Employee engagement as a mechanism by which organisational climate influences employee job satisfaction and well-being

2010 ◽  
Author(s):  
S. Albrecht
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Well Being ◽  
Employee Job Satisfaction ◽  
Organisational Climate ◽  
Climate Influences

scholarly journals The Role of Mediation on Work Practices and Employee Involvement

2021 ◽  
Vol 11 (2) ◽  
pp. 177-188
Author(s):  
Nuzulul Fatimah ◽  
Nauman Tahir ◽  
Muhammad Ali Ahmad ◽  
Amna Batool ◽  
Arbab Gul ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Banking Sector ◽  
Employee Performance ◽  
Practical Implication ◽  
Mediating Effect ◽  
Work Practices ◽  
Employee Job Satisfaction ◽  
Performance Satisfaction ◽  
The Relationship

Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

Enhancing the Job Satisfaction Level through Dimensions of Employee Engagement: An Empirical Study on Private Sector Bank Managers

2015 ◽  
Vol 7 (1) ◽  
Author(s):  
Poornima Tejpal
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Employee Engagement ◽  
Employee Retention ◽  
Banking Sector ◽  
Well Being ◽  
Descriptive Statistics ◽  
Satisfaction Level ◽  
Bank Managers ◽  
Private Banking

The purpose of the study is to analyze how the of job satisfaction level can be enhanced through employee engagement and its dimensions namely, vigour, dedication and absorption. Augmenting the job satisfaction levels can increase the employee retention in organizations. Research has proved that engaged employees can act as competitive advantage for organizations and creates quality workforce that is fully committed. The study was administered on 96 Managers who were representatives of 4 private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive Statistics, Correlation and Regression were used for data analysis. Indian private banking sector has undergone incredible change in the last few decades. Due to enormously competitive scenario, it is relevant to note that banks need to distinguish themselves from each other. Enough research has been on the concept of employee engagement and its vitality to employees well-being, but there is limited research on employee engagement dimensions and relation between job satisfaction. The current research is imperative in providing insights into relation between employee engagement dimensions and its impact on job satisfaction levels.

scholarly journals Pengaruh Job Stres dan Job Satisfaction terhadap Psychological Well-Being

2021 ◽  
Vol 9 (4) ◽  
pp. 1331-1340
Author(s):  
Fellia Sakti Dewi Washinta ◽  
Hafid Kholidi Hadi
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Well Being ◽  
Multiple Linear Regression Analysis ◽  
Significance Test ◽  
Psychological Well Being ◽  
Employee Job Satisfaction

This study aims to analyze the effect of job stress and job satisfaction on the psychological well-being of postgraduate employees at the State Islamic University of Sunan Ampel Surabaya. This research method uses quantitative research, with the method used in sampling is saturated sampling. The population used is 41 employees. The analysis of this study using Multiple Linear Regression Analysis by IBM SPSS Statistics 24.0 software. This study concluded that job stress has a negative and meaningful effect on psychological well-being because the burden of many tasks results in stress that causes psychological well-being to decrease. For job satisfaction has a positive and meaningful effect on psychological well-being, the lack of employees results in dissatisfaction when doing work that affects psychological well-being. Meanwhile, the meaningful effect of job stress and job satisfaction on psychological well-being occurs because the simultaneous significance test (f test) are overall Ho is accepted. Institutions must pay attention to work stress experienced by their employees so that the psychological well-being of employees can be well maintained and will have a good impact on employee job satisfaction.

scholarly journals Pengaruh Employee Well-being dan Job Satisfaction terhadap Employee Performance

2021 ◽  
Vol 9 (4) ◽  
pp. 1341-1348
Author(s):  
Ariesto Patria Sabil
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Well Being ◽  
Multiple Linear Regression Analysis ◽  
Analysis Techniques ◽  
Independent Variables ◽  
Employee Job Satisfaction ◽  
Dependent Variables ◽  
Positive Effect

In this globalization era, every corporation works hard to increase and develop to boost their employee performance. There are lot of factors corporation has to take care to increase their employee performance. This research probes employee well-being and job satisfaction as independent variables to employee performance as dependent variables. The selection method of the sample is using purposive sampling and obtained 95 samples from the population of the whole employee of the corporation using a questionnaire to collect the samples.SPSS 26 from IBM is being used for the multiple linear regression analysis techniques. A significant and positive effect is discovered from job satisfaction to employee performance, while employee well-being has a non-significant effect. The company should consider their employee job satisfaction in order to increase company's performance.

scholarly journals Linking Wise Organizations to Wise Leadership, Job Satisfaction, and Well-Being

2021 ◽  
Vol 6 ◽  
Author(s):  
Monika Ardelt ◽  
Bhavna Sharma
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Customer Service ◽  
Time Pressure ◽  
Well Being ◽  
Path Model ◽  
Societal Implications ◽  
Employee Productivity ◽  
Subjective Well Being ◽  
Employee Job Satisfaction

Objective: Research shows that wisdom benefits individuals, but is this also true for organizations? To answer this question, we first delineated the characteristics of wise and not-so-wise organizations in the areas of goals, approach, range, characteristics of leaders and employees, and perception of aging, using a framework derived from comparing wisdom with intellectual knowledge. Guided by this framework, we then tested whether wise organizations have a positive effect on employees’ physical and subjective well-being mediated by wise leadership and job satisfaction.Method: We created a wise organization index for nine organizations from the 2007–2008 Age and Generations Study based on 74 to 390 average employees’ ratings of perceived work opportunities for training and development, flexibility at work, absence of time pressure at work, work-life balance, satisfaction with work benefits, job security, and job opportunities. A mediated path model was analyzed to test the hypothesis. The sample contained 821 employees (age range 19–74 years; M = 41.98, SD = 12.26) with valid values on wise (fair and supportive) leadership at the first wave of data collection and employee job satisfaction (career as calling, satisfaction with career progress, engagement at work, and organizational commitment) and physical and subjective well-being at the second wave of data collection at least 6 months later.Findings: Results confirmed that the positive associations between the organizations’ overall wisdom index and employees’ physical and subjective well-being scores at Wave 2 was mediated by employees’ perception of wise leadership at Wave 1 and employee job satisfaction at Wave 2.Originality/value: This study fills a gap in the organizational wisdom literature by 1) systematically contrasting the characteristics of wise organizations with not-so-wise organizations, 2) creating a novel wise organization index, and 3) testing the effects of wise organizations and wise leadership on employees’ job satisfaction and physical and subjective well-being.Practical and societal implications: The results suggest that wise organizations encourage wise leadership, and wise leadership, in turn, fosters job satisfaction, which benefits employees’ physical and subjective well-being. Hence, wise organizations ultimately enhance workers’ well-being, which likely contributes to the success and reputation of the organization through higher employee productivity and better customer service.

scholarly journals Work Environment and Job Satisfaction at National Police Service, Kenya

2020 ◽  
Vol 2 (4) ◽  
pp. 33-51
Author(s):  
Wendy Otory ◽  
David Kiiru
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Organizational Justice ◽  
Physical Environment ◽  
Interpersonal Conflict ◽  
Well Being ◽  
Police Service ◽  
Employee Job Satisfaction ◽  
Organizational Constraints ◽  
National Police

Poor work environment causes major risk to the well-being and quality of staff and job satisfaction. Job satisfaction is crucial to the organizational performance which can be affected by the environmental concerns. This research sought to evaluate the role of work environment on job satisfaction at National Police Service with reference to Directorate of Criminal Investigations Department. The specific objectives of the study included: to determine the effect of organizational justice on employee job satisfaction at National Police Service, to establish the effect of interpersonal conflict on employee job satisfaction at National Police Service, to establish the effect of organizational constraints on employee job satisfaction at National Police Service and to assess the effect of physical environment on employee job satisfaction at National Police Service. The research made use of descriptive research design. The strata included; Chief Inspectors of police, Inspector of police, Police corporal, Police sergeant and Police Constables.  The research used the approach of stratified sampling. The target population was 2000 workers, 322 respondents made up the final sample size collected. Primary data was used in the analysis. As part of the primary source, the questionnaires were used as a method of data collection. Content validity was used to determine whether the study questionnaire content contained representative samples of the field to be evaluated. The internal accuracy of the test instrument was calculated using the reliability value of the Cronbach Alpha system of 0.7 and above. The quantitative information gathered was analysed utilizing Descriptive statistics using version 21 of the Social Sciences Statistical Package (SPSS). The study established that that organizational justice, interpersonal conflict, organizational constraints and physical environment was positively related to employee job satisfaction. The study concluded on organizational justice that favorable results are likely to happen when employees perceives organizational justice, meaning that they think their business is fair to them. The research concludes on interpersonal conflict that interpersonal conflict is something that often happens in a group of staff, particularly in a high-pressure scenario such as the workplace. Interpersonal conflict inspires employees’ members to compete. The research concludes that elevated levels of human resources and infrastructure constraints influence job satisfaction of employees on organisational constraints. On the physical environment, the research concludes that an appropriate workplace climate assists to lower the absenteeism rate and can therefore boost the job satisfaction of the staff. The research advises on organizational justice that comprehension of the organization is important to the behavior and decision-making operations of its staff that affect organizational justice. The research recommends that the national police service create measures to control conflict so as to eliminate adverse effects of interpersonal conflict. It can be important for better organizational progress to maintain a good level of interpersonal disagreement. Organizational constraints it is recommended that the National Police Service know how to respond to this constantly changing environment by learning how to manage the dynamics of varied uncertainties, advocating fresh learning and leadership technologies that are both innovative and flexible, and easier to enforce. In the physical environment, the research proposes that the national police department develop a favorable job climate, pay its staff according to industry norms, use suitable reward and recognition programs to demonstrate the organization to its staff, provide training and development possibilities and offer their staff the opportunity to be creative and innovative.

scholarly journals The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

2020 ◽  
Vol 4 (1) ◽  
pp. 67
Author(s):  
Tehseena Ashraf ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Employee Retention ◽  
Psychological Capital ◽  
Well Being ◽  
Equation Modeling ◽  
Mediator Role ◽  
Promising Area ◽  
The Impact

Employee engagement and retention is a promising area in management as well as psychology. The purpose of this paper is to examine the effects of employee engagement (EE) on their retention (ER). We proposed a theoretical framework model explaining how employee engagement affects their retention. The original model linked engagement with control at work (CAW) and general well-being (GWB) through psychological capital (PsyCap). We extended this model by linking CAW and GWB to employee retention. We further added job satisfaction (JS) as a mediator between EE and ER. To establish its empirical validity, we conducted a survey from 200 employees working in different companies in Pakistan by using a close ended likert scale type questionnaire. Data was analyzed using confirmatory factor analysis and structural equation modeling. Findings suggested a positive significant relationship between EE and ER. PsyCap, CAW and JS play a significant mediator role for EE and ER, only GWB does not mediates the relationship between EE and ER. This research will help in understanding how to retain employees and mounting their psychological capital through training and development, since when employees will be happy and motivated, they can perform well and will have job satisfaction. As a result, the level of intention of employees to leave would be low. This study is preliminary the first to investigate the association between EE and ER through many other constructs (PsyCap, CAW, GWB and JS) in the Pakistani context.

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