A study on the relationships between job autonomy, job satisfaction, and service quality of airlinecabin crew: focused on K airline

This study aimed to know the dimensions of labor turnover (low morale, poor employees training, payment, job satisfaction) and study the effect of these dimensions on the quality of service in hotels. The results of multiple regression show that there is an effect of dimensions labor turnover on quality of service. Correlation between labor turnover and tangibility was the strongest and there is a moderate relationship between labor turnover and each of responsibility, reliability, assurance, and empathy.

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Psychische vermoeidheid en plezier in het werk bij Vlaamse werknemers

Tijdschrift voor Arbeidsvraagstukken ◽

10.5117/2006.022.004.004 ◽

2006 ◽

Vol 22 (4) ◽

Author(s):

Joris Van Ruysseveldt

Keyword(s):

Job Satisfaction ◽

Representative Sample ◽

Job Insecurity ◽

Job Demands ◽

Well Being ◽

Learning Opportunities ◽

Job Resources ◽

Job Autonomy ◽

Work Overload

Fatigue and job satisfaction among Flemish employees. An application on the JD-R model Fatigue and job satisfaction among Flemish employees. An application on the JD-R model Using the Job Demands-Resources (JD-R) model this study analyses differences in fatigue and well-being in a representative sample of Flemish employees (N = 12095). The JD-R model assumes that the prevalence of high job demands is associated with strain related phenomena such as fatigue, whereas the availability of job resources in the workplace enhances employee well-being. Jobs combining high job demands and low resources result in the most problematic levels of fatigue and employee well-being. Our analysis confirms the assumptions of this model. Work overload, emotional and physical demands, work-home interference and job insecurity are positively associated with fatigue and negatively with employee well-being. Job autonomy, quality of the relation with the supervisor and learning opportunities are negatively associated with fatigue and positively with employee well-being. Partial evidence is found for the buffer hypothesis: at high levels of work overload a rise in job autonomy reduces the level of fatigue and increases the level of employee well-being. Also our analysis shows that a combination of low job autonomy and few learning opportunities at workplace level are associated with extremely high levels of fatigue and very low employee well-being.

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The effect of role stress, job satisfaction, self-efficacy and nurses’ adaptability on service quality in public hospitals of Wajo

International Journal of Quality and Service Sciences ◽

10.1108/ijqss-10-2016-0074 ◽

2017 ◽

Vol 9 (2) ◽

pp. 184-202 ◽

Cited By ~ 5

Author(s):

Abdul Rahman Kadir ◽

Najmi Kamariah ◽

Ariyanti Saleh ◽

Ratnawati Ratnawati

Keyword(s):

Job Satisfaction ◽

Quality Of Service ◽

Service Quality ◽

Role Conflict ◽

Self Efficacy ◽

Quality Function Deployment ◽

Role Ambiguity ◽

Quality Function ◽

Content Type

Purpose This study aimed to determine the effect of role conflict and role ambiguity on job satisfaction, self-efficacy and nurses’ adaptability and improvement in service quality by analysis of quality function deployment. Design/methodology/approach This study used a cross-sectional study design. The research sample of 115 nurses and 299 patients was obtained through the use of probability sampling techniques. Data were statistically analyzed using Spearman’s test to see the correlation between independent and dependent variables. Kruskal–Wallis and one-way ANOVA were used to see the differences and quality function deployment analysis was conducted to improve service quality. Findings The study concluded there is influence of role conflict and role ambiguity on job satisfaction, self-efficacy and nurses’ adaptability. There are differences in role ambiguity in the inpatient unit, critical room and the emergency room. Practical implications The quality of service in the hospital can be improved by evaluating the behavior of nurses on the quality of service perceived by the patient. In addition, the necessary improvement of discipline and commitment between physicians and nurses in improving the quality of services at the hospital. Originality/value With this measure, the management of nursing at the hospital can translate patient’s needs into specific plans to produce products and services that bring together the needs of the patient to service quality.

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Analisis Pengaruh Kepuasan Kerja Dan Gaya Kepemimpinan Terhadap Kualitas Pelayanan Publik Di Rumah Sakit Umum Daerah (Rsud) Kefamenanu Dengan Motivasi Kerja Sebagai Variabel Intervening

Jurnal Administrasi dan Kebijakan Publik ◽

10.25077/jakp.6.1.94-112.2021 ◽

2021 ◽

Vol 6 (1) ◽

pp. 93-112

Author(s):

Anita Lassa ◽

Agustinus Longa Tiza

Keyword(s):

Job Satisfaction ◽

Service Quality ◽

Leadership Style ◽

Structural Equation ◽

Research Method ◽

Public Services ◽

Work Motivation ◽

Zero Point ◽

P Value

S Service quality relates to conditions related to services, people, processes and the environment where the quality is determined when the delivery of public services takes place. There are many factors that can af ect the quality of public services including leadership, supervision, performance, job satisfaction and employee motivation. However, it is not known exactly what factors consistently af ect the improvement of the quality of public services. This study aims to analyze the ef ect of leadership style and job satisfaction on work motivation and service quality and to analyze the ef ect of work motivation on service quality at Kefamenanu regional public hospital. The research method used is a survey research method. The research data were analyzed quantitatively through the multivariate structural equation model (SEM) technique using the IBM SPSS AMOS program. Hypothesis testing proves that job satisfaction has an ef ect on job satisfaction because the probability (P) value is zero point zero zero seven which is smaller than zero point zero fifty; leadership style has no ef ect on work motivation because the probability (P) value is zero point one hundred and sixty six which is greater than zero point zero fifty; job satisfaction has an ef ect on service quality because the probability (P) value is zero point zero ten which is smaller than zero point zero fifty; leadership style has no ef ect on the quality of public services because the probability (P) value is zero point zero eighty one which is greater than zero point fifty; and work motivation af ects the quality of public services where the probability value (P) is zero point zero zero three which is smaller than zero point zero fifty.

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The Influence of Pay Satisfaction, Job Satisfaction, Competence, and Turnover Intention on the Service Quality of Honorary Employees in the Airport Operational Unit Office of Class III North Kalimantan

Jurnal Organisasi dan Manajemen ◽

10.33830/jom.v17i1.977.2021 ◽

2021 ◽

Vol 17 (1) ◽

pp. 99-110

Author(s):

Asnoni Asnoni ◽

Roby Sambung ◽

Milwan Milwan

Keyword(s):

Job Satisfaction ◽

Service Quality ◽

Turnover Intention ◽

Sampling Technique ◽

Pay Satisfaction ◽

Class Iii ◽

Negative Effect ◽

Positive Effect ◽

Operational Unit

The study aims to determine the effect of pay satisfaction, employee job satisfaction, and competence on turnover intention and its impact on the service quality of honorary employees. The research method is quantitative research by the survey through questionnaires. The research sample was honorary employees in the Airport Operational Unit Office of Class III Kol. RA. Bessing Malinau, Tanjung Harapan, and Nunukan who have worked for more than 1 (one) year as many as 85 employees. The sampling technique in this study is a proportionate stratified random sampling technique. This research was conducted in September 2019 to February 2020. Data were analyzed using SEM PLS analysis. The results showed that pay satisfaction and job satisfaction had a significant and positive effect on service quality. Pay satisfaction, job satisfaction, and competence had a significant and negative effect on turnover intention. The turnover intention had a significant and negative effect on service quality. Pay satisfaction had a significant and indirect positive effect on service quality through turnover intention. Job satisfaction and competence did not have a significant indirect effect on service quality through turnover intention. Evaluation of employee satisfaction and competence in the organization is important to be carried out regularly. The most important thing is that this research will contribute to the body of knowledge, especially in human resource management science.

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The relative influence of organisational commitment and job satisfaction on service quality of customer‐contact employees in banking call centres

Journal of Services Marketing ◽

10.1108/08876040410536477 ◽

2004 ◽

Vol 18 (3) ◽

pp. 162-174 ◽

Cited By ~ 151

Author(s):

Neeru Malhotra ◽

Avinandan Mukherjee

Keyword(s):

Job Satisfaction ◽

Service Quality ◽

Relative Influence ◽

Organisational Commitment ◽

Customer Contact ◽

Call Centres

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KEPUASAN KERJA, KOMITMEN ORGANISASI, ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) DAN PENGARUHNYA TERHADAP KUALITAS PELAYANAN PUBLIK

Jurnal Ilmiah Bisnis dan Ekonomi Asia ◽

10.32812/jibeka.v11i2.60 ◽

2018 ◽

Vol 11 (2) ◽

pp. 49-57

Author(s):

Restin Meilina ◽

Mochamad Wahyu Widodo

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Service Quality ◽

Organizational Citizenship ◽

Public Service ◽

Organizational Citizenship Behavior ◽

Public Services ◽

Citizenship Behavior ◽

Indirect Influence

Service employees as the vanguard that plays an important role in determining the quality or not of public services. Efforts to provide quality public services can not ignore the factors of employee job satisfaction, organizational commitment employees, and organizational citizenship behavior (OCB) employees. This study aims to determine (1) the effect of job satisfaction on OCB, (2) influence of organizational commitment to OCB, (3) influence of job satisfaction on public service quality, (4) influence of organizational commitment to public service quality, (5) influence of OCB On the quality of public services, and (6) the indirect influence of job satisfaction and organizational commitment to the quality of public services through OCB. The study was conducted in 3 (three) sub-district offices in Kediri. Samples taken as many as 90 respondents with purposive sampling technique. Data collection through observation, interviews, and questionnaire dissemination. The data obtained were analyzed by path analysis. The result of the research shows that (1) job satisfaction has significant effect on OCB, (2) organizational commitment has significant effect to OCB, (3) job satisfaction has significant effect on public service quality, (4) organizational commitment has significant effect on public service quality, OCB has a significant effect on the quality of public services, (6) there is indirect influence of job satisfaction on the quality of public service through OCB, while for organizational commitment there is no indirect influence to the quality of public service through OCB.

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Analysis of Leadership Effect and Public Service Motivation on Work Satisfaction (ASN) In The District Bantaeng

10.31219/osf.io/r8d7w ◽

2020 ◽

Author(s):

Jumiaty Nurung ◽

Rakhmat ◽

Sulaeman Asang ◽

Hamsina

Keyword(s):

Job Satisfaction ◽

Service Quality ◽

Direct Effect ◽

Public Service ◽

Indirect Effects ◽

Public Services ◽

Individual Thing ◽

Positive Direct ◽

Satisfaction Theory

This research was conducted to determine the effect of leadership and motivation of public service for job satisfaction ASN Bantaeng district. Basically, job satisfaction is an individual thing and depends on one's perception of what he feels about work. Further explained that the job satisfaction theory tries to reveal what makes some people more satisfied with their work than some others. If employees have high job satisfaction, employees will try to show the best service quality. Job satisfaction in this study as a central point that can not only affect the quality of public services directly, but can be a factor that mediates indirect effects of several factors that affect the quality of public services, including leadership factors and motivation for public services. Leadership has a positive direct effect, although not significantly on ASN job satisfaction, while the activation of public services has a significant positive direct effect on ASN job satisfaction in Bantaeng District.

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