PENGARUH PRAKTEK MANAJEMEN SUMBER DAYA MANUSIA TERHADAP KOMITMEN PIMPINAN PADA KUALITAS DI RUMAH SAKIT KOTA BENGKULU

Author : Praningrum

(Fakultas Ekonomi Universitas Bengkulu)

 

ABSTRAK

Penelitian ini bertujuan untuk mengetahui pengaruh praktek MSDM terhadap komitmen pimpinan pada kualitas. Penelitian dilaksanakan di tiga Rumah Sakit Non Swasta di Kota Bengkulu. Metode pengambilan sampel adalah Sampel acak berstratifikasi dengan 30% (196 orang) dari jumlah populasi yang ada. Data dianalisis menggunakan metode kuantitatif dengan Regresi Linier Berganda dan metode kualitatif.

Hasil penelitian menunjukkan bahwa perencanaan karir, penilaian prestasi kerja dan dukungan sosial politik berpengaruh positif terhadap komitmen pimpinan pada kualitas, dan signifikan secara statistik tetapi akses informasi teknis tidak berpengaruh terhadap komitmen pimpinan pada kualitas.

 

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PENGARUH KETIDAK AMANAN KERJA (JOB INSECURITY) SEBAGAI DAMPAK RESTRUKTURISASI TERHADAP KEPUASAN KERJA, KOMITMEN ORGANISASI DAN INTENSI KELUAR SURVIVOR.

Nur Wening
STIE Widya Wiwaha Jogjakarta

KINERJA, Volume 9, No.2, Th. 2005: Hal. 135-147

Abstract

Restructuring is suspected to be influencing perception of job insecurity. The job insecurity will have a negative impact on job satisfaction, organization commitment, and even turnover intention. When insecurity is conceived within someone’s perception, it will lower his or her job satisfaction and also commitment on the company. This research was conducted upon service (bank) and manufacturing companies which had run restructuring in the last four years. It involved 216 respondents with 78.2% of response rate. Simple regression and hierarchical regression analysis were used to analyze the data. An interesting finding of this research is that restructuring conducted in bank and manufacturing companies has been found out to be having no influence on turnover intention. On the other hand, job insecurity perception does not influence job satisfaction, commitment, and turnover intention. In addition, this research came to a conclusion that organization commitment is an mediating variable between job satisfaction and turnover intention

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Pengaruh Budaya Organisasi Terhadap Motivasi Dan Kepuasan Kerja Serta Kinerja Karyawan Pada Sub Sektor Industri Pengolahan Kayu Skala Menengah Di Jawa Timur

H.Teman Koesmono

(Staf Penjajar Fakultas Ekonomi, Universitas Katholik Widya Mandala, Surabaya)

 

ABSTRAK

Tujuan dari penelitian ini untuk memenemukan bagaimana besarnya pengaruh Budaya Organisasi terhadap Motivasi, Kepuasan Kerja dan Kinerja karyawan khususnya karyawan di bagian produksi. Unit analisisnya adalah karyawan produksi pada subsektor industri pengolahan kayu di Jawa Timur.
Secara positif perilaku seseorang akan berpengaruh terhadap kinerjanya, disamping itu peneliti menguji hipotesis bahwa motivasi berpengaruh kepada kepuasan kerja dan kepuasan kerja berpengaruh terhadap kinerja. Hasilnya bahwa secara langsung motivasi berpengaruh terhadap kepuasan kerja sebesar 1.462 dan motivasi berpengaruh terhadap kinerja sebesar 0.387, kepuasan kerja berpengaruh terhadap kinerja sebesar 0,003 dan budaya organisasi berpengaruh terhadap kinerja sebesar 0.506, budaya organisasi berpengaruh terhadap motivasi sebesar 0.680 dan budaya organisasi berpengaruh terhadap kepuasan kerja sebesar 1.183. Hasil penelitian ini dapat digunakan oleh peneliti berikutnya, sebagai bahan penelitian pada bidang ilmu pengetahuan perilaku organisasi atau ilmu pengetahuan yang sejenisnya.
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Bureaucratic Hierarchy vs. Feudal Hierarchy: A Study on the Organizational Culture of China’s SOEs

Author : Tianyuan Yu, Nengquan Wu

Abstract

Bureaucratic Hierarchy and Feudal Hierarchy are two confusing concepts in organization literature, especially in the study of the organizational culture of enterprises in China. This article clarifies the two concepts in the first place. Ralston et al. (2006) and Tsui et al. (2006) suggested that the dominant organizational culture of China’s state-owned enterprises (SOEs) was Bureaucratic Hierarchy, consistent with Quinn and Cameron (1983)’s “life cycles – criteria of effectiveness model”. However, according to Boisot and Child (1996)’s “Chinese and Western paths to modernization” model, China’s SOEs are dominated by Feudal Hierarchy culture. This article proposes that the dominant organizational culture of SOEs remains to be Feudal Hierarchy, and then critically examines the literature to support this proposition. Finally, it points to key obstacles in the codification/modernization process of China.

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The Influence of Organizational Culture on Organizational Learning, Worker Involvement and Worker Productivity

Author : Kodjo Joseph

Abstract

The objective of this study is to investigate the probable correspondence among organizational culture, organizational learning, and worker involvement and worker productivity. A qualitative research design was utilized. The author investigated 40 enterprises and 4 structured questionnaires were distributed with enterprises to be filled out. This resulted in 160 responses. There were 63 organizations selected for this study, but only 40 showed interest and participated in the research representing about a 63.49% response rate of the collection of data that we found important for a developing economy like Ivory Coast. A descriptive analysis and econometrics tools were utilized to appreciate the correlation amongst the variables. The findings of this study revealed that there is a significant correlation amongst the different variables.

Keywords: Human Resource Management; Organizational Performance; Knowledge Management; WorkEnvironment; Abidjan (Ivory Coast).

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Organizational Culture and Its Themes

Author: Shili Sun

Abstract

As one of the key ‘stable factors’, culture within an organization is playing a critical role in the organization’s everyday operations. Although the culture literature has at times focused on the culture of an organization as shared basic assumptions (Schein, 1985), or as metaphors within organizations (Morgan, 1986, 1997), it is not sufficient to attempt to understand and measure them. This paper explores organizational culture in general, some definitions and implications of organizational culture are reviewed from different perspectives, and Cliffe’s cultural themes are addressed with the use of Scholes’ cultural web and Hofstede’s onion diagram model of organizational culture.

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The Impact of Work Life Conflict on Job Satisfactions of Employees in Pakistan

Author: Muhammadi Sabra Nadeem, Qaisar Abbas

Abstract

The study was aimed to explore the relationship between work life conflict and job satisfaction in Pakistan. We found that job satisfaction is significantly negatively correlated with work to family interference and family to work interference. Job satisfaction is also found to be negatively related with stress in our research. However, the correlation of workload is positive and insignificant which shows that workload does not effect the job satisfaction of the employees in Pakistan. Job autonomy emerged as having a strong and clear correlation with job satisfaction, more autonomy in a job leads to higher job satisfaction among employees. The policy alternative should be that a supportive management is required to minimize the conflict between work and family. Top management should realize the importance of work life balance and its adverse affect on job satisfaction.

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The Relationship between Work-Family Conflict and Job Satisfaction: A Structural Equation Modeling (SEM) Approach

Author: Nilgün Anafarta

Abstract

The aim of this study is to investigate the relationship between work-family conflict, family- Work conflict and job satisfaction using structural equation modeling. The data is obtained from 226 health service staff (doctors and nurses) in Turkey. Considering the findings, it is concluded that health employees experience work-family conflict more than they experience family-work conflict. Results obtained from the structural equation modeling indicate that there is a reciprocal relationship between work-family conflict and family-work conflict and that work-family conflict has an influence on job satisfaction whereas family-work conflict does not affect job

satisfaction.


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Organizational Justice Perceptions as Predictor of Job Satisfaction And Organization Commitment

Author: Arti Bakhshi, Kuldeep Kumar, Ekta Rani

Abstract

The present study explored the relationship between perceived organizational justice, job satisfaction and organization commitment using a field sample. Sample for the present study consisted of 128 employees working in medical college. Regression analysis of the data obtained indicated that distributive justice was significantly related to job satisfaction whereas procedural justice was not found to be related significantly with job satisfaction. Also both distributive justice and procedural justice were found to be significantly related to organization commitment. Theoretical and practical implications of the results are discussed.

Keywords: Perceived Organizational Justice, Job Satisfaction and Organization Commitment

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Job Satisfaction Survey: A Confirmatory Factor Analysis Based on Secondary School Teachers’ Sample

Author: Milda Astrauskaite, Raimundas Vaitkevicius, Aidas Perminas

Abstract

Despite a number of studies in the field of job satisfaction, there are still some problematic areas left. A question, which still lacks explanation, is whether specific sample may be evaluated using instruments which were primarily developed based on a different type of a sample than the one under research. With regard to the problematic area, we generated the purpose for our research.

The purpose of the present study is to examine Job Satisfaction Survey’s (JSS) relevance for estimation of job satisfaction in teacher population.

Results of the standard Confirmatory Factor Analysis of the teachers’ sample did not support the existence of 9 facets, suggesting that some of the JSS’s scales do not reflect teachers’ job satisfaction. The best model in the present study was determined to be a three facet model, including promotion, supervision and nature of work. The obtained research results, limitations and recommendations are discussed.

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Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

Author: Ishfaq Ahmed

Abstract

Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance. The objective of this study is to analyze the effects of motivational factors on employee job satisfaction. This is an exploratory study based on primary data. The primary data has been collected from non-academic staff of University of the Punjab, which is one of the biggest universities of Pakistan. The study has tested Herzberg et al.’s (1959) well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics on perceptions of the work environment and job satisfaction. Structural equation modeling technique has been applied to test hypothesis, SPSS 16.0 has also been adopted for basic analysis purposes. The results offer inconclusive support of Herzberg’s theory. The study concludes that intrinsic motivational factors are having significant relationship with employee job satisfaction, whereas hygiene (extrinsic) factors are not having any significant relationship with employee job satisfaction. Moreover, significant difference was observed between gender, qualification, experience, job characteristics and job satisfaction. This study offers useful information by discussing both practical implications for those in leadership positions in Public Sector University set up in Pakistan, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.

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A Study of Relationship between Organizational Justice and Job Satisfaction

Author: Hasan Ali Al-Zu’bi

Abstract

This study examined the relationship between of organizational justice encompassed by three components: (distributive justice, procedural justice and interactional justice) and job satisfaction, and employees’ perceptions of workplace justice. The study investigated the relationship of these justice measures in the Jordanian environment. The data was collected through the distribution of questionnaires among 229 employees of number Electrical Industrial Companies selected through a stratified random sampling. The study findings show that only one significant relationship exists between the age of respondents and their perceptions of organizational justice. The findings also suggested that this was positive association organizational justice and job satisfaction. Employee job satisfaction depends upon the organizational justice of managers. Nevertheless, in measuring the three dimensions of organizational justice, the current study used survey items that asked employees to respond to items that asked whether something is generally fair.

Finally, although this study was conducted in Jordan, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results could be very helpful for developing a new model of organizational justice with new implementation techniques that can be implemented easily and successfully.

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Predictors of Job Satisfaction among Emerging Adults in Alberta, Canada

Author: Abu Sadat Nurullah

Abstract

This study explores the aspect of satisfaction with jobs and career, and the predictors of job satisfaction among the emerging adults in Alberta. Obtaining data from the 2003 Alberta High School Graduate Survey among a sample of 1,030 emerging adults from Alberta, the paper examines the predictive value of self-esteem, happiness, work-reward preferences, valued job characteristics, income, education, occupational categories, and other demographic variables on job satisfaction among the emerging adults. Using structural equation modeling (SEM), a job satisfaction model has been developed. The findings indicate that self-esteem and valued job characteristics are direct and strongest predictors of job satisfaction among the emerging adults. In addition, happiness and income positively predicts job satisfaction. The variable ‘work-reward preferences’ does not directly predict job satisfaction, but rather is mediated through self-esteem and valued job characteristics. Discussion includes limitation, future research direction, and policy implications.

Keywords: job satisfaction, self-esteem, happiness, work-reward preferences, valued job characteristics, income

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Greek Registered Nurses’ Job Satisfaction in Relation to Work-Related Stress. A Study on Army and Civilian Rns.

Author : Maria Malliarou, Pavlos Sarafis, Eleni Moustaka, Thamme Kouvela, Theodoros T.C Constantinidis

Abstract

Background: Job satisfaction and work-related stress effect, job turnover, and patient satisfaction in nursing. Aim: To present the views of Greek Army Registered Nurses and Civilian Registered Nurses on job satisfaction and job stress and why they are lead to seeking employment elsewhere.
Methods: A descriptive, cross-sectional study was undertaken by questionnaire on a random sample of 117 Registered Nurses (77 Army RNs – 40 Civilian RNs), (Response rate 42%). The Warr-Cook-Wall job
satisfaction scale was used to measure overall job satisfaction. Job related tension index was used to measure nurses’ levels of stress. The association between relationship factors and organizational outcomes such as job satisfaction, turnover intentions and organizational commitment were assessed. The analysis was made with the use of SPSS (version 15).

Results: Mean score of stress was for Army Registered Nurses (RNs) m=31.61 (SD 9.041 min=21 max=75)
while for Civilian Registered Nurses was m=29.38 (SD 7.117 min=12 max=46) The most frequently mentioned source of job stress for civilian RNs is not having a say on the appearance and structure of their work environment (p=0.017). Not being appreciated and not treated as equal to other health professionals.

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It can be Tough at the Top: Some Empirical Evidence from Public Library Leaders

Author : John Mullins, Margaret Linehan

Abstract

This paper explores the topic of leadership as perceived and practised by public library leaders.  Library leaders have a wide-ranging impact on society but have been largely overlooked as the subject of serious study.  Prior to this study, only one small interview-based study and five survey-based studies have been undertaken on public library leaders/leadership — all in North America.

The current study is the most in-depth study to date.  Thirty top-level public librarians from Ireland, Britain, and the east coast of the United States were selected for inclusion in this study.  This study of the perceptions of senior public library leaders, across national boundaries, makes a theoretical contribution both to the limited extant literature on leadership in librarianship, and the broad corpus of organizational leadership literature.  The particular focus of this paper is on the difficulties encountered by the interviewed librarians on public library leadership.

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The Mediating Effect of Empowerment in the Relationship between Transformational Leadership and Service Quality

Author: Azman Ismail, Farida Abd Halim, Dayang Nailul Munna Abang Abdullah, Ahmad Sofian Shminan, Agatha Lamentan Anak Muda, Shairazi Samsudin, Antonia Girardi 

Abstract

Transformational leadership has two salient characteristics: intellectual stimulation and individualized consideration. Recent studies in this area reveal that the effect of such leadership characteristics on job performance is indirectly affected by empowerment. The nature of this relationship is interesting, but little is known about the mediating effect of empowerment in leadership management models. Therefore, this study was conducted to measure the effect of transformational leadership characteristics and empowerment on service quality by using 110 usable questionnaires gathered from employees working in a city based local authority (CBLAUTHORITY) in Sarawak, Malaysia. Outcomes of a stepwise regression analysis showed that the relationship between empowerment and selected transformational leadership characteristics (i.e. intellectual stimulation and individualized consideration) is positively and significantly correlated with service quality. The result confirms that empowerment does act as a full mediating variable in the leadership model of the organization under study. This paper also discusses implications and limitations, as well as directions for future research.

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Emotional Intelligence and its Relationship with Leadership Practices

Author : Anand Radhakrishnan, Udayasuriyan G 

Abstract

In recent years leadership and emotional intelligence have become hot topic in management and organization researches. We made an attempt to study the relationship between emotional intelligence and leadership. Emotional intelligence is the ability to perceive and express emotion to stimulate thought, understand and reason. It also regulates emotion in oneself and others. Leadership refers to the ability to influence, motivate and enable others to contribute to the effectiveness and success of the organizations of which they are members. To explore the relationship of emotional intelligence in the leadership practices of executives. This study adopted survey method, which is descriptive and associational in nature. 256 executives from a public sector organization in South India selected through stratified random sampling method.

The result revealed that, emotional intelligence is high for non-professional degree holders and they have preferred modeling the way dimension of leadership practices. Emotional intelligence has a significant relationship with the leadership practices of executives. The findings and implications are discussed in this article.

This approach should help organizations lookand prepare for the future more effectively; including betterspecifying the future requirements they will have for theirleaders.The study was conducted in a public sector organization in south India. Hence it is not granted to generalize the findings.

Keywords: Emotional Intelligence, Leadership Practices,    Executives and Public Sector organization

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The Relationship between Spiritual Leadership and Issues of Spirituality and Religiosity: A Study of Top Turkish Managers

Author : Evren Ayranci, Fatih Semercioz

Abstract

In recent years, research focusing on intangible issues in business contexts has flourished. The authors of the current study aimed to contribute to this research by considering managers in terms of their spiritual leadership, spirituality and religiosity. This study addresses these concepts and tests a model that assesses the relationships between the spiritual leadership attributes of top Turkish managers and the spirituality and religiosity of those individuals. The results reveal four key elements. First, the spiritual leadership of top Turkish managers depends upon their wisdom and altruism. In addition, their spirituality is comprised of their approach to immateriality and their spiritual awareness. Furthermore, there are no common factors among spiritual leadership, spirituality and religiosity. Finally, although the factors that form spiritual leadership, spirituality and religiosity have very weak and positive relationships, no statistically significant relationship was found between spiritual leadership and the issues of spirituality and religiosity.

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The impact of leadership styles on four variables of executives workforce

Author: EKATERINI GALANOU

Abstract

Purpose: Leadership is widely considered to be an important aspect of organizing and there are several reasons to suggest that managerial styles are of particular relevance in this context. However, there is a dearth of both theoretical and empirical work on leadership styles and their subsequent effects on middle managers’ organizational commitment, their job satisfaction, their communication and their managerial effectiveness. The aim of this paper is to report the findings of an empirical study exploring the relationship between four prominent models of leadership and the fundamental organizational features such as commitment, satisfaction, communication and effectiveness, regarding a variety of measures of variables such as the organizational structure (i.e. the type of branch) and the managers’ individual traits (i.e. the age, the education level).

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Comparative Study of Full Range Leadership Model among Faculty Members in Public and Private Sector Higher Education Institutes and Universities

Author : Muhammad Musarrat Nawaz, Mahmood Ahmad Bodla

Abstract

Leadership has proved itself to be an interesting topic for researchers. Numerous investigators have studied leadership style in different cultures, organizational settings and occupational levels. Nevertheless, it was rarely examined among teaching staff or faculty members of higher education institutes. The early studies focused on the personalities of the leaders or on their behavior. More recent studies are focusing on a full range of leadership styles, transformational, transactional and passive/avoidant. The current study seeks to determine the leadership style of full time teaching staff employed by public as well as the private higher education institutes. The data was collected through a self-administered questionnaire called Multifactor Leadership Questionnaire (MLQ) from 265 university employees in all. The results revealed that the public sector teaching staff is more transformational than private sector while transactional and passive/avoidant leadership style is more practiced in private sector. Although there are differences in public and private sector yet they are not statistically significant. Implications have been discussed for policy makers and education administrators specifically to develop their faculty for a challenging future. Guidelines for future research have also been provided.
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