Antecedents Of Job Satisfaction Research Articles

Antecedents of Job Satisfaction and Organizational Commitment of Young Employees: Evidence from Vietnam

The intention of this study is to determine whether a significant relationship between corporate governance and financial performance exists among 100 Shariah-compliant companies listed on the Bursa Malaysia in the Consumer Products and Services sector, and whether they demonstrate good governance practices. This study extracts annual data from 2011 – 2021. Panel data analysis (Fixed and Random effects) model along with Hausman test, were adopted in this research to examine the effects of corporate governance (CG) attributes which are board size, CEO duality, number of board meetings, directors with accounting qualifications, number of Malay directors, number of women directors and board independence. Firm performance is measured by Return on Assets (ROA), Return on Equity (ROE), and Earnings Per Share (EPS). Findings of this study revealed that companies that adopted MCCG practices did not improved their overall performance, and it has minimum impact on financial performance. Keywords: Corporate Governance; Firm Performance; Shariah-Compliant; Panel Data Analysis

An investigation of the relationship between subordinate–manager conflict and job satisfaction in a cross-cultural context: An affective events theory approach

PurposeThis study aims to reveal the association between task conflict and job satisfaction with the mediating role of incivility and the moderating role of self-esteem. In addition, the data collected from the UK and Turkey were analyzed separately, and the aim was to contribute to the literature in this field by analyzing the research model in a cultural context.Design/methodology/approachThis research focuses on the relationship between managers and subordinates in organizations. In this study, a survey method was applied to 708 subordinates, both UK and Turkish citizens, working in nine different industries. The obtained data were first analyzed in combination; then, the data of both countries were analyzed separately, and the effect of cultural differences on the research model was investigated.>FindingsAccording to the results obtained, the relationship between task conflict and job satisfaction is negative, and subordinates’ perceptions of incivility play a mediating role in this relationship. In addition, subordinates’ self-esteem level has a moderating role in the effect of task conflict on job satisfaction through incivility. However, there is no evidence of an effect of culture on this model.Originality/valueThis study contributes to the literature by presenting new evidence on the antecedents of job satisfaction. In addition, it is one of the pioneering studies that provides evidence of the impact of the perceptions and personal characteristics of disputants in a task conflict on task conflict outcomes. Furthermore, this study contributes to the limited cross-cultural studies in the conflict and job satisfaction literature.

Antecedents of job satisfaction: A moderated mediation model

Antecedents of job satisfaction: A moderated mediation model

FACTORS AFFECTING JOB SATISFACTION AND BURNOUT ON NURSES IN GENERAL HOSPITAL

Background: Burnout is a pathological syndrome in which a maladaptive emotion develops in response to prolonged work stress. One of the causes of burnout is low job satisfaction, so it can affect various aspects of work. Job related factors are usually considered acceptable for interventions or strategies to increase satisfaction. Factors from job related itself are working conditions, work autonomy, and work family conflict. Purpose: to determine the factors that influence job satisfaction on nurses at a government hospital in Pemalang Regency. Design: From the total of 160 respondents, there were 30 male respondents and 130 female respondents. The majority group of respondents was in the range of 31 - 40 years old. In terms of education, 48.8% with D3 Nursing education. 94.4% of respondents are married. On average, respondents have worked for > 5 years (85%) and 91.9% of respondents have working hours of 41 – 59 hours/week. The results show that job satisfaction is proven to have negative effects on burnout. Result: The result model (empirical model) of this study is known to have substantial small predictive accuracy (R2) and medium predictive relevance (Q2) on burnout as the predicted dependent variable. Conclusion: Therefore, it can be concluded that the antecedents of job satisfaction in this research model can adequately predict job satisfaction variables. Thus, this research model can be suggested to be replicated and tested further in other nurse populations at other hospitals that are potential for future research.

Analysis of Factors Affecting Job Satisfaction and Impact to Burnout on Hopsitalization Nurses in General Hospital

Burnout is a pathological syndrome in which a maladaptive emotion develops in response to prolonged work stress. One of the causes of burnout is low job satisfaction, so it can affect various aspects of work. Job related factors are usually considered acceptable for interventions or strategies to increase satisfaction. Factors from job related itself are working conditions, work autonomy, and work family conflict. Purpose: to determine the factors that influence job satisfaction on nurses at a government hospital in Pemalang Regency. Design: From the total of 160 respondents, there were 30 male respondents and 130 female respondents. The majority group of respondents was in the range of 31 - 40 years old. In terms of education, 48.8% with D3 Nursing education. 94.4% of respondents are married. On average, respondents have worked for > 5 years (85%) and 91.9% of respondents have working hours of 41 – 59 hours/week. The results show that job satisfaction is proven to have negative effects on burnout. Result: The result model (empirical model) of this study is known to have substantial small predictive accuracy (R2) and medium predictive relevance (Q2) on burnout as the predicted dependent variable. Conclusion: Therefore, it can be concluded that the antecedents of job satisfaction in this research model can adequately predict job satisfaction variables. Thus, this research model can be suggested to be replicated and tested further in other nurse populations at other hospitals that are potential for future research.

Universities’ and Academics’ Resources Shaping Satisfaction and Engagement: An Empirical Investigation of the Higher Education System

Higher education research has claimed that the successful future of the educational service is highly dependent on the competencies and observations of the participants in the system, where service quality, employee satisfaction and engagement play an essential role in organizational competitiveness. Therefore, to contribute to the scarce investigation of the role of the institutions’ efforts in the support of engaged academics, we aim to assess the quality of higher education from an internal angle by investigating universities’ and academics’ resources as the antecedents of job satisfaction and engagement. The data from a survey with 322 academics from Macedonian public universities were analyzed using partial least squares structural equations modelling. The results of the estimated model reveal that institutional and educational capacities and academics’ adequate competencies are essential for accomplishing favorable perceptions, leading to a committed community dedicated to improving the higher education system. The implications underline that it is vital to recognize the institution’s potential by identifying and assessing the resources and capacities it possesses or can access. Moreover, to involve satisfied employees, universities must encourage academics’ position and integrity in the institution and promote harmonious collaboration while motivating their capacities and excellence development.

Analysis of Factors Affecting Job Satisfaction and Its Impact on Burnout

Human resources are one of the important aspects that can and must be managed by an organization in order to make a maximum contribution. It will be difficult for a company to operate smoothly and achieve its goals if its workforce is unable to execute its duties and functions properly. But each workforce has its own goals. Apart from the company goals that he must achieve, the workforce also has other goals to meet various personal needs. Therefore, companies need to consider the needs of each workforce so that they can feel satisfaction at work. The purpose of this study was to determine the factors that influence job satisfaction in nurses at the Regional Hospital of the City of Bukittinggi. This study uses a quantitative research design using Particle Least Square – Structural Equation Model (PLS-SEM). The sample in this study was 160 respondents. The results of this study are that three independent variables, namely working conditions and work autonomy as antecedents of job satisfaction are proven to have a significant and positive effect, and work family conflict is proven to have a significant and negative effect on job satisfaction. Furthermore, the results of the study show that job satisfaction has a negative effect on burnout. The outcome model (empirical model) of this study is known to have a small substantial prediction accuracy (R2) and moderate prediction relevance (Q2) on burnout as the predicted dependent variable

Antecedents of Job Satisfaction and Its Progressive Intertwinement with Organizational Commitment: From a Higher Education Perspective

AbstractAs higher education institutions assume an ever-increasing role in the global shift to a knowledge-based economy, the requirement for a sufficient number of skilled academic staff as knowledge producers and disseminators at each institution becomes critical. In spite of this, schools and universities, like many other organizations, are seeing a major exodus of staff owing to poor job satisfaction and organizational commitment. To overcome these critical concerns, a thorough grasp of the factors acting as the driving force behind job satisfaction and its intertwinement with organizational commitment is vital. This study is conducted utilizing a PLS-SEM approach in order to achieve the stated objective. This research demonstrates the favorable influence of job rewards, job attributes, job stress, dispositional affects, job responsibility, and profession attractiveness on employee work satisfaction, as well as the negative effect of job stress. In addition, this study demonstrates the reciprocal nature of the relationship between job satisfaction and organizational commitment, with the influence of organizational commitment on job satisfaction predominating over the influence of job satisfaction on organizational commitment. This research not only contributes to the enrichment of the relevant literature and the resolution of the associated academic debate, but it also gives evidence-based policy suggestions that can be implemented to increase employee job satisfaction and organizational commitment.

THE EFFECT OF FIVE FRENCH AND RAVEN’S MANAGERIAL POWER BASES ON EMPLOYEE JOB SATISFACTION: A REVIEW AND IMPLICATIONS FOR MANAGERS IN TANZANIA

Job satisfaction is an attitude of employees towards their job. It is important in business organizations because it increases individual and organizational effectiveness. Employee job satisfaction mostly is attributed to demographic characteristics, employee behaviours and psychological capital. The effect of managerial power on job satisfaction has not been explicit among antecedents of job satisfaction in management literatures. The paper objective was to explore the effect of five French and Raven’s managerial power bases on employee job satisfaction in organizations of various backgrounds. The paper adopted a qualitative methodology by reviewing 13 empirical literatures published online from different parts of the world. The paper found that referent, reward and expert power bases used by managers mostly had significant positive effect on employee job satisfaction. It was also found that coercive and legitimate power bases had mixed findings regarding their effects on employee job satisfaction. While coercive and legitimate powers had positive effect on employee job satisfaction in some few organizations, several others felt the negative effect of legitimate and coercive powers on job satisfaction. Based on the perspective of literature review, the paper concluded that reward, referent and expert managerial power bases lead in having positive effect on job satisfaction. The paper provided implication for managers in Tanzania to sustain employee job satisfaction through usage of power bases by French and Raven. KEYWORDS: Managers, expert, power, employee, satisfaction

Antecedents of job satisfaction and organisational commitment - PLS-SEM approach

Antecedents of job satisfaction and organisational commitment - PLS-SEM approach

Big Five Personality Traits on Job Satisfaction Mediated by Procedural Justice

The aim of this paper is to investigate relations between an isolated dimension of Big Five personality traits and job satisfaction, while considering a mediating effect on this relationship. More specifically, personality traits like Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism or OCEAN, are treated as antecedents of job satisfaction while procedural justice is considered as mediator in understanding the underlying mechanism. Data was gathered via a questionnaire in a cross-sectional study of Big Five Inventory (44 items), Job Satisfaction Survey (12 items) & Procedural Justice (9 items). Primary data were collected from 127 hotel front desk managers working in three-star hotels within central region in Malaysia and were analyzed by using SPSS v25 and PLS-SEM v3.2.8. It was found that across the traits, Neuroticism had the strongest relationship with job satisfaction, while Conscientiousness did not have any relationship with job satisfaction. Procedural justice completely mediated the association between Conscientiousness and job satisfaction, but only partially mediated the relationships between Openness to experience, Extraversion, and Agreeableness and job satisfaction. By assessing the Big-Five personality traits as predictors of job satisfaction, this research adds to the body of knowledge and gives crucial information to indicate that organizations should place a greater emphasis on improving employees’ justice, which is the underlying relationship between personality and job satisfaction. The findings from this paper may allow organizations related to hotel industry to formulate strategic plans to diminish employee turnover rates while increasing job satisfaction and thus profitability.

Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction. AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives. MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123. FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only. DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction. ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.

Performance appraisal as antecedents of job satisfaction among employees in a selected public institution of higher learning

Performance appraisal (PA) is an important activity in any organisation. Employers have the responsibility of evaluating the work performance of each and every employee. In acknowledgement of this, most organizations persist in conducting performance appraisals despite numerous problems and constraints. This research attempts to determine the influence of performance appraisal as antecedents of job satisfaction among employees in a selected public institution of higher learning in Sarawak, East Malaysia. Quantitative methodology using an adapted questionnaire with statistical tests like Pearson Correlation Coefficient and Multiple Linear Regression (Stepwise) were utilised to analyse the data. The findings indicated that the strengths, weaknesses, opportunities and threats of PA have a positive and significant relationship with job satisfaction. Results also revealed that the strengths of PA is one of significant factors contributing to job satisfaction among employee on the practice of performance appraisal system.

Antecedents of job satisfaction and organizational commitment - PLS-SEM approach

Antecedents of job satisfaction and organizational commitment - PLS-SEM approach

The Antecedents of Job Satisfaction amongst Academicians: An Empirical Evidence from a Malaysian Private University

Job satisfaction has always been a prevalent area of interest around the globe. Generally, job satisfaction amongst academicians is inspired by several constructs which follow several theoretical assumptions. Many job satisfaction antecedents have been recommended based on the principles as stated by higher education institutions. This paper provides an extensive critical analysis whether the economic and environmental factors could influence the job satisfaction amongst academicians in a Malaysian private university. This antecedent is extensively investigated in literature and most of them are observed from the Western countries’ viewpoints. Despite the comprehensiveness of the empirical research on job satisfaction in the West, previous research investigating on job satisfaction antecedents in the Malaysian higher education institutions particularly in private universities remain scarce. As a result, this study provides empirical evidence from a Malaysian perspective on job satisfaction antecedents. The study surveys a sample of 198 respondents (99.0% usable response rate) which were duly completed and returned to the study. The findings showed relationships were significant among the constructs developed in assessing job satisfaction. The dimension of human resources policies is the most contributing factor. It could be concluded that the economic and environmental factors significantly influence the job satisfaction amongst academicians with several imperative constructs. The management of universities in Malaysia need to identify best practices that could provide maximum job satisfaction benefits to the academicians. This paper will contribute towards literature of job satisfaction, whereby lead to enhancing higher education institution performance in Malaysia, especially for private universities.

미국 해양경비대의 직무만족과 조직성과의 영향요인 : 중앙본부와 지방청의 비교를 중심으로

미국 해양경비대의 직무만족과 조직성과의 영향요인 : 중앙본부와 지방청의 비교를 중심으로

Antecedents of job satisfaction: Study among banking employees of southern province, Sri Lanka

Antecedents of job satisfaction: Study among banking employees of southern province, Sri Lanka

Do Emotional Intelligence Always Affect Job Satisfaction?

The current research studied the impact of Emotional Intelligence on Job Satisfaction among Government Employees specifically Physicians. The model used for regression has good fit as indicates F – value 1.092 which had significant value.298 as it can be seen that it is above the threshold limit of 5 % level of significant. The relationship between Emotional Intelligence as independent variable is indicating by standardized coefficient Beta with a value of.087. The significant of Beta is tested using T-test and value for t is 1.045 which was found to be.298 again far above the threshold limit of 5% level of significance indicating insignificant relationship between Emotional Intelligence and Job Satisfaction. T- Test was applied to evaluate the effect of Gender on both the variables i.e. Emotional Intelligence & Job Satisfaction and the result showed that there is no effect of Gender on Emotional Intelligence & Job Satisfaction. Although the effect of Age on Emotional Intelligence was found to be significant, as F value was 3.828 which was significant at.011 level. Whereas the effect of Age on Job Satisfaction was found to be insignificant. It is utmost important for the top official of Public sector to focus on the other factors that affect the job satisfaction rather than simply focusing on Emotional Intelligence. the study thus confirms the least relationship between Job satisfaction and Emotional Intelligence therefore further the studies can be conducted to investigate the antecedents of Job satisfaction.

Antecedents of Job Satisfaction among Engineering Faculty

Antecedents of Job Satisfaction among Engineering Faculty

Antecedents of Job Satisfaction: A study of Healthcare Sector

Antecedents of Job Satisfaction: A study of Healthcare Sector