Work Satisfaction Research Articles

A Study on the Impact of Person-environment Fit on Turnover Intention, Work Engagement and Job Satisfaction of Workers at Vocational Rehabilitation Facilities

A Study on the Impact of Person-environment Fit on Turnover Intention, Work Engagement and Job Satisfaction of Workers at Vocational Rehabilitation Facilities

THE ROLE OF KNOWLEDGE MANAGEMENT, INNOVATION, MOTIVATION AND JOB SATISFACTION IN IMPROVING EMPLOYEE PERFORMANCE (CASE: INDONESIA)

The purpose of this study is to examine how knowledge management affects employee creativity, motivation, and work satisfaction in Indonesia's printing sector. In 2024, questionnaires were randomly delivered to PT Penerbit Erlangga Group Jakarta employees in order to gather cross-sectional data. In order to investigate a particular population or sample, data were gathered using a quantitative approach based on positivism. Research tools were used to collect data, which were then statistically evaluated to test hypotheses. The findings indicate that while knowledge management has no detrimental effects on employee performance, it does have a favorable impact on employees' motivation, creativity, and job satisfaction in Indonesia's printing industry. Furthermore, employee performance is not positively impacted by innovation, but it is positively impacted by job satisfaction and motivation. The managerial ramifications of these results underscore how critical it is for printing companies to concentrate on initiatives that raise employee engagement and satisfaction, foster innovation, and enhance staff knowledge and abilities.

Vocational Calling, Meaningful Work, and Job Satisfaction Among Disability Services Providers

Abstract Recruiting and retaining a strong disability workforce remains an enduring concern in the field of intellectual and developmental disabilities. Yet little attention has focused on the sense of calling that disability service providers have to this important work and its relationships to their job satisfaction. We surveyed 269 disability service providers to examine whether they (a) perceive a calling in their life, (b) are living out that calling in their current work, (c) find meaning in their career, and (d) experience job satisfaction. The experience of both having and living out one’s calling in their current work was especially prominent among participants. Likewise, most providers indicated they drew considerable meaning and purpose from their work. Perceiving a calling contributed to higher job satisfaction through living out one’s calling and finding meaning in one’s work. Some variations in ratings were associated with personal demographics (i.e., sex, years of experience). These findings provide new insights into what might draw disability service providers into this work or sustain their commitment amidst challenging and changing working conditions. We highlight areas for research and practice aimed at place of calling within efforts to strengthening recruitment and retention.

The analysis of public service motivation's influence on job enjoyment and task performance in health workers

This study is aimed at determining whether there is an influence of public service motivation on the performance of health workers' duties, the influence of work pleasure on the work pleasure of health employees, and the influence on work pleasure through the mediation of work satisfaction. The study is in the form of an observational causative study with a cross sectional design, which aims to determine the influence between variables based on measurement results without intervention. The data were collected through an online questionnaire in April 2024 and analyzed using the PLS-SEM technique to estimate the degree of relationship between variables in the structural model. The results of the analysis of the measurement component (outer model) shows good measurability of all indicators marked by outer loading which is high, as well as the validity of discrimination is quite good. The model has a good degree of accuracy because it is able to account for about two-thirds of all variables. For the management of the hospital, it is recommended to add the criteria of high publicly service motivation as a requirement in employee recruitment. Further research is suggested to complement the model by including factors such as work environment, organizational culture, workload, and superior leadership style as covariates. This could help in identifying unique challenges or opportunities for improving task performance and job satisfaction in different healthcare environments, ultimately leading to more tailored and effective management strategies.

KESELAMATAN KERJA PADA KARYAWAN PT. E STRONG NUSANTARA MANDIRI

Workforce protection is important because work safety will also greatly affect work productivity and also lead to company profits. Comfortable work activities from workers will also make the quality of work relationships higher. Worker satisfaction is related to variables such as role conflict, turnover intentions and results and so much work has been done in organizational management. PT. E Strong Nusantara Mandiri is a company engaged in the chemical sector with workers who carry out their activities directly related to chemicals. Therefore, knowledge about Occupational Health and Safety is very important. The problem raised is how to provide knowledge to workers at PT. E Strong Nusantara Mandiri about the importance of occupational safety and health and how to provide awareness to implement occupational safety and health for workers at PT. E Strong Nusantara Mandiri. The method of implementing this activity begins with identifying the problem by conducting an interview with the director of PT. E strong Nasusantara Mandiri. The data from the interview results are analyzed as a basis for formulating the form and technical implementation of the activity. The formulation of the activity is then made into a proposal to obtain adequate support from the Community Service Institution and PT. E Strong Nusantara Mandiri. In the implementation of the extension activity, the lecture, discussion and simulation methods are used. Finally, an incidental consultation is held. The results of this activity are that workers at PT. E Strong Nusanatara Mandiri do not yet understand about Occupational Health and Safety so that this activity provides significant input for workers

Investigating the determinants of turnover intention among the big 4 public accounting firms in Indonesia

This study examines the factors influencing turnover intention among staff auditors in the Big 4 public accounting firms in Indonesia specifically focusing on pay satisfaction, work overload, work stress, external work opportunities, work satisfaction and organizational commitment. Data from 144 participants employed by Big 4, namely PricewaterhouseCoopers (PwC), Ernst & Young (EY), Deloitte and Klynveld Peat Marwick Goerdeler (KPMG) was collected through a Google Form questionnaire and analyzed using SMART Partial Least Square (PLS) 4.0. The outcomes show that work overload positively affects work satisfaction while pay satisfaction significantly contributes to turnover intention. The study also tested for mediation effects and found no significant mediating effect of work satisfaction and organizational commitment on the relationship between pay satisfaction, work overload, work stress and turnover intention. These findings enhance our understanding of turnover intention among auditors in Indonesia and suggest avenues for future research. However, the study's limitations such as its exclusive focus on turnover intention in the Big 4 public accounting firms in Indonesia should be acknowledged. Future research could broaden the scope to include additional factors influencing turnover intention or other samplings such as family businesses or the private sectors.

Differences in job satisfaction of male and female teachers in private and public secondary schools

BackgroundPositive feelings about one’s work are referred to as job satisfaction. On the other hand, a bad attitude regarding one's employment is job discontent. In mainstream research, studies on work satisfaction are commonplace. There have been thousands of research done all around the world. Teachers at secondary schools in Pakistan are taking the lead in conducting research on work satisfaction, despite the fact that this field is still underutilized.Aim and objectivesThe current study’s goal was to find out how satisfied male and female instructors were with their jobs in Bahawalpur, Pakistan’s private and public secondary schools. Teachers employed at Pakistan’s public and private schools in Bahawalpur were the study’s targeted demographic, which was chosen for this cross-sectional quantitative investigation. Random sampling was used in the selection of the research sample.MethodThere were five hundred male and female secondary school teachers in the final sample. The survey was self-administered using a 36-item structured questionnaire by good docs. Descriptive and inferential statistics were employed in the data analysis to examine the collected information. The participants were categorized based on their age, gender, experience, qualifications, and type of institution (public vs. private) in order to determine the difference in work satisfactions using one-way ANOVA and an independent sample t-test.FindingsThe findings showed that compared to male instructors, female teachers had higher levels of satisfaction. ConclusionThe research investigated that different public and private school teachers' work satisfactions are based on factors including age, experience, and qualifications.LimitationsThe research findings may not be applicable to other school districts and a sizable population living in Bahawalpur, Pakistan. The author selected a broad sample of teachers (male/female) from public and private schools.Managerial implicationsThe current study was to characterize the elements that lead to teacher satisfaction and discontent among secondary school instructors in Bahawalpur, Pakistan.

Hubungan Kepuasan Tenaga Kesehatan dalam Penggunaan Sistem Informasi Management Puskesmas (Simpus) di Puskesmas Pakuniran Kecamatan Pakuniran Kabupaten Probolinggo

Introduction: Simpus puskesmas management application that simplifies and speeds up services to manage patient information starting from registration, registration, examination (diagnosis) and patient care. The satisfaction of health workers, the response or feedback from users about the use of the system, as well as the assessment of the good and bad sides of the system, is the starting point for system developers to improve the performance of the information system built. Purpose of the study: To determine the relationship between satisfaction of health workers in the use of the puskesmas management information system (Simpus) at the Pakuniran health center. Method: This study uses a quantitative descriptive approach using Nonprobability sampling technique using Total sampling technique using statistical test Spearman's rho correlation, with data collection instruments using questionnaires. This research was conducted at the Pakuniraan health center in July 2023. Research Results: The results of the spearman rank correlation statistical test obtained results namely (p = 0.000) because the p value <0.05 then Ho was rejected and Ha was accepted Conclusion: that there is a relationship between health worker satisfaction in using the puskesmas management information system (SIMPUS), which means that the better and more appropriate the puskesmas management information system, the higher the level of health worker satisfaction.

Exploring non-financial incentives for employee motivation in small and medium enterprises in Saudi Arabia

The primary objective of this research is to investigate how non-financial incentives impact employee motivation within the Small and Medium Enterprises (SMEs) operating in Saudi Arabia. Employing a positivist research approach, we employed a carefully crafted survey to collect data from 365 employees employed by SMEs situated in Jeddah. The study explores various aspects, including the most common non-monetary motivators, the interplay between non-monetary and monetary incentives, and the effects of non-financial incentives on employee engagement, job satisfaction, and commitment. The results of the study indicate that employees working in small and medium-sized enterprises (SMEs) in Saudi Arabia place a significant emphasis on a good work environment, recognition, possibilities for personal and professional development, and career growth as prevalent non-monetary motivators. Additionally, the research illustrates a notable difference in the perceived efficacy of non-financial and financial incentives, whereby non-financial incentives are seen to have an equal, if not greater, impact on both motivation and work satisfaction. Moreover, the study reveals robust positive correlations between non-financial incentives and employee outcomes, underscoring the significance of these incentives in augmenting work satisfaction, job engagement, and commitment. The consequences of employee motivation are influenced by control factors, which have diverse influences, highlighting the complex nature of this phenomenon.

The Effect of Workplace Bullying on Nursing Staff' Work practice Environment and Satisfaction

The Effect of Workplace Bullying on Nursing Staff' Work practice Environment and Satisfaction

How does organizational support for creativity affect research and development (R&D) employees’ innovative behavior?

Purpose: This study aimed to investigate the relationships among organizational support for creativity, employees’ creative self-efficacy, job satisfaction, and employees’ innovative behavior in the Chinese pharmaceutical manufacturing industry.Design/methodology/approach: A quota sample (n = 385) and a quantitative research methodology were employed in this study.Data from R&D staff at Chinese pharmaceutical manufacturing companies was gathered using an online survey. The study examined the validity and reliability of the measuring tools as well as the variables’ correlation analysis. Using structural equation modeling (SEM), hypotheses were investigated. The specific indirect impacts were quantified through the use of bootstrapping.Findings:The investigation indicates that organizational support is positively related to employees’ innovative behavior. Employee inventive behavior and organizational support for creativity are positively impacted by the twin mediation roles that creative self-efficacy and work satisfaction levels play. Job satisfaction was found to have a greater impact on inventive behavior among employees compared to creative self-efficacy in terms of size. Research, practical, and social implications: In addition to fostering the interdisciplinary application of psychology and organizational behavior, this study creates a dual-mediation model that bridges the gap in the mechanisms of individual cognitive and attitudinal roles between organizational support for creativity and employee innovative behavior. Furthermore, this research advances management strategies and fosters innovation in the pharmaceutical manufacturing sector.Originality/value: From the perspective of individual perceptions and attitudes, this study examined the mechanism of action between employees’ innovative behaviors and the organizational support for creativity among employees. This investigation offers a fresh viewpoint on the factors influencing employees’ innovative behaviors. The research enhances our comprehension of the correlation between employee job contentment, their belief in their creative abilities, and their capacity for innovative performance. The outcomes of the study can offer valuable perspectives for executives in the business realm.

Family and Mental Health Challenges Faced by Remote Workers During the COVID-19 Pandemic and the Future Outlook for Remote Working

The COVID-19 pandemic, which began in March 2020, has led to significant changes in the global work environment, particularly in the realm of employment. Many businesses and organizations have transitioned to remote work setups, offering advantages such as increased flexibility and reduced commuting time. However, remote work has brought about several challenges for employees, impacting not only their professional lives but also their personal well-being and family dynamics. Studies have shown an increase in issues like loneliness, depression, and anxiety among remote workers. This article aims to explore the effects of remote work on family dynamics and mental health challenges employees face. It also discusses the future outlook for remote working. The goal is to raise awareness among employers and employees about the various factors influencing the satisfaction and well-being of remote workers in this demanding work environment in order to shape future work policies.

Impact of work-life interference on burnout and job discontent: A one-year follow-up study of physicians in Sweden.

In recent years, increased physician workload has led to higher levels of interference between work and private life with increasing stress and job discontent. The objective of this paper was to study if the experience of work-life interference (WLI) is associated with a high risk of burnout and discontent with work (turnover intention and job dissatisfaction) the following year among physicians in Sweden. The study applied data for 2021 and 2022 from the Longitudinal Occupational Health survey for Health Care professionals in Sweden study. The data comprised a representative sample of physicians (N=1575) working in Sweden. Descriptive analyses included frequencies and estimates of prevalence with Chi-square and McNemar tests. Analyses of association were assessed through logistic regression reporting odds ratios (OR) and 95% confidence intervals (CI) adjusting for demographics and work-related factors. Higher levels of WLI in 2021 were associated with 1.53 (95% CI 1.05-2.25) times higher odds of reporting a high risk of burnout, 2.06 (95% CI 1.68-2.54) times higher odds of reporting job dissatisfaction, and 1.72 (95% CI 1.47-2.00) times higher odds of reporting turnover intention in 2022. Experiencing WLI negatively affects mental well-being and work satisfaction among physicians in Sweden. This could ultimately impact the quality of care and necessitates further research to clarify the role of WLI among healthcare workers in Sweden.

The Relationship between the Level of Satisfaction of Blood Delivery Workers with Five Dimensions of Service Quality at UDD PMI Bekasi Regency in 2023

(1) Hospital Blood Bank (BDRS) is one of the health service facilities to meet the needs of blood transfusions of patients but does not rule out the possibility that blood stocks in BDRS are not available so they require assistance from the Indonesian Red Cross Blood Donor Unit (UDD PMI) in meeting the blood needs of patients. UDD PMI Bekasi Regency is carried out almost every time, regardless of the time and weather at that time. Blood collection is usually done by special officers from the hospital. This officer is what connects the chain of blood requests BDRS to UDD PMI Bekasi Regency, where later the officer will carry out blood retention and memory. (2) This research aims to determine the level of ability to use five dimensions quality services to have reliability, response, empathy, and blood transmission in UDD PMI District Bekasii. (3) Methodology This study by distributing questionnaires to 52 blood delivery officer respondents, data processing using data analysis of satisfaction index and ordinal logistic regression, namely simultaneous tests, partial tests, and model conformity tests (Hosmer-Lemeshow Goodness-of-fit Test). (4) The results of this study show that the level of satisfaction of blood delivery officers is based on five dimensions of satisfaction with UDD PMI district services. Bekasi has very satisfactory criteria.

Psychological Well-Being, Curiosity and Perfectionism among Filipino Young Professionals with Quarter Life Crisis: Basis for Existential Positive Psychology Wellness Plan

Quarter Life Crisis is a difficult encounter in the life transition from adolescence to early adulthood. This crisis revolves around social comparison, work satisfaction, intimate relationships, career consolidation, preoccupations and fears, struggle from transition, social isolation, and frustration and disappointments. This study examined the psychological well-being, curiosity, and perfectionism among young professionals with a quarter-life crisis. There were 318 participants in this study from two different cities in one province of Region IV-A in the Philippines. The study used a sequential explanatory mixed method design that combines qualitative and quantitative research. Based on the result, the research found that young professionals with quarter-life crises have low psychological well-being, low curiosity, and high perfectionism. The themes, low disposition, poor mindset, and weak personality were extracted from the texts to fully support the respective variables. Furthermore, the research proposed a psychological intervention plan for young professionals experiencing the crisis: the existential positive psychology wellness plan.

Training approaches for the dissemination of clinical guidelines for NSSI: a quasi-experimental trial

BackgroundNon-suicidal self-injury (NSSI) is of high clinical relevance due to its high prevalence and negative long-term implications. In 2016, the German consensus-based clinical guidelines for diagnostic, assessment and treatment of NSSI in childhood and adolescence were published. However, research indicates that clinical guidelines are often poorly implemented in clinical practice. One crucial part of this process is the training of healthcare professionals to transfer knowledge and capacities to bring guideline recommendations into clinical practice.MethodsThe effect of three different dissemination strategies (printed educational material, e-learning, and blended-learning) on the NSSI guidelines´ recommendations was examined among 671 physicians and psychotherapists via an online-survey. The quasi-experimental study included three measurement points (before the training, after the training, 3-month follow-up) and mixed effects models were used to test for changes in knowledge, competences and attitudes toward NSSI and treatment. Moreover, the transfer of gained competences to practical work and user satisfaction were reviewed.ResultsWith all three training formats, the intended changes of the outcome variables could be observed. Hereby, the printed educational material condition showed the lowest improvement in the scores for the ‘negative attitudes toward NSSI and those who self-injure’. The training effect remained stable throughout the follow-up measurement. The highest application rate of acquired intervention techniques in clinical practice was reported for the blended-learning condition. For all three training strategies, user satisfaction was high and evaluation of training quality was positive, with printed educational material receiving the lowest and blended-learning the highest evaluations.ConclusionsIn summary, all three training formats were perceived to be of high quality and seem to be suited to cover the needs of a heterogeneous group of physicians and psychotherapists. The choice of training method could be driven by considering which training goals are desired to be achieved and by the benefit-cost ratio allowing for tailored training approaches.

The Influence of Self Efficacy and Job Satisfaction on Employee Performance in HR Management PT Mitra Adiperkasa

In order to better understand the impact of self-efficacy on PT Mitra Adiperkasa employees' performance, as well as the ways in which work satisfaction and self-efficacy interact with one another, this research will examine both variables alone and in combination. Topics addressed by this study's quantitative approaches include descriptive data analysis, causation, and the use of primers derived from surveys given to PT Mitra Adiperkasa's HR Management staff. Saturated sampling, in which 62 people are chosen at random from the whole population, was used for the sampling process. This study makes use of multiple linear regression as its method of data analysis. Both self-efficacy and work satisfaction are deemed positive by descriptive study. Simultaneous hypothesis testing, however, found that both self-efficacy and work satisfaction had an effect on productivity. Employee performance is partly influenced by the self-efficacy variable, according to this study's findings. The coefficient of determination shows that self-efficacy and work satisfaction account for 35.7% (or 0.357) of the variance in employee performance. At the same time, variables not included in the analysis account for 64.3% of the variance in employee performance.

BC Cancer Radiation Therapists' perspective on the impact of COVID-19 precautions in clinical practice

IntroductionThere were many policy and procedure (P&P) changes implemented in health care facilities to combat the spread of the coronavirus disease 2019 (COVID-19). Common changes included an increase in personal protective equipment usage, room occupancy limits, limitations in visitors/family members and the absence of volunteers. This study evaluated the current views and opinions of Radiation Therapists (RTs) in British Columbia relating to how COVID-19 P&P changes have impacted their clinical practice. The goal was to identify gaps in the areas of RT practice, allow for self-reflection among RTs and potentially guide future P&Ps with patient-centred care at the forefront. MethodsA 24-item cross-sectional questionnaire was created and sent via e-mail to all RTs working across the province. Key sections explored in the questionnaire were: 1) patient care delivery, 2) staff-work environment, and 3) work satisfaction. Descriptive analysis was performed on the questionnaire responses. ResultsOf the approximate 300 invited participants, 107 responses were received from all areas of Radiation Therapy (Treatment units, CT simulation, Dosimetry, etc.) and from all cancer centres in the province. RT staff indicated that COVID-19 P&P negatively impacted patient care, including the ability to verbally and non-verbally communicate with patients (82 %), assess for side effects (85 %), and build rapport (62 %). A majority (79 %) of RT staff felt that communication with co-workers had been negatively impacted as well. When queried regarding the impact on staff environment, 51 % of RT staff agreed that the absence of volunteers increased their workload and the responses were polarized (46 % disagree, 35 % agree) when asked if RT staff have enough time for cleaning their clinical areas with new COVID-19 P&Ps in place. 78 % of RTs were aware of where to go with COVID-19 safety concerns and thought they received adequate education concerning COVID P&Ps. When asked to rank the factors that most impacted RT practice, RTs identified increased PPE usage (83 %), absence of volunteers (74 %), and room occupancy limits (70 %) as the leading P&P changes that negatively impacted their practice; while plexiglass barriers (39 %), re-arranged workspaces (37 %) and working remotely (12 %) were the least negatively impactful. ConclusionThe majority of RTs across BC Cancer responding to the questionnaire indicated that their ability to provide patient care and their staff-work environment were negatively impacted by implemented COVID-19 P&Ps. Views regarding COVID-19 P&P training/education was positive, yet there was no consensus regarding whether the changes were implemented smoothly. This study can facilitate reflection among both clinical leadership and RTs on how P&Ps can be implemented in the future and can encourage further retrospective analyses in aiding the development of P&Ps regarding future public health outbreaks.

Psychometric properties of the Turkish version of the Decent Work Questionnaire and its effect on job satisfaction.

Work to develop a universal tool for the psychological evaluation and measurement of decent work is relatively new. In addition, the Decent Work Questionnaire, which evaluates decent work using a psychological approach, has not yet been adapted and validated in the Turkish sample group. To adapt and validate the Turkish version of the Decent Work Questionnaire and to evaluate the effect of decent work on the job satisfaction among knowledge workers. The study sample consisted of 906 knowledge workers. In the process of adapting and validating the Decent Work Questionnaire, the structural validity, internal consistency, convergent validity, divergent validity, and compatibility of the sample group data were tested. The effect of decent work on job satisfaction of knowledge workers was examined using structural equation modeling. The Decent Work Questionnaire was validated in the Turkish sample. The results showed that the reliability coefficients and dimensions of the Decent Work Questionnaire were highly satisfactory and consistent with the scale developers' study. According to another result of the study, decent work was found to have a significant and positive effect on Turkish knowledge workers' job satisfaction. This study will fill gaps in the literature and will also contribute to the evaluation of decent work in all areas of the labor market, identifying its shortcomings and contributing to the development of effective human resource policies.

Effect of Distributed and Instructional Leadership of Chinese School Principals on the Job Satisfaction of Teachers: A Conceptual Paper

School principals’ leadership behaviours influence the job satisfaction of the teacher, which in turn, defines the effectiveness of the school climate. Therefore, it is crucial to know how the leaderships styles, specially the distributed and instructional leadership, affect the job satisfaction of the teachers in the Chinese school context. So, the aim of the study is to analyse the effect of distributed and instructional leadership of Chinese school principals on the job satisfaction of teachers along with the mediating roles of reward, motivation, and effectiveness. In order to achieve the aim, the study adopted a “review-style” research method and explored the relevant past literature. The researcher confined the time frame from 2019 to 2024 to include the most recent studies and the theses, books, and discussions were not utilized as they did not fit into the standard of research articles. In the context of educational policy and school management practices worldwide, the implications of this study are significant. Therefore, suitable leadership interventions would improve teachers’ work satisfaction and consequently, the students’ achievements.