Job satisfaction and organizational commitment are both important when it comes to employee loyalty. Job satisfaction is the level of satisfaction employees feel about their jobs. Individuals with high levels of job satisfaction would have healthier physical and psychological characteristics that would most likely result in greater productivity and effectiveness in their job performance and would remain in the organization longer. (Lee, Gerhart, Weller and Trevor). Organizational commitment is the psychological bond between employees and the company that reduces the chances of employees voluntarily leaving their jobs. The difference is that high organizational commitment is associated with lower turnover and absences, but there is no clear link to performance. (Strong and Harder) However, these two things are necessary because employee turnover can hurt companies. Hiring and training replacements costs money. New employees may not offer the same quality of performance. According to the Society for Human Resources Management, replacing employees can cost nearly half an employee's annual salary. MARTA increases employee retention rates with a benefits program available to full-time and part-time employees. This creates organizational commitment because the company takes care of employees by offering medical, dental, life insurance, a retirement plan, and more. Employees will feel more obligated to return that quality of care to their company. (MARTA) Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essayMARTA increased job satisfaction and organizational commitment by carrying out a management overhaul in 2015. Before the arrival of general manager Keith Parker, the company was facing a loss of revenue in the millions. (Canada) Employee morale was at an all-time low, the budget had not been balanced in over a decade, and staff raises had been virtually absent for six years. Many people were preparing to leave the company and the union was in turmoil. Keith Parker came along and changed the practices and procedures causing an increase in morale. The new management has started negotiations with the union and raises for employees. (Canada) Organizational commitment and job satisfaction are both important to MARTA employees, but organizational commitment may be a little more strongly related to performance. That's because MARTA works hard to take care of its employees and promote a diverse workplace. This is important because Atlanta is becoming one of the most diverse cities in the country, so MARTA employees are likely to share the same values ​​as the company, even if they don't always enjoy the work. (MARTA) Both job satisfaction and organizational commitment require a high level of motivation. (Strong) Motivation is defined as the process of influencing behavior based on psychological knowledge of what drives humans to do what they do. Something that is motivational in nature is competition. MARTA has a competitive salary and is a great economic driver for all of Atlanta. (Canada) They are one of the top 10 transit agencies in the country, so growth is notable. Employees are motivated by this information because it shows them that opportunities for upward mobility exist within the company. MARTA has many different job positions, ranging from driving, to engineering, to human resources, and.