Modeling the Significance of Motivation on Job Satisfaction and Performance Among the Academicians: The Use of Hybrid Structural Equation Modeling-Artificial Neural Network Analysis

Emotional intelligence has a substantial impact on job performance, decision-making, leadership, motivation, and effective management. This study investigates the correlation between emotional intelligence, job satisfaction, and job performance among senior high school teachers in the Bia West District of Ghana. The study's primary purpose is to investigate the impact of emotional intelligence on teachers' job satisfaction and, consequently, their job performance. A quantitative descriptive survey design was employed to examine these relationships. The study's participants comprised 102 teachers selected through a multi-stage sampling method, utilising census and quota sampling techniques. Data was collected using three main instruments: the Emotional Intelligence Scale, Job Satisfaction Questionnaire, and Job Performance Questionnaire, which were subjected to validity checks through pilot testing. The reliability coefficients for the instruments were found to be acceptable, with Cronbach's alpha values of 0.79 for emotional intelligence and 0.80 and 0.79 for job satisfaction and performance, respectively. The data collected were analysed using SPSS to determine the relationships among the variables. The findings revealed significant positive correlations between emotional intelligence and job satisfaction (r = 0.349, n = 102, p < 0.0001) and between emotional intelligence and job performance (r = 0.368, n = 102, p < 0.05). This suggests that teachers with higher emotional intelligence tend to experience greater job satisfaction and perform more effectively. The study concludes that emotional intelligence is a vital predictor of teacher job satisfaction and job performance. A teacher with high-level emotional intelligence is less likely to be severely impacted by stressors than those with low emotional intelligence. Emotional intelligence enhances teachers’ ability to work in teams and ensure organisational effectiveness. The study recommends that the Ministry of Education should integrate emotional intelligence assessments into teacher recruitment and training to improve classroom effectiveness. By prioritising emotional intelligence in teacher professional development programs, educational authorities can foster a more committed and effective teaching workforce, ultimately benefiting students' academic outcomes.

One of the most significant concepts that have been introduced to management and psychology over the past ten years is emotional intelligence. This study sought to investigate the connection between emotional intelligence, job satisfaction, and job performance, in higher education settings. The academic staff of Ethiopian higher education institutions made up the population from which our sample was drawn. There was a total of 388 questionnaires given to participants who were chosen at random. The analysis was conducted using 315 questionnaires from these. Employees' emotional intelligence was found to be positively and significantly correlated with job satisfaction and performance, but the relationship between job satisfaction and job performance was found to be insignificant. In a similar vein, the connection between emotional intelligence and job performance at work is unmediated by job satisfaction. The findings highlight the significance of emotional intelligence and its influence on workplace situations. During the recruitment phase, service industries should strongly consider using an Emotional Intelligence test to assess an individual's capacity to control their emotions and recognize those of others, thereby increasing job satisfaction and performance.

Developing a structural equation model from Grandey's emotional regulation model to measure nurses' emotional labor, job satisfaction, and job performance

This study validates the moderating effect of job stress on the relationship between job satisfaction and performance of elementary school sports instructors. Furthermore, it investigates the influence of job characteristics on job stress. To this end, a survey was conducted among 289 sports instructors currently employed in elementary schools in the Gyeonggi region. The analysis was performed using PROCESS Macro model 1 to validate the moderating effect of stress on the relationship between job satisfaction and performance. Moreover, a multiple regression analysis was conducted to clarify the factors affecting job stress. The results revealed that although job satisfaction significantly influenced job performance, it did not significantly impact job stress. However, job stress was found to significantly interact with job satisfaction to influence job performance. Specifically, when the job stress level was below a certain point, job satisfaction had a significant positive effect on job performance, implying that to enhance job performance through increased job satisfaction, managing and preventing excessive job stress levels is essential. Job characteristics that influenced sports instructors’ job stress were identified as “feedback” and “task diversity.” In conclusion, for improving job performance through increased job satisfaction for elementary school sports instructors, maintaining the job stress levels below a certain threshold is crucial. Improving factors such as feedback and task diversity, which impact sports instructors’ job stress, can positively affect job performance. Efforts are needed to foster a collaborative relationship between teachers and sports instructors, capitalizing on their unique expertise to encourage positive feedback exchange.

This research aims to examine the effects of transformational leadership, emotional intelligence and job satisfaction on job performance in public sector organizations. It also determines the role of job satisfaction as a mediator of the relationship between transformational leadership and emotional intelligence on job performance. This research was conducted at the Directorate General of Customs and Excise Indonesia (DGCE). Primary data was obtained through questionnaire with a total of 611 respondents from ASN employees in each of DGCE units starting from the head office, vertical offices and technical implementation units. The research hypothesis was tested using partial least squares structural equation model (PLS-SEM). The results of this research show that transformational leadership and emotional intelligence have a significant influence on job performance and job satisfaction. However, job satisfaction does not have a significant influence or mediating role on job performance in DGCE. Keywords : transformational leadership, emotional intelligence, job satisfaction, job performance, public sector organization.

Studying the role of religion and its relationship to work outcomes is not new in cross-culture management, especially in globalization with the increase of interaction in cross-cultural settings. Islamic work ethics (IWE) have attracted the attention of academics studying the attitudes and behaviors of workers in Muslim societies. This study investigates the role of IWE as a mediator in the relationship between job satisfaction and performance. A stratified sampling technique was used to select 11 emergency departments from hospitals in Jordan. In total, 475 questionnaires were distributed to healthcare providers. Only 299 questionnaires were completed and returned to the research team. Data were analyzed using IBM SPSS version 25. Descriptive analysis, correlation, Cronbach alpha, and regression analyses were performed. The findings indicated that job satisfaction has a significant positive impact on IWE and job performance (B = 0.66, p < 0.001), (B = 0.58, p < 0.001), respectively. The findings also indicated that IWE directly and positively affects job performance (B = 0.70, p < 0.001). Overall, the results supported that IWE partially mediates the relationship between job satisfaction and performance. Similarly, job satisfaction was also found to be an essential predictor of IWE. In addition, job satisfaction indirectly affects job performance through IWE. Therefore, IWE plays an essential role in job satisfaction and performance relationship. This study is an attempt to create a conceptual framework that incorporated IWE into the relationship between job satisfaction and performance in the Arab working culture and tried to broaden the cross-cultural management study of religion by investigating the mediation role of IWE in the relationship between job satisfaction and performance. The current study contributes to expand our understanding of the importance of IWE to the relationship between job satisfaction and performance in the Arab cultural context, which has received less attention in management research.

This study is determined the relationships of job satisfaction, performance level, and supervisory practices of Management in Adventist Medical Center Manila to come up with the policy that was proposed which may be used to improve the job, performance level and supervisory practices of the employees. This study utilized descriptive research design, which, according to Fain (2013) “describe(s) and explain(s) the nature and magnitude of existing relationships without necessarily clarifying the underlying causal factors in the relationship.” This study is both descriptive and correlational. The subjects of this research study were the one hundred fifty (150) employees who were currently employed as regular and fifty-eight (58) managers in Adventist Medical Center Manila, consisting resident doctors and managers of different divisions/department. The total population of managers is fifty-eight (58). All the 58 managers agreed to became respondents. The following findings were obtained: All of the employees’ job satisfaction indicators have the interpretation Satisfied. The overall weighted mean is 3.923 and and interpreted as Satisfied with the standard deviation equivalent to 0.1994; the employees’ job performance overall weighted mean is 3.692 and interpreted as Moderately Agree. This implies that the employees believed that they perform well based from the assigned task with less supervision and close monitoring; he overall weighted mean is 4.862 and interpreted as Strongly Agree with a standard deviation of 0.064. This implies that the middle managers believed that they consistently follow certain supervisory practices to ensure the success of their organization; It was found out that there is no significant relationship between the level of job performance and level of job satisfaction. Thus, the null hypothesis which states that there is no significant relationship between the level of Job Satisfaction and Job Performance of the respondents is accepted; The middle managers’ supervisory practices affects the employees’ job satisfaction; hence, the null hypothesis - there is no significant relationship between job satisfaction and supervisory practices is rejected. This is supported by the findings of the study of Hamzah, et al. (2013) which revealed that supervision practices have a positive and strong relationship with job satisfaction. In other words, if the level of supervision practices decreases, so will employees satisfaction; and the job performance and supervisory practices are significantly related, therefore the null hypothesis - there is no significant relationship between job performance and supervisory practices is rejected. The middle managers’ supervisory practices play an important role and have an effect on the employees’ job performance.

Objective: In today's workplaces, emotional intelligence, and work-life balance have gained prominence for their substantial impact on job performance, leading to increased productivity and successful careers. This study explores the relationship between these factors among Malaysian employees. It also investigates the roles of job satisfaction and job involvement. Method: We surveyed 150 employees from diverse Malaysian organizations and used Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the data. Result and conclusion: Our findings reveal that emotional intelligence, job involvement, job satisfaction, and work-life balance positively influence job performance. Emotional intelligence and work-life balance significantly affect job satisfaction. However, the connection between work-life balance and job performance is not statistically significant. Additionally, job satisfaction does not mediate the relationship between job involvement and job performance. Research implications: This study emphasizes the importance of prioritizing employee engagement and well-being, offering organizations benefits such as improved productivity, enhanced performance, increased loyalty, reduced turnover, cost savings, and greater employee satisfaction. Originality/value: Investing in employee well-being is a path to both individual and organizational resilience, success, and prosperity.

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

While extensive literature is available on the relationships between transformational leadership, job satisfaction, rewards, and job performance, few studies examine the moderating roles of financial and non-financial rewards on these relationships. This study examines the moderating effects of financial and non-financial rewards on transformational leadership-job performance and job satisfaction-job performance relationships. It also examines the mediating effect of job satisfaction on transformational leadership and job performance. The data were obtained through questionnaires that were distributed to employees (N = 331) of private enterprises in Vietnam. The study uses the SPSS 23.0 software and the PROCESS V3.4 to test the hypotheses. The results demonstrate that transformational leadership significantly affects job satisfaction, which, in turn, is strongly associated with job performance. Job satisfaction also has a mediating effect on the relationship between transformational leadership and job performance. Interestingly, neither financial nor non-financial rewards have any moderating effect on the relationship between job satisfaction and job performance, but financial rewards have a negative moderating effect on the relationship between transformational leadership and job performance. These findings suggest that managers may benefit from combining transformational leadership with financial rewards to motivate employees and improve job performance.

Aims: The Agricultural Technology Management Agency (ATMA) is a registered society that serves as an institutional platform linking research and extension activities at the district level. It promotes decentralized decision-making through a bottom-up planning process. At the block level, Block Technology Managers (BTMs) and Assistant Technology Managers (ATMs) provide critical technical and knowledge support to farm schools, farmer groups (FFs), Farmer Interest Groups (FIGs), Farmer Producer Organizations (FPOs), and individual farmers. With this in mind, the present study was undertaken to measure the relationship between the profile characteristics of ATMs and their job perception and job performance under ATMA in North Karnataka. Study Design: Ex-post facto design. Place and Duration of Study: The study was conducted across all seven districts under the jurisdiction of UAS Dharwad, namely Bagalkot, Belgavi, Dharwad, Gadag, Haveri, Uttar Kannada, and Vijayapura in North Karnataka. The study was conducted in the year 2023. Methodology: Data collected from a sample of 90 ATMs. Thirteen independent variables were selected for the study. Using Principal Component Analysis (PCA), the data were reduced to five dimensions. Multiple regression analysis was then employed to assess the contribution of these factors to job perception and job performance. Results: Variables/indicators such as rural/urban background, ICT utilization, job involvement, and job satisfaction are all positively correlated and explain 26.234% of the total variance. Collectively, they represent a latent factor, which we have termed “Professional Standards”—a major determinant of both job perception and job performance. The results revealed that 69.30% of the variance in job perception was explained by factors such as professional standards (rural/urban background, ICT utilization, job involvement, and job satisfaction), and experience of ATMs. Similarly, 51.60% of the variance in job performance was attributed to professional standards. These findings emphasize the importance of the determinant, professional standards, in influencing both job perception and performance. Conclusion: The study concludes that providing ATMs with training in areas such as ATMA, Strategic Research and Extension Plan (SREP), Block Action Plan (BAP), and e-extension tools will enhance their job involvement and satisfaction, ultimately improving their job perception and performance under the ATMA framework. Additionally, the findings suggest practical implications for recruitment, ICT support, and motivation strategies to strengthen professional standards, thereby improving the efficiency and impact of extension delivery.

This study examined the effects of motivation on job satisfaction and performance of librarians in University of Ilorin Library. It was observed that many employers have attempted several programs to motivate their employees, yet they have not worked for every category of staff in the library. Descriptive survey design was adopted for the study. The population of the study was made up of professional and paraprofessional librarians, which totaled 46 librarians. Relevant data for the study was collected using questionnaire and a total of 41 out of 46 copies of the questionnaire distributed were returned and found usable for the analysis, which was done by simple percentages and frequency tables. The finding revealed that librarians in job performance can be judged based on time taken to complete task, as well as the accuracy and quality of the work done. The finding confirmed that motivational factors such as opportunity for promotion, good working condition, involvement at work, promotion and financial reward affects the job performance and satisfaction of library staff. The finding revealed that job satisfaction has great influence on job performance. the findings also revealed that general job satisfaction exist among the librarians studied. The study concluded that staff performance and job satisfaction of library staff is dependent on motivation. The study recommended that, the existing constituents of job performance and satisfaction should be sustained/improved by ensuring well-set library goals, increment in salary, existence of training opportunity, sincere and annual appraisal, concrete job description and opportunity to participate in decision-making.

This study explores how emotional intelligence and perceived organizational support influence job performance among government employees, focusing on the mediating role of job satisfaction. The research targets civil servants at the directorate general of customs and excise in Indonesia, where complex regulatory demands and public service expectations create high pressure. The objective is to examine direct and indirect effects of these factors on performance and satisfaction in a public sector context. A quantitative approach was used, collecting data from 249 respondents through cross-sectional surveys. Analysis employed partial least squares structural equation modeling with SmartPLS 4 software, applying bootstrapping and blindfolding procedures. Results show that emotional intelligence positively affects both job satisfaction and job performance directly. Perceived organizational support significantly improves job satisfaction but has no direct impact on job performance. Job satisfaction positively influences job performance and mediates the relationships between emotional intelligence, perceived organizational support, and job performance. These findings highlight job satisfaction as a key psychological mechanism linking individual and organizational factors to better employee outcomes in public institutions.

This study investigates the mediating role of job satisfaction in the relationship between quality of work life, organizational commitment and job performance among nurses - a population often overlooked in mediation-based research models. By simultaneously examining two critical outcomes (organizational commitment and job performance), this study proposes a novel framework that integrates quality of work life and job satisfaction into a unified model of occupational well-being and performance. A cross-sectional survey was conducted with 401 nurses employed at a large healthcare campus. Data were analysed using a two-stage mediation model to evaluate both direct and indirect relationships. In the first stage, the direct effects of quality of work life on organizational commitment and job performance were assessed. In the second stage, the mediating role of job satisfaction was tested using bootstrapped confidence intervals. Findings revealed that job satisfaction fully mediates the relationship between quality of work life and organizational commitment, and partially mediates the relationship between quality of work life and job performance. These results suggest that improvements in nurses' quality of work life enhance organizational commitment and job performance primarily through increased job satisfaction. This study highlights the importance of healthcare administrators and policymakers prioritizing initiatives aimed at improving workplace conditions such as fair compensation, professional support and a positive work environment. Enhancing these factors can promote greater job satisfaction, organizational commitment and performance among nurses, thereby contributing to the overall sustainability and effectiveness of healthcare systems. While previous studies have typically examined the relationships among quality of work life, job satisfaction, organizational commitment and job performance independently or in isolated pairs, this study makes a novel contribution by positioning job satisfaction as a central mediating mechanism within a comprehensive model. Uniquely, the model simultaneously tests two critical outcomes-organizational commitment and job performance - within a single analytical framework. Moreover, by focusing on nurses - an occupational group often underrepresented in mediation-based occupational research - the study enhances its relevance and addresses a significant gap in the literature. By empirically demonstrating how improvements in quality of work life, via job satisfaction, lead to tangible organizational outcomes, the study offers new insights with direct implications for healthcare management and policy development.

Purpose– This paper aims to test the relationships among three important variables in the management of Chinese employees: personality trait, job performance and job satisfaction. A causal model is developed to hypothesize how personality trait affects job performance and satisfaction and how job performance and satisfaction simultaneously affect each other.Design/methodology/approach– The survey was conducted from October to November 2009. In total, 414 questionnaires were distributed and 392 were returned. Using data collected, the theoretical model is empirically validated. Structural equation modelling using LISREL 8.8 is used to test the causal model.Findings– Job performance and job satisfaction have a bilateral relationship that is simultaneously influential. All Big Five personality traits significantly influence job performance, with agreeableness showing the greatest effect, followed by extraversion. Extraversion is the only personality trait that shows a significant influence over job satisfaction.Originality/value– This study contributes to the literature by clarifying the inconsistent findings of causal relationship between job performance and job satisfaction in previous studies. Another contribution is testing the effect of personality traits on job performance and job satisfaction in a simultaneous reciprocal model. A hybrid theory of expectance and equity is advanced in this study to explain the results.