Subject: search.filters.subject.job satisfaction

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Now showing 1 - 10 of 23
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    Influences of Customer Feedback, Work Motivation, and Supervisor Support on Job Satisfaction
    (2015) 柯玉潔; Lahelakuupokii Cleveland
    Employee job satisfaction is of dire concern to organizations utilizing human capital. Although numerous factors contribute to employee job satisfaction, researchers often dedicate their approach to this problem by focusing on internal organizational influences. However, this study proposed to examine the influences of customer feedback, work motivation and supervisor support on employees’ job satisfaction. The study collected 313 valid questionnaires from Hawaii’s business, public and nonprofit service industry employees working face-to-face with customers and clients. Statistical methods used to answer and test research questions included Pearson’scorrelation analysis and one-way ANOVA using SPSS 21. Analysis of moment structures (AMOS) was used for structural equation modeling (SEM) to test the five hypotheses of this research. Statistical analysis results show support all five hypotheses. Customer feedback, work motivation and supervisor support were all found to positively influence job satisfaction. Additionally, customer feedback as well as supervisor support indicate to positively influence work motivation.
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    The Relationship between the Human Resource Practices of the Civil Service and Turnover Intentions among the Middle Range Civil Servants in Malawi
    (2009) 歐拉; Esther Winsome Austen Ng’ong’ola
    The Government of Malawi is one of the biggest employers for the educated Malawians employing more than sixty percent of the total workforce. It is also the biggest employer for young people who just graduate from the university, as employees either without any experience at all or with very limited experience. Companies and other non-governmental institutions do not really employee such inexperienced workforce in masses; as a result these young graduates have very limited choice of employer. In view of this, these inexperienced graduates depend on the government for employment despite the fact that it does not pay “well” as compared to other non-government employers. Additionally, the civil service has been deemed by several Breton-Wood Institutions and others as having poor or unattractive working conditions just like other governments in the least developed countries. Due to these problems, there have been mass exoduses from the civil service exemplified by the medical personnel in the health sector as well as in education. This is very evident among the middle range or entry levels who also happen to be these new graduates from the University yet they are the hub of the professional/technical and administrative categories. This means that the more turnover the civil service has today, the greater the risk of having a poor civil service in the near future. This has not gone well with the government as an employer because recruitment, selection and hiring are very costly and time consuming. In trying to curb the many problems faced by the civil service, the Breton-Woods Institutions initiated what have been called the Civil Service Reform Programmes for more than 10 years (since 1994/5). One of the targets in the Civil Service Reform Programmes was (and still is) to improve the working conditions of the civil servants in order to reduce turnover and enhance retention. This study examined the relationship between some Human Resource practices (salary, job enrichment/autonomy and job stability strategies) as the precursor variables and turnover intentions as an outcome variable. It also explains the relationship between of job satisfaction and employee commitment with both turnover and the HR practices. Backward regression method was used to find the relationships. It still remains obvious that intentions to exit the civil service remain high but employees can hardly quit mainly due to other external labour market forces and also the job security they enjoy in the service. Satisfaction and commitment remain shaky- levels are relatively low though not too low.
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    內外部動機對台灣非營利組織工作滿意度影響之分析
    (2008) 陳怡君; Yichun Chen
    This study aims to understand how motivation influences job satisfaction in religious and nonreligious nonprofit organizations. There are two nonprofits, the assembly of Presbyterian Church in Taiwan, a religious nonprofit, and Taipei Mental Rehabilitation Association, a non-religious nonprofit, participating in this study. A questionnaire on job satisfaction and motivation was designed and distributed to employees working in these two nonprofit organizations. Dimension of job satisfaction was composed of seven aspects of job satisfaction, including pay, supervision, fringe benefits, operating conditions, coworkers, nature of work, and communication while intrinsic and extrinsic motivation made up the dimension of motivation. As a result, non-monetary motivation, inclusive of enjoyment and challenge in intrinsic motivation and outward in extrinsic motivation, contributes more to the overall facets of job satisfaction in both religious and non-religious nonprofit organizations. However, pecuniary motivation, the compensation, also has a negative effect on job satisfaction of pay and fringe benefits. In addition, only in the aspect of job satisfaction of pay and nature of work does the type of nonprofits, namely the religious or non-religious type, make a difference. The main implication of this study may be that the homogeneous characteristic among different types of nonprofits in Taiwan is very high. Besides, nonprofit organizations need to continually provide incentives for employees to keep high non-monetary motivation so as to raise job satisfaction which is one of the most important factors for organizational context that improves competitiveness and efficiency.
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    台灣社福機構之志工留任因素探討
    (2014) 陳遠晴; Yuan-Ching, Chen
    本研究之目的為探討影響志工留任因素，並採用組織架構中的個人、群體、組織之三構面分層探究各項因素。此研究中的參與者可分為兩種：一則為曾經或是現在服務於社福機構中達三年或三年以上的志工，二為曾經過是現在服務於社福機構終達三年或三年以上的志工管理、經理者。為求研究結果的多樣性與結果應用的普遍性，所有參與者分別來自不同的社福機構，並以結構式訪談得出較深入的訪談結果。此研究的結果貢獻於實務界中的志工管理相關議題。
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    Factors Affecting Employee Commitment in Nonprofit Organization in Taiwan
    (2010) 林姍姍; Lim San San
    Due to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned. The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF. In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.