scholarly journals Spiritual Leadership and Job Satisfaction: A Proposed Conceptual Framework

2011 ◽  
Vol 2 (6) ◽  
pp. 239-245 ◽  
Author(s):  
Juhaizi Mohd Yusof
Keyword(s):  
Job Satisfaction ◽  
Conceptual Framework ◽  
Turnover Intention ◽  
Spiritual Leadership ◽  
Job Dissatisfaction ◽  
Multidimensional Approach ◽  
Work Experiences ◽  
Leadership Theories ◽  
Job Descriptive Index ◽  
Leadership Components

The objective of this study is to propose a framework that relates spiritual leadership theories to job satisfaction in a multidimensional approach. The framework is designed based on the previous literatures. Spiritual leadership components that will be included in the study consist of vision, altruistic love, hope/faith, meaning, calling and membership. Job Descriptive Index (JDI) is adapted to measure job satisfaction. JDI provides five subscales that measure different facets of job satisfaction describing various aspects of the respondent’s work experiences such as the work itself, pay/promotion, supervision, and coworkers. This study also included turnover intention in the framework to measure job dissatisfaction. In this study, nine hypotheses will be proposed based on the conceptual framework outlined.

scholarly journals Mental Workload and Job Satisfaction in Pre-Hospital Emergency Technicians

2020 ◽  
Vol 12 (3) ◽  
Author(s):  
Davood Afshari ◽  
Zohre Jafarzadeh ◽  
Mojtaba Nakhaei ◽  
Ali Samani ◽  
Maryam Nourollahi
Keyword(s):  
Job Satisfaction ◽  
Crucial Role ◽  
Mental Workload ◽  
Moderate Level ◽  
Job Dissatisfaction ◽  
Hospital Emergency ◽  
Chi Square ◽  
Job Descriptive Index ◽  
Task Load ◽  
Mental Demand

Background: Having enough ability to perform delegated tasks has a crucial role in preventing job-related accidents and medical errors. Excessive workload, particularly multitasking, causes increased physical stress and job dissatisfaction. Pre-hospital emergency technicians play a crucial role in saving patients' lives, therefore assessing their mental workload and job satisfaction is highly important. Objectives: The current study aimed to investigate the mental workload of pre-hospital emergency technicians working in hospitals in the city of Ahvaz and its association with job satisfaction. Methods: In this study, 252 pre-hospital emergency technicians were studied. The National Aeronautics and Space Administration-Task Load Index (NASA-TLX) was used to assess the mental workload. The Job Descriptive Index (JDI) questionnaire was used to collect information regarding job satisfaction. Data were analyzed using descriptive statistics and ANOVA and chi-square tests. Analyses were performed using SPSS version 22.0. Results: Participants had a moderate level of workload (mean score: 5296). The highest and lowest scores were related to mental demand (69.96 ± 19) and physical demand (32.35 ± 14.3), respectively. Also, participants had a moderate level of job satisfaction, and there was a significant association between job satisfaction and mental demand and frustration (P < 0.05). Conclusions: This study demonstrated an association between job satisfaction and mental demand and frustration in pre-hospital emergency technicians. Therefore, developing appropriate strategies is necessary.

scholarly journals strength of internal service quality on employee’s turnover intention and job satisfaction to organizational commitment

2021 ◽  
Vol 1 (2) ◽  
pp. 21-26
Author(s):  
Ika Fuji Rahayu ◽  
Latipun Latipun
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Service Quality ◽  
Turnover Intention ◽  
Direct And Indirect Effects ◽  
Job Descriptive Index ◽  
Internal Service Quality ◽  
Mediating Variables ◽  
Micro Analysis

The purpose of this research is to examine the direct and indirect effects of internal service quality (ISQ) on turnover intention through job satisfaction and organizational commitment as mediating variables. There were 208 employees of Banks in Ternate, Indonesia, participating as the subjects of this research. In this research, Staying or Leaving Index, Job Descriptive Index, Organizational Commitment Scale and SERVQUAL are used to measure employee’s turnover intention, job satisfaction, organizational commitment, and ISQ, respectively. In the data analysis, a Path Process Micro Analysis was employed. The result of data analysis showed that ISQ has a direct effect on job satisfaction, organizational commitment, and turnover intention. Indirectly, ISQ also has an effect on turnover intention through job satisfaction and organizational commitment. Directly, the effect of ISQ on turnover intention is higher than indirect effect through mediating variables. The implication of this research results will be specially presented in the discussion.

scholarly journals Turnover Intention among Public Sector Health Workforce: Is Job Satisfaction the Issue?

2020 ◽  
Vol 13 (1) ◽  
Author(s):  
Roslan JMG ◽  
Noor Hazilah AM ◽  
Nor Filzatun B ◽  
Azahadi MO
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Turnover Intention ◽  
Job Dissatisfaction ◽  
Public Healthcare ◽  
Policy Makers ◽  
Medical Specialists ◽  
Public Sector Health ◽  
Quota Sampling ◽  
Healthcare Employees

Introduction: The paper explores turnover intention and job satisfaction among healthcare employees of Ministry of Health (MOH) Malaysia. Methods: A nationwide study was carried out in order to identify dimensions of job satisfaction and turnover intention among public healthcare employees. Data was collected by means of self-administered questionnaire and distributed based on quota sampling. Results: The study shows that public healthcare workforce is generally satisfied with their work (mean 3.45). In addition, medical specialists and assistant medical officers were found to be significantly more satisfied than other job designations. However, intention to resign was high among medical specialists, pharmacists and dentists. A high proportion of medical specialists also had received job offers from the private sector. Conclusion: The findings showed that employee turnover may not necessarily be due to job dissatisfaction, but rather due to demand from the private sector. Findings from the study would assist policy-makers with respect to talent management in public healthcare service.

Liminal leadership: leading betwixt and between

2019 ◽  
Vol 43 (7/8) ◽  
pp. 643-660
Author(s):  
Leslie Shaw-VanBuskirk ◽  
Doo Hun Lim ◽  
Shin-Hee Jeong
Keyword(s):  
Comparative Analysis ◽  
Conceptual Framework ◽  
Human Resource Development ◽  
Empirical Studies ◽  
Theoretical Background ◽  
Leadership Theories ◽  
Workplace Issues ◽  
Content Type ◽  
Organizational Settings ◽  
Leadership Components

Purpose The purpose of this study is to review the literature on liminal leadership, present a comprehensive perspective of it compared to other types of leadership, propose a conceptual framework of liminal leadership and provide a case on how liminal leadership addresses modern workplace issues in the ever-changing and competitive global environment. Design/methodology/approach This research is conceptual in nature. For this, the authors searched literature on organizational and leadership theories of liminality within organizational settings and analyzed various leadership perspectives to develop a construct of liminal leadership. Findings The comparative analysis revealed different and/or similar characteristics of liminal leadership with other types of leadership theories. On the basis of the comparative analysis, a synthesis of liminal leadership and a proposed conceptual framework to pursue future studies of liminal leadership are provided. Research limitations/implications First, the notion of liminal leadership is emerging; few have been conducted to investigate the concept. Therefore, the authors’ approach to compose the theoretical background of liminal leadership is limited. Second, they drew a logical framework of leadership components a liminal leader might use from chosen leadership theories which had some kinship and likeness to liminal leadership. However, the comparative analysis of the relationship is limited because of the conceptually based nature of analysis. Third, the proposed model of liminal leadership is tentative and conceptual in nature. Empirical studies are needed to verify the psychometric structure and reliability of the model. Originality/value Despite its importance and a sense of urgency, almost no discussion on liminal leadership or liminality can be found in the field of HRD. The limited knowledge associated with liminal leadership places high value on the results of this study. This paper will provide a seminal base that may stimulate future human resource development (HRD) scholars. The purpose for this study is to contribute a conceptualization of liminal leadership as it applies to the field of HRD as leading and facilitating organizational changes.

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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