Intrinsic Job Satisfaction Research Articles

Investigating the Relationship between Transformational Leadership and Job Satisfaction: An Application on Trainers

Aim: This study aims to examine the relation between trainers’ job satisfaction serving in Youth and Sports Provincial and County Directorates and transformational leadership behaviors they perceive of their managers.Material and Method: In the study, quantitative method, correlational survey model was used, participants were determined by the convenience sampling method and a questionnaire was applied to 381 trainers. In data analyses; percentage (%), frequency (f), normality of data and Pearson correlation were applied. Significance level as p<0,05 and confidence interval were accepted as 95%.Results: The relationship between all dimensions of transformational leadership and job satisfaction was observed. Job satisfaction levels were also increased with rising perceptions of employees regarding transformational leadership. (r= 0,569; p<0,001). Positive relationship between the transformational leadership dimensions and the intrinsic dimension of job satisfaction from (r=0,412) to (r=0,447), and between the extrinsic dimension from (r=0,446) to (r=0,554) were found. Among values, the first highest value was between the dimension of individual attention relation and extrinsic job satisfaction (r=0,554), the second highest value was the between the dimension of individualized consideration and extrinsic job satisfaction (r= 0,523).Conclusion: Trainers' point of view on transformational leadership has shown that the relationship between extrinsic job satisfaction and transformational leadership dimensions is usually stronger than intrinsic job satisfaction. In terms of the job satisfaction of trainers, leadership is not the determining factor alone when it comes to job-related environmental factors. In this study, it has been determined that transformational leadership is related to job satisfaction and when there is an expansion in the perception levels of trainers as to transformational leadership, their job satisfaction levels have also expanded.

Pengaruh Motivasi Intrinsik, Kepuasan Kerja dan Iklim Organisasi terhadap Organizational Citizenship Behaviour (OCB) pada Karyawan CV Maris Persada Kabupaten Buol


 
 The organizational environment often changes with the times. If an organization has achieved the goals set for its own organization, then the organization can be considered successful. The quality of the organization's internal environment experienced by its members, the quality in question is not an objective condition that is the same for all employees, but a condition that has been processed through perception along with subjective experience. This type of research can use a quantitative descriptive method, namely to analyze the Study of the Influence of Intrinsic Motivation, Job Satisfaction, and Organizational Climate on Organizational Citizenship Behavior (OCB). This research design can be classified as a type of survey research, because researchers use surveys to obtain data and information directly about the research object by distributing associative causal questionnaires. This study uses a quantitative method based on the method. Meanwhile, the SPSS application is used when processing data. The presentation of the results of this study is presented based on the data obtained from the research that has been done. The data collected in this study is in the form of an analysis of the scale results that have been filled in by trading companies. In this study there were 4 (three) scales, namely the Organizational Citizenship Behavior (OCB) scale consisting of 5 question items, the Intrinsic Motivation scale consisting of 5 statement items, the Job Satisfaction scale consisting of 5 statement items and the Organizational Climate scale consisting of 5 statement items . The conclusion in this study is that intrinsic motivation has a positive and significant effect on Organizational Citizenship Behavior (OCB) of employees of CV Maris Persada, Buol Regency.
 Keywords : Intrinsic Motivation, Job satisfaction; OCB

The relationship between intrinsic job satisfaction, extrinsic job satisfaction, personal factors and turnover intentions- private hospital pharmacists in Hong Kong

Abstract Introduction The impact of employee job satisfaction on retention or the impact of job dissatisfaction on attrition is becoming increasingly important as it has a significant impact on the quality of service provided, staff shortages, and the effectiveness of healthcare organizations. This is especially true for private hospitals pharmacists in Hong Kong. Aim Based on Herzberg's two-factor theory, the aim of this quantitative, correlational study was to determine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, demographic characteristics, personal factors, and turnover intentions in a sample of pharmacists working for private hospitals in Hong Kong. Methods Following institutional ethical approval, five research questions were developed to study the relationships. An empirical model of causal relationships among variables was tested with a sample of 140 registered pharmacists working in Hong Kong private hospitals. The questionnaire was designed to be self-administered, and data was collected using convenience and snowball sampling methods via an Online Google Form link. Partial least Squares Structural Equation Modelling (PLS-SEM) was used to analyse the structural relationships. The study employed SmartPLS 3.0 to compute the two-basic partial least squares (PLS) path modelling, i.e. structural and measures models. Results 68 (48.6%) were male, and 72 (51.4%) were female participants in this study, giving an overall sex ratio (males per 100 females) of 94. One third of the pharmacists surveyed were between 40-49 years old. This study found that older age was associated with a more moderate relationship between overall job satisfaction and turnover intention. At the same time, the more support from the family, the greater the negative moderating effect between overall job satisfaction and turnover intention. This study's most significant intrinsic job satisfaction factor was "achievement", with an outer loading of 0.846. Other important intrinsic job satisfaction factors included recognition, opportunities for advancement, work itself, and responsibility. For extrinsic job satisfaction factors, the most significant one was “employment status”, with an outer loading of 0.791. Other important extrinsic factors include working conditions, company policies and rules, remuneration, interpersonal relations, and supervisor's quality. There were positive relationships between intrinsic and extrinsic job satisfaction factors, and overall job satisfaction of the private hospital pharmacists. In contrast, the intrinsic job satisfaction factors, extrinsic job satisfaction factors, and overall job satisfaction are found to have negative relationships to the turnover intentions of pharmacists. Those relationships were statistically significant with p<0.05. Discussion/Conclusion In conclusion, private hospital managements may use the knowledge to implement strategies to improve intrinsic and extrinsic job satisfaction among pharmacists in private hospitals. It is hoped that private hospital pharmacies will then have more bargaining power to retain pharmacists in the workplace. In turn, a better-quality pharmacy service can be provided and, ultimately, better earnings for the private hospitals.

Principals’ transformational and transactional leadership styles and teachers’ job satisfaction: A perspective from high school teachers

The significant impact of school principals’ transformational and transactional leadership styles on teachers’ job satisfaction has been documented in different settings of education. However, until now, limited research in this field has been conducted in the setting of high school education. Therefore, this study aims to investigate the influence of transformational and transactional leadership styles of principals on teachers’ job satisfaction. The present study utilised the multifactor leadership questionnaire and the Minnesota satisfaction questionnaire to collect data from 387 teachers in 24 high schools. The results of correlation coefficient analyses showed significantly positive effects of the transformational leadership and significantly negative effects of the transactional leadership on teachers’ job satisfaction. The results of multiple regression analyses also revealed that both principals’ leadership styles predicted teachers’ intrinsic and extrinsic job satisfaction. The findings of this study support an implementation of the transformational leadership style in the educational context to undertake necessary changes in leadership practices to improve teachers' job satisfaction. The study suggests that future studies should examine the impacts of these leadership styles on other teachers’ outcomes, such as self-efficacy, responsibility, turnover and retention. Keywords: Job satisfaction, leadership styles, transactional leadership, transformational leadership

Servant leadership and employee attitudes within a South African state-owned enterprise: Mediation by employee motivation

We sought to investigate employee motivation mediation of the relationship between servant leadership, employee motivation, job satisfaction, and affective organisation commitment in a public sector enterprise. Participants (n = 128; male = 73; female = 55; age range = 31–40 years = 43; working more than 10 years = 49) where from a South African state-owned enterprise. They completed measures of perceptions of servant leadership, employee motivation, job satisfaction, and affective organisation commitment. Following mediation analysis, results indicated that intrinsic and extrinsic work motivation mediated the relationship between servant leadership, job satisfaction, and affective organisation commitment. These findings suggest that motivation is an important intervening condition to enhance the relationship between servant leadership and employee attitudes such as extrinsic and intrinsic job satisfaction and affective commitment. Therefore, managers who display servant leadership behaviour are more likely to instil motivation, job satisfaction, and affective organisation commitment in their followers.

In search of the ‘buffering’ effect in the job demands–control model: The role of teamwork HRM practices and occupations

The job demands–control/support (JDC/JDCS) models are highly influential in the HRM and employee well-being literature. Despite the high face validity, however, research has failed to find convincing empirical support for the ‘buffer’ hypothesis suggested by the JDC/JDCS models. In this article the authors explore this issue from three perspectives. First, they test the controversial ‘buffer’ hypothesis using a large nationally representative matched employer–employee sample from Britain. Second, they examine the role of teamwork HRM practices as a moderator of the buffering effect of job control against job demands on employee well-being. Finally, incorporating occupational level data into the analysis, the authors further explore the moderating effects of teamwork under different occupation-specific work intensity. The analysis suggests that there is strong evidence supporting the ‘buffering’ hypothesis. Also, it was found that teamwork moderates the buffering effect for employee intrinsic job satisfaction. Finally, the moderating effect of teamwork differs between occupations with different levels of work intensity.

Job well robotized! – Maintaining task diversity and well-being in managing technological changes

In an era of emerging service work robotization, this article investigates how workers perceive job diversity in robotized work, and how those perceptions relate to job satisfaction and the perceived meaningfulness of a job. The study used a nationwide Quality of Work Life survey (QWLS) data collected in Finland in 2018 (N = 4110), and its subsample of salary earners working in a robotized workplace at the time of the study (n = 535). The data were analyzed using a correlative cross-sectional study design, descriptive statistics, ANOVA, and OLS regression analysis. Against a common belief and previous studies, the findings show that intrinsic job satisfaction at work is on the average lower in robotized workplaces than in nonrobotized workplaces. The aggregate higher job satisfaction and perceived meaningfulness of work were mostly associated with perceived task diversity depending on whether, or how extensively, the employee worked with robots. The study contributes to the scientific robotization discussions with unique empirical evidence of job diversity and well-being. Moreover, the study produces information for working life, organizations, and change management by disclosing the importance of maintaining job diversity in and after implementing technological changes.

THE INTERACTION EFFECT OF GENERAL COGNITIVE ABILITY AND JOB CHARACTERISTICS ON INTRINSIC JOB SATISFACTION

452 employees participated in the study exploring the interaction effect of General Cognitive Ability and Job Characteristics on Intrinsic Job Satisfaction. To address the research question, the following instruments were used in the study: General Aptitude Test Battery – GATB (The U.S. Employment Service, 1947-1996), Minnesota Job Satisfaction Questionnaire (1966), and Karasek’s Job Content Questionnaire (1979).  General cognitive ability was assessed from two different perspectives – cognitive ability as a predictor and cognitive ability as a moderator in the relationship between job characteristics and job satisfaction.  Since job characteristics variables (Decision authority, Decision latitude, Skill discretion) are mainly associated with intrinsic job satisfaction, the study focused on the relationship between cognitive ability,  job characteristics and intrinsic job satisfaction as well as on the role of job characteristics in the given  relationship.  The study showed that job characteristics moderate the relationship between general cognitive ability and intrinsic job satisfaction. Also, general cognitive ability strengthens relationship between job characteristics and intrinsic job satisfaction. General cognitive ability has a significant negative effect on intrinsic job satisfaction only in those employees, who perform monotonous and repetitive work and have limited control and decision authority. Under such working conditions, highly developed cognitive ability is associated with low levels of intrinsic job satisfaction. High levels of cognitive ability are related to the satisfaction with the intrinsic factors of work (responsibility, independence, creativity, diversity, etc.), whereas employees with low levels of cognitive ability tend to have a more positive attitude to work, if their work is redesigned to include increased decision latitude.

Secondary School Teachers' Job Satisfaction: A Mixed Research Method

This study aims to investigate secondary school teachers’ job satisfaction levels with the convergent method, one of the mixed research methods. The quantitative part of the study was conducted with 330 participating teachers, and the ‘Minnesota Job Satisfaction Scale’, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish by Baycan (1985), was used. In the qualitative part of the study, a semi-structured interview form was used consisting of 4 questions to reveal the intrinsic and extrinsic job satisfaction factors of the participants. In addition, the gender, branch, professional experience, and educational level variables were used in the study. As a result, the general job satisfaction and intrinsic job satisfaction levels of the participants were “satisfied”, and their extrinsic job satisfaction levels were “uncertain”. When the qualitative data were analyzed, appreciation, success, promotion, merit, recognition, motivation, and responsibility were respectively factors affecting the participants’ intrinsic job satisfaction, payment, management, working conditions, justice and living standards were respectively factors affecting the participants’ extrinsic job satisfaction.

Effect of Organizational Justice on Organizational Performance with Mediating Variables of Job Satisfaction and Organizational Commitment- Systematic Article Review Study

The main aim of this systematic review study is to assess the effect of organizational justice on organizational performance with mediating variables of organizational commitment and job satisfaction. This study used 25 reputable research articles which are more related to the title “organizational justice on organizational performance with mediating variables of organizational commitment and job satisfaction”. Positive perception of employees in relation to organizational justice is a significant antecedent to employees’ job satisfaction, which in turn mediated the relationship between justice perceptions and organizational performance. Intrinsic and extrinsic job satisfaction has a positive and significant effect on organizational commitment. But some findings show that procedural and interactional justice has no significant impact on employee performance and the relationship of organizational justice to work performance was mostly indirect, mediated by organizational commitment. Organizational justice and organizational commitment have generally confirmed a positive relationship, and organizational commitment mediates the relationship between organizational justice and organizational performance significantly.

When Occupational Self Efficacy and Intrinsic Motivation Influence on Job Satisfaction and Job Performance

This study aims to determine the effect of occupational self-efficacy on intrinsic motivation, job satisfaction and job performance. In addition, the influence of intrinsic motivation on job satisfaction and job performance. This research is a descriptive quantitative study made using the structural equational modeling (SEM) method. Data collection was used by distributing online questionnaires. The population of this study are employees of private companies in the areas of Jakarta, Bogor, Depok, Tangerang, and Bekasi (Jabodetabek). The sampling method used is purposive sampling with criteria that have worked for 2 years and over. The results of this study prove that there is a positive influence between occupational self-efficacy and intrinsic motivation, job satisfaction and job performance. Then it also proves that there is a positive influence between intrinsic motivation on job satisfaction but not on job performance.

Effect of Job Satisfaction on Organizational Commitment: Evidence from Employees of a Special Mission Organization in Rwanda

This study assessed the effect of job satisfaction and demographic characteristics on the organizational commitment of employees (N = 119) in Rwanda. The study adopted a cross-sectional survey design for data collection. Descriptive, correlation, standard, and hierarchical regression analysis techniques were used to carry out the analysis. The effect of intrinsic job satisfaction was positive and significant on overall organizational commitment, continuance, and normative commitment, but negative and significant on affective commitment. The opposite was the case for extrinsic job satisfaction, although the effect on affective commitment was insignificant. The effect of satisfaction with the work environment was positive but only significant on affective commitment and significantly negative on continuance commitment. Job satisfaction dimensions had a significant unique effect on the overall and all the organizational commitment dimensions, even after controlling for the effect of the five demographic characteristics. From the results, it is recommended that for the organization to enhance employees’ commitment, management should adopt measures that enhance job satisfaction among them. This study adds to the much-needed empirical evidence from the developing world, but more importantly, from a special mission organizational context, consistent with the interconnectedness of organizations across the globalized world.

THE IMPACT OF INTRINSIC MOTIVATION, ORGANIZATIONAL CULTURE AND JOB SATISFATION ON EMPLOYEE PERFORMANCE AT HUMAN CAPITAL SERVICES GROUP (PT BANK MANDIRI)

The decrease in employee performance would derive in business results are being less than optimal is the beginning of a phenomenon which occurs in a company. This research has purpose to determine the impact of intrinsic motivation, organizational culture and job satisfaction towards employee performance at Human Capital Services Group (PT Bank Mandiri). The data analysis through multiple linear regression analysis. This type of research is included in quantitative. The sample subjects in this research were 65 employees of Human Capital Services Group (PT Bank Mandiri). The results from this multiple linear regression analysis partially indicate if the intrinsic motivation, organizational culture and job satisfaction had a significant impact on employee performance at Human Capital Services Group.

"Mothers will be lucky if utmost receive a single scheduled postnatal home visit": An exploratory qualitative study, Northern Ethiopia.

Postnatal home visits (PNHVs) have been endorsed as strategy for delivery of postnatal care (PNC) to reduce newborn mortality and improve maternal outcomes. Despite the important role of the Health Extension Workers (HEWs) in improving the overall healthcare coverage, PNHV remains as a missed opportunity in rural Ethiopia. Thus, this study aimed to explore the barriers and facilitators of scheduled postnatal home visits in Northern Ethiopia. We conducted an exploratory qualitative study on a total of 16 in-depth interviews with HEWs and mothers who gave birth one year prior to the study. In addition, focus group discussions were conducted with HEWs and key informant interviews were conducted with women development group leaders, supervisors, and healthcare authorities from April to June 2019 in two rural districts of Northern Ethiopia. Discussions and interviews were audio recorded and transcribed verbatim in the local language (Tigrigna) and translated into English. The translated scripts were thematically coded using Atlas ti scientific software. Field notes were also taken during the discussion and while conducting the interviews. Health system factors, community context, and individual level factors were considered as the barriers and facilitators of scheduled PNHVs. Leadership, governance, management, support and supervision, referral linkages, overwhelming workload, capacity building, logistics and supplies are the major sub-themes identified as health system factors. Physical characteristics like geographical location and topography, distance, and coverage of the catchment; and community support and participation like support from women's development groups (WDGs), awareness of the community on the presence of the service and cultural and traditional beliefs were community contexts that affect PNHVs. Self-motivation to support and intrinsic job satisfaction were individual level factors that were considered as barriers and facilitators. The finding of this study suggested that the major barriers of postnatal home visits were poor attention of healthcare authorities of the government bodies, lack of effective supervision, poor functional linkages, inadequate logistics and supplies, unrealistic catchment area coverage, poor community participation and support, and lack of motivation of HEWs. Henceforth, to achieve the scheduled PNHV in rural Ethiopia, there should be strong political commitment and healthcare authorities should provide attention to postnatal care both at facility and home with a strong controlling system.

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

PurposeThe purpose of this study is to investigate the level of job satisfaction among employees in the telecommunications company in Uzbekistan and assess the effects of demographic and work-related variables on job satisfaction.Design/methodology/approachA survey questionnaire method was used to obtain the data from 403 employees working in the telecommunications company in Uzbekistan. The data were collected using the Minnesota Satisfaction Questionnaire short-form.FindingsThe results of the study indicated a significant effect of age and tenure on the job satisfaction. Age was found to be positively associated with the job satisfaction and intention to stay. The older employees are more likely to be satisfied and stay with the current company for the next 5 years. The tenure was also found to be positively correlated with the overall job satisfaction and intrinsic job satisfaction. It also has been revealed that male employees are less likely than female employees to stay in the company for the next 5 years ceteris paribus. According to the survey results, there was no significant impact of education level, gender, marital status or job field on the job satisfaction of the employees.Originality/valueThe results of the study demonstrate interesting job satisfaction findings of employees working in the telecommunications company in Uzbekistan, which can draw attention of the senior management and human resource departments to increase the level of job satisfaction levels among employees and start implementing the job satisfaction measures within the companies in Uzbekistan in order to create effective human resource management systems and retain qualified employees.

The Spanish home care workers between job vulnerability and happiness in times of crisis

PurposeThis study aims to analyze the well-being experience of home care workers regardless of the service management model. It also aims to analyze their emotional experiences of their activity and working conditions.Design/methodology/approachThis study, using a mixed qualitative and quantitative analysis, allows a combined analysis for a better understanding of the well-being experience of home care workers.FindingsHome care workers experience intrinsic job satisfaction and demonstrate this with positive emotions regardless of their work situation.Practical implicationsCaring for the carer should be a business value. Measures oriented toward workers’ comfort generate greater happiness and commitment, which is automatically transferred to the quality of the care provided and reduces the psychosocial risks of their professional activity.Social implicationsVisualizing the social reality of an essential profession through research generates verifiable evidence that will help to improve the working conditions of home care workers in Spain.Originality/valueTo the best of the authors’ knowledge, this pioneering study in Spain introduces a greater understanding of how home care workers in Spain experience their work reality.

PENGARUH PENGHARGAAN INTRINSIK DAN PENGHARGAAN EKSTRINSIK TERHADAP KEPUASAN KERJA KARYAWAN PERUMDA BPR PUSAT MAJALENGKA

Research was conducted on employees of Perumda BPR Pusat Majalengka. Target of this research is to identify intrinsic rewards and extrinsic rewards to employee job satisfaction, and how much influence the intrinsic rewards and extrinsic rewards to employee job satisfaction.
 The method used is by using descriptive analysis and verification techniques. The sample is this study were 45 peoples using saturated sampling techniques. Data collection are the questionnaires. Testing is done with the data instrument validity and reliability testing, while data anlysis is a classic assumption test, multiple regression test, determination, and hypothesis testing with SPSS 21 Version.
 Based on research results to the variable intrinsic rewards, extrinsic rewards, and employee job satisfaction variables included in the high category. Furthermore, based on verifikatif analysis of intrinsics rewards and extrinsics rewards have a positive and significant impact on employee job satisfaction either partially or simultaneously

Teachers’ life satisfaction: A structural equation model analyzing the role of trait emotion regulation, intrinsic job satisfaction and affect

Teaching is an emotionally demanding profession that can negatively affect teacher well-being. This cross-sectional study aimed to test a comprehensive structural equation model of both the direct and indirect (through affect and intrinsic job satisfaction) relationships between trait emotion regulation and life satisfaction in a sample of 404 Spanish teachers. The model obtained good fit (S–B χ2 = 319.142, df = 201, p < .001; CFI = 0.957; RMSEA = 0.038). Outcomes suggested that: i) positive and negative affect mediates the relationship between trait emotion regulation and both life and job satisfaction; ii) job satisfaction is the main determinant of life satisfaction. Practical implications and limitations are also discussed.

Assessment of Non-physical User Violence and Burnout in Primary Health Care Professionals. The Modulating Role of Job Satisfaction.

IntroductionGrowing concern about workplace violence shows the need for an evaluation in specific contexts in order to identify the particularities of each professional group. The health sector consists of a group of professionals with high exposure to violence, specially from users. There are differences depending on the professional category or unit in which the professional works. In this regard, Primary Health Care (PHC) is characterized by a personalized and continuous patient treatment over time, which is not exempt from cases of violence. Among the commonly studied consequences of these situations are decreases in job satisfaction and burnout.ObjectiveThe main objective of this study is to analyze the modulating role of job satisfaction in the relationship between non-physical user violence and the onset of burnout.MethodsCross-sectional comparative descriptive design. The sample consisted of 574 professionals from 39 PHC centers of the Murcian Health Service. Data were collected using two-stage cluster sampling. For data analysis, descriptive analysis, correlations and stepwise hierarchical regression were used to analyze the interaction between the variables.ResultsRegression analysis draws a model where non-physical violence and low intrinsic and extrinsic job satisfaction act as modulators of non-physical violence, cynicism and emotional exhaustion.ConclusionsThis study provides evidence of the psychological consequences of the perception of user violence in the PHC staff. Furthermore, it is evident that the emergence of burnout syndrome in these professionals is related to exposure to verbal or non-physical violence together with low job satisfaction. In this sense, a circular and bidirectional relationship between the variables studied is proposed as a possible explanatory model.

Impact of Intrinsic and Extrinsic Motivation on Work Engagement: A Cross-Sectional Study of Nurses Working in Long-Term Care Facilities.

Nurses’ work motivation impacts their job satisfaction and work engagement, affecting their quality of care. Work motivation, a personal resource, can be categorized into intrinsic and extrinsic motivation, each of which may function differently in the job demands–resources (JD–R) model. To study the effect of nurses’ intrinsic and extrinsic work motivation on work engagement in long-term care (LTC) facilities, we randomly selected 1200 facilities from 6055 LTC facilities in eastern Japan. Two nurses from each facility completed a self-report questionnaire—newly developed for this study for evaluating intrinsic and extrinsic work motivation—to assess their work engagement, job satisfaction, and work motivation. Multiple regression analysis of 561 valid questionnaires investigated the relationship between work motivation and work engagement, indicating that intrinsic work motivation, job satisfaction, and age had a significant positive effect on work engagement, while extrinsic work motivation had no significant effect. However, half the nurses chose to work because of extrinsic work motivation, explaining the high turnover rate of nursing staff in LTC facilities. Findings indicate the importance of measures to foster nurses’ intrinsic motivation to improve work engagement. Further research should investigate how to improve the intrinsic motivation of nurses working in LTC facilities.