The Power of Collective Teacher Culture: Bridging Autonomy, Job Satisfaction, and Job Performance

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working in Malaysian private higher educational institutions (PHEIs). Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling (PLS-SEM) and artificial neural network (ANN) analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance.

租賃業中領導風格、組織創新、組織承諾、工作滿足對工作績效影響之研究－以中租迪和股份有限公司為例

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 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.

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.

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

1. IntroductionIn society, demanding the development of the youth, teachers’ job performance both inside and outside the classroom is essential to fulfilling this demand. Teachers can influence the learning process to some significant extent. Teachers are expected to be role models for their students and, therefore, teachers’ job performance is crucial for students’ success. Teachers will normally be satisfied with their job if teachers have a good relationship with the principal(s) of their school, are offered the highest possible salaries, and are involved in the decision-making process at their school, they will normally be satisfied with their job. Job satisfaction is an important facet of people's lives and their productivity in the workplace. Job satisfaction can lead to a sense of responsibility and involvement toward achieving comprehensive career goals and contributing to the productivity of an organization (Harter, James, Schmidt, Hayes, & Theodore, 2002, cited in Ismail, 2012).Robbins states, "job satisfaction refers to the individual's general attitude towards his or her job. He adds that "a person with a high level of job satisfaction holds positive attitudes about the job, while a person who is dissatisfied with his or her job holds negative attitudes about the job" (Robbins, 2003, cited in Younes, 2012). A principal’s leadership style might affect teachers’ job satisfaction. Teachers’ job satisfaction could improve their performance in the classroom (Nadarasa & Thuraisingam, 2014). Teacher job satisfaction is a "...vital area of study since several studies have found that work satisfaction influences general life satisfaction. General life is an important influence on the daily psychological health of a teacher." This, in turn, has an impact on teachers’ job performance (Andrew and Whitney, 1974, cited in Wangai, 2012).Teacher job satisfaction is a source of motivation that sustains effort in performing tasks required of good teachers (Watson et al., 1991, cited in Wangai, 2012). Effort results in higher performance when employees clearly understand and are comfortable with their roles (Kreitner, 1986, cited in Gathungu & Wachira, 2013). If a teacher is incompetent, dissatisfied with his jobs, and not guided by proper values, the entire edifice of the education system will be shaky (Raza, 2010). Due to better performance shown by satisfied workers, it is the top priority of all organizations to achieve the desired goals by increasing their satisfaction (Chambers, 1999, cited in Iqbal & Akhtar, 2008). In this point of view, examining the relationship between teachers’ job performance and satisfaction is crucially important for promoting a better job performance in the future.

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.

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.

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.

Purpose. Purpose is to describe the current situation and different impacts of demographic variables such as gender, age and marital status on employees’ job satisfaction, job performance and their relationship during the COVID-19 pandemic in Vietnam. Clarify the levels of influence among different job satisfaction groups on job performance and vice versa, the levels of influence among different job performance groups on job satisfaction. Study design. Data were collected using a survey for a convenient sample of 485 employees working at clothing and footwear factories in industrial zones of Hanoi and Hochiminh city Vietnam. Findings. Employees have lower job satisfaction and average job performance. The findings have no statistical difference from those before COVID-19. The cluster analysis results show that there are two employee groups, divided by the level of job satisfaction aswell as job performance. There is no statistical significance difference by gender in employees’ job satisfaction and job performance. Married people are more satisfied and have better performance than unmarried people whereas the young have lower job satisfaction and job performance than the older (p < 0.01). The job satisfaction group also indicate higher work performance than the one with lower job satisfaction. Correspondingly, the good performed group have greater job satisfaction than the one with average job performance (p < 0.01). The results reveal surprises about the role of relationships and salary. Relationships (colleagues, supervisors) have a strong impact on job performance of the job satisfaction group and on the job satisfaction of the good job performance. Meanwhile, salary has astrong impact on the performance of the less satisfaction group and on the job satisfaction of the average performance group. Implications for practice. Offer some recommendations for increasing employees’ job satisfaction and job performance, facilitate sustainable development to the organization. Value of theresults. The study compares the difference in the influence level of job satisfaction on job performance when clustering employees into groups of high and low job satisfaction. Likewise, the study also analyzes the impact of performance groups on employees’ job satisfaction.

Background/Aims The relationship between job satisfaction and job performance has been well-established in healthcare research. This study aimed to measure job satisfaction and performance among staff working in emergency departments in Jordan, and to explore the association between these two variables, focusing on the different components of job satisfaction. Methods A cross-sectional design with a convenience sampling approach was used, recruiting 286 staff working across 11 emergency departments in Jordan. Participants completed a questionnaire comprising validated scales to measure job satisfaction and job performance. Descriptive statistics, Pearson correlation, Cronbach's alpha and multiple regression analysis were used, via the SPSS version 25, to explore the relationship between job performance and different components of job satisfaction. Results Mean scores on the job satisfaction and job performance scales indicated that participants were neither satisfied nor dissatisfied with their jobs, but had high perceived job performance levels. Multiple regression showed a significant positive relationship between three job satisfaction dimensions (colleagues' communication and relationship: B=0.16; physical environment and workplace safety: B=0.28; supervisor support: B=0.17) and perceived job performance (P<0.001). There was a small but insignificant association between job performance and the compensation and promotion dimension of job satisfaction (B=−0.05, P=0.192). Conclusions This study supports previous evidence indicating that job satisfaction is positively linked with job performance, although compensation and promotion may not be a strong predictor of job performance in an emergency department context. Overall, these findings highlight the importance of strategies to improve job satisfaction among healthcare professionals.

<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>

KEYWORDS Job Satisfaction. Job Performance. Motivation. Components. Variables ABSTRACT The study investigated the relationship between job satisfaction and performance as well as the relationship between the components of job satisfaction and job performance of administrative staff in South West Nigeria Universities. The research employed a descriptive research of the survey type. The sample consisted of 400 respondents selected from four Universities based on stratified random sampling technique. Two hypotheses were generated and tested a t 0.05 level of significance, using Pearson Moment Correlation Coefficient and Correlation Matrix. The result of the analysis showed that there was a very high and significant rel ationship between job satisfaction and job performance. It was also revealed that there were significant relationships between the components of job satisfaction and job performance. Based on these findings, recommendations wer e made that since a relationship has been established between job satisfaction and performance, the University management should take cognisance of those variables that promotes job satisfaction, which invariably leads to performance of workers and include such in the University policy. Also the components of job satisfaction should be improved upon so that maximum performance will be got from the workers for the achievement of educational goals. © Kamla-Raj 2012

The primary objective of the current study was to determine how job satisfaction effects the job performance of sugar industrial workers in Bangladesh. Moreover, this study examined the level of job satisfaction of employees in Bangladesh’s sugar industrial estate. In this quantitative study, respondents filled out a pre-structured questionnaire. The stratified random sampling approach was used to select 300 respondents from five sugar mills in the sugar industry. Job Performance Indicator (JPI), an 8-item self-rated performance scale, was used to assess job performance, and job satisfaction was measured using the JSI (Job Satisfaction Index). A regression analysis was performed using SPSS software for this study. Initially, reliability statistics were calculated for both scales in order to assess their relevance. The study’s findings showed a strong relationship between employee job satisfaction and job performance. The survey also showed that, compared to respondents’ personal characteristics, job-related factors had a greater impact on job performance. Furthermore, based on the findings of the study, job satisfaction among sugar sector workers in Bangladesh does not significantly differ by qualifications or age. In addition, the study found that foremen had a greater knowledge of the worksite than workers with less experience. However, the difference between the two groups was not statistically significant. There is strong evidence that employee satisfaction varies based on employee category. To improve job satisfaction and performance, the results and findings will be useful for the government, policymakers, and personnel departments of Bangladesh’s sugar mills. To make organizational decisions and policies about job satisfaction and job performance, it can be used to measure job satisfaction and the impact of job performance.