scholarly journals ORGANIZATION CLIMATE AND JOB SATISFACTION IN COLEGIO DE SAN JUAN DE LETRAN – BATAAN

2020 ◽  
pp. 204-209
Author(s):  
AP Edessa G. Flordeliz
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Performance Management ◽  
Significant Relationship ◽  
Basic Education ◽  
San Juan ◽  
Communication Performance ◽  
Management Leadership ◽  
Relationship Of ◽  
The Relationship

This descriptive study in nature was designed to determine the relationship of dimensions of organizational climate and job satisfaction of teachers in Colegio de San Juan de Letran-Bataan. Forty two (42) of collegiate and basic education faculty were the respondents. The study adopted Organizational Climate Descriptive Questionnaire (OCDQ) developed by (Croft, 1963) to know the type of organizational climate, were used for data collection. It is found that there is significant relationship between dimensions of transformation and diversity and Colegio’s image of organizational climate and job satisfaction while there is no significant relationship between dimensions of trust, training and development, leadership, employee’s wellness, communication, performance management, remuneration and rewards, teamwork and work environment of organizational climate and job satisfaction. KEY WORDS: Organization climate, job satisfaction, employee, management, leadership

scholarly journals The relationship of work overload and unreasonable organizational climate to emotional exhaustion and mediating effects of psychological detachment

2011 ◽  
Vol 24 (4) ◽  
pp. 809-833 ◽  
Author(s):  
Jina Park ◽  
Shezeen Oah
Keyword(s):  
Organizational Climate ◽  
Emotional Exhaustion ◽  
Significant Relationship ◽  
Mediating Effects ◽  
Work Overload ◽  
Work Related ◽  
Psychological Detachment ◽  
Relationship Of ◽  
The Relationship ◽  
Psychological Detachment From Work

The purpose of the present study was to examine whether work overload and unreasonable organizational climate have significant relationship with emotional exhaustion. The present study also attempted to find out whether psychological detachment has mediating effects on the relationship. Psychological detachment refers to an individual's experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to “switch off”. Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Data were collected from 234 workers employed in a variety of organizations. It was found that work overload and unreasonable organizational climate were significantly associated with low psychological detachment and high emotional exhaustion. In addition, psychological detachment had mediating effects on the relationship of work overload and unreasonable organizational climate to emotional exhaustion.

scholarly journals School Organizational Climate and Job Satisfaction of MSU Junior High School Teachers

2019 ◽  
pp. 92-99
Author(s):  
Anabelie V. Valdez ◽  
Analyn P. Guro ◽  
Norhana H. Cana ◽  
Lawan M. Lawi
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Junior High School ◽  
Junior High ◽  
Teaching Experience ◽  
Organizational Leaders ◽  
Junior High School Teachers ◽  
Correlational Design ◽  
Relationship Of ◽  
The Relationship

This study examines the relationship of the teachers’ profile, to the school organizational climate and job satisfaction of the teachers. Using descriptive correlational design, the investigation was participated by 30 junior high schools that were purposively selected through convenient sampling. The results of the statistical analysis revealed that teacher profile such as age, marital status, educational attainment and teaching experience are having positive and significant relation to organizational climate and job satisfaction. Likewise, organizational climate and job satisfaction are also significantly correlated and have directly proportional relationships. As such, organizational leaders, employees/teachers profile has significant bearing in promoting favorable organizational climate while organizational climate has significant contributions in promoting the job satisfaction of the workers.

scholarly journals The Relationship of Self-Concept and Work Satisfaction with Teachers Performance of Islamic Elementary School of Tebing Tinggi City

2019 ◽  
Vol 2 (2) ◽  
pp. 123-136
Author(s):  
Siti Zahara ◽  
Candra Wijaya
Keyword(s):  
Job Satisfaction ◽  
Elementary School ◽  
Significant Relationship ◽  
The State ◽  
The Self ◽  
Self Concept ◽  
Basic Aspect ◽  
Relationship Of ◽  
The Relationship ◽  
Effective Contribution

One of the basic things that affect the performance of teachers in carrying out their duties is self-concept. Self-concept is all ideas, thoughts, beliefs and convictions that individuals know about themselves and influence individuals in dealing with others. An important factor in self-concept is that self-concepts are learned through individual experiences and interactions with others. In addition, self-concept is a critical and basic aspect of the formation of individual behavior, developing rapidly and together with the development of speech. There is a positive and significant relationship between the self-concept of teachers in the State of Madrasah Ibtidaiyah Tebing Tinggi with the performance of teachers at the State Madrasah Ibtidaiyah in Tebing Tinggi. This means that the higher and positive self-concept, the higher and positive the performance of teachers in State Madrasah Ibtidaiyah Tebing Tinggi by providing an effective contribution of 28.7%. This means that the variation that occurred in the teacher's self-concept variable Tebing Tinggi State Madrasah Ibtidaiyah was 28.7% predictable in improving the performance of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi. There is a positive and significant relationship between job satisfaction with the performance of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi. This means that the higher and positive job satisfaction of teachers at State Madrasah Ibtidaiyah in Tebing Tinggi city, the higher and positive the performance of teachers in State Madrasah Ibtidaiyah Tebing Tinggi by making an effective contribution of 32%.

scholarly journals Budaya Organisasi, Kepuasan Kerja dan Komitmen Dokter Spesialis di RSUD Kota Bekasi

2009 ◽  
Vol 3 (6) ◽  
pp. 275
Author(s):  
Ni Made Sumartini
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Management Practices ◽  
Organization Culture ◽  
Satisfaction Survey ◽  
Total Quality ◽  
Organization Commitment ◽  
Job Satisfaction Survey ◽  
Relationship Of ◽  
The Relationship

Komitmen dokter pada rumah sakit mempengaruhi tingkat kehadiran, produktivitas dan mutu pelayanan di rumah sakit. Waktu dan tenaga yang tidak penuh diberikan dokter spesialis pada rumah sakit berpengaruh terhadap produktivitas yang kurang optimal. Tujuan penelitian ini menilai hubungan budaya or- ganisasi, kepuasan kerja dengan komitmen dokter spesialis. Penelitian ini dilakukan pada 35 responden dokter spesialis dengan menggunakan pengukuran organinizational culture survey Denison, a job satisfaction survey Spector dan organizational commitment Allen & Meyer dengan skala yang dimodifikasi. Metoda analisis kuantitatif yang digunakan adalah univariat, bivariat dan multivariat. Sumber kepuasan dokter spesialis dengan komitmen yang tinggi adalah rekan kerja dan pekerjaan. Sumber ketidakpuasan adalah imbalan, promosi, supervisi dan kondisi kerja. Kepuasan kerja berhubungan dengan komitmen, tetapi budaya organisasi berupa praktek manajemen tidak berhubungan, karena belum terfokus pada keterlibatan, konsistensi, adaptabilitas dan penghayatan misi dokter spesialis. Dokter spesialis berhubungan dengan praktek manajemen yang terfokus pada konsistensi dan kepuasan imbalan. Komitmen normatif berhubungan dengan praktek manajemen yang fokus pada penghayatan misi dan kepuasan profesi.Kata kunci : Budaya organisasi, kepuasan kerja, komitmen, mutu pelayananAbstractPhysician’s commitment has significant relationship with their level of attendances, and their productivity in term of services quality, which will leverage the total quality of hospital . Objectives of this research are: examining the relationship of organization culture toward physician’s commitment; and the relation- ship of job satisfaction toward the physician’s commitment; the relationship of both organization culture and job satisfaction toward physician’s commitment. Method: Respondent for this research are 35. Scale of organizational culture survey Denison, scale of job satisfaction survey Spector, and scale of organi- zational commitment Allen & Meyer are the measurement tools. The analysis quantitative is performed in univariate, bivariate and multivariate. Results : The physician has been highly committed to RSUD Bekasi. Physician’s’s satisfaction is influent by their type of job and the relationship within their professional colleagues. Their dissatisfaction can be influent by the lack of benefit and promotion opportunities, and the non-conducive work environment conditions.The job satisfaction level has significant relationship to organization commitment. Separately, organization commitment does not have significant relate to organ- ization culture. Organization culture, base on physician opinion, has not yet focus on empowerment; has not consistent in development of work instruction and implementation; has not adaptive with the change of organization environment; and has a lack of organization’s mission understanding. Physician’s continuans commitment has a relationship to management practices that focus on consistency and benefit . Physician’s normative commitment has a relation- ship to management practices that focus on organization mission, and their job satisfaction as a physician.Key words : Organization culture, job satisfaction, commitment, service quality

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

HUBUNGAN BOARD DAN KOMITE AUDIT TERHADAP MANAJEMEN LABA

2010 ◽  
Author(s):  
Fivi Anggraini
Keyword(s):  
Corporate Governance ◽  
Moral Hazard ◽  
Earnings Management ◽  
Conflict Of Interest ◽  
Significant Relationship ◽  
Stock Exchange ◽  
Earning Management ◽  
Independent Directors ◽  
Relationship Of ◽  
The Relationship

Earnings management is the moral hazard problem of manager that adses because of the conflict of interest between the manager as agent and the stakeholder and the owner as principal. The behavior of earnings management will immediately influence the reported earning. The aims of this research at examining the relationship of board and audit committe to earnings management. The samples of this research is all of companies member Corporate Governance Perception Index (CGPI) in the years of 2003-2006 which were listed in Jakarta Stock Exchange. The results of this study show that (1) the proportion of independent directors on the board had not significant relationship to earning management, (2) competence of independent directors on the board had not significant relationship to earning management, (3) the size of board had significant relationship to earning management, (4) the proportion of independent directors on the audit committe had not significant relationship to earning management, and (5) competence of members of the audit committe had significant relationship to earning management.

A learning organization perspective on knowledge-sharing behavior and firm innovation

2006 ◽  
Vol 25 (4) ◽  
pp. 227-236
Author(s):  
Li-Fen Liao
Keyword(s):  
Knowledge Sharing ◽  
Learning Organization ◽  
Significant Relationship ◽  
Shared Vision ◽  
Firm Innovation ◽  
Positive Effects ◽  
Knowledge Sharing Behavior ◽  
Relationship Of ◽  
The Relationship ◽  
Sharing Behavior

Sharing knowledge and firm innovation are the crucial ways to sustain competitive advantage. This study builds a nested model to test the relationship between learning organization, knowledge-sharing behavior, and firm innovation. Data gathered from 254 employees were used to examine the relationship of the learning organization to employees' knowledge-sharing behavior and firm innovation. The results indicate that open-mindedness, shared vision and trust have positive effects on both knowledge-sharing behavior and firm innovation. While commitment to learning does not shows significant relationship on knowledge-sharing behavior and firm innovation. Communication has significance on firm innovation but not significance on knowledge-sharing behavior.

scholarly journals The Relationship between Reputation, Customer Satisfaction, Trust, and Loyalty

2014 ◽  
Vol 4 (3) ◽  
pp. 368 ◽  
Author(s):  
Roshana Gul
Keyword(s):  
Customer Satisfaction ◽  
Customer Loyalty ◽  
Significant Relationship ◽  
Positive Sign ◽  
Medical College ◽  
Independent Variable ◽  
Relationship Of ◽  
The Relationship ◽  
Self Administered Questionnaire

Though a lot of studies have been done to conclude customer loyalty as dependent variable but still there is a vast margin of researches to be conducted in future in different spheres of this construct. On the other hand the truth of the importance of customer loyalty as an enduring asset cannot be falsified. It is fundamental for organizations to build up long term and mutual beneficial associations with the customers. The purpose of this research paper is to show the inter relationship of reputation, customer satisfaction and trust on customer loyalty. According to the observations reputation is the major independent variable that has significant relationship with customer satisfaction, customer loyalty, and trust. Data for this research study was taken from the Islamia University, Quaid-e-Azam Medical College, and different banks located at various geographic locations of Bahawalpur region of Pakistan. Data was collected through self administered questionnaire and analyzed by using regression through SPSS. The results have been drawn from 150 users of NISHAT LINEN and it was found that there is positive and significant relationship among reputation, customer satisfaction, trust and customer loyalty. Hence the studies give the positive sign that with the increment of reputation, customer satisfaction and trust the customer loyalty enhances.  

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