Improve Employee Job Satisfaction Research Articles

Pengaruh Budaya Organisasi, Disiplin Kerja, dan Lingkungan Kerja terhadap Kepuasan Kerja Pegawai Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Penajam Paser Utara

This study aims to analyze the influence of organizational culture, work discipline, and work environment on job satisfaction among employees of the Civil Service and Human Resource Development Agency in Penajam Paser Utara Regency. A quantitative descriptive method was used, with total sampling of 44 employees consisting of civil servants and government contract employees. Data collection was conducted through literature review, interviews, and questionnaires based on a Likert scale. Data analysis was performed using SEM-PLS with Smart-PLS and SPSS applications. The outer model was tested for construct validity and reliability, while the inner model measured relationships between variables using R-square values and t-statistic hypothesis testing. Results indicated composite reliability and Cronbach's Alpha values above 0.70, demonstrating good reliability. The R-square value of 0.729 showed that job satisfaction was influenced by organizational culture, work discipline, and work environment by 70.9%. Hypothesis testing showed that organizational culture, work discipline, and work environment significantly affected job satisfaction with p-value < 0.05. Based on the findings, it is recommended to enhance organizational culture, work discipline, and work environment to improve employee job satisfaction.

Work Balance in the Phase of a Depressed Economy and Employees Job Satisfaction in Selected Organizations in Rivers State

This study examined the relationship between work balance in the phase of a depressed economy and employee’s job satisfaction in selected organizations in rivers state, Nigeria. The research aim to determine the extent to which strategies to maintain work balance impact job satisfaction in the face of economic challenges. The study employed a correlational research design to explore this relationship, focusing on organizations in Rivers State. The population of the study consists of employees in selected organizations, with a sample size of 76 employees determined through a stratified random sampling technique. Data is collected using a self-structured questionnaire titled: Work Balance in a Depressed Economy Questionnaire (WBDEQ) and Employees’ Job Satisfaction Questionnaire (EJSQ). The questionnaire distribution and collection to selected employees took place over a period of four months ranging from October 2023 to February 2024. Participants were assured of the confidentiality of their responses and their right to withdraw from the study at any time. During this period, the 76 copies of the instrument were distributed, only 69 were returned. Of these, 4 were not correctly filled out, leaving the researcher with only 65 valid copies that were used for data analysis. To ensure content validity, a pilot study was conducted with a subset of participants to test the validity and reliability of the questionnaire to make necessary adjustments. Thereafter, a reliability index of .87 was calculated using Cronbach Alpha method based on the outcomes of this analysis. Descriptive statistics, such as mean and standard deviation, was used to answer the research questions, while inferential statistics, such as Pearson's Product-Moment Correlation (PPMC), was utilized to test hypotheses at a significance level of 0.05. The statistical analysis was conducted using SPSS version 23.0 software. The findings revealed a significant positive relationship between strategies to maintain work balance in a depressed economy and employees' job satisfaction. This suggested that organizations implementing effective strategies to address work balance in challenging economic times are likely to experience higher levels of job satisfaction among their employees. The study concluded that by addressing work balance issues, organizations can improve employee job satisfaction, leading to increased productivity and a more positive organizational culture. Recommendations are made for organizations in Rivers State to focus on developing and implementing strategies that support work balance to improve overall employee job satisfaction.

Predictive effects of organizational justice on job satisfaction in bus drivers: the moderating effects of role overload and proactive personality

BackgroundThere have been few longitudinal studies on Chinese bus drivers and the individual differences in the relationships between organizational justice and job satisfaction. This study examined the organizational justice and job satisfaction in bus drivers and the individual differences in this relationship.MethodsA two-wave longitudinal study design was employed. A first survey was conducted on 513 Chinese bus drivers in October 2021 that collected socio-demographic information and asked about their perceptions of organizational fairness. A second survey was conducted six months later that asked about role overload and job satisfaction and assessed their proactive personality type. An effect model was then used to explore the moderating effects of role overload and proactive personality type on the relationships between organizational justice and job satisfaction.ResultsBoth procedural and interactive justice predicted the bus drivers’ job satisfaction. Proactive personalities and role overload were found to enhance this relationship.ConclusionsOrganizations could benefit from screening at the recruitment stage for drivers with highly proactive personalities. Relevant training for drivers with low proactive personalities could partially improve employee job satisfaction. When viewed from a Chinese collectivist cultural frame, role overload could reflect trust and a sense of belonging, which could enhance job satisfaction. Finally, to improve employee job satisfaction, organizations need to ensure procedural and interactive justice.

The Impact of Training on Career Satisfaction

The aim of the current study is to investigate the impact of training on career satisfaction among employees in the Sulaymaniyah General Directorate of Health. The study is a quantitative study, a survey based on a questionnaire. A survey involving 256 employees was conducted to gather data, and the analysis revealed a significant positive effect of training on career satisfaction on one variable (training) on another (career satisfaction). The findings suggest that training plays a significant role in enhancing career satisfaction among employees in the health sector. This study contributes to the existing literature by highlighting the importance of training programs in improving employee job satisfaction and overall performance in healthcare organizations. As a recommendation, we recommend that organizations design training programs that are tailored to the specific needs of the organization and the individual employees, considering the current skills gaps and future requirements of the workforce.

The Influence Of Perceived Organizational Support And Organizational Citizenship Behavior (OCB) On Job Satisfaction With Motivation As An Intervening Variable At The It Rabbani Sutera Foundation

Therefore, organizational management needs to pay special attention to the development of OCB as a strategy to enhance Motivation and ultimately increase Job Satisfaction at the Rabbani Sutera IT Foundation. Rabbani SDIT and SMPIT Alam School is an Integrated Islamic school that combines Islamic values (Character) with intellectual abilities, building students' character through exemplary behavior by teachers and the environment, making nature the primary medium in achieving learning objectives. The aim of this research is to determine and analyze the Influence of Perceived Organizational Support and Organizational Citizenship Behavior (OCB) on Job Satisfaction with Motivation as an Intervening Variable. The research method used is quantitative research, with a sample size of 39 respondents. This study uses SEM analysis using SmartPLS 3 and data collection techniques through questionnaire distribution using Likert scales. Based on the results of the study exploring the influence of Perceived Organizational Support, Organizational Citizenship Behavior (OCB), and Motivation on Job Satisfaction at the Rabbani Sutera IT Foundation. The most dominant result of the study indicates that Organizational Citizenship Behavior (OCB) has a significant influence on Motivation, suggesting that enhancing OCB can be a relevant strategy to improve employee motivation in the organizational environment. Additionally, Motivation has a positive and significant influence on Job Satisfaction. The implication is that efforts to enhance Motivation in the organizational environment can improve employee Job Satisfaction

Factors Affecting Employees’ Job Satisfaction: Organizational and Individual Levels

In the study of modern business management, the importance of employees is being mentioned more and more. Employee satisfaction is also being emphasized as an important factor affecting the long-term development of enterprises. This paper summarizes and discusses the effects of organizational and individual level factors on employee job satisfaction, which have been frequently discussed in previous literature, by means of a literature review. It has the significance of summarizing. After discussing, the paper concludes that organizational environment, salary and benefits, career planning and leadership style are positively related to employee satisfaction. At the individual level, age, education level and work experience are mainly studied, and due to the different characteristics of the studied industries, different scholars have come up with various conclusions. Based on the discussion of these factors, this paper further provides suggestions that can be implemented by organizations to improve employee job satisfaction. For example, shortening the power distance, establishing a mentor system, and conducting frequent meetings to ensure that the different needs of employees are heard and so on.

A Study on the Role of Fringe Benefits on Employees Job Satisfaction

The purpose of this study was to determine the role of fringe benefits on employee job satisfaction. A descriptive research design was adopted for this research. The population of the study was employees of manufacturing industry. The researcher used convenient sampling technique to draw a sample size of 160 respondents. The data is collected using structured questionnaire developed by the researcher specifically for this study. A set of descriptive statistics including Bar chart and frequency tables were used to present the results of the study. The research result showed that fringe benefits as an incentive significantly affects employees morale, productivity and enhancing employees performance towards organizational tasks. This study helped to know about the role of fringe benefits that leads to improving employee job satisfaction in an organization and relationship between fringe benefits and job satisfaction. And finally that the future researchers should conduct more study on the issue of role of fringe benefits on employee job satisfaction in order to facilitate of this intricate concept.

Banking on Satisfaction: A Study of Job Satisfaction among Employees in Malaysian Banks

The present study aims to examine the many elements that exert an influence on job satisfaction among employees within the banking sector in Malaysia. This study investigates three hypotheses: (1) There exists a negative correlation between work-life balance and job satisfaction; (2) Effective leadership and management have a positive influence on job satisfaction; and (3) Competitive compensation and benefits have a beneficial effect on job satisfaction. The results of the study provide empirical evidence for each of the three hypotheses. The findings indicate that Malaysian banks have the potential to improve employee job satisfaction through the implementation of strategies that prioritize work-life balance, effective leadership and management, and competitive remuneration and benefits packages. These initiatives are expected to enhance personnel engagement and productivity, hence fostering organizational success within the highly competitive Malaysian banking sector.

Pengaruh Kompensasi terhadap Kinerja Pegawai PT Transportasi Jakarta

This article discusses the influence of compensation on employee performance at PT Transportasi jakarta. This research aims to determine whether compensation has an impact on employee performance. The research methodology employed is quantitative, and data were collected through a questionnaire. The validity and reliability of the questionnaire were tested, and the data were analyzed using IBM SPSS Statistics 26. The research results indicate that compensation has a significant influence on employee performance. This article emphasizes the importance of fair compensation in motivating employees and enhancing their job satisfaction. The research findings demonstrate that every one-unit increase in compensation will increase employee performance by 25.7%. However, there are other factors that also affect employee performance by 69.9%. Therefore, companies need to consider other factors such as motivation, work environment, and skills in improving employee performance. This research provides a better understanding of the importance of fair compensation in creating a motivating work environment and improving employee job satisfaction. The practical implications of this research are that companies should pay attention to the compensation provided to their employees to ensure that they feel valued and motivated to deliver their best performance.

Peran Job Satisfaction Memediasi Pengaruh Work Engagement Terhadap Turnover Intention di Whiz Prime Hotel Kota Padang

This research is motivated by the fact that the turnover rate is relatively high. The purpose of this study was to determine whether there is an effect of Work engagement on Turnover Intention mediated by Job satisfaction at Whiz Prime Hotel at Padang. This research is causal associative research with a quantitative data approach, using a survey method. Employees at the Whiz Prime Hotel Padang who stayed there for more than a year make up the study's demographic. 41 participants made up the study's sample. The method of sampling is targeted sampling. Employees were given questionnaires including 41 statements, each of which had its validity and reliability examined. The method of data analysis employed in this investigation uses the Smart PLS 3.0 program. (1) There is a strong and favorable correlation between the job engagement and job satisfaction variables, according to the findings of data processing research using 41 samples that were tested for validity and reliability. (2) The impact of labor input on sales intent is negative and considerable at Whiz Prime Padang. (3) There is a negative and substantial relationship between factors measuring work satisfaction and quitting intention. (4) At Whiz Prime Hotel Padang, job satisfaction serves as a mediator between work input and sales intent, and this effect is negative and significant. According to the research, the hotel can improve employee job satisfaction and engagement in order to lower the likelihood of employee turnover in an organization. (5) It is suggested that the hotel encourage work engagement and job happiness to lessen occurrence of turnover intention in a firm because job satisfaction has the capacity to mediate elements affecting work engagement and turnover intention

The Influence of the Hospital Service Leadership on of Employees Job Satisfaction

The rapid development of modern society has led to the increasing popularity and improvement of education, resulting in the expansion of knowledge-based talent teams. Hospitals have been challenged with improving employee job satisfaction and identifying effective leadership styles that can foster a positive workplace environment. It is crucial to investigate the correlation between service-oriented leadership, work remodeling and job satisfaction, which greatly impacts the development of hospitals. Based on the research on the relationship between servant leadership, job redesign and work satisfaction, this paper proposes the influence of servant leadership on employees' work satisfaction and the mediating role of job redesign. After conducting a thorough literature review and administering a questionnaire based on established measures of service leadership, work happiness, and job remodeling from both domestic and international sources, online responses were collected from hospital employees. Statistical analysis was performed using SPSS 2.0 software. The results indicate that hospital service leadership has a positive effect on staff work happiness and that hospital service-oriented leadership positively affects staff work remodeling. Additionally, job remodeling is found to have a positive influence on employee work happiness and serves as an intermediary between hospital service-oriented leadership and employee work happiness.

How does management commitment to safety and employee satisfaction impact safety performance in cleaning workers?

Management commitment to safety, which reflects managers' dedication to the physical well-being of workers, is a critical component of the safety climate. It serves as the primary indicator of worker safety behavior and plays a crucial role in reducing injuries across diverse job roles. This study aims to investigate the relationship between safety-committed management and employee satisfaction and how this relationship influences safety performance among cleaning staff at PT WIS Malang. We employed purposive sampling to select 113 respondents who completed online questionnaires. Data collected were analyzed descriptively and using inferential statistical analysis. The results of this study underscore the importance of enhancing the role of management in promoting workplace safety and improving employee job satisfaction. We found that management commitment to safety and employee satisfaction have a positive impact on safety performance These findings hold significant practical implications for companies like PT WIS Malang, aiding in the cultivation of a strong safety culture within the organization.

Does Corporate Social Responsibility Moderate the Nexus of Organizational Culture and Job Satisfaction?

Corporate social responsibility (CSR) is necessary in today’s organizations because they must balance profitability with the development of a positive reputation through environmental and social responsibilities. Therefore, the purpose of this research is to discover how organizational culture (OC) and corporate social responsibility (CSR) relate to job satisfaction (JS), as well as how CSR moderates their interaction. The research data were collected from 463 respondents of SME organizations in Saudi Arabia using an online survey questionnaire (and few by in-person survey) to determine the impact of hypothesized relations. The data were analyzed using SPSS 26.0 and AMOS to test the study hypotheses. The results indicated that corporate social responsibility moderated the relationship between OC and JS and improved employee’s job satisfaction. Among the hypothesized relationships of the variables, OC indicated a mediocre effect on JS, while CSR was found to have low influence on JS. However, the study revealed significant impact among the variables, thereby supporting all three hypotheses of the study. As the study only attempted to understand the associations among three variables, it lacks to explain the role of other potentially important factors such as business success, organizational structure, leadership style, and firm size. The only stakeholders considered by the study was the employees, which is considered a major limitation of this study. Further researchers may also consider the role of other primary stakeholders on CSR activities, who are vital in improving employee JS. The study’s findings have some practical implications for managers who seek to create contented personnel and prioritized CSR efforts.

The Impact of Human Resource Training on Employee Turnover in London

Purpose: The study aims to investigate the effect of human resource training on employee turnover in London.
 Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Results: The literature review indicates that human resource training can significantly impact employee turnover in London. Specifically, research suggests that training programs can improve employee job satisfaction, increase employee engagement, and enhance organizational commitment, all of which can contribute to reducing turnover rates. Furthermore, the review highlights the importance of training program design, delivery, and evaluation in achieving positive outcomes. Effective training programs should be tailored to the specific needs of employees and organizations, utilize a variety of training methods, and be regularly evaluated to ensure their effectiveness. Additionally, the review suggests that factors such as organizational culture, leadership, and employee motivation may influence the impact of training programs on turnover rates. Overall, the findings suggest that human resource training can be a valuable tool for reducing employee turnover in London, but more research is needed to determine the optimal training strategies for different types of organizations and employees.
 Unique Contribution to Theory, Practice and Policy: This study shows that human resource training programs can reduce employee turnover rates in London. Effective program design, delivery, and evaluation are important, and factors like organizational culture, leadership, and employee motivation can influence their impact. Organizations should invest in tailored, diverse, and regularly evaluated training programs. Policy makers should prioritize training policies that promote well-being and organizational performance.

Organizational behavior management analysis of attitude (Job dissatisfaction) and communication—Take Wal-Mart as an example

With the rapid development of global competition, organizational behavior management is becoming more significant. In this paper, the importance of attitude (Job dissatisfaction) and internal organization communication are chosen to discuss with a critical review of the academic sources. Both elements are crucial for leader as it have huge impact on organizational performance, turnover rate and motivation. Building a positive atmosphere of attitude and communication within an organization helps increase organization performance, decrease employee turnover rate and maximum employee motivation, otherwise the opposite. Therefore, in order to improve employee job satisfaction and create efficient internal communication in organization, Wal-Mart is taken as an example as it has high employee turnover rate which caused by employee job dissatisfaction and poor communication between management and employee. In the end, three recommendations will be provided to help Wal-Mart address its problem.

DESIGNING BUSINESS PERFORMANCE MEASUREMENT INSTRUMENTS WITH SHORTTAN BALANCED SCORECARD AT CAFE RED &BLUE TANJUNGPINANG

Performance management in question is with the aim of increasing the strategic focus and effectiveness of the company in ensuring continuous improvement of individual and team performance. The most popular approach is to use the BSC (Balanced Scorecard). Cafe Red&Blue wants to grow and maintain its business. Therefore, in this study we want to design an instrument for measuring performance at Red&Blue cafes using the BSC. The initial stage in designing the instrument is to conduct internal and external analysis to determine the position of the business in the industry and the strategy that must be used. The SWOT approach is used in the analysis of the internal and external environment. From the SWOT analysis, it can be seen that the Red&Blue cafe is in quadrant I position. The strategy that must be applied is an offensive and defensive strategy as a complement. This strategy requires Red&Blue to improve its marketing strategy in order to bring even greater opportunities to the business. The next stage is through the formulation of strategic objectives, the objectives of which are designed; increase profits, increase customer loyalty, improve relationships with new customers, develop quality products with innovation, develop good and quality services, improve employee job satisfaction, increase employee skills, and knowledge employee knowledge. The eight strategic objectives are translated into 2 key financial performance indicator (KPI) perspectives, 3 internal business process KPIs, 4 customer KPI perspectives, and 5 KPI growth and learning perspectives, with targets for each KPI set based on discussions with Red&Blue cafe owners.

The Effect of Organizational Commitment and Work Environment on Job Satisfaction of Employees of the South Coast District Inspectorate Office

This study aimed to analyze and prove the effect of organizational commitment and work environment on job satisfaction of employees in the Inspectorate Office of Pesisir Selatan District. The data analysis technique used to test the hypothesis is multiple linear regression. The sampling technique used is saturated sampling, while the number of samples used for analysis is 47 people. In this study, there are two independent variables: organizational commitment and work environment. Based on the multiple linear regression analysis results, it was found that the variable organizational commitment has a positive and significant effect on job satisfaction, and the work environment has a positive and significant effect on job satisfaction in the Inspectorate Office of Pesisir Selatan District. This study recommends practically to the Inspectorate Office of Pesisir Selatan District to continue to improve employee job satisfaction optimally in achieving organizational goals in the future

LEADERSHIP STYLES ON EMPLOYEE PERFORMANCE WITH WORK SATISFACTION AND ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLES

This study aims to examine and analyze the influence of leadership style on employee performance with job satisfaction and organizational commitment as an intervening variable at PT. PLN (Persero) North Surabaya Area. This research was conducted using a questionnaire to 120 employees of PT. PLN (Persero) Area North Surabaya. Then the data is analyzed by using Partial Least Square (PLS). This study examines the direct and indirect effects. The result of this study states that leadership style can provide the effect of improving employee job satisfaction. Leadership style can affect increasing organizational commitment. Leadership style can give influence in improving employee performance. Job satisfaction cannot have an effect on improving employee performance. Organizational commitment can affect improving employee performance. Leadership style cannot give indirect influence in improving employee performance through job satisfaction. Leadership style can have an indirect influence on improving employee performance through organizational commitment.

Determination of Work Motivation, Leadership Style, Employee Competence on Job Satisfaction and Employee Performance

The goal of this study was to look at the impact of work motivation, leadership style, and competence on job satisfaction, as well as the effects of work motivation, leadership style, and competence on performance, job satisfaction's impact on performance, and the impact of work motivation, leadership style, and competence on performance via job satisfaction. The research will take place at LLDIKTI-IX. The study's population and sample size were 125 employees (complete sampling). The data from the questionnaire was analyzed with the use of AMOS 18 and the Structural Equation Model. According to the findings, work motivation has a negative and significant impact on job satisfaction. Employee motivation in existence, connectedness, and growth is still low, but it is necessary to improve employee job satisfaction. Employee performance is influenced by competence in a positive but insignificant way. Employee competency is still a career development issue, with little attention paid to the role of innovation and technology in improving employee performance. Employee performance is influenced by competence through job satisfaction in a positive but insignificant way. Employee job satisfaction is poor in enhancing their performance since applying competencies that have been directed thus far is still like meeting work needs.

A millennial manager skills model for the new remote work environment

PurposeThis paper aims to propose that millennials – those born between 1980 and 1995 – are uniquely impacted by the long-term impact of the pandemic, which has accelerated the work from home movement and exacerbated organizational issues associated with working remotely. Millennials, on the cusp of embarking on important leadership roles in this new remote work environment, pose challenges and opportunities for organizations will that will last long after the pandemic.Design/methodology/approachThis paper provides a viewpoint based on a narrative review and on the authors’ professional experiences within organizations. Based upon these findings, this paper has reimagined the Mumford skills model to explore millennial managers in this new remote work, post-pandemic context. The goal of this narrative review was to provide a full picture of the “Millennial manager” and the challenges they face in becoming effective managers, as well as highlight the important strengths they bring to the table.FindingsManagers may have challenges regarding job satisfaction, productivity and organizational commitment. The positive factors are millennials prefer flexibility, teamwork and creating a positive work-life balance. The negative side has to do with isolation and the ability to embrace the organization culture in a remote environment. This model shows positive and limiting factors of millennials related to organization effectiveness. The major propositions and model were that millennium managers in this new environment increase interpersonal communication to maintain trust, effective mentoring, resolve strong organizational culture and ensure effective delegation and conflict resolution.Practical implicationsThis study discovered challenges for managers, including developing loyalty and improving employee job satisfaction and organizational commitment. Active listening is necessary for team management to show that all team members are valued irrespective of the work environment. Active listening and empathy will increase social support at work, which improves personal well-being and productivity. Millennials will continue to use their technological skills, their desire for teamwork and their preference for participative management, resulting in becoming an invaluable asset in this era of organizational transformation. The challenge for organizations is to realize the millennial generation possesses many talents and must successfully engage them in the pursuit of organizational goals.Originality/valueThis paper adds to the body of knowledge regarding millennials in organizations with a specific focus on the new work environment created by the global pandemic. The authors hope that their adapted skills model – the millennial manager skills model – becomes an important resource for articulation this new environment that millennial managers are in and that this model can be further refined and expanded through empirical exploration.