scholarly journals PERBEDAAN NILAI KERJA GURU LAKI-LAKI DAN PEREMPUAN PADA MADRASAH BERBASIS PESANTREN DI KABUPATEN PONOROGO JAWA TIMUR

Al-Qalam ◽  
2020 ◽  
Vol 26 (1) ◽  
pp. 93
Author(s):  
Rahmawati Prihastuty ◽  
Hanik Musyarofah ◽  
Aji Sofanudin
Keyword(s):  
Job Satisfaction ◽  
Socioeconomic Status ◽  
Organizational Commitment ◽  
Work Environment ◽  
Work Values ◽  
Male Teachers ◽  
Academic Quality ◽  
Female Teachers ◽  
Professional Quality ◽  
Research Findings

<p><em>Work value is an important thing at work, especially for madrasa teachers. This study aims to determine differences in the work values of male and female teachers as well as the factors forming work values in pesantren-based madrasa teachers in Ponorogo Regency, East Java. This study uses mix methods with 111 subjects of pesantren-based madrasa teachers, consisting of 54 men and 57 women. The research findings show that work values according to male teachers consist of personality quality, religiosity value, academic quality, ukhuwah Islamiyah value, organizational commitment value, professional quality, status, and material value. While the work values of female teachers consist of personality quality, academic quality, professional quality, religious value, organizational commitment value, ukhuwah Islamiyah value, achievement, status, and social value. The factors forming the work values of male teachers are personality, work environment, religiosity, leaders, culture, socioeconomic status, and job satisfaction. The factors forming work values in female teachers consist of work environment, personality, socioeconomic status, culture, leaders, religiosity, reward, and job satisfaction.</em></p>

scholarly journals Organizational Commitment and Job Satisfaction among Teachers during Times of Burnout

2012 ◽  
Vol 37 (2) ◽  
pp. 43-60 ◽  
Author(s):  
Komal Nagar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Emotional Exhaustion ◽  
Personal Accomplishment ◽  
Working Environment ◽  
Equation Modeling ◽  
Male Teachers ◽  
Alternative Employment ◽  
Female Teachers

Organizations want to maximize productivity by minimizing stress, as increased levels of stress and burnout may have significant implications for organizational performance such as reduced job satisfaction and lowered organizational commitment. Also certain occupations are linked more to burnout than the others. The present exploratory study undertakes the examination of burnout among teachers in the university as they are an essential part of a successful educational system. Organizational commitment is essential for retaining and attracting well qualified workers as only satisfied and committed workers will be willing to continue their association with the organization and make considerable effort towards achieving its goals. This work is significant for two reasons: It attempts to develop and test a model for burnout and its effect on job satisfaction and the subsequent effect of job satisfaction on organizational commitment; It signifies one of the first attempts to develop a linkage among burnout, job satisfaction, and organizational commitment among teachers. This study examines three factors of burnout as potential antecedents of 153 university teacher's job satisfaction, and the effect of increased job satisfaction on commitment among employees toward their organization. Structural Equation Modeling results indicate that: All three factors of burnout namely, depersonalization, reduced personal accomplishment, and emotional exhaustion lead to decreased job satisfaction. Greater job satisfaction contributes significantly towards an increase in organizational commitment. Out of the three dimensions of burnout, female teachers score higher on emotional exhaustion and reduced personal accomplishment indicating that they could not work the way they wanted to with their students or that they have less influence on their students, whereas male teachers score higher on depersonalization. In terms of job satisfaction, females show higher levels of job satisfaction as compared to men, perhaps due to low expectations about job status among female teachers as compared to male teachers. A perceived difference in alternative employment opportunities between genders offers an explanation to the finding that women are more committed to organizations than their male counterparts The results of the study have implications for the management of educational institutions as employee burnout may have important consequences for the organization. Since teachers are a valuable resource to educational institutes, management must invest significant resources in the assessment of their working environment, both mental and physical, to maximize the quality of service delivery.

scholarly journals Impact of Islamic work values on in-role performance: Perspective from Muslim employee in Indonesia

2021 ◽  
Vol 19 (4) ◽  
pp. 446-457
Author(s):  
Munawir Nasir Hamzah ◽  
Muhammad Ashoer ◽  
Nasir Hamzah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Values ◽  
Primary Data ◽  
Role Performance ◽  
Online Questionnaire ◽  
Future Studies ◽  
Hr Management ◽  
Endogenous Variables ◽  
Islamic Values

Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.

scholarly journals The Influence of Job Stress, Job Satisfaction and Work Environment On Organizational Commitment of Keluarga Sehat Clinic Wedoro Sidoarjo

2020 ◽  
Vol 1 (2) ◽  
pp. 157-165
Author(s):  
Safitri Nur Diana ◽  
Bayu Airlangga Putra ◽  
Mochammad Arif
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Work Environment ◽  
Job Stress ◽  
Work Stress ◽  
Hypothesis Test ◽  
Interval Data ◽  
Test Results ◽  
The Relationship

This study aims to determine the effect of work stress, job satisfaction and work environment on keluarga sehat clinic wedoro sidoarjo. This type of research is quantitative, where researchers distribute questionnaires as a medium for data collection and then processed into interval data which is then processed using SPSS18. The population and sample of this study are 36 employees of keluarga sehat clinic wedoro sidoarjo. Hypothesis test results partially work stress partially negative and significant effect on organizational commitment, job satisfaction partially has a positive and significant effect on organizational commitment, and work environment partially does not significantly influence organizational commitment. And the results of the simultaneous hypothesis test was calculated to be 11.570 and included to be greater than Ftable = 2.92. This means that H0 is rejected and H1 is accepted and the significant value is 0,000 less than 0.05. So job stress, job satisfaction and work environment simultaneously have a significant effect on organizational commitment. While the determination test obtained by the coefficient R Square 0.5202 means that the relationship between job stress, job satisfaction and work environment on organizational commitment has an effect of 52.0%, while the remaining 48.0% is explained by other variables not included in the modeling.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

Role of job satisfaction and work environment on the organizational commitment of nurses: a cross-sectional study

2019 ◽  
Vol 55 (4-5) ◽  
pp. 380-390 ◽  
Author(s):  
Seyda Seren Intepeler ◽  
Gülay Esrefgil ◽  
Fatma Yilmazmis ◽  
Nergiz Bengu ◽  
Nuray Gunes Dinc ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional

Mediating Role of Organizational Commitment: A Study of NADRA, Multan Region

2019 ◽  
Vol 1 (1) ◽  
pp. 15-33
Author(s):  
Tanveer Kashmiri ◽  
Malik Muhammad Mehran ◽  
Nazar Hussain ◽  
Ahmad Tisman Pasha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Employee Compensation ◽  
Mediating Role ◽  
Research Findings ◽  
Geographical Locations

The purpose of this study is to investigate how employee compensation and job satisfaction influence employee performance. And more importantly, this study examines the mediating effect of the organizational commitment between employee compensation, job satisfaction and employee performance. Based on the prior studies conducted on employee compensation, job satisfaction, employee performance and organizational commitment, an integrated conceptual framework on employee compensation, job satisfaction, employee performance and organizational commitment was developed. The convenience sampling technique was employed in this study, and a sample drawn was consisted of 375 NADRA employees serving in Multan region. The sample was focused on the employees working in the NADRA Multan region. For more robust testing of the theory organizational commitment was included as mediating variable. For testing of mediation effect Process by Andrew F. Hayes was used with the assistance of SPSS version 23. Research findings revealed that the impacts of employee compensation and job satisfaction on employee performance are positive and significant. And organizational commitment as a mediating variable mediates the relationships between employee compensation, job satisfaction and employee performance. The mindsets of the today employees are changing, and they are more conscious about their relationships with the organizations, they love to share their good and bad experiences with the organizations. Today, it is very important for organizations to know the feelings of the employees about their organizations. This study suggests the organizations by tuning employee compensation, job satisfaction variables they may impact on the performance of the employees. And by introducing organizational commitment they may also change the relationships between employees and organization. Variables part of this study were not old constructs, but it is new for the graphical location where I conducted this study because there was no similar study available here. This study is only focused on NADRA Multan region, other geographical locations or industries may be used to more clearly understand the brand evangelism construct. Also, comparative studies can be performed for different organizational ladders and geographical locations.

Sign in / Sign up

Export Citation Format

Share Document