Employee Job Satisfaction Research Articles

The new post-pandemic workplace: on the relationship between relational civility and workplace social inclusion – a necessary condition analysis

Purpose This paper aims to empirically establish necessity conditions within a relational context. The formulated necessary condition-based hypotheses are drawn from and are anchored in extant relational and psychology literature. The authors focus on three relational dimensions that have attracted considerable attention – relational culture, relational decency (RD) and relational readiness, as well as on workplace social inclusion. The three relational dimensions serve as the study’s independent variables as the authors explore their necessity for workplace social inclusion. Design/methodology/approach This study seeks to explore the civility dimensions of RD, culture and readiness, as defined by the workplace relational civility index and examine just how necessary they are for workplace social inclusion. Drawing on a sample of 160 employees from various industries, and using necessary condition analysis (NCA) to revisit key relational dimensions and the extent to which they are necessary for heightened social inclusion. Because NCA is fundamentally a bivariate analysis method, with only one X and Y being analyzed at a time, the method generates unique quantified parameters that allow for the selection of only those variables that meet necessity conditions for a desired level of an outcome. Findings Drawing on a sample of 160 employees from various industries, and using NCA, the authors find support for two out of three hypotheses. Specifically, a high level of RD and readiness emerge as statistically significant conditions that are necessary for a high level of social inclusion in today’s workplace. Relational culture emerged as an insignificant condition and thus appears to be unnecessary for ensuring high level of social inclusion. Research limitations/implications This study was limited to self-report measures, which are subject to recall and response bias. In addition, the sample size (n = 160), while robust, cannot be reliably used to make inferences about the greater population. Practical implications These results have practical implications for leaders, who are faced with managing a post-pandemic workforce that has presented some serious organization-level challenges. Workers who are in demand to fill new and existing jobs are leaving their current jobs in unprecedented numbers, making it necessary to consider new ways to attract and retain them. This research points to the importance of individual-level civility as a foundation for fostering an organizational culture of inclusion, employee job satisfaction and retention. Social implications In the sample of professional workers, capitalizing on behaviors that reinforce and promote decency and readiness may appear sufficient for social inclusion, yet they ought to be complemented by further nurturing, training and crafting of policies that safeguard inclusion. Both decency and readiness related behaviors emerge as priorities for in-house training and coaching that managers across industries cannot, and should not, ignore. Originality/value Workplace social inclusion as an outcome, is the study’s dependent variable. Although these capabilities are conceptually and empirically studied by several works, as the authors discuss next, most reported findings have been correlational in nature. Namely, they explored the average effect of a single variable, or the average effect of a combination of relational variables, on different outcomes. Yet, our review of the literature suggests that no empirical study has employed NCA as a research method, making our current effort a modest attempt to apply NCA to the relational field.

Characteristics of Job Satisfaction for Employees of SMEs in Shan Dong, China

Characteristics of Job Satisfaction for Employees of SMEs in Shan Dong, China

The Effect of Compensation on Job Satisfaction of Regional Public Service Agency (BLUD) Nurses and Organizational Citizenship Behavior (OCB) at RSUD Bayu Asih Purwakarta

Introduction: Organizational Citizenship Behavior (OCB) is the behavior of employees that goes beyond their formal obligations, is very important in supporting organizational performance. Good job satisfaction is often associated with increased OCB, while compensation is a key factor in influencing employee job satisfaction. This study was conducted at RSUD Bayu Asih Purwakarta, especially for BLUD nurses, to determine the effect of compensation on job satisfaction and its impact on OCB. Objective: This study aims to analyze the effect of compensation on job satisfaction and Organizational Citizenship Behavior (OCB) in BLUD nurses at RSUD Bayu Asih Purwakarta. Methods: This study used quantitative methods with a cross-sectional approach. The study was conducted from March-September 2024. Data were collected from 76 BLUD nurses at RSUD Bayu Asih Purwakarta through questionnaires. Analysis of research data using univariate analysis explains the characteristics of variables, while bivariate analysis examines the influence between variables using chi-square. This study uses path analysis to test the causal relationship between variables that have been determined bivariate. Data processing was carried out with the SPSS version 25 statistical program. Results: The results showed that there was a significant influence between compensation and nurses' job satisfaction, indicated by a p-value of 0.001 (<0.05). In addition, compensation also has a significant influence on the application of OCB with a p-value of 0.005 (<0.05). The effect of job satisfaction on OCB is also significant with a p-value of 0.000 (<0.05). The contribution of the effect of compensation on job satisfaction and its impact on OCB is 43.9%, indicating the important role of job satisfaction as a mediator in this relationship. Conclusion: Adequate compensation can increase nurses' job satisfaction and Organizational Citizenship Behavior (OCB). Hospital management needs to increase compensation and improve supervisor-subordinate relationships to foster job satisfaction, so that voluntary behaviors such as OCB can develop, improving overall organizational performance.

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

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

Pengaruh Lingkungan Kerja dan Work-Life Balance terhadap Kepuasan Kerja: Stres Kerja sebagai Variabel Intervening

Employees are one of the crucial factors in a company. Companies must be able to pay attention to the physical and mental needs of their employees to achieve good performance. The work environment and work-life balance are factors that affect employee performance and job satisfaction. This study aims to examine the influence of the work environment and work-life balance on job satisfaction, work stress as an intervening variable. In this study, the sample used was PT Telen employees. The number of samples taken was 100 respondents of PT Telen employees specifically in the operational field. The data for this study were obtained using an online survey questionnaire via google form with a measurement scale using a 5-point Likert scale. This research is a descriptive study using quantitative methods. The analysis tool used is Structural Equation Modeling (SEM), with data analysis techniques using the Smart-PLS version 3.0 application. The results of the study indicate that the work environment and work-life balance have a good relationship with a significant negative effect on work stress, but the work environment and work-life balance have a positive and significant effect on job satisfaction. While work stress has a negative and significant relationship with job satisfaction, and work stress can mediate the influence of the work environment on job satisfaction.

WELFARE & SATISFACTION OF COAL MINING CONTRACTUAL EMPLOYEES

This research paper investigates contractual employees' welfare and satisfaction levels, focusing on factors influencing their work environment, job security, and overall well-being. This study uses a comprehensive survey methodology to explore key variables such as compensation, benefits, work-life balance, and professional development opportunities. The findings, presented through graphical analysis, reveal significant correlations between employee welfare initiatives and job satisfaction among contractual staff. This study underscores the importance of tailored welfare policies to enhance satisfaction and retention within the contractual workforce. Recommendations for policymakers and organizational leaders aim to foster a more supportive work environment that addresses the unique challenges faced by contractual employees, promoting both their productivity and personal fulfillment.

The Relationship Between the Psychological Contract and Job Satisfaction of Beginning College Student Employees

In the context of the rapidly evolving economic landscape, the relationship between the psychological contracts of newly-graduated entry-level employees and their job satisfaction has emerged as a pivotal research topic within the realm of organizational management. The psychological contract, an informal and subjective promise of employment relations, directly influences employees' attitudes and performance. Various types of psychological contracts, such as transactional, relational, and developmental, to some extent, impact employees' job satisfaction. By effectively managing psychological contracts, enterprises can enhance employees' job satisfaction, thereby achieving a win-win situation. This article elucidates the impact mechanism of psychological contracts on job satisfaction and proposes a series of measures to improve the job satisfaction of newly-graduated entry-level employees. These measures include establishing a robust psychological contract, providing systematic introductory training, fostering a supportive work environment, implementing fair performance management, and promoting teamwork and social interaction.

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.

The Contribution of Quality of Work Life to Employee Job Satisfaction in Travel and Tourism Industry: A Theoretical Construct

Tourism industry is one of the most intensive labor sector in the world which generates employment opportunities and income for the global economy, but the work in tourism industry is characterized by difficulty due to irregular and long working hours and pressure that employees have to work under to satisfy the expectations of various customers. For the purpose of sustainable tourism development, the management of tourism industry has to take care of quality of work life in order to enable employees to meet their important personal needs and to effectively balance their personal and work life. The objective of the current study is to find out whether there is contribution of QWL to employees job satisfaction in tourism industry, to add to literatures of tourism and human resources and to provide some valuable recommendations that can be applicable by tourism service providers to enhance QWL of employees and hence their level of job satisfaction.. After reviewing several literatures the study found that there is a significant relationship between QWL and employee job satisfaction or in other words, QWL contributes significantly to employee job satisfaction in tourism industry. The study highly recommended that the management of tourism industry should promote QWL practices to enhance the level of employee job satisfaction and hence employee productivity in tourism industry from one hand and to enhance customer satisfaction from the other hand and this last plays a crucial role in success of tourist establishments and tourism industry in general.

Pengaruh Keseimbangan Kerja (Work Life-Balance) Terhadap Kepuasan Kerja Karyawan pada PT Ide Kreasi Warna

This study aims to examine The Effect Of Work-Life Balance On Employee Job Satisfaction at PT Ide Kreasi Warna, a company engaged in the sales of paint and building materials. The research method involved 48 respondents grouped based on demographic characteristics such as age, gender, and education level. Linear regression analysis results showed a positive relationship between work-life balance and job satisfaction, with a positive regression coefficient, indicating that a one-point increase in work-life balance would increase job satisfaction by 61.9%. The partial significance test (t-test) confirmed that work-life balance has a positive and significant effect on job satisfaction, with t_calculated (9.438) greater than t_table (1.679) and a significance value (0.00) less than 0.005. The determination coefficient shows that 75.7% of the variation in job satisfaction is influenced by work-life balance. This conclusion suggests that a good work-life balance can enhance employee job satisfaction. To improve work-life balance, the company is advised to implement programs such as family gathering events. Future research is expected to explore other factors affecting job satisfaction beyond work-life balance, given that 25.3% of the variance may still be influenced by other variables.

The Influence of Servant Leadership, Human Resource Training and Motivation on Performance Mediated by Job Satisfaction of Employees of the Malinau Regency Education Office, North Kalimantan Province

This study aims to analyze the factors that influence the performance of employees of the Malinau Regency Education Office with a focus on servant leadership, human resources (HR) training, motivation, and job satisfaction as mediating variables. The study was conducted using a quantitative approach with the Partial Least Square (PLS) method on 66 employees. The results showed that servant leadership has a significant influence on employee performance with a contribution of 61.4%. HR training displays the strongest influence with a coefficient of 0.942, indicating that the quality of training directly improves performance. Motivation made a positive contribution of 25.6% to employee performance. Job satisfaction proved to play an effective role as a mediating variable between servant leadership, HR training, and motivation. The study concluded that a holistic approach through servant leadership, quality training, and a comprehensive motivation system can create a productive work environment. The locality context of Malinau Regency provides a unique perspective in the study of human resource management in a region with specific geographical and socio-cultural characteristics.

Implementation of Compensation Management at PT Parkland World Indonesia Jepara

This research aims to examine the implementation of compensation management that has been carried out by the company in the F1 PT PWI Jepara building. This research's main objective is to explore and assess how the implementation of compensation management is done in the company. The method used in this research is a qualitative descriptive method with interview techniques. Several employees at the F1 PT PWI Jepara building were the main informants taken by the author from different departments. The research results show that the compensation provided is not in line with employee expectations; the workload given to employees is not commensurate with the compensation received; work environment that influences employee work productivity; and there are no studies to measure employee satisfaction with compensation in the F1 PT PWI Jepara building. The implication is that to restore employee enthusiasm, the company must determine strategic steps, reduce workload, provide a sense of security and comfort in the work environment, and conduct an evaluation of employee job satisfaction in the PT PWI Jepara F1 building.

PENGARUH KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA PEGAWAI PADA DINAS PERHUBUNGAN KOTA BIMA

This study aims to determine the Influence of Leadership and Work Motivation on Employee Job Satisfaction at the Bima City Transportation Office. The approach used in the study is an associative approach. The population in the study was 188 people with a sample of 32 ASN people. Data collection techniques used were observation, questionnaires, and literature studies. The data analysis technique used was multiple linear regression analysis processed using the Statistical Product and Service Solution (SPSS) version 20 program. The results of the study showed that leadership and work motivation simultaneously had a significant effect on Employee Job Satisfaction at the Bima City Transportation Office.

PENGARUH STRES KERJA TERHADAP KEPUASAN KERJA PEGAWAI DINAS PERTANIAN KOTA BIMA

This study aims to determine the Effect of Job Stress on Employee Job Satisfaction at the Bima City Agriculture Service. The approach used in the study is an associative approach. The population in the study was 102 people with a sample of 60 people. Data collection techniques used were observation, questionnaires, and literature studies. The data analysis technique used in this study was a simple linear regression analysis technique which was assisted by the Statistical Product and Service Solution (SPSS) version 20 program. The results of the study showed that job stress had a significant effect on employee job satisfaction at the Bima City Agriculture Service.

Employee Loyalty Moderates the Relationship Between Job Satisfaction and Other Influencing Factors of Employees’ Performance

Employee Loyalty Moderates the Relationship Between Job Satisfaction and Other Influencing Factors of Employees’ Performance

The effect of employee competence and competence – job – fit on business performance through moderating role of social exchange: A study in logistics firms

Improving business performance is an important task for all businesses, including the logistics industry. However, at present, there are few studies on the influence of employee competence and competence-job-fit on business performance, in which employee performance and job satisfaction are mediating variables and social exchange is moderating the relationships between employee competence and employee performance and job satisfaction. This research gap will be solved by the authors in this research to achieve the goal of improving the performance of enterprises. Quantitative research method is applied in the research. Data were collected through survey from 181 logistics enterprises in Ho Chi Minh City. The author believes that the research results will contribute significantly to the success of promoting the performance of logistics enterprises as well as to the theoretical basis of employee competence, competence-job fit, job satisfaction, employee performance, and business performance.

Gender and Job Satisfaction: Examining the Role of Leadership Behavior and Gender Congruence Over Time

This article examines the longitudinal relationships between leader gender, leadership style, gender congruence between leaders and followers, and employee job satisfaction over time. Drawing on gender stereotype and role congruity theories, it reviews how communal attributes ascribed to females can initially disadvantage women in leadership roles by compromising their perceived competence. However, evidence indicates such bias may fade as individuals gain experience observing a leader's actual behaviors, values and competencies through ongoing interactions. Specifically, a five-year longitudinal field study found women leaders initially received marginally lower evaluations than men but ended with equal or higher ratings as preconceptions diminished. Additionally, demonstrating a transformational leadership style emphasizing inspiration and development associated positively with follower well-being across genders and leader-follower gender alignments. Practically, organizations that implement regular assessment and mentoring activities appear most effective at fostering truly inclusive cultures where talent, not attributes, drive satisfaction and career outcomes long-term.

RPA Demystified: How Software Robots are Revolutionizing Customer Service

Robotic Process Automation (RPA) is revolutionizing customer service by introducing software robots capable of handling repetitive tasks with unprecedented efficiency and accuracy. This article explores the transformative impact of RPA on customer service operations, drawing parallels with everyday automation experiences to demystify the technology. Through case studies and empirical evidence, we examine how RPA streamlines processes such as data entry, ticket routing, and customer data retrieval, leading to significant improvements in operational efficiency and customer satisfaction. The article addresses common misconceptions about RPA, emphasizing its role as a complement to human workers rather than a replacement. We analyze the synergy between RPA and human customer service representatives, highlighting increased employee productivity and job satisfaction. The article also delves into the future prospects of RPA in customer service, including emerging trends like cognitive RPA, while discussing potential obstacles to widespread adoption and strategies for successful implementation. By presenting a comprehensive overview of RPA's capabilities, benefits, and challenges in the customer service domain, this article provides valuable insights for organizations seeking to enhance their customer service operations through automation.

Analyzing the Impact of Employee Job Satisfaction on Their Job Behavior in the Industrial Setting: An Analysis from the Perspective of Job Performance

Analyzing the Impact of Employee Job Satisfaction on Their Job Behavior in the Industrial Setting: An Analysis from the Perspective of Job Performance

CSR and HRM: Insights on Employee Retention and Job Satisfaction

CSR and HRM: Insights on Employee Retention and Job Satisfaction