Employee Work Satisfaction Research Articles

Role of Training and Development Programs in Enhancing the Employees Job Satisfaction and Loyalty

Purpose: The aim of this literature review is to examine the relationship between training and development programs and employee loyalty and job satisfaction. By evaluating how these programs improve abilities and promote development, the research aims to emphasize how crucial they are for developing potential and assisting Design/Methodology/ A narrative analysis of relevant literature was conducted, utilizing Boolean operators such as "OR" and "AND" to refine the search. Specifically, the search strategy employed the query ((training) OR (development)) AND (job satisfaction)) OR (employee loyalty), focusing on articles published in English between 2018 and 2024. PubMed served as the primary database for sourcing pertinent studies. Findings: Effective training and development initiatives greatly increase employee loyalty and work satisfaction, according to the report. These programs improve productivity and performance on an individual basis while also enhancing company culture and overall efficacy. Implications/Originality/Value: The results highlight how important it is for businesses to undertake training and development strategically. Long-term success depends on these programs' ability to increase operational effectiveness and cultivate a dedicated staff. Companies must give priority to tailored training programs that meet employee demands in order to adjust to the changing business environment and guarantee long-term growth, productivity, and happiness.

Moderating Effect of Coaching Between Leadership, Culture and Work-Life Balance with Job Satisfaction in Malaysia

Objective: The purpose of the research is to examine the moderating role of coaching on employee job satisfaction within the Malaysian manufacturing sector. The independent variables are transformational leadership, organizational culture and work-life balance. Thus, research investigates the connections between the independent variables and employee job satisfaction as the dependent variable, with a specific focus on the moderating impact of coaching. Theoretical Framework: The underpinning study uses Theory X and Theory Y where empowering managers foster positive relationships with their employees and improved productivity. Method: Through a quantitative analysis and the 400 questionnaires was successfully collected using snowball sampling. The data is being analysed using SPSS software to perform Pearson correlations and regression. Results and Discussion: The findings reveal positive correlations between variables and job satisfaction. Coaching also significantly mediates the job satisfaction. The implications extend beyond the manufacturing sector, providing valuable insights for organizations seeking to cultivate positive work environments and achieve overall organizational success. Research Implications: The study advances scholarly knowledge by closing a gap in the literature on job satisfaction of Malaysian manufacturing workers. Prior to this study, no empirical investigation on the function of coaching as a moderator in the relationship between particular traits and employee work satisfaction in Malaysian manufacturing could be found. In essence, by including coaching into these areas, Malaysian manufacturing companies can raise employee job satisfaction. By means of coaching strategies, leaders enable employees to guide and support them, offer timely feedback, and promote personal development, so enhancing employee performance, job satisfaction, and Malaysian manufacturing companies. Originality/Value: The concept of the study examined the understanding for what coaching can moderate the relationship between leadership, organizational culture, and work-life balance with job satisfaction in Malaysia. This topic is particularly relevant to SDG 8: Decent Work and Economic Growth: Enhancing job satisfaction can lead to higher productivity and economic growth.

An empirical investigation of faculty job satisfaction at Kakatiya University-affiliated aided colleges in Telangana

Many people spend the majority of their lives at work, thus the notion of job happiness is takenextremely seriously by all sorts of businesses. Job satisfaction is defined as a person's contentmentwith his or her work, which serves as a driving factor behind his or her efforts. Researchers conductedthis study to find out how happy faculty members at Kakatiya University-affiliated aided colleges are withtheir jobs, as well as association among job contentment besides demographic factors like era, gender,experience in addition to discipline. They also looked at how happy faculty members were with their jobsin relation to factors like motivation and health and safety. To gather the data for this research, 180faculty members from aided institutions connected with Kakatiya University in Kakatiya, Telangana(India), representing five different districts (Warangal, Karimnagar, Nizamabad, Adilabad andRangareddy), self-administered a five-point Likert scale questionnaire. A variety of statistical tests andanalyses were used to determine the data's significance. Faculty members at aided institutions report amodest level of overall satisfaction, according to the data shown below. The faculties of women arehappier than the faculties of men. Age, experience, discipline, and marital status all affect overallpleasure. Hygiene elements have a stronger influence on employee work satisfaction than motivatingvariables.

Optimalisasi Kinerja Karyawan Melalui Kualitas Pelayanan, Fasilitas Kerja dan Kepuasan Kerja

This study aims to evaluate how job satisfaction, work environment, and service quality affect employees' performance at the Puskesmas Kalikajar II Wonosobo. The participants of this research consist of 38 personnel from the Kalikajar II Wonosobo Community Health Centre. This research used multiple linear regression analysis on a sample size of 38 individuals. The saturation sampling method was the sample strategy employed in this study. The questionnaire survey method was employed as the data collection strategy in this study. The study's findings indicate that service quality has a beneficial impact on employee performance, albeit this effect is not statistically significant. Therefore, hypothesis 1 is rejected. Consequently, the performance of workers is unaffected by the kind of service they deliver. The presence of work facilities has a beneficial impact on the facilities. Hypothesis 3 is rejected since job satisfaction has a favorable influence on employee performance, albeit this effect is not statistically significant. This implies that fluctuations in employee work satisfaction do not impact performance of employees, hence supporting hypothesis 2. This implies that enhanced work amenities have the potential to enhance employee productivity, and conversely, improved employee performance may lead to better work employee performance

THE ROLE OF KNOWLEDGE MANAGEMENT, INNOVATION, MOTIVATION AND JOB SATISFACTION IN IMPROVING EMPLOYEE PERFORMANCE (CASE: INDONESIA)

The purpose of this study is to examine how knowledge management affects employee creativity, motivation, and work satisfaction in Indonesia's printing sector. In 2024, questionnaires were randomly delivered to PT Penerbit Erlangga Group Jakarta employees in order to gather cross-sectional data. In order to investigate a particular population or sample, data were gathered using a quantitative approach based on positivism. Research tools were used to collect data, which were then statistically evaluated to test hypotheses. The findings indicate that while knowledge management has no detrimental effects on employee performance, it does have a favorable impact on employees' motivation, creativity, and job satisfaction in Indonesia's printing industry. Furthermore, employee performance is not positively impacted by innovation, but it is positively impacted by job satisfaction and motivation. The managerial ramifications of these results underscore how critical it is for printing companies to concentrate on initiatives that raise employee engagement and satisfaction, foster innovation, and enhance staff knowledge and abilities.

Leadership and Employee Analysis A Case Study of Pakistani Banking Industry

This research examines how leadership, motivation, and training affect job satisfaction and performance in a corporation. This inquiry seeks to discover how firms may boost employee productivity and pleasure by evaluating these attributes. We will utilize surveys to collect primary quantitative data from workers. This research seeks to understand these elements' connections and causalities. Businesses are continuously looking for new methods to boost employee productivity and job satisfaction. Due to the competitive and complex business climate today. It is crucial to consider these two interconnected traits since they directly affect a company's performance, productivity, and profitability. These concerns must be followed. Training, motivation, and leadership are considered the most essential variables affecting employee performance and work satisfaction. These components are considered most crucial. After measuring and analysing these three independent variables, this study found that these are the key factors. Understanding how these components interact and contribute to results can help companies design more effective personnel management and development strategies. This knowledge will help firms improve personnel management and development initiatives. This is possible because you must understand how these components interact. Training is considered essential to worker development. This is because training gives worker’s new skills and experiences.

Impact of Compensation and Benefits on the Job Satisfaction of Employees: Case of Iron Industry in REAL GROUP

Using a descriptive approach to research, this study investigated the complex relationships between employee job satisfaction, benefits, and pay. The study met its four main goals by using a straightforward random sampling technique to obtain a representative sample of 51 persons. First of all, it showed a positive relationship between pay and job satisfaction, suggesting that higher pay generally translates into happier employees. Second, the study demonstrated the important role benefits play in raising job satisfaction, demonstrating that workers with full benefit packages typically have higher job satisfaction scores. Thirdly, the study showed that employees who perceive justice in remuneration and benefits systems are more likely to report higher levels of job satisfaction, underscoring the significance of perceived fairness in these systems. Lastly, it determined a number of moderating factors, such as personal traits, professional responsibilities, and organizational culture that impacted the relationship. Given these results, the study highlights how important it is to provide competitive pay and extensive benefit packages while maintaining equity and taking individual differences into account. Also, by doing their KRA can improve employee work performance, morale, retention, and work satisfaction. It implies that more investigation into these associations using bigger sample sizes and a more varied population may provide new information and deepen our understanding of them. Key Words: Human Resources, Compensation, Benefits, Job Satisfaction, Employees, KRA

Self-Determination Theory and Workplace Outcomes: A Conceptual Review and Future Research Directions.

Adaptive workplace outcomes, such as employee work engagement, job performance, and satisfaction are positively associated with physical and psychological well-being, while maladaptive workplace outcomes, including work-related disengagement, dissatisfaction, stress, boredom, fatigue, and burnout, are negatively associated with well-being. Researchers have applied self-determination theory to identify key motivational correlates of these adaptive work-related determinants and outcomes. Research applying the theory has consistently indicated that autonomous forms of motivation and basic psychological need satisfaction are related to better employee performance, satisfaction, and engagement, while controlled forms of motivation and need frustration are associated with increased employee burnout and turnover. Forms of motivation have also been shown to mediate relations between need satisfaction and adaptive workplace outcomes. Despite support for these associations, a number of limitations in research in the field have been identified, which place limits on the inferences that can be drawn. Noted limitations encompass an over-reliance on single-occasion, correlational data; few fit-for-purpose tests of theory mechanisms; and a lack of consideration of key moderating variables. In the current conceptual review, we discuss these limitations in turn, with specific reference to examples from the extant research applying the theory in workplace contexts, and provide a series of recommendations we expect will set the agenda for future studies applying the theory in the workplace. Based on our review, we make three key recommendations: we stress the need for studies adopting experimental and longitudinal designs to permit better inferences (i.e., causal and directional), highlight the need for intervention research to explicitly test mediation effects to provide evidence for theory mechanisms, and outline some candidate moderators of theory effects, including workplace context, job type, pay structure, and causality orientations. We expect these recommendations to set an agenda for future research applying self-determination theory in workplace contexts with a view to filling the current evidence gaps and improving evidential quality.

PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT, MOTIVASI INTRINSIK, DAN PERSON JOB-FIT TERHADAP JOB SATISFACTION

A company's performance is mostly influenced by its human resources' capacity to adapt, develop, and contribute fully to the business. The primary element to gaining a competitive advantage is to implement effective and innovative HR management techniques. Companies must assure employee work satisfaction because it has a direct impact on productivity, retention, and the organizational image. This study aims to analyse the effect of perceived organisational support, intrinsic motivation, and person-job fit on job satisfaction among employees of PT Mitra Tirta Buwana Tbk Yogyakarta. This research is quantitative and uses primary data obtained from filling out questionnaires taken with the census technique on respondents. Data collection using direct surveys was processed using multiple linear regression analysis, preceded by classical assumption tests utilising the SPSS software application. The results stated that perceived organisation support has a significant positive effect on job satisfaction, intrinsic motivation has a significant positive effect on job satisfaction, and person-job fit has a significant positive effect on job satisfaction. The implication is that companies can increase antecedents to strengthen their employees' job satisfaction

The effects of mindfulness training for emergency department and intermediate care unit nurses

AimThe aim of this study was to determine the effects of mindfulness and self-compassion skills on the experienced stress and work satisfaction of emergency department (ED) and intermediate care unit employees. MethodsAll ED and intermediate care unit employees in the study hospital were invited to participate in an introductory lecture about mindfulness, compassion, and the intervention in January 2020. After the lecture, it was possible to enroll in training. This training was postponed due to Covid-19 and started in October 2020. ResultsThe most important findings of this study are that instructor-led mindfulness training, and the regular use of a smartphone mindfulness application can significantly reduce stress and burnout and promote mindfulness and well-being of ED and intermediate care unit personnel. ConclusionsThis study shows that compact mindfulness training via innovative digital technology has a positive effect in reducing ED and intermediate care unit employees stress and burnout, while improving mindfulness and well-being, and this is consistent with the wider literature. Key findingsThe regular practice of smartphone-guided mindfulness can reduce stress and burnout, as well as promote mindfulness and well-being among ED and intermediate care unit employees.

Effect of Career Development and Workload on Turnover Intention with Job Satisfaction as an Intervening Variable

Turnover intention must be addressed as a phenomena and human behavior that is vital in corporate life from both an individual and societal standpoint, with the understanding that the desire to change employees will have a substantial influence on both the firm and the employees involved. The purpose of this study is to examine the impact of Career Development on turnover intention, Career Development on job satisfaction, Workload on turnover intention, Workload on job satisfaction, Job satisfaction on turnover intention, Career Development on turnover intention via job satisfaction, and Job stress on turnover intention via job satisfaction. With 155 respondents, the sample was drawn using a proportionate sampling technique. According to the findings of this study, Career Development has a negative and significant influence on employee turnover intention at startup companies in Jakarta. Career Development has a positive and significant influence on job satisfaction, Workload has a considerable and beneficial influence on employee turnover intention. Workload has a negative and severe impact on employee job satisfaction, Employee turnover intention is influenced negatively and insignificantly by job satisfaction, through employee work satisfaction, Career Development has a negative and minor influence on turnover intention meanwhile Workload has a favorable and considerable influence on turnover intention through employee job satisfaction at a startup company in Jakarta.

INVESTIGATING THE IMPACT OF EMPLOYEE-MANAGER RELATIONSHIPS ON JOB SATISFACTION WITHIN THE HOSPITALITY INDUSTRY OF GOA

The hotel industry is booming amidst the scenic surroundings of Goa. This write-up probes deep into the way relationships with the teams of a manager affect work and job satisfaction of employees. Insights from 300 business executives have folded into an in-depth qualitative interviews with the quantitative rigor of surveys. The over-all scaling of Thurstone in a number of factors ranked autonomy, management support, effective communication, conflict resolution, incentives and recognition, and leadership style, among others by observing what actually influence work satisfaction. As compared to that underlying statistic analyses linked job happiness to quality of interpersonal relations at work, and its relationships to specific work schedules were significantly supported by certain job categories and hotel classifications as well. The findings indicated that employees should realize their own self-worth and should be in a position to develop conflict-resolution mechanisms, and open communication taking into consideration the larger economic impact with a satisfied hotel workforce.

Estimation of Employee Job Satisfaction Index in Organization –Case Study

In the current scenario, employee satisfaction helps to develop knowledge about job design and its characteristics for basic requirements for the organization. In a recent survey, it was observed that workplace satisfaction is a question mark everywhere at both national and International levels. The basic thing is work dissatisfaction among the individuals within the workplace setup. The primary reason for work dissatisfaction is difference of opinion about the work done by the workers in the factory. In addition to that other reasons are given below as follows: Misunderstanding between teammates, ego clashes in the work environment etc, this reduces the ethical climate of the work environment. Due to work dissatisfaction common issues like employee turnover will have a serious effect on day-to-day work ethics. To overcome such problems proper motivation must be done to sort out the issues in work place. Hence in this article attempt has been made to collect a literature survey on the work satisfaction of employees in an organization as per today’s scenario. A detailed survey is also taken from various employees working in different groups of the organization as a whole. From the opinions given by different workers, it is observed that the most critical job factors are classified as retention rate, treatment of employees, pay structure for employees and career development for better advancements.

Problems and Prospects of Employees in the Manufacturing Sector in the Haridwar District of Uttarakhand, India

The manufacturing sector serves as a critical driver of economic growth and employment generation in numerous regions worldwide. Haridwar, located in the northern Indian state of Uttarakhand, has emerged as a vibrant industrial hub, attracting significant investments and witnessing rapid industrialization in recent years. The manufacturing sector in Haridwar encompasses a wide range of industries, including automotive, pharmaceuticals, consumer goods, and textiles, among others. The sector’s growth has led to a substantial increase in employment opportunities, attracting a diverse workforce seeking stable livelihoods. While Haridwar’s manufacturing sector development has brought many advantages, it has also produced a number of difficulties for the workers in this fast-paced sector. In order to comprehend the effects on the general well-being, work satisfaction, and future possibilities of the manufacturing sector employees in Haridwar, it is imperative to examine and analyse these difficulties. Every employee is a fortune for their organization, and their skills contribute to its growth. The present research article aims to investigate the problems and prospects faced by manufacturing sector employees in Haridwar. The primary data used in the study was collected from 100 employees (from 20 factories) in the manufacturing sector through a well-structured questionnaire administered by interview. Tools used in the study are Microsoft Office and the Statistical Package for Social Science (SPSS), which are used to interpret the data. Wilcoxon signed-rank test statistics are used to test the hypothesis. The study’s main findings are that male dominance occurred in this sector; most employees graduated and got professional degrees. More than 80% got below 40k as their monthly income, while about 65% were unsatisfied with their current wages. The main problems faced by the employees are poor working conditions, followed by low salaries, a lack of employment security, long working hours, health problems, a lack of social benefit schemes, a lack of medical facilities, a lack of awareness about the government’s welfare schemes, and a lack of transportation to reach their workplace.

EFEK CIRI KEPEMIMPINAN TRANSFORMASIONAL, MOTIVASI INSTRINSIK ATAS PRESTASI KERJA PEGAWAI SERTA SIKAP PUAS PADA PEKERJAAN SEBAGAI VARIABEL MEDIASI

A survey was conducted to test and analyze the effects of transformational leadership characteristics and intrinsic A survey was conducted to test and analyze the effects of transformational leadership characteristics and intrinsic motivation on employee work performance and satisfaction as a mediating variable on B.L.U.D employees at RA Kartini Hospital, Jepara Regency. The problem faced by RSUD RA Kartini Jepara Regency is that the Work Performance of B.L.U.D employees has not met the hospital's target. The survey was conducted and used quantitative procedures and analyzed and used SmartPLS 4. The community studied in this survey was all B.L.U.D employees at the R,A Kartini Hospital, Jepara Regency, totaling 410 employees. the sample used was 203 employees and the sample determination in this survey used Non Probability Sampling and the sampling technique was purposive sampling. The results of the analysis show that transformational leadership traits and intrinsic motivation have a positive and significant effect on job satisfaction and employee work performance. Satisfaction with work is able to mediate the effects of transformational leadership characteristics and intrinsic motivation on employee work performance. Following the Adjusted R Square value explains that transformational leadership characteristics, intrinsic motivation and a satisfied attitude at work affect employee work performance by 0.667 or 66.7% and the rest is explained by other variables outside the survey.

Kepemimpinan Dan Budaya Korporat Untuk Meningkatkan Kinerja Karyawan

The offenders are intimately tied to any violations or failures on the part of the organization to carry out its obligations. The performance of an organization is significantly influenced by its human resource management. incorporating into company performance This study looked at the relationship between motivation, corporate culture, and employee performance. The test results demonstrate that motivation, corporate culture, and leadership all have significant effects simultaneously. Employee performance is partially influenced by management and corporate culture, although motivation has little to no impact. The organizational culture and management style both contribute to employee work satisfaction. Employee performance benefits directly from management style and organizational culture as well as indirectly from job happiness. According to this study, corporate culture has the biggest influence on worker performance and job happiness.

Pengaruh Kompensasi dan Stres Kerja terhadap Kepuasan Kerja Pegawai Lembaga Pemasyarakatan Kelas I Cipinang dengan Motivasi Kerja Sebagai Variabel Intervening

The purpose of this study was to determine the impact of compensation and work stress on the employee work satisfaction with work motivation as an intervening variable in Cipinang Class I Jail, Jakarta. This study was conducted using a saturated sample. The analysis tool used is SEM (Structural Equation Modeling). The test result showed that 1) Compensation had a positive and significant impact on work satisfaction meaning that the increasing compensation increased employee satisfaction. 2) Work stress had a positive and significant impact on employee work satisfaction meaning that the increasing work stress would also increase employee work satisfaction. 3) Compensation had a positive and significant impact on employee motivation meaning that the increasing compensation increased employee motivation. 4) Work stress had no positive yet insignificant impact on employee motivation meaning that increased employee stress caused work satisfaction to not necessarily increase. 5) Work motivation had a positive and significant impact on employee work satisfaction meaning that increasing motivation increased employee work satisfaction. 6) Work motivation mediated work compensation had a positive and significant impact on employee satisfaction meaning that the motivation given by the leaders could increase work satisfaction. 7) Work motivation did not mediate work stress and was insignificant for employee work satisfaction meaning that work motivation did not necessarily affect employee work stress.

The Influence of Employee Engagement, Work Environment and Job Characteristics on Job Satisfaction and Performance

The purpose of this study is to ascertain the relationship between job features, job satisfaction, and employee performance. This study employs an associative research type with a quantitative methodology. In this study, 115 people made up the sample, which was collected through saturation sampling. A questionnaire was used to collect the data, and the path analysis test was used to assess it. The findings indicated that employee work satisfaction is significantly influenced by employee involvement. The findings demonstrated that employee job satisfaction is significantly influenced by the workplace. Employee work happiness is significantly influenced by job features. Employee performance is significantly impacted by employee engagement. Employee performance is significantly impacted by the workplace. Job characteristics have a significant effect on employee performance. Job satisfaction has a significant effect on employee performance.

PENGARUH KOMPENSASI DAN STRES KERJA TERHADAP KEPUASAN KERJA PEGAWAI LEMBAGA PEMASYARAKATAN KELAS I CIPINANG DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

<em>The purpose of this study was to determine the impact of compensation and work stress on the employee work satisfaction with work motivation as an intervening variable in Cipinang Class I Jail, Jakarta. This study was conducted using a saturated sample. The analysis tool used is SEM (Structural Equation Modeling). The test result showed that 1) Compensation had a positive and significant impact on work satisfaction meaning that the increasing compensation increased employee satisfaction. 2) Work stress had a positive and significant impact on employee work satisfaction meaning that the increasing work stress would also increase employee work satisfaction. 3) Compensation had a positive and significant impact on employee motivation meaning that the increasing compensation increased employee motivation. 4) Work stress had no positive yet insignificant impact on employee motivation meaning that increased employee stress caused work satisfaction to not necessarily increase. 5) Work motivation had a positive and significant impact on employee work satisfaction meaning that increasing motivation increased employee work satisfaction. 6) Work motivation mediated work compensation had a positive and significant impact on employee satisfaction meaning that the motivation given by the leaders could increase work satisfaction. 7) Work motivation did not mediate work stress and was insignificant for employee work satisfaction meaning that work motivation did not necessarily affect employee work stress</em>

The Effect of Work Environment and Compensation on Employee Work Satisfaction at Medical Appliance Company

The purpose of this study was to examine the effect of work environment and compensation towards employees work satisfaction at Medical Appliance Company. This study was causal research using quantitative method. The sampling method used purposive sampling technique based on certain criteria. This study had a sample size of 57 respondents. The data analysis used outer and inner model test in SmartPLS software version 3.3. The findings of this study showed that the work environment and compensation had a positive and significant effect on employee work satisfaction at Medical Appliance Company. This study can be used as a reference for Human Resource Department to make policy and decision that have an impact on increasing employee job satisfaction.