important link in the chain of education reform. Teacher satisfaction influences job performance, attrition, and ultimately, student performance” (Hall, et al., cited in Shann, 1998, n.p.). The findings that there is a strong relation between job satisfaction and work performance are consistent with Usop et.al, (2013), that a teacher who is satisfied with his/her job is also a productive worker. In addition, if the teachers are comfortable with their job, they will develop and maintain high level of performance
literature by Wright (1993) it is safe for us to state that there is a negative correlation between workplace stress and job satisfaction, whereby the higher the level of workplace stress leads to the lowering of job satisfaction levels (p.219). When job satisfaction is low, people begin to see their job as a chore that if they had a better alternative of making money, they wouldn’t do that job. If an individual suffers from any form of work related stress, it will serve as a threat to their well-being thus
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of
Conclusion The study suggests several implications in terms of theoretical implications. The finding of the study provided enough evidence that achievement, recognition and nature of work can be considered as behavioral attitude and once they facilitate the job satisfaction of the employees as an overall intention, they would eventually contribute to the employee’s willingness to work in teams which shall be considered as a behavior that an organization may plan to keep up with it. The application
To test the hypotheses of the study, data was collected using a well-structured questionnaire comprising of the gender inequality (GI) scale, job satisfaction (JS) scale, and motivation at work scale (MAWS). The first section of the questionnaire sourced the biographic details of the respondents using a nominal scale and the second section measured the three constructs of the study employing the 5-point Likert rating scale ranging from strongly disagree (1) through disagree (2), may be, (3) agree
Job commitment is the emotional attachment an individual has to an organization or job. Lee (2008) explicitly states this emotional commitment is the greatest predictor of turnover within a company. Hutchinson (1997) finds higher role ambiguity and role conflict lead to lower job commitment. These studies connect role ambiguity and job commitment to turnover, which negatively impacts the work environment. Since role ambiguity is a major component of job discrepancy, lower job commitment may be a
Intelligence Literature and Implications 2004 Researchers in the area of affective neuroscience stress that their findings cannot support one model of emotional intelligence over another, rather their findings endorse the existence of a set of emotional abilities that comprise a form of intelligence which is distinct and different from standard intelligence, or IQ (Bechara, Tranel, & Damasio, 2000) 2 H Nel,W S De Villiers The Relationship Between Emotional Intelligence And Job Performance In A Call Centre
Informal learning has the advantage with respect to job satisfaction toward workers who practices informal learning. “Personal growth and development are obviously major components of job satisfaction and the informal learning that underpins that satisfaction irrespective of the nature of the occupation” (Aspin, Chapman, Hatton, & Sawano, 2012, p. 87). Rowden and Conine (2005) highlighted the significance of informal learning to enhance job satisfaction while Alonderiene (2010) conclude that informal
Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”. Herzberg classified these job factors into two categories- a. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But
Literature review Armstrong (2006) described the terminology ‘job satisfaction’ as, attitudes and feelings what people have about their job. Positive and favourable attitudes towards the job indicate job satisfaction. Negative and unfavourable attitudes towards the job indicate job dissatisfaction. Job satisfaction is imperative for employee performance in any industry and essential for both the employees and the employer. Job satisfaction gives the employee a sense of security and fulfilment,that