Perceptions Of Job Satisfaction Research Articles

The effect of risk of contracting and fear of COVID-19 on burnout and job satisfaction in Polish teachers

BackgroundFear of COVID-19 and its related complications can negatively affect well-being and contribute to less effective daily and professional functioning. Based on Maslach’s burnout concept, this study aimed to verify the relationship between risk of contracting and fear of COVID-19, occupational burnout and job satisfaction in Polish teachers during the second wave of the COVID-19 pandemic.Participants and procedureThree hundred fifty-two teachers, aged between 22 and 68, participated in this study. In the studied sample, 252 people worked remotely, 41 in-person and 59 were hybrid workers. The Risk of Contracting COVID-19 Scale, the Fear of COVID-19 Scale, the Maslach Burnout Inventory and the Brief Job Satisfaction Scale were used.ResultsRisk of contracting COVID-19 was positively related to fear of COVID-19 and emotional exhaustion. Moreover, fear of COVID-19 was negatively related to personal accomplishment and positively related to emotional exhaustion. Lastly, all three dimensions of occupational burnout were significantly related to job satisfaction. There was no direct relationship between fear of COVID-19 and job satisfaction. This relation was mediated by two scales of occupational burnout: personal accomplishment and emotional exhaustion. All three subscales of occupational burnout were significant predictors of job satisfaction, explaining 53% of its variance.ConclusionsThe current study showed a relationship between the risk perception of COVID-19, occupational burnout and job satisfac-tion in Polish teachers during the second wave of the COVID-19 pandemic. The results obtained in the study may contrib-ute to the understanding of the effects of the pandemic for the professional group of educators.

Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries

AbstractSustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.

Well-being and empowerment perceptions in a sudden shift to working from home

In the literature on the antecedents and mediators of employee well-being, there is little or no acknowledgement of sudden changes in the social and environmental context in which perceptions of well-being are formed. Contextual influences are rarely so impactful and unexpected as those associated with the COVID-19 pandemic. To continue operating within lockdown restrictions, many organizations, apart from those unable or unwilling to initiate such changes, abruptly adopted a work from home (WFH) or hybrid working pattern. These circumstances raise novel questions about the influence of impactful, unanticipated contextual factors on employee well-being outcomes. To address these questions in the context of a shift to WFH, we tested a model adapted from aspects of Event Systems Theory (EST) and the Psychology of Working Theory (PWT). Central to our theoretical adaptation was a unique perspective on PWT “decent work” perceptions based on principles of empowerment. In a study of 337 employees during the lockdown period, we applied a Bayesian multilevel model to investigate the contrast between in-lockdown perceptions relative to current pre-lockdown perceptions. Results suggested the contextual shift to WFH related negatively to relative perceptions of well-being, job satisfaction, and organizational commitment. Empowerment significantly mediated all well-being outcomes. Organizational support, neuroticism, and home readiness related directly to empowerment and indirectly to well-being outcomes via empowerment. We discuss how sudden contextual changes interacted with relationships observed in our model, and how our findings progress a context-responsive adaptation of EST and PWT in the new world of WFH.

Employee perceptions of hotel CSR initiatives and job satisfaction: exploring organizational identification, psychological contract fulfillment and attachment styles

PurposeThis study offers an empirical framework for how hotel employees CSR perceptions affect their job satisfaction by incorporating the parallel mediating roles of organizational identification and psychological contract fulfillment. In addition, it examines the moderator effects of employees' CSR-induced attributions on the constructed mediated model, providing a powerful lens through which to evaluate when and how employees' CSR perceptions influence organizational identification and psychological contract fulfillment.Design/methodology/approachThe study use PLS-SEM techniques to analyze a sample of 520 employees from 49 luxury hotels with 4–5 stars in Khanh Hoa province, Vietnam.FindingsThe results show that CSR positively influences job satisfaction through the mediating role of psychological contract fulfillment and organizational identification. Besides, attachment styles also play moderator role in the relationship between CSR and psychological contract fulfillment/organizational identification.Practical implicationsThe discoveries elucidated within this research endeavor proffer actionable discernments to be earnestly contemplated by professionals entrenched in the hotel industry, earnestly aspiring to ameliorate the contentment of their workforce and, concomitantly, augment the overarching efficacy of their organizational operations.Originality/valueThis study provides human resource departments with insights and suggestions for maximizing the efficacy of CSR implementation in the hotel industry.

Areas of professional life and job satisfaction of nurses.

Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction. A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test. The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45. As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.

Do working parents in the United States expect work location to impact job and family satisfaction in the post-pandemic period? Evidence from a survey experiment.

The pandemic response allowed many parents in the United States and globally to work remotely for the first time ever which, for many, continued into the recovery. It is unclear whether, after a period when a large segment of the United States labor force worked remotely, remote work is viewed favorably or unfavorably among employed parents. We present results from a survey experiment assessing whether employed parents in the United States perceive that remote work will impact a hypothetical employed parents' job and family satisfaction and, critically, whether perceptions of work-family conflict and anticipated job rewards mediate this relationship. We find that respondents who are also employed parents perceive that hypothetical employed parents who access remote work will report lower job satisfaction and higher family satisfaction. Perceptions of work-family conflict do not mediate this association. Rather, we find that job rewards (e.g., pay, promotion, etc.) fully mediate the relationship between remote work and perceived job satisfaction. Ultimately, this indicates that employed parents perceive that remote work will bring workers like them less pay and thus lower job satisfaction but greater family satisfaction. This extends arguments about remote work in the light of the conceptualization of a flexibility stigma and a flexibility paradox. Implications for practice and theory are discussed.

The Effect of Workload and Perception of Organizational Support on Job Satisfaction with Work-Life Balance as A Mediating Variable in the Shared Services Function of Pt Pertamina (PERSERO)

The aim of this research is to determine how workload and the perception of organizational support impact job satisfaction, as well as how work-life balance acts as a mediating variable in the Shared Services Function of PT Pertamina (Persero). The research strategy employed by the author is quantitative in character, as it is grounded in concrete, objective, quantifiable, logical, and methodical data. Because it contains samples from every permanent employee of PT Pertamina (Persero) as well as from the whole population of the Shared Services Function, the study's sample is known as a saturated sample, or full population. 321 individuals make up the entire population sample. Structural Equation Modelling (SEM) is a data analysis methodology that was employed in this work to solve the limitations of the regression method. The Partial Least Square (PLS) software application is used in this study's analysis to process the data. Variant Based Structural Equation Modelling is then used to test the hypothesis and provide a viable model. The results showed that workload had a negative and significant impact on job satisfaction in the SS Function of PT. Pertamina (Persero). Job satisfaction with SS Function PT. Pertamina (Persero) is positively and significantly impacted by employee perceptions of organizational support. In SS PT Function Pertamina (Persero), work-life balance is adversely and significantly affected by workload. The perception of organizational support has a favorable and considerable impact on work-life balance, as per the SS function of PT. Pertamina (Persero). Work-life balance and job satisfaction have a somewhat positive association in SS Function PT. Pertamina (Persero). Work-life balance makes it possible for employee happiness at PT. Pertamina (Persero), an SS function, to be indirectly impacted by workload. The SS function PT. Pertamina (Persero) believes that work-life balance has an indirect effect on satisfaction through organizational support.

Survey of National Health Service (NHS) orthodontic practitioners in Wales, UK. Part 2: job satisfaction perceptions of the workforce 2021-2022.

To ascertain the perceptions of the Welsh NHS orthodontic workforce regarding their job satisfaction and work life balance. Descriptive cross-sectional survey. Clinicians providing NHS orthodontic treatment in Wales. An anonymised, email-distributed, electronic, two-part survey (onlinesurveys.ac.uk) of the Welsh NHS orthodontic workforce working within Wales was undertaken. The survey consisted of three sections: (1) demographic information (part 1); (2) respondents' working pattern (part 1); and (3) perceptions of professional job satisfaction and work/life balance (part 2). The responses received were exported into an Excel spreadsheet for descriptive analysis. The free-text comments were collated for each question and subsequently underwent a content analysis to identify any common themes. Part 2 of the survey yielded an overall response rate of 69.6% (n = 78). Over 96% (n = 75) of respondents felt that they had 'made the right career choice, including 100% of orthodontic trainees, orthodontic specialists and orthodontic consultants. Of the respondents, 88.5% (n = 69) said they 'enjoyed going to work', with the remaining being mostly neutral in their opinion. Of the respondents, 79.5% (n = 62) felt they were able to 'provide their patients the optimum care' and 64.1% (n = 50) felt that more demands were being placed upon them by patients and parents. Overall, 52.6% (n = 41) of survey respondents believed it was becoming increasingly difficult to achieve an effective work/life balance, and this was more prevalent among male respondents (61.5%, n = 16) than female respondents (48.1%, n = 25), although this difference was not statistically significant (P >0.05). Over 96% of respondents felt they have chosen the right career and that flexibility and a good working environment are important to job satisfaction. Respondents felt that there are increasing demands being placed upon them by patients/parents, employers, the Regulators, the Government and Health Boards. This is leading to increased difficulty in achieving a satisfactory work/life balance, especially among male respondents.

Occupational perceptions of physiotherapists and physiotherapy students in Turkey: A comparative study.

The social position, perceived prestige and image of a profession are often of interest to members of that profession, and physiotherapy is no exception. The aim of this study was to examine the perceived occupational prestige and image of physiotherapists and physiotherapy students in Turkey. 235 physiotherapy students and 465 physiotherapists were included in the study. A survey questioning occupational image, job satisfaction and prestige of the profession according to eight occupations was completed by the participants online. In terms of prestige, physiotherapy students ranked their profession fourth among eight undergraduate professions, while physiotherapists ranked their profession fifth. Compared to physiotherapists, physiotherapy students had more positive perceptions about their children becoming physiotherapists, the image of the profession in the eyes of the society, and job satisfaction (p < 0.05). Professional expectations of physiotherapists were higher than students. In addition, physiotherapists working for more than ten years had more positive perceptions about their children becoming physiotherapists, the public image of the profession, income level, and social standing, although perceived job satisfaction and need status were lower compared to physiotherapists with less than ten years of experience (p < 0.05). While physiotherapy students in Turkey perceived the prestige of the physiotherapist profession at a moderate level compared to other undergraduate professions, physiotherapists had a slightly lower perception of professional prestige compared to students. More comprehensive studies are needed on this subject.

Assessment of Employees’ Perception of Workplace Diversity and its Influence on Job Satisfaction: Insights from Calgary Economic Region

Abstract The Worlds constantly changing work environment and the continual increase of multiculturalism, diversity, and inclusion have become an important issue among Human Resources practitioners and business leaders. Few studies have focused on how an employee’s perception of diversity impinges on their job satisfaction. This study quantitatively investigated how employees perceive workplace diversity and the inherent effects of such perceptions on their job satisfaction. Survey data was collected from 430 employees in the Calgary Economic region. The results showed that age is not a significant factor in employees’ perception of workplace diversity. However, their level of job satisfaction differed significantly. The results also showed that employees’ perception of workplace diversity and job satisfaction differed significantly based on sexual orientation, level of education, and ethnic origin. On the other hand, employees’ perceptions of workplace diversity and job satisfaction did not differ significantly based on gender and marital status. The study further revealed that the perception of workplace diversity programs is positively related to job satisfaction. Keywords: Workplace Diversity, Job Satisfaction, Motivation, Calgary Economic Region, Social Identity.

Stress and satisfaction at work, as part of the passage of time, among the employees of a state company

This paper presents a study in which a team of specialists analyzed three variables that can influence work relationships, namely stress, emotions and job satisfaction. Through the analysis carried out, it was observed whether there are notable differences regarding the quantitative overload at work, role ambiguity, role conflict and career development as part of the stress felt by employees, respectively on dimensions regarding remuneration (salary), advancement, working conditions and the nature of work as part of the perception of job satisfaction, in close relation with the emotion dimension, in a state-owned company, a decade apart. From the comparative analysis of the results from the two monitored periods: years 2013 and 2023, it emerges as a conclusion the need for psychosocial protection measures for employees that can materialize through: strategies related to professional requirements, strategies related to the employee's abilities and strategies related to the control of difficult situations that to take into account the components of the work system, for better functioning both at the level of the company that was the subject of this study, but by extrapolation they can be useful to other organizations that present similar functioning characteristics.

Organizational culture and the perception of job satisfaction among university faculty members in Ecuador

El presente artículo es parte de un estudio longitudinal que se realiza a los docentes de las universidades del Ecuador. Se enmarca en el ámbito del Comportamiento Organizacional. Se enfoca en la cultura organizacional de la Universidad Politécnica Salesiana del Ecuador (UPS) y la satisfacción laboral de sus docentes, en un estudio realizado en sus tres sedes (Cuenca, Quito y Guayaquil) durante el periodo abril-septiembre del 2021. El objetivo cumplido fue determinar la medida en que la cultura organizacional de la institución influye en la satisfacción laboral de su cuerpo colegiado. En este sentido, se identificaron dos variables: Como variable dependiente la satisfacción laboral y como variable independiente se enfocó en la cultura organizacional de la institución. La investigación se fundamentó en el hecho de que la cultura organizacional puede ser una fuerte influencia en la generación de satisfacción laboral de los docentes pero, además, se buscó identificar los aspectos fundamentales que determinan las fortalezas de dicha cultura para que ejerza tal influencia a nivel de las tres sedes. La metodología utilizada tuvo un enfoque cuantitativo de tipo aplicada, no experimental, con un diseño correlacional que dio paso a la descripción y tabulación de datos estadísticos. Se utilizó una encuesta para recolectar datos cuantitativos. Un Rho de Spearman = 0, 812 y un p-valor = 0,000 menor a α = 0,05 indican que la cultura organizacional presenta una correlación moderada con la satisfacción laboral docente.

Differences in Perception of Quality Dental Job Conditions and Job Satisfaction between Dentists and Dental Hygienists

Differences in Perception of Quality Dental Job Conditions and Job Satisfaction between Dentists and Dental Hygienists

Effect of Perceptions of Organizational Support, Job Demands, and Job Satisfaction on Employees Job Engagement

According to the data obtained, there are changes in data on the number of employees at the company PT. Rezky Service System in the last three years (2021 to 2023). During this period, there were variations in the number of employees engaged in company work. This research purposes to determine the effect of perceptions of organizational support, job demands and job satisfaction on job engagement among PT employees. Rezky Service System. This research uses a quantitative descriptive method. The population in this research was all 45 employees at PT. Rezky Service System and also a sample. Data collection was conducted using questionnaires and observation. Data were analyzed using multiple linear regression using the SPSS program. The results of this research show that partially the variable perception of organizational support, job satisfaction has a positive and significant effect on job engagement among PT employees. Rezky Service System, while the job demands variable has no significant effect on job engagement among PT employees. Rezky Service System and tests conducted for all variables showed that Perception of Organizational Support, Job Demands and Job Satisfaction simultaneously had a positive and significant effect on Job Engagement.

Investigating How the Perception of Appraisal Politics and Bias Influence Job Satisfaction and Organizational Citizenship Behavior, with Trust Playing a Moderating Role among Employees

Performance appraisals are regular review of an employee’s occupation performance and overall share to a company. Also known as an "annual review", "performance review or evaluation", or "employee estimation or employee appraisal". A performance appraisal evaluates an employee’s skills, achievements and growth, or shortcoming thereof. Organizations use performance appraisals to give their employees feedback of their work and to amend wage increases and bonuses, as well as promotion or termination from the job proposition. They can be conducted at any given time but tend to be annual, semi-annual or quarterly. This study is related to effects of performance appraisal politics and biasness on job satisfaction and organizational citizenship behavior of employees with moderating role of trust in pharmaceutical sector of Pakistan in Rawalpindi and Islamabad Regions. For the purpose of finding the relationship and impact of variables, an adopted questionnaire was distributed among different employees of the pharmaceutical companies located in Rawalpindi and Islamabad. Out of 500 a total of 261 respondents returned the questionnaires with authentic data. The sample size was drawn from the population of pharmaceutical companies’ employees using convenience sampling technique. Data was analyzed through SPSS 20.0 for this study and results were inferred using reliability test, regression analysis, Pearson correlation and one-way ANOVA tests. Results of the study show that there is a significant positive relationship between biasness in performance appraisal and perception of appraisal politics, which influence negatively job satisfaction and organization citizenship behavior variables, whereas, variable Trust plays a positive moderating role in the relationship between biasness in performance appraisal, perception of performance appraisal politics, and both job satisfaction and organizational citizenship behavior.

Chinese EFL teachers’ desire to attend professional development programs: Exploring the role of job satisfaction and organizational commitment

The influence of teachers’ inner forces and factors in professional development (PD) has been highlighted in the past decades. However, little is written about the interplay of English as a foreign language (EFL) teachers’ desires to attend PD programs and their perceived job satisfaction and organizational commitment. To fill this gap, this study used three questionnaires to inspect the relationships among these three constructs. It also aimed to showcase whether Chinese EFL teachers’ desire to attend PD programs is predicted by their job satisfaction and organizational commitment. Adopting a random sampling technique, a sample of 357 EFL teachers was recruited from different colleges and universities in China. The results of Structural Equation Modeling (SEM) and correlation analysis revealed a positive and strong correlation between teachers’ job satisfaction, organizational commitment, and their desire to attend PD programs. Moreover, it was found that both job satisfaction and organizational commitment could collectively predict around 73% of changes in teachers’ desire to attend PD programs. The results are discussed and implications for the theory and practice of second/foreign language (L2) education in light of psycho-affective factors are enlisted. FUNDING INFORMATION. This work was supported by “Jiangsu Provincial Social Science Fund of China” (Grant No.: 22ZWD001).

Psychosocial Work Conditions as Determinants of Well-Being in Jamaican Police Officers: The Mediating Role of Perceived Job Stress and Job Satisfaction.

Policing is considered a high-stress occupation due to the demanding nature of the job. Addressing police stress requires a detailed understanding of how psychosocial risk factors influence various aspects of their well-being. Moreover, an analysis of the direct effects of work conditions and the mediating effects of cognitive appraisals is also warranted. Using the Demands-Resources-Individual Effects (DRIVE) model of work-related stress this study investigated the direct effects of work conditions on well-being and also examined the intermediate role of perceived job stress and job satisfaction in the relationship between work conditions and well-being. Five hundred and seventy-eight police officers from the Jamaica Constabulary Force (J.C.F.) completed the questionnaire. Data were analyzed using hierarchical regressions and the Hayes Process tool for mediation analysis. Both perceived job stress and satisfaction mediated the relationship between work conditions and general physical health. Perceived job stress was an indirect pathway through which work conditions influenced psychological distress, whereas job satisfaction was not a significant mediator. In contrast, job satisfaction mediated the relationship between work conditions and positive well-being, but perceived job stress did not. These findings provide significant evidence for periodically monitoring and auditing perceptions of stress and job satisfaction, as they are likely precursors to subsequent health problems.

Job satisfaction and regulation in the aged care sector: staff perspectives

BackgroundThe quality of care provided in residential aged care facilities is largely dependent on the job satisfaction of employees and the organisational framework and systems that they provide care in. This study aimed to explore aged care staff perceptions of job satisfaction, regulation of the sector and the Royal Commission into Aged Care Quality and Safety.MethodsA cross-sectional survey conducted in 2019-early 2020 with staff employed in various roles at residential aged care services in Australia. The study specific survey collected views and experiences about working in the aged care sector as well as information about their role.ResultsA total of 167 aged care staff completed the survey of which 71% worked in a direct care role. Most participants indicated they thought they were doing a worthwhile and important job (98%), were proud to work in the sector (94%) and found the job personally rewarding (94%). However, participants also reported feeling emotionally drained by the work (37%) and fatigued by having to face a day of work (30%). 72% of participants felt the Royal Commission would lead to improvements in the care provided to residents.ConclusionAged care staff have an overall positive feeling towards their work. Additional support including increasing skills to deliver high-quality care, creating a supportive work environment to reduce job stressors and changes to the way the sector is regulated, are likely to lead to improved care.

BRIDGING ISSUES OF STRESS AND MENTAL HEALTH IN THE WORKPLACE THROUGH ARTICLE WRITING IN ONLINE MASS MEDIA

This community service activity discusses the issue and role of stress and mental health in the workplace and how writing articles in online mass media, such as Kumparan, can help overcome these issues. Stress, although often considered detrimental, can actually have a positive impact on an individual's performance and achievement if faced in the right levels. Studies show that appropriate pressure can motivate individuals to achieve high achievements. Stimuli and perceptions have a role in shaping individual attitudes and behaviors in the workplace. In addition to pressure levels, positive perceptions of organizational support impact job performance and satisfaction, while negative perceptions can lead to excess stress and burnout. Environmental, organizational, and individual factors influence perceptions of pressure or workload. Through writing articles in online mass media, this article explains how writing on platforms like Kumparan can be an effective tool in bridging stress and mental health issues in the workplace. This article not only provides information on the impact of stress and how to cope with it, but also encourages positive attitude and behavior change related to this issue. Article dissemination can be done through various channels, including one of them through social media, to reach a wider target audience. With a better understanding of the relationship between stimulus, perception, and pressure, this article helps in creating a balanced work environment and supports the well-being, productivity, and quality of life of employees. Therefore, the article has the potential to influence stress-related and mental health-related mindsets and practices in the workplace, as well as encourage better management in the context of Human Resource Management and Organizational Behavior.

Optimizing Compensation and Motivation in Increasing Job Satisfaction and Employee Performance

Job satisfaction and employee performance are two key aspects in the context of human resource management that affect organizational success, compensation and motivation are the two main factors that influence these two aspects. However, a deeper understanding of how compensation and motivation can affect job satisfaction and employee performance simultaneously. Through a comprehensive analysis, this study aims to identify the impact of compensation and motivation on employee job satisfaction, as well as how job satisfaction contributes to improving employee performance. This study uses quantitative survey methods involving a number of respondents from various layers in an organization. Questionnaires were used to collect data on employees' perceptions of compensation, motivation, job satisfaction, and performance. The data is then statistically analyzed using a variety of analysis techniques, including regression to identify relationships and impacts between variables. The results of this study revealed a significant relationship between compensation, motivation, job satisfaction, and employee performance. Fair compensation and high motivation have been shown to contribute positively to employee job satisfaction. In addition, high job satisfaction also has a positive impact on employee performance. These findings underscore the importance of prudent compensation management and effective motivational strategies in improving organizational performance.