Increase Job Satisfaction Research Articles

The Effect of Job Stress and Coping Strategies on Job Satisfaction Mediated by Work Family Conflict (Study on Kendari Polresta Personnel)

This research aims to examine the Effect of Job Stress and Coping Strategies on Job Satisfaction Mediated by Work Family Conflict. This type of research is explanatory research. The populations in the study were all police personnel in the Kendari Police detective field. The number of samples determined was 130 respondents. The analysis method uses structural equation modeling (SEM) using the AMOS 4.01 program package to obtain results of causal relationships between the variables developed in the model. The test results show that: Job stress from the results of this research is proven to have a negative and significant effect on the job satisfaction of police personnel; Coping strategies directly have a positive and significant effect on job satisfaction of police personnel, Work-family conflict directly has a negative and significant effect on job satisfaction, Job stress has a positive and significant effect on work conflict; (5) Coping strategies have a negative and significant effect on work-family conflict. Work stress has an influence on job satisfaction and can be significantly mediated by work-family conflict, so it can be said that work conflict has a significant influence as a mediator variable in this research and strategy. Coping has a significant influence on job satisfaction. The influence on job satisfaction variables can be significantly mediated by conflict. family work. This means that reducing work stress will have an impact on increasing job satisfaction through reducing work conflict, as well as better coping strategies will have an impact on increasing job satisfaction through work conflict.

An Analysis of the Role of Work Motivation and Work Discipline in Improving Employee Performance: Job Satisfaction as a Mediating Factor (Case study on PT Prima Sejati Sejahtera I)

This study analyzes how worker motivation and discipline affect performance through job satisfaction. Using primary data, this study is quantitative. This study took a sample of all workers totaling 48 people because the population was below 100. Path analysis and multiple linear regression are used. The hypothesis of this study produces the following conclusions: work motivation, discipline, and job satisfaction improve employee performance at PT Prima Sejati Sejahtera I. Work motivation and discipline increase job satisfaction in employees. PT Prima Sejati Sejahtera I workers will be more productive when job satisfaction is high, because they can moderate the relationship between work motivation and work discipline.

The Effect Of Work Engagement And Income Satisfaction To The Work Competence Of Employees With Satisfaction Work As An Intervening Variable In The Office Binjai City Regional Secretariat

The aim of this research is to determine and analyze the influence of Job Involvement and Income Satisfaction on Job Competence which is mediated by Job Satisfaction at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 10,633 > 1.96 and the P Value of 0.000 < 0.05. On the influence of Income Satisfaction on employee work competence, the T-Statistic data obtained was 6,260 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Income Satisfaction on Work Competence. Work Engagement has a significant effect on Employee Job Satisfaction with a T-Statistic value of 15,172 > 1.96 with a P-Value value of 0.001 < 0.05. Income satisfaction has a significant effect on employee job satisfaction. This can be seen from the results of the T-Statistic value of 9,523 > 1.96 with a P-Value value of 0.000 < 0.05. On the influence of Job Satisfaction on Job Competence, the T-Statistic value is 1,060 < 1.96 with a P-Value of 0.290 > 0.05, which means that Job Satisfaction has no significant effect on the Job Competence of the Binjai City Regional Secretariat Office. In the indirect effect, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Income Satisfaction and Job Competence. This shows that improvements in Income Satisfaction can increase Job Satisfaction, which ultimately contributes to increasing Work Competence at the Binjai City Regional Secretariat Office.

Actualizing the Full Potential of Public Health Community Health Workers

Summary: Community health worker career paths that include policy, system change, program and process development, and advocacy will increase job satisfaction and sustainability. Community health workers employed at an organizational level can be liaisons between public health and community organizations to improve relationships and develop system-level culturally and linguistically appropriate services, information, resources, and policies.

BALANCING ACT: Effective Stress Management For A Harmonious Work Environment. Elevate Your Workday, Stress Less Achieve More!

In today's fast-paced and dynamic work environment, stress management is key to creating a harmonious and productive workplace. Workplace stress is not only a challenge but also an opportunity to improve personal well-being and professionalism. This research aims to explore practical and proven stress management strategies that can improve the quality of the workday and work outcomes. Based on the Systematic Literature Review (SLR), practices such as mindfulness and programs such as Mindfulness-Based Stress Reduction (MBSR) are proven to reduce emotional exhaustion and improve employees' psychological well-being. In addition to individual stress management, these strategies also positively impact team dynamics by reducing interpersonal conflict and encouraging collaboration. However, implementation of stress management practices in the workplace often faces barriers such as resistance to cultural change and insufficient support from management. Overcoming these barriers requires a comprehensive approach that involves education, training, and the development of supportive policies. An organizational culture that prioritizes mental health and leadership that emphasizes employee well-being is critical to the long-term success of workplace stress management techniques. By integrating these strategies, this research aims to empower individuals and organizations to control stress, increase job satisfaction, and achieve professional goals more effectively.

Job Satisfaction of Bankers in Islami Shariah-based Private Commercial Banks of Bangladesh: Application of Job Characteristics Model

The study aims to find connections between job satisfaction and different parts of the Job Characteristics Model (JCM) in Bangladesh's non-government Islamic banks. 238 bankers filled out an organized questionnaire for a quantitative research design study. The outcomes were examined using descriptive statistics, multiple regression analysis, correlation analysis, and dependability analysis. The multiple regression analysis shows that the JCM's categories can predict satisfaction well, explaining 59.5% of the total variation. Skill variety, job identity, autonomy, and feedback practices significantly increase job satisfaction, while task significance does not. The most influential factor in determining bankers' job satisfaction was autonomy. The study shows the significance of job characteristics in determining job satisfaction among bankers in Islami Shariah-based Private Commercial Banks. To improve job satisfaction and organizational success, managers and lawmakers should consider making skills more varied, tasks more straightforward, freedom more available, and feedback more available.

The effect of public services, motivation and income on employee performance through job satisfaction At the binjai city BPKPAD Office

The purpose of this study is to find out and analyze the influence of Public Services, Motivation and Income on Performance mediated by Job Satisfaction at the BPKPAD Office of Binjai City. This research was carried out at the BPKPAD Office of Binjai City. The type of research is quantitative associative. The population in this study is 190 employees with ASN and honorary status in the General Section of the BPKPAD Office in Binjai City. The sampling technique in this study uses the slovin technique which is as many as 129 people. The results of the study show that Public Services have a significant influence on Performance as shown by the T-Statistic value of 10,702 > 1.96 and the P Value of 0.000 < 0.05. The influence of Motivation on performance is shown by a T-Statistic value of 3,209 > 1.96 and a P Value of 0.001 < 0.05 which shows that there is an influence between motivation and employee performance. In the effect of Income on Employee Performance, data on the T-Statistical value was obtained from 3,057 > 1.96 and a P-Value value of 0.001 < 0.05 or there was an effect of Income on Performance. Public Services had a significant effect on Employee Job Satisfaction with a T-Statistic value of 2,393 > 1.96 with a P-Value of 0.031 < 0.05. Motivation has a significant effect on Employee Job Satisfaction. This can be seen from the results of the T-Statistic value of 15,735 > 1.96 with a P-Value of 0.000 < 0.05. On the effect of Income on Job Satisfaction, a T-Statistic value of 4,302 < 1.96 was obtained with a P-Value of 0.000 > 0.05 which means that Income has a significant effect on the Job Satisfaction of Employees of the BPKPAD Office in Binjai City. In the indirect influence of the results, the results show that Job Satisfaction does not have a role as an intervention variable in explaining the relationship between Public Service, Motivation and Income on Performance. This shows that improvements in Public Services, Motivation and Income cannot increase Job Satisfaction, which in the end will not contribute to improving Performance at the BPKPAD Office of Binjai City.

Analyzing the Satisfaction of Coworking Space Users in Terms of Control

Due to technological developments that have changed the way people work, office interiors are also evolving and there has been an accelerating transition from conventional offices to shared workplaces since the rise of flexible working. These coworking spaces are intended to offset the negative effects of home-office and remote working, such as isolation and lack of collaboration. However, coworking places are more likely to improve performance and well-being when their users are given control. Accordingly, drawing on the concept of control developed by Evans and McCoy (1998), this study analyzed the satisfaction of coworking space users in terms of key control-related design factors, namely flexibility, indoor environmental control including thermal quality, air quality, visual quality, acoustic quality and furniture and layout, privacy, and territoriality. Data were collected via a survey conducted of the users of Originn Coworking Offices, İzmir, and via interviews with its founders. The findings indicate that users feel more satisfied resulted with an increased job satisfaction and productivity if they have control over their space. These findings can guide professionals in designing and constructing shared offices to meet the expectations of users, and in designing and developing existing coworking spaces.

Impact of Employer Branding on Job Satisfaction: A Conceptual Framework

Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers published in peer reviewed journals that are indexed in various databases related to employer branding and job satisfaction. Findings: The findings of the study reveal that employer branding involves all the strategies that an organisation undertakes in order to elevate its reputation in the eyes of its current employees by virtue of its unique employee value proposition and also create a positive image in the minds of their prospective employees by highlighting various monetary and non-monetary benefits for getting associated with the brand. Also, organisation in their quest to attract and retain talented workforce have realised the importance of employer branding. The study also reveals that when employers prioritize meeting employee expectations, such as offering career advancement prospects and equitable remuneration, while still satisfying their own commitments, it fosters a sense of fairness and trust that eventually results in job satisfaction. Implications: The study offers practical implications for organisations and human resource professionals. The organisations should reflect on the expectations of the workforce in order to foster a sense of belonging among the employees and increase job satisfaction. These expectations may be related to work-life balance, career development opportunities, an inclusive work culture, fair compensations, recognition and appreciation for their efforts. Originality: The study emphasises the crucial role of employer branding and its various dimensions on employee job satisfaction in organisations as well as in higher educational institutions. Further, different empirical studies can use the developed conceptual framework to examine the relationship between employer branding and job satisfaction.

The Influence of Work Motivation and Job Satisfaction on the Performance of Employees at the Yarsi Pontianak Health College

This research aims to analyse the influence of job satisfaction and work motivation on the performance of employees at the Yarsi Pontianak College of Health Sciences (Stikes). We employ a quantitative approach with explanatory research as our research method. We collected data by distributing questionnaires to all employees of Stikes Yarsi Pontianak, which included 20 lecturers and 26 education staff, resulting in a total sample of 46 people. The data analysis technique uses structural equation modelling (SEM) with a partial least squares (PLS) approach via SmartPLS version 4.0 software. The research results show that: (1) Job satisfaction has a positive and significant effect on the performance of Stikes Yarsi Pontianak employees with a t-statistic value of 1.969 > 1.96, p-values 0.050 < 0.050, and a path coefficient of 0.405; (2) Work motivation has a positive and significant effect on the performance of Stikes Yarsi Pontianak employees with a t-statistic value of 2.602 > 1.96, p-values 0.010 < 0.050, and a path coefficient of 0.540. These findings imply that to improve employee performance, Stikes Yarsi Pontianak must pay attention to factors that can increase job satisfaction and work motivation, such as a conducive work environment, fair compensation, career development opportunities, good interpersonal relationships, job security, suitability for tasks, and motivational approaches tailored to individual needs. Future research should investigate additional variables that could impact employee performance, utilizing a wider range of research methods to provide a more comprehensive understanding.

Current Status of Hospitalist Practice and Factors Influencing Job Satisfaction in Korea.

Although the roles and responsibilities of hospitalists have grown considerably in recent years, research on the current job status and satisfaction levels of Korean hospitalists is lacking. We investigate the present state of Korean hospitalists and the factors influencing their job satisfaction 6 years after the pilot program's launch. This cross-sectional analysis was based on an online survey conducted from January 30 to February 18, 2023. Korean hospitalists (N = 303) MAIN MEASURES: The survey encompassed participant demographics, hospital information, education, clinical practice, research involvement, and job satisfaction. We employed multiple logistic regression analyses to identify determinants of satisfaction as a hospitalist. The analysis was based on 79 hospitalists' responses (response rate 26%). Respondents had a median age of 39 years; approximately half were male internal medicine specialists, possessing over 3 years of hospitalist experience. Most respondents were interested in clinical work (94.4%), with only 21.5% interested in research and evidence-based medicine. Over two-thirds indicated that non-clinical duties occupied less than 20% of their time. Overall, job satisfaction among hospitalists averaged 51.9%. Notably, the availability of a research mentor was significantly associated with job satisfaction (P = .011). While hospitalists with more than 3 years of experience, more hospitalists per facility, and autonomy were associated with increased job satisfaction, these associations were not statistically significant. Furthermore, there was no association between night shift work, work type, or work hours and job satisfaction. Although Korean hospitalists primarily focus on clinical practice, our study underscores the positive impact of mentorship from research mentors on job satisfaction, supported by comprehensive univariate and multivariate analyses. These findings signal a progressive transformation in the role of Korean hospitalists, as they increasingly engage in research alongside patient care.

Does Organizational Support Really Influence Satisfaction and Well-Being During Enforced Working from Home?

Theoretical background: The transition to enforced working from home (EWfH) due to the COVID-19 pandemic has dramatically altered work dynamics, necessitating a reevaluation of traditional labor relations and service delivery. This shift underscores the need for comprehensive organizational support, with theoretical frameworks like the job demands-resources (JD-R) model and work-life boundary management theory highlighting the impact of remote work on employee well-being, productivity, and job satisfaction. These frameworks suggest that well-being is influenced by the balance between job demands and resources, and how individuals manage work-life boundaries, laying the groundwork for exploring how organizational support can address EWfH challenges. Purpose of the article: This article aims to delve into organizational support during EWfH and its impact on employee well-being. It focuses on identifying critical support aspects and their influence on subjective well-being, providing insights into effective remote work practices and guiding organizations in supporting their workforce post-pandemic. Research methods: Employing a mixed-methods approach, the study surveyed 429 Polish employees across different sectors, complemented by qualitative interviews for deeper insight. This methodology enabled the collection of comprehensive data on employer support perceptions and their impact on remote working well-being, analyzed through statistical and thematic analysis methods. Main findings: Key findings underscore the importance of effective communication, resource access, well-being support, and career growth opportunities as crucial organizational support aspects for remote employees. A significant correlation was found between organizational support levels and enhanced employee well-being, with higher support linked to reduced stress, improved work-life balance, and increased job satisfaction. The study also emphasizes the need for personalized support strategies, accounting for individual differences and home working environments, to foster a positive remote working experience and ensure long-term productivity and well-being. The main application of your paper, which examines the impact of company policies on employee well-being during EWfH, could be the development of a comprehensive guide or toolkit for organizations to better support their remote workforce. This application would be particularly relevant to HR departments, managers and organizational leaders.

Pengaruh Kepuasan Kerja Terhadap Tingkat Intensi Turnover Karyawan PT. Majuperkasa Indonesia

Human resources (HR) is one of the main organizational capital that can encourage other resources, therefore the success of a company or organization is highly dependent on the quality of human resources in the organization. In developing a company or organization, it cannot be separated from the problem of employee turnover intention. One of the influences on turnover intention is job satisfaction in employees. In this study, the effect of job satisfaction is further investigated to determine whether employee job satisfaction affects employee turnover intention. The research design used is non-experimental quantitative with survey method. The participants of this study amounted to 65 people and data collection was carried out online with purposive sampling technique and the data were processed using simple linear regression analysis. The results of the analysis showed a significant negative influence, meaning that the higher the job satisfaction will have a significant effect on the lower the turnover intention.It is hoped that the results of this research can have implications for PT. Majuperkasa Indonesia to make efforts to increase job satisfaction, such as providing clear compensation, rewards and punishment.

Peran Kepemimpinan Transformasional Dalam Meningkatkan Kepuasan Kerja dan Kinerja Guru

The aim of this research is to analyze the role of transformational leadership in increasing job satisfaction and teacher performance. Writing this scientific article uses literature study. Data was collected through text studies and relevant research results. Data analysis is carried out in steps, namely. First, the data that has been collected is classified based on the formulation of the problem being studied. Second, analyze the data that has been studied using content analysis. Third, drawing conclusions accompanied by suggestions based on the results of the analysis carried out previously in the first and second steps. Based on the results of the discussion, it can be concluded that the role of transformational leadership in increasing job satisfaction and teacher performance is very effective and efficient. These efforts are applied through education or leadership training to foster teachers who are innovative, reflective, creative and charismatic in carrying out their responsibilities effectively, education or leadership training to foster changes in behavior and the main responsibility of teachers in carrying out their responsibilities effectively, by delegating authority to lead. The ability to manage class administration and create programs, as well as providing education about self-evaluation and authority to carry out activities based on personality and independence, as well as recognizing awards and improving incentive systems, are all very important. In addition, the ability to improve the reward system for good behavior is also important.

Adaptation and Validation of the Individual Work Performance Questionnaire into a Portuguese Version

The aim of this study is to adapt and validate the Individual Work Performance Questionnaire (IWPQ) to a Portuguese version (IWPQ-PT) and to evaluate its psychometric properties in a sample of 423 digital sector workers. Two studies were conducted to define the factorial structure. In study 1 (n = 162), the results of an exploratory factor analysis pointed to a three-factor structure (18 items), explaining 55.56% of the variance. In study 2 (n = 261), the results of a confirmatory factor analysis revealed a good model fit (CFI = 0.95; RMSEA = 0.06), also reproducing the structure of the original model. The overall scale and subscales demonstrated good reliability, with Cronbach’s alpha coefficients ranging from 0.72 to 0.88. Correlations between the IWPQ-PT subscales and other instruments revealed that higher task and contextual performance are associated with increased job satisfaction, work engagement, and decreased turnover intention. Conversely, counterproductive work behavior is associated with lower job satisfaction, work engagement, and higher turnover intention. This study underscores the contributions of the IWPQ-PT as a reliable and valid tool for assessing individual work performance in Portuguese organizations and highlights its contributions to the field of employee work performance research as well as human resources practices.

Increasing Job Satisfaction Through Transformational Leadership: Mediated by Organizational Culture and Work Motivation

Increasing Job Satisfaction Through Transformational Leadership: Mediated by Organizational Culture and Work Motivation

요양보호사의 근무환경이 직무만족에 미치는 영향

Objectives The purpose of this study is to analyze the mediating effect of job enthusiasm in the relationship between the work environment and job satisfaction of the nursing care workers who work in long-term care homes for the elderly. Methods This study conducted a survey on 330 caregivers working at long-term care facilities for the elderly in Yeongdong-gun, and analyzed the collected questionnaire data using SPSS 24.0 and AMOS 24.0 statistical programs. Results First, out of the working environment factors of nursing care workers at long-term care homes, all of them, namely the human environment, physical environment, reward systems, and job expertise factors, had a significant and positive impact on job enthusiasm. Second, of the work environment factors of the nursing care workers of long-term care homes, the physical environment and reward system factors had a significant and positive impact on job satisfaction. Third, the job enthusiasm of the nursing care workers at long-term care homes turned out to have a similarly significant and positive impact on job satisfaction. Fourth, in the relationship between work environment factors of nursing care workers at long-term care homes, such as the human environment, physical environment, reward system, job expertise, and job satisfaction, it was shown that, upon all of these factors, job enthusiasm had a significant mediating effect. Fifth, with regard to the groups where the work experience was less than five years and those of five years or longer, the difference between these two groups was confirmed in the paths of [reward system→job enthusiasm], [reward system→job satisfaction], [job enthusiasm→job satisfaction]. Conclusions This study is significant in that it identified the working environment of nursing care workers and sought specific action plans to increase job satisfaction by increasing job enthusiasm.

EXAMINING THE RELATIONSHIP BETWEEN TRANSFORMATIVE LEADERSHIP STYLE AND TEACHERS' JOB SATISFACTION IN SELECTED PUBLIC SECONDARY SCHOOLS IN KAGADI DISTRICT. A CROSS-SECTIONAL STUDY.

Background There has been a growing recognition of the importance of transformational leadership in education, where head teachers inspire and motivate teachers to achieve high levels of performance. The study aims to examine the relationship between transformative leadership styles and teachers' job satisfaction in selected public secondary schools. Methodology A descriptive, correlational, and cross-sectional survey design was undertaken with a mixed approach with both quantitative and qualitative data in 8 secondary schools within Kagadi district. Means and standard deviations were also used to analyze data collected on the dependent variable and the dependent variable using the Likert 5-point scale of the responses. The target population comprised 146 participants which included 08 head teachers and 138 secondary school teachers. Results 24% of the respondents were female while 76% were male. 32%of the respondents had a diploma education level, 62% had a degree and 6% had a master’s degree. The correlation between transformative leadership style and teacher's job satisfaction in Selected public secondary schools in Kagadi District was (r=0.534, sig= 0.011) indicating a moderate positive correlation between Transformative Leadership Styles and Teacher's Job Satisfaction. The coefficient for transformative leadership style (B = 4.379) is statistically significant (p = 0.002), indicating that teachers' job satisfaction increases by 4.379 units for every one-unit increase in transformative leadership. Conclusions The moderate positive correlation between transformative leadership style and teachers' job satisfaction suggests that implementing transformative leadership practices in schools can lead to increased job satisfaction among teachers and are characterized by vision, inspiration, and empowerment, are likely to create a positive work environment that fosters satisfaction and fulfillment among teachers. Recommendations The Ministry of Education and Sports should offer training opportunities for head teachers to enhance their transformative leadership skills further.

RELATIONSHIP BETWEEN OPPORTUNITIES FOR ADVANCEMENT AND TEACHER MOTIVATION IN PRIVATE PRIMARY SCHOOL IN MUKUNGWE SUB-COUNTY, MASAKA DISTRICT. A CROSS-SECTIONAL STUDY.

Background The availability of opportunities for advancement motivates teachers to invest in their professional growth and development, leading to increased job satisfaction and commitment. The study aims to assess the relationship between opportunities for advancement and teacher motivation. Methodology A descriptive, cross-sectional, and correlational survey design. A qualitative approach was employed in examining the non-numerical findings of the study such as gender and attitudes of the respondents on the study variables were coded and summarized to produce descriptive findings. The quantitative approach was used to analyze and interpret numerical data for meaningful findings. Results Most respondents (51%) were in the age range of 20-35 years, followed by 37% in the age range of 36-50 years, and 12% aged 51 years and above. There was a moderately strong positive correlation between opportunities for advancement and teacher commitment (Pearson Correlation = 0.629, p = 0.002). This implies that when teachers perceive there are opportunities for advancement within the school, their commitment tends to be higher. Conclusions There was a moderately strong positive relationship between opportunities for advancement and teacher commitment implying that when teachers perceive there are opportunities for advancement within the school, their commitment tends to be higher. Recommendations Private primary schools should provide more opportunities for leadership roles, teaching specialized subjects, and bonuses for advancement to address perceived deficiencies in these areas.

Dampak Stress Kerja Terhadap Kesejahteraan Mental Anggota Kepolisian

In general, the performance of police officers will not always increase, but sometimes the performance of police officers also decreases due to excessive work stress. This gives rise to various impacts, one of which will have an impact on the mental well-being of police officers. The aim of this research is to determine the impact of work stress on the mental well-being of police officers. This type of research is qualitative research, while for data collection this research uses literature studies. The results of this research show that work stress has a social and psychological impact on the mental well-being of individual police officers who carry out their duties. The importance of managing workload and social support from superiors and co-workers is one of the influential factors in managing the impact of work stress and increasing job satisfaction.