Organizational Culture and Job Satisfaction in Bank: Perceptions and Reactions of Employees

This study examines employees’ perceptions and reactions regarding the organizational culture for their job satisfaction where the five variables or organizational culture are selected as working conditions, compensations, respect from co-workers, relationships with supervisors and opportunity for advancement. The key purpose of this study effort was to investigate how organizational culture can affect job satisfaction of the employees in response their perceptions and reactions towards the organizational culture factors. This study operationally defined culture in terms of working conditions, compensations and benefits, respect from co-workers, relationships with supervisors and opportunity for advancement. To this research, both primary and secondary data are used where the statistical population included the employees of bank organizations in Bangladesh. Almost primary based, the data were collected through the distribution of a standardized questionnaire among 500 employees through convenience sampling. This study revealed that Respects from the co-workers as the components of organizational variable has the most domination in framing Job Satisfaction in respect of the employees perceptions of the bankers where working conditions has the least among five explanatory variables. The statistical result of this paper also found that the selected organizational culture related variables have the direct effect over the level of job satisfaction to either increase or decrease. The results of this study supported the reliability measures of the organizational culture questionnaire over the populations, regardless of the reality that the sample size for this study was inadequate. A further suggestion for future research would be to establish whether improving measurement and response mechanisms in the jobs of social workers would positively influence job satisfaction and perception of organizational culture by employees in this job category.

Download Full-text

The relationships between characteristics of milking sheds and the attitudes to dairy cows, working conditions, and quality of life of dairy farmers

Australian Journal of Agricultural Research ◽

10.1071/ar04148 ◽

2005 ◽

Vol 56 (4) ◽

pp. 363 ◽

Cited By ~ 12

Author(s):

C. J. Maller ◽

P. H. Hemsworth ◽

K. T. Ng ◽

E. J. Jongman ◽

G. J. Coleman ◽

...

Keyword(s):

Quality Of Life ◽

Job Satisfaction ◽

Working Conditions ◽

Principal Component ◽

Job Characteristics ◽

Future Research ◽

Dairy Farmers ◽

Behaviour Factor ◽

Physical Features

This study consisted of a survey of dairy farmers and their milking sheds at 198 Victorian dairy farms to examine the relationships between physical features in the milking shed and a number of job-related characteristics of the farmer, such as attitudes to handling cows and job satisfaction. Furthermore, farmers’ opinions of the effects of specific design features of the milking shed on cow behaviour were sought. A further objective of this survey was to use the relationships between shed characteristics and job-related characteristics of the farmer to identify, for future research, possible features of the milking shed that may affect cow behaviour. There was substantial variation in both the behavioural beliefs of farmers about cow behaviour in the milking shed and reports by farmers on comfort and working conditions in the dairy, indicating that considerable opportunities exist to improve these key job-related characteristics. A principal component analysis (PCA) of the responses to the questions on job-related characteristics of the farmer identified 6 factors: 2 of the factors identified were related to behavioural beliefs by farmers about cow behaviour (labelled ‘Cow Movement’ and ‘Cow Behaviour’); one of the factors related to comfort of the farmer in the shed (labelled ‘Operator Comfort’); and 3 of the factors related to aspects of the quality of life of the farmer (labelled ‘Workload’, ‘Farmer Mood’, and ‘Job Characteristics’). Positive beliefs about both cow movement (factor called Cow Movement) and cow behaviour (factor called Cow Behaviour) were correlated with farmers being more positive about working in the dairy (factor called Operator Comfort; P < 0.05 and P < 0.01, respectively) and the characteristics of the job (factor called Job Characteristics; P < 0.01). These relationships suggest that improvements in cow behaviour may lead to improvements in both job satisfaction and the quality of life of the farmer. Furthermore, regression analysis revealed that a number of the shed features, such as height of the breast rail, presence of stall gates, length and width of the platform and solid side on first milking bail, were significant predictors of one or more of these 6 PCA factors. Although these results may not reflect causal relationships, these relationships between shed characteristics and a number of job-related characteristics of the farmer highlight the potential importance of shed design to both the cow and the farmer and provide a valuable guide in identifying features of milking sheds that require future examination as to their effects on cow behaviour.

Download Full-text

The Impact of Organizational Spirituality on Successful Policy Implementation in the Light of Mediating and Moderating Variables with the Islamic Approach

Revista Gestão Inovação e Tecnologias ◽

10.47059/revistageintec.v11i4.2453 ◽

2021 ◽

Vol 11 (4) ◽

pp. 4218-4232

Author(s):

Habibollah Taherpour Kalantari ◽

Seyyed Mohammad Zahedi ◽

Seyyed Habibollah Mirghafouri ◽

Masoud Ahmadkhani

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Organizational Culture ◽

Servant Leadership ◽

Survey Method ◽

Cluster Sampling ◽

Validity And Reliability ◽

Statistical Population ◽

Executive Performance ◽

The Impact

In this study, it has been attempted to identify the factors affecting policy executive performance with the Islamic approach and then to evaluate the relationship between them. The statistical population includes the staff and managers of the selected governmental organizations in Yazd. The sampling was done by cluster sampling method. The research was applied in terms of purpose and correlational in terms of the research method, which was collected through using a valid and reliable questionnaire and survey method. Due to the sample size required, 392 questionnaires were distributed. The results of the validity and reliability of the questionnaire were also acceptable. The constructs of the conceptual framework variables were identified using exploratory factor analysis. The identified factor structure was then considered as the base of the definition of hypotheses that indicate confirmation of the relationships between structures and components. These assumptions were tested through confirmatory factor analysis using LISREL 8.5 software. In this study, PLS software was used to measure the fit of the research model. The results indicated that the dimensions of spirituality had a direct impact on job satisfaction, work-family interaction, organizational culture, organizational commitment, and servant leadership. In addition, job satisfaction, organizational culture and servant leadership had a direct and significant impact on policy executive performance.

Download Full-text

The Role of Organizational Culture in Job Satisfaction and Turnover: A Study of Pakistani Employees

Business Ethics and Leadership ◽

10.21272/bel.4(1).106-112.2020 ◽

2020 ◽

Vol 4 (1) ◽

pp. 106-112

Author(s):

Ansar Abbas ◽

Roman Khan ◽

Fizza Ishaq ◽

Khalid Mehmood

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Human Resources ◽

Working Conditions ◽

Negative Impact ◽

Human Resources Management ◽

Successful Operation ◽

Doing Business ◽

Significant Achievement ◽

The Relationship

The human capital becomes a significant achievement of every organization in the context of the transformation of the fundamental principles in doing business. Every business structure creates and maintains a unique organizational culture that determines the degree of comfortable conditions for employees in their workplace, the level of their interest in the successful operation of the company, and the desire to gain leadership in the market. The human resources and the degree of workers’ satisfaction with jobs directly affect the performance of the company. At the same time, the organizational culture of the company depends on the general policy of the company in which the maximization of profit, not the employee’s satisfaction with working conditions, is the primary purpose of its activity. The systematization of existing scientific capacity in the field of human resources management has shown the relationship between the level of dissatisfaction of employees with working conditions and the degree of their readiness to find a new place where they can work in more comfortable conditions. The study is based on the use of analytical and comparative methods. The object of the research includes organizations in Muzaffargarh, Layyah, and Dera Ghazi Khan Punjab (Pakistan). The study is based on a method of data collection, which contains the analysis of the results of 320 successfully returned (out of 350 distributed) questionnaires. A 5-digit Likert scale analyzed the results. The purpose of the research is to analyze the relationship between job satisfaction, organizational culture, and staff turnover in Pakistan. According to the results of the study, the authors conclude that organizational culture directly influences employee satisfaction, which in turn has a negative impact on employee turnover. The results of the conducted research can be useful for managers and business owners in terms of understanding the possibilities of improving the employees’ productivity from the perspective of increasing their satisfaction with working conditions. Keywords: Human Resource Management, Job Satisfaction, Organizational Culture, Turnover.

Download Full-text

Pengaruh Pengembangan Karir dan Budaya Organisasi terhadap Kinerja Melalui Kepuasan Kerja Guru Sekolah Kebangsaan Kebun Sireh Pulau Pinang

Journal of Economic Bussines and Accounting (COSTING) ◽

10.31539/costing.v1i1.47 ◽

2017 ◽

Vol 1 (1) ◽

pp. 56-67

Author(s):

Zulkifli Rusby ◽

Zulfadli Hamzah

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Path Analysis ◽

Employee Performance ◽

Teacher Performance ◽

Secondary Data ◽

Positive Influence ◽

Analysis Technique ◽

Descriptive Approach ◽

Culture Performance

Human resource plays important role and the most dominant factors in organization. Employee performance can be measured by various indicators, one of which is job satisfaction. This research employs descriptive approach with collected primary and secondary data in describing the effect of carrier development and culture organization on teacher performance through job satisfaction. The population of this research include all teacher are 46 respondent. Data analysis technique use path analysis. The result of this research found that carrier development through job satisfaction indirectly has positive influence or significance toward teacher performance. Besides that, organizational culture through job satisfaction indirectly also has positive influence or significance toward teacher performance. Keywords: Carrier Development,Organizational Culture,Performance,Job Satisfaction, Path Analysis

Download Full-text

The Demographics’ Effects on Organizational Culture, Organizational Citizenship Behavior and Job Satisfaction: Evidence from Egypt and Mexico

Business and Management Research ◽

10.5430/bmr.v6n1p28 ◽

2017 ◽

Vol 6 (1) ◽

pp. 28 ◽

Cited By ~ 1

Author(s):

Tarek A. El Badawy ◽

Juana Cecilia Trujillo-Reyes ◽

Mariam M. Magdy

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Future Research ◽

Demographic Effect ◽

Two Samples ◽

Future Research Directions ◽

Managerial Level

The aim of this study was to examine the effect of several demographic variables on organizational culture, organizational citizenship behavior and job satisfaction. This comparative study extracted two samples from Egypt (127 participants) and Mexico (116 participants). Participants answered a 7-point Likert scale questionnaire and SPSS software was used to analyze the data. Results showed no demographic effect on the three constructs. From Egypt, differences were only observed in on the managerial level regarding the market organizational culture. Results also showed significant results from Mexico on the managerial level and job satisfaction, organizational citizenship behavior, and clan and adhocracy organizational cultures. Further implications and future research directions are provided.

Download Full-text

THE EFFECT OF ORGANIZATIONAL CULTURE, LEADERSHIP STYLE, KNOWLEDGE MANAGEMENT, WORK DISCIPLINE, AND WORK ENVIRONMENT ON EMPLOYEE SATISFACTION PBEC EYE HOSPITAL

Jurnal Manajemen dan Bisnis ◽

10.34006/jmbi.v10i1.251 ◽

2021 ◽

Vol 10 (1) ◽

pp. 48-61

Author(s):

Agus Taufiq ◽

Isyandi Isyandi ◽

Yusni Maulida

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Knowledge Management ◽

Work Environment ◽

Leadership Style ◽

Secondary Data ◽

Independent Variables ◽

Employee Job Satisfaction ◽

Negative Effect ◽

Management Work

This study aims to analyze the influence of organizational culture, leadership style, knowledge management, work discipline, and work environment on job satisfaction of employees of Pekanbaru Eye Center Eye Center. The data of this study consisted of primary and secondary data, which were taken through a questionnaire to 81 employees of the Pekanbaru Eye Center Eye Center with a sample census. The variables used are organizational culture, leadership style, knowledge management, work discipline and work environment as independent variables and job satisfaction as the dependent variable. The data obtained were processed using SmartPLS. The results of this study indicate that organizational culture, leadership style and work environment have a positive and significant effect on employee job satisfaction. Knowledge management has a negative effect on employee job satisfaction, and work discipline does not have a significant effect on employee job satisfaction.

Download Full-text

Organizational-Cultural Elements for Improved Workplace Performance of Disabled Individuals

10.4018/978-1-6684-3542-7.ch095 ◽

2022 ◽

pp. 1807-1826

Author(s):

Halis Sakız

Keyword(s):

Organizational Culture ◽

Working Conditions ◽

Public Institutions ◽

Future Research ◽

Workplace Performance ◽

Private Companies ◽

Cultural Elements ◽

Positive Attitudes ◽

Disabled Employees ◽

Future Practice

This chapter embarks from the increasing number of disabled individuals in private companies and public institutions and examines the working conditions of disabled employees in these organizations. Although this case is relevant to a considerable number of international contexts, the author focuses on Turkey as a case, illustrative of countries going through similar processes. The author starts by providing an introduction followed by literature on organizational culture. Next, the author discusses the recent legislation regarding the employment of disabled individuals and discusses with literature on their workplace performance. Next, the author focuses on the relationships between the organizational culture and workplace performance of disabled employees. Finally, the author concludes by recommendations for future practice to enhance performance of disabled employees and future research to conduct robust studies in the area. The chapter assumes that organizations can enhance performance of everyone by creating an inclusive culture surrounded by elements involving positive attitudes, equity, equality, and beliefs of productivity.

Download Full-text

Organizational-Cultural Elements for Improved Workplace Performance of Disabled Individuals

Handbook of Research on Positive Organizational Behavior for Improved Workplace Performance - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-7998-0058-3.ch014 ◽

2020 ◽

pp. 240-259

Author(s):

Halis Sakız

Keyword(s):

Organizational Culture ◽

Working Conditions ◽

Public Institutions ◽

Future Research ◽

Workplace Performance ◽

Private Companies ◽

Cultural Elements ◽

Positive Attitudes ◽

Disabled Employees ◽

Future Practice

Download Full-text

ANALISIS PENGARUH GAYA KEPEMIMPINAN, KEPUASAN KERJA, DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVERNING

Al-Risalah ◽

10.34005/alrisalah.v8i2.373 ◽

2019 ◽

Vol 8 (2) ◽

pp. 73-96

Author(s):

Lili Supriyadi

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Leadership Styles ◽

Leadership Style ◽

Significant Influence ◽

Structural Equation ◽

Organization Culture ◽

Future Research ◽

Cultural Organization

This research is aimed to examine the influence of Leadership styles and Organizational culture to Job Satisfaction. It is also to study the effect of Job Satisfaction to Organizational Commitment and to test the Cultural Organization, Leadership Styles, and Job Satisfaction toward Employee's Performance using Organizational Commitment as intervening variable. The use of these variables are based on the previous research by Koesmono (2005), Kirk L. Rogga (2001), Yuwalliatin (2006), Masrukhin & Waridin (2006), Morrison (1997), Samad (2005), Shea, M. (1999) dan Lok, Peter (2004) which found the direct effect and indirect effect of Organizational Culture, Leadership Style toward Job Satisfaction, Job Satisfaction toward Organizational Commitment, and Organization Culture, Leadership Style and job satisfaction toward Employee's performance using Organizational Commitment to be variabel interverning. Theses variables enable us to solve problems in PT. Garda Jakarta. The sample of this research was 100 employees of PT. Garda Jakarta. Structural Equation Model (SEM) was run by AMOS software to analyze data. The result showedthat Leadership Styles and Cultural Organization gives positive significant influence to JobSatisfaction, Job Satisfaction gives significant influence to Organizational Commitment, Organization Culture gives significant influence to Employee's performance, leadership style gives influence to Employee's Performance, Organization Culture, Leadership Style, and Job Satisfaction contributes an significant influence to Employee's Performance using Organizational Commitment to be variabel interverning. This empirical result indicates that Leadership Styles and Organizational Commitment become one of many causes that trigger low Employee's Performance Job Satisfaction, and Cultural Organization. The company needs to consider Leadership Styles, Organizational Commitment in order to increase Employee's Performance because those factors proved depend on them. Theoritical implications and suggestions for future research have been elaborated at the end of this study.

Download Full-text

Status Incongruence In Supervisor Subordinate Dyads: The Effects On Subordinate Job Satisfaction and Creative Performance

Journal of Business Strategies ◽

10.54155/jbs.37.2.66-89 ◽

1970 ◽

Vol 37 (2) ◽

pp. 66-89

Author(s):

Carliss Miller ◽

Orlando Richard

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Job Performance ◽

Future Research ◽

Mediation Model ◽

Creative Performance ◽

Role Congruity Theory ◽

Role Congruity ◽

Moderated Mediation Model ◽

Congruity Theory

Extant research on status incongruence has begun to explore the resultingtensions it may engender between supervisor and subordinate, yet it excludes therole of other demographic factors beyond age which influence status perceptions.We draw on role congruity theory to examine how organizational culture influenceswhether supervisor-subordinate dyadic status incongruence has a negative orpositive impact on subordinate job satisfaction and creative performance. We findthat status incongruence reduces job satisfaction when supervisor-subordinate dyadswork in a hierarchical organizational culture (i.e. low clan organizational culture),and job satisfaction increases for supervisor-subordinate dyads that work in a clanorganizational culture (i.e. high clan organizational culture). Furthermore, theseeffects on job satisfaction ultimately impacted subordinate creative job performance,supporting a moderated-mediation model. Implications for future research on statusincongruence are discussed.

Download Full-text