Role Of Job Satisfaction Research Articles

Enhancing Job Performance through Specialized Training: The Role of Job Satisfaction and Motivation in College and University Office Worker

Enhancing Job Performance through Specialized Training: The Role of Job Satisfaction and Motivation in College and University Office Worker

Linking talent management, knowledge management and work-life balance to employee performance: The role of job satisfaction

Linking talent management, knowledge management and work-life balance to employee performance: The role of job satisfaction

The Role of Job Satisfaction on Turnover Intention with Employee Engagement as a Mediating Variable

The Role of Job Satisfaction on Turnover Intention with Employee Engagement as a Mediating Variable

The Role of Job Satisfaction as a Mediator of Work Discipline and Organizational Climate on Employee Performance

The construction sector plays an important role in the economic growth of a country including Indonesia. In the construction sector, there are very complex operational activities, so it is important to consider factors that can encourage employees to be willing to work optimally for the company. This study analyzes the effect of work discipline and organizational climate on employee performance with job satisfaction as mediation. The object of this research is PT Tunas Jaya Sanur Group, which is one of the largest industrial sectors in Bali, and its projects have spread throughout Indonesia. The sample in this study was taken proportionally to employees especially staff at PT Tunas Jaya Sanur Group. The data collection method is a survey method with a questionnaire. The analysis technique used is inferential analysis technique with Partial Least Square (PLS). The results found that work discipline has a negative and insignificant effect on employee performance, work discipline has a significant positive effect on job satisfaction, organizational climate has a significant positive effect on employee performance, organizational climate has a significant positive effect on job satisfaction, job satisfaction has a significant positive effect on employee performance, job satisfaction partially mediates the relationship between work discipline and employee performance and, job satisfaction partially mediates the relationship between organizational climate and employee performance. This can confirm the two-factor theory that two factors influence a person's motivation in doing something, namely motivational factors and maintenance factors.

The role of job satisfaction and organizational culture match in the relationship between pay satisfaction and turnover intention: A moderated mediation model

High turnover among social workers is a long-standing concern. This article explores whether pay satisfaction (PS) influences turnover intention (TI) and whether job satisfaction (JS) mediates this relationship. We also examine whether organizational culture match (OCM) moderates this mediation model. Based on multiple regression model of 5525 Chinese social workers, we found that PS was negatively related to TI and JS mediated this relationship. The effects of such a mediation model were significantly larger when OCM was at a higher level. Findings highlight the need to increase material rewards for social workers and to build organizational culture supporting personal psychological needs.

The Role of Job Satisfaction as a Mediating Variable Between Work Environment and Employee Productivity

The Role of Job Satisfaction as a Mediating Variable Between Work Environment and Employee Productivity

Mental distress and well-being in geriatric professionals: The role of job satisfaction

BackgroundAs limited evidence is available on health professionals’ experience during the post-pandemic period, the interplay between job satisfaction components, mental distress and well-being was investigated among workers of an Italian geriatric institution. MethodsIn Spring 2022, 205 participants (females =75.6%), primarily healthcare assistants (36.6%), nurses (16.6%), and rehabilitation professionals (14.1%), completed the General Health Questionnaire (GHQ), the Mental Health Continuum-Short Form (MHC-SF), and the Job Satisfaction Questionnaire. Data analyses comprised Multiple Regressions, Relative Weight Analyses, and ANOVA. FindingsSatisfaction with working conditions and leadership exhibited negative associations with distress, while satisfaction with patients, colleagues, results, and leadership were positively correlated with well-being. Participants with high well-being levels scored significantly lower across mental distress dimensions than participants reporting poor well-being levels. ConclusionsResults showed that specific job satisfaction components relate differently to distress and well-being, suggesting the need for implementing organizational resources, psychological support, and interprofessional collaboration in healthcare services.

The Role of Job Satisfaction in Mediating the Influence of Transformational Leadership on Innovative Behavior in Employees of Pt. Xyz

The role of job satisfaction as a mediator of transformational leadership on employees' innovative behavior is crucial in the context of modern business competition. In the current era of globalization, competition between companies is increasingly strong, it requires companies to understand and optimize these factors to improve their performance and competitiveness. Therefore, this research aims to analyze the relationship between transformational leadership, job satisfaction, and employees' innovative behavior. This research was conducted at PT. XYZ , with a total sample of 60 employees determined based on saturation sampling. Data was collected through interviews and distributing questionnaires to research subjects. The data were analyzed using path analysis technique with SPSS. This research aims to analyze the mediating role of job satisfaction on the influence of transformational leadership on innovative behavior. The results of this research show that transformational leadership and job satisfaction significantly influence innovative behavior with a positive direction, transformational leadership significantly influences job satisfaction with a positive direction, and job satisfaction is able to mediate the influence of transformational leadership on innovative behavior as a partial . The implications of this research theoretically support the findings of previous research. The practical implications for PT. XYZ is to maintain innovative behavior, transformational leadership, and job satisfaction among its employees.

Reviving Organizational Commitment: The Role of Job Satisfaction, Transformational Leadership, and Work-Life Balance

The research's objective is to test the influence of transformational leadership and work-life balance on organizational commitment by adding mediation variables such as job satisfaction. This research uses a quantitative approach with numerical data. This research method involves descriptive surveys and explanatory surveys. The study collected data from approximately 45 teachers at Maitreyawira's private high school. Sampling technique with a saturated sample. The result of this research is that transformational leadership and work-life balance influence organizational commitments. Theoretically, the results of this study confirmed that it was strategically implemented to maintain organizational commitment, and the findings broadened our understanding of the factors affecting organizational communities and job satisfaction. The practical benefits of this research, particularly for an organization operating a full-day school system, include the need to adopt a transformational leadership style and maintain a work-life balance to ensure teacher loyalty.

The Role of Job Satisfaction in Mediating Green Organizational Culture and Servant Leadership on Lecturer Performance in Indonesia

The Role of Job Satisfaction in Mediating Green Organizational Culture and Servant Leadership on Lecturer Performance in Indonesia

PENGARUH KOMUNIKASI ORGANISASI DAN LINGKUNGAN KERJA FISIK TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi Pada PT. Anindya Wiraputra Konsult Cabang Banjarbaru)

Organizational success is based on organizational performance which largely depends on the performance of every employee in the company. Employees with good performance are needed to achieve organizational goals in a competitive advantage. This research has an effect on organizational communication and physical work environment on employee performance with job satisfaction being the intervention variable. Data on organizational communication, physical work environment, job satisfaction, and performance were obtained through the results of distributing questionnaires to respondents. The data obtained were then analyzed using Partial Least Squares (PLS). The results of statistical tests show (1) organizational communication has a significant positive effect on job satisfaction with a path coefficient of 0.299 and T-Stats of 3.473, (2) physical work environment has a significant positive effect on job satisfaction with a path coefficient of 0.269 and T-Stat of 3.473 (3) organizational communication proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.473, (4) the physical work environment proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.465, (5) Job satisfaction is proven to have a significant positive effect on employee performance with a path coefficient of 0.336 and T Stats of 5.295, (6) organizational communication has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that organizational communication is able to directly influence employee performance with or without job satisfaction as an intervening variable and (7) physical work environment has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that the physical work environment is able to directly affect employee performance with or without job satisfaction as an intervening variable.

The Role of Job Satisfaction as Mediation on the Influence of Work Life Balance and Training on Job Performance

Aims: Human resource performance management is essential in supporting the achievement of organizational goals. This study examines the effect of work-life balance and training on work performance, with job satisfaction as a mediating factor and gender as a control variable. This research will provide insight into companies' policies and management of human resources. Study Design: This research is quantitative research using a survey method. The research was conducted at the Indonesian Red Cross (PMI) Banyumas Regency from September to October 2023. Methodology: The population in this study was 180 employees. The sample used was 119 employees, with sample takers using the purposive sampling method. The analytical tool used in this research is Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. An outer model analysis technique was used to test the validity and reliability of the measurements used, followed by an inner model analysis technique to test the relationship between latent constructs and hypothesis testing. Results: This research found that work-life balance and job satisfaction influence performance, but training does not influence performance. This research also found that training affected job satisfaction, but work-life balance did not affect job satisfaction. Even though training does not have a direct effect on performance, if it is mediated by job satisfaction, training will affect performance. In contrast, work-life balance has a direct impact on performance, but job satisfaction is not strong enough to mediate the relationship between work-life balance and performance. Apart from that, this research also found that gender as a control variable did not influence performance.

Can Transformational Leadership Retain Employee through The Role of Job Satisfaction as a Mediative at The Sunan Drajat Lamongan Boarding School Business Unit?

This study highlights the strategic significance of Islamic boarding schools as historic contributors to Islam's development in Indonesia. The pivotal role these schools play in community empowerment is realized through their business units. The research aims to analyze the influence of transformational leadership on turnover intention, mediated by job satisfaction, in the business unit of Sunan Drajat Lamongan Islamic boarding school. Employing an explanatory research method, the study utilizes transformational leadership as the independent variable, job satisfaction as the intervening variable, and turnover intention as the dependent variable. Data is collected through questionnaires and analyzed using Structural Equation Modeling (SEM) processed with SmartPLS. The findings indicate that transformational leadership significantly positively impacts job satisfaction, while job satisfaction significantly negatively influences turnover intention. However, transformational leadership alone has an insignificantly negative effect on turnover intention. Job satisfaction acts as a mediating factor in the influence of transformational leadership in preventing turnover intention. However, transformational leadership without job satisfaction, fails to prevent employee turnover intention. In this context, Islamic boarding schools can optimize transformational leadership and job satisfaction strategies to minimize employee turnover intention, thereby enhancing employee performance and contributing to community empowerment

The Role of Job Satisfaction in Mediating the Workload on Employee Performance in the Canned Fish Industry Sector in Bitung City, North Sulawesi

This research was conducted with the aim of measuring the influence of workload on employee performance through employee job satisfaction in the fish canning industry sector, Bitung City, North Sulawesi. The research population was 2,751 people, and the research sample was 118 respondents, using the Slovin formula. The data analysis techniques used in this research are validity testing, reliability testing, and Structural Equation Modeling (SEM) analysis. The research results show that Workload has a positive and significant effect on Job Satisfaction. Workload has a positive and significant effect on employee performance. Job satisfaction influences employee performance. Furthermore, workload influences employee performance through job satisfaction.

THE EFFECT OF JOB STRESS AND ORGANIZATIONAL CLIMATE ON TURNOVER INTENTION WITH JOB SATISFACTION AS A MEDIATION VARIABLE

This study explores the influence of work stress and organizational climate on turnover intention by considering the role of job satisfaction as a mediator. Through analysis of 135 respondents from several housing development companies in Pekanbaru City, using the Simple Random Sampling method, we found that work stress has a positive and significant influence on the desire to change jobs. Apart from that, job satisfaction has also been proven to mediate the relationship between job stress and turnover intention. The results also show that organizational climate has a negative and significant influence on turnover intention, however, job satisfaction also mediates the relationship between organizational climate and desire to change jobs. Proposed suggestions include expanding mental wellbeing support programs to deal with work stress, improving communication between management and employees to improve organizational climate, implementing balanced work policies to increase job satisfaction, and conducting interviews to identify key factors that drive turnover intention.

The Role of Job Satisfaction in Enhancing Employee Performance and Customer Experience in the Goan Hospitality Industry: A Case Study

Purpose: This article delves into the highly competitive hospitality industry, focusing on enhancing tourism and guest satisfaction as key objectives. It specifically examines the role of employee job satisfaction in boosting staff performance and, consequently, enriching the customer experience. The research explores the intricate interplay among job satisfaction, employee performance, and customer experience within the distinctive context of Goa's hospitality sector. Renowned as a top tourist destination in India, Goa's hospitality industry presents unique features and challenges, offering a rich ground for in-depth analysis. The primary aim of this study is to investigate and elucidate the relationships among job satisfaction, employee performance, and customer experience, uniquely framed within Goa's hospitality landscape. Design/Methodology/Approach: This case study employs a carefully selected sample of 300 professionals actively engaged in Goa's hospitality industry. The Thurstone Case V Scaling method is utilised to accurately measure the facets of job satisfaction, enabling precise quantification of attitudes on an interval scale. Furthermore, the study incorporates the chi-square test of independence to identify and analyze the interrelations and dependencies among employee performance, job satisfaction, and customer experience outcomes. This methodological approach is designed to provide robust and reliable insights into the dynamics of the hospitality sector in Goa. Findings/Result: The comprehensive analysis of the collected data through chi-square testing and Thurstone scaling has yielded significant insights. Thurstone scaling effectively highlighted varying degrees of consensus and dissent among participants, providing a layered perspective of their attitudes towards job satisfaction. In contrast, the chi-square analysis revealed a notable statistical relationship between job satisfaction, employee performance, customer experience outcomes, and tenure, underscoring their mutual interdependence. Additionally, the presence of a linear trend was established via the Linear-by-Linear Association test. These findings collectively deepen our understanding of the interplay between these elements within the Goan hospitality industry. This study enriches the existing body of knowledge and has practical implications for similar domains, offering valuable insights for future research and industry practices. Originality/Value: This study aims to provide nuanced insights with the potential to transform practices and guide strategic decision-making in the Goan hospitality sector. By elucidating the interrelations between job satisfaction, employee performance, and customer experience, it seeks to deliver actionable recommendations for stakeholders in the industry. The goal is to enhance service quality, employee contentment, and customer loyalty, thereby contributing significantly to one of India's premier tourist destinations. This research stands out for its targeted focus on the unique dynamics of Goa's hospitality industry, offering valuable contributions to both academic and practical realms. Paper Type: Case analysis type study

Role Of Job Satisfaction In Mediating Organizational Culture And Motivation On Organizational Commitment Of Contract Midwives.

Early efforts are needed to realize the next generation of a quality nation. Midwives are one of the parties who play an important role in realizing this. This study aims to examine the effect of motivation and organizational culture on organizational commitment through job satisfaction in contract midwives in Jember Regency. The research design used is explanatory research. The population of this study were all contract midwives in Jember Regency, totaling 149 people. The sample taken was 112 respondents using purposive sampling technique with a quota sampling approach. The analytical tool used is Structural Equation Modeling (SEM). Stages of data testing in this study through validity, reliability, Structural Equation Modeling, hypothesis testing, interpretation and model identification. The model used in this study as a whole is good enough because it has met 7 of the 8 Goodness of Fit measurements. The results of this study prove that motivation has a significant positive effect on job satisfaction and organizational commitment. Organizational culture has a significant positive effect on job satisfaction and organizational commitment. Job satisfaction has a significant positive effect on organizational commitment, and job satisfaction has a positive effect in mediating motivation and organizational culture on organizational commitment.

The Role of Job Satisfaction in Mediating the Influence of the Work Environment on Organizational Commitment

Background: Companies have the capacity to develop their human resources by fostering employee commitment, necessitating the provision of support to their workforce. Improving the employees' dedication to the organization is closely linked to the environment established by the company.
 Purpose: The primary objective of this research was to examine how job satisfaction mediates the impact of the work environment on organizational commitment.
 Method: This research was carried out at PT. Bima Sakti Alterra, involving a sample size of 131 individuals determined through saturation sampling. The data were gathered through interviews and the distribution of questionnaires. The data analysis technique utilized in this research involved path analysis with the application of SPSS..
 Results: The findings of this research indicated that the work environment and job satisfaction had a positive and significant impact on organizational commitment. Additionally, the work environment also exhibited a positive and significant influence on job satisfaction. Moreover, job satisfaction served as a mediator in the relationship between the work environment and organizational commitment
 Conclusion: The theoretical implications of this research support findings from prior research. In practical terms for PT. Bima Sakti Alterra, it involves upholding organizational commitment and establishing a conducive work environment to foster job satisfaction among its employees

The effects of leader-member exchange on employee performance at commercial banks in Ho Chi Minh City: The role of job satisfaction and work engagement as mediating variables

Our paper aimed to identify how leader-member exchange directly and indirectly impacts the performance of staff in commercial banks located in Ho Chi Minh City, through mediating variables: work engagement and job satisfaction. We applied a convenient method of collecting direct data. SmartPLS 3.2.9 was used to analyze Partial Least Squares Structural Equation Modeling (PLS-SEM) to test our model’s hypotheses with official samples being at 567. The results indicated that the total positive and significant effects on the performance of staff working at commercial banks were sorted in ascending order: work engagement, job satisfaction, and leader-member exchange. The effects of leader-member exchange on staff working at commercial banks’ work engagement and job satisfaction were directly significant and positive. Moreover, staff working at commercial banks’ job satisfaction and work engagement played a positive and mediating role in the correlation between leader-member exchange and employee performance. Finally, we have practical implications for commercial banks to improve employee performance.

Assessing the Impact of Financial and Non-financial Rewards on Job Satisfaction: A Cross-sectional Study Among Employees of Health Secretariat Department of Khyber Pakhtunkhwa, Pakistan

Background: An organization's ability to deliver quality services completely depends on its management of human resource in an efficient manner. To maximize potential of health-care professionals, job satisfaction becomes utmost significant. Objectives: To assess the impact of financial and non-financial rewards on job satisfaction of employees of Health Secretariat Department of Khyber Pakhtunkhwa.Material and Methods: A cross-sectional study was conducted from June 2019 to August 2019. A pilot tested and validated semi-structured questionnaire was used to collect data from the employees of health secretariat department through convenience sampling technique. A total of 50 forms were analyzed through SPSS and AMOS. Satisfaction in job, financial and non-financial rewards were tested for their t-statistics and significance level using multiple linear regressions followed by determining effects of moderator of age, experience, and education when employed as an interaction variable. Results: The study results demonstrate that non-financial rewards have more significant relationship (p < 0.05) in determining job satisfaction of employees compared to financial rewards. However, the moderators of increase in age, education and experience (AEE) were seen to enhance the job satisfaction-financial rewards (JS-FR) relationship while AEE had no impact on job satisfaction-nonfinancial rewards (JS-NFR) relationship. Conclusion: The non-financial rewards (recognition, responsibility, autonomy and provision of skill enhancement opportunities) are shown to play a key role in job satisfaction of employees. Hence health organizations should consider them included in their management for more job satisfaction.Keywords: Financial Rewards, Health Care, Human Resource, Job Satisfaction, Pakistan.