scholarly journals Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case

2021 ◽  
Vol 26 (4) ◽  
pp. 50-64
Author(s):  
Sandra Dramićanin ◽  
Goran Perić ◽  
Nebojša Pavlović
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Survey Method ◽  
Fringe Benefits ◽  
Future Research ◽  
Travel Agency ◽  
Job Satisfaction Survey ◽  
Research Findings ◽  
Questionnaire Research ◽  
Contingent Rewards

The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job satisfaction and organizational commitment. Furthermore, the results indicate that pay, promotion, fringe benefits, co-workers and communication correlate significantly with employee commitment, while between the other factors of job satisfaction (supervision, contingent rewards, operating procedures, nature of work) and organizational commitment, there are moderately positive relationships. Implications, research limitations and suggestions for future research are presented.

scholarly journals A research about job satisfaction of medical secretaries working in a public hospital in the city center of Diyarbakir, Turkey

2015 ◽  
Vol 4 (5) ◽  
pp. 90 ◽  
Author(s):  
Rojan Gumus ◽  
Arif Sahin
Keyword(s):  
Job Satisfaction ◽  
Marital Status ◽  
Public Hospital ◽  
Health Workers ◽  
Operating Conditions ◽  
Survey Method ◽  
Fringe Benefits ◽  
Administrative Positions ◽  
Working Status ◽  
Contingent Rewards

Objective: The aim of this study was to investigate the level of job satisfaction among medical secretaries and to identify the major predictors that affect their complaints about work.Methods: The data were obtained from 115 medical secretaries working in a public hospital. We didn’t use any sampling method but tried to reach the whole population in the hospital. As a survey method, Spector Job Satisfaction Survey (JSS, 1985) has been used. JSS is a 36 item, nine facet scale (pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work and communication) in order to assess employee attitudes about the job and aspects of the job. Its reliability has been measured by the Cronbach Alpha test. Employees were compared according to their gender, age, marital status, education, working status (official-employed by government/ casual staff-employed by firms), working experience (years) and working position (administrative-clinical). Descriptive statistics, significance tests and confidence tests were gained by SPSS 16.0.Results: Findings showed that gender and marital status affect satisfaction but age doesn’t play a big role. Male participants were more satisfied in terms of promotion (χ2 = 27.506, p < .001) and supervision (X2= 29.852, p < .001) facets. In terms of pay (X2 = 15.764, p < .01), fringe benefits (X2 = 24.948, p < .001), and contingent rewards (X2 = 26.396, p < .001) single participants were more satisfied relative to married ones. Also, participants who had working experience over 10 years were more satisfied. The highest significance levels were seen in working position (administrative/clinical) and working status (official-casual). Participants working official and at administrative positions were more satisfied on various facets.Conclusions: Based on outcomes of this study, it is observed that lowest satisfaction levels were found in pay, promotion, and communication facets. Participants were more satisfied with nature of work, supervision and fringe benefits. Participants working at administrative positions were more satisfied in terms of supervision, coworkers, and nature of work facets. In clinics health workers have more work to do and this may lead to dissatisfaction in relationships with coworkers and supervisors. Because of the fact that working casually means inconsistency of work, hard working conditions, lower payments and impossibility of promotion, participants working casually were dissatisfied in terms of pay, supervision, coworkers, communication and nature of work facets. It is obviously seen that the government has deficiency about describing responsibilities and rights of medical secretaries. The status of work should be strengthened and their future at work should be taken under assurance.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

scholarly journals THE ROLE OF WORK DISCIPLINE, WORK MOTIVATION, AND ORGANIZATIONAL COMMITMENT THROUGH JOB SATISFACTION ON NURSING PERFORMANCE IN INDONESIA

2021 ◽  
Vol 19 (4) ◽  
pp. 838-848
Author(s):  
Kusni Ingsih ◽  
◽  
Rini Laksmi Yanuardan ◽  
Suhana Suhana ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Sampling Method ◽  
Work Motivation ◽  
Future Research ◽  
Research Findings ◽  
Questionnaire Method ◽  
The City

This study aimed to determine the effect of work discipline, work motivation, organizational commitment on job satisfaction in improving nursing performance. The research respondents were nurses in the city of Semarang. The sample used in this study was determined by a non-probability sampling method, which obtained a sample of 190 respondents. The data in this study were obtained using a questionnaire method, which was filled independently. The analysis used in this study used multiple linear regression. This study proves and concludes that work discipline, work motivation, and organizational commitment positively affect job satisfaction. work discipline and organizational commitment positively affect nursing performance. However, work motivation and job satisfaction do not affect nursing performance. The research findings can be used as management consideration to improve the nursing performance in Semarang Indonesia and other countries with similar characteristics by applying the model to increase performance. The research is an original one. The findings add a discourse concerning the effect of work discipline, work motivation, organizational commitment, and job satisfaction on performance in nursing institutions in a developing country, Indonesia. Nursing institutions can consider the model to enhance nursing performance. Researchers can widen the scope of research for future research to overcome the problem of the generalization of research findings.

scholarly journals KONTRIBUSI LOCUS OF CONTROL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI KARYAWAN WARALABA DI KOTA MANADO

2021 ◽  
Vol 2 (1) ◽  
Author(s):  
Shinta Nento
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Structural Equation ◽  
Quantitative Approach ◽  
Equation Modeling ◽  
Survey Method ◽  
Recruitment Process ◽  
Research Findings

ABSTRACTThis study aims to examine and measure the contribution of locus of control and job satisfaction to organizational commitment among employees of a franchise that is currently popular in Manado City. The research used survey method with quantitative approach, measurement and structural equation modeling (SEM) testing using SmartPLS 3.2 software. The results showed that locus of control and job satisfaction contributed positively and indirectly to employee organizational commitment. Based on the research findings, it can be taken in the recruitment process to consider the locus of control and job satisfaction values of prospective employees.Keywords: Locus of Control, Job Satisfaction, and Organizational Commitment ABSTRAKPenelitian ini bertujuan menguji dan mengukur kontribusi locus of control dan kepuasan kerja terhadap komitmen organisasi pada karyawan salah satu waralaba yang sedang populer di Kota Manado. Penelitian dengan metode survei pendekatan kuantitatif, pengukuran dan pengujian Structural Equation Modeling (SEM) menggunakan software SmartPLS 3.2. Hasil penelitian menunjukkan bahwa locus of control dan kepuasan kerja berkontribusi positif dan signifikan secara langsung ataupun tidak langsung terhadap komitmen organisasi karyawan. Berdasarkan temuan penelitian, maka dapat direkomendasikan dalam proses perekrutan karyawan mempertimbangkan nilai locus of control dan nilai kepuasan kerja calon karyawan.Kata kunci: Locus of Control, Kepuasaan Kerja, dan Komitmen Organisasi

scholarly journals The influence of internal service quality and employee satisfaction on organizational commitment in travel agencies: The case of Serbia

2021 ◽  
Vol 9 (1) ◽  
pp. 43-60
Author(s):  
Goran Perić ◽  
Sandra Dramićanin ◽  
Nebojša Pavlović
Keyword(s):  
Organizational Commitment ◽  
Service Quality ◽  
Employee Satisfaction ◽  
Future Research ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey ◽  
Travel Agencies ◽  
Internal Service Quality ◽  
Research Findings ◽  
Research Recommendations

The aim of the research is to observe the influence of internal service quality and employee satisfaction on organizational commitment of employees in travel agencies. A sample of 150 respondents employed in travel agencies in Serbia was surveyed in April 2020, using the questionnaire technique and validated instruments: a modified SERVQAL model, Job Satisfaction Survey (JSS) and Organizational Commitment Questionnaire (OCQ). The influence of internal service quality and employee satisfaction on organizational commitment in travel agencies was tested using multiple regression. Research findings have indicated that the increase in internal service quality and employee satisfaction is accompanied by an increase in organizational commitment of employees in travel agencies. Finally, the results, implications and limitations are presented, and future research recommendations are specified.

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.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals The relationships between emotional labor and job-related variables

2014 ◽  
Vol 27 (4) ◽  
pp. 683-717
Author(s):  
MoonSook Kim ◽  
YeSil Kim ◽  
Soonmook Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Analytic Study ◽  
Future Research ◽  
Surface Acting ◽  
Deep Acting ◽  
Criterion Variables

The purpose of this study is to meta-analyze the relationships between the emotional labor and job-related variables such as burnout, turnover intention, job satisfaction, and organizational commitment among Korean emotional workers. In total, there were 11835 employees from 43 studies that were meta-analysed in the present study using Hunter and Schmidt(2004)’s and Borenstein et al.(2009)’s procedures. It was revealed that emotional labors, depending on whether they were surface acting or deep acting, have different relationships with criterion variables. That is, the surface acting was positively related with emotional exhaustion, depersonalization, and turnover intention. In contrast, the deep acting was negatively related with emotional depersonalization and positively related with organizational commitment. It was revealed that professionality of service was a thoretical moderator and source of papers was a methodological moderator. Comparing with a meta-analytic study in Western literature, it was shown that deep acting strategy would bring desirable results to organizations in terms of the relationships between emotional labors and criterion variables such as burnout, job satisfaction, and organizational commitment. Lastly, implications and limitations of the study, and directions for future research were discussed.

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