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... However, frontline leaders' often face major challenges such as predictability and consistency of service quality due to the "service-driven culture" (Bharwani & Butt, 2012) found in the hospitality industry which requires a high level of motivation (Wang, 2016) and eventually leads to job satisfaction and performance. In the past, researchers (Lan, Okechuku, Zhang, & Cao, 2013;Sarwar & Khalid, 2011;Kwak & Kim, 2015;Ling, Lin, & Wu, 2016;Koyuncu, Burke, Astakhova, Eren, & Cetin, 2014) extensively measured the job satisfaction of frontline service leaders and a few extended their research to measure the impact of service environment effectiveness and service performance in relation to leadership. While research on empowerment in relation to gender is generally limited (Ayman, Korabik, & Morris, 2009;Ayman & Korabik, 2010;Paustian-Underdahl, Walker, & Woehr, 2014), it is even more so in the Malaysian context. ...
... Work by Judge and Piccolo (2004) proved that satisfied transformational leaders not only perform beyond expectations but they are more effective in urging their subordinates towards better performance. Furthermore, some studies (Sarwar & Khalid, 2011;Wong Humborstad & Perry, 2011) that explored the relationship between hospitality service leaders' job satisfaction and empowerment found that job satisfaction directly affects the effectivity of employees, even in different contexts due to the wide range of work environments found in the hospitality industry. ...
... A quantitative approach was utilised for the study's sample which consisted of hotel employees in leadership roles. The research instrument, a questionnaire, measured work values using six items adapted from Kuchinke et al. (2008) and motivation using six items adapted from Bono & Judge (2003) whilst empowerment was measured using seven items adapted from Chen et al. (2007) and Sarwar & Khalid (2011). Five items for assessing job satisfaction were adapted from Froese & Xiao (2012). ...
Emotional Intelligence, Perceived Organisation Support and Organisation Citizenship Behaviour: Their Influence on Job Performance among Hotel Employees
... However, frontline leaders' often face major challenges such as predictability and consistency of service quality (Ali, Hussain, Konar, & Jeon, 2017) due to the "service-driven culture" (Bharwani & Butt, 2012) found in the hospitality industry which requires a high level of motivation (Wang, 2016) and eventually leads to job satisfaction and performance. In the past, researchers (Lan, Okechuku, Zhang, & Cao, 2013;Sarwar & Khalid, 2011;Kwak & Kim, 2015;Ling, Lin, & Wu, 2016;Koyuncu, Burke, Astakhova, Eren, & Cetin, 2014) extensively measured the job satisfaction of frontline service leaders and a few extended their research to measure the impact of service environment effectiveness and service performance in relation to leadership. While research on empowerment in relation to gender is generally limited (Ayman, Korabik, & Morris, 2009;Ayman & Korabik, 2010;Paustian-Underdahl, Walker, & Woehr, 2014), it is even more so in the Malaysian context. ...
... Work by Judge and Piccolo (2004) proved that satisfied transformational leaders not only perform beyond expectations but they are more effective in urging their subordinates towards better performance. Furthermore, some studies (Sarwar & Khalid, 2011;Wong Humborstad & Perry, 2011) that explored the relationship between hospitality service leaders' job satisfaction and empowerment found that job satisfaction directly affects the effectivity of employees, even in different contexts due to the wide range of work environments found in the hospitality industry. ...
... A quantitative approach was utilised for the study's sample which consisted of hotel employees in leadership roles. The research instrument, a questionnaire, measured work values using six items adapted from Kuchinke et al. (2008) and motivation using six items adapted from Bono & Judge (2003) whilst empowerment was measured using seven items adapted from Chen et al. (2007) and Sarwar & Khalid (2011). Five items for assessing job satisfaction were adapted from Froese & Xiao (2012). ...
The hospitality industry is a service industry that is constantly evolving with innovated service models, especially the hotel sector. However, hotel sector jobs are always associated with low paid salaries, unstable employment procedures, socially undesirable working hours and low-esteem job status with poor benefits. In such conditions, service leaders require high levels of motivation, work values, job attributes and job satisfaction in order to effectively interact with both customers and subordinates. Most hotel management recognise that effective leadership is one of the most powerful competitive advantage that one can possess through employee job satisfaction; alternatively, several research findings identify that job satisfaction and leadership effectiveness may not have a linear relationship but rather it intercedes through the level of empowerment given to service leaders and distinguished further by gender. This study examines how the antecedents of job satisfaction influence leadership effectiveness and further tests the mediating effect of empowerment between them whilst moderating across male and female frontline service leaders. A total of 118 supervisory and managerial level employees from four (4) five-star hotels in Klang Valley were surveyed using a self-administrative survey questionnaire. The PLS-SEM approach was used to assess the higher-order moderated mediation model. One of the major findings reveal that all the antecedents of job satisfaction are positively related to the endogenous variable; interestingly, empowerment partially mediates the relationship between job satisfaction and leadership effectiveness across both genders. With regard to practical implications, it is important for hotel management teams to appraise the identified underlying factors as these increase employees' performance which boost the overall service quality of the organisation and meet organisational goals.
... There are three aspects under employee relationship quality which include commitment, trust and conflict handling. These aspects are also supported by [14] who looked at trust and commitment as aspects of relationship quality. In a consumer market context, the interaction of consumers often does not differentiate between the person providing the service and the organization. ...
... Another aspect of relationship quality is employee commitment. In previous literature, commitment has been found to be related with employee performance [14]. Besides that, employee commitment can also function as a psychological bond that encourages individuals to act in ways that are consistent with the interest of the organization [4]. ...
... In addition, from this research, the Elhajj Products SdnBhd organization got to know how their employees dealt with their customers. According [14], employees and satisfied customers are very important to an organization. If customers are not satisfied with the way the employees deal with them, the organization will be affected especially in sales. ...
Customer satisfaction is often a misused and abused expression. Many organizations exploit it as a casual
approach to state that their customers are happy and satisfied with the levels of service rendered and the productspurchased. One of the most important factors affecting customer satisfaction is employee relationship quality.This paper aims to investigate the association between employee relationship quality and customer satisfaction.To serve the purpose of this study, a total of 40 sets of questionnaires were gathered from regular customers ofElhajj Products Sdn Bhd.The findings indicate that the aspects of employee relationship quality (trust, commitment and conflict handling) have a significant impact on customer satisfaction. Among the three aspects of employee relationship quality, commitment showed the strongest unit contributions towards customer satisfaction.Several suggestions have been made if a study of this nature is to be carried out in the future to change the research setting including testing other potential variables and widen the scope of the study, so that it can be generalized and have more significant contributions to the body of knowledge.
... Employee commitment can be nurtured by a given organization through employees' encouragement, support and improving their general well being (Tett & Meyer, 1993). Sarwar and Khalid (2011) found that organizations that invest in capability building can better achieve their strategic objectives and leads to more successful organization. ...
... It was found that commitment is "an individual's involvement in a particular organization and the relative strength of identiŁcation" (Mowday et al., 1982). Aryee and Tan (1992) Commitment of staŀs was also found to positively impact absenteeism, turnover rates, eŀectiveness of an organization and job performance (Aryee & Tan, 1992;Sarwar & Khalid, 2011). The objectives of this research is to 1) analyze the levels of organizational commitment among technical executive; 2) to identify factors that inłuence organizational commitment, and 3) to investigate the impact of organizational commitment on organizational performance. ...
This book is about a collection of scholarly research done over the years while working and lecturing at UTM in Malaysia. My affection with Malaysia started while I was working on my post-graduate studies, specializing in Asia-Pacific region. Back then, Dr. Mahathir Bin Mohamad was the fiery prime minister, that put Malaysia on the map, attempting to bring Asian together, and advising the West in the United Nations assembly that democracy should be the rule amongst all members of the UN. Impressed with the economic performance of Malaysia, triggered an interest in examining how Malaysia (then under PM Mahathir) managed to pull out of the financial crisis of 1997, that gripped much of South East Asia. Years later, Malaysia managed to pull itself out of the financial crisis, and to be a rising Asian tiger. While consulting in South East Asia, I managed to work eventually and teach at number of universities in Malaysia. The advantage of working for the top five global consulting firms, is the abundance of raw data, reports, studies and information available at my disposal. Such information, combined with scholarly academic drive to conduct research (on Malaysia) allowed for in-depth insight into the various inner workings of Malaysian industries. A separate book was published with numerous business cases in 2017 covering different Malaysian industries. This early interest has turned into love and affection to a country with unique history, resources, and marvelous people. The deeper my research of Malaysia, the more my frustration grew with the lack of ability of a nation to move into a unique socio-economic position. That is, to equalize with Singapore, or compete at the global level with Korea. I chose 2020 to publish this body of work, because I was waiting to confirm my hypothesis that Malaysia will not manage to achieve Wawasan 2020 (vision 2020), which is to be amongst 1st world nations. Failing to achieve vision 2020 is no coincidence. Malaysia is stuck in the middle between cheap production countries such as Vietnam and Korea, and services-based economies such as Singapore. The first essay that follows the introduction is called The Phenomenon of Economic Inertia. The premise for this research paper is that Malaysia is suffering from a phenomenon of inertia, economically however, that it is incapable of pulling itself out of its current position (like many developing nations) for number of reasons. Primarily, it is a people issue. With corruption being deeply rooted in the varying layers of society, and a leadership that failed to control corruption (as in the case of Singapore) and move the country into globally competitive position. This is what is meant by a “Phenomenon of Inertia” that is a conscious self-inflicted condition. This hypothesis is supported by the fact that all prime ministers that lead Malaysia at the end of Dr. Mahathir’s first rule in 2003 were former cabinet ministers. All of which, fell to change Malaysian global position, or Malaysia’s position in Asia. This led to the return of Dr. Mahathir to power and failing again to effectively rule or change Malaysia’s economic position in the world as of 2020. The human factor in the hypothesis of “Phenomenon of Inertia” does comprise of society at large; people, leadership, and institutions. The fourth essay in this book titled “Managerial practices, employee satisfaction and firm’s competitiveness in Asian small and medium enterprises SME’s: the case of Malaysia” confirms the argument made above. Managerial practices in Malaysia are still hierarchical and power based. Titles such as Dato, Dato Sri, and Tan Sri amongst others are significant in organizational power based managerial practices. Such hierarchy and power bases, are an evident participant in the inner-play of socio-economics of the Malaysian nation. The Malaysian current state of affairs (as of 2020) is self-inflicted condition. The fifth and sixth essays titles “Quality and Change Management at the Malaysian Public School System. The Case of SIGS” and “Impact of service quality, trust and perceived value on customer loyalty in Malaysia services industries” both confirm the notion that the education system in Malaysia is deeply flawed. This naturally led to the state of Malaysian industrial lack of competitiveness, which is not breaking through its global competitors. It is regrettable to conclude that with lack of socio-economic advancements and stagnant global competitive position is, Malaysia would be limited to a great tourist destination, agricultural and services based nations with numerous challenges that can only be changed by a self-less visionary leadership, that has to impose change to break out of its social and economic struggle in the eve of the 21st century. With so much to offer, Malaysia still has a great chance to make the leap forward to achieve its Wawasan to be realized in a later date, as long as it gets there. This will entirely depend on the will of the Malaysian people collectively.
... Employee commitment can be nurtured by a given organization through employees' encouragement, support and improving their general well being (Tett & Meyer, 1993). Sarwar and Khalid (2011) found that organizations that invest in capability building can better achieve their strategic objectives and leads to more successful organization. ...
... Aryee and Tan (1992) argue that the adoption of values and goals set by the organization, not minding of putting ample effort to the organization, and wishes to sustain in the organization, makes some of characteristics of commitment. Commitment of staffs was also found to positively impact absenteeism, turnover rates, effectiveness of an organization and job performance (Aryee & Tan, 1992;Sarwar & Khalid, 2011). The objectives of this research is to 1) analyse the levels of organizational commitment among technical executive; 2) to identify factors that influence organizational commitment, and 3) to investigate the impact of organizational commitment on organizational performance. ...
This research investigates the levels of organizational commitment among technical executive, identifies factors that influence organizational commitment in the Malaysian oil and gas industry, and examines the impact of organizational commitment on organizational performance. This research was conducted at Malaysia Marine and Heavy Engineering (MMHE). The framework adopted the three component-conceptualization of organizational commitment. Among the findings is that organizational commitment tends to influence stress level at work. A high level of affective commitment caused work stress to increase amongst employee.
... For that, we need a comprehensive study on psychological empowerment of tour guides in West Nusa Tenggara. Sarwar and Khalid (2011) have done a number of studies on psychological empowerment in a banking sector in Lahore Pakistan. Kim One thing that cannot be separated from the ork tour guides do is burnout, given the high mobility at work in serving guests or tourists, especially during the high season. ...
... The result of the analysis in Figure 1 shows that psychological empowerment has a significant positive effect on job satisfaction-meaning that the higher the level of psychological empowerment perceive by tour guides, the higher the level of job satisfaction they feel. The result confirms and extends the theory of job satisfaction proposed Robbins (2006); and the results of this study confirms and extends the results of the research that has been done before by Tsai et al. (2010); and Sarwar and Khalid (2011). ...
The purpose of this study was to examine and explain the direct relationship effect of psychological empowerment on individual performance, he direct relationship effect of psychological empowerment on self-efficacy, burnout, emotional intelligence, and job satisfaction. In addition, it also aimed at explaining the effect of psychological empowerment on individual performance through self-efficacy, burnout, emotional intelligence, and job satisfaction. The population of this study consisted of 563 tour guides. Sample was chosen based on stratified proportionate random sampling technique, as members of the population in this study are stratified based on the license they have namely junior, intermediate, and senior. This study was a survey because the data was collected by a questionnaire distributed to 150 guides as respondents. Data was analyzed using descriptive analyses employing SPSS version 20.0, and inferential analyses employing Generalized Structured Component Analysis (GSCA). The results of this study confirms that out of 15 hypotheses proposed in this study, 12 hypotheses are accepted or result in significant effects, and 3 hypotheses are rejected result in non-significant effects, namely (a) self-efficacy on burnout, (b) burnout on emotional intelligence, and (c) burnout on job satisfaction. The results provide a comprehensive contribution associated with the activity of tour guides and tourism service in West Nusa Tenggara.
... Employee job satisfaction is an essential variable in the empirical literature. Sarwar and Khalid (2011) espouse that the more satisfied employees is the more productive and able to achieve his or her work creatively. The weak level of employee job satisfaction is undesirable for the business owner or the management of the companies. ...
... This is because the weak level of employee job satisfaction leads to high rate of absenteeism and higher turnover (Salaz, Pfaffenberg, & Salazar 2006; Droussiotis & Austin 2007). On the other hand, the high level of employee job satisfaction leads to higher commitment and engagement of employees at work (Sarwar & Khalid 2011). Increases of employee job satisfaction can lead to the companies saving huge amount of resources because absenteeism and turnover issues would not arise. ...
Manpower is a vital possession of any organization and the survival of any organization is dependent on the quality and empowerment of its employees, presence of good ethical climate, organizational support and commitment by top management to the organisation. An enabled manpower results in an efficient and effective organization. There is an urgent need for South Africa's companies to develop cultures that foster positive work environments and increase productivity. Achieving this is not an easy task and one of the ways to developing this culture is in the area of employee empowerment, ethical climate, organizational support and top management commitment which will ultimately lead to employee job satisfaction. Hence this paper is trying to look at the influence of employee empowerment, ethical climate, organisational support and top management commitment on employee job satisfaction, an area that seem to have been neglected by researchers considering companies in the Gauteng province of South Africa. In today’s work environment, employees are needed to make decisions, take initiative, take responsibility and find solutions to problems as well as being motivated and having the best interest of the company at heart. This study used a quantitative research methodology through using Smart PLS software to analyse the data. A sample of 200 registered companies in the Gauteng province was used to collect data from employees in both managerial and non-managerial positions. All the posited 4 hypotheses were supported by the data collected.
... Similarly, recent research indicated that consistent in commitment of the employee influences customer satisfaction (Almana, 2013). However, the essential value to HEI is to satisfy the customers. ...
... Customer satisfaction is a propelling approach of managing people in places of work in order to assure changes in the system, realizing quality outputs toward customer's needs. Almana, (2013) asserted that the key viable in many corporate organization is customer satisfaction which liking other variable to attain the goal of the business. However, customer satisfaction is adequate to be investigated in HEI in order to continues and exceed the customers expectation. ...
With a mandate to general demand on quality education globally, educational administrators have increasingly embraced quality management as an important process through Deming theory of quality assurance for creating global staffs’ mind-sets on quality and to enhancing a profound quality achievement in Higher Education Institution (HEI). Meanwhile, HEI applaud this quality movement from the business to the field of education. With rises of fundamental question that is seldom asked when quality service in learning industries are chosen: “Is quality of particular HEI met customers’ expectations?” To respond to this question, the study presents perception of students in one of Malaysian university which engaging in organizational quality management initiatives. In this study, quantitative data collected investigating the extent the -PDCA of HEI in term of quality management initiatives met the customer expectation through Factor Analysis technique. It was observed that there is an increase in the quality culture of management, particularly in planning process and controlling strategies that enhances the increase resources for learning across multi-cultural students. Thus, study argues for further discussion and research about, consideration of large geographical institutions to stimulate generalization of quality management initiatives in learning institutions nationwide.
... In a survey of nurses, Engstro¨m et al. (2010) discovered that six of the eight JS variables have a positive association with overall AE. In a study of bank employees in Pakistan, Sarwar and Khalid (2011) discovered that AE has a positive impact on JS. Hechanova et al. (2006) investigated the relationship between AE and JS and performance in five sectors in the Philippines, and discovered a positive connection between AE and JS. ...
Plain Language Summary
Understanding how the job satisfaction of academic staff affects the relationship between empowerment and their commitment
The purpose of the study is to examine whether job satisfaction mediates and strengthens the relationship between administrative empowerment and organizational commitment among academic staff in Higher Education - Palestinian universities. Data analysis involved calculating descriptive statistics, t-test, (ANOVA) test, correlation and regression analysis. The results of the study showed that enhancing administrative empowerment will affect the performance of Palestinian universities, and thus may increase the confidence of academic staff in the universities, which means increase level of JS. As a result, academic staff will be show positive behaviors at work, such as their participation in making decisions and developing strategic plans when they have a high level of JS. In addition, a possible implication is that higher education institutions need to have solid academic staff development programs. Academic staff should be rewarded when developing scientific research. Furthermore, they should encourage the teachers to take the initiative and contribute innovative ideas to the organization while appreciating their capabilities and talents. This study is limited to academic staff in higher education working in universities in Palestine. Therefore, the relationship between AE, OC and JS is not the same as in other countries. In addition, the results were obtained through the higher education sector; this means that the results cannot be generalized to a larger population
... La Satisfacción Laboral es uno de los más fructíferos y controvertidos constructos que integran la psicología organizacional (Salessi y Omar, 2017). Se define como un estado emocional positivo y placentero resultante de la valoración personal que hace el individuo sobre su trabajo y sobre la experiencia adquirida en el mismo, al considerar sus obligaciones, a su supervisor y a la organización misma (Locke, 1976;Sarwar y Khalid, 2011). Ha fluctuado desde un sentimiento positivo que experimenta un sujeto por el hecho de realizar un trabajo que le interesa hasta un juicio mensurable acerca del propio trabajo (Salessi y Omar, 2016). ...
This research analyzes the relationship between Structural Empowerment and Remuneration with Job Satisfaction, Organizational Commitment and Burnout through Psychological Empowerment in middle higher school teachers in Mexico, as well as their contrasts and differences in impact between segmentation groups. The study was carried out with a non-experimental and cross-sectional design with correlational and causal scope. The measurement instrument was applied to a sample of 167 teachers, whose data were analyzed using the structural equations method. The findings support the positive impact of Structural Empowerment on Job Satisfaction, and Remuneration on Organizational Commitment, through Psychological Empowerment; but they do not endorse the negative impact on Burnout, which contrasts with the literature reviewed. It is recommended to continue refining the measurement instrument and to continue with the analysis of Burnout in other contexts and organizational areas. Teachers to whom the organization provides support, information, resources and opportunities to learn and develop have higher levels of Job Satisfaction and Organizational Commitment, as well as those who are better paid are more committed to their work and institution. Among the limitations, the following stand out: the data is collected once in time and the sample was oriented to those teachers who were available to answer the surveys.
... Prior studies explored that empowerment helps to increase commitment and trust in the organization (Zaraket et al., 2018), and empowerment has a significant and positive effect on job satisfaction (Hanaysha & Tahir, 2016). Alternatively, Sarwar and Khalid (2011) found that employee empowerment has a positive effect on job satisfaction. In the above-mentioned literature, the hypothesized can be developed as: ...
Since the banking industry relies so heavily on strong customer-staff interactions, measuring employee job satisfaction has become a critical
problem. To achieve benefits for both individuals and organizations, it is crucial to foster and ensure employee job satisfaction. The main
objective of this study is to determine the influencing factors of employees’ job satisfaction in commercial banks in Bangladesh. This study
focused on some significant factors such as employee empowerment, job security, management support, and attractive compensation in an
organization. In terms of research purpose, non-probability convenience sampling has been used, and the study is quantitative in nature.
For data collection purposes, an online survey questionnaire was prepared based on previously published articles. The targeted population
was the bank employees of commercial banks in Bangladesh where the final sample size was n = 200. For analyzing the collected data,
SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study also shows that employee empowerment,
job security, management support, and attractive compensation have positive and significant effects on employees’ job satisfaction at the
workplace. Finally, this study has offered some extraordinary directions and implications for future research on commercial bank authorities
in Bangladesh.
... Prior studies explored that empowerment helps to increase commitment and trust in the organization (Zaraket et al., 2018), and empowerment has a significant and positive effect on job satisfaction (Hanaysha & Tahir, 2016). Alternatively, Sarwar and Khalid (2011) found that employee empowerment has a positive effect on job satisfaction. In the above-mentioned literature, the hypothesized can be developed as: ...
Since the banking industry relies so heavily on strong customer-staff interactions, measuring employee job satisfaction has become a critical problem. To achieve benefits for both individuals and organizations, it is crucial to foster and ensure employee job satisfaction. The main objective of this study is to determine the influencing factors of employees' job satisfaction in commercial banks in Bangladesh. This study focused on some significant factors such as employee empowerment, job security, management support, and attractive compensation in an organization. In terms of research purpose, non-probability convenience sampling has been used, and the study is quantitative in nature. For data collection purposes, an online survey questionnaire was prepared based on previously published articles. The targeted population was the bank employees of commercial banks in Bangladesh where the final sample size was n = 200. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study also shows that employee empowerment, job security, management support, and attractive compensation have positive and significant effects on employees' job satisfaction at the workplace. Finally, this study has offered some extraordinary directions and implications for future research on commercial bank authorities in Bangladesh.
... Similarly, employee empowerment creates encouragement among employees, which is essential in increasing employee performance in an organization (Mohapatra & Sundaray, 2018). Likewise, employee empowerment creates the intention to work effectively, and it is directly related to employee performance in an organization (Sarwar & Khalid, 2011). Previous studies also revealed that empowerment helps to build trust and commitment in the organization, which has a positive and significant impact on employee performance (Zaraket et al., 2018). ...
Business organizations are facing ever-growing challenges in the competitive market regarding commitment, retention, engagement, and the belief of their employees. Employees are regarded as the lifeblood of every organization where the companies could not run their activities without skillful employees. The objective of this study is to explore the effect of job satisfaction, employee empowerment, and emotional intelligence on bank employees' performance in the context of Bangladesh. In terms of the research purpose, non-probability convenience sampling has been used in this study. The targeted population was the commercial bank employees in Bangladesh. Regarding this study, total of 200 employees were asked to participate in this research. Among 200 employees, finally, 160 responses were received as complete with an 80% response rate. For analysis purposes, SPSS version 26.0 was used in this study. The study discovered that job satisfaction, employee empowerment, and emotional intelligence positively and significantly affect employee performance. The model explains 60 percent variance, and employee empowerment is found to have a higher impact on employee performance. Finally, this study will offer some extraordinary directions and implications for future research on commercial bank managers.
... Therefore, there is a need to take cultural differences into account in the application of empowerment practices. Sarwar and Khalid (2011) found that empowerment positively affects employee satisfaction levels through a survey of bank employees operating in the Pakistani city of Lahore. In a study conducted by Pelit et al., (2011) on a group of five-star hotel staff in Turkey, the results showed that both psychological and behavioral empowerment had a strong positive effect on job satisfaction levels. ...
... Nair et al. (2012)Karyawan yang mempunyai Emotional Intelligence yang tinggi akan merasakan Job Satisfaction yang lebih tinggi dan akan tetap bekerja pada perusahaan tersebut daripada karyawan yang Job Satisfaction nya lebih rendah. H1: Emotional Intelligence berhubungan positif dengan Job Satisfaction Empowerment dan Job Satisfaction Sarwar & Khalid (2011) menjelaskan bahwa Empowerment bisa membuat seseorang pekerja memiliki kepuasan yang lebih pada pekerjaan yang dilakukan oleh karyawan tersebut, sedangkan karyawan yang kurang mendapat Empowerment artinya mereka tidak mempunyai wewenang yang bisa membuat mereka mengambil keputusan dalam melakukan pekerjaannya dan tidak merasakan Job Satisfaction dalam pekerjaannya dan mereka akan mencari kesempatan atau tempat bekerja yang lain. H2: Empowerment berhubungan positif dengan Job Satisfaction ...
Keberlangsungan pada suatu perusahaan tidak saja dilihat dari berhasilnya pengelolaan pada bagian keuangan, pemasaran, dan produknya, namun juga dilihat dari keberhasilan perusahaan tersebut dalam melakukan pengelolaan sumber daya manusia. Karyawan di dalam suatu perusahaan adalah aset penting selain modal, mesin, dan metode. Karyawan harus bisa dikelola dengan sebaik mungkin. Penelitian ini bertujuan untuk menganalisis Pengaruh Emotional Intelligence, Empowerment, Work Environment, Motivation dan Teamwork terhadap Job Satisfaction pada Bank BPR di Kota Batam. Kuesioner yang telah disebarkan adalah 300 kuesioner yang memiliki 38 pertanyaan. Data dari hasil penelitian yang telah dikumpulkan akan dianalisis menggunakan program Statistical Package for the Social Science (SPSS) versi 21. hasil analisa dan pembahasan yang dilakukan dapat disimpulkan bahwa variabel Emotional Intelligence, Motivation dan Teamwork berpengaruh signifikan terhadap Job Satisfaction. Untuk variabel Empowerment dan Work Environment hasil menunjukan bahwa kedua variabel tersebut tidak berpengaruh signifikan terhadap Job Satisfaction
... We can correlate several studies of empowerment that were applied in service organizations (Conger & Kanungo, 1988;Thomas & Velthouse, 1990;Spreitzer, 1992Spreitzer, , 1995Zimmerman, 1995). Numerous studies have provided evidence of the significant association between empowerment and job satisfaction (Engström et al., 2010;Sarwar & Khalid, 2011;Ahmad & Oranye, 2010;Fernandez & Moldogaziev, 2014;Bentley et al., 2012;Hanaysha & Tahir, 2016;Kokila, 2016;Idris et al., 2018;Qing et al., 2019;Ahmad, 2020;Suriadnyana, 2020). A positive correlation exists between empowerment and job satisfaction in Chinese nurses (Ning et al., 2009). ...
Abstract
The main purpose of our research is to seek insight into the antecedents of employee
empowerment at both organizational and individual levels. We also address the outcomes
of empowerment at the individual level. Subsequently, the research discusses the mediation efect of psychological empowerment on structural empowerment and its outcome as
job satisfaction. A total of 400 samples were collected from the employees of public and
private sector banks in India using an online questionnaire, during the Covid-19 pandemic
period. To test the hypotheses, Confrmatory factor analysis (CFA) and path analysis were
used. The study proved that the antecedents such as psychological and structural empowerment have a positive and signifcant efect on job satisfaction, while psychological empowerment partially mediates between structural empowerment and job satisfaction. This
research attempts an integrative approach as suggested by the Social Cognitive Theory
for predicting empowerment. We have used unidimensional constructs of psychological
empowerment, structural empowerment, and job satisfaction in the Indian banking sector.
This study contributes to both theory and practice by providing insights into the benefts of
public and private sector bank employees which is gained through the implementation of
empowerment policies during the Covid-19 period.
Keywords Public and private sector banks · Empowerment · Psychological empowerment ·
Structural empowerment · Job satisfaction · Covid-19
JEL Classifcation G21 · M10 · J2
... Job satisfaction (JS) refers to the sense of inner accomplishment and pride achieved while doing a specific task (Kasemsap, 2017), and one of the most important activities for institutional leadership is to ensure employees' satisfaction and job commitment. According to Sarwar and Khalid (2011), job satisfaction is an emotional reaction to a person's job because of the mutual and physical environments of an organization. A recent concept within JS research has shown that an individual's emotional status is influenced to a degree by encounters within their workplace environment. ...
This study explored the importance of two major theories of Job satisfaction (content and process theories) and their sub domains and how LIS professionals could use these theories in the field of librarianship. The study was carried out by a review of the literature to identify the significant contribution of these two related theories in human resource management. Due to its multi-disciplinary nature, the literature on these two theories was wide among scholarly sources such as web-based sources, including Google Scholar, ResearchGate, and subject-specific e-databases namely JSTOR, Emerald, Sage Journals, Taylor &Francis, and ERIC. This study explores several aspects of job satisfaction, job happiness, job ethics, and job conduct in detail. The study elaborates that work productivity, employee engagement, absenteeism, safety and security, stress management, unionization, and all other factors have an impact on employees’ job performances. This study also explained several theories of job satisfaction in the context of librarianship, such as Abraham Maslow's hierarchy of needs, Clayton Alderfers' ERG theory, Frederick Herzberg's two-wire theory, Douglas McGregor's theory of X and Y, David's theory of needs McKeland, Porter and Loller’s theory of similarity, and goal setting theories with models. The study also guides how to implement the theoretical ideas of job satisfaction in the field of Librarianship.
... Empowerment has a significant and positive effect on job satisfaction (Hanaysha & Tahir, 2016). Also, Sarwar and Khalid (2011) found that employee empowerment positively affects job satisfaction. Moreover, Ugboro and Obeng (2000) also informed that a lower degree of empowerment decreases the level of job satisfaction of employees in their workplace. ...
Islam (2021). The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees' job satisfaction. Abstract This paper aims to examine the impact of emotional intelligence (EQ), employee em-powerment (EE), and cultural intelligence (CQ) on commercial bank employees' job satisfaction in Bangladesh. For this purpose, a survey questionnaire was developed based on pre-tested constructs. The study used a convenience sampling technique, supplemented by a non-probability sampling method. 200 bank employees were invited to participate in the survey; finally, 130 responses were received as fully complete, with a 65% response rate. Hence, the sample size is n = 130. Cronbach's alpha value was used to determine the internal consistency of the study constructs. SPSS version 26.0 was used to analyze the correlation test and hypotheses test. The findings show that emotional intelligence (EQ) with a beta (β) value of 0.510 has a statistical and positive effect on bank employees' job satisfaction. Also, employee empowerment (EE) with a beta value of (β) 0.418 and cultural intelligence (CQ) with a beta (β) of 0.372 were found to be significant predictors of job satisfaction. This indicates that bank managers should utilize EQ and CQ to increase bank employee satisfaction and focus on employee engagement at the workplace. According to the study, if bank employees become more emotionally stable and culturally intelligent at their workplace, they will be more satisfied with their current jobs. Besides, if bank employees are given more opportunities to carry out their job responsibilities, they will be more satisfied with their jobs. The paper outlines several significant implications for commercial bank managers and offers some notable directions for future research.
... (Solymossy, 1997), hace un estudio a 341 empresarios donde considera los factores del éxito: ingresos, incremento del número de empleados y satisfacción personal, obteniendo que investigaciones previas sugieren la existencia de una relación entre la orientación motivacional (push o pull) y las medidas utilizadas del éxito de la que ver con la satisfacción marital, por lo que (Meléndez, Aleixandre y Saez, 1993), realizaron un estudio en donde los empresarios prejubilados y jubilados presentaban un índice aceptable de satisfacción. Algunas de las investigaciones se han orientado hacia la detección de la satisfacción personal ligada al trabajo, a partir de la participación y su entorno (Sarwar, 2011). Y una de las razones es que una elevada satisfacción laboral en los trabajadores genera un impacto económico y un crecimiento en la producción de las empresas o instituciones (Artz, 2008). ...
La satisfacción personal es la satisfacción con la vida y está relacionada con la valoración individual de la calidad de vida, y a su vez la sensación del cumplimiento de sus metas. El grado de satisfacción de un directivo aplica de la misma manera en relación al logro de los objetivos de la organización que dirige; por lo tanto, la presente empresa en riesgo de la micro y pequeña empresa, esto medido en las 28,030 Micros y Pequeñas Empresas MYPES de México. La muestra se aplicó a 7,008 empresas cerradas y 21,022 abiertas, encontrando datos importantes como la mínima diferencia entre la satisfacción de los empresarios que cerraron su MYPE con respecto a los que están en riesgo, pero la gran diferencia de estos dos en comparación con los que tienen una empresa estable; también se determinaron los factores principales de riesgo de las MYPES, externos como los tecnológicos. El método utilizado es de tipo cuantitativo con un alcance correlacional, el diseño es transversal de tipo correlacional-causal, utilizando un modelo de suavización y un componente paramétrico convencional. Es relevante aludir que las condiciones personales de cada empresario son generar un análisis adecuado del entorno que facilite a la empresa a ser consciente de sus oportunidades y amenazas, es decir, analizar el entorno permite adaptabilidad al mismo considerando los factores que interactúan directamente con la organización y que determina tanto su nivel de satisfacción como el éxito de su empresa.
Palabras Clave: empresas cerradas y empresas abiertas, factores, riesgo, satisfacción.
... Başka bir tanımda, bireyin çalıştığı işletmeye, çalışma koşullarına, yaptığı işlere ve üstlerine ilişkin hoşnut olduğu duygusal durum olarak tanımlanmaktadır (Sarwar ve Khalid, 2011;Yeh, 2014: 94). Bir örgüt içerisinde çalışanların çalışma ortamlarında edindikleri deneyimin bıraktığı olumlu etki, iş tatmini olarak kabul edilmektedir. ...
Bu çalışma, Türkiye’deki havacılık örgütlerindeki işgörenlerin örgütsel adalet algılarının işten ayrılma niyetleri üzerindeki etkisinde, iş tatmininin aracılık etkisini ve bu etkinin türünü belirlemeyi amaçlamaktadır. Emek yoğun birçok sektörde olduğu gibi havacılık sektöründe de tecrübeli ve kalifiye işgörenler, operasyonların emniyetli ve etkin biçimde yürütülmesinde kritik bir rol oynamaktadırlar. Ancak yoğun rekabet, düşük kâr
marjı, sektörün mevsimsel özellik göstermesi, yoğun çalışma temposu gibi çeşitli nedenlerden ötürü sektörde
işgücü devir hızı ve işten ayrılma oranlarının görece yüksek olması, bu alanda yapılan çalışmaların önemini arttırmaktadır. Bu doğrultuda gerçekleştirilen araştırma kapsamında, Türkiye’deki havacılık örgütlerinde çalışan 154 kişiye kolayda örnekleme yöntemiyle ulaşılmış ve uygulanan anket ile araştırma verileri toplanmıştır. Yapılan istatistiksel analizler, tüm örgütsel adalet alt boyutlarının (dağıtım, işlem ve etkileşim
adaleti) işten ayrılma niyetine olan etkisinde iş tatmininin tam aracılık etkisi bulunduğunu, bu yüzden iş tatmininin havacılık örgütleri açısından önemli bir unsur olduğunu göstermektedir. Dolayısıyla sektördeki örgütlerin, işgörenlerin iş tatminlerini arttırmaya yönelik uygulamalara ağırlık vermeleri gerektiği önerilmektedir.
... Several studies have been conducted on the psychological empowerment, especially in developed countries in America and Asia (Chow, et al. 2005;Tutar, Altinoz & Altinoz, 2010;Sarwar & Khalid, 2011;dan Meyerson & Dewettinck 2012). The construct that has been developed by the researchers show the improvement and strengthen the theoretical concept from Thomas & Velthouse (1990);and Spreitzer (1995). ...
... Recent research has found there were negative correlations between intention to leave and job satisfaction: Sarwar and Khalid (2011) found medium and top management level staff would leave their organization when they suffer from low job satisfaction and thus leads to low organizational commitment (r=0.752, p=0.001, ...
This research aimed to provide a general views of employee job satisfaction and organizational commitment and intention to leave in the case of aircraft ground handling companies in Hong Kong International Airport. Some variables in Job Satisfaction like Salary, workload, overtime work, job stress and general health were used to find the level of job satisfaction and organizational commitment.
After conducted the literature review, some theories in Organizational behavior like Equity Theory and Expectancy Theory, has been applied to the relations between the variables to job satisfaction and organizational commitment. Past literature shown that low job satisfaction or low organizational commitment would lead to high intention to leave the organization.
Questionnaire has been set to collect staff’s job satisfaction and organizational commitment with the perspective of equity and expectancy accordingly to each variable. In General, the staff have high job stress (3.36) and high intention to leave (3.26) and the correlations to job satisfaction and organization were significantly negative in correlations respectively (r=-0.352 p=0.00, N=235; r=-0.39, p=0.00, N=235). Also, the result showed that there were little or no moderating effect by controlling respondent’s age, year of experience and year of tenure in the industry.
Such findings suggested the ground handling companies, airport authority and the government should keep monitor the job satisfaction and organizational commitment in order to maintain manpower in the field, to serve and keep the growth of the air traffic in Hong Kong.
... Employee empowerment has also been linked with job satisfaction positively in numerous studies (Pelit, Öztürk and Arslantürk, 2011;Sarwar and Khalid 2011;Fernandez and Moldogaziev, 2015). Likewise, organizational culture factors, namely collectivism, doing-orientation and power distance is found to increase employee empowerment perception levels. ...
This study investigates the mediating role of employee loyalty on the relationship between employee empowerment and employee innovative behavior. According to literature review, there is a dearth of studies investigating employee empowerment, employee loyalty and its effect on employee innovative behavior. Thus, this study will fill in the gap in the literature. There are two reasons why Teknopark Istanbul is selected for the research. First, Technopark is a new sector in Turkey, and there is a scarce of studies related to the firms operating within technoparks. Second, the firms operating in technoparks have mainly entrepreneurial, technological and innovative nature. In this study, data were collected from 219 employees in technology firms within Teknopark Istanbul, Turkey. The findings of this study indicate that employee loyalty has a mediating role on the relationship between employee empowerment and employee innovative behavior.
... The results of [4] research stated that affective commitment correlated with a variety of organizational behavior and employee performance such as presence, late-coming, slow work, employee turnover, as well as poor labor productivity. It is also described in a research by [5] who argued that the low level of affective commitment has impacted on employees' performance in work, turnover, and levels of absenteeism. Therefore, lack of affective commitment may affect the achievement of organizational goals. ...
... Supervisory factors are the main source of coordinative relationships, trust, confidence, and respect between leaders and followers, which leads to a higher rate of employees' job satisfaction (Weng, Lai, & Li, 2010). Employees feel appreciation and a sense of belonging to the organisation when acknowledged by their supervisors (Shiraz, Rashid, & Riaz, 2011), and having employees give their best performance to their organisation increases customer satisfaction, which positively affects the growth of revenues and profits (Elloy, 2012;Sarwar & Khalid, 2011). Following performance-based rewards, employees are likely to perform better based on their increased high job satisfaction and motivation, which must have a positive impact on organisational performance, employees' commitment (Levy, 2003), absenteeism, and turnover intentions (Yousef, 2000). ...
The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model consists of the whole picture of the professional life of employees and the requirements of organisations to fulfil employees' basic and fundamental needs and lead them towards the highly successful ratio to achieve personal, professional and organisational goals. The resulting model would be strong and easy to use by all stakeholders (i.e. employees, heads of departments and the organisation) to gain first-hand knowledge of the employees' level of satisfaction, motivation, performance and product. Because the measurement of every employee action and organisational policy would be calculated through different values, the evaluation generated through this model consists of top to bottom and bottom to top diagonal approaches as well as the central value of the model.
... Empowerment provides the idea that giving employees skills, resources, authority, opportunity, motivation accompany with holding them responsible and accountable for outcomes of their actions. Thus, it will be contributed to their competence and satisfaction (Elnaga & Imran, 2014). According to Rapilli, empowerment is series of organization' plan and organizational behavior. ...
... The results in table 4 showed a strong relation(p =.65, p<.05). This is in line with the findings of Sarwar and Khalid (2011), who found a strong and positive relationbetween job satisfaction and worker commitment, and Valle and Witt (2001 ), who found that job satisfaction increases when workers are committed to their organizations. Parker and Wright (2001) also found a relation between compensation and worker commitment. ...
The current study examines factors which affect the level of employees' job satisfaction
and its impact on organizational commitment in the banking sector in Bahrain. It examines some
of the important factors that influence employees' job satisfaction such as pay, supervisor
attitude, working conditions and job security, as well as the effect of employees' job satisfaction
and pay on organizational commitment. The methodology of the study
might limit the generalizability of the results; however, this research study contributes to
understanding job satisfaction and organizational commitment in the banking sector in Bahrain
and provides practical recommendations.
... El empoderamiento infl uye también de manera muy positiva en la satisfacción del trabajador en distintos sectores de actividad (Carless, 2004;Sarwar y Khalid, 2011). En caso del sector turístico, concretamente, los trabajos de Hui, Au y Fock (2004) y Pelit, Öztürk y Arslantürk (2011) demostraron el impacto del empoderamiento en la satisfacción de los trabajadores en contacto directo con el cliente en hoteles de cuatro y cinco estrellas de China y Canadá, y Turquía, respectivamente. ...
El propósito de este capítulo es plasmar las discusiones y reflexiones emitidas por los invitados al panel de discusión "Mercadotecnia y turismo", efectuado en el marco de la Quinta Cátedra Patrimonial de Turismo: Sergio Molina para examinar los productos y servicios que se ofertan en el sector turismo a nivel nacional en un ambiente globalizado, así como las oportunidades y amenazas de los mercados en los que se desarrolla esta actividad; las cuales presentan una ventana de oportunidades para el mejoramiento de las estrategias dentro de la manera de hacer mercadotecnia en la empresa y en el gobierno. En este sentido se revisan las baes teóricas relativas a la mercadotecnia y competitividad, así como datos relevantes del turismo en México para que sea posible la comprensión del desarrollo de esta área funcional de las organizaciones dentro del sector económico en el país, de forma tal que el documento refleje ls formas óptimas de ofrecer los productos y servicios turísticos para ser más competitivos.
... Employee satisfaction is one of the most important prerequisites of any successful economic activity. Job satisfaction can be defined as a pleasant emotional state of the employee in respect of its business tasks, supervisors, situations at work and the organization as a whole (Sarwar & Khalid, 2011). Job satisfaction is actually the satisfaction of an individual with its own work. ...
To motivate employees and create conditions for their satisfaction is one of the most important tasks of management aiming to create a successful organization. Employee satisfaction can lead to greater support of employees in achieving goals of the organization and creating a wider and larger market of products and services and higher profits. The paper’s objective was to examine key elements that influence satisfaction and motivation of the employees in public sector, i.e. in PE “Post of Serbia”. Public and private companies are different in material incentives which they provide to their employees, in fact public companies do not provide them, but are replaced by other factors of motivation and satisfaction, such as security. The paper also analyses the interactions between demographic factors-level of qualifications, years of work experience and age, on perception of satisfaction and motivation of employees as well as the consequences of these relations. Perception of satisfaction and motivation of employees is analyzed by using the responses of employees on questions divided into six groups: material conditions, safety, acceptance and social component, respect and status, self-confirmation and loyalty. The research uses the questionnaire methodology to collect data and it includes 31 questions regarding the satisfaction and motivation of the employees and demographic questions. The statistical analysis of the survey results provides the information on this area’s condition in Serbia, and first of all it points out the key elements of possible improvements. Instruments for collecting data used in this paper and data analysis gained in this way represent the very useful mechanism for helping the management to achieve better motivated and satisfied employees.
... If the compatibility between these goals is greater, the working performance will be grater as well [5]. Job satisfaction can also be defined as a pleasant emotional state of the employee related to his/her business tasks, supervisors, situations at work and the company in general [6]. Job satisfaction is defined in terms of all characteristics of the work and working environment in which employees can either be rewarded, satisfied and happy, or frustrated and dissatisfied [7]. ...
... El empoderamiento infl uye también de manera muy positiva en la satisfacción del trabajador en distintos sectores de actividad (Carless, 2004;Sarwar y Khalid, 2011). En caso del sector turístico, concretamente, los trabajos de Hui, Au y Fock (2004) y Pelit, Öztürk y Arslantürk (2011) demostraron el impacto del empoderamiento en la satisfacción de los trabajadores en contacto directo con el cliente en hoteles de cuatro y cinco estrellas de China y Canadá, y Turquía, respectivamente. ...
Sólo cuando se llega a la frontera del conocimiento turístico es posible identificar todas las distorsiones y los desafíos que de ella emergen. Situarse dinámicamente en dicha frontera implica rebasar todas las ideas de lo que es preconcebido, de cómo nos llega lo turístico a nuestras realidades sociales, de cómo invade nuestras inteligencias y preocupaciones. Sin duda es un reto enorme, pero no podemos ser indiferentes a ello. Si la UACJ nos instala en la frontera del conocimiento nos tenemos que ocupar del turismo que hemos construido y del turismo que requerimos. En este texto, hay muchos ejemplos de ello, casos de turismo elaborados de acuerdo con la realidad en la cual operan. Ello no es casual, es causal de una realidad que está emergiendo con fuerza incontenible, realidad que surge desde abajo hacia arriba, y que se basa en la diversidad, la integridad, la sostenibilidad, la participación ciudadana, el talento local y el cambio de las condiciones existentes.
... In return, employees feel more satisfied with their jobs and heighten their commitment level to the company. When they give their best to the company, customers will be pleased and as a result, there will be a positive growth in revenues and profits [20,21]. ...
Each employee’s performance is important in an organization. A way to motivate it is through the application of reinforcement theory which is developed by B. F. Skinner. One of the most commonly used methods is positive reinforcement in which one’s behavior is strengthened or increased based on consequences. This paper aims to review the impact of positive reinforcement on the performances of employees in organizations. It can be applied by utilizing extrinsic reward or intrinsic reward. Extrinsic rewards include salary, bonus and fringe benefit while intrinsic rewards are praise, encouragement and empowerment. By applying positive reinforcement in these factors, desired positive behaviors are encouraged and negative behaviors are eliminated. Financial and non-financial incentives have a positive relationship with the efficiency and effectiveness of staffs.
em>The background of this research examines the effects of job satisfaction and work experience on employee-desire for empowerment . The objectives of this research was analyzed the effect of job satisfaction on empowerment , the effect of job satisfaction on work experience , the effect of work experience on empowerment . A sampling with purposive sampling techniques of two hundred Employee’s in Telecommunication company as the respondents provided the data that were analyzed for this study. Using a sub-set of the sample consisting of was used to test three hypothesized relationships in the model. Data analysis in this research was used Structural Equation Model (SEM) to test the independent variables influence the dependent variable. The findings help to explain failures in organizational efforts to empower workers by demonstrating the critical role of job satisfaction and work experience behaviors in heightening employee-desire for empowerment.</em
As data breaches in mid-sized to large organizations become more frequent and more public, there is a need to focus less on technological solutions to information security management and more on sociological solutions. In this paper cost saving information security initiatives are identified and a framework is proposed for organizational and behavioral change in technical human resources, to better address information security concerns.
La presente investigación tiene como objetivo identificar la relación entre satisfacción laboral y estrés en el personal que labora en una institución de educación superior de la ciudad de Quito. En el estudio participaron 128 personas de las cuales 70 fueron hombres y 58 mujeres. Como instrumentos se aplicaron la escala de Satisfacción laboral (S10/12) y el Cuestionario de Estrés Laboral (Prieto T., Teresita, Truco B., Marcelo). Los resultados indican un nivel de correlación de Spearman de rs= - 0,20, p=0,01 significativo al nivel 0,05 de una cola; lo cual indica que dentro de la muestra de estudio, el incremento de la puntuación en el cuestionario de satisfacción laboral está relacionado con la disminución de la puntuación en el cuestionario de estrés psicológico.
La finalidad de la presente investigación fue detectar por medio de un análisis de ecuaciones estructurales, las variables que más destacan dentro del instrumento establecido (encuesta) para la medición de la satisfacción laboral y que, a su vez, recaen en el compromiso con la organización por parte de empleados administrativos del IPN. Dentro de los resultados, destaca el que las reglas se establezcan claramente y el que se reconozca el trabajo de los empleados. Al mismo tiempo, un elemento relevante dentro de la satisfacción es un entorno amigable de trabajo. Se concluye que en la motivación se establece una trayectoria asociada al gusto por las actividades que realizan, lo cual se refuerza en la parte del compromiso organizacional, donde destaca el compromiso afectivo con los otros miembros de la organización y la organización misma
This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.
Available at: http://www.europeanjournalofsocialsciences.com/
Académicos y profesionales reconocen la importancia de ciertas variables en el éxito de los nuevos servicios, tales como la cultura organizacional, el tamaño y la antigüedad de la empresa, y las características del emprendedor. Sin embargo, la percepción de éxito que demuestra el emprendedor se ve influenciada en gran medida por el sector de actividad de la empresa y por el tipo de innovación que ha llevado a cabo, y esto, a su vez, influye en el significado de cada uno de los factores mencionados. Es especialmente relevante en el sector de servicios, donde gran parte del éxito de la innovación se caracteriza por la percepción del empresario.Con el objetivo de analizar las últimas ideas, y la evidencia de la influencia de los impulsores de la innovación en la percepción del resultado del empresario, se realizó un estudio de muestreo de 354 pequeñas y medianas empresas (PYME) del sector turístico en España, que han desarrollado nuevos servicios en el últimos dos años. Los resultados obtenidos, después del desarrollo de un análisis de regresión logística, muestran la importancia de variables como el grado de novedad del producto, la edad de la organización y el grado de empoderamiento de los trabajadores.
The accessibility of information through the Internet has enables flight attendants to become more informed, as well as developing more control of their own affairs. Employee advocacy is related to the transparency of airlines' employment offers and the airlines' willingness to do what is best for their employees. After reviewing the relevant literature, this study focuses on how employee advocacy is influenced by the way employees are treated by their airlines. We explored strategies that airline administrations apply to employee advocacy, developed a research setting, analyzed the factors involved, and developed a casual model of the antecedents and consequences of employee advocacy. We formulated 5 hypotheses. Data were collected, using a questionnaire survey of flight attendants in Taiwanese airlines. All hypotheses were verified with data from a sample of the respondents, by using a structural equation model. Our results indicated that employee advocacy is positively related to flight attendants' job satisfaction and commitment to the organization. Organizational innovation, supervisor support, and employee empowerment are positively related to employee advocacy. Finally, this study concludes by discussing managerial implications and providing suggestions for future research.
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