Organizational Job Research Articles

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

Perceived Impact of Performance Appraisal on Employee’s performance

This study explores the perceived impact of performance appraisal on employee performance at Vocation Investments and Securities, a leading financial services firm. Performance appraisal is a critical aspect of organizational management, aiming to assess and enhance employee performance. The study adopts a mixed-methods approach, combining quantitative surveys and qualitative interviews, to capture a comprehensive understanding of employee perceptions. Quantitative surveys are utilized to assess employees’ perceptions of various dimensions of the performance appraisal process, including fairness, transparency, feedback effectiveness, alignment with organizational goals, motivation, and job satisfaction. A structured questionnaire is administered to a representative sample of employees across different departments and levels within Vocation Investments and Securities. Statistical analyses, such as descriptive statistics, correlation analysis, and regression analysis, are employed to identify patterns, trends, and relationships in the data. Qualitative interviews are conducted to delve deeper into employees’ experiences and perspectives regarding performance appraisal. Semi-structured interviews are conducted with a subset of employees to explore themes such as perceptions of fairness, feedback delivery, alignment with organizational goals, and suggestions for improvement. Thematic analysis is employed to identify recurring patterns, themes, and insights emerging from the qualitative data. The findings from both quantitative surveys and qualitative interviews are integrated to provide a comprehensive understanding of employee perceptions of performance appraisal at Vocation Investments and Securities. The study aims to identify areas of strength and areas for improvement in the current performance appraisal process, offering actionable recommendations to enhance its effectiveness. By understanding and addressing employee perceptions, Vocation Investments and Securities can foster a culture of trust, engagement, and continuous improvement, ultimately driving employee performance and organizational success in the competitive financial services industry.

The Influence of the Congruence of Organisational Values with Individual Values, Worklife Quality, Organisational Justice on Job Satisfaction and Employee Performance at PT. Brantas Abipraya

This research aims to set a direct and indirect influence of the Congruence of Organizational Values with Individual Values, Work Life quality, Organizational Justice on Employees Job Satisfaction and Employees Performance. The Congruence of organizational values with individual values not impact employees job satisfaction. work life quality impact employee job satisfaction. Organizational justice impact employees job satisfaction. Congruence of organizational values with individual impact employees performance. work life quality impact performance. Organizational justice impact employees performance. Congruence of organizational values with individual values impact employees performance through job satisfaction. work life quality impact employees performance through job satisfaction. Organizational justice indirectly and significantly impact employees performance through job satisfaction. Job satisfaction impact employees performance

The Effect of Ethical Leadership on Organizational Justice, Organızational Citizenship and Job Satisfaction

The aim of the study is to explain the effect of ethical leadership on organizational justice, organizational citizenship, and job satisfaction. The study group includes 488 teachers and the study was chosen by using a simple random sampling method. Teachers' participation is convenience sampling. Data were collected with the ethical leadership scale, organizational justice scale, and organizational citizenship scale. As a result of the analysis, it was concluded that the scales were reliable. The research hypotheses were tested using structural equation modeling as well as variables. According to the hypothesis, ethical leadership has an effect on organizational justice, organizational citizenship, and job satisfaction, organizational justice with ethical leadership has an effect on job satisfaction, and, organizational citizenship with ethical leadership affects job satisfaction. In light of these results, it shows that all hypotheses are supported. In summary, it can be said that ethical leadership has an effect on organizational outputs. This situation reveals the importance of ethical leadership.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN EMPLOYEES OF CV SUMBER CAHAYA MOTOR PALEMBANG

Abstract: strong features of CV Sumber Cahaya Motor's corporate culture can be seen in the behavioral dimensions of courtesy and altruism, where employees are very conscious of the importance of fostering strong connections and supporting one another. Nonetheless, there are shortcomings in the areas of conscientiousness and sportsmanship, as workers frequently show a lack of initiative when working beyond their assigned duties and a lack of enthusiasm when confronted with directives or extra work that is not related to their primary duties. Obviously, this contributes to workers' dissatisfaction with their jobs. This study aimed to characterize organizational culture, job satisfaction, and organizational citizenship behavior (OCB) in part-time and full-time CV Sumber Cahaya Motor Palembang personnel. Saturated sampling methodology was employed in this investigation, with a total of 40 employees as the sample. This study employed a quantitative methodology. This study used a descriptive and verification analytical methodology. The study's findings suggest that work satisfaction and company culture have a big impact on how employees behave in terms of organizational citizenship. With a combined 52.8% contribution to OCB, both variables have a significant impact. To support the rise in employee OCB, management must continue to fortify organizational culture and raise job satisfaction.

사회복지사의 직무만족에 대한 통합적 문헌 고찰

This study suggested the direction of future research through an integrated review of the literature on job satisfaction of social workers targeting domestic journals. To this end, according to the integrated literature analysis method of Tarraco (2005), quantitative research papers were searched with keywords including job satisfaction of social workers, and the following conclusions were drawn by selecting 70 papers. First, in the job satisfaction study of social workers, the main keywords were organizational commitment, turnover intention, self-efficacy, burnout, and job stress in order. Job satisfaction of social workers was most often used as a dependent variable, and it was found that it was affected by independent variables such as personal factors, organizational and job factors, and environmental factors. Based on these research results, the direction and practical implications of future research were presented.

Implementasi Sistem Informasi Akuntansi Kredit Gadai Emas Di PT Pegadaian

This research was prepared to determine the procedures for granting, repaying, and auctioning gold pawn loans at PT Pegadaian (Persero) Tajur Branch Service Unit as one of the Fast and Secure Credit products offered by the company to the public to be able to obtain loans with collateral in the form of gold. The purpose of this writing is to find out about the Gold Pawn Credit Accounting Information System at PT Pegadaian and how the effectiveness of Internal Control on the Gold Pawn Information System at PT Pegadaian. The procedure for granting a gold pawn starts from a credit application, valuation of collateral, disbursement of credit loan funds, to storage of collateral, followed by settlement of the loan money within a maximum of four months by redemption, installments, or renewal. If the customer is unable to repay later, the collateral will be auctioned with the customer's consent based on the terms and conditions at the beginning of the credit loan process. Based on the results of the review, all of the above procedures have been carried out by the principles of good internal control, including standard procedures that are outlined in the form of flowcharts, there is a separation of duties made in the organizational structure and job descriptions, there are appraisers to overcome the risk of the insufficient value of collateral, there are adequate authorization procedures when granting credit and the auction process, there is verification of credit granting requirements, security of pawn deposits is very adequate, supported by a pawn application system and supporting documents to ensure the achievement of the objectives of granting credit with gold pawning. Keywords: Gold Pawn Credit Procedure, Internal Control, Accounting Information System

Investigating the impact of employee empowerment and autonomy on job satisfaction and organizational commitment Shubhangi Roy

The potential of employee empowerment and autonomy to improve job satisfaction and organizational commitment has drawn attention from scholars and practitioners alike, leading to a focus on these topics in current organizational management literature. To methodically investigate the relationship between employee empowerment, autonomy, work happiness, and organizational commitment, this meta-analysis synthesizes findings from previous empirical investigations. This study aims to offer insights into the degree to which giving employees autonomy and empowerment affects their job satisfaction and commitment to the company through an extensive analysis of pertinent literature.The meta-analysis incorporates a broad spectrum of research that spans different industries, organizational sizes, and geographic regions. With the use of rigorous statistical methods such as moderator analyses and effect size calculations, this study seeks to clarify the complex dynamics that underlie the relationship between work satisfaction, employee autonomy, empowerment, and organizational commitment. To further understand their influence on the observed connections, potential modifiers including personality differences, leadership styles, and corporate culture will be investigated. It is anticipated that the results of this meta-analysis will have significant ramifications for theory and practice. This research aims to provide a thorough knowledge of the mechanisms via which employee autonomy and empowerment affect work satisfaction and organizational commitment by synthesizing empirical evidence from several studies. These perceptions have the potential to promote employee well-being and organizational effectiveness by informing management strategies and policies that strive to develop a more dedicated and engaged workforce. The results indicate that a substantial correlation exists between increased levels of job satisfaction and organizational commitment and employee empowerment, which is defined as the transfer of authority, discretion in decision-making, and access to resources. Similarly, autonomy—that is, giving workers the freedom and flexibility to carry out duties and make decisions—correlates favourably with organizational commitment and job satisfaction. Moreover, the examination pinpoints mediating factors including job engagement, psychological empowerment, and perceived control that elucidate the connections between employee outcomes, autonomy, and empowerment. The significance of cultivating a culture of trust, communication, and support for employee empowerment initiatives is one of the implications for organizational practice. Supervisors must acknowledge the significance of autonomy in augmenting worker motivation, contentment, and dedication, while simultaneously taking into account the situational elements that impact the efficacy of employee empowerment tactics. upcoming

Unravelling the Interplay of Servant Leadership, Cognitive Trust, and Employee Wellbeing: A Cae of An Emerging Economy

This study examines the relationship between servant leadership, cognitive-based trust, and employee wellbeing in Pakistan's healthcare sector. Grounded in existing research, our study explains the theoretical underpinnings of servant leadership, cognitive-based trust, and employee wellbeing. Servant leadership prioritizes followers' needs, fostering positive outcomes such as organizational citizenship behavior and job engagement. Cognitive-based trust, rooted in transparent communication and shared values, is fundamental to healthy leader-follower relationships and organizational commitment. Employee wellbeing, encompassing physical and psychological dimensions, is crucial for organizational success. In Pakistan's healthcare sector, marked by its complexity and the need for positive work environments, this study investigates how servant leadership and cognitive-based trust impact employee wellbeing. Four hypotheses are formulated: (1) Servant leadership positively correlates with overall employee wellbeing, (2) Servant leadership positively influences cognitive-based trust development, (3) Higher levels of cognitive-based trust correlate with enhanced wellbeing, and (4) Servant leadership's positive influence on wellbeing is mediated by cognitive-based trust. Through empirical testing, this research aims to deepen understanding of leadership, trust, and wellbeing dynamics in healthcare, providing insights for organizational practices. By elucidating these relationships, the study seeks to contribute to the creation of flourishing and sustainable workplaces in Pakistan's healthcare sector.

Organizational Climate and Job Satisfaction Among Workers in a Peruvian Company

Organizational climate is a crucial factor that influences job satisfaction among workers in any organization. This research aims to describe the perceived levels of organizational climate and job satisfaction among workers in a Peruvian company and determine the relationship between both variables. This is a basic, non-experimental, and correlational quantitative study. The sample consists of 40 workers employed in a civil construction company in Lima, Peru, and is a census sample. Organizational climate and job satisfaction questionnaires were used to collect data, with 28 and 25 items, respectively. The results report that organizational climate and job satisfaction reached moderate levels, with 62.50% and 60.00%, respectively. Based on the obtained Spearman’s rho value of 0.755 and a p-value of 0.000 < 0.05, it was determined that there exists a significant and high direct relationship between the variables under study.

Understanding Employee Openness to Organisational Change in a Healthcare Organisation: Stress, Turnover Intentions and the Moderating Role of Psychological Ownership

This study investigated the relationship of employee openness to organisational change with job stress and turnover intentions and tested the moderating effect of psychological ownership in a healthcare context. Participants were employees from a large, non-profit, Midwestern US healthcare organisation that was in the process of a large-scale change initiative (i.e., merger). Our findings indicated that there is a negative relationship between employee openness to organisational change and job stress and turnover intentions. Results also revealed that employees with a higher level of psychological ownership and openness to change tended to experience less job stress. Psychological ownership has not been examined as a moderator in organisational change contexts despite its obvious relevance. Our findings indicate that employee openness to organisational change and psychological ownership are two individual-level attitudes critical to improving crucial individual and organisational outcomes in the change process.

Customer experience (CX), employee experience (EX) and human experience (HX): introductions, interactions and interdisciplinary implications

PurposeThe purpose of this paper is to provide an overview of what (service) experience is and examine it using three distinct perspectives: customer experience (CX), employee experience (EX) and human experience (HX).Design/methodology/approachThe present conceptualization blends the marketing and organizational behavior/human resources management (OB/HRM) disciplines to clarify and reflect over the meaning of (service) experience. The marketing discipline illuminates the concept of CX, whereas the OB/HRM discipline illuminates the concept of EX. The concept of HX, which transcends CX and EX, is examined in light of its recent development in service research. For each of the three concepts, key themes are identified, and future research directions are proposed.FindingsBecause the goal that individuals seek to achieve depends on the role they are enacting, each of the three perspectives on experience (CX, EX and HX) should have a different focal point. CX requires to focus on the process of solving customer goals. EX necessitates to think in terms of organizational context and job content that support employees. Finally, the focus of HX should be on well-being via enhanced gratification, and reduced violation, of basic human needs.Originality/valueThis paper offers an interdisciplinary perspective on (service) experience and simultaneously addresses CX, EX and HX in order to reconcile the different perspectives on experience in service research.

Diversity and Inclusion in The Workplace: Beyond The Buzzwords

This study investigates the relationships between organizational factors, cultural awareness, and job satisfaction within PT Kereta Api Indonesia. Using Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis, data was collected from 67 employees to examine the direct and indirect effects of organizational culture and diversity and inclusion policies on job satisfaction, mediated by cultural awareness. The results reveal significant direct relationships between organizational culture and both cultural awareness and job satisfaction. Additionally, diversity and inclusion policies were found to directly impact job satisfaction, albeit with limited mediation through cultural awareness. These findings underscore the critical role of organizational culture in shaping employee experieoknces and perceptions, emphasizing the importance of fostering a supportive and inclusive workplace environment to enhance job satisfaction. The study provides valuable insights for organizations, including PT Kereta Api Indonesia, aiming to promote employee satisfaction and cultivate a culture of inclusivity and well-being in the workplace. Keywords : Organizational Culture, Diversity And Inclusion Policy, Job Satisfaction, Cultural Awareness

Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model

PurposeThis study is intended to investigate the relationship between supervisor bottom-line mentality (BLM) and employee workplace well-being. In addition, this study discusses the mediating roles of perception of organizational politics and job anxiety in this relationship.Design/methodology/approachData were gathered from a two-wave survey of 301 full-time employees in southern China. The PROCESS macro in SPSS was applied to test the hypotheses.FindingsResults showed that supervisor BLM was negatively related to employee workplace well-being. Moreover, perceptions of organizational politics and job anxiety played multiple mediating roles in the relationship between supervisor BLM and employee workplace well-being.Originality/valueDrawing on the conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, this study proposes a multiple mediation model to advance our understanding of how supervisor BLM affects employee workplace well-being.

Exploring the Nexus of Perceived Organizational CSR Engagement, Job Satisfaction, Organizational Pride, and Involvement in CSR Activities: Evidence from an Emerging Economy

Corporate Social Responsibility (CSR) is becoming omnipresent in contemporary business environments given the growing awareness of the social role of business entities and their contribution to sustainable development. The research was conducted in order to explore the relationships between the perceived organizational engagement in CSR, job satisfaction due to CSR, organizational pride, and employees’ involvement in the company’s CSR activities. The research was conducted on a sample of employees in the life insurance department of a leading insurance company in Serbia, using a structured web questionnaire. Data analysis was performed on a sample of 138 respondents. Data were processed using Partial Least Squares Structural Equation Modeling (PLS-SEM), given the relatively small size of the sample, asymmetric data distribution, and the complexity of the relations. The study results point to a more influential role of CSR engagement in fostering organizational pride, compared to job satisfaction, with the latter as the most influential determinant of organizational involvement.

Organizational change: Implications of directive change management

This article explores the implications of directive change management, characterized by top-down leadership and minimal employee involvement, on organizational dynamics, employee morale, and job security. This approach’s psychological and operational impacts are underscored, emphasizing the imperative of addressing employee perceptions and fostering trust. Strategies for rebuilding trust and enhancing morale post-directive change management are presented, including transparent communication, participative decision-making, and recognition of employee contributions. The significance of enhancing job security through clear policies, open dialogue, and robust mental health and well-being support systems is highlighted. Practices that encourage job dedication are introduced, emphasizing goal alignment, meaningful work design, and a culture of innovation and continuous improvement. Long-term strategies for cultivating a healthy workplace, such as establishing feedback mechanisms, investing in leadership development, and maintaining organizational adaptability, are also discussed. This brief article is an introductory resource for business leaders, managers, and change practitioners seeking to be better equipped with the necessary tools and strategies to navigate the post-implementation effects of directive change management. It is anticipated that this information can assist leaders and organizations in navigating the challenges of directive change management, promoting resilience, employee well-being, and sustainable organizational success.

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

Pengaruh Kepemimpinan Kepala Sekolah dan Disiplin Guru terhadap Kinerja Guru

This research aims to: 1) determine whether or not there is an influence of school principal leadership on teacher performance; 2) knowing whether or not there is an influence of teacher discipline on teacher performance; 3) determine whether or not there is an influence of the principal's leadership and teacher discipline on teacher performance. The research method used is a quantitative method. The results of this research show that: 1) there is a very significant positive influence between the principal's leadership style on teacher performance; 2) there is a very significant positive influence between job satisfaction and teacher performance; 3) there is a positive influence between organizational commitment and job satisfaction together on teacher performance.

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

THE EFFECT OF ORGANIZATIONAL FAIRNESS AND JOB CHARACTERISTICS ON EMPLOYEE ATTACHMENT

The purpose of this study is to determine the Effect of Organizational Justice and Job Characteristics on Employee Attachment to PT. Ching Luh Indonesia, either partially or simultaneously at PT. Ching Luh Indonesia. This study used associative method with quantitative approach. A lot of sampling was 78 people. Descriptive data analysis techniques are used to determine the picture of respondents' answer responses and data distribution, while inferential statistical analysis is for hypothesis testing. Data processing is assisted by Microsoft excel and SPSS software version 25. Based on the correlation test of Organizational Fairness (X1), and Job Characteristics (X2) with Employee Attachment (Y) have a strong relationship. Organizational Fairness and Job Characteristics can project Organizational Fairness with a positive influence, this can be seen from the equation Y = 2.881 + 0.622X11 + 0.304X21 which means that the higher or increased the Employee Attachment. Organizational Fairness and Job Characteristics contributed 55.30% while the remaining 44.70% was influenced by other variables classified in epsilon, namely other factors that affect Employee Attachment but were not careful in this study.