Commitment to Social Justice and its Influence on Job Satisfaction and Retention of Nonprofit Middle Managers

Abstract

Unlike the corporate sector, where resources to support job satisfaction are available, many nonprofits experience challenges retaining qualified management staff. A better understanding of how to maintain job satisfaction is important to increase tenure of qualified managers. The goal of this study was to explore how social justice orientation and organizational commitment influence job satisfaction and intention to leave nonprofit agencies. A sample of 107 middle managers were recruited from New York City settlement house organizations via email invitation to participate in an online cross-sectional survey. Study aims sought to measure whether middle manager’s orientation to social justice was associated with (1) job satisfaction, intention to stay with the agency and (2) if these associations were mediated by their commitment to their agency. Findings suggest that organizational commitment plays a critical role in the relationship between social justice, job satisfaction and intention to stay. Findings from this study will help us better understand how leadership may be able to improve middle management job satisfaction through staff development and implementation of strategies to enhance organizational commitment for these critical staff members.

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