Motivation and performance managementCompare the difference between job satisfaction and organizational commitment. Determine what is most strongly linked to the performance of your selected company. According to Nelson and Quick, job satisfaction is a pleasant or positive emotional state resulting from the evaluation of one's work or work experiences. It was treated as both a general attitude and satisfaction with five specific dimensions of work: pay, the job itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive colleagues are dimensions of work that can lead to satisfaction (Nelson and Quick, 2013, p. 58-59). A good example of job satisfaction would be if an employee enjoys their job responsibilities. A good example of job dissatisfaction would be if an employee is unhappy with promotion opportunities. Organizational commitment is the strength of an individual's identification with an organization. There are three types of organizational commitment: affective, ongoing, and normative. Affective commitment is an employee's intention to stay with an organization because of a strong desire to do so. Continuance commitment is the tendency of an employee to stay with an organization because they cannot afford to leave. Finally, normative commitment is the perceived obligation to remain in an organization (Nelson & Quick, 2013, p. 62). An example of emotional commitment would be if an employee stayed at their job because they truly enjoy what they do for a living. Demonstrating a commitment to continuity would be if an employee remained employed because of salary and benefits. Last...... middle of document...... A field study of tax office employees. Relationship between organizational commitment and job satisfaction: A field study of tax office employees. Retrieved from http://dspace.epoka.edu.al/bitstream/handle/1/99/Pages%20from%20volume2-10.pdf?sequence=1Nelson, D., Quick, J. (2013). “Attitudes, emotions and ethics”. (3rd ed.). ORGB 3 (pp. 58-59). Mason, OH: South-Western Cengage Learning Nelson, D., Quick, J. (2013). “Attitudes, emotions and ethics”. (3rd ed.). ORGB 3 (p. 62). Mason, OH: South-Western Cengage Learning Nelson, D., Quick, J. (2013). “Learning and performance management.” (3rd ed.). ORGB 3 (p. 97). Mason, OH: South-Western Cengage LearningSt. Jude Children's Hospital Employer Reviews. (2014). St. Jude Children's Research Hospital Employer Review. Retrieved from http://indeed.com/cmp/St.-Jude-Children's-Research-Hospital/reviews.