Extrinsic Job Research Articles

Examining the Influence of Health-Related Quality of Life on Job Satisfaction Among Nurses in Kazakhstan.

This study evaluated health-related quality of life (HRQOL) and job satisfaction among Kazakh nurses and investigated the relationship between HRQOL and job satisfaction. Nurses' HRQOL may, directly and indirectly, affect their job satisfaction, which could subsequently result in poorer productivity and quality patient care. A cross-sectional research design utilizing a standardized questionnaire was employed among 615 nurses working at the University Medical Center in Astana, Kazakhstan. Nurses generally reported moderate HRQOL and low job satisfaction. Marital status and the number of children were significant predictors of high HRQOL. Married nurses had lower job satisfaction than single nurses. Nurses' number of children contributed to an increase in job satisfaction. Experiencing better environmental health may lead to greater general, intrinsic and extrinsic job satisfaction among nurses. Positive physical health is associated with higher levels of extrinsic and general job satisfaction. Better social health is linked to better intrinsic and general job satisfaction, whereas positive psychological health is related to better intrinsic job satisfaction. This investigation provided evidence of the influence of HRQOL on nurses' job satisfaction in Kazakhstan. Healthcare facilities can create organizational cultures and working environments that prioritize the well-being of healthcare workers.

The Effect of Job Satisfaction on Life Satisfaction: The Mediating Effect of Positive Affect Moderated by COVID-19

This study examines the effect of job satisfaction on life satisfaction, focusing on the mediating effect of positive affect moderated by COVID-19. The participants were 287 wage-earning graduates under 35 years of age who had graduated from culinary arts programmes and participated in the 2017–2019 Graduates Occupational Mobility Survey conducted by the Korea Employment Information Service. Hypotheses were tested using Hayes’ MACRO process models 4 and 8. The results are summarised as follows. First, higher extrinsic and intrinsic job satisfaction among culinary graduates was associated with increased positive affect and life satisfaction. Second, positive affect partially mediated the relationship between job satisfaction and life satisfaction. Finally, the indirect effect of positive affect on the relationship between extrinsic job satisfaction and life satisfaction decreased after the COVID-19 pandemic compared to before the pandemic. Therefore, the industry should develop systems and programmes to enhance both extrinsic job satisfaction (such as wages and working hours) and intrinsic job satisfaction (such as personal growth, development potential, and a sense of accomplishment) among young chefs. Furthermore, industries and government agencies should prepare sustainable measures to maintain job satisfaction, positive affect, and life satisfaction among employees during crises such as the COVID-19 pandemic.

Job perception and satisfaction correlations: Examining intrinsic and extrinsic job satisfaction for fast-food restaurant managers in San Jose City, Nueva Ecija

This research investigated the correlation between job perception and both intrinsic and extrinsic job satisfaction among fast-food restaurant managers. Utilizing a descriptive-correlation research design, the study involved 20 regular managers from fast-food establishments. Data were collected through surveys and face-to-face informal interviews with 20 purposively selected respondents aged 21-45 years. The analysis employed Pearson correlation to examine the relationships between job perception and satisfaction variables. Findings revealed a very strong positive correlation between job perception and both types of job satisfaction. Managers who perceived their roles as fulfilling, well-aligned with their expectations, and supportive of their skills reported higher levels of both intrinsic and extrinsic satisfaction. Specifically, job aspects such as personal fulfillment, recognition, and alignment with personal values strongly correlated with high intrinsic satisfaction. Similarly, factors like competitive salary, job security, and a supportive work environment were closely linked with higher extrinsic satisfaction. The results underscored that positive job perception significantly enhances both intrinsic and extrinsic job satisfaction, reflecting the critical role of managers’ views on their roles in determining their overall job satisfaction and motivation. The study suggests that fast-food restaurant operators should focus on improving job perception by enhancing both intrinsic and extrinsic factors. This includes providing meaningful work experiences, recognizing managers’ contributions, ensuring competitive compensation, and fostering a supportive work environment. By addressing these areas, organizations can improve managerial satisfaction, reduce turnover, and enhance overall operational effectiveness.

Cognitive Control/Flexibility, Social Isolation, and Intrinsic Job Satisfaction of Intensive Care Unit Nurses.

Although cognitive control and flexibility have been examined in the past, this study examines their relationship in a stressful working environment, focusing on intrinsic job satisfaction using cognitive behavioral theory as a framework. This study examined cognitive factors (cognitive control and cognitive flexibility) and emotional state (intrinsic job satisfaction) while assessing the mediating role of social isolation, an external work environment variable. The study focused on intrinsic job satisfaction with extrinsic job satisfaction as a covariate. A cross-sectional questionnaire method was used. Two hundred and ten nurses from twelve intensive care units participated. Model one examined cognitive control while model two examined cognitive flexibility, accounting for 32% and 38% of the variance in intrinsic job satisfaction, respectively. Model one accounted for 13% of the variance in social isolation through cognitive control and extrinsic job satisfaction while model two accounted for approximately 14.91% of the variance in social isolation through cognitive flexibility and extrinsic job satisfaction. Combining the two models accounted for 17% of the variance in social isolation and 37.4% of the variation in intrinsic job satisfaction. The results emphasize the importance of training nurses in cognitive control and flexibility to increase intrinsic job satisfaction.

Public Managers and Job Satisfaction: Exploring an Effective Way to Improve Their Job Satisfaction

Extensive research indicates that enhancing employee satisfaction and motivation leads to improved organizational performance. Given the crucial role public managers play in delivering quality public services, ensuring their satisfaction becomes paramount. This study, based on survey data from approximately half a million U.S. federal government employees, explores the factors influencing public managers’ job satisfaction and investigates whether managerial positions moderate these effects. The findings reveal that overall job satisfaction is positively impacted by satisfaction with both intrinsic and extrinsic job aspects, irrespective of managerial status. However, the influence of intrinsic and extrinsic factors on overall job satisfaction undergoes significant changes when a public employee assumes a managerial position.

Moderator role of Type D personality traits between depressive symptoms and job satisfaction among teachers.

Type D personality is characterized by negative affect (NA) and social suppression (SI). It has been indicated Type D personality is associated with depression, anxiety, and burnout. Depressive complaints and social inhibition negatively affect job satisfaction. The aim of this study is to investigate the moderating role of Type D personality structure between the severity of depressive complaints and job satisfaction in teachers. 939 teachers, who constitute the sample of the study, completed the sociodemographic form, Type D personality scale (DS-14), Beck Depression Inventory (BDI) and Minnesota Satisfaction Scale Short Form with an online survey. While a negative relationship was found between teachers' NA scores and their intrinsic and extrinsic job satisfaction (r = -0.28 and r = -0.19, respectively), a negative relationship was detected between SI scores and intrinsic and extrinsic job satisfaction (r = -0.22 and r = -0.21, respectively). NA and SI had partial moderating roles in the relationship between BDI score and intrinsic job satisfaction. SI played a partial moderating role in the relationship between BDI and extrinsic job satisfaction. It can be said Type D personality traits has a moderating role between the severity of teachers' depressive complaints and job satisfaction.

The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

Background: Satisfaction of job among employees in health care is an important tool to measure the improvement of quality in healthcare services. Reduced satisfaction level may lead to increasing of turnover of staff and absence from the work, which has great impaction on the efficiency and effectiveness of services in healthcare. The aim of this study was to assess the influence of extrinsic work factors on job satisfaction among the employees in Misurata medical center. Methodology: A Cross-sectional study using a self-administrated questionnaire was conducted among 234 randomly selected workers at Misurata medical center in Libya. Results: Out of 260 distributed questionnaires, 234 of them were returned, which represents a response rate of 90%. A total of 234 workers comprising of 154 (65.8 %) were male and 80 (34.2%) were female workers. The findings indicate with exception of co-workers relationship, low proportions of job satisfaction varies from 23% to 52% were determined among the employee regarding the other extrinsic job factors. However, the job satisfaction was significantly influenced by the age, education level, and job category as well as work experience among the employee (p < 0.001). Moreover, the job satisfaction was not significantly affected by gender and marital status of employees (p > 0.001). Conclusion: majority of employees in Misuarat medical center tended to be unsatisfied with their job. Active interventions are required to improve the job satisfaction and receiving better quality of care.

Job satisfaction, depression severity and quality of life ratings of perioperative nurses in robotic-assisted and laparoscopic surgery

The rapid introduction of technological developments into healthcare systems adds another layer of complexity to the already demanding jobs of nurses, particularly for those working in perioperative care. In the present study, our primary aim is job satisfaction, whereas the secondary outcomes are psychological well-being and quality of life (QoL) ratings of perioperative nurses who take part in robotic-assisted and pure laparoscopic surgery. A total of 101 perioperative nurses in six different centers were included in the study. Fifty-one of the nurses were working in robotic-assisted laparoscopic surgery and 50 of them were working in pure laparoscopic surgery. All participants responded to Minnesota Job Satisfaction Questionnaire (MJSQ), Beck Depression Inventory (BDI) and SF-36 QoL Measurement Survey. The two groups did not differ in their total MJSQ, BDI and SF-36 QoL scores (pMJSQ:0.066, pBDI:0.329, pSF-36-QoL:0.136). In addition, there were no differences between the two groups in their intrinsic job satisfaction and extrinsic job satisfaction sub-scores (pintrinsic: 0.473, pextrinsic:0.121). Overall, 18.9% of the nurses reported having moderate to extreme depressive symptoms and most of them (87.1%) had low to moderate levels of job satisfaction. Finally, QoL ratings was generally at moderate levels. Perioperative nurses who work in robotic-assisted laparoscopic surgery do not differ from those working in pure laparoscopic surgery in terms of their job satisfaction, psychological well-being, and QoL ratings. In addition, across groups’ psychological well-being, job satisfaction, and QoL ratings were not particularly high, suggesting that more attention needs to be paid to improving the work conditions of perioperative nurses.

Impact of Extrinsic Job Satisfaction Factors on Organizational Commitment of Banking Sector at Pokhara Metropolis

The paper aims at examining the influence of extrinsic JS factors on organizational commitment of employees in banking sector of Pokhara Metropolis. Non-managerial employees of government, joint- and non-joint venture commercial banks comprising 102 males and 107 females were approached for opinion survey. A questionnaire consisting of five-point Likert scales along with demographic questions were disseminated to collect the data. Using descriptive and analytical method, the results were obtained. The results revealed that a high level of extrinsic job satisfaction appeared when employees have friendly relation with supervisors, while they were least satisfied with pay. It implies that banking employees get satisfied if their supervisor treats them as friends. The study also found those employees’ emotional feelings like loyalty, and having an affiliation with their organization was enthusiastic. Similarly, they believe better to stay in the current organization as the organization has providing something for them, because leaving current organization will need extra costs for them. Thus, there was a higher position of affective commitment and moderate level of continuance and normative commitment of employees. Finally, it was found that extrinsic job satisfaction dimensions have constructive significant impact of employees’ commitment at work place, indicating a high level of extrinsic factors play a pivotal role to satisfy the banking employee and thereby their organizational commitment. The study contributes to analyze extrinsic job satisfaction factors in banking sectors and which factor play significant role to create their commitment of employees in workplace.

유아교사의 세대별 직업 가치관 및 갈등관리 특성의 차이 분석

This study aimed to determine the differences in job values and conflict management characteristics according to the generation of early childhood teachers. The participants of the study were 202 teachers from 25 early childhood education institutions in J Province. The collected data were analyzed using one-way distribution analysis. First generational differences were found in the intrinsic and extrinsic job values of early childhood teachers. Second, in terms of conflict management characteristics, generational differences were found in the integrated, evasive, and compromised characteristics. In conclusion, the analysis of job values and conflict management characteristics based on generational differences among early childhood teachers suggest the need for various teacher support measures that consider the characteristics of each generation to accommodate, respect, and create an organizational culture atmosphere in early childhood education institutions.

Public service motivation and job satisfaction: The role of social support during crisis

Research background: Different crises (COVID-19 pandemic, war, natural disasters etc.) usually require new ways for providing public services to the citizens and, from this, to reinterpret and adjust the role of the public servant as the strategic key for assuring the continuity of the governance at all levels. Purpose of the article: The article establishes a relationship between the public service motivation dimension and job satisfaction aimed to analyze the mediating role of social support in a crisis. Methods: The standardized questionnaires, i.e. The Minnesota Satisfaction Questionnaire, Work Design Questionnaire, and Perry’s PSM scale, were used to observe variables in the research model. An exploratory factor analysis was used before hypothesis testing. We deployed a structural equation modelling (SEM), as a multivariate technique, to test and evaluate multivariate causal relationships between constructs. Findings & value added: Based on a sample of selected Central and East European countries (namely Poland, Romania, and Serbia), the study confirms the significant impact of social support on the relationship between self-sacrifice and compassion, as a public service motivation dimension, and extrinsic job satisfaction and intrinsic job satisfaction. Social support received from colleagues and supervisor is identified as a powerful non-monetary means of neutralizing negative effects during crises and increasing job satisfaction.

The influence of perceptions of gender discrimination in the workplace on depressive symptoms among Korean working women: The moderating role of job satisfaction

RationaleWhile previous research has primarily examined the mental health implications of experiencing racial or gender discrimination in the workplace within a Western context, there remains a gap in understanding the impact of perceptions of workplace gender discrimination (WGD) on mental health in Asian countries. Additionally, the potential moderating role of job satisfaction in this relationship is yet to be thoroughly explored. ObjectiveThe purpose of this study was to determine whether there is an association between perceptions of WGD and depressive symptoms, independent of an individual's personal experiences of workplace discrimination. This study also examined whether this association is moderated by job satisfaction, distinguishing between intrinsic satisfaction (related to recognition of performance and achievement) and extrinsic satisfaction (related to wages, workplace relationships, and welfare). MethodsThe data utilized for this study were collected from 2170 employed women over four waves (eight years) of the Korea Women Longitudinal Survey of Women and Families, between 2012 and 2020. Fixed effects (FE) models were utilized to account for unobserved individual heterogeneity. ResultsFE estimates indicated that perceptions of WGD is significantly associated with an increase in depressive symptoms (b = 0.577, p < 0.001), even after controlling for personal experiences of workplace discrimination. Interaction analyses further revealed that this association is moderated by extrinsic job satisfaction (b = −0.318, p < 0.05), but not intrinsic job satisfaction. ConclusionThe perceptions of WGD may be a potential pathway by which gender inequalities at the workplace harms women's mental health. Interventions to reduce gender discrimination and enhance extrinsic job satisfaction may contribute to improving the mental health of working women.

Professional Satisfaction of Nurses in the Intensive Care Unit Environment

Background: Job satisfaction of nurses is an issue that has focused intense attention in recent years, mainly due to the widespread reduction, worldwide, in the number of nursing personnel. Purpose to investigate the influence of the work environment of the intensive care unit on nurses and to identify the factors that play a decisive role in job satisfaction. Materials and Methods: Our study involved 100 intensive care unit nurses who completed a questionnaire focusing on nurses’ job satisfaction. Tests used are T-test, Mann-Whitney U (test of two independent samples), Anova, KruskalWallis to test distributions. The non-parametric tests analyzed with two independent variables T-test, Anova, Pearson, one-sample t-Test respectively. Results: Employees belonging to the age group of 40–49 are less satisfied with their work than employees from 30–39 years. Also, nurses with the most years of experience have statistically lower job satisfaction in terms of extrinsic job characteristics than groups with less work experience. Finally, nurses with more children are less satisfied with their work than those with fewer. Conclusion: Definitions of job satisfaction include a global affective approach with an approach to determine the overall level of job satisfaction while taking into account different individual and organizational factors that influence nurses’ job satisfaction. Contributions to Practice: The findings of this study can contribute to the improvement of working conditions and factors affecting the job satisfaction of intensive care unit nurses.

Job satisfaction of primary healthcare professionals (public sector): A cross-sectional study in Morocco

Healthcare professionals (HCPs) are indispensable for improving the availability and quality of healthcare services. Therefore, the present cross-sectional study aimed to measure the job satisfaction of HCPs working in primary care (PC) centers in Marrakech, according to the job satisfaction scale. Using census sampling, this study involved HCPs working in PC centers. Data were collected using an electronic questionnaire and analyzes were performed using Jamovi (version 1.6). The Warr-Cook-Wall scale was used to assess the satisfaction of these professionals. Student's t-test, Kruskal–Wallis test and Mann–Whitney non-parametric tests were used for group comparisons (p < 0.05). The lowest satisfaction scores were recorded for general practitioners (GPs) and nurses. These were work safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs. 1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), possibility of using its capacities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). A statistically significant difference was observed between different professional statuses regarding facility management (p = 0.049). The overall job satisfaction of HCPs was low, especially among GPs and nurses: the scores for intrinsic job satisfaction with respect to sociodemographic characteristics were low, whereas they were medium for extrinsic job satisfaction. Further research is warranted to clarify the intrinsic and extrinsic factors of job satisfaction in Morocco's healthcare sector.

Unraveling the Puzzle of Turnover Intention: Exploring the Impact of Home-Work Interface and Working Conditions on Affective Commitment and Job Satisfaction.

This study investigates the antecedents of turnover intention among Vietnamese nurses at a hospital in Quang Ninh Province, North Vietnam. This study evaluates the relationship between home-work interface (HWI) and working conditions (WC) on intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS), the relationship between intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS) on affective commitment (AC) and turnover intention (TI), and the relationship between affective commitment (AC) and turnover intention (TI). The study employs cross-sectional data and a questionnaire survey to collect the data. The 306 qualified questionnaires were collected, and partial least squares structural equation modeling (PLS-SEM) was employed to analyze the research model and test the hypotheses. The study reveals that working conditions and the home-work interface affect intrinsic job satisfaction. Intrinsic and extrinsic job satisfaction affect affective commitment. Interestingly, affective commitment and intrinsic job satisfaction were not significantly affecting turnover intention. The present study develops and empirically examines a conceptual framework by providing theoretical insight and managerial implications into the turnover intention's antecedents in Vietnamese nursing care at the hospital.

Effect of Extrinsic Job Satisfaction Hygiene Factors and Intrinsic Job Satisfaction Motivation on Turnover Intention

The relationship between extrinsic job satisfaction and turnover intentions is significant in research concerning employee behavior and organizational dynamics. Outside satisfaction factors, commonly labeled as hygiene factors, significantly negatively impact employees' propensity to consider leaving their positions. This study examines (1) the correlation of extrinsic job satisfaction on turnover intention and (2) the negative effect of intrinsic job satisfaction on turnover intention. To test the hypothesis, this study used a quantitative correlational approach to determine the relationship between two or more variables. This research used a questionnaire of 120 respondents at the University of Muhammadiyah Magelang. Based on the data processing results, the first hypothesis testing shows that extrinsic job satisfaction negatively and significantly affects turnover intention (β = -0.267; t = -4.951; p = .000 &lt;.005). The second hypothesis testing results show that intrinsic job satisfaction has a negative and significant effect on turnover intention (β = -.098; t = -2,677; p = .009 &lt;.005).

Organizational communication as an effort to improve managerial performance, quality of work-life and job satisfaction

This study's goal was to test performance variables for mediating the relationship between quality work-life (QWL) and job satisfaction. The population in this study was the entire village government in North Halmahera Regency. The purposive sampling technique was used because only the position of village head amounted to 121 respondents. The data was collected through surveys with questionnaires. The questionnaire instrument test used a validity test that is a factor analysis with a loading factor value of ≥ 0.5, and a reliability test with a Cronbach alpha value of ≥ 0.7. Hypothesis testing used regression and hierarchical regression. The result shows the following findings: both job satisfaction and managerial performance is affected by QWL positively and significantly; job satisfaction is positively and significantly influenced by managerial performance; and managerial performance can act as mediating variable on the relationship between QWL and job satisfaction. In conclusion, this study still has several limitations, especially regarding job satisfaction variables. Therefore, further research is suggested to investigate the implications of both the intrinsic and extrinsic job satisfaction on the quality of life variables.

The Relationship between Job Satisfaction and Turnover Intentions among Faculty Members in Ethiopian Higher Education Institutions

The main objective of this study was to investigate the relationship between job satisfaction and turnover intentions among faculty members in Ethiopian public higher education institutions. A quantitative correlational survey design was employed, and a total of 382 participants were selected through stratified random sampling from five universities of Ethiopian public higher education institutions. To analyze the data, a descriptive approach was used to summarize the findings, while inferential analysis involved correlation and multiple regressions to examine the associations between the variables. The results showed that both intrinsic and extrinsic job satisfaction were significantly associated with turnover intentions. From this finding, it is recommended that the university administration, in collaboration with the Ministry of Education (MoE), takes appropriate measures to ensure that faculty members receive adequate intrinsic and extrinsic job rewards. This will contribute to higher job satisfaction and reduce turnover intentions among academic staff. By addressing these factors, the institutions can retain their valuable workforce.

The impacts of altruism levels on the job preferences of medical students: a cross-sectional study in China

BackgroundRational allocation of human resources for health is crucial for ensuring public welfare and equitable access to health services. Understanding medical students’ job preferences could help develop effective strategies for the recruitment and retention of the health workforce. Most studies explore the relationship between extrinsic incentives and job choices through discrete choice experiments (DCEs). Little attention has been paid to the influence of intrinsic altruism on job choice. This study aimed to explore the heterogeneous preferences of medical students with different levels of altruism regarding extrinsic job attributes.MethodsWe conducted an online survey with 925 medical students from six hospitals in Beijing from July to September 2021. The survey combined job-choice scenarios through DCEs and a simulation of a laboratory experiment on medical decision-making behavior. Behavioral data were used to quantify altruism levels by estimating altruistic parameters based on a utility function. We fit mixed logit models to estimate the effects of altruism on job preference.ResultsAll attribute levels had the expected effect on job preferences, among which monthly income (importance weight was 30.46%, 95% CI 29.25%-31.67%) and work location (importance weight was 22.39%, 95% CI 21.14%–23.64%) were the most salient factors. The mean altruistic parameter was 0.84 (s.d. 0.19), indicating that medical students’ altruism was generally high. The subgroup analysis showed that individuals with higher altruism levels had a greater preference for non-financial incentives such as an excellent work environment, sufficient training and career development opportunities, and a light workload. The change in the rate of the uptake of a rural position by individuals with lower levels of altruism is sensitive to changes in financial incentives.ConclusionsMedical students’ altruism was generally high, and those with higher altruism paid more attention to non-financial incentives. This suggests that policymakers and hospital managers should further focus on nonfinancial incentives to better motivate altruistic physicians, in addition to appropriate economic incentive when designing recruitment and retention interventions. Medical school administrations could attach importance to the promotion of altruistic values in medical education.

An exploration of culture and gender: Intrinsic and extrinsic job expectations in the U.S. and Brazil

BACKGROUND: As interest in foreign business enterprises rises between the U.S. and Brazil, companies have encountered added challenges in the areas of staffing and gender inequity and inequality against the backdrop of the COVID-19 pandemic. Companies must address these challenges head on to continue to thrive. OBJECTIVE: The goal of this study is to identify and diagnose the differences in job expectations of employees in the early stages of their career and personal development in terms of their gender and nationality. METHODS: This study asked male and female workers from the U.S. and Brazil to rate the importance of various intrinsic and extrinsic job characteristics on a five-point Likert scale. Responses were compared for 1,431 total participants. RESULTS: This study found both cultural (U.S. and Brazil) and gender (male and female) differences in rank order ratings across an array of job expectations. Findings also revealed significant cultural and gender differences in mean importance scores for job expectations rated by these groups. CONCLUSIONS: This study’s findings are relevant to guide managerial practices as companies seek to attract, develop, and retain future generations of technical and managerial staff following the uncertainty brought about by COVID-19 and the Great Resignation.