Enhance Job Satisfaction Research Articles

The Moderating Effect of Transformational Leadership on the Relationship Between Entrepreneurial Orientation and Performance of Manufacturing Firms in Nairobi County

Transformational leadership is an enabler of improved organizational work efficiency, enhanced job satisfaction and organizational performance. In theory, transformational leadership is positively correlated with a variety of organizational outcomes. The current study sought to establish the moderating effect of transformational leadership on the relationship between entrepreneurial orientation and manufacturing firms’ performance in Nairobi County, Kenya. This paper was anchored on the positivism world view and was quantitative in nature. The research design was explanatory design to show cause and effect relationships and the strategy for inquiry was a survey strategy. The independent variable was entrepreneurial orientation with the dependent variable being firms’ performance whereas the mediator was networking capability with the moderator being transformational leadership. The study utilized Hayes Model 59 using PROCESS Macro Version 4.0 for multiple regression analysis. Results on interaction further indicated that transformational leadership had a moderating effect on the relationship between entrepreneurial orientation and enterprise performance with β = .03, p = .005. The study concluded that, transformational leadership had varied moderating effects on the relationship between entrepreneurial orientation and manufacturing firms’ performance. It was the recommendation of this study that for manufacturing firms to better enhance sustainable performance and gain competitive advantage, they should not only adopt entrepreneurial orientation as a strategy but they should also infuse the concept of transformational leadership hence increased improvement.

Our Patients Need Empathy Training across Healthcare Professions

Vulnerable populations are those who experience disparity at a disproportionate rate. For this article, specific vulnerable populations of interest include people who experience intellectual or developmental disorders, mental illness, or substance misuse. Vulnerable populations are some of the most stigmatized populations in our society. Research shows that vulnerable populations receive less empathic care than general health care populations, resulting in reduced quality of care and disparities in health outcomes. Empathy, a necessary health care competency, is associated with improved patient outcomes, enhanced job satisfaction, and increased retention and resilience across health care professions. However, there is no current standard for how empathy is taught, assessed, or sustained. Even when empathy education is implemented in healthcare professions curricula, research has demonstrated that it appears to erode with experience and time. In addition, the COVID-19 pandemic has exacerbated inequities in health care systems, with consequences for both patients and providers. There is an urgent need to develop efficacious training in empathy across health care professions to foster and sustain a robust workforce and improve health care experiences and outcomes.

Work Conflict, Stress, and Job Satisfaction: A Study of Bus Crew Employees

This study aimed to investigate how workload, physical work environment, and work conflict affect job satisfaction, with job stress as a moderating variable, among bus crew employees at PO Pratama Putra. The research design used was quantitative, with a population of 52 employees and a non-probability sampling technique called saturated sampling. Smart PLS 3.2.8 software was used for data analysis. The results showed that workload and physical work environment did not have a significant effect on job satisfaction, while work conflict had a significant effect. However, workload and physical work environment did not have a significant effect on job satisfaction through job stress as a moderating variable, but work conflict did. Furthermore, job stress had a significant effect on job satisfaction. The implications of this study are that employers should prioritize conflict management strategies to enhance job satisfaction, and employees should focus on managing job stress to improve their job satisfaction.
 Highlights:
 
 
 Work conflict had a significant effect on job satisfaction among bus crew employees, highlighting the importance of conflict management strategies in the workplace.
 
 
 Job stress was found to have a significant effect on job satisfaction, emphasizing the need for employees to focus on managing their stress levels to improve their overall job satisfaction.
 
 
 Workload and physical work environment were not significant predictors of job satisfaction, indicating that employers may need to focus on other factors to improve their employees' job satisfaction.
 

Exploring the Association of Job Satisfaction with Organizational Stressors, Demographic Factors, and Mental Health: The Indian IT/ITeS Narrative

A little more than 50 million Indians are reported to have the ill effects of depression, and another 38 million, reported anxiety. Despite this, it is crippling to see that India’s emotional well-being is hardly examined. Besides, with a boom in the service industry, the working environment conditions assume a significant role in the Indian workforce’s mental health. Our research explored job satisfaction with mental health, demographic factors, and organizational stressors of those working in the IT/ITeS industry. This study tries to address the gap in the research done on this theme for the Indian workforce. An advanced cross-sectional study was directed to around 220 people presently working or involved in the IT/ITeS industry utilizing approved instruments like the Minnesota Satisfaction Questionnaire. An individual regression model was utilized to examine each satisfaction factor’s relationship with the individual’s mental health, demographic factors, and organizational stressors. Study discoveries demonstrate that a considerable association is present between job satisfaction and mental health; Age, sex, educational background, marital status did not have a strong association with job satisfaction. In contrast, individual yearly earnings and yearly household earnings had a positive association. This research even discovered that emotional stress is a strong attribute to all the facets of an individual’s job satisfaction. This study may cause to notice a superior comprehension of this relationship and assist organizations with structuring and executing employee assistance programs and different tools to enhance job satisfaction and reduce stress.

Transformational leadership and predictors of resilience among registered nurses: a cross-sectional survey in an underserved area

BackgroundHigh resilience increases nurses' ability to cope with job-related stressors and enhances job satisfaction and, consequently, their retention. The study aims to identify resilience predictors and perceptions of transformational leadership in a convenience sample of registered nurses in Lebanon.MethodsAn anonymous cross-sectional survey of a convenience sample of 240 registered nurses working for more than a year at three private hospitals in an underserved area in South Lebanon was used. The survey instrument included demographic questions, the True Resilience Scale ©, and the Global Transformational Leadership Scale. Multiple linear regression was used to assess the predictors of resilience after a descriptive analysis of the study variables.ResultsThe survey response rate was 85%. The nurses' mean resilience score was 119.4 (SD 15.3), and their perception of transformational leadership score was M = 25.0, SD = 6.8. Compared to bedside nurses, nurse managers, nurses with more than five years of experience, and nurses in critical nursing units had statistically significant higher resilience scores (p < 0.05). Resilience scores and perception of global transformational leadership were moderately correlated (r = 0.53, p < 0.05). In the final multiple linear regression model, 30% of the variation in resilience scores was explained by designation (p < 0.05) and perception of Global Transformational Leadership (p < 0.01). Perception of global transformational leadership scores explained 29% of the variance in resilience scores. Designation and perception of global transformational leadership predicted resilience in this sample.ConclusionsA national survey of the Lebanese nursing workforce is needed to achieve an improved predictive model and support policy developments to increase resilience among bedside nurses and retain them in the nursing workforce. Nurse administrators can help by strengthening their transformational leadership behaviors. Consistent use of transformational leadership styles will strengthen bedside nurses' resilience, increase nurse retention, and help sustain the Lebanese nursing workforce.

The role of the designated prescribing supervisor: an evaluation

Aim To understand the experience of non-medical prescribers undertaking the role of designated prescribing supervisor with students on the non-medical prescribing course for the first time. Methods Questionnaire completed by 34 designated prescribing supervisors, followed by semi-structured interviews with 10 designated prescribing supervisors. Findings There were four themes identified from the data. These were: knowledge and experience prior to undertaking the designated prescribing supervisor role; how the role of designated prescribing supervisor was enacted in practice; interactions and engagements necessary to support the designated prescribing supervisor and underpin students' professional development; and the way in which the designated prescribing supervisor role supports personal growth. Conclusion Designated prescribing supervisors in this evaluation described their role as consisting of coaching, advice and pastoral support. The supervision which they provided tended to be unscheduled and informal. Designated prescribing supervisors valued the support they received from the University and their Employer. Undertaking the role of designated prescribing supervisors was described as beneficial to their continuing professional development, it enhanced job satisfaction and provided a greater sense of self-worth.

Antecedents of Organizational Citizenship Behavior and its Triggering Factors: A Study in A, B &amp; C Category Banking Sector of Hetauda

Organizations work with the people and for the people. They need employees and the employees need the organizations. It is very important for financial institutions to find out the factors that trigger the exhibition of organizational citizenship behavior. This research is solely undertaken only to identify the status of the employees in Nepalese financial institutions. The aim of the study is to examine and explore the interactions and the direct effects of the independent variable on Organizational Citizenship Behavior, and how this independent variable can encourage this behavior among the workers in their organization. The hypothesis that was required to fulfill the research objectives were derived from the study of the literature. A total of 199 questionnaires were distributed to the potential respondents only 109 respondents were selected out of 397 by using a simple random sampling technique, especially the lottery method in 2022. All the respondents were working individuals of A, B, and C category financial institutions of Hetauda. Data collected from the questionnaire were analyzed and interpreted with the help of different statistical tools; such as means, standard deviations, and frequencies which were used to describe the characteristics of the sample. Cronbach's Alpha was used for the reliability of the instrument used. The descriptive analysis of the independent variable and the dependent variable was conducted and their different dimensions were studied. Pearson Correlation shows that there was a positive correlation between OCB and job satisfaction. The researchers realize the need to enhance job satisfaction in Organization Citizenship behavior for better performance.

Examining the Relationship of Distributed Leadership and Job Satisfaction: On the Mediating Roles of Teacher Self-efficacy and Co-operation

Building on the relevant national and international literature, we aimed at determinining the mediating roles of teacher self-efficacy and co-operation on the relationship between teacher-perceived distributed leadership behaviours and practices of school principals and teacher job satisfaction. A mediated path analysis was conducted on the TALIS (The Teaching and Learning International Survey) 2018 dataset, including nation-wide teacher perspectives. Results revealed that (1) distributed leadership is a strong predictor of teacher job satisfaction, (2) teacher self-efficacy and co-operation positively mediated the relationship between distributed leadership and job satisfaction, and (3) the conceptual model accounted for 45% of the total variance within teacher job satisfaction. This study concluded that teachers experience enhanced job satisfaction when availed with a platform to contribute and be responsible in school decision-making processes.

Palliative care integration in the intensive care unit: healthcare professionals’ perspectives – a qualitative study

ObjectivesThe complex care needs and high mortality of critically ill patients in intensive care unit (ICU) warrants a team approach. While studies have affirmed the integral role of palliative care...

THE EFFECT OF WORK STRESS ON JOB SATISFACTION WITH WORK MOTIVATION AS A MEDIATING VARIABLE

The background of this research stems from an understanding of the crucial role job satisfaction plays in influencing employee performance and productivity. Job satisfaction fosters a positive work environment and motivates employees to contribute more effectively. Work motivation is also vital in achieving sales targets with sub-agents or salespeople. Incentives like bonuses support their enthusiasm. However, work-related stress also requires attention as it can negatively impact job satisfaction and performance. This study considers work-related stress as a factor affecting job satisfaction and views work motivation as a mediating variable linking work-related stress and job satisfaction. Through this analysis, the research aims to understand the intricate relationship between work-related stress, work motivation, and job satisfaction at PT. Windhu Sari Gas Batubulan Branch. This research employs a saturated sample determination method with primary data collected through interviews, questionnaires, and observations at PT Windhu Sari Gas Batubulan Branch. The analysis encompasses descriptive analysis and path analysis. The results indicate that 1) work-related stress significantly and negatively influences job satisfaction, 2) work motivation significantly and negatively affects job satisfaction, 3) work-related stress significantly and negatively influences work motivation, and 4) work motivation mediates the influence of work-related stress on job satisfaction. Based on these findings, the management of PT. Windhu Sari Gas Batubulan Branch is advised to enhance job satisfaction by considering work-related stress and work motivation.

Examining the Relationship between Emotional Intelligence and Job Satisfaction among HR Professionals in the Tech Industry

This study explores the relationship between emotional intelligence (EI) and job satisfaction among HR professionals in the tech industry. The research aims to provide insights into the role of EI in fostering job satisfaction among HR professionals. The study employed a quantitative research design, utilizing a sample of 271 administrative staff working in the tech industry. Data analysis involved reliability analysis using Cronbach's alpha and regression analysis. The findings contribute to the existing literature on EI and job satisfaction, highlighting the significance of EI in enhancing job satisfaction among HR professionals.

A Qualitative Study on the Role of Constructive Feedback in the Development of Individual Skills in Startup Environments

This study aims to investigate the role of constructive feedback in the development of individual skills within startup environments. The focus is on how constructive feedback can enhance technical and soft skills, increase job satisfaction, improve work processes, and elevate self-efficacy among startup employees. A qualitative research approach was adopted, involving semi-structured interviews with 20 participants from various startups in Tehran. The participants were selected through purposive sampling to ensure a comprehensive understanding of the topic. Data were analyzed using NVivo software to identify key themes and sub-themes through content analysis. The findings reveal that constructive feedback significantly contributes to the development of technical and soft skills, enhances job satisfaction, and improves work processes. Participants reported that constructive feedback helps in identifying strengths and weaknesses, promotes continuous improvement, and fosters a positive organizational culture. Challenges such as resistance to feedback and cultural differences were also identified. Constructive feedback plays a crucial role in enhancing individual skills and organizational performance in startups. To maximize its benefits, it is essential to provide timely, clear, and culturally sensitive feedback. Future research should explore the long-term impacts of constructive feedback and its implementation across different cultural contexts.

Impact of job satisfaction factors on business ethics–A study with reference to manufacturing industry in Jalgaon city

Organizationaldevelopmenttrainsitsemployeestoidentifyandsolvebusinessproblemsandenablesthemtolearn from their own experiences. Business ethics and its development aim at inducing the members to be more active and confident in their performance to achieve the desired results in the long run. The aspirations and expectations of an individual assume importance in the organizational development. Their growth and development can be achieved in a supportive and challenging work environment. Hence the various parts of the organization and the jobs have to be designed in such a way that they satisfy the needs of individuals and groups as well as business ethics. This research paper examines the relationship between business ethics and job satisfaction in the manufacturing industry in Jalgaon city. The study aims to explore the impact of business ethics interventions on employee job satisfaction in the manufacturing industry. The study is based on the primary data collected through a survey of employees working in various manufacturing firms in Jalgaon city. The data were analyzed using statistical tools such as correlation and regression analysis. The findings suggest a positive relationship between business ethics interventions and job satisfaction. The study highlights the importance of business ethics interventions for enhancing job satisfaction and improving organizational performance. The research has implications for managers and practitioners who are responsible for improving organizational performance through effective business ethics.

Impact of Wages and Social Compliance on Employee Job Satisfaction in the Readymade Garments Industry of Bangladesh: The Mediating Role of Employee Motivation

Despite rapid expansion, the ready-made garments (RMG) sector in Bangladesh is struggling to keep its workers satisfied. The purpose of this research is to examine the intermediary function of employee motivation in the relationship between wages and social compliance and job satisfaction in Bangladesh’s RMG sector. This study’s overarching goal is to examine the mediating function of employee motivation in the connection between wages, social compliance, employee motivation, and employee job satisfaction in the RMG sector of Bangladesh. This study uses a quantitative methodology, collecting data from 475 workers in the Bangladeshi garments sector, and analyzes it with partial least squares structural equation modeling (PLS-SEM). A self-administered questionnaire was used to collect data, and SmartPLS 4.0 was used for statistical analysis. The results show that wages and social compliance have a beneficial influence on worker drive and contentment. In addition, in the RMG sector of Bangladesh, the connection between pay, societal conformity, and job satisfaction is mediated by employees’ levels of motivation. The study suggests that RMG factories should focus on providing fair wages and ensuring social compliance to improve employee motivation and job satisfaction. Additionally, it is recommended that management should encourage employee motivation through training and development programs, recognition, and rewards to enhance job satisfaction.

Ensuring Safety of Patients in Complex Health Systems: A Focus on Primary Healthcare Service Relations in Nigeria

Patient-centered healthcare is a goal for all health systems. However, given the inherent complexities of the health system as one with many nonlinear and dynamic components, the safety of patients could be affected. Therefore, there is the need to study these complexities to manage them toward optimal service delivery. The present study is a qualitative inquiry into the complexities of primary healthcare (PHC) in Nigeria and effects on patients' safety across four PHC facilities in Enugu state in southeast Nigeria. It utilizes a framework that draws on the components of interprofessional collaboration, inclusive of health financing and health workforce satisfaction, to understand the complex PHC system and patient safety. The study findings show that the PHC system in the study area performs suboptimally on the three counts, which implies poor management of the complexities of the system such that patients are highly susceptible to harm. Making a commitment to addressing the shortcomings present in each of the three components will help to decomplexify PHC in line with the World Health Organization agenda of achieving resilient and strong health systems. Importantly, optimizing the psychosocial space in Nigeria's PHC by employing qualified social workers and other psychosocial professionals is crucial for patient safety and a range of psychosocial activities that can enhance job satisfaction of health workers.

Leadership styles and employees commitment: the mediating role of job satisfaction

Purpose This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity surveyors in the Nigerian construction industry. Design/methodology/approach A questionnaire survey of 127 quantity surveying consultancy firms in Abuja was conducted using a quantitative research approach. A total of 76 acceptable questionnaires were returned from a total of 127 that were distributed, giving a response rate of approximately 60%. The data were analyzed using partial least square structural equation modelling. Findings Results showed a positive indirect link between leadership styles and organizational commitments, with job satisfaction acting as a partial mediator. It was also found through importance–performance map analysis, which is crucial for prioritizing managerial actions, that an employee’s commitment to a task is strongly influenced by that person’s level of job satisfaction. Research limitations/implications The study is quantitative and cross-sectional in nature, collecting information from a single source within an organization. A longitudinal strategy and a mixed methods approach should be used in future research. Practical implications Superiors/principal partners should make an effort to demonstrate a comprehensive understanding of leadership styles that is capable of enhancing job satisfaction and creating pleasant interaction in the work environment to increase the commitment of employees working in quantity surveying consultancy businesses. Originality/value As far as the author is aware, this study is one of the few to examine the impact of job satisfaction as a mediator between organizational commitments and leadership styles in the Nigerian construction industry. Furthermore, the study provides the basis for further discussion of the concepts offered in the paper.

Effectiveness Of Participatory Soft Skills Training On Quality Of Care, Clinical Communication Skills, Job Satisfaction And Self-Efficacy Among Nurses Working In Tertiary Care Hospitals: A Quasi-Experimental Study

Background: Influence of effective communication tool in improving quality nurse–patient relation in the health industry needs improved nursing practice, good nursing judgement, and satisfaction of the clients which exponentially influences overall patient care. Objective: To assess the mean pairwise relationship between of participatory soft skills training and clinical communication skills among nurses working in tertiary care hospitals. Design: A quasi experimental, two group pre-test and post-test using evaluative approach Setting: Sharda Hospital atertiary care hospitals at Greater Noida, Uttar Pradesh. Participants: Nurse managers, nursing incharge and staff nurses. Methods: Training the trainee program (TOT) was conducted which included 280 participants, (N=20) trainer nurses and (N=20x13=260) trainee nurses in April and May 2018. Data was analyzed using both descriptive and inferential statistics. Results: The statistical findings revealed that trainer and trainee nurses clinical communication skills, job satisfaction and self-efficacy improved significantly after imparting participatory soft skill training the trainee program. Further, there was a significant improvement in level of satisfaction among patients under trainer and trainee nurses. Conclusion: The study concluded that there was specific need for participatory soft skill training for the nurses. Soft skills (TOT) training had a positive impact on patient satisfaction in terms of quality of nursing care imparted by nurses to improve overall care. The enhanced job satisfaction and self-efficacy among nurses contributed to gratification

Information and communication technology (ICT) skills and job satisfaction of primary education teachers in the context of Covid-19. Theoretical model

The Covid-19 pandemic has shown that educational systems must have an online component or even a substitute. However, the efforts for this necessary transition fall largely on the teaching staff, who have been forced to quickly adapt their activities to a virtual environment. In this study, a theoretical model for analyzing how teachers’ information and communications technology (ICT) skills and the integration of these technologies influence the improvement of teaching and teacher job satisfaction is introduced. The model also pays special attention to the gender gap related to the use of ICT in teaching. At the empirical level, the model is validated on a sample of 257 Spanish primary school teachers, using the partial least squares (PLS) structural equation method. The results of the analysis show that, although the teachers’ ICT skills help them improve their teaching activities, such skills do not have a direct impact on teachers’ job satisfaction. However, teachers who integrate ICTs into their teaching activities not only improve their results and lighten their workload but also enjoy higher job satisfaction, which translates into more motivated and committed teachers. In addition, teachers’ ICT skills influence job satisfaction in different ways depending on gender. Although, for female teachers, the integration of ICT increases their job satisfaction, the results show that, for male teachers, this integration should generate improvements in teaching to yield enhanced job satisfaction. As the main implication, it is recommended to invest in teachers’ ICT skills, as these lead to enhanced efficiency and motivation and enable the change toward an ICT-based teaching model.

Joint Consultation as A Determinant of Job Satisfaction In The Insurance Sector

The urge for employees to have a voice in the decision-making process at the workplace has made joint consultation imperative. This study examined joint consultation as a determinant of job satisfaction in the insurance sector. The study adopted the survey research method using Krejie and Morgan's sample size determination formula to select a sample size of eighty-six (86) from a population of one hundred and ten employees. Seventy-three copies of the questionnaire were duly completed, and thirteen were not usable. Two hypotheses were tested using the partial least square structural equation model, SMARTPLS 3.2.2. SPSS version 25. The result revealed that joint consultation has an effect on employee job satisfaction. The P values for the two hypotheses tested are less than 0.05 level of significance. Therefore, for the two hypotheses, the alternative hypotheses were accepted. The study recommended, among others, that organizations should see joint consultation as a means of enhancing job satisfaction. In addition, further studies should be conducted on joint consultation using other indicators of job satisfaction.

Factors affecting employee engagement in higher education institution-An empirical study in NCR

Purpose: The present study was aimed to evaluate the factors that affect employee engagement in Higher Education institutions. It also studied the variance between demographic factors and employee engagement activities. Design/Methodology: This study was designed to analyze the factors that affect employee engagement. To accomplish this, a pilot survey was done on 25 people with the help of a structured questionnaire to ascertain the validity and understandability of the questions (α = 0.83). Further, the questionnaire was distributed to faculty members and staff of different universities and colleges. A total of 280 valid responses were collected. Descriptive analysis was used to analyze demographic characteristics, factor analysis for establishing covariance relationships among many variables, and ANOVA for analyzing the variance between employee engagement activities and demographic factors. Findings: From factor analysis, 6 factors were identified as predictors of employee engagement in Higher Education Institution (HEI). These factors were Job Satisfaction, Leadership, Work-Life Balance, Career Development, Work Environment and Job Characteristics. Also, it was found that age, years of experience, marital status, the position of the employee had shown significant variance in the employee engagement activities. Conclusion: Job satisfaction, Work environment, Leadership had shown a significant impact on employee engagement. Organizations must emphasize and put effort into improving the work environment, leadership style and, they must promote programs that would enhance job satisfaction. Limitation: The present study is done in NCR with a limited sample size of 280 respondents. Hence, the output of the present research cannot be generalized to the entire country.