The Effect of the Adventure Based Counseling Module toward the Job Satisfaction and Organizational Commitment among University Staff

2021 ◽  
Vol 12 (3) ◽  
pp. 343-351
Author(s):  
Nuzsep Almigo Et.al
Keyword(s):  
Job Satisfaction ◽  
Experimental Methods ◽  
Work Commitment ◽  
University Staff ◽  
Satisfaction Questionnaire ◽  
Job Commitment ◽  
Paired Samples ◽  
Before And After ◽  
Mean Differences ◽  
Adventure Based Counseling

The purpose of this research is to determine the effects of Adventure Based Counseling module towards job satisfaction and job commitment among the staff in Universiti Pendidikan Sultan Idris. This research uses experimental methods and involves 40 employees UPSI. The study used two questionnaires of job satisfaction questionnaire and job commitment applies modules Adventure Based Counseling. Analysis of the data is Paired Samples T-Test for mean differences before and after treatment. The outcomes revealed that the level of job satisfaction and work commitment increased after joining module ABC.

scholarly journals Body Image, Sexual Function, and Sexual Satisfaction Among Couples Before and After Gynecologic Cosmetic Surgery

2021 ◽  
Author(s):  
Tahereh Eftekhar ◽  
Marzieh Hajibabaei ◽  
Firoozeh Veisi ◽  
Zinat Ghanbari ◽  
Ali Montazeri
Keyword(s):  
Body Image ◽  
Sexual Function ◽  
Sexual Satisfaction ◽  
Cosmetic Surgery ◽  
The Body ◽  
Satisfaction Questionnaire ◽  
Paired Samples ◽  
Women's Body Image ◽  
Before And After ◽  
The Mean

Objective: This study aimed to compare women’s body image, sexual function and satisfaction before and after gynecologic cosmetic surgery. The study also aimed to assess women husband’s sexual satisfaction. Materials and methods: This was a pretest-posttest study. A sample of 50 women attending the pelvic floor clinic of Tehran University of Medical Sciences for gynecologic cosmetic surgery was entered into the study. Surgeries included labiaplasty, clitoral hoodectomy, vaginoplasty, vaginal rejuvenation, anterior and posterior colporrhaphy, perineoplasty, and perineorrhaphy. Women were assessed for the Body Image Quality of Life Inventory (BIQLI), the Larson Sexual Satisfaction Questionnaire (LSSQ-F), and Female Sexual Function Inventory (FSFI-6) at two points in time: baseline (one week before surgery) and 3 months after surgery. Similarly, the male partners were assed for sexual satisfaction using the Larson Sexual Satisfaction Questionnaire (LSSQ-M). To analyze the data paired samples t-test was applied. Results: The mean (SD) age of women was 43.36 (8.6) years and the mean (SD) duration of marriage was 22.18 (9.7) years. Ninety-four percent had history of vaginal delivery and 58.7 percent attend surgery due to husband’s sexual dissatisfaction. The results showed that women’s body image, sexual function and couples’ sexual satisfaction improved significantly after gynecologic cosmetic surgery (p ≤ 0.001). Conclusion: The findings suggest that female genital cosmetic surgery improved the body image and sexual function of women and sexual satisfaction in couples that might lead to a more pleasurable and healthier marital relationship.

Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates

1996 ◽  
Vol 79 (1) ◽  
pp. 315-321 ◽  
Author(s):  
Ahmed A. Alnajjar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
United Arab Emirates ◽  
Job Security ◽  
Job Status ◽  
Satisfaction Questionnaire ◽  
Job Commitment ◽  
Job Requirements

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.

The dark side of sales technologies: how technostress affects sales professionals

2020 ◽  
Vol 7 (3) ◽  
pp. 297-320
Author(s):  
Ellen Pullins ◽  
Monideepa Tarafdar ◽  
Phuoc Pham
Keyword(s):  
Job Satisfaction ◽  
Role Stress ◽  
Mitigation Strategies ◽  
Customer Relationship ◽  
Dark Side ◽  
Service Firms ◽  
Content Type ◽  
Job Commitment ◽  
Sales Professionals ◽  
Before And After

PurposeThis article evaluates the effect of technostress due to implementation of sales technologies on sales professionals in terms of changes in job satisfaction and role stress and potential mitigation strategies including technostress inhibitors and job commitment.Design/methodology/approachThe study utilizes a survey data collection from sales professionals in B2B consultative roles selling to business customers from construction, industrial supply and business service firms, including items that explore before and after factors around a customer relationship management implementation.FindingsTechnostress results in a decrease in job satisfaction and an increase in role stress of sales professionals. Job commitment moderates the decrease in job satisfaction, i.e. the higher the job commitment the less significant the decrease in job satisfaction.Practical implicationsSales forces need to implement technostress inhibitors to help mitigate the effects of technostress in exacerbating other sales professional stressors. These inhibitors should be contextualized to the unique situation of the sales organization.Originality/valueThe study examines the dark side of sales technologies. Our research expands current understanding by considering new relations among technostress-creating conditions and two work-related outcomes that are salient to sales professionals, namely role stress and job satisfaction. Further, we investigate the change in these outcomes before and after the implementation of sales technologies rather than only considering them at one point of time, after the fact.

scholarly journals Serapan Anggaran UIN Syarif Hidayatullah Jakarta: Sebelum dan Sesudah Revisi Anggaran

Akuntabilitas ◽  
2019 ◽  
Vol 12 (1) ◽  
pp. 37-52
Author(s):  
Nur Wachidah Yulianti
Keyword(s):  
T Test ◽  
Mean Difference ◽  
Paired Sample ◽  
Paired Samples ◽  
Before And After ◽  
Mean Differences ◽  
Test Result

This research aims to see whether there are mean differences in budget absorption before and after the budget revision carried out by Syarif Hidayatullah State Islamic University Jakarta in 2017. In 2017, it is known that Syarif Hidayatullah State Islamic University Jakarta has made 8 budget revisions. At the end of 2017, the average budget absorption before revision was 86.27% and the average budget absorption after revision was 86.11%. By using paired sample t test, the test result shows a significance value (2-tailed) of paired samples test between budget absorption before revision and budget absorption after revision of 0.036 or below alpha 0.05. These result indicates that there is a mean difference between budget absorption before the budget revision and the budget absorption after the budget revision of Syarif Hidayatullah State Islamic University Jakarta in 2017.

The Influence of a Pay Increase on Job Satisfaction: a Study with the Chinese Army

2008 ◽  
Vol 36 (10) ◽  
pp. 1333-1339 ◽  
Author(s):  
Hai Yang ◽  
Danmin Miao ◽  
Xia Zhu ◽  
Yunfeng Sun ◽  
Xufeng Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Pay Satisfaction ◽  
Military Officers ◽  
Satisfaction Questionnaire ◽  
Low Level ◽  
Junior Officers ◽  
Before And After

The aim of this study was to investigate the influence of a pay increase on job satisfaction among junior officers in the Chinese Army. A job satisfaction questionnaire was devised for the study and was used both before and after a raise in pay with junior military officers from one military region to detect changes in job satisfaction. Before the pay increase, job satisfaction was at a comparatively low level; after the pay raise, it improved significantly. This improvement also occurred in all facets of job satisfaction. It was concluded that pay satisfaction plays an important role in job satisfaction for Chinese junior military officers.

Melatih Kepemimpinan Perangkat Desa Kebonharjo Kulonprogo: Membangun Sikap Anti Korupsi

2018 ◽  
Vol 1 ◽  
pp. 107
Author(s):  
Adi Heryadi ◽  
Evianawati Evianawati
Keyword(s):  
Transformational Leadership ◽  
Data Collection ◽  
Paired Samples ◽  
Significant Difference ◽  
Before And After ◽  
Post Test ◽  
Sample Test ◽  
Corruption Perception ◽  
Measuring Tool

This study aims to prove whether transformational leadership training is effective for building anti-corruption attitudes of villages in Kebonharjo village, subdistrict Samigaluh Kulonprogo. This research is an experimental research with one group pre and posttest design.Subject design is 17 people from village of 21 candidates registered. Measuring tool used in this research is the scale of anti-corruption perception made by the researcher referring to the 9 anti-corruption values with the value of reliability coefficient of 0.871. The module used as an intervention made by the researcher refers to the transformational leadership dimension (Bass, 1990). The data collected is analyzed by statistical analysis of different test Paired Sample Test. Initial data collection results obtained sign value of 0.770 which means> 0.05 or no significant difference between anti-corruption perception score between before and after training. After a period of less than 1 (one) month then conducted again the measurement of follow-up of the study subjects in the measurement again using the scale of anti-corruption perception. The results of the second data collection were analysed with Paired Samples Test and obtained the value of 0.623 sign meaning p> 0.05 or no significant difference between post test data with follow-up data so that the hypothesis of this study was rejected.

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

Team Members’ Affective Responses to Patterns of Intragroup Interdependence and Job Complexity

2000 ◽  
Vol 26 (4) ◽  
pp. 633-655 ◽  
Author(s):  
Gerben Van Der Vegt ◽  
Ben Emans ◽  
Evert Van De Vliert
Keyword(s):  
Job Satisfaction ◽  
Affective Responses ◽  
Task Interdependence ◽  
Job Complexity ◽  
High Group ◽  
Affective Outcomes ◽  
Team Members ◽  
Job Commitment ◽  
Individual Level ◽  
Outcome Interdependence

In this questionnaire study, the relations between the affective reactions of 114 technical consultants and both intragroup interdependence and job complexity were examined. Individual-level task interdependence and job complexity were found to be positively related to individual job satisfaction, team satisfaction, job commitment, and team commitment. Cross-level interactions showed the positive relations between task interdependence and the affective outcomes to be stronger in high outcome interdependent teams than in low outcome interdependent teams. Specifically, a proper match between high task interdependence and high group-level outcome interdependence was found to produce more positive affective responses than “low-high” and “high-low” mismatches. The unfavorable effects of mismatched task and outcome interdependence on job satisfaction and job commitment were found to be mitigated by high levels of job complexity.

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