ELUCIDATING PERCEIVED OVERQUALIFICATION‒INTENTION TO LEAVE THE ORGANIZATION NEXUS: THE INTERMEDIARY ROLE OF JOB SATISFACTION

Purpose The purpose of the study was to assess how the well-being and loneliness of public relations and communication professionals are impacted by the post-pandemic characteristics of the work environment: flexible work schemes, non-territorial office arrangements and video communication technologies. It was hypothesised that the post-pandemic workplace landscape poses several new challenges to the practice of PR – an industry which invariably relies on working with other people and demands a good level of social resilience. Loneliness and well-being both depend on the experience of having good and efficient social relationships, but the pandemic has directly and indirectly led to their deterioration. Design/methodology/approach The project employed a correlational design and used an online survey system to collect responses from Gen Z professionals employed in the public relations and communications industry in the UK and the US via the Prolific platform. Demographical and workplace-related characteristics were assessed to investigate links with loneliness (measured using a three-item scale adopted from Russell et al., 1980 in Hughes, 2004) and well-being (using a short Warwick-Edinburgh Mental Well-being Scale scale). Causal relationships between data were tested using regression analysis for continuous variables and analysis of covariance for categorical factors. Bootstrapping was used to test mediated relationships that explain loneliness, job satisfaction and the well-being of Gen Z PR professionals. Findings Several types of flexible working schemes, defined as the ability to work from home on any number of weeks, showed an impact on loneliness and job satisfaction but not on well-being. However, all remaining aspects of the post-pandemic office did manifest as important predictors. In the sample, 30% of Gen Z PR professionals showed signs of mild to clinical levels of depression, and the best protection from this state was the presence of a significant other. Lower levels of loneliness were related to non-territorial office arrangements and job satisfaction. The use of hot desks and open-plan arrangements led to a significantly lower level of job satisfaction than a traditional, cellular office. Both excessive online meetings and face-to-face only interactions led to marginally lower levels of loneliness and job satisfaction. Research limitations/implications The present research is limited in several aspects. Firstly, while the project evaluated loneliness, job satisfaction and mental well-being (with each of these elements including a component of the requirement for building effective relationships), the quality of relationships built by PR professionals was not measured. Secondly, the project focused only on post-pandemic aspects of the workplace and did not cover other important components of job satisfaction. Lastly, the measure of online meetings was declarative rather than behavioural, and greater control of the number of online meetings held would be required to show more reliable links between variables. Practical implications This study calls for proposing recommendations for employers to develop organisational-level measures and programmes to counteract loneliness. While traditionally intimate relationships of employees were not a direct focus of HR programmes, employers should develop elements of organisational culture that would support employees in building effective intimate relationships. Separately from this, despite immediate financial benefits, employers should avoid using open-space and hot desk policies, as they contribute negatively to job satisfaction (and indirectly to well-being). The sample of UK and US professionals was chosen for analysis because in these countries employers have more capacity to introduce changes to tangible characteristics of the workplace and work culture, which may positively impact the well-being of their employees. Social implications It is expected that both employers and employees will revisit their approach to post-pandemic financial and logistic challenges related to the workplace. A lower level of job satisfaction and well-being is linked to the lack of assigned office space, but the ability to work exclusively from home leads to loneliness. Employees – when offered this possibility – should work in offices they are provided. Employers must appreciate the negative link between open and hot-desking policies and job satisfaction and well-being of their employees. Originality/value This study is the first to examine the post-pandemic workplace and personal characteristics of public relations and communications professionals in the UK and US and show how they impact job satisfaction and well-being. The study shows that 30% of employed in the PR industry are at risk of depression or anxiety. The connecting factor between personal and work-related characteristics that explains this problem is loneliness.

Job satisfaction is essential in stimulating productivity and efficiency in the health sector. Dissatisfied employees are likely to leave, which places an added burden considering the shortage of health workers. Rehabilitation professionals form a critical component of the public health workforce. The aim of the study was to document the level of job satisfaction and factors associated with job satisfaction among rehabilitation professionals employed in public health facilities in KwaZulu-Natal. A cross-sectional survey was conducted. A self-administered questionnaire was utilized. A Chi-square test and logistic regression were used to assess associations and to identify factors associated with job satisfaction. A p-value less than 0.05 was deemed statistically significant. Most participants (59%) reported a low level of overall job satisfaction. The participants were dissatisfied about not getting recognition for work related to their specific professions (61.3 %) and not being considered for career advancement (74.3 %). In addition, inadequate financial rewards (87.2%) and benefits (71.3%) were also linked to low job satisfaction. Participants displayed a low level of job satisfaction. Rehabilitation services should be prioritized, and appropriate recognition should be granted to rehabilitation professionals in order to enhance job satisfaction.

Purpose: The present study focuses on exploring the leadership styles of basic school headteachers, and their effects on teachers’ job satisfaction in Ghana’s Volta region. Methodology: Two research questions and one hypothesis guided the study. The study adopted a descriptive research design. The study was conducted in the Volta region of Ghana. The population of the study are 3,009 headteachers and 17,889 teachers in the 18 districts in the Volta Region. The sample size of the study was 191 headteachers and 328 teachers. Multi-stage sampling technique was used to draw the sample size. The Multifactor Leadership Questionnaire (MLQ) and Mohrman-Cooke-Mohrman Job Satisfaction Scale (MCMJSS) was adopted for the study. Findings: It was found that headteachers identified moderate levels of transformational, transactional, and laissez-faire as the leadership styles adopted by headteachers. Also, the majority of the headteachers had a very low level of job satisfaction whereas the majority of the teachers had a very high level of job satisfaction. Among the three leadership styles, transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Unique Contributor to Theory, Policy and Practice: The results shows that headteachers identified moderate levels of transformational (M = 7.68, SD = 0.83), transactional (M = 7.51, SD = 1.15), and laissez-faire (M = 6.94, SD = 1.89) as the leadership styles adopted by headteachers. It shows that 128 (71.9%) of the headteachers had a very low level of job satisfaction, while 30 (16.9%) had a very high level of job satisfaction. On the contrary, 153 (52.8%) of the teachers had a very high level of job satisfaction while 21 (7.1%) had a very low level of job satisfaction. The three leadership styles; transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Based on the findings of the study, relevant conclusions were drawn.

Teacher job satisfaction has a positive effect on effective learning, therefore it is necessary to increase teacher job satisfaction. Teacher job satisfaction should also be a priority in education policy. This study aims to analyze job satisfaction and teacher characteristics in learning mathematics. This study uses qualitative data. Data was collected using questionnaires and interviews. The results of the data obtained were transferred to Ms. Excel is then processed using Winstep software to get high, medium, low levels of teacher job satisfaction. For research subjects, there are 94 mathematics teachers in Jakarta and outside Jakarta. The results showed that 3 male teachers and 14 male teachers had a high level of job satisfaction. 17 male teachers and 38 female teachers had a moderate level of job satisfaction, 5 male teachers and 17 female teachers had a low level of job satisfaction. Then the researcher took 1 respondent from each area of Jakarta and outside Jakarta to be interviewed.According to the Wright Maps results, female mathematics teachers have the highest teacher job satisfaction, namely 14 people. According to the results of interviews, female teachers are satisfied to be teachers because of school infrastructure, salaries, student characteristics, increasing knowledge, getting good colleagues, and good principals.

INTRODUCTION. The professional activity of the subject of labor is viewed primarily through the phenomenon of professional activity, understood as a manifestation of subject activity, the need to “serve”, enthusiasm, demonstrated in professional activity and providing the degree of interaction and the nature of relationships, and reflecting the hierarchy of personality motives, designed to ensure the optimal functioning of a person in the profession and in life. The key importance is given to the structure of motivation of professional activity. Job satisfaction is thus considered to be one of the significant characteristics of the quality of satisfaction of a person’s psycho-emotional, personal, and social needs, affecting his or her psychological well-being. The article is focused on the study of the structure of professional motivation among education workers with different levels of professional satisfaction. AIM. Research into the structure of professional motivation among education workers with different levels of professional satisfaction. MATERIALS AND METHODS. The study was conducted using the “Integral satisfaction with work” method by Batarshev A.V., the “Motivation of professional activity” method (Zamfir K. in the modification of Rean A.A.), the “Self-assessment of professional development” and “Professional development and motivation” methods by Lazareva M.V. Statistical processing of the results was carried out using the SPSS Statistical 23 program. RESULTS AND DISCUSSION. The authors reviewed the results of an empirical study of the structure of professional motivation among employees of general education organisations in five Russian regions (n = 371). The components of motivation for professional activity that are most significant for managers and teachers of modern schools were found: personal interest (average = 7.12), relationships with employees (average = 6.26), satisfaction with the level of professional aspirations (average = 5.74), preference for job content over earnings (average = 5.62). A divergence in the structure of the motivational organization of education workers was identified, categorized by high and low levels of professional satisfaction. It was found that teachers with high levels of satisfaction are characterized by a motivational structure in which internal motivation and a focus on professional development play a key role. Teachers with low levels of satisfaction have a more uniform motivational structure, which is mainly expressed in a focus on extrinsic incentives. CONCLUSION. The results of the study, aimed at studying the psychological well-being of a person in a professional environment through the formation of satisfaction with professional activity, led to the conclusion about the different structure of professional motivation of teachers with high and low levels of job satisfaction, and therefore identified the need for a differentiated approach to building managerial decisions. Social conditions and pragmatic incentives are considered by us as a possible reason for a decrease in teachers’ satisfaction with their professional activities, and therefore their maintenance is important at the level of an educational institution. The research results can be used to develop organizational programs aimed at increasing teachers’ satisfaction with professional activities and improving their psychological well-being.

Objective: The aim of the study was to measure job satisfaction and stress levels among pharmacists in Riyadh, Saudi Arabia, and to explore the main causes of dissatisfaction and stress-related factors. Materials and Methods: A self-administered survey was hand-distributed using a cluster area sampling technique. Data were entered into a statistical analysis system database with a significance level of P Results: The setting of a pharmacy was found to significantly affect the job satisfaction of pharmacists. 48% of independent community pharmacists were satisfied with their job compared with 62% of dispensary pharmacists and 74% of chain community pharmacists. Marital status and years of experience significantly affected job satisfaction, and married pharmacists had lower levels of satisfaction than their unmarried counterparts. Pharmacists who dispensed a higher number of prescriptions had higher levels of satisfaction. Furthermore, job-related stress factors, such as the setting of the pharmacy and years of experience, had a significant effect on the stress level related to the responsibility of patient care. Participants also reported other job stressors: Long working hours, difficulty in obtaining casual or sick leave, and low salaries. Conclusion: Independent community pharmacists in Riyadh had lower levels of job satisfaction than their counterparts in dispensaries and chain pharmacies. Primarily, efforts should be made to raise the levels of job satisfaction for pharmacists in order to improve their motivation and competence. Failure to reduce stress among workers puts both pharmacists and patients at risk.

Teachers in all levels of education are very crucial in the educational development of any society and their satisfaction will basically affect the quality of services they render to the educational sector. However, the teaching profession is associated with a lot of stress arising from work overload and poor remuneration. This can lead to high prevalence of burnout, psychological distress and low level of job satisfaction among teachers. This study assessed the prevalence of burnout, psychological distress and job satisfaction among teachers in secondary schools in Enugu, south east Nigeria. The Maslach burnout inventory, the General health questionnaire (GHQ-12) and the Generic job satisfaction scale were used to assess 432 teachers working in secondary schools in Enugu south east Nigeria for prevalence of burnout, psychological distress and level of job satisfaction. The prevalence of burnout was 40% for emotional exhaustion, 39.4% for depersonalization and 36.8% for reduced personal accomplishment. 32.9% had psychological distress while 39.6% had low level of job satisfaction. There was high prevalence of burnout, psychological distress and low level of job satisfaction among the teachers.

The aim of the study was to examine the level of job-related burnout and the level of job satisfaction among residents of pediatrics. A total of 102 residents of pediatrics who were trained in two Ministry of Health teaching and research hospitals and in two university hospitals in Izmir were included in the study. Demographic data (age, sex), lifestyle (living with parents or not, marital status, number of children) and professional characteristics (total time spent in profession, time spent in residency, number of night shifts per month, institution type: teaching hospital/university) were collected. Maslach Burnout Inventory (subscales: emotional exhaustion, desensitization, personal accomplishment) and Minnesota Satisfaction Questionnaire were used. High levels of emotional exhaustion and desensitization, and low levels of personal accomplishment and job satisfaction were found in residents of pediatrics. Low levels of emotional exhaustion in teaching and research hospitals and low levels of desensitization in university hospitals were determined (p<0.05). We found a positive correlation between age and job satisfaction levels and a negative correlation between age and emotional exhaustion levels (p<0.05). There were negative correlations between the length of time in education and desensitization and between the number of night shifts per month and desensitization (p<0.05). In residents of pediatrics, there is a high-level burnout and low-level of job satisfaction. Emotional exhaustion is more common in teaching and research hospitals and desensitization is more common in universities. Younger age, lower seniority, and the higher number of work-shift increases the burnout.

To describe the study design of the COPE Staff cohort study on working conditions for maternal and neonatal healthcare workers (MNHCWs), and present baseline data regarding job satisfaction, work-life conflicts, stress, and burnout. Between January and April 2021, 957 MNHCWs (administrative and medical staff) completed a baseline survey. Average levels of job satisfaction, work-life conflicts, stress, and burnout, and associations to perceived workload were assessed. The average levels of job satisfaction, work-life conflicts, stress, and burnout were 68.6 (95% confidence interval [CI] 64.3-72.8), 42.6 (95% CI 37.3-48.0), 42.0 (95% CI 37.7-46.3), and 1.9 (95% CI 1.6-2.2), respectively. The respondents scoring above critical values indicating clinical burnout ranged between 3% and 18%, respectively, for the four burnout sub-dimensions. Women reported significantly higher levels of stress and burnout. Younger participants had lower job satisfaction and higher levels of work-life conflicts, stress, and burnout. Higher perceived workload was significantly associated with lower job satisfaction levels and higher levels of work-life conflicts, stress, and burnout. Our results indicate associations between MNHCWs perceived workload and job satisfaction, work-life conflicts, stress, and burnout during the COVID-19 pandemic. Eighteen percent scored above critical values for exhaustion.

Burnout is associated with lower levels of job satisfaction. It holds particular importance in the delivery of public services, since employees encounter both psychological-emotional and mental pressure. Due to the recent events that have set the stage for a financial crisis, employees may be forced to work longer hours and experience burnout as a result of the need for more financial resources. The findings presented in this work are applicable to the present situation and help fill the gaps in our understanding of public sector employee burnout and satisfaction levels and the factors that contribute to their development. This study presents a research conducted at the National Institute for Cultural Research and Training. The aim was to identify the levels of burnout and satisfaction among the institution's human resources. Additionally, the study aimed to determine the factors that influence both of these factors. Simultaneously, the researchers examined the relation between burnout and satisfaction among the participants. The research employed a questionnaire as the primary instrument, incorporating two validated tests from the specialised literature: the Maslach Burnout Inventory for assessing burnout levels and the Job Satisfaction Survey for measuring satisfaction levels. After careful analysis and interpretation of the data, it was found that the level of burnout among the institution's personnel is influenced by the presence of conflicts in the workplace. Regarding HR satisfaction, it was discovered that the monthly salary level has no impact on the level of satisfaction and does not lead to increased satisfaction among employees, even if they receive a larger income compared to their peers. Finally, by analysing the relationship between burnout and satisfaction, it was discovered that there exists a negative correlation between the two variables. This implies that a higher degree of burnout is associated with a lower level of satisfaction, while a lower degree of burnout is associated with a higher level of satisfaction among employees.

BackgroundEthiopia has been providing health care to its rural population since 2004 using female Community Health Workers called Health Extension Workers (HEWs). The HEWs are credited with several achievements in improving the country's health indicators. However, information about the HEWs' motivation and job satisfaction is limited. The aim of this study was to assess the HEWs' motivation and job satisfaction, as well as the factors that influence them.MethodsA mixed-methods study was nested within a national health extension program assessment conducted from March 01 to May 31, 2019. A structured questionnaire which looked at motivation and satisfaction with Likert type single-question and multiple-item measures was used to collect quantitative data from 584 HEWs. Focus group discussion and in-depth interviews were used to gather qualitative data. Means and percentages were used to descriptively summarize important variables. Linear regression was used to identify factors associated with job satisfaction. The qualitative data was analysed thematically.ResultsOverall, 48.6% of HEWs were satisfied with their job, with a mean score of 2.5 out of 4.0. The result showed a high level of satisfaction with autonomy (72%), relationships with co-workers (67%), and recognition (56%). Low level of satisfaction was linked to pay and benefits (13%), opportunities for promotion (29%), and education (34%). Regression analysis showed that HEWs in the age category of 30 years and older had lower satisfaction scores as compared to HEWs in the age category of 18–24 years (adjusted β = − 7.71, 95% CI: − 14.42, − 0.99). The qualitative result revealed that desire to help their community, recognition or respect gained from the community, and achievement were the major motivating factors. In contrast, inadequate pay and benefit, limited education and career advancement opportunities, workload, work environment, limited supportive supervision, and absence of opportunity to change workplace were the demotivating factors.ConclusionsThe overall job satisfaction of HEWs was low; extrinsic factors, such as inadequate pay, limited education and career advancement opportunities were the major sources of demotivation. Policy makers and human resource managers should revise their human resource policies and guidelines to address the main sources of low level of job satisfaction and demotivation.

To investigate the prevalence of and personal and professional characteristics associated with burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists. The China Neurologist Association conducted a national cross-sectional study from September 2014 to March 2015. A questionnaire including the Maslach Burnout Inventory, the 12-item General Health Questionnaire, the Consultants' Mental Health Questionnaire, and questions assessing personal and professional characteristics, career satisfaction, and current doctor-patient relationships was administered. A total of 693 directors of neurology departments and 6,111 neurologists in 30 Chinese provinces returned surveys. Overall, 53.2% of responding neurologists experienced burnout, 37.8% had psychological morbidity, 50.7% had high levels of job stress, 25.7% had low levels of job satisfaction, 76.9% had poor doctor-patient relationships, and 58.1% regretted becoming a doctor. Factors independently associated with burnout were lower income, more hours worked per week, more nights on call per month, working in public hospitals, psychological morbidity, high levels of job stress, low levels of job satisfaction, and poor doctor-patient relationships. Factors independently associated with psychological morbidity included lower income, more nights on call per month, working in enterprise-owned hospitals, burnout, high levels of job stress, and low levels of job satisfaction. Burnout and psychological morbidity are common in Chinese neurologists. Burnout is the single greatest predictor of neurologists' psychological morbidity, high job stress, and low job satisfaction.

BackgroundThe high prevalence of burnout among nurses produces huge health service losses. Existing literature found that occupational stressors and low levels of job satisfaction were related to burnout, whilst personality traits such as type A personality and neuroticism influenced occupational stressors, job satisfaction, and burnout. The purpose of this study was to investigate the mediating effect of job satisfaction on the relationship between occupational stressors and burnout among Chinese older nurses, and explore the moderating effects of type A personality and neuroticism on the relationships among occupational stressors, job satisfaction and burnout.MethodsA cross-sectional study was conducted in five provinces and municipalities (mainly in Shandong) in China. A total of 527 female older nurses (age≧40) were included in this study. Structural equation modelling (SEM) approach was employed to investigate the mediating effect of job satisfaction on the relationship between occupational stressors and burnout. Multi-group analysis was conducted to explore the moderating effects of type A personality and neuroticism on the relationships among occupational stressors, job satisfaction and burnout.ResultsBoth nurses with high type A personality and high neuroticism had higher occupational stressors, higher burnout and lower job satisfaction. Occupational stressors had direct effect (β = 0.29, P = 0.001) and indirect effect mediated by low levels of job satisfaction (β = 0.25, P = 0.001) on burnout. Type A personality had significant moderated effect (P = 0.007) on the relationships among occupational stressors, job satisfaction and burnout, whereas the moderated effect of neuroticism was not significant.ConclusionsLow levels of job satisfaction mediated the relationship between occupational stressors and burnout among Chinese older nurses, and both the direct and indirect effect of occupational stressors on burnout were moderated by type A personality. Hospital administrators should take specific measures such as transferring older nurses to easier positions to reduce their occupational stress, thereby increasing their job satisfaction and reducing their burnout, which is especially important for the older nurses with high type A personality.

Integrating the self-serving effect of voice with the literature that emphasizes the prosocial motive of voice behavior, this study investigates the possibility of a U-shaped curvilinear relationship between job satisfaction and voice behavior. The findings show that different voice beliefs (employees’ prosocial and self-protective voice beliefs) moderate the U-shaped curvilinear relationship with distinct patterns. Specifically, for employees with a stronger prosocial voice belief the relationship between job satisfaction and voice is more positive at high levels of job satisfaction and less negative at low levels of job satisfaction. Self-protective voice belief attenuates the relationship between job satisfaction and voice at both high and low levels of job satisfaction, resulting in a less U-shaped relationship for employees with a stronger self-protective voice belief. These findings support our arguments about the coexistence of multiple motives of voice and their relative strength across different levels of job satisfaction.

Purpose This study aims to contribute to the field by studying differences in job satisfaction among different categories of entrepreneurs, namely: job creators (employer entrepreneurs or self-employed with employees), solo self-employed individuals, hybrid entrepreneurs and dependent self-employed. Design/methodology/approach The empirical settings utilize cross-country data from the European Union Labour Force Survey (EU LFS), including 35 countries and information on 330,755 full-time employees and the studied types of entrepreneurial occupations. The results are based on the employment of multivariate ordered logistic regression models. Findings This study finds that, on average, the highest levels of job satisfaction are among job creators, followed by solo self-employed individuals. Compared with wage employed, on average, lower levels of job satisfaction were reported by hybrid entrepreneurs and dependent self-employed individuals who had the lowest levels of job satisfaction. The latter is more likely to be exposed to economically vulnerable conditions as they operate within unclear regulation frameworks and weak social protection while still trying to cope with their long-lasting precariousness. Research limitations/implications This study points out to develop a more structured framework for capturing dependent self-employment and a series of research recommendations. Notably, we recommend future researchers study longitudinal settings satisfaction among the identified segments of entrepreneurs. Originality/value Contrary to the established knowledge, the obtained findings show that self-employment may be associated with even lower levels of job satisfaction than the salaried job.