The Mediation Influence of Job Satisfaction on Organisational Commitment amongst Quantity Surveyors

Chiu, Wai Yee Betty; Ng, Fung Fai

doi:10.5130/ajceb.v15i1.4304

Cited by 4 publications

(4 citation statements)

References 48 publications

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“…The rating of constituent variables on the internal business process perspective indicates that Nigeria QSFs are excelling in the various aspects of business processes and they are in line with the studies of Chiu and Ng (2015) and Olanipekun et al (2014). These researchers had pointed out that internal business processes had contributed to the overall business performance of a QSFs and foster good employee attitude to works and conducive working environment.…”

Section: Discussion Of Findingssupporting

confidence: 63%

“…In addition, it fosters a conducive environment which nurtures a great attitude among employees towards their job and company (Analyse Survey, 2008). Chiu and Ng (2015) defined job satisfaction as "any combination of psychological, physiological and environmental circumstances that causes an employee to be satisfied with his/her jobs". Safety is described as a measure used to verify the safety performance of an organisation, in order to validate the effectiveness of safety risk control (Skybrary, 2016).…”

Section: Internal Business Process Perspectivementioning

confidence: 99%

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Evaluating quantity surveying firms’ performance

Osunsanwo

Dada

2019

IJPPM

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Purpose The purpose of this paper is to evaluate the performance of quantity surveying firms (QSFs) using the balanced scorecard (BSC) technique. Design/methodology/approach Based on a survey of 37 QSFs in Lagos State, Nigeria, the paper empirically assessed the performance of QSFs using the BSC technique. The targeted respondents were principal partners and quantity surveyor employees in the selected QSFs and relevant construction stakeholders, including clients, architects, builders and structural engineers, who usually have business relation with QSFs. Findings The findings of this paper revealed high levels of performance in non-financial measures of the BSC dimensions while low level performance is recorded in financial measure. Practical implications The exemplified performance measures allow QSFs’ managers to set their own priorities and to seek out improvements along the BSC dimensions of performance measure. The high performance recorded in non-financial perspectives needs to be sustained while a lot of efforts need to be put in place in order to improve the financial performance, thereby sustaining their viability. Originality/value This paper contributes methodologically through the application of a balance and all-encompassing principles in assessing performance. The use of this measure enables QSFs to structure a balance assessment of their operation, to identify their strengths and weakness, and to target areas for improvement in order to reach their desired business goals.

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Section: Discussion Of Findingssupporting

confidence: 63%

Section: Internal Business Process Perspectivementioning

confidence: 99%

Evaluating quantity surveying firms’ performance

Osunsanwo

Dada

2019

IJPPM

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“…More studies are encouraged to examine the mediating effects of both these variables. However, there are certain inconsistencies in terms of the findings between job satisfaction to organisational performance (3,10). Some studies found mixed results, while others found the relationship to be insignificant.…”

Section: Mediating Variablesmentioning

confidence: 99%

The Role of Emotional Intelligence in the Performance of an Organisation with 2 Mediating Variables: a Case Study Approach

Chin¹,

Rosman²

2018

IJET

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As organisations enter the 21st century, the dynamism of the business environment has certainly increased its pace. The external environment especially the technological element has accelerated the changes in the business platform. Many organisations who are unable to keep up with these changes has to wrap up. Those in the business needs to look for a strong strategic asset which can be used not only for sustainability but to propel the business into higher realms. In the 1980s-1990s, a few studies have highlighted the usage of emotional intelligence as a source of performance among their employees. The purpose of this study is to study the role of emotional intelligence in the performance of an organisation with 2 mediating variables. A case study approach has been used in this study. It was found that with the mediating variables in play, the role of emotional intelligence has certainly enhanced.

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“…Raiden and Dainty (2006) argued that employers have to leverage on their employees' need for development and also their needs in meeting the competitive business environment. In this regard, Chiu and Ng (2015) recommended that quantity surveying firm managers should place more efforts on improving their employee's job satisfaction to enhance their commitment to the organization. This, according to Chan and Moehler (2008), mandates employers to contribute to the career development of their employees and Chan (2007) sees it as very key to ensuring a sustainable skill base.…”

Section: The Significance Of Career Path Model or Framework In An Organisationmentioning

confidence: 99%

A Career Path Framework for Quantity Surveyors in Nigeria Private Practice

Dada

2018

JCBM

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In a typical organization, career path helps employees to understand what is expected of them based on the positions they occupied. This also allows them to participate in managing their career progress. Many quantity surveying firms do not have career development path for their quantity surveyor (QS) employees and this has limited their performance at work. This paper, therefore, develops a career path framework for quantity surveyors in private practice in Nigeria. A combination of survey and interviews were employed to elicit the required data. The study population are in two categories. Firstly, the quantity surveying firms, while the respondents in the firms are the principal partners and their employees. The second category is the chairmen of the state chapters of the Nigerian Institute of Quantity Surveyors. The findings of the study establish the career path progression for a quantity surveyor in private practice which ranges from trainee quantity surveyor, assistant quantity surveyor, quantity surveyor, senior quantity surveyor, principal quantity surveyor, chief quantity surveyor, partner and principal partner/consultant in that order. The proposed conceptual framework signifies and demonstrates the necessary benchmark to resolving common problems about career progression and development among quantity surveyor in private practice. This is seen as having a positive effect on harmonious working relationship and quality service delivery.Keywords: Career development, Career path, Framework, Nigeria, Private Practice, Quantity Surveyors.

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The Mediation Influence of Job Satisfaction on Organisational Commitment amongst Quantity Surveyors

Cited by 4 publications

References 48 publications

Evaluating quantity surveying firms’ performance

Evaluating quantity surveying firms’ performance

The Role of Emotional Intelligence in the Performance of an Organisation with 2 Mediating Variables: a Case Study Approach

A Career Path Framework for Quantity Surveyors in Nigeria Private Practice

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