Predictors Of Job Satisfaction Research Articles

FACTORS AFFECTING JOB SATISFACTION AND BURNOUT ON NURSES IN GENERAL HOSPITAL

Background: Burnout is a pathological syndrome in which a maladaptive emotion develops in response to prolonged work stress. One of the causes of burnout is low job satisfaction, so it can affect various aspects of work. Job related factors are usually considered acceptable for interventions or strategies to increase satisfaction. Factors from job related itself are working conditions, work autonomy, and work family conflict. Purpose: to determine the factors that influence job satisfaction on nurses at a government hospital in Pemalang Regency. Design: From the total of 160 respondents, there were 30 male respondents and 130 female respondents. The majority group of respondents was in the range of 31 - 40 years old. In terms of education, 48.8% with D3 Nursing education. 94.4% of respondents are married. On average, respondents have worked for > 5 years (85%) and 91.9% of respondents have working hours of 41 – 59 hours/week. The results show that job satisfaction is proven to have negative effects on burnout. Result: The result model (empirical model) of this study is known to have substantial small predictive accuracy (R2) and medium predictive relevance (Q2) on burnout as the predicted dependent variable. Conclusion: Therefore, it can be concluded that the antecedents of job satisfaction in this research model can adequately predict job satisfaction variables. Thus, this research model can be suggested to be replicated and tested further in other nurse populations at other hospitals that are potential for future research.

Analysis of Factors Affecting Job Satisfaction and Impact to Burnout on Hopsitalization Nurses in General Hospital

Burnout is a pathological syndrome in which a maladaptive emotion develops in response to prolonged work stress. One of the causes of burnout is low job satisfaction, so it can affect various aspects of work. Job related factors are usually considered acceptable for interventions or strategies to increase satisfaction. Factors from job related itself are working conditions, work autonomy, and work family conflict. Purpose: to determine the factors that influence job satisfaction on nurses at a government hospital in Pemalang Regency. Design: From the total of 160 respondents, there were 30 male respondents and 130 female respondents. The majority group of respondents was in the range of 31 - 40 years old. In terms of education, 48.8% with D3 Nursing education. 94.4% of respondents are married. On average, respondents have worked for > 5 years (85%) and 91.9% of respondents have working hours of 41 – 59 hours/week. The results show that job satisfaction is proven to have negative effects on burnout. Result: The result model (empirical model) of this study is known to have substantial small predictive accuracy (R2) and medium predictive relevance (Q2) on burnout as the predicted dependent variable. Conclusion: Therefore, it can be concluded that the antecedents of job satisfaction in this research model can adequately predict job satisfaction variables. Thus, this research model can be suggested to be replicated and tested further in other nurse populations at other hospitals that are potential for future research.

Impostor Phenomenon and Grit as Predictors of Job Satisfaction in Female Pharmacy Faculty.

Impostor phenomenon (IP), grit, and other factors impact job satisfaction for faculty, particularly female faculty. The Impostor Phenomenon Research Collaborative (IPRC) evaluated IP, grit, and job satisfaction in pharmacy faculty. A cross-sectional study was conducted with a convenience sample of faculty using a survey, which included demographic questions and validated instruments: Clance Impostor Phenomenon (CIPS), Short GRIT Scale, and Overall Job Satisfaction Questionnaire. Differences between groups, relationships, and prediction were evaluated using independent t-tests, ANOVA, Pearson correlation, and regression analyses. A total of 436 participants completed the survey; 380 self-identified as pharmacy faculty. Two hundred and one (54%) reported intense or frequent feelings of IP. The mean CIPS score was above 60, indicating a risk of negative outcomes related to IP. There were no differences in the prevalence of IP or job satisfaction levels when female and male faculty were compared. Female faculty had higher GRIT-S scores. Faculty reporting more IP had lower grit and lower job satisfaction. Job satisfaction in faculty was predicted by IP and grit; however, grit did not provide a unique prediction when combined with IP for male faculty. IP was not more prevalent in female faculty. Female faculty were grittier than male faculty. Higher grit was associated with less IP and higher job satisfaction. IP and grit predicted job satisfaction for female and male pharmacy faculty. Our findings suggest that improving grit may help mitigate IP and impact job satisfaction. Further research on evidence-based IP interventions is needed.

Can task changes affect job satisfaction through qualitative job insecurity and skill development?

ABSTRACT This multi-wave study uses the Transactional Model of Stress and Coping (TMSC) to investigate whether employees may view task changes as an organizational event that stimulates skill development or engenders job risks (i.e., qualitative job insecurity) and thereby affect employee job satisfaction. Additionally, drawing on Regulatory Focus Theory (RFT), the indirect effect of task changes on job satisfaction through these two mediators was theorized to depend on individual’s regulatory focus (i.e., prevention or promotion). Mediation effects from task changes to job satisfaction via skill development and qualitative job insecurity were tested at the within-person level, while the moderating role by regulatory focus at the between-person level was tested using cross-level interactions. Results supported most of our hypotheses and also offered some unexpected insights. Task changes increased perceptions of qualitative job insecurity, which subsequently decreased job satisfaction. Although task changes did not show a significant direct link with skill development, skill development did positively predict job satisfaction six months later. We found no moderated mediation effects, however our moderator directly influenced job insecurity and skill development. Overall, the current study contributes to science and practice by providing valuable insights into the stressful processes that can evolve from task changes.

"Ideal employees" and "good wives and mothers": Influence mechanism of bi-directional work-family conflict on job satisfaction of female university teachers in China.

Work and family are two important areas in people's life, and the relationship between them will have an important impact on the attitudes and behaviors of employees in an organization. In the context of Chinese culture, the organization hopes to have an ideal employee, and the family hopes to have a good wife and mother. Based on the resource conservation theory, this paper examines the relationship between bi-directional work-family conflict and job burnout, perceived organizational support and job satisfaction by using latent variable path analysis method with 527 Chinese female university teachers as subjects. The results showed that: (1) Work-family conflict, family-work conflict and job burnout could negatively predict job satisfaction, while perceived organizational support could positively predict job satisfaction, (2) Job burnout played a partial mediating role in the process of work-family conflict and family-work conflict affecting job satisfaction, and the effect values were - 0.220 and - 0.168, and (3) Perceived organizational support played a moderating role in the first half of the mediating effect of "work-family conflict → job burnout → job satisfaction" and "family-work conflict → job burnout → job satisfaction," and the moderating mediating index was 0.015 and 0.010. The study contributes to a better understanding of the relationships among bi-directional work-family conflict, job burnout, perceived organizational support, and job satisfaction among female university teachers. Our findings highlight potential avenues for interventions by university administrators in the context of Chinese culture aimed at balancing work and family and improving job satisfaction among female university teachers.

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.

Transformational leadership, idiosyncratic deals and employee outcomes

PurposeTransformational leadership (TFL) has been suggested to create positive changes in employees with the goal of developing them into leaders. The authors integrate this well-established leadership style with recent research on idiosyncratic deals (i-deals). The authors suggest TFL as a predictor of task and development-based i-deals, and propose i-deals as a mediating mechanism linking TFL to employee outcomes (job satisfaction, job stress and manager-rated performance).Design/methodology/approachThe authors used a time-lagged research design, and collected four waves of data from 140 employees and 78 leaders.FindingsTFL was found to be an important predictor of i-deals. I-deals predicted job satisfaction and job stress; and it mediated the relationship between TFL and these two employee outcomes. Yet, i-deals were not associated with employee performance and did not mediate the relationship.Originality/valueFirst, it shows that transformational leaders who consider employees' unique skills and support their professional growth are more likely to grant personalized arrangements. Second, drawing from social exchange theory, it illustrates that i-deals may act as a linkage between TFL and employee outcomes. The paper bridges leadership and i-deals literature to identify key leverage points through which leaders can enhance employee satisfaction, well-being and performance.

Servant Leadership and Job Satisfaction: Mediatory Role of Perceived Organizational Support

The purpose of this study was to investigate how perceived organizational support mediated the relationship between servant leadership and job satisfaction. In a cross-sectional survey research design, 297 personnel of parastatals and ministries under the control of the Delta State Government were the participants. Hypotheses were tested using structural equation modeling, and data was collected using a structured questionnaire. The results show that servant leadership strongly predicted both perceived organizational support and job satisfaction, while perceived organizational support significantly predicted job satisfaction. Furthermore, the relationship between servant leadership and job satisfaction is partially mediated by perceived organizational support. It was suggested that the Delta State Government train leaders in its parastatals and ministries on the concept of servant leadership and foster an environment where employees feel appreciated by their employer. Keywords: Servant Leadership, Perceived Organizational Support, Job Satisfaction, Structural Equation Modeling DOI: 10.7176/EJBM/15-8-05 Publication date: April 30 th 2023

Monthly income and work sector predicts job satisfaction among Filipino physical therapists

Introduction: Job satisfaction plays an important part in an employee's professional career. Previous studies have shown that job satisfaction is a significant factor in worker retention and migration. The study aims to identify the job satisfaction level of practicing physical therapists (PT) in the Philippines. Methods: This was a cross-sectional study among seventy-eight licensed Filipino PTs working in various healthcare setting in the Philippines. The Minnesota Satisfaction Questionnaire was used to measure the job satisfaction through an electronic survey. Other data including demographic and work-related information were collected. Chi-square and Spearman’s correlation were used to establish correlation among the variables. Results: 77 registered Filipino PTs responded to the survey. Monthly income (rs = 0.438, p < 0.01) and physical Therapist who are working in private and specialty clinics (rs = 0.233, p < 0.05) tends to have higher job satisfaction. PTs practicing in the Philippines were generally not fully satisfied with their job. Monthly income and work sector showed a consistent relationship with overall job satisfaction and its domains. Discussion: All physical therapists, either working in government or private setting should receive competitive pay to boost their job satisfaction. A better grasp of job satisfaction will allow for changes in local organization policy aimed in increasing job satisfaction of Filipino PTs. Further recommendations include creating opportunities for recognition and reward for physiotherapist skills and experience within the practice and community, as well as improving the delivery of professional development for PTs.

Predictors of Job Satisfaction for People with Visual Impairments.

Introduction: Job satisfaction research has focused on the general population or specific careers. Little attention has focused on the job satisfaction of persons with visual impairments, particularly using standardized measures of job satisfaction. This study examined how relationships with colleagues and supervisors, opportunities for advancement, and employee demographics predict job satisfaction for employees with visual impairments. Methods: Researchers analyzed data from 195 employed participants from a larger study on job retention and career advancement. The Brief Job Satisfaction Measure II measured job satisfaction, and predictor variables focused on relationships with colleagues and supervisors, promotion opportunities, and demographics. Researchers used multiple linear regression to identify predictors of job satisfaction. Results: Individuals with visual impairments had high job satisfaction if they believed colleagues treated them the same as sighted colleagues and had supervisor support. Underemployed individuals with visual impairments experienced lower job satisfaction. Employees who identified their race as other, those who experienced vision loss after their first job, and participants with an additional disability had higher job satisfaction. Discussion: Social interactions with colleagues and supervisors contributed to the job satisfaction of employees with visual impairments. These interactions may make employees with visual impairments feel comfortable asking for workplace accommodations and more integrated into the workspace. While income was not a predictor of job satisfaction, underemployment was, indicating that individuals with visual impairments may not have achieved their maximum vocational potential. Implications for Practitioners: Individuals with visual impairments and service providers should look for opportunities to promote social interactions at work. Training co-workers and supervisors about working with persons with visual impairments and accommodations could be beneficial. Vocational rehabilitation counselors should also ensure program participants have employment opportunities that are both economically sustainable and commensurate with their interests and abilities.

What Aspects of School Climate Matter Most to Asian Teachers’ Job Satisfaction and Well-Being? Evidence from the TALIS 2018

Background/Context: The level of satisfaction and well-being teachers experience are important determinants of teaching effectiveness and their decision to stay in the profession. Although school climate is generally associated with teacher outcomes, identifying the aspects that matter most to teacher satisfaction and well-being could contribute to the formulation of more targeted policies. Purpose/Objective/Research Question/Focus Of Study: The present study focused on the relatively underexplored samples of teachers from five selected Asian societies (Japan, South Korea, Shanghai, Singapore, and Taipei [total n = 30,386]) to identify the aspects of school climate that matter most to their job satisfaction and well-being. Research Design: A cross-sectional study was conducted using data from the Teaching and Learning International Survey 2018. Multilevel analyses were performed to find out which teacher- and school-level school climate indicators predict teachers’ job satisfaction and well-being in the five Asian societies. Conclusions/Recommendations: Disciplinary climate and participation among stakeholders were consistent predictors of both job satisfaction and workplace well-being and stress, whereas teacher–student relations consistently predicted job satisfaction across the societies. Teacher-level, compared to school-level, school climate indicators were better determinants of Asian teachers’ job satisfaction and well-being in all five societies. This suggests that greater attention should be given to proximal aspects of school climate and teachers’ perceptions about it. These findings can be considered when formulating policies in these contexts.

Effects of verbal violence on job satisfaction, work engagement and the mediating role of emotional exhaustion among healthcare workers: a cross-sectional survey conducted in Chinese tertiary public hospitals

ObjectiveRecently, Chinese ministries and commissions have issued a series of policies and systems in response to violent injuries to doctors, physical violence have been managed to a certain extent. However,...

Teachers' Well-Being as Predictor of Job Satisfaction Among DepEd Teachers

Teachers' Well-Being as Predictor of Job Satisfaction Among DepEd Teachers

Organizational commitment and associated factors among health professionals working in public hospitals of southwestern Oromia, Ethiopia

IntroductionOrganizational commitment refers to the extent to which employees identify with and are involved with a given organization. It is an important variable for healthcare organizations to consider since it acts as a predictor of job satisfaction, organizational efficiency and effectiveness, health professionals’ absenteeism, and turnover. However, there is a knowledge gap in the health sector about workplace factors that are associated with healthcare provider commitment to their organization. Thus, this study aimed to assess organizational commitment and associated factors among health professionals working in public hospitals in the southwestern Oromia region, Ethiopia.MethodsA facility-based analytical cross-sectional study was conducted from March 30 to April 30, 2021. A multistage sampling technique was employed to select 545 health professionals from public health facilities. Data were collected using a structured self-administered questionnaire. simple and multiple linear regression analyses were employed to assess the association between organizational commitment and explanatory variables after checking the assumptions of factor analysis and linear regression. The statistical significance was declared at a p-value of < 0.05 and Adjusted Odds Ratio (AOR) with a 95% Confidence Interval (CI).ResultsHealth professionals’ organizational commitment percentage mean score was 48.8% (95% CI: 47.39, 50.24). A higher level of organizational commitment was associated to satisfaction with recognition, work climate, supervisor support, and workload. Besides, good practice of transformational and transactional leadership styles and employee empowerment are significantly associated with high organizational commitment.ConclusionThe overall level of organizational commitment is a bit low. To improve the organizational commitment of health professionals, hospital managers, and healthcare policy-makers need to develop and institutionalize evidence-based satisfaction strategies, practice good leadership styles and empower healthcare providers on the job.

What drives job satisfaction among community pharmacists? An application of relative importance analysis

BackgroundPharmacy employers want to improve pharmacists' job satisfaction, but ratings of job satisfaction are highly subjective, as evaluating job satisfaction involves weighing simultaneously the importance of multiple correlated determinants that are often perceived unequally. ObjectivesTo 1) describe the application of relative importance analysis in estimating the predictive ability of correlated determinants of job satisfaction, and to rank the determinants in order of relative importance, and 2) explore how the perceived relative importance of job satisfaction predictors may vary across community pharmacists' age, gender, and work setting categories. MethodsData were obtained from the 2019 National Pharmacy Workforce Survey administered to 96,110 licensed U.S. pharmacists. Multiple regression analysis (MR) and relative weight analysis (RWA) were used to assess the predictive ability of determinants to explain pharmacists' job satisfaction. Subgroup analyses were performed to explore variations in the perceived relative importance of predictors across pharmacists' age, gender and work setting categories. ResultsOver the entire sample of community pharmacists, no personal experience of workplace discrimination [RW = 0.0613, rank = 1] and less reported engagement in advanced dispensing activities [RW = 0.0235, rank = 2] were most associated with greater job satisfaction, as both predictors jointly accounted for 67.5% of the predicted criterion variance (R2). Pharmacists' compensation was observed to have the lowest perceived relative importance for predicting job satisfaction [RW = 0.0005, rank = 6], accounting for 0.5% of R2. Between-group comparisons showed that, no personal experience of workplace discrimination had the highest perceived relative importance for job satisfaction across pharmacists' age groups, among women, and across most work settings except small chain pharmacies. Within-group comparisons showed that pharmacists' compensation was significantly more important than professional interactions (ΔRW(PC-PPI) 0.2900 [0.0637, 0.5360]) for job satisfaction among pharmacists in large chain pharmacies, while patient-care services was significantly more important than compensation for job satisfaction in independent (ΔRW(PPS-PC) 0.1761 [0.0017, 0.5980]) and health system retail pharmacists (ΔRW(PPS-PC) 0.4190 [0.0444, 0.8303]). ConclusionsRelative importance analysis corroborated multiple regression and provided a more interpretable presentation of variable influence on community pharmacists job satisfaction as the importance of personal and workplace characteristics in how pharmacists evaluate their job satisfaction varied across age, gender and work setting categories.

The influence of occupational health and safety on job satisfaction of permanent employees PT. Star Rubber, Kubu Raya Regency

This study aims to determine whether occupational safety and health affect the job satisfaction of permanent employees at PT. Star Rubber, Kubu Raya Regency. The population in this study are all permanent employees at PT. Star Rubber Kubu Raya Regency as many as 131 people. Determining the number of samples using the slovin formula with a sample of 98 permanent employees using random sampling technique. The analytical method used in this research is validity test, reliability test, normality test, simple linear regression analysis, correlation coefficient, coefficient of determination and model feasibility test. Based on the results of simple linear regression, the equation Y = 3.855 + 0.465X is obtained. The simple correlation coefficient results show an R value of 0.611 meaning that the relationship between occupational safety and health has a strong relationship to job satisfaction. The coefficient of determination (R2) obtained is 0.374, meaning that job satisfaction is affected by occupational safety and health by 37.4% while the remaining 62.6% is influenced by other variables not examined in this study. The results of the model feasibility test obtained a significance value of 0.000 less than 0.05 meaning that the simple linear regression model is feasible to use to predict job satisfaction which is influenced by occupational safety and health at PT. Star Rubber, Kubu Raya Regency.

Job Satisfaction and Work and social Adjustment between Retired Army Employees and Civil Employees Working at Civilian Setting

The study explores the relationship of job satisfaction and work and social adjustment between retired army and civil employees working in civilian setting. 150 employees were selected in the study in which 75 were retired army persons and 75 were civilian which was working at civil settings. Cross sectional research design and convenient sampling was used to collect data. Generic Job Satisfaction Scale and Work and Social Adjustment Scale were used to collect data. Independent Samples t-Test, Pearson Correlation analysis and Linear Regression analysis was applied to find out results. The findings showed that the difference was significant, as retired army employees were more satisfied than civilians. Work adjustment and job satisfaction had a significant relationship and work adjustment was significantly predicting job satisfaction. This study will help authorities figure out for organization to how to improve working environment and increase productivity and standardized work settings.

An Explanatory Model of Work-family Conflict and Resilience as Predictors of Job Satisfaction in Nurses: The Mediating Role of Work Engagement and Communication Skills.

The Job Demands and Resources (JD-R) model is used to examine predictors of well-being, work engagement, and individual or organizational outcomes. According to the model, work engagement and communication skills play a mediating role between work-family conflict and resilience to job satisfaction in nurses. A cross-sectional study was conducted considering 431 Peruvian nurses of mean age (M = 40.31 years; SD = 10.94) ranging from 22 to 68 years working in public hospitals in the Lima region. Data were collected using a self-reported form of the Job Satisfaction Scale, communication skills, work engagement, work-family conflict, and resilience. The theoretical model was evaluated using structural equation modeling (SEM). A theoretical model with adequate fit was obtained [χ2(2) = 6.0, P < .001, CFI = 0.995, RMSEA = 0.068, SRMR = 0.015]. Results indicated an inverse relationship between work-family conflict with communication skills (β = -.24, P < .001) and work engagement (β = -.10, P = .003). Likewise, resilience had an influence on communication skills (β = .55, P < .001) and work engagement (β = .33, P < .001). In addition, the model explains 71% of job satisfaction. Also, the results indicate the influence of work-family conflict and resilience through the mediating role of work engagement and work-family conflict on job satisfaction. The model confirmed that work engagement and communication skills are valid moderators to mitigate work-family conflict and strengthen resilience that favors job satisfaction in nurses.

Work Environment as A Predictor of Job Satisfaction Among Doh Deployed Human Resources for Health

Job Satisfaction is one of the complex areas that concerns managers in the organization with regards to managing their employees and remains a challenge to most managers. The effects of low job satisfaction can be extensive and a big issue in organizations. The study aimed to discover the significant relationship of work environment and job satisfaction and what domain of work environment significantly predicts the job satisfaction of the deployed Human Resources for Health (HRH) in Davao de Oro. The researcher used the quantitative non-experimental utilizing causal-effect technique with regression analysis in research and utilized the adapted and modified questionnaires. It was found out that the work environment and job satisfaction was very much felt among the HRH deployed in Davao de Oro. It was determined that there is a significant relationship between work environment and job satisfaction. It was also found out that the relationship of work environment towards job satisfaction is significant to all the indicators specifically on training and development, relationship with co-workers, supervision, salary and benefits and work conditions. The study revealed that Salary and Benefits and Supervision are the domains that significantly predicts employee job satisfaction. Furthermore, recommendations were made based on the results.

The Predicting Role of Emotional Intelligence in Job Satisfaction of Healthcare Practitioners in Pakistan

Healthcare had been dominated by stress-related literature for a long time. However, the contemporary approach focuses on doctors’ wellbeing. Since healthcare professionals’ wellbeing depends on their satisfaction with work, it is important to understand the factors that influence job satisfaction. Therefore, this study aimed to identify the predicting role of factors of Emotional Intelligence (EI), such as, perception of emotion, managing own emotions, managing others’ emotions, and usage of emotion in job satisfaction of healthcare practitioners in Pakistan while comparing managing own emotions in male and female healthcare practitioners and in surgeons and trainees. The study was quantitative, and 100 healthcare practitioners from public and private hospitals in Pakistan were sampled via convenient sampling. Descriptive statistics and multiple regression were used to interpret the raw survey data using SPSS. It was found that managing own emotions and usage of emotions positively predicted job satisfaction, with managing own emotions being the greater predictor. The perception of emotions and managing others’ emotions did not significantly predict job satisfaction. Moreover, it was found that managing own emotions was not a significant predictor for neither males nor females. It was also found that managing own emotions was not a significant predictor of job satisfaction for neither surgeons nor trainees. This is the first study in Pakistan exploring EI as a multidimensional construct, with each factor studied in relation to job satisfaction. The findings will play a pivotal role in designing training initiatives and outreach programs to enhance the job satisfaction of Pakistani healthcare practitioners for both government and private hospitals. Keywords : emotional intelligence, job satisfaction, healthcare practitioners. DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.60.86