An empirical investigation of organisational antecedents on employee job satisfaction in a developing country

2011 ◽  
Vol 5 (3) ◽  
pp. 280-294 ◽  
Author(s):  
Jamshed A. Halepota ◽  
Naimatullah Shah
Keyword(s):  
Job Satisfaction ◽  
Developing Country ◽  
Empirical Investigation ◽  
Employee Job Satisfaction

scholarly journals The Impact of Organizational Culture Types on the Job Satisfaction of Employees

2016 ◽  
Vol 3 (1) ◽  
pp. 13 ◽  
Author(s):  
Maham Fatima
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Empirical Investigation ◽  
Asian Country ◽  
Employee Job Satisfaction ◽  
Culture Model ◽  
Entrepreneurial Organizations ◽  
Market Cultures ◽  
Cultural Types ◽  
The Impact

The study focused on investigating the impact of organizational culture types on the job satisfaction of employees. The study was based on four cultural types named as clan, adhocracy, market, and hierarchy culture. The empirical investigation was conducted by data collection from 11 organizations of Rawalpindi and Islamabad with the help of questionnaire based on five points Likert scale. The famous organizational culture model adopted from research of (S. K. Cameron, & Freeman, J. S., 1991) which incorporated clan, adhocracy, market and hierarchy cultures were utilized to test hypotheses against job satisfaction. The study was based on collection of data from entrepreneurial organizations and it was interesting to note that all the four type of cultures were prevailing in the same nature of the organizations. The study was conducted in order to cater with the discrepancies found in the literature. The Asian cultural studies depict contradictory phenomena as compared to the Western studies and this study added to the literature by showing that being Asian country the results match with the studies conducted in Western settings. The study suggests that culture types strongly impact the job satisfaction of employees. Employees working under clan and adhocracy culture were satisfied with their jobs. While those working under hierarchy and market cultures were dissatisfied with their jobs. The findings of the study are not just significant for academic purposes but are also critical for managers in determining the employee job satisfaction.

scholarly journals Empirical Investigation into Compensation Preferences for Diversified Employees

2012 ◽  
Vol 2 (4) ◽  
pp. 118
Author(s):  
Ahmed Al- Asfour
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Organizational Performance ◽  
Extrinsic Motivation ◽  
Essential Role ◽  
Empirical Investigation ◽  
Kingdom Of Saudi Arabia ◽  
Employee Job Satisfaction ◽  
The Third ◽  
Intrinsic And Extrinsic Motivation

Motivational factors play an essential role with increasing employee job satisfaction. Satisfied employees in return can help improve organizational performance. Hence, it is the purpose of this paper to examine intrinsic and extrinsic motivation preferences between domestic and foreign employees working at a factory in the Kingdom of Saudi Arabia. Three hypotheses were developed and examined by the researcher. The first and second tests showed that foreign and domestic employees view both intrinsic and extrinsic motivation alike. The third hypothesis stated that the employees would prefer one motivation method, and indeed the t-test showed that employees rated extrinsic motivation more highly than intrinsic  Key words: Domestic & Foreign Employees Motivation, Intrinsic & Extrinsic Employees Motivation, Reward Systems

Influencing dynamics of culture and employee factors on retail banks’ performances in a developing country context

2016 ◽  
Vol 39 (5) ◽  
pp. 599-628 ◽  
Author(s):  
Mohammed-Aminu Sanda ◽  
John Kuada
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Developing Country ◽  
Banking Sector ◽  
Retail Banking ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Employee Characteristics ◽  
Retail Banks

Purpose This paper aims to investigate the influencing dynamics of culture (national and organizational), employee characteristics, employee job satisfaction and organizational commitment in determining the organizational performances of firms in the retail banking sector in a developing country such as Ghana. Design/methodology/approach A conceptual framework linking national and organizational cultures to employees’ job satisfaction, job characteristics, organizational commitment and organizational performance was developed, and their measurement scales were adapted to guide the empirical investigation. Data were collected using a questionnaire filled in by 300 employees in nine retail banks in Ghana. The results were first analyzed by carrying out data reduction of the measured scales by using the Statistical Package for the Social Sciences-based factor analysis approach. The reduced data obtained from the factor analysis were then analyzed for model goodness fit by using the Analysis of Moment Structures-based structural equation modeling approach. Findings Effective organizational performance of retail banks in Ghana is directly influenced by the relationships among organizational culture, employee job satisfaction and organizational commitment. Research limitations/implications The study sample was drawn from a single sub-sector of the Ghanaian economy. Replications and extensions of the study in different sectors that are experiencing high growth will help test the robustness and generalizability of the findings. Practical implications The study provides empirical knowledge that could be used to understand the influencing interrelationships among organizational culture, employee job satisfaction and organizational commitment on the organizational performances of retail banking firms in a developing country context. Originality/value The study adds to the literature as one of the most comprehensive studies of the links between culture, job satisfaction, employee characteristics and organizational commitment toward organizational performance within the banking sector in Ghana to date.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

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