Predictors Of Job Satisfaction Research Articles

The Relationship Between Curriculum Literacy with Teacher's Job Satisfaction and The Sense of Self-Worth in Secondary Schools

Purpose: This study aimed to explore the relationship between curriculum literacy and its impact on teachers' job satisfaction and sense of self-worth in secondary schools in Tehran. Methodology: A descriptive-correlational, cross-sectional study design was employed, utilizing a sample of 250 secondary school teachers in Tehran, selected through a two-stage cluster sampling method. Data were collected using three validated questionnaires measuring curriculum literacy, job satisfaction, and self-worth. Statistical analyses included Pearson correlation to examine the relationships between the variables and linear regression to assess the predictive power of curriculum literacy on job satisfaction and self-worth, with SPSS software utilized for all analyses. Findings: The results revealed statistically significant positive correlations between curriculum literacy and both job satisfaction (r = 0.220, p < 0.01) and self-worth (r = 0.223, p < 0.01). Regression analysis indicated that curriculum literacy significantly predicts job satisfaction (B = 0.350, p < 0.01) and self-worth (B = 0.327, p < 0.01), with standard coefficients suggesting a moderate effect size. These findings underscore the importance of curriculum literacy as a contributor to teachers' job satisfaction and self-worth. Conclusion: The study concludes that curriculum literacy plays a significant role in enhancing teachers' job satisfaction and sense of self-worth in the context of Tehran's secondary schools. These results highlight the need for educational policies and professional development programs focused on improving teachers' curriculum literacy. Such initiatives could contribute to creating a more satisfying and rewarding teaching environment, ultimately benefiting educational outcomes.

But I have no time to read this article! A meta-analytic review of the consequences of employee time management behaviors

ABSTRACT Time management is a beneficial tool for both individuals and their organizations. In this study, we conduct a meta-analytic review of the consequences of employee time management behaviors. Our results suggest that time management is associated with a variety of beneficial employee outcomes such as increased job satisfaction, job performance, and lower levels of stress and burnout. In addition, we found that the relationship between time management and employee outcomes is partially mediated by work-family conflict. Finally, relative weight analyses results indicated that perceived control over time exhibits incremental validity in predicting job satisfaction, job performance, and stress vis a vis conscientiousness. Directions for future research and practical implications of these findings are discussed.

The Impact of Job Training on Employee’s Satisfaction: A Study in Public Institutions in Western Uganda

This study examined the relationship between on-job and off-job training on employee job satisfaction at Mbarara University of Science and Technology (MUST) in Western Uganda. To be able to realise the study objectives, a cross-sectional survey design, quantitative in nature was adopted. The targeted population comprised the employees of MUST where a sample of 230 respondents was chosen guided by Krejcie and Morgan sample determination table. Primary data was collected using structured questionnaires through telephone interview in order to adhere to Corona Virus pandemic guidelines related to social distancing. Simple random sampling technique was adopted during sample selection. Data collected was analysed using the analysis function of the Statistical package for the social sciences (SPSS version 20). The study findings indicate a moderate positive and significant relationship between on-job training/off-job training and job satisfaction. On-job training predicted job satisfaction to the tune of 14% compared to 9% variation in job satisfaction caused by off-job training. On the basis of observation that the case institution does not organize trainings for supervisors on how to conduct appraisals, the study recommends that human resource (HR) practitioners and policy makers inculcate trainings for supervisors on how to conduct performance appraisals in order to equip supervisors with sufficient performance appraisal skills to be able to appropriately identify employee training needs. Future research may carry out a long tudinal study to test how on-job and off-job training predict job satisfaction in a private higher learning institution setting in another country.

Work-life balance as predictors of job satisfaction in the tertiary educational sector

Work-life balance as predictors of job satisfaction in the tertiary educational sector

Career Advancement and Participatory Decision Making of Teachers: Predictor on Job Satisfaction in Public Primary Schools in Nandi County, Kenya

The purpose of this study is to investigate career advancement and Participatory decision making of the teachers by head teachers as a predictor of job satisfaction in public primary schools in Nandi County, Kenya .This study was guided by the following objectives: To determine the extent to which head teachers encourage Career advancement influence teachers’ job satisfaction .To determine the extent to which participatory decision making by head teachers influence teachers job satisfaction. A descriptive research design was used. The study was anchored on two factor theory Herzberg-hygiene theory developed by Fredrick Herzberg (1968) and job characteristics Model by Hack man and Oldham (1980). The target population for the study was 691head teachers and 5470 teachers in 691 primary schools. The total sample was 548 teachers. Multi- stage random technique and Simple random sampling were used. The data collection instruments were questionnaires. Validity was done through pilot study and content validity was used to check the representation of the research questions in the questionnaires. The reliability was tested using Pearson‘s Moment Co-efficient approach. The results from questionnaires were interpreted and analyzed using frequencies’ percentages ‘and means. Data was analyzed using descriptive and inferential statistics. Qualitative data was analyzed using Analysis of Variance(ANOVA).The results shows that the null hypothesis H01 was rejected which implies that there was a relationship between head teachers ’involvement in career advancementof teachers and teachers’ job satisfaction. This implies that when head teachers ’involve teachers in career advancementthe teachers feel encouraged and satisfied.Career advancement had an influence on teachers’ job satisfaction.This shows participatory decision making by head teachers had some influence on teachers’ job satisfaction. From the findings, results from testing of the null hypothesis Ho2. The null hypothesis H02 was rejected which implies that there was a relationship between head teachers involving teachers in decision making and teachers’ job satisfaction. This implies that when head teachers involve teachers in critical decision making in schools they feel part and parcel of well being of the school hence feel satisfied. They head teachers should recommend teachers for promotion and mobilize parents by involving Board of Management so as to get resources.The government through the ministry of education should: provide policies on Career advancement are effective and that it does not interfere with the teachers schedule in school. The Quality Assurance Service should ensure they act as key monitors’ especially in supervision and encourage job satisfying practices through collaborative decision making. The government through the ministry of education should: Consider teachers are involved in decision making in school on matters education to ensure participation of all teachers is paramount in order to ensure that teachers are satisfied with their jobs.

Do brighter personalities matter? Relationship between personality and job satisfaction in working pharmacists

Objectives: People satisfied with their jobs are more likely to have longer tenures and better performance. A major intrinsic factor contributing to job satisfaction is personality. Our study examined the relationship between personality and job satisfaction in a sample of United States pharmacists. Materials and Methods: We created and deployed a composite web-based survey using constructs from the International Personality Item Pool based on the five-factor model, nine job satisfaction facets and relevant sociodemographic characteristics. Results: Of 157 responses collected, 102 (94% female, 55% 35–44 years) made it to final a nalysis. B ased o n predetermined cutoffs, less than half of pharmacists in analyzable sample (n = 43 or 44%) were satisfied with their jobs. Others were either ambivalent (n = 43, 44%), or dissatisfied (n = 11, 11%). No demographic variable correlated positively with job satisfaction. For personality traits, only emotional stability and openness correlated with job satisfaction. The final r egression m odel s howed a m oderately s trong r elationship b etween p ersonality a nd j ob satisfaction (multiple r = 0.579). The five factor model trait, extraversion, negatively predicted job satisfaction (B = −0.509, P <.001). For occupational scales or traits predicting performance, stress tolerance and reliability positively predicted job satisfaction (B = 0.348; 0.271, P < 0.001). At the individual facet level, there was significant difference in promotion opportunities means for black respondents (2.93 ± 0.99) compared to non-blacks (3.42 ± 0.86). Conclusion: Extending results to organizational interventions for enhancing pharmacists’ job satisfaction will include improving work operating conditions and assuring employees of all races fair chances at promotion and leadership development.

Wisdom from the crowd: Can recommender systems predict employee turnover and its destinations?

AbstractCan algorithms that predict customer movie and shopping preferences also predict which employees are likely to leave and where they are likely to go, thus helping to retain talent? This study applies a type of machine learning (ML) technique, collaborative filtering (CF) recommender system algorithms, to investigate the comparison between satisfaction with the current job and potential satisfaction with job alternatives, which is inherent in theorizing about individual turnover decisions. The comparison of those anticipated ratings along with employee's current job satisfaction creates two operationalizations: the quantity of more desirable job alternatives and the quality (or extent of desirability) of job alternatives. To test the effectiveness of this novel approach, we applied recommender system algorithms to a longitudinal archival dataset of employees and had three main findings. First, the recommender system algorithms efficiently predicted job satisfaction based on just two sources of information (i.e., work history and job satisfaction in previous jobs), providing construct validity evidence for recommender systems. Second, both the quantity and the quality of more desirable job alternatives compared to the current job positively correlated with employees’ future turnover behavior. Finally, our CF recommender system algorithms predicted where employees moved to, and even more effectively if constraining the alternative jobs to the same occupation. We conclude with implications how recommender system algorithms can help scholars effectively test theoretical ideas and practitioners predict and reduce turnover.

Professional values and job satisfaction neonatal intensive care unit nurses and influencing factors: A descriptive correlational study

BackgroundSince the neonatal intensive care unit (NICU) is a vital ward in the hospital, evaluating NICU nurses' satisfaction and professional values is vital for improving health care quality. This study aimed to investigate professional values and nurses' job satisfaction in NICU nurses and influencing factors. MethodsThis analytical cross-sectional study was conducted on 316 NICU nurses in NICUs of nine hospitals in Fars province, Iran, from October 2018 to May 2019. The subjects were selected by the census method. Herzberg's Job Satisfaction Questionnaire and Nurses Professional Values Scale-Revised were used for data collection. Data were analyzed by SPSS version-24. ResultsResults showed a significant correlation between the total score of professional values and job satisfaction and also with its subscales (i.e., motivational and hygiene factors) (P < 0.001). However, age, marital status, education level, and working position were predictors of professional values, and type of hospital, insurance, and income were predictors of job satisfaction (P < 0.001). In motivational factors, job satisfaction was related to nursing values such as trust, caring, activism, professionalism, and justice (P < 0.001). ConclusionGenerally, job satisfaction was significantly correlated with nursing professional values in all subscales, especially trust. Furthermore, being single and working in a private hospital was associated with higher professional values and job satisfaction. Therefore, managers should provide better facilities and work conditions for their personnel. In addition, they are recommended to create a sense of trust between nurses and their coworkers.

Investigating the Relationship Between Career and Technical Education High School Course‐Taking and Early Job Outcomes

This study examined how high school course‐taking patterns (i.e., career and technical education [CTE] vs. academic vs. no concentration), personal characteristics embedded in a social cognitive theory framework (e.g., self‐efficacy, academic expectations), and contextual variables (e.g., parental expectations, socioeconomic status [SES]) interact with each other in the prediction of students' income and job satisfaction 8 years after graduating from high school. Using a nationally representative data set (the Educational Longitudinal Study of 2002), we found significant differences by sex and course‐taking pattern in the prediction of income: Among men, CTE concentrators had the highest income, whereas among women, academic concentrators reported the greatest earnings. We observed similar levels of job satisfaction among academic and CTE concentrators. We also found that SES significantly moderated the effect of English self‐efficacy and academic expectations in the prediction of income and general effort in the prediction of job satisfaction. Our findings highlight how a social cognitive framework can be used to investigate the links between high school course‐taking, personal and contextual factors, and job outcomes. They additionally suggest the need to consider a broader set of outcomes for evaluating the benefits of CTE participation.

행동중독으로서의 일중독과 성차

This study examined potential gender group differences regarding work addiction, especially conceptualizing workaholism as a behavioral addiction. Focusing on the two components of behavioral addiction, i.e., salience and withdrawal, the study used a model to examine whether two components of work addiction could predict job satisfaction and organizational commitment through personal relationship impairment and examined potential gender differences regarding work addiction. Using the multi-group analysis of the structural equation modeling, the analyses on gender differences were implemented in two directions: First, gender group differences in the scores of the two components of workaholism were examined using latent mean analysis; second, gender differences in the paths of the mediation model were examined using the test of the structural model invariance across the groups. The results were as follows: First, there was a significant gender group difference in salience, but not in withdrawal; salience was higher for men than women but the effect was relatively small. Second, a significant gender difference was found in the path between withdrawal and personal relationship impairment. Specifically, withdrawal significantly increased personal relationship impairment in both men and women; however, the relationship was significantly stronger for women. Future directions for research on gender in work addiction are discussed, along with the implications and limitations of the study.

Transformational leadership, job enrichment and recognition as predictors of job satisfaction in non-profit organizations

PurposeThis study aims to examine the influences of transformational leadership, job enrichment and recognition on employee job satisfaction in non-profit organizations.Design/methodology/approachAn empirical study was conducted on employees working in United Malays National Organization (UMNO). Data was collected from 226 employees via self-administered questionnaires. The convenience sampling method was applied for participant selection, and data was analysed using Pearson’s correlation and multiple regression analysis via statistical package for the social sciences.FindingsJob enrichment, transformational leadership and recognition were all found to have significant and positive relationships with job satisfaction.Practical implicationsThe findings imply that job satisfaction will improve if managers are motivated to promote job enrichment, transformational leadership and employee recognition programs. These steps will augment the organization’s effort to design and implement the best strategies for enhancing employees’ job satisfaction.Originality/valueThis study elaborates on transformational leadership, job enrichment and recognition in relation to job satisfaction. The insights it provides are novel due to the lack of research on the combination of these attributes. The study’s model was tested on UMNO, a non-profit organization in Malaysia that plays a significant role in Malaysian politics. Hence, this study provides a valuable addition to the literature on Malaysia. The study’s model was supported by transformational leadership theory and social exchange theory, making it another significant contribution to the body of literature.

Organizational virtuousness and job satisfaction among employees with visual impairment: Role of psychological capital

This study aimed to explore the role of organizational virtuousness and psychological capital in predicting job satisfaction among employees with visual impairment ( N = 160) in all provinces of Pakistan. Significant positive relationship was observed among study variables. Mediation analysis demonstrated that psychological capital mediates the relationship between organizational virtuousness and job satisfaction. The study highlights factors leading to job satisfaction among employees with visual impairment in an inclusive environment.

The New and Key Roles for Psychological Contract Status and Engagement in Predicting Various Performance Behaviors of Nurses.

The study examines the impact of the psychological contract (PC), including the often-studied PC breach in addition to the novel approach of PC status, as predictors of performance among nurses, mediated by engagement, job satisfaction, and psychological distress. A sample of 177 nurses and midwives from a medium to a large hospital in Australia completed a self-report questionnaire. Structural equation modelling was used to determine associations between the predictors (i.e., negative affectivity (NA), PC breach, PC status)), mediating variables (i.e., engagement, job satisfaction, and psychological distress), and three types of performance behaviors: organizational citizenship behavior for the individual, for the organization (OCBI, OCBO) and in-role behavior (IRB) simultaneously. Specifically, psychological contract status positively predicted engagement, whereas breach negatively predicted engagement and positively predicted job satisfaction. NA positively predicted distress, and distress negatively predicted OCBO and IRB. Lastly, engagement positively predicted job satisfaction, OCBI, OCBO, and IRB. The findings indicate that psychological contract status may predict engagement (and in turn, performance) over and above psychological contract breach, and thus this novel construct should be examined further. The importance of engagement for predicting the performance behaviors and mental health of nurses may also offer new insights.

Demographic Differences in Satisfaction and Work-Life Balance of Prelicensure Nursing Faculty.

A need exists to recruit and retain nursing faculty of differing generations, races/ethnicities, and genders. The purpose of this study was to examine whether generational cohort, race/ethnicity, and gender predicted job satisfaction, life satisfaction, or work-life balance for full-time faculty teaching in prelicensure, baccalaureate nursing programs. Faculty (N = 363) from multiple schools of nursing in the United States completed a survey that included demographics, the Job Satisfaction Scale, the Satisfaction with Life Scale, and the Work-Life Balance Self-Assessment. Significant relationships and differences were noted for nursing faculty. Faculty of color reported lower job and life satisfaction than their White counterparts. As calls to increase diversity among nursing faculty increase, continued research should focus on differences in the experience of faculty of color.

Measuring job satisfaction of midwives: A scoping review.

Given the global shortage of midwives, it is of utmost interest to improve midwives' job satisfaction and working environments. Precise measurement tools are needed to identify both predictors of job satisfaction and intervention strategies which could increase it. The aim of this study is to collate, describe and analyse instruments used in research to assess the job satisfaction of midwives working in hospitals, to identify valid and reliable tools and to make recommendations for the further development of specific instruments for midwifery practice and future midwifery research. We conducted systematic literature searches of the following databases: CINAHL, MEDLINE, PsycINFO, Web of Science Core Collection, Cochrane Database. Studies which assessed the job satisfaction of midwives working in a hospital setting were eligible for inclusion. Out of 637 records 36 empirical research articles were analysed, 27 of them cross-sectional studies. The studies had been conducted in 23 different countries, with sample sizes ranging between nine and 5.446 participants. Over 30 different instruments were used to measure midwives' job satisfaction, with considerable differences in terms of domains evaluated and number of items. Twelve domains relevant for job satisfaction of midwives working in hospitals were identified from the empirical studies. Four instruments met the defined reliability and validity criteria. Autonomy, the significance of the job, the challenges of balancing work and private life, and the high emotional and physical demands of midwifery are job characteristics which are underrepresented in instruments measuring job satisfaction. The influence of the physical working environment has also not yet been researched. There is a need to develop or adapt instruments to the working environment of midwives.

Workplace aggression, wellbeing, and job satisfaction: The specificity in border police organizations.

In male-dominated work contexts, the challenges faced by women and their impact on wellbeing and work attitudes have been documented, most extensively in other than police organizations. This study was conducted as a cross-sectional quantitative descriptive correlational predictive study to validate a model of relationships among workplace aggression, job satisfaction, and wellbeing at work with a sample of 1,066 female and male officers from the Romanian Border Police. The results obtained in the study showed that no differential gender effects were found, although women reported higher levels of workplace aggression than men (1.61 vs. 1.52; F = 4.20, p = 0.04). Also, workplace aggression significantly and negatively predicted job satisfaction (R2 = 0.27) and wellbeing at work (R2 = 0.31). In conclusion, although this research is an exploratory approach to the study of workplace aggression in the Romanian police organization, it can generate interventions that would lead to the reduction of undesirable behaviors such as verbal aggression, malicious jokes, discrimination, perception of inequalities, gossip, and defamatory words. In the future lines of research, different sources and conditions of victims and witnesses can be considered the. We also studied the limitations of the study and the future lines of research.

THE EFFECT OF STRUCTURED NURSING ROUNDS ON THE LEVEL NURSING CARE SATISFACTION OF PATIENT IN A SELECTED TERTIARY CARE HOSPITAL, PUDUCHERRY

This exploratory study investigated the relationship among staff nurses assessment of organizational culture, job satisfaction, inpatient satisfaction with information about home care and follow-up, and general inpatient satisfaction with nursing care. A conceptual path model was tested using a secondary data analysis research design. Staff nurses and inpatients were sampled from inpatient units. The unit of analysis was patient care units. Pearson correlation and regression analyses were used. We found that strength of organizational culture predicted job satisfaction well and positively job satisfaction predicted inpatient satisfaction significantly and positively and inpatient satisfaction predicted general inpatient satisfaction well and positively. Methodological challenges of this study are discussed.

Transformational Leadership and Organizational Citizenship Behavior in the COVID-19 Era: Mediating Analysis

Human resources (HR) is an essential aspect of an organization and requires good governance. The COVID-19 outbreak that has affected the entire world has provided organizational learning in human resource management. This study examines the relationship between transformational leadership (TL) and organizational citizenship behavior (OCB) mediated by job satisfaction ( JS). A quantitative design was used to test models and hypotheses. The study sample included 116 professional-level employees representing team members from the marketing, accounting, human resources department, and operations departments of 35 wedding organizers operating in DIY. Data were analyzed using least squares structural equation modeling (PLS-SEM). The results show that TL has a positive effect on JS OCB. JS has no direct impact on OCB and is unable to mediate the relationship between TL and OCB. This study contributes to the literature by providing empirical findings that TL is a significant predictor of OCB, and also a predictor of JS.&#x0D; Keywords: transformational leadership, job satisfaction, organizational citizenship behavior

Work-From-Home Productivity and Job Satisfaction: A Double-Layered Moderated Mediation Model

This study was conducted against the backdrop of the global-pandemic-induced change in work climate resulting in employees working from home (WFH). The current study investigated the relationship between work-from-home productivity (WFHP) and job satisfaction. Using a structured survey instrument, data were collected from 1158 respondents from a developing country, India. After checking the psychometric properties of the measures using the LISREL software of structural equation modeling (SEM), data were analyzed using Hayes’s PROCESS macros. The findings indicate that: (i) WFHP positively predicts (a) job satisfaction and (b) work–life balance (WLB), (ii) WLB positively predicts job satisfaction, and (iii) WLB mediates the relationship between WFHP and job satisfaction. The results also support that (i) work stress moderates the relationship between WFHP and WLB, (ii) work–personal life enhancement (WPLE) (second moderator) moderates the moderated relationship between WFHP and work stress (first moderator) in influencing WLB, (iii) emotional exhaustion moderates the relationship between WLB and job satisfaction, and (iv) WPLE (second moderator) moderates the relationship between WLB and emotional exhaustion (first moderator) in influencing job satisfaction. The first three-way interaction between WFHP, work stress, and WLB and the second three-way interaction between WLB, emotional exhaustion, and job satisfaction have been investigated for the first time, to the best of our knowledge. The conceptual double-layered moderated mediation model is a novel idea, and the results significantly contribute to the literature on WLB and job satisfaction. The implications for theory and practice are discussed.

Work-Related Smartphone Use at Night and Job Satisfaction: Testing a Moderated Mediation Model of Emotional Exhaustion and Organizational Dehumanization.

Work-related smartphone use at night has attracted substantial research attention. Surprisingly, its impact on employees’ job satisfaction is mixed. Based on the stressor–strain–outcome model, this study aims to examine whether emotional exhaustion mediates the relationship between work-related smartphone use at night and job satisfaction. Furthermore, the role of organizational dehumanization in moderating the relation between work-related smartphone use and emotional exhaustion, and the association between emotional exhaustion and job satisfaction, was examined. A total of 372 participants reported on two online surveys. Bivariate correlation results showed that work-related smartphone use was positively related to emotional exhaustion but there was no significant association between work-related smartphone use and job satisfaction. Moderated mediation analysis results suggested that organizational dehumanization (T1) did not interact with work-related smartphone use at night (T1) in predicting emotional exhaustion (T1). However, organizational dehumanization (T1) interacted with emotional exhaustion (T1) in predicting job satisfaction (T2), in which individuals who perceived higher organizational dehumanization reported lower job satisfaction under higher emotional exhaustion. The limitations and implications of this study are also discussed in this paper.