Determinants Of Job Satisfaction Research Articles

Human Resources Management in Mosul Municipality

This study aims to examine the relationship between the job satisfaction levels of employees in Mosul Municipality and their commitment to the institution. The survey form used as a data collection tool consisted of a personal information form, job satisfaction scale and organizational commitment scale. The findings reveal that the overall job satisfaction level of the participants is moderate. It was also found that the levels of organizational commitment of all types of municipal employees were low. It has been determined that there is a positive and significant relationship between the job satisfaction levels of municipal employees and their organizational commitment levels. It has been understood that the relationships between all factors determining job satisfaction and all types of organizational commitment are positive and significant. It has been determined that promotion, colleagues and non-wage factors come to the fore as factors that significantly and positively affect organizational commitment.

STRATEGI PENINGKATAN KUALITAS KARYAWAN PADA PT.SAWIT KHATULISTIWA LESTARI PEDADANG ESTATE KETUNGAU HILIR KABUPATEN SINTANG

This study examines the strategies for improving the quality of employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate in Ketungau Hilir, Sintang Regency. The focus of this research is to identify the strategies used to enhance the quality of employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate. The research employs a descriptive qualitative method. The subjects of this study include managers, general employees, and employees from the R&D (Resource and Development) department. Data collection techniques used in the study are interviews, observations, and documentation studies. The results of this study indicate that the company motivates and ensures the well-being of employees as a means of improving employee quality. The management frequently conducts training to enhance employees' skills, not only in industrial activities but also in personal and self-development skills. Employee attendance is quite high, with employees arriving and leaving according to working hours and being able to perform tasks according to their positions and responsibilities. However, challenges arise from frequent budget shortages due to the fact that a large portion of PT. Sawit Khatulistiwa Lestari Pedadang Estate's land is still non-productive and in maintenance, and the process of appointing permanent employees takes a long time. Based on the conclusions above, several recommendations are suggested: Regular training for employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate is needed to improve employee quality. To determine job satisfaction as an effort to improve employee quality, periodic opinion surveys should be conducted. The company's financial management needs to be improved to ensure timely wage payments. The company should seek funds that can be fully invested in maintaining the non-productive portion of the land.

Job Satisfaction of Bankers in Islami Shariah-based Private Commercial Banks of Bangladesh: Application of Job Characteristics Model

The study aims to find connections between job satisfaction and different parts of the Job Characteristics Model (JCM) in Bangladesh's non-government Islamic banks. 238 bankers filled out an organized questionnaire for a quantitative research design study. The outcomes were examined using descriptive statistics, multiple regression analysis, correlation analysis, and dependability analysis. The multiple regression analysis shows that the JCM's categories can predict satisfaction well, explaining 59.5% of the total variation. Skill variety, job identity, autonomy, and feedback practices significantly increase job satisfaction, while task significance does not. The most influential factor in determining bankers' job satisfaction was autonomy. The study shows the significance of job characteristics in determining job satisfaction among bankers in Islami Shariah-based Private Commercial Banks. To improve job satisfaction and organizational success, managers and lawmakers should consider making skills more varied, tasks more straightforward, freedom more available, and feedback more available.

Empirical Investigation of Non-Financial Factors Shaping Employee Job Satisfaction in Higher Education Institutions of Jaipur, Rajasthan

The research aims to explore how non-financial factors influence the job satisfaction of employees in higher education institutions, thereby contributing to the advancement of the nation and its citizens. To collect primary data, a quantitative method employing empirical methods has been utilized. Data has been acquired via a standardized questionnaire using stratified random sampling from higher education establishments in Jaipur. A total of 400 responses were gathered, and this study employed multiple linear regression as well as exploratory and confirmatory factor analysis. The findings reveal that training and development, relationships between superiors and subordinates, incentives and recognition, and leave benefits are significant factors impacting job satisfaction. Employee contentment at higher education institutions is predominantly shaped by non-financial aspects, where working conditions are overlooked. The research recognizes the significance of non-financial factors in higher education institutions and uncovers specific statistical proof regarding job satisfaction in this context. The findings suggest that non-financial factors play a substantial role in determining job satisfaction among employees in higher academic institutions. The study gathers essential indicators of employee satisfaction with their roles and applies them to the realm of higher education. It presents numerous factors related to non-monetary incentives for employees in higher education institutions.

Job Satisfaction among Sherubtse Staff: A Comparative Analysis of Teaching and Non-Teaching Staff

Job satisfaction is the fulfilment that an individual derives from employment. The main objective of this study is to assess job satisfaction among teaching and non-teaching staff of Sherubtse College. A quantitative study was conducted to determine job satisfaction. Primary data was collected through random sampling from a total of 39 teaching and 29 non-teaching staff. Out of 68 respondents, 92.6 percent were deemed satisfied, while 7.4 percent expressed dissatisfaction with their current employment status. Data entry and analysis were performed using tests and computations in Statistical Package for Social Sciences (SPSS).

Exploring the Relationship Between Quality of Work Life and Motivational Theories

The aim of the present research paper is to examine the relationship between some popular motivational theories and the quality of work life in order to understand the role which motivation play to enhance quality of work life. It discusses the famous motivational theories like Maslow’s Hierarchy of needs, Herzberg’s two factor theory, Alderfer’s ERG theory, McClelland’s needs theory in a very comprehensive way by a thorough literature review. The paper examines Maslow’ claim that satisfying fundamental needs has a positive influence on QWL, Herzberg’s classification of motivational and hygiene factors contributes to QWL, Alderfer’s ERG theory of employee’s existence, relatedness and growth needs improves QWL, McClelland’s needs theory of meeting employee’s achievement, power and affiliation needs is positively correlated with QWL. Findings show that motivation plays a crucial role in determining job satisfaction, impacting organizational commitment, encouraging a healthy work-life balance and benefiting employee general well-being. The paper concludes by emphasizing that it is significant to integrate motivational theories into organizational practices to optimize QWL.

Prolonged organizational citizenship behavior and its impact on nurses' mental health: a time to rethink

PurposeThe primary objective of this study is to understand the motivational process of the nurses who were engaged in COVID care and performed organizational citizenship behavior (OCB) without caring about their own lives. This study also aims to investigate the consequences of such OCB on life satisfaction when the situation continues for a longer period.Design/methodology/approachFor the study’s first objective, an online cross-sectional survey was conducted on 236 critical care nurses from 18 states of India extending over the period from March 2021 to November 2021, when the country passed through the second wave of COVID-19 infection. For the second objective, a longitudinal study compared the life satisfaction level during and post-COVID by giving a one-year gap (November 2022).FindingsThe findings of this study reveal that during this COVID period, nurses were strongly performing OCB through their organizational and professional commitment, but one year later, they were identified with a low level of life satisfaction.Originality/valueResearch on nurses has already categorized the profession under high emotional labor. Research also reveals that an individual’s emotional labor strategy (deep acting or surface acting) determines job satisfaction. However, under the COVID situation, nurses have displayed an extraordinary level of OCB by placing their own life at risk. Analysis of this study indicates that the OCB within the nurses during the COVID period originated from their commitment, not from the emotional labor strategy, which they used to select as a coping mechanism. However, one year later, it has affected their mental health and lowered their life satisfaction.

Job Satisfaction among Medical Doctors in Nepal: A Descriptive Cross-sectional Study

Introduction: Job satisfaction is an attitudinal variable representing the extent to which people like or dislike their jobs. It is a critical factor influencing healthcare quality, patient outcomes, and overall well-being in medical professionals. This study aimed to determine Job Satisfaction among medical doctors in Nepal. Methods: A descriptive cross-sectional study was conducted among medical doctors of Nepal between June 2023 and August 2023 after obtaining ethical approval from the Ethical Review Board of Nepal Health Research Council. A convenience sampling method was used. The point estimate was calculated at a 95% Confidence Interval. Results: Among 380 participants, 63 (16.58%) (12.84-20.32 at 95% Confidence Interval) expressed satisfaction. The number of satisfied participants above 40 years were 10 (16%) and less than 40 years were 53 (84%). Out of 63, 46 (73.02%) were male and 17 (26.98%) were females. Conclusions: Job satisfaction among doctors practicing in Nepal was found to be lower than the studies conducted in similar settings.

Job satisfaction among physiotherapists working as an academician in Gujarat-A cross-sectional study.

Job satisfaction is an integral part of an individual's Professional life. It denotes to the worker's perception of their workplace settings, relationships among fellows, salary as well as endorsement opportunities. To determine job satisfaction among physiotherapists working as academicians in Gujarat, India. A Cross-Sectional Study. A self-administered questionnaire was used for data collection. The questionnaire was developed on Google Forms and consisted of 15 closed questions, equally distributed on job and career satisfaction, eight of which focused on job satisfaction, and seven on career satisfaction. The socio-demographic factor and work related factor questions were also added to the questionnaire. A total of 102 responses were received and recorded on an Excel spreadsheet for further data analysis. Descriptive analysis and Chi-square test were performed using SPSS. The respondents from different colleges working in government or private colleges, different age groups, marital status and having children or no children and different years of job experience showed non-significant differences in the job satisfaction (p value>0.05). There was a significant difference in gender and salary the respondents received (p value<0.05). The study revealed that from a total of 26 (100%) male participants, 10 (38.5%) male participants were satisfied and 16 (61.5%) male were dissatisfied, whereas from a total of 76 (100%) female participants, 58 (76.3) female were satisfied and 18 (23.7%) female were dissatisfied. Majority of physiotherapists in the current study were satisfied with their job and career, but different factors need to be considered in order to gain high satisfaction in different factors of job satisfaction. The study also concluded major dissatisfaction in salary. Recognition in the society and research opportunities in India.

Assessing the Impact of Financial and Non-financial Rewards on Job Satisfaction: A Cross-sectional Study Among Employees of Health Secretariat Department of Khyber Pakhtunkhwa, Pakistan

Background: An organization's ability to deliver quality services completely depends on its management of human resource in an efficient manner. To maximize potential of health-care professionals, job satisfaction becomes utmost significant. Objectives: To assess the impact of financial and non-financial rewards on job satisfaction of employees of Health Secretariat Department of Khyber Pakhtunkhwa.Material and Methods: A cross-sectional study was conducted from June 2019 to August 2019. A pilot tested and validated semi-structured questionnaire was used to collect data from the employees of health secretariat department through convenience sampling technique. A total of 50 forms were analyzed through SPSS and AMOS. Satisfaction in job, financial and non-financial rewards were tested for their t-statistics and significance level using multiple linear regressions followed by determining effects of moderator of age, experience, and education when employed as an interaction variable. Results: The study results demonstrate that non-financial rewards have more significant relationship (p &lt; 0.05) in determining job satisfaction of employees compared to financial rewards. However, the moderators of increase in age, education and experience (AEE) were seen to enhance the job satisfaction-financial rewards (JS-FR) relationship while AEE had no impact on job satisfaction-nonfinancial rewards (JS-NFR) relationship. Conclusion: The non-financial rewards (recognition, responsibility, autonomy and provision of skill enhancement opportunities) are shown to play a key role in job satisfaction of employees. Hence health organizations should consider them included in their management for more job satisfaction.Keywords: Financial Rewards, Health Care, Human Resource, Job Satisfaction, Pakistan.

Job satisfaction of Spanish and Portuguese optometrists

PurposeGiven the increase in demand for optometry services by society and the importance of the Optometry profession in Portugal and Spain, the objective of this study was to determine job satisfaction and important factors related to this satisfaction in a sample of Portuguese and Spanish optometrists. MethodsA prospective, cross-sectional, and observational study was carried out from June to December 2021. An adaptation of the 15-item job satisfaction in eye-care personnel (JSEP) questionnaire validated by Paudel et al. was administered to Portuguese and Spanish optometrists. The questionnaire was shared through different social media (Facebook, LinkedIn, WhatsApp, etc.) in a Google form during the months of June to December 2021 in Portugal and Spain. ResultsA total of 530 surveys were collected in Portugal (42.3%; n = 224) and Spain (57.7%; n = 306). The factors that most influence overall job satisfaction are salary, career development opportunities, recognition/prestige in society, good work-life balance (all p<0.001), workplace equipment and facilities, and encouragement reward positive feedback (both p = 0.002). When comparing the determinants of job satisfaction of optometrists, it was found that Portuguese professionals were generally more satisfied than Spanish ones (p<0.001). However, Spanish optometrists reported feeling more supported by their colleagues (p<0.001). ConclusionThis study has shown that the level of job satisfaction was higher in Portugal than in Spain. The most important factors influencing job satisfaction were salary, job stability, and support from colleagues.

MODELS FOR PREDICTING THE RISK OF DISSATISFACTION OF GENERAL PRACTITIONERS-FAMILY DOCTORS WITH WORK IN PRIMARY HEALTH CARE CENTERS

The aim of the study was to determine the model for predicting the risk of dissatisfaction of general practitioners (GPs) with their work in primary health care centers based on the results of a questionnaire.&#x0D; Materials and methods. A survey of 89 GPs was conducted using a questionnaire to determine job satisfaction. Each question of the questionnaire was evaluated by the respondents on the Likert total ratings on a 5-point scale. Job satisfaction was assessed at 4 and 5 points, dissatisfaction at 1-3 points.&#x0D; The logistic regression analysis was used to build a model for risk prediction of GPs’ job dissatisfaction. To assess the degree of each factor influence in the logistic regression model, the odds ratio (OR) and its 95 % CI (confidence interval) were calculated. Receiver Operating Characteristic analysis was used to assess the quality of the logistic regression model. The analysis of the research results was carried out using the license package the statistical analysis package MedCalc v.19.4.1 (MedCalc Software Inc, Broekstraat, Belgium, 1993-2020).&#x0D; The results show that 76.06 % of GPs are satisfied with their work. The vast majority are satisfied with the attitude of the management staff, fellow GPs, patients, opportunities of professional development and advanced training, work schedule, working conditions, and team spirit. At the same time, more than half of GPs (54.92 %) are dissatisfied with the comfort of business relations with other subspecialists, 36.61 % of doctors are dissatisfied with the salary, 40.84 % believe that the salary does not correspond to the efforts made, and 45.07 % think that additional financial compensation does not affect the quality of medical care provided. The method of stepwise inclusion/exclusion of variables was used to select a set of features for the multivariate logistic regression model. As a result of this method, 2 factors were selected: a sense of pride in work and working conditions. We established that the more a GP is proud of his chosen specialty and the better working conditions he has, the less dissatisfied he feels with his work. We determined the sensitivity of the model as 76.5 % (95 % CI: 50.1 % – 93.2 %), the specificity as 85.2 % (95 % CI: 72.9 % – 93.4 %), and the diagnostic accuracy as 83.1 % (CI: 72.3 % – 91 %).&#x0D; Conclusions. In the personnel management system of health care institutions, it is necessary to consider many different factors of GPs’ satisfaction with their work, including salaries, relationships with colleagues, patients, the opportunities of professional development, the attitude of management staff, a sense of respect, and working conditions. Forecasting the risk of GPs’ dissatisfaction with their work must be carried out taking into account the presence of doctors’ subjective sense of pride in their work and working conditions.

THE INFLUENCE OF JOB SATISFACTION ON EMPLOYEE TURNOVER RATE OF PT. INDOMARCO PRISMATAMA (PT. INDOMARET) PALEMBANG

This study examines the analysis of the effect of job satisfaction on employee turnover rates at PT. Indomarco Prismatama Palembang. The purpose of this research is to determine job satisfaction on the employee turnover rate at PT. Indomarco Prismatama Palembang. The results obtained from the regression analysis using the SPSS version 22 tool indicates that there is an effect of job satisfaction on employee turnover rates at PT. Indomarco Prismatama Palembang., where the results of R in simple linear regression analysis show a correlation between the two independent variables on the dependent variable. The R figure is 0.278, meaning that the correlation between the human resource competency variables is 0.278, this means that there is a strong relationship because the value is close to 1. Meanwhile, the results of R Square (R2) show the value of the coefficient of determination. This figure will be changed to the form of a percentage, which means the percentage of the contribution of the dependent variable. R2 value of 0,

Tahap Kepuasan Kerja Dalam Kalangan Pensyarah Kolej Vokasional

Job satisfaction refers to an employee's positive or contented feelings about his or her work. Significantly, the job satisfaction of TVET educators will impact academic achievement, engagement, and student well-being. Thus, this study aimed to determine job satisfaction among TVET instructors at vocational colleges, which involved 44 lecturers from the Vocational College in Negeri Sembilan. This quantitative study employs 50 questions covering five factors: working conditions, salary, direct supervision, coworkers, and promotion opportunities. The Statistical Package for Social Science Version 22.0 software analysed the data. The study results indicate that overall job satisfaction among TVET instructors at the Vocational College is moderate. The colleague factor is at the highest level of satisfaction, while the promotion opportunities factor is at the lowest level of satisfaction. The data analysis also revealed no significant correlation between job satisfaction and gender, expertise, or years of experience. In order to improve the quality of teaching and the commitment of lecturers, stakeholders need to increase the level of job satisfaction of lecturers by offering them more promotion opportunities. At the same time, the lecturers should take advantage of the excellent teacher pathway opportunities for career advancement.

The Relationship Between The Level Of Midwife Satisfaction With Improving The Quality Of MCH Services In The Working Area Of Muara Dua Health Center In Lhokseumawe City

The background of this study is the complexity of factors that affect midwives' job satisfaction, especially at Muara Dua Health Center, Lhokseumawe. Job satisfaction is related to motivation, continuing education, salary and benefits, management, tasks, work environment, workload, and moral satisfaction. The characteristics of motivational factors are distinguished between intrinsic characteristics such as challenge, recognition, autonomy, work, and responsibility that determine job satisfaction. Extrinsic characteristics such as salary, security in work, working conditions. Job dissatisfaction can lead to delays and absences, inability to conduct proper checks, work fatigue. To determine the relationship between the level of midwife satisfaction with improving the quality of maternal and child health services at the Muara Dua Health Center in Lhokseumawe City. The study was conducted on 55 samples of midwives at the Blang Muara Dua Health Center, Muara Dua District, Lhokseumawe City, with a comfortable cross-sectional work design, giving satisfaction to 14 midwives (58.3%) and 10 uncomfortable people (41.7%). Meanwhile, 31 respondents were satisfied with a comfortable work environment by 19 people (61.3%) and dissatisfied with an uncomfortable work environment by 12 people (36.7%). Based on statistical tests on bivariate analysis with the Exact Fisher test at a 95% confidence level, a value of P = 0.084 (p &lt; 0.05) was obtained, meaning that there was no significant relationship between a comfortable work environment and the level of midwife satisfaction. There is a significant relationship between the distribution of service fees in accordance with midwives' satisfaction in improving the performance of maternal and child health services. At the same time, there is no meaningful relationship between the comfort of the work environment and the level of midwives' satisfaction in improving the performance of maternal and child health services. There is a significant relationship between the distribution of tasks and midwife satisfaction in improving the performance of maternal and child health services. There is no significant relationship between leadership elements and midwives' satisfaction in improving the performance of maternal and child health services.

Factors Affecting Hospitality Teachers Job Satisfaction in Case of North India

This study aims to investigate the factors influencing job satisfaction among teachers working in hospitality institutions in North India. A total of 300 participants voluntarily took part in the research and completed a carefully designed questionnaire. The questionnaire included both multiple-choice and Likert scale items to assess the participants' perceptions of work satisfaction. The survey results indicated that factors such as salary, opportunities for professional growth, and management support were crucial in determining job satisfaction. The findings emphasize the importance of addressing these factors to improve the overall job satisfaction of teachers in hospitality institutions in North India. The research outcomes can provide valuable insights for the development of strategies and interventions aimed at enhancing job satisfaction among educators in the hospitality education sector across the region.

Work-Family conflict, Social support and Job satisfaction: A Cross-Sectional study of Nurses in Pokhara

INTRODUCTION: Research in the field of nursing has long attempted to address the issue of job dissatisfaction. However, there is scant empirical evidence on work-family conflict and social support in the context of Nepal, both of which are important factors in determining job satisfaction among nurses. Hence, this study examined the role of work-family conflict and social support in determining job satisfaction among nurses in Pokhara. MATERIALS AND METHODS: A descriptive, cross-sectional and correlational study was conducted with a purposive sample of 210 nurses from 10 (public and private) hospitals in Pokhara. Using a Likert-based self-administered structured questionnaire, work-family conflict, social support, and job satisfaction were measured using three separate scales. SPSS 21.0 was used for the correlation and regression analysis of the hypothesized relationships between the variables. RESULTS: The findings revealed that nurses’ job satisfaction was significantly lowered by family-to-work conflicts but not by work-to-family conflicts. The results also demonstrated that social support from management and peers significantly increased nurses’ job satisfaction. CONCLUSIONS: The study concluded that nurses experienced relatively low levels of work-to-family conflict. However, the responsibilities of the home can still affect their job satisfaction. The findings also revealed that social support from both management and coworkers significantly improves nurses' job satisfaction. Implications and suggestions for future study are also presented.

Organizational Behavior Impact on Work Productivity (Observed From Employee’s Individual Characteristics, Discipline, and Competence)

This study is about to discover the correlation between individual traits, discipline, and skill variables to organizational behavior which outcome is to determine job satisfaction variables of employee performance. This research method uses multiple linear regression and simple linear regression analysis, this study uses the basic population which is employees. The result shows individual parameters have a positive significance on organizational behavior. The result of individual characteristics on organizational behavior is 40.1 with an equation of regression Y = 1.408 + 0.881 X1. The discipline variable has a positive significance on organizational behavior. The contribution of discipline to organizational behavior is 32.5% with the equation of regression Y = 3.730 + 0.965 X2. Individual characteristics, discipline, and competency variables simultaneously influence organizational behavior. The magnitude of individual characteristics, discipline, and competence related to organizational behavior is 55.5 while the equation of multiple linear regression is Y = 0.723 + 0.349 X1 + 0.260 X2 + 0.528 X3. Organizational behavior variables have a positive significance on the productivity of employees. The impact of organizational behavior on employee work productivity is 45.9% with the regression equation Z = 12.690 + 0.494 Y

Job satisfaction among health professionals in a District of North West province, South Africa.

Job satisfaction has become an area of relevance and debate in public health as it is directly linked to staff absenteeism, retention and turnover of the workforce and as such, influences the organisational commitment of the workers and the quality of health services provided. It is therefore essential to discern what drives healthcare professionals to remain working in the public health sector. This study aimed to determine job satisfaction and its associated factors among healthcare professionals. North-West province South Africa. A cross-sectional study was conducted among 244 healthcare professionals of different categories in three district hospitals. A self-administered structured questionnaire with 38 questions to measure job satisfaction was used to collect data. The chi-square test was used to compare groups, and a p-value < 0.05 was considered statistically significant. Overall, 62% of the participants were not satisfied with their job. The most common factors that participants were not satisfied with include job security (52%), standard of care (57%), opportunity to develop (59%), payment or wages (76%), workload (78%) and working environment (89%). Job satisfaction was significantly influenced by age, job category and years of service. The predictors of job satisfaction include age, category of employees and years of service. Interventions are required to improve the degree of job satisfaction among health care professionals. Findings of this study will assist informing plans that are geared towards enhancing healthcare worker job satisfaction, retention and consequent health systems strengthening.

Descriptive predictors of nursing faculty’s job satisfaction

Introduction: Nursing shortages are directly impacted by the growing number of faculty vacancies in the United States. Many factors contribute to these vacancies including age, retirement, compensation, lack of funding for positions, marketplace competition, geographical area, lack of qualified applicants, and workload. The retention of qualified nursing faculty is crucial to the future health care system and to higher education institutions with nursing programs. Identifying work factors that consistently influence faculty members' intentions to remain in academia is crucial to ensuring public health with a robust nursing workforce of the future. The purpose of this article is to present an overview of the literature related to determining job satisfaction and job descriptive work-engagement levels of individuals who are employed as higher education faculty members in the field of nursing.Description: Retention efforts for nursing faculty, due to shortage, have become necessary to examine how faculty perceive their engagement with teaching. A descriptive, correlational project study design was performed using an invitation to complete an online survey via Qualtrics as a part of a larger study of nursing faculty. This article will examine six predictor variables of the Job Descriptive Index (JDI) and the Job in General (JIG).Discussion: This study explored the job descriptive index and job satisfaction of faculty in nursing schools as it relates to an assortment of descriptive variables, including demographics, pay, supervisors, rank, peers, and workload reflections. Nursing faculty perceptions of promotion opportunities, salaries, resources, and support play an important role in attracting, hiring, and retaining nursing faculty, as shown by the results of this study. The findings from this study can serve higher education institutions in ascertaining the satisfaction variables that can be altered to attract and retain faculty in nursing.