Differences in Organizational Learning Processes: A Study of Two Organizations

2007 ◽  
Vol 32 (3) ◽  
pp. 301-320
Author(s):  
Nachiketa Tripathi ◽  
Sonia Nongmaithem
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Learning ◽  
Interaction Effect ◽  
Banking Sector ◽  
Learning Processes ◽  
Repeated Measure ◽  
Research Findings ◽  
Main Effects

The present paper makes an attempt to study the differences in the organizational learning processes across different organizations. Measures of organizational learning, job satisfaction, effectiveness and preparedness for change were administered on two different samples drawn from the banking sector and academic institutes (N=140). Measures of organizational learning and preparedness for change were developed by the authors. Organizational learning questionnaire was developed using earlier studies (Mehra & Dhawan, 2003). Factor analysis of organizational learning resulted in four factors, namely, essential processes of organizational learning, interaction, flexibility and innovativeness. Differences in organizational learning processes were analyzed using an ANOVA design (two types of samples vs. four factors of organizational learning, while the later was the repeated measure). Results indicated that there were significant main effects and interaction effect as well. These results are discussed in the light of previous research findings. Further, relationships amongst organizational learning, job satisfaction, effectiveness and preparedness for change have been analyzed.

scholarly journals Probing the Effects of Transformational Leadership on Employees’ Job Satisfaction With Interaction of Organizational Learning Culture

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093077
Author(s):  
Saif-Ur-Rehman Khan ◽  
Mahwish Anjam ◽  
Mohammad Abu Faiz ◽  
Faisal Khan ◽  
Hashim Khan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Learning ◽  
Organizational Effectiveness ◽  
Leadership Style ◽  
Banking Sector ◽  
Learning Culture ◽  
Organizational Learning Culture ◽  
Transformational Leadership Style

The purpose of this study is to explore how various dimensions of leadership style are being used to measure organizational effectiveness. Job satisfaction is one of the essential indicators used to measure organizational effectiveness. Literature suggests that the manager’s transformational leadership style highly influences the employees’ job satisfaction. This study focuses on identifying the role of a transformational leader in developing job satisfaction in employees of the banking industry, using the organizations’ learning culture as the moderating variable. For this purpose, a total of 180 respondents were surveyed from UAE’s banking sector. In this study descriptive statistics, Pearson’s correlation coefficient, and multiple regression analysis were employed for the data analyses. The results confirmed that the five dimensions of transformational leaders and overall transformational leadership style significantly affect the employee’s job satisfaction, whereas the moderating effect of the organizational learning culture on any of the said relationships was found insignificant. This study used self-reported data based on a cross-sectional survey in the banking sector only. The research emphasizes the implication of the leaders’ personal traits to be a significant determinant of an employee’s satisfaction. In addition, managers in the banking sector in UAE realized that organization learning culture (OLC) has not had any significant impact on employees’ job satisfaction. As there is not sufficient literature on the moderating role of organizational learning culture, this study is a valuable contribution to the existing body of knowledge.

scholarly journals Job Satisfaction: Are Corporate Social Responsibility Initiatives Beneficial And Do Different Governance Structures Matter?

2017 ◽  
Vol 34 (1) ◽  
pp. 23-42
Author(s):  
Alfred E. Seaman ◽  
John J. Williams
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Control Structure ◽  
Control Structures ◽  
Csr Strategies ◽  
Financial Benefits ◽  
Research Findings ◽  
Corporate Social ◽  
Main Effects

The non-financial benefits of Corporate Social Responsibility (CSR) initiatives remain an understudied controversy in the literature.  We draw on elements of stakeholder theory to investigate the effect of multiple CSR initiatives on job satisfaction for a widespread set of medium-sized Canadian companies.  We explore this relationship further by focusing on the moderating effects of governance control structures.  Data on these variables is captured through the lens of CFO/controller perceptions because of their intimate governance gatekeeping over firms’ control structure/systems.  In this respect, we assume that CFOs are among the instrumental drivers in advancing an organization’s unfolding social consciousness.  Research findings in this study reveal the criticality of examining this linkage within the context of the performance-based versus conformance-based dimensions of an organization’s corporate governance control structure – two governance dimensions championed by the International Federation of Accountants (2009).  Results for low/high levels of performance-based control structures manifest different interaction configurations of statistically significant CSR variables that heighten job satisfaction.  However, significant interaction effects under low/high levels featuring compliance-based control structures are not forthcoming, despite the presence of significant main effects in the CSR/job satisfaction relationship.  These findings offer firms a more comprehensive practical understanding of benefits associated with investments in particular CSR strategies while grooming specific control structures, as well as offering researchers new control variables to model in the CSR domain. 

Emotional Intelligence Model for Managers in Turkish Banking Sector and an Application

2015 ◽  
pp. 34-50
Author(s):  
Burcu Hacıoğlu ◽  
Pelin Şahin Yarbağ ◽  
Ümit Hacıoğlu ◽  
Hasan Dinçer ◽  
Türker Tuğsal
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Interpersonal Relationships ◽  
Social Intelligence ◽  
Banking Sector ◽  
Interpersonal Relationship ◽  
Automotive Electronics ◽  
Banking And Finance ◽  
Control Factors ◽  
Research Findings

This chapter explores the relationship between the emotional intelligence talents of bank and finance managers and employee job satisfaction. The chapter proceeds as follows: First, the authors carefully reiterate the theoretical review of job satisfaction and emotional intelligence literature. Second, the authors present the methodology, conception of the research, assumptions and limitations, measuring tools, surveys and research hypothesis used in their research. Third, the authors discuss their research findings. Finally, their research conclusions are presented. With regard to the appropriate estimation technique-regression analysis, the authors findings have demonstrated that interpersonal relationship has a significant impact on job satisfaction in the banking and finance sector. Contrarily, there is not any significant relationship between social intelligence and commitment to workplace in the banking, finance, education, computer, health, textile, automotive, electronics, or packing sectors. The contribution of this research shows that the social intelligence factor affects interpersonal relationships, working conditions and impulse control factors of banking and finance managers both directly and intensely.

The influence of business innovation with relationship of organizational learning and job satisfaction on market orientation

2019 ◽  
Vol 10 (5) ◽  
pp. 997-1014
Author(s):  
Salim Al Idrus ◽  
Ansari Saleh Ahmar ◽  
Abdussakir Abdussakir
Keyword(s):  
Job Satisfaction ◽  
Organizational Learning ◽  
Dairy Cattle ◽  
Market Orientation ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Business Innovation ◽  
Research Findings ◽  
Relationship Of

Purpose This paper aims to reveal the effect of organizational learning on market orientation, job satisfaction on market orientation, organizational learning on business innovation, job satisfaction on business innovation and market orientation on business innovation. Design/methodology/approach Research was designed to use quantitative approach to understand causal relationship of variables. partial least squares structural equation modeling (PLS-SEM) was used to facilitate this approach. Questionnaire was given to 46 dairy cattle milk cooperatives in East Java, Indonesia. Findings Research findings are explained as follows: both high organizational learning and high job satisfaction can produce high market orientation, organizational learning reduces business innovation, job satisfaction increases business innovation and market orientation reduces business innovation of dairy cattle milk cooperatives in East Java, but this reduction is not statistically significant. Research limitations/implications This research has identified that business innovation is affected by job satisfaction, while market orientation is affected by organizational learning and job satisfaction. Next research shall be conducted on another business type or business group but in greater population. Practical implications It is expected that the results of this research will provide guidance for dairy cattle milk cooperatives in East Java concerning with how to improve market orientation and business innovation based on organizational learning and job satisfaction. Originality/value This research has determined factors that affect market orientation and examined its impact on business innovation after observing the aspects of organizational learning and job satisfaction.

Adaptasi Alat Ukur Kepuasan Kerja Untuk Tenaga K esehatan di Indonesia

PRAXIS ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 107
Author(s):  
Widawati Hapsari
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Medical Practitioner ◽  
Organizational Setting ◽  
Medical Field ◽  
Satisfaction Scale ◽  
Confirmatory Factor ◽  
Bahasa Indonesia

Abstract Job satisfaction has been an important topic of focus in the organizational setting for the last few decades. This research aims to validate job satisfaction scale in medical practitioner population. The 10 items in this scale consist of 4 extrinsic facet items and 5 intrinsic facet items. This intrument was adapted into Bahasa Indonesia as suggested by Beaton, et al. (2000) and analyzed using confirmatory factor analysis. The study conducted among 287 participants working in the medical field. The study showed that the reliability of intrinsic facet is .811 and extrinsic facet .729. Further analysis found that there is correlation between intrinsic and extrinsic job satisfaction. This study concluded that the job satisfaction scale used in this study is valid and reliable to be applied in medical practitioner in Indonesia. Abstrak Alat ukur kepuasan kerja telah digunakan di berbagai bidang pekerjaan termasuk kesehatan. Sayangnya di Indonesia penelitian mengenai alat ukur ini sendiri masih sangat terbatas, terutama mengenai konstruk kepuasan kerja dengan subjek khusus tenaga kesehatan. Penelitian ini bertujuan untuk mengadaptasi skala kepuasan kerja untuk tenaga kesehatan dari Hills, Joyce dan Humphreys (2012) ke dalam bahasa Indonesia. Proses penerjemahan berdasarkan langkah-langkah yang disarankan oleh Beaton, dkk. (2000). Alat ukur kepuasan kerja yang digunakan terbagi menjadi dua berdasarkan sumbernya, yaitu ekstrinsik dan intrinsik, dengan total 10 aitem. Peserta yang terlibat dalam penelitian ini sebanyak 287 responden. Berdasarkan hasil uji reliabilitas didapatkan koefisien alfa sebesar .811 untuk kepuasan kerja yang bersifat intrinsik dan .729 untuk kepuasan kerja yang bersifat ekstrinsik. Berdasarkan hasil uji validitas dengan teknik faktor analisis dan uji reliabilitas, dapat disimpulkan bahwa alat ukur ini cukup valid dan reliabel untuk diterapkan di Indonesia. Berdasarkan analisis tambahan yang dilakukan, ditemukan hubungan antara sumber kepuasan kerja yang bersifat intrinsik dan ekstrinsik

A FACTOR ANALYSIS ON JOB SATISFACTION AND PROBLEMS FACED BY THE PRINTING INDUSTRIES EMPLOYEES

2017 ◽  
Vol 3 (3) ◽  
pp. 562-566
Author(s):  
P Sundara Pandian ◽  
◽  
M J Senthil Kumar ◽  
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis

Organizational Learning and Multiteam Systems

2019 ◽  
pp. 602-620
Author(s):  
Leslie A. DeChurch ◽  
Gina M. Bufton ◽  
Sophie A. Kay ◽  
Chelsea V. Velez ◽  
Noshir Contractor
Keyword(s):  
Organizational Learning ◽  
Knowledge Transfer ◽  
Knowledge Creation ◽  
Learning Processes ◽  
Organizational Systems ◽  
System Perspective ◽  
Multiteam Systems ◽  
Starting Point ◽  
Emergent States ◽  
Superordinate Goal

Multiteam systems consist of two or more teams, each of which pursues subordinate team goals, while working interdependently with at least one other team toward a superordinate goal. Many teams work in these larger organizational systems, where oft-cited challenges involve learning processes within and between teams. This chapter brings a learning perspective to multiteam systems and a multiteam system perspective to organizational learning. Several classic illustrations of organizational learning—for example, the Challenger and Columbia disasters—actually point to failures in organizational learning processes within and between teams. We offer the focus on intrateam knowledge creation and retention and interteam knowledge transfer as a useful starting point for thinking about how to conceptually and operationally define learning in multiteam systems. Furthermore, we think leadership structures and multiteam emergent states are particularly valuable drivers of learning.

scholarly journals A multi-group higher-order factor analysis for studying the gender-effect in Teacher Job Satisfaction

METRON ◽  
2021 ◽  
Author(s):  
Carlo Cavicchia ◽  
Pasquale Sarnacchiaro
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Secondary School Teachers ◽  
Estimation Method ◽  
Likelihood Estimation ◽  
Higher Order ◽  
Teacher Job Satisfaction ◽  
Public Secondary School ◽  
Order Factor ◽  
Maximum Likelihood Estimation Method

AbstractTeachers’ performances also depend on whether and how they are satisfied with their job. Therefore, Teacher Job Satisfaction must be considered as the driver of teachers’ accomplishments. To plan future policies and improve the overall teaching process, it is crucial to understand which factors mostly contribute to Teacher Job Satisfaction. A Common Assessment Framework and Education questionnaire was administered to 163 Italian public secondary school teachers to collect data, and a second-order factor analysis was used to detect which factors impact on Teacher Job Satisfaction, and to what extent. This model-based approach guarantees to detect factors which respect important properties: unidimensionality and reliability. All the coefficients are estimated according to the maximum likelihood estimation method in order to make inference on the parameters and on the validity of the model. Moreover, a new multi-group test for higher-order factor analysis was proposed and implemented. Finally, we analyzed in detail whether the factors impacting Teacher Job Satisfaction are characterized by gender.

Turnover among medical clowns early in their career

2021 ◽  
Vol 30 (2) ◽  
pp. 106-116
Author(s):  
Abira Reizer ◽  
Meni Koslowsky ◽  
Rivki Antilevich-Steg
Keyword(s):  
Job Satisfaction ◽  
Individual Differences ◽  
Traumatic Experiences ◽  
Mediating Role ◽  
Humor Appreciation ◽  
Three Phase ◽  
Research Findings ◽  
Turnover Behavior ◽  
Actual Turnover

In recent years, several investigations of the medical clowning profession have appeared in the literature. However, few studies have focused on factors associated with turnover among medical clowns early in their careers. The current study examined whether individual differences in humor disposition predicted turnover behavior. Participants were 111 medical clowns in a three-phase longitudinal study. Humor disposition was measured in the first week of their training, clowns' job satisfaction two months later, and turnover six months after that. Results showed that humor appreciation decreased actual turnover through the mediating role of job satisfaction, whereas individual differences in humor creation directly decreased turnover. In addition, previous traumatic experiences moderated the associations between humor appreciation and turnover. Overall, our research findings support the notion that humor disposition can help predict which clowns remain in the hospital.

Sign in / Sign up

Export Citation Format

Share Document