Higher Levels Of Job Satisfaction Research Articles

The impact of gamification on training, work engagement, and job satisfaction in banking

AbstractThis study contributes to the comparative analysis of outcomes between gamified and traditional training systems in the banking sector. On‐the‐job training is a vital aspect of the process of enhancing work performance within organizations. Thus, by employing a case‐based asymmetric configural approach rooted in nonlinear and contrarian case analysis, this research investigates the impact of gamified training on human resource development. A global empirical survey of 388 banking employees revealed that a combination of complexity theory and configural analysis provides valuable insights into the outcomes of both gamified and conventional training methods. In the face of increasing competition, banks are compelled to enhance their professionalism by boosting employee motivation. It becomes apparent that there is no straightforward, necessary and sufficient path available to guarantee high levels of engagement and job satisfaction. Notably, some of these results challenge the expectations of self‐determination theory (SDT), which posits the satisfaction of three basic psychological needs during training. These findings contribute to an enriched understanding of the nuanced application of complexity theory in the context of SDT research, particularly regarding the training and development of gamified systems for banking organizations and other service‐oriented sectors that can benefit from such innovative training approaches.

Human Resource Practice and Job Satisfaction in Private College of Kathmandu

Human resource practice includes conducting job analyses, planning personnel needs, recruiting the right people for the right job at the right time, performance appraisal, orienting and training, rewarding, new job opportunities, motivate them. This study is related to the impact of HR practices on employee job satisfaction. In private colleges of Kathmandu, employees are not satisfied with their jobs even in the presence of HR practices. For this study convenience, sampling technique is used and the limitations of our study are the private colleges in Kathmandu. A questionnaire has been used to collect primary data based on structured questions. The study's hypothesis was tested through correlation and regression analysis to inspect employee satisfaction. Findings investigate a significant relationship between HR Practice and job satisfaction. Moreover, salary, reward and recognition, career advancement, promotion, new job opportunities, participation in decision-making and working environment positively affect job satisfaction. Results show that HR practices (recruitment and selection, salary, training and development, new job opportunities, rewards, recognition, and motivation) have more significant effects on employees’ job satisfaction in comparison to the Working Environment. The empirical findings concluded that best HR Practices have a significant and positive effect on employee job satisfaction. Therefore, it is clear that employers should understand and implement the HR Practices correctly to take good work from their employees. Further research may be done to achieve a high level of job satisfaction.

Working conditions, missed care and patient experience in home care nursing in Italy: An observational study.

The aging of the population requires an appropriate knowledge of the type of care that needs to be provided to inform healthcare policies. In Italy, neither home care nursing, nor the patient experiences have ever been described. To describe the characteristics of nurses and care recipients involved in home care. A descriptive cross-sectional study conducted in 18 Italian Regions. Between April and October 2023, data from nurses and patients involved in home care were collected through two surveys. Psychosocial conditions in workplaces, missed care, and care experiences were assessed using validated tools. Descriptive statistics and Pearson's correlations were performed. A total of 46 local healthcare units were included in this study, with a total of 2549 nurses and 4709 care recipients. Nurses (mean age 46.60; 79.48% female; 44.68% regional nursing diploma as the highest qualification) reported good working conditions (42.37; SD=12.25; range=0-100) and a high mean number of missed care activities (5.11; SD=3.19; range 0-9). Most nurses (83.41%) reported high levels of job satisfaction, while 20.28% intended to leave their job. Patients (mean age 75.18; 57.57% female; 36.95% primary school), on the other hand, rated positively the care they had received (8.23; range=0-10). Despite the perception of critical issues at work and some missed care, satisfaction in nurses and patients was high. These data constitute a preliminary snapshot of the studied phenomena, which will be investigated through more in-depth analyses.

Stigma by association among alcohol and other drug and harm reduction workers: Implications for workplace outcomes.

The negative attitudes people hold towards those who use alcohol or other drugs (AOD) can also affect the people who work with this community, leading to lowered productivity and wellbeing. The impact of this stigma by association in the AOD and harm reduction sector is particularly significant because workers may have lived experience of AOD use and identify strongly with their client group. This study aimed to examine how stigma by association among health workers in the AOD/harm reduction sector relates to workplace outcomes. A secondary aim was to explore how lived experience influences experiences of stigma by association. The research used a cross-sectional survey design and data collection occurred in 2023. Australian AOD/harm reduction workers (n = 228) completed an online survey assessing stigma by association as well as various workplace outcomes measures. Participants who reported experiencing more stigma by association experienced poorer workplace wellbeing, higher burnout and greater intentions to leave the AOD/harm reduction field. Experiences of stigma by association were unrelated to job satisfaction. Additional analyses revealed that participants with lived experience reported higher levels of job satisfaction and lowered intentions to leave the sector, but findings of stigma by association and its impacts on workplace outcomes did not differ from those without lived experience. Identifying staff experiences of stigma by association and developing support and advocacy mechanisms to address this is likely to be key to reducing these experiences and ultimately to increasing positive workplace outcomes for AOD and harm reduction staff.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

IMPACT OF EMPLOYEE SKILL DEVELOPMENT PRACTICES ON EMPLOYEES JOB SATISFACTION AT (THE AEC ASSOCIATES)

This master thesis of Strategic Human Resource (HR) Management, focusing on Impact Of Employee Skill Development Practices On Employees Job Satisfaction. This research explores the relationship between employee skill development practices and job satisfaction within the context of “THE AEC ASSOCIATES” Noida, a leading organization in its industry. In today's competitive business environment, organizations recognize the significance of investing in their employees' skill development to faster a talented and motivated workforce. Likewise, employee job satisfaction remains a crucial determinant of organizational performance and employee well-being. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to examine the existing skill development practices at THE AEC ASSOCIATES Noida and assess their impact on employee job satisfaction. Quantitative data analysis includes descriptive statistics, correlation analysis, and regression analysis, while qualitative data from interviews is analyzed thematically. Findings indicate a positive correlation between effective skill development practices and employee job satisfaction. Employees who perceive their organization's investment in their skill development positively exhibit higher levels of job satisfaction. The study also uncovers key factors influencing employee satisfaction, including the availability of training programs, career advancement opportunities, and supportive organizational culture. The research offers practical implications for HR practitioners and organizational leaders, suggesting recommendations for enhancing employee skill development practices to improve job satisfaction. By understanding the dynamics of skill development and job satisfaction, organizations like THE AEC ASSOCIATES, Noida can optimize their talent management strategies to foster a culture of growth, engagement, and fulfillment, thereby positioning themselves for sustained success in a dynamic business landscape.

A Tracer Study on the Employment Status of Accounting and Finance Graduates from Furra College, Hawassa Campus, from 2009-2013 Ethiopian Calendars (E.C.)

This tracer study focuses on the employment status of accounting and finance graduates from Furra College, Hawassa Campus, between 2009 and 2013 Ethiopian Calendars. The study adopts a pragmatic research philosophy, utilizing a combination of qualitative and quantitative research approaches to gather comprehensive data on the graduates' career outcomes. A descriptive research design is employed, with data collected through survey questionnaires and document reviews. Concerning the first specific objective, results show a high employment rate (80%) among graduates, with a significant portion (14%) engaged in entrepreneurship and a low unemployment rate (6%). In relation to the second specific objective, the findings from the survey of accounting and finance graduates from Furra College, Hawassa Campus, reveal a high level of job satisfaction among those employed in the accounting field. Based on the responses from the 15 purposively selected employers, it is evident that they are highly satisfied with the knowledge, skills, and attitude exhibited by accounting and finance graduates from the years 2009-2013 E.C. The study highlights the importance of quality education, support for entrepreneurship, and addressing unemployment issues to ensure the continued success and growth of graduates in the field. Generally, the study presents a promising outlook for accounting and finance graduates from Furra College, while also identifying areas for further improvement to sustain their success in the job market.

Exploring Job Satisfaction in Goa's Hospitality Industry: Insights from the ABCD Framework Perspective

Purpose: The primary objective of this research is to conduct an in-depth exploration and analysis of the role of job satisfaction within Goa's hospitality industry. This study recognizes the pivotal influence of employee contentment in various facets of the sector, notably in enhancing guest services, boosting the industry's contribution to local tourism, and fostering sustainable development practices. The research aims to deliver a holistic appraisal of job satisfaction in Goa, encompassing its positive impacts, potential drawbacks, and strategic significance. This encompasses not only the financial prosperity of the industry but also the responsible management of resources, environmental conservation, cultural preservation, and the creation of a memorable and enriching experience for tourists. Targeted towards stakeholders in Goa's hospitality sector — including business owners, managers, policy makers, and academic researchers — this study seeks to provide valuable insights. These insights are intended to inform and guide strategic decision-making processes, aiming to optimize the benefits of employee satisfaction. Ultimately, this will contribute to achieving the dual goals of sustainable development and promoting Goa as a premier tourism destination. Design/Methodology/Approach: This study adopts a qualitative research methodology to delve into the nuances of job satisfaction within Goa's hospitality industry, focusing on its various impacts including benefits, limitations, and potential challenges. It aims to provide an in-depth understanding of the Goan hospitality landscape, drawing on local Hotel and Hospitality Sector insights. The research methodology incorporates a range of analytical tools, including the ABCD Framework, to explore the link between employee satisfaction and sustainable development in this sector. Data for this study are sourced from diverse online platforms, including websites, academic journals, essays, and digital publications. The approach involves a comparative and evaluative analysis of different facets of the hotel industry, paying special attention to issues pertinent to the sector. By employing a qualitative lens, this research aspires to capture the complex interplay between job satisfaction and its impact on sustainable growth within the unique setting of Goa's hospitality industry. Findings/Results: The findings from this study offer crucial insights into the role of job satisfaction within the Goan hospitality sector. Job satisfaction emerged as a key factor in enhancing guest experiences, contributing to increased repeat visits and favorable reviews. Furthermore, high levels of job satisfaction were found to significantly reduce employee turnover. This results in cost savings for businesses and fosters a stable and experienced workforce, which is instrumental in maintaining quality service and operational efficiency in the hospitality industry. These results underscore the importance of employee contentment as a strategic asset in driving both customer satisfaction and sustainable business practices. Originality/Value: Analyzing the importance of job satisfaction in Goa's hospitality sector from the perspective of the ABCD framework adds a unique and beneficial layer to the area. Paper Type: An industry analysis is the basis for this research case study.

A Study of Teacher Effectiveness in Relation to Job Satisfaction and Occupational Stress of Secondary School Teachers

This study investigates the relationship between teacher effectiveness, job satisfaction, and occupational stress among secondary school teachers. The findings reveal that the majority of secondary school teachers exhibit moderate levels of teacher effectiveness (62.08%), job satisfaction (90.5%), and occupational stress (76.4%). Approximately 15 to 16% of teachers display high levels of teacher effectiveness (15.9%), job satisfaction (14.9%), and occupational stress (16.3%), while 13 to 15% demonstrate low levels of these variables (teacher effectiveness - 13.3%, job satisfaction - 15.1%, occupational stress - 15.3%). Moreover, gender does not appear to influence teacher effectiveness, job satisfaction, or occupational stress significantly. However, there is a positive correlation observed between job satisfaction and occupational stress. These findings shed light on the complex interplay between teacher effectiveness, job satisfaction, and occupational stress, highlighting potential areas for intervention and support within secondary school settings.

Exploring the associations between competence in dementia care and work attitudes among formal caregivers in nursing homes.

Based on the two-factor model of caregiving appraisals, this study aims to (1) investigate the relationships between competence in dementia care and job satisfaction (work attitudes in positive aspect) and turnover intention (work attitudes in negative aspect) among formal caregivers in nursing homes, and (2) examine the mediating roles of positive aspects of caregiving (caregiving appraisals in positive aspect) and caregiving burden (caregiving appraisals in negative aspect) in the above associations. A cross-sectional design was used. Structural equation modelling was employed to test the proposed model. STROBE checklist guides the reporting of this study. Using the multistage cluster sampling method, 407 formal caregivers were selected from 43 nursing homes across 7 districts/counties in China. The proposed model shows a good model fit. Competence in dementia care shows significant positive associations with increased job satisfaction and decreased turnover intention among formal caregivers in nursing homes. Caregiving burden and positive aspects of caregiving mediate the relationships between competence in dementia care and both job satisfaction and turnover intention. Furthermore, the relationship between positive aspects of caregiving and job satisfaction is stronger than that with turnover intention, but the relationship between caregiving burden and turnover intention is not stronger than that with job satisfaction. The results demonstrate that the two-factor model of caregiving appraisals effectively elucidates the associations and underlying mechanisms between competence in dementia care and formal caregivers' work attitudes. Specifically, two crucial conclusions are drawn: (1) competence in dementia care is associated with higher levels of job satisfaction and lower levels of turnover intention among formal caregivers in nursing homes; (2) caregiving burden and positive aspects of caregiving serve as parallel mediators in these associations. Policymakers and nursing homes managers should implement a series of measures aimed at formal caregivers in nursing home. Specifically, allocating more resources to enhance the competence in dementia care of formal caregivers is crucial, given its significant association with elevated job satisfaction and reduced turnover intention. Besides, positive and negative caregiving appraisals emerge as proximal factors influencing work attitudes of formal caregivers. Therefore, intervention projects focused on formal caregivers in nursing home should target enhancing positive experiences and alleviating caregiving burden. No patient or public contribution.

This is why we are staying: Job satisfaction among Physiotherapists in the Kimberley region of Western Australia.

The Kimberley region of Western Australia (WA) is classified by the Modified Monash Model as MM6 & 7 ('Remote/Very Remote'). Many physiotherapists in the Kimberley are considered 'rural generalists' and require a diverse set of clinical and non-clinical skills to work successfully within this setting. To understand physiotherapists' perspectives regarding job satisfaction within the Kimberley region a 'rural and remote' areas of Australia. An exploratory case study approach examined physiotherapists' job satisfaction in the Kimberley. Each participant completed a demographic survey and a one-on-one face-to-face interview lasting for approximately 60 minutes. Transcriptions were analysed and presented thematically. Eleven physiotherapists (nine women, two men, median age = 32 [27-60] years) participated in the study. Participants' median time working in the Kimberley was 2 (1-15) years; eight participants completed a rural placement, and eight participants had a rural background. Two overarching themes relating to job satisfaction emerged: 'personal factors' and 'workplace factors'. Furthermore, several sub-themes illustrated high levels of job satisfaction. Positive sub-themes relating to personal factors included 'belonging to the community and a rural lifestyle'. 'Diversity in caseloads' and 'workplace culture' were examples of positive workplace sub-themes. Subthemes that challenged the participants personally were 'family arrangements' including schooling, 'spousal employment and family separation' and the 'transiency and social issues' within these remote communities. Workplace challenges comprised of 'barriers to providing best practice' and the 'workforce and clinical experience' found within the Kimberley physiotherapy community and the wider health care workforce. The primary challenge of job satisfaction that encompassed both personal and workplace factors was 'accommodation', with 'cost', 'lack of availability', and 'perceived unsafe location' challenging physiotherapists' decisions to remain in the Kimberley. This study describes the many factors impacting job satisfaction among physiotherapists in a rural and remote location in WA Australia. These factors warrant consideration by organisations interested in improving recruitment and retention in this context. Improving recruitment and retention in physiotherapists in rural and remote Australia has the potential to positively influence health service provision, and therefore improve health outcomes for those living in rural and remote communities.

A study of the relationship between elementary school teachers’ occupational self-efficacy, emotional labor strategies and occupational well-being

The aim of this study is to explore the relationship between primary school teachers’ occupational self-efficacy, emotional labor strategies, and job satisfaction. A questionnaire survey was conducted with primary school teachers in a certain city, and statistical analysis methods were used to obtain the research results. Firstly, primary school teachers generally have a high level of job satisfaction, with certain demographic differences. Among them, female teachers have higher job satisfaction than male teachers, and teachers with more years of experience show higher job satisfaction. Secondly, primary school teachers have overall good occupational self-efficacy, which is positively correlated with job satisfaction. That is, an increase in occupational self-efficacy can promote teachers’ job satisfaction. Additionally, primary school teachers generally adopt positive coping and expressive strategies in emotional labor. There is a certain correlation between emotional labor strategies and job satisfaction, with teachers who adopt positive coping and expressive strategies showing higher job satisfaction. Finally, occupational self-efficacy plays a mediating role between emotional labor strategies and job satisfaction. That is, the choice of emotional labor strategies is influenced by teachers’ occupational self-efficacy, which in turn affects their job satisfaction. This study provides empirical evidence for understanding the job satisfaction of primary school teachers and further reveals the mechanisms of the roles of occupational self-efficacy and emotional labor strategies in influencing teachers’ job satisfaction. The research results can provide relevant policies and measures for educational managers to promote the professional development and well-being of primary school teachers.

HAPPINESS AT WORK, WORK LIFE BALANCE, AND JOB SATISFACTION TERHADAP KINERJA KARYAWAN BAYANG CAFE JIMBARAN

This study aims to explore the role of happiness at work, work life balance, and job satisfaction on the performance of employees of Bayang Café Jimbaran. The target population used is all employees who work at Shadow Café Jimbaran. Through the saturated sampling method, 36 participating employees became respondents. Empirical data were collected through the distribution of online questionnaires using Google Form and then analyzed through the Structural Equation Modeling (SEM) approach with Partial Least Square (PLS). The findings in the study show that employee happiness at work and balance of work time with personal life will be able to increase job satisfaction. Furthermore, the results of the study confirm that a high level of job satisfaction will have an impact on an increasingly optimal employee performance. An interesting finding in this study is the finding of a significant role for job satisfaction as a mediating variable. This research is able to contribute positively to the HR management literature and can provide practical implications for the management of Bayang Café Jimbaran to always increase happiness, satisfaction, and always provide support for its employees.

Working together: effects of gender composition on job satisfaction and commitment

PurposeThe purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.Design/methodology/approachThe data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.FindingsEmployees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.Practical implicationsAiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.Originality/valueThe relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.

Evaluation of a remote hybrid staffing model for investigational drug service pharmacists.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. This project compared the time to complete investigational prescription drug order verification by investigational drug service (IDS) pharmacists in an onsite vs offsite (hybrid) staffing model, evaluating the impact of remote work on verification time. Parenteral IDS drug orders from August 2019 through June 2022 were analyzed. Electronic medical records were timestamped for each order, first verification, second verification, and medication administration. The project was divided into four 6-month time periods to allow for 2 independent comparisons of onsite vs hybrid staffing models. A survey was given retrospectively to IDS pharmacists for the last hybrid timeframe to assess work satisfaction and burnout. A total of 4,398 orders were evaluated. The time from order entry to first verification was 14 minutes (n = 1,248) during the first onsite time period compared to 13 minutes (n = 1,042) during the first hybrid period (P = 0.003). The time for order verification was similar between the second onsite and hybrid periods (12 minutes [n = 1,041] vs 10 minutes [n= 1,067], respectively; P < 0.0001). The staff satisfaction survey for the hybrid model showed high levels of job satisfaction and no self-reported burnout. The remote hybrid staffing model did not result in a meaningful change in the time from order placement to medication administration within the IDS pharmacy. Hybrid staffing also resulted in greater job satisfaction among IDS pharmacists. This study highlights the benefits of implementing remote work practices in the pharmacy practice setting.

Job quality in worker cooperatives: Beyond degeneration and intrinsic rewards

AbstractWhile there are normally positive expectations concerning job quality in cooperatives, many studies have described a more complex picture. The extant literature has, however, found it difficult to deal with evidence of poor working conditions in these organisations. Some contributions downplay the relevance of this issue, arguing that poor extrinsic aspects of job quality are compensated by intrinsic rewards, as confirmed by higher levels of job satisfaction. Others focus on external market pressure and interpret bad labour conditions as a form of degeneration of originally good employment practices. Through a qualitative analysis of job quality in cooperatives in three sectors of the Italian economy (social services, hotel cleaning and meat processing), we advance a different argument: we contend that employment practices associated with poor job quality are not the result of difficult market conditions but are rather the key explanation for the quantitative expansion of this form of economic organisation, which has moved from being an instrument for promoting good employment to a way of ensuring lower labour costs and higher flexibility within outsourcing relationships.

The effect of conscience perception on job satisfaction and care behaviours in nurses

Conscience is a force capable of making judgments about one's own moral values during individual behaviour. Conscience in nursing is a concept that is perceived as authority and an inner voice, and it positively affects nursing care. Today, according to many research results, conscience is an indicator of professionalism that affects our personal and professional lives. This research was carried out to determine the effect of nurses' perceptions of conscience on job satisfaction and care behaviours. A cross-sectional study was performed in a training and research hospital. The sample size of 338 nurses was determined by power analysis, and the participants were selected using a simple random sampling method. The data were collected between June and November 2020. A “Personal Information Form”, the “Conscience Perception Scale (CPS)”, the “Nurse Job Satisfaction Scale (NJSS)” and the “Caring Behaviours Scale-30 (CBS-30)” were used to collect the data. The nurses obtained a score of 63.36 ± 12.13 on the CPS, indicating a high level of conscience perception; a total of 3.41 ± 0.69 points on the NJSS, revealing a high level of job satisfaction; and a total of 150.42 ± 21.22 points on the CBS-30, implying that care perceptions were found to be high. It was determined that the nurses' perceptions of conscience had an effect on their job satisfaction and care behaviours (R = 0.398, Adjusted R2 = 0.158, p = 0.000). The nurses who participated in the study had a high perception of conscience, which positively affected their job satisfaction and care behaviours.

The Mediating Effect of Stress Management Competency on the Relationship between Job Satisfaction and Employee Attrition: Evidence in a Local Government Unit

Purpose: The workforce or manpower is one of the 4Ms of production and is considered the most critical factor of production. It is the employees who determine whether the organization succeeds or fails. The primary goal of this study was to determine the mediating effect of stress management competency on the relationship between job satisfaction and employee attrition.&#x0D; Materials and Methods: A non-experimental quantitative research design was used, specifically the descriptive-correlational and mediation approaches. A face-to-face survey was used to obtain data. The data were obtained from 322 City Environment and Natural Resources employees, including regular and contractual employees, job orders, and allied service personnel selected through stratified random sampling. The statistical tools used to analyze and interpret the data were descriptive statistics, Pearson’s R, regression procedures, and Sobel’s Z-test. The mediation effect on the relationship between the independent and dependent variables was ascertained by path analysis (Structural Equation Modelling, or SEM) and the Medgraph Sobel’s Z-test.&#x0D; Findings: Results revealed a high descriptive level of job satisfaction and employee attrition and a very high descriptive level of stress management competency. It was found that job satisfaction and employee attrition, job satisfaction and stress management competency, and stress management competency and employee attrition are significantly related. The results revealed that stress management competency partially mediated the relationship between job satisfaction and employee attrition.&#x0D; Implications to Theory, Practice and Policy: Upskilling programs improve employees’ skills and knowledge, making them valuable assets to the organization. Employees may invest in both hard skills and soft skills. Organizations may also continue to recognize the accomplishments and achievements of their employees no matter how small or big they are because being recognized at work will boost employees' morale, which will also lead to efficiency and productivity. The concept of Diversity, Equity, and Inclusion (DEI) should continue to be practiced for long-term solutions to discrimination issues. Organizations, through their HRM, may continue formulating holistic programs and schemes that promote employees' physical and mental health, foster a positive working environment, a harmonious relationship, competitive salary, and benefits packages, and strengthen retention programs.

THE IMPACT OF SOCIAL WORKING ENVIRONMENT AND SECURED WORKING ENVIRONMENT ON JOB SATISFACTION IN THE LEBANESE SMALL BUSINESS CONTEXT: THE MEDIATING EFFECT OF TRUST

Purpose: This study aimed to investigate the impact of social working environment and secured working environment on job satisfaction in Lebanese SMEs, with a particular focus on the mediating effect of job satisfaction   Theoretical Framework: A secure working environment is an essential aspect of the workplace that contributes to employee job satisfaction. A secure working environment is free from threats and hazards, and employees feel safe and secure while working. A secure working environment is vital in enhancing job satisfaction among employees.   Design/Methodology/Approach: The study utilized a sample of 350 respondents working in SMEs in Lebanon and employed Structural Equation Modeling (SEM) to test the hypothesized relationships between the variables   Findings: The findings of this study revealed that both social working environment and secured working environment had a significant positive impact on job satisfaction. Specifically, a supportive and friendly social working environment and a secured working environment were found to be associated with higher levels of job satisfaction among employees. Furthermore, the study also found that job satisfaction partially mediated the relationship between social working environment and job satisfaction, as well as the relationship between secured working environment and job satisfaction.   Research, Practical &amp; Social Implications: This suggests that job satisfaction plays a crucial role in explaining the relationship between these variables. These findings have important implications for SMEs in Lebanon and other contexts. For example, employers should prioritize creating a social working environment that fosters teamwork, collaboration, and positive relationships among employees, as well as a secured working environment that prioritizes safety and security. These factors can significantly contribute to employee job satisfaction and overall well-being.   Originality/Value: This research is original and unique and it contributes to the field of Lebanon.

Impact of Perceived Parental Leave Policies on Female Employees’ Job Satisfaction and Organizational Commitment: Mediating Effect of Job Satisfaction

Purpose – According to the perceived organizational support (POS) theory, when organizations value their employees’ efforts and support them with various systems, employees experience higher levels of job satisfaction (JS). Therefore, exploring the impact of awareness regarding the representative policy for female employees (FEs) in the work-life balance system, specifically the parental leave policy, on their JS and organizational commitment (OC) is significant. This study examines the mediating effects of JS and provides theoretical and practical implications. Design/Methodology/Approach – The 24th panel dataset from the Korea Labor Institute was used to control for several conditions. Among FEs (aged 20–40) suitable for this study, 2,092 respondents were selected, contrary to prior studies that have exclusively focused on FEs in private enterprises. Using these data, frequency, reliability, correlation, and regression analyses are employed. Findings – The analysis reveals that the perceived parental leave policy for FEs in private enterprises positively affects JS and OC. Notably, unmarried FEs also demonstrate a significant influence of parental leave policy awareness on JS. Moreover, JS partially mediates the relationship between FEs’ perceptions of the parental leave policy and OC. Research Implications – This study presents findings consistent with previous research that has empirically examined the positive impact of POS theory on JS. Additionally, contrary to prior studies, this study identifies a separate influence on unmarried women, highlighting the significant effect on JS by perceiving the potential for future organizational support, even if it is not currently available.