Differences In Levels Of Job Satisfaction Research Articles

Unveiling the Dynamic Landscape of Job Satisfaction: A Multi-Dimensional Analysis of Teachers in Public and Private Colleges

Workplace satisfaction plays a crucial role in enhancing job performance and overall productivity. This study aimed to investigate and compare the factors influencing job satisfaction among private and public college teachers in District Bhakkar, Punjab, Pakistan. The research focused on understanding the distinct elements contributing to job contentment within these educational sectors. The study population encompassed all private and public college teachers in District Bhakkar. A sample of 346 college instructors participated, comprising 201 from public colleges and 145 from private colleges. This quantitative research utilized a self-developed questionnaire employing a 5-point Likert scale to collect primary data. The findings revealed a notable difference in job satisfaction levels between public and private college teachers. Public college teachers reported higher levels of satisfaction in areas such as job autonomy, respect, recognition, salaries, personal growth, promotions, and job training, compared to their counterparts in private colleges. Interestingly, there was no significant disparity in job satisfaction perceptions between male and female college teachers. Based on these results, it is recommended that initiatives be undertaken by owners or management of private colleges to enhance teachers’ self-recognition, respect, job autonomy, salaries, rewards, personal growth and development opportunities, promotions, training provisions, and job security. Such measures can potentially improve overall job satisfaction among private college teachers, consequently enhancing their performance and job engagement. Keywords: Job Satisfaction, Intrinsic Factors, Extrinsic Factors, Education, Job Satisfaction Scale, Teacher, Student

FACTORS CONTRIBUTED TO JOB SATISFACTION AMONG NURSES WORKING AT TERTIARY HOSPITALS IN THE KLANG VALLEY: AN ADAPTATION OF THE HERZBERG'S THEORY

Job satisfaction is linked to job performance in the workplace, and in the nursing context, it is critical in influencing productivity and patient care quality. The study adapts Herzberg's Theory to determine factors contributing to job satisfaction among nurses working at tertiary hospitals in Klang Valley. A cross-sectional study was conducted, and it involved 403 nurses who work in two public hospitals in Klang Valley. Samples were selected using simple random sampling, and data was collected using a self-administered questionnaire of two parts. Part A contained sociodemographic characteristics, and Part B measured job satisfaction. Descriptive analysis, correlation analysis, t-test, ANOVA, and Multiple Linear Regression (MLR) were used. Results of bivariate analyses indicate significant differences in job satisfaction levels concerning age, marital status, year of work experience, and income levels (p < 0.05). When analysed using multiple linear regression, only work experience significantly predicted job satisfaction (p < 0.05). This research expands on empirical findings on nurses’ job satisfaction. In addition, this study is expected to benefit health institutions by providing information to assist policymakers in increasing the participation of nurses in the local workforce.

Impact of e-government maturity on public servants’ job satisfaction

While most e-government literature focuses on citizen satisfaction, that of public servants is widely ignored. The purpose of this study is to test the impact of e-government maturity level on public servants’ job satisfaction. Factors shaping the maturity level of e-government were investigated as well as those contributing to government employees’ satisfaction. Government employees working at Palestinian ministries were the target group of this study. They were the closest to the strategic use of e-government facilities. A questionnaire was designed and distributed via e-mails to a random sample of 159 employees; the survey questionnaire was divided into three parts. A 5-point Likert scale was adopted in this study. SPSS v26 was used to test the study hypotheses. The results reveal a significant impact of e-government maturity on the job satisfaction of public servants (R2 = 0.386, p = 0.000). Moreover, all dimensions of e-government maturity have a positive impact on job satisfaction. The results show the impact of e-government maturity dimensions on job satisfaction as follows: internal efficiency (R2 = 0.254, p = 0.000), external efficiency (R2 = 0.343, p = 0.000), good governance (R2 = 0.364, p = 0.000), and leadership (R2 = 0.261, p = 0.000). The findings also show no differences in job satisfaction levels among public servants due to demographic characteristics.

Level of Job Satisfaction among Acquisition and Erstwhile Bank Employees after Merger and Acquisition

Mergers and Acquisitions are taking place and have dramatically increased in every industry, and the banking industry is not left untouched. As we all know, the banking sector plays an important role in the Indian economy, and it is like a base of the Indian economy. In the last five years, most of the public sector banks were merged for the betterment of the banking industry, and 12 nationalized public sector banks remain after merger and acquisitions. Everything has its own advantages and disadvantages. So Mergers and Acquisitions also have their own advantages, such as - minimized operating expenses, a rise in the share, it prevents the shutdown of an unsuccessful business, avoiding duplication, etc., and disadvantages like:- a breakdown in communication, it creates joblessness, no working experience in the past, strict evaluation, complicated situations, etc. Apart from these things, many bank employees have experienced many psychological effects of mergers and acquisitions. The purpose of this research was to study the effects of the merger and acquisition process on the job satisfaction level of bank employees. For this purpose, the Job Satisfaction Scale (Developed by B. L. Dubey) was used to collect data from 100 bank employees from various banks in the Patna District of Bihar aged between 25 to 50 years. Analysis was done with the help of statistical techniques like mean, SD, and t – value. The result of this study reveals significant differences in job satisfaction levels among Erstwhile and Acquisition Bank Employees as well as officers and clerks groups belonging to the same bank.

MYP Coordinators: Differences in Job Satisfaction Levels based on the Number of IB Programmes

The Middle Years Programme (MYP) is one of four programmes offered by the International Baccalaureate, together with the Diploma Programme, Career-related Programme and Primary Years Programme. This study investigated the difference in job satisfaction levels of MYP Coordinators based on the number of IB programmes delivered in the school. Schools offering the MYP are required to appoint a member of staff to the role of MYP Coordinator. MYP Coordinators differ by age, gender and experience, and work in diverse school environments. The purpose of this study was to explore the job satisfaction of the critical role of MYP Coordinator. Using Herzberg’s Two Factor Theory as the theoretical framework, a modified version of the Job Satisfaction Survey was distributed to all registered Coordinators via email. 344 participants responded to eighteen items addressing the central question: What is the difference in job satisfaction levels of active MYP Coordinators based on demographic factors? The independent variables were age, gender, experience as a coordinator, number of IB programmes in school and eAssessment implementation. Using one-way ANOVA tests and t-tests, no statistical difference in job satisfaction was found for age, gender, experience as a Coordinator or the implementation of eAssessments. There was a difference in job satisfaction levels for MYP Coordinators working in 3-programme (MYP plus Diploma Programme and Primary Years Programme) schools compared with those in MYP-only schools, with the former recording higher job satisfaction levels. This finding demonstrates the need for whole-school alignment in the promotion of an atmosphere that is conducive to effective MYP coordination.

Investigation of Job Satisfaction Levels of Tennis Coaches Who Work in Higher Education Institutions According to Personal Variables

According to some personal variables, this study examines tennis coaches’ job satisfaction levels in higher education institutions. A total of 50 tennis coaches, 16 women (32%), and 34 men (68%) took part in the study. The coaches included in the study are examined in three categories as 26 years and younger (34%), 27-29 years old (34%), 30 years old and above (32%). Two forms were used as tools for data collection. The first one of these forms is a 6-question form created by the researcher to determine tennis coaches’ characteristics. The second one is the Minnesota Job Satisfaction Scale developed by Weiss et al. in 1967 and translated into Turkish by Baycan in 1985. Baycan also conducted the validity and reliability studies of the scale in 1985. The analysis of the data was done in SPSS 26.0 statistics package program. Percentage and frequency distributions were examined in the statistical analysis of the data, independent sample t-test was performed to evaluate the differences between two groups, one-way analysis of variance (ANOVA) was made to determine the difference between more than two groups, and Scheffe test was performed to determine which groups the difference was between. p significance level was accepted as 0.05 (p < 0.05). As a result, there was no statistically significant difference in job satisfaction levels of tennis coaches according to gender, education level, coaching level, and work experience (p > 0.05), while there was a directly proportional relationship between the age variable and job satisfaction levels (p < 0.05).

Familiarity with Mission and Vision: Impact on Organizational Commitment and Job Satisfaction

Abstract Background: The relationship between organizational mission and vision statements, organizational commitment, and job satisfaction has been discussed vastly in previous research, both in the domain of public sector organizations and in profit organizations. Objectives: The goal is to investigate if there are differences in organizational commitment and job satisfaction between employees who are familiar with the mission and vision of their organization, compared to those who are not familiar with them. Methods/Approach: A survey research has been conducted on a sample of 114 employees in private and public sector organizations in the Republic of Croatia. Data were analysed using a t-test to determine the differences between two groups of respondents, i.e. those who are familiar with the visions and mission of their organisation, and those who are not. Results: There are differences in job satisfaction levels between employees who are familiar with the mission and vision of the organization in which they are employed and those who are not. Furthermore, differences are particularly evident in the group of public sector employees. Conclusions: The presence of awareness of the organizational mission and vision among employees has a positive effect on their job satisfaction. This is possibly an indicator of the organization’s culture, which fosters positive values embedded in the organizational vision and mission.

Comparing the job satisfaction of hourly paid and salaried preschool teachers in Turkey

ABSTRACTThis two-phase mixed-methods study compares the job satisfaction of Turkish preschool teachers who are paid hourly against the satisfaction of those on regular contracts. The participants in its first, quantitative phase were 260 preschool teachers, of whom 81 also participated in the second, qualitative phase. Initial data collection from all phase-one participants was via the Job Satisfaction Scale. Then, in phase two, the members of the hourly paid group were asked three open-ended questions, and the regular-contract teachers two of the same questions, related to the advantages and disadvantages of hourly paid teaching. The results indicated a significant difference in job satisfaction levels between the two types of teachers. None of the interactive effects between preschool teachers’ working status and their gender, age, marital status, and in-service training was statistically significant. In phase two, moreover, more than half of the 41 hourly paid teachers (n = 22) emphasised that they worked as hourly for economic reasons, while more than a third (n = 30) of the overall phase-two sample stated that there was no advantage of working as an hourly paid teacher. Working conditions for hourly paid teachers were described as disadvantageous by almost half the members of the phase-two sample (n = 37).

Expatriate health professionals in the Saudi Arabia private sector

This study aimed to identify the differences in job satisfaction levels among expatriate health professionals (EHPs) working in the Saudi Arabian private sector, the stressors affecting their job satisfaction, and the influence of those stressors on their turnover intention. A cross-sectional design was guided by Herzberg's Theory. A convenience sample of 204 expatriate doctors, nurses, and pharmacists in Saudi Arabia were recruited from the private sector. Data were collected from four urban hospitals in regions having 74% of the bed capacity in the private sector. A four-part instrument measured dissatisfiers, job satisfaction, turnover intention, and cultural unrest. The results showed that EHPs have moderate job satisfaction. There was a difference in job satisfaction levels in terms of profession and nationality. Stressors influencing job satisfaction support Herzberg's theory. There was a significant positive correlation between dissatisfiers and job satisfaction. Cultural unrest had a very weak positive correlation with job satisfaction. Working conditions, salary, supervision, interpersonal relationships, hospital policy and administration, and job security were significant predictors of job satisfaction. Job satisfaction and turnover intention have insignificant relationship. The private health organisations can use the findings of this study to promote job satisfaction, decrease turnover intention, and improve cultural acclimatisation

Personality Factors and Job Satisfaction Levels in Military Staff Employed on a Contract basis

Abstract The professional military category currently represents a substantial component of the Romanian army, both in terms of numbers and importance of the work they perform. From the perspective of our country's accession to NATO and the European Union, the importance of the military staff gradually increased. This was mainly due to the gradual professionalization of the army and cessation of conscription. Given the special missions involving military employees either in the country or abroad and the necessary skills to meet them, a rigorous selection for the employment into the military system became a priority. The objective of this research paper was to determine the personality factors influencing job satisfaction levels in military personnel. It also aims to identify differences in job satisfaction levels in officers compared to those of non- commissioned officers (NCOs), taking into consideration the work specificity of each position. This research was conducted on a group of 80 military personnel, both men and women, aged between 25 and 42, from a subunit in Constanta, Romania. The average age of those participating in the study was 34.29 years. The study revealed the existence of differences between officers and NCOs regarding job satisfaction levels. Officers experience a greater satisfaction than NCOs with regards to material aspects such as salary, advantages and collateral benefits, working conditions, being in a leading position and work in general. One of the possible limitations of this study is determined by the small number of subjects in the sample and the low diversity (only one subunit has been chosen). The study results may also be explained by the fact that the subjects responded in a socially desirable manner, which would explain the low scores for some of the job satisfaction levels.

Registered Nurse Job Satisfaction and Collective Bargaining Unit Membership Status

To examine differences in job satisfaction levels between registered nurses who were or were not members of a nursing collective bargaining unit. The nursing shortage could lead to decreased quality of patient care, heavier workloads, and mandatory overtime, resulting in decreased job satisfaction and increased intent to leave. Nursing collective bargaining units use contracts to help decrease patient workload, decrease and eliminate mandatory overtime, increase pay and benefits, and increase job security. Exploring differences in job satisfaction between nurses who are and are not members of collective bargaining units is pertinent to understanding the retention and recruitment of nurses. A descriptive secondary analysis using a survey database from the Minnesota Department of Health. The survey, which included a job satisfaction section largely based on the Index of Work Satisfaction, was sent in 2002 to 3,645 registered nurses in Minnesota. Members of collective bargaining units had higher satisfaction with wages. Nonmembers had higher satisfaction with nursing supervision, patient care, work setting, professional relationships, and overall job satisfaction. There is a need for interventions in institutions with collective bargaining units to improve job satisfaction, nurse retention, and job recruitment.

Job Satisfaction in the Workplace

This study examines the relative importance of background, perception, and organizational variables in explaining differences in job satisfaction levels of black female managers in human-service agencies. Correlational analysis revealed that nine out of twenty independent variables were significantly related to the level of job satisfaction. Multiple regression analysis revealed a six variable predictive model for job satisfaction. Implications of the findings for organizational policies and programs are discussed.