Role Of Job Satisfaction Research Articles

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.

The Role of Job Satisfaction in Mediating Employee Engagement on Employee Performance

This research aims to analyze the effect of employee engagement on job satisfaction, analyze employee engagement on employee performance, analyze job satisfaction on employee performance and analyze job satisfaction in mediating employee engagement on employee performance. The sample in this research was 120 employees. The data analysis technique uses SmartPLS. The results of the analysis show that employee engagement influences job satisfaction. Employee engagement influences employee performance. Job satisfaction influences employee performance. Job satisfaction mediates the effect of employee engagement on employee performance.Key Words:Employee Engagement, Employee Performance, Job Statistics

The Role of Job Satisfaction in Mediating the Physical Work Environment and Spiritual Leadership on Employee Performance (Study at Karticentra Artha Rural Bank Semarang)

The Role of Job Satisfaction in Mediating the Physical Work Environment and Spiritual Leadership on Employee Performance (Study at Karticentra Artha Rural Bank Semarang)

The Role of Job Satisfaction on the Effect of Work Environment to the Performance of Manufacturing Company Employees

The purpose of this study is to provide recommendations for companies to improve the performance of their employees by analyzing the relationship between the variables in this study, namely work environment and job satisfaction with performance. This research was conducted at PT. Faco Global Engineering is a steel fabrication company that will continue to support the needs of steel construction manufacturing and engineering services. This research is quantitative research with a survey approach. The number of samples used in the study was 81 people who were employees of PT Faco Global Engineering. The method for processing and analyzing data uses Partial Least Square (PLS) with SmartPLS software. The results of the study show that there is a positive and significant direct effect of the work environment on employee performance. There is a positive and significant direct effect of job satisfaction on employee performance. There is a positive and significant direct effect of the work environment on job satisfaction. There is a positive and significant indirect effect of the work environment on employee performance. Through job satisfaction. This study shows the effective role of the intervening variable, namely job satisfaction.

BUDAYA ORGANISASI, MOTIVASI KERJA, GAYA KEPEMIMPINAN DAN KINERJA PEGAWAI : APAKAH KEPUASAN KERJA MEMEDIASI HUBUNGAN TERSEBUT

This study aims to determine the effect of organizational culture, work motivation and leadership style on employee performance and job satisfaction. In addition, it also aims to see the role of job satisfaction as a mediation between these relationships. The data used in this study is primary data by distributing questionnaires, while the sampling technique is Census (saturated sampling). So the sample in this study amounted to 198 respondents at the Department of Public Works and Spatial Planning, North Aceh Regency. The analytical method in this study is quantitative and the data analysis technique uses Structural Equation Model (SEM) analysis which is operated through SEM Amos. The results of the study found that organizational culture and leadership style had a positive effect on satisfaction and performance. Job satisfaction variable has a positive effect on performance. While work motivation has a negative effect on job satisfaction. However, organizational culture and work motivation have no effect on employee performance. In addition, satisfaction partially mediates the relationship between organizational culture and work motivation on employee performance. And job satisfaction fully mediates the relationship between leadership style and employee performance

KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI ANTARA PEMBELAJARAN ORGANISASI DAN KINERJA ORGANISASI

The snack food industry, which is included in the SMEs category, is currently a commodity that is in great demand by the market. UD Sumber Dwi Jaya is one of the SMEs operating in the snack food industry. With various efforts, we are starting to show good organizational performance after being impacted by Covid-19. This research aims to analyze the influence of organizational learning towards organizational performance which is mediated by job satisfaction. The number of respondents used was 38, which is a census method. The method used is SEM-PLS analysis. The role of job satisfaction is able to encourage the relationship between organizational learning and organizational performance. Although partial organizational learning is not able to improve organizational performance directly. The organization does not facilitate employees in learning, this is natural because UD Sumber Dwi Jaya is included in the MSME category. The results show that high job satisfaction can increase organizational performance.

The Role of Job Satisfaction on Psychosocial and Mental Health in Oil & Gas Employees: A Systematic Review

Introduction: The job criteria for the Oil and Gas (O&G) industry greatly value operational precision, production targets, and cost efficiency. In the meantime, employment fulfilment predicts happiness and job performance at work. Workers’ mental health has recently been one of the most contentious problems, and the oil and gas industry is no exception. Methods: Through a comprehensive examination of major academic databases such as Scopus, Web of Science (WoS), and Dimensions.ai, this paper proposes to investigate the mediation influence of employment fulfilment across psychosocial aspects and mental health among O&G employers. The current study combined different research designs, and the assessment was conducted in accordance with the ROSES (Reporting Standards for Systematic Evidence Syntheses) publication requirement. ROSES provides four essential phases in article selection: identification, screening, eligibility, and quality assessment. Results: According to the findings, 11 articles met the ROSES criteria. Thematic analysis was performed to identify emerging themes related to the study issue of this work. Based on the investigation, there were two prominent themes: 1) motivation and 2) performance. Conclusion: This study is unique due to the fact it helped to bridge the gap and improve knowledge regarding the function of job satisfaction in the oil and gas industry. Future research should investigate the impact of additional factors influencing employees’ mental health in Malaysia.

The role of job satisfaction in mediating the effect of transactional leadership and organizational commitment on intention to stay

This study aims to investigate the effect of transactional leadership and organizational commitment on intention to stay mediated by job satisfaction at PT X and PT Y. This is an explanatory study using a quantitative approach with saturated sampling, where all members of the population are used as research samples. The questionnaire was distributed to employees of PT X and PT Y with a total of 122 respondents. Data collection in this study was collected using a questionnaire distributed in person and using Likert scales to test the instrument. The data obtained were analyzed using Partial Least Square (PLS). The results revealed that transactional leadership and job satisfaction had a positive and significant effect on the intention to stay, while organizational commitment had a positive and insignificant effect on the intention to stay. The results also show that job satisfaction mediates the effect of transactional leadership and organizational commitment to intention to stay. The findings of this study suggest that leaders at PT X and PT Y need to increase the role of transactional leadership and the company needs to pay more attention to the factors that affect employee job satisfaction.

The Association of Coping Strategies with Stress, Anxiety, and Depression, with Mediating Role of Job Satisfaction among Traffic Wardens

The current study aimed to explore the association of coping strategies with stress, anxiety, and depression with the mediating role of job satisfaction among traffic wardens. Participants were taken from the different cities of Punjab Pakistan, such as Faisalabad (N = 39, 21%), Rawalpindi (N = 38, 20.4%), Multan (N = 36, 19.4%), Lahore (N=38, 20.4%) and Gujranwala (N= 35, 18.8%). The current study sample was comprised of 186 traffic wardens. The sample consisted of married (n= 164, 88.2%) and unmarried (n= 22, 11.8%) of the total population. The participant was between 19 - 50 years (M = 34.78, SD = 4.65). A purposive sampling technique was used to collect the data. The variables were assessed through i.e. Demographic Form, Depression, Anxiety, Stress Scale (DASS-21; Lovibond & Lovibond, 1995), translated version by Aslam (2007), Job Satisfaction Survey (JSS; Spector, 1985) translated version by Abbas and Khanam (2016) and Coping Strategies Questionnaire (CSQ; Kausar & Munir, 2004). The results showed coping is the predictor of stress, anxiety, and depression among traffic wardens, with a strong mediating role of job satisfaction. Further, results showed coping has a strong mediating role in job satisfaction. It is concluded that there is a significant association of coping strategies with stress, anxiety, and depression among traffic wardens with mediating role of job satisfaction.

Determinants of customer-perceived service quality in higher education: the roles of job satisfaction and organizational commitment

PurposeThis study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education context. It also explores the role of OC in mediating the dynamics of the relationship.Design/methodology/approachIt applied the cross-sectional, ex post facto survey method to acquire data from 1,776 respondents at Aden University. Two sets of questionnaires on job satisfaction, OC and perceived service quality were filled out by 296 academic staff and 1,480 students. Data were analyzed using structural equation modeling.FindingsThe results showed that job satisfaction exercised a significant positive effect on OC and students’ perception of service quality (i.e. the quality of lectures delivered in class that shaped their learning experiences). OC also significantly affected students’ perception of service quality and partially mediated the effect of job satisfaction on perceived service quality.Research limitations/implicationsThe current research only investigated the outcomes of job satisfaction and did not cover critical antecedents of job satisfaction, such as employee training and development, rewards and benefits and the like. Its outcomes have important implications for managing the link between organizational practices and customers perception of service quality in higher education context.Practical implicationsThe results have accentuated the importance of universities’ ensuring and increasing faculty’s job satisfaction and commitment if they seek to enhance students’ perception of service quality. Universities can do so by improving their organizational practices, which are expected to result in faculty well-being and improved working conditions.Originality/valueThe results have contributed new insights into the current understanding of the dynamics between and among job satisfaction, OC and customers’ perceptions of service quality. It has demonstrated how OC is shaped by job satisfaction and can influence the quality of services rendered by employees if they are happy and satisfied with the organization.

Work Environment and Employee Productivity: The Role of Job Satisfaction

Work Environment and Employee Productivity: The Role of Job Satisfaction

The effect of workload and organizational culture on the performance of civil servants: The role of job satisfaction as a mediator at the DIY DPRD Secretariat

This study aims to investigate the effect of workload and organizational culture with job satisfaction as a mediating variable on the performance of civil servants at the Secretariat of the Regional House of Representatives of Yogyakarta Special Region Province. The research sample used the saturated sampling technique method with a total of 55 civil servant respondents. Research data were obtained through direct distribution of questionnaires. The research data were statistically tested through Smart PLS with a P-Value criterion ≤ 0.05. The results showed that workload has a negative and significant impact on employee performance. While organizational culture has a positive and significant impact on employee performance. In mediation, it is proven that job satisfaction is able to mediate the relationship between workload and employee performance and organizational culture and employee performance.

The Role of Job Satisfaction in Preschool Teachers’ Well-Being: A Structural Equation Modeling Analysis

<p style="text-align:justify">Teacher well-being is a stimulating topic frequently appearing in studies over long periods. Teachers are typically exposed to stress that, when addressed, can lead to low morale and positively impact their work. This study examined the relationship between job satisfaction and well-being among preschool teachers in Selangor. We used a quantitative research method and correlational research design to test the hypotheses and answer the research questions. The current study involved 977 government preschool teachers selected using a cluster random sampling method. After data cleaning, a data set of 610 respondents was used for this study. This study used exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) using AMOS for data analysis. SEM Analysis showed that job satisfaction positively influences teachers' well-being. However, our results also showed that the subconstruct of job satisfaction with students did not significantly influence preschool teachers' well-being.</p>

Job Satisfaction Among Employees in a Business Process Outsourcing Company

The purpose of this study is to link the dependent variable, which is job satisfaction against the independent variables which are compensation, employee engagement and working environment. The research objective is to study the job satisfaction of white-collar employees located in Malaysia. To achieve this objective, we focus on one business process outsourcing company which is located in Kuala Lumpur. The total population of this study involves approximately 4000 employees of this company, with a sample size of 403. A structured online questionnaire was used to gather data. The survey results were assessed via SPPS application. Based on the study, all three independent variables which are compensation, employee engagement and working environment play an important role in job satisfaction. However, intense analysis indicates that only two out of three of the job satisfaction dimensions carriable shows highly significant effect; work engagement and work environment.

The Role of Job Satisfaction as Mediator The Effect of Competence and Self Efficacy on Employee Performance

This study aims to determine the influence of competence, self-efficacy, and job satisfaction on employee performance and the role of job satisfaction in mediating competence and self-efficacy on employee performance. This research uses quantitative research. This study's population were CV Dan Cell employees, which amounted to 345. The sample in this study was taken using a simple random sampling technique, calculated using the Slovin formula to produce as many as 78 respondents. Data were collected by using a questionnaire (questionnaire). Data analysis in this study used the Partial Least Square (PLS) approach. The results showed that competence had a significant effect on employee performance, self-efficacy had a significant effect on employee performance, job satisfaction could not mediate the relationship between competence and employee performance, job satisfaction could mediate the relationship between self-efficacy and employee performance, and job satisfaction had a significant effect on employee performance.

The Role of Job Satisfaction as a Mediator: Exploring the Impact of Communication Quality and Principal Conflict Management on Teacher Performance

The purpose of the study was to analyze and test the effect of communication quality and principal conflict management on the performance of elementary / MI teachers in Trenggalek Regency with job satisfaction as an intervening variable. Explanatory research is a type of research used in research with a quantitative approach and data collection methods using survey methods Types of research using explanatory research types, survey methods by giving questionnaires to 132 teachers as respondents. The SEM-PLS method is used in data analysis and testing with the help of the SmartPLS 3 application program. The results of the direct test found that the quality of principal communication, principal conflict management, and job satisfaction each had a positive and significant influence on teacher performance, the quality of principal communication and principal conflict management each had a positive and significant effect on teacher job satisfaction. The results of indirect influence testing with the results that teacher job satisfaction was able to mediate the influence between the quality of principal communication and the principal's conflict management on teacher performance positively and significantly.

The Role of Job Satisfaction and Employee Engagement in Talent Management

Talent management is important for organizations, first of all, to gain a competitive advantage. Thehigh demand for talent imposes special requirements on employers at the global and state levels. The identification of factors contributing to the retention of talents within the management process, and testing of the formed model, was designated as the main purpose of the article. The study identified independent variables, such as job satisfaction and engagement to work, and examined how they contribute to the dependent variable, i.e. talent retention. Smart PLS4 and IBM SPSS programs for statistical data processing were used to assess the quality of the model and conduct multi-regression analysis. During the analysis, the task was set to take into account the aspect of differences and gender diversity between age generations, which can influence variables. To perform this task, a significance test was conducted, that is, Anova and Manova analysis of variance. As a result of an online survey of 126 respondents, primary data were obtained. Based on the confirmation and non-confirmation of hypotheses, a number of conclusions have been made. Factors such as engagement and job satisfaction showed a high level of influence on the retention of the necessary personnel in the workplace (70.7%). In order to minimize the shortage and turnover of labor in the labor market, it is necessary to pay attention to an inclusive approach, as it helps to prevent the outflow of talent.

The Role of Job Satisfaction and Organizational Commitment in Mediating the Influence of Transformational Leadership on the Performance of Police Personnel Polda Sultra Work Unit

Improving organizational performance requires considering employees' work attitudes and behaviours. Inconsistent training can lead to a lack of initiative and responsiveness, decreasing performance. This study aimed to examine the impact of transformational leadership on job satisfaction and organizational commitment in mediating the influence on police personnel performance. The study included 275 individuals, and data was collected through questionnaires and SEM modelling. The findings showed that transformational leadership significantly impacted job satisfaction, organizational commitment, and police personnel performance. Job satisfaction and organizational commitment were interconnected and significantly affected police personnel performance. Transformational leadership also impacted police personnel performance through organizational commitment and job satisfaction. The study has important implications for leaders seeking to strengthen job satisfaction and organizational commitment, leading to increased performance among police personnel. Future research may investigate other variables related to job satisfaction.

Professional Satisfaction of Nurses in the Intensive Care Unit Environment

Background: Job satisfaction of nurses is an issue that has focused intense attention in recent years, mainly due to the widespread reduction, worldwide, in the number of nursing personnel. Purpose to investigate the influence of the work environment of the intensive care unit on nurses and to identify the factors that play a decisive role in job satisfaction. Materials and Methods: Our study involved 100 intensive care unit nurses who completed a questionnaire focusing on nurses’ job satisfaction. Tests used are T-test, Mann-Whitney U (test of two independent samples), Anova, KruskalWallis to test distributions. The non-parametric tests analyzed with two independent variables T-test, Anova, Pearson, one-sample t-Test respectively. Results: Employees belonging to the age group of 40–49 are less satisfied with their work than employees from 30–39 years. Also, nurses with the most years of experience have statistically lower job satisfaction in terms of extrinsic job characteristics than groups with less work experience. Finally, nurses with more children are less satisfied with their work than those with fewer. Conclusion: Definitions of job satisfaction include a global affective approach with an approach to determine the overall level of job satisfaction while taking into account different individual and organizational factors that influence nurses’ job satisfaction. Contributions to Practice: The findings of this study can contribute to the improvement of working conditions and factors affecting the job satisfaction of intensive care unit nurses.

Role of job satisfaction in microfinance institutions' performance: considering performance appraisal, training and development

PurposeThis study aims to examine the influence of training and development (TAD), including performance appraisal (PFA), on the performance of microfinance institutions in a developing economy.Design/methodology/approachA random sampling drew 100 microfinance institutions in Ghana's Greater Accra Region. Then, a purposive sampling approach selected a cross-section of employees in these institutions. Finally, the data were collected from a sample of 367 respondents, such as managers, utilizing a survey questionnaire. Structural equation modeling (SEM) was used to test hypothesized relationships.FindingsThe study results indicate that PFA has a statistically significant positive relationship with organizational performance, and this relationship is partially mediated by job satisfaction (JBS). Interestingly, the TAD process does not have a statistically significant positive relationship with organizational performance when JBS is present in the model. In fact, JBS fully mediates the relationship between TAD and organizational performance.Research limitations/implicationsThe study is limited to microfinance in tiers two and three in Greater Accra city of Ghana and did not include the entire country. Although the city of Accra provides a generalized representation of the research, which can be replicated, some variables and results may be impacted if other tiers of microfinance organizations are incorporated.Practical implicationsTAD, as well as PFA, enhance the performance of microfinance and can be utilized as tools for competitive advantage in small and medium-sized enterprises (SMEs) (e.g. microfinance institutions). The study accentuates the value of TAD, PFA and JBS in microfinance in a developing country like Ghana.Originality/valueThis is an original study investigating the effect of TAD and PFA practices on the performance of SMEs in a developing country like Ghana. Also, the study analyses JBS as a mediation variable to performance using SEM, which advances the research methodology in this research field.