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Using Multivariate Statistics

Organizational Behaviour - I

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.

Purpose – The aim of this study is to investigate which factors employers should focus on in their employer branding strategies. The present study tested the employer attractiveness scale (EmpAt) and analysed relationships between dimensions in this measurement scale and the use of social media in relation to corporate reputation and intentions to apply for a job. Design/methodology/approach – Electronic questionnaires were distributed to students at three higher education institutions in Norway. The proposed model is analysed on the basis of 366 responses related to three well-known Norwegian engineering firms. Findings – The results indicate that several employer attributes are positive for corporate reputation, which again is related to attraction of potential employees. Specifically, the results suggest that innovation value, psychological value, application value, and the use of social media positively relate to corporate reputation, which in turn is positively linked to intentions to apply for a job...

Employer branding: employer attractiveness and the use of social media

The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.

https://koreascience.or.kr:443/article/JAKO202017764018192.pdf

Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia

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Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆

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Relationships Between Career Motivation, Affective Commitment and Job Satisfaction

http://www.isihome.ir/freearticle/ISIHome.ir-21090.pdf

Attracting Talented Employees to the Company: Do We Need Different Employer Branding Strategies in Different Cultures?

Intensive competition forces firms to work efficiently and effectively with all their resources including human resources. The need for satisfying employees on the job arises as a necessity for the firm success. Firms can achieve their objectives only by developing and maintaining policies and work environments which in turn will result in job satisfaction. In this study the factors which effect job satisfaction are analyzed on a sample of firms operating in the textile industry. Turkish textile firms are well known with their export ability as well as with their use of labor-intensive production technology. High level of job satisfaction of employees is needed for firm performance. The findings of the survey results indicate that supervisory behavior, working conditions, co-workers behavior and recognition are related to job satisfaction, co-workers behavior having the highest effect among all.

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Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu ile İş Tatmini Arasındaki İlişkiler : Tekstil Sektöründe Bir Uygulama

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

/pdf/the-effect-of-organizational-loads-on-work-stress-emotional-56gn1tjdgs.pdf

Serhat Erat

Papers

Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?☆

Relationships Between Career Motivation, Affective Commitment and Job Satisfaction

Attracting Talented Employees to the Company: Do We Need Different Employer Branding Strategies in Different Cultures?

Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu ile İş Tatmini Arasındaki İlişkiler : Tekstil Sektöründe Bir Uygulama

The effect of organizational loads on work stress, emotional commitment, and turnover intention