scholarly journals Survey of job satisfaction and organizational climate at the University Computing Centre (Srce), Zagreb

2009 ◽  
Vol 3 (1-2) ◽  
pp. 91-92
Author(s):  
Damir Danijel Žagar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Organizational Effectiveness ◽  
Organizational Environment ◽  
The University

Organizational environment determines behavior of the organization’s members. Therefore, in order to efficiently manage human resources in an organization, it is crucial to know and understand this environment. Being used to describe organizational environment, organizational climate and culture are one of the most important psychosocial constructs influencing successful organization functioning and deve lop ment. During recent thirty years these constructs are attracting the interest for both – organizational behavior researchers as well as practitioners working in the field of the organizational effectiveness improvement and optimal human resources use. All of them are trying to find answers to questions related to the climate and culture nature, their ways of measurement and modification, and their causes and consequences.

scholarly journals Organizational commitment of employees as a result of job satisfaction

2021 ◽  
Vol 9 (1) ◽  
pp. 16-24
Author(s):  
Đurđijana Ilić-Koderman
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Behavior ◽  
Valuable Resource ◽  
Organizational Goals ◽  
Modern Business ◽  
Business Conditions ◽  
To Come ◽  
Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

scholarly journals Pengaruh disiplin kerja dan kepuasan kerja terhadap kinerja karyawan

2020 ◽  
Vol 19 (2) ◽  
pp. 115-126
Author(s):  
Novalita Silalahi ◽  
Wilson Bangun
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Student Satisfaction ◽  
Research Method ◽  
Employee Performance ◽  
Satisfaction Survey ◽  
Key Factors ◽  
Christian University ◽  
Household Workers ◽  
The University

One of the key factors for an organization's success lies in its human resources or employees. Optimal employee performance supports the organization achieving its goals. In this study, problems were found in employee performance, which was the result of a student satisfaction survey on employee services at Maranatha Christian University that had not reached 100%. The purpose of this study was to determine the effect of work discipline and job satisfaction on employee performance. The University staffs consisting of 131 Permanent Administration Workers and 58 Permanent Household Workers are the objects of this study. The research method used was descriptive and explanatory. The results showed that there was a significant influence of work discipline on employee performance. Job satisfaction variable was also found that there was a significant effect on employee performance. Work discipline and job satisfaction are important factors in improving employee performance.

Are Employee Benefit Programs Being Given Enough Credit for Their Effect on Employee Attitudes?

2012 ◽  
Vol 44 (5) ◽  
pp. 291-297
Author(s):  
Frank L. Giancola
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Professional Associations ◽  
Employee Attitudes ◽  
Employee Benefit ◽  
Employee Survey ◽  
The Past ◽  
Employee Attraction ◽  
The Difference

Over the past 10 years, human resources (HR) professionals have shown a tendency to underestimate the importance that employees place on employee benefit programs in terms of job satisfaction and employee attraction. Surveys show that employees value benefits over most other HR programs and that HR professionals are not in tune with those preferences. Possible reasons for the difference in opinion are that HR professionals are unaware of employee survey findings, the lack of respect sometimes given to benefit programs by HR professional associations and consultants and outdated job satisfaction studies cited in human resource and organizational behavior textbooks.

scholarly journals THE USE OF CATEGORIES AS INDICATORS OF ORGANIZATIONAL CLIMATE IN BRAZILIAN COMPANIES

2012 ◽  
Vol 2 (1) ◽  
Author(s):  
Joel Souza Dutra ◽  
André Luiz Fischer ◽  
Lina Eiko Nakata ◽  
Julio Cesar Rodrigues Pereira ◽  
Elza Fátima Rosa Veloso
Keyword(s):  
Data Analysis ◽  
Focus Group ◽  
Human Resources ◽  
Construct Validity ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Work Environment ◽  
Relevant Literature ◽  
Learning And Development

In order to analyze employees’ perception of the work environment, companies with a well-established people management structure periodically conduct organizational climate surveys. These surveys are meant to offer an understanding of how employees view the quality of the relationships they experience in the company. One of the characteristics of this type of survey, identified both in the relevant literature and empirically in practice, is the use of categories or indicators to direct development of the research instrument, data analysis, and later intervention as needed according to the results of the survey. This article seeks to propose a categorization of organizational climate dimensions directed at the Brazilian corporate reality, analysing its internal consistency and its construct validity. To that end, we used the results of a wide-ranging data sample collected from 123,445 respondents of 491 organizations in various regions of Brazil. The proposed analysis categories – identity, satisfaction and motivation, learning and development, and leadership – were reviewed based on theories of organizational behavior and then submitted to a focus group composed of human resources professionals employed by prominent Brazilian corporations.

scholarly journals Relationship between Organizational Effectiveness and Its Predictors among IT Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 3194-3202
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Research Study ◽  
Research Work ◽  
Mediating Effect ◽  
The Relationship

In modern scenario, human resource practitioners have been showing great concern for assessing the factors enhancing employee’s commitment towards organization. Since, dedicated and devoted employees can only facilitate the organization to attain heights of effectiveness. The current research study was carried out to access the factors enhancing effectiveness of organization along with the mediating effect of organizational commitment. The effect of job satisfaction and organizational climate on effectiveness was assessed considering commitment as a mediating variable. Adjusted structured questionnaires were used for evaluating these variables. 581 respondents from IT sector were approached for collecting the data. SEM was applied for examining the model fitness and mediating effect of commitment on effectiveness. It was revealed that both job satisfaction (β=.18, p=.001) and organizational climate (β=.11, p=.007) were positively associated with effectiveness. When organizational commitment was introduced into the model as mediator it was found that the above mentioned relationships become insignificant. Organization commitment fully mediates the relationship between job satisfaction and effectiveness (β=.01, p=.85) and organizational climate and effectiveness (β=.08, p=.054). This research work has essential implication in decision making by human resource development in IT sector. Proper strategies should be defined by the management for achieving job satisfaction and favourable organizational climate considering the moderating effect of commitment, which finally leads to organizational effectiveness.

scholarly journals Revisiting Internal Marketing for the Determinants of Job (Dis)Satisfaction by Using Asymmetric Approach

2020 ◽  
Vol 12 (9) ◽  
pp. 3781
Author(s):  
Cheng-Feng Cheng
Keyword(s):  
Job Satisfaction ◽  
Sustainable Development ◽  
Human Resources ◽  
Organizational Behavior ◽  
Qualitative Comparative Analysis ◽  
Sufficient Conditions ◽  
Internal Marketing ◽  
Employee Job Satisfaction ◽  
Linear Relationships ◽  
Set Relations

Research in the fields of organizational behavior, human resources, or sustainable development management has paid much attention to employee job satisfaction and suggests it is critical to a firm obtaining a dominant position and gaining competitive advantage in a competitive environment. From the internal marketing perspective, how to satisfy employee job satisfaction to retain the valuable human resources needed to achieve sustainable development of the organization is a major concern of scholars and practitioners. However, most studies focus on above-average job satisfaction and relatively neglect below-average job satisfaction. Accordingly, this study categorized relevant antecedents into causal configurations for identifying the sufficient conditions of job (dis)satisfaction. Specifically, this study investigated how employees can achieve job satisfaction or dissatisfaction based on a fuzzy set qualitative comparative analysis (fsQCA). Most problems and theories of social science are formulated in terms of sets and set relations, while study employs asymmetric thinking in data analysis of previous linear relationships. The fsQCA found three and two causal configurations to be sufficient for high employee job satisfaction and dissatisfaction, respectively. For instance, the results indicate one configuration, namely task-related, innovation-related, coworker-related, and personal-related characteristics present but supervisor-related characteristics absent, can achieve high employee job satisfaction when the values of task-related, innovation-related, coworker-related, and personal-related characteristics are high with lower values of supervisor-related characteristics.

scholarly journals Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

2018 ◽  
Vol 11 (1) ◽  
pp. 125 ◽  
Author(s):  
Massoud Moslehpour ◽  
Purevdulam Altantsetseg ◽  
Weiming Mou ◽  
Wing-Keung Wong
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Human Resource ◽  
Leadership Style ◽  
Work Style ◽  
Government Sector ◽  
Proposed Model ◽  
The Government

People try to find the role of government in today’s modern society. Citizens of any country look forward to benefit from government services. Although the government implements laws and policies in all areas of society, people only know about it through government’s services. We describe a good government’s service of organization, department, unit, and division that has an appropriate human strategy. Purpose: Purpose of this study is to investigate which factors have been missing that connects and maintains the sustainability between the leadership style and employees’ satisfaction in the government sector of Mongolia. More specifically, the purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology: The questionnaire is designed by a synthesis of existing constructs in current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of the territory and administration of Mongolia. Factor analysis, a reliability test, a collinearity test, and correlation analyses confirm the validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. The sample of this study is chosen from the public organization. Mongolia is a developing country. This country needs good public leaders who can serve citizens. This study will be extended further. In addition, Mongolia really needs sufficient studies. Practical implications: This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of these findings are beneficial to organizations aimed at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although the leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between the leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that the organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. An appropriate leadership style is most effective when it matches the organizational climate as well as employees’ work style. Furthermore, a suitable organizational climate will increase the level of job satisfaction. If the work style of employees is respected and taken into consideration, the leadership style can find its way into job satisfaction. Originality/value: This study is the first to understand the motivators of job satisfaction in the government sector of Mongolia. This study suggests valuable findings for executive officers who are junior and primary unit’s officers of the register sector of government in Mongolia. The findings of this study help managers and executives in their effort develop and implement successful human resource strategies.

The Ten Commandments for Organizational Effectiveness

1974 ◽  
Vol 18 (3) ◽  
pp. 325-332
Author(s):  
Stuart O. Parsons
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Effectiveness ◽  
Quantitative Data ◽  
Industrial Applications ◽  
Communication Techniques ◽  
Ten Commandments ◽  
Participation Program

The role of the human factors specialist in designing organizations for people vs. designing equipment for people is discussed. Ten principles for organizational behavior are presented which maximize the human resources along with examples and quantitative data based upon Lockheed experience and other industrial applications. Particular emphasis is devoted to TEAM, a worker participation program initiated six years ago at Lockheed and still evolving in form; Upward Performance Evaluation results; and new communication techniques.

scholarly journals HUMAN RESOURCES COMPETENCIES AND THE MEDIATION ROLE OF THE ORGANIZATIONAL CLIMATE

2020 ◽  
Vol 8 (4) ◽  
pp. 993-1014
Author(s):  
Emel BAHAR ◽  
Emine Özlem KÖROĞLU
Keyword(s):  
Human Resources ◽  
Organizational Structure ◽  
Organizational Climate ◽  
Study Data ◽  
Mediation Effect ◽  
State University ◽  
Administrative Employees ◽  
The University ◽  
The Relationship

The present study aimed to determine the effect of human resources competency levels on organizational structure, and also to identify the mediation role of the organizational climate in this effect. The relationship among these variables was analyzed by statistical methods such as factor analysis, regression analysis, and Sobel tests. All academic and administrative employees in a state university operating in Mersin Province of Turkey were included in the study. Data, collected using a questionnaire developed by the researchers from all employees of the university, were used to determine the relationship between the variables in the study. It was found in the present study that the levels of human resources competence positively affect organizational structure, and the organizational climate has a partial mediation effect in this relationship.                        

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