Work Job Satisfaction Research Articles

Job satisfaction of public workers in northern peru during the covid-19 pandemic

Objective: The objective of the study was to determine the job satisfaction of public workers in the provincial municipalities of the Tumbes region (Peru).
 Method: The method used was a descriptive, non-experimental cross-sectional design. The sample consisted of 319 male and female workers from the 3 provincial municipalities. A sociodemographic questionnaire and the Job Satisfaction Questionnaire were used as data collection instruments.
 Results: The results showed that only 10% of the participants had high job satisfaction. Within the dimensions, the majority showed low satisfaction (67%) with the remuneration received. No significant differences were found between men and women with respect to job satisfaction, and those with permanent employment status had lower levels than those who work on a temporary basis.
 Conclusions: It is concluded that most of the personnel working in the provincial municipalities of the Tumbes region have low levels of job satisfaction, so it is important to develop programs aimed at strengthening the bond and favorable attitude of workers with the institution where they work.

JOB SATISFACTION AND TURNOVER INTENTION OF BPO WORKERS: THE MEDIATING EFFECT OF SERVICE PERFORMANCE

This study investigated the mediating effect of service performance on the relationship between job satisfaction and turnover intention of BPO workers in Davao City. In order to do so, this study employed the quantitative research design using the descriptive and correlational method via mediation analysis. Using proportionate stratified random sampling, primary data were gathered through the use of online survey questionnaires addressed to 373 respondents working in selected BPO companies in Davao City. In addressing the hypotheses of the study, correlation analysis using Pearson product-moment correlation and mediation analysis using Sobel z test were used. The level of job satisfaction and service performance was very high among BPO workers, while the turnover intention was low. Results also revealed job satisfaction to have significantly predicted turnover intention and service performance which satisfied the ground for mediation. However, service performance did not significantly predict turnover intention. Further analysis through the Sobel z test confirmed that the mediating effect of service performance on the relationship between job satisfaction and turnover intention is not significant.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0205/a.php" alt="Hit counter" /></p>

Predictive factors associated with trajectory of job satisfaction of workers with physical disabilities: A latent growth curve analysis.

Job satisfaction is a highly useful factor in maintaining a successful work life for the disabled. This study aimed to evaluate how job satisfaction among workers with physical disabilities evolves over time, and to identify predictive factors that influence the trajectory of job satisfaction. A longitudinal data analysis using the three-year databases of the 2016-2018 Employment Panel Survey for the Disabled (n = 693). A latent growth curve model analysis was conducted to determine the trajectory of the job satisfaction among workers with physical disabilities, as well as the predictive factors affecting it. Job satisfaction among workers with physical disabilities increased over time, and there were substantial individual differences in the trajectory of the job satisfaction. The significant predictors for the job satisfaction over the three years were degree of disability, computer usage ability, employment support services, and experience of discrimination. Gender, educational background, interpersonal relationship/organizational adaptability, convenience facilities for the disabled, job suitability, disability acceptability, and self-esteem had a considerable impact on the intercept of the job satisfaction, but not on the slope. The findings would inform healthcare providers to establish mid-to-long-term vocational rehabilitation intervention plans that could increase the job satisfaction among workers with physical disabilities.

Meta-Analysis: Effects of Workload and Work Environment on Work Satisfaction in Health Personnel

Background: Job satisfaction is one of the important points to motivate and improve work efficiency, high job satisfaction can improve the performance of health workers and patient satisfaction. However, low job satisfaction results in fatigue and a tendency to increase the turnover of health workers which will exacerbate the condition of health facilities. The research objective was to analyze the effect of workload and work environment on job satisfaction in health workers. Subjects and Method: This study is a meta-analysis with PICO. Population: health workers. Intervention: high workload and safe work environment. Comparison: low workload and unsafe work environment. Outcome: job satisfaction. The articles used in this study were obtained from three databases namely Google Scholar, Science Direct and Pubmed. The keywords used to search for articles are “Workload” OR “Job Overload” AND “Safe Work Environment” AND “Job Satisfaction” AND “Health Workers” AND “Multivariate”. The articles used were full text in English from 2012 to 2022. Articles were selected using the PRISMA flowchart and analyzed using the RevMan 5.3 application. Results: A total of 17 cross-sectional study articles from Ethiopia, Switzerland, Israel, Belgium, China, Canada and Denmark. Based on the analysis, health workers with high workloads reduced job satisfaction 0.47 times compared to health workers with low workloads and this was statistically significant (aOR=0.47; 95% CI=0.24 to 0.92; p=0.030). Health workers with a safe work environment increased job satisfaction 2.75 times compared to health workers with an unsafe work environment and this was statistically significant (aOR=2.75; 95% CI=1.59 to 4.78; p=0.003). Conclusion: High workload reduces job satisfaction in health personnel and a safe work environment increases job satisfaction in health personnel. Keywords: workload, work environment, job satisfaction

Psychological and Organizational Factors Impacting Job Satisfaction during the COVID-19 Pandemic: A Study on Similar Exposure Groups in Indonesia.

The COVID-19 pandemic has impacted technical workers who work more often in the field (e.g., engineering, mechanical, health safety environment (HSE), quality control, and production workers) with increasingly complex workloads and work pressures. Few studies have yet to examine the job satisfaction of such workers using a combination of psychological and organizational factors during difficult times, such as the current COVID-19 pandemic. This study aims to explain whether psychological and organizational factors affect employee job satisfaction as a result of the COVID-19 pandemic. This quantitative research uses Partial Least Square-Structural Equation Modeling. A survey with a questionnaire was used to collect data in this study. Using the non-probability sampling technique, data from 103 respondents spread throughout four Similar Exposure Groups (SEGs) in Indonesia were collected. Data analysis in this study used SmartPLS 3.0. Male workers in this study constituted more than 90% of the respondents, the majority with a long working period (more than five years). Worker experience was directly proportional to worker age; most workers were between 41 and 56 years old. The results, with a majority of SEGs from engineering, found that out of five hypotheses (H1-H5), four are accepted while one is rejected. Employee job satisfaction during this pandemic is influenced by the feeling of safety (H1) and work pressure (H3). Work pressure is further influenced by the feeling of safety at work (H2). Moreover, work pressure acts as a mediator on the feeling of safety and job satisfaction (H4). However, job satisfaction is not influenced by management commitment (H5). Management commitment to work safety during pandemic situations must be adjusted, especially regarding policies to ensure the availability of additional standards on health protocols to prevent the spread of COVID-19 in the workplace. In addition, the guarantee that the company is committed to ensuring that workers feel safe will be covered if exposed to COVID-19. Occupational safety and health standards are no longer fully focused on work equipment or facilities. The feeling of safety and work pressure during a pandemic require attention from companies in accordance with their existing limitations and capabilities.

Burnout syndrome and job satisfaction in community health workers.

Community health workers play a prominent role in the primary care context in Brazil. Burnout syndrome is an important work-related condition whose consequences affect job satisfaction. To evaluate the extent of burnout syndrome and job satisfaction among community health workers in a city in southern Santa Catarina. This analytical, individual, cross-sectional study was conducted in Family Health Units. The participants were selected through random probability sampling, with a sampling error of 10%. After sociodemographic data collection, the Maslach Burnout Inventory and a job satisfaction scale were applied. All 66 included workers were women. According to the analyses, there was a moderate positive correlation between satisfaction with colleagues and satisfaction with supervisors. There were weak positive correlations between emotional exhaustion and depersonalization and between professional fulfillment and satisfaction with promotions. However, there was a weak negative correlation between emotional exhaustion and both professional fulfillment and satisfaction with salary. The results indicate that the conditions of these workers are sufficiently satisfactory to deal with the demands of the job. Nevertheless, there was substantial dissatisfaction with salary, which can be a demotivator and trigger work-related depression.

THE EFFECTS OF OCCUPATIONAL ANXIETY LEVEL ON THE JOB SATISFACTION OF PRE-HOSPITAL EMERGENCY MEDICAL SERVICE PROFESSIONALS: AN EXAMPLE OF THE PROVINCE OF ADIYAMAN

Amaç: Bu çalışma hastane öncesi acil sağlık çalışanlarında mesleki kaygı düzeyinin iş doyumu üzerine etkisini belirlemek amacıyla yapılmıştır. Gereç ve Yöntem: Çalışma, çevrim içi anket uygulaması olarak Adıyaman İl Ambulans Servisi’nde sahada görev yapan ve araştırmaya katılmayı kabul eden 29 Acil Tıp Teknisyeni ve 43 Paramedik olmak üzere toplam 72 hastane öncesi sağlık çalışanı ile yapılmıştır. Araştırmada veri toplama aracı olarak “Kişi Bilgi Formu”, “Acil Sağlık Çalışanları İçin Mesleki Kaygı Ölçeği” ve “Minnesota İş Doyumu Ölçeği” kullanılmıştır. Veriler SPSS v. 25.00 programı kullanılarak analiz edilmiştir. Bulgular: Çalışmaya katılan sağlık personelinin Minnesota İş Doyum Ölçeği içsel alt boyut puanı 2,99±0,72; ölçeğin dışsal alt boyut puanı 2,50±0,86 ve ölçeğin toplam puanı 2,79±0,73 olarak bulunmuştur. Mesleki kaygı ölçeği toplam puanı 86,11±18,15 bulunmuştur. Anket çalışmasına katılanlardan kadınların, paramedik, evli olanların ve 18-25 yaş aralığında olanların Minnesota İş Doyum Ölçeği puanı, anket çalışmasına katılan diğer sağlık personellerinden daha yüksek olarak bulunmuştur. Sonuç: Sağlık personelinin iş doyum puanının düşük ve kaygı düzeyinin yüksek olduğu sonucuna varılmıştır. Sağlık çalışanlarının iş doyumunu etkileyen faktörlerin belirlenmesi ve gerekli çözümlerin sağlanması sağlık çalışanının kaygı düzeyini azaltmada önem taşımaktadır.

Investigating The Relationships Between Factors Affecting Performance in IT

Background: Information technology (IT) sector employee working can be awakening and fulfilling beneath theumbrellaof great sustaining solid working environment. In common, the working environment could be a imperative for enabling well-being at work and in common life and work satisfaction. IT segment worker may find it fulfilling when their employements offer openings for both person development and definitive progress. Aim: The purpose of this research is to look at the relationship between job satisfaction, job stress and performance of IT workers collectively, so that we can get information about how they generally affect each other and, also their affect on employee well-being along with the organizational tasks in the IT sector. Methodology: This mixed method examines the confounding relationship between job satisfaction, job stress and job performance (job related factors) in the IT industry. It includes quantitative reviews and subjective interviews with 150 IT sector employees that reveal unbridled measurements of their well-being and execution. Result: The results of this quantitative study show that job satisfaction was negatively correlated with stress and positively correlated with performance (r = -0.538, p < 0.05; r = 0.692, p< 0.001). Job stress is influenced by variables such as tight deadlines and constant demands on talent. Undoubtedly, organizational support, including training programs and work-life adjustment, will become the main regulator of these relationships. In addition, qualitative experiences give depth to these quantitative events. Conclusion: Adaptive components of work stress, including social back and attention as an important part to improve the well-being of IT workers, are recommended. This study contributes to a comprehensive understanding of job satisfaction and job stress in the IT industry and provides important recommendations to optimize the well-being and performance of IT workers in this energetic and challenging industry.

Meta Analysis of Factors Associated with Job Satisfaction in Health Workers

Background: Job satisfaction is a perception that is reflected in attitude and focused on behavior towards a job, and is a form of human interaction with the work environment. High job satisfaction is a sign that an agency has done good management. The more satisfied the health workers in an institution, the more maximum their level of performance and productivity so that the goals of the institution can be achieved. The study aims to analyze the factors that affect job satisfaction in health workers based on the results of previous similar studies. Subjects and Method: It was a systematic review and meta-analysis study with the PICO as follows: P = health workers, I = high salary, the availability of supervision C = low salary, no supervision O = job satisfaction. The data collection was conducted through the databases, namely: Google Scholar and PubMed. The inclusion criteria used were full English papers with Cross Sectional designs in 2012-2022. The keywords used were “job satisfaction" AND "Associated factors” AND "Health Worker". The articles were analyzed using the Review Manager 5.3 application. Results: The meta-analysis was conducted on 8 primary studies from several countries such as Ethiopia, China, and Nepal. The results of the study showed that there was an effect of high salary on job satisfaction. Based on the analysis, high-paid health workers were 1.88 times more likely to be satisfied than low-paid health workers and it was statistically significant (aOR = 1.88; CI 95% = 1.08 to 3.2; p = 0.020). Furthermore, a meta-analysis was conducted on 7 primary studies from northern and eastern parts of Ethiopia. The results of the study showed that there was an effect of supervision on job satisfaction. Healthcare workers who received supervision were 2.93 times more likely to be satisfied than those who were unsupervised and it was statistically significant (aOR = 2.93; CI 95% = 1.51 to 5.66; p= 0.003). Conclusion: The provision of high salaries and supervision increases the job satisfaction of health workers. Keywords: job satisfaction, related factors, health workers.

Job Satisfaction as Important Factor of Work Quality and the Influence of Selected Factors

Current demographic developments and population projections indicate that the search for approaches that lead to employees remaining in employment even after reaching retirement age will gain importance. Job satisfaction is one of the most important approaches to prolonging working life. The job satisfaction of older workers is in the scope of researchers as older age groups are growing workforce in the labor market of national economies and the European Union. Researchers are mainly focused on the relationship between job satisfaction and various factors like older age, gender, disability, skills, or salary. The scientific study aims to specify the influence of «Satisfied with job» and the factors «Work allowed development of skills», «Work had adequate salary», and «Work atmosphere» for the group of workers aged 50 and over. SHARE, the Survey of Health, Aging, and Retirement in Europe, which has a transnational dimension, is used to detect the specification of the relationship. The Chi-square test is used to detect dependence. The tightness of the dependence is detected by using Cramér’s V. Where the relationship is expressed, it is detected using adjusted standardized residuals. The strongest tightness of dependence is expressed in the case of random variables «Satisfied with job» and «Work allowed development of skills». This fact points to the importance of developing work skills among workers. At the same time, the scientific study results show that the respondents answered the same statistically significantly more than what would correspond to the assumed independence of both random variables in all three cases. It follows that if employers are trying to make their employees significantly «Satisfied with job», then in addition to adequate remuneration, they must choose procedures that lead to them also being significantly satisfied with the «Work atmosphere» and the possibilities of developing employees` skills. The significance of the conclusions obtained while fulfilling the objective is broad. Results provide employers and decision-makers with important findings about the factors influencing job satisfaction. Appropriately used management methods and interventions based on such knowledge are able to positively influence the quality of work, and work performance and fully utilize work potential.

The Influence of Quality of Work Life on Job Satisfaction of Contract Employees at Mataram University

This study aimed to determine the effect of quality of work life on the job satisfaction of contract workers at the University of Mataram. This research is quantitative research with the ex-post facto method. The population of this study were all contract workers at the University of Mataram, amounting to 1152 people. The research sample was 91 contract workers who were taken using a proportionate random sampling technique. The study results are that an 8.2% quality of work life influences the job satisfaction of contract workers at the University of Mataram. Thus, the better the quality of work life, the job satisfaction of contract workers at Mataram University will increase.

Causal Relationship Between Psychological Empowerment, Positive Psychological Capital, and Intrinsic Job Satisfaction of Beauty Workers

This study aims to investigate the relationship between psychological empowerment, positive psychological capital, and intrinsic job satisfaction of beauty workers. There are several reasons to explain that. First, as the service industry develops, the beauty industry must grow as well. Second reason is that consumers in modern society value individuality and originality. Therefore, it is important to change according to the trend of the times because the beauty industry will be eliminated if it does not keep up with the latest trend. Nevertheless, compare to other industries, the beauty industry often neglected the treatment of beauty workers and the working environment so the frequency of turnover was high. Since this could negatively affect the development of the beauty industry, it would be wise to improve or change the working environment. Accordingly, the relationship between psychological empowerment, positive psychological capital, and intrinsic job satisfaction of beauty workers was analyzed. The study subjects used analysis data of 255 beauty workers, and frequency analysis was conducted to find out the general characteristics of the survey subjects. As a result, women showed the highest gender, and those in their 20s or older showed the highest age, and in the case of education, college enrollment/graduation was the highest. The number of working years was the highest for less than one year, and in the case of beauty experience, the highest was more than five years. The salary level was the highest from 1 million won to less than 2 million won. Psychological empowerment, positive psychological capital, and intrinsic job satisfaction were all positively related. Therefore, leadership should be given to members in a horizontal organizational structure rather than an authoritative vertical structure for the development of the beauty industry in accordance with the trend of the times. If you let them have psychological empowerment like this, they will develop positive thinking and fulfill the goals and responsibilities. Then, job satisfaction will result in positive changes such as long-term service and a decrease in turnover.

A Study on the Job Satisfaction Factors of Workers with Disabilities in Sheltered Employment

본 연구는 2019년 장애인고용패널조사(2차 웨이브)자료를 활용하여, 보호고용 장애인근로자의 직무 실태를 파악하고, 직무만족을 결정하는 요인을 분석하였으며, 다중회귀분석을 실시하여, 보호고용 장애인근로자의 직무만족요인을 파악하였다. 보호고용 장애인근로자의 특성을 살펴보면, 남성, 30대 이하, 중하층, 중증장애가 많은 분포를 차지하고 있으며, 대다수가 장애차별을 경험한 것으로 파악되었다. 또한 직무환경에서 비정규직, 낮은 임금수준을 보여 전반적으로 고용상태가 열악한 것으로 나타났다. 다음으로 보호고용 장애인근로자의 직무만족에 영향을 미치는 요인을 분석한 결과, 편의시설 수가 많을수록, 교육수준대비 업무수준이 적합할수록, 정규직일수록, 임금수준이 높을수록, 근무환경이 안전할수록 장애인근로자의 직무만족도가 향상되는 것으로 조사되었다. 상대적 영향력을 살펴보면 교육수준대비 업무수준이 가장 컸고, 다음으로 편의시설 설치, 근무환경의 안전성, 임금수준, 고용형태의 변수 순으로 나타났다. 전반적으로 개인적 특성보다는 직무환경 특성 요인이 보호고용 장애인근로자의 직무만족에 높은 영향력을 보여주고있으며, 이를 통해 보호고용 장애인근로자의직무만족 향상과 고용안정에 대한 정책적 제언을 하였다.This study used data from the 2019 Disabled Employment Panel Survey (2nd Wave) to identify the job status of disabled workers in sheltered employment, analyze the factors that determine job satisfaction, and conduct multiple regression analysis to identify job satisfaction factors for disabled workers in sheltered employment. Looking at the characteristics of disabled workers in sheltered employment, it was found that men, those in their 30s or younger, middle and lower classes, and those with severe disabilities occupy a large distribution, and most of them experienced disability discrimination. In the order of influence on job satisfaction of disabled workers in sheltered employment, the work level was the largest compared to the education level, followed by convenience facility installation, working environment safety, wage level, and employment type variables. Overall, job environment characteristics rather than personal characteristics show a high influence on job satisfaction of disabled workers in sheltered employment, and through this, policy suggestions were made on job satisfaction improvement and employment stability of disabled workers in sheltered employment.

공익활동 종사자의 직무만족 및 소진 연구

본 연구의 목적은 공익활동 종사자의 직무만족도와 소진 정도를 확인하고 직무만족의 하위요인이 소진에 어떠한 영향을 미치는지 확인하는 것이다. 시민사회의 역량을 높이고 지역사회 공동체의 사회적 자본 형성을 촉진하기 위해서는 공익활동 종사자의 직무만족도와 소진정도를 확인하고 소진에 영향을 미치는 직무만족 하위요인을 분석해 볼 필요가 있다. 연구목적을 위해 K광역지자체 공익활동기관 종사자를 대상으로 우편 설문 조사방법으로 자료를 수집하였으며, 응답이 부실한 설문을 제외하고 최종 315부를 분석 자료로 활용하였다. 분석 결과, 직무만족도 하위요인 중 동료, 상사, 급여요인이 정서적 고갈에 부적 영향을 미치는 것으로 나타난 반면, 직무자체, 동료, 상사 요인이 성취감 저하에 부적인 영향을 미치는 것으로 나타나 차이를 보였다. 즉 직무와 관련한 동료 및 상사 요인은 공익활동 종사자의 정서적 고갈과 성취감 저하에 모두 영향을 미치며, 급여에 대한 만족도가 낮을수록 정서적 고갈이 더욱 커지고, 직무자체에 대해 만족도가 낮을수록 성취감 저하로 이어질 수 있음을 확인할 수 있었다.

Job Satisfaction of Health Practitioners Providing Outreach Health Services during COVID-19 in Rural New South Wales (NSW) and the Australian Capital Territory (ACT), Australia.

Background: Outreach health practitioners play a key role in enhancing access to healthcare for remote, rural, regional, and Aboriginal and Torres Strait Islander communities in Australia. Outreach health practitioners are those providing ongoing and integrated health services in communities that would otherwise have limited access. In the context of the COVID-19 pandemic, it is important to understand the job satisfaction of health workers as it correlates with long-term retention of the workforce, as well as effectiveness in the role and clinical outcomes for patients. Method: The study analysed data from 258 outreach health practitioners who responded to two cross-sectional surveys conducted by the NSW Rural Doctors Network during the COVID-19 pandemic in 2020/21 and 2021/22 in NSW and the ACT, Australia. Both bivariate and multivariate analyses were employed to assess the associations between the outcome variable (outreach health practitioners' job satisfaction) and independent variables (sociodemographic factors, motivation, self-confidence, communication, capability). Results: Overall, the study showed that 92.2% of health practitioners were satisfied in their role providing outreach health services during the COVID-19 pandemic. In the multivariable model, factors significantly associated with higher satisfaction included good communication with other local health practitioners, using telehealth along with in-person care, and having high self-rated capability compared to those health practitioners who said they had lower job satisfaction. Conclusions: Outreach health practitioners' job satisfaction is important because poor satisfaction may lead to suboptimal healthcare delivery, poor clinical outcomes, and poor retention of staff in rural settings. These findings should be taken into consideration when developing future strategies to improve job satisfaction among rural outreach health practitioners and to enhance attraction, recruitment and retention and may be applicable to the broader health workforce.

Ensuring Safety of Patients in Complex Health Systems: A Focus on Primary Healthcare Service Relations in Nigeria

Patient-centered healthcare is a goal for all health systems. However, given the inherent complexities of the health system as one with many nonlinear and dynamic components, the safety of patients could be affected. Therefore, there is the need to study these complexities to manage them toward optimal service delivery. The present study is a qualitative inquiry into the complexities of primary healthcare (PHC) in Nigeria and effects on patients' safety across four PHC facilities in Enugu state in southeast Nigeria. It utilizes a framework that draws on the components of interprofessional collaboration, inclusive of health financing and health workforce satisfaction, to understand the complex PHC system and patient safety. The study findings show that the PHC system in the study area performs suboptimally on the three counts, which implies poor management of the complexities of the system such that patients are highly susceptible to harm. Making a commitment to addressing the shortcomings present in each of the three components will help to decomplexify PHC in line with the World Health Organization agenda of achieving resilient and strong health systems. Importantly, optimizing the psychosocial space in Nigeria's PHC by employing qualified social workers and other psychosocial professionals is crucial for patient safety and a range of psychosocial activities that can enhance job satisfaction of health workers.

Does Emotional Intelligence Influence an Employee's Job Satisfaction? An Empirical Assessment

Since job performance is a function of job satisfaction and emotional intelligence, the current research empirically evaluates the association between emotional intelligence and job satisfaction of respondents. The research tests whether emotional intelligence significantly affect job satisfaction or not. The research is based on a quantitative, descriptive cross-sectional survey. The sample size is 140 and they were selected through the convenience sample method. Primary data was collected using a self-designed questionnaire in the Likert scale format, and were administered at the job places of the respondents. Data were analysed using the Pearson correlation and the linear regression analysis methods, and presented in Tables. The research findings of the study indicated a positive significant association between overall emotional intelligence and job satisfaction. There is also a positive significant association between three out of the four dimensions of emotional intelligence evaluated and job satisfaction. The findings indicate that respondents higher on the emotional intelligence scale are more satisfied than respondents lower on the emotional intelligence scale. The findings imply that emotional intelligence is a multidimensional construct. Management of organisations should consider implementing measures that will improve emotional intelligence to ensure job satisfaction of workers. Further study should consider the causal analysis and also introduce control variables such as gender and age to determine if the current findings will be replicated.

Measurement of job satisfaction among healthcare workers during the COVID‑19 pandemic: A cross‑sectional study.

Job satisfaction is one of the most frequently studied subjects for numerous researchers, aiming to investigate the behavior of employees in the workplace. Moreover, it is an important predictor of well-being in the workplace, having a direct association with the productivity of employees and the quality of services provided by each organization. In the field of health, the high level of job satisfaction of healthcare workers translates into a high level of patient care. Therefore, during the period of the coronavirus disease 2019 (COVID-19) pandemic, efforts to evaluate the level of job satisfaction of healthcare workers represents a cornerstone in the effort to maintain high-level health services. The aim of the present study was to evaluate job satisfaction among healthcare workers in a COVID-19 emergency department during the pandemic and its potential association with the demographic characteristics of the participants. For the present cross-sectional study, which included 89 frontline healthcare workers, the 36-item Job Satisfaction Survey questionnaire was used. The findings concluded that the majority of the participants were not satisfied with their work (120±25.58). Among the nine job satisfaction factors examined, only the co-worker factor received a high job satisfaction score in the entire sample (16.08±4.14). By contrast, the other motivating factors were classified as unsatisfactory, namely pay (10.10±4.63), promotion (11.22±4.38), fringe benefits (10.63±4.09), contingent rewards (11.39±4.13) and communications (14.15±4.21). The control of the association between the socio-demographic data of the participants and the motivating factors of job satisfaction revealed that the age group of 45-55 years and the paramedical staff were more satisfied with the communication factor than the other categories of colleagues. In addition, it appears that the average value of satisfaction with the pay factor was significantly lower in the participating physicians (mean=8.59, P<0.05) compared to the other employee categories. On the whole, the present study demonstrates that the measurement and evaluation of job satisfaction in the workplace of a hospital environment is a cornerstone in the efforts to create a healthy and safe work environment for healthcare staff during the period of the COVID-19 pandemic. Ensuring a high level of job satisfaction for healthcare workers will provide a high level of services to health service users.

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country.

The main objective of the present study is to assess the role of professional and personal aspects in determining job satisfaction of garment industry workers in Bangladesh as a developing country. The present study is conducted on 350 workers from 25 garment factories in Dhaka, Narayanganj, and Gazipur, three districts of Bangladesh where the garment industry dominates. The study location and sample size were determined based on the random sampling method. All the participating workers were interviewed in the light of a predetermined questionnaire. Statistical Package for Social Science-SPSS software, version 24.0 was used for data analysis. Brayfield-Rothe Job Satisfaction Measurement Scale (JSMS) and Questionnaire for Measuring Satisfaction with professional aspects (QMSPA) has been used in this study. The results of the current study showed that, among personal aspects, only age significantly impacted the respondents' overall job satisfaction. The respondents' overall job satisfaction was also significantly influenced by all professional factors. Between the personal and professional facets, the importance of professional factors as determinants of job satisfaction is greater than that of personal factors. The results of the present study suggest that since professional aspects are the main components of job satisfaction, it is necessary to ensure the proper presence of these components. Factors such as pay, job security, and adequate and appropriate amount are indicators of job satisfaction. All parties involved in the garments industry such as employer-worker, regulatory body BGMEA, BKMEA, policy-making body, government, and factory authorities can take into account the results of this study and determine future course of action to increase workers' job satisfaction.

Working hours and job satisfaction in China: A threshold analysis

This study utilizes a threshold model to examine the nonlinear relationship between working hours and job satisfaction, using the open-access data of the 2018 China Family Panel Studies. We address the endogeneity of working hours utilizing an instrumental variable-based two-stage residual inclusion approach. The threshold model shows that the effects are indeed different. Working more than 9 h reduces workers' job satisfaction, and these reductions are even greater among those working more than 12 h. Heterogeneous analysis reveals that working long hours reduces the job satisfaction of female employees more than that of their male counterparts; the job satisfaction of unmarried individuals is unaffected by how long they work, whereas that of married workers declines when they work longer hours. Also, although the job satisfaction of wage-employed workers falls with an increase in the number of hours worked regardless of how long they work, that of self-employed workers falls only when they work more than 12 h. Poor physical health mediates the adverse effects of long working hours on job satisfaction. Finally, working long hours reduces individuals' short-run hedonic well-being but does not affect their perceptions and feelings towards various facets of life in the long run.