scholarly journals Exploration of Organizational Productivity in Developing Countries

2015 ◽  
Vol 52 ◽  
pp. 33-43
Author(s):  
Muhammad Nouman Shafique ◽  
Naveed Ahmad ◽  
Muhammad Shahid Asghar
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Affective Response ◽  
Quality Of Services ◽  
Organizational Productivity ◽  
Organizational Goals ◽  
Service Employees ◽  
Expected Performance ◽  
Hospitality Organizations

Today, Human Resource have identified that competent and skillful employees are the valuable factor in growing and developing organizations. So, respecting their needs their needs management can lead employee job satisfaction. People are the most important in the hospitality organizations because they are the central to the hospitality and service; employees’ attitude, behaviors play a significant role to produce quality of services. Customer satisfaction and customers’ perception about the quality of services are significantly influenced by the attitudes and behaviors of employees to provide services. The most industries are creating comparative understandings to keep employees productive and committed at work. Job satisfaction includes evaluative and expectancy components. The job satisfaction as a pleasurable emotional state resulting from the appraisal of one’s job or job experience. Job satisfaction as affective response resulting from the evaluation of the work environment to enhance organizational productivity. Employees’ work performance is the degree to which employees are carrying out their jobs in a given tasks. This study contributes to better understanding of fairness perceptions by employees. There is large amount of research in this field, the organization focuses on to attain the expected performance from employees, because employees perform key role to achieve organizational goals.

scholarly journals Organizational Commitments in Financial Service Audit With Antecedents of Organizational Justice and Job Satisfaction

2020 ◽  
Vol 11 (4) ◽  
pp. 86
Author(s):  
Petrus Ridaryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Equation Model ◽  
Quality Of Services ◽  
Accounting Firms ◽  
And Performance

Public trust in a profession is determined by the reliability, accuracy, timeliness, and quality of services or services that can be provided by the auditor profession. Although the auditor's work and performance procedures have tended to be supervised and determined strictly and formally by external institutions, studies have shown that the context of the internal environment has an effect on improving auditor performance. This study seeks to analyze the effect of organizational justice and job satisfaction in the auditor's environment on organizational commitment. It focuses more on behavioral accounting, specifically relating to the auditor's work environment, by taking the object of the treatment's influence in the organization's internal participation and involvement of auditors that is reflected by organizational commitment. By using the Structural Equation Model (SEM), the findings show that procedural justice and interactional justice are empirically proven to influence organizational commitment. On the other hand, distributive justice has no effect on organizational commitment, and job satisfaction has also been proven empirically to have no effect on organizational commitment. These results provide input for public accounting firms so as not to overlook the fairness factor in providing rewards to auditors. In the case of fairness the awarding of rewards / awards to the auditor is not only limited to the amount of reward, but also the process for determining the amount of the reward.

scholarly journals Being an Educator in Private vs. Public School System: A Comparative Study on Job Contentment

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Dr. Guru Tej S ◽  
Dr. Priya Jindal ◽  
Dr. Francisca Tej
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Public School System ◽  
Satisfaction Level ◽  
Government School ◽  
Organizational Goals ◽  
System A ◽  
Positive Feelings ◽  
And Behavior ◽  
Job Role

<div><p><em>Job satisfaction can be defined as an extent of positive feelings or attitude that individuals have towards their jobs. When a person says that he has high job satisfaction, it means that he really likes his job, feels good about it and values his job dignity. Job satisfaction is important technique used to motivate the employees to work harder. It is often said that “a happy employee is a productive employee”. </em><em>Satisfied employees work in integrity with organizational goals and their work performance falls in sync with what is being expected of them. Satisfied employees stay happy, hardworking, enthusiastic, committed and always open for new challenges. </em><em>The present study makes an effort to study the job satisfaction level among educators of selected private and government school educator in Bangalore City.The paper also investigates various factors influencing job satisfaction of educators. Based on the survey, the paper attempts to gain insights into the satisfaction level from educators of both types of schools. Some of the factors considered under this study are; current job role, job satisfaction, salary earned, recognition at work, freedom at work, accessibility to knowledge, facilities provided at work, and behavior of colleagues/coworkers. </em></p></div>

scholarly journals The Significant Effect of Leadership and Conflict Management on Job Satisfaction

2020 ◽  
Vol 9 (6) ◽  
pp. 9
Author(s):  
Sophia Anastasiou
Keyword(s):  
Job Satisfaction ◽  
Conflict Management ◽  
Cultural Differences ◽  
Working Conditions ◽  
Employee Satisfaction ◽  
Work Performance ◽  
Present Evidence ◽  
Organizational Goals ◽  
Level Of Education ◽  
Wide Range

The purpose of this work is to present evidence which illustrate the significant effect of leadership and conflict management on employee satisfaction in a range of professions. Leadership and conflict management have a significant effect on job satisfaction. This is illustrated with examples of the interaction between these parameters in a range of professions. It is worth noting that a significant effect of leadership is exhibited in a range of different professional sectors and groups of employees, reflecting the universal value of leadership interacting with a wide range of parameters which may vary according to age, level of education, working conditions, cultural differences and employee expectations. Irrespective of the complexity and variety of determinant parameters, the effect of leadership and conflict management on job satisfaction has been widely exhibited in the reviewed data of the present analysis. Motivated and satisfied employees are a key in achieving organizational goals and leaders should take into account factors related to work performance, motivation and job satisfaction.

scholarly journals A study on impact of job satisfaction on quality of worklife: with special reference to it professionals in bangalore city

2012 ◽  
Vol 1 (3) ◽  
pp. 191-197
Author(s):  
GOMATHI S ◽  
SWAPNA M
Keyword(s):  
Quality Of Life ◽  
Job Satisfaction ◽  
Work Performance ◽  
Working Life ◽  
Quality Of Work Life ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Work Related ◽  
Wide Range

Quality of working life has been differentiated from the broader concept of quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by quality of life as well as quality of working life. However, the specific attention to work-related aspects of quality of life is valid. Whilst quality of life has been more widely studied, quality of working life remains relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its core constituents. Various authors and researchers have proposed models of quality of working life which include a wide range of factors. This paper concentrates on the role of job satisfaction in quality of work life.

scholarly journals Satisfaction of Physicians Working in a Referral Hospital in Tehran, Iran in 2019

2020 ◽  
Vol 5 (2) ◽  
pp. 70-74
Author(s):  
Mohsen Saberi Isfeedvajani ◽  
Esmat Davoudi-Monfared ◽  
Mojtaba Naderi
Keyword(s):  
Job Satisfaction ◽  
Female Physician ◽  
Faculty Members ◽  
Referral Hospital ◽  
Quality Of Services ◽  
Satisfaction Level ◽  
Data Collection Tool ◽  
Physician Group ◽  
Income Satisfaction

Background: Physicians’ satisfaction is closely related to the effectiveness of health services, including quality of services as well as patient compliance, satisfaction, and outcomes. Objectives: This study was designed to examine the job satisfaction level of physicians working at a referral hospital in Tehran. Methods: This research was a descriptive study performed on a population of physicians working at a referral hospital from April to August 2019. The sample size was calculated as 120 subjects. The Physicians’ Job Satisfaction Questionnaire (PJSQ), which is a valid questionnaire, was used as the data collection tool. The collected data was entered into SPSS Statistics 20. Mann-Whitney and t tests were used for data analysis. Results: The frequency of female and male physicians was 50 (38.2%) and 81 (61.8%), respectively. The total mean of Job satisfaction in physicians was 51± 7.05. Overall satisfaction scores were 70.7±15.1, 51.5±11.1, 49.8±13.1, 49.5±11.2, 44.1±9.3, and 40.5±11.9 in domains of income satisfaction, physicians’ satisfaction with management, relationship between physicians and their colleagues, patients, staff, and physicians’ job satisfaction, respectively. 87% of physicians participating in this study were not willing to leave their jobs. The income satisfaction of the female physician group was significantly higher than that of men (P=0.029). The income satisfaction of subspecialists was significantly higher than that of specialists (P=0.022). The job satisfaction of physicians who were not faculty members was significantly higher than that of physicians who were faculty members (P=0.034). Conclusion: The job satisfaction level of physicians working at a referral hospital in Tehran was moderate. Income satisfaction and job satisfaction were the highest and lowest levels of satisfaction, respectively.

scholarly journals Teleworking and Its Influence On Job Satisfaction

2021 ◽  
pp. 1-18
Author(s):  
Katja Zöllner ◽  
Rozália Sulíková
Keyword(s):  
Job Satisfaction ◽  
Social Relationships ◽  
Working Conditions ◽  
Work Performance ◽  
Direct Communication ◽  
Quality Of Work

The effectivity of work performance is affected by the job satisfaction of employees. Most important determinants of this satisfaction include physical working conditions, social relationships, possibility of open and direct communication, etc. Shortcomings in this regard will be reflected in the quality of work performance.

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Work Engagement ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

scholarly journals The Effect of Job Satisfaction on Performance in Institute Of Health Science Nahdlatul Ulama Tuban

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Mokhamad Nurhadi ◽  
Tiara Putri Ryandini
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Health Science ◽  
Rank Test ◽  
Cross Sectional ◽  
Organizational Goals ◽  
Spearman Rank ◽  
Nahdlatul Ulama

Problems human resources should get attention was matter of performance. Performance is work performance to reach organizational goals. One factor that can influences the performance was job satisfaction that was perception workers to rewards received .The purpose of this research to know relations performance to the job satisfaction on employees in Nahdlatul Ulama Institute of health science Tuban. The research design used analytic correlation with cross sectional time approach. The population in the study were 29 employees according to the inclusion criteria, the sample was taken using simple random sampling amounted to 27 respondents. The independent variable is job satisfaction, while the dependent variable is performance. Data collection using questionnaires. Data analysis using spearman rank test with value α = 0,05.The almost entirely of employees have good performance and the most of the employees who have satisfied job satisfaction. Employees who have good performance there are many in satisfied job satisfaction. Spearman rank  test results got job satisfaction variable (p0,05) have relation to performance, with strong correlation (r=0,674) and direction of positive correlation which means more satisfied job satisfaction employee hence, its performance increases.Concluded that job satisfaction can affect employee performance. So the evaluation of work needs to be improved with several ways to improve performance by providing fair job opportunities, assessing the recruitment process appropriately, adjusting compensation and providing training and development.

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