Employee Job Research Articles

Improving the Intervention Effect of Employees’ Job Satisfaction on Employees’ Job Engagement Through ODI: an Action Research Case Study of ICBC Bank Hunnan Branch

Background and Aim: This investigation explores the link between employee engagement and job satisfaction at ICBC Bank in China, using John Kotter's 8-step Change model for organizational development interventions (ODI). The study aims to identify and improve job engagement factors through an action-oriented approach. Data was collected from 33 employees at the ICBC Shenyang Hunnan Branch using a survey tool, analyzing variables such as managers' leadership styles, employee communication competence, job satisfaction, and employees’ job engagement. Materials and Methods: The mixed-method research strategy analyzed the differences in variables before and after the ODI phase using a paired sample t-test. The organization development intervention (ODI) activities included group dynamics, appreciative inquiry, coaching leadership, goal setting, and team building to modify leadership styles, motivation, and communication competence and influence employees' job satisfaction and engagement. Results: The post-ODI results indicated significant improvements in leadership styles, motivation, communication competence, and subsequently, job satisfaction and engagement among employees. "The researcher's recommendation promises to deliver significant results by implementing the ODI design in as many as 250 ICBC branches in Shenyang. This approach paves the way for a more efficient and streamlined banking operation to enhance employee satisfaction and engagement. Conclusion: Quantitative and qualitative results prove that the IVs are significantly related to the intervening variables. In other words, as the IVs improve, the intervening variable also improves. The study underscores the efficacy of targeted OD interventions in enhancing job satisfaction and engagement, offering a model for broader application within the banking sector

Mediating of Job Satisfaction and Employee Engagement in the Relationship between Soft-Training and Development Investment Towards Employee Turnover

This study examines the impact of soft training and development initiatives on employee engagement, job satisfaction, and employee turnover, with a particular focus on the mediating role of job satisfaction. Utilizing purposive sampling, the research gathered data from diverse industries through online surveys, focusing on participants' experiences with training and development programs. The study employed descriptive analysis and regression analysis using SPSS to explore the relationships between the variables. Multiple regression and mediation analyses were employed to test the proposed hypotheses. The findings indicate a significant positive relationship between soft training and job satisfaction, suggesting that soft training initiatives enhance employees' job satisfaction. Additionally, a negative relationship was observed between job satisfaction and turnover intentions, indicating that higher job satisfaction is associated with lower turnover intentions. The mediation analysis revealed that job satisfaction partially mediates the relationship between soft training and turnover intentions. This implies that while soft training directly reduces turnover intentions, it also indirectly contributes to this reduction by enhancing job satisfaction. These results underscore the importance of investing in soft training programs to foster job satisfaction and subsequently reduce employee turnover. This study contributes to the existing literature by highlighting the critical role of job satisfaction as a mediator in the relationship between training and development initiatives and turnover intentions. Practical implications for HR practitioners and organizational leaders include the strategic implementation of soft training programs to enhance job satisfaction and minimize turnover, thereby promoting a more stable and engaged workforce.

PENGARUH MOTIVASI KERJA ISLAMI, LINGKUNGAN KERJA ISLAMI DAN KEPEMIMPINAN ISLAMI TERHADAP KINERJA KARYAWAN TOKO BASMALLAH CABANG TEMPUREJO JEMBER

This research aims to test the partial influence of Islamic work promotion (X1), Islamic Workplace (X2) and Islamic Leadership (X3) on Employee Performance (Y) at the Basmallah Tempurejo Shop, Jember. The sample size is 75 employees. The questionnaire takes data from instruments (evidence and credibility tests), superior hypothesis testing (multicollinearity, normality and heteroscedasticity tests), multiple regression analysis and hypothesis testing (test and coefficient of determination). All of these methods are used with SPSS 21.0 support. The impact of the examination shows that the flexibility of Islamic activities (X1) has a relevant impact on employee abilities (Y) amounting to 0.026, the flexibility of Islamic activities (X2) has a relevant impact on employee capabilities (Y) amounting to 0.028 and the flexibility of Islamic leadership (the event proves that Islamic activity motivation, place Islamic work and Islamic leaders have an influence of 79% on employee job changes. Other factors not taken into account during this examination represent the remaining 0.21% or 21%.

The Impact of High-Performance Works Practice on Employees Job, Life and Career Satisfaction

The Impact of High-Performance Works Practice on Employees Job, Life and Career Satisfaction

Unveiling employee perspectives: A comparative analysis of online reviews on Korean SMEs and large corporations

This study analyzes online company reviews from JobPlanet using TF-IDF analysis and LDA topic modeling to explore factors influencing job satisfaction in Korea. By comparing the reviews from employees at small and medium-sized enterprises (SMEs) and large corporations on the advantages and disadvantages, it aims to gain insights into enhancing SMEs' competitiveness regarding employee job satisfaction.The analysis shows that large corporation employees valued personal growth and mutual respect but cited excessive workload as a significant drawback. SME employees appreciated smooth communication and flexible leave but noted unilateral work, long hours, and lack of shared vision. The study concludes that a horizontal organizational culture and opportunities for personal growth significantly impact job satisfaction beyond salary and benefits. SMEs can improve competitiveness by fostering a clear corporate vision, a horizontal culture, and personal growth opportunities.

Spawned by opportunity or out of necessity? Organizational antecedents and the choice of industry and technology in employee spinouts

AbstractResearch summaryI examine how the organizational antecedents of spinouts shape the new firms' industry and technological trajectory choices compared to those of the parent firms. Building on prior research on employee entrepreneurship and integrating insights from the literature on opportunity and necessity entrepreneurship, I hypothesize that spinouts launched to exploit a new business opportunity shunned by the parent firm (i.e., opportunity spinouts) are more likely to enter a different but related industry and technological field to those of the parent firm. I hypothesize also that spinouts triggered by adverse developments in the parent firm (i.e., necessity spinouts) are more likely to target the same industry and technological field as the parent. Analysis of data from the European biotech industry supports these predictions.Managerial summaryThe prevailing view of employee entrepreneurship is that the established firm's unwillingness to commercialize an employee's ideas leads to the employee leaving to start a new firm. However, evidence suggests that spinout activity (new firm formation by former employees) can be also triggered by adverse developments in the established firm that disrupt an employee's job. This study examines how the organizational antecedents of spinouts shape the new firms' early‐stage strategic choices. Using data from the biotech industry, I show that opportunity driven spinouts are more likely to enter a different but related industry and technological field to those of their founders' prior employer and that necessity driven spinouts are more likely to target the same industry and technological field as the prior employer.

Exploring the potential of internal communication and employee relations for effective staff performance in Nigeria customs service

Organizations in the modern, global environment have moved away from traditional methods of communication and toward creating all-encompassing plans that revolve around the engagement and motivation of their workforce. This change highlights the critical function of strategic internal communication, a still-emerging but increasingly important field of study and practice in the business sector. The modern workplace sees a change in the roles that employees play, with workers taking on more and more duties that were previously related to public relations. Understanding this shift in PR practice requires an understanding of role expectations, as norms and expectations have a significant impact on communication behavior and, in turn, organizational performance. To interpret the data in this context, a content analysis of secondary data was conducted. This made it possible to assess the body of knowledge in order to determine its applicability, consistency, replication, and rebuttal. The study makes the case that paramilitary organizations, like the Nigeria Customs Service, have internal communication procedures that are different from those of traditional corporate organizational structures. Given the agency’s diverse responsibilities in income generation, trade facilitation, and the abolition of smuggling, this discrepancy is especially noticeable. The study shows that the relationship between internal communication and employees’ job performance was mediated by employee participation and job satisfaction.

Employee motivations in shaping customer value co-creation attitude and behavior: Job position as a moderator

The role of Frontline Employees' (FLEs) motives in determining customer Value Co-Creation (VCC), attitude, and behavior is studied less. Following social exchange theory, the study sets two objectives: (1) to examine whether employee motivations (professional identity, financial reward, recognition, and career opportunity) impact customers' ‘attitude’ and ‘behavior’ in VCC; and (2) to explore how job positions (junior/senior) moderate relationships between employee motivations and customer attitudes in VCC. We collected data from 345 FLEs and customers to examine the proposed model using SPSS and AMOS software. The results show that the employees' motives, including recognition, career opportunities, and professional identity, are critical drivers of customer VCC's attitude and behavior. In addition, the findings reveal that the employee's job position significantly moderates the relation that employee motives share with customer VCC attitude. The results exhibit the differences in the relationship of motivational dimensions between junior vs. senior positions. These results provide practical guidelines to marketers seeking to enhance customer VCC's attitude and behavior.

KEPUASAN KERJA PEGAWAI SEKSI PENDATAAN DAN PENETAPAN PAJAK DALAM PELAYANAN PUBLIK

This study aims to analyze employee job satisfaction in public service, and to analyze the implications of employee job satisfaction on public service in the Mataram City SAMSAT Office. The theory used in this research is satisfaction theory and motivation theory. The method used in this study is qualitative which is described in detail through observation and interviews with informants. This study uses two (2) types of data sources, namely primary data sources and secondary data sources. The data was obtained by means of interviews, observation, documentation, and methods of literature. The results of the study show that employee job satisfaction has not been fully fulfilled or is not satisfied, there are still some that have not been fulfilled, in employee job satisfaction there are 5 (five) indicators, namely; working conditions, wages, security, quality of supervision, and relationships with others. And employee job satisfaction has implications for public services in the Mataram City SAMSAT Office. This shows that the better the employee's job satisfaction, the better the employee's performance and vice versa, the less employee job satisfaction, the less employee performance job.

Pengaruh Lingkungan Kerja dan Kesehatan Kerja terhadap Keselamatan Kerja Karyawan pada Gudang PT Datascrip Pulogadung Jakarta Timur

A work environment condition can be said to be good if employees can carry out activities optimally, healthily, safely and comfortably. Effective communication is very important in the company to ensure that superiors and subordinates are open and transparent. Employee appreciation often occurs in every company for employees who have contributed to the company. Career paths in the company are usually seen from the employee's job performance. Therefore, the company must pay attention to a good work environment or create working conditions or a comfortable working atmosphere in order to be able to provide motivation to work, it will have an influence on the enthusiasm and enthusiasm of employees to work. The hope is that the company must build a pleasant work environment so that every employee is happy to do his job so that he can work optimally. A pleasant work environment, cooperative coworkers, and leaders who always pay attention to the complaints of employees are a dream for employees so that employees can work more enthusiastically and have a high commitment to the company.

The more you connect, the less you connect: An examination of the role of phubbing at home and job crafting in the crossover and spillover effects of work–family spousal support on employee creativity

AbstractIn an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home‐to‐work crossover and spillover process. Building on the work–home resources theory and the crossover‐spillover perspectives, we test a resource‐based crossover‐spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that “phubbing” at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual‐earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work.

The Impact of High-Performance Works Practice on Employees Job, Life and Career Satisfaction

The objective of this study is to explore the association between high-performance work practices (HPWPs) — encompassing training, empowerment, rewards, and teamwork — and the levels of personal career, job, and life satisfaction among full-time academic staff at Komar University of Science and Technology. Employing a quantitative methodology, the research utilizes a survey questionnaire disseminated through a Microsoft online form to collect data. The sample comprises 92 participants representative of the study's population. Data analysis was conducted using SPSS software, version 26. The analysis concluded a lack of significant correlation between HPWPs and the variables measuring satisfaction in care, job, and life. It was also observed that a mere 7% of employees engaged in high-performance work reported satisfaction across these areas. These findings contradict our initial hypothesis, indicating that HPWPs may not be as influential on satisfaction levels as previously anticipated.

Relevancy of graduates land transportation vocational education competency to employee responsibility

Employees with an Automotive Safety Engineering background in a period of 4 years, from 2015 to 2018, are placed at the Land Transportation Management Center, but how much is the suitability of the competence of the Education graduate to the technical skill aspect according to the employee's job description? This research aims to determine the suitability of the competencies obtained by Automotive Safety Engineering graduates to aspects of technical skills according to the job description of employees in BPTD. The procedure used in this research is descriptive-analytic with a quantitative approach. Information obtained using a survey using a questionnaire using a Likert ratio is Strongly Not Appropriate (STS), Not Appropriate (TS), Less Appropriate (KS), Appropriate (S), and Very Appropriate (SS). The results of the research show that the competence of Automotive Safety Engineering graduates in the technical skill aspect is appropriate at 70.09%, very suitable at 16.36%, and less suitable at 10.01%; the ability of the technical compatibility of the Machine Automotive PKTJ Tegal with the job description to the employee in BPTD Very Inappropriate 2.20%, and not Suitable 1.34%. Overall, the total results obtained from Appropriate and Very Appropriate are 86,45%, while those that are Strongly Not Appropriate, Not Appropriate, and Less Appropriate if combined are 13.55%.

Exploring the Mediating Role of Self-Directed Learning Behaviours in the Relationship Between Work-Family Conflict and Job Satisfaction, with Direct Influence of Organizational Commitment

Balancing work and family demands presents challenges for employee well-being and job performance. Continuous skill development is also crucial for career success in today's changing workplace. However, few research studies have looked into the role of self-directed learning behaviour (SDLB) in managing work-family conflict (WFC). The current study aimed to investigate the relations between WFC, job satisfaction (JS), organizational commitment (OC) and SDLB and whether SDLB mediates the relation between WFC and JS. A sample of 157 employed adults aged 18-65 years completed self-report measures of WFC, JS, SDLB, OC and demographic variables. SEM analysis was performed to examine the proposed relationships. Results showcased a significant direct negative effect of WFC on JS (β = -0.438, p < 0.001) but no indirect effect through SDLB (β = -0.012, p > 0.05). Moderated mediation analyses were also performed with gender as a moderator which revealed no significant conditional indirect effects. The findings suggest WFC directly impacts employees' job attitudes, but SDLB may not buffer these effects as hypothesized. Implications and limitations are discussed. The study's findings carry significant implications for organizations striving to enhance employee performance and well-being amidst evolving workforce trends.

Investigating the relationship between employees' Emotional Intelligence and their Job Stress in one of oil industries in Tehran using structural equation model analysis

Introduction: Emotional intelligence, as the ability to recognize and control one's emotions and feelings, is considered a new psychological approach to evaluating behavior in workplaces. Job stress, as an imbalance between job needs and individual abilities, has always been one of the main challenges of workplaces. Therefore, this research was conducted in one of the oil industries in Tehran to investigate the effect of employees' emotional intelligence on their job stress. 
 Materials and Methods: This research is a practical and analytical cross-sectional study. The population of this research, consisting of 300 employees, was selected by random stratified sampling. In this research, two questionnaires, Bar-On emotional intelligence, and HSE job stress were completed. Also, for data analysis, LISREL 8.72 and SPSS 18 software were used to estimate the causal effect between research variables and calculate descriptive indices as well as compare average variables.
 Results: The employees' emotional intelligence and job stress had a significant inverse relationship; In other words, a higher level of emotional intelligence was associated with lower job stress. The subscales of flexibility and self-expression in the emotional intelligence test, and the subscales of communication and role in the job stress test, had the highest and lowest numerical values in each test, respectively. Also, based on the results, employees' emotional intelligence levels and job stress were independent of their age and education level.
 Conclusion: Employees' emotional intelligence level affects their amount of job stress. Therefore, applying emotional intelligence skills in workplaces can significantly reduce the level of employees' job stress.

The Relationship Between Intrinsic Motivation Dimensions and Job Performance among Employees in Majlis Perbandaran Alor Gajah (MPAG), Melaka, Malaysia

The study looks at the relationship between the competency and autonomy aspects of intrinsic motivation in relation to an employee's job performance. The objectives of this study are to identify the correlation between intrinsic motivation dimensions towards job performance and to determine which factor of intrinsic motivation most influence the job performance. The population of this research was 356 employees in Majlis Perbandaran Alor Gajah (MPAG), Melaka regardless of their position. In this study, simple random sampling was used because it is most suitable and capable to obtain the sample of elements. Findings of the study show that, job performance has a positive, medium, and significant relationship at the 0.05 level with competency with r value of .405. Following by the relationship between job performance and autonomy is moderate with positive r value of .366. Hence, it was found that all the variables examined were the factors that contributing to job performance among the employees at MPAG.

Impact of Perceived Overqualification on Job Satisfaction and Performance of Employees: Evidence from Pakistan Agricultural Research Council (PARC)

Overqualification is emerging in today’s modern world, especially in COVID-19. This study was based on data collected from the Pakistan Agricultural Research Council, a renowned scientific and research organization in agriculture sector of Pakistan. A total of 250 Questionnaires were sent online using Google Forms and few were completed physically. The final sample size for data analysis was 214 after questionnaires collection and data cleaning. Results revealed that perceived over qualification has a moderate positive impact on the Job Satisfaction level and performance of employees. It is projected that perceived over qualification does not always have a negative impact on job outcomes and that the organizational environment plays an important role in mitigating the negative effects. Additionally, if an employee's job is effectively planned and the employees believes that they have career and growth chances in the organization, perceptions of over qualification may have a favorable impact on job outcomes.

Antecedents of Employee Wellbeing

Objective: The aim of the current study is to highlight the role of well-being factors affecting employees’ job outcomes in Pakistani context. The current study explores nature of well-being as a psychological construct in recent studies conducted. Methodology: Systematic review of 20 studies is included. This review analyzed how the construct of well-being is measured, which research designs are used and what major outcomes can be drawn based on these studies in organizations of Pakistan.Findings: It revealed that quantitative research designs are used in studies so far. Two third of studies took the construct as employee well-being and studied it as dependent variable. Discussion: The study indicates that many factors play a role in development and decline of well-being in Pakistani organizations. Employee attitudes, interpersonal relations, job performance and outcomes impact well-being behaviors. Narcissistic supervision, emotional exhaustion and workplace bullying are dominant factors lowering well-being of employees.Practical implications: This research is helpful to understand the antecedents of well-being in organizations and provide insights for establishing healthy work environment.

Impact of person-environment fit on construction project managers' turnover intention: a moderated mediation model

PurposeHigh turnover of project managers is a common phenomenon in the construction industry, which has a negative impact on the productivity and performance of construction firms. The study investigates the mechanisms of person-environment fit on turnover intention of construction project managers and the mediating role of job embeddedness. The authors also tested the moderating role of perceived organizational support in the influence of job embeddedness on turnover intention.Design/methodology/approachThe data were collected from managers of 62 construction and infrastructure projects in Wuhan. Based on person-environment fit theory, job embeddedness theory and social exchange theory (SET), the authors employ structural equation modeling (SEM) to examine the hypotheses.FindingsResults show that if project managers are not well-fitted with the environment of organizations, it reduces their embeddedness in jobs, which in consequence makes them more inclined to leave. Job embeddedness mediates the relationship between person-environment fit and turnover intention. In addition, the authors validated the moderating effect of perceived organizational support, showing that the higher the employee's job embeddedness, the lower the employee's turnover intention.Originality/valueConstruction companies can retain project managers and stabilize management teams through effective management strategies, thus effectively reducing the separation costs of construction companies.

Effectiveness of training on Employee Motivation and Job Satisfaction with Mediating Role of E-learning in Branchless Micro Finance Banking

The research investigated the effectiveness of training on employee work motivation and job satisfaction and the mediating role of e-learning in branchless banking. In every organization Employees are the major assets. The success of the organization depends on the performance of the employee. For that reason, the higher level officials realize the importance of spending in training and E-learning for the betterment and development of employee motivation and job satisfaction also keep them to get the challenges of the today’s spirited environment of the business. The importance of E-learning system on organizations have been discussed at length but not much substantially towards the proportion of E-learning, the current research has targeted to see the “Impact of training with mediating role of E-learning on employees’ job satisfaction and work motivation in micro finance banks in which training was considered as independent variable, whereas dependent variables are work motivation and job satisfaction and E-learning is mediator. A self-administrated questionnaire with the help of convenient sampling technique has been carried out by survey of employees. Four hypotheses were formulated, which narrated unswervingly to the questions of the research. A statistical software SPSS is used to perform descriptive, reliability, regression and correlation analysis. Results of the research showed that there is a significant positive relationship between training and employee performance job satisfaction and work motivation with mediating role of E-learning on the variables.