Significant Predictors Of Job Satisfaction Research Articles

Job Satisfaction and Generational Difference: The Shifting Nature of the Workplace

This study investigates job satisfaction across different generational cohorts within the workforce. It explores how intrinsic rewards, extrinsic rewards, work relations, work-life balance, and employee activation variables influence job satisfaction among these groups. A web-based survey was conducted across the United States, involving 566 participants. Regression analysis was used to identify significant predictors of job satisfaction for each generational cohort. The results revealed that interesting work significantly predicts job satisfaction for all generations, with the strongest impact observed in Generation Z. baby boomers, Generation X, and millennials reported high levels of satisfaction with pay and relations with management. The study highlights distinct generational preferences, contributing to a nuanced understanding of job satisfaction drivers.

Predictors of Job Satisfaction among Polish Teachers

The term “job satisfaction” refers to emotional responses and ways of thinking about work in a given structure. It is the degree of self-fulfillment that an employee experiences while performing work-related duties. Work satisfaction is linked to positive attitudes towards employment and more effective results. The aim of the orginal research presented in the article is to determine the predictors of job satisfaction among Polish teachers. Individual factors such as gender, length of service, personality variables (emotional stability, agreeableness, extroversion), work-home conflict, as well as organizational factors, i.e., overall work climate, were also considered. The research was conducted on a sample of 952 teachers from across Poland. Women accounted for 87.6% (n=834) and men for 12.4% (n=118) of the respondents The average age was M=46.47 (SD=9.59). A survey questionnaire was used for the purposes of the study, and hierarchical regression analysis was applied to develop the research results. School climate, work-home conflict, and level of extroversion were found to be significant predictors of job satisfaction. Given that personality factors are difficult to change, an effective way to increase teachers’ job satisfaction is to take care to build a positive school climate and fair distribution of responsibilities, which can reduce work-home conflict.

ORGANIZATIONAL CULTURE AND ITS INFLUENCE ON EMPLOYEE JOB SATISFACTION

This research paper examines the impact of organizational culture on employee job satisfaction. The study hypothesizes that elements such as pride in the organization, a positive culture, leadership inspiration, motivation, supervisor support, values alignment, a sense of belonging, values influence, open communication, informed decisions, and comfort in sharing ideas are significant predictors of job satisfaction. Utilizing a survey administered to 500 employees, responses were analyzed using multiple regression and robust regression techniques. The findings reveal that "Leadership Inspires," "Supervisor Support," and "Sense of Belonging" are statistically significant factors positively influencing job satisfaction. Descriptive statistics indicate a generally high level of job satisfaction among the participants, with mean scores close to the maximum possible value on the Likert scale. The regression analysis, while explaining a modest portion of the variance (R-squared = 0.126), underscores the critical role of inspirational leadership, supportive supervisors, and a strong sense of belonging in enhancing job satisfaction. These results suggest that organizations aiming to improve employee satisfaction should focus on fostering inspirational leadership, providing robust support from supervisors, and cultivating an inclusive culture where employees feel a strong sense of belonging. This study contributes to the existing literature by highlighting the specific cultural elements that significantly impact employee job satisfaction, providing actionable insights for organizational development and human resource management.

Emotional Dissonance, Perceived Organizational Support, Job Satisfaction, and Turnover Intention among Physical Education Professors in China

The purpose of this study was to examine the relationships among emotional dissonance, perceived organizational support, job satisfaction, and turnover intention among physical education professors in China. The population for this study consisted of physical education professors in L province, China. Convenience sampling was utilized, and a total of 192 participants participated the study. An online survey system, Tencent Questionnaire, was employed to administer the survey. Data analysis was conducted using SPSS 27.0 and AMOS 27.0, and structural equation model was employed to examine the relationships among the variables. According to the results, first, perceived organizational support has no significant effect on emotional dissonance. Second, perceived organizational support is positively related to job satisfaction. Third, perceived organizational support has no significant effect on turnover intention. Fourth, emotional dissonance is negatively related to job satisfaction. Fifth, job satisfaction has no significant effect on turnover intention. Sixth, emotional dissonance is positively related to turnover intention. Moreover, perceived organizational support was a significant predictor of job satisfaction. Additionally, emotional dissonance demonstrated a negative association with job satisfaction and a positive association with turnover intention. This is the first study to highlight the importance of emotional states and contextual factors on well-being and job-related attitudes in the physical education context.

Leadership Styles of Head teachers in Relation to Teachers’ Job Satisfaction: A Case Study of the Volta Region – Ghana

Purpose: The present study focuses on exploring the leadership styles of basic school headteachers, and their effects on teachers’ job satisfaction in Ghana’s Volta region. Methodology: Two research questions and one hypothesis guided the study. The study adopted a descriptive research design. The study was conducted in the Volta region of Ghana. The population of the study are 3,009 headteachers and 17,889 teachers in the 18 districts in the Volta Region. The sample size of the study was 191 headteachers and 328 teachers. Multi-stage sampling technique was used to draw the sample size. The Multifactor Leadership Questionnaire (MLQ) and Mohrman-Cooke-Mohrman Job Satisfaction Scale (MCMJSS) was adopted for the study. Findings: It was found that headteachers identified moderate levels of transformational, transactional, and laissez-faire as the leadership styles adopted by headteachers. Also, the majority of the headteachers had a very low level of job satisfaction whereas the majority of the teachers had a very high level of job satisfaction. Among the three leadership styles, transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Unique Contributor to Theory, Policy and Practice: The results shows that headteachers identified moderate levels of transformational (M = 7.68, SD = 0.83), transactional (M = 7.51, SD = 1.15), and laissez-faire (M = 6.94, SD = 1.89) as the leadership styles adopted by headteachers. It shows that 128 (71.9%) of the headteachers had a very low level of job satisfaction, while 30 (16.9%) had a very high level of job satisfaction. On the contrary, 153 (52.8%) of the teachers had a very high level of job satisfaction while 21 (7.1%) had a very low level of job satisfaction. The three leadership styles; transformational (β = .47, p < .001) and laissez-faire leadership styles (β = .19, p = .002) were the only significant predictors of job satisfaction. Both transformational and laissez-faire forms of leadership were positive predictors of job satisfaction. Based on the findings of the study, relevant conclusions were drawn.

The effect of risk of contracting and fear of COVID-19 on burnout and job satisfaction in Polish teachers

BackgroundFear of COVID-19 and its related complications can negatively affect well-being and contribute to less effective daily and professional functioning. Based on Maslach’s burnout concept, this study aimed to verify the relationship between risk of contracting and fear of COVID-19, occupational burnout and job satisfaction in Polish teachers during the second wave of the COVID-19 pandemic.Participants and procedureThree hundred fifty-two teachers, aged between 22 and 68, participated in this study. In the studied sample, 252 people worked remotely, 41 in-person and 59 were hybrid workers. The Risk of Contracting COVID-19 Scale, the Fear of COVID-19 Scale, the Maslach Burnout Inventory and the Brief Job Satisfaction Scale were used.ResultsRisk of contracting COVID-19 was positively related to fear of COVID-19 and emotional exhaustion. Moreover, fear of COVID-19 was negatively related to personal accomplishment and positively related to emotional exhaustion. Lastly, all three dimensions of occupational burnout were significantly related to job satisfaction. There was no direct relationship between fear of COVID-19 and job satisfaction. This relation was mediated by two scales of occupational burnout: personal accomplishment and emotional exhaustion. All three subscales of occupational burnout were significant predictors of job satisfaction, explaining 53% of its variance.ConclusionsThe current study showed a relationship between the risk perception of COVID-19, occupational burnout and job satisfac-tion in Polish teachers during the second wave of the COVID-19 pandemic. The results obtained in the study may contrib-ute to the understanding of the effects of the pandemic for the professional group of educators.

How are new nurses satisfied with their jobs? From the work value perspective of Generations Y and Z nurses.

Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective. A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups. Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses' job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations. Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BackgroundWorkplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.MethodsIt was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.ResultsA statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).ConclusionsResilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.

The Role of Healthcare Managers in Employee Retention: Do Workers Leave Organizations or Managers?

Healthcare organizations have been facing employee retention challenges since before the Covid-19 pandemic. This latter has solely accelerated turnover rates. Healthcare managers and leaders need to take action to keep their talent while still delivering quality care. The purpose of this paper is to provide a literature review on the subject to examine the role of healthcare managers in employee retention. Understanding how managers influence staff retention is essential to monitoring turnover rates and designing effective strategies for retaining skilled and talented healthcare employees. The findings of this review indicated that healthcare employees who were satisfied with the behavior of their managers were committed to their organization and more likely to remain employed for a long period. Communication, autonomy, respect and recognition, and training and development were significant predictors of job satisfaction, organizational commitment, and staff retention. Improving staff retention strategies is critical to improving the quality of care, reducing healthcare costs, and achieving growth and success. The review concluded that healthcare managers play a crucial role in employee retention. Further exploration of the employee retention challenge is required to better understand this multifaceted area of human resource management.

The influence of job satisfaction on retention of primary healthcare professionals in Tamil Nadu

Stability among healthcare professionals is considered critical to providing excellent care. Job satisfaction has a significant impact on the productivity and efficiency of human resources in the healthcare industry. This cross-sectional study examined the job satisfaction and retention intentions of healthcare professionals in primary healthcare centers in Tamil Nadu. Convenience sampling was used to collect data from 334 respondents using a validated structured questionnaire. The empirical research revealed that their work values were the most significant predictor of job satisfaction among PHC employees. On the other hand, time pressure had the least significant relationship with PHC employee satisfaction. The findings indicate that targeted interventions to enhance health workers' job satisfaction, reduce stress, and increase positive work values are essential to creating a positive work environment and increasing job satisfaction. This study adds to the literature on job satisfaction and retention of primary healthcare workers in Tamil Nadu. We recommend that healthcare managers promote and enforce PHC workers' work values to keep them positive. Work values and PHC workers' satisfaction and intention to stay have received little research attention. One of the first studies to empirically examine quality improvement, time pressure, commitment, compensation, and work values as dimensions of job satisfaction among health professionals in Tamil Nadu Primary Health Care Centers.

Valued Living, Fulfilled at Work: Investigating Job Satisfaction and Associated Psychological Processes Among Physicians

Objective: Job satisfaction of physicians is closely related to patient satisfaction, the quality and efficiency of medical care, and the enhancement of physicians' well-being. While there is a consensus on the global rise in job dissatisfaction among physicians, most studies in this field have primarily concentrated on the association between job satisfaction and depression, burnout, and work productivity. The number of studies examining the relationship between psychological processes and job satisfaction is limited. This study aimed to examine the impact of self-esteem, thwarted belongingness, and values on job satisfaction among medical professionals. Methods: A total of 196 physicians, aged between 18 and 65, who were working in state or private hospitals all over Turkiye at the time of the study (between December 2022 and February 2023), were included in this cross-sectional study. Data were collected using a sociodemographic form, Valuing Questionnaire (VQ), Interpersonal Needs Questionnaire (INQ), Rosenberg self-esteem scale (RSES) and Job satisfaction scale (JSS). Results: A positive correlation was found between job satisfaction (JSS) and valued living (VQ) (r=0.621; p&lt;0.001), while negative correlations were found between thwarted belongingness (INQ-TB) (r=-0.352; p&lt;0.001) and self-esteem (RSES) (r=-0.400; p&lt;0.001). Multiple linear regression analyses demonstrated that VQ and work experience are significant predictors of Job Satisfaction (JSS) (p &lt; 0.001, R² = 0.449). Conclusions: Findings of this study highlight the crucial role of personal values and work experience on job satisfaction. Incorporating personal values into future interventions is vital for enhancing job satisfaction among physicians.

Samoefikasnost i percipirana organizaciona podrška kao prediktori zadovoljstva poslom, medijatorska uloga zadovoljstva platom - SEM analiza

This study examines the relationship between self-efficacy , perceived organizational support, and job satisfaction, with pay satisfaction as a mediator. The sample is convenient and consists of 269 respondents (139 male and 136 female), aged 19 to 43 (M= 25.8, Sd= 4.3), working in an organizational or industrial environment. Out of the 269 respondents, 223 indicated their monthly income was average, 45 reported it as above average, and 1 stated it was below average. The instruments used for data collection were Minnesota Satisfaction Questionnaire (MSQ), General Self-Efficacy Scale (GSE), Perceived Organizational Support Scale, and respondents' pay satisfaction was assessed using a single question. A statistically significant correlation was found between all the variables included in the study (p &lt; 0.01). Pay satisfaction had a mediating influence on the relationship between self-efficacy and job satisfaction, while perceived organizational support was a direct, statistically significant predictor of job satisfaction. The model proved to be sustainable. The study results are discussed in relation to relevant theoretical assumptions and their practical applications. The limitations of the study, such as sample adequacy, online administration, and the work environments, are stated. Recommendations are made for further research, including the exploration of additional variables to enhance the current model.

Job satisfaction and self-efficacy of in-service early childhood teachers in the post-COVID-19 pandemic era

Although the global COVID-19 pandemic has drawn public attention to the ecology of teachers’ work, little is known about how external and internal factors interact and affect early childhood teachers’ job satisfaction and self-efficacy. The purpose of this study is to examine how the external ecology of kindergartens and individual personality traits affect the job satisfaction and self-efficacy of in-service early childhood teachers in the post-COVID-19 pandemic era through a self-reporting questionnaire distributed among 237 kindergarten teachers in online and offline learning community groups. It was found that the job satisfaction of early childhood teachers was a significant predictor of self-efficacy and played a partially mediating role between personality traits and self-efficacy. Furthermore, personality traits are considered significant predictors of job satisfaction and self-efficacy in Chinese early childhood teachers, and it was noted that these teachers were the least satisfied in terms of pay and promotion. With these findings, this study contributes to the job satisfaction and self-efficacy literature by validating their causal associations in the field of early childhood teachers. Our findings also provide guidelines for practitioners and policymakers in promoting early childhood teacher credentialing and external social support to enhance job satisfaction and self-efficacy. The unique value of this study lies in the clarification of how the work environment and ecology of early childhood teachers in the post-COVID-19 pandemic era influenced self-efficacy and of personality traits being the underlying attributions that led to this result.

DISABLED AT WORK. COMPARATIVE ANALYSIS OF WORK CHARACTERISTICS AND ASSESSMENT OF JOB SATISFACTION OF PEOPLE WITH AND WITHOUT DISABILITIES

In the social dimension, the activity of people with disabilities in the labour market is one of the important indicators of the effectiveness of inclusion policies. In the individual dimension, it defines the opportunities for shaping one's own subjectivity against the dysfunctions that cause disability. However, interest in the issue of work of people with disabilities should not be limited to employment statistics but should also include issues of job satisfaction. This paper attempts to assess job satisfaction of people with disabilities, for whom the reference category was non-disabled people. The analysis of job satisfaction was done in several steps. Firstly, based on descriptive statistics and simple statistical tests, differences in the evaluation of the overall level of job satisfaction people with disabilities and non-disabled people were indicated, as well as differences in job characteristics (its evaluation and conditions). In step two, the relationship between job characteristics and disability was estimated. Based on a logistic regression model, an attempt was made to indicate whether specific job characteristics significantly influence the likelihood of self-identification as a person with disability. Thirdly, it was estimated which of the identified job characteristics were significantly associated with overall job satisfaction. These relationships were tested using an ordinal logistic regression model. The model also tested whether disability itself was a significant predictor of job satisfaction. The analysis was based on European Social Survey 2023 data.

The Relationship between Supportive School Culture and Teacher Job Satisfaction: Mediating Role of Professional Network Intentions

This study aims to examine the relationships between supportive school culture, teacher job satisfaction and teacher willingness to connect. A total of 312 teachers working in Ankara participated. The study data were gathered through the School Culture Scale, Social Network Tendency Scale and Job Satisfaction Scale. Structural equation modelling (SEM) technique was used to determine the mediating role of teacher willingness to connect in the relationship between supportive school culture and teacher job satisfaction. The results of the study indicated that there are positive and significant relationships between independent and dependent variables. Moreover, supportive school culture seems to predict teacher willingness to connect and job satisfaction positively and significantly. In addition, teacher willingness to connect is a positive and significant predictor of job satisfaction. Finally, it was determined that the mediating role of teacher willingness to connect in the relationship between support culture and teacher job satisfaction was statistically significant. The results of the study statistically supported the theoretical model.

Perceptions of Conflict between Self-Efficacy, Job Satisfaction, and Work-Life Balance among University Teachers

The study explored the relationship between work-life balance, perceptions of personal conflict between work and family, university teachers' self-efficacy, and job satisfaction. The study used 210 responses from university teachers working in different public and private colleges in Kathmandu Metropolitan City, the capital city of Nepal, based on a purposive sampling technique. The data were analyzed using regression and correlation analysis. Findings showed a good correlation between self-efficacy, job satisfaction, perceived work-family conflicts, and perceived balance of teachers' work life. In addition, the findings discovered that conflict between work and family was the most significant predictor of job satisfaction. The results indicate that increasing teachers' sense of self-efficacy, fostering a better work-life balance, and decreasing work-family conflict can all benefit teachers' contentment with their jobs and their likelihood of staying in them. These results have considerable ramifications for schools, governments, and other educational stakeholders looking to boost educator satisfaction and happiness on the job.

Work anxiety factors, coronavirus anxiety and job satisfaction of Polish nurses facing COVID-19 pandemic outbreak

BackgroundDuring the SARS-CoV-2 pandemic, as in past disasters and emergencies, nurses around the world play an important role. What is more, the unprecedented pressure exerted by the pandemic on healthcare systems in every country brings big challenges to nurses, which may affect their well-being, work efficacy and job satisfaction. ObjectiveThe main objective of the presented studies was to describe anxiety factors related to the work of nurses during the SARS-CoV-2 pandemic; to assess the intensity of coronavirus anxiety and job satisfaction experienced by nurses at that time; to assess predictors of job satisfaction of nurses during the COVID-19 pandemic; to assess the differences in the intensity of job satisfaction and coronavirus anxiety depending on the selected variables related to their experiences during the COVID-19 pandemic. DesignAnonymous questionnaire surveys were conducted online among the participants between 23 June 2020 and 23 March 2022 in Poland. Participants433 nurses from 15 Polish provinces were included in the studies (age range 22–68; M = 41.63). Nursing seniority M = 18.6. MethodsThe studies were based on: Satisfaction with Job Scale (SSP), Coronavirus Anxiety Scale (CAS), and a self-report structured questionnaire. ResultsThe most respondents indicated that they were afraid of becoming infected with SARS-CoV-2 (25.4 %), transmitting infection to the family (22.4 %), becoming sick with COVID-19 and experiencing health complications (6.7 %) and of excessive work responsibilities and physical fatigue (6.5 %). Based on the bivariate correlation, it can be concluded that job satisfaction of the respondents during the COVID-19 pandemic was on an average level (M = 19.9); coronavirus anxiety was on an average level (M = 4.9), and stress at work was on a high level (M = 7.1). Coronavirus anxiety did not constitute statistically significant predictors of job satisfaction of subjects studied during the pandemic (SE = 0,048; β = 0,05; p = 0.942). ConclusionsCoronavirus anxiety wasn't associated with job satisfaction of nurses directly. Job satisfaction of nurses during the COVID-19 pandemic was likely to be shaped by a range of different factors. Tweetable abstractIn Polish nurses coronavirus anxiety was average and wasn't associated with their job satisfaction.

Predictors of job satisfaction among teachers in Germany during the SARS-CoV-2 pandemic: cross-sectional results of a nationwide online questionnaire.

During the SARS-CoV-2 pandemic teaching was changed several times to distance learning. To consider the associated stresses and challenges for teachers a nationwide cross-sectional study was performed in March 2021 in which N = 31,089 teachers from Germany participated. A multiple linear regression model with stepwise inclusion of thematically sorted variables (sociodemographic, SARS-CoV-2- and work-related variables) was used to identify relevant predictors of job satisfaction. The analysis revealed that work-related variables were significant predictors of job satisfaction. In the third regression model, when all variables are included the adjusted R2 was 0.364. Overall, the results showed that, e.g., work predictability (b = 0.097), influence at work (b = 0.118), and meaning of work (b = 0.212) increased job satisfaction. In contrast, increased emotional exhaustion (b = -0.016), feelings of unfair treatment (b = -0.048), and work family conflicts (b = -0.154) deteriorated job satisfaction. The results indicate that future research should focus especially the work-related topics in more detail and that job satisfaction is a useful concept for analyzing working conditions from a public health point of view.

Factors Affecting Remote Workers' Job Satisfaction in Utah: An Exploratory Study.

With structural changes in work arrangements, employee retention becomes more important for organizational success. Guided by the Ability, Motivation, Opportunity (AMO) framework, this study investigated the factors affecting remote workers' job satisfaction and personal wellbeing in Utah. From a sample of n = 143 remote workers, the study used a correlational design to identify the significant predictors of job satisfaction and personal wellbeing. It mapped the relationships between significant predictors of job satisfaction and personal wellbeing and explored the role of human resources (HR) policies and organizational culture in a remote work environment. Results showed intrinsic motivation, affective commitment, opportunity, and amotivation affected employee job satisfaction, while self-efficacy, amotivation, and job satisfaction affected personal wellbeing. A structural equation model (SEM) showed that remote workers with higher levels of self-efficacy, lower amotivation, and higher job satisfaction were likely to have greater personal wellbeing compared to others. When exploring the role of HR, findings showed that HR bundles and organizational culture indirectly affected job satisfaction but had a direct effect on the most important predictors of job satisfaction and personal wellbeing. Overall, results demonstrated the interconnectivity of HR practices, AMO factors, job satisfaction, and personal wellbeing.

Job satisfaction among expatriate nurses during the COVID-19 pandemic: A cross-sectional study.

To investigate the association between job resources, job satisfaction, and moderating effect of COVID-19 anxiety and practice setting among expatriate acute care nurses in Qatar. Expatriate nurses are more vulnerable to reduced job satisfaction. Increased COVID-19 anxiety and reduced perceived job resources among acute care nurses impact their job satisfaction more than that of general ward nurses. An online survey was used to recruit 293 expatriate acute care nurses from four public hospitals in Qatar. Data were collected between June and October of 2021. Structural equation modeling was used for data analysis. We ensured to follow STROBE guidelines when doing this research. Job resources were a significant predictor of job satisfaction among expatriate acute care nurses (β=0.80, 95% CI: 0.73-0.85, p<0.001). There was no significant moderating effect of COVID-19 anxiety (β=0.055, 95% CI: -0.61 to 0.151, p=0.329) or workplace setting on this relationship (χ2 =0.077, df=1, p=0.781). Our study found that the relationship between job resources and acute care nurses' job satisfaction is consistent across different workplace settings regardless of the level of COVID-19 anxiety. This is in line with previous studies that have highlighted the importance of job resources in determining nurses' job satisfaction. The study emphasizes the need for sufficient job resources for improved job satisfaction among expatriate acute care nurses in Qatar, especially during the COVID-19 pandemic. Nursing leaders must prioritize adequate resources such as staffing, proper training, and policies that increase nurse autonomy to improve job satisfaction and reduce the negative effects of dissatisfaction.