scholarly journals Investigation of job satisfaction and organizational commitment level of football coachesFutbol antrenörlerinin iş doyumlarinin ve örgütsel bağliliklarinin incelenmesi

2018 ◽  
Vol 15 (2) ◽  
pp. 952 ◽  
Author(s):  
Onur Mutlu Yaşar ◽  
Hakan Sunay
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Personal Information ◽  
English Summary ◽  
Satisfaction Survey ◽  
Cronbach Alpha ◽  
Football Coaches ◽  
Job Satisfaction Survey ◽  
Education Status ◽  
Commitment Level

The purpose of this study is to determine the organizational commitment and job satisfaction of youth team football coaches.The sample of the study is consisted of 212 youth team coaches who work in Central Anatolian region. Coaches were selected by purpose sampling method. During the study, basic personal information form was utilized. In addition to this, the job satisfaction survey which was developed by Spector (1985) and the organizational commitment survey which was developed by Porter et al. (1974) was used. The Cronbach Alpha value of job satisfaction survey was calculated .80 and Cronbach Alpha value of organizational commitment survey was calculated .72 after data’s were analyzed. The data’s, normal distribution for the data were analyzed with non-parametric tests. Standard deviation, minimum and maximum values, percentage, of the data which obtained from the survey was analyzed by using, Kruskal-Wallis and Mann-Whitney U tests in SPSS 21.0 statistic program. Also the relationship between job satisfaction and organizational commitment of coaches were tried to determine by using Spearman Test.Job satisfaction and organizational commitment levels of the coaches who participated in this study was found average. The lowest levels of job satisfaction factor structures were found Pay and Promotion. In spite of this the highest levels of job satisfaction factor structures were found Nature of Work and Coworkers. Besides, it was found out that there was a positive relationship between the job satisfaction levels and organizational commitment degrees of the coaches. When coaches are compared by their education status, it was seen that, higher educated coaches’ job satisfaction levels were detected lower. Moreover, when coaches are compared by their football club types, it was found that, professional club coaches, job satisfaction and organizational commitment levels were reached higher than amateur club coaches. Extended English summary is in the end of Full Text PDF (TURKISH) file.  ÖzetBu çalışmanın amacını, futbol altyapı antrenörlerinin iş doyum düzeylerinin ve örgütsel bağlılıklarının incelenmesi, oluşturmaktadır. Araştırma örneklemini, İç Anadolu Bölgesi’nde bulunan futbol kulüplerinin altyapılarında görev yapan, amaçlı örnekleme yöntemi ile seçilmiş 212 antrenör oluşturmaktadır. Çalışmada veri toplama aracı olarak kişisel bilgi formu ile 1985 yılında Spector tarafından geliştirilmiş, Yelboğa (2009) tarafından Türkçeye uyarlanan 9 alt boyuttan oluşan İş Doyum Ölçeği ve Porter ve ark.  (1974) tarafından geliştirilen, Türkçeye uyarlaması ise 2009 yılında Buluç (2009) tarafından yapılan örgütsel bağlılık ölçeği kullanılmıştır. Kullanılan iş doyum ölçeğinin Cronbach Alpha değeri .80 olarak hesaplanmıştır. Örgütsel bağlılık ölçeğinin Cronbach Alpha değeri ise .72 olarak hesaplanmıştır. Çalışmada verilerin normal dağılım gösterip göstermediği Kolmogrov-Simirnov testi ile analiz edilmiştir. Her iki ölçeğin verilerinin de normal dağılım göstermediği tespit edilmiş ve parametrik olmayan testler kullanılmıştır. Araştırmadan elde edilen verilerin ortalama, standart sapma, minimum, maksimum değerler ile yüzdelik sayılar, Kruskal-Wallis ve Mann-Whitney U testi kullanılarak değerlendirilmiştir. Ayrıca altyapı antrenörlerinin iş doyum düzeylerin ve örgütsel bağlılık seviyeleri arasında herhangi bir ilişki olup olmadığını belirlemek amacıyla Spearman Sıra Farkları Korelasyon Katsayısı testi uygulanmıştır.Araştırmaya katılan altyapı antrenörlerinin iş doyum düzeyleri ve örgütsel bağlılık seviyeleri orta düzeyde olduğu tespit edilmiştir. Antrenörlerin iş doyum düzeylerinde en düşük değerde tespit edilen alt boyutlar Ödeme ve Prim iken en yüksek değerde tespit edilen alt boyutları ise İşin Doğası ve İş Arkadaşlarıdır. Ayrıca antrenörlerin iş doyum düzeyleri ve örgütsel bağlılık seviyeleri arasında pozitif yönde anlamlı bir ilişki tespit edilmiştir. Antrenörler, eğitim durumu değişkeni açısından değerlendirildiğinde, eğitim seviyesi daha yüksek olan antrenörlerin, iş doyum düzeyleri ve örgütsel bağlılık seviyelerinin daha düşük olduğu tespit edilmiştir. Antrenörler, görev yaptıkları kulüp yapısı değişkeni açısından değerlendirildiğinde ise profesyonel gurubun iş doyum düzeyleri ve örgütsel bağlılık seviyelerinin amatör gruba göre daha yüksek çıktığı tespit edilmiştir.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

Reliability and Validity Estimation of Urdu Version of Organizational Commitment Questionnaire-Revised

2019 ◽  
Vol 34 (2) ◽  
pp. 255-276
Author(s):  
Qasir Abbas ◽  
Sarwat Jahan Khanam ◽  
Riaz Ahmad
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Psychometric Properties ◽  
Self Esteem ◽  
Phase Iii ◽  
Satisfaction Survey ◽  
Trait Emotional Intelligence ◽  
Job Satisfaction Survey ◽  
Trait Emotional Intelligence Questionnaire

Present study aimed to establish the psychometric properties of Urdu Translation of Organizational Commitment Questionnaire-Revised Version (OCQ-R; Meyer, Allen, & Smith, 1993). This process completed in three phases. Phase-I comprised of forward backward translations and then its linguistic equivalence was estimated with English version of OCQ-R on a group of bilingual respondents (N = 45). In Phase-II, reliability estimation of OCQRV including alpha coefficient index, split half, exploratory and confirmatory factor analysis was calculated on a sample of 360 respondents (165 men, 195 women) with age range between 25-40 years. Further, OCQ-R test re-test reliability was checked with one-week interval over 42 respondents. All indexes were calculated were found to be significant. In Phase III, OCQ-R validity estimation was established over sample of 310 participants using Urdu version of Job Satisfaction Survey (Spector, 1985), Rosenberg Self-Esteem Scale (Rosenberg, 1965) and Trait Emotional Intelligence Questionnaire-Short Form (Petrides & Furnhm, 2006) along with OCQ-R. Findings showed that Urdu version of OCQ-R demonstrated significant positive correlation with Urdu version of Job Satisfaction Survey, Rosenberg Self Esteem Scale and Trait Emotional Intelligence Questionnaire. It was concluded that Urdu version of OCQ-R showed sound psychometric properties and emerged as a culturally valid, reliable, and acceptable tool.

scholarly journals Μετασχηματιστική ηγεσία, επαγγελματική ικανοποίηση και οργανωσιακή αφοσίωση

2019 ◽  
Author(s):  
Παρασκευή-Ιωάννα Λουκέρη
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Σκοπός της παρούσας έρευνας είναι η διερεύνηση της επαγγελματικής ικανοποίησης και της οργανωσιακής αφοσίωσης των Διευθυντών σχολικών μονάδων Πρωτοβάθμιας Εκπαίδευσης σε συσχέτιση με το μετασχηματιστικό στυλ ηγεσίας που οι ίδιοι υιοθετούν. Στην έρευνα συμμετείχαν 285 Διευθυντές σχολικών μονάδων Πρωτοβάθμιας Εκπαίδευσης από τις εκπαιδευτικές περιφέρειες της Ελλάδας. Οι συμμετέχοντες κλήθηκαν να συμπληρώσουν φόρμα ηλεκτρονικού ερωτηματολογίου, το οποίο συνίσταται από 4 μέρη. Το πρώτο μέρος εμπεριέχει ερωτήσεις δημογραφικού ενδιαφέροντος, όπως η ηλικία, το φύλο, οι σπουδές, η εκπαιδευτική περιφέρεια που υπηρετεί ο κάθε Διευθυντής, τα χρόνια εκπαιδευτικής προϋπηρεσίας και τα χρόνια προϋπηρεσίας ως Διευθυντής σχολικής μονάδας. Το δεύτερο μέρος του ερωτηματολογίου εστιάζεται σε ερωτήσεις που διερευνούν την επαγγελματική ικανοποίηση, αξιοποιώντας το εργαλείο Job Satisfaction Survey του Spector (1985). Το τρίτο μέρος του ερωτηματολογίου διερευνά την οργανωσιακή αφοσίωση με την αξιοποίηση ερωτήσεων από το εργαλείο Organizational Commitment Questionnaire (OCQ) των Mowday, Steers & Porter (1979). Τέλος, το τέταρτο μέρος του ερωτηματολογίου εμπεριέχει ερωτήσεις που εστιάζονται στη διερεύνηση του είδους της ηγεσίας, σύμφωνα με το ερωτηματολόγιο. The nature of leadershipτων Leithwood, Jantzi & Steinbach (1999). Τα αποτελέσματα της έρευνας έδειξαν ότι υπάρχει χαμηλό επίπεδο επαγγελματικής ικανοποίησης των Διευθυντών των σχολικών μονάδων της Πρωτοβάθμιας Εκπαίδευσης αναφορικά με το επίπεδο του μισθού τους, τις προοπτικές επαγγελματικής εξέλιξης στον εκπαιδευτικό κλάδο και τον φόρτο εργασίας. Αντίθετα, φάνηκε ότι το δείγμα είναι ικανοποιημένο σε σχέση με το αντικείμενο της εργασίας του καθώς και με ότι αφορά τη συνεργασία και την επικοινωνία με τους συναδέλφους του. Παράλληλα, προέκυψε μέτριο έως υψηλό επίπεδο της οργανωσιακής αφοσίωσης των Διευθυντών των σχολικών μονάδων, οι οποίοι υιοθετούν πρακτικές που ανήκουν στο μετασχηματιστικό είδος σχολικής ηγεσίας. Επιπλέον, βρέθηκαν σημαντικές στατιστικές διαφορές μεταξύ Διευθυντών που υπηρετούν σε αυτή τη θέση λιγότερο από 10 χρόνια και σε αυτούς που υπηρετούν ως Διευθυντές περισσότερο από 10 έτη αναφορικά και με τις τρεις υπό διερεύνηση μεταβλητές. Ειδικότερα, βρέθηκε ότι οι πιο έμπειροι Διευθυντές τείνουν να υιοθετούν σε μεγαλύτερο βαθμό πρακτικές που εντάσσονται στο μετασχηματιστικό είδος ηγεσίας, συγκριτικά με τους λιγότερο έμπειρους. Επίσης, οι ίδιοι παρουσιάζουν υψηλότερο επίπεδο επαγγελματικής ικανοποίησης - με εξαίρεση τις προοπτικές επαγγελματικής εξέλιξης - και οργανωσιακής αφοσίωσης. Τα συμπεράσματα της έρευνας αναδεικνύουν ότι η επαγγελματική ικανοποίηση και η οργανωσιακή αφοσίωση συσχετίζονται με παραμέτρους του μετασχηματιστικού στυλ ηγεσίας και ειδικότερα με αυτές που αναφέρονται στην αξιοποίηση και ανάπτυξη του ανθρώπινου δυναμικού και την ανάπτυξη τη ςεκπαιδευτικής στοχοθεσίας και των εκπαιδευτικών προτεραιοτήτων του σχολικού οργανισμού.

PROFESINĖS VEIKLOS VIDINĖS MOTYVACIJOS IR PASITENKINIMO DARBU CHARAKTERISTIKŲ TYRIMAS

2014 ◽  
Vol 20 (4) ◽  
pp. 292-298
Author(s):  
Violeta Ožeraitienė ◽  
Virginija Gaigalaitė ◽  
Julija Arnatkevič
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Reikšminiai žodžiai: vidinė motyvacija, pasitenkinimas darbu, slaugytojai, profesinė veikla. Darbo tikslas: ištirti, kaip vidiniai motyvaciniai veiksniai susiję su slaugytojų pasitenkinimą darbu lemiančiais veiksniais. Tyrimo medžiaga ir metodai. Tyrimo imtį sudarė 186 slaugytojos, dirbančios ligoninės chirurginiuose (94 respondentės) ir terapiniuose skyriuose (92 respondentės). Slaugytojų amžius svyravo nuo 23 iki 61 metų (vidurkis 42,4 ± 8,9 metų). Aukštąjį universitetinį išsilavinimą turėjo 40, neuniversitetinį aukštąjį – 60 slaugytojų, likusios – įgijusios aukštesnįjį išsilavinimą. Tyrimui naudota anketinė anoniminė apklausa, surinkti demografiniai, socialiniai slaugytojų duomenys. Pasitenkinimas darbu tirtas naudojant P. E. Spector pasitenkinimo darbu klausimyną („The Job Satisfaction Survey“, 1997), o profesinės veiklos vidiniai motyvai tirti naudojant Profesinės veiklos motyvacijos klausimyną. Rezultatai. Bendras pasitenkinimo darbu rodiklis parodė, kad slaugos darbuotojų pasitenkinimas darbu yra vidutinis (gauta balų suma 123,69, o skalės vidurkis – 126 balai). Slaugytojos yra labiau patenkintos geru vadovavimu, bendradarbiais, darbo pobūdžiu ir komunikacija, mažiau – atlyginimu, karjeros galimybėmis, papildomomis lengvatomis, galimais apdovanojimais ir darbo sąlygomis. Svarbiausias profesinės veiklos vidinis motyvas – asmenybės įsitvirtinimas darbe. Išvados. Slaugytojų bendras pasitenkinimas darbu yra vidutinis. Esant didesniam slaugytojų amžiui, darbo stažui ir krūviui, pasitenkinimas darbu siejamas su geresniu atlyginimu, papildomomis lengvatomis, o jaunesnio amžiaus slaugytojų – su karjeros galimybėmis, santykiais su bendradarbiais. Svarbiausias profesinės veiklos vidinis motyvas yra įsitvirtinti kolektyve, kuris ypač stiprus aukštesnįjį ir aukštąjį neuniversitetinį išsilavinimą turinčioms bei dirbančioms chirurgijos skyriuose slaugytojoms. Profesinio meistriškumo motyvai svarbesni aukštąjį universitetinį išsilavinimą turinčioms slaugytojoms. Kuo stipresnis asmenybės įsitvirtinimas darbo kolektyve, tuo didesnis pasitenkinimas darbu ir jo pobūdžiu. Silpnesnė asmeninio įnašo ir profesinio meistriškumo vidinė motyvacija didino pasitenkinimą bendradarbiais, lengvatomis ir apdovanojimais.

Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

2016 ◽  
Vol 8 (01) ◽  
Author(s):  
José G. Vargas- Hernández ◽  
Ángel Daniel Rodríguez Ortega
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Situational Leadership ◽  
High Rate ◽  
Satisfaction Survey ◽  
Organizational Intervention ◽  
Job Satisfaction Survey ◽  
Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

scholarly journals Persepsi Dukungan Organisasi Sebagai Mediator Antara Keadilan Organisasi Dan Kepuasan Kerja Karyawan Di PT ABC

2019 ◽  
Vol 5 (2) ◽  
pp. 95-104
Author(s):  
Meity Fransiska Simatupang ◽  
Alice Salendu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Penelitian ini bertujuan untuk mengetahui peran persepsi dukungan organisasi sebagai mediator pada hubungan antara keadilan organisasi dan kepuasan kerja pada karyawan di PT ABC sebagai salah satu perusahaan penyedia jasa pelayanan solusi telekomunikasi khususnya bagi vendor operator seluler. Penelitian ini dilakukan kepada 95 karyawan PT ABC sebagai partisipan penelitian melalui pemberian kuesioner. Keadilan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice questionnaire Colquitt (2001) dengan jumlah 20 item (α=0,891). Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari survey perceived organizational support Eisenberger dkk (1986) dengan jumlah 36 item (α=0,893). Kepuasan kerja diukur menggunakan alat ukur yang diadaptasi dari job satisfaction survey dari Spector (1997) dengan jumlah 36 item (α=0,858). Penelitian ini menggunakan disain penelitian kuantitatif dengan menggunakan analisis teknik regresi Hayes pada program PROCESS SPSS versi 24. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berperan sebagai mediator antara keadilan organisasi dan kepuasan kerja dengan efek mediasi parsial dengan efek mediasi parsial dengan nilai BootLLCI 0,194 dan BootULCI 0,4406. Organisasi perlu memberikan perlakuan adil bagi karyawannya dan diharapkan muncul persepsi dukungan organisasi pada karyawan secara optimal sehingga meningkatkan kepuasan kerja karyawan yang dapat mempengaruhi kinerja organisasi meningkat.

scholarly journals Faktor Motivasi Teori Dua Faktor Herzberg dan Tahap Motivasi Guru Pendidikan Islam.

Sains Insani ◽  
2020 ◽  
Vol 5 (2) ◽  
pp. 65-74
Author(s):  
Alia Yashak ◽  
Mohamad Syafiq Ya Shak ◽  
Mohd Haniff Mohd Tahir ◽  
Dianna Suzieanna Mohamad Shah ◽  
Mohd Faisal Mohamed
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Kajian ini bertujuan untuk mengenal pasti tahap motivasi dan faktor intrinsik yang mempengaruhi motivasi Guru Pendidikan Islam sekolah menengah. Menggunakan dimensi-dimensi faktor ‘Motivasi’ daripada Teori Dua Faktor Herzberg (Herzberg, 1959) seperti ‘Kerja itu sendiri’, ‘Pengiktirafan’, dan ‘Peluang memajukan diri’, kajian ini merupakan kajian kuantitatif yang menggunakan reka bentuk tinjauan melibatkan 173 responden. Instrumen kajian yang digunakan adalah soal selidik yang diubahsuai daripada The Teacher’s Motivation and Job Satisfaction Survey (Mertler, 2001). Dapatan kajian menunjukkan tahap motivasi guru Pendidikan Islam sekolah menengah berada pada tahap tinggi (min = 4.40). Analisis menunjukkan skor faktor ‘Motivasi’ berada pada tahap yang tinggi dan dimensi dominan ialah kerja itu sendiri, peluang memajukan diri, dan pengiktirafan. Terdapat hubungan yang sederhana antara tahap motivasi guru Pendidikan Islam sekolah menengah dengan faktor ‘Motivasi’ (r = 0.541). Analisis lanjut mendapati bahawa ‘Kerja itu sendiri’, ‘Pengiktirafan’, dan ‘Peluang memajukan diri’ mempengaruhi secara signifikan terhadap tahap motivasi guru Pendidikan Islam sekolah menengah. Kajian ini dilihat memberi implikasi kepada Kementerian Pendidikan Malaysia khususnya bahagian latihan, sistem pengurusan sekolah, pemimpin sekolah dan guru khususnya guru Pendidikan Islam dalam meningkatkan tahap motivasi dan profesionalisme guru Pendidikan Islam.

Nursing2007® job satisfaction survey

Nursing ◽  
2007 ◽  
Vol 37 (4) ◽  
pp. 31-32
Author(s):  
SEAN P. CLARKE ◽  
CHERYL L. MEE
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

scholarly journals The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China

2016 ◽  
Vol 6 (4) ◽  
pp. 1 ◽  
Author(s):  
Choi Sang Long ◽  
Zhao Lingyun ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Wan Khairuzzaman Wan Ismail
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Sexual Harassment ◽  
Descriptive Analysis ◽  
Negative Relationship ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey ◽  
Measurement Tools ◽  
Female Employees ◽  
The Relationship

The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

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