These 10 facts about space will blow your mind There is a certain link between the attitudes and job satisfaction of employees at an organization.
Received Sep 3; Accepted May This article has been cited by other articles in PMC. Abstract Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior.
Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction.
It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees.
Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; questionnaires were distributed and valid questionnaires were returned. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction.
Results Organizational cultures were significantly positively correlated with leadership behavior and job satisfaction, and leadership behavior was significantly positively correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work.
In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.
Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff [ 2 ]. Understanding the organization's core values can prevent possible internal conflict [ 3 ], which is the main reason for our research into these cultural issues.
In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance [ 4 ].
The pervasiveness of an organizational culture requires that management recognize its underpinning dimensions and its impact on employee-related variables, such as job satisfaction [ 5 ], organizational commitment [ 6 ], and performance [ 7 ]. Lund [ 5 ] believed that less research was done on the relationship between organizational culture and job satisfaction within the research topic of organizational culture and outcome.
The organization consists of the staff, with the behavior of its individual members affecting outcomes. Since cultural research within the nursing field is not common [ 8 ], it is necessary to explore the way the culture influences the behavior of the nursing staff, and in turn how the behavior of the staff influences the organizational outcome.
A two-dimensional model of leadership that focuses on the concern for people and production has been used for many years in organizational research [ 9 ]. In the late s, leadership research started focusing on behavior within organizational change and development [ 10 ]. Leadership implies authority in the broadest sense of the word and not simply the power to wield the stick [ 11 ].
It is based on objective factors, such as managerial ability, and more subjective characteristics that include personal qualities of the leaders.
The factors are of even greater importance given the current emerging culture of the nurse who has a clear and assertive vision about the nature of clinical practice [ 12 ]. Currently, there is a shortage of nurses in clinical care, and good leaders can help any attrition.
Furthermore, the leadership skills of nurse administrators can contribute to the success of their organization [ 13 ]. Leadership is of increasing importance in clinical nursing [ 14 ]. Although leadership and organizational culture constructs have been well studied, the relationship between them has not been established in the field of nursing [ 6 ].
This study explores the relationship between organizational culture and leadership behavior. Although the data indicated that the development of an organizational culture is related to the behavior of its leaders, the results failed conclude whether this affected their attitudes or behavior as employees.
From the nursing administration perspective, the normal course of action taken to influence employee behavior and achieve the objectives set by the administrators comes through administrative management.
Therefore, as well as discussing the relationship between leadership behavior and organizational culture, this research will investigate the effect of leader behavior and organizational culture towards employee job satisfaction. The findings clearly show that hospital administrators should be concerned about the effects of leadership behavior and organizational culture on the attitude towards work of their employees.
This should help administrators alter their behavior in order to maintain a good mutual relationship with their subordinates, improving their working attitude and, more importantly, reducing potential conflicts.The relationship between job satisfaction and age has been shown to have either a ‘U’ or positive relationship.
In the ‘U’ relationship  , high satisfaction in early and latter career is separated with a dip in the middle. Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior.
Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. What is the relationship between employee job satisfaction, customer satisfaction, and organizational profitability?
A) Employee job satisfaction is not related to customer satisfaction, but customer satisfaction is related to organizational profitability. Management's Role. Managers can assess whether an employee's poor performance reflects an attitude problem or factors such as job satisfaction, an inability to handle work tasks, training needs, problems with the work environment or personal problems.
Role of Employees’ Job Satisfaction on the Relationship Between Organizational Identification and Job Autonomy attitudes. Thus, positive experiences at work are believed to foster such attitudes and positive perception, thereby leading also showed a statistically significant relationship between job autonomy and job satisfaction.
The. Mar 13, · Job satisfaction refers to employees' attitude toward their job. POS should can meet socioemotional needs and increase performance-reward expectancies, or signal the availability of aid, which could contribute to overall job satisfaction.