Improve Job Satisfaction Research Articles

Background/Objectives: Job satisfaction is an essential element for organizational functions. Working entities would not effectively operate without employee contentment. This study aimed to determine the level of job satisfaction among pharmacists and investigate its correlation with demographic variables and professional personal experience. Methods: A cross-sectional online survey targeting registered pharmacists in Saudi Arabia was conducted from September to November 2024 using an IRB-approved structured questionnaire adapted from validated instruments. Reliability and validity were confirmed (Cronbach’s α = 0.8), and a target sample of 380 was calculated to ensure representativeness. Data were analyzed using descriptive statistics, chi-squared tests, and univariate and multivariate logistic regression analyses utilizing SPSS v28, with significance set at p < 0.05. Results: A total of 330 pharmacists responded to the survey, representing 86.8% of the calculated sample size. Of those, 57% were male and 68.5% were staffing pharmacists. More than half of participants had professional experience of ≤5 years (57.3%), while 31.8% had 5 to 15 years of experience. Approximately 60% of participants worked in shift systems and reported dissatisfaction with their pay (70%) and lack of benefits (66.7%). Of all participants, only 26.4% confirmed satisfaction with their job and no intention to quit, while 23% clearly reported job dissatisfaction and an intention to quit; the rest of the participants were undecided (50.6%). Significant correlations were found between job satisfaction and variables such as education, current position, organization type, monthly income, and professional experience. Additionally, most of the items assessing professional personal experience such as working in a shift system, working as a team member, gaining financial benefits, and having accomplishments or growth opportunities at work were significantly correlated with job satisfaction. Opportunities for professional development, promotion, and a positive work environment were also frequently selected as factors contributing to job satisfaction (60.6%, 75.2% and 75.5%, respectively). Interestingly, motivation showed minimal impact on participants’ opinions regarding job satisfaction and decisions over whether to quit their jobs. Finally, occupation and age were found to significantly influence work environments, promotions, and opportunities, which consequently impact participants’ satisfaction towards their jobs. Conclusions: Our findings indicate that Saudi pharmacists experience low-to-moderate job dissatisfaction, with a significant percentage considering quitting form their jobs. Improving monetary rewards, recognition, and career advancement opportunities could improve job satisfaction and retention in this crucial workforce.

To investigate the mediating role of psychological resilience between job satisfaction and work engagement in geriatric psychiatric nursing assistants. A cross-sectional study. This study enrolled nursing assistants who had worked in the Department of Geriatric Psychiatry of a tertiary psychiatric hospital between January 2023 and March 2024. Recruitment and data collection were conducted in April-May 2024 after ethics approval was obtained on 3 April 3, 2024. A total of 206 nursing assistants were included, with 137 females (66.5%) and 147 individuals (71.4%) aged 50-59 years. Utrecht Work Engagement Scale, Connor-Davidson Resilience Scale and Minnesota Satisfaction Questionnaire were used to measure work engagement, psychological resilience and job satisfaction, respectively. Pearson correlation analysis was used to analyse the relationships among work engagement, job satisfaction and psychological resilience. The structural equation model was established, and the intermediary effect was verified. The scores of psychological resilience, job satisfaction and work engagement were 70.2 (14.7), 72.2 (10.7) and 38.1 (10.7), respectively. There were positive correlations between psychological resilience and work engagement (r=0.512, p<0.01), job satisfaction and work engagement (r=0.452, p<0.01) and job satisfaction and psychological resilience (r=0.406, p<0.01). Psychological resilience played a part of intermediary role between job satisfaction and work engagement, and the indirect effect was statistically significant (β=0.215, p<0.001). The model fit indices indicated a good fit (root mean square error of approximation=0.071, comparative fit index=0.979, Tucker-Lewis index=0.965). Our findings suggest that psychological resilience may act as an intermediary between job satisfaction and work engagement in geriatric psychiatric nursing assistants. Nursing managers should carry out intervention strategies based on the path of influencing psychological elasticity, improving job satisfaction and work engagement, and ensuring the quality of care of nursing assistants in geriatric psychiatry.

Nurse residency programs (NRPs) are designed to support new graduate nurses in their transition from academia to professional practice and also improve job satisfaction and retention. Many studies highlight these benefits within the first year of nursing practice. The goal of this study is to show the longer-term effect of NRPs at 1, 2, and 3 years. This retrospective cohort study compared two Midwestern hospitals, one with a 12-month compulsory NRP and one without, using data from 2018 to 2020 to minimize academic disruptions related to coronavirus disease 2019. The hospital with an NRP had a significantly higher 3-year retention rate (55%) versus the hospital without an NRP (35.2%), suggesting that NRPs help improve retention, reduce turnover costs, and promote workforce stability. The study found that NRPs significantly improve new graduate nurse retention and ease the academic to practice transition. Enhanced retention may reduce costly turnover, saving hospitals millions in recruitment and training expenses. Therefore, NRPs are a cost-effective investment in nursing workforce strength and care quality.

This study investigated psychosocial stress among female correctional officers in Delta State, Nigeria, focusing on its causes, health consequences, adequacy of support systems, and the effectiveness of stress management training programmers. Employing a descriptive survey design, the study population included all 247 female correctional officers in the state who also formed the sample through census sampling. Data were collected using a validated structured questionnaire (Cronbach’s Alpha = 0.84) and analyzed using descriptive statistics and a one-sample t-test at a 0.05 significance level. Findings revealed that significant psychosocial stress among officers stemmed from role conflict, workplace violence, and gender discrimination. These stressors were strongly associated with anxiety, depression, and burnout. Existing support systems were found to be inadequate, while structured stress management training programmers significantly reduced stress and improved job satisfaction. The study was limited to one state and relied on self-reported data, which may affect the generalizability of results. It recommends that correctional management enforce strict policies against workplace violence and gender discrimination, and implement regular stress management training. These measures can enhance officer wellbeing, promote workplace equity, and strengthen correctional service delivery in Nigeria. This research contributes novel insights into occupational health challenges faced by Nigerian female correctional officers a group rarely examined in occupational health research, and proposes workplace-adaptive preventive strategies.

Nuclear medicine technologists' perceptions on role extension in South Africa.

Emotional intelligence (EI) is increasingly recognized as a pivotal factor in achieving organizational effectiveness within technical vocational education and training (TVET) institutions. This comprehensive review synthesizes recent international and empirical literature to critically examine the mechanisms, strategies, and outcomes associated with the integration of EI frameworks in diverse TVET contexts. Employing a systematic literature search using databases, twenty core studies—including both empirical and theoretical works—were thematically analyzed. The findings reveal that EI fosters essential non-technical skills, enhances leadership, strengthens teamwork, improves job satisfaction, and increases institutional adaptability, contributing to positive organizational climates and effective institutional change. Promising strategies for EI development include peer mentoring, structured EI training programs, and curriculum integration initiatives, all reinforced by strong organizational and social support systems. However, the review identifies several enduring challenges: the need for standardized and context-sensitive EI assessment tools, adaptation to culturally and institutionally diverse educational settings, and ethical concerns surrounding the adoption of AI-driven EI technologies. Notably, the review highlights a gap in longitudinal research addressing the sustained impact of EI integration within vocational education. Recommendations are advanced for future research, policy, and practice, emphasizing the importance of robust, context-sensitive interventions, ethical technology adoption, and multinational collaborations to enhance the value and effectiveness of EI frameworks. Overall, integrating emotional intelligence represents a promising pathway toward sustainable organizational growth and enhanced institutional performance within the rapidly evolving technical vocational education sector.

BackgroundHealthcare Workers (HCWs) frequently face high levels of occupational stress, job dissatisfaction, and burnout due to the demanding nature of their work. In the United Arab Emirates (UAE), these challenges are further intensified by the rapid growth of the healthcare sector and increasing workloads, making it particularly critical to study these variables. Therefore, this study aimed to investigate the influence of occupational stress and job satisfaction on burnout and to identify the key predictors of burnout among HCWs in the UAE.MethodsA cross-sectional study was conducted among 498 HCWs from hospitals and primary healthcare centers under Emirates Health Services/ Ministry of Health and Prevention. Data was collected using the Work Stress Questionnaire (WSQ), Maslach Burnout Inventory (MBI), and Minnesota Satisfaction Questionnaire (MSQ).ResultsThe mean level of occupational stress was moderate, with a mean of 34.68 (SD = 10.15). The most affected subscales were “work-to-leisure time interference” and “influence at work.” The level of job satisfaction was also moderate, with a mean of 3.13 (SD = 0.75), and the highest satisfaction was related to extrinsic factors. The levels of burnout were notably high for emotional exhaustion and depersonalization, whereas “personal accomplishment” was less affected. Stepwise multiple regression analysis revealed significant predictors of emotional exhaustion (R2 = 0.530), including individual demands, work-to-leisure conflict, job satisfaction, income, and marital status. Depersonalization was predicted by indistinct organization, income, and employment type (R2 = 0.254). The least affected personal accomplishment subscale was predicted by occupational stress, age, education, nationality, and working hours, accounting for 6.9% of the variance (R2 = 0.069).ConclusionThe present study has highlighted the urgent need for targeted interventions to reduce occupational stress and improve job satisfaction to combat burnout among HCWs in the UAE. Organizational strategies should focus on workload management, promoting a healthy work-life balance, and clearly defining roles. These findings offer a foundation for informed policy actions to safeguard HCW well-being and elevate healthcare quality.

ABSTRACT Effective time management is key to boosting teachers’ job satisfaction and making schools more appealing to educators. This study used a year and county fixed-effects model to explore the link between working hours, time distribution, and teachers’ job satisfaction. The sample included 15,978 teachers from 333 schools in China between 2018 and 2020. By using instrumental variables for working time and Lewbel’s method for causal identification, the authors found that teachers’ working hours significantly reduced job satisfaction. Specifically, the time spent on lesson preparation and homework grading was also negatively associated with teacher satisfaction. Moreover, the study recommends that schools maintain an appropriate student–teacher ratio and increase the share of teachers’ base pay and benefits to further improve job satisfaction.

This study explores the impact of the workplace environment on job satisfaction and stress levels among employees in India’s Information Technology (IT) sector. By thoroughly monitoring factors such as organizational culture, leadership styles, job design, and demographic variables, the study seeks to find the key elements that affect workers well-being and organizational performance. The study highlights significant connections between workplace environment characteristics and employee outcomes. Organizational culture is identified as a crucial factor, with supportive and positive cultures linked to higher job satisfaction and lower stress levels. Leadership practices and job design also play a crucial role in shaping employee experiences, with effective leadership and thoughtfully designed roles contributing to increased job satisfaction and reduced stress. Furthermore, the study observed gender-based differences in job satisfaction and stress levels, underscoring the need for gender-sensitive approaches in organizational policies and initiatives. Also, the study highlights the significance of organizations prioritizing employee well-being and mental health by promoting work-life balance, effective stress management, and supportive workplace practices. The results suggest that IT companies in India can benefit from introducing initiatives aimed at improving job satisfaction and alleviating employee stress. By cultivating a positive workplace culture, offering resources to help employees handle job demands, and promoting diversity and inclusion, organizations can create healthier, more inclusive, and productive environments.

Purpose - This study aims to examine the influence of occupational stress on employees' turnover intention at PT IMB Yogyakarta, with perceived labor market condition as a mediating variable. Design/methodology/approach - The approach used in this study is quantitative with a survey method. The research sample consisted of 94 employees at PT IMB Yogyakarta selected using a non probability sampling.technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the SmartPLS software. Originality - This study contributes to the understanding of how occupational stress impacts employees' intention to leave an organization, and how perceived labor market condition plays a role in mediating that relationship, especially within the high-pressure work culture context of a private company. Findings and Discussion - The findings indicate that occupational stress has a positive and significant effect on turnover intention. However, perceived labor market condition also plays an important role by mediating the impact of stress. Employees who perceive that external job opportunities are limited may delay their resignation decisions even under stressful conditions. Conclusion - These results suggest that reducing occupational stress and improving job satisfaction are essential to retaining employees. Additionally, understanding the dynamics of perceived labor market conditions can help companies develop better HR strategies in competitive environments.

This paper analyzes the current research status of job satisfaction among obstetric nurses at home and abroad, including research methods, influencing factors, correlation relationships, and countermeasures to improve job satisfaction of obstetric nurses. It aims to provide a reference for subsequent studies on job satisfaction of obstetric nurses.

This study aims to analyze the influence of work motivation and work ability on employee job satisfaction at the Department of Marine and Fisheries of Bima Regency. The research employed a quantitative approach with an associative type of study. The population consisted of 67 employees, and a sample of 38 civil servants was selected using a purposive sampling technique. Data were collected through a closed-ended questionnaire using a five-point Likert scale and analyzed using multiple linear regression with SPSS version 26. The validity and reliability tests confirmed that all items were valid and reliable. The results indicate that work motivation has a positive and significant effect on job satisfaction, and work ability also shows a positive and significant impact. Simultaneously, both variables significantly influence job satisfaction with a coefficient of determination (R²) of 0.967, meaning that 96.7% of job satisfaction variation is explained by motivation and work ability. These findings confirm that enhancing employee motivation and competence is a strategic factor in improving job satisfaction and performance in public sector organizations.

This study aims to analyze the influence of work discipline and organizational culture on employee job satisfaction at Hotel Sangga Buana. Job satisfaction is a crucial factor in improving performance, productivity, and employee loyalty in the hospitality industry, which demands professionalism and excellent service. The research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 employees from operational and administrative departments. The data were analyzed using multiple linear regression with the assistance of SPSS version 25. The results reveal that both work discipline and organizational culture have a positive and significant effect on job satisfaction, both partially and simultaneously. Work discipline was found to be the most dominant variable influencing job satisfaction, as high discipline fosters order and accountability in the workplace. Meanwhile, a positive organizational culture contributes to a harmonious work environment and enhances employee motivation. These findings emphasize the importance of implementing strong discipline and cultivating a supportive organizational culture to improve job satisfaction and overall employee performance in the hospitality sector.

This research examined the effect of compensation strategies on employees’ performance in commercial banks in Calabar, with emphasis on performance incentive programmes, recognition reward systems, and work-life balance frameworks. The study was prompted by the observed decline in employee performance within the Nigerian banking sector, often driven by poor compensation practices, unrealistic performance targets, high turnover rates, and workplace stress. The specific objectives were to determine the effect of performance incentive programmes, recognition reward systems, and work-life balance frameworks on employees’ performance. Primary data were obtained from 246 customer-facing employees of First Bank Nigeria Limited in Calabar through a structured questionnaire. A census sampling technique was employed to include the entire target population, ensuring complete representation. Data were analysed using descriptive statistics, while multiple regression analysis was employed to test the study’s hypotheses. Findings revealed that performance incentive programmes, recognition reward systems, and work-life balance frameworks each had significant positive effects on employees’ performance. The study concluded that well-structured and employee-centered compensation strategies are crucial in enhancing productivity, motivation, and organisational commitment while reducing turnover rates. Guided by these findings, the study recommended that commercial banks should expand their performance incentive programmes with tiered rewards, strengthen recognition reward systems through transparent and frequent acknowledgments, and enhance work-life balance frameworks by introducing flexible work arrangements and wellness support initiatives. These measures are expected to improve job satisfaction, boost performance, and promote long-term operational efficiency in the banking sector.

High turnover rates can hinder hospitals and the healthcare system from achieving their goals of providing high-quality medical services. Consequently, turnover intention (TI) has emerged as a critical issue within healthcare environments, adversely affecting the quality of care delivered to patients. This study investigates the relationship between career plateau (CP) and TI among nurses, with job burnout (JB) serving as a mediating factor. This cross-sectional study was conducted from February to November 2021. The population comprised 1,289 nurses from Qazvin University of Medical Sciences (QUMS) teaching hospitals. According to Morgan’s sample size table, the required sample size was determined to be 297 nurses. A stratified sampling method was employed to ensure a representative sample. We utilized standardized questionnaires, including Milliman’s CP Scale, Maslach’s JB Inventory, and Kim-Leong’s TI Scale. Statistical analyses were performed using Structural Equation Modeling (SEM), t-tests, ANOVA, Pearson correlation tests, and regression analyses to explore the relationships among the variables. The results were analyzed using R software version 4.1.1. The means and standard deviations for the study variables were as follows: CP (M = 38.08, SD = 5.75), JB (M = 65.99, SD = 16.68), and TI (M = 8.20, SD = 3.31). The results indicated that CP has an indirect relationship with TI, mediated by job burnout. Significant positive correlations were observed among the variables: JB with TI, JB with CP, and CP with TI (p < 0.05), both content plateau and hierarchical plateau scores were higher in female nurses. Additionally, mean scores for job burnout, emotional exhaustion, depersonalization, and TI were also higher among female nurses. Our findings demonstrate that CP significantly influences JB and TI among nurses. The implications of TI are substantial, as they incur high costs related to recruitment, training, and employee retention. Therefore, healthcare managers should adopt human resource management strategies aimed at alleviating workload and working hours, promoting physical and mental health, reducing stress levels, and enhancing communication skills. Implementing these strategies can improve job satisfaction among nurses and ultimately reduce burnout and TI.

The overall purpose of this survey was to assess the current state of pharmacy leadership in hospitals and health systems to identify opportunities and challenges in maintaining, growing, and filling formal leadership roles that would guide the pharmacy profession. A self-administered, cross-sectional email survey was used to collect information from 1,263 randomly selected hospital and health-system pharmacy leaders to assess their perspectives with respect to job satisfaction, current workforce recruitment pipeline for formal leadership roles, desire to continue current leadership roles, motivators and discouragers to seek advancement, and development and support structures that may affect advancement, retention and work-life balance. The response rate was 63% (788/1,243). Of the 788 respondents, 42% were system-level health-system pharmacy leaders, 27% were hospital pharmacy leaders, and 32% were mid-level pharmacy managers. Overall, the results suggest most pharmacy leaders are satisfied with their role, although job satisfaction has worsened when compared to the prior 12 months for a notable percentage of each leadership group. The majority of pharmacy leaders are not actively seeking to leave health systems despite challenges they face and are looking to grow within their existing or similar organizations. Several areas of improvement include opportunities to improve job satisfaction, create environments that foster career growth and retention, the need for strong internal development programs, and succession planning processes. Most pharmacy leaders are satisfied with their leadership role and would pursue leadership in hospital or health-system pharmacy if starting their career over. Attention needs to be given to the percentage of dissatisfied pharmacy leaders and those whose job satisfaction has worsened when compared to the prior 12 months. Opportunities exist to increase succession planning, continuous professional development, mentorship, and work-life balance to build a qualified pool of leaders and sustain the satisfaction of current leaders.

This study aims to analyze the influence of work-life balance, organizational culture, and emotional intelligence on employee performance, with job satisfaction as an intervening variable. The study was conducted on employees of the Department of Education and Culture of Cilacap Regency. A quantitative approach was employed, using a survey method through the distribution of questionnaires. The population consisted of 120 employees, all of whom were selected as samples using a saturated sampling technique combined with purposive sampling. The data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results of the study indicate that work-life balance, organizational culture, and emotional intelligence have a positive and significant effect on job satisfaction. Job satisfaction, in turn, has a significant positive effect on employee performance. Moreover, job satisfaction is proven to significantly mediate the relationship between the three independent variables and employee performance. Enhancing work-life balance, strengthening a positive organizational culture, and developing employees' emotional intelligence can improve job satisfaction, ultimately leading to better employee performance. These findings highlight the importance of creating a balanced work environment, fostering a supportive organizational culture, and developing emotional intelligence to improve employee performance at the Department of Education and Culture of Cilacap Regency. This research is expected to contribute to the development of human resource management in government institutions

This study examines the dynamics of Quality of Work Life, Workload, and Job Satisfaction in efforts to enhance Employee Productivity at PT. Bank Capital Indonesia, Tbk. Faced with increasingly complex industry challenges, companies need to effectively manage human resources to maintain competitiveness. Work-life balance, job satisfaction, and quality of work life are important factors that play a role in employee productivity, especially when workload increases. A quantitative approach with a descriptive correlational design was used in this study, with data collected through questionnaires and analysed using Structural Equation Modeling (SEM) with the AMOS software. The cluster random sampling technique was applied to select a sample proportionally. The findings show that Quality of Work Life and Job Satisfaction positively influence employee productivity, while Workload negatively impacts Job Satisfaction. However, Workload did not show a significant direct effect on Employee Productivity. Mediation analysis revealed that Job Satisfaction does not act as a mediator between Quality of Work Life and Employee Productivity. These findings suggest that improving Job Satisfaction, Quality of Work Life, and Work-life Balance can enhance employee productivity in the banking sector.

Burnout among midwives is a critical issue influenced by organisational and work environment factors, potentially impacting job satisfaction and overall well-being. Workplace conditions and organisational support play a crucial role in determining job satisfaction and burnout levels in healthcare professionals, particularly midwives. Understanding these relationships can inform strategies to enhance job satisfaction and reduce burnout. This study aimed to examine the relationships between organisational factors, work environment and burnout among Jordanian midwives, with job satisfaction as a mediating factor. A cross-sectional study was conducted among 182 midwives employed in Ministry of Health hospitals. Data were collected using a sociodemographic questionnaire, the McCloskey/Mueller Satisfaction Scale (MMSS), the Practice Environment Scale of the Nursing Work Index (PES-NWI), the Copenhagen Burnout Inventory (CBI) and the McCain and Marklin Social Integration (MMSI) Scale. Structural Equation Modelling (SEM) was used to test the proposed conceptual model. Results showed that 45.1% of midwives experienced high burnout, while 52.2% reported moderate burnout. SEM analysis indicated a direct association between burnout and coworker and supervisor support (β = - 0.18; p < 0.001), experience (β = 0.38; p < 0.001) and marital status (β = 0.38; p ≤ 0.001). The work area had an indirect effect on burnout (β = - 0.23; p < 0.001). Job satisfaction mediated the relationships between work environment, coworker and supervisor support and demographic factors, highlighting its role in reducing burnout. Enhancing workplace conditions and fostering supportive professional relationships may improve job satisfaction and mitigate burnout among midwives.

This study investigated the mediating role of psychological ownership in the relationship between ethical leadership and job satisfaction among employees in Pakistan. A sample of 273 full-time employees aged 19–40, each with at least one year of organizational tenure, was selected through a purposive sampling technique. Using a quantitative, cross-sectional correlational design, the study utilized three instruments to measure the variables: the Ethical Leadership Scale, the Psychological Ownership Scale, and the Minnesota Satisfaction Questionnaire. The study strictly followed APA 7th edition ethical guidelines. IBM SPSS Version 26 was used for data analysis, including Pearson product-moment correlation and mediation analyses via Hayes’ Process Macro 4.2 (Model 4). Results revealed significant positive correlations among ethical leadership, psychological ownership, and job satisfaction. Mediation analysis further confirmed that psychological ownership partially mediated the relationship between ethical leadership and job satisfaction. These findings suggest that ethical leadership not only directly enhances job satisfaction but also indirectly fosters it by strengthening employees’ sense of ownership. Practically, organizations should promote ethical leadership practices to cultivate psychological ownership, thereby improving job satisfaction and overall employee well-being.