Level Of Job Satisfaction Research Articles

Occupational stress, burnout, and job satisfaction amongst Spanish speech-language pathologists

Purpose The current research aimed to determine the prevalence and the relationships between perceived stress, burnout, and job satisfaction among practicing speech-language pathologists (SLPs) in Spain. In addition, their perspectives and experiences related to their job were explored. Method A mixed methods research design was used with cross-sectional quantitative and qualitative methodology. Four hundred and thirty-eight SLPs completed the Perceived Stress Scale, the Maslach Burnout Inventory, and the Font Roja Job Satisfaction Questionnaire in order to report perceived stress, burnout, and job satisfaction, respectively. Ten SLPs participated in semi-structured interviews. Result With respect to stress, 61.6% of SLPs reported a moderate level of stress and 18.7% reported a high level of stress. With respect to burnout, only 7.56% of the participants met the criteria commonly used for its diagnosis. However, 45.2% of SLPs reported a high level of emotional exhaustion, and 52.7% expressed a low degree of personal accomplishment. Job satisfaction was average for 94% of SLPs and high for just 1% of participants. The level of job satisfaction was significantly related to job stress, emotional exhaustion, and depersonalisation. Qualitative content analyses produced themes and subthemes regarding work recognition, relationships with people in the workplace, work conditions, and job control. Conclusion A noteworthy percentage of SLPs reported emotional exhaustion and reduced personal achievement. Findings suggest that strengthening job control and social support might become protective factors to avoid the full development of burnout, which should impact positively on an individual’s wellbeing and, in turn, the quality of the services provided.

Ethical leadership, employees’ job satisfaction and job stress in the restaurant industry

PurposeThis paper aims to investigate how employees’ perception of the ethical conduct of their leaders affects their level of job stress and job satisfaction in the restaurant industry, specifically in the context of Pakistan. Therefore, this research investigated the relationship between ethical leadership and job satisfaction, and job stress as a mediator between ethical leadership and job satisfaction.Design/methodology/approachThis research is based on a quantitative method, employed a survey strategy, utilized a cross-sectional research design, and data was collected using a convenient sampling technique. In all, 236 questionnaires from the front-line employees of the restaurants were used for data analysis. Initially, normality (univariate and multivariate), demographic description, descriptive analysis and common method bias were computed using Statistical Package for Social Sciences (SPSS v23) software. Moreover, direct and indirect effects were conducted using SmartPLS v3 software.FindingsResults of this research indicate a (i) negative relationship between ethical leadership and job stress, (ii) positive relationship between ethical leadership and job satisfaction, (iii) negative relationship between job stress and job satisfaction and (iv) job stress play a mediating role in the relationship between ethical leadership and job satisfaction.Research limitations/implicationsThis study highlights several theoretical and practical implications, thereby providing more insight into how job satisfaction can be maximized in the restaurants of Pakistan.Originality/valueThis research is novel, as it highlights the direct and indirect effect of ethical leadership behavior on job satisfaction, specifically in the context of the restaurants of Pakistan.

Democratic Leadership and Job Satisfaction: Moderating Role of Age and Gender

The job satisfaction level of employees in an organization is subject to alteration because of the leadership style of the managers. Different leadership styles can have different effects on the job satisfaction levels. This study attempts to provide a comprehensive understanding of the impact of democratic leadership on job satisfaction, along with the moderating role of age and gender in this impact, through an empirical investigation in Nepalese Commercial Banks where 5 out of the 10 highest profit-earning banks in the second quarter of FY 2079/80 were taken as samples for the study and questionnaires were distributed. It uses a multiple regression model, evaluates the dummy indicator regression of democratic leadership and job satisfaction, and discusses the findings of the analysis, which indicate that democratic leadership had a positive and significant impact on job satisfaction as the coefficient of multiple determination calculated is 0.433. The adoption of a democratic leadership style by the managers led to an increase in the job satisfaction levels of the employees because of the emphasis on participative behavior, motivation, and communication. Similarly, both age and gender played no significant moderating role in democratic leadership’s impact on job satisfaction as the adjusted R-square values are 0.402 for females, and 0.506 for males, gender-wise, and it is 0.823 for the age group (22-26) and 0.506 for 26 and above, age-wise. This paper concludes with the implication that a democratic leadership style should be adopted by the leaders to instill a participative environment and satisfy the employees. It also establishes the foundation for additional in-depth research in the future, in line with the limitations of this study.

Current Status of Hospitalist Practice and Factors Influencing Job Satisfaction in Korea.

Although the roles and responsibilities of hospitalists have grown considerably in recent years, research on the current job status and satisfaction levels of Korean hospitalists is lacking. We investigate the present state of Korean hospitalists and the factors influencing their job satisfaction 6 years after the pilot program's launch. This cross-sectional analysis was based on an online survey conducted from January 30 to February 18, 2023. Korean hospitalists (N = 303) MAIN MEASURES: The survey encompassed participant demographics, hospital information, education, clinical practice, research involvement, and job satisfaction. We employed multiple logistic regression analyses to identify determinants of satisfaction as a hospitalist. The analysis was based on 79 hospitalists' responses (response rate 26%). Respondents had a median age of 39 years; approximately half were male internal medicine specialists, possessing over 3 years of hospitalist experience. Most respondents were interested in clinical work (94.4%), with only 21.5% interested in research and evidence-based medicine. Over two-thirds indicated that non-clinical duties occupied less than 20% of their time. Overall, job satisfaction among hospitalists averaged 51.9%. Notably, the availability of a research mentor was significantly associated with job satisfaction (P = .011). While hospitalists with more than 3 years of experience, more hospitalists per facility, and autonomy were associated with increased job satisfaction, these associations were not statistically significant. Furthermore, there was no association between night shift work, work type, or work hours and job satisfaction. Although Korean hospitalists primarily focus on clinical practice, our study underscores the positive impact of mentorship from research mentors on job satisfaction, supported by comprehensive univariate and multivariate analyses. These findings signal a progressive transformation in the role of Korean hospitalists, as they increasingly engage in research alongside patient care.

Pengaruh Kepemimpinan, Motivasi dan Disiplin Kerja terhadap Kepuasan Kerja Guru di SMP Negeri 17 Balikpapan Utara

Teacher Job Satisfaction has a crucial role in improving the quality of education in schools, and internal factors such as effective leadership, high motivation and good work discipline have been identified as important elements in creating a conducive work environment. This research aims to explore the extent to which leadership, motivation and work discipline influence the level of teacher job satisfaction at SMP Negeri 17 North Balikpapan. By identifying the relationship between these variables, this research also aims to provide relevant recommendations for the development of human resource management policies in these schools. The research uses a quantitative approach with data collection methods through questionnaires. The sample consisted of 35 teachers at SMP Negeri 17 North Balikpapan, who were selected using non-probability techniques. The collected data is analyzed using statistical techniques such as regression to test the proposed hypotheses. The software used in this research uses smartPls. The research results show that leadership has a positive but not significant influence on teacher job satisfaction. Motivation is proven to have a positive and significant influence on job satisfaction, while work discipline also has a positive influence on teacher job satisfaction. These findings provide a deeper understanding of the factors that influence teacher job satisfaction at SMP Negeri 17 North Balikpapan, as well as practical implications for the development of human resource management in schools.

Professional quality of life in cardiovascular nurses: differences between cardiology and pediatric cardiology clinic - pilot study

Abstract Background/Introduction Nursing can be a rewarding profession as it involves helping others. However, it is demanding, particularly for Cardiovascular nurses who may be exposed to stressful situations, patient suffering, and death. Additionally, work-related issues such as shift work, work overload, and excessive bureaucracy can pose challenges. It is necessary to consider that caring for children presents unique challenges compared to caring for adults, which can impact the Professional Quality of Life (ProQoL) and its domains. Purpose In this study, we aimed to investigate differences in ProQoL between nurses working in pediatric cardiology and adult cardiology units. Methods Nurses working in pediatric cardiology and adult cardiology units were enrolled in the study. The Polish version of the ProQoL 5 questionnaire was collected using a paper form. The specific domains of satisfaction, job burnout, and stress were calculated according to the questionnaire key. Moreover, data on age, additional places of employment and working hours were collected. The study examined the relationship between these factors and ProQoL domain scores using the R-Spearman correlation. Scores from each domain were compared between clinics using U-Mann-Whitney tests and a two-sided Fisher's exact test. Results The study involved 13 pediatric cardiology staff: six midwives, six nurses, one paramedic, and 29 adult cardiology staff: 26 nurses, two paramedics and one medical caretaker. No differences were found in any of the ProQoL domains between those working with children and those working with adults: p=0.74 for satisfaction, p=0.90 for burnout and p=0.77 for stress. A trend of lower age was observed among those working in the Paediatric Cardiology Department. The majority of nurses, regardless of ward, reported high or intermediate job satisfaction, as well as low or moderate levels of stress and burnout. Only one person employed in the adult Cardiology department reported a low level of job satisfaction. Older age was associated with higher job satisfaction (R=0.32; p=0.04) and lower levels of burnout (R=-0.31; p=0.048). Additionally, a higher number of working hours per month was associated with burnout (R=0.41; p=0.007). Satisfaction was negatively associated with burnout (R=-0.51; p<0.001) and positively correlated with stress (R=0.35; p=0.04). However, burnout was not associated with stress (p=0.56). Conclusions Regardless of the different work specifications in departments, related to working with children or adults, the ProQoL does not differ significantly. Older age may be positively associated with ProQoL. It may be the result of greater work experience. A higher number of working hours per month is associated with burnout, so it is therefore appropriate to emphasize the importance of occupational health and encourage not to overwork. A multicentre study could further define the differences in ProQoL and the influencing factors.

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.

To Study the Relationship Between Assertiveness and Job Satisfaction in the Workplace

The following study aims at establishing the relationship between assertiveness and job satisfaction in the workplace environment. Assertiveness, that involves the capability of freely advocating for one’s self and assertive rights whilst respecting other people’s rights in organizational relationships is a core interpersonal competence. Employees’ job satisfaction, on the other hand, is a critical measure of their level of satisfaction in their workplace that influences productivity, turnover and subsequently organizational outcomes. Survey questionnaire was used to obtain data from a diverse sample of employees that include the level of assertiveness and job satisfaction. Researched questions and hypotheses testing were based on correlation and one way ANOVA procedures with a view of ascertaining the nature and extent of relationship between assertiveness and job satisfaction. The present research reveals that assertiveness bears a positive though insignificant association with job satisfaction. Gender does not significantly influence job satisfaction; however, gender plays a crucial role in determining assertiveness levels. On the same note, no significant differences were found in assertiveness and job satisfaction among the age groups

Work Balance in the Phase of a Depressed Economy and Employees Job Satisfaction in Selected Organizations in Rivers State

This study examined the relationship between work balance in the phase of a depressed economy and employee’s job satisfaction in selected organizations in rivers state, Nigeria. The research aim to determine the extent to which strategies to maintain work balance impact job satisfaction in the face of economic challenges. The study employed a correlational research design to explore this relationship, focusing on organizations in Rivers State. The population of the study consists of employees in selected organizations, with a sample size of 76 employees determined through a stratified random sampling technique. Data is collected using a self-structured questionnaire titled: Work Balance in a Depressed Economy Questionnaire (WBDEQ) and Employees’ Job Satisfaction Questionnaire (EJSQ). The questionnaire distribution and collection to selected employees took place over a period of four months ranging from October 2023 to February 2024. Participants were assured of the confidentiality of their responses and their right to withdraw from the study at any time. During this period, the 76 copies of the instrument were distributed, only 69 were returned. Of these, 4 were not correctly filled out, leaving the researcher with only 65 valid copies that were used for data analysis. To ensure content validity, a pilot study was conducted with a subset of participants to test the validity and reliability of the questionnaire to make necessary adjustments. Thereafter, a reliability index of .87 was calculated using Cronbach Alpha method based on the outcomes of this analysis. Descriptive statistics, such as mean and standard deviation, was used to answer the research questions, while inferential statistics, such as Pearson's Product-Moment Correlation (PPMC), was utilized to test hypotheses at a significance level of 0.05. The statistical analysis was conducted using SPSS version 23.0 software. The findings revealed a significant positive relationship between strategies to maintain work balance in a depressed economy and employees' job satisfaction. This suggested that organizations implementing effective strategies to address work balance in challenging economic times are likely to experience higher levels of job satisfaction among their employees. The study concluded that by addressing work balance issues, organizations can improve employee job satisfaction, leading to increased productivity and a more positive organizational culture. Recommendations are made for organizations in Rivers State to focus on developing and implementing strategies that support work balance to improve overall employee job satisfaction.

Unmasking Job Satisfaction: Insights from Tribal India’s Nurses amongst the COVID-19 Pandemic

Abstract Background: Even prior to the pandemic, India’s nursing workforce faced a severe shortage, exacerbating the challenges they now face during the global health crisis. When compared to the WHO norm of 1:300, the lack of trained nurses is much worse, with a nurse-to-population ratio of 1:670. The level of job fulfilment experienced by healthcare workers on the frontlines is closely linked to how well strategies for preventing and managing significant emergencies are put into action and their overall impact. Aims: However, the job satisfaction status of Indian frontline healthcare staff during the fight against COVID-19 remains unexplored, so the present study was conducted to assess the job satisfaction during the pandemic of COVID-19 among the nurses. Patients and Methods: This cross-sectional, quantitative study was conducted for a duration of 1 month among 139 nursing staff currently working at hospital. A survey questionnaire was designed according to relevant guides, which gathered demographic details and job satisfaction using Job Satisfaction Scale (JSS) developed by Spector et al. The nurses were approached individually by investigator and were requested to complete the questionnaire on the same day. The MS Excel spreadsheet was used to enter the collected data. The Chi-square test was performed to find the association between poor JSS score and independent variables. An association was considered significant if the P < 0.05 for all tests (two-tailed) at a 5% level of significance. Results: The mean age for the 139 nursing staff was 27.37 ± 4.193 years. The overall mean score for JSS was 150.75 ± 31.591 and based on median (156 or less) as cut off for the poor JSS, nearly 47.5% of nurses were having poor JSS score. The Chi-square test analysis showed that the nurses of younger age (<25 years), staying at rented house, residing alone, working for more hours daily (6 or more) and having lesser night duties/month (<10 days) were significantly (P < 0.05) associated with the poor overall JSS. Conclusion: The findings of the study might be of great reference value for improving the job satisfaction level of nursing staff during public health emergencies, developing nursing staff security policies, and promoting the establishment of emergency response teams.

Impact of dimensions of organisational culture on employee satisfaction and performance level in select organisations

The study explores the impact of different dimensions of organisational culture on job performance and satisfaction level of employees via mediating effect of psychological capital. The cause-and-effect relationship of employees’ job performance with job satisfaction and satisfaction with life is determined. The structural equation modelling method is used for determining the relationship among factors. There is a significant and positive impact of organisational culture on employees’ job performance that indeed affects the job and life satisfaction level of people in the organisations. Psychological capital plays a significant partial mediating role between organisational culture and employees’ job performance.

Factors affecting psychological resilience, self-efficacy and job satisfaction of nurse academics: A cross-sectional study.

The study aimed to determine the factors affecting psychological resilience, self-efficacy and job satisfaction in nurse academics. Nurse academics follow an emotionally and mentally intense career path, along which they are required to balance many different roles and responsibilities, including teaching, research and guidance. However, in some cases, this equilibrium is disrupted and may cause functional disruptions; in achieving this balance, resilience, self-efficacy and job satisfaction play important roles. The data of this cross-sectional study were collected between January and April 2023, and 446 nurse academics were included in the study. The Descriptive Characteristics Information Form, Brief Psychological Resilience Scale (BPRS), General Self-Efficacy Scale (GSES) and Job Satisfaction Scale (JSS) were used to collect the research data.We adhered to the STROBE checklist for reporting. A significant positive relationship was found between general self-efficacy levels and psychological resilience and job satisfaction levels. There is a significant positive relationship between job satisfaction levels and age, total years of service, psychological resilience and general self-efficacy levels. In addition, it has been noted that family relationships, friend relationships and academic title factors were effective on the nurse academics' psychological resilience, self-efficacy and job satisfaction levels. Managers can play an important role in increasing the psychological resilience, self-efficacy and job satisfaction levels of nurse academics by developing strategies for these effective factors. Governments need to ensure that nurse academics have an appropriate career framework that enables them to balance the competing demands on their time and that they have adequate mentoring and support in the early stages of their careers to enable them to adapt to working life as a nurse academic.

The relationship between job satisfaction and motivation levels of nurses working in burn units

BackgroundFor nurses working in specialized units such as burn units, having adequate levels of job satisfaction and motivation is crucial for enhanced productivity in order to maintain quality nursing care. MethodsA cross-sectional, descriptive, correlational design was used in the study. The study aimed to investigate the job satisfaction and motivation levels of nurses working in burn units, the relationship between job satisfaction and motivation levels, and the influencing factors. The study sample consisted of 73 nurse managers/clinicians who worked in burn services or intensive care units in September and December 2023. The data were collected with “Demographic and work characteristics form,” “Job Satisfaction Scale for Nurses (JSSN)”, “Nurse Job Motivation Scale (NJMS)”. Data were analyzed using Independent Samples T-test, One-Way ANOVA, and Mann-Whitney U tests to compare the descriptive characteristics of nurses and the scale scores. Correlation and regression analyses were conducted to reveal the relationship between the descriptive characteristics and scale scores of the nurses. ResultsThe mean age of the nurses was 30.26 ± 7.99 years, and 60.3 % were bachelor's degree graduates. The nurses had an average of 8.64 ± 8.25 years of experience in the profession and an average of 4.77 ± 5.39 years in the burn unit. The total score average for the NJMS was found to be 66.49 ± 5.56, and the JSSN score average was 3.46 ± 0.58. A weak negative relationship was found between the JSSN subscale "Suitable Support from Seniors" and age (p < 0.05), "Perceived importance at the job" and the working years in the burn unit (p < 0.05). ConclusionsA positive correlation was observed between job satisfaction and job motivation of the nurses. If older nurses cannot get support from their supervisors, their satisfaction will be decreased. In addition, if more experienced nurses in the burn unit do not feel importance on the job, their satisfaction will be decreased.

Advisors and inspectors for the development of organic agriculture in Italy

The advisory services play a pivotal role in addressing the challenges of the European green transition and enhancing the quality of services along the organic agricultural supply chain. However, there is limited evidence regarding the role and current working conditions of professionals supporting organic farming. The present study aims to fill this gap by investigating the working characteristics and job satisfaction levels among Italian organic advisors and inspectors. The analysis of selected variables encompassing interviewee characteristics, work activities, and satisfaction metrics provides insights into the perspectives of advisors and inspectors on their roles and working conditions. The findings reveal that while technicians generally express satisfaction with their remuneration and opportunities for personal and professional growth, they also report significant stress levels and workload. Identifying variables influencing satisfaction levels was pursued to measure the association between variables. This research establishes a foundation for developing strategies to enhance the well-being and effectiveness of organic farming advisors and inspectors, thereby promoting agricultural knowledge and innovation. One potential avenue for further investigation is monitoring agricultural technicians' operational activities at both the national and regional levels.

Correlations of factors associated with job values, job stress and job satisfaction among hospital nursing assistants.

To investigate the correlation between job values, job stress, and job satisfaction among nursing assistants in a hospital setting. A cross-sectional study. Data were collected from nursing assistants working in a regional hospital and a medical center in Northern Taiwan. A self-rated structured questionnaire was used to collect data on participants' demographic characteristics, job values, job stress, and job satisfaction. Descriptive statistics, t test, one-way analysis of variance, Pearson's correlation coefficient, and stepwise regression were used for data analysis. A total of 135 questionnaires were distributed; of them, 132 were returned, resulting in a response rate of 97.8%. The average age of the participants was 57.08 ± 5.86 years, with the majority being female, high school educated, and married. Most participants (70%) had >5 years of experience in working as nursing assistants. The average job satisfaction score of was 63.63, indicating a moderate level of job satisfaction. Job satisfaction exhibited a significantly positive correlation with job values but a significantly negative correlation with job stress. Job value was negatively correlated with job stress. Stepwise regression revealed that job values significantly explained the variance in job satisfaction among hospital nursing assistants. Nursing assistants are integral to clinical practice. To enhance their job satisfaction and professional development, health-care institutions and policymakers should implement strategies such as providing continual training, offering recognition and rewards to enhance sense of accomplishment. This study involves no patient or public contribution.

The Role of Social Support as a Moderating Variable on the Effect of Work Family Conflict and Work Stress on Job Satisfaction Among Married Employees at BBPPMPV BOE Malang

Job satisfaction is one of the important things for companies, especially BBPPMPV BOE Malang, because if the level of job satisfaction in a company is high, it can provide significant long-term benefits for the growth and success of the company. This study aims to determine the effect of work-family conflict and work stress on job satisfaction with social support as a moderating variable. The type of research conducted in this study is quantitative research with an Explanatory Research approach. The population in this study were married employees at BBPPMPV BOE Malang City, totaling 190 people from different divisions. The sampling technique in this study is using quota sampling technique with a total of 100 samples from the total population. The analytical tool used for data processing in this study is SmartPLS version 4.0. The findings of this study show that the work-family conflict variable does not affect job satisfaction. The work stress variable has a significant negative impact on job satisfaction. Social support does not moderate the relationship between work-family conflict and job satisfaction. However, social support significantly positively moderates the impact of work stress on job satisfaction.

Exploring the Role of Perceived Supervisor Support: A Serial Mediation of Approach Job Crafting and Thriving at Work in Enhancing Job Satisfaction

The purposeof this study is to explore the underlying mechanism of approach job crafting and thriving at work that explain the relationship between perceived supervisor support and job satisfaction amongpublic sector employees. Drawing on job demand and resource model and organization support theory, the study aims to investigate the proposed serial mediation in public sector employees in Pakistan. By examining the sequential relationships among perceived supervisor support, approach job crafting, thriving at work, and ultimately job satisfaction, this research seeks to provide a comprehensive understanding of the dynamics within public sector organizations and offer insights for enhancing employee satisfaction. Based on cross sectional data from 369 public sector employees,Smart PLS 4andstructural equation modeling (SEM) wereemployedto analyze the data and study the serial mediation effect. Strong empirical evidence was found for all the proposed hypotheses. The findings indicated that stronger perceptions of supervisor support are associated with higher levels of job satisfaction among employees. Furthermore, approach job crafting and thriving at work mediate this relationship, highlighting theemployee behavior to actively shape theirroles and experiences at work. The findings show a path for public sector employees to capitalize on the antecedents to employee job satisfaction. Furthermore, it is suggested that public sector organizations should encourage active supervisor support to promote employee job satisfaction. In doing so, it is important to ensure that the employees are provided a workplace that pursues and encourages approach job crafting for enhanced levels of job satisfaction through thriving at work. This study expands theresearch on approach job crafting and sheds light on important conditions under which perceived supervisor support promotes job satisfaction in public sector employees in Pakistan. The study holds importance for public sector employees, supervisors and the public sector departments at large.

Factors Related to Levels of Burnout and Job Satisfaction in Family Physicians (Cross-sectional Research)

Factors Related to Levels of Burnout and Job Satisfaction in Family Physicians (Cross-sectional Research)

Investigation of Work-Family, Family-Work Conflict, Job Satisfaction and Life Satisfaction of Kitchen Staff According to Some Socio-Demographic Characteristics

This study aims to investigate the correlation between conflict and satisfaction among kitchen workers. The study examines 610 kitchen staff in 5-star hotels in Manavgat, Antalya, Turkey, using personal information form and subject-specific scales for data collection. The study found that employees experience work-family conflict more frequently than family-work conflict. Furthermore, a positive correlation was observed between work-family and family-work conflict, whereas a negative correlation was identified between both types of conflict and job and life satisfaction. Interestingly, family-work conflict was positively correlated with job satisfaction but had no significant impact on life satisfaction. The study found that individuals who worked longer hours experienced higher levels of work-family and family-work conflict, leading to decreased job and life satisfaction. In contrast, those who enjoyed their job reported higher levels of job and life satisfaction and lower levels of work-family and family-work conflict. The study's findings will aid in developing comprehensive solutions to address the identified issues among employees and employers.