Organizational Culture and Job Satisfaction in a Telecommunications Company in the Kingdom of Bahrain

Al‐Shammari, Minwir; Al-Am, Z.

doi:10.17512/pjms.2018.18.1.03

Cited by 8 publications

(9 citation statements)

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“…The results also show that a higher organisational commitment of the nursing staff can also effectively enhance job satisfaction. A higher organisational commitment can stimulate individual loyalty and dependence on the organisation, which can promote the individual to maintain a positive state at work, and thus promote their job satisfaction, which validates previous findings (Al‐Shammari & Al‐Am, 2018; Körner et al, 2015; Park, 2005). Organisational commitment, job satisfaction and professional identity all can impact willingness to stay expect transformational leadership.…”

Section: Discussionsupporting

confidence: 89%

“…In Robin's research, he showed that higher job satisfaction occurs when an individual's needs are consistent with the culture of his organisation (Robin, 1996). And a large number of previous studies have confirmed that organisational culture has a significant impact on employees' job satisfaction (Al-Shammari & Al-Am, 2018;Körner, Wirtz, Bengel, & Göritz, 2015;Park, 2005). Subsequently, Kim showed that clan culture can effectively enhance the emotional commitment of employees (Kim, 2014).…”

Section: Clan Culture Organisational Commitment and Job Satisfactionmentioning

confidence: 95%

“…Therefore, clan culture is an effective way for aged care agencies, as it can not only improve the cohesion of the organisation, but also improve the service quality of employees (Kim, 2014). A large number of previous studies have confirmed that organisational commitment has a significant impact on employees' job satisfaction (Al-Shammari & Al-Am, 2018;Körner et al, 2015;Park, 2005). The results also show that a higher organi- (Harrison, Newman, & Roth, 2006); they significantly enhance the willingness to stay of the nursing staff.…”

Section: Main Findingsmentioning

confidence: 96%

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How transformational leadership and clan culture influence nursing staff's willingness to stay

Xie

Liang

et al. 2020

J. Nurs. Manag.

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Aim: To explore the impact mechanism of transformational leadership and clan culture on the willingness to stay of nursing staff in the aged care industry. Background: Previous researchers had paid much attention to the leadership and culture, yet it was unclear how the transformational leadership and clan culture influence the willingness to stay of nursing staff, especially those in the aged care industry. Methods: A questionnaire was conducted in an aged care agency in Anhui Province, with a total of 217 valid questionnaires collected for empirical analysis. Results: (a) Transformational leadership indirectly affects willingness to stay by affecting organisational commitment and job satisfaction. (b) Clan culture also affects the willingness to stay by affecting their organisational commitment and job satisfaction. (c) Professional identity also has a significant positive impact on the willingness to stay. Conclusions: The findings of the study emphasize the importance of transformational leadership and clan culture in enhancing the willingness to stay of nursing staff in the aged care industry, and clarify the specific impact mechanism. Implications for Nursing Management: Nurse leaders in the aged care agencies should improve transformational leadership, and strive to build clan culture to help retain nursing staff better.

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Section: Discussionsupporting

confidence: 89%

Section: Clan Culture Organisational Commitment and Job Satisfactionmentioning

confidence: 95%

Section: Main Findingsmentioning

confidence: 96%

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How transformational leadership and clan culture influence nursing staff's willingness to stay

Xie

Liang

et al. 2020

J. Nurs. Manag.

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“…For instance, support for team spirit and emphasis on creating a positive work environment can significantly affect employee satisfaction. Conversely, an organizational culture that overly stresses performance and competitiveness might cause stress and reduce job satisfaction ( Al-Shammari and Al-Am, 2018 ; Khan et al, 2023 ).…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction and perceived workload in the context of personality typology among subway train drivers

Gottwald,

Lejsková

2023

Front. Psychol.

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Job satisfaction is a highly relevant topic across all sectors of the national economy worldwide. A contented employee significantly enhances a company’s performance compared to a dissatisfied one. Simultaneously, a contented employee increases the human capital value of the company, which has a substantial impact on its overall value. However, employee satisfaction is not a static state; it can be influenced by various factors, one of which is perceived workload resulting from the nature of the job. The aim of this article is to investigate whether there is a demonstrable impact of perceived workload on employee satisfaction. This relationship is examined within the context of subway train drivers in the Czech Republic. In exploring this relationship, we also delve into the psychological factor of whether there is a connection between perceived workload and the satisfaction of subway train drivers based on their personality types according to the MBTI test. These dependencies are assessed through correlation analysis using a comprehensive dataset obtained. In the course of the research, data were collected from the entire basic sample of respondents, namely from 654 subway train drivers. The results confirmed the existing influence of perceived workload on employee satisfaction and, concurrently, the influence of perceived workload on employee satisfaction based on the personality typology determined by the MBTI test. These findings are undoubtedly beneficial for the management of transportation companies, particularly those involved in passenger transportation, specifically in the provision of subway services.

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“…What unites these visions is the condition of activity in work. The strength that strengthens this assumption is the organisational culture (Essawi, Tilchin, 2013, Hood, Jacobson, Van Buren, 2011Al-Shammari, Al-Am, 2018). It is the basis for shaping proactive behaviour at work (Brunetto, Xerri, Nelson, 2014).…”

Section: Circumstances Encouraging Synergy In a Teammentioning

confidence: 95%

Untitled

2019

ZNUPH

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Synergy is a powerful tool that emerges when the social potential is improved and high activity is achieved. This is a feature of well-functioning and continuously learning teams. The aim of the study is to examine circumstances that may favour synergy in team work. Teams functioning in a company that is typical for a learning organisation were selected to conduct analysis in the case study. In order to collect the data, the author applied grounded theory and surveys along with descriptive and analytical methods. The study proved that team synergy conditions are the quality of cooperative relations, entrepreneurial potential and measurable effects of joint action.

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Organizational Culture and Job Satisfaction in a Telecommunications Company in the Kingdom of Bahrain

Cited by 8 publications

References 0 publications

How transformational leadership and clan culture influence nursing staff's willingness to stay

How transformational leadership and clan culture influence nursing staff's willingness to stay

Job satisfaction and perceived workload in the context of personality typology among subway train drivers

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