...Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW MANAGEMENT RESEARCH AND PRACTICE VOL. 3 ISSUE 4 (2011) PP: 77-86 JOB SATISFACTION: A LITERATURE REVIEW Brikend AZIRI Faculty of Business and Economics, South East European University, Ilindenska 1200, Tetovo, Makedonia b.aziri@seeu.edu.mk Volume 3, Issue 4 / December 2011 Management Research and Practice Abstract Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations. Keywords: job satisfaction. 1. DEFINITION AND IMPORTANCE OF JOB SATISFACTION Despite its vide usage in scientific research,as well as in everyday life,there is still no general agreement regarding what job satisfaction is. In fact there is no final definition on what job represents. Therefore before a definition on job satisfaction can be givven , the nature and importance of work as a universal human activity must be considered. Different authors have different approaches towards defining job satisfaction. Some of the most commonly cited definitions on job satisfaction are analysed in the text that folows...
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...meaningfulness and job satisfaction and the related impact it has on employee withdrawal decision process. Name: Angela Cheng Studentnumber: 6514392 Supervisor: Dr. ‘Alim Beveridge Nottingham University Ningbo 2014 1.0 INTRODUCTION ...................................................................................................................... 3 1.1 INTRODUCTION .......................................................................................................................................... 3 1.2 RESEARCH TOPIC ....................................................................................................................................... 3 1.3 PROJECT RATIONALE .................................................................................................................................... 3 1.4 RESEARCH QUESTIONS .................................................................................................................................. 4 1.5 RESEARCH PARTICIPANTS ............................................................................................................................ 4 2.0 LITERATURE REVIEW ........................................................................................................... 5 3.0 RESEARCH DESIGN ................................................................................................................ 6 3.1 DATA COLLECTION ..............................................................................
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...Comparison Matrix Essay This paper compares two studies dealing with leadership strategies in work-related settings. Although the settings vary, the study of management approaches and job satisfaction are similar in each. Charles Emery and Katherine Barker’s article, “The Effect of Transactional and Transformational Leadership Styles on Organizational Commitment and Job Satisfaction of Customer Contact Personnel”, assess the effect of transactional and transformational leadership styles on job satisfaction and the accountability of customer service personnel. The research suggests that some styles of management, such as transformational leadership, may be more effective in the dedication of customer service employees. Daniel Koys’ article, “The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study”, addresses the issue of whether business outcomes are influenced by employee attitudes and behaviors or vice versa. In addition, the researchers concentrate on organizational citizenship as well as employee turnover. Each research study in this paper will be addressed as Article 1 and Article 2 respectively throughout this paper. Comparison of Research Questions Both of these topics examine employee outlook and job gratification in the workplace as well as the impact employees have on customer mindsets and business outcomes. In article 1, transformational leadership and its relationship with...
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...Expanded Comparison Matrix | |Article 1 |Article 2 |Article 3 | |Title/Author(s) |Transformational Leadership in the Public Sector: Does Structure |The Effect Of Transactional and Transformational |The Reality of Web-Based Interaction in an | | |Matter? |Leadership Styles on the Organizational Commitment and |Egyptian Distance Education Course | | | |Job Satisfaction of Customer Contact Personnel | | | |Wright & Pandey | |Alaa Sadik | | | |Emery & Barker | | | | | | | |Purpose of the study ...
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...Motivation and Job Satisfaction Research THE RELATIONSHIP BETWEEN WORK MOTIVATION AND JOB SATISFACTION Nadia Ayub Department of Business Psychology Shagufta Rafif Department of Management College of Business Management, Karachi Abstract Numerous researchers investigated the relationship between job satisfaction and work motivation in diversified professions but none investigated bank managers in Pakistan. Therefore, the current study attempts to explore the relationship between work motivation and job satisfaction. Based on the literature review two hypotheses were formulated 1) There will be positive relationship between work motivation and job satisfaction, and 2) There would be a gender difference on the variable of work motivation and job satisfaction. To asses job satisfaction, “Job Satisfaction Survey (JSS; Spector, 1997)”, and for motivation, “Motivation at Work Scale (MAWS, Gagné, M., et.al, 2010)”, were used. The sample of the study consists of 80 middle managers (46 males; 34 females) from different banks of Karachi, Pakistan. A Pearson Product Moment Correlation Coefficient was calculated for the correlation between the work motivation and job satisfaction. In order to find out gender differences t test was computed. In conclusion, the findings of the study suggest that there was a positive correlation between work motivation and job satisfaction. Furthermore, there was a significant gender difference on the variable of work motivation and job satisfaction. Keywords:...
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...JOB SATISFACTION AT EDUCATION A Study of Uniglobe College A Research Proposal Submitted to the Department of Research, Uniglobe College, (Pokhara University affiliate) in Partial Fulfillment of the Requirements for the Degree of Bachelor in Bachelor in Business Administration By Dipa Shrestha Uniglobe College July 2011 Table of Contents Chapter 1 INTRODUCTION 3 1.1 Introduction 3 1.2 Statement of Problem 4 1.3 Objective of the study 4 1.4 Organization of the study 5 Chapter 2 REVIEW OF LITERATURE 6 Chapter 3 RESEARCH METHODOLOGY 7 REFERENCES 8 JOB SATISFACTION AT EDUCATION CHAPTER 1 INTRODUCTION 1.1 Introduction Teaching is a noble and an extraordinary complex activity involving a range of skills, perceptions, attitudes, knowledge and sensitivity. Here, teachers must be more than mere technical or subject experts. A teacher’s growth is reflected in his or her attitude, philosophy, values, belief, interests and job satisfaction. Education is the major instrument to change and has significant task of preparing leaders for different walks of life-social, political, cultural, and scientific and so on. They play key role in the generation, transfer and application of new knowledge. The intellectual dynamism, resourcefulness and economic prosperity of any nation are reflected in the quality of its teachers and education. The challenge of the twenty first century is a challenge to survive as institutions of quality of excellence...
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...staffing and increases in overtime. The purpose of this paper was to identify why personnel were leaving the department and to suggest ways to improve employee retention. Descriptive and evaluative research methods were utilized to answer the following research questions: 1. 2. 3. Why have members left the Range Complex Fire Department? In general, why do employees leave the fire organizations they work for? What does the upper management team of the RCFD believe are the reasons personnel are leaving the department? 4. What retention programs are used by other federal fire departments? To identify why employees were leaving the RCFD nine interviews were conducted with former employees that had left the department in the last five years. A literature review was conducted to locate information on why employees leave organizations. Seven interviews were conducted with the upper management team of the RCFD to find out why they believed personnel were leaving the department. To identify retention programs within other federal fire departments an interview was conducted with the Chief of Fire Protection for the Air Force Materials Command...
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...Motivation and Job Satisfaction Contents Abstract 3 1.Introductory Background 3 1.1Scope of the Research 4 1.2Research objectives 4 1.3About Etisalat 5 2.Literature Review 5 2.1Understanding the Concept of Motivation 5 2.2Job Performance and Satisfaction 6 2.3Theory of Motivation – Maslow’s Hierarchy of Need 7 3. Research Methodology 8 3.1 Research Philosophy 8 3.2 Research Approach 8 3.3 Method of Data Collection and Analysis 9 3.4.Ethical consideration 9 4. Research Result 9 5. Detail Analysis of Survey 10 6. Research Discussion 16 7. Research Conclusion 17 8.Bibliography 18 Abstract In the current competitive scenario people are trying hard to match their capabilities and aspiration to achieve their personal as well as professional objectives. On the same hand even organizations are seeing tough time to maintain their market performance that determines the success and failure of the organization. The performance of employee in organization is directly correlated to their level of motivation driven through their job structure with respect to the roles and responsibilities assigned to them depending on their caliber resulting to job satisfaction. In order to create commitment as well as motivation level among employees, employer has an important role to play. It is his directions and guidance under which the employee operates in the organization. Appointing the right resource to a job requirement and assigning it a complete authority as well as job responsibilities...
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...ESADE WORKING PAPER Nº 239 September 2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao Simon Dolan Shay S. Tzafrir ESADE Working Papers Series Available from ESADE Knowledge Web: www.esadeknowledge.com © ESADE Avda. Pedralbes, 60-62 E-08034 Barcelona Tel.: +34 93 280 61 62 ISSN 2014-8135 Depósito Legal: B-3449-2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao* ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain yuanjie.bao@esade.edu Simon L. Dolan ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates...
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...HRPYC81/103/0/2013 Tutorial Letter 103/0/2013 Research Report HRPYC81 Year module Department of Psychology This tutorial letter contains Projects 4808 to 4813 Bar code CONTENTS READ ME FIRST .......................................................................................................................................... 3 PROJECT 4808 ............................................................................................................................................ 4 PROJECT 4809 ............................................................................................................................................ 5 PROJECT 4810 .......................................................................................................................................... 14 PROJECT 4811 .......................................................................................................................................... 36 PROJECT 4812 .......................................................................................................................................... 42 PROJECT 4813 .......................................................................................................................................... 55 2 HRPYC81/103 READ ME FIRST Tutorial Letter 102 Tutorial Letter contains Assignment 01as well as the following projects: Project 4802 Project 4803 Project 4804 Project 4805 Project 4807 Tutorial Letter 103 Tutorial Letter 103...
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...SAN BEDA COLLEGE Graduate School of Business Buenaflor, Kricia Angela M Business Research Methods (Writeshop) Title: Impact of Organizational Climate on Job Satisfaction among Academic Staff in Metro, Manila Part I: INTRODUCTION OF THE STUDY 1.1 Background of the Study 1.2.1 General context of the problem Despite these scattered efforts on job satisfaction among Academic Employee in the Metro Manila, there is a gap of research on the subject interest in Metro, Manila. Importantly in relation to their organizational climate, therefore, why this study is considered necessary at this time. 1.2.2 Description of the situation by which problem arose and developed. An earlier study by Kestetner (1994) showed that almost half of new educators leave the field during the first five years of their employment. This is expected to be of great concern to all employees because unhappy and dissatisfied employees may translate into poor performance and high staff turnover. 1.2 Initial Review of Related Literature (Five Gurus) 1.2.1 Previous studies’ results and findings related to the problem 1. Research has increasingly examined a global index representing a single strategically focused climate (e.g. a climate for service or a climate for safety) or has focused on a set of climate dimensions (Ostroff et al., 2007) 2. Studies have tended to focus on either psychological or organizational climate on individual outcomes. This is an important omission because...
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...organisations attempt in providing Realistic Job Previews (RJPs) has drawn extensive consideration for both educational scholars and practitioners concerned with human resource (HR) recruitment and selection. Organisations use RJPs before a candidate has accepted a job offer, it is used in order to provide job applicants information on both negative and positive aspects of the job (Breaugh 1983). For the rationale of this literature review, we uphold Schreurs’ and Syed’s (2011) explanation of RJP seeing that demonstrates the important position of recruitment practices in enhancing to achieve an organisation’s strategic objectives. This literature review aims to address this through the research conducted by various authors. This review will begin with emphasizing on the purposes of all the findings, subsequently, investigating the current theories in the literature on RJPs by communicating how they are conventionally treated as divergent proportions of the recruitment process. Following the methodological study, outcomes will be discussed, with explicit consideration of RJPs limitations and recommendation to expand on a more effective realistic recruitment processes. PURPOSE Considerable amount of research has been performed on the impact RJPs have on job applicants’ expectations, satisfaction and employee turnover. Schreurs and Syed (2011) show the importance of RJPs in the recruitment function. RJPs meet the expectations of job applicants (Breaugh 1983, p. 618) by producing...
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...shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous...
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...Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers Nargess Mottaghi Golshan1, Aznur Hafeez Kaswuri2, Betsabeh Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well as job satisfaction...
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...shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous...
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