Job Satisfaction Research Articles

Increasing organization resilience to enhance performance why employee job satisfaction is important

Increasing organization resilience to enhance performance why employee job satisfaction is important

Enablers of satisfaction with coworking spaces: assessing the influence of users’ personality and experience

PurposeThis study analysed the extent to which differences in personality traits and coworking experiences affect coworkers’ satisfaction with coworking spaces (CWS).Design/methodology/approachThe present study is based on employee-workplace alignment theory (Appel-Meulenbroek et al., 2021). This approach addresses people’s ability to do their jobs in a certain work environment and studies job satisfaction as an outcome variable. We used a dataset of 135 CWS members grouped in the Spanish Association of Flexible Office Spaces, Prowork Spaces. The regression models were fitted using satisfaction with coworking as the dependent variable.FindingsThe findings support the idea that some psychological traits of coworkers, such as extroversion and agreeableness, have a significant influence on their satisfaction with coworking. Our study also shows that the relationship between coworking experience and satisfaction is curvilinear.Originality/valueThis study contributes to the advancement of employee-workplace alignment theory by showing that some personality traits are relevant variables for person-organisation fit in CWS. While extroversion and agreeableness are traditionally associated with prosocial outcomes, we found that agreeable coworkers were not more satisfied with CWS. In addition, the study identified a nonlinear relationship between experience and satisfaction with CWS, which has not been detected in previous studies.

Do Teachers With Absent Students Feel Less Job Satisfaction?

Research and policy have focused predominantly on the individual consequences for students who miss school. Yet absenteeism does not occur in a vacuum, and less work has focused on how student absenteeism correlates to classroom dynamics. Practically no attention has been paid toward teachers. We propose in this study that student absences make it challenging for teachers to enjoy the very function of their jobs and thus experience more dissatisfaction at work as a result. We find that teachers have lower job satisfaction when more of their students are absent. However, we find statistically significant differences only for broad aspects of teacher satisfaction—job enjoyment, usefulness, and belief in the profession—rather than differences among other related measures of teaching.

Predicting Prefecture-Level Well-Being Indicators in Japan Using Search Volumes in Internet Search Engines: Infodemiology Study

Background In recent years, the adoption of well-being indicators by national governments and international organizations has emerged as an important tool for evaluating state governance and societal progress. Traditionally, well-being has been gauged primarily through economic metrics such as gross domestic product, which fall short of capturing multifaceted well-being, including socioeconomic inequalities, life satisfaction, and health status. Current well-being indicators, including both subjective and objective measures, offer a broader evaluation but face challenges such as high survey costs and difficulties in evaluating at regional levels within countries. The emergence of web log data as an alternative source of well-being indicators offers the potential for more cost-effective, timely, and less biased assessments. Objective This study aimed to develop a model using internet search data to predict well-being indicators at the regional level in Japan, providing policy makers with a more accessible and cost-effective tool for assessing public well-being and making informed decisions. Methods This study used the Regional Well-Being Index (RWI) for Japan, which evaluates prefectural well-being across 47 prefectures for the years 2010, 2013, 2016, and 2019, as the outcome variable. The RWI includes a comprehensive approach integrating both subjective and objective indicators across 11 domains, including income, job, and life satisfaction. Predictor variables included z score–normalized relative search volume (RSV) data from Google Trends for words relevant to each domain. Unrelated words were excluded from the analysis to ensure relevance. The Elastic Net methodology was applied to predict RWI using RSVs, with α balancing ridge and lasso effects and λ regulating their strengths. The model was optimized by cross-validation, determining the best mix and strength of regularization parameters to minimize prediction error. Root mean square errors (RMSE) and coefficients of determination (R2) were used to assess the model’s predictive accuracy and fit. Results An analysis of Google Trends data yielded 275 words related to the RWI domains, and RSVs were collected for 211 words after filtering out irrelevant terms. The mean search frequencies for these words during 2010, 2013, 2016, and 2019 ranged from −1.587 to 3.902, with SDs between 3.025 and 0.053. The best Elastic Net model (α=0.1, λ=0.906, RMSE=1.290, and R2=0.904) was built using 2010-2016 training data and 2-13 variables per domain. Applied to 2019 test data, it yielded an RMSE of 2.328 and R2 of 0.665. Conclusions This study demonstrates the effectiveness of using internet search log data through the Elastic Net machine learning method to predict the RWI in Japanese prefectures with high accuracy, offering a rapid and cost-efficient alternative to traditional survey approaches. This study highlights the potential of this methodology to provide foundational data for evidence-based policy making aimed at enhancing well-being.

The Effect of Training and Work Environment on Employee Performance through Employee Engagement as an Intervening Variable

This research aims to examine the influence of Training and Work Environment through Employee Engagement on Employee Performance at PT. Coway International Indonesia. This research was motivated by employee performance which was not mentioned, so research was carried out to find out which training, work environment and Employee Engagement variables would have the most influence on employee performance at PT. Coway International Indonesia. The population in the study were employees of PT. Coway International Indonesia. Meanwhile, the research sample was taken using a purposive sampling technique and then using a saturated sampling technique, namely all members of the population were used as samples with a total of 100 respondents. This research is quantitative research using the Structural Equation Model - Partial Least Square (SEM-PLS) method. The results of the research show that Training and Work Environment have a positive effect on Employee Engagement, Training and Work Environment have a positive effect on Employee Performance, Employee Engagement has a positive effect on Employee Performance, Training has no positive effect on Employee Performance through Employee Engagement, finally the Work Environment has a positive effect on Performance Employees through Employee Engagement. After conducting research, the author suggests expanding the population to other branches, so that it can represent more answers from Coway International Indonesia employees. Coway International Indonesia throughout Indonesia. Apart from that, you can also add other supporting variables, such as Work Motivation, Job Satisfaction, Reward and Punishment and other variables that are relevant to the novelty of the research.

Patterns of professional identity in school counselors: A latent profile analysis

AbstractUnderstanding school counselors’ professional identity development is important to promote positive work‐related outcomes and provide appropriate support for more quality school counseling services. The purpose of this study was to examine the patterns of professional identity in school counselors. As a result of latent profile analysis using a sample of school counselors (N = 343), we found five types of professional identity, including (1) Well‐Developed (n = 99; 28.9%), (2) High Competence (n = 53; 15.5%), (3) Moderate (n = 156; 45.5%), (4) Professionally Disconnected (n = 18; 5.2%), and (5) Vulnerable (n = 17; 5.0%). Based on the profiles, we identified significant differences in their work‐related attitudes and experiences (i.e., burnout, stress, job satisfaction, and years of school counseling experience), but there were no significant differences in demographics except for the American School Counselor Association membership. Implications and recommendations for counseling professionals are suggested.

The Impact of Subjective Socioeconomic Status and Job Satisfaction on Psychological Symptoms of Economically Active People With Disabilities

This study aimed to investigate the impact of subjective socioeconomic status (SES) and job satisfaction on psychological symptoms of economically active people with disabilities. Data from the Korean Panel Survey of Employment for the Disabled (PSED) from 2016 to 2018 were assessed using a longitudinal analysis. A total of 1591 individuals were included as the study population. To explore the impact of subjective SES and job satisfaction on psychological symptoms, a generalized estimating equation model was applied. People who were dissatisfied with their jobs and perceived themselves to have a low SES were 1.73 times more likely to have stress (95% confidence interval [CI] [1.406, 2.126]). Likewise, people with low job satisfaction and low subjective SES were 3.83 times more likely to have depressive symptoms (95% CI [2.318, 6.339]), and even if subjective SES was high, those dissatisfied with their jobs were 4.24 times more likely to develop depressive symptoms (95% CI [1.736, 10.370]). In conclusion, our findings demonstrated that subjective SES had a greater influence on the psychological health of the economically active disabled population. These results highlight the importance of considering a disabled person’s subjective socioeconomic factors and suggest ways to help them achieve a healthier and more fulfilling life.

Working from Home During and After COVID-19: A Narrative Review of Its Multifaceted Impacts

The COVID-19 pandemic accelerated the global adoption of working from home (WFH), fundamentally altering organizational practices and employee experiences. This narrative review synthesizes current research on the multifaceted impacts of WFH during and after the pandemic, focusing on job satisfaction, productivity, work-family balance, collaboration, innovation, and motivation. A comprehensive literature search was conducted across multiple academic databases, encompassing studies from January 2020 to July 2024 and covering diverse industries and employee demographics. Findings indicate that WFH offers numerous benefits, including increased flexibility, autonomy, and potential productivity gains. However, challenges persist, such as reduced social interaction, blurred work-life boundaries, and potential declines in collaboration and innovation. The effectiveness of WFH is influenced by factors like individual circumstances, job characteristics, technological infrastructure, and organizational support. Hybrid work models are emerging as potential solutions, balancing the advantages of remote work with the need for in-person collaboration. This review highlights the complexities of WFH and underscores the necessity for organizations to develop flexible, inclusive policies that address both employee preferences and operational needs. Further research is recommended to explore long-term impacts and best practices for integrating WFH into sustainable organizational strategies.

Impact of General Wellbeing, Working Conditions, Job and Career Satisfaction, Control at Work and Stress at Work on Burnout among Nurses of Pakistan

Purpose: The aim of this research is to focus on the Quality of work life of Nurses and see its impact on burn outs of Nurses especially during the course of Novel Covid -19 Pandemic in Pakistan. Design/Methodology/Approach: There were 257 nurses in the sample (female 149 and 108 male). Replicability is another factor that is taken into consideration for the credibility of this research to gain confidence through research of the same type that has been conducted. The purposive sampling is utilized to ensure that nurses have the necessary specialised knowledge, as well as the desire and potential to take part in the study and an awareness of the issues. Smart PLS version 4.0 for the structural equation mode has been utilized in the study. Findings: This study's findings corroborate that the quality of work life scales discussed here have an impact on the burnout of Pakistani nurses. These findings show that Pakistani nurses take stress at work positively influence their burnout while control at work and job and career satisfaction influence burnout negatively among them. Moreover, other findings reveal that working conditions and general wellbeing doesn’t affect burnout in Pakistani nurses which may be due to nature of their job or they got use to of these working conditions during Covid-19 by using Covid-19 preventive measures. Implications/Originality/Value: Nurse burnout and its psychological and social consequences are a major problem for all health care systems around the world. If we care about the stress at work due to their extra job responsibilities and give them empowerment at work as well as give them more incentives at jobs they will be more than happy to serve patients.

Investigating the organizational commitment and its associated factors among the staff of the health sector: a cross-sectional research

IntroductionOrganizational commitment (OC) significantly impacts the quality of care provided by healthcare staff. It reflects employees’ connection to and engagement with their organization, affecting job satisfaction, employee turnover, and the overall success of the healthcare organization. This research seeks to assess OC levels and identify its influencing factors among health sector staff in Shiraz, southwestern Iran.MethodsIn this cross-sectional study, the staff of the health sector including physicians/family physician (FP), midwives, healthcare workers, psychologists, dentists, and nutritionists were selected through a multi-stage sampling; they filled out an online 36-item questionnaire (12 demographic items and 24-item Allen and Mayer OC questionnaire). The data were analyzed using SPSS software (version 25). Descriptive statistics of OC scores were provided. Also, independent samples t-test and analysis of variance were used as statistical tests, and P-value < 0.05 was considered the significant level.ResultsOverall, 289 staff with a mean age of 32 ± 7.6 years participated in this study. The OC total mean score was higher in the public sector compared with the private sector and higher in the non-FP team compared with the FP team. The mean score of all types of OC among all job positions was low. Moreover, education level, workplace, job experience in current job, engagement in other jobs for making money, and FP staff showed a significant association with the total mean score of OC.ConclusionAccording to the results, OC among health sector staff is low. Therefore, policymakers in the health sector are strongly recommended to implement immediate measures to enhance this critical factor among their workforce.

Working with people living with motor neurone disease and the impact on professionals’ emotional and psychological well-being: A scoping review

Background: Integrated multidisciplinary care is required to manage the progressive and debilitating symptoms associated with motor neurone disease. Professionals can find providing the level of care required by this population clinically and emotionally challenging. To support those working with these patients it is important to understand the experience of the entire multidisciplinary team involved and the impact of working with motor neurone disease on their emotional and psychological well-being. Aim: To identify what is known about (1) healthcare professionals’ experience of working with motor neurone disease and (2) the impact of this work on their emotional and psychological well-being. Design: Scoping review. Review protocol registered on Open Science Framework. Sources: Five electronic databases were searched in January 2023 and 2024. Grey literature and hand searches were completed. Results: Fifty-one sources published between 1990 and 2023 were included. A total of 1692 healthcare professionals are represented. Three main categories were identified: (1) The demands of providing motor neurone disease care. (2) Factors influencing professionals’ ability to provide desired levels of care. (3) The emotional impact of working with motor neurone disease. Subcategories are depicted within these. Conclusion: Positive experiences included job satisfaction, enhanced perspective and receiving gratitude, while negative implications such as stress, emotional exhaustion and burnout also featured. The demands of motor neurone disease patient care, the organisation of services and resources required to meet patient and family needs and the emotional burden for professionals involved, warrant greater recognition in clinical practice, guidelines and future research.

Correlational Study on Burnout among University Teachers in Hunan, China

Education is a cornerstone of national development in China, essential for fostering scientific self-reliance and social progress. The 20th National Congress of the Communist Party of China aims to transform the country into a global education powerhouse by 2035, with higher education as its focal point. In this context, Hunan Province, home to various big university in the country, must look into reforms to enhance its educational infrastructure and teacher quality, however, numerous issues also exist including job burnout among teachers. This study investigates burnout among university teachers in Hunan, exploring its prevalence and the factors contributing to it. Utilizing a descriptive-comparative-correlational research design, the study surveyed 300 faculty members across different universities, gathering quantitative data on their demographic profiles, levels of burnout, and perceptions of its causes.This research underscores the urgency of addressing burnout to maintain educational quality and advance Hunan’s educational objectives as findings reveal apparent levels of emotional exhaustion, depersonalization, and decreased personal fulfillment among respondents, with burnout intensity influenced by years of working experience. While no substantial differences in burnout were noted based on profile, perceptions of burnout factors varied by job title and experience, suggesting that institutional roles significantly affect burnout experiences. The study highlights a critical need for targeted interventions to mitigate burnout and enhance faculty well-being, emphasizing the importance of supportive management systems, fair compensation, and robust interpersonal relationships. Recommendations include implementing tailored support programs, improving job satisfaction through clearer feedback and emotional support, and fostering a collaborative work environment to promote professional development.

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.

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.

The moderating role of paternalistic leadership in the relationship between job satisfaction and job stress among health workers in Gaziantep, Turkey.

Adopting an effective leadership style is of critical importance in increasing healthcare efficiency and therefore determining patient satisfaction. For example, although there are many new and effective leadership types today, the paternalistic leadership approach can still play an effective role in developing countries. The aim of this study is to examine the moderating role of paternalistic leadership in the relationship between job satisfaction and job stress. A total of 466 healthcare workers completed measures of perceived paternalistic leadership, job stress, and job satisfaction. The research was conducted in the center of Gaziantep, one of the largest cities in Turkey. Regression analysis was used to evaluate the moderate variable. Dawson slope were used to visualize the results. A negative relationship was found between job satisfaction and job stress. Additionally, it has been determined that the perception of paternalistic leadership has a moderating role. It has been observed that as the perception of paternalistic leadership increases, the negative relationship between job satisfaction and job stress decreases. It has been concluded that the paternalistic leadership approach can play a critical role in increasing the productivity of healthcare workers and reducing the negative effect of stress on satisfaction. It has been suggested that policies be developed to develop appropriate strategies for creating work environments that will increase employees' perceptions of paternalistic leadership.

Job Satisfaction and Performance of College Teachers in the Online Teaching Mode

The sudden switch to blended and online learning environment due to the global pandemic changes higher education and consequently influence college teachers’ job satisfaction and performance. Challenges that the teachers teaching in colleges experienced while working under virtual learning environment are shown to have caused impacts on their job satisfaction and performance. This article aims to review the major designs or determinants affecting the satisfaction and effectiveness of the college teachers in online classes and potential consequences for the future. The online teaching mode seems to have its advantages and limitations to college educators. Flexibility is a strength of the school but there is a lack of enough technological support and student engagement as key factors to enhancing the teacher’s job satisfaction. This can be achieved in the mentioned areas to support educators as well as improve the quality of online learning. Some of the recommendations include developing new, improved approaches to training that include teachers in online classrooms; upgrading the means of communicating with teachers working in online classrooms; and the creation of recognition and incentive systems designed to help teachers working in online classrooms. The study concluded that above mentioned initiatives can help to foster satisfaction and performance enhancing the long-term model of online teaching that help teachers and students.

Leadership style and job performance: a longitudinal approach

Purpose This study aims to examine the relationship between leadership style and job performance by multiple mediating roles of career satisfaction and job satisfaction using the longitudinal approach for frontline employees in the Jordanian hotel sector. Design/methodology/approach This study used a survey questionnaire based on a five-year longitudinal approach. Data were collected in two-period among frontline employees in five-star hotels in Jordan. Leadership style (transformational leadership and transactional leadership) was measured in the first period, whereas job performance, career satisfaction and job satisfaction were measured in the second period. The final sample for the first and second periods comprised 314 questionnaires valid for more analysis. The statistical software of SPSS (version 25) and SmartPLS (version 3.3.5) have been used for data analysis. Findings The results demonstrated that leadership style (transformational leadership and transactional leadership) has a positive significant effect on job performance. The results demonstrated also that leadership style (transformational leadership and transactional leadership) has a positive significant effect on career satisfaction and job satisfaction. As well the results demonstrated that career satisfaction and job satisfaction have a positive significant effect on job performance. Regarding multiple mediating roles, the results demonstrated that career satisfaction and job satisfaction mediated the relationship between leadership style and job performance. Originality/value To the best of the authors’ knowledge, this is the first study of its kind to examine the relationship between leadership style and job performance by multiple mediating roles of career satisfaction and job satisfaction using the longitudinal approach among frontline employees in the hotel sector.

Job satisfaction and turnover: The role of creativity, engagement, and decent work amongst employees

Orientation: The South African public service faces the challenge of a high labour turnover among its employees. There is a need for strategies to not only keep employees happy at work but also to retain them.Research purpose: The study investigates the determinants of job satisfaction and turnover intention accounting for the role of employee creativity, engagement and decent work.Motivation for the study: There is a need for strategies to not only retain employees within the public service but also to ensure the employees are satisfied with their jobs.Research approach/design and method: A cross-sectional survey was conducted with a convenience sample of 304 employees working within the South African public service in the Eastern Cape province of South Africa. The Statistical Package for the Social Sciences (SPSS) (version 25) and the Linear Structural Relations (LISREL) software packages were used to analyse data.Main findings: It was established that higher ratings of decent work experience relate positively to employee ratings of engagement in the work and that they also influenced outcomes such as job satisfaction and employee turnover intentions.Practical/managerial implications: The findings are a useful precursor in improving not just the work experience for employees but also work related outcomes such as job satisfaction and turnover intention.Contribution/value-add: The study findings give practical interventions to address the challenge of high turnover and the dearth of job satisfaction among public service employees.

Some aspects to consider to build teachers' job satisfaction: A comparative study of Uzbek and Hungarian teacher appraisals

The initiative of the Hungarian government to introduce a new teacher appraisal system within the whole-scale teacher assessment made us review the operational teacher career models and teacher appraisal frameworks linked to salary schemes in the world and compare the planned Hungarian model with the Uzbek teacher career model and teacher appraisal framework. The comparison includes the evolution of appraisals, their procedures, criteria, and methodology. Our study proposes some ideas for decision-makers to consider when introducing or modifying teacher assessment frameworks so that they can better contribute to teachers' well-being and to improving the quality of work in education.

Factors Influencing Teacher Enthusiasm: A Qualitative Study in Turkish Context

This study explores the factors influencing teacher enthusiasm in Turkish public schools through a qualitative, exploratory case study design conducted in two provinces in the northwestern region of Türkiye. Data were collected from 28 teachers using semi-structured interviews, with participants selected through convenience and maximum variation sampling methods. Content analysis was employed to analyze the data. The research identified three primary themes: personal factors, contextual factors, and external factors. Personal factors include motivation, affection for teaching and job satisfaction. Contextual factors encompass students’ academic performance and behaviors, school leadership practices, relationships with colleagues, and working conditions. External factors involve parental attitudes, educational policies, the value perception of the teaching profession, and incentives and rewards. The findings emphasize the critical role of personal motivation, affection for teaching, and job satisfaction in fostering teacher enthusiasm. Additionally, supportive leadership, positive student interactions, and a collaborative work environment are crucial contextual factors. External factors such as positive parental attitudes, consistent educational policies, societal recognition of the teaching profession, and appropriate incentives and rewards also play a vital role in fostering teacher enthusiasm. These results suggest that policymakers should prioritize consistent educational policies as well as recognition and rewards for teachers, while school principals should create supportive and collaborative environments. By addressing these areas, stakeholders can enhance teacher enthusiasm, ultimately improving teaching quality and student outcomes.