The Moderating Effect of Emotional Competence on Job Satisfaction and Organisational Commitment of Healthcare Professionals

Source Data ◽

Simple Slope ◽

High Level ◽

The Relationship ◽

Practical Level

Abstract Background Medical organisations such as hospitals are largely seen as task-based, wherein different individuals are expected to work in interdependent teams. The present study seeks to demonstrate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals. Methods Using multi-source data, the empirical study examined the interaction effect by analysing data collected from 96 healthcare professionals of five hospitals in Germany. To investigate the relationship between emotional competence, job satisfaction and organisational commitment, moderated regression analysis, as well as simple slope analysis, were performed. Results Hierarchical multiple regression analysis shows that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. Our findings confirm that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected. Conclusion Based on the results of this study, emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers.

The Moderating Effect of Emotional Competence on Job Satisfaction and Organisational Commitment of Healthcare Professionals

10.21203/rs.3.rs-100113/v1 ◽

2020 ◽

Author(s):

Elena Stamouli ◽

Sebastian Gerbeth

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Healthcare Professionals ◽

Emotional Competence ◽

Source Data ◽

Simple Slope ◽

High Level ◽

The Relationship ◽

Practical Level

Abstract Background: Medical organisations such hospitals are largely being seen as task-based wherein different individuals are expected to work in interdependent teams. The present study seeks to demonstrate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals. Methods: Using multi-source data, the empirical study examined the interaction effect by analysing data collected from 96 healthcare professionals of five hospitals in Germany. To investigate the relationship between emotional competence, job satisfaction and organisational commitment moderated regression analysis, as well as simple slope analysis, were performed. Results: Hierarchical multiple regression analysis shows that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. Our findings confirm that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected.Conclusion: Based on the results of this study emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers.

The moderating effect of emotional competence on job satisfaction and organisational commitment of healthcare professionals

BMC Health Services Research ◽

10.1186/s12913-021-07234-1 ◽

2021 ◽

Vol 21 (1) ◽

Author(s):

Elena Stamouli ◽

Sebastian Gerbeth

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Healthcare Professionals ◽

Emotional Competence ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Effective Performance ◽

High Level ◽

Abstract Background Healthcare organisations, such as hospitals, are largely seen as task-oriented, width different people expected to work in interdependent teams. The objective of this study was to investigate the relevance of individual factors (job satisfaction) and individual competences (emotional competence) for organisational commitment in a sample of healthcare professionals. Methods A cross-sectional survey was conducted among 96 healthcare professionals from March to June 2018 in the catchment area of five clinics in Bavaria, Germany. The present research examined the moderating role of emotional competence on the relationship between job satisfaction and organisational commitment using moderated regression analysis and simple slope analysis. Results Multiple regression analysis indicated that emotional competence moderated the relationship between satisfaction with the job and commitment to the job. The results showed that healthcare professionals with high emotional competence are able to deal more effectively with dissatisfaction in the workplace so that organisational commitment remains unaffected. Conclusions Based on the findings of this study emotional competence of healthcare professionals is important for increasing job satisfaction and commitment to the job. Especially for healthcare professionals whose job satisfaction is low, a high level of emotional competence enables them to maintain a high level of organisational commitment. The findings of the study are discussed at the theoretical level for researchers and practical level for hospital managers interested in fostering emotional competence and improving healthcare professionals’ job satisfaction and their organisational commitment, which ultimately may lead to effective performance.

The Effect of Job Motivation, Job Satisfaction, and Attitude towards Profession on Nurse Performance in Outpatient Clinic of Prof. Dr. R.D. Kandou Hospital

KnE Social Sciences ◽

10.18502/kss.v4i14.7915 ◽

2020 ◽

Author(s):

Nova H. Kapantow ◽

Muchlis R. Luddin ◽

Daniel C. Kambey

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Outpatient Clinic ◽

Analytical Study ◽

Outpatient Clinics ◽

Survey Method ◽

Direct Influence ◽

Job Motivation ◽

The Relationship ◽

Self Administered Questionnaire

In an effort to achieve the goals set by hospital, qualified nurses are needed. Qualified nurses must show good performance. There are many factors that affect nurse performance. This research was conducted to study the effect of job motivation, job satisfaction, and attitude towards profession on nurse performance in the Outpatient Clinics of Prof. Dr. R. D. Kandou Hospital. The research was an analytical study using a survey method. The subjects of this research were the 62 nurses in the Outpatient Clinics. Data were collected via a self-administered questionnaire. Multiple regression analysis was used to examine the relationship among variables. Results show that job motivation had a significant direct influence on nurse performance, job satisfaction also had an effect directly on nurse performance, and attitude toward profession had an effect on nurse performance. Besides that, job motivation and attitude towards the nurse profession proved to have a direct influence on job satisfaction. Based on the findings above, it can be concluded that the variations that occur on nurse performance variable are influenced directly by job motivation, job satisfaction, and attitude towards the profession. Keywords: nurse performance, job motivation, job satisfaction, and attitude towards profession

HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

Manajemen Bisnis ◽

10.22219/jmb.v1i2.1330 ◽

2013 ◽

Vol 1 (2) ◽

Author(s):

Nurul Asfiah

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Climate ◽

Employee Job Satisfaction ◽

Job Satisfactions ◽

High Level ◽

The Relationship ◽

Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

The Effect of Job Satisfaction on the Organisational Commitment of Administrators

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v9i6(j).2015 ◽

2018 ◽

Vol 9 (6(J)) ◽

pp. 188-198

Author(s):

L J Thabane ◽

P Q Radebe ◽

M. Dhurup

Keyword(s):

Higher Education ◽

Job Satisfaction ◽

Strong Correlation ◽

Affective Commitment ◽

Administrative Staff ◽

Moral Imperative ◽

Continuance Commitment ◽

The Relationship ◽

Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearmanâ€™s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) ◽

Job satisfaction, organisational commitment and work engagement in an insurance company

10.25159/2520-3223/5875 ◽

2019 ◽

Vol 39 (2) ◽

pp. 123-144 ◽

Cited By ~ 3

Author(s):

Norah Sehunoe ◽

Rian Viviers ◽

Claude-Helene Mayer

Keyword(s):

Job Satisfaction ◽

South African ◽

Work Engagement ◽

Knowledge Worker ◽

Medium Effect ◽

Insurance Company ◽

Utrecht Work Engagement Scale ◽

Job Satisfaction Survey ◽

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakkerâ€™s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

Mapping the contours of fairness

Journal of Organizational Effectiveness People and Performance ◽

10.1108/joepp-02-2014-0010 ◽

2014 ◽

Vol 1 (2) ◽

pp. 191-204 ◽

Cited By ~ 6

Author(s):

Lilian Otaye ◽

Wilson Wong

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Regression Analysis ◽

Turnover Intention ◽

Content Type ◽

Mediating Role ◽

The Uk ◽

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

The relationship between transformational leadership and job satisfaction in selected colleges at King Khalid University, Abha, Saudi Arabia

10.21203/rs.2.11236/v1 ◽

2019 ◽

Author(s):

Esther Iriagbonse Eroje ◽

Erasmus Kofi Appiah ◽

Alezi Braimoh Ifindon Eroje ◽

MEER ZAKIRULLA ◽

Jimly James Kunjappu ◽

...

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Saudi Arabia ◽

Regression Analysis ◽

Linear Regression ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Leadership Behaviour ◽

R Value ◽

Abstract Background Leadership has become the key issues in managing the organization, the emerging business and economic environments have forced organizations to be flexible, adaptive, entrepreneurial and innovative to meet changing demand of the present-day business environment. The purpose of the present study is to examine the relationship between the various dimensions of transformational leadership (predictor variable) and their effects on employees’ job satisfaction (criterion variable) in three selected Colleges (Medicine, Dentistry and Science) in King Khalid University. Methods The methodology employed in this study was a quantitative and cross-sectional correlational survey type of design Data collection was done using a questionnaire design that was directly administered to the participants. 250 questionnaires were sent to the participating three colleges (Medicine, Dentistry and Sciences). Results The findings of the multiple linear regression analysis indicated a weak positive association between transformational leadership behaviour and employees’ job satisfaction (R-value 0.386). The multiple linear regression analysis signifies a weak positive correlation between transformational leadership behaviour and job satisfaction (R-value 0.386). A p-value in Spearman’s rho that is less than the 0.05 level of significance indicated that there is a significant level of relationship which exists between transformational leadership behaviour and job satisfaction. Conclusions This study concluded that transformational leadership behaviour and its four dimensions showed a weak positive correlation with a statistically significant level of relationship between transformational leadership behaviour and employees’ job satisfaction among three selected colleges (Medicine, Dentistry and Sciences) in King Khalid University, Abha, Saudi Arabia.

Perspectives and Techniques for Improving Information Technology Project Management ◽

The Relationship between Information Technology Adoption and Job Satisfaction in the Jordanian Construction Industry

10.4018/978-1-4666-2800-7.ch014 ◽

2012 ◽

pp. 199-219 ◽

Cited By ~ 2

Author(s):

Rateb Sweis ◽

Ghaleb Sweis ◽

Ghalia Attar ◽

Ayman Abu Hammad

Keyword(s):

Job Satisfaction ◽

Information Technology ◽

Regression Analysis ◽

Construction Industry ◽

Descriptive Statistics ◽

It Adoption ◽

Information Technology Adoption ◽

Construction Companies ◽

Employee Job Satisfaction ◽

Despite the popularity of Information Technology and job satisfaction research, little empirical evidence exists of the relationship between IT adoption and job satisfaction within the Jordanian construction industry. This research fills these knowledge gaps by exploring the relationship between IT adoption and job satisfaction from the perspective of construction companies, contractors, consultants, and architectural and engineering firms in Jordan. Measures were developed using MSQ and IT Barometer surveys. Three hundred questionnaires were distributed to investigate this relationship among different companies from the Jordanian construction sector. Descriptive statistics were obtained and hypotheses were tested using multiple regression analysis. Results show that more investment in technology would increase employee job satisfaction regarding intrinsic, extrinsic, and general perspectives.

The Relationship between Motivation, Organisational Commitment and Competence with Job Satisfaction and Lecturers Performance

International Journal of Learning and Development ◽

10.5296/ijld.v7i3.11688 ◽

2017 ◽

Vol 7 (3) ◽

pp. 165

Author(s):

M. Jamal Abdul Nasir ◽

Bambang Budi Wiyono ◽

. Supriyono ◽

Achmad Supriyanto

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Direct Relationship ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Ex Post ◽

Indirect Relationship ◽

The objective of this research is to find out a direct and an indirect relationship between motivation, organisational commitment, and lecturers competence and job satisfaction and lecturers performance. This was non-experimental research using a quantitative approach with ex-post facto designs. Hypotheses of this research aim to prove the relationship between variables. The data were collected by using questionnaire distributed to the randomly-chosen respondents and analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The conclusion of the modeling analysis result of these five variables are: (1) lecturers motivation has not a direct relationship with lecturers performance; (2) lecturers commitment has an indirect relationship with lecturers performance; (3) both exogenous variables (lecturers motivation and commitment) need intervening variable (job satisfaction) to be proven to be related to the lecturers performance; and (4) it is only lecturers competence variable having a direct relationship with lecturers performance even though without passing through mediation and lecturers job satisfaction variable.