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.

“A Study on the Influence of Rewards on Job Satisfaction With Special Reference to Education Industry in Oman”

2019 ◽  
Vol 118 (1) ◽  
pp. 114-124
Author(s):  
Mrs Nithya Sambamoorthy ◽  
Mr Subhash Kodiyil Raman ◽  
Mr Bhraguram Thayyil
Keyword(s):  
Job Satisfaction ◽  
Special Reference ◽  
Secondary Data ◽  
The Other ◽  
Primary Data ◽  
Other Hand ◽  
Education Industry ◽  
College Of Technology ◽  
Main Factors ◽  
Structured Questionnaire

This research is an examination and a study on the influence of rewards on job satisfaction of lecturers at Shinas College of Technology (ShCT). In academic industry, rewards are one of the factors that affecting job satisfaction of the employees and this will lead to affect their performance in their jobs. So, when rewards are more the job satisfaction will be high and when rewards are less the job satisfaction will be less. On the other hand, the age will not affect the job satisfaction. Previous research reveals that Job satisfaction is very important to success the industry and the rewards are the main factors which affect job satisfaction. The main purpose of this study is to know the influence of rewards in job satisfaction among the lecturers in ShCT. Moreover, this research attempts to identify how much rewards affect the job satisfaction in ShCT.  For this study used two types of data which are: primary data and secondary data. The sources of primary data is the response from lecturers at ShCT. It is collected through structured questionnaire and distributed such to 60 respondents. Secondary data, collected from internet, books, journals, articles etc.

Cultura organizacional y desempeño innovador en cuatro sectores productivos

Oikos ◽  
2015 ◽  
Vol 15 (31) ◽  
pp. 61
Author(s):  
Rafael G. Ricardo Bray ◽  
Ignacio Gómez Roldán
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Innovation Performance ◽  
The Other ◽  
Economic Sector ◽  
Economic Sectors ◽  
Other Hand

RESUMENPara un conjunto de ciento cuarenta y una organizaciones colombianas (95% bogotanas) clasificadas bajo la nomenclatura CIIU pertenecientes a 4 sectores económicos, se estimó el perfil de cultura organizacional de cada una a partir de la aplicación del Organizational Culture Survey (DOCS) de Daniel Denison y asociados. Las organizaciones bogotanas del estudio presentan unos perfiles culturales muy similares, no obstante pertenecer a diferentes sectores económicos. Por otro lado, las relaciones existentes entre las diferentes variables de cultura organizacional y el desempeño innovador difieren entre sectores económicos.Palabras clave: perfil de cultura organizacional, encuesta Denison de cultura organizacional, sector Económico, desempeño organizacional, innovación. Organizational culture and innovation performance in four different sectorsABSTRACTFor a sample of one hundred forty one Colombian organizations (95% located in Bogotá) classified under the CIIU ranking, the organizational culture profile of each one was estimated using the Organizational Culture Survey (DOCS) of Daniel Denison and associates. The organizations studied show very similar cultural profiles, although they belong to different economic sectors. On the other hand, the relationships existing between the different variables of organizational culture and innovation performance differ among economic sectors.Keywords: organizational culture profile, Denison organizational culture survey (DOCS), economic sector, organizational performance, innovation.

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 Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhen Yan ◽  
Zuraina D. Mansor ◽  
Wei C. Choo ◽  
Abdul R. Abdullah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Job Attitudes ◽  
The Other ◽  
Equation Modeling ◽  
High Turnover ◽  
Other Hand

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

scholarly journals Organizational culture and perceived effectiveness: a case study of an insurance company

2019 ◽  
Author(s):  
Milica Slijepcevic ◽  
Jelena Krstic
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Effectiveness ◽  
Research Question ◽  
The Other ◽  
Insurance Company ◽  
Effective Utilization ◽  
Other Hand ◽  
Culture And Climate ◽  
The Relationship

Research question: This paper studies the relation between organizational culture and perceived organizational effectiveness of an insurance company in a developing country with an emerging economy.Motivation: The main objective of the research is to determine whether there is a correlation between organizational culture and climate as a narrower concept, on the one hand and perceived organizational effectiveness on the other hand. Some authors noted a correlation between these organizational aspects. For example, Yan (2016) empirically confirmed that organizational culture positively and significantly correlates with organizational effectiveness. The relationship between organizational culture and organizational effectiveness was also examined by Cox and Trotter (2016), Chen (2017) and Deem, De Lotell and Kelly (2015). Idea: Starting from the findings of other authors that organizational culture indeed affects effectiveness, the authors of this paper wanted to examine whether this relation existed in  a state-owned insurance company in an emerging economy and if so, how to use this  to improve employees’ performance and overall business results. Data: They conducted the research in June 2017 on the sample of employees of Dunav Insurance Company and obtained six hundred and sixty six valid questionnaires. Tools: The questionnaires consisted of five general questions about demographic variables and twenty-nine closed-ended questions related to the topic. The researchers assessed the correlation between variables by Spearman Rho Coefficient and Chi-Square significance. Findings: The results showed the relationship between a number of aspects of organizational culture and climate on one hand and perceived organizational effectiveness on the other hand. Research results showed that the evaluation of effective utilization of working hours and professional capabilities is largely connected with the aspects of organizational climate that reflect poor working conditions and unethical attitude of employees. However, the evaluation of effective utilization of professional capabilities also relates to the perception of predominant aspects of an organizational climate that inspire positive internal relations. Contribution: The results presented in the paper can be used as the basis for organizational and managerial decision-making to improve work processes in the observed organization.

scholarly journals Knowledge and Awareness of Masks and N95 Respirators Used for COVID-19 Prevention Among Chemical Engineering Students at Al-Balqa Applied University, Jordan

2022 ◽  
Vol 9 ◽  
Author(s):  
Banan Hudaib ◽  
Ali F. Al-shawabkeh ◽  
Fadia Hudaib
Keyword(s):  
Engineering Students ◽  
Chemical Engineering ◽  
Public Awareness ◽  
The Other ◽  
World Health ◽  
Respiratory Protection ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Other Hand ◽  
Protective Mask

Background and Objectives: On March 11, the World Health Organization stated coronavirus disease 2019 (COVID-19) was a global pandemic; the rapid and extended spread of the COVID-19 pandemic has become a significant cause of concern for face-to-face university study. This study investigated the knowledge and awareness of chemical engineering students in Al-Balqa Applied University (BAU) in Jordan about respiratory protective measures against COVID-19.Materials and Methods: A cross-sectional study was developed using a multi-stage random sampling technique conducted from April 21–28, 2020. The data were collected through an online questionnaire distributed to BAU's chemical engineering students, with 179 responders completed the survey correctly. The data were analyzed statistically using the SPSS program. The questionnaire consisted of two parts: the first measured the student's general knowledge about the COVID-19 pandemic, while the second focused on the respiratory protection methods against COVID-19; it was structured to assess the student's knowledge about the suitable types of masks and respirators used in COVID-19 prevention, their detailed mechanism of action and filtration process type, their production materials, and finally how the student's knowledge affects choosing a proper preventive method.Results: The study found moderate awareness among engineering students about COVID-19 causative agent, effective preventive masks/respirators used, and the mask's viral blockage mechanisms. A total of 89 respondents (49.7%) pointed to the correct best protective mask, i.e., N95 mask. On the other hand, 119 respondents (66.5%) believed that a surgical mask is the best protective mask. The study also showed differences in knowledge between different academic years; the knowledge about respirators, masks, and their action mechanism among senior students in the last three academic years was better than the younger students with a P-value of 0.047 for knowledge about respirator used for protection against coronavirus disease and the P-value of 0.028 for knowledge of the comparisons between the N95 and surgical mask. On the other hand, the study showed a lack of awareness of the most suitable mask types used in pandemics and the appropriate use method.Conclusions: The study found that chemical engineering students in Al-Balqa university were moderately knowledgeable regarding COVID-19 respiratory preventive methods; these results provided an overview of each student's community's knowledge level. Therefore, efforts are needed to improve public awareness through comprehensive educational campaigns to increase students' knowledge, attitude, and practice.

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 Pengaruh Penerapan Prinsip Leadership, Employee Involvement, dan Continuous Improvement terhadap Kepuasan Kerja Karyawan

2015 ◽  
Vol 3 (2) ◽  
pp. 118
Author(s):  
Aderia Putri Prasanti ◽  
Nyoman Anita Damayanti
Keyword(s):  
Job Satisfaction ◽  
Continuous Improvement ◽  
Employee Involvement ◽  
Simple Random Sampling ◽  
Cross Sectional ◽  
Employee Job Satisfaction ◽  
Satisfaction Rate ◽  
Target Set ◽  
Cross Sectional Design ◽  
The One

ABSTRACT Job satisfaction rate of Rumah Sakit Mata Undaan Surabaya (RSMU)’s employees increasedfrom 76,92% to 78,92% in 2012-2013. Unfortunately, in 2014 this rate decreased to 74,91%. The target set by management is 80%. Therefore, job satisfaction rate of RSMU’s employees has not reached the target. The aim of this study is to analyze the influence of leadership, employee involvement, and continuous improvement principle implementationtowards the job satisfaction of RSMU’s employees. This study used observational method with cross sectional design. The data was obtained through questionnaire with simple random sampling involving 90 employees as the sample of the research. The next step is analyzing the data analytically by using logistic regression test univariate (α=0,05) to examine the influence of leadership, employee involvement, and continuous improvement principle implementation towards the employee’s job satisfaction. The test result indicates that there are influences of two principles implementation towards the employee’s job satisfaction. Those principles, on the one hand, are leadership (sig=0,002) and continuous improvement (sig=0,006). On the other hand, the implementation of employee involvement does not affect the job satisfaction.Keywords :Employee job satisfaction, leadership, employee involvement, continuous improvement

scholarly journals Effect of Core Mass and Alloy on Cyclic Fatigue Resistance of Different Nickel-Titanium Endodontic Instruments in Matching Artificial Canals

Materials ◽  
2021 ◽  
Vol 14 (19) ◽  
pp. 5734
Author(s):  
Sebastian Bürklein ◽  
Lennart Zupanc ◽  
David Donnermeyer ◽  
Karsten Tegtmeyer ◽  
Edgar Schäfer
Keyword(s):  
Fatigue Resistance ◽  
Cyclic Fatigue ◽  
Nickel Titanium ◽  
The Other ◽  
Design Parameters ◽  
Core Mass ◽  
Cross Sectional ◽  
Significance Level ◽  
Cross Sectional Design ◽  
The Impact

Instrument failure during root canal preparation is still a concern among endodontists. However, it remains unclear whether the use of more martensitic alloys or the cross-sectional design parameters (i.e., core mass) significantly improve fracture resistance. The aim of the study was to evaluate the impact of core mass and alloy on dynamic cyclic fatigue resistance of nickel-titanium endodontic instruments in matching artificial canals at body temperature. Two groups were tested. (A) taper 0.04: F360 (Komet, Lemgo, Germany), Twisted file (Sybron Endo, Glendora, CA, USA) (=TF), JIZAI (Mani, Tochigi, Japan) (=J_04) (all size #25) and the variable tapered TruNatomy (Dentsply, Ballaigues, Switzerland) (size #26) (=TN). (B) size #25; taper 0.06: (Mtwo (VDW, Munich, Germany), JIZAI (Mani) (=J_06), and variable tapered Hyflex EDM OneFile (Coltene Whaledent, Altstätten, Switzerland) (=HF). Time, number of cycles to fracture (NCF), and number and length of fractured fragments were recorded and statistically analysed using ANOVA Student-Newman-Keuls, Kruskal–Wallis or Chi-square test (significance level = 0.05). (A) TN showed the significantly shortest time until fracture, followed by TF, F360 and J_04 which also differed significantly, while NCF showed the following order: F360 < TN < TF < J_04 (p < 0.05). Only one J_04 but all instruments of the other groups fractured within the test-limit of 10 min. (B) Mtwo was significantly inferior concerning time until fracture and NCF, compared to J_06 and HF (p < 0.05), which did not differ significantly (p > 0.05). While all Mtwo instruments fractured, only four instruments failed in the other groups (p < 0.05). Within the limitations of this study, alloy and cross-sectional design (i.e., core mass) were critical factors regarding instrument failure, but none of these factors could be determined as a main parameter for increased or decreased time, and cycles to fracture. Rather, it seemed to be the interaction of multiple factors (e.g., longitudinal and cross-sectional design, alloy, and rotational speed) that was responsible for differences in the time and cycles to fracture. Nonetheless, all instruments had lifetimes that allow safe clinical use. However, the superiority or inferiority of an instrument with regard to cyclic fatigue based on laboratory results—even when identical trajectories are guaranteed—may be considered questionable, as the characteristics and design parameters of the instruments vary considerably, and the experimental setups lack additional clinical parameters and thus clinical relevance.

scholarly journals FAKTOR YANG BERHUBUNGAN DENGAN STRES KERJA PADA PENYELAM DI PT. X

2015 ◽  
Vol 4 (1) ◽  
pp. 54
Author(s):  
Faris Lazwar Irkhami
Keyword(s):  
Correlation Coefficient ◽  
Job Stress ◽  
Pearson Correlation ◽  
Marine Animal ◽  
Chi Square ◽  
Cross Sectional ◽  
Correlation Test ◽  
Pearson Correlation Test ◽  
Chi Square Test ◽  
Cross Sectional Design

ABSTRACTStress can be perceived as a response to threats situations (either physical or psychological) caused by individual inability  to overcome existing threats within his/her environment. Job stress is the result of interaction between an individual (i.e. a worker) and his/her occupation. The objective of this study to identify the factor affecting tojob stress by the divers at PT. X. This study applied cross-sectional design conducted by observing the divers at PT. X. The population of this study was all divers working at PT. X. Data was analyzed by Spearman Correlation Test, Pearson Correlation Test, and Chi-square Test. The results of this study is strong correlation between personality type and job stress (as indicated by correlation coefficient 0.645). The divers’ age (correlation coefficient -0.283), educational level (correlation coefficient -0.220), years of service/experience (correlation coefficient -0.158), length of diving session (correlation coefficient 0.083), and threats of marine animal attack (correlation coefficient 0.156) had lower correlation with job stress. While the divers residence might also affect their job stress (as indicated by correlation coefficient 0.539).Keywords: job stress, diver

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