The Influence of Organizational Culture on Resilience by Mediatory Effects of Occupational Stress, Job Satisfaction, and Burnout in Nurses: Structural Equation ModelingModeling

2020 ◽  
Vol 22 (6) ◽  
Author(s):  
Habib Allah Aghaei ◽  
Zahra sadat Asadi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Occupational Stress ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Data Gathering ◽  
Significant Negative Correlation ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Psychological Burden

Background: Organizational culture is the most essential tool of an organization to increase the resilience of personnel in a healthcare system. Promoting organizational culture is an effective factor in increasing job satisfaction and reducing psychological burden, and burnout in nurses. Objectives: This study aimed to investigate the influence of organizational culture on resilience by mediatory effects of occupational stress, job satisfaction, and burnout in nurses using structural equation modeling. Methods: This cross-sectional study was conducted among 712 nurses working in seven hospitals in Tehran during the 2018 - 2019. The participants were selected by thee stratified random sampling method with proportional allocation. In detail, after determining the number of samples of each hospital, sampling was performed using a random number sequence. The data gathering was performed by using questionnaires. Data were analyzed by the SPSS, version 23.0, and LISREL, version 8.8. Results: We found a significant positive correlation between organizational culture and job satisfaction (r = 0.29) and resilience (r = 0.21) (P < 0.05). There was a significant negative correlation between organizational culture and occupational stress (r = -0.22), and burnout (r= -0.14) (P < 0.05). The goodness of fit index (GFI) for organizational culture, occupational stress, job satisfaction, burnout, and resilience was 0.97, 0.97, 0.98, 0.96, and 0.95, respectively. RMSEA index for organizational culture, job satisfaction, burnout, and resilience was 0.069, 0.093, 0.057, and 0.050, respectively, which showed that the model is appropriately fit. Conclusions: The findings of the present study indicated that promoting organizational culture and reducing occupational stress and burnout can improve job satisfaction and mental health in nurses.

scholarly journals Pengaruh Gaya Kepemimpinan, Komitmen Organisasi, Budaya Organisasi terhadap Kepuasan Kerja dan Kinerja Karyawan Pemasaran (pada Dealer Motor PT Suzuki Cabang Madiun dan Ngawi)

2019 ◽  
Vol 7 (2) ◽  
pp. 112-124
Author(s):  
Robby Sandhi Dessyarti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Organization Culture ◽  
Equation Modeling ◽  
Validity And Reliability

The aim of this research is to describe and examine the influence of leadership style, organizational commitment, organizational culture on job satisfaction and employee performance, the influence of job satisfaction on employee performance. While examining the influence of indirect leadership style, organizational commitment, organization culture on employee performance through job satisfaction in PT Suzuki, Madiun and Ngawi branches motor dealer. The population used is the entire marketing employees as much as 136 people, total sampling or the census technique conducted. The questionnaire with five dimensions likert scale data, with SPSS assistance and Structural Equation Modeling AMOS analyzing method. The validity and reliability of the data tested by covergent validity and construct reliability next to the Goodness of Fit evaluation criteria. The results of the data analysis concluded that leadership style, organizational commitment, organizational culture do have positive and significant impact on job satisfaction and employee performance, while job satisfaction do have positive and significant impact on the employees performance. Job satisfaction does not mediating between leadership styles, organizational commitment and organizational culture on employee performance in PT Suzuki, Madiun and Ngawi branches motor dealer.

scholarly journals Explanation of Children’s Health through Parents’ Mental Health and Job Satisfaction by Structural Equation Modeling

2016 ◽  
Vol 9 (2) ◽  
pp. 166
Author(s):  
Majid Golzarpour ◽  
Meroe Vameghi ◽  
Homeira Sajjadi ◽  
Gholamreza Ghaedamini Harouni
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
General Health Questionnaire ◽  
Children's Health ◽  
Children’S Health ◽  
Equation Modeling ◽  
Health Questionnaire

<p><strong>BACKGROUND:</strong> Worldwide, much evidence exists on the influence of parents’ socioeconomic conditions, including employment, on children’s health. However, the mechanisms for this affect are still being investigated. Few studies have been conducted in Iran to investigate this issue. This study investigated working conditions, job satisfaction, and mental health of employed people and the association between these variables and their children’s health.<strong></strong></p><p><strong>MATERIALS &amp; METHODS:</strong> In this correlational work, 200 male and female staff of the official part of Educational Organization and the schools of Mashhad with children aged 5-18 years was randomly selected. The data were gathered using a demographic questionnaire, the 20-item Minnesota Job Satisfaction Questionnaire, the 28-item General Health Questionnaire, and the 28-item Child Health Questionnaire. The data were then analyzed using SPSS. The associations under study were investigated by structural equation modeling in AMOS.<strong></strong></p><p><strong>RESULTS:</strong> Approximately 17% of the variation in the parents’ job satisfaction could be explained by the parents’ insurance, income, and work hours; 6% of the variation in their mental health was explained by job satisfaction, and 26% of the variation in children’s health was directly explained by the parents’ job satisfaction and mental health. However, approximately 32.2% of the variation in children’s health could be explained in the light of the direct effect of the parents’ mental health and direct and indirect effects of the parents’ job satisfaction. The goodness of fit index was 0.94.</p><p><strong>CONCLUSION:</strong> Parents’ job satisfaction was associated with and considerably explained children’s health. Although this finding may be partially related to the job satisfaction effect on mental health, the reasons for the affect of job satisfaction on children’s health and the potential mechanisms of this association require further studies.<strong></strong></p>

scholarly journals The Effect of Organizational Culture on Lecturers’ Organizational Commitment in Private Universities in Indonesia

2019 ◽  
Vol 9 (2) ◽  
pp. 16 ◽  
Author(s):  
Furtasan Ali Yusuf
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Working Environment ◽  
Equation Modeling ◽  
University Environment ◽  
Tertiary Institutions ◽  
Object Of Study ◽  
The University

In rigorous and competitive working environment, higher education institutions  require a strong and supportive organizational basis. This study seeks to analyze the influence of organizational fundamentals of organizational culture on organizational commitment, job satisfaction, and the trust of lecturers as employees in tertiary institutions. This study is a quantitative study with the object of study in universities in Serang Banten, Indonesia. By using LISREL as the basis of structural equation modeling (SEM), the results show that organizational culture has a positive effect on organizational commitment, job satisfaction, and lecturer trust in the university environment. The implication is that a good and conducive organizational culture in tertiary institutions enables organizational members to build their integrity, competence, consistency and loyalty towards the tertiary organization. This condition can occur because of the existence of a conducive organizational culture, it will encourage members of the organization to actualize positive values in the organization, including the values contained in trust, such as integrity, competence, consistency and loyalty.

Organizational Commitment As Influenced by Leadership Behavior of Administrators, Job Satisfaction and Burnout of Teachers: A Structural Equation Modeling

10.17158/228 ◽  
2012 ◽  
Vol 18 (1) ◽  
Author(s):  
Felix C. Chavez, Jr.
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Goodness Of Fit ◽  
Leadership Behavior ◽  
Stepwise Multiple Regression ◽  
Equation Modeling ◽  
Best Fit

This study was conducted to determine the best fit model of organizational commitment. Specifically, it established the interrelationship among leadership behavior, job satisfaction, burnout, and organizational commitment. Quantitative research design was utilized in this study. The data were gathered from the teachers among the randomly selected academic institutions in Region XI, Philippines. Moreover, sets of survey questionnaires were used as instruments to obtain information from the participants. Pearson product moment correlation was used to find the significance of the relationship between the independent and dependent variables. Stepwise multiple regression analysis was used to identify the variables that best predict organizational commitment and likewise Structural Equation Modeling was used to identify the model that best fits organizational commitment. The findings revealed that the over-all leadership behavior of administrators and organizational commitment of teachers were high. On the other hand, the job satisfaction of teachers was moderate and their degree of burnout was low. Furthermore, the leadership behavior, job satisfaction, and burnout were highly correlated with organizational commitment, and found to be significant predictors of organizational commitment. Finally, the best fit model of organizational commitment was the Hypothesized Model 5, which passed all the goodness of fit indices criteria.

scholarly journals THE IMPACT OF LEADERSHIP STYLE AND WORK ENVIRONMENT TO EMPLOYEE’S JOB SATISFACTION WITH ORGANIZATIONAL CULTURE AS MODERATING VARIABLE AT BALAI KESEHATAN PENERBANGAN JAKARTA

2017 ◽  
Vol 8 (1) ◽  
pp. 139
Author(s):  
Kusnendar Sutaryo ◽  
Dedi Purwana
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Strong Relation ◽  
The Impact

The research aims to analyze the impact of leadership style and work environment to employee’s job satisfaction with organizational culture as moderating variable at balai kesehatan penerbangan Jakarta. the research used quantitative method. The data were analyzed using structural equation modeling-partial least square. 84 public services were used as samples, but 78 samples were given questionaire back. The research revealed that: a) leadership style has impact on work environment (0,549); b) leadership style influences significantly to organizational culture (0,454); c) work environment doesnot have impact on organizational culture (0,161); d) organizational culture has strong relation to job satisfaction (0,840); e) leadership style has not effect on job satisfaction (0,038); f) work environment has not influence on job satisfaction (0,037); g) throught organizational culture, leadership style hassignificant effect on job satisfaction (0,660); and h) throught organizational culture, work environment has not siginificant effect on job satisfaction (0,129).

scholarly journals Resilience Analysis of Crisis in Medical Environments: A Structural Equation Modeling based on Crisis Management Components

2022 ◽  
Author(s):  
SAMIRA GHIYASI ◽  
FATEMEH VERDI BAGHDADI ◽  
FARSHAD HASHEMZADEH ◽  
AHMAD SOLTANZADEH
Keyword(s):  
Structural Equation Modeling ◽  
Crisis Management ◽  
Work Experience ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Equation Modeling ◽  
Fit Indices ◽  
Cross Sectional ◽  
Resilience Index ◽  
The Impact

Enhancing the index of crisis resilience is one of the key goals in medical environments. Various parameters can affect crisis resilience. The current study was designed to analyze crisis resilience in medical environments based on the crisis management components. This cross-sectional and descriptive-analytical study was performed in 14 hospitals and medical centers, in 2020. A sample size of 343.5 was determined based on the Cochran's formula. We used a 44-item crisis management questionnaire of Azadian et al. to collect data. The components of this questionnaire included management commitment, error learning, culture learning, awareness, preparedness, flexibility, and transparency. The data was analyzed based on the structural equation modeling approach using IBM SPSS AMOS v. 23.0. The participants’ age and work experience mean were 37.78±8.14 and 8.22±4.47 years. The index of crisis resilience was equal to 2.96±0.87. The results showed that all components of crisis management had a significant relationship with this index (p <0.05). The highest and lowest impact on the resilience index were related to preparedness (E=0.88) and transparency (E=0.60). The goodness of fit indices of this model including RMSEA, CFI, NFI, and NNFI (TLI) was 2.86, 0.071, 0.965, 0.972, and 0.978. The index of crisis resilience in the medical environments was at a moderate level. Furthermore, the structural equation modeling findings indicated that the impact of each component of crisis management should be considered in prioritizing measures to increase the level of resilience.  

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

scholarly journals Transformational Leadership Directly and Indirectly Effect on Nurse Performance: Organizational Cultural as Intervening Variables

2019 ◽  
Vol 4 (1) ◽  
pp. 1-10
Author(s):  
Nur Hidayah ◽  
Eva Nur Fadila
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Hospital Data ◽  
Cross Sectional ◽  
Study Results

A nurse performance greatly determines the quality of health services in a hospital. The purpose of this study was to prove the influence of transformational leadership on nurse performances, both directly and indirectly through organizational culture and work motivation. The research method used was a quantitative approach with cross-sectional design. The number of samples consisted of 86 nurses in a private hospital. Data collection used a questionnaire. Data analysis techniques used Partial Least Square Structural Equation Modeling (PLS-SEM). Research results shew that transformational leadership had a positive and significant effect on nurse performance both directly and indirectly through organizational culture and work motivation). The study results have shown that Transformational Leadership is effect on Organizational Culture. Transformational Leadership is effect on Work Motivation. Transformational Leadership, Organizational Culture, and Work Motivation are effect on Nurses Performance. Organizational culture mediated the effect of the transformational leadership on performance.

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

Job satisfaction, distributive justice, perceived absence legitimacy and the role of turnover intentions: an exploratory study in Ghana

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Helena M. Addae ◽  
Nathaniel Boso
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Employee Perceptions ◽  
Equation Modeling ◽  
Best Interest ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to investigate the relationship between job satisfaction and distributive justice on employee perceptions of absence legitimacy. This paper also examined the moderating effects of turnover intentions on the relevant relationships. Design/methodology/approach The authors used convenience sampling to collect data from 298 employees working in private and public sector organizations in the manufacturing and service sectors in Ghana. Drawing on institutional theory, this study investigates the effects of employee perceptions of the legitimacy of absenteeism on their attitudes toward their job and pay. Structural equation modeling was used to test the direct and moderation effects. Findings Job satisfaction and perceived distributive justice were found to be significantly related to the absence of legitimacy. Additionally, turnover intentions moderated the relationship between job satisfaction and absence legitimacy; however, unexpectedly, this was associated only marginally with distributive justice. Research limitations/implications The main limitation of this study was that it was cross-sectional, but the analysis did not show a common method bias. This study was conducted in a developing country where valid and accurate absence data are non-existent. The hypotheses were supported. When employees felt a sense of inequity and were dissatisfied with their jobs, they were likely to perceive absenteeism as legitimate behavior. These relationships were more pronounced when employees intended to leave their organizations. Practical implications From a practical standpoint, as employees are likely to engage in absenteeism as a means to reduce their perceptions of imbalance and because absenteeism is a costly behavior, it would be in the employer’s best interest to mitigate these high costs. It behooves employers to comprehend the factors that lead to the legitimization of absences. Doing so, they would be able to implement attendance management systems and strategies that would delegitimize some of these factors, thus improving attendance and potentially increasing productivity and job satisfaction and reducing turnover intentions. Originality/value This study contributes to absenteeism research because, unlike most studies in the area, it examined employee cognitions of the behavior. Such cognitions should provide insights into how employee perceptions of the legitimacy of absences would affect attitudinal variables such as job satisfaction, feelings of equity and turnover intentions. Moreover, even though the study was conducted in Ghana, absence legitimacy can be investigated in different settings at different levels of analysis. This is because it is free from contamination such as, dissimilar absence reporting systems within and across organizations and nations that affect the validity and accuracy of absence data.

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