total amount of work. Furthermore, the job is provided on shift by shift basis and often one is given less than a 12 hours notice of their next shift time. This is
that will be Happiness, Organizational Commitment and Work Life Balance. In addition the report discusses the following: 1. The factors that affect the Work-Life Happiness such as Salary, Job Security, relation with the co-workers and others. 2. The importance of work-life balance for employees. 3. The importance of organizational commitment of employees for employers.
Hygiene or maintenance factors as highlighted by Mullins (2008) are connected with parts of the job which are expected to be present. For example: Working conditions, salary, interpersonal relations. These factors are seen as extrinsic according to Robbins & Judge (2009) and serve to prevent dissatisfaction. Mullins (2008) highlights that the absence of these hygiene factors result in dissatisfaction. The second factor as part of the theory; motivators or growth factors, are concerned with: recognition
theories in job satisfaction. Largely influenced by Maslow’s hierarchy of needs theory, Herzberg’s theory takes on a two-pronged approach (unknown, 2017). At the heart of the theory is the difference between motivation factors and hygiene factors (Alshmemri, et al., 2017). Herzberg described motivation factors as intrinsic to the job and hygiene factors as extrinsic to the job (Alshmemri, et al., 2017). According to Herzberg’s Motivation-hygiene theory, satisfaction and dissatisfaction could not be
3.2 Definition of job satisfaction Job satisfaction has been considered in a variety of ways and was defined differently in various studies. From those studies, Choong and Lau (2011) and Vroom (1964) defined it in terms of the degree to which a job provides the person with positively valued outcomes. Locke (1976) defined it as a pleasurable or positive emotional state resulting from one’s job or job experiences. Noe, et al., (2003) indicated that the previous definition of Locke (1976) reflects
ETHICAL CLIMATE Every organization can be identified by its unique culture. According to Needle (2004) organizational culture is the values, beliefs and principles of organizational members as a the result of the environmental factors the organization operates in. These factors include the history, the nature of markets they work in and the impact on the management according to the targets they have to achieve, working conditions of the employees and how that is reflected on their behaviors, the
Job satisfaction The concept of job satisfaction is one of the major concerns for any organization. It is well known fact that happy employees can contribute more for organizational performance. The literature shows that previous studies on employees’ psychological conditions, such as their feelings, attitudes and behavior towards their work and organization, have strong significant effect on employees’ performance. Job satisfaction is very essential for the service based industries (for example
motivation (link with case study): the theory of workers Frederick Herzberg found his motivation theory as a result of the fact that job satisfaction and the absence of two dimensions are independent of one another. He came to his theory after a group of skilled workers were called upon to describe the factors that led them to feel positive or negative about their jobs. The results of his study indicate that the factors mentioned in the sample tend to converge in two main categories: A. Category
workforces around the world. Stress has become key problem for employer predominantly in emerging nations where the employer doesn’t understand the influence of stress on employee performance which employee Stress, Decision-making Role, Stress Management, Job Performance ultimately results in critical administrative problems. Giga and Hoel (2003) determined that high rates of unions, achievements, growing economic interdependence between countries due to globalization, technological development, and reformation
Having in mind the “expert role” that this department is expected to perform. Literature acknowledges importance human capital; it even defines the concept of knowledge worker (KW). Carleton (2011) describes KWs as “Characterized by a high level of education, superior interpersonal communications skills, and exceptional information processing abilities, these