The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Effect of Compensation and Work Motivation on Employee Performance in the Pt....ijtsrd
Compensation is all income in the form of money, direct or indirect goods received by employees in return for services provided to the company. Sri Milawati | Zulititian Lahagu | Togu Harlen Lumban Raja | Lasman Eddy Bachtiar "Effect of Compensation and Work Motivation on Employee Performance in the Pt. Pos Indonesia (Persero) Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38602.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/38602/effect-of-compensation-and-work-motivation-on-employee-performance-in-the-pt-pos-indonesia-persero-medan/sri-milawati
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
A project report on job satisfaction of employees in dena banksujayshetty12
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of employees.
5. The report is useful to the management of the company to know the satisfaction levels of employees and they can make measures to increase productivity.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Effect of Compensation and Work Motivation on Employee Performance in the Pt....ijtsrd
Compensation is all income in the form of money, direct or indirect goods received by employees in return for services provided to the company. Sri Milawati | Zulititian Lahagu | Togu Harlen Lumban Raja | Lasman Eddy Bachtiar "Effect of Compensation and Work Motivation on Employee Performance in the Pt. Pos Indonesia (Persero) Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38602.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/38602/effect-of-compensation-and-work-motivation-on-employee-performance-in-the-pt-pos-indonesia-persero-medan/sri-milawati
The primary purpose of this study is to provide a conceptual framework for „student satisfaction‟ in
order to understand and conceptualise the key aspects of the term.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
The primary purpose of this study is to provide a conceptual framework for „student satisfaction‟ in
order to understand and conceptualise the key aspects of the term.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
The article discusses the importance of employee engagement for organizational
and business performance through the prism of ergonomics. The issues that are
discussed in this paper comprise the modest contribution that ergonomics as a
discipline has made. The relevance of workplace health and ergonomics work relate
with that of participation, safety culture and further implications for participatory
ergonomics approaches. Based on recently published conceptual framework that
recognises the dynamic and multi-dimensional nature of safety culture, the paper
highlights the due significance demanded by ergonomics and that which is equally
ignored by top management. The paper concludes by considering the much needed
empirical survey on this issue in almost all industries and prompt action being taken
to implement it. Also, the paper gives a glimpse of various approaches for an
empirical study, within an organisation which is noted as important to the success of
ergonomics projects
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
Como prepararse al interior de la empresa para cumplir los requisitos que la superintendencia de industria y comercio de colombia plantea al realizar el registro nacional de bases de datos, lo anterior, desde un enfoque de la gestion de calidad de datos y la seguridad de la informacion, enfocados en las operaciones concretas
Sistema Muscular
Morfologia dos Músculos
Longos
São aqueles em que a longitude do músculo, vulgo comprimento, predomina sobre as demais. Este género de músculo é típico das membros, onde se dispõem como que em camadas. Regra geral, os mais superficiais são mais longos que os profundo, recobrindo mais do que uma articulação. Veja-se o exemplo do bicípite braquial que cobre as articulações do ombro e cotovelo, enquanto o músculo coracobraquial, que lhe é mais profundo ou posterior apenas se relaciona com a primeira.
Curtos
É a denominação dos músculos que apresentam uma certa harmonia entre as três dimensões. São, por norma, músculos pequenos que se destinam a movimentos de pouca extensão e muita força. Encontram-se nas articulações cujos movimentos tem pouca amplitude, o que não exclui força nem especialização.
Largos
São aqueles em que há predomínio de dois diâmetros complanares, ou seja, do comprimento e da largura. Normalmente são bastante achatados e delgados. Estes músculos encontram-se, na maioria do casos, a revestir as cavidades torácica, abdominal e pélvica. De notar que estes músculos apresentam uma elevada variedade quanto à forma: triangulares como o peitoral maior, quadriláteros como o reto maior do abdómen, romboides como o romboide maior, entre outros; quanto à disposição: planos como o peitoral maior, encurvados como o transverso do abdómen e, ainda, quanto aos bordos, que se podem apresentar: retilíneos, curvos ou dentados
Músculos anulares ou orbiculares
São o que alguns autores consideram como um subtipo dos músculos curtos, enquanto outros os abordam como um tipo independente. São aqueles que rodeiam um orifício, como o bocal ou o anal.
Músculos mistos
São aqueles que apresentam características dúbias ou ambíguas, uma vez que as definições dos tipos precedentes não são precisas. Dentro deste grupo de músculos difíceis de classificar podemos incluir os músculos infra-hióideos, os músculos motores do olho, o músculo recto maior do abdómen ou o músculo piramidal do abdómen.
Componentes
Andréia Gám Rac
Hallison Nascimento
Larissa Sales
Taynara Maria
Sara Lopes
Manifesto das Defensoras e Defensores Públicos Brasileiros em Defesa do Estad...Palácio do Planalto
Manifesto entregue pelos Defensoras e Defensores Públicos Brasileiros em Defesa do Estado Democratico de Direito, na terça (22/03), em ato pela legalidade e em defesa da democracia.
Saiba mais no Blog do Planalto: goo.gl/p2uFdR
Ce travail a pour objectif de retracer les principales phases d’évolution des technologies de l’information et de la communication dans l’éducation. Cette découverte panoramique se fera à travers la présentation des fonctionnalités d’applications mobiles entrant dans ces différentes catégories qui ne sont cependant pas étanches car les usages peuvent être variés. D’où l’adoption d’une approche anthropocentrée.
High School DxD EX en Español traducido por High School DXD FanClub.
Facebook: www.facebook.com/HaremDxDOficial
Twitter: www.twitter.com/@HaremKingDxD
WEB: www.highschooldxd-fanclub.com
Apresentação realizada no Palácio do Planalto, na sexta-feira (29/04), durante anúncio de prorrogação de brasileiros formados no exterior e de profissionais estrangeiros no Mais Médicos.
Saiba mais no Blog do Planalto: http://blog.planalto.gov.br/
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
Impact of Organizational Culture and Conflict on Employees Performance at Pt ...inventionjournals
: The purpose of this study is to analyze the Impact of Organizational Culture And Conflict on Employee Performance while Satisfaction as intervening variable. The studytake place at PT Pembangunan Jaya Ancol using research methods. The sample is using purposive random sampling with 100 respondents. Analysis tool using SPSS with path analysis besides that using classic assumption test, normality, heterodekistas, autocorrelation and multicolleration. The results of the research shows that organizational culture variable affect on satisfaction variable, conflict variable affect on satisfaction, organizational culture variable does not affect performance, conflict variable affect on satisfaction andsatisfaction variable does not affect on performance. Test result of coefficient determination shows that satisfactionscore R2 = 39.3%. Coefficients for other variables outside the research affects 0.77, whereas the performance score R2 = 0.922 and the influence of other variables score to 0.279. The best way to solve problem is PT Pembangunan Jaya Ancol Tbk should develop openness to public
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
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Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organization Commitment
1. Proceeding - Kuala Lumpur International Business, Economics and Law Conference Vol. 2.
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ANTECEDENT AND CONEQUENCE OF INTERNAL AUDITORS JOB SATISFACTION AND
ORGANIZATION COMMITMENT
Endang Pitaloka
Phd Student of Management Science, Universitas Padjadjaran, Indonesia
Email: pitaloka.oka@gmail.com
Irma Paramita Sofia
Accounting Studies Universitas Pembangunan Jaya, Indonesia
Email: irma_paramita@yahoo.com
ABSTRACT
Telecommunication industry became one of the rapidly growing industry along with the increasing development
of technology and information needs. In addition to the changes in technology and information, the three largest
telecommunications companies in Indonesia have ownwership change. Nowdays the majority shareholder of
Indonesian telecommunication company was owned by foreign investor. Theese changes employee recruitment
standards . The company seeks many experienced and qualified employees from a rival company, with an offer
of a better salary package. If the company is not able to retain the best talent, it will cause problems in the
performance and competitive advantage. This shows the importance of employees commitment and employee
performance. Employees including internal auditor will give their best performance if get job satisfaction and
get support from the company. Internal Auditor is one of the functions in the organization whose job is to
examine the management of the organization and the fairness of the organization's financial statements. The
importance of their role required internal auditor to give their best performance to the needs of company.
Telecommunication industry have found difficult to retain good internal auditors. There is need for the
organization to come up with strategies to retain employees and improve the company’s performance. The
purpose of this study is to analyze how the work environment as antecedent cause job satisfaction and
organizational commitment, and how job satisfaction, organizational commitment have an impact on
organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and
email. The data were processed using Path Analysis. The results showed that the work environment is
antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment
significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction
organization commitment. Job satisfaction and organizational commitment encourage employee to show
organizational citizenship behavior in achieving organization goals.
Keywords: Work environment, job satisfaction, commitment, organizational citizenship behavior, internal
auditor
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INTRODUCTION
Every organization wants to have employees with competence in accordance with the needs of their
organization, committed to the organization and have high performance. Therefore any company competing for
the best employees. Companies need to do something to attract potential employees. One of the things that can
be done to attract potential employees is to establish a pleasant working environment.
Jain and Kaur (2014) Work environment involves all the aspects which act and react on the body and
mind of an employee. If the environment is congenial, fatigue, monotony and boredom are minimized and work
performance can be maximised. work environment is one of the comprehensive concept because it includes
aspects of physical, psychological and social working conditions. The work environment can have a positive or
negative effect on psychological and welfare of employees. In organizations with high job demands and high
pressures tend to make employee stress.
Stress can have a negative impact on employee productivity and performance for the organization.
Difficult working environment would make the employees are not happy and are not comfortable with the
organization (Bakotić and Babić, 2013). organization seeks to eliminate the negatives of the work environment
so that employees are satisfied with their works.
Job satisfaction shows how much an employee likes his work, job satisfaction is a sense of comfort
and positive experience that an employee have related to his job. Job satisfaction can affect work behavior and
organization performance. Employees who are satisfied will have high performance thereby improving
organizational performance (Abdullah and Ramay, 2012) . Creating a supportive work environment is a
necessity for organizations who want job satisfaction (Mokaya et al, 2013). Job satisfaction is the key to
productivity and employee performance, job satisfaction also explain the behavior of employees (Mehboob and
Bhutto, 2012).
The work environment also has a relationship with organizational commitment. Commitment refers
to the focus and the desire of attachment of an individual to a certain task or his work (Abdullah and Ramay,
2012). If the employee works in a good working environment, the employee 's organizational commitment will
increase. Organization with committed employees, will have low employee turnover rate. For the achievement
of stability and to retain the competitive position, it is necessary to enhance the commitment level of employees.
Attractive work environment helps make the employees more committed, enhances their motivation and
satisfaction level. Organizational commitment is affected by different outcomes like work environment,
motivation, turnover, and organizational support (Danish et al, 2013).
Job satisfaction and organizational commitment is an important element in the organization. Both of
these factors can affect employee behavior and performance of employees. This is confirmed by Uludag et al
(2011 ) which states job satisfaction, motivation, and organizational commitment affect organizational
citizenship behavior (OCB). Organ defined organizational citizenship behavior as unconditional behavior which
is shown by an employee beyond from what is asked by organization and the responsibility is given to
organization. The behavior like that is not received the official recognition as the organization demand to its
employ although OCB can encourage the efficiency. The organizational citizenship berhaviors (OCB) appears
due to its employee has the motivation to do more than Company’s hope to reach its goal.
Job satisfaction and organitation commitment are important to organization success. Both can impact
on employee retention and employee behavior. It is believed that internal motivation, emotional association of
belongingness to the organization, regard for the organization’s goals, and a willing team commitment are
instrumental in fostering the construct of organizational citizenship behavior (Uludag et al, 2011).
Abdullah and Ramay ( 2012) also showed job satisfaction and commitment influence OCB. OCB
arise because employees have the urge to behave more than requested by the organization to achieve its
objectives. In other words OCB encourages corporate efficiency.
Organizational citizenship behavior (OCB) is a consequence of the work environment. OCB is also
the reciprocal of the organization with employees, employees who are satisfied with their job will exhibit OCB.
According to Organ (1988), OCB is an important factor that can contribute to the survival of the organization.
3. Proceeding - Kuala Lumpur International Business, Economics and Law Conference Vol. 2.
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Therefore, it is very important to understand the variables that significantly and positively assist in creating this
OCB behavior .
Telecommunication industry became one of the rapidly growing industry along with the increasing
development of technology and information needs. In addition to the changes in technology and information, the
three largest telecommunications companies in Indonesia have ownwership change. Nowdays the majority
shareholder of indonesian telecommunication company was owned by foreign investor. Theese changes
employee recruitment standards. The company seeks many experienced and qualified employees from a rival
company, with an offer of a better salary package. If the company is not able to retain the best talent, it will
cause problems in the performance and competitive advantage. This shows the importance of employees
commitment and employee performance. Employees will give their best performance if get job satisfaction and
get support from the company.
The purpose of this study is to analyze work environment as antecedent of job satisfaction and
organization commitment, and how job satisfaction, organization commitment have an impact on organizational
citizenship behavior.
RESEARCH QUESTION
The major motivation of this research is to examine how work environtment as antecedent affect job satisfaction
and organization commitment, and how job satisfaction and organization commitment influence organizational
citizenship behavior of internal auditor in telecommunicaton industry.
More specifically, it seeks to answer the following research questions:
1. Can work environment affect job satisfaction?
2. Can work environment affect organization commitment?
3. Can job satisfaction affect organizational citizenship behavior?
4. Can organization commitment affect organizational citizenship behavior?
BENEFITS OF RESEARCH
1. The research is hoped to give the benefit for knowledge development of human resource management,
specifically, related to working environment, job satisfaction, organizational citizenship behavior, and
Organizational Citizenship Behavior (OCB).
2. The research is also hoped to give the contribution for corporate to apply the behavior of Organizational
Citizenship in planning and implementing some policies to support OCB.
LITERATURE REVIEW
WORK ENVIRONMENT
Nowday most of organizations pay attention in employees needed. They tries to provide positive working
environment so the employees will be happy and satisfied. They believe that happier the employees are, more
delightful the customer will be (Mehboob and Bhutto 2012).
Woodman et al (1993) examined two work environment characteristics in organization 1) group
characteristics includes norms, consistency in group, problem solving approaches used in the group; 2).
organizational characteristics including rewards, recognition, strategy, structure, resources, organizational
culture and technology. Both characteristics have the potential to encourage innovation and creativity.
According to Mehboob and Bhutto (2012) the concept of work environment is comprehensive one
including the physical, psychological and social aspects that mark up the working condition. Work environment
involves all the aspects which act and react on the body and mind of an employee.
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Workplace environment plays a vital role in motivating employees to perform their assigned work
(Chandrasekar, 2010). The working environment factors are: 1) Space and facilities required doing the job, 2)
Relationship with superiors at the workplace, 3) Equality of treatment at the workplace, 4) Communication
system at the workplace, 5) Environmental actors are conducive to work, 6) Procedures to identify and control
hazards (Chandrasekar, 2010).
While Wallgren (2011) stated the working environment factors are: 1) variety in tasks, 2) job
autonomy, 3) praise for a job well done, 4) the chance to acquire new skills and 5) the sense of accomplishment.
Mehboob and Bhutto (2012) described work environment as the environment in which people are working.
Such as, it is very wide category that incorporates the physical scenery (e.g. noise, equipment, heat),
fundamentals of the job itself (e.g. workload, task, complexity) extensive business features (e.g. culture, history)
and even extra business background (e.g. industry setting, workers relation).
According to Mehboob and Bhutto (2012) characteristics of work environment are: 1) apparent and
open communication, 2) stability of work-life, 3) impartiality, 4) consistency and predictability situation.
The definition of the working environment in this research is any attribute in the organization includes physical
and nonphysical affecting employees in doing through employment. Phssical factors such as space and
facilitties. Nonphysical factors such as fairness treatment at the workplace, communication climate, rules and
procedures at the workplace.
JOB SATISFACTTION
Job satisfaction is ‘‘individual’s positive emotional reaction to a particular job (Nadiri and Tanova 2010). It
reflects the positive emotion of employees towards the work and organization. Job satisfaction “is related to
self-perception of needs fulfillment through work (malik et al, 2010). Job satisfaction level of an employee is
manifestation of his positive and negative feelings about his workplace and work itself (Arif and Cohan 2012).
According to Robbin and Judge (2011) job satisfaction is a collection of positive and/or negative feelings that an
individual holds toward his or her job.
Huang and Liu (2012) defines job satisfaction as: the gap between actual and expected earnings
compared by the personnel with related others on salary raise and promotion according to the ratio of their
devotion and earnings. According to Bakotić, Babić (2013) job satisfaction is a sense of comfort and positive
experience that an employee have related to his job.
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation
with work. Job satisfaction can affect work behavior, and through that, the organizational performance.
Kreitner and Kinicki (2012) identified five factors determined job satisfaction: need fulfillment (e.g. salary
needs, family needs); discrepancies between what is expected and what actually happens; fulfillment of work
values, equity or fairness of treatment; and dispositional (genetic) components where certain congenital
personality traits lead to job satisfaction.
According to Smith, Kendall and Hulin (Mohammad et all 2011), all sources of job satisfaction fall
into two categories: intrinsic and extrinsic satisfaction. Intrinsic sources originate from within the individual and
have psychological value. Such satisfactions are essentially self-administered. In contrast, extrinsic sources of
satisfaction originate from the environment (outside the individual). Forces beyond the individual's control (e.g.,
job security and fringe benefits) determine the frequency and magnitude of extrinsic satisfaction.
Job satisfaction should include a variety of factors such as nature of work, salary, stress, working
conditions, colleagues, superiors, working hours (Bakotić , Babić 2013). Factors the affecting job satisfaction
are: fringe benefit, relationship with management and co-workers, technology innovation (Khuong and Vu,
2014). In this study the definition of job satisfaction is the emotional and psychological feeling towards his job .
Job satisfaction is measured through the following indicators: job it self, benefits, relationships with other
employees, promotional opportunities.
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ORGANIZATIONAL COMMITMENT
Organizational Commitment is defined as the sense of identity and individual’s dependence on the organization
(Allameh, 2001). Lee (2005) difined commitment as a loyalty toward the organization and in-progress processes
by the members of an organization, concerning about organizational achievements. Organization commitment
means the degree to which employee identifies with a practicular organization and its goals and wishsing to
maintain membership in the organization (Robbin and Judge, 2011).
Organizational commitment is determined by: 1) personal factors (age, gender), 2) internal and external
control properties, 3) organizational factors (designing the job and leadership style of a supervisor), 4)
nonorganizational factors (existence of a replacement), affecting on organizational commitment.According to
Meyer Affective, continuance and normative commitment are the tools to measure organizational commitment
(Robbins and Judges, 2011).
Organization commitment refers to the employee’s emotional attachment to, identification with, and
involvement in the organization (Malik et al, 2010). Commitment refers to the focus and the desire of
attachment of an individual to a certain task or his work. Organizational commitment refers to individual
feelings of employees with regard to the organization.
Organizational commitment showed by behaviors and performance of employees at the workplace (Mehrabi et
al, 2013). Commitment explain empolyee behavior. Organizational commitment is defined based on the
individual’s relative ability and involvement in a certain organization. It indicates the attitudes of people toward
the organization’s values and goals (Mehrabi et al, 2013).
Batool and Ullah (2013) showed three points about organizational commitment 1). A
burly belief in the organizational values and goals. 2) Willingness to exert sufficient effort on behalf of the
institute. 3) A strong wish to maintain association in organization (Mowday. Attitudes, risk of work, and relation
with co worker and managers might affect organization commitment (Khuong and Vu 2014).
In this research, organization commitment difined as the desire of employees to support the goals,
values and objectives of the organization and also maintain membership in the organization. This research used
Affective, continuance and normative commitment are to measure organizational commitment.
ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)
Organ (1988) defined OCB as “individual behavior that is discretionary, not directly or explicitly recognized by
the formal reward system, and that in the aggregate promotes the effective functioning of the organization.”
According to Organ (1988) there were five categories of OCB. These are altruism, conscientiousness,
sportsmanship, courtesy, and civic virtue.
Organizational citizenship behavior is the extra role behavior that is demonstrated by the individual,
this behavior is not a compulsory part of the job requirements. Organizational citizenship behavior refered to
voluntary behavior that is not explicitly identified by the organization's formal reward system and, in general,
makes the responsibility level of the individual promoted in the organization (Allameh 2001).
Organizational citizenship behaviors are “behaviors of a discretionary nature that are not part of
employees’ formal role requirements”; nevertheless, these behaviors contribute to the effective functioning of an
organization (Robbin and Judge, 2011). Huang and Liu difined organizational citizenship behaviors as the
behaviors voluntarily conducted by personnel outside their official job requirements which may reinforce
organization’s efficiency.
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According to Vondey (2010) organizatinal citizenship behaviors are behavior voluntarily showed by
employee in achieving organization goals. OCB measured by four factors: 1) interpersonal helping focuses on
helping co-workers, 2) individual initiative describes communication to others that improves individual and
group performance, 3) personal industry relates to specific tasks that are not part of the job description, such as
not missing work, 4) loyal boosterism promotes the organization‘s image to others (Vondey, 2010). Huang and
Liu (2012) defined the OCBs as the behaviors voluntarily conducted by personnel outside their official job
requirements which may reinforce organization’s efficiency. The tools to measure OCB in Huang and Liu
studies are: 1) organization identification, 2) assisting colleagues, 3) accountability and law abiding, 4)
interpersonal harmony and 5) protection of corporate resources.
Organizational citizenship behavior represents a human conduct of voluntary action and mutual aid
without request for pay or formal rewards in return and now become quite a relatively new concept in
performance analysis (Lian and Tui, 2012). Examples of employees OCB include: accepting extra duties and
responsibilities at work, working overtime when needed and helping subordinates with their work.
Organizational citizenship behavior is not specified by any contract or not even expected by an average
employee ,this behavior is organizationally desirable because this behavior assist resource transformation’,
adaptability and innovation in order to increase the organization efficiency (Turnipseed & Murkison, 1996).
Organizational Citizenship behavior are the actions that are not nominated or demanded by the formal job
responsibilities (Farh, Zhong & Organ, 2004).
Past researches have suggested that there is a relationship between OCB and a host of outcomes, such
as satisfaction, commitment, employee productivity, and etc. This behavior encourage efficient and effective
functioning of the organization. The definition of OCB in this study is the behavior of employees who act and
do something out of his responsibility to the organization interest, and not expecting anything in return. OCB
factor in this research include: 1) employee initiative, 2) other-oriented, 3) organization-oriented.
RELATIONSHIP BETWEEN WORK ENVIRONTMENT AND JOB SATISFACTION
Roelofsen (2002) showed that the work environment affects job satisfaction. Comfortable working environment
reduce complaints and the level of absence for employees satisfied with their job. Organizations must be able to
create a conducive working environment.
Heartfield ( 2012) work environment affects job satisfaction. Job satisfaction is not only based on
material benefits , an organization with a positive communication climate, and positive social interaction
increased job satisfaction .
Mokaya et al (2013) condusive workplace characterized by a cheerful and pleasant atmosphere, bright
and cheerful decorations, proper arrangement of facilities and adequate working space; all having positive effect
on employee job satisfaction. Good work environment condition helps employees accomplish their work and
organizational goals; making the workplace more enjoyable, thus increasing job satisfaction.
Jain and Kaur (2014) studied proved that good working condition, refreshment & recreation facility,
health & safety facility, fun at workplace increase the degree of job satisfaction. On the other hand workload,
stress, overtime, fatigue, boredom are some factors to increase job dissatisfaction. Effectual human resource
management and preserving progressive work environment would consequence sthe job satisfaction and
performance of organisation as well as entire economy.
Empirical research of Bakotić and Babic (2013) paper showed that there is no significant difference in
overall job satisfaction between workers who work in normal working conditions and workers who work in
difficult working conditions. workers who work in normal working conditions are more satisfied with working
conditions than workers who work under difficult working conditions. Organization should provided good
working conditions which may act favorably on their overall job satisfaction as well as their performance.
RELATIONSHIP BETWEEN WORK ENVIRONTMENT AND ORGANIZATION COMMITMENT
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Employee commitment to the organization is a crucial issue in today's. The correlation of affective
organizational commitment and work environment conditions indicated a significant and positive relationship.
Also, a statistically significant relationship was found between affective organizational commitment and life
satisfaction (Vanaki and Vagharseyyedin, 2009). It means the implementation of a comprehensive program to
improve the work conditions and life satisfaction could enhance their organizational commitment.
Haggins (2011) suggest that social support as the part of work environment is the key to increasing
organizational commitment. According to Abdullah and Ramay (2012) a healthy and friendly work environment
may enhance an employee’s commitment towards his work and organization, the result of Abdullah and Ramay
studied showed that Work environment significant to organizational commitment. Dorgham (2012) proved the
positive relationship between organization work climate and organizational commitment, theese showed that
organizational climate was significantly and positively related to organizational commitment.
Work environment and perceived organizational support help enhance the organizational commitment
and self-monitoring mediates this association (Danish et al, 2013).
RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL CITIZENSHIP
BEHAVIOR (OCB)
Satisfied employees who feel fairly treated are more willing to engage in behaviors that go beyond the normal
expectations of their job (Robbin and Judge, 2011). Job satisfaction has implications on organizational behavior.
These implications can produce positive and negative behavior. Organization tries to satisfied employee. If they
satisfied they will demonstrate positive behaviors. Satisfied employee will show positive attitude and feelings
towards his job (Mehboob and Bhutto 2012).
According to Organ and Ryan (1995) Job satisfaction has strong relationship with OCB. Employees
will tend to demonstrate organizational citizenship when they feel satisfied with their jobs, against support or
benefit provided by their organization. Werner (1994) proved the relationship between job satisfaction and
organizational citizenship behavior. Only satisfied employees seem more likely to display positive behaviors
that can effectively contributeto the overall functioning of the organization.
Mohammad et al (2010) studied showed that the two categories of job satisfaction: intrinsic and
extrinsic satisfaction have significant affect on organizational citizenship behavior. Both intrinsic and extrinsic
job satisfactions are important variables in predicting the citizenship behaviours that can benefit organizations.
Therefore, priority should be given to both intrinsic and extrinsic variables that will encourage employees to be
more spontaneous and willing to achieve the organisational goals even though they exceed their formal duties
and responsibilities.
The similiar result was proved by Uludag et al (2011) and Arif & Cohan (2012) a job satisfaction is
positively related to organizational citizenship behavior and negatively related to turnover intentions. Job
satisfaction reflects the feeling of employees whereby they express contentment and a positive attitude towards
the work and organization. Satisfaction is an attitude.
Arif and Chohan (2012) was found there is a significant degree of correlation with the dimensions of
job satisfaction and within the dimensions of OCB. The increase in job satisfaction will significantly increase
the organizational citizenship behavior of the employees and vice versa.
Mehboob and Bhutto (2012) found a weak relationship between job satisfaction and OCB’s
dimensions. The job satisfaction only foundrelated with Courtesy and Altruism dimensions of OCB, while other
dimensions found insignificantlyrelated with job satisfaction. The result showed that job satisfaction is a weak
predictor of OCB and only has partial influence on the various dimensions of OCB.
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RELATIONSHIP BETWEEN ORGANIZATION COMMITMENT AND ORGANIZATIONAL
CITIZENSHIP BEHAVIOR (OCB)
Today it becomes crucial to have employee that have strong organizational citizenship behavior, especially
because past researchs propved that OCBs affects organization performance. One factor that can develop OCB
is organizational commitment.
Employees who have organization commitment demonstrated loyalty and show positive behavior to
achieve organization goals. This behavior called organizational citizenship behavior (OCB). OCB represents the
individuals’ attitudes toward the organization’s values and goals. An employee who is highly committed to the
organization contributes to the organization performance. (Freund & Carmeli, 2003). In the study of Liu (2009)
organizational commitment affect organizational citizenship behavior significantly. Liu studied also obtained a
strong correlation between organizational commitment and OCB, organizational commitment can predict
organizational citizenship behavior .
Tsai and Tsai (2010) studied showed that organizational citizenship behaviors can be influenced
positively by organizational commitments. organizational citizenship behaviors and organizational
commitments could influence organizational learning effects positively. When the staffs are loyal to loyalties to
their organization, they can make more commitments to help the organization to complete organization’s
strategies. These results lead to the conclusion that when the manager of an organization provide their staff with
high organizational commitments, the higher quality of organizational commitments results in the employees’
organizational citizenship behaviors very well.
Benjamin (2012) analyzed the influence of affective commitment on organizational citizenship
behavior . The result showed that affective commitment had a statistically significant relationship with
organizational citizenship behavior and voluntary turnover intentions. With affective commitment and OCB
employees are able to put the interest of organization above personal interest, work diligently, sacrificially and
proactively, unleash creative and innovative potentials, defend the organization when necessary and stay with
the organization in turbulent times while actively participating in efforts to salvage it. Affective commitment
and OCB, indeed, key to organizational success and long-term sustainability.
Mehrabi et al (2013) stated that organizational commitment has a positive relationship only with
OCB dimensions of altruism and conscientiousness . Employees work with goodwill at the workplace whenever
the conditions are lower than the desirable limit and without any complaint. Employees also perform the tasks
that are not bound to do but performing them is in the interests of the organization. Also employees help their
colleagues do their tasks.
HYPOTHESIS:
1. Work environment as antecedent is significantly affected job satisfaction.
2. Work environment as antecedent is significantly affected organization commitment.
3. Job satisfaction is significantly affected organizational citizenship behavior.
4. Organiz isation commitmen significantly affected organizational citizenship behavior.
RESEARCH METHODOLOGY
The method used in this research is descriptive quantitative method. In addition, this study also tested the
hypothesis, and relationship between the variables studied. Data for this study were collected using
questionnaire that were conducted in Jakarta. These study involved 162 internal auditors. All of the internal
auditors work in the big three telecommunication companies in Indonesia. The data were processed using Path
Analysis. Further analysis of the data include hypothesis testing with t-test.
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RESULT AND DISCUSSION
The result of this research showed in figure 1, and table 1.
Figure 1 result of research model (OCB model)
Tabel 1: Estimation output of OCB model
Estim
ate
Satandardi
zed
S.E. C.R. P Label
Commitment <-- WorkEnv .523 .507 .070 7.460 *** par_1
Jobsatisfaction <-- WorkEnv .339 .355 .070 4.826 *** par_2
OCB <-- Commitment .294 .375 .071 4.173 *** par_3
OCB <-- Jobsatisfaction .217 .254 .076 2.835 .005 par_4
From the tabel above, all variable are significantl affected directly and indirectly.
HYPOTHESIS ANALYSIST
WORK ENVIRONTMENT ON ORGANIZATION COMMITMENT
The results showed that the work environment significantly affects job satisfaction. Cconducive working
environment will cause a physical pleasure and satisfaction with employee’s job. Job satisfaction is an
accumulation of feelings and attitudes of individuals in the organization by comparing what is expected and
what is received by the employees from the organization. Facilities and equipments that support the jobs, a clear
and written job procedures will facilitate employees to finishing their work. A good communication makes
employees have a social interaction with superiors and co-workers. Fair treatment and enforced regulations and
firmly to any person will make employees feel valued and make employees have a fair chance of promotion.
Based on the research results, work environment variables proved to be antecedent of job satisfaction.
Internal auditor enjoy the work environments, they have all amunities that they needs, well communicated
climate, fair treatments, and procedures, rules that easy to understood. If goals and objectives were well
communicated and understood, it help employees to focused and work towards the achievement of the set
targets. A condusive work environment resulting in positive effect on employee job satisfaction.
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WORK ENVIRONTMENT ON ORGANIZATION COMMITMENT
The results showed the working environment significantly affect commitments. A good working environment is
a working environment that can make employees feel comfortable and secure with their job and facilitate
employees in completing their work. In a conducive work environment, employee will trust to the organizational
values, believing that they can achieve the organization goals, and believe that they have taken the right decision
to join the organization. Although internal auditors have role with high demands, such as the time in completing
employment targets, the accuracy of the results of the examination (audit), etc. but due to working in a
conducive work environment remains internal auditors have a high commitment to the organization. Internal
auditors still holds the principles and values by not ignoring the code of ethics and professional responsibility,
and loyal to the organization. The results of this study proved that the work environment is an antecedent of
internal auditor organizational commitment
JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)
Job satisfaction significantly affect organization behavior of internal auditor. One of the indicators of job
satisfaction is a good relationship with co-workers; this relationship shows that there is awareness among co-
workers as an example: helping another auditor who has difficulty in completing the work or duties. These
things do not exist in the official rules of company, but because the employees are satisfied with the work
environment and the work, employees will voluntarily help his co-workers. The behavior is included in the
organizational citizenship behavior. In response to employee job satisfaction, the employee will exhibit OCB
even have to give extra effort without compensation from the organization. In this study, the job satisfaction
supposed to influence organizational citizenship behavior
ORGANIZATION COMMITMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)
Organization commitment significantly affect organization behavior of internal auditor. Commitment
encourages employees to voluntarily engage in the organization and have an intention to be member of
organization for long term. This can encourage the emergence of OCB behavior-organization oriented. With the
commitment, employees being bound and loyal to the organization.
Internal auditor who has high level of organization commitment can easily accept the goals,
organizational goals and values of the organization. Thus, will exhibit a strong OCB such as high employment
initiative, concerned about a co-worker for the organization importance, and concerned with the organization
interest as a manifestation of their commitment to the organization. Based on the result of this research it is
prooved that internal auditor organizational commitment affect to organizational citizenship behavior.
CONCLUSION
A conducive working environment will have a positive impact on employees’ job satisfaction and employees’
organizational commitment. Employees will feel comfortable and confident with the organization safe with their
job. If employees satisfied with their work, they want to support the goals, objectives and maintain their
membership in the organization. The work environment is antecedent of job satisfaction and commitment
variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior.
Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s
benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor
initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned.
Work environment, job satisfaction, and organizational commitment are important in developing the behavior of
OCB.
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IMPLICATION
This study is basically about analyzing the organizational citizenship behavior of the internal auditor of private
company in Indonesia and also examining the role of work environment, job satisfaction, and commitment in
enhancing the organizational citizenship behavior. This study contributes in assessing the factors that increase
the organizational commitment that ultimately boost the organizational citizenship behavior of internal auditor.
Organization should enhance empowering internal auditor through specialized training, team building, revising
compensations systems upwards, improving leadership climate and role clarity. There should be a regular
evaluation of the organizational internal environment to monitor and evaluate the level of supervision, reward
related issues, knowledge sharing, consultation, coping strategies, occupational attitudes, and physical climate.
This is aimed at enhancing internal auditor psychological empowerment and performance. Competence based
performance appraisals should be introduced and implemented expeditiously. Employees should be sensitized
about their roles, key result areas, competences and expected performance output.
For the organization, organization managements should provide necessary facilities, conducive work
environment and take actions for employee welfare to improve job satisfaction and organizational commitment.
It is believed that job satisfaction and organizational commitment results in organizational citizenship behavior
(OCB), both encourages employees’ voluntary involvement with the organization, and create personal goals that
are in consonance with organizational goals.
The impact of OCB is that the organization will gain a loyal and an oriented employees, so their work
will increase organizational performance and competitive advantage also keep the going concern of the
organization
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