An Examination of the Relationships between Nurses’ Team Work Attitudes, Conflicts with College and Job Satisfaction: An Example of a Public Hospital

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

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The effect of actual workplace learning on job satisfaction and organizational commitment

Journal of Workplace Learning ◽

10.1108/jwl-05-2019-0061 ◽

2019 ◽

Vol 31 (8) ◽

pp. 481-497 ◽

Cited By ~ 2

Author(s):

Geunpil Ryu ◽

Seong-Gin Moon

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resource Development ◽

Workplace Learning ◽

Learning Experience ◽

Work Attitudes ◽

Moderating Effect ◽

Data Set ◽

Content Type ◽

Learning Programs

Purpose This study aims to examine the effect of workplace learning experience and intrinsic learning motive on job satisfaction and organizational commitment. In addition, the study examined the moderating effect of intrinsic learning motives on the relationship between learning experience and job satisfaction and organizational commitment. Design/methodology/approach The current research used the Human Capital Corporate Panel survey data set, which aimed to explore how human resource development practices influence corporate performance. In all, 10,003 samples from 441 companies were used for data analysis. Findings Results indicate that taking part in workplace learning programs positively affects job satisfaction and organizational commitment. Likewise, intrinsic learning motives are also positively related to work attitudes. However, no interaction effect between the intrinsic learning motive and the learning experience was found, which may imply that an autonomous extrinsic learning motive is a better predictor for explaining job satisfaction than is a purely intrinsic learning motive within an organizational context. Originality/value Little research has examined the actual effect of workplace learning programs on employees’ attitudes regarding job satisfaction and organizational commitment. Furthermore, to the authors’ knowledge, no research has examined the moderating effect of intrinsic learning motive with workplace learning experience on employees’ positive work attitudes.

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WHAT HAS JOB SATISFACTION GOT TO DO WITH EMPLOYEE COMMITMENT A RESEARCH STUDY ON LMX AND WORK ATTITUDES

Journal of Global Strategic Management ◽

10.20460/jgsm.2013715677 ◽

2013 ◽

Vol 1 (7) ◽

pp. 79-79

Author(s):

Ela ÜNLER ÖZ ◽

Tomru DEREKÖYLÜ ◽

Şirli Ender BÜYÜKBAY ◽

Didem YILDIZ

Keyword(s):

Job Satisfaction ◽

Research Study ◽

Employee Commitment ◽

Work Attitudes

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Pengaruh Kepuasan Kerja Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi pada PNS Rumah Sakit Umum Daerah Kabupaten Lombok Utara

JMM UNRAM - MASTER OF MANAGEMENT JOURNAL ◽

10.29303/jmm.v5i3.75 ◽

2016 ◽

Vol 5 (3) ◽

Author(s):

Gatya Wija Phala

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Data Collection ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Public Hospital ◽

Civil Servant ◽

Citizenship Behavior ◽

Data Path

This study aims to the find out significant effect of: (1) Job Satisfaction on OCB. (2) Job Satisfaction on Organizational Commitment. (3) Organizational Commitment on OCB. (4) Job Satisfaction on OCB through Organizational Commitment as an intervening Variable. This is as case study conducted on Civil Servant of Regional Public Hospital of North Lombok Regency. The research design in a causal associative research. The population in this study were 66 Civil Servant. While data collection techniques are documentation, interview, and questionnaires to get answer as well as characteristics of respondents. This research then applies census method. In this research, to analyze the data, path analysis was used. The results shows that : (1) Job Satisfaction does not have significant effect on OCB. (2) Job Satisfaction has significant effect on the Organizational Commitment. (3) Organizational Commitment has significant effect on OCB. (4) Job Satisfaction has significant effect on OCB through Organizational Commitment of Civil Servant Working at Regional Public Hospital of North Lombok Regency. Keywords: Organizational Citizenship Behavior, Organizational Commitment, and Job Satisfaction.

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Does Employee Ownership Reduce the Intention to Leave?

Handbook of Research on Human Resources Strategies for the New Millennial Workforce - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-5225-0948-6.ch006 ◽

2017 ◽

pp. 111-127 ◽

Cited By ~ 1

Author(s):

Sara Elouadi ◽

Tarek Ben Noamene

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Sense Of Belonging ◽

Structural Equation ◽

Intention To Leave ◽

Work Attitudes ◽

Employee Ownership ◽

Equation Method ◽

Strategic Objectives ◽

The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

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Examining the association between work–family conflict and the work attitudes of job satisfaction and organizational commitment among Chinese correctional staff

Psychiatry Psychology and Law ◽

10.1080/13218719.2020.1734980 ◽

2020 ◽

pp. 1-20

Author(s):

Eric G. Lambert ◽

Jianhong Liu ◽

Shanhe Jiang ◽

Thomas M. Kelley ◽

Jinwu Zhang

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Family Conflict ◽

Work Attitudes ◽

Correctional Staff ◽

Work Family Conflict ◽

Work Family

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A research about job satisfaction of medical secretaries working in a public hospital in the city center of Diyarbakir, Turkey

Journal of Hospital Administration ◽

10.5430/jha.v4n5p90 ◽

2015 ◽

Vol 4 (5) ◽

pp. 90 ◽

Cited By ~ 1

Author(s):

Rojan Gumus ◽

Arif Sahin

Keyword(s):

Job Satisfaction ◽

Marital Status ◽

Public Hospital ◽

Health Workers ◽

Operating Conditions ◽

Survey Method ◽

Fringe Benefits ◽

Administrative Positions ◽

Working Status ◽

Contingent Rewards

Objective: The aim of this study was to investigate the level of job satisfaction among medical secretaries and to identify the major predictors that affect their complaints about work.Methods: The data were obtained from 115 medical secretaries working in a public hospital. We didn’t use any sampling method but tried to reach the whole population in the hospital. As a survey method, Spector Job Satisfaction Survey (JSS, 1985) has been used. JSS is a 36 item, nine facet scale (pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work and communication) in order to assess employee attitudes about the job and aspects of the job. Its reliability has been measured by the Cronbach Alpha test. Employees were compared according to their gender, age, marital status, education, working status (official-employed by government/ casual staff-employed by firms), working experience (years) and working position (administrative-clinical). Descriptive statistics, significance tests and confidence tests were gained by SPSS 16.0.Results: Findings showed that gender and marital status affect satisfaction but age doesn’t play a big role. Male participants were more satisfied in terms of promotion (χ2 = 27.506, p < .001) and supervision (X2= 29.852, p < .001) facets. In terms of pay (X2 = 15.764, p < .01), fringe benefits (X2 = 24.948, p < .001), and contingent rewards (X2 = 26.396, p < .001) single participants were more satisfied relative to married ones. Also, participants who had working experience over 10 years were more satisfied. The highest significance levels were seen in working position (administrative/clinical) and working status (official-casual). Participants working official and at administrative positions were more satisfied on various facets.Conclusions: Based on outcomes of this study, it is observed that lowest satisfaction levels were found in pay, promotion, and communication facets. Participants were more satisfied with nature of work, supervision and fringe benefits. Participants working at administrative positions were more satisfied in terms of supervision, coworkers, and nature of work facets. In clinics health workers have more work to do and this may lead to dissatisfaction in relationships with coworkers and supervisors. Because of the fact that working casually means inconsistency of work, hard working conditions, lower payments and impossibility of promotion, participants working casually were dissatisfied in terms of pay, supervision, coworkers, communication and nature of work facets. It is obviously seen that the government has deficiency about describing responsibilities and rights of medical secretaries. The status of work should be strengthened and their future at work should be taken under assurance.

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

Journal of Management & Organization ◽

10.1017/jmo.2019.3 ◽

2019 ◽

pp. 1-31 ◽

Cited By ~ 2

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.

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