Components Of Job Satisfaction Research Articles

Assessing alumni success: income is NOT the only outcome!

Institutions may be interested in using alumni career success as evidence of institutional effectiveness, but the current study suggests that using income as the sole outcome may not be entirely capturing the occupational experience of graduates. Utilising data from the Strategic National Arts Alumni Project, exploratory and confirmatory factor analysis indicated that there are two distinct components of job satisfaction for arts graduates: intrinsic satisfaction and extrinsic satisfaction. The results of ordinary least squares regression analyses for these two factors provide some relationships concerning demographic and occupational characteristics with these two areas of satisfaction. In considering overall job satisfaction, intrinsic satisfaction may play a larger role in how alumni perceive their career outcomes and success.

She’s already busy

Purpose – This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. Design/methodology/approach – Alumnae (n = 160) responded to an e-mail survey regarding their self-reported OCBs, job satisfaction, work engagement and several demographic and organizational variables. Findings – In this fiscal climate, organizations are challenged with fostering an environment encouraging employees to go beyond job requirements. Findings here suggest that married women who are engaged in work have the highest propensity to do this by engaging in these non-compensated, non-mandated behaviors. However, importantly, differences were found between organizational loyalty citizenship and helping behaviors. An inverse relationship was also found between job tenure and helping behaviors: an interesting result. Research limitations/implications – An important implication of the research is the dissection and examination of two sub-dimensions of OCB (i.e. organizational loyalty and helping), providing a better understanding of the dimensionality of the phenomenon and how they relate to job satisfaction and work engagement for a significant segment of the American workforce: women. Originality/value – This study examines the dimensionality of OCB (as called for by previous research) and establishes that not all OCBs can be treated equally, as antecedents vary in their predictability of OCB engagement. Further, this research investigates the relationship between individual job satisfaction components (pay, recognition and supervision) and OCBs to help clarify conflicting findings between OCB and this key workplace attitude.

Pay and Job Satisfaction: A Comprehensive Analysis of PTCL after its Privatization

Job satisfaction has major impact on PTCL(Pakistan Telecommunication Company Limited)after it was privatized and had been studied by many researchers and many of them providedgood arguments that how it affected the job satisfaction of employee on the firm after it was privatized. It has been recognized that job satisfaction can play a vital role. We examine the impact of human job satisfaction when the firm privatized. We identify different variables onthe basesof job satisfaction.In this research paper different components of job satisfaction had been identified i.e. Promotion, Pay, Recognition, Supportive Management and Organizational Commitment. To find out its relation of job satisfaction of the employees, working in different types of organization such as public and private organizations etc.This term was taken to visiting PTCL (Pakistan Telecommunication Company Limited) to understand the effect of job satisfaction on both employee and organization.The result revealed that job satisfaction has significance correlation with privatization of firm and employee’s. However job satisfaction showed significant correlation with the dependent variable.Job satisfaction is a mental position of an employee that changes with time that arise factors of satisfaction and dissatisfaction. Gratified employees will feel more confident and answering to the organization commitment dissatisfied employee will lead to ambiguity.

Effects of Organizational Structure on Job Satisfaction in the Nigerian Financial Sector : Empirical Insight from Selected Banks in Lagos State

The level of job satisfaction and effectiveness of every human depends upon an appropriate organization structure; as organization structure is the prescribed pattern of work-related behavior that are deliberately established for the accomplishment of organizational goals. During the last decade quite a lot of discussions have taken place, in the corporate world, about organizational structure, and a lot of organizational success and job satisfaction by the employee are attached to the structure that is in place. Yet opinions still considerably differ with regard to the most appropriate organizational structure that would enhance job satisfaction. This study therefore examined the effects of organizational structure on job satisfaction in the Nigerian financial sector, empirical insight from selected leading banks in Lagos State, Nigeria. Survey research design was used in the study. Data for the study were gotten from both primary and secondary sources. A total of 335 questionnaires were administered randomly to selected banks out of 3711 officials of the leading banks. However, only 280 of the administered questionnaires were filled and returned and 259 of the questionnaires returned were found useful for data analysis. Two hypotheses was advanced to guide the study. The result of the first hypothesis shows that there is a correlation between organizational structure and optimum job satisfaction at 0.795 R-square, hence the Null hypothesis was rejected. Also, the result of the study reveals that there is a relationship between organizational structure and employee’s recognition at 0.612 R-square, hence Null hypothesis two was rejected. Findings of the study shows that there is a correlation between organizational structure and components of job satisfaction via need for dominance, achievement & autonomy. The study recommends that organizations should design a suitable structure which must begin with some ideas of what the organization is out to achieve (prime purpose of the organization). The study therefore concludes that managers should bear it in mind that job satisfaction of workers go a long way to determine their productivity, and hence the realization of organizations goals and objectives. So, suitable structures should be put in place to enhance optimum level of job satisfaction.

Does participative management produce satisfied employees?: Evidence from the automotive industry

The effect of participative management on job satisfaction was examined in an automotive sales company in Macedonia. The information was collected from 150 employees. Three components of participatory management was analyzed in the research (1) participatory management style (2) participatory strategic planning process and (3) effective supervisory communication. Results showed that there was a positive relationship between all three components of participatory management and job satisfaction. The relationship between participatory management and job satisfaction was analyzed using statistical methods to determine the correlations and OLS regression model. The study highlights methodological developments in determining the effect of participatory management on job satisfaction in the automotive sales industry. The findings suggest that there is a positive relationship between both and it is therefore important to sustain these factors in order to maintain employees’ motivation.

Factors of Job Satisfaction of Agricultural Scientists and Their Opinions for the Job from the Selected State Agricultural Universities

Job satisfaction is not a permanent attitude. Though it is not momentary yet it is only a relatively enduring state which undergoes a change with the needs of the individual, the capacity of work situation in fulfilling these and the individual's own perception of the situation (Roy and Menon, 1974). Happock (1935) defined job satisfaction as ‘any contribution psychological, physical and environmental circumstances that cause a person truthfully say, ‘I am satisfied with my job’. According to Blum and Naylor (1968), job satisfaction is general attitude, which is the result of many specific attitudes in the areas of specific job factors, individual characteristics, group relationship outside the job. Glimmer (1971) has defined job satisfaction as the result of various attitudes, the person hold towards the job, towards the related factors and towards the life in general. Keeping this thing in mind the study was conducted with the sample size of 300 agricultural scientists selected from the three agricultural universities, namely, PAU, GBPUAT and HAU. A structured questionnaire was prepared for collecting the relevant data and filled by the personal interview by making visits to the relevant universities. The data were tabulated and analysed with the help of appropriate statistical tools by using Statistical Package for Social Sciences (SPSS). It was found from the results of the study that out of 30 determinants of job satisfaction, 17 determinants were non-significant which means that these determinants did not differ as far as the level of job satisfaction mean scores was concerned in the three universities: PAU, GBPUAT and HAU. Those determinants were self-esteem or respect from your colleagues, prestige of job outside department, opportunity for promotion, opportunity of job outside department, pay for job and amount of close supervision and so on, and this might have happened because these were the basic components of job satisfaction required by the agricultural scientists of PAU, GBPUAT and HAU. The relationship of age of respondents with job performance revealed positive and significant correlation in PAU but in GBPUAT and HAU, the relationship were found non-significant. The job performance of respondents of PAU and GBPUAT showed non-significant correlation with their family income whereas in HAU, a negative and significant correlation between respondent's job performance and family income, which revealed that as the income increases, job performance declines. It was revealed from the results that with the proper utilisation of the resources especially which was available in human form could make a difference in the present situations of the Universities ultimately polish the teaching, research and extension activities in such a pious place.

Analysis of job satisfaction of the nursing staff of a primary health care unit

This was a cross-sectional, observational study conducted in an outpatient specialty district health unit in the city of Ribeirão Preto, in the southeastern Brazilian state of São Paulo, with the aim to analyze the job satisfaction of the nursing staff. Data were collected using the Index of Work Satisfaction (IWS), a validated instrument which was applied to 23 members of the nursing team in January 2012. Among the components of job satisfaction, participants considered Interaction to be most important, followed by Professional Status, Job Requirements, Organizational Policies, Remuneration and Autonomy. The combined mean Index of Work Satisfaction obtained was 8.29, corresponding to poor job satisfaction among the studied population, as most of the studies in the literature that used the same instrument had scores between 12 and 37.

Aspects of Fishery Management, Job Satisfaction, and Well-Being among Commercial Fishermen in the Northeast Region of the United States

The complexity and rapid changes in fishery management approaches have forced fishermen to adopt strategies that may not be congruent with the original appeal of fishing as an occupation. Changes in fish populations and resulting efforts to manage stocks can impact job characteristics that influence job satisfaction (social–psychological needs, basic needs, and self-actualization) and potentially well-being. This hypothesis is addressed through examination of job satisfaction and well-being among 478 fishermen in three subregions of the northeastern United States. The results demonstrate that differences between the mix of regional fisheries and attitudes toward regulations affect two components of job satisfaction and well-being but not self-actualization. Management's attempts to reduce fishing effort therefore need to account for the persistence of self-actualization by either developing appropriate alternative occupations or preparing for the consequences of lower job satisfaction on the well-being of fishermen forced to leave the occupation.

Role of job satisfaction components in organizational efficiency (Case Study: Fars Pegah Company)

This study aims to evaluate the role of job satisfaction components in organizational efficiency, the statistical population of this study consisted of staff working in human resource management and finance and accounting units of Fars Pegah Milk Company including 40 people, among them 15% was selected as a sample. To collect information both job satisfaction and organizational efficiency questionnaires were used and their reliability were determined 84% and 88%, respectively. In this study, Pearson correlation coefficients test was used to identify the relationship between independent variables and dependent variables, and Friedman ANOVA test was used to rank each of the independent variables included in the study based on the importance and impact that they have on the dependent variable. The research results show that in 95% validity, Sig =0.004, so we reject the null hypothesis and accept the other hypothesis. According to the respondents, there is a significant relationship between job satisfaction and organizational efficiency, and since Pearson correlation coefficient is 0.472 for the test, therefore, so it is a direct relationship Normal 0 false false false EN-US X-NONE AR-SA

Job Satisfaction Among Public and Private University/Degree Awarding Institution Librarians of Lahore: A Comparative Study

It is a comparative study regarding job satisfaction among librarians who are serving in public (government) and private sector universities/degree awarding institutes in Lahore. Questionnaires were used to collect data from librarians serving in ten HEC (Higher Education Commission) recognized public and private sector universities/institutes in Lahore. The eight components of job satisfaction were measures derived through literature: physical environment & ICT infrastructure, personal growth, organizational culture, social prestige, salary, rewards, promotion and nature of work. The study observed that librarians serving in public sector universities were more satisfied as compared to the librarians working in private sector universities. While for some aspects, like promotion, private sector universities provided greater opportunities to librarians, as there is a lack of promotional infrastructure in public sector universities of Lahore. The study suggested that authorities in librarianship should formulate policies regarding job satisfaction such as proper reward system or work incentives, encouraging working environment particularly in public sector, and a proper career infrastructure etc

Examining Herzberg-s Two Factor Theory in a Large Chinese Chemical Fiber Company

The validity of Herzberg’s Two-Factor Theory of Motivation was tested empirically by surveying 2372 chemical fiber employees in 2012. In the valid sample of 1875 respondents, the degree of overall job satisfaction was more than moderate. The most highly valued components of job satisfaction were: “corporate image,” “collaborative working atmosphere,” and “supervisor’s expertise”; whereas the lowest mean score was 34.65 for “job rotation and promotion.” The top three job retention options rated by the participants were “good image of the enterprise,” “good compensation,” and “workplace is close to my residence.” The overall evaluation of the level of thriving facilitation workplace reached almost to “mostly agree.” For those participants who chose at least one motivator as their job retention options had significantly greater job satisfaction than those who chose only hygiene factors as their retention options. Therefore, Herzberg’s Two-Factor Theory of Motivation was proven valid in this study. Keywords—Employee job satisfaction, Job retention, Traditional business, Two-factor theory of motivation.

보건소 대사증후군관리사업 참여인력의 역할갈등, 조직몰입, 직무만족 간의 관계

Purpose: The aim of this study was to identify a conceptual link between role conflict, job satisfaction, and organizational commitment, with a specific examination on how job satisfaction mediated the relationship between role conflict and organizational commitment, among community healthcare workers. Methods: Participants were 119 community healthcare workers of the Seoul Preventive Project for Metabolic Syndrome at 15 community health centers. Descriptive analysis, correlations analysis, and multiple regression analysis were used for statistical analysis of our data. Additionally, Sobel's test was used to verify the significance of the mediating effect. Results: An inverse association between role conflict and organizational commitment was found (beta=-0.53, p<.001). This relationship was fully mediated by job satisfaction (z=-6.43, p<.001). Conclusion: Job satisfaction mediates the effects of role conflict on the organizational commitment of healthcare workers in community health centers. Strategies for improving the components of job satisfaction are needed to achieve better outcomes in organizational commitment in the Seoul Preventive Project for Metabolic Syndrome and possibly other work settings.

Impact of the relationship between transformational and traditional leadership styles on Iran's automobile industry job satisfaction

Purpose – This study aims to look into the ways in which leadership styles including transformational and traditional (independent variable) affect employee job satisfaction (dependent variable), focusing on six production lines in the Iranian automobile industry.Design/methodology/approach – The study focused solely on the production line workers and used questionnaires to obtain the relevant data. Implementation of the questionnaires was done using the proportional stratified random sampling method, whereby questionnaires were distributed to the target population over the period June to August 2010. Of the 600 questionnaires distributed 540 were returned completed.Findings – The survey results showed the dominant leadership style practiced in the industry to be the transformational styles. The employees reported moderate satisfaction with their jobs. The findings revealed that different employee job satisfaction components were impacted in different ways depending on the leadership style.Originality/val...

Ingresos y satisfacción laboral de los trabajadores españoles con título de doctor

La creciente demanda de trabajadores altamente cualifi cados en los paísesdesarrollados ha generado en Europa un reciente interés por analizar si laform ación adquirida en los cursos de doctorado es adecuada a lasnecesidades del mercado de trabajo. La satisfacción laboral permiteaproximar tanto la relación entre formación y puesto de trabajo como laacertada gestión por parte de la empresa de sus relaciones laborales conlos doctores. Los resultados indican que el análisis por niveles deganancias son relevantes, ya que permite identifi car dos claroscomportamientos de la satisfacción laboral: por una parte, a medida queaumentan los ingresos aumenta la satisfacción, pero en menor medida enla parte alta de la distribución de ganancias; por otra, a medida queavanzamos por la distribución de ganancias cambia tanto la valoraciónrelativa de los componentes de la satisfacción laboral como su importanciaa la hora de explicar las variaciones de dicha satisfacción.

The influence of transformational leadership on job satisfaction

PurposeThe purpose of this paper is to demonstrate the influence of transformational leadership (TL) on job satisfaction by using the business perspective of the balanced scorecard.Design/methodology/approachThe paper is based on an empirical study of the top four life insurance firms in Taiwan – Cathay, Nan Shan, Shin Kong, and Cumshaw Post Company – that held more than 50 percent of Taiwan's overall market share. The sales employees of these four firms were selected for empirical testing, since in these firms, emphasis is placed on leadership and on how the employees' job satisfaction is reflected in the reduction of internal process costs.FindingsConsistent with earlier predictions, the authors attained significant results, but they did find that group maintenance, group goal achievement behaviors, and their complementarity truly helped enhance employee job satisfaction. This suggests that group maintenance and group goal achievement behaviors, including their complementarity, will provide a more accurate prediction of the relation between intrinsic and extrinsic components of employee job satisfaction and achieving the objective of an internal business advantage.Research limitations/implicationsOnly four firms have been examined in this study. It would be worthwhile to see whether the inclusion of other firms would show similar results. When these four firms are placed in a dynamic environment, TL is a key source for providing an internal business advantage: employee capability to react positively to change provides a very important advantage. Although the integration of both TL and change‐oriented action by the TL and employees to provide employee job satisfaction has not been tested before, it would be useful for future researchers and practitioners to do so.Originality/valueThis paper is of both theoretical and empirical value. Theoretically, it has tried to make use of the business perspective of the BSC. Empirically, this paper has demonstrated the influence of TL in gaining an internal business advantage. There is a dearth of research on how firms successfully integrate the business perspective of the BSC to gain an internal business advantage. The paper investigated the effects on intrinsic and extrinsic components of employee job satisfaction of group direct behaviors as motivated by transformational leadership (TL), including examining group maintenance, group goal achievement, and the interaction between the two (their complementarity).

Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization. Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment

The impact of intrinsic and extrinsic factors on the job satisfaction of dentists

The Two-Factor Theory of job satisfaction distinguishes between intrinsic-motivation (i.e. recognition, responsibility) and extrinsic-hygiene (i.e. job security, salary, working conditions) factors. The presence of intrinsic-motivation facilitates higher satisfaction and performance, whereas the absences of extrinsic factors help mitigate against dissatisfaction. The consideration of these factors and their impact on dentists' job satisfaction is essential for the recruitment and retention of dentists. The objective of the study is to assess the level of job satisfaction of German dentists and the factors that are associated with it. This cross-sectional study was based on a job satisfaction survey. Data were collected from 147 dentists working in 106 dental practices. Job satisfaction was measured with the 10-item Warr-Cook-Wall job satisfaction scale. Organizational characteristics were measured with two items. Linear regression analyses were performed in which each of the nine items of the job satisfaction scale (excluding overall satisfaction) were handled as dependent variables. A stepwise linear regression analysis was performed with overall job satisfaction as the dependent outcome variable, the nine items of job satisfaction and the two items of organizational characteristics controlled for age and gender as predictors. The response rate was 95.0%. Dentists were satisfied with 'freedom of working method' and mostly dissatisfied with their 'income'. Both variables are extrinsic factors. The regression analyses identified five items that were significantly associated with each item of the job satisfaction scale: 'age', 'mean weekly working time', 'period in the practice', 'number of dentist's assistant' and 'working atmosphere'. Within the stepwise linear regression analysis the intrinsic factor 'opportunity to use abilities' (β = 0.687) showed the highest score of explained variance (R(2) = 0.468) regarding overall job satisfaction. With respect to the Two-Factor Theory of job satisfaction both components, intrinsic and extrinsic, are essential for dentists but the presence of intrinsic motivating factors like the opportunity to use abilities has most positive impact on job satisfaction. The findings of this study will be helpful for further activities to improve the working conditions of dentists and to ensure quality of care.

The Relationship between Job Satisfaction and Performance of Administrative Staff in South West Nigeria Universities

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

A STUDY OF JOB SATISFACTION AMONG NON PHD FACULTY IN UNIVERSITIES

This study was conducted to comprehend the overall job satisfaction of non-PhD faculty in universities of Sindh. The study was based on (Herzberg’s, 1959) two factors, motivator (Advancement, Recognition) and Hygiene (Interpersonal, Policies, Compensation) of job satisfaction. A well-structured questionnaire based on (Castillo &amp; Cano, 2004) job satisfaction index was applied to obtain required data from non-PhD faculty members of universities. 125 non PhD faculty members from various universities at a response rate of 83% participated in the survey. The 81% data was reliable for the analysis. The frequencies and cross tabs were calculated from the data. The majority of the respondents was male, graduate, below 30 years of age, married and had job experience of more than 5 years. The factor analysis was applied to find out the underlying variance among the variables. The analysis has found five new components of the job satisfaction. The results showed that overall job satisfaction among the non-PhD faculty members of universities was very low. The motivator and job satisfaction components have significant impact on the overall job satisfaction of the non-PhD faculty. Considering the results, the management of the universities is recommended to focus on the job motivators (Advancement, Recognition) hygiene (Interpersonal/Administration relationship, Policies, Compensation) of the non-PhD faculty for the improvement of job satisfaction and performance. The researchers and scholars may conduct further studies on the factors identified through factor analysis.

Registered nurse job satisfaction and satisfaction with the professional practice model

This paper describes the initial assessment of job satisfaction and satisfaction with the professional practice environment of registered nurses working on units where a professional practice model was implemented and the relationship between these two variables. The nursing shortage has been linked to overall job satisfaction and specifically to nurses' satisfaction with the professional practice environment. Initiatives to increase retention and recruitment and decrease turnover have been linked to work satisfaction among nurses. A descriptive, cross-sectional design was used with participants (N = 101) from four patient care units; this represented a 55% response rate. The nurses were moderately satisfied with the professional practice environment but had overall low job satisfaction. There was a significant negative relationship between overall work satisfaction and satisfaction with the professional practice environment (P < 0.0001). The introduction of the professional practice model may have raised awareness of the components of job satisfaction that were not being met. Thus, the nurses may have become more knowledgeable about the potential needs in these areas. Nurse managers and leaders must recognize that job satisfaction consists of many dimensions, and each of these dimensions is important to nurse retention. Implementation of a professional practice model may heighten awareness of the missing components within a practice environment and lead to decreased overall satisfaction. A broader understanding of characteristics associated with increased satisfaction may aid in development of organizational change necessary to retain and attract nurses.