Determinants of Employee Job Satisfaction: An Empirical Test of a Causal Model

Agho, Augustine O.; Mueller, Charles W.; Price, James L.

doi:10.1177/001872679304600806

Cited by 366 publications

(278 citation statements)

References 44 publications

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“…Job satisfaction is focused primarily on its impact on employee commitment, absenteeism, intentions to quit, and actual turnover (Agho, Mueller & Price, 1993). However, across studies, the proportion of variance in turnover explained by levels of satisfaction may be smaller than originally thought (Hom & Griffeth, 1991;Lee, Law & Bobko, 1999).…”

Section: Job Satisfaction and Performancementioning

confidence: 99%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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Abstract:Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used.Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings:The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Research limitations/implications:Limitation to the present study include the researcher's inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals.-255-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 Originality/value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

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Section: Job Satisfaction and Performancementioning

confidence: 99%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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“…Job satisfaction is commonly defined as the extent to which employees like their work [16]. According to McShane, Olekalns & Travaglione [17], job satisfaction can be defined as a person's evaluation of his or her job and work context.…”

Section: B Learning Organization and Job Satisfactionmentioning

confidence: 99%

Learning Organization Practices and Job Satisfaction among Academicians at Public University

Razali¹,

Amira²,

Shobri³

2013

IJSSH

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Abstract-The purpose of this study was to examine the relationship between learning organization practices and job satisfaction among academicians at public university. The primary objective of this study was to describe the practices of learning organization among academicians and how it may influence their job satisfaction at public university. Correlation research design has been applied in the study where questionnaire was used as the instrument. Based on the data gained in this study, it shows that strategic leadership was the most dimensions which the academicians prefer to practise while encourage collaboration and team learning is the lowest practised dimension. From the findings, it revealed that there is a positive relationship between learning organization practices and job satisfaction among the academicians. In future research, academicians from private universities can be study as comparison with public universities academicians. Such comparisons will help in generating strategic plans to narrow down the performance gap between two sectors and get the most out of the potency in learning.

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“…Negative affectivity, adapted from Agho, Mueller and Price (1993), was measured by three items: "I always expect the worst to happen," "Minor setbacks sometimes irritate me a lot," and "There are days when I'm 'on edge' all of the time." Work motivation was measured by three items adapted from Kanungo (1982): "Work is only a small part of my life" (R), "My work is central to my very existence," and "The most important things that happen in my life involve my work."…”

Section: Control Variablesmentioning

confidence: 99%

Stress at Work : A Study of Organizational-Professional Conflict and Unmet Expectations

Lait

Wallace

2003

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Un aspect important de l’étude des professions aborde la possibilité d’un conflit entre les professionnels et les organisations qui les emploient. (Sorensen et Sorensen 1974 ; Davies 1983 ; Freidson 1986 ; Wallace 1995a). Ce fait peut survenir lorsque les valeurs, les buts et les attentes du professionnel sont incompatibles avec ceux de l’organisation où il travaille, de manière plus particulière lorsque les professionnels sont à l’emploi d’organisations fortement bureaucratisées. Face à une telle incompatibilité, le professionnel ne se sent pas préparé et ce fait peut déboucher sur une expérience de travail comportant un stress (Kahn et Quinn 1970 ; Eaton 1980 ; Cherniss 1980 ; Stevens et O’Neill 1983 ; Leiter 1991).Au cours de cette étude, nous avons fait appel au modèle du conflit profession-organisation en l’appliquant à l’analyse du stress en emploi dans le cas des travailleurs impliqués dans une relation d’aide. Nous l’avons fait en posant la question suivante : comment les conditions de travail peuvent-elles influencer le stress en emploi chez les travailleurs des services sociaux ? Dans le cas de ce type de travail, on entend souvent dire que les lieux de travail reflètent un mélange de caractéristiques du professionnalisme et de l’organisation bureaucratique, plutôt que la présence de l’un ou l’autre seulement de ces éléments (Cherniss 1980 ; Hasenfeld 1983 ; Harris 1998). Par exemple, le système bureaucratique de gestion rationnelle peut accompagner le professionnel dont l’expertise lui permet un contrôle sur la nature du service fourni (Harris 1998).Nous nous attendions à ce que les travailleurs des services sociaux fassent état de quelques aspects de leur travail qui refléteraient plus les idéaux et les normes de pratique du professionnel et d’autres aspects qui montreraient plus de traits propres à la bureaucratie. Dans de telles conditions, les attentes des professionnels originant de leur sens du professionnalisme peuvent s’opposer aux réalités du travail en milieu bureaucratique, créant ainsi une expérience de travail stressante. Nous sommes alors en mesure de prédire que les travailleurs de la relation d’aide éprouveront un stress d’autant plus élevé que leurs attentes ne seront pas rencontrées (hypothèse 1). Nous faisons également l’hypothèse que les conditions de travail qui sont plus compatibles avec les idéaux de la profession rencontreront les attentes et ainsi réduiront la possibilité d’un stress au travail (hypothèse 2). Nous considérons de plus que des conditions plus bureaucratiques ne réussiront pas à satisfaire aux attentes des professionnels et contribueront alors à une augmentation du stress (hypothèse 3).Nous vérifions nos hypothèses en utilisant les techniques d’analyse linéaire OLS avec un échantillon de 514 travailleurs de la relation d’aide qui rendent des services aux personnes éprouvant des troubles de développement. Pour valider la première hypothèse, nous évaluons les effets des attentes ignorées sur le stress en emploi. Pour la deuxième hypothèse, nous ajoutons quatre dimen...

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Determinants of Employee Job Satisfaction: An Empirical Test of a Causal Model

Cited by 366 publications

References 44 publications

Employee motivation and work performance: A comparative study of mining companies in Ghana

Employee motivation and work performance: A comparative study of mining companies in Ghana

Learning Organization Practices and Job Satisfaction among Academicians at Public University

Stress at Work : A Study of Organizational-Professional Conflict and Unmet Expectations

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