Education, School of Education, Valley View University 3 Department of Business Education, School of Education, Valley View University 1. INTRODUCTION Organizational literature is replete with studies in job satisfaction in work settings, a concern that it shares with disciplines such as psychology, sociology, economics and management sciences. The interest in job satisfaction trends is because of the effect it has on labor market behavior and productivity, work effort, employee absenteeism and staff turnover (Diaz-Serrano & Viera, 2005; Gazioglu & Tansel, 2006; Thiruloga sundaram & Sahu, 2014). Studies in job satisfaction also indicate that organizations have significant effects on the people who work for them and some of these effects are seen in how people feel about their work. Indeed, organizations that have goals to achieve require satisfied and happy work force (Oshagbemi, 2000). This makes job satisfaction an issue of substantial importance to all organizations including universities, which are institutions that provide man power needs to advance national development in both the public and private sectors. Brown and Sargeant (2007) has pointed out the controversies that still exist between scholars in terms of which intrinsic and extrinsic factors are most prominent in motivating employees and ensuring job satisfaction. This is in spite of the extensive research aimed at unraveling the key issues in job satisfaction. The intrinsic factors identified include; achievement, recognition, the work itself, responsibility and advancement, while the extrinsic factors include; salary, company policies and administrative as well as supervisory practices (Goetz et al., 2012; Baylor, 2012; Herzberg, et al1959). The study sought to find out whether the factors indicated in the literature as predictors of job satisfaction were similar or different in the study context and among the chosen sample. 2. PURPOSE The purpose of this study was to examine job satisfaction, organizational commitment and religious commitment among a group of faculty and administrators in a university with about 2500 students. Job satisfaction was measured in 15areas: achievement, advancement, growth, recognition, responsibility, work itself, relations with peers, relations with students, relations with supervisors, job security, organizational policy and administration, salary, status, supervision and working conditions. Abstract: This paper presents the results of a research study that examined determinants of job satisfaction, among a group of faculty and administrators in a Christian university. With a sample N =113 made up of administrators and faculty members, the findings indicated significant differences between administrators and faculty in overall job satisfaction in the areas of achievement, advancement, growth and work itself. The study also indicated that there is no statistically significant difference between the administrators and faculty and their religious and organizational commitments. As the multiple regression analysis to determine how well a linear combination of the 15 measures of job satisfaction predicted organizational commitment, the larger regression model at F(15,91)= 3.88,p<.0001,found salary (p= .021) as the only significant predictor, whereas a restricted multiple regression result suggest that the strongest predictors of organizational commitment are salary(31.3%) followed by achievement(23.8%) and advancement(21.4%). Keywords: Job satisfaction, organizational commitment, religious commitment *Corresponding Author: Dr. Samuel Adaboh* Department of Arts and Social Studies Education, School of Education, Valley View University