scholarly journals A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

2020 ◽  
Vol 7 (3) ◽  
pp. 192-210
Author(s):  
Muhammad Salman Chughtai ◽  
Lenny Yusrini ◽  
Ayesha Khanum
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Optimum Level ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Relationship Of ◽  
The Relationship ◽  
Goals And Objectives

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory

2020 ◽  
pp. 001391652094260
Author(s):  
Gabrielle Gatt ◽  
Lixin Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Affective Commitment ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Self Determination ◽  
Relationship Of ◽  
The Relationship ◽  
Work Arrangement

Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working and employee outcomes. To address these research gaps, we apply self-determination theory, which argues that meeting basic psychological needs of autonomy and belonging allows optimal human development, to the physical environment of office spaces. Specifically, we investigated whether the relationship of two types of non-territorial working with employee work engagement, emotional exhaustion, job satisfaction, and affective commitment is mediated via autonomy over office spaces and belongingness. Data were collected from 127 working New Zealanders who have adopted two types of non-territorial working (i.e., work arrangement 1 and work arrangement 2) in an organization. We found that although workers with work arrangement 2 did not report higher belongingness than those with work arrangement 1, workers with work arrangement 1 reported higher autonomy over office spaces than those with work arrangement 2. Moreover, belongingness was related to higher work engagement, job satisfaction, and affective commitment but lower emotional exhaustion, while autonomy over office spaces was related to increased job satisfaction and affective commitment but decreased emotional exhaustion. We also found that autonomy over office spaces, but not belongingness, mediated the relationship of non-territorial working with emotional exhaustion and job satisfaction.

scholarly journals WITH WHOM YOU COMPARE YOURSELF – RELATIONSHIP OF SOCIAL COMPARISON & EMPLOYEE WORK OUTCOMES - LEADER MEMBER EXCHANGE (LMX) AS MEDIATOR

2016 ◽  
Vol 12 (2) ◽  
Author(s):  
Naveed Anwar ◽  
Keyword(s):  
Job Satisfaction ◽  
Social Comparison ◽  
Affective Commitment ◽  
Organizational Outcomes ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Overall Job Satisfaction

Purpose: This research contributes further into investigating the impact of Social Comparison (i.e. Negative Social Comparison (NSC) and Positive Social Comparison (PSC) and work attitudes (i.e. Overall Job Satisfaction- OJS and Affective Commitment – AC using Leader Member Exchange (LMX) as a potential mediator among the relationship of Social Comparison and work attitudes. Design / Methodology / Approach: This research is causal, descriptive and cross-sectional in nature. Following positivist research paradigm data was collected from 232 employees of First tier commercial banks using a self-administrative survey. Factor Analysis, Multiple Regression Analysis, ANOVA, Pearson Correlation and Descriptive statistics were used to test the hypothesis of the study and provide conclusion about the hypothesis. The mediation effects of Leader member exchange was also tested using the steps of Baron and Kenny (1986). Findings: The results exhibited that the Positive Social Comparison has positive association with Affective Commitment (AC) and overall job satisfaction (OJS). Further, NSC relationship was negatively significant with Affective Commitment, and also it was found to have a significant negative relationship with Overall Job Satisfaction. LMX, Leader Member Exchange mediates the relationship among Social Comparison Negative and Positive Social Comparison. Originality/Value: These significant results have shown the importance of quality of Leader Member Exchange and its impact in yielding the positive organizational outcomes. As long as the managers pay a good attention towards the quality of relationship among them and their workers, the chances are that any type of comparison (Negative or Positive) will have less chance to affect the organizational outcomes, such as affective commitment and overall job satisfaction. These results are vital for HR practitioners and will assist in designing quality HPWPs in organizations.

scholarly journals PENGARUH MOTIVASI DAN KEPUASAN KERJA TERHADAP KINERJA

2019 ◽  
Vol 5 (2) ◽  
pp. 42-61
Author(s):  
Yayah Khoerunnisa ◽  
Noerdjanah Rahayuningsih ◽  
Suranta
Keyword(s):  
Job Satisfaction ◽  
Cost Reduction ◽  
Organizational Goals ◽  
Effective Work ◽  
Performance Variables ◽  
Scale Range ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Penelitian ini bertujuan untuk mengetahui adanya pengaruh Motivasi dan Kepuasan Kerja terhadap Kinerja (studi kasus di Dinas Perhubungan Kabupaten Indramayu). Data diperoleh melalui angket yang di isi oleh 58 orang pegawai Dinas Perhubungan Kabupaten Indramayu. Total skor keseluruhan tanggapan Responden pada Variabel Kinerja dengan indikator Kualitas, Kuantitas, Jangka waktu, Penekan biaya, Pengawasan dan Hubungan antar karyawan di Dinas Perhubungan Kabupaten Indramayu adalah 2840 yang dinyatakan pada rentang skala 2370-2927, yang termasuk kategori Baik. Adapun presentase respondennya adalah 81%, yang termasuk Kategori Sangat Baik. total skor keseluruhan tanggapan Responden pada Variabel Motivasi dengan indikator Semangat kerja, Kegairahan kerja, bekerjasama, bekerja efektif dan pencapaian tujuan organisasi di Dinas Perhubungan Kabupaten Indramayu adalah 2379 yang dinyatakan pada rentang skala 1975-2439, yang termasuk kategori Baik. Adapun presentase respondennya adalah 82%, yang termasuk Kategori Sangat Baik. Total skor keseluruhan tanggapan Responden pada Variabel Kepuasan Kerja dengan indikator Menyenangi pekerjaannya, Mencintai pekerjaan, Moral kerja, Kedisiplinan, Prestasi kerja di Dinas Perhubungan Kabupaten Indramayu adalah 2277 yang dinyatakan pada rentang skala 1975-2439, yang termasuk kategori Baik. Adapun presentase respondennya adalah 78,5%, yang termasuk Kategori Baik. Hubungan Motivasi terhadap Kinerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Sangat Rendah. Hubungan Kepuasan Kerja terhadap Kinerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Rendah. Hubungan Motivasi terhadap Kepuasan Kerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Rendah. This study aims to determine the effect of motivation and job satisfaction on performance (case study in the Transportation Department of Indramayu Regency). Data was obtained through a questionnaire filled out by 58 employees of the Indramayu District Transportation Office. The overall total score of Respondents' responses to the Performance Variables with indicators of Quality, Quantity, Duration, Cost Reduction, Supervision and Relationships among employees in the Transportation Office of Indramayu Regency is 2840 which is stated in the scale range of 2370-2927, which is included in the Good category. The percentage of respondents is 81%, which is included in the Very Good Category. the overall the total score of Respondents' responses to the Motivation Variable with indicators of Work enthusiasm, Excitement of work, collaboration, effective work and achievement of organizational goals in the Transportation Department of Indramayu Regency was 2379 which was started in the 1975-2439 scale range, which included the Good category. The percentage of respondents is 82%, which is included in the Very Good Category. The overall total score of Respondents' responses to the Job Satisfaction Variable with indicators Like work, Love work, Work morale, Discipline, Job performance in the Transportation Department of Indramayu Regency is 2277 expressed in the 1975-2439 scale range, which includes the Good category. The percentage of respondents is 78.5%, which includes Good Category. Relationship of Motivation to Performance of Indramayu Regency Transportation Department employees included in the category of Very Low. The Relationship between Job Satisfaction and Performance among Indramayu Regency Transportation Department employees is in a Low category. Relationship of Motivation to Job Satisfaction in Indramayu Regency Transportation Department employees is included in the Low category.

scholarly journals Relationship Between Flexible Working Arrangements and Job Satisfaction Mediated by Work-Life Balance: Evidence From Public Sector Universities’ Employees of Pakistan

2019 ◽  
Vol 10 (1) ◽  
pp. 104
Author(s):  
Maha Aziz-Ur-Rehman ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
Employees Satisfaction ◽  
Increase Productivity ◽  
Relationship Of ◽  
The Relationship

The research focused on relationship between flexible working arrangements, work-life balance and job satisfaction in Karachi’s public universities. To investigate the null hypothesis that there is no relationship between these variables. Research design is descriptive as we determine the association between dependent and independent variables. Independent variable is flexible working arrangements which include: flexi-time, contractual working, work shifts and telecommuting, that are provided to employees to improve their productivity and maintain work-life balance. A structured questionnaire is designed to collect approximately 200-sample size via online and by university visits. Survey forms were distributed using random sampling method among more than nine different public universities of Karachi. The research is quantitative in nature and analyzed through CFA and SEM, using smart PLS. Findings show that flexible arrangements are significantly correlated with work-life balance. It also revealed that work-life balance is a strong mediator between flexible arrangements and job satisfaction. Importance of flexible arrangements within an organization is highlighted in the recommendations to improve employees’ satisfaction, their performance, work to family enrichment hence to increase productivity. Research included both quantitative and qualitative data and examined the relationship of flexible arrangements, work-life balance and job satisfaction from the view point of public universities.

scholarly journals Effect of training and compensation of employee performance medicated by job satisfaction

2019 ◽  
Vol 6 (6) ◽  
pp. 95-103
Author(s):  
Komang Richa Diah Diliantari ◽  
I Gst. A. Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Knowledge And Skills ◽  
Operational Conditions ◽  
Employee Job Satisfaction ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study was to determine the impact of training and compensation on employee performance through employee job satisfaction by using 125 respondents as a basis for research analysis. The results showed that training and compensation had a significant positive effect on employee performance and job satisfaction is known to mediate the relationship of training on employee performance and compensation on employee performance at Belmond hotel partially. The findings in this study provide the implication that to improve employee performance in order to achieve the company's expected targets, the things that need to be considered in terms of job satisfaction with performance is the way employees can see opportunities and rewards, the nature of the job itself, supervision or supervisor, benefits, operational conditions of employees, and coworkers as a positive incentive to work. Improvements in knowledge and skills relevant to the work in each department as well as experienced in the training also need to be considered. Increasing compensation for salaries, benefits and incentives can increase their understanding of satisfaction with work results achieved by an employee.

scholarly journals Pengaruh Persepsi Dukungan Organisasi, Stres Kerja, Dan Kepuasan Kerja Terhadap Komitmen Afektif Karyawan Perusahaan Produsen Air Kemasan Cam Di Bandung

2019 ◽  
Vol 1 (1) ◽  
pp. 23-36
Author(s):  
Tieka Trikartika Gustyana ◽  
Arif Partono Prasetio ◽  
Alya Rysda Ramadhanty ◽  
Nabila Azahra
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Support ◽  
Affective Commitment ◽  
Partial Correlation ◽  
Mediating Role ◽  
Analysis Technique ◽  
Relationship Of ◽  
The Relationship

Employees become an important factor in the success of the organization. They have impact on almost every business activity. Therefore company needs to manage their human resources in order to get highest performance. Many human resources practices implemented to achieve such result. One thing that indicate a positive result is the level of employee commitment toward the organization. Committed employees will contribute more. Affective commitment is the highest level of commitment because this emerge from within the employee's feelings. This study discusses the effect of perceived organizational support (POS), stress, and job satisfaction on employee’s affective commitment. The research was conducted in the drinking water company in Bandung using 85 participants. The analysis technique used is partial correlation analysis to identify the relationship between variables and also identify control variables that affect each relationship. Furthermore, mediation analysis is used to determine whether stress and job satisfaction have a mediating role in the relationship of POS influence to affective commitment. The results showed that POS had no significant effect on affective commitment. Furthermore, stress does not have the role of mediation either partially or simultaneously with job satisfaction. While job satisfaction has a partial mediation role in the relationship of influence between POS and affective commitment.

scholarly journals PERAN MEDIASI STRES KERJA PADA HUBUNGAN BEBAN KERJA DENGAN KEPUASAN KERJA

2020 ◽  
Vol 9 (7) ◽  
pp. 2663
Author(s):  
Ida Ayu Agung Hutami Pramesti ◽  
Putu Saroyeni Piartrini
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Linear Regression Analysis ◽  
Work Load ◽  
Multiple Linear Regression Analysis ◽  
Employee Job Satisfaction ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the relationship of work stress and workload with job satisfactionand also know the role of work stress in mediating the relationship of workload with job satisfaction. The population in this study were all employees of the paramedics BRI branch of Gajah Mada Denpasar, amounting to 90 employees. The analys technique uses multiple linear regression analysis. The result of the analysis show that workload has a negative and significant effect on job satisfaction. Jobstress has a negative and significant effect on job satisfaction. Workload has a positive and significan effect on work stress. The results of this study also indicate that work stres is not considered to mediate the relationship between workload and employee job satisfaction. The bank should pay attention again to the communication that is established within the company, the time given to carry out additional tasks every day more attention so that employees do not feel drained at the time of doing work given, the bank should continue to maintain the health standards that have been enforced in the bank. Keywords: work load, job stress, job satisfaction

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