Predictors Of Job Satisfaction Research Articles

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.

Impact of public service motivation on work evaluation and counterproductive work behaviour

Orientation: Public service motivation has increased in prominence in recent years, even though the influences on employee behaviour and attitudes have not received as much emphasis.Research purpose: This research investigates the impact of public service motivation on job satisfaction, organisational commitment, work engagement and counterproductive work behaviour.Motivation for the study: Counterproductive work behaviour of public service employees results in the citizenry developing negative perceptions about the government. Notwithstanding, the behaviour and attitudes of public service employees and the motivation that drives them are less explicit.Research approach/design and method: A positivist correlational research approach was implemented by administering a questionnaire to a sample of 1031 public service employees in the North West Province using a simple stratified sampling method. Statistical analyses included structural and regression modelling.Main findings: Results reveal that public service motivation statistically significantly predicts job satisfaction, organisational commitment and work engagement. The results show that 28.9% of the variance in counterproductive work behaviour could be attributed to public service motivation. Thus, as public service motivation increases, counterproductive work behaviour decreases.Practical or managerial implications: Strategies to improve public service motivation could putatively have an impact on the reduction of counterproductive work behaviour. Public service motivation could also improve service delivery to the citizenry by significantly impacting the public service employees’ work engagement.Contribution/value-add: Empirical evidence shows the influence of public service motivation on core work evaluation and counterproductive work behaviour, contributing to the corpus of knowledge with practical applicability.

Academic staff commitment in the face of a role (im)balance between work and personal life: can job satisfaction help?

PurposeKeeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of the elements that influence various organisational commitment levels before they can develop human resource management guidelines and procedures that work. Hence, by using social exchange theory, this study aimed to investigate the connection between work–life balance (WLB), job satisfaction and organisational commitment among a sample of Zimbabwean higher education institutions. These factors have received relatively minimal attention in academic institutions, particularly in developing nations.Design/methodology/approachA cross-sectional survey was conducted, using convenience sampling, to examine 224 members of the teaching staff from two universities in western Zimbabwe. The collected data were analysed using partial least squares structural equation modelling.FindingsThe results revealed that WLB significantly predicted job satisfaction. Furthermore, the relationship between WLB and affective and normative commitment was found to be indirect and mediated by job satisfaction.Research limitations/implicationsThe results of this study suggest that WLB and job satisfaction are crucial factors for higher education institutions that aim to secure their talented faculty's affective and normative commitment. Therefore, universities should implement firm policies and practices that encourage academic staff to maintain a healthy WLB and enhance job satisfaction.Originality/valueThe study's main contribution is the development of a conceptual model that contributes to the ongoing scholarly discourse on how to enhance organisational commitment among academic staff in under-resourced higher education institutions, as well as the concomitant implications for human resource policies within these institutions.

Emotional intelligence as a predictor of job satisfaction: the mediating role of conflict management in nurses.

Emotional Intelligence (EI) has emerged as a pivotal factor in work effectiveness and well-being within the healthcare domain. Specifically, its significance is heightened in the nursing sector, where emotional and social demands are high. Additionally, job satisfaction and conflict management are recognized as vital predictors of patient care service quality. However, there is a dearth of research addressing the mediating role of conflict management in the relationship between EI and job satisfaction within a nursing context. This study aims to assess the mediating role of conflict management in the relationship between emotional intelligence and job satisfaction among nurses. The STROBE checklist for cross-sectional studies was followed. A cross-sectional and explanatory design was employed. Data were collected using self-reported questionnaires to measure emotional intelligence, conflict management, and job satisfaction. Structural Equation Modeling (SEM) was conducted to test the proposed hypotheses. A total of 208 nurses aged between 18 and 65 years participated (M = 41.18, SD = 8.942). The findings confirmed a positive relationship between emotional intelligence and conflict management (β = 0.64, p < 0.001). Similarly, a positive relationship between conflict management and job satisfaction was observed (β = 0.37, p < 0.001). Moreover, conflict management was validated as a mediator in the relationship between emotional intelligence and job satisfaction (β = 0.77, p = 0.002). The study underscores the importance of emotional intelligence and conflict management as predictors of job satisfaction in nurses. The results suggest that interventions aimed at enhancing emotional intelligence might be an effective avenue for increasing job satisfaction, especially when conflict management strategies are integrated.

Validity and Reliability of Work Ability Index in Turkish Context: Inter-Level, Direct, and Indirect Relations with Job Satisfaction and Task Performance

ABSTRACT Descriptive research on work ability is well advanced. However, literature is still far from explaining its consequences. Besides, Turkish literature has been quite limited in terms of considering the work ability concept. In the research, the work ability index, and task performance scale were adapted to Turkish. The research was patterned with quantitative method. According to findings, the improvement of work ability levels and increase in job satisfaction and task performance are related in the same direction. Moreover, work ability positively contributes to directly predicting job satisfaction and task performance. Furthermore, work ability positively contributes to indirectly predicting task performance through job satisfaction. This mediation effect, determined for the first time, is an important research finding regarding its contribution to literature. Apart from these, there are significant differences in work ability among age groups, and certain age group categories have a moderating effect on the relationship between work ability and task performance. This study demonstrated that work ability index is a valid and reliable tool for the Turkish sample. Besides, the study provides holistic findings thanks to work ability levels and direct and indirect effect analysis. The theoretical and practical implications were discussed, and directions were made to further research.

보육교사가 인식하는 사회적지지가 직무만족도에 미치는 영향과 심리적안녕감의 매개효과

Objectives The purpose of this study was to examine the mediating effect of psychological well-being on the ef-fect of child care teachers' social support on job satisfaction.&#x0D; Methods To this end, a survey was conducted on social support, psychological well-being, and job satisfaction with 246 child care teachers located in G city, and the mediating effect of regression analysis was verified using the SPSS 21.0 program and Sobel test, and statistical significance was Confirmed.&#x0D; Results First, social support, psychological well-being, and job satisfaction perceived by child care teachers showed significant positive correlations as a whole. The relationship between social support and job satisfaction, as well as the relationship between social support and psychological well-being, and psychological well-being and job satisfaction of child care teachers were found to be significantly positively correlated overall. Second, so-cial support of child care teachers was found to be a variable that significantly predicted job satisfaction, and psy-chological well-being was shown to have a mediating effect in this process. In other words, psychological well-being has a partial mediating effect on the effect of social support on job satisfaction.&#x0D; Conclusions The significance of this study is that it revealed that social support recognized by child care teachers is a psychological characteristic that strongly predicts job satisfaction through psychological well-being.

Effects of collaboration on teachers’ job satisfaction and self-efficacy: personal and structural characteristics as moderators

ABSTRACT Teacher collaboration (TC) is an effective means of enhancing teachers’ psychological factors towards their jobs. Yet research on the extent to which the personal and structural characteristics and their synergistic effects of collaboration on teachers’ psychological factors remain ambiguous. This study examines the effects of TC on multidimensional measures of teacher satisfaction and self-efficacy. The study also explores the moderated effects of personal and structural characteristics on the relationship of TC with job satisfaction and self-efficacy. The study employed latent moderated structural equation modelling on the Korean portion of the Programme of International Study Assessment 2018 data. The results show that TC positively predicted all job satisfaction and self-efficacy dimensions. However, not all personal and structural factors predicted job satisfaction and self-efficacy subscales. Gender had a moderating effect on the relationship between TC and job satisfaction. Additionally, participation in professional learning communities moderated the relationship between TC and work environment.

Superior-subordinate Trust Affecting Quit Intentions: Mediation of Job Satisfaction and Affective Commitment

The purpose of this study was to determine the effects of superior-subordinate trust on employee quit intention through the mediation of job satisfaction and affective commitment among the executives working in Indian cement industries. We have adopted social exchange theory as base theory, in which trust in superiors is treated as an exogenous variable and intention to leave as an endogenous variable, with affective commitment and job satisfaction considered as mediating variables. Sequential mediation was performed. The data was collected from 305 executives through questionnaires from eight top Indian cement-producing organisations. According to the findings, trust in superiors predicted job satisfaction significantly. Furthermore, affective commitment was influenced by both trust in superiors and job satisfaction. Further, all three predictors (i.e., trust in superiors, job satisfaction, and affective commitment) predicting intention to quit. Interestingly, we also observed that both job satisfaction and affective commitments serially mediate trust in superiors and the intention to quit. The results can be used to make executives happy and satisfied at work and make them more emotionally committed to their jobs, which will lead to a low rate of attrition.

The Role of Receiving Technology on Employee Performance: Job Satisfaction as Mediation

Introduction/Main Objectives: The development of information technology today has resulted in the acceptance of technology being strongly influenced by transformational leadership, system quality, and facilitating conditions, as well as how it can affect employee performance and job satisfaction. Background Problems: Research on how job satisfaction mediates the relationship between employee performance and acceptance still needs to be improved. This research discusses how transformational leadership, facilitating conditions, and system quality shape technology acceptance and employee performance, primarily determined by job satisfaction, especially the mediating effect of job satisfaction on the relationship between techno­logy acceptance and employee performance. Novelty: Inconsistencies both in theory and empirically making it necessary to re-test transformational leadership, system quality, and conditions that facilitate technology acceptance and analyze the effect of technology acceptance on employee performance through job satisfac­tion, both directly and indirectly, in a study of the Ternate City Government. Research Method: 117 respondents were involved in this study. The respondents were determined through purposive sampling. The data were analyzed using partial least squares (PLS) version 3. Seven hypotheses were proposed in this study. Findings: The research findings indicate that system quality and facilitating conditions can predict technology acceptance and employee performance can predict job satisfaction. The results of this study confirm the indirect mediating function of job satisfaction in the relationship between technology acceptance and employee performance. Conclusion: The Municipal Government of Ternate must improve system information management and offer even better facilitating conditions for implementation to increase the acceptance of the technology.

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

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

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students.

The personal outcomes of Organizational Citizenship Behavior (OCB) have recently gained popularity in research, but it is rarely studied in part-time or temporary employees and, in particular, in employed university students. The aim of the current study was to address this gap in the literature by investigating the outcomes of OCB, including job stress, work-university conflict, work-leisure conflict, intent to quit, well-being, and job satisfaction, in university students who undertake contingent and part-time work. Using a correlational research design, data collection was conducted through an online survey administered to 122 employed university students. The correlation analysis revealed that OCB correlated positively with work-university conflict and work-leisure conflict, which is aligned with earlier work. However, in contrast to earlier findings, OCB did not correlate with well-being, stress, job satisfaction or intent to quit. Regression analyses revealed that OCB positively predicted job satisfaction, when entered together with work-university conflict, job stress, and intent to quit. OCB also predicted job stress when entered with job satisfaction. However, OCB did not predict well-being. In turn, work-university conflict negatively predicted well-being. The current findings differ from the wider literature on full-time employees, which suggests a need for further research to examine why these differences exist and what are their practical implications.

Field instructors and professional identity: factors predicting job satisfaction

ABSTRACT This cross-sectional study tested a model in which professional identity explains the factors affecting social work field instructors’ job satisfaction. The sample included 405 Israeli instructors with a wide range of professional and organizational backgrounds. Data were gathered using an online questionnaire and were analyzed using structural equation modeling. The results demonstrated the direct effects of organizational and academic support on instructors’ job satisfaction. At the same time, their professional identity acted as a mediator in the association between motivation, work importance, and their satisfaction with student’s quality in practice and field training, and their job satisfaction. These findings reassert and broaden understandings regarding the crucial role of institutional and structural factors, including organizational and academic support, in directly affecting job satisfaction among social work field instructors. Moreover, the findings support the idea that instructors’ professional identity contributes to their job satisfaction and specifically, help explain how motivation, work importance and student’s professional quality affect this relationship.

The Impact Between Motivational Potential Characteristics of Job and Job Satisfaction

This study explored the relationship between the motivational potential characteristics of a job (measured by motivating potential scores or MPS) and job satisfaction and the moderation effect of personality traits. The results showed that the agreeableness personality trait could not significantly predict job satisfaction. However, the higher the MPS and the higher the agreeableness among the employees, the higher the job satisfaction tendency. Conscientiousness and job satisfaction had a significantly positive correlation. The interaction between MPS and conscientiousness also had a significantly positive impact on job satisfaction. The results showed that job satisfaction tended to decline under the interaction of MPS and extraversion. In addition, the interaction of MPS with neuroticism also had a significant effect on job satisfaction. The interaction between MPS and openness to experience had no significant effect on job satisfaction. However, the higher the MPS and the higher the openness of experience of the worker, the higher the job satisfaction.

Evaluation of Self-Efficacy and Job Satisfaction of Teachers Teaching Turkish as a Foreign Language

In this study, it was aimed to determine the relationship between self-efficacy and job satisfaction of teachers Turkish teaching as a foreign language. The mixed methods study was used by collecting quantitative and qualitative data from teachers. The study was conducted with 150 Turkish teachers working in different countries. Interviews were conducted with 12 participants selected from the sample. Participants voluntarily participated in the study. Job satisfaction scale, general self-efficacy scale, and interview guide were used to collect data. In the study, they have used scales with high validity and reliability and an interview guide prepared by the researcher. Data has been collected online. In the analysis of the data, t-test, ANOVA, correlation, and regression analysis were performed using the SPSS 22.0 package program. Content analysis was used for qualitative data. According to the results, it was determined that there were significant differences according to the variables of gender, age, place of work, and professional seniority. Positive and significant relationships were found between teachers’ self-efficacy perceptions and job satisfaction, and it was determined that self-efficacy predicted job satisfaction. It was determined that general self-efficacy and job satisfaction have an important effect on solving problems in professional life. The results of the research are expected to guide the professional life of language teachers.

FACTORS CONTRIBUTED TO JOB SATISFACTION AMONG NURSES WORKING AT TERTIARY HOSPITALS IN THE KLANG VALLEY: AN ADAPTATION OF THE HERZBERG'S THEORY

Job satisfaction is linked to job performance in the workplace, and in the nursing context, it is critical in influencing productivity and patient care quality. The study adapts Herzberg's Theory to determine factors contributing to job satisfaction among nurses working at tertiary hospitals in Klang Valley. A cross-sectional study was conducted, and it involved 403 nurses who work in two public hospitals in Klang Valley. Samples were selected using simple random sampling, and data was collected using a self-administered questionnaire of two parts. Part A contained sociodemographic characteristics, and Part B measured job satisfaction. Descriptive analysis, correlation analysis, t-test, ANOVA, and Multiple Linear Regression (MLR) were used. Results of bivariate analyses indicate significant differences in job satisfaction levels concerning age, marital status, year of work experience, and income levels (p &lt; 0.05). When analysed using multiple linear regression, only work experience significantly predicted job satisfaction (p &lt; 0.05). This research expands on empirical findings on nurses’ job satisfaction. In addition, this study is expected to benefit health institutions by providing information to assist policymakers in increasing the participation of nurses in the local workforce.

Does Attitudes Towards Money Matter? A Mediational Analysis of Job Crafting and Job Satisfaction in School Teachers

The current study aimed to find out relationship between job crafting and job satisfaction in teachers and also to determine whether a teacher's attitude towards money had a mediating role between job satisfaction and job crafting. The following hypotheses were proposed: a) job satisfaction, attitude towards money and co-variances would likely have a significant relationship b) attitude towards money would likely significantly predict job satisfaction; and c) attitude towards money would likely act as a mediator between job crafting and job satisfaction. The sample consisted of 150 school teachers (N=150) with an age range of 20 to 55 years employed via non-probability purposive sampling approach. Assessment measures included Job Crafting Questionnaire (Slemp &amp; Vella-Brodrick, 2013), Money Attitude Questionnaire (Lay &amp; Furnham, 2018) and Job Satisfaction Scale (Macdonald &amp; Macintyre, 1997) with .91, .91 and .89 alpha reliability coefficient respectively. The data was collected online via Google form from the potential participants. Results revealed that the association between money attitude and job satisfaction is not correlated, however, there is a highly significant and positive relationship between job crafting and satisfaction with one's job. Job crafting exhibited a favorable and highly significant prediction of job satisfaction, however, money attitude has no significant results and so do not suggest any prediction of job satisfaction. Moreover, the link between job satisfaction and money attitude was completely mediated by the money attitude. For young adults, researchers, counselors, and educational psychologists; these indigenous results would have substantial implications for awareness, policy making, and future research endeavors.

Israeli special education preschool teachers’ job satisfaction: an investigation of the predictive value of professional identity and social support

ABSTRACT This study used mixed methods to explore how Israeli special education preschool teachers’ professional identity and social support predict their job satisfaction. Participants in the quantitative portion included 192 Jewish special education preschool teachers (Mage = 34.37, SD = 8.75) with an average of 10.66 (SD = 8.40) years teaching. A separate sample of 10 teachers (Mage = 37.77, SD = 5.86; Mexperience = 7.7 years, SD = 3.98) participated in semi-structured interviews. Quantitative results revealed that professional identity related to type of preschool framework and job satisfaction, but only experience and social support significantly predicted job satisfaction. Qualitative results supported the quantitative results, emphasizing themes of satisfaction, challenges, and coping mechanisms, particularly the importance of social support. Additional support for these teachers can promote job satisfaction, facilitate retention and teacher well-being and foster better outcomes for children with special needs.

Sustainable training practices: predicting job satisfaction and employee behavior using machine learning techniques

This study evaluates Sustainable Training Practices (STP) that promote organizational growth and ensure the attainment of sustainable HRM objectives. First, we employ Structural Equation Modelling to identify relationships between STP, Psychological Contract Fulfilment, Job Satisfaction, and Organizational Citizenship Behavior. Next, we build a predictive model using the RF Regression Supervised Machine Learning technique to identify the key predictors. Our findings indicate that employee happiness, expectation fulfilment, and behavior are highly dependent on the STPs offered to them. In addition, we find that machine learning is crucial because it reveals hidden features that are sometimes overlooked by conventional methods.

Examining Perceived Organizational Support and Teacher Empowerment

This study aimed to investigate influence of perceived organizational support (POS) and teacher empowerment on teacher organizational commitment with job satisfaction as mediating construct. Study conducted on Institut Agama Islam Negeri (IAIN) Pontianak, west Borneo, Indonesia. Participant are teacher student on professional education and training program/Pendidikan Profesi Guru (PPG) at Institut Agama Islam Negeri Pontianak. Questionnaire used for collecting data. Findings reveal that the influence of perceived organizational suport (POS) on organizational commitment (OC) are not signifikan, but became positive significant while job satisfaction as mediating variable. perceived organizational suport (POS) positively predict job satisfaction. Islamic educational institutions are advised to increase teacher job satisfaction, because it relates to their organizational commitment to educational institutions.