Level Of Job Satisfaction Research Articles

A study of the relationship between elementary school teachers’ occupational self-efficacy, emotional labor strategies and occupational well-being

The aim of this study is to explore the relationship between primary school teachers’ occupational self-efficacy, emotional labor strategies, and job satisfaction. A questionnaire survey was conducted with primary school teachers in a certain city, and statistical analysis methods were used to obtain the research results. Firstly, primary school teachers generally have a high level of job satisfaction, with certain demographic differences. Among them, female teachers have higher job satisfaction than male teachers, and teachers with more years of experience show higher job satisfaction. Secondly, primary school teachers have overall good occupational self-efficacy, which is positively correlated with job satisfaction. That is, an increase in occupational self-efficacy can promote teachers’ job satisfaction. Additionally, primary school teachers generally adopt positive coping and expressive strategies in emotional labor. There is a certain correlation between emotional labor strategies and job satisfaction, with teachers who adopt positive coping and expressive strategies showing higher job satisfaction. Finally, occupational self-efficacy plays a mediating role between emotional labor strategies and job satisfaction. That is, the choice of emotional labor strategies is influenced by teachers’ occupational self-efficacy, which in turn affects their job satisfaction. This study provides empirical evidence for understanding the job satisfaction of primary school teachers and further reveals the mechanisms of the roles of occupational self-efficacy and emotional labor strategies in influencing teachers’ job satisfaction. The research results can provide relevant policies and measures for educational managers to promote the professional development and well-being of primary school teachers.

A Study on Job Satisfaction Among Employees in Pro connect Logistics LTD

The study is undergone at PROCONNECT LOGISTICS LTD, CHENNAI The project focuses on the employee’s job satisfaction level. Employee loyalty can be defined as employees being committed to the success of the organization and believing that working for this organization is their best option. If the employee’s expectations are fulfilled (or) the employees get higher than what he/she feels with satisfied. The main objectives of this paper are to assess job satisfaction and To Analyze the factors contributing to an improvement in employee job satisfaction. To study the employee’s perception towards the organization (Proconnect logistics, To identify the impact of employee’s job satisfaction on their performance. In this study, 118 employee’s responses were been taken as a sample. Percentage analysis, Correlation analysis, Regression, and Weighted average have been incorporated for research analysis. The study helped and reveals the level of job satisfaction of employees the various factors provided in the organization. This study clearly shows that employees in an organization are more or less satisfied with their jobs. The organization should consider the salary, relationship of employees and supervisors, training and development, and give more opportunities to the new employees. Key words: Salary package, Training & development, career growth, etc

The Influence of Work Facilities and Individual Characteristics on Job Satisfaction (Pratama Karya Banaran Study)

This research aims to investigate how work facilities and individual characteristics impact job satisfaction at Pratama Karya Banaran. It employs explanatory research, which aims to uncover causal relationships between variables through hypothesis testing. The sample size consists of 40 individuals, selected using the Slovin formula from the entire employee population of Pratama Karya Banaran. The study utilizes data quality testing, classic hypothesis testing, and multiple linear regression as analytical tools. The results indicate that both work facilities and individual characteristics have a significant effect on job satisfaction. Moreover, the study highlights that working conditions, in conjunction with individual characteristics, collectively play a substantial role in determining levels of job satisfaction.

IJCM_89A: Job satisfaction of anganwadi workers in Thrissur district

Background: India ranked 2nd in the world with over 47 per cent of its children exhibiting malnutrition. The sub-schemes of ICDS are supplementary nutrition, non-formal preschool education, immunization, health check-up and referral services. Attainment of ICDS programme goals depends upon the effectiveness of Anganwadi workers. This study was conducted with the objectives to know the job satisfaction of Anganwadi workers. Objectives: 1) To assess the level of Job Satisfaction of Anganwadi workers. 2) To find out any significant relationship of Job Satisfaction with Age, Educational qualifications and Experience Methodology: A cross sectional study was conducted among Anganwadi workers of Thrissur District. Total 120 Anganwadi workers (AWWs) were selected by convenience sampling. The data was collected after obtaining consent from the participants using semi structured questionnaire. Data entry was performed using Google Forms and was analysed using SPSS. Results: The results showed that, 21.7% of AWWs possessed low satisfaction, 45% with moderate satisfaction and 33.3% with high satisfaction. Among study participants, 48.3% were BPL and 51.7% were APL .65% have completed SSLC, 20.0% with Pre-degree,12.5% with Degree and 2.5% with Postgraduation. It was found that, socio-economic status and education have a significant relationship with job satisfaction. Whereas, age, family size, experience and training of the respondents found to be non-significant with job satisfaction of Anganwadi workers. Conclusion: Nearly one-fourth of AWWs had low satisfaction with their job and less than half of the respondents were extremely satisfied. The job satisfaction can directly influence their work performance.

Assessing Job Satisfaction among Employees in Directorate of Higher & Technical Education Department and Government Aizawl West College

This research article presents an analysis of the demographics and job satisfaction levels among employees in the Higher & Technical Education Department and Government Aizawl West College. The study examines the age distribution, gender distribution, and years of experience within these organizations. It also analyses employees' overall job satisfaction, likelihood to recommend the organization, and satisfaction with specific factors such as salary, career growth opportunities, benefits, work environment, and work-life balance. The findings provide valuable insights for human resource management strategies and enhancing employee satisfaction. The study highlights the need for aligning job responsibilities with employees' skills, improving communication channels, and offering opportunities for professional development. The results contribute to a better understanding of the demographics and job satisfaction levels in these organizations, enabling informed decision-making to enhance employee satisfaction and organizational performance.

Interpersonal Relationship and Job Satisfaction among Early Childhood Education Teachers in Edo State, Nigeria

The study examined interpersonal relationship and job satisfaction among early childhood education teachers in Edo State. Three research questions were raised for the study and one of the research questions was formulated into hypothesis. The study is descriptive research and adopted a descriptive survey design. The population of this study comprises all the one thousand and twenty-one (1021) public early childhood education schools and one thousand two hundred and sixty-three (1263) early childhood education teachers in Edo State. A multi-stage sampling technique was used to select a sample of one hundred and two early childhood schools and one hundred and twenty-six early childhood teachers in the three senatorial districts of Edo State. A questionnaire (IRJSAECETQ) which was validated with a reliability coefficient of 0.88 was used to elicit data from the respondents. The research questions were analyzed using mean and standard deviation while hypothesis was tested using Pearson Product Moment Correlation Coefficient. The findings from the analysis of the study revealed that the level of interpersonal relationship among early childhood teachers is low; the level of job satisfaction among early childhood education teachers in Edo State is also low. The findings also revealed that there is a positive and significant relationship between interpersonal relationship and job satisfaction among early childhood education teachers in Edo State. Based on the findings, the study recommended that the level of interpersonal relationship among early childhood teachers, pupils and the school authorities should be improved upon by establishing and maintaining effective and frequent communication among the early childhood education teachers, head teacher, and pupils as it has been proven in this study that there is a significant relationship between interpersonal relationship and job satisfaction among early childhood teachers Keywords: Interpersonal relationship, Job satisfaction, early childhood education, early childhood education teachers.

Intelligent Talent Recommendation Algorithm for College Students for the Future Job Market

An intelligent talent recommendation algorithm is a sophisticated system that utilizes advanced data analysis techniques and machine learning algorithms to match individuals with suitable job opportunities or educational programs. By analyzing a wide range of data points such as skills, qualifications, work experience, and preferences, these algorithms can generate personalized recommendations tailored to each individual's unique profile and career goals. Moreover, intelligent talent recommendation algorithms continuously learn and improve over time, refining their recommendations based on user feedback and performance data. This paper presents an intelligent talent recommendation algorithm tailored for college students preparing for the future job market, utilizing Ranking Hidden Chain Deep Learning (RHC-DL). The algorithm aims to provide personalized recommendations by analysing students' skills, qualifications, interests, and career aspirations. Through simulated experiments and empirical validations, the efficacy of the RHC-DL-enhanced recommendation algorithm is evaluated. Results demonstrate significant improvements in recommendation accuracy and relevance compared to traditional methods. For instance, students using the RHC-DL algorithm reported a 40% increase in job offer acceptance rates and a 30% improvement in job satisfaction levels. Additionally, the algorithm adapts and learns from user interactions, continuously refining its recommendations based on real-time feedback.

Organizational Culture & Employee Well Being (With Special Reference to Automotive Sector)

In contemporary workplaces, organizational culture (OC) plays a pivotal role in shaping the experiences and well-being of employees (Belias & Koustelios, 2014). Impact of OC on employee well-being cannot be overstated, as it serves as a cornerstone for fostering a supportive and thriving work environment. OC shapes the attitudes, behaviours, and experiences of employees, influencing their satisfaction, engagement, and overall quality of life. A positive organizational culture can enhance employee morale, motivation, and resilience, leading to higher levels of job satisfaction, lower stress levels, and improved mental health outcomes (Simeli, Theocharis, Vasileiou, & Tsekouropoulos, 2024). On the other hand, a negative or toxic culture can breed disengagement, burnout, and even physical and psychological health issues among employees. Recognizing and nurturing a conducive organizational culture is essential for promoting employee well-being, driving productivity, and sustaining organizational success in the long run (Assoratgoon & Kantabutr, 2023). So, this paper tries to analyse the impact of organizational culture on well-being of employees with the help of literature review a qualitative research approach.

Dynamics of Employee Engagement and Implementation of Adaptive Leadership in Increasing Work Productivity: The Mediating Role of Job Satisfaction

This study investigates the intricate dynamics of employee engagement, adaptive leadership, job satisfaction, and work productivity within the organizational context of PT Gangking Raya office in Makassar. Through a sample of 47 individuals, the study employs a rigorous analysis using SmartPLS to examine both direct and indirect relationships among these key variables. The results indicate a significant positive impact of employee engagement on job satisfaction and work productivity, emphasizing the pivotal role of an engaged workforce. While adaptive leadership shows a positive association with job satisfaction, its direct influence on work productivity is not statistically significant. Notably, job satisfaction emerges as a significant mediator between both employee engagement and adaptive leadership with work productivity. This suggests that cultivating high job satisfaction levels is crucial in maximizing the positive outcomes of employee engagement and adaptive leadership on overall work productivity. These findings offer valuable insights for organizational strategies, underscoring the importance of fostering employee engagement, adaptive leadership practices, and job satisfaction for a thriving and productive workplace environment at PT Gangking Raya.

How does job stress affect job satisfaction and Turnover Intention in Public Hospital, Gianyar, Bali?

The desire to change jobs among hospital nurses is a critical issue related to service quality. Nurses have the desire to move if they feel work stress and the level of job satisfaction tends to decrease. Nurses' high stress levels will cause them to feel less satisfied with their work which will ultimately lead to their intention to leave the hospital. This research aims to (1) analyze the influence of job stress on turnover intention, (2) analyze the influence of job stress on job satisfaction, and (3) analyze the influence of job satisfaction on turnover intention. The sample in this study used a proportional sampling technique which was only aimed at nurses in four divisions, totaling 100 people. The data analysis technique uses SEM-PLS. The research results show that (1) work stress has a positive and significant effect on turnover intention, (2) work stress has a negative and significant effect on job satisfaction, and (3) job satisfaction has a negative and significant effect on turnover intention. This research implies that a low level of stress at work will increase job satisfaction and reduce their intention to leave the hospital, especially as nurses know the consequences of their work.

Hybrid entrepreneurship, job satisfaction and the spillover effect of creativity

PurposeThe purpose of this study is to empirically examine how individuals’ hybrid entrepreneurial venturing activities (HEVA) influence key characteristics associated with one’s wage work, namely creativity and job satisfaction.Design/methodology/approachThrough a cross-sectional self-administered survey design, data were gathered from 465 US-based useable responses via Amazon Mechanical Turk and analyzed using structural equation modeling (SEM).FindingsFindings show individuals reporting higher levels of HEVA – such as creating, founding, starting or running – tend to also exhibit higher levels of creativity and job satisfaction in their workplaces. Findings further reveal that income negatively moderates the relationship between creativity and wage work job satisfaction.Practical implicationsBy providing a better understanding of how engaging in HEVA can impact creativity and job satisfaction, this study has important implications for (1) managers seeking to influence key employee outcomes and (2) employees considering such entrepreneurial activities.Originality/valueThis paper adds to the growing scholarly and practitioner interest in hybrid entrepreneurship and its outcomes. Specifically, the paper adds new insights regarding how engaging in HEVA can influence individual skills (i.e. creativity) or organizational goals (i.e. employee job satisfaction). In doing so, the paper also uses insights from the intrinsic/extrinsic motivation literature to suggest how extrinsic motivators (such as income) can interact with intrinsically motivated behaviors (such as creativity) in influencing employee outcomes in wage work. Finally, the paper contributes to the growing interest in applying the empowerment perspective within entrepreneurship research by exploring where and how empowerment may occur.

HAPPINESS AT WORK, WORK LIFE BALANCE, AND JOB SATISFACTION TERHADAP KINERJA KARYAWAN BAYANG CAFE JIMBARAN

This study aims to explore the role of happiness at work, work life balance, and job satisfaction on the performance of employees of Bayang Café Jimbaran. The target population used is all employees who work at Shadow Café Jimbaran. Through the saturated sampling method, 36 participating employees became respondents. Empirical data were collected through the distribution of online questionnaires using Google Form and then analyzed through the Structural Equation Modeling (SEM) approach with Partial Least Square (PLS). The findings in the study show that employee happiness at work and balance of work time with personal life will be able to increase job satisfaction. Furthermore, the results of the study confirm that a high level of job satisfaction will have an impact on an increasingly optimal employee performance. An interesting finding in this study is the finding of a significant role for job satisfaction as a mediating variable. This research is able to contribute positively to the HR management literature and can provide practical implications for the management of Bayang Café Jimbaran to always increase happiness, satisfaction, and always provide support for its employees.

Influence Of Work Life Balance And Job Stress On Job Satisfaction Of Employees At PT. Rukun Mitra Sejati South Jakarta

This research aims to analyze the influence of work life balance and work stress levels on employee job satisfaction. The research method uses a quantitative approach involving PT Rukun Mitra Sejati respondents. Data was collected through a questionnaire that measured the variables work life balance, work stress, and job satisfaction. The results of the analysis show that there is a positive and significant influence between work life balance and employee satisfaction. This shows that the more balanced the balance between work life and personal life (work life balance), the higher the level of job satisfaction felt by employees. On the other hand, there is a negative and significant influence between the level of work stress and employee satisfaction. This means that the higher the level of work stress experienced by employees, the lower the level of job satisfaction they feel. This research also produces an R Square value of 0.580, which shows that the work life balance variable (X1) and the work stress variable (X2) together contribute 58% to the job satisfaction variable (Y). Thus, this research makes an important contribution in understanding the factors that influence employee job satisfaction, especially through aspects of work life balance and work stress levels. The practical implications of these findings can be used as a basis for companies to increase employee job satisfaction through improvements in work life balance management and employee work stress management.

JOB SATISFACTION AND LABOR MOBILITY OF IT-SPECIALISTS

The article discusses the issue of correlations between labour (territorial) and professional migrations of IT-specialists. This group of professionals is represented by highly qualified specialists who have justifiably high incomes and constantly enhance their professional qualification. This leads to their justifiable claims to better labour conditions, consequently, to labour mobility and changing job. Such labour mobility can be the cause of staff problems for IT companies. Transformation of professional mobility into labour mobility is explained by the level of job satisfaction. Job satisfaction is seen as conformity between workers’ claims and suggested labour conditions. The aim of this work is to identify factors of IT-professionals’ job satisfaction. The research is based on the methods of online survey and questionnaires and semi-structured interviews. As a result of the research, the factors for job satisfaction have been identified: the level of wages, opportunities for professional improvement, favorable relations in the team. The relationship between these factors and the level of professionalism (grade) of employees has been established. Managerial measures to increase satisfaction with the work of IT-specialists have been revealed: to provide constant training and individualization of professional strategies, to form a motivating intra-organizational environment of professional interaction.

Professional Quality of Life, Job Satisfaction, and Intention to Leave among Psychiatric Nurses: A Cross-Sectional Study.

Psychiatric nurses are challenged with high levels of stress, which, in turn, lower their professional quality of life (ProQoL) and job satisfaction and increase their intention to leave jobs in psychiatric settings. An adequate level of ProQoL improves patient care provision. The purpose of this study is to assess the levels, relationships, and predictors of the professional quality of life of Jordanian psychiatric nurses and their job satisfaction and intention to leave their job. A descriptive cross-sectional design was used to collect data using the Professional Quality of Life Scale-5 from a convenience sample. Data were collected from 144 psychiatric nurses working in the largest psychiatric hospitals run by Ministry of Health, military, and university-affiliated hospitals. The results showed that the mean scores for compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS) were 35.21, 27.0, and 26.36, respectively. The mean scores for intention to leave and job satisfaction were 2.33 and 3.7, respectively. The income level, educational level, intention to leave, and job satisfaction significantly differed in the CS dimension. Nurses' age, intention to leave, and job satisfaction significantly differed in BO. Nurses' age, years of experience, frequent C-shifts worked, and work affiliation were different in STS. Burnout, STS, and educational level predicted CS. CS, STS, job satisfaction, and level of education predicted BO. BO, CS, and frequently working night C-shifts predicted STS. Due to the presence of nurses reporting low levels of ProQoL, job satisfaction, and intension to leave, more studies are needed to assess the factors that affect ProQoL among psychiatric nurses and to evaluate interventional programs that improve the quality of life of psychiatric nurses. This is important in retaining nurses and increasing their job satisfaction. There is a need for interventions that enhance ProQoL. Also, longitudinal studies that measure ProQoL overtime are recommended. This study was not registered.

Human resource management practices and their impact on healthcare workers’ job satisfaction and burnout in the Jordanian public sector

This study aims to examine the link between human resource management practices and employee outcomes (job satisfaction and burnout) in Jordan’s healthcare public sector, including recruitment and selection, training and development, compensation and benefits, performance management, employee relations, and health and safety. The study utilized a stratified random sample of 600 healthcare professionals. The sample included doctors, nurses, administrative staff, and support staff from various public sector healthcare facilities across Jordan. The use of the Maslach Burnout Inventory and the Minnesota Satisfaction Questionnaire allowed for a detailed assessment of burnout prevalence and levels of job satisfaction among these professionals. The results revealed a high burnout prevalence of over 98%, particularly in emotional exhaustion, depersonalization, and reduced personal achievement. Variances in burnout levels were observed across professional roles, with doctors experiencing high burnout. Job satisfaction was moderately reported, negatively correlating with age and experience. Increased emotional exhaustion and depersonalization were linked to reduced satisfaction. Noteworthy HRM practices contributing to increased job satisfaction included employee relations and health and safety. Conversely, compensation and benefits and employee relations contributed to reduced burnout.

The Effect Of Organızatıonal Culture Levels Perceıved By Sports Facılıty Employees In Local And Prıvate Sectors On Job Satısfactıon

The purpose of this research is to determine the organizational culture perceptions and job satisfaction levels of sports facility employees in different sectors, to compare them in terms of demographic variables and to determine the relationship between them. 303 people working in private sports enterprises and sports facilities belonging to local governments on the Anatolian side of Istanbul participated in the study, which was a relational screening model. As data collection tools, the Job Satisfaction Scale developed by Spector (1985) and adapted into Turkish by Meydan and Basım (2010) and the Organizational Culture Scale developed by Ogbonna & Haris (2000) and adapted into Turkish by Karadeniz (2010) were used. Frequency and percentage distributions, t-test for paired groups, OneWay-ANOVA analyzes for multiple groups and Pearson Correlation analysis were used as statistical methods in evaluating the research data. In cases where the variances were not homogeneous, the Kruskal Wallis test was calculated. As a result, it was determined that the competitive and innovative culture sub-dimensions, in which the participants had a high level of organizational culture perception, were more evident. It was determined that job satisfaction levels were at medium level. As a result of the correlation analysis, a moderate positive relationship was found between organizational culture and job satisfaction. The highest relationship between job satisfaction and organizational culture sub-dimensions is in the competitive culture sub-dimension. When the findings obtained from the research were examined in terms of demographic variables, the organizational culture of the participants who were married, were in a managerial position, had low years of service, worked in the local sector, and had 3 workplaces was found to be high. According to the scores obtained on the job satisfaction scale, it is seen that the participants who are married, in a managerial position and in their local sector are higher.

Job Satisfaction in Education Sector of Megacities: A Study of Higher Secondary Institutions of Karachi

Megacities have been centering of attraction for their modernity, growth and opportunities, whereas they combat with number of challenges like overcrowding, high cost of living, increased competition etc. Similarly, megacity Karachi (biggest metropolitan city of Pakistan, ranked as 7th most populous city in the world, with the growth rate of 2.41%, 2020), which makes it quite apparent that managing in this mega city do makes it challenging on individual level as well. Every megacity depends upon industries and organizations for its growth and Education sector is one of those key players, where Higher Secondary Education Institutions are considered as backbone in employing more of skilled workers. Job satisfaction is the main predictor of organizational success. This paper examined the factors affecting the job satisfaction in Higher Secondary Educational Institutions of Karachi. The data were collected through primary data gathering using questionnaire for employees working in public and private colleges of megacity Karachi. Sample size is restricted to 100 respondents selected through convenient sampling. This research was aimed at finding relationship between employees’ job satisfaction in Higher Secondary Education Institution of Megacity (Karachi) and its dynamics. In final part of this research, we tried to find out relationship between level of job satisfaction and demands of the megacity, exploring factors affecting job satisfaction in megacities.

Analyzing the Relationship between Employee Motivation and Job Satisfaction

Employee motivation and job satisfaction are integral components of organizational success and employee well-being. This paper aims to analyse the complex relationship between these two constructs and explore their implications for organizational management. Motivated employees are more likely to exhibit higher levels of job satisfaction, and vice versa, creating a symbiotic relationship that influences organizational performance. Factors such as intrinsic and extrinsic motivators, organizational culture, leadership style, and individual differences play significant roles in shaping employee motivation and job satisfaction levels. By understanding and leveraging this relationship effectively, organizations can create a positive work environment that enhances employee engagement, productivity, and overall organizational success. This paper provides insights into strategies for fostering employee motivation and job satisfaction and emphasizes the importance of continuous improvement and personalized approaches to meet the diverse needs of employees. Ultimately, investing in employee motivation and job satisfaction is essential for creating a sustainable competitive advantage in today’s dynamic business landscape.

Working together: effects of gender composition on job satisfaction and commitment

PurposeThe purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.Design/methodology/approachThe data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.FindingsEmployees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.Practical implicationsAiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.Originality/valueThe relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.