Influence of engagement, work-environment, motivation, organizational learning, and supportive culture on job satisfaction.

Abstract

This paper intends to investigate the role of engagement, motivation, work environment, supportive culture, and organizational learning on job satisfaction. Responses were collected from 169 employees in Malaysian higher education sector. Further, the data obtained were analysed by using Statistical Package for the Social Sciences (SPSS). The results indicated that there are positive and significant relationships between engagement, supportive culture, motivation, and work environment on job satisfaction among employees of Malaysian higher education sector. However, organizational learning is not a significant towards job satisfaction. In future research, employees from private universities and public universities can be studied as comparison. By conducting these comparisons, it will help in creating plans to narrow down the gaps between these two sectors. In addition, the results will help to enhance the rising literature on job satisfaction from Asian context as this study was based on Malaysian samples. Data from employees working in different higher education institutions was utilized for this study to ensure the unbiased responses. Therefore, this study contributes to the literature concerning job satisfaction among employees, and the results of this study provide significant evidence on the influence of engagement, motivation, work-environment, organizational learning and supportive culture on job satisfaction in Malaysian higher education sector.Keywords: Malaysia, Engagement, Motivation, Work Environment, Organizational Learning, Supportive Culture, Job Satisfaction, Higher Education

Conceptual model of predicting employee performance through the mediating role of employee engagement and empowerment

“…The research instrument contains items that measure employee performance adopted from (Salahat and Majid, 2016); organizational learning adopted from (Hanaysha, 2016); employee training adopted from (Hanaysha and Tahir, 2016); job satisfaction adopted from (Ajala, 2017); work environment adopted from (Hanaysha, 2016); employee engagement adopted from (Majid et al ., 2020); and employee empowerment adopted from (Zamanan et al ., 2020). Additionally, the employed instrument used a five-point Likert scale varying from 1 for strongly disagree to 5 for strongly agree.…”

Unearthing the Influence of Work Environment on Innovative Work Behavior: Mediated by Organizational Learning and Employee Engagement

“…The measurement indices for IWB were adapted from [40]; while the metrics for OL and the WE were informed by [41]. The construct of EE was assessed based on the framework proposed by [42]. Furthermore, a five-point Likert scale was utilized in the employed instrument, ranging from 1, signifying strong disagreement, to 5, indicating strong agreement.…”