Assessment of Effect of Leadership Behaviour Perceptions and Organizational Commitment of Hospital Employees on Job Satisfaction with Structural Equation Modelling

2014 ◽  
Vol 16 (2) ◽  
pp. 161-182 ◽  
Author(s):  
İsmet Şahin ◽  
Cagdas Erkan Akyürek ◽  
Şenol Yavuz
1995 ◽  
Vol 21 (1) ◽  
Author(s):  
C. Boshoff ◽  
G. Mels

Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization). This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as organisatoriese toewyding (organizational commitment). Die studie stel empirics ondersoek in na die verband tussen organisatoriese toewyding en arbeidsomset en afwesigheid. 'n Poging is ook aangewend om te bepaal tot watter mate bestuursoptrede organisatoriese toewyding kan be-invloed. Stmkturele modeUering (structural equation modelling) is gebruik om vas te stel of rolstres en werkstevredenheid tussenveranderlikes (intervening variables) is in die verwantskap tussen bestuursoptrede en organisatoriese toewyding. Die empiriese resultate dui daarop dat intrinsieke werkstevredenheid 'n sterk positiewe invloed op organisatoriese toewyding uitoefen, terwyl rolkonflik 'n negatiewe invloed het. 'n Bestuurstyl wat werknemers deelname gee in besluitneming in die organisasie, kan rolkonflik onder werknemers verminder, terwyl dit terselfdertyd werkstevredenheid verhoog.


The public sector in UAE is the focus of this paper. Applying the concept of job satisfaction to examine its effect on employees’ affective organizational commitment. The data was collected from 452 officers from 7 sectors in the ministry of interior in UAE and analysed using structural equation modelling via SmartPLS 3.0. The result showed that job satisfaction has a positive impact on affective organizational commitment. The proposed model explained 11.4% of the variance in employees’ affective organizational commitment.


2021 ◽  
Vol 6 (03) ◽  
pp. 123-132
Author(s):  
Roby Sambung ◽  
Ricky Kristiawan ◽  
Olivia Winda Ony Panjaitan

This study aims to determine whether job satisfaction mediates the relationship between transformational leadership and the organizational commitment of civil servants. A structural equation modelling approach was used to test the collected data with a sample of 51 respondents. The results show that job satisfaction can mediate the relationship between transformational leadership and organizational commitment.


2021 ◽  
Vol 13 (19) ◽  
pp. 10834
Author(s):  
Tri Basuki Joewono ◽  
Muhamad Rizki ◽  
Jeanly Syahputri

With various benefits being offered by ride-sourcing companies, Indonesian cities have experienced a substantial increase in the number of ride-sourcing drivers in the past five years. However, with tense working conditions, there is a question as to how drivers perceive their work satisfaction and how this satisfaction influences their productivity. This study aims to investigate the factors that influence ride-sourcing drivers’ job satisfaction and productivity. For this purpose, a questionnaire was distributed to ride-sourcing drivers in 2019 and analysed using hierarchical structural equation modelling (SEM). Wage competitiveness and financial safety are found to be appreciated the most by ride-sourcing drivers, while undertaking multiple jobs tends to be associated with low satisfaction. Satisfaction is also found to positively influence trip productivity. Drivers who perceive themselves as being exposed to health and safety risks tend to have lower satisfaction.


2020 ◽  
Vol 49 (7) ◽  
pp. 1435-1449
Author(s):  
Genuine Narzary ◽  
Sasmita Palo

PurposeThe present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.Design/methodology/approachThe study was conducted using standardised questionnaires. Responses were gathered from 178 auxiliary nurse and midwives working in primary health care centres in Chirang and Kokrajhar districts of Assam. Census method of data collection was adopted. The mediating–moderating effect of job satisfaction was assessed using the structural equation modelling.FindingsStructural equation modelling result shows that structural empowerment has significant and positive effect on job satisfaction (0.68) and organisational citizenship behaviour (0.37). Job satisfaction has significant and positive effect on organisational citizenship behaviour (0.39). Job satisfaction significantly mediates-moderates (0.23) between structural empowerment and organisational citizenship behaviour.Research limitations/implicationsGiven the only female auxiliary nurse and midwives and comparatively small sample obtained in this study, no attempt should be made to generalise these findings to other nurses or organisations. All data were obtained through a self-report survey, presenting a possibility for common method bias.Practical implicationsPromoting structural empowerment may help medical officer (supervisor) to increase auxiliary nurse and midwives’ level of job satisfaction and promote organisational citizenship behaviour.Originality/valueThis is the first study conducted on the mediating–moderating effect of job satisfaction on the relationship between structural empowerment and organisational citizenship behaviour among auxiliary nurse and midwives workings in rural and semi-urban areas in Assam (India).


2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Swati Mishra ◽  
S. M. Khan ◽  
P. C. Mishra

In this article, a search for antecedents latent variables of organizational commitment from organizational health, occupational role stress, and social support for Indian Nationalized Bank Managers was made. Structural Equation Modelling (SEM) was used to assess the fit of the model that identified autonomy, cohesiveness, goal focus, role overload, and responsibility for the person as statistically significant antecedents of organizational commitment. Our models provided a good fit. Direct and indirect effects of exogenous variables on endogenous variables estimated and resultant percent of variance accounted into organizational commitment reported.


2019 ◽  
Vol 21 (3) ◽  
pp. 223
Author(s):  
Rahmat Kurnia ◽  
Arief Teguh Nugroho

The research aims to determine and analyze the influence of leadership and motivation on organizational commitment and its impact on employee discipline. The study was conducted by distributing questionnaires to 150 respondents. Research data were analyzed using structural equation modeling. The research produced findings that leadership and motivation had a significant effect on the positive direction of organizational commitment and had an impact on employee disciplineKeywords: Leadership, Motivation, Organizational Commitment, Discipline  ABSTRAKPenelitian bertujuan untuk mengetahui dan menganalisis pengaruh kepemimpinan dan motivasi terhadap komitmen organisasional karyawan serta dampaknya pada kedisiplinan karyawan. Penelitian dilakukan dengan menyebar kuesioner kepada 150 responden. Data hasil penelitian dianalisis menggunakan structural equation modelling. Penelitian menghasilkan temuan bahwa kepemimpinan dan motivasi berpengaruh signifikan dengan arah yang positif terhadap komitmen organisasional dan berdampak pada kedisiplinan karyawanKata kunci:  Kepemimpinan, Motivasi, Komitmen Organisasional, Kedisiplinan.


BISMA ◽  
2018 ◽  
Vol 12 (1) ◽  
pp. 119
Author(s):  
Ninit Dyah Pramarta Siwi ◽  
Alwan Sri Kustono ◽  
Novi Puspitasari

Abstract: The objective of this research is to examine the influence of budget participation on performance, organizational commitment, organizational culture, and motivation; the influence of organizational commitment and organizational culture on performance; the influence of organizational culture on organizational commitment; and the influence of organizational culture on motivation of the government officers of Bondowoso Regency. The research sample consists of 180 government officers, including the structural officers and executive staff of the Local Government Work Unit of Bondowoso Regency. Data were analyzed using Structural Equation Modelling (SEM). Results show that budget participation has a positive and significant influence on performance, organizational commitment, organizational culture, and motivation; organizational commitment has a positive and significant influence on performance; organizational culture has a positive and significant influence on performance; motivation has a positive and significant influence on performance; and organizational culture has a positive and significant influence on organizational commitment. Keywords:  Budget Participation, Performance, Organizational Commitment, Organizational Culture, Motivation.


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