Life Satisfaction Of Employees Research Articles

Rethinking ethical climate: conjoint elevation of life satisfaction and customer-orientation through a stronger inner life

PurposeIn this study, to empirically test the relationship between ethical organizational climate, inner life (IL) and life satisfaction (LS) of employees, a field study was conducted on white-collar personnel working in the service sector in the Istanbul region. The main purpose was to extract an approach that could be applied to simultaneously boost LS and customer orientation for effective service delivery by organizations.Design/methodology/approachA two-wave time-lagged survey design was used to collect the data over a period of three months. Two sets of self-administrated survey questionnaires were developed for both waves, containing the details of the study and items for measuring variables. The questionnaires were developed in such a manner that the anonymity of the respondents and ethical considerations remained intact. In the first wave, data were collected for two variables, i.e. organizational ethical climate and IL. The measurement scale for organizational ethical climate was adapted from the study of DeBode et al. (2013) and for IL from the study of Fry et al. (2017). In the second wave, data on the remaining two variables (LS and organizational customer orientation) were collected. Direct effects and indirect effects in the hypotheses were tested by structural equation modeling (SEM).FindingsThis study has found that the organizational ethical climate strengthens the inner lives of employees, which is vital for the organizations from two angles: one, strong IL of an employee enhances his/her own LS and two, stronger IL accentuates customer orientation.Research limitations/implicationsThe fact that the context of this study is limited to Turkey and that the participants are selected from among white-collar personnel working in the service sector reduces the representativeness of the research result. In this sense, in the next stages, the model of the research can be retested in different industries or cross-cultural studies can be designed by comparing the study results with samples from different geographies, so that the validity of these relations for different cultures can be seen.Practical implicationsThe implications of this study revealed that employees will enjoy their lives more when authorities in organizations adopt organizational policies supporting the inner lives of employees, feel respect for their private areas and make the organizational climate more ethical. Hence, with practices such as workplace spirituality or spiritual leadership that support the inner lives of employees, the motivation and satisfaction of employees can be increased.Social implicationsThis study revealed that inner life strength makes people comparative more ethical in their dealings, which gives them a sense of achievement and enhances work meaningfulness, boosting LS and customer-orientation. The findings of this study are vital for leaders, as they can achieve a conjoint elevation of the LS of their employees and enhance customer orientation for higher organizational performance.Originality/valueThis study is original in emphasizing the positive effect of spiritually powerful inner-life customer-orientedness in employees with empirical proof.

Expanding career adaptability: connections as a critical component of career success

PurposeSubjective career success has been widely researched by academics and researchers as it provides job and career satisfaction that can lead to the perceived life satisfaction of employees, as well as their engagement in organizations. This study demonstrates that subjective career success depends not merely on career adaptability but also on the connections people build throughout their professional lives.Design/methodology/approachThe study was conducted in the socioeconomic context of Latvia with a sample size of 390 respondents. Interpersonal behavioral factors from the perception of career success measure and the influence of the Career Adapt-Abilities Scale (CAAS) on subjective career success (two statements from Gaile et al., 2020) were used. The constructed research model was tested using the SPSS 28 and WarpPLS 8.0 software tools. The primary data analysis method used was partial least squares structural equation modeling (PLS-SEM). Then 12 moderators and their effects on the main relationships of the model were reviewed.FindingsThe study confirms that relationships at work have the most significant effect on subjective career success, followed by control behaviors and curiosity behaviors. Moreover, a list of significant and insightful moderation effects was found, most significantly the relationship between connections and subjective career success.Originality/valueUntil now, the CAAS was not integrated with the behaviors and attitudes that depict the social relationships of individuals at work. This study aims to narrow this gap by exploring whether (and, if so, how) career adaptability and interpersonal relationships in the workplace (i.e. professional connections) contribute to subjective career success.

The Challenges of Tourism Sector Employees in Türkiye: Aegean Region Example

The aim of this study is to reveal the challenges experienced by employees in the tourism sector in Türkiye and to privede suggestions for the remediation of issus.The method of the research is a qualitative research method. Research sample includes 21 tourism employees in the Aegean Region, which is one of the important regions of the tourism sector for Türkiye. A semi-structured interview form has been used for the research. The form contains 6 open-ended questions and 5 demographic variables. Content analysis has been used in the research. According to the results, the most important challenges of employees have become evident as low wage level, long working hours, lack of social-cultural activities, lack of motivation, and insufficient accommodation opportunities in Türkiye. An important point that draws attention here is that the challenges expressed by employees indicate the dimensions of job satisfaction. At this point, it can be said that tourismsector employees have no/insufficient job satisfaction. In this respect, it may be recommended to measure the job satisfaction of tourism sector employees in future research. In order to eliminate or alleviate these challenges, wage policies can be reconsidered and wage increases can be achieved, wage policies specific to the tourism sector can be developed. Regarding the regulation of long working hours, the 4-day working week model is currently implemented in various countries of the world (such as England and Germany). Pilot applications can be made for tourism workers. In addition, social-cultural activities can be organized for employees at regular intervals. Lodgings and houses close to workplaces can be provided by employers to improve accommodation opportunities for their employees. Thus, improving the problems of employees in the tourism sector, which is an important source of income for Türkiye, will increase both the quality of life and job satisfaction of employees.

The effects of government labour intervention on firm performance and innovation

ABSTRACT The government sets legal limits on the number of working hours to minimize the negative effects of long working hours. Reducing legal working hours increases employee life satisfaction by decreasing mental and physical health problems. However, reducing legal working hours may decrease the firm’s future investment opportunities, which reduces the firm’s competitiveness. This study uses a quasi-experimental design to explore the negative effects of reducing legal working hours on firms. Specifically, we build a difference-in-differences (DID) model to explore the negative effects of reducing legal working hours on a firm’s ROI and innovation. We find reducing legal working hours decreases a firm’s ROI and innovation.

Differences in Work-Life Balance, Flexible Time Arrangement, and Life Satisfaction of Employees of the Ombudsman of the Republic of Indonesia According to Education Level

This research aims to determine the differences in Work-Life Balance, Flexible Time Arrangement, and Life Satisfaction of Indonesian Ombudsman employees according to education level. This research uses a quantitative research approach. The research population used was the Ombudsman of the Republic of Indonesia, while the sample used was 102 employees. The sampling technique uses random sampling for employees who have a high school, diploma, bachelor's degree, level II and level III educational background. The data analysis technique uses the Statistical Package for the Social Sciences (SPSS) application with Two Way ANOVA to test the research hypothesis. The results of this research show that there is no difference in employee work-life balance according to education level, indicated by sig, 0.245>0.05, There is a difference in employee flexible time arrangements according to education level, indicated by p-value 0.030 <0.05, There is a difference in life satisfaction employees according to education level, indicated by a p-value of 0.024 <0.05. Recommendations for further research should be to conduct more research to gain more information and look for solutions to strengthen the life satisfaction of RI Ombudsman employees which can be encouraged with flexible time arrangements so that work-life balance can be carried out well and appropriately in the work of each employee.

How job autonomy influences life satisfaction: the role of work-family enrichment and segmentation preference

Purpose Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference. Design/methodology/approach Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships. Findings The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation. Practical implications The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences. Originality/value This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.

Motywacja i zaspokojenie potrzeb w pracy a work-life balance i poczucie satysfakcji z życia pracowników polskich korporacji w okresie przed pandemią Covid-19

Introduction: Maintaining a balance between personal and professional life (work-life balance, WLB) is one of the key factors important for the effectiveness of functioning in the professional area and also has a direct impact on the sense of satisfaction with life. The article explores the relationship between motivational factors and needs satisfaction at work and WLB and life satisfaction. Research Aim: The aim of the research was to determine the relationships between the different types of motivation regulation postulated in the theory of self-determination by Deci and Ryan (2000) and the satisfaction of needs at work (autonomy, competence and bonds with other people) and WLB and the sense of life satisfaction of corporate employees. Method: The study covered 82 employees of five institutions from the financial sector, aged 22 to 62.27 (33%) of the respondents held a managerial position. The following questionnaires were used in the study: “Work-Life Balance” (Hill Hawkins, Ferris, Weitzman, 2001), “SWLS” (Juczyński, 2012), Work Extrinsic and Intrinsic Motivation Scale (WEIMS) Tremblay, Blanchard, Taylor, Pelletier, Villeneuvei (2009), and Basic Psychological Need Satisfaction Scale – Work Domain (Deci et al., 2001). Results: Among the respondents, a negative relationship between amotivation – lack of motivation to work and WLB was found. The factor that turned out to be positively associated with WLB was the satisfaction of the need of autonomy at work. Positive relationships were also found between intrinsic motivation and life satisfaction, as well as WLB and life satisfaction. Conclusions: The results of the study indicate that it is not so much the specific type of motivation that affects the maintenance of WLB, as the lack of motivation is associated with the disturbance of this balance. The key need that is met at work translates into WLB is the need for autonomy. Our study reported a positive relationship between WLB and life satisfaction. This means that maintaining a work-life balance can be considered as one of the important aspects of well-being.

The impact of Covid 19 pandemic on life satisfaction and health of Iranian bank employees

BackgroundCOVID-19 pandemic has affected various aspects of human life. Bank employees who are more in contact with people are more likely to be infected during the pandemic situation. Moreover, mental, physical and social impacts of COVID-19 are more intense among these employees.Objective: this study aims to determine the effect of COVID-19 pandemic on bank employees’ health and life satisfaction in Iran. MethodsThis cross-sectional study was conducted during the fifth wave of COVID-19 from July to October 2021. The population included all the employees of Tejarat Bank in 20 provinces of Iran, 350 of whom were selected using the multi-stage cluster sampling method. The data were collected by demographic questionnaire, 12-item short-form (SF-12) personal health assessment survey and satisfaction with life scale (SWLS). The objective of the study was examined by the structural equation modeling (SEM). ResultsThe results showed the two default models of health function (CFI = 0.95) and life satisfaction (CFI = 0.99) had acceptable fit. Assessing the bank employees with COVID-19 revealed this disease had no direct impact on life satisfaction (β = −0.05, P = 0.28) and health function (β = 0.04, P = 0.48). However, it had a direct impact on physical function (β = −0.18, P = 0.001) and, consequently, an indirect impact on life satisfaction. Moreover, low mental function reduced life satisfaction. ConclusionCOVID-19 infection had no direct impact on life satisfaction. However, it had an indirect and positive impact on it. Considering gender showed COVID-19 infection had a direct and positive impact on life satisfaction among women. The employees who recovered from COVID-19 infection reported higher life satisfaction after returning to work for various reasons than those who never got it.

Happiness in newsroom contracts: communicative resistance for digital work and life satisfaction

Digital-era newsworkers in the United States have steadily joined trade unions since 2015. This article examines all 22 collective bargaining agreements (CBAs) of one such union, the Writers Guild of America, East (WGAE), which were ratified between April 2015 and June 2022, with an eye toward better understanding employee digital job and life satisfaction. Bringing together critical political economy of media, industrial relations, and labor research, the article argues that the collective bargaining agreement is a communicative means through which digital newsworker unions express employee resistance to particular labor issues. It is also a legal mechanism articulating solutions to these issues that could provide the basis for employee life satisfaction. Grounded in a content analysis, this article finds that the WGAE CBAs incorporate language on workplace rights, newsworkers’ benefits, and limits on management rights, revealing the relative weight of different union solutions to newsworkers’ digital-era grievances. The CBAs also communicatively constitute the conditions for digital newsworkers’ happiness and subjective well-being. By proposing a relational model of digital newsworkers’ CBAs, researchers and practitioners could better understand the language that is needed to communicatively constitute and facilitate happiness in newsrooms, supporting digital job and life satisfaction among newsworkers.

Employee Life Satisfaction: The Role of COVID-19-Related Fear and Worries and Employee Resources

The aim of the study was to explore the factors that could alleviate the negative consequences of the COVID-19 pandemic on employee life satisfaction. We analyzed personal resources such as belief in free will and self-evaluated work efficiency, as well as condition and energy resources related to working conditions (i.e., employment stability, remuneration, and change on mode of work) as moderators of the relationship between COVID-19 fear and COVID-19 worries and life satisfaction. The results showed that life satisfaction among employees was negatively associated with COVID-19 worries, belief in free will and remuneration level. However, it was not associated with COVID-19 fear. The results also indicate that belief in free will may be a personal resource that increases life satisfaction only when the level of this arousal is low in the case of worries of COVID-19.

Being a woman in a “man’s work”: effects of gender roles on occupational commitment and life satisfaction of women

PurposeBased on the role congruity theory (RCT), this study aims to determine the effects of gender roles on life satisfaction and occupational commitment levels of female employees working in law enforcement.Design/methodology/approachHypotheses were tested through a series of hierarchical regression analyses on the data collected from 394 female respondents who are having their first year in law enforcement.FindingsBoth male and female gender roles were positively related to the life satisfaction levels of women working in law enforcement. Female gender role was also positively linked to higher levels of occupational commitment. The link between male gender role and occupational commitment was nonlinear; therefore, the positive relationship between the variables turns into a negative one for higher levels of male gender role.Originality/valueThis study furthers the understanding of RCT and its implications regarding how gender roles link to work-related outcomes, especially for women working in a male-dominated work context.

The Impact of Influence Aspects of Work and Organizational Commitment on Employee Life Satisfaction

Life satisfaction is an important thing for workers and companies, if life satisfaction is not fulfilled it will have an unfavorable impact. A good workplace experience results in an optimistic psychology and produces a high sense of happiness, and has an impact on life satisfaction. In the spillover theory, it is found that the influence aspect of work is determined by the surrounding environment. This research was conducted on Domestic Container Terminal workers in Indonesia. Where the sampling used is purposive sampling method with the criteria of employees who have a working period of more than 2 years. Data acquisition using survey methods, by means of questionnaire data distributed online using Google-form with Whatsapp social media. This study used a sample of 245 respondents with a total of 49 items. The results of the study can be used by companies, namely how to maintain the life satisfaction of workers, so that workers continue to get positive spillovers which can directly help the company to achieve the set targets. With this, employers can make future strategies in the field of Human Resources related to how to increase bonding with workers so that harmony between employers and workers is well created, one of which is by the way companies must pay attention to job stress experienced by workers by providing opportunities for workers to be involved in the organization, then providing work motivation by providing promotion and career development opportunities. It can be interpreted that everything leads to worker life satisfaction so that it can have a positive impact on individuals and organizations.

Informational Justice, Organizational Communication, and Job Insecurity in the Early Stages of the COVID-19 Pandemic

Abstract: The early stages of the COVID-19 pandemic were a time of great job insecurity. Knowledge of how such feelings of insecurity were mitigated during a time of crisis has important implications for the development of future interventions. Drawing from uncertainty management theory (UMT), we explored the impact of informational justice perceptions on the effects of job insecurity in a sample collected during the early stages of the pandemic (March–May 2020). The findings indicated that informational justice buffered the impacts of job insecurity on employee life satisfaction and perceived ability to perform. Furthermore, the source of information regarding COVID-19-related job changes mattered for predicting informational justice perceptions. Our findings bolster UMT and have important practical implications for future times of crisis.

What Is the Mediating Role of Communication Skills and Sexual Satisfaction between Job and Life Satisfaction of Healthcare Employees?

There are three areas of harmony in human life that are related to each other: "work environment", "love-to be loved-sexual area" and "social environment". Incompatibility and dissatisfaction in one area can also affect other areas. Therefore, the aim of this study is to examine the relationship between job satisfaction, life satisfaction, communication, and sexual satisfaction of healthcare employees. The data collected by questionnaires from 394 employees working in university hospitals in Turkey were analysed using SPSS and AMOS programs. The findings show that there is a positive relationship between the job and life satisfaction of employees of healthcare organizations. Additionally, the findings revealed that communication skills and sexual satisfaction have a mediating role between job satisfaction and life satisfaction of employees in healthcare organizations. Life satisfaction, sexual satisfaction, and relationships are some of the factors that should be considered by healthcare organizations. It would be beneficial to employees and the public if health policy makers implemented programmes to enhance job satisfaction.

The Impact of Influence Aspects of Work and Organizational Commitment on Employee Life Satisfaction

Life satisfaction is an important thing for workers and companies, if life satisfaction is not fulfilled it will have an unfavorable impact. A good workplace experience results in an optimistic psychology and produces a high sense of happiness, and has an impact on life satisfaction. In the spillover theory, it is found that the influence aspect of work is determined by the surrounding environment. This research was conducted on Domestic Container Terminal workers in Indonesia. Where the sampling used is purposive sampling method with the criteria of employees who have a working period of more than 2 years. Data acquisition using survey methods, by means of questionnaire data distributed online using Google-form with Whatsapp social media. This study used a sample of 245 respondents with a total of 49 items. The results of the study can be used by companies, namely how to maintain the life satisfaction of workers, so that workers continue to get positive spillovers which can directly help the company to achieve the set targets. With this, employers can make future strategies in the field of Human Resources related to how to increase bonding with workers so that harmony between employers and workers is well created, one of which is by the way companies must pay attention to job stress experienced by workers by providing opportunities for workers to be involved in the organization, then providing work motivation by providing promotion and career development opportunities. It can be interpreted that everything leads to worker life satisfaction so that it can have a positive impact on individuals and organizations.

An Investigation on Hope and Life Satisfaction of Employees in the Aviation Sector in New Normal Era

The aim of the study is to examine the level of hope and life satisfaction of the workforce negatively affected by the COVID-19 pandemic in the post-pandemic period and to measure the effect of hope on life satisfaction. This period, when the COVID-19 restrictions were lifted and individuals returned to the workplace, is described as the new normal era. It is wondered whether life satisfaction increases as the hope of the employees increases. Because hope is a driving force for individuals to reach their goals. There is a need to be hopeful in order to cope with challenges and uncertainty. Therefore, It is considered that the current study will provide contribution to organizational behaviour. In addition, it is predicted that the results of the hope and life satisfaction levels of aviation sector employees who have working challenges will give an idea to the sector managers. The research was carried out at three airports operating in Turkey. The data were obtained from 245 people working at these airports by means of a survey according to the convenience sampling method. The research is based on the quantitative data analysis method. According to the findings of the study, the hope and life satisfaction levels of aviation sector employees were above the average in the post-pandemic period. According to the correlational relationships, gender had a significant and negative relationship with life satisfaction and hope, respectively. While age had a significant and positive relationship with life satisfaction; age did not have a significant relationship with hope. Moreover, there was a significant and positive relationship between hope and life satisfaction and hope predicted life satisfaction significantly and positively.

Paternalistic leadership as an antecedent: Examining the comprehensive model of nurse's life satisfaction.

Paternalistic leadership style has progressively intrigued organisational behaviour study in the last two decades. An abundance of research is integrating the existing literature on leadership and positive organizational culture to better understand the processes through which leadership leads to life satisfaction. One such mechanism through which specific leaders influence life satisfaction is work-family conflict (WFC) and family-work conflict (FWC). Paternalistic leadership is a significant antecedent to develop subordinates' life satisfaction because it integrates discipline with fatherly support. However, no research exists to date on the effect of paternalistic leaders on subordinate' WFC and FWC, which in turn affects their life satisfaction. The current study examines the impact of paternalistic leadership on employee life satisfaction using a sample of 198 nurses from public sector hospitals of Sindh province in Pakistan. The data was collected through survey questionnaires, and Smart-PLS-SEM was used to test the proposed hypotheses. The primary goal of this study was to investigate the relationship between paternalistic leadership and life satisfaction. At the same time, there were significant mediation effects on life satisfaction. The findings indicate that paternalistic leadership positively impacted life happiness through decreasing followers' WFC. However, it has a detrimental influence on FWC, which mediates the effect on subordinates' life satisfaction.

The impact of rumination on life satisfaction of hotel employees during the COVID-19 pandemic: the mediating role of fear of COVID-19 and the moderating role of sedentary lifestyle.

It is important to determine the individual factors that cause the differentiation of negative reactions of individuals due to epidemics. The purpose of this study is to investigate the moderating role of a sedentary lifestyle and the mediating role of fear of COVID-19 on the relationship between rumination and life satisfaction. Intense rumination is known to have a negative impact on individuals' life satisfaction levels. Very little is known about variables that may mediate and moderate this relationship. The study was conducted with staff members of five-star accommodation establishments in Turkey. Data were collected with a quantitative research method via questionnaires, completed by 386 full-time employees. The results show that rumination negatively affects life satisfaction, and fear of COVID-19 has a mediating role between rumination and life satisfaction. In addition, the study concluded that a sedentary lifestyle moderated the indirect effect of rumination on life satisfaction through fear of COVID-19. This finding indicates that the negative impact of rumination on life satisfaction, mediated by fear of COVID-19, decreased, as the active lifestyle level of employees increased. The results indicate the importance of active lifestyles in reducing negative impacts of the fear of being infected with a disease during times of crisis such as outbreaks and ruminative thoughts on lifestyle. The findings of this study provide substantial contributions with respect to how outbreak-related negative reactions occur and differ.

The effect of work-life balance on work engagement mediated by job satisfaction and life satisfaction

This study aims to examine the effect of work-life balance on Work engagement mediated by job satisfaction and life satisfaction in BAPAS Class I Denpasar employees. The sample size used in this study was 50 people with the method of determining the sample, namely saturated sampling. The data were analyzed by using the PLS-based SEM analysis technique. The results showed that work-life balance had an insignificant negative effect on work engagement, job satisfaction had a significant positive effect on work engagement, life satisfaction had a positive and insignificant effect on work engagement, the work-life balance had a significant positive effect on job satisfaction, and work-life balance had a significant positive effect on work engagement. significantly positive on life satisfaction, job satisfaction mediates the effect of work-life balance on work engagement, and life satisfaction does not mediate the effect of work-life balance on work engagement. It is recommended that companies understand the needs of work-life balance, job satisfaction and employee life satisfaction so as to increase Work engagement.

Pay Attention to Those Who Are Not Epidemiologically Affected by COVID-19 Pandemic

Psychological distress, which has become widespread globally amid the COVID-19 pandemic, poses detrimental consequences on the lives of employees and the functioning of organizations. The present study seeks to explore the nexus between psychological distress, perceptions of health, and employee life satisfaction. A survey was conducted on 246 employees working in Indian organizations, and the data were analyzed using hierarchical regression analysis. The findings show that an employee's life satisfaction is greatly reduced by psychological distress. It was further observed that perceptions of health moderate the link between psychological distress and employee life satisfaction. Organizations should therefore implement psychological interventions and conduct training programs in order to cope with adverse impacts of perceived poor health and psychological distress in employees. Organizational researchers, HR managers, and organizational psychologists can also use psychological testing and conduct established interventions, which can help employees handle psychological distress and cultivate enhanced life satisfaction during unprecedented circumstances.