Job Satisfaction Scale Research Articles

Job Satisfaction, Job Insecurity and Employee Engagement

This study aims to analyze correlation between job insecurity, job satisfaction and employee engagement in employees of PT. PNM, Surabaya Branch. Method being used in this research is quantitative. Researchers are using primary data and gathering the data, straight from subjects in their office. Researchers are using google form as a tool to gather the answer. There are 3 scales that’s been delivered via Google form, job satisfaction, job insecurity and employee engagement scale. Answers from subjects are being tested using statistic app named SPSS 21 for windows. Conclusion from the test are, f score for α = 5%, df = 842 meaning 3,006441544 the f-count number is 222,030. Meanwhile the significant number is 0,001 which smaller than 0,05 (0,001 < 0,05). This can be translated as accepted hypothesis, meaning job satisfaction and job insecurity, together, give positive influence and significantly to employee engagement. Significant score for job satisfaction variable is 0,001 < 0,005 meaning the variable influences employee engagement. The significant score for job insecurity is 0,001 < 0,005, meaning there is influence between the variable and employee engagement. Adjusted R Square showed the number of 0,344, which can be concluded as job satisfaction and job insecurity, together, influencing employee engagement by 34,4%. Meanwhile, the other 65,5% is influenced by other variables that didn’t used in this research.

The impact of psychological violence in the workplace on turnover intention of clinical nurses: the mediating role of job satisfaction

BackgroundThe global nursing shortage, driven by high turnover rates, significantly impacts healthcare quality. Workplace psychological violence severely affects nurses' mental health and job satisfaction, leading to increased turnover. Despite extensive research on workplace violence, the specific impact of psychological violence on nurses' turnover intentions remains insufficiently explored. This study investigates the mediating role of job satisfaction in the relationship between workplace psychological violence and nurses' turnover intentions.MethodsA workplace psychological violence scale, a job satisfaction scale, and a turnover intention questionnaire were utilized to survey 206 clinical nurses in a tertiary-level hospital in Guangzhou City. The study employed a convenience sampling method. Statistical analyses included correlation, mediation analyses., descriptive statistics, multivariate linear hierarchical regression analyses, Pearson correlation analyses, and structural equation models.ResultsClinical nurses reported a workplace psychological violence score of 0.97 ± 0.79, job satisfaction of 3.16 ± 0.58, and turnover intention of 2.22 ± 0.92. Workplace psychological violence was negatively correlated with job satisfaction (r = -0.516, P < 0.01) and positively correlated with turnover intention (r = 0.418, P < 0.01). Turnover intention was negatively correlated with job satisfaction (r = -0.477, P < 0.01). Mediation analysis indicated that Job satisfaction partially mediated the association between workplace psychological violence and turnover intention. The total effect (β = 0.489) of workplace psychological violence on turnover intention included its direct effect (β = 0.274) and the indirect effect mediated through job satisfaction (β = 0.215), with the mediating effect accounting for 43.97% of the total effect.ConclusionsWorkplace psychological violence directly predicts nurses' turnover intention, with job satisfaction serving as a mediator in this relationship. Healthcare managers can mitigate psychological violence by improving mental health support, work environments, and organizational culture to enhance job satisfaction and reduce nurse turnover.

Assessing the Effect of Transactional Leadership and Empowerment on Nursing Staff's Satisfaction: A Cross-Sectional Study.

The present study aimed to explore the impact of transactional leadership and psychological empowerment on Greek nurses' job satisfaction. Α cross-sectional study was conducted in five Greek public general hospitals between January 1 and March 30, 2022. Participants were 608 nurses. The study was conducted using a self-administered questionnaire that included: a) demographic and occupational characteristics, b) the Multifactor Leadership Questionnaire (MLQ), c) the Psychological Empowerment Instrument (PEI), and d) the Kuopio University Hospital Job Satisfaction Scale (KUHJSS). Mean scores indicated positive perceptions of transactional leadership (3.55 ± 0.72), high levels of empowerment (3.94 ± 0.49), and job satisfaction (leadership 3.92 ± 1.07, working environment 3.34 ± 0.78, motivating factors 4.11 ± 0.89, and team spirit 4.08 ± 0.37). Younger nurses with secondary education exhibited higher satisfaction. Multiple regression analyses identified nurses' level of education, transactional leadership, and psychological empowerment as main predictors of leadership satisfaction (F=4.343, p=.002, R2 =.28, adjusted R2 =.22). Younger nurses with higher empowerment levels and positive attitudes toward transactional leadership reported greater satisfaction from motivating factors (F=6.925, p=.000, R2 =.44, adjusted R2 =.38). The results of the study showed that nurses' satisfaction from work is mainly derived from leadership, despite the potent effect of psychological empowerment.

Effects of job satisfaction and work experience on critical thinking and mindfulness of physiotherapists: a cross sectional study

Effects of job satisfaction and work experience on critical thinking and mindfulness of physiotherapists: a cross sectional study Abstract Objective: The aim was to investigate the effects of job satisfaction and work experience on the critical thinking and mindfulness of physiotherapists. Material and Methods: One hundred and thirty physiotherapists (age: 29.00 (5.00) years) were included. Participants' job satisfaction with the Job Satisfaction Scale, professional experience with self-reports, critical thinking with the Marmara Critical Thinking Disposition Scale, and mindfulness with the Five-Facet Mindfulness Questionnaire (Short Form) were questioned via online platform. Results: The median active working duration of the participants was 5.00 (1,00-29,00) years. Correlations were found between job satisfaction and reaching judgment (p=0.02), open-mindedness subdimensions (p=0.05) and the total score of critical thinking dimension (p=0.04), and non-reactivity (p=0.03) and observing subdimensions (p=0.03) of mindfulness dimension. Work experience dimension correlated with acting with awareness (p=0.01) and observing (p=0.04) subdimensions of mindfulness. A weak positive relationship was found between job satisfaction, work experience parameters, critical thinking, and mindfulness levels. Conclusion: Higher levels of critical thinking and mindfulness may lead to higher job satisfaction among physiotherapists. This may be important for the accuracy and quality of the service provided. Keywords: Decision-making, healthcare, awareness, experience, job satisfaction.

An Investigation of Physical Education Teachers’ Teaching-Learning Conceptions and Professional Satisfaction Levels

Abstract Introduction: The level of professional satisfaction in teachers is an important issue in terms of high work motivation and employee performance. In addition, high professional satisfaction is a factor that contributes to teachers’ more positive approach to the education process. Methods: This study aims to examine the teaching-learning conceptions and professional satisfaction levels of physical education teachers. A total of 310 physical education teachers, 129 female and 181 male, working in primary and high schools participated in the study. A relational scanning model was used in this research. The Teaching and Learning Conceptions Scale and Minnesota Job Satisfaction Scale were used as data collection tools. Results: It has been observed that there is a positive relationship between teachers’ understanding of teaching-learning and their level of professional satisfaction. Discussion: The constructivist understanding levels of the teachers participating in the research regarding the teaching-learning process were high, while their traditional understanding levels were below the medium level. Limitations: This research was limited to 310 physical education teachers working at different education levels. Conclusions: It can be said that the teaching-learning understanding of physical education teachers is a determinant of professional satisfaction.

The Relationship between Servant Leadership and Job Satisfaction: Research on Teachers

It is known that employees' job satisfaction is impacted by leaders. In this regard, the aim of the research is to reveal the relationship between teachers' servant leadership perception and job satisfaction. "The Job Satisfaction Scale" was used in the study to measure the job satisfaction levels of employees. "The Servant Leadership Scale" was used to determine the perception of servant leadership. The research was conducted on 351 teachers working in public and private educational institutions in Ağrı. The survey method was used as a data collection tool and the data were analyzed with SPSS 20.0 program. Reliability analysis, regression analysis, correlation analysis, and factor analysis were used to evaluate the data. According to the analysis of the data obtained as a result of this study, which examined the relationship between teachers' servant leadership perception and job satisfaction, a strong positive (r = 0.582) and significant (p &lt; 0.05) relationship was determined between servant leadership and job satisfaction. According to the results of the regression analysis regarding the effect of the relationship; it has been determined that servant leadership affects job satisfaction positively and significantly.

The Relation Between "Core Business Of Corporation” And "Job Satisfaction" In Terms Of Doctors And Nurses In Türkiye

High expectations, which been sourced from high challenging skills, high level knowledge and to be hardworking, make healthcare staffs highly separated in work environment. The study was aimed to show whether there is difference between working in corporation in which “Main Business Area” (MBA) is healthcare services and is not healthcare services in terms of job satisfaction of doctors and nurses in Türkiye. The study was made up as “Descriptive” and “Cross-Sectional”, based on survey and literature. Hypothesis was tested though “Job Satisfaction Scale Turkish Version” (JSS) which created by Spector (1994) and prepared Turkish version by Yelboğa (2009). 9 Facet out of JSS were evaluated with 4 items for each, total score was calculated through 36 items. “SPSS” was used for evaluating of statistics. Independent Samples t-Test was used for analyzing of hypothesis. While study population consists of doctors and nurses in Türkiye, 258 Participant completed JSS out of 844 population who were sampled through Convenience Sampling and Snowball Sampling. While 147 of all participants were descripted their job in healthcare “MBA” (HMBA), 111 participants were outside. There was a significant difference between two groups in terms of Total Job Satisfaction Means. There was not significant difference between two groups in terms of Pay, Promotion and Fringe Benefits, though there was in terms of Supervision, Contingent Rewards, Operating Conditions, Coworkers, Nature of Work and Communication. As a result; doctors and nurses are openly dissatisfied which work outside HMBA like medical facilities of military or industrial corporations, in Türkiye.

Teachers’ basic psychological needs, (de)motivating styles and professional well-being

In this study we adopt the lens of self-determination theory to examine the interplay between teachers’ basic psychological needs, behaviors, and well-being. We investigate teachers’ classroom behavior in the form of their (de)motivating styles as mediators between their need satisfaction/frustration and levels of their emotional exhaustion and job satisfaction. A total of 365 Croatian teachers completed an online survey filling out the Situations-in-School Questionnaire, Basic psychological need satisfaction and frustration scale, Short Index of Job Satisfaction and Emotional exhaustion scale. In line with the bright pathway, results showed that teachers with higher need satisfaction used more autonomy-supportive and structuring motivating styles and were more satisfied with their job. Teachers who used autonomy-supportive style were also more satisfied with their job, and this style partially mediated the relationship between need satisfaction and job satisfaction. In line with the dark pathway, teachers whose basic needs were more frustrated used more controlling and chaotic demotivating styles and reported higher levels of emotional exhaustion. Control and chaos as demotivating styles were not significant mediators between need frustration and emotional exhaustion, while teachers who used higher levels of the chaotic style reported lower levels of emotional exhaustion.

Job Satisfaction Among First-Generation Migrant Physicians in Anesthesiology and Intensive Care Medicine in Germany.

This study examines job satisfaction, burnout, and well-being among first-generation migrant physicians in anesthesiology and intensive care medicine in Germany, comparing them to their native German counterparts. A cross-sectional survey design was utilized, collecting data from 513 physicians, 110 of whom identified as having a migration background. Job satisfaction was measured using the Warr-Cook-Wall (WCW) Job Satisfaction Scale, burnout was assessed with the Copenhagen Burnout Inventory (CBI), and well-being was evaluated using the WHO-5 Well-Being Index. The job satisfaction ratings revealed no significant differences between migrant and German physicians in most dimensions, including physical workload, freedom to choose work methods, satisfaction with colleagues, responsibility, income, skill utilization, and variety in work tasks. However, migrant physicians reported significantly higher satisfaction with recognition received for their work and lower dissatisfaction with working hours. Burnout assessments showed that migrant physicians experienced higher psychological strain, perceiving every work hour as more exhausting and having significantly less energy for family and friends. Migrant physicians reported higher difficulty and frustration in working with patients. Well-being items indicated that migrant physicians felt less energetic and active but found their daily life more filled with interesting activities. Notably, the multivariate analyses of the total scale scores did not show significant associations between migration background and the overall outcome scales. The findings indicate unique challenges faced by migrant physicians, particularly in terms of recognition and patient-related burnout. These results highlight the need for targeted interventions to support migrant physicians, including cultural competence training and flexible working hours to enhance their job satisfaction and overall well-being. Addressing these issues is crucial for maintaining the quality of patient care and the occupational health of migrant physicians in Germany.

THE RELATIONSHIP BETWEEN ERGONOMICS LEVEL, JOB AND LIFE SATISFACTION OF HEALTHCARE WORKERS IN TURKEY

Risks in work environments are determinants of employees' psychosocial conditions. An ergonomically arranged work environment increases the motivation of employees and positively affects their productivity. In order for healthcare workers to provide quality service, they must be physically, environmentally, socially and cognitively healthy. This study aimed to examine the relationship between workplace ergonomics, job and life satisfaction of healthcare workers in Turkey. This cross-sectional, descriptive and correlational study’s sample consisted of 422 healthcare workers. For this research, the Sociodemographic Information Form, Ergonomics Scale, Minnesota Job Satisfaction Scale and Life Satisfaction Scale were used as data collection tools. Exactly 48.1% of the healthcare workers were between the ages of 26–35, 64.2% were women, and 41.2% were nurses. The mean of Ergonomics Scale, the Job Satisfaction Scale and Life Satisfaction Scale scores were 2.85 ± 0.65, 2.83 ± 0.76 and 2.33 ± 0.97. A Positive, strong relationship was found between the ergonomics level, job and life satisfaction. The ergonomics level affected job satisfaction, but did not affect life satisfaction. This study has revealed that changes can occur in the work and non-work lives of healthcare workers by controlling the ergonomic risk factors in the work environment.

Comparison of Motivation and Job Satisfaction of Teachers Working in Schools with Low and High International SACERS Scale Scores

In recent years, countries have taken many initiatives to determine the quality of their educational environments and to raise them to a certain level of standard. At the center of this effort to assess and improve quality is the School Age Care Environment Rating Scale International [SACERS]. At its core, SACERS assesses critical aspects of school-age care settings. This study aimed to compare the teaching motivation and job satisfaction levels of teachers working in schools with high and low SACERS scores. A total of 242 teachers from five general schools in Kazakhstan with low SACERS scores and five schools with high SACERS scores participated in the study, which used a causal comparison design. Schools were categorized according to SACERS score. 'Teaching Motivation Scale' and Minnesota Job Satisfaction Scale' were used to collect the data. The analysis revealed that teachers had high levels of job satisfaction and teaching motivation in schools with high SACERS scores.

Gratitude Interventions: Can They Improve Job Satisfaction

Job satisfaction tends to be low among civil servants at the Sanggau Regency Personnel and Human Resources Development Agency, indicating the need for effective psychological intervention. One form of intervention carried out is gratitude training. This research aims to determine the effectiveness of gratitude training in increasing job satisfaction for civil servants in the BKPSDM Sanggau Regency. The type of research is experimental with the design used is pretest and posttest control group design. The research was conducted on civil servants at the Sanggau Regency Personnel and Human Resources Development Agency with 35 subjects. Data was obtained by filling in the job satisfaction scale before and after gratitude training. The data analysis technique uses the N-Gain Score. The results of the hypothesis test show that there is a significant difference in the level of job satisfaction before and after gratitude training. The average job satisfaction score before training is 119.3, while after training, it increased to 162.5. By using the difference index (N Gain Score), an increase of 70.5064% is recorded. These findings indicate that gratitude training is effective in increasing civil servant job satisfaction in BKPSDM Sanggau Regency.

The Mediating Role of Job Satisfaction in the Effect of Servant Leadership on Employee Performance: A Research on Saving Finance Sector

Purpose –The purpose of this article is to analyze the mediating role of job satisfaction in the effect of servant leadership on employee performance. Design/Methodology/Approach –The population of the research consists of 7000 employees who work in savings finance sector and live in Istanbul. The sample of the study which has a correlational quantitative design was selected by the "simple random" method. A 5-point and 7-point Likert-type survey was applied to the employees. The survey consists of a demographic part and three scales: Servant leadership scale, Job satisfaction scale, Employee performance scale. Data collected from 502 employees were analyzed through SPSS 26, AMOS 26, and PROCESS MACRO statistical programs. In the study, confirmatory factor analysis, reliability and validity methods and mediator variable analysis were used to analyze the data. Findings –Servant leadership was found to have a direct significant effect on employee performance. The results of the analysis supports that servant leadership has a positive effect on job satisfaction and job satisfaction plays a mediating role in increasing employee performance.Discussion –It was concluded that the characteristics of servant leaders such as focusing on team members, trying to understand their needs, and providing support will positively affect the performance of employees by increasing their job satisfaction.

The Relationship of Pediatric Nurses’ Job Satisfaction with Medical Errors Tendencies and Missed Nursing Care

Aim: To determine the relationship of pediatric nurses’ job satisfaction with medical error tendencies and missed nursing care. Material and Method: This research was a descriptive, relationship-seeking, and cross-sectional study. The study had with 335 pediatric nurses. Research data were obtained using a Nurses’ Information Form, Job Satisfaction Scale for Clinical Nurses Scale (JSS-CN), Medical Error Tendency Scale in Nursing Scale (METS), and Missed Care in Pediatric Nursing and Its Causes-Pediatric Version Questionnaire. Results: The participants’ mean total scores were 123.06±22.00 for job satisfaction and 22.39±4.14 for medical error tendency. Considering the last shift of the nurses, the most frequent area of missed care was ambulation of the child as per the nursing plan and the least frequent area was washing hands, with the missed care activities being associated with material resources and communication factors (p

Preliminary Study on the Relationship Between Organizational Climate, Leadership Style, and Job Satisfaction in the Context of Nurse Practitioners

Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners. This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction. A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson's correlation, and multiple linear regression analysis. Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction. The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.

The Effect of Conflict Management Strategies on Job Satisfaction: A Study in the Accounting Sector

The aim of this study is to examine the effect of conflict management on job satisfaction for the accounting sectorand to examine the effect between the conflict management strategies used by employees and their job satisfaction. Also, demographic characteristics are to contribute to the related literature by examining the effect of job satisfaction, conflict management, and conflict management strategies. In this study, survey research method and relational screening model were used. Then, e-survey was applied to 451 accounting professionals through convenience sampling among approximately 200.000 accounting sector employees operating in Turkey and 403 questionnaires were analysed. The factor loadings of the scales were examined, followed by reliability and normal distribution analyses of the relevant scales and then parametric tests were performed. Pearson correlation analysis and regression analysis were performed to examine the relationship between constructive, adaptive, coercive, avoidant and compromising subscales of job satisfaction scale and conflict management strategy scale. According to the results, conflict management has a positive effect on job satisfaction. Also, constructive, accommodative, compromise, avoidant and coercive conflict management strategies were also found to have a positive effect on job satisfaction. When demographic characteristics were analysed, it was found that there was no significant difference between gender, marital status, age, education level variables and job satisfaction, conflict management, adaptive, constructive, coercive, avoidant and accommodative conflict management strategies. It was observed that there was a significant difference between the professional experience variable and compatible conflict management strategy, also between the occupation variable and coercive conflict management strategy.

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

Human Resources Management in Mosul Municipality

This study aims to examine the relationship between the job satisfaction levels of employees in Mosul Municipality and their commitment to the institution. The survey form used as a data collection tool consisted of a personal information form, job satisfaction scale and organizational commitment scale. The findings reveal that the overall job satisfaction level of the participants is moderate. It was also found that the levels of organizational commitment of all types of municipal employees were low. It has been determined that there is a positive and significant relationship between the job satisfaction levels of municipal employees and their organizational commitment levels. It has been understood that the relationships between all factors determining job satisfaction and all types of organizational commitment are positive and significant. It has been determined that promotion, colleagues and non-wage factors come to the fore as factors that significantly and positively affect organizational commitment.

Emotional burnout, job satisfaction, and intention to leave among pre-hospital emergency healthcare workers during the COVID-19 pandemic.

With the onset of the COVID-19 pandemic, pre-hospital emergency healthcare workers (PHEHW) assumed critical responsibilities in controlling and preventing the spread of the virus. This descriptive study aimed to explore the emotional burnout, job satisfaction, and intention to leave among PHEHW during the COVID-19 pandemic. The study was conducted with 401 emergency medical technicians and paramedics. The Sociodemographic Data Form, the Emotional Burnout Scale, the Job Satisfaction Scale, the Intention to Leave the Profession Scale were used to collect data. The findings were assessed with a significance level set at p < 0.05 and a 95% confidence interval. The participants demonstrated moderate scores in emotional burnout, job satisfaction, and intention to leave the profession. The analysis revealed a negative correlation, indicating that as emotional burnout increased, job satisfaction decreased, and the intention to leave the profession heightened. Notably, the participants who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, underwent COVID-19 testing, and experienced the loss of a healthcare worker due to COVID-19 exhibited higher levels of burnout. Furthermore, those who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, and lost a healthcare worker due to COVID-19 reported lower levels of job satisfaction. Additionally, participants who had 6-9 years of service, lacked knowledge about COVID-19, had no COVID-19 training, and experienced the loss of a healthcare worker due to COVID-19 displayed a greater intention to leave the profession. It is important to implement improvement initiatives that will increase the motivation and job satisfaction of PHEHW. These include the regulation of working hours and shifts, augmenting staff numbers, enhancing working conditions, improving salaries, and implementing strategies aimed at fostering motivation and job satisfaction.

Impact of psychological empowerment on job satisfaction among preschool teachers: mediating role of professional identity

The centrality of job satisfaction in fostering the stability and progression of the teaching cadre and in underpinning the effective operation of educational institutions is paramount. Drawing from motivation theory and the Job Demands-Resources model, this research delves into the influence of psychological empowerment on the job satisfaction of 533 preschool educators in China, employing the Psychological Empowerment Questionnaire, the Occupational Identity Questionnaire, and the Job Satisfaction Scale. The inquiry probes the intermediary function of occupational identity in the nexus between psychological empowerment and job satisfaction within the cohort of preschool teachers. The findings underscore that psychological empowerment substantially foretells heightened job satisfaction in preschool educators, and concurrently, occupational identity serves as a partial mediator in the association between psychological empowerment and job satisfaction. Augmenting levels of psychological empowerment and occupational identity among preschool teachers is a strategic avenue for fortifying their holistic contentment in their professional roles, thereby contributing indispensably to the fortification of a robust teaching workforce in kindergarten establishments.