scholarly journals Structural Relationship among Job Satisfaction, Job Commitment, and Job Performance: A Comparative Study of Franchise vs. Local Coffee Store

2019 ◽  
Vol 25 (2) ◽  
pp. 26-31
Author(s):  
Park, Chang Jin ◽  
Sung-Pil Hahm ◽  
이상묵
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Comparative Study ◽  
Structural Relationship ◽  
Job Commitment

scholarly journals Sustainable Relationship Development between Hotel Company and Its Employees: Linking Job Embeddedness, Job Satisfaction, Self-Efficacy, Job Performance, Work Engagement, and Turnover

2020 ◽  
Vol 12 (17) ◽  
pp. 7168
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Gabriele Giorgi ◽  
Aejoo Lee ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Job Embeddedness ◽  
Job Commitment ◽  
Mediating Role ◽  
The Impact ◽  
The Given ◽  
Practical Implications

This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion.

scholarly journals Linking Pay Level to Interactional Justice as a Determinant of Personal Outcomes

2009 ◽  
Author(s):  
Azman Ismail ◽  
Mohd Noor Mohd Shariff
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Human Resource Development ◽  
Interactional Justice ◽  
Theory And Practice ◽  
Mediating Effect ◽  
Future Research ◽  
Job Commitment ◽  
Development Literature ◽  
The Relationship

Human resource development literature highlights that pay level is a crucial compensation design issue. The ability of the management to properly design the level of pay according to external and internal organisational factors may have a significant impact on personal outcomes, i.e. job satisfaction, job commitment, and job performance. More importantly, a thorough review of such relationships revealed that effect of pay level on personal outcomes is indirectly affected by feelings of interactional justice. Although the nature of this relationship is interesting, little is known about the influence of interactional justice in compensation programme models. Therefore, this study was conducted to measure the mediating effect of interactional justice in the relationship between pay level and personal outcomes. A survey research method was used to gather 917 usable questionnaires from employees who have worked in Malaysian institutions of higher learning. The outcomes of stepwise regression analysis showed three important findings: firstly, the relationship between interactional justice and pay level would increase job satisfaction. Secondly, the relationship between interactional justice and pay level would increase job commitment. Third, relationship between interactional justice and pay level would increase job performance. This result confirmed that interactional justice does act as a full mediating variable in the pay system model of the organisation sample. In addition, the implications of this study on compensation theory and practice, conceptual and methodological limitations, and directions for future research are discussed.  

scholarly journals Antecedents And Consequences Of Role Perceptions: A Path Analytic Approach

2011 ◽  
Vol 10 (2) ◽  
pp. 40 ◽  
Author(s):  
Linda S. Hartenian ◽  
Farrand J. Hadaway ◽  
Gordon J. Badovick
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Path Analysis ◽  
Work Environment ◽  
Role Conflict ◽  
Analytic Approach ◽  
Role Clarity ◽  
Role Perceptions ◽  
Job Commitment ◽  
Antecedents And Consequences

<span>The antecedents and consequences of role perceptions (role clarity and role conflict) are examined using path analysis. Employees with realistic perceptions of the organization experienced increased role clarity, less role conflict, and tended to be more satisfied. Those individuals who perceived a sense of fit, or congruence, were more likely to adjust to the work environment in a positive way. They experienced increased job satisfaction. Role conflict, in turn, was associated with reduced job satisfaction. Increased role clarity results in better job performance and less role conflict. Finally, increased job satisfaction led to increased job commitment.</span>

scholarly journals Co-workers' impact on attitudinal behavior of the faculty members of educational institutions of Nepal

2017 ◽  
Vol 3 (1) ◽  
pp. 1-11
Author(s):  
Amrit Kumar Sharma Gaire ◽  
Fatta Bahadur KC
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Relationship ◽  
Faculty Members ◽  
Educational Institutions ◽  
Major Objective ◽  
Job Commitment ◽  
Significant Difference ◽  
The One ◽  
The Relationship

 This paper attempts to analyze the relationship between co-workers' behavior and its impact on attitudinal behavior of the faculty members. The co-worker's behavior such as team support and lack of team support are used as an independent dimension and employee attitudinal behavior such as job satisfaction, job performance and job commitment are used as a dependent variable. The major objective of this research was to identify the effect on attitudinal behavior of faculty members' of higher educational institutions of Nepal due to their co-worker's behavior. Pair t- test was used to examine between the current and expectation co-worker's behavior of faculty members in the working place. Similarly, the one way analysis of variance was also used to test the hypothesis. The sample size was 400 faculty members. The findings show that here is significant relationship between the current and expected perception of the faculty towards the co-workers’ behavior. Similarly, the findings of team support co-workers’ behavior has positive significant and with lack of team support co-workers’ behavior has negatively significant difference with attitudinal behavior of the faculty.

An Analysis of Job Satisfaction Determinants of Educators in Low-Performing Schools in Mauritius: A Comparative Study of Private and State Secondary Schools

2021 ◽  
pp. 002205742110319
Author(s):  
Asvin Goonesh Bahadur ◽  
Juddoo Shakil
Keyword(s):  
Job Satisfaction ◽  
Academic Performance ◽  
Secondary Schools ◽  
Job Performance ◽  
Comparative Study ◽  
Significant Relationship ◽  
Job Dissatisfaction ◽  
Low Performing Schools ◽  
Private And Public ◽  
The Impact

This study analyzed the job satisfaction of educators in both private and public low-performing secondary schools in Mauritius. It also assessed the impact of some determinants on job performance and academic performance, and it provides a comparative study of the job satisfaction determinants from both types of schools. A survey was carried out with 120 educators from six secondary schools in Mauritius. It revealed several direct factors that create job dissatisfaction among educators. The article provides recommendations to tackle the problems that were raised. The study concluded that there is a significant relationship between job performance and job satisfaction.

scholarly journals Impact of Organizational Climate on Job Satisfaction, Job Commitment and Intention to Leave: An Empirical Model

2013 ◽  
Vol 1 (1) ◽  
pp. 66 ◽  
Author(s):  
Jeevan Jyoti
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Intention To Leave ◽  
Vital Role ◽  
Job Commitment ◽  
Leadership Behaviour ◽  
Interaction Research

There has been a long-standing interest in the study of organizational climate among organizational<br />researchers. Its importance is partly due to its hypothesized relationship to other organizational<br />phenomena including job satisfaction, job performance, leadership behaviour and the quality of work<br />group interaction. Research on the contribution of people management to organizational performance<br />outcomes such as productivity and profitability has been related to a climate of satisfaction in the<br />workplace. Job satisfaction along with organizational climate plays a vital role in retaining the<br />employees by enhancing their commitment towards the organization. The present paper measures<br />impact of Organizational climate on job satisfaction, job commitment and intention to leave with the<br />help of regression analysis and an attempt has been made to see the factor-wise effect of<br />Organizational climate and job satisfaction on job commitment and intention to leave.

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