scholarly journals Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction

2005 ◽  
Vol 37 (3) ◽  
pp. 659-671 ◽  
Author(s):  
Vera Bitsch ◽  
Michael Hogberg
Keyword(s):  
Job Satisfaction ◽  
Interpersonal Relationships ◽  
Family Business ◽  
Management Practices ◽  
Job Security ◽  
Labor Management ◽  
Business Values ◽  
Work Related ◽  
Related Attitude ◽  
Herzberg's Theory

Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg's theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employees were family-business values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation, and information. While support for Herzberg's theory is weak, it is useful for classifying employees' attitudes.

Gap Analysis

2017 ◽  
pp. 137-154
Author(s):  
Chang Lee
Keyword(s):  
Job Satisfaction ◽  
Gap Analysis ◽  
Job Security ◽  
Work Environments ◽  
Work Related ◽  
Level Of Satisfaction ◽  
Hotel Managers ◽  
Hotel Workers ◽  
Level Of Importance

Employees have their own perceptions or attitudes about many aspects of work itself, and their own satisfaction with job or non-work-related attributes. Job satisfaction has been widely studied by many researchers and practitioners. This study surveys selected work-related attributes to help hoteliers improve work environments. This study initially identifies the level of importance on work-related attributes and the level of satisfaction with those attributes among hotel workers. Whether differences exist between the levels of importance of work-related attributes and satisfaction with those attributes is also explored. The purpose of this study is to identify how hotel workers perceive their work environments and identify areas that need more attention from hotel managers. Based on the purpose of this study, work-related attributes are measured according to the level of importance and the level of satisfaction. The study indicates that hotel workers consider their work environments, in terms of who they work with; to be well provided; however, work-related expectation, in terms of what they receive for their work, has not met their expectations. This study finds supervisor's friendlessness, job security, and pay are top three most important.

scholarly journals How to increase job satisfaction and organisational commitment in the ICT sector through job design

2019 ◽  
Vol 64 (222) ◽  
pp. 81-116
Author(s):  
Biljana Bogicevic-Milikic ◽  
Milica Cuckovic
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Job Design ◽  
Organisational Commitment ◽  
Online Questionnaire ◽  
Work Related ◽  
Managerial Implications ◽  
Information And Communication ◽  
Related Attitude ◽  
The Relationship

The paper investigates the relationship between job design and workrelated attitudes (job satisfaction and organisational commitment) in the Information and Communication Technology (ICT) sector. We use data collected via an online questionnaire (using the Google Forms platform) from 97 employees working in the ICT sector in Serbia. The data was collected between February and June 2019. The analysis shows that job design is a predictor of both job satisfaction and organisational commitment. Of the five investigated job dimensions (Skill variety, Task identity, Task significance, Autonomy, Feedback from job), ?Autonomy? was the most positively associated with job satisfaction (r=0.629) but was only moderately associated with organisational commitment (r=0.4). The other job dimensions were found to be weakly correlated with the investigated work attitudes, although the relationships were positive. Furthermore, the results indicate that work engagement mediates both investigated relationships, providing a deeper insight into how job design is translated into positive work-related attitudes. We discuss the possible managerial implications of the ?Autonomy? dimension and the interventions in work engagement required to positively influence work-related attitude formation and management in the ICT sector, and we distinguish between ?bottom-up? and ?top-down? interventions.

scholarly journals Falsification of Type at Work: Assessment of Prevalence and Investigation of Predictors

2018 ◽  
Vol 6 (10) ◽  
pp. 1924-1927 ◽  
Author(s):  
Nagat M. Amer ◽  
Zeinab Monir ◽  
Salwa Farouk Hafez ◽  
Sally Mostafa ◽  
Heba Mahdy-Abdallah ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Regression Model ◽  
Occupational Stress ◽  
Interpersonal Relationships ◽  
Well Being ◽  
Self Report ◽  
Research Centre ◽  
Related Factors ◽  
Work Related ◽  
Work Assessment

BACKGROUND: Occupational-stress, job-satisfaction and poor health outcomes are closely related and strongly pertain to individuals' mental health and physiological well-being. Falsification of Type is a growing term in the field of organisational psychology that measures occupational stress when working in a job that does not match one’s, natural leader. AIM: The present work aims at determining the prevalence of falsification of type and associated socio-demographic and work-related factors. METHODS: The study sample consists of 150 researchers working at the National Research Centre of Egypt. Participants were asked to complete a self-report Falsification of Type Questionnaire, Andrews and Withey scale for Job Satisfaction, in addition to socio-demographic and work-related variables. Statistics included descriptive and comparative analyses. A regression model was built with falsification of the type as the dependent variable. RESULTS: Facilities showed the highest rate of dissatisfaction in the Job Satisfaction Questionnaire. The most prominent manifestations of falsification were fatigue and irritability, and its predictors were the position, interpersonal relationships, facilities and sex according to the regression model. Falsification of type could seriously contribute to occupational stress. Job satisfaction is highly about falsification. CONCLUSION: More research on the Falsification of Type at work is recommended with the greater attention of employers to the importance of the concept of person-job fit.

Gap Analysis

2017 ◽  
pp. 443-459
Author(s):  
Chang Lee
Keyword(s):  
Job Satisfaction ◽  
Gap Analysis ◽  
Job Security ◽  
Work Environments ◽  
Work Related ◽  
Level Of Satisfaction ◽  
Hotel Managers ◽  
Hotel Workers ◽  
Level Of Importance

Employees have their own perceptions or attitudes about many aspects of work itself, and their own satisfaction with job or non-work-related attributes. Job satisfaction has been widely studied by many researchers and practitioners. This study surveys selected work-related attributes to help hoteliers improve work environments. This study initially identifies the level of importance on work-related attributes and the level of satisfaction with those attributes among hotel workers. Whether differences exist between the levels of importance of work-related attributes and satisfaction with those attributes is also explored. The purpose of this study is to identify how hotel workers perceive their work environments and identify areas that need more attention from hotel managers. Based on the purpose of this study, work-related attributes are measured according to the level of importance and the level of satisfaction. The study indicates that hotel workers consider their work environments, in terms of who they work with; to be well provided; however, work-related expectation, in terms of what they receive for their work, has not met their expectations. This study finds supervisor's friendlessness, job security, and pay are top three most important.

scholarly journals EFFECT OF PERCEIVED FAIRNESS IN PAY SYSTEM ON WORK-RELATED ATTITUDE

2020 ◽  
Vol 27 ◽  
Author(s):  
Fatmawati Abdin ◽  
Azman Ismail ◽  
Nur Sa’adah Muhamad ◽  
Azmawaty Mohamad Nor
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Procedural Fairness ◽  
Peninsular Malaysia ◽  
Self Report ◽  
Perceived Fairness ◽  
Work Related ◽  
Distributive Fairness ◽  
Related Attitude ◽  
Pay System

Perceived fairness in pay system has two critical features, namely procedural fairness and distributive fairness. Recent studies have shown that the capability of employers to propose and administer pay systems appropriately, including allocating pay and determining the value of pay in a fair manner, has a positive association with employees’ work-related attitude. Although this association has been well-researched, the role of perceived fairness as a vital predicting variable of work-related attitude, particularly towards job satisfaction and organizational commitment, has still not been thoroughly deliberated. Hence, this study fills this gap. Self-report survey questionnaires were collected from the employees of a public audit agency in Peninsular Malaysia. Smart PLS software was utilized to assess the quality of the research instrument and test the research hypotheses. The results of hypothesis testing confirm that perceived procedural fairness and distributive fairness in managing the pay system, are important determinants of job satisfaction and organizational commitment in the examined organization. Additionally, this study offers useful guidelines for practitioners to improve the pay management system and proposes future studies.

scholarly journals Extrinsic rewards in family businesses: Perspectives of nonfamily employees

2014 ◽  
Vol 45 (3) ◽  
pp. 67-79 ◽  
Author(s):  
S. M. Farrington ◽  
E. Venter ◽  
G. D. Sharp
Keyword(s):  
Job Satisfaction ◽  
Family Business ◽  
Structural Equation ◽  
Job Security ◽  
Business Owners ◽  
Primary Objective ◽  
Family Businesses ◽  
Organisational Commitment ◽  
Extrinsic Rewards ◽  
The Family

The rewards employees receive in exchange for their labour play an important role in influencing their levels of job satisfaction and organisational commitment, and ultimately in retaining their services. The issues surrounding rewards are, however, complex in the field of family business. The primary objective of this paper is to investigate the influence of selected extrinsic rewards, namely, compensation, promotion opportunities and job security, on the levels of jobsatisfaction and ultimately on the levels of organisational commitment of nonfamily employees working in family businesses. Structural equation modelling was used to assess the hypothesised relationships, and the results show that compensation and job security are significantly and positively related to job satisfaction. Job satisfaction was found to be significantly and positively related to organisational commitment and also found to act as a mediator between these extrinsic rewards and organisational commitment. Establishing the perspectives that nonfamily employees have of the rewards given to them by the family businesses in which they work, provides family business owners with valuable insights into attracting and retaining this valuable stakeholder group.

scholarly journals Role conflict and work-life-family (WLF) demands: a perspective of Malaysian family business

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hamrila Abd Latip ◽  
M. Monzer Rahaman ◽  
Kartinah Ayupp ◽  
Evan Lau
Keyword(s):  
Job Satisfaction ◽  
Family Involvement ◽  
Family Business ◽  
Management Practices ◽  
Family Businesses ◽  
Work Life ◽  
Business Strategies ◽  
Business Sector ◽  
Content Type ◽  
The Family

Purpose The purpose of this study is to analyze the relationship between work-life-family (WLF) demands and job satisfaction in family businesses. Design/methodology/approach Data were collected from 220, who involve in the family business sector in Malaysia. In this study, the major demands in individuals are classified into three categories of WLF. The work component was measured in terms of standard working hours, work pressure and conditions, co-worker relationships and promotional opportunities. The life component was represented by living standards, level of self-motivation fulfillment, achievement of individual targets, self-compassion, self-care and health and community development. The family component represented another segmentation of responsibility and demands for specific role, which relates to family tasks, collective/familiness targets, family involvement and mutual understanding. Findings The empirical results indicated that work-related demands determine entrepreneurs’ job satisfaction, then followed by family-related and life-related (personal) demands. As this study was confined to the micro businesses under the family business sector, this provides valuable findings by uncovering the differences among the antecedents because of the reasoning of work culture and business management practices. It is argued that the role conflicts are related to job satisfaction, individual happiness and family contentment. Originality/value It expands the typology and fostering sustainable entrepreneurial development. Insights gained could facilitate business strategies and effective human resource policies particularly among the family businesses in Malaysia.

scholarly journals "Vinnugleðin hefur tapast, nú er bara álag og erfitt og lítil gleði" - starfsumhverfi opinberra starfsmanna á tímum efnahagsþrenginga

2016 ◽  
Vol 12 (2) ◽  
pp. 417
Author(s):  
Hjördís Sigursteinsdóttir
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Economic Recession ◽  
Job Security ◽  
Personal Factors ◽  
International Crisis ◽  
Work Related ◽  
Health And Wellbeing ◽  
Municipal Employees ◽  
Group Interviews

The year 2008 marked the beginning of a great recession worldwide and Iceland became one of the first countries in Europe to be affected by the international crisis. The effects of the crisis were widely spread in the community and even though its negative impact was more strongly felt in the private sector, it also had a large impact on the public sector, particularly municipalities. The aim of this study was to examine how municipal employees experienced job satisfaction, workload, job security, satisfaction with management and how management cares for the health and wellbeing of employees two, three, and five years aftir the economic collapse in 2008. In addition, the study addresses the question of whether factors in the work environment as well as personal factors can predict the likelihood of job satisfaction. Mixed methods were used (questionnaires and focus group interviews) to gather data. The results showed a decline in job satisfaction following the economic crisis, mainly due to cost- cutting management. Working condictions worsened significantly as time passed and this was manifested in staff reductions, increased workload, declined job security, more dissatisfaction with management and less care for the health and wellbeing of employees, especially in workplaces where manpower had been downsized. Redundancies at work was the best predictor for job satisfaction (OR=0.590), reflecting less job satisfaction. Furthermore, other hygiene factors make a statistical contribution to the model. It is important that managers are aware of the work-related wellbeing of employees, especially in times of economic recession, not only among employees that have been hit hardest but also those who are normally considered to have greater job security, such as municipal employees.

scholarly journals Moderators of the relationship between intrinsic rewards and job satisfaction: The evidence from the Republic of Srpska

Sociologija ◽  
2020 ◽  
Vol 62 (3) ◽  
pp. 416-437
Author(s):  
Biljana Bogicevic-Milikic ◽  
Dragana Dosenovic
Keyword(s):  
Job Satisfaction ◽  
Ownership Structure ◽  
Work Experience ◽  
Education Level ◽  
Strong Positive Correlation ◽  
Intrinsic Rewards ◽  
Work Related ◽  
Related Attitude ◽  
The Republic ◽  
The Relationship

The paper investigates the relationship between intrinsic rewards and work-related attitude (job satisfaction) as well as possible moderators of this relationship, such as: age, gender, education level, position (managerial/nonmanagerial), length of total work experience, tenure in the organisation, type of organisation`s business activity, company size and ownership structure of the company. We used data collected via questionnaire filled-in by 738 employees working in 283 different companies in the Republic of Srpska. Results indicate that there is a strong positive correlation between intrinsic rewards and job satisfaction. Furthermore, the results revealed that, among selected individual and organisational factors, only 3 factors - education level, managerial/non-managerial position and ownership structure of the company moderate the relationship between intrinsic rewards and job satisfaction in the selected sample.

IDENTIFIKASI KEPUASAN KERJA PERAWAT YANG BEKERJA DI BANGSAL MEDIKAL BEDAH

2019 ◽  
Vol 11 (1) ◽  
pp. 1-8
Author(s):  
Desi Desi ◽  
Dary Dary ◽  
Fetty Yublika Pasole
Keyword(s):  
Job Satisfaction ◽  
Univariate Analysis ◽  
Great Influence ◽  
Sampling Technique ◽  
Well Being ◽  
Medical Surgery ◽  
Hospital Nurses ◽  
Analysis Techniques ◽  
Work Related ◽  
Descriptive Research

Kepuasan kerja menjadi masalah yang cukup menarik dan penting, karena terbukti memiliki pengaruh yang besar bagi individu maupun perusahan. Kepuasan kerja merupakan suatu sikap seseorang terhadap pekerjaan yang berhubungan dengan situasi kerja, kerja sama antara karyawan, imbalan yang diterima dalam kerja, dan hal-hal yang menyangkut fisik dan psikologis. Tujuan penelitian ini untuk mengidentifikasi kepuasan kerja perawat di bangsal medikal bedah. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian deskriptif. Adapun teknik analisa data dalam penelitian ini dengan analisa univariat untuk mendeskripsikan karekteristik dari variabel yang ada. Teknik pengambilan sampel menggunakan penyebaran kuesioner kepada perawat yang bekerja di rumah sakit tertentu di Kabupaten Timur Tengah Selatan dan Kota Kupang, sampel yang di ambil berjumlah 89 sampel. Hasil yang didapat dari penelitian ini rata-rata kepuasan kerja perawat berada pada kategori netral yang artinya perawat merasa apa yang sudah diterima sesuai dengan pekerjaan yang sudah mereka lakukan hal ini dilihat dari Sembilan kategori yang di telliti yaitu gaji, supervisi, tunjangan tambahan, penghargaan, kondisi kerja, promosi, sifat kerja dan komunikasi kecuali rekan kerja. Saran untuk peneiliti kedepannya agar dapat menggunakan variabel yang lain seperti well-being terhadap kepuasan kerja perawat yang bekerja di rumah sakit.   Kata kunci : kepuasan kerja, perawat   IDENTIFICATION OF NURSE WORK SATISFACTION THAT WORKED IN THE MEDICAL SURGERY OF SURGERY   ABSTRACT Job satisfaction is a problem that is quite interesting and important, because it has proven to have a great influence for individuals and for companies. Job satisfaction is a person's attitude towards work related to work situations, cooperation between employees, rewards received in work, and matters relating to physical and psychological. The purpose of this study was to identify job satisfaction of nurses in the surgical medical ward. This study uses a quantitative approach with a type of descriptive research. The data analysis techniques in this study were carried out by univariate analysis to describe the characteristics of the variables. The sampling technique used questionnaires to nurses who worked in certain hospitals in South Middle East District and Kupang City, the samples taken were 89 samples. . The results obtained from this study mean that the average job satisfaction of certain hospital nurses in East Tengah Selatan District and Kupang City is in the neutral category, which means nurses feel that what they have received is in accordance with the work they have done. telliti namely salary, supervision, additional benefits, rewards, working conditions, promotions, nature of work and communication except coworkers. Suggestions for future researchers to be able to use other variables such as well-being towards job satisfaction for nurses working in hospitals.   Keywords:  job satisfaction, nurse  

Sign in / Sign up

Export Citation Format

Share Document