Analyzing the Impact of Workplace Environment on Job Satisfaction of the Office Employees of Saudi Arabian Oil and Gas Industry

Kabir, Ahmed Imran; Newaz, Shah; Alkhalifa, Aiman Kadhem; Jakowan, Jakowan

doi:10.34257/gjmbravol19is2pg9

Cited by 3 publications

(9 citation statements)

References 1 publication

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“…Other factors, such as poor workgroup cohesion, relationships with peers and lack of autonomy and independence, work environment quality, and degree of fulfilment of employee expectations of their respective jobs emerged as less impactful on the likelihood of employee's turnover overall. 21,24,30 Years of experience affected reasons for turnover, satisfaction and motivation levels in our study and this was in agreement with the findings of several previous studies 6,28,31 (Table 7). Employees with longer tenure and years of work experience, had higher workplace engagement levels.…”

Section: Discussionsupporting

confidence: 93%

Section: Introductionmentioning

confidence: 99%

“…12 Lack of opportunities for growth in an organization can be a factor for turnover. 21 Organizations providing career development opportunities such as promotion increase job satisfaction and thereby retention of top talent and skills. 21 Flexible work hours influence motivation and retention by allowing employees to balance between personal life and work demands.…”

Section: Introductionmentioning

confidence: 99%

“…21 Organizations providing career development opportunities such as promotion increase job satisfaction and thereby retention of top talent and skills. 21…”

Section: Introductionmentioning

confidence: 99%

“…21 Organizations providing career development opportunities such as promotion increase job satisfaction and thereby retention of top talent and skills. 21 Flexible work hours influence motivation and retention by allowing employees to balance between personal life and work demands. 6 Long working hours reduces productivity and overall job satisfaction and can increase turnover intentions.…”

Section: Introductionmentioning

confidence: 99%

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The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists

Al-Qathmi

Zedan

2021

Health Services Research and Managerial Epidemiology

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Objectives: We investigated factors affecting turnover and assessed satisfaction with an existing Incentive Management System and to which extent it motivates employees. We also provide recommendations to improve the Incentive Management System. Methods: A cross-sectional questionnaire study utilizing a convenience sample from of a population of 250 Medical Laboratory Technologists. Findings: 100 medical laboratory technologists responded to the survey. We found discrepancy in wage allocation to be the most prominent factor affecting turnover intention with 51% strongly agreeing, followed by low incremental system with 48%. Other factors were: limited opportunities for promotion, insufficient allowances and benefits, and lack of continuing education and professional growth opportunities with 49%. 26% of respondents found lack of autonomy/independence to be a factor. Poor workgroup cohesion was least ranked (17%). 39% reported dissatisfaction with workload, 31% were dissatisfied with their provided allowance, with management support, and the working hours, and opportunities for promotion (44%). Opportunities for career growth and higher pay were highest ranked as incentives to remain, and additional vacation time and supportive colleagues to be the least relevant factors. There was a significant correlation between age and motivation levels (r = 0.223, p = 0.026). Discussion and Conclusions: Burnout and turnover can be costly to healthcare organizations, due to the impact on productivity and healthcare quality. Human resource departments must ensure to not only attract skilled employees, but also influence their motivation and retention due to the impact on productivity and health care quality. Incentive management systems support practices to enhance skills, knowledge, abilities and retention rates for healthcare employees. Our study findings support the continued improvement of Incentive Management Systems within the healthcare organization to reduce turnover rates, maximize quality outcomes, and increase the levels of commitment and motivation of employees.

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Section: Discussionsupporting

confidence: 93%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

“…21 Organizations providing career development opportunities such as promotion increase job satisfaction and thereby retention of top talent and skills. 21…”

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists

Al-Qathmi

Zedan

2021

Health Services Research and Managerial Epidemiology

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The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Moreira,

Tomás,

Antunes

2024

Administrative Sciences

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The main objective of this investigation was to study the effect of organizational competency development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study’s objectives was to test whether these relationships vary according to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational competency development practices (training, individualized support, and functional rotation) negatively and significantly affect turnover intentions and that affective commitment mediates this relationship. However, these relationships vary according to the participant’s generation. For Generation Y and Generation X, this mediating effect is found in all dimensions of organizational competency development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competency development practices.

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Analysis the Influence of Motivation, Work Environment, Workplace Spirituality, and Leadership Style on Organizational Citizenship Behavior (OCB), with Job Satisfaction as a Mediating Factor, among Employees in Beauty Clinics in the City of Batam

Priscilla,

Maharani,

Muchsinati

2024

ijbesd

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This research aims to explore the influence of motivation, work environment, workplace spirituality, and leadership style on Organizational Citizenship Behavior (OCB), with job satisfaction as the mediating variable, among employees in beauty clinics in Batam City. The study adopts a quantitative approach, collecting primary data through Likert-scale questionnaires distributed via Google Form to employees in beauty clinics in Batam City. Secondary data is sourced from official channels such as journals, government websites, and national news. Data analysis employs Partial Least Square (PLS) to test hypotheses and the research model. The research population comprises 132 respondents, with a minimum sample size of 100 respondents determined through Krejcie and Morgan's calculation using simple random sampling. The research findings indicate: 1) a significant positive correlation between the work environment and OCB mediated by job satisfaction (t-statistic: 2.992, p-value: 0.003); 2) a significant positive correlation between leadership style and OCB mediated by job satisfaction (t-statistic: 2.664, p-value: 0.008); 3) a significant positive correlation between job satisfaction and OCB (t-statistic: 25.974, p-value: 0.00); 4) no significant correlation between motivation and OCB mediated by job satisfaction (t-statistic: 0.531, p-value: 0.596); 5) no correlation between workplace spirituality and OCB mediated by job satisfaction (t-statistic: 0.689, p-value: 0.491) among employees in beauty clinics in Batam City.

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Analyzing the Impact of Workplace Environment on Job Satisfaction of the Office Employees of Saudi Arabian Oil and Gas Industry

Cited by 3 publications

References 1 publication

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists

The Effect of Incentive Management System on Turnover Rate, Job Satisfaction and Motivation of Medical Laboratory Technologists

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Analysis the Influence of Motivation, Work Environment, Workplace Spirituality, and Leadership Style on Organizational Citizenship Behavior (OCB), with Job Satisfaction as a Mediating Factor, among Employees in Beauty Clinics in the City of Batam

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