scholarly journals Examining Faculty Workload as a Single Antecedent of Job Satisfaction among Higher Public Education Staff in Kelantan, Malaysia

2013 ◽  
Vol 1 (1) ◽  
pp. 10 ◽  
Author(s):  
Noraani Mustapha ◽  
Wee Yu Ghee
Keyword(s):  
Job Satisfaction ◽  
Public Education ◽  
Organizational Citizenship ◽  
Significant Relationship ◽  
Public Universities ◽  
The Self ◽  
Faculty Workload ◽  
Pearson Product Moment Correlation ◽  
Systematic Procedure

The objective of this study is to determine the influence of faculty workload on job satisfaction among lecturers in four public universities in Kelantan. Sample was randomly selected through systematic procedure. There were 320 samples responded the self-administered questionnaires. The data was analysed using Pearson Product Moment Correlation and the result indicated that there was negative significant relationship between daily faculty workload and job satisfaction. Organization should consider this variable in promoting satisfaction among employees in order to enhance organizational citizenship.

scholarly journals The Relationship of Self-Concept and Work Satisfaction with Teachers Performance of Islamic Elementary School of Tebing Tinggi City

2019 ◽  
Vol 2 (2) ◽  
pp. 123-136
Author(s):  
Siti Zahara ◽  
Candra Wijaya
Keyword(s):  
Job Satisfaction ◽  
Elementary School ◽  
Significant Relationship ◽  
The State ◽  
The Self ◽  
Self Concept ◽  
Basic Aspect ◽  
Relationship Of ◽  
The Relationship ◽  
Effective Contribution

One of the basic things that affect the performance of teachers in carrying out their duties is self-concept. Self-concept is all ideas, thoughts, beliefs and convictions that individuals know about themselves and influence individuals in dealing with others. An important factor in self-concept is that self-concepts are learned through individual experiences and interactions with others. In addition, self-concept is a critical and basic aspect of the formation of individual behavior, developing rapidly and together with the development of speech. There is a positive and significant relationship between the self-concept of teachers in the State of Madrasah Ibtidaiyah Tebing Tinggi with the performance of teachers at the State Madrasah Ibtidaiyah in Tebing Tinggi. This means that the higher and positive self-concept, the higher and positive the performance of teachers in State Madrasah Ibtidaiyah Tebing Tinggi by providing an effective contribution of 28.7%. This means that the variation that occurred in the teacher's self-concept variable Tebing Tinggi State Madrasah Ibtidaiyah was 28.7% predictable in improving the performance of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi. There is a positive and significant relationship between job satisfaction with the performance of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi. This means that the higher and positive job satisfaction of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi city, the higher and positive the performance of teachers in State Madrasah Ibtidaiyah Tebing Tinggi by making an effective contribution of 32%.

scholarly journals Kompetensi Kaunseling Melalui Refleksi Kendiri: Satu Kajian Terhadap Kaunselor Pelatih

2018 ◽  
Author(s):  
NORZALIZA ALIS ◽  
WAN MARZUKI WAN JAAFA ◽  
AHMAD FAUZI MOHD AYOB
Keyword(s):  
Significant Relationship ◽  
Public Universities ◽  
Management Strategies ◽  
The Self ◽  
Self Awareness ◽  
Three Dimension ◽  
Counseling Competence ◽  
Self Reflection ◽  
Moment Coefficient ◽  
Further Development

The counseling competence of a counselor trainer is further enhanced when they are able to perform self-reflection on everything that has been and is being done on the process of counseling operated. This survey was conducted to determine the relation of self-reflection with the three dimension of counseling competence; performing helping skill, managing the counseling process, and handling challenging counseling situations. A total of 100 trainee counselors from four public universities in Malaysia were involved in this study. The instrument used in this study is Self-awareness and Management Strategies (SAMS) Scale to measured the self-reflection, and the Counselor Activity Self- Efficacy Scales (CASES) to measured the counseling competence. Result of the Pearson Product Moment Coefficient indicated there is a significant relationship between self-reflection with counseling competence; performing helping skill and counseling competence;handling challenging counselling A disscussion of the findings are presented and several implications and recommendations for further development of counseling competence of trainee counselors.  

scholarly journals Kompetensi Kaunseling Melalui Refleksi Kendiri: Satu Kajian terhadap Kaunselor Pelatih

2017 ◽  
Author(s):  
NORZALIZA ALIS ◽  
WAN MARZUKI WAN JAAFAR ◽  
AHMAD FAUZI MOHD AYOB
Keyword(s):  
Significant Relationship ◽  
Public Universities ◽  
Management Strategies ◽  
The Self ◽  
Self Awareness ◽  
Three Dimension ◽  
Counseling Competence ◽  
Self Reflection ◽  
Moment Coefficient ◽  
Further Development

The counseling competence of a counselor trainer is further enhanced when they are able to perform self-reflection on everything that has been and is being done on the process of counseling operated. This survey was conducted to determine the relation of self-reflection with the three dimension of counseling competence; performing helping skill, managing the counseling process, and handling challenging counseling situations. A total of 100 trainee counselors from four public universities in Malaysia were involved in this study. The instrument used in this study is Self-awareness and Management Strategies (SAMS) Scale to measured the self-reflection, and the Counselor Activity Self-Efficacy Scales (CASES) to measured the counseling competence. Result of the Pearson Product Moment Coefficient indicated there is a significant relationship between self-reflection with counseling competence; performing helping skill and counseling competence;handling challenging counselling A disscussion of the findings are presented and several implications and recommendations for further development of counseling competence of trainee counselors.  

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

Pengaruh Kepuasan Kerja terhadap Organizational Citizenship Behavior (OCB) Alumni Diklat Kepemimpinan Tingkat IV di Provinsi Banten

2020 ◽  
Vol 16 (1) ◽  
Author(s):  
Enong Rostiawati
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Leadership Training ◽  
Survey Methods ◽  
Citizenship Behavior ◽  
Entire Study ◽  
Analysis Technique ◽  
Study Population

Abstract: Organizational Citizenship Behavior (OCB) is a variable that can be influenced by job satisfaction. This study aims to determine the effect of job satisfaction variables on Organizational Citizenship Behavior OCB alumni level IV leadership training in Banten Province. This research uses a quantitative approach through survey methods. Data analysis technique used is simple linear regression. The population in this study were 40 respondents and the sample used was 40 respondents. Determination of the sample using total sampling techniques or samples taken from the entire study population. The results of the analysis and interpretation of research data show that the value of the regulatory coefficient of influence on job satisfaction on Organizational Citizenship Behavior (OCB) alumni of leadership training level IV is 0.740 thus it can be concluded that job satisfaction has a direct positive effect on Organizational Citizenship Behavior alumni training, meaning that improvement of satisfaction in IV level leadership training is 0.740. work has an impact on improving Organizational Citizenship Behavior for training alumni, So Organizational Citizenship Behavior for training alumni can be achieved through job satisfaction.Keywords: Job satisfaction, Organizational Citizenship Behavior, Leadership Training Alumni Level IV

The influence of Herzberg’s motivator factor on employees’ organizational citizenship behaviour

2016 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Noorlaila Yunus ◽  
Cairul Azwa Azimi
Keyword(s):  
Organizational Citizenship ◽  
Significant Relationship ◽  
Civic Virtue ◽  
Negative Influence ◽  
Western Countries ◽  
Achievement Growth ◽  
Independent Variable ◽  
Research Questions ◽  
The Relationship

Organizational Citizenship Behaviour (OCB) has been widely studied across the boarders especially in the western countries. This workplace voluntary behaviour is associated with many predictors that may bring whether major, minor or negative influence towards the engagement of employees’ OCB. Basically, this study is focusing on motivation as the predictor or independent variable that influence employees’ engagement on the OCB (altruism, conscientiousness, courtesy, civic virtue and sportsmanship) behaviour. Herzberg’s motivator factor (achievement, advancement, recognition and growth) has been chosen as the independent variable. A total of 150 questionnaires were distributed conveniently to respondents. With 125 questionnaires returned, researcher was able to analyze the data based on the research questions and hypotheses developed. The findings showed moderate and weak, significant relationship between the variable excluding the relationship between independent variable and civic virtue and sportsmanship. Thus, Herzberg’s motivator factor was not a predictor to civic virtue and sportsmanship behaviour. However for the strongest predictor; achievement, growth and growth are strongly predicts the altruism, conscientiousness and courtesy behaviour respectively. However, with the absence of relationship between independent variable and civic virtue as well as sportsmanship, therefore the strongest predictor cannot be determined as the value recorded was below the criterion.

The role of corporate investment in social responsible practices in the promotion of employees’ organizational citizenship behaviour

2014 ◽  
Author(s):  
Ana Patrícia Duarte ◽  
José Gonçalves das Neves
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Economic Uncertainty ◽  
Socially Responsible ◽  
Organizational Survival ◽  
Current Scenario ◽  
Reducing Costs ◽  
Using Data ◽  
Airline Company

In the current scenario of economic uncertainty, where many organizations struggle harder for reducing costs while improving their competitiveness, employees’ organizational citizenship behaviours might have an enhanced importance for organizational survival and success. A model proposing that corporate engagement in internal socially responsible practices enhances employees’ job satisfaction and consequently increases employees’ extra-role behaviours was tested. Using data obtained from a sample of employees from an airline company (n=133), the model was examined and supported. We have therefore concluded that organizations may foster employees’ extra-role behaviours by investing in corporate socially responsible practices that signal corporate concern with employees and promote job satisfaction.

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

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