Testing the Longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction

1999 ◽  
Vol 52 (8) ◽  
pp. 1099-1113 ◽  
Author(s):  
Gary Blau
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Longitudinal Impact ◽  
And Performance ◽  
Performance Appraisal Satisfaction ◽  
Overall Job Satisfaction

Determinants of Job Satisfaction of Municipal Government Employees

2002 ◽  
Vol 31 (3) ◽  
pp. 343-358 ◽  
Author(s):  
Mark C. Ellickson ◽  
Kay Logsdon
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Municipal Government ◽  
Full Time ◽  
Government Employees ◽  
Supervisory Relationships ◽  
Municipal Employees ◽  
Using Data ◽  
Performance Appraisal Satisfaction ◽  
Overall Job Satisfaction

What variables explain variation in job satisfaction among municipal government employees? Using data from a recent survey of over 1,200 full-time municipal employees, this research tests the relative influence of 11 environmental variables and 3 demographic factors on variation in job satisfaction among this rarely studied group of employees. The regression analysis revealed that environmental factors such as promotional opportunities, pay and benefits satisfaction, performance appraisal satisfaction, equipment and resources, training, workload, supervisory relationships, and most important of all, departmental esprit de corps were significantly, and positively, related to overall job satisfaction. In contrast, demographic variables were relatively poor predictors of job satisfaction. Over 50 percent of the variation in job satisfaction among municipal employees is explained using this model.

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

Job Satisfaction in EMS: A Different Approach

1990 ◽  
Vol 5 (1) ◽  
pp. 9-17 ◽  
Author(s):  
Stephen R. Wirth
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Work Force ◽  
Job Characteristics ◽  
Critical Issue ◽  
Psychological States ◽  
And Performance ◽  
Job Diagnostic Survey ◽  
Job Longevity ◽  
Overall Job Satisfaction

AbstractThere has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.

A STUDY OF JOB SATISFACTION AMONG NON PHD FACULTY IN UNIVERSITIES

2012 ◽  
Vol 01 (07) ◽  
pp. 83-90
Author(s):  
Riaz Ahmed Mangi ◽  
Hassan Jawad Soomro ◽  
Ikhtiar Ali Ghumro ◽  
Asad Raza Abidi ◽  
Amanat Ali Jalbani
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Response Rate ◽  
Faculty Members ◽  
Job Experience ◽  
Satisfaction Index ◽  
Two Factors ◽  
And Performance ◽  
Overall Job Satisfaction ◽  
Structured Questionnaire

This study was conducted to comprehend the overall job satisfaction of non-PhD faculty in universities of Sindh. The study was based on (Herzberg’s, 1959) two factors, motivator (Advancement, Recognition) and Hygiene (Interpersonal, Policies, Compensation) of job satisfaction. A well-structured questionnaire based on (Castillo & Cano, 2004) job satisfaction index was applied to obtain required data from non-PhD faculty members of universities. 125 non PhD faculty members from various universities at a response rate of 83% participated in the survey. The 81% data was reliable for the analysis. The frequencies and cross tabs were calculated from the data. The majority of the respondents was male, graduate, below 30 years of age, married and had job experience of more than 5 years. The factor analysis was applied to find out the underlying variance among the variables. The analysis has found five new components of the job satisfaction. The results showed that overall job satisfaction among the non-PhD faculty members of universities was very low. The motivator and job satisfaction components have significant impact on the overall job satisfaction of the non-PhD faculty. Considering the results, the management of the universities is recommended to focus on the job motivators (Advancement, Recognition) hygiene (Interpersonal/Administration relationship, Policies, Compensation) of the non-PhD faculty for the improvement of job satisfaction and performance. The researchers and scholars may conduct further studies on the factors identified through factor analysis.

Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mumtaz Ali Memon ◽  
Rohani Salleh ◽  
Muhammad Zeeshan Mirza ◽  
Jun-Hwa Cheah ◽  
Hiram Ting ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Engagement ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Content Type ◽  
Hrm Practices ◽  
Training Satisfaction ◽  
Employees Satisfaction ◽  
And Performance ◽  
Performance Appraisal Satisfaction

PurposeThis study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.Design/methodology/approachData were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.FindingsThe findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.Practical implicationsTraining plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.Originality/valueTo date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

scholarly journals Relationships Between Trust, Organizational Justice and Performance Appraisal Satisfaction: Evidence from Public Higher Educational Institution in Malaysia

2018 ◽  
Vol 7 (2.29) ◽  
pp. 602
Author(s):  
Saraih . ◽  
U N ◽  
Mohd Karim ◽  
K . ◽  
Irza Hanie Abu Samah ◽  
...  
Keyword(s):  
Organizational Justice ◽  
Performance Appraisal ◽  
Educational Institution ◽  
Higher Educational ◽  
And Performance ◽  
Performance Appraisal Satisfaction ◽  
The Relationship ◽  
Practical Implications

The main objective of this present study is to reveal the role of trust as a mediator in the relationship between organizational justice and performance appraisal satisfaction. This study is carried out by distributing questionnaire among 340 staffs. In this research, the questionnaire is administered to staffs from various schools in one of the Malaysian Public Higher Educational Institution (PHEI). Data are analysed by using the PROCESS (Hayes, 2013). As a result, a significant effect of organizational justice on performance appraisal satisfaction with trust as the mediator F(2, 337)=.396, p<.01, R2=.7016, β=.7813, t(337)=21.29, p<.01 is found in this study. A Sobel test is conducted and found a mediation on the model (z=3.2447, p=.00, K2=.0213). Therefore, it is found that trust mediated the relationship between organizational justice and performance appraisal satisfaction. Cultivating the degree of trust among staffs towards the performance appraisal satisfaction; and creating a conductive environment for staffs to improve their perceived organizational justice are the best strategies to achieve the goal for performance appraisal satisfaction in this institution. Theoretical and practical implications based on the results of this study are highlighted. In this line, few suggestions for the institution management are provided. 

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