scholarly journals Relational Model of Organizational Politics Perception, Job Satisfaction, Job Stress, and Organizational Commitment in Hospital Nursing Staff

2017 ◽  
pp. 084-093
Author(s):  
JY Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Nursing Staff ◽  
Organizational Politics ◽  
Relational Model ◽  
Hospital Nursing

Job Involvement, Job Stress, Job Satisfaction, and Organizational Commitment and the Burnout of Correctional Staff

2009 ◽  
Vol 37 (2) ◽  
pp. 239-255 ◽  
Author(s):  
Marie L. Griffin ◽  
Nancy L. Hogan ◽  
Eric G. Lambert ◽  
Kasey A. Tucker-Gail ◽  
David N. Baker
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Positive Association ◽  
Job Involvement ◽  
Job Burnout ◽  
Three Dimensions ◽  
Correctional Staff ◽  
Personnel Shortages

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.

scholarly journals Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402093698
Author(s):  
Tariq Iqbal Khan ◽  
Rudsada Kaewsaeng-on ◽  
Mubashar Hassan Zia ◽  
Sheraz Ahmed ◽  
Abdul Zahid Khan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Interactive Effects ◽  
Job Outcomes ◽  
Cross Sectional ◽  
Older Employees ◽  
Analysis Technique

Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.

The impact of customer participation: the employee’s perspective

2015 ◽  
Vol 30 (5) ◽  
pp. 486-497 ◽  
Author(s):  
Chih-Cheng Volvic Chen ◽  
Chih-Jou Chen ◽  
Ming-Ji James Lin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Partial Least Square ◽  
Customer Participation ◽  
Content Type ◽  
Service Firm ◽  
Positive Effects ◽  
Relational Value ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of customer participation in a service delivery process by designing and testing an empirical model with the employees’ point of view in mind. Design/methodology/approach – Using data collected from 166 pairs of customers and service employees in the context of professional financial insurance services, this study uses partial least square path modeling in SmartPLS to analyze the proposed model. Findings – The results of the study show that customer participation produces positive effects on employees’ job satisfaction only if such participation minimizes job stress and meets employees’ relational needs. Job stress and satisfaction were strong predictors for organizational commitment, but the proposed relationship between relational value and organizational commitment was not found. Practical implications – This study suggests that customer participation can be a win-win situation for employees and the service firm. Employees who create relational value with their customers effectively enjoy their jobs more and are more likely to build and maintain long-term relationships with their service firm. Originality/value – The findings highlighted the roles of the customer and the employee and indicated the heuristic value of viewing job satisfaction and organizational commitment as consequences of customer participation. This can enhance the understanding of how encounters should be designed to support employees and improve the co-creation of value.

scholarly journals Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff

2015 ◽  
Vol 15 (1) ◽  
Author(s):  
Su-Yueh Chen ◽  
Wen-Chuan Wu ◽  
Ching-Sheng Chang ◽  
Chia-Tzu Lin ◽  
Jung-Yuan Kung ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Nursing Staff ◽  
Hospital Nursing

Can We Rely on Job Satisfaction to Reduce Job Stress?

2017 ◽  
Vol 3 (3) ◽  
pp. 17-26 ◽  
Author(s):  
Elisabet Siahaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Multiple Regression ◽  
Job Stress ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Strong Positive Relationship ◽  
Commitment Level ◽  
Work Family

Stress has been a hot topic to discuss since several years ago. Stress triggered a negative behaviour from employees. In a long term, stress would decrease the whole organizational performance. This study aimed to understand the factor which led to employees’ stress within state-owned organization in Indonesia. All this time, each organization tried to improve their employees’ job satisfaction as it would commonly lead to a positive attitude from the employees. Employees’ organizational commitment was a key which led to organizational success. Work-family conflict had been manifested as a problem in the work-life as the employees could not balance their role as employees and as a family member. These variables were hypothesized to affect employees’ job stress level.The research was conducted at PT Pelabuhan Indonesia I Medan, one of major state-owned firm in Indonesia. The research was focused on married employees and had been working for at least 3 years. There were 72 employees across division selected in the research. The sample was proportionally taken from each division. Data was collected using self-administered questionnaires. The data was analysed with correlation and multiple regression analyses.Correlation analysis showed that stress had a strong positive relationship with work-family conflict. Stress moderately correlated with the employees’ organizational commitment level and satisfaction level. Multiple regression analysis showed that job satisfaction might reduce employees’ job stress but it was insignificant. Job stress was positively and significantly affectedby employees’ satisfaction and commitment. Employees’ organizational commitment negatively and significantly affected the stress level. These relationships explained 64% of job stress variance.

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