Organizational citizenship behavior (OCB) has received a great deal of attention among researchers recently given the practical importance and its implication for the organizations. Building on a theoretical framework that links characteristics of leader and perception of individuals and their work settings to organizational commitment (OC) and citizenship behavior, the objective of this study was to investigate the relationship between spiritual leadership, job attitudes, and organizational citizenship behavior among lecturers at Islamic University. A cross-sectional design was used to meet the objectives set. Data were collected through the administration of questionnaires to 170 lecturers from Islamic University in Malang. Data were collected through 5 questionnaires in which participants completed measures of spiritual leadership, job satisfaction, organizational commitment, and OCBs. Results showed that one of the seven hypotheses proposed was rejected in this study. The results of structural equation modeling indicated a direct effect between spiritual leadership and OCB, and an indirect effect of organizational commitment on the relationship between spiritual leadership and job satisfaction toward OCB. The implications of these findings, as well as directions for future research, are addressed.

This study aims to examine the influence of organizational culture on job satisfaction through knowledge sharing. The sample in this study totaled 259 lecturers, 50 groups of study programs at 27 universities. Hypothesis testing uses Hierarchical linear modeling (HLM). The results show that organizational culture had a significant positive effect on knowledge sharing, knowledge sharing had a significant positive effect on job satisfaction, and organizational culture had a positive and significant effect on satisfaction directly or indirectly.

This empirical research aims to investigate the relationship between Human Resource Management (HRM) practices, Person-Organization (P-O) fit and Job Satisfaction (JS) from the nurses’ perspective working in Private Hospitals in Jordan. This study examines the individual effect of HRM practices i.e. Recruitment and Selection (RS); Training and Development (TD); and Performance Appraisal (PA) on P-O fit and JS. In addition, it also examines the mediating effect of P-O fit on the relationship between HRM practices and JS. Total of 274 responses were collected directly using structured questionnaire via convenience sampling technique. The result was analyzed with PLS-SEM. Findings indicate that RS and PA were found to have significant effect on P-O fit. TD did not have any significant effect on P-O fit. In addition, P-O fit also had significant effect on nurse’s JS. In terms of mediating effect, P-O fit only mediated the relationship between RS and PA toward JS. However, there was no mediation effect on the relationship between TD and JS. This study may provide an initial blueprint for further investigation of other theoretical nurses’ job satisfaction and turnover intention related models. Finally, the study findings work as evidence about the new realization among the Jordanian organizations about the importance of adaption the HRM practices.

This study aims to investigate the effects of job-related stressors and individual-related stressors on employee motivation, job satisfaction and employee loyalty in the context of Vietnam hospitality industry. Data were collected by surveying 595 employees including Hotel/Restaurant receptionist, low-level manager (shift/group leader, supervisor, etc.) and Middle level and high ranked manager (Chief/deputy chief of department, general manager, director, etc.) from medium to large Hotels and Restaurants in Ho Chi Minh City. Besides, the collected data was analyzed by employing partial least squares (PLS) technique. The results show that individual-related stressors positively and directly affect employee motivation, job satisfaction and employee loyalty while job-related stressors have a positive direct effect on employee motivation but indirectly affect job satisfaction and employee loyalty. This study provides critical contributions to the research field of the Hospitality industry as well as suggests some important recommendations for improving employee motivation, job satisfaction and employee loyalty in the context of Vietnam Hospitality.

The impact of organizational commitment on employees’ job performance has been studied extensively in the West, while few studies have been conducted in non-western countries. Moreover, there are not many studies about the effects of job satisfaction on this relationship. The purpose of this research is to study the effect of organizational commitment on job performance through the mediating role of job satisfaction. For the purpose, four hypotheses were developed, the first three predicted positive relationships between organizational commitment, job satisfaction and job performance and the last one suggested the mediating effect of job satisfaction. 547 employees in Vietnamese enterprises were surveyed. The results of the study supported all the hypotheses. Accordingly, organizational commitment had a positive impact on job performance; organizational commitment had a positive impact on job satisfaction; job satisfaction had a positive impact on job performance when organizational commitment was controlled. The strength of the relation between organizational commitment and job performance was significantly reduced when job satisfaction was added to the model, suggesting the mediating role of job satisfaction. In the light of the findings, it is suggested that merely positive relationship between organizational commitment and job performance may not automatically lead an employer to achieve the outcome - job performance. Therefore, the secret of success lies in improving job satisfaction through solutions to enhance organizational commitment, thereby increase job performance.

The purpose of this study is 1) to find out whether there is an influence of transformational leadership on soldier trust, 2) to find out whether there is an influence of transformational leadership on employee engagement, 3) to determine the effect of transformational leadership on job satisfaction, 4) to determine the effect of trust on employee engagement, 5) to deter-mine the effect of trust on soldier job satisfaction, 6) to determine the effect of Employee engagement on job satisfaction. The method used in this research is quantitative data collection methods. The data are collected through questionnaires and literature studies. The study uses structural equation modeling to test the hypotheses of this survey and the results have confirmed all the hypotheses of the survey.

The present study examines the relationship between high performance human resource (HPHR) system and organizational citizenship behavior (OCB) in Vietnamese enterprises, and explores the mediating role of job satisfaction in this interaction. Data collected from 179 line managers working in Vietnamese companies by structured questionnaires. The results indicate that the positive relationship between HPHR system and organizational citizenship behavior was mediated by job satisfaction. The study also provides an evidence in terms of the application of HPHR system to foster the organizational outcomes and contributes to understand the underlying mechanism in human resource system and employee’s behaviors relationship.

Employee engagement is a sizzling issue that has been discussed in recent years. Employee engagement makes employees feel involved and enthusiastic in doing their work so that they would give their best for the success of the organization. The aim of this study is to analyze the effects of job satisfaction, well-being, and emotional intelligence to the teachers’ employee engagements at SDS Pelangi Kasih Jakarta. This is important because a teacher plays a key role in achieving the goals of education. The data were gained through a survey by distributing the questionnaires to 65 teachers who are working at SDS Pelangi Kasih. The study used a quantitative approach with the PLS-SEM method to evaluate the measurement model (an outer model) and the structural model (an inner model). The data were processed using the SmartPLS 3.0. program. The results have indicated that job satisfaction, well-being, and emotional intelligence had positive effects on the teachers' employee engagements at SDS Pelangi Kasih Jakarta.

This research is intended to test the connections between the influence of Workplace Spirituality and Job Satisfaction on job performance with Workplace Deviant Behavior and Work-place Passion as a mediation. The data collected were from questionnaires distributed with an accidental sampling technique. Statistic Experimental Tool, SEM (Structural equation model) was used to analyze the data. The results of this research show that there was a significantly negative influence of Workplace Spirituality and Workplace Deviant Behavior on performance. Likewise, there was also a significantly negative influence of Workplace Deviant Behavior on the performance. Furthermore, work passion weakens the interaction between them.

This study aims to examine the work-family enrichment (WFE) model as influence mediator of supervisor support, self-esteem, and optimism on job satisfaction. The population in this study is 263 permanent employees of Bank BPD DIY, who occupy the positions as staff, and are married, in 7 branch offices in the Special Region of Yogyakarta (DIY). This research uses census method, while data analysis uses AMOS. The results of this study show that work-family enrichment model acts as influencer mediator of supervisor support, self-esteem, and optimism on job satisfaction fit with the empirical data. Hypothesis testing results show that supervisor support implies positive effect on job satisfaction, self-esteem implies positive effect on job satisfaction, and optimism implies positive effect on job satisfaction. Supervisor support also implies positive effect on work-family enrichment, self-esteem implies positive effect on work-family enrichment, and optimism implies positive effect on work-family enrichment and work-family enrichment implies positive effect on job satisfaction. Work-family enrichment works significantly as influence mediator of supervisor support on job satisfaction, work-family enrichment works significantly as influence mediator of self-esteem on job satisfaction, and work-family enrichment works significantly as influence mediator of optimism on job satisfaction.