Factors affecting work satisfaction and employee performance in automotive industrial chain

Purpose: This study aimed to analyze the determination of compensation, motivation and organizational commitment to employee performance and job satisfaction as an intervening variable. Design/methodology/approach: The statistical method used is the Structural Equation Model with a total sample of 112 respondents. This study uses a questionnaire to measure the factors affecting work satisfaction as compensation, motivation, organizational commitment, job satisfaction and employee performance. Findings: The results of this study found that there were positive and significant effects of compensation on the job satisfaction, and organizational commitment to job satisfaction as well as the effect of motivation on employee’s performance. Moreover, the insignificant effect is found in the effect of the job satisfaction on employee performance, the motivation on the job satisfaction, the compensation towards the employee performance and the organizational commitment on the employee performance. Mediation test proves that the job satisfaction is able to mediate the effects of compensation, motivation and organizational commitment on employee performance. Practical Implications: The results of this study can be the basis for the management of automotive product distributors in Batam City to increase compensation, and motivation for employees to improve job satisfaction and company performance. Originality/value: This study confirms the result that there are positive and significant effects of compensation on job satisfaction and organizational commitment to job satisfaction, and the effect of motivation on employee’s performance.peer-reviewe

The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership

Role consensus and job satisfaction in the educational organization : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Education at Massey University

A theory of social exchange was used as the framework for investigating role consensus between the Head Teacher and his staff on expectations of teacher and Head Teacher role and relating consensus to teacher job satisfaction. Association between job satisfaction and a number of personal variables was also hypothesised. The sample consisted of 147 intermediate school teachers in the ten intermediate schools in a New Zealand city. Only one of two central hypotheses proved significant. Role consensus between the Head Teacher and his staff on expectations of Head Teacher behaviour was positively related to job satisfaction, in that the greater the role consensus the greater the job satisfaction. No relationship was found between role consensus on expectations of teacher behaviour and job satisfaction. Only one of the personal variables, sex, proved to be related to job satisfaction, in that female teachers expressed greater job satisfaction than male teachers

Job Satisfaction and Employment Equity in South Africa

This paper is the first to estimate job satisfaction equations in post-Apartheid South Africa. Earnings and relative earnings are both found to contribute to greater job satisfaction. Racial group is also an important predictor of job satisfaction but when interacted with a proxy for affirmative action legislation it is found that black job satisfaction is positively correlated with this legislation whereas coloured and to a lesser extent white job satisfaction is diminished.employment equity; job satisfaction; ordered probit; south africa

Jobs as Lancaster Goods: Facets of Job Satisfaction and Overall Job Satisfaction

Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various features of one’s job, such as pay, security, the work itself, working conditions, working hours, and the like. The level of overall job satisfaction emerges as the weighted outcome of the individual’s job satisfaction with each of these facets. The purpose of this study is to determine the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with different facets of jobs are interrelated and the individual’s reported overall job satisfaction depends on the weight that the individual allocates to each of these facets. For each of the ten countries examined, satisfaction with the intrinsic aspects of the job is the main criterion which workers use to evaluate their job and this is true for both the short and the long term.European Commissio

Employee Age as a Moderator of the Relationship Between Ambition and Work Role Affect

Past research has demonstrated a negative relationship between ambition, or the desire to get ahead, and job satisfaction. In the present paper, age was hypothesized to moderate the relationship between ambition and job satisfaction such that the relationship between ambition and satisfaction is more negative for older employees than for younger employees. Three studies, with three criterion variables (promotion satisfaction, extrinsic job satisfaction, overall job satisfaction), were used to test the hypothesis. Results indicated support for the hypothesized interaction. The discussion focuses on the implications of the results for organizational and individual career management strategies

PENGARUH WORK-LIFE BALANCE TERHADAP KEPUASAN KERJA KARYAWAN MILENIAL

Employee job satisfaction is a feeling of satisfaction or a sense of achievement that an employee gets from his job. Employee job satisfaction is individual, because each individual certainly has a different level of job satisfaction from one another. One of the factors causing the low level of employee satisfaction is not implementing a Work-life balance. Employees who apply Work-life balance in their lives will be able to share their time fairly between work life and also life outside of work. Automatically this can increase employee job satisfaction. The purpose of this study was to determine the effect of Work-life balance on Millennial Employee Job Satisfaction. This type of research is quantitative correlation. The population in this study are millennial employees with an age range of 22-42 years. The number of subjects used in this study were 248 people using the non-probability sampling technique inthe form of accidental sampling. The scale used in this research is the Work- life balance scale and the Job Satisfaction scale (JSS). The results of this study found that there was a positive effect of the Work-life balance variable on job satisfaction of 48.4% and the other 51.6% was influenced by factors outside the variables not examined. It gets better the implementation of Work-life balance carried out by employees, the higher level job satisfaction obtained

Factors Affecting Job Satisfaction: a Case Study at Fire and Rescue Department of Malaysia Terengganu (FRDMT) Fire Fighters

Job satisfaction involves the emotions and their behavioural expression towards their job. It is known that a job is the activity which involves the satisfaction of emotion and expression. These emotions and behavioural expression is in relation to the pleasant or unpleasant feeling that they experienced towards their job fulfilment within an organization. These feelings are influenced by job-related factors. This had highly suggested that a job satisfaction level should be well accepted and satisfied by any employees to guarantee a minimal turnover for any organization. Therefore, the objective of this study is to identify the factors that influence job satisfaction among Fire and Rescue Department of Malaysia, Terengganu (FRDMT) fire fighters. It involves fire fighters from different grade level. It is important to identify job satisfaction among them in order to acknowledge their expression towards job satisfaction and to accommodate their opportunities to voice their opinion anonymously. This study uses primary data of 234 Fire and Rescue Department of Malaysia, Terengganu (FRDMT) fire fighters. Stratified random sampling technique was utilized for data collection, which is then analyzed using the descriptive and correlation analysis in order to achieve the objectives of the study. The findings showed that only working environment and co-workers significantly influence job satisfaction. Meanwhile, for the other three variables, namely promotion, reward and leadership style did not influence job satisfaction. Keywords: Job satisfaction, fire fighters, working environment, promotion, reward, leadership styl

Response bias in job satisfaction surveys: English general practitioners

Job satisfaction may affect the propensity to respond to job satisfaction surveys, so that estimates of average satisfaction and the effects of determinants of satisfaction may be biased. We examine response bias using data from a postal job satisfaction survey of family doctors. We link all the sampled doctors to an administrative database and so have information on the characteristics of responders and non-responders. Allowing for selection increases the estimate of mean job satisfaction in 2005 and the estimated change in mean job satisfaction between 2004 and 2005. Estimates of the determinants of job satisfaction are generally insensitive to response bias.Job satisfaction. Response bias. Sample selection. Family practitioners.

Dispositional Source of Job Satisfaction: The Role of Self-Deception

Despite providing strong indication that there is a dispositional source of job satisfaction, past research has not fully addressed the cardinal questions of how--or what--dispositions influence job satisfaction. This study suggests that self-deception may serve as an important psychological variable that partly explicates the dispositional source of job satisfaction. Using three sources of data obtained from a sample of university employees, our results indicated that employees who tend to engage in self-deception indeed experienced more satisfaction in their lives and with their jobs. Results also suggested that the relationship between subjective wellbeing and job satisfaction is reciprocal. All these findings were observed in a model including a significant link from affective disposition to subjective well-being. The results suggest that dispositional variables such as self-deception are important explanations of the dispositional source of job satisfaction