Affect Job Satisfaction Research Articles

Investigating the organizational commitment and its associated factors among the staff of the health sector: a cross-sectional research

IntroductionOrganizational commitment (OC) significantly impacts the quality of care provided by healthcare staff. It reflects employees’ connection to and engagement with their organization, affecting job satisfaction, employee turnover, and the overall success of the healthcare organization. This research seeks to assess OC levels and identify its influencing factors among health sector staff in Shiraz, southwestern Iran.MethodsIn this cross-sectional study, the staff of the health sector including physicians/family physician (FP), midwives, healthcare workers, psychologists, dentists, and nutritionists were selected through a multi-stage sampling; they filled out an online 36-item questionnaire (12 demographic items and 24-item Allen and Mayer OC questionnaire). The data were analyzed using SPSS software (version 25). Descriptive statistics of OC scores were provided. Also, independent samples t-test and analysis of variance were used as statistical tests, and P-value < 0.05 was considered the significant level.ResultsOverall, 289 staff with a mean age of 32 ± 7.6 years participated in this study. The OC total mean score was higher in the public sector compared with the private sector and higher in the non-FP team compared with the FP team. The mean score of all types of OC among all job positions was low. Moreover, education level, workplace, job experience in current job, engagement in other jobs for making money, and FP staff showed a significant association with the total mean score of OC.ConclusionAccording to the results, OC among health sector staff is low. Therefore, policymakers in the health sector are strongly recommended to implement immediate measures to enhance this critical factor among their workforce.

Factors Affecting the Retention of Mental Health Occupational Therapists in the UK: A Qualitative Study with Framework Analysis

Addressing staff retention in the UK National Health Service is crucial. This study used interviews to investigate the factors influencing mental health occupational therapists’ (MHOTs) decisions to leave or remain in their positions in the UK National Health Service. Framework analysis was employed to analyze the data, focusing on how roles and organizational conditions affect job satisfaction and MHOT retention. The findings highlight that effective strategies should focus on empowering MHOTs with greater autonomy, improving communication with management, and providing high-quality training and supervision. These measures can enhance job satisfaction and retention, thereby improving mental health service delivery.

Agile Practices and IT Development Team Well-Being: Unveiling the Path to Successful Project Delivery

Agile methods have become popular in the field of software development, offering improved efficiency and product quality. Despite this widespread use, fewer studies have explored in one model their effect on job stress, psychological safety, job engagement, and enhanced job and career satisfaction, which are all the factors that can impact project success delivery. Our study surveyed software development teams with extensive agile experiences. The findings showed that agile practices have a positive influence on job and career satisfaction, better job engagement, improved psychological safety, and project success delivery. However, there are high levels of job stress reported that negatively affect job satisfaction and project results. Therefore, successfully implementing agile methods depends on maintaining sustainable development practices and improving the level of motivation in the agile teams.

Limitations and Future Directions in Studying Organisational Justice in Academia: A Call for Longitudinal and Multivariate Approaches

This study delves into the complex dynamics of organizational justice within academic settings, acknowledging its significant role in shaping faculty perceptions and institutional effectiveness. Despite offering valuable insights, the study is constrained by its cross-sectional design, which limits the ability to infer causality. To address this limitation, future research should employ longitudinal designs, enabling the exploration of how perceptions of organisational justice evolve over time. Additionally, investigating other potential modifiers, such as organisational subcultures and individual differences, could provide a more nuanced and comprehensive understanding. Emphasizing these approaches will enhance the depth of knowledge regarding organisational justice, facilitating more effective strategies to foster fair and equitable academic environments. Through Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis of data from 276 MBA faculty members, the research identifies leadership behavior, organisational policies and procedures, and interpersonal relationships as key antecedents of organisational justice. The study further explores how these antecedents, through organizational justice, affect job satisfaction and organizational commitment, and how academic rank moderates these relationships.

Communication competency for dental hygienists in Korea : a scoping review

Objectives: This study aimed to identify the literature and related factors used in communication competency scales for dental hygienists in Korea. Methods: A scoping review was conducted using a five-step method of setting research questions: searching for related studies; selecting literature; recording data; and comparing results, summarizing, and reporting. Results: Of the 19 studies selected, 15 were quantitative and four were qualitative. The most frequently used communication competency scale was the life skills measurement tool, and the related variables were, first, job satisfaction and, second, turnover intention, with most individual perspective studies. Communication positively affected job satisfaction and negatively affected turnover intention. Conclusions: Communication competency of dental hygienists was an important job-related factor; however, the comunication competency scale was insufficient. Therefore, the development of a patient-centered dental hygienist communication competency scale is suggested.

TRAINING, MOTIVATION, LEADERSHIP, AND COMPETENCY EFFECTS ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS A MEDIATING VARIABLE

The purpose of this study is to investigate the influence of training, motivation, leadership, and competence on employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The research contributes to understanding how factors such as training, motivation, leadership, and competence influence employee performance with job satisfaction as a mediating variable at the Deputy I of the Ministry of Youth and Sports of the Republic of Indonesia. The study population included all 131 employees under Deputy II, comprising civil servants, PPPK, and institutional honorary staff. The data were collected through questionnaires structured with a modified Likert scale. Structural Equation Modeling (SEM) using Partial Least Square (PLS) and SPSS was applied to simultaneously examine both structural relationships between latent variables and measurement relationships between indicators. The results of this study succeeded in proving that leadership has a positive and significant effect on employee job satisfaction. Second, leadership is a good leader. Fourth, competence affects job satisfaction, the results show that good competence cannot always produce high employee performance. The findings can inform strategies for enhancing employee development and satisfaction, ultimately improving performance outcomes within governmental institutions.

Pengaruh Kualitas Kehidupan Kerja, Pemberdayaan dan Pelayanan Publik Terhadap Kinerja Pegawai Kantor Kecamatan Songgom Dengan Kepuasan Kerja Sebagai Variabel Intervening

The main objective of this study is to determine how the quality of work life, empowerment, and public service affect the performance of employees at the Songgom District Office, with job satisfaction as an intervening variable. This research uses a quantitative approach with the SmartPLS 3.2.9 analysis tool. The population used in this study consists of all employees working at the Songgom District Office, totaling 138 respondents. The sample in this study was selected using the Stratified Random Sampling method and calculated using the Slovin formula, resulting in a sample size of 103 respondents. Data collection was conducted by distributing questionnaires. The results of the path coefficients for direct and indirect effects show that the quality of work life variable has a significant positive effect on job satisfaction, with a t-value t-table (11.660 1.96) and a sig value of 0.000. Empowerment does not affect job satisfaction, with a t-value t-table (0.506 1.96) and a sig value of 0.613. Public service has a significant positive effect on job satisfaction, with a t-value t-table (5.536 1.96) and a sig value of 0.000. Job satisfaction does not affect employee performance, with a t-value t-table (0.313 1.96) and a sig value of 0.755. The quality of work life has a significant positive effect on employee performance, with a t-value t-table (3.655 1.96) and a sig value of 0.000. Empowerment has a significant positive effect on employee performance, with a t-value t-table (5.570 1.96) and a sig value of 0.000. Public service does not affect employee performance, with a t-value t-table (0.060 1.96) and a sig value of 0.952. The job satisfaction variable is not able to mediate the quality of work life, with a t-value t-table (0.059 1.96) and a sig value of 0.953. Job satisfaction is not able to mediate empowerment, with a t-value t-table (0.027 1.96) and a sig value of 0.979. Job satisfaction is not able to mediate public service, with a t-value t-table (0.039 1.96) and a sig value of 0.957.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

Factors Analysis of Job Satisfaction at XYZ Company

This study aims to identify and analyze the factors that affect Job Satisfaction in XYZ company, through the variables of Serving Leadership and Work Motivation. This study uses a quantitative method by involving a saturated sampling technique based on certain criteria so that all employees in company XYZ become a research sample of 32 people. Furthermore, data was collected through a questionnaire processed with relevant statistical methods, namely multiple linear regression tests with the JASP 0.18.3.0 (2024) data processing software application. The results of this study show that: (1) Serving Leadership (X1) has a positive and significant effect on Job Satisfaction with the value of tcount &gt; t table tcount &gt; t table (20.100 &gt; 2.04227) with prob. Sig &lt; 0.05 (&lt; 0.05). (2) Work Motivation (X2) has a positive and significant effect on Job Satisfaction with a ttable &gt; ttable value (10.966 &gt; 2.04227) with prob. Sig &lt; 0.05 (&lt; 0.05).

CORPORATE CULTURE AS A FACTOR IN PERSONNEL EFFICIENCY

The article is devoted to the study of the influence of corporate culture on the efficiency of personnel through the prism of work psychology. The main focus is on the analysis of key components of corporate culture, such as corporate values, norms and traditions, and their impact on staff motivation. Corporate culture is defined as a set of values and beliefs that determine the behavior of employees and the effectiveness of the organization as a whole. The psychological climate in the organization is considered as a critical factor affecting job satisfaction and the emotional state of employees. The article substantiates the importance of maintaining a healthy psychological climate for ensuring high productivity. Various aspects of personnel motivation are considered, including intrinsic and extrinsic incentives. It has been found that a positive corporate culture promotes motivation, improves communication and strengthens trust between employees. In particular, factors such as open communication, support from management and opportunities for professional development are key to ensuring high performance. The study shows that a positive psychological climate helps reduce stress levels and increase overall job satisfaction. It is noted that corporate values, which are shared by all members of the organization, create a basis for successful cooperation and achievement of common goals. The authors provide recommendations for implementing effective management practices to improve corporate culture. Special attention is paid to the role of leadership in the formation of a favorable working environment. The conclusions emphasize the need for a strategic approach to the formation of corporate culture. It is emphasized that investment in the development of corporate culture has a positive effect on the efficiency of the staff in general. Keywords: corporate culture, work psychology, personnel motivation, psychological climate, corporate values

Factors Influencing Job Satisfaction among Mental Health Nurses: A Systematic Review.

Job satisfaction is crucial for healthcare professionals, and understanding its influencing factors is essential for fostering a positive work environment, reducing turnover rates, and improving the overall quality of patient care. This systematic review examined the factors linked to nurse job satisfaction in psychiatric hospitals and diverse psychiatric settings, analyzing the findings through the lens of Herzberg's theory. Despite existing evidence, gaps remain in understanding the differences in factors affecting job satisfaction across various settings. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, we conducted a comprehensive systematic review by searching six databases, namely PubMed, CINAHL, Cochrane Library, PsycINFO, Scopus, and APA PsycNet. Our search yielded an initial 567 studies published between January 2014 and February 2024, which were subsequently screened and evaluated based on predetermined inclusion criteria. Following this process, a total of 16 studies were deemed eligible for final analysis. Each of these selected studies underwent an independent review by two authors, utilizing the Joanna Briggs Institute checklist tool to ensure rigorous assessment. The findings revealed that interpersonal relationships, working conditions, and recognition were the most frequently reported factors associated with nurse job satisfaction, along with various extrinsic, intrinsic, personal, emotional, and psychosocial factors. Notably, psychiatric hospitals showed a mix of personal, extrinsic, intrinsic, and psychosocial factors influencing job satisfaction, with demographic factors being the most frequently examined. In contrast, diverse psychiatric settings focused more on external aspects impacting job satisfaction. The review highlights the importance of both intrinsic and extrinsic factors and suggests that future research should employ more robust methods and consider psychiatric hospitals and other mental health contexts. Herzberg's theory provides a valuable framework for understanding the factors associated with nurse job satisfaction.

Motivating Filipino Generation Z employees at work: enablers and outcomes

PurposeThis research focused on exploring factors that engender the work motivation of Gen Z employees and determined whether these factors affected their job satisfaction, engagement and affective commitment to their organizations.Design/methodology/approachThe study employed a sequential mixed-methods approach, starting with 40 qualitative interviews to determine the work motivation factors of Gen Z employees. Findings of the qualitative study were then validated through an online survey that gathered data from 132 Gen Z employees. The quantitative study tested a model that relates factors that contribute to the motivation of Gen Z and positive employee outcomes – affective commitment, job satisfaction and work engagement.FindingsSeveral factors were found as contributors to the work motivation of Gen Z employees: learning and development, family, impact on others and society, passion and enjoyment, financial security, ability to provide for oneself, personal achievement and self-rewards. The result of the structural equation modeling showed that the presence of motivating factors at work is a significant predictor of the outcome variables. Moreover, affective commitment was also found to partially mediate the relationship between the motivating factors and outcome variables – job satisfaction and work engagement.Originality/valueThis study addresses the dearth of empirical studies on factors that motivate Gen Z employees (the youngest employee cohort that recently joined the workforce) and how these contribute to positive work outcomes. Findings may help organizations curate their human resources management programs to attract, engage and motivate their Gen Z employees.

Kepuasan Kerja Karyawan Bagian Produksi CV. Wac Melalui Lingkungan Kerja Fisik dan Motivasi Kerja

This study aims to determine the effect of physical work environment (variable X1) and work motivation (variable X2) on employee job satisfaction. The method used in quantitative method research uses descriptive data analysis methods and associative methods, the measurement scale used for data measurement is semantic differential, multiple regression analysis to measure the consistency of partial and simultaneous test values to test the hypothesis. This study shows the results partially that the physical work environment has a positive effect on employee job satisfaction and work motivation has a positive effect on employee job satisfaction, while simultaneously the physical work environment and work motivation affect job satisfaction. With a good physical work environment and the higher the motivation of employees at work, the better job satisfaction they have.

PENGARUH ISLAMIC LEADERSHIP DAN ISLAMIC ORGANIZATIONAL CULTURE TERHADAP EMPLOYEE PERFORMANCE DENGAN VARIABEL INTERVENING JOB SATISFACTION (BANK SYARIAH INDONESIA KANTOR AREA JEMBER)

This study aims to analyze the impact of Islamic leadership and Islamic organizational culture on employee performance, with job satisfaction as a mediating variable, at Bank Syariah Indonesia in the Jember Area Office. This research employs a quantitative method with a survey approach, using a questionnaire as the instrument. The sample consists of 41 employees working as tellers, customer service representatives, and backoffice staff. The sample was selected using purposive sampling techniques. The data were analyzed using SEM-PLS techniques. The research findings indicate that Islamic leadership has a positive and significant effect on job satisfaction, Islamic leadership has a positive and significant effect on employee performance, Islamic organizational culture does not affect job satisfaction, Islamic organizational culture does not affect employee performance, job satisfaction has a positive and significant effect on employee performance, job satisfaction does not mediate the effect of Islamic organizational culture on employee performance, and job satisfaction does mediate the effect of Islamic leadership on employee performance.

Relationship Between Job Satisfaction and Various Factors of the Job Demand-Control-Support Model Among Iranian Nurses: Structural Equation Modeling Modeling Study

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 &lt; 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.

The Influence of Work Life Balance and Employee Rotation on Performance with Job Satisfaction as an Intervening Media at the State Asset and Auction Service Office, Palembang

This study aims to determine and prove the Influence of Work Life Balance and Employee Rotation on Performance with Job Satisfaction as an Intervening Media at the Palembang State Asset and Auction Service Office, both directly and indirectly. The population in this study were employees at the Palembang State Asset and Auction Service Office, totaling 37 people. Sampling in this study used the Saturated Sample technique, namely sampling was carried out randomly from the population. So in this study, the number used was 37 employees as research samples. Data analysis used in this study was by using the Structural Equation Model (SEM) analysis method which was operated through the Partial Least Square (PLS) program. The results of this study indicate that, the Work Life Balance variable affects Job Satisfaction, the Employee Rotation variable affects Job Satisfaction, the Work Life Balance variable affects Performance, the Employee Rotation variable affects Performance, the Job Satisfaction variable affects Performance, the Work Life Balance variable affects Performance with Job Satisfaction as an Intervening variable, the Employee Rotation variable affects Performance with Job Satisfaction as an Intervening variable.

Work Stress and Job Satisfaction Among Female Bankers in Nepal

The purpose of the study is to identify the causes of stress and how stress affects job satisfaction in the banking sector. Data on the employees' Satisfaction and stress levels are also provided by this study .Non-probability sampling was utilized to create a representative sample for the study, which included 16 different banks . There were 386 responders in the sample. A questionnaire was used to get the primary data from the respondents. One-way ANOVA, correlation, and regression analysis. The results of the study demonstrate that work-life balance, peer support, and stress connected to the job all significantly affect how well employees perform in the banking sector. The study also comes to the conclusion that employee happiness is not significantly impacted by organizational stress factors.

On the importance of congruence between personal and work values – How value incongruence affects job satisfaction: A multiple mediation model

This study proposes a novel conceptualization of work values designed to quantify the degree of incongruity between personal values and workplace demands. We define work values as the priorities individuals wish to be recognized for in their workplace, while personalvalues are those the individual personally identifies with. By contrasting personal and work values, we provide evidence for value incongruence among employees and showed that this measurement of value incongruence effectively predicts key job-related metrics. Value incongruence directly reduces job satisfaction, but its primary impact is indirect. Our multiple mediation analysis reveals that it mainly affects job satisfaction through perceived job meaningfulness, relationships with supervisors, and opportunities for career advancement. We discuss the implications of our findings for various stakeholders and suggest potential improvements for individual and societal well-being linked to the future of work.

Supplementary information for: On the importance of congruence between personal and work values–How value incongruence affects job satisfaction: A multiple mediation model

Supplementary information for: On the importance of congruence between personal and work values–How value incongruence affects job satisfaction: A multiple mediation model

The Influence of Organizational Communication, Information Technology and Motivation on Employee Performance: Job Satisfaction as an Intervening Variable

An organization can manage human resources that have performance in accordance with the goals of the organization, Low employee performance affects the image of the organization. The data analysis method uses a probability test of all population elements with a sample of 100 individuals. The study uses Structural Equation Modeling (SEM) and uses SmartPLS. For hypothesis testing, the Path Coefficient is used which aims to measure the direct effect, while the Indirect Effect is used to assess the indirect effect. Based on the results of the study, it explains that organizational communication does not affect employee performance, organizational communication does not affect job satisfaction, information technology does not affect employee performance, information technology does not affect job satisfaction, motivation affects Employee Performance, motivation affects job satisfaction, job satisfaction affects employee performance, job satisfaction does not mediate organizational communication on employee performance, job satisfaction does not mediate information technology on employee performance and job satisfaction is able to mediate motivation on employee performance at the Solok City Health Office.