Aspects Of Job Satisfaction Research Articles

Job insecurity, life satisfaction and the moderating role of job satisfaction in South Korea

Purpose The purpose of this paper is to examine the influences of job insecurity on life satisfaction and to assess the moderating effects of several facets of job satisfaction between job insecurity and life satisfaction. Design/methodology/approach Drawing on the survey conducted in Seoul, this paper runs the hierarchical regression models. Findings The results of this study suggest that job insecurity is detrimental to life satisfaction. Satisfaction with pay and co-workers enhances life satisfaction. Only satisfaction with co-workers exerts a moderating influence. Research limitations/implications The results obtained from Seoul may reflect sample-specific dynamics that may be different from other areas, which may limit the generalizability of the findings of this paper. Practical implications Organizations would be dysfunctional if workers are not satisfied with their life. Therefore, human resource professions must be vigilant about fostering conditions supportive human relations. Originality/value Previous studies revealed that job insecurity has the undermining impact on employees’ life satisfaction. However, there has been little research done to examine the moderating factors of job satisfaction. In this study, it is argued that satisfaction with co-workers is a critical condition in moderating the effect of job insecurity on life satisfaction.

Job satisfaction: A cross sectional study among pharmacists in Kosovo

Job satisfaction has a substantial impact on pharmacists' output. When pharmacists are satisfied with their jobs, they are more likely to provide high-quality care to patients. Therefore, the current study aimed to assess job satisfaction among pharmacists in Kosovo. From December 2021 to March 2022, a cross-sectional web-based questionnaire was administered to pharmacists from throughout Kosovo to assess pharmacists' job satisfaction in Kosovo. The data was analyzed using SPSS version 20.0. The Chi-Square test was used to examine connections between variables. For statistical significance, the p values were set up at 0.05. Cronbach's alpha was determined as part of the reliability test, and the outcome was 0.889. In addition, it was conducted a correlation analysis. The total number of returned questionnaires was 460 out of 1350 distributed. There were 444 completed questionnaires (a response rate of 32.9%). The level of satisfaction in the working environment domain was 56.2% (agree and strongly agree). In comparison, the level of satisfaction in the professional interaction domain was 68.9% (agree and strongly agree), and in the incentives and recognition, it was 57.5%. Regarding all three domains, 59.3% of pharmacists were satisfied with their jobs. Low pay (46.2%), limited opportunities for advancement (42.3%), and workload (37.4%) were the most influential aspects of job satisfaction. The results suggest that pharmacists are generally satisfied with their jobs, but some areas need improvement, particularly in terms of pay, opportunities for advancement, and workload. The responsible stakeholders should take into consideration the pharmacists’ concerns presented in the findings of the research.

Job Satisfaction of Female Workers in Different Garments Factories in Dhaka City: An Intertemporal Comparison

Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his/her job. It is an affective or emotional response toward various facets of one’s job. This meaning of job satisfaction implies that job satisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. Thus, we can differentiate at least two aspects of job satisfaction ⎯ facet satisfaction and overall satisfaction. Facet satisfaction is the tendency for an employee to be more or less satisfied with various facets of his or her job. A large number of related research has been conducted in different countries including Bangladesh. Alam (1986) conducted a research on the job satisfaction of female workers in different garment factories in Dhaka City in 1983. He measured the level of overall satisfaction and analyzed the nature of facet satisfaction of 200 female workers. He concluded that a minor percentage of female workers in different garment factories are satisfied with their jobs, and there is a positive relationship between their level of job satisfaction and the level of wages/salaries and other identified factors. The objective of the present study is to measure the overall level of job satisfaction of female workers in different garment factories and to identify factors contributing to job satisfaction and factors contributing to job dissatisfaction. The present study also ranks all identified factors according to their relative importance by using a formula developed by Alam in 1983 (Alam, 1986). Finally, the present study makes intertemporal comparisons of overall job satisfaction level and of the nature of facet satisfaction over the twenty two-year period (between 1983 and 2005). Such intertemporal comparisons are necessary because of the fact that over the last twenty two years, as the garment industries of the country has expanded significantly, the nature of human resource management in this sector has changed in many aspects. As a result, job satisfaction status and the absolute as well as relative importance of factors contributing to satisfaction level are expected to change.

Passion versus positivity: How work passion and dispositional affect predict job satisfaction and its facets

AbstractWork passion—a motive that contains affective and cognitive components—is highly desirable and has positive consequences for individuals and organizations. We propose work passion as the missing piece that can explain unique variance in job satisfaction above and beyond the established predictor of dispositional affect. Taking a motivational approach based on the Dualistic Model of Passion and self‐determination theory, we tested how two types of work passion (harmonious and obsessive) and two types of dispositional affect (positive and negative) predicted overall job satisfaction and nine job satisfaction facets (satisfaction with pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, the nature of work, and communication). In a two‐wave study of working adults, structural equation modeling and regression‐based relative weights analysis showed that harmonious passion predicted the largest proportion of variance in job satisfaction overall and in all nine of its facets. Together, our findings highlight the importance of harmonious passion and the utility of a motivational theoretical perspective on job satisfaction for HR scholars and practitioners.

Registered nurses' experiences on job satisfaction in nursing home settings.

To describe what registered nurses' experience to be important to job satisfaction in nursing home settings. This is a qualitative study based on data from individual interviews. Sixteen registered nurses working in nursing homes were interviewed, and their responses were analysed with systematic text condensation. A total of six categories were developed to describe various aspects of job satisfaction among registered nurses at nursing homes: meaningfulness is essential, to possess control and manageability is central, a possibility to balance daily challenges with professional development, supportive leadership is imperative, the nursing team's competence and companionship, and being confident in one's own profession. In the present study, meaningfulness was essential to job satisfaction, and work was experienced to be meaningful and engaging when the demands were manageable, the workload controllable, and when the registered nurses felt supported by management and co-workers. Conversely, if the demands were too high, the workload was beyond their control and the nurses felt unsupported, then the work felt meaningless and thus unsatisfactory.

The Role of Job Satisfaction in Enhancing Employee Performance and Customer Experience in the Goan Hospitality Industry: A Case Study

Purpose: This article delves into the highly competitive hospitality industry, focusing on enhancing tourism and guest satisfaction as key objectives. It specifically examines the role of employee job satisfaction in boosting staff performance and, consequently, enriching the customer experience. The research explores the intricate interplay among job satisfaction, employee performance, and customer experience within the distinctive context of Goa's hospitality sector. Renowned as a top tourist destination in India, Goa's hospitality industry presents unique features and challenges, offering a rich ground for in-depth analysis. The primary aim of this study is to investigate and elucidate the relationships among job satisfaction, employee performance, and customer experience, uniquely framed within Goa's hospitality landscape. Design/Methodology/Approach: This case study employs a carefully selected sample of 300 professionals actively engaged in Goa's hospitality industry. The Thurstone Case V Scaling method is utilised to accurately measure the facets of job satisfaction, enabling precise quantification of attitudes on an interval scale. Furthermore, the study incorporates the chi-square test of independence to identify and analyze the interrelations and dependencies among employee performance, job satisfaction, and customer experience outcomes. This methodological approach is designed to provide robust and reliable insights into the dynamics of the hospitality sector in Goa. Findings/Result: The comprehensive analysis of the collected data through chi-square testing and Thurstone scaling has yielded significant insights. Thurstone scaling effectively highlighted varying degrees of consensus and dissent among participants, providing a layered perspective of their attitudes towards job satisfaction. In contrast, the chi-square analysis revealed a notable statistical relationship between job satisfaction, employee performance, customer experience outcomes, and tenure, underscoring their mutual interdependence. Additionally, the presence of a linear trend was established via the Linear-by-Linear Association test. These findings collectively deepen our understanding of the interplay between these elements within the Goan hospitality industry. This study enriches the existing body of knowledge and has practical implications for similar domains, offering valuable insights for future research and industry practices. Originality/Value: This study aims to provide nuanced insights with the potential to transform practices and guide strategic decision-making in the Goan hospitality sector. By elucidating the interrelations between job satisfaction, employee performance, and customer experience, it seeks to deliver actionable recommendations for stakeholders in the industry. The goal is to enhance service quality, employee contentment, and customer loyalty, thereby contributing significantly to one of India's premier tourist destinations. This research stands out for its targeted focus on the unique dynamics of Goa's hospitality industry, offering valuable contributions to both academic and practical realms. Paper Type: Case analysis type study

Assessing the individual effects of different job satisfaction facets on the job performance of qualified employees in the unique conditions of the construction industry

Job performance is crucial to success in the labor-intensive and competitive construction industry. Unlike previous studies, this research focused not only on the overall job satisfaction and job performance relationship but also provided enhanced insights into the relationship between employee satisfaction levels with different aspects of their jobs and the individual impacts of each of these on the employee’s overall job performance in a comprehensive manner by presenting the survey findings of 394 skilled laborers, engineers/architects, and managerial staff in the Turkish and North Cyprus construction markets. A further contribution of the current study is differentiating among various categories of construction professionals for potential approach variations in the analysis of the defined relationship. Both job satisfaction and job performance vary considerably based on different employee categories. The lowest job satisfaction and job performance were recorded by skilled laborers, while the greatest ones were recorded by engineers/architects, and there was a strong positive correlation between job satisfaction and performance across all respondent categories. Regression analysis findings revealed “workload conditions” as the only strong predictor of job performance existing in all three categories, indicating a need to reconsider the heavy workload tradition available in the construction industry. The distinct difference between the job satisfaction facets that predicted job performance in various employee categories was a noteworthy finding. This suggests that organizations may benefit from categorizing their employee groups, concentrating on each group’s distinct approach, and developing tailored strategies in response. Strikingly, numerous strong predictors of job performance identified in this research may be improved without significant investment, giving the organizations a competitive edge. This study provides a guide for construction organizations in identifying the key job satisfaction facets to prioritize while implementing tailored strategies to improve the job performance of three types of crucial construction professionals.

Analisis Faktor-Faktor Yang Mempengaruhi Turnover Intention Perawat

The emergence of turnover generally begins with turnover intentions (intention to leave) from employees. There are several factors that influence a nurse's intention to leave their job, namely individual characteristics such as age, gender, education level, length of service, marital status, work status, socio-economic conditions, and level of satisfaction. Objective: to determine the factors that influence nurse turnover intention. This type of quantitative research uses a cross sectional design method with a sample size of 105 respondents. The data collection technique uses a questionnaire. Data analysis in this study used the chie square test. Results: The turnover intention rate for nurses at Azra Hospital is quite high, namely 54.3%, the majority of nurses answered that they were dissatisfied with compensation 61%, supervision 50.5%, career development 56.2%, coworkers 50.5%, organizational policies 51.4%. Nurse characteristic variables such as age, marital status, work status, length of service and satisfaction variables regarding compensation, supervision, career development, co-workers and organizational policies have an influence on nurse turnover intention at Azra Hospital. Conclusion: The high level of nurse turnover intention is influenced by nurse characteristic factors, such as young age, marital status, work status as a contract employee, and length of service. The level of dissatisfaction in aspects of job satisfaction, especially those related to compensation, supervision, career development, coworkers, and organizational policies, can trigger nurse turnover intention.

IMPACT OF THE NEW EDUCATION POLICY ON JOB SATISFACTION AMONG COLLEGE TEACHERS

The purpose of the study was to explore the job satisfaction of college teachers in the era of the New Education Policy. The education landscape is ever-evolving, and policy changes play a pivotal role in shaping the experiences of educators. The implementation of a new education policy marks a significant shift in the way academic institutions operate. As educational systems transform, such as the implementation of a new policy, it is imperative to investigate the effects on the individuals directly involved in its execution. In this context, college teachers play a pivotal role in shaping the educational landscape, and their job satisfaction is crucial for fostering a positive learning environment. This study aims to investigate the impact of the recently introduced education policy on job satisfaction among college teachers and to assess the specific ways in which the new education policy influences various aspects of job satisfaction among college teachers, including workload, professional development opportunities, teaching methodologies, and overall job contentment. Understanding the impact of the new education policy on job satisfaction is crucial for fostering a positive and conducive working environment for college teachers.
 The findings of this research are expected to contribute valuable insights to educational policymakers, administrators, and educators, facilitating informed decision-making to enhance the overall quality of education and the professional lives of college teachers. As educational institutions continue to adapt to the evolving landscape, this study provides a timely exploration of the intricate relationship between policy changes and the job satisfaction of those at the forefront of the teaching profession.

Comparative Analysis on Job Satisfaction and Organizational Citizenship Between Generation X and Y Filipino Employees

Comparing the levels of Job Satisfaction and Organizational Citizenship Behavior among 176 power plant employees under cohorts Generation X (n=88) and Generations Y (n=88). This study purposes to find out if there is a difference in terms of the nine facets of Job Satisfaction and 2 components of Organizational Citizenship Behavior among Filipino employees in Misamis Oriental. This study collected data through an online survey utilizing a 16-item OCB Scale and 36-item Job Satisfaction Scale with established statistical reliability. Results show that both Generations X (56%) and Y (63%) respondents reported a very high level of Organizational Citizenship Behavior. And for Job Satisfaction, results interpreted Satisfied from both Generations X (84%) and Generation Y (61%). Statistical results also showed that there was a significant difference on Job Satisfaction factors, Pay, Promotion, Supervision, Fringe Benefits, Contingency Reward and Nature of Work for both concerned Generational cohorts. And there was no significant difference noted in the distribution of Organizational Citizenship Behavior directed to the Organization and the distribution of Organizational Citizenship Behavior directed to the Individual between Generation X and Y. Considering the findings of the research, it is recommended for Human Resources to conduct a survey among Generations X and Y in terms of what benefits do they find relevant. Also, for company-owners to consider flexibility options on employee benefits availment.

Effectiveness of Major Assignment and Employee Function in Unitary and Political Agency of Poso Regency

The problems discussed in this research are the ineffectiveness of the implementation of the main tasks and functions of the National Unity and Politics Board which indicates the low quality of employees, the employment relationship which tends to be personal, the placement of employees who pay less attention to the skills and skills aspect, the division of work that is not specialized with good, and facilities and pre-facilities that have not been sufficient and not distributed in accordance with the needs of the work unit resulting in overlapping authority. this study aims to determine and analyze the effectiveness of the implementation of basic tasks and functions of employees at the National Unity and Politics of Poso district. This research uses descriptive qualitative method with unit of analysis of National Unity and Political of Poso Regency which use key informant counted 6 people. Steers revealed that there are three aspects in measuring the effectiveness of employees, namely Adaptation Capabilities / Adaptation, Job Performance, and Job Satisfaction. The results showed that the effectiveness of the implementation of the main tasks and functions of employees viewed from the aspects of Adaptability / Adaptability has been quite effective, while the aspect of Work Achievement has not been effective. Furthermore, on the aspect of Job Satisfaction is also not effective. Therefore, the authors suggest that the leaders make education and training programs for employees in improving their ability and the need to improve the level of discipline of employees in carrying out their main tasks and functions. In addition, the leadership should be more professional in working without discriminating subordinates in reward and punishment.

Exploring the Impact of Different Leadership Styles on Job Satisfaction among Primary School Teachers in the Achaia Region, Greece

This study explores the relationship between the transformational style of primary education Principals and the job satisfaction of their primary teachers in the Achaia region of Greece. A survey of primary school teachers in Greece (n = 411) revealed a strong positive association between transformational leadership and job satisfaction, highlighting the critical role of effective leadership in fostering a positive and supportive work environment for teachers. Pearson correlation analysis demonstrated significant correlations between leadership style and job satisfaction, considering both extrinsic and intrinsic parameters. Demographic factors, such as age and work experience, were associated with variations in satisfaction with the freedom to choose how to work, recognition for work, and promotion prospects. Specifically, older teachers expressed lower satisfaction levels in these areas. Moreover, the study highlighted the substantial impact of leadership style on job satisfaction. Age had a negative correlation with satisfaction with the freedom to choose how to work (r = −0.11, p = 0.019) and satisfaction with recognition for work (r = −0.112, p = 0.019), suggesting that older teachers tend to be less satisfied with these aspects of their jobs. Work experience had a negative correlation with satisfaction with promotion prospects (r = −0.14, p < 0.001), suggesting that more experienced teachers tend to be less satisfied with their prospects for career advancement. Transformational and personalized leadership styles were positively correlated with job satisfaction. Transformational leadership exhibited a strong positive correlation with satisfaction from the administration, colleagues, and working conditions (r = 0.785, p < 0.001). Transactional leadership also exhibits significant positive correlations with these aspects of job satisfaction, albeit to a slightly lesser extent. On the other hand, transactional leadership demonstrated a moderate positive correlation with overall job satisfaction (r = 0.301, p < 0.01), while no significant correlation is observed with satisfaction from the administration, colleagues, and working conditions. Passive laissez-faire leadership, in contrast, revealed negative correlations with all dimensions of job satisfaction, indicating a detrimental impact on the satisfaction levels of primary school teachers. These nuanced findings underscore the importance of considering multiple leadership styles in understanding their varied impacts on job satisfaction among teachers.

Management Policy on Employee Satisfaction (Case Study at Millennials Cafe Bangkalan)

This research is a qualitative descriptive study. The population and samples taken were 13 employees. The tool used in this research is interviews. Primary data was obtained through asking questions to employees. Secondary data is obtained from written documents, such as journals which have data correlation with the research theme. The data analysis technique used is the triangulation test, namely source triangulation which consists of data reduction, data presentation and conclusions. The results of this research are assessed through various aspects of job satisfaction, such as salary level, nature of work, and work supervision and work environment. Therefore, companies cannot assess employee satisfaction based only on one aspect, but need to ensure employee satisfaction involves various factors, including salary. , nature of work, work supervision, and work environment.

Job Satisfaction and Associated Factors among Scrub Nurses: Beyond the Surface.

Job satisfaction is essential, especially among healthcare professionals like scrub nurses, who often face unique professional challenges. This study aimed to evaluate job satisfaction and its related factors among scrub nurses, shedding light on areas of improvement and highlighting the positive aspects of their roles. A detailed study was conducted among a cohort of 31 scrub nurses using a 28-question survey. The questionnaire gauged various aspects of job satisfaction, from work conditions to professional growth opportunities. Notably, the participants showed the least satisfaction with hazard allowances (1.8 ± 1.1) and break durations (1.9 ± 1.3). However, high satisfaction was observed regarding resource availability (3.9 ± 1.0) and the quality of protective equipment (3.7 ± 1.0). The data also revealed that those with 6-10 years of experience were the most satisfied (3.5), while those with 16-20 years were less content (2.7). The study indicates the need for improvements in hazard allowances and break periods. Experience significantly influenced satisfaction, with mid-career nurses showing the highest contentment. Such insights can guide future policy and practice adjustments in healthcare settings.

Factors Affecting Job Satisfaction of Employees in Government Sector Organizations

Job may be defined as a specific task done as part of the routine of one's occupation or for an agreed price. Job is a social expectation and social reality to which people seem to confirm for maintaining their livelihood. It not only provides status and psychological satisfaction to the individuals but also binds them to the society. Job satisfaction is a person’s attitude towards the job. Job satisfaction means measurement of excellence to which an employee feels contended and happy about his work and the conditions in which it has to be done.
 The main purpose of the study is to investigate the determinants like encouragement, management, working condition and training as the various facets of employee job satisfaction which plays a major role for employee performance. A quantitative approach is used in this study. A Pearson correlation research design and survey method is used to collect data. A research model and four hypotheses were developed. Regression analysis was used to test the hypotheses.
 The study found the implementation of independent variables like encouragement, management, working condition and training by public sectors enterprises. for maintaining the job satisfaction of employees in the organization. All of the predictor variables were significantly related to the success of employee performance.

Challenges and Job Satisfaction of Higher Secondary School Teachers in Kerala

Higher secondary teachers play a significant role in shaping the careers of students. The higher secondary course serves as the bridge between general education and higher education. The development and success of an educational institution, as well as the students, depend on the performance and satisfaction of the teachers. This study aims to examine the job satisfaction of higher secondary school teachers in Kerala. This research is qualitative in nature and a structured interview schedule is used for collecting the data, The study is important because only satisfied teachers can produce healthy and high-quality students for the nation's development. When a teacher is dissatisfied, it can directly or indirectly affect their job performance. The study's findings indicate that the majority of teachers are dissatisfied with various aspects of job satisfaction, including promotion, physical facilities, workload, transfer norms, and the lack of clerical staff, among other factors.

Pengembangan Alat Ukur Kepuasan Kerja dalam Pengaturan Kerja Teleworking

Flexible work settings using connection-based and technological devices, commonly referred to as teleworking, have become increasingly prevalent since the COVID-19 pandemic. This change in work settings may affect various aspects of job satisfaction among employees, necessitating adjustments in measuring employee job satisfaction. This study aims to develop a measurement instrument for job satisfaction within the context of teleworking, knowns as the Work Engagement Scale (WES). The development of the WES measurement instrument is based on the nine dimensions of job satisfaction proposed by Spector (1985). The participants in this research were 146 workers who had been teleworking for at least one year in private companies, government institutions, state-owned enterprises, or nonprofit organizations. The result of realibility testing indicate that the WES measurement instrument, both overall and in its six dimensions, demonstrated high internal consistency. Construct validity testing shows that WES measurement instrument, both overall and in each dimension, is valid for measuring job satisfaction. Furthermore, the items in the Job Satisfaction measurement instrument, both per dimension and overall, exhibited good discrimination and were evenly distributed. Overall, the psychometric testing results of the WES measurement instrument suggest that it has the potential to effectively measure job satisfacton among employees using teleworking system.

Examining the relationship between multiple facets of professional development and teacher job satisfaction in the United States

ABSTRACT Using data from the 2018 U.S. Teaching and Learning International Survey (TALIS), this study examined the relationship between five aspects of professional development (PD) – teacher participation in different formats, content, duration, quality, and barriers to participation – and teacher job satisfaction. Our multilevel model results indicate that quality of PD consistently has a significant relationship with an increase in teacher job satisfaction and barriers to participation in PD persistently have a negative relationship to teacher job satisfaction. Our findings suggest that teachers value opportunities to engage in PD and that providing PD activities that include characteristics leading to positive qualities is crucial to enhance teacher job satisfaction through PD.

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).

A Research Study Concerning the Regulatory Role of Organizational Justice in the Impact of Job Satisfaction on Organizational Commitment

Purpose-The study aims to reveal the regulatory role of organizational justice in the effect of job satisfaction on organizational commitment.Design/methodology/approach-The research consists of companies from the packaging sector in Halkalı and Silivri districts of Istanbul. The survey data were collected from 437 participants according to the five-point Likert scale and analysed by SPSS 22 and AMOS 24.Findings-When the effect of independent variables on organizational commitment was examined, it was seen that all variables had a significant effect on organizational commitment. The model established for the regulatory role of organizational justice perception inthe relationship between organizational commitment and its sub-dimensions and job satisfaction was found to be significant.Discussion-The difference between the effectiveness of the dimensions of organizational justice on various aspects of job satisfaction and organizational commitment reveals that the results of this research are strong. The findings and information obtained will be useful for managers to improve their work with a sense of organizational justice. As a result, in this research, the regulatory role of organizational justice in the effect of job satisfaction on organizational commitment of employees in the packaging sector was tried to be determined. In this context, this research offers suggestions for managers and future studies