The Influence of Training and Development Programs, Job Autonomy, and Organizational Culture on Employee Job Satisfaction and Performance

Ita Soegiarto, Mislan Sihite, Paul Usmany
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Abstract

This research explores the intricate relationships between training and development programs, job autonomy, organizational culture, and employee outcomes, with a specific focus on the mediating role of job satisfaction. The study employs a mixed-methods approach, integrating quantitative analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM) with qualitative insights gathered from interviews and focus group discussions. The results highlight the positive impact of effective training programs, job autonomy, and a supportive organizational culture on job satisfaction levels among employees. Job satisfaction emerges as a crucial mediator, translating these organizational factors into improved performance, motivation, and overall well-being. The findings underscore the importance of prioritizing strategies that enhance job satisfaction to foster a more engaged and productive workforce, ultimately contributing to organizational success
培训与发展计划、工作自主权和组织文化对员工工作满意度和绩效的影响
本研究探讨了培训与发展项目、工作自主权、组织文化和员工成果之间错综复杂的关系,尤其关注工作满意度的中介作用。研究采用混合方法,将偏最小二乘法结构方程模型(PLS-SEM)的定量分析与访谈和焦点小组讨论的定性分析相结合。研究结果凸显了有效的培训计划、工作自主权和支持性组织文化对员工工作满意度水平的积极影响。工作满意度是一个重要的中介因素,它将这些组织因素转化为绩效、动力和整体福祉的提高。研究结果强调,必须优先考虑提高工作满意度的战略,以培养一支更投入、更有生产力的员工队伍,最终促进组织的成功。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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