Faculty That Look Like Me: An Examination of HBCU Accounting Faculty Motivation and Job Satisfaction

Smith, Kecia Williams; Davis, Malissa; Malone, Charles F.; Owens‐Jackson, Lisa A.

doi:10.2139/ssrn.3744399

Cited by 9 publications

(7 citation statements)

References 29 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Fair, just and respectful dealings with the employees within organisations is of paramount importance for employees to feel satisfied with their jobs and subsequent better performance positively affecting the outcomes for a company (Smith et al 2020). Employee retention, productivity, responsiveness and quality towards the work is driven positively by job satisfaction.…”

Section: Literature Reviewmentioning

confidence: 99%

The Effect of Remuneration on Employee Job Satisfaction: Descriptive Research of a Public Sector Organisation

Aliyu¹,

Abba²,

Kachalla³

2023

IJSSHMR

View full text Add to dashboard Cite

Employee Remuneration is an interesting topic in the field of human resource management to be researched. This study aims to determine the effect of remuneration on job satisfaction among library staff of Bayero University Kano, Nigeria through quantitative research technique. The population taken was 171 employees with a sample size of 119 employees, through simple random sampling technique. Data analysis technique employed was spearman correlation. The results indicate a positive relationship between remuneration and job satisfaction in nature with the goodness of fit measured at .0642. Additionally, job satisfaction has a significant effect on employee salary and recognition, nevertheless allowance and feedback were not found to be significant.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

The Effect of Remuneration on Employee Job Satisfaction: Descriptive Research of a Public Sector Organisation

Aliyu¹,

Abba²,

Kachalla³

2023

IJSSHMR

View full text Add to dashboard Cite

show abstract

“…From the point of view of the employees, it is clear that individuals like to be treated fairly and if employees feel respected and satisfied in their workplace, this can be a reflection of good behaviour. From the organisation's point of view, reasonable job satisfaction can lead to better employee performance, which affects the company's goals (Smith et al, 2020). Job satisfaction is an essential condition for the presence and cooperation of the individual with the organisation and plays a vital role in increasing employees' productivity and organisational commitment (Owens, 2015).…”

Section: Covid-19 Impact On Organisational Commitmentmentioning

confidence: 99%

The impact of Covid-19 on organisational commitment with mediating role of satisfaction among the Iraqi auditors

Dashtbayaz

Salehi

Mozan

2022

TQM

View full text Add to dashboard Cite

PurposeThe study seeks to examine the effect of the Covid-19 on organisational commitment with the mediating role of job satisfaction of Iraqi auditors to determine the impact the Corona has on the organisational commitment of Iraqi auditors with the mediating role of job satisfaction.Design/methodology/approachThe study's statistical population consists of those auditors working in the auditing organisations and private sector auditing institutions in Iraq. The number of respondents was 1,500 and 305 questionnaires were collected and analysed using Cochran's formula. Data were collected using the Covid1-19 questionnaire developed by the researcher, Minnesota Life Satisfaction Questionnaire (1967) and Allen and Meyer (1990) Organisational Commitment Questionnaire. In this study, the components of individual fear, collective fear and the transition from a feeling of security to insecurity with 29 questions for the impact of Covid-19 and job satisfaction components derived from the Minnesota Model, which includes six components (payment system, nature of job, progress opportunities, organisational atmosphere, leadership style and physical condition) is based on 19 questions. The components of organisational commitment are based on three types of emotional commitment, continuance commitment and normative commitment with 24 questions. Structural equation modelling using Smart-PLS software was used to analyse the data.FindingsThe results showed that the Covid-19 effect variable was not significant on organisational commitment but was significant considering the mediating role of job satisfaction.Originality/valueThe paper has covered a very interesting topic nowadays and the results may give great insight to auditors in a challenging condition due to COVID 19.

show abstract

“…It could be a reflection of good treatment if employees feel respected and satisfied at work. In the eyes of the firm, good job satisfaction can lead to better worker performance, which affects the company's results (Smith et al, 2020). Job satisfaction is commonly seen as a key factor in employee retention and productivity.…”

Section: Job Satisfactionmentioning

confidence: 99%

A Proposed Serial Multiple Mediation Model for Perceived Organizational Support and Organizational Commitment among Klang Valley Blue-Collar Manufacturing Employees

Tatt¹,

Hoo²,

Krishnan³

2022

IJARBSS

View full text Add to dashboard Cite

Due to misperceptions about blue-collar jobs and increasing demand for blue-collar personnel, the manufacturing sector has the greatest turnover rate. Malaysia's manufacturing sector is likewise declining. Manufacturers face significant turnover expenses, including recruiting and training of blue-collar manufacturing personnel, due to high turnover intention and poor performance. The COVID-19 epidemic is exacerbating these long-standing issues. High organizational commitment is a requirement for keeping and boosting employee performance, therefore the present researcher may investigate it. Perceived organizational support influences organizational commitment, according to study. There aren't many studies on how perceived organizational support leads to organizational commitment, therefore the serial mediator is the key contribution of this study. There is a missing link in a causal connection if a researcher utilizes just one mediator, work-related stress or job satisfaction, to mediate the relationship between perceived organizational support and organizational commitment when work-related stress is a requirement of job satisfaction. This study examines organizational commitment using perceived organizational support as a predictor and work-related stress and job satisfaction as sequential mediators. This research uses the Job Demands-Resources Model as the underlying theory and the Person-Environmental Fit Model, Maslow's Hierarchy of Needs Theory, Hertzberg's Two Factors Theory, Social Exchange Theory, Personality Traits, and the Three Component Model of Commitment as supporting theories to justify serial mediating and moderating. Quantitative research was used. 385 manufacturing workers were chosen using multi-stage cluster sampling. Surveys gather data. This study uses Hayes Process Macros for SPSS to accept or reject hypotheses. This study contributes to the literature on characteristics that might increase organizational commitment to improve employee performance and reduce turnover intention. Researchers anticipate this research would assist firms develop good HR and commitment strategies.

show abstract

Faculty That Look Like Me: An Examination of HBCU Accounting Faculty Motivation and Job Satisfaction

Cited by 9 publications

References 29 publications

The Effect of Remuneration on Employee Job Satisfaction: Descriptive Research of a Public Sector Organisation

The Effect of Remuneration on Employee Job Satisfaction: Descriptive Research of a Public Sector Organisation

The impact of Covid-19 on organisational commitment with mediating role of satisfaction among the Iraqi auditors

A Proposed Serial Multiple Mediation Model for Perceived Organizational Support and Organizational Commitment among Klang Valley Blue-Collar Manufacturing Employees

Contact Info

Product

Resources

About