Organizational Job Satisfaction Research Articles

Impact of Employer Branding on Job Satisfaction: A Conceptual Framework

Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers published in peer reviewed journals that are indexed in various databases related to employer branding and job satisfaction. Findings: The findings of the study reveal that employer branding involves all the strategies that an organisation undertakes in order to elevate its reputation in the eyes of its current employees by virtue of its unique employee value proposition and also create a positive image in the minds of their prospective employees by highlighting various monetary and non-monetary benefits for getting associated with the brand. Also, organisation in their quest to attract and retain talented workforce have realised the importance of employer branding. The study also reveals that when employers prioritize meeting employee expectations, such as offering career advancement prospects and equitable remuneration, while still satisfying their own commitments, it fosters a sense of fairness and trust that eventually results in job satisfaction. Implications: The study offers practical implications for organisations and human resource professionals. The organisations should reflect on the expectations of the workforce in order to foster a sense of belonging among the employees and increase job satisfaction. These expectations may be related to work-life balance, career development opportunities, an inclusive work culture, fair compensations, recognition and appreciation for their efforts. Originality: The study emphasises the crucial role of employer branding and its various dimensions on employee job satisfaction in organisations as well as in higher educational institutions. Further, different empirical studies can use the developed conceptual framework to examine the relationship between employer branding and job satisfaction.

PERAN NILAI, SIKAP, DAN KEPUASAN KERJA DALAM KONTEKS ORGANISASI

This research aims to determine the role of Values, Attitudes and Job Satisfaction in organizations. This research is a literature study with a descriptive analysis approach. Meanwhile, the data source used is all literature regarding the role of values, attitudes and job satisfaction in the organizational context. The data is then collected and processed into research results. Data validity is carried out by source triangulation, namely comparing data obtained from various sources. This research shows that the role of values, attitudes and job satisfaction is proven to have a significant dominant influence. The results of this research indicate an increase in satisfaction among organizational members, which can be achieved by encouraging strong work motivation and strengthening commitment to the organization based on organizational cultural values. This effort can be started by creating a conducive work environment; The organization is able to provide all facilities that support the smooth running of learning and teaching. To improve the quality of human resources, apart from effective management, high discipline is required from all members of the organization.

Nilai, Sikap Dan Kepuasan Kerja Dalam Perilaku Organisasi Pendidikan

In building organizational behavior, we must pay attention to individual aspects in terms of values, attitudes and organizational job satisfaction. According to McShane & Von Glinow (2010) Values ​​are interpreted as a reflection of a person's personality in guiding various provisions or decisions and actions in accordance with the work of the organization. Attitudes are basically evaluative statements, either favorable or unfavorable regarding objects, people or events. Attitude reflects how someone feels about something. A gentle attitude is a very important attitude and must be possessed, especially for a leader, to gain sympathy from the people he leads. Meanwhile, according to Mangkunegara (2005), job satisfaction can be measured by: How a leader places his subordinates in jobs that suit their talents and interests; The implementation of quality supervision, financial guarantees, opportunities for promotion, social interactions and working relationships within teams also influence a person's job satisfaction.

Literature Review Faktor Individu, Organisasi dan Lingkungan Kerja Terhadap Kejadian Burnout Syndrome dan Kepuasan Kerja Perawat

This study aims to determine how much influence individual, organizational and work environment factors have on the incidence of burnout syndrome and job satisfaction of nurses in hospitals. This research method uses a literature study method analyzed from several journals, which are related to the topic taken. The results obtained vary, but the majority of research results show that individual, organizational and work environment factors greatly influence burnout syndrome. Individual, organizational and work environment factors contribute to the incidence of burnout syndrome. In conclusion, Burnout syndrome has a negative effect on job satisfaction, meaning that the lower the burnout syndrome, the higher the nurse's job satisfaction. This is because the high performance of nurses causes the level of job satisfaction to increase so that it can reduce burnout syndrome that occurs in nurses. Meanwhile, organizational factors and environmental factors have a positive influence on job satisfaction, so the better the organizational factors and environmental factors, the greater the level of nurse job satisfaction. This is because a supportive work situation and support from superiors and co-workers are able to motivate nurses to develop themselves well while working at the hospital so that the level of job satisfaction increases.
 Keywords: Burnout, Individual Factors, Environment, Organizational Job Satisfaction

The Effect of Perceived Organizational Support on Employees' Job Satisfaction in Organizations: A Study on Firefighters

The study aims to reveal the perceived organizational support (POS) and job satisfaction (JS) levels of firefighters and to determine whether there is a relationship between them. A questionnaire was applied to 426 firefighters working in Turkey using convenience and snowball sampling methods. As a result of the study, POS was found to be at medium level and JS was found to be above average. It was found that there was both a positive relationship between POS and JS and that POS had a significant positive effect on JS. Significant differences were found in terms of marital status, salary adequacy, age, and education in terms of POS, while no difference was found in terms of years of experience variables. In terms of JS, a significant difference was found in terms of salary adequacy and educational status variables, while no difference was found in terms of marital status, age, and years of experience variables.

Evaluation of Factors Affecting Job Satisfaction Pathways for Improved Sustainable Business Performance in Emerging Economies

Job satisfaction is one of the vital needs of almost every employee in any well-structured organization. Any shortfall in the anticipated level of employee job satisfaction would affect the employees' contribution to organizational effectiveness. The purpose of the research is twofold. It aims to study the relationship between different levels of employees' job satisfaction in organizations and the impact of employee job satisfaction on the nature of roles performed by employees. The study found that employees' job satisfaction significantly impacted their performance and productivity in the organization. Also, the significant impact of employee satisfaction has been found on the employee commitment to work. Furthermore, the significant outcome on organizational performance can be seen as the result of job satisfaction. The study results would help an organization understand the value of job satisfaction for an employee, which could help increase organizational commitment.

CONCEPTUAL FRAMEWORK OF AUTHENTIC LEADERSHIP BASED ON PRISMA METHODOLOGY

Purpose up until this point, the prevalent concept of authentic leadership (AL) has lackedappropriate testing for employees motivating outcomes, such as job satisfaction and performance. Whileunwell and unable to work at full capacity, job satisfaction or performance suffers, resulting in lostproduction and a major economic burden on enterprises and national economies. Using organizationalculture as a lens, this study seeks to provide a conceptual framework for the link between AL and jobsatisfaction and performance, integrating organizational culture's mediating function.Design, Methodology, and Approach – This work employs a Preferred Reporting Items for SystematicReviews and Meta-Analyses (PRISMA) protocol to conduct a systematic literature review of existingresearch on AL, Job satisfaction, job performance, and other topics relevant to this research stream. Theproposed strategy includes four recommendations to facilitate a more in-depth examination of AL.Conclusions – This article can investigate possible employee motivating consequences, especially whenconsidering organizational job satisfaction and job performance, thanks to a shift in attention to theelement of value-based leadership. While most research on job satisfaction has focused on the negativeeffects, this study looks at how AL may be useful and beneficial in a variety of situations. This studypresents a conceptual framework and instructions based on a PRISMA flowchart that researchers may useto lead companies and assess future research projects in AL and job satisfaction and performance.Limitations and implications of the research – One significant implication of this study is its emphasison the necessity for scholars to employ artificial intelligence (AI) when conducting research evaluationsin the field of organizational leadership. In addition to this overarching objective, the present study willaid researchers in systematically and rationally formulating a comprehensive and practical researchapproach. It is anticipated that the implementation of this conceptual framework will result in enhancedlevels of job satisfaction and performance.Originality/ Value – The systematic literature review provides a unique platform for future scholars toundertake and investigate empirical studies in organizational leadership. Future researchers andpractitioners will be directed to investigate ways for recognizing and managing job performance and jobsatisfaction at work in order to accomplish practical application of AL inside organizational settings.

Employee Burnout dan Organizational Commitment terhadap Job Satisfaction dengan Organizational Citizenship Behavior

This study aims to see the effect of employee burnout and organizational commitment on job satisfaction mediated by organizational citizenship behavior. This research method is quantitative with a total sample of 62 employees taken from a total of 119 Jubilee School employees. Data were obtained through electronic questionnaires that were digitally administered to respondents. The analysis technique used is Partial Least Square - Structural Equation Modeling (PLS-SEM) using the SmartPLS program. The results showed that there was a significant effect for employee burnout and organizational commitment on job satisfaction but organizational citizenship behavior did not mediate the effect of employee burnout and organizational commitment on job satisfaction. From the results of this study it was found that organizational commitment had a significant positive effect on job satisfaction, employee burnout had a significant negative effect on job satisfaction. In conclusion, Jubilee schools need to pay attention to the level of commitment and mental health of employees and teachers so that the level of job satisfaction is maintained. Jubilee Schools also need to establish emotional relationships with employees and teachers so that organizational citizenship behavior is really carried out for the good of the school and not just for the benefit of students.
 Keywords: Employee Burnout, Citizenship Behavior, Organizational Commitment, Organizational Job Satisfaction

Indirect Effect of Recruitment, Compensation, and Job Satisfaction On Permanent Lecturer Retention at PTS LLDIKTI Region III Jakarta With Organizational Commitment As Mediator

Recruitment, compensation, job satisfaction and organizational commitment are 4 (four) independent variables used to examine the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta. This study uses the indirect effect of recruitment, compensation and job satisfaction on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta with organizational commitment as a mediator. This indirect effect can be determined through the direct influence of recruitment, compensation, job satisfaction and organizational commitment on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta and the direct influence of recruitment, compensation, job satisfaction on organizational commitment. The method used in this study is a quantitative method with a descriptive type of research that describes the phenomenon being studied through regression equations. The regression equation was determined after all research data were tested with validity, reliability, normality, multicollinearity and heteroscedasticity tests from 300 respondents who were samples of all permanent PTS lecturers with university legal entities located in LLDIKTI III d/h Kopertis Region III classified into cluster 4 (coaching), as many as 15 private universities with a total population of 1297 (Kemendikbud RI, 2019). The simple regression equation is said to be significant and positive if tcount > t table. The multiple regression equation is significant and positive if Fcount > Ftable. The results showed that recruitment (X1), compensation (X2), job satisfaction (X3) and organizational commitment (X4) partially had a positive and significant effect on permanent lecturer retention (Y) because tcount > ttable (10,994; 6,243; 4,809 and 7,491 > 2,339). The effect in percent (%) is 28.9%; 11.6%; 7.2% and 15.8%. This effect is true because Fcount > Ftable (120.875; 38.976; 23.131 and 56.122 > 3,323). recruitment (X1), compensation (X2), and organizational job satisfaction (X3) partially have a positive and significant effect on permanent lecturer retention (Y). because tcount > ttable (18,405; 5,784 and 5,320 > 2338) The effect in percent (%) is 53.2%; 10.1% and 6.7%. This effect is true because Fcount > Ftable (338,747; 33,451 and 28,307 >3,323)

The Mediating Role of Burnout Syndrome in Toxic Leadership and Job Satisfaction in Organizations

AbstractToday, leaders who contribute positively to businesses, as well as leaders who contribute negatively to businesses are increasing day by day. This study was conducted to investigate the mediating effect of burnout syndrome (BS) on toxic leadership (TL) and job satisfaction (JS) in businesses. The results of the SEM analysis, using a sample of 412 participants working in public hospitals in the Marmara region of Turkey in İstanbul, show that toxic leadership (TL) has negative effects on burnout syndrome (BS) and job satisfaction (JS). Although there are studies investigating the direct effect of toxic leadership on job satisfaction, there are limited data testing the burnout syndrome subcomponents on the effect of toxic leadership on job satisfaction. This research is critical in showing the mediating role of personal achievement burnout (PRS_Scc) dimension in the effect of toxic leadership (TL) on job satisfaction (JS) sub-components.

Job Satisfaction Among Administrative Staff in Health Department

One of the most challenging issues faced by organizations in managing the workforce is job satisfaction. This study explores job satisfaction among the administrative staff in the Public Health Division of the Johor State Health Department, Malaysia. The researchers utilized self-made questionnaires to extract information from the 108 respondents across several departments. Accordingly, the data obtained were subjected to a t-test and a one-way ANOVA analysis. Seven factors were identified and tested to determine their influence on job satisfaction. The data indicate no significant difference in organizational job satisfaction among administrative staff in government health departments. Furthermore, the Bivariate correlation conducted on job satisfaction and the seven factors revealed that all mean factors were statistically significant (p-value < 0.01), except for operating conditions. Findings from this study provide insights for future research involving a larger group of administrative staff from different sectors and a comprehensive understanding of job satisfaction and related factors that motivate positive organizational behavior among employees in Malaysia.

Effect of Recruitment, Compensation, and Job Satisfaction On Permanent Lecturer Retention at PTS Lldikti Region III Jakarta With Organizational Commitment as Mediato

Recruitment, compensation, job satisfaction and organizational commitment are 4 (four) independent variables used to examine the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta. This study uses the indirect effect of recruitment, compensation and job satisfaction on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta with organizational commitment as a mediator. This indirect effect can be determined through the direct influence of recruitment, compensation, job satisfaction and organizational commitment on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta and the direct influence of recruitment, compensation, job satisfaction on organizational commitment. The method used in this study is a quantitative method with a descriptive type of research that describes the phenomenon being studied through regression equations. The regression equation was determined after all research data were tested with validity, reliability, normality, multicollinearity and heteroscedasticity tests from 300 respondents who were samples of all permanent PTS lecturers with university legal entities located in LLDIKTI III d/h Kopertis Region III classified into cluster 4 (coaching), as many as 15 private universities with a total population of 1297 ( Kemendikbud RI, 2019). The simple regression equation is said to be significant and positive if tcount > t table. The multiple regression equation is significant and positive if Fcount > Ftable . The results showed that recruitment (X1), compensation (X2), job satisfaction (X3) and organizational commitment (X4) partially had a positive and significant effect on permanent lecturer retention (Y) because tcount > ttable ( 10,994 ; 6,243; 4,809 and 7,491 > 2,339 ). The effect in percent( %) is 28.9%; 11.6%; 7.2% and 15.8%. This effect is true because Fcount > Ftable (120.875; 38.976; 23.131 and 56.122 > 3,323). recruitment (X1), compensation (X2), and organizational job satisfaction (X3) partially have a positive and significant effect on permanent lecturer retention (Y). because tcount > ttable (18,405; 5,784 and 5,320 > 2338) The effect in percent (%) is 53.2%; 10.1% and 6.7%. This effect is true because Fcount > Ftable (338,747; 33,451 and 28,307 >3,323)

유치원 원감이 지각한 직무만족도, 교직전문성 인식, 원장의 변혁적 리더십이 원감의 조직몰입에 미치는 영향

Objectives A study on the influential impact on Kindergarten Assistant Directors (KAD) with regards to the late kindergarten director’s innovative leadership, recognition of teaching professionalism, and organizational commitment. Methods The subjets of the study include 121 licensed KAD's employed by public/private kindergartens by the Office of Education in Gyeongi-do, and for the study, frequency analysis, technical statistics, pearson correlation analysis and hierarchical regression analysis were conducted using with SPSS 18.0.. Results First, the KADs with over 6 years of tenure showed more commitment, by definition, than those with 5 years or less of tenure. Second, the transformational leadership of the Directors was directly correlated to occupational satisfaction, recognition of professional, emotional, normative, continuous service commitment, followed by affectionate commitment, which is a subordinate concept. Third, the influence of the kindergarten director, with regards to transformational leadership, organizational job satisfaction, professional recognition, were found meaningful to affect commitment. Conclusions This study shows a meaningful significance for the establishing of support plans for KAD’s job satisfaction.

THE EFFECT OF FIVE FRENCH AND RAVEN’S MANAGERIAL POWER BASES ON EMPLOYEE JOB SATISFACTION: A REVIEW AND IMPLICATIONS FOR MANAGERS IN TANZANIA

Job satisfaction is an attitude of employees towards their job. It is important in business organizations because it increases individual and organizational effectiveness. Employee job satisfaction mostly is attributed to demographic characteristics, employee behaviours and psychological capital. The effect of managerial power on job satisfaction has not been explicit among antecedents of job satisfaction in management literatures. The paper objective was to explore the effect of five French and Raven’s managerial power bases on employee job satisfaction in organizations of various backgrounds. The paper adopted a qualitative methodology by reviewing 13 empirical literatures published online from different parts of the world. The paper found that referent, reward and expert power bases used by managers mostly had significant positive effect on employee job satisfaction. It was also found that coercive and legitimate power bases had mixed findings regarding their effects on employee job satisfaction. While coercive and legitimate powers had positive effect on employee job satisfaction in some few organizations, several others felt the negative effect of legitimate and coercive powers on job satisfaction. Based on the perspective of literature review, the paper concluded that reward, referent and expert managerial power bases lead in having positive effect on job satisfaction. The paper provided implication for managers in Tanzania to sustain employee job satisfaction through usage of power bases by French and Raven. KEYWORDS: Managers, expert, power, employee, satisfaction

Measuring the Effects of Adversity Quotient, Organizational Culture and Job Satisfaction on Special School Teachers’ Organizational Commitment

High teacher commitment affects the maximum achievement of schools’ teaching and learning process. In this premise, this study aims to specify the direct and indirect effects of adversity quotient, organizational culture, and job satisfaction on teachers’ organizational commitment in state special schools in Jakarta, Indonesia. A quantitative research approach survey with data analysis using path analysis with the Smart Partial Least Square. Using qualified data r > 0.70 continued for analysis, the results showed a direct effect of adversity quotient and organizational culture on job satisfaction; adversity quotient, organizational culture, and job satisfaction on teachers’ organizational commitment. Furthermore, there was an indirect effect of adversity quotient and organizational culture through job satisfaction on teachers’ organizational commitment. Based on the findings, increasing adversity quotient, culture, and job satisfaction in organization will also increase special school teachers’ organizational commitment. The research findings recommends the government that recruiting new teachers should be equipped with an employment contract as a starting point of increasing job satisfaction.

The impact of organizational justice on job satisfaction in organizations: A case study on the employees of the faculty of law, university of bablon

The aim of this scientific research is to determine the relationship within the organizational justice variable and its impact on the performance of the workforce in organizations. In particular knowing how this research came to studying each dimension of justice and its impact on each other on the one hand, and on the other hand the role of dimensions. Organizational justice in increasing the degree of employee performance and gaining a competitive advantage in the labor market.
 The research sample was based on descriptive and explanatory statistics, where the researcher relied on collecting and statistic information and data from the research sample. Then, the research sample was handed over from all employees, a research questionnaire previously planned for this purpose. Where the data was analyzed and the results were known through the statistical programs for that.
 The research sample reached (195) from various workforces in the College of Law / University of Babylon, and data and responses were collected based on the random distilled sample method, and the size of the research sample was (57) employees working in the college.
 After reaching the results of the research sample, the results were discussed by presenting them to previous research on the same topic. Where the results of the targets were determined on the independent variable and its direct impact on the dependent variable in the research. Where the researcher conducted all the statistical methods, tests, correlation and regression coefficients, measures of central tendency. Finally, confirmatory factor analysis was performed for all variables and hypotheses.
 Where it was found through statistical methods and tests that there is a strong relationship with a high degree between each of the independent variables of the study sample with the dependent variable and the degree of influence of each of them on the research sample. Also, the role of organizational justice and its impact on increasing the degree of job satisfaction in the work environment was determined.

The nature of job satisfaction and the effect of marital status on job satisfaction in organisations in ghana

The paper investigates the satisfaction level of employees in organisations concerning job satisfaction variables. The sample size for the study consists of 139 employees of public and private institutions in Ghana. The results indicate a high level of satisfaction of the variables examined, with the three most satisfying variables been respect for workers, devotion to work, and learning from colleagues respectively. Also, marital status differences exist in job satisfaction of the respondent's satisfaction of the variables.The research influences the future performance of an organisation by paying attention to job satisfaction variables within the institutions to positively influence the motivation of workers to improve productivity. Future studies should examine the effect of demographic factors on job satisfaction variables and also the effect of emotional intelligence on job satisfaction variables. Also,the association between employee’s motivation and job satisfaction variables as well as job performance and job satisfaction variables should be examined. Causal studies in these areas are worth embarking on.

Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines

Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalities of Lanao del Sur, Philippines. The data was analyzed through Frequency and Percentage Distribution and Spearman Rho Correlation using manual computation and SPSS. Nurse retention was calculated by dividing the average number of registered nurses during a period of 6 months by the job turnover rates on the units. Results: The findings revealed that the respondents were ‘satisfied’ on the overall indicators on the job satisfaction scale. With a Spearman Rho Correlation value of 0.003 and p-value of 0.016, the data suggested that there is a significant correlation between the respondents’ job satisfaction and job retention in the Nurse Deployment Project. Conclusion: This research illuminated the factors that may influence nurse retention, improve nurse job satisfaction, and promote healthy workplaces. It can serve as a standard or foundation for policymakers and implementers in identifying areas for improvement in boosting job satisfaction among nurses

A Novel Classification Model for Employees Turnover Using Neural Network to Enhance Job Satisfaction in Organizations

The most important challenge facing modern organizations is to keep their employees as valuable assists. Employee turnover is one of these challenges. This paper aims to develop a novel model that can help decision-makers to classify the problem of Employee Turnover. The proposed model is based on machine learning algorithms. The model was trained and tested by using a dataset that consists of 1470 records and 25 features. To develop the research model, many experiments had been conducted to find the best one. Based on implementation results, the Neural Network algorithm is selected as the best one with an Accuracy of 84% and AUC (ROC) of 74%. By validation mechanism, the model is acceptable and reliable to help origination decision-makers to manage their employees in a good manner and setting proactive plans to keep them. Besides the model, three important features should be dealt with carefully as Over Time, Job Level, Monthly Income.

Leaders’ Individualized Consideration and Employees’ Job Satisfaction

Individualized Consideration is an important factor affecting organizational employees’ job satisfaction. Many studies show that Individualized Consideration of leadership has positive and significant influence on job satisfaction. Based on a literature review and previous work, this study aims to investigate the influence of Individualized Consideration on organizational job satisfaction. The findings of this study provide evidence that Individualized Consideration have significant positive influence on job satisfaction. The study suggests that if organizations heads demonstrate Individualized Consideration, it will be proven, highly effective to achieve employees’ job satisfaction in their organizations.