scholarly journals THE RELATIONSHIP BETWEEN JOB SATISFACTION AND INDIVIDUAL PERFORMANCE OF IT EMPLOYEES

2021 ◽  
Vol 2 ◽  
pp. 141-148
Author(s):  
Irina Yanchovska
Keyword(s):  
Job Satisfaction ◽  
Individual Performance ◽  
Mean Values ◽  
Demographic Groups ◽  
Business Results ◽  
It Employees ◽  
Personal Performance ◽  
Market Leadership ◽  
The Relationship

Purpose – The main purpose of this research paper is to investigate the correlation between job satisfaction of employees in the IT sector and their personal performance. Additionally, the study examines the overall level of employee satisfaction, as well as if job satisfaction levels differ significantly among the studied demographic groups. Design/methodology/approach – The research is based on quantitative analysis of data collected through a questionnaire containing answers of 126 international respondents from over 25 different IT companies. The research methods used are one-dimensional methods for preliminary analysis, Cronbach alpha for reliability and consistency, one-way ANOVA for mean values comparison and correlation analysis for examining relationships. Findings – The findings show a moderate statistically significant correlation between job satisfaction and employees’ personal performance, which is bidirectional as influence and  presumably depends on other variables like work engagement, motivation, stress or exhaustion, which were not examined in the current study. Additionally, most of the employees in the researched sample define themselves as satisfied with their jobs. Statistically significant variation of the mean job satisfaction levels was observed in two of the examined demographic variables – gender and years in the current position. Practical implications – The research results can be beneficial for different organizations since job satisfaction is important for employees’ long-term retention, for increasing their commitment and loyalty towards the organization, as well as for the creation of a motivating and productive work environment. Employees’ job satisfaction and their personal performance should always be considered main organizational values and key for achieving excellent business results and market leadership. Originality/value – The results of the current research are important for validating the position of these researchers, who claim that a positive correlation between an employees’ job satisfaction and their personal performance in the workplace exists and should not be neglected. Additionally, it contributes towards a better understanding of job satisfaction among IT employees.

Communication and Job Satisfaction

2017 ◽  
pp. 201-225 ◽  
Author(s):  
Libi Shen ◽  
Larry Austin
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Communication Strategies ◽  
Effective Communication ◽  
Communication Styles ◽  
Organizational Leaders ◽  
Business Executives ◽  
Successful Leadership ◽  
The Relationship

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

Rethinking Public Service Motivation From the Perspective of Person–Environment Fit: Complementary or Supplementary Relationship?

2014 ◽  
Vol 37 (3) ◽  
pp. 351-368 ◽  
Author(s):  
Geunpil Ryu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Theoretical Development ◽  
Theoretical Perspectives ◽  
Person Environment Fit ◽  
Underlying Mechanisms ◽  
The Relationship

Research on public service motivation (PSM) has paid attention to the concept of fit to identify underlying mechanisms of the relationship between PSM and beneficial outcomes such as higher job satisfaction and organizational commitment. Nonetheless, there have been rare studies aimed at theoretically comparing PSM with the person–environment (P–E) fit. In this article, PSM is reviewed from the perspective of P–E fit, not only because PSM and P–E fit share some theoretical perspectives, such as job attraction, employee rewards, and individual performance, but also because incorporating the concept of PSM into the fit framework may allow us to better understand PSM and enhance its theoretical development. This article concludes that PSM has a complementary relationship with P–E fit as the two provide more concrete and valid explanations for job applications, outcomes, and rewards when they are incorporated.

Communication and Job Satisfaction

2017 ◽  
pp. 355-379
Author(s):  
Libi Shen ◽  
Larry Austin
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Communication Strategies ◽  
Effective Communication ◽  
Communication Styles ◽  
Organizational Leaders ◽  
Business Executives ◽  
Successful Leadership ◽  
The Relationship

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

Influences of Chronic Pain on Proximal Job Retention Outcomes: A Systematic Literature Review

2012 ◽  
Vol 18 (2) ◽  
pp. 89-106 ◽  
Author(s):  
Hanna Issa ◽  
Elias Mpofu ◽  
Kaye Brock ◽  
Ralph R. Crystal ◽  
Ruth T. Lynch
Keyword(s):  
Job Satisfaction ◽  
Chronic Pain ◽  
Literature Search ◽  
Work Participation ◽  
Job Retention ◽  
Methodological Framework ◽  
Work Content ◽  
The Relationship ◽  
Comprehensive Literature Search

Objective. The study examined the evidence for the influence of chronic pain on proximal work participation behaviours important for job retention such as presenteeism, absenteeism and job satisfaction.Method. A comprehensive literature search was undertaken using various databases including PsycINFO, Medline, Scopus and other sources which resulted in the identification of 353 articles of which 15 articles were chosen for analysis and inclusion. Eligibility was based on a mixed methodological framework using the Consolidated Standards of Reporting Trials (CONSORT) checklist.Results. There is evidence to suggest that chronic pain influences work participation qualities including absenteeism, presenteeism and job satisfaction. Personality and work content factors mediate the relationship between chronic pain and the proximal work participation variables.Conclusion. Interventions targeting proximal work context behaviours appear to hold promise for long-term work participation by people with chronic pain. Rehabilitation interventions for job retention with chronic pain will likely be successful with attention to ongoing, changeable work participation behaviours that predict job retention.

The Effect of Respect: Respectful Communication at Work Drives Resiliency, Engagement, and Job Satisfaction among Early Career Employees

2021 ◽  
pp. 232948842110165
Author(s):  
Danielle LaGree ◽  
Brian Houston ◽  
Margaret Duffy ◽  
Haejung Shin
Keyword(s):  
Job Satisfaction ◽  
Early Career ◽  
Business Leaders ◽  
Job Engagement ◽  
Full Time ◽  
Young Workers ◽  
Job Outcomes ◽  
Relationship Of ◽  
The Relationship

Today’s business leaders face an unprecedented challenge of engaging and retaining young workers. We examined two facets of workplace respect to determine how leaders might combat this issue. A model was tested to examine the relationship of respectful engagement, autonomous respect, and occupational resilience on job outcomes. A survey of 1,036 U.S. young workers aged 21 to 34, employed full-time, revealed that autonomous respect was a stronger predictor of occupational resilience than respectful engagement. Additionally, there was a significant positive relationship between occupational resilience and job satisfaction, employee loyalty, and job engagement. Finally, the relationship of both respectful engagement and autonomous respect on job outcomes was positively mediated by occupational resilience, further substantiating the positive benefits of respectful communication on employees’ wellbeing and, ultimately, positive long-term business benefits.

scholarly journals Succession Planning Strategy for Non-Academic Staff at Malaysian Public Universities

2018 ◽  
pp. 600-604
Keyword(s):  
Succession Planning ◽  
Quantitative Research ◽  
Positive Relationship ◽  
Planning Process ◽  
Academic Staff ◽  
Mean Values ◽  
Significant Positive Relationship ◽  
Managerial Support ◽  
The Relationship

Today’s successful organizations realize on the important of strong key position to maintain and sustain long-term productivity. In a time when the competition for top talent increases, many organizations have developed strategic succession planning process to ensure their organizations will be well positioned to compete in the long-term. Besides, Higher education will face similar challenges as those who have led for years leave their institutions. This quantitative research aimed to identify the nature and characteristics of succession planning, to determine the relationship between the degree of clarity of the concept of succession planning and the implementation of succession planning and to identify the relationship between managerial support towards succession planning and the implementation of succession planning among non-academic staff at one of public university in Malaysia. Quantitative research method is practiced in this research. The questionnaire, 5 point Likert scale has been used to collect the data. Hence, the research sample is composed of 55 non-academic staff from Grade N41 to N54. Nevertheless, 46 of the completed questionnaires were received, producing a 92 per cent response rate for this study. The finding revealed that managerial support towards succession planning had overall highest mean values from the respondents, while the degree of the clarity of the concept and implementation of succession planning had moderate mean values from the respondents. There is a significant positive relationship between the degree of clarity of the concept and implementation succession planning. Likewise, there is a significant positive relationship between managerial support and implementation of succession planning. Moreover, implications of the findings, suggestions for future studies and recommendations for proactive implementation and action to be taken were also presented.

scholarly journals La orientación al aprendizaje, al mercado y su impacto en los resultados empresariales: un análisis con modelo de ecuaciones estructurales / Orientation towards Learning, to the Market and its Impact on Business Results: an Analysis with Structural Equation Modeling

2019 ◽  
Vol 8 (3) ◽  
pp. 151-162
Author(s):  
Jaime Gustavo Gallo Mendoza
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Performance ◽  
Market Orientation ◽  
Structural Equation ◽  
Equation Modeling ◽  
Food And Beverages ◽  
Business Results ◽  
Relationship Of ◽  
The Relationship

ABSTRACTIn this research, we explained the relationship of four entrepreneurial capacities: market orientation and its influence on orientation towards learning and both, in the results of small and medium industries belonging to the "Food and Beverages" sector, located in Ecuador. With the aim that these types of organizations achieve a competitive organizational performance in Ecuador. A tool for small and medium– sized industries to operate in the market in the long term because competencies will be developed so that they generate more efficient results and therefore a greater competitive advantage.RESUMENEn la presente investigación se explica la relación de dos capacidades empresariales: la orientación al mercado y su influencia en la orientación al aprendizaje y, ambos, en los resultados de las pequeñas y medianas industrias del sector de “Alimentos y Bebidas”, en Ecuador. Con el objetivo que este tipo de organizaciones logren un rendimiento organizacional competitivo en el Ecuador. Una herramienta para que las pequeñas y medianas industrias logren operar en el mercado a largo plazo debido a que se desarrollarán competencias que generarán resultados más eficientes y por tanto una mayor ventaja competitiva.

scholarly journals Job Competency and Intention to Stay among Nursing Assistants: The Mediating Effects of Intrinsic and Extrinsic Job Satisfaction

2021 ◽  
Vol 18 (12) ◽  
pp. 6436
Author(s):  
Yu-Chia Chang ◽  
Te-Feng Yeh ◽  
I-Ju Lai ◽  
Cheng-Chia Yang
Keyword(s):  
Job Satisfaction ◽  
Long Term Care ◽  
Cross Sectional Study ◽  
Nursing Assistants ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Term Care ◽  
Job Competency ◽  
The Relationship

This study investigated the influences of nursing assistants’ job competency on their intrinsic and extrinsic satisfaction and intention to stay in the profession of long-term care institutions. Understanding the relationship between job competency and job satisfaction, both intrinsic and extrinsic, would enable institutions to strengthen service workers’ intention to stay and to retain essential personnel. This study was a cross-sectional study in which nursing assistants from 26 nursing homes and 15 elderly welfare institutions in Taiwan. The relationship between job competency and intention to stay was discovered to be significantly mediated by intrinsic and extrinsic job satisfaction. Given the staff shortages and difficulty retaining staff in long-term care environments, organizations must be able to strengthen employees’ intention to stay; one suggestion is to improve the employees’ competency, because higher competency results in higher quality of care and greater extrinsic job satisfaction. Furthermore, greater job competency is more likely to result in affirmation and accomplishment, both of which increase intrinsic job satisfaction and thus positively influence intention to stay.

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