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 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 THE EFFECT OF ORGANISATIONAL CLIMATE ON THE AFFECTIVE COMMITMENT AND JOB SATISFACTION

2020 ◽  
Vol 8 (3) ◽  
pp. 3302-3327
Author(s):  
Süreyya ŞENER ◽  
Erdinç BALLI
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Organisational Structure ◽  
Regression Analyses ◽  
Organisational Commitment ◽  
Multilinear Regression ◽  
Significant Positive Relationship ◽  
Organisational Climate

Organisational climate is expressed as the atmosphere/mood perceived indirectly or directly by the employees of the organisation. Organisational climate may be useful on several organisational variables, especially the behaviours and attitudes of the employees within the organisation. In this study, the organisational climate's effect on affective commitment and job satisfaction was investigated. The data were collected with a survey applied to 362 employees who were working in 4 or 5-star hotel enterprises in Adana and Mersin. Consequently, it was discovered that there is a significant positive relationship between the organisational climate, affective commitment (r=0,661; p<0.001)  and job satisfaction (r=0,766; p<0.001) of the employees, and that the organisational climate affects the organisational commitment (R2=0,455) and job satisfaction (R2=0,596)  levels of the employees in a positive way. Moreover, as a result of the multilinear regression analyses, the dimensions of organisational structure, rewarding, work environment and support, which are among the sub-dimensions of the organisational climate, were seen to play a role in the affective commitment and job satisfaction of the employees.                 

scholarly journals The Influence of Organizational Factors on Registered Nurses’ Work Attitudes in Nigeria

2022 ◽  
Vol 14 (1) ◽  
pp. 21
Author(s):  
Benjamin Akinyemi ◽  
Alice I. Ogundele ◽  
Samuel Olutuase ◽  
Babu George
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Organizational Factors ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Ondo State

This study examined the influence of competence development, work-life balance, perceived organizational support and organization&rsquo;s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria&rsquo;s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson&rsquo;s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses&rsquo; job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization&rsquo;s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses&rsquo; turnover intention. This study identified the importance of organizational factors in promoting nurses&rsquo; job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses&#39; job satisfaction, affective commitment and turnover intention.&nbsp;

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Organization-Based Self-Esteem Affects Employees' Exchange Relationship Perceptions and Extrarole Behavior

2016 ◽  
Vol 44 (3) ◽  
pp. 509-517 ◽  
Author(s):  
Yanhan Zhu
Keyword(s):  
Social Exchange ◽  
Positive Relationship ◽  
Mainland China ◽  
Negative Relationship ◽  
Self Esteem ◽  
Moderating Effect ◽  
Exchange Relationship ◽  
Significant Positive Relationship ◽  
Significant Negative Relationship ◽  
Practical Implications

The 2 types of exchange relationship perceptions—social exchange relationship perceptions (SERPs) and economic exchange relationship perceptions (EERPs)—constitute the primary concept for understanding individual behavior in the workplace. Using a sample of 581 employees from Mainland China, I explored the effects of SERPs and EERPs on employee extrarole behavior (ERB), as well as the moderating effect of organization-based self-esteem (OBSE) on the relationships between SERPs and ERB, and between EERPs and ERB. The results revealed a significant positive relationship between SERPs and ERB, a significant negative relationship between EERPs and ERB, and a significant moderating effect for OBSE. Theoretical and practical implications of these findings are discussed.

scholarly journals Employees Perception of Training and Its Relationship with Organizational Commitment among the Employees Working at Saudi Industrial Development Fund

2017 ◽  
Vol 8 (2) ◽  
pp. 25 ◽  
Author(s):  
Mohammed S. Alamri ◽  
Thamir I. Al-Duhaim
Keyword(s):  
Organizational Commitment ◽  
Industrial Development ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Simple Random Sample ◽  
Normative Commitment ◽  
Development Fund ◽  
Perceived Supervisor Support ◽  
Perceived Availability

The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are:• There is a positive relationship between five training-related variables and affective commitment.• There is a positive relationship between two training-related variables (the perceived availability of training and perceived supervisor support for training) and two commitment-related variables (continuance and normative commitment).• There is a negative relationship between perceived co-worker support for training and two commitment-related variables (continuance and normative commitment).• There is no relationship between two training-related variables (the perceived benefits of training and motivation to learn) and two commitment-related variables (continuance and normative commitment).

The Macroeconomic Determinants and FDI: Evidence from 14 International Alliances

2021 ◽  
Vol 9 (2) ◽  
pp. 69-82
Author(s):  
Sujan Chandra Paul ◽  
Md Harun Or Rosid ◽  
Mohammad Rakibul Islam ◽  
Refat Ferdous
Keyword(s):  
Unemployment Rate ◽  
Positive Relationship ◽  
Robust Regression ◽  
Negative Relationship ◽  
African Union ◽  
G7 Countries ◽  
Significant Positive Relationship ◽  
Brics Countries ◽  
Arab League ◽  
Asean Countries

This study investigates the relationship between Foreign Direct Investment (FDI) and some macroeconomic variables such as Gross Domestic Product (GDP), Gross Capital Formation (GCF), Agriculture, Forestry, and Fishing (AFF), Industry, Import, Export, Inflation and Unemployment rate. Panel Data of 14 regional alliances countries from 1990-2018 were collected from The World Bank website. Robust regression models are used in this study. This research found that GDP had significant positive relationship with FDI in all regions except Arab League, EU and G7 countries. GCF had significant positive relationship with FDI in Arab League, BRI, GATT, NAFTA countries & negative relationship in APEC, G7 countries. AFF had significant positive relationship with FDI in BRICS, GATT countries & negative relationship in African Union, ASEAN, BIMSTEC, BRI, BRICS, SAFTA countries. Industry had significant positive relationship with FDI in African Union, BRI, NAFTA, OECD countries and negative relationship in BRICS, G7, G20 countries. Import had significant positive relationship with FDI in African Union, APEC, Arab League, ASIAN, BRI, G7, G20, GATT countries and negative relationship in BRICS countries. Export had significant positive relationship with FDI in BRICS countries and negative relationship in African Union, ASEAN, BRI, G20, GATT, OECD, SAFTA countries. Inflation had significant positive relationship with FDI in GATT, SAFTA countries and negative relationship in African Union, APEC countries. Unemployment rate had significant positive relationship with FDI in African Union, BRI, BRICS, EU, G20, GATT, OECD, SAFTA countries and negative relationship in ASEAN countries.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

Financial Performance Analysis of Nepalese Financial Institutions in the Framework of CAMEL

2020 ◽  
Vol 9 (1) ◽  
pp. 56-74
Author(s):  
Kedar Raj Gautam
Keyword(s):  
Financial Performance ◽  
Financial Institutions ◽  
Commercial Banks ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Capital Adequacy ◽  
Significant Positive Relationship ◽  
Management Efficiency ◽  
Significant Negative Relationship ◽  
Development Banks

Analysis of financial performance to detect financial health of finance companies, development banks and commercial banks as a whole is a less explored research in Nepalese context. This paper, therefore, attempts to examine the financial performance and factors influencing financial performance of Nepalese financial depositary institutions in the framework of CAMEL. This study is based on descriptive cum casual research design. This study is based on secondary data which was extracted from various publications published by Nepal Rastra Bank such as banking and financial statistics, financial stability report and bank supervision report. All commercial banks, development banks, and finance companies are taken as population of the study. The study deals with financial performance analysis of entire population covering five years from 2014/15 to 2018/19. The variables such as capital adequacy, assets quality, management efficiency, earnings and liquidity are used to analyze financial performance. Descriptive as well as pooled regression analysis was used to assess the relationship among the variables. Descriptive analysis shows that financial institutions in each category meet NRB standard regarding capital adequacy. On the basis of capital adequacy and earnings, finance companies stand at first, on the basis of assets quality, development banks stand at first and on the basis of management efficiency, commercial banks stand at first. Finance companies store high liquidity as compared to other class financial institutions. The regression analysis shows that return on assets, ROA has significant positive relationship with capital adequacy and ROE but ROA has significant negative relationship with assets quality. However, return on equity, ROE has significant positive relationship with assets quality and ROA but ROE has significant negative relationship with capital adequacy. Capital adequacy and assets quality play major role to maximize ROA and ROE of financial institutions.

scholarly journals Impact of enforcement and corporate governance attributes on performance

2016 ◽  
Vol 13 (4) ◽  
pp. 50-60
Author(s):  
José Villanueva García ◽  
Maria Antonia García-Benau ◽  
Ana Zorio Grima
Keyword(s):  
Corporate Governance ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Structural Equations ◽  
Company Performance ◽  
Consolidated Financial Statements ◽  
Significant Positive Relationship ◽  
Enforcement Action ◽  
Financial Scandals ◽  
The Impact

Since 2005, consolidated financial statements of European listed groups have been prepared according to IFRS. Nevertheless, the recent economic crisis on top of financial scandals has highlighted the role of oversight agencies and the importance of corporate governance. The purpose of this study is to look into the impact of corporate governance and the work of the Spanish Securities Exchange Commission (CNMV) on the performance of Spanish listed groups; as well as observing the links between enforcement actions and corporate governance. In a sample of 116 Spanish listed groups during the period 2005-2011 we have applied structural equations model (SEM) for hypothesis testing. The results obtained suggest there is a significant positive relationship between the corporate governance variables and company performance and a significant negative relationship between enforcement and performance. We also identify a significant positive relationship between enforcement action and corporate governance, which validates the theoretical model proposed.

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