The Impact of Training on Employee Job Satisfaction and Retention among Administrative Staff Members: A Case of a Selected Tertiary Institution

2014 ◽  
Vol 39 (1) ◽  
pp. 43-50 ◽  
Author(s):  
Sharon Ruvimbo Terera ◽  
Hlanganipai Ngirande
Keyword(s):  
Job Satisfaction ◽  
Administrative Staff ◽  
Tertiary Institution ◽  
Staff Members ◽  
Employee Job Satisfaction ◽  
The Impact

scholarly journals The impact of job satisfaction on the employees turnover intention at public universities (Northern Border University)

2021 ◽  
Vol 8 (5) ◽  
pp. 53-58
Author(s):  
Dirar Abdulaziz Atallah AL-Maaitah ◽  
◽  
Tamara Adel Muslem Al-Maaitah ◽  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Public Universities ◽  
Primary Objective ◽  
Administrative Staff ◽  
Staff Members ◽  
Northern Border ◽  
Central Elements ◽  
Job Levels ◽  
The Impact

Job satisfaction has been one of the tops extensively studied central elements of the organization in terms of organizational success. In the present study, the primary objective is to examine job satisfaction in the context of the non-academic (administrative staff) in Northern Border University (NBU) in Saudi Arabia, measured through their level of job satisfaction. The study focuses on the turnover amongst the employees in an attempt to develop an incentive initiative via increased remuneration. Based on the findings, administrative staff job satisfaction level was high and such level was influenced by gender, with male staff members being more satisfied than their female counterparts. The findings also showed that staff with shorter tenure had higher levels of job satisfaction than long-tenured staff. The same higher job satisfaction held true for those with lower qualifications and job levels, in comparison to those with high qualifications and job levels.

scholarly journals Perception of Fit and Job Satisfaction Among Administrative Staff in a Mid-Western University in the United States of America

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110275
Author(s):  
Mohammed Issah
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Online Survey ◽  
Analysis Data ◽  
The United States ◽  
Administrative Staff ◽  
Job Fit ◽  
Staff Members ◽  
Reported Data ◽  
The Impact

The purpose of the study is to contribute to the understanding of the impact of perception of fit and job satisfaction among administrative staff members at a university and to determine the fit component (Person-Organization fit, Person-Job fit) that predicts job satisfaction. This study used a correlational design with online survey data provided by 170 administrative staff members in a Midwestern university in the United States. Overall, administrative staff members were satisfied with their job. Regression analysis revealed that Person-Job fit was the stronger predictor for overall job satisfaction and satisfaction with the Work Itself, Pay, and Promotion Opportunities subscales. Age and years of service revealed statistically significant mean difference in satisfaction with the Promotion Opportunities facet. Male administrative staff members perceived to fit better than the female staff with their jobs. The study is limited to one university; therefore, the results are not generalizable. In addition, it relied on self-reported data and used standard multiple regression for analysis. Data were analyzed and the results confirmed the impact of perception of fit on job satisfaction, and that better fit leads to higher job satisfaction.

The impact of emotional intelligence and servant leadership on employee job satisfaction

2021 ◽  
Vol 13 (2) ◽  
pp. 205-217
Author(s):  
Pallavi Jha ◽  
Sanjay Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Servant Leadership ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Work Productivity ◽  
Content Type ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
The Impact

Purpose The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy work–life for their subordinates. The purpose of this study to be conducted was for leaders understand the role EI and SL play in maintaining employee job satisfaction and help them to create engaging environment and bring effectiveness in the work productivity of the assets. Design/methodology/approach Quantitative method was used and a total of 150 people were taken as a sample which consisted of several leaders and their subordinates and an emotional intelligence questionnaire by NHS and SL: multidimensional questionnaire was floated to rate the leaders EI and SL behavior comparing it with the leaders self-rating. The result was analyzed using SPSS, Pearson correlation and regression was used to understand the significance level and reliability of all the independent and dependent variables, respectively. Findings Through correlation and regression, it was found that presence of EI and SL style in a leader plays a huge role in employee job satisfaction. It was also found that EI and SL are the substantial predictor which have positive impact over employee job satisfaction. Originality/value The outcome of the study will help the leaders understand the significance that the EI and SL have in their role to maintain employee job satisfaction, as well as the training and development measures for leaders.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Impact of employee job satisfaction and commitment on customer perceived value

2019 ◽  
Vol 38 (3) ◽  
pp. 737-755
Author(s):  
Hanen Charni ◽  
Isabelle Brun ◽  
Line Ricard
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Positive Impact ◽  
Perceived Value ◽  
Content Type ◽  
Customer Perceptions ◽  
Employee Job Satisfaction ◽  
Customer Perceived Value ◽  
The Impact ◽  
Formative Index

Purpose The purpose of this paper is to analyse the impact of employee job satisfaction and affective commitment as perceived by customers on customer perceived value, more specifically its benefits dimensions. Design/methodology/approach A total of 652 panellists from a large Canadian polling firm self-administer a web-based questionnaire. To measure customer perceived value, a formative index is used which contributes to topical literature through a unique methodology. Hypotheses are tested using a structural equation model. Findings An analysis of the direct, indirect and total effects confirms the unique positive impact of employee job satisfaction and affective commitment, as perceived by customers, on the emotional, social, relationship and epistemic benefits, as well as on the formative index of customer perceived value. Practical implications Customer perceptions of employee attitudes (job satisfaction and affective commitment) represent a unique opportunity for banks to differentiate their value proposition in a hypercompetitive market. Originality/value This study is the first to consider customer perceptions of employee job satisfaction and affective commitment in relation to a formative index of customer perceived value and its related benefits dimensions.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES IN GHANA’S BANKING SECTOR

2014 ◽  
Vol 9 (2) ◽  
pp. 140-149 ◽  
Author(s):  
Noble Osei-Bonsu
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Change Management ◽  
Attitude Change ◽  
Banking Sector ◽  
Employee Involvement ◽  
Positive Impact ◽  
Employee Attitudes ◽  
Employee Job Satisfaction ◽  
The Impact

Employee job satisfaction is pertinent and critical in the change management process of contemporary organizations. The objectives of this study are to assess the extent of employee involvement in the change management processes, assess the impact of change management on employee job satisfaction and thirdly, attitude of employees after organizational change. A descriptive survey research design was employed to administer a self-designed questionnaire consisting of open and closed- ended items to one hundred and forty respondents using simple random sampling. Closed-ended items were measured on a five-point Likert scale. Data was analysed using SPSS and presented in descriptive form. The main findings indicate that employees’ involvement in the process was limited to provision of adequate information. It was also revealed that generally, the change had a positive impact on employees’ job satisfaction. Finally, employee attitudes after the change were found to be positive. Interestingly, respondents disagreed with the issue of high level of trust after the change process. In view of the findings, it is recommended that management should encourage employees’ maximum participation in the process through adequate representation on change management committees. Key words: attitude, change management, employee involvement, job satisfaction, organizational change.

scholarly journals THE IMPACT OF COMPANSATION AND MOTIVATION TO EMPLOYEES’ JOB SATISFACTION AT PT PELOPOR AVONTURIR CAMPINDO JAKARTA

2017 ◽  
Vol 8 (1) ◽  
pp. 175
Author(s):  
Awaluddin Tjalla ◽  
Gregorius Angga ◽  
Mardi Mardi
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Entire Population ◽  
Employee Compensation ◽  
Employee Job Satisfaction ◽  
The Impact

This research is to find out how is the employees’ job satisfaction at PT Pelopor, and how the impact of compansation and motivation to job satisfaction. Research will be conducted at PT. Pelopor Avonturir Campindo. In accordance with the title, then that will be examined are all employees of PT. Pelopor Avonturir Campindo. This study does not use samples, so the entire population to be studied  because the number of employees at PT. Pelopor Avonturir Campindo only numbered thirty- three (33) staff. And the result shown that (1) there is a significant effect between Job Satisfaction Employee Compensation for PT. Pelopor Avonturir Campindo, (2) There is a significant effect of Motivation on Employee Job Satisfaction PT. Pelopor Avonturir Campindo; (3) There is a significant influence jointly between Compensation and Motivation on Employee Job Satisfaction PT. Pelopor Avonturir Campindo.

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