Introduction
Employee satisfaction has become one of the main concerns for organizations since the last decade.is is due to the realization that experienced and committed employees are essential for the long term success of the organization. Repeated turnover of employees can cause problems such as an inefficient and incompetent workforce, increased costs of recruiting, etc. Therefore, it is important to keep the employees satisfied and this has been recognized as a significant job for the managers. This is why the feeling of emotional belongingness to the organization is a vital tool that promotes organizational citizenship. (Uludağ, et al., n.d.)
Organizational Citizenship Behavior
There are a number of definitions for organizational commitment
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It is defined as the degree of the likings and disliking’s of people in reference to their jobs. This tells about their commitment to their work and the organization. (White, et al., 2003)Job satisfaction and commitment are intensely connected to one another. However it is hard to define which follows the other. (Weiss, 2002)
When managers run a fair reward system, they promote citizenship behavior and reduce the employee intents to leave their job. (Woodward, 2003) Also it is thought that if employees are trained in the values and beliefs of the organization, this would aid organizational citizenship behavior and as a result it would lessen the employees’ turnover intentions. (Robbins,
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This is reinforced by a recent study of Du Plooy and Roodt that provided proof of approving hypothesized relationships.
Hypotheses Analysis:
H1: positive relationship between job satisfaction and organizational citizenship behavior.
H2: positive relationship between organizational commitment and organizational citizenship behavior.
H3: negative relationship between job satisfaction and turnover intentions.
H4: negative relationship between the organizational commitment and turnover intentions.
H5: negative relationship between organizational citizenship behavior and turnover intentions. (Anon., 2011)
Conclusion
Therefore to satisfy employees through the use of motivational techniques help employees to be committed towards the organization. This in turn effects the citizenship behaviors that will aid in the work of the organization in a better way. Such employees are likely to stay in their current organization. When employees feel a sense of belonging towards the current organization, their chances of leaving will be reduced. (Babakus, et al., 2007)
It is concluded that that job satisfaction is positively related to organizational citizenship behavior and negatively related to turnover
The basic principle of servant leadership is serving others and the community. The three principles of the servant-leadership are sharing the power, putting the needs of others first and helping people achieve their highest potential so that they may want to serve others. This creates an environment of trust, collaboration, teamwork and group improvement. Robert Greenleaf created the term, Servant Leader, and creating the idea of leading by serving with individuals and organizations. In one of his major essay’s, The Institution as Servant, Greenleaf (as cited in “What is Servant Leadership,” n.d.) expressed what was frequently called the “credo.”
I make a very good team member to work with and always try to do the best of my abilities in any group I am a part of. Commitment to me is defined as being one hundred percent devoted. Commitment involves being punctual, determined, and being a leader. I would be committed to the Spanish Honor Society by being responsible, organized, and having respect for others.
Servant Leadership during Natural Disasters Servant leadership is a leader who displays ethical and caring behaviors. These leaders seek to enhance the growth of others while improving quality of life. The two main constructs of this leadership are ethical behavior and concern for subordinates. The characteristics embodied in this are stewardship, foresight, conceptualization, persuasion, building community, listening, empathy, awareness, commitment to growth of people and healing.
Introduction Organizational Behavior is the field of study which investigates the impact that individuals, group and structures have on behavior within the organization. We are born in an organization, we live, we work and most probably we will die in an organization. Yet most of us do not understand how people function, behave and interact between each other within these organizations. We also do not understand if people shape an organization or an organization shapes people. Different people work differently in different situations.
Organizational behavior: Emerging knowledge, global reality (7th ed.). New York, NY:
The performance is as Organizational citizenship behaviors (OCB) whereby employees strive in performances that are beneficial to the organization. Below are some examples of citizen behaviors, helping a new coworker understand how things duties gets accomplished in the company, volunteering to organize events, and providing intriguing ideas to management about improving the organization. These behaviors will create a well-structured business operation. What are the major predictors of citizenship behaviors? To be frank this has much more to do with our mental abilities than our individual abilities.
This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid
Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.
Before I attend to this class, I think Organizational Behavior (OB) is a concept how behavior affects the management, leadership and relationship among people in an organization resulting from the meaning of OB word by word. Nevertheless, this assumption was changed after I attend the Organizational Behavior class, which has the subject code BUS 314 thanks to my lecturer- Mr. Nguyen Dinh Hoang, who put huge efforts to inspire me to learn this subject. At the beginning of this course, he drew an overview of Organizational Behavior, is a field of study that explores the impact of three determinants: individual, groups and structure of an organization.
Employees are the most important part for any organization. They are the associate degree and are the integral part of the organization, without the employees the company cannot imagine to grow and cannot additionally be ineffectual to realize something not even a single goal of the organization. Turnovers lead to more turnovers. Herd mentality is what men and women
Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall
Question - How might a manager redesign the job of a person who delivers newspapers to raise levels of the core job dimensions identified by the job characteristics model? Solution- Redisgning of job includes taks, responsibilties and duties of a job so as to make it more encouraging and inspiring for the employees and workers. Advantages of Job Redesign Enhances the Quality of Work- Job redesigning motivates the employees and enhances the quality of work . It increases their on-the-job productivity and encourages them to perform better.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.
As per Brickley, the reward system must encourage the employees to stick to the organisation for longer periods as well as increase the motivation and commitment to the company therefore lead to the increase in productivity and profit maximising. [ct. Brickley 2002, pp.172]. On the contrary, Holmes stated that, there are many negative significances lead by reward system if not used properly. Sometimes,