A Study on the Impact of Military Organizational Culture Characteristics on Job Satisfaction: Focusing on the ‘Mediating Effect’ of Delegation of Authority and the ‘Moderating Effect’ of Cognitive Thinking Characteristics of Individuals

Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance. Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested. Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction. Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies. Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies. Keywords Organizational Culture, Knowledge Sharing, Job Satisfaction, China insurance Industry, Foreign Fund, Challenge

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Impact of Role Conflict and Role Ambiguity on Job Satisfaction the Mediating Effect of Job Stress and Moderating Effect of Islamic Work Ethics

European Journal of Business Management and Research ◽

10.24018/ejbmr.2021.6.4.895 ◽

2021 ◽

Vol 6 (4) ◽

pp. 41-50

Author(s):

Junaid Ahmad ◽

Sawira Zahid ◽

Fatima Fazali Wahid ◽

Sabir Ali

Keyword(s):

Job Satisfaction ◽

Role Conflict ◽

Job Stress ◽

Role Ambiguity ◽

Negative Impact ◽

Negative Relationship ◽

Moderating Effect ◽

Mediating Effect ◽

Work Ethics ◽

The Impact

The main idea behind this study is to examine the impact of role ambiguity and role conflict on job satisfaction. This study also assesses the moderating effect of Islamic work ethics, role ambiguity, role conflict and also examine the mediating effect of job stress between role ambiguity, role conflict and job satisfaction. The questionnaire was used for data collection. 200 questionnaires were distributed among respondent out of which 175 were used for data analysis statistically descriptive statistics correlation and regression analysis were used for testing hypothesis. The finding of this study reveal that the role conflict has a negative relationship with job satisfaction and job stress has an insignificant relationship with the job satisfaction. This study also reveal that the role stressor should be controlled so that an increase in job satisfaction. When both role ambiguity and role conflict increase job stress also increase and the Islamic work ethics has a negative impact on job stress. Job stress significantly partially mediate the relationship between role conflict and job satisfaction.

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The Impact of Knowledge Sharing on the Relationship between Organizational culture and Job Satisfaction: The Perception of Information Communication and Technology (ICT) Practitioners in Hong Kong

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v5i1.6895 ◽

2015 ◽

Vol 5 (1) ◽

pp. 19 ◽

Cited By ~ 20

Author(s):

Canon Tong ◽

Walder Ip Wah Tak ◽

Anthony Wong

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Hong Kong ◽

Knowledge Sharing ◽

Empirical Evidence ◽

Mediating Effect ◽

Mediating Role ◽

Ict Industry ◽

The Impact ◽

The Relationship

Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance.Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested.Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction.Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies.Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies.

Download Full-text