Theory Of Job Satisfaction Research Articles

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

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

Influencing Factors on the Reduction of Private College Instructors in China: An Inputs to Development Plan

As an important part of higher education, private colleges and universities have made important contributions to social development. However, breaking through the quality, reputation, and characteristics, taking the road of differentiated development, and facing multiple tests. In the development of many problems, the construction of teachers in private colleges is increasingly prominent, and there is an unstable phenomenon of teachers. The continuous reduction of this group will affect the educational decision-making of government departments, hinder the development of private colleges, and the development of teachers' careers. This study takes the teachers of 11 private undergraduate colleges in Heilongjiang province as the research object, based on the theory of job satisfaction and the Price-Mueller reduction theory. According to the reality of teacher reduction in private colleges, the theoretical model and research hypothesis of teacher reduction are constructed, and the influence of different factors on teacher job satisfaction and reduction intention is evaluated.

Self-Efficacy and Job Satisfaction of Primary School Teachers

This study presents an in-depth investigation into the predictors of job satisfaction among primary school teachers in China. The study is grounded in the theoretical framework of self-efficacy and job satisfaction theories, providing a comprehensive understanding of the factors influencing job satisfaction in the unique socio-cultural context of China. The research employs a descriptive-comparative correlational research design, utilizing a comprehensive questionnaire survey to collect data from a representative sample of primary school teachers in Wuhan, China. The questionnaire covers demographic information, self-efficacy in student engagement, instructional strategies, classroom management, and job satisfaction levels. Based on these findings, the study concludes that enhancing teacher self-efficacy, providing a supportive work environment, and improving classroom management practices are key to improving job satisfaction among primary school teachers in China.

Job Satisfaction’s Impact on Employee Performance: The Mediating Role of Employee Engagement

This study aims to examine the impact of job satisfaction (JS) on employee performance (EP) and examine the role of employee engagement (EE) in their relationship. This study was undertaken based on settled theories of job satisfaction (JS), employee performance (EP), and employee engagement (EE). It maintains that the employee's perceived JS can boost EP and that EE serves as a mediator in this relationship. Using a deductive approach and a quantitative research design, the study investigated the correlation between JS and EP in PKU Muhammadiyah Yogyakarta Hospital. Data from 131 respondents were analyzed utilizing AMOS with the help of SEM software. The data analysis uncovered that employee job satisfaction (JS) positively impacted performance (EP) in PKU Muhammadiyah Yogyakarta Hospital. In addition, employee engagement (EE) acted as a mediator between JS and EP. Job satisfaction felt by employees and creating employee engagement could boost EP in PKU Muhammadiyah Yogyakarta Hospital. The study highlights that providing job satisfaction to employees has broad benefits, including greater employee engagement, enhanced employee work, and a positive contribution to the development of PKU Muhammadiyah Yogyakarta Hospital. Practically, this research highlights the importance of creating employee job satisfaction. Employee satisfaction is something that organizations must pay attention to because it affects employee engagement and employee performance. Employees will be more active in carrying out their assigned tasks if they feel satisfied. Employees who feel connected (engaged) with the company will have an awareness of the organization so that employees will provide their best abilities and skills for the success of the organization. The theoretical implications of testing the correlation between job satisfaction and employee engagement on employee performance can enrich existing behavioral theories in organizations.

A REVIEW OF THE JOB SATISFACTION THEORY FOR VOCATIONAL COLLEGE EDUCATION PERSPECTIVE

Job satisfaction signifies a positive attitude toward tasks performed, fostering confidence and enthusiasm among individuals as they engage in their work. The concept of job satisfaction has been explored through various theories relevant to vocational teachers. This paper aims to formulate a comprehensive theory of job satisfaction, integrating variations in work values and perceived job characteristics as key explanatory factors. The study delves into the intricate relationship between job satisfaction and specific work-related elements. Through a literature review analysis, relevant theories are selected to map out the theory of job satisfaction and to understand the interplay between Maslow's Theory and Herzberg's Two-Factor Theory. The findings demonstrate that both Maslow's theory and Herzberg's Two-Factor Theory influence job satisfaction within the organizational work environment of vocational colleges. Furthermore, the extent to which individuals can attain perceived job rewards is contingent on their level of control over their employment circumstances. Additionally, this paper examines previous theories related to teacher job satisfaction, providing valuable insights to teachers regarding the influencing factors that shape their control over achieving job satisfaction within the context of Malaysian Technical and Vocational Education and Training (TVET) institutions.

Description of Islamic Job Satisfaction

The growth of a company is determined by the quality its human resources. One solution to improve employee performance is to keep the employee job satisfaction. There are many theories that explain employee job satisfaction, one of them is the theory of job satisfaction discussed through an Islamic perspective. This study aims to describe the Islamic job satisfaction of employees based on demographics at PT. IRAB. The research used a quantitative descriptive method and a probability sampling to determine the sample. The subjects in this study were permanent employees at PT. IRAB totaling 142 employees. The instrument used in this research is Job Description Index scale which has adapted indicators using verses of the Qur’an and Hadith. The results of this study indicate that 51% of employees have a high level of Islamic job satisfaction, and 49% have a low level of Islamic job satisfaction. The results of analyzing aspects of Islamic job satisfaction show that the job description aspect gets the highest average value and the lowest value is the promotion aspect.
 Keywords: employee demographics, Islamic job satisfaction, Islamic psychology

STUDY OF JOB SATISFACTION REGARDING UNIFICATION AND CHANGE OF FORM AT MUHAMMADIYAH UNIVERSITY LAMONGAN

A university is a higher education institution which provides educational services to students. Higher education is included in educational institutions that fall into the category of pure services, where the provision of services is supported by physical facilities and quality services. A university has an obligation to ensure all employees have high job satisfaction so that they become prosperous. This research was conducted at the Muhammadiyah University of Lamongan by giving questionnaires to 85 employees who had worked there from High Schools into its transformation into a university. The researchers carried out an analysis to find differences in the level of job satisfaction at Muhammadiyah University of Lamongan. The results of this study were submitted to the employee management of Muhammadiyah University of Lamongan to be used as a reference for increasing employee motivation through increasing job satisfaction and employee welfare. This research used a quantitative research approach to find out directly the level of job satisfaction in detail. Employee job satisfaction wee measured using Paul Spector's (2001) job satisfaction theory. The sampling technique used in this study was purposive sampling. Researchers compared the results of the questionnaire assessments before and after the unification and change so that the results obtained indicated that employees were satisfied before or after the change in the form of the institution. The results of this study stated that there was no difference in employee job satisfaction before and after the unification and change. After analyzing the data, it can be concluded that there is no significant difference between the job satisfaction of the employees before and after the unification and change in institution form University.

"A different sense of what we do here, who we are and what we deliver": Provider perspectives on the effects of a change in governance of healthcare services in correctional facilities in British Columbia.

In 2017, British Columbia (BC) transferred responsibility for healthcare services in provincial correctional facilities from the Ministry of Public Safety and Solicitor General to the Ministry of Health. This study explored how healthcare leadership perceived the impact of the transfer on services, work-life, and job satisfaction. We conducted one-on-one interviews (n = 8) with healthcare managers and medical and administrative leadership within Correctional Health Services. Using the Two-Factor theory of job satisfaction as a framework, we applied Interpretive Description methodology to analyse interview data. Participants identified changes to four areas of the working environment: (1) staffing, equipment, and resources (2) systems of supervision and support (3) standards, policies, and quality improvement and (4) culture and orientation. These changes predominantly affected motivational factors of job satisfaction and were described as enriching the roles of managers and staff. Participants described improved autonomy and recognition of providers, increased quality of services delivered, and a shift toward patient-centred care. The perspectives of healthcare leaders provide new insight into the potential impact of transferring healthcare services in custody to a public healthcare system. Discussion of changes and their affects also provide practical learning for jurisdictions seeking to improve healthcare under a variety of governance and service-delivery models.

Employee Behavior and Job Satisfaction in an Organization Using Herzberg's Two-Factor Model: A Theoretical Study

A person's behaviour encompasses not just how they handle themselves in social situations but also how they express strong emotions like joy, anger, love, and sadness while at work. Organizations consist of groups of people who share a common purpose and work together to realise it. If a business wants to succeed in its mission, it requires the full cooperation and coordination of all its personnel. The efficiency and success of a company hinge on the efforts and outlook of its employees. Changes in behaviour have effects on the group. Psychologist Fredrick Irving Herzberg, or "Fred," of the United States, developed the Motivation Hygiene Theory of Job Satisfaction. His idea is an attempt to explain what motivates people to work together toward a common objective in an organisation. The goal is to ensure the organization's success. The mood at work can be affected in both positive and negative ways by employees' levels of satisfaction with their jobs. This article demonstrates how workplace cleanliness concerns including company regulations, oversight, position, and job security can contribute to employee motivation and satisfaction. This research examines how employees' attitudes and happiness with their work change inside an organisation that practises the Herzberg two-factor theory

EMPLOYEE PERFORMANCE: THE MODERATING ROLE OF LEADER-MEMBER EXCHANGE (A STUDY ON THE FAST-FASHION RETAIL INDUSTRY)

This study investigated the knowledge gap in the retail sector by exploring the relationship between job satisfaction, counterproductive work behavior, and organizational citizenship behavior on employee per­form­ance moderated by leader-member exchange. The quantitative study used a survey method to collect data with purposive sampling and technique. The survey was conducted on 150 employees from 17 Jakarta, Bogor, Depok, Tangerang, and Bekasi (JABODETABEK) outlets. The data was analyzed using the structural equation modeling partial least square technique processed with smart-pls 3.3.3 tools. The study's findings were as follows: job satisfaction negatively and significantly affected counterproductive work behavior, counter­productive work behavior affected organizational citizenship behavior, and organizational citizenship behavior positively and significantly affected employee performance. In the meantime, leader-member exchange mo­derated job satisfaction's effect on counterproductive work behavior and employee performance but did not moderate counterproductive work behavior's effect on organizational citizenship behavior. The research had novelty from the aspect of a specific sample characteristic: the employees of the fast-fashion retail. It used a conceptual framework that combined theories of job satisfaction, counterproductive work behavior, organizational citizenship behavior, and leader-member exchange to explain employee performance, which had never been done in previous studies in the fast-fashion retail context.

EMPLOYEE PERFORMANCE: THE MODERATING ROLE OF LEADER-MEMBER EXCHANGE (A STUDY ON THE FAST-FASHION RETAIL INDUSTRY)

This study investigated the knowledge gap in the retail sector by exploring the relationship between job satisfaction, counterproductive work behavior, and organizational citizenship behavior on employee per­form­ance moderated by leader-member exchange. The quantitative study used a survey method to collect data with purposive sampling and technique. The survey was conducted on 150 employees from 17 Jakarta, Bogor, Depok, Tangerang, and Bekasi (JABODETABEK) outlets. The data was analyzed using the structural equation modeling partial least square technique processed with smart-pls 3.3.3 tools. The study's findings were as follows: job satisfaction negatively and significantly affected counterproductive work behavior, counter­productive work behavior affected organizational citizenship behavior, and organizational citizenship behavior positively and significantly affected employee performance. In the meantime, leader-member exchange mo­derated job satisfaction's effect on counterproductive work behavior and employee performance but did not moderate counterproductive work behavior's effect on organizational citizenship behavior. The research had novelty from the aspect of a specific sample characteristic: the employees of the fast-fashion retail. It used a conceptual framework that combined theories of job satisfaction, counterproductive work behavior, organizational citizenship behavior, and leader-member exchange to explain employee performance, which had never been done in previous studies in the fast-fashion retail context.

Involving HRM Indicators on Firm Financial Performance: Correlation Study Between Social Factors, Work Environment, and Job Satisfaction

The purpose of this paper is to explore the relationship between factors such as job satisfaction, social factors, and work environment, and their impact on an organization's financial performance. This paper is based on a review of existing literature on the relationship between employee happiness and satisfaction and financial performance. Various theories, such as Expectancy Theory, Locke and Latham's Job Satisfaction Theory, and Fredrick Herzberg's Job Satisfaction Theory, are used to support our findings and analyze based quantitative with SMART-PLS to answer the hypothesis. The study results show that Job satisfaction has a positive impact on financial performance. Increased job satisfaction can reduce employee turnover, increase productivity, and reduce recruitment and training costs. Social factors, such as a positive organizational culture, effective communication, social support, and team diversity, also affect financial performance by creating a more dedicated and motivated workforce. Social factors also have a positive and significant effect on job satisfaction. Positive relationships with coworkers and superiors, good communication, and social support contribute to higher job satisfaction. A good work environment, including a comfortable physical environment, a positive work atmosphere, healthy employee relations, supportive company policies, and a positive work culture, contributes to employee motivation and company performance. This paper highlights the importance of factors related to employee happiness and satisfaction in achieving better financial performance. It provides managers with insights on how to improve employee satisfaction, build a positive organizational culture, improve communication, and create a supportive work environment. The findings also contribute to the existing organizational and management theories by emphasizing the significance of psychological and social factors in predicting financial performance.

Professional Self-determination of Adolescents (on the Example of the Primary Branch of the Russian Movement of Children and Youth)

The article substantiates the significance of the activities of the adviser to the director for education and interaction with children’s public associations for the professional self-determination of adolescents. The socialization of adolescents is an important process in the development of a personality and consists of many aspects, such as socio-economic, political, cultural, professional, etc. Within the framework of this topic, the main aspect of the socialization of adolescents will be social and professional self-determination through the activities of a public organization of children and youth. In our opinion, this is one of the effective means that can help adolescents not only make a more informed choice that comes through understanding their capabilities and goals. The article determines with the help of what methods and forms the successful professional self-determination of adolescents in the public organization of children and youth will be carried out. The purpose of the article is a theoretical substantiation and experimental confirmation of the methods and forms of professional self-determination of adolescents on the example of the primary department of the Russian Movement of Children and Youth. The theoretical and methodological basis of the study was: the ideas about the relationship between the individual and the social L. S. Vygotsky, A. N. Leontiev, S. L. Rubinshtein; approaches to the socialization of teachers, psychologists, sociologists A. G. Asmolov, A. V. Petrovsky, A. V. Mudrik, Yu. B. Boltunov, A. I. Shcherbakov, S. G. Gellerstein, the concept of individuality A. Anastasi and L. Tyler; the theory of job satisfaction by Herzberg, the concept of “individual style of activity” by E. A. Klimov, the theory of professional suitability by K. M. Gurevich. In conclusion, the implemented measures for the preliminary selection of children according to their personality type and preferred professional activities in the directions of the primary department of the RDDM, as well as the systematization of career guidance work, are shown.

The Influence of Work Discipline, Job Satisfaction and Work Motivation on Employee Performance in Development Institutions East Java Province Construction Services

Abstract. The formulation of the problem in this study is how the influence of work discipline, job satisfactionand work motivation on the performance of East Java Province Construction Services employees (East JavaLPJK). This research is to identify and analyze the effect of work discipline, job satisfaction and employeemotivation on employee performance. Meanwhile, the theory used in this study is the theory of work discipline,job satisfaction theory, motivation theory and performance theory. Meanwhile, this research was conducted at theEast Java LPJK. This type of descriptive-quantitative research uses the census method, where the entire populationof 50 people is used as a sample in the study. The nature of the research is explanatory research. Testing thehypothesis using multiple linear regression analysis using a confidence level of 95 percent.The results showed that the independent variables (work discipline, job satisfaction and employee motivation)simultaneously had a significant and positive effect on employee performance at LPJK East Java. Meanwhile,partially each variable has a significant effect on employee performance. As for work discipline, it is the mostdominant factor influencing employee performance at the East Java LPJK, meaning that employee work disciplineplays the most dominant role in determining employee performance at East Java LPJK. The results of hypothesistesting show that the coefficient of determination is 0.618, so in this case it shows that 61.8% of the independentvariables (work discipline, job satisfaction and work motivation) can be explained in the dependent variable(employee performance) at LPJK East Java,Keywords: Work Discipline; Job Satisfaction: Work Motivation; Employee Performance

The Effect of Educational Mismatch on The Turkish Manufacturing Industry

This article explores educational mismatch for twenty-three different Turkish industrial sectors using all available household surveys from 2004 to 2015. Our aim is to first evaluate the educational mismatch level in the Turkish industrial sectors and then analyze its effects on the sectoral total factor productivity, labor productivity, and wages. For the sectoral total factor productivity, our dynamic panel data estimations suggest that the modal value of education increases the growth rate of total factor productivity. Therefore, the widespread existence of educational mismatch implies the efficiency loss in Turkish manufacturing sector for the period of 2004-2015. For the sectoral labor productivity, the modal value of education and the mean value of over-education increases labor productivity whereas the mean value of under-education decreases it. These results clearly imply that the human capital theory overcomes the job satisfaction theory for the Turkish industrial industry because the mean years of over-education increases the sectoral labor productivity. For the sectoral wages, the mean value of over-education raises wages.

Obstacles to Job Satisfaction Among Workers Living with War Caused Disabilities in ‎Changara District in Mozambique. ‎

Job satisfaction of all categories of workers is one of the key antecedents that ensure increased competiveness of organizations. The need to establish factors that impede job satisfaction among people living with war induced disabilities was the main aim of this study. Furthermore, effects of war that adversely affect the attitude of workers with war induced disabilities towards their work were a major driver of this paper. The study employed a pure qualitative research approach where data was collected using face to face interview from 29 participants and analyzed using the thematic data analysis method. Participants were selected using snowballing sampling technique. Job satisfaction was found to be extremely low among employees living with war induced disabilities. People with different disabilities experience a host of work and home related challenges which significantly affect their job satisfaction levels. The problems encountered by people living with disabilities that affect their job satisfaction are mainly centered on ergonomics, lack of relevant assistive technology, stigmatization, discrimination and lack of physical and emotional protection from weather conditions, workmates and supervisors. The link between job satisfaction of workers with war induced disabilities and organizational competitiveness would further advance theory of job satisfaction and provide managerial implications that is helpful for an improved organizational performance. The study recommended that organizations should re-organize their work stations so as to accommodate the needs of people with disability.

Employee Job Satisfaction in Higher Educational Institutes: A Review of Theories

Employee Job satisfaction is an indication of how happy you are with your job. A person will feel confident and enthused about their work if they adhere to this value of job satisfaction. Teachers play a crucial role in the delivery of knowledge in higher educational institutes, As a result, it is no wonder that the subject of their job satisfaction frequently comes up in conversation. Job-satisfaction theories from Maslow to Lock have all been proposed to try to explain or understand the phenomenon of job satisfaction and motivation. Factors that contribute to employee job satisfaction change over time and cultural aspects are very important very analyzing these theories. In this study, a descriptive research design is used, and conclusions are drawn using a theory-based approach. According to the findings, job satisfaction of academic staff can be improved by implementing theories of satisfaction/motivation in higher educational institutes. Job satisfaction of academic staff leads towards the delivery of quality education resulting in student satisfaction and better university performance. This study has several implications for researchers and policymakers that it makes no difference whether theories are correct or incorrect; rather, it is determined by the environment in which they are used. Theories must be redesigned to incorporate the most recent results in human psychology.

Nature of Work Satisfaction: The Differences in Gender, Age, Tenure and Management Position Among Academics in Malaysian Universities

Job satisfaction is one of the key attitudes in reflecting the behaviour of workers at the workplace. It is constituted by many predictors including nature of work. This article analysed academics in higher education institutions satisfaction on nature of work and its differences based on demographic backgrounds. Using a simple random sampling technique, the researchers drew a sample of 1078 academics from three universities participating public universities in Malaysia. The findings indicated high level of satisfaction with nature of work among academics and there are differences of satisfaction level based on academics’ age, gender, tenure and management position. The variability of the current study’s findings with the past studies and job satisfaction theories, together with the implications of nature of work satisfaction among academics in higher education institutions are discussed.

Assessing the Impact of Work-Related Attitudes on Performance in the Private and Public Sector of Employment in Ghana

This paper examines employee attitudes and how it promotes overall performance at the workplace. The paper is an outcome from questionnaires administered to 39 respondents: teaching and non-teaching staff in the Cape Coast Metropolis in Ghana. Using Herzberg’s two-factor theory, expectancy theory and theories of job satisfaction and organizational commitment, this paper sheds light on the factors that make employees develop positive work attitudes and motivation on the job, it likewise assesses the place of higher remuneration and effective supervision towards employee work attitude. The findings from the research show that employees in the private sector of employment showed higher levels of job involvement and enjoyed enormous job security than those in the public sector. In addition, supervision was effective in the private sector than in the public sector of employment. We therefore recommend the improvement in infrastructure and the provision of enabling working environment and good working conditions for efficient employee output . Keywords: Public Sector, Private Sector, Attitudes, Performance, Expectancy Theory, Herzberg Theory, Motivation, Supervision, Employees, Environment DOI: 10.7176/RHSS/10-22-12 Publication date: November 30 th 2020

Orchestrating automation and sharing in DevOps teams: a revelatory case of job satisfaction factors, risk and work conditions

ABSTRACT Agile can be seen as an accelerator to develop software, yet it suffers from bottlenecks between development and operations. DevOps can overcome bottlenecks between agile development teams and operations, notably by providing continuous integration, delivery and deployment, thus improving end-to-end processes between development and operations functions. However, literature on DevOps effects is scant. Using job design characteristics theory and Herzberg’s job satisfaction theory, this paper investigates perceptions of job (dis)satisfaction, risks and work conditions among 59 employees working within 12 agile and DevOps teams in the same firm. Findings show that DevOps provides greater job satisfaction than agile alone. However, this case study also unveiled an effect of risk amplification with DevOps, and the greater need to orchestrate automation and sharing, contingent on work conditions. We theorise that orchestration of interactions between automation and sharing and related risks must be managed to improve job satisfaction when agile teams transition to DevOps.