Work Job Satisfaction Research Articles

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

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

A Study on the Types and Determinants of Job Fit and Job Satisfaction of the 2nd Baby boomer workers

A Study on the Types and Determinants of Job Fit and Job Satisfaction of the 2nd Baby boomer workers

Factors influencing emergency medicine worker shift satisfaction: A rapid assessment of wellness in the emergency department.

In emergency medicine (EM), the interplay of wellbeing and burnout impacts not only patient care, but the health, productivity, and job satisfaction of EM healthcare workers. The study objective was to use a rapid assessment tool to identify factors that impact EM worker satisfaction, or "wellness," while on shift in the emergency department (ED) and the association with role and level of satisfaction. This prospective descriptive study utilized a QR-code-based electronic survey instrument that included a 7-point Likert shift satisfaction score. A voluntary response sampling was obtained from EM workers at five EDs. Respondents self-reported role and work site. Association and logistic regression analysis were performed. Of 755 responses, 467 were dissatisfied (score≤5) and 288 were satisfied (score≥6) with their shifts. Physicians reported higher satisfaction on shift than nurses (OR 2.77, 95% CL 2.01-3.81, p<0.01). Factors associated with dissatisfied responses included: admission or transfer process (OR 0.40, CL 0.21-0.77, p<0.01), boarding patients (OR 0.13, CL 0.06-0.27, p<0.01), tools to do my job (OR 0.65, CL 0.46-0.90, p=0.01), and patient flow (OR 0.72, CL 0.53-0.98, p=0.04). Factors linked to a satisfied response included: teaching/learning (OR 2.85, CL 1.86-4.37, p<0.01) and team/coworker interaction (OR 8.92, CL 6.14-12.96, p<0.01). Satisfaction on shift for EM physicians, nurses, and staff differ and are associated with multiple identifiable factors. Focused attention to work environment and operations could help mitigate on-shift dissatisfaction. Endeavors aimed at cultivating and enhancing a supportive teaching and learning environment with an emphasis on team member and coworker interaction could positively impact and improve wellness.

WORKERS JOB SATISFACTION IN TEXTILE FACTORY: BIBLIOMETRIC ANALYSIS

Textile industry represents one of the most competitive industries. Consequently, the management tend to create pressures to their workers to pace with the high productivity level. This constant pressure given to the workers may possibly affect their job satisfaction. Hence, this study focuses on the bibliometric analysis in mapping the trend, conceptual structure, and characteristic of job satisfaction of textile factory workers. The data collection process results in 147 papers out of the total of 241 extracted papers. According to the bibliometric analysis, research in this field is mainly led by the USA and France. The co-occurrence analysis shows Four major theme: Study on job satisfaction, worker’s health assessment, cultural influence on textile factory workers, and review on absenteeism. The results indicate that workers were more concerned about the security of their current position rather than overall employment security, and this factor affected their job satisfaction and well-being.

Prevalence and impact of remote and hybrid work in academic health sciences libraries.

This study assesses the prevalence, usage, and impact of remote/hybrid work in academic health science libraries in 2022 and 2023. Due to differences in survey distribution, we focus primarily on the results of the second survey. Researchers surveyed administrators at Association of Academic Health Sciences Libraries (AAHSL) member libraries in the United States in March 2022 and library staff at academic health sciences libraries in March 2023. The first survey received 71 responses that met inclusion criteria. Ninety-five percent of respondents indicated that remote/hybrid work was allowed in their libraries. Majorities indicated that remote/hybrid work had a positive impact on morale (86%), recruitment (53%) and retention (67%). The second survey received 383 responses that met inclusion criteria. 78% of respondents indicated they were allowed to work remotely, and majorities indicated remote/hybrid work positively impacted work/life balance (75%), morale/job satisfaction (69%), likelihood of staying at their current institution (64%), and productivity/overall effectiveness (58%). Respondents were less likely to accept a fully onsite (45% unlikely) or fully remote (20% unlikely) position than a hybrid one (1% unlikely). In a list of 9 factors associated with recruitment, retention, and job satisfaction, only salary and benefits ranked higher than remote/hybrid work. Remote/hybrid work is common in academic health science libraries and highly valued by employees. While not without challenges, remote/hybrid work appears to be a valuable tool to support recruitment, retention, and job satisfaction of workers in academic health sciences libraries. The findings of this study can inform library decision makers about future use of remote/hybrid work.

What We Know About the Peer Workforce and Economic Evaluation for Peer Recovery Support Services: A Systematic Review.

Peer recovery support services (PRSS) for substance use disorder (SUD) have expanded in the past 2 decades to be formally certified and reimbursed under Medicaid in almost every US state. This rapid expansion has been followed by a growth in research, but 2 persistent gaps remain: a lack of research on the peer workforce, and a lack of economic evaluation research. This systematic review examines the current literature on PRSS to summarize what is currently known about the SUD peer workforce and collect potential PRSS economic evaluation parameters, and clearly identify the current gaps in each category. PRISMA methods were followed and a PROSPERO protocol was registered (CRD42022323516). The search included a database search of peer-reviewed journal articles and dissertations, and also a hand-search of conference presentations and evaluation reports. Manuscripts were categorized as either workforce development-related and/or those containing potential economic evaluation parameters. Forty-two total manuscripts were included, with 22 related to the peer workforce and 26 containing potential economic evaluation parameters. Manuscripts with workforce-related findings covered peer worker characteristics, characteristics of PRSS delivery, or peer worker training-related outcomes. Economic evaluation parameters were primarily costs related to service utilization patters with some limited reporting on peer worker pay, as well as multiple sources that can be used to estimate averted medical costs. Effectiveness parameters were primarily substance use related, as virtually all quality of life and life functioning parameters are not readily convertible to estimating quality-adjusted life years. Future PRSS research can contribute to filling these gaps in the evidence base by addressing remaining questions about the interrelationship between peer worker job satisfaction, job tenure, and patient outcomes, as well as by using more consistent outcome measures, especially in the realm of quality of life and life functioning.

Moderating Effect of Coaching Between Leadership, Culture and Work-Life Balance with Job Satisfaction in Malaysia

Objective: The purpose of the research is to examine the moderating role of coaching on employee job satisfaction within the Malaysian manufacturing sector. The independent variables are transformational leadership, organizational culture and work-life balance. Thus, research investigates the connections between the independent variables and employee job satisfaction as the dependent variable, with a specific focus on the moderating impact of coaching. Theoretical Framework: The underpinning study uses Theory X and Theory Y where empowering managers foster positive relationships with their employees and improved productivity. Method: Through a quantitative analysis and the 400 questionnaires was successfully collected using snowball sampling. The data is being analysed using SPSS software to perform Pearson correlations and regression. Results and Discussion: The findings reveal positive correlations between variables and job satisfaction. Coaching also significantly mediates the job satisfaction. The implications extend beyond the manufacturing sector, providing valuable insights for organizations seeking to cultivate positive work environments and achieve overall organizational success. Research Implications: The study advances scholarly knowledge by closing a gap in the literature on job satisfaction of Malaysian manufacturing workers. Prior to this study, no empirical investigation on the function of coaching as a moderator in the relationship between particular traits and employee work satisfaction in Malaysian manufacturing could be found. In essence, by including coaching into these areas, Malaysian manufacturing companies can raise employee job satisfaction. By means of coaching strategies, leaders enable employees to guide and support them, offer timely feedback, and promote personal development, so enhancing employee performance, job satisfaction, and Malaysian manufacturing companies. Originality/Value: The concept of the study examined the understanding for what coaching can moderate the relationship between leadership, organizational culture, and work-life balance with job satisfaction in Malaysia. This topic is particularly relevant to SDG 8: Decent Work and Economic Growth: Enhancing job satisfaction can lead to higher productivity and economic growth.

Exploring Role of Organizational Learning, Job Satisfaction and Organizational Commitment on Employee Performance at National Rice Milling Industry

Improving employee performance is the main goal for every organization in achieving sustainable success and growth. Organizational learning, work satisfaction, and organizational commitment are examples of internal elements that must be taken into account in order to attain maximum performance. The purpose of this study is to ascertain how employee performance is affected by organizational learning, job satisfaction, and organizational commitment. The researcher used quantitative research methods, using descriptive research. Employees will be the target population for researchers. Researchers used non-probability sampling, with a sample size of 100 respondents. Data collection was carried out through two main techniques, namely interviews and questionnaires. With the use of smartPLS 3.0 software, the Partial Least Squares (PLS) approach is used for data analysis in this study. Numerous findings were obtained for this study based on the outcomes of the hypothesis testing. Work satisfaction and organizational learning have a strong positive correlation. Organizational learning and organizational commitment have a strong positive correlation. There is no discernible connection between worker performance and organizational learning. There is no discernible link between worker performance and job satisfaction. Employee performance and organizational commitment have a strong positive correlation. As a result, the study's findings help to clarify the variables influencing worker performance, organizational commitment, and job happiness.

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.

Mitigating the Adverse Effects of Night Shifts: A Review of Strategies for Enhancing Health Outcomes in Shift Workers

Introduction and PurposeShift work, essential for continuous operation in industries like healthcare, transportation, and security, disrupts circadian rhythms and adversely affects health. This review consolidates findings on the multifaceted impacts of night shift work, emphasizing interventions to mitigate these effects and improve worker health and well-being. Brief Description of the State of KnowledgeNight shift work disrupts circadian rhythms, leading to cognitive decline, sleep disorders, mental health risks, cardiovascular issues, metabolic disturbances, and cancer susceptibility. Effective interventions include limiting shift lengths and frequency, incorporating rest breaks and napping, aligning meal times with circadian rhythms, using melatonin supplementation and light therapy to improve sleep quality, engaging in regular aerobic exercise, and employing stress management techniques. Summary Implementing proposed interventions can mitigate the adverse health effects of night shift work, enhancing worker well-being, efficiency, and job satisfaction. Tailoring strategies to different age groups optimizes effectiveness, with structured approaches beneficial for older workers and flexible options suitable for younger workers. Further research should explore long-term intervention effects and develop personalized strategies for diverse populations. This review provides comprehensive guidelines for managing the health impacts of night shift work, supporting improved patient safety, reduced accidents, and enhanced work performance across various industries.

A Study on the Impact of Person-environment Fit on Turnover Intention, Work Engagement and Job Satisfaction of Workers at Vocational Rehabilitation Facilities

A Study on the Impact of Person-environment Fit on Turnover Intention, Work Engagement and Job Satisfaction of Workers at Vocational Rehabilitation Facilities

Psychometric properties of the Turkish version of the Decent Work Questionnaire and its effect on job satisfaction.

Work to develop a universal tool for the psychological evaluation and measurement of decent work is relatively new. In addition, the Decent Work Questionnaire, which evaluates decent work using a psychological approach, has not yet been adapted and validated in the Turkish sample group. To adapt and validate the Turkish version of the Decent Work Questionnaire and to evaluate the effect of decent work on the job satisfaction among knowledge workers. The study sample consisted of 906 knowledge workers. In the process of adapting and validating the Decent Work Questionnaire, the structural validity, internal consistency, convergent validity, divergent validity, and compatibility of the sample group data were tested. The effect of decent work on job satisfaction of knowledge workers was examined using structural equation modeling. The Decent Work Questionnaire was validated in the Turkish sample. The results showed that the reliability coefficients and dimensions of the Decent Work Questionnaire were highly satisfactory and consistent with the scale developers' study. According to another result of the study, decent work was found to have a significant and positive effect on Turkish knowledge workers' job satisfaction. This study will fill gaps in the literature and will also contribute to the evaluation of decent work in all areas of the labor market, identifying its shortcomings and contributing to the development of effective human resource policies.

Work Motivation and Job Satisfaction among Primary Healthcare Workers in Georgia

Motivation is defined as human effort, striving, stimulation process for successful work, and achievement of organizational goals. The purpose of the research is to study the factors determining the motivation and job satisfaction of primary healthcare personnel in Georgia. The relevance of the issue is indicated by the poorly development of the primary healthcare system in Georgia, which is confirmed by the fact that the number of referrals to outpatient medical institutions is 3.6 per capita per year, while it reaches 7.5 in European countries. A quantitative study was conducted in this research. As a result of the research, it was determined that motivation and job satisfaction are complex constructs. The following main factors that influence the job satisfaction of employees in primary care organizations were identified: individual characteristics, financial and non-financial incentives, organizational structures and processes, including supervision, leadership, fairness, and responsibility for the distribution of resources, staff dynamics, and team cohesion, relationships with colleagues and management, relationships with patients, intellectual stimulation, opportunities for continuing medical education. A family physician’s and family nurse practitioner’s job satisfaction significantly improves the services and has a positive impact on the patient’s well-being. Health policymakers and managers need to critically analyze the importance of providing additional incentives. In order to improve the job satisfaction of primary health care workers, in addition to salary, special emphasis should be placed on supporting family life, creating decent living conditions, adequate free time, educational prospects, and better opportunities for professional development and promotion.

Evaluation of job satisfaction and related factors in wood extraction workers in Gilan province

Introduction: occupational accidents are caused by ignorance of occupational health and safety recommendations, due to the high rate of accidents in the industry of cutting and extracting wood from the forest, this study is necessary to evaluate job satisfaction. Materials and Methods: In this research, job satisfaction was used as a dependent variable and independent variables included age, educational and employment status, type of work, and duration of employment. To determine the conditions of excessive fatigue among forest workers, the index of symptoms of excessive fatigue was used. The number of 100 workers was investigated by a questionnaire, the comparison of independent variables affecting the satisfaction or dissatisfaction of workers with work using discriminant analysis and the Wilks Lambda coefficient, and the comparison of the average opinions of people from different work groups regarding the work situation using Friedman's test was performed. Results: The four variables of duration of employment, age status of workers, employment status, and type of work are suitable for separating two groups satisfied with work and dissatisfied with work. The assessment of complaint rate showed that questions I take care of my family, I am very worried about my health and I am dissatisfied with many things with the highest rates of 84.66%, 70.66%, and 61.33% respectively. They took the complaint to themselves. The results showed that the highest amount of fatigue accumulation index is related to two groups chronic fatigue and general fatigue. The results of the present study show that 47% of forest workers are illiterate in their educational status, which requires a training course for workers to work with cutting tools and machines. The results showed that 41 percent of the people studied liked their jobs. Conclusion: Personal protective equipment is considered a work tool without which it is impossible to do the desired job. Training classes should be held periodically by the safety department for workers and supervisors when needed.

요양보호사의 근무환경이 직무만족에 미치는 영향

Objectives The purpose of this study is to analyze the mediating effect of job enthusiasm in the relationship between the work environment and job satisfaction of the nursing care workers who work in long-term care homes for the elderly. Methods This study conducted a survey on 330 caregivers working at long-term care facilities for the elderly in Yeongdong-gun, and analyzed the collected questionnaire data using SPSS 24.0 and AMOS 24.0 statistical programs. Results First, out of the working environment factors of nursing care workers at long-term care homes, all of them, namely the human environment, physical environment, reward systems, and job expertise factors, had a significant and positive impact on job enthusiasm. Second, of the work environment factors of the nursing care workers of long-term care homes, the physical environment and reward system factors had a significant and positive impact on job satisfaction. Third, the job enthusiasm of the nursing care workers at long-term care homes turned out to have a similarly significant and positive impact on job satisfaction. Fourth, in the relationship between work environment factors of nursing care workers at long-term care homes, such as the human environment, physical environment, reward system, job expertise, and job satisfaction, it was shown that, upon all of these factors, job enthusiasm had a significant mediating effect. Fifth, with regard to the groups where the work experience was less than five years and those of five years or longer, the difference between these two groups was confirmed in the paths of [reward system→job enthusiasm], [reward system→job satisfaction], [job enthusiasm→job satisfaction]. Conclusions This study is significant in that it identified the working environment of nursing care workers and sought specific action plans to increase job satisfaction by increasing job enthusiasm.

Job Satisfaction of Female Workers in Different Garments Factories in Dhaka City: An Intertemporal Comparison

Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his/her job. It is an affective or emotional response toward various facets of one’s job. This meaning of job satisfaction implies that job satisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. Thus, we can differentiate at least two aspects of job satisfaction ⎯ facet satisfaction and overall satisfaction. Facet satisfaction is the tendency for an employee to be more or less satisfied with various facets of his or her job. A large number of related research has been conducted in different countries including Bangladesh. Alam (1986) conducted a research on the job satisfaction of female workers in different garment factories in Dhaka City in 1983. He measured the level of overall satisfaction and analyzed the nature of facet satisfaction of 200 female workers. He concluded that a minor percentage of female workers in different garment factories are satisfied with their jobs, and there is a positive relationship between their level of job satisfaction and the level of wages/salaries and other identified factors. The objective of the present study is to measure the overall level of job satisfaction of female workers in different garment factories and to identify factors contributing to job satisfaction and factors contributing to job dissatisfaction. The present study also ranks all identified factors according to their relative importance by using a formula developed by Alam in 1983 (Alam, 1986). Finally, the present study makes intertemporal comparisons of overall job satisfaction level and of the nature of facet satisfaction over the twenty two-year period (between 1983 and 2005). Such intertemporal comparisons are necessary because of the fact that over the last twenty two years, as the garment industries of the country has expanded significantly, the nature of human resource management in this sector has changed in many aspects. As a result, job satisfaction status and the absolute as well as relative importance of factors contributing to satisfaction level are expected to change.

The Effect of Coronavirus (COVID-19) on Job Satisfaction, Work Stress and Burnout of Healthcare Workers: A Systematic Review and Meta-Analysis.

We aimed to examine the job satisfaction (JS), work stress (WS) and burnout (B) levels of healthcare workers (HCWs), who are at the forefront of the fight against the coronavirus (COVID-19) epidemic process, which negatively affects the whole world, by meta-analysis. Articles, theses and papers in the literature before the COVID-19 (2014-2019) and during COVID-19 (2020-2022) were systematically reviewed. The sample size of 54 studies conducted from 13 countries was 49.139. Data analysis was performed with the Comprehensive Meta-analysis (CMA) 3.0 Version program. According to the random effect model analysis result, a negative, significant and low-level relationship was found between WS and JS, before and during COVID-19. There was a negative, significant and medium level relationship between JS and B. It was found positive, significant and high-level relationship between WS and B. Human development level (HDL) has a moderating effect on WS and B. In addition, sample size has moderating effect on WS and JS. During the prolonged COVID-19 pandemic, HCWs have experienced more burnout due to strict isolation, working conditions requiring overtime, fatigue, insomnia and concerns about virus transmission. Intense work tempo, inadequate health equipment, patient deaths, and low wages are the factors that decrease JS and increase WS and B. It is recommended to improve working conditions globally and provide financial support and mental health protection for HCWs.

The Relationship between Work Conditions and Performance and Satisfaction of Health Workers in the Inpatient Room of the Bahteramas Hospital Regional Public Service Agency

Introduction: Job satisfaction of State Civil Service health workers is a process of activities in the practice of health services directly to patients, to meet the basic needs of patients who are guided by the standards and ethics of good, optimal and professional health services. Preliminary surveys show that organizational policies are less than optimal, working conditions are less conducive and work performance has decreased, thus affecting performance in serving patients. This study aims to analyze the relationship between work conditions and performance with the satisfaction of health workers in the inpatient ward of the Bahteramas Hospital Regional Public Services Agency. Method: This research is quantitative using a Cross Sectional Study design, with a population of 213 people and a sample of 139 respondents using the Cluster Random Sampling technique. Result: The chi square statistical test at the 95% confidence level (α=0.05) shows that the p value = 0.006 because Ho is rejected or Ha is accepted, which means there is a relationship between working conditions and health worker satisfaction and the results of the chi square statistical test at the 95% confidence level (α=0.05) shows that the p value = 0.001 because Ho is rejected or Ha is accepted, which means there is a relationship between work performance and satisfaction of health workers. Conclusion: There is a relationship between working conditions and work performance and the performance of health workers in the inpatient ward of the Bahteramas Hospital Regional Public Services Agency.

직무 착근도가 요양보호사의 직무만족에 영향을 미치는 관계에서직업 존중성의 조절효과 분석

The purpose of this study is to suggest a plan to prevent job satisfaction andturnover of care workers by revealing the moderating effect of job esteem in the relationshipbetween job embeddedness and job satisfaction of care workers. For the study, a survey wasconducted in November 2023 with the help of 37 visiting care institutions in Chungcheongbuk-do, and 280 questionnaires were finally analyzed, and analyzed usingfrequency analysis, descriptive statistics, correlation analysis, and hierarchical regressionanalysis. did. As a result of the study, both job embeddedness and job esteem had asignificant effect on the job satisfaction of nursing care workers, and the interaction termbetween job embeddedness and job esteem also showed a strong influence on job satisfaction. Based on the research results, the following suggestions were made. First, policy efforts areneeded to improve the job satisfaction of visiting care workers. Second, visiting careinstitutions need to make efforts to improve the degree of attachment of visiting care workersto their jobs. Third, efforts by policy authorities and individual organizations are needed toensure that visiting care workers feel proud of their profession.

The Effect of Transformational Leadership on Performance of Organizations: A Review of Systematic Literature Across Different Sectors

In many organizational sectors, transformational leadership has been recognized as a leadership style that greatly affects worker performance and job satisfaction. The objective of this systematic assessment of the literature is to explore how transformational leadership impacts organizational performance. This research shows that there is a positive relationship between employee performance and transformative leadership, using a review of studies undertaken in different contexts and sectors. Additionally, this review highlights aspects of organizational performance that are influenced by transformational leadership. These findings confirm the transformative potential of transformational leadership in a variety of organizational settings and provide insight for leaders aiming to foster productive work environments.