Positive Effect Of Job Satisfaction Research Articles

Effect of perceived stress, job satisfaction, and workload on the professional self-efficacy of Peruvian regular basic education teachers

IntroductionThe COVID-19 pandemic has had repercussions on teachers’ beliefs about their efficacy in their profession. In light of this, the aim of this study was to determine the effect of perceived stress, job satisfaction, and workload on professional self-efficacy among Peruvian regular basic education teachers.MethodThis was a cross-sectional explanatory study involving 687 regular basic education teachers (57.6% women) aged between 23 and 55 years (M = 38.15, SD = 8.58), from both private and public institutions across the three regions of Peru (coastal, jungle and highland). The instruments used were the Professional Self-Efficacy Questionnaire (AU-10), the Perceived Stress Scale related to the pandemic (EEP-10), the Affective Job Satisfaction Scale (BIAJS), and the Workload Scale (ECT).ResultsA SEM analysis was conducted, yielding satisfactory goodness-of-fit indices: χ2 = 87.028, p = 0.000, with 11 df, CFI = 0.993, RMSEA = 0.047, and SRMR = 0.021. This confirmed H1, as there is a negative effect of workload on professional self-efficacy (β = −0.11, p = 0.017). Similarly, H2 was confirmed, as there is a positive effect of job satisfaction on professional self-efficacy (β = 0.13, p = 0.003). However, H3 was rejected, as no significant effect of perceived stress on professional self-efficacy was evident (β = −0.02, p = 0.658).ConclusionWorkload and job satisfaction explain the perceived level of self-efficacy among Peruvian regular basic education teachers. However, there is no evidence to suggest that stress affects their sense of efficacy.

Examining the Mediating Effect of Organizational Commitment and Job Satisfaction between Project Manager Emotional Intelligence and Project Success

The main purpose of this study is to examine the impact of the Project Manager’s emotional Intelligence on HVAC project success in Pakistan settings along with the mediating effect of job satisfaction and organizational commitment to bring clarity to the assessment of the relationship between the Project Manager’s emotional intelligence and project success in Pakistan settings. A quantitative research strategy is applied to collect realistic data from 210 Project Managers (from all the entities involved in the execution phase of the project the important ones being Sub-Contractors, Equipment Distributors as well as Product Manufacturers) of the HVAC industry of Pakistan. The collected data was analyzed and examined by using Structured Equation Modeling through the Partial Least Square method. To analysis the collected data SPSS and Smart PLS software were used. The findings of this study showed that the Project Manager’s emotional intelligence is positively related to project success and suggest the most evident result that there is a healthy and positive effect of Job Satisfaction and organizational commitment towards the success of a project. These suggestions amplify the need of the upper management to understand the significance of the mediating roles and its willingness to take care of necessary steps for letting and giving room to the Intelligence of the Project Manager having a positive outcome on the project success. Originality: This is first study in project management in Pakistan settings and delivers an advanced knowledge of emotional intelligence along with its importance to Project Success

The Effect of Job Satisfaction on Organizational Commitment Moderated by External Locus of Control

This study aims to find out the positive effect of job satisfaction on organizational commitment on outsourcing employees of commercial banks and to find out external locus of control in strengthening job satisfaction on organizational commitment on outsourcing employees of commercial banks. This type of data uses primary data. The data obtained directly from respondents who are the object of research, consisting of employees of commercial bank outsourcing in NTB province. The sample are 186 respondents from 23 commercial banks in NTB province. The results of this study show that job satisfaction is positively correlated with organizational commitment variables. A positive correlation means that the more outsourcing employees are satisfied with the job, the more committed they will be to the company where they work.

The Influence of Competence and Non-Work Environment on Loyality Mediated by Job Satisfaction and Employee Engagement

Understanding the intricate interplay between competence, non-work environment, job satisfaction, and employee engagement is imperative for optimizing employee loyalty and informing effective organizational strategies. This study aims to analyze the influence of competence and the environment outside the workplace on employee loyalty by considering the role of mediators in job satisfaction and employee engagement. This research method involves a survey of employees of Semen Baturaja Palembang Limited Liability Company in all regions of Palembang selected by convenience sampling technique. In this study, various interesting findings were obtained that can be understood in view of the various interrelated variables within the company, namely the significant positive effect of competence on job satisfaction, the positive effect of job satisfaction on employee engagement, and the positive influence of employee involvement on loyalty. This finding is also further confirmed by job satisfaction as a mediator of competency and work involvement variables, so companies, if they want employee involvement in the company, must first increase employee job satisfaction, which will then have an impact on employee loyalty itself

The Influence of Psychological Capital, Job Satisfaction, and Employee Engagement on Job Performance on Employees of Freight Forwarder Companies In Jakarta

The purpose of this research is to analyze how the effect of psychological capital, job satisfaction, and employee engagement on job performance of employees at freight forwarder company in Jakarta which have branches in Semarang and Surabaya. Data were collected from 107 employees who were still actively working with a non-probability sampling technique using a purposive sampling method. The data analysis method used is regression with SPSS software version 25. The results of testing the hypothesis in this study show that there is a positive effect of psychological capital on job performance, a positive effect of job satisfaction on job performance, and a positive effect of employee engagement on job performance. The results of this study are expected to provide input for managers to improve job performance variables by maintaining levels of psychological capital, job satisfaction, and employee engagement among employees at the freight forwarder company.

PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. SEMBILAN PILAR UTAMA KABUPATEN KEPAHIANG

This study aims 1) to determine the effect of work stress on the performance of employees of PT. The Nine Main Pillars of Kepahiang Regency. 2) To determine the effect of job satisfaction on the performance of employees of PT. The Nine Main Pillars of Kepahiang Regency. 3) To find out the effect of job stress and job satisfaction on the performance of employees of PT. The Nine Main Pillars of Kepahiang Regency. This type of research is a quantitative approach. The method used in this research is descriptive method. The population in this study were all employees of PT. The Nine Main Pillars of Kepahiang Regency consist of 50 employees. the sample is 50 employees of PT. The Nine Main Pillars of Kepahiang Regency.Based on the results of research on the effect of job stress and job satisfaction on employee performance at PT. Nine Main Pillars of Kepahiang Regency, the following conclusions can be drawn: 1) There is a negative and significant effect of work stress (X1) on employee performance (Y) PT. Nine Main Pillars of Kepahiang Bengkulu Regency. 2) There is a positive effect of job satisfaction (X2) on employee performance (Y PT. Sembilan Pilar Utama Kepahiang Regency, Bengkulu Regency. 3) Job stress and job satisfaction together affect the performance of PT. Nine Main Pillars of Kepahiang Regency, Bengkulu Regency. Keywords: Job Stress, Job Satisfaction, Employee Performance,

Effect of the Employees’ Mental Toughness on Organizational Commitment and Job Satisfaction: Mediating Psychological Well-Being

This study aims to examine the impact of mental toughness of employees on their psychological well-being, job satisfaction, and organizational commitment. A research model based on structural equation modeling ‘ developed, and a survey was conducted with 534 office workers in Korean companies to gather the data. The findings indicate that mental toughness has a significant effect on psychological well-being and positively (+) affects organizational commitment and job satisfaction through psychological well-being. The study also reveals that mental toughness has a greater influence on organizational commitment than on job satisfaction. However, the positive effect of job satisfaction was found to increase when psychological well-being was mediated. Consequently, this study recommends that employees’ mental toughness be managed effectively to improve their job satisfaction and organizational commitment, leading to enhanced job competency, and reduced turnover intention. These findings are of practical significance to organizational practitioners, as they underscore the importance of fostering mental toughness among employees to promote their well-being and commitment to their work.

Gender differences in the association between job characteristics, and work satisfaction and retention

PurposePrevious research shows a positive effect of job satisfaction and retention on both workers’ and organizations’ welfare, it is important to understand whether the characteristics of a job and workers’ perceptions of certain job traits can predict job satisfaction and retention in an organization. This paper explores the effect of 18 job characteristics on the likelihood that a worker is satisfied with his or her job, the chance that he or she looks for an alternative employer in the following year and the number of years employed by the same organization.Design/methodology/approachThe author adds to the current state of the literature on the importance of job characteristics in several ways. First, the author utilizes a list of 18 job characteristics or perceptions, which to the best of our knowledge is one of the most extensive sets of characteristics that has been considered. This allows us to examine lots of aspects of the job, and their connection to the outcomes of interest. Second, the author uses not only basic regression methods but also ordered Logit specifications to obtain more precise estimates of the effect of job characteristics on job satisfaction and workers’ propensity to look for a new job. Third, the author considers the possibility that a combination of job characteristics, rather than a single factor, influences the level of satisfaction with the job and retention, measured by the likelihood that a worker plans to look for an alternative job in the following year and the years at the current job. The author explores the latter through principal component analysis. Fourth, the author explores gender differences in the effect of job characteristics on job satisfaction and retention. Finally, the author discusses the implications of this research to policy decision-making and managerial decisions.FindingsThe author finds that personal development opportunities and job security are positively related to job satisfaction, and negatively related to the likelihood of looking for a new job. Opportunities for personal development have a stronger effect on job satisfaction of men than women. Male workers’ job satisfaction also depends on whether they are given enough time to complete assigned tasks. The perception of security in the current job, having reliable coworkers and receiving sufficient help in a job make it less likely for women to perform a job search. Fringe benefits encourage workers of both genders to stay in an organization longer. Job security also has a positive relationship with the years in a given job for women, but not for men.Originality/valueThe findings have implications for managers and policy decision-makers. For managers, it is important to be aware of the value male and female workers place on different job characteristics, because a number of studies show the importance of job satisfaction on the success of companies (Porter et al. 1977; Mobley et al., 1979; Tett et al. 1993; Posner et al. 1993), and the author shows that job satisfaction depends on different characteristics for men and women. In addition, managers’ awareness of the findings related to the factors that are likely to retain workers in a company is important because of the costs of recruiting new workers, including hiring, training and opportunity costs. For policy considerations, programs that help in matching employers with potential workers are likely to find good fits for both sides of the labor market if they direct women to jobs that provide more security, opportunities for personal development, and help at work. Jobs that offer more time to complete tasks would retain and increase the chance of keeping male workers satisfied with their job.

“Turning role conflict into performance”: assessing the moderating role of self-monitoring, manager trust and manager identification

PurposeThis study examines the contextual variables that can curb the negative effects of role conflict on job satisfaction and enhance the positive effect of job satisfaction on creativity and service performance. More specifically, adopting the job demands-resources theory, the authors explore the interactive effect of frontline employee (FLE) self-monitoring and FLE-manager trust on the relationship between role conflict and job satisfaction. Extending this line of inquiry, the authors adopt social identity theory and analyze the moderating effect of FLE-manager identification on the relationship between job satisfaction and creativity and between job satisfaction and service performance.Design/methodology/approachDyadic data utilizing 122 responses from FLEs and their managers were obtained from FLEs working with a major financial services firm in India. Structural equation modeling and PLS were used to assess the hypothesized relationships.FindingsThe negative relationship between role conflict and job satisfaction is reduced at higher levels of FLE self-monitoring and FLE-manager trust. Furthermore, FLE manager identification accentuates the effect of job satisfaction on creativity and service performance.Practical implicationsOrganizations should invest in developing FLEs' personal and job-related resources to reduce the deleterious effects of role conflicts on FLEs' job outcomes. Specifically, managers should hire FLEs who are high in self-monitoring while enhancing FLE-manager trust and FLE-manager identification.Originality/valueRole conflict is inevitable in a service job and can have serious negative downstream consequences. Hence, the study explores the important contextual factors that can help an organization develop policies to reduce the negative effects of role conflict.

The effect of job satisfaction and organizational culture on employee performance in autofinance business: the mediating role of organizational commitment

The present study analyzed the mediating role of organizational commitment in the effect of job satisfaction and organizational culture on employee performance. Job satisfaction and organizational culture may influence mployee performance. The variable with the most significant effect on employee performance was analyzed hrough job satisfaction and organizational culture. The result of the study demonstrated the increase in employee performance through organizational commitment. It is recommended to consider the positive effect of job satisfaction and organizational culture in the auto financing business. Partial Least Square (PLS) was applied. The method allows the researcher to analyze the direct and indirect effects in the research model, i.e., the effects of job satisfaction and organizational culture on employee performance when organizational commitment acted as the mediating variable. This study involved several autofinancing companies. Four hundred twenty employees from these companies were recruited as respondents using a stratified sampling technique. This study found that job satisfaction acts as one of the factors affecting employee performance achievement, as proven by its direct and indirect effects on employee performance. Organizational culture can improve employee performance through organizational support and commitment. The auto financing industry should be able to implement a competitive organizational culture.

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT. SUMBER ALFARIA TRIJAYA TBK

This study discusses the influence of organizational culture and job satisfaction on organizational citizenship behavior at PT Sumber Alfaria Trijaya Tbk. The purpose of this research is to find out whether there is a positive influence of organizational culture on organizational citizenship behavior, to determine the positive effect of job satisfaction on organizational citizenship behavior, and to find out the positive effect of job satisfaction on organizational citizenship behavior. This research is quantitative with a questionnaire as a data collection tool. Questionnaires were distributed to 90 employees at PT Sumber Alfaria Trijaya, Tbk. A total of 90 questionnaires were returned, and were analyzed using SPSS 25 software. The results of this study prove that there is a significant effect of job satisfaction on organizational citizenship behavior partially, there is a significant effect of job satisfaction on organizational citizenship behavior partially and simultaneously.

The Effect of Job Satisfaction On Teachers’ Performance: A Survey with Elementary School Teachers in Kendari City, Indonesia

The research objective was to examine the effect of job satisfaction on the performance of elementary school teachers in Kendari City, Indonesia. There were 125 elementary school teachers who participated in this study. Data were collected using five-choice Likert scale model questionnaires, namely: the teacher job satisfaction scale r=0.91 and the teacher performance scale r=0.94. The data was analyzed using structural equation modeling (SEM) through analysis of moment structures (AMOS) software. The results showed that there was a significant positive effect of job satisfaction on the performance of elementary school teachers. The study's findings suggest that it is critical for elementary school administrators and education administrators in local governments to ensure teacher job satisfaction in order to improve their performance.

DOES INFORMAL LEARNING BRIDGE A RELATIONSHIP BETWEEN PUBLIC HEALTH EMPLOYEE MOTIVATION AND JOB SATISFACTION TOWARD PERFORMANCE?

This study examines and analyzes the significant positive effect of job satisfaction and motivation on employee performance mediated by informal learning. The population of this study was employees of the Ministry of Health who worked in the Bengkulu Province based on the Ministry of Health Polytechnic and the Class III Port Office of Bengkulu Province. The number of respondents amounted to 100 people. The study was analyzed using the Structural Equation Modeling (SEM) method with PLS 3 analysis tool. Based on the research conducted, we found that job satisfaction had a significant positive effect on informal learning and employee performance directly. On the other hand, motivation positively affects performance, although it cannot affect performance. In addition, informal learning can also positively impact improving performance directly. However, informal learning cannot mediate job satisfaction and motivation in improving employee performance in the mediating relationship. This study provides implications for informal learning through informal discussions in the form of constructive feedback between leaders as mentors and employees, which are expected to motivate to improve employee performance on an ongoing basis.

PENGARUH KEPUASAN KERJA, KEPEMIMPINAN TRANSFORMASIONAL, DAN MOTIVASI KERJA TERHADAP KINERJA GURU DI SD SAINT JOHN’S MERUYA [THE EFFECT OF JOB SATISFACTION, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHERS’ PERFORMANCE AT SAINT JOHN’S PRIMARY SCHOOL MERUYA

<div><p class="1eAbstract-text"><em>The aim of this study was to investigate the positive effect of job satisfaction and transformational leadership to work motivation and job satisfaction, transformational leadership, and work motivation on teachers’ performance. Research was conducted at Saint John’s Primary School Meruya, West Jakarta, involving the whole 36 teachers as respondents. The method used is quantitative research. Analysis technique used is descriptive statistical analysis using path analysis tool. A structured questionnaire with Likert-type scale was used to collect data from the respondents. Data proccessed with Partial Least Squares – Structural Equation Modeling (PLS-SEM). Path coefficient shows that job satisfaction and transformational leadership have positive effect to job motivation. This study also shows that job satisfaction, transformational leadership and work motivation have positive effect to teachers’ performance. </em><em></em></p></div>

Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

The purpose of this study was to examine the positive effect of job satisfaction, organizational commitment, and job involvement on employee performance at Bank Muamalat Surakarta. This research methodology using explanatory research type, the researcher conducted a survey and jumped into the research location by giving questionnaires to the employees of Bank Muamalat Surakarta directly. This study uses a quantitative method, where this method is used to test the hypothesis. The population of this research is all employees of Bank Muamalat Surakarta as many as 60 people as well as the research sample. The sampling technique used total sampling technique, where the number of samples was the same as the population. The data analysis technique used multiple regression analysis, t test, F test, and R2 test. The results showed that there was a significant influence between job satisfaction factors (X1) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between organizational commitment factors (X2) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between job involvement factors (X3) on the performance of employees of Bank Muamalat Surakarta.

Analysis of Organizational Citizenship Behavior in School

The purpose of this research is to investigate the influence of trust and job satisfaction on teachers’ Organizational Citizenship Behavior in Junior High School of Private Districts Tangerang. The research used survey method applied in testing hypothesis. Technique of data collecting used questionnaire. There were 273 teachers used as samples and selected by simple random sampling. For data analysis Structural Equation Model (SEM) was used to get more detailed results related to trust, job satisfaction and Organizational Citizenship Behavior variables. The result of the research indicated that 1) there was a direct positive effect of trust to teachers’ Organizational Citizenship Behavior; 2) there was a direct positive effect of job satisfaction to teachers’ Organizational Citizenship Behavior; and 3) there was a direct positive effect of trust to job satisfaction.

The Effect of Personality, Organizational Climate and Job Satisfaction on Teachers Organizational Citizenship Behavior at Public Vocational High School in DKI Jakarta Province

The purpose of this research to study the effect of personality, organizational climate and job satisfaction on Organizational Citizenship Behavior of teachers at public vocational high schools in Central Jakarta Administration city of Jakarta DKI Jakarta province. This study uses a quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration city area. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. The data collection research by questionnaires and then analyzed for statistically descriptive and inferential statistical path analysis. Based on the research hypothesis testing of the study found, 1)there is a direct positive effect of Personality on Organizational Citizenship Behavior, 2)there is a direct positive effect of Organizational Climate on Organizational Citizenship Behavior, 3)there is a direct positive effect of job satisfaction on Organizational Citizenship Behavior, 4)there is a direct positive effect of Personality on Job Satisfaction, and 5)there is a direct positive effect of Organizational Climate on Job Satisfaction

Pengaruh Kecerdasan Emosional dan Pemberdayaan Karyawan Terhadap Komitmen Organisasional Melalui Kepuasan Kerja di Dinas Sosial Daerah Istimewa Yogyakarta

The research was purposed to find out whether there was any significant of emotional intelligence and employee empowerment to organizational commitment through job satisfaction on Social Service in Special Region of Yogyakarta. The participants of this research are the employees of Social Service in Special Region of Yogyakarta. Quantitative approach was used during data collection which 107 employees had been participated. This study was using SmartPLS 3.0 version to test the hypothesis. The results of this study found that there are significant positive effect of emotional intelligence on organizational commitment, significant positive effect of employee’s empowerment on organizational commitment, significant positive effect of emotional intelligence on job satisfaction, and significant positive effect of organizational commitment on job satisfaction, also there is significant positive effect of job satisfaction on organizational commitment. In addition, this study found the direct influence of emotional intelligence on organizational commitment is greater than indirect influence of emotional intelligence on organizational commitment through job satisfaction, and the direct influence of employee empowerment on organizational commitment is greater than indirect influence of employee empowerment on organizational commitment through job satisfaction.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPUASAN KERJA TERHADAP MOTIVASI BERPRESTASI PEGAWAI SEKRETARIAT BADAN PENGEMBANGAN SUMBER DAYA MANUSIA PERHUBUNGAN

The objective of this research is to obtain information about the effect of transformational leadership and job satisfaction on employee achievement motivation of Badan Pengembangan Sumber Daya Manusia Perhubungan. It was quantitative research with survey method in Badan Pengembangan Sumber Daya Manusia Perhubungan. The research was conducted to all employees of Badan Pengembangan Sumber Daya Manusia Perhubungan by using a survey method with path analysis applied in testing hypothesis. The number 89 employees as sample was selected by using Slovin formula. The research conlude: (1) There is a direct positive effect of transformational leadership on achievement motivation. (2) There is a direct positive effect of job satisfaction on achievement motivation. (3) There is a direct positive of transformational leadership on job satisfaction.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPUASAN KERJA TERHADAP MOTIVASI BERPRESTASI PEGAWAI SEKRETARIAT BADAN PENGEMBANGAN SUMBER DAYA MANUSIA PERHUBUNGAN

The objective of this research is to obtain information about the effect of transformational leadership and job satisfaction on employee achievement motivation of Badan Pengembangan Sumber Daya Manusia Perhubungan. It was quantitative research with survey method in Badan Pengembangan Sumber Daya Manusia Perhubungan. The research was conducted to all employees of Badan Pengembangan Sumber Daya Manusia Perhubungan by using a survey method with path analysis applied in testing hypothesis. The number 89 employees as sample was selected by using Slovin formula. The research conlude: (1) There is a direct positive effect of transformational leadership on achievement motivation. (2) There is a direct positive effect of job satisfaction on achievement motivation. (3) There is a direct positive of transformational leadership on job satisfaction.