Foster Job Satisfaction Research Articles

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

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

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

Analyzing the Impact of Employee Perks on Organizational Turnover in the Pharmaceutical Sector of Bangladesh

This study explores the impact of employee benefits on organizational earnings within the pharmaceutical sector in Bangladesh, an emerging economy. To conduct this investigation, researchers gathered pertinent data from the annual reports of 26 pharmaceutical companies listed on the Dhaka Stock Exchange (DSE), spanning the period 2017–2021. The primary variable under scrutiny is the employee benefits ratio (EBR), calculated by dividing the total benefits, excluding regular salaries and wages, by the total revenue. Additionally, the study examines the association between the salaries and wages ratio (SWR) and firm turnover. Focusing on these two key variables, the research also incorporates various control factors— namely, leverage, firm age, tangibility, liquidity, firm size, growth, and non-debt tax shield—to enhance the model's robustness. Organizational turnover are measured using return on assets (ROA) and return on equity (ROE) as the dependent variables. The panel-corrected standard error regression analysis reveals that the employee benefits ratio (EBR) and salaries and wages ratio (SWR) exert a significant positive influence on ROA. This implies that increased salaries and additional benefits serve as motivational factors for employees, fostering job satisfaction and enhancing performance. However, these variables do not demonstrate a significant association with ROE. Furthermore, factors such as firm age, leverage, tangibility, liquidity, and firm size exhibit a notable impact on firm performance. These findings collectively contribute to a comprehensive understanding of the relationship between employee benefits, organizational turnover and will help organizations to design their incentive programs effectively.

The Effect of Organizational Climate and Person-Organization Fit on Organizational Commitment: Mediating Role of Job Satisfaction

This study delves into the intricate dynamics between person-organization fit, organizational climate, job satisfaction, and organizational commitment within Perumda Tirta Hidayah, a Regional-owned enterprise in Bengkulu City. Through an analysis of 226 employees, employing the Structural Equation Modeling (SEM) technique with the PLS 3 analysis tool, the research aims to uncover the significant positive impact of person-organization fit and organizational climate on organizational commitment, mediated by job satisfaction. The findings underscore the pivotal roles of organizational climate and person organisation in shaping job satisfaction and organizational commitment among employees. Notably, the study highlights a robust correlation between these factors, indicating that a conducive organizational climate and a strong alignment between individual values and organizational culture are instrumental in fostering job satisfaction and subsequent commitment to the organization. Moreover, the research elucidates the mediating role of job satisfaction in bolstering the relationship between organizational climate, person-organization fit, and employee performance. By serving as a conduit through which positive organizational environments and alignment with organizational values translate into enhanced job performance, job satisfaction emerges as a critical driver of employee engagement and commitment. The implications drawn from this study extend beyond the realms of organizational dynamics to encompass broader considerations for enhancing customer satisfaction. Recognizing the intrinsic link between employee job satisfaction and customer satisfaction, organizations benefit from a proactive approach to fostering a positive work environment and promoting alignment between individual and organizational values. Such initiatives not only cultivate a workforce that is more enthusiastic and engaged but also nurture the development of skills and competencies that underpin sustained commitment among employees. This research contributes valuable insights into how organizational factors influence employee attitudes and behaviours, offering actionable recommendations for organizations seeking to optimize employee satisfaction, performance, and, ultimately, organizational success.

A System Dynamics Perspective on Workplace Spirituality and Employee Behavior

Purpose: This paper seeks to explore the influence of workplace spirituality on employee behavior within organizational settings. Design: Systems thinking is used to explore various interrelated concepts of workplace spirituality (WPS). This study delves into the intricate interactions between WPS and its impact on employee behavior. By highlighting the significance of WPS, the research establishes a foundation for fostering innovation and creativity, facilitating meaningful connections among employees within organizations. Additionally, WPS plays a crucial role in reducing workplace incivility. Causal Loop Diagrams (CLDs) as part of a systems thinking approach are utilized to visually depict the complex interplay of variables and feedback loops within organizations, offering insights into polarities and presenting a long-term perspective on how spiritual initiatives affect the workplace. Results: The findings indicate that WPS assists employees in comprehending their roles, enhancing productivity, increasing motivation, and fostering job satisfaction. Furthermore, WPS contributes to improved employee engagement, satisfaction, and decision-making. Significance: The research underscores the explicit involvement of employees in achieving favorable outcomes and enhances our understanding of the perceptions held by employers and employees regarding their roles and engagement. The study suggests that enhancing employees’ performance is achievable in workplaces where individuals comprehend their roles and align them with the job objectives. Novelty: This paper is unique in two aspects. Firstly, it strives to integrate the fragmented and diverse literature on the outcomes of WPS using a systems thinking approach. Secondly, it raises awareness, particularly in developing countries like Pakistan, regarding the importance of incorporating organizational capabilities into organizational practices.

Influence of leadership, discipline, and workload on employee performance through job satisfaction as an intervening variable in Regional Revenue Agency Riau Islands Province

Purpose: This research aimed to investigate the influence of leadership, discipline, and workload on employee performance through job satisfaction in the Regional Revenue Agency of Riau Islands Province.
 Research methodology: This study used a quantitative research approach, with a sample size of 128 employees selected using probability sampling with simple random technique. The data obtained were analyzed using Partial Least Square (PLS) with two evaluation stages, namely the measurement model and the structural model.
 Results: The results indicate that workload had no significant direct influence on job satisfaction, but had a positive and significant relationship with employee performance. On the other hand, discipline had a significant direct influence on job satisfaction, but no significant direct influence on employee performance. Leadership had a significant direct influence on both job satisfaction and employee performance. Job satisfaction did not have a significant direct influence on employee performance.
 Limitations: Overall, the study findings highlight the importance of leadership in fostering job satisfaction and employee performance in the Regional Revenue Agency of Riau Islands Province.
 Contribution: These insights can provide valuable guidance for organizational managers to optimize the work environment and promote employee engagement and productivity.

Fostering Job Satisfaction and Sustainability in Allied Health Technician Roles in Saudi Arabia

Saudi Arabia faces staffing shortages and turnover among vital allied health technicians in pharmacy, laboratory, and radiology roles. This literature review synthesizes research on job satisfaction among these groups to inform sustainable workforce strategies. Findings show moderately high baseline satisfaction currently. Key drivers involve positive coworker relationships, professional autonomy, sense of achievement, and clear expectations from supervisors. However, heavy workloads, limited advancement opportunities, inconsistent roles, and work-life imbalance decrease satisfaction. A multidimensional approach is proposed combining tailored organizational initiatives like career development, balanced workloads, team building, empowerment, feedback systems, and work-life policies, alongside coordinated national policies addressing training capacity, incentives, standardization, compensation, recruitment, and ongoing skills development. Thoughtful change management can translate recommendations into measurable improvements. Further research should explore regional variations, gender differences, intervention impacts, career stage risks, cost-benefits, intrinsic motivations, and organizational culture. Fostering fulfillment and retention of these vital technicians through supportive practice environments and policies can strengthen healthcare service capacity in Saudi Arabia.

Nursing Resilience: Thriving in a Challenging Profession

Nursing resilience is an indispensable quality for healthcare professionals in a demanding profession marked by long hours, emotional stress, high-pressure decision-making, exposure to illness, and organizational complexities. This article explores the critical importance of resilience in nursing, highlighting its role in maintaining emotional well-being, enhancing patient care, fostering job satisfaction, promoting teamwork, and ensuring patient safety. Resilience is not merely a characteristic; it is a skill that can be developed and sustained over time. We discuss practical strategies for nurses to cultivate resilience, including self-care, mentorship, professional development, emotional intelligence, and positive thinking. These strategies empower nurses to navigate the unique challenges of their profession while preserving their well-being and delivering the highest quality of care to patients. As we conclude, it is clear that nursing resilience is not just about survival but thriving in a demanding profession, ensuring nurses continue to be the pillars of healthcare, providing compassionate care and positively impacting lives.