Positive Job Satisfaction Research Articles

‘Fostering resilience: the impact of supportive organizational culture on mitigating burnout in early childhood educators’

ABSTRACT Caring for toddlers is a demanding profession that could lead to negative emotions and behaviors. The objective of this study was to examine the impact of a positive organizational climate, job satisfaction, and self-efficacy on burnout and commitment, in turn leading to the reporting of misconduct and turnover intentions among childcare teachers. The study included 1,190 female childcare teachers from 119 daycare centers throughout Israel. The findings indicate that workload contributes to burnout (B = -.27; SE = .02) and dissatisfaction (B = .60; SE = .01). Furthermore, the findings suggest that a positive organizational climate and strong employee-employer relationship are negatively correlated with employee burnout (r = −0.356; p < 0.001; r = −0.178; p < 0.001). The more supportive the organizational climate the less likely that employee burnout will occur. The study concludes that nurturing a supportive organizational climate and building a strong employee-employer relationship can reduce employee burnout and its consequences.

Development of a gratitude intervention model and investigation of the effects of such a program on employee well-being, engagement, job satisfaction and psychological capital.

In a demanding working life, it is important to determine how individuals can thrive at work. In a previous study we investigated whether a program of gratitude interventions can increase psychological wellbeing, engagement, job satisfaction, and psychological capital showing promising results. of the present study was to present the development of a manager coached group intervention program related to gratitude at workplaces and to investigate the effects of such a program on the same variables. The intervention included five group sessions of gratitude dialogue between employees, supervised by their first line managers. Participants were assigned to an intervention or control group. Assessments were made before and after the intervention program and followed-up at 6 months post-intervention. Both quantitative and qualitative analyses were performed. Both groups completed instruments measuring positive psychological capital (PCQ), work engagement (UWES), psychological wellbeing (PGWB-S), and job satisfaction (aJDI). All managers were interviewed after the intervention. Compared with the control group the gratitude dialogue intervention was found to significantly enhance psychological wellbeing, engagement, and job satisfaction. The results were supported by the interviews with managers. our results suggest that gratitude dialogues at work may be an effective way of improving employee wellbeing. Suggestions on how to improve the results from this kind of gratitude intervention further are presented.

The Impact of Positive Workplace Gossip on Employees' Job Satisfaction: A Study Based on the Confucian Humanistic Management

Based on the Confucian philosophy of humanistic management, a relationship model between positive workplace gossip and employees' job satisfaction is constructed through a questionnaire survey of 205 Chinese corporate employees. Meanwhile, psychological capital and organizational identity are introduced as mediating variables to analyze the impact of positive workplace gossip on the satisfaction of the gossiped employees and the formation mechanism. The results show that: positive workplace gossip has a significant positive impact on employees' job satisfaction. ②Psychological capital has significant mediating effects on the relationship between positive workplace gossip and job satisfaction. ③Organizational identity has significant mediating effects on the relationship between positive workplace gossip and job satisfaction.

Super-Mentors to Train Multiple Neonatal Advanced Practice Providers: Pros and Cons.

Despite available training programs for neonatal advanced practice providers (Neo APP), including neonatal nurse practitioners and physician assistants, it is difficult to meet the demand for these providers. There are no publications regarding training models with greater than 1 Neo APP learner per mentor. To create and measure outcomes of a 12-month program to educate Neo APP "Super-Mentors" able to train 2 Neo APP learners simultaneously. Super-Mentors were selected and attended monthly classes to learn mentorship concepts and receive support. Learners received didactic content and support through a Fellowship program. Quantitative data regarding recruitment and retention, as well as Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS) results were compared pre- and postprogram. Qualitative satisfaction measures via survey from 21 stakeholders were analyzed through a phenomenological approach. Six Super-Mentors trained 14 Neo APPs, as compared to 7 in the previous year. One Neo APP left after training. Summative preprogram MNPJSS scores were better (5.1±0.37) than postprogram (4.7±0.47) ( P <.001). The most important preprogram subscale item was "vacation" versus "quality of assistive personnel" postprogram. Both pre- and postprogram scores reflected positive job satisfaction so differences may not be clinically significant. Qualitative program benefits included faster and increased onboarding, stronger relationships, and dedicated time. Challenges included role clarity among other stakeholders, learning culture, and spacial/technological logistics. Super-Mentors can train twice the number of Neo APP learners, with optimal preparation and support of all stakeholders, adequate space, and appropriate technology.

What drives employees' job performance in green hotels? The mediating effect of employee positive mood and satisfaction

AbstractWhat is vague about identifying the impact of Green Human Resource Management practices (GHRMPs) on employee job performance remains under‐explored in the hospitality literature. Based on the theory of planned behavior, this research examines the role of GHRMPs on employee job performance through employee satisfaction and positive mood. Data was collected from 647 staff in 12 hotels from October 2022 to March 2023 and analyzed through PLS_SEM. Results showed that all factors of GHRMPs positively influence positive moods. The non‐significant result is green knowledge and job satisfaction, whereas green attitudes, green skills, and positive moods directly affect job satisfaction. Also, the role of GHRMPs is to strengthen the positive influence of job performance directly and indirectly through positive mood and job satisfaction. However, environmental skills did not affect job performance. This research provides some contributions to the hospitality literature and practical implications for managers of hotels and practitioners.

A study on factors affecting job satisfaction in the IT industry

Although there are several definitions of job satisfaction or employee satisfaction, we may generally define them as a person's level of contentment with their job. Because they leave the company less frequently and stay longer, content employees help the business grow. Additionally, a positive work atmosphere attracts talent and boosts productivity by encouraging job satisfaction. The information technology (IT) industry has gained traction on the global scale and has taken centre stage in both our society and the world as a whole. The booming Indian economy has contributed to the ability of the IT industry to remain competitive in the international market. This study aimed to evaluate the degree of job satisfaction among IT professionals and identify the factors affecting that satisfaction. To highlight the factors affecting positive job satisfaction among IT industry employees, we included variables such as rewards and recognition, working conditions, fairness, job security, relationships with coworkers and employee satisfaction. After the data were cleaned, 100 responses were collected. The data were analysed using SPSS statistical software, and the findings showed that the job satisfaction of IT employees is strongly correlated with a number of factors connected to the workplace.

How training quality, trainer competence, and satisfaction with training affect vocational identification of apprentices in vocational education programs.

Vocational identification means being identified with an organization and with one's career. Both are key objectives of vocational education and training (VET) programs and advantageous for employees and employers. For employees, vocational identification is often associated with positive work-related emotions and job satisfaction; for employers, workers' identification with the organization and the career enhances their performance and reduces turnover. Thus, investment in employees' professional development that has the potential to support vocational identification is advantageous for all involved. In light of current demographic changes and a decreasing demand for full-time work, which are leading to a shortage of skilled workers and lower enrolment in apprenticeship programs, it is essential to bind young talents to companies at an early stage and avoid resignations during or after training. Findings from various empirical studies confirm that those who identify with their chosen career and the organization for which they work are more satisfied, think less about quitting, and perform better. Little empirical research has been conducted on how apprentices in VET programs identify with their career or organization or the extent to which such identification enhances their job satisfaction. In this study, we therefore investigate factors that influence apprentices' identification with their career and organization, in particular, the effects of training quality and trainer competence. Our results indicate that apprentices identify strongly with their career and with the organization where they are doing their training and are mostly satisfied with the quality of their training. Structural equation modeling reveals the relevance of career choice, training quality, and job satisfaction for identification with an organization and (less) with a career. The learning and working conditions in the organization, and more specifically, the variety of tasks offered to the apprentices and the trainer's pedagogical aptitude explain satisfaction with the training and career identification; the trainer's presence and the apprentices' satisfaction with training explain, to some degree, variance in organizational identification.

Affecting factors of clinical dental hygienists’ intention on retention

Objectives: The purpose of this study was to examine factors affecting the retention intention of clinical dental hygienists. Methods: A total of 190 clinical dental hygienists were recruited as participants. Data were collected from March to May, 2023 and then analyzed using t-test, ANOVA, Pearson’s correlation coefficient, and multiple regression through PASW Statistics 26.0. Results: Mean scores for job crafting, job satisfaction, positive psychological capital and retention intention were 3.22, 3.46, 3.57 and 3.46 respectively. Retention intention showed a significant relationship with positive psychological capital (r=0.299), job crafting (r=0.214), and job satisfaction (r=0.649). The results of the multiple regression analysis indicated that job satisfaction was the strongest predictor of retention intention, explaining 24.1% of the total variance (F=4.550, p&lt;0.001). Conclusions: Variables that can affect the retention intention of clinical dental hygienists were identified, with job satisfaction emerging as a significant factor affect retention intention.

Emotionally intelligent school leadership predicts educator well-being before and during a crisis.

We examined the role of educator perceptions of school leader emotion regulation (ER) and emotional support (ES) in educator well-being during a typical year and during the COVID-19 pandemic. Based on emotion contagion theory, leaders' (in)ability to regulate their own emotions may trigger ripple effects of positive or negative emotions throughout their organizations, impacting staff well-being. Additionally, based on conservation of resources theory, when experiencing psychologically taxing events, skillful emotional support provided by leaders may help to replenish staff's depleted psychological resources, promoting staff well-being. In two national studies, a cross-sectional (NStudy 1 = 4,847) and a two-wave study (NStudy 2 = 2,749), we tested the association between United States preK-12 educator perceptions of school leaders' ER and ES with educator well-being before and during the COVID-19 pandemic, employing structural equation modeling and multilevel modeling. In Studies 1 and 2, educator reports of their leaders' ER and ES skills predicted greater educator well-being, including higher positive affect and job satisfaction and lower emotional exhaustion and turnover intentions. In moderation analyses, perceived leader ER predicted well-being about equally among educators facing severe versus mild health impacts from COVID-19. In contrast, perceived leader ES was more strongly associated with educator well-being for some outcomes in those severely versus mildly impacted by COVID-19 illness and death. Leader ER played a role in the well-being of everyone, whereas leader ES was more predictive of well-being for those severely impacted by a crisis. Regarding implications for policy and practice, efforts to promote well-being among educators may be enhanced when combined with efforts to develop school leaders' ER and ES skills, especially in times of crisis. Accordingly, school districts should consider the value of investing in systematic, evidence-based emotion skills training for their leaders.

POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction

This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Organizational Citizenship Behaviour) had no significant effect, Olc (Organizational Learning Culture) and OCB (Organizational Citizenship Behaviour) had a significant positive effect, Job Satisfaction and OCB Organizational Citizenship Behaviour have a positive and significant effect, POS (Perceived Organizational Support) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant, Olc (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant. &#x0D; Keywords: POS (perceived organizational support), OLC (organizational learning culture), OCB (organizational citizenship behavior), job satisfaction.

Covid-19 pandemic? Mental health implications among nurses and Proposed interventions.

With its abrupt and huge health and socio-economic consequences, the coronavirus disease (COVID-19) pandemic has led to a uniquely demanding, intensely stressful, and even traumatic period. Healthcare workers (HCW), especially nurses, were exposed to mental health challenges during those challenging times. Review the current literature on mental health problems among nurses caring for COVID-19 patients. This is a narrative review and critical evaluation of relevant publications. Nurses experienced higher levels of stress, burnout, anxiety, depression, frustration, stigma, and depersonalization compared to other HCW. Factors that increased this symptomatology included concerns about infection or infection of family members, inadequate staff protective equipment, extended working hours, insufficient information, a reduced sense of security, and post-traumatic stress disorder. The factors that improved the psychopathology included a general positive attitude, job satisfaction, adequate information and education, harmonious group relationships, post-traumatic development, emotional intelligence, psychological counseling, mindfulness-based stress reduction, stable leadership, guidance, and moral and practical administrative support. Recent studies clearly show that nurses, especially women, are the most vulnerable subgroup among HCW and are particularly prone to mental health impacts during the COVID-19 pandemic. The documented mental health vulnerability of frontline nursing staff during the COVID-19 pandemic requires preventive nursing management actions to increase resilience and to develop relevant defense mechanisms.

Teachers’ beliefs and characteristics predictive of their willingness to cultivate a safe, ethnically inclusive school environment

This study fills an important gap in our understanding of how teachers’ beliefs and characteristics influence their willingness to engage in classroom practices that promote ethnic inclusivity and prevent ethnicity-based exclusion and conflicts among students. A sample of 454 in-service Russian teachers completed an online survey that included questions asking about teachers’ own ethnic background, the ethnic diversity of their school, their beliefs about multiculturalism, empathic anger experienced in response to witnessing ethnicity-based mistreatment, and job satisfaction. The results revealed that positive multicultural beliefs, empathic anger, and job satisfaction were positively predictive of teachers’ willingness to promote ethnic inclusivity in the classroom.

Organization Culture and Employee Experience: Do They Affect Job Satisfaction and Turnover Intention?

The current existence of Gen Z, who just entered the workforce, is closely connected with high turnover in the organization. The relationship of employee experience to turnover intention is still inconsistent. This study aims to determine the impact of Positive Organizational Culture, Employee Experience, and Job Satisfaction on Turnover Intention. The quantitative research method is conducted, with a 354 sample of employees from Generation Z (born 1995-2012). The results of data processing using the Partial Least Square – Structural Equation Model (PLS-SEM) showed that Positive Organizational Culture and Employee Experience have a positive significant effect on Job Satisfaction. This study also showed the direct effect of Positive Organization Culture on Turnover intention but failed to show the direct effect of Employee Experience on Turnover intention. This study confirmed the relationship of Job Satisfaction to Turnover Intention.

A Structural Analysis of the Relationship between Customer Orientation and Related Variables of Hairdressers

Due to high reiliance on human ressources for customer satisfaction in the hair and beauty service industry, it is questioned how to increase their custumer orientation. This study aims to investigate the structural relationship among psychological capital, burnout, job satisfaction of hairdressers, and customer orientation. Targeting hairdressers, the survey was conducted from May 1 to May 12, 2023 focused on the hair and beauty service industry in Seoul and Gyunggi province. The number of 301 cases was used for analysis and the results were analyzed using structural equation modeling with SPSS 26.0 and AMOS 26.0. The main findings are as follows. First, hairdressers’ burnout and job satisfaction directly affected customer orientation, while positive psychological capital had no direct influence. Second, hairdressers’ positive psychological capital and burnout directly affected job satisfaction. Third, the positive psychological capital of hairdressers had a direct effect on burnout, and the higher the positive psychological capital, the lower the burnout. Fourth, the positive psychological capital of hairdressers indirectly affected customer orientation through burnout and job satisfaction. Fifth, the positive psychological capital of hairdressers had an indirect effect on job satisfaction through burnout. Finally, hairdressers’ burnout indirectly affected customer orientation through job satisfaction. Based on the study results above, positive psychological capital, burnout, and job satisfaction of hairdressers were significant variables that directly or indirectly affect customer orientation. In particular, the influence of job satisfaction is relatively strong among the variables that directly affect the customer orientation of hairdressers. The indirect effect of job satisfaction on customer orientation was also relatively high, indicating that it was an important variable for increasing customer orientation among hairdressers.

The Influence of Leadership Style and Work Motivation on Employee Performance with Job Satisfaction as an Intervening Variable (Study at Prima SR Hotel &amp; Convention Yogyakarta)

Leadership style, motivation and job satisfaction are part of the factors which affects performance. The purpose of this study is to determine the effect leadership style and motivation on performance through job satisfaction as an intervening variable. This research is also intended to determine the effect of style leadership and motivation on performance through job satisfaction as a variable intervene directly and indirectly. This research is done to 50 employee respondents of Prima SR Hotel &amp; Convention Yogyakarta. Method the research used is a quantitative method using statistical and descriptive analysis. The results of this study are (1) There is an influence of leadership style significant positive effect on job satisfaction. (2) there is a stylistic influence leadership has a significant positive effect on performance. (3) there is influence positive and significant work motivation on job satisfaction. (4) there is influence positive and significant work motivation on performance. (5) there is an influence positive and significant job satisfaction on performance. (6) the influence is not direct leadership style on employee performance through job satisfaction greater than the direct influence of leadership style on performance employees (7) the direct effect of motivation on employee performance is greater rather than the indirect influence of motivation on employee performance through job satisfaction.

전문상담교사의 긍정심리자본과 직무만족도의 관계에서 심리적 소진의 매개효과

Objectives This study is to verify the mediating effects of psychological burnout in the relationship between positive psychological capital and job satisfaction of professional school counselors. Based on the analysis results, implications for school counseling are provided.&#x0D; Methods Demographic variables and positive psychological capital, job satisfaction, and psychological burnout were measured for 148 professional school counselors, working in Seoul, Gyeonggi, Incheon, Chungcheong, and other regions. Mediating effects were verified using SPSS 23.0 and Process Macro v.4.2.&#x0D; Results Positive psychological capital and job satisfaction of professional counselors were positively correlated. Positive psychological capital and psychological burnout were negatively correlated. Psychological burnout and job satisfaction were negatively correlated. The direct effect of positive psychological capital on job satisfaction was not significant, but the indirect effect through psychological burnout was found to be significant. Therefore, psychological burnout showed a full mediating effect in the relationship between positive psychological capital and job satisfaction.&#x0D; Conclusions Based on the full mediating effect of psychological burnout in the relationship between positive psychological capital and job satisfaction of professional school counselors, it is suggested that it is effective to intervene with a focus on psychological burnout, in order to improve the job satisfaction of professional school counselors.

Factor-bridging algorithm for the prediction of job satisfaction: Developing country perspective

Job satisfaction is crucial for both job seekers and employers. To ensure positive job satisfaction, companies must implement policies that consider employees’ perceptions of their work. This study utilizes machine learning and factor analysis to predict job satisfaction. Although, factor analysis has limitations, such as data quality, small sample size, and difficulty interpreting factors, machine learning algorithms can overcome these challenges. This study predicts job satisfaction using field data by combining factor analysis with machine learning algorithms. Factor loading values significantly impact classification algorithms such as Logistic Regression, Decision Trees, Support Vector Machines, and Random Forest. Especially, the Management Support, Equity, Non-Financial Compensation, and Financial Compensation feature variables are highly effective. They are used to predict job satisfaction with factor-1, factor-2, and factor-3 values. The Random Forest and Support Vector Machines algorithms have shown the importance of these values. The enhanced precision has been demonstrated visually to highlight the contrast when compared to the factor loading analysis and their corresponding eigenvalues.

Navigating the research-oriented university from perspective of uncertainty reduction theory: the impact of strategic HRM on new faculty

PurposeThe purpose of this study is to examine the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention in the context of resource building during the socialization process of new faculty members, particularly in the context of the coronavirus disease 2019 (COVID-19) pandemic.Design/methodology/approachThe study utilizes a quantitative research design and employs purposive sampling to obtain 554 valid questionnaires. The study analyzes the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention and examines the influence of strategic human resource management (SHRM) on these variables.FindingsThe results of the study reveal that SHRM positively influences positive emotion and self-efficacy, which, in turn, positively impact job satisfaction. However, positive emotion is negatively related to turnover intention.Originality/valueThis study contributes to the existing literature on human resource management (HRM) by examining the impact of strategic HRM on the socialization process of new faculty members. The findings of the study have significant practical implications for the implementation of HRM in research-oriented universities.

Exploring Mechanisms From Leader Consideration and Information Sharing to Follower Behavior

In this study, we examine (1) the effect of leader consideration and information sharing on follower proactive behavior, and (2) the sequential mediating role of positive psychological capital (PsyCap) and job satisfaction. Data were collected from a pair of 369 leader-followers, with followers responding to their PsyCap, job satisfaction, and leadership style of the immediate leader while matching leaders responded to follower proactive behavior. Structural equation modeling was performed to test hypotheses. The study found that PsyCap and job satisfaction had a sequential mediating effect on the relationship between leader consideration and follower proactive behavior. In addition, leader consideration directly affects follower PsyCap, job satisfaction, and proactive behavior. This study demonstrates how leadership style ultimately influences follower behavior through followers’ positive PsyCap and attitudes. By adopting the ability-motivation-opportunity (AMO) model, we extended the theoretical understanding of the leadership influence process.

관광가이드의 긍정심리자본 요인이 직무만족 및 조직몰입에 미치는 영향에 관한 연구

Purpose - The purpose of this study is to identify the influence relationship between positive psychological capital, job satisfaction, and organizational commitment of tourism guides, and to provide implications through empirical research to increase the capabilities of tourism guides that are a factor in the performance of planned travel products Design/methodology/approach - This study conducted an empirical survey using the google online questionnaire. It was directly surveyed, distributed, and collected from workers who were or were performing tourism guide duties in Asia and Europe, and 203 questionnaires were used for analysis. The empirical survey was conducted in a self-written manner through a simple random sampling method, and the statistical package was conducted with frequency analysis, factor analysis, multiple regression analysis, and correlation analysis using the spss 21.0 program. Findings - First, among the positive psychological capital factors, two factors, hope and optimism, have a significant positive (+) effect on job satisfaction. Second, among the positive psychological capital factors, two factors, self-efficacy and optimism, have a significant positive (+) effect on organizational commitment. Third, job satisfaction has a significant positive (+) effect on organizational commitment Research implications or Originality - The implications of this study are that the research results have had a positive (+) effect on the variables of positive psychological capital, job satisfaction, and organizational commitment of tourism guides, and have laid the foundation for academic research on research topics. In practice, it is expected to increase the positive psychological capital of tourism guides and have a significant impact on the organization's performance by actively supporting and supporting individuals related to the sustainable growth of travel products.