Significant Predictors Of Job Satisfaction Research Articles

The quality of healthcare jobs: can intrinsic rewards compensate for low extrinsic rewards?

Frontline healthcare worker jobs are among the fastest growing occupations in the USA. While many of these are ‘bad jobs’ with low pay and few benefits, the intrinsic nature of frontline work can also be very rewarding. This article examines the influence of extrinsic job characteristics (e.g. wages and benefits) versus intrinsic characteristics (e.g. meaningful tasks) on job satisfaction and intent to stay with one’s current employer. This article uses a mixed-methods approach, drawing on survey data collected from frontline workers and organizations in a variety of healthcare settings, as well as interview and focus group data from frontline workers to contextualize and interpret the findings in the multi-level models. The results indicate that both intrinsic and extrinsic characteristics are significant predictors of job satisfaction, but only extrinsic characteristics help explain intent to stay with the employer.

Ethical contexts and employee job responses in the hotel industry: The roles of work values and perceived organizational support

The hotel industry faces continual ethical dilemmas that present important, interesting and complex challenges. This study had two objectives. The first was to investigate the relationship between ethical context and job satisfaction and to examine the moderating role of work values and the mediating role of perceived organizational support in the relationship between ethical context and job satisfaction. The second objective was to examine the influence of these same variables on turnover intention. A survey of Taiwanese hotel employees showed that ethical context was a significant predictor of job satisfaction and turnover intention and that work values and perceived organizational support moderate and mediate respectively the relationship between an ethical context and job responses. These data suggested ways by which hotels can deal with ethical context, perceived organizational support, and employee work values to increase job satisfaction and decrease the turnover intention of employees.

제조업 근로자의 지각된 안전 분위기가 직무만족과 이직의도에 미치는 영향

Abstract : This study aimed to examine the impact of workers’ perceptions of the safety climate on job satisfaction and intention to turno ver inthe manufacturing industry. Data was collected from employees(n=143) working in the manufacturing industry. The perceived safety climate included perceptions of the safety commitment of the management, safety leadership of the immediate supervisor, and safety policy. Hie-rarchical regressions were conducted to identify the significance of the relation between the sub-variable of the perceived safety climate and job satisfaction, and intention to turnover. The results show that safety commitment and safety policy are significant predictors of job satis-faction. The immediate supervisor’s safety leadership was significantly correlated with intention to turnover. These results indicated that the per-ceived safety climate of workers in the manufacturing industry might influence job satisfaction and intention to turnover. Therefore, organi-zations in the manufacturing industry should focus on improving safety climates to enhance job satisfaction and prevent employee turnover.

Predictors of Job Satisfaction Among Peer Providers on Professional Treatment Teams in Community-Based Agencies

The purpose of this study was to examine factors that predict job satisfaction among peer providers employed on professional treatment teams in community-based behavioral health agencies. Surveys via Internet and postal mail gathered data from 100 members of the National Association of Peer Specialists who met study criteria. A multiple regression analysis was conducted to evaluate role clarity, psychological empowerment, supervisory alliance, coworker support, and inclusion and exclusion in organizational processes as predictors of job satisfaction. The regression analysis revealed that of the five predictors, role clarity and psychological empowerment were significant predictors of job satisfaction when analyses controlled for age, level of education, and tenure. The results of this study reveal that peer providers found satisfaction in an integrated work environment that included clearly defined roles, independent functioning, and respect for the expertise that peer providers possess.

Factors associated with job satisfaction among commune health workers: implications for human resource policies

Background: Job satisfaction among health workers is an important indicator in assessing the performance and efficiency of health services.Objective: This study measured job satisfaction and determined associated factors among health workers in 38 commune health stations in an urban district and a rural district of Hanoi, Vietnam. A total of 252 health workers (36 medical doctors and 216 nurses and technicians; 74% female) were interviewed. A job satisfaction measure was developed using factor analysis, from which four dimensions emerged, namely ‘benefits and prospects,’ ‘facility and equipment,’ ‘performance,’ and ‘professionals.’Results: The results demonstrate that respondents were least satisfied with the following categories: salary and incentives (24.0%), benefit packages (25.1%), equipment (35.7%), and environment (41.8%). The average satisfaction score was moderate across four domains; it was the highest for ‘performance’ (66.6/100) and lowest for ‘facility and equipment’ (50.4/100). Tobit-censored regression models, constructed using stepwise selection, determined significant predictors of job satisfaction including age, areas of work and expertise, professional education, urban versus rural setting, and sufficient number of staff.Conclusion: The findings highlight the need to implement health policies that focus on incentives, working conditions, workloads, and personnel management at grassroots level.

Comparing the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa

Background: Job satisfaction is an important determinant of health worker motivation, retention, and performance, all of which are critical to improving the functioning of health systems in low- and middle-income countries. A number of small-scale surveys have measured the job satisfaction and intention to leave of individual health worker cadres in different settings, but there are few multi-country and multi-cadre comparative studies.Objective: The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa.Methods: We undertook a cross-sectional survey of a stratified cluster sample of 2,220 health workers, 564 from Tanzania, 939 from Malawi, and 717 from South Africa. Participants completed a self-administered questionnaire, which included demographic information, a 10-item job satisfaction scale, and one question on intention to leave. Multiple regression was used to identify significant predictors of job satisfaction and intention to leave.Results: There were statistically significant differences in job satisfaction and intention to leave between the three countries. Approximately 52.1% of health workers in South Africa were satisfied with their jobs compared to 71% from Malawi and 82.6% from Tanzania (χ2=140.3, p<0.001). 18.8% of health workers in Tanzania and 26.5% in Malawi indicated that they were actively seeking employment elsewhere, compared to 41.4% in South Africa (χ2=83.5, p<0.001). The country differences were confirmed by multiple regression. The study also confirmed that job satisfaction is statistically related to intention to leave.Conclusions: We have shown differences in the levels of job satisfaction and intention to leave between different groups of health workers from Tanzania, Malawi, and South Africa. Our results caution against generalising about the effectiveness of interventions in different contexts and highlight the need for less standardised and more targeted HRH strategies than has been practised to date.

Relationship between Management by Values, Organizational Justice, and Job Satisfaction in Secondary Schools

This study purposes to identify the relationship between management by values, organizational justice and job satisfaction. A relational survey research methodology was employed in the study. The study population consists of 675 teachers, and sample consists of 267 teachers employed at secondary schools within central Kutahya during the 2010-2011 school year. Simple cluster sampling was used in setting the sample. Data were collected by the Management by Values Scale, Organizational Justice Scale and Job Satisfaction Scale in this study. Descriptive statistics were used in the study in order to find out the opinions of participants. Hierarchical Multiple Regression analysis was used in order to understand whether o management by values and organizational justice predict teachers' job satisfaction in a significant manner. Results showed that management by values (37%) and organizational justice (27%) are significant predictors of job satisfaction. These two variables together explain around 39% of the variance in job satisfaction. The relative order of importance of predictive variables over job satisfaction is management by values and organizational justice. And a review of t test results relating to the significance of regression coefficients shows that both management by values and organizational justice are predictors of teachers' job satisfaction.

Job Satisfaction of Malaysian Nurses: A Causal Model

Turnover intention is a challenging issue for most of the developed and developing countries. Past studies revealed that there were two common approaches to enhance nurses’ retention. The first approach is focus on recruitment and selection activities as well as establishes more schools and colleges of nursing that will produce more nursing graduate. The second approach is to attract and retain more dedicated and quality professional nursing staff. Substantial studies have confirmed that job satisfaction as a major predictor of turnover intention. Therefore, this paper is mainly focus on identifying significant predictors of job satisfaction which will subsequently reduce turnover intention among staff nurses in Malaysia healthcare industry.

성격특성과 고객지향성이 직무만족 및 직무성과에 미치는 영향 -백화점 여성 의류판매원을 중심으로-

This study explores the correlation between personality traits, customer orientation, job satisfaction, and job performance. This study examines the impacts of personality traits and customer orientation on job satisfaction and job performance. Data were collected using a questionnaire survey. A convenience sample was drawn from salespeople working for department stores in Daegu and Pohang between September <TEX>$1^{st}$</TEX> to <TEX>$7^{th}$</TEX> 2011. A total of 337 responses were complete and usable questionnaires. Data were tested through factor analysis, correlation analysis, and regression analysis, using SPSS 12.0. Three main points are shown through this study. First, the correlation of all five factors extracted from salespeople personality traits with customer orientation was statistically significant. Personality traits and customer orientation were partially correlated with job satisfaction or job performance. Second, the regression analysis was conducted to examine the influence of personality traits and customer orientation on job satisfaction; subsequently, only two factors extracted from customer orientation (consideration for customers and customer-centered thinking) were significant predictors of job satisfaction. Third, the result of the regression analysis between personality traits and job performance showed that the most influential predictor of job performance was conscientiousness, followed by likeability, openness and introversion. The most influential factor between customer orientation and job performance was competence in providing product information, followed by consideration for customers, customer-centered thinking, and a reliability-focused response.

Stress amongst nurses working in a healthcare telephone‐advice service: relationship with job satisfaction, intention to leave, sickness absence, and performance

This paper is a report of a study, which assessed levels of stress amongst nurses working in a healthcare telephone-advice service. We explored whether stress related to performance, sickness absence, and intention to leave. Nurses report high levels of stress, as do call-centre workers. The emergence of telephone health advice services means many nurses now work in call-centres, doing work that differs markedly from traditional nursing roles. Stress associated with these roles could have implications for nurses, patients, and service provision. This paper reports cross-sectional survey results. The design of the overall study included longitudinal elements. A comprehensive study of stress was conducted amongst nurses working for a telephone-advice service in Scotland (2008-2010). All nurse-advisors were approached by letter and invited to participate. A total of 152 participants (33%) completed a questionnaire including General Health Questionnaire-12, Work Family Conflict Questionnaire, Job Satisfaction Scale and a measure of intention to leave the telephone-advice service and rated the perceived stress of 2 working shifts. Nurses' employers provided data on sickness absence and performance. Overall levels of psychological distress were similar to those found amongst Scottish women generally. In multiple regression, work-family conflict was identified as a significant predictor of job satisfaction and intention to leave, and significantly related to sickness absence. There were significant correlations between General Health Questionnaire scores and perceived stress of shifts and some performance measures. Work-family conflict is a significant predictor of job satisfaction, intention to leave, and sickness absence amongst telephone helpline nurses. Minimizing the impact of nurses' work on their home lives might reduce turnover and sickness absence.

Benefits of mentoring African‐American men

PurposeThe aim of this study was to investigate the relationship between mentoring, job satisfaction and organizational commitment among African‐American males.Design/methodology/approachAn online questionnaire was completed by 359 African‐American males in a business setting.FindingsJob satisfaction and organizational commitment were higher for those who were being mentored versus those who were not. The multiple regression results suggested mentoring was a statistically significant predictor of job satisfaction and organizational commitment. Further, the relation between mentoring and organizational commitment was mediated by job satisfaction.Research limitations/implicationsCurrent organizational research is limited, in that it tends to focus on majority culture where findings can be inappropriately generalized to minority groups. Future mentoring research should include more minorities that can provide a new window for interpreting the contributions of minorities to organizational competitiveness.Practical implicationsMentoring programs should be continued and/or expanded upon to reduce the likelihood of poor job satisfaction and organizational commitment for African‐American males.Social implicationsOrganizations through their human resource efforts can contribute to the learning and development of African‐American males and other minorities by designing and implementing quality mentoring programs. Such programs could lessen the likelihood of costly under‐performance and turnover.Originality/valueThis is one of the relatively few organizational studies designed specifically for a minority group. The results have implications for how human resource professionals and managers might improve mentoring experiences for minorities.

An investigation of the relationship between job satisfaction and organisational empowerment as perceived by front-line managers in 5-star hotels

The aim of this study was to investigate the relationship between job satisfaction (JS) and organisational empowerment as perceived by front-line managers in 5-star hotels in Jordan. The results showed that, where there was a moderate level of organisational empowerment, a higher level of JS was found. There appeared to be a significant relationship between JS and organisational empowerment. Variables, such as resources, informal power and opportunity, were significant predictors of JS. It was recommended that hotel management should initiate and encourage regular meetings and activities for front-line managers. That will enable them to exchange views, information and feelings in such a manner as to serve their interest and those of their establishments.

Group Factors and its Relationship with Job and Life Satisfaction in Diverse Organizations

This research focuses upon understanding whether the group factors will serve as predictors and explain the variance in individual's job and life satisfaction. A purposive sampling was adopted for the selection of 475 employees from the four different firms having global operations. A structured questionnaire was distributed amongst respondents and data were analyzed with hierarchical stepwise multiple regression analysis in order to assess the extent of variance in job satisfaction and life satisfaction. The results of the analysis indicate that the dimensions of group factors emerged as significant predictors of job satisfaction and life satisfaction in the diverse organizations.

The relationship of engagement, job satisfaction and turnover intentions

AbstractThe current study explored engagement as a predictor of job satisfaction and turnover intentions controlling for burnout. A survey was administered to 227 students employed at least part‐time. Sequential regression was performed to explore whether engagement predicted job satisfaction and turnover intentions controlling for burnout. Results indicated that engagement was a significant predictor of job satisfaction and turnover intentions controlling for burnout. The current study is the first study to explore engagement's role in predicting job satisfaction and turnover intentions controlling for more traditional predictors. The study addresses concerns about the importance of the engagement construct in the literature. Copyright © 2010 John Wiley &amp; Sons, Ltd.

Predictors of job satisfaction among academic faculty members: do instructional and clinical staff differ?

This study aimed to identify and compare predictors of job satisfaction between instructional and clinical faculty members. A 61-item faculty job satisfaction survey was distributed to 1898 academic faculty members at the University of Michigan Medical School. The anonymous survey was web-based. Questions covered topics on departmental organisation, research, clinical and teaching support, compensation, mentorship, and promotion. Levels of satisfaction were contrasted between faculty members on the two tracks, and predictors of job satisfaction were identified using linear regression models. Response rates for the instructional and clinical faculty groups were 43.1% and 46.7%, respectively. Clinical faculty members reported being less satisfied with how they were mentored and fewer reported understanding the process for promotion. There was no significant difference in overall job satisfaction between the two faculty groups. Surprisingly, clinical faculty members with mentors were significantly less satisfied with how they were mentored and with career advancement, and were significantly less likely to choose an academic career if they had to do it all over again compared with instructional faculty mentees. Additionally, senior-level clinical faculty members were significantly less satisfied with their opportunities to mentor junior faculty members compared with senior-level instructional faculty staff. Significant predictors of job satisfaction for both groups included areas of autonomy, meeting career expectations, work-life balance, and departmental leadership. In the clinical track only, compensation and career advancement variables also emerged as significant predictors of overall job satisfaction. Greater emphasis must be placed on faculty members' well-being at both the institutional level and the level of departmental leadership. Efforts to enhance job satisfaction and improve retention are more likely to succeed if they are directed by locally designed assessments involving department chairs and are specifically aimed at fostering more effective mentoring relationships and increasing the opportunities available for career advancement activities such as research work. Our findings show that these strategies can have significant impacts on job satisfaction and the retention of clinical track faculty members.

Personality, motivation and job satisfaction: Hertzberg meets the Big Five

PurposeThe current study aims to investigate the extent to which personality and demographic variables contribute to motivation and job satisfaction as defined by the two‐factor theory.Design/methodology/approachA total of 202 fulltime workers completed three questionnaires measuring their personality, work motivation and satisfaction.FindingsResults demonstrate that between 9 and 15 per cent of the variance in motivation is accounted for by demographic variables and the Big Five personality traits. In line with previous findings (Judge et al.), conscientiousness and job status were both significant predictors of job satisfaction, and between 11 and 13 per cent of the variance was accounted for by personality and other demographic variables.Research limitations/implicationsThis study was restricted to self‐report measure. It never took into consideration other potential confounds like a person's job history, level and responsibilities. It also showed personality factors accounted for very little evidence of the variance.Practical implicationsImplications are discussed in terms of attempts to improve employee attitudes without considering the effects of individual differences. An acknowledgement that individual differences can affect the success of an intervention, may contribute to the design of effective work reorganisation schemes that are better suited to the employees they seek to benefit.Originality/valueThe value of this paper was that it looked at how personality and demographic factors may influence a person's work satisfaction.

Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes

AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown &amp; Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

Interpersonal trust at work, intrinsic motivation, work‐related tension and satisfaction in Egypt

Purpose – The purpose of this paper is to investigate the relationships between job satisfaction, interpersonal trust, intrinsic motivation and job‐related tension in this non‐Western context. And to establish whether there is evidence of similarity in the nature of the relationships between these variables and those found in Western contexts.Design/methodology/approach – Data collected from different employees who are working in deterrent organizations in Egypt (N=140). Reliability test is computed for the measures used in the research. Descriptive statistics, inter‐correlations and regression analysis are computed for the variables used in this research to test the research hypothesis.Findings – The findings indicate that employees are satisfied, intrinsically motivated, trust their peers and managers and suffer from relatively low levels of job tension. The significant predictors of job satisfaction are intrinsic motivation, confidence in the competence of management and the lack of work‐related tensio...

Staff satisfaction and retention and the role of the Nursing Unit Manager

Despite recent increases in nursing recruitment in Australia, participation in the workforce is still below the numbers predicted to meet future needs. This paper discusses factors impacting on nurses' job satisfaction, satisfaction with nursing and intention to leave in public sector hospitals in New South Wales (NSW), Australia. Staffing and patient data were collected on 80 medical and surgical units during 2004/5. This included a wide range of individual nurse data from a Nurse Survey; detailed and comprehensive staffing data including skill mix variables; patient characteristics; workload data; a profile of the ward's characteristics; and adverse event patient data. Nurses who were intending to remain in their job were more likely to be satisfied, be older, and have dependents. They were also likely to be experiencing good leadership and to have allied health support on the ward. Most nurses reported being satisfied with their profession, while a lower proportion reported satisfaction with their current position. Work environment factors such as nurses' autonomy, control over their practice and nursing leadership on the ward were statistically significant predictors of job satisfaction. This study will inform decision-making and policy for managers in both the public and private hospital sectors. This is the first large study which explored the work environment at the ward/unit level in public hospitals in NSW (Australia). It illustrates that there are no typical wards; each ward functions differently. The importance of nursing leadership at the ward level to job satisfaction, satisfaction with nursing and intention to leave, cannot be overstated.

Creating Satisfied Employees in Christian Higher Education: Research on Leadership Competencies

This study investigated the leadership behaviors of presidents of Christian colleges and universities in North America. Data were collected from the chief financial administrator, the chief student affairs administrator, and the chief academic administrator on the independent variables of transformational, transactional, and laissez-faire leadership styles for the university president and the dependent variable of followers’ job satisfaction. The data on the leadership behaviors consisted of five transformational leadership factors, three transactional leadership factors, and a single laissez-faire leadership and were collected using the Multifactor Leadership Questionnaire. This inquiry sought to discover to what degree transformational leadership, transactional leadership, and laissez-faire leadership are practiced by presidents at member colleges and universities of the Council for Christian Colleges and Universities. Second, the study attempted to identify the combination of transformational, transactional, and laissez-faire leadership behaviors that are significant predictors of job satisfaction among followers. The research study has important implications for the field of leadership research and practitioners, particularly presidents of CCCU institutions and more generally for others in positions of leadership. Identifying specific leadership behaviors that predict followers’ satisfaction can reduce absenteeism and employee turnover, and is potentially beneficial for leaders who develop and utilize these leadership behaviors for the benefit of their ins.