Work Job Satisfaction Research Articles

The Use of HR Policies and Job Satisfaction of Older Workers

AbstractAgainst the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and training. Exploiting unique, linked organization-department-employee data from the European Sustainable Workforce Survey (ESWS), hypotheses derived from the job demands-resources (JD-R) model and relative deprivation theory are tested with 3-level regression analysis. The findings show that demotees are less satisfied with their job compared to older employees who were not demoted, whereas participation in phasing out arrangements is not related to older workers’ job satisfaction. Older employees who received training are more satisfied with their job than those who did not. Moreover, in departments where coworkers participated in training, older employees who did not receive training are more satisfied than those in departments where training is unavailable or in which training is offered, but not used. Phasing out and demotion of colleagues are not associated with job satisfaction of older workers. These results are largely in line with the JD-R model, as demotion would decrease motivation and, in turn, job satisfaction, whereas training would increase job resources and motivation and, in turn, job satisfaction. This study concludes that providing training to older workers is a fruitful HR strategy for employers to stimulate job satisfaction among their older employees and facilitate longer working lives.

Job Satisfaction and Work-Life Balance of Workers of a Manpower Agency in a Highly Urbanized City


 The rapid growth of industrialization and diversification worldwide diverted the trend in the labor market to be shifted towards alternative work arrangements, also known as Non-standard Employment (NSE). In the Philippines, these alternative forms of employment of NSE can be greatly observed. Workers can be under different employment types, namely, regular, probationary, fixed-term or contractual, casual, project, or seasonal. The majority of workers under NSE arrangements fall under a fixed-term or are contractual employees. This enticed the researcher to investigate how alternative work arrangements influence or affect workers' overall job satisfaction and work-life balance, specifically for workers under contractual arrangements or those hired by service contractors or manpower agencies. Thus, the study described and correlated the level of job satisfaction and work-life balance of the manpower agency workers in a highly urbanized city in Negros Occidental.

WORK LIFE BALANCE, STRES KERJA DAN KONFLIK PERAN TERHADAP KEPUASAN KERJA PADA WANITA PEKERJA

The purpose of this study is to see how the effects of Work-life balance on job satisfaction of women workers were studying, how the effects of stress work on job satisfaction women workers were studying, how the effects of role conflict on job satisfaction and how the effects of work-life balance, Job Stress, role conflict on job satisfaction women workers were studying. The samples on this research are 100 respondents. The respondents are the Women Workers were studying In Private University On West Jakarta. The methods of analyze in this research is linear regrestion. The results showed that simultaneous Work-life balance, Job Stress, and Role conflict on Job Satisfaction on Women Workers were studying In Private University on West Jakarta. Partially work-life balance, job stress, and role conflict on job satisfaction on women workers were studying In Private University on West Jakarta and variable work-life balance as a dominant variable. Â Keywords: Work-life balance, Work Stress, Role Conflict and Job Satisfaction

Impacts of the factors on job satisfaction of workers in mining enterprises in Quang Ninh region

Currently, the number of mining workers quitting their jobs is increasing, while coal mining enterprises are facing many difficulties in labor recruitment. To reach current production requirements and future development, coal enterprises need to retain workers for their operation. In this study, we tested 7 factors affecting the job satisfaction of coal workers, the study showed that 4 factors including relationship, income, job and corporation culture affect positively employee satisfaction while job opportunities and working conditions reduce the level of job satisfaction. The research results may be a suggestion to help coal enterprises to devise appropriate solutions to improve job satisfaction of workers, so that they can ensure the maintenance of human resources for production.

마음챙김과 인터넷 중독과 직무열의가 IT종사자의 직무만족에 미치는 영향

본 연구의 목적은 IT종사자들을 대상으로 마음챙김과 인터넷 중독 그리고 직무열의가 직무만족에 미치는 영향을 살펴보는데 있다. 본 연구를 위해 10인 이상의 국내 IT기업 종사자 315명을 대상으로 마음챙김, 인터넷 중독, 직무열의, 직무만족에 관한 설문조사를 하였다. 본 연구의 결과는 다음과 같다. 마음챙김과 인터넷 중독 그리고 직무열의가 직무만족에 주는 영향을 회귀분석으로 확인한 결과, 마음챙김과 직무열의는 직무만족에 정적인 영향을 주고, 인터넷 중독은 직무만족에 영향을 미치지 않는 것으로 나타났다. IT종사자들의 직무만족을 높이기 위해서는 인터넷 중독 예방 및 치료 프로그램보다 마음챙김과 직무열의를 높일 수 있는 프로그램이 필요하고, 특히 IT종사자의 직무만족을 향상시키기 위한 방안으로 디지털 디바이스로 접근하기 쉬운 마음챙김 컨텐츠 도입을 고려할 필요가 있음을 시사한다.

Performance Appraisal and Job Satisfaction for Workers Without and With Disabilities by Gender

This study analyses the effects of performance appraisal on the levels of job satisfaction reported by workers without and with disabilities (aged 16–64) by gender. Particularly, we are interested in investigating the impact of monetary rewards such as pay, bonuses, future raises and potential promotion on job satisfaction by disability status and checking differences by gender. Our data come from the German Socio-Economic Panel (SOEP) for the years 2004, 2008, 2011 and 2016. We estimate job satisfaction equations running a fixed effect "Probit Adapted OLS" model. We find that males with disabilities are less likely to be satisfied with their jobs when they are subject to performance appraisal with monetary effects (appraisals with both short and long-term rewards explain this result), whereas the opposite result is found for females with disabilities (in the case of receiving long-term rewards). We estimate the association of these performance appraisal schemes with recognition from superiors, and with their efforts, personal advances and pay, and we find a coherent pattern with previous results.

Organizational climate, job satisfaction, and turnover in voluntary child welfare workers

Turnover among the child welfare workforce has been linked to workforce demographics, individual-level work attitudes, and organizational conditions. It is relatively understudied how organizational and individual factors may be related to each other in predicting turnover among the voluntary (i.e., private, non-profit) child welfare workforce. The main purpose of this study was to investigate the indirect effects of organizational climate on turnover through voluntary child welfare workers’ job satisfaction. The sample consisted of 849 direct care and clinical workers in 13 voluntary agencies under contract with the public child welfare system in a northeastern state in the United States. Paper-and-pencil surveys were sent out to the agencies. Structural equation modeling was used to examine the relationship between organizational climate, job satisfaction, and turnover intentions. To examine the indirect effects of interest, bias-corrected and accelerated bootstrap confidence intervals based on 20,000 replications were obtained. Results suggested that the effect of organizational climate on intent to leave the agency was fully mediated by job satisfaction (β = -0.16, SE = 0.09, 95% CI = [−0.342, −0.002]), while its effect on intent to stay in child welfare was partially mediated (β = 0.15, SE = 0.06, 95% CI = [0.024, 0.280]). Voluntary child welfare agencies should consider redirecting their resources and focus on how their efforts into organizational changes may impact workers’ job satisfaction in pay, benefits, and promotion opportunities. Given that job satisfaction has a more immediate effect on turnover, it is worth investing in programs specifically designed to enhance job satisfaction. Limitations of our study and directions for future research are discussed.

Relationship Between Job Satisfaction and Burnout Based on a Structural Equation Model.

To understand the relationship between job burnout and job satisfaction for medical workers and analyse the influencing factors. We used two scales to examine medical workers in Hengyang mental hospitals. Multivariate logistic regression and structural equation model were used to evaluate the relevant factors of job satisfaction, and the relationship between job satisfaction and job burnout. The total job satisfaction was at the moderate level. For job burnout was in the middle burnout level. Job satisfaction can have a negative prediction function for job burnout (direct effect -0.684). The relevant factors of job burnout and job satisfaction was as follows: nature of the work, pay, benefits and communication impacted job satisfaction and job burnout. The current level of job satisfaction is relatively low, job satisfaction has a negative effect on job burnout.

Association of care workers’ job satisfaction and global happiness with change of functional performance of severely disabled elderly residents in nursing homes: a cohort and questionnaire study in Japan

ObjectivesThere is growing concern regarding quality of work life (QWL) among care staff in nursing homes. However, little is known about the impact of QWL on nursing home residents’ functional...

Effect of Working Environment on the Job Satisfaction of Workers With Physical Disabilities: Focused on Convenience Facilities and Reasonable Accommodation

Effect of Working Environment on the Job Satisfaction of Workers With Physical Disabilities: Focused on Convenience Facilities and Reasonable Accommodation

Research on the effects of job satisfaction on organizational trust and organizational citizenship in health workers: a case study of university hospitals

Purpose- The aim of this study is to examine the impact of organizational trust and organizational citizenship behavior on job satisfaction in healthcare workers. This study is also intended to be a role model for service businesses. Methodology- To analyze this relationship, research was conducted on 945 people working in university hospitals. This includes the relationship of the lower dimensions of job satisfaction, which is the research dependent variable, to the lower dimensions of other independent variables. Findings- The lower dimensions of trust in a manager and trust in an institution and workload are all moderately related to both dependent variable sizes. The salary and promotion dependent variable turns out to be unaffected by the lower dimension of trust in a manager. The lower dimensions of taking on the workload and feeling of belonging negatively affect job satisfaction in terms of salary and promotion. Trust in the institution and disciplined work has had a direct and positive effect on salary and promotion. The second dependent variable, the feeling of job satisfaction, is directly and positively affected by trust in a manager, trust in an institution, and disciplined work sub dimensions. Organizational trust has been studied as an intermediary variable; as such, no relationship has been found between the sub dimensions of organizational citizenship behavior and the sub dimensions of job satisfaction. In addition, organizational citizenship and job satisfaction between the mediated effects of organizational trust has been examined, but no significant relationship has been found. Conclusion- This study develops a new model of the hospital management’s hospitals interaction experience. This new model fills a research gap by providing an empirical study of the repeated hospital management

Kadın Tekstil İşçilerinin Ustabaşılarıyla Yaşadıkları Çatışmanın, İş Tatminlerine Etkisinde Ustabaşılarının Politik Yetisinin Düzenleyici Rolü1 (The Moderating Role of Political Skill of Foremen in the Impact of Conflict between Women Textile Workers and Foremen on Job Satisfaction of Women Texile Workers)

Purpose – Taking into account the social / political influence theory, it is aimed to reveal the regulatory role of the foreman's political ability in the conflict between women working in the textile sector with their foremen. Design/methodology/approach – Research, data of 478 working women and 125 foreman were obtained through face-to-face survey method. The hypotheses included in the study were tested with Process and HLM (Hierarchical Linear Modeling) applications since the collected data has a hierarchical and bilateral structure. Findings – As a result of the analysis, it was revealed that the interpersonal conflict that women workers working in textile companies operating in Bursa have with their foreman has a negative effect on job satisfaction of women workers. On the other hand, it was determined that the political ability of the foreman perceived by female workers had a statistically significant and positive effect on the job satisfaction of female workers, while the political ability perceived by the foreman himself did not have a direct meaningful effect on the job satisfaction of female workers. Moreover, it has been found that the political ability of the foreman assessed by female laborers and the foreman himself has a regulatory role in this relationship. Discussion – It has been revealed that the political faculty factor has a buffering role on negative job satisfaction resulting from interpersonal conflicts between organizations and subordinate. For this reason, political competence factor should be taken into consideration in business life.

Assessment of Job Satisfaction Level and Its Associated Factors among Health Workers in Addis Ababa Health Centers: A Cross-Sectional Study

Health workers account for the largest share of public expenditures on health and play an important role in improving the quality of health services. There is concern that poor health worker performance limits the effectiveness of health systems strengthening efforts. A cross-sectional study was conducted from September to October 2016 in Addis Ababa health centers. Data were collected from 420 healthcare workers using a pretested and structured questionnaire by trained data collectors. EPI Info 7 was used for data entry, and analysis was done by SPSS version 20. Bivariate and multivariate logistic analyses were used to identify factors associated with the outcome variable and to control confounders. P values less than 0.05 were considered statistically significant. The overall job satisfaction level accounts for 53.8% with 95% CI of (48.9%, 59.0%). Marital status and professional qualification were the potent predictors of job satisfaction. Respondents who never married were 1.65 times more likely to be satisfied in their job than those married or divorced (AOR: 1.65 (95% CI: 1.02, 2.66)). Laboratory professionals and nursing professionals were 2.74 and 1.97 times more likely to be satisfied in their job compared to health officers (AOR: 2.47 (95% CI: 1.14, 6.59) and AOR: 1.97 (95% CI: 1.12, 3.48), respectively). More than half of the healthcare workers in the study area were satisfied in their job. Marital status and healthcare workers’ profession type were predictors of job satisfaction. Research studies indicate that there is a positive relationship between performance and job satisfaction. Accordingly, the present study aimed at determining the level of job satisfaction of health workers and its associated factors in the health centers of Addis Ababa, Ethiopia.

A new approach to the prevention of nursing care rationing: Cross-sectional study on positive orientation.

To assess the effects of nurses' life satisfaction and life orientation on the level of nursing care rationing. Best practice within human resource management argues that striving for a positive orientation within the workforce may create a friendly work environment that could promote the employee's development and job satisfaction in a health care organisation. A total of 547 nurses were enrolled and assessed using three self-report scales: the Basel Extent of Rationing of Nursing Care-R (BERCA-R), the Satisfaction with Life Scale (SWLS) and the Life Orientation Test (LOT-R). Then, the data were submitted into bivariate analyses. More pessimistic nurses with low and moderate levels of life satisfaction, and those with a neutral life orientation, presented with significantly higher BERCA-R scores than those who were more optimistic and who had high levels of life satisfaction. Nursing care rationing depends on psychological factors of life satisfaction and life orientation. Low levels of satisfaction with life and a more pessimistic life orientation negatively contribute towards a higher prevalence of nursing care rationing. Nursing management policies, including intervention management, should consider ensuring positive orientation is in place to increase job satisfaction and optimism in health care workers.

E-health usage and health workers' motivation and job satisfaction in Ghana.

BackgroundThe application of digital technology to improve health service delivery is increasing rapidly in Low- and Middle- Income Countries (LMICs). Digital tools such as electronic health (e-health) have been shown to improve healthcare quality, efficiency and patient satisfaction. However, evidence on health workers’ experiences using e-health services is limited in LMICs. This study examined the relationship between e-health usage and health workers’ motivation and job satisfaction.MethodsThis was a cross-sectional survey design involving health workers across public and private hospitals in the Accra Metropolitan Assembly (AMA). A structured questionnaire was designed and self-administered to 305 respondents. Partial Least Square-Structural Equation Modelling (PLS-SEM) was employed to analyse the data.ResultsFindings showed a significant positive association of job satisfaction with e-health (p < 0.01) and type of hospital (p < 0.01) but not motivation (p = 0.42). Although type of hospital significantly influenced job satisfaction (p < 0.01), it had no significant mediating effect on the relationship between e-health and job satisfaction. Finally, type of hospital interacted with e-health to moderate the association between e-health usage and job satisfaction.ConclusionThe findings suggest that e-health systems can catalyse health workers job satisfaction. Thus, measures to strengthen e-health structures to improve on their efficiency and effectiveness is crucial.

A Review of Training and Development towards Employee Retention in the Banking Sector

This paper seeks to propose a conceptual framework for defining the relationship between training and development and retaining employees through job satisfaction as the intermediary variable in Yemen's banking sector. Indeed, employee retention is a critical success factor for organizations worldwide. Training and development is also one of the most vital issues of human resource management. By reviewing the literature, it is clear that theorists, academicians as well managers emphasize that training and development is an essential and decisive factor. Thus, this paper aims to determine the possibility of enhancing feelings of job satisfaction for workers in the banking sector in Yemen through training and development opportunities granted to them by the institution. From this point of view, the organization's ability to retain its employees and the low intention rate of employee turnover can cause great inconvenience to the organization. The research design for the current study is quantitative. For data collection and measurement, the study mainly adopts both descriptive research design while for data analysis; the correlation research design has opted., a set of questionnaires primarily used during the data collection. The results of this paper are likely to emphasize the importance of training and development as a critical factor affecting job satisfaction, which in turn affects employee retention in the banking sector in Yemen. This study contributes to raising awareness of the importance of training and development as a critical factor in job satisfaction, which is very important, especially regarding the organization's ability to retain its employees.&#x0D;

Do minimum wage increases benefit worker health? Evidence from China

This paper investigates whether minimum wage increases affect worker health in China. Using data on low-skilled workers from the 2014 and 2016 China Labor-force Dynamic Survey (CLDS), I find minimum wage increases significantly improve several measures of health, including self-reported health status and the presence of health conditions. When examining the potential channels underlying the relationship between minimum wages and health, I find the health behaviors (smoking, drinking, and regular exercise) of low-skilled workers do not change significantly after minimum wage increases. Minimum wage increases significantly improve the living standards and job satisfaction of low-skilled workers. Finally, I find minimum wage increases play a larger role in improving the health of rural hukou workers and workers aged 35 and above.

Is it worth relying on potential overeducation?

PurposeThe authors provide first evidence regarding the direct effect of a hiring policy oriented through higher (over) education on firm productivity. Moreover, the authors shine light on the moderating role of the working environment of the firm, qualified as (1) high-tech/knowledge-intensive and (2) knowledge-intensive activities.Design/methodology/approachThe authors use a detailed Belgian firm panel data and compute a measure of high-education hiring policy robust to sectorial bias.FindingsThe authors show that firms that decide to increase their hiring standards with a higher risk to hire overeducated workers are found to be more productive than others which follow the hiring norms in terms of educational levels. Concerning the role of the technological environment, the authors show that high-tech firms may take advantage of additional skills provided by highly educated workers to a bigger extent, such hiring policy leading to even higher productivity improvements.Originality/valueUnlike much of the earlier literature (still essentially focussed on workers' wages, job satisfaction and related attitudes and behaviours), the authors’ econometric estimates are based on direct measures of productivity. They are also robust to a range of measurement issues, such as time-invariant labour heterogeneity and firm characteristics.

Comparing working conditions and job satisfaction in hospitality workers across Europe.

Job satisfaction is important in the tourism sector since workers' satisfaction is key to providing high-quality service, which is very important in determining organizational success. The working conditions that influence job satisfaction depend to a large extent on the institutional context, which shows similarities in some European countries. This research aims to compare working conditions and job satisfaction among European country blocks that have similar institutional characteristics. Unlike previous studies, this research adopts a comprehensive approach by considering institutional and organizational factors in the analysis of employees' perceptions of job satisfaction. The sample is made up of 1633 workers in 16 European countries. The results demonstrate the existence of three different models of working conditions in Europe leading to differing levels of job satisfaction in tourism. These models do not correspond to the clusters identified by the previous literature, which adopts an institutional perspective.

Working environment as a knowledge management stimulator

Este artículo pretende analizar las estrategias de la gestión del conocimiento como estimulador de la satisfacción laboral de los trabajadores dedicados a las ventas de comida rápida en la ciudad de Montería. Se enmarco en los estudios descriptivos, para lo cual se aplicó un cuestionario con escala tipo Likert (validado y confiable) a 8 asistentes de ventas de cadenas de restaurantes. Los principales resultados dan cuenta acerca la mala utilización de estrategias para la gestión del conocimiento y las consecuencias en cuanto a la satisfacción laboral y sus afectaciones de la productividad laboral.