Organizational Satisfaction Research Articles

PERAN NILAI, SIKAP, DAN KEPUASAN KERJA DALAM KONTEKS ORGANISASI

This research aims to determine the role of Values, Attitudes and Job Satisfaction in organizations. This research is a literature study with a descriptive analysis approach. Meanwhile, the data source used is all literature regarding the role of values, attitudes and job satisfaction in the organizational context. The data is then collected and processed into research results. Data validity is carried out by source triangulation, namely comparing data obtained from various sources. This research shows that the role of values, attitudes and job satisfaction is proven to have a significant dominant influence. The results of this research indicate an increase in satisfaction among organizational members, which can be achieved by encouraging strong work motivation and strengthening commitment to the organization based on organizational cultural values. This effort can be started by creating a conducive work environment; The organization is able to provide all facilities that support the smooth running of learning and teaching. To improve the quality of human resources, apart from effective management, high discipline is required from all members of the organization.

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Improving occupational health and safety discipline for accident prevention through the implementation of the 5-S practice

Work accidents are not just a single event but occur through a series of interrelated causes. The main source of accidents is the existence of unsafe actions that refer to worker behavior and unsafe conditions that refer to the work environment. The approach that can be used to prevent work accidents in the work environment is the implementation of the 5S standard through the Plan Do Check Action (PDCA) methodology. The implementation of 5S is carried out in stages and systematically starting from planning, implementation, checking, and continual improvement of each 5S element. Each of the five stages is important and should be taken seriously and handled separately and sequentially. The initial three stages are operational; the fourth phase preserves the state established in the first three phases; and the fifth phase aids in our efforts to improve things continuously. Improved working conditions and an accident-free workplace can result from a better understanding of the 5S idea and how it relates to the safety management system. This will increase employee satisfaction in industrial organizations.

Exploring the potential of blockchain‐enabled smart contracts for achieving net‐zero emissions: An empirical study

AbstractA sustainable future entails addressing net‐zero emissions, which balances greenhouse gas emissions, thereby mitigating climate change. This study explores the relationship between the information quality, system quality, and service quality of blockchain‐enabled smart contracts (BSCs) with collaboration quality to achieve net‐zero emissions. The study further explores the role of collaboration quality in influencing the intention‐to‐use BSC and organizational satisfaction. The study employed the revised DeLone and McLean model and validated it with data from 434 respondents using structural equation modeling. The results validate all the hypotheses derived from the updated DeLone and McLean information system (IS) success model. There exist significant relationships between information quality, system quality, and service quality in the BSCs leading to collaboration quality to achieve net‐zero emissions. The study establishes the significant role of collaboration quality which positively impacts usage behavior and organizational satisfaction, mediated by the intention to use. The findings of this study offer insights for organizations and policymakers seeking to harness blockchain for environmental sustainability.

Developing an advanced prediction model for new employee turnover intention utilizing machine learning techniques

In recent years, the turnover phenomenon of new college graduates has been intensifying. The turnover of new employees creates many difficulties for businesses as it is difficult to recover the costs spent on their hiring and training. Therefore, it is necessary to promptly identify and effectively manage new employees who are inclined to change jobs. So far previous studies related to turnover intention have contributed to understanding the turnover phenomenon of new employees by identifying factors influencing turnover intention. However, with these factors, there is a limitation that it has not been able to present how much it is possible to predict employees who are actually willing to change jobs. Therefore, this study proposes a method of developing a machine learning-based turnover intention prediction model to overcome the limitations of previous studies. In this study, data from the Korea Employment Information Service's Job Movement Path Survey for college graduates were used, and OLS regression analysis was performed to confirm the influence of predictors. And model learning and classification were performed using a logistic regression (LR), k-nearest neighbor (KNN), and extreme gradient boosting (XGB) classifier. A novel finding of this research is the diminished or reversed influence of certain traditional factors, such as workload importance and the relevance of one's major field, on turnover intention. Instead, job security emerged as the most significant predictor. The model's accuracy rates, highest with XGB at 78.5%, demonstrate the efficacy of applying machine learning in turnover intention prediction, marking a significant advancement over traditional econometric models. This study breaks new ground by integrating advanced predictive analytics into turnover intention research, offering a more nuanced understanding of the factors influencing the turnover intentions of new college graduates. The insights gained could guide organizations in effectively managing and retaining new talent, highlighting the need for a focus on job security and organizational satisfaction, and the shifting relevance of traditional factors like job preference.

Improving Quality and Operational Performance of Service Organizations: An Empirical Analysis Using Repeated Cross-Sectional Data of U.S. Firms

Research in quality management has provided new insights and directions on how to incorporate quality principles into organizational, operational, and policy decisions. However, most research into quality management has focused on manufacturing firms, which differ from service organizations in their structural and organizational characteristics, thus limiting the value of the findings for service organizations and highlighting the need for further research to assess quality practices in service organizations. In addition, whether quality management practices can provide sustainable quality results for service organizations is overlooked in the literature, primarily due to the lack of availability of reliable and valid data. This had led to inconsistent research findings, which limits theory development and managerial relevance of quality management for service organizations. Building upon the contingency theory of quality management, we examine the determinants of quality results in service organizations and determine the magnitude of the impacts of quality excellence programs on customer satisfaction and operational results in service organizations on a more detailed level. We use repeated cross-sectional data of 16 years from the Baldrige Quality Award program. The results show that information, analysis, and knowledge management is a significant predictor of quality and operational results, and management of process quality and human resource (HR) management significantly influence customer focus and satisfaction, controlling for the firms’ year. We also find that HR management has the strongest impact on customer focus and satisfaction in service organizations, followed by the management of process quality. In addition, the quality and operational improvements resulting from quality management implementation diminish over time in service enterprises. This article provides insights for service organizations and policymakers to enhance service quality and operational performance in service organizations.

Evaluating the Influence of the Compensation and Position Classification System (CPCS) on Job Satisfaction and Performance among SSS Rank-and-File Employees

This study aimed to identify the perceptions of the SSS rank-and-file employees on the Compensation and Position Classification System (CPCS) and how they relate to the employees’ job satisfaction and performance. The researcher utilized the descriptive-correlational survey and employed the random sampling technique in identifying the 118 employees from the SSS West 1 Division. The researcher used a validated questionnaire with the following Cronbach’s Alpha coefficients: 0.941 for the perceptof the Compensation and Position Classification System (CPCS) and 0.918 for the job satisfaction. Findings suggest a moderate agreement among employees regarding the benefits and compensation structure under the Compensation and Position Classification System (CPCS). Additionally, the study reveals high job satisfaction and very satisfactory job performance among SSS rank-and-file employees. Importantly, significant correlations emerge between employees’ perceptions on the Compofsation and Position Classification System (CPCS) and both their job satisfaction and performance levels. These findings underscore the importance of understanding employee perspectives on the Compensation and Position Classification System (CPCS) and its implications for organizational satisfaction and effectiveness.

A Comprehensive Evaluation of an Internship Program: A 360-Degree Review Involving Students, Host Organization Supervisors, and Faculty Members

In 2017, the School Education Act of Japan introduced a new category of higher education institutions, called "Professional Universities". These institutions are mandated by law to allocate a minimum one-third of the credits necessary for graduation to participate in practical training. During 2022-2023 academic year, the Faculty of Information at Kaishi Professional University (FI/KPU) established a robust internship program. Second-year undergraduate students participated in an internship program for five weeks (equivalent to 150 hours), while third-year students undertook for fifteen weeks (equivalent to 450 hours) with a diverse range of host organizations. The program's goal is to provide students at Kaishi Professional University with real-world exposure, preparing them for successful careers upon graduation. To assess the internship program's performance, the steering committee of internship program collected questionnaire feedback from all stakeholders involved, student interns, host organization supervisors, and faculty members. Analysis of this feedback offers insights into how the internship program influences the professional and personal growth of student interns. This assessment takes the form of a 360-degree review, encompassing perspectives from host organizations, students themselves, and faculty members. The study includes a descriptive analysis examining the correlation between student satisfaction with the internship experience and the host organization's satisfaction with student abilities. The result of this analysis shows how the internship program impacts on professional, personal growth of intern students.

Total Quality as an Effective Tool for Achieving Customer Satisfaction, Patronage, Productivity Gains and Sustainability in Organizations

This study examines the influence of Total Quality Management (TQM) on customer satisfaction, patronage, productivity gains and sustainability in organizations. The study collects data from relevant materials through the application of library research design. The study found that managers didn’t pay the required attention on issues really happening in the organizations, despite the existence of improvement programs and principles. Hence, real time improvements with corrective measures are not present in the process of enhancing organizations’ overall quality. The study points out that lack of commitment from any particular group is a serious challenge to quality management. Especially, when this comes from the management who are in the control of the tasks, and it can be a major barrier to the successful implementation of TQM. Quality management programs have failed because they were not consistent and regularly. To achieve a holistic implementation of quality management requires a cultural change in the way tasks are conducted in organizations. However, the study recommends that managers should take corrective measures that would focus on the issues really happening in organizations. They should also consider total quality management tasks to be a continue process, rather than a periodic process. This demands for total cultural change in the way and manner activities are planned and executed in organizations.

Telework and job satisfaction in knowledge-intensive public organizations: a quali-quantitative analysis from an environmental protection agency in Italy

PurposeThe study aims to examine the relationship between telework conditions and employees' job satisfaction (JS) within knowledge-intensive public organizations (KIPOs). Additionally, it aims to unfold the mediating role played by both organizational and job characteristics, namely supervisory support (SS) and job autonomy (JA).Design/methodology/approachThe analysis adopts a simultaneous qualitative-quantitative design, starting with a preliminary inductive analysis of qualitative data, followed by a deductive quantitative analysis using structural equation modeling (SEM). The data were retrieved from a survey completed by some 700 employees of a regional environmental protection agency in Italy.FindingsFindings show that the positive association between conditions for telework (CT) and JS is partially mediated by both SS and JA. Moreover, the results of the study suggest a sequential nature of such mediational patterns.Originality/valueThis research provides an empirical contribution to a relatively under-investigated area: the role of job characteristics in explaining the nexus between telework and JS. Furthermore, the study takes place within the context of a KIPO, adding particular significance to the emerging insights due to the distinct nature of the work conducted in such settings.

Understanding the Connections between Job Satisfaction, Loyalty and Commitment

This paper provides an in-depth analysis of the interrelated concepts of job satisfaction, employee retention and employee morale in Indian organizations. It examines the major factors affecting job satisfaction such as work environment, pay, development opportunities and work-life balance. It also discusses the cultural characteristics of India, such as hierarchy, respect and collectivism. The paper emphasizes the importance of leadership style, communication, recognition and reward strategies in boosting morale. It also highlights the benefits of high job satisfaction, including higher productivity, lower turnover and a positive workplace culture. The impact of morale on engagement, absenteeism, customer service and corporate image is also explained. This comprehensive analysis provides valuable insights for organizations looking to create a conducive work environment in India that ensures a motivated, satisfied and engaged workforce

The Effect of Perceived Organizational Support on Employees' Job Satisfaction in Organizations: A Study on Firefighters

The study aims to reveal the perceived organizational support (POS) and job satisfaction (JS) levels of firefighters and to determine whether there is a relationship between them. A questionnaire was applied to 426 firefighters working in Turkey using convenience and snowball sampling methods. As a result of the study, POS was found to be at medium level and JS was found to be above average. It was found that there was both a positive relationship between POS and JS and that POS had a significant positive effect on JS. Significant differences were found in terms of marital status, salary adequacy, age, and education in terms of POS, while no difference was found in terms of years of experience variables. In terms of JS, a significant difference was found in terms of salary adequacy and educational status variables, while no difference was found in terms of marital status, age, and years of experience variables.

A Qualitative Study on Talent Management Strategies in State-Owned Enterprises

The purpose of the study is to identify the employee retention strategies currently used in state-owned enterprises and their effectiveness in retaining employees. State-owned enterprises (SOEs) are increasingly concerned about employee retention due to skills shortages and labor turnover, which affect productivity. This has prompted this study to examine the talent management strategies used by state-owned enterprises since salaries seem to be low and unable to attract a skilled workforce. The study used qualitative research, and semi-structured interviews were administered to obtain data from Human Resource practitioners and departmental supervisors in a South African state-owned enterprise. The study found that employee wellness, more leave days, employee development, and permanent contracts are the main retention strategies used to improve employee satisfaction in public sector organizations. This study highlights the relevance of talent management strategies in achieving competitive advantage in public sector organizations.

The functioning of call-center in conditions of COVID-19 pandemic

The statistical (descriptive statistics) and descriptive methods were applied. The indicators of functioning of the call-center of the Ministry of Health Care of the Udmurt Republic in 2020-2022 were analyzed. The psychological characteristics of telephone counseling were studied. The satisfaction of medical organizations and citizens with services of call-center operators was assessed. The main principles of telephone counseling are confidentiality, maintenance of framework of working conversation, respect to personality of addressee. In 2020 the call center phone line received 34160 calls, in 2021 - 128339 calls, in 2022 - 65618 calls. In 25 months of operation the call-center operators received 228,117 calls from citizens related to issues of new coronavirus infection. The number of patient calls to the hot-line increases significantly when incidence of new coronavirus infection increases (r=0.885; p<0.05). Most frequently (25.1%) citizens contacted the call-center of the Ministry of Health Care of the Udmurt Republic due to inability to reach the polyclinic and on issues related to primary before-doctor care. The second place in terms of frequency (18.5%) took issues related to PCR-test results. The third place (14.1%) took issues related to duration of quarantine for patients and persons residing with them, possibility for children to attend preschool and educational institutions. The number of outgoing calling in 2020 was 16146, in 2021 - 89269 and in 2022 9936 calls. During 25 months of operation, call-center operators made 204,782 calls to citizens to monitor their health status and invite them to vaccinations and health screenings. More than half of outgoing calls (58.3%) were related to audio-monitoring of patients undergoing outpatient treatment with making-up of electronic protocol. During the period of increasing of COVID-19 morbidity, the call-center becomes an independent structural unit of organizing patient care. The medical organizations and citizens are satisfied with functioning of the call-center of the Ministry of Health Care of the Udmurt Republic organized in order of improving the organization of medical care of patients with COVID-19.

Do public service motivation and organizational processes influence job satisfaction and organizational commitment? A comparative study in public and private organizations

This study investigates the impact of public service motivation (PSM) on job satisfaction and organizational commitment while controlling for four types of organizational processes and individual attributes. Furthermore, it tests whether PSM is unique to public organizations by comparing public and private organizations. We use individual-level microdata from the “Survey on the Comparison of Public and Private Organizations in Korea” to address these issues. The sample for this survey, conducted by the Korea Institute of Public Administration (KIPA) in 2014, included 2,047 participants, consisting of 1,000 civil servants and 1,047 private sector employees. First, we find that PSM positively impacts job-related work outcomes such as job satisfaction and organizational commitment in both public and private organizations. Second, we show that public sector employees have significantly higher levels of PSM than their private sector counterparts. These results indicate the importance of PSM in public administration and have a policy implication that public organizations need to design effective methods to improve the PSM levels of their employees. Third, both PSM and organizational processes jointly influence job satisfaction and organizational commitment; however, their effects differ between the public and private sectors. In conclusion, our research confirms that PSM is a crucial determinant of public organization characteristics in the East Asian context, highlighting its significance for public administration.

Top executives’ discretion and organizational performance: Analysis of quasi-governmental organizations in Korean government

This study has examined the impacts of top executives’ discretion on organizational performance in public organizations. We analyzed longitudinally collected data from quasi-governmental organizations in Korea. The results show that top executives’ managerial discretion has an inverted U-shape relationship with the overall performance of organizations. The marginal effect of top executives’ discretion on organizational performance was negative. This suggests that the benefits from top executives’ discretion decrease as the level of managerial discretion increases. The greater discretion of top executives in project management was more likely to yield desirable outcomes for organizations. Top executives’ discretion did not significantly affect customer satisfaction and transparency of organizations. Points for practitioners This study has empirically shown that there exists an inverted U-shape relationship between managerial discretion and organizational performance. It is necessary to let public managers exercise their discretion in managing their businesses given that flexibility and innovativeness in decision making serve key roles in effective organizational management in highly turbulent organizational contexts. It will also be important to properly monitor public managers’ discretionary authority to avoid unintended negative consequences of discretion.

Application of Agile Methodology in Managing the Healthcare Sector

The healthcare sector has gradually embraced effective project management for improved healthcare outcomes. This paper explores the application of the agile methodology for managing the healthcare sector. This study significantly contributes to the healthcare sector by providing insights into the application of Agile methodology, potentially enhancing healthcare management and patient outcomes. In this article, the author reviews ten peer-reviewed articles, analyses the findings, and generates three themes: Agile methodology development and implementation in the healthcare sector, the healthcare sector's readiness factors/levels for applying the agile methodology, and how agile methods improve healthcare outcomes. The findings across the three identified themes reiterate the crucial role of organizational leadership, flexible structures, and advanced technology in enhancing agility within the healthcare sector. Moreover, the studies highlight the potential of agile principles to enhance customer-centricity, customer satisfaction, and overall adaptability in healthcare organizations. The study recommends healthcare institutions priorities Agile competency development through training programs and cultivate a culture of adaptability to support Agile methodology adoption. Furthermore, it suggests quantitative research to validate readiness factors' influence, focusing on patient-centered outcomes and comparative studies between Agile and traditional healthcare approaches to bridge literature gaps.

A Study on the Relationship between the Utilization of Flexible Work System and Organizational Result Variables

Purpose: The main purpose of this study is as follows. First, it analyzes the differences in organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment) according to the use of the flexible work system. Second, it analyzes the difference between the presence or absence of experience in using the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment). Third, it analyzes the difference between experience without permission for the flexible work system and organizational outcome variables(work-life balance, boss reliability, job satisfaction, work performance, and organizational commitment).&#x0D; Method: In order to achieve the purpose of this study, a questionnaire was designed for public officials in Daegu to understand the use of the flexible work system and the degree of recognition of organizational outcome variables. Organizational outcome variables included family-friendly policy satisfaction, work-life balance, organizational contribution, boss trust, organizational satisfaction, job satisfaction, work performance, turnover intention, organizational commitment, and life satisfaction. In order to achieve the purpose of this study, basic statistical analysis, frequency analysis, and cross-analysis were sequentially performed.&#x0D; Results: As a result of the statistical analysis of this study, there is a difference in the level of awareness of organizational outcome variables between groups that currently use and do not use the flexible work system, and groups that do not have permission to use the flexible work system.&#x0D; Conclusion: The statistical analysis results of this study suggest that there is a clear difference in perception between groups of workers in different situations regarding the use of the flexible work system. This is thought to be a policy implication necessary for the proper design of the flexible work system in public organizations and the more active use of the flexible work system.

Evaluation of Factors Affecting Job Satisfaction Pathways for Improved Sustainable Business Performance in Emerging Economies

Job satisfaction is one of the vital needs of almost every employee in any well-structured organization. Any shortfall in the anticipated level of employee job satisfaction would affect the employees' contribution to organizational effectiveness. The purpose of the research is twofold. It aims to study the relationship between different levels of employees' job satisfaction in organizations and the impact of employee job satisfaction on the nature of roles performed by employees. The study found that employees' job satisfaction significantly impacted their performance and productivity in the organization. Also, the significant impact of employee satisfaction has been found on the employee commitment to work. Furthermore, the significant outcome on organizational performance can be seen as the result of job satisfaction. The study results would help an organization understand the value of job satisfaction for an employee, which could help increase organizational commitment.

How Do Normative Public Values Promote Service Innovative Behavior in Public Organizations: The Roles of Felt Responsibility for Change and Responsible Leadership

Innovating public services contributes to enhancing citizen satisfaction and trust in public organizations. The aim of our research is to unravel how and when public sector employees’ perceptions of normative public values shape their service innovative behavior. The data were gathered from 572 employees and 68 managers from local-level governments in an Asia-Pacific setting. The positive link was observed between employee perceptions of normative public values and their service innovative behavior. Felt responsibility for change mediated that relationship. Responsible leadership was found to interact with employee perceptions of normative public values to further promote service innovative behavior.