Expectations of Bank Employees on the Influence of Key Performance Indicators and the Relationship with Job Satisfaction and Work Engagement

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identiﬁcation may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

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The Effect of Using Social Media on Job Satisfaction: Is There A Role for Job Engagement and Organization Engagement As a Mediator?

Journal of Economics, Finance and Management Studies ◽

10.47191/jefms/v4-i7-26 ◽

2021 ◽

Vol 04 (07) ◽

Author(s):

Faradita Mahdani Ibrahim ◽

Keyword(s):

Job Satisfaction ◽

Social Media ◽

Work Engagement ◽

Media Use ◽

Social Media Use ◽

Work Related ◽

Organizational Engagement ◽

Media Work ◽

Use Of Social Media ◽

The Relationship

This study aims to determine how the influence of the use of social media (Work-related social media use) and social media (Social-related social media use) on job satisfaction. In addition, to find out how the role of work engagement and organizational engagement, as a mediating variable in the relationship.The research was conducted in Indonesia with the analysis unit of the State Civil Servant (SCS) domiciled in Banda Aceh and Aceh Besar. A sample of 212 respondents obtained by using a questionnaire distribution technique using google form, data analysis using SEM-AMOS.The results of the analysis show that the use of social media (Work-related social media use) has no effect on job satisfaction, but the use of social media (Social-related social media use) is found to increase the job satisfaction of SCS.The results of the analysis also show that the use of social media (Work-related social media use) can increase work engagement, but has no effect on increasing organizational engagement. The use of social media (Social-related social media use) contributes to an increase in work engagement and organizational engagement. Furthermore, it was found that there was a significant effect of work engagement and organizational engagement on SCS job satisfaction. Work engagement and organizational engagement play a role as a mediating variable (partially) in the relationship between social media use (Social-related social media use) and job satisfaction. But there is no role as a mediating variable in the relationship between (Work-related social media use) and job satisfaction.

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Job satisfaction, organisational commitment and work engagement in an insurance company

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) ◽

10.25159/2520-3223/5875 ◽

2019 ◽

Vol 39 (2) ◽

pp. 123-144 ◽

Cited By ~ 3

Author(s):

Norah Sehunoe ◽

Rian Viviers ◽

Claude-Helene Mayer

Keyword(s):

Job Satisfaction ◽

South African ◽

Work Engagement ◽

Knowledge Worker ◽

Medium Effect ◽

Insurance Company ◽

Organisational Commitment ◽

Utrecht Work Engagement Scale ◽

Job Satisfaction Survey ◽

The Relationship

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakkerâ€™s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

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Kwantitatieve en kwalitatieve baanonzekerheid: samenhangen met arbeidstevredenheid en psychisch welzijn

Gedrag & Organisatie ◽

10.5117/2007.020.002.003 ◽

2007 ◽

Vol 20 (2) ◽

Author(s):

Yasmin Handaja ◽

Hans De Witte

Keyword(s):

Job Satisfaction ◽

Working Conditions ◽

Social Relations ◽

Job Insecurity ◽

Well Being ◽

Negatively Associated ◽

Bank Employees ◽

Job Content ◽

The Impact ◽

The Relationship

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159 This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.

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The Relationship between Perceived Emotional Intelligence, Work Engagement, Job Satisfaction, and Burnout in Italian School Teachers

Psihologijske teme ◽

10.31820/pt.29.1.4 ◽

2020 ◽

Vol 29 (1) ◽

pp. 63-84

Author(s):

Antonella D’Amico ◽

Alessandro Geraci ◽

Chiara Tarantino

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Work Engagement ◽

Protective Role ◽

International Studies ◽

School Teachers ◽

Satisfaction Scale ◽

Italian School ◽

Perceived Emotional Intelligence ◽

The Relationship

The study investigates the relationship between perceived emotional intelligence, burnout, work engagement, and job satisfaction in 238 Italian school teachers. The mean age was 50 years, ranged from 26 to 66 (SD = 9.16). The research protocol included a demographics data sheet, the Wong and Law Emotional Intelligence Scale (WLEIS; Wong & Law, 2002), the Copenhagen Burnout Inventory (CBI; Kristensen, Borritz, Villadsen, & Christensen, 2005), the Utrecht Work Engagement Scale (UWES; Schaufeli, Bakker, & Salanova, 2006), and the Organizational Satisfaction Scale (QSO; Cortese, 2001). Several international studies already demonstrated an association among these variables. Our results showed that perceived emotional intelligence positively correlates with work engagement and job satisfaction, and negatively correlates with burnout. Hierarchical regression analyses also point out that, among all the perceived emotional intelligence subdimensions, the use of emotion is the best predictor of the study variables, even when controlling for gender differences. These results suggest that emotional intelligence may have a protective role in preventing negative working experiences of teachers.

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

Environment and Behavior ◽

10.1177/0013916520942603 ◽

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.

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Development of the mechanism of motivation and tangible incentivisation

MATEC Web of Conferences ◽

10.1051/matecconf/201817001094 ◽

2018 ◽

Vol 170 ◽

pp. 01094

Author(s):

Ludmila Lavrova ◽

Nikolay Chernegov ◽

Maria Ivanova ◽

Zhanna Lemesheva ◽

Elena Akimova

Keyword(s):

Construction Industry ◽

Performance Indicators ◽

Key Performance Indicators ◽

Construction Process ◽

Construction Enterprises ◽

Strategic Objective ◽

Motivational Mechanism ◽

Relationship Of ◽

The Relationship

The main objective of the study is the development of an effective motivational mechanism for employees of construction enterprises. The paper considers particularities of remuneration of participants of construction process in order to define the application of various mechanisms of motivation and incentivisation. The existing methods of development of motivation and incentivisation are analyzed as a tool for increasing the performance of the enterprise. Scientific and methodological recommendations on the establishment and implementation of the mechanisms of motivation and incentivisation as a tool for increasing the performance of enterprises in the construction industry were developed. These recommendations allow identifying the relationship of motivation and incentivisation with the performance of the enterprise. The developed mechanism is based on the relationship between the strategic objective of the enterprise and the key performance indicators of the units or specific employees.

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The Relationship of Narcissism with Workaholism, Work Engagement, and Professional Position

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2012.40.6.881 ◽

2012 ◽

Vol 40 (6) ◽

pp. 881-890 ◽

Cited By ~ 34

Author(s):

Cecilie Schou Andreassen ◽

Holger Ursin ◽

Hege R. Eriksen ◽

Ståle Pallesen

Keyword(s):

Work Engagement ◽

Regression Analyses ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Work Enjoyment ◽

Clinical Observations ◽

Narcissistic Personality Inventory ◽

Bank Employees ◽

Relationship Of ◽

The Relationship

We examined scores on the Narcissistic Personality Inventory (NPI; Raskin & Terry, 1988) in relation to drive to work, enjoyment of and engagement in work, and professional position. A sample of 235 Norwegian bank employees completed a cross-sectional survey. We found that managers scored higher than subordinates on all measures. NPI scores correlated significantly and positively with drive, enjoyment of and engagement in work. Multiple regression analyses controlling for demographic and work variables showed that narcissism was significantly related to enjoyment of work and work engagement but unrelated to drive. Although the associations were rather weak, our findings support previous clinical observations of narcissistic traits in workaholics as well as findings in empirical research on narcissistic traits in managers.

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Work engagement, job satisfaction, and turnover intentions

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-07-2014-0360 ◽

2016 ◽

Vol 28 (4) ◽

pp. 737-761 ◽

Cited By ~ 76

Author(s):

Lu Lu ◽

Allan Cheng Chieh Lu ◽

Dogan Gursoy ◽

Nathan Robert Neale

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intentions ◽

Related Factors ◽

Content Type ◽

Work Related ◽

Depth Analysis ◽

Hotel Managers ◽

Line Level ◽

The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

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