Work Satisfaction Variables Research Articles

The Efect Of Job Satisfaction And Career Development On Employee Retention At Prime Plaza Kualanamu Hotel

The goal of this study is to see how (1) work satisfaction affects employee retention and (2) career development affects employee retention at Hotel Prime Plaza Kualanamu. This study takes a quantitative method. The population and sample are comprised of 42 employees from Hotel Prime Plaza Kualanamu, drawn using a saturation sampling technique. Job satisfaction (X1) and career development (X2) are the independent variables, whereas employee retention (Y) is the dependent variable. Simple linear regression analysis and multiple linear regression analysis are used to analyse the data, which is processed using the IBM SPSS Statistics 25 test tool. This study found that (1) work satisfaction has a favourable and significant effect on employee retention. This is supported by the t test findings, which show that work satisfaction variables are Thitung 3.360 > Ttabel 2.203 and sig = 0.000 0.050. (2) Career development has a large and favourable impact on employee retention. This is supported by the t test findings, which show that work satisfaction variables are Thitung 6.220 > Ttabel 2.203 and sig = 0.000 0.050.

THE EFFECT OF WORK ENVIRONMENT, MOTIVATION, AND WORK SATISFACTION ON EMPLOYEE PERFORMANCE: A CASE STUDY OF ONE OF THE REGIONAL-OWNED COMPANIES IN MEDAN

This study aims to examine and analyze the effect of work environment, motivation and work satisfaction on employee performance at the Head Office of one of the regional-owned company in Medan. 137 people were chosen as the sample using a stratified random sampling technique out of 209 people of the population. This descriptive quantitative study applied Multiple Linear Regression Analysis as the analytical technique with a significance level of 5%. The results of this study has revealed that simultaneously work environment, motivation and work satisfaction have a significant effect on the employee performance of the Head Office of one of the regional-owned company in Medan. The partial test shows that each of the work environment, motivation and work satisfaction has a positive and significant effect on the employee performance of the Head Office of one of the regional-owned company in Medan. Since the score of determinant coefficient (R2) is 51.4%, the employee performance variable can be explained by the work environment, motivation and work satisfaction variables while the remaining 48.6% can be explained by other factors which were not examined in this

Pengaruh Gaya Kepemimpinan dan Lingkungan Kerja terhadap Kinerja Karyawan Bagian Pabrik Unit Produksi Pagilaran PT Pagilaran

The objectives of this study were (1) to find out the effects of leadership style and work environment on employee work satisfaction, (2) to analyze the effects of leadership style and work environment on organizational commitment, and (3) to identify the effects of leadership style, work environment, work satisfaction, and organizational commitment on employee performances of tea processing at Pagilaran Production Unit of PT Pagilaran. The sampling technique used stratified random sampling method with a total of 112 respondents from a total of 156 employees working in the tea processing factory. The data analysis method was SEM-PLS with SmartPLS version 3.0 software to see the effects of exogenous latent variables (leadership style and work environment) on endogenous latent variables, i.e. job satisfaction, organizational commitment, and employee performance. The evaluation result of the outer model indicates that the Average Variance Extracted (AVE) value for all variables is greater than 0.5 and the composite reliability value is greater than 0.6. It states that the model used in this study is acceptable, while the evaluation of inner model based on the bootstrapping test shows that leadership style variables and work environment have positive effects on work satisfaction and organizational commitment, but do not have direct effects on employee performances. The work satisfaction variables do not have significant effects on the employee performances, while organizational commitment has direct effects on the employee performances of tea processing at the production unit

THE EFFECT OF NON FINANCIAL INCENTIVES, ORGANIZATIONAL COMMITMENTS TO WORK SATISFACTION IN DELTA TIRTA PDAM SIDOARJO

The aim of this study is to know the effect of non-financial incentives and organizational commitment on work satisfaction. there are two variables in this study, namely independent variable and dependent variable. Non-financial incentives and Organizational Commitments become independent variables, while work satisfaction becomes the dependent variable.
 The results of hypothesis testing indicate that simultaneously, non-financial incentives variable (X1), and organizational commitment (X2) have a significant effect on work satisfaction (Y). In the partial non-financial incentives (X1) and organizational commitment (X2) have a significant effect on work satisfaction variables (Y). Among the variables that influence work satisfaction, organizational commitment variables (X2) have the most significant effect on work satisfaction variables (Y).

Measurement of social support, community and trust in dentistry

Relationships among people at work have previously been found to contribute to the perception of having a good work. The aim of the present paper was to develop scales measuring aspects of social support, trust, and community among dentists, and to evaluate psychometric properties of the scales. In 2008, a questionnaire was sent to 1,835 general dental practitioners randomly selected from the dental associations in Sweden and Denmark. The response rate was 68% after two reminders. Principal Component Analysis was applied to 14 items and scales were established based on the resulting factors. Internal consistency was evaluated by Cronbach's alpha. Differential Item Functioning (DIF) with respect to gender, nationality and employment sector was analysed using ordinal logistic regression methods. Construct validity was assessed in relation to self-rated health and a range of work satisfaction outcomes. The percentage of missing values on the items was low (range 0.7%-3.8%). Two scales (range 0-100) were established to measure 'Community with Trust'(nine items, mean = 79.2 [SD = 13.4], Cronbach's alpha = 0.89) and 'Collegial Support'(five items, mean = 70.4 [SD = 20.8], Cronbach's alpha = 0.89). DIF of only minor importance was found which supported cultural equivalence. The two scales were weakly positively correlated with each other. 'Community with Trust' was in general more strongly correlated with work satisfaction variables than 'Collegial Support' was. Stability and internal consistency of the scales were considered as satisfactory. Content validity and construct validity were considered as good. Further validation in other populations is recommended.

Differences in Autonomy and Nurse-Physician Interaction Among Rural and Small Urban Acute Care Registered Nurses in Canada

Canada, two groups of acute care nurses were compared on the work satisfaction variables of autonomy and nurse-physician interaction based on whether their workplace community population was rural (10,000 or less) or small urban (>10,000 but <100,000). For this analysis, the variable “size of community” served as a proxy indicator for hospital size. Kanter’s (1993) theory on the structure of power in organizations was the basis of the hypotheses. As predicted, the rural RNs (n=811) working in the smaller hospital organizations had significantly higher levels of autonomy [F(1, 1229)= 5.602, p<0.05] and higher levels of nurse-physician interaction [F(1, 1229)=27.78, p<0.001] than the small urban RNs (n=427). The findings suggest that the size of an organization or hospital setting does have an influence on the level of autonomous practice and interaction between nurses and physicians.

Employment Satisfaction of Individuals with Spinal Cord Injury

Community reentry after a spinal cord injury is a long-term integrative process, because individuals must adjust to an extraordinary new set of circumstances. In this study, quality-of-life and work satisfaction variables associated with employed or unemployed individuals with spinal cord injury were examined. Quality-of-life and work satisfaction variables associated with 109 employed or unemployed individuals with spinal cord injury were examined by using an employment satisfaction survey. Most of those employed indicated that they would either change jobs or some employment variable such as duties, supervisor, or hours worked. Participants who were not working attributed unemployment to an array of factors including ongoing health problems, lack of transportation, and impact of and/or lost disability benefits. Both groups offered feedback related to information provided to them by medical professionals about return-to-work resources. The following three themes emerged from this analysis: (1) more comprehensive provider training about spinal cord injury is needed; (2) increased communication between consumer and family would be beneficial; and (3) an increase in the flexibility and availability of services would help to ensure access to essential care.

Work satisfaction among community-based mental health service providers: The association between work environment and work satisfaction

This is a study of work environment and work satisfaction among 601 community mental health service providers in the central United States. Aspects of the work environment may limit resources and strategies available to minimize staff burnout and maximize effective service delivery. Three human resource issues related to work satisfaction are reviewed: (a) unique constraints in rural mental health service delivery, (b) the role of paraprofessionals in service delivery, and (c) community-based services for seriously mentally ill individuals. This study demonstrates hypothesized associations between work environment and work satisfaction variables. The results suggest that staff members working with seriously mentally ill individuals are vulnerable to dissatisfaction and stress, and may require special skill and mastery enhancement.

Nurses' work satisfaction and feelings of health and stress in three psychiatric departments

A study was conducted to compare nurses' work satisfaction and feelings of health and stress in three psychiatric departments differing in type of work. Subjects were 65 nurses. Questionnaires and interviews were used. From the results it appears that the admissions department receives relatively high scores on the work satisfaction variables. The short-stay department especially scores relatively negative on both the work satisfaction and health and stress variables. These results are explained in terms of the different work situations, stressing the differences between a dynamic psychiatric environment and a work situation where aims and expectations are not met.