Increase Job Satisfaction Research Articles

A Bibliometric Analysis of Teacher’s Turnover Intention

Aim. The purpose of this article is to review past research trends and explore emerging research directions on teachers’ turnover intentions. Methods. The authors used the co-citation method and bibliometric analysis using VOS Viewer software to review 137 publications mentioning teachers’ intention to leave. Results. The results of the co-citation analysis show that there are 4 main topics, while the results of the bibliographic coupling analysis show that there are 6 main topics in the study of teachers’ intention to quit. From there, it shows that future research trends can focus on specific teacher populations more likely to consider quitting and explore how various factors influence their intentions. Improving teachers’ professional environment to reduce professional burnout and increase job satisfaction is also an interesting future research aspect. Conclusions. In conclusion, this study contributes to the understanding of the literature by classifying studies on teachers’ turnover intention and identifying significant patterns through bibliometric method. However, the study’s limitations, as analyses rely solely on citations, potentially introduce biases; the interpretation of researchers in determining topics may lead to exclusions of emerging trends due to insufficiently gathered publications.

Mediating Effect of Psychological Empowerment Between Perceived Organizational Support and Job Satisfaction Among Engineers in Malaysia

Objective: This research study aims to examine the factors influencing job satisfaction among engineers in Malaysia manufacturing industry. The factors consist of direct compensation, job security, perceived organizational support and mediating role of psychological empowerment. Theoretical Framework: The Maslow’s hierarchy of needs and Herzberg’s two-factor theories were employed in the research and interpret the findings. Method: A quantitative research method was employed to examine the relationships between variables through survey collected from respondents that working in various manufacturing firms across Malaysia. The study utilized a structured questionnaire distributed among 384 respondents via digital platform such as Google questionnaires. This study employed convenient sampling method to ensure representation across different manufacturing sectors. The cross-sectional approach was utilized to capture a snapshot of job satisfaction and its causes at a particular point in time, reflecting current attitudes and influences in Malaysia's manufacturing industry. The data collected will be analyzed using SPSS software for both the pilot test and data analysis. Pearson Correlation, Multiple Regression and PROCESS macro will use to examine the significant relationships between variables and hypothesized relationships. Results and Discussion: The findings show that there are strong positive relationship between direct compensation, job security, perceived organizational support and job satisfaction among engineers. Also, psychological empowerment was revealed as a key mediator to strengthening the link between perceived organizational support and job satisfaction. Research Implications: The results hold practical implications for organizational management and policymakers seeking to increase job satisfaction among engineers. The recommendations include fair and competitive wage structures, ensuring job security through transparent recruiting procedures, creating supportive organizational climates and empowering people to increase job satisfaction.

CHALLENGES AND BENEFITS OF WORK-FROM-HOME POLICIES IN THE IT SECTOR: AN INDIAN PERSPECTIVE

The COVID-19 pandemic has catalyzed a widespread shift to remote work, particularly within the IT sector. This study investigates the unique challenges and benefits of work-from-home (WFH) policies in the Indian IT industry. By conducting a mixed-methods research approach, including surveys and interviews with IT professionals and HR managers, we uncover significant insights. The findings reveal that while WFH offers enhanced flexibility, reduced commuting time, and increased job satisfaction, it also presents challenges such as work-life balance disruption, communication barriers, and difficulties in team collaboration. Additionally, the Indian context introduces specific issues like varying internet connectivity and home infrastructure adequacy. The study provides a nuanced understanding of how cultural and socio-economic factors influence the effectiveness of WFH policies. Recommendations for optimizing WFH strategies in the IT sector include investing in digital infrastructure, fostering a supportive remote work culture, and implementing structured communication protocols. This research contributes to the broader discourse on remote work by highlighting the Indian perspective, thereby assisting policymakers and organizations in creating more resilient and inclusive WFH frameworks. KEYWORDS: Remote Work, IT Sector, Work-from-Home, Indian Perspective, Telecommuting Policies.

PENGARUH ISLAMIC LEADERSHIP DAN MOTIVASI KERJA TERHADAP KOMITMEN ORGANISASIONAL: KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

The objective of this research is to explain the affects of Islamic leadership and work motivation on job satisfaction and organizational commitment of employees at PT Usaha Utama Bersaudara (PT UUB). Data was collected using a survey method involving all employees (86 individuals) through a questionnaire with 68 Likert scale statements and observations. The data was analyzed using SPSS 24 and the Sobel Test. The results of the study demonstrate that Islamic leadership and work motivation have a significant impact on job satisfaction, but not on organizational commitment. Job satisfaction significantly affects on organizational commitment and fully mediates and strengthen the relationship between Islamic leadership and work motivation on organizational commitment. Therefore, the company should strengthen Islamic leadership through training that emphasizes Islamic values, enhance motivation with effective strategies and incentives, and improve job satisfaction by enhancing the work environment, recognition, and employee welfare. By doing so, PT Usaha Utama Bersaudara can increase job satisfaction, which positively impacts and strengthens employees' commitment to the organization.

Agile leadership and employee outcomes: A bibliometric analysis for future research agenda

BACKGROUND: Agile leadership is a critical factor in contemporary organizational dynamics, significantly influencing employee outcomes. Despite its growing importance, there is a lack of comprehensive understanding of the impact and the research trends. OBJECTIVE: This research aimed to conduct a bibliometric analysis to explore the existing literature on agile leadership and its relationship with employee outcomes. METHODS: Data was collected from the Scopus scientific database, focusing on publications from 2010 to May 2024. Using the keywords “agile”, “leadership”, and “agile leadership”, 278 relevant documents were identified and analyzed with VOSviewer software. The data on publications, years, subject areas, authors, journals, institutions, and countries were examined by applying bibliometric analysis. RESULTS: The analysis showed a steady increase in publications on agile leadership, particularly in the last decade. The key research clusters included the impact of agile leadership on interpersonal communication, trust, teamwork effectiveness, job satisfaction, decision-making process, and sustainable innovation in digital transformation. Prominent journals, influential authors, and frequently cited articles were reported. CONCLUSIONS: Agile leadership was increasingly recognized for its valuable impact on employee outcomes. Agile leadership became a catalyst for enhancing interpersonal communication, building trust, improving teamwork effectiveness, increasing job satisfaction, streamlining decision-making processes, and enhancing sustainable innovation for successful digital transformation.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

What Can Affect Employee Perfomance? An Empirical Study Retail Jewellery Company In North Jakarta, Indonesia

This study aims to analyze the effect of work motivation and work environment on employee performance with job satisfaction as a mediating variable among Adelle Jewellery employees in North Jakarta. This research employs a quantitative approach using a survey method, involving 100 employees as the sample. Data collection was conducted through questionnaires measured using a Likert scale. The collected data was then analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results show that work motivation and work environment have a significant impact on employee performance. Additionally, job satisfaction was found to partially mediate the effect of work motivation and work environment on employee performance. This means that enhancing work motivation and creating a conducive work environment can increase job satisfaction, which in turn, improves employee performance. This research provides important insights for Adelle Jewellery's management in understanding the factors that influence employee performance. The practical implications of these findings highlight the importance of management focusing on improving work motivation and creating a supportive work environment to enhance employee satisfaction and performance. The study also suggests the need for further research to explore other factors that may influence employee performance and to test similar models in different industries and contexts.

Unveiling the Link between Stress Levels and Job Performance among Women in Nepal Banking Sector

The banking sector in Nepal heavily relies on the contributions of female employees. However, concerns regarding the impact of stress levels on their job performance have emerged, given the industry's high-pressure nature and cultural dynamics. This study aims to explore the relationship between stress levels and productivity, efficiency, job satisfaction, and retention rates among female banking professionals in Nepal. A comprehensive investigation was conducted using a Likert scale questionnaire distributed among female employees at Nepal Bank I. The questionnaire assessed various dimensions of job performance, including interpersonal, job, and organizational performance. Spearman correlation analysis and regression techniques were employed to analyze the data and test hypotheses regarding the influence of stress factors on job performance. The study revealed moderate to strong positive correlations between stress factors (job burnout, occupational stress, and psychological stress) and different dimensions of job performance. All nine hypotheses proposed in the study were confirmed, indicating a significant impact of stress on job performance. Regression analysis further supported these findings, highlighting the positive influence of psychological and occupational stresses on organizational and interpersonal performance. The findings underscore the importance of addressing stress factors in the workplace to enhance the well-being and effectiveness of female banking professionals in Nepal. By implementing organizational support and gender-sensitive policies, institutions can create a conducive work environment, leading to increased job satisfaction, productivity, and retention rates among female employees. This study contributes to the existing literature by providing empirical evidence of the relationship between stress levels and job performance specifically among female employees in the banking sector of Nepal. The confirmation of hypotheses and the identification of positive correlations between stress factors and job performance dimensions offer valuable insights for practitioners and policymakers aiming to promote the well-being and effectiveness of female professionals in the industry.

Level of Participative Leadership, Quality Culture, Job Satisfaction and Achievement Motivation Lecturer at the Faculty of Sports Science, Universitas Negeri Medan

This research aims to evaluate the level of participative leadership, quality culture, job satisfaction and achievement motivation of lecturers at the Faculty of Sports Sciences, Medan State University. The method used in this research uses descriptive methods and a survey research form. The population and sample in this research were 100 lecturers at the Faculty of Sports Science, Medan State University. The results of the research carried out showed that the participative leadership category showed that it was 80.20% in the "high" category. The quality culture category shows that it is 85.64% in the "high" category. The job satisfaction category shows that it is 70.30% in the "medium" category. The achievement motivation category shows that it is 73.27% in the "medium" category. This shows that although participative leadership and a culture of quality have been achieved well, there are challenges in increasing job satisfaction and achievement motivation of lecturers at the Faculty of Sports Science, Medan State University. These findings show the importance of strategic interventions to increase job satisfaction and achievement motivation, even though the basics of leadership and quality culture are already quite strong.

Pioneering Energy Digitalisation: Revolutionizing Accessibility Initiated by Pertamina Plaju Refinery

Abstract The oldest and less technologically advanced among Pertamina’s refineries, Pertamina Plaju Refinery, faced challenges in maintaining efficiency and competitiveness. However, the introduction of the PROFIT (Plant Performance Operations and Financial Tracking) mobile application transformed the refinery’s operations. With a focus on energy security and real-time data, PROFIT empowered engineers to make informed decisions, enhancing overall performance and productivity. The study employed a descriptive qualitative research design with a case study strategy. Data was collected through interviews and supplemented with secondary sources from the Pertamina library, ensuring data validity. The COVID-19 pandemic accelerated the development of PROFIT, emphasizing the urgency of digitalization in the oil and gas industry. Additionally, the transition to a younger workforce influenced its creation. PROFIT’s advantages in enhancing employee performance were evident, streamlining processes and increasing job satisfaction. The study highlighted its role as a strategic information system. The transformation of Pertamina Plaju Refinery serves as a pioneer for integrated information systems in the industry, promoting progress and sustainability. Embracing digital solutions can drive advancements and improvements in the Indonesian oil and gas sector, optimizing operations and contributing to a more sustainable energy landscape.

Meditating role of career sustainability in the relationship between teachers’ self-efficacy and job satisfaction and subject well-being

The main purpose of this study, explore the mediating role of career sustainability in the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Teachers should have an acceptable level of satisfaction regarding self-efficacy, career sustainability, and job satisfaction to secure well-being. In a sense, this claim mandates revealing the relationships between these variables. Accordingly, we collected data from 369 Turkish language teachers aged 24–55 years employed in public schools using the Teacher Self-Efficacy Scale, Short Index of Job Satisfaction, Career Sustainability Scale, and Subjective Well-Being Scale and tested a mediation model to seek answers to our hypotheses. We collected the data using an online questionnaire battery web-based survey (Google Forms) which was created using data collection measures and demographic items. After creating the survey using Google Forms, we distributed it through various channels such as email lists, social media platforms, and professional networks (e.g., teacher WhatsApp groups, teacher Telegram groups, etc.). Respondents were invited to participate in the survey voluntarily. The findings showed that career sustainability mediated the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Accordingly, we may claim that teachers with desirable career sustainability are likely to have increased job satisfaction and well-being, contributing to their self-efficacy. This research emphasises the essential significance of career sustainability in the overall well-being and work satisfaction of teachers. Future study should investigate treatments aimed at improving career sustainability and examine these linkages in other cultural settings.

Cultivating a Culture of Gratitude and Recognition Among Nurses and Staff on a Blood and Marrow Transplantation Unit.

To measure baseline work gratitude among nurses and staff on a blood and marrow transplantation unit; to evaluate the impact of a positive workplace recognition intervention on work gratitude, sense of belonging and community, and job satisfaction; and to explore the relationships among these variables and job satisfaction. In total, 40 survey responses (preintervention =24, postintervention = 16) were collected from nurses and staff on a blood and marrow transplantation unit at a large academic hospital. A pre- and postintervention survey included a demographic questionnaire and the Work Gratitude Scale. Public-facing digital signage was installed and used to project positive recognition, including expressions of gratitude from patients and staff. Those with higher job satisfaction and a stronger sense of belonging and community reported higher work gratitude scores. There were no significant changes in job satisfaction, sense of belonging and community, and work gratitude scores. Creating a positive work environment through gratitude and positive recognition could increase job satisfaction and sense of belonging and community among nurses and staff.

Inclusive Excellence: A Roadmap to Cultivating Belonging for Faculty of Color in Physical Therapy Education.

Cultivating a sense of belonging among faculty of color decreases feelings of isolation and marginalization, translating to increased job satisfaction and retention. This roadmap for cultivating a sense of belonging for faculty of color highlights the following critical strategies: (1) adopting inclusive leadership practices, (2) understanding professional and personal identities, (3) mitigating cultural taxation, (4) minimizing microaggressions and racism, (5) providing mentorship, and (6) prioritizing acculturation over assimilation. By following this roadmap, physical therapy programs can work toward cultivating a greater sense of belonging for faculty of color, enabling them to thrive in their roles and feel valued and respected as integral members of the academic community.

Fostering Excellence through Mentorship: A Study of Professional Growth in Data Engineering

This article examines the critical role of mentorship in developing data engineering skills and fostering professional growth within the field. Through a comprehensive analysis of mentorship programs in data engineering organizations, we investigate the impact on both technical proficiency and soft skill development. Our findings reveal that structured mentorship significantly enhances mentees' capabilities in areas such as programming, data modeling, and ETL processes, while also improving their communication and project management skills. The article highlights the mutual benefits for mentors and mentees, including accelerated learning curves, increased job satisfaction, and improved retention rates. We identify key elements of successful mentorship programs, including clear goal-setting, regular feedback mechanisms, and alignment with organizational objectives. The article also addresses common challenges in implementing mentorship initiatives and proposes best practices for overcoming these obstacles. Our results underscore the importance of mentorship as a strategic tool for talent development in the rapidly evolving field of data engineering, providing valuable insights for both practitioners and organizations seeking to cultivate expertise and drive innovation in this domain

PENGARUH SUPPORT SYSTEM DAN WORK LIFE BALANCE TERHADAP PENGEMBANGAN KARIER DAN KEPUASAN KERJA PEGAWAI WANITA DI YAYASAN DHYANA PURA

This study aims to determine the influence of support systems and work-life balance on career development and job satisfaction among female employees at Yayasan Dhyana Pura. The research methodology employed a quantitative approach. The sample consisted of all female employees at Yayasan Dhyana Pura totaling 37 individuals. Data collection techniques included questionnaires, interviews, observations, and literature reviews. The analytical techniques utilized to address the hypotheses were quantitative descriptive analysis and Partial Least Square (PLS) using a Structural Equation Modeling (SEM) framework. The findings indicate that support systems have a positive influence on the career development and job satisfaction of female employees at Yayasan Dhyana Pura. Although work-life balance does not significantly affect either, career development positively impacts job satisfaction, and the presence of a strong support system enhances career development opportunities, thereby increasing job satisfaction, while work-life balance has no direct influence.

The Role of Work Motivation, Workload, and Competency in Influencing Employee Performance through Job Satisfaction

In a dynamic and competitive financial industry, employee performance (performance) plays a key role in determining the success and growth of the organisation. This study aims to analyse the effect of work motivation, workload, and competency on job satisfaction, and its impact on performance in the financial industry in Jakarta. This research uses quantitative methods by distributing questionnaires to employees in the financial industry in Jakarta. The data collected was then analysed using regression analysis to test the effect of independent variables on the dependent variable. The results showed that work motivation, workload, and competency have a significant effect on job satisfaction. Furthermore, job satisfaction was also found to have a significant effect on employee performance. These findings confirm the importance of paying attention to these factors in improving employee performance in the financial industry. Organisations need to develop effective strategies and policies to increase work motivation, manage workload, and develop employee competencies. By paying attention to these factors, it is expected to increase job satisfaction and ultimately improve employee performance in the highly competitive financial industry. This study concludes that work motivation, workload, and competency have a significant effect on job satisfaction, which in turn has an impact on improving employee performance in the financial industry. The findings provide practical implications for organisations to pay attention to these factors in an effort to improve employee performance.

Why millennials and gen Z are silently leaving their jobs? Unraveling the ‘quiet quitting’ trend

This paper investigates the phenomenon and factors that influence quiet quitting behavior that is happening in millennial and Z generation workers. Quiet quitting is employee behavior that chooses to work moderately according to the tasks that have been given. Several previous research results found that this behavior can be anticipated by increasing job satisfaction which is influenced by empowering leadership, organizational culture, and work overload. This research was designed with a survey method and using a quantitative approach. Data collection in this study used online questionnaires distributed to workers in the age range of millennial and Z generations. The data analysis technique used in this research is Structural Equation Modelling (SEM) with AMOS software. The number of samples in this study was 600 respondents. The respondents are dominated by workers on the islands of Java and Sumatra and the rest are from other regions in Indonesia. The findings of this research highlight the negative effect of job satisfaction towards quiet quitting behavior in millennial and Z workers. Another result of this study is that there is a positive effect of empowering leadership and organizational culture on job satisfaction, while work overload have a negative effect on job satisfaction. The research results are useful information for planning strategies to retain employees and provide their best performance at work. These findings are significant to measure the factors that influence job satisfaction of millennial and generation Z employees so that they do not quiet quitting or leaving the company.

The relationship between moral reasoning and nurses’ professional values in undergraduate nursing students: a descriptive-correlational study

BackgroundMoral reasoning in nursing is crucial in delivering high-quality patient care and fostering increased job satisfaction among nurses. Adhering to professional values is vital to this profession, and nurses must modify their actions to align with these values.ObjectiveThis study aimed to examine the correlation between moral reasoning and professional values among undergraduate nursing students.Research designA descriptive correlational design was recruited.Participants and research contextThe research was conducted at three nursing schools located in Tehran, Iran. The sample was recruited through random stratified sampling, specifically targeting undergraduate nursing students. The data collection tool comprised a three-part questionnaire, including a demographic information form, the Nursing Dilemma Test, and the Nurses Professional Values Scale Revised Questionnaire. The distribution of questionnaires encompassed both face-to-face and electronic methods. The analysis of data was conducted using SPSS 16 software. The data was analyzed using the independent samples t-test, Pearson’s correlation coefficient, and linear regression analysis. The P value of 0.05 was considered significant.Ethical considerationsThe Ethics Research Center of Shahid Beheshti University of Medical Sciences approved the study.FindingsData analysis showed that moral reasoning was directly correlated to professional values (r = 0.528, p < 0.001). The mean scores of Principled Thinking (P.T.), Practical Consideration (P.C.), and Familiarity with similar moral dilemmas of the NDT scale were 42.55 (SD = 12.95), 15.72 (SD = 6.85), 16.08 (SD = 6.67), respectively. Also, the total score of professional values of students was 90.63 (SD = 28.80).ConclusionThe findings indicated that moral reasoning and interest in nursing predict students’ professional identity. Thus, any effort to enhance interest in the profession can contribute to developing students’ professional identity. This can involve incentivizing, enhancing the professional reputation at the community and university levels, and valuing student preferences and necessities.

Pengaruh Karakteristik Pekerjaan dan Knowledge Sharing terhadap Kepuasaan Kerja dengan Komitmen Organisasional sebagai Variabel Mediasi

The purpose of this study was to determine the effect of job characteristics and knowledge sharing on job satisfaction with organisational commitment as a mediating variable (study on employees of Bank CIMB Niaga South Jakarta Branch Office). The population in this study are all employees and employees who work at Bank CIMB Niaga South Jakarta Branch Office. The sampling method in this study used the Slovin formula and obtained a sample size of 55 respondents. Data is processed through Smart Partial Least Square (PLS) software. The results showed that better job characteristics can increase job satisfaction and organisational commitment. Similar to job characteristics, better knowledge sharing can also increase job satisfaction and organisational commitment. Meanwhile, stronger organisational commitment is also proven to affect job satisfaction. Organisational commitment acts as a mediator of the effect of job characteristics and knowledge sharing on job satisfaction of employees of Bank CIMB Niaga South Jakarta Branch Office.

Behavioral Event Interview Through Lego Toy Models: Explaining the Socialization Process in A Public Company

This article discusses the use of behavioral event interviews and Lego® toy models in the socialization process of a Brazilian public company. The primary goal of socialization is to help new employees understand the company's values, objectives, and expectations. Successful socialization can increase job satisfaction, productivity, and team unity. By combining these two methods, this article benefits students, interviewers, academics, managers, and other professionals, stimulating the consideration of interpretive and naturalistic approaches and enhancing our understanding of in-depth interviews.