scholarly journals Organizational Virtues and Psychological Capital as Positive Predictors of Job Satisfaction and Performance

2020 ◽  
Vol 8 (12s3) ◽  
pp. 44-49
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Job Performance ◽  
Ad Hoc ◽  
Psychological Capital ◽  
Incremental Validity ◽  
Job Dissatisfaction ◽  
Predicting Performance ◽  
And Performance ◽  
The Individual

In this paper we analyzed the incremental validity of the organizational virtues over the individual psychological capital (IPC) in terms of predicting performance and job satisfaction. The sample was made up of 459 Indian employees (232 men, 227 women); average age: 36.43 years (SD = 11.56); Belonging to public (17.4%, n = 80) and private (82.6%, n = 379) companies, the majority resided in and around Dehradun & Haridwar city (96.8%, n = 443). For data collection, an inventory of organizational virtues –IVO, Psychological Capital Scale, and some ad-hoc designed surveys were used. Sociodemographic, organizational, job dissatisfaction, and job performance surveys. in relation to the dimensions of the IPC, regarding the prediction of satisfaction and job performance.

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

2020 ◽  
Vol 5 (2) ◽  
pp. 107-112
Author(s):  
Yan Zhen ◽  
Zuraina Dato Mansor
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Voluntary Turnover ◽  
Work Conditions ◽  
Jel Classification ◽  
Mediating Effect ◽  
Psychological Perspective ◽  
The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

scholarly journals Pengaruh Disiplin Kerja, Komunikasi terhadap Kinerja Pegawai dengan Kepuasan Kerja Sebagai Variabel Intervenning

2018 ◽  
Vol 2 (1) ◽  
pp. 79-87
Author(s):  
Maskarto Lucky Nara Rosmadi
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
High Education ◽  
Data Collection ◽  
Qualitative Analysis ◽  
Education Department ◽  
West Java ◽  
Independent Variable ◽  
Spss Software ◽  
And Performance

This research is to know and analyze about Work Discipline, and communication to job satisfaction and its implication to performance of field of Higher Education and High Education Office of West Java Province. The method used in this research is qualitative analysis. Methods of data collection is done by interview and questionnaire, while data processing used SPSS software version 23.00. Based on the results of research, it is found that work discipline, communication, job satisfaction and performance of employees at good level. In general, the independent variable working on job satisfaction is 0.479 or 47.90%, and communication variables to job satisfaction of 0.293 or 29.30%, and variable earnings on performance is equal to 0.783 or 78.30%. From the results of research conducted, then all the broad variables will have a significant effect on the performance of employees of Higher Education and Higher Education Department of West Java Province.

scholarly journals PENGARUH CREATIVE PSYCHOLOGY CAPITAL MEMEDIASI SENSITIVITAS ETIS TERHADAP JOB PERFORMANCE

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Syaikhul Falah
Keyword(s):  
Data Collection ◽  
Job Performance ◽  
Sampling Method ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Ethical Sensitivity ◽  
Analysis Technique ◽  
Pls Analysis

This study aims to analyze the psychological aspects (creative psychology capital and ethical sensitivity) to the performance. This research was conducted in several hospitals in Jayapura City. Data collection in this research is using questionnaire where respondent in this research is staff of finance or administration and program. The sampling technique used in this research is census sampling method. The number of research samples taken as many as 38 respondents. This research uses Partial Least Square (PLS) analysis technique. The result of this study shows that the developed hiptotesi significantly influence the performance. Keywords: Psychological Capital, Ethical Sensitivity and Job Performance, hospital

scholarly journals Analisis Pengaruh Beban Kerja dan Kecerdasan Emosional Terhadap Kinerja Pelaksana PNS dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi Pada Kesekretariatan Panwascam di Kabupaten Kebumen)

2019 ◽  
Vol 1 (1) ◽  
pp. 101-109
Author(s):  
Ismi Zulaikha ◽  
Parmin Parmin
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Data Collection ◽  
Civil Servants ◽  
Analysis Program ◽  
Research Hypothesis ◽  
Analysis Technique ◽  
And Performance

This study aims to examine and analyze the effect of workload and emotional intelligence on performance with job satisfaction as an intervening variable. This research was conducted at the District Panwaslu Secretariat in Kebumen Regency. Data collection was carried out through distributing questionnaires to 52 civil servants at the Panwascam Secretariat in Kebumen District. The analysis technique used is using the SPSS Version 22 analysis program for Windows. The results obtained in the study showed that workload and emotional intelligence variables had a positive and significant effect on job satisfaction. The workload variable on performance has a negative and significant effect on performance, while the emotional intelligence variable has a positive and significant impact on performance, and the variables of job satisfaction and performance are positive and significant. The classic assumption test in testing and proving the research hypothesis was obtained by analysis showing that workload contributed positively to satisfaction, emotional intelligence contributed to job satisfaction, workload contributed negatively to performance, emotional intelligence contributed to performance and satisfaction contributions work on the performance of civil servants at the Panwascam Secretariat in Kebumen Regency.

Role-Stress Differences between Salesmen and Saleswomen: Effect on Job Satisfaction and Performance

1988 ◽  
Vol 62 (3) ◽  
pp. 815-825 ◽  
Author(s):  
Rosemary Ramsey Lagace
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Mail Survey ◽  
Role Stress ◽  
Role Overload ◽  
Cross Sectional ◽  
Five Dimensions ◽  
And Performance ◽  
The Impact ◽  
Negative Stereotyping

This study investigated differences in amount of role stress for saleswomen and salesmen and tested the impact of five dimensions of role stress on job satisfaction and job performance for both sexes. Analysis for cross-sectional mail survey using 90 saleswomen and 50 salesmen as subjects showed saleswomen were slightly higher on role overload than salesmen. Few differences between salesmen and saleswomen were found when role stress dimensions were used to predict job satisfaction or job performance. These results refute some of the negative impressions of sales positions and negative stereotyping of women in sales.

Emotions, Perceived Qualities, and Performance of Rugby Players

2002 ◽  
Vol 16 (2) ◽  
pp. 173-199 ◽  
Author(s):  
Valentina D’Urso ◽  
Andreina Petrosso ◽  
Claudio Robazza
Keyword(s):  
The Other ◽  
Performance Profiling ◽  
Individual Interviews ◽  
Predicting Performance ◽  
Optimal Functioning ◽  
Emotion Model ◽  
External Events ◽  
And Performance ◽  
The Individual ◽  
Rugby Players

This study was mainly designed to contrast the Individual Zones of Optimal Functioning (IZOF) emotion model and the performance profiling approach in predicting performance of rugby players based on normative, individualized, situational, and relatively stable characteristics. Pregame assessments were accomplished in 33 male Italian rugby players of a top-level team over a whole championship, and individual interviews were conducted at the end of the season. Performance differentiation and discrimination between athletes were reached on relatively stable qualities (i.e., constructs), according to predictions within the performance profile framework. Study findings also revealed that emotions modify widely during the game because of external events (e.g., behaviors of teammates or opponents) or individual behaviors (e.g., individual faults). In conclusion, findings add support to the contention that extending the IZOF model to other physical or performance related components would require situational rather than relatively stable qualities. On the other hand, the concept of zones extended to constructs seems beneficial for practical purposes.

scholarly journals Influence of Emotional Intelligence, Interpersonal Communication and Job Satisfaction on the Job Performance of Staff in Chevron Nigeria Limited, Warri, Delta State Nigeria

2020 ◽  
Vol 9 (4) ◽  
pp. 160
Author(s):  
Jude J. Obiunu ◽  
Jennifer O. Yalaju
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Data Collection ◽  
Job Performance ◽  
Interpersonal Communication ◽  
Significant Relationship ◽  
Random Sampling ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Level Of Significance

This study investigated the influence of emotional intelligence, interpersonal communication and job satisfaction on the job performance of staff in Chevron Nigeria Limited, Warri. Four null hypotheses guided the study. The correlation research design was adopted in the study. A sample of 400 was selected by the researchers using simple random sampling technique. The instrument used for data collection was a validated and reliable questionnaire. Regression statistics was used to test the stated null hypotheses, at 0.05 level of significance. The findings in the study showed that the four null hypotheses were rejected which is an indication that there is a significant relationship between emotional intelligence, interpersonal communication, job satisfaction and job performance of staff in Chevron Nigeria Limited.

scholarly journals A FIT BETWEEN INDIVIDUAL AND ORGANIZATIONAL VALUES AND ITS IMPLICATIONS FOR EMPLOYEES’ JOB SATISFACTION AND PERFORMANCE

Ekonomika ◽  
2013 ◽  
Vol 92 (2) ◽  
pp. 93-107 ◽  
Author(s):  
Danuta Diskienė ◽  
Vytautas Goštautas
Keyword(s):  
Job Satisfaction ◽  
Research Question ◽  
Organizational Values ◽  
Individual Values ◽  
Theoretical Concepts ◽  
Work Related ◽  
Research Findings ◽  
And Performance ◽  
The Individual ◽  
Performance Results

Abstract. The importance of studies on work-related values and attitudes is obvious as values are ascribed a central role in determining the fit between individuals and the employment organization. Responding to the importance of the issue, the paper emphasizes the meaning of the individual and organizational values’ fit for the organization, its possibility to become part of strategic planning and a goal for every manager in charge. The aim of the article is to explore the theoretical concepts on values’ fit and to compare it with the empirical research findings. The research question is how the individual and organizational values’ fit is related with the job satisfaction and performance of the employees. Adapted methods of the survey of job satisfaction measuringnine different facet scales, were used, performance results were obtained from the organization, and two different variables related to quality and sales were measured. The research was conducted in the Lithuanian Telecommunication company. The findings of the research emphasize that job satisfaction has significant correlations with individual and organizational values’ fit. Employees whose job satisfaction was higher had higher fit scores. The performance of employees had no significant correlation with job satisfaction scales.Key words: individual values, organizational values, values fit, job satisfaction, performance

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