Abstract
This study was designed to test the relationship between job satisfactions, communication style and conflict behaviour of employees in the public system, respectively in the territorial labour inspectorates. Research responds to practical needs highlighted by organizational psychology to identify the sources and dimensions that prevail and make the individual's perception of the organization lead to increased job satisfaction. However, the paper is not without methodological limits, represented by the use of self-report evaluation questionnaires that could involve poor identification and reporting, by the tendency of the facade that appears when the subject is not honest, offers answers that do not reflect its true feelings, principles and values, tends to avoid the appropriate responses to the state, only to leave a good impression, determine a positive judgment, placement in a situation of appreciation, or out of a desire to help the researcher in confirming the study hypothesis. The paper provides additional information for the scientific community, and can also be a starting point for other research by methodologically improving and bringing to the fore variables that can have a significant contribution to job satisfaction in civil servants, the subject being of maximum interest in the current context when a qualitative increase of services for employees and employers is desired.
Highlights
This study was designed to test the relationship between job satisfactions, communication style and conflict behaviour of employees in the public system, respectively in the territorial labour inspectorates
Research responds to practical needs highlighted by organizational psychology to identify the sources and dimensions that prevail and make the individual's perception of the organization lead to increased job satisfaction
The purpose of this paper is to emphasize the significance within an organization of job satisfaction and the relations it has with the method of conflicts settlement and communication
Summary
The purpose of this paper is to emphasize the significance within an organization of job satisfaction and the relations it has with the method of conflicts settlement and communication. The modern point of view is based on the belief that it is a negative force in a group, but it is necessary for a group to function effectively. This approach encourages the conflict, in the meaning that if the group is harmonious, peaceful and cooperative, it is prone to become static and to not respond to the needs for change and innovation. It has been observed that the way people relate their work contributes to a number of distinct factors, such as salary, work they carry out, the relationship with the managers and subordinates, all contributing to their personal and professional satisfaction related to the work they carry out [2]
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