Perceptions Of Job Satisfaction Research Articles

Nurses' perceptions of career ladder systems, job satisfaction and turnover intention: A cross-sectional study.

This study aimed to compare nurses' perceptions of career ladder systems, job satisfaction and turnover intention in small- and medium-sized hospitals with and without a career ladder system. A cross-sectional, correlational, descriptive study was conducted. Data were collected using self-report surveys from 130-144 participants in small- and medium-sized hospitals with and without a career ladder system, respectively. The data were collected from July 1, 2019-July 31, 2019. The perception of the career ladder system was positively correlated with job satisfaction in hospitals with and without a career ladder system but negatively correlated with turnover intention in those with a career ladder system only. A positive perception of the system is associated with increased job satisfaction and lowered turnover intention. Hospitals should implement a career ladder system and improve nurses' perception by addressing the specific categories identified in this study.

Work Engagement as a Moderating Factor between Positive Attitude toward Smart Working and Job and Life Satisfaction.

Attitude toward smart working reflects feelings of favorableness towards this object; attitudes influence intentions, which in turn guide behaviors. Recent research confirms the positive influence that attitude toward smart working has on expected usage of it. Despite a direct influence, other factors could interact in the context of opportunities for ICT usage for teleworkers; among these factors, work engagement stands out. In turn, work engagement influences the perception of job satisfaction and life satisfaction. Considering that literature suggests that among the antecedents of work engagement are attitudes, the present study analyzes the role of positive attitude towards smart working on work engagement, and consequently on job satisfaction and on life satisfaction, hypothesizing that work engagement could mediate between positive attitude towards smart working and job and life satisfaction. The participants were 342 workers (115 males and 227 females) in private and public organizations, aged 24 to 66 years. The results showed that a positive attitude towards smart working, along with work engagement as a mediator, positively influences job satisfaction and life satisfaction. This means that employers and human resources managers (HRM) can organize training sessions to enhance the positive attitude toward smart working and this can help workers feel more engaged and satisfied.

Effects of equity, perceived organizational support and job satisfaction on organizational commitment in Macao's gaming industry

PurposeThis study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's gaming industry. Additionally, it investigates whether the Covid-19 outbreak has effects on employees' perceptions and behaviors.Design/methodology/approachData were collected from two surveys using convenience sampling, one involving 260 casino employees in 2019 and another involving 250 employees in 2020 after the outbreak of Covid-19.FindingsNo significant difference was observed between mean scores from respondents in the first and second surveys on job equity, pay equity, perceived organizational support and job satisfaction (p > 0.05). However, significant changes were found in mean scores for three organizational commitment items (negative changes; p < 0.05) and three counterproductive work behavior items (positive changes; p < 0.05). Results of structural equation modeling indicated that job equity and pay equity affected perceived organizational support and job satisfaction while perceived organizational support impacted organizational commitment directly and indirectly through job satisfaction, all with R2 values greater than 0.6. Organizational commitment negatively influenced counterproductive work behavior.Research limitations/implicationsThe Covid-19 impact on casino employees' perceptions and behaviors was contingent upon the duration of pandemic.Originality/valueThe study is one of the first empirical studies to integrate social exchange theory and equity theory to organizational commitment in Macao's gaming industry. Job equity and pay equity were found to influence organizational commitment through perceived organizational support and job satisfaction. Additionally, the Covid-19 did not have significant effects on employees' equity, perceived organizational support and job satisfaction perceptions.

Correlationship between job and life satisfaction: A research on occupational characteristics

The study aims to conduct relationship analysis to explain the perceptions of job and life satisfaction with occupational information of tour guides. Tour guides are the first people tourists encounter when they go to a destination. Considering the service offered in forming the perception, image and trust idea about the destination, it is crucial to determine whether tour guides are satisfied with their job and life. Tour guides working in Turkey, who lead about 51 million visitors annually, constitute the research universe. 747 questionnaires were distributed, but only 408 of the collected data were considered valid. Based on the data obtained, a significant and positive relationship was found between the participants’ job and life satisfaction levels. As job satisfaction increases, life satisfaction increases, and as life satisfaction increases, job satisfaction increases as well. A significant and positive relationship was also identified between job satisfaction sub-dimensions such as management, career, wage and job structure, and life satisfaction. However, no significant relationship was found between colleagues and life satisfaction.

A study on mentoring functions of managers as a predictor of job satisfaction levels of healthcare professionals

Purpose: The study aims to contribute to the management systems and literature by determining whether the mentoring functions of health managers predict the employees' job satisfaction levels. Material and Method: Mentoring Functions and Job Satisfaction Scales were used as data collection tools. The research universe consisted of health personnel working under the Istanbul Provincial Health Directorate Public Hospitals Presidency-4. The scales were applied to 711 healthcare workers via the web survey application module. SPSS 22.0 and AMOS 24.0 programs belonging to the IBM company were used in the statistical analysis of the article. Descriptive statistics were evaluated as categorical variables as number and percentage, numerical variables as mean and standard deviation. Cronbach Alpha Test and Exploratory Factor Analysis for reliability tests; Pearson product-moment Correlation Coefficient was used to determine the relationships between variables, and the Multiple Linear Regression Analysis test was used to examine the predictor variables. The statistical alpha significance level was accepted as p&lt;0.05. Results: It was determined that there was a positive and significant relationship between the mentoring functions and job satisfaction perceptions of the healthcare professionals participating in the study (p&lt;0.001). It has been determined that there is a positive and significant relationship between the career development mentoring function and the psychosocial mentoring function of the healthcare professionals. The perceptions of internal and external job satisfaction and the positive mentoring functions of the managers are a predictor of the employees' job satisfaction levels. A positive and significant relationship was found between career development mentoring function and internal job satisfaction. The perception of Career Development Mentoring Function was found to be significantly higher in the employees working in the Training and Research Hospital compared to those working in the State Hospital. The perception of Career and Psychosocial Mentoring Function was found to be significantly higher in doctors than in other occupational groups. External Job Satisfaction According to the hospital employees, it was significantly higher in physicians compared to health licensees and nurses (p&lt;0.001). Conclusion: It is stated that bringing the mentoring functions of the health managers to the fore will increase the job satisfaction of the employees and that the high job satisfaction in the institutions will increase the self-confidence, morale and performance of the employees; It is thought that it will make institutions more efficient by solving problems such as absenteeism and leaving work due to illness, stress, tension, anxiety, complaints.

The Healthcare Workspace: Understanding the Role of Decentralized Nursing Stations, Corridors, and Huddle Spaces as Locations for Teamwork in a Neonatal Intensive Care Unit.

The goal of this research was to understand the use of decentralized nursing stations (DNS), corridors, and huddle stations as places for teamwork and multidisciplinary care in the neonatal intensive care unit (NICU). This article shares outcomes from a pre- and post-occupancy evaluation that assessed a NICU moving from an open-bay model to a new single-family room (SFR) unit comprised of six, 12-bed neighborhoods. This interdisciplinary research team draws upon the practical expertise of a NICU Patient Care Manager and researchers in Design and Communication to illuminate the research process, results, and lessons learned. A multi-methodological design, approved by the institutional review board, was employed that utilized an electronically distributed pre- and post-move survey of staff and observational counts of face-to-face interactions. Survey results indicate NICU staff have statistically significant higher perceptions of job satisfaction, stress and well-being, and design satisfaction among a variety of professionals after moving to a SFR, decentralized unit design. Consistent with the literature, staff did not have significantly higher perceptions of the decentralized NICU relative to teamwork. Observations revealed frequency of conversations primarily at DNS followed by corridors and huddle stations. When examining the multidisciplinary makeup, outcomes were reversed with huddle spaces holding the largest percentage of conversations. On average, there were 2.72 individuals involved in these interactions, with the corridor seeing the largest average of group sizes. The outcomes of this study demonstrate that neutral spaces such as corridors and centralized huddle stations should be considered as locations for strategic collaboration and multidisciplinary care.

The Relationship Between High School Teachers’ Quality of Work Life and Job Satisfaction Levels

In this study, it was aimed to determine the relationship between high school teachers’ perceptions of quality of work life and their level of job satisfaction. The study population of the research consisted of 1548 teachers working in high schools in Elazig Province Center in Turkey, and the sample consisted of 320 high school teachers selected by proportional cluster sampling method. Work life quality and job satisfaction scales were used as data collection tools in the research.According to the results of the research; The perceptions of teachers about the quality of work life in general are at the level of “I am undecided”, and the perceptions of the sub-dimensions of the Quality of Work Life; I agree on job career satisfaction”, on general well-being dimension “I am undecided”, on job control dimension “I am undecided”, on working conditions dimension “I disagree” on work life stress dimension, and on family-work life balance dimension on “agree” level; It has been determined that there is no statistically significant difference between teachers’ perceptions of work life quality and gender and educational status variables, and there is a statistically significant difference between teachers’ perceptions of age, marital status, professional seniority and opportunity, and work life quality. Teachers’ job satisfaction perceptions are at the level of “agree”, teachers’ job satisfaction perceptions do not differ according to gender and educational status variables; It has been determined that there is a statistically significant difference in terms of age, marital status, professional seniority and level of opportunity variables, and there is a positive, moderate and linear relationship between teachers’ perceptions of work life quality and their perceptions of job satisfaction.

Decent work in nursing: Relationship between nursing work environment, job satisfaction, and physical and mental health.

To examine the relationship between nursing work environment, nurses' perception of decent work, job satisfaction, and physical and mental health. According to the psychology of working theory, work-related and overall well-being levels of employees with decent work increase as their basic needs are met. This study was conducted as a cross-sectional, correlational study. The study sample consisted of 311 nurses working in two hospitals in a province of Turkey. The participants were selected using convenience sampling method. The model of the research was analyzed using structural equation modeling. This study was reported using the STROBE checklist for cross-sectional studies. The four dimensions of the nursing work environment were found to have a significant relationship with decent work. Decent work was found to have a direct relationship with physical and mental health. It had an indirect relationship between three subscales of work environment and physical and mental health, however, decent work had no significant relationship with job satisfaction. The findings of this study indicated the role of decent work environment and its relationship with nurses' physical and mental health. Nurse managers, policy makers, and decision-makers at all levels should improve nursing work environment and working conditions.

Occupational prestige and job satisfaction in high-stress public safety work

Abstract Many factors play into public safety officers’ levels of stress, with relevance to community relations and public safety. This study examined perceptions of occupational prestige, job satisfaction, and resilience, drawing on a sample of 68 officers from two US municipal police agencies and one county jail. Focus group findings about the prestige of public safety work indicated that although officers were aware of—and sometimes adversely affected by—the negative public narrative and perceptions of information asymmetry, many also reported on positive interactions with the local communities that they served. Findings about job satisfaction illustrated officers’ pride in their performance but awareness of the need for resiliency and coping strategies in the face of occupational and administrative stressors and impact on their personal lives. Given the current broader discourse about criminal justice professions, attention to officers’ perceptions of their work is an important input to both policy and public safety.

Job satisfaction, performance appraisal, reinforcement and job tasks in medical healthcare professionals during the COVID-19 pandemic outbreak.

Medical healthcare profession is under immense stress since the COVID‐19 pandemic outbreak on global scale, and medical healthcare professionals are enduring occupational challenges which entail frontline and non‐frontline duties, appraisal and satisfaction with their job. The present study examined perceived job satisfaction as a mediating variable that affects the relationship between performance appraisal and reinforcement on performing job tasks among medical healthcare professionals during COVID‐19. A sample (N = 550) was selected from public and private hospitals' medical healthcare professionals (n = 300 males, and n = 250 females). The results showed that perceived job satisfaction mediates the relationship between performance appraisal and reinforcement on job tasks in medical healthcare professionals. This study could help stakeholders, medical board regulations, mental health practitioners, employers and employees to increment sources which could establish feasible healthcare planning and management. The study has significant implications in mental healthcare, crisis management, human resource planning, effective performance and improvement in well‐being of medical workforce's psychological health.

A study on work-life balance in the era of work from home with reference to understanding the change in perceived job satisfaction through statistical analysis

Working from anywhere or Working from Home has been prevalent in many developed countries, specifically in the IT sector. Still, the pandemic brought in the wave for such concepts in India, and the people here were not ready for it socially and culturally. As it was an unforeseen and forced situation here in the country, its adaptability raised several questions and issues in the minds of employers and employees. With the shift happening in work culture, which is, working from home due to the pandemic, many changes have crept into the employees’ minds. One such notable arena, which should be addressed for better human resources management and efficiency, is perceived job satisfaction and understanding the employees’ work-life balance amidst these changes. In the study, 90 employees from selected IT companies at various levels are under consideration to understand their perseverance of job satisfaction and work-life balance in and before the change. The stability and the effects of the different attributes on the subject are studied. Statistical tools like Multiple Regression Analysis, Pearson Correlation, and Z-test are used.

The Impact of Unions on Job Satisfaction: A Review

In the last 40 years, the effect of unions on job satisfaction has attracted the attention of those working in the fields of economics, industrial relations, and industrial psychology. It is known that in most of the studies in the literature, this effect results in negative and ‘out of the reasonable framework’. In studies published in recent years, it has been found that the direction of this effect has changed. This shows that the relationship between the union and job satisfaction is more complex than it seems.&#x0D; In this review, the studies in English that are evaluated by scanning the Web of Science® database are included in the SSCI, SCI-Expanded, ESCI, CPCI-SSH indexes. It is discussed in these research articles and academic papers, that according to which criteria the predictive variables used while investigating the effect in question were determined.&#x0D; As a result, in the literature, it is seen that membership status, unionization rate, the employee to be within the scope of the union, and the existence of the union in the workplace are determined as the union variables. While concurrency between union variables and job satisfaction is often not taken into account in the exit-voice hypotheses, it is seen that the instrumental variable and fixed-effect models have been developed to solve the endogeneity problem caused by concurrent causality in the ‘reverse causality’ hypotheses. Especially considering the problem of endogeneity highlighted in the ‘reverse causality’ hypotheses, in this study, a model in which the effect of the employees' perception of union effectiveness and job satisfaction on the dependent variable can be tested as the predictor variable for the labor relations systems where the benefits obtained from the union gains do not depend on the membership status and the employees do not have the opportunity of collective labor agreement through the unions.

Perception of Meaningful Work and Job Satisfaction of Accounting Faculty Members

Meaningful work is the values formed by the person's expectations about their workplace. Job satisfaction is the positive feelings one has for one's job. This study aims to measure whether accounting academicians find their jobs meaningful and their satisfaction levels in their careers. The sample size is 164 people who are accounting academics in Turkey. The study measured the relationship between the meaningful job and job satisfaction, and the subdimension of the meaningful job was examined. Significant relationships were found between some sub-dimensions of meaningful work and job satisfaction.

What Factors Influence the Perceptions of Job Satisfaction in Registered Veterinary Nurses Currently Working in Veterinary Practice in the United Kingdom?

The Royal College of Veterinary Surgeons is dedicated to empowering registered veterinary nurses (RVNs) and ensuring that they are valued members of the workforce within the United Kingdom. However, this is not always reported by the RVNs themselves, who state that although they derive satisfaction from working with animals and within a profession that makes a difference, there are areas in which they are not currently satisfied, such as pay scale and recognition. Responses to a questionnaire were analyzed using a mixed-methods design to determine current factors affecting job satisfaction utilizing a deductive and inductive approach. The questionnaire reached 205 RVNs currently working in practice within the UK; respondents were divided between remaining at their current practice (n = 101) and finding alternative employment (n = 80). Those who stated that they were happy in their job role were more likely to want to remain there. Themes relating to positive and negative job satisfaction were reported and used to devise strategies employers and employees could use to increase or maintain RVNs' overall satisfaction. More focus is needed on support and communication within veterinary practices, support for appropriate delegation linked to recognition of the RVN role, and support from educators to prepare students for the RVN role. Although the questionnaire did not reach the targeted sample size, responses agree with previous data indicating that changes made to the RVN role in the UK have not sufficiently improved job satisfaction scores.

Patient safety attitude among healthcare workers at different levels of healthcare in Sharqia Governorate, Egypt.

BackgroundPatient safety (PS) has been identified as a significant healthcare challenge. A good safety attitude helps healthcare workers (HCWs) to decrease medical errors.AimThis study aimed to assess the PS attitude and identify its determinants among HCWs.SettingThis study was conducted in Sharqia Governorate at different levels of health care.MethodsThis was a comparative cross-sectional study that involved240 HCWs selected after using a multistage cluster sampling technique from Sharqia Governorate.In ordertto assess the respondents’ attitudes towards PS, the modified Chinese Safety Attitudes Questionnaire (CSAQ) was used.ResultsThe scale with the highest percentage of positive responses, on average, was safety climate (49.59%). The study found a statistically significant association between the level of health care and mean scores of ‘teamwork climate, perception of management, job satisfaction, working conditions, and stress recognition’ and the overall CSAQ score. In regression analysis, the highest degree of education and job type were significant predictors of PS attitude among the HCWs under study (p = 0.031 and 0.011, respectively).ConclusionAccording to the study’s findings, PS is low among HCWs in both healthcare units and hospitals, with a significantly higher score among hospital workers than among primary care workers. All PS composites need improvement starting with regular assessment of PS culture along with continuous monitoring.

Organisational politics on job satisfaction: An empirical study of police officials in a selected police service station

Background: The phenomenon of organisational politics is widely recognised in organisations, and it can have a significant impact on job satisfaction. A negative organisational variable, organisational politics alters the organisational environment, culture and behaviour. The study of organisational politics is proliferating and is now a popular research topic. In terms of job satisfaction, this can be divided into two different categories: hygiene and motivation. The purpose of this study is to explore how organisational politics affect motivational and hygiene factors in relation to job satisfaction.Aim: This study aimed to investigate the relationship between organisational politics and job satisfaction amongst police officials in a selected South African police service station in the Limpopo province.Setting: An empirical investigation was undertaken using a sample of 114 police officers drawn using the random sampling technique.Methods: A quantitative methodology, using self-administered surveys consisted of the Perception of Politics Scale (POPS) and Job Satisfaction Questionnaire (JSQ) was employed to collect data. The data were analysed using the Statistical Package for the Social Sciences (SPSS), version 24. Inferential statistics in the form of Pearson correlation analysis was used to test for relationships between the independent variable (organisational politics) and the dependant variable (job satisfaction).Results: The findings of the study revealed that organisational politics has a significant negative relationship with job satisfaction.Conclusion: It is recommended that police management should attempt to deal with perceptions of organisational politics and job satisfaction adequately.

Employee Motivation, Job Reengineering, and Perceived Job Satisfaction: A Quantitative Correlational Approach

This quantitative research investigated the correlation between employee motivation, job reengineering, and the perception of job satisfaction among the civilian employees of the Department of Defense located in Washington, D.C., United States. The theoretical foundation for the study was rooted in Deci and Ryan's (1985; 2000) self-determination theory of motivation. The researcher utilized a non-experimental correlational research design and an appropriate non-probability convenience sampling method to collect data from fifty-five (55) participants. The multidimensional work motivation, job diagnostic, and the job satisfaction scales were used to measure the variables. Non-parametric tests were used to measure the correlation between the variables and three hypotheses were tested. The results showed a strong and positive relationship exists between employee motivation, job reengineering, and the perception of job satisfaction. These findings suggest that business leaders and human capital managers of private and government enterprises may use the study as a focal point to understand a person-job fit, establish lean organizational efficiencies, and formulate strategies to improve motivation and reduce turnover.&#x0D; Keywords: Emotional Intelligence, Employee Motivation, Job Design, Job Reengineering, Job Redesign, Job Satisfaction, Metacognitive Abilities, Perception, Perception of Job Satisfaction, And Self-Determination Theory

Leadership, Millenials, And Job Satisfaction

Employee turnover is a disruptive and costly phenomenon for organizations. Understanding the causes of turnover and how to mitigate such causes offers a tangible benefit to organizations, especially as it relates to Millennials which are the largest portion of the workforce in 2020. The study herein sought to determine whether Millennial generation employee perceptions of leadership style have an association with job satisfaction for college-educated, full-time employees at a mid-sized professional services firm in the United States. The relationship between perceptions of leadership style and employee job satisfaction were evaluated via a non-experimental quantitative study. The research design was a cross-sectional survey administered to 1,567 participants with 354 usable responses obtained. Data collected via a survey demonstrated there is a statistically significant moderate correlation (rs = .32, p &lt; .01) between perceptions of leadership style and job satisfaction at the scale level and that the relationship is stable regardless of gender, tenure, ethnicity, or age. The findings support previous studies of various generational cohorts and extend the knowledge base specific to a Millennial subgroup. This study extends the body of knowledge related to the Full Range of Leadership Theory and adds information for a specific generational cohort in one industry segment. Implications include opportunities for organizations to implement leadership development programs focused on specific behaviors that will increase employee satisfaction.

Hemşirelerin Örgütsel Adalet Algıları, İş Tatminleri ve Arasındaki İlişkinin İncelenmesi: Tanımlayıcı Bir Çalışma

Objective: The study was designed to determine nurses' perceptions of organizational justice, job satisfaction and the relationship between them. Investigation of the relationship between nurses' perception of organizational justice and job satisfaction is regarded as important. Currently, there are no studies comparing public and private sector nurses. Material and Methods: The study was planned as descriptive and analytical. The data were collected from nurses working in a public and a private hospital in Turkey (n=450, n=290). In the study, an information form containing sociodemographic and occupational characteristics of nurses, the Organizational Justice Scale, and the Job Satisfaction Scale was used. Results: A positive and moderate relationship was determined between the perception of organizational justice and job satisfaction (r=0.445; p<0.005). A positive and moderate relationship was found between the perception of organizational justice and job satisfaction in public hospitals (r=0.468; p<0.05) and private hospitals (r=0.408; p<0.05). It was determined that distribution justice, which is one of the sub-dimensions of organizational justice in the public hospital, and interpersonal justice in the private hospital, affect the job satisfaction of nurses more. Conclusion: The factors affecting the organizational justice perceptions and job satisfaction of nurses working in public and private hospitals are different. Knowledge of these differences by managers is important for predicting the behavior of nurses.

Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines

Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalities of Lanao del Sur, Philippines. The data was analyzed through Frequency and Percentage Distribution and Spearman Rho Correlation using manual computation and SPSS. Nurse retention was calculated by dividing the average number of registered nurses during a period of 6 months by the job turnover rates on the units. Results: The findings revealed that the respondents were ‘satisfied’ on the overall indicators on the job satisfaction scale. With a Spearman Rho Correlation value of 0.003 and p-value of 0.016, the data suggested that there is a significant correlation between the respondents’ job satisfaction and job retention in the Nurse Deployment Project. Conclusion: This research illuminated the factors that may influence nurse retention, improve nurse job satisfaction, and promote healthy workplaces. It can serve as a standard or foundation for policymakers and implementers in identifying areas for improvement in boosting job satisfaction among nurses