Dimensions Of Job Satisfaction Research Articles

Integrating Landscape Of Organizational Commitment Among Teachers In Indigeneous Primary Schools In Malaysia

Purpose of the study: This study focused on job satisfaction and organizational commitment among teachers who are teaching the indigenous students in the Pahang state. The purpose of this study was to identify the relationship between job satisfaction and organizational commitment among the teachers and to find out which dimension in job satisfaction scored the highest factors in fulfilling organizational commitment. Methodology: This is a correlational study adopting a quantitative approach in data analysis. A questionnaire on organizational commitment was adapted from Meyer and Allen (1990) while job satisfaction dimension was adapted from Spector (1985). The questionnaires were distributed to 51 respondents from 3 indigenous schools in Pahang. This study used purposive sampling technique and data were analysed using SPSS version 25. Main Findings: Findings showed a significant relationship between job satisfaction and organizational commitment among the teachers. The result showed that promotion opportunities were the element of job satisfaction that has the highest influence towards organizational commitment, meanwhile supervision has the factors lowest influence to organizational commitment. Applications of this study: This study is beneficial to the Pahang State Education Department in providing guidelines on how to increase organizational commitment among teachers in indigenous schools. Besides that, this study also benefits the school management as it offers a guideline for them to improve performance appraisal. The findings can also help future researchers by providing better understanding of the connection between job satisfaction and organizational commitment. Novelty/Originality of this study: Although literature pertaining to job satisfaction and organizational commitment has often been discussed internationally, there is a scarcity of investigation on the issue in the Malaysian context, explicitly in the topic related to indigenous school teachers. Hence, this study is trying to fill this gap.

Using AI to Enhance Recruitment Effect

In today’s rapid economic development, the competitiveness of enterprises is more and more reflected in the talent competition, and the important means to obtain talents is recruitment. With the development of economy, recruitment channels are becoming more and more diversified. Enterprises will choose recruitment channels according to various reasons to recruit suitable candidates for the vacant positions of the enterprise. However, after finding the suitable people, how to keep them or hire them. After the recruitment of employees, whether the performance of employees is related to the recruitment channels has an important reference role for the selection of human resources. We use AI technology to measure the performance of employees through the three dimensions of subjective initiative, job satisfaction and job self dedication. Therefore, it has theoretical and practical value for improving the recruitment effect and contribution.

INFLUENCE OF ORGANIZATIONAL STRUCTURE, WORK DESIGN AND COMPETENCY TOWARD NURSES PERFORMANCE SATISFACTION

A critical institution in a society is the hospital as a centre for medical services. There are physicians and nurses in the hospital. Nurses are also expected to enhance nursing performance as the largest health care team. The organisational structure here can only strengthen the perception of some dimensions of job satisfaction, such as the attainment of value. Ali and Zia-ur-Rehman (2014) found a strong link between work design and the performance of employees and job satisfaction that had a positive effect on the performance of employees. The topic of this study is formulated in the title on the basis of the review of the following problems: The influence of organisational structure, work design and competence on the performance satisfaction of nurses at Jakarta Seaport Hospital and Omni Hospital Pulomas. The method of this study is quantitative descriptive research, namely research on data gathered and expressed in the form of numbers. In this report, the target population was as many as 200 nurses at the Jakarta Seaport Hospital and as many as 200 nurses at the Omni Pulomas Jakarta Hospital. Result: Organizational structure (X1) on the satisfaction of the performance of nurses at Omni Hospital Pulomas has a higher impact value than Jakarta Seaport Hospital, while Jakarta Seaport Hospital has a higher impact value for Work Design (X2) on Nurse's Performance Satisfaction (Y) than the Omni Hospital Pulomas in Jakarta, and for the Jakarta Seaport Hospital Competency Variable (X3) (Y). In comparison, Omni Hospital has the effect of competence on the performance satisfaction of nurses (Y). Nurses need to further strengthen their performance and competence and pay more attention to patients' concerns.
 
 JEL: L20; M10; I10
 
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Job satisfaction and employees’ turnover in hotel industry: Evidence from Lagos state Nigeria

Studies that examined the link between facets of job satisfaction and employees’ turnover in respect of hotels in Lagos state are limited in literature. This study therefore aims to determine the correlation between five dimensions of job satisfaction and employees’ turnover in respect of hotels in Lagos state. The study adopted a survey design. Through on-site data collection, data were collected from 332 employees of 60 hotels in Ikeja, Lagos state. Partial Least Squares were adopted for the analysis and the result show that four of the five tested hypotheses were supported. The result further show that all the five dimensions of job satisfaction considered in this study put together have the tendency of influencing 43.2% of changes in employees’ turnover in hotels in Lagos State. By clarifying the connection between the facets of job satisfaction and employees’ turnover in Lagos State, this study offers an insight for effective management of employees’ turnover in hotel industry in an emerging economy. Hence, hotel owners and managers in Lagos State can minimize employees’ turnover by enforcing strategies and practices gear towards limiting job stress, enhancing promotion opportunities, supervisor’s support, and a friendly workplace environment. To the best of the authors’ knowledge, this study is the first to determine the connection between facets of job satisfaction and employees’ turnover in respect of hotels in Lagos State using Smart PLS_SEM approach. The study argued that employees’ retention in the hotel industry in Lagos State depends on the combination of the management of job stress, enhanced promotion opportunity for staff, suitable supervisor’s support, and provision of a friendly workplace environment.

ORGANISATIONAL CLIMATE AND JOB SATISFACTION OF FACULTY MEMBERS IN HIGHER EDUCATION:A STUDY ON BODOLAND UNIVERSITY, ASSAM, INDIA

Organisational climate is a process of quantifying the culture of an organisation. The word climate usually describes the practices involved in communication, conflict, leadership and rewards. Job satisfaction is the level of gratification a person feels regarding his or her job. This feeling is mainly based on an individuals perception of satisfaction. Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees understanding of the work environment and their level of job satisfaction. The present study is undertaken with a view to study the relationship between Organisational climate and Job satisfaction of faculty members and also to examine different dimensions of Organisational climate and Job satisfaction in Bodoland University. For the study, an established assessment instrument on organisational climate is used as organisational climate survey instrument which includes organisational design, communication, leadership, teamwork, decision-Making, culture, job satisfaction and motivation (Instrument development by Allen and Mayer, 1991). The survey questionnaire consisted of a series of 35 items which was administrated to selected respondents. The respondents were required to indicate based on a 7 – point scale from strongly disagree to strongly agree. The findings indicate that there is moderate level of relationship between organisational climate and Job satisfaction.

Impact of Job Satisfaction on Employee Turnover Intention at Bank Al-Habib

This study aims to examine the impact of job satisfaction on employee turnover intention in Bank Al Habib in Pakistan. This research is quantitative in nature and has utilized the double linear regression analysis and the data was collected through self-administrated structured questionnaire. A sample of 375 employees in the Bank Al Habib was selected randomly. The collected data was analyzed through partial least square technique using the Smart PLS software. The findings and results demonstrated that job satisfaction has a significant relationship with turnover intention. Five job-satisfaction dimensions as prescribed by the job descriptive index were employed to measure the job satisfaction variable, which include salary satisfaction, promotion satisfaction, work environment satisfaction, task satisfaction, and supervision satisfaction. The first-dimension salary satisfaction was found to have a significant relationship with turnover intention, which validates that if more salaries are offered to the employees, the job satisfaction level increases and turnover intention decreases. Similarly, the second dimension, promotion satisfaction was to also be found to have a significantly relationship with turnover intention which asserts that higher promotion and career development opportunities reduce the employee turnover intention. Correspondingly, the third variable, work environment satisfaction has a significant relationship with turnover intention which demonstrates that the better co-worker relationships and better physical work environment characteristics reduces employees’ turnover intention. Likewise, the fourth and fifth variables task satisfaction and supervision satisfaction, respectively, also validate a significant relationship with job satisfaction and a significant relationship with turnover intention. The purpose of this study was to provide a valid framework to the managers and decision makers at bank Al-Habib which would help them devise appropriate job motivational strategies to increase job satisfaction, reduce turnover intention and overall promote organizational productivity and efficiency.

Employee attitudes on TQM implementation and job satisfaction in public health sector

The quality of service in the public health sector is an essential aspect that influences patient satisfaction. Providing quality in public health sector means delivering health service in an affordable, safe and effective manner, with minimal risk and harm for patients. In other words, it means fulfilling patients’ needs and surpassing their expectations. In order to provide patients with good-quality and satisfactory service, many public health organizations implement quality standards that contribute with many benefits and advantages, among which employee satisfaction stands out. The objective of the research was to evaluate the attitude of employees in public health institutes towards the dimensions of job satisfaction and their perception of the level of TQM implementation, with regard to the employees’ sociodemographic characteristics. In order to achieve this objective, ANOVA was used to test the hypotheses and determine the difference between observed sociodemographic characteristics with regard to the dimensions of job satisfaction and the application of TQM principles in research. Beside that, correlation coefficient was used to test the connection between overall job satisfaction and the level of TQM implementation (overall TQM principles). The findings suggest that level of education and the length of service have a significant effect on the differences in assessments among employees, while position in the workplace affects within certain dimensions of job satisfaction, as well as within their perception of the TQM implementation. Results have also shown that there is a statistically significant relationship between job satisfaction and the level of implementation of TQM principles. The present study provides valuable guidelines for public health sector managers since the results of the research indicate the level of perception of the implementation of TQM principles and job satisfaction dimensions with which employees are the most and the least satisfied, thus pointing out to management in public health sector institutions the areas in which certain improvement measures should be implemented. As this study focuses specifically on Institutes of Public Health, future research could be expanded to encompass other public health institutions such as hospitals and private clinics as well as other sectors.

COVID-19 organizational support and employee voice: Insights of pharmaceutical stakeholders in Jordan

COVID-19 has posed unprecedented challenges for organizations and impacts on employees worldwide, particularly in the healthcare sector. This paper proposes a conceptual model to examine the mediating effects of job satisfaction and job burnout on the relationship between COVID-19 organizational support (COVID-OS) and employee voice among pharmaceutical stakeholders in Jordan. To empirically test the model, the data were collected through a questionnaire from 248 community pharmacists in Jordan. Descriptive statistical analysis, correlation between variables, and hypothesis testing were carried out. The findings supported the proposed model and showed that there is a direct relationship between COVID-OS and employee voice. The findings also revealed that this direct relationship can be mediated by the work-related well-being dimensions of job satisfaction and job burnout. Moreover, It is found that job satisfaction negatively affects job burnout of the employees. This paper makes significant contributions to the theoretical knowledge base and provides practical implications for the context of pharmaceutical employee management, with broader implications for professions related to healthcare services

Theoretical Construction of Job Satisfaction of Workers of Creative Industries in Mexico City

Job satisfaction is a concept studied since 1935 by both qualitative and quantitative studies. It is defined as a man's attitude towards his work. The objective of this study was to analyze the theoretical construction of job satisfaction that has been developed by the workers of the creative industries who live in Mexico City. The qualitative method of the informed theory was used. The sample was integrated by ten workers from various areas of the creative industries, working within the informal sector. In-depth interviews were conducted, which results were analyzed with the Atlas.ti program. 125 codes were found, which were grouped into six categories that eventually integrated the dimension of job satisfaction of these workers. The results show satisfaction elements that differ from those in the formal sector. Autonomy, achievements, recognition and personal realization are the predominant factors in the theoretical construction that these workers get from their job satisfaction.

A Study of the Relationship Between Job Satisfaction and Work Engagement of Physicians in Public Hospitals

To understand the level of job satisfaction and work engagement of physicians in public hospitals, to analyze the interaction between job satisfaction and work engagement, and to discuss how each dimension of job satisfaction affects work engagement so as to provide information and reference for improving the level of work engagement of physicians in public hospitals. Covering 6 public hospitals in Sichuan (3 tertiary-level hospitals and 3 secondary-level hospitals), 638 questionnaires were obtained from physicians through convenient sampling for data description and analysis. Pearson correlation method was used to analyze the correlation between job satisfaction and work engagement, and multiple linear stepwise regression method was used to analyze work engagement and the influencing factors of each dimension. With regard to job satisfaction, physicians showed high levels of satisfaction in personal safety (3.77±0.87), leadership identification and support (3.59±0.77), and job pressure (3.51±0.81). The mean points of work engagement and each dimension were as follows: total mean points of work engagement (4.02±0.99), dedication (4.21±1.13), absorption (4.19±1.08) and vigor (3.63±1.04). In job satisfaction, salary and benefits, work environment, social recognition, organizational management, leadership identification and support are positively correlated to work engagement and all dimensions. In job satisfaction, 5 dimensions, including social recognition, leadership recognition and support, work achievement, personal safety and organizational management, had a significant influence on work engagement and all dimensions. Emphasis on the high-level needs for recognition and self-actualization of doctors, doctor-patient communication, and personal development of doctors may improve doctors' job satisfaction and work engagement.

Emotional Intelligence, Work-Life Balance, and Work-Related Well-Being: A Proposed Mediation Model

The present study aims to review the existing literature relating to Emotional Intelligence (EI), Work-Life Balance (WLB), and work-related well-being in order to build a model depicting relationships between these variables. For this, various theoretical and empirical studies, which specifically addressed these variables, were examined to build arguments and propositions. These arguments lead us to propose that EI is a vital construct that impacts WLB and various dimensions of work-related well-being, which are, job satisfaction, work engagement and job stress. Further, it suggests that WLB mediates the relationship between EI and work-related well-being. Thus, the paper presents a mediation model depicting linkages between these three variables. It builds an integrative model which will help theorists and researchers to extend literature on work-related well-being and will assist organisations in designing their human resource policies and practices.

Gender Type as a Moderator Variable in the Relationship between Teacher’s Job Satisfaction and Professional Motivation using Multi-group Structural Equation Modeling: نوع الجنس كمتغير معدل في العلاقة بين الرضا الوظيفي والدافعية المهنية للمعلمين باستخدام نمذجة المعادلة البنائية متعددة المجموعات

The current research aims at identifying the level of job satisfaction and professional motivation in teachers, as well as the examination of the role of their gender as a moderator variable in that relationship using a multi-group structural equation modeling (SEM). The sample consisted of (221) teachers from Minia Governorate, Egypt. For data collection, the researcher prepared two scales; the job satisfaction scale and the professional motivation scale and applied them on the study sample after obtaining the approval of the local ethical committee. Results revealed that all job satisfaction dimensions and the overall degree of job satisfaction were within a moderate possession degree. Furthermore, the study results demonstrated that the moderating role of the gender male- female did not differ in the relationship between job satisfaction and professional motivation of teachers. In light of the research results, a set of recommendations and proposals presented aimed at increasing the level of job satisfaction and improving the professional motivation of teachers.

A Field Study to Determine Organizational Commitment and Job Satisfaction in Hotel Businesses

For organizations to shape their future of Tourism industry, it is essential for them to hire and retain top talent. Therefore, in this research, the relationship between organizational commitment and job satisfaction was examined. A quantitative research method was applied to test between the variables. The questionnaire technique has been used. The data were collected from 218 employees working in five-star and four-star hotels in the city of Ankara, capital of Turkey. First, the correlation coefficients between variables were calculated. Then, T test and One Way Anova analysis were conducted to determine whether there was a difference between variables and demographic characteristics. Finally, it was found that there was a positive and significant relationship between emotional commitment, a sub dimension of organizational commitment and job satisfaction. Further results indicated there is a negative and significant relationship between job satisfaction and other sub dimensions of organizational commitment, normative commitment and continuation commitment.
 Key words: Organizational Commitment, Job Satisfaction, Hotel Employees, Tourism Establishments, Human Resources, Tourism.

Job satisfaction and job commitment of Greek tennis, table-tennis and badminton coaches

The aim of the study was to investigate job satisfaction and job commitment of coaches of the three major racket sports in Greek tennis, table-tennis and badminton. One hundred and ten (N = 110) tennis (NT= 61), table-tennis (NTT = 31) and badminton (NB = 18) coaches responded to the Coach Satisfaction Questionnaire (CSQ), an eleven-factor instrument which assesses coaches’ job satisfaction and to the Occupational-Organizational Commitment Scale, a six factor questionnaire which evaluates the different forms of occupational and organizational commitment. Forty six of the coaches were full-time (NFT = 46) whereas of the rest, sixty four were part-time (NPT = 64). The results of a series of t-tests, ANOVAs and correlation analyses revealed various significant differences and relationships. Some of the most important are that: a) tennis coaches and full-time coaches were more satisfied in most of the job satisfaction dimensions, b) significant correlations were noticed between “job satisfaction” and “organizational commitment” variables, c) “autonomy”, was a predictor of “organizational affective commitment”, d) “satisfaction with coaching job” was the unique predictor of occupational affective and “occupational normative commitment” and e) “team performance” was the only predictor of “occupational continuance commitment”. Most of the results are in accordance with the existing job satisfaction literature however, further research is needed on human relation practices of National Federations and/or sport clubs associated with them, in order to have a better understanding of how certain practices and policies lead to higher levels of job satisfaction, organizational and occupational commitment among racket sport coaches.

The Impact of Applying Good Governance Principles on Job Satisfaction among Public Sector Employees in Jordan

This study aims to investigate the impact of the applying of good governance principles on job satisfaction among employees working in the public sector in Jordan. The study population consisted of all public sector employees who are subject to the Civil Service Code (219,000 employees), where the analysis and sampling unit included all job titles. The study sample size was 384 employees, with 315 returned questionnaires, and 308 questionnaires analyzed after excluding the questionnaires that are not suitable for analysis. The study found a statistically significant impact of applying good governance principles collectively (transparency, justice and equality, accountability, participation, and integrity) in each dimension of job satisfaction separately (salaries and compensations, direct supervision, training programs, promotions, and performance evaluation) to varying degrees. The results showed a statistically significant effect of applying good governance principles on job satisfaction among employees in the public sector in Jordan.

The Association between the Participation of Quality Control Circle and Patient Safety Culture.

Promoting patient safety culture (PSC) is a critical issue for healthcare providers. Quality control circles program (QCCP) can be used as an effective tool to foster long-lasting improvements on the quality of medical institution. The effect of QCCP on PSC is still unknown. This was a retrospective study conducted with matching data. A safety attitudes questionnaire (SAQ) was used for the evaluation of PSC. The association between all scores of six subscales of SAQ and the participation QCCP were analyzed with both the Mann–Whitney and Kruskal–Wallis tests. A total of 2718 valid questionnaires were collected. Most participants of QCCP were females (78.9%), nurses (52.6%), non-supervisors (92.2%), aged <40 years old (64.8%), degree of specialist or university graduates (78%), and with work experience of <10 years (61.6%). Of all participants, the highest scores were in the dimension of safety climate (74.11 ± 17.91) and the lowest scores in the dimension of working conditions (68.90 ± 18.84). The participation of QCCP was associated with higher scores in four dimensions, namely: teamwork climate (p = 0.006), safety climate (p = 0.037), perception of management (p = 0.009), and working conditions (p = 0.015). The participation or not of QCCP had similar results in the dimension of job satisfaction and stress recognition. QCCP was associated with SAQ in subjects with the following characteristics: female, nurse, non-supervisor, aged >50 years old, higher education degrees and with longer working experiences in the hospital. In this first study on the association between each dimension of SAQ and the implementation of QCCP, we found that QCCP interventions were associated with better PSC. QCCP had no benefits in the dimensions of job satisfaction and stress recognition.

Teacher burnout: relations between dimensions of burnout, perceived school context, job satisfaction and motivation for teaching. A longitudinal study

ABSTRACT The purpose of this longitudinal study was to analyse relations between teachers’ perceptions of job demands and job resources in the school environment and dimensions of burnout, depressed mood, job satisfaction and motivation to leave the teaching profession (quit). The participants were 262 Norwegian high school teachers. The teachers’ perceptions of three job demands (time pressure, low student motivation, and dissonant value context) and two job resources (autonomy and supervisory support) were measured at time 1 (September) whereas burnout, depressed mood, job satisfaction and motivation to leave the teaching profession were measured at time 2 (April). The data were analysed by means of confirmatory factor analysis and SEM analysis. The job demands and the job resources that were included in the study related differently to the three dimensions of burnout (emotional exhaustion, cynicism, and self-perceived accomplishment) and the dimensions of burnout related differently to measures of depressed mood, job satisfaction, and motivation to quit. For instance, time pressure was the strongest predictor of emotional exhaustion whereas low student motivation and working in a dissonant value context were the strongest predictors of cynicism. Also, autonomy was positively associated with self-perceived accomplishment whereas low student motivation was negatively associated with self-perceived accomplishment.

Relationships Between Job Satisfaction and Job Demand, Job Control, Social Support, and Depression in Iranian Nurses.

Nurses often experience a wide variety of stressful situations. Excessive work stress influences the physical and mental health of nurses and decreases their life quality and professional efficacy. In addition, high levels of psychological stress may cause job dissatisfaction and job strain. The objective of this study was to explore the relationship between several work-related risk factors and job satisfaction in Iranian nurses. A cross-sectional study was conducted on 730 nurses from four public hospitals in, respectively, northern, southern, eastern, and western Iran. Variables in the job demand-control-support (JDCS) model were measured using the Job Content Questionnaire, and job satisfaction was measured using the Minnesota Satisfaction Questionnaire. The mean score for job satisfaction was 62.94 ± 14.24, which is considered moderate. Nurses with a low level of job satisfaction had significantly higher psychological and physical job demands (p < .05). Significant relationships were found between job satisfaction and several dimensions of the JDCS model, including psychological job demands (β = -0.11, p < .001), physical job demands (β = -0.86, p = .004), skill discretion (β = 0.48, p = .033), decision authority (β = 0.43, p = .028), and supervisor support (β = 1.85, p = .004). The sociodemographic and JDCS model variables used in this study explained 42% of the variation in job satisfaction (R2 = .42). Enhancing the job satisfaction of nurses is possible by creating a balance between job demands, job control, and social support.

Job satisfaction at specialized eating disorder units in Norway.

Patients with an eating disorder are frequently referred to as a particularly challenging group to treat. As a consequence, it is important to understand how working with eating disorders affects workplace well-being. Job satisfaction is a key indicator of workplace welfare. The aims of the current study were to (a) measure overall job satisfaction among healthcare providers working at specialized eating disorder units in Norway, and (b) to investigate possible differences in job satisfaction between professional groups and between staff working fixed versus rotating shifts. This cross-sectional study is part of a larger study investigating work-related well-being at specialized eating disorder units in Norway. The total sample was composed of 186 participants from 11 specialized eating disorder units. Overall, high job satisfaction was found across all professional groups. There were significant differences between daytime and shift workers on several dimensions of job satisfaction. Medical doctors and clinical psychologists scored significantly higher than nursing staff on several aspects of job satisfaction. This study suggests high job satisfaction across all professional groups among healthcare providers working at specialized eating disorder units, contrary to commonly-held beliefs that working with eating disorders is very demanding.

Influencia de la inteligencia emocional sobre la satisfacción laboral: Revisión de Estudios

.La inteligencia emocional es un concepto que ha cobrado especial importancia en las organizaciones, al ejercer influencia en la satisfacción laboral. El objetivo de la presente revisión de estudios fue determinar si la inteligencia emocional influye sobre la satisfacción laboral. Las bases de datos utilizadas fueron: Google Scholar, SciELO, Redalyc, Dialnet, Google libros, libros físicos, seleccionando un total de 52 referencias. Se retomó la teoría de Daniel Goleman para describir los componentes de la inteligencia emocional y la teoría de José Meliá y José Peiró para identificar las dimensiones de la satisfacción laboral. Se concluye que la inteligencia emocional contribuye a percibir y mantener una actitud positiva frente al trabajo y, por lo tanto, poseer una buena satisfacción laboral.