The relationship between work professionalism and job satisfaction toward employee performance in mediating of organizational climate

Wiranudirja, Ory; Sudiro, Achmad; Susilowati, Christin

doi:10.20525/ijrbs.v12i2.2380

Cited by 3 publications

(2 citation statements)

References 36 publications

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“…According to another group of researchers, organizational climate is the main factor shaping the organizational behaviour of employees (Afsar and Badir, 2016;Made Dwi Puspitawati and Putu Cempaka Dharmadewi Atmaja, 2019;Nwanzu and Babalola, 2021;Rizwan et al, 2015;Singh and Waldia, 2023) or the normative structure of attitudes and behaviours (Gregopoulos, 1965). Some perceive the organizational climate as a set of organizational features, including norms prevailing in the organization (Jones and James, 1979;Łochnicka, 2016;Paluchowski, 1998), organizational policy (Argylis, 1958, internal work environment (Candra et al, 2023;Paisal et al, 2020;Rafferty, 2003;Zhong et al, 2020), patterns of behaviour, attitudes, feelings, habits (Grzywacz, 2002;Isaksen et al, 2001), interpersonal relations (Baruk, 2014;Cruella, Morales, Poma, and Vicente-Ramos, 2023;Fadli and Nasib, 2020;Queiroz et al, 2005;Trentin, 2023), a set of measurable properties of the working environment (Grodzicki, 2024;Litwin and Stringer, 1968;Shahnavazi et al, 2021).…”

Section: The Essence and Role Of The Organizational Climatementioning

confidence: 99%

Gender Influence on Perceptions of the Pro-Effectiveness Model Components of Organizational Climate

Wziatek-Stasko,

Krawczyk-Antoniuk,

Gracjasz

2024

ERSJ

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Purpose:The aim of the article is to present the proprietary concept of the pro-effectiveness model of the organizational climate and to identify its components that determine the increase in the level of effectiveness in the organization. A category of special importance in the context of the conducted deliberations is attributed to the respondent's gender, identified as a factor determining perception of the relationship explored by the authors. Design/Methodology/Approach: International literary studies and empirical research using quantitative and qualitative methods. Findings: Empirical research has shown a correlation between the respondents' gender and their perception of the components of the pro-effectiveness model of the organizational climate. Practical Implications:The research results revealed that the identified components of the organizational climate were strongly correlated with the selected criteria of organizational effectiveness, and people of different genders may perceive them differently. This issue is important for science, as well as for the managerial staff, due to the potential benefits for the organization. Originality/Value: The added value of the article can be considered in the following three aspects: theoretical and cognitive, which includes identification and analysis of the components of the pro-effectiveness model of the organizational climate; methodological, which includes development of an original concept of the pro-effectiveness model of the organizational climate; pragmatic, which includes formulation of recommendations on the use of the pro-effectiveness model of the organizational climate as a tool for optimizing effectiveness of management in the organization.

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Section: The Essence and Role Of The Organizational Climatementioning

confidence: 99%

Gender Influence on Perceptions of the Pro-Effectiveness Model Components of Organizational Climate

Wziatek-Stasko,

Krawczyk-Antoniuk,

Gracjasz

2024

ERSJ

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“…When employees are satisfied with their jobs, they tend to be more engaged and motivated, leading to better overall job performance [58]. Also, satisfied employees are more likely to take initiative and be proactive in completing their job duties [59][60][61]. In addition, when employees have the ability to balance work with personal lives (i.e., family and social activities), they tend to be more satisfied and productive at work, leading to effective performance.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employee Performance: Mediating Role of Affective Commitment and Job Satisfaction

Udin

2023

IJSDP

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The issue of work-life balance (WLB) in the modern workplace has become increasingly complex as technological advancements have made it possible for employees to work from anywhere. This study aims to conduct a comprehensive investigation of the impact of WLB on employee performance (EP) in organizations. Additionally, it explores the mediating roles of affective commitment (AC) and job satisfaction (JS) in the relationship between WLB and EP. Data were collected from a self-administered questionnaire survey conducted within a plywood manufacturing company in Indonesia, yielding a sample size of 146. The smartPLS-SEM method was utilized to test the proposed hypotheses. The findings suggest that a balanced WLB significantly improves AC and JS, thereby enhancing EP. Furthermore, the study revealed that AC and JS significantly mediate the influence of WLB on EP.

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Propuesta De Instrumento Para La Medida Del Clima Organizacional: El Tco-99

ROMERO RAMOS,

GONZÁLEZ SUÁREZ,

LÓPEZ CEBALLOS

et al. 2024

latitude

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El clima organizacional se define como el significado compartido que los miembros de una organización atribuyen a eventos, políticas y prácticas, y refleja las características de la organización y las percepciones de sus miembros. Este trabajo tiene como propósito el diseño de un instrumento para medir el clima organizacional (TCO-99). El TCO-99 contiene 99 preguntas y nueve dimensiones, fue evaluado utilizando una muestra de 87 personas de una institución pública colombiana y se probó la validez convergente con una escala de referencia. Desde el punto de vista psicométrico, el test es confiable con valores del alfa de Cronbach adecuados. Igualmente, las correlaciones significativas y positivas entre las dimensiones del TCO-99 y la escala de referencia, demuestras la validez convergente. La aplicación del test a empresas en Nicaragua y México, reveló que el bienestar, la eficiencia empresarial y las recompensas eran las dimensiones peor valoradas en las tres empresas, mientras que el liderazgo recibía la valoración más positiva. Se sugirió implementar planes de acción para mejorar el bienestar de los empleados, lo que podría mejorar la productividad y el rendimiento general. Se concluye que el TCO-99 es una herramienta confiable y válida para medir el clima organizacional, y su aplicación puede ayudar a las organizaciones a identificar áreas de mejora e implementar estrategias para un clima laboral más positivo.

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The relationship between work professionalism and job satisfaction toward employee performance in mediating of organizational climate

Cited by 3 publications

References 36 publications

Gender Influence on Perceptions of the Pro-Effectiveness Model Components of Organizational Climate

Gender Influence on Perceptions of the Pro-Effectiveness Model Components of Organizational Climate

The Impact of Work-Life Balance on Employee Performance: Mediating Role of Affective Commitment and Job Satisfaction

Propuesta De Instrumento Para La Medida Del Clima Organizacional: El Tco-99

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