Abstract: The present examination explored on the impact of work place spirituality and procedural justice on work locus of control, employeejobsatisfaction and employee organisational commitment among workers from private institutions of high learning in South Africa. Due to limited researches that have concentrated on the impact of workplace spirituality and procedural justice on work locus of control, employeejobsatisfaction and employee organisational commitment in developing countries especially in Southern Africa. A review was done and information was accumulated by methods for surveys on a sample of 150 academics and support staff in a private university setting in Gauteng, South Africa. Structural equation modelling was employed to analyse data using the Smart Partial Least Squares (PLS) software. By means of a partial least squares structural equation modelling approach, this study validates that elements such as workplace spirituality, procedural justice and work locus of control are instrumental in stimulating the employeejobsatisfaction and employeejob commitment. The present investigation offers suggestions for academicians in the field of resource management by upgrading their comprehension of the how workplace spirituality and procedural justice impacts work locus of control, employeejobsatisfaction and employee organisational commitment.
According to James Brown (2007), he defines fairness as equal treatment, receiving the same services and benefits as other people. Fairness means different things to different people, and our view of whether or not something is fair often depends on the circumstances (Klesh, J. 1979). Competent employees are essential to the success of any organization. An important factor driving satisfaction in the service environment is service quality. One school of thought refers to service quality as a global assessment about a service category or a particular organization (PZB, 1988). Recently, it has been argued that satisfaction is generally viewed as a broader concept and service quality is a component of satisfaction (Zeithaml & Bitner, 2003). This is because satisfaction derives from various sources, such as service encounter satisfaction and overall satisfaction. In other words, a little satisfaction from each service encounter leads to overall satisfaction with the service. Various studies discussed shows that jobsatisfaction has been studied with relevance to co-worker behavior supervisor behavior, pay and promotion, organizational factors and other work related factors. In some studies the employees were highly satisfied or otherwise. The aim of this study is to determine the factors affecting employeejobsatisfaction in pharmaceuticals Companies.
Employeejobsatisfaction is tremendously crucial not only for the employees but also organization as a whole Ostroff (1992). Mitchell, Holtom, & Lee (2001) has been perceived that top-level management must need to realize how an employee will be happy to their job. Because being satisfied employees are usually happy and motivated to their job, as a result, organization can gain amazing performance from them, alternatively, those employees are dissatisfied with their job will now not encouraged and concern towards the routine of work and even they're within job however escaping the responsibilities, furthermore, they might be high level of absence from their work Judge et al (2001). Whilst even they're present in the job however they've much less concern to the issues of organization, which is honestly affect the organization performance negatively. This is because based on employee performance organization made anticipated goal towards following terms.
This learning proves that job stress is directly impact on academic life as well as a person’s practical life. Dingeta, JobSatisfaction And Organizational Commitment Of Teacher Educators: The Case Of Arbaminch College Of Teacher Education (Amcte), 2013 says in their study that there are many factors that are contribute in the satisfaction of a person. In academic life if teachers feel stress in their job then they did not deliver the lecture in a good way and on the other side the students are not interested to get the lecture and feel stress in their study. If the students don’t feel stress in their studies then they can freely participate in the study activities.in organizations if the employees fell stress in their job they do not complete their work. They feel burden on their job. This is because increase stress and decrease jobsatisfaction increase the load of work to employees. This study provides the useful information about the job stress and employeejobsatisfaction that helps the people in their academic life as well as practical life. In educational sectors and organization the management tries to feel their employees stress free and feel happy to their jobs.
Organizations are made up of people, and the success or failure of these organizations are dependent on the people in the organization. It has been proven time and again that one of the ways to get the best performance out of employees is to make them comfortable and happy. Workers of all ages and income brackets continue to grow increasingly unhappy at work - a long-term trend that should seriously concern employers. How then do managers create satisfied employees? Since compensation has been a major factor of motivating employees in an organization. This study examined the issue compensation and employeejobsatisfaction. Data was collected and analyzed in terms of descriptive statistics and Pearson chi square was used to test the significance of relationship between compensation and employeejobsatisfaction. The result indicated that there is no significant relationship between compensation and employeejobsatisfaction among the respondents. However components of compensation such as career development and job security were major contributing factors to employeejobsatisfaction. The study recommended that better carrier development opportunities should be given to the employees to increase jobsatisfaction.
This project is undertaken A study on EmployeeJobsatisfaction in EXCEL TECHNOLOGIES at Visakhapatnam region. Jobsatisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Jobsatisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that jobsatisfaction is correlated with life style. This main objective of this project is to define and show practically the importance for the level of employeejobsatisfaction. The basic introduction tells about the necessity of the study, objectives and the scope of study. The research methodology consists of data presentation and analysis of the study. Based on the research the conclusions were drawn by analyzing the impact of physical, psychological and environmental factors on job satisfactions of non- managerial employees of EXCEL TECHNOLOGIES.
JobSatisfaction is the buzz word in today’s corporate era. Since the transformation of personnel into HR, and its inception in the industry new concepts related to human capital has been emerging day by day. A decade ago this concept was not practiced or applied and the employees were very loyal to their organizations and used to start and end their career in the same organizations. Apart from the bread and butter the organization used to act as their sanctuary and no one was much concerned about the job itself or jobsatisfaction. Over the period of time employees have witnessed several eras in modern business history and the concept of treating humans as assets of the organization has flourished and has done wonders around the world in terms of growth of companies.
expected performances from coaches and also qualities of the athletes which they will train in the clubs they work. It is important that the coaches, who help sports to e it will affect the athletes’ they train and success of the teams. As the level of the coaches ‘ jobsatisfaction affects their teams’ or clubs’ success positively, it is also seen that it affects the success negatively if jobsatisfaction is at low levels. The coaches, who had reached jobsatisfaction, provide positive effect on themselves, on the society and on the In the aspect of the organizations taking place in the changing and developing world order and the workers izations, jobsatisfaction has always been a study subject. Since early 1900s, scientists who are interested in behavioral sciences have done research to determine the extent of jobsatisfaction and the elements udies done to maintain jobsatisfaction are “Hawthorne” studies which developed by Elton Mayo and colleagues in America, Chicago Western electricity corporation in 1920s, but e workers as human beings caused by problems such as low morale and performance, and if the workers are respected more, industrial corporations Vroom (1964) defines jobsatisfaction as pleasing or positive emotional state which is caused by the individual who evaluates their work or work
Jobsatisfaction focuses on all the feelings that an individual has about his / her job. It has been assumed by organizational behavior research that individuals who express high satisfaction in their jobs are likely to be more productive, have higher involvement and are less likely to resign than employees with less satisfaction. Banks are the backbone of our country and therefore their contribution to the nation should be to the fullest. The main focus of this study was to examine the level of jobsatisfaction of employees. This study identifies the employees’ jobsatisfaction level on salary, fringe benefits and job security, training and development of employees in ICICI bank in Itanagar.
Working conditions is working environment provided by the employer/organization and also known to be the non-pay aspects of conditions of employment, which include the following; amenities, degree of safety, health, well-being, etc (Bockerman and Ilmakunnas, 2006). Working conditions is the conditions in which employee works and activities such as training; working time, work-life balance, etc., (Majid, 2001). Essentially, there is a distinct difference between employees and jobs. Employers may choose to provide different working conditions for different employees regarding the type of employment offered; contract or permanent. However, the study shall take some of the components into consideration such as safety at work, flexible arrangement, overtime, with no preference to any. Work flexible arrangements have impact on employee family conflict (Kossek et al., 2005). Overtime plays a vital role (Peters, 2000; Robert Reich, 1992). Employees demand more friendly work flexibility (Fleetwood, 2007); they demand employee-friendly flexibility, where they determine how much, when and where they work, which include voluntary part- time work, flexible working hours, etc. Unfavorable working conditions greatly increase the level of job dissatisfaction (Bockerman and Ilmakunnas 2006).
Positive self-expression as an EIB is evident in a leader who creates a climate of opportunity and growth for others in a collegial environment and clearly enhances an employee’s sense of jobsatisfaction as the evidence suggests. The leader who demonstrates emotionally intelligent self-expression rejoices in the success of others and makes a concerted effort to remain out if the limelight. Such behaviours support the view held by Kouzes and Posner (1995) that respect for such a leader is generated through the humbleness and humility that the leader demonstrates in enabling others to believe in their own self-worth. The creation of opportunity as suggested by Singh (2005), is evident when collegial leaders empower their employees to take the lead in their particular areas of expertise regardless of their hierarchical position. The evidence also supports the view of Kast and Rosenzweig (1985) who note that when good performance is rewarded with sincere praise and intrinsic rewards by the leaders, required levels of commitment abound as employees are constantly made to feel worthwhile and special. The point raised by Senge (1996) that a leader should serve others, particularly in an atmosphere of collaborative teamwork and a shared vision, is supported by this study’s findings.
Bakotić and Babić, (2013) discovered at study conducted in one Croatian shipbuilding company that employees who work in good working conditions, they are more satisfied than employees who work under stress or bad working conditions. In addition, employees who work under uncomfortable working conditions become less productive and dissatisfied. Thus, the working conditions are an essential factor of employees overall jobsatisfaction. The results of their study indicated that developing and improving the working environment stemmed from several conditions, which are: the development of security at work, training of employees, improvement of machinery and tools, and appropriate safety equipment. Employees who work in comfortable working conditions have increased jobsatisfaction and performance. Mokaya et al. (2013) stated that the working conditions, remuneration package (i.e., salaries and benefits) and promotion are basic elements for employeejobsatisfaction. However, remuneration generally had a greater impact, while promotion had the least impact on employeejobsatisfaction. Roelofsen, (2002) indicated that improving and developing the working conditions decreases complaints, turnover and absenteeism, and increases productivity and satisfaction the employees working at the organization. Therefore, the management should increase efforts to improve employeejobsatisfaction, which can produce satisfied employees who tend to have positive impact on customer satisfaction. Leblebici, (2012) stated that the workplace environment plays an important role for the satisfaction and performance of employees. Currently, employees may have various working alternatives, and the conditions of the workplace become an important component for accepting and retaining the jobs. In addition, Saeed et al. (2013) concluded that health work environment and relations motivate the employees can make them to produce more, consequently increasing the level of their performance. Identifying the elements that play the most important roles in making up the physical environment of a workplace and defining them is the need of the hour. Consequently, the following hypothesis is proposed:
leadership into a research model for studying employeejobsatisfaction among the employees of automotive industries in India. The research is conducted among 234 employees of automotive industries in India and the result of this study shows that the jobsatisfaction level of employees is medium and the top management leadership need to take attention of enhancing the employeejobsatisfaction level. The result also shows that there is a significant relationship was approved between 1) employee empowerment, 2) teamwork, 3) employee compensation and 4) management leadership. Sinha Ekta (2013) indicated that in a competitive market its very important to retain good employees, that contribute towards the attainment of Organizational goal and customer satisfaction as well.The research is done in KRIBHCO, Surat and with sample size of 150 employees based on systematic sampling. Data was collected based on structured questionnaire method on Likert five point scale for 23 major variables which were reduced to five factors namely Empowerment & Work Environment, Working Relation, Salary & Future prospects, Training & work Involvement and Job Rotation. It was found that the employees to be satisfied on the basis of above said five factors. It is also found that a few important factors that normally contribute to the employeesatisfaction, didn’t have much influence on employeesatisfaction in KRIBHCO, Surat, such as : welfare measures, role clarity, freedom of decision making and recognition at work. The innovativeness and creativeness of employees also took a back seat as far as satisfaction level was concerned. Rani Swaroopa B. and Neeraja P.(2014) examined the levels of job-satisfaction of primary school teachers. The study was conducted in Tirupati town, multi stage random sampling technique was used to select the sample. The sample comprises of 64 (32 male teachers and 32 female teachers) from private and government schools of Tirupati town. The teachers were selected according to their work experience that is below 5 years and above 5 years. The results revealed that there was significant positive relationship between teacher’s jobsatisfaction and their age, length of service. Teachers differed significantly in their job-satisfaction with reference to gender and income. The level of education is significantly affected the primary school teacher’s jobsatisfaction.
Locke (1976, p. 1304) describes jobsatisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one‟s job or job experiences”. Jobsatisfaction entails how people feel about the job they engage in and its different aspects. Spector (1997) contends that jobsatisfaction explains the extent to which people like (satisfaction) or dislike (dissatisfaction) the job they do. When an employee has a high level of jobsatisfaction, propensity to look for another job and that of leaving an organization decreases. It is likely that the higher the jobsatisfaction that employee experience, the more positive the attitude towards the jobs and commitment to the organization (Sarwar and Abugre, 2013). Hulin and Judge (2003) maintain that jobsatisfaction includes multidimensional mental responses to one‟s job. These responses have components in the cognitive (evaluative), affective (or emotional), and behavioral dimensions. Thus, jobsatisfaction is one the most essential variables as it explains the general attitude of the employee to the job. Jobsatisfaction from an assessment perspective is being considered an attitudinal variable. Attitude is defined as “summation of sense, beliefs and thought, which the individual form in direction with his perception about his environment” (Celik, 2011, p.9 ). In the traditional jobsatisfaction model, employee feelings about the job that one engages in was the major focus. However, satisfaction and dissatisfaction are not limited to the nature of the job that one does, but also depends on the perceptions, attitude and expectations towards the job (Lu et al., 2005). Moreover, organizations depend on people (employees), and the manner in which its employees behave depends on the way the managers direct the organizational affairs. Therefore, wise managers give priority to employeejobsatisfaction due to the relevance. The importance of employees cannot be underestimated as they remain planners, designers and implementers of organizational progress towards achieving its objectives (Senyucel, 2009).
This paper aims at developing insight on how employee retention is relevant in the private life insurance Companies in India. This study identifies motivating factors defined by Fredrick Herzberg in his Two Factor theory of motivation on sales employee retention in the private life insurance sector in India. These studies also elaborates the influence of motivating factors on the sales employeejobsatisfaction and further the extent of the influence on the employee retention. The main objective is to understand the nature of the motivating factor, their relation with the jobsatisfaction and its influence on the employee retention. This study also helps to find out the factors which are highly responsible for the retention in private life insurance companies in India. Keywords: Employee retention, JobSatisfaction, Motivators, Hygiene factors
On the basis of results, it is concluded that employee empowerment has positive and significant impact on employeejobsatisfaction and there is significant difference among gender wise jobsatisfaction level. This study confirms that employee empowerment leads towards higher level of employees jobsatisfaction. Service industry in Pakistan is facing so many problems for last few years such increasing number of new entrants/competitors in service industry, economic conditions, political instability and energy crises. These factors have affected the corporate industry in general and service industry specially. The results of this study useful for both private and public sector service industry employers.
On the basis of results, it is concluded that employee empowerment has positive and significant impact on employeejobsatisfaction and there is not a significant difference among gender wise jobsatisfaction level. This study confirms that employee empowerment leads towards higher level of employee‟s jobsatisfaction. Thus from the above discussion it is clear that various dimensions of empowerment is related to jobsatisfaction. The finding of this study stated that the dimensions of employee empowerment of the employees of banks (meaning, competence, self-determination and impact) and their jobsatisfaction are related is in lieu with previous studies. Thus the bank employees like their jobs more when they find their work meaningful, when they feel capable of performing their work well, when they have freedom to make decisions about their work, and when they feel that they can have an impact on organizational outcomes. As in India a lot of problems exist in banking sector due to which stress is inevitable and unavoidable. This in turn will impact the productivity and which act as deterrent not only for the economy but also for banking sector. The productivity is a psychological aspect in service sector which is a predictor of innovative behavior of the employees. Thus to achieve higher productivity and jobsatisfaction it is recommended that Employee Empowerment should be encouraged in banking sector of India.
Perusahaan Daerah Pasar Kota Denpasar (later called PD Pasar Denpasar) is a regional company that manages the traditional market in Denpasar, Bali and it participates in improving the economy especially traditional traders, accommodating labors and creating job. The main task of their employees is to foster, manage, develop and organize every activity that relate to the marketing field. Meanwhile employees which are important assets of the company that should be able to encourage the progress of their company, show low level of commitment with a low level of attendance. Hanisch and Hulin (1991) state that a low level of attendance can be a reflection of the employee’s low commitment. The importance of employee commitment to the company should be increased to achieve the vision and mission of the company. This can be done in various ways, one of which is to create an organizational climate and jobsatisfaction for employees. Affandi (2002) stated that organizational climate influences commitment, a good organizational climate can strengthen employee commitment to work as well as possible. But a poor organizational climate will weaken employee commitment. Meanwhile Aydogdu and Asikgil (2011) stated that jobsatisfaction has a significant positive effect on organizational commitment. Aside from influencing organizational commitment, organizational climate also affects jobsatisfaction. Based on the results of research from Kustianto and Iskhak (2015), organizational climate has a positive and significant effect on employeejobsatisfaction.
in psychology, it has been for quite a long time that discussions are on-going about the role of the employee’s jobsatisfaction in their efficiency at work (Vroom, 1964). besides, studies conducted so far have demonstrated (petty, mcGee & cavender, 1984) close correlations between jobsatisfaction of the employee and their performance at work. there is an assumption that employeejobsatisfaction not only closely relates to their efficiency at work, but also has direct impacts on their efficiency at work (furnham, 2005). theoretically, this leads to a conclusion that teacher jobsatisfaction is closely related with their professional activity and, thereby, also with quality of education.
occurance of work stress due to imbalance between the employee personality characteristics with the characteristic aspects of his work and can occur in all working conditions. There are two types of stress that is Eustress and Distress. With the introduction / socialization of work stress problems can be expected to minimize the stress of work or at least can point towards the work stress stress Eustres is the result of the response to stress that is healthy, positive, and constructive (constructive). This includes the well-being of individuals and organizations that are associated with the growth, flexibility, adaptability, and a high level of performance; the need for the introduction / socialization problems Organization Citizenship behavior (OCB). Introducing Organizational Citizenship Behavior (OCB) is expected to bring a culture that led to the implementation of Organizational Citizenship Behavior (OCB). Organizational Citizenship Behavior (OCB) can arise from a variety of factors within the organization, such as the existence of employeejobsatisfaction and organizational commitment of high .If this is the case can be said to have established a sense of unity among employees. Sympathy and Empathy can be awakened and this show has been the formation of solid team work and leading high performance. Implication in Managerial there are Designing new Vision and Mission to accommodate the needs of stakeholders and the changing demands of the changing situation; it need to redesign the rules and regulations of the Merit System.As one of the factors leading to jobsatisfaction, and is one of the motivators, it is proper if the Merit system used periodically need to be reviewed, whether Merit system that there is already good or there needs to be improvement / changes to suit the changing circumstances in both internal and externally. Phased implementation of quality assurance system /Quality Assurance, both internally and externally.