scholarly journals Technostress, Work Performance, Job Satisfaction, and Career Commitment of Teachers amid COVID-19 Crisis in the Philippines

2021 ◽  
pp. 260-275
Author(s):  
Michael B. Cahapay ◽  
Nathaniel F. Bangoc II
Keyword(s):  
Job Satisfaction ◽  
Distance Education ◽  
Organizational Performance ◽  
Work Performance ◽  
Negative Relationship ◽  
Career Commitment ◽  
Teaching Experience ◽  
The Philippines ◽  
Performance Variables ◽  
High Level

The perception of technostress in education constantly increasing to unprecedented levels is not new. However, in novel situations like the global COVID-19 crisis, technostress and its influence on important teaching facets deserve a revisit. This paper focuses on the association of technostress on the sample characteristics and organizational performance variables of the teachers in the context of emergency distance education brought by the COVID-19 crisis. Following a mainly correlational research design, 2,272 teachers from Mindanao, Philippines were taken as a sample. The data collected through adapted instruments were treated using descriptive and inferential statistics. The results showed that the teachers experience moderate level of technostress, very high levels of work performance and job satisfaction, and high level of career commitment. It was further revealed that technostress and its four sets significantly differed across age, gender, marital status, and teaching experience. Lastly, it was found out that technostress has a significant negative relationship with work performance. The practical implications of these outcomes on the professional development of the teachers in the context of emergency distance education are discussed at the end of the study.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals Employee Commitment on Organizational Performance

2019 ◽  
Vol 8 (3) ◽  
pp. 891-895
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Tamil Nadu ◽  
Manufacturing Industry ◽  
Employee Commitment ◽  
Job Involvement ◽  
Primary Data ◽  
Organization Performance ◽  
High Level ◽  
Level Performance

Employee commitment plays the major part in the growth of the organization performance. Many organizations want to increase their performance. The employee commitment will boost the employee’s performance in the organization. The behavior of commitment changes can be occurred in the job satisfaction, motivation and job involvement. The data was collected by 100 employees are working in machine tools manufacturing industry in Vellore, Tamil Nadu, India. The consisting of items in Questionnaire are adopted from the previous researches was used in primary data collection. The correlations method by SPSS was conducted. In this article found that employees commitment have positive related in organizational performance. The employee commitment have positively related in the job satisfaction, motivation and job involvement. The organization needs to give more important to increase the employee’s commitment for high level performance.

scholarly journals The Way to Improve Employees' Job Satisfaction in Korean Social Enterprises: The Moderating Effects of Person-Organization Fit, Person-Job Fit, and Person-Supervisor Fit

2019 ◽  
Vol 10 (5) ◽  
pp. 347
Author(s):  
Xiu Jin ◽  
Sang Woo Hahm
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Organizational Communication ◽  
Social Enterprises ◽  
Future Research ◽  
Job Fit ◽  
Key Factors ◽  
Organizational Fit ◽  
High Level ◽  
Person Organization Fit

Human resources play a key role in achieving a high level of organizational performance and the importance is still emphasized in our society. Nonetheless, organizations are experiencing negative phenomena such as job exhaustion and turnover. One of the key factors that can reduce these negative factors is seen as job satisfaction. In this regard, this research is an empirical study that it focused on the improvement of job satisfaction among organizational members who work in Korean social enterprises. In order to improve their job satisfaction, we focused on organizational communication and verified its role and emphasized its importance through its influence on job satisfaction. To improve the effect of organizational communication, we verified the role of person-organizational fit, person-job fit, and person-supervisor fit. These three types of fit were identified as ways to increase the influence of organizational communication on job satisfaction. Therefore, we examined the moderating effect of these three types of fit on the relationship between organizational communication and job satisfaction. The empirical results showed that the higher the three types of fit, the greater the influence of organizational communication on job satisfaction. Furthermore, by comparing the impacts of the three types of fit on job satisfaction, we identified what is the most essential fit. Based on the results of empirical analysis, this research discussed practical implications for improving organizational member's job satisfaction in Korean social enterprises and provides future research plans for the performance of Korean social enterprises.

scholarly journals Does work commitment and job satisfaction matter to junior high school teachers in the Philippines?

2020 ◽  
Vol 12 (4) ◽  
pp. 166-175
Author(s):  
Heidi Belle Francisco Caleja ◽  
Rebecca Fullero Averion
Keyword(s):  
Job Satisfaction ◽  
High Schools ◽  
Junior High School ◽  
Work Performance ◽  
Junior High ◽  
The Philippines ◽  
Work Commitment ◽  
School Teachers ◽  
Junior High School Teachers ◽  
Descriptive Method

This study finds out the relationship between work performance and job satisfaction among teachers of junior high schools in Philippines. They were well aware of the facts of their job satisfaction, e.g., school policies, supervision methods, pay and other benefits, relationships between faculty and students, further growth and promotions, workplace conditions, achievement and recognition, and responsibility and accountability. It was concluded that teachers’ job satisfaction could produce an effectiveness and sustainability in educational institutions. Using a descriptive method, a non-probability convenience sampling was employed for 70 public school teachers. Two existing validated questionnaires were used: the Three-Component Model Employee Commitment Survey, to surface the level of work commitment of teachers in an organisation; and Job Satisfaction Survey, to evaluate the teachers’ overall job satisfaction. Findings show a significant relationship between work commitment and job satisfaction, specifically in terms of position and educational level. In addition, teachers are satisfied with the people within the organisation; however, it also shows that teachers are not satisfied with too much paper work. It is recommended that teachers should consider the teaching job as a profession and as a vocation.   Keywords: High schools in Philippines, job satisfaction, descriptive method, work commitment.

scholarly journals KEPUASAN KERJA DITINJAU DARI BEBAN KERJA KARYAWAN YANG BERLATARBELAKANG PENDIDIKAN TIDAK SESUAI DENGAN PEKERJAAN

2020 ◽  
Vol 14 (2) ◽  
pp. 71-82
Author(s):  
Zuraida Zuraida
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Significant Negative Correlation ◽  
Educational Background ◽  
Educational Backgrounds ◽  
Analysis Technique ◽  
High Workload ◽  
High Level ◽  
The Relationship

Employees who are placed in positions that are not in accordance with educational backgrounds will experience a high workload so that they will feel dissatisfied at work. This study aims to examine the relationship between job satisfaction in terms of the workload of employees whose educational background is not appropriate for their work. Job satisfaction and workload variables are measured using a scale. The subjects of this study were 50 employees who work not according to educational background, with the determination of the sample based on accidental sampling. The analysis technique used in this research is quantitative analysis using Karl Pearson's product moment with the SPSS version 20 for Windows program. Based on the research results, it is known that job satisfaction has a negative relationship with the workload of employees with educational backgrounds that are not suitable for their work. There is a significant negative correlation (r-0.769 with sig <0.05) between the variable job satisfaction and the workload of employees whose educational background is not in accordance with their work, namely 0.000 and the significance value is below / smaller 0.05, this means that the lower the job satisfaction, then the higher the workload and vice versa, the higher the job satisfaction, the lower the workload. . Job satisfaction has the most low categories with a contribution of 56% and the workload at most has a high level category with a contribution of 58%.

scholarly journals Job Profile and Description of the Administrative Staff and Research, Extension and Professional Staff (REPS) in a College in a National University

2017 ◽  
Vol 51 (2) ◽  
Author(s):  
Tammy L. Dela Rosa ◽  
Jupiter Kelly H. Barroa ◽  
Ma. Katrina Diana M. Cruz ◽  
Marjorie M. De Lima ◽  
Tita L. Dimaano ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Staff Development ◽  
Complete Information ◽  
The Philippines ◽  
Professional Staff ◽  
Administrative Staff ◽  
Immediate Supervisor ◽  
High Level ◽  
The University ◽  
Job Profile

Objectives. This study aims to determine demographics, job suitability, job satisfaction and perception among the administrative staff and research, extension and professional staff (REPS) of the University of the Philippines Manila College of Medicine. Methods. This is a descriptive study. A questionnaire was developed and administered to 71 administrative employees and Research, Extension and Professional Staff (REPS) to assess job profile, actual duties and responsibilities of the official job position/title during a period of five years from January 1, 2010 to December 31, 2014. Results. There are 71 employees of the University of the Philippines College of Medicine (UPCM), 61 administrative staff and 10 REPS. A majority (62%) have been with the UPCM for more than 15 years. Sixty-two employees had complete information and among these, 45 (72.6%) were hired for jobs related to their educational backgrounds. All employees underwent some form of training as part of staff development (2.56 courses/employee/year) and the staff recognized that these courses enhanced their ability to do their jobs (95.3%). However, the staff also feel that they attend many other courses (66.4% of courses attended) that are not directly related to their jobs, with only 33.6% of these courses having any bearing on the performance of their specific jobs. Survey results showed that job satisfaction and perception of the value of their work is generally high. However, sources of dissatisfaction include being assigned tasks by people other than their immediate supervisor, not enough time to do their jobs and duties assigned that are not within their job description. Conclusion. Most employees of the UPCM have a high level of satisfaction with their jobs. Cited factors for this include job suitability, continued staff development, a sense that what they do is essential to the organization as a whole. Some areas are seen to be sources of dissatisfaction. These include mismatch between training and actual duties, work assigned by people other than their supervisors, too little time allotted for the work assigned, and tasks expected of them that are not within their job descriptions.

The relationship between output growth and unemployment in the Philippines economy (1990-2014):

2017 ◽  
Vol 5 (1) ◽  
pp. 49
Author(s):  
Marlon A. Mojica ◽  
Virgilio M. Tatlonghari
Keyword(s):  
Labor Force ◽  
Structural Break ◽  
Empirical Relationship ◽  
Trade Openness ◽  
Negative Relationship ◽  
Participation Rate ◽  
The Philippines ◽  
Output Growth ◽  
Recursive Least Squares ◽  
Parameter Instability

This paper examines the empirical relationship between unemployment and real output in the Philippines utilizing quarterly data from the Labor Force Survey by the Philippine Statistics Authority for the period from 1990-2014. The study employed three variants of Okun’s Law – the “gap” approach, the “first difference” approach, and a dynamic approach.   Findings show that the Okun’s coefficients based on the gap approach are consistent with the theoretical expectation of a negative relationship.  In the ARDL model, labor force participation rate and trade openness were found to be significantly related to unemployment. The result of dummy variable test revealed the presence of structural break following the re-definition of unemployment in the Philippines in 2005. Recursive least squares and rolling regressions show evidence of parameter instability in several sub-periods.

The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

2019 ◽  
Vol 118 (2) ◽  
pp. 43-50
Author(s):  
Jae-Won Choi ◽  
Keo-Young Song ◽  
Seok-Kee Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Active Population ◽  
Corporate Organization ◽  
Wage Earners ◽  
Socioeconomic Problems

Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational culture that affect the job satisfaction and organizational commitment of irregular workers to help establish a desirable organizational culture, mitigate negative conflicts within the organization and improve organizational performance.

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