scholarly journals Influence of engagement, work-environment, motivation, organizational learning, and supportive culture on job satisfaction.

2020 ◽  
Vol 10 (4) ◽  
pp. 186
Author(s):  
Muhammad Majid ◽  
Mohamad Faizal Ramli ◽  
Basri Badyalina ◽  
Azreen Roslan ◽  
Azreen Jihanx Azreen Jihan Che Mohd Hashim
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Learning ◽  
Work Environment ◽  
Education Sector ◽  
Future Research ◽  
Significant Relationships ◽  
The Social ◽  
Supportive Culture ◽  
Asian Context

This paper intends to investigate the role of engagement, motivation, work environment, supportive culture, and organizational learning on job satisfaction. Responses were collected from 169 employees in Malaysian higher education sector. Further, the data obtained were analysed by using Statistical Package for the Social Sciences (SPSS). The results indicated that there are positive and significant relationships between engagement, supportive culture, motivation, and work environment on job satisfaction among employees of Malaysian higher education sector. However, organizational learning is not a significant towards job satisfaction. In future research, employees from private universities and public universities can be studied as comparison. By conducting these comparisons, it will help in creating plans to narrow down the gaps between these two sectors. In addition, the results will help to enhance the rising literature on job satisfaction from Asian context as this study was based on Malaysian samples. Data from employees working in different higher education institutions was utilized for this study to ensure the unbiased responses. Therefore, this study contributes to the literature concerning job satisfaction among employees, and the results of this study provide significant evidence on the influence of engagement, motivation, work-environment, organizational learning and supportive culture on job satisfaction in Malaysian higher education sector.Keywords: Malaysia, Engagement, Motivation, Work Environment, Organizational Learning, Supportive Culture, Job Satisfaction, Higher Education

scholarly journals Determinants of Job Satisfaction in Higher Education Sector: Empirical Insights from Malaysia

2016 ◽  
Vol 6 (1) ◽  
pp. 129 ◽  
Author(s):  
Jalal Hanaysha
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Learning ◽  
Work Environment ◽  
Employee Engagement ◽  
Employee Motivation ◽  
Education Sector ◽  
Significant Positive Effect ◽  
The Impact ◽  
Positive Effect

Job satisfaction is one of the most important topics in the field of management and it has received a noteworthy attention from both scholars as well as business practitioners. This is because employee job satisfaction is the main predictor of organizational success and long term performance. This paper examines the impact of four factors namely employee engagement, employee motivation, work environment, and organizational learning on job satisfaction in higher education sector. The data were collected using a survey instrument from 242 employees of public universities in northern area of Malaysia. The collected data was analysed using SPSS and structural equation modelling. Overall, the findings indicated that employee engagement has significant positive effect on job satisfaction. It was also found that employee motivation has significant positive effect on job satisfaction. Moreover, this study revealed that work environment and organizational learning have significant positive effects on job satisfaction. These results provide useful insights for the management in higher educational institutions and suggest that the selected human resource factors are very important for improving job satisfaction.

scholarly journals Work Environment and Organizational Learning as Key Drivers of Employee Productivity: Evidence from Higher Education Sector

2016 ◽  
Vol 6 (2) ◽  
pp. 1
Author(s):  
Jalal Hanaysha
Keyword(s):  
Higher Education ◽  
Organizational Learning ◽  
Work Environment ◽  
Structural Equation ◽  
Organizational Outcomes ◽  
Education Sector ◽  
Employee Productivity ◽  
Significant Positive Effect ◽  
Policy Makers ◽  
Positive Effect

Improving employee productivity is one of the main objectives for any organization. This is because high employee productivity can lead to positive organizational outcomes. This study aims to examine the effects of work environment and organizational learning on employee productivity in higher education sector. The data was collected using a survey instrument from 242 employees at public universities in northern Malaysia. The collected data was then coded and analysed using SPSS and structural equation modelling (AMOS). The findings indicated that work environment had significant positive effect on employee productivity. The findings also indicated that organizational learning had significant positive effect on employee productivity. These results provide beneficial suggestions for policy makers to formulate the relevant strategies in terms of work environment and organizational learning for the purpose of improving the productivity of employees to achieve competitive advantages and favourable organizational outcomes.

scholarly journals The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

2011 ◽  
Vol 25 (6) ◽  
Author(s):  
Raduan Che Rose ◽  
Naresh Kumar ◽  
Ong Gua Pak
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Literature Review ◽  
Public Service ◽  
Work Performance ◽  
Future Research ◽  
Font Size ◽  
The Relationship ◽  
Service Managers

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.</span></span></p>

scholarly journals Bringing the doctoral thesis by published papers to the Social Sciences and the Humanities: a quantitative easing?

2019 ◽  
Author(s):  
John Rigby ◽  
Barbara Jones
Keyword(s):  
Social Sciences ◽  
Higher Education ◽  
Doctoral Degree ◽  
Education Sector ◽  
Academic Field ◽  
Doctoral Thesis ◽  
Social Sciences And Humanities ◽  
Scientific Disciplines ◽  
The Social ◽  
The Uk

This paper reflects on alternatives to the traditional form of doctoral thesis which are emerging to reflect a new approach to the valuation and designation of scientific outputs. We examine the changes and consider some implications. We suggest that the adoption of co-citation as underpinning principle for the measurement of knowledge structures has led to re-designation of the value of knowledge and knowledge producers in increasingly quantitative terms. We use notions of ‘institution’ and ‘logic’ to better understand such a change and its implications. Under a new logic that is gradually embedding itself across the higher education sector, the ‘constitutive rules’ concerned with the value of research now prioritize quantification, and tangibility of output, and quality is increasingly equated with citation. Whilst the scientific disciplines have traditionally been closer to this model, albeit with significant national variations, subjects within the Social Sciences and Humanities are now being affected. We present evidence from a small study of the UK higher education sector of university regulation of doctoral degree submission format in two disciplines in the Humanities and Social Sciences (History and Sociology). Our evidence shows the recent and gradual adoption of a practice, previously more common in scientific disciplines, that allows the doctoral thesis to be constituted by a series of publishable papers, known by a variety of names, the most common being ‘Thesis by Published Papers’, ‘Journal Format Thesis’, ‘Alternative Format Thesis’, and ‘Integrated Thesis’. As the thesis of the Social Sciences and Humanities – itself an important institution in the academic field - begins to reflect a greater emphasis upon quantity of knowledge outputs, a tension emerges with the most central of all scientific institutions, the peer-reviewed journal paper.

Navigating the Terrain of Diversity

2016 ◽  
pp. 248-268
Author(s):  
Moses Rumano ◽  
Rhoda Sommers
Keyword(s):  
Higher Education ◽  
Work Environment ◽  
Professional Growth ◽  
Strong Support ◽  
Religious Institutions ◽  
Institutions Of Higher Education ◽  
The Social ◽  
Diverse Backgrounds ◽  
The Voice ◽  
Academic Lives

In this chapter the authors suggest that religious institutions are strategically and morally positioned to advocate for the inclusion of faculty from diverse backgrounds who will become the voice of the voiceless and the ambassadors for many historically oppressed and underrepresented groups in higher education. The successful integration of faculty from diverse backgrounds at predominantly European American religious institutions of higher education brings the much needed transformation into the social, spiritual, and academic lives of students. Through the lived experiences of six faculty members from diverse backgrounds serving at a variety of religious institutions, the authors discuss ways religious institutions of higher education can advocate for faculty from diverse backgrounds by adopting distinctive policies and beliefs, creating a strong support base through mentorship, and providing opportunities for professional growth to create a welcoming work environment.

scholarly journals Ethical climate and nurse competence – newly graduated nurses' perceptions

2014 ◽  
Vol 22 (8) ◽  
pp. 845-859 ◽  
Author(s):  
Olivia Numminen ◽  
Helena Leino-Kilpi ◽  
Hannu Isoaho ◽  
Riitta Meretoja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Turnover Intentions ◽  
Professional Competence ◽  
Future Research ◽  
Related Factors ◽  
Ethical Climates ◽  
Newly Graduated Nurses

Background: Nursing practice takes place in a social framework, in which environmental elements and interpersonal relations interact. Ethical climate of the work unit is an important element affecting nurses’ professional and ethical practice. Nevertheless, whatever the environmental circumstances, nurses are expected to be professionally competent providing high-quality care ethically and clinically. Aim: This study examined newly graduated nurses’ perception of the ethical climate of their work environment and its association with their self-assessed professional competence, turnover intentions and job satisfaction. Method: Descriptive, cross-sectional, correlational research design was applied. Participants consisted of 318 newly graduated nurses. Data were collected electronically and analysed statistically. Ethical considerations: Ethical approval and permissions to use instruments and conduct the study were obtained according to required procedures. Data were rendered anonymous to protect participant confidentiality. Completing the questionnaire was interpreted as consent to participate. Findings: Nurses’ overall perception of the ethical climate was positive. More positive perceptions related to peers, patients and physicians, and less positive to hospitals and managers. Strong associations were found between perceived ethical climate and self-assessed competence, turnover intentions in terms of changing job, and job satisfaction in terms of quality of care. Nurses at a higher competence level with positive views of job satisfaction and low turnover intentions perceived the climate significantly more positively. Conclusion: Nursing management responsible for and having the power to implement changes should understand their contribution in ethical leadership, as well as the multidimensional nature of nurses’ work environment and the interaction between work-related factors in planning developmental measures. Future research should focus on issues in nurse managers’ ethical leadership in creating ethical work environments. There is also a need for knowledge of newly graduated nurses’ views of factors which act as enhancers or barriers to positive ethical climates to develop. Interventions, continuing education courses, and discussions designed to promote positive ethical climates should be developed for managers, nurses, and multi-professional teams.

Empirical investigation of moderating and mediating variables in between transformational leadership and related outcomes

2016 ◽  
Vol 30 (6) ◽  
pp. 1123-1149 ◽  
Author(s):  
Jeevan Jyoti ◽  
Sonia Bhau
Keyword(s):  
Higher Education ◽  
Transformational Leadership ◽  
Structural Equation ◽  
Group Analysis ◽  
Education Sector ◽  
Future Research ◽  
Cross Sectional ◽  
Business World ◽  
Economic Implications ◽  
Content Type

Purpose – The purpose of this paper is to evaluate the multi-layer effect of transformational leadership (TL) on employee-related outcomes, i.e. relational identification (RI) and satisfaction with leader (SWL). Further, role of leader member exchange (LMX) and the association period in between TL and RI as well as SWL shall also be examined. So, the present paper attempts to evaluate the moderated-mediated effect of TL on RI and SWL. Design/methodology/approach – The model has been tested in the higher education sector. Information regarding TL, LMX, SWL and RI has been procured from teachers. The data have been duly validated with the help of confirmatory factor analysis. Reliability has been assessed through Cronbach’s α and composite reliability. Structural equation modelling has been used for testing the hypotheses. Moderation has been checked through multi-group analysis. Findings – The results indicate that association period moderates the TL and LMX relationship. LMX mediates the TL and RI and SWL relationship. Finally, moderated- mediated impact of TL on RI and SWL have been found. Managerial, practical, social, economic implications and scope for future research have also been discussed. Research limitations/implications – This study represents a cross-sectional investigations as responses were gathered from respondents at a particular point of time. Moreover, the study is confined to government degree colleges operating in Jammu district only. In future longitudinal study can be conducted. Comparative study between private and public colleges can be undertaken in future. Practical implications – Leaders should focus on creating positive environment, where personal work goals of the subordinates are linked with organisational goals, with the help of role-person integration. Leaders should make their decisions more transparent by exhibiting consistency in their logic and reasoning. Remaining impartial in decision making will help leaders to instil trust and respect in the minds of subordinates. Trust among the followers can be increased through commitments and achievement of goals. Leaders should create more enthusiasm and optimism amongst the employees. Social implications – Leaders in education institutes should create social and emotional learning environment in the colleges. This can be done by arranging informal meetings, some kinds of fares, painting competitions and festive celebrations at collaborative level. This strategic action will help to provide an opportunity to all employees’ to come forward in an informal friendly environment, which will help to reduce stress, anxiety, and depression; and improve the quality of relationship and ultimately enhance satisfaction among followers’ with respect to their leaders. The followers work for the achievement of departmental as well as the organisational goals in collaboration with their leaders. Originality/value – The paper has evaluated the moderation of association period between TL and LMX relationship in higher education sector which has not been explored earlier in leadership studies. Many studies have evaluated the direct impact but moderated-mediated impact of TL on RI and SWL has not been evaluated earlier, which will contribute equally to academic as well as business world.

Influence of organizational culture and leadership style on employee satisfaction, commitment and motivation in the educational sector in Qatar

2017 ◽  
Vol 12 (2) ◽  
pp. 163-188 ◽  
Author(s):  
Maryam Al-Sada ◽  
Bader Al-Esmael ◽  
Mohd. Nishat Faisal
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Education Sector ◽  
Content Type ◽  
Supportive Culture

Purpose The purpose of this paper is to explore the influence of organizational culture and leadership style on employees’ job satisfaction, organizational commitment and work motivation in the educational sector in the state of Qatar. Design/methodology/approach The study was conducted using a questionnaire with a sample size of 364 employees in the educational sector in Qatar. Data were analyzed using factor analysis, Pearson correlation and multiple linear regression, were employed to examine the relationships between the variables under investigation. Findings Significant positive relationships were observed between supportive culture and job satisfaction; supportive culture and organizational commitment; participative-supportive leadership and job satisfaction; directive leadership and job satisfaction; job satisfaction and work motivation; job satisfaction and organizational commitment. Practical implications This paper would help managers and policy-makers in the education sector to develop a better understanding of organizational culture and leadership styles and their influence on employee satisfaction, commitment and motivation. Originality/value The education sector is experiencing a fast growth in Qatar due to significant outlays by the government. This study is among the first in the country to understand the variables affecting employees’ performance in education sector.

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