The purpose of this study is to examine the
relationship between Job Performance (JP) factors and
employees’ intrinsic Career Advancement (CA). In addition, this
study attempts to explore the roles of Organizational Justice (OJ)
as moderator in the relationship between JP factors and
employees’ intrinsic CA in the context of Malaysia. In particular,
this study investigated the roles of distributive justice, procedural
justice and interactional justice as moderators in the relationship
between job performance factors (e.g. task performance, OCB)
and teachers’ career satisfaction. The data was gathered through
mail survey method from 390 respondents. First, the result
showed that teachers’ task performance was significantly related
to teachers’ career satisfaction. Second, this study found that all
factors of justice were the predictor to teachers’ career
satisfaction. Also, the results found that there was a significant
interaction between teacher’s ratings of OCB and distributive
justice to teachers’ career satisfaction
The document summarizes a study examining the relationship between job performance factors and career satisfaction of teachers in Malaysia. Specifically, it investigates the moderating roles of distributive justice, procedural justice, and interactional justice in the relationship between task performance, organizational citizenship behavior, and career satisfaction. The study found that task performance was positively related to career satisfaction. It also found that all dimensions of organizational justice predicted career satisfaction. Additionally, there was a significant interaction between teachers' ratings of organizational citizenship behavior and distributive justice in relation to career satisfaction.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
Contribution of Competence Teacher (Pedagogical, Personality, Professional Co...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
DETERMINANTS OF SERVICE DELIVERY IN PUBLIC PRIMARY SCHOOLS IN WEST POKOT COUNTYpaperpublications3
Abstract: The main purpose of this study was to analyse determinants of effective quality management. The specific objectives were to determine the effect of training on effective service delivery in public schools in West Pokot County, to determine the effect of leadership style on effective service delivery in public schools in West Pokot County, to evaluate the effect of employee remuneration on effective service delivery in public schools in West Pokot County and to determine the effect of employee motivation on effective service delivery in public schools in West Pokot County. The study adopted descriptive survey design to test the hypotheses. The target population for this study was 101 public primary schools. A sample of 28public schools was drawn from the population using stratified random sampling technique. A questionnaire and direct interview tools were used to gather data. Data collected was analysed using descriptive and inferential statistics. The study findings revealed that there was a significant relationship between training, employee remuneration, leadership style and employee motivation, and service delivery in public primary schools. The study is significant to the head teachers, educational officers and government who appreciate and understand the determinants of service delivery in public schools in West Pokot County.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
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 document summarizes a study examining the relationship between job performance factors and career satisfaction of teachers in Malaysia. Specifically, it investigates the moderating roles of distributive justice, procedural justice, and interactional justice in the relationship between task performance, organizational citizenship behavior, and career satisfaction. The study found that task performance was positively related to career satisfaction. It also found that all dimensions of organizational justice predicted career satisfaction. Additionally, there was a significant interaction between teachers' ratings of organizational citizenship behavior and distributive justice in relation to career satisfaction.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
Contribution of Competence Teacher (Pedagogical, Personality, Professional Co...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The Influence Of Individual Characteristics And Job Characteristics On Vocati...iosrjce
This study explores the relationship between individual characteristics, job characteristics with job
satisfaction of teachers in vocational schools at the Province of North Sumatera, Indonesia. The sample size of
this study was obtained using the proportional random sampling which further resulting a total number of 166
teachers who were found having the expected qualification in Mechanical Engineering subject. The hypotheses
tests based on the path analysis on the research model revealed that individual characteristics and job
characteristics. The results showed that : 1) Individual characteristics directly affect the job satisfaction of
vocational teachers in North Sumatra, and 2). Job characteristics directly affect the job satisfaction of teachers
of vocational schools in North Sumatra.
DETERMINANTS OF SERVICE DELIVERY IN PUBLIC PRIMARY SCHOOLS IN WEST POKOT COUNTYpaperpublications3
Abstract: The main purpose of this study was to analyse determinants of effective quality management. The specific objectives were to determine the effect of training on effective service delivery in public schools in West Pokot County, to determine the effect of leadership style on effective service delivery in public schools in West Pokot County, to evaluate the effect of employee remuneration on effective service delivery in public schools in West Pokot County and to determine the effect of employee motivation on effective service delivery in public schools in West Pokot County. The study adopted descriptive survey design to test the hypotheses. The target population for this study was 101 public primary schools. A sample of 28public schools was drawn from the population using stratified random sampling technique. A questionnaire and direct interview tools were used to gather data. Data collected was analysed using descriptive and inferential statistics. The study findings revealed that there was a significant relationship between training, employee remuneration, leadership style and employee motivation, and service delivery in public primary schools. The study is significant to the head teachers, educational officers and government who appreciate and understand the determinants of service delivery in public schools in West Pokot County.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
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.
Antecedents and consequences of organizational commitment270489
The document summarizes a study that examined the antecedents and consequences of organizational commitment among Pakistani university teachers. The study investigated how personal characteristics, job satisfaction factors, and perceptions of organizational justice related to teachers' organizational commitment. It also examined how commitment influenced job performance and turnover intentions. Data was collected from 125 teachers and showed that characteristics, satisfaction, and justice were significantly related to commitment. Distributive justice and trust in management had the strongest relationships with commitment. Commitment was also found to negatively relate to turnover intentions and positively relate to self-reported performance.
DETERMINANTS OF ADMINISTRATIVE EFFECTIVENESS IN HIGHER EDUCATION: A STUDY OF ...ijejournal
The present study was conducted to study the occupational efficacy, administrative Behavior and job
satisfaction of educational administrators in higher education The descriptive method of research was
employed to carry out this piece of research. A sample of 260 Educational Administrators was selected
from the existing universities of Jammu and Kashmir State. Occupational Self Efficacy Scale (OSES) by
Sanjaypot Pethe, Sushma Chowdari and Uppinar Dhar (1999), Administrative Behavior Scale (ABS)
developed by Haseen Taj and Job Satisfaction scale developed by Amar Singh and T.R Sharma were used
to collect the data. Significant positive correlation was found between occupational efficacy, administrative
Behavior and job satisfaction of educational administrators in higher education. The results also revealed
a significant difference between effective and ineffective educational administrators on all dimensions of
administrative behavior and job satisfaction.
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 document summarizes a study that examined the effect of increased job demands (workload) and lack of job resources on the mental and physical well-being of South African educators. The study was framed using the Job Demands-Resources model. Educators in the Further Education and Training band in one district of Gauteng province perceived that changes to the curriculum, large class sizes, administrative duties, and a lack of support have led to an unsustainable workload. This workload is thought to negatively impact educators' health, job satisfaction, and ability to meet students' needs. The study aimed to better understand educators' perceptions of workload, resources, and the effects on their well-being in order to make recommendations to help them cope
This research aims to explore the effect of workplace spirituality on school
improvement. The research also investigate the effect between workplace spirituality
and school improvement through the role of workaholism. This research is a
quantitative research with 1,014 teachers as respondents. This research used an
adapted questionnaires Structural Equation Modelling was used in this research to
study the direct and indirect relationships and effect among those variables. Multiple
regression was used to investigate the relationship workplace spirituality as
independent variable and school improvement as dependent variable through the
mediator variable and how this effect of the variables may change the effect of
workplace spirituality on school improvement. The empirical findings showed that
workplace spirituality has a significant direct effect on school improvement.
Meanwhile, workaholism has a mediating effect on the relationship between workplace
spirituality and school improvement.
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
1. The study investigated the effects of leadership and competence on the work motivation of private bank instructors in Jakarta.
2. It found that leadership, competence, and the combination of leadership and competence all had a positive and significant influence on work motivation. Specifically, the dimensions of human relationships in leadership and personality in competence were the most dominant factors.
3. The model showed that leadership and competence jointly explained 10.2% of the variation in work motivation, while other unspecified variables explained the remaining 89.8%.
A high rate of teacher absenteeism in Merauke regency, Papua Province, Indonesia might be attributed to the low commitment of primary school teachers to educate the young people of Merauke, Indonesia. This study aimed to examine whether a positive and significant correlation exists between the organizational commitment and job satisfaction of the Catholic primary school teachers of Merauke, Indonesia. Applying a survey approach, two quantitative survey forms were distributed to a total of 157 teachers working in the Catholic primary schools of Merauke, Indonesia. A face-toface way of data collection was employed by having a prior consent from all the informants personally. Using Pearson’s correlation analysis as a tool for analyzing the collected data, the study showed a positive and significant correlation among the two surveyed variables as the amount of Pearson’s correlation coefficient (R) is .875 and the probability coefficient (ρ) is .000. The major conclusion of this study is that the job satisfaction and organizational commitment of the Catholic primary school teachers of Merauke, Indonesia, are significantly positively correlated. Practical implication of the finding is that the need for the school principals to promote the organizational commitment of teachers by enhancing their job satisfaction in order that the Catholic primary school students’ right to be well educated would be addressed adequately. Despite the possibility of the similar conclusion of this study with the previous studies conducting in other countries, the finding may support the current knowledge on the topic by giving a valuable information from an empirical context of Merauke, Indonesia.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Changing and Leading Staff Members of Higher Education in Rural DistrictDr. N. Asokan
1. The document discusses leading and changing the staff culture at Mount Zion College of Engineering and Technology in Pudukottai, Tamil Nadu, India.
2. It describes how both internal and external environmental factors required changes to the college's operations and staff culture. Staff members initially resisted changes and focused only on their individual roles.
3. The authors led change efforts by developing a vision, educating staff on why change was needed, and holding weekly meetings for dialogue and discussion. This helped staff better understand and accept the changes. The goal was to develop a culture of lifelong learning, teamwork, and adaptability to environmental changes.
Performance Assessment fo students using specific Instructional ObjectivesDr. N. Asokan
This document discusses using a taxonomy framework to align instructional objectives, activities, and assessments. It assessed 56 mechanical engineering students on objectives related to engineering mechanics. Objectives were written using a standard format and placed in cells of the taxonomy table based on cognitive process and knowledge dimensions. Corresponding instructional activities and assessments were developed to match each objective. Analysis found the objectives, activities, and assessments were strongly aligned within the taxonomy framework, allowing systematic planning and evaluation of student learning.
Impact of hr practices on job satisfaction of university teacher evidence fro...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
11.impact of hr practices on job satisfaction of university teacher evidence ...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
This document discusses developing staff competencies at an engineering college in rural Tamil Nadu, India. It notes the need for staff development due to changes in the external environment like increased competition, and internal changes like management and financial issues. The college faces challenges in recruiting and developing teaching staff due to its rural location. Staff are expected to meet minimum requirements like teaching subjects, assessing students, and supporting student activities. However, ongoing training and development is needed to help staff and the college adapt to ongoing changes in higher education.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
This document discusses a study on job satisfaction among public and private university teachers in Bangladesh. It provides background information on public and private universities in Bangladesh. The objectives of the study are outlined, along with the research methodology used which included questionnaires distributed to teachers. Key findings from the questionnaires are presented in tables, including teachers' levels of satisfaction with different job aspects. Public university teachers reported being satisfied with factors like independence, work environment, and promotion, while private university teachers cited salary and job security as satisfiers. Recommendations are made to improve job satisfaction among both groups of teachers.
This document summarizes a study that examined job satisfaction among teachers at Abra State Institute of Sciences and Technology in the Philippines. The study aimed to determine the level of job satisfaction among teachers and its relationship to student achievement and teacher performance. It found that job satisfaction was related to factors like job status, interpersonal relationships, and school resources. While most teachers were satisfied with their salary, salary alone did not have a major impact on satisfaction. The study also found that teachers were generally satisfied with their work responsibilities and achieved professional growth, but less satisfied with recognition and supervision. Most teachers reported satisfactory student achievement and their own teaching performance. The study concluded that job satisfaction was significantly related to teachers' work success in terms of student achievement and
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
This document is an internship report submitted to the Independent University, Bangladesh. It explores human resource development practices at Grameenphone, the largest mobile network operator in Bangladesh. The report begins with an introduction to Grameenphone and outlines the objectives of studying its HR practices and their impact on employee performance. It then describes the author's responsibilities during their internship at Grameenphone in the Security Risk and Expat Support department. The remainder of the report involves a literature review on topics related to HR practices and employee performance, research methodology used in the study, data collection and analysis, findings, limitations, and recommendations.
This study examined staffing issues in the front office department of Malaysian hotels through interviews with 14 front office managers. It found that high employee turnover is a major problem caused by a complex set of factors. Previous Malaysian studies on hotel staffing have primarily focused on turnover intentions through quantitative methods. This qualitative study helps address gaps in understanding the specific issues faced by front office managers in Malaysia and the solutions they employ. Managing human resources effectively is challenging for hotel managers due to issues like attracting and retaining skilled workers, staff shortages, and maintaining job commitment.
The moderating role of organizational tenure on the relationship between orga...Alexander Decker
This document discusses a study that examined the relationship between organizational culture and organizational citizenship behavior (OCB) in Ghana's banking industry, and whether that relationship is moderated by employee organizational tenure. The study found that organizational culture positively predicts OCB. Additionally, organizational tenure moderates the relationship such that employees with longer tenure are more likely to engage in OCB than those with shorter tenure. The findings are consistent with attraction-selection-attrition and human capital theories. The implications for practice and research are discussed.
Antecedents and consequences of organizational commitment270489
The document summarizes a study that examined the antecedents and consequences of organizational commitment among Pakistani university teachers. The study investigated how personal characteristics, job satisfaction factors, and perceptions of organizational justice related to teachers' organizational commitment. It also examined how commitment influenced job performance and turnover intentions. Data was collected from 125 teachers and showed that characteristics, satisfaction, and justice were significantly related to commitment. Distributive justice and trust in management had the strongest relationships with commitment. Commitment was also found to negatively relate to turnover intentions and positively relate to self-reported performance.
DETERMINANTS OF ADMINISTRATIVE EFFECTIVENESS IN HIGHER EDUCATION: A STUDY OF ...ijejournal
The present study was conducted to study the occupational efficacy, administrative Behavior and job
satisfaction of educational administrators in higher education The descriptive method of research was
employed to carry out this piece of research. A sample of 260 Educational Administrators was selected
from the existing universities of Jammu and Kashmir State. Occupational Self Efficacy Scale (OSES) by
Sanjaypot Pethe, Sushma Chowdari and Uppinar Dhar (1999), Administrative Behavior Scale (ABS)
developed by Haseen Taj and Job Satisfaction scale developed by Amar Singh and T.R Sharma were used
to collect the data. Significant positive correlation was found between occupational efficacy, administrative
Behavior and job satisfaction of educational administrators in higher education. The results also revealed
a significant difference between effective and ineffective educational administrators on all dimensions of
administrative behavior and job satisfaction.
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 document summarizes a study that examined the effect of increased job demands (workload) and lack of job resources on the mental and physical well-being of South African educators. The study was framed using the Job Demands-Resources model. Educators in the Further Education and Training band in one district of Gauteng province perceived that changes to the curriculum, large class sizes, administrative duties, and a lack of support have led to an unsustainable workload. This workload is thought to negatively impact educators' health, job satisfaction, and ability to meet students' needs. The study aimed to better understand educators' perceptions of workload, resources, and the effects on their well-being in order to make recommendations to help them cope
This research aims to explore the effect of workplace spirituality on school
improvement. The research also investigate the effect between workplace spirituality
and school improvement through the role of workaholism. This research is a
quantitative research with 1,014 teachers as respondents. This research used an
adapted questionnaires Structural Equation Modelling was used in this research to
study the direct and indirect relationships and effect among those variables. Multiple
regression was used to investigate the relationship workplace spirituality as
independent variable and school improvement as dependent variable through the
mediator variable and how this effect of the variables may change the effect of
workplace spirituality on school improvement. The empirical findings showed that
workplace spirituality has a significant direct effect on school improvement.
Meanwhile, workaholism has a mediating effect on the relationship between workplace
spirituality and school improvement.
Leadership And Competence of Some Private Bank Instructor In Jakartainventionjournals
1. The study investigated the effects of leadership and competence on the work motivation of private bank instructors in Jakarta.
2. It found that leadership, competence, and the combination of leadership and competence all had a positive and significant influence on work motivation. Specifically, the dimensions of human relationships in leadership and personality in competence were the most dominant factors.
3. The model showed that leadership and competence jointly explained 10.2% of the variation in work motivation, while other unspecified variables explained the remaining 89.8%.
A high rate of teacher absenteeism in Merauke regency, Papua Province, Indonesia might be attributed to the low commitment of primary school teachers to educate the young people of Merauke, Indonesia. This study aimed to examine whether a positive and significant correlation exists between the organizational commitment and job satisfaction of the Catholic primary school teachers of Merauke, Indonesia. Applying a survey approach, two quantitative survey forms were distributed to a total of 157 teachers working in the Catholic primary schools of Merauke, Indonesia. A face-toface way of data collection was employed by having a prior consent from all the informants personally. Using Pearson’s correlation analysis as a tool for analyzing the collected data, the study showed a positive and significant correlation among the two surveyed variables as the amount of Pearson’s correlation coefficient (R) is .875 and the probability coefficient (ρ) is .000. The major conclusion of this study is that the job satisfaction and organizational commitment of the Catholic primary school teachers of Merauke, Indonesia, are significantly positively correlated. Practical implication of the finding is that the need for the school principals to promote the organizational commitment of teachers by enhancing their job satisfaction in order that the Catholic primary school students’ right to be well educated would be addressed adequately. Despite the possibility of the similar conclusion of this study with the previous studies conducting in other countries, the finding may support the current knowledge on the topic by giving a valuable information from an empirical context of Merauke, Indonesia.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Changing and Leading Staff Members of Higher Education in Rural DistrictDr. N. Asokan
1. The document discusses leading and changing the staff culture at Mount Zion College of Engineering and Technology in Pudukottai, Tamil Nadu, India.
2. It describes how both internal and external environmental factors required changes to the college's operations and staff culture. Staff members initially resisted changes and focused only on their individual roles.
3. The authors led change efforts by developing a vision, educating staff on why change was needed, and holding weekly meetings for dialogue and discussion. This helped staff better understand and accept the changes. The goal was to develop a culture of lifelong learning, teamwork, and adaptability to environmental changes.
Performance Assessment fo students using specific Instructional ObjectivesDr. N. Asokan
This document discusses using a taxonomy framework to align instructional objectives, activities, and assessments. It assessed 56 mechanical engineering students on objectives related to engineering mechanics. Objectives were written using a standard format and placed in cells of the taxonomy table based on cognitive process and knowledge dimensions. Corresponding instructional activities and assessments were developed to match each objective. Analysis found the objectives, activities, and assessments were strongly aligned within the taxonomy framework, allowing systematic planning and evaluation of student learning.
Impact of hr practices on job satisfaction of university teacher evidence fro...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
11.impact of hr practices on job satisfaction of university teacher evidence ...Alexander Decker
This document summarizes a study that investigates the relationship between HR practices (compensation, performance evaluation, promotion, and empowerment) and job satisfaction among university teachers in Pakistan. A survey was administered to 100 university teachers. The results found that teacher satisfaction was not predicted by these HR practices, indicating there are other factors influencing satisfaction. The document provides background on job satisfaction in education and reviews literature linking various HR practices to satisfaction. It concludes by outlining four hypotheses predicting positive relationships between each HR practice and teacher job satisfaction.
This document discusses developing staff competencies at an engineering college in rural Tamil Nadu, India. It notes the need for staff development due to changes in the external environment like increased competition, and internal changes like management and financial issues. The college faces challenges in recruiting and developing teaching staff due to its rural location. Staff are expected to meet minimum requirements like teaching subjects, assessing students, and supporting student activities. However, ongoing training and development is needed to help staff and the college adapt to ongoing changes in higher education.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
Job satisfaction level among public and private university teachersAhasan Uddin Bhuiyan
This document discusses a study on job satisfaction among public and private university teachers in Bangladesh. It provides background information on public and private universities in Bangladesh. The objectives of the study are outlined, along with the research methodology used which included questionnaires distributed to teachers. Key findings from the questionnaires are presented in tables, including teachers' levels of satisfaction with different job aspects. Public university teachers reported being satisfied with factors like independence, work environment, and promotion, while private university teachers cited salary and job security as satisfiers. Recommendations are made to improve job satisfaction among both groups of teachers.
This document summarizes a study that examined job satisfaction among teachers at Abra State Institute of Sciences and Technology in the Philippines. The study aimed to determine the level of job satisfaction among teachers and its relationship to student achievement and teacher performance. It found that job satisfaction was related to factors like job status, interpersonal relationships, and school resources. While most teachers were satisfied with their salary, salary alone did not have a major impact on satisfaction. The study also found that teachers were generally satisfied with their work responsibilities and achieved professional growth, but less satisfied with recognition and supervision. Most teachers reported satisfactory student achievement and their own teaching performance. The study concluded that job satisfaction was significantly related to teachers' work success in terms of student achievement and
A study on impact of job characteristics on key attitudesAlexander Decker
This document discusses a study on the impact of job characteristics on the attitudes of faculty members at professional educational institutes. The study examined how factors like promotional opportunities, task variety, pay satisfaction, and professional development related to faculty commitment levels and job satisfaction. A survey of 251 faculty members found that promotional opportunities, task variety, pay, and participation in decision making were positively associated with higher job satisfaction and affective commitment, while participation related to increased normative commitment. The document provides context on factors that influence organizational commitment and job satisfaction, and their relationship to job characteristics.
This document is an internship report submitted to the Independent University, Bangladesh. It explores human resource development practices at Grameenphone, the largest mobile network operator in Bangladesh. The report begins with an introduction to Grameenphone and outlines the objectives of studying its HR practices and their impact on employee performance. It then describes the author's responsibilities during their internship at Grameenphone in the Security Risk and Expat Support department. The remainder of the report involves a literature review on topics related to HR practices and employee performance, research methodology used in the study, data collection and analysis, findings, limitations, and recommendations.
This study examined staffing issues in the front office department of Malaysian hotels through interviews with 14 front office managers. It found that high employee turnover is a major problem caused by a complex set of factors. Previous Malaysian studies on hotel staffing have primarily focused on turnover intentions through quantitative methods. This qualitative study helps address gaps in understanding the specific issues faced by front office managers in Malaysia and the solutions they employ. Managing human resources effectively is challenging for hotel managers due to issues like attracting and retaining skilled workers, staff shortages, and maintaining job commitment.
The moderating role of organizational tenure on the relationship between orga...Alexander Decker
This document discusses a study that examined the relationship between organizational culture and organizational citizenship behavior (OCB) in Ghana's banking industry, and whether that relationship is moderated by employee organizational tenure. The study found that organizational culture positively predicts OCB. Additionally, organizational tenure moderates the relationship such that employees with longer tenure are more likely to engage in OCB than those with shorter tenure. The findings are consistent with attraction-selection-attrition and human capital theories. The implications for practice and research are discussed.
Kuisioner untuk mengetahui perilaku birokrasi terhadap pelayanan izin mendir...Adama Rahim
Kuesioner ini bertujuan untuk mengetahui pendapat masyarakat tentang perilaku birokrasi Dinas Pekerjaan Umum Kabupaten Enrekang dalam pelayanan izin mendirikan bangunan. Kuesioner ini meminta responden untuk memberikan penilaian terhadap sumber daya aparat, adat istiadat, kebijakan, etika pelayanan, kedisiplinan, dan transparansi biaya di dinas tersebut.
This document discusses organizational citizenship behavior (OCB), which refers to discretionary behaviors that exceed basic job requirements and promote organizational effectiveness. It summarizes key definitions and dimensions of OCB proposed by various researchers. Antecedents that influence OCB like job satisfaction, fairness perceptions, and leadership behaviors are outlined. Benefits of OCB for developing skills, making suggestions, and protecting the organization are highlighted. The document also notes potential pitfalls of OCB and areas for further research.
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
This document summarizes an organizational behavior final project submitted by five students. The project examines the relationship between job satisfaction, organizational justice, and organizational citizenship behaviors. It studies these relationships in both the private sector (Crescent Bahuman LTD) and public sector (Pakistan International Airline). The methodology section indicates that questionnaires will be used to collect data from 40 respondents across both sectors. Findings sections present data on levels of job satisfaction, organizational justice (distributive, procedural, interactional), and citizenship behaviors (interpersonal help, initiative, loyalty) for both the private and public sectors.
This document defines and discusses organizational citizenship behavior (OCB). It defines OCB as individual behavior in an organization that is discretionary, not recognized by formal rewards, and promotes effective functioning. It discusses five dimensions of OCB: altruism, courtesy, conscientiousness, civic virtue, and sportsmanship. Antecedents that influence OCB include job satisfaction, organizational justice, organizational commitment, personality, task characteristics, and leadership. OCB is similar to other constructs like contextual performance and prosocial organizational behavior. The document also outlines benefits of OCB for organizations such as increased performance and productivity, freeing up resources, and attracting and retaining employees.
THE IMPACT OF OCCUPATIONAL STRESS AND ITS EFFECTS ON JOB PERFORMANCE OF TREND...Mohan Dissanayaka
This document summarizes a study on the impact of occupational stress on job performance at Trendy Wear (PVT) Ltd. It begins by introducing occupational stress as a major concern for employees and organizations. High stress can negatively impact job performance and productivity. The study aims to determine the effects of occupational stress on employees at Trendy Wear and identify interventions to better manage stress. A literature review covers stress definitions, types, effects on mental, social and physical health, and factors influencing job performance. The study uses a questionnaire to collect data from Trendy Wear employees and analyzes the relationship between stress and performance using statistical methods. The conclusions will help determine if occupational stress impacts job performance at Trendy W
1) Organizational citizenship behavior (OCB) refers to individual behavior that is discretionary and promotes the effective functioning of an organization, though it is not formally rewarded.
2) OCB has five dimensions: altruism, courtesy, conscientiousness, civic virtue, and sportsmanship.
3) High levels of OCB are related to benefits like improved employee performance, productivity, and satisfaction.
Organizational citizenship behavior (OCB) refers to discretionary behaviors by employees that are not required but promote effective functioning, such as going above and beyond formal job duties. Noble's study found a relationship between OCB and education level but not gender or field of study. Kernodle's study found relationships between OCB and leader-member exchange as well as union commitment and employee performance. OCB is relevant for organizations, managers, educators and understanding workplace behaviors.
This document provides an overview of organizational citizenship behavior (OCB). It begins with a brief history of OCB, noting that Dennis Organ is considered the father of OCB. It then defines OCB as individual behaviors that are not formally rewarded but improve organizational effectiveness. The document outlines the benefits of OCB, including increased productivity, efficiency, and job satisfaction. It also describes the main types of OCB, such as altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Examples of each type are provided. The document concludes by stating that OCB comes in many forms and traditionally improves workplace cooperation and performance.
This document discusses transformational leadership and organizational culture change. It summarizes research conducted at a hotel and nonprofit youth organization between 2010-2011. Leadership at the hotel was able to improve results through engaging employees, but changes were not sustainable without commitment to long-term culture change from upper management. Effective leadership requires adapting tools to followers, and culture change takes modeling from leaders to build trust and move an organization towards a shared vision.
A study on stress among the employees with special reference to steroid softjohnmathewjpmba
The document discusses stress among employees in the IT industry, specifically at Steroidsoft in Coimbatore. It provides background on human resource management and defines stress. Research was conducted through surveys and interviews to identify sources of stress for employees, especially those aged 20-35. Common causes included long work hours, lack of work-life balance, insufficient involvement in decision making, and an unclear work environment. High stress can negatively impact employee performance, health, and retention. The study aimed to evaluate Steroidsoft's efforts to manage stress and identify additional techniques to help employees better cope with stress.
Surat permohonan ini meminta responden untuk berpartisipasi dalam penelitian tentang pengaruh kepemimpinan terhadap perilaku citizenship, kepuasan kerja, dan komitmen organisasi pekerja lapangan konstruksi. Surat ini menjelaskan tujuan penelitian dan meminta responden untuk mengisi kuesioner secara jujur.
This document discusses job satisfaction, including its definition, methods of measuring it, antecedents and consequences. It examines theoretical perspectives on satisfaction and its relationship to job performance, absenteeism, and turnover. While satisfaction was hypothesized to positively impact these areas, research finds only weak-to-modest correlations. Satisfaction appears most closely tied to "volitional" workplace behaviors like organizational citizenship and voluntary retention, rather than involuntary outcomes. A satisfied workforce has benefits, but satisfaction is one of many influencing factors.
11.a two factor model of organizational citizenship behaviour in organizationsAlexander Decker
The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
MOTIVATIONAL PRACTICES AND TEACHERS’PERFORMANCE IN PRIVATE SECONDARY SCHOOLS ...Turyamureeba Silaji
The study was about motivational practices and teachers’ performance in private secondary schools in Mbarara District, Uganda. The study aimed at; establishing the relationship between administrative support and teachers‟ performance. The cross-sectional and descriptive survey designs were adopted on a sample of 214 comprising Board of governors, PTA Chair persons, head teachers and teachers from selected private secondary schools. Data analysis involved use of descriptive statistics and of Pearson correlation coefficient to determine the relationship between motivational practices and teachers‟ performance. Descriptive results revealed that administrative support had vital role on teachers’ performance. The findings also showed that there was a statistically positive relationship between administrative support and teachers performance. Thus, it was recommended that administrators should provide a conducive work environment to teachers leading to good performance.
2 34-1364823381-2 the significant - fullimDCcabrera
This document summarizes a study that examined the relationship between work performance and job satisfaction among teachers in Cotabato City, Philippines. A survey was administered to 200 elementary school teachers. The study found that most teachers were female, married, had a college degree with some master's units, had 11-15 years of experience, and were aged 31-40. Teacher's work performance was rated as very satisfactory. The study concluded that age, education level, and years of experience were significantly related to job satisfaction, while sex and marital status showed a significant difference in relation to job satisfaction.
Effect of learning goal orientationon work engagement througEvonCanales257
Effect of learning goal orientation
on work engagement through
job crafting
A moderated mediation approach
Makoto Matsuo
Graduate School of Economics and Business Administration, Hokkaido
University, Sapporo, Japan
Abstract
Purpose – The purpose of this paper is to examine the mechanism by which learning goal orientation (LGO)
promotes work engagement through job crafting (seeking challenges).
Design/methodology/approach – A moderated mediation model was tested using survey data from 266
public health nurses and hospital nurses in Japan.
Findings – The results indicated that job crafting partially mediated the relationship between LGO and work
engagement, and that the mediation effect was stronger when reflection was high (vs middle and low).
Research limitations/implications – Although common method bias and validity of measurement were
evaluated in this paper, the survey data were cross-sectional.
Practical implications – The results suggest that selecting people with a stronger sense of LGO may be a
useful strategy for promoting job crafting and work engagement in an organization. Additionally,
organizations should give employees opportunities to reflect on their jobs and to craft them into more
challenging ones in the workplace.
Originality/value – Although little is known about mechanisms by which LGO promotes work engagement,
this study found that job crafting and reflection play important roles in linking LGO and work engagement.
Keywords Quantitative, Reflection, Work engagement, Moderated mediation, Learning goal orientation,
Job crafting
Paper type Research paper
Introduction
Work engagement, or a positive, fulfilling, work-related state of mind (Schaufeli et al., 2002),
has emerged as a significant construct in the applied psychological and management
literature because it has been shown to promote both well-being and performance in
employees (Saks, 2006; Van De Voorde et al., 2016). The growing interest in work engagement
gives rise to the need for better understanding of its antecedents (Woods and Sofat, 2013).
Although numerous factors have been examined as antecedents (e.g. self-regulation
behaviors, personality traits, psychological meaningfulness, job autonomy), learning goal
orientation (LGO), known as a disposition that intrinsically motivates employees (Cerasoli
and Ford, 2014), may be one of the major determinants of work engagement (Adriaenssens
et al., 2015; Jones et al., 2017) because work engagement constitutes a form of intrinsic
motivation (Demerouti et al., 2015). Despite their importance, little is known, from previous
studies, about the factors that mediate the relationship between LGO and work engagement.
To address this gap, the present research examined the LGO–engagement relationship in
terms of “job crafting” (seeking challenges), conceptualized based on job demands-resources
(JD-R) theory (Demerouti et al., 2001), as well as “reflection,” which plays an important role
in the learning process (Kolb, 19 ...
Job Matching Experiences of Cotabato State University (CSU) Public Administra...CCSSenatorAbogadoAj
This document discusses a study examining the job matching experiences of Cotabato State University (CSU) public administration students. It utilized a descriptive survey approach including questionnaires, interviews, and observations. The study aimed to determine the effects of job matching and its experiences on students, and identify the importance of finding a job. It demonstrated that CSU worked hard to make students more competitive, skilled, and successful professionals.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
A study on impact of job characteristics on key attitudesAlexander Decker
The document discusses a study that examines the impact of job characteristics like promotional opportunities, task variety, pay satisfaction, and professional development on the job satisfaction and organizational commitment of faculty members at professional educational institutes. It reviews literature on job characteristics, organizational commitment, job satisfaction, and the relationship between these factors. The study aims to understand how job characteristics influence the job attitudes of faculty members.
A Research Proposal of Quality of Work Life and Career Dimensions Using Mixe...Karla Long
This research proposal aims to investigate factors affecting the quality of work life and career dimensions of primary school teachers in Cambodia. The study will use a mixed methods approach, collecting quantitative data through questionnaires with 120 teachers and qualitative data through interviews with 15 teachers. The proposal provides background on issues facing Cambodian teachers like low salaries and high workloads. It establishes the research questions and significance of understanding teachers' perspectives to help improve policies. The literature review discusses motivation theories and concepts of quality of work life and careers to inform the study's variables. Limitations in generalizing findings and using both research methods are acknowledged.
Influential factors for knowledge creation practices of CTEt.docxjaggernaoma
Influential factors for knowledge creation practices of CTE
teachers: mutual impact of perceived school support,
transformational leadership, and work engagement
Ji Hoon Song • Sang Hoon Bae • Sunyoung Park •
Hye Kyoung Kim
Received: 27 March 2013 / Revised: 29 July 2013 / Accepted: 14 September 2013 / Published online: 2 October 2013
� Education Research Institute, Seoul National University, Seoul, Korea 2013
Abstract This study examined the structural relationships
among perceived school support, transformational leader-
ship, teachers’ work engagement, and teachers’ knowledge
creation practices. It also investigated the mediating effects
of transformational leadership and work engagement in
explaining the association between perceived school support
and knowledge creation practices. Samples included 284
career and technical education teachers in the United States.
Structural equation modeling was employed. Perceived
school support was positively associated with transforma-
tional leadership and teachers’ work engagement, but had no
direct impact on knowledge creation practices. Transfor-
mational leadership was found to affect knowledge creation
practices, but not work engagement of teachers. Although a
supportive school climate had no direct relationship with
knowledge creation practices, it indirectly affected this
outcome variable through transformational leadership and
teachers’ work engagement. The results suggest that in order
to increase teachers’ knowledge creation activities, a sup-
portive school climate should be provided with efforts to
improve teachers’ work engagement and transformational
behaviors of the principal.
Keywords Knowledge creation � Perceived school
support � Transformational leadership � Work
engagement � Career and technical education
Introduction
As the world has transformed from the industrial age to the
knowledge era, creating new and innovative knowledge is
becoming increasingly important to organizations that want
to build a competitive advantage and maintain high per-
formance (Ichijo and Nonaka 2007). No matter what
business one finds oneself in, a critical issue is how to
establish organizational environments that encourage and
support employees to be engaged in knowledge creation
activities. Public schools are no exception. To achieve
school reform and improve performance, it is essential for
teachers to generate innovative knowledge that improves
work processes and makes teaching and learning in schools
more effective (McCharen et al. 2011; Viviano 2012).
The current study focuses on career and technical edu-
cation (CTE) schools, which have long been stigmatized as
low-performing institutions with second-class students.
They have generally been viewed ‘‘the track for low-
achieving, non-college bound students (Palmer and Gaunt
2007, p. 35)’’ and tend to enroll greater number of minority,
special needs, and low socioeconomic students who are more
likely.
Facilitating employee
socialization through
mentoring relationships
SuJin Son
The Institute for Asian Studies,
University of Ulsan, Ulsan, Republic of Korea
Abstract
Purpose – The purpose of this paper is to advance understanding of the mentor factors that promotes
mentoring outcomes. This was done by investigating the role of mentors’ learning goal orientation
(LGO), their learning activity such as reflection, the perceived relationship quality in relation to the
mentoring functions received by protégés, and the furtherance of their socialization in a formal
mentoring relationship.
Design/methodology/approach – In total, 131 matched mentor-protégé dyads were recruited from
three different organizations in Korea, for the final analysis. Structural equation modeling and Hayes's
PROCESS macro were used to test the proposed model and the moderating effect of perceived
relationship quality.
Findings – Results show that mentors’ LGO was positively related to their reflection. Additionally,
mentors’ reflection was positively associated with mentoring functions received by protégés. Further,
mentoring functions received by protégés were positively related to protégés’ socialization.
In particular, mentors’ reflection mediates the relationship between mentors’ LGO and mentoring
functions received by protégés. Moreover, perceived relationship quality moderates the relationship
between mentors’ LGO and their reflection.
Originality/value – Even though mentoring research is well advanced, not many researches have yet
investigated mentors’ LGO and their learning activity such as reflection, in relation to mentoring
functions received by protégés and their socialization.
Keywords Reflection, Mentor learning goal orientation, Mentoring functions received,
Perceived relationship quality, Protégé socialization
Paper type Research paper
Organizational socialization refers to a learning process through which newcomers
move from being outsiders, to becoming effective insiders, by acquiring the
organizational values, norms, knowledge, skills, attitudes, and behaviors required in a
new work role (Bauer et al., 1998). Since organizational socialization is positively
associated with important organizational outcomes, including job performance and
employee turnover, many organizations are interested in learning how to help
newcomers become insiders of the organization more quickly and easily (Bauer et al.,
2007; Saks et al., 2007). One widely known intervention for newcomers’ organizational
socialization is formal mentoring relationships, which facilitate interactions between
newcomers and others in workgroups (Chao, 2007; Slaughter and Zickar, 2006).
Since mentors serve as a guiding and learning resource to help protégés acquire the
skills, knowledge, attitudes, and behaviors required of their protégés, it is important to
investigate the factors that influence mentors to be more facilitative and effective in
relation to their protégés. Previous research has re ...
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
Assistant Principals Perceptions Of The PrincipalshipLaurie Smith
This study examines assistant principals' perceptions of their self-efficacy and leadership practices in various domains. The findings suggest that while assistant principals feel efficacious in facilitating collaboration and family/community engagement, there are gaps in their self-reported instructional leadership and school improvement practices. The study also confirms there is a lack of consistency in the assistant principal role. The study aims to determine the relationship between assistant principals' self-efficacy, the efficacy of the profession, and their leadership practices, and whether these differ based on contextual factors. A survey of 220 assistant principals in a large, diverse, urban school district is used to address the research questions.
This document discusses factors related to teacher job satisfaction, motivation, and performance. It begins by defining job satisfaction and exploring theories around what influences it, such as fulfillment of needs, internal vs. external factors, and achievement motivation. Job satisfaction is important for the teaching profession and can be influenced by both monetary and non-monetary factors. Professional development is discussed as a way to enhance educational effectiveness by improving teacher job satisfaction in areas like the work itself, context, and consequences. The document then presents hypotheses from a research study on the relationships between psychological contracts, organizational justice, job satisfaction, organizational commitment, and performance. To enhance teacher performance, administrators should focus on improving distributive justice, communication, and building a committed
Factors of Job Satisfaction in UniversitiesIJAEMSJORNAL
Purpose: To highlight the factors that make up the concept of job satisfaction in organizations and, especially, in universities in order to reduce turnover and increase productivity. Design / methodology / approach: Bibliometric research in 34 selected articles, Scimago Journal Rank Q4 or higher. Findings: The findings suggest that job satisfaction focused on universities, although it has been little studied in the academic literature, show that the factors are like other types of organizations. Limitations of research: These results indicate the need for more studies to build a theory to raise job satisfaction in organizations and, especially, in universities. Practical implications: This document allows to identify the multiple criteria that influence job satisfaction to create the necessary conditions to retain the best qualified and talented personnel. Type of academic publication: Literature review. Originality / value: This article makes three specific contributions to literature. First, identify the factors that influence job satisfaction within any type of organization; second, it focuses on job satisfaction within universities, and third, it shows some constructs that help raise the level of job satisfaction.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
This document discusses leadership styles and their effects on teacher job satisfaction and organizational commitment. It summarizes research on transformational, transactional, and laissez-faire leadership styles. The research analyzed 12 Turkish studies using meta-analysis and found that transformational leadership had the most positive impact on teacher job satisfaction and organizational commitment. Transactional leadership had less impact, while laissez-faire leadership was negatively correlated with satisfaction, performance, and motivation.
The document discusses the concept of professionalism in teaching. It begins by noting that professionalism is a difficult concept to analyze due to semantic confusion around its usage, limitations of defining fundamental characteristics, and focusing on static models rather than its dynamic nature. The introduction then provides dictionary definitions of profession, professional, and professionalism. However, it notes that most theorists indicate serving the public good is a key characteristic of a profession.
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.
Factors affecting job satisfaction level of academic staff in pakistanAlexander Decker
This document summarizes a study that analyzed factors affecting job satisfaction levels of academic staff at the Islamia University of Bahawalpur in Pakistan. It investigated the impact of pay, job security, coworkers, and promotion opportunities on satisfaction. The study found that pay had the largest impact on satisfaction, followed by job security, promotion opportunities, and coworkers had the smallest impact. The document provides background on job satisfaction and reviews literature on factors that can influence satisfaction, such as salary, job security, working conditions, relationships with coworkers, and promotion opportunities.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
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Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd test bank.docx
https://qidiantiku.com/test-bank-for-small-business-management-an-entrepreneurs-guidebook-8th-edition-by-mary-jane-byrd.shtml
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
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From Concept to reality : Implementing Lean Managements DMAIC Methodology for...Rokibul Hasan
The Ready-Made Garments (RMG) industry in Bangladesh is a cornerstone of the economy, but increasing costs and stagnant productivity pose significant challenges to profitability. This study explores the implementation of Lean Management in the Sampling Section of RMG factories to enhance productivity. Drawing from a comprehensive literature review, theoretical framework, and action research methodology, the study identifies key areas for improvement and proposes solutions.
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Disaster management;
Cyclone Disaster Management;;
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Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
innovation in nursing practice, education and management.pptx
ORGANIZATIONAL JUSTICE AS MODERATOR IN THE RELATIONSHIP BETWEEN JOB PERFORMANCE FACTOR AND CAREER SATISFACTION
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ORGANIZATIONAL JUSTICE AS MODERATOR
IN THE RELATIONSHIP BETWEEN JOB
PERFORMANCE FACTOR AND CAREER
SATISFACTION
Saraih, Ummi Naiemah (PhD Scholar)
College of Business, Universiti Utara Malaysia
Ali, Hassan (Professor)
College of Business, Universiti Utara Malaysia
Khalid, Shaiful Annuar (Senior Lecturer, Dr.)
Faculty of Business Management,
Universiti Teknologi Mara
Abstract: The purpose of this study is to examine the
relationship between Job Performance (JP) factors and
employees’ intrinsic Career Advancement (CA). In addition, this
study attempts to explore the roles of Organizational Justice (OJ)
as moderator in the relationship between JP factors and
employees’ intrinsic CA in the context of Malaysia. In particular,
this study investigated the roles of distributive justice, procedural
justice and interactional justice as moderators in the relationship
between job performance factors (e.g. task performance, OCB)
and teachers’ career satisfaction. The data was gathered through
mail survey method from 390 respondents. First, the result
showed that teachers’ task performance was significantly related
to teachers’ career satisfaction. Second, this study found that all
factors of justice were the predictor to teachers’ career
satisfaction. Also, the results found that there was a significant
interaction between teacher’s ratings of OCB and distributive
justice to teachers’ career satisfaction.
Index Terms—Career Satisfaction, Task Performance, OCB,
Organizational Justice (OJ)
I. INTRODUCTION
There are several reasons for the growing interest in career
research. Career provides the opportunity for social meaning in
an individual‟s action (Patton & McMahon, 2006). It involves
the interconnection between all the actions and all the processes
of action in operating in both feed forward and back forward
ways (Young & Valach, 1996). Young and Valach (1996)
acknowledge that the term people use to refer to career may
vary. Career, therefore, has a rich ambiguity (Watts, 1981b),
and makes it very challenging to study.
According to Judge and Bretz (1994), CA can be
categorized into extrinsic and intrinsic components. As stated
by Judge, Cable, Boudreau and Bretz (1995), extrinsic CA
comprises several visible outcomes such as pay, promotion and
ascendancy; whereas intrinsic CA comprises several invisible
outcomes such as career satisfaction, life satisfaction and job
satisfaction. CA is a complex concept and the literature has not
provided a clear and complete definition of it (Poole, Langan-
Fox & Omodei, 1993). Although promotion may appear as a
major indicator for measuring the extrinsic component of CA
(Carmeli, Shalom & Weisberg, 2007), individuals evaluation
towards their own success was the criteria that was often more
subjective and linked to personal satisfaction with their jobs
(Gattiker & Larwood, 1989). As stated by (Ferris & Judge,
1991) how people perceive and evaluate the concept of career
attainment within them; and how people perceive the
expectation of other people on them is still important.
Therefore, the level of teachers‟ intrinsic CA particularly in
term of career satisfaction may become essential to be revealed.
In Malaysia, teachers‟ performance is very important
because it is the primary criteria that will be taken into
consideration in determining teachers‟ CA (PSDM, 2002).
Although the core business for the Malaysian teachers is to
engage them with teaching and learning (Malakolunthu &
Malek, 2008), however they are also expected to guide students
to behave into good moral behavior (Mohd Syahrom, 2009).
Therefore, the Malaysian teachers are expected to perform not
only the tasks as prescribed in their job requirements (e.g. task
performance), but they are also expected to demonstrate the
voluntarily behaviors or Organizational Citizenship Behaviours
(OCB) that are not formally part of their job such as a guidance
for the students. The combination of both task performance and
OCB of teachers may become important in realizing Malaysia‟s
aspiration towards the development of its first class human
capital. However, how far that these factors may benefit
teachers towards their personal achievement, such as the
enhancement of the level of teachers‟ career satisfaction.
Hence, this study would like to investigate the impact of task
performance and OCB on teachers‟ career satisfaction
particularly in the Malaysian context.
In addition, this study intends to contribute to the current
literature by including Organizational Justice (OJ) as a
moderator in the relationship between task performance and
OCB to CA. The richer perspective regarding the three
dimensions (e.g. distributive, procedural, interactional) of OJ
had been revealed in this study. The influence of each
dimension of justice and how it link to employees‟
performance (e.g. task performance, OCB) and career
satisfaction provided valuable insights into the intrinsic
components of teachers‟ CA. At the same time, the empirical
evidence of OJ and its relationship between task performance
and OCB to teachers‟ career satisfaction could be used as a
guide for the managerial intervention.
II. LITERATURE REVIEW
There were several empirical works which had been
conducted to examine different predictors of CA such as gender
roles (Akhtar, 2010; Tharenou, 1999), mentoring (Okurame &
Balogun, 2005), career commitment (Ballout, 2009), career
aspiration (Feldman & Bolino, 1996), cognitive ability (Dreher
& Bretz, 1991), acquisition of social capital (Metz & Tharenou,
2001), and political behavior (Judge & Bretz, 1994). In more
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recent years, several scholars (Bergeron, 2005; Carmeli et al.,
2007) propose the factor of job performance (e.g. task
performance, OCB) as predictors of individuals‟ CA.
Although the relationship between task performance and
individuals‟ CA was quite clear, there were inconsistent link
between the relationship of OCB and CA based on the previous
studies (e.g. Bergeron, 2005; Carmeli et al., 2007). For
example, previous scholars (Carmeli et al, 2007) present that
there are no significant relationship between OCB (e.g.
altruism, compliance) and CA (e.g. career mobility, promotion
prospect). However, other researcher (Bergeron, 2005) finds
that four dimensions of OCB (e.g. research OCB, advising
OCB, professional service OCB, service OCB) are positively
and negatively related to CA (e.g. promotion, speed to CA).
Hence, the inconsistent results regarding the relationship
between OCB and CA do not permit much knowledge to the
existing literature; thereby, warranting a further empirical
exploration.
In the Malaysian context, a few empirical investigations
addressing individuals‟ CA have been reported (e.g. Ismail,
Kho Khian Jui & Zainal Shah, 2011; Ismail & Arokiasamy,
2007; Mat Zin, Ngah, Ismail, Ahmad Tajuddin, Abdullah &
Salleh, 2010; Poon, 2004; Zainal, 2009). However, there is still
lack of evidence regarding the influence of both task
performance and OCB on the intrinsic components of
individuals‟ CA. For example, teaching is one of the
professions that requires employee to display the voluntarily
behavior or OCB in order to help students and colleagues. In
Malaysia, teachers are responsible to manage the works
regarding curriculum and co-curriculum; and they are also
expected to give the extra cares in guiding students not only
during the school hours but also after school (Harian Metro, 30
September 2010). Thus, it may shows that teachers need to
perform more than what they have been assigned. This means
that task performance alone may not be enough for teachers to
fulfill their job requirements. Hence, some of voluntary works
such as OCBs (e.g. stay after school hours to help students with
class materials; stay in class during breaks in order to listen to
students) require them to perform beyond the formal job
requirements.
Teaching is a complex activity that requires professional
discretion; thus, OCB is a useful term to describe voluntary
teachers‟ behaviors that go the „extra mile‟ to help students and
colleagues succeed and that are not performance expectations
of their official roles (DiPoala, Tarter & Hoy, 2004). According
to George and Brief (1992), OCB is essential because schools
cannot anticipate through formally stated in-role job
descriptions for achieving goals. In the Malaysian context,
although the core business for teachers is based on teaching and
learning (Malakolunthu & Malek, 2008); however, teachers are
often expected to be knowledgeable, skillful, and dynamic in
action as resource managers, facilitators of learning and guide
to good moral behavior (Mohd Shahrom, 2009). Thus,
teachers‟ roles may not limit to perform the core business such
as teaching and learning (e.g. task performance) since teachers
are also expected to guide students to behave in good manners
during and after school (e.g. OCB). Hence, the roles of OCB
may also essential to fulfill the National Educational
Philosophy (NEP).
Apart from that, an important dimension which may be
taken into consideration in the performance appraisal process is
termed OCB (Christensen & Whiting, 2009). Performance
appraisal may provide the basis for pay and promotion (Grubb,
2007). Thus, it would have very much effect toward rewards
and career path (Yee & Chen, 2009). As suggested by DiPoala
et al. (2001) who call for a study to look on how OCB may be
rewarded in the school context, the researcher try to add some
new knowledge regarding the relationship between OCB and
CA.
III. INTRINSIC CAREER ADVANCEMENT (CA)
CA in particular, has attracted a lot of attention among both
academicians and practitioners since employees are motivated
to strive for better achievement in their life. People are being
encouraged to manage their own futures and building their own
career (Bridges, 1995). As stated by Zainal (2009), career tends
to be defined according to the nature and the purpose of a
study; thus, there are a wide range of definitions of career used
by various researchers.
Most researchers (e.g. Gattiker & Larwood, 1988; Jaskolka,
Beyer, & Trice, 1985; Judge et al., 1995) have divided CA into
the extrinsic and intrinsic components. According to Judge and
associates (e.g. Judge et al., 1995), extrinsic CA refers to
visible outcomes such as salary, promotion and ascendancy;
whereas, intrinsic CA refers to individuals‟ subjective appraisal
of their success such as job satisfaction, life satisfaction and
career satisfaction. Extrinsic success is relatively objective,
observable, and typically consists of highly tangible outcomes
such as pay and ascendancy (Jaskolka et al., 1985). Conversely,
intrinsic success is defined as individuals‟ subjective appraisal
of their success which is most commonly expressed in terms of
job satisfaction, and career satisfaction (Judge et al., 1995).
Receiving high pay and promotion does not necessarily
make people feel proud or successful (Hall, 2002). Thus,
individuals who achieve the extrinsic CA (e.g. promotion) may
or may not achieve the intrinsic CA (e.g. career satisfaction).
This is because the perception of intrinsic CA is different based
on the accumulative experience of individuals. According to
Korman, Wittig-Berman and Lang (1981), a person's own
internal perspective of success is important to consider because
a person who achieves success in the extrinsic (objective) CA
may not actually feel successful. Thus, it may mean that
although someone is promoted to a higher management level,
he may or may not feel successful throughout his career. Thus,
it may mean different things to different people. For example,
certain employee might see CA from the perspective of career
accomplishment such as satisfied with the progress that he has
made towards meeting his career goals; whereas, some
employee might define CA only from the monetary
perspective. Thus, the intrinsic measures may be more useful in
understanding the factors that underlie employees‟ CA in the
subjective way. Therefore, career satisfaction had been used as
the indicator of teachers‟ intrinsic CA in this study.
IV. TASK PERFORMANCE
The partition of job performance domain leads to the
distinction between behaviours that contribute to organization
effectiveness through task proficiency, and behaviours that
contribute to organization effectiveness in other ways
(Campbell, 1990; Katz & Kahn, 1978). This strand of job
performance research is further developed by Borman and
Motowidlo (1993). A key aspect of their work is the separation
of performance into two elements, which are task performance
and contextual (OCB) performance.
Task performance is defined by Borman and Motowidlo
(1993) as the effectiveness with which job incumbents perform
activities that contribute to the organization‟s technical core.
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They noted that position descriptions often emphasize job
activities involving task performance. Consequently, task
performance can also be defined as the proficiency with which
employees perform activities that are formally recognized as
parts of their job.
Williams and Anderson (1991) measured task performance
to the extent an employee fulfills the formal requirements of
the essential job duties. Therefore, task performance might also
be referred as to how well an employee performs the required
tasks associated with his or her jobs, and how well an employee
meets the official expectations. Organizations normally use
task performance as inputs in making decision regarding
employees‟ promotion. Employees who exhibit the expected
level of task performance will get the positive feedback
especially in the aspects of job promotion. To a large extent,
the work outcome of an employees‟ task performance will
determine the career path of the individual in an organization
(Carmeli et al., 2007).
Motowidlo (2003) defined task performance as the
organization‟s total expected value on task related proficiency
of an employee. In other words, task performance is the
behaviours related specifically to performing job-related
matters (Johari, Yahya & Omar, 2009). However, according to
Jamal (2007), task performance can be viewed as an activity in
which an individual is able to accomplish successfully the task
assigned for him or her, subject to the normal constraints of the
reasonable utilization of available resources.
Given that individuals‟ task performance is very essential to
be displayed by all employees in order to accomplish the
central task which had been assigned for them; therefore, the
link between task performance and individuals‟ intrinsic CA
should be investigated. Since there were limited studies has
been done to examine the impact of task performance on
individuals‟ intrinsic CA (Ismail et al., 2011; Mat Zin et al.,
2010; Mohd Rasdi et al., 2009a; Poon, 2004; Zainal, 2009);
thus, further examination is needed to understand on how task
performance may create an impact on teachers‟ intrinsic CA
especially in the Malaysian educational setting.
V. ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB)
The widespread interest in OCB grew out since employee
who behaves beyond the call of duty contributed to increase the
organizational effectiveness and performance (Podsakoff,
MacKenzie, Paine & Bachrach, 2000). As reported by
Podsakoff et al. (2000) over the past decade OCB research has
received considerable attention because of the good impact of
OCB that is believed can contribute to major success towards
organization effectiveness and functioning.
According to Organ (1988), OCB is defined as individual
behavior that is discretionary, not directly or explicitly
recognized by the formal reward system, but in the aggregate
promotes the effective functioning of the organization. The five
dimensions of OCB consist of altruism (e.g. behaviors directed
toward a specific person such as helping coworkers with work-
related tasks), conscientiousness (e.g. behaviors that go above
and beyond minimal expectations of good workers in areas
such as attendance and conservation of resources),
sportsmanship (e.g. behaviors such as tolerating minor
inconveniences without complaining), courtesy (e.g. involves
anticipatory acts that help someone else prevent a problem),
and civic virtue (e.g. constructive involvement or participation
in the overall organization).
However, the two-dimensional structure of OCB which is
known as OCBO and OCBI had been developed by Williams
and Anderson (1991). OCBO refers to behaviors which directly
benefit the organization in general (e.g. as volunteering to serve
on committees), while OCBI refers to behaviors which directly
benefit individuals within the organization (e.g. altruism and
interpersonal helping). More recently, Organ (1997) has been
acknowledged that OCB may be recognized and rewarded
during performance appraisals; and he redefined OCB as
performance that support the social and psychological
environment in which the task performance takes place.
In the educational context, OCB is a useful term to describe
voluntary and discretionary teacher behaviors that go the „extra
mile‟ to help students and colleagues succeed and that are not
performance expectations of their official role (DiPoala et al.,
2004). They stated that OCB in school is a matter of personal
choice and not an enforceable requirement of the role. Given
that there is no research that speaks to reward OCB in the
school context (DiPoala et al., 2004); thus, further investigation
is warranted to understand on how OCB may be rewarded
especially in the Malaysian educational setting.
VI. ORGANIZATIONAL JUSTICE (OJ)
In the last decade, OJ appeared as an important construct in
the Industrial-Organizational psychology (Greenberg, 1990a;
1990b). The term OJ was coined by Greenberg (1987), and is
defined as an individual‟s perception of and reactions to
fairness in an organization (Greenberg, 1987). According to
Cropanzo (1993), OJ is referred to the fair and ethical treatment
of individuals within an organization. In broad terms, OJ refers
to perceived fairness of interactions between employees and the
organization (Colquitt, 2001). OJ is a very complex area, with
many confusing terms and distinctions (Cropanzo, 1993).
Hence, OJ is conceptualized as a multidimensional construct.
Distributive justice is conceptualized as the fairness
associated with decision outcomes and distribution of
resources. The outcomes or resources distributed may be
tangible (e.g. pay) or intangible (e.g. praise). Perceptions of
distributive justice can be fostered when outcomes are
perceived to be equally applied (Adams, 1965). According to
Folger and Greenberg (1985), distributive justice is referred to
the perceived fairness or equity of the manner in which rewards
are distributed in organizations. The second dimension of OJ is
known as procedural justice. According to Leventhal (1980),
procedural justice is defined as the fairness of the processes
that leads to outcomes. When individuals feel that they have a
voice in the process or that the process involves characteristics
such as consistency, accuracy, ethicality, and lack of bias then
procedural justice is enhanced. Later, Leventhal and his
colleagues (Leventhal, Karuza & Fry, 1980) redefined the
previous definition of procedural justice and referred
procedural justice as the fairness of the formal or structural
process by which an allocation decision is determined. Other
scholars (Folger & Greenberg, 1985) however stated that
procedural justice is referred to the perceived fairness or equity
of the procedures used in making decisions regarding the
distribution of rewards.
The third type of justice, which is, interactional justice is
referred to the fairness of the interpersonal treatment that is
received during all allocation decision (Bies & Moag, 1986).
Behaving interactionally fair includes showing courtesy and
respect, and providing justification for decisions (Bies & Moag,
1986). Bies and Moag (1986) further stated that interactional
justice is also referred to the treatment that an individual
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receives as decisions are made and can be promoted by
providing explanations for decisions and delivering the news
with sensitivity and respect. Recently, interactional justice has
come to be seen as incorporating two specific types of
interpersonal treatment (Colquitt et al., 2001).
In the Malaysian context, less evidence was found
regarding the direct relationship between OJ and employees‟
task performance. Previous researchers (Annamalai, Abdullah,
& Alazidiyeen, 2010; Shaari et al., 2008) tend to focus their
study investigating the impact of OJ on performance evaluation
in the public sector. For example, a study conducted by
Annamalai et al. (2010) identified the influence of OJ and trust
towards teachers‟ trust (organizational level) and teachers‟
satisfaction in performance appraisal (individual level) with
organizational support as a mediator variable. This study
proved that OJ had a positive influence on teachers‟ trust
towards the organization and teachers‟ satisfaction in
performance appraisal. However, previous researchers
(Malakolunthu & Malek, 2008) claimed that there are many
drawbacks in the implementation of the evaluation system in
Malaysian schools which may lead to the injustice situations.
Although there was a study to examine the relationship
between OJ and performance evaluation in the Malaysian
context, to the best of researcher knowledge less is known
regarding the direct relationship between OJ and individuals
task performance particularly among the school teachers.
Equally important, employees‟ perceptions of fairness
towards OCB are also essential to be investigated since they
will ultimately affect the organizational success (Johnson,
Selenta & Lord, 2006, 2006). Although a good number of study
has been conducted in the past to examine the relationship
between OJ and OCB in the Malaysian context (Hemdi &
Nasurdin, 2008; Nasurdin, 2001; Nasurdin & Ramayah, 2005),
Hassan and Noor (2008) claimed that the extent to which these
findings can be generalized to non-western work contexts is
still under-explored. Although Abdullah, Ngang and Ismail
(2007) reveal some evidence regarding the impact of OJ on
teachers‟ altruism (one out of five OCB dimensions as
partitioned by Organ, (1988), in the educational context; less is
known regarding the broader impact of OJ dimensions (e.g.
distributive, procedural, interactional) particularly on teachers‟
OCB. Therefore, further research on studying the three
dimensional of OJ is essential and need to be done to
understand the effect.
As reported by Shaari et al. (2008) teachers who hold heavy
responsibilities should be fairly evaluated by giving the
appropriate rewards and advancement. Thus, Shaari et al.
(2008) claimed that if teachers‟ performance is not fairly
evaluated, then Malaysia may face a demotivated teaching
force. There, there is a need to empirically test the impact of OJ
particularly on teachers‟ intrinsic CA in term of career
satisfaction. In this study, the three dimensions of justice may
also relevant to be applied in the Malaysian educational context
with several assumptions. First, this study assumes that when
outcome such as CA is allocated in line with teacher‟s
expectations, he perceives the distributive justice. Second,
when a teacher is involved in the career decision-making
process and when the career decision-making process is based
on a consistent and unbiased process, the teacher perceives the
procedural justice. Third, when a teacher receives the same
interpersonal treatment during the career decision-making
process; and when a teacher gets the clear information related
to the career decision process made by the schools, the teacher
perceives the interactional justice.
Given the above empirical evidences, the researcher
assumes that the extent to which teachers will obtain CA may
depend on the role of OJ. Therefore, OJ appears as an essential
aspect in determining teachers‟ CA. Although there are several
career path for teachers according to Laluan Kerjaya Pegawai
Perkhidmatan Pendidikan (Ministry of Education – MOE,
2009), the ways teachers perceive each dimensions of justice
may influence the achievement of teachers‟ CA. Since the three
dimensions of Colquitt (2001) justice are important to be
examined in the Malaysian educational context, it motivates the
researcher to empirically investigate each dimension of OJ
factor in this study.
Therefore, this study is conducted to examine the influence
of teachers‟ task performance and OCB on career satisfaction.
Next, the role of OJ as a moderator in the relationship between
task performance and OCB on teachers‟ career satisfaction will
be investigated. Please refer to the proposed conceptualized
framework as given in Figure 1.
FIGURE 1 – CONCEPTUAL FRAMEWORK
VI. SAMPLE, DATA COLLECTION AND INSTRUMENTATION
The population of this research includes all teachers from
all Primary Schools in one of state located in the northern
region of Peninsular Malaysia. The data regarding teachers‟
task performance, OCB, OJ and career satisfaction had been
obtained from the perspective of teachers (self-ratings). The
population size of this study is equal to 17,467 teachers. This
study has utilized the mail survey in order to get the required
information.
There are seven (7) questions have been developed in order
to obtain data regarding the demographic background for all
respondents. By using nominal scale, three (3) questions
concerning teachers‟ gender, race and qualification has been
developed. The next four (4) questions in the demographic
section are based on ratio scale. These questions concerning
about the respondents‟ age, the year of the respondents‟ first
appointment as teachers, the year of respondents‟ first
confirmation as teachers, and the total years of respondents‟
experience as teachers after they get the confirmation. As for
the intrinsic CA, the Greenhaus, Parasuraman and Wormley
(1990) scale of career satisfaction is fully adopted.
Fourteen (14) questions had been specifically designed in
order to gain data regarding teachers‟ task performance based
on the AWPR Form. AWPR Form is the form which had been
used by all government servants in the performance appraisal
process (PSDM, 2002). The instrumentation for teachers‟ OCB
is adopted from DiPoala et al. (2004) measurements. As for the
OJ instrument, the four (4) dimensional measures as developed
by Colquitt (2001) had been first adopted. However, after
researcher conducted the factor analysis test the items emerged
Task Performance
OCB
Career Satisfaction
Distributive
Procedural
Interactional
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into three-factor solution (e.g. distributive, procedural,
interactional justice). All Likert Scales range from (1) strongly
disagrees to (5) strongly agree for intrinsic CA, OCB and OJ.
As for task performance, the researcher also followed the
evaluation scale which had been taken from the AWPR Form;
which ranged from 1 (very low) to 10 (very high).
Table 1 indicates the measures of the study variables used
for the questionnaire in the study.
TABLE 1 – INSTRUMENTATION OF STUDY VARIABLES
Study Variables Items Number Source of Scale
Demographic 7 -
Intrinsic CA 5 Greenhaus et al. (1990)
Task Performance 14 Based on AWPR Form
OCB 12 DiPoala et al. (2004)
OJ 18 Colquitt (2011)
VII. DESCRIPTIVE ANALYSES
Based on Questionnaires Set, the findings show that the
distribution of gender is higher for females with a total of 298
female respondents (76.4%). On the other hand, there are 92
male respondents or 23.6 percent out of the total respondents.
The age of the respondents show that over half of the
respondents (52.05%) are in the range age of „30 to 39 years‟
old. There are 28.72 percent of the respondents come in the
range age of „40 to 49 years‟ old. Apart from that, 15.13
percent of respondents are in the group of age „below 30 years‟
old. The remaining 4.1 percent comes from the category of age
which „50 years and above‟.
VIII. MEANS, SD, MINIMUM AND MAXIMUM VALUES
The mean for all variables are relatively high, with the
mean all exceeding the scale mid-point of 3 except for the task
performance which used the ten-point scale. The mean of task
performance of teachers based on their personal self-ratings
was also high at the score of 7.20. Apart from that, it also
shows that teachers have the high level of OCB with the mean
score at 4.06. Therefore, it confirmed that all respondents
already practiced the high level of voluntary behaviour in the
working life even though the work activities were not expected
by the management representatives.
The dimension of interactional justice appeared as the
highest among the other three dimensions of OJ with the score
of mean at 4.01. The other two dimensions of OJ namely;
distributive justice and procedural justice reported the score of
means at 3.81 and 3.70 each. The minimum of 1.00 for
distributive justice and 1.25 for procedural justice indicate that
some of the respondents are not comfortable with the level of
both perceived OJ factors in the primary school context. This
could be due to the failure of the management representative in
some aspects of work distribution which is consistent to
rewards. Also, this could be due to the failure of the
management representative in implementing procedures which
is consistent to the allocations of teachers‟ rewards. However,
the minimum of 2.25 for interactional justice shows that some
of the primary school teachers were already satisfied with the
way management representative interacted with them in term of
giving information related to teachers‟ promotion.
The maximum of 10.00 for task performance indicate that
some of the respondents highly perceived that they fully
performed their job description as expected by the management
representatives. Similarly, the maximum score of 5.00 for OCB
also show that some respondents perceived that they are fully
committed with the maximum roles such as OCB activities.
Apart from that, the SD for career satisfaction and OCB are
at 0.67 and 0.40 each. As for the dimensions of perceived OJ,
the SD‟s are 0.55 for interactional justice, 0.64 for distributive
justice and 0.58 for procedural justice. These results show that
most respondents are close to the mean for all these variables.
Finally, SD for task performance reports the highest value with
the score of 1.13.
IX. CORRELATION ANALYSES
Correlations between self-ratings of CA, task performance
and OCB showed bivariate relationship among all the
variables. Tests on intrinsic CA dimension which had been
measured in term career satisfaction is presented in Table 2.
TABLE 2 – INTER-CORRELATION BETWEEN VARIABLES
Variables 1 2 3 4 5 6
1. Interactional -
2. Distributive .28** -
3. Procedural .27** .00 -
4. TP .26** .08 .05 -
5. OCB .30** .09 .09 .62** -
6. CS .33** .29** .13* .20** .11** -
*Correlation is significant at the .05 level (2-tailed),
**Correlation is significant at the .01 level (2-tailed)
X. REGRESSION ANALYSES
Self-ratings of task performance (β=.22, t=3.45, p=.00) was
significantly related to career satisfaction. However, the result
presented that OCB is not significantly related to career
satisfaction (β=-.03, t=-.42, p=.68). Please see Table 3.
The results presented that there are significant relationships
between interactional justice (β=.21, t=4.40, p= .00),
distributive justice (β=.28, t=6.02, p=.00) and procedural
justice (β=.13, t= 2.76, p=.01) with career satisfaction.
The only significant interaction reported which is based on
the entry of the two way interactions is the interaction between
OCB and distributive justice (β=.11, t=1.66, p=.01) to teachers
career satisfaction.
TABLE 3 – HIERARCHICAL MULTIPLE REGRESSION EVALUATING THE
EFFECT OF TASK PERFORMANCE AND OCB ON CAREER
SATISFACTION
Β t p R2
R2
∆ F Change
Model 1 - Main Effect .04 - 8.43
Task Performance .22 3.45 .00*
OCB -.03 -.42 .68
Model 2 – Moderators .17 .13 16.07
Interactional Justice .21 4.40 .00*
Distributive Justice .28 6.02 .00*
Procedural Justice .13 2.76 .01*
Model 3 - Two Way Interactions .21 .04 9.07
Task Performance * Interactional Justice -.07 -1.16 .25
Task Performance * Distributive Justice .05 .70 .48
Task Performance * Procedural Justice .07 1.27 .21
OCB * Interactional Justice .05 .72 .47
OCB * Distributive Justice .11 1.66 .01*
OCB * Procedural Justice .05 .91 .36
*p<0.05; **p<0.01
XI. DISCUSSION AND CONCLUSION
There was a significant relationship between self-ratings of
teachers‟ task performance and career satisfaction. However,
there was no significant relationship between self-ratings of
teachers‟ OCB and career satisfaction. Therefore, teachers‟ task
performance is a predictor of teachers‟ intrinsic CA in term of
career satisfaction.
Although Bergeron (2004) concludes that OCB may take
time to show it benefits towards an individual, the benefits of
6. International Journal of Technical Research and Applications e-ISSN: 2320-8163,
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75 | P a g e
OCB did not reflected on teachers‟ rewards from the
perspective teachers in the Malaysian context. According to
Oplatka (2009), OCB in teachers is related to the school‟s
image and a cooperative, collegial school climate. This study
finds that OCB is not significantly related to intrinsic CA
(career satisfaction) in the perspective of teachers. This may be
because teachers do not expect that OCB is something that may
relate to their personal career expectation particularly towards
their career satisfaction level.
As stated by Oplatka (2009), in the perspective of teachers,
OCB leads to better students‟ achievements, positive emotions
towards class and school, and improve discipline in school.
Hence, in the view of teachers, OCB has been displayed
without the expectation to gain any benefits, particularly
towards their personal convenience such as the career
satisfaction; but OCB has been performed in order to help the
school to enhance its performance. Therefore, it confirms the
argument of Oplatka (2009) who states that the benefits for
teachers (like service providers) who perform OCB seem to be
marginalized. Notably, in the perspective of teachers, the
performance of OCB‟s is subjectively related to teachers‟ self-
fulfillment, enthusiasm and well-being (Oplatka, 2009).
In term of the moderator effect, it was found that all factors
of justice are significantly related to teachers‟ career
satisfaction. Therefore, all these justice factors are the set of
predictor of teachers‟ career satisfaction in the Malaysian
educational context. These findings are in line with the findings
of Bagdadli, Roberson and Poaletti (2006) who present that OJ
in the factors of distributive justice and procedural justice are
significantly associated with career satisfaction. Also, these
findings are consistent with the findings of Jamali and Nejati
(2009) who found that the enhancement of the interactional
justice factor can decrease the barriers for CA among
academicians in the Iranian society.
In term of the interacting effect, the only significant
interaction is reported on the significant interaction effect
between distributive justice and OCB to the level of teachers‟
career satisfaction. In other words, although the findings of this
study proved that there is no interaction between task
performance and any factor of perceived OJ to teachers‟ career
satisfaction, this study reveals that there is a significant
interaction between OCB and distributive justice to teachers‟
career satisfaction (β=.11, p=.01). Therefore, this study is
consistent with the study of Hemdi and Nasurdin (2008) who
indicate that distributive justice perception is significantly
related to OCB.
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