scholarly journals Motivators and its impacts on job satisfaction in FDI companies - A case study of Eurowindow Vietnam

2020 ◽  
Vol 15 (1) ◽  
pp. 109-124
Author(s):  
Ho Thanh Tri ◽  
Nguyen Ngoc-Tan ◽  
Aleš Gregar ◽  
Drahomira Pavelkova
Keyword(s):  
Job Satisfaction ◽  
Reliability And Validity ◽  
Future Research ◽  
Furniture Industry ◽  
Measurement Scales ◽  
Independent Variables ◽  
Scale Response ◽  
Development Level ◽  
Likert Scale Response

AbstractThis study investigates the factors motivating workers and their levels of job satisfaction at Eurowindow Vietnam – an FDI company in the furniture industry based in Hochiminh City, Vietnam. Data for this study were collected by a surveying 202 office workers of the company. A Likert-scale response format questionnaire was used to identify employment attitudes and job satisfaction. The research was carried out based on the theoretical aspects of job satisfaction. Cronbach’s alpha and exploratory factor analysis (EFA) were deployed to test the unidimensionality, reliability, and validity of measurement scales. Correlation analysis was carried out to estimate the relation between dependent and independent variables, and within the independent ones. Moreover, multiple regression analysis was adopted to test the hypotheses of the study. The level of job satisfaction was measured by seven dimensions, namely payment, promotion, supervisor, co-workers, work itself, benefits and work environment. The research results showed that work itself, promotion, payment, and supervisor have significant influences on job satisfaction. Findings of this study provide necessary knowledge for the leadership of Eurowindow Vietnam in boosting job satisfaction of their staff. Other FDI enterprises with the same development level may find these results applicable for their organizations. Recommendations for future research are also presented at the end of the study.

scholarly journals Defining, Conceptualizing, and Measuring Organizational Resilience: A Multiple Case Study

2021 ◽  
Vol 13 (5) ◽  
pp. 2517
Author(s):  
Ruijun Chen ◽  
Yaping Xie ◽  
Yingqi Liu
Keyword(s):  
Factor Analysis ◽  
Reliability And Validity ◽  
Measurement Scale ◽  
Future Research ◽  
Organizational Resilience ◽  
Measurement Scales ◽  
Good Reliability ◽  
Five Dimensions ◽  
Study Approach

Organizational resilience is an important means of coping with crises. This concept has received much attention within both academia and industry. However, research on the definition and measurement of organizational resilience is still in the exploratory stage. To date, studies on organizational resilience have yielded mixed conclusions, which makes it difficult to provide specific recommendations for coping with crises. This paper uses an exploratory case study approach to explore the process of organizational resilience among six highly resilient companies: Southwest Airlines, Apple, Microsoft, Starbucks, Kyocera, and Lego. We employed grounded theory to distill the main characteristics of organizational resilience, to explore and validate its structural dimensions, and to develop a measurement scale for organizational resilience. Further, we conducted reliability and validity analysis, exploratory factor analysis, and validation factor analysis on the 526 valid data collected. Results show that organizational resilience includes five dimensions: capital resilience, strategic resilience, cultural resilience, relationship resilience, and learning resilience. The measurement scale has good reliability and validity, which better reflects the notion of organizational resilience. This study bridges the gaps in the existing literature on organizational resilience and its measurement scales, and provides a foundation for future research.

scholarly journals Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

2021 ◽  
pp. 1-13
Author(s):  
Hajar Boutmaghzoute ◽  
Karim Moustaghfir
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Employee Retention ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Theoretical Research ◽  
Future Research ◽  
Behavioral Factors ◽  
The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

Compassion Fatigue: A Nurse’s Primer

2011 ◽  
Author(s):  
Barbara Lombardo ◽  
Caryl Eyre
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Compassion Fatigue ◽  
Theoretical Perspective ◽  
Future Research ◽  
Spiritual Needs ◽  
Workplace Environment

Most nurses enter the field of nursing with the intent to help others and provide empathetic care for patients with critical physical, mental, emotional, and spiritual needs. Empathic and caring nurses, however, can become victims of the continuing stress of meeting the often overwhelming needs of patients and their families, resulting in compassion fatigue. Compassion fatigue affects not only the nurse in terms of job satisfaction and emotional and physical health, but also the workplace environment by decreasing productivity and increasing turnover. We begin this article with a case study of a reactive nurse who did not seek help for her continuing stress. This is followed by a review of Watson’s theoretical perspective related to compassion fatigue. Next we delineate symptoms of, and describe interventions for addressing compassion fatigue. We conclude by presenting a case study of a proactive nurse who avoided developing compassion fatigue and a discussion of future research needed to better prevent and ameliorate compassion fatigue.

Patterns in (in)directness

Target ◽  
2012 ◽  
Vol 24 (2) ◽  
pp. 310-337 ◽  
Author(s):  
Hanna Pięta
Keyword(s):  
Relevant Information ◽  
Time Variable ◽  
Future Research ◽  
Literary Genre ◽  
Methodological Issues ◽  
Independent Variables ◽  
Dependent Variables

The goal of this descriptive, exploratory paper is to identify and analyse patterns in a case study of direct and indirect literary transfer from Poland to Portugal between 1855 and 2010. By doing so, the paper intends to contribute to a deeper understanding of indirect translation. Firstly, relevant information concerning the corpus is presented. Secondly, the methodological issues are elucidated. Thirdly, the results of the study are discussed in detail. More specifically, the correlations between the dependent variables (directness and indirectness) and the independent variables (author profile, translator profile, publisher profile and target text literary genre) are examined. In addition, the correlation between the occurrence of the label ‘(in)direct’ is tested against the independent time variable. Finally, the preliminary conclusions and future research avenues are presented.

Effect of workplace spirituality on creative teaching behavior: Intrinsic job satisfaction as a mediator

2020 ◽  
Vol 48 (6) ◽  
pp. 1-14
Author(s):  
Jianglin Ke ◽  
Jizheng Zhang ◽  
Jie You
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Workplace Spirituality ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Creative Teaching ◽  
Teaching Behavior ◽  
Intrinsic Job Satisfaction

We explored how workplace spirituality affects the creative teaching behavior of Chinese elementary and secondary school teachers through their intrinsic job satisfaction, according to conservation of resources theory. We used data from 478 teachers to test the hypotheses with structural equation modeling. The results showed that the workplace spirituality scale that we developed had satisfactory reliability and validity. We also found that workplace spirituality had a positive effect on the teachers' creative teaching behavior, and that their intrinsic job satisfaction fully mediated this relationship. Theoretical and practical implications of our findings and directions for future research are discussed.

scholarly journals THE EFFECT OF WORKLOAD, WORK ENVIRONMENT, CARERR DEVELOPMENT ON EMPLOYEE JOB SATISFACTION ON PT. SARI COFFEE INDONESIA, Tbk.

2019 ◽  
Vol 1 (1) ◽  
pp. 44-54
Author(s):  
Ryani Dhyan Parashakti ◽  
Septiani Juniarti ◽  
Nurul Khotimah
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Positive Influence ◽  
Multiple Correlation Coefficient ◽  
Multiple Regression Equation ◽  
Independent Variables ◽  
Employee Job Satisfaction ◽  
Quantitative Descriptive

This research was conducted to determine the effect of workload, work environment and career development on employee job satisfaction. The object of this research is private employees of PT. Sari Coffee Indonesia, Tbk (Case study of the Store Development and Contarction division). This analysis uses independent variables namely workload, work environment and career development. This research was conducted on 50 respondents using quantitative descriptive methods. Therefore, the data analysis used is statistical analysis in the form of multiple linear regression tests. The results of this study indicate that workload and career development have a positive effect on job satisfaction but partially and simultaneously, the environment on job satisfaction of employees of PT. Sari Coffee Indonesia, Tbk (Case study of the Store Development and Contarction division). This is evidenced from the partial results (t test) shows the significant value of the independent variable, namely the work environment of 0,000 which supports the hypothesis. In the test of Variance Analysis (ANOVA) in the multiple regression equation shows that the F-value is greater than the F-table (F = 38.536> F-table = 2.41) or the Probability Value is smaller than 0.05. The value of the multiple correlation coefficient (R) is 0.846 and R Square (R2) is 0.715. The value of R Square (0.715) means that 69.7% of the contribution of job satisfaction can be explained by the three independent variables namely workload, work environment and career development. Therefore the results of this research test state that there is a positive influence between workload variables, work environment and career development on job satisfaction of employees of PT. Sari Coffee Indonesia, Tbk (Case study of the Store Development and Contarction division).

scholarly journals Work, Leisure, and Life Satisfaction for Employees with Physical Disabilities in South Korea

2021 ◽  
Author(s):  
Mihye Kim ◽  
Andrea D. Jasper ◽  
Jeongmin Lee ◽  
Hyungjoong Won
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
South Korea ◽  
Family Relationships ◽  
Physical Disabilities ◽  
Empirical Studies ◽  
Leisure Activities ◽  
Future Research ◽  
Leisure Satisfaction ◽  
Measurement Scales

AbstractEmpirical studies on work-life balance (WLB) among employees without disabilities are abundant; in contrast, insufficient research exists on WLB and quality of life issues among employees with physical disabilities from Asian countries. This study used a nation-wide survey to examine how job satisfaction, leisure satisfaction, and satisfaction with family relationships, and satisfaction with friend relationships were positively associated with life satisfaction among employees with physical disabilities in South Korea. The results of the study demonstrated that job satisfaction, leisure satisfaction, and family and friend relationships contributed significantly to the life satisfaction of employees with physical disabilities. Job satisfaction and leisure satisfaction were positively correlated (Pearson’s r = .606). Participants who were satisfied with job and leisure were 16.86 times [95% confidence interval (CI): 10.04–28.31)] more likely to be satisfied with their lives compared to those who were not satisfied with either their jobs or leisure activities. Participants satisfied with either their jobs or leisure activities were 4.49 times (OR 4.49, 95% CI: 2.64–7.65) more likely to be satisfied with their lives compared to those not satisfied with either their jobs or leisure activities. These findings suggest that managing a healthy balance between work and leisure may are critical to enhancing life satisfaction among the population with disabilities. Future research should include cross-cultural studies with sub-dimensions of the measurement scales to improve life satisfaction in this population.

scholarly journals THE INFLUENCE OF WORK MOTIVATION AND SELF MANAGEMENT PRACTICES ON EMPLOYEE JOB SATISFACTION (CASE STUDY OF PT. BIO FARMA IN BANDUNG)

2021 ◽  
Vol 1 (2) ◽  
pp. 1-7
Author(s):  
Didi Tarmidi ◽  
Aditya Muhammad Yusup
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Work Motivation ◽  
Sampling Technique ◽  
Self Management ◽  
Independent Variables ◽  
Employee Job Satisfaction ◽  
Verification Methods ◽  
Dependent Variables

This research aims to determine how the description of work motivation, self-management practices, and employee job satisfaction, as well as to determine how the influence of work motivation and self-management practices on employee job satisfaction PT. Bio Farma. The factors tested in the study were work motivation and self-management practices as independent variables, while job satisfaction was dependent variables. The research methods used in this research are descriptive and verification methods. The population in this study were employees at PT. Bio Farma. The sampling technique used in this study was Purposive Sampling and the size of the sample in this study was calculated with the formula Slovin, so the total number was 200 respondents. The analytical methods used in this study are some linear regression analyses using SPSS25 for Windows. The results of this study show that work motivation and self-management practices affect employee job satisfaction at PT. Bio Farma. The effect of work motivation and self-management practices on employee job satisfaction was 59.3%.

Influencing factors on organizational efficiency of smart logistics ecological chain: a multi-case study in China

2021 ◽  
Vol 121 (3) ◽  
pp. 545-566
Author(s):  
Weihua Liu ◽  
Shuang Wei ◽  
Yanjie Liang ◽  
Di Wang ◽  
Jingkun Wang
Keyword(s):  
Influencing Factors ◽  
Technological Innovation ◽  
Reliability And Validity ◽  
Theoretical Framework ◽  
Future Research ◽  
Organizational Efficiency ◽  
Innovation Capability ◽  
Content Type ◽  
Smart Logistics

PurposeThis study explores the influencing factors on organizational efficiency of the smart logistics ecological chain, and designs the corresponding theoretical framework to guide the practice of enterprisesDesign/methodology/approachA multi-case study method is adopted in this study. It includes four companies A, B, C and D in China as the case study objects, collects data through enterprise survey and uses the combination of open coding and spindle coding to process the data. By testing the reliability and validity, the theoretical framework is summarized.FindingsFirst, organizational efficiency in smart logistics ecological chains is directly related to their service and technology innovation capability. Second, symbiotic relationships, information sharing and customer demand affect the efficiency of smart logistics multi-case ecological chains by influencing their service capacity; their technological innovation capability regulates the mechanism of influence. Third, technological innovation in smart logistics ecological chains positively impacts their service capabilities. Improving technological innovation capability can enhance logistics service capabilities.Originality/valueAccording to the characteristics of smart logistics, the theoretical framework about organizational efficiency of smart logistics ecological chain is constructed, which fills the research gap and can provide interesting perspectives for the future research related to the smart logistics ecological chain. At the same time, the findings can also help enterprises to better build the smart logistics ecological chain in practice.

Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude

2017 ◽  
Vol 76 (3) ◽  
pp. 91-105 ◽  
Author(s):  
Vera Hagemann
Keyword(s):  
Team Performance ◽  
Reliability And Validity ◽  
Future Research ◽  
German Language ◽  
Team Members ◽  
Collective Orientation ◽  
Team Research ◽  
German Speaking ◽  
Individual Variables ◽  
The Individual

Abstract. The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.

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