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 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 RELATİONSHİP BETWEEN JOB SATİSFACTİON AND AFFECTİVE COMMİTMENT AMONG ADMİNİSTRATİVE STAFF İN SAUDİ ARABİA

Psycho Idea ◽  
2020 ◽  
Vol 18 (2) ◽  
pp. 104
Author(s):  
Rajeh Bati Almasradi ◽  
Siti Aisyah Panatik ◽  
Nurul Farhana Noordin
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Affective Commitment ◽  
Practical Implication ◽  
Higher Learning ◽  
Three Dimensions ◽  
Survey Method ◽  
Administrative Employees ◽  
Learning Institutions ◽  
The Relationship

Previous researches revealed that there is a relationship between job satisfaction and commitment which in turn benefit the workplaces positively. Organizational commitment consisted of three dimensions, namely affective, commitment, continues commitment, and normative commitment. Job satisfaction has been considered as an important predictor to enhance affective commitment among employees.  Therefore, the purpose of this paper is to look at the relationship between job satisfaction and affective commitment among employees of higher learning institutions of Saudi Arabia. This paper employed survey method in collecting data from a sample of 373 administrative employees selected from Saudi Arabian universities., which will further the understanding of the link between affective commitment and job satisfaction. The data were analyzed using descriptive, correlation and regression through SPSS Version 23. The findings of this paper indicate that job satisfaction has a positive effect on affective commitment at higher learning institutions of Saudi Arabia. This paper also provides discussion on the practical implication of this study toward the higher learning institution in Saudi Arabia.

CAREER PLANNING AND CAREER MANAGEMENT AS CORRELATES FOR CAREER DEVELOPMENT AND JOB SATISFACTION

2011 ◽  
Vol 01 (02) ◽  
pp. 100-113
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Career Development ◽  
Career Planning ◽  
Career Commitment ◽  
Career Management ◽  
Innovative Products ◽  
Creativity And Innovation ◽  
Policies And Practices

The notion of empowering human capital to onset creativity and innovation through planning the careers of institutional members using HRM policies and practices to develop different mindsets, skills and competencies with the ultimate aim to provide a range of innovative products and services is attracting attention. This paper explores the link between career planning and career management as antecedents of career development and job satisfaction, and career commitment as its outcome. A sample of 505 employees of a Nigerian Bank revealed the significant link between the variables of career planning and career management, and career development, and in turn, with job satisfaction and career commitment. The paper discusses the implications of these findings for career development.

scholarly journals Reward Administration System Enhancing Organizational Commitment: An Islamic Viewpoint

2015 ◽  
Vol 49 ◽  
pp. 155-167 ◽  
Author(s):  
Azman Ismail ◽  
Aimi Anuar ◽  
Mohamad Sabri Haron ◽  
Razaleigh Muhamat Kawangit
Keyword(s):  
Organizational Commitment ◽  
Higher Learning ◽  
Path Model ◽  
Self Report ◽  
Important Predictor ◽  
Survey Method ◽  
Private Institutions ◽  
Administration System ◽  
Institutions Of Higher Learning ◽  
The Relationship

This aim of this study is to examine the relationship between reward administration system and organizational commitment. A survey method was employed to gather self-report questionnaires from employees in Malaysian private institutions of higher learning. The outcomes of SmartPLS path model analysis showed two important findings: first, communication was positively and significantly correlated with organizational commitment. Second, participation was positively and significantly correlated with organizational commitment. This result demonstrates that the reward administration system does act as an important predictor of organizational commitment in the studied organizations. Further, this study provides discussion, implications and conclusion.

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 Relationship between Service Quality and Behavioral Intentions: The Mediating Effect of Customer Satisfaction

ETIKONOMI ◽  
2017 ◽  
Vol 16 (2) ◽  
pp. 125-144
Author(s):  
Azman Ismail ◽  
Ilyani Ranian Rose ◽  
Rabaah Tudin ◽  
Norazryana Mat Dawi
Keyword(s):  
Customer Satisfaction ◽  
Service Quality ◽  
Behavioral Intentions ◽  
Model Analysis ◽  
Mediating Effect ◽  
Path Model ◽  
Survey Method ◽  
Army Medical ◽  
The Relationship

This study was undertaken to measure the relationship between service quality, customer satisfaction and behavioral intentions. A survey method was employed to collect data from customers who received treatments at army medical organizations in Malaysia. The outcomes of Smart-PLS path model analysis confirmed that relationship between service qualities features (tangible, reliability, responsiveness, assurance and empathy) with customer satisfaction were positively and significantly correlated with behavioral intentions. This result demonstrates that effect of tangible, reliability, responsiveness, assurance and empathy on behavioral intentions was mediated by customer satisfaction.DOI: 10.15408/etk.v16i2.5537

scholarly journals Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

2017 ◽  
Vol 3 (2) ◽  
pp. 154
Author(s):  
Arman Ismail ◽  
Aimi Anuar
Keyword(s):  
Disaster Management ◽  
Performance Pay ◽  
Model Analysis ◽  
Path Model ◽  
Survey Method ◽  
Pay Systems ◽  
Employees Satisfaction ◽  
Job Conditions ◽  
The Relationship

<p>The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.</p>

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

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