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G, Santhoshkumar, Jayanthy S, and Velanganni R. "Employees Job Satisfaction." Journal of Advanced Research in Dynamical and Control Systems 11, no. 0009-SPECIAL ISSUE (September 25, 2019): 157–61. http://dx.doi.org/10.5373/jardcs/v11/20192549.
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Ningkiswari, Intan Ayu, and Ratna Dwi Wulandari. "Pengaruh Kepuasan Kerja Terhadap Komitmen Karyawan Rumah Sakit Mata Undaan Surabaya." Jurnal Administrasi Kesehatan Indonesia 5, no. 2 (January 2, 2018): 162. http://dx.doi.org/10.20473/jaki.v5i2.2017.162-167.
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Preliminary survey result showed the number of employees knowledge about the event held by Undaan Eye Hospital in Surabaya reached 52,8%. It means more than 20% employees are not aware of activity outside the work which that number can affect to decreasing employee commitment to the organization. Job satisfaction factors divided into 5 there are pay satisfaction, promotion, coworker, supervisor and the job characteristic. The aim of this study is to analyze the influence job satisfaction to employee commitment. Observational analytic was used in this research with the cross sectional design. The data was obtained through questionnaire with simple random sampling involving 62 employees as the sample of this research. The data obtained were analyzed using logistic regression test univariate (α=0,05) to examine the influence of Job satisfaction to employee commitment. The test result indicates that job satisfaction significantly influenced employee commitment at significance value of 0,02. Job satisfaction factors that there are influences toward employee commitment are employee’s pay satisfaction (sig=0,001), promotion (sig=0,005), supervisor (sig=0,004) and job characteristic (sig=0,001). On the other hand, the employee’s coworker satisfaction does not influence the employee commitment.Keywords: employee commitment, job satisfaction, job satisfaction factors.
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Rožman, Maja, and Vesna Čančer. "Multidimensional model of managing older employees: The case of financial service companies in Slovenia." Croatian Review of Economic, Business and Social Statistics 5, no. 2 (December 1, 2019): 76–89. http://dx.doi.org/10.2478/crebss-2019-0013.
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AbstractFuture economic growth and competitiveness will increasingly depend on how effectively employers can utilise their ageing workforces. To manage the inevitable changes in demographics, employers need to start preparing for an ageing workforce and developing strategies to manage and retain older employees. The main objective of this paper is to determine the impact of leadership and employee relations on work satisfaction of older employees, as well as to determine the impact of work satisfaction on the work engagement of older employees in financial service companies in Slovenia. To test the hypotheses, the authors used structural equation modelling. The results show that the effects of leadership and employee relations on work satisfaction in the case of older employees in financial service companies in Slovenia are positive, and the effect of work satisfaction on the work engagement of older employees is positive, too.
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Izza, Ismiyatul, Budhi Setianto, and Inge Dhamanti. "Pengaruh Internal Service Quality (INTQUAL) terhadap Kepuasan Karyawan di RS Islam Ahmad Yani Surabaya." Jurnal Manajemen Kesehatan Indonesia 9, no. 2 (August 3, 2021): 78–86. http://dx.doi.org/10.14710/jmki.9.2.2021.78-86.
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The job satisfaction that employees get at the organization depends on whether or not the employee's needs are met. Employee needs that can be met will provide job satisfaction. The greater the employee's needs that can be met, the higher the employee's job satisfaction. Meanwhile, if the employee's needs are not met, the employee will have dissatisfaction. Objective: To identify the influence of internal service quality (intqual) on employee satisfaction at RSIAS. Methods: This study analyses an employee satisfaction survey conducted in 2020 using a cross-sectional study design. Population of this research is all employees in RSIAS. The sample of this study is also all employees in RSIAS, which is 421 people. The satisfaction survey is filled in using a score of 1 to 5, then averaged so that a score is obtained to determine the category of each aspect. The data obtained were analyzed based on the theory of internal service quality and employee satisfaction, then tested using a multiple linear regression statistical test model to determine the effect of internal service quality (intqual) on employee satisfaction at RSIAS. Results: The results of statistical tests showed that the value of p = 0.000, meaning that internal service quality has an effect on employee job satisfaction because the value of p <0.05. Several aspects of internal service quality affect job satisfaction, namely the aspects of tools, policies and procedures, management support, goal alignment, effective training and reward and recognition.
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Prasanti, Aderia Putri, and Nyoman Anita Damayanti. "Pengaruh Penerapan Prinsip Leadership, Employee Involvement, dan Continuous Improvement terhadap Kepuasan Kerja Karyawan." Jurnal Administrasi Kesehatan Indonesia 3, no. 2 (July 1, 2015): 118. http://dx.doi.org/10.20473/jaki.v3i2.2015.118-128.
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ABSTRACT Job satisfaction rate of Rumah Sakit Mata Undaan Surabaya (RSMU)’s employees increasedfrom 76,92% to 78,92% in 2012-2013. Unfortunately, in 2014 this rate decreased to 74,91%. The target set by management is 80%. Therefore, job satisfaction rate of RSMU’s employees has not reached the target. The aim of this study is to analyze the influence of leadership, employee involvement, and continuous improvement principle implementationtowards the job satisfaction of RSMU’s employees. This study used observational method with cross sectional design. The data was obtained through questionnaire with simple random sampling involving 90 employees as the sample of the research. The next step is analyzing the data analytically by using logistic regression test univariate (α=0,05) to examine the influence of leadership, employee involvement, and continuous improvement principle implementation towards the employee’s job satisfaction. The test result indicates that there are influences of two principles implementation towards the employee’s job satisfaction. Those principles, on the one hand, are leadership (sig=0,002) and continuous improvement (sig=0,006). On the other hand, the implementation of employee involvement does not affect the job satisfaction.Keywords :Employee job satisfaction, leadership, employee involvement, continuous improvement
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Darma, Prayoga Setia, and Achmad Sani Supriyanto. "THE EFFECT OF COMPENSATION ON SATISFACTION AND EMPLOYEE PERFORMANCE." Management and Economics Journal (MEC-J) 1, no. 1 (December 6, 2017): 66. http://dx.doi.org/10.18860/mec-j.v1i1.4524.
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<p>The globalization era requires employees to have good performance and results. Therefore, many companies implement compensation system. Effective compensation is expected to add value to employee’s satisfaction to stimulate employees to always work better. This research aim is to determine the effect of compensation on employee satisfaction and employee performance and employee satisfaction to mediate the effect of compensation on employee performance. The research objects are employees of PT. Telekomunikasi Indonesia. The data is collected by questionnaires and analyzed by SmartPLS version 2.0M3 software. The results show that compensation effects on employee satisfaction and employee performance at PT. Telekomunikasi Indonesia. Employee satisfaction can mediate the effect of compensation on employee performance. It can be concluded that compensation at PT. Telekomunikasi Indonesia has been classified as good and can improve employee satisfaction and employee performance.</p><p><strong>Keywords</strong>: Compensation, Satisfaction, Employee Performance</p>
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Dwi Shintiya, Chandra Ayu, and Muliawan Hamdani. "PENGARUH KEPEMIMPINAN DAN MOTIVASI TERHADAP KEPUASAN KERJA PEGAWAI PADA PD.BPR BKK BLORA." ECONBANK: Journal of Economics and Banking 2, no. 2 (November 3, 2020): 129–37. http://dx.doi.org/10.35829/econbank.v2i2.102.
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This study aims to determine the effect of leadership and motivation on employee job satisfaction at PD BPR BKK Blora. The sampling technique used in this study is a census, where the entire population is taken as a sample of 50 employees. The analysis technique used is multiple linear regression. Based on this research, it can be seen that leadership and motivation have a positive and significant effect on job satisfaction. This result means that the better the leadership is applied, the higher the employee's job satisfaction. The existence of a leader who can generate ideas for employees at work, prioritizes partnerships with employees and empowers and involves employees in development can make employees higher job satisfaction. Likewise, motivation means that the higher the work motivation, the higher the employee's job satisfaction.
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Balamurugan, G., and M. Sreeleka. "A STUDY ON WORK LIFE BALANCE OF WOMEN EMPLOYEES IN IT SECTOR." International Journal of Engineering Technologies and Management Research 7, no. 1 (February 22, 2020): 64–73. http://dx.doi.org/10.29121/ijetmr.v7.i1.2020.499.
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Work life balance of women employees plays the major role because they have to manage their personal life for their good quality of life. The employee’s satisfaction is based on the employee to be happy and deliver the level best. Even in the Worst scenario the employee is very loyal to their organization because of the employee Satisfaction. The quality of life is based on the professional life of each and every women employee who are coming forward to support to their family. The problem of the women employee’s face is health condition, Pregnancy discrimination, Sexual harassment, no equal pay, etc. This paper says that how the women employees are balanced and Satisfied in IT sector and the factors that affect the work life balance of women employees are working hours, Job satisfaction, working condition, etc. and find out the women employee job satisfaction were analyzed by using statistical method that is Chi-square and Correlation test.
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Traut, Carol Ann, Rick Larsen, and Steven H. Feimer. "Hanging on or Fading Out?" Public Personnel Management 29, no. 3 (September 2000): 343–51. http://dx.doi.org/10.1177/009102600002900304.
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Job satisfaction remains an important issue for public managers, as they try to motivate workers in today's political environment. Many of the motivational efforts are centered around newer employees, while longer-term workers are automatically assumed to be committed to their jobs. In this study of a medium-size city fire department, employees were surveyed on five aspects of job satisfaction: satisfaction with the supervisor, satisfaction with agency relationships, satisfaction with job training, satisfaction with job content, and overall job satisfaction. The effects of job tenure on satisfaction were uniform across the five aspects. The newest employees were significantly more satisfied with their jobs than were longer-term employees, even when controlling for the organizational rank. For a successful workplace, employers must continue to invest in their longer-term employees even as they develop newer employees. In the 1990s, public sector employers are struggled to maintain a competent and committed workforce. Nowhere was this more true than at the local level in services such as fire fighting where stress is a constant element of working, cooperative relationships are vital, and training demands are continual. Employers not only must hire and train new workers, but also encourage a continued high level of dedication and willingness to learn among their more long-term employees. This study looks at employee job satisfaction among the employees of a fire department in a medium-size city. It then discusses the ongoing challenges of motivating public workers at all levels of experience.
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Zakaria, Noorul Huda, Muhazita Alias, and Norhamimah Rani. "EMPLOYEE’S PRODUCTIVITY: THE MOST DOMINANT FACTORS." International Journal of Entrepreneurship and Management Practices 3, no. 9 (March 10, 2020): 01–13. http://dx.doi.org/10.35631/ijemp.39001.
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An employee is the most important element in the success of a company. In order to achieve the optimum productivity of goods or services, the underlying factors of employee performance are very crucial to be identified. Employers should provide a conducive working environment to ensure that the employees can perform well and satisfactorily towards the success of the company. This paper, therefore, was conducted to determine the most influencing factor of employee’s productivity. The aim is also to investigate the relationship between employee’s productivity and three identified factors which are motivation, working environment and job satisfaction. Besides, the study also aims to examine the strategies to improve the productivity of employees. The respondents were 80 staff of Elektro Serve (M) Sdn. Bhd. (ESMSB) which is based in Paka, Terengganu. In ensuring the stability of information generated, cross-sectional data was conducted using a self-administered questionnaire. Correlation and regression analysis were conducted in analysing the data gathered. The finding shows that motivation is the most influencing factor of employee productivity followed by job satisfaction. Thus, it can be concluded that motivation and job satisfaction are the most dominant factors that contribute to the employee’s productivity.
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Eissenstat, SunHee Jang, and Yunsoo Lee. "Understanding organizational citizenship behavior: the counselor’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 491–507. http://dx.doi.org/10.1108/ijwhm-05-2017-0030.
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Purpose The purpose of this paper is to study organizational citizenship behavior (OCB) as a variable to bridge employer’s and employee’s needs from employee counseling. This study examined the relationship between meaningful work, job satisfaction, and OCB and how their positive associations can be enhanced. The role of counselors was discussed, too. Design/methodology/approach A moderated mediation model was suggested with the mediation model of meaningful work, job satisfaction, and OCB and the moderator, work time flexibility. Intervention was implemented with the goal of increasing employee’s control over work schedule. Six analyses were conducted to compare before and after the intervention aiming for enhancing employee’s work time flexibility, and one year after the intervention. Comparison between the intervention and the control group was also implemented. Findings The result indicated that the intervention was effective but the effect did not last one year after the intervention. This study suggests the role of employee counselors at organization. Originality/value Psychological wellness of employees becomes an interest not only of employees but also employers to reduce cost from employee burnout and turnover. Employee counseling can be provided to improve employee’s psychological wellness and also to meet the goal of employers. Integrated perspective serving two purposes is suggested in this study.
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REISSOVÁ, ALICE, JANA ŠIMSOVÁ, and KAROLÍNA FRIČKOVÁ. "INFLUENCE OF EMPLOYEE ENGAGEMENT AND EMPLOYEE BENEFIT SCHEMES ON JOB SATISFACTION." AD ALTA: 09/02 9, no. 2 (December 31, 2019): 288–92. http://dx.doi.org/10.33543/0902288292.
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Currently, there are shortages of qualified labour on the market. Businesses struggle to attract new employees, which is why they strive to retain their current employees. They pay great attention to overall job satisfaction of their employees. Satisfaction of employees can be affected by their engagement or rate of satisfaction with employee benefits. The objective of the study was to identify whether the overall job satisfaction of line employees in a manufacturing corporation is influenced more by employee engagement or satisfaction with the benefit scheme. The applied linear regression shows that a benefit scheme affects the increase in overall satisfaction less than the assessment of engagement at work. Employee engagement was monitored in three areas: satisfaction with management, work atmosphere and potential personnel turnover rate. The largest influence was reported in the assessment of the work atmosphere. Another important finding is a statistically significant difference between the assessment of work atmosphere given by Generation X and Y. If employers want to manage work performance efficiently, they should respect the differences between these generations when preparing incentive schemes. The issue should be examined in the field of science and research as well.
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Sudibyadnyana, Putu, and Desak Ketut Sintaasih. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN PEMBERDAYAAN TERHADAP KEPUASAN KERJA PEGAWAI BIRO UMUM DAN PROTOKOL SETDA PROVINSI BALI." E-Jurnal Manajemen Universitas Udayana 7, no. 1 (December 5, 2017): 56. http://dx.doi.org/10.24843/ejmunud.2018.v7.i01.p03.
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Human resources are an important resource for organizational effectiveness. The purpose of this study is to explain the influence of transformational leadership and empowerment of employees to job satisfaction. This research was conducted at the General Bureau and Protocol of Regional Secretariat of Bali, with sample of 86 employees. The analysis technique used is multiple linear regression analysis. The results showed that transformational leadership has a positive effect on job satisfaction and employee empowerment have a positive effect on job satisfaction. Suggestions that can be given in this research that the agency should create a positive working relationship both between employers with employees and between fellow employees. In order for transformational leadership to be realized and job satisfaction can be improved, the leader should make the situation in the organization so feels as comfortable as possible so that employees feel comfortable working and make employees feel part of the family of the organization. The sense of kinship created will make employees better at work and provide good results in work
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Keywords: Transformational Leadership, Employee Empowerment, Job Satisfaction
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Linda, Muthia Roza, Sutiyem, Dessy Trismiyanti, Riza Yonita, and Suhery. "The impact of job satisfaction on organizational commitment with employee engagement as moderating variable." Journal of Management Info 8, no. 1 (May 29, 2021): 90–104. http://dx.doi.org/10.31580/jmi.v8i1.1708.
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The purposes of the study are to analyze; 1) the impact of job satisfaction on banking employee’s organizational commitment, 2) the impact of employee engagement on organizational commitment, 3) the impact of job satisfaction on employee engagement, and 4) the indirect effect of job satisfaction on organizational commitment of banking employees in Padang with employee engagement as a moderating variable. The type of research is causative research, which aims to see how far the independent variables affect the dependent variable. The research data was collected came from 180 employees who worked in banking, in which they had more than 2 years of experience. Then the data to analyze using the structural equation modeling (SEM) approach with Smart PLS 3.0 software. The results showed that: 1) Job satisfaction has not a direct effect on organizational commitment in banking employees in Padang; 2) Employee engagement has a direct and significant effect on organizational commitment of banking employees in Padang; 3) Job satisfaction has a direct and significant effect on employee engagement banking employees in Padang and 4) Job satisfaction has an indirect and significant influence on employee organizational commitment when mediated by employee engagement. The contribution of this study is expected to provide information for companies in developing and improving employee attitudes to have a high commitment to the company. This is intended so that employees can contribute to providing excellent service to increase organizational competitiveness.
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Mehmood, Tariq, and Ghulam Murtaza Maitlo. "Leadership competencies and job satisfaction among Aviation employees of Pakistan International airline (PIA)." Revista Amazonia Investiga 9, no. 27 (March 21, 2020): 419–27. http://dx.doi.org/10.34069/ai/2020.27.03.46.
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Job satisfaction and leadership style has always been tested and correlated in the past to understand the impact of the leadership on the degree of job satisfaction of employees. Since the passage of time employee satisfaction has become a great aspect of organizational success, therefore, different theories of management and leadership have been proposed. In the recent contest, theory of leadership competencies has been developed that measures the different competencies of the managers and leaders. In the current study, three independent variables namely emotional quotient (EQ), intelligence quotient (IQ), and managerial quotient (MQ) are being tested on the employee’s job satisfaction level of PIA. Data was gathered by questionnaires and 212 responses were received. SPSS were applied for analysis of data and there is a confirming connection amid job satisfaction and the EQ, MQ, and IQ of PIA employees along with the positive relationship between the Leadership competencies (LC) and the job satisfaction and lastly the significant relationship between job satisfactions.
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Tian, Xizhou, and Yongjian Pu. "AN ARTIFICIAL NEURAL NETWORK APPROACH TO HOTEL EMPLOYEE SATISFACTION: THE CASE OF CHINA." Social Behavior and Personality: an international journal 36, no. 4 (January 1, 2008): 467–82. http://dx.doi.org/10.2224/sbp.2008.36.4.467.
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At present, the hotel employment sector in China has a high rate of employee turnover compared to other services. This is not unlike other countries. The reason for the turnover among hotel employees may be lower worker satisfaction resulting in decreased – or no – loyalty to employers. This study was based on an Artificial Neural Network (ANN). The factors influencing employee satisfaction were examined and the impacts of demographic characteristics on hotel employee satisfaction were analyzed. Results show that hotel employee satisfaction in China is low, hotel employee satisfaction differs by age and gender, and that professional development opportunities for employees and the long-term growth prospects of the hotels themselves are the most important contributors to employee satisfaction. On the basis of these findings, several recommendations for improving employee satisfaction, thereby sustaining the long-term economic health of China's hospitality industry, are provided.
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Puspitawati, Ni Made Dwi, and Ni Putu Cempaka Dharmadewi Atmaja. "How Job Stress Affect Job Satisfaction and Employee Performance in Four-Star Hotels." International Journal of Applied Business and International Management 6, no. 2 (August 20, 2021): 25–32. http://dx.doi.org/10.32535/ijabim.v6i2.1168.
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Four-Star Hotels in Bali continue to control the situation of the Covid-19 Pandemic by maintaining employee performance. Social Exchange Theory used to understand a person's behavior at work. A company leader who knows what employees want and can explain what will be obtained if the work results are in accordance with employee expectations will try to show maximum performance. The decline in employee performance indicates an increase in job stress and a decrease in employee job satisfaction. This study aims to determine the effect of job stress experienced by employee on job satisfaction and employee performance at Four-Star Hotels in Bali. The questionnaires were distributed to 130 employees from 10 Four-Star Hotels in Bali, only 117 questionnaires were returned (response rate 90%). The results showed that job stress has a negative effect on employee performance and, job satisfaction, while job satisfaction has no effect on employee performance. The research implies that job condition can cause stress depending on the employee's condition. The salaries they earn do not match the workload they, especially when working from home, and working time of other employees reduce their level of satisfaction at work. However, Covid-19 Pandemic conditions nowadays, employees feel that job satisfaction has no effect on their performance.
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Khan, Zara, Muhammad Sarmad, Sadia Razzaq, Iqra Gulzar, and Adeel Ahmad. "DOES EMPLOYEE SATISFACTION AFFECT ORGANIZATIONAL BEHAVIOR?" Malaysian E Commerce Journal 4, no. 1 (April 16, 2020): 15–19. http://dx.doi.org/10.26480/mecj.01.2020.15.19.
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The main purpose of study is that how the employee satisfaction is effected in an organization. In this paper we also study that which type of factors effect organizational behavior and employee satisfaction in an organization, either in a positive or a negative way. The total number of one hundred and twenty (120) respondents was selected from different organizations which are working on the development sector. The respondents or the employees who were considered are managers, staff members, professionals and senior managers. SPSS 20.0 version was used for analysis. This study shows the extensive impact of job satisfaction on organizational performance in different organizations. The findings of this study show that the factors like reward system, promotions, bonuses and increase in salary are playing an important role to satisfy, attract and retain the employees. We also find that the senior employees are more satisfied than the employees who are less experienced. The research limitation of this study is that our research is consisting of a specific area. It characterizes the limited results. For the more accuracy of the results, we conduct this research on a large scale instead of some banks or organizations. This study is very helpful for the employees, organizations, industries, businessman, and banks. The employee satisfaction affects the organizational performance. The employee can be satisfied through reward systems, promotions, bonuses and increase in salaries. The employee’s satisfaction can increase the organizational performance. This research is 100% accurate because all the data is collected from Burewala-Vehari.
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Alhosani, Adnan, Rosman Md Yusoff, Fadillah Ismail, and Fazal Ur Rehman. "Factors Affecting Delegation Authority toward Employees Performance." Journal of Social and Development Sciences 9, no. 4 (January 27, 2019): 43–48. http://dx.doi.org/10.22610/jsds.v9i4(s).2690.
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Employees are the key asset of every organization and their performance can influence the goals and objectives of organizations in a positive or negative way. The aim of this study is to develop a theoretical framework in relations to examine the effects of employee’s satisfaction and participation, delegation authority and empowerment on employee’s performance in UAE organizations. Specifically, to get an in-depth understanding of the linkage between delegation authority and employees performance with emphasize on (employee participation and employee satisfaction). This study is only limited to Dubai organizations and future research may be conducted in other countries as well as can assess the moderating role in the defined variables. By integrating employee’s satisfaction and participation, delegation authority and empowerment, and employee’s performance literature, the main contribution of this paper is the analysis of defined variables in Dubai organizations with emphasize on new challenges and to boost up the gap of relevant literature.
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Sakalya, P. "A Study on Employee Satisfaction of Meenatchi Hospital Employees in Thanjavur." International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (June 30, 2019): 152–54. http://dx.doi.org/10.31142/ijtsrd23649.
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Gautam, Prakash Kumar. "Human Capital Management and Work Behavior: Evidence from Nepali Life Insurance Companies." International Research Journal of Management Science 4 (December 1, 2019): 48–64. http://dx.doi.org/10.3126/irjms.v4i0.27885.
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Background: Human resource is dynamic and complex ever because of changes in local, regional and global dimensions. Managing people for optimal use of their competencies for organizational purpose has no options. Employee motivation and employee turnover is being the central issue in the modern organizations, corporate movement of competent people is being the regular corporate news in business arena. Human capital management (HCM) helps them to be satisfied and being positive to their work and the organization. It helps organization to cope with turnover challenge and deviant workplace behavior. Employee motivation, satisfaction, job burnout, turnover are being common challenges to the management. To cope with such challenges, organizations should have strategic focus on human capital management.
Objectives: This study aims to explore the situation of human capital management in Nepali insurance companies and the employee’s satisfaction from human capital management. The study also aims to examine the association between satisfaction from HCM and workplace behavior. To examine the gender influence on workplace behavior of the employees created by HCM.
Methods: This study was conducted with correlational research design. Primary data for each variable was collected from 402 employees of different seven life insurance companies having at least five years of business experience. To observe the current HCM practices, 3-Point statements were asked. Structured questionnaire with 5-Point Likert Scale was used to collect responses on satisfaction from HCM and the satisfaction towards positive workplace behavior. Descriptive statistics, Pearson correlation, and independent sample t-tests were used to examine the objectives.
Result: Results of the study revealed that Nepali insurance companies have maintained human capital management causing employee satisfaction. Employees have reported that they have positive workplace behavior. Female employees have more positive workplace behavior of employees. Employee’s satisfaction from HCM is obtained having positive relationship with workplace behavior.
Conclusion: Nepali insurance companies have satisfactory HCM effective to motivate their employees. Employee’s satisfaction leads for positive workplace behavior. There is no gender difference in satisfaction on HCM while female have more positive workplace behavior in comparison to their male counterparts.
Implications: To cope with intense competition among the competitors in Nepali insurance industry, this study provides strong evidence to focus on HCM and positive workplace behavior.
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Kartika, Ria Chandra. "Penilaian Kepuasan Kerja Karyawan Terhadap Sistem Pengelolaan Sumberdaya Manusia di Rumah Sakit." ARTERI : Jurnal Ilmu Kesehatan 1, no. 1 (November 20, 2019): 115–22. http://dx.doi.org/10.37148/arteri.v1i1.16.
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Assessment of employee’s satisfaction assessment is an important thing to do by the hospital management. The data can be used as a source of information about resource management systems in hospitals, reducing turnover, and improving hospital performance. The objectives of this study was to measure job satisfaction level of the employee at RSIA NUN Surabaya This study is crossectional design study. The sample was 45 employees in RSIA NUN Surabaya were selected using proportional random sampling techniques. The instrument used in this study was MSQ. The assessment results are analyzed descriptively to determine the value of employee job satisfaction. The results of this study showed that 66.7% of employees had a level of satisfaction that was in the good category. Conclusion of this study hospital management needs to pay attention to employee satisfaction related to the achievement of work performance, employee salaries, and working environment conditions because all three elements have lower values compared to other elements. So it is important for hospitals to encourage employees to improve work performance by giving employees the opportunity to develop themselves through education and training activities. As well as reviewing salaries provided and providing a conducive work environment so as to increase employee job satisfaction.
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Silaban, Hana, and Meily Margaretha. "The Impact Work-Life Balance toward Job Satisfaction and Employee Retention: Study of Millennial Employees in Bandung City, Indonesia." International Journal of Innovation and Economic Development 7, no. 3 (August 2021): 18–26. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.73.2002.
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Millennial generation employees are employees who value flexibility in their work. Therefore, work-life balance is one of the factors that can affect the attitude of millennial employees in the company. Job satisfaction is an employee's perspective on his work to see how far the company has met employee expectations. A work-life balance makes employees feel job satisfaction because they can work well while in the office; therefore they do not need to be burdened with problems outside of work. In addition, good quality of work-life balance will increase employee retention so that the company can avoid problems related to employee retention. This research aimed to explore the effect of work-life balance on job satisfaction and employee retention of the millennial generation employees in the city of Bandung, Indonesia. The sample used in this study was 196 employees from various fields of work. Analysis of data used simple linear regression, by testing the quality of the data through validity and reliability test. Study results found that there was an effect of work-life balance on job satisfaction as much as 8.3%, and there was an effect of work-life balance on employee retention of 4.4%. One of the managerial implications of the research results that can be implemented is organization should provide a good work environment and facilities to increase the motivation of the employees.
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Javed, Syed Muhammad, Saqib Muneer ., and Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study." Information Management and Business Review 5, no. 12 (December 31, 2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.
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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expectation of employees and employer, after the analysis it was found that there is significant difference between the perception of employee and employers on the expected training outcomes and no similarity existed between the expectation of employee and employer which did not have positive effect on post training satisfaction.
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Hidayati, Siti Noor, and Antonius Ermiyanto. "Analisis Faktor Motivasi Intrinsik dan Motivasi Ekstrinsik Pengaruhnya terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Mediasi." Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship 7, no. 1 (December 31, 2017): 18. http://dx.doi.org/10.30588/jmp.v7i1.320.
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<p><span class="fontstyle0">Intrinsic motivation is an employee motivating factor for achievement that comes from within the person, while extrinsic motivation is sourced from outside the person. This research has been conducted to survey on 140 employees of PT Taman Wisata Candi Prambanan consisting of 65 permanent employees and 75 contract employees. The results of this research can be concluded that intrinsic and extrinsic motivation have significant </span>effects to employee performance indirectly with job satisfactions mediation. The influence of extrinsic motivation on job satisfaction and subsequently to employee performance is more dominant than intrinsic motivation. The level of intrinsic motivation, extrinsic motivation, job satisfaction, and employee performance of permanent employees, higher than contract employees, and the difference of them is significant.</p>
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SULISTYAN, RIZA BAHTIAR, Emmy Ermawati, and Kurniawan Yunus Ariyono. "Manajemen Retensi dalam Upaya Mempertahankan Karyawan melalui Dorongan Kepuasan dan Komitmen." Wiga : Jurnal Penelitian Ilmu Ekonomi 9, no. 2 (September 3, 2019): 87–98. http://dx.doi.org/10.30741/wiga.v9i2.464.
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Special attention needs to be paid by the company regarding the employee's intention to leave the organization. The purpose of this study is to develop a conceptual model to prove empirically how retention management can encourage job satisfaction and commitment so that employees do not intend to leave the organization. As many as 36 account officers in Lumajang Regency are willing to become respondents. The approach used is PLS. The results showed that retention management and employee satisfaction were directly able to reduce employee intentions to leave the organization. Employee commitment has not been able to reduce the intention of employees to leave the organization. It is more important to improve the management of employee retention and job satisfaction than their commitment as an effort to minimize the intention of employees leaving the organization.
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Romsi, Triani Kholilatun, and Mustakim Mustakim. "FACTORS RELATED TO THE WORK SATISFACTION OF EMPLOYEES IN THE HOSPITAL MOTHER AND CHILD DHIA CIPUTAT TAHUN 2018." Indonesian Journal of Public Health 15, no. 2 (August 4, 2020): 181. http://dx.doi.org/10.20473/ijph.v15i2.2020.181-189.
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Job satisfaction is one of the important factors to be considered by the organization. The satisfaction felt by employees in their work will minimize the high number of turnover and absenteeism of employees and can increase productivity and employee loyalty to the organization. Research method is an analytical study with a quantitative approach and a cross sectional study design. Data collection is done by questionnaire. The population in this study is all employees who worked in the Hospital of Mother and Child X Ciputat. Sample in this study were 50 respondents. Data analysis was performed using univariate and bivariate. The results of the study showed that employees who felt dissatisfied worked at the Hospital of Mother and Child X Ciputat by 36.0%. The results also show that there are four variables that have a significant relationship with employee’s job satisfaction at the X Ciputat Mother and Child Hospital including salary, organizational policy, job security, and working conditions. Therefore the hospital is advised to conduct employee performance surveys periodically and continuously to evaluate employee performanceKey Words : Job satisfaction, employee, hospital
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Tani Raka, Benediktus Ignasius, Anik Yuesti, and Nengah Landra. "Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar." International Journal of Contemporary Research and Review 9, no. 08 (August 6, 2018): 20959–73. http://dx.doi.org/10.15520/ijcrr/2018/9/08/569.
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This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.
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Dev, Santosh, and Swati Sharma. "Employee Satisfaction and Gender." International Journal of Service Science, Management, Engineering, and Technology 12, no. 1 (January 2021): 1–16. http://dx.doi.org/10.4018/ijssmet.2021010101.
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The study presents a grim picture of presence of women as employees in banks in India in spite of the fact that they exhibit more satisfaction than the male employees in certain dimensions of employee satisfaction. The study has employed survey methodology comprising 450 bank employees. The data of the respondents have been analyzed using principal component analysis, varimax rotation method, frequency distribution method, t-test and correlation coefficient. The results of the study exhibit that the count of women employees is less than the count of male employees in banks. Women employees are more satisfied than male employees. Banks need to increase the spread of their branches, analyze the environment so that the women employees feel motivated to join the banking industry and contribute in the economic growth of India.
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Aziz Ullah, Amir Ishaque, Maaz Ud Din, and Noreen Safdar. "The Relationship between Employees Training and Job Satisfaction with Moderating Role of Organizational Culture. A Case of Banking Sector of KP, Pakistan." Journal of Accounting and Finance in Emerging Economies 6, no. 3 (September 30, 2020): 857–71. http://dx.doi.org/10.26710/jafee.v6i3.1389.
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Employee job satisfaction has been widely acknowledged as one of the most important factors in the performance and productivity of the employees working in an organization. There are certain factors that contribute towards the job satisfaction of the employee’s and one such widely renowned factor is the training of the employees. The relationship between job satisfaction and the training of employees is further moderated by the organizational culture. This study analyzed the impacts of employees training on the level of their job satisfaction under the moderating effects of the organizational culture. Three different dimensions of satisfaction i.e. satisfaction with Pay, work itself and interpersonal relationship was analyzed in the study. Primary data was collected from as ample of 200 employees from different banks operating in Khyber Pakhtunkhwa, Pakistan. The data was analyzed using descriptive statistics, T-test and regression analysis techniques. The results of the study presented that Hierarchy and Adhocracy culture are the two most dominant cultures prevailing in the banking sector of Pakistan. The results further present that training has significant association with the level of job satisfaction of the employees with their, pay, work itself and interpersonal relationship. The results further established the moderating role of Adhocracy and Hierarchy Culture in determining the relationship between Training and job satisfaction of the employees.
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BIN FAUZAN, MUHAMAD FIKRI. "A STUDY ON EFFECT OF LEADERSHIP STYLES ON EMPLOYEES PERFORMANCE IN LOCAL COURIER COMPANY: THE CASE OF “POS LAJU†IN Malaysia." Journal of Public Value and Administration Insights 1, no. 1 (November 13, 2018): 14–20. http://dx.doi.org/10.31580/jpvai.v1i1.138.
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Leadership ability have a great impact in organization where it need an effective approach in managing the employee. In courier service company, the excellent of a company is based on the act of a leader where the interactions between employers and employees will determine the direction whether the company will achieve the organization goal or otherwise. This study presents a capable visionary leader influence on employee’s performance where the analysis for the employee’s performance was conducted to measure the affection on visionary styles. To perform this task Statistical Package for Social Science (SPSS) programs was used to make the analysis.to get the relationship between the visionary leader and employees performance. The result indicates that visionary styles have a positive relationship on employees performance. The analysis finding shows that the job satisfaction, employee engagement and employee attitude have a positive relationship with the visionary leader but only two variable in employee performance is accepted. From the point, we will find that this company have a capable leadership style that can influence employees in Pos Laju Company. The courier services company Pos Laju higher management should use this visionary leadership ability that could influence on their employees to ensure a better affection toward employees performance.
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Lamalewa, Funnisia. "PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI KERJA PADA BANK DI KOTA MERAUKE." JURNAL ILMU EKONOMI & SOSIAL 6, no. 1 (April 30, 2015): 11–19. http://dx.doi.org/10.35724/jies.v6i1.83.
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As benefits an organization, one of the strategic functions play an important role in banking is its human resources. This aim of the research was to find out the significant influence of compensation and job satisfaction on employee performance through job motivation, either directly or indirectly. The objectof the research were bank employees in Merauke City. The data consisted of primary data obtained using questionnaire give to respondents related to compensation, job satisfaction, motivation and performance of employees. The data were analyzed using quantitative approach through path analysis to test the hypothesis. The results of the research indicate that (1) compensation and job satisfaction have a positive and significant influence on job motivation, (2) compensation and job satisfaction have a positive and significant influence on employees performance. (3) compensation indirectly has a positive and significant influence on employees performance through job motivation, and (4) job satisfaction indirectly has a positive and significant influence on employess performance through job motivation of bank employees' in Merauke City.
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Gevrek, Deniz, Marilyn Spencer, David Hudgins, and Valrie Chambers. "I can’t get no satisfaction." Personnel Review 46, no. 5 (August 7, 2017): 1019–43. http://dx.doi.org/10.1108/pr-06-2015-0189.
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Purpose The purpose of this paper is to explore the role of salary raises and employees’ perception of these salary raises on their intended retention and turnover. By using a survey data set from a representative American public university, this study investigates a novel hypothesis that faculty perceptions of salary raises, relative to their perceptions of other faculty members’ assessments of the raises, influence their intended labor supply. Design/methodology/approach Using both ordered probit and OLS modeling frameworks, the authors focus on the impact of salary raises and the relative perception of these raises on intended labor supply behavior. They explore a hypothesis that a mismatch between one’s ranking of the salary raise and the perception of others’ rankings causes dissatisfaction. Findings The results provide evidence that salary raises themselves are effective monetary tools to reduce intended turnover; however, the results also suggest that relative deprivation as a comparison of one’s own perceptions of a salary raise with others affects employee intended retention. The authors find that employees who have less favorable perceptions of salary adjustments, compared to what they believe their colleagues think, are more likely to consider another employer, holding their own perception of raises constant. Conversely, more favorable views of salary raises, compared to how faculty members think other’s perceived the salary raises, does not have a statistically significant impact on intended retention. Originality/value This is the first study that explores an employee’s satisfaction with salary raises relative to perceptions of other employees’ satisfaction with their own salary raises, and the resulting intended labor supply in an American university. The results indicate that monetary rewards in the form of salary raises do impact faculty intended retention; however, perception of fairness of these salary raises is more important than the actual raises. Given the high cost of job turnover, these findings suggest that employers may benefit from devoting resources toward ensuring that salary- and raise-determining procedures are generally perceived by the vast majority of employees as being fair.
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Zadros, Katarzyna. "Employee Satisfaction with the Employer’s Health Safety Activities During the SARS-CoV-2 Pandemic." System Safety: Human - Technical Facility - Environment 3, no. 1 (May 1, 2021): 228–38. http://dx.doi.org/10.2478/czoto-2021-0023.
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Abstract The outbreak of the SARS-CoV-2 coronavirus pandemic has resulted in significant changes in employers’ attitudes to employee health safety, as a new rapidly spreading threat has emerged. A characteristic feature of this threat is very little knowledge about it and the lack of effective treatments and prevention procedures. The short time since the outbreak of the pandemic also means that there is very little knowledge about how employers try to protect employees from infection with this virus, as well as how effective these actions are and how employees evaluate them. Therefore, among couriers of UPS companies in Poland and Germany a survey of the satisfaction was undertaken regarding the solutions adopted and implemented by managers in the field of shaping the health safety of employees. The survey uses the modified Customer Satisfaction Index - CSI method, for which employees were treated as internal customers. As a result of the research, it was possible to compare employee satisfaction with the solutions used by managers to protect their health in Poland and Germany, and shape conclusions resulting from this study.
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Sreerekha, T. "A STUDY ON GRATIFICATION OF MIGRANT EMPLOYEES WITH SPECIAL REFERENCE TO TIRUPUR GARMENT INDUSTRY." International Journal of Research -GRANTHAALAYAH 4, no. 3SE (March 31, 2016): 37–44. http://dx.doi.org/10.29121/granthaalayah.v4.i3se.2016.2775.
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“Quality of Work Life" is a term that had been used to describe the broader job-related experience an individual has. Quality of Work Life and major related concepts are gratification, workplace stress and quality of life. This study reveals that gratification is the major motivating factor responsible for Quality of work life. Gratification in the organization significantly differs from one organization to the other, one department to the other and even from one unit to the other depending upon the various factors influencing in the organization. Gratification and satisfaction refers to the result of various attitude possessed by an employee. The main objective of doing the study is to understand what job satisfaction means to employees. It helps to understand how good working conditions help employees to work more efficiently. It is all about employee involvement, which consists of methods to motivate employees to participate in decision making. This helps in building good relationships. This paper is a means to appreciate the nitty-gritty involved in employee’s relationship with the organization and employers.
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Zahara, Rizki Novriyanti, and Hajan Hidayat. "PENGARUH KEPUASAN DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BANK DI KOTA BATAM." JOURNAL OF APPLIED MANAGERIAL ACCOUNTING 1, no. 2 (September 28, 2017): 150–56. http://dx.doi.org/10.30871/jama.v1i2.500.
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This study aims to identify and analyze the influence of job satisfaction and work discipline on employee performance. Approach method used for sampling is purposive sampling technique. Respondents were used in this study were 173 employees working in state-owned banks in Batam. This study uses regression analysis to examine how the influence of these two variables on the performance of employees with SPSS 22.0 application. Results of the t test obtained by value t count 3,979> t table 1,973, which means that H1 is accepted and t value 4,623> t table 1973, which means H2 is accepted. The higher the satisfaction is fulfilled and the higher discipline of work that employees have the higher the employee's performance. Based on the results of research conducted, it can be concluded that there is influence between the variables of job satisfaction and work discipline on employee performance state-owned banks in Batam.
Keywords: Job satisfaction, Discipline, Employee Performance
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R, Anitha. "A study on job satisfaction of paper mill employees with special reference to udumalpet and palani taluk." Journal of Management and Science 1, no. 1 (June 30, 2011): 33–44. http://dx.doi.org/10.26524/jms.2011.6.
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Job satisfaction is a general attitude towards one’s job, the difference between the amount of reward workers receive and the amount they believe they should receive. Employee is a back bone of every organization, without employee no work can be done. So employee’s satisfaction is very important.Employees will be more satisfied if they get what they expected, job satisfaction relates to inner feelings of workers. As Udumalpet and Palani Taluk are famous for paper industries, the main aim of this study is to analyze the satisfaction level of paper mill employees. Chi-Square test and percentage analysis have been used in this study to analyze the job satisfaction of paper mill employees in Udumalpet and Palani Taluk. The study shows that only 44% of the employees are satisfied with the working conditions, 31% of them with the welfare facilities, 44% of them with the accident compensation, and 42% of them are satisfied with the rewards provided and 52% of them are satisfied with the grievance handling procedure. The organization may give importance to certain factors such as Canteen, rest room facilities, rewards, recognition and promotion policy so that satisfaction of the employees may be improved further.
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Widyaputra, Ketut Andika, and A. A. Sagung Kartika Dewi. "PENGARUH MOTIVASI INTRINSIK TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN PADA PT BUSSAN AUTO FINANCE." E-Jurnal Manajemen Universitas Udayana 7, no. 1 (December 5, 2017): 85. http://dx.doi.org/10.24843/ejmunud.2018.v7.i01.p04.
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Performance is the result of work produced both in terms of quality and quantity of work and can be accounted for in accordance with its role within the organization or company, and accompanied by the ability, skill, and skill in completing the work within a certain period of time. This research was conducted at PT Bussan Auto Finance Branch of Denpasar by using 73 employees as research respondents. Sample determination technique used in this research is saturated sample technique. Data collection was done through interviews and questionnaires. Data analysis technique used in this research is path analysis processed using SPSS software. Based on the results of the analysis, this study shows that intrinsic motivation has a significant positive effect on job satisfaction. This shows that giving good intrinsic motivation to employees can increase employee work satisfaction to the company. Job satisfaction has a significant negative effect on employee performance. The higher the job satisfaction is perceived, the higher the employee's performance against his company. Intrinsic motivation has a significant positive effect on employee performance. Giving good intrinsic motivation to employees can improve employee performance against the company.
Keywords: intrinsic motivation, job satisfaction, employee performance
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Prawira, I. Gusti Agung Gde Yoga, and I. Gusti Made Suwandana. "PERAN KEPUASAN KERJA MEMEDIASI PENGARUH STRES KERJA TERHADAP KINERJA KARYAWAN HOUSEKEEPING DEPARTMENT FAVE HOTEL." E-Jurnal Manajemen Universitas Udayana 8, no. 8 (August 3, 2019): 5060. http://dx.doi.org/10.24843/ejmunud.2019.v08.i08.p13.
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Companies must be able to maintain employee performance to remain stable and even increase. Satisfied employees are effective and well-performing workers. The purpose of this study was to determine the direct effect of work stress and job satisfaction on employee performance, to determine work stress on employee job satisfaction, and to determine the effect of Job Satisfaction in mediating the effect of work stress on employee performance. The population in this study were 47 Fave Hotel Housekeeping Department employees. Sampling uses a saturated sample technique and the data was analyzed using path analysis techniques. The results showed that work stress has a negative and significant effect on job satisfaction and employee performance, namely the higher the level of work stress that employees have, the lower the job satisfaction and employee performance that will be formed within the employee. Job satisfaction has a positive and significant effect on employee performance. This means that the higher job satisfaction felt by employees, the higher the performance of employees that will be formed. Job satisfaction is positively and significantly mediates the effect of work stress on employee performance.
Keywords: Job Satisfaction, Job Stress, and Employee Performance
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Wijaya, Wayan Gede, I. Ketut Setia Sapta, Anak Agung Putu Agung, and I. Nengah Sudja. "Leadership Effect and Work Motivation to Employee's Performance with Work Satisfaction as a Mediation Variable (Study in the Denpasar City Regional Agency)." International Journal of Contemporary Research and Review 10, no. 02 (February 11, 2019): 21385–94. http://dx.doi.org/10.15520/ijcrr.v10i02.667.
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This study aims to analyze the influence of leadership, work motivation, on performance mediated job satisfaction. The increase in job satisfaction for employees certainly has an impact on the performance shown. There are differences between employees who have satisfaction with those who don't. Employees who feel satisfaction in their work tend to have a better record of attendance and adherence to regulations. These employees also usually have better achievements than employees who do not have satisfaction in their jobs. Employees who feel satisfied with their work have a greater chance to talk about positive things about their organization, help others and make their performance exceed normal estimates. The sample in this study were 58 employees of the Denpasar City Revenue Agency. Testing of model suitability through validation testing on PLS. Research results show leadership has a positive and significant effect on employee job satisfaction. Work motivation has a positive and significant effect on employee job satisfaction. Leadership has a positive and insignificant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Job satisfaction has a significant positive effect on employee performance.
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Omoghie, E. S., A. A. Banjo, A. S. Adeleye, U. F. Aliboh, and V. B. Simpson. "Assessment of Occupational Satisfaction on Performance among Employees of a Forest Resources Management Institution in Nigeria." Journal of Applied Sciences and Environmental Management 25, no. 2 (April 14, 2021): 209–12. http://dx.doi.org/10.4314/jasem.v25i2.11.
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An organization usually sees an average worker as the source of quality and productivity gains. The study examined the impact of occupational satisfaction on performance among employees of a Forest Resources Management institution in Nigeria using a structured questionnaire for data collection. The data analysis from the study revealed that employee’s level of education enhanced job satisfaction. Furthermore, chi-square results showed that there was no significant relationship (p>0.05) between personal characteristics and their satisfaction level. In addition, correlation results showed that there was a significant relationship between job satisfaction and employee performance. Thus, the study recommends that organizations should intensify efforts in the area of non-financial rewards as a means of influencing greater performance from the employees as well as getting more employee commitment to the organization.
Keywords: Assessment, Employee Performance, Occupational Satisfaction, Organization
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Tshivhase, Tracey, and Lethukuthula Vilakazi. "Job Satisfaction: What factors in the Coal Mining Industry will lead to Higher Satisfaction?" INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 6 (2018): 17–25. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.46.1002.
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In recent years, employee turnover has become a challenge that every human resource department is concerned with. The purpose of this paper is to explore the level of job satisfaction in the coal mining industry. This paper also determines the relationship between company employees and five work-related factors that are considered influential in minimizing employee turnover. A total of 66 questionnaires out of a 100 were usable for this study. The conclusion was that work-life balance, growth opportunities and managerial support play a significant role in job satisfaction. Salary and company culture did not contribute significantly towards job satisfaction. This study contributes to companies’ success by investigating components that contribute to job satisfaction among employees.
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Kaur, Prabhjot, Keshav Malhotra, and Sanjeev K. Sharma. "Moderation-mediation framework connecting internal branding, affective commitment, employee engagement and job satisfaction: an empirical study of BPO employees in Indian context." Asia-Pacific Journal of Business Administration 12, no. 3/4 (August 3, 2020): 327–48. http://dx.doi.org/10.1108/apjba-10-2019-0217.
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PurposeTaking an evidence from social exchange theory, this research examines the mediating role of affective commitment in the correlation between internal branding, employee engagement and job satisfaction. The moderating role of work environment on the link between internal branding and affective commitment is also studied in this research.Design/methodology/approachThe data were collected by using well-structured research measures from 215 employees working in the BPO sector of India (Punjab and Chandigarh). The hypotheses were developed, and the conceptual model was validated by applying structural equation modeling. The data were analyzed by using two statistical packages, namely SPSS and AMOS.FindingsThe findings suggest that internal branding has a significant positive relationship with employee engagement, job satisfaction and affective commitment. The mediating effect of affective commitment on the relationship between internal branding and employee engagement was full, whereas on the relationship between internal branding and job satisfaction, it was partial. Work environment also moderated the relationship of internal branding with affective commitment.Research limitations/implicationsThe current study offers significant lessons to management thinkers, human resource (HR), organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance affective commitment, employee engagement and job satisfaction of the employees. The role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if the work environment is not encouraging to an employee as well as to the brand values.Practical implicationsThis study offers significant lessons to management thinkers, HR, organizational branding and marketing manager. However, BPO sector should be aware about the critical role played by internal branding to enhance employee engagement, job satisfaction and affective commitment of the employees. An important role of affective commitment is also taken into account to study the effect of internal branding on employee engagement and employee's job satisfaction. For itself, internal branding cannot be considered as in isolation and is doubtful to be efficacious if employees are not provided an encouraging work environment.Originality/valueExisting researches on internal branding are theoretical in nature and overlook the empirical impact of internal branding on employee engagement, job satisfaction and affective commitment from the BPO employees' perspective. The study also offers an empirical examination of potential mediator and moderator for internal branding.
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Akbar, Evvien, and Nurhidayati Nurhidayati. "PENINGKATAN KINERJA MELALUI SERVANT LEADERSHIP, DISIPLIN KERJA DAN KEPUASAN KERJA PADA DINAS PERTANIAN KABUPATEN DEMAK." Jurnal Ekonomi dan Bisnis 19, no. 1 (January 11, 2018): 35. http://dx.doi.org/10.30659/ekobis.19.1.35-48.
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This study aims to analyze the influence of servant leadership and work discipline on employeeperformance with job satisfaction as intervening variable. Population in this research is employeeswho work at Agriculture Department of Demak Regency for 121 employees, with total sampleof 55 employees. The sampling technique used in this study is Proportional Random Sampling.The analysis tool is the path analysis, where previously tested the validity and reliability as wellas the classical assumption test. Test results show that servant leadership and work disciplineproved to have a positive and significant impact on job satisfaction. Servant leadership provedto have a positive and significant influence on employee performance, can be interpreted thatthe higher servant leadership, the more leaders are able to serve their subordinates sincerely,so that it will have an impact on the high performance of employees. Work discipline proved tohave a positive and significant effect on employee performance. Job satisfaction has a positiveand significant effect on employee performance, meaning that the higher level of job satisfactionof employees, it will certainly have an impact on the high performance of employees.Keywords: Servant leadership, work discipline, job satisfaction and employee performance
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Sumathi, K., Rina Khanum, and G. K. Supriya. "Employee Job Satisfaction at Organized Retails - An Analysis." Shanlax International Journal of Management 7, no. 4 (April 1, 2020): 36–43. http://dx.doi.org/10.34293/management.v7i4.2150.
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Employee job satisfaction is speaking about the happiness of employees towards their job. In the present competitive business scenario, the organizations are considered as a major strategy to attract and retain the employees. However, employee job satisfaction is very important to the service sector industry like organized retails, as the employees are regularly in touch with the customers. Moreover, many of the factors affect employee job satisfaction. Therefore the present study is an attempt to analyze policies and practices framed by the organized retail organizations to make their employees satisfied and the level of satisfaction of employees regarding those policies and practices. Also, the study exhibits the relationship between the demographic profile and job satisfaction of employees in the retail sector in the study area.
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Rizwan, Muhammad, and Ahsan Mukhtar. "Preceding to Employee Satisfaction and Turnover Intention." International Journal of Human Resource Studies 4, no. 3 (July 2, 2014): 87. http://dx.doi.org/10.5296/ijhrs.v4i3.5876.
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As different research and studies have been conducted for the sake of understanding the concept of employee satisfaction but still organizations are incapable to find those factors that affect mostly on Satisfaction level of Employee. The main purpose of this research is to sort out those factors with intensity that mostly effect employee Satisfaction. Particularly, we took workplace environment, employee empowerment and pay & promotion as the main variables to check their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed for the purpose of collecting data to understand the level of employee satisfaction in different organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different sectors. Statistically, the relationship of employee empowerment and workplace environment with employee satisfaction has significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Moreover, there was a significant effect of employee satisfaction on turnover intention of employees. This study will help the organizations to understand completely about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively.
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Hur, Won-Moo, Tae-Won Moon, and Yeon Sung Jung. "Customer response to employee emotional labor: the structural relationship between emotional labor, job satisfaction, and customer satisfaction." Journal of Services Marketing 29, no. 1 (February 9, 2015): 71–80. http://dx.doi.org/10.1108/jsm-07-2013-0161.
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Purpose – This study aims to extend emotional labor theories to the customer outcomes by examining a theoretical model of how emotional labor performed by the service worker affects customer satisfaction in a mediated way. Design/methodology/approach – Structural equation modeling analyses partially support for our hypotheses from 282 dyadic survey data [i.e. service interactions customers (seniors) and service employees (caregivers)] from a home caregiver firm in South Korea. Findings – The results of our study found that employee’s emotional regulation strategies of deep acting and surface acting differentially affect customer satisfaction, and that employee’s job satisfaction mediates the relationship between employee’s emotional regulation strategies and customer satisfaction. More specifically, the relationship between surface acting and customer satisfaction is fully mediated by employee’s job satisfaction, whereas the relationship between deep acting and customer satisfaction is partially mediated by employee’s job satisfaction. Originality/value – Our study is the first to provide an empirical test of how employee job satisfaction mediates the relationship between employee emotional labor and customer satisfaction in service interactions. This research sheds light on the crucial role of employee job satisfaction that can be an important consideration to boost service quality and customer satisfaction by facilitating employee emotional labor.
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Weiss, Marjorie D., Steve Tyink, and Curt Kubiak. "Delivering Ideal Employee Experiences." AAOHN Journal 57, no. 5 (May 2009): 210–15. http://dx.doi.org/10.3928/08910162-20090416-02.
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Employee-centric strategies have moved from employee satisfaction and brand awareness to employee “affinity” or “attachment.” In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.
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Weiss, Marjorie D., Steve Tyink, Curt Kubiak, and Patricia B. Strasser. "Delivering Ideal Employee Experiences." AAOHN Journal 57, no. 5 (May 2009): 210–15. http://dx.doi.org/10.1177/216507990905700509.
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Employee-centric strategies have moved from employee satisfaction and brand awareness to employee “affinity” or “attachment.” In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.
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Hillard, Amber Joy De Armond. "Management Leadership and Employee Satisfaction." International Journal of Adult Education and Technology 12, no. 3 (July 2021): 1–14. http://dx.doi.org/10.4018/ijaet.2021070101.
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The study reported in this article examines the relationship between management leadership and employee job satisfaction. Based on 30 participants, self-report survey questionnaires are used for data collection. Results show that a significant, moderate, and positive correlation (ρ = .73, p = .000) exists between employees' ratings of their managers' leadership skills and employees' job satisfaction. A significant relationship (ρ = .39, p = .030) exists between employees' ratings of importance of leadership strategies at civilian personnel advisory centers and job satisfaction of general schedule employees. Employees' job satisfaction is observed to be significantly positively correlated with the employees' rating of management leadership. The work highlights the importance of adequate training in soft skills as well as hard skills leaders.