Career Self-Management and Employee Job Satisfaction in Selected Public Sector Organizations in South-South Nigeria

2019 ◽  
Author(s):  
Itayo Joy ◽  
Stanley Anah ◽  
Daniel C. Ejike
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Self Management ◽  
Employee Job Satisfaction ◽  
Public Sector Organizations

scholarly journals An Analysis of Factors Influencing Employee Job Satisfaction in a Public Sector

2019 ◽  
Vol 22 (3) ◽  
pp. 83-99
Author(s):  
Nemanja Lekić ◽  
Jelena Vapa–Tankosić ◽  
Jasmina Rajaković–Mijailović ◽  
Snežana Lekić
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Employee Job Satisfaction ◽  
Factors Influencing

scholarly journals The Benefits of PSM: An Oasis or a Mirage?

2020 ◽  
Vol 30 (4) ◽  
pp. 619-635 ◽  
Author(s):  
Sahar Awan ◽  
Germà Bel ◽  
Marc Esteve
Keyword(s):  
Public Sector ◽  
Empirical Evidence ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Organizational Benefits ◽  
Employee Job Satisfaction ◽  
Public Sector Organizations ◽  
Dependent Variables

Abstract Scholarly interest in public service motivation (PSM) has yielded a vast amount of research, exploring its potential for benefitting public-sector organizations through increased employee job satisfaction, enhanced individual performance, employee retention, and enhanced organizational commitment and citizenship behavior. However, a closer inspection of the literature reveals mixed empirical evidence for each impact of PSM. The present study carries out a meta-analysis of five key impacts of PSM to explain the divergence of results in the existing literature. We find evidence of the existence of a true effect for PSM over all the dependent variables, except for turnover intentions. In addition, we find a possible explanation for the mixed empirical evidence found in previous studies. We demonstrate that individual and organizational benefits of PSM are not accrued equally in all public sector workplaces and that the contextual variables legal origin and endemic countrywide corruption influence the extent to which PSM can produce positive outcomes in the workplace.

High Pay and Low Morale — Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency?

1996 ◽  
Vol 25 (3) ◽  
pp. 333-341 ◽  
Author(s):  
William M. Leavitt
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Job Security ◽  
Opinion Survey ◽  
Career Anchors ◽  
Public Agency ◽  
Employee Job Satisfaction ◽  
Employee Opinion Survey

This article focuses on the unexpected relationship between high pay and low job satisfaction in one public sector agency. The results of an Employee Opinion Survey of agency employees are examined in light of the agency's position as a community pay leader. The author concludes that high pay will not alleviate problems of low employee job satisfaction. The use of career anchors is suggested as a means to increase employee job satisfaction and to maintain acceptable turnover levels even in the absence of high pay.

scholarly journals More Roads Lead to Rome. HR Configurations and Employee Sustainability Outcomes in Public Sector Organizations

2021 ◽  
Vol 13 (21) ◽  
pp. 11698
Author(s):  
Roel Schouteten ◽  
Beatrice van der Heijden ◽  
Pascale Peters ◽  
Sascha Kraus-Hoogeveen ◽  
Leonie Heres
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Empirical Evidence ◽  
Human Resource ◽  
Leadership Style ◽  
Synergistic Effects ◽  
Data Set ◽  
Configurational Approach ◽  
Hrm Practices ◽  
Public Sector Organizations

In linking human resource management (HRM) to organizational sustainability, linear variance-based methods are not suited for addressing the complexity of how various HRM practices interact and have an impact on sustainability outcomes for multiple stakeholders. However, so far, empirical evidence for a configurational approach, acknowledging synergy and equifinality between various practices, is scant. Therefore, this study aims to provide empirical evidence for synergistic effects and equifinality in the link between sustainable HRM practices and employee sustainability outcomes. Building on the Ability Motivation Opportunity (AMO) model, this study adopts a configurational approach to unveil how sustainable HRM practices, in various combinations and in different ways, can impact employee sustainability outcomes (commitment and job satisfaction). The study applied a fuzzy set Qualitative Comparative Analysis (fsQCA) on a secondary data set consisting of employee surveys in 30 Dutch public sector organizations. The findings reveal that combinations of various AMO-enhancing practices are especially conducive to commitment and job satisfaction. Moreover, aligning these practices with work context factors (transformational leadership style and low work pressure) can lead to relatively high levels of commitment and job satisfaction. This study indicates that configuration matters and that there is not one best way to achieve employee sustainability outcomes. This leaves ample leeway for human resource managers to design a suitable and integrative HRM system for their own organization.

Detrimental effects of cynicism on organizational change

2016 ◽  
Vol 29 (4) ◽  
pp. 580-598 ◽  
Author(s):  
Usman Aslam ◽  
Muhammad Ilyas ◽  
Muhammad Kashif Imran ◽  
Ubaid- Ur- Rahman
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Public Sector ◽  
Job Insecurity ◽  
Interactive Effects ◽  
Content Type ◽  
Organizational Cynicism ◽  
Withdrawal Behavior ◽  
Public Sector Organizations ◽  
Change Leaders

Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression. Findings – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications – The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees. Originality/value – This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.

scholarly journals The Level of Employees Job Satisfaction in Public Sector Bank, With Special Reference to SBI Banks in Rayalaseema Division

2019 ◽  
Vol 8 (2) ◽  
pp. 227-229
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Banking Sector ◽  
Work Force ◽  
Public Sector Banks ◽  
Employee Job Satisfaction ◽  
Key Factor ◽  
Established Fact ◽  
The Relationship ◽  
Bank Employee

In any business organization job satisfaction is important key factor for reduction in employees. It is an established fact that the success of any organization depends on the satisfaction of its work force. Employees regarding their satisfaction, it is a widely believed that employees participation affects employees job satisfaction. The employees are productivity and they all can create competitive advantage for the organization. The present study investigates the relationship between employee participation and job satisfaction in banking sector. For the purpose of study the data was collected from SBI bank employee job satisfaction, public sector banks one of the leading Bank from SBI banks in Rayalaseema Division Andhra Pradesh. In their recent scenario especially after globalization, Customers attrition is very high especially public sector banks to private sector banks. One of the reasons for the higher attrition is the poor banking services. Hence every commercial bank attempts to make their employees satisfied in their job and tries to attract more customers.A satisfied and happy and hardworking employee is the biggest asset of any organization, including banking sector also.

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

2018 ◽  
Vol 31 (2) ◽  
pp. 352-370 ◽  
Author(s):  
Fauzia Jabeen ◽  
Heather Lynn Friesen ◽  
Kilani Ghoudi
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Public Sector Organizations ◽  
Female Employees

Purpose The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE). Design/methodology/approach Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling. Findings QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention. Research limitations/implications One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized. Practical implications This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy. Originality/value The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

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