First, company should review their system that might influence the operating procedure, communication, and nature of work. Evaluation of rules and procedures also must be re-evaluate to create a better system that is beneficial for both parties. However, these policies should not make the work even more difficult, but instead facilitate the work. Communication also plays important role and that is why company need to refine their communication system that allows employees to understand the goal of organization. Goal of organization can act as a guideline for employee to take actions and decisions in their work life. Next, it is also important for company to enhance nature of worksatisfaction. Company needs to establish effective work assignment decisions and improvement in job design that give employees greater variety to their obligation for a more challenging and interesting career (Lumley, Coetzeel, Tladinyane, & Ferreira, 2011). Company also needs to give employees more space to allow them to express their ideas and supports questioning and feedback (Salim, Kamarudin, & Kadir, n.d.).
Worksatisfaction is one of major concerns in a company organization, including in banking. It is obligatory for a bank to satisfy its employees as they are valuable assets for the performance of the bank itself. The effort in satisfying employees is crucial as it helps the employees to produce such high performance, especially in offering high level of service to the customers. The study is focused on reviewing the influence of group creativity and the enrichment of work toward worksatisfactionand the impacts on the employees intention turn over in Bank X. The hypotheses testing has been done to 110 respondents who are the employees of Bank X in branches located in Jakarta and Surabaya by applying the statistical testing of Structural Equation Model (SEM). Result analysis shows that the ability to produce ideas has greater influence towards the group creativity. While the achievement of worksatisfaction has greater influence toward the work enrichment. Group creativity has an insignificant positive influence toward worksatisfaction while work enrichment has a significant positive influence toward worksatisfaction. This can give an insight for companies to pay greater attention to this particular factor of employees satisfaction in terms of more appropriate levels of salary among the employees. Closer supervision toward employees needs to be conducted by superiors as this is the most dominant factor in fulfilling the worksatisfaction of the employees.
Yamsul. P., et al. (2013). The influence of motivation and organization culture on worksatisfactionand organizational commitment: Study on national society empowerment program in Southeast Sulawesi Province. International journal of business and management invention, 9,18-25
As for work-related consequences, consistent with the cross-domain model (Frone et al., 1992, 1997) and the findings from Western studies (Allen et al., 2000; Kossek and Ozeki, 1999), we found that Chinese managers who perceived higher levels of family-work conflict were less committed to their organizations and had stronger intentions to quit. Contrary to the source attribution model (Shockley and Singla, 2011) and empirical research in Western countries (Allen et al., 2000; Kossek and Ozeki, 1999), we did not find evidence for a negative relationship between work-family conflict and two work-related consequences (i.e. affective commitment and turnover intentions). Frone (2003) argued that work-family conflict was more critical because work-family conflict was greater than family-work conflict and was more associated with work-related consequences. A recent meta-analysis found that the source attribution model was the more influential mechanism that links bidirectional work-family conflict and individual consequences (Shockley and Singla, 2011). In a cross-cultural study, Spector and associates accepted Frone’s (2003) argument and did not explore the relationship between family-work conflict andwork-related consequences (Spector et al., 2007). We conducted a t-test and found work-family conflict was also greater than family-work conflict [tð305Þ ¼ 32:66; p , 0:001]. However, our findings suggest that future studies using Chinese samples should include family-work conflict because of the relationship between family-work conflict and individual consequences.
Kaighobadi, S., Esteghlal, A., & Mohebbi, S. (2014). The relationship between quality of work life and performance of the managers of smes of Shiraz industrial town: case study in Iran. European Journal of Business and Management, 6: (P) 2222-1905.
Abstrac t. Tri Dharma college task, name ly imp le ments education and teaching, researc h and community service. So me o f the factors that can affect the performance of the lecturer are organizational culture, work environment, leadership style, and job satisfaction. For this study aims to assess the effect of organizational cu lture, wo rk envi ronment, leadership style on job satisfaction lecturers as well as to analyze the influence of organizational culture, work environ ment, leadership style to t he performance of lecturers. This study took 64 samples through census methods, and data collected through questionnaires in the form of Likert scale research. Results of analysis proving the hypothesis indicated that organizational culture, work environment, leadership style positive impact significant job satisfaction lecturer Bojonegoro State Co mmu nity College. A s well as organizational cu lture, work environ ment, leadership style, job satisfactionand positive effect significant the performance of lecturers Bojonegoro State Community Co llege. Suggested to the management commun ity college that facult y performance can be optimized, provide incentives for lecturers in order to work in the world of education through awards, str ive to the increase salaries, keeping in touch, comfort, creat ion of competition, healthy performance appraisal is fair, providing an opportunity to follow the scientific activit ies at a cost from the academy. Encourage to continue their education to a higher level. Motivate to do research, and community service to the relevant fie lds at the expense of the institution/college or gr ants.
On the other side, Allen et al. (2012) performs another meta-analysis to examine the relationship between dispositional variable and WFC. This research uses gender, parental status, and marital status as the moderator variables. The findings show that dispositional is an important predictor of Work Interfering with Family and Family Interfering with Work. This research presents comprehensive meta-analysis about the relationship among dispositional variables, work-family conflict, and the moderator. The research result shows that negative affection and neuroticism make the individual susceptible to WIF and FIW. On the other hand, positive affection, internal locus of control, self-efficacy, and optimism seem to be able to help the individual to overcome both workand family problems which are contradictory. The other important dispositional variable in distinguishing attitude and behavior is social capital (Tjahjono, 2011; 2014). Generally, the result shows that dispositional factor is an important predictor of WIF and FIW, and that demographical factor doesn’t take role as moderator.
The key elements of group dynamics are group size, tasks, and roles; group leadership; group development; group norms; and group cohesiveness. From the advantages and disadvantages of large and small groups, it is suggested that managers should form groups with no more members than are needed that would provide the group with the human resources it needs to achieve its goals and use a division of labour. It is usually the type of task interdependence that characterises a group’s work that gives managers a clue about the appropriate size of the group. Once this is done, a group role is given to the member of that group. A group role is a set of behaviours and tasks that a member of a group is expected to perform because of his or her position in the group. However, all groups and teams need leadership.
In the research conducted on the effects of LMX on employee conceptualizations, a multi faceted model of employee conceptualizations of organizational citizenship behavior was tested which comprised of role breath, instrumentality, perceived leader expectations. The model is tested to mediate the relationship between LMX and organizational citizenship behavior. That both role breadth and perceived instrumentality have been shown to contribute to employees organizational citizenship behavior suggests that organizations intent on promoting organizational citizenship behavior among their employees should adopt management practices that can broaden their employees work roles and establish clear links between employee organizational citizenship behavior and rewards. Consistent with past research, the positive relationship between LMX and organizational citizenship behavior suggests the need for improving LMX quality. That the effects of LMX on organizational citizenship behavior were mediated by employees’ conceptualizations of organizational citizenship behavior further suggests that organizational leaders should: a) clearly communicate their organizational citizenship behavior performance expectations to their subordinates; b) establish clearer links between organizational citizenship behavior and rewards; c) build affective bonds with their followers, as a means to internalizing their subordinates’ commitment and getting them to define their work roles more broadly to include organizational citizenship behavior( Changquan Jiao, Richard D.Hackett)
The objective of this study was to determine levels of work engagement, intrinsic motivation and job satisfaction among miners of a coal mining company in South Borneo. Therefore, the study examined levels and interrelationships between three constructs: work engagement, intrinsic motivation and job satisfaction among mine workers in a coal mining company in South Borneo. The majority of employees in this study were males (78%). Such gender representation echoes the assumption that work is primarily the domain of men and home the domain of women, such that the two spheres are not connected. This, in a way affects working practices and family roles. Such trends have dominated the coal industry, where males continue to dominate. It is interesting to find that the percentage of employees who are married in this company is almost the same as the percentage of employees who are single, 44% and 45% respectively. Marital status has been found to have an influence on an individual’s work. For instance, in one of the studies conducted, it was found that family resources, such as support from spouse, may also be relevant and influence work engagement (Bakker et al., 2008). A confirmatory factor analysis was performed using a maximum likelihood procedure with only one factor. To try and increase the reliability of the scale, successive reduction of items was computed on the scales, removing items on the scale that had a correlation (r) of less than 0.3 work engagement and job satisfaction had high chi-square values even in the reduced models. This indicates that the model did not fit too greatly to a single factor. There might be two or more factors that could explain more of the variation in the item responses. The problem in using two or more factors is that these factors would be orthogonal to each other (i.e. they would
This Study is conducted to reveal the relationship between Work-Family Conflict and life satisfaction of female nurses in inpatient unit of General Hospital “A”, Cimahi. The sample of this study are 66 married inpatient unit nurses who are also mothers of children. Questionnaire is used as the mode of instrument that are given to the respondents with purposive sampling technique. The data were taken by modifying the questionnaire of Workand Family conflict Scale (WAFCS) purposed by Haslam, Filus, Morawska, Sanders and Fletcher (2014) and The Satisfaction with Life Scale (SWLS) questionnaire by Diener, Emmons, Larsen, dan Griffin (1985). The Result of the study shows no significant relationship between Work-Family Conflict and the life satisfaction of the nurses. The other result shows that Work-Family Conflict of the nurses is on the level of average and the life satisfaction of the nurses is on the level satisfied.
Islam, Talat., Ahmad, Z., Ahmed, I., Ahmad, A., Saeed, M., Muhammad, S. K. (2012). Does Compensation and Demografhical Variable Influence on Teachers Commitment and Job Satisfaction ? A Study of University of the Punjab, Pakistan. International Journal of Business and Management. Vol. 7, No. 4.
Based on the above table, it can be seen that 16 grains statement items for job satisfaction variables 5 of them are not valid, the statement item numbers 2, 3, 4, 9 and 13 and for the fifth item is deleted / removed and were not included in further testing, after re-tested 11 items declared valid statement as seen from the value of r count corrected item total correlation greater than 0.30 r table as described by Sugiyono and Wibowo (2004). Where item valid questionnaires can be used as a reference for future research. As for motivation consists of 13 point statement also declared one of them is not valid because the value of r count visits from corrected item total correlation r tables smaller than 0.30, that is to the statement item No. 2. For the first item that statement deleted / removed and not included in subsequent testing. And the test repeated again for 12 more items of work motivation statement and declared invalid, the results can be seen in the table above. Then, for the performance of employees consisting of a 4-point declaration is valid for the whole corrected item total correlation value is greater than 0.30 and a valid item questionnaire can be used as a reference for future research.
Rehman, K., Ziaur Rehman, Naveed Khan, dan Abdul Sattar K. 2013. Impacts of Job Satisfaction on Organizational Commitment: A Theoretical Model for Academicians in HEI of Developing Countries like Pakistan. International Journal of Academic Research in Accounting Finance and Management Sciences. Vol.3, No.1, pp 80-89.
The ultimate goal for service providers and retailers is to ensure that customers will revisit and repurchase, and even to recommend, which are the characteristics of loyal customers. It is believed that ability to retain existing customers has a much lower cost than winning new ones. Loyal customers tend to recommend friends, relatives or other potential customers. In this case, they act as free agents for word-of-mouth (WOM) advertising. In the tourism context, there is a high dependency on WOM information as the base for decision making. This WOM information is logical because of the experiential nature of services, where WOM communications are viewed as a more reliable and trustworthy sources of information. Consequently, WOM is commonly used as the primary sources by which consumers gather information about services (Bolton & Drew 1991).
substantially on their own efforts, initiatives, and decisions, rather than on the adequacy of instructions from the boss or in a manual of procedures. This condition has positive effects on employees’ self efficacy judgment because they perceive themselves as more capable and more resourceful thereby increasing their self efficacy (Wang dan Netemeyer, 2002). Employee with high self efficacy will put forth more effort and is more likely to persist when encountering obstacles or negative experiences (Kreitner and Kinicki, 2004).On the other hand, employee with low self efficacy is apt to give up, believing the difficulties merely prove that he or she was unable to do the job. Self efficacy also has a significant positive correlation with job satisfaction, job performance and job stress. Employees’ satisfaction increases because the feeling of competence and confidence that accompany self efficacy make job the more enjoyable and able to coping the stressor in the workplace. Therefore, job design with high autonomy will be powerful in influence employees’ performance, satisfactionand reduce job stress through increased self efficacy.