Management Satisfaction Research Articles

Job perception and satisfaction correlations: Examining intrinsic and extrinsic job satisfaction for fast-food restaurant managers in San Jose City, Nueva Ecija

This research investigated the correlation between job perception and both intrinsic and extrinsic job satisfaction among fast-food restaurant managers. Utilizing a descriptive-correlation research design, the study involved 20 regular managers from fast-food establishments. Data were collected through surveys and face-to-face informal interviews with 20 purposively selected respondents aged 21-45 years. The analysis employed Pearson correlation to examine the relationships between job perception and satisfaction variables. Findings revealed a very strong positive correlation between job perception and both types of job satisfaction. Managers who perceived their roles as fulfilling, well-aligned with their expectations, and supportive of their skills reported higher levels of both intrinsic and extrinsic satisfaction. Specifically, job aspects such as personal fulfillment, recognition, and alignment with personal values strongly correlated with high intrinsic satisfaction. Similarly, factors like competitive salary, job security, and a supportive work environment were closely linked with higher extrinsic satisfaction. The results underscored that positive job perception significantly enhances both intrinsic and extrinsic job satisfaction, reflecting the critical role of managers’ views on their roles in determining their overall job satisfaction and motivation. The study suggests that fast-food restaurant operators should focus on improving job perception by enhancing both intrinsic and extrinsic factors. This includes providing meaningful work experiences, recognizing managers’ contributions, ensuring competitive compensation, and fostering a supportive work environment. By addressing these areas, organizations can improve managerial satisfaction, reduce turnover, and enhance overall operational effectiveness.

The informal role of marketing control systems

PurposeThe implementation of control systems allows marketing managers to improve operational decisions and organizational results. This paper aims to identify the relationship between control combinations and organizational results and analyze the relationships between the variables attributed to the marketing managers and with marketing control combinations. Decisions involving marketing control combine formal and informal mechanisms and generate control systems that have a favorable relationship with organizational results.Design/methodology/approachThe paper is based on 301 cross-sectional surveys among marketing managers. The classification procedure based on metric distance was implemented to identify the marketing control combinations. A hierarchical cluster analysis was carried out with perceptions about formal and informal control, to validate the control combination classifications. Finally, a discriminant analysis and ANOVA test were carried out for exploring factors associated with the managers. The data analysis was supported by IBM SPSS Statistics 24 software.FindingsThe authors found evidence that, when managers perceive high-control systems, the perception of non-financial and financial results is always better, but the presence of high-clan control also returns optimal results. In addition, the manager's satisfaction levels and work motivation are higher with high control systems than with other control systems.Originality/valueThis study contributes to the existing knowledge by providing a broader empirical basis to extend conceptual frameworks about marketing control combinations that emerge in practice.

Decentralized Decision Authority, Balanced Scorecard and Managerial Satisfaction: PLS-SEM Analysis

Organisations has recently experienced many operational difficulties hence the performance measurement systems (PMSs) have a great deal of importance in understanding organisational effectiveness in the wake of pandemic. Organisations use different types of PMSs according to their specific conditions. This situation is explained by contingency theory that the environmental and/or firm-specific factors cause organisations to use different types of PMSs. One of the organisational factors is the management's structure; particularly decentralised decision authority, is described as the delegation of decision rights throughout the organisation. In this type of an organisational structure, innovative PMS such as the balanced scorecard (BSC) is more effective to meet the information needs of organisations. Numerous studies investigated the relationship between the decentralised decision authority, different PMSs and organisational effectiveness. Nevertheless, researchers emphasise the need for a better understanding of factors influencing the use of innovative PMSs. Furthermore, previous studies only investigated organisational performance but, managerial satisfaction is another outcome of performance measurement implementation and given the received scant attention, it is needed to advance our understanding on this topic. Reviewed literature also indicates the need for more research on the firm’s contingent factors, PMS, and managerial satisfaction relationship. In light of methodological developments in PLS-SEM domain, the current study answers this call by conducting research in the hotel industry. Hotel industry is a dynamic industry hence, decentralised decision authority enables to provide effective and timely decisions for arising conditions. Therefore, using the contingency theory, this study proposes and tests a research model which investigates the BSC as a mediator between decentralised decision authority and managerial satisfaction. Data was collected from hotel managers in Turkey and analysed using PLS-SEM. The findings demonstrate that decentralised decision authority has a positive effect on the BSC use which gives rise to increase managerial satisfaction. The results thus reveal that decentralised decision authority is related with the managerial satisfaction only through the BSC. This study makes a significant contribution to the largely neglected area in the hospitality performance measurement literature by investigating the aforementioned relationships. It also provides managerial practical implications of the findings.

Konceptualizacija indeksne metodologije za merenje satisfakcije menadžera poslom, privatnim životom i usklađenošću posla i privatnog života

In the era of knowledge economy, company's competitive advantage is mostly created by skills and knowledge of its employees, especially managers as the most significant segment of company's human intellectual capital. The subject of this paper is manager's work/life balance and possibility of its measurement. Balanced and satisfied managers represent a good foundation for achieving company's goals. The paper will present certain subjective factors and company factors that can affect manager's work/life balance. Within these factors, various practices and benefits for establishing manager's work/life balance can be distinguished, depending on whether they are created by companies and offered to their managers, or they are designed and implemented by managers themselves outside the company. The purpose of this paper is presenting the conceptual model of interdependence of manager's job satisfaction, manager's private life satisfaction and manager's work/life balance satisfaction, which includes dimensions of each of these types of manager's satisfaction that managers can assess through a questionnaire. Based on this model and managers' grades, the result of this paper is reflected in the created index methodology for calculating the values of indices of the mentioned types of manager's satisfaction, which can be applied at the level of the individual manager as well as at the level of the company, and it can also be used for comparing the values of determined satisfaction indices by managers, by years and between companies.

Effect of formal and informal communication on managerial satisfaction and performance

128 middle-managers working for 1 different organisations supplied data about their communications with different persons in their organization. From this data measures were developed for each manager of (a the frequency of his scheduled (formal) communications, and (b) the frequency of his unscheduled (informal) communications with superiors (upward communication), with peers (horizontal communication) and with subordinates (downward communication). Significantly positive relations were formed between unscheduled communications and job satisfaction, especially horizontal communication None of the relations between scheduled or unscheduled communications and job performance were significant

The Influence of Principal Managerial Activities and Organizational Culture on Performance through Job Satisfaction of Elementary School Teachers in South Paringin District

The purpose of this study is to determine and analyze the correlation between teacher performance and the principal managerial activities, organizational culture, and job satisfaction. This study used a correlational quantitative technique. A total of 120 persons were included in the study, with 92 people making up the study sample. Proportional random sampling was used as the sample method. The data was collected using instruments that included variables such as the principal managerial activities (35 items), organizational culture (34 items), job satisfaction (33 items), and performance (32 questions), all of which were validated and reliable using correlation analysis of moment products. Path Analysis was used to analyze the data in this study. The results of the study revealed that there was an effect of the principal's managerial activities on performance, organizational culture on performance, job satisfaction on performance, managerial activities of the principal on job satisfaction, organizational culture on job satisfaction. There is an indirect effect of the principal's managerial activities on performance through job satisfaction, organizational culture on performance through job satisfaction.

Inter‐temporal mutual‐fund management

AbstractTraditionally, mutual funds are mostly managed via an ad hoc approach, namely a terminal‐only optimization. Due to the intricate mathematical complexity of a continuum of constraints imposed, effects of the inter‐temporal reward for the managers are essentially neglected in the previous literature. For instance, the inter‐temporal optimal investment problem from the fund manager's viewpoint, who earns proportional management fees continuously (a golden rule in practice), has been outstanding for long. This article completely resolves this challenging question especially under generic running and terminal utilities, via the Dynamic Programming Principle which leads to a nonconventional, highly nonlinear HJB equation. We develop an original mathematical analysis to establish the unique existence of the classical solution of the primal problem. Further numerical calibrations and simulations for both the portfolio weight and the value functions illustrate the robustness of the optimal portfolio towards the manager's risk attitude, which allows different managers with various risk characteristics to sell essentially the same investment vehicle. Simulation studies also indicate that the policy of charging a substantial terminal‐only management fee can be replaced by another one with only a negligible amount over the interim period, which substantially reduces the total management fee paid by the clients without lowering the manager's satisfaction at all; this last observation echoes the magic of the alchemy of finance.

The Relationship between Principal Managerial Skills, Job Satisfaction, Work Commitment with Junior High School Teacher Performance in Aluh-Aluh District, Banjar Regency

The purpose of this study was to analyze the direct and indirect influence between the principal's managerial skills, job satisfaction and work commitment on the performance of SMPN teachers in Aluh-Aluh District, Banjar Regency. This research is quantitative with cross sectional method and uses correlation research. The research population was 160 teachers and 114 respondents were taken as research samples with random sampling technique. Data collection using a questionnaire instrument and data analysis using descriptive analysis, classical assumption test, multiple linear regression analysis and path analysis. The results of this study indicate that the regression value of the variables is a positive number such as the principal's managerial skills (X1) with teacher performance (Y) of 0.360, the regression coefficient of the principal's managerial skills (X1) with work commitment (Z) of 0.264, the regression coefficient of job satisfaction. (X2) with teacher performance (Y) of 0.259, regression coefficient of job satisfaction (X2) with work commitment (Z) of 0.227, regression coefficient of work commitment (Z) with teacher performance (Y) of 0.262, regression coefficient of principal managerial skills (X1) through work commitment (Z) with teacher performance (Y) of 0.069 and the regression coefficient of teacher job satisfaction (X2) through work commitment (Z) with teacher performance (Y) of 0.059. The conclusion of this study is that there is a significant direct effect of principal managerial skills, job satisfaction and commitment to the performance of SMPN teachers in Aluh-Aluh District, Banjar Regency and there is no significant indirect effect of principal's managerial skills and job satisfaction through commitment to the performance of SMPN teachers. in Aluh-Aluh District, Banjar Regency.

The influence of managerial competency and job satisfaction on the performance of teachers of negatiary schools

This study aims to determine the effect of managerial competence and job satisfaction together on teacher performance. The location of this research was carried out in SD Negeri all Babat Supat District, Musi Banyuasin Regency. This type of research is a quantitative study with a determination design using an ex post facto research design. The sample in this study was the total of all teachers in SD Negeri in Babat Supat District, Musi Banyuasin Regency, consisting of 174 teachers. data collection techniques using a questionnaire. The data analysis technique used quantitative descriptive analysis techniques and multiple regression. The results of this study indicate that 1) there is a significant influence between managerial competence on the performance of public elementary school teachers in Babat Supat District, Musi Banyuasin Regency; 2) there is a significant influence between job satisfaction on the performance of SD Negeri teachers in Babat Supat District, Musi Banyuasin Regency; 3) there is a significant effect jointly between managerial competence and job satisfaction on the performance of SD Negeri teachers in Babat Supat District, Musi Banyuasin Regency.

Relationship between Managerial Roles and Job Satisfaction among Employees: Case Study of A Local Bank Headquarters in Kuala Lumpur, Malaysia

Relationship between Managerial Roles and Job Satisfaction among Employees: Case Study of A Local Bank Headquarters in Kuala Lumpur, Malaysia

The contribution of managerial ability on customer satisfaction: an empirical investigation

ABSTRACT The study empirically examines the effects of managerial ability on customer satisfaction, as well as the role of firm-level and industry-level moderators on the relationship. The effect of customer satisfaction on firm value is also investigated. Managerial ability is assessed as the residual remaining after accounting for the effects of seven key financial variables, while customer satisfaction is derived from the ACSI panel data. The results demonstrate that managerial ability positively affects ex-post customer satisfaction, indicating that more capable managers are better able to satisfy their customers. In turn, customer satisfaction directly influences firm value, as measured by Tobin’s q. In terms of moderators, non-service firms more strongly regulate the managerial ability-customer satisfaction link; advertising expenditure and competitive intensity have insignificant roles to play.

The Influence of Managerial Competencies on the Business Performance in the Small Business Funded by Jordan River Foundation

Rapid changes in the business environment are associated with the development of managerial competencies within organizations. Small and medium enterprises (SMEs) are critical in the economic and social development of most countries. The relationship between managerial competencies and organizational performance remains an important issue within organizational literature. However, there were limited studies conducted to assess the relationship between managerial competencies and organizational performance on small and medium enterprises. For this reason, this study aimed to determine whether there is a significant relationship between managerial competencies and the business performance in the small businesses funded by the Jordan River Foundation in Jordan. The empirical approach consists of data collection through the use of a self-administered questionnaire in a survey. A structured questionnaire was administered to 220 managers of small businesses funded by the Jordan River Foundation to establish the influence of their managerial competencies on the performance of their businesses. A total of 176 questionnaires were retrieved and analyzed by using the SPSS program for the statistical analysis, to reach the results of this study. The results revealed that managerial competencies are significantly correlated to business performance. There is a significant relationship between managerial competencies (Communication, Planning, and organizing) and efficiency. Three assortments of managerial competencies were evident to influence sales, namely, communication, planning and organizing, and customer focus. There is a significant relationship between managerial competencies (communication, team building, and customer focus) and customer satisfaction. The result will help the managers on how their competencies support and contribute to the firm's overall success as well as their improvement in the organization. Keywords: Managerial competencies, business performance, small businesses, Jordan River Foundation. DOI: 10.7176/EJBM/12-20-06 Publication date: July 31 st 2020

Comparison Study of Performance Analysis of Information System Using The Methods of End-User Computing Satisfaction and It Balance Score Card

<p>Evaluation of information system performance is needed to get an overview of the ease of end-users in utilizing a new technology. This study aims to evaluate the performance of information systems in a state-owned company (PT PLN Madya Langsa) based on an end-user perspective that is separated into two categories: employees and managers. The level of employee satisfaction (primary user) is measured using EUCS (aspect of: content, accuracy, format, ease of use, timeliness, and satisfaction). The manager's satisfaction level (secondary user) is measured by using IT BSC (aspect of: company contribution, user, operational excellence, and future orientation). The evaluation on the primary user showed that it was low at 25.6%, moderate at 56.64% and high at 18%. The percentage of user satisfaction with the information systems is 72.9% of the results expected by users. Meanwhile, evaluation on the secondary user obtained the following results: low at 10.5%, moderate 84.2% and high at 5.3%. The percentage of user satisfaction with the information system was 92.8% of the results that is expected by users. This study also discusses why there are differences in the percentage of primary user satisfaction compare to the secondary user and provides suggestions how to improve the level of satisfaction of the end users in the future.</p>

Single-incision percutaneous drilling technique to achieve hemiepiphysiodesis of the distal metacarpus in foals with metacarpophalangeal varus deformities.

To describe a drilling technique for hemiepiphysiodesis of the distal lateral metacarpal physis and report the outcome of treated foals. Retrospective case series. Eleven thoroughbred foals. While horses were under general anesthesia, the lateral aspect of the distal metacarpal physis was approached through a single small incision by using a power drill. The drill bit was placed at the level of the physis under radiographic guidance. A 4.5-mm drill bit was passed several times through the lateral growth plate to remove the cartilage in a fan-like pattern. Postoperative outcomes consisted of clinical assessment and farm manager/owner satisfaction. Cosmetics and radiographic appearance of the surgical site were assessed when the horses were yearlings. The procedure was performed in 16 limbs of 11 thoroughbred foals with a median age of 113.5 days (range, 90-129). Median age at postoperative follow-up was 422 days (range, 366 to 452). The procedure stopped the progression of a metacarpophalangeal varus deformity in all the limbs treated, determined by visual clinical evaluation and farm manager's satisfaction with subjectively excellent radiographic images and cosmetic outcomes at yearling age. Physis ablation was consistently achieved in these 11 foals with developing growth deformities of the distal metacarpus. This drilling technique may offer a minimally invasive, safe, and simple technique to manage distal limb conformation in foals without placement of implants. Additional quantitative data are required to assess its effectiveness relative to other options.

Untangling knowledge fields and knowledge dynamics within the decision-making process

PurposeThe purpose of this paper is to analyse the influences of different types of knowledge and their inherent dynamics on the effectiveness of the decision-making (DM) process. Knowledge dynamics (KD) is envisioned through the lens of the knowledge fields theory while effective DM process is objectivised via organisational appreciation and reward, higher business performance, sustainable partnerships and managerial satisfaction with previous achievements.Design/methodology/approachA questionnaire-based survey was conducted with 275 middle managers from companies operating in the business consulting field. The conceptual and structural model was tested using the partial least squares structural equation modelling technique.FindingsThe study advances novel insights into the significant positive influences of various knowledge fields on KD on the DM process within real-life business environments. Even though rational knowledge exerts a noteworthy effect on DM, its influence is exceeded by the KD, which proves that integrating emotional and spiritual knowledge in the decisional equation may become a pivotal input to making good managerial decisions regardless of the level of regulation and standardisation in the field.Research limitations/implicationsThe research relied on threefold knowledge fields as predictors for the DM process, thus providing a starting point for the development of more complex models.Originality/valueThe study emerges as a groundbreaking approach via the integration and application of the knowledge fields theory within a more comprehensive and empirical outlook on the DM process. Simultaneously, it places DM beyond the unidimensional outcomes of rationality and intuition by urging its intricate and interactional nature.

Staff scheduling in restaurants where hall staff and robots cooperate

The number of companies introducing robots as part of their workforce has been increasing in the recent years. One aim of such companies is to have robots perform low value-added work, and humans perform high value-added work. This objective also generally applies to the service industry. Increasing the number of repeat customers and improving profitability are required in the restaurant business. Furthermore, customer satisfaction (CS), employee satisfaction (ES) and management satisfaction (MS) must be simultaneously improved. However, these three indices are in a trade-off relationship. Based on the abovementioned background, this study proposes the modelling of the staff scheduling problem in restaurants to maximise the weighted sum of the CS, ES, and MS values, where hall staff and robots cooperate, as a set covering problem. The simulation results show that increasing the utilisation of robots for low value-added work and hall staff for high value-added work with customer contact contributes to improvements in CS, ES, and MS in restaurants.

Staff scheduling in restaurants where hall staff and robots cooperate

The number of companies introducing robots as part of their workforce has been increasing in the recent years. One aim of such companies is to have robots perform low value-added work, and humans perform high value-added work. This objective also generally applies to the service industry. Increasing the number of repeat customers and improving profitability are required in the restaurant business. Furthermore, customer satisfaction (CS), employee satisfaction (ES) and management satisfaction (MS) must be simultaneously improved. However, these three indices are in a trade-off relationship. Based on the abovementioned background, this study proposes the modelling of the staff scheduling problem in restaurants to maximise the weighted sum of the CS, ES, and MS values, where hall staff and robots cooperate, as a set covering problem. The simulation results show that increasing the utilisation of robots for low value-added work and hall staff for high value-added work with customer contact contributes to improvements in CS, ES, and MS in restaurants.

Kompetensi Manajerial Kepala Sekolah, Kompensasi dan Kepuasan Kerja Terhadap Kinerja Guru Pada SMK Swasta Di Kota Batam

In Teaching and Learning Process, teachers have a very decisive position of successful learning, in the hands of successful or not achievement of teaching and learning goals in school. And as the driving force, the principal who is given the task to lead the school should also be able to develop and improve the performance of subordinates ie teachers. The result of this research is partial of headmaster's managerial competence, job satisfaction have positive and significant influence to teacher performance, while compensation has negative and insignificant effect on teacher performance in SMK Swasta in Batam City Riau Islands Province but simultaneously managerial competence, compensation and satisfaction work has a positive and significant impact on the performance of teachers in private SMK in Batam City Riau Islands Province.

Leading the Indian Managers to Satisfaction: The Mediating Role of Ethical Climate

The theme of this study revolves around the ethical approach of the top management and ethical climate of the organizations which directly or indirectly influence the job-related attitudinal behaviour of employees. In this article, an attempt is made to explore whether ethical leadership in Indian context impacts the ethical climate and perceived satisfaction of employees. The study also analyzes the meditating effect of ethical climate upon the relationship of ethical leadership and managerial satisfaction. This research study employed a quantitative method using a cross-sectional survey design to assess the effect of ethical leadership on the organizational ethical climate and managerial satisfaction. A non-probability, convenience sample was obtained from this population group and was based on accessibility. This study used internal consistency reliability, Pearson correlation and hierarchical regression as statistical techniques. The following research study examined the potential of ethical leadership to foster the levels of ethical climate and found that ethical leadership acts as an antecedent of ethical climate. Further, the employees led by highly ethical leaders reported highly satisfied, and moderating effect of ethical climate also found positive. Generalization of this study's results to circumstances in other countries may not be possible because the target population was employees in Indian corporations. The study is helpful in addressing the gap of empirical analysis in relation with ethical leadership, ethical climate and in managerial context in the Indian service sector corporations.

The influence of managerial satisfaction on corporate environmental performance and reputation

AbstractOrganizational studies have widely debated the relationship between job satisfaction and job performance. Some papers have dealt with managerial satisfaction and businesses' performance adopting agency theory to interpret the results. However, no studies have yet considered the relationship between the satisfaction levels of an environmental manager and corporate environmental performance. This paper thus analyses the role played by the environmental manager's satisfaction in enhancing corporate environmental performance and reputation. The paper uses data from a survey of 412 Eco Management and Audit Scheme registered organizations. The results show a positive relationship between managerial satisfaction and environmental performance, whereas no such positive relationship was found when considering eco‐innovation performance. In addition, the environmental manager's satisfaction has a positive and indirect influence on the corporate environmental reputation. These results contribute to the literature on agency theory and aim to extend the debate between job satisfaction and job performance to the sustainable business field.