A positive correlation exists between job satisfaction and marital satisfaction

This descriptive-correlational study used a census of Ohio State University Extension county directors and a random sample of county staff throughout the State of Ohio. The study examined the relationships between emotional intelligence of county directors, job satisfaction of county staff and several demographic characteristics. The findings suggested there is not a significant relationship between emotional intelligence of unit directors and job satisfaction of staff. The researchers concluded the level of job satisfaction of staff was not influenced by the level of emotional intelligence of unit directors. Some correlations existed between job.

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A positive correlation exists between job satisfaction and marital satisfaction

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• Indian Journal of Health and Wellbeing
• Acta Universitatis Danubius. Œconomica, Vol 15, No 2 (2019)
• The Relationship Between Marital Satisfaction and Compatibility With Type 2 Diabetes
• Nursing & Care Open Access Journal
• SA Journal of Industrial Psychology
• THE RELATIONSHIP BETWEEN JOB SATISFACTION AND INDIVIDUAL PERFORMANCE OF IT EMPLOYEES

WATCH RELATED VIDEO: Job Satisfaction and Commitment

Indian Journal of Health and Wellbeing

A meta-analysis of the relationship between employee job satisfaction and customer satisfaction was conducted. This analysis produced statistically significant correlation for this relationship. Results suggest that the service context is a moderator of the employee job satisfaction — customer satisfaction relationship in a way that in personal services this correlation is stronger than in non-personal services.

Some implications for future research are presented.. High quality exchanges with sales employees often result in customer satisfaction regardless of problems with other aspects of service provision, whereas dissatisfying experiences with employees possibly can ruin other pleasant service encounters.

Due to the relevance of these issues, researchers have dedicated huge effort on investigating the relationship between employee job satisfaction and customer satisfaction. Through this research we expect assess the strength of the relationships linking employee job satisfaction to customer satisfaction in a meta-analysis of previous studies that correlate employee job satisfaction with customer satisfaction. Meta-analysis is particularly useful when empirical findings produce diverging results.

In this way, it allows scholars to estimate true relationships between variables in study. This analysis will also point out how the relationship between employees and customer differs across service context, emphasizing conditions in which customer responses are more susceptible to employee satisfaction.

The purpose of this study is, through a meta-analytic procedure 1 test the hypothesized relationship between employee job satisfaction and customer satisfaction, and 2 explore the moderation effect of the service context in the employee satisfaction — customer satisfaction relationship. Through this study we will try to answer the following research questions: 1 It is possible to determine whether existing studies converge on a population parameter?

Working on this concept, Hulin and Judge distinguished that job satisfaction comprises multidimensional psychological responses to one's job, and that such responses have cognitive evaluative , affective or emotional , and behavioral components. Most researchers accept that job satisfaction is a universal concept that is comprised of, or indicated by, various facets. According to Smith, Kendall, and Hulin five facets of job satisfaction are considered: pay, promotions, coworkers, supervision, and the work itself.

Locke adds other facets such as: recognition, working conditions, and company and management. For the purpose of this work, we will consider the following facets: supervision, characteristics of the work, and working conditions.

According to previous research, customer satisfaction represents an affective state that is the emotional response to an experience or a sequence of experiences with a supplier.

It is produced by the customer's assessment of the degree to which a supplier's performance is perceived to have met or exceeded some comparison standard. The idea that employee satisfaction positively affects service quality and customer satisfaction is based on some conceptual models, among others: the service-profit chain, and service climate.

The service climate framework holds that employee perceptions of management support and facilitation of service performance leads to favorable customer reactions. According to Towler, Lezotte, and Burke service climate is defined as shared employee perceptions of those practices, procedures, and behaviors that are expected, supported, and rewarded with regard to customer service and customer service quality.

This point of view is similar to the service-profit chain, but is clearer about how specific employee perceptions of managerial policies and the organizational environment promote positive customer responses. Consistent with the service-profit chain and service climate perspectives, the first hypothesis is as follow:. H1 : Employee satisfaction is positively correlated with customer satisfaction.

The characteristic of interactions between employees and customers varies across service contexts. Lovelock offers a useful classification of services; whether a service is performed on a person e.

Personnel services implicate closely interactions between employees and customers, in this case the employee and the customer are involve in close interpersonal contact in each encounter, which provides opportunity for affective cues to be communicated.

In contrast, when service is performed on possessions, personal contact between employee and customer is more limited in scope and duration. Under these circumstances, employees may be able to hide true emotions that are counter-normative for the situation through emotional labor Hochschild, By the other hand, in personal services, customers can observe the processes and outcomes of service delivery, while in services performed on possessions the complete processes frequently take place in a manner that is invisible to the customer, whereas customer interactions occur in a front office, separate from the place where the service is performed.

Based on the previous discussion, we propose the following hypothesis:. H2 : The relationship between employee satisfaction and customer satisfaction is stronger in personal services than in non-personal services. The proposed theoretical model is presented in figure 1 below these lines:. To develop the database we considered journals that typically publish studies of employee job satisfaction and customer satisfaction, and focus on general management issues.

We acquired published empirical studies of service climate and service-profit chain through a variety of sources. Second, we manually searched abstracts from the set of journals. Finally, we examined the references from the articles identified in these previous steps to locate additional studies that the other searches were unable to capture. Studies were included in the meta-analysis if they met the following criteria: 1 We included in the meta-analysis only studies that reported the r-family of effects, such as correlation coefficients Rosenthal, Several studies could not be included because their results only included multivariate models.

To address the problem of conceptual replication, we ascertained that studies were independent and had no overlapping samples. If multiple studies were based on the same dataset with the same variables, we included only the effect size of one study. If datasets were the same but variables differed, we maintained the effect sizes separately.

Total cumulative sample size across all studies amounted to 1, firms. Each of the studies used in this meta-analysis was read and coded by the author for interdependence, sample size, reliabilities of independent and dependent variables, level of analysis, and effect sizes. Sample sizes were directly taken from the method and results sections of the articles included.

Classification of the study variables was based on the descriptions of the measures. For most of the variables of interest, we followed widely accepted definitions described in past research. The variables used in this study were the following:. Employee job satisfaction : measured as feeling or affective responses toward components of the work situation, satisfaction with the job, satisfaction with physical environment and management style, or satisfaction with customer relationship day to day activities, as independent variable.

These categories of the employee job satisfaction are related to the facets that we mentioned before: supervision, characteristics of the work, and working conditions.

Customer satisfaction : measured as satisfaction with the company's service, products, and the company, satisfaction with the service relative to the customer expectations, and customer perception of service quality, as dependent variable.

Service Context : categorical variable used for analyze the moderation effect. This variable could take the following values: personal, or on possessions non-personal. In addition to correlation coefficients, information on the moderator was coded for each study; studies were not forced into moderator categories. The moderator used was service context, and its categories: personal or on possessions.

This procedure uses sample statistics including available information on sample-based artifacts e. Subsequently, this meta-analytic procedure computes sample-size weighted estimates of the mean and variance of corrected effects. Consequently, all results are reported in terms of correlations. Also, these meta-analyses only involved corrections for sampling error and, where available, criterion unreliability.

The average criterion reliability from available studies was substituted for missing criterion reliability values. Table 1 shows the meta-analytic results for the correlation between employee job satisfaction independent variable and the dependent variable customer satisfaction. Table 2 presents meta-analytic results for the influence of the service context as moderator of the relationship between employee job satisfaction and customer satisfaction. Results for test Moderation Effect of the service context.

For this hypothesis, it was expected a positive and significant correlation between employee job satisfaction and customer satisfaction. For this relationship, through this meta-analytic procedure it was obtained a positive and significant mean correlation , which indicates that higher employee satisfaction will lead to more satisfied customers. Using the Rosenthal's formula , p.

This hypothesis predicted that the relationship between employee satisfaction and customer satisfaction will be stronger in personal services than in non-personal services on possessions. For test the moderation effect, we divided the studies according the service context, which results in two subsamples one for personal services and the other for services on possessions. This meta-analysis gathered and summarized the outputs of empirical research on the relationship between employee job satisfaction and customer satisfaction in order to provide information for theory development and future research in this area.

Results indicate that theory accumulation and theory building in this field is possible and that more elaborate research toward developing reliable theories should be conducted. The meta-analysis indicates that significant positive effects support the hypothesis of the relationship between employee job satisfaction and customer satisfaction. The analysis also shows significant variability in the strength of this relationship over service context, which support hypothesis 2.

The results suggest that managers would be advised to take actions that are likely to increase from the job satisfaction of customer contact personnel. Doing so appears likely to increase from customer satisfaction and perceptions of service quality. Many types of managerial procedures can potentially enhance employee satisfaction and workforce morale Huselid, ; Pfeffer, Managerial policies and actions that clearly explain role expectations and provide material and psychological support for employees are of primary importance.

The number of studies included in the meta-analysis is reduced, which could diminish the power of the results even when they are representative studies in the literature and have been cited by many authors. We only considered two types of service context: personal or on possessions, but other typologies exist. Results could be significantly different also for other types of organizations, which open a window for a future research. The present study revealed that the relationship between employee job satisfaction and customer satisfaction is not equal in personal and on possessions services, it could be necessary to develop specific theory that takes into consideration the differences between the service contexts.

Inicio Suma de Negocios Meta-analytic of the relationship between employee job satisfaction and customer DOI: Meta-analytic of the relationship between employee job satisfaction and customer satisfaction. Descargar PDF. Under a Creative Commons license. Table 1. Results for test Hypothesis 1. Table 2. Palabras clave:.

Some implications for future research are presented. Texto completo. Consistent with the service-profit chain and service climate perspectives, the first hypothesis is as follow: H1 : Employee satisfaction is positively correlated with customer satisfaction. The employee satisfaction — customer satisfaction relationship across services contexts The characteristic of interactions between employees and customers varies across service contexts.

Based on the previous discussion, we propose the following hypothesis: H2 : The relationship between employee satisfaction and customer satisfaction is stronger in personal services than in non-personal services.

Figure 1. Proposed theoretical model. Ashworth, H. Osburn, J.

Acta Universitatis Danubius. Œconomica, Vol 15, No 2 (2019)

The present global study attempts to verify the links between marital satisfaction and the number of children as well as its moderators in an international sample. Data for the study was obtained from our published dataset and included married individuals from 33 countries and territories. We found that the number of children was a significant negative predictor of marital satisfaction; also sex, education, and religiosity were interacting with the number of children and marital satisfaction, while there were no interactions with economic status and individual level of individualistic values. The main contribution of the present research is extending our knowledge on the relationship between marital satisfaction and the number of children in several, non-Western countries and territories. An international survey. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

The Relationship Between Marital Satisfaction and Compatibility With Type 2 Diabetes

Organisational culture and job satisfaction are crucial insofar as human resources are the most valuable resources organisations have in today's business world. Organisational culture encompasses the characteristics that unite and integrate employees of an organisation and distinguish them from employees of other institutions. By doing the best that they can do, employees with high job satisfaction ensure that the institution has a competitive advantage and, as a result, extends its life. In this study, questions about organisational culture, levels of job satisfaction and factors influencing them were examined in higher education institutions in Bishkek, Kyrgyzstan. Determining the relationship between organisational culture and job satisfaction in higher education institutions was also one of the objectives of this study. In this study, factors influencing organisational culture and job satisfaction in the case of higher education institutions in the service sector were investigated. In line with the research objective, a questionnaire was conducted in order to be able to explain the factors influencing organisational culture and job satisfaction of university employees and describe the relationship that exists, if any, between organisational culture and job satisfaction. Results showed that there is a significant linear and positive correlation between organisational culture and job satisfaction at a level of

Nursing & Care Open Access Journal

Indian Journal of Health and Wellbeing. Twitter Facebook Linkedin Youtube. Home Current Archives Authors Institutions. Journal Help.

SA Journal of Industrial Psychology

Regret for the inconvenience: we are taking measures to prevent fraudulent form submissions by extractors and page crawlers. Received: November 12, Published: December 13, The marital satisfaction and its relative factors among older adults. Nurse Care Open Acces J. DOI:

THE RELATIONSHIP BETWEEN JOB SATISFACTION AND INDIVIDUAL PERFORMANCE OF IT EMPLOYEES

Given the polyphony around service orientation related constructs coming from both Marketing and Organizational Behavior researchers, the first purpose of this paper is to delineate the construct of service orientation, and second, recognizing the focal role of employees for offering services of high quality, it investigates the complex relationship between service orientation and job satisfaction. Grounded on the review of the impact of OSO and job satisfaction constructs to each other, the authors develop research propositions, and discuss implications of the proposed relationships for both. The paper explicates the positive impact of OSO on job satisfaction but also puts forward a positive influence of job satisfaction on OSO, suggesting hence a reciprocal relationship between the two. First, this paper offers construct clarification for OSO, bridging disciplinary and audience divides. Second, it argues over the reciprocal relationship between OSO and job satisfaction, indicating the necessity to invest on maximizing both constructs in order to ultimately optimize the service experience of customers. Bellou, V.

A meta-analysis of the relationship between employee job satisfaction and customer satisfaction was conducted. This analysis produced statistically significant correlation for this relationship. Results suggest that the service context is a moderator of the employee job satisfaction — customer satisfaction relationship in a way that in personal services this correlation is stronger than in non-personal services.

This study is focused on comparing the job satisfaction, organizational trust and intention to leave the job variables between employees who work in four-star hotels in Kosovo and those in Turkey. Another purpose of this study is to investigate if there exist any positive or negative relationship between these three variables. In order to analyse the data, two main statistical methods have been utilized, the Pearson correlation and independent t-tests. In addition to that, descriptive analysis such as frequency, percentage distributions, standard deviation and arithmetic mean have been performed as well.

Uncertainty as a moderator of the relationship between job satisfaction and occupational stress. Hlanganipai Ngirande; Themba Q. Therefore, it is important to understand job dissatisfaction and stress levels to minimise their negative effect on both individuals and the organisation as a whole. RESEARCH PURPOSE : The study sought to compare the levels of job satisfaction and occupational stress of employees in merged and non-merged higher learning institutions and investigated the moderating role of uncertainty in the relationship between job satisfaction and occupational stress. A total sample of respondents completed a self-administered questionnaire. No relationship was found between job satisfaction or uncertainty and occupational stress.

Metrics details. Throughout China, a growing number of physicians are leaving or intending to depart from their organizations owing to job dissatisfaction. Little information is available about the role of occupational burnout in this association.