scholarly journals Effect of Management of Performance Reward Systems on Subordinates’ Satisfaction with Job in Malaysian Fire and Rescue Department

2017 ◽  
Vol 8 (2) ◽  
pp. 115
Author(s):  
Azman Ismail ◽  
Yusniati Ishak ◽  
Anis Anisah Abdullah
Keyword(s):  
Job Satisfaction ◽  
Performance Assessment ◽  
Model Analysis ◽  
Information Delivery ◽  
Path Model ◽  
Survey Method ◽  
Reward Systems ◽  
Handling Performance ◽  
And Performance ◽  
Intrinsic Job Satisfaction

This research was to measure the correlation between management of performance reward systems on subordinates’ satisfaction towards the job. A survey method was utilized to collect data from subordinates who worked at the headquarters of fire and rescue departments in Malaysia. The outcomes of SmartPLS path model analysis display two important findings. First, the implementation of information delivery and performance assessment in handling performance reward systems have enhanced subordinates’ intrinsic job satisfaction, but the implementation ofinvolvement hypothesized performance reward systems has not enhanced subordinates’ intrinsic job satisfaction. Second, implementation of information delivery, involvement and performance assessment in handling performance reward systems have also enhanced subordinates’ extrinsic job satisfaction.

scholarly journals Managers' Roles in Performance-Based Reward Enhancing Employees’ Feelings of Procedural Justice

KINERJA ◽  
2017 ◽  
Vol 21 (2) ◽  
pp. 145
Author(s):  
Azman Ismail ◽  
Mohd Ridwan Abd Razak
Keyword(s):  
Procedural Justice ◽  
Performance Assessment ◽  
Model Analysis ◽  
Path Model ◽  
And Performance

This study assesses the correlation between managers’ roles in performance based reward and procedural justice at disaster agencies in Malaysia. The outcomes of SmartPLS (PLS-SEM) path model analysis demonstrated that the capability of management to correctly apply communication, involvement and performance assessment in performance-based reward could lead to higher employees' feelings of procedural justice in the organizational sample. Further, this study offers discussion, implications, and conclusion.Keywords: Managers’ roles, performance based reward, procedural justice, SmartPLS

scholarly journals Perceived career development support in workplace career programme

2014 ◽  
Vol 59 (201) ◽  
pp. 157-175 ◽  
Author(s):  
Azman Ismail ◽  
Nurrul Adnan ◽  
Rizal Bakar
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Career Planning ◽  
Model Analysis ◽  
Higher Learning ◽  
Path Model ◽  
Survey Method ◽  
Career Management ◽  
Development Support ◽  
The Relationship

This study aims to quantify the relationship between the workplace career programme, perceived career development support, and job satisfaction. The survey method was employed to gather self-reported questionnaires from employees who work at a defence-based higher learning institution in Malaysia. The outcomes of SmartPLS path model analysis showed two important findings: first, the relationship between career planning and career management was positively and significantly correlated with job satisfaction. Second, the relationship between perceived career development support was positively and significantly correlated with job satisfaction. This finding confirms that perceived career development support does act as an important mediating variable in the relationship between workplace career programme and job satisfaction in the organizational sample. This study includes a discussion, implications, and a conclusion.

scholarly journals Factors influencing job satisfaction among academic staffs

2020 ◽  
Vol 9 (2) ◽  
pp. 285
Author(s):  
Choon Hee Ong ◽  
Chong Hui Shi ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Lim Lee Ping
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Survey Method ◽  
Top Management ◽  
Hierarchy Theory ◽  
Effective Strategies ◽  
Lmx Theory ◽  
Management Leadership ◽  
Member Exchange ◽  
And Performance

The purpose of this study is to examine the relationship between pay and benefits, work environment, top management leadership, workload and job satisfaction among academic staffs in a private academic institution in Malaysia. Motivation-Hygiene Theory, Maslow’s Needs Hierarchy theory and Leader-Member Exchange (LMX) theory were used to establish the theoretical framework of this study. Questionnaire survey method was employed to collect data which yielded 82 responses in this study. Statistical Package for Social Science (SPSS) was used to perform data analysis throughout the study. All study variables were found to have significant positive relationships with job satisfaction among academic staffs in the selected institution. Top management leadership was discovered to have the most significant relationship with job satisfaction. The findings of this research provide a clear message to the top management that leadership plays an important role in enhancing job satisfaction of the academic staffs. Hence, it is suggested that the institution management should adopt appropriate leadership style and establish effective strategies and policies that aim to increase job satisfaction and performance of the academic staffs.

One-dimensional model analysis and performance assessment of Tesla turbine

2018 ◽  
Vol 134 ◽  
pp. 546-554 ◽  
Author(s):  
Jian Song ◽  
Xiao-dong Ren ◽  
Xue-song Li ◽  
Chun-wei Gu ◽  
Ming-ming Zhang
Keyword(s):  
Performance Assessment ◽  
Model Analysis ◽  
Dimensional Model ◽  
One Dimensional ◽  
And Performance

scholarly journals Work Discipline, Competence, Empowerment, Job Satisfaction, and Employee Performance

2019 ◽  
Vol 8 (3) ◽  
pp. 7209-7215
Keyword(s):  
Job Satisfaction ◽  
Spatial Planning ◽  
Structural Equation ◽  
Employee Performance ◽  
Civil Servants ◽  
Equation Modeling ◽  
Survey Method ◽  
Weighted Mean ◽  
The Republic ◽  
And Performance

The results of the study indicate that employees were not satisfied with their work discipline, competence, and empowerment. Thus, job satisfaction cannot be compared to employee performance. Applying a survey method to reveal the perceptions of 376 employees of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia, starting from August 2016 - August 2017, this study reveals work discipline, competence, and empowerment had implications for job satisfaction in improving employee performance. Data were analysed descriptively (weighted mean score) and inferentially (Structural Equation Modeling). The results showed that: (1) Work discipline, competence, empowerment, job satisfaction and performance of the civil servants at the Ministry of Agrarian and Spatial Planning/National Land Agency of the Republic of Indonesia were in “good” category, albeit not optimal; (2) Work discipline, competence, and empowerment simultaneously and partially had significant effect on civil servants’ job satisfaction at the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia; and (3) Work discipline, competence, and empowerment both directly and indirectly (through Job Satisfaction) were simultaneously and significantly related to the performance of civil servants of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency of the Republic of Indonesia.

scholarly journals Administrators’ Roles in Training Programs and Their Relationship with Trainees’ Motivation

2018 ◽  
Vol 9 (1) ◽  
pp. 71
Author(s):  
Azman Ismail ◽  
Anis Anisah Abdullah ◽  
Umi Hamidaton Mohd Soffian Lee ◽  
Nur Izzaty Mohamad ◽  
Nurul Inani Ibrahim
Keyword(s):  
Training Programs ◽  
Model Analysis ◽  
Government Agency ◽  
Path Model ◽  
Survey Method ◽  
East Malaysia ◽  
Motivation Level ◽  
The Relationship

This research was conducted to assess the relationship between the role of administrators in training programs and the motivation level of the trainees. The data were collected through a survey method conducted on employees at a government agency in East Malaysia. The outcomes of SmartPLS path model analysis show three important findings. First, administrators’ roles in training programs are significantly related to trainees’ motivation. Second, provision of support is significantly linked to the motivation of the trainees. Third, communication is significantly related to the motivation level of the trainees. Thus, the findings indicate that administrators’ roles, support, and communication act as significant determinants of trainees’ motivation in an organizational sample.

scholarly journals The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

2016 ◽  
Vol 13 (1) ◽  
pp. 2277 ◽  
Author(s):  
Fikret Sozbilir ◽  
Salih Yesil
Keyword(s):  
Job Satisfaction ◽  
Cultural Intelligence ◽  
Culture Shock ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Theory And Practice ◽  
Survey Method ◽  
International Activities ◽  
And Performance ◽  
The Impact

Cultural Intelligence (CQ) referring to the adaptation to cross-cultural situation, interacting and working effectively in cross-cultural situations is the subject of this study. Globalization and international activities of companies have increased the cross-cultural interaction and commercial links, which in turn have resulted in the need for knowledge and competence about different culture. Within these dynamics, the success of the managers who are in charge of international activities depends on their CQ. The studies related to CQ reveal that it helps to cope with multi-cultural situations, to perform in culturally diverse work groups, to manage culture shock and facilitate effective cross-cultural adjustment, decision making and performance. This study particularly investigates the role of CQ on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP). The study also looks at the link between CCJS and IRP. A research model along with the related hypotheses was developed and tested based on the data collected through survey method from textile companies in Turkey. The results reveal that CQ is positively related to CCJS. The partial support is also obtained from the data regarding the link between CQ and IRP. In addition, the research finds no relationship between CCJS and IRP. The findings are discussed in relation to theory and practice in the conclusion part of the study.

scholarly journals The Role of Trust as an Informal Mechanism in the Management Control System of Performance Effectiveness

2018 ◽  
Vol 7 (1) ◽  
pp. 45
Author(s):  
Fachmi Pachlevi Yandra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Positive Relationship ◽  
Management Accounting ◽  
Group Identification ◽  
Survey Method ◽  
Cognitive Orientation ◽  
And Performance

Performance is a variable explaining the effectiveness of internal control systems that managed based on management accounting information and functions. There are some aspects of behavior that remain unexplained in understanding the effectiveness of the performance of organizations and individuals affected by the data and accounting functions. In addition, social mechanisms such as culture, honesty, group identification and trust play an important role in mitigating agency problems. This study aims to investigate what and how the role of trust in organizational performance is. It develops and tests a conceptual relation model between trust and performance through organizational commitment and job satisfaction. It also examines contextual factors in the form of cognitive orientation of the conceptual model that has been built. The data were collected by using questionnaire-based survey method for the employees based on the criteria of having direct supervisors and directly responsible for them, and a minimum work period of one year. They were analyzed using SEM PLS. It shows that organizational commitment mediates the positive relationship between trust and job satisfaction. The positive relationship between trust and performance is mediated by organizational commitment and job satisfaction. It also shows that cognitive orientation influences the relationship between job satisfaction and performance. This study contributes to the management accounting literature, that is, a conceptual relationship model of trust to performance in the realm of empirical research

scholarly journals Realizing Job Satisfaction and Performance Through Organizational Culture and Job Involvement

2020 ◽  
Vol 7 (2) ◽  
pp. 51-60
Author(s):  
Feri Djoko Riyanto ◽  
Tetra Hidayati ◽  
Saida Zainurossalmia
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Job Involvement ◽  
Survey Method ◽  
Employee Productivity ◽  
Regional Office ◽  
Increase Productivity ◽  
And Performance

Human resource management is an important aspect of an organization. The quality of human resources must be developed every time for the organization to achieve the expected goals. This study aims to determine and analyze the influence of organizational culture and involvement on performance mediated by job satisfaction at the Regional Office of Direktorat Jendral Kekayaan Negara Kalimantan Timur dan Utara. This research uses quantitative approach with a survey method on 41 respondents. Testing uses descriptive and path analysis. The results showed that job satisfaction does’t automatically increase productivity. Organizational culture and involvement have an influence on job satisfaction, besides that it can be concluded that employee dissatisfaction tends to reduce employee productivity.

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