scholarly journals A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

2014 ◽  
Vol 4 (3) ◽  
pp. 19 ◽  
Author(s):  
Atif Rafique ◽  
Muhammad Sadam Bin Tayyab ◽  
Muhammad Kamran ◽  
Nawab M. Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Transfer ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Training Effectiveness ◽  
Significant Positive Relationship ◽  
The Public ◽  
Level Of Significance

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment. 

scholarly journals IMPACT OF LEADERSHIP STYLES ON PSYCHOLOGICAL DISTRESS AND JOB SATISFACTION AMONG EMPLOYEES IN SABAH

2018 ◽  
Author(s):  
AISHAH TAMBY OMAR ◽  
UNGKU NORULKAMAR UNGKU AHMAD
Keyword(s):  
Job Satisfaction ◽  
Psychological Distress ◽  
Public Sector ◽  
Leadership Styles ◽  
Positive Relationship ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Toxic Leadership ◽  
The Public ◽  
Public Sector Leadership

This research was aimed at determining the effects of toxic leadership on psychological distress and job satisfaction. Data were collected from among 200 employees who are working in the public sector in Kota Kinabalu, Sabah. The empirical results through Pearson Correlation found employees’ psychological distress indicating a positive relationship with toxic leadership. Meanwhile it was found that there is negative relationship between toxic leadership and job satisfaction. This study provides a strong evidence that could help the top management and individuals in the public sector to find strategies to prevent a growth of toxic leadership. Keywords: Toxic leadership, psychological distress, job satisfaction, public sector, leadership.

The effect of pay for performance on work attitudes in the private, public, and nonprofit sectors: A panel study from South Korea

2021 ◽  
pp. 002085232110273
Author(s):  
Kwang Bin Bae
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Extrinsic Motivation ◽  
Pay For Performance ◽  
Nonprofit Sector ◽  
Panel Study ◽  
Negative Relationship ◽  
Employee Motivation ◽  
The Public

The purpose of this study is to examine the differing effects of pay for performance on organizational commitment and job satisfaction in the public, private, and nonprofit sectors. Using data from the Korean Labor and Income Panel Study, this research found that pay for performance has a positive relationship with job satisfaction and organizational commitment in the private sector, a negative relationship with job satisfaction in the public sector, and a negative relationship with organizational commitment in the nonprofit sector. Points for practitioners When organizations in the public and nonprofit sectors begin adopting policies to increase extrinsic motivation, managers and scholars should carefully consider the negative effects of monetary incentives on job satisfaction and organizational commitment. The public sector emphasizes public values and public interests, which explains the significant effect of pay for performance on job satisfaction; meanwhile, the fact that the nonprofit sector focuses on organizational missions and goals, stakeholders, and employee motivation explains the positive effect of pay for performance on organizational commitment.

The relationship between organizational commitment, knowledge transfer and knowledge management maturity

2019 ◽  
Vol 23 (3) ◽  
pp. 489-507 ◽  
Author(s):  
Juliano Martins Ramalho Marques ◽  
Jefferson Lopes La Falce ◽  
Fernanda Machado Fonseca Ramalho Marques ◽  
Cristiana Fernandes De Muylder ◽  
Jersone Tasso Moreira Silva
Keyword(s):  
Developing Countries ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Transfer ◽  
Structural Equations ◽  
Content Type ◽  
The Public ◽  
The Individual ◽  
The Relationship

PurposeThis paper aims to analyse the relationship between the organizational commitment, the knowledge transfer and the knowledge management maturity at a Brazilian public university. As indicated in the literature, the organizational commitment and the influence on knowledge management in the public sector, especially in developing countries, configures an important gap to be filled (Razzaq et al., 2018).Design/methodology/approachThe research has a descriptive and quantitative nature, and to run the analysis, an exploratory factorial analysis was conducted and after that a structural equations modelling was carried out.FindingsThe results indicated a significant relationship between the organizational commitment to the knowledge transfer and, consequently, to the knowledge management maturity.Originality/valueIn the first place, the model including all dimensions of commitment: affective, calculative and normative with knowledge transfer and knowledge maturity was not tested before. Second, data on the public sector in developing countries are still rare and studies in this field encouraged (Razzaq et al., 2018). In this case, the present study contributes in this field, specifically in the education sector. Finally, understanding the individual commitment profile helps to understand the extent to which that person contributes both to the knowledge transfer, and therefore, in the same analogy, to the knowledge management maturity level.

scholarly journals Relationship between Job Satisfaction, Pay, Affective Commitment and Turnover Intention among Registered Nurses in Nigeria

2022 ◽  
Vol 14 (2) ◽  
pp. 37
Author(s):  
Benjamin Akinyemi ◽  
Babu George ◽  
Alice Ogundele
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Public Hospitals ◽  
Health Human Resource ◽  
Significant Positive Relationship ◽  
Ondo State

This study aims to examine the relationship between job satisfaction, pay, affective commitment, and turnover intentions of public hospitals-based Registered Nurses in Ondo State, Nigeria. Using the quantitative, cross-sectional survey design, data from 220 Registered Nurses were analysed. Results indicate that pay and job satisfaction have significant positive relationship with nurses’ affective commitment; pay has significant positive relationship with their job satisfaction but pay, job satisfaction and affective commitment have negative relationship with turnover intentions. Job satisfaction is of critical importance in gaining nurses’ affective commitment and enhancing retention. Pay is often considered as a hygiene factor in theories of motivation – meaning, even though pay decreases might cause dissatisfaction, pay increases would not increase satisfaction. This does not appear to be the case in Nigeria. These findings have implications for health human resource management in general and the management of nursing staff in the public hospitals of Ondo State, Nigeria in particular.

scholarly journals A Better Understanding of Relationship between Job Satisfaction and Affective Organizational Commitment

2019 ◽  
Vol 8 (2S10) ◽  
pp. 293-296
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Positive Impact ◽  
Affective Organizational Commitment ◽  
The Public ◽  
Equation Modelling ◽  
Proposed Model

The public sector in UAE is the focus of this paper. Applying the concept of job satisfaction to examine its effect on employees’ affective organizational commitment. The data was collected from 452 officers from 7 sectors in the ministry of interior in UAE and analysed using structural equation modelling via SmartPLS 3.0. The result showed that job satisfaction has a positive impact on affective organizational commitment. The proposed model explained 11.4% of the variance in employees’ affective organizational commitment.

scholarly journals Transformational Leadership, Job Satisfaction and Organizational Commitment

2021 ◽  
Vol 58 (1) ◽  
pp. 5254-5259
Author(s):  
Haji Mustaqim, Sabri, Sumardin
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Positive Relationship ◽  
Research Data ◽  
Coefficient Of Determination ◽  
Research Subjects ◽  
Significant Positive Relationship ◽  
The Relationship ◽  
Effective Contribution

This study aims to examine the relationship between transformational leadership and job satisfaction with organizational commitment. The research subjects were 30 employees of the faculty of economics. The research data were obtained using a scale of organizational commitment, a scale of transformational leadership, and a scale of job satisfaction. Based on the results of data analysis with multiple regression, it is known that the value of F regression = 24.063 with p = 0.000 (p <0.001) which indicates that there is a very significant positive relationship between transformational leadership and job satisfaction with organizational commitment. Thus, the hypothesis "There is a relationship between transformational leadership and job satisfaction with organizational commitment" is accepted. The coefficient of determination (R square) is 0.641 which means the effective contribution of both predictors of transformational leadership and job satisfaction to the organizational commitment criterion is 64.1% while the remaining 35.9% is influenced by other variables that are not included in this research.

scholarly journals Examining the relationship between job satisfaction and organizational commitment: A research on public sector healthcare professionals during the pandemic period

2020 ◽  
Vol 17 (4) ◽  
pp. 1204-1221
Author(s):  
Sinan Gürcüoğlu ◽  
Makbule Hürmet Çetinel ◽  
Alper Karagöz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Significant Relationship ◽  
Health Workers ◽  
Negative Relationship ◽  
Normative Commitment ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
The Relationship

The aim of this study is to determine the relationship between the job satisfaction levels of public sector health workers and their organizational commitment. The research was conducted with the participation of health sector employees. Job Satisfaction Scale and Organizational Commitment Scale were used. In the study, job satisfaction and organizational commitment levels were also investigated in terms of demographic variables. The obtained data were analyzed by statistical methods.  Descriptive Statistics, ANOVA, t test, correlation and regression analysis were used. According to the findings; there is a negative relationship between emotional continuance and external satisfaction. There is positive correlation between continuance commitment internal satisfactions, and negatively significant relationship between continuance commitment and external satisfaction. In addition, a significant negative correlation was founded between normative commitment and internal satisfaction, positive significant relationship between normative commitment and external satisfaction. It was determined that continuance commitment and normative commitment variables had a significant effect on the internal job satisfaction of helthcare personnel, while emotional commitment, continuance commitment and normative commitment variables had a significant effect on external job satisfaction. It was found that demographic factors are also effective on job satisfaction and organizational commitment. ​Extended English summary is in the end of Full Text PDF (TURKISH) file.   Özet Bu çalışma ile kamu sektörü sağlık çalışanlarının iş tatmin düzeyleri ile örgütsel bağlılık düzeyleri arasındaki ilişkinin belirlenmesi amaçlanmıştır. Araştırma sağlık sektörü çalışanlarının katılımı ile gerçekleştirilmiştir. İş tatmini ölçeği ve örgütsel bağlılık ölçeği kullanılmıştır. Çalışmada ayrıca iş tatmini ve örgütsel bağlılık düzeyleri demografik değişkenler açısından da araştırılmıştır. Elde edilen veriler istatistiki yöntemler ile analize edilmiştir. Tanımlayıcı İstatistikler, ANOVA, t testi, korelasyon ve regresyon analizi kullanılmıştır.   Araştırma sonucunda elde edilen bulgulara göre; duygusal bağlılık ile dışsal tatmin arasında negatif yönlü bir ilişki vardır. Devam bağlılığı ile içsel tatmin arasında pozitif yönlü, devam bağlılığı ile dışsal tatmin arasında negatif yönlü anlamlı bir ilişki bulunmaktadır. Ayrıca normatif bağlılık ile içsel tatmin arasında negatif yönlü anlamlı bir ilişki ve normatif bağlılık ile dışsal tatmin arasında pozitif yönlü anlamlı bir ilişki bulgulanmıştır. Sağlık personellerinin içsel iş tatminlerine devam bağlılığı ve normative bağlılık değişkenlerinin anlamlı birer etkisi olduğu, dışsal iş tatminlerine duygusal bağlılık, devam bağlılığı ve normatif bağlılık değişkenlerinin anlamlı birer etkisi olduğu tespit edilmiştir. Demografik faktörlerin de iş tatmini ve örgütsel bağlılık üzerinde etkili olduğu bulgulanmıştır.

scholarly journals Kepemimpinan Transformasional, Kepuasan Kerja dan Komitmen Organisasi

2015 ◽  
Vol 4 (03) ◽  
Author(s):  
Susilo Susiawan ◽  
Abdul Muhid
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Multiple Regression ◽  
Positive Relationship ◽  
Satisfaction Scale ◽  
Significant Positive Relationship ◽  
The Relationship

This study aims to examine the relationship between transformationalleadership and job satisfaction and organizational commitment. Subjects wereemployees of the production division of PT. Barata Indonesia (Persero) Gresiktotaling 30 people. Data were obtained using a scale of organizational commitment,scale transformational leadership and job satisfaction scale. Based on the analysis ofdata by multiple regression unknown regression F value = 24.063, p = 0.000 (p<0.001), which indicates that there is a very significant positive relationship betweentransformational leadership and job satisfaction and organizational commitment.Thus, the hypothesis "There is a relationship between transformational leadershipand job satisfaction and organizational commitment" is acceptable. The coefficient ofdetermination (R square) amounted to 0,641, which means the effective contributionof the two predictors of transformational leadership and job satisfaction onorganizational commitment criterion amounted to 64.1%. While the remaining 35.9%influenced by other variables not included in this studyKeywords : transformational leadership, job satisfaction, organizational commitment

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