Job Satisfaction Research Articles

Impact of Servitization on Employee Satisfaction with Performance Evaluation Systems: A Case Study of China’s New Energy Sector Amid Power Market Reforms

This study investigates the mechanisms by which service-oriented transformation affects employee satisfaction with performance evaluation systems within the context of China’s electricity market reform. Using CGN New Energy’s Guangxi Branch as a case study and applying the grounded theory method, the research systematically analyzes employees’ perceptions of fairness, transparency, and career development during the transition from a product-oriented to a service-oriented model, based on in-depth interviews and surveys. The findings reveal that while servitization enhances employee skill development and career satisfaction, it also introduces challenges, such as increased work pressure and the demand for more transparent performance evaluation systems. This study provides valuable insights into optimizing management practices and performance evaluation systems in renewable energy companies, contributing both theoretically and practically to the literature on organizational transformation in the energy sector. These conclusions are not only significant for Chinese enterprises but also offer important reference points for global energy companies undergoing similar transitions.

Authentic Leadership-A Concept Analysis.

To report an analysis of the concept of authentic leadership. Concept analysis. Data sources included core databases: CINAHL, PubMed, Embase, ProQuest, APA PsycINFO, ERIC, ABI/Inform and Tomlinson's Nursing Core Collection (2010). Walker and Avant's method was used to identify descriptions, antecedents, consequences and empirical referents of the concept. Model, related and contrary cases were developed. Defining attributes were identified as self-awareness, transparency, balanced processing, internalised moral perspective, caring, shared decision making and moral/ethical courage. Antecedents were authenticity, positive psychological capacities, life experiences, leadership development programme, supportive organisational climate and an ethical climate. Consequences are employee well-being and satisfaction, positive work environment and enhanced performance and safety. While authentic leadership is an emerging and popular leadership approach, there are gaps in relation to agreed definitions. Moreover, core textbooks within the subject area also fail to provide these definitions. This concept analysis represents the first comprehensive and robust analysis of the concept of authentic leadership that will serve to reliably inform research, education and practice. This analysis reveals that authentic leadership can have a positive effect on staff well-being and satisfaction, their work environment, performance and ultimately safety. This has potential for a positive impact on patient care and patient outcomes by fostering an ethical and supportive work environment. This study revealed a new comprehensive understanding of authentic leadership that provides conceptual clarity that will guide research and practice in the field, which refines the existing understanding, highlighting essential attributes and their relevance in nursing practice. No patient or public contribution.

The Development of Training Center as a Novel Business Concept

The objective of this study is to evaluate the effectiveness of innovative training methods, technology integration, personalized training, and strategic partnerships in enhancing business performance through the Qatar Skills Training Centre (QSTC). Employing quantitative methods, data were collected through a survey distributed via Google Forms, with responses from 154 participants representing various socio-economic backgrounds. The analysis revealed that while strategic partnerships did not significantly affect business performance, innovative training methods, technology integration, and personalized training demonstrated positive correlations with business success, supporting Hypotheses 1, 2, and 3. The results showed beta values of 0.588, 0.246, and 0.188 for these factors, respectively, and an R² value of 0.92, indicating that 92% of the variance in business performance is attributable to these elements. This highlights the critical role of innovative training methods, technology, and personalization in driving successful business strategies. The findings suggest that organizations should prioritize these factors to enhance employee engagement, satisfaction, and overall operational effectiveness

Burnout and Quality of Work Life on Job Performance: Mediating Role of Job Satisfaction Among Financial Services Employees

The ability of company management to sustain employee job performance in the pursuit of organizational objectives is critical due to the intense competition among financial service companies. This study investigates the relationship between burnout, work life quality, job satisfaction, and job performance, examining how job satisfaction mediates the relationship between these factors. The study was conducted to 200 employees of financial services companies in Indonesia. Data was obtained by distributing questionnaires. The method employed is quantitative analysis utilizing SEM PLS analysis. The research findings indicated that: (1) Burnout has a negative and significant impact on employees job performance; (2) Quality of Work Life has a positive and significant impact on employees job performance; (3) Job satisfaction has a positive and significant impact on employees job performance; (4) There is a significant indirect impact of Burnout on Job Performance with Job Satisfaction; (5) There is a significant indirect impact of Quality of Work Life on Job Performance with Job Satisfaction.

The Role of Empathy in Social Work: Effects on Job Satisfaction and Client Success

This study examines the role of empathy in social work, focusing on its impact on job satisfaction and perceived client success. Using a sample of 150 social workers, we employed a Likert-scale questionnaire to measure empathy, job satisfaction, and client outcomes. The results revealed significant positive correlations between empathy and both job satisfaction (r = 0.72, p < 0.01) and perceived client success (r = 0.68, p < 0.01). These findings highlight the importance of empathy not only in fostering strong client relationships but also in enhancing the professional well-being of social workers. However, the study also emphasizes the need for balance, as excessive emotional involvement may lead to compassion fatigue. Future research should focus on longitudinal studies and objective measures of client success to further investigate these relationships.

Elevate The Employee Performance: Interplay of Job Satisfaction as Moderating on Transformational Leadership Style and Work Environment

This study meticulously examines the moderating effect of job satisfaction on the relationship between transformational leadership, work environment, and employee performance in civil service police units members of Kampar Regency. The research method employs the SEM-PLS approach to provide better triangulation and elaboration of cases. Data is collected through surveys and follow-up interviews with civil service police officers in Kampar Regency as respondents. The findings reveal that transformational leadership style has a significant positive effect on employee performance, while the work environment has no significant effect. Transformational leadership style significantly influences performance through job satisfaction as a mediator. However, the work environment has no significant effect on performance through job satisfaction. These results highlight that leadership style and job satisfaction undeniably influence employee performance, but their effectiveness depends on various situational and contextual factors in civil service police units as public service agencies.

Analyzing the impact of work meaningfulness on turnover intentions and job satisfaction: A self-determination theory perspective

Abstract While employees actively seek out workplaces that offer meaningful work experiences, the concept of meaningful work remains notably underexplored within the turnover literature. The present study addresses this gap by examining the role of work meaningfulness among knowledge workers and its direct and indirect effects on turnover intentions and job satisfaction through the lens of self-determination theory. Our findings show significant effects on turnover intentions and job satisfaction, with work meaningfulness emerging as a stronger predictor of job satisfaction, while still contributing to reducing turnover intentions. Most extant literature focuses on sources and ways to enhance work meaningfulness. We contribute to more recent research on its relationship with its outcomes especially the link with turnover intentions, offering insight into a relationship that has produced few, but conflicting,results.

Managerial strategies to reduce stress and brain drain in tourism through moral values

Purpose: This research explores effective managerial practices to reduce brain drain in tourism by promoting moral values such as compassion and empathy. It investigates how a supportive work environment can decrease employee stress, improve job satisfaction and retain skilled professionals.Design/methodology/approach: The study employed a structural equation modelling-partial least squares (SEM-PLS) longitudinal model over three periods in 2023–2024. Invitations were sent to 47 inland hotels, with only 6 participating. It aimed to provide tools for employees to cope with pandemic-related crises. Managers distributed the questionnaires, yielding 267 responses out of 290.Findings/results: The research highlights how managerial practices focussed on moral values such as compassion and empathy can reduce brain drain in tourism by alleviating employee stress. It shows that values-driven training programmes foster a supportive work environment, leading to greater job satisfaction and talent retention. Limitations call for further longitudinal studies.Practical implications: A key limitation was the lack of longitudinal studies on training’s impact on values within the same population. Additionally, focus groups were needed because of employees’ unavailability for scheduled meetings.Originality/value: It was observed that the training helps not only overcome stressful situations but also provided a sense of commitment and excellence towards the company, helping to connect workers and customers. Similarly, it contributed to reducing the level of stress by improving its customer-facing training, which helped to overcome unforeseen changes in the hotel.

Nurses' perceptions of caring behaviors at referral hospitals in Ethiopia: A mixed-methods approach.

Caring plays a vital role in nursing and serves as an indicator of quality. Nurse caring behaviors are directed towards patients' safety and wellbeing. Nurses' perceptions of caring behaviors are affected by different factors. Understanding the factors linked to how nurses perceive caring behaviors is crucial for enhancing the quality of care. The aim of this study was to examine the factors associated with nurses' perceptions of caring behaviors and gain a more comprehensive understanding. A multicenter sequential explanatory mixed-methods study was conducted among medical-surgical nurses at three referral hospitals in the Amhara region, Ethiopia. Quantitative data were collected using a pretested self-administered survey package including the Amharic version of the Caring Behaviors Inventory-16. Qualitative interviews using semi-structured, open-ended questions were conducted after the survey to complement and clarify the quantitative results, facilitating integrate through a connecting approach. A multiple linear regression model was used to examine the relationship between nurses' perceptions of caring behaviors and associated factors. The qualitative data was examined to find meaningful patterns using codebook thematic analysis. This method was deductive and followed the guidelines by Braun and Clarke, building on the findings from the quantitative results. The overall mean of nurses' perceptions of caring behaviors was 4.75. The multiple linear regression analysis showed that female sex (b = 0.300, P = 0.004), age (b = 0.028, P = 0.001), nurse staffing (b=-0.115, P = 0.001), work-related stress (b = 0.298, P = 0.003), and job satisfaction (b=-0.254, P = 0.016) were associated with nurses' perceptions of caring behaviors. The codebook thematic analysis generated three themes, caring is universal and fundamental in nursing, impediments to provision of comprehensive care, and perception of the work conditions. The findings of the qualitative data complemented the results of the quantitative data. Discrepancies between nurses' expectations and the actual working environment may create uncertainty in care provision and impact quality-of-care. Strategies to harmonize the nurses' working environment should consider work-related factors.

Causes and Effects of Academic Staff Turnover Intentions on Organizational Performance: Comparative Studies on Ambo and Haramaya Universities

The purpose of this study was to conduct a comparative analysis of the causes of academic staff turnover intentions and their impact on the performance of Ambo and Haramaya Universities. The study primarily focused on factors such as socio-demographic characteristics, job satisfaction, compensation, work environment, and leadership style as determinants of academic staff turnover. A stratified sampling method was used to determine the sample population, while a convenience sampling technique was employed to collect data from the sample. Out of a total population of 1,672 academic staff members, a sample size of 143 was determined using Yamane's sampling formula. Of the 143 distributed questionnaires, 133 were returned, with 10 remaining uncollected. Both primary and secondary data sources were utilized, with primary data gathered through questionnaires. The research was designed as a descriptive and explanatory study to both describe relevant statistical data and explain the causes and effects observed in the study. Data were analyzed using descriptive statistics, including frequencies, percentages, and numerical values, as well as inferential statistics, such as correlation analyses and multiple regression models. University performance was measured through various indicators, including stakeholder engagement and satisfaction, revenue generation from business entities, quality of education, research and community services, the expansion of universities with modern facilities, and the number of academic programs offered. The findings revealed that the causes of academic staff turnover have a positive relationship with university performance, while turnover itself has a negative relationship with university performance. This implies that if universities effectively manage the causes of academic staff turnover, their overall performance is likely to improve.

Retraction notice: The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

Retraction notice: The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

Providing organizations with a validated instrument for an Enterprise Service Management capability

In light of new digital opportunities, enterprises require modernization also with regard to intra-organizational business and IT management. Enterprise Service Management (ESM) is an organizational capability aimed at a more efficient and effective IT and business service management in organizations. Although ESM has been recognized as an approach to improve customer and employee satisfaction and to create digital competitive advantage, there is a methodological and analytical void for organizations in how to measure their ESM capability. Motivated by this lack of measurability and tangibility, we aim to empirically validate the ESM capability model. Our contribution to this paper is empirical, as we provide a measurable instrument for further ESM studies. We aim to initiate a broader debate on ESM and thereby add to the scholarly establishment of the concept in the Information Systems and IT Management literature. Practically, we contribute by offering companies a validated and actionable set of ESM characteristics.

Addressing Nursing Resignation: Insights From Qualitative Studies on Nurses Leaving Healthcare Organisations and the Profession.

The aim of this study is to explore the experiences of nurses who resigned from healthcare organisations or abandoned the profession and explore the reasons behind them. A systematic review of qualitative studies and meta-summary. Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase (Ovid), MEDLINE (Ovid), Social Science Citation Index (Web of Science), and Scopus. The search was conducted up to May 2024. Primary qualitative studies focused on nurses who had resigned or left the profession were included. The meta-summary was conducted using method: findings were extracted from the reports, edited, grouped, abstracted into key meta-findings, and finally, their frequency effect sizes were calculated. A total of 282 findings were extracted from 12 studies, generating 49 statements of findings that were aggregated into nine key meta-findings. Poor management practices presented a frequency effect size of 100%. Other key meta-findings included excessive workload, teamwork hurdles, health issues related to work shifts and difficulty in maintaining work-life balance, a lack of career growth opportunities and promotion chances, disillusionment with nursing, dissatisfaction due to salary, bullying and horizontal violence, and moral distress over ethical dilemmas. The findings can help support the development of targeted strategies and the implementation of effective policies aimed at reducing nursing turnover. The major impact of these findings is the recognition of rising factors that negatively affect nurses' quality of life, including workload pressures and poor management strategies, which significantly lower job satisfaction. To address these challenges, the profession should prioritise tools that value nurses in their roles, implement strategies to manage workloads more effectively and advocate for policies promoting flexible scheduling. Additionally, investing in professional development and fostering a supportive work environment can help retain skilled nurses and nurture the growth of new talent. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). No patient or public contribution.

Building a culture of excellence by transforming toxic corporate environments

The article explores the profound impact of corporate culture on organizational performance and employee well-being. It delves into the detrimental effects of toxic corporate culture, characterized by poor leadership, ineffective communication, high-stress levels, and unethical behavior, which collectively undermine productivity and morale. The study also examines the significant economic impact of toxic corporate culture, including decreased productivity, high employee turnover, increased absenteeism, reputational damage, legal and ethical costs, and reduced innovation. The article proposes a comprehensive framework for cultural transformation, emphasizing the importance of leadership development, emotional intelligence training, open communication, recognition and rewards, work-life balance initiatives, diversity and inclusion programs, conflict resolution training, and continuous learning and development. By implementing these evidence-based strategies, organizations can transition from toxic environments to thriving, healthy workplaces that foster excellence and sustainable success. This approach not only enhances employee satisfaction and engagement but also drives innovation and economic growth within the organization.

Analysis of Employee Satisfaction in Non-Profit Organisations - Based on a Survey of an Association in Nanjing City

Since the beginning of the 21st century, with the gradual expansion of the non-profit organization team, its related needs in human resource management have become increasingly urgent. And the related research on human resource management in non-profit organizations has gradually attracted attention. However, compared with the more mature research on human resource management in for-profit organizations, there are relatively few studies on human resource management in non-profit organizations. This paper selects employee satisfaction as the starting point to study the human resource management of non-profit organizations. Employee satisfaction, as one of the dimensions for judging the human resource management level of non-profit organizations, can detect problems in the human resource management of the organization as early as possible and make corresponding improvements to meet the needs of employees and enhance their work enthusiasm. At the same time, employee satisfaction can also predict employees' mobility intentions and become an important reference for preventing brain drain in advance. This research is based on the relevant theory of job satisfaction, using a questionnaire survey and in-depth interviews as research methods. Take an association in Nanjing as an example to conduct field research and analysis on employee satisfaction in non-profit organizations. In-depth analysis, using SPSS software to carry out descriptive statistical analysis on the data collected by the questionnaire survey and test the reliability and validity of the questionnaire results, found the shortcomings of human resource management in non-profit organizations. Through relevant theoretical analysis, taking into account the actual situation of the association, it puts forward corresponding improvement measures and suggestions for the human resource management of non-profit organizations.

The Mediating Role of Technological Support in Enhancing Employee Productivity and Job Satisfaction through Remote Work Policies in Indonesia

Research aims: The COVID-19 pandemic has accelerated the adoption of remote work globally, including in Indonesia. This study investigates the impact of remote work policies on employee productivity and job satisfaction in Indonesia, with an emphasis on the mediating role of technological support.Design/Methodology/Approach: Using a sample of 300 respondents from various industries, we employed Structural Equation Modeling (SEM) to analyze the data.Research findings: The results indicate that remote work positively influences both employee productivity and job satisfaction. Furthermore, technological support significantly enhances these effects, underscoring its critical role in successful remote work implementation.Theoretical Contribution/Originality: The findings extend the Job Demands-Resources (JD-R) model by highlighting the critical mediating role of technological support in enhancing the positive impacts of remote work policies on employee productivity and job satisfaction.Practitioners/Policy Implications: These findings provide valuable insights for policymakers and business leaders aiming to optimize remote work strategies through effective technological investments.Research Limitations/Implications: This study's primary limitation is the reliance on self-reported data from a specific geographic region, which may not fully capture the diverse experiences and technological infrastructures present in other parts of Indonesia.

Situación laboral y nivel de satisfacción en los graduados de la carrera Educación Comercial, UNAN-Managua

This paper analyzes the employment situation and the level of satisfaction of graduates of the Business Education career, in order to gather information that will serve as a reference to develop proposals to strengthen the link between the university and society. The research was carried out using a mixed methodology, combining positivist and interpretive paradigms, applying the survey technique both online and face-to-face to a sample of 81 graduates of the 2014-2023 generations. The results reveal that 94% of the graduates are employed, either full-time, part-time or self-employed, indicating a favorable employment situation. In addition, the majority of respondents are women. Regarding job satisfaction, the graduates express that their occupations are directly related to their academic training, although they identify the need to strengthen certain skills to improve their professional performance. In conclusion, the research underlines the importance of continuing to develop specific skills in graduates to optimize their insertion in the labor market, which in turn can contribute to a better connection between higher education and the demands of the labor environment.

Remote Work and Job Satisfaction: A Case Study of IT Professionals

Remote Work and Job Satisfaction: A Case Study of IT Professionals

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

PENGGUNAAN APLIKASI E-KINERJA SEBAGAI INSTRUMEN PENINGKATAN SASARAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KOTA KENDARI

This study aims to evaluate the use of the E-Kinerja application as an instrument for improving Employee Performance Targets (SKP) at the Regional Personnel and Human Resource Development Agency (BKPSDM) of Kendari City. The methodology employed is qualitative, with data collected through semi-structured interviews and observations of the application usage process. Respondents were selected using purposive sampling, specifically, employees actively involved in the E-Kinerja application. The results indicate that the application enhances the effectiveness of performance assessment, with both leadership and employees experiencing benefits in terms of accuracy, transparency, and ease of data access. However, challenges such as technical issues and the need for ongoing training for employees persist. Additionally, other important indicators such as timely reporting, data transparency, accuracy in assessment, and employee satisfaction were identified as contributing factors to the effectiveness of the system. Recommendations include improving technological infrastructure, providing continuous training, and developing strategies to enhance the balance between quantitative and qualitative assessments. These steps are expected to further improve accountability and bureaucratic efficiency at BKPSDM Kendari City.