Level Of Job Satisfaction Research Articles

The importance of recovery and staffing on midwives’ emotional wellbeing: A UK national survey

BackgroundThere is currently a gap in the evidence on how working practices, such as the ability to take rest breaks, finish on time or intershift recovery influence outcomes. AimThe aim of this study was to explore the association of individual characteristics, work-related factors and working practices on emotional wellbeing outcomes of UK midwives. MethodsAn online cross-sectional survey collated data between September and October 2020. Outcomes explored were work-related stress, burnout, being pleased with their standard of care, job satisfaction and thoughts about leaving midwifery. Univariate analysis identified the explanatory variables to be investigated using multivariable logistic regression. FindingsA total of 2347 midwives from the four UK nations completed the survey. No standard approach in monitoring safe staffing or in-shift or intershift recovery was found. There were high levels of work-related stress, burnout and thoughts about leaving midwifery, and low levels of job satisfaction, with just half of midwives reporting they were satisfied with the standard of care they could provide. Multivariable regression revealed that working practices variables, generally related to impeded recovery or compounded by staffing issues, had a significant association with poorer emotional wellbeing outcomes. ConclusionThis research has demonstrated an association between impeded recovery, including a lack of formal methods to monitor this, and poorer emotional wellbeing outcomes, and that staffing levels are highly influential in determining outcomes. There is a need to re-evaluate current approaches to job design and how midwives are expected to work.

Job and personal resources: boosting work engagement and job satisfaction in hospitals

The low level of job satisfaction (JS) among hospital staff is associated with the low level of work engagement (WE). To examine WE, the Job demand-resources theory is often applied. This study aims to see the effect of job resources (JR) and personal resources (PR) on WE and their impact on JS. This is a quantitative study that takes a cross-sectional method. The sample consisted of 244 employees of the Haji Hospital Makassar in South Sulawesi Province who were selected by random quota sampling and then analyzed using the Path Analysis test on SPSS AMOS 26. The results showed that JR (p-value 0.002<0.005, E=0.131) and PR (p-value 0.001<0.005, E=0.170) had a significant effect on WE. JR has a direct influence on JS (p-value 0.022<0.005, E=0.375). Although the indirect effect of JR on JS work engagement (WE) through is not significant (p-value 0.065<0.005), meanwhile, PR has a significant direct (p-value 0.001<0.005, E=0.248) and indirect (p-value 0.035<0.005, E=0.047) effect on JS. This study concludes that the direct influence path of PR is the best path for enhancing employee JS in hospitals.

The Impact of Meaningful Work on Employee Engagement: The Case of Mongolian Kindergarten Teachers

Numerous studies substantiate the correlation between meaningful work and its far-reaching impact on various aspects of employees' lives. This includes bolstering financial stability, improving physical health, nurturing relationships, and fostering a sense of community. Consequently, these positive outcomes ripple into elevated levels of job satisfaction, increased work engagement, and enhanced job retention. The primary objective of this study is to explore the relationship between meaningful work and employee engagement. The study utilized data from 149 employees across four private kindergartens in Ulaanbaatar city of Mongolia and conducted thorough analyses to evaluate the reliability and correlation of variables, employing covariance-based structural equation modeling (CB-SEM). The analysis revealed that the positive meaning has a significant and positive correlation with all three facets of employee engagement. Notably, positive meaning has moderate positive impacts on cognitive engagement (β = 0.531), emotional engagement (β = 0.549), and behavioral engagement (β = 0.546) among the participants. Additionally, the research findings revealed that meaning-making through work displayed small yet statistically significant positive effects on various aspects of employee engagement among kindergarten employees. Specifically, meaning-making through work weak and positively influenced cognitive engagement (β = 0.479), emotional engagement (β = 0.395), and behavioral engagement (β = 0.408). Furthermore, the research findings revealed that the greater good motivations had the strongest positive relationship with employee engagement among the three facets assessed. Specifically, greater good motivations showed substantially positive effects on cognitive engagement (β = 0.751), emotional engagement (β = 0.859), and behavioral engagement (β = 0.763) among the kindergarten teachers.

Patients and Health Professionals' Perceptions of Primary Health Care Services in Saudi Arabia: A Scoping Review.

This scoping review aims to identify and summarize existing evidence concerning the quality and capacity of PHC services in the Kingdom of Saudi Arabia (KSA) with a focus on the patients and healthcare professionals' perceptions of PHC. This review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The digital library, PubMed, and the search engine Google Scholar were searched to broaden our results for primary research involving patient and/or health professionals' perspectives on Primary Healthcare in KSA. A total of 38 publications were selected for the scoping review. Several studies examined patients' overall satisfaction with PHC services (n=14) while others focused their investigation on specific services provided by PHC (n=3). Several studies assessed the perceptions of certain groups of patients (n=5). Several studies examined health professionals' perceptions of the use of electronic health records (n=3), the safety culture (n=2), communicable disease management (n=1), emergency services (n=1), laboratory services (n=1), cost-effectiveness (n=1), and leadership (n=1). This review also included studies that assessed the health professionals' job satisfaction and burnout (n=6). Patients were satisfied with some aspects of PHC services while recognizing that improvements in some areas were needed. These included waiting time, physician-patient communication, access to the services in rural areas, patient involvement in disease management, and oral health. Health workers were positive about certain quality aspects and services provided by PHC such as EHRs, safety culture, communicable disease management, emergency services, and laboratory services. Health workers demonstrated a low level of job satisfaction due to several reasons, including, working conditions, financial incentives, and burnout.

Embracing Complexity: Ambidextrous Leadership Enriching Job Satisfaction in Nepalese Commercial Banking Sector

Scholars argue that ambidexterity serves as a crucial precursor not only to organizational innovation but also for teams and individual workers. This study indulges into ambidexterity and analyzes the synergic combination of transformational and transactional leadership style to create ambidextrous leadership and the positive impact of ambidextrous leadership on job satisfaction in Nepalese commercial banks. The research employed a survey design to collect data from 150 employees in Nepali commercial banks. Simple random sampling techniques were utilized, and a questionnaire was administered to gauge respondents' job satisfaction levels with various dimensions of transactional leadership styles, employing a five-point Likert scale. The findings reveal a significant relationship between ambidextrous leadership style dimensions and job satisfaction in Nepali commercial banks. The study concludes that ambidextrous leadership is the potential to be the most influential leadership style for fostering job satisfaction and recommends the balancing of counteracting leadership styles promoting ambidextrous leadership in Nepali commercial banks

Research on The Relationship Between Ethical Leadership of Chinese University Presidents and Teacher Job Satisfaction

Research areas include the ethical leadership of university presidents (moral character, people-oriented, enhanced moral motivation, enhanced ethical awareness, professional abilities and abilities) and teachers’ job satisfaction levels (satisfaction with job content, satisfaction with work environment, satisfaction Degree) career development, salary and benefits satisfaction), laying the foundation for improving teacher job satisfaction and the level of ethical leadership of university presidents. Enhance teachers' understanding of the moral leadership and job satisfaction of university presidents, and improve the development efficiency of teachers' work effectiveness. These areas improve the job performance of Jilin University of Economics teachers, provide work engagement, and help teachers improve job satisfaction and the moral leadership of university presidents. This study randomly selected 383 teachers or university leaders and used descriptive correlational design and Statistical Software for Social Sciences (SPSS) for data analysis. The results showed that the majority of the respondents were male (61.9%). In terms of age, the majority are 31-40 years old (27.4%) and 41-50 years old (29.0%). From the perspective of school positions, full-time teachers account for the highest proportion. (86.9%). From the perspective of teaching experience, teachers’ teaching experience is concentrated in 6-10 years (33.2%). Moral quality (3.23), people-oriented (3.20), enhanced moral motivation (3.21), enhanced moral awareness (3.21), professional abilities and abilities (3.23), satisfaction with work content (3.20), satisfaction with work environment ( 3.19), career development satisfaction (3.17), salary and welfare satisfaction (3.16) Working environment, career development satisfaction, salary and welfare satisfaction, ultimately improve teachers; work efficiency.

Impact of Perceived Parental Leave Policies on Female Employees’ Job Satisfaction and Organizational Commitment: Mediating Effect of Job Satisfaction

Purpose – According to the perceived organizational support (POS) theory, when organizations value their employees’ efforts and support them with various systems, employees experience higher levels of job satisfaction (JS). Therefore, exploring the impact of awareness regarding the representative policy for female employees (FEs) in the work-life balance system, specifically the parental leave policy, on their JS and organizational commitment (OC) is significant. This study examines the mediating effects of JS and provides theoretical and practical implications. Design/Methodology/Approach – The 24th panel dataset from the Korea Labor Institute was used to control for several conditions. Among FEs (aged 20–40) suitable for this study, 2,092 respondents were selected, contrary to prior studies that have exclusively focused on FEs in private enterprises. Using these data, frequency, reliability, correlation, and regression analyses are employed. Findings – The analysis reveals that the perceived parental leave policy for FEs in private enterprises positively affects JS and OC. Notably, unmarried FEs also demonstrate a significant influence of parental leave policy awareness on JS. Moreover, JS partially mediates the relationship between FEs’ perceptions of the parental leave policy and OC. Research Implications – This study presents findings consistent with previous research that has empirically examined the positive impact of POS theory on JS. Additionally, contrary to prior studies, this study identifies a separate influence on unmarried women, highlighting the significant effect on JS by perceiving the potential for future organizational support, even if it is not currently available.

Digital stressors and resources perceived by emergency physicians and associations to their digital stress perception, mental health, job satisfaction and work engagement

BackgroundDigital technologies are increasingly being integrated into healthcare settings, including emergency departments, with the potential to improve efficiency and patient care. Although digitalisation promises many benefits, the use of digital technologies can also introduce new stressors and challenges among medical staff, which may result in the development of various negative work and health outcomes. Therefore, this study aims to identify existing digital stressors and resources among emergency physicians, examine associations with various work- and health-related parameters, and finally identify the potential need for preventive measures.MethodsIn this quantitative cross-sectional study, an online questionnaire was used to examine the relationship between digital stressors (technostress creators), digital resources (technostress inhibitors), technostress perception as well as mental health, job satisfaction and work engagement among 204 physicians working in German emergency medicine departments. Data collection lasted from December 2022 to April 2023. Validated scales were used for the questionnaire (e.g. “Technostress”-scale and the Copenhagen Psychosocial Questionnaire (COPSOQ). Descriptive and multiple regression analyses were run to test explorative assumptions.ResultsThe study found medium levels of technostress perception among the participating emergency physicians as well as low levels of persisting technostress inhibitors. The queried physicians on average reported medium levels of exhaustion symptoms, high levels of work engagement and job satisfaction. Significant associations between digital stressors and work- as well as health-related outcomes were analyzed.ConclusionThis study provides a preliminary assessment of the persistence of digital stressors, digital resources and technostress levels, and their potential impact on relevant health and work-related outcomes, among physicians working in German emergency departments. Understanding and mitigating these stressors is essential to promote the well-being of physicians and ensure optimal patient care. As digitisation processes will continue to increase, the need for preventive support measures in dealing with technology stressors is obvious and should be expanded accordingly in the clinics. By integrating such support into everyday hospital life, medical staff in emergency departments can better focus on patient care and mitigate potential stress factors associated with digital technologies.

Medical educational study burnout and job satisfaction among general practitioners and occupational physicians during the COVID-19 epidemic

In this narrative review, general practitioners and occupational physicians (GPOPs) are compared in terms of their burnout and job satisfaction. The studies used show an immediate link between burnout and a lack of job satisfaction. However, it is unclear which of these two factors, which will apparently need to be researched and discovered through more research, influences the growth of the other one. High burnout and low satisfaction rates arise because of intrapersonal variables, factors related to the workplace, and factors related to the dynamics of the workplace environment. There is a remarkable rise in burnout among GPOPs during the COVID-19 pandemic. It is critical psychological interventions be made to address burnout and boost job satisfaction levels as it has a detrimental impact and adverse effect on the medical working environment.

English Language Teacher Motivation in Bilingual School Contexts: Focus on Influencing Factors and Rewards

Research on English as a Foreign Language (EFL) teacher motivation in bilingual schools has been quite scarce. To fill this gap, this study investigated the main sources of motivation for EFL teachers and the rewards in a bilingual school context. The intrinsic/extrinsic motivation distinction served as the main theoretical framework of the study. Furthermore, the role of self and contextual factors that contribute to teachers’ persistence in the profession was emphasized. The participants, selected through the convenience sampling method, were thirty EFL teachers at a bilingual school in Iran. The study applied a mixed-method research design in which quantitative data were collected through two questionnaires on teacher motivation and the corresponding rewards and then triangulated with qualitative data from semi-structured interviews with some of the participants. Employing both descriptive and inferential data analysis methods, the results demonstrated the importance of a wide range of extrinsic and intrinsic factors in motivating EFL teachers. More value was placed on intrinsic factors, specifically ‘having an enjoyable and stimulating job’ rather than the extrinsic factors. However, extrinsic factors related to external recognition of the teachers’ efforts by their supervisors and students, and factors related to organization and work benefits, such as job security, played an important role in satisfying the teachers. Moreover, the teachers’ perception of the rewards received lower satisfactory ratings, implying that the rewards were somehow incongruent with what motivated teachers. Overall, the findings suggest that certain characteristics of bilingual schools in Iran, such as the autonomy to use diverse materials, can contribute to a higher level of job satisfaction among EFL teachers.

Changes in harm reduction service providers professional quality of life during dual public health emergencies in Canada

BackgroundHarm reduction (HR) is a critical response to the pronounced toxicity deaths being experienced in Canada. HR providers report many benefits of their jobs, but also encounter chronic stress from structural inequities and exposure to trauma and death. This research study sought to quantify the emotional toll the toxicity emergency placed on HR providers (Cycle One; 2019). Study objectives were later expanded to determine the impact of the ongoing toxicity as well as the pandemic’s impact on well-being (Cycle Two; 2021).MethodsStandardized measures of job satisfaction, burnout, secondary traumatic stress, and vulnerability to grief were used in an online national survey. Open-ended questions addressed resources and supports. HR partners across Canada validated the findings and contributed to alternative interpretations and implications.Results651 respondents in Cycle One and 1,360 in Cycle Two reported moderately high levels of job satisfaction; they reported finding great meaning in their work. Yet, mean levels of burnout and secondary traumatic stress were moderate, with the latter significantly increasing in Cycle Two. Reported vulnerability to grief was moderate but increased significantly during COVID. When available, supports lacked the quality necessary to respond to the complexities of HR workers’ experiences, or an insufficient number of sessions were covered through benefits. Respondents shared that their professional quality of life was affected more by policy failures and gaps in the healthcare system than it was by the demands of their jobs.ConclusionBoth the benefits and the strain of providing harm reduction services cannot be underestimated. For HR providers, these impacts are compounded by the drug toxicity emergency, making the service gaps experienced by them all the more critical to address. Implications highlight the need for integration of HR into the healthcare system, sustainable and reliable funding, sufficient counselling supports, and equitable staffing models. Support for this essential workforce is critical to ensuring the well-being of themselves, the individuals they serve, and the health of the broader healthcare system.

ANALYSIS OF PROFESSIONAL COMPETENCIES AND JOB SATISFACTION OF LIBRARIANS IN PRIVATE UNIVERSITIES IN SOUTH-WEST, NIGERIA

The study analyzed the professional competencies and job satisfaction of librarians in private university libraries in South-West, Nigeria. A survey research design was used for the study. The participants in this study were two hundred and forty-three (243) librarians from thirty-three private universities in Nigeria's South-West. Total enumeration was used to cover the two hundred and forty-three (243) librarians working in the thirty-three under study. The researcher adopted the instrumentation of the questionnaire method from Yaya (2019) for the collection of data on job satisfaction.The response rate was 61.7%. Descriptive statistics of frequency, percentage, mean and standard deviation were used to analyze the research question. Findings revealed that librarians in private university libraries in South-West, Nigeria experienced a high level of job satisfaction in overall relationship with fellow workers, carrying support from colleagues, information sharing and team spirit among colleagues. Despite high level of librarians’ job satisfaction; there was low satisfaction in the areas of salary and job security. Therefore, it is recommended that the management of private universities in the study areas improve satisfaction in these low areas. The librarians in the private university libraries in South-West, Nigeria possessed professional competence on the job. Professional competence was measured with three dimensions namely traits, knowledge and self-concept The study recommended that academic librarians’ professional competence on the job must be sustained.

PENGARUH BIG FIVE PERSONALITY TERHADAP KEPUASAN KERJA KARYAWAN (STUDI KASUS DI PT. RUMPUN SARI MEDINI KENDAL)

Job satisfaction is a positive feeling shown by each individual in a job, which is the impact or result of evaluating various aspects of the job. With various levels of job satisfaction, which can be assessed from the level of personality of each employee through personality. The purpose of this writing is to find out and analyze the relationship between variables, namely Openness to experience (X1), Conscientiousness (X2), Extraversion (X3), Agreeableness (X4), Neuroticism (X5), and Job satisfaction (Y). This type of research is quantitative research. The population in this study was 144 with a sample of 106 people. The results of the analysis show that Openness to experience has an effect on job satisfaction with acquisition (t count 3.335> t table 1.660), Conscientiousness on job satisfaction has an effect on acquisition (t count 4.130 > t table 1.660), Neuroticism on job satisfaction has an effect on acquisition (t count 2.375 > t table 1.660). While the Extraversion variable on job satisfaction has no effect on gain (t count 0.376 <t table 1.660), Agreeableness on job satisfaction has no effect on gain (t count 1.218 <t table 1.660). Simultaneous test results Openness to experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism on job satisfaction together have an influence on job satisfaction with the results of calculating the value (Fcount 33.824 > Ftable 2.31) with a significance level (0.000 <0.05) . From the results of the coefficient of determination simultaneously Openness to experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism on job satisfaction explains 61%.Keywords: Openness to experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism and job satisfaction.

Are student engagement and disaffection important for teacher well-being? A longitudinal examination of between- and within-person effects

Although a lot is known about how teachers influence student motivation, evidence on the importance of student engagement for teacher well-being is lacking. In addition, studies investigating the effects of student behavior on teachers have mostly focused on the between-person perspective while neglecting the within-person processes. Thus, in the present study, we examined longitudinal associations between perceived student behavioral and emotional engagement and disaffection and teacher well-being (i.e., job satisfaction and emotional exhaustion) by acknowledging their fluctuating nature and investigating the associations at both the between- and within-person levels. Specifically, we conducted a full-panel four-wave longitudinal study involving 1141 secondary school teachers and employed a random-intercept cross lagged panel modeling approach to analyze the data. At the between-person level, teachers who perceived their students as being more emotionally and behaviorally engaged, but less emotionally and behaviorally disaffected, tended to have higher levels of job satisfaction and lower levels of emotional exhaustion. At the within-person level, higher than usual levels of student emotional engagement were concurrently associated with higher than usual levels of job satisfaction and lower than usual levels of emotional exhaustion, whereas the associations concerning disaffection showed the opposite pattern. Regarding the longitudinal spill-over effects at the within-person level, behavioral and emotional engagement positively predicted job satisfaction whereas behavioral disaffection negatively predicted job satisfaction and positively predicted emotional exhaustion. Our results highlight the importance of student motivation for shaping teacher occupational well-being and indicate that efforts aimed at increasing student motivation could also be beneficial to teachers.

Psychosocial risks and their consequences on health and job satisfaction among Spanish police officers.

Police officers are exposed to risk and violence, which makes their work highly stressful. According to the Job Demand-Resource model, the working conditions of police officers may affect their health and job satisfaction. The aims of this research were to evaluate the psychosocial factors at work in a sample of municipal police officers from the Valencian Community (Spain) to identify the prevalence of psychosocial risks and their consequences and analyse the influence of psychosocial factors (resource and demands) at work on job satisfaction and health. The Unidad de Investigación Psicosocial de la Conducta Organizacional (UNIPSICO) battery was used to evaluate the prevalence and distribution of different levels of risk and their consequences in police officers (n=103). The influence of psychosocial factors (resource and demands) at work on psychosomatic disorders and job satisfaction was examined using stepwise regression analysis. All considered variables showed moderate levels of psychosocial risk for the whole sample. As for the consequences of psychosocial risks, moderate levels of psychosomatic disorders and job satisfaction were also observed. Perceived stress levels and organizational stressors have a negative effect on health and job satisfaction. To create positive conditions for the health and well-being of police officers, real commitment is required when evaluating psychosocial risks in local police organizations and the establishment of prevention and intervention measures where psychosocial risk factors are detected.

EFFECT OF MOTIVATIONAL STRATEGIES ON EMPLOYEE PERFORMANCE IN NIGERIAN DEPOSIT MONEY BANKS

Purpose: This study examines the impact of motivational strategies on employee performance with the mediating role of employee formal recognition.
 
 Method: Collected data were analyzed by structural equation modeling. This study reveals that factors such as salary satisfaction, working environment, bonus and fringe benefits, and training and development have positive and significant associations with employee performance except for job security.
 
 Findings: Moreover, these findings suggest that providing formal recognition to employees enhances their employee performance, thereby positively impacting their overall performance.
 
 Research, Practical & Social Implications: Hence, this study recommends that the management should focus on these motivational factors by creating a positive work environment, attract and retain talented employees, and foster higher levels of job satisfaction, and ultimately contributing to improved organizational performance and success.
 
 Originality/Value: The originality of this study lies in its analysis of motivational strategies and employee performance in Nigerian Deposit money banks. Furthermore, the study highlights the relevance of motivating employee related issues to ensure improved performance and effective use of strategies.

Nurses' attitudes towards factors determining the safety of patients treated in intensive care units: A cross-sectional study.

The goal of health care systems is to ensure high quality of medical services provided, including patient safety. The intensive care unit (ICU) is an environment conducive to the occurrence of adverse events and medical errors because of the complexity of the care provided, the severity of the conditions of patients treated in these units and work often performed under stressful conditions. Assessment of attitudes of nurses working in ICUs towards patient safety. A cross-sectional, descriptive study was conducted in a group of 214 nurses employed in ICUs in hospitals located in the southern part of Poland. The study used the Polish version of the Attitudes towards safety: (SAQ-SF PL) questionnaire and an original questionnaire consisting of questions on socio-demographic and professional data. The overall SAQ score for the whole group was 61.89, 57.29 for adult ICU nurses and 68.20 for children's ICU. The surveyed nurses in general obtained the highest average results in terms of teamwork climate (TC)-66.92, while the lowest scores were given to the management-hospital management (PM)-45.08 and working conditions (WC)-57.56. job satisfaction (JS) positively correlated with the assessment of the TC, the assessment of the safety climate (SC), the assessment of the management staff (Head of Department) (PM), the assessment of the management staff (hospital management) (PM) and the assessment of work conditions (WC). A statistically significant, negative correlation was found between the assessment of JS and the assessment of stress recognition (SR) (r = -.20; p < .01). In the surveyed ICU branches, there is a low SC, and it is related, among others, to the perception of WC and the role of the management staff. The level of JS among nursing staff mainly depends on the SC, the TC, WC and the support of the management staff. The results of the research presented here provide valuable assistance in identifying areas related to patient safety in ICUs. Managers' awareness of the importance of coping with occupational stress, WC or effective teamwork can help to improve staff attitudes and attitudes towards patient safety. When shaping a safe culture in a health care organization, it is important to remember that ensuring safe patient care is not only about programmes, standards or procedures, but safety is primarily about human resources-the staff involved in the treatment process-doctors, nurses, paramedics and physiotherapists. High awareness of safety at work, cooperation in an interdisciplinary team, assessment of safety culture at work and analysis and drawing conclusions may result in a real increase in quality and safety, and the patient will feel safer in 'XX' hospitals.

The role of coping strategies in subjective wellbeing indicators of non-profit workers

This study examines the relationship between coping styles, job satisfaction, and subjective wellbeing among non-profit (NPO) workers serving refugees. A sample of 228 paid and volunteer NPO workers based in Turkey was analysed, revealing generally high levels of job satisfaction and widespread utilisation of coping mechanisms. The most common coping strategies among NPO workers include social support, exercise, and prayer/spirituality. Interestingly, while no significant variations were found in happiness and life satisfaction scores based on coping strategies, there were significant differences in job satisfaction scores. Specifically, employing prayer/spirituality as a coping strategy is associated with higher levels of happiness, life satisfaction, and job satisfaction. These results suggest the potential benefits of incorporating prayer/spirituality into coping mechanisms within the NPO work. Conversely, workers who did not utilise any coping strategies reported the lowest levels of job satisfaction, highlighting the importance of employing coping strategies to enhance job satisfaction in NPO work.

Impact of Work Motivation, Physical Work Environment, and Compensation on Job Satisfaction on Employees of PT. Kiandra Alam Semesta

Job satisfaction for employees in a company is very important because it will directly or indirectly affect the continuity of employees' work. If employees are dissatisfied with their work, negative attitudes towards work will emerge, such as a lack of employee motivation, the employee's desire to look for another more unbalanced job or a new one, and other complaints. The impetus for conducting this research was to know how work motivation, physical work environment, and encouragement influence employee job satisfaction. Participants in this research survey were employees of PT. Kiandra Alam Semesta, numbering 30 people. Sampling in this study used a saturated sampling technique. Questionnaires were sent to research participants as part of the quantitation methodology. Data analysis procedures include validity and reliability tests. Statistical studies using various regression formulas, partial tests, simultaneous tests, and coefficients of determination are used for descriptive and verification purposes. Based on findings at PT. Kiandra Alam Semesta, together Work Motivation (X1), Physical Work Environment (X2), and Compensation (X3) have a significant influence on the Level of Job Satisfaction (Y)

WORKPLACE ENVY, WORKPLACE INCIVILITY, AND JOB SATISFACTION: AN EMPIRICAL STUDY ON NURSES

The aim of this study is to determine the effect of incivility and envy behaviors in the workplace on the job satisfaction of nurses. For this purpose, data were collected from 288 nurses working in a hospital in Erzurum with convenience sampling method. In line with the research model, correlation and multiple regression analysis were performed by means of scales whose validity and reliability were tested. As a result of the analysis, it was determined that workplace incivility and workplace envy had a negative effect on nurses' job satisfaction level.