The Influence of Organisational Culture and Job Satisfaction on Intentions to Leave: The Case of Clay Brick Manufacturing Company in Lesotho

2013 ◽  
Vol 29 (1) ◽  
pp. 59-75
Author(s):  
Kelebone Leisanyane ◽  
Peter P. Khaola
Keyword(s):  
Job Satisfaction ◽  
Organisational Culture ◽  
Clay Brick ◽  
Intentions To Leave ◽  
Manufacturing Company

Workplace disability and job satisfaction in Britain: A co-worker test?

2021 ◽  
pp. 0143831X2110142
Author(s):  
Getinet Astatike Haile
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Organisational Culture ◽  
Seemingly Unrelated Regression ◽  
Unrelated Regression ◽  
Significant Negative Relationship ◽  
Using Data

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

scholarly journals Predictors Employee Performance In Indonesian Manufacturing Company Using Path Anlysis

2019 ◽  
Vol 15 (2) ◽  
pp. 166-180
Author(s):  
Agustina Ekasari ◽  
Jasanta Peranginangin
Keyword(s):  
Social Sciences ◽  
Job Satisfaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Finding ◽  
Employee Performance ◽  
The Body ◽  
Body Of Knowledge ◽  
The Social ◽  
Manufacturing Company

This research aims to find path analysis that influencing emloyee performance in Indonesia manufacturing company. Design of this research is quantitative methode, There is 150 questionaires spreaded to manufacturing company. This research using multivariate anlysis with Statistical Package for the Social Sciences (SPSS). The result of this paper will described the important factors to build employee performance in manufacturing company. This study will strengtened the previous research about employee performance in manufacturing company. This research finding provides conceptual framework job satisfaction and employee performance. there are six hypotheses developed in this study, there are Four accepted hypotheses and two rejected hypotheses. This research will contributed to the body of knowledge, particularly in human resource management science.

Performance Management

2019 ◽  
pp. 69-87
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Organisational Culture ◽  
Emotion Management ◽  
Individual Group ◽  
The People ◽  
Emotional Behaviour ◽  
Management Techniques ◽  
Training Opportunities ◽  
And Training

In this chapter, the authors focus on the importance of emotion management within the organisation. While they have previously discussed some general issues related to emotion and emotional behaviour in the workplace, it is now time to reflect on how such topics should converge in performance management techniques. Leaders, and managers in general, are required to nurture the people that are part of the organisation, thus somehow recognising the outcomes, results, and accomplishments achieved by an individual, group or organisation. Favouring an organisational culture that takes into account performance as a way to enhance people's efficiency through feedback and training opportunities, managers can improve job satisfaction and limit employees' turnaround, which in turn create a positive workplace for emotion management.

Organisational culture, leadership behaviour and job satisfaction in the Vietnam context

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Quan H.N. Tran
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Linear Regression Analysis ◽  
Organisational Culture ◽  
Small Sample ◽  
Content Type ◽  
Leadership Behaviour ◽  
Working People ◽  
Research Findings ◽  
Market Cultures

Purpose The purpose of this paper is to challenge the influence of organisational culture types on leadership behaviour and job satisfaction. The theory of culture was divided into four characteristics, namely, clan, hierarchy, adhocracy and market. Design/methodology/approach A purposive questionnaire was adapted to collect surveys from 294 working people in several sector organisations in Vietnam. The questionnaire included two main parts. The first part comprising demographic questions. The second part included three constituted scales to evaluate organisational culture types, leadership behaviour and job satisfaction. Correlation and linear regression analysis were adapted to use to challenge connections among variables. Findings Hierarchy culture negatively connected to relationship-oriented leadership behaviour. Adhocracy culture positively affected job satisfaction. Clan and market cultures insignificantly predicted leadership style and job satisfaction. Research limitations/implications The research is structured in 294 working people in various Vietnamese sector organisations. This small sample is unlikely to represent the popularity of the findings. Further research should collect samples in more organisations and industries in Vietnam to improve the efficiency of the results. The research findings may support leaders and superiors to choose a proper organisational culture that will reduce employee dissatisfaction. Originality/value The research is conducive to the studies on organisational culture, especially the association between leadership behaviour and job satisfaction in Vietnamese sector organisations

scholarly journals An integrated dataset on organisational culture, job satisfaction and performance in the hospitality industry

Data in Brief ◽  
2018 ◽  
Vol 19 ◽  
pp. 317-321 ◽  
Author(s):  
Joy Dirisu ◽  
Rowland Worlu ◽  
Adewale Osibanjo ◽  
Odunayo Salau ◽  
Taiye Borishade ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Hospitality Industry ◽  
Organisational Culture ◽  
And Performance

The influence of job characteristics on IT and non-IT job professional’s turnover intentions

2015 ◽  
Vol 34 (6) ◽  
pp. 715-728 ◽  
Author(s):  
Aareni A Uruthirapathy ◽  
Gerald G. Grant
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Small Sample ◽  
Advisory Group ◽  
Shared Services ◽  
It Professionals ◽  
Job Outcomes ◽  
Content Type ◽  
Intentions To Leave

Purpose – Information technology (IT) professionals and their intentions to leave an organization have been studied by researchers; however, these studies do not compare the turnover intentions of IT professionals with non-IT professionals from the same institution. The purpose of this paper is to examine how IT and non-IT job professionals relate to motivational and social job characteristics and their impact on job satisfaction, job performance and turnover intentions. Design/methodology/approach – Data were collected from IT-shared services employees through a survey and quantitative analyses were performed. Findings – Among the motivational job characteristics, IT professionals experienced greater task significance than the non-IT job holders. With social job characteristics, IT professionals had greater outside interaction than the non-IT professionals. However, the non-IT professionals had greater intentions to leave the IT organization than the IT professionals. Additionally, the study examined the differences of the job characteristics and job outcomes among transactional, transformational, and professional advisory work groups. The professionals and advisory group differed from the other groups in terms of feedback from the job, job satisfaction, and turnover intentions. Research limitations/implications – The findings are based on a small sample. However, it highlights some unique differences in how IT and non-IT job occupants perceive job characteristics and job outcomes. Originality/value – This study compares job characteristics and job outcomes of IT and non-IT job occupations in the same IT work environment.

scholarly journals Job Satisfaction In Relation To Organisational Culture

2002 ◽  
Vol 28 (2) ◽  
Author(s):  
M. E. Sempane ◽  
H. S. Rieger ◽  
G. Roodt
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Organisational Culture ◽  
Satisfaction Questionnaire ◽  
High Coefficient ◽  
Service Organisation ◽  
Managerial Implications

The aim of this study was to establish whether a relationship existed between the variables job satisfaction and organisational culture of employees within a service organisation. The population comprised of 200 employees of which 40 were excluded from the study due to poor literacy levels. The Culture and Minnesota Job Satisfaction Questionnaires were administered to the sample of 160 employees and 121 usable responses were received. High coefficient alphas were obtained on both the Organisational Culture Questionnaire (OCQ)(0,99) and the Minnesota Job Satisfaction Questionnaire (MJSQ) (0,92). Significant differences were found between some biographical variables and responses on the OCQ. A significant relationship was found between scores of the OCQ and the MJSQ. The managerial implications of the findings were further explored in the study. Opsomming Die doel van die studie was om te bepaal of daar ‘n verband tussen die veranderlikes werksbevrediging en organisasie-kultuur van werknemers in ‘n diensonderneming bestaan. Die populasie van die studie sluit al 200 werkenemers in, waarvan 40 nie by die studie betrek is nie weens lae vlakke van geletterdheid. Die Organisasiekultuur en Werkste-vredenheidvraelyste is op die oorblywende 160 werknemers toegepas en 85 bruikbare response is ontvang. Beide die Organisasiekultuur Vraelys (OCQ) (0,99) en die verkorte weergawe van die Minesota Wersbevredigingsvraelys (MJSQ) (0,92) het hoë alfa- koëffisiënte opgelewer. Beduidende verskille is gevind tussen sommige biografiese veranderlikes en response op die OCQ. ‘n Beduidende korrelasie is ook tussen die metings van OCQ en MJSQ gevind. Die bestuursimplikasies van die bevindinge is verder in die studie ondersoek.

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