Level Of Job Satisfaction Research Articles

How Does Secure-base Leadership Influence Employee Well-being?

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.

Relationship Between School Climate and Teacher Job Satisfaction: A Meta-Analytic Study

It is said that a professional teacher is a teacher who performs well. One indicator of a teacher's good performance is that it can be seen from the high level of job satisfaction of the teacher. It is expected that teachers who have high job satisfaction can increase their professionalism in their work. Several previous studies said a relationship exists between school climate and teacher job satisfaction. Unlike previous research, this study aims to determine the strength of the relationship or the magnitude of the difference between school climate and job satisfaction through a meta-analysis method with ten highly reputable articles. The results show that school climate positively correlates with teacher job satisfaction. The advice is to obtain information about administration and management in developing a school climate. This is because the school climate can facilitate teacher job satisfaction by increasing teacher professionalism in performance to produce quality students following the goals of Indonesian education stated in the curriculum regarding educational goals.

دور العلاقات العامة في تشكيل الصورة الذهنية لموظفي القطاع البلدي بالمنطقة الشرقية

The study showed that effective public relations activities, including media campaigns and direct communication with employees, contribute significantly to improving the mental image of the municipal sector. These activities play a major role in enhancing employees’ confidence in their management and raising their level of job satisfaction. The study also found that continuous and comprehensive internal communication increases employee satisfaction and enhances their sense of belonging. Public relations contribute to achieving alignment between management goals and employee aspirations, which helps achieve a stable and supportive work environment. The results indicated that transparency in communication processes between management and employees is one of the essential elements for building a positive and reliable relationship. This transparency contributes to reducing rumors and misunderstandings, which increases positive interaction between management and employees and enhances their impressions of the institution. The study also highlighted the effectiveness of modern technical tools in enhancing internal communication, as the use of these tools contributes to facilitating the exchange of information and clarifying procedures, which leads to improving the effectiveness of communication and enhancing the positive mental image of the municipal sector. The study stressed the importance of adopting sustainable public relations strategies aimed at continuous and constructive communication with employees, to support the long-term goals of the sector. She recommended the need to focus public relations efforts on transparency, continuous communication and the use of modern technologies, which contributes to creating a positive work environment and enhances job satisfaction and belonging among employees, thus achieving a positive and supportive mental image of the municipal sector in the Eastern Region.

Resilience, job satisfaction, occupational stress, and occupational accidents among healthcare professionals: A Bayesian network analysis.

Occupational accidents remain a critical challenge for healthcare professionals. In the present study, using the Bayesian network (BN) approach association among resilience, job satisfaction, stress, and occupational accidents among healthcare professionals is examined. Data was gathered using several valid questionnaires. The BN approach was utilized to analyze the r5/31/2024ionships between the variables of the current study. The performance of BN analysis was evaluated using related indexes. In total, 300 healthcare professionals participated in this study. Results showed that almost 23% of healthcare professionals had experienced occupational accidents. Results of the sensitivity analysis demonstrated that job satisfaction had the most significant influence on occupational accidents in healthcare settings. The belief updating analysis results showed that by increasing job satisfaction and decreasing stress of healthcare professionals the occurrence of occupational accidents decreased 9.8% and 6.4%, respectively. Moreover, decreasing the stress of healthcare professionals can lead to an increase in the level of job satisfaction. Evaluation indexes showed that the performance of the developed BN was acceptable (error rate: 16.09). The Findings reveal that both job satisfaction and stress had a significant influence on occupational accidents in healthcare professionals. Moreover, by influencing job satisfaction and stress, resilience can indirectly affect occupational accidents.

Regional Differences in Job Satisfaction among Chinese Social Workers: The Mediating Effect of Attitudinal Professionalism.

Job satisfaction is a vital factor associated with better physical health and subjective well-being among social workers. This study aims to explore the job satisfaction of social workers from China's Mainland and Macao and the role of attitudinal professionalism on regional differences. A cross-sectional survey collected data from 292 social workers in Mainland and 108 from Macao one year after the outbreak of COVID-19; 72 percent were female, less than half were married (44.8 percent), the average age was 32.64 years old, and the average working time was 6.07 years. Data were analyzed using descriptive statistics, independent t tests, and mediation analysis. Results indicated that Mainland social workers reported a significantly higher level of job satisfaction and attitudinal professionalism than Macao social workers. Moreover, attitudinal professionalism helped explain the regional difference in job satisfaction. The evidence from this study highlights the need to nurture professional beliefs and values among social workers, especially for Macao social workers, and also underscores the importance of developing continuing education programs to enhance social workers' identification with and commitment to the profession. We also need to improve financial compensation and social status for Mainland social workers to sustain their professionalism.

Job satisfaction among nurses in Eastern Mediterranean Region hospitals: a systematic review and meta-analysis

BackgroundJob satisfaction is the extent to which an employee feels positively or negatively toward their job. Hospitals with high job satisfaction among nurses provide higher-quality nursing care, resulting in higher patient satisfaction.AimsThis study was conducted to determine job satisfaction among nurses in Eastern Mediterranean Region (EMR) hospitals.MethodsThis research was a meta-analysis of research on job satisfaction among nurses in EMR hospitals. All studies published in three databases (PubMed, Scopus, Web of Science) and Google Scholar search engine were searched, collected, and assessed for quality. The STROBE checklist was used to determine the quality of the studies. Finally, 13 articles were analyzed using the CMA software.ResultsBased on the random effects model, the overall job satisfaction among nurses in EMR hospitals was 17.9% (95% CI (11.9–26.0)). The highest job satisfaction was in hospitals in Palestine. Job satisfaction among nurses was higher in high-income countries than in others. The level of job satisfaction was also higher in private hospitals. Moreover, the results showed that average age and sample size caused heterogeneity between the reviewed studies (p < 0.05).ConclusionAccording to the results of this study, about 18% of nurses in EMR hospitals felt satisfied with their job. Therefore, healthcare managers and policymakers in the EMR region must identify and eliminate the causes of dissatisfaction.

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

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

The Public Service Digitalization in the Philippines Towards a National Program to Capacitate Digital Frontliners

The rapid advancement of technology has driven a global transformation in public service delivery. In the Philippines, efforts to digitalize public services are crucial for inclusive development and efficient governance. This study, titled "The Public Service Digitalization in the Philippines Towards a National Program to Capacitate Digital Frontliners," examines this transformation through the experiences of government employees, known as digital frontliners. These individuals are key to implementing and managing digital technologies across public sectors.Using a mixed-method research design, the study integrates descriptive, correlative-comparative, and phenomenological approaches to gather quantitative and qualitative data. A total of 400 digital frontliners participated in a survey, while 10 key informants were interviewed. This approach provides a comprehensive analysis of the digitalization process, focusing on demographic profiles, challenges, job satisfaction, and service effectiveness.The theoretical framework includes the Theory of Digital Government Transformation, the Unified Theory of Acceptance and Use of Technology (UTAUT), and Capacity Building and Development Theory. These frameworks help understand the dynamics of public service digitalization, technology acceptance, and the importance of capacity building.Key findings reveal a diverse workforce among digital frontliners, significant challenges such as infrastructure limitations and digital literacy disparities, and varying levels of job satisfaction. The research underscores the need for robust digital infrastructure, tailored training programs, and streamlined administrative processes. It also highlights the importance of public-private collaboration.The study proposes a national program to enhance the capabilities of digital frontliners through continuous professional development and innovation support. This program aims to improve digital public services, making them more efficient, transparent, and accessible. The findings provide a foundation for evidence-based policymaking and strategic planning, contributing to the Philippines' digital transformation and inclusive growth.

The effects of compensation, organizational commitment, and job satisfaction on work productivity: Evidence from readymade garments industry in an emerging economy

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.

Assessment of Job Satisfaction

The research focused on assessing job satisfaction among contractual faculty members in higher education institutions, utilizing Herzberg's Two-Factor Theory as a framework. Contractual faculty members often hired temporarily, face unique challenges and conditions that can significantly impact their job satisfaction and overall engagement. Herzberg's theory distinguishes between motivators, intrinsic factors related to the job itself, and hygiene factors, which are irrelevant conditions surrounding the job. This study explores both factors to assess their effects on the job satisfaction of contractual faculty members.Quantitative approach is applied to capture relevant results of contractual faculty members' job satisfaction. The survey measured various motivators, including intrinsic and extrinsic factors. Findings indicate that while improvements in hygiene factors like salary and job security are essential for reducing dissatisfaction, they alone are insufficient to foster high levels of job satisfaction. Motivators, such as opportunities for meaningful work and professional development, are crucial in enhancing overall job satisfaction. This research provides valuable insights for higher education administrators and policymakers aiming to improve contractual faculty members' working conditions and experiences. By addressing motivators and hygiene factors, institutions can establish a more motivating and supportive work environment, ultimately benefiting faculty and students.

Professional values, ethical climate and job satisfaction of nurses and their selected sociodemographic and occupational characteristics.

To explore the relationship of selected socio-demographic and occupational characteristics of nurses and their level of professional values, hospital ethical climate and job satisfaction. Cross-sectional study was conducted among 388 Polish nurses from the spring of 2021 to winter of 2023, in the eastern part of Poland; and followed by Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Four research tools were used to collect data together with questionnaire for socio-demographic and occupational characteristics. Professional values such as activism correlate negatively with religious beliefs (Z = -1.789; p = 0.044), this means that nurses who are more involved in professional change activities are likely to be less associated with religious beliefs. A positive correlation was observed between the Ethical Hospital Climate Survey subscale-peer relations and nurses' education level (H = 5.638; p = 0.048), indicating that a higher education level was associated with better relationships with colleagues at work. A negative relationship was identified between nurses' external job satisfaction and their marital status (Z = -1.958; p = 0.040), that is, married nurses feel less satisfaction with the external aspects of their jobs than their single colleagues. These findings underscore that medical staff management should take into account both sociodemographic factors [e.g., age, education, place of residence, marital status, religious beliefs, as well as professional factors (working hours, qualification course, etc.)] that affect nurses' professional values, job satisfaction and the ethical climate of the hospital. These underscore the need to adapt management strategies to the individual needs of employees, which can contribute to improving working conditions in healthcare facilities. The data collection tool consists of four sections. Collected background and demographic information. Assessed professional values among nurses. Assessed hospital ethical climate among nurses. Assessed job satisfaction levels among nurses.

Job Satisfaction and Associated Factors Among Public and Private Pharmacy Professionals in Gondar Town, Northwest Ethiopia.

The quality of the healthcare system and the achievement of specific patient outcomes rely on the contentment of pharmacy experts working in both public and private pharmacies. This study aims to evaluate and compare the levels of job satisfaction among pharmacy professionals employed in public and private medication retail outlets in Gondar town, northwest Ethiopia. A cross-sectional survey was conducted to assess job satisfaction and associated factors among pharmacy professionals in public and private pharmacies in Gondar town from July 20 to August 1, 2022. All pharmacy professionals were included in the study and no sample size was calculated. Bivariable and multivariable binary logistic regression analysis was used to identify the factors associated with job satisfaction and a p < 0.05 was considered significant with 95% CI. A total of 217 private and public pharmacy professionals were included in the study, and 183 volunteered to participate with a response rate of 84%. Among the study participants, 52.5% were dissatisfied with their job. The majority of the respondents (92.3%) believed that the job has a good future, 72% of them received good recognition from the community for their job and more than half (57.3%) received a good salary. Private pharmacy workers were found to be more satisfied than public pharmacy workers (AOR: 2.770), pharmacy professionals who had good salaries and benefits, (AOR: 0.302), and individuals who were closeness of their workplace to home (AOR: 0.298) were significantly associated with job satisfaction levels. In this study, more than half of participants were disatisfied with their job. Pharmacy professionals working in private medication retail outlets, who had good salaries and benefits, and lived close to their homes were significantly associated with job satisfaction levels.

Job Satisfaction Among Faculty in Standardized Residency Training Programs in Heilongjiang Province, China: A Cross-Sectional Study.

Job satisfaction among faculty in standardized residency training programs has been underexplored. The objective of this study is to investigate job satisfaction among these faculty members and identify associated determinants. An online cross-sectional survey was conducted with 4581 teachers in Heilongjiang Province from 18 to 30 May 2022, using a census method. The survey collected demographic information and assessed satisfaction using the Minnesota Satisfaction Questionnaire-Short Form. Predictors of job satisfaction were identified using multiple linear regression analysis in SPSS 24.0. The survey achieved a 91.12% response rate (4174/4581). The average satisfaction score of the respondents teachers was 4.30±0.70. The top three items with the highest satisfaction scores were "the chance to work alone on the job" (4.46±0.68), "the way my job provides for steady employment" (4.45±0.68), and "the freedom to use my own judgment" (4.43±0.69). The lowest-scoring items "the chances for advancement on this job" (4.02±1.03), "my pay and the amount of work I do" (4.08±0.96), and "the praise I get for doing a good job" (4.10±0.93). Multiple linear regression analysis revealed that geographical area, registered general subjects, age, administrative position, monthly income, daily working hours, and overtime frequency were significant factors influencing job satisfaction (P < 0.05). The level of job satisfaction among standardized residency training faculty in Heilongjiang Province was generally high. High satisfaction was associated with residing in economically developed areas, having registered general subjects, holding administrative positions, earning high income, working shorter few hours daily and having a low frequency of overtime.

Burnout, motivation and job satisfaction among community health workers recruited for a depression training in Madhya Pradesh, India: a cross-sectional study

IntroductionBurnout, low motivation and poor job satisfaction among community health workers (CHWs) have negative impacts on health workers and on patients. This study aimed to characterise levels of burnout, motivation...

A study of the factors and correlations influencing the safety level, job stress and job satisfaction of workers in small business in Korea

BackgroundJob stress was found to directly increase the likelihood of accidents and indirectly increase the likelihood of accidents by lowering the safety atmosphere. Job stress has a significant impact on the safety environment, and job satisfaction is effective in reducing accident rates. Accordingly, we sought to investigate the correlation between safety level, job stress, and job satisfaction in small businesses with a high risk of industrial accidents. Additionally, we aim to investigate factors that may affect job stress, job satisfaction, and safety levels. MethodsThis study was conducted on 230 workers in small businesses in Korea. First, hierarchical regression analysis was conducted using SPSS software, and anova analysis was used to investigate significant variables. Finally, the relationships between variables were investigated using structural equation modeling (SEM). ResultsThe analysis results showed that safety level and job stress had a negative correlation with a coefficient of -0.8. Safety level and job satisfaction had a correlation with a coefficient of 0.2. Job satisfaction and job stress had a negative correlation with a coefficient of -0.7. This shows that when job stress is high, there is a negative correlation between job satisfaction and safety level. In addition, 4 general characteristics items and 3 job characteristics items showed a correlation with job stress. 2 general characteristics items and 8 job characteristics items showed a correlation with job satisfaction. 4 general characteristics items and 11 job characteristics items showed a correlation with safety level. ConclusionSmall businesses' job stress, safety level, and job satisfaction showed a significant correlation. In addition, the relationship between the variables affecting them was significant. In order to reduce the occurrence of accidents among workers in small businesses, control of factors and efforts to reduce job stress are necessary.

Factors influencing job satisfaction among academic and nonacademic staff: The case of SIMAD University

A gap in empirical research has been identified regarding job satisfaction in Somalia's higher education sector, specifically at SIMAD University. To address this gap, this study aims to evaluate job satisfaction among both academic and nonacademic staff at the university. Data were collected from SIMAD University staff using purposive sampling, with 208 participants completing a structured questionnaire. The analysis was conducted using descriptive statistics and correlation analysis to assess job satisfaction levels, and Cronbach's alpha was used to test the reliability of the data. The findings show that, overall, staff have a high level of job satisfaction, though they expressed lower satisfaction in two areas: appointment and promotion processes and the physical work environment (organizational conditions). Additionally, all factors were positively correlated with job satisfaction. This study highlights areas where employee satisfaction could be improved, especially in the areas of promotions and the physical environment, and discusses the implications of these findings for university management.

Psychosocial challenges of Ukrainian healthcare professionals in wartime: Addressing the need for management support

BackgroundThe Russian-Ukrainian war has placed healthcare professionals (HPs) in Ukraine in a position of heightened responsibility and vulnerability. This study aimed to evaluate HPs' perceptions of the war's impact on their work, their expectations regarding management recognition of their situation, and to assess levels of psychological safety and incidents of bullying within their teams. MethodsTwo open-ended questions were used to explore HP's perceptions of the war's impact on their work and their expectations from management. Psychological safety and bullying were assessed using the Safety Attitude Questionnaire-Short Form (SAQ-SF) and Negative Act Questionnaire-Revised (NAQ-R). Results1,442 HPs participated in the study. A total of 70% reported a negative impact of the war on their work. The most expressed needs were for increased financial, moral, and emotional support from medical managers. While the majority of HPs did not report experiences of bullying, 13.1% reported frequent occurrences. Based on the SAQ-SF, job satisfaction was generally high, whereas stress recognition was low. ConclusionDespite the harrowing conditions of the war in Ukraine, HPs show extraordinary commitment to their profession and experience high levels of job satisfaction. However, there is an unmet need for increased moral and emotional support from medical leaders and financial assistance to counter the increase in cost of living, as these are the most pressing issues for HPs. Overall, these results suggest that the role of the management in addressing these challenges to improve psychological safety may be essential.

The Relationship between Servant Leadership and Job Satisfaction: Research on Teachers

It is known that employees' job satisfaction is impacted by leaders. In this regard, the aim of the research is to reveal the relationship between teachers' servant leadership perception and job satisfaction. "The Job Satisfaction Scale" was used in the study to measure the job satisfaction levels of employees. "The Servant Leadership Scale" was used to determine the perception of servant leadership. The research was conducted on 351 teachers working in public and private educational institutions in Ağrı. The survey method was used as a data collection tool and the data were analyzed with SPSS 20.0 program. Reliability analysis, regression analysis, correlation analysis, and factor analysis were used to evaluate the data. According to the analysis of the data obtained as a result of this study, which examined the relationship between teachers' servant leadership perception and job satisfaction, a strong positive (r = 0.582) and significant (p &lt; 0.05) relationship was determined between servant leadership and job satisfaction. According to the results of the regression analysis regarding the effect of the relationship; it has been determined that servant leadership affects job satisfaction positively and significantly.

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION DI KLINIK UTAMA BUNGA EMAS

Employee turnover is permanent, voluntary or involuntary resignation from an organization. The stage before actual turnover occurs is called turnover intention. This turnover intention can be caused by several factors, such as work stress and the level of job satisfaction. The aim of this research is to determine the role of job satisfaction in mediating the influence of work stress on turnover intention. This research was carried out at Klinik Utama Bunga Emas, with a sample size of 46 employees using the saturated sampling method. Data collection uses a questionnaire instrument. The data collected was then analyzed using path analysis. The results of the research show that work stress has a positive and significant effect on employee turnover intention at Klinik Utama Bunga Emas. Job satisfaction has a negative and significant effect on employee turnover intention at Klinik Utama Bunga Emas. work stress has a negative and significant effect on employee job satisfaction at Klinik Utama Bunga Emas. Job satisfaction is a complementary (partial mediation) mediating variable in the influence of work stress on employee turnover intention at Klinik Utama Bunga Emas. The implication of this research is that job satisfaction has an important role, where by increasing job satisfaction, high levels of work stress can be reduced and result in the level of turnover intention also decreasing. Apart from that, this research can be used as evaluation material in analyzing problems in companies, related to what factors influence turnover intention so that this research can be used as material for consideration in making managerial decisions and input for the company.

Статус трудового мигранта и удовлетворенность трудом сотрудников регионального промышленного предприятия (ЯНАО, ХМАО-ЮГРА)

The article analyzes the job satisfaction of workers at industrial enterprises of the YANAО and KНMAO-YUGRA, who have the status of labor migrants. In conditions of economic instability and a volatile labor market, the mi-gration status of an employee becomes especially relevant for studying staff satisfaction. The authors highlight the main aspects that determine the level of job satisfaction: prestige, working conditions, labor pay, workforce, career opportunities, as well as social guarantees and benefits. The article includes the results of a survey (N = 39 068) conducted among employees of an industrial enterprise from among the permanent population of the region (locals), as well as employees who came to work from other regions and countries (labor migrants). The results obtained can be used not only in the field of labor sociology, but also in economic and demographic studies. Analyzing labor migration and its impact on employee satisfaction is a significant issue that requires further investigation, as it may contribute to improving the quality of life for workers and enhancing overall eco-nomic efficiency.