scholarly journals Empirical Investigation into Compensation Preferences for Diversified Employees

2012 ◽  
Vol 2 (4) ◽  
pp. 118
Author(s):  
Ahmed Al- Asfour
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Organizational Performance ◽  
Extrinsic Motivation ◽  
Essential Role ◽  
Empirical Investigation ◽  
Kingdom Of Saudi Arabia ◽  
Employee Job Satisfaction ◽  
The Third ◽  
Intrinsic And Extrinsic Motivation

Motivational factors play an essential role with increasing employee job satisfaction. Satisfied employees in return can help improve organizational performance. Hence, it is the purpose of this paper to examine intrinsic and extrinsic motivation preferences between domestic and foreign employees working at a factory in the Kingdom of Saudi Arabia. Three hypotheses were developed and examined by the researcher. The first and second tests showed that foreign and domestic employees view both intrinsic and extrinsic motivation alike. The third hypothesis stated that the employees would prefer one motivation method, and indeed the t-test showed that employees rated extrinsic motivation more highly than intrinsic  Key words: Domestic & Foreign Employees Motivation, Intrinsic & Extrinsic Employees Motivation, Reward Systems

Occupational Stress and Job Satisfaction in Prosthodontists working in Kingdom of Saudi Arabia

2019 ◽  
Vol 12 (4) ◽  
pp. 904-911
Author(s):  
Nawaf Labban ◽  
Sulieman S. Al-Johany ◽  
Hanan Al-Otaibi ◽  
Sara Alfadda ◽  
Nouf Al-Shibani
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Occupational Stress ◽  
Kingdom Of Saudi Arabia

scholarly journals The long-term effects of modifiable and unmodifiable risk factors of stroke

2020 ◽  
Vol 7 (11) ◽  
pp. 4626
Author(s):  
Khaled M. Hassan ◽  
Asala M. Wafa ◽  
Manea S. Alosaimi ◽  
Kawthar A. Bokari ◽  
Mosab A. Alsobhi ◽  
...  
Keyword(s):  
Risk Factors ◽  
Saudi Arabia ◽  
Arabian Peninsula ◽  
Modifiable Risk Factors ◽  
Long Term Effects ◽  
Kingdom Of Saudi Arabia ◽  
Mortality And Morbidity ◽  
The Third ◽  
The World

Stroke is a major cerebrovascular disease causes high mortality and morbidity in people around the world. Stroke is the third leading cause of death and the leading cause of adult disability. The largest country in the middle East, the Kingdom of Saudi Arabia (KSA), has been occupying approximately four-fifths of the Arabian Peninsula supporting a population of more than 28 million. Stroke is getting to be a quickly expanding issue and is the leading cause of illness and deaths in Saudi Arabia. It is clear that researches and studies regarding the incidence, prevalence and their sociodemographic properties of stroke is still incomplete due to lack of present studies being conducted in these specified areas. This article aims to discuss the aspect of stroke in Saudi Arabia beside the effects of modifiable and the non-modifiable risk factors from the literature published. 

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

2017 ◽  
pp. 148-176 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Essential Role ◽  
Sustainable Competitive Advantage ◽  
Organizational Goals ◽  
The Relationship

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.

Influence of Occupational Factors on the Job Satisfaction Among Licensed Periodontist in Kingdom of Saudi Arabia: A Cross-Sectional Study

2020 ◽  
Vol 11 (1) ◽  
pp. 16-22
Author(s):  
Nouf Al-Shibani ◽  
Nawaf Labban ◽  
Fahad Ali Alshehri ◽  
Reem Al-Kattan ◽  
Hanan Al-Otaibi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Saudi Arabia ◽  
Cross Sectional Study ◽  
Working Environment ◽  
Sectional Study ◽  
Kingdom Of Saudi Arabia ◽  
Extrinsic Factors ◽  
Cross Sectional ◽  
Intrinsic And Extrinsic Factors

Aim: To evaluate the overall job satisfaction among periodontists, highlighting the significance of intrinsic and extrinsic factors and their satisfaction level with patients, facilities, and workplace when working in the Kingdom of Saudi Arabia. Materials and Methods: An interview-type questionnaire-based cross-sectional study was formulated and consisted of total 38 questions in 8 domains. Contact details of registered periodontists were taken and a weblink containing details of the questionnaire using the tool SurveyMonkey was sent to periodontist from the office of Saudi Dental Society. A single investigator was done to minimize bias evaluated with all the responses. Statistical Package for the Social Sciences software version 21 (SPSS Inc., Chicago, IL, USA) was used for tabulation of descriptive analysis. Standard deviation, percentages and means were calculated. Results: Out of the total 75 emails sent to the periodontists, 65 (86%) responses were received. 63 (96.9%) of the respondents were Saudi nationals, whereas the rest 2 (3.1%) were non‑Saudis. 40 (61.5%) respondents were males, whereas 25 (38.5%) were females. Majority of the respondents were dentists 43 (66.2%). 32.3% reported better professional growth as the main reason for choosing periodontal profession. However, a vast majority of the respondents, 56.9% stated that working as a periodontist was their first choice. 49.3% of the respondents affirmed that they were pleased with the working environment as it was conductive and professional. Approximately, 73.9% of the periodontist were of the view that they had good relations with their patients. Conclusion: Job satisfaction among periodontists working in the Kingdom of Saudi Arabia was adequate as majority of them displayed a positive attitude toward working environment, their profession, peers, and intrinsic and extrinsic factors related to periodontal profession. Clinical Significance: Job satisfaction plays a vital role in delivering standard quality health care. Dissatisfaction in job may lead to stress, anxiety, and/or depression leading to compromised health care facilities and patient satisfaction.

Intrinsic and extrinsic motivation, organizational context, employee contentment, job satisfaction, performance and intention to stay

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ismatilla Mardanov
Keyword(s):  
Job Satisfaction ◽  
Latent Variables ◽  
Latent Variable ◽  
Extrinsic Motivation ◽  
Organizational Context ◽  
Critical Factor ◽  
Short Version ◽  
Intention To Stay ◽  
Content Type ◽  
Intrinsic And Extrinsic Motivation

PurposeThe purpose of the present study is to examine the determinants of employee contentment and its effects on job satisfaction, separation and performance; define employee contentment as employee happiness/enjoyment at work triggered by employee intrinsic and extrinsic motivation and organizational context; and consider employee contentment as the critical factor affecting job satisfaction.Design/methodology/approachThe study utilizes survey data from 272 employees of Taiwanese construction companies and consulting firms in the construction industry. In confirmatory factor analysis, the items are from the short version of the Minnesota Satisfaction Questionnaire (MSQ) and a newly developed organizational context questionnaire.FindingsThe MSQ items can be considered as perceived motivators of employees. These motivators and organizational characteristics (context) as manifest variables were loaded on distinct latent variables such as extrinsic and intrinsic motivation and organizational context, all of which in turn loaded on a single latent variable – employee contentment. The latter has a positive and statistically significant impact on job satisfaction, performance and intention to stay. While employee contentment has a stronger impact on performance, job satisfaction has a stronger impact on the intention to stay.Originality/valueThe present study utilizes the MSQ satisfaction themes as intrinsic and extrinsic motivators: employees' perceived feelings before the actual work process starts (intrinsic) and work outcomes occur (extrinsic). It examines employee contentment through these perceived feelings and organizational context, providing important research and practice implications.

Internal marketing, employee job satisfaction, and perceived organizational performance in microfinance institutions

2016 ◽  
Vol 34 (5) ◽  
pp. 773-796 ◽  
Author(s):  
Eddy Balemba Kanyurhi ◽  
Déogratias Bugandwa Mungu Akonkwa
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Significant Relationship ◽  
Employee Satisfaction ◽  
Internal Marketing ◽  
Structural Equations ◽  
Microfinance Institutions ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Qualitative Survey

Purpose – The purpose of this paper is threefold: first, testing the relationships between internal marketing and employee satisfaction; second, investigating the links between employee satisfaction and perceived organizational performance; and finally, testing the relationship between internal marketing and perceived organizational performance. Design/methodology/approach – Data were collected from 419 employees working in 53 microfinance institutions (MFIs) in Kivu (DR Congo). Data processing was performed using structural equations modeling through LISREL 9.1. Findings – The results revealed that there is a positive and significant relationship between internal marketing and employee satisfaction. The results also revealed that there is a positive and significant relationship between internal marketing and perceived organizational performance. However, no significant relationship between employee satisfaction and perceived organizational performance was identified. Research limitations/implications – There is a need to conduct a large qualitative survey aiming to understand why MFIs apply internal marketing and marketing practices in general. The results from such a study would serve to prepare a global quantitative study, which integrates in the same model internal marketing, external market orientation, employee job satisfaction (EJS), and organizational performance. Practical implications – Results invite MFIs managers to change their mind and focus more on their employees. In fact, employees generate the most cost in general but they can also contribute to sustain growth and profitability. This is possible if they are better rewarded for their efforts. Originality/value – This study links internal marketing, EJS and perceived performance in a sector and country which have been less or not studied in the marketing sector.

Leader personality traits and employee job satisfaction in the media sector, Kenya

2017 ◽  
Vol 29 (1) ◽  
pp. 133-146 ◽  
Author(s):  
Mary Agnes Wambui Kiarie ◽  
Loice C. Maru ◽  
Thomas Kimeli Cheruiyot
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Performance ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Business Environment ◽  
Emotional Stability ◽  
Content Type ◽  
Employee Job Satisfaction

Purpose The purpose of this paper is to determine the effect of leader personality traits on employee job satisfaction. A leader personality trait on employee job satisfaction remains a cause of concern in the contemporary business environment. Design/methodology/approach The study employed an explanatory research design to establish the cause-effects between leader personality traits and employee job satisfaction. Path goal theory and Big Five-factor model of personality traits underpinned the study. Questionnaire was used to obtain data pertaining to the model’s constructs. A multiple regression equation model tested the hypotheses. Findings The study showed that leader extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness have significant effects on employee job satisfaction. The study thus concluded that leaders who portray extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness enhance employee job satisfaction. Research limitations/implications This study was only limited to leader personality traits and employee job satisfaction; as such further research area could be undertaken in leader personality traits and organizational adaptation to change. Practical implications Leaders need to communicate to employees effectively, listen to their input and feedback, mentoring and empowering them, be innovative and creative, embracing the determination of standards for task performance and be empathetic. Social implications As organizations are exposed to changes, not only to prosper but also to survive in the current dynamic changing environment, leaders must be cognizant of the fact that employee job satisfaction is the bedrock of sustainable organizational performance. Originality/value The paper enhances on how leader personality traits (Big Five-factor model of personality traits) affects employee job satisfaction and performance in organizations.

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