Relationship Of Job Satisfaction Research Articles

Understanding community health workers’ activities in a community-based child health promotion project in Kyrgyzstan

BackgroundCommunity health workers (CHWs) have strong potential for conducting health initiatives in vulnerable countries. Their continuing activities are essential for positive outcomes. The purpose of this study is to understand CHW activities in Kyrgyzstan migrant villages and their impact on individuals and communities. MethodsThis study used a mixed-method design. All active CHWs were invited to participate in the survey and the first reflection note regarding their experience and satisfaction with CHW activities. Respondents who agreed to participate in the second reflection notes wrote additional reflection notes. Participatory observational CHW activity report meeting data was collected for additional qualitative analysis. Quantitative data were analyzed using descriptive statistics, and qualitative data were analyzed thematically. ResultsCHWs started their activities with altruistic and personal motives, such as social recognition and knowledge acquisition. Job-related satisfaction after the activity tended to be high. After performing home visits and resident participatory events, they experienced intrinsic motivation, resource mobilization efforts, increased autonomy, and social recognition. Although the material rewards were small as volunteers, they recognized their positive impact on individuals and communities and gained pride and happiness. ConclusionsCHWs participating in health promotion projects had training and CHW-nurse network activities and were gradually empowered in the process. When considering the sustainability of CHW activities, it is important to increase self-confidence and strengthen social recognition through empowerment.

호텔기업 구성원의 자기관리특성, 자기효능감, 고객지향성, 직무만족 간의 구조적 관계에 관한 연구

The purpose of this study is to test the structural relationships of self management characteristics, self-efficacy, customer orientation and job satisfaction in the hotel industry. To accomplish the goals, a field survey was conducted on the employees" of deluxe hotels in the Seoul area. The statistical tools to be undertaken in this research were frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and covariance analysis using the statistical package of SPSS (18.0) and AMOS (18.0). The results of this study could be summarized as follows; First, the self management characteristics (Image management, self leadership, Resilience) positively affects the level of hotel employees" self-efficacy. Second, the self management characteristics (self leadership, Resilience) positively affects the level of hotel employees" customer orientation. Third, the self management characteristics positively affects the level of hotel employees" job satisfaction. Fourth, the self-efficacy have a positively affects the level of hotel employees" customer orientation. Fifth, the self-efficacy have a positively affects the level of hotel employees" job satisfaction. In the last chapter, the paper concludes with discussions and the managerial implications for effective personnel policies.

Analysis of Leader-Member Exchange toward Organizational Commitment, Job Satisfaction, Job Performance: Is Virtual Work Moderating?

The aim of this research is to examine relationship between leader member exchange (LMX), organizational commitment, job satisfaction, and job performance with moderating mechanism of virtual work. This research was an explanatory-quantitative approach to explain the effects of LMX toward organizational commitment, job satisfaction, and job performance during pandemic specific in the context of Islamic college. This research had a total of 108 respondents that consisted of both educational staffs and lecturers from various faculties including Faculty of Business and Economics, Law, Medicine, Industrial Engineering, Psychology and Socio-Culture, Islamic Religious Science, Civil Engineering and Planning, Mathematics and Nature. This study was conducted in one of well-known private Islamic higher education in Yogyakarta. The result of this study explained that LMX had a positive significant effect on organizational commitment, job satisfaction, and job performance. However, the authors found that virtual work was only able to moderate the effect of LMX on organizational commitment and was unable to moderate the relationship of LMX, job satisfaction, and job performance. A more detailed sentences are stated in discussion and implication section of this article.

CONCEPTUALIZING PRINCIPAL'S SERVANT LEADERSHIP WITH RELIGIOUS VALUES AND POWER DISTANCE IN RELATION TO TEACHERS' JOB SATISFACTION

This article investigates the interrelationship among principal's servant leadership, principal's religious values, and power distance; and their impact on teachers' job satisfaction in Bangladesh. We frame our discussion in the context of the country's secondary and higher secondary level educational institutions. The education policy in Bangladeshi schools and colleges is biased toward educational administration. As such, a top-down hierarchical administration has developed that has invariably tended to focus on educational administration and management, not on any educational leadership, let alone consider teachers' job satisfaction. Servant leadership theory has been used as the underpinning theoretical framework to establish the relationship between principal leadership and teachers' job satisfaction. This paper contributes to the literature by extending servant leadership theory concerning teachers' job satisfaction, particularly in contexts where Islam is predominant. Religious values, particularly, Islamic values in Bangladeshi society are pervasive in effect. So, in the existing top-down bureaucratic educational administration which is a collocation of power distance, principal’s religious values would steer the relationship of principal's servant leadership and teachers' job satisfaction to a positive end.

Perceptions of Work and Educational Environment as Predictors of Burnout Among Residents During COVID-19 Pandemic

Objective: Burnout negatively affects personal well-being by reducing job-related satisfaction besides deeply affecting physician lives outside the working environment. This study aimed to determine residents’ burnout levels and related psychosocial risk factors regarding the work and educational environment during the COVID-19 pandemic at a university hospital. Material and Method: Data were collected using an online questionnaire consisting of questions screening the participants’ sociodemographic, clinical and, educational characteristics and the following scales; Postgraduate Hospital Educational Environment Measure (PHEEM), Maslach Burnout Inventory (MBI), Rosenberg Self Esteem Scale (RSES). Results: Of the 632 residents receiving postgraduate education in clinical fields at the university, 99 (15.7%) participated in study, 77 (77.8%) of which reported that they were from medical branches and 12 (12.1%) from surgical branches.The emotional exhaustion (EE) dimension of burnout emerged as the most strongly related dimension with perceptions of the educational environment (PHEEM) (p<0,001, r=-0,548). The depersonalization (DP) dimension was only moderately associated with the perception of low role autonomy (p=0,006, r=-0,273). The low personal achievement (LPA) dimension of burnout, on the other hand, showed a moderate-high correlation with all the components related to the educational environment and showed the most substantial relationship with the perception of low social support (p<0,001, r=-0,372). Decrease in the organizational commitment with the departments and institutions where residents received training and worked was associated with higher levels of burnout and low self-esteem. 30.7% of the participants perceive their health as moderate/poor, and scored higher in all dimensions of burnout (EE p<0,001, DP p=0,001, LPA p=0,001). Conclusion: In this study, we found that residents’ perceptions about the educational environment are the variables most closely related to their burnout levels. With precautions, residents may be protected from burnout-related physical and mental diseases while academic efficiency increases and the healthcare service become more qualified.

Factors affecting job satisfaction and employee performance: a case study in an Indonesian sharia property companies

PurposeThis study aimed to discover the factors affecting employee performance by testing the relationship of change management, job satisfaction, organizational commitment and leadership style on employee performance in Indonesian sharia property companies.Design/methodology/approachThe study population was all members of “Sharia Property Developer” (DPS) across Indonesia with criteria of having subordinates at least one person and is listed as a DPS member. The samples used were 71 people from the 200 members of DPS across Indonesia. The sampling method used was based on R2 value and significance level with an 80% statistical strength. Data analysis was carried out using smartPLS software to test the relationship of change management, job satisfaction, organizational commitment and leadership style on employee performance.FindingsThe utilization of SEM in Smart PLS for change management with the ADKAR method had a negative value of 6.2% in affecting employee performance and 4.6% in affecting job satisfaction. Job satisfaction insignificantly affected employee performance by 7.5%. Leadership style and organizational commitment positively affected performance by 57.9% and 25.6%, respectively.Research limitations/implicationsThis study did not limit respondents’ education levels. Twenty percent of respondents were middle and high school graduates. Respondent’s position was mostly the highest leader in the company by 58%. Indicators in the ADKAR model did not implement the construct validity test since the researchers did not find precedent studies that discuss the indicators of the ADKAR model in detail.Practical implicationsFactors that positively and significantly affected employee performance can be used to plan employee performance of DPS member companies.Social implicationsThe company must create a program to produce meaning in working, shape leaders to have discipline by putting appropriate employees as leaders.Originality/valueThis study used change management, organizational commitment, job satisfaction and leadership style as exogenous variables, job satisfaction and leadership style as intervening variables. The study model modified the previous study regarding employee performance improvement because it utilized the change management with the ADKAR model. The study objects were sharia property companies, where the researchers did not find previous studies discussing employee performance in sharia property companies.

Public–Private Organisation Differentials in Relationship of Leadership Styles, Job Satisfaction and Organisational Commitment in Nigeria

Public–Private Organisation Differentials in Relationship of Leadership Styles, Job Satisfaction and Organisational Commitment in Nigeria

Causal relationships of work environment, job satisfaction, burnout, and turnover intention among workers at shelters for the abused children

연구목적: 본 연구목적은 학대피해아동쉼터 종사자가 인식하는 근무환경, 직무만족, 소진, 이직의도가 종사자 특성별로 차이가 있는지, 근무환경이 직무만족, 소진, 이직의도에 영향을 미치는지, 그리고 근무환경, 직무만족, 소진, 이직의도가 어떤 인과구조를 구성하는지를규명하려는 것이다. 방법: 연구 대상은 학대피해아동쉼터에 근무하는 종사자이며 총 281명이 온라인 조사에참여하였다. 기초통계분석, 회귀분석, 구조방정식을 활용하였다. 결과: 쉼터 종사자의 소진은 다른 시설 종사자에 비해 높게 나타났다. 종사자 인식 수준에가장 큰 차이를 만들어내는 특성은 직책이었다. 시설장이 근무환경을 가장 나쁘게 인식하였다. 임상심리치료사의 직무만족도가 가장 높았으나, 보육사는 소진과 이직의도 수준이 가장높았다. 쉼터 근무환경은 직무만족, 소진, 이직의도에 유의한 영향을 미치는 것으로 나타났다. 구조방정식 분석 결과, 근무환경, 직무만족, 소진, 이직의도 사이에 일직선상의 인과구조가 확인되었으며, 직무만족과 소진의 매개효과가 검증되었다. 결론: 쉼터 종사자의 소진과 이직을 예방하기 위해서 업무량 및 직무스트레스 개선, 클라이언트 공격성에 대한 대처방안 마련, 인력보강, 교대제 개선, 업무량 및 근무시간 축소 등을제시하였다.Objectives: The main objectives of this study are to examine (1) whether there are differences in the work environment, job satisfaction, burnout, and turnover intention perceived by workers at shelters for abused children, (2) to what extent job environment affect job satisfaction, burnout, and turnover intention, and (3) the causality structure among the four main variables. Methods: A total of 281 shelter workers participated in the online survey. This study used descriptive statistics, multiple regression analysis, and structural equation modeling. Results: Position made the most prominent differences among the workers in their perceptions regarding their work. The manager perceived the work environment unfavorably, whereas the psycho-therapist had the highest job satisfaction. Meanwhile, the care worker had the highest burnout and turnover intention. The work environment of the shelter was significantly associated with job satisfaction, burnout, and turnover intention of the workers. The SEM analysis found a linear causality among work environment, job satisfaction, burnout, and turnover intention and the mediating effects of job satisfaction and burnout in these causal relationships. Conclusions: This study proposed that the most urgent agenda is to reform the work environment to lessen turnover intention. In particular, hiring more shelter workers can mitigate both heavy workloads and long working hours.

Exploring Relationship of Job Satisfaction, Organizatonal Culture, and Employee Performance in Small Medium Enterprise

Purpose: The objective of this study was to re-examined the relationship of job satisfaction, organizational culture and employee performance. Theoretical framework: There were several studies that examine the relationship between organizational culture, job satisfaction, and employee performance. The employee performance is a consequence of organizational culture and employee job satisfaction. The relationship between the three variables is not surprising, especially the relationship between the two types of performance measures, in-role performance (IRP) and extra-role performance (ERP). Design/methodology/approach: This study aims to re-examine the relationship and influence job satisfaction (JS), organizational culture (OC), in-role performance (IRP), and extra-role performance (ERP) using 376 employees who work in several micro, small and medium scale manufacturing companies in Yogyakarta, Indonesia. The factor analysis was used to test the validity, and Cronbach’ Alpha for reliability of the instrument. The structural equation modeling was used to test the relationship model. Findings: The results of this study revealed that JS is a variable that is not related to the other three variables and does not influence either IRP or ERP. This study found that JS is related to and influenced by the organizational culture (OC) adopted. This study strengthened the findings of previous studies that OC is one of the important factors to improve employee performance. Research, Practical & Social implications: Small Medium Enterprises must strengthen organizational culture in order to increase job satisfaction and employee performance, both IRP and ERP. The use of longitudinal data needs to be used to test the mediation of the model. Other raters also need to be used to assess employee performance and eliminate common method variances. Originality/value: Job satisfaction is not always an independent variable as in many studies but can be a consequence of individual internal and external factors.

An integrated model to study workplace passion and job satisfaction among hotel employees: an emerging market perspective

PurposeThe present study is intended to examine the association between work passion (WP) (obsessive and harmonious) and job satisfaction (JS) of hotel employees in India. It further examines the mediating influence of psychological empowerment (PE) and organizational identification (OI) on the relationship. The study has taken conservation of resources (COR) perspectives to support the association.Design/methodology/approachThis research work has used a time lag survey on a sample of 290 employees belonging to hotels located in four states of India. Structural equation modeling was utilized to test the hypothesized relationship.FindingsResults derived from path analysis proved the hypothesized relationships. OI and PE were found to be the complementary mediators between workplace passion and JS.Research limitations/implicationsThe study was conducted on hotels, the research can be further expanded to other industries. Future research might examine the effect of increased WP, strong organizational identity and increased JS on some of the citizenship behaviors. The present study data were collected using self-report questionnaires; no data were collected to find out whether the passion for work or stronger OI with the hotel is an outcome of some unique initiative taken by their respective hotels.Practical implicationsTop officials can promote entrepreneurial culture, form employee-friendly policies, develop a climate of trust which in return will facilitate the cognitive as well as emotional satisfaction with the organization fostering WP and JS.Originality/valueThe researchers in past have mostly studied the harmonious passion and JS association but there is a dearth of studies exploring the obsessive passion and JS relationship in the Indian context. In addition, associating OI and PE in predicting JS can also add as a unique contribution to the literature.

The Relationship of Leadership, Discipline, Satisfaction, and Performance: A Case Study of Steel Manufacture in Indonesia

Purpose: The aim of this study is to predict the relationship of leadership, discipline, satisfaction, and performance. Theoretical framework: The framework was developed based on the relationship of transactional leadership, transformational leadership, work discipline, job satisfaction, and employee performance. Design/methodology/approach: The study use quantitative approach. Data were collected by distributing questionnaires to 100 respondents. Data were analyzed statistically use smartPLS. Findings: The results indicated that there is a positive direct effect of transactional leadership to job satisfaction and job performance. There is a positive direct effect of transformational leadership to job performance but not to job satisfaction. There is a positive direct effect of work discipline to job satisfaction but not to job performance. Job Satisfaction mediates the positive effect of Transcational Leadership to Job Performance and Work Discipline to Job Performance, but not mediates the positive effect of Transformational Leadership to Job Performance. Research, Practical & Social implications: The study implied to to the body of knowledge of job performance and job satisfaction to fill the research gaps. The study also implied to business practitioner in managing job performance through job satisfaction based on leadership and discipline. Originality/value: The value of the study indicate performance and satisfaction are very important and related with leadership and discipline.

Relationship of Job Satisfaction with Performance Medical Record Unit of RSUD Cengkareng

Organizational culture is very important in the progress of the airline company that grows through theaviation bussiness process of developing ideas created by the company’s leaders, then implanted in membersof the organization. Organizational culture is also an important thing that employees must have to respondto a challenge or change that can occur at any time in a company, have good performance and maintainemployee behavior and attitudes to remain in accordance with applicable standards or norms. This research is a descriptive research with a qualitative approach. The previous research conducted by (Pratiwi, 2012) that organizational culture has a significant influence on the performance of an employee, as well as the results of research conducted by (Sinaga, 2008) that organizational culture and rewards simultaneously and partially have a significant effect on performance employee. PT Pelita Air Service applies organizational cultural values that refer to BUMN Culture. Through the basic values, morals are expected to be able to maintain trust (trust), execute programs and activities well (competently), strengthen each other (harmonious), uphold the interests of the nation and state above the interests of the company (loyal), accustomed to adapting to development (adaptive), and prioritizing mutual cooperation in activities (collaborative)

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

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

Relationships of Job Satisfaction and Caring Behaviors among Nurses Working in Inpatient Wards in Indonesia

Nurse job satisfaction must be adequately managed to improve working performance, particularly in applying caring behavior in nursing services. Caring behavior is an essential and fundamental component of the nursing profession. It can affect the quality of health services by increasing patient satisfaction, patient recovery processes, and hospital revenue. This study aimed to determine the relationship between job satisfaction and caring behavior among hospital nurses in Banda Aceh. This cross-sectional study was conducted in a public hospital for two weeks in December 2022 and involved 173 nurses selected using the total sampling technique. The Caring Behavior Inventory-24 (CBI-24) questionnaire and the Job Satisfaction Survey (JSS) were used to collect data. The Chi-square test showed a relationship between job satisfaction and nurses’ caring behavior (p=0.001). It can be concluded that job satisfaction influences nurses’ caring behavior, which impacts improving health care quality.

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

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

From Demographics to Policy: Unraveling the Relationship Of Job Satisfaction and Happiness (IMRAD)

From Demographics to Policy: Unraveling the Relationship Of Job Satisfaction and Happiness (IMRAD)

From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and Happiness

From Demographics to Policy: Unraveling the Relationship of Job Satisfaction and Happiness

Influence of Organizational Culture on Employee Performance Mediated by Job Satisfaction and Employee Commitment

Purpose – The study aimed to analyze the influence of organizational culture on employee performance mediated by job satisfaction and employee commitment. Methodology – A quantitative approach was used on 167 employees with a minimum of one year of experience working in a coating company. The sample size was the population of the industry. Furthermore, the data analysis was carried out using the Partial Least Square Structural Equation Modelling (PLS-SEM). Findings – This study found that organizational culture influences and improves employee performance. It also affects organizational commitment and job satisfaction, which mediate the culture to improve employee performance. Moreover, employee performance could be improved by increasing job satisfaction and commitment. Satisfaction also increases and affects employee commitment. Originality – This is the first study to investigate the influence of organizational culture on employee performance. It analyzed the relationship of job satisfaction, employee commitment, and performance and used a mediation variable to expand the theory in previous studies. This study also complements the relationship of variables in the organization for different service industries.

The Relationship of Job Satisfaction and Motivation Towards Employees’ Engagement in SME Masjid Tanah, Melaka

The Relationship of Job Satisfaction and Motivation Towards Employees’ Engagement in SME Masjid Tanah, Melaka

The Relationship of Job Satisfaction with Nomophobia and Social Media Addiction in Healthcare Professionals: A Cross-sectional Study

The Relationship of Job Satisfaction with Nomophobia and Social Media Addiction in Healthcare Professionals: A Cross-sectional Study