scholarly journals Developing a predictive model of subjective organisational culture

2006 ◽  
Vol 32 (4) ◽  
Author(s):  
Annalie Strydom ◽  
Gert Roodt
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Predictive Model ◽  
Service Provider ◽  
Healthcare Service ◽  
Response Rate ◽  
Theory Development ◽  
Organisational Culture ◽  
Personality Variables ◽  
Private Healthcare

The objective of this theory development study was to propose a predictive model of subjectively perceived organisational culture with biographic variables, job satisfaction and personality variables as predictors. A countrywide sample of convenience drawn from a population of nurses (N = 3456) of a private healthcare service provider in South Africa yielded 713 completed questionnaires (response rate = 21%) that were obtained in multiple sessions. Goal directedness, a dimension of organisational culture, was significantly positively related to all three measures of satisfaction (imposed personal demands, extrinsic satisfaction and intrinsic satisfaction), while internal climate was significantly negatively related to the three satisfaction dimensions. Other significant findings are reported on.

scholarly journals Achieving excellence in private intensive care units: The effect of transformational leadership and organisational culture on organisational change outcomes

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Portia J. Jordan ◽  
Amanda Werner ◽  
Danie Venter
Keyword(s):  
South Africa ◽  
Transformational Leadership ◽  
Intensive Care ◽  
Intensive Care Units ◽  
Organisational Change ◽  
Organisational Culture ◽  
Sufficient Evidence ◽  
Strong Positive Correlation ◽  
Private Healthcare ◽  
Support Cost

Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes.Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested.Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations.Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units.Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement.Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a positive organisational culture.Contribution: The study provides evidence of the way in which transformational leadership and a positive organisational culture affect organisational change outcomes in the context of private healthcare in South Africa, thereby addressing a research gap in this area.

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.

Exploring personality variables as boundary conditions of the justice-job satisfaction relationship

2009 ◽  
Author(s):  
Sabrina Volpone ◽  
Cristina Rubino ◽  
Ari A. Malka ◽  
Christiane Spitzmueller ◽  
Lindsay Brown
Keyword(s):  
Job Satisfaction ◽  
Boundary Conditions ◽  
Personality Variables ◽  
Satisfaction Relationship

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.

Mediator Analysis of Job Satisfaction: Relationship between Servant Leadership and Employee Engagement

Metamorphosis ◽  
2018 ◽  
Vol 17 (2) ◽  
pp. 76-85 ◽  
Author(s):  
Prabhjot Kaur
Keyword(s):  
Job Satisfaction ◽  
Quantitative Analysis ◽  
Servant Leadership ◽  
Employee Engagement ◽  
Service Provider ◽  
Insurance Companies ◽  
Servant Leaders ◽  
Call Centres ◽  
Using Data ◽  
Satisfaction Relationship

Servant leaders attempt altruistically and selflessly to help others before themselves, believe in developing their followers to their greatest potential, and seek to benefit the wider community. The main purpose of the present article is to examine servant leadership as the antecedent to employee engagement, mediated by job satisfaction, in Punjab, using data from 190 employees from different service provider companies (banks, colleges, call centres, insurance companies). Quantitative analysis shows that when employees observe positive levels in servant leadership, they are fundamentally encouraged towards exercising significantly higher levels of engagement and satisfaction.

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