Exploring the relationship between the success of information systems, job satisfaction and commitment, and organizational performance in educational establishments

2020 ◽  
Author(s):  
Sergio Araya-Guzman ◽  
Jose Carreno-Sierra ◽  
Patricio Ramirez-Correa
Keyword(s):  
Job Satisfaction ◽  
Information Systems ◽  
Organizational Performance ◽  
The Relationship

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.

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

2017 ◽  
pp. 148-176 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Essential Role ◽  
Sustainable Competitive Advantage ◽  
Organizational Goals ◽  
The Relationship

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.

The Relationships Among Employees' Job Stress, Job Satisfaction, and the Organizational Performance of Hamadan Urban Health Centers

2010 ◽  
Vol 38 (7) ◽  
pp. 963-968 ◽  
Author(s):  
Yadollah Hamidi ◽  
Zahra Eivazi
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Job Stress ◽  
Urban Health ◽  
Moderate Level ◽  
Health Centers ◽  
Satisfaction Questionnaire ◽  
Outcome Indicators ◽  
Relationship Of ◽  
The Relationship

The purpose in this study was to determine the levels of employees' job stress and job satisfaction in urban health centers in Hamadan, Iran, and the relationship of these levels to the organizational performance. Employees' stress levels were assessed using the Eliot Stress Questionnaire (Eliot, 1994), and job satisfaction levels were measured using the Robbins Job Satisfaction Questionnaire (Robbins, 1991). The performance of the centers was evaluated by using a series of outcome indicators. On average, the employees in all of the health centers reported a moderate level of stress. A positive correlation was found between performance and the midlevel of employees' stress was found (r = 0.69, α < 0.05).

scholarly journals THE IMPACT OF TRAINING AND INNOVATION ON ORGANIZATIONAL PERFORMANCE IN THE HOSPITALITY INDUSTRY IN MALAYSIA: JOB SATISFACTION AS MEDIATOR

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Kumaran Kanapathipillaii
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Hospitality Industry ◽  
Quantitative Methods ◽  
Strong Relationship ◽  
Cluster Sampling ◽  
Organisational Performance ◽  
Research Questions ◽  
The Impact ◽  
The Relationship

The present research explores the impact of training and innovation on organisational performance. Additionally, this research scrutinises how job satisfaction partially mediates the impact of training and innovation on organisational performance. Therefore, in order to achieve the objective of this research, the survey procedure using single-stage cluster sampling method is used to develop an in-depth profile, which is gathered from 653 out of 800 formal standardised questionnaires sent to employees who are in the managerial or supervisory level and above at 400 hotels in West Malaysia. For this research, only two questionnaires were distributed to the managers of each hotel. This research employed quantitative methods to produce empirical results and shreds of evidence that fulfil the research questions. The literature scrutinised training, innovation, job satisfaction, and organisational performance to fill the gap and to uncover the significance of training programs and innovation on organisational performance with job satisfaction as the mediator. The analysis shows that training and innovation are statistically significant and has a strong relationship with job satisfaction and organisational performance. Conclusively, the hypothesis depicted that job satisfaction mediates the relationship between training and innovation on organisational performance in the hospitality industry. Thus, the findings of this study could aid as an example to other hoteliers in Malaysia to not presume the impact of training and innovativeness on organisational performance. By embarking on training and being innovative, hotels could rise against all odds, remain productive, and maintain competitiveness. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0781/a.php" alt="Hit counter" /></p>

scholarly journals Change Management Perceptions in Portuguese Hospital Institutions Through ITIL

2021 ◽  
Vol 16 (4) ◽  
pp. 1-20
Author(s):  
Pedro Fernandes Anunciação ◽  
Nuno Santos Geada
Keyword(s):  
Information Systems ◽  
Organizational Performance ◽  
Information Technologies ◽  
Complex Dynamic ◽  
Technology Infrastructure ◽  
Information Systems Management ◽  
Information Technology Infrastructure ◽  
Hospital Managers ◽  
Unpredictable Environments ◽  
The Relationship

Organizations function in complex, dynamic and unpredictable environments. Implementing changes must therefore be well planned, managed, and evaluated as such ongoing efforts link organizational performance to peer competitiveness and sustainability. In an era challenged with technological innovations, it is crucial to understand how new changes can leverage traditional methodologies and services supported by information and technology systems. As information-intensive organizations such as hospitals are highly dependent on changing information and technological systems, this understanding is key to evolve next generation hospitals. Specifically, this study analyzes how hospital managers in Portugal relate change to information systems’ management based on Information Technology Infrastructure Library methodology. The relationship between change and information technologies services is not sufficiently clarified and constitutes an excellent opportunity to increase knowledge in the field of information systems.

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

2017 ◽  
pp. 1496-1524 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Essential Role ◽  
Sustainable Competitive Advantage ◽  
Organizational Goals ◽  
The Relationship

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.

scholarly journals Does Chief Executive Officer (CEO) Leadership Style Matter? An Empirical Analysis of the Relationship among CEO Leadership Style, Job Satisfaction and Profitability in Nepali Financial Institutions

2016 ◽  
Vol 1 (2) ◽  
pp. 1-16 ◽  
Author(s):  
Raju Uprety
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Leadership Style ◽  
Chief Executive Officer ◽  
Research Work ◽  
Chief Executive ◽  
Mediating Effect ◽  
Ceo Leadership ◽  
The Impact ◽  
The Relationship

The impact of Chief Executive Officer (CEO) leadership style on the profitability of an organization has been a major concern of much academic research work in the past. However, there seems to be no consensus on this issue. It is generally believed that leaders influence organizational performance through those they lead. Therefore, employee job satisfaction is hypothesized to have a mediating effect on the relationship between the CEO leadership style and the profitability of an organization. This study, conducted among 136 employees of 17 finance companies in Nepal during December 2013, found a very weak relationship between the CEO leadership style and the profitability of an organization. The study also refuted the mediating effect of job satisfaction on the relationship between the CEO leadership style and the profitability of an organization. The findings support the contextualists view on the leadership-performance debate. The probable reasons and implications of the findings are discussed.Journal of Business and Management Research Vol.1(2) 2016, pp.1-16

scholarly journals Impact of HR Practices on Employee loyalty and commitment: Mediating role of Job satisfaction

2017 ◽  
Vol 9 (2) ◽  
pp. 1067-1073 ◽  
Author(s):  
Qasim Ali Nisar ◽  
Muhammad Uzair ◽  
Waleed Razzaq ◽  
Muhammad Sarfraz
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Survey Questionnaire ◽  
Mediating Role ◽  
Hr Practices ◽  
Questionnaire Method ◽  
The Relationship

HR Practices play crucial role towards employees’ job related outcomes that ultimately leads towards effective organizational performance. The purpose of this study is to examine the relationship between HR Practices, loyalty and commitment with mediating role of job satisfaction in banks of Gujranwala Pakistan. Study is descriptive and quantitative in nature. Survey questionnaire method has been adopted and data have been collected by applying simple random sampling technique. Results revealed that HR practices are significantly and positively related to employees’ loyalty and their commitment. Moreover, findings also depicted that jib satisfaction significantly and partially mediate the relationship between HR practices, loyalty and commitment.

Sign in / Sign up

Export Citation Format

Share Document