Work Job Satisfaction Research Articles

Job Satisfaction of Knowledge Workers

Abstract In the knowledge-based society, knowledge workers ares the most important resource for organisations, and they are increasingly striving to attract and retain them. One of the tools that organisations are using more and more frequently lately is growing job satisfaction. Studies in recent years have shown that, companies with a high level of job satisfaction tend to have higher profitability and productivity and reduced knowledge worker turnover. All this justifies the growing interest of management of modern organizations in identifying the level of employee satisfaction and methods of increasing it. The aim of the paper is to present to readers with all these concepts, to determine to what extent the concept of job satisfaction is known by knowledge workers and what elements are taken into account to measure the level of job satisfaction and the frequency of their use. We are aware that it is not enough to present only the theory of a complex economic concept, therefore we have carried out and present in the paper the second part of our research addressing these issues.

사회복지 종사자의 일자리의 질이 직무만족에 미치는 영향 연구

This study was conducted to understand the effect of job quality on job satisfaction of social welfare workers. To this end, the data of 384 respondents in the ‘2021 Survey on the Treatment of Workers at Social Welfare Facilities in Busan’ was analyzed using the job quality framework suggested by the OECD(2015). As a result of the analysis, the quality of wages and the quality of the working environment were influencing. In detail, it was confirmed that the level of human rights in the facility, wage satisfaction, and occupational accident experience (client violence, workplace harassment, etc.) had a significant effect on job satisfaction. These findings mean that discussions on the treatment of social welfare workers should be advanced to consideration of higher quality of job. This should include broad human rights guarantees, job security, work-life balance, education and training, and guaranteeing authority as workers.

Antecedents of Job Satisfaction for Migrant Chinese Sex Workers.

This study is an empirical response to the scholarly debate regarding sex work and sex worker empowerment. It drew on job satisfaction literature to derive a theoretical model of pathways for job satisfaction in sex work. It tested this model with data from 96 migrant sex workers from China. It used Qualitative Comparative Analysis (QCA) to examine the conjunctive pathways among workers who reported that they were satisfied with their vocation. Of the 96 women interviewed, 12 experienced job satisfaction. QCA identified three antecedent conditions as necessary for producing job satisfaction and two additional conditions, either one of which was also necessary. Job satisfaction required: (1) full awareness of the nature of their work prior to starting, (2) perceived agency, and (3) enjoyment of earnings, beyond meeting survival needs. It also required at least one of two additional antecedents: perceiving workplace autonomy or having a favorable workplace environment. This study demonstrates that, while genuine job satisfaction may be relatively rare for sex workers, there are pathways that make it possible.

The structural relationship between job satisfaction and organizational commitment of beauty industry employees.

Based on the analysis results that can further enhance organizational satisfaction and response to changes in the employment environment of cosmetic employees and workers through organizational commitment and turnover intention of cosmetic. This research paper empirically analyzed changes in employment environment due to coronavirus disease-19 (COVID-19) pandemic and 4th industrial revolution and the effect of employees and job satisfaction on turnover intention in the cosmetic industry, and sought measures necessary for conflict management in industrial sites. A self-report questionnaire was conducted on 508 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process. Changes in the employment environment were found to have a significant effect on job satisfaction (t=-11.728, p < 0.05). Changes in the employment environment were found to have a significant effect on organizational commitment, which is a dependent variable (t=-9.476, p < 0.05). Changes in the employment environment and job satisfaction were found to have a significant effect on organizational commitment, and this regression model was found to be statistically significant (F=67.703, p < 0.05). Job satisfaction showed a significant positive (+) effect on organizational commitment rather than the employment environment (t=6.235, p < 0.05). As a result, it was found that the organizational commitment and job satisfaction of cosmetic employees and workers affected their turnover intentions due to changes in the employment environment due to the 4th industrial revolution and the COVID-19 pandemic. This study focused on the relationship between employment environment changes in the cosmetic industry due to the recent 4th industrial revolution and the COVID-19 pandemic, and the effects of job satisfaction and organizational commitment of cosmetic employees on turnover intention. Based on the results of the analysis that can further increase the organizational commitment and search for job satisfaction of cosmetic employers and workers, we intend to establish the identity of cosmetic industry organizations nationwide and raise community awareness. This study will help the development and growth of the cosmetic industry by providing basic data that can be reborn as a better cosmetic service organization.

Job satisfaction among healthcare workers in the aftermath of the COVID-19 pandemic.

Using a unique survey of more than 7,000 respondents conducted immediately after the first wave of the COVID-19 pandemic in Italy, we investigate potential drivers of the job satisfaction of healthcare workers. Relying on a representative sample of Italian physicians and nurses, we show that, in addition to personal characteristics (e.g., age, gender, health status), contextual factors (i.e., working conditions) play the leading role in explaining variation in the level of satisfaction (58%). In particular, working in a high-quality facility increases worker satisfaction and willingness to remain in the profession, and in the current medical specialization, while working in a province with a perceived shortage of medical personnel yields the opposite result. Direct experience with COVID-19 (e.g., having tested positive) is not significantly correlated with the level of job satisfaction, which is instead significantly reduced by changes in the working conditions caused by the health emergency.

The Relationshiıp Between Organizational Commitment and Job Satisfaction: A Comprehensive Meta-Analysis Study from the Perspective of Healthcare Workers in Turkey

Bu kapsamlı meta analiz çalışması, sağlık sektörü çalışanlarının iş tatmini ve örgütsel bağlılık arasındaki ilişkileri baz alarak hazırlanan yurtiçi yayınların özetini sunmaktadır. Çalışma için veriler Ocak 2022 tarihinde toplanmıştır. Araştırmanın evrenini Ulusal Tez Merkezi üzerinde taranan yüksek lisans ve doktora tezleri, DergiPark Akademik ile TR Dizin tarafından endekslenmiş makaleler oluşturmaktadır. Taramalar ve dahil etme kriterleri neticesinde toplam 46 çalışmanın analiz için uygun olduğuna karar verilmiştir. Kapsamlı meta analiz programı kullanılarak gerçekleştirilen analizler sonucunda, sağlık sektörü çalışanlarının iş tatmini ve örgüsel bağlılıkları arasındaki randomize etki büyüklüğünün genel z ve p testi değerlerinin anlamlı, pozitif ve orta düzeyde olduğu ortaya çıkmıştır. Araştırma kapsamı içerisinde incelenen 2 adet çalışmaya ait güven aralıklarının alt limitlerinin diğer çalışmalara göre daha düşük olduğu sonucuna ulaşılmıştır. Uygun etki büyüklüğü modeline karar verme aşamasında önce gerekli heterojenite testleri yapılmış, Cohrane Q testinin ki kare test sonucu ve Higgins’in I2 test istatistikleri neticesinde araştırma verilerinin homojen dağılmadığı, orman grafiği sonuçları da göz önünde bulundurularak tespit edilmiştir. Çalışma kapsamında gerçekleştirilen yayın yanlılığı testleri, çalışmada yayın yanlılığı olmadığına ve elde edilen sonuçların güvenilir olduğuna işaret etmektedir. Elde edilen bulguların ileride yapılacak çalışmalara yol gösterici olduğu ve sağlık yöneticileri ile politika yapıcılar için kanıta dayalı bilgiler sunacağı düşünülmektedir.

Factors associated with Finnish home care workers job satisfaction

Abstract Background In Finland, home care is seen as a primary form of care for older people. However, rising numbers of clients with increasingly complex conditions have led to deteriorated working conditions and poor job satisfaction among home care staff. In this study, we examined if greater amount of direct care time, higher team autonomy, number of unique clients, and client’s need for care are associated with job satisfaction. Methods Data for the study was collected in October 2021. The amount of direct care and number of unique clients were obtained from a staff time measurement in home care units. The level of team autonomy was obtained from a survey sent to managers of participating organizations. Demographic information and a score for job satisfaction were retrieved from a survey for workers in the participating organizations. Client’s need for care was based on Resident Assessment Instrument (RAI). Data was analyzed using multiple linear regression. Results The number of respondents was 387, of which the majority were practical nurses 307 (79%). Higher team autonomy was associated with better job satisfaction, whereas higher number of unique clients and higher amount of direct care time were associated with poorer job satisfaction. The models were adjusted with clients’ care needs, but these effects will be further examined. Conclusions The results demonstrated that the workers are more satisfied if there is enough time to perform the work, they have adequate number of clients, and teams have autonomy over their work. This seems to be the case despite the level of clients’ need for care, however this needs further analysis. By increasing job satisfaction, better retention of care workers and attraction of care work might be achieved. Key messages • Higher team autonomy is associated with care worker’s job satisfaction. • Enhancing care continuity is important, therefore, when planning home care workers’ workday, it is important to consider that the workers could work with clients they know.

THE EFFECTS OF RECREATIONAL ACTIVITIES ON JOB SATISFACTION IN HEALTHCARE PROFESSIONALS

In this study, it was aimed to investigate the effect of recreational activities on the job satisfaction of health workers. Recreational activities are defined as activities that will relieve physical fatigue of individuals and give them a new strength. Job satisfaction, which is defined as the satisfaction that employees get from their job and the positive impressions they get as a result of evaluating their work, also affects the physical and mental health of employees. Providing sufficient level of job satisfaction and motivation in health services is extremely important for the output of the services. This research was carried out with the participation of 492 people, 234 of whom are women and 258 of whom are actively working in health institutions. In the study, the findings regarding the level of the Job Satisfaction Style Scale sub-dimensions according to whether or not to participate in recreational activities, gender, cigarette use, alcohol use, and monthly income were evaluated in the light of statistical data. It has been determined that the internal job satisfaction factor of the Job Satisfaction Scale differs significantly in terms of medium and high monthly income. There was a significant difference in all factors of the Job Satisfaction scale in terms of the variable of being a smoker. It has been determined that health professionals who use alcohol and participate in recreational activities have higher job satisfaction styles in all factors than health professionals who do not drink and participate in recreational activitie.

Harnessing Bourdieu's social theory to understand the deteriorating doctor-patient-nurse relationship in West Bengal government hospitals.

Communication patterns between doctors, nurses and patients determine both the efficiency of healthcare delivery, and the job satisfaction of healthcare workers. Job satisfaction is important to ensure retention of the doctor and nurse populations. Incidents of assault against physicians and nurses from relatives and family members of patients have become frequent both in the pre-pandemic and COVID-19 eras. Along with appreciation for frontline healthcare workers serving during the pandemic, there is physical violence directed at them for failing to salvage infected patients. Using Bourdieu's concepts of social space, forms of capital, and habitus this paper endeavors to theorize some of the interaction patterns observed in doctor-patient, nurse-patient, and doctor-nurse encounters that contribute to the waning of the relationship between healthcare workers and wider society as observed in West Bengal, India. Primary empirical data was collected through in-person, in-depth semi-structured interviews with both open and closed-ended questions conducted throughout 2018 across 5 government hospitals in Kolkata (major metropolitan center) and 1 hospital in a suburban area with population 100,000. The respondents consisted of 51 nurses (100% women), 20 doctors (5% women), and 33 patients (33.3% women) recruited using purposive and snowball sampling. Social space analysis indicated that the cumulative patient social capital is comparable to that of the doctors, despite the doctor's higher levels of cultural and economic capital because of the high patient to doctor ratio. The patient population can thus concentrate and delegate their social capital to select agents leading to violence against healthcare workers. Through this analysis, two doctors' habitus were postulated, along with a nurse and a patient habitus. The first doctor habitus is structured by the idealized status of doctors and the second habitus is structured by their resource-limited working conditions. The nurse habitus is structured by the desire for economic empowerment along with dutifully providing care as instructed. The patient habitus is structured by the need to balance healthcare expenditures with their limited financial means. This paper establishes how the habitus of the agents and the politics of healthcare interact to exacerbate extant tensions between healthcare workers and the population they care for.

Employees’ Perspectives on the Role of Informal Communication on Organizational Performance in Tanzania: A Case of Selected Higher Education Institutions in Meru District-Arusha

Though it may have various senses to different organizations- interaction, relationship, exchange, influence, control, power and community; in its application, informal communication typically occurs outside of customary official channels. It is not only a significant part of the communication networks of an organization but also has an important influence on it. This form of communication does not follow the ordinary stipulations because it is based on personal connections of the organization’s members, since it moulds, mainly, personal or group interests. Various studies on this area stress on the fact that many managers overlook the importance of informal communication as they rely solely on formal channels of information flow. In this line of argument, the current paper investigates the place of informal communication in two selected Universities in Meru District- Arusha region. Specially, the present study was guided by two objectives which were intended to identify and determine: (i) forms of informal communication which are common in the researched institutions and (ii) the importance of informal communication in organizational performance. The researcher targeted both academic and administrative staff with the later involving top management personnel, necessitating the use of stratified and purposive to select a total of 54 respondents. The research sought to collect qualitative data, thereby, using qualitative research approach. Qualitative research approach was employed in order to collect qualitative data concurrently through scaled-items questionnaire and open-ended interviews, and analyse them separately, but merge the results during analysis and interpretation. Analysis of data from questionnaires involved simple calculations on excel while thematic analysis was applied regarding interview data. Interpretation and eventual discussion based on side-by-side comparison of the two forms of data. Generally, findings from the field revealed that most top management in the researched Universities do not treat informal messages with the required importance. Chief forms of informal flow of information were found to be casual talks during tea/ lunch break (rumour and gossip), walk and talk as well as single strand network. On the other hand, the findings show that informal messages are indispensable, quicker and plenty, may increase sense of job satisfaction and aid in workers’ emotional relief; thereby making informal communication very crucial in organizational performance. The researcher eventually recommends for a well-developed policy for information flow to avoid negative effects of rumour and gossip. Managers are advised to take informal messages seriously so as to utilize their positive feedback and get rid of the negative ones. The researcher also recommends for further studies on the best practices on handling flow of informal messages, how to fully utilize the potentials of informal communication and comparison between the positive and negative feedback of informal communication in organisational settings to mention but a few.

Organizational leadership: How much does it matter?

AbstractI study the influence of leadership on organizational performance and worker wellbeing using data from the 2004 and 2011 Workplace Employment Relations Survey (WERS). Our most conservative estimates from fixed effects regressions on a panel of organizations reveal that virtuous leadership is significantly and positively linked to an upbeat assessment of organizational performance, and an increase in worker wellbeing. Specifically, the estimates reveal that an increase in leadership quality by one standard deviation increases organizational performance and worker job satisfaction by 0.27 and 0.73 standard deviations, respectively, while it leads to a fall in worker job anxiety by 0.13 standard deviations. The results support the hypothesis that good leadership is vital for the success of business, including worker wellbeing, which organizational policymakers ought to heed. There is a dearth of empirical evidence on organizational leadership as an institution and its influence on organizational outcomes, which this article aims to address.

Unions increase job satisfaction in the United States

We revisit the well-known negative association between unionization and workers’ job satisfaction in the United States, first identified over forty years ago. We find the association has disappeared since the Great Recession. The job satisfaction of both younger and older union workers in the National Longitudinal Surveys of 1979 and 1997 no longer differs compared to that of their non-union counterparts. When controlling for person fixed effects with panel data unionization is associated with greater job satisfaction throughout, suggesting that when one accounts for worker sorting into unionization, becoming unionized has always been associated with improvements in job satisfaction. We find a diminution in unions’ ability to lower quit rates which is consistent with declining union effectiveness as a ‘voice’ mechanism for unionized workers. We also find unions are able to minimize covered workers’ exposure to underemployment, a phenomenon that has increasingly negatively impacted non-union workers since the Great Recession.

Violence and unsafety in Italian hospitals: Experience and perceptions of nursing students.

Assessment of workplace violence towards healthcare workers represents a challenge for healthcare organizations worldwide. Workers' experience and perceived risk of violence may have a serious impact on job satisfaction and retention of workers. To date, no studies have been conducted on nursing students. To assess the prevalence of physical and non-physical violence among nursing students during their clinical experiences and to analyze the perceived risk of violence. Multicentre, cross-sectional survey. We enrolled a convenience sample of nursing students of the bachelor's degree in Nursing of the University of Milan (Italy). The students completed a structured questionnaire prepared in accordance with the available literature on violence in healthcare settings. Out of 1185 questionnaires sent, 603 were collected (50.89%). 35.1% had experience of verbal violence during the clinical internship training period, while 8.1% were victims of physical violence. 202 students (33.5%) reported unsafety, which was related to experience of physical or psychological violence, witnessed episodes of violence, gender, hospital structure and efficacy of the safety policies. Our findings highlight that nursing students are exposed to the risk of violence which influences their perception of risk.

"Make it possible for more people to work at home!" representations of employee motivation and job satisfaction in Danish and Norwegian newspapers during the COVID-19 pandemic.

During the COVID-19 pandemic, many employees with task-based jobs were forced to work from home, while others were furloughed or laid off. The current study aims to investigate how Norwegian and Danish newspapers represent employee motivation and job satisfaction of remote workers in light of the COVID-19 pandemic. The study used a thematic analysis of five newspapers from Norway and Denmark with different daily distributions and political orientations. The findings suggest that the newspapers in the two countries represented the topic of interest from different perspectives, and this led to the use of two motivation theories: the self-determination theory (SDT) and Herzberg’s two-factor theory. The SDT helps us understand why some employees feel motivated and are more productive while working from home. The need for autonomy, competence, and connectedness is being satisfied for some employees but not for all, which may affect the strength of employees’ job motivation. Herzberg’s theory helps explain physical and psychological issues as dissatisfiers, as these issues are the consequence of working in a home-based office. Furthermore, a hybrid model seems to be an optimal solution for the future job market, where employees with task-based jobs can feel motivated and job satisfied while working either from home or from the workplace. Finally, it is important for employers to look after both the physical and the psychosocial conditions if hybrid solutions are going to replace the traditional workplace.

Distinguishing challenging and overchallenging jobs: Cognitive and affective skills mismatches and their impact on job satisfaction

This study supplements the existing conceptualisation of skills mismatch based on cognitive evaluations (being underskilled or overskilled) with an affective aspect that captures how workers cope with skills (mis)match situations (feeling overchallenged or underchallenged) and an analysis of skills mismatch situations’ influence on job satisfaction of workers with higher education (HE) and vocational education and training (VET). Using the German BIBB/BAuA Employment Survey 2018, the results indicated that underskilling by itself was not negatively associated with job satisfaction; however, underskilling in combination with feeling overchallenged exerted a significant negative influence on job satisfaction. This corroborates the approach of differentiating challenging (i.e. non-detrimental) jobs from overchallenging jobs. Overskilling was associated with penalties regarding job satisfaction, whereas overskilling in combination with underchallenging jobs produced a remarkably larger negative impact on job satisfaction. Moreover, overskilled HE workers received larger penalties regarding job satisfaction than those received by overskilled VET workers.

The Impacts of Telework Options on Worker Outcomes in Local Government: Social Exchange and Social Exclusion Perspectives

While telework has been adopted widely in local governments because of the numerous potential benefits that it offers for the workforce, organizations, and society, little research has been done to examine if and how telework achieves expected worker outcomes in local governments. Drawing on insights from the social exchange and social exclusion theories, this article extends previous telework research by demonstrating the differential effects of telecommute and telework options on job satisfaction and performance of local government workforce. Data were collected through an online survey of workers at a large local government agency in California. Results showed that telework and telecommute options improved job satisfaction and performance of workers in the local government agency due to flexible work schedules and locations. In addition, telecommuters having more interpersonal interaction opportunities which reduce feelings of social isolation/work alienation experienced higher job satisfaction and performance than teleworkers.

THE ROLE OF LEADERSHIP AND WORK MOTIVATION IN IMPROVING EMPLOYEE PERFORMANCE: WITH JOB SATISFACTION INTERVENING VARIABLES

This paper aims to examine the role of leadership style and work motivation in improving performance by involving feelings of satisfaction from employees (job satisfaction) as an intermediary variable in Freelance Daily Workers (THL) at the Banyuwangi Regional Secretary. The number of freelance daily workers (THL) at the Banyuwangi Regency Secretariat. The population in this study were all employees of the Daily Leasing Office of the Regional Secretariat of Banyuwangi Regency, amounting to 101 employees. Determination of the sample using a saturated sample so that the number of samples is 101 respondents. The descriptive analysis method is used to describe the respondents, and the variables used. Smart PLS 3.0 application is used in this study as an analytical tool to answer the hypothesis. The results showed that the leadership style variable in an organization could increase the job satisfaction of THL employees at the Banyuwangi Regional Secretariat. Work motivation from employees has a significant effect on job satisfaction. Job satisfaction of casual daily workers also affects employee performance. The leadership style possessed by the leaders at the Banyuwangi Regency Secretary also affects employee performance. Work motivation significantly affects employee performance at the Daily Leasing Office of the Regional Secretariat of Banyuwangi Regency. Leadership style and work motivation can increase employee satisfaction and performance at the Regional Secretary of Banyuwangi Regency. Therefore there needs to be an effort to improve employees' leadership style and work motivation.

Effect of Job Stress on Job Satisfaction of Care Workers in the Elderly Care Facilities Due to COVID-19

Effect of Job Stress on Job Satisfaction of Care Workers in the Elderly Care Facilities Due to COVID-19

건설회사 근로자의 조직적 정의와 심리적 주인의식을 통한 직무만족의 관계

This study is to investigate the relationship between organizational definition and psychological ownership of workers in construction companies and job satisfaction. For the satisfactory job of construction company employees, It is necessary to investigate how the job satisfaction of construction company workers affects their behavioral intentions and psychological ownership, which is a parameter, on their behavioral intentions. The purpose of this study is to provide basic data on job satisfaction of construction company workers. As for the research method, a survey was conducted on construction company workers to verify the mediating effects of correlation analysis, regression analysis, and psychological ownership. As a result of the study, organizational definition was found to have a positive correlation between psychological ownership and job satisfaction. There was also a correlation between psychological ownership and job satisfaction. And psychological ownership was found to be partially mediated by the relationship between organizational justice and job satisfaction. In conclusion, This implies that the organizational justice not only directly affects the job satisfaction of construc-tion company’s workers, but it is also necessary to increase the psychological ownership to increase the job satis-faction of the construction company’s workers.

Intervention of physical exercise in the workplace on work ability, depression, anxiety and job satisfaction in workers with sedentary tasks.

Sedentary tasks contribute to the deterioration of health and the appearance of chronic diseases. Physical exercise can contribute to the development of health, although the characteristics of the most appropriate program are unknown. This is the second paper of the PRODET® intervention trial evaluating the effect of a supervised group exercise intervention in the worksite based on aerobic capacity and strength lasting 12 weeks. The sample was composed of 67 subjects (N = 67, mean age 34.31 years) and the study investigated a 12-week group physical exercise program in the workplace, two days per week with 50-minute sessions, which was supervised and based on aerobic endurance and strength. The 67 subjects were working-age office workers, deemed as sedentary and randomized into an intervention (N = 40) or control (N = 27) group. Outcomes work ability, depression, anxiety and job satisfaction were assessed with questionnaires pre-and post-test in both groups. The program showed effects on the mental factor of work ability (Z = 2.36, P = 0.019, η2 = 0.09). However, there were no significant differences in the rest of the results. The intervention had an impact on the mental factor of work ability in the workers whose occupations were based on sedentary tasks, and reinforcing this variable with an exercise program in the workplace could contribute to reducing the mental factor of work ability.