Methods: A cross-sectional correctional design data was collected from 253 social work professionals working during the Fall of 2016 in human service settings in New York City. This study data was collected by surveying 253 nonprofit employees working at a human service agency located in New York City (53% response rate) in Fall 2016. The surveys were conducted in-person at staff monthly meetings where each employee was provided with a survey questionnaire, letter of introduction, and an envelope to place the complete questionnaire. The Cronbach’s alphas for the study’s measures were above the accepted cutoff. For construct validity, all survey items loaded onto their respective factors at above 0.41. Discriminant validity was established using maximum likelihood estimation with varimax rotation. Data were analyzed using regression applying the hierarchical moderator regression analysis. Procedures by Aiken and West7 methods were utilized to test the three hypotheses in SPSS 258. No item cross-loaded on to another factor above. Finally, except for two extreme outliers, no violations of OLR regression were noted.
Findings: Results showed that there were two critical constructs of job control and affective commitment significantly increasing employees’ levels of job satisfaction. The study tested a positive effect of job control employees received while preforming on their perceptions on job satisfaction and the positive effect of perceived affective commitment on job satisfaction. Overall, our findings extend a better understanding of job stress and control employees exert in their jobs within human services to improve job satisfaction and emphasizing the moderating importance of affective commitment in increasing employee’s satisfaction and wellbeing.