File Name: job design and job satisfaction .zip
Job satisfaction is critical to high productivity, motivation and low employee turnover.
Many managers in Kenya and around the world are faced with the problem of determining if employees are satisfied with their jobs. The purpose of this study was to determine the role of job design on employee satisfaction levels in private universities in Kenya, using Mount Kenya University as a case. The study used a case study research design to allow detailed examination of a single subject group and make conclusions.
The study covered a sample of 89 respondents drawn from a total population of employees of Mount Kenya University, Thika Campus. The sample was selected through stratified sampling techniques. Primary data was collected through the use of questionnaires. A pilot study was undertaken on nine employees to test the reliability and validity of the questionnaire. The qualitative data was analyzed using content analysis. Qualitative data was analyzed using descriptive statistical tool namely frequencies, percentages, mean and standard deviation while inferential statistical tools such as correlation and regression were used to determine and explain relationships between variables.
From the findings of the regression analysis, The R square value is 0. Therefore a significant relationship was present between the independent variables Job Enlargement, Job Enrichment and Job Rotation and the dependent variable Job Satisfaction. The most important independent variable in the regression model was Job Enlargement as it had the highest Beta value of 0.
The study found out that job design affects employee satisfaction levels in Mount Kenya University, both variables move in the same direction, good job design brings more job satisfaction and bad job design brings job dissatisfaction for the employee.
The study recommends that employees should be optimally utilized at the workplace though employers should be careful not to overwork their employees. It also recommends that job rotation should be done as a routine and employers should consider giving employees some sort of control over their work and more discretion over how it gets done. Abid, Al-Ahmadi, H. Alam Sageer, Identification of Variables affecting employee satisfaction and their impact on the organization.
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Many managers in Kenya and around the world are faced with the problem of determining if employees are satisfied with their jobs. The purpose of this study was to determine the role of job design on employee satisfaction levels in private universities in Kenya, using Mount Kenya University as a case. The study used a case study research design to allow detailed examination of a single subject group and make conclusions. The study covered a sample of 89 respondents drawn from a total population of employees of Mount Kenya University, Thika Campus. The sample was selected through stratified sampling techniques. Primary data was collected through the use of questionnaires.
PDF | This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in.
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Job design also referred to as work design or task design is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. Job rotation is a job design process by which employee roles are rotated in order to promote flexibility and tenure in the working environment. Hulin and Blood  define Job enlargement as the process of allowing individual workers to determine their own pace within limits , to serve as their own inspectors by giving them responsibility for quality control, to repair their own mistakes, to be responsible for their own machine set-up and repair, and to attain choice of method. By working in a larger scope, as Hulin and Blood state, workers are pushed to adapting new tactics, techniques, and methodologies on their own. Because of this, job enrichment has the same motivational advantages of job enlargement, however it has the added benefit of granting workers autonomy.
A common theory within the research has been that, to an extent, the emotional state of an individual is affected by interactions with their work environment. People identify themselves by their profession, such as a doctor, lawyer, or teacher. The emotional component refers to job-related feelings such as boredom, anxiety, acknowledgement and excitement. Job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. There are essentially two types of job satisfaction based on the level of employees' feelings regarding their jobs. The first, and most analysed, is global job satisfaction, which refers to employees' overall feelings about their jobs e. One such myth is that a happy employee is a productive employee Syptak et al.
И, повернувшись к Большому Брату, нажатием клавиши вызвала видеоархив. Мидж это как-нибудь переживет, - сказал он себе, усаживаясь за свой стол и приступая к просмотру остальных отчетов. Он не собирается выдавать ключи от директорского кабинета всякий раз, когда Мидж придет в голову очередная блажь. Не успел он приняться за чтение отчета службы безопасности, как его мысли были прерваны шумом голосов из соседней комнаты. Бринкерхофф отложил бумагу и подошел к двери.
Я был уверен, что он тебе все рассказал. Сьюзан ощутила угрызения совести.
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Job satisfaction and involvement of the employee leads him to have high levels of performance. Parvin () stated the purpose of job design is to increase the.Sora L. 20.05.2021 at 21:54
This study resulted that job design has a positive relationship towards job satisfaction (r=). This result is also found by Abid et al.