scholarly journals Effect of Retention Management on Organizational Commitment with Employee Satisfaction as a Mediation Variable

2021 ◽  
Vol 5 (3) ◽  
pp. 144-153
Author(s):  
Bjardianto Pudjiono ◽  
Pardomuan Robinson Sihombing
Keyword(s):  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Retention Management

scholarly journals MOTIVASI, KOMITMEN ORGANISASIONAL DAN KEPUASAN KERJA KARYAWAN DI WAROENG SPESIAL SAMBAL, JATINANGOR

2019 ◽  
Vol 10 (1) ◽  
pp. 29-42
Author(s):  
Sir Kalifatullah Ermaya ◽  
Siti Mujdalipah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Industrial Revolution ◽  
Service Industry ◽  
Food Service ◽  
Quantitative Approach

The food service industry has received many challenges in the current era of disruption of the industrial revolution 4.0. Given the urgency of increasing the Motivation and Organizational Commitment in one of the restaurants in Jatinangor, the title of this study is "Motivation, Organizational Commitment and Job Satisfaction in Waroeng Spesial Sambal, Jatinangor". This research belongs to the category of associative causal research using a quantitative approach. The results showed: 1. Motivation partially has a significant effect on the Employee Satisfaction variable; 2. Organizational Commitment partially has no effect and isn’t significant on the Employee Satisfaction variable; 3. Motivation and Organizational Commitment simultaneously have a positive and significant effect on the Employee Satisfaction variable.

Dimensions of Employee Satisfaction as Determinants of Organizational Commitment in the Hotel Industry

2014 ◽  
Vol 25 (2) ◽  
pp. 153-165 ◽  
Author(s):  
Desiderio Juan García-Almeida ◽  
Margarita Fernández-Monroy ◽  
Petra De Saá-Pérez
Keyword(s):  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Hotel Industry

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Effects of professionalism on employee satisfaction and organizational commitment at five star hotels in Baku

2019 ◽  
Vol 24 (3) ◽  
pp. 423-446
Author(s):  
Gabil Guliyev ◽  
Turgay Avci ◽  
Ali Öztüren ◽  
Farzad Safaeimanesh
Keyword(s):  
Organizational Commitment ◽  
Employee Satisfaction

Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar

2017 ◽  
Vol 12 (2) ◽  
pp. 163-188 ◽  
Author(s):  
Maryam Al-Sada ◽  
Bader Al-Esmael ◽  
Mohd. Nishat Faisal
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Education Sector ◽  
Content Type ◽  
Supportive Culture

Purpose The purpose of this paper is to explore the influence of organizational culture and leadership style on employees’ job satisfaction, organizational commitment and work motivation in the educational sector in the state of Qatar. Design/methodology/approach The study was conducted using a questionnaire with a sample size of 364 employees in the educational sector in Qatar. Data were analyzed using factor analysis, Pearson correlation and multiple linear regression, were employed to examine the relationships between the variables under investigation. Findings Significant positive relationships were observed between supportive culture and job satisfaction; supportive culture and organizational commitment; participative-supportive leadership and job satisfaction; directive leadership and job satisfaction; job satisfaction and work motivation; job satisfaction and organizational commitment. Practical implications This paper would help managers and policy-makers in the education sector to develop a better understanding of organizational culture and leadership styles and their influence on employee satisfaction, commitment and motivation. Originality/value The education sector is experiencing a fast growth in Qatar due to significant outlays by the government. This study is among the first in the country to understand the variables affecting employees’ performance in education sector.

scholarly journals Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment

2021 ◽  
Vol 90 ◽  
pp. 02004
Author(s):  
Sarantuya Jigjiddorj ◽  
Altanchimeg Zanabazar ◽  
Tsolmon Jambal ◽  
Buyankhishig Semjid
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Positive Relationship ◽  
Job Commitment ◽  
Organizational Settings ◽  
Shared Beliefs ◽  
Beliefs And Values ◽  
A Company

Organizational culture is an important human resource management issue that affects the success and sustainability of a company. In organizational settings, culture describes what is unique about an organization, as expressed by the shared beliefs and values established by the founders and communicated through different ways. This shapes employees´ perceptions and behaviour, as well as the principles that apply to members of an organization. Job satisfaction refers to an employee´s feelings about their job and is frequently studied in relation to organizational culture and other variables, such as job commitment, performance and organizational commitment. Organizational commitment refers to whether an employee wishes to continue working for an organization or leave it. Employees tend to be attracted to those organizations with a culture that values their work and focuses on organizational wellbeing. There is a positive relationship between organizational culture, job satisfaction and the organizational commitment of employees.

scholarly journals Influence of entrepreneurs on job satisfaction and organizational commitment of employees

2021 ◽  
Vol 11 (2) ◽  
pp. 96-105
Author(s):  
Jesa Kreiner ◽  
Dragana Sajfert ◽  
Svetlana Anđelić ◽  
Nikola Jančev ◽  
Milorad Živković
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Significant Positive Correlation ◽  
The Other ◽  
Hierarchical Regression ◽  
Employee Job Satisfaction ◽  
Positive Correlations ◽  
Or Organization ◽  
The Relationship

In this paper, we analyze reliability, correlations, regression of employee obligations, compare employee regression, job satisfaction regression, and hierarchical regression analysis. As techniques for comparison of entrepreneurs and employees are significant for analysis of positive correlations between the determinants, we used 36 independent samples and 210 individuals. The findings reveal that: (1) The results of the research confirmed the existence of a statistically significant positive correlation between the determinants of job satisfaction and organizational commitment on one hand, and the work of entrepreneurs, on the other; (2) The results of the survey compare the relationship between entrepreneurs and employee job satisfaction and organizational commitment, adding a significant increase in the importance of the construct; (3) Entrepreneurship has a relative correlation in relation to job satisfaction, and organizational commitment, and thus increases the scope of tasks and efficiency of entrepreneurs; (4) Entrepreneurs show dominance over employee satisfaction and organizational commitment, when they predict the success of a group or organization and organizational civic behavior. We recommend that future researches examine the relationship among entrepreneurs and their relationship with employees, as well as job satisfaction and organizational commitment, in order to potentially compare them.

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