Organisational communication and its relationships with job satisfaction and organisational commitment of primary school staff in Western Australia

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

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The Effect of Job Satisfaction on the Organisational Commitment of Administrators

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v9i6(j).2015 ◽

2018 ◽

Vol 9 (6(J)) ◽

pp. 188-198

Author(s):

L J Thabane ◽

P Q Radebe ◽

M. Dhurup

Keyword(s):

Higher Education ◽

Job Satisfaction ◽

Strong Correlation ◽

Affective Commitment ◽

Administrative Staff ◽

Organisational Commitment ◽

Moral Imperative ◽

Continuance Commitment ◽

The Relationship ◽

Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearmanâ€™s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

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Job Satisfaction as a Mediator between Leadership Styles and Organisational Commitment of Teachers in Malaysia

Asian Journal of University Education ◽

10.24191/ajue.v17i2.13398 ◽

2021 ◽

Vol 17 (2) ◽

pp. 61

Author(s):

Norhaily Abdul Halim ◽

Aminuddin Hassan ◽

Ramli Basri ◽

Aminuddin Yusof ◽

Seyedali Ahrari

Keyword(s):

Job Satisfaction ◽

Leadership Styles ◽

Transactional Leadership ◽

Leadership Style ◽

Tertiary Education ◽

Three Dimensions ◽

Multiple Model ◽

Organisational Commitment ◽

Passive Avoidant ◽

Future School

Abstract: To better understand the organisational commitment of teachers, the current study examined job satisfaction as a mediator between organisational commitment and the three dimensions of leadership, namely transformational, transactional and passive-avoidant. The study involved 381 school teachers in Malaysia, and the multiple-model analysis used showed partial mediation on the negative association of passive-avoidant leadership style with teachers’ commitment to their organisation. The study found a relationship between transformational leadership and organisational commitment through job satisfaction. As expected, job satisfaction also fully mediated between transactional leadership and organisational commitment among teachers, and that teachers who are highly satisfied with their jobs attributed their commitment towards their school to transactional leadership. This study extends the knowledge on the effects of teachers’ leadership styles on their organisational commitments through a mediating factor. Higher education can play an important role in changing pre-service teachers' and future school principals’ mindsets to exhibit transformational and transactional leadership competencies. Therefore, leadership development and training of future school administrators during their tertiary education are important in order to enhance teachers' job satisfaction and commitment. Keywords: Teachers, Job satisfaction, Leadership styles, Organizational commitment, Malaysia

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PENGARUH GAYA KEPEMIMPINAN SITUASIONAL DAN MOTIVASI KERJA TERHADAP KINERJA GURU DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MODERASI

Jurnal Ilmiah Bisnis dan Ekonomi Asia ◽

10.32812/jibeka.v14i2.173 ◽

2020 ◽

Vol 14 (2) ◽

pp. 105-112

Author(s):

Yuniz Majidah ◽

Ike Kusdyah Rachmawati ◽

Tin Agustina Karnawati

Keyword(s):

Job Satisfaction ◽

Primary School ◽

Leadership Style ◽

Primary Schools ◽

Work Motivation ◽

Situational Leadership ◽

Job Motivation ◽

The Will ◽

Education Personnel

The principal should have caring to improving the quality of education. Such caring should be demonstrated with the will and ability to develop themselves optimally, so the teachers and education personnel can improve their performance. The teacher's performance is influenced by several factors are situational leadership style, work motivation and job satisfaction.The purpose of this research is to know and analyse the influence of situational leadership style, job motivation, and job satisfaction on the teacher's performance, the influence of situasional leadership style and job motivation to the performance of teachers moderated in job satisfaction. The population of this research is the teachers of accredited pre-primary school in Singaraja Cit Bali. The data collection techniques in this research are the observation and distribution of questionnaires. This research uses data analysis methods using SmartPLS software. The results showed that the situational leadership style, job motivation, and job satisfaction affects the teacher’s performance of the accredited pre-primary schools in Singaraja City Bali, and the situational leadership style, and job motivation have no effect the teacher’s performance who are moderated job satisfaction at the pre-primary school accredited in Singaraja City Bali.

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An investigation of the effects of organisational communication on work outcomes within agriculture research institutes in Nigeria

Agricultura tropica et subtropica ◽

10.2478/ats-2020-0021 ◽

2020 ◽

Vol 53 (4) ◽

pp. 207-213

Author(s):

Oluwatoyin Aduke Oso ◽

Okanlade Adesokan Lawal-Adebowale ◽

Remi Rebecca Aduradola ◽

James Kehinde Adigun

Keyword(s):

Job Satisfaction ◽

Affective Commitment ◽

Sampling Technique ◽

Simple Random Sampling ◽

Work Outcomes ◽

Hierarchical Regression ◽

Organisational Communication ◽

Research Institutes ◽

Mediational Role ◽

Quit Intentions

AbstractThe study investigated the effects of organisational communication on work outcomes (job satisfaction, affective commitment and quit-intentions) of agriculture research personnel from six research institutes in Nigeria. Further, the mediational role of job satisfaction was determined among the constructs. Simple random sampling technique was used to elicit information from 209 researchers of the selected research institutes. Data were collected through a well-structured questionnaire and analysed using hierarchical regression and Sobel tests. Results obtained from hierarchical regression analyses indicated that organisational communication was related to job satisfaction (b = 0.18, P < 0.01), affective commitment (b1 = 0.20, P < 0.01) and quit-intentions (b1 = – 0.18, P < 0.01). Sobel test indicated that job satisfaction partially mediated the organisational communication-affective commitment relationship (Z = 5.42, P < 0.05). Similarly, job satisfaction was a partial mediator of the organisational communication – quit-intention relationship (Z = 4.13, P < 0.05). This is an indication that increased organisational communication fosters personnel’s satisfaction with job, improves affective commitment and reduces intents of quitting the organisation. Evidence of partial mediation revealed that job satisfaction may not be the only mediator of the predictor-criterions linkages.

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Job satisfaction, organisational commitment and work engagement in an insurance company

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) ◽

10.25159/2520-3223/5875 ◽

2019 ◽

Vol 39 (2) ◽

pp. 123-144 ◽

Cited By ~ 3

Author(s):

Norah Sehunoe ◽

Rian Viviers ◽

Claude-Helene Mayer

Keyword(s):

Job Satisfaction ◽

South African ◽

Work Engagement ◽

Knowledge Worker ◽

Medium Effect ◽

Insurance Company ◽

Organisational Commitment ◽

Utrecht Work Engagement Scale ◽

Job Satisfaction Survey ◽

The Relationship

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakkerâ€™s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

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