scholarly journals EFFECT OF DIFFERENT DIMENSIONS OF ORGANIZATIONAL CULTURE ON JOB SATISFACTION OF NURSES WORKING IN RURAL AREAS OF PUNJAB, PAKISTAN

2021 ◽  
Vol 9 (4) ◽  
pp. 84-92
Author(s):  
Iqra Nawaz ◽  
Ashfaq Ahmed Maan ◽  
Izhar Ahmad Khan ◽  
Babar Shahbaz
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Rural Areas ◽  
Belief Systems ◽  
Holistic Approach ◽  
Organizational Studies ◽  
Feedback Systems ◽  
Cross Sectional ◽  
Rural Health Centres ◽  
Different Dimensions

Purpose of the study: The current study has explored the effect of different dimensions of organizational culture on the job satisfaction of nurses working in the rural areas of Punjab, Pakistan. Methodology: Present study used a cross-sectional, face-to-face approach. The researcher collected data from 452 nurses working at tehsil headquarter hospitals and rural health centres across Punjab with the help of an interview schedule. The effect of culture on the job satisfaction level of nurses Investigated with the help of Multiple regression techniques. Main Findings: The analysis showed a 52% variation in job satisfaction because of the culture. Values and belief systems, feedback systems, innovation, growth and development opportunities, relationship patterns, autonomy, work environment were the significant determinants of job satisfaction. Whereas the facilities, communication, and vision were the nonsignificant determinants of job satisfaction in the present study. Application of this study: The current research will be helpful to understand the prevailing culture of health care organizations. That will help the administrators and policymakers to understand the different factors which are responsible for low productivity. Novelty /originality of this study: The study is novel in organizational studies because it adopts a holistic approach to consider all the significant components of culture.

scholarly journals EFFECT OF ORGANIZATIONAL CULTURE INTENSITY ON JOB SATISFACTION

2019 ◽  
Vol 7 (2) ◽  
pp. 116
Author(s):  
Prasiska Ramadyaning Utami ◽  
Maria Kristine Sitohang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Research Design ◽  
Organizational Cultures ◽  
Cross Sectional ◽  
Population Total ◽  
Healthcare Center ◽  
Independent Variable ◽  
Cross Tabulation

Background: Organizations need to pay attention to the job satisfaction of their members to achieve their goals. In 2011, the Airlangga Healthcare Center surveyed job satisfaction with the target of 80%. However, the target has not been achieved.  Job satisfaction can be affected by several factors, and one of them is the culture within the organization.Aim: This study aims to analyze the effect of organizational culture intensity towards job satisfaction of the Airlangga Healthcare Center’s employees.Method: This study was conducted in November 2011 – June 2012 with a cross-sectional research design. The sample of the study used the population total technique. The independent variable of the research was the organizational culture intensity. While the dependent variable was job satisfaction. The data were analyzed descriptively by employing cross-tabulation analysis between organizational culture intensity and job satisfaction.Results: The most influential aspect of the organizational culture was cooperation that reached 73.9%. Job satisfaction aspects with a very satisfying level were job and co-worker aspects that reached 78.3%. The most influential aspect of organizational cultures that affect job satisfaction is trust that amounted to 83.3%. However, the organizational cultures affect job satisfaction with a percentage of  92.3% overall.Conclusion: The research concludes that the organizational culture intensity is a factor that affects job satisfaction of the employees at the Airlangga Healthcare Center. The recommendation for the organization is to improve the togetherness aspect of organizational cultures.Keywords: organizational culture intensity, job satisfaction, organization. 

scholarly journals DO TYPES OF ORGANIZATIONAL CULTURE CORRELATE WITH THE JOB SATISFACTION?: A STUDY ON EMPLOYEES’ PERCEPTION

2019 ◽  
Vol 7 (2) ◽  
pp. 162
Author(s):  
Diajeng Puspa Arum Maharani ◽  
Firda Nadia Roshandi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Employee Turnover ◽  
The Other ◽  
Cross Sectional ◽  
Correlation Test ◽  
Determinant Factors ◽  
Other Hand ◽  
Cross Sectional Design ◽  
Support Work

Background: The Orthopaedic and Traumatology Hospital had an increase in employee turnover of 1.39% from January to June 2012. It occurred due to high resignation and employee unsatisfaction. Thus, an organizational culture that consists of clan, hierarchy, market, and adhocracy becomes one of the determinant factors for employee turnover.Aims: This study aims to analyze the correlation between organizational culture and the employees’ job satisfaction.Method: This study used descriptive quantitative with a cross-sectional design, and the data were analyzed with a correlation test. There were 52 employees as the data of this study. The instruments utilized were OCAI and JSS questionnaires.Results: Market-type organization correlated significantly with job satisfaction. Organizational culture type, such as clan-type organization, adhocracy-type organization, and the hierarchy-type organization did not correlate significantly with job satisfaction. The majority of employees perceived that the Orthopedic and Traumatology Hospital adopts a hierarchy-type organization orienting to regulation and leadership. On the other hand, they expected the hospital to apply clan-type organizations that concerned about teamwork and ownership.Conclusion: There is a correlation between the market-type organization and job satisfaction. Meanwhile, there is no correlation between the clan-type organization, adhocracy-type organization, hierarchy-type organization, and job satisfaction. The hospital should increase internal strength, such as teamwork, training, facilities, and policies that support work procedures and staff.Keywords: market, adhocracy, clan, hierarchy, employees’ job satisfaction.

scholarly journals PENGARUH GAYA KEPEMIMPINAN SITUASIONAL DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA PADA KANTOR BADAN KEUANGAN DAERAH PROVINSI SUMATRA BARAT

2020 ◽  
Author(s):  
Muslina Rafika Putri ◽  
Henryanto Abaharis
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
Leadership Style ◽  
Belief Systems ◽  
Situational Leadership ◽  
Behavioral Norms ◽  
Regional Finance ◽  
West Sumatra ◽  
Organizational Hierarchies

Situational leadership style is a style or way of leadership that is shown by a leader to guide, carry out, direct, encourage subordinates to achieve goals and optimally utilize all their abilities by combining the existing situation with regard to the behavior of leaders and subordinates. Organizational culture is a habit that occurs in organizational hierarchies that represent behavioral norms followed by members of the organization. Organizational culture is to spread belief systems and values that develop within an organization and direct the behavior of its members. Job satisfaction reflects a person's feelings towards his work, seen in the positive attitude of employees towards work and all that is encountered in their work environment. This study aims to determine the effect of situational leadership style and organizational culture on the Job Satisfaction of the Regional Finance Office of West Sumatra Province. Variable Situational Leadership Style has a significant effect on job satisfaction by 48.0%. Organizational Culture Variables have a significant effect on Job Satisfaction by 17.7%. Based on the analysis, it is known that the determination coefficient value of Adjusted R Square is 0.488, which means 48.8% of the variables of job satisfaction are influenced by the variables of situational leadership style and organizational culture.

scholarly journals The Impact of Organizational Culture on Safety-conscious Considering the Mediating Role of Employees' Job Satisfaction: A Case Study

2021 ◽  
Author(s):  
Gholamabbas Shirali ◽  
Bahram Kohnavard ◽  
Payam Amini ◽  
Behnoush Jafari ◽  
Seyd Amin Jazayeri
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equations ◽  
Occupational Accidents ◽  
Safety Level ◽  
Cross Sectional ◽  
Safety Awareness ◽  
Employees Satisfaction ◽  
Personnel Safety ◽  
The Impact

Background: Employees' awareness about safety is a required element to develop a safe behavior so that it allows designing programs to improve safety performance at work. Therefore, the present study attempts to examine the effects of organizational culture on personal safety level with employees' satisfaction as a mediation variable. Methods: This descriptive-analytical and cross-sectional study was conducted with 229 steel industry workers using a standard questionnaire. The questionnaire had 47 items arranged in two sections, including demographics and job information as section one and organizational culture, personnel safety awareness, and employees' satisfaction as section two. Data analyses were done using SPSS and LISREL, and the relationships between the variables were determined using a structural equations model. Results: The mean score of satisfaction and personnel safety awareness was equal to 54.58 and 8.65, respectively. The highest mean score of organizational culture dimensions was obtained for patriarchy vs. matriarchy (33.2), and the lowest mean score was obtained for individualism vs. collectivism (16.08). Organizational culture was notably and positively affected by individualism vs. collectivism, avoiding uncertainty, and distance from power. In addition, there was a significant relationship between the total mean score of the dimensions of the organizational culture questionnaire and work wards (P<0.001). Conclusion: The study showed that organizational culture has a direct relationship with personnel safety awareness and job satisfaction. These results point out that the human factor has the most important role in preventing occupational accidents. Accordingly, businesses and employers should establish and disseminate organizational culture in their organizations.

scholarly journals Exploring organizational culture at a state-owned enterprise in South Africa: a process approach

2020 ◽  
Vol 18 (2) ◽  
pp. 431-440
Author(s):  
Patrick J. Lekgothoane ◽  
Molefe Jonathan Maleka ◽  
Zeleke Worku
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Unexpected Result ◽  
Cross Sectional ◽  
State Owned Enterprise

The researchers intended to explore organizational culture at a state-owned enterprise (SOE) in South Africa. The reviewed literature showed very few similar studies where job satisfaction was tested as a mediator between organizational citizenship behavior and organizational culture. Furthermore, the reviewed literature revealed that Martins’ organizational culture model, which was used to give theoretical grounding to the study, did not have job satisfaction as a mediator. The research design was exploratory, correlational, and cross-sectional. A total of 204 respondents were selected using a stratified sampling technique. The major finding was that the respondents perceived the organizational culture as a hostile, bellicose culture, rife with politics. The unexpected result was a significant positive relationship between organizational citizenship behavior and organizational culture. This means that even when the organization’s culture was hostile, employees did not abuse and leave and went beyond the call of duty. It was found that job satisfaction did not mediate the relationship between organizational citizenship behavior and organizational culture.

The Influence of Organizational Culture on Resilience by Mediatory Effects of Occupational Stress, Job Satisfaction, and Burnout in Nurses: Structural Equation ModelingModeling

2020 ◽  
Vol 22 (6) ◽  
Author(s):  
Habib Allah Aghaei ◽  
Zahra sadat Asadi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Occupational Stress ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Data Gathering ◽  
Significant Negative Correlation ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Psychological Burden

Background: Organizational culture is the most essential tool of an organization to increase the resilience of personnel in a healthcare system. Promoting organizational culture is an effective factor in increasing job satisfaction and reducing psychological burden, and burnout in nurses. Objectives: This study aimed to investigate the influence of organizational culture on resilience by mediatory effects of occupational stress, job satisfaction, and burnout in nurses using structural equation modeling. Methods: This cross-sectional study was conducted among 712 nurses working in seven hospitals in Tehran during the 2018 - 2019. The participants were selected by thee stratified random sampling method with proportional allocation. In detail, after determining the number of samples of each hospital, sampling was performed using a random number sequence. The data gathering was performed by using questionnaires. Data were analyzed by the SPSS, version 23.0, and LISREL, version 8.8. Results: We found a significant positive correlation between organizational culture and job satisfaction (r = 0.29) and resilience (r = 0.21) (P < 0.05). There was a significant negative correlation between organizational culture and occupational stress (r = -0.22), and burnout (r= -0.14) (P < 0.05). The goodness of fit index (GFI) for organizational culture, occupational stress, job satisfaction, burnout, and resilience was 0.97, 0.97, 0.98, 0.96, and 0.95, respectively. RMSEA index for organizational culture, job satisfaction, burnout, and resilience was 0.069, 0.093, 0.057, and 0.050, respectively, which showed that the model is appropriately fit. Conclusions: The findings of the present study indicated that promoting organizational culture and reducing occupational stress and burnout can improve job satisfaction and mental health in nurses.

Determining the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance

2019 ◽  
Vol 8 (3) ◽  
pp. 266-282 ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Behavior ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
General Level ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment and employee’s performance. Design/methodology/approach This is a quantitative approach, which is based on cross-sectional data. In total, 326 usable cases are processed to infer the results through the structural equation model. Findings The results revealed a positive and significant impact of organizational commitment, job satisfaction and organizational culture on employee’s performance. An entrepreneurial orientation has a positive and significant impact on organizational commitment. Job satisfaction is impacted by organizational commitment, while organizational culture is influenced by job satisfaction. On the other hand, entrepreneurial orientation has a non-significant impact on employee’s performance. Practical implications Employers may shape the organizational culture and boost the general level of job satisfaction of their employees. Further, the study enriches the organizational behavior literature by recognizing and empirically validating the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance in the small and medium enterprises sector of Pakistan. Originality/value The findings of the current study may help in creating a better understanding of job satisfaction and delineating its association with organizational culture.

scholarly journals Level of job satisfaction amongst nurses in the North-West Province, South Africa: Post occupational specific dispensation

Curationis ◽  
2016 ◽  
Vol 39 (1) ◽  
Author(s):  
Sisinyana H. Khunou ◽  
Mashudu Davhana-Maselesele
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Short Form ◽  
Holistic Approach ◽  
Developed Countries ◽  
Nursing Assistants ◽  
Cross Sectional ◽  
North West ◽  
The North ◽  
North West Province

Background: Job satisfaction and burnout have been recurring problems amongst nurses in the Republic of South Africa (RSA). As a result, nurses are still leaving the rural public sector in search of lucrative work at the urban and private sectors and in developed countries. Accordingly, Occupational Specific Dispensation (OSD) was introduced as a strategy to ircumvent the problem. However, since the implementation of OSD in 2007, there have been no studies conducted regarding the level of job satisfaction amongst nurses after the implementation of OSD in the North-West Province, especially because each province has its own challenges that are unique to the area.Objectives: The study had two objectives: to describe the level of job satisfaction amongstprofessional and other category nurses (OCNs) at a public hospital in the North-West Provinceand describe the perceptions of nurses about OSD and their intention to continue working inthe hospital.Method: A quantitative descriptive cross-sectional design was used. Stratified random sampling was used to select a sample of 92 professional nurses (PNs), 90 enrolled nurses and enrolled nursing assistants (Nursing Act 2005), which made a total of 182 participants. For the purpose of the study, the enrolled nurses and enrolled nursing assistants were referred to as OCNs. Data were collected using the Minnesota Satisfaction Questionnaire–short form and OSD statements and analysed with Statistical Package for Social Science (SPSS, version 18).Results: The majority of PNs (79.3%, n = 73) and OCNs (86.7%, n = 77) were dissatisfied with the working conditions and salary: PNs (80.4%, n = 74) and OCNs (87.8%, n = 79). The nurses mostly discredited the current state of the OSD implementation. Majority of the PNs (84%, n = 77) and OCNs (91%, n = 82) disagreed with the statement that ‘level of job satisfaction has improved after the implementation of OSD’.Conclusions: The National Department of Health should consider a holistic approach to address all work-related conditions for nurses in order to curb the attrition rates. Policy makers and unions should urgently review OSD for all categories of nurses.

Sign in / Sign up

Export Citation Format

Share Document