scholarly journals Study of Relationship between Emotional Intelligence and Organizational Commitment with Job Satisfaction of Staff of Ebne Sina Hospital by Using the NEO Personality Inventory

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Marjan Mohammadian ◽  
Farnoosh soltanmmohamadi ◽  
Farshid ebrahimi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Research Method ◽  
Positive Relationship ◽  
Reliability And Validity ◽  
Personality Inventory ◽  
Neo Personality Inventory ◽  
Measuring Tool ◽  
The Relationship

Purpose: The purpose of this study was identifying the relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina Hospital. Method: For this purpose, NEO personality inventory and Minnesota job satisfaction questionnaires were used and after assuring of reliability and validity, Measuring tool were distributed among 125 sample of staffs of the Ebne Sina hospital. The research method is survey-correlation. Results: The results showed that there is a significant positive relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina hospital.

Research on the Relationship among Enterprise Employee's Job Satisfaction, Organizational Commitment and Job Performance

2013 ◽  
Vol 411-414 ◽  
pp. 2477-2480
Author(s):  
Ling Ma ◽  
Yun Xing ◽  
Yu Wang ◽  
Hao Tian Chen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Empirical Research ◽  
Research Method ◽  
Key Factors ◽  
Employee Job Satisfaction ◽  
Intermediary Role ◽  
The Relationship ◽  
Positive Effect

Employee job satisfaction and organizational commitment are the key factors that affecting the performance of enterprise’s employees. Through using empirical research method to explore the relationship among the three with the sample of 330 employees of an enterprise. The results show that: Employees’ job satisfaction have a positive effect on job performance significantly; Employees job satisfaction positive effect on organizational commitment; Organizational commitment played a partial intermediary role in the process of job satisfaction improving performance.

scholarly journals Hubungan Kelekatan dengan Teman Sebaya dan Kecerdasan Emosi pada Remaja yang Tinggal di Panti Asuhan

2018 ◽  
Vol 2 (2) ◽  
pp. 171
Author(s):  
Syahrani Paramitha Kurnia Illahi ◽  
Sari Zakiah Akmal
Keyword(s):  
Emotional Intelligence ◽  
Family Environment ◽  
Research Method ◽  
Quantitative Research ◽  
Positive Relationship ◽  
Negative Emotions ◽  
Peer Attachment ◽  
Age Range ◽  
The Relationship ◽  
Quantitative Research Method

<p><strong>Abstract: </strong>Issues related to emotions and low emotional intelligence, such as lack of emotions, and unstable and excessive negative emotions happened in many adolescents living in orphanages. One factor that may influence emotional intelligence is the non-family environment such as peer-attachment. This research aimed to explore the relationship between peer-attachment and emotional intelligence in adolescents living in orphanages. This research used quantitative research method, with questionnaires as measuring scales. Participants in this research were 104 adolescents living in orphanages in DKI Jakarta with the age range of 12-18 years old and collected using incidental sampling. Spearman’s results showed that value r = 0,221 (ρ = 0,024 &lt; 0,05) and could be interpreted as a significantly positive relationship existing between peer-attachment and emotional intelligence in adolescents living in orphanages.</p><p><strong>Abstrak: </strong>Masalah yang berkaitan dengan emosi dan kecerdasan emosi yang rendah seperti keadaan haus emosi serta emosi negatif yang tidak seimbang dan berlebihan banyak dijumpai pada remaja yang tinggal di panti asuhan. Salah satu faktor yang dapat mempengaruhi kecerdasan emosi adalah faktor lingkungan non-keluarga seperti kelekatan dengan teman sebaya.Penelitian ini bertujuan untuk mengetahui hubungan antara kelekatan dengan teman sebaya dan kecerdasan emosi pada remaja yang tinggal di panti asuhan. Penelitian dijalankan  menggunakan penelitian kuantitatif dengan kuesioner sebagai alat ukur. Subjek penelitian berjumlah 104 remaja yang tinggal di panti asuhan wilayah DKI Jakarta dengan rentang usia 12-18 tahun diperoleh dengan menggunakan teknik <em>incidental sampling. </em>Penelitian ini menggunakan uji korelasi <em>Spearman</em> dengan r = 0,221 (ρ = 0,024; ρ &lt; 0,05). Hasil ini menunjukkan bahwa terdapat hubungan positif yang signifikan antara kelekatan dengan teman sebaya dengan kecerdasan emosi pada remaja yang tinggal di panti asuhan.<br /><strong></strong></p>

scholarly journals The Relationship Between Emotional Intelligence and Organizational Commitment of Pakistani University Librarians

2014 ◽  
Vol 15 ◽  
pp. 11-21
Author(s):  
Asad Khan ◽  
Mohamad Noorman Masrek ◽  
Fuziah Mohd Nadzar
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Research Method ◽  
Response Rate ◽  
Empirical Studies ◽  
Three Dimensions ◽  
Service Orientation ◽  
Self Assessment ◽  
Survey Response Rate ◽  
The Relationship

Despite the growing literature advocating the significance and importance of emotional intelligence, empirical studies on the topic about Pakistani university librarians are unavailable. Drawing upon this gap, the article reports the findings of a study investigating emotional intelligence and organizational commitment among Pakistani university librarians. It used survey research method involving 225 randomly selected librarians from a population of 670 university librarians in Pakistan. The survey response rate was 82%. The results suggest that three dimensions of emotional intelligence, namely self-assessment, optimism and service orientation significantly predict organizational commitment. However, teamwork and collaboration, despite being correlated significantly with organizational commitment, was not a predictor of organizational commitment among Pakistani university librarians. The findings showed the importance and contributions of emotional intelligence towards organizational commitment.

scholarly journals The Relationship between Job Satisfaction and Organizational Commitment among Employees of a Selected Tertiary Educational Institution in Northwest Haiti

2021 ◽  
Vol 2 (Issue 1 (January to March 2021)) ◽  
pp. 33-40
Author(s):  
Willy Lima ◽  
Daniel Allida
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Educational Institution ◽  
Motivating Factors ◽  
Normative Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

This study sought to investigate the relationship between job satisfaction and organizational commitment among employees of a selected tertiary educational institution at Northwest of Haiti. A questionnaire was used to collect data from 55 employees. It was found that there is a moderate level of job satisfaction and high level of continuance and normative commitment among employees. It was also found that there is a strong positive relationship between job satisfaction and affective commitment and a weak positive relationship between job satisfaction and normative commitment. It was therefore recommended that administrators should seek to find ways and means to provide extrinsic and intrinsic motivating factors in order to prevent job dissatisfaction with regrettable consequences for the institution when employees may decide to leave their organization.

scholarly journals The Influence of Organizational Culture as Moderator between Person-Organization (P-O) Fit and Work Attitudes

2011 ◽  
Author(s):  
S. Senthil Kumar
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
National Culture ◽  
Cultural Context ◽  
Positive Relationship ◽  
Work Attitudes ◽  
Person Organization Fit ◽  
Managerial Level ◽  
The Relationship

Although the positive effect of Person-Organization fit (P-O fit) on work attitudes is well known, research into the environmental factors that affect P-O fit’s salience in predicting work attitudes is in its infancy. This study examined the moderating effects of organizational culture in the relationship between P-O fit and work attitudes such as job satisfaction, and organizational commitment in the national culture context. Results from a sample of 173 managerial-level employees from 7 organizations in India suggest that organizational culture either strengthens or weakens the positive relationship between P-O fit and work attitudes depending upon its alignment with national culture. In the Indian cultural context, it is found that people and control-oriented organizational cultures that are isomorphic with national culture weaken the relationship between P-O fi t and work attitudes. Whereas creation and market-oriented cultures that are non-isomorphic with Indian national culture strengthen the positive relationship between P-O fi t and work attitudes. Results of this study have implications in employee selection, socialization and organizational culture management.   Keywords: Person-organization fit, organizational culture, national culture, job satisfaction, organizational commitment.

scholarly journals Is Loafing at Work Necessarily Detrimental? - A Study of the Relationship between Loafing, Productivity, and Satisfaction

2021 ◽  
Author(s):  
◽  
Satya Duhita
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Reliability And Validity ◽  
White Collar ◽  
Asia Pacific ◽  
International Studies ◽  
Work Activities ◽  
Job Productivity ◽  
The Impact ◽  
The Relationship

<p>For decades, employees’ loafing behaviour has been a concern for employers because by taking time away from work activities it is seen as detrimental to workers’ productivity (Bennett & Robinson, 200; Dixon, 2005). Prior to the 1990s, loafing occurred when workers physically allocated time to non-work activities (e.g. chatting with colleagues or running non-work related errands during work hours), but since the development of Internet and Social Networking Sites (SNS) loafing behaviour has moved to include the virtual world ('cyber' space). As a result, loafing has likely become less visible and harder to detect. Paradoxically, though, some types of loafing have recently been found to help employees to recharge their concentration and to improve their satisfaction toward their jobs (Coker, 2013; Lim & Chen, 2012; Messarra, Karkoulian, & McCarthy, 2011).  Although the impact of cyber-loafing and SNS usage at work on employees’ productivity or satisfaction has been studied to some extent, little attention has been given to their combined effect with physical loafing. Existing studies have tended to evaluate the impact of loafing on either employees’ productivity or satisfaction, and very few examine both outcomes. Building from these empirical findings, this thesis examines the effects of three types of loafing collectively on both job productivity and job satisfaction via three distinct categorisations: 1) time spent loafing, 2) aggregated loafing activities, and 3) combinations of activities at particular times of the work day.   On average, white-collar respondents in this research spent about 4 hours per week loafing at work. This number is comparable but slightly lower than the weekly average of 4.2 hours spent on cyber-loafing in the Asia Pacific region (Zhou & Zhuoqiong, 2005). As expected, the study also found that job satisfaction relates positively to productivity. Similarly, autonomy as part of a job’s characteristic has a positive relationship with job satisfaction. Regarding the relationship between loafing behaviour and job productivity, loafing in the morning was found to affect job productivity negatively, especially if it is cyber-loafing activities (except for checking SNS). However, if the same activities are being conducted in the afternoon, it affects productivity positively. As regards to the relationship between loafing behaviour and job satisfaction, when loafing behaviour, both cyber and physical loafing, occurs in the morning, this exhibits a positive relationship with job satisfaction. Conversely, these are negatively related to job satisfaction when they are happening in the afternoon.  The findings of this study contribute to the organisational behaviour literature by considering the effects of the three types of loafing activities collectively on job satisfaction and job productivity. Furthermore, in drawing on international studies for measures of job productivity, job satisfaction, autonomy, and loafing behaviour, this study found appropriate levels of reliability and validity, which suggests that the New Zealand context is comparable to other studies using these measures internationally. This research also has implications for management practitioners in providing a better understanding of white-collar workers’ loafing behaviour, which could aid them in designing workplace policies related to loafing. It might also be used to inform employees on how particular loafing activities could in fact enhance their productivity without being detrimental to their organisations.</p>

scholarly journals Is Loafing at Work Necessarily Detrimental? - A Study of the Relationship between Loafing, Productivity, and Satisfaction

2021 ◽  
Author(s):  
◽  
Satya Duhita
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Reliability And Validity ◽  
White Collar ◽  
Asia Pacific ◽  
International Studies ◽  
Work Activities ◽  
Job Productivity ◽  
The Impact ◽  
The Relationship

<p>For decades, employees’ loafing behaviour has been a concern for employers because by taking time away from work activities it is seen as detrimental to workers’ productivity (Bennett & Robinson, 200; Dixon, 2005). Prior to the 1990s, loafing occurred when workers physically allocated time to non-work activities (e.g. chatting with colleagues or running non-work related errands during work hours), but since the development of Internet and Social Networking Sites (SNS) loafing behaviour has moved to include the virtual world ('cyber' space). As a result, loafing has likely become less visible and harder to detect. Paradoxically, though, some types of loafing have recently been found to help employees to recharge their concentration and to improve their satisfaction toward their jobs (Coker, 2013; Lim & Chen, 2012; Messarra, Karkoulian, & McCarthy, 2011).  Although the impact of cyber-loafing and SNS usage at work on employees’ productivity or satisfaction has been studied to some extent, little attention has been given to their combined effect with physical loafing. Existing studies have tended to evaluate the impact of loafing on either employees’ productivity or satisfaction, and very few examine both outcomes. Building from these empirical findings, this thesis examines the effects of three types of loafing collectively on both job productivity and job satisfaction via three distinct categorisations: 1) time spent loafing, 2) aggregated loafing activities, and 3) combinations of activities at particular times of the work day.   On average, white-collar respondents in this research spent about 4 hours per week loafing at work. This number is comparable but slightly lower than the weekly average of 4.2 hours spent on cyber-loafing in the Asia Pacific region (Zhou & Zhuoqiong, 2005). As expected, the study also found that job satisfaction relates positively to productivity. Similarly, autonomy as part of a job’s characteristic has a positive relationship with job satisfaction. Regarding the relationship between loafing behaviour and job productivity, loafing in the morning was found to affect job productivity negatively, especially if it is cyber-loafing activities (except for checking SNS). However, if the same activities are being conducted in the afternoon, it affects productivity positively. As regards to the relationship between loafing behaviour and job satisfaction, when loafing behaviour, both cyber and physical loafing, occurs in the morning, this exhibits a positive relationship with job satisfaction. Conversely, these are negatively related to job satisfaction when they are happening in the afternoon.  The findings of this study contribute to the organisational behaviour literature by considering the effects of the three types of loafing activities collectively on job satisfaction and job productivity. Furthermore, in drawing on international studies for measures of job productivity, job satisfaction, autonomy, and loafing behaviour, this study found appropriate levels of reliability and validity, which suggests that the New Zealand context is comparable to other studies using these measures internationally. This research also has implications for management practitioners in providing a better understanding of white-collar workers’ loafing behaviour, which could aid them in designing workplace policies related to loafing. It might also be used to inform employees on how particular loafing activities could in fact enhance their productivity without being detrimental to their organisations.</p>

scholarly journals Relationship between Organizational Politics and Organizational Commitment

Webology ◽  
2021 ◽  
Vol 18 (Special Issue 04) ◽  
pp. 278-287
Author(s):  
Adams Bello ◽  
Shadrach Omofowa ◽  
Chijioke Nwachukwu ◽  
Anh Viet Ho Nguyen
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Survey Research ◽  
Political Behavior ◽  
Research Method ◽  
Positive Relationship ◽  
Organizational Politics ◽  
Promotion Policies ◽  
The Relationship

The relationship between organizational politics and organizational commitment is examined in this study examines A survey research method was adopted. 245 staff were randomly selected for the study. Regression analysis was employed for testing the hypotheses formulated. The results indicate that “Go along to get ahead” has a positive relationship with organizational commitment. Pay and promotion policies influence organizational commitment and General political behavior” positively influence organizational commitment. The study concludes that firms should pay attention to organizational politics because it promotes commitment among workers.

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