The Impact of Role Stressors on Job Stress, Job Satisfaction, and Organizational Commitment among Private Prison Staff

2005 ◽  
Vol 18 (4) ◽  
pp. 33-50 ◽  
Author(s):  
Eric G Lambert ◽  
Nancy L Hogan ◽  
Eugene A Paoline ◽  
Alan Clarke
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Prison Staff ◽  
Role Stressors ◽  
Private Prison ◽  
The Impact

The impact of customer participation: the employee’s perspective

2015 ◽  
Vol 30 (5) ◽  
pp. 486-497 ◽  
Author(s):  
Chih-Cheng Volvic Chen ◽  
Chih-Jou Chen ◽  
Ming-Ji James Lin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Partial Least Square ◽  
Customer Participation ◽  
Content Type ◽  
Service Firm ◽  
Positive Effects ◽  
Relational Value ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of customer participation in a service delivery process by designing and testing an empirical model with the employees’ point of view in mind. Design/methodology/approach – Using data collected from 166 pairs of customers and service employees in the context of professional financial insurance services, this study uses partial least square path modeling in SmartPLS to analyze the proposed model. Findings – The results of the study show that customer participation produces positive effects on employees’ job satisfaction only if such participation minimizes job stress and meets employees’ relational needs. Job stress and satisfaction were strong predictors for organizational commitment, but the proposed relationship between relational value and organizational commitment was not found. Practical implications – This study suggests that customer participation can be a win-win situation for employees and the service firm. Employees who create relational value with their customers effectively enjoy their jobs more and are more likely to build and maintain long-term relationships with their service firm. Originality/value – The findings highlighted the roles of the customer and the employee and indicated the heuristic value of viewing job satisfaction and organizational commitment as consequences of customer participation. This can enhance the understanding of how encounters should be designed to support employees and improve the co-creation of value.

scholarly journals Kompensasi, Stres Kerja, Kepuasan Kerja dan Komitmen Organisasi

2021 ◽  
Vol 18 (2) ◽  
pp. 237-253
Author(s):  
Norhayati Norhayati
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Job Stress ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Temporary Employees ◽  
The Impact

This research aims to determine and analyze the impact of compensation on organizational commitment, the impact of job stress on organizational commitment, the impact of job satisfaction on organizational commitment, and the role of job satisfaction as mediator the impact of compensation and job stress on organizational commitment.  This research  design is explanatory research. The population in this research are all temporary employees who had worked for more than 1 year amounting to 73 people. This research uses saturated sampling or census method as sampling technique. Partial Least Square with Smart PLS is used as data analysis.

scholarly journals The impact of organizational commitment, job satisfaction, job stress and leadership support on turnover intention in educational institutes

2014 ◽  
Vol 4 (2) ◽  
pp. 181 ◽  
Author(s):  
Saba Iqbal ◽  
Sadia Ehsan ◽  
Muhammad Rizwan ◽  
Mehwish Noreen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public School ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Research Paper ◽  
Employee Turnover Intention ◽  
Leadership Support ◽  
The Impact

For the attainment of individual’s cognitive and social benefits the employee turnover is becoming popular trend in all organization. This research paper reports on examination of variables that may be predictive to leave a job. More precisely this current paper shows the direct and indirect impact of job stress, job satisfaction on turnover. Organizational commitment is the antecedent of turnover intention. It highlights the impact of leadership support on job satisfaction. In order to collect the data for understanding the situation about the employee turnover intention, a sample of 200 respondents was ask to participate in a self-administered questionnaire.50 questionnaires are not giving right answers so only 150 samples are selected for research. The current research paper uses a non-probability technique of sampling. We choose this sample of people from different institutions of Bahawalpur. Four major clusters was target to collect the sample data like the Islamia University of Bahawalpur, Allama Iqbal college of Bahawalpur, Army public school and college system and Sadiq Public School. Finding shows that employee turnover intention has a significant relationship with all the variables i.e. organizational commitment, job satisfaction, job stress and leadership support.

Job Involvement, Job Stress, Job Satisfaction, and Organizational Commitment and the Burnout of Correctional Staff

2009 ◽  
Vol 37 (2) ◽  
pp. 239-255 ◽  
Author(s):  
Marie L. Griffin ◽  
Nancy L. Hogan ◽  
Eric G. Lambert ◽  
Kasey A. Tucker-Gail ◽  
David N. Baker
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Positive Association ◽  
Job Involvement ◽  
Job Burnout ◽  
Three Dimensions ◽  
Correctional Staff ◽  
Personnel Shortages

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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