scholarly journals WHAT HAS JOB SATISFACTION GOT TO DO WITH EMPLOYEE COMMITMENT A RESEARCH STUDY ON LMX AND WORK ATTITUDES

2013 ◽  
Vol 1 (7) ◽  
pp. 79-79
Author(s):  
Ela ÜNLER ÖZ ◽  
Tomru DEREKÖYLÜ ◽  
Şirli Ender BÜYÜKBAY ◽  
Didem YILDIZ
Keyword(s):  
Job Satisfaction ◽  
Research Study ◽  
Employee Commitment ◽  
Work Attitudes

Psychological Capital and Work Attitudes: A Conceptual Analysis

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Bharat Chandra Sahoo ◽  
Surendra Kumar Sia ◽  
Niranjan Sahu ◽  
Aneesh V. Appu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Development ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Practical Implication ◽  
Job Involvement ◽  
Work Attitudes ◽  
Extensive Literature ◽  
Systematic Analysis

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

scholarly journals Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

2021 ◽  
pp. 1-13
Author(s):  
Hajar Boutmaghzoute ◽  
Karim Moustaghfir
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Employee Retention ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Theoretical Research ◽  
Future Research ◽  
Behavioral Factors ◽  
The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

The effect of actual workplace learning on job satisfaction and organizational commitment

2019 ◽  
Vol 31 (8) ◽  
pp. 481-497 ◽  
Author(s):  
Geunpil Ryu ◽  
Seong-Gin Moon
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Workplace Learning ◽  
Learning Experience ◽  
Work Attitudes ◽  
Moderating Effect ◽  
Data Set ◽  
Content Type ◽  
Learning Programs

Purpose This study aims to examine the effect of workplace learning experience and intrinsic learning motive on job satisfaction and organizational commitment. In addition, the study examined the moderating effect of intrinsic learning motives on the relationship between learning experience and job satisfaction and organizational commitment. Design/methodology/approach The current research used the Human Capital Corporate Panel survey data set, which aimed to explore how human resource development practices influence corporate performance. In all, 10,003 samples from 441 companies were used for data analysis. Findings Results indicate that taking part in workplace learning programs positively affects job satisfaction and organizational commitment. Likewise, intrinsic learning motives are also positively related to work attitudes. However, no interaction effect between the intrinsic learning motive and the learning experience was found, which may imply that an autonomous extrinsic learning motive is a better predictor for explaining job satisfaction than is a purely intrinsic learning motive within an organizational context. Originality/value Little research has examined the actual effect of workplace learning programs on employees’ attitudes regarding job satisfaction and organizational commitment. Furthermore, to the authors’ knowledge, no research has examined the moderating effect of intrinsic learning motive with workplace learning experience on employees’ positive work attitudes.

scholarly journals ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES.

2018 ◽  
Vol 1 (01) ◽  
pp. 9
Author(s):  
Indah Kusuma Hayati
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Commitment ◽  
Equation Model ◽  
Quality Of Work Life ◽  
Employee Job Satisfaction ◽  
Quality Of Worklife ◽  
Increase Productivity

Abstract. Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the human resources quality of an enterprise. Employees who have high job satisfaction, will generally have a high commitment to the company. High employee commitment will give beneficial contribution to the company to increase productivity of both employees and companies. This study aims to analyze the effect of the QWL application on job satisfaction and employee commitment as well as analyzing the effect of job satisfaction on employee commitment. The study is conducted by giving questionnaire to 120 employees SBU (Strategic Business Unit) 1 PT. PGN, which is present in three areas, namely Hosbun, Bogor and Jakarta East. Hypothesis testing method using the model Structural Equation Model (SEM) with PLS.The results of the analysis indicate that the application of QWL hypothesis has no effect on job satisfaction of employees. Application of QWL and job satisfaction significantly influence employee commitment. The better implementation of QWL and the higher levels of job satisfaction will increase employee commitment to the company.

scholarly journals Spokojenost školních psychologů a pohled na klady a zápory jejich práce

E-psychologie ◽  
2020 ◽  
Vol 14 (3) ◽  
pp. 17-30
Author(s):  
Marie Herynková ◽  
Keyword(s):  
Job Satisfaction ◽  
School Psychologists ◽  
Research Study ◽  
Working Hours ◽  
Work Schedule ◽  
Flexible Work ◽  
Flexible Work Schedule

The research study discusses the view of school psychologists on the positive and negative aspects of their profession. In addition, the research aims to discover to what extent school psychologists are satisfied with their work. The results show that the most frequently mentioned positive aspects of the work of school psychologists are the possibility of direct work with clients, a flexible work schedule and a flexibility in working approach and diversity. On the contrary, the most frequently mentioned disadvantages are difficult relationships in the workplace, unclear role, and loneliness. A large part of the respondent sample (N = 61, 59 women) are job-satisfied. A statistically significant correlation was found between job satisfaction and the practice length as well as the number of weekly working hours.

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 111-127 ◽  
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

Are Transformational Leaders a Double-Edged Sword? Impact of Transformational Leadership on Sport Employee Commitment and Job Satisfaction

2012 ◽  
Vol 7 (4) ◽  
pp. 661-676 ◽  
Author(s):  
Seungmo Kim ◽  
Marshall Magnusen ◽  
Damon Andrew ◽  
Jennifer Stoll
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Employee Commitment ◽  
Transformational Leaders ◽  
Athletic Department ◽  
Individual Level ◽  
Employee Job Satisfaction ◽  
Mediated Effects ◽  
The Relationship ◽  
Satisfaction Relationship

Few areas have received more frequent scholarly attention in the business literature than leadership. However, insufficient attention had been paid to the study of leadership in a sport context. Therefore, this study examined the direct effects of transformational leadership on sport employee job satisfaction and levels of commitment (to the athletic department and athletic director). Also examined were the mediated effects of both commitment foci on the relationship between transformational leadership and job satisfaction. Participants included 325 athletic department employees in a NCAA BCS football conference. Through CFA and SEM, the direct and mediated effects of transformational leadership on sport employee commitment and job satisfaction were explored. Limited support was found for a direct effect of transformational leadership on job satisfaction. However, the results indicated support for transformational leadership directly influencing organizational- and individual-level commitment. Commitment to the athletic department also mediated the transformational leadership-job satisfaction relationship.

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

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