Lower Levels Of Job Satisfaction Research Articles

Leadership Styles of Head teachers in Relation to Teachers’ Job Satisfaction: A Case Study of the Volta Region – Ghana

Purpose: The present study focuses on exploring the leadership styles of basic school headteachers, and their effects on teachers’ job satisfaction in Ghana’s Volta region. Methodology: Two research questions and one hypothesis guided the study. The study adopted a descriptive research design. The study was conducted in the Volta region of Ghana. The population of the study are 3,009 headteachers and 17,889 teachers in the 18 districts in the Volta Region. The sample size of the study was 191 headteachers and 328 teachers. Multi-stage sampling technique was used to draw the sample size. The Multifactor Leadership Questionnaire (MLQ) and Mohrman-Cooke-Mohrman Job Satisfaction Scale (MCMJSS) was adopted for the study. Findings: It was found that headteachers identified moderate levels of transformational, transactional, and laissez-faire as the leadership styles adopted by headteachers. Also, the majority of the headteachers had a very low level of job satisfaction whereas the majority of the teachers had a very high level of job satisfaction. Among the three leadership styles, transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Unique Contributor to Theory, Policy and Practice: The results shows that headteachers identified moderate levels of transformational (M = 7.68, SD = 0.83), transactional (M = 7.51, SD = 1.15), and laissez-faire (M = 6.94, SD = 1.89) as the leadership styles adopted by headteachers. It shows that 128 (71.9%) of the headteachers had a very low level of job satisfaction, while 30 (16.9%) had a very high level of job satisfaction. On the contrary, 153 (52.8%) of the teachers had a very high level of job satisfaction while 21 (7.1%) had a very low level of job satisfaction. The three leadership styles; transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Based on the findings of the study, relevant conclusions were drawn.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

BURNOUT AND JOB SATISFACTION. A PILOT STUDY AMONG EMPLOYEES OF ROMANIAN CULTURAL RESEARCH INSTITUTIONS

Burnout is associated with lower levels of job satisfaction. It holds particular importance in the delivery of public services, since employees encounter both psychological-emotional and mental pressure. Due to the recent events that have set the stage for a financial crisis, employees may be forced to work longer hours and experience burnout as a result of the need for more financial resources. The findings presented in this work are applicable to the present situation and help fill the gaps in our understanding of public sector employee burnout and satisfaction levels and the factors that contribute to their development. This study presents a research conducted at the National Institute for Cultural Research and Training. The aim was to identify the levels of burnout and satisfaction among the institution's human resources. Additionally, the study aimed to determine the factors that influence both of these factors. Simultaneously, the researchers examined the relation between burnout and satisfaction among the participants. The research employed a questionnaire as the primary instrument, incorporating two validated tests from the specialised literature: the Maslach Burnout Inventory for assessing burnout levels and the Job Satisfaction Survey for measuring satisfaction levels. After careful analysis and interpretation of the data, it was found that the level of burnout among the institution's personnel is influenced by the presence of conflicts in the workplace. Regarding HR satisfaction, it was discovered that the monthly salary level has no impact on the level of satisfaction and does not lead to increased satisfaction among employees, even if they receive a larger income compared to their peers. Finally, by analysing the relationship between burnout and satisfaction, it was discovered that there exists a negative correlation between the two variables. This implies that a higher degree of burnout is associated with a lower level of satisfaction, while a lower degree of burnout is associated with a higher level of satisfaction among employees.

Assessment the Job Satisfaction and Intention to Quit the Job among Staff Nurses

Background: The nursing profession is essential to the healthcare system, primarily focused on patient care and health restoration. Recent studies have highlighted a global shortage of nurses and the consequential impact on healthcare delivery. Job satisfaction and retention are crucial in addressing these shortages, yet little is known about the current state of these factors among nurses in teaching hospitals. Objective: This study aimed to assess job satisfaction and the intention to quit among nurses in a teaching hospital to identify key factors that could help improve retention rates and job satisfaction. Methods: A descriptive cross-sectional survey was conducted over a six-month period at a teaching hospital. The study involved 138 nurses, including registered nurses, diploma nurses, and graduate nurses. Data were collected using a validated questionnaire, focusing on demographic variables, job satisfaction, and turnover intentions. The sample size was calculated using Sullivan's formula, and the analysis was performed using SPSS version 25. Descriptive statistics were employed, and the normality of data distribution was verified. Results: The study found varying degrees of job satisfaction among nurses. Only 30.4% of participants were satisfied with their compensation, and 52.1% doubted their career choice. About 50% were actively looking for better job opportunities. A significant 60.1% reported that working hours negatively impacted their social life, and 70.3% experienced a lack of support from management. Additionally, only 51.0% of nurses found communication from management to be clear. Conclusion: The low level of job satisfaction and high intention to quit among nurses at the teaching hospital indicate urgent needs for improvement in compensation, management support, and work-life balance. Strategies to enhance communication and support from management could potentially increase job satisfaction and reduce turnover intentions.

Emotional burnout, job satisfaction, and intention to leave among pre-hospital emergency healthcare workers during the COVID-19 pandemic.

With the onset of the COVID-19 pandemic, pre-hospital emergency healthcare workers (PHEHW) assumed critical responsibilities in controlling and preventing the spread of the virus. This descriptive study aimed to explore the emotional burnout, job satisfaction, and intention to leave among PHEHW during the COVID-19 pandemic. The study was conducted with 401 emergency medical technicians and paramedics. The Sociodemographic Data Form, the Emotional Burnout Scale, the Job Satisfaction Scale, the Intention to Leave the Profession Scale were used to collect data. The findings were assessed with a significance level set at p < 0.05 and a 95% confidence interval. The participants demonstrated moderate scores in emotional burnout, job satisfaction, and intention to leave the profession. The analysis revealed a negative correlation, indicating that as emotional burnout increased, job satisfaction decreased, and the intention to leave the profession heightened. Notably, the participants who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, underwent COVID-19 testing, and experienced the loss of a healthcare worker due to COVID-19 exhibited higher levels of burnout. Furthermore, those who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, and lost a healthcare worker due to COVID-19 reported lower levels of job satisfaction. Additionally, participants who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, and experienced the loss of a healthcare worker due to COVID-19 displayed a greater intention to leave the profession. It is important to implement improvement initiatives that will increase the motivation and job satisfaction of PHEHW. These include the regulation of working hours and shifts, augmenting staff numbers, enhancing working conditions, improving salaries, and implementing strategies aimed at fostering motivation and job satisfaction.

Perceptions of Quality of Interprofessional Collaboration, Staff Well-Being and Nonbeneficial Treatment: A Comparison between Nurses and Physicians in Intensive and Palliative Care.

This study assessed differences in interprofessional collaboration, perception of nonbeneficial care, and staff well-being between critical care and palliative care teams. In six German hospitals, a staff survey was conducted between December 2013 and March 2015 among nurses and physicians in intensive and palliative care units. To allow comparability between unit types, a matching was performed for demographic characteristics of staff. N = 313 critical care and 79 palliative care staff participated, of which 72 each were successfully matched. Critical care nurses perceived the poorest overall quality of collaboration compared with critical care physicians and palliative care physicians and nurses. They also reported less inclusive leadership from attendings and head nurses, and the least collaboration on care decisions with physicians. They were most likely to perceive nonbeneficial care, and they reported the lowest levels of job satisfaction and the highest intention to leave the job. In partial correlations, aspects of high-quality collaboration were associated with less perceived nonbeneficial care and higher staff well-being for both critical care and palliative care staff. Our findings indicate that critical care teams could improve collaboration and enhance well-being, particularly among nurses, by adopting principles of collaborative work culture as established in palliative care.

Examining the Antecedents of Novice STEM Teachers' Job Satisfaction: The Roles of Personality Traits, Perceived Social Support, and Work Engagement.

It is reported that teachers' satisfaction levels are lower and stress levels are higher than other professional groups in many countries. This is especially true for science, technology, engineering, and mathematics (STEM) teachers. Considering job satisfaction has a direct impact on turnover intention, low satisfaction levels have led to high turnover rates and thus exacerbated the shortages of STEM teachers. Hence, there is an urgent need to explore the antecedents of novice STEM teachers' job satisfaction. This study proposes a new model to show how novice STEM teachers' personality traits and perceived social support influence their job satisfaction. A total of 2592 novice STEM teachers in eighteen randomly selected high schools in China were recruited. Data were analyzed using the structural equation modeling approach. The results illustrated that most novice STEM teachers had low levels of job satisfaction. Novice STEM teachers' personality traits could directly and indirectly impact their job satisfaction. Meanwhile, novice STEM teachers' job satisfaction was also directly influenced by work engagement and indirectly influenced by their perceived social support. Our findings theoretically contribute to the understanding of the determinants of STEM teachers' job satisfaction and have important practical implications.

The importance of recovery and staffing on midwives’ emotional wellbeing: A UK national survey

BackgroundThere is currently a gap in the evidence on how working practices, such as the ability to take rest breaks, finish on time or intershift recovery influence outcomes. AimThe aim of this study was to explore the association of individual characteristics, work-related factors and working practices on emotional wellbeing outcomes of UK midwives. MethodsAn online cross-sectional survey collated data between September and October 2020. Outcomes explored were work-related stress, burnout, being pleased with their standard of care, job satisfaction and thoughts about leaving midwifery. Univariate analysis identified the explanatory variables to be investigated using multivariable logistic regression. FindingsA total of 2347 midwives from the four UK nations completed the survey. No standard approach in monitoring safe staffing or in-shift or intershift recovery was found. There were high levels of work-related stress, burnout and thoughts about leaving midwifery, and low levels of job satisfaction, with just half of midwives reporting they were satisfied with the standard of care they could provide. Multivariable regression revealed that working practices variables, generally related to impeded recovery or compounded by staffing issues, had a significant association with poorer emotional wellbeing outcomes. ConclusionThis research has demonstrated an association between impeded recovery, including a lack of formal methods to monitor this, and poorer emotional wellbeing outcomes, and that staffing levels are highly influential in determining outcomes. There is a need to re-evaluate current approaches to job design and how midwives are expected to work.

Job and personal resources: boosting work engagement and job satisfaction in hospitals

The low level of job satisfaction (JS) among hospital staff is associated with the low level of work engagement (WE). To examine WE, the Job demand-resources theory is often applied. This study aims to see the effect of job resources (JR) and personal resources (PR) on WE and their impact on JS. This is a quantitative study that takes a cross-sectional method. The sample consisted of 244 employees of the Haji Hospital Makassar in South Sulawesi Province who were selected by random quota sampling and then analyzed using the Path Analysis test on SPSS AMOS 26. The results showed that JR (p-value 0.002&amp;lt;0.005, E=0.131) and PR (p-value 0.001&amp;lt;0.005, E=0.170) had a significant effect on WE. JR has a direct influence on JS (p-value 0.022&amp;lt;0.005, E=0.375). Although the indirect effect of JR on JS work engagement (WE) through is not significant (p-value 0.065&amp;lt;0.005), meanwhile, PR has a significant direct (p-value 0.001&amp;lt;0.005, E=0.248) and indirect (p-value 0.035&amp;lt;0.005, E=0.047) effect on JS. This study concludes that the direct influence path of PR is the best path for enhancing employee JS in hospitals.

Patients and Health Professionals' Perceptions of Primary Health Care Services in Saudi Arabia: A Scoping Review.

This scoping review aims to identify and summarize existing evidence concerning the quality and capacity of PHC services in the Kingdom of Saudi Arabia (KSA) with a focus on the patients and healthcare professionals' perceptions of PHC. This review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The digital library, PubMed, and the search engine Google Scholar were searched to broaden our results for primary research involving patient and/or health professionals' perspectives on Primary Healthcare in KSA. A total of 38 publications were selected for the scoping review. Several studies examined patients' overall satisfaction with PHC services (n=14) while others focused their investigation on specific services provided by PHC (n=3). Several studies assessed the perceptions of certain groups of patients (n=5). Several studies examined health professionals' perceptions of the use of electronic health records (n=3), the safety culture (n=2), communicable disease management (n=1), emergency services (n=1), laboratory services (n=1), cost-effectiveness (n=1), and leadership (n=1). This review also included studies that assessed the health professionals' job satisfaction and burnout (n=6). Patients were satisfied with some aspects of PHC services while recognizing that improvements in some areas were needed. These included waiting time, physician-patient communication, access to the services in rural areas, patient involvement in disease management, and oral health. Health workers were positive about certain quality aspects and services provided by PHC such as EHRs, safety culture, communicable disease management, emergency services, and laboratory services. Health workers demonstrated a low level of job satisfaction due to several reasons, including, working conditions, financial incentives, and burnout.

The role of coping strategies in subjective wellbeing indicators of non-profit workers

This study examines the relationship between coping styles, job satisfaction, and subjective wellbeing among non-profit (NPO) workers serving refugees. A sample of 228 paid and volunteer NPO workers based in Turkey was analysed, revealing generally high levels of job satisfaction and widespread utilisation of coping mechanisms. The most common coping strategies among NPO workers include social support, exercise, and prayer/spirituality. Interestingly, while no significant variations were found in happiness and life satisfaction scores based on coping strategies, there were significant differences in job satisfaction scores. Specifically, employing prayer/spirituality as a coping strategy is associated with higher levels of happiness, life satisfaction, and job satisfaction. These results suggest the potential benefits of incorporating prayer/spirituality into coping mechanisms within the NPO work. Conversely, workers who did not utilise any coping strategies reported the lowest levels of job satisfaction, highlighting the importance of employing coping strategies to enhance job satisfaction in NPO work.

The Mental Wellbeing of Child and Adolescent Mental Health Service (CAMHS) Workers in England: A Cross-Sectional Descriptive Study Reporting Levels of Burnout, Wellbeing and Job Satisfaction.

In the UK, there has been a notable increase in referrals to specialist children's mental health services. This, coupled with shortages of qualified staff, has raised concerns about the escalating occupational stress experienced by staff in this sector. In this brief report, we present cross-sectional quantitative data from 97 staff members working in one Child and Adolescent Mental Health Service (CAMHS) in the UK during spring 2023, reporting on their wellbeing, job satisfaction, and burnout. Our findings reveal that over a third of CAMHS staff experienced moderate or high levels of work-related burnout; 39% reported moderate or high levels of personal burnout, but levels of client-related burnout were much lower (13%). Both work- and client-related burnout showed a robust negative relationship with job satisfaction, with higher burnout predicting lower levels of job satisfaction. Only a small proportion of respondents reported high levels of wellbeing, with about a quarter experiencing levels of wellbeing that can be considered indicative of mild or clinical depressive symptoms. Whilst these results are from a small sample in one area of the UK, they present an important snapshot of CAMHS staff wellbeing and are discussed in the context of similar trends reported in the wider NHS sector.

The Mediating Role of Anxiety in the Relationship between Job Satisfaction and Psychosocial Functions of Nurses and Pediatricians in PICUs.

Job satisfaction refers to an individual's overall attitude towards their job. It is influenced by various factors such as work environment, job role, work-life balance, compensation, anxiety, opportunities for growth and development. However, low levels of job satisfaction can have a significant impact on an individual's mental health and overall well-being. We contacted this study in order to assess the effect of PICU nurses' and pediatricians' job satisfaction on their psychosocial functioning and to examine the role of anxiety as a mediating factor in this relationship. A sample of 155 nurses and pediatricians at 7 University Hospitals in Greece has consented to participate in the study. Socio-demographic data, Hamilton Rating Scale for Anxiety, Minnesota Satisfaction Questionnaire -short form and a Brief Inventory of Psychosocial Functioning were used to evaluate anxiety, job satisfaction and psychosocial functions. According to our results, participants with moderate or severe levels of anxiety showed moderate or low job satisfaction, while moderate or severe anxiety was also associated with low levels of participants' psychosocial functioning. Job satisfaction is a dynamic situation that is affected by the levels of anxiety of each worker in PICU. The presence of anxiety may be related to comorbid mental health disorders since it affects the psychosocial functions of the worker. We propose a longer rest period, a change of department in case an employee wishes it or shows symptoms of increased stress or another mental health disorder, regular assessments by mental health experts for all PICU's staff and support after a diagnosis of a mental health problem.

Turnover intentions of police officers: Influence of burnout, supervisor support, and job satisfaction

Abstract Public service employees are often those in front-line positions, and face stress due to their boundary spanning job requirements. During the Covid 19 pandemic, additional strain was felt by these front-line workers as they were required to continue close contact with others. For police officers, stress may lead to psychological effects such as burnout, lower levels of job satisfaction, and higher levels of turnover intentions. Additionally, some occupational groups such as policing are at a higher risk of developing mental health problems. This is becoming increasingly important for many cities and their police department budgets, as increasing labor costs for staffing and turnover has become a major concern. This study seeks to better understand how these specific factors influence turnover intentions for police officers in a mid-size suburban US police department, how organizations can help address mental health, and make practical suggestions on how to impact these staffing decisions.

Relationship Between Job Satisfaction and Burnout Among Nurses

Over the last spans burnout and job satisfaction were highly momentous in nursing. Burnout and job satisfaction is a psychosomatic issue that appears in difficult personal relations as sections of their work environment Objective: To explore the relationship between job satisfaction and burnout among nurses. Methods: A descriptive correlational study design was used to determine the relationship between job satisfaction and burnout in nurses. The study sample is 133 staff nurses. A convenient sampling technique is used to collect data from nurses of Jinnah Hospital Lahore. The study took approximately 9 months. Data analysis were done through SPSS version 21.0. Results: The majority of nurses were found to be unsatisfied with their jobs. It was observed that staff nurses' job burnout and its element existed. Most of the nurses were higher levels of depersonalization and emotional weariness compared to low accomplishment when it came to burnout components, particularly concerning emotional exhaustion. The biggest percentage of nurses experienced severe burnout and low levels of job satisfaction. The KMO, Bartlett’s test, Cronbach alpha, correlations, ANOVA, coefficients, and value have been checked the validity and reliability in our context. The value shows negative and significant results. Which also identified a substantial negative association between job satisfaction and burnout. Conclusions: Most nurses are facing significant levels of burnout and low level of job satisfaction. It recommended recently created techniques to overcome burnout and enhance job satisfaction, ultimately improving healthcare.

Comparison of Job Satisfaction by Alumni and Student Medical Representatives and The Associated Factors in Iraq

Background: Job satisfaction is a multifaceted construct that involves the intricate interplay of an employee's emotional, cognitive, and behavioral characteristics with their job. Objectives: To explore the difference in job satisfaction among alumni and student medical representatives (MRs), as well as to identify the factors that influence the job satisfaction of MRs. Methods: A cross-sectional face-to-face survey was conducted with medical school students and alumni working as MRs in various Iraqi universities. Results: A total of 449 MRs participated in this study. A statistically significant difference was found in job satisfaction items, namely recognition, responsibility, salary, and working conditions between alumni and student MRs, with higher values observed in the alumni MRs group (p-values of 0.008, 0.003, 0.029, and 0.025, respectively). More than half of the participants had low levels of job satisfaction. Conclusions: Alumni and student MRs have similar levels of job satisfaction. The factors that significantly contribute to job satisfaction among alumni MRs include recognition of good performance, increased autonomy and responsibilities, competitive salaries, and improved working conditions within the company. The satisfaction of MRs is significantly influenced by the quality of products and the reputation of the company.

Exploring the relationship between teacher job satisfaction and professional development in urban schools during a pandemic

&lt;span lang="EN-US"&gt;Job satisfaction and professional development are the talks of teachers in facing the challenges of 21st-century learning, where they must be able to adapt to the progress and development of information and communication in technology. Therefore, this article aims to analyze teacher job satisfaction, professional development, and the interaction between the two during the pandemic. A total of 232 public and private school teachers in urban areas were used as research samples. The sampling technique used a random technique. The research used an instrument developed and validated, then distributed through the principal and school supervisor, and the data were analyzed using the correlation technique. During the pandemic, the results revealed a high level of job satisfaction for state Islamic school teachers and a low level of job satisfaction for private Islamic school teachers, as well as a high level of professional development in both public and private Islamic schools and a moderate positive correlation between teacher job satisfaction and professional development in urban schools. Therefore, teachers should develop and carry out professional development in facing the challenges of 21st-century learning.&lt;/span&gt;

Regular and healthy nutrition and good sleep quality reduce the level of occupational burnout of nursing staff working with patients with mental disorders – an observational study

Background. Mental health nurses are burdened with risk of occupational burnout. They are exposed to severe psychological stress because they often encounter violence, assaults, beatings, suicides, patient escapes and other difficult situations in their work.Aim of the study. Analysis of occupational burnout and severity of depression symptoms among nurses working with patients with mental disorders. Material and methods. In 2022, 106 members of the nursing staff working with patients with mental disorders were examined. The Maslach Burnout Inventory Questionnaire and the Center for Epidemiologic Studies Depression Scale were used.Results. Respondents showed high levels of emotional exhaustion (43; 40.57%), depersonalization (30; 28.30%) and lack of personal achievement (60; 56.60%). The group of 30.19% (n=32) had symptoms of severe depression. The higher level of depression, the higher level of emotional exhaustion (r= 0.554, p&lt;0.001). The higher level of depersonalization (r= 0.499, p&lt;0.001), the lower level of job satisfaction (r= -0.59, p&lt;0.001). The people with very good or good sleep quality had higher level of job satisfaction (p=0.001), lower level of emotional exhaustion (p&lt;0.001) and depersonalization of (p=0.006) in contrast to people with bad quality of sleep. People who had eaten unhealthy food, had higher level of emotional exhaustion (p=0.02) and depersonalization (p=0.006), and lower level of job satisfaction (p=0.019) in contrast to people who had eaten healthy food. Conclusions. Healthy, regular nutrition and good quality of sleep appeared to be key determinants that reduce the level of occupational burnout. The results show how important are these factors in prevention.

Mobile work, individual aspirations and job satisfaction in Europe

PurposeThis article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience.Design/methodology/approachBased on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset.FindingsMobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination.Originality/valueThis paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.

Education Effects on Job-Related Constructs Among Frontline Employees in the Hotel Industry

To make tourism enterprises functioning harmonious and in order to achieve good business results, knowledgeable, engaged, service-oriented, and therefore satisfied staff is crucial, because human resources are one of the most important segments of the service quality in the tourism and hospitality industry. The study explored moderating effects of education on relationships between service orientation and work engagement on employees’ job satisfaction among employees in the hotel industry in Serbia. Moderating effects of education are particularly noticeable between service orientation and job satisfaction. Also, the results indicated that employees who had a high school degree showed the lowest level of job satisfaction, as well as service orientation and work engagement. On the other side, employees who have tourism education indicated less job satisfaction, service orientation and work engagement. Based on the insight into the employees' attitudes and behavior, managers can organize various training programs especially for employees with lower education level, in order to remove any obstacles in their work, to motivate them more and improve working conditions.