Job Satisfaction Of Personnel Research Articles

Power distance, legal protection of intellectual property rights and corporate R&D human resources

Existing studies have mainly investigated the pairwise relationship between culture, intellectual property rights (IPR) protection, and enterprises' innovation input. This paper links culture and IPR law to study their joint impact on enterprises' innovation human input. Based on the panel data of Chinese listed companies in Shanghai and Shenzhen Stock Exchange, studying a specific cultural dimension (i.e., power distance) and its influence with legal protection of IPR on corporate research and development (R&D) human resources (defined in terms of scale and efficiency). Power distance is negatively related to the R&D human resources scale and positively related to their efficiency. This is because power distance affects the R&D personnel's job satisfaction and turnover rate. Relaxed IPR legal environment is not conducive to expanding the scale of R&D human resources. Because the vital interests of R&D personnel are not legally protected, and the turnover cost is reduced. There is an interaction between Power Distance and Legal Protection of IPR, which can moderate relationship between Power Distance and R&D Human Resources Scale. Weak Legal Protection of IPR may enhance the positive correlation between Power Distance and R&D Efficiency. Enterprises should take corresponding measures to enhance their ability of independent innovation and R&D human resource management in culture, IPR protection, and human resources management.

The Role of Work Motivation, Work Environment and Member Performance in Military District Command

This research aims to examine transformational leadership, work motivation, and work environment on performance through job satisfaction. This research was conducted in Military District Command, East Java. This research population shows specific characteristics that can be used to conclude the thesis. The population of this study were members of the lower ranks in the army, with a population of 527 people. Based on the notation of the minimum research sample size formula by Slovin above, a sample of 181 can be determined. Descriptive analysis can be carried out to assess characteristics using descriptive statistics such as mean, median, mode, standard deviation, variance, etc. The research results show that personnel motivation creates a positive and inclusive work environment. Work motivation is driven by awareness of the importance of the mission, recognition from leadership, and growth opportunities. A good work environment is based on explicit norms, open communication, collaboration, and mutual respect. This increases the job satisfaction of personnel in military organizations. Support and cooperation between unit members at Military District Command are critical to achieving optimal performance and operational goals. Contribution Research is an essential reference in studying employee satisfaction and performance, especially in military organizations that employ top-down decisions—using the Structural Contingency Theory (SCT) theory.

Impact of Role Identification Badge Placards on Radiation Oncology Personnel Job Satisfaction and Wellbeing

Impact of Role Identification Badge Placards on Radiation Oncology Personnel Job Satisfaction and Wellbeing

LEADERSHIP STYLES OF ENVIRONMENT AND NATURAL RESOURCES OFFICERS IN NUEVA VIZCAYA: ITS CORRELATION WITH PERSONNEL’S JOB SATISFACTION AND PERCEIVED ORGANIZATIONAL SUPPORT

This study was conducted to determine the leadership styles of Environment and Natural Resources Officers in Nueva Vizcaya and their relationships to the personnel's job satisfaction and perceived organizational support. The study was conducted during the school year 2020 – 2021.

Investigating the role of predictive death anxiety in the job satisfaction of pre-hospital emergency personnel during the COVID-19 pandemic

BackgroundPre-hospital emergency staffs as the frontline forces fighting against COVID -19 have been affected by this pandemic. Today, the occupational and mental health of these individuals is particularly important to the health care system. Death anxiety is one of the inevitable things in this job, and not paying attention to it can cause unwanted effects such as changing the level of job satisfaction of the personnel. The purpose of this study was to determine the role of predictive death anxiety in the job satisfaction of pre-hospital emergency personnel during the COVID-19 pandemic.MethodsThis cross-sectional descriptive study was conducted among pre-hospital emergency staffs in Qazvin Province, Iran in 2021–2022. Among the bases chosen by the census method, 198 samples were included in the study by the available method. Data collection tools included the Demographic Checklist, Templer's Death Anxiety scale, and the Minnesota Job Satisfaction Questionnaire. The data were analyzed with descriptive and inferential statistics and SPSS 20 software.ResultsThe mean age of the samples was (33.14 ± 6.77). 167 persons were male and the others were female. The average job satisfaction and death anxiety of the personnel were 55.07 ± 11.50 and 8.18 ± 1.96, respectively. Pearson's correlation coefficient between the two variables was r = -0.126 And a null correlation coefficient hypothesis has been confirmed with p-value = 0.077.ConclusionsThe results showed a high level of death anxiety and average job satisfaction. Although these two variables do not have a significant relationship with each other, considering that they do not have the appropriate level, it needs more investigation and consideration.

노인맞춤돌봄서비스 수행인력의 직무소진이 직무만족도에 미치는 영향

The purpose of this study is to verify the sequential mediating effect of social support and self-efficacy on the effect of job burnout of personnel performing customized care services for the elderly on job satisfaction. To this end, a survey was conducted on 244 performers working at a customized care service implementation agency in Gyeonggi-do, and sequential mediating effect analysis was conducted using the SPSS PROCESS MACRO Model 6 developed by Hayes (2013). As a result of the analysis, first, it was found that job satisfaction decreased as burnout of personnel performing customized care services for the elderly increased. Second, it was found that social support had a partial mediating effect in the relationship between burnout and job satisfaction of performing personnel. Third, it was found that self-efficacy did not show a partial mediating effect in the relationship between burnout and job satisfaction of performing personnel. Fourth, it was found that social support and self-efficacy showed sequential mediating effects in the relationship between burnout and job satisfaction of performing personnel. In other words, it was verified that the higher the burnout, the lower the social support, and the lower the social support, the lower the self-efficacy, and finally the job satisfaction. Finally, based on the results of this study, practical policy implications to increase job satisfaction of personnel performing customized care services for the elderly were presented.

Public Personnel Job Satisfaction and Retention: The Effects of Perceived Image and Prestige of Government Jobs

ABSTRACT Given the turbulent development of Russian public service after the socialism-capitalism transition in the 1990s and continuous government bashing, one might expect finding low morale and negative perceptions of government jobs among public administrators. This study examines the factors that influence job satisfaction (JS) and government job decisions (GJD) of government employees and tests their tenure intentions. The study uses the internal vs. external prestige and the positive vs. negative government image concepts to measure the attitudes. The results of ordinal and binomial logistic regressions suggest that government employees’ perceptions of government image, and prestige influence JS and GJD.

The effect of motivation on achieving job satisfaction through organizational justice - A field study on employees of the General Directorates of Education in the Sultanate of Oman –: أثر التحفيز على تحقيق الرضا الوظيفي من خلال العدالة التنظيمية - دراسة ميدانية على موظفي المديريات العامة للتربية والتعليم بسلطنة عُمان –

The study aims at examining the validity of the influence of financial and moral motivation on job satisfaction through organizational justice as a mediator (an influential) variable of personnel at the general directorates of general education in the Sultanate of Oman, as well as investigating the nature of relations within the virtual model of the study, The researcher used a questionnaire as an instrument that was designed based on previous studies of each variable and was distributed to a random sample of (381) individuals from a population of (4137) individuals working in each of the education directorates in sultanate of Oman. The results of the study showed that there is a positive influence of financial and moral motivation on achieving job satisfaction, as the values of the standard evaluations showed that moral incentives will contribute (by 40%) in achieving job satisfaction and that financial incentives will contribute (by 60%) in achieving job satisfaction. The study also concluded that there are significant differences in the moral significance of the influential variable on the relationship between financial and moral motivation and job satisfaction in favor of the samples that support the organizational justice in the concerned public directorates. The study recommends raising the level of job satisfaction of personnel by setting a system for incentives based on justice and objectivity and providing an environment that helps the staff feel positive towards the directorates.

An Investigation of the Impact of Organisational Structure on Organisational Performance

Organisational structure is one of the core aspects that contribute to organisational performance. It can thus be said that it is the single most critical part of ensuring that the organization achieves its organisational objectives. This study examined the impact of organisational structure on the organisational performance of the Property Administration Services Department (PAS) within an organisation located at the Rosherville Industrial Area in Johannesburg South, South Africa. The study intended to give a practical perspective on the impact of a complex organisational structure on elements of personnel job satisfaction and departmental performance. The research instrument was designed to establish the elements that influence the composition of the organisational structure. Data analysis was done through descriptive and inferential statistics. The conclusion showed the inference between these elements and the actual aim of this study. The study did not directly compare the analysis of performance and organisational structure influence on it but rather aimed at establishing the general consensus by the participants on the likelihood of them accepting suggestions and recommendations of the study. It was evident that the organisational structure is ineffective. The ineffectiveness of the structure was observed to have been a contributing factor to the low job satisfaction levels within the participants. The context of the study identified staff morale as the main contributor to poor performance. Therefore, it could be concluded that since the organisational structure negatively impacted staff morale, it also inadvertently negatively affected the performance of the department.

EXPLORING THE LEADERSHIP TRAITS TO IMPROVE JOB PERFORMANCE OF EMPLOYEES AND ACHIEVE JOB SATISFACTION (CASE STUDY: PRIVATE SCHOOLS IN PESHAWAR)

This research explores the leadership traits that are important to improve job performance of employees in the private education sector of Peshawar Khyber Pakhtunkhwa (KP). Numerous aspects of a leader’s traits were investigated including motivational support, acknowledgement, appreciation, guidance and optimistic attitude from employees’ perspective. A self constructed questionnaire was designed and administered on teachers of reputable private schools of Peshawar, Khyber Pakhtunkhwa, Pakistan. The instrument’s validity and reliability was checked with Cronbach’s Alpha. This research uses Chi Square test in order to analyze the relationship between the multiple variables that are mentioned above and job satisfaction that in turn affects and improves the Employees’ Performance. The obtained results showed that there is a high significance between leadership traits and employees’ job satisfaction. Furthermore, the study recommends adapting an acceptable leadership style with positive traits in order to enhance the employee performance and achieve personnel job satisfaction.

EXPLANATION OF INTRINSIC AND EXTRINSIC JOB SATISFACTION VIA MIRROR MODEL

One of the most important issues focused by managers is to ensure effectiveness and efficiency of human resources in organizations. How can effectiveness and efficiency be achieved in an organization? Answer of this question relies heavily on job satisfaction of personnel. Job satisfaction refers to the general attitude developed by the individual towards her/his job. For this reason, job satisfaction cannot be seen but felt. This feeling depends also on working environment and environmental conditions. As an abstract concept, job satisfaction consists of many components. However, more simply, factors ensuring job satisfaction are basically divided into two groups; namely, intrinsic and extrinsic job satisfaction factors. Intrinsic factors refer to the attitude of the individual towards her/his job while the extrinsic factors refer to the factors related to the working environment. When combined, these two factor groups ensure individual to get job satisfaction. These two fundamental factor groups reflect both physiological and psychological state of the individual. Job satisfaction is associated with not only financial gains but also the socio-psychological gains brought by the job. In addition, colleagues and superiors of the personnel play an important role in personnel satisfaction. Achievement of job satisfaction will be reflected to the organization as positive outputs. In the light of the literature review, effects/reflections of intrinsic and extrinsic job satisfaction on/to the organization are explained via mirror model. As is known, mirror reflects any image directly back to it. As shown in the model, intrinsic and extrinsic motivation factors have positive effects on the organization. In other words, these factors have positive reflections on the organization. These positive outputs and reflections generally emerge as a sense of organizational citizenship, high motivation and increase in organizational learning and job satisfaction.

Identifying and Prioritising Effective Factors on Amirabad Port Marketing Services using AHP Model

The study paid to identify and prioritize effective factors on Amirabad Port marketing services. The goal was to suggest some solutions for improving the position and throughput of Amirabad port in the region and in the whole market. Ports always have a vital role in international transportation. As a matter of fact, an appropriate port schematization can have an important effect on better services to the port customers. Port schematization leads to attract more customers and causes developments in ports and regions. One of the main port schematization is port marketing. Since Amirabad Port is a third generation port in Iran, it is necessary to use marketing principles for its growth and development in marketing. Analysis of the data was carried out using AHP method and Expert choice 11 software. According to the results, prioritizing, attention to the improvement of services and facilities at port hinterland, establishment of a knowledge management system in the port, offering support and encouragement packages to the port customers, consideration of the port personnel job satisfaction, organization and participation in national and international marine exhibitions, and finally better introduction of port capabilities, are among the most important offered solutions.

PENGARUH LINGKUNGAN KERJA DAN KEPEMIMPINAN TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (STUDI PADA PEGAWAI DINAS TENAGA KERJADAN TRANSMIGRASI PROVINSI NUSA TENGGARA BARAT)

This study aims to determine the effect of Work Environment and Leadership on Performance with Job Satisfaction as Intervening Variables at the Department of Manpower and Transmigration of West Nusa Tenggara Province. Population in this research is civil servant amounting to 208 employees with sampling technique that is Proportional Random Sampling amounting to 68 civil servant. This type of research is an associative research of causality. Data analysis was done with Path Analysis using SPSS program aid. The results of the analysis show that: 1) the work environment has a positive and significant effect on performance. 2) Work environment has a positive and significant impact on job satisfaction. 3) Leadership has a positive and significant impact on performance. 4) Leadership positively and significantly influence on job satisfaction. 5) Job satisfaction has a positive and significant impact on performance. 6) Working Environment and Leadership have positive and significant impact on performance through job satisfaction of personnel of NTB Provincial Manpower and Transmigration Office.Keywords: Work Environment, Leadership, Job Satisfaction and Employee Performance.

돌봄서비스 제공인력의 직무만족 영향에 대한 융복합 연구 : 수퍼비전의 매개효과를 중심으로

돌봄서비스 제공인력의 직무만족 영향에 대한 융복합 연구 : 수퍼비전의 매개효과를 중심으로

Tumultuous atmosphere (physical, mental), the main barrier to emergency department inter-professional communication.

Background:A highly important factor in enhancing quality of patient care and job satisfaction of health care staff is inter-professional communication. Due to the critical nature of the work environment, the large number of staff and units, and complexity of professional tasks and interventions, inter-professional communication in an emergency department is particularly and exceptionally important. Despite its importance, inter-professional communication in emergency department seems unfavorable. Thus, this study was designed to explain barriers to inter-professional communication in an emergency department.Methodology & Methods:This was a qualitative study with content analysis approach, based on interviews conducted with 26 participants selected purposively, with diversity of occupation, position, age, gender, history, and place of work. Interviews were in-depth and semi-structured, and data were analyzed using the inductive content analysis approach.Results:In total, 251 initial codes were extracted from 30 interviews (some of the participants re-interviewed) and in the reducing trend of final results, 5 categories were extracted including overcrowded emergency, stressful emergency environment, not discerning emergency conditions, ineffective management, and inefficient communication channels. Tumultuous atmosphere (physical, mental) was the common theme between categories, and was decided to be the main barrier to effective inter-professional communication.Conclusion:Tumultuous atmosphere (physical-mental) was found to be the most important barrier to inter-professional communication. This study provided a better understanding of these barriers in emergency department, often neglected in most studies. It is held that by reducing environmental turmoil (physical-mental), inter-professional communication can be improved, thereby improving patient care outcomes and personnel job satisfaction.

Institute of Accounts, Business & Finance at Far Eastern University, Philippines: An Organizational Behavior Analysis

This paper deals with the study of the organizational behavior of the personnel of the Far Eastern University, Institute of Accounts, Business and Finance (IABF).The personnel covered in this study are the Dean, IABF Support Staff, IABF Academic Managers and faculty members. The organization’s structure in the Institute of Accounts, Business and Finance (IABF) of Far Eastern University contributes to explaining and predicting behavior. In addition to individual and group factors, it is worthy to consider that the structural relationship in which people work has a bearing on employee attitudes and behavior.Motivation of personnel of Far Eastern University, Institute of Accounts, Business & Finance will be analyzed using theories such as Herzberg Two-Factor Theory, Hierarchy of Needs, Theory X and Theory Y and McClelland’s Theory of Needs. A structured survey will be utilized to gather information.The foundation of group behavior and understanding work teams are further described and analyzed based on available data as provided by the Institute and unstructured interviews from Academic Managers and the Dean of IABF. Leadership styles are further analyzed using the concepts presented by John Maxwell. As assessed from the individual behaviors, the proponent recommends the following for the personnel of Far Eastern University Institute of Accounts, Business and Finance:1. The Dean may encourage the male ages 21-35 in IABF to participate or lead in the exciting activities and existing committees in IABF. Since the male employees ages 21-35 in IABF are dominated by the need for achievement under the McClelland’s Theory of Needs, it is worth considering the possibility that their active participation in the activities and existing committees in IABF might improve the academic standing of the Institute. 2. The Dean should come up with more interesting activities and projects for the enhancement of the skills and personality of the IABF Staff. In addition, the members of the IABF Staff should be encouraged to attend seminars that will hone their human resources and leadership skills. Finally, the IABF Staff should also be as involved as the IABF Faculty members in participating in IABF committees or special projects. Making the IABF Staff involved in activities the same as the faculty members will help them eventually acquire a sense of responsibility and self-fulfillment.3. Employees of IABF ages 36-50 are dominated by the Need for Affiliation under the McClelland’s Theory of Needs. It may be deduced that friendly, cooperative coworkers or team members are a modest source of job satisfaction to such individual employees. Attention should be made in making work and teaching environment in IABF more exciting and fulfilling so that it can maximize the job satisfaction of personnel in IABF. 4. Facilities in the Institute (i.e. IABF Consultation Room, IABF Dean’s Office, IABF Coordinator’s Room and IABF Faculty Room) should be well-maintained and well-taken cared off all the time. We cannot do away with good facilities and working conditions in improving the motivation factors of the IABF female employees ages 36-50.In assessing the group and organizational behavior of IABF, the proponent recommends the following:1. Top management should undergo serious strategic planning workshop to be able to have a semblance of corporate planning anchored on the essence of good governance.2. Greater transparency in all academic as well as non-academic transactions to ensure the “best value for money” in all strategic business units.3. The entire community must nurture creativity to be able to seriously undertake quality and innovation initiatives which are important for the development of the organization and achievement of desired goals.4. Top management should have a meritocracy-based revamp to be able to promote young blood into major policy-making positions.

The impact of work culture on quality of care in nursing homes – a review study

The main aim of this review study was to identify which factors that characterise the relationship between work culture and quality of care in nursing homes. This review study was structured through systematic search methods to identify articles that describe the relationship between work culture and quality of care in nursing homes. The database search yielded 14510 hits. Closer examination showed that 10401 of these hits were duplicates. Of the remaining 4109 articles, only 10 were related to our aim for the study. A qualitative method were used to explain and understand phenomena of work culture and quality if care in nursing homes. Nine out of 10 articles in this review study emphasise the importance of leadership style and supportive management to increase quality of care in nursing homes. Increased empowerment, participation and influence were important factors for improving quality of care. Significant associations between work culture and quality of care and between empowerment and quality of care were reported. Nursing management and leaders must take in consideration that work culture is crucial for improving quality of care in nursing homes, and this study can be used to increase the focus on the work culture among healthcare personnel in nursing homes. Changes are necessary to increase healthcare personnel's job satisfaction, empowerment, autonomy and influence in nursing homes. Giving empowerment to the healthcare personnel working in nursing homes is both an organisational and an interpersonal issue. Being given empowerment and influence over their own work situation, the healthcare workers can be more committed and involved in the goal of obtaining best possible care to the residents.

Understanding multifaceted job satisfaction of retail employees

PurposeThis study aims to examine the multi‐faceted job satisfaction of retail employees. In addition, it seeks to investigate the moderating effect of gender on the relations between proposed antecedents and multifaceted job satisfaction. The seven facets of job satisfaction include satisfaction with supervision, overall job satisfaction, company policy and support, promotion, pay, co‐workers, and customers.Design/methodology/approachData for this study constitute a subset of a larger study examining salespeople from both business‐to‐business (B‐T‐B) and retail sales contexts in the USA. A total of 352 usable responses from retail employees were retained. Hypothesized relationships were tested by multiple regression analyses, Chow equality tests, and hierarchical regression analyses.FindingsThe study suggests that perceived organizational support, role ambiguity, and emotional exhaustion are the most influential factors for most facets of retail employees' job satisfaction. Role conflict and work‐family conflict only predict satisfaction with promotion, and family‐work conflict does not predict any facets of job satisfaction. Gender differences only played a part in satisfaction with customers. All other variables, such as perceived organizational support, work‐family conflict, family‐work conflict, and emotional exhaustion affect male and female employees differently.Practical implicationsThe study provides managerial implications, suggesting that there is no one perfect policy to satisfy retail employees in all aspects and retailers should be more careful in assigning tasks to employees.Originality/valueThe literature concerning multifaceted job satisfaction has contributed significantly to understanding sales personnel job satisfaction. However, as many of the job characteristics for B‐T‐B and retail are different, a separate examination of factors influencing retail employees' job satisfaction is necessary. This study extends the current literature examining the job satisfaction of retail employees by borrowing from retail literature concerning global job satisfaction and from sales management literature about multifaceted job satisfaction.

An Investigation of Social Factors Affecting on Personnel Job Satisfaction of Remedial Service Insurance Department

Because of the paramount importance of job satisfaction and due to its main consequences such as reduction of work absence and resignation, personnel promotion and society’s health, and more importantly, its role in achievement of organization goals, this study aimed at investigating the effects of six social factors including personnel’s belief, salary and benefits, participation in organizational decision-making, sense of job security, interaction with colleagues and meeting the basic needs of personnel on job satisfaction. The statistical population of this study was the personnel of Remedial Service Insurance Department in Sari and the questionnaire was distributed among them. The results showed that there is a significant and positive correlation among all these factors and they have meaningful effects on personnel job satisfaction based on multiple regression analysis. Furthermore, findings revealed that personnel’s belief about their job has the most effects on job satisfaction.

Personal Characteristics Affecting Agricultural Extension Workers' Job Satisfaction Level

Problem Statement: One of the closely associated concepts with performance of an organization is job satisfaction. The purpose of this study was to investigate the relationship between personal characteristics and job satisfaction. Approach: A survey of 52 extension workers was conducted in Fars Province, southern Iran. To collect data, a questionnaire including Bray field and Rothe Job Satisfaction Index was used. Results: The study found that the majority of the extension workers (65.5%) belonged to intermediate level of job satisfaction, followed by 29.1 and 5.5% belonging to high and low level of job satisfaction, respectively. Regression results also indicated that the full model was moderately successful, explaining 45% of the variances in the job satisfaction. Two independent variables that accounted for the explained variances were monthly salary (27%) and marital status (18%). Conclusions/Recommendations: Administration should conduct a periodic needs assessment to determine the level of job satisfaction of personnel and identify methods for increasing satisfaction based on these findings.