scholarly journals Work Satisfaction and Affective Commitment Among State Prison Officers

2021 ◽  
Vol 17 (13) ◽  
Author(s):  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari ◽  
Mohd. Hafez Al-Assad Senafi
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Reliability Analysis ◽  
Affective Commitment ◽  
Response Rate ◽  
Research Framework ◽  
State Prison ◽  
New Research ◽  
The Impact ◽  
The Relationship

Job satisfaction and affective commitment have been discussed by the scholar in the field. Moreover, the issues about job satisfaction, namely the job environment, salary, colleagues, promotion, and supervision were also an issue among state prison officers about their affective commitment. Thus, the paper's objectives are to explore the relationship and understand the impact of the job satisfaction components toward affective commitment. Selfadministered questionnaires are distributed among 300 state prison officers. A total of 205 usable questionnaires are collected with a response rate of 68.3%. Reliability analysis is conducted before the analysis of the relationship and impact between variables. Furthermore, a new research framework is discovered. The study discovered the work environment, salary, and supervision as components of job satisfaction have an impact on state prison officers' affective commitment. Unfortunately, state prison officers state that colleagues of job satisfaction have no significant impact on their affective commitment.

The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

scholarly journals The Impact of Work Environment, Work Motivation and Job Satisfaction on Dispatchers Performance at PT. PLN (Persero) UP2D Makassar

2020 ◽  
Vol 3 (4) ◽  
pp. 85-106
Author(s):  
Muhammad Reza Mulyadi ◽  
Idayanti Nursyamsi ◽  
Andi Nur Bau Massepe
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Analysis Method ◽  
Performance Variables ◽  
Analysis Techniques ◽  
The Impact ◽  
The Relationship

This paper aims to determine and analyze the influence of the work environment, work motivation, job satisfaction on the performance of Dispatchers at PT PLN (Persero) UP2D Makassar. The method used in this research is the Descriptive Analysis method using multiple regression. The population in this study were employees who worked at PT PLN (Persero) UP2D Makassar, namely Dispatchers, the sample in this study were 34 Dispatchers. Data collection uses observations, questionnaires, and documentation while testing the hypothesis used to use validity analysis techniques, reliability testing, classical assumption tests, partial tests, and simultaneous tests. The results of this study indicate that first, the work environment has a positive and significant effect on the performance of dispatchers. Second, work motivation has a positive and significant influence on dispatcher's performance. Third, job satisfaction has a positive and significant impact on dispatcher performance. Fourth, if simultaneously the influence of the work environment, work motivation, and job satisfaction on dispatcher performance together have a significant effect on performance. The most dominant variable in the model is work motivation, 34% explains the relationship to dispatcher employee performance variables.

Researchers show women at Spanish SMEs respond positively to high-involvement HRMs

2020 ◽  
Vol 28 (6) ◽  
pp. 49-50
Keyword(s):  
Work Environment ◽  
Design Methodology ◽  
Affective Commitment ◽  
Moderating Effect ◽  
Men And Women ◽  
High Involvement ◽  
Content Type ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship

Purpose The authors wanted to look at the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy. Design/methodology/approach The authors tested four hypotheses on thousands of employees from 104 Spanish SMEs. Previous studies of high-involvement HRM systems were done in large US firms Findings The results showed women are more likely than men to reciprocate employer offerings of supportive HRM. They are also more likely to withdraw their commitment when the work environment is unsupportive. However, the results showed that the moderating effect of gender on the relationship between autonomy and affective commitment was not significant Originality/value The authors said that few previous studies had tried to explain the different impacts on men and women of perceived HRM practices. Their study was also unusual in investigating the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.

The Impact of Age on the Job Satisfaction of University Teachers

1998 ◽  
Vol 59 (1) ◽  
pp. 95-108 ◽  
Author(s):  
Titus Oshagbemi
Keyword(s):  
Job Satisfaction ◽  
Older Workers ◽  
Response Rate ◽  
General Trend ◽  
University Teachers ◽  
Job Descriptive Index ◽  
The Core ◽  
The Impact ◽  
The Relationship ◽  
Overall Job Satisfaction

The impact of age on the job satisfaction of university teachers A general trend in today's organisations is that they are staffed with older workers. One interesting question, therefore, is whether older workers are more satisfied with their jobs when compared with younger employees? The objective of this study was to investigate the effects of age on the job satisfaction of UK academics. A questionnaire including several demographic questions such as age, gender and rank was administered to 1, 102 university teachers. A total of 554 responses were received, giving a response rate of 50.3 per cent. Using frequency analysis, the overall job satisfaction score of the academics was found to be positively related to their age. A three-way analysis of variance confirmed the hypothesis that age is linearly related to the overall measure of their job satisfaction. Further analyses showed that the age of the academics is significantly related to their satisfaction with teaching, research, and administration and management, i.e. the core aspects of their job. The nature of the relationship is explored. It was observed that the construct developed for ascertaining an overall measure of job satisfaction was more rigorous than the popular Job Descriptive Index.

scholarly journals Organisational Commitment and Job Satisfaction as Antecedents of Organisational Citizenship Behaviour

2019 ◽  
Vol 10 (6A) ◽  
pp. 109-122
Author(s):  
Thembi Laura Motaung ◽  
Patrick Qena Radebe
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Primary Objective ◽  
Supporting Evidence ◽  
Organisational Commitment ◽  
Water Utility ◽  
Continuance Commitment ◽  
Utility Company ◽  
The Impact ◽  
The Relationship

Contemporary challenges facing organisations emphasise the need for a calibre of employees who exude organisational citizenship behaviour (OCB) and organisational commitment (OC), including a satisfactory level of job satisfaction (JS). Research is replete with supporting evidence that OCB is triggered by JS and that JS is positively related with OC. Although the relationship between these constructs is considered important, research exploring the relationship between these three constructs in the context of a water utility remains scarce. The primary objective of this research was to examine the impact of OC and JS on OCB at a water utility company in Gauteng. A survey was utilised to elicit responses from 400 sampled participants. A quantitative approach was adopted by which exploratory factor analysis (EFA), correlation and regression analyses were performed to analyse data. Using EFA, three factors of OC were extracted. The results further showed a positive correlation between affective commitment and normative commitment; JS and OCB; and no predictive relationship was observed between continuance commitment and OCB. Based on the findings, it was recommended that JS, OC and OCB should be improved through mechanisms such as job-fit, job enrichment career advancement performance-related pay and mentorship programmes.

scholarly journals Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

2019 ◽  
Vol 11 (4) ◽  
pp. 1101 ◽  
Author(s):  
Juan Yang ◽  
Bo Pu ◽  
Zhenzhong Guan
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Entrepreneurial Leadership ◽  
The Sustainable Development ◽  
In Series ◽  
The Impact ◽  
The Relationship

Entrepreneurial leadership is critical for the sustainable development of start-ups and plays a key role in employees’ turnover intentions. The purpose of this study was to examine the relationship between entrepreneurial leadership and turnover intentions of employees within enterprises established in the last five years. This paper explored this relationship through multiple serial mediators, specifically, employee affective commitment, job embeddedness, and job satisfaction. A quantitative approach was employed on a sample of 403 participants from 62 ventures. The results demonstrated that entrepreneurial leadership can reduce employee turnover intentions, and the impact is through job embeddedness, job satisfaction, and affective commitment, in series. This study is the first try of a three-serial-mediator model for the relationship between entrepreneurial leadership and turnover intentions, and it leads to a better understanding of the significance of entrepreneurial leadership.

THE IMPACT OF JOB SATISFACTION AND EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL COMMITMNET OF UNIVERSITY TEACHERS OF PAKISTAN

2018 ◽  
Vol 1 (1) ◽  
pp. 4-11
Author(s):  
Syed Waqar Hussain Bukhari
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Organizational Behavior ◽  
Affective Commitment ◽  
Faculty Members ◽  
Normative Commitment ◽  
Organizational Policies ◽  
The Impact ◽  
The Relationship

This research study was conducted to observe the association among the faculty members of the universities of Islamabad and Rawalpindi, their emotional intelligence, job satisfaction and organizational commitment. In the educational settings, the role of emotional intelligence is the most discussed and researched extensively in the realm of organizational behavior. Researchers have also argued the importance of emotional intelligence in academics. Moreover, little empirical research has been carried out to test the relationship among emotional intelligence, job satisfaction and organizational commitment, specifically the teachers of the universities of Pakistan. This study aimed not merely to ascertain empirical evidence to observe the relationship among EI, JS and OC in academics context, but also to recognize its theoretical and useful implications in the context of universities of Pakistan. The results of this study revealed that the correlation exists among job satisfaction, emotional intelligence and the components of organizational commitment: affective commitment, normative commitment and continuous commitment. Hierarchical regression analysis was applied to test the hypothesis, results indicated that job satisfaction positively predicts affective commitment, normative commitment and continuous commitment but emotional intelligence does not predicts affective commitment, normative commitment and continuous commitment. This study concluded that academic managers should make their teachers well satisfied and faithful to their organizations by defining their roles, clear organizational policies and procedures, finest provision of intrinsic and extrinsic incentives and creating sense of empowerment to their faculty members.

Moderation-mediation framework connecting internal branding, affective commitment, employee engagement and job satisfaction: an empirical study of BPO employees in Indian context

2020 ◽  
Vol 12 (3/4) ◽  
pp. 327-348
Author(s):  
Prabhjot Kaur ◽  
Keshav Malhotra ◽  
Sanjeev K. Sharma
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Employee Engagement ◽  
Affective Commitment ◽  
Critical Role ◽  
Marketing Manager ◽  
Internal Branding ◽  
Content Type ◽  
The Relationship

PurposeTaking an evidence from social exchange theory, this research examines the mediating role of affective commitment in the correlation between internal branding, employee engagement and job satisfaction. The moderating role of work environment on the link between internal branding and affective commitment is also studied in this research.Design/methodology/approachThe data were collected by using well-structured research measures from 215 employees working in the BPO sector of India (Punjab and Chandigarh). The hypotheses were developed, and the conceptual model was validated by applying structural equation modeling. The data were analyzed by using two statistical packages, namely SPSS and AMOS.FindingsThe findings suggest that internal branding has a significant positive relationship with employee engagement, job satisfaction and affective commitment. The mediating effect of affective commitment on the relationship between internal branding and employee engagement was full, whereas on the relationship between internal branding and job satisfaction, it was partial. Work environment also moderated the relationship of internal branding with affective commitment.Research limitations/implicationsThe current study offers significant lessons to management thinkers, human resource (HR), organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance affective commitment, employee engagement and job satisfaction of the employees. The role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if the work environment is not encouraging to an employee as well as to the brand values.Practical implicationsThis study offers significant lessons to management thinkers, HR, organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance employee engagement, job satisfaction and affective commitment of the employees. An important role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if employees are not provided an encouraging work environment.Originality/valueExisting researches on internal branding are theoretical in nature and overlook the empirical impact of internal branding on employee engagement, job satisfaction and affective commitment from the BPO employees' perspective. The study also offers an empirical examination of potential mediator and moderator for internal branding.

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