Dimensions Of Job Satisfaction Research Articles

Influence of job satisfaction components on staff performance in the emergency department

Background/Aims The relationship between job satisfaction and job performance has been well-established in healthcare research. This study aimed to measure job satisfaction and performance among staff working in emergency departments in Jordan, and to explore the association between these two variables, focusing on the different components of job satisfaction. Methods A cross-sectional design with a convenience sampling approach was used, recruiting 286 staff working across 11 emergency departments in Jordan. Participants completed a questionnaire comprising validated scales to measure job satisfaction and job performance. Descriptive statistics, Pearson correlation, Cronbach's alpha and multiple regression analysis were used, via the SPSS version 25, to explore the relationship between job performance and different components of job satisfaction. Results Mean scores on the job satisfaction and job performance scales indicated that participants were neither satisfied nor dissatisfied with their jobs, but had high perceived job performance levels. Multiple regression showed a significant positive relationship between three job satisfaction dimensions (colleagues' communication and relationship: B=0.16; physical environment and workplace safety: B=0.28; supervisor support: B=0.17) and perceived job performance (P<0.001). There was a small but insignificant association between job performance and the compensation and promotion dimension of job satisfaction (B=−0.05, P=0.192). Conclusions This study supports previous evidence indicating that job satisfaction is positively linked with job performance, although compensation and promotion may not be a strong predictor of job performance in an emergency department context. Overall, these findings highlight the importance of strategies to improve job satisfaction among healthcare professionals.

THE EFFECT OF DIGITAL LITERACY LEVELS OF HEALTH MANAGERS AND EMPLOYEES ON JOB SATISFACTION: THE CASE OF SAKARYA

Increasing internet usage enables individuals to easily access the information they are searching for. This situation brings up the concept of digital literacy. Healthcare institutions are also increasingly keeping up with this internet age. In this study, it was tried to reveal the difference between the socio-demographic characteristics of healthcare managers and employees working in healthcare institutions and the lower dimensions of digital literacy and job satisfaction. This study also aims to investigate the impact of digital literacy lower dimensions on job satisfaction's lower dimensions and make suggestions. The research was carried out with the participation of health managers and employees consisting of 396 people working in Sakarya University Training and Research Hospital. The data were analyzed using the SPSS 27.0 package program. "Independent Sample T-Test" was used to reveal the differences between two groups, and "One Way ANOVA Test" was used to reveal the differences between three or more groups. Tukey Test, one of the Post-Hoc tests, was used to determine the source of the difference. Correlation Analysis was used to determine the relationship in the research, and Multiple Regression Analysis was used to reveal the effect. According to the research results, a low-level positive relationship was found between digital literacy lower dimensions and internal and external satisfaction (p0.001). In the research, it was determined that the lower dimensions of digital literacy do not differ according to gender, marital status and age, but vary according to the position in the institution. While there is a significant difference between internal satisfaction, which is a lower dimension of job satisfaction, and gender, age and position in the institution, there is a significant difference between external satisfaction and only the position in the institution. It is thought that the offered service will be provided more efficiently and effectively by eliminating the deficiencies determined as a result of the analysis in the institution where the study is conducted.

Investigation of Patient Safety Attitudes of Operating Room Staff

Operating rooms are one of the most chaotic work environments in a hospital. Patient-safety measures must be followed to obtain standardization in health care in the operating rooms. This study was conducted to investigate the patient safety attitudes of the staff working in operating rooms.
 The study was conducted using a descriptive and cross-sectional design with staff working in central operating rooms between February 2017 and October 2017 in Balcali Hospital of the Medical Faculty of Cukurova University, and in Adana Numune Training and Research Hospital. The population of the study consisted of healthcare staff working in the operating room units. Rather than selecting a sample from the population, reaching the whole population was aimed. 254 people who accepted to participate in the study, and who met the inclusion criteria, were included in the study. Staff information forms for collecting demographic data of the staff, and the Safety Attitudes Questionnaire (SAQ) for assessing patient safety attitudes of the staff, were used to collect the data. SPSS version 20 software was used to analyze the data. The results were interpreted using a 95 % confidence interval and a p < 0.05 significance level.
 The mean scores of the SAQ were as follows; the mean total SAQ scores were 49,58 ± 12,67, the scores for the teamwork climate dimension were 58,52±13,63, the scores for the job satisfaction dimension were 59,82±22,41, the scores for perceptions of management dimension were 44,35±22,99, the scores for safety climate dimension were 50,97±15,21, the scores for working conditions dimension were 51,35±25,01, and finally, the scores for stress recognition dimension were 36,83±16,14. 
 The results suggest that the patient safety attitudes of the staff working in the operating rooms were at an intermediate level. Providing necessary education and raising awareness are suggested to improve patient safety attitudes

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

The aim of this study is to reveal the challenges experienced by employees in the tourism sector in Türkiye and to privede suggestions for the remediation of issus.The method of the research is a qualitative research method. Research sample includes 21 tourism employees in the Aegean Region, which is one of the important regions of the tourism sector for Türkiye. A semi-structured interview form has been used for the research. The form contains 6 open-ended questions and 5 demographic variables. Content analysis has been used in the research. According to the results, the most important challenges of employees have become evident as low wage level, long working hours, lack of social-cultural activities, lack of motivation, and insufficient accommodation opportunities in Türkiye. An important point that draws attention here is that the challenges expressed by employees indicate the dimensions of job satisfaction. At this point, it can be said that tourismsector employees have no/insufficient job satisfaction. In this respect, it may be recommended to measure the job satisfaction of tourism sector employees in future research. In order to eliminate or alleviate these challenges, wage policies can be reconsidered and wage increases can be achieved, wage policies specific to the tourism sector can be developed. Regarding the regulation of long working hours, the 4-day working week model is currently implemented in various countries of the world (such as England and Germany). Pilot applications can be made for tourism workers. In addition, social-cultural activities can be organized for employees at regular intervals. Lodgings and houses close to workplaces can be provided by employers to improve accommodation opportunities for their employees. Thus, improving the problems of employees in the tourism sector, which is an important source of income for Türkiye, will increase both the quality of life and job satisfaction of employees.

Validation of a Job Satisfaction Scale among Health Workers

Background: Job satisfaction is a key focus in organizational behavior studies, particularly relevant in the healthcare sector and nursing. It influences patient care quality and staff retention and is shaped by the work environment, working conditions, managerial support, and interactions among colleagues. However, there is limited research specifically addressing the job satisfaction of nurses in Peru, a critical area in health administration. Objective: This study aimed to evaluate the metric properties of the S20/23 job satisfaction scale among Peruvian nurses. Methods: An instrumental research design was employed using a non-probabilistic sample of 325 nurses from two hospitals in Lima, Peru. The Chilean version of the S20/23 scale was used, comprising four dimensions of job satisfaction (relationship with supervision, physical work space, professional fulfillment, and training and decision-making opportunities). Data analysis included descriptive statistics, confirmatory factor analysis (CFA), and reliability tests using Cronbach's Alpha and McDonald's Omega. Results: The CFA revealed a satisfactory fit for the four-dimensional structure with 18 items (χ2 = 387.290, df = 124, p < .001, CFI = 0.92, TLI = 0.90, RMSEA = 0.08, SRMR = 0.05). The scale also demonstrated high reliability for each dimension: relationship with supervision (α = 0.90, ꞷ = 0.87), physical work space (α, ꞷ = 0.92), professional fulfillment (α, ꞷ = 0.88), and training and decision-making opportunities (α = 0.88, ꞷ = 0.84), with acceptable factor loadings (>0.70). Conclusions: The adapted 18-item S20/23 scale is a valid and reliable tool for assessing job satisfaction among Peruvian nurses. The study highlights the importance of specific job satisfaction dimensions, such as relationships with supervisors and professional development opportunities, in the Peruvian nursing context.

The influence of job satisfaction on retention of primary healthcare professionals in Tamil Nadu

Stability among healthcare professionals is considered critical to providing excellent care. Job satisfaction has a significant impact on the productivity and efficiency of human resources in the healthcare industry. This cross-sectional study examined the job satisfaction and retention intentions of healthcare professionals in primary healthcare centers in Tamil Nadu. Convenience sampling was used to collect data from 334 respondents using a validated structured questionnaire. The empirical research revealed that their work values were the most significant predictor of job satisfaction among PHC employees. On the other hand, time pressure had the least significant relationship with PHC employee satisfaction. The findings indicate that targeted interventions to enhance health workers' job satisfaction, reduce stress, and increase positive work values are essential to creating a positive work environment and increasing job satisfaction. This study adds to the literature on job satisfaction and retention of primary healthcare workers in Tamil Nadu. We recommend that healthcare managers promote and enforce PHC workers' work values to keep them positive. Work values and PHC workers' satisfaction and intention to stay have received little research attention. One of the first studies to empirically examine quality improvement, time pressure, commitment, compensation, and work values as dimensions of job satisfaction among health professionals in Tamil Nadu Primary Health Care Centers.

EMPLOYEE MOTIVATION AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR: MEDIATING EFFECT OF JOB SATISFACTION AMONG TEACHERS OF PUBLIC PRIMARY SCHOOLS

This study examined the relationship between motivation and organisational citizenship behaviour using the mediating effect of job satisfaction among selected teachers of public primary schools in Ojo LGA of Lagos State. The quantitative approach was used in which data for this study were collected from 94 teachers from five (5) selected public primary schools in Ojo Local government using Yaro Yemane (1967) sample size determination formula. Three hypothesized statements were tested using the hierarchical regression analysis for data analysis. Results showed that the degree of relationship between the tested variables were strong and positive. Intrinsic factors influence altruism behaviour among employees and extrinsic factors on the hand also affect conscientiousness among the tested teachers. On the mediating effect of job satisfaction, the result showed the Correlations between motivation and OCB were positive as well and very significant (r = -0.609, p > 0.01). the mediating result of job satisfaction reveled that employee level of OCB will increase when they are satisfied with the motivational factors .It is therefore recommends that among others that management of public primary school should introduce an atmosphere where teachers feel satisfied on their jobs. Authorities should increase the other dimensions of job satisfaction through motivation to induce higher level of organisational citizenship behaviour. KEYWORDS: Employee Performance,Job Satisfaction, Motivation, Organisational Citizenship behaviour,, Primary School,

A multiple regression analysis of dimensions of job satisfaction and subjective well being, life satisfaction and emotional affect of adults

A multiple regression analysis of dimensions of job satisfaction and subjective well being, life satisfaction and emotional affect of adults

The Effect of Job Satisfaction on Work Accidents: Empirical Study in Algerian Electricity and Gas Company − Hassi Messaoud

Job satisfaction is the result of an employee’s perception of their work and the impact of their actions, attitudes and values on personal and professional life. Potential consequences of job discontentment may include high staff turnover, increased absenteeism, alcohol or drug addiction, and accidents at the workplace. The article aims to develop a methodology for assessing employee job satisfaction to substantiate the cause-and-effect relationship between job satisfaction and the number of workplace accidents. The subject of the study is the Algerian Electricity and Gas Company in Hassi Messaoud, which employs more than 82 thousand employees and has more than 11 million electricity consumers and more than 7 million gas consumers. The study is based on a survey of employees of the operation and human resources departments, for which a random sample was formed, and 84.16% of the questionnaires were valid for analysis. The Cronbach’s Alpha coefficient was used to assess the internal consistency of the questionnaire, which professional experts reviewed. The SPSS statistical package was used to process the data. The study showed that among all dimensions of job satisfaction, the most important for the surveyed respondents were satisfaction with the leadership style and job stability, while less important were workload, satisfaction with the work environment, and remuneration. Future research is needed to examine the factors that will contribute to the reduction of workplace accidents; further efforts are needed to understand the many aspects that affect other sectors of the economy and different industries.

Impact of Extrinsic Job Satisfaction Factors on Organizational Commitment of Banking Sector at Pokhara Metropolis

The paper aims at examining the influence of extrinsic JS factors on organizational commitment of employees in banking sector of Pokhara Metropolis. Non-managerial employees of government, joint- and non-joint venture commercial banks comprising 102 males and 107 females were approached for opinion survey. A questionnaire consisting of five-point Likert scales along with demographic questions were disseminated to collect the data. Using descriptive and analytical method, the results were obtained. The results revealed that a high level of extrinsic job satisfaction appeared when employees have friendly relation with supervisors, while they were least satisfied with pay. It implies that banking employees get satisfied if their supervisor treats them as friends. The study also found those employees’ emotional feelings like loyalty, and having an affiliation with their organization was enthusiastic. Similarly, they believe better to stay in the current organization as the organization has providing something for them, because leaving current organization will need extra costs for them. Thus, there was a higher position of affective commitment and moderate level of continuance and normative commitment of employees. Finally, it was found that extrinsic job satisfaction dimensions have constructive significant impact of employees’ commitment at work place, indicating a high level of extrinsic factors play a pivotal role to satisfy the banking employee and thereby their organizational commitment. The study contributes to analyze extrinsic job satisfaction factors in banking sectors and which factor play significant role to create their commitment of employees in workplace.

Exploring the Impact of Different Leadership Styles on Job Satisfaction among Primary School Teachers in the Achaia Region, Greece

This study explores the relationship between the transformational style of primary education Principals and the job satisfaction of their primary teachers in the Achaia region of Greece. A survey of primary school teachers in Greece (n = 411) revealed a strong positive association between transformational leadership and job satisfaction, highlighting the critical role of effective leadership in fostering a positive and supportive work environment for teachers. Pearson correlation analysis demonstrated significant correlations between leadership style and job satisfaction, considering both extrinsic and intrinsic parameters. Demographic factors, such as age and work experience, were associated with variations in satisfaction with the freedom to choose how to work, recognition for work, and promotion prospects. Specifically, older teachers expressed lower satisfaction levels in these areas. Moreover, the study highlighted the substantial impact of leadership style on job satisfaction. Age had a negative correlation with satisfaction with the freedom to choose how to work (r = −0.11, p = 0.019) and satisfaction with recognition for work (r = −0.112, p = 0.019), suggesting that older teachers tend to be less satisfied with these aspects of their jobs. Work experience had a negative correlation with satisfaction with promotion prospects (r = −0.14, p < 0.001), suggesting that more experienced teachers tend to be less satisfied with their prospects for career advancement. Transformational and personalized leadership styles were positively correlated with job satisfaction. Transformational leadership exhibited a strong positive correlation with satisfaction from the administration, colleagues, and working conditions (r = 0.785, p < 0.001). Transactional leadership also exhibits significant positive correlations with these aspects of job satisfaction, albeit to a slightly lesser extent. On the other hand, transactional leadership demonstrated a moderate positive correlation with overall job satisfaction (r = 0.301, p < 0.01), while no significant correlation is observed with satisfaction from the administration, colleagues, and working conditions. Passive laissez-faire leadership, in contrast, revealed negative correlations with all dimensions of job satisfaction, indicating a detrimental impact on the satisfaction levels of primary school teachers. These nuanced findings underscore the importance of considering multiple leadership styles in understanding their varied impacts on job satisfaction among teachers.

Uncovering the Dimensions to Increase Islamic Job Satisfaction in Socially Nuanced Economic Institutions

This study aims to explore the dimensions of Islamic Job Satisfaction that will be useful to increase Islamic job satisfaction in socially nuanced economic institutions. Samples were taken from employees of Islamic Microfinance Institutions (IMFI, LKMS, KSSPS BMT) at convenience. Data collection from 30 respondents using a questionnaire instrument was then analyzed using quantitative descriptive methods. The results showed that Islamic Job Satisfaction achieved a very high score for employees of social economic institutions (KSPPS, BMT) was very high (4,088 or 81.76%). The spiritual dimension of Islamic Job Satisfaction received the highest rating (4,386 or 87.72%), while the economic dimension received the lowest rating (3,908 or 78.16%). Future research suggestions take respondents from other socially nuanced economic institutions (educational institutions, health institutions) or other institutions (economic, governmental, social)

ANALYSIS OF EMPLOYEE PERFORMANCE AT PT PERKEBUNAN NUSANTARA IV UNIT KEBUN SIDAMANIK

This study aims to analyze employee performance at PT Perkebunan Nusantara IV Sidamanik Unit. Research method with survey, data collection through interviews and questionnaires. The unit of analysis in this study were 45 employees of the production department. Data were analyzed with qualitative analysis. The results showed that employee performance was good but not optimal, with the highest dimension in the dimension of job satisfaction, and the lowest value was in the dimension of discipline. To optimize employee performance by disciplining employees through strict sanctions in accordance with the company's standard operating procedures.

Unveiling Job Satisfaction: A Comprehensive Study of Teaching Staff at a Sudanese University

The purpose of this study was to assess the level of job satisfaction among teaching staffs at Gezira University, and to analyze gender differences in the level of job satisfaction among the staff of the Gezira University. The study employed survey research approach by using a questionnaire developed from the Minnesota Satisfaction Questionnaire (MSQ) and Lester (1987) Teacher Job Satisfaction Questionnaire (TJSQ). 209 participants were taken through simple random sampling techniques. The results indicate that the staffs of the Gezira University are satisfied with promotion and supervision and coworkers system. The staffs of the Gezira University demonstrate low level in work itself, pay, and work condition dimensions of job satisfaction. The study found no statistically significant difference between the male and female groups in the level of job satisfaction in the Gezira University. The study also indicates that there is no difference in the level of job satisfaction related to academic rank in the Gezira University. The study recommended that the Gezira University must improve the work condition for the staff by providing work facilities and improving the work environment as whole.

Cognitive and affective-motivational states as mediators of the association between presenteeism and job satisfaction

BackgroundThe rising number of people with long-standing illnesses, coupled with increasing retirement ages, may result in more workers suffering from health problems. This is important because health issues may interfere with job satisfaction and worker performance. Although some studies have sought to analyze the antecedents and consequences of presenteeism, very few have focused on exploring how certain cognitive and affective-motivational states (work-health balance, work engagement, flourishing) affect its association with job satisfaction. Given the characteristics of the current job market, it is vital to explore the factors that may contribute to increasing workers’ wellbeing and performance, and ultimately prolonging their working life in a balanced way. MethodUsing a cross-sectional sample of 238 healthy workers aged between 20 and 63, the present study analyzed the mediating role of flourishing, the different dimensions of work engagement (vigor, dedication and absorption) and work–health balance in relation to the different dimensions of presenteeism (distraction avoided and work completed) and job satisfaction. ResultsThe data suggest that work-health balance and the vigor and dedication dimensions of work engagement mediate the association between distraction avoided and job satisfaction, whereas only the vigor and dedication dimensions of work engagement mediate the association between work completed and job satisfaction. ConclusionsOur findings are consistent with our current understanding of the role played by certain cognitive and affective-motivational variables in workers’ occupational health and wellbeing.

Job Satisfaction Among Employees in a Business Process Outsourcing Company

The purpose of this study is to link the dependent variable, which is job satisfaction against the independent variables which are compensation, employee engagement and working environment. The research objective is to study the job satisfaction of white-collar employees located in Malaysia. To achieve this objective, we focus on one business process outsourcing company which is located in Kuala Lumpur. The total population of this study involves approximately 4000 employees of this company, with a sample size of 403. A structured online questionnaire was used to gather data. The survey results were assessed via SPPS application. Based on the study, all three independent variables which are compensation, employee engagement and working environment play an important role in job satisfaction. However, intense analysis indicates that only two out of three of the job satisfaction dimensions carriable shows highly significant effect; work engagement and work environment.

Investigating the Relationship between Job Stress and Job Satisfaction among Accounting Staff at North Khorasan University of Medical Sciences

Introduction: Job stress is one of the main factors that reduce productivity in organizations and cause physical and psychological complications among employees. Therefore, the aim of this study was to investigate the relationship between different dimensions of job stress and job satisfaction among accountants of North Khorasan University of Medical Sciences. Method: This descriptive-analytical cross-sectional study was conducted on 60 accountants. Questionnaires on job stress (role, communication, support from officials, support from colleagues, control, demands, and changes) and job satisfaction from Minnesota were used to collect data. The collected data was analyzed using SPSS22 with a significance level of P=0.05. Results: The results showed that there was no significant relationship between job stress and some factors such as age, education level, marital status, and work experience. Job stress and 6 of its 7 components (communication, support from officials and colleagues, control, demands, and change) were significantly related to job satisfaction (P=0.05). Conclusion: Since job satisfaction is related to different dimensions of job stress, it can be increased in accountants by improving the different dimensions of job stress, including role, communication, and support from officials and colleagues

Cultivating Job Satisfaction: Influence of Transactional Leadership in Nepali Commercial Banks

The transactional leadership style is a result-oriented approach to providing job satisfaction inside an organization while ensuring productivity. The present study aims to determine the dimensions of transactional leadership styles and the relationship between transactional leadership style and job satisfaction in the context of Nepali commercial banks. This research used a survey design to gather data from one hundred fifteen employees from Nepali commercial banks. The study utilized simple random sampling techniques, and data was collected using a questionnaire that required respondents to rate their level of job satisfaction with dimensions of transactional leadership styles using a five-point Likert scale. The study shows a significant relationship between dimensions of transactional leadership style and job satisfaction in Nepali commercial banks. This study concludes that transactional leadership is the most influencing leadership style for job satisfaction and suggests the exercise of transactional leadership style in Nepali commercial banks.

Workplace spirituality and job satisfaction among teachers: influence of well-being and spiritual leadership

PurposeThe purpose of this paper is to examine the role of well-being in mediating the relationship between workplace spirituality and job satisfaction. It also studies the role of spiritual leadership in moderating the effect of workplace spirituality on well-being.Design/methodology/approachThe study proposes a hypothesized model tested among 515 teachers from Indian higher educational institutions, selected through random sampling. Mediation and moderation analysis are used to test the hypothesized relationships.FindingsDrawn on positive organizational studies, the results indicate that inner well-being, comprising of psychological, emotional, social, spiritual and intellectual dimensions, does not mediate the relationship between spiritual dimension of workplace spirituality and job satisfaction. Same effect is observed for mediation role of physical well-being. However, inner well-being and physical well-being both mediate the relationship between mindfulness and job satisfaction among teachers. Also, teachers experience higher levels of well-being in the presence of spiritual leadership at their workplaces.Research limitations/implicationsThe paper contributes to leadership and workplace spirituality literature by testing an integrated framework of mediating role of inner well-being and physical well-being.Practical implicationsThe study helps practitioners to integrate their practices and programs with workplace spirituality for improving well-being and attaining positive outcomes, which can further contribute to performance and productivity in institutions.Originality/valueThe proposed framework highlights the impact of workplace spirituality dimensions and mindfulness on inner well-being and physical well-being of teachers which lead to positive outcomes such as job satisfaction. It also enriches the spiritual leadership literature.

Pengembangan Alat Ukur Kepuasan Kerja dalam Pengaturan Kerja Teleworking

Flexible work settings using connection-based and technological devices, commonly referred to as teleworking, have become increasingly prevalent since the COVID-19 pandemic. This change in work settings may affect various aspects of job satisfaction among employees, necessitating adjustments in measuring employee job satisfaction. This study aims to develop a measurement instrument for job satisfaction within the context of teleworking, knowns as the Work Engagement Scale (WES). The development of the WES measurement instrument is based on the nine dimensions of job satisfaction proposed by Spector (1985). The participants in this research were 146 workers who had been teleworking for at least one year in private companies, government institutions, state-owned enterprises, or nonprofit organizations. The result of realibility testing indicate that the WES measurement instrument, both overall and in its six dimensions, demonstrated high internal consistency. Construct validity testing shows that WES measurement instrument, both overall and in each dimension, is valid for measuring job satisfaction. Furthermore, the items in the Job Satisfaction measurement instrument, both per dimension and overall, exhibited good discrimination and were evenly distributed. Overall, the psychometric testing results of the WES measurement instrument suggest that it has the potential to effectively measure job satisfacton among employees using teleworking system.