Work Satisfaction Research Articles

Workload and intention to leave among nurses in Turkey: The mediating roles of organizational identification and work satisfaction

AbstractAimThis study establishes the mediating roles of job satisfaction and organizational identification on the relationship between nurses’ workload and their intention to leave.BackgroundThe shortage of nurses is a prevalent global concern. International studies have shown that many variables are associated with nurses’ intention to leave. There is a shortage of literature on some of these variables, which this study is designed to address.MethodsThis study employs a descriptive, exploratory, and correlational design. It was conducted with 373 nurses from seven different hospitals in Turkey. The Workload Scale, the Minnesota Work Satisfaction Scale, the Organizational Identification Scale, and the Intention to Leave Scale were applied in the study.ResultsThe structural equation model shows that the workload of nurses has a negative effect on work satisfaction (β = −0.74; p < 0.001) and organizational identification (β = −0.24; p < 0.001) and a positive impact on intention to leave (β = 0.30; p < 0.001). In addition, work satisfaction (β = −0.32; p < 0.001) and organizational identification (β = −0.24; p < 0.001 were found to affect the intention to leave negatively intention to leave. After the bootstrapping process, the indirect effect was found to be significant.Discussion/conclusionsThe research findings indicate that work satisfaction and organizational identification mediate the correlation between nurses’ workload and their intention to leave. The findings highlight the need for precautions by revealing the risks of nursing shortages anticipated both today and in the future.Implications for nursing policyIn the global nursing crisis, healthcare managers and policymakers must develop strategies to protect the nursing workforce. Policymakers should make sustainable decisions by conducting national self‐assessments on the impact of workload, job satisfaction, and organizational identification on intention to leave to retain nurses.

Network dynamics in subjective well-being and their differences across age groups.

Although the structure of subjective well-being (SWB) has been examined in various studies, no consensus on its structure has yet been reached. This may be due to a neglect of the construct's dynamic aspects and domain satisfaction as a core aspect of SWB. This article aimed to overcome existing research gaps by applying network modeling to longitudinal data of 32,700 adults (24-64 years old) from the German Socioeconomic Panel to analyze within- and between-person dynamics in the structure of SWB across the lifespan. Results indicated that the relationships across SWB components differed across the investigated within- and between-person network structures. Family, work, and income satisfaction tended to be the most central domains across different levels of analysis. The relationship between life and domain satisfaction was neither solely top-down nor bottom-up but instead characterized by distinct, mostly reciprocal relationships. Furthermore, the dynamic relationships of SWB were similar across compared age groups. In sum, the results suggest that the structure of SWB differs between the within-person level and the between-person level but does not change fundamentally throughout middle adulthood. Additionally, this study demonstrates the importance of considering domain satisfaction as an essential component of SWB and that psychometric network models can advance our understanding of the structure and dynamics of SWB. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

A neurosurgical nursing training system based on 3D printing models: practice and exploration of precision medicine.

In recent years, the concept of precision medicine has gradually permeated the field of nursing, presenting new challenges for neurosurgical nursing staff. Traditional teaching methods often struggle to adequately convey complex anatomical knowledge and nursing skills, thereby affecting the learning outcomes and clinical decision-making abilities of nurses. As an innovative educational tool, three-dimensional (3D) printing technology has demonstrated significant potential in medical education in recent years. Therefore, this project aims to explore the advantages and feasibility of using 3D printed models as a novel teaching tool in neurosurgical nursing. The study involved 80 nursing personnel who participated in the neurosurgical rotation training at Shaoxing People's Hospital from 2022 to 2023. The control group (40 individuals) used only traditional teaching tools such as textbooks, multimedia courseware, and laboratory equipment for theoretical and practical training based on the curriculum. The experimental group (40 individuals) incorporated a 3D printing model database as an innovative teaching tool on the basis of traditional teaching methods, and used patient-specific 3D printed models for precise nursing training. After the training, both groups were assessed for theoretical and practical abilities, professional values, job satisfaction, and the prognosis of intracranial aneurysm patients they cared for. The experimental group demonstrated superior scores in theoretical and practical abilities, professional values, and job satisfaction compared to the control group. During the training period, patients with intracranial aneurysms receiving precision nursing care from the experimental group showed better quality of life and neurological functional outcomes compared to the control group. The nursing training system based on 3D printing models can enhance the learning efficiency and nursing work satisfaction of nursing personnel. It may have a positive impact on the professional values of nursing personnel, thereby laying a solid foundation for providing high-quality, precise nursing services in the field of neurosurgery in the future.

Dynamic Data-Driven Deterioration Model for Sugarcane Shredder Hammers Oriented to Lifetime Extension

Several sugar mills operate as waste-to-energy plants. The shredder is the initial high-energy machine in the production chain and prepares sugarcane. Its hammers, essential spare parts, require continuous replacement. Then, the search for intelligent strategies to extend the lifetime of these hammers is fundamental. This paper presents (a) a dynamic data-driven model for estimating the deterioration and predicting remaining life of the sugarcane shredder hammers during operation, for which the real data of the entering sugarcane flow and the power required to prepare the sugarcane are analyzed, and (b) a management architecture intended for online decision-making assistance to extend the hammers’ life by making a trade-off between the desired lifetime, along with a nominal shredder work satisfaction criterion. The deterioration model is validated with real data achieving an accuracy of 84.41%. The remaining life prognostic is within a confidence zone calculated from the historical sugarcane flow, with a probability close to 99%, fitting a lognormal probability distribution. A numerical example is also provided to illustrate a closed loop control, where the proposed architecture is used to extend the useful life of the hammers during operation, adjusting the incoming sugarcane flow while maintaining the nominal work satisfaction of the shredder.

Regional Differences in Job Satisfaction among Chinese Social Workers: The Mediating Effect of Attitudinal Professionalism.

Job satisfaction is a vital factor associated with better physical health and subjective well-being among social workers. This study aims to explore the job satisfaction of social workers from China's Mainland and Macao and the role of attitudinal professionalism on regional differences. A cross-sectional survey collected data from 292 social workers in Mainland and 108 from Macao one year after the outbreak of COVID-19; 72 percent were female, less than half were married (44.8 percent), the average age was 32.64 years old, and the average working time was 6.07 years. Data were analyzed using descriptive statistics, independent t tests, and mediation analysis. Results indicated that Mainland social workers reported a significantly higher level of job satisfaction and attitudinal professionalism than Macao social workers. Moreover, attitudinal professionalism helped explain the regional difference in job satisfaction. The evidence from this study highlights the need to nurture professional beliefs and values among social workers, especially for Macao social workers, and also underscores the importance of developing continuing education programs to enhance social workers' identification with and commitment to the profession. We also need to improve financial compensation and social status for Mainland social workers to sustain their professionalism.

Ransomware HR: Human Resources Practices and Organizational Support in the Conti Ransomware Group

ABSTRACT Ransomware is widely regarded as one of the most economically damaging cybercrimes. Existing criminological research has focused largely on the structure, routines, and activities of ransomware groups, or traced financial transactions to advance understanding of their associated harms. This paper explores how the Conti ransomware group employed human resources (HR) practices and other organizational supports to recruit, retain, and motivate its employees. Data is drawn from a leaked dataset containing tens of thousands of messages between employees and affiliates of Conti. We analyze this dataset through the lens of organizational support theory (OST), one of the most influential theories in the field of organization and management psychology. Our analysis shows that Conti employed a variety of HR practices to improve worker satisfaction and commitment, many of which are supported by OST research. By better understanding these practices, we aim to provide a novel, theoretically informed perspective through which the operations of ransomware groups can be better understood. The paper concludes with a discussion of how this knowledge can be used to inform the development of law enforcement strategies intended to disrupt ransomware groups.

Work Satisfaction and Its Relationship with Burnout and Its Consequences, Using a Structural Model, in Air Cabin Crew Members

Burnout is an emerging socio-labor phenomenon, where this problem is particularly relevant in airline cabin crew members, who face important psychosocial demands and difficult working conditions. This study aimed to analyze job satisfaction and its relationship with burnout and its consequences (family–work conflict (FWC), work–family conflict (WFC), and psychosomatic disorders), through structural models. The sample consisted of 732 workers in the aeronautical sector (204 men/28% and 528 women/72%), aged between 19 and 53 years (M = 33.56, dt = 6.62). The hypotheses were tested using a path model. The selected hypothesized model [where work satisfaction is associated according to the relationships established burnout model showed an adequate fit of the data, including a mediating role of feelings of guilt in the relationship between burnout and FWC (where FWC was associated with WFC and psychosomatic disorders). The findings of this study provide further insight into the problematic experience and development of burnout in airline cabin crews, in turn providing new evidence on the bidirectional and reciprocal relationships of FWC.

Like a fire brigade, but without pay - Experiences of temporary employment among workers in Swedish elder care

This study investigates experiences of temporary work among care personnel in elder care. Semi-structured interviews were performed with fifteen temporarily employed care personnel in municipal nursing homes or home care and analysed using phenomenography. The informants’ experiences of having temporary employment were characterised by either a sense of flexibility or, more commonly, uncertainty, lack of control over life, time and economic situation, as well as difficulties associated with always being available. The informants’ experiences of working as temporary employees were characterised by the enjoyment of work and job satisfaction, differing experiences regarding the division of work and communication, but also being in an exposed position. The results reflect an experience of being in a vulnerable position. Taking these results into consideration in developing interventions to enhance the working conditions for temporarily employed might as a secondary result decrease the turnover and increase the continuity of the care for the elder.

A study of the factors and correlations influencing the safety level, job stress and job satisfaction of workers in small business in Korea

BackgroundJob stress was found to directly increase the likelihood of accidents and indirectly increase the likelihood of accidents by lowering the safety atmosphere. Job stress has a significant impact on the safety environment, and job satisfaction is effective in reducing accident rates. Accordingly, we sought to investigate the correlation between safety level, job stress, and job satisfaction in small businesses with a high risk of industrial accidents. Additionally, we aim to investigate factors that may affect job stress, job satisfaction, and safety levels. MethodsThis study was conducted on 230 workers in small businesses in Korea. First, hierarchical regression analysis was conducted using SPSS software, and anova analysis was used to investigate significant variables. Finally, the relationships between variables were investigated using structural equation modeling (SEM). ResultsThe analysis results showed that safety level and job stress had a negative correlation with a coefficient of -0.8. Safety level and job satisfaction had a correlation with a coefficient of 0.2. Job satisfaction and job stress had a negative correlation with a coefficient of -0.7. This shows that when job stress is high, there is a negative correlation between job satisfaction and safety level. In addition, 4 general characteristics items and 3 job characteristics items showed a correlation with job stress. 2 general characteristics items and 8 job characteristics items showed a correlation with job satisfaction. 4 general characteristics items and 11 job characteristics items showed a correlation with safety level. ConclusionSmall businesses' job stress, safety level, and job satisfaction showed a significant correlation. In addition, the relationship between the variables affecting them was significant. In order to reduce the occurrence of accidents among workers in small businesses, control of factors and efforts to reduce job stress are necessary.

Influence of Badminton Coaches on the Athletes’ Self-Efficacy

This study employed a correlational research method to examine the relationship between coaches’ self-efficacy – specifically in terms of emotion, optimism, work satisfaction and self-confidence -and athletes’ self-efficacy, which includes personality self- efficacy, sports discipline, psychological self-efficacy and professional thought efficacy. A purposive sampling technique was used to specifically select 10 badminton coaches. Meanwhile, stratified sampling was employed to proportionately distribute the 300 athletes from five universities, ensuring representation from different subgroups. This study found no significant correlation between coaches’ self-efficacy and athletes’ self-efficacy as indicated by the p values greatre than the .05 level of significance set in the study. Despite the Spearman rho coefficients ranging from moderate to high, these results were not statistically significant, these findings suggest that while there may be observable trends the relationship between coaches and athletes’ self-efficacy is not conclusively supported by the data.

A Study on the Types and Determinants of Job Fit and Job Satisfaction of the 2nd Baby boomer workers

A Study on the Types and Determinants of Job Fit and Job Satisfaction of the 2nd Baby boomer workers

Supporting apprentices’ autonomy in vocational training: Insights into the practices at the Swiss Postal Service

Satisfying people’s basic psychological needs of relatedness, competence and autonomy plays an important role in human motivation and affects people’s well-being, engagement and performance positively. Companies can contribute to the satisfaction of all three basic psychological needs by establishing autonomy-supportive working conditions, benefitting as a result from associated positive outcomes. Based on an empirical, qualitative exploratory case study, the present article supports the assumption that satisfying the need for autonomy is especially beneficial to the healthy and successful development of young adults throughout their apprenticeship. The findings indicate that various pedagogic measures support the experience of autonomy and also increase work satisfaction and the drive towards workplace learning and collaboration. Such practices include apprentices planning and steering their learning pathways together with their coaches, taking on more comprehensive responsibilities, showing greater initiative in, and ownership of, projects, and actively representing apprentices’ needs in the workplace.

A Study on Employee Job Satisfaction

Employee job satisfaction is a critical factor in organizational success, impacting productivity, retention, and overall morale in the workplace. This study examines the multifaceted components of job satisfaction, including internal factors such as recognition, career advancement, and work-life balance, as well as external elements such as compensation and work environment. Thanks to the approach of mixed methods, such as public opinion polls and interviews with various employees in various industries, this survey determines important factors in work satisfaction and an increase in satisfactory employees and organizational indicators. We emphasize the correlation. The results indicate that the aggressive culture in the workplace and the active processing of employee reviews is an important strategy to increase the satisfaction of work. The study highlights the importance of continually evaluating and adapting workplace policies to meet the changing needs of employees, which ultimately contributes to sustainable organizational growth and employee well-being.

Psychological needs and social comparison: a dual analysis of the life satisfaction of local workers with agricultural hukou

BackgroundBased on their place of employment, workers with agricultural hukou (WAH) are categorized into local workers with agricultural hukou (LWAH) and migrant workers with agricultural hukou (MWAH). Research shows that although LWAH often find themselves at a disadvantage in terms of labour income and access to public services, the significant growth of this group in recent years has drawn attention to their choice of workplace and the factors influencing it. Guided by the theories of self-determination and social comparison, this study aims to explore the impact of the differences between LWAH and MWAH in psychological needs and social comparisons on life satisfaction, as well as the underlying mechanisms.MethodsThis study utilizes data from the China Family Panel Studies (CFPS) from 2014 to 2020, employing a two-way fixed effects model to investigate the differences in life satisfaction between 1,976 LWAH and MWAH. Additionally, propensity score matching (PSM) is used to conduct regression analysis on the matched sample, providing a more accurate comparison of life satisfaction between LWAH and MWAH under similar individual characteristics. Finally, the study further examines the mediating effects of perceived social status and job satisfaction and analyses the differences in life satisfaction between LWAH and MWAH across dimensions such as generation, region, and work conditions.ResultsThe baseline regression results indicate that LWAH have significantly higher life satisfaction compared to MWAH, and this finding is robust to various tests. Mediation analysis reveals that perceived social status plays a mediating role in the difference in life satisfaction between LWAH and MWAH, while job satisfaction does not have a significant mediating effect. Heterogeneity analysis further shows that intergenerational, regional, and work condition differences have varying impacts on the life satisfaction of two groups.ConclusionsThis study provides important insights into understanding the workplace choices and quality of life of Chinese workers with agricultural hukou. Finally, to effectively promote situ urbanization processes, local governments need to prioritize enhancing workers with agricultural hukou (WAH)’s autonomy, sense of competence, and social status, thereby improving their perceived social status in society and attracting more labourers to return to their hometowns for work and entrepreneurship.

Optimizing Job Satisfaction Through Providing Incentives, Providing Work Facilities, and Leadership Style in CV MSMEs. Bima TKBM Services

This research aims to analyze the factors that influence employee job satisfaction at CV MSMEs. Bima, with a focus on incentives, work facilities and leadership style. The background to this problem arises from the importance of job satisfaction in increasing employee productivity and retention. The method used was in-depth interviews with five employees from various backgrounds, including loading and unloading workers and supervision. The research results show that all informants agree that financial incentives really motivate them and contribute to family welfare. Work facilities such as BPJS health and work safety equipment are also considered important for comfort and safety. In addition, a democratic and open leadership style creates a positive work atmosphere, increasing motivation and satisfaction. Based on these findings, it is recommended that CV management. Bima continues to improve incentive policies, ensure adequate work facilities, and maintain a supportive leadership style. These steps are expected to increase employee job satisfaction, which will ultimately have a positive effect on overall company productivity and performance.

Are you really satisfied in life? Developing a scale on life satisfaction

PurposeThis study attempted to measure life satisfaction and developed a scale to measure its dimensions with the required psychometric properties (validity and reliability). In today’s scenario, organizations are focusing on life satisfaction by helping employees to maintain their work-life balance. Therefore, this paper aims to develop a robust scale of life satisfaction.Design/methodology/approachThe methodology consists of three broad stages: item generation, scale development, and validity. Using the sample of 198 working executives, this study used the exploratory factor analysis (EFA) and concluded the four dimensions of life satisfaction: work satisfaction, family satisfaction, societal satisfaction and self-satisfaction.FindingsThe results provide academicians and practitioners with new insight and dimensions of life satisfaction. The result of this study shows that life satisfaction has societal satisfaction, family satisfaction, job satisfaction and self-satisfaction dimensions.Practical implicationsThis study will provide practitioners with new dimensions to measure life satisfaction. They can help employees achieve life satisfaction across four different factors. This will enable more employee satisfaction, an increase in retention rate and an increase in employee performance. Furthermore, this study provides implications from a policy perspective to design the business policy by considering life satisfaction as an important part of formulating and implementing human resource policies.Originality/valueThis study is unique in terms of exploring the dimensions of life satisfaction in a structured manner and establishing the psychometric properties as construct, content, and criterion validity along with reliability. This scale can be further used in future research to measure the life satisfaction construct.

Factors influencing emergency medicine worker shift satisfaction: A rapid assessment of wellness in the emergency department.

In emergency medicine (EM), the interplay of wellbeing and burnout impacts not only patient care, but the health, productivity, and job satisfaction of EM healthcare workers. The study objective was to use a rapid assessment tool to identify factors that impact EM worker satisfaction, or "wellness," while on shift in the emergency department (ED) and the association with role and level of satisfaction. This prospective descriptive study utilized a QR-code-based electronic survey instrument that included a 7-point Likert shift satisfaction score. A voluntary response sampling was obtained from EM workers at five EDs. Respondents self-reported role and work site. Association and logistic regression analysis were performed. Of 755 responses, 467 were dissatisfied (score≤5) and 288 were satisfied (score≥6) with their shifts. Physicians reported higher satisfaction on shift than nurses (OR 2.77, 95% CL 2.01-3.81, p<0.01). Factors associated with dissatisfied responses included: admission or transfer process (OR 0.40, CL 0.21-0.77, p<0.01), boarding patients (OR 0.13, CL 0.06-0.27, p<0.01), tools to do my job (OR 0.65, CL 0.46-0.90, p=0.01), and patient flow (OR 0.72, CL 0.53-0.98, p=0.04). Factors linked to a satisfied response included: teaching/learning (OR 2.85, CL 1.86-4.37, p<0.01) and team/coworker interaction (OR 8.92, CL 6.14-12.96, p<0.01). Satisfaction on shift for EM physicians, nurses, and staff differ and are associated with multiple identifiable factors. Focused attention to work environment and operations could help mitigate on-shift dissatisfaction. Endeavors aimed at cultivating and enhancing a supportive teaching and learning environment with an emphasis on team member and coworker interaction could positively impact and improve wellness.

Are you happy with your work? Side effects of workloads and work–family conflict in higher education

PurposeLacking lecturers in higher education is an international issue where society faces insufficient educational services to enlighten one’s future, and lecturer work satisfaction also merits higher attention. Work satisfaction is closely associated with turnover rates, lecturer retention, overall university cohesion, lecturers’ well-being, professional teaching improvement and research and publication performances. This study aims to explore how causes of actions (work–family conflict [WFC] and workload) influence consequences (stress and burnout) which affect the overall attitude (lecturer work satisfaction).Design/methodology/approachResearchers collected data from 450 Thai lecturers from different universities via survey questionnaires. Furthermore, a structural equation model method was used to analyze the data.FindingsResults showed that lecturer stress was significantly influenced by WFC and workload. Next, stress, workload and WFC were the main predictors of lecturer burnout. Then, lecturer work satisfaction was significantly influenced by burnout, except stress. Finally, a relationship between lecturer stress and work satisfaction was mediated by burnout.Originality/valueThis research proposes a theoretical mechanism to analyze how causes of actions (WFC and workload) influence consequences (stress and burnout) which lead to a development of lecturer attitude (work satisfaction) in higher education.

Remote Work and Job Satisfaction: A Case Study of IT Professionals

Remote Work and Job Satisfaction: A Case Study of IT Professionals

Occupational safety and hidden risks in a furniture factory: A comprehensive assessment of hazards related to noise, lighting, thermal comfort, and dust exposure

This study assessed the occupational health and safety conditions in a furniture manufacturing facility, focusing on key environmental factors such as noise, lighting, thermal comfort, and dust exposure. Noise measurements recorded levels as high as 95.3 dB(A) during CNC machine operations, exceeding legal exposure limits of 87 dB(A), posing significant risks to workers’ hearing health. Lighting assessments showed levels ranging from 134 to 247 lux in production lines, which falls below the recommended threshold of 300 lux for adequate visibility. Thermal comfort was evaluated with temperature readings at 14.2 °C and relative humidity at 43%, revealing marginal comfort conditions that could reduce worker efficiency and satisfaction. Dust exposure measurements indicated respirable dust concentrations reaching 3.69 mg/m³ in the cutting department, which is close to the permissible exposure limit of 5 mg/m³, raising concerns about long-term respiratory health. These findings suggest several measures to improve workplace safety, including enhanced engineering controls, mandatory personal protective equipment (PPE), improved lighting systems, optimised thermal conditions, and advanced ventilation to reduce dust exposure. This comprehensive evaluation provides critical insights for improving furniture factories’ occupational health and safety practices.