Job Satisfaction Questionnaire Research Articles

The Mediating Effect of Job Burnout on the Relationship Between Workplace Bullying and Job Satisfaction

Workplace bullying can have severe negative consequences on individuals' physical and mental health, as well as their job satisfaction and performance. By understanding the causes and consequences of workplace bullying, organizations can develop effective prevention and intervention strategies to create a healthier and more positive work environment. This study investigated the impact of workplace bullying on job burnout and job satisfaction, as well as the mediating effect of job burnout on the relationship between workplace bullying and job satisfaction. The study was conducted using a sample of 72 employees from one organization in Mongolia. Data was collected through a self-administered survey questionnaire and analyzed using the Partial Least Squares (PLS) method. In this study, we utilized the Negative Acts Questionnaire (NAQ-R) developed by Einarsen, Hoel, and Notelaers (2009) to measure workplace stress, the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) developed by Maslach and Jackson (1981) to measure burnout, and the job satisfaction questionnaire developed by MacDonald and Maclntyre (1997) to measure job satisfaction. The results revealed a positive correlation between workplace bullying and job burnout, indicating that an increase in the levels of bullying is associated with an increase in job burnout. Additionally, both types of bullying (leadership-related and colleague-related) were found to have a negative effect on job satisfaction. Job burnout was also found to have a negative correlation with job satisfaction, meaning that as job burnout increases, job satisfaction tends to decrease. Furthermore, the study found that job burnout fully mediates the relationship between workplace bullying (both leadership-related and colleague-related) and job satisfaction. This suggests that job burnout plays an important role in shaping the relationship between workplace bullying and job satisfaction.

Inteligencia emocional, satisfacción laboral y consumo de alcohol en el personal de enfermería

Objective: To know the relationship between emotional intelligence, job satisfaction and alcohol consumption in nursing staff working in a tertiary care hospital. Materials and methods: Descriptive, cross-sectional, and correlational study. The sample consisted of 129 nursing professionals who work in a third level hospital, divided into critical and non-critical areas. The instruments used were a Socio-demographic Data Sheet, Trait Meta Mood Scale (TMMS-24), Job Satisfaction Questionnaire S10/12 and AUDIT. Results: 75% were women, with undergraduate studies, more than 45% consumed in the last week. It was found that there is a positive and significant relationship between emotional intelligence and job satisfaction (rs = .236, p < .001), a negative and significant relationship was also found between job satisfaction and alcohol consumption (rs = -.195, p < .05). Conclusions: Differences are shown between EI, job satisfaction and alcohol consumption in nursing staff according to the area in which they work. Likewise, there is a positive relationship between EI and job satisfaction and a negative relationship between job satisfaction and alcohol consumption. This study demonstrates the importance of knowing in depth what factors impact the care provided by nursing staff within hospital services and what are the methods used to deal with them. Key Words: Emotional intelligence; alcohol; public health; nursing.

Impostor Phenomenon and Grit as Predictors of Job Satisfaction in Female Pharmacy Faculty.

Impostor phenomenon (IP), grit, and other factors impact job satisfaction for faculty, particularly female faculty. The Impostor Phenomenon Research Collaborative (IPRC) evaluated IP, grit, and job satisfaction in pharmacy faculty. A cross-sectional study was conducted with a convenience sample of faculty using a survey, which included demographic questions and validated instruments: Clance Impostor Phenomenon (CIPS), Short GRIT Scale, and Overall Job Satisfaction Questionnaire. Differences between groups, relationships, and prediction were evaluated using independent t-tests, ANOVA, Pearson correlation, and regression analyses. A total of 436 participants completed the survey; 380 self-identified as pharmacy faculty. Two hundred and one (54%) reported intense or frequent feelings of IP. The mean CIPS score was above 60, indicating a risk of negative outcomes related to IP. There were no differences in the prevalence of IP or job satisfaction levels when female and male faculty were compared. Female faculty had higher GRIT-S scores. Faculty reporting more IP had lower grit and lower job satisfaction. Job satisfaction in faculty was predicted by IP and grit; however, grit did not provide a unique prediction when combined with IP for male faculty. IP was not more prevalent in female faculty. Female faculty were grittier than male faculty. Higher grit was associated with less IP and higher job satisfaction. IP and grit predicted job satisfaction for female and male pharmacy faculty. Our findings suggest that improving grit may help mitigate IP and impact job satisfaction. Further research on evidence-based IP interventions is needed.

Study of the Effect of COVID-19 on Nurses’ Job Burnout and its Consequences

Background: During the COVID-19 pandemic, nurses experience a high workload and stressful psychological stimuli that affect their mental and emotional health, which may lead to burnout symptoms. Therefore, this study aimed to analyze the effect of COVID-19 on nurses’ job burnout and investigate its consequences. Methods: The present study is an applied descriptive study, and data collection was performed using surveys. The study was conducted on 107 nurses working in Shahid Mohammadi and Khalij-e-Fars hospitals of Bandar Abbas, Hormozgan. The level of job burnout was measured using the Oldenburg Burnout Inventory (OLBI), job satisfaction by Job Satisfaction Questionnaire, and depression by Beck Depression Inventory (BDI). The data were analyzed via structural equation modeling by PLS 3 software. Results: Overall, the mean job burnout level was higher than the average (3.45). The results, at the 95% confidence level and the significance value of>1.96, showed that poor organizational resources and traumatic events have a direct and significant effect on nurses’ job burnout; however, the impact of workload on job burnout was not confirmed. The results also showed that nurses’ job burnout has a direct and significant relevance with depression, job dissatisfaction, and low quality of care. Conclusion: Poor organizational resources and traumatic events increased job burnout. Job burnout increased depression, and also reduced job satisfaction and quality of care. Situational and personal factors have a significant role in decreasing nurses’ job burnout. It is necessary to provide a better work environment, good intrapersonal relationships, and personal skills training courses.

Öğretmenlerin Okul İklimi Algıları, Öğretmen Öz-yeterliği İnançları ve Mesleki Doyumları Arasındaki İlişkinin İncelenmesi

School climate, teacher self-efficacy and job satisfaction are important concepts that effect both teachers’ professional development and quality of education. This study aimed to determine teachers' school climate perceptions, own self-efficacy beliefs and professional satisfaction levels, and to examine the relationship of these concepts. It was designed in a correlational survey model. The sample of the study consisted of 397 teachers working in kindergartens, primary, secondary and high schools in a province center in the Central Black Sea region of Turkey, in 2020-2021 academic year. A Personal Information Form, Comprehensive Assessment of School Environment, Teachers’ Sense of Efficacy Scale and Job Satisfaction Questionnaire were used in data collection procedure. In the data analysis both descriptive and procedural statistics were performed. Results revealed that: teachers' school climate perceptions were in a medium level, female teachers' school climate perceptions found to be statistically higher than males’. Training level was a significant predictor of school climate, teacher self-efficacy and job satisfaction. Occupational experience and educational level variables were not significant. A medium, positive and significant relationship found to be between teachers’ school climate perceptions, job satisfaction and teacher self-efficacy. While school climate predicts the variance of teacher self-efficacy belief by 12%, teachers’ job satisfaction by 35%. To the respect of these findings, we recommended that schools should take precautions to increase the organizational climate, and the physical environment of schools should be improved. For further studies, diversifying study groups with students, teachers and administrators and performing similar studies in other cities were recommended.

Do lean practices increase nurses' organizational commitment and job satisfaction in Turkey? – A private hospital model

Background: Making the employee feel valued can significantly affect the employee's commitment to the organization. The most important criteria of lean health services are to develop a culture in which employees are empowered to be actively involved in the decision-making process. Objective: This study aims to examine whether lean management practices have an effect on increasing nurses' “organizational commitment” and “job satisfaction”. Method: The research was conducted in a private hospital in 2019-2021 in Turkey. In the study, the "Organizational Commitment and Job Satisfaction Questionnaire" was applied to staff nurses. Then the hospital management decided to implement “Lean Hospital” practices. In this process, lean training was given to the nurse management, and lean methods and techniques were applied in the field. After approximately 1.5 years, the questionnaires were re-issued to the participants again to compare and contrast results. Results: In the study, the mean score of the nurses from the "Job Satisfaction Questionnaire" before lean was 3.79±0.29, while it was 3.82±0.28 after lean. The average score from the "Organizational Commitment Questionnaire" before implementing the lean practices was 3.74±0.32. It was 4.18±0.21 after implementing the lean practices. While there was a low level of positive correlation between the nurses' mean scores of organizational commitment and job satisfaction questionnaires before implementing lean practices, it was found that the result was moderately positive after lean practices. Conclusions/Implications for Practice: Ensuring the participation of employees in the decision-making process and listening to their suggestions in lean management were positively associated with “organizational commitment” and “job satisfaction”. However, it should not be forgotten that lean practices are a long-term and continuous methodology.

Workforce safety culture, job stress and job satisfaction in an automotive industry

Safety culture as an organizational factor has an essential role in preventing occupational injuries and diseases. In this descriptive-analytical study, the relationship between organizational safety culture, job stress and satisfaction has been investigated to have a better understanding of the effect of this organizational factor on employee job stress and satisfaction. Three valid tools, including the Safety culture questionnaire, standard job stress questionnaire (JSQ), and Standard Minnesota Job Satisfaction Questionnaire, were used. The study population consisted of 210 workers working in 13 production halls of an automotive industry who were selected by a simple random sampling method. After data collecting, SPSS software version 22 was used for data analysis, and AMOS software version 24 was used for confirmatory factor analysis. The results show a significant relationship between trained and untrained groups and safety culture (p = 0.002), job stress and education level (p = 0.006), and job satisfaction and education level (p = 0.011). Safety culture score was significantly different in trained and untrained groups (p = 0.002). Factor analysis showed that a workplace with higher safety culture could lead to less job stress and more job satisfaction in employees. Based on the results, safety culture affects job satisfaction and job stress. Also, we found safety and health education is one of the factors affecting safety culture, job satisfaction, and stress. Safety culture could result in less job stress and more job satisfaction in employees. Improving it will improve the safety and health situation and ultimately increase job satisfaction and reduce job stress.

The gender-job satisfaction paradox: the evidence of Serbia

Research Question: This study investigates gender differences in job satisfaction among employees in Serbia. Motivation: The main goal of the research is examine and providing evidence the existence and scope of the paradox of gender job satisfaction. In his paper, Clark (1997)proves that women have greater job satisfaction than men. The author suggests that, in general, the higher satisfaction of women at work may be a consequence of lower job expectations as a result of the worse position in the labor market that women have had in the past. Idea:The starting point of this research is the assumption that employed women are on average more satisfied than men, despite the inferior position they occupy in the labor market. Data:The research was conducted among 468 employees in six privately owned IT and publishing companies and one state-owned company (The Pension and Disability Insurance Fund of the Republic of Serbia).The structured questionnaire was used and distributed during January 2021. Tools: The questionnaire has two parts. The first part pertains to the respondents’ demographic information such as gender, age, level of education, the sectoral structure of the company in which they are employed, management positions and years of work experience. The second part of the questionnaire referred to questions related to job satisfaction, ie it contained 8 questions in accordance with the Job Satisfaction Questionnaire(Clark, 1997), which measured the degree of satisfaction with aspects of job including general satisfaction with current job. Findings: The results research show the women are more dissatisfied with their job compared to men, despite the fact that the distinction in job satisfaction between women and men is statistically insignificant. Finding that women on the average more dissatisfaction with their jobs than man appears to be contradictory to the most of studies report that women more satisfaction with their jobs than men. Accordingly, the idea of the gender-job satisfaction paradox in conditions of high levels of gender inequality that characterizes the labor market in Serbia cannot be confirmed and accepted as a universal phenomenon.Contribution: The paper adds existing knowledge about the job-gender paradox. Evidence that there are no differences in job satisfaction between female and male employees suggests that gender discrepancies is becoming less significant.

The Impact of high-performance work system perceived by medical staff on job satisfaction: the mediating role of self-efficacy

ABSTRACT As the mainstay of healthcare, the job satisfaction of medical staff deserves attention. This study aimed to explore the correlation between the perception of the high-performance work system (P-HPWS) and job satisfaction of medical staff in public hospitals and to further investigate the mediating effect of self-efficacy. From November 2019 to January 2020, a cross-sectional survey on working doctors and nurses was conducted in five tertiary public hospitals in China. A total of 520 participants were surveyed. The P-HPWS, job satisfaction, and self-efficacy were assessed using the 25-item self-administered scale, six-item job satisfaction questionnaire, and the General Self-Efficacy Scale, respectively. Linear regression and mediation effects models were used to identify the associations between primary variables. The results showed a significant positive correlation between P-HPWS and job satisfaction (P < 0.01), while self-efficacy played a mediating role between P-HPWS and job satisfaction. This finding reveals the benefits of improving employees’ P-HPWS and self-efficacy on their job satisfaction, and that hospitals can improve their management systems by implementing and refining HPWS.

Changes in Health and Well-Being of Nursing Home Managers From a Prepandemic Baseline in February 2020 to December 2021.

To evaluate changes in mental health and well-being (eg, quality of work life, health, intention to leave) among nursing home managers from a February 2020 prepandemic baseline to December 2021 in Alberta, Canada. Repeated cross-sectional survey. A random sample of nursing homes (n= 35) in urban areas of Alberta was selected on 3 strata (region, size, ownership). Care managers were invited to participate if they (1) managed a unit, (2) worked there for at least 3months, and (3) worked at least 6 shifts per month. We measured various mental health and well-being outcomes, including job satisfaction (Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale), burnout (Maslach Burnout Inventory-exhaustion, cynicism, efficacy), organizational citizenship behaviors (constructive efforts by individuals to implement changes to improve performance), mental and physical health (Short Form-8 Health Survey), burden of worry, and intention to leave. We use mixed effects regression to examine changes at the survey time points, controlling for staffing and resident acuity. The final sample included 181 care managers (87 in the pre-COVID survey; 94 in the COVID survey). Response rates were 66.9% and 82.5% for the pre-COVID and COVID surveys, respectively. In the regression analysis, we found statistically significant negative changes in job satisfaction (mean difference-0.26, 95% CI -0.47 to-0.06; P= .011), cynicism (mean difference 0.43, 95% CI 0.02-0.84; P= .041), exhaustion (mean difference 0.84, 95% CI 0.41-1.27; P < .001), and SF-8 mental health (mean difference-6.49, 95% CI -9.60 to-3.39; P < .001). Mental health and well-being of nursing home managers worsened during the pandemic, potentially placing them at risk for leaving their jobs and in need of improved support. These findings should be a major concern for policy makers, particularly given serious prepandemic workforce shortages. Ongoing assessment and support of this understudied group are needed.

Measuring social responsibility towards employees in healthcare settings in Egypt and its interrelation to their job satisfaction.

Developing a valid tool to measure perceived social responsibility (SR) practices towards employees and examining the impact of employee-centered SR considerations on the employees' job satisfaction. A cross sectional survey of employees at three private hospitals was conducted. Data was collected using a self-administered questionnaire. It consists of baseline characteristics, structured SR measuring scale, job satisfaction questionnaire and Perception of Empowerment Instrument (PEI). The questionnaire developed to measure SR towards employees showed excellent internal consistency reliability (Cronbach's alpha is > 0.7). A considerable number of SR criteria were perceived as partially or fully met by the majority of studied employees except for rewarding, training activities, salary satisfaction and enhancement activities. Significant correlation was found between employees' job satisfaction and all domains of SR as well as employees' empowerment. Multiple linear regression analysis showed that significant predictors of employee's satisfaction are fulfillment of economic and social responsibility criteria as well as the level of perceived empowerment. In healthcare industry in Egypt, fulfillment of the basis for SR is one of the predictors of achieving high job satisfaction. Extra-performance rewarding and career development should be looked at while managing human resources.

Zadovoljstvo poslom fizioterapeuta zaposlenih u procesu medicinske rehabilitacije

Introduction: Many professions in modem society are being greatly challenged, and the work productivity of employees is of great interest for conducting good business. Job satisfaction is certainly one of the factors that influence work productivity. As a multidimensional and complicated construct, job satisfaction includes internal and external dimensions. Professional dissatisfaction is often cited by healthcare workers who are exposed toincreased risk primarily due to stress, burnout at work, maintaining a balance between one's private life and work, as well as due to the increasing burden of diseases and lack of manpower. Objective: To examine job satisfaction among physiotherapists, their stress levels, work productivity, and quality o f life. Methodology: The research was done as a cross-sectional study. Using the Job Satisfaction Questionnaire, the Work Stress Questionnaire, the Working Ability Index, and the Quality o f Life Questionnaire, we surveyed physiotherapists of both sexes, who are aged 20 and over and employed at the "Dr. Miroslav Zotovic" Rehabilitation Clinic in Belgrade. Results: 87 respondents with an average age of 43.20 years participated in the research. The average work experience of the respondents is 18.68 years, while the respondents have spent an average of 12.61 years in their current workplace. The respondents expressed the greatest satisfaction with the attitude of the patients towards them, as well as with the direct cooperation with colleagues. The lowest satisfaction was related to the financial compensation for one's work. The results thus indicate that inadequate financial compensation, inadequate material resources for work, and an inadequate work space are the most common stressors. Conclusion: Physiotherapists are satisfied with their work. The greatest satisfaction is reflected through the attitude o f patients towards physiotherapists, as well as through the cooperation with colleagues.

Job Satisfaction and Self-Perceptions Among Ecuadorian Medical Doctors During Their Compulsory Rural Community Social Service: A Countrywide Cross-Sectional Analysis.

Job satisfaction has been shown to have important effects at the organizational level. In various corners of the world, physicians are obliged to perform a period of social service, generally at the first level of care in rural or remote areas. To describe the level of job satisfaction and perceptions of Ecuadorian rural physicians regarding compulsory social service. A descriptive, cross-sectional study was conducted based on a self-administered online questionnaire from February to March 2022, in Ecuadorian rural physicians who were performing their compulsory social service. Participants were invited through official outreach groups. A total of 247 surveys were included in this study. We assessed job satisfaction by means of the S20/23 job satisfaction questionnaire and compared these results with sociodemographic variables and job characteristics of the participants. We performed the reliability test (Cronbach's alpha) to find the validity of the S20/23 questionnaire in physicians performing compulsory social service. The majority of participants were women (61.0%), and overall job satisfaction was 4.1/7.0 pts. "indifferent." The only satisfaction factor in which a predominance of dissatisfaction was found related to benefits/remuneration (43.3%). Participants' perceptions of wrong academic guidance during training, insufficient induction, and negative experiences during work were related to higher levels of dissatisfaction (P < .05). The level of job satisfaction of Ecuadorian rural physicians during their compulsory social service was low and graduates indicated a neutral attitude toward job satisfaction in general. Negative perceptions with respect to training and expectation formation prior to and during the mandatory social service generated greater dissatisfaction. The Ministry of Health of Ecuador, as an organizational entity, should implement improvements to increase the job satisfaction of recently graduated physicians, given the implications that this experience may have for their professional future.

Job Satisfaction Level among Millennial Generation Employees

As the millennial generation entered the workplace, the workplace scenario has changed. HR Strategies shall also be formulated according to the needs of the millennium generation.&nbsp; In the present paper, efforts have been made to analyze the Job Satisfaction Level of Millennial Generation employees working in the Delhi-NCR Region. Millennials Generation is typically defined as people born between 1980 and 2000. Delhi NCR region has been chosen because of its diversity and cosmopolitan nature. It is believed that the NCR region represents the entire nation as a whole. The job Satisfaction Questionnaire developed by the University of Minnesota has been used in this paper. The paper can help HR managers to develop suitable recruitment, deigning pay matrices, and job satisfaction improvement strategies for their employees in the contemporary scenario.&nbsp

The Effectiveness of Mindfulness Based Stress Reduction Training on Increasing of Emotional Intelligence, Job Satisfaction and Mental Health of a Petroleum Employees

Background and Aim: One of the major challenges of managers at different levels of the organization is how to create a suitable platform for employees so that they can perform their duties properly with responsibility and a sense of commitment, have the ability to adapt and adapt to the environment and enjoy their work and life. The main goal of this study was to investigate the Effectiveness of Mindfulness Based Stress Reduction training on increasing of emotional intelligence, job satisfaction and mental health of a petrochemical employees. Methods: The research method of this study was a quasi-experimental pre-test-post-test type with a control group, and the statistical population of this research was consisted off all employees who referred to the occupational health center of this Petrochemical company in June 2022. Among a statistical sample of 200 male volunteers who referred to this center, those their GHQ-28 score were one standard deviation above the cutoff point, 40 individuals were selected by purposive sampling method and randomly divided them to two experimental and control groups. The experimental group underwent eight sessions of 90-minute mindfulness-based stress reduction training (Kabat Zain, 2003), but the control group did not receive any training. The research instruments were the emotional intelligence questionnaire (Bradbury &amp; Greaves, 2005), the general health questionnaire (Goldberg &amp; Hillier, 1978) and the Minnesota job satisfaction questionnaire (Weiss, Davis, England, and Lafquist, 1977). SPSS-24 was used for statistical analysis of data. Results: The results of multivariate covariance analysis showed that mindfulness-based stress reduction training is effective on emotional intelligence, mental health, and job satisfaction. Also, the results indicated that mindfulness-based stress reduction training was also effective on the subscales of emotional intelligence and mental health. Conclusion: Therefore, it can be concluded that stress reduction training based on mindfulness can be used to increase emotional intelligence, mental health and job satisfaction of employees in industrial companies.

The Role of Flexibility and Competence on Work Performance According to the Mediating Role of Job Satisfaction Among Young Teachers in Sistan and Baluchistan Province

Background and Aim: The most important task of education in this era, considering the complexity and expansion of science, is to first improve the performance of teachers and managers and to set precise targets to measure their performance. The present study was conducted with the aim of investigating the role of flexibility and competence on work performance with regard to the mediating role of job satisfaction among young teachers in Sistan and Baluchistan province. Methods: In terms of the purpose it was an applied study, the in terms of data collection it was a survey and it was a descriptive- correlation study. the statistical population was 440 young teachers of Sistan and Baluchistan province, who were selected using the Cochran formula and random sampling method. Multi-stage cluster, 205 people were selected as the sample size. Library and field data collection methods and tools for measuring written documents and four questionnaires, including Martin et al.'s human resources flexibility questionnaire (2005), Motahrinejad and Jahangard's teacher competence questionnaire (2017) and Patterson's occupational performance questionnaire (1922). Minnesota Job Satisfaction Questionnaire (MSQ) was used among teachers. The validity of the tool was measured through face, content and construct validity, and reliability was measured through Cronbach's alpha and composite reliability. Structural equation modeling method was used for data analysis using SPSS-v23 and Smart Pls-v3 software. Results: The results showed that flexibility and competence have a significant effect on work performance according to the mediating role of job satisfaction among young teachers in Sistan and Baluchistan province. Conclusion: The results of the research showed that examining the role of job flexibility and competence on the work performance of young teachers with the mediation of job satisfaction can lead to efficient and satisfactory performance in the field of education.

MENTORING AND JOB SATISFACTION, AS PREDICTORS OF TEACHERS’ RETENTION IN PUBLIC SECONDARY SCHOOL IN BENIN CITY, NIGERIA

The supply and demand of teachers in the educational industry is an important challenge faced by many countries of the world, including Nigeria. This shortage of teachers was occasioned by the departure of older and more experienced teachers from the profession, while a low number is recruited and this has affected negatively student learning and had also incurred large economic costs. It has been observed that schools the world over, struggle to recruit and retain quality teachers because the teachers are not satisfied with their job due to poor welfare. The study examined mentoring and job satisfaction as predictors of teachers’ retention in public secondary schools in the Benin City. To achieve this purpose, four research questions were raised. The descriptive survey research design was adopted for the study. The population of the study consisted of teachers in the 150 public secondary schools in Benin City, while the sample size was 700 teachers drawn from 50 schools. The research instrument was a questionnaire titled “Teachers Mentoring and Job Satisfaction Questionnaire (TMTSQ)”. It was validated by three experts in Measurement and Evaluation, and two others from Educational Management at, the University of Benin, Nigeria. The reliabilities of the instrument were ascertained using Cronbach Alpha and gave alpha values of 0.89 and 0.90 for mentorship and job satisfaction of teachers. The data collected were analyzed using mean, standard deviation, multiple regression, and ordinal regression. The findings that emerged from the study showed that the retention rate of teachers was high, and the level of mentorship and job satisfaction of teachers was also high. It also revealed that mentorship and job satisfaction predict teachers’ retention significantly, and the experience of teachers increases the likelihood of teachers’ retention in secondary schools. It was therefore recommended among others that, for teachers to be retained in secondary schools, mentoring strategies and job satisfaction measures should be adopted.

Emotional Intelligence and Job Performance of Employees working in the Financial Sector of Pakistan: Job Satisfaction as the Mediator

The financial sector in Pakistan is rapidly experiencing changes and reforms that impact the employees’ job performance. Although the argument on how to predict the financial sector employees’ job performance remains complex and always a hard task to evaluate. Preliminary research identifies the existing literature gaps by scrutinizing the substantial role of emotional intelligence (EI) in employees’ job performance (JP). Furthermore, this research explored the association of emotional intelligence, (i.e., self-regulation, self-motivation, self-awareness, and social skills) with job performance along with the mediational role of employees' job satisfaction. For this varied purpose, the sample of N=224 financial sector employees were selected from different cities of Pakistan having an age range between 25 to 50 years. Reliable questionnaires were used for data collection i.e., Emotional Intelligence Questionnaire (Schutte et al., 1998), Individual Work Performance Questionnaire (Koopmans et al., 2013), and The Minnesota Job Satisfaction Questionnaire (Spector, 1997,1985). Results revealed a positive association between EI with the JP of the employees. Furthermore, analysis of covariance depicted, emotional-intelligence is a covariate that established a significant outcome on employees’ job performance. Whereas the gender found to have no significant role. Moreover, employees’ job satisfaction significantly mediated the relationship between emotional intelligence and job performance. Comprehensively, this research comes up with meaningful management implications for the financial sector management of Pakistan at the same time as their training and development departments, to design and plan the programs for their prospective employees to enhance their job performance by strengthening their level of emotional intelligence.

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country.

The main objective of the present study is to assess the role of professional and personal aspects in determining job satisfaction of garment industry workers in Bangladesh as a developing country. The present study is conducted on 350 workers from 25 garment factories in Dhaka, Narayanganj, and Gazipur, three districts of Bangladesh where the garment industry dominates. The study location and sample size were determined based on the random sampling method. All the participating workers were interviewed in the light of a predetermined questionnaire. Statistical Package for Social Science-SPSS software, version 24.0 was used for data analysis. Brayfield-Rothe Job Satisfaction Measurement Scale (JSMS) and Questionnaire for Measuring Satisfaction with professional aspects (QMSPA) has been used in this study. The results of the current study showed that, among personal aspects, only age significantly impacted the respondents' overall job satisfaction. The respondents' overall job satisfaction was also significantly influenced by all professional factors. Between the personal and professional facets, the importance of professional factors as determinants of job satisfaction is greater than that of personal factors. The results of the present study suggest that since professional aspects are the main components of job satisfaction, it is necessary to ensure the proper presence of these components. Factors such as pay, job security, and adequate and appropriate amount are indicators of job satisfaction. All parties involved in the garments industry such as employer-worker, regulatory body BGMEA, BKMEA, policy-making body, government, and factory authorities can take into account the results of this study and determine future course of action to increase workers' job satisfaction.

Professional values and job satisfaction neonatal intensive care unit nurses and influencing factors: A descriptive correlational study

BackgroundSince the neonatal intensive care unit (NICU) is a vital ward in the hospital, evaluating NICU nurses' satisfaction and professional values is vital for improving health care quality. This study aimed to investigate professional values and nurses' job satisfaction in NICU nurses and influencing factors. MethodsThis analytical cross-sectional study was conducted on 316 NICU nurses in NICUs of nine hospitals in Fars province, Iran, from October 2018 to May 2019. The subjects were selected by the census method. Herzberg's Job Satisfaction Questionnaire and Nurses Professional Values Scale-Revised were used for data collection. Data were analyzed by SPSS version-24. ResultsResults showed a significant correlation between the total score of professional values and job satisfaction and also with its subscales (i.e., motivational and hygiene factors) (P < 0.001). However, age, marital status, education level, and working position were predictors of professional values, and type of hospital, insurance, and income were predictors of job satisfaction (P < 0.001). In motivational factors, job satisfaction was related to nursing values such as trust, caring, activism, professionalism, and justice (P < 0.001). ConclusionGenerally, job satisfaction was significantly correlated with nursing professional values in all subscales, especially trust. Furthermore, being single and working in a private hospital was associated with higher professional values and job satisfaction. Therefore, managers should provide better facilities and work conditions for their personnel. In addition, they are recommended to create a sense of trust between nurses and their coworkers.