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Personal Values, Job Satisfaction, and Organizational Commitment: An Empirical Investigation in the Tunisian Banking Sector

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  • Achour Henda

Abstract

Purpose: This study investigates the influence of employees' personal values on two critical organizational attitudes job satisfaction and organizational commitment within the Tunisian banking sector. Design/methodology/approach: Grounded in Rokeach's (1979) value theory, Kahle's (1993) List of Values (LOV), and Meyer and Allen's (1991) three-component model of organizational commitment, this study adopts a quantitative hypothetico-deductive research design. Data were collected through a structured self-administered questionnaire distributed to 150 employees of Attijari Bank, Tunisia. Three hypotheses were formulated and tested using multiple and simple linear regression analyses. Findings: Results reveal that personal values collectively explain 33.7% of the variance in job satisfaction. With respect to organizational commitment, personal values account for 35.9% of their variance, with fun and enjoyment in life (β = 0.390), being well-respected (β = 0.373), and self-respect (β = 0.351) identified as significant positive predictors. Most strikingly, job satisfaction proves to be the strongest predictor of organizational commitment (β = 0.719; p

Suggested Citation

  • Achour Henda, 2026. "Personal Values, Job Satisfaction, and Organizational Commitment: An Empirical Investigation in the Tunisian Banking Sector," International Journal of Economics & Business Administration (IJEBA), International Journal of Economics & Business Administration (IJEBA), vol. 0(2), pages 245-258.
    • Handle: RePEc:ers:ijebaa:v:xiv:y:2026:i:2:p:245-258
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    References listed on IDEAS

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    1. Levy-Garboua, Louis & Montmarquette, Claude & Simonnet, Veronique, 2007. "Job satisfaction and quits," Labour Economics, Elsevier, vol. 14(2), pages 251-268, April.
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