Enhance Job Satisfaction Research Articles

The influence of supervisor supportive behaviors on subordinate job satisfaction: the moderating effect of gender similarity.

This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate. Second, job satisfaction is affected by supervisor gender, although in the opposite direction as hypothesized, such that when the supervisor is a woman, subordinates report lower job satisfaction. Third, also contrary to our expectations, supervisor-subordinate gender similarity reduces, rather than increases, subordinate job satisfaction. Fourth, gender similarity, as expected, weakens the impact of several supervisor supportive behaviors on this job satisfaction (i.e., giving recognition, coordinating work, helping get the job done, and encouraging development). In terms of practical implications, this work suggests that it is advisable for supervisors to show supportive behaviors toward subordinates. In addition, because demonstrating respect at work is not moderated by gender similarity and seems to be the most impactful supportive behavior for enhancing job satisfaction, supervisors should pay particular attention to the respect of subordinates.

Building Trust for Enhanced Job Satisfaction: Insights from High School Teachers in Pekanbaru City

This study aims to investigate the level of job satisfaction among public high school teachers in Pekanbaru City through the lens of teacher trust. Using a survey method with a causal approach, the research examines a sample of 200 teachers, selected via simple random sampling, and includes a pilot test with 40 teachers for method refinement. The study centers on educators in state high schools across Pekanbaru City. Data collection involves a carefully designed questionnaire, validated through Pearson Product-Moment correlation and assessed for reliability using Cronbach's Alpha formula. The study reveals a direct and positive correlation between trust and job satisfaction, underscoring the potential to enhance job satisfaction by nurturing higher levels of trust. The findings contribute valuable insights to the education field, suggesting that cultivating trust can positively impact both teacher job satisfaction and overall educational quality. This research sheds light on the interplay between trust and job satisfaction, offering implications for educational institutions and policymakers to create more conducive teaching environments and elevate the educational experience for both teachers and students.

Community and motivation among tennis officials: a cross-cultural multilevel analysis.

Sport officials are pivotal to the development of the game at every level. Yet, the exploration of these officials' job satisfaction and turnover intentions, especially within tennis, remains largely neglected. This study undertakes a cross-cultural adaptation and validation of the Referee Retention Scale (RRS) in a Chinese context (RRS-CN) and uses multilevel models (MLM) to explore the influence of perceived administrator consideration, mentoring, continuing education opportunities, remuneration, stress, and ecological factors on tennis officials' sense of community and officiating motivation. Data from 523 tennis officials across 26 provinces in China were gathered via an online survey. Through exploratory and confirmatory factor analyses, the RRS-CN was validated as a culturally adaptive 25-item scale. In the following, MLM results revealed that officiating levels, socioeconomic status, perceived administrator consideration, mentoring, and levels of continuing education significantly predict officials' sense of community. Additionally, we identified that continuing education, mentoring, and remuneration significantly influences officiating motivation. These findings underscore the importance of fair assignments, mentorship, and ongoing professional development in enhancing job satisfaction and retention. Future explorations are encouraged to extend the analysis to more ecological variables and further investigate their potential effects on systematic partial nesting, enhancing the generalizability and precision of measurement in job satisfaction and turnover studies across diverse cultural landscapes.

The Effect of Work Stress on Work Deviant Behavior Case Study: CV. Madinna Dome Ambassador through Job Satisfaction as an Intervening Variable

Research Aims: This study aims to analyze the effect of work stress on work deviant behavior case studies in CV. Duta Madinna Kubah through Job Satisfaction as an intervening variable.
 Methodology: This study used a sample of 95 respondents who were determined by the sampling technique with the census method. In this study, using data analysis techniques, namely Path Analysis (path analysis). The analytical tool used in this study using SPSS software.
 Research Findings: The results of this study indicate that the variable job stress has a significant negative effect on job satisfaction, job satisfaction has a negative and significant effect on work deviant behavior, job stress has a significant positive effect on work deviant behavior, job stress has a significant effect on work deviant behavior, which is mediated by the variable job satisfaction.
 Theoretical Contribution: This research advances theoretical understanding by revealing the complex interaction among work stress, job satisfaction, and deviant work behavior, providing valuable insights for academics and practitioners in the field of organizational psychology and management.
 Implication: Organizations can implement training programs to equip employees and managers with effective stress management strategies. Additionally, organizational development efforts can include initiatives to enhance job satisfaction and foster a positive work culture.

Servant Leadership and Career Development: Supporting Employee Growth

In this article, the authors present a literature review encompassing an analysis of Career Development and Servant Leadership in the context of human resource management and organizational growth. The research unveils how leaders who implement servant leadership principles can positively impact the career growth and development of their employees. Applying a Literature Review method, the authors analyzed other articles with similar topics. The research suggests that these characteristics can create an environment in which employees feel valued and supported, thus advancing their career development. The study finds that when leaders exhibit servant leadership characteristics, employees are more likely to experience increased job satisfaction and engagement. This positive experience, in turn, contributes to higher levels of commitment to their organizations. Servant leadership fosters open communication, trust, and a strong sense of community in the workplace, all of which support career development. Furthermore, the research highlights how servant leaders often strive harder to provide growth opportunities to employees. This may include mentorship, training, and guidance in setting and achieving career goals. Employees under servant leadership are more likely to feel empowered and motivated to take control of their career paths. In conclusion, this article emphasizes the strong impact of servant leadership on employee career development. It highlights that leaders prioritizing the well-being and growth of their employees can create a work environment that fosters career advancement, enhances job satisfaction, and strengthens organizational commitment. The research underscores the importance of developing servant leadership within organizations to support employee development and overall success.

Enhanced job satisfaction due to compensation, leadership, and colleagues

This examination plans to figure out the impact of remuneration, authority and colleagues on work fulfillment of Privileged Representatives at the Langkat Regime Agreeable Help Office. The populace in this study was all privileged representatives of the Langkat Regime Agreeable Help Office, adding up to 65 workers. The quantity of tests taken was 65 respondents. The side procedure utilized is soaked testing. This exploration was led in 2022. This examination utilizes quantitative information handled with SPSS 24.0 with the numerous direct relapse strategy. The examination results show that pay, initiative and collaborators affect work fulfillment of privileged representatives at the Langkat Regime Helpful Assistance Office, both to some degree and at the same time. The consequences of the t test (halfway) show that remuneration has a relapse worth of 0.554, t esteem = 5.309 and importance = 0.000. Initiative has a relapse worth of 0.335, tcount = 3.140 and importance = 0.003. Colleagues has a relapse worth of 0.269, tcount = 2.648 and importance = 0.010. The aftereffects of the F test (concurrent) show Fcount = 300.948 and importance = 0.000. Remuneration is the most prevailing variable impacting position fulfillment with the biggest t-count worth of 5.309. 93.4% of occupation fulfillment can be made sense of and acquired from remuneration, initiative, and associates, while the rest is from different elements. Work fulfillment has an extremely impressive relationship to pay, initiative, and colleagues.

Improving Teacher Performance through Self-Efficacy, Training, and Organizational Culture that Enhances Job Satisfaction

This research aims to determine the influence of self-efficacy, training, and organizational culture on job satisfaction that impacts teacher performance in Vocational High Schools (SMKN) in West Jakarta. The method employed is quantitative. The population of this study comprises all SMKN teachers totaling 432 technical teachers. Sample selection was done using the Slovin formula, resulting in 208 respondents. Data analysis involves validity testing, reliability testing, classic assumption testing, regression analysis, coefficient of determination analysis, and hypothesis testing. The results of this research indicate that self-efficacy has a positive and significant effect on job satisfaction. Training has a positive and significant effect on job satisfaction. Organizational culture has a significant effect on job satisfaction. Self-efficacy, training, and organizational culture simultaneously have a significant impact on job satisfaction. Job satisfaction significantly influences teacher performance.

Assessing the Level of Job Engagement among Employees in Major Municipalities in the Gaza Strip

The aim of this study was to explore the reality of Job engagement and its components (job involvement, job satisfaction, and job enthusiasm) from the perspective of employees in the major municipalities in the Gaza Strip. The descriptive-analytical approach was used, with a study population of 2,714 employees. The sample consisted of 336 employees selected through stratified random sampling. A questionnaire was used as a data collection tool, and 227 questionnaires were retrieved, representing 75.89% of the study sample. Data analysis was conducted using SPSS software to obtain the results. The study revealed several findings, the most prominent of which was the presence of Job engegement in the major municipalities in the Gaza Strip at a high level, with a rate of 71.7%. The study recommended that municipal management involve employees in decision-making processes and encourage them to contribute ideas and suggestions that contribute to work development through various competitions. It also recommended that municipal management pay more attention to the work environment, create a well-prepared environment, provide financial incentives in addition to motivational incentives, and provide opportunities for employees to attend training courses to enhance job satisfaction. Furthermore, the study emphasized the importance of addressing the psychological aspects of employees by designing stimulating programs aimed at increasing enthusiasm and dedication to work, as well as promoting cooperative work through organizing informative and educational seminars to ensure the continuous provision of services to the community.

Knowledge and practice of nurses with respect to perioperative hypothermia prevention in the Northwest Amhara Regional State Referral Hospitals, Ethiopia: a cross-sectional study

ObjectivesIt has been reported that maintaining a normal body temperature among surgical patients can reduce the length of hospitalisation by up to 40%, decrease the risk of surgical site infection...

Navigating the Saudi Gig Economy: The Role of Human Resource Practices in Enhancing Job Satisfaction and Career Sustainability

In the dynamic context of the global gig economy and Saudi Arabia’s Vision 2030, this study offers a novel examination of the impact of HR practices on gig workers’ job satisfaction and career sustainability in Saudi Arabia. Setting itself apart from prior research, it explores the uncharted interplay between HR practices and career longevity in the Saudi gig economy. Utilizing data from 344 gig workers, the study uncovers the intermediary role of job satisfaction in connecting HR practices to career sustainability, a dimension scarcely investigated before. It further assesses the often-assumed significant effects of demographic factors such as age and gender, revealing an unexpected, non-significant moderating impact. This research finds a strong positive correlation between effective HR practices, job satisfaction, and career endurance, highlighting the transformative power of HR strategies in the Saudi gig sector. These findings are vital for policymakers and practitioners focusing on Vision 2030 goals, underscoring the need for sophisticated HR strategies tailored to the unique Saudi gig environment. By bridging a critical knowledge gap and offering actionable insights, this study contributes significantly to the academic discourse on HR dynamics in gig economies and provides a foundation for future HR policy developments.

Emerging Technologies and Evolving Work Practices Impacting Employee Engagement- Automobile Industry

Purpose: The manufacturing industry has been at the cutting edge of technological advancements, improving quality and profoundly altering work practices. Technology disruptions redefine work practices, resulting in innovation and creativity, driving higher productivity and performance. Man-machine collaboration is profoundly strengthening manufacturing, increasing product quality and safety features. Robots, Cobots working alongside the shopfloor act as a substitute human workforce, increasing productivity and performance Theoretical framework: Multiple theories support employee turnover studies; the job embeddedness theory suits this study the most. JE theory clearly states that employees who feel connected to the social and professional phase within the organization are less likely to leave. Likewise, motivated and up-skilled employees will tend to have better QOL and QWL. Design/methodology/approach: The study was conducted over three months in the automobile industry, and the design adopted a mixed method approach; primary evidence was collected from the field as an interview method and various scholarly evidence collaborated with our study. The research design is descriptive and deductive in nature. The methodology used in the research paved the way to answer the critical research question with the help of a theory. Findings: Adapting to new work practices results in changes to job design as employers optimize their workforces to meet the demands of the latest techniques. Implementing disruptive technologies can improve the efficiency, safety, and fulfillment of the workplace in the automobile industry. The new-age practices driven by disruptive technologies enhance skill development, productivity, and employee engagement. Research, practical & social implications: Disruptive technologies are improving the safety and quality parameters. Organizations focusing on employees' upskilling based on learning preferences and learning styles tremendously impact productivity, motivation, and morale, enhancing job satisfaction and employee retention. Originality/value: Data collected from the field interactions derived the factual position, which was tested using various statistical tools to ensure reliability and validity. Findings added to the body of knowledge further.

Analysis of the Effect of Leadership Style, Financial Rewards and Work Environment on Turnover Intention Mediated by Job Satisfaction (Empirical Study: Private Bank Jakarta Employees)

This study aimed to investigate the impact of leadership style, financial rewards, and work environment on turnover intention, with job satisfaction as a mediating factor among employees of private Bank/Bank BDI Jakarta. The research adopted a quantitative approach with hypothesis testing, collecting primary data through valid questionnaires filled out by 330 respondents, specifically employees of Bank BDI, using Stratified Sampling. Data analysis was conducted using Structural Equation Model (SEM) with Smart PLS software version 3.0. The findings indicate a positive and significant influence of leadership style, financial rewards, and work environment on turnover intention, mediated by job satisfaction among Bank BDI Jakarta employees. However, the direct testing of leadership style, financial rewards, and work environment did not demonstrate a significant impact on turnover intention, suggesting the presence of other significant factors influencing turnover intention beyond the three independent variables examined. In conclusion, job satisfaction plays a pivotal role in determining turnover intention, and enhancing job satisfaction can effectively reduce turnover rates among Bank BDI Jakarta employees. However, it's worth noting that this study's limitation lies in its sample being limited to Jakarta, making it difficult to generalize the findings to all branch offices due to potential variations in characteristics and cultures across different regions.

Culture, Motivation, and Performance: Remote and Workplace Dynamics in Organizations

In this study, a divergence in the perceptions of organizational culture between workplace and remote employees within Turkish banks was examined. Workplace employees viewed the culture as bureaucratic yet also innovative and supportive, contrasting with remote employees' perspectives. The research uncovered distinct working styles that significantly influenced job performance, with remote workers displaying a notably positive impact. However, significant differences in the effects of job satisfaction and motivation on job performance between the two groups are not detected. An unexpected discovery was the reverse relationship between a supportive organizational culture and job performance among remote employees. Organizational commitment had a positive influence on job performance for all employees, emphasizing its role in enhancing job satisfaction and performance. This research contributes to the understanding of the intricate relationship between organizational culture and employee performance, in the context of remote and workplace workers. The findings suggest that non-monetary factors significantly motivate employees, with workplace employees emphasizing effective communication and teamwork, while remote workers prioritize effective planning and task execution. While the study provides insights, its industry-specific focus and sample size limitations should be considered for future research to explore these complex relationships in more diverse contexts.

Job satisfaction and self-efficacy of in-service early childhood teachers in the post-COVID-19 pandemic era

Although the global COVID-19 pandemic has drawn public attention to the ecology of teachers’ work, little is known about how external and internal factors interact and affect early childhood teachers’ job satisfaction and self-efficacy. The purpose of this study is to examine how the external ecology of kindergartens and individual personality traits affect the job satisfaction and self-efficacy of in-service early childhood teachers in the post-COVID-19 pandemic era through a self-reporting questionnaire distributed among 237 kindergarten teachers in online and offline learning community groups. It was found that the job satisfaction of early childhood teachers was a significant predictor of self-efficacy and played a partially mediating role between personality traits and self-efficacy. Furthermore, personality traits are considered significant predictors of job satisfaction and self-efficacy in Chinese early childhood teachers, and it was noted that these teachers were the least satisfied in terms of pay and promotion. With these findings, this study contributes to the job satisfaction and self-efficacy literature by validating their causal associations in the field of early childhood teachers. Our findings also provide guidelines for practitioners and policymakers in promoting early childhood teacher credentialing and external social support to enhance job satisfaction and self-efficacy. The unique value of this study lies in the clarification of how the work environment and ecology of early childhood teachers in the post-COVID-19 pandemic era influenced self-efficacy and of personality traits being the underlying attributions that led to this result.

The influences of psychosocial work environment on the turnovers of civil service cadre officers in rural Bangladesh: an empirical study

PurposeThe purpose of this study is to determine the effects of the psychosocial work environment on the turnover of civil service cadre officers in rural areas in Bangladesh.Design/methodology/approachPhysical intimidation, mental health and well-being, organisational impediments, decision latitude, psychological job demands and social interaction were developed as variables to examine in relation to job satisfaction and turnover. This study gathers 406 responses from Bangladesh Civil Service (BCS) cadre officers in rural areas to test the hypotheses.FindingsThe findings indicate that physical intimidation increases employee turnover, whereas psychosocial job demand decreases it. Physical intimidation reduces job satisfaction, whereas decision flexibility and social interaction enhance job satisfaction, hence reducing the turnover of civil service cadre officers in rural Bangladesh.Originality/valueThis research contributes to the creation of context-specific and targeted public sector support, particularly the interventions and policies addressing the work environment in rural areas.

The Role Of School Principals In Enhancing Job Satisfaction Of Administrative Staff At SMAN 3 Batanghari

This research discusses the role of school principals in enchancing job satisfaction of administrative staff at SMAN 3 Batanghari. The aim of this research is to describe the actions taken by principals as well as the obstacles encountered by principals and the methods or solutions used by principals in their efforts to enhance job satisfaction of the administrative staff of SMAN 3 Batanghari school. The research method used is qualitative, involving the school principal, and head of administrative ffairs as respondents. Data were collected through interviews, observations, and documentation. The results of the research indicate that the at SMAN 3 Batanghari is quite positive, looking by job, salary, colleagues, superiors, advancement and working environment in SMAN 3 Batanghari, The obstacles by school principals in increasing the job satisfaction of school administrative staff are the lack of qualified civil servant staff The solution by school principals improving the job satisfaction of the administrative staff of SMAN 3 Batanghari is empower the community and the grad education with professional qualifications in the field of management. The school controls the management and using of available resources in the school, and enhances training to improve the skills of administrative staff

The Impact of Talent Recognition on the Intention to Stay in Work Context: Empirical Overview

Purpose of the Study: The aim of the paper attempts to contribute to an overview of the methods and strategies adopted by organizations to maintain a talented and engaged workforce globally.
 
 Theoretical framework: The study is based on a review of the literature, which is described in the article. Use all methods to retain personnel. Talent Development must be researched whether it enhances Job Satisfaction, Employee Engagement, and Empowerment, which increases Intention to Stay.
 
 Design/methodology/approach: The researchers apply the convenience sampling technique to acquire primary data from employees utilizing a questionnaire as a research instrument. Data analysis is used in this study through the help of (the PLS) technique (SEMs). A five-component scale with a some-object measurement model has been verified inside the study
 
 Findings: Our findings demonstrate there is a favorable strong connection. in the effect of appreciation on retention in the job role between employers and employees. Theoretical and managerial implications are discussed in the mild of the findings
 Research, Practical & Social implications: Today, almost every organization is driven by technology, but human resources are needed to do work through technology. It is the challenge of an HR manager to keep working for a long time in an organization in a dynamic environment.
 
 Originality/value: The value of the study reveals that, fulfilment is regularly tied to its capability to attract, retain, and recognize talented and effective employees.

The Factors Influencing Employee Engagement in Recruitment Companies in Thailand

This research investigates the factors influencing employee engagement within recruitment companies in Thailand. The study examines six independent variables: compensation, career advancement, job satisfaction, organizational commitment, leadership, and reward and recognition. Data were collected from 385 respondents employed at various recruitment companies in Thailand using a combination of convenience and snowball sampling methods. Descriptive analysis, and multiple linear regression were used to analyse the data. The findings indicated that compensation, career advancement, job satisfaction, and organizational commitment significantly influenced employee engagement, all with P-values less than 0.05. Combined, these four independent variables accounted for 82.1% of the variation in employee engagement. Of these, job satisfaction had the most profound influence on employee engagement, contributing 39.0%. The study suggests that recruitment companies should prioritize enhancing job satisfaction factors. It's crucial to understand the specific contributors to employee job satisfaction. Implementing regular employee satisfaction surveys and feedback sessions can pinpoint areas needing improvement, such as work-life balance, workload distribution, and acknowledgment of accomplishments. Offering clear career advancement opportunities and professional development can also empower employees, showcasing the organization's commitment to their growth.

Do I want to work from home today? Specific job crafting strategies of public service employees working from home during the COVID-19 pandemic in Germany: a qualitative study.

After the outbreak of the COVID-19 pandemic, employees in Europe increasingly worked from home. In the German public sector, many employees experienced working from home for the first time. Concurrently, employees could use job crafting activities to alter job demands and resources while working from home. This exploratory case study aims to shed light on how public service employees craft their job demands and job resources, and how they perceive job satisfaction and productivity while working from home during the COVID-19 pandemic. A novel theoretical approach is applied to explore crafting activities that target specific job demands and resources when working from home, using a combined framework of resource-based job crafting based on the Job Demands-Resources model and time-spatial job crafting. Qualitative telephone interviews were conducted with employees from different public sectors in Germany between December 2021 and February 2022. According to the COREQ guidelines, the 12 semi-structured interviews were audio-recorded, transcribed verbatim, and content-analyzed using MAXQDA. The results suggest that employees, who were new to working from home, developed personal crafting strategies for their flexible work environment. These strategies supported them in coping with hindering job demands (e.g., measures regarding work-related availability or interruptions) by optimizing their working conditions. Additionally, employees used strategies to increase their social resources (e.g., initiating meetings with colleagues) and structural resources (e.g., installing additional work equipment, planning of office days and working-from-home days). The use of given job resources and optimization of job demands are closely linked to the time-spatial demands fit. Thereby, the time-spatial demands fit is used to combine workplaces, work hours, or work tasks with the provided resources and demands to achieve an optimal work environment, which also facilitates employees' productivity and satisfaction. The results enrich the resource-based and time-spatial demand job crafting research by adding specific job crafting strategies utilized by public service employees. Furthermore, the results highlight job crafting strategies for enhancing job satisfaction and productivity when working from home in the post-pandemic world, thus offering valuable insights for researchers and practitioners.

PENGUKURAN KINERJA KARYAWAN PADA PT HT MANUFACTURING

This research focuses on measuring the performance of employees at PT HT Manufacturing, a company producing fishing bait and equipment. The study aims to assess employee performance in the Painting department and identify potential areas for improvement. The current performance measurement system is found to be subjective, emphasizing financial targets only. The theoretical framework discusses the concept of performance, performance measurement, human resources management, and the Human Resource Scorecard (HRSC). The HRSC is an important tool for measuring and managing the strategic contributions of human resources to achieve the company's objectives. The research methodology used is a survey, employing questionnaires and interviews to collect data from 24 employees in the Painting department. Data validity and reliability are tested using statistical analyses like correlation and Cronbach's alpha.
 The findings reveal that most indicators used to measure employee performance are valid and reliable. However, one indicator related to measuring performance between employees and their superiors is found to be invalid. The research concludes that the company's performance measurement needs improvement, and employee training plays a crucial role in enhancing job satisfaction and overall performance.Overall, this study provides valuable insights into the performance measurement process at PT HT Manufacturing and offers recommendations for enhancing employee performance and job satisfaction through effective training programs.