The document analyzes factors influencing job satisfaction in the telecom and finance sectors in Turkey. It conducted surveys of employees in these sectors to assess job satisfaction levels and the importance of various motivators and fringe benefits. The key findings were:
- Employees in the telecom sector reported higher overall job satisfaction than the finance sector.
- Intrinsic factors like the work itself were more satisfying to telecom employees, while finance employees were equally satisfied by intrinsic and extrinsic factors.
- The top satisfying factors for each sector differed, such as coworker relationships for finance and autonomy for telecom.
- Fringe benefits were found to impact job satisfaction levels between the sectors.
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
A Literature Review on Organizational Commitment – A Comprehensive SummaryIJERA Editor
The paper encapsulates the evolution of the concept of organizational commitment, and its constructs. It focuses and analyses the literature findings of organizational commitments over the last five decades. It categorizes the approaches into six broad eras, each era being an extension and modification over the preceding ones. This review paper brings to the fore the theories that have emerged in the body of knowledge regarding commitment in organizations in a chronological order, starting from the side bet theory to the more recent multiple commitment approach. The gaps in the theories proposed have been identified and reviewed critically. It is difficult to conceptualize and measure organizational commitment as it encompasses a vast and highly diverse body of knowledge. Due to this it becomes difficult to interpret and conclude from the existing bodies of literature. The paper also highlights the importance of recognizing the individual/employee‟s perspective towards organizational commitment.
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
A Literature Review on Organizational Commitment – A Comprehensive SummaryIJERA Editor
The paper encapsulates the evolution of the concept of organizational commitment, and its constructs. It focuses and analyses the literature findings of organizational commitments over the last five decades. It categorizes the approaches into six broad eras, each era being an extension and modification over the preceding ones. This review paper brings to the fore the theories that have emerged in the body of knowledge regarding commitment in organizations in a chronological order, starting from the side bet theory to the more recent multiple commitment approach. The gaps in the theories proposed have been identified and reviewed critically. It is difficult to conceptualize and measure organizational commitment as it encompasses a vast and highly diverse body of knowledge. Due to this it becomes difficult to interpret and conclude from the existing bodies of literature. The paper also highlights the importance of recognizing the individual/employee‟s perspective towards organizational commitment.
Effect of Work Motivation and Incentives on Employee Performance at COCO Gas ...ijtsrd
This study uses qualitative research methods that contain numbers. The population in this study was all employees at COCO gas station HM.Yamin Medan. Sampling with sampling techniques saturated with samples of 26 employees. Data collection techniques using the dissemination of questionnaires with a likert scale that has 5 alternative answers. And analyzed using multiple linear regressions and coefficients of R2 determination with SPSS software for windows version 16.The results showed the following 1 Work motivation has a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 2 Incentives do not have a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 3 There is a positive and significant influence between work motivation and incentives on employee performance at COCO gas stations HM.Medan yamin with correlation coefficient R of 0.724 and determination coefficient R2 of 0.524. This means that 52.4 of employees performance is at COCO gas stations HM.Yamin Medan was influenced by work motivation and incentives, while the other 47.6 was determined by other variables not described in this study. Fahri Setidi | Abdul Fadly Syahana | Edward Alezandro Lbn. Raja | Karina Silaen "Effect of Work Motivation and Incentives on Employee Performance at COCO Gas Station Hm. Yamin Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47630.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/47630/effect-of-work-motivation-and-incentives-on-employee-performance-at-coco-gas-station-hm-yamin-medan/fahri-setidi
Emotional intelligence has been a buzzword of the 21st century. Whereas the previous 100 years revolved around IQ and its implications the modern digital economy lays more stress on the vitality of emotional intelligence and how it can be a pivotal factor in the growth and success of an individual. This study meticulously examines the impact of emotional intelligence of employees on their job satisfaction, job performance and work engagement. The study was conducted on a carefully selected sample size of 150 employees currently part of the telecommunication ecosystem of Pakistan. The results of the study show a very strong correlation between the emotional intelligence of individuals vis a vis the variables that are associated with employment i.e. job satisfaction, job performance and engagement at work. The literature explains in depth about the internal emotional state of employees and how it has a direct impact on their job attitude. This research is important from the fact that it will help employers in the telecommunication industry to understand the factors which lead to positive and enhanced emotional intelligence since it will have a direct impact on overall organizational performance.
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.
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.
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.
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.
Medical Conferences, Pharma Conferences, Engineering Conferences, Science Conferences, Manufacturing Conferences, Social Science Conferences, Business Conferences, Scientific Conferences Malaysia, Thailand, Singapore, Hong Kong, Dubai, Turkey 2014 2015 2016
Global Research & Development Services (GRDS) is a leading academic event organizer, publishing Open Access Journals and conducting several professionally organized international conferences all over the globe annually. GRDS aims to disseminate knowledge and innovation with the help of its International Conferences and open access publications. GRDS International conferences are world-class events which provide a meaningful platform for researchers, students, academicians, institutions, entrepreneurs, industries and practitioners to create, share and disseminate knowledge and innovation and to develop long-lasting network and collaboration.
GRDS is a blend of Open Access Publications and world-wide International Conferences and Academic events. The prime mission of GRDS is to make continuous efforts in transforming the lives of people around the world through education, application of research and innovative ideas.
Global Research & Development Services (GRDS) is also active in the field of Research Funding, Research Consultancy, Training and Workshops along with International Conferences and Open Access Publications.
International Conferences 2014 – 2015
Malaysia Conferences, Thailand Conferences, Singapore Conferences, Hong Kong Conferences, Dubai Conferences, Turkey Conferences, Conference Listing, Conference Alerts
Luxury, safety, design, value and performance are all hot buttons in any discussion about marketing automobiles. But they pale in comparison to the influence of technology. And influence is the new currency.
This study explores what is shaping influential conversations at the intersection of new vehicle purchasing and technology and identifies the major players in each category.
Effect of Work Motivation and Incentives on Employee Performance at COCO Gas ...ijtsrd
This study uses qualitative research methods that contain numbers. The population in this study was all employees at COCO gas station HM.Yamin Medan. Sampling with sampling techniques saturated with samples of 26 employees. Data collection techniques using the dissemination of questionnaires with a likert scale that has 5 alternative answers. And analyzed using multiple linear regressions and coefficients of R2 determination with SPSS software for windows version 16.The results showed the following 1 Work motivation has a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 2 Incentives do not have a positive and significant effect on the performance of employees at COCO gas stations HM.Yamin Medan, 3 There is a positive and significant influence between work motivation and incentives on employee performance at COCO gas stations HM.Medan yamin with correlation coefficient R of 0.724 and determination coefficient R2 of 0.524. This means that 52.4 of employees performance is at COCO gas stations HM.Yamin Medan was influenced by work motivation and incentives, while the other 47.6 was determined by other variables not described in this study. Fahri Setidi | Abdul Fadly Syahana | Edward Alezandro Lbn. Raja | Karina Silaen "Effect of Work Motivation and Incentives on Employee Performance at COCO Gas Station Hm. Yamin Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47630.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/47630/effect-of-work-motivation-and-incentives-on-employee-performance-at-coco-gas-station-hm-yamin-medan/fahri-setidi
Emotional intelligence has been a buzzword of the 21st century. Whereas the previous 100 years revolved around IQ and its implications the modern digital economy lays more stress on the vitality of emotional intelligence and how it can be a pivotal factor in the growth and success of an individual. This study meticulously examines the impact of emotional intelligence of employees on their job satisfaction, job performance and work engagement. The study was conducted on a carefully selected sample size of 150 employees currently part of the telecommunication ecosystem of Pakistan. The results of the study show a very strong correlation between the emotional intelligence of individuals vis a vis the variables that are associated with employment i.e. job satisfaction, job performance and engagement at work. The literature explains in depth about the internal emotional state of employees and how it has a direct impact on their job attitude. This research is important from the fact that it will help employers in the telecommunication industry to understand the factors which lead to positive and enhanced emotional intelligence since it will have a direct impact on overall organizational performance.
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.
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.
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.
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.
Medical Conferences, Pharma Conferences, Engineering Conferences, Science Conferences, Manufacturing Conferences, Social Science Conferences, Business Conferences, Scientific Conferences Malaysia, Thailand, Singapore, Hong Kong, Dubai, Turkey 2014 2015 2016
Global Research & Development Services (GRDS) is a leading academic event organizer, publishing Open Access Journals and conducting several professionally organized international conferences all over the globe annually. GRDS aims to disseminate knowledge and innovation with the help of its International Conferences and open access publications. GRDS International conferences are world-class events which provide a meaningful platform for researchers, students, academicians, institutions, entrepreneurs, industries and practitioners to create, share and disseminate knowledge and innovation and to develop long-lasting network and collaboration.
GRDS is a blend of Open Access Publications and world-wide International Conferences and Academic events. The prime mission of GRDS is to make continuous efforts in transforming the lives of people around the world through education, application of research and innovative ideas.
Global Research & Development Services (GRDS) is also active in the field of Research Funding, Research Consultancy, Training and Workshops along with International Conferences and Open Access Publications.
International Conferences 2014 – 2015
Malaysia Conferences, Thailand Conferences, Singapore Conferences, Hong Kong Conferences, Dubai Conferences, Turkey Conferences, Conference Listing, Conference Alerts
Luxury, safety, design, value and performance are all hot buttons in any discussion about marketing automobiles. But they pale in comparison to the influence of technology. And influence is the new currency.
This study explores what is shaping influential conversations at the intersection of new vehicle purchasing and technology and identifies the major players in each category.
Allison Leahy - How To Grow and Scale A Global Community TeamFeverBee Limited
Allison Leahy is the community manager responsible for growing and scaling FitBit's rapidly emerging community. She has to deal with language barriers and daily challenges of ensuring everyone communicates effectively.
Jennifer Sable Lopez - How To Make SEO An Integral Part Of Your Community Str...FeverBee Limited
Jenn Lopez, director of community at Moz, is one of the world's top experts in using SEO to improve an existing community. In this talk she will highlight specific steps you can take to increase the SEO ranking of your community and get a LOT more traffic.
Joe Cothrel - How To Increase Engagement In An Existing Online CommunityFeverBee Limited
Lithium's Chief Community Officer Joe Cothrel will teach you how to increase engagement in your existing community. Joe has trained many of the world's top community professionals and will highlight his top tactics here.
Top 15 Findings from the 2015 Schooling in America SurveyEdChoice
With the close of another school year and a boom of expansive school choice programs in 2015 comes curiosity about the progress of K–12 education in the United States.
Is it advancing? Is it going well? How might it improve?
The Friedman Foundation for Educational Choice's recently released 2015 Schooling in America Survey aims to tap public opinion to answer those questions and more. Check out the top 15 key findings from the full report here!
Find the full report at http://www.edchoice.org/NationalSurvey2015
Justin Isaf - How To Reduce Your Moderation CostsFeverBee Limited
Justin Isaf, formerly of the Huffington Post and now of Communl, will take you through a specific, detailed, process of reducing your moderation costs to fractions of pennies - and save millions in the process
As the U.S. solar market expands, we hope that Solar Market Insight will provide an invaluable decision-making tool for installers, suppliers, investors, policymakers and advocates alike.
This report contains data from Q1 2012 on the U.S. solar market.
This is a presentation I gave at the Fred Reichheld NPS Masterclass which took place on May 10, 2012 in Breda.
The presentation is part of a series on customer-centricity, which is linked to my recent book "So You Want To Be Customer-Centric?"
Jeff Atwood - How To Optimize Your Community PlatformFeverBee Limited
Jeff Atwood is the co-founder of StackExchange, one of the world's largest and most successful communities, and Discourse - the most modern community platform in existence today.
Breaking Down "A Win-Win Solution: The Empirical Evidence on School Choice"EdChoice
Proponents of private school choice make a wide array of claims about its benefits. They claim competition will spur public school improvement; vouchers will reduce the cost of education; students who get vouchers will show achievement gains; school choice will improve integration in schools and more. A vast body of research on whether school choice programs work now exists.
The fourth edition of A Win-Win Solution: The Empirical Evidence on School Choice examines 100 empirical studies of school choice programs in one convenient report.
Has school choice had the effect predicted by some economists, education experts, and millions of parents? Do the results argue for wider experiments or the adoption of broad-based vouchers or education savings accounts? This Slideshare features the definitive research.
You may find the full report, A Win-Win Solution, on the Friedman Foundation website here: http://www.edchoice.org/Win-Win
How To Develop Value Propositions, for CIOsWalter Adamson
CIO Business Innovation Series. Paul DiModica, author of the book “Sell Technology: Technology Sales Is a Premeditated Sport”, talks about technology salesmen:
Q: What are the top mistakes people make when selling technology? Well, first of all, most of them come to sell instead of listen. They're not prepared, and they tend to shoot from the hip. Secondly, they don't know what they're selling.
Q: They don't understand their product? No, it's deeper than that. They don't understand the value of what they're selling and, consequently, can't explain its value. And thirdly, they sell technology instead of a solution.
If your IT leadership team is having the same problems, then you are not alone.
Learn how to solve the problem.
Cloud security enforcer - Quick steps to avoid the blind spots of shadow itIBM Security
Quick steps to avoid the blind spots of shadow it- Cloud security enforcer webinar- available on demand here: https://securityintelligence.com/events/quick-steps-avoid-blind-spots-shadow/
Today’s Enterprise faces a number of “blind spot” challenges involving shadow IT and mobile users. With today’s fast paced technology, those blind spots are becoming more visible and easy to avoid. With IBM Cloud Security Enforcer, you can avoid View this webinar to learn:
- How can I discover and eliminate Shadow IT, even on mobile devices?
- How can I leverage existing technology to reduce costs for the company?
- How can I mitigate risk from non-compliance with regulations and security?
- Why do I have to spend additional money and time to integrate vendor products?
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
Well Being, Fairness, and Supervisor’s Ability and Support IJSRP Journal
To maximize work outcomes and increase the opportunity for organizations to achieve their goals in today’s society, organizations must prioritize their employees’ well-being. Research suggests that several factors can impact employees including: affective well-being, employee perception of fairness, perception of supervisors’ skills and Family Supportive Supervisor Behaviors (FSSB). To investigate the relationship between employees' affective well-being, their perceptions of fairness, their perceived ability and FSSB, a study was conducted using a total of 395 participants, who were selected using convenience sampling. Participants completed a survey by answering three questionnaires, which measured the constructs, and the pertinent demographics. The instruments used were the Job-related Affective Well-being Scale (JAWS), the Equity/Fairness subscale from the International Personality Item Pool, the Ability subscale, and the Creative work-family management subscale from the Handbook of Management Scales, respectively. Results of this study found a moderate positive correlation between employees’ affective well-being and the following variables: perception of fairness (r=.301, p=.000), perceived supervisor’s ability (r=.401, p=.000), and FSSB (r=.377, p=.000), as well as between employees’ perception of fairness and managerial skills of their supervisors (r=.347, p=.000). Findings confirmed hypotheses and the relationship among variables. The study’s findings have implications for managers’ performance and for HR practices.
This study explores the potential role of adverse working conditions at the workplace in the determination of on-the-job search in the Finnish labour market. The results reveal that workers currently facing adverse working conditions have greater intentions to switch jobs and they are also more willing to stop working completely. In addition, those workers search new matches more frequently. There is evidence that adverse working conditions consistently increase the level of job dissatisfaction and, in turn, it is job dissatisfaction that drives workers’ intentions to quit and intensifies actual job search.
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
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
Emotional Intelligence (EI) Quotient-based Psychological Contract Impact on E...IJAEMSJORNAL
Research relates to investigating association of emotional intelligence with employee’s satisfaction, whether it safeguard the relationship between employee and employer, whether it effects on employee’s satisfaction, fairness perception, promotion and privileges. In hypothesis 1, emotional intelligence effects on employee’s satisfaction based psychological contract. In hypothesis 2, emotional intelligence effects on fairness perception based psychological contract. In hypothesis 3, emotional intelligence effects on promotion and privileges based psychological contract. Quantitative method applied in this study and distributed questionnaires for data collecting in four different mobile companies, 100 from private sector and 100 from public sector.
The Georgia Army National Guard has significantly improved its end-strength over the last eight years growing from 8700 to our current authorized strength of 11,100. This increase was the result of changes to our state's strength management philosophy, a transformation of the recruiting and retention force, and re-stationing of units to capitalize on demographics and spread capabilities across the state. The document that served as the catalyst for our strategic success can be found at the link to this message. The paper outlines the theory-research-application, and implication of focusing the Recruiting and Retention force on quality accessions and orienting them through the Recruit Sustainment Program while leaving retention duties on the chain of command. This model, to include the recruit sustainment program, was replicated nationally. The philosophy, coupled with the GA Recruiting and Retention Battalion 3-Year Strategic Transformation Plan, have been credited with significantly influencing the entire ARNG's direction and subsequent turn-around from end-strength decline to growth.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Sectoral Comparison of Factors Influencing Job Satisfaction for Telecom and Finance Sectors in Turkey
1. SECTORAL COMPARISON OF FACTORS
INFLUENCING JOB SATISFACTION
FOR TELECOM AND FINANCE SECTORS
IN TURKEY
HÜSEYİN KIRAN
Boğaziçi University
Prof. Dr. Hayat KABASAKAL
JANUARY ’11
2. TABLE OF CONTENTS
1)
INTRODUCTION…………………………………………………. 3
2)
OBJECTIVE OF THE STUDY…………………………………... 4
3)
BACKGROUND…………………………………………………… 5
4)
METHODOLOGY………………………………………………… 11
5)
FINDINGS………………………………………………………….. 12
6)
CONCLUSION…………………………………………………….. 18
7)
REFERENCES…………………………………………………….. 19
2
3. 1) INTRODUCTION
Researchers have tried to define the concept of satisfaction many times, and they all came
up with the definition that the satisfaction is the final state of a psychological process. (qtd.
in Bernal, Castel, Navarro and Torres, 2005). After reviewing and comparing most of the
existing definitions, Bernal, Castel, Navarro, and Torres defined the satisfaction as
“a summary and affective response of variable intensity that is centered on the specific
aspects of the acquisition and/or the consumption and that takes place at the exact moment
when an individual evaluates the object.” (2005)
Job satisfaction, on the other hand, Locke (1969) stated that job satisfaction is a function of
the perceived relationship between what one wants from his or her job and what one
perceives it offers. ( qtd in Lund, 2003) In another definition, Locke (1976) described it as
“a satisfying or positive emotional state resulting from the appreciation of one’s job or job
experience”. (qtd in Eskildsen,Kristensen and Antvor 2010).
According to Weiss (2002) job satisfaction is about how people’s feelings about their jobs
and its different aspects. (qtd. in Lund, 2003)
Job satisfaction is found to be dependent on various factors that can be grouped into two
following categories that are depicted by Reiner and Zhao in 1999,
(1) The personal characteristics of employees
(2) The characteristics of the job itself. (qtd. in Bernal, Castel, Navarro and Torres, 2005)
3
4. In some researches, job satisfaction is stated to be dependent on personal characteristics
like the national culture (Eskildsen, Kristensen and Antvor 2010) , age (Bernal, Castel,
Navarro and Torres, 2005) and gender (Savary, 1996) whereas others focused on jobrelated characteristics like organizational culture ( Lund, 2003), workplace flexibility
(Origo and Fagani, 2008) , rank (Oshagbemi, 1997) and organizational identification
(Tuzun, 2009).
2) OBJECTIVE THE STUDY
Job satisfaction can be considered as an important factor that affects employee motivation
and commitment. In the literature, there are numerous researches that were conducted to
analyze the factors affecting job satisfaction. This study focuses on two different sectors in
Turkey, which are banking and telecommunications. Aim of this study is to see the
differences between finance and telecommunications sectors in terms of factors affecting
job satisfaction.
Job satisfaction is particularly important for the sectors that recognize the importance of
service quality and psychology of employees. Thus, banking and telecommunications
sectors are selected as the subject of the study since service quality is more important for
those sectors than it is for the others.
Especially, fringe benefits provided in those sectors are of great importance in the scope of
this study. Fringe benefits can be defined as various non-wage compensations provided to
employees in addition to their regular salaries. Since those sectors are expected to differ in
the kind and amount of fringe benefits provided to the employees, those benefits are
expected to be determinant in differentiating the levels of job satisfaction in those sectors.
4
5. In the literature, there is a limited number of researches on fringe benefits. This study aims
to focus on fringe benefits as well as the other motivators that have effect on the level of
job satisfaction. Although there were numerous studies investigating the factors affecting
job satisfaction, limited researches were done in Turkish setting. Thus, the results of this
study will provide a deeper insight about the situation in Turkey.
The findings of this study will guide to firms and future academic studies as it discusses
the implications regarding employee motivation and commitment in terms of factors
affecting job satisfaction.
Especially firms can benefit from the findings of the study in order to increase job
satisfaction level among the employees adopting the right kind motivators and fringe
benefits in their human resources policies.
3) Background
In 1996, Stewart stated that employee satisfaction turned out to be one of the main
corporate objectives. Unless the employees do not feel satisfied or do not identify with the
company, organizations can not reach competitive levels of quality in product and
customer service. (qtd. in Bernal, Castel, Navarro and Torres, 2005)
Besides its humanitarian aspect, extensive researches have been done in various
organizations for work-related objectives due to the implicit assumptions that job
satisfaction has an effect on productivity, absenteeism, turnover, job performance and
extra-role behavior. (Oshagbemi, 1999)
5
6. In 1982, Forgionne and Peeters conducted a survey among a sample of 450 managers
selected from various organizations in the U.S. It was found that job satisfaction of
managerial levels was higher than those of subordinates. Similarly, it was depicted that
rank was a significant determinant of employees’ level of job satisfaction by Miles in
1996. ( qtd. in Oshagbemi, 1999)
Although money has been used as the major motivator for employees in increasing their
productivity by many managers, from a large amount of research (Lawler,1971;
Calicoat,Entrekin and Grant, 1974; Entrekin, Popp,Soutar and Urquhart,1976) , it has been
found that money is ranked the third or fourth most important factor. (qtd. in Savery, 1996)
Locke, in 1976, suggested that there are seven working conditions positively associated
with job satisfaction. These conditions are as follows:
(1) mentally challenging work with which the individual can cope successfully
(2) personal interest in the work itself
(3) work which is not too tiring physically
(4) rewards for performance in line with personal aspirations that are just and understood
(5) working conditions which are compatible with the individual’s physical needs and
work goals
(6) high self-esteem on the part of the employee
(7) help in attaining interesting work, pay, and promotions and in minimizing role conflict
and ambiguity
6
7. Thus, it appears that conditions which meets expectations and can be classified as intrinsic
motivators are important in increasing the desired level of job satisfaction for an individual
or at least preventing job dissatisfaction. (qtd. in Savery, 1996)
Organizational culture was found to be another factor affecting the level of job satisfaction
among employees. Researchers (Baker, 1980; Deal and Kennedy, 1982; Peters and
Waterman, 1982) stated that there are rituals, pass along corporate myths and stories,
jargon that the members of an organization engage in and those practices may prevent the
management from achieving organizational goals. (qtd. in Lund, 2003)
Kilmann, in 1985, described corporate culture as
“the shared philosophies, ideologies, values, assumptions, beliefs, expectations, attitudes
and norms” that keep an organization together. (qtd. in Lund, 2003)
In another definition, Uttal described it as
“a system of shared values (what is important) and beliefs (how things work) that interact
with a company’s people, organizational structures, and control systems to produce
behavioral norms.”
It was found that clan and adhocracy corporate cultures tend to have higher levels of
employee job satisfaction. Thus, to increase the level of job satisfaction among his
employees, managers should promote teamwork and loyalty as well as innovation and
7
8. entrepreneurship. The bureaucratic structure of hierarchies may not bring about to the
desired level of job satisfaction needed to encourage loyalty and long-term commitment to
the organization. (Lund, 2003)
Former studies have shown that positive identification with the organization increases
motivation, the level of job satisfaction and commitment. On the other hand, Pratt (1998)
and van Dick (2004) stated that conflicts within an organization and turnover are reduced
by positive identification. (qtd. in Tuzun, 2009)
In 1992, Mael and Ashforth described organizational identification as
“the perception of oneness with or belongingness to an organization, where the individual
defines him or herself in terms of the organization(s) which he or she is a member”.
In another study, Mael and Tetrick (1992) stated that high organizational identification
improves an employee’s level of job satisfaction. (qtd in Tuzun, 2009). In a study
conducted among Turkish bank employees, it was found that as the level of organizational
commitment and organizational identification increases higher levels of job satisfaction are
observed. (Tuzun, 2009)
There has been some research which states that age and gender are also affecting the level
of job satisfaction. Analyzing the effect of age, there has been three views argued. In the
first view, it is suggested that satisfaction initially decreases till the ages of 20s and then
increases with age. (Herzberg, Mausner, Peterson and Capwell, 1957) The second view
(Hulin and Smith,1965; Herrick,1972; Lee and Wilbur,1985; Savery,1987), it is told that as
8
9. the age increases the level of job satisfaction increases as well. Finally, the third view
(Saleh,Otis,1964;Carrell,Elbert,1974) suggests that job satisfaction increases until a
terminal age when it decreases significantly. (qtd.in Savery, 1996)
National culture is another factor that has an effect on the job satisfaction level of
employees. Hofstede’s theory (2005) on national culture attempts to describe the
differences between nations. According to Hofstede’s theory, differences in the following
five dimensions of national culture are the source of differences between nations. (qtd. in
Eskildsen, Kristensen and Antvor 2010)
(1) Power distance
(2) Individualism
(3) Masculinity
(4) Uncertainty avoidance
(5) Long-term orientation
Power distance relates to the extent to which the less powerful members of the
organizations accept and expect power to be distributed unequally whereas the second
dimension, individualism, indicates the degree to which the members of an organization
are integrated. Masculinity relates to the role distribution between genders while
uncertainty avoidance describes the degree to which an organization has tolerance for
uncertainty and ambiguity. Final dimension, long-term orientation, indicates the degree to
which a society has thrift and perseverance. On the other hand, societies with short-term
orientation are oriented towards stability, steadiness and tradition. (Eskildsen, Kristensen
and Antvor 2010)
9
10. Fringe benefits are other aspects that were studied in terms of their effects on job
satisfaction. They include all types of extra benefits other than regular wage of an
employee, like health insurance, pension, retirement and savings plan.
Alpert, in 1987, stated that fringe benefits are mostly not subject to tax, thus they are a
cheaper to get through an employer rather than through market for an employee. According
to Dale and Olsen (2006), fringe benefits can be considered as worthy substitutes for
wages. Thus, fringe benefits can be offered to decrease turnover as effectively as an
equivalent wage increase since employees have a strong preferences for those benefits.
(qtd. in Artz, 2010)
Since fringe benefits are desirable parts of compensation packages, they increase job
satisfaction. On the hand, if those benefits are already provided to the employee from
another source, then those benefits offered by the employer can be considered wasteful and
decrease job satisfaction. Moreover, if the employee cannot gain fringe benefits they need
or desire at a better job elsewhere, then they can feel locked into that particular job, and
this can decrease job satisfaction. (Artz, 2010)
10
11. 4) Methodology
In order to prepare a list of fringe benefits in telecom and finance sectors, email interviews
were conducted. A total of 6 participants (3 from each sector) at various seniority levels
were asked to write a list of fringe benefits that they get from their companies. Various
fringe benefits that companies provide to their employees are as follow:
(1) Private health insurance
(2) Pension plan
(3) Company car
(4) Company mobile phone
(5) Gym membership
(6) Fuel support
(7) Special discounts at various stores
(8) Special holiday gifts
(9) Birthday day off
Those fringe benefits were made use of in the online survey that was conducted for the
analysis of the factors affecting the level of job satisfaction.
Turkish version of short-form Minnesota Job Satisfaction Questionnaire (MSQ) was
combined with the questions derived from the findings of the fringe benefits interview as
well as with the questions regarding demographics of the participant to assess all the
factors in one questionnaire. Questionnaire was composed of four sections. The first
11
12. section was the short-form MSQ while in the second section participants were asked to
indicate how important each fringe benefit is for them on a 5-level Likert scale. In the
third section, respondents selected the fringe benefits - that were provided by the
companies they were working for- from the list that was formed according to the
interviews that were held previously whereas basic demographic information was collected
in the last section.
Respondents from a convenience sample of 60 people participated in the questionnaire.
Answers of 30 participants from each sector - which was intentionally balanced between
finance and telecom sectors - were collected.
According to the survey results, factors including fringe benefits which were presumed to
have an effect on the level of job satisfaction were discussed in comparison between
telecom and finance sectors.
5) Findings
Regarding the demographics of the participants, it is observed that 34% of the respondents
are male. The average age is found to be 28 while average work experience is 5 years and
1 month. It is seen that %40 of participants have undergraduate degree while 60% have
graduate degree.
12
13. In the first section of the survey, which is a short-form MSQ, respondents were asked to
indicate how satisfied they were about the situations regarding their work environment on
a 5-level Likert scale. (1: Not Satisfied, 2: Somewhat Satisfied, 3: Satisfied, 4: Very
Satisfied, 5: Extremely Satisfied)
Average satisfaction score was calculated to be 3,05 for telecom sector while it was 2,90
for finance sector. We can conclude that employees in telecom sector are more satisfied
than the ones in finance sector.
In finance sector, intrinsic and extrinsic factors have the same satisfaction scores whereas
in telecom sector, employees are mostly satisfied with intrinsic factors.
Factors
Extrinsic
Intrinsic
Average
Finance
Telecom
2,90
2,90
2,90
2,92
3,14
3,05
Table - 1
For finance sector, employees are satisfied mostly with “the way their co-workers get
along with each other”. This is followed by the factors “the way their job provides for
steady employment” and “being able to do things that don’t go against their conscience”.
13
14. Finance
Satisfaction Score
The way my co-workers get along
with each other .
3,50
The way my job provides for
steady employment
3,41
Being able to do things that don’t
go against my conscience
3,29
The chance to do different things
from time to time
3,21
The chance to work alone on the
job
3,18
The competence of my supervisor
in making decisions
3,15
The chance to be “somebody” in
the community
3,09
The chance to do things for other
people
3,00
The chance to try my own
methods of doing the job
3,00
The chance to do something that
makes use of my abilities
2,97
The praise I get for doing a good
job
2,97
The working conditions
2,94
The chance to tell people what to
do
2,91
The feeling of accomplishment I
get from the job.
2,85
Being able to keep busy all the
time
2,74
The way my boss handles his/her
workers.
2,74
The freedom to use my own
judgment
2,59
The chances for advancement on
this job.
2,24
The way company policies are put
into practice
2,21
My pay and the amount of work I
do.
Table - 2
2,06
In telecom sector, employees are satisfied mostly with the factor “being able to do things
that don’t go against their conscience”. This is followed by four factors that have the same
satisfaction score, which are “the chance to work alone on the job”, “The chance to tell
people what to do”, “the chance to try their own methods of doing the job” and “the way
14
15. their co-workers get along with each other ” When it comes to money, we see that people
working in telecom sector are satisfied with “their pay and the amount of work they do”
while the ones in finance sector are not satisfied.
Telecom
Satisfaction Score
Being able to do things that don’t
go against my conscience
3,40
The chance to work alone on the
job
3,33
The chance to tell people what to
do
3,33
The chance to try my own
methods of doing the job
3,33
The way my co-workers get along
with each other
3,33
The chance to be “somebody” in
the community
3,27
The chance to do different things
from time to time
3,20
The working conditions
3,20
The chance to do things for other
people
3,13
The freedom to use my own
judgment
3,13
The way my job provides for
steady employment
3,07
My pay and the amount of work I
do.
3,07
The chance to do something that
makes use of my abilities
3,00
The feeling of accomplishment I
get from the job.
3,00
Being able to keep busy all the
time
2,87
The praise I get for doing a good
job
2,80
The way company policies are put
into practice
2,73
The chances for advancement on
this job
2,73
The way my boss handles his/her
workers
2,53
The competence of my supervisor
in making decisions
Table - 3
15
2,53
16. In the second section of the survey, respondents were asked to score the importance for
each of the fringe benefit listed below on a 5-level Likert scale. (1: Unimportant, 2: Of
Little Importance, 3: Moderately Important, 4: Important, 5: Very Important)
In finance sector, the most important fringe benefit is found to be private health insurance
while it followed by private pension plan and birthday day-off.
Importance Score
Finance
Private Health Insurance
4,50
Private Pension Plan
3,79
Birthday Day-Off
3,50
Special Holiday Gifts
3,44
Special Discounts at Various Stores
3,06
Fuel Support
2,97
Company Car
2,94
Company Mobile Phone
2,79
Gym Membership
2,68
Table - 4
Similar to the results of finance sector, the most important fringe benefit is private health
insurance for telecom sector. It is followed by company mobile phone and birthday dayoff.
Importance Score
Telecom
Private Health Insurance
4,20
Company Mobile Phone
3,93
Birthday Day-Off
3,47
Private Pension Plan
3,33
Fuel Support
3,07
Gym Membership
3,07
Special Holiday Gifts
2,93
Special Discounts at Various Stores
2,93
Company Car
2,87
Table - 5
16
17. When the participants of the survey were asked to indicate the fringe benefits that were
provided by their companies, it is observed that all of the employees in telecom sector get
company mobile phone while in finance sector it is only 8,82%. Birthday day-off is found
to be a popular fringe benefit that is provided in telecom companies while it is rarely seen
in finance sector.
In finance sector, it is observed that although the percentages of employees getting
birthday day-off and special holiday gifts are relatively less among other fringe benefits,
the importance of those benefits for the employees are higher than the ones that were
already provided. Private pension plan is another benefit that is important for the
employees but not provided frequently in finance sector. Thus, birthday day-off, special
holiday gifts and private pension plans can be effective tools for increasing the level of job
satisfaction in finance sector.
For telecom sector, private pension plan, gym membership and fuel support are observed
to be important for the employees but not to be provided frequently. Thus, those benefits
can be made use of in increasing the level of job satisfaction in telecom companies.
Finance
Private Health Insurance
82,35%
Special Discounts at Various Stores
67,65%
Private Pension Plan
26,47%
Gym Membership
26,47%
Company Mobile Phone
8,82%
Special Holiday Gifts
8,82%
Fuel Support
5,88%
Birthday Day-Off
5,88%
Company Car
2,94%
Table – 6
17
18. Telecom
Company Mobile Phone
100,00%
Private Health Insurance
93,33%
Birthday Day-Off
73,33%
Special Discounts at Various Stores
60,00%
Private Pension Plan
20,00%
Gym Membership
20,00%
Fuel Support
20,00%
Special Holiday Gifts
20,00%
Company Car
6,67%
Table - 7
6) Conclusion
This study was conducted to investigate the factors affecting the level of job satisfaction in
finance and telecom sectors as well as making a comparison. Fringe benefits are another
aspect of this study, thus a list of fringe benefits that were provided in telecom and finance
sectors was formed via interviews from 6 people from these sectors. In an online survey,
in addition to short-form MSQ questions, participants were asked to indicate the
importance of each fringe benefit for them as well as if their companies were providing
those benefits to them. The survey was conducted among a convenience sample of 60
people (30 employees from each sector, telecom and finance).
Based on the survey results, the factors affecting the level of job satisfaction in each sector
were discussed. We think that, this study may guide to the companies in telecom and
finance sectors in setting more effective motivation programs and providing the right kind
of benefits to their employees in order to increase job satisfaction level within the
organization. Future researches can extend the study by applying the questionnaire to a
larger set of people and collect more data. To investigate the effect of demographics, one
would need a more detailed statistical analysis.
18
19. 7) References
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31.6 (2010): 626 – 644
Bernal, Javier Garcia, Ana Gargallo Castel, Mercedes Marzo Navarro, Pilar Rivera Torres,
“Job satisfaction: empirical evidence of gender differences.” Women in Management
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Eskildsen, Jacob, Kai Kristensen, Henrik Gjesing Antvor, “The relationship between job
satisfaction and national culture.” The TQM Journal 22.4 (2010): 369-378
Lund, Daulatram B., “Organizational culture and job satisfaction.” Journal of Business and
Industrial Marketing 18.3 (2003): 219 – 236
Origo, Federica, Laura Pagani, “Workplace flexibility and job satisfaction: some evidence
from Europe.” International Journal of Manpower 29.6 (2008): 539-566
Oshagbemi, Titus, “Academics and their managers: a comparative study in job
satisfaction.” Personnel Review 28.1/2 (1999): 108 – 123
Savery, Lawson K. , “The congruence between the importance of job satisfaction and the
perceived level of achievement.” Journal of Management Development 15.6 (1996):
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