Level Of Job Satisfaction Research Articles

Spirituality and Work-Related Outcomes Among Nurses During the COVID Pandemic: An Observational Study.

This study aimed to identify the spiritual responses of nurses providing direct patient care during the COVID pandemic and explore how religious/spiritual struggles are associated with selected nurse outcomes. A quantitative, cross-sectional observational study was conducted, based on the STROBE checklist, with 364 registered nurses recruited via convenience sampling between January 24 and March 12, 2022, in hospitals in Iran admitting COVID-19 patients. Data were collected through a self-report questionnaire, including the Moral Injury Symptom Scale-Health Professionals, Religious/Spiritual Struggles Scale-Short Form, Posttraumatic Growth Inventory, Job Satisfaction Scale, Copenhagen Burnout Inventory, Turnover Intention Scale, and Employee Engagement Scale. Nurses reported high levels of moral injury during the pandemic, with an average score of 43.79 ± 15.20. Religious/spiritual struggles were generally low, with demonic struggles scoring the lowest (0.36 ± 0.68) and ultimate meaning struggles the highest (1.54 ± 0.99). Posttraumatic growth scores for spiritual change were moderately high (26.17 ± 4.73). Work-related burnout was moderate (64.31 ± 100.00), intention to leave was low (8.84 ± 3.92), and job satisfaction was moderate (3.67 ± 1.75). The study found that nurses experienced both positive and negative spiritual responses during the pandemic. While most nurses reported a high level of moral injury and moderate job satisfaction, they experienced low religious/spiritual struggles and some spiritual growth. Incorporating spirituality into nursing practice may enhance professional fulfilment and nurse outcomes.

Analisa Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Aparatur Sipil Negara pada Kantor Wilayah Direktorat Jenderal Pajak Kalimantan Timur dan Utara

This study aims to analyze the influence of leadership style, family support, and work environment on the job satisfaction of Civil Servants (ASN) at the Regional Office of the Directorate General of Taxes (DGT) of East and North Kalimantan. The research employs a quantitative approach, collecting data through questionnaires distributed to 143 ASNs as a full sample. Data analysis was conducted using validity tests, reliability tests, descriptive statistics, and multiple regression analysis via SPSS. The results indicate that participative leadership style, family support, and work environment significantly influence ASN job satisfaction. Collectively, these three variables explain 75.8% of the variance in ASN job satisfaction levels (Adjusted R-Square = 0.758). Participative leadership style contributes to enhancing employees' sense of involvement, family support plays a crucial role in emotional well-being, and a conducive work environment promotes comfort and work productivity. In conclusion, ASN job satisfaction at the Regional Office of the DGT of East and North Kalimantan is significantly influenced by leadership style, family support, and work environment. Therefore, improving these factors can support the organization in achieving optimal performance.

Pengaruh Work Life Balance terhadap Kepuasan Kerja pada Karyawan PT PLN (Persero) Indonesia Power Unit Bisnis Pembangkitan Ombilin di Sawahlunto

This research aims to determine and analyze the influence of work life balance on employee job satisfaction at PT. PLN Indonesia Power Ombilin Generation Business Unit in Sawahlunto. This research uses quantitative correlational methods. The population in this study were employees of PT. PLN Indonesia Power Ombilin Generation Business Unit in Sawahlunto. The sampling technique in the research used a saturated sample technique with a total of 89 respondents. The instrument in this study used the work life balance scale by Fisher et al. (2009) which was then adapted from the scale compiled by Gunawan (2019). Job satisfaction was measured using the Luthans (2006) scale which was then adapted from the scale compiled by Elvani (2019). Data was collected by distributing questionnaires online using Google forms, then the data was processed using simple linear regression analysis with the help of IBM SPSS 20. Hypothesis test results showed significant results of 0.160 > 0.05, which means there is no influence of work life balance on employee job satisfaction. PT. PLN Indonesia Power Ombilin Generation Business Unit in Sawahlunto. This means that the higher the work life balance will not affect the level of employee job satisfaction. This shows that Ha is rejected and H0 is accepted.

Flourishing and job satisfaction in employees working in UK clinical trial units: a national cross-sectional survey

BackgroundTo evaluate healthcare interventions in clinical trials, it is crucial to attract and retain a skilled workforce. The job demands associated with developing and running clinical trials have been linked with difficulties in recruiting and retaining skilled Clinical Trial Unit (CTU) staff. Flourishing conceptualises positive aspects of wellbeing which may help staff to thrive within a demanding job role. This study explored the association between flourishing and job satisfaction among staff based in UK Clinical Research Collaboration (UKCRC)-registered CTUs.MethodsA national online survey of UKCRC-registered CTUs was conducted which combined psychometric measures of flourishing (eudaimonic workplace wellbeing scale) and job satisfaction (including measures of turnover intention and workplace engagement), alongside free-text questions.ResultsFour hundred and eighty-four staff from 52 UKCRC CTUs completed the survey. Overall, participants reported 'average’ levels of job satisfaction and work engagement, but there was evidence that CTU staff reported slightly lower levels of flourishing and moderate levels of turnover intention. Salary, role, and flexible working arrangements were associated with levels of flourishing. When these factors were controlled for, higher levels of flourishing were still predictive of job satisfaction and turnover, but not work engagement. Qualitative analysis of free text responses revealed that elements of the working environment, such as supportive relationships, flexible working, and development opportunities, can act as resources to help employees flourish in their jobs.ConclusionsThrough exploring flourishing in CTU staff we identified factors which may help CTU employees thrive in their role, and in turn increase job satisfaction and commitment to their place of work. CTUs should consider the importance of developing a working environment which supports staff to feel valued, experience autonomy and supportive working relationships, as well as opportunities to develop and engage in meaningful work. Efforts to understand and protect the wellbeing of CTU staff are vital to attract and retain staff to design and conduct clinical trials. The learning from this may be applicable to other healthcare workforces facing a recruitment and retention crisis.

Pengaruh Kepuasan Kerja dan Loyalitas Kerja Terhadap Turnover Intention PT Sumber Alfaria Trijaya. Tbk Kecamatan Karawang Barat

This study aims to find out and assess the effect of job satisfaction and job loyalty on employees' intention to leave their current workplace. PT Sumber Alfaria Trijaya. Tbk, became the object of this research which is located in West Karawang. The method used in this research is kunatitatif type with verification analysis techniques. The sampling method used is saturated sampling, with a total of 105 responses received from the total number of participants. In analysing the research data, multiple linear regression analysis was used for this study. from the results of the research found that at PT Sumber Alfaria Trijaya. Tbk, job satisfaction and job loyalty have a simultaneous and partial impact on the desire to leave the current job and look for a new job elsewhere. The level of job satisfaction and loyalty that a person has towards his company has a positive relationship with the desire to leave his current job. About 13% of the results generated by this model are influenced by external variables.

Pengaruh Kompensasi dan Dukungan Manajerial Terhadap Kepuasan Kerja Karyawan: Studi Kasus pada Karyawan CV. Indo Bata Beton

The purpose of this study is to determine the effect of Compensation and managerial support on employee job satisfaction at CV. Indo Bata Beton. The method used is a quantitative approach, including several linear regression tests and classical assumption tests. The sample size consists of 36 respondents. Data collection was conducted through questionnaires distributed to respondents, using a Likert scale of 1-5. Data analysis was performed using SPSS 27 software. The results of the study show that Compensation has a significant positive effect on job satisfaction of employees at CV. Indo Bata Beton, both partially and simultaneously, while managerial support does not significantly affect job satisfaction. However, Compensation and Managerial Support can predict the level of job satisfaction.

Hygiene Factors and Motivation Factors towards Job Satisfaction in Malaysia Healthcare Sector

Healthcare professionals' job satisfaction is a measure that should be included in quality improvement programmes for healthcare services. It significantly affects how productive and effective healthcare facilities are. The most valuable resource in the healthcare system is its human resources, which also serve as the driving force behind the delivery of sustainable services (Saari and Judge, 2004). The effectiveness of health services is impacted by employee turnover and absenteeism, which are both linked to poorer job satisfaction among these competent health professionals. The WHO has determined that the threshold of the health workforce density is currently below expectations in several developing nations. The goal of this study is to have a better awareness and knowledge of the motivational factors that influence job satisfaction in Malaysia's healthcare industries. Many academic researchers have studied motivational factors causing job satisfaction in different populations. The scope of this study will be focused on the Malaysian healthcare industry, and the respondents will be Malaysian healthcare professionals. This study concentrates on the national level of job satisfaction and motivational factors among healthcare professionals. The findings of the study help the Malaysian Ministry of Health, regional health bureaus, and other stakeholders who invest in the Malaysian health sector plan appropriate interventions to promote healthcare professionals' retention in public health sectors.

ASSESSMENT OF JOB BURNOUT AND JOB SATISFACTION AMONG INTENSIVE CARE UNIT NURSES A TERTIARY HEALTHCARE HOSPITAL

Job satisfaction and burnout are critical concerns for nurses working in intensive care units (ICUs), impacting their well-being and the quality of patient care. Understanding these factors is crucial for developing strategies to improve healthcare outcomes. Objective: To assess job satisfaction and burnout among ICU nurses at a tertiary healthcare hospital in Pakistan. Methods: A descriptive cross-sectional study was conducted among 121 ICU nurses using a structured questionnaire. Data were analyzed using SPSS version 26, with descriptive statistics summarizing key findings. Results: The majority of nurses reported high job satisfaction, with 69.4% agreeing that their work provided significant fulfilment, and 65.3% feeling able to learn on the job. However, moderate to high burnout levels were observed, with 43% reporting feelings of burnout and 38.8% feeling overburdened with professional duties. Despite these challenges, 57% of nurses did not perceive burnout as significantly affecting their performance. Conclusion: While job satisfaction levels were high, the presence of burnout underscores the need for targeted interventions to improve workplace conditions and support nurses’ well-being. Addressing workload challenges and fostering a supportive work environment is essential for sustaining job satisfaction and reducing burnout in ICUs.

Examining healthcare professional delivery of health behaviour change interventions during a public health emergency: A multi-professional survey among NHS healthcare professionals.

This study aimed to assess the extent to which healthcare professional characteristics and perceptions of major stressors during a public health emergency were associated with delivering health behaviour change interventions. A survey was administered in 2022 to a representative sample of 1008 healthcare professionals working in the UK's National Health Service (NHS). Data were analysed using descriptive statistics and hierarchical linear regression. Older respondents, higher levels of job satisfaction, being a nurse or health visitor, and reporting higher levels of perceived impacts of the COVID-19 public health emergency were associated with higher prevalence of delivering interventions. Higher levels of emotional job stress were associated with greater time spent delivering interventions (but not with a higher prevalence of contacts involving intervention delivery). Interventions targeted at younger healthcare professionals, those reporting lower job satisfaction, and healthcare professionals other than nurses or health visitors would be particularly beneficial.

Leadership Style, Motivation, and Internal Communication Influence PT XYZ Employees Work Effectiveness Via Job Satisfaction

Every organization or company needs to effectively utilize working time, which means that in a company or institution, time should be used efficiently without wasting any. The objective of this study is to analyze the impact of leadership style, motivation, and internal communication on work effectiveness by means of job satisfaction at the PT XYZ office. This study utilizes a quantitative approach, utilizing primary data sources. A purposive selection strategy was used to choose a sample of 87 employees from PT XYZ. The study's findings indicate that internal communication has the most significant impact on job satisfaction. The leadership style has a substantial positive impact on work effectiveness. This suggests that as the level of leadership style increases, the level of work effectiveness also increases. Motivation does not significantly influence work effectiveness, suggesting that higher levels of motivation do not influence work effectiveness. Internal communication significantly positively impacts work effectiveness. Job satisfaction does not influence work effectiveness, suggesting that higher levels of job satisfaction do not influence work effectiveness. Leadership style significantly influences job satisfaction positively. However, the results differ for motivation, which does not significantly influence job satisfaction. This suggests that higher levels of motivation do not influence job satisfaction.

The Impact of Employee Appreciation Approaches on Job Satisfaction: Empirical Evidence from Air Traffic Controllers of Sri Lanka to Enhance Human

Understanding the dynamics of job satisfaction among Air Traffic Controllers (ATCs) is imperative for ensuring the human performance, productivity, efficiency and safety of aviation operations. This study investigates the impact of various employee appreciation methods on the job satisfaction levels to enhance the performance of ATCs in Sri Lanka. Drawing upon existing literature and analysis of the data collected from the current employees, the research is aimed at filling a critical knowledge gap regarding the relationship between employee appreciation and job satisfaction within the ATC sector. The research problem centres on the need to comprehend how different forms of appreciation, ranging from verbal acknowledgements to tangible rewards, influence ATCs' job satisfaction. Through a structured survey utilizing a Likert scale, the study measured the effects of seven appreciation methods on job satisfaction, namely verbal expressions in one-on-one and public settings, electronic notes, written communications, tangible items, monetary bonuses, and the absence of gratitude. Key research questions addressed the specific impacts of each appreciation method on the job satisfaction of ATCs'. By analysing responses from ATCs in Sri Lanka, the study aimed to provide insights for supervisors and managers to tailor appreciation strategies effectively. The findings hold significance in enhancing the work environment, retaining talent, and promoting organisational productivity within the aviation industry. Acknowledging potential limitations such as participant biases and organisational policies, the research adopts measures to ensure data integrity and confidentiality. By leveraging a comprehensive approach to data collection and analysis, it enhanced the reliability and credibility of the findings of the study.

Job Satisfaction and Performance of Faculty Members in Apayao State College

To evaluate the job satisfaction and performance of faculty members in Apayao State College, it sought answers about the demographic and socio-economic profile, performance rating, level of job satisfaction, significant difference in the level of job satisfaction to profile, significant relationship between the level of job satisfaction to performance and the problems encountered and the degree of seriousness. The study made use of the descriptive correlational research design. Respondents of the study were the sixty-six (66) permanent faculty members. A modified questionnaire was used in the study. Before the questionnaires were administered, the researcher sought approval from the College officials – the College President, Campus Academic Dean, and Human Resource Management Officer. Frequency and percentage, weighted mean, T-test, One-way ANOVA, and Pearson-r coefficient of correlation were used to analyze data. The performance rating of faculty was determined through averaging. Findings revealed that the majority of the faculty members were adults, females, married, well-experienced teachers who hold master’s degrees have moderate to high monthly incomes, receive low take-home pay, and have an average of 2-3 children. The computed average performance rating of the respondents was very satisfactory. The level of job satisfaction was highly satisfied. There is no significant difference in the level of job satisfaction in respondents’ profiles. There is no significant relationship between the level of job satisfaction and faculty performance. However, the problems encountered were moderately serious. The study concluded that the job satisfaction and performance of faculty members at Apayao State College were high.

The Interconnection between Job Satisfaction and Emotional Exhaustion against the Strike at Primary Education Teachers in Kosovo

This study investigates the relationship between job satisfaction and emotional exhaustion among primary education teachers in Kosovo, particularly in the context of strikes. The purpose of this paper is to understand how these variables interact and influence each other focusing on the impact of work experience. The methodology involved a quantitative approach using structured instruments to measure job satisfaction, emotional exhaustion and strike tendencies among 150 teachers from three primary schools in Pristina. Data were collected through questionnaires and analyzed using descriptive statistics, correlation analysis and one-way ANOVA. The findings reveal a positive and linear relationship between job satisfaction and emotional exhaustion indicating that teachers experiencing higher levels of emotional exhaustion report lower job satisfaction. Additionally, the results show that work experience significantly influences job satisfaction with more experienced teachers reporting higher satisfaction levels and better navi­gation of strikes. However, no significant relationships were found between job satisfaction and strike tendencies or between emotional exhaustion and strike tendencies. The practical implications of this study underscore the importance of addressing emotional exhaustion to enhance job satisfaction among teachers. The findings suggest that future research should explore interventions aimed at mitigating emotional exhaustion and improving job satisfaction in educational settings by providing a comprehensive understanding of the dynamics between job satisfaction, emotional exhaustion and strike tendencies. These insights can inform educational policy and teacher support programs ultimately contributing to a more supportive and satis­fying work environment for teachers.

Examining the influence of work environment and compensation on employee job satisfaction: A case study of Al-Hoty Analytical Services in Bahrain

This study examines the impact of compensation and work environment on employee job satisfaction at Al-Hoty Analytical Services in the Kingdom of Bahrain. In a competitive global market, optimizing workplace conditions is crucial for enhancing employee morale and organizational performance. A sample of 152 employees from various departments at Al-Hoty Analytical Services was surveyed using a structured questionnaire, applying saturated sampling within a quantitative research framework. Data analysis was conducted using SPSS version 26. The results indicate that the physical work environment significantly contributes to higher levels of job satisfaction, emphasizing the importance of a well-designed workspace. The social work environment, while positively correlated with satisfaction (p = 0.926), did not significantly impact overall satisfaction (β = 0.385, p < 0.001). In contrast, both direct and indirect compensation had significant positive effects on job satisfaction, with direct compensation having a stronger influence (β = 0.273, p < 0.001) than indirect compensation (β = 0.238, p = 0.001). The study provides practical insights for organizational leaders and contributes to the broader understanding of job satisfaction dynamics.

Factors Affecting the Quality of Work Life for MBA Faculty In Kerala

Objectives: The primary objective of this study is to identify and examine the factors influencing the quality of work life (QWL) for MBA faculty members in Kerala, India. The study aims to assess elements such as workload, physical workspace, compensation, opportunities for advancement, flexibility in scheduling, recognition, decision-making participation, student interactions, organizational culture, technology access, ethnic compliance, and adherence to legal requirements. By identifying these influencing factors, the study seeks to offer insights that can help improve job satisfaction and work-life balance for MBA faculty, thereby supporting their professional well-being and academic effectiveness. Methods: To achieve these objectives, the study utilizes a factor analysis methodology, a statistical technique designed to identify underlying relationships among various variables. This method helps determine which specific factors significantly impact the quality of work life for MBA faculty members. Data for the analysis was collected through surveys administered to faculty members across several educational institutions in Kerala. Factor analysis was then applied to the collected data to categorize the factors and understand their impact on work-life quality for faculty. Results: The results of the factor analysis reveal several critical factors that substantially impact the quality of work life for MBA faculty members in Kerala. Key findings include the importance of manageable workloads, supportive organizational culture, adequate physical workspace, and a fair compensation structure. Additionally, factors such as flexible scheduling options, opportunities for professional growth, and recognition for achievements were shown to contribute positively to faculty satisfaction. The findings suggest that these elements collectively influence faculty job satisfaction and their overall quality of work life. Conclusion: The study concludes that enhancing the quality of work life for MBA faculty in Kerala requires a comprehensive approach addressing multiple work environment factors. Educational institutions should focus on optimizing workloads, improving workplace facilities, offering competitive compensation, and fostering an inclusive and supportive organizational culture. Implementing such improvements is anticipated to result in higher levels of job satisfaction, which could positively impact faculty performance and academic success in Kerala’s educational institutions. The insights gained from this study are expected to be valuable for policymakers and administrators aiming to create a supportive and productive work environment for MBA faculty.

Analisis Deskriptif Kepuasan Kerja Pegawai Sekretariat DPRD Kabupaten Lombok Timur

An important factor in encouraging employees to function their thoughts and feelings at work is the satisfaction factor at work or what is called by job satisfaction. However, job satisfaction is often ignored in its urgency in encouraging employees to provide their best performance for the organization. This study was conducted to determine the level of job satisfaction of employees of the East Lombok Regency DPRD secretariat using five dimensions, namely the job itself, compensation, superiors/leaders, coworkers and promotions. The method was used descriptive quantitative. The population amounted to 63 employees with the census technique in sampling the research. The results of this study indicate that the level of job satisfaction in the job dimension itself was in the satisfied category with a scale range of 255, the compensation dimension was in the moderately satisfied category with a scale range of 215, the leadership dimension was in the satisfied category with a scale range of 266, the coworker dimension was in the satisfied category with a scale range of 267, and the promotion dimension was in the 212 scale range with a moderately satisfied category.

Leadership Style, Motivation and Social Spirit Towards Performance Through Employee Job Satisfaction at PT. Karsa Utama Group in Indonesia

The concept of leadership style, motivation and social spirit towards performance through job satisfaction of PT. Karsa Utama Group Indonesia. The data used was obtained through interviews using questionnaires, by taking a sample of 377 respondents. The data obtained was then analyzed using the Structural Equation Modeling (SEM) and SPSS 22 techniques. The results of the test using SEM prove that leadership style has a positive effect on performance, social spirit has a positive effect on performance, leadership style has a positive effect on job satisfaction, social spirit has a positive effect on job satisfaction, performance has a positive effect on job satisfaction, and leadership style through performance has a positive effect on job satisfaction, and social spirit through performance has a positive effect on job satisfaction. Based on the results of the hypothesis testing mentioned above, several managerial implications can be drawn, namely an increase in social characteristics to produce the level of performance and job satisfaction of employees of PT. Karsa Utama Group Indonesia. This is done by providing the concept of a competitive leadership style by maintaining social characteristics by providing welfare services for reliable resources and a quality implementation process with physical evidence, so automatically the level of social spirit traits produces good performance and job satisfaction.

Influence of the Nursing Work Environment on Job Satisfaction in Male Nurses: The Mediating Effect of Social Support.

Although the proportion of male nurses in the nursing profession has risen in recent years, their turnover rate remains higher than their female counterparts. Male nurses tend to report lower levels of job satisfaction. However, there has been a dearth of research examining the relation among perceptions of work environment, social support, and job satisfaction in male nurses. The aim of this study was to investigate the associations among work environment, social support, and job satisfaction in male nurses in Korea. In addition, the potential mediating effect of social support on the relationship between work environment and job satisfaction was explored. A cross-sectional design was employed to investigate the research questions. The study was conducted in a metropolitan area in South Korea, and self-administered questionnaires were distributed to participants. Hierarchical multiple regression analysis was utilized to explore the potential associations among work environment, social support, and job satisfaction. Work environment was found to correlate positively with job satisfaction (r = .53, p < .001) and social support (r = .57, p < .001) in the participants, whereas a positive correlation was also found between social support and job satisfaction (r = .57, p < .001). Social support was shown to partly mediate the relationship between work environment and job satisfaction. The findings of this study suggest that social support partially mediates the relationship between work environment and job satisfaction in male nurses as well as confirm the importance of both work environment and social support as factors that can positively influence job satisfaction in this group.

Factors Influencing Job Satisfaction in the Private Sectors among Malaysian Women

Job satisfaction among women in Malaysia's private sector has been declining, yet there is limited research on the factors contributing to this trend. This study aims to explore the influence of key factors such as gender stereotypes, mentoring support, and work-life balance on the job satisfaction of women employed across various industries in private sector. A structured questionnaire was developed and administered to a sample of 385 female employees in the service sector. The survey gathered demographic information and measured levels of job satisfaction alongside the perceived impact of the identified factors. The findings of this study shed light on the complex interplay between these factors and job satisfaction, providing a nuanced understanding of the challenges faced by women in the workforce. The results offer practical recommendations for organizations seeking to improve job satisfaction among female employees by promoting workplace policies that support diversity, equity, and inclusivity. This research contributes to the growing body of literature on employment satisfaction in Malaysia’s private sector and offers a basis for future studies to further examine the unique challenges encountered by women in different occupational environments.

The impact of job fitness on depressive symptoms in Korean middle-aged and older population: a longitudinal study.

This study aimed to determine the impact of job fitness on depression and depressive symptoms in Korean middle-aged and older population. We collected data from the Korean Longitudinal Study of Aging (KLoSA), and performed a longitudinal analysis on 3,185 individuals with jobs at baseline. The dependent variable, depressive symptoms was measured by CES-D10 score, and the main variable of interest, job fitness was classified into nine groups according to job satisfaction and education level. To determine whether the estimate of depressive symptoms over the past week and depression changed over time, we applied the Generalized Estimating Equation (GEE) model. In the fully adjusted model, the impact of job fitness on depression and depressive symptoms was statistically significant. Compared to those with a suitable job level and a medium educational level, those with a large gap between job and educational levels were more likely to develop depression and depressive symptoms. It was also found that satisfaction with job content was a crucial factor affecting depression in the middle-aged and older adults. Our findings demonstrated that job fitness significantly influenced depression, even after accounting for the effect of job satisfaction caused by a mismatch in job-education fitness. Since work demands and responsibility are difficult to quantify or qualify, job-education fitness could serve as a valuable tool to predict the extent of depression deterioration in individuals.