Factors Affecting Job Satisfaction Research Articles

Pengaruh Keseimbangan Kerja (Work Life-Balance) Terhadap Kepuasan Kerja Karyawan pada PT Ide Kreasi Warna

This study aims to examine The Effect Of Work-Life Balance On Employee Job Satisfaction at PT Ide Kreasi Warna, a company engaged in the sales of paint and building materials. The research method involved 48 respondents grouped based on demographic characteristics such as age, gender, and education level. Linear regression analysis results showed a positive relationship between work-life balance and job satisfaction, with a positive regression coefficient, indicating that a one-point increase in work-life balance would increase job satisfaction by 61.9%. The partial significance test (t-test) confirmed that work-life balance has a positive and significant effect on job satisfaction, with t_calculated (9.438) greater than t_table (1.679) and a significance value (0.00) less than 0.005. The determination coefficient shows that 75.7% of the variation in job satisfaction is influenced by work-life balance. This conclusion suggests that a good work-life balance can enhance employee job satisfaction. To improve work-life balance, the company is advised to implement programs such as family gathering events. Future research is expected to explore other factors affecting job satisfaction beyond work-life balance, given that 25.3% of the variance may still be influenced by other variables.

CORPORATE CULTURE AS A FACTOR IN PERSONNEL EFFICIENCY

The article is devoted to the study of the influence of corporate culture on the efficiency of personnel through the prism of work psychology. The main focus is on the analysis of key components of corporate culture, such as corporate values, norms and traditions, and their impact on staff motivation. Corporate culture is defined as a set of values and beliefs that determine the behavior of employees and the effectiveness of the organization as a whole. The psychological climate in the organization is considered as a critical factor affecting job satisfaction and the emotional state of employees. The article substantiates the importance of maintaining a healthy psychological climate for ensuring high productivity. Various aspects of personnel motivation are considered, including intrinsic and extrinsic incentives. It has been found that a positive corporate culture promotes motivation, improves communication and strengthens trust between employees. In particular, factors such as open communication, support from management and opportunities for professional development are key to ensuring high performance. The study shows that a positive psychological climate helps reduce stress levels and increase overall job satisfaction. It is noted that corporate values, which are shared by all members of the organization, create a basis for successful cooperation and achievement of common goals. The authors provide recommendations for implementing effective management practices to improve corporate culture. Special attention is paid to the role of leadership in the formation of a favorable working environment. The conclusions emphasize the need for a strategic approach to the formation of corporate culture. It is emphasized that investment in the development of corporate culture has a positive effect on the efficiency of the staff in general. Keywords: corporate culture, work psychology, personnel motivation, psychological climate, corporate values

Factors Influencing Job Satisfaction among Mental Health Nurses: A Systematic Review.

Job satisfaction is crucial for healthcare professionals, and understanding its influencing factors is essential for fostering a positive work environment, reducing turnover rates, and improving the overall quality of patient care. This systematic review examined the factors linked to nurse job satisfaction in psychiatric hospitals and diverse psychiatric settings, analyzing the findings through the lens of Herzberg's theory. Despite existing evidence, gaps remain in understanding the differences in factors affecting job satisfaction across various settings. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, we conducted a comprehensive systematic review by searching six databases, namely PubMed, CINAHL, Cochrane Library, PsycINFO, Scopus, and APA PsycNet. Our search yielded an initial 567 studies published between January 2014 and February 2024, which were subsequently screened and evaluated based on predetermined inclusion criteria. Following this process, a total of 16 studies were deemed eligible for final analysis. Each of these selected studies underwent an independent review by two authors, utilizing the Joanna Briggs Institute checklist tool to ensure rigorous assessment. The findings revealed that interpersonal relationships, working conditions, and recognition were the most frequently reported factors associated with nurse job satisfaction, along with various extrinsic, intrinsic, personal, emotional, and psychosocial factors. Notably, psychiatric hospitals showed a mix of personal, extrinsic, intrinsic, and psychosocial factors influencing job satisfaction, with demographic factors being the most frequently examined. In contrast, diverse psychiatric settings focused more on external aspects impacting job satisfaction. The review highlights the importance of both intrinsic and extrinsic factors and suggests that future research should employ more robust methods and consider psychiatric hospitals and other mental health contexts. Herzberg's theory provides a valuable framework for understanding the factors associated with nurse job satisfaction.

Impact of Job Satisfaction on the Labour Productivity of Healthcare Personnel

Introduction. The healthcare sector, a cornerstone of society and the economy, brings together specialists from various fields and departments. As healthcare organisations grapple with similar human resource management and policy development challenges as other types of organisations, research on increasing job satisfaction, a key indicator of effective management and employee attitudes, becomes increasingly relevant. Aim and tasks. This study aims to determine the level of satisfaction among those employed in the healthcare sector, particularly in Georgia, and to underscore its profound impact on performance. Results. Findings revealed that various factors affect job satisfaction and, consequently, the quality of service provided. Using the F test, it was found that there is a significant statistical relationship between education (0.01 level (p < 0.001, F = 9.992)), work experience (0.01 level (p < 0.001, F = 9.299)), age (0.01 level (P<0.001, F= 9.164)) and job satisfaction and quality of service. Also, the research results showed that 70% of the respondents believe job satisfaction enhances their performance. Specialized expertise, knowledge, and an appropriate strategy are required to manage these professionals. It is highly significant and essential for employees to have constant development opportunities, access to professional training, and work in a high-satisfaction environment. Conclusions. That is critically important for improving performance in healthcare and any organization. However, it is worth mentioning this sector faces stress, high mental load, and burnout. In order to address these issues, organizations should have their own clear policy, properly distribute roles and resources, involve employees in processes from the start, and provide relevant information. Hinged on the previously conducted research, opportunities for personnel development and training are limited in Georgia, which in turn is leading to a shortage of qualified personnel and high staff turnover. The presented recommendations will help managers of organizations analyse the importance of job satisfaction in the growth of productivity and success of the organization and its constituent indicators and develop an appropriate strategy for their improvement in the future.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Factors Affecting Job Satisfaction Among Medical Postgraduate Trainees In A Tertiary Hospital, Imphal, Manipur : A Mixed Method Study

Background: Doctors’ dissatisfaction with their jobs can have significant public health implications as it may adversely affect the clinical management of patients and it may affect their health as well. Objectives: To assess job satisfaction and explore the perceived barriers and facilitators of job satisfaction among postgraduate trainees in a tertiary hospital, Imphal. Materials and Methods: A mixed-method study was conducted among postgraduate trainees. For the quantitative component, all the postgraduate trainees (430) enrolled in a tertiary hospital were included. For the qualitative part, participants were approached for in-depth interviews using purposive sampling till the saturation point was reached. Data was summarised in mean, standard deviation, and percentage. Chi-Square test and ANOVA, followed by Bonferroni for comparison were applied. Thematic analysis was done for qualitative data. Results: Overall, 89.1% of the participants were not satisfied with their jobs. Out of 405 respondents, 96 persons disagreed, and 42 persons strongly disagreed on being satisfied with their working hours. Participants were most satisfied in domains of teamwork, leadership, empowerment and participation. Among postgraduate trainees of different departments, PMR was the most satisfied and Obstetrics and Gynaecology was the least satisfied. Conclusion: Most participants experienced burnout due to increased working hours and lack of work- life balance. They also expressed the need for rewards and recognition.

Factors Influencing Job Satisfaction of Healthcare Workers at Bhayangkara Level III Hospital in Kendari City

Job satisfaction is a subjective experience influenced by individual values and personal perspectives. The greater the alignment between a job and a person's aspirations, the more happiness they are likely to feel. This research aims to identify the factors influencing job satisfaction among healthcare workers at Bhayangkara Tk. III Hospital in Kendari City in 2024. A cross-sectional survey method will be employed, with the research conducted from January to February 2024. The study population consists of 204 people, with a sample size of 135 healthcare workers selected through purposive sampling. The criteria for participation are active employment and willingness to be respondents. Data will be analyzed using univariate, bivariate, and multivariate methods. The results indicate that salary and incentives significantly affect job satisfaction. The work environment, workload, leadership recognition, and work motivation also have significant impacts on job satisfaction. In conclusion, Bhayangkara Tk. III Hospital must improve its incentive policies and workload management to enhance the motivation and satisfaction of its healthcare workers. Further studies with additional variables and more diverse methodologies are recommended to deepen the understanding of factors affecting job satisfaction in this sector.

Assessment of Job Satisfaction and Associated Factors Among Health Professionals Working at Public Hospitals in Arsi Zone, Oromia Regional State, Ethiopia/2021

<i>Background</i>: Job satisfaction encompasses the array of attitudes that employees hold towards their work. Various factors influence job satisfaction, including salaries, benefits, allowances, pension funds, working hours, and the level of respect received in the workplace. In Ethiopia, approximately 50% of nurses employed in public health facilities express dissatisfaction, citing reasons such as lack of motivation, inadequate salary, limited training opportunities, and insufficient human resources. <i>Objective</i>: This study aimed to evaluate job satisfaction and its determinants among health professionals working in public primary hospitals in Arsi Zone, Oromia Regional State, Ethiopia in 2021. <i>Methods</i>: An institutional-based cross-sectional study design was utilized, involving 207 health professionals selected systematically from public primary hospitals in Arsi Zone. Data were cleaned, coded, entered into EpiData 7, and analyzed using SPSS version 21. Multiple logistic regression analysis was conducted to identify statistically significant associations between dependent and independent variables and to predict factors influencing job satisfaction. <i>Results</i>: The study revealed that 71 (35.3%) health professionals expressed agreement that they would choose the same career if given the chance again. While 60 (29.9%) respondents perceived personal growth in their work, 124 (61.7%) did not experience any personal development. A majority of participants (78.1%) reported having adequate opportunities for professional growth, with 125 (62.1%) indicating satisfaction in their profession. Multivariate analysis identified age, work experience, and income as significant factors influencing job satisfaction among health professionals. <i>Conclusions and Recommendations</i>: The study found an overall low level of job satisfaction among health professionals. Age, work experience, and average monthly income emerged as key factors affecting job satisfaction in this group. The government should implement effective policies addressing all determinants of job satisfaction, improve payment structures, create conducive work environments, recognize achievements, and establish mechanisms for remote retention of staff. Hospital administrators should enhance work conditions, increase rewards, and prioritize the professional development of employees to boost staff job satisfaction.

The Impact of Higher Education Institution Culture on Teachers' Job Satisfaction

A community of a higher education institution (HEI) is an important link in ensuring the quality of the entire organisation. The majority of its staff, i.e. teachers in particular, play the key role. It is therefore very important to find out whether teachers are satisfied with their work. In order to clarify the factors affecting job satisfaction of teaching staff, this article analyses the literature that has contributed to the understanding of job satisfaction as a complex construct, which is most influenced by the culture of the HEI. The second part of the article examines the attitudes of teaching staff at the Faculty of Arts and Creative Technologies of Vilniaus Kolegija/ Higher Education Institution (VIKO) towards the impact of HEI culture on their job satisfaction. Semi-structured interviews were conducted, as this method provides information rich in interpretation and a high degree of realism. This qualitative study assumed that social reality is created by its participants, with personal involvement in interpreting the views of the survey participants, exploring individual cases, phenomenon of the meaning created by individuals, and other internal phenomena. The research strategy is based on a phenomenological approach. The interviews were conducted in a way that ensured the ethics of the research and adherence to its principles. The following ethical principles were taken into account in the context of this study: confidentiality and anonymity, the principle of fairness, the principle of respect for personal privacy. The interviews were conducted until the data became full and the information obtained became repetitive. The study involved 9 teachers working at the Faculty of Arts and Creative Technologies of the study programmes of Fashion Design, Image Design, Fashion Technology and Business, Popular Music, Musical Theatre, Management of Cultural Activities and Dance Pedagogy. The analysis of the study revealed that the respondents are satisfied with their work, the psychological climate of the Faculty, the relationships based on support and assistance, mutual cooperation and collegial support, the working conditions at the Faculty, the opportunities for professional development and the improvement of competences, they feel a sense of pride in being a member of the VIKO community and identify the values declared by VIKO as their priority values.

Analisis Pengaruh Lingkungan Kerja dan Motivasi terhadap Kinerja Karyawan Melalui Kepuasan Kerja pada Industri Pembangkit Tenaga Listrik

Positive sentiments and satisfaction experienced by an individual about their job are reflected in their job satisfaction. Due to the shifted variables affecting work fulfillment among people, organizational administration must pay extraordinary consideration. The reason for this investigation is to recognize factors affecting job satisfaction among workers within the control era industry, especially within the Suralaya PGU Work Unit. Inspecting was conducted utilizing a purposive examining strategy including the cooperation of 205 respondents. Essential information was obtained through the utilization of surveys, and the Auxiliary Condition Modeling Fractional Slightest Squares (SEM PLS) method was utilized to analyze the information. The discoveries of this inquiry demonstrate that motivation and work fulfillment play a positive part in representative execution, whereas the work environment encompasses a positive effect on the level of work fulfillment. In any case, the work environment does not essentially impact representative execution, and inspiration does not have a significant effect on the level of work fulfillment. Furthermore, it was found that the level of work satisfaction can be a critical go-between within the relationship between the work environment and representative execution but does not play a critical intervening part in the relationship between inspiration and worker execution. The results of this research, it is expected to contribute significantly to human resource development and employee performance improvement, providing a valuable foundation for organizational management policies.

A Study of Women Employees' Job Satisfaction in the Telecom Sector with Special Reference to Delhi NCR

This research paper investigates the job satisfaction levels among women employees in the telecom sector, focusing particularly on the Delhi National Capital Region (NCR). Job satisfaction is a critical factor influencing employee performance, retention, and overall organizational success. Given the growing importance of gender diversity and inclusion in the workforce, understanding the job satisfaction levels of women employees is essential for fostering a conducive work environment. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to comprehensively explore various factors affecting job satisfaction among women in the telecom sector. The findings aim to provide valuable insights for organizations to enhance gender diversity and foster a more inclusive workplace culture.

A study on factors affecting job satisfaction in the IT industry

Although there are several definitions of job satisfaction or employee satisfaction, we may generally define them as a person's level of contentment with their job. Because they leave the company less frequently and stay longer, content employees help the business grow. Additionally, a positive work atmosphere attracts talent and boosts productivity by encouraging job satisfaction. The information technology (IT) industry has gained traction on the global scale and has taken centre stage in both our society and the world as a whole. The booming Indian economy has contributed to the ability of the IT industry to remain competitive in the international market. This study aimed to evaluate the degree of job satisfaction among IT professionals and identify the factors affecting that satisfaction. To highlight the factors affecting positive job satisfaction among IT industry employees, we included variables such as rewards and recognition, working conditions, fairness, job security, relationships with coworkers and employee satisfaction. After the data were cleaned, 100 responses were collected. The data were analysed using SPSS statistical software, and the findings showed that the job satisfaction of IT employees is strongly correlated with a number of factors connected to the workplace.

The Impact of Job Satisfaction on Teacher Mental Health: A Call to Action for Educational Policymakers

Abstract Job satisfaction significantly impacts teachers’ overall well-being and mental health. Research reveals a strong connection between employment status and mental health, with teaching being a particularly stressful profession. The COVID-19 pandemic exacerbated these challenges, with the shift to online education and limited support causing heightened stress, anxiety, and depression. This study analyses scientific literature exploring the link between job satisfaction and mental health (depression, stress, and anxiety) in teachers. By examining relevant articles in major databases like Web of Science, PSYNDEX, PsycINFO, MEDLINE, EMBASE, and Google Scholar, the research identifies numerous sociodemographic and institutional factors contributing to teachers’ mental health struggles, including workload, teaching experience, job satisfaction, gender, and the nature of online education. The findings highlight the urgent need for educational policymakers to develop policies prioritizing teacher well-being, especially during times of crisis. This involves addressing factors affecting job satisfaction and implementing strategies to promote mental health support for educators.

Nurse Staffing, Work Hours, Mandatory Overtime, and Turnover in Acute Care Hospitals Affect Nurse Job Satisfaction, Intent to Leave, and Burnout: A Cross-Sectional Study.

Objectives: This study examined the impact of nurse staffing, working hours, mandatory overtime, and turnover on nurse outcomes in acute care hospitals. Previous studies have focused on the single characteristics of sub-optimal nurse staffing but have not considered them comprehensively. Methods: Data were collected in July-September 2022 using convenience sampling and an online survey (N = 397). For the analysis, 264 nurses working as staff nurses at 28 hospitals met the inclusion criteria. Univariate analysis and multivariable generalized estimating equation (GEE) were performed. Results: Both nurse staffing (β = -0.036, standard error [SE] = 0.011) and turnover (β = -0.006, SE = 0.003) were significant factors affecting job satisfaction. In the multivariable GEE, only mandatory overtime (β = 0.395, SE = 0.116) was significantly related to intent to leave. Nurse staffing, work hours, mandatory overtime, and turnover were not significantly related to burnout. Subjective health status and workload were significantly associated with burnout. Conclusion: Nurse staffing policies and improvement programs in hospitals should be implemented to improve nurses' job satisfaction. Labor policy should ban mandatory overtime.

An Analysis of the Positive and Negative Factors Affecting Job Satisfaction Using Topic Modeling

An Analysis of the Positive and Negative Factors Affecting Job Satisfaction Using Topic Modeling

Factors Affecting Job Satisfaction at the Yemeni American Language Institute (YALI)

يهدف هذا البحث إلى : دراسة العوامل المؤثرة في رضا موظفي المعهد وقد اشتمل البحث على المحاور التالية : المقدمة – مشكلة الدراسة – أهداف الدراسة وأهميتها – الدراسات السابقة – فرضية الدراسة – منهجية الدراسة – مجتمع الدراسة وقد توصل البحث إلى مجموعة من النتائج أهمها : عدم وجود تأثير للمتغيرات الشخصية ( الجنس- الجنسية – الوظيفة – العمر – سنوات الخبرة- المستوى التعليمي ) لموظفي معهد يالي في مقدار الرضا الذي يشعرون به تجاه أعمالهم , كما توصلت أيضا إلى وجود عوامل متفاوتة في أهميتها تؤثر بشكل أساسي في درجة رضا الموظفين .

Job Satisfaction in Education Sector of Megacities: A Study of Higher Secondary Institutions of Karachi

Megacities have been centering of attraction for their modernity, growth and opportunities, whereas they combat with number of challenges like overcrowding, high cost of living, increased competition etc. Similarly, megacity Karachi (biggest metropolitan city of Pakistan, ranked as 7th most populous city in the world, with the growth rate of 2.41%, 2020), which makes it quite apparent that managing in this mega city do makes it challenging on individual level as well. Every megacity depends upon industries and organizations for its growth and Education sector is one of those key players, where Higher Secondary Education Institutions are considered as backbone in employing more of skilled workers. Job satisfaction is the main predictor of organizational success. This paper examined the factors affecting the job satisfaction in Higher Secondary Educational Institutions of Karachi. The data were collected through primary data gathering using questionnaire for employees working in public and private colleges of megacity Karachi. Sample size is restricted to 100 respondents selected through convenient sampling. This research was aimed at finding relationship between employees’ job satisfaction in Higher Secondary Education Institution of Megacity (Karachi) and its dynamics. In final part of this research, we tried to find out relationship between level of job satisfaction and demands of the megacity, exploring factors affecting job satisfaction in megacities.

Impact of Work Environment on Job Satisfaction among Interventional Radiologists in Japan: A Cross-sectional Study.

This study aims to measure job satisfaction among interventional radiology physicians in Japan and analyze the factors affecting job satisfaction. A web-based survey was conducted among the members of the Japanese Society of Interventional Radiology between October and December 2021. Participants were questioned regarding their job satisfaction, workplace, work status, and demographic information. Principal component analysis was applied to 15 reasons related to job satisfaction, and the factors affecting job satisfaction were analyzed. Valid responses were obtained from 901 (31.9%) of the 2,824 interventional radiology physicians invited to participate. Job satisfaction was reported as "very satisfied" in 79 (8.8%), "moderately satisfied" in 426 (47.3%), "neither satisfied nor dissatisfied" in 230 (25.5%), "moderately dissatisfied" in 133 (14.8%), and "very dissatisfied" in 33 (3.7%) respondents. Thus, there were 505 (56.0%) satisfied physicians. Three principal components were extracted from the reasons for job satisfaction. Job satisfaction tended to be higher among those who reported performing a higher number of interventional radiology procedures and was positively associated with a higher rate of work time dedicated to interventional radiology and the first principal component (the environment of clinical practice, research, and interventional radiology education). The third principal component (salary and work environment) and the absence of an "IkuBoss" [a boss who takes initiative in creating a work environment supportive of the work-life balance of colleagues] were associated with lower job satisfaction. More than half the participants reported high job satisfaction. Job satisfaction of interventional radiology physicians in Japan was positively associated with a favorable clinical, research, and educational environment and negatively associated with the absence of an "IkuBoss," noninterventional radiology work, overtime work, and salary.

Tobit 모형을 활용한 취업 만족도 결정요인 분석

In this paper, the factors affecting job satisfaction of college graduates were analyzed. Job satisfaction consists of various factors, but job satisfaction is limited to job match, job satisfaction, and wages in this paper. Job match, job satisfaction, and wages each have information on employment status and compound information on the magnitude of job satisfaction. However, many previous studies have used only information on the size of job satisfaction to analyze it, overlooking the problem of sample selection bias. In order to overcome this problem, the Tobit model was used in the analysis. The main results are summarized as follows. First, Tobit model was statistically significant. Second, it can be seen that as male compared to female, age, and average GPA increase, job satisfaction increases significantly. Third, it can be seen that natural science compared to arts is higher, and the higher the major satisfaction and parents' income, the higher the job satisfaction. Finally, as a result of homogeneous test of the regression coefficients for each category level of independent variables, it can be seen that there is a statistically significant difference in most of the independent variables.

Exploring the Factors Affecting Job Satisfaction among Sub Assistant Agricultural Officers in Dinajpur District, Bangladesh

Ensuring job satisfaction is imperative due to its constructive impact on employee welfare, motivation, and output. Exploring the SAAOs’ extent of job satisfaction and finding out the influences of different socio-economic factors towards their job satisfaction, were the aims of this study. Data were collected using a pre-tested interview schedule from randomly selected seventy- one (71) SAAOs of seven upazilas of Dinajpur district. SAAOs’ job satisfaction was measured based on his/her extent of satisfaction with 10 selected items using a 4-point rating scale. The percentages, means, and standard deviations were employed to summarise the data gathered during the interviews. The inferential statistical investigation involved using correlation and regression analysis. Findings revealed that the highest proportion (53.5 percent) of the respondents had medium job satisfaction. The SAAOs were mostly dissatisfied with the financial support and lack of necessary supplies from the office provided by the organization. Ten independent variables namely, additional education, job demand, job control, organizational support, perceived colleagues’ support, job facilities, managerial orientation, psychological well-being, self-efficacy, and job performance had significant positive relationships with job satisfaction according to correlation analysis. According to multiple regression analysis, 64.4 percent of the variance in job satisfaction could be explained by all the independent variables, and organizational support, perceived colleagues’ support, psychological well-being, and job performance were the most significant factors. However, perceived colleagues’ support had the highest contribution (56.2 percent) in explaining the job satisfaction of SAAOs. For ensuring the job satisfaction of SAAOs, Department of Agricultural Extension (DAE) can emphasize on strategies like professional development of the SAAOs, feedback, rewards and accolades and a supportive organizational culture.