Influence Employee Job Satisfaction Research Articles

MODELLING THE LINK BETWEEN CONFLICT MANAGEMENT STYLES, ORGANISATIONAL TRUST AND EMPLOYEE JOB SATISFACTION

While past studies have established a significant and positive relationship between conflict management styles and employee job satisfaction. However, the fundamental interaction behind this link remain unclear. To address this gap, calls for further research has been suggested, particularly on the interactive process through which conflict management styles, specifically, collaborating, accommodating, compromising, avoiding and dominating styles were cast as the key dimensions of conflict management styles that are likely to influence employee job satisfaction. Hence, in the present study a structured questionnaire was used to collect data from Academic and Non-academic staff of some selected public tertiary institutions located in North-Central and North-Western parts of Nigeria. Partial least square structural equation modelling (PLS-SEM) was adopted to test the hypothesized research model. The quantitative results indicated that collaborating, dominating, avoiding and compromising conflict management styles were significantly and positively related to employee job satisfaction. On the contrary, accommodating style demonstrated no significant effect on employee job satisfaction. The results further showed that organisational trust moderated the relationship between collaborating, avoiding, and compromising styles and employee job satisfaction. But, no significant interaction effect was found between organisational trust and both dominating and accommodating styles. Implications of the results for future research and practice, as well as the limitations of the study are highlighted. KEYWORDS: Employee Job Satisfaction, Conflict Management Styles, Organizational Trust PLS-SEM

The Influence of Motivation, Work Environment, and Competency on Employee Job Satisfaction at PT PLN (Persero) Bali Transmission Implementing Unit

Increasing employee job satisfaction has a positive impact on company productivity and performance. PT PLN (Persero) Transmission, a leading company in the energy sector, pays special attention to the factors that influence employee job satisfaction, especially motivation, work environment and competence. This research aims to analyze the influence of motivation, work environment, and competence on employee job satisfaction at PT PLN (Persero) Bali Transmission implementation unit. The population the researchers used was all permanent PT PLN (Persero) Bali Transmission Implementation Unit employees. The population in this study was 142 people who met the criteria as permanent employees of the Company, and by using the census method in selecting the sample, the research sample also numbered 142 people. Multiple linear regression analysis is applied to describe the influence of the independent variable on the dependent variable with the help of SPSS. The results of this research show that motivation, work environment, and work competence positively affect employee job satisfaction at PT PLN (Persero) Bali Transmission Implementation Unit. This means that the better the motivation, work environment and work competence simultaneously, the more job satisfaction at PT PLN Transmisi Bali will increase. This research provides implications for companies regarding employee job satisfaction and things that must be paid attention to and improved to maximize employee job satisfaction.

Analysis Of Factors That Influence Employee Job Satisfaction At PT. Rodateknindo purajaya Bengkulu

The purpose of this research is to determine the factors that influence employee job satisfaction at PT. Rodateknindo Purajaya Bengkulu. This type of research is a type of quantitative exlanatory.. The data collection method in this research used observation techniques and questionnaires, with a sample of 130 respondents. The results showed that multiple linear regression Y = 17.462 + 0.212 X1 + 0.071 X2 + 0.098 X3 + 0.068 Where the coefficient is positive, meaning that there is a positive or unidirectional relationship between the variables fulfilling needs (XI), differences (X2), achieving values ​​(X3), justice (X4b), organizational culture (X5) and job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the needs fulfillment test (XI) show tcount 4.647> ttable 1.656 and significance 0.008 <0.05, meaning that fulfillment of needs (XI) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu The results of the difference test (X2) show tcount 2.694> ttable 1.656 and significance 0.005 <0.05, meaning that the difference (X2) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the value achievement test (X3) show tcount 2.870> ttable 1.656 and significance 0.000 <0.05, meaning that value achievement (X3) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the justice test (X4) show that tcount is 3.657> ttable 1.656 and the significance is 0.000 <0.05, meaning that justice (X4) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the organizational culture test (X5) show tcount 3,800> ttable 1,656 and significance 0.000 <0.05, meaning that organizational culture (X5) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the Ftable value, namely 22.106 > 2.67, then it is concluded that accepting the hypothesis, meaning that there is a simultaneous influence between meeting needs (XI), differences (X2), achieving values ​​(X3), justice (X4b), organizational culture (X5) on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu.

THE INFLUENCE OF WORK DISCIPLINE AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT KUALA CENAKU COMMUNITY HEALTH CENTER OF INDRAGIRI HULU REGENCY

This research was conducted on employees of Kuala Cenaku Community Health Center. In research, whether work discipline influences employee performance at Kuala Cenaku Community Health Center. Does the work environment influence the performance of Kuala Cenaku Community Health Center employees? Does work discipline influence employee job satisfaction at the Kuala Cenaku Health Center? Does the work environment influence employee job satisfaction at Kuala Cenaku Community Health Center. The aim of the research is to determine the influence of work discipline and work environment variables through job satisfaction on employee performance at Kuala Cenaku Community Health Center. Tha Sampling was carried out using the questionnaire distribution method with 62 samples as respondents. The analysis method used was quantitative, data analysis was carried out using path analysis. The research results show that work discipline influences employee performance at Kuala Cenaku Community Health Center. The work environment influences employee performance at Kuala Cenaku Community Health Center. Work discipline influences job satisfaction at Kuala Cenaku Community Health Center. The work environment influences job satisfaction at Kuala Cenaku Community Health Center.

How the job characteristics and organizational culture influence employee job satisfaction

The study aims to measure the impact of some variables, i.e, characteristics of work on employee performance, organizational culture on employee performance, quality of interaction between supervisor and subordinates on performance, job satisfaction with employee performance, characteristics of work on job satisfaction, organizational culture on job satisfaction, and quality of interaction between superiors and subordinates on job satisfaction at the Mandailing Natal Transportation Office. In fact, from the perspective of management theory, organizational culture can affect worker job satisfaction directly (Tsang & Nguyen, 2023). The point of view used in this study is the associations’ point of view. In total, 31 civil servants participated in the research, and the Government Employees with Employment Agreements (Pegawai Pemerintah dengan Perjanjian Kerja — P3K) had 42 people who worked for more than five years at the Mandailing Natal Transportation Office. Meanwhile, 73 people took criteria to remove the notes and used samples. In this study, the data collection technique used questionnaire techniques. The data analysis techniques in this study use trajectory analysis, partial least squares (PLS), and hypotheses testing. The results of the first and second hypotheses recognized the characteristics and organizational culture of the Mandailing Natal Transportation Office. Third, the Mandailing Natal Transportation Office recognized the quality of interaction between leader and subordinates in terms of activity and satisfaction.

Analysis Of Employee Job Satisfaction With Work Stress, Work Environment And Work Life Balance As Predictors At CV Imexindo Nusantara

Employees must be effectively managed as a valuable asset for a firm in order to maximize their contribution. Psychological factors relating to employee psychology, social factors relating to social interactions between employees and their superiors and coworkers, financial factors relating to employee salaries, and physical factors relating to timing, rest time, and conditions of the work environment are factors which influence employee job satisfaction. This study was conducted at CV IMEXINDO NUSANTARA, and a sample of up to 112 employees out of 155 was used. The analysis's findings indicate that factors including stress at work, the workplace environment, and work-life balance have an impact on job satisfaction variables in CV IMEXINDO NUSANTARA both alone and jointly

Pengaruh Pengembangan Karir dan Kompensasi Terhadap Kepuasan Kerja Karyawan

Job satisfaction is a crucial factor to be considered in the management and empowerment of human resources within a company. This research aims to achieve the following objectives: (1) Determine the impact of career development on employee job satisfaction at PT Putmasari Perkasa Semarang. (2) Assess the influence of compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. (3) Examine the combined impact of career development and compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. Descriptive analysis is employed in this research, utilizing the multiple linear analysis method. The SPSS program is utilized for data processing and analysis. A quantitative descriptive research method is applied, where variables are measured using a Likert scale. Data collection involves the distribution of questionnaires to respondents, who are employees of PT Putmasari Perkasa Semarang. The findings of this research indicate that: (1) Career development significantly and positively influences employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (2) Compensation also has a positive and significant impact on employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (3) The combined influence of career development and compensation significantly affects employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05.

PENGARUH KOMPENSASI, LINGKUNGAN KERJA DAN PELATIHAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. AGRI ANDALAS KECAMATAN AIR PERIUKAN KABUPATEN SELUMA

The population used in this research is all employees who work at PT Angri Andalas, Air Periukan District, Seluma Regency. 150 respondents. The sampling technique used total sampling based on predetermined criteria of 150 respondents. Data collection techniques are observation, documentation and questionnaires. The processed data was analyzed using the SPSS 24 formula. Based on the results of research and analysis of the influence of the Compensation, Work Environment and Training variables on Employee Job Satisfaction. The following conclusions can be drawn: Compensation has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (6,229 > 1,980) The work environment has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (2,240>1,980) Training has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (3,084>1,980) Compensation, Work Environment, and Training (X3) influence employee Job Satisfaction. This can be seen from joint hypothesis testing (Simultaneous) Ftable > Fcount (68,710 > 3,940). This is proven by the correlation analysis R = 0.765 (76.5%) and is almost close to 1. And the coefficient of determination is R2 = 0.585 or around 58.5% while 41.5% is the contribution of other variables not studied. Keyword: Kompensasi, lingkungan dan Kepuasan

Pengaruh Kepemimpinan, Iklim Organisasi dan Lingkungan Kerja terhadap Kinerja Pegawai Dinas Sosial Kabupaten Tapanuli Tengah

This research aims to determine and analyze the influence of leadership, organizational climate and work environment on employee job satisfaction at the Central Tapanuli Regency Social Service. The population in this study were employees at the Central Tapanuli Regency Social Service, namely 43 people, so the total sample was 43 people. The research results show the value of Fcount (30.021) > Ftable (2.84) and sig p (0.000) < 0.05. So, together leadership, organizational climate and work environment have a significant effect on employee job satisfaction at the Central Tapanuli Regency Social Service. This is indicated by the coefficient of determination (Adjusted RSquare) value of 0.675. This value can be interpreted as leadership variables, organizational climate and work environment being able to influence employee job satisfaction at the Central Tapanuli Regency Social Service by 67.5%, the remaining 48.4% is explained by other variables or factors.

The Influence of Compensation, Workload and Work Stress, on Employee Job Satisfaction, Case Study At PT Langganan Kita Bersama

The purpose of this research is to determine the effect of compensation, workload and stress on employee job satisfaction, case study at PT Langgana Kita Bersama, both partially and simultaneously. This research is quantitative descriptive. The population of this research is employees of PT Langgana Kita Bersama. The sample for this research consisted of 31 respondents using interview data collection techniques. Data analysis methods include descriptive statistical analysis methods, validity and reliability tests, classical assumptions, statistical model tests, multiple linear regression analysis, T test, F test, coefficient of determination and slope in SPSS version 25. The research results show that the compensation variable has an effect on satisfaction employee work with a tcount score of 9.120 is greater than ttable 1.701, the workload variable has no effect on the job satisfaction of employees with a lower score. tcount value is -1.28 from ttable 1.701, the work stress variable has no effect on employee job satisfaction with a tcount value of 0.376 which is smaller than ttable 1.701, compensation, workload and work stress variables simultaneously influence employee job satisfaction with a fcount value of 30.394 , greater than ttable 2.96.

PENGARUH KERJA SAMA TIM DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA KARYAWAN PT. KOMINDO BIZOLUSI JAKARTA PUSAT

This research aims to examine the impact of team collaboration and career development on employee job satisfaction at PT. Komindo Bizolusi in Central Jakarta, both individually and collectively. The study employs a quantitative approach, utilizing a saturated sampling technique with a sample size of 75 respondents. Data collection is carried out through questionnaires, and data analysis involves validity tests, reliability tests, classical assumption tests, regression analysis, correlation coefficient analysis, coefficient of determination analysis, and hypothesis testing. Based on the research findings, the following results are revealed: (1) Team collaboration significantly influences employee job satisfaction at PT. Komindo Bizolusi in Central Jakarta, with the t-test value (14.766) exceeding the t-table value (1.993). (2) Career development also significantly impacts employee job satisfaction at PT. Komindo Bizolusi in Central Jakarta, as the t-test value (13.845) surpasses the t-table value (1.960). (3) Simultaneously, team collaboration and career development have a significant combined effect on employee job satisfaction at PT. Komindo Bizolusi in Central Jakarta, with the F-test value (135.125) exceeding the F-table value (2.730).

Turbulence Ahead: Strategic Human Capital Management, Job Satisfaction, and Turnover Intention

The COVID-19 pandemic further illuminated the importance of strategic human capital management (SHCM). As the pandemic surged in the United States, employee retirement and resignation rates grew rapidly. Not surprisingly, the significant number of individuals seeking new employment opportunities or entirely exiting the labor force exacerbated human capital shortages that were already crippling public sector organizations. Fortunately, research has shown organizations that engage in SHCM initiatives can simultaneously enhance performance-related outcomes and successfully endure turbulent workforce conditions. Job satisfaction and employee turnover intention are two such outcomes that have received ample consideration among researchers. But while public sector scholarship has empirically demonstrated that SHCM influences employee job satisfaction, it has failed to adequately account for its indirect linkage to voluntary employee turnover. Therefore, using local government data collected biannually from 2016 to 2022, this study explicitly examines how endogeneity issues factor into the dynamic relationship between SHCM, job satisfaction, and turnover intention. The results of two-stage least squares regression analysis suggest that SHCM is indirectly related to employee turnover intention by way of employee job satisfaction.

The Influence of Compensation, Person Job Fit, Non-Physical Work Environment on Job Satisfaction through Work Motivation

PT Jasa Raharja Putera (JRP) is one of the companies committed to achieving its organizational goals. Human resources management at JRP plays a crucial role in ensuring productive employee performance. One of the ways to achieve this is by striving to provide job satisfaction. Over the past 3 years, job satisfaction at JRP has been in the range of 65-66%. Several factors that can influence employee job satisfaction are Compensation, Person-Job Fit, Non-Physical Work Environment, and Motivation. Therefore, these variables will be used in the study. The research method used is quantitative, with a sample size of 144 respondents. The study's findings indicate that Compensation, Person-Job Fit, and the Non-Physical Work Environment collectively have a positive and significant influence on motivation. Furthermore, Compensation and Person-Job Fit have a positive and significant impact on job satisfaction. However, the Non-Physical Work Environment has a positive but not significant effect on job satisfaction. Motivation acts as a moderator and positively and significantly influences the relationship between Compensation, Person-Job Fit, Non-Physical Work Environment, and job satisfaction.

Determining the Effect of Wage on Employee Satisfaction through Work Environment: A Case Study of Cooperative Office of PRIMKOPPOL, Tebing Tinggi, Indonesia

Various factors, such as wage and work environment, can influence employee job satisfaction. Rewards in the form of wages or salaries are extrinsic rewards that someone, through work activities, can achieve. It can help organizations achieve these workers to work hard to achieve high performance. In contrast, the work environment is the company's physical, social, and psychological life, affecting employee performance and productivity. This research aims to determine the influence of wages on employee satisfaction with the work environment as an intervening variable. In this study, the population was 32 employees of the PRIMKOPPOL cooperative in Tebing Tinggi. Because the target population is less than 100, the sampling technique used is the census method, where the entire population of 32 Tebing Tinggi PRIMKOPPOL Cooperative employees will be used as the research sample. This study also uses path analysis with the help of SPSS for Windows software. The results are that wage has a positive and significant effect on the work environment, wage has a positive and insignificant effect on employee satisfaction, the work environment has a positive and significant effect on employee satisfaction, and the path analysis showed that the work environment could be an intervening variable between wage and employee satisfaction.

The Effect of Career Development and Work Life Balanced on Employee Job Satisfaction Tunas Daihatsu Bengkulu City

This research is based on the importance of employee job satisfaction in achieving company goals. Factors that can influence employee job satisfaction include Career Development and Work-Life Balance. The aim of this study was to determine the effect of Career Development and Work-Life Balance on the job satisfaction of Tunas Daihatsu employees in Bengkulu City. This study adopts a quantitative approach. Quantitative research is a systematic and structured research method conducted from the beginning to the end of the research process

Pathways to Female Job Satisfaction: Quantitative Analysis of Influencing Factors

This study aims to investigate the impact of work-family conflict, non-physical work environment, and job stress on job satisfaction among female employees within a ceramic manufacturing organization. Employing a quantitative research design with hypothesis testing, a sample of 100 female employees from PT. Roman Ceramics International was surveyed using reliable and validated Likert-scale questionnaires. The data underwent rigorous statistical analysis, including multiple linear regression, determinant coefficient (R2), partial correlation coefficient, t-test, F-test, and classical assumption tests using SPSS version 18. The findings indicated that work-family conflict, non-physical work environment, and job stress collectively and individually influence employee job satisfaction. Notably, the competency variable emerged as the most influential factor. This research provides valuable insights into the complex dynamics affecting job satisfaction among female employees, offering implications for organizations seeking to enhance employee well-being and overall organizational performance.
 Highlights:
 
 The study explores the factors influencing job satisfaction among female employees, focusing on work-family conflict, non-physical work environment, and job stress.
 The research adopts a quantitative approach, utilizing multiple linear regression analysis and statistical tools such as t-tests and F-tests to examine the relationships between variables.
 The findings highlight the significant impact of competency on job satisfaction, emphasizing its crucial role in enhancing the overall well-being and performance of female employees.
 
 Keywords: Job satisfaction, Female employees, Work-family conflict, Non-physical work environment, Job stress

Factors Influencing Job Satisfaction at Pt.Bersama Cipta Mandiri Karawang

This observation activity was carried out at PT.Bersama Cipta Mandiri Karawang which is a company engaged in the food sector, this observation was carried out with the aim of knowing the factors that influence employee job satisfaction at PT.Bersama Cipta Mandiri. The method used is descriptive observation by means of interviews and taking pictures. The population of this research is all employees of PT. Together with Cipta Mandiri, totaling 10 people. the method used is by way of direct interviews. The result of this observation is that the work environment has a significant effect on job satisfaction and comfort at PT. Together with Cipta Mandiri Karawang by 70%, and work factors have no significant effect on job satisfaction at PT. Together with Cipta Mandiri Karawang with a significant level of 30%.

PENGARUH KOMITMEN TERHADAP KEPUASAN KERJA KARYAWAN PT. TOYOPLAS MANUFACTURING INDONESIA DI CIKARANG PUSAT

Work commitment is a condition of an employee who favors a particular organization, as well as its goals and desires to maintain membership in the organization (Robbins and Judge, 2008). The impact of a commitment is also very strong, if in an organization where employees do not have a strong commitment or agreement at work, then the goals to be addressed by the organization will mostly fail or will not succeed.“In this study there are two variables, namely the independent variable X (Commitment) and the dependent variable Y (Job Satisfaction) which aims to determine a commitment to employee job satisfaction at PT. Toyoplast Manufacturing Indonesia in Central Cikarang.“The method used in this study in two ways, namely descriptive analysis method used to discuss the problem formulation of how employee commitment and employee job satisfaction at PT. Toyoplast Manufacturing Indonesia in Central Cikarang, then the analytical verification method used to discuss the problem formulation how much influence a commitment to employee job satisfaction at PT. Toyoplast Manufacturing Indonesia in Central Cikarang. In this study, it is necessary to have a sample that is considered representative with a population of 150 in which 20% are taken 30 samples. The data used is primary data collected through observation, interviews, and questionnaires (questionnaire) while secondary data obtained from the literature and the value of constants as a comparison of research. To measure the magnitude of the effect of these variables, Simple Linear Regression, CorrelationCoefficient and Coefficient of Determination were used with the help of the IBM SPSS application program. The results showed that from Simple Linear Regression, the Coefficient of Determination (KD) value was 39.60% with a Correlation Coefficient value of 0.630, so that it has the understanding that commitment greatly influences employee job satisfaction at PT. Toyoplast Manufacturing Indonesia in Central Cikarang but not the only factor, where there are still 60.40% another influential variable.Keywords: Commitment and Job Satisfaction

A CASE STUDY OF A SERVICE ORGANISATION IN MALAYSIA: EMPLOYEES’ WORK-LIFE BALANCE, WORK COMMITMENT & LEADERSHIP STYLE ON JOB SATISFACTION DURING REMOTE WORKING

The objective of this study was to investigate the relationship between work-life balance, work commitment, leadership style, and job satisfaction during remote working among non-managerial workers at the workplace of a service organisation in Malaysia. A total of 169 respondents participated in the survey. The findings of the study indicated that a healthy work-life balance and a good work commitment have a significant positive relationship on employee's level of job satisfaction during remote working. Leadership does not have a significant influence on one's level of job satisfaction during remote working. Employees who report high levels of satisfaction in their jobs tend to be more dedicated and productive. The findings of this study can give a potential to make a significant contribution to previous investigations on the management and organisational behaviour of organisations when they wanted to apply work from home policy to their employees. As a direct consequence of this, it is much simpler to address conflicts in the organisation such as high employee turnover, unethical behaviour, low productivity, and excessive absenteeism. In addition, this study provides readers, future researchers, HR managers, and the government with information that can be helpful in gaining a better understanding of the factors in the workplace that can influence employee job satisfaction.

Influence of Employee Empowerment on Job Satisfaction of Commercial State Corporations in Kenya

The general objective of this study was to establish the influence of employee empowerment on job satisfaction in commercial state corporations within Kenya. The majority of Kenyan employees are absorbed by the public sector, and the Kenyan workforce is also increasingly seeking opportunities to work in the public sector. Due to this trend, it is of the essence to explore the degree to which employees' empowerment is influencing employee job satisfaction. The study's general objective was to establish the effects of employee empowerment on job satisfaction of commercial state corporations within Kenya. Specifically, the study sought to assess the influence of job design; to establish the influence of transformational leadership; to establish the influence of employee involvement and to establish the influence of knowledge-sharing practices on employee job satisfaction of commercial state corporations within Kenya. The Herzberg’s Two-Factor Theory, Structural Empowerment Theory, and Social Exchange Theory guided the study. The study employed the descriptive research design in collecting data from the field. The target population of this study consisted of 55 commercial state corporations within Kenya. The sample size was 48 commercial state corporations. The main research instrument for data collection was a questionnaire. The applicability of the questionnaire to the proposed study was ascertained through a pilot study including 10 respondents from the study’s target population. A frequency analysis of this dataset revealed an 83.33% response rate, which is satisfactory. Conversely, the multiple regression analysis revealed a strong positive linkage between employee job satisfaction and employee empowerment. Importantly, only job design was found to have a significant influence on employee job satisfaction of Commercial State Corporations within Kenya. Its null hypothesis was rejected at a 0.95 confidence level (α<0.05). Besides the degree of influence that the sub-variables of employee empowerment had on employee job satisfaction varied. Job design had the highest level of influence (β =0.909), followed by Knowledge-sharing practices (β =0.385), Transformational leadership (β =0.149), and lastly, employee involvement (β =0.008). The study thus concluded that employee empowerment had a significant relationship with employee job satisfaction in commercial state corporations within Kenya. In particular, the study revealed that job design was the most dominant employee empowerment tool at commercial state corporations within Kenya. The study recommends that these organizations ought to increasingly consider employee empowerment policies that aim to boost knowledge-sharing practices, transformational leadership and employee involvement. Keywords: Employee Empowerment, Employee Involvement, Job design, Employee Job Satisfaction, Knowledge Sharing Practices, Organizational Commitment, Organizational Performance, Transformational leadership.