scholarly journals The relationship of organizational culture to job satisfaction of civil servants in security sectors: A field study: علاقة الثقافة التنظيمية بالرضا الوظيفي للموظفين المدنيين في القطاعات الأمنية: دراسة ميدانية

2021 ◽  
Vol 5 (22) ◽  
pp. 163-144
Author(s):  
Mansour Ahmed Alwadai, Maadi Muhammad Al Madhab Mansour Ahmed Alwadai, Maadi Muhammad Al Madhab
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Climate ◽  
Military Service ◽  
Civil Servants ◽  
Public Security ◽  
Efficiency And Effectiveness ◽  
The Military ◽  
Descriptive Survey ◽  
Security Organizations

This study aims to identify the reality of the organizational culture in the General Directorate of Public Security and its relationship to the job satisfaction of civil employees working in this directorate, in order to gain a deeper understanding of the role of the organizational culture prevailing in security organizations in influencing the level of job satisfaction of the civil employees working in them, and those who are not subject to the military service regulations Rather, they work according to the civil service system, with the aim of reaching recommendations that contribute to achieving job satisfaction for those employees so that they contribute to raising the efficiency and effectiveness of security organizations. The descriptive-survey approach was used as a methodology to conduct this study, and the questionnaire was used as a tool for the study, as the study was applied to a sample of civil employees in the General Directorate in Riyadh, whose number reached (120), and a number of results were reached, the most important of which are (low level of job satisfaction among employees Civilians working in public security, and the existence of a direct statistically significant relationship at the level (0.01) between organizational culture and job satisfaction of civil employees working in security sectors). The study recommended the necessity to reconsider granting civil servants working in the security sectors salaries, incentives and allowances commensurate with their duties, and that is comparable to what is granted to their fellow military personnel who carry out the same tasks, which contributes to increasing the level of their loyalty and affiliation with the security sectors in which they work. Developing the career path for civil employees working in the security sectors, in line with their job capabilities, educational levels and job grades, as well as working to increase the awareness of leaders in the security sectors of the importance of organizational culture in creating a positive organizational climate that encourages creativity and productivity and enhances levels of loyalty, belonging and organizational commitment and increases of the motivation of the employees.

scholarly journals The Effect of Leadership, Organisational Culture and Work Motivation on Job Satisfaction and Job Performance among Civil Servants in Maros District Technical Working Unit

2017 ◽  
Author(s):  
Dahlan Habba ◽  
Basri Modding ◽  
Muh. Jobhaar Bima ◽  
Jamaluddin Bijang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Performance ◽  
Significant Role ◽  
Work Motivation ◽  
Organisational Culture ◽  
Civil Servants ◽  
The Creation ◽  
And Performance ◽  
High Level

This study was analyzes the effect of leadership, organizational culture and work motivation on job satisfaction and performance of employees in the Maros technical working units. 245 civil servants were included in this study sample. The results of hypothesis testing with support Analysis of Moment Structures Ver.20 provides evidence that leadership and organizational culture are well proven to increase job satisfaction, but was unable to encourage the creation of civil servants performance. Job satisfaction has no significant role in explaining the influence of leadership and organizational culture on civil servants performance. A civil servant work motivation is at a high level is proven to increase job satisfaction and create improved civil servants performance. Job satisfaction has a significant role in explaining the effect of work motivation on civil servants performance. The High level of civil servants job satisfaction is what determines the creation of civil servants performance.

scholarly journals Iklim Organisasi: Lingkungan Kerja Manusiawi

2013 ◽  
Vol 3 (1) ◽  
Author(s):  
André Hardjana
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Communication ◽  
Human Behavior ◽  
Critical Review ◽  
Theoretical Models ◽  
Human Relations ◽  
Communication Climate ◽  
The Right

Abstract: Organizational climate is a major concept of human relations for understanding human behavior under different environmental influences. The climate affects employees’ productivity as well as job satisfaction. The right climate serves as one of the most effective tools of the leader for motivating his subordinates. This article is a critical review of the concept of organizational climate and its theoretical models which were developed by major scholars. More importantly, it shows the way organizational climate leads to the emergence of organizational communication climate, which in turn leads to the concept of organizational culture.

scholarly journals The THE IMPLICATION OF JOB SATISFACTION THAT INFLUENCE WORKERS TO PRACTICE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE WORK PLACE

2020 ◽  
Vol 8 (5) ◽  
pp. 33-48
Author(s):  
Mochamad Soelton
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Political Organization ◽  
Citizenship Behavior ◽  
Work Place ◽  
Analysis Tool

This research aims to examine and analyze the political organization, organizational climate and organizational culture with organizational citizenship behavior (OCB) and job satisfaction as an intervening variable for employees of Distributor Company. The object of this research is 73 employees of Distributor Company. The approach used in this research is Component or Variance Based Structural Equation Model with analysis tool Smart-PLS. The results showed Political organizationa that has positive significant effect on job satisfaction. Organizational climate that has positive significant effect on job satisfaction to employees Distributor Company. Organizational culture that has positive significant effect on job satisfaction. Political organization does not affect organizational citizenship behavior (OCB). Organizational climate that has positive significant effect on organizational citizenship behavior (OCB). Organizationa culture that has positive significant effect on organizational citizenship behavior (OCB). Job satisfaction that has positive significant effect on organizational citizenship behavior (OCB).

scholarly journals Retirement privileges of civil servants in the Second Polish Republic

2015 ◽  
Vol 33 (1) ◽  
pp. 55-68
Author(s):  
Anna Jarosz-Nojszewska
Keyword(s):  
Military Service ◽  
Social Insurance ◽  
Civil Servants ◽  
State Administration ◽  
The Social ◽  
Special Cases ◽  
Years Of Service ◽  
The Times ◽  
The Right ◽  
The Military

Abstract During the times of the Second Polish Republic the civil servants, teachers, the military, postal and railway workers were not covered by the universal social insurance, because before the social insurance act came into force, they were covered by pension systems guaranteeing more advantageous benefits. Persons working in state administration had a privileged position compared to the employees in general, both in terms of the scope and level of the benefits and their entire coverage by the State. The level of the pensions depended on the years of service and after 10 years of service amounted to 40% and was increasing every year by 2.4% or 3% up to 100%. The civil servants acquired the right to the pension already after 10 years and as of 1934 after 15 years of civil or military service. In special cases they were entitled to pension after 5 years already.

scholarly journals The Effect of Leadership, Organisational Culture and Work Motivation on Job Satisfaction and Job Performance among Civil Servants in Maros District Technical Working Unit

2017 ◽  
Vol 7 (1) ◽  
pp. 52
Author(s):  
Dahlan Habba ◽  
Basri Modding ◽  
Muh. Jobhaar Bima ◽  
Jamaluddin Bijang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Performance ◽  
Significant Role ◽  
Work Motivation ◽  
Organisational Culture ◽  
Civil Servants ◽  
The Creation ◽  
And Performance ◽  
High Level

<div><p class="normal"><em>This study</em><em> was</em><em> analyzes the </em><em>effect</em><em> of leadership, organizational culture and work motivation on job satisfaction and performance of employees in the </em><em>Maros technical working units</em><em>. 245 civil servants were included in this study sample. The results of hypothesis testing with support Analysis of Moment Structures Ver.20 provides evidence that leadership and organizational culture are well proven to increase job satisfaction, but was unable to encourage the creation of </em><em>civil servants</em><em> performance. Job satisfaction has no significant role in explaining the influence of leadership and organizational culture on </em><em>civil servants</em><em> performance.</em><em> </em><em>A civil servant</em><em> work motivation is at a high level is proven to increase job satisfaction and create improved </em><em>civil servants</em><em> performance. Job satisfaction has a significant role in explaining the effect of work motivation on </em><em>civil servants</em><em> performance. The High level of </em><em>civil servants</em><em> job satisfaction is what determines the creation of </em><em>civil servants</em><em> performance. </em><em></em></p></div>

scholarly journals Hubungan Leader Member Exchange dan Kepuasan Kerja dengan Komitmen Organisasi pada Tenaga Pendidik Sekolah Polisi Negara Kepolisian Daerah Sumatera Utara

2020 ◽  
Vol 2 (2) ◽  
pp. 168-181
Author(s):  
Wahyu Sukoco ◽  
M.Rajab Lubis ◽  
Hasanuddin Hasanuddin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Factors ◽  
Civil Servants ◽  
Quality Of Work Life ◽  
Leader Member Exchange ◽  
Total Contribution ◽  
Member Exchange

This study aims to see the relationship between Leader Member Exchange and Job Satisfaction with Organizational Commitment to North Sumatra Police State Police School Educators. The study was conducted on 75 educators. Data collection is a scale method, namely the Leader Member Exchange scale, the scale of job satisfaction and the scale of organizational commitment. Before the scale was used, a scale trial was carried out on 40 civil servants / civil servants. Data were analyzed using Multiple Regression. The results showed; There is a very significant relationship between leader member exchange and job satisfaction with organizational commitment. Based on the results of this study, it can be stated that the hypothesis proposed in this study is accepted. The two variables in this study, namely leader member exchange and job satisfaction on organizational commitment, contributed 84.8% to the level of organizational commitment. Separately, the leader member exchange contributed 66.9% to the level of organizational commitment, while job satisfaction contributed 83.3% to the level of organizational commitment. The total contribution of the two independent variables to the dependent variable was 84.8%. This means that there are still 15.2% of the influence of other variables on organizational commitment, including personal or individual factors including quality of work life, organizational factors in the form of organizational climate, and non-organizational factors.

scholarly journals Career Satisfaction of Military Medical Officers

2019 ◽  
Vol 185 (3-4) ◽  
pp. e438-e447
Author(s):  
Kaoru H Song ◽  
Dana R Nguyen ◽  
Erich J Dietrich ◽  
John E Powers ◽  
John P Barrett
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Military Service ◽  
Clinical Care ◽  
Family Physicians ◽  
Work Hours ◽  
Organizational Decision Making ◽  
Teaching Research ◽  
The Military ◽  
Administrative Tasks

Abstract Introduction Having a mentor is associated with higher job satisfaction among U.S. physicians. The objective of this study was to assess satisfaction among military medical officers and to assess if mentorship and job satisfaction are associated with intention to continue military service. Materials and Methods This is a cross-sectional study using voluntary, anonymous data from 2018 Uniformed Services Academy of Family Physicians Annual Meeting registered attendees who completed an online Omnibus Survey. Outcome measures: satisfaction with work hours and workload; voice in organizational decision-making; amount of teaching, research, and other administrative tasks; being and having a mentor; and likelihood of remaining in the military beyond current service obligation. Statistical analysis: descriptive statistics, chi-square, and logistic regression. Results There was a 66% response rate (310/568) among registered attendees. Respondents reported being satisfied with work hours-workload (53.3%), voice in organizational decision-making (47.4%), and amount of teaching-research-other administrative tasks (55.7%). About 64.6% of respondents reported being a mentor, and 80.7% reported having a mentor. About 53.4% reported being likely/very likely to continue military service beyond their current service obligation. Adjustment for demographic and occupational factors, with significance defined as P ≤ 0.05, revealed that higher percent time in clinical care was negatively associated with satisfaction with voice in organizational decision-making; being a mentor and working in an academic practice setting were positively associated with satisfaction in amount of time with teaching, research, and administrative tasks; and having a mentor was the only factor associated with being likely/very likely to continue military service beyond current service obligation (odd ratio 3.9, 95% confidence interval 1.2–12.1). Conclusions Having a mentor was the only factor associated with intention to remain in the military among 2018 Uniformed Services Academy of Family Physicians Omnibus Survey respondents. These results support enhancing mentorship among military medical officers.

Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment

2019 ◽  
Vol 49 (4) ◽  
pp. 508-531 ◽  
Author(s):  
Andrew K. Tao ◽  
Jesse W. Campbell
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Military Service ◽  
Service Organizations ◽  
Role Clarity ◽  
Government Employees ◽  
Federal Employee ◽  
Civilian Employment ◽  
The Military ◽  
The U.S

Veterans can face difficulties adjusting to civilian employment due to their experiences in highly structured and regimented military service organizations. This study focuses on factors that affect the job satisfaction of veterans employed in the civilian U.S. Federal Government. Drawing on sector imprinting theory, we propose that role clarity will have a stronger link with job satisfaction for government employees who have served in the military than for those who have not. Second, we argue that this difference will dissipate over time, with the importance of role clarity for veterans being strongest at the earliest stages of the transition to civilian employment. We present evidence for our theory from an analysis of the 2013 Federal Employee Viewpoint Survey. Finally, after discussing the limitations of our study, we suggest practical managerial tactics that can complement ambitious public sector veteran employment initiatives.

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