Level Of Job Satisfaction Research Articles

Determination of Competency, Work Discipline and Motivation on employee performance at Universities in Indonesia

How to accept educational staff who lack competence with the level of job satisfaction of staff due to lack of competence and measure the level of motivation that has continued to decline since entering the staff, that the level of staff discipline has decreased. Quantitative research, which is a type of research emphasizing the testing of theoretical theories through measuring research variables with numbers and requiring data analysis with statistical procedures. The measuring instrument for this research is a questionnaire, the data obtained is in the form of answers from staff to the questions asked. based on the research objectives that have been set, this type of research is explanatory. The statistical t value of the effect of competence (KO) on motivation (MO) is 5.29 with a positive structural equation coefficient, that competence has a positive and significant effect on motivation. The more competence of university staff, it will increase employee motivation, otherwise the less competence the university staff has, it will reduce work motivation and can even transmit decreased motivation to other staff so that motivation becomes the main thing that must be owned by university staff. For universities, it is better when recruiting educational staff to have basic competencies so that they can increase the motivation of the staff themselves and form an academic culture that is in accordance with academic rules

Securing human resources for Japan’s aging population: a mixed methods study of job satisfaction and well-being among Southeast Asian long-term care workers in Japan

BackgroundJapan is one of the countries experiencing a “super-aged society.” The government has looked to Southeast Asia for recruiting workers to fill the demand for long-term care (LTC) workers. However, migrant LTC workers have faced many job-related stressors. This study aimed to examine the factors associated with job satisfaction and subjective well-being among Filipino, Indonesian, and Vietnamese LTC workers in Japan and explore the specific factors behind what makes them satisfied in their jobs.MethodsA convergent mixed methods study was conducted. The workers were recruited through snowball and convenience sampling and completed a self-administered questionnaire for the quantitative part. The association of the work environment with the workers’ job satisfaction and subjective well-being were analyzed using multiple linear regression analysis. An interpretive phenomenological approach was used to conduct in-depth interviews of the workers, which were analyzed using a deductive and inductive approach for the qualitative part. Quantitative and qualitative results were integrated and interpreted to expand on the findings with new insights.ResultsIn the final analysis, 122 workers were included (20 Filipino, 43 Indonesian, and 59 Vietnamese). In the quantitative part, having the necessary tools/equipment (Unstandardized Coefficient [B] = 16.1, 95% Confidence Interval [CI] = 6.8, 25.3) and support from work (B = 18.1, 95% CI = 8.6, 27.6) were associated with a higher level of job satisfaction. Having experienced harassment on the job was associated with a lower level of job satisfaction (B = -18.2, p = 0.007, 95% CI = -28.5, -7.8). There is no strong evidence for the association with subjective well-being. In the qualitative part, prominent themes emerged related to cultural sensitivity and an inadequate knowledge of caring for older adults living with dementia. The integrated findings suggested inadequate and unequal Japanese language training across the facilities. Moreover, the importance of human relations in the workplace emerged, with some workers desiring a deeper connection with their Japanese coworkers.ConclusionsA supportive and culturally sensitive work environment may bring about more motivated employees and increase employee retention from migrant LTC workers. Government and facilities should consider policies supporting a culturally sensitive work environment and more equitable Japanese language training across all facilities.

Job Satisfaction of Career Service Providers in Qatar

Job satisfaction has a great influence on the performance of organizations. It enhances the employees’ engagement and commitment towards their organization. Therefore, this research focuses on the job satisfaction of career service providers (CSPs) in Qatar. This field played a crucial role in facilitating successful career outcomes for individuals. This study mainly focuses on salary, job facilities, job security, work environment, administrative discretion, and community appreciation to assess the level of job satisfaction in career service providers. A quantitative research approach was used to collect data from 300 career service providers in Qatar. A structured questionnaire was designed and SPSS used to analyze the data statistically. The findings suggest that Qatari employees generally express high satisfaction with human resource practices, skill development, and overall well-being. However, the research identifies areas such as professional development opportunities, workplace culture, and cultural nuances that require more in-depth exploration. The study concludes by emphasizing the need to develop contextually relevant strategies for improving job satisfaction, retention, and career progression for CSPs in Qatar. The findings of the study inform organizational development and human resource practices to enhance the overall effectiveness of career services in the unique cultural context of Qatar.

Human Resources Management in Mosul Municipality

This study aims to examine the relationship between the job satisfaction levels of employees in Mosul Municipality and their commitment to the institution. The survey form used as a data collection tool consisted of a personal information form, job satisfaction scale and organizational commitment scale. The findings reveal that the overall job satisfaction level of the participants is moderate. It was also found that the levels of organizational commitment of all types of municipal employees were low. It has been determined that there is a positive and significant relationship between the job satisfaction levels of municipal employees and their organizational commitment levels. It has been understood that the relationships between all factors determining job satisfaction and all types of organizational commitment are positive and significant. It has been determined that promotion, colleagues and non-wage factors come to the fore as factors that significantly and positively affect organizational commitment.

Teachers' emotional intelligence and job satisfaction: The mediating roles of expression of naturally felt emotion and perceived teacher‐student closeness

AbstractGlobal concerns about low levels of teacher job satisfaction (JS) have brought the significance of understanding factors and mechanisms that contribute to this issue. In educational research, the role of emotional intelligence (EI), a critical personal resource, in relation to teachers' JS has emerged as an important topic. Utilizing the Job Demands‐Resources model, the present study proposed a chain mediation model to explore the relationship between teachers' EI and their JS. It specifically examined the roles of expression of naturally felt emotion (ENFE) and perceived teacher‐student closeness as mediators. Data from 503 Chinese primary and secondary school teachers revealed significant correlations among teachers' EI, ENFE, perceived teacher‐student closeness, and JS. Structural equation modeling indicated that EI can significantly predict JS through a sequential mediating effect involving ENFE and perceived teacher‐student closeness. The findings provide insight into the underlying mechanism between teachers' EI and JS. Implications for teacher education practices and directions for future research are discussed.

Do organizations based in Poland need identity leadership? Polish adaptation of the short and full form of identity leadership inventory

PurposeThe study aimed to test the validity and reliability of the Polish version of the identity leadership inventory (ILI) proposed by Steffens, Haslam, Reicher et al. (2014) and to confirm the relationship between identity leadership and various job-related outcomes (i.e., trust in leaders, job satisfaction, work engagement and turnover intentions) among employees from Poland-based organizations. Identity leadership appears to be a universal construct (van Dick, Ciampa, & Liang, 2018) but no one has studied it in Poland so far.Design/methodology/approachThe sample consisted of 1078 employees collected in two independent subsamples from different organizations located in Northern and Central Poland. We evaluated the ILI’s factorial structure using confirmatory factor analysis.FindingsThe results confirm that the 15-item Polish version of the ILI has a four-dimensional structure with factors representing prototypicality, advancement, entrepreneurship and impresarioship. It showed satisfactory reliability. The identity leadership inventory-short form (four items) also showed a good fit with the data. As expected, the relationships between identity leadership and important work-related outcomes (general level of job satisfaction, work engagement, trust toward the leader and turnover intentions) were also significant.Originality/valueDespite the cultural specifics of Polish organizations, the research results were generally very similar to those in other countries, confirming the universality of the ILI as shown in the Global Identity Leadership Development project (GILD, see van Dick, Ciampa, & Liang, 2018; van Dick et al., 2021).

Loneliness, office space arrangement and mental well-being of Gen Z PR professionals. Falling into the trap of an agile office?

PurposeThe purpose of the study was to assess how the well-being and loneliness of public relations and communication professionals are impacted by the post-pandemic characteristics of the work environment: flexible work schemes, non-territorial office arrangements and video communication technologies. It was hypothesised that the post-pandemic workplace landscape poses several new challenges to the practice of PR – an industry which invariably relies on working with other people and demands a good level of social resilience. Loneliness and well-being both depend on the experience of having good and efficient social relationships, but the pandemic has directly and indirectly led to their deterioration.Design/methodology/approachThe project employed a correlational design and used an online survey system to collect responses from Gen Z professionals employed in the public relations and communications industry in the UK and the US via the Prolific platform. Demographical and workplace-related characteristics were assessed to investigate links with loneliness (measured using a three-item scale adopted from Russell et al., 1980 in Hughes, 2004) and well-being (using a short Warwick-Edinburgh Mental Well-being Scale scale). Causal relationships between data were tested using regression analysis for continuous variables and analysis of covariance for categorical factors. Bootstrapping was used to test mediated relationships that explain loneliness, job satisfaction and the well-being of Gen Z PR professionals.FindingsSeveral types of flexible working schemes, defined as the ability to work from home on any number of weeks, showed an impact on loneliness and job satisfaction but not on well-being. However, all remaining aspects of the post-pandemic office did manifest as important predictors. In the sample, 30% of Gen Z PR professionals showed signs of mild to clinical levels of depression, and the best protection from this state was the presence of a significant other. Lower levels of loneliness were related to non-territorial office arrangements and job satisfaction. The use of hot desks and open-plan arrangements led to a significantly lower level of job satisfaction than a traditional, cellular office. Both excessive online meetings and face-to-face only interactions led to marginally lower levels of loneliness and job satisfaction.Research limitations/implicationsThe present research is limited in several aspects. Firstly, while the project evaluated loneliness, job satisfaction and mental well-being (with each of these elements including a component of the requirement for building effective relationships), the quality of relationships built by PR professionals was not measured. Secondly, the project focused only on post-pandemic aspects of the workplace and did not cover other important components of job satisfaction. Lastly, the measure of online meetings was declarative rather than behavioural, and greater control of the number of online meetings held would be required to show more reliable links between variables.Practical implicationsThis study calls for proposing recommendations for employers to develop organisational-level measures and programmes to counteract loneliness. While traditionally intimate relationships of employees were not a direct focus of HR programmes, employers should develop elements of organisational culture that would support employees in building effective intimate relationships. Separately from this, despite immediate financial benefits, employers should avoid using open-space and hot desk policies, as they contribute negatively to job satisfaction (and indirectly to well-being). The sample of UK and US professionals was chosen for analysis because in these countries employers have more capacity to introduce changes to tangible characteristics of the workplace and work culture, which may positively impact the well-being of their employees.Social implicationsIt is expected that both employers and employees will revisit their approach to post-pandemic financial and logistic challenges related to the workplace. A lower level of job satisfaction and well-being is linked to the lack of assigned office space, but the ability to work exclusively from home leads to loneliness. Employees – when offered this possibility – should work in offices they are provided. Employers must appreciate the negative link between open and hot-desking policies and job satisfaction and well-being of their employees.Originality/valueThis study is the first to examine the post-pandemic workplace and personal characteristics of public relations and communications professionals in the UK and US and show how they impact job satisfaction and well-being. The study shows that 30% of employed in the PR industry are at risk of depression or anxiety. The connecting factor between personal and work-related characteristics that explains this problem is loneliness.

EDUCATION AND JOB SATISFACTION IN U.S. CONTACT CENTERS

Objective: The objective of this study is to investigate the relationship between the level of education completed after high school graduation and the level of job satisfaction among U.S. contact center employees. Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. Herzberg’s Two Factor Theory stands out, providing a solid basis for understanding the context of the investigation. Method: The methodology adopted for this research comprises a quantitative correlational approach. Participants include U.S. contact center employees. Data collection was carried out through questionnaires distributed to contact center employees. Results and Discussion: The results obtained revealed that the level of education completed after high school graduation does not significantly impact the level of job satisfaction for U.S. contact center employees. In the discussion section, these results are contextualized in light of Herzberg’s Two Factor Theory, highlighting that education completion cannot be utilized as a motivator factor in this context. Possible discrepancies and limitations of the study are also considered in this section. Research Implications: The practical and theoretical implications of this research are discussed, providing insights into how the results can be applied or influence practices in the field of business and education. These implications could encompass human resources, management, and post-high-school education. Originality/Value: This study contributes to the literature by offering a practical contribution to contact center professionals and educational institutions. The relevance and value of this research are evidenced by its potential to impact contact center hiring processes and assessing the value of post-high-school education for contact center employees.

Study of Pain and Disabilities in Musculoskeletal System among Urban Bus Drivers with respect to Body Postures, Job Satisfaction, and Individuals Factors

Background and Objective: Pain and disabilities in the musculoskeletal system can lead to reduced productivity and job turnover. This research aims to study the role of posture, as well as individual and organizational factors, in causing musculoskeletal pain and disabilities among urban bus drivers. Materials and Methods: In this cross-sectional study, 130 bus drivers from Hamadan city were investigated using a census method. Standardized questionnaires were employed to assess musculoskeletal disorders and job satisfaction. Additionally, posture evaluation was conducted using the RULA. Finally, common statistical methods were applied in SPSS version 24 for data analysis. Results: The highest and lowest frequencies of pain in the past year were related to the back (94 people, equal to 72.3%) and ankle (5 people, equal to 3.8%), respectively. The average body posture score for the left and right sides of the drivers’ bodies was 5.85±1.14 and 6.06±1.05, respectively. The intensity of pain and disability in the musculoskeletal system had a direct relationship with age, work history, body mass index, and posture score, and an inverse relationship with the average number of hours of sleep. Additionally, the type of work shift and job satisfaction were directly related to pain and disability. Conclusions: severity of pain and disability in the musculoskeletal system was associated with the drivers’ posture score, age, work experience, body mass index, exercise habits, shift work, hours of sleep, and level of job satisfaction. The findings from this study can inform interventions aimed at enhancing the musculoskeletal health of bus drivers.

Unpacking the stress-satisfaction-Performance triangle in the it workforce

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

대구 경북지역 병원종사자의 직무스트레스가 직무만족도에 미치는 영향에서 자아탄력성의 매개효과

Objectives The purpose of this study is to verify the mediating effect of ego resilience in the relationship between job stress and job satisfaction of hospital workers in the Daegu and Gyeongbuk regions. Methods An online survey was conducted targeting hospital workers working in the Daegu and Gyeongbuk regions from October 8, 2023 to October 15, 2023, and 86 copies were used in the final statistical analysis. The collected data were subjected to reliability analysis, frequency analysis, descriptive statistical analysis, multivariate normal distribution verification, correlation analysis, and regression analysis using SPSS V27.0, and the Sobel Test was performed to verify statistical significance. Results First, job stress of hospital workers in the Daegu and Gyeongbuk regions was found to have a significant negative effect on job satisfaction and ego resilience, and ego resilience was found to have a positive effect on job satisfaction. Second, ego resilience was found to mediate the relationship between job stress and job satisfaction among hospital workers in the Daegu and Gyeongbuk regions. Conclusions Through the results of this study, the relationship between job stress, job satisfaction, and ego resilience of hospital workers in the Daegu and Gyeongbuk regions was verified, and the relationship between major variables was confirmed theoretically and empirically, and key variables that affect hospital workers' job satisfaction were confirmed. It is meaningful in that it can provide basic data for early screening of hospital workers with low levels of job satisfaction and effective intervention by uncovering these factors. It is also significant in that it provided implications for the development of counseling and education programs related to job stress and ego resilience that can increase the job satisfaction of hospital workers in the Daegu and Gyeongbuk regions.

Exploring Job Satisfaction and Caring Behaviors among Critical Care Nurses: A Descriptive Analytic Study

Introduction: Caring behaviors are actions that prioritize the welfare of patients. Job satisfaction is one factor that can influence nurses' caring behaviors, as nurses with higher job satisfaction tend to exhibit more positive caring behaviors.Objective: The study aimed to assess critical care nurses' job satisfaction levels, explore the dimensions of their caring behaviors, investigate the relationship between their caring behaviors and job satisfaction, and identify the significant independent predictors of nurses' job satisfaction and caring behavior in critical care units.Method: The study used a descriptive-analytic, correlational, cross-sectional research design. It was conducted at the critical care units of King Fahd Military Medical Complex in Saudi Arabia. A convenience sample of 112 registered nurses completed an online survey that included the Job Satisfaction Survey and the Caring Behavior Inventory.Results: The majority of respondents fall under the category of Ambivalent job satisfaction, constituting 67.9% of the total nurses. The analysis indicated a moderate job satisfaction level and a high caring behavior among critical care nurses. The study found a positive correlation between nurses' job satisfaction and caring behaviors. Factors such as working hours, work unit, and years of experience were significantly associated with nurses' job satisfaction. However, factors like operational procedures, co-worker relationships, nature of work, and working hours were significant predictors of nurses' caring behavior.Conclusion: The study highlights the importance of addressing job satisfaction factors to enhance critical care nurses' caring behaviors, which can ultimately improve patient outcomes. Strategies to enhance nurses' job satisfaction and support their caring practices should be a priority for healthcare organizations

Variations in sources of job satisfaction and teacher efficacy between novice and experienced teachers

ABSTRACT Low levels of job satisfaction and teacher efficacy can cause teachers to leave the profession. Few studies, however, have addressed possible differences in sources of job satisfaction and teacher efficacy for teachers in different professional life phases. This study uses data about Norwegian schoolteachers derived from TIMSS 2015 to investigate the relationship between job satisfaction, teacher efficacy in science instruction, support from school leadership, and collegial collaboration among novice and experienced teachers, respectively. The results add new insights to the findings of previous research and show that teacher efficacy in science instruction is related to job satisfaction in both groups. Additionally, the results suggest that support of school leaders plays a critical role in shaping the job satisfaction of novice teachers, whereas experienced teachers’ job satisfaction is more strongly associated with collegial collaboration. Furthermore, the results indicate that support from school leadership and collegial collaboration is especially important for novice teachers’ efficacy beliefs. Practical implications are outlined, and limitations are discussed.

Speech-Language Pathologist Self-Efficacy and Job Satisfaction: Resources in Special Education Eligibility Decisions.

Situated within the conservation of resources theory, this study sought to understand how resources such as self-efficacy, job satisfaction, caseload size, and geographic location influence the number of data sources used by school-based speech-language pathologists (SLPs) to determine eligibility. Using a cross-sectional descriptive design, 665 school-based SLPs from the United States reported professional demographics, workload, and assessment/eligibility characteristics, as well as levels of job satisfaction and self-efficacy. Multiple regression was used to examine the effects of self-efficacy, job satisfaction, caseload size, and geographic location on the number of data sources used in eligibility decision making and to examine the effects of caseload size and job satisfaction resources on SLP self-efficacy. SLPs, on average, reported using 7.98 data sources to support eligibility determinations. Standardized tests, conversation samples, and review of records were most used, and literacy assessments were used least. Results of multiple regression models indicate that SLPs with higher self-efficacy scores reported using significantly more data sources and that SLPs with higher job satisfaction indicated significantly higher self-efficacy. This study affirms self-efficacy as a strong resource for school-based SLPs and that it is, in fact, related to the number of data sources used in eligibility decisions. Limited literacy assessment was reported, despite the SLP's critical role in an educational setting. Job satisfaction as a predictor of self-efficacy and self-efficacy, in turn, as a predictor of data sources underscore the need for SLPs to advocate for work conditions that support their work.

Exploring the impact of job satisfaction on turnover intention among professionals in the construction industry

PurposeTurnover intention is a critical predictor of an employee’s turnover behaviour. A high level of turnover rate significantly affects the productivity and morale of an enterprise. Previous research has indicated that job satisfaction plays a critical role in influencing an employee's turnover intention, but the underlying factors related to job satisfaction remain under-explored, which impedes the development of effective strategies for reducing turnover intention. In addition, little research examined job satisfaction and turnover intention in the context of the COVID-19 pandemic, specifically in the Chinese construction industry. This study aims to investigate the impact of job satisfaction on turnover intention among professionals in the construction industry.Design/methodology/approachA questionnaire survey was employed to collect viewpoints from 449 professionals in the Chinese construction industry, followed by descriptive analysis, correlation analysis and structural equation modelling analysis to derive results.FindingsThe findings indicate that professionals in the industry generally have a slightly high level of job satisfaction while a slightly low level of turnover intention in the special period of the pandemic outbreak. Leadership and management, training and career development and interpersonal relationships are critical underlying factors leading to their turnover intention. Although demographic factors have no moderating effect between job satisfaction and turnover intention, among them, age, marital status and years of working experience have strongly positive relationships with job satisfaction while significantly negative relationships with turnover intention.Originality/valueThe findings provide valuable insights to fully understand the critical factors leading to turnover intention from the perspective of job satisfaction, which is helpful in developing effective measures to address the turnover problems for enterprises in the Chinese construction industry and those industries with similar characteristics in other regions.

Experiences of individuals with serious mental disorders in regular employment through the Individual Placement and Support model.

This study shows the perspective, meaning and satisfaction perceived by people with Serious Mental Disorders during their experiences in regular employment. A mixed qualitative-quantitative methodology was used, applying semi-structured interview as qualitative information collection tool and the Indiana Job Satisfaction Scale as quantitative tool. The study period was from January 2021 to December 2022. A purposive sampling was performed with a sample of 24 people with Serious Mental Disorders who had obtained a job through an Individual Placement and Support (IPS) program during the study period. Semi-structured interview and the Indiana Job Satisfaction Scale were applied to this Serious Mental Disorder workers' sample. The Indiana Job Satisfaction Scale was also applied to a group of 24 workers without mental disorders in the same working conditions who served as control group. The results of the analyses of the Serious Mental Disorder workers' narratives show that perception of work experience is conditioned by individual, environmental and social predictors, as well as external factors as determining variables. Quantitative results obtained by the Indiana Job Satisfaction Scale reveal levels of job satisfaction resembling those of the rest of workers without Serious Mental Disorder. These findings reinforce the significance of employment in the recovery process for individuals with Serious Mental Disorders and emphasize the importance of understanding the subjective meaning individuals attribute to their work experiences.

Investigating How Job Demands and Resources Affect Military Members’ Psychological Well-being with Military Survey Data

The literature has shown that military members have serious psychological well-being (PWB) issues. However, very few studies have investigated PWB issues for Canadian military, especially employment equity (EE) groups, i.e., minorities. This study aims to investigate how job demands and resources are associated with PWB of Canadian military members and how burnout and affective commitment mediate these relationships. Additionally, this study examines whether there are differences between EE and non-EE groups. The data were retrieved from the 2022 CAF "Your Say Matters" survey. A total of 4,483 military members were used for our analysis. Using a structural equation modeling (SEM) approach, the mediational analysis was conducted via Mplus. Our findings showed most predictors were statistically significantly associated with PWB, and both burnout and affective commitment showed significant mediation effects. Compared to EE groups, non-EE males showed lower levels of psychological distress, job satisfaction and life satisfaction in general.

Job satisfaction and associated factors among rural health extension workers in Buno Bedele Zone South West Ethiopia

Job satisfactions have impacts on productivity and essentials provision of care for maternal and child health in the rural area. Despite Health extension workers (HEWs) have pivotal role towards improvement of maternal and child health outcome, there is scarcity of data regarding their job satisfaction, hence this study was employed to assess the level of job satisfaction and associated factors among rural HEW in Buno Bedele Zone, Southwest Ethiopia. A Facility based cross-sectional study design was conducted among 393 randomly selected HEW from May to June, 2023. A pretested; questionnaire was used to collect the data. SPSS version 25 was used for statistical analysis. Logistic regression analysis with odds ratio (OR), a 95% CI and P < 0.05 were used to declare statistical significance. The overall satisfaction of health extension workers was 45.5%, [95% Confidence interval CI 44.0–46.09]. Availability of residence [AOR = 2.349, 95% CI 1.352, 4.083], transfer between kebeles [AOR = 0.267, 95% CI 0.132, 0.540], availability of medical supply [AOR = 2.853, 95% CI 1.474, 5.523], Good working environment [AOR = 3.395, 95% CI 2.017, 5.717], Getting technical support during work from their supervisor [AOR = 3.656, 95% CI 1.851, 7.219] were significantly associated factors with HEW job satisfaction. More than half of the health extension workers were dissatisfied with their jobs. Availability of living home, Transfer, medical supply, Environment, Support was predictor of job satisfaction. It is crucial to encourage intervention mode that may enhance their satisfaction and motivation of HEWs to improve service provision.

ORGANIZATIONAL CULTURE AND ITS INFLUENCE ON EMPLOYEE JOB SATISFACTION

This research paper examines the impact of organizational culture on employee job satisfaction. The study hypothesizes that elements such as pride in the organization, a positive culture, leadership inspiration, motivation, supervisor support, values alignment, a sense of belonging, values influence, open communication, informed decisions, and comfort in sharing ideas are significant predictors of job satisfaction. Utilizing a survey administered to 500 employees, responses were analyzed using multiple regression and robust regression techniques. The findings reveal that "Leadership Inspires," "Supervisor Support," and "Sense of Belonging" are statistically significant factors positively influencing job satisfaction. Descriptive statistics indicate a generally high level of job satisfaction among the participants, with mean scores close to the maximum possible value on the Likert scale. The regression analysis, while explaining a modest portion of the variance (R-squared = 0.126), underscores the critical role of inspirational leadership, supportive supervisors, and a strong sense of belonging in enhancing job satisfaction. These results suggest that organizations aiming to improve employee satisfaction should focus on fostering inspirational leadership, providing robust support from supervisors, and cultivating an inclusive culture where employees feel a strong sense of belonging. This study contributes to the existing literature by highlighting the specific cultural elements that significantly impact employee job satisfaction, providing actionable insights for organizational development and human resource management.

Locus Of Control and Job Satisfaction: A Comparative Study Between Male and Female Employees in It Sector Bangalore

The level of job satisfaction is one of the key pushing factors for improving employee productivity and efficiency in every organization. On the other hand job stress is pulling factor of job satisfaction, productivity and efficiency in the long run. Therefore, two are two extreme variables result into two opposite outcomes However, levels of job stress and job satisfaction varies as per the personalities of employees such as internal and external personalities and gender wise. The present study emphasized on the understanding the relationship between job stress, job satisfaction and work locus of control and variation between genders and type of locus of control among the 150 selected IT professionals in Bangalore. The outcome of the study evidence that, internal locus of control leads to higher job satisfaction of the employees in IT sector irrespective of gender variation and external locus of control causes lower job satisfaction. There is existence of negative correlation between job stress and external locus of control on job satisfaction. Besides, the study found insignificant variation in workplace stress, job satisfaction, and work locus of control. The study also observed high job satisfaction of the employees in IT sector with regarding to promotion, supervision, nature of work and support from colleagues and dissatisfaction regarding remuneration and operating conditions.