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There had been a research found that there were positive but weak relationships between the workers” job-related attitudes and execution. In a recent study, it has included customer satisfaction as a connection to employees” approach and performance, accentuating the criticalness of quality service to organizational accomplishment. Promptly, there is a significant positive relationship to exist between worker attitudes about the organization’s human-resource practices and client attitudes about the service they received. Giving quality service uplifts employees as it demands construction of organizational culture where people are challenged to execute their potential and are recognized and given reward when they do. This conclude that the same kind of organizational practices affect the service condition to the clients and how they are entertained (Saeed et al., 2013).
In recent years there has been heightened interest in an individual difference approach to work attitudes. This interest has been triggered by evidence indicating that some individuals may be dispositionally predisposed to relatively higher or lower levels of job satisfaction. For example, Arvey, Bouchard, Segal and Abraham (1989) present evidence indicating that genetic predispositions may influence job satisfaction. Furthermore, longitudinal research has found that job satisfaction scores remain correlated over time, and that this can occur even when individuals change occupations or employers (e.g. Staw and Ross, 1985; Staw, Belland, Clausen, 1986). Although less extensively examined, similar evidence exists for organizational commitment (Lee,Ashford, Walsh and Mowday, 1992).
According to Larry and Sherry (2007) the stress and commitment of the employees hugely affect the performance of their job performance capability because the employees can be manipulated from different challenges they are encountering from their personal matters. Their commitments can lessen their ability to pursue their jobs because they are more likely to get irritated. This is where the health of workers come to have an effect to their jobs. It affects their job because the more they feel stress, the more they become neutral on their jobs and could cause a major impact to the company they are employed to. According to Sonnentag et al., (2002) the “Individual performance is of high relevance for organizations and individuals alike. Showing high performance when accomplishing tasks results in satisfaction, feelings of self efficiency and mastery (Bandura, 1997; Kanfer et al., 2005). Moreover, high performing individuals get promoted, awarded and honored. “Career opportunities for individuals who perform well are much better than those of moderate or low performing individuals” (Van Scotter et aI., 2000).
However, according to Ea et al., (2008), in the study of job satisfaction and acculturation among Filipino registered nurses at P.N.N.A Eastern Regional Conference in Baltimore, “participants had moderate level of job satisfaction that was positively correlated to a level of acculturation that was closer to American than to Filipino culture.” Furthermore, age, length of U.S. residency, and acculturation significantly predicted perception of job satisfaction among this group of Filipino RNs. However, a survey was conducted using A Short Acculturation Scale for Filipino Americans (ASASFA) to measure acculturation, Part B of the Index of Work Satisfaction Scale (IWS) to assess job satisfaction, and a participant demographic questionnaire. Data were analyzed using a Pearson correlation coefficient and multiple regression analysis. In the results of their study, they found out that participants had a moderate level of job satisfaction that was positively correlated to a level of acculturation that was closer to American than to Filipino culture.
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