scholarly journals An evaluation of the role of leadership on employees’ job satisfaction

2016 ◽  
Vol 14 (1) ◽  
pp. 466-475
Author(s):  
Ophillia Ledimo
Keyword(s):  
Job Satisfaction ◽  
Theory And Practice ◽  
Future Research ◽  
Job Satisfaction Survey ◽  
Significant Relationships ◽  
Multifactor Leadership ◽  
Current Leadership ◽  
Debt Collection ◽  
The Impact

The construct leadership is an engrossing shared phenomenon that takes place in all organisations regardless of its business focus, financial performance, geography, philosophy or nationality. As a construct, leadership can be complex and equally diverse in organisations. Therefore the distinction between leaders and non-leaders creates controversial debates on the theory and practice of leadership in organisations. In this debate, employees as followers are seldom afforded the opportunity to evaluate the impact of leadership on their job satisfaction; especially in the twenty first century world of work. It is the aim of this study to evaluate the role of leadership on employees’ job satisfaction; using a sample of n= 80 participants who are employees of a debt collection division. Data was collected using the Multifactor Leadership Questionnaire (MLQ) and the Job Satisfaction Survey (JSS). Descriptive and inferential analysis results indicate that there are significant relationships between transformational, transactional and laissez-faire leadership with job satisfaction dimensions. This study indicates that to improve employees’ job satisfaction it is essential that the current leadership in the organisation reflects an ideal or preferred leadership approach for its employees. Practical implications of the findings are discussed and recommendations for future research are explained.

The Impact of Conflict Judgments between Developers and Testers in Software Development

2013 ◽  
Vol 24 (4) ◽  
pp. 26-50 ◽  
Author(s):  
Xihui Zhang ◽  
Jasbir S. Dhaliwal ◽  
Mark L. Gillenson ◽  
Thomas F. Stafford
Keyword(s):  
Job Satisfaction ◽  
Software Development ◽  
Software Quality ◽  
Theory And Practice ◽  
Primary Role ◽  
Software Development Process ◽  
Research Model ◽  
Quality Testing ◽  
The Impact

The primary role of testers is to verify and validate the software produced by developers to ensure its quality. Testing is designed to catch problems in the software and report them for correction, so it is a conflict-laden, confrontational, and judgmental process. This “audit” role of testing is inherently adversarial, ensuring the development of components of interpersonal conflict judgments between developers and testers. Prior research indicates that such conflict is likely to be negatively associated with software quality and job satisfaction, producing negative judgments about the artifact production process and about the job itself. This study addresses the question: How do judgments of conflict between developers and testers impact the software development process? The authors develop and empirically test a research model which proposes that the conflict judgment targets of both the tasks and the persons who perform them will have direct impact on both software quality and job satisfaction judgments. Results of testing this model indicate that interpersonal judgments arising from conflict, as well as judgments made by testers and developers about the conflict targets of tasks and persons negatively influence subsequent software quality and job satisfaction judgments. Implications for theory and practice are discussed.

scholarly journals The Role of Knowledge Management Infrastructure in Enhancing Job Satisfaction: A Developing Country Perspective

10.28945/4169 ◽  
2019 ◽  
Vol 14 ◽  
pp. 001-025 ◽  
Author(s):  
Ra'ed Masa'deh ◽  
Dmaithan Abdelkarim Almajali ◽  
Ala'aldin Alrowwad ◽  
Bader Obeidat
Keyword(s):  
Job Satisfaction ◽  
Developing Countries ◽  
Knowledge Management ◽  
Developing Country ◽  
Current Model ◽  
Future Research ◽  
Academic Rank ◽  
Significant Difference ◽  
The Impact

Aim/Purpose: This research aims to examine the role of Knowledge Management (KM) infrastructure (technological, structural, and cultural) in enhancing job satisfaction in the context of developing countries, as exemplified by Jordan. Background: Despite the presence of job satisfaction studies conducted in educational institutions across the world, knowledge management issues have not been taken into consideration as influencing factors. Methodology: A total of 168 responses to a questionnaire survey were collected from the academic staff at Zarqa University in Jordan. Multiple regression analysis was conducted to test the research hypotheses. Contribution: This study offers deeper understanding about the role that knowledge management infrastructure plays in enhancing job satisfaction from a developing country perspective. The proposed model is tested the first time in Jordan. Findings: Results of the current study revealed that there are significant positive impacts of technological and cultural KM infrastructures on job satisfaction, whereas structural KM infrastructure does not have a significant impact on job satisfaction. Also, the results revealed significant gender difference in perception of the impact of knowledge management infrastructure on job satisfaction. On the other hand, an ANOVA test found no significant difference in the impact of knowledge management infrastructure on job satisfaction among groups by age, experience, and academic rank. Recommendation for Researchers: Our findings can be used as a base of knowledge for further studies about knowledge management infrastructure and job satisfaction following different criteria and research procedures. Future Research: The current model can be applied and assessed further in other sectors, including public universities and other services sectors in developed and developing countries.

The mitigating effects of core self-evaluations in uncertain environments

2016 ◽  
Vol 37 (2) ◽  
pp. 226-240 ◽  
Author(s):  
Jeffrey J. Haynie ◽  
Stanley G Harris ◽  
Christopher Brian Flynn
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Job Attitudes ◽  
Future Research ◽  
Content Type ◽  
Core Self ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitations/implications – The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors. Originality/value – The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change.

scholarly journals Effects Of HPWSS On Employee’ Attitude For Korean Firms: The Mediating Role Of Human Resource Competency And The Moderating Role Of Organization Culture

2015 ◽  
Vol 31 (6) ◽  
pp. 2225 ◽  
Author(s):  
Myeong-Ju Lee ◽  
Dong-Hyun Lee
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Organization Culture ◽  
Mediating Effect ◽  
Future Research ◽  
Firm Level ◽  
Data Set ◽  
Job Attitude ◽  
The Impact

The purpose of this paper is to examine the black box by which high performance work systems (HPWSs) affect employee’s attitude. It attempts to show the mediating effect of human resource (HR) competency in the HPWSs-job attitude link, and the moderating effect of organization culture. More specifically, we propose that HPWSs have a positive effect on the both job satisfaction and HR competency, and that HR competency mediates the relationship between HPWSs and job satisfaction. Further, we propose that adhocracy culture in organization strengthens such relationships between HPWSs and HR competency as well as between HPWSs and job satisfaction. We use a nationally representative data set from Korea (firm-level samples: 215 firms, employee-level samples: 5577 employees) for testing the hypotheses. Results indicated support for the hypothesized that positive association between HPWSs and HR competency and between HPWSs and job satisfaction. HR competency has a partial mediating effect in the HPWS-job attitude link. The results were supportive of organization culture of the impact of HPWSs on HR competency and job satisfaction. Limitations of the study and implications for future research are discussed. 

Impact of Informal Workplace Learning on Job Satisfaction

2016 ◽  
Vol 9 (1) ◽  
Author(s):  
Mohammad Saipol Mohd Sukor ◽  
Ishak Mad Shah ◽  
Malissa Koammapat Sam Ruai
Keyword(s):  
Job Satisfaction ◽  
Informal Learning ◽  
Workplace Learning ◽  
Global Economy ◽  
Positive Impact ◽  
Current Evidence ◽  
Future Research ◽  
Job Satisfaction Survey ◽  
Predictive Role ◽  
The Impact

In order to remain competitive in the global economy, many employers emphasized lifelong learning on their workers. But most of them focused on formal learning and tend to overlook the informal learning in the workplace. Current evidence suggests that informal learning is far more important for skill development and predict employees’ behavior in the workplace. Therefore, this study takes into account the impact of informal workplace learning on employees’ job satisfaction. Samples of the study were 197 property executives. Instruments used in this study were Small Business Workplace Learning Survey (SBWLS) and Job Satisfaction Survey (JSS). Result shows that there was a significant positive impact of informal workplace learning on the job satisfaction. Further analysis concluded that all three components of informal workplace learning such as past episode, current experience and future behavior were positively significant predictors of job satisfaction among property executives. Some limitations and recommendations for future research were discussed in this article. For overall, this study provided full support for the predictive role of informal workplace learning towards employees’ job satisfaction especially in property consulting firms.  

scholarly journals Impact of Informal Workplace Learning on Job Satisfaction

2018 ◽  
Vol 9 (1.1) ◽  
Author(s):  
Mohammad Saipol Mohd Sukor ◽  
Ishak Mad Shah ◽  
Malissa Koammapat Sam Ruai
Keyword(s):  
Job Satisfaction ◽  
Informal Learning ◽  
Workplace Learning ◽  
Global Economy ◽  
Positive Impact ◽  
Current Evidence ◽  
Future Research ◽  
Job Satisfaction Survey ◽  
Predictive Role ◽  
The Impact

In order to remain competitive in the global economy, many employers emphasized lifelong learning on their workers. But most of them focused on formal learning and tend to overlook the informal learning in the workplace. Current evidence suggests that informal learning is far more important for skill development and predict employees’ behavior in the workplace. Therefore, this study takes into account the impact of informal workplace learning on employees’ job satisfaction. Samples of the study were 197 property executives. Instruments used in this study were Small Business Workplace Learning Survey (SBWLS) and Job Satisfaction Survey (JSS). Result shows that there was a significant positive impact of informal workplace learning on the job satisfaction. Further analysis concluded that all three components of informal workplace learning such as past episode, current experience and future behavior were positively significant predictors of job satisfaction among property executives. Some limitations and recommendations for future research were discussed in this article. For overall, this study provided full support for the predictive role of informal workplace learning towards employees’ job satisfaction especially in property consulting firms.

scholarly journals Innovation with Chinese characteristics: theory and practice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zheng Li ◽  
Jun Li ◽  
Jin Chen ◽  
Tsvi Vinig
Keyword(s):  
Business Models ◽  
Innovation Management ◽  
Theory And Practice ◽  
Future Research ◽  
Special Issue ◽  
Content Type ◽  
Innovation Research ◽  
Chinese Characteristics ◽  
The Impact

Purpose This is a special issue of Chinese Management Studies and this study aims to engage with debates on innovation in China and to provide new insights for innovation research in the context of China, seeking to develop a greater understanding of the concept of “innovation with Chinese characteristics”. Design/methodology/approach This study reviews the Chinese innovation management literature in general and the selected papers in this special issue in particular and proposes two new directions for future research. Findings The nine papers that constitute this special issue present research on important aspects of innovation in China, ranging from the effectiveness of government subsidisation for innovation, the impact of fiscal decentralisation on innovation, the role of management behaviour in promoting (or discouraging) innovation and the effects of differing business models on innovation. These papers shed valuable new light on the theory and practice of innovation in China. The papers are discussed in the context of four primary arguments about innovation management in China identified from the broader literature in the field. These relate to the pattern of China’s innovation performance over time, the reasons for its effectiveness, the role of alliances and influences of indigenous factors. It is also shown that management of the internationalisation of innovation and of efficient internal innovation are two important directions for future research on Chinese innovation in an era of de-globalisation. Originality/value The studies presented here provide valuable contributions to theory building in innovation research, as well as some important ideas for directions of future research on innovation in China in the new era of de-globalisation.

scholarly journals Employee Voice: The Missing Factor in Sustainable HRM?

2021 ◽  
Vol 13 (17) ◽  
pp. 9732
Author(s):  
Renee Paulet ◽  
Peter Holland ◽  
Andrew Bratton
Keyword(s):  
Trade Unions ◽  
Theory And Practice ◽  
Employee Voice ◽  
Future Research ◽  
Key Factors ◽  
Conceptual Paper ◽  
The Impact ◽  
The Relationship ◽  
The Voice

Sustainable Human Resource Management (HRM), has the potential to facilitate organisations development of principles, policies and practices for the challenges of the 21st century. However, to do this we argue a fundamental element in this process has yet to be fully addressed and incorporated into the theory and practice of sustainable HRM; this is employee voice. Additionally, the actual and potential role of trade unions in facilitating employee voice is yet to be conceptualised within sustainable HRM literature. We argue that the development of effective employee voice mechanisms is vital in the implementation and maintenance of sustainable HRM. In this conceptual paper, we outline the nature of the voice architecture, the impact of the employment relationship on voice mechanisms, how it can be effectively measured, and propose a framework for further exploring these concepts. These key factors we identify as critical in implementing and assessing the effectiveness of the relationship between employee voice and sustainable HRM, to potentially serve as a basis of future research into sustainable HRM.

scholarly journals Brain Drain in Higher Education. The Impact of Job Stress and Workload on Turnover Intention and the Mediating Role of Job Satisfaction at Universities

2021 ◽  
Vol 6 (3) ◽  
pp. 1-8
Author(s):  
Rao Tahir Anees ◽  
Petra Heidler ◽  
Luigi Pio Leonardo Cavaliere ◽  
Nordiana Ahmad Nordin
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
The Impact

This study seeks to determine the impact of job stress and workload on turnover intention along with the mediation role of job satisfaction. A total of 140 academics and management personnel participated in this study’s survey. A partial least square structural equation modeling was used for data analysis. The results show that job stress and workload have a positive effect on turnover intention, while job satisfaction mediates the relationship between job stress, workload, and turnover intention. Future research could adapt and adopt the herein used methodology and research topic to other countries or in other industries.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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