Affecting Factors of Public Employees’ Ganizational Commitment

Rakowska, Anna; Valdés-Conca, Jorge; Espinosa, Susana de Juana

doi:10.17951/ijsr.2014.3.0.5

Cited by 9 publications

(7 citation statements)

References 104 publications

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“…Various studies have concluded that monetary reward is the significant determinant that hit the motivational factor of the employee and affect their productivity in a positive manner [Uzonna, 2013;Weng et. al, 2015;Rakowska et. al, 2015].…”

Section: Monetary Rewardsmentioning

confidence: 98%

Motivation increases employees’ productivity: Comparison of public and private employees in Pakistan

Mohiuddin

2018

ASSRJ

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The productive workforce is a cornerstone of any organization that facilitates to achieve the organizational goals in a competitive environment. to enhance the productivity of the employees, motivational tools are used by the managers. Motivation is considered as the driving force that enhance the workers' productivity. The objective of the present study is to compare themotivational factors among private and public sector employees in Pakistan. To explore the research objective, the survey was conducted from the private and public sector employees of Pakistan. Using the convenient sampling technique, 220 questionnaires were distributed among the employees who work in the different industries (private and public) in Karachi. Out of 220 questionnaires, only 200 questionnaires were received for analyzing the data. The findings highlight that the employees who work in private sector are more motivated by the monetary rewards, regular feedback from the employer and career development opportunities. On the other hand, public employees enjoy more work-life balance than private employees that positively affect their productivity.

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Section: Monetary Rewardsmentioning

confidence: 98%

Motivation increases employees’ productivity: Comparison of public and private employees in Pakistan

Mohiuddin

2018

ASSRJ

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“…Accounting companies generally perceive long working hours, strict deadlines, and strict regulations. The fact is that accountants must comply with professional standards in order to ensure that their rights are appropriately protected (Rakowska, Valdes-Conca & Juana Espinosa, 2018). Therefore, rigid work practices and tight deadlines are prevalent in accountancy companies, known as a hierarchy in this study, and are unavoidable cultures.…”

Section: Sypniewska (2013)mentioning

confidence: 99%

Exploring Competing Value Framework on How Professionals’ Job Satisfaction Affected by Organization Culture

Aransyah¹,

Widyanto²,

Hetami³

2020

RJOAS

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This research aims to evaluate the ideal culture that determines the satisfaction of employees. The level of satisfaction at the job should be based on recruiting more professionals because it is vital to attract and retain professionals. Nevertheless, the organizational culture was addressed as a significant factor affecting qualified professionals' job satisfaction. Thirty empirical papers from the period from 2014 to 2019 were chosen for this research. There are many types of research being conducted about job satisfaction, but there is limited research being conducted to explore professionals' job satisfaction. It reviews competing value frameworks studies and theories on organizational culture toward job satisfaction and also the concepts of clan, market, clan, adhocracy, market, hierarchy, and knowledge sharing cultures. The result of this literature study found that the impact of the clan, adhocracy, and knowledge sharing culture significantly influences the professional's job satisfaction.

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“…The relationship between job satisfaction and organisational commitment is well established (Rakowska, Valdes-Conca & Juana-Espinosa, 2014). According to Sattar (2014), employee involvement and commitment are dependent on the level of job satisfaction.…”

Section: Relating Job Satisfaction and Organisational Commitmentmentioning

confidence: 99%

Relating job satisfaction and organisational commitment: The moderating and mediating roles of positive individual strengths

Masale

Barkhuizen

Schutte

et al. 2021

SA Journal of Industrial Psychology

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Orientation: This rapidly changing world requires local government institutions to focus on positive work-related states to enhance quality service delivery.Research purpose: The main objective of this article was to explore how individual traits and psychological strengths (i.e. adult state hope, meaning in life and work locus of control) moderate or mediate the relationship between job satisfaction and organisational commitment in a Botswana local government institution.Motivation for the study: The emergence of the coronavirus disease 2019 (COVID-19) pandemic forced employers to rely on the foundations of positive organisational psychology to navigate employee well-being more effectively during times of unprecedented crisis.Research approach/design and method: A quantitative research approach was followed. An adapted Minnesota job satisfaction questionnaire, organisational commitment questionnaire, adult state hope scale, meaning in life questionnaire and work locus of control scale were distributed to public sector officials of a Botswana local government institution (N = 405).Main findings: Adult state hope, meaning in life and work locus of control partially mediated the relationship between job satisfaction and organisational commitment.Practical/managerial implications: Management should create a workplace culture that can promote job satisfaction amongst public officials. Job satisfaction influences essential individual and outcomes organisational in public sector institutions.Contribution/value-add: This research is original and provides evidence for the use of positive psychology constructs (i.e. adult state hope, meaning in life and work locus of control) combined with job satisfaction to enhance organisational commitment.

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Affecting Factors of Public Employees’ Ganizational Commitment

Cited by 9 publications

References 104 publications

Motivation increases employees’ productivity: Comparison of public and private employees in Pakistan

Motivation increases employees’ productivity: Comparison of public and private employees in Pakistan

Exploring Competing Value Framework on How Professionals’ Job Satisfaction Affected by Organization Culture

Relating job satisfaction and organisational commitment: The moderating and mediating roles of positive individual strengths

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