scholarly journals Mentoring as Correlate of Self Confidence and Job Satisfaction: A Psychological Perspective

2020 ◽  
Vol 5 (1) ◽  
pp. 1
Author(s):  
Siwoku-Awi Omotayo Foluke
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Human Development ◽  
Road Safety ◽  
Psychological Perspective ◽  
African Countries ◽  
Optimal Outcomes ◽  
Self Confidence ◽  
Personnel Psychology ◽  
Job Performance And Satisfaction

Purpose: This article developed from a presentation at the national Conference of Nigerian Psychological Association which took place at the Ile-Ife under the auspices of IfePsychologia Centre, Department of Psychology, Obafemi Awolowo University in 2014. The theme of the conference was on mentoring and development. Consequently, this research paper was aimed at portraying how mentoring mediates in human development as it may lead to job satisfaction and enhanced output.Methodology: An instrument called “Inventory on Mentoring as Correlate of Self-Confidence and Job Satisfaction was used to gather data which was analysed and interpreted, using the arithmetic percentage to calculate the differences in the number of respondents and their implications in job performance.Results: This study has proved that the art of mentoring is inherent in counselling psychology, personnel psychology and human development; this makes the mentor a counsellor, a consultant and a cheerleader, who provides support and enthusiasm for his/her team. S/He provides guidance based on experience and s/he demonstrates problem solving qualities and helps the mentee uncover his/her hidden potential. There is no doubt that mentoring can improve an individual’s job performance and satisfaction since the output is enhanced; nevertheless, a worker that is not self-motivated and has a disposition that undermines the learning process may not benefit much from the process. The mentor at a place of work who wants to maximise effort for optimal outcomes may drive hard on the mentee.Unique contribution to theory, practice and policy: It is recommended that teachers and other facilitators should undergo training in mentoring so that they can better handle the learners. There should be better interrelationship and team spirit when the cheerleader, the mentor is given the room to make an impact. In government, new politicians should be properly mentored by the older ones on the jobs that there can be continuity and projects will be accomplished without rancour or ethnic prejudices as in African countries. In particular, the police force, security operative’s road safety officers should be properly mentored so that they are not sadists who desire to impose on people without a rational justification for doing so.

scholarly journals The Role of Job Satisfaction in Mediating the Effect of Competency and Perceived Organizational Support on Education Performance: An Evidence from the Muhammadiyah University of Jember, Indonesia

2021 ◽  
Vol 4 (2) ◽  
pp. 11-27
Author(s):  
Septy Holisa Umamy
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Behavior ◽  
Direct Effect ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Education Personnel ◽  
Education Performance ◽  
Job Performance And Satisfaction

Education personnel in higher education have an important role to support performance, so it is necessary to know the factors that affect performance. Efforts to improve performance by understanding organizational behavior. Organizational behavior will affect work behavior, including competence, Perceived organizational support and job satisfaction. The population of this research is 120 educational staff. The sampling method of this research is saturated sample. Data analysis used the Partial Least Square (PLS) method with SmartPLS software. The results in this study are all accepted hypotheses, both direct and indirect effects. Competency variables have a direct effect on job performance and satisfaction, Perceived organizational support have a direct effect on job performance and satisfaction. Job satisfaction has a direct effect on performance, job satisfaction acts as a mediating variable on the influence of competence on performance and the influence of perceived organizational support on performance. Suggestions in this study to improve competence need to provide training and provide career development to education personnel.

Determinants of Job Satisfaction and Turnover Intent in Home Health Workers

2016 ◽  
Vol 36 (1) ◽  
pp. 56-70 ◽  
Author(s):  
Yuri Jang ◽  
Ahyoung A. Lee ◽  
Michelle Zadrozny ◽  
Sung-Heui Bae ◽  
Miyong T. Kim ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Health Workers ◽  
Job Demands ◽  
Ethnic Discrimination ◽  
Home Health ◽  
Turnover Intent ◽  
Physical Injury ◽  
Self Confidence ◽  
Racial Ethnic

Based on the job demands–resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers’ employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey ( N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers’ safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect.

scholarly journals Emotional Labor in Health Care: The Moderating Roles of Personality and the Mediating Role of Sleep on Job Performance and Satisfaction

2020 ◽  
Vol 11 ◽  
Author(s):  
Shu-Chuan Jennifer Yeh ◽  
Shih-Hua Sarah Chen ◽  
Kuo-Shu Yuan ◽  
Willy Chou ◽  
Thomas T. H. Wan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Personality Traits ◽  
Emotional Labor ◽  
Sleep Problems ◽  
Mediating Effect ◽  
Surface Acting ◽  
Deep Acting ◽  
Job Performance And Satisfaction ◽  
The Relationship

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation.

Personality traits and simultaneous reciprocal influences between job performance and job satisfaction

2014 ◽  
Vol 8 (1) ◽  
pp. 6-26 ◽  
Author(s):  
Cheng-Liang Yang ◽  
Mark Hwang
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Personality Traits ◽  
Personality Trait ◽  
Structural Equation ◽  
Causal Model ◽  
Big Five Personality ◽  
Content Type ◽  
Using Data ◽  
Job Performance And Satisfaction

Purpose – This paper aims to test the relationships among three important variables in the management of Chinese employees: personality trait, job performance and job satisfaction. A causal model is developed to hypothesize how personality trait affects job performance and satisfaction and how job performance and satisfaction simultaneously affect each other. Design/methodology/approach – The survey was conducted from October to November 2009. In total, 414 questionnaires were distributed and 392 were returned. Using data collected, the theoretical model is empirically validated. Structural equation modelling using LISREL 8.8 is used to test the causal model. Findings – Job performance and job satisfaction have a bilateral relationship that is simultaneously influential. All Big Five personality traits significantly influence job performance, with agreeableness showing the greatest effect, followed by extraversion. Extraversion is the only personality trait that shows a significant influence over job satisfaction. Originality/value – This study contributes to the literature by clarifying the inconsistent findings of causal relationship between job performance and job satisfaction in previous studies. Another contribution is testing the effect of personality traits on job performance and job satisfaction in a simultaneous reciprocal model. A hybrid theory of expectance and equity is advanced in this study to explain the results.

scholarly journals A CONCEPTUAL UNDERSTANDING OF THE IMPACT OF EMPLOYEE TRAINING PROGRAMS ON JOB PERFORMANCE AND JOB SATISFACTION IN THE TELECOMMUNICATION COMPANIES IN MALAYSIA

2020 ◽  
Vol 4 (3) ◽  
Author(s):  
Kumaran Kanapathipillai
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Quantitative Methods ◽  
Training Programs ◽  
Environmental Turbulence ◽  
Global Pandemic ◽  
Telecommunication Companies ◽  
The Times ◽  
Job Performance And Satisfaction ◽  
The Impact

<p>Presently, many companies are confronted with tribulations while operating in a tempestuous business atmosphere; this is combined with the global pandemic, which is Covid-19, that has deteriorated the potency of the businesses. The telecommunication companies in Malaysia were also affected during these conditions. Therefore, a vital stratagem for the telecommunication firms to attain competitive advantage is through training programs conducted for all its employees throughout the various sections in the organization in order to beat this present obstacle. The objective of this research is to uncover if training influences job performance and job satisfaction which are two critical factors that guarantee the survival and growth of the telecommunication firms. Therefore, to realize the aim of this study, the survey technique is applied to cultivate a detailed profile which will be distributed to employees of three leading telecommunication cooperates in Malaysia. This study will use quantitative methods to generate empirical results and substantiations that responded to the research questions. The literature section scrutinized the areas of training, job performance, and job satisfaction to fill the gap and to determine the influence of training programs on job performance and satisfaction of employees. Therefore, the findings of this study could perhaps aid other corporations in Malaysia to instil continuous and well-planned training programs and not to take for granted the significance of training to improve job performance and satisfaction during the times of environmental turbulence. Thus, this could ensure that competitive strength is unceasingly maintained in the telecommunication firms in Malaysia.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0646/a.php" alt="Hit counter" /></p>

Effect of Color Schemes and Environmental Sensitivity on Job Satisfaction and Perceived Performance

2005 ◽  
Vol 101 (2) ◽  
pp. 473-486 ◽  
Author(s):  
N. Kwallek ◽  
K. Soon ◽  
H. Woodson ◽  
J. L. Alexander
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Outcome Measures ◽  
Social Expectations ◽  
Laboratory Setting ◽  
Environmental Sensitivity ◽  
Interior Space ◽  
Individual Stimulus ◽  
Perceived Performance ◽  
Job Performance And Satisfaction

Effects of interior office color and individual stimulus screening ability, i.e., instinctive perceptual filtering of irrelevant stimuli, on perceived performance and job satisfaction were examined on various outcome measures over a 4-day work week in a laboratory setting. Workers performed specific tasks and worked regular hours for 4 consecutive days in the same office. They were separated into three groups according to their ability to ignore irrelevant stimuli in the interior space. Those in the white and predominantly blue-green offices reported higher perceived job performance and satisfaction than those in the predominantly red office regardless of stimulus screening ability. Workers with high to moderate stimulus screening ability indicated greater perceived performance and job satisfaction than did workers with low stimulus screening ability. Results for color schemes are discussed in terms of preference and social expectations.

DETERMINANTS OF PERCEIVED DEFICIENCY OF AUTONOMY AMONG ELEMENTARY SCHOOL ADMINISTRATORS'

1989 ◽  
Vol 17 (1) ◽  
pp. 57-65 ◽  
Author(s):  
Haim H. Gaziel
Keyword(s):  
Job Satisfaction ◽  
Elementary School ◽  
Job Performance ◽  
Educational Policy ◽  
Policy Implication ◽  
School Administrators ◽  
Job Autonomy ◽  
Professional Orientation ◽  
Perceived Need ◽  
Job Performance And Satisfaction

Job autonomy found to be, as an important factor in job performance and in job satisfaction. However, the question whether permitted job autonomy is related to autonomy need of the employee is less investigated. This study was designed to find out the determinates of the perceived deficiency of autonomy of school administrators, (PDA). Grounded on an Israeli sample it was found, that a combination of sex, professional orientation and students' SES are the best predictors of the PDA (as criterion). The educational policy implication is that job autonomy may have an effect upon job performance and satisfaction only if it is matched with perceived need of autonomy.

scholarly journals Effects of Motivation on Staff Performance and Job Satisfaction in The University of Ilorin Library

2021 ◽  
Vol 5 (2) ◽  
pp. 91-104
Author(s):  
Abdulwahab Olanrewaju Issa
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Survey Design ◽  
Great Influence ◽  
Staff Performance ◽  
Library Staff ◽  
And Performance ◽  
Job Performance And Satisfaction ◽  
Descriptive Survey ◽  
Work Done

This study examined the effects of motivation on job satisfaction and performance of librarians in University of Ilorin Library. It was observed that many employers have attempted several programs to motivate their employees, yet they have not worked for every category of staff in the library. Descriptive survey design was adopted for the study. The population of the study was made up of professional and paraprofessional librarians, which totaled 46 librarians. Relevant data for the study was collected using questionnaire and a total of 41 out of 46 copies of the questionnaire distributed were returned and found usable for the analysis, which was done by simple percentages and frequency tables. The finding revealed that librarians in job performance can be judged based on time taken to complete task, as well as the accuracy and quality of the work done. The finding confirmed that motivational factors such as opportunity for promotion, good working condition, involvement at work, promotion and financial reward affects the job performance and satisfaction of library staff. The finding revealed that job satisfaction has great influence on job performance. the findings also revealed that general job satisfaction exist among the librarians studied. The study concluded that staff performance and job satisfaction of library staff is dependent on motivation. The study recommended that, the existing constituents of job performance and satisfaction should be sustained/improved by ensuring well-set library goals, increment in salary, existence of training opportunity, sincere and annual appraisal, concrete job description and opportunity to participate in decision-making.

scholarly journals Performance and job satisfaction of employees as well as customers satisfaction affect by organizational environment – An applied study on Gumhouria bank, Libya

2013 ◽  
Vol 61 (7) ◽  
pp. 1951-1956 ◽  
Author(s):  
Mohieddin Almanae
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Functional Performance ◽  
Organizational Environment ◽  
Banking Services ◽  
Satisfaction Degree ◽  
Applied Study ◽  
Relevant Effect ◽  
Job Performance And Satisfaction ◽  
The Relationship

This study conducted on Gumhouria Bank and dealing with the role played by the organizational environment on performance and functional satisfaction of the employees. The relevant effect on the customer’s satisfaction indicate that the various elements of the organizational environment have effect on the functional performance and satisfaction of the customers. For raising performance and achieving satisfaction of the employees and customers, elements should be taken into consideration and improvement thereof and solving the problems encountering them. The relationship between the organizational environment and the functional performance is progressive and positive. Whenever the organizational environment increases, the functional performance increases, which, in turn, affects the functional satisfaction degree with the employees. The results indicated effect of the organizational environment on the customer’s satisfaction with the banking services provided. This may be resulting from the effect of organizational environment on the job performance and satisfaction (positive or negative) which, in turn led to achieving satisfaction or dissatisfaction of the customers.

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