Skill Development: Government Officials’ Efforts to Face Bureaucratic Reform in the Digital Economy Era

This study investigates the impact of workplace physical hazards on job satisfaction in the construction industry, focusing on the mediating role of mental threats and the moderating effects of perceived job quality and security. The study findings indicate that exposure to physical hazards significantly contributes to mental stress, leading to reduced job satisfaction. Importantly, a heightened awareness of physical risks amplifies the mental burden, further decreasing job satisfaction. Furthermore, the study highlights that perceived job quality and job security can buffer the negative effects of mental threats on job satisfaction, suggesting that enhancing these factors may alleviate some of the adverse impacts of physical hazards. This research provides important insights into the complex relationships between physical work conditions, psychological stress, and employee satisfaction. It emphasizes the need for construction companies to implement practices that not only reduce physical hazards but also improve perceived job quality and security to foster employee well-being. The study contributes to the literature on occupational health and safety, offering practical implications for managers and policymakers aiming to enhance job satisfaction and retention in physically demanding environments. Future research should explore the long-term effects of these relationships and how they may extend to other high-risk industries.

This study examines how job demands and resources influence job satisfaction in addition to job insecurity in East Asia, using job characteristics, working conditions, and job insecurity as three major domains of job quality. The data analyzed come from the 2005 International Social Survey Programme Work Orientations III questionnaire. Taken as a whole, this study found strong main effects of job demands and resources on job satisfaction but weak interactions between them on job satisfaction. Japan, Taiwan and Korea share many determinants of job satisfaction, in particular, workplace relation is the most important determinant of job satisfaction in the three countries. This finding reflects the significance of guanxi tradition on job satisfaction in East Asia, where collectivism prevails in contrast to individualism in the western society. In East Asia, the non-financial aspects of job quality have a greater effect on job satisfaction than the earning factor. The findings of this study further indicate that job resources (i.e., earnings, job content, and workplace relations) increase job satisfaction more than job demands (i.e., working hours, workloads, and work/family conflict) decrease 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.

Background: Stress at work is a significant occupational risk that diminishes performance and job satisfaction. Objectives: This study aimed to assess the relationship between job satisfaction and various factors of the job demand-control-support (JDCS) model among 840 nurses working in public hospitals affiliated with Mazandaran University of Medical Sciences, Iran. Methods: The Job Content Questionnaire and the Minnesota Satisfaction Questionnaire were utilized to assess various aspects of the JDCS model and job satisfaction, respectively. The structural equation model (SEM) was employed to explore the relationships between variables. A significance level of P < 0.05 was considered. Results: The findings revealed that the highest average scores were for skill discretion (30.92 ± 10.34) and decision authority (30.82 ± 6.91), while the lowest mean scores were related to social support (21.37 ± 7.60) and job insecurity (7.78 ± 1.49), indicating high levels of job stress among participants. The study identified direct and positive relationships between demand and control (r = 0.58, P = 0.021), control and support (r = 0.51, P = 0.032), and demand and support (r = 0.87, P = 0.009). Social support had a positive influence on job satisfaction (standardized = 0.75, P = 0.008) and a negative effect on job insecurity (standardized = -0.56, P = 0.009). Control negatively impacted job insecurity (standardized = -0.1, P = 0.02) and positively affected job satisfaction (standardized = 0.012, P = 0.012). Additionally, "job insecurity" moderated the effect of "control" on "job satisfaction" (standardized = 0.02, P = 0.005). Conclusions: Higher job demands and control contribute to increased dissatisfaction and insecurity among nurses. Conversely, nurses who receive more social support feel more secure and satisfied. To enhance job satisfaction and reduce insecurity, efforts should focus on increasing support and managing control and demand, as these factors significantly influence job performance and satisfaction.

This multi-wave study uses the Transactional Model of Stress and Coping (TMSC) to investigate whether employees may view task changes as an organizational event that stimulates skill development or engenders job risks (i.e., qualitative job insecurity) and thereby affect employee job satisfaction. Additionally, drawing on Regulatory Focus Theory (RFT), the indirect effect of task changes on job satisfaction through these two mediators was theorized to depend on individual’s regulatory focus (i.e., prevention or promotion). Mediation effects from task changes to job satisfaction via skill development and qualitative job insecurity were tested at the within-person level, while the moderating role by regulatory focus at the between-person level was tested using cross-level interactions. Results supported most of our hypotheses and also offered some unexpected insights. Task changes increased perceptions of qualitative job insecurity, which subsequently decreased job satisfaction. Although task changes did not show a significant direct link with skill development, skill development did positively predict job satisfaction six months later. We found no moderated mediation effects, however our moderator directly influenced job insecurity and skill development. Overall, the current study contributes to science and practice by providing valuable insights into the stressful processes that can evolve from task changes.

To assess whether expatriate-specific factors were associated with nurses' overall job dissatisfaction after controlling for known factors. Current evidence about job dissatisfaction among nurses in Saudi Arabia is not specific to expatriate nurses. Specific aspects such as job insecurity, fear of litigation, and language barriers have not been assessed in the context of job dissatisfaction. The majority of nurses in the Arab Gulf countries are expatriate. The motive for employment here is purely financial because there is no path to permanent residency. This was a cross-sectional electronic survey of 977 expatriate nurses in Al-Qassim, Saudi Arabia. The survey included questions on demography, job dissatisfaction (overall and related to salary, workload, and teamwork), job characteristics, job duration as an expatriate, communication issues with patients and doctors, fear of litigation, and job insecurity. We used a hierarchical logistic regression to evaluate whether unique factors were associated with overall job dissatisfaction either as a group, or individually. The mean age of the nurses was 32years, and 19% reported overall job dissatisfaction. The unique expatriate factors as a group contributed significantly to the model. Job insecurity, patient communication problems, and shorter job duration were significantly associated with higher overall job dissatisfaction. Job insecurity, job duration, and patient communication were significant correlates of overall job dissatisfaction among expatriate nurses. A longer job contract and organizational initiatives to help new expatriate nurses acculturate will likely decrease feelings of job insecurity and increase job satisfaction.

The quality of work life (QWL), job satisfaction, and individual work performance are the lynchpins of organizational performance and sustained business growth (SBG). Numerous researchers have recognized an association between QWL and SBG. Positive QWL dimensions ensure a workforce’s commitment to SBG. Like SERVQUAL, the QWL has several dimensions, and the most common are: (1) job satisfaction, (2) autonomy, (3) physical working environment, (4) remuneration, (5) career growth, (6) collegial relationships, and (7) relationship with management. A career in the banking industry has always been considered a symbol of prestige, prosperity, job security, and job satisfaction. To understand this, we present the WRKLFQUAL model to measure QWL and its impact on job security and satisfaction (JSS) and individual work performance (IWP). The dimensions and subdimensions of WRKLFQUAL are different from the dimensions and subdimensions of SERVQUAL; however, mechanisms measuring service quality and QWL have similar approaches. Accordingly, this study applied gap analysis to find what workforces expected from their work environments, as well as what they have actually experienced. Many researchers have argued that gaps in service quality significantly influence business performance. In this regard, our research found that almost all dimensions of WRKLFQUAL have negative gaps, meaning poor QWL causes job dissatisfaction and hampers IWP. Regression analysis also shows that average gaps have a significant relationship with job satisfaction. Finally, research proves that job security and satisfaction plays a mediating role in average gap scores and individual work performance. This study was carried out with reference to the banking sector’s performance in the Kingdom of Saudi Arabia, as follows. Cronbach’s α score suggests that 95% of the sample is free of error. To apply WRKLFQUAL on the same lines those of SERVQUAL, we developed seven dimensions and 28 subdimensions. Based on these dimensions, seven factors were extracted, all with factor loading between 0.745 and 0.835, confirming that all components had quite a high level of common variance. Accordingly, gaps in QWL, ranging from −0.997 to −1.149, also show that almost all the dimensions and subdimensions need improvements. Carrying this analysis further, we also compared QWL between Saudi and non-Saudi multinational banks and found that the QWL of the Saudi banking system has a slight edge over non-Saudi multinational banks. A correlation among seven predictors, ranging from 0.625 to 0.812, suggests that all seven predictors are highly correlated. Similarly, regression analysis with R2 0.704 shows that we have a good-fitting model. Hence, we argue that JSS depends on QWL and conclude that negative QWL causes job dissatisfaction and insecurity. We also examined the mediating impact of JSS on QWL and IWP and conclude that the Sobel test, in most cases, provided results higher than 1.98, which is the minimum criterion of having Sobel be significant and effective. Hence, we prove that JSS has a mediating role in QWL and IWP. Finally, we conclude that poor QWL causes job dissatisfaction and eventually reduces organizational efficiency.

The importance of work motivation is a significant element for private or government organizations because Motivation plays a vital role in the achievement of any organization. Motives are forms of wants and needs. Employee motivation is a procedure in which organizations must motivate employees through bonuses, rewards, and other incentives to achieve complex organizational and individual goals. So every employee in an organization is inspired by a variety of tactics. Many things can be done to improve the performance of KORMI West Papua, including work motivation and job satisfaction. In line with the problem, this research has the following objectives: The importance of the role of work motivation and job satisfaction. The method used in this study is a frequency description analysis, the sample of this study amounted to 188, and the results showed that the urgency of work motivation is a feature of work in the form of incentives such as salary, promotion, job security, and adequate funds are very important and work motivation activities can increase job satisfaction, a performance which includes indicators such as incentives, promotions, and job security. Work motivation is a construct (latent variable) built from three observation indicators: incentives, promotions, and job security. The importance of job satisfaction is a reflection of a person's positive feelings about his work obtained from an evaluation of the characteristics of the job itself. Activities in getting job satisfaction may include professional development, working relationships with superiors, and relationships with coworkers. Job satisfaction is a construct that is built from three observation indicators, namely: professional development, working relationships with managers, and relationships with colleagues.

PurposeOrganizational downsizing, right sizing, layoffs, and restructuring that attempt to reduce labour cost and increase competitiveness, have generated considerable feelings of job insecurity among today's employees. Conversely, the rapidity of change in the Middle Eastern region, coupled with the unpredictability of economic conditions, the inevitable need to survive and the ever‐lasting craving for organizational success merge to aggravate the adverse effects of job insecurity. The purpose of this paper is to study the relationship between job insecurity and powerlessness, management trust, peer trust and job satisfaction within Lebanon.Design/methodology/approachEmployees working within medium‐sized organizations in Lebanon were surveyed to measure their perceptions of job insecurity, job satisfaction, powerlessness, and interpersonal trust. Statistical analyses were performed using Pearson correlation matrix and linear regression tests.FindingsThe study identified significant positive relationship between job insecurity and powerlessness, and negative relationships between job insecurity and management trust and job satisfaction. No significant relationship was found between job insecurity and peer trust.Research limitations/implicationsThe study adds to the existing job insecurity literature by empirically testing the relationship between job insecurity and powerlessness, peer trust, management trust and job satisfaction within Lebanese organizations. The researchers hope that this study will assist managers in understanding the importance of earning their subordinates' trust and its implications on job insecurity which could also negatively affect job satisfaction. Also, the issue of powerlessness should be seriously considered by management since it triggers the feeling of job insecurity.Originality/valueWestern organizational behavior literature has given the topic of job insecurity significant attention. However, no scholarly research has yet examined the topic of job insecurity within the Middle East. This paper sheds light on important results regarding job insecurity and its consequences. Powerlessness predicts and aggravates job insecurity, and is affected by the nature of the job; trust in management has a negative effect on job insecurity, while peer trust has no influence. Also, job satisfaction is influenced by the perceptions of job insecurity.

Introduction: This study investigates the impact of the quality of work-life on the work-life balance of nurses in Nepal. By examining the impact of quality of work-life on the equilibrium between professional and personal life, it aims to contribute insights for enhancing the overall well-being of nurses in the Nepalese healthcare sector. Methods: The research design employed a causal-comparative approach to investigate the impact of quality of work life on the work-life balance of nurses. The data was collected using a well-structured five-point Likert scale questionnaire from 200 nurses. Correlation and regression analyses were utilized to draw meaningful insights. Results: The findings of the study reveal that two key factors, namely job security and job satisfaction, significantly influence the work-life balance for nurses. This suggests that nurses who perceive higher job security and experience greater job satisfaction tend to have an improved work-life balance. However, the study did not find any significant impact of job commitment on work-life balance among nurses. Conclusion: The study underscores the pivotal role of job security and job satisfaction in shaping the quality of work life for nurses in Nepal. Higher perceived job security and increased job satisfaction emerge as key factors contributing to an enhanced work environment. Surprisingly, job commitment did not exhibit a significant influence on the quality of work life among nurses in this context. These findings highlight the importance of addressing specific aspects of job security and satisfaction to positively impact the overall work experience of nurses in Nepal.

IntroductionTransformations in the world of work have led to a growth of temporary employment, job instability and perceived of job insecurity, and an overall precarisation of employment relations. In Chile,...

General Background: Employee commitment has become a crucial determinant of organizational sustainability in today’s competitive business environment. Specific Background: Companies often face challenges related to job insecurity, work stress, and job satisfaction, which directly influence employees’ dedication and performance. Knowledge Gap: However, empirical evidence in small-scale property marketing firms, particularly in Indonesia, remains limited. Aims: This study aims to examine how job insecurity, job stress, and job satisfaction contribute to employee commitment at CV Kevin Perkasa. Results: Using quantitative methods and multiple linear regression with 50 respondents, findings reveal that job insecurity, job stress, and job satisfaction each have a positive and significant relationship with employee commitment, both partially and simultaneously. Novelty: Unlike previous studies focusing on large organizations, this research highlights how psychological and motivational factors jointly strengthen commitment in small property enterprises. Implications: The results suggest that improving job security perceptions, managing stress effectively, and fostering satisfaction can enhance workforce stability and organizational resilience. Highlights: Job insecurity, stress, and satisfaction significantly shape employee commitment. Study emphasizes psychological aspects in small property firms. Findings provide strategic insights for human resource sustainability. Keywords: Job Insecurity, Job Stress, Job Satisfaction, Employee Commitment, Human Resource Management

ABSTRACTThis study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

Purpose– This paper aims at investigating the relationships among patient satisfaction, and nurses' job security, job satisfaction, and obedience OCBs within the setting of private hospitals in Damascus and Rural Damascus Governorates.Design/methodology/approach– A cross-sectional survey conducted within private hospitals in Damascus and Rural Damascus Governorates had resulted in (325) subjects of nurses, and (393) subjects of patients. Double-translation, face validation, exploratory factor analysis, and Cronbach's alpha were used to validate measures used in this study with respect to the Syrian context. Afterwards, the two samples were aggregated on the basis of hospital-department. That is, 217 cases had resulted, and were used to test the proposed model, and revise it if required.Findings– The results indicate that job security positively influences both job satisfaction and obedience OCBs. Both job satisfaction and obedience OCBs fully mediate the relationship between job security and patient satisfaction. Obedience OCBs partially mediate the relationship between job satisfaction and patient satisfaction.Research limitations/implications– Further investigations in other service-providing settings (e.g. telecommunications) are needed for more evidence of the model validity. Using cross-sectional design in testing causalities has been criticized by several researchers, so longitudinal method is recommended in further investigations for the model. Wider views could be delivered if more of other attitudinal variables are included in the model.Practical implications– Better levels of patient satisfaction could be achieved through enhancing nurses' perceptions towards job security. Job satisfaction would be an important factor in keeping positive levels of patient satisfaction, especially when employment at one private hospital lacks security and stability.Originality/value– This research comes to be one of the first studies to provide evidence of the full mediation that job satisfaction and obedience OCBs play regarding the relationship between job security and patient satisfaction. In addition, this study proves the partial mediation that obedience OCBs play between job satisfaction and patient satisfaction.

ABSTRACTJob insecurity has well-documented negative effects for individuals as well as organisations. However, the mechanisms by which job insecurity relates to its outcomes have received less research attention. The purpose of this study is to investigate trust in the organisation as a potential mechanism that may explain why job insecurity relates to two well-documented outcomes: decreased job satisfaction and lowered mental health. These hypotheses were tested in a Swedish longitudinal sample that consists of employees (longitudinal n = 906) from three organisations, using structural equation modelling. Overall, the results showed support for our hypotheses. Our findings reveal an indirect effect of trust on job satisfaction, regardless of whether the previous levels of job satisfaction were controlled for. With regard to mental health, the indirect effect was only evident when previous levels of mental health were not controlled for. The results of this study contribute to our understanding about the intervening factors in the relationship between job insecurity and outcomes. Moreover, the results might be important for human resources departments and managers when there are indications that employees are worrying about the future of their jobs.