strength of internal service quality on employee’s turnover intention and job satisfaction to organizational commitment

The purpose of this research is to examine the direct and indirect effects of internal service quality (ISQ) on turnover intention through job satisfaction and organizational commitment as mediating variables. There were 208 employees of Banks in Ternate, Indonesia, participating as the subjects of this research. In this research, Staying or Leaving Index, Job Descriptive Index, Organizational Commitment Scale and SERVQUAL are used to measure employee’s turnover intention, job satisfaction, organizational commitment, and ISQ, respectively. In the data analysis, a Path Process Micro Analysis was employed. The result of data analysis showed that ISQ has a direct effect on job satisfaction, organizational commitment, and turnover intention. Indirectly, ISQ also has an effect on turnover intention through job satisfaction and organizational commitment. Directly, the effect of ISQ on turnover intention is higher than indirect effect through mediating variables. The implication of this research results will be specially presented in the discussion.

The Relationship between Transformational Leadership Practiced and the Level of Job Satisfaction among Lecturers in MARA Professional College, Malaysia

The quality and level of job satisfaction among lecturers play a significant role in implementing transformation to improve the education system. The main reason for the decreasing of job performances among lecturers is due to the low level of job satisfaction. This study aimed to examine the relationship between a director’s transformational leadership style and the level of job satisfaction among lecturers at MARA Professional College. This is a survey study employing descriptive and inferential quantitative method. The Multifactor Leadership Questionnaire (MLQ) and Job Descriptive Index (JDI) instruments were distributed to 64 participants that were chosen using simple random sampling from the 75 population of MARA Professional College lecturers. The data was analyzed using Statistical Package for Social Science (SPSS) version 22. The findings revealed that the level of practice of the director on transformational leadership was low. In addition, there was a significant relationship between the transformational leadership practice of the director and the level of job satisfaction among lecturers at MARA Professional College. The level of job satisfaction among the lecturers was influenced by the director’s leadership practice, thus a director can increase the level of job satisfaction among the staff by practicing the transformational leadership style in managing a college. The findings are expected to assist the organization of MARA Professional College to identify the level of work pressure faced by the lecturers. Keywords: Job Satisfaction, Higher Education, Transformational Leadership

Kepuasan Kerja dan Burnout Guru Pendidikan Jasmani di Daerah Langkawi

Kepuasan kerja yang tinggi amat penting untuk mengelakkan terjadinya gejala burnout dalam kalangan guru di sekolah. Kajian ini bertujuan untuk mengenal pasti tahap kepuasan kerja dan tahap burnout guru Pendidikan Jasmani di Daerah Langkawi. Selain itu, kajian ini juga bertujuan untuk mengenal pasti hubungan antara kepuasan kerja dan burnout guru PJ. Hasil kajian ini mungkin dapat memberi gambaran tentang fenomena burnout dalam kalangan pendidik terutamanya guru PJ. Kajian ini merupakan kajian tinjauan yang melibatkan seramai 101 orang responden serta menggunakan borang soal selidik Job Descriptive Index (JDI) dan Maslach Burnout Inventory (MBI) sebagai instrumen kajian. Data yang dikumpul telah dianalisis dengan menggunakan perisian Statistical Packages for Social Science (SPSS) versi 22.0. Secara keseluruhannya, tahap kepuasan kerja guru berada pada tahap yang tinggi. Dimensi penyeliaan, rakan sekerja, gaji dan kerja itu sendiri mencatatkan tahap kepuasan tinggi kecuali dimensi kenaikan pangkat yang mencatatkan tahap sederhana. Tahap burnout guru juga berada pada tahap sederhana bagi sub skala keletihan emosi, rendah bagi subskala depersonalisasi dan tinggi bagi sub skala pencapaian peribadi. Hasil kajian ujian analisis korelasi turut mendapati terdapat hubungan negatif yang lemah dan signifikan antara kepuasan kerja dengan dua sub skala burnout iaitu keletihan emosi dan depersonalisasi. Gejala burnout boleh dielakkan jika guru mendapat kepuasan kerja yang sepatutnya dengan mengekalkan persekitaran kerja yang menyeronokkan dan tekanan kerja yang minimum. Pihak atasan sekolah perlu lebih peka dengan kebajikan guru yang mengajar supaya kualiti pendidikan lebih terjamin bagi membantu kemenjadian murid terutama dalam menempuhi pembelajaran abad ke-21.

Pay, Promotion, Work, Supervision, and Coworker as Dimensions of Academicians Job Satisfaction at Public Research Universities in Klang Valley, Malaysia

Recognizing and evaluating effective and principal factors that have been affected by academicians' feelings and satisfaction are imperative. This cross-sectional study aims to examine coworker's influence, pay, promotion, supervision, and work on academicians' job satisfaction at university. Job Descriptive Index (JDI) measured these factors, which comprised 72 items and proposed by Brodke et al. (2009) amongst 440 academicians who worked in public research universities in Klang Valley, Malaysia. Descriptive Statistics analyzed the achieved data. This study has illustrated that most academicians revealed a high level of satisfaction toward their pay, coworker, promotion, supervision, and work; their universities support them regarding the main factors of work and organizational structure. Based on these consequences, the universities and any other academic institutes have to the consciousness of these five main factors to improve and enhance academicians job satisfaction, leading to high outcomes and performance at the workplace.

Identifying work-related factors influencing job satisfaction using job descriptive index questionnaire: a study of IT companies in Hanoi

IT professionals’ job satisfaction is important in minimizing turnover, improving job performance, minimizing absenteeism, and increasing the level of job involvement. The primary purpose of this study is to measure the job satisfaction of IT professionals and to identify which factors influence job satisfaction the most in Hanoi’s IT companies. The study also investigates the relationship between job satisfaction factors and the overall job satisfaction by using the Job Descriptive Index (JDI) and Job General Index (JGI) questionnaire to evaluate the construct validity of factors. Data were gathered from a survey of 326 IT professionals in systems development to capture perceptions regarding workrelated factors on job satisfaction and organizational commitment. The results of this study indicate that compensation and benefits, co-worker, promotion opportunities, nature of work, and supervision are positively related to job satisfaction. Based on these findings, the study provides implications to business executives in the IT businesses.

Mental Workload and Job Satisfaction in Pre-Hospital Emergency Technicians

Background: Having enough ability to perform delegated tasks has a crucial role in preventing job-related accidents and medical errors. Excessive workload, particularly multitasking, causes increased physical stress and job dissatisfaction. Pre-hospital emergency technicians play a crucial role in saving patients' lives, therefore assessing their mental workload and job satisfaction is highly important. Objectives: The current study aimed to investigate the mental workload of pre-hospital emergency technicians working in hospitals in the city of Ahvaz and its association with job satisfaction. Methods: In this study, 252 pre-hospital emergency technicians were studied. The National Aeronautics and Space Administration-Task Load Index (NASA-TLX) was used to assess the mental workload. The Job Descriptive Index (JDI) questionnaire was used to collect information regarding job satisfaction. Data were analyzed using descriptive statistics and ANOVA and chi-square tests. Analyses were performed using SPSS version 22.0. Results: Participants had a moderate level of workload (mean score: 5296). The highest and lowest scores were related to mental demand (69.96 ± 19) and physical demand (32.35 ± 14.3), respectively. Also, participants had a moderate level of job satisfaction, and there was a significant association between job satisfaction and mental demand and frustration (P < 0.05). Conclusions: This study demonstrated an association between job satisfaction and mental demand and frustration in pre-hospital emergency technicians. Therefore, developing appropriate strategies is necessary.

Work Engagement, Organizational Commitment and the Work Satisfaction of Tax Administration Employees: The Intermediary Role of Organizational Climate and Silence in the Organizations

The aim of the presented study was to verify the relationship between the level of work engagement and organizational commitment and work satisfaction experienced by employees, taking into account intermediary variables—i.e. the climate at the organization and the phenomenon of silence in the organization. The survey involved a total of 131 employees of the National Revenue Administration, including 35 males and 96 females. Five methods were used to verify the questions and research hypotheses: Allen and Meyer’s Organizational Commitment Scale, the AVEM questionnaire, Paluchowski’s Organizational Climate Questionnaire, the four forms of the Organizational Silence Scale, and the Job Descriptive Index (JDI). The results of the research show that there is a significant relationship between work engagement and organizational commitment and work satisfaction.

INVESTIGATING MOTIVATION, EMOTIONAL INTELLIGENCE, WORK SATISFACTION AND ORGANIZATIONS COMMITMENT AMONG PRIMARY SCHOOL ISLAMIC EDUCATION TEACHER

There is evidence indicating that most teachers in most school systems are not satisfied with their jobs. This study aimed to investigate the relationship between Islamic education teacher motivation, emotional intelligence work satisfaction, and organizational commitment in Ranau district primary schools. Furthermore, the study aims to examine the role of gender and age in motivation, emotional intelligence, and work satisfaction. The participants were selected by proportional stratified sampling and simple random selection. This study adopted a survey research design that utilized an ex-post facto research type in which the researcher used questionnaires to collect data from the respondents. The instruments used are the A Questionnaire Measure of Individual Difference in Achieving Tendency (QMAT), Multifactor Emotional Intelligence Scale (MIES), Job in General’ (JIG) & Job Descriptive Index (JDI) and Organization Commitment Questionnaire (OCQ). A total of 108 Islamic Education teachers (mean age 40.1 +1.2 years; 47 males, 61 female) from 71 primary schools in Ranau District were involved in this study. The data gathered from the respondents were downloaded into the Statistical Package for the Social Sciences (SPSS) for quantitative analysis. The results of the study indicate that there is a positive significant relationship between motivation [r=0.905, p<.05)], emotional intelligence [r=0.912, p<.05)], work satisfaction [r=0.913, p<.05)] and organizations commitment. It is also found there is no significant difference among primary school teachers of different ages and gender concerning motivation, emotional intelligence work satisfaction, and organizational commitment. The present study gains significance as the results can assist the teachers and organizations in enhancing the organizational commitment of teachers.

Pengaruh Restrukturisasi Birokrasi Organisasi Terhadap Kepuasan Kerja Pegawai

Penelitian ini bertujuan untuk menguji pengaruh restrukturisasi birokrasi organisasi terhadap kepuasan kerja pegawai. Jenis penelitian yang digunakan adalah Eksperimen dengan jenis rancangan “Nonequivalent control group design”. Subjek Penelitian ini berjumlah 15 pegawai yang dibagi menjadi 2 kelompok, yaitu kelompok eksperimen dengan jumlah 8 pegawai dan kelompok kontrol dengan jumlah 7 pegawai dengan pemilihan subjek menggunakan teknik purposive sampling. Instrumen penelitian yang digunakan adalah angket kepuasan kerja pegawai yang diadaptasi dari Job Descriptive Index menurut Gibson et.al. (2009). Teknik analisis data menggunakan Wilcoxon Signed Rank Test dengan bantuan program SPSS versi 22 for windows. Hasil penelitian mengungkapkan bahwa restrukturisasi birokrasi organisasi dapat meningkatkan kepuasan kerja pegawai menjadi lebih tinggi., dengan nilai Z = -2,524 dan nilai p = 0,012 (< 0,05). Semakin proporsional struktur birokrasi organisasi akan semakin meningkatkan kepuasan kerja pegawai.

Prognosticating job satisfaction and morale determinants of public Technical Vocational Education and Training (TVET) educators

Rewards are a function of job satisfaction and morale. As a result, it is generally accepted that dissatisfaction with intrinsic and extrinsic rewards offered by the employer results in employee reduced job satisfaction and morale. This paper endeavors to contribute to an understanding of the effect of extrinsic and intrinsic rewards on the job satisfaction and resultant morale of employees in an organization. The paper focuses on a case study organization that adds value in the South African context. The paper reviews theoretical and empirical rewards literature and their relationship with the job satisfaction and morale of employees (n = 265). A quantitative research design approach which is rarely used in this type of research was adopted. A self-administered Job Descriptive Index (JDI) was utilized in collecting data. The JDI measures people’s satisfaction with five (5) different aspects of the job, which are detailed in this paper. Data were processed using Software Package for Social Sciences (SPSS) version 23. The study revealed that both extrinsic and intrinsic rewards significantly influenced the job satisfaction and morale of public TVET educators in Western Cape public TVET institutions. Besides extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself, supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were found to be also instrumental in enhancing the job satisfaction and morale of educators.