scholarly journals THE EFFECT OF ORGANISATIONAL CLIMATE ON THE AFFECTIVE COMMITMENT AND JOB SATISFACTION

2020 ◽  
Vol 8 (3) ◽  
pp. 3302-3327
Author(s):  
Süreyya ŞENER ◽  
Erdinç BALLI
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Organisational Structure ◽  
Regression Analyses ◽  
Organisational Commitment ◽  
Multilinear Regression ◽  
Significant Positive Relationship ◽  
Organisational Climate

Organisational climate is expressed as the atmosphere/mood perceived indirectly or directly by the employees of the organisation. Organisational climate may be useful on several organisational variables, especially the behaviours and attitudes of the employees within the organisation. In this study, the organisational climate's effect on affective commitment and job satisfaction was investigated. The data were collected with a survey applied to 362 employees who were working in 4 or 5-star hotel enterprises in Adana and Mersin. Consequently, it was discovered that there is a significant positive relationship between the organisational climate, affective commitment (r=0,661; p<0.001)  and job satisfaction (r=0,766; p<0.001) of the employees, and that the organisational climate affects the organisational commitment (R2=0,455) and job satisfaction (R2=0,596)  levels of the employees in a positive way. Moreover, as a result of the multilinear regression analyses, the dimensions of organisational structure, rewarding, work environment and support, which are among the sub-dimensions of the organisational climate, were seen to play a role in the affective commitment and job satisfaction of the employees.                 

scholarly journals Relationship between Job Satisfaction, Pay, Affective Commitment and Turnover Intention among Registered Nurses in Nigeria

2022 ◽  
Vol 14 (2) ◽  
pp. 37
Author(s):  
Benjamin Akinyemi ◽  
Babu George ◽  
Alice Ogundele
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Public Hospitals ◽  
Health Human Resource ◽  
Significant Positive Relationship ◽  
Ondo State

This study aims to examine the relationship between job satisfaction, pay, affective commitment, and turnover intentions of public hospitals-based Registered Nurses in Ondo State, Nigeria. Using the quantitative, cross-sectional survey design, data from 220 Registered Nurses were analysed. Results indicate that pay and job satisfaction have significant positive relationship with nurses&rsquo; affective commitment; pay has significant positive relationship with their job satisfaction but pay, job satisfaction and affective commitment have negative relationship with turnover intentions. Job satisfaction is of critical importance in gaining nurses&rsquo; affective commitment and enhancing retention. Pay is often considered as a hygiene factor in theories of motivation &ndash; meaning, even though pay decreases might cause dissatisfaction, pay increases would not increase satisfaction. This does not appear to be the case in Nigeria. These findings have implications for health human resource management in general and the management of nursing staff in the public hospitals of Ondo State, Nigeria in particular.

scholarly journals A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

2014 ◽  
Vol 4 (3) ◽  
pp. 19 ◽  
Author(s):  
Atif Rafique ◽  
Muhammad Sadam Bin Tayyab ◽  
Muhammad Kamran ◽  
Nawab M. Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Transfer ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Training Effectiveness ◽  
Significant Positive Relationship ◽  
The Public ◽  
Level Of Significance

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment. 

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

scholarly journals Relationships Between Flow, Mental Toughness, and Subjective Performance Perception in Various Triathletes

2018 ◽  
Vol 126 (2) ◽  
pp. 241-252 ◽  
Author(s):  
Jenny Meggs ◽  
Mark A. Chen ◽  
Stefan Koehn
Keyword(s):  
Positive Relationship ◽  
Mental Toughness ◽  
Performance Ratings ◽  
Emotional Control ◽  
Regression Analyses ◽  
Significant Positive Relationship ◽  
High Performing ◽  
Perceived Performance ◽  
Dispositional Flow ◽  
The Relationship

This study examined the relationship between mental toughness (MT), subjectively perceived performance, and dispositional flow in a sample of 114 high-performing ironmen and standard distance triathletes ( Mage = 28.81 years, SD = 3.45) recruited from triathlon clubs. Participants completed the Mental Toughness Questionnaire, Dispositional Flow Scale, and self-rated subjectively perceived performance. Pearson’s correlations between these measures revealed a significant, positive relationship between global MT and subjective performance ratings ( r = .62, p < .01) and between global MT and all Dispositional Flow subscales ( r = .67–.81, p < .05). Linear regression analyses found that MT subscales accounted for 64% of the variance in dispositional flow. Subjective performance ratings did not add significantly to the regression model. Overall, these findings suggest that MT may contribute positively to ironman competitors’ and triathletes’ exertion of the cognitive and emotional control necessary to experience flow and perform better. We discuss these results in the context of ironman and triathlon competitions.

High Neighborhood Walkability Mitigates Declines in Middle-to-Older Aged Adults’ Walking for Transport

2012 ◽  
Vol 9 (7) ◽  
pp. 1004-1008 ◽  
Author(s):  
Hiroko Shimura ◽  
Takemi Sugiyama ◽  
Elisabeth Winkler ◽  
Neville Owen
Keyword(s):  
Linear Regression ◽  
Positive Relationship ◽  
Baseline Survey ◽  
Regression Analyses ◽  
Cross Sectional ◽  
Significant Positive Relationship ◽  
Neighborhood Walkability ◽  
Cross Sectional Studies ◽  
Multilevel Linear Regression

Background:Neighborhood walkability shows significant positive relationship with residents’ walking for transport in cross-sectional studies. We examined prospective relationships of neighborhood walkability with the change in walking behaviors over 4 years among middle-to-older aged adults (50–65 years) residing in Adelaide, Australia.Methods:A baseline survey was conducted during 2003–2004, and a follow-up survey during 2007–2008. Walking for transport and walking for recreation were assessed at both times among 504 adults aged 50–65 years living in objectively determined high- and low-walkable neighborhoods. Multilevel linear regression analyses examined the associations of neighborhood walkability with changes over 4 years in walking for transport and walking for recreation.Results:On average, participants decreased their time spent in walking for transport (–4.1 min/day) and for recreation (–3.7 min/day) between the baseline and 4-year follow-up. However, those living in high-walkable neighborhoods showed significantly smaller reduction (adjusted mean change: –1.1 min/day) in their time spent in walking for transport than did those living in low-walkable neighborhoods (–6.7 min/day). No such statistically-significant differences were found with the changes in walking for recreation.Conclusions:High-walkable neighborhoods may help middle-to-older aged adults to maintain their walking for transport.

scholarly journals The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Monia L. Castro ◽  
Nico Martins
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
South African ◽  
Factor Model ◽  
Strong Positive Correlation ◽  
Line Managers ◽  
Convenience Sample ◽  
Organisational Climate ◽  
Exploratory Factor Analyses ◽  
The Relationship

Orientation: Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees’ understanding of the work environment and their level of job satisfaction.Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction.Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today.Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model.Main findings: The revised 12-factor model (after the confirmatory factor analysis) fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions) for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01) between organisational climate and the dependent variable of job satisfaction.Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour.Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.

Job Satisfaction in Rehabilitation Case Managers: The Role of Organisational Commitment and Climate, Occupational Self Efficacy, and Perceived Competencies

2000 ◽  
Vol 6 (2) ◽  
pp. 67-77 ◽  
Author(s):  
Cathie Collinson ◽  
Ross Flett ◽  
Jocelyn Handy ◽  
Judy Brook ◽  
Fiona Alpass
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Case Managers ◽  
Rehabilitation Service ◽  
Organisational Commitment ◽  
Rehabilitation Professionals ◽  
Organisational Climate ◽  
Antecedents And Consequences ◽  
Intrinsic Job Satisfaction

We examined relations between organisational perceptions (organisational commitment, organisational climate), personal evaluations (occupational self efficacy, skills/competencies) and subsequent job satisfaction (extrinsic and intrinsic) among a group of 101 New Zealand rehabilitation case managers. Analyses indicated that organisational commitment, organisational climate and perceived skills/competencies made a significant contribution to the prediction of extrinsic job satisfaction while organisational climate alone was a significant predictor of intrinsic job satisfaction. Despite a number of limitations, the findings have implications for the understanding of die occupational dynamics of rehabilitation service provision and illustrate the importance of a continued research focus on the antecedents and consequences of job satisfaction in rehabilitation professionals.

scholarly journals Do Attitudes towards Work or Work Motivation Affect Productivity Loss among Academic Employees?

2022 ◽  
Vol 19 (2) ◽  
pp. 934
Author(s):  
Malin Lohela-Karlsson ◽  
Irene Jensen ◽  
Christina Björklund
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Motivation ◽  
Productivity Loss ◽  
Job Attitudes ◽  
Cross Sectional Study ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Health Related ◽  
High Work

Work motivation and job attitudes are important for productivity levels among academic employees. In situations where employees perceive problems, for example, health-related and work environment-related problems, the ability to perform at work could be affected, which may result in fewer publications, reduced quality and less research funding. Few studies, however, have paid attention to productivity loss among academic employees in order to understand how, or if, the perceived loss is affected by the reported problems, either alone or in combination with work motivation and job attitudes. To evaluate whether attitudes towards work—measured as job satisfaction, organisational commitment and work motivation—are associated with productivity loss in the workplace, a cross-sectional study was conducted. This type of design is required as performance is highly variable and is affected by changes in health and work status. This study includes employees who reported either health-related problems, work environment problems or a combination of both (n = 1475). Linear regression analyses were used to answer the hypotheses. Higher levels of motivation, job satisfaction and organisational commitment were associated with lower levels of productivity loss among employees who experienced either health-related or work environment problems. High work motivation and high commitment were significantly associated with lower levels of productivity loss among employees who experienced a combination of problems. In summary, productivity loss among academic employees is not only affected by health-related problems or problems in the work environment but also by work motivation, job satisfaction and organisational commitment; i.e., these factors seem to buffer, or moderate, the reduction in performance levels for this group of employees.

scholarly journals Psychological Well-being and its Relationship with the Academic Achievement of Lithuanian Students

2019 ◽  
Vol 42 (2) ◽  
pp. 44-50
Author(s):  
Violeta Rapuano
Keyword(s):  
Academic Achievement ◽  
Questionnaire Survey ◽  
Quantitative Method ◽  
Positive Relationship ◽  
Well Being ◽  
Regression Analyses ◽  
Psychological Well Being ◽  
Significant Positive Relationship ◽  
Environmental Mastery

The present article aims to analyze the role of psychological well-being when predicting Lithuanian students’ academic achievement. The study was conducted using the quantitative method of questionnaire survey. Data of the survey were analyzed using correlation and multiple regression analyses. It was found that psychological well-being and all its dimensions had a significant positive relationship with academic achievement. Furthermore, such dimensions of psychological well-being as environmental mastery and self-acceptance were found to be significant predictors of students’ academic achievement.

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