Extrinsic Satisfaction 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.

Job satisfaction of multidisciplinary staff working in intensive care units: a cross-sectional study in Qatar

Background/Aims Job satisfaction is an important contributor to the efficacy and success of organisations. An intensive care unit is a highly skilled area of healthcare that can be a physically and mentally challenging environment for staff, potentially impacting job satisfaction. This study aimed to assess job satisfaction levels among multidisciplinary staff members working in the intensive care units of a hospital in Qatar and evaluate how this is affected by sociodemographic and employment factors. Methods This was a cross-sectional, quantitative study that used a survey method. A total of 142 intensive care unit nurses, physicians and allied health professionals were recruited via random sampling from a tertiary hospital in Qatar. The Minnesota Satisfaction Questionnaire (short form) was used to collect data on respondents' intrinsic, extrinsic and overall job satisfaction levels, using statements scored with 5-point Likert scales. The survey also collected data on respondents' gender, age, job category and years of experience working in intensive care. Data were analysed using Shapiro-Wilk tests, Mann-Whitney U tests, Kruskal–Wallis tests and analysis of variance. Mean overall job satisfaction scores were classified as low (<3.00), moderate (3.00–3.99) or high (>4.00). A P value of <0.05 indicated statistical significance. Results The mean overall job satisfaction score was 3.82 out of 5.00, indicating moderate satisfaction. There were strong correlations between job satisfaction and both intrinsic (0.940) and extrinsic (0.894) satisfaction. There was a significant difference in job satisfaction levels depending on respondents' years of experience working in intensive care units (P=0.0477), with those who had less than 10 years of experience having the highest job satisfaction levels and those with 20–24 years' experience having the lowest job satisfaction levels. There were no significant differences between the job satisfaction levels of participants in different gender, age and job categories. Conclusions This study suggests that intensive care unit staff with more years of experience may have lower job satisfaction than those with fewer years of experience. Healthcare organisations should consider implementing targeted interventions to enhance job satisfaction, such as opportunities for professional development, recognition programmes, mentorship programmes, stress management workshops and efforts to improve work-life balance.

Why School Bus Drivers Stay in Their Jobs

With the current shortage of school bus drivers in many states, access to education is at risk for the many students who get to and from school by bus. Despite the critical role drivers play, little is known about why they stay in their jobs, and what can be done to keep them. To learn more about school bus driver retention, 301 drivers in 32 districts in New York were surveyed. Drawing on an overarching model of person-environment fit, perspectives of job satisfaction, meaningful work and public service motivation were used to explore what aspects of the driver role relate to turnover intention. Findings indicated lower turnover intention when drivers reported higher extrinsic satisfaction, when they found their work to hold personal significance, and when they saw their work as a source of broader meaning for their lives. Drivers also viewed themselves as making a difference in the lives of students and considered themselves a significant part of their education. They also indicated that pay and benefits were important in their decision to stay or leave. Findings are discussed in terms of implications for school leadership practice and future research.

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.

Role of Sports Motivation and Basic Psychological Needs in the Relationship Between Child Maltreatment and Psychological Adaptation in Adolescents.

Child maltreatment poses serious consequences, while sports participation among adolescents offers a potential avenue for mitigating such consequences. This study, based on self-determination theory (SDT), examines the associations among child maltreatment, sports motivation (intrinsic and extrinsic), and satisfaction or frustration of basic psychological needs (BPNs). This study also investigated the mediating role of sports motivation in the relationship between child maltreatment and psychological adaptation. Adolescents engaged in sports were derived from the first wave of a large two-wave study (wave 1: n = 1403; wave 2: n = 618) using data on child maltreatment, intrinsic and extrinsic motivation, and satisfaction and frustration of within the sports context. Subsequently, data on psychological adaptation, including self-esteem and satisfaction with life, were collected during the second wave. Path analyses revealed satisfaction and frustration of BPNs as significant mediators in the relationship between child maltreatment and sports motivation. In addition, intrinsic motivation mediated the relationship between child maltreatment and psychological adaptation after 18 months. Specifically, the results indicated that enhancing intrinsic motivation in adolescents with a history of child maltreatment by improving satisfaction of BPNs could be an innovative intervention target.

Association between perceived overqualification, work engagement, job satisfaction among nurses: a cross-sectional study

ObjectivesThis cross-sectional correlational study aimed to understand nurses’ perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a...

Intrinsic satisfaction and turnover intentions: the moderating roles of collegial and managerial values congruence

PurposeThis paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).Design/methodology/approachThe study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.FindingsOur results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.Research limitations/implicationsThe study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.Practical implicationsUnderstanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.Originality/valueThis study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

Determining the Relationships Between Job Satisfaction, Motivation, and Demographic Factors: A Research on 5-Star Chain Hotels

The study aims to explore the correlation between employee motivation and job satisfaction within the context of the hotel industry. Additionally, it delves into the interplay between demographic factors and motivation/job satisfaction. Utilizing a survey technique, data was collected from 190 employees of a 5-star hotel chain in Turkey in 2013, and ethical approval was not required. Key findings reveal a statistically significant difference in intrinsic satisfaction based on gender. However, no age-related differences were observed in intrinsic, extrinsic, or overall satisfaction. In terms of education, individuals with middle school education exhibited the highest intrinsic satisfaction, while those with primary school education had the lowest. Notably, individuals with tourism-related education reported higher job satisfaction than their counterparts without such education. Furthermore, the study uncovered that married individuals displayed a higher economic motivation average than single individuals. A positive and significant relationship was identified between psychosocial motivation and intrinsic, extrinsic, and overall satisfaction.

Teamwork self-efficacy and employee satisfaction: a sequential framework to build employee cohesion

The occupational psychological health of the employees is affected by the behavior of their peers in the workplace. To reduce psychological stress and improve the well-being of employees, organizations are focusing on developing coherence through various human resources practices. In the current business scenario, it is crucial to address psychological stress by building employee cohesion. The aim of this study is to analyze how employees’ teamwork self-efficacy influences group cohesion through employee satisfaction. This study followed a quantitative approach to test the data, which comprises 228 information technology (IT) professionals, working in top IT companies in India. This study used a partial least squares structural equation modeling approach to test the hypothesis. The results revealed that employees’ teamwork self-efficacy is not directly influencing employee cohesion, whereas it has a significant positive influence on an employee’s cohesion only with the mediation effect of an employee’s satisfaction. Predominantly, an employee’s extrinsic satisfaction has a greater influence on the aforesaid relationship than an employee’s intrinsic satisfaction. The results of this study suggest human resources development practitioners place more emphasis on delivering motivational benefits and providing collaboration-oriented interventions that strengthen teamwork self-efficacy, since these factors may directly affect employee cohesion given that a large portion of the respondents were young adults.

A Study on the Impact of Cruise Tourism Experience on Satisfaction, Revisit Behavior, and Consumer Spending Behavior

Abstract This study focuses on exploring the impact of cruise tourism experiences on travelers' satisfaction, revisit intentions, and consumer spending behavior. By distributing questionnaires to cruise travelers and collecting 372 valid samples, the study conducted a comprehensive analysis using structural equation modeling (SEM). The empirical results show that cruise tourism experiences play a crucial role in enhancing travelers' intrinsic and extrinsic satisfaction. These satisfaction factors further positively influence travelers' revisit behavior and directly increase their consumer spending, highlighting the critical role of cruise service quality in promoting tourism sustainability and enhancing economic benefits. Additionally, the study found that improvements in the quality of services provided by cruise operators, such as accommodation, dining, and entertainment, can significantly enhance travelers' overall satisfaction. This not only fosters customer loyalty but also positively influences customers' revisit behavior and consumer spending behavior. These findings provide empirical support for cruise operators in improving services and formulating market strategies. JEL classification numbers: Z30, Z32. Keywords: Cruise tourism experience, Satisfaction, Revisit behavior, Consumer spending behavior.

In the name of interests: A joint consideration of interest development and consequence.

Vocational interests have been an important concept for career decision making and counseling. However, while researchers have separately explored the criterion validity of interest congruence and the formation mechanism of interests, there has been little joint, interactive consideration of the two key aspects of interests. A key issue remains unclear: Could interests with different focal formation mechanisms have different consequences? Drawing on the motivation and vocational literature, this article first explains why it is possible and necessary to differentiate the formation mechanisms of interests in terms of motivational focus (intrinsic, extrinsic-autonomous, and extrinsic-controlled). Then, it formulates how the motivational focus of interests interacts with the performance focus of environments (quality-oriented vs. quantity-oriented) and the value focus of individuals (intrinsic vs. extrinsic satisfaction) in shaping the criterion validity of congruence. By linking what people like with why they like it, the joint interest formation and consequence model (a) delineates the motivational, performance, and value moderators of congruence-criterion links and explains previous results; (b) suggests assessment strategies that can facilitate research and practice related to the joint model and marginalized populations; and (c) provides insights into the flexible use of interests in different scenarios of career selection. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Counterproductive Work Behavior and Job Satisfaction

In today's highly competitive environment, organizations need to identify and understand the factors that influence employees and their work outcomes, which in turn have consequences for the organization. The present research focused on analyzing the relationships between counterproductive work behaviors (abuse, production deviance, sabotage, theft, withdrawal) and levels of job satisfaction (intrinsic and extrinsic satisfaction) in a sample of 79 participants. Results indicate a significantly negative relationship between extrinsic satisfaction and counterproductive behaviors in total. A significant negative correlation was also observed between job satisfaction and theft behavior. Extrinsic satisfaction also showed a significantly negative correlation with theft and abuse behavior. Contrary to initial hypotheses, the research refuted the significantly negative relationship between job satisfaction and counterproductive behaviors in total, as well as between intrinsic satisfaction and these behaviors. These results suggest that, in this sample, job satisfactionand counterproductive behaviors did not show a direct correlation as originally expected. This research provides an important insight into the complexity of workplace relationships and highlights the needfor further research to understand more deeply the influences of psychological variables on workplace behavior.

Job satisfaction in a clothing manufacturing company

Considering job satisfaction as one of the most important elements in business life, the objective of this research was to determine the level of satisfaction of the employees of a garment manufacturing company, in the production area. It is conceptualized with respect to the subject, two dimensions were determined for the realization of the study; the one dimension Extrinsic variables that considering the following indicators: company policies, supervision, relationship with supervision, working conditions, salary and interpersonal relationships; and two dimension intrinsic variables considering the following indicators: personal self-realization, professional recognition, work itself as a positive stimulus, responsibility, and opportunities for growth and promotion. A survey with the Likert scale was applied to a population of 26 collaborators from the production area. It was found in terms of extrinsic satisfaction, that 38% indicate feeling indifferent, 35% indicate being dissatisfied, likewise, 19% indicate being satisfied, 7% feel totally dissatisfied and finally, only 3% indicate be fully satisfied. Regarding intrinsic satisfaction, it indicates that 35% are indifferent; 31% say they were dissatisfied, 22% said they were satisfied, 8% said they were totally dissatisfied and 4% said they were totally satisfied.

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.

Examination of Influential Factors Which Mitigate the Impact of Crisis on Employee Performance

Organizations &amp; employees in Greece are affected by the on-going financial crisis which has far-reaching negative impacts on many aspects of the economic life. This paper examines the impact of the financial crisis on employee performance in Greece. Data is collected from a heterogeneous sample of employees from public and private sector. Participants report their job satisfaction and organizational commitment, the change of their working conditions and the problems they have experienced during the last six years since the crisis has started. Results show that pay and extrinsic satisfaction, as well as, job security and affective commitment are the factors influencing employee perception about the deterioration of working conditions. Furthermore, the findings indicate that employees in the public sector feel less satisfied with their payment, but equally insecure with private sector’s employees. Permanent and open-ended contract staff, as well as, full time employees are more secure and satisfied with their payment and more affective committed than people with more flexible type of employment. The results of this study indicate that it is important for managers to develop management policies to improve employee satisfaction and commitment as these relate to performance increase.

UNVEILING CONSUMER MOTIVATION

In Malaysia, the utilization of wasiyyah as a solution for the frozen assets problem has been acknowledged. However, despite its significance, the adoption rate of wasiyyah services remains low. This study aims to explore the factors influencing consumers’ extrinsic motivation and satisfaction in engaging with wasiyyah services, drawing upon the self-determination theory (SDT) and basic psychological needs theory (BPNT) as theoretical frameworks. Additionally, the study examines the mediating role of consumers’ extrinsic motivation in relation to satisfaction and basic psychological needs. An online survey yielded 182 responses, which were analyzed using partial least squares structural equation modelling (PLS-SEM). The results revealed that autonomy, competence, and relatedness significantly influence consumers’ extrinsic motivation. Furthermore, extrinsic motivation was found to impact satisfaction, and the findings indicated that extrinsic motivation mediates the relationship between autonomy, competence, relatedness, and satisfaction. The study underscores the substantial influence of consumers’ psychological needs, encompassing institutional factors, life events, and wealth management, on their extrinsic motivation. Furthermore, the significant role of extrinsic motivation in satisfaction provides valuable insights for industry players seeking to enhance their marketing strategies to attract more Malaysian Muslims to engage with wasiyyah services.

Relationships between leadership behaviour of nurse managers and nurses' levels of job satisfaction and compassion fatigue during the COVID-19 pandemic.

To reveal the relationships between the leadership behaviour of nurse managers and nurses' levels of job satisfaction and compassion fatigue during the COVID-19 pandemic. This descriptive and cross-sectional study was performed with 353 nurse professionals participating from 32 cities across Turkey. The data were collected online between August and November 2020 by using the introductory information form, Minnesota Satisfaction Questionnaire, Leadership Behaviour Questionnaire and Compassion Fatigue subdimension of the Professional Quality of Life Scale. The Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines were followed in the study. Nurses mostly stated their managers as employee-oriented and change-oriented leaders. Nurses' intrinsic and overall satisfaction was high, extrinsic satisfaction was low and their compassion fatigue was at a critical level during the pandemic. According to nurses' personal and professional characteristics, there were significant differences in job satisfaction, compassion fatigue and change-oriented leadership scores. When nurse managers exhibit employee-oriented leadership behaviour, nurses' compassion fatigue decreases and job satisfaction increases.

KLPGA 챔피언스 투어 선수들의 운동몰입이 직업만족도와 삶의 질에 미치는 영향

This study aims to examine how the KLPGA champions tour flow in sports affects their job satisfaction and quality of life. To this end, we conducted a questionnaire survey among 108 professional golfers who were participating in the second tournament of the 2022 Champions Tour, which was hosted and organized by the Korea Ladies Professional Golf Association (KLPGA). During the two-day tournament held at Gunsan Country Club, on June 2 and June 3, we distributed and collected self-reporting questionnaires about flow in sports, job satisfaction, and quality of life. To analyze the collected data, we conducted frequency analysis, validity and reliability analysis, correlation analysis, and regression analysis using the SPSS and AMOS/WIN 18.0 programs. The results are as follows. First, flow in sports had a statistically significant effect on job satisfaction. Specifically, flow in sports was found to have a positive (+) effect on both intrinsic and extrinsic satisfaction, which are the sub-factors of job satisfaction. Second, flow in sports was found to have a positive (+) and significant effect on all of the sub-factors of quality of life in terms of psychological aspects, living environment, and self-satisfaction. Based on these results, we discuss the academic and practical implications.

Corporate Social Responsibility and Creative Performance: The Effect of Job Satisfaction and Organizational Citizenship Behavior

Abstract Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.

Uticaj psiholoških potreba i radne klime na zadovoljstvo poslom zaposlenih u hotelijerstvu

Employee satisfaction is a key factor to achieving high work performance results and service provision efficiency, which directly contributes to the increase in organizational productivity. For the purpose of this paper, in addition to the theoretical postulates of self-determination theory, we analyzed the impact of social environment factors and basic psychological needs on job satisfaction. The sample included 150 employees in hotels in the Republic of Serbia. According to the research results, there is a statistically significant positive correlation between the work climate, i.e., the perceived autonomy support for employees, and extrinsic and intrinsic satisfaction, as well as overall job satisfaction. On the other hand, the results show that general job satisfaction (as well as extrinsic and intrinsic job satisfaction) is largely associated with the degree of psychological needs' satisfaction. From the aspect of the type and content of the job, it was determined that jobs which by their nature differ in terms of complexity and imply the freedom of choice and creativity in performing tasks, provide more possibilities for the fulfillment of basic psychological needs and job satisfaction. It is expected that the results of this research will contribute to better human resource management practices in the hospitality industry wherein employees are the key to success.