job satisfaction – Jurnal Pengurusan

The Mediating Effects of Procedural Justice on the Relationship between Performance-based Remuneration Management and Job Satisfaction

khairul23 — Sat, 15 Oct 2022 10:24:26 +0000

In the era of fourth industrial revolution, remuneration management has become an important organizational strategy for achieving organizational objectives. The purpose of this study is to explore the influence of performance-based remuneration management on employee’s job satisfaction through the mediating role of procedural justice. A crosssectional technique was employed to collect primary data from 232 employees of private higher educational institutions in Peninsular Malaysia who experienced the implementation of performance-based remuneration. The Partial Least Square Structural Equation Modelling (PLS-SEM) was used in the data analysis. The outcomes displayed three important findings: first, the relationship between management of performance-based remuneration and procedural justice was significant. Second, the relationship between management of performance-based remuneration, procedural justice and intrinsic job satisfaction was significant. Third, the relationship between management of performance-based remuneration, procedural justice and extrinsic job satisfaction was significant. Statistically, this result confirms that influence of management of performance-based remuneration on job satisfaction is indirectly affected by procedural justice in the studied organizations. This study provides empirical evidence on the importance of procedural justice in managing performance-based remuneration. It is an important input to enhancing employee’s job satisfaction in the organization. Further, the study concludes with a discussion on the contributions, limitations and suggestions for future research.

The Role of Needs-Supplies Fit and Job Satisfaction in Predicting Employee Engagement

Amirulilul — Tue, 11 Oct 2022 06:34:05 +0000

Employee engagement has become a key concern for organizations as it provides value for sustainable competitive advantage. Fully engaged workforce is not only important in helping organizations flourish in good times but also relevant in helping organizations persevere during tough times. However, the main challenge for employers is to motivate and keep their employee engaged. Recent organizational behaviour studies emphasize the importance of environmental influences in understanding employees attitudes and behaviours. Consistent with this development, the present study seeks to examine the role of needs-supplies fit and job satisfaction in predicting employee engagement. Drawing from the self-in-role view and social exchange theory, it was hypothesized that needs-supplies fit predicts employee engagement, and the relationship between the two constructs is mediated by job satisfaction. Using a self-administered survey, data were obtained from 161 employees of a large public university in Malaysia. The results fully supported the hypothesized relationships. Implications for theory and practice are discussed.

Job Satisfaction Among Malaysian Employees: An Application of Spector’s Job Satisfaction Survey in the South East Asian Context

Nazira Adnan — Sun, 09 Oct 2022 05:16:45 +0000

Job satisfaction explains individuals’ reactions towards their jobs. Many studies find that job satisfaction is a well-known construct that is widely used to study work-related well-being; and contributes significantly to employees’ overall quality of life. The current paper examines job satisfaction among Malaysian employees using the Job Satisfaction Survey (JSS). In particular, the present study compares the job satisfaction levels of Malaysian samples with those of a previously reported study involving samples from Singapore and the United States. Results of one sample t-test reveals statistically significant differences in pay, promotion, fringe benefits, contingent rewards, supervision, co-workers and nature of work subscales. No cultural influence exists between Malaysian and Singapore samples in terms of perceived operating conditions satisfaction. Similarly, no statistically significant difference exists between Malaysian and the United States perception towards the communication facet. Furthermore, the results of factor analysis support the previous study, suggesting possible cultural differences in the understanding of, and consensus regarding, the structure of the job satisfaction scale.

Internal Corporate Social Responsibility Practices and Employees’ Job Satisfaction in a Malaysian Banking Company

Nur_161 — Sat, 08 Oct 2022 16:06:37 +0000

This study aims to examine the relationship between internal corporate social responsibility (CSR) practices and job satisfaction of employees in a Malaysian banking company. The study utilised Carroll’s revised pyramid of global CSR and performance model with the selected CSR dimensions developed by Mohd Hasan (2013), consisting of the best global and local CSR practices. Multistage sampling, simple random sampling and convenient sampling was used. This study employed a quantitative (survey) method, wherein questionnaires were distributed to 342 bank staff (managerial and non-managerial), but only 174 valid responses were received. The data were analysed using Pearson-Product Moment Correlation test and Multiple Regression test through the Statistical Package for the Social Sciences (SPSS) version 22.0. The findings of multiple regression analysis revealed that human rights, labour rights and compliance with certified international standards pertaining to ethical and legal aspects of internal CSR were significant predictors of job satisfaction in the current context. Conclusion, limitations, implications of the findings, and suggestions for future study are also discussed.

Analysing the Mediating Effects of Job Satisfaction and Dissatisfaction on Employee Voluntary Turnover Intention

syazwinaramjan — Sat, 08 Oct 2022 13:06:28 +0000

This study examines the relationship between performance-based rewards (PR) and training and development (T&D) in terms of employee voluntary turnover intention (TI). It also examines if job satisfaction (JS) and job dissatisfaction (JDS) mediate the relationship between these variables. The data were collected via purposive sampling and were analyzed using the structural equation modelling partial least squares (SEM-PLS method). A total of 409 respondents from private organizations participated in this study. The results reveal that PR and T&D have a significant relationship with TI. This study found that JS mediates the relationship between PR, T&D, and TI while JDS mediates only the relationship between T&D and TI. These findings provide more in-depth insights that can help employers address the turnover intention at workplaces.

The Effect of Work-Family Conflict towards Job Satisfaction and Emotional Well-Being: Problem-Focused Coping as Mediator

syafiqahazieati — Sat, 08 Oct 2022 05:14:58 +0000

Inability to cope with conflicting demands of work and family has become an important topic among the employees in organisation. However, studies on inability to cope with conflicting demands on work, family and distance learning among the distance learners in Malaysia have received little attention. In this article, a sample of distance learners (N=173) were utilized to examine the relationship between work-family conflict towards problem-focused coping, job satisfaction and emotional well-being, and to examine the mediating effect of problem-focused coping between work-life conflict towards job satisfaction and emotional well-being. The research model was tested upon Coping Theory and Self-Determination Theory. Results of Partial Least Square (PLS) demonstrated that work-family conflict has a positive influence only on problem-focused coping, and subsequently problem-focused coping was found to mediate the relationship between work-life conflicts towards job satisfaction and emotional well-being. Based on the findings, this research suggests the employers to enhance work-life balance policies and programmes especially for employed distance learners, and the management of distance education to improve student retention and completion rates by providing supports to the distance learners.

Do Proactive Career Behaviours Enhance Individual Well-Being? An Empirical Study among Professional Engineers

khairul23 — Fri, 07 Oct 2022 01:33:51 +0000

Engineers are very driven to go up the career tree, and they aim for psychological achievement. Nevertheless, the struggle between fulfilling the company’s work demands and having their ambitions and expectations affected their well-being. In Malaysia, engineers are reported as one of the groups of unhappy employees. Consequently, this research examines the impact of proactive career management behaviours (PCMB) on the personal well-being of Malaysian engineers. The current research involved 387 registered professional engineers from a variety of fields and businesses. The hypotheses were tested via a path analysis using PLS. The findings indicated a positive effect of PCMB on individual well-being. Employers and industries may use the results to incentivise their unlicensed engineers to enrol as graduates and to pursue careers as professional engineers. For that reason, people will see their work as significant, thus increasing their work satisfaction.