Aspects Of Job Satisfaction Research Articles

RELATION BETWEEN JOB SATISFACTION OF EMPLOYEES AND THEIR PERSONALITY DIMENSIONS ACCORDING TO THE ‘BIG FIVE’ THEORY

Awareness regarding the increasing importance of human resources for achieving the organizational competitiveness on the market became an integral part of modern economy, where people, together with their knowledge and skills, represent strategic organizational resource. The aim of this research is to assess the influence of employees’ personality dimensions, according to the ‘Big Five’ theory, and certain facets of job satisfaction as well as different facets of job satisfaction on the overall assessment of job satisfaction. The influence of respondents’ socio-demographic characteristics on the individual facets of job satisfaction is also evaluated. The research results indicated that there is a significant difference in the assessment of individual facets of job satisfaction regarding the respondents’ demographic characteristics. Also, statistically significant correlations are found between personality dimensions: ‘Extraversion’, ‘Openness to new experiences’, ‘Conscientiousness’, ‘Agreeableness’ and ‘Neuroticism’ and individual facets of job satisfaction. The research results will be beneficial for providing the appropriate guidelines for improvement of human resource management of large organizations, especially in the case of public-owned organizations within the countries facing significant restructuring changes, such as Serbia.

Job satisfaction in small-scale fisheries: Comparing differences between Costa Rica, Puerto Rico and the Dominican Republic

This study analyzes and compares job satisfaction scores among small-scale fishers in the Gulf of Nicoya, Costa Rica over time. Data from Puerto Rico and the Dominican Republic is also compared to analyze changes in job satisfaction across cases, to unpack the explanatory factors leading to variation in job satisfaction scores. Factors such as gear type, age, education, years fishing, fishing regulations, fishery institutions and perceptions of governance, among others, are analyzed in terms of their relationships with three aggregate components of job satisfaction: Self-actualization, Health, and Earnings. Findings indicate changes over time in the Gulf of Nicoya as well as differences between countries. Fishers in Puerto Rico manifest high levels of job satisfaction when compared with the Dominican Republic and the Gulf of Nicoya. Differences appear to be influenced by gear type, with higher values on some aspects of job satisfaction being related to gears found most frequently in Puerto Rico and lower values associated with hand-line and long-line fishers frequently in the Gulf of Nicoya. Variation in extent and relative success of fishers' associations are also related to levels of job satisfaction. Governance aspects, including the presence of illegal fishing and conflicts between fishers using different gear, appear to have complex relationships with fishers' attitudes towards their occupation. In conclusion, we argue that understanding changes and variation in job satisfaction is critical for viewing the overall sustainability of fisheries.

The Effect of Rating Scale Length on the Occurrence of Inappropriate Category Use for the Assessment of Job Satisfaction: an Experimental Online Study

When job satisfaction is measured in national panel surveys using a rating scale that consists of many response categories the psychometric quality of the data obtained is often reduced. One reason lies in an inappropriate category use (e.g., in terms of response styles or ignoring superfluous categories), which occurs when respondents are faced with an overwhelmingly large number of response options. The use of response styles can also be triggered by stable respondent characteristics. The objective of the present between-subject experimental study is to explore the impact of rating scale length on the occurrence of inappropriate category use and scale reliability. In addition, this study investigates which stable respondent characteristics and job-related factors consistently predict the use of a particular response style across all experimental conditions. A sample of MTurk workers (N = 7042) filled out a 12-item online questionnaire on aspects of job satisfaction, with a 4-, 6-, or 11-point rating scale randomly assigned. Considering the three-dimensional structure of the job satisfaction measure, we applied a multidimensional extension of the restricted mixed generalized partial credit model to explore category use patterns within each condition. The results show a similar configuration of three response-style classes in all conditions. Nevertheless, the proportion of respondents who used the rating scale inappropriately was lower in the conditions with fewer response categories. An exception was the extreme response style, which showed a similar prevalence rate in all conditions. Furthermore, we found that the use of extreme response style can be explained by a high level of general self-efficacy and perceived job autonomy, regardless of rating scale length. The findings of the study demonstrate that the prevalence of inappropriate category use can be reduced by administering rating scales with six or four response categories instead of eleven. These findings may be extended to other domains of life satisfaction.

Motivators and its impacts on job satisfaction in FDI companies - A case study of Eurowindow Vietnam

Abstract This study investigates the factors motivating workers and their levels of job satisfaction at Eurowindow Vietnam – an FDI company in the furniture industry based in Hochiminh City, Vietnam. Data for this study were collected by a surveying 202 office workers of the company. A Likert-scale response format questionnaire was used to identify employment attitudes and job satisfaction. The research was carried out based on the theoretical aspects of job satisfaction. Cronbach’s alpha and exploratory factor analysis (EFA) were deployed to test the unidimensionality, reliability, and validity of measurement scales. Correlation analysis was carried out to estimate the relation between dependent and independent variables, and within the independent ones. Moreover, multiple regression analysis was adopted to test the hypotheses of the study. The level of job satisfaction was measured by seven dimensions, namely payment, promotion, supervisor, co-workers, work itself, benefits and work environment. The research results showed that work itself, promotion, payment, and supervisor have significant influences on job satisfaction. Findings of this study provide necessary knowledge for the leadership of Eurowindow Vietnam in boosting job satisfaction of their staff. Other FDI enterprises with the same development level may find these results applicable for their organizations. Recommendations for future research are also presented at the end of the study.

Assessing the Impact of Emotional Intelligence on Job Satisfactionamong Private School Teachers of Hyderabad, India

The purpose of the study isto assess the level of emotional intelligence (EI) and Job Satisfaction (JS) among high school teachers of private schools in Hyderabad.The survey method was used to collect primary data from a sample of 221 teachers from selected private schools in Warasiguda, Musheerabad, Chilkalguda, Ambernagar and Ramnagar areas of Hyderabad. The standardized scales adopted for measuring the emotional intelligence (Sungouh, 2006) and job satisfaction (Pestonjee , 2002) comprise 20-item level of EI based on a five-point rating system of 1 to 5, and 80-item on-the job and off-the-job factors of JS respectively. The reliability and validity of both the scales are within the acceptable norms. The findings establish that school teachers had moderate levels of job satisfaction and emotional intelligence. Even though emotional intelligence has a significant impact on job-related aspects of job satisfaction, it has no impact on the management, personal adjustment and social relation aspects of job satisfaction. Nevertheless, the overall result shows thatthere is a significant correlation between emotional intelligence and job satisfaction among teachers in executing their jobs in the private high schools surveyed.

How satisfied are employees with lean environments?

This article analyses the effect of perceived lean degree on job satisfaction in back-office environments in the financial services industry. The relationship between perceived lean principles and job satisfaction in general are analysed through an industry-wide survey and a focus on specific aspects of job satisfaction in a case study. The findings show a positive relationship between the perceived lean degree and job satisfaction, and highlight the importance of supervisors’ roles, and of keeping the introduction of lean separate from reducing staff. Financial service companies can expect not only efficiency gains but also an increase in job satisfaction for employees perceiving lean management. However, the results point to aspects that should be considered in order to avoid negative effects. In conclusion, increased process efficiency using methodologies such as lean management does not necessarily have a negative effect on job satisfaction, or, thus, on employee well-being.

Perceived Stress and Burnout : The Mediating Role of Psychological, Professional Self-Care and Job Satisfaction as Preventive Factors in Helping Professions

Background: Stress and burnout are among the common causes of absenteeism and fluctu - ation of staff in European workplaces. Therefore, the demand for understanding the predictors of burnout in high risk professions has been growing. The aim of this study is to explore the link between perceived stress and the three dimensions of burnout (emotional exhaustion, depersonalization, and personal accomplishment) while considering the potential mediating role of self-care and job satisfaction that may prevent the transformation of stress into burnout. Methods: A randomly selected group of Slovak social service professionals (N = 689; 618 women) from institutions in 8 districts in Slovakia described their levels of perceived stress, burnout, performed self-care and job satisfaction in self-reported questionnaires. Results: The relationship between stress and emotional exhaustion is solely mediated by certain aspects of job satisfaction: salary, nature of work, and operating procedures. The relationship between stress and depersonalization is mediated by the nature of work, psychological self-care, and professional self-care. However, professional self-care does not prevent but rather facilitates the development of depersonalization in times of high perceived stress. The relationship between stress and personal accomplishment is mediated by psychological and professional self-care as well as by three factors of job satisfaction: co-workers, nature of work and job benefits. When stress increases, satisfaction with co-workers and nature of work prevent the decrease of personal accomplishment. However, job benefits, with increasing stress, may be related to a decrease in personal accomplishment at work. Conclusion: Satisfaction with salary, nature of work, operating procedures and co-workers as well as psychological self-care may prevent the further development of burnout in times of high stress. Yet, professional self-care and job benefits may, in times of increased stress, potentially lead towards specific aspects of burnout (depersonalization and reduction of personal accomplishment).

Job satisfaction of certified employees in viticulture: A qualitative study.

The need for qualified employees in wineries leads to a gain in importance of human resource management in the wine industry. Knowledge on job satisfaction of employees in wineries and cooperatives as well as research in human resource management is rare. The aim of this qualitative study is to find aspects affecting job satisfaction of employees in Austrian and German wineries. These identified aspects were analysed with regard to the perceived satisfaction or dissatisfaction of the employees. Sixteen qualitative interviews were conducted in Austria and Germany with employed winemakers, production managers and vineyard managers. Aspects of job satisfaction which were found in agricultural studies were validated for employees in wineries. In addition to these influencing factors of job satisfaction, interviewed workers mentioned other important aspects, such as equality issues, development of the company and attachment to the final product, which affect their job satisfaction. The positive image of the product wine, the wine sector and the profession contributes to a high job satisfaction overall. The personal interest in wine is one of the major factors of job satisfaction. It reduces dissatisfaction with remuneration, monotonous work processes and long working hours. However, employees in wineries saw problems in reconciling family life and work. Furthermore, employees complained about physical strains leading to possible changes in job or position.

EMPIRICAL INVESTIGATION OF JOB SATISFACTION AMONG ACADEMICS

Job satisfaction is perhaps the most important aspect that critically influences the success of the organisation. This has given rise to employee expectations and has obligated employers to take into consideration even the diminutive parameters which influence their satisfaction. This research study highlights the perception of academicians towards their job satisfaction under various dimensions. It also explores whether there is any significant difference between the selected demographics and perception of university teachers over satisfaction issues. The findings of the study revealed pay and job security to be the most highly rated aspect of job satisfaction. Among the demographic variables only age was found to be significantly affecting job satisfaction. The study thus implies that when teachers' needs are satisfied, their psychological well-being is promoted. This study may benefit the decision-makers in universities to follow the proactive practices to improve the satisfaction of teachers.

Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited

This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.

Exploring the Connection between Job Satisfaction and Different Forms of Organizational Commitment among Police

Police operate around the world. Police organizations are tasked with a wide variety of duties, and successful police organizations need committed officers. The three main forms of organizational commitment are affective, normative, and continuance commitment. This study examined the relationship of overall job satisfaction and facet job satisfaction (transfers, pay, promotions, and supervision) on affective, normative, and continuance commitment among 550 officers working in the operations and investigation wings of the Lahore Police Stations in Punjab, Pakistan. Based on multivariate ordinary least squares (OLS) regression results, overall job satisfaction and facet satisfaction with transfers, pay, and supervision had significant positive effects on affective and normative commitment and negative associations with continuance commitment. Satisfaction with promotions, however, had a negative relationship with affective and normative commitment and a positive association with continuance commitment.

Determinants of Employee Job Satisfaction in a Public Organisation in the Province of KwaZulu-Natal

This study assesses factors that determined employee job satisfaction at the South African Social Security Agency (SASSA) in the Pietermaritzburg office of the KwaZulu-Natal Province. The intention of this study is to recommend workable strategies and mechanisms that can be considered by SASSA as they enhance their organisational development and employee standards. The two-factor theory of Herzberg was applied to comprehend the motivating issues that might determine the fulfilment and discontentment of workers at work. The case of SASSA is used to fill a gap in the literature regarding work values and to provide lessons that can be learnt by other organisations that aspire to improve employee job satisfaction. In order to respond to the aim of this study, the data was collected and analysed using a mixed research methodology. A purposive sample was drawn from the employees who had interest and understanding of job satisfaction using mainly interviews and questionnaires. The findings that the political and socio-economic factors have a potential to limit SASSA from offering a suitable and viable healthy working environment, hence job satisfaction might not be realised. Even though it was revealed that some employees were dissatisfied with their working conditions, none of them were planning to leave their jobs. The findings of this study contribute towards the understanding of job satisfaction aspects of human resources management.

The Effects of Employees’ Education Degree on the Correlation Between Job Satisfaction and Personality Dimensions

Abstract Employees’ job satisfaction is an important factor of shaping the organizational business performances. However, job satisfaction might depend on employees’ personality dimensions, such as: extraversion, negative affectivity, conscientiousness, agreeableness and openness to new experiences. Besides that, the employees’ job satisfaction, but also their personality dimensions, might be affected by the employees’ education degree. In respect to that, this research was oriented towards determining the effects of the employees’ education degree on the correlation between the employees’ job satisfaction and their personality dimensions. The survey research sample consisted of 116 respondents, employed within a large public monopolistic organization, oriented towards the energy sector, operating in transitional society. The research results indicated that employees’ education degree shaped the correlation between all personality dimensions, on the one hand, and the pay, benefits, relation between coworkers, supervision and nature of the work facets of job satisfaction, on the other. Beside theoretical contribution, the research results might have practical implication through providing the information necessary for improving human resource management in Serbia, a transitional economy with general business conditions different from those in developed countries.

Working on the edge: changes in the content and delivery of social care

Purpose The purpose of this paper is to describe some of the changes to the content and delivery of care work in the context of developments in the wider labour market. Design/methodology/approach A total of 240 interviews with social care practitioners and managers were undertaken at Time 1 (T1) (2009–2012) and Time 2 (T2) (2011–2014) in four local council sites in England. A final round of interviews (T3) with managers (n=60) and staff (n=60) took place between 2015 and 2018. Findings The way in which many workers found meaning and satisfaction within their work was an important way by which many of them tempered dissatisfaction with pay, status and working conditions. Some workers used the concepts of ethical practice and vocation to differentiate themselves from other workers and organisations whom they considered lack these qualities and from what they saw as a wider societal perception that their work was unskilled and unfulfilling. Research limitations/implications The interview data may not be generalisable or totally representative of care staff. Those employers who agreed to participate may have been more committed to workforce development and valued their staff more highly. Nonetheless, data were sector wide and there were sizeable numbers of participants. Practical implications Pride and job satisfaction are important aspects of job satisfaction in care work and could be fostered in care services and by older people. Social implications Negative perceptions of care work within society may act as a barrier to recruitment and retention. Older people might help raise the positive profile of care work. Originality/value This is a unique data set from which to document long-term determinants of job satisfaction in care work.

Physician leadership style predicts advanced practice provider job satisfaction

Purpose This paper aims to examine the relationship between physician leadership style and advanced practice health-care provider job satisfaction. Design/methodology/approach A total of 320 advanced practice providers (nurse practitioners and physician assistants) in Texas rated their supervising/collaborating physicians’ leadership style using the Multifactor Leadership Questionnaire 5X Short (Bass and Avolio, 2000) and assessed their own job satisfaction using the Abridged Job Descriptive Index (Smith, Kendall and Hulin, 1969). Regression models tested the relationships between physician leadership styles and several facets of job satisfaction of advanced practice providers while controlling for advanced practice provider age, gender, ethnicity, years of experience, salary level, clinical practice setting, level of physician supervision/collaboration and advanced practice provider type. Findings The results demonstrated that physician transformational leadership accounted for between 4.4 and 49.1 per cent of the variance in job satisfaction depending on the aspect of job satisfaction. Satisfaction with job supervision and satisfaction with job in general were those in which transformational leadership was found to have the most impact, explaining 49.1 and 15.5%, respectively. Demographic variables such as advanced practice provider type, age, years of experience and number of hours per week of physician collaboration/supervision had small but statistically significant associations with job satisfaction. Practical implications Recommendations for physician leadership development focusing on transformational leadership as a way to increase the satisfaction among other providers on health-care teams are discussed. Originality/value This paper examines the impact of supervising/delegating physician leadership style on other nonphysician members of the health-care team, specifically advanced practice health-care providers.

Prevalent Factors that Affect the Job Satisfaction of Junior High School Technology and Livelihood Education Teachers in Public Secondary Schxcool in District 1 of Marikina City 2017 – 2018

The objective of this study is to examine the prevalent factors that affect the job satisfaction of Technology and Livelihood Education Junior High School teachers in Public Secondary School in District 1 of Marikina City. Also, this research helps the educational stakeholders to empower teachers’ capacity through assessing their satisfaction from their jobs. Out of 110 respondents, researchers gathered only 86 samples according to the COCHRAN as sample technique used. Questionnaire has been adapted so reliability testing and validation was not utilized. Descriptive Statistics showed that teachers are agreed in four aspects. However, teachers’ responses in Job Characteristics aspect have at least satisfied. Moreover, independent t-test and ANOVA are being utilized by the researchers to reveal the significant differences of teachers’ job satisfaction in relation of gender, age and type of schools, but there were no significant differences at all. Furthermore, bivariate correlation (Pearson – r) is being used by the researchers to determine the significant relationship to each aspect. Based on the findings, there were significant relationships in each aspect. Lastly, regression method was being used to examine what aspect of Job Satisfaction is the predictor of teachers’ intention to remain on the job. Researchers found out that Meaningfulness of the Job and Social Benefits are the predictors of the teachers’ intention to remain on the job. With these findings, the researches recommend to include other educational stakeholders to have a comparison in terms of Job Satisfaction; Administration have a clear content and natures of the assigned task to their teachers because this is one of the factor why teachers do not remain in the job; Administration must to pay attention to support their teachers; and there are other aspects, factors, and theories that can be used to fully identify the level of satisfaction of teacher, so further research is needed to be studied.

Job Satisfaction as a Mediator of Emotional Intelligence and Transformational Leadership on Teacher Performance

The purpose of this study is to examine the impact of emotional intelligence and transformational leadership style on teacher performance by considering aspects of job satisfaction. Four research variables were tested in structural equation models. This research is a causality study that measures the perceptions of high school teachers. Research design is quantitative, with a survey method. Likert scale questionnaire is used to collect respondents' perceptions. A total of 150 high school teachers as research populations. Sampling uses the census method. The explanation of causality between research variables is accessed by structural equation modeling. The results of the study showed that transformational leadership was more needed than the emotional intelligence of the teacher to realize the job satisfaction of teachers, which ultimately created discipline performance. Teacher job satisfaction is an effective consideration for management in high school to achieve teacher performance. Keywords: emotional intelligence, transformational leadership. job satisfaction, teacher performance DOI : 10.7176/EJBM/11-32-06 Publication date: November 30 th 2019

EFFECT OF ORGANIZATIONAL CULTURE INTENSITY ON JOB SATISFACTION

Background: Organizations need to pay attention to the job satisfaction of their members to achieve their goals. In 2011, the Airlangga Healthcare Center surveyed job satisfaction with the target of 80%. However, the target has not been achieved. Job satisfaction can be affected by several factors, and one of them is the culture within the organization.Aim: This study aims to analyze the effect of organizational culture intensity towards job satisfaction of the Airlangga Healthcare Center’s employees.Method: This study was conducted in November 2011 – June 2012 with a cross-sectional research design. The sample of the study used the population total technique. The independent variable of the research was the organizational culture intensity. While the dependent variable was job satisfaction. The data were analyzed descriptively by employing cross-tabulation analysis between organizational culture intensity and job satisfaction.Results: The most influential aspect of the organizational culture was cooperation that reached 73.9%. Job satisfaction aspects with a very satisfying level were job and co-worker aspects that reached 78.3%. The most influential aspect of organizational cultures that affect job satisfaction is trust that amounted to 83.3%. However, the organizational cultures affect job satisfaction with a percentage of 92.3% overall.Conclusion: The research concludes that the organizational culture intensity is a factor that affects job satisfaction of the employees at the Airlangga Healthcare Center. The recommendation for the organization is to improve the togetherness aspect of organizational cultures.Keywords: organizational culture intensity, job satisfaction, organization.

The behavior of bureaucracy in service in the office of Tanah Miring District, Regency of Merauke

Bureaucratic behavior in providing services to the Tanah Miring District of Merauke Regency. The purpose of this study was to determine how bureaucratic behavior in service to the Tanah Miring District of Merauke Regency. Data were analyzed using descriptive methods, while this study used a qualitative approach, while data analysis techniques, the authors used three stages: data reduction, data presentation, and conclusion drawing. The results of this study indicate that bureaucratic behavior in service in the Tanah Miring District of Merauke Regency is not maximal. This can be seen from the indicators used to measure bureaucratic behavior in providing services to the community including the responsibilities of the apparatus that are not in accordance with their main tasks and functions, lack of awareness of the apparatus on the duties or obligations that are their responsibility. Besides the lack of clarity about the job description to each-one employee, there is no delegation of duties and authority from a leader to employees at the lowest level. The aspect of job satisfaction has not provided a sense of satisfaction for the apparatus in work, because some of its officers work not based on a description of the main tasks and functions and capabilities possessed by the apparatus itself.

PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA

There are many aspects and factors that can affect employee performance in a company. This study will observe about the influences of organizational culture and work motivation to the employee performance, the influence of organizational culture and work motivation to job satisfaction on and the influences of job satisfaction can affect to employee’s performance at PT. Asuransi Binagriya Upakara. This study uses literature and empirical methods with a survey approach (questionnaire) by taking a sample of 120 respondents, and statistical analysis of structural Equation Model (SEM). The research shows that there is a positive and significant influence of organization culture to employee performance (57%), there is a positive and significant influence of work motivation to employee performance (47%), there is a positive and significant influence of organizational culture to job satisfaction (49%), there is a positive influence of work motivation to job satisfaction (51%). Likewise, from indirect relations, there is an indirect positive influence of organizational culture on employee performance through job satisfaction (87%), and indirect positive effects of work motivation on employee performance through job satisfaction (72%). Based on the study above to improve employee’s performance from organizational culture aspect, it is recommended through developing innovation culture, from motivational aspect it is recommend through improvement of behavior and work ethic, as well as an active role of the leaders in motivating and evaluating company’s standard procedure such as work system, procedure, and HR Provision. Form the aspect of job satisfaction it is recommended to create an encouraging working climate, evaluating and analyzing the need of work facilities and infrastructures, as well as analyzing and evaluating compensation and benefit for employees, so that will help to increase employee’s performance. Keywords: Organizational Culture, Work Motivation, Job Satisfaction, Employees Performance