INTERNAL SERVICE QUALITY, ORGANIZATIONAL LEARNING CULTURE, AND JOB SATISFACTION PREDICT ORGANIZATIONAL COMMITMENT GROUND HANDLING WORKER PT. GAPURA ANGKASA IN PEKANBARU, RIAU, INDONESIA

2016 ◽  
Vol 16 (4) ◽  
pp. 45-56 ◽  
Author(s):  
Syarifah Farradinna
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Service Quality ◽  
Learning Culture ◽  
Organizational Learning Culture ◽  
Internal Service Quality ◽  
Ground Handling

scholarly journals Mastery of Information Technology and Organizational Learning Culture Impact on Job Performance in Education Institute Sabilillah East Java

2020 ◽  
Vol 10 (1) ◽  
Author(s):  
Dinda Fatmah
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Job Performance ◽  
Learning Culture ◽  
Equation Modeling ◽  
Organizational Learning Culture ◽  
Negative Effect ◽  
Positive Effect

The purpose of this study was to examine and analyze the impact mastery of information technology, organizational learning culture, job satisfaction and organizational commitment impact on job performance. The method to analyze data is structural equation modeling. Based on the analysis found that: First, information technology positive effect on job satisfaction. Second, organizational learning negative effect on job satisfaction. Third, job satisfaction is not significant positive effect on organizational commitment. Fourth, organizational learning positive effect on organizational commitment. Fifth, information technology positive effect on organizational commitment. Sixth, information technology negative effect on job performance. Seventh, organizational learning positive effect on job performance. Eighth, organizational commitment positive effect on job performance. Ninth, job satisfaction positive effect on job performance. The results of this study are expected to provide new findings which will enrich the theory of human resource management and behavioral theory of educational institutions, especially with regard to job performance

scholarly journals Probing the Effects of Transformational Leadership on Employees’ Job Satisfaction With Interaction of Organizational Learning Culture

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093077
Author(s):  
Saif-Ur-Rehman Khan ◽  
Mahwish Anjam ◽  
Mohammad Abu Faiz ◽  
Faisal Khan ◽  
Hashim Khan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Learning ◽  
Organizational Effectiveness ◽  
Leadership Style ◽  
Banking Sector ◽  
Learning Culture ◽  
Organizational Learning Culture ◽  
Transformational Leadership Style

The purpose of this study is to explore how various dimensions of leadership style are being used to measure organizational effectiveness. Job satisfaction is one of the essential indicators used to measure organizational effectiveness. Literature suggests that the manager’s transformational leadership style highly influences the employees’ job satisfaction. This study focuses on identifying the role of a transformational leader in developing job satisfaction in employees of the banking industry, using the organizations’ learning culture as the moderating variable. For this purpose, a total of 180 respondents were surveyed from UAE’s banking sector. In this study descriptive statistics, Pearson’s correlation coefficient, and multiple regression analysis were employed for the data analyses. The results confirmed that the five dimensions of transformational leaders and overall transformational leadership style significantly affect the employee’s job satisfaction, whereas the moderating effect of the organizational learning culture on any of the said relationships was found insignificant. This study used self-reported data based on a cross-sectional survey in the banking sector only. The research emphasizes the implication of the leaders’ personal traits to be a significant determinant of an employee’s satisfaction. In addition, managers in the banking sector in UAE realized that organization learning culture (OLC) has not had any significant impact on employees’ job satisfaction. As there is not sufficient literature on the moderating role of organizational learning culture, this study is a valuable contribution to the existing body of knowledge.

Job Satisfaction, Organizational Commitment, and Internal Service Quality

2006 ◽  
Vol 5 (2) ◽  
pp. 37-54 ◽  
Author(s):  
Billy Bai ◽  
K. Pearl Brewer ◽  
Gail Sammons ◽  
Skip Swerdlow
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Service Quality ◽  
Internal Service Quality

Organizational learning culture and psychological empowerment as antecedents of employees’ job related attitudes: a mediation model

2014 ◽  
Vol 8 (3) ◽  
pp. 249-263 ◽  
Author(s):  
Talat Islam ◽  
Saif Ur Rehman Khan ◽  
Ungku Norulkamar Bt. Ungku Ahmad ◽  
Ghulam Ali ◽  
Ishfaq Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Learning ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Learning Culture ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Learning Culture

Purpose – The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard. Design/methodology/approach – A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia. Findings – OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator. Research limitations/implications – The study used self-reported data based on cross-sectional survey. Practical implications – OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees. Originality/value – The paper examines OLC and PE as antecedents of employees’ attitudes (i.e. job satisfaction, affective commitment and turnover intention), neglected variables along with the mediation of job satisfaction.

Will They Stay or Leave? Interplay of Organizational Learning Culture and Workplace Mindfulness on Job Satisfaction and Turnover Intentions

2021 ◽  
pp. 009102602199158
Author(s):  
Chun-Yu Lin ◽  
Chung-Kai Huang ◽  
Hung-Xin Li ◽  
Tai-Wei Chang ◽  
Yu-Chia Hsu
Keyword(s):  
Job Satisfaction ◽  
Organizational Learning ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Well Being ◽  
Learning Culture ◽  
Equation Modeling ◽  
Public Servants ◽  
Theoretical Understanding ◽  
Organizational Learning Culture

Due to the ever-increasing standards required of administrative workloads, service efficiency, and quality, the turnover intentions of public servants in Taiwan have gradually increased over time. This study investigated the critical factors that reduce the turnover intentions of civil servants. The article is intended to offer a theoretical understanding of an organizational learning culture (OLC) and workplace mindfulness. We analyzed data from 331 public servants. Structural equation modeling and the bootstrapping method were used to verify the hypotheses. The results demonstrated that an OLC and workplace mindfulness are positively associated with job satisfaction and negatively associated with turnover intentions. Job satisfaction plays a mediating role between an OLC and turnover intentions and between workplace mindfulness and turnover intentions. This article offers a theoretical inquiry and a practical understanding of strengthening the workplace atmosphere by offering employees a sense of well-being and sustainable career development.

scholarly journals strength of internal service quality on employee’s turnover intention and job satisfaction to organizational commitment

2021 ◽  
Vol 1 (2) ◽  
pp. 21-26
Author(s):  
Ika Fuji Rahayu ◽  
Latipun Latipun
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Service Quality ◽  
Turnover Intention ◽  
Direct And Indirect Effects ◽  
Job Descriptive Index ◽  
Internal Service Quality ◽  
Mediating Variables ◽  
Micro Analysis

The purpose of this research is to examine the direct and indirect effects of internal service quality (ISQ) on turnover intention through job satisfaction and organizational commitment as mediating variables. There were 208 employees of Banks in Ternate, Indonesia, participating as the subjects of this research. In this research, Staying or Leaving Index, Job Descriptive Index, Organizational Commitment Scale and SERVQUAL are used to measure employee’s turnover intention, job satisfaction, organizational commitment, and ISQ, respectively. In the data analysis, a Path Process Micro Analysis was employed. The result of data analysis showed that ISQ has a direct effect on job satisfaction, organizational commitment, and turnover intention. Indirectly, ISQ also has an effect on turnover intention through job satisfaction and organizational commitment. Directly, the effect of ISQ on turnover intention is higher than indirect effect through mediating variables. The implication of this research results will be specially presented in the discussion.

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