Explaining Job Satisfaction Research Articles

Pengaruh Kepuasan Kerja terhadap Kinerja Karyawan PT Soho Global Health

Human resources are a very important factor in an organization, both large and small scale organizations. Human resources are seen as a very determining element in the development of an organization, so the role of human resources is increasingly important. This research aims 1) to explain job satisfaction and performance of PT employees. Soho Global Health. 2) to determine the effect of job satisfaction on the performance of PT employees. Soho Global Health. The method used in this research is the research method using survey data with a questionnaire as a data collection tool, while the descriptive data analysis method used in this research is quantitative analysis. The research results show that: 1) Of the 51 respondents, they think that employee job satisfaction at PT. Soho Global Health has a high level of employee satisfaction and employee performance at PT. Soho Global Health has a high level of employee satisfaction. 2) There is a significant influence between the job satisfaction variable (X) and the performance variable (Y). This is proven by the value of tcount > ttable (6,849 > 2.026). Keywords: Employee Performance, Job Satisfaction, PT Soho Global Health.

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP KOMITMEN ORGANISASI LEMBAGA PERKREDITAN DESA (LPD)

The purpose of this study is to analyze the effect of job stress on organizational commitment, to explain the effect of job stress on job satisfaction, to explain the effect of job satisfaction on organizational commitment and to explain job satisfaction in mediating the effect of job stress on organizational commitment. The number of samples used in this study are 34 employees, using the saturataion sample method. Data are analyzed using path analysis. The results showed that work stress has a negative and significant effect on organizational commitment, work stress has a negative and significant effect on job satisfaction, job satisfaction has a positive and significant effect on organizational commitment, and job satisfaction Mediated the Effect of Job Stress on Organizational Commitment Lembaga Perkreditan Desa (LPD) Padangsambian Pakraman Village in Denpasar City

Decoding Public Policy Making: Unraveling the Variables and Analytical Questions for Systematic, Comprehensive Analysis

Purpose: Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.
 Methodology: The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.
 Findings: While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.
 Unique Contribution to Theory, Practice and Policy: Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations.

The Influence of Work Discipline on Employee Job Satisfaction with Incentives as an Intervening Variable

The results of this research show. (1) It can be seen that the adjusted R square value is 0.767 or 76.7%. This shows that incentives (Z) and work discipline (X) can explain job satisfaction (Y) by 76.7%, the remaining 23.3% (100% - 76.7%) is explained by other variables outside the research model This. (2) The results of the t test (Partial) show that the value obtained is tcount (4,251) > ttable (2.048), likewise with a significance value of 0.00 < 0.05, it can be concluded that the first hypothesis is accepted, meaning that the work discipline variable(X) has a positive and significant effectagainst incentives (Z).(3) The results of the t test (Partial) show that the value of tcount (4.221) > ttable (2.048), and the significance value is 0.00 < 0.05, so it can be concluded that the second hypothesis is accepted, meaning that work discipline(X) has a significant effecton job satisfaction (Y). (4) The results of the t test (Partial) show that tcount(7.162) > ttable (2.048), and the significance value is 0.00<0.05, so it can be concluded that the third hypothesis is accepted, meaning that incentive (Z)significant effecton job satisfaction (Y) (5) The results of path analysis show that the direct influence of variable X on variable Y2 is 0.395. Meanwhile, the indirect influence through variable Z is 0.620 x 0.670 = 0.415. From the calculation results, it can be seen that the indirect influence through variable Z is greater than the direct influence on variable Y.

The Importance of Job Satisfaction in Dubai Police and Influencing Factors

Purpose: Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.
 Methodology: The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.
 Findings: While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.
 Unique Contribution to Theory, Practice and Policy: Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations

Explaining job satisfaction among mental health peer support workers.

Peer support practice has seen exponential growth during the past several decades. While there exists a body of research on job satisfaction among this emerging workforce, many studies had limited sample sizes and demographic diversity and focused on few facets of job satisfaction. The present study examines multiple factors associated with job satisfaction and compensates for limitations of previous smaller studies. A convenience/snowball sample of 645 peer support staff was recruited via National Association of Peer Supporters and Academy of Peer Services listservs. Eligible participants were at least 18 years of age, currently employed for a minimum of 6 months, and residing in one of the 50 states or one of U.S. territories. Global and multidimensional facets of job satisfaction were measured using the Indiana Job Satisfaction Survey. Data from an anonymous online survey were analyzed using hierarchical linear regression. The main hypothesis was supported; coworker support, perceived organizational support, supervisor support, and job empowerment explained 71% of the variance in overall job satisfaction, Adj R² = 0.71, F(9, 271) = 77.77, p < .01, with age and status as a certified peer specialist significant contributors. Perceived organizational support and job empowerment explained most variance in overall job satisfaction. As this workforce continues to burgeon, it is crucial to promote peer support values, role clarity, certification, diversity, and optimal organizational and empowerment resources to sustain a satisfied and effective peer support workforce. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Structural and Psychological Empowerment in Explaining Job Satisfaction and Burnout in Nurses: A Two-Level Investigation

Aim. The aim of the study was to test a two-level model of the relationships between structural empowerment in a hospital department and job satisfaction and burnout in nurses. We tested whether psychological empowerment is a mediator of these relationships. Background. We drew on empowerment theory to examine whether psychological empowerment mediates the association between organizational-level structural empowerment and nurses’ job satisfaction and burnout at the individual level. The proposed two-level model takes into account the effect of both contextual and individual factors on individual nurse’s job satisfaction and burnout. Methods. The study was conducted in 29 public hospital departments and included 309 participants employed as nurses or midwives. To analyze the results, we applied multilevel modeling and cross-level mediation analysis, with nurses as Level 1 and hospital departments as Level 2. Results. Structural empowerment at the hospital department level is positively related to nurses’ individual sense of competence and autonomy, namely, to their psychological empowerment. Structural empowerment is also positively related to job satisfaction and negatively related to burnout in nurses. Psychological empowerment is a mediator between structural empowerment and nurses’ job satisfaction as well as two dimensions of burnout: exhaustion and disengagement from work. Conclusions. These findings suggest that psychological empowerment is an underlying mechanism that may explain why structural empowerment in the hospital department is positively related to job satisfaction and negatively related to burnout in nurses. This has implications for theory by extending the multilevel nomological network of the constructs and for management practice by highlighting the role of structural empowerment for work design in public health institutions. Implications for Nursing Management. The results indicate that structural and psychological empowerment can play a significant role in creating supportive workplace conditions in hospitals. Organizing nurses’ work in a way that empowers them promotes their sense of competence and autonomy, which in turn promotes their job satisfaction and reduces burnout.

Review of workplace characteristics and Self-motivation as Indicators of nurses' Job satisfaction

Nursing staff turnover and absenteeism are reduced thanks to job satisfaction, which also enhances performance and productivity. Further research is required to determine how the interaction of these factors is impacted by individual initiative. This study's goal was to look into the relationships between nurses' personal initiative, work environment, and job satisfaction. According to the findings, high levels of individual initiative and favorable opinions of the nursing workplace were major factors in explaining job satisfaction. The working environment needs to be improved, the initiative needs to be encouraged, and nurses need to be encouraged to be active, share their knowledge, and foster innovation.

Assessing the determinants of Myanmar government employees’ job satisfaction through Herzberg’s two-factor theory

Studies on Myanmar public employees’ job satisfaction are very limited. To understand which factors affect these employees’ job satisfaction, this study adopted Herzberg’s two-factor theory and tested its applicability in assessing self-administered survey data ( N = 1,225). Results showed that Herzberg’s original sets of motivators and hygiene factors can measure government employees’ job satisfaction and that both motivators and factors are important in explaining job satisfaction. Specifically, public service motivation and religiosity contribute to job satisfaction, and family orientation’s negative effect on job satisfaction is statistically significant. Formulating flexible work schedules and dependent care programs can reduce employees’ work-family conflicts.

Explaining job satisfaction through the use of work–familybenefits and their impact on the employee’s family context

PurposeThis study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.Design/methodology/approachData are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.FindingsThe results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.Practical implicationsThis study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.Originality/valueThis study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.

Burnout and compassion competency to explain job satisfaction among nurses working in intensive care units or emergency rooms

Purpose : This study aimed to examine the relationships of burnout and compassion competency with job satisfaction among nurses working in the intensive care units and emergency rooms.Methods : A correlational survey was conducted from August 1 to August 14, 2018 and involved in 102 nurses working at four university hospitals for more than 1 year. A structured questionnaire was used to measure burnout, compassion competency, and job satisfaction, and data were analyzed using hierarchical multiple regression and mediation effect analysis.Results : The mean scores of burnout, compassion competency, and job satisfaction were 2.58, 4.35, and 2.95, respectively. Burnout and compassion competency along with working night shifts and a wish to transfer explained 35.3% of variance in job satisfaction. Compassion competency showed a small but significant mediating effect in the relationship between burnout and job satisfaction (indirect effect -.0446, 95% CI -.1133, -.0075).Conclusion : Burnout and compassion competency were the significant influencing factors of job satisfaction among nurses working in intensive care units and emergency rooms. Since compassion competency showed a significant mediating effect, further studies should focus on intervention strategies for compassion competency to improve job satisfaction in this population.

A Study of Employee Job Satisfaction in the section (OFS Company)

This exploration intends to explain about “A Study On Employee Job Satisfaction In IT Sector. Job is the larger part of every human being so job satisfaction has some effect on the life of humans. Employment satisfaction refers to how content a person or employee is with their job. Three different paths explain job satisfaction of the employee: they are team work and its recognition, team lead support and employee work life balance. If the employee is satisfied with their job it leads to minimal error of their work and also it will in turn increase the quality of the product output thereby loyalty of the customers increases. Job satisfaction is not only based on the perks and benefits of the company, it is also about the appreciation for the work done by the employee. The study’s goal is to determine whether the workers are content with their jobs. Data was collected from a sample of 60 workers from an assiduity and the result is presented in the paper. In this article descriptive methodology has been used.

Relationship Between the Big Five Personality Traits and Job Satisfaction – A Pilot Study on a Sample of Croatian Seafarers

Over the past decade, research on seafarers' health, well-being, stress, and job satisfaction has increased. Previous studies on other work populations have shown the relationship between the Big Five personality traits and job satisfaction, but the significance of each trait of the Big Five model, as well as the size of the correlations, vary according to the characteristics of the samples, such as gender, age, and occupation. With a view of the lack of addressing this research topic in seafarers, this study aimed to examine the relationships between the five basic personality dimensions and seafarers' job satisfaction. The convenient sample consisted of 286 Croatian male seafarers aged between 18 and 65. Participants completed a questionnaire that included questions on sociodemographic characteristics, IPIP-50 inventory measuring five personality traits, Job Satisfaction Scale, and Seafarers' Job Satisfaction Scale. The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. However, the general measure of job satisfaction additionally correlated positively with intellect/imagination, while the measure of maritime job satisfaction additionally correlated positively with agreeableness. Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. This pilot study reveals significant correlations between the Big Five personality traits and seafarers' job satisfaction. The paper brings theoretical and practical discussions on the relationships between the Big Five personality traits and seafarers' general and specific job satisfaction. The study represents a call for further researchers to verify the obtained results on more representative samples of the seafarer population and to test the predictive validity of personality traits in explaining job satisfaction through longitudinal studies.

The Effects of Sales Services and Organizational Member Relationships of Fashion Brand Salesperson on Job Performance and Job Satisfaction

The purpose of this study was to reveal the effects of sales services and organizational member relationships of fashion brand salespersons on job performance and job satisfaction, as well as how job performance, job satisfaction, salesperson services, and organizational member relationships differ according to the sales career and job position. The data were collected by administering a questionnaire to fashion brand salespeople in Gwangju from September to October 2020. Using 235 responses, the data were analyzed with SPSS 27.0 for frequency analysis, reliability analysis, t-test, factor analysis, and regression analysis. The research results were as follows. First, the basic services of the salesperson comprised factors such as ‘consideration and convenience’, ‘appearance and dress’, and ‘kindness and greeting’, which are considered better variables to explain job performance than job satisfaction. Second, the salesperson’s professional service consisted of ‘fashion product knowledge’, ‘professional self-management’, and ‘store display technology’ factors, which are good variables to predict job performance. Third, the relationship between the members of a salesperson’s organization consists of factors such as ‘headquarters relations’, ‘colleague relations’, and ‘emotional labor’, which was better for explaining job satisfaction than job performance. Fourth, depending on the position, professional salespeople exhibited significantly higher values in job performance, basic and professional services of salespersons, and ‘headquarters relations’ factors, whereas there were no significant differences in job satisfaction, ‘colleague relations’ and ‘emotional labor’. Lastly, the more sales career, the higher the job performance, and the basic services, professional services, and ‘headquarters relations’ factors of salespeople were also good.

THE EFFECT OF POSITION PROMOTION ON EMPLOYEE SATISFACTION WITH COMPENSATION AS INTERVENING VARIABLES

The results of this study show. (1) It can be seen that the amount of adjusted R square adjusted R square is 0.647 or 64.7%. This shows that compensation (Z) and promotion (X) can explain job satisfaction (Y) by 64.7%, the remaining 35.3% (100% - 64.7%) is explained by other variables outside the research model. this. (2) The results of the t-test (partial) can be seen that the obtained tcount (4.324) &gt; ttable (2.048), as well as the significance value of 0.00 &lt;0.05, it can be concluded that the first hypothesis is accepted, meaning that the variable of promotion (X) has a positive and significant effect to compensation (Z). (3) The results of the t-test (partial) can be seen that the value of tcount (4.324) &gt; ttable (2.048), as well as the significance value of 0.00 &lt;0.05, it can be concluded that the first hypothesis is accepted, meaning that the variable of promotion (X) has a positive and significant effect to compensation (Z). (4) The results of the path analysis test show that the direct effect of variable X on variable Y is 0.280. Meanwhile, the indirect effect through the Z variable is -0.011 x -0.289 = 0.0031. From the calculation results obtained, the indirect effect through the Z variable is greater than the direct effect on the Y variable.

The Influence of Psychological Empowerment and Organizational Culture on Employee Satisfaction

This study aims to determine and analyze the influence of psychological empowerment and organizational culture on job satisfaction of employees of PT. BRI Syariah Bandung City both partially and together. This research uses descriptive as well as verification methods. The study was conducted on 77 employees of PT. BRI Syariah Bandung City, Sampling is done using saturated sampling techniques. The data analysis technique used is multiple regression analysis. The findings of this study are that psychological empowerment and organizational culture partially or jointly have an impact on employee job satisfaction. Furthermore, the determinant value obtained was 0.883, this means that psychological empowerment and organizational culture were able to explain job satisfaction worth 88.3%. Meanwhile, 11.7% was caused by other factors. Keywords: Psychological Empowerment, Organizational Culture, Job Satisfaction

Explaining Job Satisfaction Among Residents in Standardized Residency Training Programs: A Serial Multiple Mediation Model.

BackgroundDespite a flood of research on job satisfaction, few studies have examined how and why social support influences job satisfaction. This study aimed to explore how social support has an indirect effect on job satisfaction by examining its impact on emotional exhaustion and anxiety symptoms among residents of the physicians standardized residency training program in China.MethodsThis cross-sectional study adopted questionnaires to collect data from residents in the standardized residency training program in China. The PROCESS macro for SPSS based on ordinary least-squares regression and the bootstrap method was used. The indirect effect of social support was examined using bootstrapping procedures. A serial multiple mediation model was examined in which social support was associated with job satisfaction via emotional exhaustion and anxiety symptoms.ResultsThere were 269 residents who provided usable data for the analysis. The mean age of residents was 25.98 years old. Close to half (52%) of the participants were female. The total indirect effect of social support on job satisfaction was significant (ab=0.21, SE=0.05, CI=0.12 to 0.32). The specific indirect effect 1 (social support→emotional exhaustion→job satisfaction) was significant (a1b1=0.12, SE=0.04, CI=0.05 to 0.19). The specific indirect effect 2 (social support→anxiety symptoms→job satisfaction) was significant (a2b2=0.07, SE=0.03, CI=0.02 to 0.13).The specific indirect effect 3 (social support→emotional exhaustion→anxiety symptoms→job satisfaction) was also found to be significant through both optimism and work engagement (a1a3b2=0.03, SE=0.01, CI=0.01 to 0.05).ConclusionIt seems critical for hospital management to develop a supportive work environment to improve the effects of emotional exhaustion and anxiety symptoms and to provide sufficient support to improve job satisfaction among residents in standardized residency training programs.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

Impact of Working Environment on Job Satisfaction

Purpose:&#x0D; The purpose of this study is to examine the influencing factors of job satisfaction on the employees working in their respective organizations within Karachi Pakistan. The study is to extend the theory of “Self-Discrepancy Theory” in explaining Job satisfaction. Furthermore, the study also intends to analyze the effects of “Working hours”, “Relationship with co-workers” and “Job safety and security” on the employees’ satisfaction related to their jobs. .&#x0D; Methodology:&#x0D; This study is quantitative in nature and a questionnaire was used as a research tool to gather data and SPSS is used for data analysis. The sampling technique that was used for this research was non-probability convenience sampling. Research primary data was gathered by adopting a survey method in the form of a questionnaire that was designed using Google Docs. It was then used to administer 400 respondents. The survey consisted of 31 structured questions that were based on 5 points Likert scale.&#x0D; Findings: &#x0D; The outcome of the study finds that Job Safety and Security and relationships with co-workers have a positive impact and relation with employees' Jobs. However, the working hours have no impact and relationship with Job satisfaction.&#x0D; Conclusion:&#x0D; It is concluded that Job Safety and Security and Relationship with co-workers have a positive impact and relation with employees' Jobs. However, the working hours have no impact and relationship with Job satisfaction

Job Satisfaction among Female Social Workers in Light of Their Subjection to Client Violence

ABSTRACT The aim of the current study was to explore the job satisfaction construct among female social workers in the context of being subjected to client violence. For this purpose, the contribution of select work-related factors (length of work experience and pay), psychological factors (burnout and self-efficacy), and factors related to violence (fear of verbal and of physical violence) to explaining job satisfaction was examined among female social workers who had been subjected to client violence and those who had never been subjected to client violence. Structured questionnaires were administered to 573 female social workers. Among social workers not subjected to client violence, pay and fear of physical violence were related to job satisfaction. Among social workers subjected to client violence, however, job satisfaction was associated with self-efficacy and fear of verbal violence. Burnout contributed the most to explaining job satisfaction among all social workers.