The Effect of Interpersonal Relationships and Role Ambiguity on Job Satisfaction and Its Impact Toward Employees' Intention to Leave in Event Organizer Services Provider in Medan

Like any other professional group, academic staff always faces various problems and difficulties while performing their duties. Revealing academics' current problems to solve them and ensuring that they are able to work efficiently and peacefully requires extensive research. Therefore, this study investigated the problems of academic staff working at Turkish universities and aimed to determine the current levels of job satisfaction, intention to leave, and role stress formed by role ambiguity and role conflict. The study also aimed to find out whether job satisfaction, role stress, and intention to leave differ according to academics' demographic characteristics. The gender, age, marital status, number of children, academic title, academic seniority, seniority at the university, type of university, field of study, department, administrative role, conducting academic studies abroad, teaching at different universities, average number of weekly courses in the last 3 years, and number of publications in the last 3 years were the demographic variables investigated in the study. The research was conducted on 3578 academics across Turkey. The results showed that academics' level of job satisfaction and role conflicts were moderate, their level of role ambiguity and intention to leave were low, and their level of role stress was low to moderate. It was also found that job satisfaction, role stress, and the intention to leave differed by some demographic variables.

Download Full-text

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

International Journal of Emerging Research in Management and Technology ◽

10.23956/ijermt.v6i10.74 ◽

2017 ◽

Vol 6 (10) ◽

pp. 105

Author(s):

Basma Kashmoola ◽

Fais Ahmad ◽

Yeoh Khar Kheng

Keyword(s):

Job Satisfaction ◽

United Arab Emirates ◽

Intent To Leave ◽

Supply And Demand ◽

Intention To Leave ◽

Work Load ◽

Tourism Industry ◽

Medium Size ◽

Construction Companies ◽

Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000. In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry. The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention. To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies. Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Download Full-text

A Longitudinal Analysis of Job Satisfaction, Commitment, and Intention to Leave

Applied Psychology ◽

10.1111/j.1464-0597.1991.tb01000.x ◽

1991 ◽

Vol 40 (4) ◽

pp. 405-415 ◽

Cited By ~ 19

Author(s):

Meni Koslowsk

Keyword(s):

Job Satisfaction ◽

Longitudinal Analysis ◽

Intention To Leave

Download Full-text

Job satisfaction and intention to leave: a questionnaire survey of hospital nurses in Shanghai of China

Journal of Clinical Nursing ◽

10.1111/j.1365-2702.2011.03766.x ◽

2011 ◽

Vol 21 (1-2) ◽

pp. 255-263 ◽

Cited By ~ 49

Author(s):

Cui Liu ◽

Lingjuan Zhang ◽

Wenqin Ye ◽

Jianying Zhu ◽

Jie Cao ◽

...

Keyword(s):

Job Satisfaction ◽

Questionnaire Survey ◽

Intention To Leave ◽

Hospital Nurses

Download Full-text

Role ambiguity, role conflict, and job satisfaction of dietitians

Journal of the American Dietetic Association ◽

10.1016/s0002-8223(21)38875-7 ◽

1982 ◽

Vol 81 (5) ◽

pp. 559-562

Author(s):

Clair Agriesti-Johnson ◽

Elizabeth Miles

Keyword(s):

Job Satisfaction ◽

Role Conflict ◽

Role Ambiguity

Download Full-text

Relevance of Soft Skills in Career Success

MIER Journal of Educational Studies Trends and Practices ◽

10.52634/mier/2020/v10/i1/1354 ◽

2021 ◽

pp. 91-102

Author(s):

Mitashree Tripathy

Keyword(s):

Job Satisfaction ◽

Everyday Life ◽

Stress Management ◽

Interpersonal Relationships ◽

Communication Skills ◽

Career Success ◽

Soft Skills ◽

Leadership Qualities ◽

Hard Skills ◽

Work Atmosphere

In this fast transforming business economy caused by globalization, it has become incredibly important that employees keep on upgrading their hard skills and polish their soft skills if they aspire for a career that not only pays them well but also promises better opportunities in career development. Though the importance of soft skills is recognised in everyday life, in maintaining interpersonal relationships, in buildings strategies for success, its implications are mainly found in organisations and workplaces. Soft skills, however, play a significant role in building a career. Today to succeed and survive in the competitive workplace employees are expected to change their attitude, attention, and commitment to work. Besides, they are also expected to develop other abilities like effective communication skills, teamwork, leadership qualities, stress management, emotional intelligence etc. Competition is progressively increasing across workplaces worldwide. The need to be fit, flexible and existing is highly intrinsic. Soft skills thus help deal with challenges as they offer essential factors to influence the success of the employees and the organisations. This paper focuses on discussing the relevance of soft skills in career success, job satisfaction, creating a better work atmosphere and bringing about productivity at the workplace.

Download Full-text

INTERPERSONAL RELATIONSHIP AS A FACTOR OF JOB SATISAFACTION

STED JOURNAL ◽

10.7251/sted2101021z ◽

2021 ◽

Vol 3 (1) ◽

Author(s):

Branka Zolak Poljašević ◽

Dragana Došenović ◽

Marija Todorović

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Interpersonal Relationships ◽

Social Relations ◽

Work Experience ◽

Employee Satisfaction ◽

Subjective Experience ◽

Interpersonal Relationship ◽

Main Hypothesis ◽

Independent Variable

Job satisfaction is positive emotional state, which is result of evaluation of some work experience. It is a multidisciplinary phenomenon, which is influenced by multiple internal and external factors. In this paper, employee satisfaction or job satisfaction was observed as a dependent variable, while interpersonal relationships are defined as influencing factor, i.e. independent variable. Interpersonal relationships imply establishment of social relations and connections between individuals at work. Interpersonal relationships can be defined as the subjective experience of employee in interaction or connection with another person (colleagues or superiors). Factors such as gender, age, education, work experience and job position are included in the analysis as control variables. Main hypothesis in this paper states that positive interpersonal relationships have impact on employee satisfaction. The independent variable is divided into three segments, namely: communication and work climate, relationship with superiors and relationship with colleagues. Each segment of interpersonal relationships was separately tested in relation to the dependent variable. The base of this paper is an empirical research conducted in 2019. Based on the survey questionnaire, data from 143 employees in the surveyed company were collected. Data processing was performed on the basis of statistical software for social sciences-SPSS. Descriptive and correlation analysis were applied in the data analysis. All hypotheses tested were confirmed. Testing the hypotheses confirm that there is a statistically significant relationship between observed variables and that there is a moderate positive correlation, which implies that interpersonal relationship is a factor of job satisfaction. Main limitation of this research relates to the observation of relationship between variables in a single business entity. However, the coverage of all employees in the conducted research and the high response rate of employees (82%) provide a good basis for data analysis and giving some general conclusions. Detailed description of research methodology enables its repetition in other organizations.

Download Full-text

The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

Tourism & Management Studies ◽

10.18089/tms.2021.170104 ◽

2021 ◽

Vol 17 (1) ◽

pp. 45-58

Author(s):

Engin Unguren ◽

◽

Serdar Arslan ◽

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Role Conflict ◽

Structural Equation ◽

Role Ambiguity ◽

Mediating Effect ◽

Stress Factors ◽

Equation Modeling ◽

Future Research ◽

Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

Download Full-text

Work motivation and job satisfaction of health workers in urban and rural areas

Vojnosanitetski pregled ◽

10.2298/vsp140715062g ◽

2016 ◽

Vol 73 (8) ◽

pp. 735-743

Author(s):

Maja Grujicic ◽

Jelena Jovicic-Bata ◽

Slavica Radjen ◽

Budimka Novakovic ◽

Sandra Sipetic-Grujicic

Keyword(s):

Job Satisfaction ◽

Rural Area ◽

Interpersonal Relationships ◽

Health Professionals ◽

Rural Areas ◽

Work Motivation ◽

Health Workers ◽

Data Gathering ◽

Urban Setting ◽

Urban And Rural Areas

Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using ?2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

Download Full-text