Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

scholarly journals Examining the Antecedents of Job Satisfaction and further its impact on Organizational Commitment

2013 ◽  
Vol 3 (3) ◽  
pp. 317
Author(s):  
Aisha Javeria ◽  
Muhammad Rizwan ◽  
Ali Junaid Khan ◽  
Amjad Hameed ◽  
Qazi Naeem ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Cross Sectional Study ◽  
Vital Role ◽  
Cross Sectional ◽  
Public And Private ◽  
Workplace Environment ◽  
The Public ◽  
Public And Private Sector ◽  
Self Administered Questionnaire

The Human capital plays a vital role in success of any organization. The contended and committed employee is a key to achieve organizational objective. There are several researches conducted to understand the function of worker’s satisfaction and commitment towards job but this area of study is remain unexposed. The purpose of this study is to discuss and examine the forces which lead to private and govt sector workers Job satisfaction and organizational commitment. A theoretical model was anticipated and tested and findings indicates various challenges for HRM  that the factors which contributes to job satisfaction does not necessarily makes the employee committed. This research is a cross sectional study. A sample of 170 respondents was taken from the Public and Private sector Professional around Pakistan. The data was collected through a self-administered questionnaire, using the earlier conventional scales and the results demonstrated that Relationship with coworkers, workplace environment, empowerment, pay and promotion have a significant positive relationship with job satisfaction while in turn only the job satisfaction and empowerment leads to organizational commitment. Relationship with coworkers, pay and promotion and workplace environment have insignificant relation with organizational commitment.

scholarly journals THE INFLUENCE OF SOCIAL MEDIA TECHNOLOGY WITH REFERENCE TO FACEBOOK ON WORK PERFORMANCE: ORGANISATIONAL FRAMEWORK AS MEDIATOR

2021 ◽  
Vol 6 (5) ◽  
Author(s):  
Kumaran Kanapathipillaii
Keyword(s):  
Social Media ◽  
Work Performance ◽  
Media Technology ◽  
Public And Private ◽  
The Public ◽  
Online Social Media ◽  
Employee Relationships ◽  
Public And Private Sector ◽  
The Relationship ◽  
Social Media Technology

<p>Social media such as Facebook has become an essential strategic tool for organisations. Facebook is a platform where a large pool of consumers would use to make purchase decisions. Organisations are designing and maintaining their Facebook account to expand their social networks and build relationships with the public. This research explains current situations regarding the influence of online social media technology with reference to Facebook on employees' work performance in Malaysia. The problem statement focuses on both the public and private sectors in Malaysia. Additionally, various literature was reviewed, indicating the relationship between social media (usage at work, sociability, and trust) and work performance. The mediating role of the organisational framework on the relationship between online social media technology (Facebook) and work performance was also scrutinised to formulate the research hypothesis. The findings of this research established a significant relationship between online social media (Facebook) and organisational framework and work performance. Conclusively, the hypothesis depicted that the organisational framework fully mediates the relationship between online social media technology (Facebook) and employees' work performance in public and private sectors in Malaysia. This study also verifies that both the public and private sector organisations that incorporate Facebook can enhance networking and information sharing, influencing employees' work performance, creating a stable organisational framework, generating value for customers, and improving employee relationships with all stakeholders. In conclusion, work performance can be heightened by a well planned and structured organisational framework. Additionally, through a well planned and implemented online social media technology such as Facebook, an organisation would have a smooth operating organisational framework and a workforce with enhanced performance.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0854/a.php" alt="Hit counter" /></p>

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

The Relationship between Disability Non-Discrimination Law and Quota Schemes

2019 ◽  
pp. 94-117
Author(s):  
Lisa Waddington
Keyword(s):  
Public Sector ◽  
Common Law ◽  
Civil Law ◽  
People With Disabilities ◽  
Public And Private ◽  
The Public ◽  
The Common ◽  
Public And Private Sector ◽  
The Relationship

This chapter explores the relationship between disability quota schemes and non-discrimination law in Europe. While at first sight they seem to sit uneasily beside each other, the chapter reveals how, in some instances, quota schemes can serve to facilitate compliance with non-discrimination legislation. At the same time, the chapter explores seeming incompatibilities between the two approaches and considers whether there are differences between common and civil law jurisdictions in this respect. Tentative conclusions suggest that there is a greater willingness to establish quota schemes through legislation in civil law jurisdictions compared to common law jurisdictions, and that quota schemes in civil law jurisdictions are more likely to provide for the imposition of a levy in the case that employers fail to meet their quota obligations through employing the required number of people with disabilities. There also seems to be some indication that there is greater awareness of the potential for conflict or tension, in various forms, between non-discrimination law and quota schemes in common law jurisdictions than in civil law jurisdictions. Finally, the two schemes operating in the common law states are only applicable to the public sector—whilst in civil law states quotas are generally applied to both public and private sector employers. This may indicate different perceptions regarding the role of public sector employers and the legitimacy of imposing quota requirements.

scholarly journals The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

2012 ◽  
Vol 2 (2) ◽  
pp. 1 ◽  
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Turnover Intentions ◽  
Private Universities ◽  
Private University ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
The Impact

Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.   Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions.

scholarly journals Inclinations of Members of the Teaching Staff Towards Factors Leading to Job Satisfaction—A Comparative Study between Public and Private Universities

2019 ◽  
Vol 4 (2) ◽  
pp. p110
Author(s):  
Dr. Hasan Y. El-Mousawi ◽  
Khaldoun G. Farhat
Keyword(s):  
Job Satisfaction ◽  
Social Status ◽  
Private Universities ◽  
Private University ◽  
Job Security ◽  
Teaching Staff ◽  
Public And Private ◽  
Work Relations ◽  
The Public ◽  
Significant Difference

The study aimed at identifying job satisfaction and inclinations towards factors, such as salary, feeling of job security, extent of empowerment, nature of work relations among different parties and social status the instructor feels, all of which lead to job satisfaction among members of teaching staff in both public and private universities in Lebanon. Furthermore, the study aimed at prioritizing these factors as related to instructors at the Lebanese University and those at private universities. The study also tried to find whether instructors preferred teaching at public or private universities as related to the country from which they obtained their Ph. D’s. To achieve this goal, a five-point Likert-style questionnaire was constructed and distributed to 100 instructors in the public university (Lebanese University) and to another 100 instructors in various private universities. Thus, the society of the study comprises instructors in both public and private universities. Of these questionnaires, the researchers retrieved 184 which were valid for analysis. The study yielded some important findings, mainly that there is a significant difference between instructors in public and private universities regarding some factors leading to job satisfaction (salary, feeling of job security, work relations among colleagues and students, and social status that the instructor feels) in Lebanon. The study also showed a difference in prioritizing factors which lead to job satisfaction relative to workplace (public or private university) in Lebanon. Moreover, the study concluded that instructors at universities have different preferences to work at the Lebanese University (public) relative to the country from which they obtained their Ph. D’s. 

Professionalism as social responsibility in procurement and administration

2017 ◽  
Vol 29 (3) ◽  
pp. 320-343 ◽  
Author(s):  
Joshua Steinfeld ◽  
Clifford McCue ◽  
Eric Prier
Keyword(s):  
Social Responsibility ◽  
Public Procurement ◽  
Public And Private ◽  
Actual Performance ◽  
Content Type ◽  
Job Tasks ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this empirical study is to identify the job tasks where decisions regarding social responsibility are likely to occur and assess the potential connections between social responsibility and professionalism. Design/methodology/approach A job study conducted by the Universal Public Procurement Certification Council (UPPCC) of 2,593 practitioners is used for data collection. Factor analysis is applied to a set of 75 procurement job tasks to determine the relationship between practitioners’ performance and management of job tasks and social responsibility variables. Findings The results suggest that there are specific job tasks performed and managed in both public and private sector procurement that share a unique relationship with social responsibility variables. Research limitations/implications The manuscript advances the research on professionalism in procurement and administration through empirically testing job tasks performed and managed by practitioners and identifying relationships between job tasks according to a professional orientation toward social responsibility. Practical implications The study shows that specific job tasks are performed and managed in procurement and administration with a social responsibility consideration. Social implications The technical nature of job tasks found to be related to social responsibility suggests a paradoxical view of the politics-administration dichotomy, and the notion that neutral tasks of both the public and private sectors are not void of a social function. Originality/value One attribute of professionalism in the literature, social responsibility, is operationalized through actual performance and management of job tasks by practitioners.

scholarly journals Empirical Evidence of Forensic Auditing and Whistleblower on Fraud Control, Organizational Performance; A Case Study of Public and Private Sectors of Pakistan

2020 ◽  
Vol 6 (4) ◽  
pp. 937-947
Author(s):  
Waqar Dilshad ◽  
Muhammad Irfan ◽  
Syed Muhammad Kamran Javed ◽  
Zeenat Aftab
Keyword(s):  
Private Sector ◽  
Organizational Performance ◽  
Survey Design ◽  
Organization Performance ◽  
Public And Private ◽  
Whistle Blowing ◽  
The Public ◽  
Cost Constraints ◽  
Public And Private Sector ◽  
The Relationship

Aim of the Study: Fraud proceeds to be a genuine obstacle to the survival and fruitful operations in business organizations hence requiring that they create vigorous measures to as much as conceivable diminish the event. The over required the require for this think about which examined the relationship between forensic and the whistle blowing of fraud control and organization performance within the public and private sector in Pakistan. Forensic reviewing may be a quickly developing field of bookkeeping that includes an investigative fashion of bookkeeping utilized to disclose the exercises of people or the corporate sector. Pakistan public and private sectors are more vulnerable to fraud these days. This article evaluates the relationship between forensic audit or whistle blowing on fraud control and organization performance in the public or private sector and assessed the most effective relationship between whistle blowing and forensic auditing as it regards fraud unearthing. Research Methodology: The research will embrace the deductive approach under positivism paradigm. The study adopted a survey design of research in cross-section.Data Analysis:For data collection, 230 questionnaires distributed to financial public and private sectors and 211 questionnaires were got completed. Females were 24 of 211 (f=11.4%) and males were 187 of 211 (f= 88.6%) . data were analyzed using Correlation and regression techniques by SPSS 20. The findings forensic audit and whistle blowing has a positive relationship with fraud control and organization performance.Conclusion and Recommendation:The study was conducted in Multan, Pakistan due to time and cost constraints. The forensic audit should be included in the statutory audit. Forensic auditors should be included in during audit in the audit team. Professional accounting bodies in Pakistan should train their members to become forensic auditors. Forensic auditing should be made a field of specialization in our higher institution especially in the postgraduate school and business institutions.

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