Analisis Faktor-faktor yang Mempengaruhi Potensi Mogok Kerja Karyawan di Yogyakarta

2012 ◽  
Vol 1 (2) ◽  
pp. 45
Author(s):  
Jemadi Jemadi ◽  
Siti Noor Hidayati
Keyword(s):  
Job Satisfaction ◽  
Social Factor ◽  
Negative Effects ◽  
Social Satisfaction ◽  
Production Processes ◽  
Satisfaction Factors

<span><em>Strikes happened in some companies are often caused by </em><span><em>employee dissatisfaction. They may disturb production processes and impede </em><span><em>the achievement of company goals. Increasing job satisfaction can minimize </em><span><em>the strike potential. Job satisfaction is affected by financial, physical, </em><span><em>psychological, and social satisfaction factors. It was revealed that financial, </em><span><em>physical, psychological, and social satisfaction have statistically significant </em><span><em>negative effects on strike potential, with social factor to be the most </em><span><em>dominant. Thus, company may implement financial, physical, psychological, </em><span><em>and social satisfaction factors to minimize the strike potential.</em></span></span></span></span></span></span></span></span><br /></span>

scholarly journals Women’s Role in Organizational Commitment and Job Satisfaction in the Travel Industry—An Evidence from the Urban Setting

2021 ◽  
Vol 13 (15) ◽  
pp. 8395
Author(s):  
Tamara Gajić ◽  
Marko D. Petrović ◽  
Milan M. Radovanović ◽  
Darko Vuković ◽  
Darko Dimitrovski ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Performance ◽  
Urban Setting ◽  
Moral Obligations ◽  
Tourism Sector ◽  
Travel Industry ◽  
Women's Role ◽  
Novi Sad ◽  
Satisfaction Factors

Employee satisfaction is the main factor achieving high work performance, providing quality services in the tourism sector, which directly affects the increase in productivity and commitment to the organization. The research is focused on determining the factors of job satisfaction and commitment to the institution by the female workforce. The authors conducted a survey in tourism companies in Novi Sad (the second-largest city in Serbia), based on a sample of 610 women in total, using a standardized MSQ questionnaire for job satisfaction, and Meyer and Allen’s organizational commitment scale. Three multiple regression analyses were used to determine the relationship between job satisfaction factors and organizational commitment factors. The results confirm the existence and strength of correlation between satisfaction factors and types of organizational commitment, and the fact that the position of women in the tourism sector is not at an enviable level, and that they remain in the same organization because of the small number of alternatives and moral obligations.

Zerspanprozesse effizienter machen*/Making machining process more efficent - Recording and analysis of non-productive times in the automotive industry

2015 ◽  
Vol 105 (05) ◽  
pp. 301-306
Author(s):  
T. Bosch ◽  
W. Polley ◽  
S. Schöll ◽  
P. Klemm
Keyword(s):  
Automotive Industry ◽  
Mass Production ◽  
Machining Process ◽  
Sich Eine ◽  
Analysis Method ◽  
Negative Effects ◽  
Advantages And Disadvantages ◽  
Production Processes

Dieser Fachartikel geht auf die negativen Auswirkungen technischer Nebenzeiten für die Effizienz von Produktionsprozessen in der automobilen Großserienproduktion ein. Er zeigt in der Übersicht, welche Methoden sich zur Erfassung technischer Nebenzeiten eignen und welche Vor- und Nachteile sie besitzen. Nur mit diesen Erfassungsmethoden lässt sich eine effektive Minimierung von technischen Nebenzeiten erreichen. Anschließend wird ein dreistufiges Analyseverfahren präsentiert. &nbsp; This article discusses the negative effects of non-productive times on the efficiency of production processes in automotive mass production. An overview shows which methods are suitable for the recording of non-productive times and their advantages and disadvantages. These recording methods are essential for the effective minimization of non-productive times. Subsequently, an analysis method, which is composed of three steps, is presented.

scholarly journals Working conditions and job satisfaction of Argentinian psychiatrists: initial results of a comprehensive survey

2011 ◽  
Vol 8 (2) ◽  
pp. 41-43
Author(s):  
Elsa Wolfberg ◽  
Daniel Moldavsky
Keyword(s):  
Job Satisfaction ◽  
Working Conditions ◽  
Personal Life ◽  
Negative Effects ◽  
Comprehensive Survey ◽  
Research Findings ◽  
Impaired Health ◽  
Violence In The Workplace ◽  
Effects Of Violence ◽  
Initial Results

Working in psychiatry is generally rewarding. However, it can also lack job satisfaction and be detrimental to personal life. Research findings indicate high rates of burnout (Kumar et al, 2007), impaired health status of practitioners (Korkeila et al, 2003), negative effects of violence in the workplace (Inoue et al, 2006) and lack of job satisfaction (Fischer et al, 2007; Bressi et al, 2009).

scholarly journals Individual-Level Determinants of Employee Shirking

2005 ◽  
Vol 51 (3) ◽  
pp. 468-487 ◽  
Author(s):  
Timothy A. Judge ◽  
Timothy D. Chandler
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Health Care ◽  
Work Group ◽  
Well Being ◽  
The United States ◽  
Subjective Well Being ◽  
Negative Effects ◽  
Individual Level ◽  
Organization Level

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to organization-level influences. Neglected are individual differences that could explain why employees in the same organization or work-group might shirk. Using a sample of workers from the health care profession in the United States, the present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other indiuidual-level determinants of shirking. Results indicate that whites shirk significantly more than nonwhites, and that subjective well-being, job satisfaction, and age have significant, negative effects on shirking. The implications of these results are discussed.

scholarly journals Job satisfaction Factors of Employee in Virtual Workplace: Review

2019 ◽  
Vol Special Issue (Special Issue-FIIIIPM2019) ◽  
pp. 38-42
Author(s):  
Mr. Maheshkumar Devendra Mohite ◽  
Dr. R. V. Kulkarni ◽  
Keyword(s):  
Job Satisfaction ◽  
Virtual Workplace ◽  
Satisfaction Factors

Factors Affecting Job Satisfaction among Library Professionals of Private Engineering and Management Colleges in Pune Region

2018 ◽  
Vol 8 (3) ◽  
pp. 79-81
Author(s):  
Sudhir B. Halvegar
Keyword(s):  
Job Satisfaction ◽  
Professional Judgment ◽  
Factors Affecting ◽  
Data Analyses ◽  
New Knowledge ◽  
Satisfaction Factors ◽  
Library Professionals

The objective of this study is to examine those factors which are related in a high manner to job satisfaction among library workers. Data were collected from a sample of 100 library professionals from private engineering and management colleges in Pune Region. The data analyses indicated that job satisfaction among library professionals is not related to their sex, the type of library in which they worked, or their vocational needs, but it is related to the characteristics of their job environments. The supervisory climate and the essential characteristics of the job itself are the two most important determinants of job satisfaction. Interpretation of the data suggests that a supervisory climate which permits a librarian to exercise initiative and professional judgment in the performance of the job is conducive to job satisfaction. This study contributes to the LIS literature and practice in the following two ways: first, this study provides new knowledge concerning the job satisfaction factors of library professionals. Second, the new knowledge may help library and information managers to develop effective managerial approaches.

Future of Work and Its Implication on Employee Well-Being in the 4IR Era

2022 ◽  
pp. 1-21
Author(s):  
Ethel N. Abe ◽  
Isaac Idowu Abe ◽  
Olalekan Adisa
Keyword(s):  
Mental Health ◽  
Artificial Intelligence ◽  
Job Satisfaction ◽  
Job Loss ◽  
Job Insecurity ◽  
Well Being ◽  
Rapid Rate ◽  
Negative Effects ◽  
Swedish Study ◽  
The World

Capitalist corporations seek ever-new opportunities for trade and gain. As competition intensifies within markets, profit-seeking corporations innovate and diversify their products in an unceasing pursuit of new market niches. The incessant changes and unpredictable nature of capitalism often leads to insecurity regarding job loss. Job insecurity has been empirically proven to have negative effects on individuals and organisations. It associates to reduced job satisfaction and decreased mental health. A longitudinal Swedish study showed an indirect effect of trust on job satisfaction and mental health of employees. The advent of AIs, humanoids, robotics, and digitization present reason for employees to worry about the future of their work. A recent study conducted by the McKinsey Global Institute reports that by 2030, a least 14% of employees globally could need changing their careers as a result of the rapid rate of digitization, robotics, and advancement in artificial intelligence disruptions in the world of work.

Workplace Incivility and Job Satisfaction

2022 ◽  
pp. 1237-1254
Author(s):  
Rose Opengart ◽  
Thomas G. Reio Jr. ◽  
Wei Ding
Keyword(s):  
Job Satisfaction ◽  
Management Strategies ◽  
Organizational Outcomes ◽  
Workplace Incivility ◽  
Emotion Management ◽  
Multivariate Techniques ◽  
Negative Effects ◽  
Working Adults ◽  
Reported Study ◽  
Negative Effect

Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.

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