This document summarizes a research study that examined the relationships between individual characteristics, group strength, emotional exhaustion, organizational citizenship behavior, job satisfaction, and service sabotage among restaurant employees in Bekasi City, West Java, Indonesia. The study used a quantitative research design and surveyed 107 restaurant employees. Statistical analysis using GSCA software found that acts of sabotage were not related to individual characteristics or group strength. However, service sabotage was related to employee job dissatisfaction and levels of organizational citizenship behavior. Specifically, employees with higher job satisfaction and who exhibited more organizational citizenship behaviors were less likely to engage in service sabotage. Emotional exhaustion was also found to influence job satisfaction and sabotage, such that employees with more stable emotions had
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This study examined the relationship between employee commitment and organizational citizenship behavior in Nepalese companies. A survey was administered to 340 employees across five companies. The results showed that affective commitment and normative commitment were positively related to both factors of organizational citizenship behavior - altruism and compliance. Continuance commitment was not significantly related to altruism or compliance. The findings imply that affectively and normatively committed employees are more likely to exhibit organizational citizenship behaviors that benefit coworkers and the organization, while continuance commitment does not influence such extra-role behaviors. Overall, the study found employee commitment, especially affective and normative commitment, can promote organizational citizenship behavior in Nepalese workplaces.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
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
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This study examined the relationship between employee commitment and organizational citizenship behavior in Nepalese companies. A survey was administered to 340 employees across five companies. The results showed that affective commitment and normative commitment were positively related to both factors of organizational citizenship behavior - altruism and compliance. Continuance commitment was not significantly related to altruism or compliance. The findings imply that affectively and normatively committed employees are more likely to exhibit organizational citizenship behaviors that benefit coworkers and the organization, while continuance commitment does not influence such extra-role behaviors. Overall, the study found employee commitment, especially affective and normative commitment, can promote organizational citizenship behavior in Nepalese workplaces.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
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
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature supporting the relationships between these variables and discusses implications for managers to promote employee commitment through supporting autonomy, satisfaction, and internal locus of control.
11.impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy were linked to stronger affective and normative commitment. The document also reviews relevant literature supporting the relationships between these variables and implications for how organizations can enhance employee commitment through supporting IOS.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Role of Constitutionalism, Relationship and Co-operation in Teacher’s Liv...inventionjournals
Constitutionalism as a dimension of the Quality of Work-life has been of paramount importance for the researchers mostly in the public sector institutions of Jammu and Kashmir because all the universities are public funded and therefore run by the Government. For the assessment of various parameters, the perception of the Teachers towards constitutionalism, and Relationship and Co-operation were measured by using a structured questionnaire prepared in light of the model developed by Parshuram in 1988. However, the dimensions were further refined and critically examined to further explore new insights in research in quality of work-life. The sample was taken from the four sate run universities of Jammu and Kashmir to address the problems pertaining to higher education system. However, the history of constitutionalism incited a new thinking generally and its impact on several countries in particular. Moreover, the attainment of competitive advantage by any institution is linked to its interrelation between employees and employers, colleagues and bosses at work.
An investigation into the antecedents of organizational citizenship behaviors...inventionjournals
The purpose of this research was to test and empirically analyze the effect of commitment, culture, and organizational support on Organizational Citizenship Behavior. The mediating role of job satisfaction. The design of this research using survey method with the collection of data in cross-section through the questionnaire. Simple random sampling is used on 200 employees, hypothesis testing using Structural Equation Modeling (SEM). This study provides evidence that commitment, culture and organizational support is a positive and significant effect on the job satisfaction. The other causality shows that organizational commitment and organizational support is a positive and significant effect on the Organizational Citizenship Behavior. The organizational culture and job satisfaction is positive but not significant effect on Organizational Citizenship Behavior. Job satisfaction is not a mediating role in explaining the effect of commitment, culture and organizational support on Organizational Citizenship Behavior. The practical implications of this research provide increased knowledge and understanding of the employees and the management to make changes in Organizational Citizenship Behavior of the Islamic banking employees to the good direction through organizational commitment and organizational support. The limitations of this study on the sample size using only permanent employees and the Islamic Banks just so limit the ability to generalize the results of the research findings. Originality of research provides basic configuration modeling development towards using SEM and conceptual models that proved the effect of commitment, culture and organizational support to increased Organizational Citizenship Behavior to employees-good direction by entering the job satisfaction
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document discusses leadership styles, perceived organizational politics, and job satisfaction. It proposes that transformational leadership reduces perceptions of politics and increases job satisfaction, while transactional leadership increases perceptions of politics and decreases job satisfaction. The study aims to examine the mediating role of politics on the relationships between leadership styles and job satisfaction among employees in Pakistan. Understanding these links can help manage changing organizations and reduce the negative effects of politics.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
Role conflict and role ambiguity in higher educationinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Impact of Lmx on Organizational Justice and Organizational Justice on Organiz...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document summarizes a research study that analyzed the impact of organizational justice on employee turnover at TOTAL E&P Yemen (TEPY), the largest oil and gas company in Yemen. The study examined how employees' perceptions of distributive justice, procedural justice, and interactional justice affected their job satisfaction, organizational commitment, and turnover intentions. A questionnaire was distributed to 183 TEPY employees in Yemen. The findings indicated that higher perceptions of organizational justice led to increased employee satisfaction and commitment, and reduced turnover intentions. Specifically, procedural justice had the strongest influence on commitment and turnover intentions, while distributive justice most influenced job satisfaction. The conclusions recommend that TEPY managers promote fairness to benefit both employees and the organization.
This document summarizes a study that examined the effect of work commitment, motivation, work environment, job satisfaction, and performance of electoral institutions in South Sulawesi. The study found that:
1) Work commitment, motivation, work environment, and job satisfaction had a positive direct effect on the performance of electoral institutions.
2) Work commitment, motivation, and work environment had a positive direct effect on job satisfaction.
3) Work commitment, motivation, and work environment had a positive indirect effect on performance of electoral institutions through job satisfaction.
Relationship between performance appraisal politics, organizational commitmen...Alexander Decker
This document summarizes a study examining the relationship between performance appraisal politics, organizational commitment, and turnover intention. The study was conducted in the pharmaceutical industry in Pakistan. Data was collected through questionnaires from 10 companies, with a 90% response rate. The study found that perceptions of political motives in performance appraisals were negatively related to organizational commitment and positively related to turnover intention. Organizational commitment was also found to be negatively related to turnover intention.
Pengaruh Profesionalisme, Gaya Kepemimpinan, Komitmen Organisasi dan Locus Of Control Terhadap Kinerja Auditor (studi pada Kantor Akuntan Publik DKI Jakarta)
This document contains summaries of several sources related to factors that influence job satisfaction and organizational commitment. It discusses intrinsic and extrinsic factors that affect employee job satisfaction, such as performance, relationships, professional development, salary, supervision, and job stress. It also outlines management conditions, personal fulfillment, using abilities in the job, and job conditions as influences on satisfaction. Several scales and aspects related to organizational commitment are presented as well, such as effort, values, and attachment to the organization. Determinants of commitment including job characteristics, education, mentoring, and intentions to leave are summarized.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature supporting the relationships between these variables and discusses implications for managers to promote employee commitment through supporting autonomy, satisfaction, and internal locus of control.
11.impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy were linked to stronger affective and normative commitment. The document also reviews relevant literature supporting the relationships between these variables and implications for how organizations can enhance employee commitment through supporting IOS.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The Role of Constitutionalism, Relationship and Co-operation in Teacher’s Liv...inventionjournals
Constitutionalism as a dimension of the Quality of Work-life has been of paramount importance for the researchers mostly in the public sector institutions of Jammu and Kashmir because all the universities are public funded and therefore run by the Government. For the assessment of various parameters, the perception of the Teachers towards constitutionalism, and Relationship and Co-operation were measured by using a structured questionnaire prepared in light of the model developed by Parshuram in 1988. However, the dimensions were further refined and critically examined to further explore new insights in research in quality of work-life. The sample was taken from the four sate run universities of Jammu and Kashmir to address the problems pertaining to higher education system. However, the history of constitutionalism incited a new thinking generally and its impact on several countries in particular. Moreover, the attainment of competitive advantage by any institution is linked to its interrelation between employees and employers, colleagues and bosses at work.
An investigation into the antecedents of organizational citizenship behaviors...inventionjournals
The purpose of this research was to test and empirically analyze the effect of commitment, culture, and organizational support on Organizational Citizenship Behavior. The mediating role of job satisfaction. The design of this research using survey method with the collection of data in cross-section through the questionnaire. Simple random sampling is used on 200 employees, hypothesis testing using Structural Equation Modeling (SEM). This study provides evidence that commitment, culture and organizational support is a positive and significant effect on the job satisfaction. The other causality shows that organizational commitment and organizational support is a positive and significant effect on the Organizational Citizenship Behavior. The organizational culture and job satisfaction is positive but not significant effect on Organizational Citizenship Behavior. Job satisfaction is not a mediating role in explaining the effect of commitment, culture and organizational support on Organizational Citizenship Behavior. The practical implications of this research provide increased knowledge and understanding of the employees and the management to make changes in Organizational Citizenship Behavior of the Islamic banking employees to the good direction through organizational commitment and organizational support. The limitations of this study on the sample size using only permanent employees and the Islamic Banks just so limit the ability to generalize the results of the research findings. Originality of research provides basic configuration modeling development towards using SEM and conceptual models that proved the effect of commitment, culture and organizational support to increased Organizational Citizenship Behavior to employees-good direction by entering the job satisfaction
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document discusses leadership styles, perceived organizational politics, and job satisfaction. It proposes that transformational leadership reduces perceptions of politics and increases job satisfaction, while transactional leadership increases perceptions of politics and decreases job satisfaction. The study aims to examine the mediating role of politics on the relationships between leadership styles and job satisfaction among employees in Pakistan. Understanding these links can help manage changing organizations and reduce the negative effects of politics.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
Role conflict and role ambiguity in higher educationinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Impact of Lmx on Organizational Justice and Organizational Justice on Organiz...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document summarizes a research study that analyzed the impact of organizational justice on employee turnover at TOTAL E&P Yemen (TEPY), the largest oil and gas company in Yemen. The study examined how employees' perceptions of distributive justice, procedural justice, and interactional justice affected their job satisfaction, organizational commitment, and turnover intentions. A questionnaire was distributed to 183 TEPY employees in Yemen. The findings indicated that higher perceptions of organizational justice led to increased employee satisfaction and commitment, and reduced turnover intentions. Specifically, procedural justice had the strongest influence on commitment and turnover intentions, while distributive justice most influenced job satisfaction. The conclusions recommend that TEPY managers promote fairness to benefit both employees and the organization.
This document summarizes a study that examined the effect of work commitment, motivation, work environment, job satisfaction, and performance of electoral institutions in South Sulawesi. The study found that:
1) Work commitment, motivation, work environment, and job satisfaction had a positive direct effect on the performance of electoral institutions.
2) Work commitment, motivation, and work environment had a positive direct effect on job satisfaction.
3) Work commitment, motivation, and work environment had a positive indirect effect on performance of electoral institutions through job satisfaction.
Relationship between performance appraisal politics, organizational commitmen...Alexander Decker
This document summarizes a study examining the relationship between performance appraisal politics, organizational commitment, and turnover intention. The study was conducted in the pharmaceutical industry in Pakistan. Data was collected through questionnaires from 10 companies, with a 90% response rate. The study found that perceptions of political motives in performance appraisals were negatively related to organizational commitment and positively related to turnover intention. Organizational commitment was also found to be negatively related to turnover intention.
Pengaruh Profesionalisme, Gaya Kepemimpinan, Komitmen Organisasi dan Locus Of Control Terhadap Kinerja Auditor (studi pada Kantor Akuntan Publik DKI Jakarta)
This document contains summaries of several sources related to factors that influence job satisfaction and organizational commitment. It discusses intrinsic and extrinsic factors that affect employee job satisfaction, such as performance, relationships, professional development, salary, supervision, and job stress. It also outlines management conditions, personal fulfillment, using abilities in the job, and job conditions as influences on satisfaction. Several scales and aspects related to organizational commitment are presented as well, such as effort, values, and attachment to the organization. Determinants of commitment including job characteristics, education, mentoring, and intentions to leave are summarized.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
Employee Satisfaction and Service Quality: Is There Relations?CSCJournals
Studies on the relationship between employee job satisfaction and performance have controversy. The Howthorne Studies conducted in 1930 was conducted to test the effect of job attitudes on performance. In the study it was found that a happy employee is a productive employee (Saari & Judge, 2004). Although many previous studies and support from the Social Exchange Theory states that employee job satisfaction affects the service quality, but the impact of employee job satisfaction on service quality can not be detected. This research was conducted in three private hospitals in Central Java with a self-assessment by 134 employees who assess employee job satisfaction and customer-assessment by 134 customers who assess the service quality it receives as a measure of the performance of a service company. The relationship between two variables is discussed.
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.
This document summarizes a research study that examined the relationships between employee engagement, individual factors, organizational commitment, job satisfaction, and intention to quit. The study was conducted among 195 permanent employees in Indonesia. The findings showed that employee engagement positively affects job satisfaction but does not directly affect intention to quit. Employee engagement was also found to positively influence organizational commitment. Individual factors were found to positively impact organizational commitment as well. Job satisfaction was found to negatively relate to intention to quit.
A STUDY OF EMPLOYEES JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCEJennifer Daniel
This document summarizes a study on the relationship between employee job satisfaction and performance. It first defines job satisfaction and outlines its importance for both employees and organizations. It then reviews literature on factors that influence job satisfaction, such as compensation, job security, working conditions, relationships with supervisors, promotion opportunities, and personal variables. The study aims to identify factors that affect job satisfaction and its impact on employee performance. Job satisfaction is found to positively correlate with productivity, customer satisfaction, and negatively correlate with absenteeism and turnover. The document concludes by providing recommendations for improving job satisfaction, such as clear communication, employee training, empowerment, fair compensation, and career development opportunities.
This document analyzes the influence of leadership style, organizational behavior, conflict, and work ethic on the performance of civil servant employees in Medan, Indonesia. Data was collected through questionnaires from 180 employees and analyzed using structural equation modeling. The results found that leadership style had a significant effect on organizational behavior and work performance. Organizational behavior directly impacted work performance. Work conflicts and work ethic also had significant direct impacts on work performance. However, leadership style and work conflicts had insignificant direct effects on employee performance, while organizational behavior and work ethic had significant direct impacts. Additionally, work performance had an insignificant effect on employee performance.
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
This document summarizes a study that examined the influence of leadership style, work environment, and job characteristics on civil servant job satisfaction and performance in Konawe Regency, Indonesia. The study found that a transformational leadership style and positive work environment with an emphasis on color can enhance civil servant job satisfaction. Job characteristics related to task identity and feedback also improved job satisfaction. In turn, a supportive work environment, positive job characteristics, and higher job satisfaction were found to improve civil servant performance. The results indicate that job satisfaction acts as a partial mediator between leadership style/job characteristics and civil servant performance.
This document discusses a study on the effect of motivation on employee retention in the hospitality industry, with a focus on the moderating role of relationship quality with direct managers. It provides an overview of relevant literature on employee retention, motivation, job satisfaction, and relationship quality with direct managers. The study proposes that motivation leads to job satisfaction, which leads to employee retention, and that relationship quality with direct managers moderates this effect. Good relationships can increase retention even when motivation is low, while poor relationships can decrease retention even when motivation is high. The conclusion is that both motivation and relationship quality impact retention.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
This study examines the impact of ethical leadership on employee job satisfaction and organizational commitment in Chinese public sector organizations. It hypothesizes that ethical leadership positively relates to both employee attitudes, and that this relationship is mediated by psychological empowerment. The researchers surveyed 467 public sector employees over three time periods to test these relationships using confirmatory factor analysis and structural equation modeling. The results found that ethical leadership positively impacts job satisfaction and affective commitment, and that psychological empowerment fully mediates the relationship between ethical leadership and affective commitment, and partially mediates the relationship between ethical leadership and job satisfaction. This contributes to understanding how ethical leadership influences employees through psychological empowerment.
5.[41 45]impact of implied organizational support on organizational commitmentAlexander Decker
This document summarizes a study on the relationship between implied organizational support (IOS), which includes job satisfaction, locus of control, and work autonomy, and organizational commitment. The study found that IOS is positively related to affective and normative commitment. Specifically, higher levels of job satisfaction, an internal locus of control, and work autonomy can increase employees' affective and normative commitment to an organization. The document also reviews relevant literature and presents a conceptual framework of the relationships between IOS, organizational commitment, and organizational outcomes like efficiency and profitability.
An investigation of the impact of emotional intelligence on job performance t...Alexander Decker
This document summarizes a study that investigated the impact of emotional intelligence on job performance through the mediating effect of organizational commitment in the banking sector of Pakistan. The study found that emotional intelligence had a positive impact on both organizational commitment and job performance. It also found that organizational commitment partially mediated the relationship between emotional intelligence and job performance. Specifically, emotional intelligence was found to positively influence job performance both directly and indirectly through its effect on increasing organizational commitment. The results supported the hypotheses that emotional intelligence improves job performance and that this effect is partially explained by increased organizational commitment.
An investigation of the impact of emotional intelligence on job performance t...Alexander Decker
This document discusses a study that investigates the impact of emotional intelligence on job performance through the mediating effect of organizational commitment in the banking sector of Pakistan. It begins by defining emotional intelligence and explaining its importance for organizational success. It then discusses organizational commitment and its three indicators: affective commitment, normative commitment, and continuance commitment. Next, it defines job performance and its importance. The study aims to explore the relationship between emotional intelligence, organizational commitment, and job performance. It conducts a literature review on prior research about the links between these factors before describing its methodology.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
This document discusses a study on the effect of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant impact on employee job satisfaction both partially and simultaneously. However, there are also other factors that influence employee job satisfaction beyond these two variables. The study concludes that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
This document discusses a study that analyzed the influence of management knowledge and leadership style on employee job satisfaction at Madrasah Aliyah Negeri in Riau Islands Province, Indonesia. The study found that management knowledge and leadership style have a positive and significant effect on employee job satisfaction both partially and simultaneously. However, there are also other factors beyond management knowledge and leadership style that influence employee job satisfaction. The study concluded that improving management knowledge and leadership style will enhance employee job satisfaction at the schools.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Factors influencing job satisfaction: A conceptual frameworkinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
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Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
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1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 3 Issue 9 ǁ September. 2014 ǁ PP.41-50
www.ijbmi.org 41 | Page
The Effect Individual Characteristics, Strength Groups, Emotional Exhaustion, Organization Citizenship Behavior To Job Satisfaction And Service Sabotage In Restaurant Bekasi City West Java, Indonesia 1,Indra Sakti, 2,Djumilah Hadiwijoyo, 3,Solimun, 4,Fatchur Rochman. 1,2,3,4. Doctorate Program Management Science Graduate Faculty Of Economics and Business Brawijaya University ABSTRACT : The study services sabotage are still rare and very important to do. Service Sabotage will let customers and employees can result in lower sales turnover because the customer left disappointed. The purpose of this study was to quantify and explain the relationships between individuals charakteristic, strenght groups, emotional exhaustion and OCB associated with job satisfaction and Services Sabotage. The method used in this study is a quantitative method. Analysis using software GSCA. The data was collected using a research instrument which was distributed to a sample of 107 respondents with a restaurant employee. Total 107 employees entirely sampled in this study, thus making the technique sample is saturated sampling. Location of the study is spread over an area restaurant Bekasi West Java. The results showed that the act of sabotage committed by employees not proven with individual characteristics and strength group. Services Sabotage do occur due to employee dissatisfaction, especially in restaurants. Variables unrelated to service sabotage is individual characteristics variable and strength group. Service Sabotage is nothing to do with employee job satisfaction and also something to do with the level of OCB in particular work. Employees are sincere in working it will increase job satisfaction and employee satisfaction increased if it will decrease the desire to conduct sabotage against customers such as slow service. Likewise thing with emotional exhaustion. The more stable employees in control of his emotions then having job satisfaction, the employee has job satisfaction there will be a decrease in service sabotage. The results of this study proved the main cause of sabotage is job satisfaction, while job satisfaction is caused by emotional exhaustion and OCB. KEYWORDS : individual charakteristic, strenght group, emotional exhaustion, organizational citizenship behavior, job satisfaction and service sabotage.
I. INTRODUCTION
Culinary business will continue to grow because it is a basic human need. Culinary business recorded strong growth over time. With the increase in the restaurant business, the competition is getting tight between them. The restaurant is a service business that is more demanding good services (fast, friendly, polite), in addition to the quality of its food. Restaurants that are not able to manage their employees to give good service, customers will eventually be abandoned. One reason relates to the services expected unstable, especially when employees experience emotional exhaustion or dissatisfaction in work (Bennett & Robinson, 2000). [1] The results of the study of the behavior of the employees stated that 85% of employees confessed to service sabotage. 90% service sabotage an everyday occurrence and 100% of employees claimed to have seen some form of service sabotage (Hariss and Ogbonna, 2002) [2]. Empirical studies on service sabotage employee behavior is an important issue and so far has not received attention (Sims, 2002) [3] previous researchers who have conducted research on service sabotage them Vardi & Weitz (2002) [4], the behavior of service personnel is the most prominent factor that influences customer perception (Sergean & Frenkel, 2000) [5]. Hariss and Ogbonna (2006) [6] states that the service sabotage as part of the working lives of employees who require strict scrutiny of business leaders. Felson (2006) [7] noted the many individuals characteristic motifs involved in the irreverence behavior and tend to slow down the service, it is individually done (Sternberg, 2005 [8]; Dovideo et al. 2005 [9]; Staub, 2005 [10] ). Target service sabotage by employees is generally performed in the setting of the service, with the aim that the company had a negative effect on the customer. Some examples of service sabotage them being rude to customers, deliberately slow down service, discrimination against customers. This suggests that many service sabotage behaviors performed in service industries (Hariss and Ogbonna 2002) [11] Emotional exhaustion is excessive displeasure due to lack of job satisfaction (Dovideo et al., 2005). [12]. The study found that the effect on the emotional exhaustion among service sabotage carried out by Jaramillo & Locander (2006). [13].
2. The Effect Individual Characteristics, Groups Strength…
www.ijbmi.org 42 | Page
Emotional exhaustion that accumulates will lead to sabotage service (Halbesleben & Buckley, 2004) [14]. One can influence the behavior of employees is organizational citizen behavior. OCB is contributed by the employees who work for the betterment of the company and exceed the demands of the role in the workplace (Podsakoff & Bachrach, 2000). [15]. Employees are more polite and able to work together with others to create a more pleasant work environment (Brahmasari, 2010) [16]. Studies linking between individual characteristics and job satisfaction is Heller et al. (2009) [17]; Tesdimir (2006) [18]. Research on the strength of the impact on job satisfaction conducted by Rahman, (2012) [19] and Watt & Greguras, (2004) [20], whereas emotional exhaustion on job satisfaction by Zagladi, (2006) [21]. Other research on organizational citizenship behavior (OCB) on job satisfaction conducted Odoch & Nangoli, (2013) [22] and Aslam, (2012) [23]. However, the results of these studies varied. Some claimed that the effect of individual characteristics on job satisfaction (Heller et al., 2009), [24] have also stated no effect (Tesdimir, 2006) [25]. Similarly to the variable power of the group, which states that the strength of the effect on job satisfaction is Rahman. (2012) [26], whereas no effect stated by Watt & Greguras (2004) [27]. For variable emotional exhaustion associated with job satisfaction Zagladi (2006) [28] expressed emotional exhaustion effect on job satisfaction, which has no effect is expressed by Lewig & Dollard (2003) [29]. The diversity of the research results, become an entry point for further research related to the variable individual characteristics, group strength, emotional exhaustion, and OCB were associated with job satisfaction and service sabotage .
II. LITERATUR REVIEW
The individual characteristics concept : Santrock (2002) [30] defines that an evaluation of the individual characteristics of the domain in which a person has a perception, while Wigfield, et al. (2005) [31] describes the individual characteristics as self-confidence and individual characteristics that exist in themselves, the role of abilities, and social relationships. Podsakoff and McKenzie (1997) 32] states that the individual characteristics closely linked to performance, meaning that there is a significant effect of individual characteristics on employee performance. There are four individual characteristics as an employee in relation to work. Those four characteristics are: biographical, Abilities, Personality and learning. In the biographical characteristics that can be observed and Appear on: age, gender, marital status, number of family members and tenure. Most Likely the relationship between age and performance is an increasingly important issue over the next decade, there is a widespread belief that the performance Declined with increasing age (Robbins, 2001) [33]. The Group Power Concept : Bennett & Robinson (2000) [34]. suggests that the group strength is a collection of people who interact with each other on a regular basis in a given period, and felt the presence of dependence between them in order to achieve one or more goals together. Barling & Kelloway (2009) [35] defines the group strength as some people who get along with one another. Kurt Lewin (2002) [36] argued that "the essence of a group is not the similarity or dissimilarity of its members but their interdependence" .Smith (2001) [37] described that the group strength is an individual entity, which has the ability to do by using a unified perception. Blau (1995) [38] says that the group strength of the interplay of reciprocal relationships with group interactions that occur between members of a group with a leader who was given a strong influence on the development of the group. Glomb & Liao (2003) [39] stated that the group is the study of causal relationships that exist in the group, about the development of causal relations that occur in the group, about the techniques for interpersonal relationships and attitude change in the strength of the group. The group became the competition from psychologists, sociologists, social psychologists, and experts consider as the experimental group dynamics. It had an impact on the existing approaches in the dynamics of the group power (Klandermans, 2002) [40].
The Emotional Exhaustion concept : Since Fredenberger (1974) [41] introduced the term burnout. Since then, the term burnout developed into a widespread sense and used to understand psychiatric symptoms in a person. Various reviews of the use of terminology to conclude that chronic syndrome of stress in the job, which is experienced by a person. Emotional exhaustion is a unique individual responses to stress experienced outside the norm in interpersonal relationships because of the strong emotional urge, the emergence of a feeling as if no one is helped, depression, feelings of bondage and despair (Verbeke, 1997) [42]. Emotional exhaustion is always preceded by the symptoms of anxiety every wanted to start working. This bad character change individuals become frustrated, or angry at yourself (Babakus & Moncrif, 1999 [43];Emotional exhaustion it self as the base saturation in the work is still a crucial issue in the business of discussing the issue of organization requires the innovation of high-performance needs of each person who works (Leiter & Maslach, 2001) [44]. Howard & Gengler (2001) [45] reported emotional exhaustion as one aspect of a radical change based on emotional skills and emotional intelligence. Role conflict and role ambiguity leads directly to a very strong influence on job satisfaction, which is the show with the symptoms of depression such as feelings of helplessness and feeling trapped in a job, which is usually expressed with frequently anxious feeling in the
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work, easily discouraged, suffering from the job, experience boredom and boredom at work (Judge & Erez, 2007). [46]. The OCB concept : Organ (1988) [47] defines OCB as individual behavior that is spontaneous, not directly. Such behavior is characteristic of individual employees who often begs the question, why some employee exhibits behavior that can be considered as more behaviors (extra-role) than other employees (Koster & Sanders, 2006) [48]. OCB basically determines the readiness of employees to try and cooperate with the organization in order to contribute to productivity, employee satisfaction. William & Anderson (1991) [49], there are two categories of OCB division, namely: OCB-O, are behaviors that benefit the organization in general, such as the presence in the workplace exceeds the established norms and informal rules to obey in order maintain order, and OCB-I, is a behavior that directly contribute to the organization, such as providing assistance to colleagues / friends who do not come to work and give more attention to other employees. Podsakoff et al. (1997) [50] found no strong connection between OCB with the performance of the group, especially the quantity of work. From the description, it appears the importance of OCB in improving the performance and reducing the tendency of group turnover among employees, so important and a need for organizations to improve OCB among employees, Appelbaum (2004) [51] found that OCB has a positive relationship with job satisfaction . The Job Satisfaction concept : Usually people will feel satisfied with the work that has been carried out, if deemed to have been done in accordance with the purpose of working. Mardiana et al. (2010) [52]. If a crave for something, then it will have hope, and be motivated to do action towards the achievement of these expectations. Regarding the definition of job satisfaction has been no uniformity, according to Wexley & Yukll (2002) [53] expressed job satisfaction is the way an employee feels about his / her job, it means someone's feelings towards work, while according to Chen et al. (2008) [54] that job satisfaction is a positive emotional state. Cherrington, (2006) [55] states that job satisfaction is a reflection of the job attitude is positive. Coomber et al. (2007) [56] suggests that job satisfaction is an assessment of how much work the workers as a whole satisfy their needs. Fairborother et al. (2008) [57] says that the job satisfaction of employees usually stem from (1) the work itself (Intrinsic factory); (2) the working environment of employees concerned (Ekstrinsic factors); and (3) work processes and work (Masri, 2009). [58] Job satisfaction is closely linked to the attitude of the employee toward his own work, the work situation, cooperation between leaders and employees. Definition of job satisfaction expressed by the Castle, (2006) [59] is a general attitude that is the result of some special attitude towards work factors, adjustment, and individual social relationships outside of work. Coomber (2007) [60] suggests job satisfaction is an emotional state that is pleasant or unpleasant for the employees view their work. Job satisfaction is a person's feelings toward his work (Janssen, 2004) [61]. Services Sabotage Concept : Sabotage is a deliberate act to destroy, disrupt and damage the equipment or services by an individual or a group of disgruntled employees in work (Ambrose et al., 2002) [62]. Ackroyd and Thompson (1999) [63] states that the sabotage activities is something that should not be done by someone in the workplace. In general, employee sabotage is a deliberate action to damage the corporate image, corporate property, corporate assets, corporate entity itself (Weston, 2002) [64] service sabotage will reflect the employee's behavior that deviates from the purpose of the organization (Rahim, 2008) [65]. Service sabotage behavior is referred to as deviant behavior (Patterson & Baron, 2010). [66] Southey (2010) [67] states that result from aberrant activity of employee dissatisfaction in the work. Deviant behavior can be divided into two broad categories, namely the deviation properties and production deviations (Gruys, 2000) [68]. Deviations property is the actions of employees who steal or damage property and assets of the organization, production Deviations is behavior that violates the norms of production within the organization. Patterson et al. (2010) [69] also states that deviant behavior by employees is done openly and carried out in secret. Harris et al. (2006) [70] states that the factors that led to service sabotage is a factor of job satisfaction of employees. Sabotage is a consequence of the enterprise services that must be taken into account previously associated with the customer relationships are short-term and long-term (Skeel et al. 2007) [71].
III. RESEARCH METHODOLOGY
Approach and Type Research This study uses a quantitative approach, the approach that is used to examine the population or a particular sample, data collection using research instruments, quantitative data analysis / statistics, with the aim to test the hypothesis that has been set. Quantitative research is deductive approach, which is used to answer the problem formulation concepts or theories that can be formulated hypothesis.
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Population and Sample : The population in this study were 107 employees of a restaurant that served at the
forefront of 7 (seven) eating house in Bekasi decreased employee turnover and more than 10 (ten) persons, total
107 employees entirely sampled in this study, thus making the technique sample is saturated sampling.
Data Analysis Techniques
Descriptive statistical methods. : Descriptive analysis is used to determine the respondents' descriptions of the
indicators of each variable of the study. Description of each indicator is expressed in the frequency values and
the average value. Picture obtained respondents' perceptions of the indicators reflect a variable. Descriptive
analysis was also intended to describe the tendency of respondents to the indicator statements related to the
study variables.
Methods of inferential statistics. : To test the hypotheses and produce a decent model (fit), this study uses data
analysis methods and software GSCA. This study aims to examine and analyze the causal relationship between
exogenous and endogenous variables simultaneously examine the validity and reliability of research instrument
as a whole. GSCA techniques used have powerful reasons to confirm the theory that there is a relationship
between variables in the structural model. Structural model is a model that involves more than one endogenous
variables, and each variable in the form of structured (tiered), as seen from the direct influence of X to Y2,
influence job satisfaction (Y1) mediates the influence of X to Y2. The variables studied are not measured
directly, but indirectly measured through the indicators. It can be used as confirmation of the theory can also be
used to establish the relationship of variables that have a weak theoretical basis or that there is no theoretical
basis.
IV. RESULTS
4.1. Respondents Demographic Characteristics.
Respondents most widely become servants dominated by men as much as 70 percent while 30 percent
of women. Based on the result of restaurant managers that emphasizes speed in service so that the necessary
roles of men, while women are more prominent state employees to perform reception guests who visit the
restourant.
70
30
0 0 0
male
pemale
Figure 4.1 Respondents Characteristics by Sex and age
Figure 4.1. showed that the majority of respondents were aged less than 30 years is 79 percent, and 21 percent
of respondents who have aged 30 to 40 years. With the dominance of employees aged less than 30 years is the
desire to eat in the hopes homeowners can make services more quickly and accurately so that customers feel
satisfied. Age over 30 to 40 years as much as 21 percent, although slightly, but they've experienced in the
service so that it can support a young employee in terms of providing service to customers. Based on the
education level of employees, average employees (respondents) are graduates of Junior High School (SMP) by
50 percent, while senior high school graduates (SMU) by 50 percent. Employees are expected to be high school
educated employees who are graduates capable of supporting SMP in terms of adding insight. Characteristics of
respondents by level of education presented in Figure 4.3 below:
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Figure 4.3. Characteristics of Respondents by Level of Education and Future work Recruitment of employees with secondary school education level required by deliberately restaurant owner with the goal to be specifically assigned employees who are at the forefront. To further the characteristics of the respondents based on the period of employment shows that the period of employment of the longest working as a care home eating is more than 5 years by 16 percent. This indicates that the employees are experienced and comfortable working in a restaurant. Position as coordinator and supervision of younger employees and less than 2 years experience. Employees who have a service life of less than 2 years most have not had enough experience in the field of services. They are generally as a new employee with average income of Rp 800 thousand per month, the employee under the age of 30 years. The revenue is still below the minimum wage in the amount 1,200,000 rupiah per month. 4.2. The direct effect path coefficients test : Hypotheses Test and the directly influence path coefficients between the individual characteristics variables, group strength, emotional exhaustion, OCB, job satisfaction and service sabotage. The directly influence results test can be seen from the path coefficients are significant and critical point α = 0.05, which is presented in the path diagram of Figure 4.4 as follows: Figure 4.4: The Result Hypothesis Tes Pathway of Diagram
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The results direct influence test of the individual characteristic, the strength group, emotional exhaustion, job satisfaction and OCB and services sabotage variables are presented in Table 4.1 Table 4.1 Influence of Individual Characteristics, Strength Group, Emotional Exhaustion, Job Satisfaction and OCB to Services Sabotage
Variable effect
Estimation
SE
CR
Remark
Individual characteristics Service Sabotage
0.310
0.283
1.10
Non signifikan
Strength Group Service Sabotage
0.030
0.212
0.14
Non significant
Emotional exhaustion Service Sabotage
0.194
0.253
0.77
Non significant
OCB Service Sabotage
0.113
0.195
0.58
Non significant
Individual characteristics Job Satisfaction
0.030
0.145
0.2 0
Non significant
Strength Group Job Satisfaction
-0.056
0.153
0.37
Non significant
Emotional exhaustion Job Satisfaction
0.643
0.269
4.64*
Significant
OCB-Job Satisfaction
0.365
0.173
6.26*
Significant
Kepuasan Kerja-Sabotase Layanan
0.345
0.154
5.79*
Significant
Source: Primary Data processed 2011 Table 4.1 Based on the hypothesis testing the indirect effect through the product of the influence of each variable with regard p value. The results of testing the indirect effect is as follows (Table 4.2). Table 4.2 Indirect effect between Variables
No
Variable effect
Effect
1
Individuals Characteristics to service sabotage through job satisfaction.
0.030 x 0.345 = 0.10
2
Strength groups to service sabotage through job satisfaction
-0.056 x 0.345 =0.19
3.
Fatigue emotionally to services sabotage through job satisfaction
0.643 x 0.345 =0,221
4.
OCB on job satisfaction through service sabotage
0.365 x 0.345 =0.126
Source: Data processed 2011 Referring to the results presented in Table Computing 5:15 and 5:16 then analyzes each track hypothesis using GSCA software as follows:
[1] Individual characteristics of the service sabotage (Non Significant)
The results of testing the effect of individual characteristics on service sabotage can be proved from the estimated value of the path coefficient of 0.310 and the value of the critical point (CR) at 1:10 means insignificant. Path coefficient is positive, meaning that the individual characteristics of the reflected to risk job, always oriented to work and always work closely expected to reduce service sabotage, indicating a correlation unidirectional, meaning that the employee bears the risk of the job, the more work-oriented and the work carefully, then the service does not perform sabotage.
[2] The strength group to sabotage service (Non Significant)
Based on the results of data analysis that estimates the value of the path coefficients, the direct influence of the strength group to services sabotage with a value of 0.030 at the critical point of 0.14 means the result is not significant. Value of the path coefficient is positive means that the strength group is reflected teamwork, mutual help in serving the customer, the work shows the correlation compact unidirectional, that is, the more the employees work as a team, help each other in serving customers, compact in the work, then the less sabotage service. The results show there is no empirical evidence that the strength effect on service sabotage.
[3] Emotional exhaustion to sabotage service (Non Significant).
The results of testing the effect emotional exhaustion on service sabotage can be evidenced by the estimated value of the path coefficient of 0.194 with the critical point value of 0.77, meaning not significant. A positive value indicates that the path coefficients that reflected the emotional exhaustion of stable in emotions, not tired in the face of the work, working hard, and do not stress in work showed a correlation unidirectional, meaning that the more stable emotions, not tired, does not work over time, do not stress in work and always work hard, then the service is not sabotage. High and low emotional exhaustion directly no real effect on service sabotage behavior.
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[4] OCB to sabotage service (Non Significant).
The results test effect of OCB to service sabotage with the estimated value of the path coefficient of 0.113 with the critical value of 0.58, which means not significant. Positive values in the coefficient of the reflected path OCB positive thinking to the workplace, always concerned about co-workers, always willing to help others and sincere in their work, have unidirectional correlation the positive thinking to work, care for co-workers, willing to help others and sincere in the work, then the is not service sabotage. The level of OCB does not significantly affect the service sabotage behavior.
[5] Individual characteristics on employees job satisfaction (non-significant)
The results test effect of individual characteristics on employees job satisfaction with the estimated value of 0.030 with the critical value of 0.20 means not significant. Positive direction means that the employees individual characteristics who bear the risk of work reflected, orientations toward work and always work closely indicate the direction of the correlation, meaning that more and dare to risk jobs, work-oriented, and always work carefully, the more satisfied in their work, but the level of individual characteristics had no significant effect on job satisfaction.
[6] The strength group on employee job satisfaction (Non Significant)
The results test effect strength group on employee job satisfaction with the value estimated-0056 by the critical value point 0.37 means non significant. Negative values on the path coefficient that reflected the strength of the collaboration group team, help each other in serving customers, compact in work showed a correlation is not unidirectional, meaning that the team does not cooperate, do not help each other in serving the customers and not compact in the work, the more dissatisfied in works. Thus the group strength had no significant effect on employee job satisfaction.
[7] Emotional exhaustion on job satisfaction of employees (Significant)
The results test in this study that emotional exhaustion on employees job satisfaction have a significant effect, with the estimated value of 0.643 with the critical value of 4.64, meaning significantly correlated. A positive value means that the emotional exhaustion that is reflected from the always unstable in emotion, not tired in the face of the work, do not work over time, and always work hard, and do not stress in work showed a correlation unidirectional, meaning that the more stable in emotions , not tired, no stress in the face of the work, and always work hard, then increasing work satisfaction.
[8] OCB on employee job satisfaction (Significant)
The results test in this study indicate that the effect of OCB on job satisfaction with the estimated value of 0.365. Supported by the critical value of 6:26. A positive value means that the OCB is reflected by positive thinking to the workplace, always concerned about the co-worker, always willing to help others and sincere in working correlation is unidirectional, meaning that the positive thinking to work, always concerned about a co-worker, always willing to help people another and sincere in the work, the more increase employee job satisfaction.
[9] Job satisfaction on service sabotage (Significant).
The results test in this study indicate that employee satisfaction is a significant effect on service sabotage the estimate 0.345. Supported by the critical value of 5.79, a positive value indicates that the path coefficient job satisfaction reflected from the likes work, please work, do not want out of work and feel comfortable with the direction his work shows a correlation, meaning that increasing job satisfaction, the more no service sabotage
[10] Job satisfaction mediates the effect :
Individual characteristics of the service sabotage The analysis results show that there is not a direct effect coefficient between individual characteristics with service sabotage, with job satisfaction as a mediating variable, obtained through the product of the direct influence of individual characteristics - job satisfaction - service sabotage (coefficient 0.030 x 0.345), so the coefficient indirect effect of 0.10. This indicates there is no empirical evidence to accept the hypothesis that job satisfaction mediates the effect of individual characteristics on service sabotage.
[11] The group strength to service Sabotage
The analysis results show that there is not a direct effect coefficient between the group power to service sabotage with job satisfaction as a mediating variable, the results obtained times the direct influence of the group strength - job satisfaction - service sabotage (-0.056 x 0.345), so the coefficient indirect effect of
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0.19. This indicates there is no empirical evidence to accept the hypothesis that job satisfaction mediates the effect of the strength group to service sabotage.
[12] Emotional exhaustion to Service Sabotage
The analysis results show that there is not a direct effect coefficient between emotional exhaustion with sabotage services, and job satisfaction as a mediating variable, obtained through the product of the direct influence of emotional exhaustion job satisfaction - service sabotage (0.643 x 0.345), so the coefficient indirect effect of 0.221. This indicates that there is empirical evidence to accept the hypothesis that job satisfaction mediates the effect of emotional exhaustion on service sabotage. Thus job satisfaction in this study is referred to as perfect as mediating emotional exhaustion variables no significant effect on service sabotage.
[13] OCB to Service Sabotage
The analysiresults show that there is not a direct effect coefficient between OCB with service sabotage through job satisfaction as a mediating variable, obtained through the product of direct influence between OCB-job satisfaction-sabotage service (0.365 x 0.345), so the coefficient indirect effect of 0.126. This indicates that there is empirical evidence to accept the hypothesis that job satisfaction mediates the effect of OCB on service sabotage. Job satisfaction in this case be the perfect mediation of the effect of OCB on service sabotage. V. CONCLUSION The results showed that the act of sabotage committed by employees not proven with individual characteristics and group strength. Services Sabotage do occur due to employee dissatisfaction, especially in restaurants. Variables unrelated to sabotage the service is variable individual characteristics and strength group. Service Sabotage is nothing to do with employee job satisfaction and also something to do with the level of OCB in particular work. Employees are sincere in working it will increase job satisfaction and employee satisfaction increased if it will decrease the desire to conduct sabotage against customers such as slow service. Likewise thing with emotional exhaustion. The more stable employees in control of his emotions then having job satisfaction, the employee has job satisfaction there will be a decrease in service sabotage. The results of this study proved the main cause of sabotage is job satisfaction, while job satisfaction is caused by emotional exhaustion and OCB. REFERENCES,
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