Job Satisfaction, Performance Level, and Supervisory Practices of Management in Adventist Medical Center Manila Basis For Program Formulation

The study is concerned in determining the level of job performance, job satisfaction, and occupational stress of public universities and colleges instructors in Xiamen City, China. The relationship of job satisfaction and occupational stress with job performance is determined. The study used descriptive and inferential statistics wherein the research described both qualitatively and quantitatively the variables being used in the study.The following findings were observed based on the research results:The level of Job Satisfaction is generally moderate. The level of Occupational Stress is generally moderate. The level of Job Performance is generally high. No relationship between Job Satisfaction and Job Performance, and their Occupational Stress and Job Performance. The instructors are generally contented with their job. Innovative scale value to determine the relationship between job satisfaction and occupational stress and job performance..

Job satisfaction is equated to the performance of employees that is reflected in the quality of services extended to people an organization or agency serves. A satisfied employee brings out his/her best in achieving the mission of the agency he/ she serves. This study determined the level of job satisfaction and performance of the 164 employees of Conner District Hospital. It described the respondents’ profiles in terms of age, sex, civil status, ethnicity, religion, monthly income, highest educational attainment, length of service, and the department they belong. Moreover, it described the level of job satisfaction and performance of employees in terms of (a) motivation, which encompasses payment, job security, and promotion, (b) work environment, and (c) training or skills of employees. The study likewise investigated the difference in the respondents’ level of job satisfaction when grouped according to profile variables. It further ascertained the relationship between the level of job satisfaction and performance of employees as assessed by the respondents. The research design used was descriptive-correlational design; the data on the performance of the employees were extracted from their Individual Performance Commitment Review (IPCR) for the two rating periods of the calendar year 2023. Results reveal that the level of job satisfaction of the respondents along motivation (payment, job security, promotion), skills/training and work environment is found to be highly satisfied. The performance of the respondents along strategic function received an outstanding rating while core and support functions received very satisfactory rating. There is no significant difference in the level of job satisfaction of the respondents along profile variables such as sex, age, civil status, ethnicity, religion, monthly income, and length of service. However, educational attainment and department affiliation were found to have significant difference in the level of job satisfaction of the respondents. There is no significant relationship between the respondents’ job satisfaction and the overall performance of the employees in the Hospital Operations and Patient Support Services (HOPSS) and Medical Departments. On the other hand, there is a significant relationship between respondents’ job satisfaction on work environment and performance specifically on the core functions in the Nursing Department.

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

This study investigated the levels of motivation, job satisfaction and job performance of library personnel in government and privately-owned universities in North-Central, Nigeria. Three research questions were raised. Survey research method was employed. The study covers six states, namely Benue, Kogi, Kwara, Nasarawa, Niger, Plateau States and Federal Capital Territory (FCT) Abuja. Survey method tested the relationships among variables thereby making generalizations about the library phenomenon. The target population for the study consisted of librarians and library officers in fully-operational universities in North-Central Nigeria. The entire population of librarians and library officers were adopted. Two sets of modified instruments: Motivational Factors Job Satisfaction Questionnaire (MFJSQ) and Job Performance Questionnaire (JPQ) were used for data collection. Descriptive statistics was used to analyze the responses from the respondents. Above all, descriptive statistics of mean and standard deviation was used to answer the three research questions on the levels of motivation, job satisfaction and job performance of library personnel. Findings showed moderate level of motivation and job satisfaction respectively while there was high level of job performance of library personnel. The study recommended that the management of universities in the North-Central Nigeria should take note of the following areas: adequate job design, description and employees’ participation in decision making/leadership training, recognition and in-service training programme for library personnel. Other recommendation include: encouragement for library personnel to enhance job commitment and to be more predispose to critical thinking in order to be able to solve library related problems.

This survey looked into the significant relationship between employees’ job performance and satisfaction levels, and the demographic profile of the employees of Bohol Island State University in Bohol, Philippines. Towards this end, using the descriptive-survey method of research with a quantitative-correlational approach, and the universal sampling technique, it surveyed 345 permanent employees. Specifically, the study identified the respondents’ age, sex, educational attainment, and length of service in the institution; the relationship between their demographics and their level of job performance, and the extent of job satisfaction. Findings revealed that the respondents were in their young adulthood stage, dominated by females, experienced employees in the institution, and had high educational credentials. Moreover, they performed well in their duties and were somewhat satisfied with their jobs. Despite the insignificant results of almost all of the null hypotheses tested, the respondents considered their length of service as a contributory factor that would influence their level of job performance and extent of job satisfaction, which implies that the longer their work experience, the better their work performance would be expected from them, and the more satisfied they are with their jobs. It indicates, therefore, that high levels of job satisfaction did not necessarily lead to employee performance. There may be other must-be studied factors that influenced one’s job performance and satisfaction.

To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended.

Objective(s): To measure the level of job satisfaction and job performance of nurses and to find outthe association between participants' socio-demographic characteristic of nurse and their jobsatisfaction and job performance.Methodology: A descriptive analytic study design was carried out to measure the nurses' level of jobsatisfaction and job performance in Al-Suwaira general hospital and to find out the association betweennurses and their socio-demographic characteristic. The study was started from March 5th, 2017 toSeptember 31th, 2017. The sample was Non - probability (purposive) sample of (100) nurses wereselected according to the study that are actual working in nursing department in Al-Suwaira GeneralHospital. The data were collected by direct interview using specific questionnaire thats composed ofthree parts (27) items which are: Part (1) Socio-demographic characteristics which included sevenitems (age, gender, marital status, level of education, participation in training courses or scientificconferences inside or outside Iraq and engaged in the nursing by your choice). Part (2) which dealswith job satisfaction and includes (10) items and Part (3) which deals with job performance including(10) items. Data were analyzed by using (SPSS) package version 20. Descriptive data throughdetermination of: Frequency, percentage and mean of score. Inferential statistical data analysisapproach: used by enforcement of the Chi –square test used for determining the association betweenSocio-demographic characteristics and job satisfaction, job performance, testing the significant of thecontingency coefficient. For this study the significant P-value ≤ 0.05.Results: ( (77%) were female, (56%) were married, the total grade level of job satisfaction is low, andpresent highly statistical significant association between items which is related to job satisfaction andgender and highly statistical significant association between the items related to the job performanceand age.Recommendations: The study recommends that establish and follow up programs about jobsatisfaction to increase job performance

Impact of dimensions of organisational culture on employee satisfaction and performance level in select organisations

This paper summarizes the association between employees' personality traits and their job performance and satisfaction levels. Comprehending this correlation is crucial for organizations aiming to maximize employee well-being and productivity. The impact of personality traits on workplace dynamics has been widely acknowledged for a considerable period. Extensive research has been conducted on the Five-Factor Model (FFM) of personality, which comprises conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability (neuroticism) concerning job performance and satisfaction. The primary objective of this systematic review was to examine the correlation between personality traits and job performance and satisfaction. Most existing literature predominantly revolves around the Big Five personality theory, which encompasses five key dimensions: agreeableness, extraversion, neuroticism, conscientiousness, and openness to experience. A total of twenty-two articles were subjected to analysis, out of which fifteen articles met the inclusion criteria. These criteria encompassed the requirement for articles to be written in English, to be directly relevant to the topic under investigation, to utilize workers as the study sample, and to have been published in reputable scientific journals. The findings indicated a robust correlation between personality traits and job performance and job satisfaction, with the former exerting a substantial influence on work outcomes. More specifically, according to the Big 5 factor model, neuroticism has been found to impact job performance and satisfaction significantly negatively. Conversely, it is noteworthy that traits such as extroversion and conscientiousness exclusively positively influence work-related factors. In summary, employees' personality traits have a notable impact on their job performance and level of satisfaction. Organizations can derive advantages by acknowledging these dynamics when engaging in recruitment, role design, and provision of developmental opportunities. The significance of personality should be taken into account in conjunction with other contextual and individual factors in order to achieve a comprehensive comprehension of employee well-being and performance.

: This study determined the level of ethical practices, organizational commitment and job performance of the teachers of Cebu Technological University campuses. The researcher used descriptive method in conducting the study. There are seven areas in which the provisions of RA 6713 are always complied. Only one provision of RA 6713 was just often complied. Generally RA 6713 are always complied by the respondents. The level of organizational commitment of the teachers is to a high extent. Job performance’s rating of the respondents is very satisfactory. Age, gender, civil status, highest educational attainment and length of service are not significantly correlated with the level of ethical practices. Profile variables of the respondents are not significantly correlated with their levels of organizational commitments. Only age profile is significantly correlated with their level of job performance. There is a correlation between the level of ethical practices and organizational commitment. Job performance is not correlated to the ethical practices and to the organizational commitment of the teachers. Significant differences were noted on the level of ethical practices, level of organizational commitment, and level of job performance among the teachers. Age and number of relevant seminars and trainings attended have influenced the level of ethical practices and level of job performance. The results show that majority of the teachers’ profile has no significant relationship towards their level of ethical practices and profiles have no bearing to their organizational commitment. Finally only age is significantly correlated to their level of job performance. This recommends that School administration of Cebu Technological University Campuses should maintain their potential and best practices and strategies in order to maintain and enhance the teachers’ level of ethical practices in relation to RA 6713, level of organizational commitment and level of job performance. Keywords : Ethical Practices, Organizational Commitment, Job Performance, Provisions of RA 6713

PurposeThe purpose of this paper is to examine the relationships between locus of control and the work‐related behavioral measures of job stress, job satisfaction and job performance in Taiwan.Design/methodology/approachSubjects were drawn from a pool of accounting professionals who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied.FindingsThe findings indicate that one aspect of an accountants' personality, as measured by locus of control, plays an important role in predicting in the level of job satisfaction, stress and performance in CPA firms in Taiwan. Individuals with a higher internal locus of control are more likely to have lower levels of job stress and higher levels of job performance and satisfaction.Practical implicationsThe results indicate that locus of control plays an important role in the overall effectiveness of accountants, even in a non‐western culture like Taiwan.Originality/valueThis was a study of a non‐Western culture and focused on individuals in a profession rather than occupations not requiring professional credentials.

Human resource management comprises not only hiring employees but training them as well ensuring that employees perform their job efficiently and effectively. On the other hand, mere training does not ensure job performance, but job satisfaction does. This study aimed to describe the respondents’ human resource practices, their job satisfaction, and their job performance. Also, this is aimed at determining the possible relationship among variables to propose a training and development program to enhance the employees’ job satisfaction and performance. Employing Raosoft sample size calculator, this correlational study employed 363 employees as samples taken from 6,564 total employees of Okada Manila. The researcher utilized a modified adapted questionnaire to determine the respondents’ human resource management practices, level of job satisfaction, and job performance. After treating the data using appropriate statistical tools, results revealed that the respondents’ human resource practices are high across all dimensions – ability, motivation, and opportunity. Likewise, respondents have high levels of job satisfaction in terms of physiological needs, safety, social, esteem, and self-actualization while they have also excellent level of job performance. There is a significant relationship between respondents’ human resource practices and job satisfaction as well as a significant relationship between respondents’ HRM practices and job performance. Lastly, a significant relationship exists between respondents’ job satisfaction and job performance. This implies the importance of prioritizing employee satisfaction to enhance overall organizational performance. A training and development program was proposed.

The present study examined the influences of job satisfaction and job performance on followership style among employees from one of the public health institution in the Northern Malaysia. This study utilized the questionnaire method. A total of 210 respondents including the administrative staff, medical officer and nurses participated in this study. The findings presented that employees in this institution have moderately high levels of followership style (mean=3.67), job satisfaction (mean=3.67) and job performance (mean=3.37). Results presented that job satisfaction is significantly related to followership style (β=.72, p=.00); and job performance is not significantly related to followership style (β=-.11, p=.12). Thus, it is found that only job satisfaction has a significant influence on followership style among employees in this institution. This study contributed some fruitful knowledge which can be suggested to all of the Malaysian public health institution, particularly to improve the level of followership style. Implications of the results are discussed; and limitations of this study are briefly highlighted.

PurposeThis study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes.Design/methodology/approachThe measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that an effective leader adopts a leadership style according to the ability and willingness of subordinates for a given task.FindingsThe results did not support SLT predictions that an appropriate match between leadership style and subordinate readiness results in higher levels of subordinate job satisfaction and performance and lower levels of job stress and intention to leave. However, the results did partially support SLT in that, the higher the leader's leadership score, the more effective is the leader's influence. However, the leadership score did not predict job performance. There was a positive correlation between ability and willingness, employee job satisfaction, and job performance. Employee willingness positively correlated with job satisfaction and job performance and was negatively correlated with turnover intention.Research limitations/implicationsThe findings from this study apply to the Taiwan culture and may or may not apply to other “Chinese” and non‐Chinese cultures.Practical implicationsThe use of the SLT in Taiwan is very widespread, so this study provides empirical evidence of its value when used in Taiwan as a tool to develop and use effective and appropriate leadership abilities.Originality/valueFew studies have attempted to explore the value of SLT in general and in non‐Western cultures in particular. This study expands our knowledge of leadership issues to an Eastern culture and explores the theory's effectiveness related to several organizational factors.

Job satisfaction and job performance are critical determinants of effectiveness in law enforcement organizations, directly influencing operational efficiency, personnel well-being, and public trust. This study examined the levels of job satisfaction and job performance among personnel of the La Union Police Provincial Office (LUPPO), Philippines, and identified challenges affecting these outcomes as a basis for an institutional action plan. A concurrent mixed-methods research design was employed, integrating quantitative survey data and qualitative interview findings. A total of 299 police personnel were selected through simple random sampling. Quantitative data were gathered using a validated survey questionnaire measuring job satisfaction in terms of operational and administrative accomplishments and job performance across six dimensions: output, job knowledge, work management, interpersonal relationships, concern for the organization, and personal qualities. Qualitative data were obtained through key informant interviews to explore challenges encountered by personnel. Results indicated a consistently high level of job satisfaction among LUPPO personnel, supported by strong operational engagement, effective crime prevention initiatives, administrative support mechanisms, recognition systems, and welfare programs. Job performance was rated as excellent across all evaluated dimensions by both commissioned and non-commissioned officers. Qualitative findings revealed persistent challenges, including limited training opportunities in later years, logistical and resource constraints, and emotional fatigue resulting from sustained operational demands. These findings underscore the importance of organizational support, ethical leadership, and performance-oriented management in law enforcement institutions. Thus, the study concludes that sustaining high job satisfaction is essential for maintaining excellent job performance in policing organizations. It recommends strengthening continuous training programs, communication and innovation competencies, wellness initiatives, and performance-based recognition systems to enhance organizational effectiveness and personnel resilience.