scholarly journals HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Nurul Asfiah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Employee Job Satisfaction ◽  
Job Satisfactions ◽  
High Level ◽  
The Relationship ◽  
Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Research on the Relationship among Enterprise Employee's Job Satisfaction, Organizational Commitment and Job Performance

2013 ◽  
Vol 411-414 ◽  
pp. 2477-2480
Author(s):  
Ling Ma ◽  
Yun Xing ◽  
Yu Wang ◽  
Hao Tian Chen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Empirical Research ◽  
Research Method ◽  
Key Factors ◽  
Employee Job Satisfaction ◽  
Intermediary Role ◽  
The Relationship ◽  
Positive Effect

Employee job satisfaction and organizational commitment are the key factors that affecting the performance of enterprise’s employees. Through using empirical research method to explore the relationship among the three with the sample of 330 employees of an enterprise. The results show that: Employees’ job satisfaction have a positive effect on job performance significantly; Employees job satisfaction positive effect on organizational commitment; Organizational commitment played a partial intermediary role in the process of job satisfaction improving performance.

scholarly journals Influence of entrepreneurs on job satisfaction and organizational commitment of employees

2021 ◽  
Vol 11 (2) ◽  
pp. 96-105
Author(s):  
Jesa Kreiner ◽  
Dragana Sajfert ◽  
Svetlana Anđelić ◽  
Nikola Jančev ◽  
Milorad Živković
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Significant Positive Correlation ◽  
The Other ◽  
Hierarchical Regression ◽  
Employee Job Satisfaction ◽  
Positive Correlations ◽  
Or Organization ◽  
The Relationship

In this paper, we analyze reliability, correlations, regression of employee obligations, compare employee regression, job satisfaction regression, and hierarchical regression analysis. As techniques for comparison of entrepreneurs and employees are significant for analysis of positive correlations between the determinants, we used 36 independent samples and 210 individuals. The findings reveal that: (1) The results of the research confirmed the existence of a statistically significant positive correlation between the determinants of job satisfaction and organizational commitment on one hand, and the work of entrepreneurs, on the other; (2) The results of the survey compare the relationship between entrepreneurs and employee job satisfaction and organizational commitment, adding a significant increase in the importance of the construct; (3) Entrepreneurship has a relative correlation in relation to job satisfaction, and organizational commitment, and thus increases the scope of tasks and efficiency of entrepreneurs; (4) Entrepreneurs show dominance over employee satisfaction and organizational commitment, when they predict the success of a group or organization and organizational civic behavior. We recommend that future researches examine the relationship among entrepreneurs and their relationship with employees, as well as job satisfaction and organizational commitment, in order to potentially compare them.

scholarly journals The Relationship between Job Satisfaction and Organizational Commitment among Employees of a Selected Tertiary Educational Institution in Northwest Haiti

2021 ◽  
Vol 2 (Issue 1 (January to March 2021)) ◽  
pp. 33-40
Author(s):  
Willy Lima ◽  
Daniel Allida
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Educational Institution ◽  
Motivating Factors ◽  
Normative Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

This study sought to investigate the relationship between job satisfaction and organizational commitment among employees of a selected tertiary educational institution at Northwest of Haiti. A questionnaire was used to collect data from 55 employees. It was found that there is a moderate level of job satisfaction and high level of continuance and normative commitment among employees. It was also found that there is a strong positive relationship between job satisfaction and affective commitment and a weak positive relationship between job satisfaction and normative commitment. It was therefore recommended that administrators should seek to find ways and means to provide extrinsic and intrinsic motivating factors in order to prevent job dissatisfaction with regrettable consequences for the institution when employees may decide to leave their organization.

Leaders' Behavior in Association With Job Satisfaction and Organizational Commitment

2018 ◽  
pp. 308-330
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Health Care Organizations ◽  
Total Variability ◽  
Individual Variables ◽  
High Level ◽  
Nursing Health ◽  
The Relationship

The achievement of organizational objectives depends on the leadership and leaders' behavior. The study was conducted to examine the relationship between the leaders' behavior, job satisfaction and organizational commitment of employees in nursing in Slovenian hospitals. The differences between individual variables were analyzed with the Mann-Whitney Test, Spearman correlation analysis and the regression analysis. With the leadership style, leaders' characteristics, leaders' emotional intelligence, and teamwork in the unit we can explain 51% of the total variability of nurses' job satisfaction and 84% of organizational commitment. Leaders' behavior has an important component of work and associated with job satisfaction and organizational commitment of employees in nursing. Health care organizations can be successful if the employees are satisfied with their work and have a high level of organizational commitment.

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 Organizational climate, organizational commitment, job satisfaction, and employee performance

2018 ◽  
Vol 1 (2) ◽  
pp. 112 ◽  
Author(s):  
Irwan Sugiarto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Climate ◽  
Employee Performance ◽  
The Relationship ◽  
Positive Effect

The purpose of this study was to examine the relationship between organizational climate, organizational commitment,  job satisfaction, and employee performance. Particularly, we examine the effect of organizational climate and organizational  commitmenton job satisfaction. Furthermore, we also test the effect of job satisfaction on employee performance.Results of path analysis on 90 respondents showsopports for all hypotheses. Partially, organizational climate and organizational commitment have positive effect on job satisfaction. Simultaneously, organizational climate and organizational commitment positivelyaffect job satisfaction. In addition, job satisfaction has positive effect on employee performance.

scholarly journals The Effect Of Compensation, Job Stress, And Motivation On Job Satisfation

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
ANNISA HERWINA HERAWAN ◽  
HARYADI HARYADI ◽  
DEVANI LAKSMI INDYASTUTI
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Work Environment ◽  
Job Stress ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Morale ◽  
Employee Job Satisfaction

This study aims to determine and analyze the effects of compensation, job stress andmotivation on job satisfaction. The method used is survey and sampling technique used isnonprobability sampling with saturated sampling. Population in this research is permanentemployee of Health Office Karawang with sample counted 100 respondent. Data analysisused in this research is using Partial Least Square (PLS). The implication of this research isto improve employee job satisfaction, the management of Karawang Health Office needs toprioritize policies related to job satisfaction. In an effort to improve employee job satisfaction,management needs to prioritize policies related to compensation, job stress and motivation.To improve employee job satisfaction, management also needs to pay attention to othersupporting factors such as organizational culture, work environment, organizational climate,organizational commitment and other factors not examined. It should be noted in order toimprove employee morale and progress of the company

Leaders' Behavior in Association with Job Satisfaction and Organizational Commitment

2017 ◽  
pp. 111-133
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Health Care Organizations ◽  
Total Variability ◽  
Individual Variables ◽  
High Level ◽  
Nursing Health ◽  
The Relationship

The achievement of organizational objectives depends on the leadership and leaders' behavior. The study was conducted to examine the relationship between the leaders' behavior, job satisfaction and organizational commitment of employees in nursing in Slovenian hospitals. The differences between individual variables were analyzed with the Mann-Whitney Test, Spearman correlation analysis and the regression analysis. With the leadership style, leaders' characteristics, leaders' emotional intelligence, and teamwork in the unit we can explain 51% of the total variability of nurses' job satisfaction and 84% of organizational commitment. Leaders' behavior has an important component of work and associated with job satisfaction and organizational commitment of employees in nursing. Health care organizations can be successful if the employees are satisfied with their work and have a high level of organizational commitment.

scholarly journals Hubungan Iklim Organisasi, Pelatihan dan Kompensasi dengan Kepuasan Kerja Pegawai

2021 ◽  
Vol 3 (02) ◽  
pp. 112-117
Author(s):  
Muhammad Rizqi Agustino ◽  
Shintya Astuti ◽  
Dedi Hartawan
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Qualitative Methodology ◽  
Employee Performance ◽  
Sampling Technique ◽  
Important Variable ◽  
Climate Variables ◽  
Employee Job Satisfaction ◽  
The Relationship

Employee job satisfaction is an important variable in order to improve employee performance. As measurement indicators, organizational climate, training, and compensation are factors that can increase job satisfaction. Low job satisfaction often occurs in organizations which results in the quality of employee performance. Therefore, organizational climate variables, training, and compensation are needed as antecedent factors in order to increase employee job satisfaction at SMP YPIP Talang Ubi. This study aims to determine whether: 1) How big is the relationship between organizational climate compensation training and employee job satisfaction at SMP YPIP Talang Ubi, 2) How big is the relationship between organizational climate and employee job satisfaction at SMP YPIP Talang Ubi. , 3) How big is the relationship between training and employee job satisfaction at SMP YPIP Talang Ubi, 4) How big is the relationship between employee compensation and employee job satisfaction at SMP YPIP Talang Ubi. This study used a qualitative methodology with a purposive sampling technique. Testing using multiple regression. In general, the organizational climate owned by the employees of SMP YPIP Talang Ubi shows a score of 4.20-5.00 or 45.83% and is included in the very good category. The training shows a score of 3.40-4.19 or 58.33% and is included in the good category. Compensation shows a score of 4.20-5.00 or 45.83%.

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