How working from home affects job satisfaction: Shedding light on the mechanisms

Job satisfaction is a personnel management index that should be dealt with very importantly not only at the individual level but also at the organizational level, and many studies have been conducted since the 1930s until recently. Many scholars have been conducting various studies on the variables that affect job satisfaction, and as variables that affect job satisfaction, wages, welfare benefits, working conditions including working hours, promotion, interpersonal relations, work-life balance, etc. And recently, the tendency to place importance not only on the organization but also on individual growth is increasing, and the possibility of personal growth is also increasing. This study attempts to examine the causal relationship between variables, focusing on the leader-member exchange(LMX), work-life balance, job autonomy, and protean career, which has become a major issue in recent years, among the various variables that affect job satisfaction. The independent variables for this study were leader-member exchange(LMX), job autonomy, and work-life balance, and protean career as a moderating variable and job satisfaction as a dependent variable were set. As a result of empirical analysis, first, LMX was found to have a significant positive (+) effect on job satisfaction. This means that the higher the quality of the relationship between the leader and the members, the better the communication, and as a result, job satisfaction can be elicited through the formation of a positive relationship. In addition, it can be seen that it lays the foundation for increasing tissue effectiveness in the long term. Therefore, the organization needs to create a place for communication between the rudder of the organizational unit and its members, and it will be necessary to create an organizational atmosphere and system that can form productive relationships. Second, job autonomy was found to have a significant positive (+) effect on job satisfaction. It is expected that when the level of job autonomy is high, the individual’s self-worth will increase, and there will be more opportunities to feel job satisfaction when the job goals set by themselves are achieved. Third, it was found that the work-life balance had a significant positive (+) effect on job satisfaction. This result is a part that reminds us of the meaning and significance of the work-life balance, which is expanding to the meaning of family happiness and personal life through recent work-life balance. Considering that an organization is composed of a group of individuals, it should be considered that the quality of life at the individual level eventually affects the organization level as well. Fourth, in the relationship between LMX, job autonomy, and work-life balance, which are the most important interests of this study, the moderating effect of protean career was confirmed only in the relationship between LMX and job satisfaction. There was no significant moderating effect in. It was confirmed that protean career had a positive (+) moderating effect on the relationship of LMX’s influence on job satisfaction. This shows that job satisfaction increases as LMX increases, but protean career further increases this influence. there was. This suggests that the self-directed and value-oriented tendencies, which are the main characteristics of protean career, can increase job satisfaction by generating positive interactions with LMX in the positive impact of LMX on job satisfaction. In other words, it means that the self-motivated member’s protean career attitude can further increase job satisfaction while the quality of the relationship between the leader and members is high.

Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals' satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.In the current study, employees were asked to indicate their level of satisfaction for different aspects of job like salary, relationships with peers, organizational structure, cooperation of managers etc.This research paper emphasizes on 16 items (job aspects) for which employees had to state their level of satisfaction or dissatisfaction on a five-point scale. This Study has bought out Impact of Job Satisfaction of Employees and Organizational Culture in Banks on Receptiveness to Change, Cooperation among Peers, Team Orientation, Organizational Goal Identity, Union Management Cooperation, etc. At its most general level of conceptualization, job satisfaction is simply how content an individual is with his or her job. At the more specific levels of conceptualization used by academic researchers and human resources professionals, job satisfaction has varying definitions. Affective job satisfaction is usually defined as a unidimensional subjective construct representing an overall emotional feeling individuals have about their job as a whole. Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces. Cognitive job satisfaction is usually defined as being a more objective and logical evaluation of various facets of a job. As such, cognitive job satisfaction can be unidimensional if it comprises evaluation of just one aspect of a job, such as pay or maternity leave, or multidimensional if two or more facets of a job are simultaneously evaluated.

This quantitative research study aims to investigate the influence of work-related factors on employee performance and job satisfaction within a manufacturing organization. The research objectives encompass exploring the effects of work motivation, work environment, and workload on employee performance, as well as their influence on job satisfaction. The study employed a systematic approach, with a sample of 350 employees from the production department of the organization. Data collection was conducted through questionnaires, and the validity of the data was assessed using Path Analysis. The results reveal that work motivation positively affects performance, along with the significant impacts of work environment and workload on performance. Furthermore, work motivation, work environment, and workload all have direct effects on job satisfaction. The findings also suggest that performance acts as an intervening variable, mediating the relationship between motivation, work environment, workload, and job satisfaction. The implications of this study provide valuable insights for organizations seeking to enhance employee performance and job satisfaction through targeted interventions in work-related factors.
 Highlights:
 
 Work motivation positively influences employee performance and job satisfaction.
 The work environment and workload significantly impact employee performance and job satisfaction.
 Employee performance acts as a mediating variable, linking work-related factors to job satisfaction.
 
 Keywords: work-related factors, employee performance, job satisfaction, manufacturing organization, targeted interventions

This study aims to examine the Affection of Existence, Relationship, and Growth Needs on Job Satisfaction and Their Impact on the Working Performance of Technical Service Officers at PT PLN (Persero) UP3 Sigli. The data population used in this research was about 117 people, and we used its population as a full data sample. The result reveals that Existence Needs affect Job Satisfaction, Relationship Needs affect Job Satisfaction, Growth Needs affect Job Satisfaction, Existence Needs affect Working Performance, Relationship Needs affect Working Performance, Growth Needs affect Working Performance, Job Satisfaction affects Working Performance, Job Satisfaction mediates Existence Needs effect on Working Performance, Job Satisfaction mediates Relationship Needs effect on Working Performance, and Job Satisfaction mediates Growth Needs effect on Working Performance. These findings also explain that the effect produced by job satisfaction in the overall model is a partial mediation effect. These results explain that the model for increasing Working Performance at PT PLN (Persero) UP3 Sigli is proven to be a function of Existence, Relationship, and Growth Needs, as well as Job Satisfaction.

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

In the prevailing era of technology diffusion and globalization, firms worldwide are changing their work process, policies, and procedures for growth and sustainability. However, implementing change management is challenging for organizations as they receive resistance from the employees. Many factors promote resistance to change, including job security, uncertainty, and losing rewards and benefits. Bank employees believe in following conventional practices and often have negative attitudes toward organizational change. Given its importance, we identified the antecedents that positively or negatively affect attitudes toward change. The study focused on the leading banks in Karachi. Based on purposeful sampling, we collected a sample of 432 employees of local banks. The study found affective commitment insignificantly affects job satisfaction. Job stress negatively affects job satisfaction and attitudes towards change. Social influence promotes job satisfaction. Job satisfaction and social influence positively affect attitude towards change. And organizational culture insignificantly moderates affective commitment and job satisfaction. The study recommends that organizations implementing change management must share the change management programs with all the stakeholders. Additionally, organizations must find out why employees are against change management. Organizations may face little resistance from employees if they understand why employees are against change management.

Employee performance is an important factor in achieving organizational goals. Compensation and leadership are the two main variables that affect job satisfaction and employee performance. This study was conducted to explore the role of job satisfaction as a mediator in the relationship between compensation, leadership, and employee performance in the Notary & PPAT Office in Mojokerto Regency. This study aims to test and analyze the effects: 1) compensation on job satisfaction, 2) leadership on job satisfaction, 3) compensation on employee performance, 4) leadership on employee performance, 5) job satisfaction on employee performance, 6) compensation on employee performance through job satisfaction, and 7) leadership on employee performance through job satisfaction. This research uses an explanatory research approach and was conducted at the Notary & PPAT Office in Mojokerto Regency in February-May 2021. The population of the study was 45 employees (excluding leaders). The sample was determined using the saturated sample technique, which resulted in a sample of 45 people (excluding the leader). The results of the study prove that: 1) compensation affects job satisfaction, 2) leadership affects job satisfaction, 3) compensation affects employee performance, 4) leadership affects employee performance, 5) job satisfaction affects employee performance, 6) compensation affects employee performance through job satisfaction, and 7) leadership affects employee performance through job satisfaction. This study implies that to improve employee performance in the Notary & PPAT Office in Mojokerto Regency, the focus needs to be given to improving job satisfaction through improving compensation and leadership.

Job satisfaction is an employee's emotional reaction to responsibilities at work. it is necessary to pay attention to pharmacists' job satisfaction, because their work is related to patient safety. The aim of this review is to find out what factors influence the job satisfaction of community pharmacists. The review was conducted in December 2022 by searching articles on three search engines namely PubMed, Science Direct, and Google Scholar by taking articles published between 2012 and 2022. The keywords "Job Satisfaction" and "Community Pharmacist" were used to search for articles and 360 articles were obtained. In this review, only 8 articles met all the inclusion criteria. Inclusion criteria included cross-sectional studies, publication in English, published between 2012 and 2022, and research topics on job satisfaction of community pharmacists. The findings showed that there are many factors that can affecting job satisfaction, namely demoghraphy, intrinsic, and extrinsic factors. Of these three factors, there are four most commonly encountered facets that influence community pharmacists' job satisfaction, namely work environment, salary, knowledge and years in practice. The level of overall job satisfaction for community pharmacists is different in each country depending on the regulations. Because job satisfaction is something that can change over time, future research should include other factors that can affect job satisfaction.

This research is an examination and a study on the influence of rewards on job satisfaction of lecturers at Shinas College of Technology (ShCT). In academic industry, rewards are one of the factors that affecting job satisfaction of the employees and this will lead to affect their performance in their jobs. So, when rewards are more the job satisfaction will be high and when rewards are less the job satisfaction will be less. On the other hand, the age will not affect the job satisfaction. Previous research reveals that Job satisfaction is very important to success the industry and the rewards are the main factors which affect job satisfaction. The main purpose of this study is to know the influence of rewards in job satisfaction among the lecturers in ShCT. Moreover, this research attempts to identify how much rewards affect the job satisfaction in ShCT. For this study used two types of data which are: primary data and secondary data. The sources of primary data is the response from lecturers at ShCT. It is collected through structured questionnaire and distributed such to 60 respondents. Secondary data, collected from internet, books, journals, articles etc.

Emotions are an important factor that affects employee performance; job satisfaction or dissatisfaction represent one of the important components of emotions. There are very few studies dealing with determinants that affect job satisfaction in the Czech Republic. The studies published so far show that the Czech Republic has ranked and still ranks among the states with the lowest level of satisfaction. The aim of this study is to answer the research question whether changing trends in the level of pay and fringe benefits correlates to overall job satisfaction, or satisfaction with pay and fringe benefits. Pay and fringe benefits are significant determinants that affect job satisfaction. The results of the study show that they lower the overall level of job satisfaction since the average level of these determinants is lower than the average level of overall job satisfaction. Overall job satisfaction is increased by other factors, such as supervision, co-workers, nature of work and communication, whose average level of satisfaction exceeds 4.00. Therefore, the emerging trend of rising pay levels is definitely good for increase the level of overall job satisfaction. On the other hand, it is impossible to prove that changing trends in pay correlates to overall job satisfaction, which is also significantly affected by other determinants. It would be suitable, within the framework of further surveys, to expand the area of examination to include additional determinants, such as family life satisfaction, or to examine how job satisfaction affects life satisfaction. The paper was written with the support of the specific project 2016 grant “Determinants affecting job satisfaction” granted by the University of Hradec Kralove, Czech Republic.

This study aims to evaluate the effects of leader-member exchange (LMX) on job and life satisfaction among nurses in China and to examine the mediating effect of individual and collaborative job crafting between LMX and job and life satisfaction. The study recruited 263 nurses who worked in hospitals in Zhejiang province, China. A set of self-administered questionnaires were used to measure the variables of LMX, job crafting, job and life satisfaction. The data was analyzed using the partial least square structural equation modelling (PLS-SEM). The results reveal that LMX has a significant positive influence on job crafting and job satisfaction. Collaborative job crafting has a significant positive influence on the job satisfaction of nurses, whereas individual job crafting does not. Moreover, LMX will affect job satisfaction and life satisfaction through a partial mediating effect of both individual and collaborative job crafting. Finally, the article discusses the academically and practical implications, and also provide some suggestions and directions for the future research.

Job satisfaction is a positive and a delighted feeling of the employees’ job or work roles that they are currently dealing with. This emotion has an inspiring nature which is closely related with individual’s behavior in the workplace. Banking sector is one of the sectors in Sri Lanka which makes a significant impact and contribution on community, society and the development of the economy of the country. It comprises of state and private banks, currently facing an intense competition. Every bank tries to ensure their quality service to customers. Job satisfaction of bankers is directly linked with service quality. This study aimed to identify the factors affecting employees’ job satisfaction level in private banking sector with special reference to Union Bank. Also the research was designed to identify the most significant factor which affects job satisfaction and to identify differences of job satisfaction level in different demographic groups. The independent variables of the study were pay, promotion and working conditions. The demographic groups considered based on gender, employment type and experience. A deductive approach was followed with quantitative data. Data was collected by using a questionnaire and it was done within a particular time period, the study was cross sectional in nature. Stratified sampling method was used, selected 200 employees. Data was analyzed with SPSS version 22. Descriptive statistics, correlation, regression and t-test and ANOVA were used.
 The results of the study showed that job satisfaction is strongly and positively correlated with working conditions and moderately positively correlated with pay, promotion. The most significant factor which affects job satisfaction was working conditions. A significant difference of job satisfaction level was observed only among groups with different experience levels. No significant differences of job satisfaction level were observed in different demographic groups based on gender and employment type. The findings contribute to the human resource practitioners at Union bank to develop human resource strategies in such a way it increases job satisfaction of bankers.
 Keywords: Banking sector, Job satisfaction, Pay, Promotion, Working conditions

Teknologi informasi (TI) dan lingkungan teknologi telah mempengaruhi pertumbuhan banyak sektor perusahaan sebagai salah satu elemen terpenting dalam lingkungan bisnis kontemporer. Perubahan yang paling nyata terjadi pada manufaktur perangkat keras dan perangkat lunak, serta produksi industri. TI diberi kedudukan khusus dalam administrasi sumber daya manusia. Istilah "electronic human resource management" (e-HRM) mengacu pada penggunaan teknologi berbasis web untuk memberikan layanan yang berkaitan dengan manajemen sumber daya manusia dalam suatu organisasi kepada pemangku kepentingan yang lebih luas, mulai dari departemen HRM hingga manajer hingga karyawan. Tujuan penelitian ini adalah untuk mengetahui pengaruh e-HRM use, employee performance terhadap organizational performance melalui job satisfaction PT. Tribun Digital Online. Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian kuantitatif deskriptif. Teknik pengambilan sampel yang digunakan adalah Purposive sampling yaitu metode pengumpulan sampel yang mempertimbangkan faktor-faktor tertentu atau seleksi khusus. Penulis menetapkan jumlah responden yang telah memenuhi syarat adalah 50 pekerja sebagai responden untuk penelitian di PT. Tribun Digital Online. Data yang diperoleh dan diolah menggunakan analisis Structural Equation Modeling Partial Least Square (SEM – PLS) dengan aplikasi SmartPLS 4. Hasil dari penelitian ini adalah e-HRM use dapat mempengaruhi organizational performance, kemudian employee performance dapat mempengaruhi organizational tetapi kurang signifikan, kemudian e-HRM use dapat mempengaruhi job satisfaction, kemudian employee performance dapat mempengaruhi job satisfaction, kemudian job satisfaction dapat mempengaruhi organizational performance. Sedangkan e-HRM Use dan employee performance terhadap organizational performance dimediasi dengan job satisfaction berpengaruh negatif dan tidak signifikan. Information technology (IT) and the technological environment have influenced the growth of many corporate sectors as one of the most important elements in the contemporary business environment. The most obvious changes have occurred in hardware and software manufacturing, as well as industrial production. IT is given a special place in human resource administration. The term "electronic human resource management" (e-HRM) refers to the use of web-based technology to provide services related to human resource management in an organization to a wider range of stakeholders, from HRM departments to managers to employees. The purpose of this study was to determine the effect of e-HRM use, employee performance on organizational performance through job satisfaction of PT Tribun Digital Online. The type of research used in this research is descriptive quantitative research. The sampling technique used is purposive sampling, which considers certain factors or special selection. The author determines the number of respondents who have met the requirements is 50 workers as respondents for research at PT Tribun Digital Online. The results of this study are e-HRM use can affect organizational performance, then employee performance can affect organizational but less significant, then e-HRM use can affect job satisfaction, then employee performance can affect job satisfaction, then job satisfaction can affect organizational performance. While e-HRM Use and employee performance on organizational performance mediated by job satisfaction has a negative and insignificant effect.

Job satisfaction indicates a conformity between the expectations of a person arising with the rewards provided by the job. In the reality, the unity or object of research has provided or builds the motivation both financially and non-financially, building organizational culture through optimizing the enforcement of Trisila TNI AL to its soldiers optimally. This is done to increase the spirit and commitment and loyalty of soldiers to the duties and responsibilities of the unit. However, job satisfaction of soldiers has not been achieved optimally. The type of this research is explanatory research with quantitative research approach. As the location of research is Unit Amphibious Ship Command Eastern Region. The sample in this study as many as 90 soldiers. The results showed that organizational culture and career development have a significant effect on job satisfaction of Amphibious Warrior Unit of Koarmatim. In addition, organizational culture directly or indirectly can affect job satisfaction, and work motivation can be a mediator of organizational culture in affecting job satisfaction. Besides, career development directly or indirectly can affect job satisfaction, and work motivation can be a mediator of organizational culture in affecting job satisfaction.

The roles of managers affect job stress and satisfaction. As irregular employees increase globally, more research is needed on the effects of managerial roles. This study analyzed job stress (subfactors: job autonomy and demand), job satisfaction, and managerial roles by employment type. Data comprised 33,420 cases from the fifth Korean Working Condition Survey. Regular employees had higher job autonomy and satisfaction fewer lower demands than irregular employees. For both, job autonomy positively and job demand negatively affected job satisfaction; the interaction of job autonomy and managerial roles negatively affected the relationship between job autonomy and satisfaction. In the relationship between job demand and satisfaction, the interaction of job demand and managerial roles had positive and negative effects for regular and irregular employees, respectively. The moderating effect of the interaction between job stress and managerial roles differed by employment type. Thus, managerial roles should differ by employment type. Guaranteed autonomy and minimal managerial intervention positively affect job satisfaction regardless of employment type. Appropriate managerial intervention relieves job stress and increases satisfaction for regular employees; managerial intervention negatively impacts irregular employees’ satisfaction. Irregular employees should be provided with clear job expectations from the start, with minimal managerial intervention.