Job Satisfaction Among Auditors in Slovenia: An Empirical Study

This study examines differences in job satisfaction between military and ex-military personnel and examines the contribution of demographic, dispositional, and organizational variables to those differences. Analysis of data from 571 current New Zealand Army personnel and 171 ex-Army personnel found that Army personnel rated significantly lower than the latter on overall job satisfaction and on 7 of 15 job satisfaction facets. For both groups, high leader support, low job conflict and pressure, and high challenge, autonomy, and job importance were related to high levels of job satisfaction. For Army personnel, low levels of negative affect (a propensity to have a negative outlook on life in general), shorter tenure, and low centralization and formalization also contributed to higher levels of job satisfaction. For ex-Army personnel, income contributed to higher levels of job satisfaction. There were a number of significant differences, however, between Army and ex-Army groups on job satisfaction predictors. These results suggest that differences in job satisfaction between the two groups may be due to (a) different variables that contribute to job satisfaction for each group and (b) different demographic and organizational variables between the groups. Despite a number of limitations, the findings highlight potential future directions for the investigation of interventions in the work environment to provide enhanced psychological rewards for military personnel.

The effect of performance feedback on prior budgetary participative research using survey methodology: An empirical study

<span lang="EN-US">School climate plays a vital role in a teacher</span><span lang="EN-US">’s job performance, satisfaction, and school effectiveness. There were abundant studies on school climate and effectiveness and its relationship with teachers’ job performance and job satisfaction for primary and secondary schools in developed and developing countries. Unfortunately, there were scarce studies on teachers’ satisfaction in underdeveloped countries with prolonged conflicts and government instability. This study investigated the influence of school climate on teachers’ job satisfaction in a conflict-affected country, Afghanistan. It employed a survey questionnaire to collect data from public high school teachers in the Takhar province of Afghanistan. The data were descriptively and inferentially analyzed with the aid of statistical package for the social sciences (SPSS). Despite prolonged conflicts and government instability, the study found a statistically positive correlation between school climate and high school teachers’ job satisfaction. It also revealed statistically significant differences in the satisfaction level of teachers by their demographic variables, i.e., gender, educational qualification, age, and working experience. The study suggests that education administrators, school leaders, and other stakeholders develop a policy advancing a peaceful and conducive learning environment to improve student’s learning outcomes, teachers’ job performance and satisfaction, and school effectiveness. Future studies may qualitatively examine schools in different parts of the country.</span>

摘要: 职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明:(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。

BackgroundJob satisfaction is a predictor of intention to stay and turnover among allied healthcare providers. However, there is limited research examining job satisfaction among allied health professionals, specifically in residential long-term care (LTC) settings. The purpose of this study was to identify factors (demographic, individual, and organizational) that predict job satisfaction among allied healthcare providers in residential LTC.MethodsWe conducted a secondary analysis of data from Phase 2 of the Translating Research in Elder Care program. A total of 334 allied healthcare providers from 77 residential LTC in three Western Canadian provinces were included in the analysis. Generalized estimating equation modeling was used to assess demographics, individual, and organizational context predictors of allied healthcare providers’ job satisfaction. We measured job satisfaction using the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.ResultsBoth individual and organizational context variables predicted job satisfaction among allied healthcare providers employed in LTC. Demographic variables did not predict job satisfaction. At the individual level, burnout (cynicism) (β = −.113, p = .001) and the competence subscale of psychological empowerment (β = −.224, p = < .001), were predictive of lower job satisfaction levels while higher scores on the meaning (β = .232, p = .001), self-determination (β = .128, p = .005), and impact (β = .10, p = .014) subscales of psychological empowerment predicted higher job satisfaction. Organizational context variables that predicted job satisfaction included: social capital (β = .158, p = .012), organizational slack-time (β = .096, p = .029), and adequate orientation (β = .088, p = .005).ConclusionsThis study suggests that individual allied healthcare provider and organizational context features are both predictive of allied healthcare provider job satisfaction in residential LTC settings. Unlike demographics and structural characteristics of LTC facilities, all variables identified as important to allied healthcare providers’ job satisfaction in this study are potentially modifiable, and therefore amenable to intervention.

Objective - The objective of this paper is to examine the effect of audit firm tenure and audit firm size on audit quality. This study applies explanatory research in which questionnaire and interviews serve as the primary data. The population of this study is public accounting firms which are registered in the Indonesian capital market. Methodology/Technique - The study presents a survey using professional auditors. The multiple regression methode is used to conduct an hypothesis test of the effect of audit firm tenure and audit firm size on audit quality. Findings - The result of study depicted that audit firm tenure has no significant influence on the audit quality, while the audit firm size has significant influence on the audit quality. Audit quality deteriorate, when the length of the audit firm client engagement is longer. No particular concern to audit firm size since the big audit firm size has extensive training for their staffs and sufficient system in place. Novelty - The study contributes to auditing literature in the areas of audit quality. The length of the audit firm client relationship and audit firm size always rise the contradiction to the audit quality. The audit firm tenure and audit firm size support previous study, additional insight are gained toward in the elections of the audit firm that serves professional services in capital markets. Type of Paper - Empirical Keywords: Audit Firm Tenure; Audit Firm Size; Audit Quality; Auditor

The present research focused on individual effects of formal planning participation in a non-profit setting. It examined some of the most frequently proposed secondary outcomes of formal planning in other settings, specifically those of organizational communication, job satisfaction, organizational commitment, and job performance. The study was built on a belief that the individual outcomes of participation in formal planning had not yet been fully explored. Prior formal planning research had concentrated on the organization's financial outcomes. A survey of employees in ten major research libraries, which had participated in the same planning process, at the same time, and on the same topic, constituted the research population. The return rate was good, with 502 usable surveys (79%). The study was hypothesis-based and data analyses included Pearson's correlations and multiple regressions. Hypotheses regarding correlations among participation, hierarchical level, organizational communication, job satisfaction, organizational commitment, and job performance were generally supported, although most correlations were small. Job satisfaction and organizational commitment had stronger results than job performance. Satisfaction with communication had the most important relationships with both job satisfaction and organizational commitment. Hypotheses regarding organizational communication variables as moderators of the relationships between the independent and dependent variables were not supported. Subsequent exploratory multiple regression analyses indicated that organizational communication variables were more effective as predictors of the dependent variables. Salient personal and organizational variables were also added in the exploratory analyses and models were developed for each of the dependent variables, with up to 45% of the variance explained. Organizational attitudes of job satisfaction and organizational commitment were well predicted by the study's variables for informal participants in the planning process, with up to 75% of the variance explained. Job performance was best predicted for formal participants, with 34% of the variance explained. Exploration of the potential secondary effects of individual participation in formal planning demonstrated that the quality of life for employees may be improved with participation in planning. Therefore, both the individual and the organization may benefit from the planning process.

Problem The purpose of this study was to examine the relationship between the Big Five personality type indicators and job satisfaction in the community mental health setting. The focus of this study was to gain a better understanding of whether a not-for-profit can benefit from the use of a brief personality instrument to recruit and retain individuals with the highest probability of job satisfaction. This research complements previous research which has revealed a positive correlation between certain Big Five personality traits and job satisfaction in several sectors. The research population for this study consisted of community mental health employees working in the outpatient setting at the Bowen Center. The Big Five Indicator (BFI), a 44-item instrument with five scales, and the Job Satisfaction Survey (JSS), a 36-item instrument with nine scales, was used to measure the relationship between personality and job satisfaction while controlling for demographic variables. Method The Bowen Center is a community mental health center based in Warsaw, Indiana. The Bowen Center employs 482 employees ranging from psychiatrists to administrative support staff. The Center provides the full continuum of mental health services ranging from adult inpatient to outpatient therapy. The study focused on the clinical and support staff in only the outpatient offices in all 10 counties Bowen Center have physical locations. These offices are located in Marshall, Kosciusko, Wabash, Huntington, Whitley, Lagrange, Steuben, Dekalb, Noble, and Allen counties. The population included 93 master's-level clinicians, 257 bachelor's-level community-based clinicians, and 37 client services staff. The population was asked to complete a demographics form, The Big Five Indicator, and the Job Satisfaction Survey: Version 44. The sample was made up of those who completed the forms. Demographics Form: The participants were asked to identify personal characteristics including their age category, level of education, gender, ethnicity, and marital status. Occupational characteristics were also collected including years in current role, years in the company, job classification, and occupational area. Big Five Indicator: The Big Five Inventory (BFI): Version 44 (V44) was created by John, Donahue, and Kentle from the University of California, Berkeley. It is a brief although complete measure of the five-factor model of personality. John et al. touted the BFI as an instrument that "allows efficient and flexible assessment of the five dimensions when there is no need for more differentiated measure of individual facets." Job Satisfaction Survey: The Job Satisfaction Survey (JSS) was used because it is a multidimensional instrument that was originally used in the social services sector but proven statistically sound in all organizations. The JSS measures nine facets of work: Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating Procedures, Coworkers, Nature of Work, and Communication. Total Job Satisfaction was selected as the primary dependent variable (Spector, 1985). This study is quantitative in nature, cross-sectional, predictive and non-experimental. This design provides for a high degree of external validity based on real-world setting and participants. Inferences about the relation between variables are discussed, but the causal inferences among variables cannot be determined as this is a correlational research project. Multiple independent variables were used, including the Big Five personality traits, gender, age, education, marital status, ethnicity, years with the company, and years in occupation. The dependent variable is Total Job Satisfaction as presented by the general Job Satisfaction Survey. The analysis of the data focused on the relationship between job satisfaction and the above-mentioned demographic variables and their ability to predict Total Job Satisfaction. The correlations are presented across and within the sub-groups as defined by Big Five personality traits and demographic variables. An analysis of covariate was also utilized to examine job satisfaction with the demographic variables used as independent categorical variables and the big five traits included as covariates. There was little evidence that ordered variables would be necessary or beneficial based on the research design. Results After reviewing the descriptive nature of the demographics, Big Five personality responses and responses from the Job Satisfaction Survey a review of the relationship between variables was sought. There was a significant positive relationship found between agreeableness and Total Job Satisfaction. This was similar to previous research in other fields. There was a negative relationship between Neuroticism and Total Job Satisfaction. These results suggested that a person with high Agreeableness and low Neuroticism would report high Total Job Satisfaction as an employee at the Bowen Center. Null hypothesis Ho1 was tested and was rejected by the analysis of this data. Further analysis looked at the relationship between Total Job Satisfaction and Big Five personality traits when controlling for demographics. Here it was found that a single demographic characteristic, job classification had a slight positive correlation with Total Job Satisfaction. With regard to Big Five personality traits a positive predictive relationship was found between Agreeableness and a significant negative relationship with Neuroticism. Null hypothesis Ho2 was tested and was rejected by this analysis of data. Conclusions Seeking high job satisfaction for their employees is at the core of the Community Mental Health Centers because it ensures higher quality service delivery and lower costs. This study investigated the job satisfaction as a function of the five-factor model of personality by examining the relationship of the Big Five personality traits with job satisfaction. The research findings offer more understanding into the degree to which the Big Five personality traits relate to job satisfaction in the Community Mental Health Centers. The study suggests the following practical implications: 1. The study's findings can be helpful to the managers of Community Mental Health Centers by focusing their attention on hiring candidates with high Agreeableness as a personality trait. Employees with higher Agreeableness were found to have a positive relationship with job satisfaction. 2. The study's findings can be helpful to the managers of Community Mental Health Centers by focusing their attention on hiring candidates with low Neuroticism as a personality trait. Employees with lower Neuroticism were found to have a higher job satisfaction. The study findings add a body of knowledge to existing literature regarding the job satisfaction as a function of the five-factor model of personality, as well as the relationship between the Big Five personality traits and job satisfaction when controlling for common demographic characteristics. The study has expounded on the relationship between the Big Five personality traits and job satisfaction; hence, the study findings can be used to precisely change the Community Mental Health Center environment work setting and hiring practices.

The aim of this study is to reveal the relationships between teachers' self-efficacy perceptions towards distance education, job satisfaction, and professional burnout levels. The research was carried out with 206 teachers working in public schools in a province in the Western Black Sea Region. The data were collected using the Teachers' Self-Efficacy Belief Scale for Distance Education, Job Satisfaction Scale, and Professional Burnout Scale in the 2023-2024 academic year. As a result of the analysis of the data, it was seen that teachers' distance education self-efficacy and job satisfaction levels were above average, while their professional burnout levels were below average. No significant difference was found between teachers' self-efficacy perceptions towards distance education, job satisfaction and professional burnout levels, and gender and school type variables. No significant difference was found between teachers' self-efficacy perceptions towards distance education and professional burnout levels and professional seniority variable. There was a significant difference between job satisfaction and professional seniority, and this difference was in favor of teachers with higher professional seniority. While a positive low-level relationship was found between teachers' distance education self-efficacy perceptions and job satisfaction, no significant relationship was found between professional burnout. A negative relationship was found between teachers' job satisfaction and professional burnout levels. It is recommended to examine the relationships between the components of professional burnout and job satisfaction in this study and technology-based variables such as digital burnout and technostress.

Job Stress and Job Satisfaction Among Health Care Professionals

Organizational literature has demonstrated remarkable attention to the relationship between job and life satisfaction. Approaching the relationship between job and life satisfaction from an attitu-dinal perspective, the present study was conducted to examine the relationship between job and life satisfaction in Southern Saudi Arabia. It also aimed to investigate the contribution of demo-graphic and socioeconomic variables in predicting job and life satisfaction. The results of Pearson correlation analysis and hierarchical regression analysis revealed a statistically significant rela-tionship between job and life satisfaction, even after controlling for demographic and socioeconomic variables. The results also suggested that job satisfaction and life satisfaction were positively and reciprocally related. Having controlled for demographic and socioeconomic variables, the age variable was uniquely predicted job satisfaction. Additionally, Tukey’s post-hoc test showed that participants whose age ranged from 40 to 50 were more satisfied with their jobs (M = 3.73; SD = 0.35) than those from 18 to 28 and from 29 to 39. That is, older employees were more satisfied with their jobs than younger employees.

The aim of this study was to explore the factors influencing critical care nurses’ perception of their overall job satisfaction. Nurses’ job satisfaction is a key issue to consider in the retention of critical care nurses. Shortages of nurses result in unsafe patient care, increased expense, and increased stress levels among other nurses. The Leadership Practices Inventory was used among a sample of critical care nurses to measure perceived leadership practices, the Organizational Commitment Questionnaire measured nurses commitment, and the Job in General scale was used to measure nurses’ overall job satisfaction. Four different hypotheses were tested using bivariate and multivariate statistical analytical techniques. Statistically significant relationships were found among the following hypotheses: (a) perceived leadership and job satisfaction; (b) organizational commitment and job satisfaction; and (c) perceived leadership practices, organizational commitment, and job satisfaction. No significant relationships were found among critical care nurses’ demographic variables and job satisfaction. Organizational commitment was the strongest predictor of job satisfaction. Encourage the heart (B = 0.116, P = .035) and organizational commitment (B = 0.353, P = .000) were found to be significantly associated with job satisfaction. These findings have implications for nurse educators, preceptors, administrators, recruiters, and managers in promoting satisfaction.

The considerable growth of private businesses in Karachi certifies the upward sloping trend of availability of opportunities for working professionals. Hence, retaining employees with enhanced satisfaction has become a growing concern of the organization. Thus, a study is undertaken to explore variant aspects of reward that improves employee job satisfaction and reduces the intention to leave. This is a quantitative research established on Post Positivism philosophy and based on deductive approach to ascertaining the existence of relationship between "Reward {"Extrinsic Reward ("Salary", "Incentive", Allowances", "Other Benefits"), and "Intrinsic Rewards"}", "Job Satisfaction" and employee "Intention to Leave". Also, the survey questionnaire is employed to collect cross-sectional data from 400 employees of the Private Organizations. Amid all, "Salary" and "Intrinsic Rewards" are identified as factors that significantly affect employee "Job Satisfaction" and "Intention To Leave". Also, "Allowances" have a substantial impact on "Intention To Leave”. A minimum difference is experienced in aspects of “Reward" affecting "Job Satisfaction" and "Intention Leave" while employing "Gender", "Age" and "Professional Level" as moderating variables. Moreover, the research does endorse the presence of a relationship between identified items and their corresponding constructs, and employees "Job Satisfaction" and "Intention To Leave". However, the relationship extends from a low to moderate level. The findings of this research augment the knowledge base of aspects of "Reward" that can improve employees satisfaction with rate of retention and can also be used to conduct further studies on identifying factors that further strengthen the identified relationship.

The purpose of this study was to find out empirically influences of motivation, discipline, leadership, organizational culture to job satisfaction and organizational commitment, and influences of motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The technique of sampling that used in this study was sampling method.The sample that used in this research was 51 respondents. The data collecting technique used observation and questionnaire. The data analytical technique used instrument research test such as validity and reliability tests; linearity test; hypothesis test such as path analysis, t test, F test, coefficient determination and coefficient correlation tests. The instrument test result showed that all of instruments were valid and reliable. The hypothesis result of this study showed that: Motivation had positive and significant influence on job satisfaction, while discipline, leadership and organizational culture had positive but insignificant influence on job satisfaction. Motivation and organizational culture had positive and significant influence on organizational commitment, while leadership had positive but insignificant influence on organizational commitment, and discipline had negative but insignificant influence on organizational commitment. Motivation, leadership, organizational culture and job satisfaction had positive and significant influence on performance, while discipline and organizational commitment had positive but insignificant influence on performance. Motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment simultaneously are significant influence to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The result of path analysis showed that the direct influence of motivation to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of discipline to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of leadership to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of organizational culture to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. Job satisfaction as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. Organizational commitment as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. The direct influence of leadership to performance was the most dominant path which affected performance. The total effect of leadership to performance through job satisfaction was the most dominant total influence that affected performance.Keywords: Motivation, discipline, leadership, organizational culture, job satisfaction, organizational commitment and performance.

This study examined the current situation and relationship between missed nursing care (MNC) and job satisfaction among frontline nurses in a hospital dedicated to treating COVID-19 patients in China. Many dedicated hospitals were constructed or refurbished to centrally manage patients with COVID-19. Most nurses and doctors in these hospitals were redeployed from other departments or hospitals. This may have compromised nursing quality and job satisfaction. The omission of nursing care is a critical factor in assessing nursing quality; therefore, focusing on both MNC and job satisfaction is essential. This cross-sectional study used convenience and snowball sampling techniques to recruit frontline nurses working in a hospital for treating COVID-19 patients from November to December 2022. The questionnaires used in this study included sociodemographic information, job satisfaction, and the MISSCARE survey. Differences in job satisfaction and MISSCARE scores among participants' demographic deviations were explored using the Mann-Whitney Z test (two groups) and the Kruskal-Wallis H test (three or more groups). The correlation between participants' job satisfaction and missed nursing actions was analysed using Spearman's correlation analysis. The analysis included 306 frontline nurses. Frontline nurses' job satisfaction was high, and their MNC was low. The highest MNC was "offer rehabilitation care and guidance to patients in need every day." The most reported reasons for the MNC were "urgent patient situations." In addition, the job satisfaction scale, MNC scores, and reasons for MNC scores showed statistically significant differences among participants' demographic variables. Moreover, this study identified a negative correlation between frontline nurses' job satisfaction and MNC. Frontline nurses' job satisfaction was high, and their MNC was low. Frontline nurses' demographics were shown to affect their job satisfaction, MNC, and reported reasons. Furthermore, participants' job satisfaction can influence the MNC. Tailored interventions aimed at maintaining low levels of MNC should consider frontline nurses' demographic characteristics and job satisfaction.