scholarly journals Effect of Motivational Factors on Job Satisfaction of Administrative Staff in Telecom Sector of Pakistan

2018 ◽  
Vol 2 (1) ◽  
pp. 61
Author(s):  
Xuezhou Wen ◽  
Rehan Sohail Butt ◽  
Rabnawaz Khan ◽  
Majid Murad ◽  
Sheikh Farhan Ashraf ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Human Resource Development ◽  
Professional Growth ◽  
Linear Regression Analysis ◽  
Motivational Factors ◽  
Administrative Staff ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Telecom Sector

The present study discussed the motivational factors of Herzberg two factor theories in the perspective of the administrative staff of the telecom sector of Pakistan. The study investigates whether these motivational (intrinsic) factors and hygiene (extrinsic) factors affect the job satisfaction of administrative staff and their influence on telecommunication sectors. The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers. The study also revealed some other factors of human resource development career development, responsibility, compensation and benefits and working atmosphere which are associated with the job satisfaction of administrative staff in the telecom sector in Pakistan.This paper is more inclined towards an exploratory study, were to explore the more important of the topic; the study used a convenience sampling technique to collect data from the administrative staff of telecom sector of Pakistan. The final sample consisted of 150 respondents who are currently working in the telecom sector. Descriptive statistics, correlational and linear regression analysis was used to test hypotheses.The output of this study is revealed that of telecom motivation factor intrinsic positive significant impact on job satisfaction, compensation and benefits has an impact on job satisfaction, the career development is also associated with the job satisfaction of administrative staff, responsibility of work is positively associated with the job satisfaction of telecom.

scholarly journals Job Satisfaction Among Academicians in Nepal: The Influence of Institutional Sector and Demographic Factors

2021 ◽  
Vol 2 (2) ◽  
pp. 94-104
Author(s):  
Bal Ram Chapagain
Keyword(s):  
Job Satisfaction ◽  
Demographic Factors ◽  
Teaching Experience ◽  
Educational Institutions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Academic Qualification ◽  
The Status ◽  
Institutional Sector ◽  
Satisfaction Measures

Considering the importance of job satisfaction in teaching, and the ongoing debate regarding the influence of various factors on job satisfaction, this study identifies the status of job satisfaction and examines the influence of institutional sector and demographic factors on job satisfaction among Nepalese academicians. The study sample comprised 156 academicians from different higher-level educational institutions in Nepal, and the data were collected through structured questionnaires. Descriptive statistics, independent-samples t-test, and one-way ANOVA test were used to analyze the data. Results showed that Nepalese academicians are moderately satisfied with their job, in which intrinsic factors appear stronger than extrinsic factors. The findings also demonstrated that the institutional sector, in favor of public institutions, and academic qualification influence job satisfaction but gender, age, and teaching experience do not influence job satisfaction of academicians. Widespread sampling framework, all-inclusive job satisfaction measures, and remarkable findings have made the study unique and potent.

scholarly journals CONSEQUENCES OF SOCIALISM IN EMPLOYEE'S ATTITUDES

2003 ◽  
Vol 4 (1) ◽  
pp. 45-52 ◽  
Author(s):  
Ruth Alas
Keyword(s):  
Job Satisfaction ◽  
Empirical Data ◽  
Trade Unions ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Satisfaction Of Needs

This paper compares people from former socialist countries with those of non‐socialist countries according to their attitudes toward society, trade unions, work and the organisations they work for ‐ based on empirical data from 15 countries. Results indicate that intrinsic factors of job satisfaction in the traditional capitalist countries have a greater correlation with feelings toward the company and general job satisfaction than extrinsic factors. The opposite is true of former socialist countries. Countries with a socialist past have to deal with the satisfaction of needs at a lower level than traditional capitalist countries and this consequently influences attitudes and expectations toward society, trade unions, organisations and work.

Is it worthwhile?: Motivational Factors and Perceived Difficulties of Foster Caring in South Australia

2002 ◽  
Vol 26 (2) ◽  
pp. 28-37 ◽  
Author(s):  
Paul Delfabbro ◽  
John Taplin ◽  
Yvonne Bentham
Keyword(s):  
Foster Care ◽  
Family Structure ◽  
Social Workers ◽  
South Australia ◽  
Well Being ◽  
Motivational Factors ◽  
Extrinsic Factors ◽  
Foster Care System ◽  
Intrinsic Factors ◽  
Children’S Behaviour

Despite numerous anecdotal reports, very few Australian data are available concerning the characteristics of foster carers and the problems associated with foster caring. In this study by Paul Delfabbro, John Taplin and Yvonne Bentham, 48 South Australian foster carers were interviewed and asked to provide details of their motivations, family structure and concerns. The results showed that intrinsic factors such as being interested in children's well-being and future appear to be more likely reasons for caring than more extrinsic factors such as needing money or companionship. The carers' main concerns related to their frustration with the foster care system, in particular their inability to have a say in the child's future, and the lack of support from agencies and social workers. Many also expressed significant concerns about children's behaviour and the sadness associated with the child leaving. The implications of these findings for the retention of foster carers are discussed.

scholarly journals The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals

2021 ◽  
Vol 66 (2) ◽  
pp. 56-73
Author(s):  
Loredana Mihalca
Keyword(s):  
Job Satisfaction ◽  
It Professionals ◽  
Extrinsic Factors ◽  
Job Attributes ◽  
Intrinsic Factors ◽  
Employee Job Satisfaction ◽  
Congruence Theory ◽  
Hygiene Theory ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.

scholarly journals Academic Staff Retention As A Human Resource Factor: University Perspective

2014 ◽  
Vol 13 (2) ◽  
pp. 295 ◽  
Author(s):  
Jacob M. Selesho ◽  
Idah Naile
Keyword(s):  
Job Satisfaction ◽  
Retention Rate ◽  
Academic Staff ◽  
Academic Support ◽  
Academic Profession ◽  
Staff Retention ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Career Growth ◽  
Rule Out

The shortage of academic staff and the failure of universities to retain quality academic staff continue to be crucial to the changing prospects and potentials of knowledge formation and learning. This paper intends to examine factors that influence the poor retention rate of academic staff at selected universities in South Africa. The survey involved 80 academic staff lecturing at the selected institutions. The sample was chosen in such a way that more than 35 percent of the selected academic staff have worked at higher education institutions for more than 10 years. Prior to conducting the study, a provisional literature review was performed on recent research regarding reasons for academic staff quitting the profession or changing universities. The study attracted responses from 80 academic staff and the survey discovers job satisfaction as the main factor keeping academic staff in their profession. However, job satisfaction was also linked with career growth and academic development. The study could not rule out the probabilities of working conditions as a factor influencing retention. While these intrinsic factors play an important role, there were also extrinsic factors, as construed from the findings. Respondents considered an academic profession to be a meager paying job, with little opportunity for growth. However, it can be argued that salary is a concern, even though academic staff considers that the academic profession has a superior reputation in society. Nonetheless, many academics believe that the profession has a heavy workload, making it difficult to meet promotion requirements and poor mentoring and capacity development, which would benefit from academic support, unambiguous promotion guidelines and clear, homogenous salary packages.

scholarly journals The Role of Work Motivation and Job Satisfaction in Creating Employee Performance (Study on Permanent Lecturers of STIE Indonesia Banking School)

2017 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Santi Rimadias ◽  
Ossi Ferli ◽  
Fajar Hertingkir
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Study ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Positive Effect

This research aims to determine the role of work motivation (intrinsic and extrinsic factors) and job satisfaction as an employee performance maker on STIE Indonesia Banking School permanent lecturers. The population in this study were all STIE Indonesia Banking School permanent lecturers in 2015. We conducted a survey and the respondents was taken from STIE Indonesia Banking School permanent lecturers for 31 respondents. We used questionnaire method to collect information from the respondents. Data were analyzed using Partial Least Square (PLS) with Smart PLS 3.0 software. The results showed that intrinsic factors and extrinsic factors has a positive effect on job satisfaction, furthermore intrinsic factors has a positive effect on employee performance. Whereas extrinsic factors and job satisfaction has no effect on employee performance.

scholarly journals Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction: Empirical Evidence from the Telecommunication Industry of Pakistan

2019 ◽  
Vol 8 (2) ◽  
pp. 85-128
Author(s):  
Seeham Yousaf
Keyword(s):  
Job Satisfaction ◽  
Employee Motivation ◽  
Telecommunication Industry ◽  
Work Behaviors ◽  
Business Managers ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Business Units ◽  
Two Factors ◽  
Relationship Of

Herzberg’s motivation theory is one of the most widely studied motivation theories. This theory isalsoknown as the two-factor ordual-factor theory. Thepremise ofFrederick Herzberg’s theory is that the concept of motivationis dividedintotwo aspects:hygiene and motivators.There is no denying of the fact that the theory of Herzberg of employee motivation is very pertinent in explaining the work behaviors of organizational employees. Nevertheless, this theory attracts substantial criticism from its critics who strongly contended that there is no need to revive the original theory as it lacks substantial influence in explaining employee motivation.Taking this notion forward, this study aims to testthe fundamental factors that are of six hygiene factors (extrinsic factors),and five motivators (intrinsic factors) that affectthejob satisfaction offront line employees(FLEs).In doing so, this study moves beyond the dichotomy of these two factors and examine the pertinence of underlying factors that can directly influence the employee job satisfaction. The FLEsare the faces that represent organizations,as they directly interact with the customers at their business units. The study analyzesthe data by applyinga structured equationmodel on a survey sample of 284employees,constituting of business managers and executives in both metropolitan and non-metropolitan areas in telecommunication industry of Pakistan.This research reveals positive and direct relationship of five of the underlying factors (money, relationship with peers, relationship with supervisors, work itself and recognition) with job satisfaction.

scholarly journals INFLUENCE COMPENSATION, CAREER DEVELOPMENT AND JOB SATISFACTION TO TURNOVER INTENTION

2020 ◽  
Vol 1 (4) ◽  
pp. 642-658
Author(s):  
Margo Yonathan Purba ◽  
Sangkala Ruslan
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Research Data

The purpose of this study aims to test and analyze the effect of compensation, career development and job satisfaction on employee turnover intentions at PT.  XYZ Research data is data collected from interviews, questionnaires and supporting data from PT.  XYZ for 3 consecutive years from 2016 to 2018. The sampling method used is the saturation sampling method. From a population of 156 people, the sample used was 113 people as well. The analytical method used in this study is multiple linear regression analysis. The results showed compensation, career development and job satisfaction together (simultaneously) significantly influence turnover intention. Partially shows that compensation has a negative and significant effect on turnover intention. Career development has a negative and significant effect on turnover intentions. Job satisfaction has a negative and significant effect on turnover intentions

Job Satisfaction among Newsworkers: The Influence of Professionalism, Perceptions of Organizational Structure, and Social Attributes

1995 ◽  
Vol 72 (3) ◽  
pp. 682-697 ◽  
Author(s):  
George Pollard
Keyword(s):  
Job Satisfaction ◽  
Social Responsibility ◽  
Organizational Structure ◽  
National Sample ◽  
Job Security ◽  
Meaning Of Work ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Ethical Performance ◽  
And Control

Organizations stress routinized activities that contribute to profitability. Professionalism stresses ethical performance that contributes to social responsibility. When the organization prevails, autonomy, authority, and control, the hallmarks of professionalism, weaken. This leads to a decrease in the intrinsic meaning of work and, ultimately, less job satisfaction. Using a stratified random national sample, these assumptions were explored among Canadian newsworkers. More professionalism, a less formal and smaller organization, media sector, and several social attributes lead to more job satisfaction. Newspaper workers were most satisfied due to a combination of intrinsic factors, such as autonomy, authority, and control of work, and extrinsic factors, such as job security and income.

scholarly journals The Effect of Balanced Life and Career Development on Job Satisfaction in Bank Maluku

2021 ◽  
Author(s):  
M Chairul Basrun Umanailo
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Linear Regression Analysis ◽  
Secondary Data ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance

This study aims to determine the effect of work balance and career development on job satisfaction at Bank Maluku Namlea and Namrole Branch. This research is an explanatory study because it seeks to explain the effect of work-life balance and career development on job satisfaction. Sources of data in this study are primary data and secondary data. The population in this study were all employees of Bank Maluku in Namlea and Namrole in Maluku Province, totaling 116 employees. The sampling technique used was the census technique. The choice of this technique is because the population is not too large so it is possible to be reached as a whole. This means that the number of samples in this study is the same as the total population of 116 employees of the Maluku Branch Bank in Namlea and Namrole, Maluku Province. Data collection techniques in this study were interviews and questionnaires. The data analysis technique in this study used multiple linear regression analysis. The results showed that work-life balance and career development either partially or simultaneously proved to have a positive and significant effect on the job satisfaction of employees of Bank Maluku, Namlea, and Namrole Branches. This can be proven by the regression coefficient which shows that if work-life balance or career development increases, this increase will be followed by an increase in job satisfaction of Bank Maluku employees, Namlea, and Namrole branches. Thus it can be said that the encouragement of improving work-life balance and career development will increase the level of job satisfaction of the employees of Bank Maluku, Namlea, and Namrole Branches.

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