The Impact of Work-Family Conflict on Social Work and Human Service Worker Job Satisfaction and Organizational Commitment

Lambert, Eric G.; Pasupuleti, Sudershan; Cluse-Tolar, Terry; Jennings, Mylo G.; Baker, David

doi:10.1300/j147v30n03_05

Cited by 98 publications

(96 citation statements)

References 22 publications

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“…According to [1], working conditions that are similar to local and international standard and the extent to which they resemble work conditions of other professions in the locality are also determinant factors. [20] all affirm that job satisfaction can be influenced by factors such as the quality of the academics' relationships with their supervisors, the quality of the physical environment in which they work, and the degree of fulfillment in their work.…”

Section: Determinants Of Job Satisfactionmentioning

confidence: 92%

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Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria

Ikonne¹,

Onuoha²

2015

OALib

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This study investigated the job satisfaction factors influencing the job satisfaction of librarians in Federal and State University libraries in Southern Nigeria. Job satisfaction is an important concept that can affect labor market behavior as it has a great influence on job-related behaviors such as productivity, work effort, absenteeism, turnover rates, and employee relations. The study adopted the survey research design. The population was made up of 500 librarians in thirty seven federal and state university libraries in Southern Nigeria. Sampling was enumeration as all members of the population were given the opportunity to participate. A questionnaire was used for data collection and was analyzed using percentages, standard deviation, and mean. Among other factors indentified, it was shown that job security, satisfactory relationship with my supervisor, satisfactory interaction with colleagues and satisfactory interaction with information user/customer/ clients were significant factors that influenced the librarians' job satisfaction. However, satisfaction with salary and fringe benefits, working condition, and opportunities to conduct research were rated low which signifies that the librarians are not satisfied with these job satisfaction facets. Based on this, recommendations such as library administrators considering improving the salary levels and the fringe benefits of the librarians, improving their working conditions; and granting the librarians opportunities to conduct research were made.

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Section: Determinants Of Job Satisfactionmentioning

confidence: 92%

“…In connection with what generally determines job satisfaction, it has been established by [20] that many factors are involved in influencing job satisfaction. As been explained by [21], increased pay, staffing level, and benefits are among the most important factors related to higher job satisfaction.…”

Section: Determinants Of Job Satisfactionmentioning

confidence: 99%

Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria

Ikonne¹,

Onuoha²

2015

OALib

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“…Elangovan (2001) and Lambert et al (2006) suggested that organizational commitment directly affects turnover intention, and has a negative relationship to turnover intentions. Lower levels of commitment lead to a higher propensity for the employee to leave.…”

Section: Organizational Commitment and Turnover Intentionmentioning

confidence: 99%

Turnover intentions in Jordanian Universities: The role of leadership behaviour, organizational commitment and organizational culture

Alzubi

2018

Int. j. adv. appl. sci.

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Evidence gathered in relation to academic situation in Jordan is alarming. About 3000 Jordanian academics left their job during the last 25 years. During the last eight years, twenty percent of working academics were planning to search for opportunities in other, mostly foreign, universities. This particular percentage is expected to increase to more than 60% by the end of 2020. Although low turnover rates are beneficial by opening doors for new talents and new ideas, high rates are disruptive and negatively impacts the image of academic sector in Jordan. To address this issue, this research endeavors to investigate the impact of leadership behaviour, organizational commitment and organizational culture on turnover intentions in Jordanian higher educational Institutes. The participants in this study were limited to Jordanian academicians who work in any Jordanian University. A structured questionnaire was adopted from the past literature and a total number of 300 questionnaires were sent, out of which 270 were collected back. SmartPLS version 2 was used to run SEM to analyze the model. Results showed that the entire exogenous variables have significant impact on the endogenous variable. The implication of this study is that managers should recognize the behaviour of leadership in which the behaviour that able to motivate the level of employee commitment to organization and reduce employee turnover intention.

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“…Karakteristik pekerjaan dan lingkungan kerja cenderung mempengaruhi perkembangan komitmen afektif. Komitmen tinggi akan menentukan tingkat kepuasan seseorang dalam bekerja (Lambert et al, 2006& Markovits, 2007.…”

Section: Pendahuluanunclassified

“…Hasil analisis ini mendukung penelitian sebelumnya (Lambert et al, 2006;Karadal et al, 2008), bahwa konflik tugas berpengaruh positif terhadap komitmen organisasi. Secara spesifik dapat dijelaskan, bahwa resolusi kolaboratif yang lebih menekankan pada pentingnya kerjasama dan upaya menciptakan keterbukaan akan mampu membuat seseorang tetap loyal dan selalu berusaha memiliki keterikatan dengan jurusan atau prodi.…”

Section: Metodeunclassified

Peningkatan Efektivitas Program Studi Di Perguruan Tinggi Swasta Melalui Kepemimpinan Adaptif Integratif

Martono

Wijayanto

2015

Jurnal Ilmu Managemen dan Organisasi

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AbstrakPenelitian ini bertujuan untuk mengembangkan dasar teori model konseptual resolusi kepemimpinan dan konflik, mengamati pengaruhnya untuk kepuasan kerja, komitmen dan efektivitas organisasi. Penelitian ini melakukan tes empiris mengenai hubungan antara variabel-variabel, yaitu gaya kepemimpinan adaptif, resolusi konflik, kepuasan kerja, komitmen afektif dan efektivitas organisasi. Penelitian ini mengembangkan model teoritis empiris sebagai dasar untuk menguji dan menganalisis konflik substantif dan gaya kepemimpinan adaptif integratif dan juga implikasinya terhadap otonomi tugas, kerja sama tim, kepuasan kerja, komitmen organisasi dan efektivitas program studi di universitas. Sampel dari penelitian ini adalah program studi utama dan atau departemen dari PTS di Kota Semarang. Path Analysis dengan Structural Equation Model digunakan untuk menganalisa dan menguji hipotesis. Penelitian ini telah mengungkapkan temuan baru, yaitu kemampuan gaya kepemimpinan adaptif integratif menjadi mediasi antara hubungan kepuasan kerja dan efektifitas organisasi. Info Artikel IMPROVING THE EFFECTIVENESS OF STUDY PROGRAMS AT PRIVATE UNIVERSITIES THROUGH INTEGRATIVE ADAPTIVE LEADERSHIP Abstract The objective of the research is to develop a conceptual model of the basic theory of resolution leadership and conflict, to observe the influence of job satisfaction, commitment and organizational effectiveness. It is an empirical study to test the relationship of the variables

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The Impact of Work-Family Conflict on Social Work and Human Service Worker Job Satisfaction and Organizational Commitment

Cited by 98 publications

References 22 publications

Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria

Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria

Turnover intentions in Jordanian Universities: The role of leadership behaviour, organizational commitment and organizational culture

Peningkatan Efektivitas Program Studi Di Perguruan Tinggi Swasta Melalui Kepemimpinan Adaptif Integratif

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