Individual Job Satisfaction Research Articles

Paying for individual performance and job satisfaction: the role of self-concern and other-orientation

PurposePrevious studies have yielded mixed results regarding the influence of pay for individual performance on job satisfaction. This study aims to investigate how and when pay for individual performance impacts employee job satisfaction.Design/methodology/approachIn light of self-determination theory, this study examines the moderating effect of self-concern and other-orientation on the association between pay for individual performance and employee job satisfaction through the mediation of intrinsic motivation. This study tests the proposed hypotheses using a two-wave survey study (n = 701) and an online experiment study (n = 440).FindingsThe findings reveal that pay for individual performance has an indirect positive (negative) effect on employee job satisfaction through intrinsic motivation among those with high self-concern or low other-orientation (high other-orientation).Originality/valueThese results underscore the substantial role of individual differences in prosocial orientations when explaining how pay systems shape employees’ attitudes.

Individual Values and Job Satisfaction as Work Engagement Predictors: Example from Croatia

Abstract This paper examines the relationship between work engagement, employees’ individual values, and job satisfaction. Specifically, it explores if job satisfaction and individual values can be considered as predictors of employees’ engagement at work. The empirical research was carried out in 2023, involving a sample of 277 Croatian employees. The research hypotheses were tested using hierarchical regression analysis. Statistical analysis revealed that job satisfaction is the most significant predictor of work engagement. The findings suggested that individual values influence employee work engagement, but not all values contribute equally. Among the ten observed individual values, universalism, power, benevolence, and achievement were confirmed as statistically significant predictors of work engagement. Research results suggested that management should prioritize job satisfaction to improve employee engagement. In their attempts to enhance work engagement, management should also pay attention to employees’ individual values since some have been confirmed as the determinant of work engagement.

OPTIMIZING PROCESSOR WORKLOADS AND SYSTEM EFFICIENCY THROUGH GAME-THEORETIC MODELS IN DISTRIBUTED SYSTEMS

The primary goal of this research is to examine how different strategic behaviors adopted by processors affect the workload management and overall efficiency of the system. Specifically, the study focuses on the attainment of a pure strategy Nash Equilibrium and explores its implications on system performance. In this context, Nash Equilibrium is considered as a state where no player has anything to gain by changing only their own strategy unilaterally, suggesting a stable, yet not necessarily optimal, configuration under strategic interactions. The paper rigorously develops a formal mathematical model and employs extensive simulations to validate the theoretical findings, thus ensuring the reliability of the proposed model. Additionally, adaptive algorithms for dynamic task allocation are proposed, aimed at enhancing system flexibility and efficiency in real-time processing environments. Key results from this study highlight that while Nash Equilibrium fosters stability within the system, the adoption of optimal cooperative strategies significantly improves operational efficiency and minimizes transaction costs. These findings are illustrated through detailed 3D plots and tabulated results, which provide a detailed examination of how strategic decisions influence system performance under varying conditions, such as fluctuating system loads and migration costs. The analysis also examines the balance between individual processor job satisfaction and overall system performance, highlighting the effect of rigid task reallocation frameworks. Through this study, the paper not only improves our understanding of strategic interactions within computational systems but also provides key ideas that could guide the development of more efficient computational frameworks for various applications.

Factor affecting organizational citizenship behavior and employee performance in banking sector

This study aims to analyze the role of individual characteristics, organizational commitment and job satisfaction on employee performance with an organizational citizenship behavior (OCB) mediation mechanism in the banking industry in Indonesia. Quantitative analysis was used for data analysis and questionnaires as a data collection technique were disseminated online using Google Forms to 122 employees with random sampling techniques. Data analysis using SEM-PLS with the help of SmartPLS application. The results found that individual characteristics had a significant effect on employee performance. However, organizational commitment and job satisfaction do not have a significant effect on employee performance. Furthermore, individual characteristics, organizational commitment and job satisfaction have a significant effect on OCB. Then OCB has a significant effect on employee performance. In addition, OCB mediates in part the influence of individual characteristics on employee performance. While OCB perfectly mediates the effect of organizational commitment and job satisfaction on employee performance.

Exploring the relationship between cyberloafing and innovativeness among nurses in research hospitals: a cross-sectional study in Turkey

BackgroundAlthough cyberloafing, which refers to employees' use of the internet for private purposes outside of work, is seen as a negative behavior; Positive effects on areas such as individual development, learning opportunity, job satisfaction, productivity, change, organizational output, and innovation have also been reported. This study aims to investigate whether there is a significant relationship between cyberloafing and the innovativeness levels of nurses working in research hospitals in Turkey.MethodsThis analytical study consisted of 230 nurses. Data were collected using a nurse information form, Cyberloafing Scale, and Individual Innovativeness Scale. Data analysis was carried out using descriptive, comparative, and correlational statistics.ResultsNurses had low levels of minor and severe cyberloafing scores and skeptical innovativeness. There was no correlation between cyberloafing and individual innovativeness.ConclusionsMore conscious cyberloafing should be encouraged through institutional arrangements, which can improve nurses' individual and innovative professional aspects.

Unlocking Organizational Commitment through Individual Traits and Job Satisfaction: A Millennial and Gen Z Perspective in West Borneo

Background and Purpose: This study aims to investigate the combined effects of individual characteristics, job redesign, and transformational leadership on various outcome variables, including job satisfaction, job stress and organizational commitment. Methodology: This research is a descriptive quantitative research with a sample size of 110 millennial and generation Z workers. Data testing was carried out using the PLS-SEM method. Findings: The research results show that individual character variables have a significant effect on job satisfaction, job stress, and organizational commitment. Transformational leadership style is proven to have a significant effect on job satisfaction, job redesign, and organizational commitment, but does not have a significant effect on individual character. Job redesign was found to have a significant effect on job satisfaction, individual character, and job stress. Job satisfaction has a significant effect on organizational commitment, but does not have a significant effect on job stress. For the mediation effect, individual character is able to mediate the relationship between job redesign and job satisfaction and job stress, while job satisfaction is only able to mediate the relationship between transformational leadership style and organizational commitment. Contributions: Similar research conducted in developing countries and open in city centers is still very rare, even though the existing phenomena are interesting to study because there will be many differences that can be found both from individuals and even the environment, therefore this research facilitates this so that results can be obtained. this research.

Psychological Effects of Reading on Alleviating Work Stress and Enhancing Job Satisfaction: An Analytical Study

Objectives: It is often hypothesized that reading as a common leisure activity is extolled as an efficacious method for stress relief and is believed to augment individual job satisfaction. There is a lack of a systematic theoretical framework and empirical analysis elucidating this hypothesis. This study aimed to bridge this research gap by constructing a psychological effect regression model and estimating its parameters, thereby delving into the relationship between reading and both work stress and job satisfaction. Methods: Methodologically, this research identifies and addresses endogeneity issues within the model, employing multivariate linear regression to analyze the correlation between reading habits and work stress, as well as job satisfaction. Results: Findings reveal that reading activities significantly and positively influence both the reduction of work stress and the enhancement of job satisfaction. Conclusions: The results offer effective strategic recommendations for individuals and organizations. This work not only enriches theoretical research in relevant fields but also holds substantial significance for practical stress management and career development planning.

ANALISIS PENGARUH BEBAN KERJA, STRES KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN (STUDI KASUS BANK SYARIAH INDONESIA KC JEMBER SUDIRMAN

Activities in the world of work, especially in the banking sector, where banking development must continue to develop every year, causing intense competition in achieving organizational goals. To gain a competitive advantage. It is very important to achieve management efficiency by improving human resources and improving employee performance in the organization. To further increase productivity, PT Bank Syariah Indonesia also increases employee performance which can be improved in various ways, including by instilling an optimal work culture that influences work behavior so that it will increase individual job satisfaction and the productivity of the unit itself which will ultimately influence employee performance. the company as a whole. The purpose of this research is to determine and analyze the influence of workload, work stress, and work environment on the performance of BSI KC Jember employees. This type of research is causality research. The population in this research is BSI KC Jember employees. The sample used was 55 respondents using probability sampling techniques. The analysis tool uses multiple linear regression. The research results prove that workload, work stress, and work environment have a significant effect on the performance of BSI KC Jember employees.

Burnout in podiatrists associated with individual characteristics, workplace and job satisfaction: A national survey.

Burnout is highly prevalent among health practitioners. It negatively impacts job performance, patient care, career retention and psychological well-being. This study aimed to identify factors associated with burnout among Australian podiatrists. Data were collected from registered podiatrists via four online surveys administered annually from 2017 to 2020 as part of the Podiatrists in Australia: Investigating Graduate Employment (PAIGE) study. Information was collected about work history, job preferences, personal characteristics, health, personality, life experiences and risk-taking behaviours. Multiple logistic regression analyses were used to determine if (i) individual characteristics, (ii) workplace factors and (iii) job satisfaction measures were associated with burnout (based on the abbreviated Maslach Burnout Inventory). A total of 848 responses were included, with 268 podiatrists (31.6%) experiencing burnout. Participants experiencing burnout were slightly younger, more recent to practice, had poorer health, greater mental distress, lower scores for resilience, extraversion, agreeableness, conscientiousness, emotional stability and openness to experiences. They were less likely to have financial and clinical risk-taking behaviour and more likely to have career risk-taking behaviour. Prediction accuracy of these individual characteristic variables for burnout was 72.4%. Participants experiencing burnout were also more likely to work in private practice, have more work locations, work more hours, more direct patient hours, see more patients, have shorter consultation times, more likely to bulk bill chronic disease management plans, have less access to sick leave and professional development and be more likely to intend to leave patient care and the profession within 5years than participants not experiencing burnout. Prediction accuracy of these workplace-related variables for burnout was 67.1%. Participants experiencing burnout were less satisfied with their job. Prediction accuracy of these variables for burnout was 78.8%. Many of the factors associated with burnout in Australian podiatrists are modifiable, providing opportunities to implement targeted prevention strategies. The strength of association of these factors indicates high potential for strategies to be successful.

Analysis of Differences in Employee Performance on Job Satisfaction in the Company Hutama Karya Infrastructure Zone 4 Langkat Regency

<p><em>Employee performance measures the success of an employee's achievement in carrying out his duties and responsibilities in a company or organization. This study aimed to analyze the effect of individual characteristics and job satisfaction on the performance of employees of the Hutama Karya Infrastructure Company Zone 4 Langkat Regency. This type of research is quantitative research with a cross-sectional design. The research location was conducted at the Hutama Karya Infrastructure Company Zone 4 Langkat Regency, and the research was conducted from August to November 2023. The study population was all employees at the Hutama Karya Infrastruktur Zone 4 Langkat Regency Company, which amounted to 70 employees. The sampling technique used in the study was total sampling, so the number of samples in this study was 70 employees. The data collection technique used a questionnaire method. The data analysis method used is statistical testing using the chi-square test. The results showed that there was an influence of individual characteristics on length of service (p-value=0.002), education (p-value=0.025), age (p-value=0.001), no influence of gender (p-value=0.708), marital status (p-value=0.726). There was a relationship between job satisfaction (p-value=0.023) with employee performance at the Hutama Karya Infrastructure Company Zone 4 Langkat Regency. It is recommended that leaders provide direction and guidance for new employees in carrying out their work, and for employees, it is hoped that new employees will follow directions at work and for all employees to carry out study assignments and attend training so that they have good abilities at work.</em></p><p><em> </em></p><strong><em>Keywords: Characteristics, Employee, Job satisfaction, Performance</em></strong>

The Comparison Impacts of Working Load, Burnout, Attitude, Ethic, Culture, Skills and Approach on Job Satisfaction: The Case of Mongolia

The study aims to examine the correlations between working load, burnout, attitude, ethic, culture, skills and approach on job satisfaction in Police agency. One of the main research topics for social sciences' researchers have been employee happiness and satisfaction on work place. An individual's job satisfaction is measured by their job satisfaction. The most researched topic in organizational behavior is job satisfaction. The data were collected from 259 respondents of administrative, executive and senior staffs who work Arkhangai and Bayan-Olgii provinces’ Police agency. Data were estimated by Smart PLS 3.0 and SPSS-23.0 software and Cronbach's alpha index has been used for data analysis and reliability analysis of the questionnaire, respectively in our study.

A Study on the Relationship Between Motivation and Job Satisfaction on Employee Performance among Employees at Telco Company in Beijing, China

This research investigates the intricate interplay between motivation, job satisfaction, and employee performance within the telecommunications (telco) industry in Beijing, China. Recognizing the pivotal role that motivated and satisfied employees play in enhancing organizational productivity, this study aims to shed light on the specific dynamics influencing employee performance in the context of telco companies. The research employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive data from employees across various telco companies in Beijing. The study examines motivational factors, such as intrinsic and extrinsic motivators, job design, and recognition, and their impact on individual and collective job satisfaction levels. By exploring how satisfied employees are with their work environment, relationships with colleagues, and opportunities for growth, the study aims to unveil the nuanced ways in which job satisfaction influences the overall performance of telco company employees. The findings of this research are expected to contribute valuable insights to both academia and the telco industry in Beijing. Understanding the specific motivational drivers that lead to enhanced job satisfaction and subsequently improved employee performance can guide human resource management strategies. Telco companies can use this knowledge to tailor motivational and job satisfaction initiatives, ultimately fostering a more engaged and productive workforce. In conclusion, this study seeks to bridge the existing gap in understanding the relationship between motivation, job satisfaction, and employee performance within the unique context of telco companies in Beijing, China. The results will provide a foundation for future research and serve as a practical guide for organizations aiming to optimize their workforce dynamics in a rapidly evolving industry.

Unlocking Employee Performance: Factors, Motivation, and Strategic Interventions at CV. Qatar Style Lamongan Indonesia

This research analyzes employee performance at CV. Qatar Style Lamongan with individual characteristics, organizational commitment and job satisfaction as independent variables. Motivation is used as an intervening variable. A sample of 36 fishing boats production employees was selected using census sampling. Data was collected through questionnaires. Analysis using Partial Least Square via Smartpls 4.0. The characteristic results show that individuals have a negative effect on work motivation, while organizational commitment has a positive and significant effect. Individual characteristics have a positive and significant effect on performance, organizational commitment and job satisfaction have a positive effect on performance. Motivation does not affect the relationship between individual characteristics, organizational commitment and job satisfaction on employee performance.

The Effect of Individual Characteristic, Job Stress, Job Satisfaction, and Job Motivation on Nurse Performance in Government Hospital in South Jakarta in 2023

Hospitals engage in competitive strategies by actively pursuing the provision of high-quality services that effectively cater to the diverse needs of their clientele. In order to gain a competitive advantage in the healthcare industry, hospitals engage in a perpetual pursuit of excellence, striving to surpass their counterparts and uphold a superior institutional reputation. This entails a steadfast commitment to continuous improvement as hospitals endeavor to cultivate innovative practices that sustain the highest standards of service quality. The provision of high-quality service is intricately linked to, or significantly reliant upon, the human resources employed. Nurses play a crucial role in hospital services as they directly provide care to patients and their families. This study encompasses three independent factors: individual characteristics, work stress, and work motivation. Additionally, it incorporates one mediating variable, job satisfaction, and one dependent variable, performance. The participants of this research comprised exclusively of nurses employed at X regional general hospital located in South Jakarta throughout the year 2023. This study employs a quantitative research design, namely a non-experimental strategy, to analyze primary data collected from private hospitals in DKI Jakarta. The study focuses specifically on the Municipality of South Jakarta during the month of September 2023. The acquired data will be analyzed utilizing descriptive and inferential statistics through the employment of Partial Least Squares Structural Equation Modeling (PLS-SEM). The study findings indicate that there is a detrimental impact of work-related stress on the performance of nurses. The performance of nurses in hospitals is positively influenced by individual qualities, job happiness, and work motivation.

A Study of the Effects of Individual Competenceson Job Satisfaction and Job Performance: For those working in the beauty service industry

Because the beauty service industry is highly dependent on human resources, human resources management for workers playing a pivotal role is required. The importance of individual competencies in the process of workers’ performing their tasks could be understood through prior studies. The workers in the beauty service industry have their professional characteristics, so the industry requires a strong professional consciousness, and individual competences are regarded as affecting job performance. This study aimed to identify the effects on beauty service industry workers’ job satisfaction and performance with their individual competencies, namely skills, knowledge, and attitude variables based on prior studies. As a result of an empirical analysis targeting the workers in the beauty service industry, as individual competences, including skills, knowledge, and attitude, were higher, job satisfaction was higher. Also, as job satisfaction was higher, job performance was higher. All this is analyzed as follows: The beauty service industry is an individual-customized servicecentered industry with high interactions with customers through small number of human resources in view of the industry workers’ job characteristics. Consequently, if they continuously obtain knowledge required for their job so that they can have attachment to and a sense of achievement for the job, set achievable goals, make efforts to achieve them, do their utmost efforts for the job they like, and endeavor for self-development, job performance can be achieved beyond their capabilities. As individual competences are consolidated, if satisfaction with job performance increases, the workers will be faithful to their job performance, and they will achieve job performance by creating new skills (techniques) beyond their capabilities. To develop the workers’ potential capabilities furthermore, it is necessary to lay the foundation for them to continuously develop individual capabilities and receive training fitting individual characteristics. Through this empirical study, the study results are expected to offer implications for the beauty service industry development.

Can trust in management help? Job satisfaction, healthy lifestyle, and turnover intentions

PurposeThis study assesses the role of trust in management on relationships between predictors (supervisor support, coworker support and meaningful work) and outcomes (job satisfaction, turnover intentions and healthy lifestyle).Design/methodology/approachData from 1,302 working adults from the National Survey of Changing Workforce was used in this study. Structural equation models and mediation analyses are used to analyze the data.FindingsFindings indicate that trust in management significantly mediates relationships between support (supervisor, coworker) and outcomes and meaningful work and outcomes. Trust in management does not mediate relationships involving turnover intentions. Gender does not have a significant impact on the findings.Practical implicationsThis study shows how trust in management is increasingly important during disruptions including high levels of voluntary turnover known as the Great Resignation. Trust in management is a key factor in work involvement and organizational citizenship behaviors.Originality/valueThis novel study tests how trust mediates relationships between both organizational behavior factors and work factors in relation to outcomes. The importance of developing and sustaining trust in management is paramount because it affects work-related outcomes as well as an individual's job satisfaction and healthy lifestyle.

How Perceived Inclusion Impacts Minority Employees' Organizational Satisfaction in the UAE Banking Industry

A quantitative exploratory approach was used for the present study to measure the relationship between minority status and job satisfaction of individuals employed by foreign or UAE-owned banks operating in the UAE and the relationship between minority workers' status and their perception of inclusion in their workgroups. A total of 800 participants were sought for the study. The study indicates that UAE nationals, as an Arab minority in these banking institutions, felt excluded, and this perception affected their satisfaction. The present study reveals a new finding which is that when assessing minority individuals who are employed in UAE-owned banks with minority workers who are employed with foreign-owned banking organizations, those UAE nationals who are employed in UAE-owned banks felt more included and satisfied than their counterparts who are working in foreign-owned banks. Additionally, the study indicates that religious affiliation alone as one dimension of diversity does not increase an employee's job satisfaction. For example, UAE nationals are among Muslim respondents in the UAE banking sector whose Islamic affiliation among other participants represented the majority (n = 529) of the research's participants but since they were an ethnic minority, results demonstrate a negative relationship between religious affiliation and job satisfaction for the prevailing religion among the study's respondents.

Global Evidence on the Relative Importance of Nonfinancial Drivers of International Migration Intentions

Using a global, individual-level survey, this article looks at the relative importance of local amenities and political institutions while controlling for other financial and nonfinancial incentives for individual plans to move between countries. Although the influence of wages and income differences has been extensively explored, less is known about specific non-income-related drivers of international migration and their relative importance. The analysis highlights that satisfaction with politics and amenities both at the origin and destination, are important drivers of migration intentions. These jointly with social networks explain about twice as much in international migration intention outcomes than employment-related incentives (such as relative individual income difference, employment, and job satisfaction), with relative income difference explaining only about 5 percent to 8 percent.

Umpan balik dan Evaluasi Terhadap kinerja Organisasi: A Literature Review

Feedback is information provided to individuals about their performance and can help them understand the difference between desired performance and actual performance achieved. Individuals with high self-evaluation tend to assess job demands in a more positive manner and have a greater ability to face or overcome those demands. High self-evaluation can influence individuals' perceptions of work situations and have a positive impact on job satisfaction. This systematic review is based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The databases used were Scopus, SAGE full-text articles, and the language of publication was English. The keywords used in the article search were "Self-Evaluation" and "Feedback". After identifying several articles, the authors analyzed and synthesized them according to the inclusion and exclusion criteria set for this study. The findings indicate that manager performance evaluations using the Balanced Scorecard (BSC) pay more attention to general actions than to unique actions, unless cognitive feedback is given to highlight the importance of using all actions. This underscores the importance of considering behavior as the ultimate outcome of the feedback provided. This research also aims to create a better work environment through the acceptance of constructive feedback and the appropriate use of feedback. High-quality feedback is an important factor in the context of learning and individual performance in the workplace. Overall, these studies provide a better understanding of the importance of feedback in the context of learning, performance, and individual development in the workplace. Dialogic feedback, self-evaluation, and consistent feedback systems can help create a better work environment and improve individual performance and job satisfaction.

The dual-level effects of authentic leadership on teacher wellbeing: the mediating role of psychological availability

PurposeDrawing on the conservation of resources (COR) theory, this study examined the mediating role of psychological availability in the relationships between principals' individual-level and group-level authentic leadership and individual teachers' wellbeing, that is, job satisfaction, life satisfaction and emotional exhaustion.Design/methodology/approachThe authors conducted a three-wave online questionnaire survey among 266 teachers from 52 schools in China. Multilevel structural equation modeling (MSEM) was used to analyze the hypothesized relationships among the study variables.FindingsThe principals' group-level and individual-level authentic leadership were both positively associated with individual teachers' psychological availability, which in turn was positively related to their job satisfaction and life satisfaction, and negatively related to their emotional exhaustion.Practical implicationsSchool administrations should elevate the levels of principals' authentic leadership by selecting and developing authentic principals to increase teacher wellbeing.Originality/valueDiffering from prior research that has focused on the effect of authentic leadership at either group-level or individual-level, this study simultaneously investigated the dual-level effects of principals' authentic leadership. Moreover, psychological availability was found to mediate the dual-level effects of principals' authentic leadership on teachers' job satisfaction, life satisfaction and emotional exhaustion.