Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Human resource can be a dynamic asset or a debilitating liability depending upon how well it is harnessed. Many progressive organizations around the world have begun to internalize this reality and keeping the human resource satisfied is considered one of the key factors for the success of any organization. Dispositional base of job satisfaction has gained renewed interest since job satisfaction is a mixture of beliefs and feelings. With an eye toward research and practice, the current study consolidates various literatures and examines the relationship between Big Five Personality, Positive psychological strengths towards job satisfaction. The study also takes into consideration the demographic impact towards job satisfaction. It provides acumen and a different magnitude for predicting job satisfaction apart from conventional variables like work itself, pay, promotion, supervision, co-workers.

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The Impact of Big Five Personality Traits and Positive Psychological Strengths towards Job Satisfaction: a Review

The current study was intended to examine the association between personality factors and job satisfaction among academic staff. The job satisfaction assumed as an essential factor in educational organizations spatially university that influenced by various factors. Moreover, distinguishing these effective factors is very important and lack of consideration to this inner feeling leads to several abnormal organizational behaviors at university. Therefore, this study focused on the association between these two factors at university. A cross-sectional examination design was applied with purposive selected sample that taken from academic staff (N=440) of public research universities in Klang Valley, Malaysia. In present study, the participants completed the job descriptive index inventory and the big five personality test which explained their personality factors and their relation with job satisfaction. It is concluded that neuroticism as one of the main personality factors predicts job satisfaction and there is negative relationship between neuroticism and job satisfaction and also there are positive relationships between agreeableness, consciousness and openness with job satisfaction that analyzed by correlation coefficient and regression analysis test. Key word: personality factors, job satisfaction, academic staff, university

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The Role of Personality Factors on Job Satisfaction Among Academic Staff at Public Research University

Article history: Received: October 15, 2019 Received in revised format: November 26 2019 Accepted: January 27, 2020 Available online: January 27, 2020 The research explores the direct and indirect effects of reward, personality and job satisfaction on teacher’s organizational commitment in Public Vocational High Schools in Bogor City, West Java, Indonesia. Data for this study was collected quantitatively through a survey, involving a proportionate randomly selected sample of 154 teachers, by using a questionnaire. Path analysis supported by descriptive statistics was employed to analyze the data. The results confirm that reward, personality and job satisfaction had significant direct effects on organizational commitment; reward and personality had significant direct effect on job satisfaction; reward and personality had significant indirect effects on organizational commitment by mediating job satisfaction. Therefore, a fit research model found about the effect of reward and personality on organizational commitment by mediating job satisfaction with research settings on vocational high school in Indonesia. This model cannot only be used as a reference by researchers and practitioners in developing models of organizational commitment that are in accordance with their respective conditions, but can also be further developed and expanded into studies and projects to develop organizational commitment which is more complex and comprehensive by adding variables and other relevant dimensions. © 2020 by the authors; licensee Growing Science, Canada

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Vitality of job satisfaction in mediation: the effect of reward and personality on organizational commitment

Background: Considering the importance of job satisfaction and occupational burnout among nurses, the present study aimed to determine the prevalence of occupational burnout and the degree of job satisfaction among neonatal intensive care unit (NICU) nurses.Methods: The current research was a cross-sectional study in which the Job Descriptive Index and Maslach Burnout Inventory were distributed among the NICU nurses. The collected data were analyzed using SPSS software.Results: A total of 30 NICU nurses working in two public and private hospitals participated in the present study. The mean age of the participants was measured at 37.46±6.93 years, most of them (73.3%) held a Bachelor’s degree and more than 60% were married. No significant relationship between job satisfaction and burnout was observed among the nurses. Both variables were moderate among the NICU nurses as representatives of the staff working in special units.Conclusion: It is widely believed that people who are exposed to extreme stress for a long time are more likely to suffer from occupational burnout. Moreover, considering the importance of this issue in healthcare environments for the provision of services that physically and mentally affect patients, it is recommended to pay greater attention to employee satisfaction and burnout process in hospital settings.

https://ijn.mums.ac.ir/article_14684_d954678484f27ce7fc78e7cfcf22a47c.pdf

A Study of the Relationship between Job Satisfaction and Burnout among Neonatal Intensive Care Unit Staff

Purpose of the current study is to discover the relationship between rating on annual progress reports and job satisfaction; between personality traits and job satisfaction among Banks employees; and to explore age, gender salary, marital status, and education differences on job satisfaction. Data were collected from 500 employees of five major banks of Pakistan (Allaied Bank, Alfalah Bank, Al-Habeeb Bank, Al-Islamic Bank, and National Bank, taking annual progress reports, personal information sheets, and scores on Job Satisfaction Scale (Macdonald & Maclntyre, 1997) and Ten Item Personality Inventory (Rentfrow, Gosling & Swann, 2003) of employees. Rating on annual progress reports has significant positive correlation with job satisfaction; Neuroticism has significant negative while extroversion, openness, agreeableness, and conscientiousness have significant positive correlation with job satisfaction; age, education, salary, and marital status have significant positive correlation with job satisfaction; and women are more satisfied with their jobs than men.

Humaira Saqib

Papers

The relationship between job satisfaction and personality trait among bank employees.