The Effects of Leader Behavior and Organizational Climate on Intercollegiate Coaches’ Job Satisfaction

1990 ◽  
Vol 4 (1) ◽  
pp. 59-70 ◽  
Author(s):  
Carey J. Snyder
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Administrative Support ◽  
Negative Relationship ◽  
Leader Behavior ◽  
Direct And Indirect Effects ◽  
Athletic Director ◽  
Job Descriptive Index ◽  
Behavior Description ◽  
Male Subjects

The effects of leader behavior and organizational climate on the job satisfaction of intercollegiate coaches were analyzed. The 117 subjects represented 17 California colleges and universities. The instruments used in data collection were the Leader Behavior Description Questionnaire, the Organizational Climate Description Questionnaire, and the Job Descriptive Index. Statistical analysis revealed that the athletic director’s behavior and the climate had direct and indirect effects on job satisfaction. The degree of consideration shown by the athletic director had a strong effect on satisfaction with work and supervision. Coaches’ feelings of detachment and the lack of administrative support showed a negative relationship to satisfaction with work and supervision. Path analytic procedures showed male and female subjects differing with respect to the factors shaping job satisfaction. Consideration helped female coaches feel integrated into the department and supported by the administration. Male subjects viewed consideration as important to the development of morale and rapport with colleagues.

scholarly journals Pengaruh Personaliti Terhadap Kepuasan Kerja dan Stres Kerja Guru

2012 ◽  
Author(s):  
Azlina Mohd. Kosnin ◽  
Sew Lee Tan
Keyword(s):  
Job Satisfaction ◽  
Big Five ◽  
Quantitative Research ◽  
Negative Relationship ◽  
Teaching Profession ◽  
Stress Index ◽  
Research Approach ◽  
Big Five Inventory ◽  
Job Descriptive Index ◽  
Level Of Satisfaction

Kajian ini bertujuan untuk mengenal pasti tret personaliti guru dan sama ada wujud pengaruh personaliti terhadap kepuasan kerja dan stres kerja guru. Di samping itu, kajian juga dijalankan untuk menentukan tahap kepuasan dan stres kerja guru serta hubungan antara dua pemboleh ubah ini. Seramai 255 orang guru dari 10 buah sekolah menengah kebangsaan di daerah Johor Bahru dipilih secara rawak sebagai responden kajian. Kajian ini dijalankan menggunakan pendekatan kuantitatif. Data dikumpul menerusi soal selidik yang diterjemahkan daripada The Big Five Inventory (BFI), Job Descriptive Index (JDI) dan Adminstrative Stress Indeks (ASI). Nilai kebolehpercayaan bagi instrumen JDI dan ASI ialah 0.91 dan 0.84. Manakala darjah kebolehpercayaan instrumen BFI ialah antara 0.73 hingga 0.80. Para guru menyatakan bahawa tahap kepuasan kerja dan stres kerja guru secara keseluruhannya berada pada tahap yang sederhana. Dapatan kajian juga menunjukkan hubungan negatif yang signifikan antara kepuasan kerja dan stres kerja guru. Hubungan yang signifikan didapati antara dimensi–dimensi personaliti t dengan kepuasan kerja dan juga stres kerja. Implikasi kajian turut dicadangkan dalam artikel ini Kata kunci: Personaliti; kepuasan kerja; stres kerja; guru; agreeableness; openness, conscientiousness, extraversion; neuroticism This study was done to determine the personality traits of teachers as well as to investigate whether these traits influence job satisfaction and stress among teachers. Another aim was to determine the level of satisfaction and stress in teaching profession and the relationship between these two variables. As many as 225 teachers from 10 national secondary schools in Johor Bahru district were chosen randomly as respondents in this study. A quantitative research approach was adopted. The Big Five Inventory (BFI), Job Descriptive Index ( JDI), and Administrative Stress Index (ASI) instruments were used to measure the related variables. All items were asked in both English and Malay languages. The reliability levels of the JDI and ASI instruments were 0.91 and 0.84 respectively, while the reliability levels of the BFI subscales were between 0.73 and 0.80. This study found that the level of job satisfaction and stress amongst the respondents as a whole was at a moderate level. Significant negative relationship in job satisfaction and stress was found in this study. Significant relationships between certain dimensions of personality t and job satisfaction and stress were also found. Results are presented and discussed in detail and practical implications of the study are also suggested. Key words: Personality; job satisfaction; occupational stress; teacher; agreeableness; openness; conscientiousness; extraversion; neuroticism

scholarly journals strength of internal service quality on employee’s turnover intention and job satisfaction to organizational commitment

2021 ◽  
Vol 1 (2) ◽  
pp. 21-26
Author(s):  
Ika Fuji Rahayu ◽  
Latipun Latipun
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Service Quality ◽  
Turnover Intention ◽  
Direct And Indirect Effects ◽  
Job Descriptive Index ◽  
Internal Service Quality ◽  
Mediating Variables ◽  
Micro Analysis

The purpose of this research is to examine the direct and indirect effects of internal service quality (ISQ) on turnover intention through job satisfaction and organizational commitment as mediating variables. There were 208 employees of Banks in Ternate, Indonesia, participating as the subjects of this research. In this research, Staying or Leaving Index, Job Descriptive Index, Organizational Commitment Scale and SERVQUAL are used to measure employee’s turnover intention, job satisfaction, organizational commitment, and ISQ, respectively. In the data analysis, a Path Process Micro Analysis was employed. The result of data analysis showed that ISQ has a direct effect on job satisfaction, organizational commitment, and turnover intention. Indirectly, ISQ also has an effect on turnover intention through job satisfaction and organizational commitment. Directly, the effect of ISQ on turnover intention is higher than indirect effect through mediating variables. The implication of this research results will be specially presented in the discussion.

Job Satisfaction of School Superintendents as Related to Perceptions of Leader's Behavior

1978 ◽  
Vol 42 (1) ◽  
pp. 171-174 ◽  
Author(s):  
Sidney E. Brown ◽  
Joseph C. Bledsoe
Keyword(s):  
Job Satisfaction ◽  
Public School ◽  
Leader Behavior ◽  
School Superintendents ◽  
General Satisfaction ◽  
Public School Superintendents ◽  
Independent Variables ◽  
Initiating Structure ◽  
Situational Variables ◽  
Behavior Description

Four personal and situational variables and the Consideration and Initiating Structure variables of the Leader Behavior Description Questionnaire were used to predict three indices of Job Satisfaction of 136 Georgia public school superintendents. Method of selection and Consideration were reliable predictors, with appointed superintendents reporting more satisfaction than elected ones. Correlations were relatively low with variance accounted for by independent variables only .045, .103, and .062 for Intrinsic, Extrinsic, and General Satisfaction, respectively.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Exploring the Interrelationship Among Organizational Climate, Employee Motivation and Job Satisfaction: A Review of Literature

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Rakhi ◽  
Anil Kumar
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Employee Motivation ◽  
Future Research ◽  
Review Of Literature ◽  
Managerial Implications

This article offers a brief review of studies on organizational climate, employee motivation and job satisfaction. A relationship among organizational climate, employee motivation and job satisfaction has been reviewed in the paper. The paper consists of four sections beginning with a brief introduction of variables along with their dimensions. It is followed by exploring their interrelationship using previous studies. Conclusion and discussions, managerial implications and direction for future research have been given in the end.

Characteristics of Organizational Climate and Managerial Job Satisfaction: An Empirical Study

1975 ◽  
Vol 37 (1) ◽  
pp. 299-305 ◽  
Author(s):  
Theodore M. Schwartz ◽  
Donald R. Moscato ◽  
H. Jack Shapiro
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Organizational Climate ◽  
Behavioral Science ◽  
Strong Preference ◽  
Demographic Information ◽  
Closed Characteristics ◽  
The Impact

This study investigated the impact of perceived organizational climate on managerial job satisfaction of 114 managerial personnel who completed a three-part questionnaire which solicited demographic information and the identification of and preferences for specific characteristics of organizational climate. The surveyed personnel had a strong preference for open as opposed to closed characteristics of organizational climate; to the degree they claimed to be familiar with the behavioral science theories of management there is an increasingly favorable disposition toward the theories; and among those Ss who perceived closed characteristics, there was a desire for a diminution of the impact of those characteristics.

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