An Analysis of Factors Influencing Employee Job Satisfaction in a Public Sector

Lekić, Nemanja; Vapa-Tankosić, Jelena; Rajaković-Mijailović, Jasmina; Lekić, Snežana

doi:10.15240/tul/001/2019-3-006

Cited by 10 publications

(10 citation statements)

References 38 publications

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“…This confirms the findings that relations at work, both with colleagues and with management, seem to be an important explanatory variable in job satisfaction equations [33,62,67,68]. The findings have shown that satisfaction with cooperation and relations with superiors had the greatest influence on job satisfaction [69]. This finding indicates that the bank managers should build good and harmonious interpersonal relationships, both between the employees themselves and between employees and their superiors.…”

Section: Discussionsupporting

confidence: 86%

Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas

Lekić¹,

Vapa-Tankosić

Mandić³

et al. 2020

Sustainability

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Banking sector performance is directly related to the economic performance of the country. This research is an effort to establish the parameters of job satisfaction among bank employees and to ascertain whether there were differences in job satisfaction between employees in urban and rural branches. A randomly selected sample was made of bank employees in the Republic of Serbia. To date, the relative job satisfaction of bank employees in urban and rural areas has not been investigated, and for this reason, it is important to analyze the different facets of job satisfaction such as salaries, cooperation with closest associates, promotion, remuneration policy, cooperation and relationship with superiors, and the nature of the job. The bank employees’ satisfaction with their salaries has a major influence on total job satisfaction. Perceptions of teamwork effectiveness and its relationship to overall job satisfaction were analyzed. Team quality has the greatest influence on the bank employees’ job satisfaction. These insights can offer guidance for future action on building the quality of the employee–organization relationship.

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Section: Discussionsupporting

confidence: 86%

Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas

Lekić¹,

Vapa-Tankosić

Mandić³

et al. 2020

Sustainability

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“…Measurement of participating leadership refers to Rana et al, 2019, which is indicated by consultation, communication to encourage employees' role to participate, and logical and acceptable explanations of any decision making. Job satisfaction is measured based on theories put forward by Lekić et al (2019) such as salaries, coworkers and superiors, remuneration, and employment. Job performance is measured by quantity, quality, and timeliness.…”

Section: Methodsmentioning

confidence: 99%

“…Job satisfaction is an attitude towards each employee's work, both pleasant and unpleasant in his work. Job satisfaction is measured by several dimensions, i.e., satisfaction with salary, cooperation with closest colleagues and superiors, remuneration policy, satisfaction with the nature of work (Lekić et al, 2019).…”

Section: Job Satisfactionmentioning

confidence: 99%

Moderating Role of Job Satisfaction on The Relation between Participative Leadership Styles and Performance in a Petrochemical Company

Kahpi

Khairusy²,

Abidin

et al. 2020

Minds

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The implementation of the participative leadership style has been positive on the increase in employee performance. However, how it works in an extraction and refining petrochemical-firm context is still elusive. This study investigates how a participatory leadership style may support employee performance as moderated by Job Satisfaction. Primary data from all 85 HRD employees in Cilegon Petrochemical Company is selected as a database. This study computes the relationships using the PLS-SEM procedure. This study proves that participative leadership style variables significantly influence employee performance. Job satisfaction has a significant positive effect on employee performance, and job satisfaction moderates the effect of participative leadership style on employee performance.

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“…Najjači prediktor odgovora uticaja na tvrdnju "Banka u kojoj radim brine o unapređenju karijere zaposlenih" jeste visina ličnih primanja, dok je drugi značajni prediktor mogućnost stručnog osposobljavanja utiče na moj radni učinak. Rezultati su u skladu sa ranije sprovedenim istraživanjem među zaposlenima u javnim preduzećima Srbije da su materijalne kompenzacije najznačajniji faktor motivacije (Lekić et al 2019b), da postoji povezanost između stepena obrazovanja i stimulativnog sistema nagrađivanja (Lekić i Vapa Tankosić, 2019c). Sprovedeno istraživanje je nastavak istraživanja o posvecénosti zaposlenih u poslovnim bankama (Lekić i Vapa Tankosic, 2018), gde zaposleni osecáju sigurnost u banci u kojoj rade i osecáju da cé biti nagrađeni za dobre rezultate svog rada, odnosno za postignute rezultate.…”

Section: Tabela 6 Crosstabs -Broj Godina Provedenih U Banci* Motivacija Bro J G O D I Na Pro V E D En Ih U Org a Ni Z Ac I Jiunclassified

“…al., 2014;Naji, 2014). Istraživanje zaposlenih u javnom sektoru u Srbiji pokazalo je da je poslednjih sedam godina došlo do porasta zadovoljstva poslom u odnosu na zadovoljstvo platama, mogućnost napredovanja, sistem nagrađivanja i prirodu posla (Lekić et al, 2019b).…”

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Impact of motivational factors on organizational commitment of bank employees

Lekić¹,

Vukosavljević²,

Vapa-Tankosić³

et al. 2021

Ekon: teor praks

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Human resources are the most important potential of any organization, and therefore organizations must find, attract and retain employees with appropriate knowledge and skills. This includes an adequate way of motivating and rewarding employees, which has a positive effect on their satisfaction, loyalty and commitment to the organization. The subject of the research are the parameters of employee motivation and organizational commitment in commercial banks. The research was conducted in 2019 on the territory of the Republic of Serbia on a sample of 667 respondents. Statistical data processing were be performed using the SPSS program. The aim of the paper is to analyze the interdependence of demographic factors and motivational factors of employees: amount of salary, cooperation and good relations with superiors, greater autonomy in the execution of work tasks and the decision-making process, better information on issues related to the future of the company, opportunities for advancement and additional education and job content. Also, with binary regression we determine the influence of motivational factors on organizational commitment. This research paper will show the ways in which different motivational factors affect the organizational commitment of bank employees, which can be a parameter for bank management in formulating a business strategy that will ensure their efficiency and business success.

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An Analysis of Factors Influencing Employee Job Satisfaction in a Public Sector

Cited by 10 publications

References 38 publications

Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas

Analysis of the Quality of the Employee–Bank Relationship in Urban and Rural Areas

Moderating Role of Job Satisfaction on The Relation between Participative Leadership Styles and Performance in a Petrochemical Company

Impact of motivational factors on organizational commitment of bank employees

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