Foster Job Satisfaction Research Articles

Transformation of Organizational Culture and Job Satisfaction in Building HR Capabilities at BPBA

This study examines the impact of organizational culture and contributions on employee job satisfaction at the Aceh Disaster Management Agency (BPBA). Human Resource Development is critical for organizational success, especially in disaster management. Utilizing a sample of 100 BPBA employees, the study employed canonical correlation analysis to assess the relationship between organizational contributions, culture, and job satisfaction. Results indicate that organizational culture significantly influences job satisfaction (β = 0.327, p < 0.001), highlighting the importance of collaborative environments, open communication, and employee appreciation. Conversely, while important, organizational contributions showed no significant direct effect (β = 0.078, p = 0.358). The findings emphasize the role of a supportive organizational culture in fostering job satisfaction and employee motivation. The model accounts for 26.2% of the variability in job satisfaction, suggesting that additional factors also contribute. This research underscores the need for strategic improvements in organizational culture to enhance employee welfare and productivity.

Relating Workaholism to Job Stress: Serial Mediating Role of Job Satisfaction and Psychological Capital of Nurses in Angola

Background/Objectives: Previous studies conducted in sub-Saharan African countries have concentrated on examining the challenges of nursing training and the organizational commitment of healthcare professionals, with little attention paid to exploring the mechanisms that contribute to reducing nurses’ job stress. Consequently, the present study addresses a significant gap in the literature by offering an overview of the factors contributing to understanding job stress among nurses in Angola. This study aimed to analyze the direct and indirect relationship between workaholism and job stress with job satisfaction and psychological capital mediating this relationship. Methods: Using the quantitative methodology with a cross-sectional design, a questionnaire was administered to 340 nurses (172 men and 168 women). Results: The results confirmed that workaholism is positively related to job stress and that job satisfaction and psychological capital serially mediate the relationship between workaholism and job stress. Conclusions: These findings highlight the importance of fostering job satisfaction and psychological capital by establishing favorable work environments and promoting nurses’ physical and emotional well-being. In addition, these results may encourage healthcare leaders to create well-designed break areas for nurses to take restorative breaks.

Navigating Burnout: The Mediating Role of Mindfulness and the Mediterranean Lifestyle in Fostering Job Satisfaction and Well-Being

This study delves into the intricate interplay between mindfulness, the Mediterranean lifestyle, burnout, job satisfaction, and well-being among employees, offering compelling insights for workplace interventions. Through a cross-sectional survey comprising 407 employees in Greece, we unravel the profound associations among these variables, shedding light on novel pathways to mitigate burnout and enhance overall employee satisfaction and health. Our findings unveil not only the negative associations between mindfulness, the Mediterranean lifestyle, and burnout but also the pivotal role of mindfulness as a predicting factor of burnout. Moreover, our research underscores the significant impact of burnout on job satisfaction, emphasizing the need for organizational strategies to address employee well-being. Notably, our mediation analyses illuminate the potential benefits of mindfulness and the Mediterranean lifestyle on burnout, accentuating the importance of fostering a workplace culture that embraces holistic well-being practices. With practical implications for designing evidence-based workplace wellness programs, our study advocates for the integration of mindfulness techniques and the adoption of Mediterranean lifestyle principles to cultivate resilient, engaged employees, and foster thriving organizational cultures. By delving into these dynamic relationships, our research not only advances theoretical frameworks but also offers actionable strategies to navigate burnout and promote flourishing in the modern workplace.

Job Satisfaction and Psychological Resilience Among Selected Employees in High-Tech Enterprises in Shanghai Zhang Jiang

This study explores the relationship between job satisfaction and psychological resilience among selected faculties in high-tech enterprises, with a particular focus on Shanghai Zhangjiang High-tech Zone. Despite extensive research on psychological resilience how to influence enterprise performance, limited attention paid to the former reason: what influence on psychological resilience in high-tech industries, particularly in China’s rapidly growing in technology nowadays. The study aims to examine how job satisfaction factors—such as work content, autonomy, professional development opportunities, organizational relationships and work reward—contribute to the enhancement of psychological resilience. This research addressed a critical gap in the literature, proposing that fostering job satisfaction can serve as a strategic lever to build resilience among employees in high-stress, innovation-driven environments. The findings provided practical insights into how organizations can integrate psychological resilience-improving practices into performance management strategies, potentially leading to improved employee mental healthy, greater innovation, and sustained competitive advantage in Shanghai Zhangjiang High-tech Zone.

TRANSFORMATIONAL LEADERSHIP ON JOB SATISFACTION AMONG REGISTERED NURSES CARING PERSPECTIVE: A SYSTEMATIC REVIEW

Background: The healthcare profession face scarcity due to increased global demand for registered nurses. The inadequacy of the healthcare workforce is a critical concern in an organization, as it is difficult to retain and recruit qualified staff to deliver safe and quality outcomes in the provision of care. Numerous studies identify transformational leadership style as an effective style to foster job satisfaction among licensed nurses. Objective: The study aimed to review transformational leadership in relation to job satisfaction according to Registered Nurses perspective. Design: This systematic review utilized the Cochrane Collaboration procedures and PRISMA statement. Data source: A comprehensive search of Pubmed, CINAHL, ScienceDirect, Cochrane Library, Wiley Online, and Google Scholar published from 2018 to 2023. Ten articles of cross-sectional studies met the inclusion criteria. Review Methods: The method utilized is the JBI Critical Appraisal Checklist for Analytical Cross-Sectional Studies. Results: All articles demonstrated that a transformational leadership style was reported to have a positive correlation among registered nurses' job satisfaction. In addition, four main themes emerged to determine job satisfaction variables on organizational commitment, work environment, competencies in evidence-based practices, and resilience of skilled nurses to minimize the repercussions of the inadequacy of nurses in the healthcare setting. Conclusion: Transformational leadership contributes to improving job satisfaction and instituting the identified themes that could support the development of caring strategies that would close the gap of registered nurses’ shortage in healthcare.

The Effect of Compensation on Job Satisfaction of Regional Public Service Agency (BLUD) Nurses and Organizational Citizenship Behavior (OCB) at RSUD Bayu Asih Purwakarta

Introduction: Organizational Citizenship Behavior (OCB) is the behavior of employees that goes beyond their formal obligations, is very important in supporting organizational performance. Good job satisfaction is often associated with increased OCB, while compensation is a key factor in influencing employee job satisfaction. This study was conducted at RSUD Bayu Asih Purwakarta, especially for BLUD nurses, to determine the effect of compensation on job satisfaction and its impact on OCB. Objective: This study aims to analyze the effect of compensation on job satisfaction and Organizational Citizenship Behavior (OCB) in BLUD nurses at RSUD Bayu Asih Purwakarta. Methods: This study used quantitative methods with a cross-sectional approach. The study was conducted from March-September 2024. Data were collected from 76 BLUD nurses at RSUD Bayu Asih Purwakarta through questionnaires. Analysis of research data using univariate analysis explains the characteristics of variables, while bivariate analysis examines the influence between variables using chi-square. This study uses path analysis to test the causal relationship between variables that have been determined bivariate. Data processing was carried out with the SPSS version 25 statistical program. Results: The results showed that there was a significant influence between compensation and nurses' job satisfaction, indicated by a p-value of 0.001 (<0.05). In addition, compensation also has a significant influence on the application of OCB with a p-value of 0.005 (<0.05). The effect of job satisfaction on OCB is also significant with a p-value of 0.000 (<0.05). The contribution of the effect of compensation on job satisfaction and its impact on OCB is 43.9%, indicating the important role of job satisfaction as a mediator in this relationship. Conclusion: Adequate compensation can increase nurses' job satisfaction and Organizational Citizenship Behavior (OCB). Hospital management needs to increase compensation and improve supervisor-subordinate relationships to foster job satisfaction, so that voluntary behaviors such as OCB can develop, improving overall organizational performance.

IGNITING PEAK PERFORMANCE IN THE BANKING SECTOR: THE DYNAMIC SYNERGY OF LEADERSHIP, MOTIVATION, AND JOB SATISFACTION AT MAYBANK SABAH

This study investigates the influence of leadership styles, motivation, and job satisfaction on employee performance at Maybank Sabah. A quantitative approach was used to explore the complex relationships between these factors. Data was collected through self-administered questionnaires, which were distributed to the staff of Maybank, Sabah. A total of 279 employees participated and contributed to the data analysis and conclusion of this study. The data was analysed using SmartPLS 4. The findings reveal that all three variables significantly impact employee performance, with job satisfaction emerging as the strongest predictor. While leadership and motivation play crucial roles, job satisfaction has the most profound effect on enhancing employee outcomes. The study emphasizes the importance of creating a motivating work environment and fostering job satisfaction to optimize productivity. By focusing on the banking sector in East Malaysia, this research addresses a notable gap in the literature. Additionally, this study provides actionable insights for bank managers aiming to enhance employee performance and organizational excellence. The results carry significant implications for management practices, offering guidance on how to refine leadership strategies and improve motivation to drive productivity in the competitive financial industry.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0797/a.php" alt="Hit counter" /></p>

Enhancing the Performance of Hotel Employees by Fostering Job Satisfaction, Which is Shaped by Competency and the Work Environment

This study aims to analyze the effect of competence, work environment, and organizational culture on the job satisfaction of hotel employees in DI Yogyakarta. Influence of competence, work environment, and organizational culture on the performance of hotel employees in DI Yogyakarta. Analyze the effect of competence, work environment, and organizational culture on employee performance through hotel job satisfaction in DI Yogyakarta. This research method uses quantitative analysis techniques using structural equation modeling (SEM), processed using the AMOS and SPSS 26 version programs. The population in this study were all employees of 3 and 4 star hotels in DIY (168 hotels), with a workforce of 3256 men and 1268 women for a total of 4524. The number of samples in the study was 151 people with the criteria that they had a minimum working period of 5 years. The results of this study indicate that competence, work environment, and organizational culture can create job satisfaction and improve employee performance through hotel employee job satisfaction. The research results can positively contribute to developing management science or disciplines regarding performance theory. This research is expected to positively contribute to decision-making for hotel management related to improving performance through employee competence, work environment, organizational culture, and job satisfaction. Keywords: performance, job satisfaction, competency, and work environment

Unveiling the interplay of financial and moral incentives in elevating employee performance within healthcare organizations: A Klang Valley, Malaysia exploration

In today’s rapidly evolving organizational landscape, understanding the dynamics of employee incentives is crucial for fostering high performance. This research delves into the intricate interplay between moral and financial incentives and their repercussions on employee performance within the dynamic context of healthcare organizations. Drawing upon a comprehensive analysis of 226 respondents from three healthcare organizations in Klang Valley, Peninsular Malaysia, the study employs a quantitative approach to explore the relationships between independent variables (career growth, recognition, decision-making, salary, bonus, promotion) and the dependent variable of employee performance. The research unveils that moral incentives, including career growth, recognition, and decision-making, significantly impact employee performance. Professionals motivated by opportunities for growth, acknowledgment, and participation in decision-making demonstrate heightened engagement and commitment. In the financial realm, competitive salaries, performance-based bonuses, and transparent promotion pathways are identified as crucial factors influencing employee performance. The study advocates a holistic approach, emphasizing the synergistic integration of both moral and financial incentives. Healthcare organizations are encouraged to tailor their incentive structures to create a supportive and rewarding workplace, addressing the multifaceted needs and motivations of healthcare professionals. The implications extend beyond academia, offering practical guidance for organizations seeking to optimize workforce dynamics, foster job satisfaction, and ensure the sustainability of healthcare organizations.

The Effect of Social Support, Job Stress, and Job Satisfaction on Employee Mental Health in the Creative Industry in Jakarta

This study explores the impact of social support, job stress, and job satisfaction on employee mental health within Jakarta's creative industries. Employing a quantitative research design, data were collected from 200 employees using a Likert scale questionnaire. The relationships between the variables were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3). The findings indicate that all hypotheses are positive and significant, with job satisfaction emerging as the strongest predictor of employee mental health. Interestingly, job stress, while typically associated with negative outcomes, also showed a positive relationship with mental health in this context, suggesting a complex interaction where stress may act as a motivator. Social support, though slightly less influential, was found to significantly enhance mental well-being by providing a protective buffer against the demands of creative work. These results underscore the importance of fostering job satisfaction, managing job stress, and promoting a supportive work environment to improve mental health outcomes in Jakarta's creative industries.

Mediating of Job Satisfaction and Employee Engagement in the Relationship between Soft-Training and Development Investment Towards Employee Turnover

This study examines the impact of soft training and development initiatives on employee engagement, job satisfaction, and employee turnover, with a particular focus on the mediating role of job satisfaction. Utilizing purposive sampling, the research gathered data from diverse industries through online surveys, focusing on participants' experiences with training and development programs. The study employed descriptive analysis and regression analysis using SPSS to explore the relationships between the variables. Multiple regression and mediation analyses were employed to test the proposed hypotheses. The findings indicate a significant positive relationship between soft training and job satisfaction, suggesting that soft training initiatives enhance employees' job satisfaction. Additionally, a negative relationship was observed between job satisfaction and turnover intentions, indicating that higher job satisfaction is associated with lower turnover intentions. The mediation analysis revealed that job satisfaction partially mediates the relationship between soft training and turnover intentions. This implies that while soft training directly reduces turnover intentions, it also indirectly contributes to this reduction by enhancing job satisfaction. These results underscore the importance of investing in soft training programs to foster job satisfaction and subsequently reduce employee turnover. This study contributes to the existing literature by highlighting the critical role of job satisfaction as a mediator in the relationship between training and development initiatives and turnover intentions. Practical implications for HR practitioners and organizational leaders include the strategic implementation of soft training programs to enhance job satisfaction and minimize turnover, thereby promoting a more stable and engaged workforce.

Interrelationship Between Motivation with Job Satisfaction and Productivity Parameter by Talent Acquisition Team: A Case Study

Job satisfaction, dedication, and employee motivation play an important role in the steady growth of an organization which becomes very evident especially after the pandemic. The present study aims to know the efficacy of the talent acquisition (TA) team is to understand how elements like motivation, job satisfaction and employee productivity, interact to enhance organizational performance, by identifying the factors that drive motivation among employees, the team aims to design strategies that foster job satisfaction, which in turn can lead to higher productivity levels. Here, exploratory research is used along with a statistical analysis intervention. Structured questionnaire data sourced from Durgapur Steel Plant (DSP) helped to meet the analytical conclusion. The results show that organizations need to follow a clear TA and management policy by which motivational factors and the working environment have a positive impact on the productivity of the employees. In today’s time the working environment of the organizations is global, complex, highly competitive, agile, and fast result-oriented. Expectantly, this integrative framework may guide or value further academic research on parameters of functions of TA team and might also inform the work of talent management professionals for enhancing productivity and growth of the talent pool.

Does employer brand fuel job satisfaction? The role of intrinsic motivation

The employer brand strategically positions companies as attractive workplaces to secure and retain top talent. Elements within the reward system, known as dimensions of the employer brand, are crafted to create unique working conditions fostering job satisfaction and employee motivation. This study is conducted in the Republic of Serbia with 195 participants. Results indicate a statistically significant and positive impact of the employer brand on job satisfaction and intrinsic motivation. Furthermore, the research explores the mediating role of intrinsic motivation, revealing its significant influence in enhancing the positive correlation between the employer brand and job satisfaction. This underscores the crucial role of intrinsic motivational factors in shaping employee satisfaction within the employer brand framework, highlighting the intricate relationship between these variables.

أثر المواطنة التنظيمية على الأداء الوظيفي للعاملين في قطاع السيارات الخاص في المملكة العربية السعودية في ضوء رؤية 2030

The study aimed to explore the relationship between the development of Organizational Citizenship Behavior (OCB) and employee performance in the private automotive sector in the Kingdom of Saudi Arabia in light of Vision 2030. The study adopted a descriptive, analytical, and correlational methodology. A sample of 341 participants from five companies operating in the private automotive sector in the Kingdom of Saudi Arabia was selected. Although the study does not aim to establish a causal relationship between OCB and job performance, it acknowledges that enhancing this concept can contribute to the overall success of the organization.The effects of this study extend beyond the direct impact on job performance. Encouraging OCB can promote teamwork, collaboration, and knowledge sharing among employees, ultimately leading to improved organizational efficiency and effectiveness. The study's findings indicated a relationship between OCB, training, and job satisfaction. While the expected direct correlation between OCB and job performance was not confirmed, the analyses highlighted the significant and mediating role of training in enhancing job satisfaction. These insights enrich our understanding of the underlying mechanisms and suggest adopting training initiatives as a strategic means to foster job satisfaction and modulate the effects of OCB within organizational settings. It is recommended to promote a culture of OCB by enhancing behaviors beyond job tasks, investing in training to boost job satisfaction, and favoring initiatives to enhance overall employee satisfaction to improve performance.

Impact of HRM Practices on Employee Retention: Moderating Role of Job Satisfaction

This study aims to explore the impact of compensation, training, and development (T&D), and working conditions on employee retention within the manufacturing sector of Pakistan, with a specific focus on the mediating role of job satisfaction. Employing a convenience sampling strategy, the research collected data from 382 employees across various manufacturing firms in Pakistan. Structural Equation Modeling (SEM) was conducted using Smart PLS software to analyze the data and test the proposed hypotheses. The findings of the study reveal that compensation, training and development, and working conditions have a direct and positive impact on employee retention. Moreover, the results highlight the significant mediating role of job satisfaction in the relationship between these organizational factors and employee retention. All direct and indirect hypotheses proposed in the study were accepted, confirming the mediating influence of job satisfaction and underscoring its critical role in enhancing employee retention within the manufacturing sector. While the study provides valuable insights, its reliance on convenience sampling and the focus on the manufacturing sector of Pakistan may limit the generalizability of the findings. Future research could employ a more diverse sampling strategy and explore other sectors to validate and extend the study's findings. The study offers practical guidance for industry practitioners and decision-makers, emphasizing the importance of fair compensation, effective training and development programs, and favorable working conditions in fostering job satisfaction and enhancing employee retention. Organizations are encouraged to adopt holistic approaches that consider these factors to nurture a satisfied and committed workforce. This research contributes to the existing literature by providing empirical evidence of the direct effects of compensation, training and development, and working conditions on employee retention, as well as the mediating role of job satisfaction, within the context of the manufacturing sector in Pakistan. The study's findings offer a nuanced understanding of the dynamics involved in employee retention strategies, serving as a valuable resource for both academic researchers and industry practitioners.

The Role of Job Satisfaction in Mediating the Influence of the Work Environment on Organizational Commitment

Background: Companies have the capacity to develop their human resources by fostering employee commitment, necessitating the provision of support to their workforce. Improving the employees' dedication to the organization is closely linked to the environment established by the company.
 Purpose: The primary objective of this research was to examine how job satisfaction mediates the impact of the work environment on organizational commitment.
 Method: This research was carried out at PT. Bima Sakti Alterra, involving a sample size of 131 individuals determined through saturation sampling. The data were gathered through interviews and the distribution of questionnaires. The data analysis technique utilized in this research involved path analysis with the application of SPSS..
 Results: The findings of this research indicated that the work environment and job satisfaction had a positive and significant impact on organizational commitment. Additionally, the work environment also exhibited a positive and significant influence on job satisfaction. Moreover, job satisfaction served as a mediator in the relationship between the work environment and organizational commitment
 Conclusion: The theoretical implications of this research support findings from prior research. In practical terms for PT. Bima Sakti Alterra, it involves upholding organizational commitment and establishing a conducive work environment to foster job satisfaction among its employees

Embracing Complexity: Ambidextrous Leadership Enriching Job Satisfaction in Nepalese Commercial Banking Sector

Scholars argue that ambidexterity serves as a crucial precursor not only to organizational innovation but also for teams and individual workers. This study indulges into ambidexterity and analyzes the synergic combination of transformational and transactional leadership style to create ambidextrous leadership and the positive impact of ambidextrous leadership on job satisfaction in Nepalese commercial banks. The research employed a survey design to collect data from 150 employees in Nepali commercial banks. Simple random sampling techniques were utilized, and a questionnaire was administered to gauge respondents' job satisfaction levels with various dimensions of transactional leadership styles, employing a five-point Likert scale. The findings reveal a significant relationship between ambidextrous leadership style dimensions and job satisfaction in Nepali commercial banks. The study concludes that ambidextrous leadership is the potential to be the most influential leadership style for fostering job satisfaction and recommends the balancing of counteracting leadership styles promoting ambidextrous leadership in Nepali commercial banks

Relationship between Ethical Behavior of a Co-Worker, Ethical Climate, Self-Ethical Behavior, and Job Satisfaction among Critical Care Nurses

The environment of critical care units is a highly stressful situation where nurses face critical decisions and daily confrontations with ethical dilemmas. Thus, this study aimed to examine the relationship between the ethical behavior of a co-worker, ethical climate, self-ethical behavior, and job satisfaction among Jordanian critical care nurses. A cross-sectional design was used to perform this study. A convenience sampling method was adopted, and data were collected from 376 registered nurses from two health sectors (government and private) from March to May of 2022. Findings revealed the mean scores of ethical behavior of co-worker, ethical climate, self-ethical behavior, and job satisfaction were as follows: 3.07 (SD = 0.73) out of 4, 3.57 (SD = 0.65) out of 5, 3.45 (SD = 0.49) out of 5, and 3.20 (SD = 0.60) out of 6, respectively. There were positive relationships between job satisfaction and the ethical behavior of co-worker, ethical climate, and self-ethical behavior. Therefore, this study could direct hospital administrators and healthcare professionals to develop proper strategies for promoting job satisfaction among critical care nurses, possibly by focusing on ethical behaviors and climates. Also, healthcare organizations can foster job satisfaction among critical care nurses by creating a more conducive work environment for nurses.

Relationship between Work-Life Balance, Job satisfaction and Employee Performance among women employees in health care sector

The present study is to investigate the influence of work-life balance on the job satisfaction and performance of female employees in the Healthcare industry. Data was gathered through a meticulously designed survey tool from a sample of 280 female employees working in various hospitals in Karnataka. The reliability of the instruments was initially assessed, followed by the use of descriptive statistics, correlation analysis, and regression analysis using SPSS. The researchers examine the function of job satisfaction as a mediator between work-life balance and employee performance using the Process Hayes Model 4. The findings reveal significant positive associations between WLB and JB, JB and EP, as well as WLB and EP. These results underscore the importance of work-life balance in fostering job satisfaction and subsequently enhancing employee performance among women in the healthcare sector. The implications of these findings for organizational policies and practices are discussed, highlighting the potential for creating supportive environments that contribute to the well-being and effectiveness of women healthcare professionals.

HARMONY IN THE WORKPLACE: EXPLORING THE INTERPLAY BETWEEN TALENT MANAGEMENT AND JOB SATISFACTION

This research explores the intricate interplay between talent management and job satisfaction as pivotal components shaping organizational effectiveness. Grounded in a strategic paradigm, talent management orchestrates the acquisition, development, and retention of skilled individuals, thereby contributing to organizational excellence. Concurrently, job satisfaction emerges as the harmonious resonance that reverberates through employee well-being, extending its influence across the organizational structure. The study delves into the nuanced relationship between these elements, considering organizational effectiveness as a mediating variable. By elucidating the dynamics of this interconnected symphony, organizations can glean valuable insights into optimizing talent management practices, fostering job satisfaction, and ultimately cultivating a workplace that resonates with enduring success