Job satisfaction among information system (IS) personnel

Chen, Ling-Hsiu

doi:10.1016/j.chb.2007.01.012

Cited by 109 publications

(85 citation statements)

References 21 publications

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“…Two dimensions of distributive justice emerged in the factor analysis push migration (Cronbacha α = 0.70) and pull migration (Cronbacha α = 0.71). Second, the measurement of Satisfaction by Chen [20] was based on two dimensions of interpersonal satisfaction (Cronbacha α = 0.77) and salary satisfaction (Cronbacha α = 0.84). The list consist total of 4 items using 5-Likert scales from 1 "not at all", to 5 "very highly".…”

Section: Methodsmentioning

confidence: 99%

Exploring the Impacts of Labor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator

Liao

2015

AJIBM

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The purpose of this study is to understand employability into the moderator through which labor migration and job satisfaction are related to organizational commitment. A survey study was conducted on 440 Thai workers from construction industry in Taiwan. Using structural equation modeling (SEM), our analysis indicates that labor migration is significantly related to their feelings of satisfaction to the organizational commitment. After analyzing the survey questionnaires, we find the positive relationship among push migration, pull migration, interpersonal satisfaction, salary satisfaction, and organizational commitment. Furthermore, the result shows the positive significant moderating effects of employability on push migration and job satisfaction. However, the push migration has a significantly positive effect on job satisfaction in lower employability of foreign workers.

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Section: Methodsmentioning

confidence: 99%

Exploring the Impacts of Labor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator

Liao

2015

AJIBM

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“…Traduz a sensação de atendimento a necessidades e reflete um estado emocional agradável resultante da avaliação que o indivíduo faz do seu trabalho e do quanto ele percebe que o trabalho está atendendo suas necessidades (MARTINEZ e PARAGUAY, 2003). A satisfação no trabalho segundo Chen (2008) sentimentos, atitudes e preferências das pessoas no trabalho. Portanto, a satisfação no trabalho influencia na obtenção de resultados positivos, ao produzir mudanças nos desejos e no ambiente, gerando uma força impulsionadora da ação (BEALE, 2007;GODOI;FREITAS;CARVALHO, 2011).…”

Section: Introductionunclassified

Realidade Percebida Na Satisfação De Servidores Públicos: Características E Circunstâncias

Amorim¹,

Silva²

2015

Qualitas

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v.16, n.2, jul./set.2015 ISSN 1677 4280 RESUMOAs pessoas passaram a ser mais valorizadas nas organizações atuais, contudo, algumas vezes, as políticas e práticas de recursos humanos são geradoras de insatisfação, principalmente a política salarial, o processo de comunicação, a qualidade das chefias e o relacionamento entre as diferentes áreas funcionais (BOHLANDER, SNELL e SHERMAN, 2005). O presente trabalho buscou conhecer o nível de satisfação dos servidores do Departamento Estadual de Trânsito de Pernambuco (DETRAN-PE), evidenciando fatores que afetam seu comportamento no trabalho. O estudo utilizou um questionário para levantar informações relacionadas ao clima organizacional e fatores motivacionais e higiênicos que influenciam na satisfação dos servidores. O perfil dos servidores pesquisados mostrou uma leve predominância feminina, grande parte trabalha há mais de 25 anos na organização e o nível de escolaridade não é elevado por ser em maioria com o segundo grau. Os aspectos que provocam insatisfação são: salário, benefícios, falta de material para o trabalho, desenvolvimento profissional, valorização e reconhecimento. Já muitos aspectos promovem satisfação nos pesquisados como segurança no trabalho, assistência médica, variedade e natureza das tarefas, realização pessoal, relacionamentos interpessoais, estilo da chefia, nível de autonomia, comunicação e feedback. Palavras-chaves: Clima organizacional. Gestão pública. Satisfação no trabalho. ABSTRACTEmployees have become more valued, but sometimes policies and human resource practices are generating dissatisfaction, particularly wage policy, communication process, quality of leadership and relationship between different areas (Bohlander, SNELL and Sherman, 2005). This study aimed to know the level of employee satisfaction of the State Traffic Department of Pernambuco (DETRAN-PE), highlighting factors that affect their behavior in the organization. The study used a questionnaire sought information about organizational climate, motivational and hygienic factors that influence the employees satisfaction. The employees profile showed a slight female predominance, largely worked for over 25 years in the organization and the education level is not high because it is in most with high school. Aspects that cause dissatisfaction are: salary, benefits, lack of work materials, professional development, enhancement and recognition. Many aspects promote satisfaction as safety at work, health care, variety and nature daily activities, personal achievement, interpersonal relationships, style of leadership, autonomy, communication and feedback.

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“…There are some studies in the world that indicate the degree of employee satisfaction: across America, 45% of workers say they are either satisfied or extremely satisfied with their job. Only 20% are very passionate about their jobs, 33% believe they have reached a dead end in their work, 21% are eager to change careers (Chen, 2008). Older workers are the most satisfied and the most engaged in their work.…”

Section: Introductionmentioning

confidence: 99%

Employees satisfaction in travel agencies

Gaji¹,

Kovaevi²,

Peni³

2014

Afr. J. Bus. Manage.

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This paper concisely deals with the current issue in the tourism sector, which is the satisfaction of the staff. This paper will result in the synthesis of theory and research on the satisfaction of human resources at travel agencies in Novi Sad. The primary aim of this study is to determine the current state and extent of employee satisfaction in certain key segments of business success. The basic method in this study is random sampling, and the analysis of results was obtained from the collected data. SPSS program version 17.0. was used for data processing; 107 respondents were involved. The results obtained from this method, that is statistical methods and secondary publications confirmed the hypotheses presented in the paper.

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Job satisfaction among information system (IS) personnel

Cited by 109 publications

References 21 publications

Exploring the Impacts of Labor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator

Exploring the Impacts of Labor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator

Realidade Percebida Na Satisfação De Servidores Públicos: Características E Circunstâncias

Employees satisfaction in travel agencies

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