In recent times, increasing interest has been shown by OB and HR practitioners in the area of organizational commitment (OC). This interest stems from the fact that the committed workforce is considered beneficial for organizational functioning and effectiveness. The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on organizational commitment. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and organizational commitment. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 449 Indian IT professionals. Hierarchical multiple regression showed that job satisfaction and internal locus of control was positively related to organizational commitment. Also, locus of control was found to moderate the relationship between job satisfaction and organizational commitment such that the relationship was stronger for internals than for externals. The present study has important implications for human resource development in the IT sector. Managers should use strategies to achieve high job satisfaction and organizational commitment. They must be aware of the moderating role which different personality attributes play in the relationship between job satisfaction and organizational commitment.

中文翻译：

---

控制满意度的主持人：工作满意度与组织承诺之间的关系：印度IT专业人员的研究

近年来，OB和HR从业人员对组织承诺（OC）领域的兴趣日益浓厚。这种兴趣来自这样一个事实，即敬业的员工队伍被认为有利于组织的运作和有效性。本研究旨在探讨工作满意度和控制源（LOC）对组织承诺的直接关系。该研究的目的还在于查看控制源是否缓和了工作满意度和组织承诺之间的关系。这项研究是使用结构化问卷来测量上述变量。该研究的样本来自449位印度IT专业人员。层次多元回归表明，工作满意度和内部控制源与组织承诺成正相关。也，人们发现控制源可以缓和工作满意度和组织承诺之间的关系，从而使内部关系比外部关系更牢固。本研究对IT部门的人力资源开发具有重要意义。管理人员应使用策略来获得较高的工作满意度和组织承诺。他们必须意识到不同的个性属性在工作满意度和组织承诺之间的关系中所起的调节作用。管理人员应使用策略来获得较高的工作满意度和组织承诺。他们必须意识到不同的个性属性在工作满意度和组织承诺之间的关系中所起的调节作用。管理人员应使用策略来获得较高的工作满意度和组织承诺。他们必须意识到不同的个性属性在工作满意度和组织承诺之间的关系中所起的调节作用。