Aspects Of Job Satisfaction Research Articles

The Role of Facets of Job Satisfaction in the National and Socioeconomic Differences in Overall Job Satisfaction: A Comparison Between Studies of Civil Servants in Great Britain and Japan.

To explore national and socioeconomic differences in overall job satisfaction, we examined whether those differences can be explained by what job-related factors. Our datasets for this study are from the Whitehall II study and the Japan Civil Servant Study. Of the participants who were 5540 cases, with 3250 people from Great Britain and 2290 from Japan. The odds ratio for job dissatisfaction was more than double in Japan compared with Britain. However, after adjusting the related factors-especially the facets of job satisfaction variables-the difference was reversed. Also, regarding the occupational differences, lower occupational grades had lower risks of overall job dissatisfaction, after adjusting for related factors. The national and socioeconomic differences in overall job satisfaction were strongly related to facets of job satisfaction rather than job stress factors.

A Social Media Study on Demographic Differences in Perceived Job Satisfaction.

Effective ways to measure employee job satisfaction are fraught with problems of scale, misrepresentation, and timeliness. Current methodologies are limited in capturing subjective differences in expectations, needs, and values at work, and they do not lay emphasis on demographic differences, which may impact people's perceptions of job satisfaction. This study proposes an approach to assess job satisfaction by leveraging large-scale social media data. Starting with an initial Twitter dataset of 1.5M posts, we examine two facets of job satisfaction, pay and supervision. By adopting a theory-driven approach, we first build machine learning classifiers to assess perceived job satisfaction with an average AUC of 0.84. We then study demographic differences in perceived job satisfaction by geography, sex, and race in the U.S. For geography, we find that job satisfaction on Twitter exhibits insightful relationships with macroeconomic indicators such as financial wellbeing and unemployment rates. For sex and race, we find that females express greater pay satisfaction but lower supervision satisfaction than males, whereas Whites express the least pay and supervision satisfaction. Unpacking linguistic differences, we find contrasts in different groups' underlying priorities and concerns, e.g., under-represented groups saliently express about basic livelihood, whereas the majority groups saliently express about self-actualization. We discuss the role of frame of reference and the "job satisfaction paradox", conceptualized by organizational psychologists, in explaining our observed differences. We conclude with theoretical and sociotechnical implications of our work for understanding and improving worker wellbeing.

Physiotherapists' job satisfaction according to employment situation: Findings from an online survey in Austria.

Background and PurposePhysiotherapists are commonly working in self‐employed, employed, or in combined employed and self‐employed work arrangements. This study aimed at examining aspects of job satisfaction and predictors of physiotherapists' overall job satisfaction across those three types of work arrangements.MethodsAustrian physiotherapists rated their overall job satisfaction as well as the importance and realisation of aspects of job satisfaction in a cross‐sectional online survey. Multiple linear regression was used to identify predictors of overall job satisfaction, and (for employed therapists only) predictors for planning to change the employer.ResultsThe sample consisted of 581 physiotherapists working in the public or private sector, of which, 342 were self‐employed, 100 employed, and 139 both employed and self‐employed. Physiotherapists generally indicated high job satisfaction with notable variations according to their work arrangements. Overall job satisfaction and the aspects of recognition and autonomy were higher in self‐employed therapists, when compared to the other two groups. In contrast, self‐employed therapists reported lower satisfaction with mentoring and peer support. Those who were both employed and self‐employed reported the highest gap between the importance and realisation of their work–life balance (r = −0.50, p < 0.001). Recognition was identified as the most important predictor of job satisfaction (ß = 0.52, p < 0.001) and intention to leave (ß = −0.54, p < 0.001) in employed physiotherapists.DiscussionThe analysis of job satisfaction according to work arrangements suggests several approaches to increase or maintain a high level of job satisfaction, which may be addressed by employers and physiotherapy professional organisations. For employed physiotherapists, practices that increase their recognition and autonomy seem to be promising, whereas self‐employed physiotherapists could benefit from enhanced opportunities for exchange and networking with colleagues. For those who are both employed and self‐employed, more flexible work schedules may be helpful to integrate the demands of private patients and employer workloads.

The Influence of Personality on Job Satisfaction At PT. Surya Windu Pertiwi Serdang Bedagai

This study aims to analyze personality, job satisfaction and the influence of personality on job satisfaction of employees of PT Surya Windu Pertiwi Serdang Bedagai. Respondents in this study were employees of PT Surya Windu Pertiwi Serdang Bedagai consisting of 43 respondents. The data analysis method used is descriptive statistics and simple regression. The results of the test show that the personality of openees to experience is a prominent personality of the employees of PT Surya Windu Pertiwi Serdang Bedagai with an average score of 3.8889. Meanwhile, the average value of descriptive statistics for the job satisfaction variable was 3.1457, indicating that the employees of PT Surya Windu Pertiwi Serdang Bedagai still did not have good job satisfaction. The results of the analysis show that personality does not have a positive and significant effect on job satisfaction of employees with a P-value of 0.382 greater than 0.05. The managerial implication that can be given is that companies need to consider the factors of employee personality, especially when recruiting employees. Companies also need to consider aspects of job satisfaction, especially in terms of good salaries

Hotel Employee’s Job Satisfaction and its Implication to Turnover Intention

Purpose: This research is to know how the implementation and the level significance of employees’ job satisfaction on turnover intention at a 5 star resort hotel in the southern part of Bali.&#x0D; Research methods: To solve the problem, the writers use quantitative analysis (simple linear regression analysis) and qualitative analysis with SPSS 25. Based on the results it is known that the employees’ job satisfaction at the hotel is quite satisfied with the aspects of the job satisfaction provided by the management.&#x0D; Findings: In the T-test result sig. value 0.003 &lt; 0.005 means the hotel employess’ job satisfaction gives a significant influence, and has a negative influence on turnover intention through the beta coefficient of (?) -0.200, with r square of 0.080 in coefficient determination means that the level significances or contribution of the employees’ job satisfaction variable affecting the turnover intention by 8% and the remainder by 92% is determined by another variable not described in this research.&#x0D; Implication: The hotel management should provide a promotional opportunity to employees and also improve the others employees’ job satisfaction aspects such as salary, workload, and relationship with supervisor and co-workers.

Introduction of digital reporting platform to integrate community-level data into health information systems is feasible and acceptable among various community health stakeholders: A mixed-methods pilot study in Mopti, Mali.

BackgroundIntegration of community-level health data within Mali’s web-based District Health Information System (DHIS2) is underexplored. This study conducted in Mopti, Mali examined challenges and enablers affecting integration and investigated how digital technology optimizes data quality, availability, and use.MethodsThis pre-post mixed-methods study compared community health workers’ (CHWs’) experiences reporting routine community-level data using the DHIS2 digital application on tablets and paper forms. 141 CHWs participated in quantitative surveys and focus group discussions at baseline and endline. In-depth interviews were conducted with 18 and eight CHW supervisors and 12 and 11 other stakeholders at baseline and endline, respectively. We calculated changes in CHW performance, and job satisfaction among intervention and comparison groups using the difference-in-difference (DID) estimator controlling for baseline characteristics. Routine longitudinal DHIS2 data described timeliness and completeness of CHW reporting. Thematic analysis of qualitative data explained implementation challenges and enablers, and considerations for data use.ResultsThe median number of health talks and household visits among intervention group CHWs increased from baseline to endline compared to the comparison group (DID estimator; P < 0.05 for both), as did aspects of job satisfaction (satisfaction with opportunities to contribute ideas to improve services and coordination with supervisors and stakeholders, P < 0.1). CHWs reported high levels of comfort and confidence navigating the tablet for data collection and on-time reporting. While CHWs experienced challenges –tablet quality, limited network connection and increased workload, they preferred the digital to paper system. Stakeholder, supervisor and CHW roles in data review and decision-making appear unchanged from baseline to endline, though some supervisors found the tablets improved data timeliness and completeness. Routine longitudinal DHIS2 data confirm high rates of data timeliness and completeness before and after the intervention, with little or no change over time.ConclusionsCHW tablet use for data collection and reporting is feasible and desirable, however, program and policy changes are needed for this to be a fully-functional system. Future efforts need to consider how to ensure site-level network connectivity; quality, compatibility and functionality of digital technology; and routine supportive systems for CHWs and community health actors on data use.

Employee Job Satisfaction and Business Performance: The Mediating Role of Organizational Commitment

Purpose: The aim of this research article is to scrutinize the influence of employee job satisfaction on organizational commitment and business performance in the context of retail banking sector in northern India. Design/methodology/approach: A research design of quantitative in nature was used via a structured questionnaire on a sample of 440 Indian commercial bank employees. Research hypotheses were tested by using the structural equation modelling (SEM) technique to evaluate and test the proposed model. Findings: The result of the present study confirms that all facets of job satisfaction affect the satisfaction of employees significantly and, thus, influence the employee’s organizational commitment and business performance, respectively. The significance of the indirect path of employee job satisfaction on business performance through organizational commitment has also been tested with the Sobel test, which exhibited significant results. Research implications: This study provides insight into the influence of employee job satisfaction on the organizational commitment and business performance in the Indian commercial banking context in particular, which could benefit management and policymakers as well as other enterprises operating in the same segment. The results suggest that employee job satisfaction strongly contributes to employees’ organizational commitment and business performance. Therefore, organizations require that their employees must be contented and pleased with what they do. Originality/value: This research study contributes one more brick to the existing body of knowledge by investigating the casual relation of employee job satisfaction, and organizational commitment as a mediator with business performance, as these causal relations with business performance are very scarce in the context of commercial banking context. Research limitations: This research survey was restricted to commercial banks operating only in northern India. Thus, it limits the generalizability of the results for the context specified only.

Job satisfaction and employees’ turnover in hotel industry: Evidence from Lagos state Nigeria

Studies that examined the link between facets of job satisfaction and employees’ turnover in respect of hotels in Lagos state are limited in literature. This study therefore aims to determine the correlation between five dimensions of job satisfaction and employees’ turnover in respect of hotels in Lagos state. The study adopted a survey design. Through on-site data collection, data were collected from 332 employees of 60 hotels in Ikeja, Lagos state. Partial Least Squares were adopted for the analysis and the result show that four of the five tested hypotheses were supported. The result further show that all the five dimensions of job satisfaction considered in this study put together have the tendency of influencing 43.2% of changes in employees’ turnover in hotels in Lagos State. By clarifying the connection between the facets of job satisfaction and employees’ turnover in Lagos State, this study offers an insight for effective management of employees’ turnover in hotel industry in an emerging economy. Hence, hotel owners and managers in Lagos State can minimize employees’ turnover by enforcing strategies and practices gear towards limiting job stress, enhancing promotion opportunities, supervisor’s support, and a friendly workplace environment. To the best of the authors’ knowledge, this study is the first to determine the connection between facets of job satisfaction and employees’ turnover in respect of hotels in Lagos State using Smart PLS_SEM approach. The study argued that employees’ retention in the hotel industry in Lagos State depends on the combination of the management of job stress, enhanced promotion opportunity for staff, suitable supervisor’s support, and provision of a friendly workplace environment.

Job Satisfaction and Intention to Leave among Middle-Level Managers of SMEs in Dubai, UAE

In Dubai, United Arab Emirate (UAE), the Small and Medium Enterprises (SMEs) in the construction sector have a shortfall of 500,000 skilled employees because of the lack of job satisfaction and top management support, which prompt workers to leave their places of employment. Thus, this study investigated the effect of top management support (TMS) as an organizational factor on the relationship between job satisfaction and the intention to leave among the middle level managers in the construction sector of Dubai, UAE. To test the relationship among the variables, this study adopted a quantitative design and data was collected from 120 middle level managers of SMEs. The Partial Least Squares – Structural Equation Modelling (PLS-SEM) technique was adopted in the data analysis. According to the outcome, the relationship between 4 facets of job satisfaction and the intention to leave among the middle level managers of SMEs was established. The study also found statistical support for the moderating effect of TMS on the relationship between 2 facets of job satisfaction and the intention to leave among the middle level managers of SMEs.

Job satisfaction and turnover intention of preventive medicine workers in northern Vietnam: Is there any relationship?

To access the relationship between job satisfaction and turnover intention of preventive medicine workers in Vietnam, we conducted a cross-sectional study using a purposive convenience sample of 12 preventive medicine centers in 3 provinces of northern Vietnam (Hai Duong, a plain province, Yen Bai, a mountainous province, and Hanoi, the capital of Vietnam). Overall, 400 preventive medicine staff were invited to participate, and 383 questionnaires were analyzed (153 from 3 provincial centers and 230 from 9 district centers). All eligible participants completed the questionnaire, which included questions relating to general information, job satisfaction, intention to quit. We identified significant associations between turnover intention and personal factors, including age, marital status, education level, professional degree, and length of employment at the current center. The bivariate analysis also indicated that job satisfaction had an inverse relationship with turnover intention, as expected. The correlations varied between facets and overall job satisfaction, from −0.19 for community support to −0.37 for overall job satisfaction. These correlations remained significant after controlling for personal factors using hierarchical multiple regressions. The results indicated that facet and overall job satisfaction were significant predictors of turnover intention, while overall job satisfaction was the strongest predictor (β = 0.37, P < .001). This study could contribute to local system development and the international understanding of job satisfaction and turnover intention among preventive medicine workers. Addressing the aspects of job satisfaction that were found to have the lowest scores may help the preventive medicine system to retain staff.

A Progressive Model for Quality Benchmarks of Trainees’ Satisfaction in Medical Education: Towards Strategic Enhancement of Residency Training Programs at Saudi Commission for Health Specialties (SCFHS)

The latest developments in Sustainable Health focus on the provision of high quality medical training to health specialists, with a special focus on human factors. The need to promote effective Training Programs also reflects the job satisfaction needs of trainees. The objective of this study is to evaluate the trainees’ satisfaction with the quality of Training Programs and assess the degree of achievement based on the defined parameters to provide baseline data based on which strategies for improvement can be formulated. Our study was conducted in Saudi Arabia and our targeted population was residents in medical programs supervised by the Saudi Commission for the Health Specialties (SCFHS). The trainees’ response rate to the online survey was 27% (3696/13,688) and the key aspects of job satisfaction investigated include: Satisfaction with Academic Activities in the Center; Satisfaction with the Residents and Colleagues in the Center; Satisfaction with the Administrative Components in the Center; Satisfaction with the Training Programs; Satisfaction with the Specialty; Satisfaction with the Training Center; Satisfaction with the SCFHS. The main contribution of our work is a benchmark model for job satisfaction that can be used as a managerial tool for the enhancement of medical education with reference to the satisfaction of trainees. We analyze the key aspects and components of training satisfaction and we introduce our progressive model for Trainees’ Satisfaction in Medical Training. In future work, we intend to enhance the proposed framework with a set of key performance indicators as well as with a focused cause and effect focused survey on factors related to the key benchmark of this study.

Difference in mood at work and home. An additional indicator of job satisfaction

New techniques for multiple moment assessment allow us to assess how people feel at different times of the day. These techniques are mostly used to assess how well people feel during particular activities, such as during work or childcare. In this paper we focus on the difference in how well people feel at work and at home. The following questions are addressed: 1) How large is the difference in mood at work and at home? 2) How much does the difference in mood at work and at home vary across kinds of people and occupations? 3) Is the difference in mood at work and at home associated with job satisfaction as measured using common general retrospective ratings or does it tap another aspect of job satisfaction? We explore answers to these questions, using data from a diary study in the Netherlands, done using an e-application of the Day Reconstruction Method (DRM) in which 1,410 people provided information about mood experienced in 32,000 episodes. We found that the average difference in mood at work and at home is small in this sample but that it varies across people and occupations. We found a low correlation of the difference in mood with the respondent’s retrospective ratings of their general job satisfaction, which suggests that there is more in the phenomena of job satisfaction than is measured using the usual questions on general job satisfaction. This, as yet unrecognized, aspect of job satisfaction is likely to add to information demands behind common measurements of job satisfaction, that is, to indicate the quality of the work conditions and estimate chances to improve worker performance and reduce turnover by making work more satisfying. We suggest an agenda for research in these areas of possible gains.

Hidden religious aspects of job satisfaction and work attitudes: The differences between Eastern and Western Europe

AbstractThis paper examines the links between religion and job satisfaction. Its concern is to compare Eastern and Western Europe. We use the 2015 International Social Survey Programme (ISSP) data covering both non-religious individuals and individuals affiliated to a religious denomination. While the Western European countries generally report significantly higher levels of job satisfaction compared to their Eastern counterparts, we test the hypothesis that religion also shows differentiated effects on job satisfaction and work attitudes. Our results indicate that religion has no significant effect on job satisfaction in either of the regions. In the West, religious affiliation has an influence on a larger variety of work attitude measurements compared to those in the East. In both regions, workers who regularly attend religious services would enjoy work significantly more even if they did not need money, consider high income as less important, and consider helping other people, contact with other people, and having a job useful to society as more important.

Does Job-Satisfaction Cause Life-Satisfaction? New Evidence Using Lewbel Methodology

While studies on the direction of causality between job satisfaction and life satisfaction are abundant, their evidence is still inconclusive primarily because of the difficulty in finding suitable external instruments. We have constructed internal instruments, using the Lewbel methodology, which satisfy the desirable properties. It is important to determine the direction of causality since the implications for public and labour policies are different depending on the direction. The second contribution of this study is to examine the link between life satisfaction and the twelve aspects of job satisfaction in order to explore whether extrinsic (pay, benefits, and other work conditions) or intrinsic (kind of work) job satisfaction matters. For this purpose, a survey was conducted in Wah Cantt, Pakistan using a sample of 300 respondents. The study findings reveal that there is a bidirectional causality between life and job satisfaction. However, the effect of job satisfaction on life satisfaction is stronger than the effect of life satisfaction on job satisfaction. Mixed results related to causality between twelve aspects of job satisfaction and life satisfaction were found. The paper ends with important policy implications. Keywords: Life Satisfaction; Job Satisfaction; Aspects of Job Satisfaction; Causality

Job satisfaction at specialized eating disorder units in Norway.

Patients with an eating disorder are frequently referred to as a particularly challenging group to treat. As a consequence, it is important to understand how working with eating disorders affects workplace well-being. Job satisfaction is a key indicator of workplace welfare. The aims of the current study were to (a) measure overall job satisfaction among healthcare providers working at specialized eating disorder units in Norway, and (b) to investigate possible differences in job satisfaction between professional groups and between staff working fixed versus rotating shifts. This cross-sectional study is part of a larger study investigating work-related well-being at specialized eating disorder units in Norway. The total sample was composed of 186 participants from 11 specialized eating disorder units. Overall, high job satisfaction was found across all professional groups. There were significant differences between daytime and shift workers on several dimensions of job satisfaction. Medical doctors and clinical psychologists scored significantly higher than nursing staff on several aspects of job satisfaction. This study suggests high job satisfaction across all professional groups among healthcare providers working at specialized eating disorder units, contrary to commonly-held beliefs that working with eating disorders is very demanding.

Understanding the Role of Different Aspects of Job Satisfaction on Emotional Intelligence of Academicians: An Exploratory Outlook

Understanding the sensitive role that being emotionally aware holds specially in context to teaching context, it is important to understand how components of both construct affect overall benefit to the individual and to the organization. The present paper aims to evaluate and relate different aspects of Job Satisfaction and its impact of emotional intelligence From the study it was found that there was high correlation amongst different variables of Job Satisfaction and its component explains the reason of Emotional Intelligence.

Factors Influencing Job Satisfaction in Hospitality Industry

Finding and keeping qualified workers is an evident problem in the hospitality industry in many parts of the Alpine region. Job satisfaction is, therefore, becoming increasingly important for sustainable development of the labor market and in further consequence regions and destinations. Hence, this study aims to examine factors influencing job satisfaction to gain a better understanding. A total of 345 employees were surveyed on aspects of job satisfaction using an online questionnaire. Data analyses show that a positive relationship with the supervisor, adherence to the duty roster, and personal development opportunities are the most important factors for job satisfaction. In contrast, remuneration, task portfolio, working atmosphere, and the infrastructure provided were less important drivers. The findings highlight important areas and directions for further investigation of job satisfaction. For practitioners, the study offers valuable insights into the sustainable and effective promotion of employee job satisfaction.

Corporate social responsibility, facets of employee job satisfaction and commitment: the case in Ecuador

PurposeThis paper aims to show the relationships between corporate social responsibility, job satisfaction (in its different facets or aspects) and employee commitment. In addition, the paper aims to identify the mediating role that facets of job satisfaction in the relationship between CSR and worker commitment.Design/methodology/approachThe authors propose a model of relations between the variables indicated and the use of a variance-based structural equation modelling technique to identify the relations in a sample of 318 workers from Ecuadorian companies who answered a questionnaire. Specifically, the partial least squares (PLS) methodology was employed using the Smart PLS software.FindingsThe results and findings of this work confirm the theoretical hypotheses specific to the influence of CSR on the five facets of job satisfaction. On the other hand, it should be stressed that only job satisfaction in itself has positive effects on employee engagement. Furthermore, our study shows that satisfaction with co-workers has a negative effect on commitment. However, this study's most relevant contribution is the consideration of the mediating nature of some aspects of job satisfaction in the relationship between CSR and organisational commitment: positive for job satisfaction itself and negative in the case of satisfaction with co-workers. Therefore, implementing CSR practices can be useful for organisations that wish to foster positive attitudes among their employees.Originality/valueThe work enriches specific knowledge about the relationships between CSR and some employee attitudes and behaviours: commitment and job satisfaction. Of particular relevance is the fact that CSR favourably conditions the commitment of employees through the satisfaction derived from the work itself. The presence of a negative impact of co-worker satisfaction on engagement highlights the need to examine CSR actions that generate adverse impacts on this facet of satisfaction.

Perceptions of Libyan Physiotherapist on Job Satisfaction

Advancing the physiotherapy services in Libya are requiring to focus on many aspects. As employees, physiotherapists in Libya would provide a better service if they were more satisfied with their jobs. The aim of this study was to explore the job satisfaction of the physiotherapy profession in the Central Hospital of Tripoli (CHT) in Libya. This qualitative study is frame-worked within a focus ethnographic paradigm that was done by recruiting seven participants (4 males and 3 females). They were all Libyan physiotherapists who worked in CHT in Libya. Online semi-structured interviews were used as a means of data collection by applying a specific topic guide. Data analysis was performed by applying the framework analysis approach. The study has determined 6 main themes with 17 subthemes. These themes were: financial shortage, professional relationships, organisational, outcomes, passion towards the profession and safety and security. The study observed that the most unsatisfactory aspect of their work was the lack of autonomy from the hospital administration, while the participants felt that their job is challenging in a positive sense regarding their interaction with their patients. All participants were satisfied that all statements were valid and measured significant aspects of job satisfaction in physiotherapy

Moderator Effects of the Employees’ Gender on the Correlation between Facets of Job Satisfaction and Personality Dimensions

Research Question: The research is oriented towards determining the moderator effects of the employees’ gender (structure) on the correlation between other research constructs, i.e., personality dimensions and job satisfaction. Motivation: Previous research on the influence of employees’ personality dimensions and gender as potential predictors of job satisfaction was also conducted in Serbia. However, no studies could be found in the literature focusing on identifying the moderating effect of the employees’ gender on correlation between job satisfaction and personality dimensions. The results would be of practical importance and applicable in human resource management practice in different organizations, particularly in transitional societies. Idea: The main subject of this research is oriented towards the employees’ dimensions of personality, according to the Big Five personality dimensions, on the one hand, and job satisfaction, on the other. The research was conducted within the conditions of transition, i.e., in the organization that will be under the organizational changes (such as privatization) in the following period. As transition may produce uncertainty of the job positions for the employees (especially within the large public-owned monopolistic enterprises), it could be considered that organizational changes, such as privatization, could affect job dissatisfaction to a significant extent. Data and Tools: The survey research was conducted within the large public-owned monopolistic enterprises in Serbia on the sample of 116 employees. Findings: The research results pointed out that the employees’ gender significantly shaped the correlation between all of the personality dimensions, on the one hand, and different facets of job satisfaction, on the other. Namely, in case of male employees, statistical significance was shown between Extraversion and Pay, Extraversion and Operating Conditions, Conscientiousness and Pay, Conscientiousness and Rewards, Neuroticism and Benefits. In case of female employees, the statistical significance was shown between Agreeableness and Benefits, Conscientiousness and Benefits and finally between Neuroticism and Supervision. Contribution: The obtained results may have practical implications in the form of providing the database for further improvement of the human resource management within the transitional economies, such as Serbian.