Influence Job Satisfaction Research Articles

What is the Impact of Leaders with Emotional Intelligence on Proxy Performance Metrics in 21st Century Healthcare?—A Systematic Literature Review

Emotional intelligence (EQ) in healthcare leadership has been a subject of debate regarding its significance in enhancing job performance and patient-centred care. This systematic review investigates the impact of EQ on organisational performance metrics in healthcare leaders. Eleven studies meeting the inclusion criteria were identified through a comprehensive database search. The findings suggest that EQ positively influences job satisfaction, with emotionally intelligent leaders fostering a positive work environment and commitment among employees. Moreover, EQ correlates negatively with emotional exhaustion, indicating its potential in mitigating burnout rates among healthcare professionals. EQ fosters teamwork, organisational culture and enhances job performance, with higher EQ levels in leaders associated with increased team empowerment and proactivity. Despite the compelling evidence, limitations in the study methodologies and heterogeneity in the reported outcomes challenge the establishment of definitive conclusions. Nevertheless, the findings underscore the importance of EQ in healthcare leadership and its potential to improve organisational dynamics and employee wellbeing. This review highlights the need for further research on EQ’s impact on patient satisfaction and calls for the development of EQ training programmes tailored for healthcare leaders.

THE INFLUENCE OF WORK DISCIPLINE ON JOB SATISFACTION THROUGH WORK MOTIVATION IN PERUMDA TIRTANADI EMPLOYEES

This research aims to analyze the influence of work discipline on the job satisfaction of Perumda Tirtanadi employees through work motivation as an intervening variable. The population of this study were employees of PERUMDA Tirtanadi Medan, the sample was determined using non probability Sampling with the Slovin method. Data was collected from 248 Perumda Tirtanadi employees who had worked for more than 5-10 years, analyzed using SEM PLS. The results of this research indicate that work discipline has a positive and significant effect on job satisfaction (H1 is accepted). Work discipline has a positive and significant effect on work motivation (H2 is accepted). Work motivation has a positive and significant effect on job satisfaction (H3 is accepted). Work discipline has a positive and significant effect on job satisfaction through work motivation (H4 is accepted). All Pvalue statistical values for all hypotheses are 0.000 < 0.05. Recommendations for future researchers: This research could be expanded with several hypotheses and variables such as adding leadership or self-confidence in influencing job satisfaction.

THE ROLE OF EMOTIONAL INTELLIGENCE AND WORK-LIFE BALANCE IN ENHANCING JOB SATISFACTION AMONG GENERATION Z EMPLOYEES

This study explores the role of Emotional Intelligence (EI) and Work-Life Balance (WLB) as factors influencing job satisfaction among employees. Utilizing a quantitative approach, data was collected from 250 employees through a questionnaire adapted from previously validated instruments. Data analysis was performed using multiple regression techniques to evaluate the impact of EI and WLB on job satisfaction. The findings suggest that companies should prioritize the development of employees' emotional intelligence and support a balance between work and personal life to enhance job satisfaction and organizational effectiveness.

Resilience, job satisfaction, occupational stress, and occupational accidents among healthcare professionals: A Bayesian network analysis.

Occupational accidents remain a critical challenge for healthcare professionals. In the present study, using the Bayesian network (BN) approach association among resilience, job satisfaction, stress, and occupational accidents among healthcare professionals is examined. Data was gathered using several valid questionnaires. The BN approach was utilized to analyze the r5/31/2024ionships between the variables of the current study. The performance of BN analysis was evaluated using related indexes. In total, 300 healthcare professionals participated in this study. Results showed that almost 23% of healthcare professionals had experienced occupational accidents. Results of the sensitivity analysis demonstrated that job satisfaction had the most significant influence on occupational accidents in healthcare settings. The belief updating analysis results showed that by increasing job satisfaction and decreasing stress of healthcare professionals the occurrence of occupational accidents decreased 9.8% and 6.4%, respectively. Moreover, decreasing the stress of healthcare professionals can lead to an increase in the level of job satisfaction. Evaluation indexes showed that the performance of the developed BN was acceptable (error rate: 16.09). The Findings reveal that both job satisfaction and stress had a significant influence on occupational accidents in healthcare professionals. Moreover, by influencing job satisfaction and stress, resilience can indirectly affect occupational accidents.

Employee engagement, job satisfaction and decent work in the Zimbabwean gold mining sector

Orientation: The mining industry is a high-risk industry with demanding work environment. Often times, it encounters a myriad of problems that include failure to retain top talent due to lack of job satisfaction. Productivity of the mining companies usually decrease due to these problems.Research purpose: The study seeks to investigate the relationship between employee engagement, job satisfaction and decent work considering Kwekwe District as a case study.Motivation for the study: There is limited research conducted on the link between employee engagement, job satisfaction and decent work, particularly in the mining sector.Research approach/design and method: This study is quantitative in nature. Using the Minnesota Satisfaction Questionnaire, Decent Work Scale and Utrecht Work Engagement Scale, the data used were gathered directly from 253 miners in the gold mining environment. Structural equation modelling (SEM) was used to assess the relationship between employee engagement, job satisfaction and decent work and to test the structural model.Main findings: The results of SEM show that employee engagement is positively linked to job satisfaction; decent work is positively connected to employee engagement; and decent work positively influences job satisfaction. Further, the study indicates that decent work fully moderates the relationship between employee engagement and job satisfaction.Practical/managerial implications: The constructs of employee engagement, job satisfaction and decent work are significantly related. Human resource interventions are needed to deal with these constructs.Contribution/value-add: This research contributes to the existing body of literature by revealing the relationship between employee engagement, job satisfaction and decent work.

Optimizing job satisfaction: a configurational framework for integrating HRD, HR, and employee attributes

Purpose Addressing a significant gap in current understanding, this study explores how workforce development, workplace practices, and employee characteristics interact to influence job satisfaction. We introduce a configurational framework to bolster talent development and enhance job satisfaction in organizations. Design/methodology/approach Through conceptual analysis, we identify and propose strategic talent management configurations that include two-way and three-way interactions between HRD initiatives, HR practices, and employee attributes. We demonstrate the potential efficacy of these tailored configurations with real-world examples, such as aligning developmental support with employee learning styles and job design. Findings A configurational model is proposed that offers a practical framework for leveraging the interplay between HRD initiatives (e.g., training and mentoring), HR practices (e.g., compensation and performance management), and employee attributes (e.g., personality and cognition) to create a tailored, supportive, and engaging work environment. Originality/value The findings provide a novel and actionable framework for workforce development. This configurational model emphasizes the strategic alignment of HRD initiatives, HR practices, and employee attributes, equipping practitioners with a valuable tool to enhance talent management, optimize job satisfaction, improve resource allocation, and ultimately boost organizational performance.

Factors Influencing Job Satisfaction in Public Relations: A Case Study from the South Sulawesi Governor’s Office

Factors Influencing Job Satisfaction in Public Relations: A Case Study from the South Sulawesi Governor’s Office

The Influence of Job Satisfaction and Job Engagement on Customer Orientation: The Moderating Role of Empowering Leadership – A Conceptual Paper

The Influence of Job Satisfaction and Job Engagement on Customer Orientation: The Moderating Role of Empowering Leadership – A Conceptual Paper

The Influence of Job Satisfaction and Employee Engagement on Turnover Intention at PT. Dayamitra Telekomunikasi, Tbk. (Study of Mitratel Employees)

The rapid advancement of business in the seamless technology era has disrupted nearly every industry. Amidst this disruption, PT. Dayamitra Telekomunikasi (also known as/abbreviated as “Mitratel”) has encountered challenges, particularly an increasing rate of employee turnover. This turnover is thought to be driven by employee dissatisfaction with various internal and external company factors, along with low engagement levels. Previous research suggests that poor job satisfaction often results in higher turnover intentions, whereas strong employee engagement can help reduce turnover. This study explores the relationship between job satisfaction, employee engagement, and turnover intention at PT Dayamitra Telekomunikasi. The study employed a questionnaire based on an ordinal Likert scale, with data analyzed using the Partial Least Square (PLS) model, which doesn’t require a normal distribution and uses bootstrap techniques to examine correlations between latent variables. The results show that job satisfaction significantly impacts turnover intention, with 76.1% of job satisfaction indicators negatively influencing turnover intentions. However, employee engagement has minimal influence, with only 3.2% of engagement indicators affecting turnover intention. Therefore, while higher job satisfaction reduces turnover, employee engagement does not substantially affect turnover intentions. In summary, the study confirms that job satisfaction is crucial in lowering turnover intention, consistent with previous research, while employee engagement has a negligible effect on turnover rates.

Pengaruh Kepuasan Kerja, Budaya Organisasi, dan Kecerdasan Emosional Terhadap Kinerja Karyawan

This study aims to assess the influence of job satisfaction, organizational culture and emotional intelligence on employee performance. The research was conducted at GERAI INDOSAT OOREDOO SEMARANG using employees from the call center digital care division as samples. Convenience sampling was the method used to select samples. Data validity testing utilized factor analysis. Data analysis was performed using SPSS version 27.0 software. The research results indicate that job satisfaction significantly affects employee performance. Additionally, organizational culture also plays a role in influencing employee performance, and emotional intelligence also have a significant impact on employee performance. This study contributes both theoretically and practically.

The Influence of Work Stress Compensation and Job Satisfaction on Nurse Turnover Intention at General Hospital Sinar Husni Medan

This study aims to determine Job Stress partially has a significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, to determine Compensation partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, Job Satisfaction partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital. The method used in this research is quantitative which analyzes and tests with data using numbers with instrument tools, classical assumption tests, multiple linear regression tests, hypothesis tests, and determination tests. Research results: Partially Job Stress is positive and significant to Turnover intention, partially Compensation has an effect on Turnover Intentuon, partially Job Satisfaction has a positive and significant effect on Turnover Intention, simultaneously Job Stress, Compensation and Job Satisfaction have a positive and significant effect on Turnover Intention.

Factors influencing job satisfaction among academic and nonacademic staff: The case of SIMAD University

A gap in empirical research has been identified regarding job satisfaction in Somalia's higher education sector, specifically at SIMAD University. To address this gap, this study aims to evaluate job satisfaction among both academic and nonacademic staff at the university. Data were collected from SIMAD University staff using purposive sampling, with 208 participants completing a structured questionnaire. The analysis was conducted using descriptive statistics and correlation analysis to assess job satisfaction levels, and Cronbach's alpha was used to test the reliability of the data. The findings show that, overall, staff have a high level of job satisfaction, though they expressed lower satisfaction in two areas: appointment and promotion processes and the physical work environment (organizational conditions). Additionally, all factors were positively correlated with job satisfaction. This study highlights areas where employee satisfaction could be improved, especially in the areas of promotions and the physical environment, and discusses the implications of these findings for university management.

Pengaruh Kepemimpinan, Kepuasan Kerja dan Motivasi Kerja Terhadap Loyalitas Karyawan

Employee loyalty is reflected in employee obedience, responsibility and discipline. Initial observations show that the number of employees is decreasing from year to year, and some employees violate regulations, such as arriving late and not following company regulations. Therefore, the aim of this research is to test whether leadership style, motivation and rewards influence employee retention. The research method used is a quantitative approach, namely analysis of numerical data processed using statistical methods. This research was conducted to determine the influence of leadership, job satisfaction, and motivation on employee loyalty. The sampling technique used saturated samples with a sample size of 13 respondents. The data collection methods used were questionnaires, interviews, documentation and observation. The data analysis technique uses multiple regression analysis using the IBM SPSS 25 program. The conclusion from these results is that the influence of leadership, job satisfaction and motivation has a significant influence on employee loyalty. Suggestions for future researchers are to collect a larger sample in the company and fill out the questionnaire in language that is easier for employees to understand.

Improving employee performance through leadership, motivation and job satisfaction at PT Kharisma Pemasaran Bersama Nusantara Meda

This study aims to analyze the influence of Transformational Leadership, Work Motivation, and Job Satisfaction on Employee Performance and Organizational Commitment at PT. Kharisma Pemasaran Bersama Nusantara Medan. Data were collected through a survey of company employees and analyzed using relevant statistical methods. The results showed that Transformational Leadership (X1) and Work Motivation (X2) have a significant influence on Employee Performance (Y), but do not affect Organizational Commitment (Z). Conversely, Job Satisfaction (X3) has a significant influence on both variables, namely Employee Performance and Organizational Commitment. Furthermore, Employee Performance (Y) is also proven to have a significant influence on Organizational Commitment (Z). However, the Organizational Commitment variable cannot act as a mediator between Transformational Leadership, Work Motivation, and Job Satisfaction with Employee Performance. This finding indicates that while the right leadership and motivation strategies can improve performance, increasing organizational commitment requires a more comprehensive approach. Based on these results, it is recommended that companies focus on developing transformational leadership, increasing work motivation through incentives, and periodically monitoring and providing feedback to improve employee satisfaction and commitment. This study also recommends comparative studies and the development of more holistic models in further research.

Hospitality in Healthcare: Leveraging Employee e-WOM

ABSTRACT Providing hospitality services to patients to enhance their overall healing process has gained importance in the healthcare industry. It is not only just about getting healed but also the experience involved. This entails quality hospitality services in addition to medical services. Given that a happy employee provides better services, the role of job satisfaction of employees providing these services thus becomes important. Drawing from service quality frameworks, this article aims to identify enablers and deterrents of job satisfaction and validate with practitioners pulling out latent aspects that need to be focused on integrating hospitality in healthcare. We explored these aspects using a three-pronged approach. Initially, we identified the key themes influencing job satisfaction by applying data mining techniques to 13,000 employee reviews from companies recognized as Great Place to Work, sourced from Glassdoor. 1 Second, we validated the identified theme from experts through 24 focused group discussions comprising HR practitioners, thereby gaining interesting insights about certain important overlooked aspects. Third, we include literature support for each of the identified themes, stating their importance to the healthcare sector. The study provides a rubric of enablers and deterrents to job satisfaction, which can help the sector enhance employee satisfaction.

Pengaruh Gaya Kepemimpinan, Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan pada Dealer Honda MPM Motor Kupang

This research aims to determine the influence of leadership style, job satisfaction, and organizational commitment simultaneously and partially on employee performance at the MPM Motor Kupang Honda Dealer. The techniques used in collecting data were questionnaires and interviews. The questionnaire used in this research was 36 questions consisting of 10 questions regarding employee performance, 10 questions about leadership style, 8 questions about job satisfaction and 8 questions about organizational commitment. Interviews are used as supporting data in this research, especially regarding employee conditions and comfort. The results of the research reveal that simultaneously and partially there is a significant and positive influence between the variables of leadership style, job satisfaction and organizational commitment on employee performance at the MPM Motor Kupang Honda Dealer.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic.

The main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics. A cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses. The findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents. This study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

Faktor – Faktor yang Mempengaruhi Organizational Citizenship Behaviour Pada Karyawan Mandiri University Group

<em>The increasingly intense competition in the era of globalization demands companies continuously adjust their strategies to adapt to changing conditions. Human resources are key to the successful implementation of company activities, requiring a focus on improving their quality. One important factor influencing employee performance is organizational citizenship behaviors (OCB), which are affected by job satisfaction, effective leadership, and workplace spirituality. This study examines the influence of job satisfaction on effective leadership, workplace spirituality, and organizational citizenship behaviors in the Mandiri University Group in the DKI Jakarta Province, as well as the mediating roles of effective leadership and workplace spirituality. This research employs a quantitative approach with data collected through questionnaires from 220 respondents. Data analysis was conducted using Structural Equation Modeling (SEM) and hypothesis testing. The results show that job satisfaction has a significant positive effect on effective leadership and workplace spirituality but not on organizational citizenship behaviors. Workplace spirituality has a significant positive effect on organizational citizenship behaviors, while effective leadership does not. Job satisfaction influences organizational citizenship behaviors through workplace spirituality but not through effective leadership. The implications of this study highlight the importance of enhancing job satisfaction and workplace spirituality to promote organizational citizenship behaviors. Managers and leaders at Mandiri University Group in DKI Jakarta Province should pay more attention to aspects that can improve job satisfaction and workplace spirituality to achieve organizational goals effectively. This study provides theoretical and practical contributions to the development of a model of organizational citizenship behaviors through job satisfaction and workplace spirituality</em>

Pengaruh Job Stress terhadap Job Satisfaction dan Organizational Commitment di Mediasi oleh Psychological Wellbeing Karyawan Perusahaan Facility Services di Tangerang Selatan

This research aims to investigate the influence of job stress on job satisfaction and organizational commitment, mediated by employees' psychological well-being. The study employs a quantitative method with a sample of 150 respondents from a Facility Services company. Data analysis is conducted using SPSS 25 for Windows. The findings reveal a significant negative influence of job stress on job satisfaction, a significant negative influence of job stress on psychological well-being, a significant negative influence of job stress on organizational commitment. There is a significant positive influence of psychological well-being on job satisfaction, a significant positive influence of psychological well-being on organizational commitment, and a significant positive influence of job satisfaction on organizational commitment. Psychological well-being fully and significantly mediates the relationship between job stress and both job satisfaction and organizational commitment.