scholarly journals MODEL KOMITMEN KARYAWAN BERBASIS JOB INSECURITY DAN KEPUASAN KERJA TERHADAP KEINGINAN BERPINDAH KERJA KARYAWAN BAGIAN PRODUKSI PADA PG. KA. TRANGKIL PATI

2017 ◽  
Vol 18 (1) ◽  
pp. 1
Author(s):  
Ahmad Thoifurrohim
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Employee Commitment ◽  
Positive Influence ◽  
Job Turnover ◽  
Negative Effects ◽  
Negative Effect ◽  
Permanent Employees ◽  
High Level

Substitution employees have positive and negative effects. However, most of the turnover brought unfavorable influence on the organization, namely the high level of turnover. The research aims to analyze the effects of job insecurity and job satisfaction of the desire to move production employees working with the commitment of employees as variable intervening. The population in this study is devoted only to permanent employees of the production of sugar factory. Kebon Agung Trangkil Pati. Referring to the formula Slovin and using purposive sampling techniques, the obtained sample size was 66 respondents. The results showed that job insecurity proved to be a significant negative effect on employee commitment, while job satisfaction has positive influence on employee commitment. Job insecurity is proven to have a positive and significant effect on turnover intentions work. Job satisfaction has a negative and significant impact on job turnover intentions. The results of the research commitment of employees are not able to become an intervening variable between job insecurity on job turnover intentions. Employee commitment to become intervening variable between job satisfaction and turnover intentions to work. The explanation can be interpreted that the higher the level of employee satisfaction, the more it will add to the high commitment of the employees to do something to support the company's success that it will reduce employees' desire to move work. Keywords: Job insecurity, job satisfaction, employee commitment and job turnover intentions.

Job insecurity and job satisfaction

2014 ◽  
Vol 19 (4) ◽  
pp. 426-446 ◽  
Author(s):  
Xingshan Zheng ◽  
Ismael Diaz ◽  
Ningyu Tang ◽  
Kongshun Tang
Keyword(s):  
Job Satisfaction ◽  
Deep Level ◽  
Job Insecurity ◽  
Response Scale ◽  
Negative Effects ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Chemical Companies ◽  
High Level ◽  
Positive Traits

Purpose – The purpose of this paper is to examine optimism and how facets of subordinates’ psychological characteristics, such as their attitudes and personalities, are similar to their direct supervisors’ (as person-supervisor deep-level similarity or P-S deep-level similarity) in order to understand their interactions with job insecurity in predicting employee job satisfaction. Design/methodology/approach – Empirical study had been conducted. Sample firms in this study consist of eight state-run electric power companies and 16 licensed chemical companies in central Hubei Province in China. In total, 368 valid samples were included in the analyses (with a valid return rate of 73 percent). All constructs were rated on a five-point Likert-type response scale. In order to diminish the possibility of common method biases, the authors used participants’ dyad supervisors to rate P-S deep-level similarity and P-S guanxi. The authors tested the hypotheses by implementing hierarchical linear regression. Findings – The results show that when certain demographic variables (e.g. age, gender, education, post, employment type, income proportion, position) and P-S guanxi are controlled, optimism and P-S deep-level similarity significantly interact with job insecurity to predict job satisfaction. Job satisfaction is bolstered when job security increases among those who report a high level of both optimism and P-S deep-level similarity. Originality/value – Researchers have found that job insecurity has negative effects on job satisfaction (Sverke et al., 2002). But there is a lack of understanding about the mechanism of how job insecurity affects job satisfaction. In this study, the authors found that optimism and P-S deep level similarity could jointly moderate the relation (and direction) between job insecurity and job satisfaction. The work illustrates how positive traits (such as optimism) and psychological factors (such as P-S deep-level similarity) could affect employee job satisfaction with different levels of job insecurity.

scholarly journals Pengaruh Job Insecurity, Terhadap Keinginan Berpindah Kerja Dengan Kepuasan Kerja Dan Komitmen Organisasional Sebagai Variabel Intervening

2011 ◽  
Vol 3 (1) ◽  
pp. 66-85
Author(s):  
Gabriela Meta Paramastri Kuding ◽  
Ratnawati Kurnia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Job Turnover ◽  
Television Industry ◽  
Validity Testing ◽  
Convenience Sampling

   This study aims to obtain empirical evidence about the effect of job insecurity toward job turnover intentions with job satisfaction and organizational commitment as intervening variable   The samples in this study are employees who worked at the television industry in Jakarta. Sampling method used was convenience sampling. Tests used in this study are validity testing, reliability testing, the classic assumption testing, simple regression and path analysis testing.   Results of the first hypothesis toward showed that there was significant influence of job insecurity towards job turnover intentions. Result of this study showed that organizational commitment and job satisfaction were not intervening variable in the relations between job insecurity and job turnover intention. Keyword: job insecurity, organizational commitment, job satisfaction, turnover intentions of the employees

scholarly journals Turnover Intentions? Symptoms on Job Satisfaction and Job Insecurity in The Face of a Pandemic

2021 ◽  
Vol 30 (2) ◽  
pp. 115-126
Author(s):  
Arief Dwi Saputra ◽  
Alfina Rahmatia ◽  
Arni Surwanti
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Positive Influence ◽  
Future Research ◽  
Future Research Agenda ◽  
Multiple Data ◽  
The Face ◽  
Sample Technique

Turnover intention is the permanent resignation of employees voluntarily (voluntary) or not (involuntary) from an organization. In fact, human resources are an investment for the organization. This study will attempt to review the symptoms that occur during a pandemic through a review of Turnover Intentions obtained by job satisfaction and job imperfections. This study aims to see the effect of job satisfaction and job insecurity on turnover intentions in the case study of the Presidium business unit. The object of this research is the Marketing Executive with a saturated sample technique method and a questionnaire to 158 respondents. Data were analyzed using the SPSS 22 application, traffic conclusions with multiple data analysis techniques. The results of this study can ignore that the variables of job satisfaction and job insecurity have a positive influence on turnover intention. This explains that Turnover Intentions are a symptom that occurs during a pandemic. The implications for the findings of the review results can be used as insights for organizations in facing a pandemic period and can become a future research agenda for a more comprehensive organizational review.

scholarly journals ГИС-ПОДХОД ДЛЯ ОЦЕНКИ ВЛИЯНИЯ ОБЫЧНЫХ И СДВОЕННЫХ КОЛЕС НА ТВЕРДОСТЬ ПОЧВЫ

2015 ◽  
Vol 5 (03) ◽  
pp. 73-100
Author(s):  
A. V. Zhukov
Keyword(s):  
Penetration Resistance ◽  
Negative Influence ◽  
Positive Influence ◽  
Cultivated Plants ◽  
Gis Technology ◽  
Negative Effects ◽  
Soil Penetration Resistance ◽  
Surface Character ◽  
Top Soil ◽  
Negative Effect

<p>GIS-APPROACH application has allowed establishing that usual wheels of machine-tractor units carry out considerable influence on soil which exceeds visible borders of a track of wheels on the dimensions. This influence shows in augmentation of soil penetration resistance at 100-155 % in comparison with the control on depth of 0-10 cm and on 20-30 % on depth of 45-50 %. It is impossible to exclude that influence of wheels proceeds more deeply, than tests have been conducted. Critical for cultivated plants value of soil penetration resistance in 3 MPa under the influence of usual wheels of agricultural machinery comes nearer practically to a surface. Character of profile changes of hardness in various regions influences of wheels allows assuming the long season of a relaxation of soil for achievement of background values of soil penetration resistance. The further researches are necessary for an establishment of concrete indicators of dynamics. Negative influence of an overstocking does not confine only deterioration of conditions of growth of assemblages of rootlets of plants. Infringement of processes of moving of moisture in the soil, the accelerated evaporation and the slowed down processes of a filtration and an infiltration, destruction of modular frame, activization of erosive processes is possible. The understanding of these processes will give the chance volume understanding of real influence of running systems of machine-tractor devices on bedrock. Region intensive influence of dual wheels is circumscribed by the top soil layers (0-15 cm). The major feature of influence of dual wheels is absence of an overstocking above critical levels. It is impossible to exclude possible positive influence of moderate inspissations of soil under the influence of dual wheels for growth of agricultural crops and moisture conservation in soil. The cumulative negative effect on soil crossed vehicles traces is probable. The long season of a relaxation of soil after anthropogenic transformation can create a network of traces of vehicles in the field. In region crossings of traces negative effects considerably increase.</p> <p><em>Keywords: hardness of bedrock, GIS-TECHNOLOGY, technique influence</em></p>

scholarly journals Empathy and Burnout in Medical Staff: Mediating Role of Job Satisfaction and Job Commitment

2021 ◽  
Author(s):  
Zongpu YUE ◽  
Yang Qin ◽  
Ying Li ◽  
Jian Wang ◽  
Stephen Nicholas ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Medical Staff ◽  
Equation Modeling ◽  
Job Commitment ◽  
Mediating Role ◽  
Bivariate Correlation ◽  
Negative Effect ◽  
Tianjin City ◽  
High Level

Abstract Background: Burnout is a growing problem among medical staff worldwide and empathy has been described as an essential competence to attenuate burnout. Previous studies found job satisfaction and job commitment were affected by the empathy and associated with burnout. This study explores the effect and mechanism of empathy on burnout on medical staff and investigates the mediating role of job satisfaction and job commitment in the relationship between empathy and burnout among medical staff.Methods: Based on a self-administered questionnaire, 335 responses from medical staff in Tianjin City, China, yielded data on socio-demographic characteristics, empathy, burnout, job satisfaction and job commitment. Bivariate correlation and structured equation modeling (SEM) analyzed the relationships between empathy, job satisfaction, job commitment and burnout multi-group invariant analysis was used to evaluate whether the model was consistent across different type and level of hospitals and different job and employment type subgroups. Results: A total of 202 (60.3%) medical staff had low level burnout, 115 (34.3%) staff had the moderate level and 18 (5.4%) staff had the high level burnout. The results of the SEM showed that empathy not only have a direct negative effect on burnout (\(\beta =-0.401, Pcript>\), but also had an indirect impact through job satisfaction (\(\beta =-0.373, Pcript>\) and job commitment (\(\beta =0.489, Pcript>\). Job commitment was negatively associated burnout (\(\beta =-0.513, Pcript>\) but, unexpectantly, job satisfaction was positively associated with burnout (\(\beta =0.177, Pcript>\). The results also indicated the model was consistent across employment type (\(\varDelta {\chi }^{2}\) = 5.904, p > 0.05) and hospital type (\(\varDelta {\chi }^{2}\) = 7.748, p > 0.05), but was inconsistent across hospital level (\(\varDelta {\chi }^{2}\) = 42.930, p < 0.05) and job type (\(\varDelta {\chi }^{2}\) = 52.912, p < 0.05).Conclusions: Our results confirm the important role that empathy plays in the prevention of burnout and by managing job satisfaction and increasing the job commitment burnout can be attenuated. We recommend that government should increase pay for medical staff and continue to reform the resourcing of different hospital levels and that hospital managers implement additional training and strengthening psychological testing and counseling, to reduce medical staff burnout.

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.

Firefighters’ job stress and the (un)intended consequences of relational quality with spouses and firefighter friends

2019 ◽  
Vol 37 (4) ◽  
pp. 1092-1113 ◽  
Author(s):  
Mark T. Morman ◽  
Paul Schrodt ◽  
Amber Adamson
Keyword(s):  
Job Satisfaction ◽  
Relationship Quality ◽  
Job Stress ◽  
Quality Of Work Life ◽  
Negative Effects ◽  
Relational Quality ◽  
Negative Effect ◽  
Fire Stations ◽  
As Relationship ◽  
At Home

For firefighters, there is reason to believe that relational quality with spouses and firefighter friends might buffer the negative effects of occupational stress both on and off the job. In this study, we examined the associations among firefighters’ relationship quality at work and at home, their job stress, job satisfaction, and quality of work life (QWL). We surveyed 428 male firefighters employed at 12 fire stations across Texas. All but one of our hypotheses were supported, as relationship quality with both wife and firefighter friend emerged as significant, positive predictors of job satisfaction and QWL, whereas job stress emerged as a significant, negative predictor of job satisfaction and QWL. These main effects were qualified by three, significant two-way interaction effects. Whereas the negative effect of stress on job satisfaction and QWL was buffered by relational quality with a firefighter friend, it was exacerbated by relational quality with a spouse. Nevertheless, when a firefighter has strong relational quality at work and at home, the effects of job stress are diminished.

scholarly journals White and minority employee reactions to perceived discrimination at work: evidence of White fragility?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eddy S. Ng ◽  
Greg J. Sears ◽  
Muge Bakkaloglu
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Well Being ◽  
Work Outcomes ◽  
Negative Effects ◽  
Content Type ◽  
Work Settings ◽  
Professional Worker

PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived discrimination for Whites (vs minorities) were restricted to work outcomes (job satisfaction, work stress, turnover intentions from one's employer) and were not evident with respect to perceptions of overall well-being (i.e. life satisfaction), suggesting that White fragility may play a particularly influential role in work settings, wherein racial stress may be more readily activated.Originality/valueConsistent with the notion of White fragility, the study’s results demonstrate that the deleterious impact of perceived discrimination on employee work outcomes may, in some cases, be stronger for White than minority employees.

The promise of flexicurity: Can employment and income security mitigate the negative effects of job insecurity?

2020 ◽  
pp. 0143831X2097547
Author(s):  
Mojca Svetek
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Job Security ◽  
Negative Effects ◽  
Income Security ◽  
Individual Level ◽  
Negative Effect ◽  
The Relationship ◽  
Perceived Job Insecurity ◽  
The Eu

Flexicurity is an integral part of the EU Employment Strategy. Flexicurity promises that it is possible to simultaneously provide organisations with greater flexibility and offer workers the necessary level of security. This is achieved by replacing job security, which stems from a permanent employment contract, with employment and income security. The aim of this article is to present an individual-level investigation of the relationships between various elements of flexicurity, examining how they affect psychological well-being and job satisfaction. A heterogeneous sample of 432 adults employed under various types of employment arrangements participated in the study. The results showed that the type of employment arrangement was the main predictor of perceived job insecurity. Moreover, perceived job insecurity mediated the relationship between employment arrangement and psychological outcomes. Finally, employment and income security failed to mitigate the negative effect of job insecurity. The promise of flexicurity is therefore called into question.

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