Employee Work Satisfaction Research Articles

The Effect of Work Environment and Compensation on Employee Work Satisfaction at Medical Appliance Company

The Effect of Work Environment and Compensation on Employee Work Satisfaction at Medical Appliance Company

The Impact of Leadership Style and Working Motivation for Employee Performance With Job Satisfaction as Intervening Variabel

This survey is a quantitative survey that was conducted with a sample of 55 employees from PT Jaya Abadi Denpasar utilizing the total sample/saturated sample/census approach. The goal of this study was to identify and assess the influence of leadership style and job motivation on job satisfaction and performance among employees of PT Jaya Abadi Denpasar. The results of the validity tests are valid, the results of the reliability tests are reliable, the results of the normality tests are the normal distribution of the study data, and the heteroscedasticity tests do not reveal any heteroscedasticity. A multicollinearity test reveals that there is no multicollinearity. The following are the study's findings, based on data analysis and discussion: 1. Leadership style has a major influence on employee work satisfaction at PT Jaya Abadi Denpasar. 2. Work motivation has a significant influence on employee work satisfaction at PT Jaya Abadi Denpasar. Job satisfaction has a substantial influence on staff performance at PT Jaya Abadi Denpasar. 4. The management style of PT Jaya Abadi Denpasar has a significant impact on staff performance. 5. Work motivation has a significant influence on the performance of employees at PT Jaya Abadi Denpasar. 6. In PT Jaya Abadi Denpasar, leadership style has a substantial impact on staff performance via work satisfaction. 7. Job satisfaction at PT Jaya Abadi Denpasar has a major influence on staff performance.

A Study on the Relationship between the Organizational Citizenship Behavior and Organizational Fairness with Mediating Effect of Employees Work Satisfaction

Organizational citizenship behaviors (OCB) promote organizational efficiency. Organizational justice acts as a stimulus for the growth of human society. Job satisfaction is ultimately a result of the employee's own state of mind. The major goal of this study was to check the relationship between the OCB and firm justice with mediating effect of workers’ job satisfaction at NADRA Pakistan. This investigation is based on information collected from 370 employees, including front-line administrators. Descriptive statistics, correlation analysis, and regression analysis were employed as statistical methodologies for data analysis. The findings indicated a significant correlation between the concept of OJ and the manifestation of citizenship behavior. Furthermore, the results illustrate a favorable correlation between OJ and OCB, which was facilitated by the mediating effect of job satisfaction. The implications of these findings hold great importance not only for the management of NADRA, but also for other entities that have the potential to aid the government and society.

Impact of Fear of COVID-19 on Employee Productivity and Work Satisfaction - A case study from the Banking Sector of Pakistan

A Partial Least Squares Structural Equation Modelling (PLS-SEM) analytical approach is used, to explore the present research influence of COVID-19 fear on job satisfaction and productivity among workers at an ABC Bank branch in Pakistan. The sample data of 230 employees were analyzed to determine if COVID-19 had any effect on employee satisfaction and productivity, as well as if satisfaction influenced productivity. Cross-sectional data were collected through self-report questionnaires and an interview. The research was focused on Pakistan’s banking industry, which includes 29 banks, and used PLS-SEM as a data analysis method. Results indicate that COVID-19 did not have a significant impact on either satisfaction or productivity. However, the study highlights the varying degrees of awareness of COVID-19 and its spread, which can cause different levels of psychological and behavioral effects. Overall, this research contributes to the existing literature on COVID-19 and its impact on employee well-being and work performance. The Qualitative findings support the finding of quantitative research findings

The Performance of Non-pns Islamic Religious Exechers With Work Environment on Work Satisfaction of Employees of the Ministry of Religion Office in Kua Simokerto District, Surabaya City

Everyone must desire to fulfill a sense of pleasure in it by showing that he is happy and satisfied with what he is doing. In the world of work, job satisfaction is very important for an employee; it will affect the attitude and morale of employees while carrying out their work. Job satisfaction is an individual thing and is influenced by various factors. Therefore, the institution must consider what factors make employees look happy. This study aims to determine how important the work environment is in increasing employee satisfaction. The method used in this research is a descriptive qualitative analysis using a case study research type by utilizing primary and secondary data sources. The results of this study indicate that the work environment has a positive influence on job satisfaction. If the quality of the work environment is good, then perceived satisfaction positively affects employee job satisfaction.

The Importance of Monitoring the Work-Life Quality during the COVID-19 Restrictions for Sustainable Management in Nursing

The aim of this study was to investigate the work-life quality and related workplace factors of nursing employees working in hospitals during the COVID-19 restrictions. Employees in nursing carry out nursing care at various levels of healthcare. Work-life quality refers to an individual’s feelings concerning work and outcomes and depends on different working characteristics and conditions. Quantitative research based on a cross-sectional study was used. This cross-sectional study included 486 employees in nursing from four Slovenian acute care hospitals. The results showed that most employees in nursing assessed the work-life quality on a moderate level: 76% were satisfied with their work, and 89% assessed their well-being at the workplace as positive. Considering the leaders’ support, the number of patients, adequate information, teamwork, working position, use of days off, and equipment for safe work, we can explain the 53.5% of the total variability of work-life quality. We also found that work-life quality had an essential effect on well-being at the workplace (β = 0.330, p < 0.001) and work satisfaction (β = 0.490, p < 0.001) of employees in nursing. Work-life quality refers to an employees’ feelings about their workplace, and its monitoring is important for higher employees’ well-being and health. For management and policymakers in nursing, it is important to design strategies to ensure an adequate number of competent employees and establish a supportive leadership system. Work-life quality is an important factor in the recruitment and retention of the nursing workforce. Flexible working conditions and policy changes can improve work-life quality and balance. Nursing management must understand the influencing factors of work-life quality to improve nursing employee retention strategies.

When young adults preparing to enter the workforce find task support stressful: an investigation on individual differences and implications for human resource management

PurposeWhen young employees enter the workforce, young employees typically require extensive task support to perform well and adjust to the workplace setting. However, this support often incorporates controlling supervisor behaviors that can be stressful for them, such as negative feedback, close monitoring and time pressure. This can negatively impact young employees' turnover and work satisfaction. This article presents an empirical investigation of how individual differences related to self-regulation at work determine whether controlling supervisor behaviors are appraised as stressful by young adults preparing to enter the workforce.Design/methodology/approachIn total, 315 university students completed the Survey of Activity Styles (SAS) along with items relating to dispositional traits related to self-regulation in the workplace and appraising controlling supervisor behaviors. A hierarchical regression approach was used to test the study's hypotheses.FindingsThe findings demonstrate that perceiving controlling supervisor behaviors as stressful by young adults preparing to enter the workforce depends on a combination of dispositional traits: emotional reactivity, extraversion and the need for achievement as well as preferences in structuring and completing tasks: multitasking and a methodical approach to tasks.Practical implicationsThe study's results suggest that depending on individual characteristics, providing effective task support to young adults entering the workforce may require adjusting how the task support is provided or guiding and training on how to approach and organize work tasks.Originality/valuePrevious studies focused on the organizational and personal benefits of task support provided to young adults entering the workforce; the study demonstrates how individual differences linked to perceiving controlling supervisor behaviors can undermine these benefits.

The Effect of Compensation and Organizational Commitment on Work Satisfaction in Transportation Company

The purpose of this study is to ascertain how organizational commitment and pay affect employee job satisfaction. The dissemination of questionnaires and the usage of library data were the approaches used in this study's quantitative methodology. Using the saturated sample method, 50 employees made up the study's sample. Using SPSS 22 for data analysis, multiple linear regression is the method employed. The data quality test, the conventional assumption test, the hypothesis test, and the coefficient of determination are the data analysis techniques that are employed (R2). The findings of this study suggest that organizational commitment and salary have a considerable impact on employee job satisfaction, either partially or simultaneously. Employee work satisfaction is most strongly influenced by organizational commitment.

Artificial intelligence: the way ahead for employee engagement in corporate India

PurposeEmployee engagement (EE) can result in multiple positive impacts not only on the individual and his/her team but also on the organisational and financial outcome of the business. If artificial intelligence (AI) can be used as a tool to facilitate EE, organisations will be more than satisfied to adopt it. The paper aims to study the penetration of AI for EE in corporate India.Design/methodology/approachBased on the information gathered through secondary research, a framework of questions was built and sent to some senior people in the area of AI and HR to check for its completeness. Respondents based on inclusion criteria were selected through random purposive sampling to be a part of the study. A total of 23 respondents participated in the study. Qualitative data analysis of the transcripts was conducted using MAXQDA 2022 (Verbi Software, Berlin, Germany), which is a qualitative data analysis software. Multiple readings were undertaken to identify the patterns and relationships in the data.FindingsThe participants described a variety of issues while using or planning to use AI for EE. Some of the issues mentioned were related to cost, challenges, mindsets and attitudes, demography of employees, comfort in the use of technology, size of the organisation, change management strategies, software vendors and vendor support. The most common responses were grouped into headings such as Organisation, Process, Employee and Software Choice Related aspects.Originality/valueLately, the overall work environment, work and personal life balance, and quality of life have become more desirable than earning a good salary. AI is becoming a part of various aspects of business but its role in HR is yet to be explored. AI’s capabilities to predict may result in more employee work satisfaction. The paper explores the possibility of using AI as a tool in every aspect of employee life cycle, thereby attempting to make HR processes more productive and enhance EE.

Engage and enjoy-investigating predictors of employee engagement and work satisfaction in equine veterinary professionals.

Individuals working in the field of veterinary care are regularly affected by their profession. High levels of responsibility to often provide life-saving health care to animals combined with having to manage owners' expectations and irregular working hours can cause considerable levels of work-related stress among professionals in equine veterinary practice. On the positive side, research also shows that working in the veterinary profession can have a positive impact on personal wellbeing and feelings of fulfillment. A limited number of studies has investigated work satisfaction and engagement among veterinarians across the globe, and none specifically in the equine veterinary work field. The aim of the current study was to identify relevant predictors of employee engagement and work satisfaction in relation to demographic and work environment related factors in the equine veterinary profession. A cross-sectional study design was used to investigate work satisfaction and employee engagement among equine veterinary professionals from the UK, the US and the Netherlands using an online survey. Results suggest that levels of work engagement and satisfaction in the veterinary profession may be gauged using four factors. These factors encompass Pride and purpose (the extent to which personal core values align with the mission of the employer, i.e., the veterinary practice), Company culture and relationship with management (the manner in which staff members interact with each other and the management), Working conditions and compensation (formal employment conditions relating to responsibilities and rewards and levels of collegiality) and Team culture and learning possibilities (encouragement to pursue personal and professional growth). Findings underline the importance of being particularly mindful of inexperienced colleagues, those with demanding family commitments and, where feasible, of providing employees with a modicum of autonomy in order to ensure a satisfied equine veterinary workforce.

Antecedents of Job Satisfaction and Its Progressive Intertwinement with Organizational Commitment: From a Higher Education Perspective

AbstractAs higher education institutions assume an ever-increasing role in the global shift to a knowledge-based economy, the requirement for a sufficient number of skilled academic staff as knowledge producers and disseminators at each institution becomes critical. In spite of this, schools and universities, like many other organizations, are seeing a major exodus of staff owing to poor job satisfaction and organizational commitment. To overcome these critical concerns, a thorough grasp of the factors acting as the driving force behind job satisfaction and its intertwinement with organizational commitment is vital. This study is conducted utilizing a PLS-SEM approach in order to achieve the stated objective. This research demonstrates the favorable influence of job rewards, job attributes, job stress, dispositional affects, job responsibility, and profession attractiveness on employee work satisfaction, as well as the negative effect of job stress. In addition, this study demonstrates the reciprocal nature of the relationship between job satisfaction and organizational commitment, with the influence of organizational commitment on job satisfaction predominating over the influence of job satisfaction on organizational commitment. This research not only contributes to the enrichment of the relevant literature and the resolution of the associated academic debate, but it also gives evidence-based policy suggestions that can be implemented to increase employee job satisfaction and organizational commitment.

The Influence of Gender, Age, Academic Level and Motivation on Satisfaction Toward Benefits Received by Gig Economy Workers in Malaysia

The emergence of new modes of employment relations has contributed to the development of gig economy workers who are employed on a mostly freelance basis, carrying out short-term jobs or contracts without or with one or more employers. The research aims to identify the level of motivation and satisfaction towards the benefits received by gig economy workers, to assess differences in the level of motivation and satisfaction based on gender, age and academic level and to ascertain if the demographic variables and motivation are predictors of satisfaction. A set of questionnaires in google form is utilized for data collection in the Selangor area via various social media. A total of 384 responses were recorded and analyses including descriptive and inferential tests were done. Both motivation and satisfaction are at a high level. ANOVA tests showed that motivation and satisfaction are significantly different based on gender (motivation: F=6.482, p<0.05 and satisfaction: F=0.040, p<0.05) and age (motivation: F=5.977, p<0.05 and satisfaction: F=3.940, p<0.05). Regression analysis indicated that age and motivation explained 59.0% of the variance in satisfaction (adjusted R2=0.59, F(2,381)=276.020, p<0.05). Policies and interventions can be developed to create an environment and conditions conducive to employee happiness, resulting in an increase in employee motivation and work satisfaction. Because gig workers have demonstrated a desire to learn and grow, respective agencies can provide complimentary, voluntary educational activities such as full-fledged courses and seminars in areas deemed needed.

Job Satisfaction of the Service Sectors Employees with Special Reference to Chennai: A Study

Abstract: The economic well-being of both individuals and the nation is strongly affected by employment. The employee's job satisfaction is critical for effective employment. This research was carried out to identify the variables that determine employee work satisfaction. A structural questionnaire was conducted to capture the relevant information from 303 respondents. Simple correlation analysis was utilized to analyze and interpret the data. The analysis found that Job satisfaction issues connected to organizational culture, non-financial benefits, and career progression have a positive relationship with job security. Career Advancement was ranked with the least mean value, while job security was rated with the second-least mean value. Career Advancement has both a strong and relatively modest correlation with employees' performance

Recruitment and Selection, Training and Development on Job Satisfaction Mediated by Motivation: Exploratory and Confirmatory Factor Analysis in the Ghanaian SMEs

Purpose - The specific objectives were to determine the extent to which recruitment and selection and, training and development affect job satisfac-tion, and evaluate the impact of recruitment and selection, training and development on SMEs' job satisfaction using motivation as a mediating factor. Design/methodology - The data were collected from 367 microfinance staff in the Greater Accra Region, Ghana, using a survey design and a ques-tionnaire. IBM SPSS analyzed the data for descriptive statistics and AMOS for the structural equation model (SEM) to study relationships among the variables. Findings - The study found that recruitment and selection, and training and development positively linked job satisfaction. Furthermore, the study re-vealed that recruitment and selection and, training and development had little impact on employee work satisfaction. Motivation does not mediate the job satisfaction of SME employees. According to the research, job satis-faction necessitates recruiting, selection, training, and development. Limitations of the study – The context of this study was limited to micro-finance institutions within the Greater Accra Region, Ghana. Besides, the scope was also limited to recruitment and selection and training and devel-opment and how they affect job satisfaction as mediated by motivation. Practical Implications - This research contributes to our understanding of the elements that determine employee job satisfaction The findings will help microfinance attract and choose the right people for success. Originality/Value – In an emerging country like Ghana, this study em-ployed a unique technique to evaluate employee job satisfaction in micro-finance firms. The study investigated the impact of job satisfaction on planned recruitment and selection, training and development, and motiva-tion.

Employee Marketing: The Effect on Workforce

Internal marketing contributes to increased levels of employee brand loyalty, which can lead to incremental increases in sales and profitability. Additionally, brand-loyal employees have a great opportunity to promote their company to their loved ones, co-workers, and neighbours. Furthermore, increased levels of employee brand loyalty may be associated with increased levels of employee work satisfaction. The scope of this paper is to understand how the employee marketing is emerging. The future aspect of the research is also considered.

A STUDY ON EMPLOYEES JOB SATISFACTION IN SELECTED PHARMACEUTICAL INDUSTRIES

The advancement of the economy is significantly impacted by the activities of the pharmaceutical industry. This investigation's objective is to ascertain the degree to which workers at various drug companies are content with their jobs and the role that they play in the company. The major emphasis of this inquiry is on the relevance of the phrase "occupation fulfilment factors" and the influence that these aspects have on the overall sense of job satisfaction experienced by representatives. The pharmaceutical industry's representatives have progressed to the advantageous stage of the summative task fulfilment procedure. The current evaluation gives an update on the level of job satisfaction that is now held by representatives of various pharmacy organisations and analyses some of the issues that have come up as a result. The aim of the study are to examine the Profile of the sample respondents in examined area and to determine the elements that impact employee work satisfaction .A descriptive research design combined with a survey methodology was used. For the aim of this study, the researcher has drawn from the primary and the secondary bodies of information. The secondary data were gathered from a variety of resources, including books, periodicals, articles, research projects, and websites. The period of the data collection was done through the Google forms during September 2021. Convenient sampling technique was applied to collect the primary data from 120 sample respondents As a direct result of the continued expansion that the pharmaceutical industry in India is experiencing at the present time, research has primarily begun to investigate the significance of a number of factors, including compensation and advancement opportunities, working climate and conditions, employer stability, worker relationship, and reasonableness in terms of work fulfilment.

Pengaruh Lingkungan Kerja, Budaya Organisasi dan Beban Kerja Terhadap Kepuasan Kerja Dan Kinerja Karyawan BPJS Kesehatan Cabang Muaro Bungo; The Effect Of Work Environment, Organizational Culture And Workload on Job Satisfaction and Employees Performance of BPJS Health Branch Muaro Bungo

There are few serious problems faced by BPJS Kesehatan such as inaccuracy in member’s data management, complicated system, mistreatment toward BPJS patients, and patients’ rejection in several hospitals for various reasons. These problems could be analyzed by scrutinizing the employee work satisfaction and performance which are affected by work environment, organization culture, and employee workload. This study aimed to determine the effect of the work environment, organizational culture and workload on job satisfaction and employee performance of BPJS Kesehatan Muara Bungo branch in 2020. This study was conducted using a quantitative statistical approach and collecting research data using questionnaire. The population in this study were all employees of BPJS Kesehatan Muara Bungo Branch Office, totaling 105 people and all of them were assigned as research respondents. The dependent variable was employee performance and job satisfaction, while the use of the independent variable consisted of the work environment, organizational culture, and workload. Structural Equation Model (SEM) was applied to analyze data for answering the research hypothesis. The findings in this study proved that the work environment, workload, and organizational culture affected on job satisfaction. Workload and organizational culture variables affected employee performance while the work environment variable did not affect performance. The test results of job satisfaction variables were known to have an influence on employee performance variables.

PENGARUH MOTIVASI KERJA, KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN X

Human resources are the most important factor in a company's ability to carry out its business activities, so it is imperative that companies have a pool of qualified employees. Investing in high-quality human resources is both a short-term and long-term strategy for a company or organization. If the company wants high-quality and professional human resources, it must continually develop each employee's skills and reward them accordingly. This article's goal is to examine the link between employee performance and work motivation and satisfaction. This study's methodology is based on a review of existing literature. Reading announcements, summaries, letters, and other written materials is an auxiliary method for collecting data. The findings of this study show that employee performance is positively impacted by work motivation. Employee productivity is positively correlated with job satisfaction. In addition, job satisfaction and work motivation have a positive and significant impact on employee performance.
 Keywords: Work motivation, job satisfaction, employee performance

We need to make sure telecommuting does not exacerbate gender disparity

We need to make sure telecommuting does not exacerbate gender disparity

ANALYSIS OF EMPIRICAL RESEARCH OF STUDENTS AND GRADUATES OF THE FACULTY OF «RAILWAY TRANSPORT MANAGEMENT» ABOUT THE STATE OF PSYCHOLOGICAL CLIMATE IN RAILWAY SUBDIVISIONS

In order to develop corporate culture in the Ukrainian railway subdivisions, this article analyzes the empirical research of the psychological working climate at the regional branch of «South-Western Railway» JSC «Ukrainian Railways». The empirical research was conducted in the form of a questionnaire, based on three methods: assessment of the psychological atmosphere in the team (according to A. F. Fiedler), determination of the index of group cohesion (K. E. Sishor), assessment of job satisfaction (V. A. Rozanova). The research results showed the level of work satisfaction of employees of the selected unit (specialists in transport technology) for various factors.