Management Representativeness, Ethical Leadership, and Employee Job Satisfaction in the U.S. Federal Government

2018 ◽  
Vol 47 (3) ◽  
pp. 265-286 ◽  
Author(s):  
Kuk-Kyoung Moon ◽  
Changhoon Jung
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Ethical Leadership ◽  
Positive Influence ◽  
Employee Job Satisfaction ◽  
Racial Representation ◽  
Racial Representations ◽  
Managerial Positions ◽  
Practical Implications ◽  
The U.S

As the proportion of women and racial minorities in managerial positions has increased in public organizations, considerable attention has been paid to how management representativeness shapes employee work attitudes and what leadership styles moderate these relationships. This study explores separate and joint effects of two types of management representativeness (gender and racial representation of management) and ethical leadership on employee job satisfaction using panel data from the U.S. federal government. The statistical results indicate that racial representation of management and ethical leadership have a positive influence on employee job satisfaction. Further analysis shows that ethical leadership significantly moderates the relationships between the two types of management representativeness and employee job satisfaction, such that gender and racial representations of management are more positively related to job satisfaction under high ethical leadership. Theoretical and practical implications of these findings are addressed.

Does job stress enhance employee creativity? Exploring the role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azka Ghafoor ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Psychological Capital ◽  
Positive Influence ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Mediation Effects ◽  
Content Type ◽  
Two Samples ◽  
Practical Implications

PurposeUsing the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction.Design/methodology/approachRelationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies.FindingsPsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher.Practical implicationsThis study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits.Originality/valueThe findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.

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.

Job Satisfaction among State Executives in the U.S.

1975 ◽  
Vol 4 (2) ◽  
pp. 104-109 ◽  
Author(s):  
Fred W. Grupp ◽  
Allan R. Richards
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
State Government ◽  
Recent Survey ◽  
Private Business ◽  
Business Executives ◽  
High Level ◽  
The U.S

“A recent survey of high-level, appointed executives in ten states reveals that they are very satisfied with their jobs. They rank their current occupation nearer to ‘ideal’ than did previously surveyed federal or business executives, and they prefer working for state government to employment with the federal government or in private business.”

Exploring the links between ethical leadership, customer orientation and employee outcomes in the context of retailing

2015 ◽  
Vol 53 (7) ◽  
pp. 1642-1658 ◽  
Author(s):  
Arto Lindblom ◽  
Sami Kajalo ◽  
Lasse Mitronen
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Service Management ◽  
Turnover Intentions ◽  
Customer Orientation ◽  
Content Type ◽  
Frontline Employee ◽  
Employee Job Satisfaction ◽  
Related Stress ◽  
Job Related Stress

Purpose – In the increasingly competitive retail environment, retailers’ ability to elevate frontline employees’ customer orientation (CO) can make the difference between the success and failure of their stores. However, the question of how to enhance employee CO is a tricky one. It has been stated that employee CO is a stable work value or disposition that is consistent over time, and therefore, difficult to manage. However, one factor that might be an important driver of employee CO is the retailers’ ethical leadership behaviour. Accordingly, the purpose of this paper is to focus on exploring the links between retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Design/methodology/approach – For the purpose of this study, the authors develop five hypotheses about the retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Using structural equation modelling, the authors test the hypotheses using a sample of 208 respondents from the Finnish retail industry. Findings – As a first important contribution, the findings of the present study indicate that frontline employee perceptions of their retailer’s ethical leadership are strongly linked to employee CO. As a second contribution, our results suggest that employee CO is positively related to job satisfaction. As a third contribution, this study shows that frontline employee job satisfaction is negatively related to their turnover intentions. Originality/value – This study contributes to service management and retail marketing literature by broadening the current understanding of the links between the ethical leadership of retailers, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions.

scholarly journals PENGARUH MOTIVASI TERHADAP KEPUASAN KERJA PADA KARYAWAN KPRI "PERTAGUMA" KOTA MADIUN

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Devie Putri Wijayanti
Keyword(s):  
Job Satisfaction ◽  
Linear Regression ◽  
Positive Influence ◽  
The Other ◽  
Simple Linear Regression ◽  
Exact Test ◽  
Regression Methods ◽  
Employee Job Satisfaction ◽  
Other Hand ◽  
Valid Instrument

This study aims to (1) To know the motivation  of employees KPRI  "Pertaguma" Madiun,   (2) To know  employee job  satisfaction  on KPRI  "Pertaguma"    Madiun,   and (3) To know  the motivation  is there  any  influence  on job  satisfaction   in employees    KPRI "Pertaguma" Madiun.  The samples in this study using a sample that is saturated  cooperative employee   is 17. Data collection  using  interviews  and questionnaires.   Data analysed use simple  linear regression  statistical  methods,  and to test whether  or not valid  instrument used regression  methods.  The results  showed  that motivation  has a positive  influence on employee job  satisfaction  on KPRI  "Pertaguma"    Madiun.  It is derived   from the value of Fisher's  exact test, whereas  the Fcount value of 64,792  Ftabel value of 4,54.  On the other hand Sig(hit) known values of 0.000  and 0.05 known  Sig(prob) value. This means that the Fvalue >= Ftabel (64.792 >= 4.54)  or Sig(hit) <= Sig(prob) (0.05 <= 0.000).   Meaning  a rejection  of H0 which  shows  that there  is an influence  of motivation   on job  satisfaction   in employees KPRI  "Pertaguma"     Madiun.  In addition  to the values  obtained  with the  t, t(test) value  is 8.049  while the value ttable 2,131.  On the other hand Sig(hit) value of 0.000  and Sig(prob) value as 0.05. This means that t >= ttable (8.049 >= 2.131) or <= Sig(hit) Sig(prob) (0.05 <= 0.000).  It means that H0    is rejected,  meaning  that motivation   has a different  effect on employee job  satisfaction on KPRI “Pertaguma” Madiun.

scholarly journals Pengaruh Komunikasi Dan Hubungan Industrial Terhadap Kepuasan Kerja Karyawan Pada Hotel Fave Petitenget Kabupaten Badung Bali

2020 ◽  
Vol 1 (2) ◽  
pp. 23-44
Author(s):  
I Ketut Merta ◽  
Anak Agung Elik Astari ◽  
Ni Kadek Ernawati Kertagam
Keyword(s):  
Job Satisfaction ◽  
Industrial Relations ◽  
Research Result ◽  
Positive Influence ◽  
Significant Positive Effect ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
Result Analysis ◽  
Positive Effect

In the research result, analysis and discussion about the problem of influence between independent variable and dependent by using methodology of multiple regression analysis, the number of respondents 78 people from the total population, can be explained as follows: Communication Variables (X1) partially significant effect on variable Satisfaction employee work (Y). With the t test on the Communication variable produces: t count of 3.202 and significance of 0.002. t arithmetic 3.202 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis that Communications have a significant positive effect on employee job satisfaction. So that communication take the role of doniman in employee job satisfaction. Variable of Industrial Relations (X2) partially significant result t count equal to 5,349 and significance equal to 0,000. t count 5.349 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis expressing industrial relations have a significant positive effect on employee job satisfaction, this proves industrial relations run harmonious .. Hypothesis accepted by t arithmetic 1.377 t table 0.663, then the hypothesis which states that there is a significant positive influence between communication and industrial relations with employee job satisfaction. With the good relationship to the two variables so that employee job satisfaction can run well, further research can be done on other occasions with variables outside this research.

How an ethical leadership style impacts the elusive job satisfaction quest

2019 ◽  
Vol 28 (1) ◽  
pp. 36-37
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Psychological Safety ◽  
Influential Factors ◽  
Content Type ◽  
Survey Results ◽  
Pertinent Information ◽  
Green Human Resource Management ◽  
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 This research paper concentrates on forming a conceptual framework that links ethical leadership (ELS) – via the concepts of psychological safety and Green Human Resource Management (Green HRM) – to job satisfaction. Although evidence for ELS directly impacting job satisfaction was not found within the study's survey results, it was clear that Green HRM and psychological safety are both influential factors in the interrelationship of ELS and job satisfaction. 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.

A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal Government

2017 ◽  
Vol 38 (4) ◽  
pp. 451-471 ◽  
Author(s):  
David Lee ◽  
Sun Young Kim
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Social Exchange ◽  
Employee Attitudes ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Intention To Stay ◽  
Managerial Support ◽  
Quasi Experimental ◽  
The U.S

This article examines the causal effects of telework eligibility and participation on employee attitudes, including perceived fairness, job satisfaction, and intention to stay, in the U.S. federal government. Drawing on the literatures on social exchange and organizational justice, we investigate how telework eligibility and participation influence employee attitudes and whether different reasons for nonparticipation have varying impacts. Our findings show that those employees who are eligible to telework report higher levels of perceived fairness, job satisfaction, and intention to stay than do those employees who are ineligible. On the other hand, the effects of telework participation on employee attitudes depend upon the reasons why nonparticipants do not telework. Specifically, when employees do not telework because of insufficient technical or managerial support, they report significantly lower levels of perceived fairness, job satisfaction, and intention to stay than do teleworkers. However, nontelework due to job requirements or personal choice does not have significant, negative effects on work attitudes.

scholarly journals Pengaruh Remunerasi Dan Kepuasan Kerja Terhadap Kinerja Pegawai Pada Kantor Pelayanan Pajak Pratama Cirebon

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Riza Yusniawan ◽  
Ipik Permana
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Employee Performance ◽  
Positive Influence ◽  
T Test ◽  
Employee Job Satisfaction ◽  
Career Opportunities ◽  
Descriptive Approach ◽  
Low Performance ◽  
Simultaneous Influence

The problem begins with the low performance of employees at the Cirebon Pratama Tax Service Office. Where the results of preliminary observations are suspected by low remuneration and employee job satisfaction. Thus this study uses a descriptive approach with the aim of finding the value of the magnitude of the effect of remuneration and job satisfaction on employee performance. The research method used is descriptive explanatory. The results showed partially that the effect of remuneration on employee performance was 0.463 or 46.3% with the results of the T test found Thitung > Ttabel = 3.221 > 2.27 signifikan and positive, so H0 is accepted. While the results of the value of the effect of job satisfaction on employee performance was 0.563 or 56.3% with the results of the T test found Thitung > Ttabel = 4.204 > 2.27 significant and positive, so H0 is accepted. And the simultaneous influence obtained by the correlation value of 0.391 or 39.1% with the test F = 11.867 compared to F table = 3.32 (Fhitung > Ftabel) then the hypothesis is acceptable. While the remaining 60.9% is explained by other variables outside the variables of remuneration, job satisfaction and employee performance.Conclusion Remuneration variables that have been given in the form of rewards received are reasonable, received bonuses are associated or not related to achievement, and the suitability of the rewards received has a positive influence in encouraging working harder according to the expected target. So that this can improve employee performance at the Cirebon Primary Tax Service Office. Likewise, employee job satisfaction variables in the Pratama Tax Office in Cirebon feel comfortable in working, pleasant work, salary in accordance with expectations, adequate career opportunities, conducive work environment and leadership style (human relations).

scholarly journals Pengaruh Kompetensi Kerja, Disiplin Kerja dan Kepuasan Kerja terhadap Kinerja Karyawan PT Nasatech Sukses Abadi

2020 ◽  
Vol 3 (2) ◽  
pp. 267-273
Author(s):  
Angles William ◽  
Purnama Yanti Purba ◽  
Vina Prenita ◽  
Melinawaty Lumban Tobing
Keyword(s):  
Job Satisfaction ◽  
Sampling Method ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Positive Influence ◽  
Analysis Method ◽  
Employee Job Satisfaction ◽  
Quantitative Descriptive

Employees have a big role in fulfilling fluency in the field of organization. Organizations need human resources to develop their businesses. This study aims to examine and analyze the effect of competence, work discipline, and job satisfaction on employee performance at PT Nasatech Sukses Abadi Medan. The phenomenon of performance instability that can be seen from the achievement of the company's targets caused by lack of competence and employee work discipline and a decrease in employee job satisfaction is the background of this study. The research method used is a quantitative approach, the type of research is quantitative descriptive, and the nature of this study is descriptive explanatory. The data analysis method is multiple linear regression analysis. The sampling technique uses the saturation sampling method. The study sample was 83 employees. The results of this study prove the existence of a significant and positive influence on competence, work discipline, and job satisfaction have a positive and significant effect on employee performance at PT Nasatech Sukses Abadi Medan. Keywords: Competence, Work Discipline, Job Satisfaction, Employee Performance

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