The Implementation of Internal Marketing in Public Sector Organizations: The Case of Job Satisfaction at Chios Police Department

2020 ◽  
pp. 861-870
Author(s):  
Maria Salamoura ◽  
Viktoras Ntamposis ◽  
Eleni Gaki
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Police Department ◽  
Internal Marketing ◽  
Public Sector Organizations

scholarly journals More Roads Lead to Rome. HR Configurations and Employee Sustainability Outcomes in Public Sector Organizations

2021 ◽  
Vol 13 (21) ◽  
pp. 11698
Author(s):  
Roel Schouteten ◽  
Beatrice van der Heijden ◽  
Pascale Peters ◽  
Sascha Kraus-Hoogeveen ◽  
Leonie Heres
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Empirical Evidence ◽  
Human Resource ◽  
Leadership Style ◽  
Synergistic Effects ◽  
Data Set ◽  
Configurational Approach ◽  
Hrm Practices ◽  
Public Sector Organizations

In linking human resource management (HRM) to organizational sustainability, linear variance-based methods are not suited for addressing the complexity of how various HRM practices interact and have an impact on sustainability outcomes for multiple stakeholders. However, so far, empirical evidence for a configurational approach, acknowledging synergy and equifinality between various practices, is scant. Therefore, this study aims to provide empirical evidence for synergistic effects and equifinality in the link between sustainable HRM practices and employee sustainability outcomes. Building on the Ability Motivation Opportunity (AMO) model, this study adopts a configurational approach to unveil how sustainable HRM practices, in various combinations and in different ways, can impact employee sustainability outcomes (commitment and job satisfaction). The study applied a fuzzy set Qualitative Comparative Analysis (fsQCA) on a secondary data set consisting of employee surveys in 30 Dutch public sector organizations. The findings reveal that combinations of various AMO-enhancing practices are especially conducive to commitment and job satisfaction. Moreover, aligning these practices with work context factors (transformational leadership style and low work pressure) can lead to relatively high levels of commitment and job satisfaction. This study indicates that configuration matters and that there is not one best way to achieve employee sustainability outcomes. This leaves ample leeway for human resource managers to design a suitable and integrative HRM system for their own organization.

Detrimental effects of cynicism on organizational change

2016 ◽  
Vol 29 (4) ◽  
pp. 580-598 ◽  
Author(s):  
Usman Aslam ◽  
Muhammad Ilyas ◽  
Muhammad Kashif Imran ◽  
Ubaid- Ur- Rahman
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Public Sector ◽  
Job Insecurity ◽  
Interactive Effects ◽  
Content Type ◽  
Organizational Cynicism ◽  
Withdrawal Behavior ◽  
Public Sector Organizations ◽  
Change Leaders

Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression. Findings – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications – The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees. Originality/value – This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

2018 ◽  
Vol 31 (2) ◽  
pp. 352-370 ◽  
Author(s):  
Fauzia Jabeen ◽  
Heather Lynn Friesen ◽  
Kilani Ghoudi
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Public Sector Organizations ◽  
Female Employees

Purpose The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE). Design/methodology/approach Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling. Findings QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention. Research limitations/implications One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized. Practical implications This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy. Originality/value The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

scholarly journals Job satisfaction of women employees of the public sector of Afghanistan

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arezo Mehrzad ◽  
Pierre Rostan
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Gender Discrimination ◽  
Added Value ◽  
Content Type ◽  
The Public ◽  
Women Employees ◽  
Public Sector Organizations ◽  
Female Employees ◽  
Job Promotion

PurposeThis paper focuses on job satisfaction of women employees in the public sector of Afghanistan and identifies factors and challenges influencing women's job satisfaction in their workplace.Design/methodology/approachThe survey data were gathered from 92 employees working at the Ministry of Finance at different position levels.FindingsThe findings indicate that women employees highly prioritize salary increment and job promotion as their main job satisfaction factors while mentioning low salary, delay in salary payment and unsuitable workplace as the biggest challenges. Among recommendations, the research suggests to launch workshops for male employees to improve their behavior with women employees in the workplace, to promote employees based on their merit regardless of gender, to standardize salary scales, to develop a chart of female rights highlighting how they should be treated in their workplace and to support the female employees by eliminating gender discrimination and providing a secure work environment free of gender bias.Social implicationsThe findings and recommendations may help public sector organizations as well as the private sector of Afghanistan to improve women employees' job satisfaction.Originality/valueThis article represents an added value for the literature which lacks references about the satisfaction of women working in the public sector of Afghanistan.

scholarly journals Organizational Commitment of IT Professionals in Public Sector

2011 ◽  
Vol 2 (6) ◽  
pp. 266-274
Author(s):  
Zahid Mehmood Awan ◽  
Muhammad Khalil Shahid .
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Sector ◽  
It Professionals ◽  
Interpersonal Conflicts ◽  
Public Sector Organization ◽  
Proposed Model ◽  
Public Sector Organizations

This study focuses on the factors like salary/incentives, interpersonal conflicts, employeesorganization interface, job satisfaction and organizational culture, in order to clarify the behavior of organizational commitment among information technology employees in public sector organizations. The study provides an insight of the culture of public sector organization, which managers may use for the improvement of organizational commitment. The study tested and analyzed the proposed model, which gave valuable results. The result of the study also claims that organizational commitment may be increased.

scholarly journals Pengaruh Public Service Motivation Dan Organizational Citizenship Behavior Terhadap Kinerja Organisasi Pemerintahan

2009 ◽  
Vol 2 (2) ◽  
Author(s):  
Puput Tri Tri Komalasari ◽  
Moh. Nasih ◽  
Teguh Prasetio
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Public Service Motivation ◽  
Citizenship Behavior ◽  
Men And Women ◽  
Public Sector Organizations

Public sector organizations, namely governments, are described as “non-productive and inefficient organization”. This negative image of public sector organizations has arisen as a consequence of low public sector organization performance. Public sector performance improvement can be done by manipulating motivational dimensions of public service employee. This research aims to empirically test effect of public service motivation and organizational citizenship behavior (OCB) on organizational performance in the public sector of Indonesia. In addition, this study also focuses on individual factor of motivation, such as job satisfaction and organizational commitment. This paper employed 108 respondents that were sampled using convenient sampling. The result showed that there were positive significant influences of public service motivation and job satisfaction on organizational performance. Unfortunately, this study failed to give a proof that OCB influences organizational performance. Moreover, this study showed that there is differences level of motivational between men and women. On average, women have job satisfaction and public service motivation higher than men. This implies that women more satisfy at work than men, and women more likely to value intrinsic reward than men

scholarly journals The influence of leadership styles on employees' job satisfaction in public sector organizations in Indonesia

2021 ◽  
pp. 1393-1398 ◽  
Author(s):  
Jonny Holbert ◽  
R. Madhakomala ◽  
Saparuddin Saparuddin ◽  
Elkana Timotius
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Public Sector ◽  
Competitive Advantage ◽  
Leadership Styles ◽  
Employee Satisfaction ◽  
Public Organization ◽  
Organization Performance ◽  
Public Sector Organizations

A good performance potentially creates competitive advantage for any organization. Performance is determined by the role of leaders who influence all members of organizations through clear directions. Likewise, employee satisfaction in improving the performance of an organization also depends on the leader. This study investigates the role of leadership and job satisfaction on employee’s performance. Sample of this research includes 160 employees in a public organization in Indonesia. They are analyzed by descriptive and inference statistics for the linearity and regression analysis. The results of the study show that leadership had a significant impact on employee’s performance and job satisfaction. They are recommended to be considered when performance needs to be improved.

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