THE EFFECT OF QUALITY OF WORK-LIFE AND MOTIVATION ON EMPLOYEE ENGAGEMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE

OpenAIRE

Endayani F.; Musadieq M.A.; Afrianty T.W.

2018-01-01

This study aims to analyze the effect of quality of work-life and work motivation on employee engagement and job satisfaction as an intervening variable. Quality of work-life is the foundation which determines the level of satisfaction and engagement in an organization. Explanatory research with a quantitative approach was conducted on a private university in Malang with 74 respondents. This study uses Path Analysis to examine research data. It is found that the motivation provided by the un...

Pengaruh Job Satisfaction terhadap Financial Performance melalui Employee Engagement dan Competitive Advantage sebagai Intervening Variable pada Perusahaan Retail Publik di Surabaya

OpenAIRE

Widjaja, Johan

2014-01-01

Penelitian ini bertujuan untuk mengetahui pengaruh langsung yang signifikan dan positif dari job satisfaction terhadap employee engagement, employee engagement terhadap competitive advantage, dan competitive advantage terhadap financial performance, pada Perusahaan retail publik di Surabaya. Penelitian ini berbentuk penelitian kuantitatif, dimana data diperoleh melalui penyebaran kuisioner dan menggunakan rasio analisa laporan keuangan kepada Perusahaan retail publik di Surabaya. Data yang di...

Transitioning to a New Facility: The Crucial Role of Employee Engagement.

Science.gov (United States)

Slosberg, Meredith; Nejati, Adeleh; Evans, Jennie; Nanda, Upali

Transitioning to a new facility can be challenging for employees and detrimental to operations. A key aspect of the transition is employee understanding of, and involvement in, the design of the new facility. The literature lacks a comprehensive study of the impact of change engagement throughout the design, construction, and activation of a project as well as how that can affect perceptions, expectations, and, eventually, satisfaction of employees. The purpose of this research was to examine employee perceptions and satisfaction throughout a hospital design, construction, and activation process. Three pulse-point surveys were administered throughout the transition of a children's hospital emergency department and neonatal intensive care unit to a new facility. We also administered a postoccupancy survey 3 months after the move into the new facility. We received 544 responses and analyzed them to assess the relationship between involvement in design or change engagement initiatives and overall perceptions. The results revealed a strong relationship between employee engagement and their level of preparedness to move, readiness to adapt, and satisfaction. Early involvement in the design of a facility or new processes can significantly affect staff preparedness and readiness to adapt as well as employees' overall satisfaction with the building after occupancy. In addition, our findings suggest that keeping a finger on the pulse of employee perceptions and expectations throughout the design, construction, and activation phase is critical to employee preparedness and satisfaction in transitioning to a new facility.

MANAGEMENT ANALYSIS REGARDING THE EMPLOYEES' ENGAGEMENT FACTORS AS MOTIVATIONAL TOOLS FOR INCREASING JOB SATISFACTION AND COMMITEMENT TO THE ORGANISATION

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MUSCALU EMANOIL

2015-03-01

Full Text Available Regardless of the field, each organization has come to know and appreciate the true value of motivating staff and its involvement. Job satisfaction is worthy of interest both because of its beneficial effects on personal and organizational basis, being known that competitive organizations are those who know to pay attention to employee satisfaction. However, in practice it is extremely difficult to find how to engage employees, so they are present not only physically but also mentally and emotionally. Experts put forward that the ability to engage employees, making them partakers of the business, dedicated to the organization, will be one of the biggest organizational challenges in the next 10 years. (Berdarkar, M., Pandita, D., 2014 Consequently, human resource management, as a true art, must find the right "recipe" to make employees feel satisfaction, to contribute positively to the smooth running of the organization by encouraging their participation in decision-making processes. The organization is not solely responsible for the performance of staff, an overwhelming role having those employees who participate with their own strategies of action, to achieve the objectives set by management structures or implicitly assuming and expanding responsibilities including the freedom of decision. The special interest paid to the employee status at work and the relationship between the degree of involvement and the individual and organizational performance is the subject of numerous studies, this article proposing a synthesis of the current guidelines and an attempt to define the fundamental concepts as completely as possible .

Volitional Trust, Autonomy Satisfaction, and Engagement at Work.

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Heyns, Marita; Rothmann, Sebastiaan

2018-02-01

This study tested a structural model that identifies the nature of relationships between trust, autonomy satisfaction, and personal engagement at work. A cross-sectional survey design with a convenience sample ( n = 252) was used. The Behavioral Trust Inventory, Work-Related Basic Need Satisfaction Scale, and Work Engagement Scale were administered. While reliance-based trust did not have a significant influence on engagement, disclosure-based trust in a focal leader was found to predict satisfaction of autonomy needs and employee engagement. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes. More specifically, disclosure (a dimension of trust) impacted engagement via autonomy satisfaction. Overall, the model explained 44% of total variance in engagement, to which the variables proportionately contributed as follows: autonomy satisfaction = 79.58%, disclosure = 18.22%, and reliance = 2.20%. The findings provide possible directions for how leaders can leverage trust to facilitate autonomy support and higher levels of engagement.

Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework.

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Huang, Yueng-Hsiang; Lee, Jin; McFadden, Anna C; Murphy, Lauren A; Robertson, Michelle M; Cheung, Janelle H; Zohar, Dov

2016-07-01

Safety climate, a measure of the degree to which safety is perceived by employees to be a priority in their company, is often implicated as a key factor in the promotion of injury-reducing behavior and safe work environments. Using social exchange theory as a theoretical basis, this study hypothesized that safety climate would be related to employees' job satisfaction, engagement, and turnover rate, highlighting the beneficial effects of safety climate beyond typical safety outcomes. Survey data were collected from 6207 truck drivers from two U.S. trucking companies. The objective turnover rate was collected one year after the survey data collection. Results showed that employees' safety climate perceptions were linked to employees' level of job satisfaction, engagement, and objective turnover rate, thus supporting the application of social exchange theory. Job satisfaction was also a significant mediator between safety climate and the two human resource outcomes (i.e., employee engagement and turnover rate). This study is among the first to assess the impact of safety climate beyond safety outcomes among lone workers (using truck drivers as an exemplar). Copyright © 2016 The Authors. Published by Elsevier Ltd.. All rights reserved.

The influence of internal marketing on employee engagement

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Alenka Mekiš

2016-06-01

Full Text Available Research Question: To what extent the internal marketing dimensions influence employee engagement? Purpose: This study aims at investigating the relationship between internal marketing and employee engagement in the case of the Slovenian company. Method: Using empirical data based on a survey among employees in Slovenian company this paper utilized exploratory factor analysis and regression analysis to examine the effects of internal marketing dimensions on employee engagement. Results: The results showed that two dimensions positively and significantly influence the employee engagement, namely “empathy and attention in leadership” and “work quality and awards”. Organization: The results have significant managerial implications suggesting that organizations should put the focus on internal marketing in order to enhance employee engagement. The latter is considered as an important element in achieving business excellence. Society: It is argued that internal marketing affects the important entity of society, namely employees. In addition, it could be advocated that employee engagement ultimately improve employee well-being. Originality: Although prior studies have found the evidence that internal marketing positively influences employee engagement, this paper further elaborates the research phenomenon through the lenses of business excellence. Limitations/Future Research: One research opportunity is to examine the factors (i.e. antecedents that drive or hinder the internal marketing. Furthermore, the relationship between internal marketing and employee engagement could be mediated by several factors. Future studies should search for possible mediators and moderators (e.g. job satisfaction in this relation. Increase in sample size would also improve the generalizability of the findings.

A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.

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Trépanier, Sarah-Geneviève; Fernet, Claude; Austin, Stéphanie

2015-01-01

Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal

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Daniel Moura

2014-05-01

Full Text Available With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004, engagement may be produced by two types of working conditions: job demands (i.e., role stress and job resources (i.e., self-efficacy. This study examines the role of role stress (role ambiguity and role conflict and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

Relationship between work-family balance and job satisfaction among employees in China: A moderated mediation model.

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Yu, Yue; Wang, Yuchen; Zhang, Jianxin

2017-09-01

Previous studies have revealed the association between work-family balance and job satisfaction. The present research further explored the underlying mechanism of this association and aimed to provide a moderated mediation model to explain if personality traits moderate the relationship between work-family balance and job satisfaction through work engagement. A cross-sectional study was conducted in which 263 employees from a petrochemical enterprise in China completed self-report questionnaires including the Work-Family Balance Scale, the Utrecht Work Engagement Scale, the Big Five Inventory-10, and the Job Satisfaction Scale. Hierarchical regression analysis and structural equation modeling showed that work engagement partially mediated the relationship between work-family balance and job satisfaction, and the indirect effect was further moderated only by extraversion. Therefore, an integrative moderated mediation model was proposed wherein work-family balance boosts job satisfaction by first enhancing employees' work engagement, while the indirect effect was in turn moderated by extraversion. The results suggest that interventions for improving job satisfaction may be enhanced by targeting work engagement, especially for employees with higher extraversion. © 2017 The Institute of Psychology, Chinese Academy of Sciences and John Wiley & Sons Australia, Ltd.

Investigating positive leadership, psychological empowerment, work engagement and satisfaction with life in a chemical industry

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Tersia Nel

2015-11-01

Research purpose: The objective of this study was to investigate whether perceived positive leadership behaviour could predict psychological empowerment, work engagement, and satisfaction with life of employees in a chemical organisation in South Africa and whether positive leadership behaviour has an indirect effect on employees work engagement and satisfaction with life by means of psychological empowerment. Motivation for the study: The motivation for this study arose from the evident gap in academic literature as well as in terms of practical implications for the chemical industry regarding positive leadership behaviour, psychological empowerment, work engagement and satisfaction with life of employees. Research design, approach and method: A cross-sectional survey design was used with a convenience sample (n = 322. Structural equation modelling (SEM was used to examine the structural relationships between the constructs. Main findings: Statistically significant relationships were found between positive leadership behaviour, psychological empowerment, work engagement and satisfaction with life of employees. Positive leadership has an indirect effect on work engagement and satisfaction with life via psychological empowerment. Practical/managerial implications: This study adds to the lack of literature in terms of positive leadership, psychological empowerment, work engagement and satisfaction with life within a chemical industry. It can also assist managers and personnel within the chemical industry to understand and perhaps further investigate relationships that exist between the above mentioned concepts. Contribution/value-add: It is recommended that leadership discussions, short training programs and individual coaching about positive leadership and particularly psychological empowerment take place.

Employees´ Job Satisfaction in Company

OpenAIRE

Václavková, Barbora

2015-01-01

This Master´s thesis Employees´ Job Satisfaction in Company is focused on job satisfaction of employees in a particular company. The aim of this thesis is to analyse the current level of employees´ satisfaction, factors that affect the degree of satisfaction and weak segments propose recommendations to increase the level of satisfaction among employees. The first part is theoretical and deals with the approach of the topic employees´ job satisfaction describe theoretical methods that are in p...

Role of Quality Management Practices in Employee Engagement and its impact on Organizational Performance

OpenAIRE

Sathishkumar, A S; Karthikeyan, Dr.P.

2014-01-01

Employee engagement has emerged as a critical driver of business success in todays competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to Quality management practices in functional process quality, which results in performance, customer satisfaction, company reputation and overall stakeholder value. Thus, ...

Burnout, work engagement and workaholism among highly educated employees: Profiles, antecedents and outcomes

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Hely Innanen

2014-06-01

Full Text Available The present study examined the longitudinal profiles of burnout, engagement and workaholism among highly educated employees. First, the latent profile modeling indicated two latent classes: Engaged and Exhausted-Workaholic. Second, the results revealed that employees with the Engaged profile experienced high levels of energy and dedication, whereas employees with the Exhausted-Workaholic profile experienced exhaustion, cynicism and workaholism. Social pessimism in the transition from high education to work predicted poor subjective well-being at work. Further, workaholism decreased during the career among members of the Exhausted-Workaholic profile suggesting positive direction during career. Finally, Engaged employees experienced detachment and relaxation, life satisfaction and rewards.

Role stress and work engagement as antecedents of job satisfaction in Spanish workers

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Alejandro Orgambídez-Ramos

2014-01-01

Full Text Available Purpose: According to the Job Demands-Resources (JDR model, engagement and job satisfaction may be produce by two types of working conditions: job demands (i.e. role stress and job resources (i.e. self-efficacy. This study examines the role of role stress and work engagement as antecedents of job satisfaction in a sample of Spanish workers. Design/methodology/approach: This study comprised a sample of 435 Spanish workers. A cross sectional study was used to examine the relationship between role stress, work engagement and job satisfaction. Data were gathered based on personal administered questionnaires. Findings and Originality/value: Hierarchical multiple regression models have revealed that job satisfaction was significantly predicted by role stress and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction can be predicted by motivational process and job demands. Research limitations/implications: The cross-sectional design cannot evidence of causal relationships. This study relies on self-reports, which might increase the risk of common method variance. Practical implications: On a practical level, the JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees. Originality/value: The JDR model could be useful in designing strategies for which engaged employees may be advantageous to improving the quality of services, while at the same time increasing employees’ job satisfaction and well-being.

Pengaruh Job Satisfaction terhadap Financial Performance melalui Employee Engagement dan Competitive Advantage sebagai Intervening Variable pada Perusahaan Manufaktur di Surabaya

OpenAIRE

Gunawan, Pricilia Sandra

2014-01-01

Penelitian ini bertujuan untuk mengetahui pengaruh langsung dari job satisfaction terhadap financial performance melalui employee engagement dan competitive advantage sebagai intervening variabel pada Perusahaan manufaktur di Surabaya. Penelitian ini menggunakan data primer yang diperoleh dari hasil penyebaran kuesioner pada 30 Perusahaan manufaktur publik di Surabaya dan juga menggunakan data sekunder yaitu laporan keuangan Perusahaan yang digunakan untuk mengukur financial performance Perus...

Employee and customer satisfaction in healthcare.

Science.gov (United States)

Jackson, Todd; Wood, Ben D

2010-01-01

There were multiple factors identified in a literature review that have a relationship to customer satisfaction, customer loyalty, employee satisfaction, and links between employee and customer satisfaction. Some of the factors identified were communication, wait times, perceived value, trust, dissatisfaction with management, changes in the workplace, vision,and fun at work. Managers must identify these topics to ensure customer satisfaction, customer loyalty,and employee satisfaction which will ultimately have a positive impact on their organizations.

Is workaholism good or bad for employee well-being? The distinctiveness of workaholism and work engagement among Japanese employees.

Science.gov (United States)

Shimazu, Akihito; Schaufeli, Wilmar B

2009-10-01

The aim of the present study is to demonstrate the empirical distinctiveness of workaholism and work engagement by examining their relationships with well-being in a sample of 776 Japanese employees. We expected that workaholism is associated with unwell-being (i.e., high psychological distress and physical complaints, low job and family satisfaction, and low job performance), whereas work engagement is associated with well-being. Well-validated questionnaires were used to measure workaholism (DUWAS), work engagement (UWES), and well-being (BJSQ, HPQ). Structural Equation Modeling showed that, as expected, workaholism was positively associated with ill-health (i.e., psychological distress and physical complaints) and negatively associated with life satisfaction (i.e., job and family satisfaction) and job performance. In contrast, work engagement was negatively associated with ill-health and positively associated with life satisfaction and job performance. These findings suggest that workaholism and work engagement are two different kinds of concepts, which are negatively and positively related to various indicators of well-being, respectively.

Survey of pay satisfaction, job satisfaction and employee turnover in ...

African Journals Online (AJOL)

Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria. ... Global Journal of Social Sciences ... The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria.

26 CFR 801.5 - Employee satisfaction measures.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Employee satisfaction measures. 801.5 Section... REVENUE SERVICE § 801.5 Employee satisfaction measures. The employee satisfaction numerical ratings to be... employed to gather data regarding satisfaction. The information gathered will be used to measure, among...

Organizational Support for Employee Engagement in Technology-Enhanced Learning

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Justina Naujokaitiene

2015-10-01

Full Text Available When trying to integrate technology-enhanced learning (TEL into employees’ competence development, it is necessary for an organization to have an appropriate support system. The research aim was to identify the form of organizational support that is most relevant for employee engagement in TEL. Findings of a questionnaire survey showed that employees become involved in TEL if organizations support their learning. The policy of the organization and its infrastructure-based support are also important for employees while engaging in TEL. Manager and colleague support is slightly more related to engagement in TEL than is infrastructural and institutional policy support. Benefits of organizational support for both employees and employers are mutual. Employees benefit by receiving higher salaries, better working conditions, satisfaction of attention given by managers, and the feeling that their work is meaningful and contributes to the organization’s operations, whereas the organization benefits as its employees are more committed to the organization, and work harder and more effectively. Findings extend the understanding about the relationship of organizational support and its different elements with employees’ engagement in TEL. However, there are aspects that are not covered in this research, and further research should be considered. It might be useful to carry out research in different kinds of organizations, especially in those where the use of technological tools is low. According to scientific literature analysis, not only internal support, but also external support, such as family, influences employees’ willingness to engage into TEL, should be studied.

Business Performance, Employee Satisfaction, and Leadership Practices.

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Lashbrook, William B.

1997-01-01

The difficulty in finding a relationship between employee satisfaction and business performance results from how satisfaction is defined. A survey of 2000 employees determined that organizations, regardless of industry, could improve organizational performance by improving employee work unit satisfaction and that the work unit leader's actions may…

A Simulation Model for Measuring Customer Satisfaction through Employee Satisfaction

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Zondiros, Dimitris; Konstantopoulos, Nikolaos; Tomaras, Petros

2007-12-01

Customer satisfaction is defined as a measure of how a firm's product or service performs compared to customer's expectations. It has long been a subject of research due to its importance for measuring marketing and business performance. A lot of models have been developed for its measurement. This paper propose a simulation model using employee satisfaction as one of the most important factors leading to customer satisfaction (the others being expectations and disconfirmation of expectations). Data obtained from a two-year survey in customers of banks in Greece were used. The application of three approaches regarding employee satisfaction resulted in greater customer satisfaction when there is serious effort to keep employees satisfied.

Analysis of employee satisfaction in the company

OpenAIRE

Baraćová, Kristina

2013-01-01

The thesis is focused on employee satisfaction. The goal of my work is to analyze employee satisfaction within the chosen organization to determine potential sources of dissatisfaction and suggest possible solutions that can increase job satisfaction of the company's employees. In the theoretical part I define the concept of job satisfaction and factors that have an influence on it. The next section describes the methodological approach and the method of data acquisition and processing proced...

Work Satisfaction Influence Toward Employee Prosperity

OpenAIRE

Indryawati, Rini; Widiyarsih, Widiyarsih

2007-01-01

Work satisfaction has an effect to employee wealthy at PT. Nagaraja Lestari in taking the policy and to motivate employee to enhancing the work performance in giving wages, salary, incentives, job promotion and employee healthy. This research is using qualitative approach and using observation and interview as tool research. Data collecting is in naration, description, story, written and unwritten documents. When employee has higher work satisfaction they will psychological wealthy fullfilness.

Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

OpenAIRE

Upma Goel

2014-01-01

Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

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M. M. C. De Silva

2014-10-01

Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

Supervisor behaviour, psychological need satisfaction, employee engagement and intention to leave / Chanelle Badenhorst

OpenAIRE

Badenhorst, Chanélle

2015-01-01

For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to impro...

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

The Jingle Jangle of Employee Engagement: Further Exploration of the Emerging Construct and Implications for Workplace Learning and Performance

Science.gov (United States)

Shuck, Brad; Ghosh, Rajashi; Zigarmi, Drea; Nimon, Kim

2013-01-01

While research is emerging around the employee engagement construct, evolution is in early stages of development. Presently, some questions remain about how employee engagement differs from other well-researched and documented constructs such as job satisfaction, job involvement, and job commitment. Although such inquiry is seemingly academic in…

WORK / LIFE BALANCE REFLECTIONS ON EMPLOYEE SATISFACTION

OpenAIRE

Selvarani; Kamalanabhan; Sakthivel Rani

2011-01-01

The aim of this research is to analyze the relationship between employee satisfaction andwork/life balance. The construct used for this research consists of career opportunity, recognition,work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, andwork/life balance. The study was conducted on a total of 210 respondents working in IT organization.This study makes a contribution to join two distinct research streams, namely employee satisfaction,and work/life b...

Employee Engagement Factor for Organizational Excellence

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Tzvetana Stoyanova

2017-03-01

Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

Employee satisfaction: code red in the workplace?

Science.gov (United States)

McBride, Eldon L

2002-09-01

Concerns about employee satisfaction are just as critical in the health care industry as they are in other business sectors. This article highlights the commonality of employee opinion survey questions (from 3 sources) that most highly correlate with employee satisfaction. A visual coaching tool for managers will be introduced that enables managers to facilitate constructive work group conversations about their experience of workplace satisfaction and generate ideas they can implement for improvement.

Transformational leadership and employee satisfaction

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Alisa Mujkić

2014-12-01

Full Text Available The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels. In total, 399 respondents took part in this research, which was conducted in companies in Bosnia and Herzegovina and Germany. This was the starting point to identify the dominant leadership style in each of the two countries. Using a nonparametric Mann-Whitney test, it was proved that there is a statistically significant difference in employee satisfaction under transformational leadership as opposed to the transactional and charismatic styles. After a detailed research of the literature, it became apparent that research on this subject is scarce. Accordingly, presenting transformational leadership and its influence on employee satisfaction was a particular challenge.

Do workaholism and work engagement predict employee well-being and performance in opposite directions?

Science.gov (United States)

Shimazu, Akihito; Schaufeli, Wilmar B; Kubota, Kazumi; Kawakami, Norito

2012-01-01

This study investigated the distinctiveness between workaholism and work engagement by examining their longitudinal relationships (measurement interval=7 months) with well-being and performance in a sample of 1,967 Japanese employees from various occupations. Based on a previous cross-sectional study (Shimazu & Schaufeli, 2009), we expected that workaholism predicts future unwell-being (i.e., high ill-health and low life satisfaction) and poor job performance, whereas work engagement predicts future well-being (i.e., low ill-health and high life satisfaction) and superior job performance. T1-T2 changes in ill-health, life satisfaction and job performance were measured as residual scores that were then included in the structural equation model. Results showed that workaholism and work engagement were weakly and positively related to each other. In addition, workaholism was related to an increase in ill-health and to a decrease in life satisfaction. In contrast, work engagement was related to a decrease in ill-health and to increases in both life satisfaction and job performance. These findings suggest that workaholism and work engagement are two different kinds of concepts that are oppositely related to well-being and performance.

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Composite Index of Local Government Employees Satisfaction

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Jefmański Bartłomiej

2014-07-01

Full Text Available The paper proposes a structure of a composite Index of Local Government Employees Satisfaction (ESI in Poland. The index provides a based on four sub-indices synthetic assessment of the level of employee satisfaction with the employment in local government offices. The sub-indices have been constructed using an exploratory factor analysis with the VARIMAX one. The ESI and sub-indices values have been normalized in the range of [0–100%], wherein higher ESI values indicate higher employee satisfaction. The proposed approach is used to assess the level of employee satisfaction with the employment in some local government units in the West Pomerania province. The analysis was based on the results of the measurements made in 2009–2010 by comparing the results of two groups of employees separated on the basis of a criterion of their place of employment.

Meta-analytic of the relationship between employee job satisfaction and customer satisfaction

OpenAIRE

Marlena León Mendoza; Carlos Ortega Maldonado

2014-01-01

A meta-analysis of the relationship between employee job satisfaction and customer satisfaction was conducted. This analysis produced statistically significant correlation for this relationship. Results suggest that the service context is a moderator of the employee job satisfaction – customer satisfaction relationship in a way that in personal services this correlation is stronger than in non-personal services. Some implications for future research are presented

Employee Engagement Factor for Organizational Excellence

OpenAIRE

Tzvetana Stoyanova; Ivaylo Iliev

2017-01-01

Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the fac...

WORK / LIFE BALANCE REFLECTIONS ON EMPLOYEE SATISFACTION

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Selvarani

2011-03-01

Full Text Available The aim of this research is to analyze the relationship between employee satisfaction andwork/life balance. The construct used for this research consists of career opportunity, recognition,work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, andwork/life balance. The study was conducted on a total of 210 respondents working in IT organization.This study makes a contribution to join two distinct research streams, namely employee satisfaction,and work/life balance. Findings suggest that high correlation exists between work task and employeesatisfaction with a mediator variable namely work-life balance.

Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

Science.gov (United States)

McCroskey, James C.; And Others

Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

Analysis Of Employee Engagement And Company Performance

OpenAIRE

Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

2014-01-01

Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

Employee Satisfaction Survey on the Life Insurance Industry

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Benţe Corneliu Cristian

2014-08-01

Full Text Available This paper has proposed to explore the satisfaction of employees that sell insurance policies. Several authors had examined customer satisfaction, service quality and its implications on customer attitude towards different fields, but our concern was to address this relatively unexplored field which is employees` satisfaction. By using an exploratory approach, we collected data from a sample of 332 employees that sell insurance policies within north-Western Romanian. By analyzing data it was possible to determine the GAP between the expectations of employees that sell insurance policies and their perceptions regarding the service quality in life insurance industry. In addition it was tested whether there is relationship between the frequency of contact with the back office employees and level of income earned from this activity. It was revealed that from the analyzed population the most of those surveyed were employees of insurance intermediaries and not employees of a single company insurance. Considering that the number of researches that analyze the front office employees` satisfaction is rather low we consider that this paper brings a significant contribution to the literature review.

Why do employees have better family lives when they are highly engaged at work?

Science.gov (United States)

Ilies, Remus; Liu, Xiao-Yu; Liu, Yukun; Zheng, Xiaoming

2017-06-01

Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life whereas others suggesting that it may be detrimental. In this research, using a sample of 125 employees who responded to daily surveys both at work and at home for 2 consecutive weeks, the authors present a multilevel examination of the relationships of work engagement to family outcomes aimed at elucidating such work-family effects. Their findings revealed that employees' daily work engagement experiences related positively, within individuals, to work-family interpersonal capitalization, which in turn, related positively to daily family satisfaction and to daily work-family balance. The findings also indicate that both the relationship between daily work engagement and work-family interpersonal capitalization and the indirect effects of daily work engagement on the family outcomes were stronger for employees with higher intrinsic motivation than for those with lower intrinsic motivation. The authors discuss theoretical and practical implications of the findings and offer directions for future research. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

How to measure employee satisfaction

International Nuclear Information System (INIS)

Castillejo, A.

1998-01-01

Competitiveness is impossible without satisfied employees. Excellent organisations base their success on customer loyalty, providing products and services which exceed expectations, which are always increasing. For this reason it is necessary to continually improve the organisation's performance and, therefore the activities which lead to this performance. This is not possible to do without the involvement and commitment of the persons carrying out the activities: employees. The presentation places employee satisfaction within the EFQM Business Excellent Model. The persons most adequate for improving the activities carried out by the organisation are those most familiar with them: employees. To bring this about it is necessary to develop capacities, provide tools necessary for improvement, and provide adequate motivation; indeed, satisfy them. In a society such as today's human resources are the most valuable asset. The aim of the presentation is to introduce the Coopers and Lybrand-Galdano model to measure employee satisfaction, based on the comparison of expectations and perceptions with respect to the organisation. (Author)

INFLUENCING FACTORS TOWARDS JOB SATISFACTION OF THE BANK EMPLOYEES

OpenAIRE

J. Gayathri; Dr. R. Rajkumar

2017-01-01

Job satisfaction can defined as extent of positive feelings or attitudes 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. This paper in investigates the level of job satisfaction of bank employees and the various factors influencing satisfaction of employees and to study the ...

How employee engagement matters for hospital performance.

Science.gov (United States)

Lowe, Graham

2012-01-01

Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

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Susi A. Rahayu

2012-09-01

Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

Tracking the employee satisfaction-life satisfaction binary: the case of South African academics

OpenAIRE

Mafini, Chengedzai

2014-01-01

Orientation: The study tests a conceptual framework that suggests a positive interplay between life satisfaction and five employee satisfaction dimensions, namely workplace flexibility, skills utilisation, teamwork, remuneration and autonomy. Research purpose: The aim of the study was to investigate the relationship between employee satisfaction and life satisfaction amongst university academics in South Africa. Motivation for the study: The study occupies the gap in literature focusin...

Predicting the Salary Satisfaction of Exempt Employees.

Science.gov (United States)

Dreher, George F.

1981-01-01

Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

Engaging Employees in Well-Being: Moving From the Triple Aim to the Quadruple Aim.

Science.gov (United States)

Jacobs, Barbara; McGovern, Julie; Heinmiller, Jamie; Drenkard, Karen

Anne Arundel Medical Center has been on a 3-year journey to improve employee well-being with the assumption that employee well-being and employee engagement are interconnected. Improvements in employee well-being will result in increased employee engagement and will be a pivotal driver to assist the health system meet its goals. Historically, Anne Arundel Medical Center successfully differentiated itself in the market by being the region's high-quality, low-cost provider of health services delivered through intense collaboration with patients and families. The financial, quality, and patient satisfaction results are in the top percentiles nationwide. However, as the pace of change accelerates and the organization faces increased pressure to improve outcomes, keeping employees from becoming burned out and disengaged becomes an increasing concern. The WellBeing framework was developed on the basis of the work of Tom Rath and Jim Harter as the model to support Anne Arundel's WellBeing work. The efforts around well-being are comprehensive and impact all aspects of how work is conducted. Employee well-being has been elevated to an equal third prong along with providing high-quality low-cost care in a patient-centered environment. This focus on leading an employee WellBeing Program has resulted in improved engagement scores at Anne Arundel Medical Center.

Examining Work Engagement and Job Satisfaction of Staff Members in Higher Education

Science.gov (United States)

Hermsen, Jill; Rosser, Vicki

2008-01-01

Staff members are a large and growing set of employees within higher education. While their numbers are growing, they also are seeing a change in their salaries and working conditions. Given this situation, institutions are considering work engagement and job satisfaction research. The purpose of this article is to examine those work life…

Strategic collaborative quality management and employee job satisfaction.

Science.gov (United States)

Mosadeghrad, Ali Mohammad

2014-05-01

This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees' job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees' job satisfaction. However, the success of quality management needs top management commitment and stability.

EMPLOYEE PERCEPTIONS OF JOB SATISFACTION: COMPARATIVE STUDY ON INDIAN BANKS

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Arunima Shrivastava

2009-01-01

Full Text Available The present study examined the job satisfaction level of a public sector and private sector bank employees in India. The sample consisted of 340 bank employees from both sectors. Job Diagnostic Survey by Hackman and Oldham (1975 was used to ascertain the level of job satisfaction. This study used independent samples t-test and qualitative analysis to study the differences in employee attitudes. Results indicated that the means of the public and private banks were significantly different from each other. It was found that private sector bank employees perceive greater satisfaction with pay, social, and growth aspects of job as compared to public sector bank employees. On the other hand, public sector bank employees have expressed greater satisfaction with job security as compared to private sector bank employees. The findings of the study highlight important satisfiers and dissatisfiers present in the job and suggest both the banks to take performance initiatives in the areas where employees have reported reduced satisfaction.

FACTORS AFFECTING EMPLOYEE JOB SATISFACTION OF PHARMACEUTICAL SECTOR

OpenAIRE

Mosammod Mahamuda Parvin; M M Nurul Kabir

2011-01-01

The Pharmaceutical sector plays a vital role in underpinning the economic development of a country. This study attempts to evaluate job satisfaction of employees in different pharmaceutical companies. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of employees. It also investigates the impacts of pharmaceutical type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that sal...

Life satisfaction and student engagement in adolescents.

Science.gov (United States)

Lewis, Ashley D; Huebner, E Scott; Malone, Patrick S; Valois, Robert F

2011-03-01

Situated within a positive psychology perspective, this study explored linkages between adolescent students' positive subjective well-being and their levels of engagement in schooling. Specifically, using structural equation modeling techniques, we evaluated the nature and directionality of longitudinal relationships between life satisfaction and student engagement variables. It was hypothesized that adolescents' life satisfaction and student engagement variables would show bidirectional relationships. To test this hypothesis, 779 students (53% female, 62% Caucasian) in a Southeastern US middle school completed a measure of global life satisfaction and measures of cognitive, emotional, and behavioral engagement at two time points, 5 months apart. A statistically significant bidirectional relationship between life satisfaction and cognitive engagement was found; however, non-significant relationships were found between life satisfaction and emotional and behavioral student engagement. The findings provide important evidence of the role of early adolescents' life satisfaction in their engagement in schooling during the important transition grades between elementary and high school. The findings also help extend the positive psychology perspective to the relatively neglected context of education.

CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

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Patrizia Gazzola

2016-07-01

Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

Analysis of Employee Engagement in a Chosen Organization

OpenAIRE

Kapcátová, Katarína

2013-01-01

The main goal of this thesis is to highlight the importance of employee engagement and deeply investigate employee engagement among selected employees in medium size organization, which operates in Liptovský Mikuláš. Besides finding out the total employee engagement, author examines the level of cognitive, physical, and emotional engagement too. Results are then compared to other studies provided by Gallup and CIPD research centers. Thesis further introduces the link between employee engageme...

Organizational-professional conflict of I/O psychologists, job satisfaction and work engagement

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Mladenović Branko

2015-01-01

Full Text Available organizational-professional conflict occurs among employees in situations when organizational expectations and demands are opposed to the professional principles and standards. The results of studies have shown that this conflict negatively affects employees' attitude towards the job and affective-motivational state of fulfilment with work role. The purpose of this research was to examine exposure to organizational-professional conflict among I/O psychologists in Serbia, to find out whether there is a correlation between the exposure to organizational-professional conflict, job satisfaction and work engagement, and to determine the main factors of exposure to organizational-professional conflict. Our sample consisted of 96 I/O psychologists. Results have shown that there was significant high negative correlation between the exposure to organizational-professional conflict and job satisfaction, as well as significant moderate negative correlation between the exposure to organizational-professional conflict and work engagement. The highest correlations were with social dimensions of job satisfaction. The exposure to organizational-professional conflict was lower among I/O psychologists with longer work experience and those at higher positions in organizational hierarchy. The exposure to organizational-professional conflict was higher among I/O psychologists who were working in privately owned companies and among those who were fixed-term employees. There was no significant correlation between the exposure to organizational-professional conflict and the size of the organization or business field. Our study showed that organizational-professional conflict should be considered as an important theoretical and research topic, as well as a relevant professional and career issue.

Employee voice and engagement : Connections and consequences

NARCIS (Netherlands)

Rees, C.; Alfes, K.; Gatenby, M.

2013-01-01

This paper considers the relationship between employee voice and employee engagement. Employee perceptions of voice behaviour aimed at improving the functioning of the work group are found to have both a direct impact and an indirect impact on levels of employee engagement. Analysis of data from two

Improve employee engagement to retain your workforce.

Science.gov (United States)

Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

2016-01-01

Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

KAITAN ANTARA KEBAHAGIAAN PEKERJA DAN EMPLOYEE ENGAGEMENT STUDI EMPIRIKAL

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Thomas Subarso Isriadi

2017-08-01

Full Text Available Penelitian ini bertujuan untuk menyelidiki hubungan antara employee happiness dengan employee engagement. Hasil penelitian akan digunakan sebagai dasar melakukan intervensi. Intervensi akan dilakukan terhadap variabel happiness dan kemudian mengukur pengaruh terhadap employee engagement. Subyek penelitian adalah pekerja diperusahaan perkebunan sebanyak 98 orang. Penelitian ini menggunakan instrumen skala engagement dan skala happiness.Penelitian membuktikan bahwa terdapat hubungan yang signifikan antara kebahagiaan dengan employee engagement. Intervensi dilakukan dalam dua angkatan dengan peserta masing-masing angkatan sebanyak 18 orang. Untuk mengukur efektivitas intervensi, peneliti menggunakan t-test untuk mengukur perbedaan dari pretest dan posttest baik untuk kebahagiaan maupun employee engagement. Hasil dari analisis t-test menunjukkan perbedaan yang signifikan terhadap employee engagement setelah intervensi. Intervensi telah meningkatkan employee engagement.

Employee Orientation and Job Satisfaction among Professional Employees in Hospitals.

Science.gov (United States)

Jauch, Lawrence R.; Sekaran, Uma

1978-01-01

This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…

The linkage between employee and patient satisfaction in home healthcare.

Science.gov (United States)

Rosati, Robert J; Marren, Joan M; Davin, Denise M; Morgan, Cynthia J

2009-01-01

Greater accountability for patient outcomes, reduced reimbursement, and a protracted nursing shortage have made employee and patient satisfaction results central performance metrics and strategic imperatives in healthcare. Key questions are whether the two interact and if so, how can that relationship be leveraged to obtain maximum gains in both employee and patient satisfaction. This article examines the experience of a large, nonprofit home care agency in exploring these issues. The agency found that organizational commitment to patient care and customer service are fundamental to patient satisfaction. The more employees perceived that the organization is focused on quality and customers, the more patient satisfaction increased. Among nurses, work-life balance, fair compensation, and regard for employees all influenced patient satisfaction.

Validation of an employee satisfaction model: A structural equation model approach

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Ophillia Ledimo

2015-01-01

Full Text Available The purpose of this study was to validate an employee satisfaction model and to determine the relationships between the different dimensions of the concept, using the structural equation modelling approach (SEM. A cross-sectional quantitative survey design was used to collect data from a random sample of (n=759 permanent employees of a parastatal organisation. Data was collected using the Employee Satisfaction Survey (ESS to measure employee satisfaction dimensions. Following the steps of SEM analysis, the three domains and latent variables of employee satisfaction were specified as organisational strategy, policies and procedures, and outcomes. Confirmatory factor analysis of the latent variables was conducted, and the path coefficients of the latent variables of the employee satisfaction model indicated a satisfactory fit for all these variables. The goodness-of-fit measure of the model indicated both absolute and incremental goodness-of-fit; confirming the relationships between the latent and manifest variables. It also indicated that the latent variables, organisational strategy, policies and procedures, and outcomes, are the main indicators of employee satisfaction. This study adds to the knowledge base on employee satisfaction and makes recommendations for future research.

Improving Employee Satisfaction Priority through Performance Control Matrix

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Shun-Hsing Chen

2014-11-01

Full Text Available The study addresses Performance Control Matrix (PCM to determine service quality items of priority for improvement. Most businesses focus on customer satisfaction when undertaking surveys of satisfaction and dissatisfaction, while generally neglecting employee satisfaction. Therefore, this study develops an integrated model to improve service quality in Taiwanese finance industry employees. A questionnaire is designed to determine the priority of improvement objectives derived from certain questionnaire items that fall into the improvement zone of the PCM. Ten items are found to fall into the improvement zone of the PCM. The present results show that the finance industry employees surveyed in Taiwan were dissatisfied with their job security, salaries, annual bonus, and fair distribution of operational profits. The ten improvement items mostly belong to two dimensions - ‘Pay and Benefits’ and ‘Motivation’. The managers of the financial institutions should seek to improve these quality attributes by devoting more resources to these items, thus promoting employee satisfaction.

The measurement of employee engagement in government institutions

Directory of Open Access Journals (Sweden)

Martins, N.

2016-07-01

Full Text Available Employee engagement has consistently been rated as one of the top issues on chief executive officers’ lists of priorities and is a main focus of attention of both academics and human resources practitioners. A number of studies focus on employee engagement in the private sector, however there are relatively fewer studies that focus on employee engagement in government institutions. The aim of this study was twofold: Firstly, the validity and reliability of the employee engagement instrument for government institutions were determined. Secondly, it was determined if any significant differences could be detected between the employee engagement levels of the various biographical groups that participated in the survey. A quantitative research study was conducted using a database of a research company. The database in question is made up of 285 000 business people from various industries and sizes of business and who occupy different roles, reflecting the profile of the South African working population. A total of 4 099 employees, of which 427 represented government institutions, completed the employee engagement questionnaire. The results confirmed the validity and reliability of the questionnaire for government institutions, but with a slightly different structure. Some biographical groupings indicated that they experience employee engagement in a significantly different way. The results indicate that the younger employees together with top and senior management experience the highest levels of engagement in government institutions. The significance of these results is that not all biographical groups’ engagement levels can be managed equally

ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

OpenAIRE

Milica Jakšiæ, Miloš Jakšiæ

2014-01-01

Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

Diagnosis of employee engagement in metallurgical enterprise

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B. Gajdzik

2013-01-01

Full Text Available In the theoretical part of the publication an overview of the definitions of employee engagement was conducted together with the analysis of the methods and techniques which influence the professional activity of the employees in the metallurgical enterprise. The practical part discusses the results of diagnosis of engagement in steelworks. Presented theories, as well as the research, fill the information gap concerning the engagement of the employees in metallurgical enterprises. This notion is important due to the fact that modern conditions of human resources management require the engagement of the employees as something commonly accepted and a designation of manufacturing enterprises.

The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh

OpenAIRE

Minhajul Islam Ukil

2016-01-01

Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item st...

Motivation and satisfaction of employees in the workplace

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2017-01-01

Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies. Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace. Methods/Approach: The paper is based on research including a survey of two age ...

Creating a culture where employee engagement Thrives

International Nuclear Information System (INIS)

Don Groover, C.S.P.

2007-01-01

Safety leaders across industries face a critical challenge: engaging employees. While engagement of a few people may be easy in short-term projects, it is significantly more difficult with long-term processes. In this session we show leaders how they can create a culture where workers are more open and even eager to be involved in safety efforts. Our experience with safety leaders in the nuclear industry has verified that when the factors that drive organizational functioning are understood, leaders are enabled to augment employee engagement and attain significant improvement in safety outcomes. The underlying factors that influence employee engagement, performance, outcomes, and organizational culture are the same the world over. We will also show how safety is capable, by its intrinsic value, of winning profound support and direct engagement of employees. In this session, we will examine how leaders can leverage their decisions and actions to win over employees to safety and support them in their endeavors to promote it. Using the safety leadership best practices Vision, Credibility, Accountability, Communication, Collaboration, Action Orientation, and Recognition and Feedback, leaders increase their impact on their organization in favor of a culture that supports safety and employee engagement. Leaders that create a climate and culture where employee engagement thrives, realize better safety results. Leadership is not exclusively an inborn talent; it can be developed and enhanced. To this end, we will also show the advantages of transformational leadership style by comparing it to more classical transactional leadership

Creating a culture where employee engagement Thrives

Energy Technology Data Exchange (ETDEWEB)

Don Groover, C.S.P. [Behavioral Science Technology, Ojai, CA (United States)

2007-07-01

Safety leaders across industries face a critical challenge: engaging employees. While engagement of a few people may be easy in short-term projects, it is significantly more difficult with long-term processes. In this session we show leaders how they can create a culture where workers are more open and even eager to be involved in safety efforts. Our experience with safety leaders in the nuclear industry has verified that when the factors that drive organizational functioning are understood, leaders are enabled to augment employee engagement and attain significant improvement in safety outcomes. The underlying factors that influence employee engagement, performance, outcomes, and organizational culture are the same the world over. We will also show how safety is capable, by its intrinsic value, of winning profound support and direct engagement of employees. In this session, we will examine how leaders can leverage their decisions and actions to win over employees to safety and support them in their endeavors to promote it. Using the safety leadership best practices Vision, Credibility, Accountability, Communication, Collaboration, Action Orientation, and Recognition and Feedback, leaders increase their impact on their organization in favor of a culture that supports safety and employee engagement. Leaders that create a climate and culture where employee engagement thrives, realize better safety results. Leadership is not exclusively an inborn talent; it can be developed and enhanced. To this end, we will also show the advantages of transformational leadership style by comparing it to more classical transactional leadership.

The measurement of employee engagement in government institutions

OpenAIRE

Martins, N.; Ledimo, O.

2016-01-01

Employee engagement has consistently been rated as one of the top issues on chief executive officers’ lists of priorities and is a main focus of attention of both academics and human resources practitioners. A number of studies focus on employee engagement in the private sector, however there are relatively fewer studies that focus on employee engagement in government institutions. The aim of this study was twofold: Firstly, the validity and reliability of the employee engagement instrument f...

Factors Influencing Employee Satisfaction in the Police Service: The Case of Slovenia

OpenAIRE

Tomaževič, Nina; Seljak, Janko; Aristovnik, Aleksander

2014-01-01

The paper has two purposes – first, to examine the dimensionality of employee satisfaction and, second, to identify the impact of the groups of factors on employee satisfaction. The measurement of satisfaction of all employees in the Slovenian Police based on the comprehensive on-line questionnaire. Factor analysis was used to formulate the facets of satisfaction. Multiple linear regression analysis was performed to identify the predictors of three facets of employee satisfaction. Three fac...

Tracking the employee satisfaction-life satisfaction binary: The case of South African academics

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2014-11-01

Research purpose: The aim of the study was to investigate the relationship between employee satisfaction and life satisfaction amongst university academics in South Africa. Motivation for the study: The study occupies the gap in literature focusing on the interaction between employee satisfaction and life satisfaction amongst South African university academics. Research design, approach and method: A three-section survey questionnaire was administered to 273 academics recruited from three universities in Gauteng, South Africa. After a confirmatory factor analysis, hypotheses were tested using a combination of Kendall’s tau correlation coefficient and regression analysis. Main findings: Correlation tests revealed strong positive relationships between life satisfaction and three factors: workplace flexibility, skills utilisation and autonomy. Regression analysis showed that workplace flexibility, skills utilisation and autonomy were statistically significant. Practical/managerial implications: Research findings could expedite the generation of strategies for meeting the employment needs and expectations of university academics, thereby reducing the shortage of university academics in South Africa. Contributions/value-add: The conceptual framework proposed in this study is a useful tool for conceptualising the relationship between employee satisfaction and life satisfaction in the higher education environment.

BURNOUT DITINJAU DARI EMPLOYEE ENGAGEMENT PADA KARYAWAN

Directory of Open Access Journals (Sweden)

Theresia Olga Vania Christianty

2017-06-01

Full Text Available Penelitian ini bertujuan untuk mengetahui hubungan antara employee engagement dengan burnout. Hipotesis yang diajukan dalam penelitian ini adalah terdapat hubungan negatif antara employee engagement dengan burnout pada karyawan PT BPR Restu Group. Metode yang digunakan dalam penelitian ini adalah dengan cara penelitian kuantitatif dan dengan menggunakan skala burnout dan employee engagement. Penelitian ini menggunakan teknik analisis korelasi product moment. Hasil nilai rxy= - 0,671 (p

Career Engagement: Bridging Career Counseling and Employee Engagement

Science.gov (United States)

Neault, Roberta A.; Pickerell, Deirdre A.

2011-01-01

In this article, the authors present a model of career engagement that helps bridge the gap between career counselors' focus on supporting individuals to find meaningful work and employers' desire for an engaged, productive, and committed workforce. They briefly review highlights of the employee engagement literature, introduce the Career…

Job Satisfaction Levels of Employees in Hotel Establisments: A Research on Employees in Resort and City Hotel Establishments

Directory of Open Access Journals (Sweden)

Elbeyi Pelit

2010-03-01

Full Text Available No matter in which sector they function, the job satisfaction of the employees at desired level has the utmost importance for the employees’ performance and organizational efficiency. In this respect, applications and studies related to defining job satisfaction and the factors affecting job satisfaction also have importance for establishments to provide data sources to perfrom their functions in the long term. For this reason, establishments should revise their employees’ job satisfaction levels at times. Especially the issue is much more significant for labour-intensive hotel establishments. In this context, to determine the job satisfaction levels of the city and resort employees in hotel establishments ,this research is carried on 1854 employees employed at 114 five-star hotels in city and resort areas of Turkey using “Minnesota Job Satisfaction Scale” to collect data. It is concluded that the employees whose job satisfaction is measured by questionnaires are not satisfied with such issues as the wage, making their own decisions, company policies and promotion opportunities. In the further analyses performed (independent-samples t test and ANOVA, it is found out that the job satisfaction level of the employees working in resort hotel establishments is higher than the employees working in the ciy hotel establishments. In addition this, it is found out that there are some differences between the job satisfaction level and education level of the employees.

Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

NARCIS (Netherlands)

De Beer, L.T. (Leon T.); M. Tims (Maria); A.B. Bakker (Arnold)

2016-01-01

textabstractThe purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional

Validation of an employee satisfaction model: A structural equation model approach

OpenAIRE

Ophillia Ledimo; Nico Martins

2015-01-01

The purpose of this study was to validate an employee satisfaction model and to determine the relationships between the different dimensions of the concept, using the structural equation modelling approach (SEM). A cross-sectional quantitative survey design was used to collect data from a random sample of (n=759) permanent employees of a parastatal organisation. Data was collected using the Employee Satisfaction Survey (ESS) to measure employee satisfaction dimensions. Following the steps of ...

Workaholic and work engaged employees: dead ringers or worlds apart?

Science.gov (United States)

van Beek, Ilona; Taris, Toon W; Schaufeli, Wilmar B

2011-10-01

Building on Deci and Ryan's Self-Determination Theory and Meijman and Mulder's Effort-Recovery Model, the present study examined the nature, antecedents, and consequences of working hard (i.e., workaholism and work engagement) in a Dutch convenience sample of 1,246 employees. A confirmatory factor analysis showed that workaholism and work engagement were two largely independent concepts. Crossing these two concepts yielded four types of workers: workaholic employees, engaged employees, engaged workaholics, and nonworkaholic/nonengaged employees. MANOVA and subsequent ANOVAs were used to compare these four groups regarding their motivation, working hours, and levels of burnout. As expected, study results revealed that workaholic employees were driven by controlled motivation, whereas engaged employees were driven by autonomous motivation. Engaged workaholics were driven by both controlled and autonomous motivation. In addition, the results revealed that engaged workaholics spent most time on working. Unlike workaholic employees, engaged workaholics did not experience the highest levels of burnout, suggesting that high engagement may buffer the adverse consequences of workaholism. The present study emphasizes the importance of differentiating among at least three categories of employees who work hard: workaholic employees, engaged employees, and-for the first time-engaged workaholics. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

The impact of employee satisfaction on productivity in Tiskarna Novo mesto, Ltd.

Directory of Open Access Journals (Sweden)

Simona Cimperman

2016-06-01

Full Text Available Research Question: Does employee satisfaction, impact on productivity? How are these two variables associated? What is the job satisfaction in Tiskarna Novo mesto, Ltd. What needs to be done to make employees more satisfied at work and, consequently, more productive? Purpose: The purpose of the study is to determine what are the factors that influence employee satisfaction Tiskarna Novo mesto, Ltd. and check the connection between work satisfaction and employee productivity. The aim of the research is to examine what is the level of job satisfaction of employees in Tiskarna Novo mesto, Ltd. And find our reasons and factors that prevent employees were satisfied in the workplace. Method: In this study we used a descriptive method and the method of combining the study of domestic and foreign literature. Pending the results we have come to interview employees in the Tiskarna Novo mesto, Ltd. Results: We conducted a survey among employees in Tiskarna Novo mesto, Ltd and we came to the conclusion that the employees are medium satisfied – the average grade point job satisfaction of employees was 3.1 (evaluated on a 5-point Likert scale. The worst assessed was factor in job satisfaction opportunity for advancement and educational opportunities. We have found out that factors like receiving praise and awards as well as good interpersonal relations are those that affect good on job satisfaction, on the other hand conflict is the one that reduces job satisfaction. The existence of links between work satisfaction and productivity were not found (r = -0.061. Organization: The organization and managers, it is important to know which are the factors by which employees are satisfied or dissatisfied. Results of the research will give managers a clear picture of the factors of satisfaction / dissatisfaction and opinion on productivity. Society: The employees it means a lot to have your job satisfaction and consequently they are more productive. Originality: The

The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation

OpenAIRE

Mafini, Chengedzai; Dlodlo, Nobukhosi

2014-01-01

Orientation: There is much research on extrinsic motivation, job satisfaction and life satisfaction in organisations. However, empirical evidence on how such factors affect employees in public organisations in developing countries is lacking. Research purpose: To examine the relationships between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. Motivation for the study: Labour strife is an endemic phenomenon in South Africa’s publ...

Satisfaction with life and job satisfaction of employees in Slovenian army

Directory of Open Access Journals (Sweden)

Tjaša Dimec

2008-12-01

Full Text Available The purpose of this study was to investigate satisfaction with life and job satisfaction in the Slovenian army. For this purpose we used Satisfaction With Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 and Pogačnik's (2003 Job Satisfaction Scale. This research involved 168 employees of the Slovenian army: 68 soldiers, 60 officers, and 40 noncommissioned officers. The results showed that employees in Slovenian army are more satisfied than unsatisfied with their lives. Officers are the most satisfied with their life. We found out that appraisals on job satisfaction are rather low and indicate middle level of job satisfaction. The highest level of work satisfaction was expressed in the area of relations with co-workers. Participants were least satisfied with their salary and other material facilities. Individuals with subordinate co-workers showed higher level of satisfaction with work conditions, possibilities for promotion, salary and other material facilities, and also higher level of satisfaction about informing in the army, possibilities for professional development, independence and autonomy at work, work reputation, creativeness at work and also taking part in decision-making. Analysis of differences showed that officers gave the highest score to indicators of work satisfaction, with exception of independence and autonomy at work, work reputation, and pretentiousness of work. Based on the examination of the actual state, to the level the research was enabling, we identified some necessary changes, improvements or measures for improvement of the recognized weak areas.

Job satisfaction and motivation: how do we inspire employees?

Science.gov (United States)

Alshallah, Sahar

2004-01-01

Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.

Construct of Dialysis Employee Satisfaction: Acquiring Satisfaction Factors and Their Contributions.

Science.gov (United States)

Gu, Xiuzhu; Itoh, Kenji

2015-10-01

We developed a construct of dialysis employees' satisfaction as an assessment framework and identified the crucial factors that contribute to overall job satisfaction. We also seek to capture some important characteristics of dialysis professionals' job satisfaction/dissatisfaction in Japan. A questionnaire was developed, including 35 facet-specific job-related satisfaction and 10 general satisfaction items in closed-ended questions. A questionnaire-based survey was conducted between August and October 2013. A total of 799 valid responses (87% of response rate) were collected from 46 physicians, 470 nurses and 251 technologists in the dialysis department of 43 facilities in Japan. Five satisfaction factors were derived by applying principal component analysis with 61% of cumulative variance accounted for. Physicians, nurses and technologists in the dialysis department shared a similar trend of job satisfaction that they were more satisfied with leadership, and communication and teamwork among the five factors, whereas their satisfaction level was relatively low with salary and welfare conditions. Physicians expressed the strongest satisfaction with any factor while nurses were the least satisfied. Nurses' and technologists' overall job satisfaction was mostly determined by satisfaction with self-actualization, and work demands and workload. A five-factor construct of dialysis employee satisfaction was identified. Overall job satisfaction of dialysis nurses and technologists were not overly high in Japan, and this seems to be caused by their relatively low satisfaction with self-actualization and with work demands and workload. Therefore, it is suggested that their work conditions and environment must be improved to support their self-actualization and to reduce their workload. © 2015 The Authors. Therapeutic Apheresis and Dialysis © 2015 International Society for Apheresis.

Employee engagement and management standards: a concurrent evaluation.

Science.gov (United States)

Ravalier, J M; Dandil, Y; Limehouse, H

2015-08-01

The UK Health & Safety Executive's Management Standards Indicator Tool (MSIT) has been used to assess areas of work design, which may act as psychosocial hazards leading to burnout. These have not been assessed as predictors of employee engagement. To determine the utility of the MSIT in evaluating employee engagement as measured by the Utrecht Work Engagement Scale (UWES). A cross-sectional survey of employees from two sales organizations in London was performed using the MSIT and UWES. MSIT scores were analysed stratifying medium-high versus low engagement. Multivariate linear regression evaluated the association of all MSIT scores with UWES factors. Control, managerial support, peer support and employee role differed by engagement level. Demands, peer support and role exceeded MSIT benchmark guidance that would warrant urgent improvement. Role ambiguity was the only factor significantly associated with all subdomains of engagement. Role appears to play a major part in determining employee engagement. Assessment of the relationship between factors measured by the MSIT and UWES requires further investigation in wider organizational settings, particularly the influence of employee role on positive psychological outcomes. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Analysis of factors affecting employee satisfaction: A case study from Pakistan.

Science.gov (United States)

Rukh, Lala; Choudhary, Muhammad Abbas; Abbasi, Saddam Akber

2015-01-01

Employee job satisfaction has been a research focal point throughout the world. It is a key factor when measuring the performance of an organization and individuals. A leading engineering goods manufacturing enterprise in Pakistan, has been used in this case study. In Pakistan, very limited research has been done with respect to factors affecting job satisfaction. Some research has been done in medical institutions, banks, universities and the information technology sector but large public sector organizations in Pakistan have not been studied. A theoretical foundation for researching factors affecting job satisfaction in large organizations is outlined. The objective of this research is to analyze various demographic, financial and non-financial factors affecting the satisfaction level of employees and to study the effects across different employee groups. This study is based on quantitative data analysis. The employees of the organization under study have been divided into 10 homogeneous groups based on their departments. Information on job related factors (affecting the satisfaction level) have been collected from subsamples of each group using a self-administered questionnaire. An overall sample of 250 (out of total 1100) employees has been selected. Before conducting the survey, reliability of the questionnaire was measured using Cronbach's alpha. The normality of data was also examined using the Kolmogorov Smirnov test. Hypotheses devised to address the research questions were tested by using non-parametric Spearman correlation and Kruskal-Wallis tests. The response rate was 73.2%. Research findings indicated the significant factors that affect the satisfaction level of employees. Median group differences existed between responses based on age, work experience, salary and designation (i.e. job position/rank) of employees. Job satisfaction was also positively and significantly associated with job related factors such as pay, promotion, relation with employees

The Impact of Employee Satisfaction on the Release of Human Creative Potential

Directory of Open Access Journals (Sweden)

Damjana Dragman

2014-09-01

Full Text Available Research Question (RQ: Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace strongly affects their motivation at work and their effectiveness. Also personal praise from leaders influences employee satisfaction, which in turn also affect the release of human creative potential. Organization: Several factors affect employee satisfaction that is typical for the entire company. A special role is played by those who are responsible for creating a positive atmosphere within their working environment and encouraging employees towards increased creativity and efficiency. Society: Research shows that employee satisfaction significantly affects their performance. For this reason employees should create a pleasant working environment within the entire company and for good relationships with co-workers. Originality: The first such study conducted in the context of a particular department. Limitations/further research: The research study was carried out in only one department of one organization.

Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

Directory of Open Access Journals (Sweden)

Leon T de Beer

2016-09-01

Full Text Available The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470. The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

Assessing the Impacts of Learning Capacity on Employee and Customer Satisfaction

OpenAIRE

H Salehi

2005-01-01

This paper examines the relationship of learning organization variables with job satisfaction, organizational commitment and customer satisfaction among employees of health insurance organizations in the context of Iran. This study was conducted in three health insurance organizations. Two hundred sixty five employees and 1220 customers were randomly and proportionally selected, with a response rate of 80% for employees and 70 % for customers. The Job Satisfaction and organizational commitmen...

Analysis of job satisfaction of employees

OpenAIRE

Procházka, Lukáš

2011-01-01

This thesis examines the problem of job satisfaction. It explains basic concepts and methods of most widely used theories of job satisfaction. The work contains survey on job satisfaction on a specific market entity - the company Telefónica Czech Republic, a.s., the findings of current situation and it proposes alternative procedures to improve the situation. Data collection was performed using a questionnaire submitted by employees of the company Telefónica Czech Republic, a. s. On the basis...

Influence of employees' attachment styles on their life satisfaction as mediated by job satisfaction and burnout.

Science.gov (United States)

Reizer, Abira

2015-01-01

The aim of this study was to obtain better insight into the associations between attachment styles and employees' life satisfaction. This was achieved by examining the mediating roles of burnout and job satisfaction. Three hundred and thirty-nine employees, from a convenience community sample, participated in the current study. Results of the mediation model indicated that the associations between avoidance and life satisfaction were mediated by burnout and job satisfaction. However, the associations between attachment anxiety and life satisfaction were mediated by burnout but not by job satisfaction. Theoretical and practical implications for organizations and for attachment theory at work are discussed.

29 CFR 779.103 - Employees “engaged in commerce.”

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

The Impact of Employee Satisfaction on the Release of Human Creative Potential

OpenAIRE

Damjana Dragman

2014-01-01

Research Question (RQ): Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace str...

Validation of a Job Satisfaction Instrument for Residential-Care Employees.

Science.gov (United States)

Sluyter, Gary V.; Mukherjee, Ajit K.

1986-01-01

A new job satisfaction instrument for employees of a residential care facility for mentally retarded persons effectively measures the employees' satisfaction with 12 work related variables: salary, company policies, supervision, working conditions, interpersonal relations, security, advancement, recognition, achievement, work responsibility, and…

Employee Identification and their Perceived Customer Satisfaction ...

African Journals Online (AJOL)

Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives ... Employees perceived high customer service delivery while customers reported satisfaction in accommodation but dissatisfaction in the restaurant services. ... since it is strongly related to the quality of service and customer satisfaction.

Job Satisfaction and Employee's Self-Schema at Workplace: a Literature Review

OpenAIRE

Mehrad, Aida

2016-01-01

The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of empl...

The curvilinear effect of work engagement on employees' turnover intentions.

Science.gov (United States)

Caesens, Gaëtane; Stinglhamber, Florence; Marmier, Virginie

2016-04-01

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non-linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed. © 2014 International Union of Psychological Science.

Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement.

Science.gov (United States)

Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G; Bruni, Ilaria; Depolo, Marco

2016-01-01

Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees' well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role

Employee engagement: a prescription for organizational transformation.

Science.gov (United States)

Halm, Barry

2011-01-01

Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms.

Corporate social responsibility, corporate reputation and employee engagement

OpenAIRE

Ali, Imran; Ali, Jawaria Fatima

2011-01-01

Corporate social responsibility (CSR) has been outlined as voluntarily additional legal duties of organization to serve environment and community. This voluntarily actions of corporate help them to develop reputation which can shape favorable attitude of employees towards work. Employee engagement is an attitude of commitment and involvement of employee towards their work and organization. Researchers have proved that engaged employees are more productive, more likely to achieve corporate go...

Strategic Collaborative Quality Management and Employee Job Satisfaction

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Ali Mohammad Mosadeghrad

2014-05-01

Full Text Available Background This study aimed to examine Strategic Collaborative Quality Management (SCQM impact on employee job satisfaction. Methods The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. Results The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. Conclusion This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction. However, the success of quality management needs top management commitment and stability.

KAITAN ANTARA KEBAHAGIAAN PEKERJA DAN EMPLOYEE ENGAGEMENT STUDI EMPIRIKAL

OpenAIRE

Thomas Subarso Isriadi; Zulkarnain Zulkarnain

2017-01-01

Penelitian ini bertujuan untuk menyelidiki hubungan antara employee happiness dengan employee engagement. Hasil penelitian akan digunakan sebagai dasar melakukan intervensi. Intervensi akan dilakukan terhadap variabel happiness dan kemudian mengukur pengaruh terhadap employee engagement. Subyek penelitian adalah pekerja diperusahaan perkebunan sebanyak 98 orang. Penelitian ini menggunakan instrumen skala engagement dan skala happiness.Penelitian membuktikan bahwa terdapat hubungan yang signif...

A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

Science.gov (United States)

Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

2016-05-01

Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

A Model for Employee Motivation and Satisfaction.

Science.gov (United States)

Grant, Philip C.

1979-01-01

To increase an employee's motivation, an employee must perceive that s/he will achieve higher satisfaction for greater effort. To generate such perception, rewards must clearly be contingent on effort and the cost of increased effort must grow at a slower rate than the increase in reward. (Author/IRT)

A study of relationship between managers' leadership style and employees' job satisfaction.

Science.gov (United States)

Rad, Ali Mohammad Mosadegh; Yarmohammadian, Mohammad Hossein

2006-01-01

The purpose of this descriptive and cross-sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004. The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling. The dominant leadership style of managers was participative. The mean score of employee-oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task-oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26 +/- 0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co-workers and supervision type factors. There was significant correlation (p leadership behaviors and employees and job satisfaction. Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity. Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2014-04-01

Research purpose: To examine the relationships between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. Motivation for the study: Labour strife is an endemic phenomenon in South Africa’s public sector as evidenced by the high incidences of industrial action and labour turnover. This study contributes to this subject by identifying the extrinsic factors that could be optimised with a view to enhancing job and life satisfaction amongst government employees. Research approach, design and method: The study used the quantitative research survey approach: a questionnaire was administered to 246 employees in a South African public organisation. Extrinsic motivation factors were identified using principal components analysis. Mean score ranking was used to compare the relative importance of all factors. The conceptual framework was tested using Spearman’s rank correlation analysis and linear regression analysis. Main findings: Statistically significant relationships were observed between job satisfaction and four extrinsic motivation factors: remuneration, quality of work life, supervision and teamwork. The relationship with promotion was insignificant, but a statistically significant relationship was established with life satisfaction. Practical/managerial implications: The findings may be used to implement strategies for enhancing employee performance and industrial relations within public organisations. Contribution/value-add: The study provides evidence of the interplay between extrinsic motivation, job satisfaction and life satisfaction for public servants in developing countries.

Health Impaired Employees' Job Satisfaction: New Evidence from Athens, Greece

OpenAIRE

Drydakis, Nick

2011-01-01

By utilizing the 2008 Athens Area Study (AAS) data set, this study investigates four aspects of job satisfaction - total pay, promotion prospects, respect received from one's supervisor, and total job satisfaction - between healthy and heath-impaired employees. Health impaired employees are found to be less satisfied according to all job satisfaction measures even when a large number of productivity features, and job characteristics are controlled for. The outcomes suggest also that women are...

LOCUS OF CONTROL AND JOB SATISFACTION: PSU EMPLOYEES

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Lakshman Vijayashree

2011-11-01

Full Text Available Previous research studies have demonstrated that internal/external locus of control impacts jobsatisfaction. The present study thus aims to analyze type of locus of control and its relation with jobsatisfaction. The study will be of great help for organization to understand and know what type oflocus of control their employees has and how it has an impact on job satisfaction.The objectives of this study were: 1- To identify the type of Locus of Control (i.e. Internal orExternal present in Public Sector Units (PSU in Bangalore and 2- To analyze the impact of differenttype of Locus of Control on job satisfaction of PSU Employees. Further hypothesis was also set tocheck the relationship between locus of control and job satisfaction. In addition, the relationshipbetween different demographic factors was also examined. The tool used for this study was LocoInventory. The concept of locus of control by Levenson (1972 was used to develop Loco Inventory(Locus of Control in Organization Inventory. The survey used a questionnaire, which had thirty fivestatements which highlights the factors that determine the locus of control and job satisfaction levelof the employees. The Ratio, ANOVA, and Correlation analysis were used as statistical techniquesfor analysis.The results indicate that there is a positive correlation between internal locus of control and jobsatisfaction as well as between External (other locus of control and job satisfaction. And in case ofExternal (Chance locus of control and job satisfaction there exists partial positive correlation. As perthis study Job satisfaction level among the employees is also good as the mean is 17, which is closerto maximum scale value of 25. As per ANOVA table there is a significant variance betweeninternality and age as well as between externality (chance and age. There is no significantrelationship between internality and demographic factors like gender and education. There is nosignificant relationship between

Store manager performance and satisfaction: effects on store employee performance and satisfaction, store customer satisfaction, and store customer spending growth.

Science.gov (United States)

Netemeyer, Richard G; Maxham, James G; Lichtenstein, Donald R

2010-05-01

Based on emotional contagion theory and the value-profit chain literatures, the present study posits a number of hypotheses that show how managers in the small store, small number of employees retail context may affect store employees, customers, and potentially store performance. With data from 306 store managers, 1,615 store customer-contact employees, and 57,656 customers of a single retail chain, the authors examined relationships among store manager job satisfaction and job performance, store customer-contact employee job satisfaction and job performance, customer satisfaction with the retailer, and a customer-spending-based store performance metric (customer spending growth over a 2-year period). Via path analysis, several hypothesized direct and interaction relations among these constructs are supported. The results suggest implications for academic researchers and retail managers. PsycINFO Database Record (c) 2010 APA, all rights reserved.

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

Employee Benefits in a Selected Company

OpenAIRE

RODOVÁ, Veronika

2015-01-01

This thesis is focused on the analysis of employee benefits and proposes the possible changes in selected organization. The characteristics of thecompany are described in the introduction of practical part. Subsequently, the current situations of benefits in selected companies are provided through questionnaire surveys, where the employee satisfactions with benefits are verified. The obtained information from questionnaires solves the particular employee satisfaction with engagement level and...

HUMAN RESOURCE MANAGEMENT AND EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE NIGERIAN BANKING INDUSTRY

OpenAIRE

Omotayo Adewale OSIBANJO; Oladele Joseph KEHIDE; Abolaji Joachim ABIODUN

2011-01-01

The paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction; and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was t...

IMPACT OF HRM PRACTICES ON EMPLOYEE SATISFACTION IN BANKING SECTOR IN CHITTOOR DISTRICT

OpenAIRE

P.Suresh; Dr.T.Narayana Reddy

2017-01-01

Employee satisfaction plays a key role on both the individual and organisation. Employee satisfaction will result in improving organisation productivity. The present study is carried out to comprehend the effect of HRM Practices in banking sector. This study is based on both primary and secondary data, reviewing the literatures related to HRM Practices, employee satisfaction, in banks of chittoor district. The objective of the study focuses on understanding Effect of HRM practices on Employee...

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

Science.gov (United States)

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

Directory of Open Access Journals (Sweden)

Ante eGlavas

2016-05-01

Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

THE INFLUENCE OF EMPLOYEE JOB SATISFACTION AND SERVICE QUALITY ON PROFITABILITY IN PT. BANK JATIM: CUSTOMER SATISFACTION AS THE INTERVENING VARIABLE

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Finanda Y.D.

2018-02-01

Full Text Available This research aimed to examine the influence of employee job satisfaction and service quality on profitability in PT. Bank Jatim, in which customer satisfaction was the intervening variable. According to literature review, the hypothesis of the research stated that employee job satisfaction and service quality influenced the profitability of the Bank and customer satisfaction as intervening variable proved to affect the relationship between independent variable and dependent variable. The data of the research were collected by using questionnaire from respondents that consisted of 92 permanent employees of PT. Bank Jatim in Gresik City. The technique of hypothesis testing was performed by using Multiple Regression Analysis (MRA and Path Analysis using SPSS 24 statistical application. The findings of the research indicated that employee job satisfaction and service quality have positive effect to profitability and customer satisfaction was shown as intervening variable. Specifically, this research found that employee satisfaction and service quality will improve the profitability of the company.

Human Capital Development Policies: Enhancing Employees Satisfaction

Science.gov (United States)

Wan, Hooi Lan

2007-01-01

Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…

Motivation and Satisfaction of Employees in the Workplace

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Rožman Maja

2017-09-01

Full Text Available Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies.

The Association of Employee Engagement at Work With Health Risks and Presenteeism.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B

2017-10-01

Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.

Peranan Komitmen Organisasi dan Employee Engagement terhadap Kesiapan Karyawan untuk Berubah

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- Zulkarnain

2014-06-01

Full Text Available This study had two objectives, the first was to find out the role of organizational commitment and employee engagement to readiness for change. Second was to find out the determinants of readiness for change based on aspects of organizational commitment (i.e., identification, involvement, and loyalty and dimensions of employee engagement (i.e., organization, leadership, team member, job and individual. Self-administered questionnaires were used to measure the three variables. There were 206 plantation employees involved in this study. The result showed that organizational commitment and employee engagement contributed to employee readiness for change. This study also found two aspects of organizational commitment and two dimensions of employee engagement contributing to employee readiness for change. This study could be the guidelines for the policy makers in implementing policies of better human resources. Keywords: organizational commitment, employee engagement, readiness for change, plantation employees, human resource

Factors Influencing the Job Satisfaction of Health System Employees in Tabriz, Iran

OpenAIRE

Bagheri, Shokoufe; Kousha, Ahmad; Janati, Ali; Asghari-Jafarabadi, Mohammad

2012-01-01

Background: Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction.Methods: Using eight focus group discussions (n=70), factors affecting job satisfaction of the employees were dis...

The Engagement of Employees as a Key to Corporate Success

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Ole Bloch Jensen

2012-11-01

Full Text Available One of the major barriers to achieving a higher level of corporate success is the lack of employee engagement. The main goal of this article is to propose the process of engaging all employees and thus setting the scene for the future of their organisation. In the author's opinion, the only resource that most organizations do not fully utilize is the engagement and full potential of their employees. The author explains the signs of disengagement and discusses its causes. They are mainly in the area of soft processes of management, in leadership, motivation and communication. It is the author's belief that the engagement of employees strongly depends on their managers, above all their managers' soft skills. The process of how to build and develop the interest and involvement of employees is described in detail. Furthermore, the importance of manager-employees relationships for engagement is emphasized.

Factors influencing the job satisfaction of health system employees in tabriz, iran.

Science.gov (United States)

Bagheri, Shokoufe; Kousha, Ahmad; Janati, Ali; Asghari-Jafarabadi, Mohammad

2012-01-01

Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction. Using eight focus group discussions (n=70), factors affecting job satisfaction of the employees were discussed. The factors identified from literature review were categorized in four groups: structural and managerial, social, work in it-self, environmental and welfare factors. The findings confirmed the significance of structural and managerial, social, work in it-self, environmental and welfare factors in the level of job satisfaction. In addition, a new factor related to individual characteristics such as employee personal characteristics and development was identified. In order to improve the quality and productivity of work, besides, structural and managerial, social, work in it-self, environmental and welfare factors, policy makers should be taken into account individual characteristics of the employee as a factor affecting job satisfaction.

Social capital and job satisfaction among substance abuse treatment employees.

Science.gov (United States)

Tsounis, Andreas; Niakas, Dimitris; Sarafis, Pavlos

2017-02-15

Job satisfaction is an important predictor for management and clinical ratios. Although it is accepted that is affected by many aspects, the influence of social capital remains to be determined. The main purpose of the article is to examine the relationship between job satisfaction and individual social capital for employees offering services in the treatment of addiction. A cross-sectional study was conducted on 239 employees from 14 therapeutic programs at KETEA (Therapy Center for Dependent Individuals in Greece) (KETHEA). A revised Greek Version of the Social Capital Questionnaire (SCQ-G) for the individual social capital measurement, and of the Job Satisfaction Survey (JSS) for the job satisfaction measurement, were used. Individual Social Capital ranged in medium levels. We observed a significant positive association between social capital and its' different aspects and gender, age, place of residence and working experience. Men, older employees, those who lived in smaller places, and those working more years, reached higher levels of individual social capital. Concerning overall job satisfaction most of the participants were ambivalent (61.5%), while 21.8% were satisfied and 16.7% were dissatisfied. Concerning its separate aspects, 77% were least satisfied with pay, 69.9% were least satisfied with advancement opportunities, 60.3% were least satisfied with fringe benefits, 85.8% were most satisfied with the nature of their work, 80.8% with their relationship with colleagues, and 77.8% were satisfied with supervision. Total Job Satisfaction was positively associated with place of residence and monthly salary. A significant positive correlation between social capital and job satisfaction was also observed. Early evidence suggests that social capital is associated with job satisfaction of employees providing services in the treatment of substance abuse. Further research, regarding social capital on job satisfaction, is suggested. We need to design and implement

Relationship Between Employee Job Satisfaction and Turnover Intention in Microfinance Banks in Pakistan

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Saghir Ahmed

2015-12-01

Full Text Available This study is conducted to analyse the factors, which significantly affect employee job satisfaction in Microfinance Banks of Pakistan. Furthermore, the impact of employee job satisfaction is evaluated on employee turnover intentions. Reward system and training opportunities are taken as independent variables. Primary data is used for this research, which was collected through questionnaire and the reliability of instrument is checked using Cronbach’s alpha. Statistical Package for Social Sciences (SPSS is used to process the collected data. Descriptive statistics are determined and correlation among variables is also calculated. OLS method is applied to find out the impact of independent variables and the results show that there is a significant positive correlation among training, reward system and employee job satisfaction, while a negative relationship is found between employee job satisfaction and employee turnover intention.

The relationships between OHS prevention costs, safety performance, employee satisfaction and accident costs.

Science.gov (United States)

Bayram, Metin; Ünğan, Mustafa C; Ardıç, Kadir

2017-06-01

Little is known about the costs of safety. A literature review conducted for this study indicates there is a lack of survey-based research dealing with the effects of occupational health and safety (OHS) prevention costs. To close this gap in the literature, this study investigates the interwoven relationships between OHS prevention costs, employee satisfaction, OHS performance and accident costs. Data were collected from 159 OHS management system 18001-certified firms operating in Turkey and analyzed through structural equation modeling. The findings indicate that OHS prevention costs have a significant positive effect on safety performance, employee satisfaction and accident costs savings; employee satisfaction has a significant positive effect on accident costs savings; and occupational safety performance has a significant positive effect on employee satisfaction and accident costs savings. Also, the results indicate that safety performance and employee satisfaction leverage the relationship between prevention costs and accident costs.

EMPLOYEE RETENTION: COMPONENTS OF JOB SATISFACTION OF GREEN INDUSTRY EMPLOYEES

OpenAIRE

Bitsch, Vera; Hogberg, Michael

2004-01-01

Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information.

Happy employees lead to loyal patients. Survey of nurses and patients shows a strong link between employee satisfaction and patient loyalty.

Science.gov (United States)

Atkins, P M; Marshall, B S; Javalgi, R G

1996-01-01

A strong relationship exists between employee satisfaction and patients' perceptions of the quality of their care, measured in terms of their intent to return and to recommend the hospital to others. Employee dissatisfaction can negatively affect quality of care and have an adverse effect on patient loyalty and, thus hospital profitability. Therefore, health care marketers should regularly measure employee satisfaction as one way to monitor service quality. Health care marketers must work more closely with their human-resource departments to understand and influence employees' work environment and maintain a high level of job satisfaction. Marketers also should place an increased emphasis on both employee and patient perceptions of satisfaction when developing internal and external strategic marketing plans and formulating future research.

Understanding employee engagement in a public service context

DEFF Research Database (Denmark)

Nielsen, Mette Strange

of this paper is therefore to build a research agenda aiming to understand employee engagement in a public service context. The paper begins with a literature review of the main contributions to the study of employee engagement and then follows with a brief review of the public sector, highlighting some...

Analysis of employee satisfaction with benefits

OpenAIRE

Málková, Eliška

2013-01-01

This bachelor thesis is focused on an issue of providing employee benefits. The first part describes the benefits from a theoretical point of view, here is also mentioned a research about the benefits and an impact of the economic crisis on providing the benefits. The second part is focused on describing the benefits of a particular company, KOMIX Inc., an analysis of an employee satisfaction with the benefits with using a questionnaire survey and suggestion of ways to improve the current sys...

Procesna organiziranost in zadovoljstvo zaposlenih = Process Organization and Employee Satisfaction

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Karmen Verle

2010-06-01

Full Text Available The purpose of the paper is to show the influence of process organizationon employee satisfaction and to indicate the directions for improvingthe operations success in the chosen company. A quantitativeresearch has been carried out for this purpose with the help of astandardized questionnaire for measuring the organizational climateon the census of 556 employed co-workers. The key finding leads tothe recognition that the analyzed company supposedly places greatemphasis also on the modern - process organization. With the latter,employee motivation and innovation are increased, which is consequentlyshown in greater operations success of the discussed company.With the correlation coefficient we establish that the dimension of theorganization statistically positively influences employee satisfaction(0.461, which means that the form and method of the organization caninfluence employee satisfaction. The results of the research have theoreticaland practical benefits for the management in planning, carryingout and controlling of business processes and it will be possible to implementthem in profitable and non-profitable organizations.

Corporate Employee-Engagement and Merger Outcomes

NARCIS (Netherlands)

Liang, H.; Renneboog, Luc

2017-01-01

Extending the theories of employee incentives and inalienability of human capital, we investigate the link between a firm’s engagement in employee issues and the returns to shareholders around mergers and acquisitions (M&As) and analyze an international sample of 4,565 M&A deals from 48 countries.

Building an engaged workforce at Cleveland Clinic

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Patrnchak JM

2013-05-01

Full Text Available Joseph M PatrnchakCleveland Clinic, Cleveland, OH, USAAbstract: Employee engagement is widely recognized as a critical factor in organizational performance. This article examines an ongoing cultural development initiative at Cleveland Clinic designed to significantly increase employee engagement. Key components of this initiative include the introduction of serving leadership, new caregiver wellness and recognition programs, “Cleveland Clinic Experience” training focused on the institution’s core mission, and changes in the institutional vocabulary. Since 2008, the results include a dramatic improvement in engagement, as measured by the Gallup Q12 survey, with parallel improvements in patient satisfaction, as measured by the clinic's scores on the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS survey. In addition to a discussion of the key components of the clinic’s engagement initiative, the article provides a partial review of the literature focused on employee engagement as well as a summary of “lessons learned” that may serve as a guide for others facing the challenge of increasing employee engagement in large, mature health care institutions.Keywords: health care, employee engagement, culture change, hospital performance, patient satisfaction

Job Satisfaction of Employees at a Christian University

Science.gov (United States)

Schroder, Ralph

2008-01-01

As part of this quantitative study, a survey questionnaire was mailed out to 835 university employees to measure levels of overall, intrinsic, and extrinsic job satisfaction. The survey included items of the Professional Satisfaction Scale, an instrument developed according to Herzberg's two-factor theory. Responses were measured on a 5-point…

Transformational Leadership and Employee Job Satisfaction: The Case of Philippines Savings Bank Batangas Branches

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NEIL P. RAMOS

2014-12-01

Full Text Available This paper determined the relationship between transformational leadership of the PSBank managers in the province of Batangas and the job satisfaction of PSbank employees. Specifically, it aimed to determine the level of transformational leadership of PS Bank Managers and the level of employee satisfaction of the PS Bank Batangas branches and to test if such transformational leadership relate with their employee satisfaction. Descriptive type of research was utilized in the study. Results showed that the managers of PS Bank Batangas Branches fairly often practice the transformational leadership style. The employees of PS Bank Batangas Branches are satisfied with their job. The greatest factors that influence their satisfaction are compensation and job security. The data also show that the transformational leadership style of managers of PS Bank Batangas Branches significantly affects the employee’s satisfaction in terms of their communication with their employees. A proposed measure to enhance the transformational leadership style of the managers of PS Bank has been formulated to increase the level of job satisfaction among its employees

Factors Influencing the Job Satisfaction of Health System Employees in Tabriz, Iran

Directory of Open Access Journals (Sweden)

Shokoufe Bagheri

2012-12-01

Full Text Available Background: Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction.Methods: Using eight focus group discussions (n=70, factors affecting job satisfaction of the employees were discussed. The factors identified from literature review were categorized in four groups: structural and managerial, social, work in it-self, environmental and welfare factors.Results: The findings confirmed the significance of structural and managerial, social, work in it-self, environmental and welfare factors in the level of job satisfaction. In addition, a new factor related to individual characteristics such as employee personal characteristics and development was identified.Conclusion: In order to improve the quality and productivity of work, besides, structural and managerial, social, work in it-self, environmental and welfare factors, policy makers should be taken into account individual characteristics of the employee as a factor affecting job satisfaction.

Relationship Leadership, Employee Engagement, and Organizational Citizenship Behavior

Directory of Open Access Journals (Sweden)

Dorothea Wahyu Ariani

2014-08-01

Full Text Available Our research focuses on the impact of supportive leadership and employee engagement on the organizational citizenship behavior (OCB. The research study setting with the individual unit of analysis. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 300 employees in service organizations in Yogyakarta, Indonesia, 252 completed surveys data were returned anonymously in sealed envelopes. Validity and reliability tests were used to test the questionnaires contents. The structural equation modeling (SEM was used to test the relationship among variables.   The result proved that supportive leadership and employee engagement have direct positive relationship with OCB and employee engagement mediated the relationship between supportive leadership and OCB. A thorough discussion on the relationship among the variables as well as on self-rating is presented in this paper.

Connecting internal communication and organizational engagement. An employee-centered perspective

OpenAIRE

Alvarez Garcia, Patricia

2013-01-01

Connections between organizational engagement and internal communication have gained much interest in recent years, due to existing evidence suggesting that employees who engage with their organization affect organization’s effectiveness and that, in turn, internal communication can influence organizational engagement. However, there is little evidence about such connection seen from an employee perspective and therefore, this study sought to explore linkages between employee organizational e...

Employee engagement of managerial staff in hospitals - An Indian pilot study

OpenAIRE

J, Swaminathan; S, Aramvalarthan

2013-01-01

Employee engagement is a state of emotional and intellectual involvement that employees have in an organization. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. This study focused on how employee engagement is an antecedent of job involvement and what should the management of hospitals do to make t...

Employee Engagement and Organizational Behavior Management

Science.gov (United States)

Ludwig, Timothy D.; Frazier, Christopher B.

2012-01-01

Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

The relationship between self-control, job satisfaction and life satisfaction in Chinese employees: A preliminary study.

Science.gov (United States)

Dou, Kai; Nie, Yan-Gang; Wang, Yu-Jie; Liu, Yao-Zhong

2016-01-01

Previous studies have demonstrated that self-control is positively related to life satisfaction, but this association in Chinese employees and its underlying mechanism are less commonly investigated. In this preliminary study the relationships between self-control and life satisfaction and the mediating effect of job satisfaction were tested. Participants were 482 full-time employees (188 male, 294 female) from different cities in China. They answered self-report questionnaires online that assessed self-control, job satisfaction, and life satisfaction. Path analyses were conducted and bootstrap technique was used to judge the significance of the mediation. Self-control was positively related to both job and life satisfaction. More importantly, job satisfaction significantly mediated the association between self-control and life satisfaction. Furthermore, there was no significant difference in the size of the mediating effect between intrinsic and extrinsic job satisfaction. Results of this preliminary study provide further evidence of the positive association between self-control and life satisfaction. Job satisfaction is found to mediate this relationship.

Measuring the (Dis) Satisfaction of the Employees in the Macedonian Companies

Science.gov (United States)

Mitreva, Elizabeta; Krivokapic, Zdravko; Taskov, Nako; Jovanovic, Jelena

2018-01-01

The (dis)satisfaction of the employees who create and realize activities is as much important as the satisfaction of the buyers. In this paper, we have presented the results from the research in the Macedonian companies concerning the capacity of the leadership to motivate the employees to do their job efficiently and to preserve their initiative…

Employee engagement within the NHS: a cross-sectional study.

Science.gov (United States)

Jeve, Yadava Bapurao; Oppenheimer, Christina; Konje, Justin

2015-02-01

Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES) at a teaching hospital. We have conducted a cross-sectional study within the National Health Service (NHS) Teaching Hospital in the UK. All participants were working age population from both genders directly employed by the hospital. UWES has three constituting dimensions of work engagement as vigor, dedication, and absorption. We conducted the study using UWES-9 tool. Outcome measures were mean score for each dimension of work engagement (vigor, dedication, absorption) and total score compared with control score from test manual. We found that the score for vigor and dedication is significantly lower than comparison group (Pengagement level is below average within the NHS employees. Vigor and dedication are significantly lower, these are characterised by energy, mental resilience, the willingness to invest one's effort, and persistence as well as a sense of significance, enthusiasm, inspiration, pride, and challenge. The NHS employees are immersed in work. Urgent need to explore strategies to improve work engagement as it is vital for improving productivity, safety and patient experience.

Identifying enabling management practices for employee engagement

Directory of Open Access Journals (Sweden)

Marius Joubert

2011-12-01

Full Text Available Orientation: A currently emerging viewpoint is that today's management practices no longer add value to organisations. The focus of this article is to conduct a systematic review of the scholarly literature on management practices that could be related to employee engagement. Research purpose: This study searched for evidence in support of the notion of a management value chain, and enabling management practices within each value chain component that could relate to employee engagement. Motivation for the study: An alternative management value chain model could contribute towards a better understanding of which management practices may potentially impact employee engagement. Research design, approach, and method: This is a non-empirical (theoretical study, based on a systematic, in-depth literature review to identify the key management components and enabling practices within this proposed management value chain. Scholarly research databases were sourced for relevant peer reviewed research conducted since 1990, not excluding important contributions prior to 1990. The literature was systematically searched, selected, studied, and contextualized within this study. Main findings: Support was found for the notion of a management value chain, for enabling management practices within each proposed management value chain component, and it was also established these management practices indeed have an impact on employee engagement. Practical/managerial/implications: The possibility that management work can be presented as a generic management value chain allows managers to approach engaging management practices more systematically. Contribution/value-add: This study highlights the importance of some management practices that have never been seen as part of management work.

Drivers of Employee Motivation: Mediating Role of Job Satisfaction

OpenAIRE

Azeem, Sabeen

2016-01-01

Employee Motivation is a growing area of importance for the Human Resource Departments organizations of all sizes. Managing the workforce efficiently and effectively has become crucial in order to achieve excellent output from the employees which would lead to the attainment of organizational goals. This study aims to understand the influence of multiple motivational factors on employee motivation of employees of Bank A. Additionally, the mediating role of job satisfaction is elaborated which...

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

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Michael M. Mackay

2016-09-01

Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

Need satisfaction and employees' recovery state at work: A daily diary study.

Science.gov (United States)

van Hooff, Madelon L M; Geurts, Sabine A E

2015-07-01

The present study aimed to advance insight in the associations between employees' daily effort expenditure at work and their recovery state during the workday, and specifically focused on the role of daily work-related need satisfaction in this process. We examined (a) if high intrinsic work motivation and low self-control effort act as mediating mechanisms underlying the beneficial role of need satisfaction, and (b) to what extent need satisfaction mitigates the adverse effects of high job demands (work pressure and cognitive demands) on employee recovery. Data were collected by means of a 5-day daily diary study (2 measurements daily: in the morning before work, and at the end of the workday) among 68 participants. Multilevel analyses showed that need satisfaction at work was related to a beneficial recovery state at the end of the workday, and that this association was mediated by high intrinsic work motivation and low self-control effort. Furthermore, need satisfaction attenuated the adverse effects of high work pressure on employee recovery. All in all, this study increased our understanding of employees' daily effort and recovery processes at work, and highlighted the beneficial role of need satisfaction at work. (c) 2015 APA, all rights reserved).

The impact of a quality improvement program on employee satisfaction in an academic microsystem.

Science.gov (United States)

Varkey, Prathibha; Karlapudi, Sudhakar P; Hensrud, Donald D

2008-01-01

Quality improvement is a potential method to enhance employee satisfaction. This study describes the impact of a program instituted to enhance employee satisfaction using the principles of high-performing microsystems. A shared leadership committee, participatory meetings, suggestion boxes, and quality improvement projects were implemented as part of the program. A follow-up survey 1 year after implementation of the program demonstrated an increase in employee perception of the division's desire to improve service (16%), opportunities to expand skills (17%), involvement in work decisions (25%), and the institution's interest in employee well-being (17%). Key drivers of discretionary effort (4 of 5), job satisfaction (2 of 6), and overall satisfaction (1 of 8) with the institution showed statistically significant improvement in the study division as compared with the other divisions in which no such program was implemented. Further research is needed to study systems changes that enhance employee satisfaction and their impact on patient and financial outcomes.

Transformational Leadership and Employee Job Satisfaction: The Case of Philippines Savings Bank Batangas Branches

OpenAIRE

NEIL P. RAMOS

2014-01-01

This paper determined the relationship between transformational leadership of the PSBank managers in the province of Batangas and the job satisfaction of PSbank employees. Specifically, it aimed to determine the level of transformational leadership of PS Bank Managers and the level of employee satisfaction of the PS Bank Batangas branches and to test if such transformational leadership relate with their employee satisfaction. Descriptive type of research was utilized in the study....

Motivational Factors of Employee Retention and Engagement in Organizations

OpenAIRE

Benjamin Balbuena Aguenza; Ahmad Puad Mat Som

2012-01-01

Retention is the process of physically keeping employee members in an organization as it is one of the key fundamentals that are necessary for organizational success. In a globalized environment, retention and engagement of high prospective employees are a huge challenge to organizations especially in times of high turnover rates. In many cases, even engaged employees are sometimes dissatisfied with the outcomes of organizational performance which may lead them to look elsewhere. ...

Employee Engagement within the NHS: A Cross-Sectional Study

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Yadava Bapurao Jeve

2015-02-01

Full Text Available Background Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES at a teaching hospital. Methods We have conducted a cross-sectional study within the National Health Service (NHS Teaching Hospital in the UK. All participants were working age population from both genders directly employed by the hospital. UWES has three constituting dimensions of work engagement as vigor, dedication, and absorption. We conducted the study using UWES-9 tool. Outcome measures were mean score for each dimension of work engagement (vigor, dedication, absorption and total score compared with control score from test manual. Results We found that the score for vigor and dedication is significantly lower than comparison group (P< 0.0001 for both. The score for absorption was significantly higher than comparison group (P< 0.0001. However, total score is not significantly different. Conclusion The study shows that work engagement level is below average within the NHS employees. Vigor and dedication are significantly lower, these are characterised by energy, mental resilience, the willingness to invest one’s effort, and persistence as well as a sense of significance, enthusiasm, inspiration, pride, and challenge. The NHS employees are immersed in work. Urgent need to explore strategies to improve work engagement as it is vital for improving productivity, safety and patient experience.

Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry

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Osibanjo, Omotayo Adewale

2012-06-01

Full Text Available The paper examines the effect of human resources management (factors on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage.

Age and race differences on career adaptability and employee engagement amongst employees in an insurance company

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Rebecca Tladinyane

2015-12-01

Full Text Available The objective of the study was to determine whether age and race groups differ significantly regarding career adaptability (measured by Career Adapt-Abilities Scale (CAAS and employee engagement measured by Utrecht Work Engagement Scale (UWES. A quantitative survey was conducted with a convenience sample (N = 131 of employees in an insurance company within South Africa. Descriptive and inferential statistical analyses were performed to achieve the objective of the study. The results showed significant differences between age and race groups in relation to the constructs. Organisations need to recognise biographical differences with regards to career adaptability and employee engagement with reference to engagement interventions and the career counselling setting.

Leadership style and employees' intrinsic job satisfaction in the ...

African Journals Online (AJOL)

This study investigates the impact of leadership style on employees' intrinsic job satisfaction in the Cross River State Newspaper Corporation, Calabar, Nigeria. The study examined the problem of dissatisfaction in the work place as far as intrinsic factors of job satisfaction are concerned. Structured questionnaire was used ...

Is organizational progress in the EFQM model related to employee satisfaction?

Science.gov (United States)

Matthies-Baraibar, Carmen; Arcelay-Salazar, Andoni; Cantero-González, David; Colina-Alonso, Alberto; García-Urbaneja, Marbella; González-Llinares, Rosa María; Letona-Aranburu, Jon; Martínez-Carazo, Catalina; Mateos-Del Pino, Maider; Nuño-Solinís, Roberto; Olaetxea-Urizar, Esther; de la Rica-Giménez, José Antonio; Rodríguez-González, María Angeles; Dabouza-Acebal, Silvia

2014-10-24

To determine whether there is greater employee satisfaction in organisations that have made more progress in implementation of the European Foundation for Quality Management (EFQM) model. A series of cross-sectional studies (one for each assessment cycle) comparing staff satisfaction survey results between groups of healthcare organisations by degree of implementation of the EFQM model (assessed in terms of external recognition of management quality in each organisation). 30 healthcare organisations including hospitals, primary care and mental health providers in Osakidetza, the Basque public health service. Employees of 30 Osakidetza organisations. Progress in implementation of EFQM model. Scores in 9 dimensions of employee satisfaction from questionnaires administered in healthcare organisations in 4 assessment cycles between 2001 and 2010. Comparing satisfaction results in organisations granted Gold or Silver Q Awards and those without this type of external recognition, we found statistically significant differences in the dimensions of training and internal communication. Then, comparing recipients of Gold Q Awards with those with no Q Certification, differences in leadership style and in policy and strategy also emerged as significant. Progress of healthcare organisations in the implementation of the EFQM Excellence Model is associated with increases in their employee satisfaction in dimensions that can be managed at the level of each organisation, while dimensions in which no statistically significant differences were found represent common organisational elements with little scope for self-management.

Expectations on the use of Facebook for employee engagement / Annerie Reyneke

OpenAIRE

Reyneke, Annerie

2013-01-01

In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more ...

The employee satisfaction in metalworking manufacturing: How do organizational culture and organizational learning capacity jointly affect it?

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Bulent Aydin

2008-12-01

Full Text Available It is a known fact that the organizations, which give more attention to the satisfaction of their employees, produce more successful outcomes than others do. In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction depending on the factors of organizational culture and organizational learning capacity. The aim of the research is to contribute to academic researchers as well as managerial level and human resource department employees of metalworking organizations, in maximizing the employee satisfaction. The research was applied on 578 employees of the related industry. By the results, we have determined that the constructed model is significant and there is positive significant correlation both between -organizational culture and employee satisfaction- and -organizational learning capacity and employee satisfaction. Additionally, the total explained variance of employee satisfaction depending on these two variables has come out as the value of 0.56.

General Satisfaction Among Healthcare Workers: Differences Between Employees in Medical and Mental Health Sector

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Papathanasiou, Ioanna V.; Kleisiaris, Christos F.; Tsaras, Konstantinos; Fradelos, Evangelos C.; Kourkouta, Lambrini

2015-01-01

Background: General satisfaction is a personal experience and sources of satisfaction or dissatisfaction vary between professional groups. General satisfaction is usually related with work settings, work performance and mental health status. Aim: The purpose of this research study was to investigate the level of general satisfaction of health care workers and to examine whether there were any differences among employees of medical and mental health sector. Methods: The sample consisted of employees from the medical and mental health sector, who were all randomly selected. A two-part questionnaire was used to collect data. The first section involved demographic information and the second part was a General Satisfaction Questionnaire (GSQ). The statistical analysis of data was performed using the software package 19.0 for Windows. Descriptive statistics were initially generated for sample characteristics. All data exhibited normal distributions and thus the parametric t-test was used to compare mean scores between the two health sectors. P values satisfaction for the employees in medical sector was 4.5 (5=very satisfied) and for the employees in mental health sector is 4.8. T-test showed that these results are statistical different (t=4.55, psatisfaction. Conclusions: Mental health employees appear to experience higher levels of general satisfaction and mainly they experience higher satisfaction from family roles, life and sexual life, emotional state and relations with patients. PMID:26543410

General Satisfaction Among Healthcare Workers: Differences Between Employees in Medical and Mental Health Sector.

Science.gov (United States)

Papathanasiou, Ioanna V; Kleisiaris, Christos F; Tsaras, Konstantinos; Fradelos, Evangelos C; Kourkouta, Lambrini

2015-08-01

General satisfaction is a personal experience and sources of satisfaction or dissatisfaction vary between professional groups. General satisfaction is usually related with work settings, work performance and mental health status. The purpose of this research study was to investigate the level of general satisfaction of health care workers and to examine whether there were any differences among employees of medical and mental health sector. The sample consisted of employees from the medical and mental health sector, who were all randomly selected. A two-part questionnaire was used to collect data. The first section involved demographic information and the second part was a General Satisfaction Questionnaire (GSQ). The statistical analysis of data was performed using the software package 19.0 for Windows. Descriptive statistics were initially generated for sample characteristics. All data exhibited normal distributions and thus the parametric t-test was used to compare mean scores between the two health sectors. P values satisfaction for the employees in medical sector was 4.5 (5=very satisfied) and for the employees in mental health sector is 4.8. T-test showed that these results are statistical different (t=4.55, psatisfaction. Mental health employees appear to experience higher levels of general satisfaction and mainly they experience higher satisfaction from family roles, life and sexual life, emotional state and relations with patients.

The impact of hotel employee satisfaction on hospitability performance

OpenAIRE

Laškarin Ažić, Marina

2017-01-01

Purpose − The hospitality industry is characterized by the complexity of managing guest experiences, which forces human resources managers to find new ways of managing relationships with employees and guests. Good relations in an organization (often displayed by organizational culture) are the main incentive for stimulating positive behavior among employees. The purpose of this paper is to examine factors related to employee satisfaction and hospitality in order to understand positive behavio...

Employee engagement of mangarial staff in hospitals – an Indian pilot study

OpenAIRE

J.Swaminathan; Dr.S.Aramvalarthanw

2013-01-01

Employee engagement is a state of emotional and intellectual involvement that employees have in an organization. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. This study focused on how employee engagement is an antecedent of job involvement and what should the management of hospitals do to make their m...

Study on the relationship between Islamic leadership style, work ethics, job satisfaction, and employee performance

OpenAIRE

FEBRIANI RIZKI; THOYIB ARMANU; SURACHMAN S.; ROFIATY R.

2017-01-01

There are many studies to examine the relationship of Leadership Style, Work Ethic, Satisfaction and Employee Performance. However, these research more emphasis on study of non-Muslims. In addition, there is no study has comprehensively discussed the Leadership Style, Work Ethic, Satisfaction and Employee Performance. Therefore, this study will examine theoretically the relationship between Leadership Style, Work Ethic, Satisfaction and Employee Performance comprehensively and within Islamic ...

Do burnout and work engagement predict depressive symptoms and life satisfaction? A three-wave seven-year prospective study.

Science.gov (United States)

Hakanen, Jari J; Schaufeli, Wilmar B

2012-12-10

Burnout and work engagement have been viewed as opposite, yet distinct states of employee well-being. We investigated whether work-related indicators of well-being (i.e. burnout and work engagement) spill-over and generalize to context-free well-being (i.e. depressive symptoms and life satisfaction). More specifically, we examined the causal direction: does burnout/work engagement lead to depressive symptoms/life satisfaction, or the other way around? Three surveys were conducted. In 2003, 71% of all Finnish dentists were surveyed (n=3255), and the response rate of the 3-year follow-up was 84% (n=2555). The second follow-up was conducted four years later with a response rate of 86% (n=1964). Structural equation modeling was used to investigate the cross-lagged associations between the study variables across time. Burnout predicted depressive symptoms and life dissatisfaction from T1 to T2 and from T2 to T3. Conversely, work engagement had a negative effect on depressive symptoms and a positive effect on life satisfaction, both from T1 to T2 and from T2 to T3, even after adjusting for the impact of burnout at every occasion. The study was conducted among one occupational group, which limits its generalizability. Work-related well-being predicts general wellbeing in the long-term. For example, burnout predicts depressive symptoms and not vice versa. In addition, burnout and work engagement are not direct opposites. Instead, both have unique, incremental impacts on life satisfaction and depressive symptoms. Copyright © 2012 Elsevier B.V. All rights reserved.

Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

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Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

2006-01-01

This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

Factors Affecting job satisfaction of employees in Pakistani banking sector

OpenAIRE

Ahmed Imran, Hunjra; Muhammad Irfan, Chani; Sher, Aslam; Muhammad, Azam; Kashif-Ur, Rehman

2010-01-01

The job satisfaction has got tremendous attention in organizational research. The focus of this study is to determine the impact of various human resource management practices like job autonomy, team work environment and leadership behavior on job satisfaction. It also investigates the major determinants of job satisfaction in Pakistani banking sector. This study further evaluates the level of difference in job satisfaction among male and female employees. The sample of the study consisted of...

A study of workplace satisfaction among hotel employees

OpenAIRE

Skeie, Thomas

2011-01-01

Master's thesis in International hotel and tourism management This research paper is a descriptive case study of 10 hotel employees collected through in-depth interviews in Stavanger region. The study is focusing on hotel employee’s view of workplace satisfaction and what they think contributes to workplace satisfaction. The study indicates that organizational culture, fair treatment, stress, salary, communication, relationship between co-workers is factors among others which influence emp...

Employee-satisfaction: A triangulation approach

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P. J. Visser

1997-06-01

Full Text Available The research on employee-satisfaction was conducted in the manufacturing industry. The sample consisted of 543 employees. The methodology could be described as a "triangulation approach" where a combination of quantitative and qualitative measurements were utilised and the results of both types of measurement integrated in the study of the construct. The research confirms existing findings that although the measurement of dimensions such as equitable rewards, working conditions, supportive colleagues, job content, etc. yield results on the level of employee-satisfaction, a single question, namely, "How satisfied are you with your job?" compares favourably with the general index. The findings also suggest the advantage of complimenting the quantitative data with qualitative information. The conclusions confirm the value of a qualitative method in cross-cultural research in an African environment. Opsomming Die navorsing omtrent werknemerstevredenheid is uitgevoer in die vervaardigingsbedryf. Die steekproef het bestaan uit 543 werknemers. Die metode van ondersoek kan beskryf word as 'n "driekantige benadering" (triangulation approach waar daar van kwantitatiewe en kwalitatiewe meting gebruik gemaak is en die resultate geihtegreer is in die bestudering van die konstruk. Die navorsing bevestig bestaande bevindinge dat die meting van dimensies soos vergelykbare belonings, werkstoestande, ondersteunende kollegas, inhoud van werk, ens. resultate lewer rakende die vlak van werknemerstevredenheid, 'n enkel vraag, naamlik, "Hoe tevrede is jy met jou werk?" gunstig vergelyk met die algemene indeks. Die bevindinge dui ook op die voordele van 'n benadering waar die kwantitatiewe data gekomplimenteer word deur kwalitatiewe inligting soos verkry uit individuele onderhoude. Die gevolgtrekkings bevestig die waarde wat die kwalitatiewe navorsingsmetode inhou vir kruis-kulturele navorsing in 'n Afrika konteks.

Employee engagement in discussion: Goals, perspectives and recommendations

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Debora Jeske

2017-10-01

Full Text Available This paper represents a summary of a debate on employee engagement that was conducted in a Business School setting. In this debate, representatives from key stakeholders group participated in this debate. The debate highlighted several critical concerns. These centered on the contextualization and employee-centered nature as well as the importance of clear goals and ‘framing’ of these activities. The consideration of multiple perspectives in combination with research and practice reports provides those interested in engagement with an overview of the matters that may emerge and need to be addressed prior to and following the implementation of any engagement initiatives.

Analyzing the Determinants of Job Satisfaction among Jordanian Hospital Employees Using The Warr-Cook-Wall Scale

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Adriana Anamaria Davidescu

2016-09-01

Full Text Available The paper aims to identify the main determinants of job satisfaction in Jordanian hospitals using a sample of 325 employees from six hospitals at the level of the year 2015. In order to do that, we used Warr-Cook-Wall scale to assess job satisfaction based on four dimensions: extrinsic job satisfaction, and intrinsic job satisfaction, working conditions satisfaction, employee relations satisfaction applying the multivariate regression analysis to highlight the predictors of job satisfaction. The empirical results revealed that the main determinants of job satisfaction among Jordanian employees are related to the intrinsic job satisfaction and employee relations satisfaction and the wage have a relatively small impact on this. The findings revealed that the financial incentives have their significance but they are not fundamental, the non-financial incentives being really important in enhancing motivation among health employees. So, in order to improve the overall degree of retention, the managers need to reinforce the importance of non-financial factors like the freedom to choose the working methods, the recognition for a good work, the responsibility, the chance for promotion, the opportunity to use the abilities, the attention paid to the suggestions and the level of variety in the job.

Opening the Gender Diversity Black Box: Causality of Perceived Gender Equity & Locus of Control and Mediation of Work Engagement in Employee Well-being

OpenAIRE

Radha R. Sharma

2015-01-01

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufactur...

Satisfaction of Polish Bank Employees with Incentive Systems: An Empirical Approach

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Kaźmierczyk J.

2017-10-01

Full Text Available This article considers employee satisfaction with incentive systems. Strict requirements for the efficiency of human resource management (HRM and internal public relations make it a major management problem. The importance of this study lies in the fact that incentives affect all stages of HRM. This work reports the results of an empirical survey of Polish bank employees, which was aimed to establish to what degree incentive systems met employees’ expectations, and to analyse the impact of such incentives on employee satisfaction. The authors advance the thesis that male bank employees are more satisfied with existing incentive systems than their female counterparts. The discussion is supported by empirical research based on a sample of 1, 920 Polish bank employees. The article is divided into five sections. The introductory section is followed by Section Two, which reviews employee motivation and analyses the above thesis. Section Three describes data sources and research methods, and Section Four presents findings and conclusions.

Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria

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Chijioke Esogwa Nwachukwu

2017-06-01

Full Text Available Purpose of the article: The role of microfinance banks (MFBs in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees by implementing a robust HRM practices.

HR PRACTICES, EMPLOYEE BEHAVIOR, CUSTOMER SATISFACTION, AND RESTAURANT PERFORMANCE

OpenAIRE

Smela, Stephen J.

2002-01-01

This paper looks at performance at the individual restaurant level from the perspective of management, customers and employees. The results are based on surveys of each of these three groups conducted between June and September 2001 at a sit-down, casual restaurant chain. There are several key findings. Service-related employee training and giving staff a say in making decisions improves customer satisfaction and loyalty. How employees perceive the service climate in their restaurant is a bet...

Pengaruh Iklim Organisasi terhadap Employee Engagement pada PT Bank Sumut Cabang Iskandar Muda Medan

OpenAIRE

Amelia, Risky

2016-01-01

Employee Engagement is an employee attachment to the organization and express themselves physically, cognitively, and emotionally in the work. Employee Engagement affect the company's performance and impact on the success and profitability of the company. Many factors influence employee engagement, one of which is organizational climate. This study aimed to determine the effect of a positive organizational climate on employee engagement. This study uses quantitative and qualitative methods. S...

Momentary Work Happiness as a Function of Enduring Burnout and Work Engagement.

Science.gov (United States)

Bakker, Arnold B; Oerlemans, Wido G M

2016-08-17

The present study (N = 136) combined global measures with specific, experience-based measures to investigate how enduring job burnout and engagement influence the impact of daily work activities on momentary need satisfaction and happiness. We used the day reconstruction method (DRM) to ask employees from various occupations to reconstruct their working days. On the basis of employee work engagement and self-determination theories, we hypothesized that time spent on (a) core work tasks; (b) administrative work tasks; (c) client interactions; (d) interactions with colleagues; and (e) meetings would be negatively related to need satisfaction on the task level for employees high (vs. low) in enduring burnout; and positively related to need satisfaction on the task level for employees high (vs. low) in enduring work engagement. In addition, we predicted that psychological need satisfaction would mediate the relationships between time spent on work tasks and happiness during the tasks. The results of multilevel analyses largely supported these hypotheses. Our findings contribute to the literature by showing how those with high levels of burnout do not manage to satisfy their basic needs through their work, whereas those with high levels of work engagement satisfy their daily needs and stay happy.

HRM Practices and it Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in Bangladesh

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Mostafizur Rahman

2013-07-01

Full Text Available This paper aims to investigate the impact of HRMpractices on employee satisfaction in the pharmaceutical companies ofBangladesh. A structured questionnaire was developed and distributed amoung 108employees of four pharmaceuticals companies, whereas 96 employees answeredrightly. Statistical tools like z test, mean and proportion analysis was usedto assess the impact of HRM practices on employee satisfaction. The study revealsthat employees in pharmaceutical companies are satisfied with the recruitment andselection, and training and development policy and practices of pharmaceutical companies.On the other hand, employees are dissatisfied with the human resource planning,working environment, compensation policy, performance appraisal, and industrialrelations. The study suggests that the pharmaceutical companies should developproper human resource policy and given emphasis on proper human resourcepractices to enhance the satisfaction of their employees and build them effectivehuman resources.

Opening the Gender Diversity Black Box: Causality of Perceived Gender Equity & Locus of Control and Mediation of Work Engagement in Employee Well-being

Directory of Open Access Journals (Sweden)

Radha R. Sharma

2015-10-01

Full Text Available The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout. Adopting a personal survey method data was collected from 373 managers (both males and females from the public and private sectors representing manufacturing and service industry in India. The study bridges the knowledge gap by operationalising the construct of perceived gender equity and studying its role in the work engagement and employee well-being. Conceptualization of the well-being in an unconventional way covering both the positive and the negative aspects extends the understanding of the emerging concept of well-being. It has practical implications for talent management and work engagement besides promoting gender equity at the workplace for employee well-being. It opens vistas for the gender based theory and cross cultural research on gender equity.

Employee engagement within the NHS: a cross-sectional study

Science.gov (United States)

Jeve, Yadava Bapurao; Oppenheimer, Christina; Konje, Justin

2015-01-01

Background: Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES) at a teaching hospital. Methods: We have conducted a cross-sectional study within the National Health Service (NHS) Teaching Hospital in the UK. All participants were working age population from both genders directly employed by the hospital. UWES has three constituting dimensions of work engagement as vigor, dedication, and absorption. We conducted the study using UWES-9 tool. Outcome measures were mean score for each dimension of work engagement (vigor, dedication, absorption) and total score compared with control score from test manual. Results: We found that the score for vigor and dedication is significantly lower than comparison group (Pemployees. Vigor and dedication are significantly lower, these are characterised by energy, mental resilience, the willingness to invest one’s effort, and persistence as well as a sense of significance, enthusiasm, inspiration, pride, and challenge. The NHS employees are immersed in work. Urgent need to explore strategies to improve work engagement as it is vital for improving productivity, safety and patient experience PMID:25674571

Differences in employee satisfaction in new versus traditional work environments

NARCIS (Netherlands)

Astrid Kemperman; Philip van Susante; Jan Gerard Hoendervanger; Rianne Appel-Meulenbroek

2015-01-01

New Ways of Working (NewWoW) are popular for increasing employee and organisational effectiveness. Facility management (FM) aligns by aiming for higher levels of employee satisfaction and cost savings with introducing the shared features and facilities of activity based working (ABW). However, lack

Indicators of motivation and employee satisfaction in public enterprise: Case study of PE 'Post of Serbia'

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Urošević Snežana

2016-01-01

Full Text Available To motivate employees and create conditions for their satisfaction is one of the most important tasks of management aiming to create a successful organization. Employee satisfaction can lead to greater support of employees in achieving goals of the organization and creating a wider and larger market of products and services and higher profits. The paper's objective was to examine key elements that influence satisfaction and motivation of the employees in public sector, i.e. in PE 'Post of Serbia'. Public and private companies are different in material incentives which they provide to their employees, in fact public companies do not provide them, but are replaced by other factors of motivation and satisfaction, such as security. The paper also analyses the interactions between demographic factors-level of qualifications, years of work experience and age, on perception of satisfaction and motivation of employees as well as the consequences of these relations. Perception of satisfaction and motivation of employees is analyzed by using the responses of employees on questions divided into six groups: material conditions, safety, acceptance and social component, respect and status, self-confirmation and loyalty. The research uses the questionnaire methodology to collect data and it includes 31 questions regarding the satisfaction and motivation of the employees and demographic questions. The statistical analysis of the survey results provides the information on this area's condition in Serbia, and first of all it points out the key elements of possible improvements. Instruments for collecting data used in this paper and data analysis gained in this way represent the very useful mechanism for helping the management to achieve better motivated and satisfied employees.

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

Does employee safety influence customer satisfaction? Evidence from the electric utility industry.

Science.gov (United States)

Willis, P Geoffrey; Brown, Karen A; Prussia, Gregory E

2012-12-01

Research on workplace safety has not examined implications for business performance outcomes such as customer satisfaction. In a U.S. electric utility company, we surveyed 821 employees in 20 work groups, and also had access to archival safety data and the results of a customer satisfaction survey (n=341). In geographically-based work units where there were more employee injuries (based on archival records), customers were less satisfied with the service they received. Safety climate, mediated by safety citizenship behaviors (SCBs), added to the predictive power of the group-level model, but these two constructs exerted their influence independently from actual injuries. In combination, two safety-related predictor paths (injuries and climate/SCB) explained 53% of the variance in customer satisfaction. Results offer preliminary evidence that workplace safety influences customer satisfaction, suggesting that there are likely spillover effects between the safety environment and the service environment. Additional research will be needed to assess the specific mechanisms that convert employee injuries into palpable results for customers. Better safety climate and reductions in employee injuries have the potential to offer payoffs in terms of what customers experience. Copyright © 2012 National Safety Council and Elsevier Ltd. All rights reserved.

Analyzing the Determinants of Job Satisfaction among Jordanian Hospital Employees Using The Warr-Cook-Wall Scale

OpenAIRE

Adriana Anamaria Davidescu; Marji Tania Issa Eid; Cristina Sacală

2016-01-01

The paper aims to identify the main determinants of job satisfaction in Jordanian hospitals using a sample of 325 employees from six hospitals at the level of the year 2015. In order to do that, we used Warr-Cook-Wall scale to assess job satisfaction based on four dimensions: extrinsic job satisfaction, and intrinsic job satisfaction, working conditions satisfaction, employee relations satisfaction applying the multivariate regression analysis to highlight the predictors of job satisfaction. ...

[Employee satisfaction in hospitals - validation of the Picker employee questionnaire: the German version of the "survey of employee perceptions of health care delivery" (Picker Institute Boston)].

Science.gov (United States)

Riechmann, M; Stahl, K

2013-05-01

The aim of this study was the validation of a questionnaire specially developed for the German health-care market to measure workplace-related satisfaction of all employees in direct or indirect contact to patients. Beside this, its suitability for use in human resource and quality management was tested. Based on data from a postal survey of 38 054 employees from 37 hospitals a psychometric evaluation was done via exploratory factor analysis and reliability as well as regression analysis. For testing the capability to differentiate, subgroup analyses were conducted. 14 factors (Cronbach's alpha between 0.6 and 0.9) were extracted, explaining 44% of the variance. The factors leadership and organisational culture, conditions of employment, work load and relationship to direct line manager had the strongest influence on overall employee satisfaction. Age, gender, employment status, and senior position influence job satisfaction or relevant satisfaction-related factors. Psychometric properties, the ability to differentiate between employee groups and practicability render the questionnaire well suited for use in human resource and quality management of hospitals. © Georg Thieme Verlag KG Stuttgart · New York.

The factors that influence job satisfaction among royal Malaysian customs department employee

Science.gov (United States)

Ammar Shafi, Muhammad; Saifullah Rusiman, Mohd; Nor, Maria Elena; Khamis, Azme; Nabilah Syuhada Abdullah, Siti; Syafiq Azmi, Mohd; Sakinah Zainal Abidin, Munirah; Ali, Maselan

2018-04-01

This research aims to spot the factors that influence job satisfaction among Royal Malaysian Customs Department employees. Primary data was used in this research and it was collected from the employees who work in five different departments at Royal Malaysian Customs Department Tower Johor. Those departments were customs department, Internal Taxes, Technical Services, Management and Prevention. The research used stratified random sampling to collect the sample and Structural Equation Modelling (SEM) to measure the relationship between variables using AMOS software. About 127 employees are selected as the respondents from five departments to represent the sample. The result showed that ‘Organizational Commitment’ (p-value = 0.001) has significant and direct effect toward job satisfaction compared to the ‘Stress Condition’ (p-value = 0.819) and ‘Motivation’ factor (p-value = 0.978). It was also concluded that ‘Organizational Commitment’ was the most influential factor toward job satisfaction among Royal Malaysian Customs Department employees at Tower Custom Johor, Johor Bahru.

ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES.

OpenAIRE

INDAH KUSUMA HAYATI

2018-01-01

Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the h...

THE EFFECT OF JOB SATISFACTION ON IT EMPLOYEES TURNOVER INTENTION IN ISRAEL

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Ladelsky Limor

2014-07-01

Full Text Available Employee voluntary turnover is very costly for companies, particularly for the Hi-Tech sector, where the costs of their IT labor force is expensive. Employees\\' voluntary turnover has substantial negative impacts on the companies especially costs, potential loss of valuable knowledge, skills and organizational knowledge.That is why it becomes a critical issue to take address. Studies have been carried out on the reasons which lead to this tendency, however the ability to explain and predict it remains restricted.The objective of this paper is to present the reasons for voluntary turnover of employees in the IT sector in Israel from the IT employees` perspective. A broad analysis of the field literature led to the following groups of causes affecting voluntary turnover: organizational causes: Human Resource Management (HRM related, organizational culture, job related, leadership and internal marketing related; extra organizational causes: individual and, respectively, labor market related causes. This could be approached as n light of this review this article will focus on one of the extra organizational causes of voluntary turnover, i.e. the effect of job satisfaction on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. This correlation was researched in an extensive empirical study among two population groups: IT employees and IT managers and by using mixed method research (combination of quantitative and qualitative research.The findings that supported the literature show job satisfaction has a negative effect on voluntary turnover intention among IT employees in Hi-Tech companies in Israel. Additionally, it was found that job satisfaction indirectly affects voluntary turnover intentions and that emotional variables such as commitment, motivation and loyalty mediate voluntary turnover intention.This finding is supported partially in the literature which only pointed out commitment as a mediating factor in the

PARAMETERS WHICH INFLUENCE EMPLOYEE SATISFACTION IN PUBLIC SECTOR IN THE REPUBLIC OF CROATIA

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Igor Klopotan

2018-06-01

Full Text Available Employees are one of key factors of success of a company and as such represent the most important resource of every organisation. In order to efficiently and effectively complete the tasks assigned to them, employees need to be motivated and satisfied with the work they do. Human resources management is a complex and demanding process and tasks administered by human resources manager are by no means simple. Parameters of employee satisfaction differ in public and private sector. Research indicates that direct financial rewards are not the most important parameter of employee satisfaction. Research conducted within this paper indicates that in the Republic of Croatia there are several relevant parameters of employee satisfaction and they are dependent on education, age, professional qualification level and length of service. Research results also indicate that informants are not of the opinion that salaries are based on work results. This research was a part of a bigger research conducted in public sector of the Republic of Croatia.

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover.

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Karsh, B; Booske, B C; Sainfort, F

2005-08-15

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed.

THE EFFECT OF SOCIAL CAPITAL LEVEL OF ACCOMMODATION SERVICES EMPLOYEES ON JOB SATISFACTION

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Lokman TOPRAK

2015-07-01

Full Text Available The aim of this research is to reveal the social capital level of employees in accommodation services, to measure job satisfaction by a Job Satisfaction Survey and to find out the relationship between social capital and job satisfaction. The sample of the research is 210 workers who work in 2, 3, 4 and 5 star hotels in Mardin and Batman and who are chosen with random sampling. For this aim in this research a scale prepared for researchers with 55 articles named “social capital levels in hotel managements” and again a scale to measure the job satisfaction of employees in accommodation services with 36 questions are used. The scale with 55 articles mentioned above is composed of five sections with titles of; organizational commitment, communication-social interaction, collaboration-social networks and participation, confidence, tolerance towards differences and sharing the norms. At the end of the research it has been found out that there is a positive relation between job satisfaction and social capital except for the aspects of tolerance towards differences and sharing the norms. It has been confirmed that tolerance towards differences and sharing the norms has a slightly negative relationship with job satisfaction. Those results show that to increase the job satisfaction of employees and accordingly to increase their efficiency and to ensure the continuance of the business they should take measures to increase social capital of employees.

Employee characteristics and health belief variables related to smoking cessation engagement attitudes.

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Street, Tamara D; Lacey, Sarah J

2018-05-01

Workplace smoking cessation programs can effectively assist employees to quit smoking. However, little is known about employees' attitudes towards engagement in workplace smoking cessation programs. This study aimed to address the limited understanding of the interaction between employee characteristics and their health beliefs toward engaging in a workplace smoking cessation program. Self-report data was collected from 897 employees of a mining company operating in two remote towns in Australia. The majority of participants were male (73%), the mean age was 36.9 years (SD = 11.5). Chi square tests of independence were used to analyze relationships between employee characteristics and smoking cessation engagement attitudes. Engagement attitudes included: A desire to cease smoking; desire for assistance with the smoking cessation process; and intention to participate in a workplace smoking intervention. The findings from this study indicated that attitudes towards engagement in smoking cessation programs varied for mining employees according to gender, age, perceived severity, perceived self-efficacy, and stage of readiness to change. These findings provide insights that health promotion practitioners may apply to inform the design and marketing of effective workplace smoking cessation programs for similar employees.

The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction.

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De Simone, Silvia; Planta, Anna; Cicotto, Gianfranco

2018-02-01

Nurses' voluntary turnover is a worrying global phenomenon which affects service quality. Retaining nursing staff within a hospital is important to eliminate the negative influence of voluntary turnover on the quality of care and organisation costs. This research helps explain nurses' voluntary turnover by analysing the role of self-efficacy, agentic capacities, job satisfaction, and work engagement on hospital turnover intention, and to study the relationships between these variables and patient satisfaction. This study gathered data from 194 nurses and 181 patients from 22 inpatient wards at two hospitals in southern Italy. Correlation analysis revealed that job satisfaction, work engagement, self-efficacy and agentic capacities were positively interrelated and negatively correlated with turnover intention. Path analysis showed that self-efficacy, some agentic capacities (anticipation and self-regulation), job satisfaction, and work engagement had direct or indirect effects on nurses' turnover intention, and that job satisfaction exerted a stronger effect on turnover intention. Also, patient satisfaction was positively correlated with nurses' job satisfaction, work engagement, self-efficacy, self-regulation and anticipation and negatively correlated with nurses' turnover intention. Results highlighted the importance of implementing actions (for example through feedforward methodology and the goal setting technique) to improve self-efficacy, self-regulation skill, work engagement and job satisfaction in order to reduce nurses' turnover intention and increase patient satisfaction with nursing care. Copyright © 2017 Elsevier Inc. All rights reserved.

Performance and job satisfaction of employees as well as customers satisfaction affect by organizational environment – An applied study on Gumhouria bank, Libya

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Mohieddin Almanae

2013-01-01

Full Text Available This study conducted on Gumhouria Bank and dealing with the role played by the organizational environment on performance and functional satisfaction of the employees. The relevant effect on the customer’s satisfaction indicate that the various elements of the organizational environment have effect on the functional performance and satisfaction of the customers. For raising performance and achieving satisfaction of the employees and customers, elements should be taken into consideration and improvement thereof and solving the problems encountering them. The relationship between the organizational environment and the functional performance is progressive and positive. Whenever the organizational environment increases, the functional performance increases, which, in turn, affects the functional satisfaction degree with the employees. The results indicated effect of the organizational environment on the customer’s satisfaction with the banking services provided. This may be resulting from the effect of organizational environment on the job performance and satisfaction (positive or negative which, in turn led to achieving satisfaction or dissatisfaction of the customers.

Opening the gender diversity black box: causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being

OpenAIRE

Sharma, Radha R.; Sharma, Neha P.

2015-01-01

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufactur...

Health care consumerism: engaging the real buyers--employees.

Science.gov (United States)

Terry, Martha

2005-01-01

Many employers have begun moving toward health care consumerism strategies designed to encourage employees to take more responsibility for their health care and the cost of that care. Recent surveys suggest ways employers can ensure their consumerism strategies succeed in engaging employees and, ultimately, encourage employees to change their behavior. This article describes what those surveys reveal about employer and employee perspectives on consumerism and suggests steps employers can take to align their interests with those of their employees in order to manage the demand for and use of health care.

Turnover in health care: the mediating effects of employee engagement.

Science.gov (United States)

Collini, Stevie A; Guidroz, Ashley M; Perez, Lisa M

2015-03-01

This study aimed to understand the interaction between interpersonal respect, diversity climate, mission fulfilment and engagement to better predict turnover in health care. Registered nurse turnover has averaged 14% and current nursing shortages are expected to spread. Few studies have studied employee engagement as a mediator between organisational context and turnover. Study participants were employees working within 185 departments across ten hospitals within a large healthcare organisation in the USA. Although a total of 5443 employees work in these departments, employee opinion survey responses were aggregated by department before being linked to turnover rates gathered from company records. Engagement fully mediated the relationship between respect and turnover and the relationship between mission fulfilment and turnover. Diversity climate was not related to turnover. Turnover in health care poses a significant threat to the mission of creating a healing environment for patients and these results demonstrate that workplace respect and connection to the mission affect turnover by decreasing engagement. The findings demonstrated that to increase engagement, and improve turnover rates in health care, it would be beneficial for organisations, and nurse management to focus on improving mission fulfilment and interpersonal relationships. © 2013 John Wiley & Sons Ltd.

CSR, Employee Job Attitude and Behavior: Saudi Bank Experience

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Mohammad Tahlil AZIM

2014-11-01

Full Text Available The present study explores the relation- ship between the external CSR practices of the organizations and employees’ job satisfaction, employee engagement and organizational cit- izenship behavior in the context of the Saudi banking industry. A positive relationship between CSR and employee job satisfaction, employee engagement and organizational citizenship be- havior related to the organization is observed. However, the organizational citizenship behavior related to individual is found unrelated to CSR. The theoretical foundation of the study is ground- ed in the spirit of social identity theory (Tajfel and Turner, 1979 and social exchange theory (Blau, 1964. The study implies that involvement in ex- ternal CSR may be a determinant for maintaining a motivated and enthusiastic workforce. 

The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

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Jimmy Sadeli

2015-08-01

Full Text Available A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.Keywords:Talent management practices, Employee engagement, Transformational and transactional Leadership behaviors, Leadership-driven model on employee engagement

Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction

OpenAIRE

Bitsch, Vera; Hogberg, Michael

2005-01-01

Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg’s theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employee...

Pengaruh Leadership Style Terhadap Financial Performance Melalui Employee Job Satisfaction Dan Innovation Pada Perusahaan Retail Di Surabaya

OpenAIRE

Ocsakawati, Serley

2016-01-01

This study aimed to examine the direct and significant affect of leadership style to financial performance, leadership style to employee's job satisfaction, leadership style to innovation, employee's job satisfaction to innovation , employee's job satisfaction to financial performace, and innovation to financial performace on retail firms in Surabaya. This study also aimed to examine the indirect and significant affect of leadership style to financial performance through employee's job satisf...

Relationship Model of Personality, Communication, Student Engagement, and Learning Satisfaction

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Dorothea Ariani

2015-12-01

Full Text Available This study aims to examine the engagement as a mediating variable of the relationship between personality and communication with satisfaction. This study was conducted at business school in Indonesia with 307 students who are still active as a respondent. Survey research was conducted over four months by questionnaire that has been well-established that was taken and modified from previous studies. The results of this study indicate that student engagement mediates the relationship between personality and communication as independent variables and satisfaction as the dependent variable. Extroversion personality and communication significantly positive effect on student engagement in all three dimensions (vigor, dedication, and absorption. In addition, this study also showed that engagement and satisfaction are two different variables, but correlated, and there was no difference in terms of gender differences involvement.

Opening the gender diversity black box: causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being.

Science.gov (United States)

Sharma, Radha R; Sharma, Neha P

2015-01-01

The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufacturing and service industry in India. The study bridges the knowledge gap by operationalizing the construct of perceived gender equity and studying its role in the work engagement and employee well-being. Conceptualization of the well-being in an unconventional way covering both the positive and the negative aspects extends the understanding of the emerging concept of well-being. It has practical implications for talent management and work engagement besides promoting gender equity at the workplace for employee well-being. It opens vistas for the gender based theory and cross cultural research on gender equity.

Meaning creation and employee engagement in home health caregivers.

Science.gov (United States)

Nielsen, Mette Strange; Jørgensen, Frances

2016-03-01

The purpose of this study is to contribute to an understanding on how home health caregivers experience engagement in their work, and specifically, how aspects of home healthcare work create meaning associated with employee engagement. Although much research on engagement has been conducted, little has addressed how individual differences such as worker orientation influence engagement, or how engagement is experienced within a caregiving context. The study is based on a qualitative study in two home homecare organisations in Denmark using a think-aloud data technique, interviews and observations. The analysis suggests caregivers experience meaning in three relatively distinct ways, depending on their work orientation. Specifically, the nature of engagement varies across caregivers oriented towards being 'nurturers', 'professionals', or 'workers', and the sources of engagement differ for each of these types of caregivers. The article contributes by (i) advancing our theoretical understanding of employee engagement by emphasising meaning creation and (ii) identifying factors that influence meaning creation and engagement of home health caregivers, which should consequently affect the quality of services provided home healthcare patients. © 2015 Nordic College of Caring Science.

An Exploratory Comparative Case Study of Employee Engagement in Christian Higher Education

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Daniels, Jessica R.

2016-01-01

Numerous studies have identified a positive correlation between employee engagement and overall organizational performance. However, research on employee engagement specifically within higher education is limited, and even less attention has been focused on engagement within the context of Christian higher education. An exploratory comparative…

Toward a model of employee engagement in a public service organization

DEFF Research Database (Denmark)

Nielsen, Mette Strange

Employee engagement has long been capturing the attention of researchers and practitioners, (e.g. Bakker, Albrecht, & Leiter, 2011; Buckingham & Coffman, 1999) due to its positive impact on various measures of organizational performance (Gruman & Saks, 2011; Harter, Schmidt, & Hayes, 2002; Mone...... & London, 2010). To date, however, employee engagement has primarily been studied in private manufacturing firms leaving out a gap of research in a public service organization, such as eldercare organizations, although engagement according to Boselie (2010) is highly relevant in the specific context....... The purpose of the PhD project is to build a model explaining employee engagement in a public service organization. Research on work design theory (e.g. Hackman & Oldham, 1976) will be used, since it has often been applied to identify antecedents associated with engagement (Bakker & Demerouti, 2007; Kahn...

Improving employee productivity through work engagement: Evidence from higher education sector

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Jalal Hanaysha

2016-01-01

Full Text Available Employee productivity is one of the important management topics that received significant research attentions from several scholars and considered as a primary mechanism to enhance organizational success. Knowing what are the key factors that influence productivity is vital to ensure long term performance. This study examines the effect of work engagement on employee productivity in higher education sector. To accomplish this purpose, the primary data using survey instrument were collected from a sample of 242 employees at public universities in northern Malaysia using an online survey method. The collected data was analyzed using SPSS and Structural equation modelling on AMOS. The results indicated that work engagement had significant positive effect on employee productivity. Moreover, this study provides an evidence that all of the dimensions of work engagement namely vigor, dedication, and absorption have significant positive effects on employee productivity.

Disentangling the Overlap Between Employee Engagement and Passion

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Gaja Zager Kocjan

2015-07-01

Full Text Available With the emergence of positive psychology and the subsequent positive organizational behavior movement, focusing on the employee experience and factors of positive psychological states in employees has come to the forefront. In recent years, several studies have emphasized the practical value of employee engagement and passion (the dualistic model of passion; Vallerand et al., 2003 in predicting various positive individual and organizational outcomes (e.g., performance, well-being. Although engagement and passion seem relatively easy to spot at first glance, they are rather difficult to define and distinguish one from another. Therefore, the aim of the present article is to provide a comprehensive discussion on the shared aspects and conceptual differences between these two constructs within the work environment. The most noticeable overlap is proposed to exist between engagement and harmonious passion. It concerns the common underlying development mechanism, a very strong motivational force to engage in one's work, strong identification with work, and similar relationships with various antecedents and consequences. It is suggested that broader scope theories (such as the self-determination theory should be taken into consideration in order to unify common findings from both theoretical backgrounds and overcome redundancy and the risk of multiplication of concepts in positive psychology.

The relationship between employee satisfaction and organisational performance: Evidence from a South African government department

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Chengedzai Mafini

2013-07-01

Research purpose: The aim of this study was to analyse the relationship between employee satisfaction and organisational performance in a public sector organisation. Research design: A three-section survey questionnaire was used to collect data from a conveniently recruited sample of 272 members of a South African government department. Pearson’s correlation test as well as a regression analysis were employed to test the existence of a relationship between employee satisfaction and organisational performance. The mean score ranking technique was used to compare the impact of the individual employee satisfaction factors on organisational performance. Main findings: Positive correlations were observed between organisational performance and all five employee satisfaction factors, namely working conditions, ability utilisation, creativity, teamwork and autonomy. Amongst the five factors, teamwork had the greatest impact on organisational performance, followed by ability utilisation, creativity, autonomy, with working conditions exerting the least influence. Practical and/or managerial implications: Strategic interventions involving positive adjustments on the five employee satisfaction dimensions examined in this study may be initiated and applied to improve overall organisational performance in public organisations. Contributions and/or value add: The study endorses the notion that a satisfied workforce could be the key to enhanced organisational performance.

A STUDY ON THE DETERMINATION OF WORK ENGAGEMENT LEVELS OF HEALTH EMPLOYEES

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Özlem Özer

2016-01-01

Full Text Available The aim of this study is to determine work engagement levels of health employees and to reveal whether the individual and demographic features of the employees have an effect on the level of work engagement or not. The population of study included all employees in Aydin Atatürk State Hospital. The sample is selected in the study, tried to reach the whole universe and a total of 414 usable responses were obtained. According to result of this study, there are statistically significant differences between employees’ evaluations related to work engagement level by level of education, occupational status and gender whereas total work years, age and marital status do not create a difference in terms of work engagement levels of employees.

The Relationship between Psychological Meaningfulness and Employee Engagement: Moderating Effect of Age and Gender

OpenAIRE

Ruswahida Ibnu Ruslan; Md. Aminul Islam; Idris Mohd Noor

2014-01-01

There has been a great deal of interest in employee engagement over the years, and it has become a popular term. However, there is no one universally acceptable definition for employee engagement until now. Employee engagement has been defined in many ways, and its assessment also seems to be similar, as developed by scholars such as Kahn [1] who coins the term psychological meaningfulness. This paper reviews the literature surrounding employee engagement, especially in terms of psychological...

Research on the Relationship between Internal Communication Climate and Job Satisfaction and Employee Loyalty

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Tamara Sušanj Šulentić

2014-06-01

Full Text Available Successful organizations dedicate considerable attention to the quality of internal communications, which have a proven potential to contribute to creating competitive advantages in an increasingly demanding market. Internal communications have become a crucial prerequisite in creating new value to ensure customer and employee satisfaction. The purpose of this paper was to establish possible correlations between certain factors of the communication climate, and employee satisfaction and loyalty. The data used in this paper were collected by means of an employee survey, conducted in a pharmaceutical company immediately after it had undergone strategic changes, resulting from its new ownership structure and organizational culture. The factor analysis indicates five key factors of the communication climate: the availability of information about corporate activities as perceived by employees; satisfaction with co-workers; perceived job stability; perceived job importance within the organization and a perceived sense of injustice. The regression analysis confirmed a positive correlation between a good communication climate and the employee satisfaction and loyalty during strategic organizational changes. This is an important piece of information for all those having doubts about how to communicate strategic changes.

An Exploratory Analysis of Work Engagement, Satisfaction, and Depression in Psychiatry Residents.

Science.gov (United States)

Agarwal, Gaurava; Karpouzian, Tatiana

2016-02-01

This exploratory study aims to measure work engagement levels in psychiatry residents at three psychiatry residency programs using the Utrecht Work Engagement Scale (UWES). In addition, the study investigates the relationship between total engagement and its subscales, resident satisfaction, and a depression screen. Recruitment of 53/79 residents from three psychiatry residency programs in Illinois was completed. The residents were administered a questionnaire consisting of the UWES, the Primary Care Evaluation of Mental Disorders (Prime-MD) depression screen, and a residency satisfaction scale. Statistical analysis using independent samples t test and a one-way analysis of variance was used to assess differences on engagement total score and subscales and satisfaction scale. A logistic regression was used with the engagement subscales and the satisfaction scale as predictors of belonging to the depressed or non-depressed group. Psychiatry residents scored in the high range for total engagement and all its subscales except for vigor which was in the moderate range. Residents who screened positive for depression reported lower total engagement than those who were negative on the depression screen. Vigor was the only significant predictor (p = .004) of being in the depressed group after logistic regression. Total engagement and the subscale of dedication significantly predicted overall residency satisfaction (β = .473, p = .016). Higher total UWES-15 and its subscales of vigor and dedication are correlated with a lower rate of screening positive for depression and higher residency satisfaction. This exploratory study lends support for further study of this psychological construct in medical training programs, but replication is needed.

PENGARUH EMPLOYEE ENGAGEMENT TERHADAP KINERJA KARYAWAN DI HUMAN CAPITAL CENTER PT. TELEKOMUNIKASI INDONESIA, TBK

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Nabilah Ramadhan

2017-03-01

Full Text Available Employee engagement telah menjadi salah satu issue dalam kajian manajemen sumber daya manusia, karena memberikan banyak manfaat bagi perusahaan. Tidak hanya membuat karyawan memiliki loyalitas yang tinggi, employee engagement juga membuat karyawan memberikan kontribusi lebih bagi perusahaan melalui peningkatan kinerja. Tujuan utama penelitian ini adalah untuk mengetahui bagaimana tingkat employee engagement dari kinerja karyawan yang terjadi, serta untuk mengetahui pengaruh employee engagement terhadap kinerja karyawan di HCC Telkom. Penelitian ini menggunakan metode deskriptif dan analsis jalur (path analysis. Teknik sampling yang digunakan adalah sensus/total sampling dengan keseluruhan sample berjumlah 74 orang karyawan HCC Telkom. Hasil penelitian menunjukkan bahwa employee engagement berpengaruh signifikan terhadap kinerja karyawan dengan total pengaruh 76.6%

Pengaruh Hardiness terhadap Employee Engagement pada PNS Kementerian Pekerjaan Umum

OpenAIRE

Yessica

2017-01-01

131301101 Employee engagement merupakan keadaan positif yang muncul bersama terkait dengan pekerjaan yang berhubungan dengan kesejahteraan yang ditandai dengan vigour, dedication, dan absorption. Salah satu faktor untuk mempengaruhi employee engagement adalah kepribadian, hardiness. Hardiness terdiri dari commitment, control,dan challenge dinilai sebagai salah satu bentuk kepribadian yang baik saat menghadapi keadaan yang penuh tekanan atau sumber stres. Penelitian ini dilakukan untuk meli...

An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

Science.gov (United States)

Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

2014-06-01

Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

Customer emotion regulation in the service interactions: its relationship to employee ingratiation, satisfaction and loyalty intentions.

Science.gov (United States)

Medler-Liraz, Hana; Yagil, Dana

2013-01-01

Many studies have explored emotional regulation on the part of service employees, and its antecedents. However, customers' emotional regulation in general, and how it is affected by service employee behavior in particular, have received only scant attention. The present article explores a model suggesting that service employees' ingratiatory behavior relates to customer emotion regulation strategies, which in turn are related to customer satisfaction and loyalty. The model was tested with 131 service employee-customer dyads. The results show that service employee ingratiation was positively related to customers' deep acting but not related to surface acting. Customers' deep acting was positively related to their satisfaction. A positive relationship was found between customer satisfaction and loyalty.

Exploring Employee Engagement from the Employee Perspective: Implications for HRD

Science.gov (United States)

Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.

2011-01-01

Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…

Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator.

Science.gov (United States)

Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

2015-03-15

Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction.

Job Satisfaction and Employee Turnover Intention: A Case Study of Private Hospital in Erbil

OpenAIRE

Govand Anwar; Inji Shukur

2015-01-01

Today it became a huge challenge for Human Resource Managers to retain the employees for longer time of period and decrease the rate of employee turnover. The main research objective is to find out the correlation between job satisfaction and employee turnover intention in private hospital in Erbil. A quantitative method was used to analyze the current study. 144 participants were involved in this study from private hospital in Erbil. The correlation between job satisfaction factor as indepen...

Job insecurity, leadership empowerment behaviour, employee engagement and intention to leave in a petrochemical laboratory

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Sonet van Schalkwyk

2010-07-01

Research purpose: The objective of this study was to investigate the relationship between job insecurity, leadership empowerment behaviour (as perceived by the employees who report to leaders, employee engagement and intention to leave their jobs in a petrochemical laboratory. Motivation for the study: Knowledge of the effects of job insecurity and leadership on employee engagement and turnover intention will contribute to improved talent management. Research design, approach and method: A correlational design was used. A total of 169 employees in a petrochemical laboratory were studied. The measuring instruments included the Job Insecurity Index, the Leadership Empowerment Behaviour Questionnaire, and the Utrecht Work Engagement Scale. Two questions were used to measure intention to leave. Main findings: The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. Employee engagement partially mediated the relationship between leadership empowerment behaviour and turnover intention. Practical implications: Leaders should be developed to show empowerment behaviour, because it affects employee engagement, which in turn affects their turnover intention Contribution: This was the first study that demonstrated the effect of empowerment behaviour of leaders on the engagement and turnover intention of employees.

Advancing employee engagement through a healthy workplace strategy.

Science.gov (United States)

Seymour, Andrea; Dupré, Kathryne

2008-01-01

In recent years, there has been increased focus on improving the quality of the working lives of staff in health care organizations. Research shows that improvements can be achieved through a comprehensive organizational approach to workplace health. Improved worker engagement is a realizable outcome of such an approach, provided that it is based on reliable and relevant data and is tailored to the specific environment in which it is being implemented. An intervention project was designed to develop an organization-wide approach to employee workplace health. A comprehensive health risk assessment was undertaken, along with a staff survey on workplace culture, individual health practice and environmental effects on physical health. In general, the findings present a positive picture of the culture and factors that influence psychological wellbeing. However, improvement is needed in some areas: satisfaction is only marginally outweighing stress, and musculoskeletal disorders account for much absenteeism. Employee health needs include weight management, improving fitness and nutrition, and decreasing coronary risk. Results have prompted this organization to pursue the development of a Healthy Workplace Policy that will be used as a filter for all other policies relating to workplace culture, environment and practice, and have provided the impetus and focus to review the organization of employee health services. Three major administrative activities are necessary to move from planning to sustained action: ensure adherence of all staff to any policy derived from a health risk assessment; ensure staff feel proposed changes are relevant and important; and create a road map to guide the development of a strategic and an implementation plan. The findings outlined in this report can be addressed by organizations that are willing to commit to a comprehensive approach to workplace health.

Employee Satisfaction and Performance : A Case Study of Sales Department in a Malaysian Spice Marketing Organization

OpenAIRE

Ilaventhan, Vijaya

2014-01-01

Job Satisfaction plays a vital role in ensuring overall employee satisfaction and work performance. There are many factors contributing towards these and it can be divided into tangible and intangible factors. Organizations should strategically deploy these factors in order to enhance organizational and employee performance. This project examines the current level of job satisfaction among sales staffs in a Malaysian Spice Marketing Company. The job satisfaction factors include rewards (pay),...

Job Satisfaction and Employee Turnover Intention: A Case Study of Private Hospital in Erbil

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Govand Anwar

2015-09-01

Full Text Available Today it became a huge challenge for Human Resource Managers to retain the employees for longer time of period and decrease the rate of employee turnover. The main research objective is to find out the correlation between job satisfaction and employee turnover intention in private hospital in Erbil. A quantitative method was used to analyze the current study. 144 participants were involved in this study from private hospital in Erbil. The correlation between job satisfaction factor as independent factor and turnover as dependent factor, the value of R for the Job satisfaction is =.386** which indicates that turnover is a positive and weak correlation with turnover intention. The coefficients analysis for this study, the value Beta for turnover is = .386> 0.01, which supported the research hypothesis. This study showed that the there is a positive correlation between job satisfaction and employee turnover. Finally, on the turnover intentions of private hospital personnel in Erbil, most of them would quit in case if they have a better opportunities.

Evaluation of emotional intelligence and job satisfaction in employees of kashan hospitals.

Science.gov (United States)

Ghoreishi, Fatemeh Sadat; Zahirrodine, Ali Reza; Assarian, Fatemeh; Moosavi, Seyed Gholam Abbas; Zare Zadeh Mehrizi, Maryam

2014-04-01

Job satisfaction and emotional intelligence are two important variables in organizational behavioral studies, and are key factors in promoting the efficiency of organizations. The present study was conducted in order to determine the job satisfaction and emotional intelligence of employees of Kashan hospitals in 2011. This cross-sectional study was performed on 121 employees of Kashan hospitals who were selected using random stratified method. In this study, Bar-on emotional intelligence and job satisfaction questionnaires were used. The data were analyzed using statistical methods such as odds ratio, Chi-square and Fisher's exact test. The majority of employees (76%) had moderate emotional intelligence while 88.2% of them had moderate job satisfaction. In this study, there were no significant relations between emotional intelligence and variables such as sex, education, and marital and job status (P > 0.05) but significant relations were found between the age and emotional intelligence (P = 0.01). Furthermore, there was no significant relation between job satisfaction and demographic variables. Moreover, no significant relation was found between the emotional intelligence and job satisfaction (P > 0.05). As the majority of the staff had average level of job satisfaction and emotional intelligence and others were lower than average, it seems necessary for authorities to explore the reasons for job dissatisfaction to prevent job burnout, depression and developing a sense of helplessness in the staff. It is also recommended to hold educational workshops for the staff especially who are younger than 40 years to promote their emotional intelligence.

Employer support for innovative work and employees' job satisfaction and job-related stress.

Science.gov (United States)

Raykov, Milosh

2014-01-01

There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

Organizational Characteristics and Employee Overall Satisfaction: A Comparison of State-Owned and Non State- Owned Enterprises in Vietnam

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Lam D. Nguyen

2012-04-01

Full Text Available Differences in employee overall job satisfaction between public and private sector organizations have long been a topic of organizational academic debate. This study looks at the differences and the relationships between organizational characteristics and employee overall satisfaction between the State-Owned Enterprises (SOEs and the Non-State-OwnedEnterprises (Non-SOEs in Vietnam. The purpose of this study is threefold: 1 to examine the differences in organizational characteristics in 7 components including purposes, structure,leadership, relationships, rewards, helpful mechanisms, and attitude toward change; 2 to examine the differences in employee overall satisfaction; and 3 to explore the relationshipbetween organizational characteristics and employee overall satisfaction between the two sectors. The sample includes 20 SOEs and 20 Non-SOEs with a total of 860 employees. The findings empirically reinforce existing organization behavior literature: employee satisfaction is to some extent shaped by the settings of their organizations. Limitations and future research opportunities are also identified.

Fostering Employee Engagement Through Gamification: AirBaltic Forecaster Tool

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Daiga Ergle

2015-09-01

Full Text Available Next to the employee productivity or indicators for staff turnover and absenteeism in organizations, Employee Engagement stands out as one of the most significant measurements for Human Resource Management efficiency. With younger generation representatives joining the workforce companies are bound to investigate and pursue some of the new tools and techniques that respond more effectively to engagement triggers of generations Y and Z. At AirBaltic Corporation in Riga, Latvia, management has been trying to foster engagement of the workforce through introduction of a business game, called Forecaster. According to management belief, in addition to improved internal communication, Forecaster has potential to save up to 1 million eur annually due to the resulting better quality management decisions. Within the article author looks at the theory and research related to application and effects of gamification within corporate settings, as well as reviews workplace environment at AirBaltic Corporation. Further in the article, Forecaster game is described in more detail and its impact on employee engagement and organizational performance is analysed. Finally, recommendations are drawn for organizations to consider when gamifying people management processes in their organizations.

The impact of organisational antecedents on employee job The impact of organisational antecedents on employee job satisfaction: An empirical evaluation of public sector employees in Pakistan

OpenAIRE

Halepota, JA; Irani, Z

2010-01-01

Human resource development is one of the important issues in the field of organisational behaviour. It affects employee performance in the organisation. Job satisfaction is one of the important issues in the developing country particularly for Pakistan. This study focuses on the employee perception towards job satisfaction. In this regard procedural justices, on job training, esprit de corps and job clarity variables have been examined. This study is a cross sectional study which ...

Pengaruh Job Enrichment terhadap Employee Engagement melalui Psychological Meaningfulness sebagai Mediator

OpenAIRE

Sungkit, Flavia Norpina; Meiyanto, IJK Sito

2015-01-01

The purpose of the study is to investigate the influence of job enrichment toward employee engagement through psychological meaningfulness as the mediator. Research design used is a cross-sectional study of 112 employees. Data is analyzed by multiple linear regression analysis. Result shows job enrichment is able to influence employee engagement significantly through psychological meaningfulness as the mediator. The p=0,000 with significance level 0,05. The sig F change shows 0,006, which is

A COMPARATIVE ANALYSIS ON EMPLOYEE SATISFACTION:A STUDY ON CONVENTIONAL AND ISLAMI BANKS OF BANGLADESH

OpenAIRE

Evana NUSRAT DOOTY; Syeda Tamanna FAHIM; Israth SULTANA

2015-01-01

The present study was designed to undertake a comparative study regarding employee satisfaction between conventional and islami banks of Bangladesh. Job satisfaction, compensation and benefit, promotion, supervision, communication, career development, work environment and work-life balance were selected as indicator of employee satisfaction. The sample was collected from five islami banks and five conventional banks. Fifty sample was collected from each type of bank. The study was conducted t...

Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination.

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Orgambídez-Ramos, Alejandro; de Almeida, Helena

2017-08-01

Job Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. The aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. We conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. Job satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. A climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff. Copyright © 2017 Elsevier Inc. All rights reserved.

Job resources and employee engagement : A cross-national study

NARCIS (Netherlands)

Farndale, E.; Murrer, I.N.J.

2015-01-01

Purpose In light of increasing globalization of workforces, the purpose of this paper is to explore the moderating effect of country on the relationship between job resources and employee engagement. Design/methodology/approach Questionnaire responses from 19,260 employees of a large multinational

Psychological Conditions of Engagement among Community College Maintenance Employees: A Cross-Sectional Study

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Franks, Tammy T.

2017-01-01

This dissertation examined the relationship between employee engagement and the factors that may influence the three psychological conditions of engagement: meaningfulness, safety, and availability for the sector of employees classified as maintenance, grounds, and custodial employees in a community college setting. The factors for each of the…

Internal marketing for engaging employees on the corporate responsibility journey

OpenAIRE

Sanchez-Hernandez, Isabel; Grayson, David

2012-01-01

Purpose: The purpose of this paper is to explore whether internal marketing could be a powerful tool for engaging employees on the corporate responsibility journey. Design/methodology/approach: In the absence of empirical work linking internal marketing efforts in organizations and employee engagement in corporate responsibility issues, a conceptual approach based on literature review is carried out to determine the existing possibilities provided by internal marketing to enhance corporate re...

Leadership and Employee Engagement in organizations: an analysis on correlation

OpenAIRE

Özyapar, Ahmet H.; Zahid, Kamil

2017-01-01

The Purpose: Leadership plays an important role in organizations towards driving the growth and success. And employee engagement is considered a key factor for organizational efficiency, success and achievement. Existing literature defines drivers of the employee engagement from different angels and commonly relates a portion to leadership skills, especially of the immediate managers. Our purpose is to strengthen the literature that relates leadership to organizational success by leadership p...

Employee Engagement and a Culture of Safety in the Intensive Care Unit.

Science.gov (United States)

Collier, Susan L; Fitzpatrick, Joyce J; Siedlecki, Sandra L; Dolansky, Mary A

2016-01-01

A descriptive, retrospective design was used to explore the relationship between employee engagement and culture of safety in ICUs within a large Midwestern healthcare system. Results demonstrated a strong positive relationship between total engagement score and total patient safety score (r = 0.645, P engagement score and the 12 safety culture dimensions. These findings have implications for improving managerial strategies relative to employee engagement that may ultimately impact perceptions of a safety culture.

Career adaptability and employee engagement of adults employed in an insurance company: An exploratory study

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Rebecca Tladinyane

2016-05-01

Full Text Available Orientation: As a resiliency resource, career adaptability relates to an individual’s ability to adapt to new work demands and is seen to impact various occupational outcomes such as engagement. Research purpose: The aim of the study was to determine the relationship dynamics between career adaptability (measured by Career Adapt-Abilities Scale and employee engagement (measured by Utrecht Work Engagement Scale. Motivation for the study: As a personal resource, career adaptability enables employees to deal with job demands, facilitating employee engagement. Limited research exists on the impact of career adaptability variables on employee engagement, bearing significant relevance in the current workforce. Research design, approach and method: A quantitative survey was conducted with a convenience sample (N = 131 of employees in an insurance company within South Africa. Main findings/results: Significant positive relationships were found between career adaptability and employee engagement. The results suggest that participants who have experienced higher employee engagement have better developed career adaptability skills. Practical implications: Managers and human resource practitioners need to recognise how people’s career adaptability influences their level of engagement in the organisation. Contribution: This research is the first to investigate the construct of career adaptability in an insurance company and the findings add to the existing career literature and provide valuable information that can be used to inform career development and engagement strategies. Keywords: career adaptability; career development; employee engagement; vocational guidance.

Developing tools for identifying employer and employee satisfaction of nursing new graduates in China.

Science.gov (United States)

Fan, Yuying; Li, Qiujie; Yang, Shufen; Guo, Ying; Yang, Libin; Zhao, Shibin

2014-01-01

Researchers developed evaluation tools measuring employment relevant satisfaction for nursing new graduates. The evaluation tools were designed to be relevant to nursing managers who make employment decisions and nursing new graduates who were just employed. In-depth interviews and an expert panel were established to review the activities that evaluate the employee and employer satisfaction of nursing new graduates. Based on individual interviews and literature review, evaluation items were selected. A two-round Delphi study was then conducted from September 2008 to May 2009 with a panel of experts from a range of nursing colleges in China. The response rate was 100% and Kendall's W was 0.73 in the second round of Delphi study. After two rounds of Delphi surveys, a list of 5 employee satisfaction items and 4 employer satisfaction items was identified for nursing new graduates. The findings of this study identified a different but multidimensional set of factors for employment relevant satisfaction, which confirmed the importance of certain fundamental aspects of practice. We developed the evaluation tools to assess the employer and employee satisfaction of nursing new graduates, which provided a database for further study.

Creating Employee Engagement Through Talent Management: 4 Links Between Talent Management And Employee Engagement

OpenAIRE

ONDAY, Ozgur

2016-01-01

Talent management is one of the main management tools for 21st century human assets management (Cappelli, 2008) because the crucial resource for firms competing in this century is no longer land, capital, and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits related to the current technological boom. Talent management (TM) and Employee Engagement (EE) concepts have been extensively studied in management literature in t...

Employee (Dis)Engagement: Learning from Nurses Who Left Organizational Jobs for Independent Practice.

Science.gov (United States)

Stahlke Wall, Sarah

2015-09-01

Employee engagement is of growing interest in healthcare organizations. Engaged employees give an extra measure of effort to contribute to organization goals, whereas disengaged employees withdraw, have lower performance and are more likely to leave their jobs. The aim of this ethnographic study was, in part, to explore the reasons why high-calibre nurses became disengaged from their work and opted to leave their hospital-based employment in favour of independent practice, as well as to consider the organizational conditions that influenced their desire to leave. The findings revealed that nurses left their hospital-based jobs because of health system change, job characteristics, working conditions and lack of respect, which relate closely to the antecedents of employee engagement. Employee engagement can be fostered through organizational support, trust-building management behaviour and transformational leadership. Copyright © 2015 Longwoods Publishing.

Employee Satisfaction with Training Opportunities and its Relation to Internal Marketing

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Treľová Silvia

2017-08-01

Full Text Available The article aims to find a link between employee training and satisfaction with educational activities and marketing efforts of the organization. Qualification growth of employees is closely connected to the organization’s success. Since obstacles in education hinder achieving desirable results, they need to be identified and overcome.

Mutual Gains? Is There a Role for Employee Engagement in the Modern Workplace?

OpenAIRE

Bryson, Alex

2017-01-01

I examine the history of employee engagement and how it has been characterised by thinkers in sociology, psychology, management and economics. I suggest that, while employers may choose to invest in employee engagement, there are alternative management strategies that may be profit-maximising. I identify four elements of employee engagement – job 'flow', autonomous working, involvement in decision-making at workplace or firm level, and financial participation – and present empirical evidence ...

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

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Fangtao Liu

2017-11-01

Full Text Available This study analyzes the effects of employee satisfaction and demographic indicators on employee commitment to organizational culture at the enterprise level. With data from a survey of 3029 employees from 27 state-owned enterprises (SOEs, a hierarchical linear model (HLM is used to identify the influencing factors of employee commitment to organizational culture at the enterprise level. An empirical study indicates that apart from the factors of employee satisfaction and demographic background, four contextual variables of enterprises, namely, comprehensive management, energy intensity, cost-income ratio, and capacity-load ratio, also influence commitment to organizational culture levels. Results show that applying HLM can substantially improve the explanatory power of employee satisfaction factors on commitment to organizational culture using nested enterprise contextual variables. Although measurement scales and satisfaction models have been proposed over the years, only a few studies have addressed the particular nature inherent in Chinese SOEs. HLM, which accounts for the nested data structure and determines the effects of employee satisfaction factors on commitment to organizational culture without bias, is developed in this study. Through an insider view based on empirical work, this research can improve the ability of senior managers to understand the culture and dynamics of organizations, to deliver strong leadership, and to enhance corporate internal management.

Impact Analysis of Working Condition, Salary, Corporate Ownership and Fairness on Employee Job Satisfaction in PT. Bpr Prismadana Manado

OpenAIRE

Lasut, Gilbert

2014-01-01

Nowadays a lot of people not really think about the job satisfaction in their work place especially the chief at some company, while the job satisfaction is very important for employee performance. Job satisfaction is simply how people feel about jobs and different aspects of their jobs it is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. Job Satisfaction is a part that is always related to the employee and the productivity that can increase employee...

Factors Influencing Job Satisfaction of Banking Sector Employees

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Abdolshah Mohammad

2018-01-01

Full Text Available Satisfaction in life and everyday work is important in everyone’s life. We spend most of our time working or being involved in some economic activity to make a living. This paper focuses on the relative importance of job satisfaction factors and their impact on the overall job satisfaction of employees. The present study is a cross-sectional type of research performed in 2015. The study population is senior executives of the Asgariyeh and MehrIran Banks in Qazvin and Alborz. The research instruments included two questionnaires based on individual characteristics and proprietary. The Individual characteristics questionnaire consists of 4 questions and the Proprietary questionnaire consists of 70 items, including a dependent variable of Job satisfaction. SPSS software was used for data analysis. One-sample t-Test was used to investigate the condition of each of the dependent and independent variables in the research. In conclusion, it can be said that the colleagues, upgrade, and compensation variables are respectively in the first, second, and third place influencing job satisfaction.

Is a Transdisciplinary Theory of Engagement in Organized Settings Possible? A Concept Analysis of the Literature on Employee Engagement, Consumer Engagement and Patient Engagement.

Science.gov (United States)

Graffigna, Guendalina

2017-01-01

Organizations are experiencing increased competition, disruptive innovation, and continuous changes in their social and economic context. Furthermore, the decrease of resources (economic and human) in such a demanding context make it imperative for organizations to find new models and strategies to make their service delivery more sustainable at the economic, environmental and psychological levels. In such a complex scenario the concept of engagement of the individuals involved in organized settings (either as service providers or as final receivers) is a promising lever for innovation. However, despite the number of studies on the matter, the debate on engagement is still very fragmented because the corpus of literature addressing the different areas of engagement is divided and diverse in its nature. In this paper, we discuss the results of a conceptual analysis of the literature conducted in order to investigate overlapping features and areas of divergence among three different areas of investigation and application of the engagement phenomenon in organized settings: the domains of employee engagement, consumer engagement, and patient engagement. These are deliberately selected as prototypical of the phenomenon of engagement along the "inside/outside" of organizational settings. The analysis consisted in a qualitative conceptual survey? Of the scholarly literature indexed with the key terms "employee engagement," "consumer engagement," and "patient engagement." We performed a key-word based survey? Of the literature in the Scopus database. A total of 163 articles were selected and analyzed. The analysis cast light on the following areas of conceptual overlap among employee, consumer and patient engagement: (1) engagement is different from empowerment and activation; (2) engagement is a multi-componential psychological experience; (3) engagement is a self-transformative experience; (4) engagement develops within a relational context; (5) engagement is a systemic

Is a Transdisciplinary Theory of Engagement in Organized Settings Possible? A Concept Analysis of the Literature on Employee Engagement, Consumer Engagement and Patient Engagement

Directory of Open Access Journals (Sweden)

Guendalina Graffigna

2017-07-01

Full Text Available Organizations are experiencing increased competition, disruptive innovation, and continuous changes in their social and economic context. Furthermore, the decrease of resources (economic and human in such a demanding context make it imperative for organizations to find new models and strategies to make their service delivery more sustainable at the economic, environmental and psychological levels. In such a complex scenario the concept of engagement of the individuals involved in organized settings (either as service providers or as final receivers is a promising lever for innovation. However, despite the number of studies on the matter, the debate on engagement is still very fragmented because the corpus of literature addressing the different areas of engagement is divided and diverse in its nature. In this paper, we discuss the results of a conceptual analysis of the literature conducted in order to investigate overlapping features and areas of divergence among three different areas of investigation and application of the engagement phenomenon in organized settings: the domains of employee engagement, consumer engagement, and patient engagement. These are deliberately selected as prototypical of the phenomenon of engagement along the “inside/outside” of organizational settings. The analysis consisted in a qualitative conceptual survey? Of the scholarly literature indexed with the key terms “employee engagement,” “consumer engagement,” and “patient engagement.” We performed a key-word based survey? Of the literature in the Scopus database. A total of 163 articles were selected and analyzed. The analysis cast light on the following areas of conceptual overlap among employee, consumer and patient engagement: (1 engagement is different from empowerment and activation; (2 engagement is a multi-componential psychological experience; (3 engagement is a self-transformative experience; (4 engagement develops within a relational context

The impact of resilience and perceived organisational support on employee engagement in a competitive sales environment

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Anel Meintjes

2018-05-01

Full Text Available Orientation: Understanding the impact of resilience and perceived organisational support on employee engagement in a competitive sales environment. Research purpose: The aim of this study was to explore the relationship between resilience, perceived organisational support and employee engagement among pharmaceutical sales employees in a competitive sales environment; and to establish whether resilience and perceived organisational support hold predictive value for employee engagement. Motivation for the study: Limited research has focused on the unique context of employee engagement as a construct in professional sales. A broader understanding of resilience and perceived organisational support can provide sales organisations with a lever to create an environment where sales employees are more fully engaged. Research design, approach and method: A quantitative, exploratory, cross-sectional survey approach was used. A sample of 125 sales representatives from a South African pharmaceutical organisation participated in the research. The measuring instruments included the Utrecht Work Engagement Scale (UWES, Brief Resilience Scale (BRS and the Perceived Organisational Support Scale (POS. Main findings: Perceived organisational support, but not resilience impacted employee engagement in a competitive sales environment. Practical and managerial implications: Sales organisations’ interventions to improve sales employee engagement should focus on perceived organisational support. Contribution: The individual role of each construct provided insight into the sales context. The relationship between the constructs offered a different lens through which the drivers of employee engagement in sales can be viewed. This study contributes towards sales literature by including positive psychology and organisational support in a model of employee engagement.

The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

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Abednego Feehi Okoe

2016-11-01

Full Text Available The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A total of 372 responses were used in the final analysis. The scale items were adapted from the existing literature. Confirmatory factor analysis was used to assess the fit of the model. Multiple linear regression was used to test the hypotheses. The findings indicate that Job Satisfaction, Employee Commitment, Workplace Friendship and Team Culture significantly exerts positive influence on Service Recovery Performance of frontline employees. The findings from the study imply that there are several antecedents to Service Recovery Performance. Team Culture, Workplace Commitment, and Employee Commitment can influence Job Satisfaction which in turn will affect Service Recovery Performance resulting in customer satisfaction and retention.

rganizational features as situational strength: engaging the low-conscientious employee

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Milam, A.

2015-07-01

Full Text Available One of the most robust findings in work psychology is the role that conscientiousness plays in performance; more recently, research indicates that conscientious employees are also the most engaged in their work. The present study examines whether the organization has any role in this relation, and if it is possible for individuals who are low in conscientiousness to also feel high levels of engagement. One hundred forty-one full-time Romanian workers and their peers, representing a variety of industries, were surveyed, revealing that features of the organization can actually attenuate the relation between conscientiousness and engagement. Specifically, when employees perceive that the organization is relatively formalized (i.e., where following rules is important, and in organizations where there is a perception that effort is rewarded, conscientiousness is not as strongly associated with engagement. These organizational features represent situational strength, and when situations are strong, scripts and rules tend to predict behavior, rather than personality. As such, it may be possible for low-conscientiousness individuals to actually become more engaged through organizational change. For those who are low in conscientiousness, for example, a formal work environment likely provides structure and decreases ambiguity, which aids in lower conscientious employees becoming more engaged. Similarly, when it is perceived that the organization rewards effort, those who are low in conscientiousness receive this reinforcement, and likely benefit the most, as their levels of engagement tend to approach those who are higher in conscientiousness.

The Effects of Corporate Social Responsibility Dimensions on Employee Engagement in Iran

OpenAIRE

Osveh Esmaeelinezhad; Ali Bin Boerhannoeddin; Kuppusamy Singaravelloo

2015-01-01

In recent decades, Corporate Social Responsibility (CSR) has attracted the attention of scholars and practitioners. Nevertheless, there is a lack of researches on how CSR influences employees’ positive behaviour toward their companies. By considering the dearth of engaged employees in organizations around the world, it could be expected that CSR programs used as by companies one of the key drivers of enhancing employee engagement. Understanding employee reactions to CSR could help organizatio...

Measuring employee satisfaction in new offices - the WODI toolkit

NARCIS (Netherlands)

Maarleveld, M.; Volker, L.; van der Voordt, Theo

2009-01-01

Purpose: This paper presents a toolkit to measure employee satisfaction and perceived labour productivity as affected by different workplace strategies. The toolkit is being illustrated by a case study of the Dutch Revenue Service.
Methodology: The toolkit has been developed by a review of

Satisfaction and Academic Engagement among Undergraduate Students: A Case Study in Istanbul University

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Burcu Ozge Özaslan Caliskan

2016-01-01

Full Text Available Academic engagement used to refer to the extent to which students identify with and value schooling outcomes, and participate in academic and non-academic school activities. This study aims to investigate the academic engagement and satisfaction from the school among the university students. The data is taken from the undergraduate students in School of Transportation & Logistics in Istanbul University. We used a questionnaire that consisted of two parts. First part of the questionnaire is about to measure the students’ academic engagement that is improved by Schaufeli et al. Second part of the questionnaire is about to measure the students’ satisfaction from the school. K-means cluster analysis is used to determine two groups of students, group the students in to two clusters based on their school satisfaction scores. We named these two groups as “satisfied” and “unsatisfied” students. Secondly we investigate the relationships between the satisfaction scores and the academic engagement. By means of T Test we investigate whether the academic engagement differs between the clusters that are determined according to the students’ satisfaction scores. Finally we found that academic engagement differs according to the identified clusters.

29 CFR 779.104 - Employees “engaged in the production of goods for commerce.”

Science.gov (United States)

2010-07-01

... engagement in the “production” of goods for commerce. Thus, employees in retail stores who sell, pack, or... 29 Labor 3 2010-07-01 2010-07-01 false Employees âengaged in the production of goods for commerce... Apply: Basic Principles and Individual Coverage Employees Engaged in Commerce Or in the Production of...

Researching Connection between Service Orientation and Work Satisfaction: A Study of Hotel Employees (Novi Sad, Serbia

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Marko D. Petrović

2012-10-01

Full Text Available In recent years, researches of service industry put in the centre of many papers the phenomena of the relation between service orientation and work (job satisfaction of the employees in the service sector. It have been analyzed many factors that affect the quality of hotel services and opportunities to improve service processes. One of the most important factor of service quality in the hospitality industry is service orientation of employees. On the other side, if the employees are satisfied with the work they are motivated to satisfy customer needs. The purpose of the paper is to study connections and differences among the hotel employees in service orientation and work satisfaction. To determine these issues, we used service orientation scale, developed by Dienhart, Gregoire, Downey and Knight (1992 and work satisfaction scale developed by Lytle (1994. We expected three factor solution for service orientation scale and uni-factor solution for work satisfaction. The results will be discussed and some practical recommendations will be given.

Understanding the association between employee satisfaction and family perceptions of the quality of care in hospice service delivery.

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York, Grady S; Jones, Janet L; Churchman, Richard

2009-11-01

Families often draw their conclusions about the quality of care received by a family member during the last months of life from their interactions with professional caregivers. A more comprehensive understanding of how these relationships influence the care experience should include an investigation of the association between employee job satisfaction and family perception of the quality of care. This cross-sectional study investigated the association at a regional hospice. Using the Kendall's tau correlation, employee satisfaction scores for care teams trended toward a positive correlation with family overall satisfaction scores from the Family Evaluation of Hospice Care (tau=0.47, P=0.10). A trend for differences in employee satisfaction between the care teams to associate with differences in overall family perceptions of the quality of care also was found using the Kruskal-Wallis analysis of variance (chi(2)(K-W)=9.236, P=0.075). Post hoc tests indicated that overall family perceptions of quality of care differed between the hospice's Residence Team and Non-Hospice Facilities Team. Finally, positive associations between employee satisfaction and the families' Intent to recommend hospice (tau=0.55, P=0.059) and Inform and communicate about patient (tau=0.55, P=0.059) were noted. Selected employee and family comments provide complementarity to further clarify or explain the respondent data. These results suggest that employee satisfaction is associated with family perceptions of the quality of hospice care. Opportunities for improving both employee job satisfaction and family perceptions of the quality of care are discussed.

The impact of gender, education and age on employee attitudes towards corporate social responsibility

OpenAIRE

Rosati, Francesco; Calabrese, Armando; Costa, Roberta; Pedersen, Esben Rahbek Gjerdrum

2015-01-01

Engaging employees can have a positive effect on turnover reduction, client satisfaction, company profitability, innovation and growth. Engaging employees in corporate social responsibility (CSR) can also generate positive impactson environment and society. To do this, companies need to understand their employees' CSR attitudes. In this regard, many studies show that individual characteristics can influence CSR attitudes. This research aims to identify the influence of three sociodemographic ...

Generational differences on work engagement levels of government healthcare institution employees

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Veronica Hlongwane

2015-04-01

Full Text Available The objective of this study was to explore generational differences on work engagement levels of employees in a South African government healthcare institution. The Ultrech Work Engagement Scale measured the participants’ levels of work engagement and it was administered to a random sample size of government healthcare institution employees (n=289. Statistical analyses of the data were conducted and the results of ANOVA indicated that the levels of work engagement significantly differ depending on the employees’ generational cohort or group for the dimensions vigour, dedication and absorption. In terms of contributions and practical implications, recommendations are made regarding proposed organisational development interventions to enhance employees’ work engagement levels in a healthcare institution context as well as to conduct future research.

The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

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Marnis Atmojo

2012-04-01

Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

The investigation of the relationship between the job satisfaction and job performance of employees in furniture sector

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Türkay Türkoğlu

2017-04-01

Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.

Job crafting, work engagement, and psychological distress among Japanese employees: a cross-sectional study.

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Sakuraya, Asuka; Shimazu, Akihito; Eguchi, Hisashi; Kamiyama, Kimika; Hara, Yujiro; Namba, Katsuyuki; Kawakami, Norito

2017-01-01

Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being. However, most studies on the relationship between job crafting and employees' well-being have been conducted in western countries; thus, it is unclear whether job crafting can be effectively applied to Asian cultures, such as Japan, which emphasizes group harmony. The aim of this study was to examine the cross-sectional associations of self-reported job crafting with work engagement and psychological distress among employees in Japan. A questionnaire survey through the internet was conducted among all employees of a manufacturing company in Japan. We analyzed the data from 894 respondents, all employees with regular employment. Job crafting, work engagement, and psychological distress were assessed using the Japanese version of the Job Crafting Questionnaire, the Japanese version of the Utrecht Work Engagement Scale (UWES), and the Brief Job Stress Questionnaire (BJSQ), respectively. Hierarchical multiple regression showed that increasing structural job resources, social job resources, and challenging job demands was significantly and positively associated with work engagement ( β  = 0.31, p  engagement and lower psychological distress. In addition, increasing social job resources and challenging job demands are also associated with higher work engagement.

Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

Science.gov (United States)

Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

2013-01-01

To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

Perceived leader integrity and employee job satisfaction: A quantitative study of U.S. aerospace engineers

Science.gov (United States)

Harper, Kay E.

The goal of this quantitative study was to determine if there is a significant relationship between perceived leader integrity and employee job satisfaction. The population selected to be analyzed was U.S. Aerospace engineers. Two existing valid and reliable survey instruments were used to collect data. One of the surveys was the Perceived Leader Integrity Scale developed by Craig and Gustafson. The second survey was the Minnesota Satisfaction Questionnaire created by Weiss, Dawis, England, and Lofquist. The public professional networking site LinkedIn was used to invite U.S. Aerospace engineers to participate. The survey results were monitored by Survey Monkey and the sample data was analyzed using SPSS software. 184 responses were collected and of those, 96 were incomplete. 91 usable survey responses were left to be analyzed. When the results were plotted on an x-y plot, the data line had a slight negative slope. The plotted data showed a very small negative relationship between perceived leader integrity and employee job satisfaction. This relationship could be interpreted to mean that as perceived leader integrity improved, employee job satisfaction decreased only slightly. One explanation for this result could be that employees focused on their negative feelings about their current job assignment when they did not have to be concerned about the level of integrity with which their leader acted. The findings of this study reinforce the importance of employee's perception of a critical leader quality - integrity. For future research, a longitudinal study utilizing another sampling method other than convenience sampling may better statistically capture the relationship between perceived leader integrity and employee job satisfaction for U.S. aerospace engineers.

Analisa Pengaruh Leadership Style terhadap Firm Performance melalui Learning Organization dan Employee Satisfaction pada Perusahaan Sektor Manufaktur di Surabaya

OpenAIRE

Yulia, Yemima

2015-01-01

This study aimed to examine the direct and significant affect of leadership style to learning organization, leadership style to employee's satisfaction, learning organization to firm's performance, employee's satisfaction to firm's performance, leadership style to firm's performance, and learning organization to employee's satisfaction on manufacturing companies in Surabaya. This study used quantitative approach and the data were obtained through the distribution of questionnaire to manufactu...

The impact of team dialogue sessions on employee engagement in an information and communication technology company

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Michael A.W. Seymour

2018-06-01

Full Text Available Orientation: Engaged employees are regarded as extremely valuable in today’s unstable economic environment. However, despite spending large amounts of money on the improvement of employee engagement, the effect thereof is seldom determined. This study was about determining the impact of team dialogue sessions on the enhancement of employee engagement in a large information and communication technology company over a 2-year period. Research purpose: This study focused on determining the improvement of employee engagement through an organisation development intervention. The intervention was based on a social constructionist perspective, namely, team dialoguing, and was facilitated over a period of two years. Motivation for the study: Although the matter regarding the improvement of employee engagement seems to be extensively discussed in the literature, research on the use of interventions to enhance employee engagement is to a large extent still lacking. Based on a theoretical integration, it was argued that team dialoguing could improve employee engagement. Research design, approach and method: This was a quantitative study, employing a quasi-experimental design. An experimental group was exposed to an organisation development intervention of team dialogues over a 2-year period and then compared to a control group that had not been exposed to the intervention. Main findings: Although with a small effect size, it was discovered that facilitating team dialogue sessions had a positive impact on employee engagement, more specifically on the exercise of discretionary effort, intention to remain, rational commitment, communication and supervisory support as dimensions. Practical and managerial implications: The practical implication of this study is that the engagement of employees can be enhanced by involving the direct supervisor and his or her team in dialoguing sessions. Contribution or value-add: The study contributed to the literature

Life Satisfaction and Student Engagement in Adolescents

Science.gov (United States)

Lewis, Ashley D.; Huebner, E. Scott; Malone, Patrick S.; Valois, Robert F.

2011-01-01

Situated within a positive psychology perspective, this study explored linkages between adolescent students' positive subjective well-being and their levels of engagement in schooling. Specifically, using structural equation modeling techniques, we evaluated the nature and directionality of longitudinal relationships between life satisfaction and…

Predictors of health plan satisfaction among employees in an academic setting.

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Dembe, Allard E; Lu, Bo; Sieck, Cynthia J

2010-01-01

This study's goal was to identify the strongest predictors of satisfaction with a health plan offered to employees at a large university in the Midwestern United States. Survey responses from 1533 employees were analyzed (response rate of 51.2%). Unadjusted odds ratios (ORs) were calculated to identify factors that were statistically associated with plan satisfaction. Multivariate logistic regression analyses followed by likelihood ratio testing were conducted to assess the predictive value of particular variables. The strongest predictors of satisfaction with the health plan were the perceived quality of the plan's wellness and prevention services (OR = 3.69), having a personal doctor or nurse (OR = 2.70), being satisfied with the cost of the health plan (OR = 2.18), and having claims handled correctly (OR = 1.90). The factors that have the greatest individual effect on these findings were the quality of the plan's prevention and wellness services and how effectively the plan communicated how much particular services or visits would cost.

Modeling Employee Satisfaction in Relation to CSR Practices and Attraction and Retention of Top Talent

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Simona VINEREAN

2013-12-01

Full Text Available In today’s economy, companies must work harder than ever to attract, retain and motivate talented employees in order to foster employee satisfaction, and in order to do so, CSR practices can provide a strategic tool. A green company no longer denotes solely the promotion of green products or reduction of energy consumption, as it has to incorporate proactive and innovative means of tracking sustainability while involving employees in such corporate behavior. This paper highlights an empirical study of responses from 10 multinational companies regarding their corporate social responsibility initiatives as a way to attract and retain good employees, while providing an appropriate environment for employee satisfaction, by constructing a structural equation model meant to expand HR literature and provide direct implications for organizations.

[Level of job satisfaction among employees working at healthcare facilities in Nisava and Toplica district].

Science.gov (United States)

Marković, Roberta Teofilo; Ilić, Marina Deljanin; Milosević, Zoran; Vasić, Milena; Bogdanović, Dragan; Sagrić, Cedomir

2013-01-01

The product of health system and its employees is health service whose quality is related to the satisfaction and motivation of people working in health system. The objective of this study was to assess and compare satisfaction with different aspects of work among different categories of employees in healthcare facilities on primary, secondary and tertiary level of health care in Nisava and Toplica districts. The study was conducted as a one-day study in 15 healthcare facilities on primary level, in two public hospitals and 27 clinics of Clinical Centre of Nis, using anonymous questionnaire. Out of 3,892 employees, who took part in this study, 2,227 were from primary and 1,665 were from secondary and tertiary level. All employees on primary level are more satisfied with the majority of aspects of job comparing with employees on secondary and tertiary level of health care. Administrative staff is in general more satisfied with all aspects of job comparing with other categories of employees. All employees on secondary and tertiary level are more physically and psychically exhausted than employees on primary level of health care. Health workers on secondary and tertiary level are most psychically exhausted. There is a difference in satisfaction with different aspects ofjob in different categories of employees, and on different levels of health, in healthcare facilities in Nisava and Toplica districts. Employees of healthcare facilities on primary level of health care are in general more satisfied than employees on se-condary and tertiary level of health care.

Surgeons' work engagement: influencing factors and relations to job and life satisfaction.

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Mache, Stefanie; Vitzthum, Karin; Klapp, Burghard F; Danzer, Gerhard

2014-08-01

Work engagement has become a topic of great interest in recent years. However, clinicians' work engagement has rarely been studied and relatively little is known about its predictors and consequences. Therefore the objective of this cross-sectional questionnaire study was to test a model of possible institutional and personal predictors and significant relations to job and life satisfaction. 123 clinicians specializing in Surgery Medicine participated in the study. Self-administered questionnaires, including the Copenhagen Psychosocial Questionnaire, the Utrecht Work Engagement Scale, the Brief Resilient Coping Scale and the Questionnaire for Self-efficacy, Optimism and Pessimism, were administered. Bivariate analyses and a stepwise regression analysis were performed. The whole sample of surgeons rated work engagement with a high mean of M = 4.38; SD = .91. Job satisfaction and perceived quality of life have been rated with moderate scores. The results show that job resources have a greater impact on surgeons' work engagement than their job demands. Significant correlations between surgeons' work engagement, their job satisfaction and quality of life were found. Moreover, work engagement mediated the relation between institutional factors and surgeons' job satisfaction. Our research suggests that strengthening surgeons' work engagement will contribute to a more sustainable workplace, in terms of both individual and hospital performance. Therefore, increasing work engagement among surgeons should be of concern for supervisors and hospital managers. Future research should focus on further predictors that may have an influence on health professionals' work engagement. Another field for future research is to study potential effects of interventions on work engagement. Copyright © 2013 Royal College of Surgeons of Edinburgh (Scottish charity number SC005317) and Royal College of Surgeons in Ireland. Published by Elsevier Ltd. All rights reserved.

Organizational culture and a safety-conscious work environment: The mediating role of employee communication satisfaction.

Science.gov (United States)

Silla, Inmaculada; Navajas, Joaquin; Koves, G Kenneth

2017-06-01

A safety-conscious work environment allows high-reliability organizations to be proactive regarding safety and enables employees to feel free to report any concern without fear of retaliation. Currently, research on the antecedents to safety-conscious work environments is scarce. Structural equation modeling was applied to test the mediating role of employee communication satisfaction in the relationship between constructive culture and a safety-conscious work environment in several nuclear power plants. Employee communication satisfaction partially mediated the positive relationships between a constructive culture and a safety-conscious work environment. Constructive cultures in which cooperation, supportive relationships, individual growth and high performance are encouraged facilitate the establishment of a safety-conscious work environment. This influence is partially explained by increased employee communication satisfaction. Constructive cultures should be encouraged within organizations. In addition, managers should promote communication policies and practices that support a safety-conscious work environment. Copyright © 2017 Elsevier Ltd and National Safety Council. All rights reserved.

Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa

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Janet C. Simons

2013-11-01

Research purpose: The purpose of the research was to determine the relationship between psychological capital, work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological capital and work engagement hold predictive value for the organisational commitment of call centre employees. Motivation for the study: There is a gap in research in understanding and enabling positive resource capacities in highly stressful work contexts such as call centres. Research design, approach and method: A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ, the Utrecht Work Engagement Scale (UWES and the Organisational Commitment Questionnaire (OCQ. Main findings: Significant positive relationships were found between psychological capital, work engagement and organisational commitment. The results showed work engagement as being the only significant predictor of organisational commitment. Practical/managerial implications: Call centre employers need to develop and implement workplace interventions that would increase the psychological capital of call centre employees. Contribution/value-add: The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological capital in developing work engagement and organisational commitment amongst call centre employees.

Identifying predictors of work engagement: An example from a management consultancy company

OpenAIRE

Persson, Andreas

2010-01-01

Empirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leader...

Job Satisfaction among Employee Assistance Professionals: A National Study.

Science.gov (United States)

Sweeney, Anthony P.; Hohenshil, Thomas H.; Fortune, Jimmie C.

2002-01-01

Study examines job satisfaction in a national sample of employee assistance program (EAP) professionals. Data were collected from 210 EAP professionals through mailed surveys. Results indicate that respondents employed by external EAP organizations were more satisfied with their jobs than those who were employed by internal EAPs. (Contains 20…

Different types of employee well-being across time and their relationships with job crafting.

Science.gov (United States)

Hakanen, Jari J; Peeters, Maria C W; Schaufeli, Wilmar B

2018-04-01

We used and integrated the circumplex model of affect (Russell, 1980) and the conservation of resources theory (Hobfoll, 1998) to hypothesize how various types of employee well-being, which can be differentiated on theoretical grounds (i.e., work engagement, job satisfaction, burnout, and workaholism), may differently predict various job crafting behaviors (i.e., increasing structural and social resources and challenging demands, and decreasing hindering demands) and each other over time. At Time 1, we measured employee well-being, and 4 years later at Time 2, job crafting and well-being, using a large sample of Finnish dentists (N = 1,877). The results of structural equation modeling showed that (a) work engagement positively predicted both types of increasing resources and challenging demands and negatively predicted decreasing hindering demands; (b) workaholism positively predicted increasing structural resources and challenging demands; (c) burnout positively predicted decreasing hindering demands and negatively predicted increasing structural resources, whereas (d) job satisfaction did not relate to job crafting over time; and (e) work engagement positively influenced job satisfaction and negatively influenced burnout, whereas (f) workaholism predicted burnout after controlling for baseline levels. Thus, work engagement was a stronger predictor of future job crafting and other types of employee well-being than job satisfaction. Although workaholism was positively associated with job crafting, it also predicted burnout. We conclude that the relationship between job crafting and employee well-being may be more complex than assumed, because the way in which employees will craft their jobs in the future seems to depend on how they currently feel. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Penyusunan dan Pengembangan Alat Ukur Employee Engagement

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Titien Titien

2017-01-01

Abstrak: Penelitian ini bertujuan untuk mengembangkan instrumen yang dapat mengukur skor employee engagement yang didasarkan pada kerangka teoritis yang dikemukakan oleh Schaufeli. Instrumen sebelumnya dikenal dengan Utretch Work Engagement Scale (UWES yang dikembangkan dengan menggunakan validitas isi dan konstrak. Validitas isi diuji melalui judgment dari para ahli di bidang Psikologi dan menggunakan Aiken’s V, sedangkan validitas konstrak dibuktikan dengan korelasi item-total dan analisis faktor. Validitas isi diperoleh dari 15 orang yang ahli di bidang Psikologi untuk mengevaluasi isi dari 32 item. Aiken’s V digunakan untuk mengevaluasi koefisien dari setiap item (range yang baik berada di rentang 0,645 sampai 0,98. Konsistensi internal diperoleh melalui alpha Cronbach dengan koefisien reliabilitas sebesar 0,934 setelah item-item yang memiliki nilai di bawah 0,4 dikeluarkan. Total item yang tersisa berjumlah 22 item untuk kemudian dilakukan uji validitas konstrak. Confirmatory factor analysis dilakukan melalui analisis factor. Sebanyak 135 staf di salah satu Perusahaan Plantation di Balikpapan berpartisipasi dalam penelitian ini. Hasil analisis factor menunjukkan adanya factor yang saling tumpang tindih antara ketiga aspek dari employee engagement, yang setelah dikonfirmasi kembali ke blueprint menyisakan sebanyak 8 item, 4 item untuk aspek vigor, 2 item masing-masing untuk aspek dedication dan absorption.

How do small business managers influence employee satisfaction and commitment?

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Janine Kruger

2010-12-01

Originality and value of the research : This research focused on what small business managers should concentrate on when motivating their employees. Small business managers should also realise that motivation cannot be separated from employee satisfaction and commitment. The value of the research is that when small business managers pay more attention to these factors as identified in this study, it may lead to better business performance in the long run. With regard to the originality of this research, previous research has focused mainly on motivational theories without reaching a conclusion or highlighting possible strategies that could be used by small businesses to motivate employees.

Workaholism vs. work engagement: the two different predictors of future well-being and performance.

Science.gov (United States)

Shimazu, Akihito; Schaufeli, Wilmar B; Kamiyama, Kimika; Kawakami, Norito

2015-02-01

This study investigated the distinctiveness of two types of heavy work investment (i.e., workaholism and work engagement) by examining their 2-year longitudinal relationships with employee well-being and job performance. Based on a previous cross-sectional study by Shimazu and Schaufeli (Ind Health 47:495-502, 2009) and a shorter term longitudinal study by Shimazu et al. (Ind Health 50:316-21, 2012; measurement interval = 7 months), we predicted that workaholism predicts long-term future unwell-being (i.e., high ill-health and low life satisfaction) and poor job performance, whereas work engagement predicts future well-being (i.e., low ill-health and high life satisfaction) and superior job performance. A two-wave survey was conducted among employees from one Japanese company, and valid data from 1,196 employees was analyzed using structural equation modeling. T1-T2 changes in ill-health, life satisfaction, and job performance were measured as residual scores, which were included in the structural equation model. Workaholism and work engagement were weakly and positively related to each other. In addition, and as expected, workaholism was related to an increase in ill-health and to a decrease in life satisfaction. In contrast, and also as expected, work engagement was related to increases in both life satisfaction and job performance and to a decrease in ill-health. Although workaholism and work engagement are weakly positively related, they constitute two different concepts. More specifically, workaholism has negative consequences across an extended period of 2 years, whereas work engagement has positive consequences in terms of well-being and performance. Hence, workaholism should be prevented and work engagement should be stimulated.

Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment.

Science.gov (United States)

Choi, Sang Long; Goh, Chin Fei; Adam, Muhammad Badrull Hisyam; Tan, Owee Kowang

2016-12-01

Recent studies have revealed that nursing staff turnover remains a major problem in emerging economies. In particular, nursing staff turnover in Malaysia remains high due to a lack of job satisfaction. Despite a shortage of healthcare staff, the Malaysian government plans to create 181 000 new healthcare jobs by 2020 through the Economic Transformation Programme (ETP). This study investigated the causal relationships among perceived transformational leadership, empowerment, and job satisfaction among nurses and medical assistants in two selected large private and public hospitals in Malaysia. This study also explored the mediating effect of empowerment between transformational leadership and job satisfaction. This study used a survey to collect data from 200 nursing staff, i.e., nurses and medical assistants, employed by a large private hospital and a public hospital in Malaysia. Respondents were asked to answer 5-point Likert scale questions regarding transformational leadership, employee empowerment, and job satisfaction. Partial least squares-structural equation modeling (PLS-SEM) was used to analyze the measurement models and to estimate parameters in a path model. Statistical analysis was performed to examine whether empowerment mediated the relationship between transformational leadership and job satisfaction. This analysis showed that empowerment mediated the effect of transformational leadership on the job satisfaction in nursing staff. Employee empowerment not only is indispensable for enhancing job satisfaction but also mediates the relationship between transformational leadership and job satisfaction among nursing staff. The results of this research contribute to the literature on job satisfaction in healthcare industries by enhancing the understanding of the influences of empowerment and transformational leadership on job satisfaction among nursing staff. This study offers important policy insight for healthcare managers who seek to increase job

Relationship Intensity Communication Between Leaders and Subordinates and Employee Motivation Against Job Satisfaction

OpenAIRE

Prasetyo, Haryo; Yuliyanto, Much

2017-01-01

The problems that occur in Carnivor Skybar & Grill is the dissatisfaction of employees in the work indicated by the number of employees who resigned due to the condition. This study aims to analyze the relationship of communication intensity between the leadership and subordinates and employee motivation to job satisfaction Carnivor Skybar & Grill. This study is a type of study using a single instrumental case study with a sample of 57 employees Carnivor Skybar & Grill taken using...

Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator

OpenAIRE

Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

2015-01-01

BACKGROUND: Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. AIM: To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experienc...

Cortisol levels, burnout and engagement in university employees

OpenAIRE

Ortiz-Valdés, Juan A.; Vega-Michel, Claudia

2009-01-01

People’s psychological relationship with work can be conceptualized as a continuum ranging from negative experiences of professional burnout to positive experiences, known as engagement. A retrospective ex post facto study was carried out for the purpose of exploring and measuring the degree of relation of professional burnout and job engagement to cortisol levels and the filing of claims for medical costs among university employees. One hundred ninety-nine subjects participated. A weak posit...

Internal marketing for engaging employees on the corporate responsibility journey

Directory of Open Access Journals (Sweden)

Isabel Sanchez-Hernandez

2012-06-01

Full Text Available Purpose: The purpose of this paper is to explore whether internal marketing could be a powerful tool for engaging employees on the corporate responsibility journey. Design/methodology/approach: In the absence of empirical work linking internal marketing efforts in organizations and employee engagement in corporate responsibility issues, a conceptual approach based on literature review is carried out to determine the existing possibilities provided by internal marketing to enhance corporate responsibility.Findings: Reflexion from the extant literature indicates that, because employee engagement matters, internal responsibility should be put first. The internal marketing umbrella, including ‘selling internally’ the idea of responsibility, facilitating internal communication, enhancing corporate volunteering or the possibility to become a social intrapreneur, could help to align employees´ needs with corporate responsibility goals.Practical implications: The results suggest that managers must ensure that internal aspects of management, such as internal communication and employee commitment are taken into account in order to get success in corporate responsibility issues. Managers need to be more proactive trying to introduce the marketing function in human capital issues. Understanding employees´ wants and needs and selling internally responsibility goals would make external efforts in developing a responsible strategy much more likely to succeed.Originality/value: Reflecting the literature which highlights the importance of internal marketing, we pay particular attention to their role on promoting corporate responsibility internally. The results indicate that while organizations strive to achieve corporate responsibility goals, it is expected that effectiveness will be greater among organizations using internal marketing tools for this purpose. To the best of our knowledge is the first time this relationship has been academically discussed

The Relationship between Job Satisfaction with Burnout and Conflict Management Styles in Employees

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Mohammad-Hossein Safi

2016-06-01

Full Text Available Background and Objective: The organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 224 patients at the health center. Data collection tools consisted job satisfaction, job burnout and conflict management questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups.Results: The result indicates positive and significant relationship between job satisfactions with solution-oriented styles, job satisfaction has a negative and significant relationship with control strategy. Non confrontational strategy has not significant relationship with job satisfaction. Also, all of the components of job burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment have a significant negative correlation with job satisfaction, and solution-oriented strategy has a negative significant correlation with emotional exhaustion.Conclusion: According to the correlation of job satisfaction with burnout, control strategy and solution-oriented styles, managers can use efficient methods such as pay and benefits commensurate with ability and experience, training and professional improvement, freedom of action, the division of labor based on merit and ability, etc. affect their behavior and increase their efficiency and effectiveness in order to further the

The Link between Training Satisfaction, Work Engagement and Turnover Intention

Science.gov (United States)

Memon, Mumtaz Ali; Salleh, Rohani; Baharom, Mohamed Noor Rosli

2016-01-01

Purpose: The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention. Design/methodology/approach: Data were collected from 409 oil and gas professionals using an email survey…

Employee perceptions of management relations as influences on job satisfaction and quit intentions

NARCIS (Netherlands)

Frenkel, S.; Sanders, Karin; Bednall, T.

2013-01-01

In this paper we use a relational approach to investigate how employee perceptions of their relationships with three types of managers—senior, line, and human resource managers—are related to employees’ job satisfaction and intention to quit. Based on an employee survey (n = 1,533), and manager

The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

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Jimmy Sadeli

2012-12-01

Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

The association between job satisfaction and general health among employees of Golestan Hospital in Ahvaz, Iran.

Science.gov (United States)

Khiavi, Farzad Faraji; Dashti, Rezvan; Zergani, Nadia

2016-04-01

Job satisfaction is one of the most challenging organizational concepts, and it is the basis of management policies to increase productivity and efficiency of the organization. The general health rate may affect job satisfaction in several ways. This study aimed to determine the association between job satisfaction and general health among employees of Golestan Hospital in Ahvaz, Iran. The study population of this cross-sectional research included 100 employees of Golestan Hospital in Ahvaz, Iran. The data collection instruments were the General Health Questionnaire (28-GHQ) and the Job Descriptive Index (JDI) questionnaire. The data were analyzed using Pearson's product-moment correlation coefficient, independent samples t-test, and ANOVA statistical tests in SPSS software. The mean general health was calculated as 26.19 ± 11.04, which indicated a positive psychiatric condition. Job satisfaction with a mean score of 89.67 ± 23.3 was deemed to be relatively dissatisfied. A medium negative and significant association was observed between job satisfaction and general health and its subscales (physical health, anxiety, social, and depression). General health subscales and job satisfaction are associated. Some actions must be planned to cope with the negative factors in general health in order to increase employees' satisfaction in university educational hospitals.

The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction.

Science.gov (United States)

Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang

2011-01-01

The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.

The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

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Amare Werku Ijigu

2015-02-01

Full Text Available Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

Identifying company values and employee satisfaction in modern organizations – a case study on the methods used to diagnose employee satisfaction and recognize company values

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Radu Florea

2015-07-01

Full Text Available Values are key principles in defining an organizations identity, organizational culture, climate, employee commitment and satisfaction. One of the key aspects in obtaining organizational performance is defining culture and expressing the particular principles that make an organization function at its best. Through direct observation of an organization activating in the manufacturing industry and through the application of an employee satisfaction survey, this paper aims at emphasizing what are the basic principles that make an organization obtain performance in its activities. The study’s focus is on identifying specific elements recognized as values and the way in which they can actively determine personnel to adhere to the culture promoted within the company. The paper also focuses on determining what are the aspects recognized as strengths from the personnel’s perspective and the needs of development in order to improve working conditions and establish a sense of organizational commitment.

PERCEPTION OF SUPERVISOR SUPPORT, PERSONALITY TRAITS OF EMPLOYEES AND THEIR SATISFACTION WITH WORK-RELATED FACETS

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Olga Hadzic

2009-09-01

Full Text Available The planned downsizing in many organizations which are under the state ownership in Serbia produce a high level of uncertainty and a very specific organi-zational environment. Investigation of the satisfaction with work-related facets of the employees at the beginning of organizational changes is a very important step toward the building of an appropriate strategy for human resource management. We investigate the moderating effect of the variable “supervisor support“ on the correla-tions between variables “Big Five personality traits of employees” and “satisfaction with work-related facets”.Sample consists of 117 employees from a big state owned organization during an important organizational change. The following instruments are used: Big Five Locator - BFL, Communication Satisfaction Questionnaire - CSQ and Job Satisfac-tion Questionnaire - JS.Our results prove that the variable “supervisor support” moderate the correlati-ons between variable “personality trait conscientiousness” and variables “satisfacti-on with pay” and “satisfaction with benefit”; the correlation between variable “personality trait openness” and variable “satisfaction with pay”; the correlations between variable “personality trait negative affectivity” and variables ”satisfaction with pay”, “satisfaction with benefit”, and “satisfaction with recognition”.

The workplace as a community: promoting employee satisfaction.

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Byron, W J

1985-03-01

Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction.

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Giallonardo, Lisa M; Wong, Carol A; Iwasiw, Carroll L

2010-11-01

To examine the relationships between new graduate nurses' perceptions of preceptor authentic leadership, work engagement and job satisfaction. During a time when the retention of new graduate nurses is of the upmost importance, the reliance on preceptors to facilitate the transition of new graduate nurses is paramount. A predictive non-experimental survey design was used to examine the relationships between study variables. The final sample consisted of 170 randomly selected Registered Nurses (RNs) with authentic leadership and work engagement. Furthermore, work engagement was found to partially mediate the relationship between authentic leadership of preceptors and engagement of new graduate nurses. New graduate nurses paired with preceptors who demonstrate high levels of authentic leadership feel more engaged and are more satisfied. Engagement is an important mechanism by which authentic leadership affects job satisfaction. Managers must be aware of the role preceptors' authentic leadership plays in promoting work engagement and job satisfaction of new nurses. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

Relatedness Need Satisfaction, Intrinsic Motivation, and Engagement in Secondary School Physical Education

Science.gov (United States)

Xiang, Ping; Agbuga, Bülent; Liu, Jiling; McBride, Ron E.

2017-01-01

Purpose: Using self-determination theory, this study examined unique contributions of relatedness need satisfaction (to both teachers and peers) to intrinsic motivation and engagement (behavioral, cognitive, and emotional) over and above those of autonomy need satisfaction and competence need satisfaction among Turkish students in secondary school…

Job satisfaction and its modeling among township health center employees: a quantitative study in poor rural China.

Science.gov (United States)

Liu, Jun A; Wang, Qi; Lu, Zu X

2010-05-10

Job satisfaction is important to staff management of township health centers (THCs), as it is associated with organizational performance, quality of care and employee retention. The purpose of this study was to measure job satisfaction level of THC employees in poor rural China and to identify relevant features in order to provide policy advice on human resource development of health service institutions in poor regions. A self-completion questionnaire was used to assess the job satisfaction and relevant features (response rate: 90.5%) among 172 employees (i.e., clinic doctors, medico-technical workers and public health workers) of 17 THCs in Anhui and Xinjiang provinces of China. The study covered a time period of two months in 2007. The mean staff job satisfaction scored 83.3, which was in the category of "somewhat satisfied" on a scale ranging from 0 (extremely dissatisfied) to 100 (extremely satisfied) by employing Likert's transformation formula. Exploratory factor analysis (EFA) revealed eight domains involved in modeling of job satisfaction, among which, the caregivers were more satisfied with job significance (88.2), job competency (87.9) and teamwork (87.7), as compared with work reward (72.9) and working conditions (79.7). Mean job satisfaction in Xinjiang (89.7) was higher than that in Anhui (75.5). Employees of THCs have moderate job satisfactions in poor areas, which need to be raised further by improving their working conditions and reward.

Job satisfaction and its modeling among township health center employees: a quantitative study in poor rural China

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Lu Zu X

2010-05-01

Full Text Available Abstract Background Job satisfaction is important to staff management of township health centers (THCs, as it is associated with organizational performance, quality of care and employee retention. The purpose of this study was to measure job satisfaction level of THC employees in poor rural China and to identify relevant features in order to provide policy advice on human resource development of health service institutions in poor regions. Methods A self-completion questionnaire was used to assess the job satisfaction and relevant features (response rate: 90.5% among 172 employees (i.e., clinic doctors, medico-technical workers and public health workers of 17 THCs in Anhui and Xinjiang provinces of China. The study covered a time period of two months in 2007. Results The mean staff job satisfaction scored 83.3, which was in the category of "somewhat satisfied" on a scale ranging from 0 (extremely dissatisfied to 100 (extremely satisfied by employing Likert's transformation formula. Exploratory factor analysis (EFA revealed eight domains involved in modeling of job satisfaction, among which, the caregivers were more satisfied with job significance (88.2, job competency (87.9 and teamwork (87.7, as compared with work reward (72.9 and working conditions (79.7. Mean job satisfaction in Xinjiang (89.7 was higher than that in Anhui (75.5. Conclusions Employees of THCs have moderate job satisfactions in poor areas, which need to be raised further by improving their working conditions and reward.

EFFECTS OF TRAINING ON EMPLOYEE JOB SATISFACTION AND ACHIEVEMENT: ‘TRAIN TO GAIN’ EVIDENCE FROM MANUFACTURING BUSINESSES IN TURKEY

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Özge DEMİRAL

2017-12-01

Full Text Available This study analyzes how the formal training services that companies offer affect their employees’ job satisfaction and achievement levels that consequently increase organizations’ productivity-based gains. Training is distinguished between organizational support for training, employee enthusiasm in training and employee satisfaction with training while achievement motivation and perceived job satisfaction respectively refer to direct and indirect contributions of training. Survey-based data sets were collected from a semi-randomized sample covering 307 employees from various departments of 34 private businesses operating in Turkey’ manufacturing sectors. Findings from regression analysis, strongly support the validity of ‘train to gain’ strategy that as businesses invest in employee training activities, their trained employees’ job satisfaction and achievement motivation levels increase. The study underlines that, as a human resource management practice, employee training is an efficient way for businesses to accomplish their purposes. Together with demographic characteristics, overall results put forward some insights for both researchers and practitioners.

Satisfaction

NARCIS (Netherlands)

van der Voordt, Theo; Brunia, Sandra; Appel - Meulenbroek, Rianne; Jensen, P.A.; van der Voordt, T.

2016-01-01

This chapter presents some findings from surveys on employee satisfaction in different work environments in the Netherlands and various other European countries. It first discusses why employee satisfaction is relevant for organisations and which factors may influence employee satisfaction. Then the

IMatter: validation of the NHS Scotland Employee Engagement Index.

Science.gov (United States)

Snowden, Austyn; MacArthur, Ewan

2014-11-08

Employee engagement is a fundamental component of quality healthcare. In order to provide empirical data of engagement in NHS Scotland an Employee Engagement Index was co-constructed with staff. 'iMatter' consists of 25 Likert questions developed iteratively from the literature and a series of validation events with NHS Scotland staff. The aim of this study was to test the face, content and construct validity of iMatter. Cross sectional survey of NHS Scotland staff. In January 2013 iMatter was sent to 2300 staff across all disciplines in NHS Scotland. 1280 staff completed it. Demographic data were collected. Internal consistency of the scale was calculated. Construct validity consisted of concurrent application of factor analysis and Rasch analysis. Face and content validity were checked using 3 focus groups. The sample was representative of the NHSScotland population. iMatter showed very strong reliability (α = 0.958). Factor analysis revealed a four-factor structure consistent with the following interpretation: iMatter showed evidence of high reliability and validity. It is a popular measure of staff engagement in NHS Scotland. Implications for practice focus on the importance of coproduction in psychometric development.

Leadership Styles and Employees` Job Satisfaction: A Case from the Private Banking Sector of Pakistan

OpenAIRE

Hafiz Ali Javed; Asad Abbas Jaffari; Muzahir Rahim

2014-01-01

This research study shows the relationship of leadership styles with the job satisfaction of employees working in the private banking sector of Pakistan and also depicts which leadership style leaders have adopted most. A questionnaire with five points likert scale was used to collect data on different dimensions of leadership styles and employees? job satisfaction from 230 participants working in five selected private banks of four districts of the province of Punjab, Pakistan. The results s...

Job Burnout and Job Satisfaction among Industry, Mine and Trade Organization Employees: A Questionnaire Survey

OpenAIRE

Rahil Kazemi Talachi; Mohammad Bagher Gorji

2013-01-01

One of the most important challenges facing organizations is the increasing levels of job burnout among their employees. In the meantime, it poses the question as what the relationship between this factor and job satisfaction is. The aim of this study was to investigate the relationship between burnout and job satisfaction to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization, the number of whom is 1...

29 CFR 1620.2 - General coverage of employees “engaged in commerce.”

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false General coverage of employees âengaged in commerce.â 1620.2 Section 1620.2 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.2 General coverage of employees “engaged in commerce.” (a) Like the FLSA, the EPA...

Mixed methods study of engagement in behaviors to prevent type 2 diabetes among employees with pre-diabetes.

Science.gov (United States)

Kullgren, Jeffrey T; Knaus, Megan; Jenkins, Kristi Rahrig; Heisler, Michele

2016-01-01

Many employers use screenings to identify and recommend modification of employees' risk factors for type 2 diabetes, yet little is known about how often employees then engage in recommended behaviors and what factors influence engagement. We examined the frequency of, facilitators of, and barriers to engagement in recommended behaviors among employees found to have pre-diabetes during a workplace screening. We surveyed 82 University of Michigan employees who were found to have pre-diabetes during a 2014 workplace screening and compared the characteristics of employees who 3 months later were and were not engaged in recommended behaviors. We interviewed 40 of these employees to identify the facilitators of and barriers to engagement in recommended behaviors. 3 months after screening, 54% of employees with pre-diabetes reported attempting to lose weight and getting recommended levels of physical activity, had asked their primary care provider about metformin for diabetes prevention, or had attended a Diabetes Prevention Program. These employees had higher median levels of motivation to prevent type 2 diabetes (9/10 vs 7/10, pmotivation and social and external supports. Key barriers were lack of motivation and resources, and competing demands. Most employees found to have pre-diabetes through a workplace screening were engaged in a recommended preventive behavior 3 months after the screening. This engagement could be enhanced by optimizing motivation and risk perception as well as leveraging social networks and external supports.

Employees' satisfaction as influenced by acoustic and visual privacy in the open office environment

Science.gov (United States)

Soules, Maureen Jeanette

The purpose of this study was to examine the relationship between employees' acoustic and visual privacy issues and their perceived satisfaction in their open office work environments while in focus work mode. The study examined the Science Teaching Student Services Building at the University of Minnesota Minneapolis. The building houses instructional classrooms and administrative offices that service UMN students. The Sustainable Post-Occupancy Evaluation Survey was used to collect data on overall privacy conditions, acoustic and visual privacy conditions, and employees' perceived privacy conditions while in their primary workplace. Paired T-tests were used to analyze the relationships between privacy conditions and employees' perceptions of privacy. All hypotheses are supported indicating that the privacy variables are correlated to the employees' perception of satisfaction within the primary workplace. The findings are important because they can be used to inform business leaders, designers, educators and future research in the field of office design.

The balanced scorecard framework-a case study of patient and employee satisfaction: what happens when it does not work as planned?

Science.gov (United States)

Lorden, Andrea; Coustasse, Alberto; Singh, Karan P

2008-01-01

The successful utilization of the balanced scorecard (BSC) framework in health care has been demonstrated in the literature. Given these successes, a financially struggling hospital implemented a BSC framework intervention which attempted a culture change centered upon patient satisfaction which it hoped would translate to improved financial stability. Despite the evidence of BSC successes, the intervention, entitled Route 99, did not succeed in this hospital. This case study was conducted to identify learnable lessons and confounding factors associated with the successes and failures of Route 99. Metrics for patient satisfaction and employee satisfaction were examined as reflections of the intervention, the BSC framework, and the confounding financial condition of the hospital. Through case study methodology, mean quarterly patient satisfaction scores tabulated by an outside vendor for inpatient and outpatient services were divided into four time intervals and compared through analysis of variance. Employee satisfaction was measured through a hospital-provided 12-question employee survey, administered through convenience sampling at the beginning and 7 months into Route 99. Each question utilized a 5-point Likert scale and generated two samples which were verified for sample independence through chi-square analysis. Mann-Whitney U test was used for comparison. Inpatient patient satisfaction scores exhibited a nonsignificant upward trend. However, the analysis of variance demonstrated a significant rise in outpatient patient satisfaction (p < .05). An interesting finding was that employee satisfaction declined (p < .05) significantly for supervisors and directors in three areas. The inverse relationship between patient satisfaction and employee satisfaction is in contrast to that found in the literature by the authors. Examination of the BSC framework, the hospital's financial standing, and the metrics for patient satisfaction and employee satisfaction illuminated

Organizational Climate a Tool for Achieving Employees Job Satisfaction in Ghanaian Manufacturing Firms

OpenAIRE

Irene A. Boateng; Samuel Kanyandewe; Mary Sassah

2014-01-01

The working environment of employees has significant consequences for both individuals and organizations. It has the potential to affect the attitudes of employees. Considering the importance of human capital in the 21st century, many researchers and human resource practitioners have explained that companies focus on how to achieve the satisfaction of their employees. The primary purpose of this research paper is to investigate employees’ perception of their working environment and how the di...

Analisa Pengaruh Leadership Style terhadap Firm Performance melalui Learning Organization dan Employee Satisfaction (Studi Kasus pada Perusahaan Sektor Non-manufaktur di Surabaya)

OpenAIRE

Kristanti, Florentina

2014-01-01

Penelitian ini bertujuan untuk mengetahui pengaruh langsung yang signifikan dari leadership style terhadap learning organization, leadership style terhadap employee satisfaction, learning organization terhadap firm performance, employee satisfaction terhadap firm performance, learning organization terhadap employee satisfaction, dan leadership style terhadap firm performance pada Perusahaan non-manufaktur di Surabaya. Penelitian ini berbentuk penelitian kuantitatif, dimana data diperoleh mela...

Projects for increasing job satisfaction and creating a healthy work environment.

Science.gov (United States)

Brunges, Michele; Foley-Brinza, Christine

2014-12-01

Workplace culture is one of the biggest factors driving employee commitment and engagement. Multiple studies have shown that hospitals will perform better over time if employees are committed to their jobs and engaged in what they do. By creating and implementing multiple projects during a three-year period, a team at the University of Florida Health Shands Hospital, Gainesville, increased job satisfaction. Projects included ensuring meal breaks were offered, creating a serenity area, developing the patient ambassador role, actively addressing bullying and unprofessional behavior, assigning a student mentee to work with staff members on culture change, offering regular fun activities, redesigning the unit, reorganizing schedules to reduce stress, implementing education and training initiatives, establishing a Unit Practice Council, and implementing reward and recognition programs. Survey results and anecdotal evidence suggest that these projects combined to increase employee satisfaction and employee retention rates. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company

Science.gov (United States)

Octaviannand, Ramona; Pandjaitan, Nurmala K.; Kuswanto, Sadikin

2017-01-01

In the digital and globalization era which are demanding for tech progress. Human resources need to work more closely and concentration. Small errors can lead to fatal errors that result in high costs for the company. The loss of motivation at work influences employee satisfaction and have a negative impact on employee performance. Research was…

EFFECT OF LEARNING CULTURE, EMPOWERMENT, AND CYBER SKILL COMPETENCY ON SELF-ENGAGEMENT EMPLOYEES

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S.R.M. Indah Permata Sari

2017-12-01

Full Text Available The purpose of this research is to comprehensively about the effect of learning culture, empowerment, and cyber skill competence on self engagement of the employee in Directorate General of Potential for Defense Ministry of Defense Republic of Indonesia. The research methodology was survey with path analysis applied in testing hypothesis. It was conducted to 150 employees from population 241 employee who was selected in simple random way.Analysis and interpretation of data indicate that (1 learning culture has a positive direct effect in self engagement, (2 empowerment has a positive direct effect in self engagement, (3 cyber skill competence has a positive direct effect in self engagement, (4 learning culture has a positive direct effect in cyber skill competence, (5 empowerment has a positive direct effect in cyber skill competence, and (6 learning culture has a positive direct effect in empowerment

Impact of job satisfaction on employees' performance: a case study ...

African Journals Online (AJOL)

This study investigated the effect of job satisfaction on employees' performance with specific focus on teachers in secondary schools in Yewa South Local Government Area, Ogun State, Nigeria. The survey research design was adopted while questionnaire was used as instrument of data collection. A total of 120 copies of ...

Job satisfaction and intention to stay within community and residential aged care employees.

Science.gov (United States)

Radford, Katrina; Meissner, Ellen

2017-09-01

This study investigated the different facets of job satisfaction that influence community care and residential care employees' intention to stay in the aged care workforce. A survey of four organisations in Australia was undertaken. t-Tests were conducted to analyse differences between groups. Regression analyses were performed to examine the factors influencing intentions to stay in the workforce. Community care workers were more satisfied with various facets of job satisfaction including work on their present job, supervision, people in their present job and the job in general. There was a difference between how the various facets of job satisfaction influenced intentions to stay for residential care compared to community care workers. Both workers were satisfied with their work conditions and work to different extents. There is an opportunity for residential care to look to the practices within the community care sector to improve employees' intentions to stay. © 2017 AJA Inc.

The Impact of Internal CSR Towards Employee Engagement and Affective Commitment in XYZ Hotel Surabaya

OpenAIRE

Santoso, Irene Listyani

2014-01-01

Employees as one of the business partners play an important role to increase company's performance. By having good employees' performance on work will impact the short-term and long-term result of the business. This phenomenon happens when the employees basically engage and committed with their company. The greater the engagement and commitment employees have, the greater their willingness to go extra mile and deliver excellent performance. They will be also satisfied and proud to be a part o...

The Study of Relations between Life Satisfaction, Burnout, Work Engagement and Hopelessness of High School Students

Science.gov (United States)

Çapri, Burhan; Gündüz, Bülent; Akbay, Sinem Evin

2013-01-01

The purpose of this research is to determine the relations between high school students' life satisfaction, burnout, work engagement and hopelessness scores and examine the contribution of their burnout, work engagement and hopelessness scores in the prediction of their life satisfaction scores. The Satisfaction with Life Scale (SWLS), Maslach…

Social capital among healthcare professionals: A prospective study of its importance for job satisfaction, work engagement and engagement in clinical improvements.

Science.gov (United States)

Strömgren, Marcus; Eriksson, Andrea; Bergman, David; Dellve, Lotta

2016-01-01

Social capital can be an important resource to facilitate the needed improvements in quality of care and efficiency in hospitals. To assess the importance of social capital (recognition, vertical trust, horizontal trust and reciprocity) for job satisfaction, work engagement and engagement in clinical improvements. A prospective cohort design was used. Intensive care units and emergency, surgical and medical units at five Swedish hospitals with ongoing development of their processes of care. Healthcare professionals (physicians, registered nurses, assistant nurses) at five Swedish midsize hospitals. The participants answered a questionnaire at two occasions, NN=1602 at baseline and NN=1548 at one-year follow-up. Mean hospital response rate was 53% at baseline and 59% at follow-up. Univariate, multivariate and logistic regression analyses were performed, and the prospective analysis was based on 477 respondents. Social capital was associated with healthcare professionals' general work engagement and job satisfaction. Analysis showed positive associations between all measured aspects of social capital and engagement in clinical improvements of patient safety and quality of care. The prospective analysis showed that increased social capital predicted increased job satisfaction, work engagement and engagement in clinical improvements of patient safety. Social capital is strongly related to job satisfaction and active engagement with clinical improvements. The findings contribute to a deeper knowledge of social capital as a predictive factor that influences patient safety and health among healthcare staff. Copyright © 2015 Elsevier Ltd. All rights reserved.

Employees' psychological capital, job satisfaction, insecurity, and intentions to quit: The direct and indirect effects of authentic leadership

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Oyeniyi Samuel Olaniyan

2016-12-01

Full Text Available To investigate the impact of an authentic leader on employees' psychological capital (PsyCap, job satisfaction, job insecurity, and intentions to quit the organisation, mediation analyses, as well as a conditional process analyses, were conducted using data collected from an offshore organisation. Findings showed that employees who perceived their leader as being authentic reported more job satisfaction and less job insecurity and intentions to quit the organisations. Moreover, results also showed an indirect effect of authentic leadership through PsyCap. Finally, the influence of the captains' authenticity did not vary depending on whether or not the captain was the employees' immediate superior. Results from this study suggest that efforts should be made to focus on the components of an authentic leader during recruitment, training, or intervention. Conclusively, employees working in the marine/offshore sector are faced with persistent fluctuations and uncertainties, and having an authentic leader will promote job satisfaction, while reducing both job insecurities and turnover intentions among employees.

Segmentation of Employee Perceptions in Relation to Corporate Social Responsibility Practices

Directory of Open Access Journals (Sweden)

Alin OPREANA

2013-12-01

Full Text Available Sustainability is changing the competitive landscape and reshaping the opportunities and threats that companies face. However, for companies to become green they need employees to develop, believe and engage with these initiatives. To achieve success with sustainable practices, companies can use internal marketing which is based on the satisfaction of employees as a premise to achieve the retention and attraction of top talent that will lead to corporate success. It is estimated that the internal customer satisfaction and loyalty contribute to satisfying the external customers, leading ultimately to a company’s profit maximization. In this paper I explore the impact of companies’ sustainability efforts among their employees. More specifically, we examine the results of an online survey conducted on employees of 10 multinational companies regarding the implementation of green internal marketing and corporate social responsibility to enhance their satisfaction at work.

The moderating role of employee positive well being on the relation between job satisfaction and job performance.

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Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

2007-04-01

This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, pjob satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.

Analysis of antecedent and consequence of employee engagement in small and medium-sized enterprises in central Java, Indonesia

OpenAIRE

Handayani, Sri; Anggraeni, Ade Irma; Suharnomo, Andriyansah; Rahardja, Edy

2017-01-01

Nowadays, employee is considered essential in an organization. The active role of the employee should be concerned by practitioners and academicians. This study aimed to investigate the antecedent and consequent variables of employee engagement. Distributive justice, absorptive capacity, and job design were believed as the antecedent factors influencing work engagement. Meanwhile, organizational citizenship behavior was believed as the consequent or output factor of employee engagement. Th...

The Relationship Between Personality Traits, Stress and Job Satisfaction of Employees of Iran Telecom Companies

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Zahra Zamanian

2015-11-01

Full Text Available Background & Objectives: Job satisfaction is affected by several factors including personality characteristics and job stress. This study aimed to investigate the relationship between personality traits, job satisfaction, and stress-related. Materials and Methods: This analytical study was performed among the telecommunications industry workers. 254 persons were randomly selected as the population of the study . Eysenck Personality Questionnaire and job satisfaction and stress questionnaires were applied to gather the required data. The collected data were analyzed using SPSS statistical software. Results: There was an inverse relationship between job satisfaction and job stress. The results of job stress questionnaires showed that 176, 37, and 8 employees were under high, moderate, and low stress, respectively. Overall job satisfaction scores were 14.25 + 10.95. The relationship between job stress and scale E showed a significant positive correlation between two variables so that as the level of introspection increases, people will feel more jop stress. The two scale N and L have meaningful relationship with job satisfaction so that the more stable the character, the higher the job satisfaction . Conclusion: It can be concluded that in order for promoting the job satisfaction and reducing the job stress, self-confidence enhancing skills should be trained to the employees.

Analisa Pengaruh Employee Engagement Terhadap Kinerja Karyawan Dan Turnover Intention Di Hotel D'season Surabaya

OpenAIRE

Natalia, Jessica; Rosiana, Elvin

2017-01-01

Employee engagement di Perusahaan sangat penting karena memberikan banyak manfaat sehingga setiap karyawan harus memiliki rasa engaged. Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh signifikan employee engagement terhadap kinerja karyawan dan turnover intention serta pengaruh signifikan dari turnover intention terhadap kinerja karyawan. Jenis penelitian ini menggunakan pendekatan kuantitatif. Teknik analisis data yang digunakan dalam penelitian ini menggunakan software Smart PL...

The effect of globalization on employee psychological health and job satisfaction in Malaysian workplaces.

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Idris, Mohd Awang; Dollard, Maureen F; Winefield, Anthony H

2011-01-01

To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.

The impact of office workspace on the satisfaction of employees and their overall health – research presentation

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Andrej Baričič

2014-04-01

Full Text Available Background: The present article addresses the links between the real-estate factors of the workspace on employee satisfaction and their impact on the overall health of employees. The purpose of the research is to facilitate the improvement of employee health through the application of base parameters, and consequently, the changes of workspace and work processes. The research tests two hypotheses: real-estate factors have a significant impact on employee satisfaction with the workspace; and that satisfaction of employees with the workspace has a significant impact on the overall health of employees.Methodology: We carried out a quantitative research with a broad range of different questions, scales and differentials, whereby the majority of instruments was originally constructed with suitable measurement characteristics. Testing of the questionnaire with the method of internal consistency showed that the questionnaire demonstrates a high level of consistency. The entire questionnaire includes 163 variables divided into content sections: general questions, business building and workspace, workspace design, habits, conditions in the workspace, organisational culture, health care, physical health condition, mental health condition. In July and August 2010, the questionnaire was completed by 1,036 employees from entities in the service sector, i.e. the financial sector, health sector, civil service and others. All the respondents included in the research sample worked in offices. The questionnaire was anonymous in accordance with ethical standards. The results were statistically analysed with the application of factor analysis, which served as a basis for identifying the important factors, while we applied structural equation modelling for verifying the statistically significant mutual effects. Furthermore, we analysed the results and carried out statistical calculations to test the hypotheses.Results: The results show that real-estate factors of

Exploration, analysis and explanation of 'employee satisfaction' as an organization development and general improvement tool for the it sector of Pakistan

International Nuclear Information System (INIS)

Ahsan, A.; Kiani, H.S.; Khurshid, O.

2011-01-01

Pakistan's IT industry is currently one of the top performers as compared to other industrial sectors within Pakistan. As per the findings of Ahsan (2008), despite the fact that Pakistan's IT industry is competitive (with respect to other industries within Pakistan), its true potential is yet to be unfolded. Ahsan (2008); states that Pakistan's so called competitive IT industry has to be in lined with the international performers (Particularly South Asian economies). A simple proof of this statement can be obtained from the fact that Pakistan's general economy is 1/5 of Indian economy. This must be true for IT sector of both the economies, which, unfortunately is not the case because Pakistan's IT sector is currently 1/27 of the Indian IT Sector. Ahsan (2008) believes that partial reason of this unwanted difference may be revenue models, business practices and political situations of the two countries. Other than these reasons Ahsan (2008) believes that several soft issues are also responsible for this industrial difference. Out of these soft issues 'motivation' is one such important factor. The role of motivation as an imperative soft issue for revitalizing workforce can also be reproduced for the discussion concerning the role of 'basic employee satisfaction' as an organisation's productivity and quality enhancement tool. Employees, being an integral asset of the organizations, impact organizations in accomplishment of their objectives. The impact of employee satisfaction in software industry of Pakistan is relatively less known but plays significant role. This paper analyzes the major causes of employee satisfaction and the impact of employee satisfaction on quality and productivity dimensions (particularly) in the IT organizations in Pakistan. This research presents analysis of 'Employee Satisfaction' for IT sector of Pakistan. The study not only explores but also presents detailed explanation and analysis of the subject area for the IT industry of Pakistan by

Positive aging in demanding workplaces: The gain cycle between job satisfaction and work engagement

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Dina Guglielmi

2016-08-01

Full Text Available Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees’ well-being and job satisfaction under conditions of a generalized increase of job overload, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job workload and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 to 64 replied to the survey twice (the first time and eight months later. The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction eight months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the

The Effect of Organizational Culture on Employee Job Satisfaction

OpenAIRE

Jumana, Mariyam

2016-01-01

The study attempt to examines the impact of organizational cultures on employee job satisfaction. In this study four company with four different dominant cultures are explored. The sample includes, Company A a family business signifying clan culture, Company B Information Technology Company indicating adhocracy culture, Company C hardware franchise representing market culture and Company D an automobile company signifying hierarchy culture. Data was accumulated for the research through interv...

The Role of Training in Building Employee Commitment: The Mediating Effect of Job Satisfaction

Science.gov (United States)

Ocen, Edward; Francis, Kasekende; Angundaru, Gladies

2017-01-01

Purpose: The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda. Design/methodology/approach: The authors used correlation, regression and MedGraph to investigate the hypotheses.…

The Linkage Between Work Unit Performance Perceptions of U.S. Federal Employees and Their Job Satisfaction: An Expectancy Theory

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Soyoung PARK

2018-02-01

Full Text Available Public organizations are interested in how to improve their performance. Performance in a work unit can also influence employee job satisfaction due to positive expectations based on higher performance. Thus, our study attempts to investigate if organizational performance has an impact on employee motivation under the premise that employees who perform better in a work unit expect greater professional recognition and rewards. By using data from the 2013 Federal Employee Viewpoint Survey (FEVS, we find that employees who perceive higher levels of performance in a work unit have a higher level of job satisfaction. This paper further shows that performance perception based on rewards is also positively related to job satisfaction.However, underrepresented groups (female and non-white, older employees and mid-level (work experience from 6 to 14 years employees are less satisfied with higher work unit performance. Finally, employees in the distributive agency category are more satisfied with work unit performance while those in the regulatory agency category are less satisfied with work unit performance. In conclusion, organizations should recognize particular characteristics of employees to develop the policies related to performance management, and effectively utilize these policies in order to attract and retain proficient workers.

Job Satisfaction of Banking Sector Employees in the Federation of Bosnia and Herzegovina

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Emira KOZAREVIC

2014-05-01

Full Text Available Banks worldwide are looking for new and creative ways to operate and achieve competitive advantages under the global recession conditions. The recession effects have forced the banks to look into more effective utilisation of internal resources and their potential. Human resources are recognised as the key element in successful business navigation through difficult market conditions, including competition with other banks and non-banking financial institutions. This is even more important for the banks operating in developing countries, where the effects of the recession are considerably harsher. Many studies have acknowledged the direct link between productivity and the level of employee satisfaction. This work aims to establish and recognise some of the main factors associated with the job satisfaction of banking employees in the Federation of BiH and provide useful guidance to bank managers in this region and beyond, as a contribution to their continuous improvement efforts in business and people management during these challenging times. The research is predominantly based on the survey conducted in the banking sector of the Federation of BiH in 2013. The survey sample covers 529 respondents that represent 7.4% of the overall banking employee sector base of 7,130. The analysis of survey results, supported by empirical research and the review of related literature, revealed that job satisfaction amongst the bankers is determined by a wide spectrum of factors such as: demographic characteristics, management and supervision, monetary compensation, non-monetary recognition, work environment, job responsibility and type of tasks, social atmosphere at work and general satisfaction with life.

The Relationship between Perceived Organizational Justice and Organizational Commitment with Job Satisfaction in Employees of Northern Tehran Health Care Center

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Mohammad-Hossein Safi

2016-03-01

Full Text Available Background and Objective: Today, the organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between organizational justice and organizational commitment and job satisfaction among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 259 patients at the health center. Data collection tools consisted job satisfaction, organizational justice and organizational commitment questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups and regression.Results: The mean (SD of Job satisfaction in employees was 50.1 (12.3, perceived organizational justice was 66.4 (1.17 and organizational commitment was 61.3 (5.7, out of 100. The result value of the correlation coefficient indicates positive and significant relationship between organizational justice and organizational commitment with job satisfaction. Also, components of affective commitment and normative commitment has a significant relationship with job satisfaction, and all of the components of organizational justice (distributive justice, procedural justice, interactional justice have a significant positive correlation with job satisfaction. Regression analysis indicated that organizational justice and organizational commitment are able to predict job satisfaction of the employees. But the components of procedural justice and distributive justice were not able to predict job satisfaction, and job satisfaction can be predicted only

Employee satisfaction: creating a positive work force.

Science.gov (United States)

Wright, M

1998-01-01

In the early 1990s, El Camino Hospital (ECH) streamlined its operations in order to remain competitive. In 1992, the hospital's District Board voted to turn the hospital's management over to a nonprofit company and it became an integrated delivery system (IDS). Hospital employees continued to suffer as their work and work schedules changed in ongoing efforts by the new administration to streamline. Finally, in early 1997, the IDS, Camino Healthcare, was dissolved. The director of radiology and radiation oncology services became aware of increasing employee problems, from high turnover rates and increased absenteeism, to morale and productivity issues. Employees also worried about job redesign, re-engineering and a lack of clear direction and expectations from department leadership. The director of the department created a task force to respond to the needs of staff members. With so much anger directed at department leadership, supervisory staff were not included in the task force. The task force worked first to identify rumors and innuendos and followed with a plan to resolve such issues. The second step was to agree to focus on issues that they could change and to let go of those they couldn't. They selected five priority issues or concerns. The group met weekly and made progress by replacing negative talk and attitudes with positive ones. Meanwhile, the director researched employee satisfaction issues so she would be prepared to discuss such issues and concerns with employees. She focused on a common theme, of having a personal mission or goal for one's self. She encouraged staff members to be aware of their own behavior when communicating with others. Although several informal surveys proved there was still much work to be done, there was positive response--a light at the end of the long tunnel.

The linkage between work-related factors, employee satisfaction and organisational commitment: Insights from public health professionals

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Chengedzai Mafini

2014-08-01

Full Text Available Orientation: The public health sector in South Africa faces a number of human resource– related inundations. Solving these challenges requires the provision of empirically derived information on these matters. Research purpose: This study investigated the relationship between three work-related factors, person-environment fit, work-family balance and perceived job security, and employee satisfaction and organisational commitment. A conceptual framework that links these factors is proposed and tested. Motivation for the study: The prevalence of employee-related challenges involving public health professionals, as evidenced through industrial action and high labour turnover, amongst others, demands further research in order to generate appropriate solutions. Research approach, design and method: A quantitative design using the survey approach was adopted. A six-section questionnaire was administered to a stratified sample of 287 professionals in three public health institutions in Gauteng, South Africa. Data was analysed using descriptive statistics, exploratory factor analysis, Pearson’s correlation analysis and regression analysis. Main findings: Job security and person-environment fit both positively correlated with and predicted employee satisfaction. The association between work-family balance and employee satisfaction was weak and showed no significant predictive validity. Employee satisfaction was strongly correlated to and predicted organisational commitment. Practical/managerial implications: The findings of the current study may be used by managers in public health institutions to improve the level of organisational commitment amongst professionals in the sector, thus preventing further employee-related challenges that negatively affect the provision of outstanding public health services. Contribution: The study provides current evidence on how both work-related and humanrelated factors could contribute to the prosperity of the

Do Satisfied Auditors Perform Better? Investigating the Association between Audit Firm Employee Job Satisfaction and Audit Quality

NARCIS (Netherlands)

Gold, A.H.; Kuang, Yu Flora; Lee, Gladys; Qin, Bo

2018-01-01

We examine the association between employee job satisfaction in audit firms and audit quality. Using a US-based dataset of auditor self-assessments on their job satisfaction between 2008 and 2017, we find that auditor job satisfaction is positively associated with audit quality measured at both an

Do Satisfied Auditors Perform Better? Investigating the Association between Audit Firm Employee Job Satisfaction and Audit Quality

NARCIS (Netherlands)

Gold, A.H.; Kuang, Yu Flora; Lee, Gladys; Qin, Bo

2017-01-01

We examine the association between employee job satisfaction in audit firms and audit quality. Using a US-based dataset of auditor self-assessments on their job satisfaction between 2008 and 2017, we find that auditor job satisfaction is positively associated with audit quality measured at both an

FABRICATING EMPLOYEE ENGAGEMENT FOR ORGANIZATIONAL EFFECTIVENESS: FRAMING ITEMS FOR THE 'CAR-PER-ET-WELL' SCALE

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Dr. Manodip Ray Chauduri

2017-04-01

Full Text Available Organization thrive on people. The epicenter of organizational excellence revolves around to the degree and extent of human involvement at work. To have a committed workforce, ensures satisfication, consummation and fulfillment in the minds of employess. A satisfied worker is a happy worker and of course can prove to be most productive, prolific and industrious in his work and in execution of his responsibilities. With a brief introduction on the concept of employess engagement, the paper through detailed literature survey, outlines various aspects of employee engagement, underlying employee career prospects, the significance of ethical framework and significance of employee well-being in the organizational domain. The objective of the paper is to reach understanding of certain identifiable areas within the field of employee engagement viz.; career, performance, ethics and wellness. These issues are quite pertinent for competitive survival of organizations in the current turbulent business climate. A scale "car-per-et-well" has been developed for item analysis in the present study. The coverage of the study makes an attempt to reach out to teh relevance of employee engagement for organizational accomplishment

The Impact of Specialized Telephonic Guides on Employee Engagement in Corporate Well-Being Programs.

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Boerger, Nicholas L; Barleen, Nathan A; Marzec, Mary L; Moloney, Daniel P; Dobro, Jeff

2018-02-01

Employer-sponsored well-being programs have been growing in popularity as a means to control rising health care costs and increase workplace productivity. Engagement by employees is necessary for these programs to achieve their desired effects. Extrinsic motivators in the form of incentives and surcharges are commonly introduced by employer program sponsors to promote meaningful engagement. Although these may be successful in achieving a degree of engagement, individuals benefit by being intrinsically motivated as they modify behaviors and improve short- and long-term well-being. Telephonic guides equipped with motivational interviewing and other behavioral strategies to improve engagement may bridge the gap between extrinsic and intrinsic motivation. The objectives of this study are to determine characteristics associated with employee utilization of these guides when offered and to compare subsequent program engagement rates between utilizers to a propensity score matched group of employees who were not offered the service. The data were retrieved from a well-being program provider's database. The study examined 166,258 employees across 35 employers. It found utilizers were older, proportionally more female, in the manufacturing industry, incented to use the guide service, offered a larger incentive for program participation, had healthier self-reported behaviors, and had a higher perception of their employer's focus on well-being. The study found that guide utilizers were significantly more likely to engage in telephonic coaching, digital coaching, and activity tracking up to 6 months. The study's findings suggest telephonic guides using a range of behavioral techniques are an effective strategy to drive well-being program engagement.

Analysis of Employee Engagement to Improve the Performance of Retail Risk Group PT Bank Mandiri

Science.gov (United States)

Wiseto, Artody; Hubeis, Aida Vitayala; Sukandar, Dadang

2016-01-01

Nowadays, every company requires their employees have a bound sense to their company. It's called engagement. Also have that expectation, PT Bank Mandiri (Persero) Tbk, Bank with the largest assets in Indonesia. PT Bank Mandiri (Persero) Tbk expect which employee engagement can improve the performance such as financial, service, and production…

Job Insecurity As Moderating Employee Engagement Toward Intention To Quit At Goverment Bank In Bandung City

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Deddy Rusyandi

2015-08-01

Full Text Available The purpose of this research was to demonstrate the importance of employee engagement and its relationship to employee intent to quit witch moderated by job insecurity on employees frontline state bank in Bandung City Indonesia. The method used is explanatory survey method that this study took a sample of the population with a questionnaire and interview techniques as the primary means of data collection. The subjects of the study were also as the unit of analysis in this study is the frontline employees teller and customer service that serve the general customers where the position is vulnerable to employee turnover whereas they are the spearhead or the forefront frontline that connects to the customers bank the customer . A randomly selected sample of 4 bank was used in this study. A total of 270 respondents participated. Data were analyzed using Smart PLS 2.0. The linear regression analysis indicated there was a significant strong and negative linear relationship between employee engagement level and employee intent to quit rate. The results of this research promote employee engagement is a significant negative effect amounted 4142 of the intention to quit while the variable job insecurity is not proven significantly. The conclusion from this study is that the employe engagement give significant influence on the intention to quit and variable job insecurity is not a variable moderation.

Employee Engagement and Turnover Intent: An Analysis of the Thai Public Sector

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Tanthasith, Sitthichai

2016-01-01

Organizations these days are facing a number of challenges that affect their performance and productivity. As workplaces become more challenging to employees, employee engagement and turnover become critical concerns for management. Drawing on insights from the Job Demand-Resource model, this study explores the relationships between key…

Internal marketing for engaging employees on the corporate responsibility journey

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Isabel Sanchez-Hernandez

2012-07-01

Full Text Available Purpose: The purpose of this paper is to explore whether internal marketing could be a powerful tool for engaging employees on the corporate responsibility journey.Design/methodology/approach: In the absence of empirical work linking internal marketing efforts in organizations and employee engagement in corporate responsibility issues, a conceptual approach based on literature review is carried out to determine the existing possibilities provided by internal marketing to enhance corporate responsibility.Findings: Reflexion from the extant literature indicates that, because employee engagement matters, internal responsibility should be put first. The internal marketing umbrella, including “selling internally” the idea of responsibility, facilitating internal communication, enhancing corporate volunteering or the possibility to become a social intrapreneur, could help to align employees’ needs with corporate responsibility goals.Practical implications: The results suggest that managers must ensure that internal aspects of management, such as internal communication and employee commitment are taken into account in order to get success in corporate responsibility issues. Managers need to be more proactive trying to introduce the marketing function in human capital issues. Understanding employees’ wants and needs and selling internally responsibility goals would make external efforts in developing a responsible strategy much more likely to succeed.Originality/value: Reflecting the literature which highlights the importance of internal marketing, we pay particular attention to their role on promoting corporate responsibility internally. The results indicate that while organizations strive to achieve corporate responsibility goals, it is expected that effectiveness will be greater among organizations using internal marketing tools for this purpose. To the best of our knowledge is the first time this relationship has been academically discussed

The Influence of Employee Ability, Hospital???s Ethic and Leadership to Satisfaction through the Employee Commitment: A Study on Indonesian Type A Government Hospital

OpenAIRE

Mardiana, Ria; Djabir Hamzah; Syamsul Bahri

2013-01-01

Aims: The aims of this study is to confirm the direct and indirect influence of employee ability, perceived of hospital???s ethic and leadership to the satisfaction of customer through employee commitment. Sample are hospital???s stakeholders that consist of paramedics (frontliners, doctors, and nurses) and inpatient of healthcare insurance. Study design: A survey instrument comprising a construct of employee ability, perceived hospital ethic, lead...

Job burnout and employee engagement : A meta-analytic examination of construct proliferation

NARCIS (Netherlands)

Cole, M.S.; Walter, F.; Bedeian, A.G.; O'Boyle, E.H.

Drawing on 50 unique samples (from 37 studies), the authors used meta-analytical techniques to assess the extent to which job burnout and employee engagement are independent and useful constructs. The authors found that (a) dimension-level correlations between burnout and engagement are high, (b)