scholarly journals THE RELATİONSHİP BETWEEN JOB SATİSFACTİON AND AFFECTİVE COMMİTMENT AMONG ADMİNİSTRATİVE STAFF İN SAUDİ ARABİA

Psycho Idea ◽  
2020 ◽  
Vol 18 (2) ◽  
pp. 104
Author(s):  
Rajeh Bati Almasradi ◽  
Siti Aisyah Panatik ◽  
Nurul Farhana Noordin
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Affective Commitment ◽  
Practical Implication ◽  
Higher Learning ◽  
Three Dimensions ◽  
Survey Method ◽  
Administrative Employees ◽  
Learning Institutions ◽  
The Relationship

Previous researches revealed that there is a relationship between job satisfaction and commitment which in turn benefit the workplaces positively. Organizational commitment consisted of three dimensions, namely affective, commitment, continues commitment, and normative commitment. Job satisfaction has been considered as an important predictor to enhance affective commitment among employees.  Therefore, the purpose of this paper is to look at the relationship between job satisfaction and affective commitment among employees of higher learning institutions of Saudi Arabia. This paper employed survey method in collecting data from a sample of 373 administrative employees selected from Saudi Arabian universities., which will further the understanding of the link between affective commitment and job satisfaction. The data were analyzed using descriptive, correlation and regression through SPSS Version 23. The findings of this paper indicate that job satisfaction has a positive effect on affective commitment at higher learning institutions of Saudi Arabia. This paper also provides discussion on the practical implication of this study toward the higher learning institution in Saudi Arabia.

scholarly journals Perceived career development support in workplace career programme

2014 ◽  
Vol 59 (201) ◽  
pp. 157-175 ◽  
Author(s):  
Azman Ismail ◽  
Nurrul Adnan ◽  
Rizal Bakar
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Career Planning ◽  
Model Analysis ◽  
Higher Learning ◽  
Path Model ◽  
Survey Method ◽  
Career Management ◽  
Development Support ◽  
The Relationship

This study aims to quantify the relationship between the workplace career programme, perceived career development support, and job satisfaction. The survey method was employed to gather self-reported questionnaires from employees who work at a defence-based higher learning institution in Malaysia. The outcomes of SmartPLS path model analysis showed two important findings: first, the relationship between career planning and career management was positively and significantly correlated with job satisfaction. Second, the relationship between perceived career development support was positively and significantly correlated with job satisfaction. This finding confirms that perceived career development support does act as an important mediating variable in the relationship between workplace career programme and job satisfaction in the organizational sample. This study includes a discussion, implications, and a conclusion.

scholarly journals The Relationship between Leader Member Exchange, Job Satisfaction and Affective Commitment, Gender-Similarity Roles in the Segregated Work Environment in the Kingdom of Saudi Arabia (KSA)

2017 ◽  
Vol 12 (5) ◽  
pp. 1
Author(s):  
Mohammed Alshamrani
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Kingdom Of Saudi Arabia ◽  
Gendered Leadership ◽  
Member Exchange ◽  
Gender Similarity ◽  
The Relationship

The purpose of this study is to assess gendered leadership in segregated work environments in the Kingdom of Saudi Arabia, a context in which interactions between the genders is limited. Throughout this study, leader-member exchange (LMX) will be classified as an independent construct, job satisfaction (JS) and affective commitment (AC) will be classified as dependent constructs, and gender similarity status will be classified as a moderator. Since interactions among the genders are uncommon in this context, this study will explore whether leadership relationships are gendered in this environment.The data was collected using an online survey; 115 male teachers and 106 female teachers were included in the sample, all of whom work in segregated schools. The partial least squares approach to structural equation modeling was used (PLS-SEM), and the results showed that gender relationships are important when considering LMX. The results also proved that both genders of teacher are influenced by their relationship with their current principal, and this was important when predicting JS and AC. The multi-group analysis (MGA) test showed that gender moderates the relationship between LMX and JS with an advantage for female teachers.The findings suggest that teacher training should pay more attention to minimising the stereotyping of females in relation to gendered leadership. The limitations and recommendations for future research are discussed in light of these findings.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

Generation “X” and “Y” knowledge sharing behaviour

2017 ◽  
Vol 9 (2) ◽  
pp. 325-342 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Nuraihan Mat Daud ◽  
Hasliza Hassan
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
Structural Equation ◽  
Academic Staff ◽  
Peninsular Malaysia ◽  
Higher Learning ◽  
Cross Sectional ◽  
Content Type ◽  
Learning Institutions ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour. Design/methodology/approach This research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry. Findings Results indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour. Research limitations/implications The generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study. Practical implications The results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment. Originality/value This paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.

The Influence of Teachers’ Emotional Intelligence on Academic Performance With Mediating Effect of Job Satisfaction

2021 ◽  
pp. 002205742110323
Author(s):  
Sonika Singh ◽  
Piar Chand Ryhal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Emotional Intelligence ◽  
Secondary School ◽  
Secondary School Teachers ◽  
Mediating Effect ◽  
Survey Method ◽  
School Teachers ◽  
Northern India ◽  
The Relationship

This study examined the influence of teachers’ emotional intelligence (EI) on academic achievement and outlined the model with the mediating effect of job satisfaction (JS) between the EI and academic achievement. Survey method was employed to collect the information from 728 secondary school teachers belong to Himachal Pradesh, a state of Northern India, through various statistical tools. The results of the study showed that teachers’ emotional abilities were significantly and positively associated with academic achievement of students and showed R2 61% variance in academic achievement. The relationship between EI and academic achievement of students is partially mediated by JS.

scholarly journals Leadership and Job Satisfaction in the Healthcare Sector: An Exploratory Study in Lebanon

2018 ◽  
Vol 11 (7) ◽  
pp. 46
Author(s):  
Said Hussein ◽  
Inaya Wahidi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Healthcare Sector ◽  
Active Listening ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Inspirational Motivation ◽  
Administrative Employees ◽  
Leadership Components ◽  
The Relationship

More and more, healthcare institutions work to ameliorate the relation supervisor/supervised. In hospitals, transformational leadership proved to influence employee’s motivation and satisfaction (Spinelli, 2006, p.20) thus the hospital’s services. To our knowledge, there is no study conducted on the administrative employees in the healthcare sector in Lebanon that constitute our sample. There is only one study conducted on nurses by El-Jardali et al., (2008) in 69 hospitals in this country. Given this situation, we how can describe the relationship between transformational leadership and employee’s job satisfaction in hospitals? Data processing of a questionnaire administered to 455 employees of 28 over 125 hospitals in Lebanon shows that there is no significant relationship between the employee’s job satisfaction and these two transformational leadership components: leader’s idealized influence and intellectual stimulation. While we found a correlation between employee’s job satisfaction and two other components: inspirational motivation (Training; projects monitoring) and individualized consideration (Active listening to employee’s work issues).

scholarly journals The Effect of Job Motivation, Job Satisfaction, and Attitude towards Profession on Nurse Performance in Outpatient Clinic of Prof. Dr. R.D. Kandou Hospital

2020 ◽  
Author(s):  
Nova H. Kapantow ◽  
Muchlis R. Luddin ◽  
Daniel C. Kambey
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Outpatient Clinic ◽  
Analytical Study ◽  
Outpatient Clinics ◽  
Survey Method ◽  
Direct Influence ◽  
Job Motivation ◽  
The Relationship ◽  
Self Administered Questionnaire

In an effort to achieve the goals set by hospital, qualified nurses are needed. Qualified nurses must show good performance. There are many factors that affect nurse performance. This research was conducted to study the effect of job motivation, job satisfaction, and attitude towards profession on nurse performance in the Outpatient Clinics of Prof. Dr. R. D. Kandou Hospital. The research was an analytical study using a survey method. The subjects of this research were the 62 nurses in the Outpatient Clinics. Data were collected via a self-administered questionnaire. Multiple regression analysis was used to examine the relationship among variables. Results show that job motivation had a significant direct influence on nurse performance, job satisfaction also had an effect directly on nurse performance, and attitude toward profession had an effect on nurse performance. Besides that, job motivation and attitude towards the nurse profession proved to have a direct influence on job satisfaction. Based on the findings above, it can be concluded that the variations that occur on nurse performance variable are influenced directly by job motivation, job satisfaction, and attitude towards the profession. Keywords: nurse performance, job motivation, job satisfaction, and attitude towards profession

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

scholarly journals PENGARUH PARTISIPASI PENYUSUNAN ANGGARAN TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN DENGAN JOB RELEVANT INFORMATION SEBAGAI VARIABEL INTERVENING (STUDI EMPIRIS PADA PT. ALBASIA BHUMIPHALA PERSADA TEMANGGUNG)

2018 ◽  
Vol 3 (2) ◽  
pp. 392
Author(s):  
Susi Sih Kusumawardhany
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Direct Effect ◽  
Structural Equation ◽  
Relevant Information ◽  
Management Tool ◽  
Survey Method ◽  
Positive Direct ◽  
The Relationship ◽  
A Company

Recently a company faced by a very rapid changing and competitive environment. In order to win the competition, a company must increase their performance. Business globalization evoke continuously changing in all business aspect so an alteration became a normal condition. On of the management tool that often used by the management to manage their company is budget. Budget can be used by management as tool to plan and control the company activity. The purpose of the research is to examine the relationship between participative budget with job satisfaction and employee’s performanceand also the role of Job Relevant Information (JRI) as the intervening variable between participative budget with job satisfaction and employee’s performance. Variable that is used this research is participant budget, job satisfaction, employee’s performance and job relevant information (JRI). This research using survey method in which the researcher distribute questionnaire which include list of question to chosen respondents. Data analyses that were used in this research are validity and realibility test, Structural Equation Model and path analysis. The result shows that relationship between participative budget and job satisfaction figure out that participation in budgetary has positie in direct effect on employee’s job satisfaction and relationship between participative budget  and job performance figure out that participation in budgetary has positive in direct effect on employee’s job performance. In addition, the relationship between participative budgetary and job satisfaction through job relevant information as an intervening variable shows that there is a significantly positive direct effect., while the relationship between participative budgetary a job performance through job relevant information as an intervening variable shows that there is a significantly positive direct effect.Keywords: participative budgetary, job satisfaction, job performance and job relevant information.

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