scholarly journals Leadership Behaviour Influence Organisational Commitment, Organisational Culture and Job Satisfaction at Public University in Malaysia

2020 ◽  
Keyword(s):  
Job Satisfaction ◽  
Public University ◽  
Organisational Culture ◽  
Organisational Commitment ◽  
Leadership Behaviour

Organisational culture, leadership behaviour and job satisfaction in the Vietnam context

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Quan H.N. Tran
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Linear Regression Analysis ◽  
Organisational Culture ◽  
Small Sample ◽  
Content Type ◽  
Leadership Behaviour ◽  
Working People ◽  
Research Findings ◽  
Market Cultures

Purpose The purpose of this paper is to challenge the influence of organisational culture types on leadership behaviour and job satisfaction. The theory of culture was divided into four characteristics, namely, clan, hierarchy, adhocracy and market. Design/methodology/approach A purposive questionnaire was adapted to collect surveys from 294 working people in several sector organisations in Vietnam. The questionnaire included two main parts. The first part comprising demographic questions. The second part included three constituted scales to evaluate organisational culture types, leadership behaviour and job satisfaction. Correlation and linear regression analysis were adapted to use to challenge connections among variables. Findings Hierarchy culture negatively connected to relationship-oriented leadership behaviour. Adhocracy culture positively affected job satisfaction. Clan and market cultures insignificantly predicted leadership style and job satisfaction. Research limitations/implications The research is structured in 294 working people in various Vietnamese sector organisations. This small sample is unlikely to represent the popularity of the findings. Further research should collect samples in more organisations and industries in Vietnam to improve the efficiency of the results. The research findings may support leaders and superiors to choose a proper organisational culture that will reduce employee dissatisfaction. Originality/value The research is conducive to the studies on organisational culture, especially the association between leadership behaviour and job satisfaction in Vietnamese sector organisations

scholarly journals THE ASSOCIATION OF ORGANISATIONAL CULTURE AND ORGANISATIONAL COMMITMENT WITH JOB SATISFACTION: PERSPECTIVE OF THE MALAYSIAN VEGETABLE OIL PROCESSING SECTOR

2021 ◽  
Vol 18 (2) ◽  
pp. 215-253
Author(s):  
Prayashini Prabhaharan ◽  
◽  
Azzman Mohamed ◽  
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Vegetable Oil ◽  
Pearson Correlation ◽  
Linear Regression Analysis ◽  
Organisational Culture ◽  
Sample Population ◽  
Research Approach ◽  
Organisational Commitment ◽  
Oil Processing

The present study has sought to contribute to the growing knowledge base pertaining to the increasing trend in the high employee turnover rate in Malaysia’s manufacturing industry and challenges faced by organisations in retaining talented workforce arising from the job satisfaction issue. In such a perspective, this study examines the association of organisational culture and organisational commitment with job satisfaction. Insufficient research is available on these associations within the context of the Malaysian vegetable oil processing sector; thus, this study has aimed to add new knowledge to the existing literature. A quantitative research approach, namely a cross-sectional survey, was utilised to gather data from the sample population who were employed in vegetable oil processing factories in Pasir Gudang, Johor. The participants were chosen via the simple random sampling approach. Pearson correlation and linear regression analysis methods were utilised to analyse the associations among the variables. The highest correlation was revealed between adhocracy culture and normative commitment. Regression analysis findings demonstrated a positive significant association between all dimension’s variables of organisational culture and organisational commitment on job satisfaction. Overall, the study has provided comprehensive insights for the vegetable oil processing organisations to review the culture in their company that could enhance organisational members’ commitment and job satisfaction.

scholarly journals PENGARUH STRUKTUR DESENTRALISASI, PARTISIPASI ANGGARAN DAN ORIENTASI NILAI MANAJER PADA INOVASI TERHADAP KOMITMEN ORGANISASI PADA INDUSTRI PERBANKAN DI ACEH

2017 ◽  
Vol 9 (2) ◽  
pp. 15
Author(s):  
Ika Rahmadani
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Banking Industry ◽  
Negative Influence ◽  
Organisational Culture ◽  
Value Orientation ◽  
Middle Level ◽  
Future Research ◽  
Organisational Commitment ◽  
Budgetary Participation

Abstract: The objective of this study are to eximine the influence of decentralised sturcture, budgetary participation, managers value orientation towards innovation on organisational commitment. The respodents were middle level managers in Aceh’s banking industry. Out of 131 questionnaires distributed, 118 can be used for analysis. Using Regression Analysis, the result of this study indicates that the decentralised structure and managers value orientation towards innovation have a negative influence to organisational commitment. Meanwhile, the budgetary participation has a positive and significant influence to organisational commitment. Recomendation for the future research is to use other variable such as organisational culture or job satisfaction to see its colleration to organisational commitment.  

The Effect of Competence, Organisational Culture, and Organisational Commitment on Job Satisfaction and Its Impact on Employee Performance at PT. Haji La Tunrung A.M.C in Makassar

2019 ◽  
Vol 1 (2) ◽  
pp. 56-71
Author(s):  
Hawa Hardiyanti Abdullah La Tunrung ◽  
Fauziah Umar ◽  
Sumardi Sumardi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Employee Performance ◽  
Organisational Culture ◽  
Test Results ◽  
Organisational Commitment

Competence is the ability of an individual to carry out a job correctly and has an advantage based on matters relating to knowledge, expertise, and attitude.This study aims to determine the effect of competencies, organizational culture, and organizational commitment on job satisfaction and its impact on employee performance at PT. Haji La Tunrung A.M.C in Makassar. The approach in this study is a quantitative. The population in this study were all employees at the company PT. Haji La Tunrung A.M.C. amounting to 48 people. The method of data collection is done using observations and questionnaires. Data were analyzed using path analysis. The results of this study indicate that (1) Competence has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (2) Organizational culture has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (3) Organizational commitment has a positive and significant effect on job satisfaction in the company PT. Haji La Tunrung A.M.C in Makassar. (4) Job satisfaction has a positive and significant effect on employee performance at PT. Haji La Tunrung A.M.C in Makassar. (5) The mediation test results that indicate that job satisfaction can affect the influence of competencies on employee performance in the company PT. Haji La Tunrung A.M.C in Makassar. (6) The mediation test results that show that job satisfaction can influence the influence of organizational culture on employee performance at the company PT. Haji La Tunrung A.M.C in Makassar. (7) The mediation test results that indicate that job satisfaction can mediate the influence of organizational commitment on employee performance in the company PT. Haji La Tunrung A.M.C in Makassar.

scholarly journals Organisational culture of hospitals to predict turnover intentions of professional nurses

2008 ◽  
Vol 13 (1) ◽  
pp. 63-78 ◽  
Author(s):  
E Jacobs ◽  
G Roodt
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Predictive Model ◽  
Turnover Intentions ◽  
Organisational Culture ◽  
Demographic Variables ◽  
Organisational Commitment ◽  
Correlational Design ◽  
Linear Modelling ◽  
Professional Nurses

The objective of this study was to determine if organisational culture predicts turnover intentions of professional nurses. A predictive model with organisational culture and various proposed mediating variables, namely knowledge sharing, organisational commitment, organisational citisenship behaviour and job satisfaction, as well as various demographic variables was developed to determine turnover intentions through applying General Linear Modelling. A correlational design with questionnaires was used. A sample of professional nurses (N = 530) in private and provincial hospitals was obtained. The results indicate that organisational culture has a significantly negative correlation with turnover intentions. Organisational culture also interacted with job satisfaction, knowledge sharing, and the white professional nurses’ category to decrease turnover intentions and with Organisational Citisen Behaviours to increase turnover intentions in a final predictive model. It is therefore recommended that nursing employers seriously embark on strategies to improve the organisational culture to retain their talent. Opsomming Die doel van die studie was om te bepaal of organisasie-kultuur arbeidsomset-voornemens van professionele verpleegkundiges voorspel. ‘n Voorspellingsmodel met organisasiekultuur en verskeie voorgestelde tussenkomende veranderlikes, naamlik kennisdeling, organisasieverbintenis, organisasie-burgerskapsgedrag en werkstevredenheid, asook verskeie demografiese veranderlikes was ontwikkel deur Algemene Liniêre Modellering. ’n Korrelasie-ontwerp met behulp van vraelyste is gebruik. ‘n Steekproef van professionele verpleegkundiges (N = 530) in private en provinsiale hospitale is verkry. Die resultate toon dat organisasie-kultuur betekenisvol negatief korrelleer met arbeidsomsetvoornemens. Organisasiekultuur het ook in interaksie met werkstevredenheid en kennisdeling, asook die kategorie blanke verpleegkundiges in ‘n finale model arbeidsomsetvoornemens verlaag en saam met organisasieburgerskapsgedrag arbeidsom-setvoornemens verhoog. Daar word aanbeveel dat werkgewers oorweging skenk aan intervensies wat die organisasiekultuur gunstiger maak om personeel te behou.

Workplace disability and job satisfaction in Britain: A co-worker test?

2021 ◽  
pp. 0143831X2110142
Author(s):  
Getinet Astatike Haile
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Organisational Culture ◽  
Seemingly Unrelated Regression ◽  
Unrelated Regression ◽  
Significant Negative Relationship ◽  
Using Data

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

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