scholarly journals Impact of organizational culture, organizational communication and supervisor support on the job satisfaction of employees working in online IT based distance learning institutions of Pakistan

Open Praxis ◽  
2019 ◽  
Vol 11 (2) ◽  
pp. 143 ◽  
Author(s):  
Khalid Usman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Distance Learning ◽  
Organizational Communication ◽  
Learning Organizations ◽  
Positive Impact ◽  
Supervisor Support ◽  
Face To Face ◽  
Learning Institutions ◽  
The Impact

Distance education particularly the IT based distance learning is a fast growing concept in the academic world. The employees working in such distance learning institutions have certain issues that need to be investigated. One important such issue the job satisfaction of employees. Job satisfaction of employees can be investigated through several variables. Job satisfaction is equally important in all the organizations including the face to face and distance learning organizations. Distance learning organizations differ from face to face as the supervisor and the employees happen to be seated hundreds of miles away from each other. They do not even have a facial know how or interaction with each other. This distance create certain differences in the culture and the facial anonymity also has an impact on the supervisor support and other issues as well. This study intended to analyze the impact of organizational culture, organizational communication and supervisor support on the job satisfaction of the employees working in the IT based distance learning institutions of Pakistan. These variables are so selected because the employees working in such organizations happen to be seated away from supervisor and one another as well. A survey was conducted for this purpose in which data was collected through online questionnaire and data processed through regression analysis. Findings of the study revealed that all the three variables including organizational culture, organizational communication and supervisor support has a positive impact on the job satisfaction of employees working in the IT based distance learning organizations.

scholarly journals The Impact of Supervisor Support on Employees’ Psychological Wellbeing: A Parallel Mediation Analysis of Work-To-Family Conflict and Job Satisfaction

2020 ◽  
Vol 13 (11) ◽  
pp. 41
Author(s):  
Erasmus Keli Swanzy
Keyword(s):  
Job Satisfaction ◽  
Mediation Analysis ◽  
Family Conflict ◽  
Negative Impact ◽  
Positive Impact ◽  
Supervisor Support ◽  
Psychological Wellbeing ◽  
Cape Coast ◽  
The Impact ◽  
The Relationship

This study tries to examine the influence of work-to-family conflict and job satisfaction on the relationship between supervisor support and the psychological wellbeing of 290 administrative workers at the University of Cape Coast, Ghana. The results of the parallel mediation analysis showed that supervisor support had a significant positive impact on employees’ psychological wellbeing and job satisfaction and also had a significant negative impact on employees’ work-to-family conflict. Moreover, the study found a direct positive effect of employees’ job satisfaction on their psychological wellbeing but did not find a direct negative effect of employees’ work-to-family conflict on their psychological wellbeing. In addition, job satisfaction mediated the association between supervisor support and the psychological wellbeing of employees. The study however found no evidence of the mediating influence of work-to-family conflict on the relationship between supervisor support and employees’ psychological wellbeing. Both theoretical and practical implications were further discussed.

scholarly journals The Impact of Compensation, Training &Development, and Organizational Culture on Job Satisfaction and employee Retention

2020 ◽  
Vol 19 (1) ◽  
pp. 33
Author(s):  
Retno Sari Murtiningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Positive Impact ◽  
Sampling Technique ◽  
Training And Development ◽  
Primary Data ◽  
Training Development ◽  
The Impact ◽  
Positive Effect ◽  
And Training

<p align="center"><strong><em>ABSTRACT</em></strong></p><p>          <em>The purpose of this study was to analyze the effect of compensation, training and development, and organizational culture on job satisfaction and employees retention. This study uses primary data in the form of questionnaires distributed and filled out by 150 respondents using a purposive sampling technique. As independent variables in this study are compensation, training and development, and organizational culture, while dependent variables are job satisfaction and employees retention. The job satisfaction variables also function as a mediation variable. To test the hypothesis SEM analysis is used. The results show that compensation and training &amp; development have a positive effect on job satisfaction, while organizational culture doesn't have a positive impact on job satisfaction. Compensation has a positive impact on employees retention, but training &amp; development, as well as organizational culture, do not have a positive effect on employees retention. Furthermore, job satisfaction has a positive impact on employees retention, and training  &amp; development has a positive impact on retention through job satisfaction. </em></p><p><strong><em>Keywords</em></strong><em>: compensation; training; development; organizational culture; job satisfaction; retention</em></p>

scholarly journals Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

2020 ◽  
Vol 5 (2) ◽  
pp. 134-149
Author(s):  
Weihui Fu ◽  
Feng He ◽  
Na Zhang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ethical Behavior ◽  
Ethical Climate ◽  
Positive Impact ◽  
The Other ◽  
Three Dimensions ◽  
Insurance Agents ◽  
Ethical Climates ◽  
The Impact

This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

The impact of emotional intelligence and servant leadership on employee job satisfaction

2021 ◽  
Vol 13 (2) ◽  
pp. 205-217
Author(s):  
Pallavi Jha ◽  
Sanjay Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Servant Leadership ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Work Productivity ◽  
Content Type ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
The Impact

Purpose The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy work–life for their subordinates. The purpose of this study to be conducted was for leaders understand the role EI and SL play in maintaining employee job satisfaction and help them to create engaging environment and bring effectiveness in the work productivity of the assets. Design/methodology/approach Quantitative method was used and a total of 150 people were taken as a sample which consisted of several leaders and their subordinates and an emotional intelligence questionnaire by NHS and SL: multidimensional questionnaire was floated to rate the leaders EI and SL behavior comparing it with the leaders self-rating. The result was analyzed using SPSS, Pearson correlation and regression was used to understand the significance level and reliability of all the independent and dependent variables, respectively. Findings Through correlation and regression, it was found that presence of EI and SL style in a leader plays a huge role in employee job satisfaction. It was also found that EI and SL are the substantial predictor which have positive impact over employee job satisfaction. Originality/value The outcome of the study will help the leaders understand the significance that the EI and SL have in their role to maintain employee job satisfaction, as well as the training and development measures for leaders.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Impact of employee job satisfaction and commitment on customer perceived value

2019 ◽  
Vol 38 (3) ◽  
pp. 737-755
Author(s):  
Hanen Charni ◽  
Isabelle Brun ◽  
Line Ricard
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Positive Impact ◽  
Perceived Value ◽  
Content Type ◽  
Customer Perceptions ◽  
Employee Job Satisfaction ◽  
Customer Perceived Value ◽  
The Impact ◽  
Formative Index

Purpose The purpose of this paper is to analyse the impact of employee job satisfaction and affective commitment as perceived by customers on customer perceived value, more specifically its benefits dimensions. Design/methodology/approach A total of 652 panellists from a large Canadian polling firm self-administer a web-based questionnaire. To measure customer perceived value, a formative index is used which contributes to topical literature through a unique methodology. Hypotheses are tested using a structural equation model. Findings An analysis of the direct, indirect and total effects confirms the unique positive impact of employee job satisfaction and affective commitment, as perceived by customers, on the emotional, social, relationship and epistemic benefits, as well as on the formative index of customer perceived value. Practical implications Customer perceptions of employee attitudes (job satisfaction and affective commitment) represent a unique opportunity for banks to differentiate their value proposition in a hypercompetitive market. Originality/value This study is the first to consider customer perceptions of employee job satisfaction and affective commitment in relation to a formative index of customer perceived value and its related benefits dimensions.

Organizational communication and job satisfaction: what role do generational differences play?

2019 ◽  
Vol 27 (3) ◽  
pp. 524-547 ◽  
Author(s):  
Payal Mehra ◽  
Catherine Nickerson
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Generational Differences ◽  
Empirical Studies ◽  
Communication Preferences ◽  
Content Type ◽  
Positive Communication ◽  
Intergenerational Differences ◽  
Communication Environment ◽  
The Impact

Purpose The purpose of this paper is to examine the influence of the generational category that managers in India belong to on their job satisfaction and on their satisfaction with organizational communication; the authors defined organizational communication as the communication that occurs in interactions between employees. The authors wanted to see whether there would be differences between the generations in the attitudes to and expectations of organizational communication, and whether this, in turn, would influence their job satisfaction. Design/methodology/approach A total of 400 managers working in public and private listed companies in India were surveyed using a questionnaire over the period of a year, from August 2016 to July 2017. This resulted in 334 responses. The questionnaire measured the respondents’ choice and comfort with communication media, their satisfaction with the communication at their workplace and the type of interactions that took place. It also measured the respondents’ job satisfaction. The study was inter-disciplinary in nature, in that it drew on several theories of communication, e.g. accommodation theory and media richness theory, alongside the findings from empirical studies that have looked specifically at intergenerational differences. Findings The authors found that organizational communication was positively related to job satisfaction, and also that generational category moderated the relationship between these two factors. In addition, the results show that Gen Y managers in particular were the least satisfied generation at work, and that they frequently used avoidance while communicating with older adults. The conclusion is that job satisfaction may be enhanced, by focusing on the development of a positive communication environment; in addition, employees who belong to different generations may define what constitutes a positive communication environment in very different ways. Originality/value Despite receiving some attention in other contexts, such as in the family, the impact of intergenerational differences in the workplace has not been widely investigated. A few studies do exist on the influence of generational differences on work outcomes and on attitudes and behaviors, but much still remains to be done. In addition, while there have been many studies on job satisfaction, as well as on levels of attrition in workplace settings, very few have looked specifically at non-Western contexts such as India. The present study attempts to contribute to this debate, by providing a comparison of the workplace communication preferences and experiences within multi-generational organizations in India.

How types of organizational culture and technological capabilities contribute to organizational learning

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Taghreed Al Dari ◽  
Fauzia Jabeen ◽  
Matloub Hussain ◽  
Dana Al Khawaja
Keyword(s):  
Organizational Culture ◽  
Organizational Learning ◽  
United Arab Emirates ◽  
Structural Equation ◽  
Positive Impact ◽  
Equation Modeling ◽  
Technological Capabilities ◽  
Content Type ◽  
Study Results ◽  
The Impact

Purpose This study aims to develop a theoretical framework of the impact of clan and hierarchy cultures and knowledge technological capabilities on organizational learning. Design/methodology/approach A questionnaire survey was used to collect data from 693 employees working in knowledge management centers in various law and enforcement units in the United Arab Emirates (UAE). Structural equation modeling was used to test the relationships between the variables. Findings The findings show that the clan culture had a significant negative effect on organizational learning. However, hierarchy culture and knowledge technological capabilities had a significant positive impact in predicting organizational learning behavior. Research limitations/implications The study focuses on a specific type of public organization only, which somewhat limits the generalizability of the research results. Second, as the study was cross-sectional, the causal relationships could not be inferred directly. The study results will help policymakers create a learning organization by examining the impact of organizational culture and knowledge of technological capabilities. Originality/value This paper has added knowledge about the relationship between culture types, knowledge technological capabilities and organizational learning, particularly in the UAE. This study helps to bridge the gap in research on culture and knowledge technological capabilities and organizational learning.

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