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Article
Publication date: 15 June 2012

Jung Lang Cheng

The aim of this paper is to examine the impact of implementing Six Sigma system on job satisfaction and employee morale, and how job satisfaction, employee morale and Six…

Abstract

Purpose

The aim of this paper is to examine the impact of implementing Six Sigma system on job satisfaction and employee morale, and how job satisfaction, employee morale and Six Sigma implementation are to support each other.

Design/methodology/approach

The paper builds a research framework which includes the variables of Six Sigma, job satisfaction, and employee morale. The research methodology is the use of a field survey questionnaire of a Taiwanese company.

Findings

The paper finds that the method of Six Sigma implementation in Taiwanese company was by a top‐down approach, where is the managers received the training and then were expected to pass on the relevant knowledge to their subordinates. It also reveals that one key issue in Six Sigma implementation is which organizational departments should first receive the Six Sigma training. the field study found that the first departments related to logistics management, and then onto production line departments. Implementing Six Sigma training has impact on organizational job satisfaction and employee morale. The performance of Six Sigma training was able to achieve job satisfaction and employee morale, but the employees who participated in Six Sigma training were more positive with regard to job satisfaction and employee morale.

Originality/value

Every organization has their special characteristics in relation to the Six Sigma system, job satisfaction and employee morale. The organization should aim to better understand the relationship and content of job satisfaction and employee morale with regard to successful Six Sigma implementation.

Details

Asian Journal on Quality, vol. 13 no. 1
Type: Research Article
ISSN: 1598-2688

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Article
Publication date: 1 June 2005

Jui‐Chen Chen and Colin Silverthorne

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership…

Abstract

Purpose

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes.

Design/methodology/approach

The measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that an effective leader adopts a leadership style according to the ability and willingness of subordinates for a given task.

Findings

The results did not support SLT predictions that an appropriate match between leadership style and subordinate readiness results in higher levels of subordinate job satisfaction and performance and lower levels of job stress and intention to leave. However, the results did partially support SLT in that, the higher the leader's leadership score, the more effective is the leader's influence. However, the leadership score did not predict job performance. There was a positive correlation between ability and willingness, employee job satisfaction, and job performance. Employee willingness positively correlated with job satisfaction and job performance and was negatively correlated with turnover intention.

Research limitations/implications

The findings from this study apply to the Taiwan culture and may or may not apply to other “Chinese” and non‐Chinese cultures.

Practical implications

The use of the SLT in Taiwan is very widespread, so this study provides empirical evidence of its value when used in Taiwan as a tool to develop and use effective and appropriate leadership abilities.

Originality/value

Few studies have attempted to explore the value of SLT in general and in non‐Western cultures in particular. This study expands our knowledge of leadership issues to an Eastern culture and explores the theory's effectiveness related to several organizational factors.

Details

Leadership & Organization Development Journal, vol. 26 no. 4
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 22 June 2021

T. S. Nanjundeswaraswamy

The aim of this study is to identify the association between leadership styles (LS) and employee commitment(EC) among employees working in the mechanical manufacturing…

Abstract

Purpose

The aim of this study is to identify the association between leadership styles (LS) and employee commitment(EC) among employees working in the mechanical manufacturing small- and medium-sized enterprises (SMEs), mediated by job satisfaction.

Design/methodology/approach

The research is cross-sectional and the survey method was used, and Pearson correlation analyses, regression analysis and structural equation modelling (SEM) were used to examine the hypothesis. A sample of 911 responses was collected from 102 mechanical manufacturing SMEs in and around Bangalore, India.

Findings

EC depends on the age, the experience of employees, LS of the superior and job satisfaction of employees who are working in the mechanical manufacturing SMEs. The research found out that job satisfaction partially mediates the relationship between LS and EC.

Research limitations/implications

The study is cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, the research does not offer outcomes over a long period.

Practical implications

To enhance the commitment of employees working in the mechanical manufacturing SMEs, managers/superiors should make an effort to exhibit a holistic view of LS that enhances job satisfaction and improves the pleasant relationship in the work environment.

Social implications

In the competitive business environment retaining skilled and talented employees is the major challenge for the organization. Many research studies explored that committed employees will retain in the organization for a long tenure. Thus, our study contributes to the body of the literature on predictors of EC. It is noted that the involvement of employees by the leaders during the decision-making process, creates an effective working ambience for the employees and establishes a pleasant relationship among employees. The leader will motivate the employees to work efficiently and effectively, in addition to that they motivate employees to continue working with the same organization. Hence there is a need for the mechanical manufacturing firms to design and implement strategies of motivating employees to remain in the organization. Our study was cross-sectional in nature; it measures and quantifies the different variables at a single point period; therefore, research does not offer outcomes over a long period. Hence a longitudinal study over some time gives more accurate outcomes, and it is more appropriate. This study focused on employees working in the mechanical manufacturing firms, in and around Bangalore, India; therefore, findings cannot be generalized to all employees of the mechanical manufacturing firms.

Originality/value

This research contributes to the existing literature by exploring further evidence and support for the relationship between LS and EC in mechanical manufacturing SMEs. And research also reveals that job satisfaction partially mediates the relationship between the LS and EC in mechanical manufacturing SMEs.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

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Article
Publication date: 28 May 2021

Jacob Guinot, Adrián Monfort and Ricardo Chiva

In the last few years a new management style and paradigm has emerged with the aim of improving employee motivation, commitment and satisfaction through participatory…

Abstract

Purpose

In the last few years a new management style and paradigm has emerged with the aim of improving employee motivation, commitment and satisfaction through participatory management practices and more democratic organizational structures. Based on this new paradigm, this study examines the consequences of participative decision making for job satisfaction and trust.

Design/methodology/approach

To examine the proposed relationships structural equation modelling was used on a sample of 3,364 employees conducted by the European Foundation for the Improvement of Living and Working Conditions (Eurofound).

Findings

Results confirm that participative decisions positively influence job satisfaction both directly and indirectly by means of employees' perception of trust.

Originality/value

Based on democratic management style, this study shows how participative decisions and trust can increase job satisfaction.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 1 January 2006

Noorliza Karia and Muhammad Hasmi Abu Hassan Asaari

The purpose of this paper is to examine the impact of total quality management (TQM) practices on employees' work‐related attitudes, such as job involvement, job

Abstract

Purpose

The purpose of this paper is to examine the impact of total quality management (TQM) practices on employees' work‐related attitudes, such as job involvement, job satisfaction, career satisfaction, and organizational commitment.

Design/methodology/approach

The paper proposes and tests 16 hypotheses on the relationship between TQM practices and work‐related attitude.

Findings

The results indicate that training and education have a significant positive effect on job involvement, job satisfaction, and organizational commitment. Empowerment and teamwork significantly enhance job involvement, job satisfaction, career satisfaction, and organizational commitment. Continuous improvement and problem prevention significantly enhance job satisfaction and organizational commitment. Customer focus does not contribute to job involvement, job satisfaction, career satisfaction, or organizational commitment.

Research limitations/implications

The study was unable to evaluate the wider dimensions of TQM practices.

Practical implications

Managers should be aware that TQM practices have a positive effect on employees' work‐related attitudes (such as job involvement, job satisfaction, career satisfaction, and organizational commitment).

Originality/value

The paper focuses on TQM in practice, rather than on TQM in theory and/or TQM as organizational change.

Details

The TQM Magazine, vol. 18 no. 1
Type: Research Article
ISSN: 0954-478X

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Article
Publication date: 29 April 2021

Tharindu C. Dodanwala and Djoen San Santoso

The present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project…

Abstract

Purpose

The present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.

Design/methodology/approach

Data were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.

Findings

Results support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.

Originality/value

In identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

Details

Engineering, Construction and Architectural Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-9988

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Article
Publication date: 29 April 2021

Michael Mustafa, Alan Coetzer, Hazel Melanie Ramos and Jorg Fuhrer

The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative…

Abstract

Purpose

The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative work behaviours. The authors examine the relations between job satisfaction and innovative work behaviour and each of its sub-dimensions: idea generation, promotion and realisation. Additionally, the authors explore the potential moderating effects of openness to experience and conscientiousness on the relations between job satisfaction and innovative work behaviour and each of the sub-dimensions of innovative work behaviour.

Design/methodology/approach

Paper-based questionnaires were used to collect data from employees in 28 SMEs located in the Aargau region of Switzerland. All the SMEs were part of the high-tech manufacturing industry. The authors’ hypothesized model was tested using hierarchal regression analysis on a sample of 125 employees.

Findings

Job satisfaction was positively related to innovative work behaviour and to each of its sub-dimensions: idea generation, promotion and realisation. Openness to experience moderated the relationships between job satisfaction and innovative work behaviour and job satisfaction and the sub-dimensions idea generation, idea promotion and idea realisation. However, conscientiousness did not moderate the relationship between job satisfaction and innovative work behaviour, nor between job satisfaction and each of the sub-dimensions of innovative work behaviour.

Practical implications

Findings demonstrate that supportive work environments in SMEs which help develop job satisfaction among employees can have positive effects on the discretionary performances of employees.

Originality/value

Studies that examine relationships between job satisfaction and innovative work behaviours in SMEs are extremely sparse. This study makes novel contributions to this line of inquiry by examining how job satisfaction relates to each of the three sub-dimensions of innovative work behaviour and by exploring the potential moderating roles of two important personality traits in these relationships.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 8 no. 2
Type: Research Article
ISSN: 2051-6614

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Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 8 August 2017

Barbara M. Sorondo

This chapter provides an overview of affect, personality, and job satisfaction, focusing on library employees. A reliable and valid measure for each construct is…

Abstract

This chapter provides an overview of affect, personality, and job satisfaction, focusing on library employees. A reliable and valid measure for each construct is suggested, and an assessment model is provided. The purpose of the study conducted was to examine the three constructs among library employees, how these constructs relate to each other and to work experience, and whether they differ based on library type or department. The Positive and Negative Affect Schedule, Big Five Inventory, and Brief Index of Affective Job Satisfaction were administered at the various libraries of a research university. Data were analyzed using statistical software. Library employees scored high in positive affect and job satisfaction, and low in negative affect, and were introverted, agreeable, conscientious, emotionally stable, and open to experiences. Across all libraries, public services employees had higher positive affect and job satisfaction, and lower neuroticism, than technical services employees. In both service areas, positive affect was positively correlated with extroversion and job satisfaction, and negative affect with neuroticism. Work experience was correlated with positive affect only among technical services employees. The assessment model may be applied at libraries of any type and size to assess staff and customize resources for employees to meet their unique needs. Several ideas and applications are provided. This study addresses a gap in the literature by exploring how affect, personality, and job satisfaction are all related among library employees. The free measures may be used in any work setting, facilitating intra- and inter-professional comparisons.

Details

Emotion in the Library Workplace
Type: Book
ISBN: 978-1-78743-083-9

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Book part
Publication date: 7 July 2015

Nuno Da Camara, Victor Dulewicz and Malcolm Higgs

Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed…

Abstract

Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed theories and measurement models for EI at the organizational level. Drawing from earlier work which conceptualizes organizational emotional intelligence (OEI) as a climate-level construct involving shared norms and practices this chapter sets out to investigate the relationship between perceptions of organizational emotional intelligence (OEI) and turnover intentions amongst employees. Since turnover intentions are a reliable indicator of actual turnover they are deemed to be a critical indicator for organizational performance. This chapter also builds on previous research which found that the relationship between OEI as a climate-level construct and intention to leave was mediated by organizational emotional appeal (i.e., overall reputation) and trust in senior management to explore the mediating role of other employee attitudes which have been traditionally linked to climate and individual-level outcomes in organizations, namely job satisfaction and affective commitment. By surveying employees in a UK-based charity organization (n = 173), the study finds that both job satisfaction and affective commitment mediate the impact of OEI on intention to leave and explain a moderate amount of variance in the focal construct. However, the majority of the mediation occurs through job satisfaction with a reduced mediation effect for affective commitment. Potential reasons for these results in the charity context are discussed. The chapter contributes to a wider understanding of the way in which perceptions of OEI impact on employee attitudes toward the organization and the job; and, in turn, how these attitudes impact on turnover intentions.

Details

New Ways of Studying Emotions in Organizations
Type: Book
ISBN: 978-1-78560-220-7

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