Predictors Of Job Satisfaction Research Articles

The Psychosocial Considerations for Behaviour Change, Mental Health, and Work-Related Satisfaction in Preregistration Nurses, during Coronavirus Pandemic

The mental health of healthcare workers was affected by physical and psychological challenges during the pandemic. The aim was to study how psychosocial considerations can help manage behaviour change, mental health, and work satisfaction of nurse trainees in the UK during the COVID-19 pandemic in 2021. This cross-sectional study involved ninety-nine students. Participants’ anxiety, fear of the coronavirus, and perceived work satisfaction were measured by GAD-7, FCV19S, and COM-B scales and assessed using descriptive, correlational, and linear regression analysis. The significant zero-order correlations between job satisfaction and fear, anxiety, and psychosocial considerations were significant. They indicated moderate strength that allowed for further inferential development to find the best predictors of job satisfaction. The findings suggested that 50% of trainees showed anxiety above the suggested ≥8 cut-off on GAD-7, and 48% scored high for fear on FCV19S. There was a significant effect between year groups (F (2, 99) = 4.25, p=0.02, η2 = 0.081), with a Tukey post hoc test showing a significant difference between training years 1 and 2 with a p=0.015. A significant linear regression found that psychosocial variables in behaviour change (p≤0.001) and anxiety (p=0.011) were significant factors in job satisfaction, explaining 53.4% of the variance. Conclusion. Satisfaction was associated with higher levels of psychosocial considerations and low levels of anxiety and fear, which adds to previous literature on job satisfaction in nurse education. Future implications must examine ways to alleviate mental health effects and support policies and curricula to address this need.

Employment equity groups’ experience of inclusion and commitment to the CAF

The Canadian Armed Forces (CAF) are subject to the Employment Equity Act, which requires federally regulated employers to identify and eliminate barriers to the employment of designated groups (women, Indigenous peoples, persons with disabilities (PwD), and racialized members), and establish short-term, numerical goals to address underrepresentation. Addressing employment barriers experienced by these equity seeking groups is one of the CAF’s key priorities. The objective of this study is to examine group differences in feelings of inclusion (i.e., relatedness, organizational inclusion, and microaggressions) and retention-related measures (i.e., job satisfaction, affective commitment, and intentions to leave), the contribution of feelings of inclusion to retention measures, and the effect of numerical representation and number of marginalized identities on these concepts. We analyzed data from the 2022 Your Say Matters survey, which was administered to a representative sample of CAF members, with oversampling of under-represented groups. Respondents included 4,483 Regular Force members (30.9% response rate). The groups under study included Indigenous members, persons with disabilities, racialized members, women not part of another group (non-Indigenous, non-racialized, women without disabilities), and everyone else (non-Indigenous, non-racialized, not women, without disabilities). Our hypotheses were supported overall, such that groups with less representation in the CAF scored lower on inclusion measures than groups with more representation. The number of marginalized identities held by military members predicted the inclusion measures, but did not predict retention-related measures. There were some group differences on retention-related measures, such that women not part of another group scored more favorably than other designated groups, and racialized members scored more favorably than PwD and Indigenous members. Inclusion measures predicted job satisfaction, affective commitment, and intentions to leave equally for all groups studied, suggesting that feeling included is important for all.

Relationship Between Interpersonal Communication and Job Satisfaction

Job satisfaction refers to the extent to which employees feel content, fulfilled, and positively evaluate various aspects of their work and work environment. Interpersonal communication involves the exchange of messages, ideas, and information between individuals. The aim of the study is to explore the relationship between interpersonal communication and job satisfaction among working adults of age 25-40. To measure the variables interpersonal communication and job satisfaction, standardized tests, namely Interpersonal Communication Skills Inventory and Generic Job Satisfaction Scale were used. Inferential statistics was used (Pearson correlation and linear regression) to test the hypothesis. Another objective of the present study was to see if interpersonal communication acts as a predictor of job satisfaction. The correlation between interpersonal communication and job satisfaction was studied using Pearson’s correlation. The results showed that there was a significantly positive relationship between the two variables (0.283, p = 0.001). This recommends that as interpersonal communication is upgraded, working grown-ups will quite often encounter an expanded job satisfaction, underlining the compelling job relational correspondence can play with regards to work fulfillment.

Communication Self-Efficacy and Job Satisfaction among Nurses during the COVID-19 Pandemic

Introduction. The outbreak of COVID-19 has led to various challenges for healthcare workers, including nurses. Nurses play a critical role in the fight against this disease, and their communication of self-efficacy and job satisfaction has garnered significant attention. This study aimed to investigate the relationship between communication self-efficacy and job satisfaction of Iranian nurses during the COVID-19 pandemic. Methods. This study was conducted using a cross-sectional design. A total of 500 nurses working in hospitals in Iran were selected using a convenience sampling method. The communication self-efficacy scale and the job satisfaction scale were used to collect data. Results. The study found that nurses with higher communication self-efficacy exhibited better performance and job satisfaction in various work challenges (r = 0.56, p<0.001). However, nurses holding a master’s degree or higher reported the lowest average communication self-efficacy and job satisfaction scores during the COVID-19 epidemic. The study also explored the impact of shift work on job satisfaction among nurses and found that nurses working exclusively on the morning shift reported the highest average job satisfaction score. Conclusion. The findings of this study suggest that communication self-efficacy is an important factor in predicting job satisfaction among Iranian nurses during the COVID-19 pandemic. Therefore, it is recommended that healthcare organizations provide effective communication training sessions and mental health interventions to enhance nurses’ communication self-efficacy and job satisfaction. This can ultimately lead to improved performance and better patient outcomes.

The relationship between abusive supervision and job satisfaction and turnover intentions: the moderating role of employee depression

PurposeUsing the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.Design/methodology/approachQuantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.FindingsThe findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.Originality/valueWhile existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.

Predicting job satisfaction: Findings from the British Cohort Study

This study examines factors influencing adult job satisfaction (JS) measured at age 42 years, using a large and nationally representative dataset of 4593 adults (48.5 % females) in the UK. Correlational analysis showed that parental social status measures (at birth), childhood intelligence (at age 10), teenage internal locus of control (at age 16), adult-achieved education (at ages 34) and occupation (at age 38) were all significantly and positively associated with adult job satisfaction at age 42. Structural equation modelling showed that parental social status, teenage locus of control, and adult-achieved education and occupation, all had significant and direct effects on adult job satisfaction, accounting for 19 % of the total variance. The strongest predictor of adult job satisfaction was occupational prestige. Further, significance of mediation tests showed that both adult-achieved education and occupation were mediators as well as predictors, that the effect of childhood intelligence on JS mainly mediated through adult-achieved education and occupation. Implications are considered.

Health extension workers' level of job satisfaction in western Hararghe Zone, eastern Ethiopia: an institutional-based cross-sectional study.

There is a concern that job dissatisfaction among health extension workers (HEWs) reduces the benefit of investment in the execution of health extension programs. Hence, the purpose of this study was to explore the level of job satisfaction and factors affecting it among the HEWs in the West Hararghe Zone, Oromia Regional State, eastern Ethiopia. An institutional-based cross-sectional study was conducted among 416 randomly selected health extension workers from 20 September 2020 to 20 October 2020. A pretested, structured questionnaire was used to collect the data. STATA 14.2 was used for data analysis. Bivariable and multivariable binary logistic regression analyses were also performed. Statistical significance was set at P < 0.05. The overall level of satisfaction of health extension workers was 51.8% [95% confidence interval (CI): 46.97%, 56.6%]. Earning more than 5,260 ETB as salary [adjusted odds ratio (AOR) = 1.69, 95% CI: 1.01, 2.85], working more than 10 km from the district town (AOR = 1.59, 95% CI: 1.01, 2.53), receiving supportive supervision (AOR = 1.64, 95% CI: 1.06, 2.55), and not living with parents (AOR = 1.94, 95% CI: 1.24, 3.04) were significantly associated factors with HEW job satisfaction. Nearly half of the health extension workers were dissatisfied with their jobs. Supportive supervision, compensation, distance, and parental home location were all predictors of job satisfaction. It is critical to establish intervention tactics that may satisfy and motivate HEWs to expand health coverage, strengthen health extension programs, and improve service delivery.

Requesting mental illness workplace accommodations: the roles of perceived need and stigma

PurposeResearch related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship.Design/methodology/approachThe authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder).FindingsThe authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work.Originality/valueThe authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.

Does Work-Life Balance Predict Job Satisfaction?

The study aims to identify the relationship between determinants of work-life balance (work flexibility, job design, and leave provision) with job satisfaction of bank employees. To portray the relation between variables, a quantitative approach based on descriptive research design is used with a close-ended, structured questionnaire-based primary data survey among bank employees in the Kapilvastu district. A convenience sampling technique was administered to obtain 154 valid responses. The collected data is procured with EFA and multiple regression analysis. There is a significant effect of work-flexibility and leave provision on job satisfaction while job design has no significant effect. The study proposes a framework for work-life balance and job satisfaction with an extensive literature review and statistical analysis. The result can be generalized for the improved performance of employees and to make a better working environment in the organization.

Emotional Intelligence and Internal Marketing as Determinants of Job Satisfaction and Satisfaction with Life among Portuguese Professionals

The main purpose of this study is to analyze emotional intelligence and internal marketing as predictors of job satisfaction and satisfaction with life among working professionals in Portugal. At the same time, the relationships between internal marketing, job satisfaction, job determinants, organizational commitment, job performance and employee loyalty are explored. To this end, a conceptual model and a set of hypotheses were defined to respond to the postulated research objectives using structural equation modeling, applied to a random sample (n = 1310). The research results show that internal marketing has a statistically significant influence on job satisfaction. In turn, job satisfaction has a direct and positive influence on employee commitment and employee loyalty. Commitment and emotional intelligence have a direct, positive and significant influence on performance. Job satisfaction and emotional intelligence have a positive influence on satisfaction with life. This study presents itself as a novelty for science while making important contributions to organizations since it conceives a new conceptual model that enables organizations to perceive the relationships between the different determinants of job satisfaction and performance in order to promote their productivity, profitability and organizational competitiveness.

Physician resilience and perceived quality of care among medical doctors with training in psychosomatic medicine during the COVID-19 pandemic: a quantitative and qualitative analysis

BackgroundAt an individual level, physician resilience protects against burnout and against its known negative effects on individual physicians, patient safety, and quality of care. However, it remains uncertain whether physician resilience also correlates with maintaining a high level of healthcare quality during crises such as a pandemic. This study aimed to investigate whether higher resilience among physicians, who had received training in resilience-related competences in the past, would be associated with higher quality of care delivered during the COVID-19 pandemic.MethodsThis study enrolled physicians working in family medicine, psychiatry, internal medicine, and other medical specialties, who had obtained at least one of three consecutive diplomas in psychosomatic medicine in the past. Participants completed a quantitative and qualitative anonymous online survey. Resilience was measured using the Connor-Davidson Resilience Scale, and healthcare quality was assessed through single-item quality indicators, including perceived quality of care, professional autonomy, adequate time for patient care, and job satisfaction.ResultsThe study included 229 physicians (70 males/159 females) with additional training in psychosomatic medicine, working in family medicine (42.5%), psychiatry (28.1%), internal medicine (7.0%), or other medical specialties (22.4%). Participants represented four intensity levels of training background (level 1 to level 4: 9.2%, 32.3%, 46.3%, and 12.2% of participants). Training background in psychosomatic medicine was positively associated with resilience (B = 0.08, SE = 0.04, p <.05). Resilience and training background independently predicted perceived quality of care, even after controlling for variables such as own health concerns, involvement in the treatment of COVID-19 patients, financial strain, percentage of working hours spent on patient care, age, and gender (resilience: B = 0.33, SE = 0.12, p <.01; training background: B = 0.17, SE = 0.07, p <.05). Both resilience and training background predicted job satisfaction (resilience: B = 0.42, SE = 0.12, p <.001; training background: B = 0.18, SE = 0.07, p <.05), while resilience alone predicted professional autonomy (B = 0.27, SE = 0.12, p <.05). In response to an open question about their resources, resilient physicians more frequently reported applying conscious resilient skills/emotion regulation (p <.05) and personal coping strategies (p <.01) compared to less resilient medical doctors.ConclusionPhysician resilience appears to play a significant role in the perceived quality of patient care, professional autonomy, and job satisfaction during healthcare crises.

Predictors of Job Satisfaction and Association with Psychological Distress Among Academic Medicine Faculty in Kazakhstan.

The growing concern for the faculty's well-being is allied with the emotionally demanding nature of teaching, which has an adverse effect on physical and mental health. There is abundant evidence that academic medicine faculty are subjected to high rates of dissatisfaction, distress, burnout, and turnover among medical educators. This study is dedicated to the exploration of the association between job satisfaction and psychological distress among academic medicine faculty in Kazakhstan. The observational cross-sectional study was conducted among medical educators in Kazakhstan between 1 October and 25 December. The survey was completed by 715 representatives of academic medicine staff. The sample size was calculated by Epi Info Sample Size Calculator, version 7.0. Multinomial logistic regression analysis using the forced entry procedure was applied to identify the factors associated with job satisfaction. The prevalence of job satisfaction, depression, anxiety, and stress was 19.2%, 40.6%, 41.3%, and 53%, respectively. Three variables were significantly associated with job satisfaction: having a partner (AOR=0.79; 95% CI 0.38-1.659), having work experience of 5-10 years (AOR=0.32; 95% CI 0.14-0.74), and holding a Ph.D. degree (AOR=0.40; 95% CI 0.18-0.91). Job satisfaction was significantly associated with depression (p=0.005) and stress (p<0.001). Compared to previous research in this area, our findings reported a higher prevalence of psychological distress and dissatisfaction. Potential reason for higher rates of dissatisfaction may be the global disruption due to COVID-19 pandemic.

Are student engagement and disaffection important for teacher well-being? A longitudinal examination of between- and within-person effects

Although a lot is known about how teachers influence student motivation, evidence on the importance of student engagement for teacher well-being is lacking. In addition, studies investigating the effects of student behavior on teachers have mostly focused on the between-person perspective while neglecting the within-person processes. Thus, in the present study, we examined longitudinal associations between perceived student behavioral and emotional engagement and disaffection and teacher well-being (i.e., job satisfaction and emotional exhaustion) by acknowledging their fluctuating nature and investigating the associations at both the between- and within-person levels. Specifically, we conducted a full-panel four-wave longitudinal study involving 1141 secondary school teachers and employed a random-intercept cross lagged panel modeling approach to analyze the data. At the between-person level, teachers who perceived their students as being more emotionally and behaviorally engaged, but less emotionally and behaviorally disaffected, tended to have higher levels of job satisfaction and lower levels of emotional exhaustion. At the within-person level, higher than usual levels of student emotional engagement were concurrently associated with higher than usual levels of job satisfaction and lower than usual levels of emotional exhaustion, whereas the associations concerning disaffection showed the opposite pattern. Regarding the longitudinal spill-over effects at the within-person level, behavioral and emotional engagement positively predicted job satisfaction whereas behavioral disaffection negatively predicted job satisfaction and positively predicted emotional exhaustion. Our results highlight the importance of student motivation for shaping teacher occupational well-being and indicate that efforts aimed at increasing student motivation could also be beneficial to teachers.

Locus of Control as Moderator between Work Motivation and Job Satisfaction among Bank Employees

Background: The global banking sector faces numerous challenges that necessitate a reevaluation of employee attitudes, behaviors, and the working environment. The critical roles of job satisfaction and work motivation in enhancing organizational efficiency and productivity are well-documented, with research consistently showing a positive correlation between these factors and organizational outcomes. The concept of locus of control, distinguishing between internal and external beliefs about control over life events, is a significant personality trait influencing job satisfaction and work motivation. Objective: This study aims to explore the moderating role of locus of control on the relationship between work motivation and job satisfaction among bank employees. It hypothesizes that an internal locus of control will enhance the positive correlation between work motivation and job satisfaction. Methods: A quantitative research methodology was employed, involving the survey of 212 bank employees. Data were collected on work motivation, locus of control (internal and external), and job satisfaction. Correlation analysis was used to examine the relationships between these variables. Further, multiple hierarchical regression analysis was conducted to assess the moderating effect of locus of control on the relationship between work motivation and job satisfaction. Cronbach’s alpha was used to evaluate the reliability of the constructs. Results: The study found a strong positive correlation between work motivation and job satisfaction (r = .53, p &lt; .01), a positive correlation between work motivation and internal locus of control (r = .44, p &lt; .01), and a negative correlation between work motivation and external locus of control (r = -.26, p &lt; .01). Job satisfaction also correlated positively with internal locus of control (r = .46, p &lt; .01) and negatively with external locus of control (r = -.34, p &lt; .01). The regression analysis revealed that internal locus of control significantly predicted job satisfaction and moderated the relationship between work motivation and job satisfaction, with a total variance explained by the model of 68% (R² = .68, F = 86.83, p &lt; .01). Conclusion: The findings confirm the hypothesis that locus of control moderates the relationship between work motivation and job satisfaction, with an internal locus of control enhancing this positive correlation. These insights highlight the importance of considering personality traits, such as locus of control, in developing strategies to enhance employee motivation and satisfaction, thereby contributing to organizational success and productivity.

Effect of Leadership, Employee Commitment, and Work Motivation, on Employees' Performance

This study aimed to test and analyze the effect of leadership, employee commitment, and work motivation on employee performance. The researcher employed a correlational research design, which is suitable for examining the relationships between variables. The data collected from the questionnaires was analyzed using regression model fit and ANOVA. Regression model fit helps to determine how well the model predicts the outcome variable. At the same time, ANOVA assesses the significance of the relationships between employee performance, employee commitment, work motivation, and job satisfaction. The findings indicate that the model accurately predicted job satisfaction 64% of the time, which is demonstrated by the significant F value (F = 113.007; P = 0.01).&#x0D; Furthermore, the ANOVA findings show that employee performance (F (6, 188) = 28.053, p. 001), employee commitment (F (6, 188) = 39.889, p. 001), and work motivation (F (6, 188) = 33.471, p. 001) have a noteworthy impact on employees' Performance. Therefore, it is recommended that organizations prioritize and enhance work motivation, employee commitment, and work climate to improve job satisfaction and employee performance. Based on the findings, organizations need to focus on improving work motivation, employee commitment, and work climate to enhance job satisfaction and employee performance. Leadership styles that have a minimal impact on employee performance should be improved and given priority in these efforts.

How work vitality, organisational justice and job training predict job satisfaction Evidence from emerging economies

How work vitality, organisational justice and job training predict job satisfaction Evidence from emerging economies

How work vitality, organisational justice and job training predict job satisfaction Evidence from emerging economies

How work vitality, organisational justice and job training predict job satisfaction Evidence from emerging economies

Analyzing the Mediating Role of Job Burnout between Work-Life Balance and Job Satisfaction

Nowadays, the banking industry is one of the catalysts for a country's economic growth as a financial intermediary between parties. One of the banking activities is to collect funds from the public, commonly known as funding. The funds were collected from people who have excess funds by offering various types of savings or savings products. In addition, banks also connect the funds to the public through lending or other forms to improve people's living standards. A bank's success in seeking funds and distributing loans (lending) is generally determined by the quality of human resources. Thus, this study determines the mediating role of job burnout in the relationship between work-life balance and job satisfaction. The study is designed using a quantitative approach through a survey questionnaire. A total of 100 employees of Bank ‘X’ participated across West Kalimantan and Jakarta. The data was analyzed using Structural Equation Modeling - Partial Least Square (SEMPLS). The result indicates that work-life balance significantly affects employee job satisfaction. Also, job burnout affected employee job satisfaction. However, this study found that job burnout does not mediate the relationship between work-life balance and job satisfaction. This study concludes that job burnout does not mediate the relationship between work-life balance and job satisfaction. Still, work-life balance and job burnout have been proven to predict job satisfaction.

The features and outcome of positive emotions in the Nkangala District municipalities

This study aimed to furnish insights into the features and outcomes of positive emotions in the Nkangala district. The reviewed literature indicated that such a topic is under-researched in the Nkangala region. This study employed the affective events theory (AET). The study's research design was both descriptive and correlational and influenced by the positivism paradigm. The sample size of 808 municipal employees was conveniently selected due to not having a sample frame, and other municipal respondents were unwilling to participate in the study. In addition, other managers did not provide researchers with permission letters; hence, the data were collected from four municipalities. The data were collected using a close-ended questionnaire. A validated and reliable scales were analysed in Statistical Package for Social Science (SPSS) version 28. The results showed that autonomy was the highest feature/predictor of positive emotions. In addition, it was determined that positive emotions predicted job satisfaction. This study found that when municipal managers offer their employees autonomy, it yields happy, joyous and proud employees. Similarly, managers who provide employees with timely feedback and who do not micro-manage employees create a positive working climate. In addition, it is recommended that supervisors and managers should submit their reports/evaluations to their employees in a timely manner and offer constructive feedback. If it is negative, managers should also provide employees with appropriate support to improve their performance. This is vital since job satisfaction is a proxy of productivity or service delivery.

Quality of work life and job satisfaction among early-career pharmacists in Africa’s most populous country: A nationwide survey in Nigeria

This study examined the factors affecting the quality of work life and job satisfaction among early-career pharmacists in Nigeria. This was a cross-sectional survey conducted across the six geopolitical zones in Nigeria. We used the database of licensed pharmacists in each selected state to identify eligible participants. Information sheets were sent to all potential participants through email. If interested, they signed the consent form and were sent the survey online to be completed and returned within 24 h. Validated questionnaires were used to evaluate their quality of work life and job satisfaction. Descriptive statistics (frequency, mean, and standard deviation) were used to summarize the data. Of a total of 373 participants; 323 (86.6%) were single, and 245 (65.7%) were working in government-owned hospitals. The findings showed that the quality of work life information affects the job satisfaction of early-career pharmacists. Reasons reported for poor job satisfaction were poor remuneration, increased workload, a lack of employer support, and an unconducive work environment. Suggestions for possible interventions included an increase in remuneration, an accommodating work atmosphere, and flexible working hours. Our findings show a direct relationship between quality of work life and job satisfaction; predictors of job satisfaction were salary, employer assistance, health insurance, and length of leave.