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Journal articles on the topic 'Job/work satisfaction'
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Nurna Dewi, Nuning, Ach Fathoni Rodli, and Fitri Nurhidayati. "Effect of Work Engagement, Work Environment and Work Spirit on Teacher Satisfaction." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 1, no. 3 (June 9, 2021): 226–40. http://dx.doi.org/10.52218/ijbtob.v1i3.97.
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This study aims in general to prove and analyze the effect of work involvement, work environment and work morale on teacher job satisfaction at SDN Aeng Beje Kenek. The population of this study were all permanent teachers at SDN Aeng Beje Kenek IV, Kecamatan Bluto recorded in mid-2013 with a total of 80 people. the following results are obtained: (1) The three independent variables, namely work involvement, work environment and morale have a significant positive effect on teacher job satisfaction at SDN Aeng Beje Kenek IV Kecamatan Bluto, thus proving that the three independent variables simultaneously have a significant effect on teacher job satisfaction. (2) Involvement work has a positive effect on teacher job satisfaction. The regression coefficient of 0.3677 shows, if there is an increase in work involvement by 1 point, it will increase teacher job satisfaction by 0.3677 points. Although it has a positive significant effect, job involvement has the smallest effect on teacher job. (3) The work environment in this study has a positive and nutritious effect on teacher job satisfaction. (4) Morale is the most effective and greatest in increasing job satisfaction of a teacher. Keywords: work involvement, work environment, Satisfaction
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Ravari, Ali, Shahrzad Bazargan-Hejazi, Abbas Ebadi, Tayebeh Mirzaei, and Khodayar Oshvandi. "Work values and job satisfaction." Nursing Ethics 20, no. 4 (December 11, 2012): 448–58. http://dx.doi.org/10.1177/0969733012458606.
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This study aimed to describe the effect of nursing profession work-related values on job satisfaction among a sample of Iranian nurses. We used in-depth interviews with 30 nurses who worked in university-affiliated and public hospitals in Tehran, Iran. The results of thematic analysis of interviews are reported in four themes to present the participants’ articulations in linking their work-related values to job satisfaction. The themes consist of values that “encourage tolerance,” “enhance inner harmony,” “reflect traditional commitment,” “enhance unity,” and are “centered around altruism and spiritual values.” The most satisfied participants considered nursing a divine profession and a tool by which they could gain spiritual pleasure and satisfaction. Our findings highlight the potential role of nursing work-related values in reducing dissatisfaction with one’s job. For the nursing profession, this may have implications in reducing job instability and turnover.
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ELIZUR, DOV. "WORK VALUES AND JOB SATISFACTION." Psychological Reports 69, no. 6 (1991): 386. http://dx.doi.org/10.2466/pr0.69.6.386-386.
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DRUMMOND, ROBERT. "JOB SATISFACTION AND WORK VALUES." Psychological Reports 69, no. 8 (1991): 1116. http://dx.doi.org/10.2466/pr0.69.8.1116-1118.
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Knoop, Robert. "Work Values and Job Satisfaction." Journal of Psychology 128, no. 6 (November 1994): 683–90. http://dx.doi.org/10.1080/00223980.1994.9921297.
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Elizur, Dov. "Work Values and Job Satisfaction." Psychological Reports 69, no. 2 (October 1991): 386. http://dx.doi.org/10.2466/pr0.1991.69.2.386.
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Drummond, Robert J., and Ann Stoddard. "Job Satisfaction and Work Values." Psychological Reports 69, no. 3_suppl (December 1991): 1116–18. http://dx.doi.org/10.2466/pr0.1991.69.3f.1116.
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The purpose of the study was to examine the relationship of work values with job satisfaction. 69 graduate and undergraduate female education majors working in the helping professions were administered the Work Values Scale and the Minnesota Job Satisfaction Scale. Scores on five values scales, measuring intrinsic values, were correlated significantly with scores on job satisfaction. The correlations indicated a negative relationship. Way of Life, Altruism, and Achievement were rated the highest work values by the group.
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Ajhenberger, Sajma, Jelena Hodak, Ivana Vadlja, and Dunja Anić. "Job Satisfaction." Croatian nursing journal 4, no. 2 (December 11, 2020): 193–203. http://dx.doi.org/10.24141/2/4/2/5.
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Introduction. We consider job satisfaction through the prism of the work we do, the working conditions, the relationships with colleagues and superiors, and the opportunity to advance and earn. Nurses make up 50% of the total workforce in the healthcare system and it is beyond question that their number in the system directly affects the quality of nursing care. The most common dissatisfaction at work is insufficient staff, poor working conditions, poor relationship with colleagues and superiors, and impossibility to advance. Aim. The objectives of the study were to examine the satisfaction of nurses in the job and to assess whether they were considering leaving their current job and how they were assessing their health and working productivity. Methods. The study involved 155 nurses from three Clinical Hospital Centers in Croatia (Osijek, Rijeka and Zagreb). The study was designed as a cross-sectional study. It started on January 1, and ended on June 30, 2018. The first part refers to the demographic dana of the respondents, while the second part contains questions related to the intention of leaving the present job, self-assessment of health status and working productivity and job satisfaction. Results. In the answers to job satisfaction claims, the respondents with the bachelor’s and master’s degree in nursing compared to the respondents who completed secondary education, responded with a higher percentage that they were dissatisfied with the working conditions and the possibility of promotion (46.2%). They are dissatisfied with the relationship with their superiors (70%), as well as with the work they do (54%). Respondents at all levels of education are equally satisfied with their relationships with colleagues and with their earnings. Conclusion. Most of the respondents are satisfied with the relationship with their superiors, colleagues and work, and dissatisfied with the possibility of advancement and salary. Most of them answered that they rarely think about leaving their job, and they assess their health as good and work productivity as normal.
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Deeba, Farah, Rabia Arshed Usmani, Mahwish Akhtar, Taskeen Zahra, and Hafsa Rasool. "JOB SATISFACTION." Professional Medical Journal 22, no. 10 (October 10, 2015): 1373–78. http://dx.doi.org/10.29309/tpmj/2015.22.10.1048.
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Background: Doctor’s profession has been among one of the most attractiveprofession in Pakistan Society, but doctors are getting increasingly dissatisfied with their jobs inour region as unfortunately job satisfaction has still not received the proper consideration frompolicy makers. Objectives: To determine the level of satisfaction with variousjob characteristicsand compare the characteristics of doctorswith level of job satisfaction among doctors workingin public and private sector teaching hospitals. Study Design: Cross sectional study. Period:July 2014 to August 2014. Setting: Public sector (Jinnah Hospital Lahore) and a private sector(Fatima Memorial Hospital) Lahore. Methods: A total of 308 medical officers, 154 from eachhospital were included through simple random sampling. They were interviewed regarding theirsocio demographic and work related characteristics and satisfaction level regarding variousjob characteristics, using a structured, pretested questionnaire. The job satisfaction was ratedon the basis of a three point liker scale with scores ranging from 1 – 33 and scores > 25were considered as satisfied. All the data was entered and analyzed using SPSS version 17.0.Results: Among the total study respondents, majority 212 (68.8%) doctor were dissatisfied withtheir jobs while high level of satisfaction was seen only regarding timeliness of pay 92.9% andjob safety 98%.On comparing characteristics of doctors with job satisfaction, it was seen thatage, gender, marital status, number of family members, total family income, work experienceand nature of job was not significantly related with satisfaction while doctors working in privatehospital were more satisfied with their job as compared to doctors working in governmenthospital and this result was statistically significant (P = 0.000) Conclusion: Satisfaction levelof doctors especially working in public hospitals was low as compared to doctors working inprivate sector. There is need to address the reasons of dis-satisfaction and formulate strategiesto eliminate these issues.
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Yuana Rizky O. Mandagie, Iha Haryani Hatta,Widarto Rachbini, Dian Riskarini,. "OCB Analysis, Transformational Leadership Style, Work Ethic, Work Satisfaction, And Good Governance." Jurnal Manajemen 22, no. 3 (October 24, 2018): 395. http://dx.doi.org/10.24912/jm.v22i3.429.
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The existence of factors that improve employee job satisfaction will support the achievement of good governance. Therefore, study is needed on the analysis of organizational citizenship behavior (OCB), transformational leadership style, work ethic, job satisfaction, and good governance with the aim of knowing the effect of OCB, transformational leadership style, and work ethic partially on job satisfaction and good governance; the influence of job satisfaction on good governance. This study uses 200 respondents of sub-district office staff in DKI Jakarta who were selected using multistage sampling techniques. Data processing used SEM, Lisrel Program. The results showed that transformational leadership style had an effect on job satisfaction, but OCB and work ethic had no effect on job satisfaction; OCB, work ethic, and job satisfaction affect good governance, but transformational leadership style does not affect good governance.
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Ray, Tapas K., and Regina Pana-Cryan. "Work Flexibility and Work-Related Well-Being." International Journal of Environmental Research and Public Health 18, no. 6 (March 21, 2021): 3254. http://dx.doi.org/10.3390/ijerph18063254.
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Work organization practices, including work flexibility, are changing and can affect worker well-being. Common work flexibility types include working at home, taking time off when needed, and changing one’s work schedule. Given the changes in and the importance of work flexibility, the study assesses its prevalence and association with worker well-being in the United States. We used 2002–2018 General Social Survey—Quality of Worklife (GSS-QWL) data, descriptive statistics, and regression analyses to assess the reported likelihood of job stress, job satisfaction, healthy days, and days with activity limitations among workers reporting work flexibility. The prevalence of work flexibility remained relatively stable during the period examined. Working at home increased the likelihood of job stress by 22% and job satisfaction by 65%. Taking time off decreased the likelihood of job stress by 56% and days with activity limitations by 24%, and more than doubled the likelihood of job satisfaction. Changing one’s schedule decreased the likelihood of job stress by 20% and increased the likelihood of job satisfaction by 62%. This study used all the available data from GSS-QWL and demonstrated the ongoing importance of work flexibility for well-being.
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Walga, Tamene Keneni. "Job Satisfaction and Satisfaction with Work-Life Balance across Cultures." Journal of Intercultural Management 10, no. 2 (June 1, 2018): 159–79. http://dx.doi.org/10.2478/joim-2018-0013.
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Abstract Objective: To determine the extent of and the relationship between Job Satisfaction (JS) and Work-Life Balance (WLB) across cultures. Methodology: European Social Survey (ESS) data 2012 were used to answer the research questions put forth. To organize and make meaning of the data, both descriptive and inferential statistics have been used. Mean scores and standard deviations of job satisfaction and satisfaction with work-life balance (WLB) were computed for all the 29 countries. Correlation analysis was used to discern and test for the correlations among the variables of interest. Independent samples t-test was used to compare countries with high power distance and those with low power distance on job satisfaction and satisfaction with work-life balance (WLB). Findings: Mean scores of job satisfaction and satisfaction with WLB and correlation coefficients between the two varied across the countries under study as expected. Mean scores of job satisfaction ranged from 6.53 in Ukraine to 8.20 in Denmark. Similarly, mean scores of satisfaction with WLB varied from 6.08 in Russia to 7.65 in Denmark. Pearson’s coefficients of correlation between job satisfaction and satisfaction with WLB varied from .301 in Finland to .667 in Ukraine. Of the six dimensions of culture, only power distance had moderate inverse relationships with both job satisfaction and satisfaction with WLB. Furthermore, as a group, countries with low power distance (PD) had significantly higher job satisfaction than countries with high power distance. Value Added: The study highlighted the relevance and importance of job satisfaction and satisfaction with WLB in organizations. It also showed the universality and culture-specificity of job satisfaction and satisfaction with WLB. Recommendations: Managers need to pay attention to enhancing employees’ job satisfaction and satisfaction with WLB to ensure organizational effectiveness regardless of organizational context. Managers also need to employ culturally appropriate managerial strategies in promoting job satisfaction and satisfaction with LWB.
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Soelton, Mochamad, and Muhammad Atnani. "How Work Environment, Work Satisfaction, Work Stress On The Turnover Intention Affect University Management." Jurnal Manajemen dan Bisnis Indonesia 5, no. 3 (June 1, 2018): 439–48. http://dx.doi.org/10.31843/jmbi.v5i3.178.
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This study aims to determine the influence of Work Environment, Job Satisfaction and Job Stress on Turnover Intention at High School Technical Staff - PLN (STT - PLN) Jakarta. Technique of collecting data in form of questionnaire by using ordinal scale. This research was conducted on 50 respondents by using quantitative descriptive approach and hypothesis testing. For that, the method of data analysis used is statistical analysis in the form of multiple linear regression test. The results of this study show that partially and simultaneously, work environment variables, job satisfaction and work stress affect the Turnover Intention on High School Technical Staff - PLN (STT - PLN) Jakarta. Therefore the test result of this research states that there is simultaneous influence between work environment variable, Job Satisfaction and Working Stress on Turnover Intention on High School Technical Staff - PLN (STT - PLN) Jakarta.
Keywords: Work Environment, Job Satisfaction, Job Stress, Employee Turnover Intention
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Dziuba, Szymon T., Manuela Ingaldi, and Marina Zhuravskaya. "Employees’ Job Satisfaction and their Work Performance as Elements Influencing Work Safety." System Safety: Human - Technical Facility - Environment 2, no. 1 (March 1, 2020): 18–25. http://dx.doi.org/10.2478/czoto-2020-0003.
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AbstractJob satisfaction has a big impact on how an employee performs his job. Both elements have an impact on job safety and employee perception of it. A satisfied employee devotes himself to work, performs orders better, cares for others and for himself. He feels safe in the enterprise. The aim of the paper was to assess employees' job satisfaction and their work performance with use of simply survey. In order to achieve this aim, a survey was conducted among employees of a chosen metallurgical enterprise who were asked to assess level of their job satisfaction. The employees defined their job satisfaction by referring to 20 statements describing this satisfaction and evaluating three factors that were used to compute the satisfaction index. The survey allowed for indication the general level of employee satisfaction.
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Anasi, Stella Ngozi. "Perceived influence of work relationship, work load and physical work environment on job satisfaction of librarians in South-West, Nigeria." Global Knowledge, Memory and Communication 69, no. 6/7 (February 22, 2020): 377–98. http://dx.doi.org/10.1108/gkmc-11-2019-0135.
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Purpose The purpose of this study is to investigate the composite influence of perceived work relationship, work load and physical work environment on the job satisfaction of librarians in South-West, Nigeria. Design/methodology/approach The study adopted a descriptive survey design. A multi-stage sampling technique was used for this study. The instrument used for data collection was a self-structured questionnaire, and a total of 102 academic librarians responded to the questionnaire. Descriptive and inferential statistics were used for data analysis. Findings The results indicate that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction. Among the variables examined, workload is not a statistically significant predictor of the job satisfaction of librarians, but work relationship and work environment have a statistically significant relative effect on the job satisfaction of librarians. Research limitations/implications Further studies should evaluate the causal link between work relationships, work load and work environment on job satisfaction using randomized control. Practical implications The important result in this study is that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction; therefore, if these factors are adequately taken care of, there will be increased employee motivation, reduced staff turnover and increased job satisfaction among librarians in Nigerian universities. The university library management could take advantage of workshops and seminars on how to build and maintain work relationship and work environment (hygiene factors) to improve employees’ job satisfaction. The seminars and workshop will increase the knowledge of university library management on how to develop coherent friendly co-workers policy practices and workload policy practices to enhance the job satisfaction of librarians in public universities in Nigeria. Librarians should be assigned tasks that are moderately demanding because both overload and under load could lead to job dissatisfaction. Regarding research, this study offered a basis for a continuing debate on work relationship, organizational relationships, work environment, work load and job satisfaction. Originality/value Despite the growing global concern for workers well-being in organizations, not much attention has been given to the influence of workplace relationship, work load and work environment on the job satisfaction of librarians in Nigeria. Thus, the results of this research contribute to the body of knowledge regarding job satisfaction among librarians and provide significant evidence on the influence of work relationship, work load and work environment on the job satisfaction of librarians.
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Tziner, Aharon, Alla Ben-David, Lior Oren, and Gil Sharoni. "Attachment to work, job satisfaction and work centrality." Leadership & Organization Development Journal 35, no. 6 (July 29, 2014): 555–65. http://dx.doi.org/10.1108/lodj-08-2012-0102.
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Purpose – The purpose of this paper is to investigate the associations between attachment styles, work centrality and job satisfaction with turnover intentions. Design/methodology/approach – A self-report questionnaire that included psychometrically sound measures of the key constructs was completed by a sample of 125 employees. A structural equation model was conducted to test the proposed relations and mediating hypotheses. Findings – Attachment styles were found to be linked directly to turnover intentions, and not mediated by job satisfaction and work centrality, as predicted. Avoidant and anxious employees showed higher levels of turnover intentions. A positive relationship was found between work centrality and job satisfaction; job satisfaction was negatively related with turnover intentions. Research limitations/implications – Although the study involved cross-sectional self-report data, it shed light on the associations between attachment theory and the costly organizational phenomena of voluntary turnover. Practical implications – Managers should pay particular attention to employees characterized by an insecure attachment style. Efforts should be made to improve work centrality and job satisfaction among employees. Originality/value – The study adds attachment styles as an additional tool available to managers in their efforts to manage turnover.
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Hsieh, Chih-Wei, Myung H. Jin, and Mary E. Guy. "Consequences of Work-Related Emotions." American Review of Public Administration 42, no. 1 (February 21, 2011): 39–53. http://dx.doi.org/10.1177/0275074010396078.
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In this article we investigate the influence of emotional labor on job satisfaction and burnout across a range of public service occupations. While prior studies in this genre have primarily focused on human services, occupations in this analysis range from routine clerical interactions to emotionally intense first-responder jobs. Despite this range, structural equation modeling shows that (a) emotion work increases job satisfaction as well as burnout; (b) emotive skills lead to an upsurge in job satisfaction and are inversely associated with burnout; and (c) the deleterious effect of emotional labor mainly occurs not with its performance, per se, but when workers must fake their feelings. It is this circumstance that produces an elevated risk of burnout.
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Lipińska-Grobelny, Agnieszka. "Multiwork, work-family/family-work conflict and satisfaction with life." Polish Journal of Applied Psychology 14, no. 2 (June 1, 2016): 71–86. http://dx.doi.org/10.1515/pjap-2015-0055.
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Abstract The aim of my study was to determine what relations exist between work and family demands, W-F/F-W conflict and job satisfaction, satisfaction with marriage, and life satisfaction among multiworkers and monoworkers. Research involved 218 multiworkers and 218 employees with single employment, who filled out a survey, the Organizational Climate Questionnaire, the W-F/F-W Conflict Technique, the Job Description Questionnaire, the Marital Communication Questionnaire, and Satisfaction with Life Scale. From the data obtained referring to multiworkers, it is shown that W-F conflict is directly affected by the number of working hours, commuting time, job demands, rewards, and leave control. F-W conflict is directly affected by number of children aged up to six years, partner engagement, and the number of children aged 12‒15 years. Satisfaction with life results from satisfaction with marriage and job satisfaction (stronger relationship). Considering the monoworkers, W-F conflict is directly affected by the number of working hours, commuting time, and the rewards at work. F-W conflict is directly affected by engagement of the partner and the depreciation in the relationship. Satisfaction with life results from satisfaction with marriage (stronger relation) and job satisfaction. These results contribute to deeper knowledge on the multiwork phenomenon.
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Safrijal, Rosmala Dewi, and Darwin. "Affecting Factors Teacher Work Satisfaction." International Journal of Science, Technology & Management 1, no. 4 (November 30, 2020): 392–98. http://dx.doi.org/10.46729/ijstm.v1i4.74.
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This study aims to determine the factors that effect teacher job satisfaction. In obtaining the data, a quantitsative approach is used with an explanatory coreeelational design because it aims to describe and measure the degree of relationship between variables in causal modeling using part analysis. The results showed that:First, leadership has a direct effect on teacher job satisfaction with a path coefficient of 0.173. Second, self esteem has a direct effect on teacher job satisfaction with a path coefficient of 0.173.
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Gragnano, Andrea, Silvia Simbula, and Massimo Miglioretti. "Work–Life Balance: Weighing the Importance of Work–Family and Work–Health Balance." International Journal of Environmental Research and Public Health 17, no. 3 (February 1, 2020): 907. http://dx.doi.org/10.3390/ijerph17030907.
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To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.
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Jongsoon Jin and Eunyoung Jang. "Flexible Work Arrangements and Job Satisfaction." Journal of Governmental Studies(JGS) 21, no. 2 (August 2015): 235–63. http://dx.doi.org/10.19067/jgs.2015.21.2.235.
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Baluyos, Genelyn R., Helen L. Rivera, and Esther L. Baluyos. "Teachers’ Job Satisfaction and Work Performance." Open Journal of Social Sciences 07, no. 08 (2019): 206–21. http://dx.doi.org/10.4236/jss.2019.78015.
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Reinardy, Scott. "Job Security, Satisfaction Influence Work Commitment." Newspaper Research Journal 33, no. 1 (January 2012): 54–70. http://dx.doi.org/10.1177/073953291203300105.
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Singh Joy, Subhashni D. "Work Environment Affects Nurses' Job Satisfaction." AJN, American Journal of Nursing 111, no. 2 (February 2011): 67. http://dx.doi.org/10.1097/01.naj.0000394302.83393.45.
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Leip, Leslie A., Jeanne Stinchcomb, and Mara Schiff. "Job Satisfaction and Work-Related Stress." Criminal Justice Review 42, no. 4 (March 28, 2017): 400–410. http://dx.doi.org/10.1177/0734016817699671.
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The job of prison warden encompasses numerous external pressures and internal challenges, along with commensurately high performance expectations, the cumulative impact of which may be reflected in the job satisfaction and work-related stress of incumbents. Using data gathered from a national survey of prison wardens, we examine the impact of work-related stress, depersonalization, and the authority to carry out responsibilities on job satisfaction levels of prison wardens across the nation.
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Zou, Min. "Gender, work orientations and job satisfaction." Work, Employment and Society 29, no. 1 (January 8, 2015): 3–22. http://dx.doi.org/10.1177/0950017014559267.
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Conley, Sharon, and Ralph Levinson. "Teacher Work Redesign and Job Satisfaction." Educational Administration Quarterly 29, no. 4 (November 1993): 453–78. http://dx.doi.org/10.1177/0013161x93029004004.
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Carleton, Cheryl, and Mary Kelly. "Alternative Work Arrangements and Job Satisfaction." Atlantic Economic Journal 47, no. 3 (September 2019): 293–309. http://dx.doi.org/10.1007/s11293-019-09628-3.
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Abrori, Imam, and Nuril Hidayati. "Compensation, Work Discipline and Work Motivation Relationship to Employee Job Satisfaction." Jurnal Ilmu Manajemen Advantage 4, no. 1 (June 30, 2021): 32–39. http://dx.doi.org/10.30741/adv.v4i1.603.
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This study aims to determine: (1) the influence of the compensation variable on job satisfaction (2) the influence of the variable work discipline on job satisfaction (3) about the effect of work motivation on employee job satisfaction at PT. PP Perkebunan Jember Widodaren . This research is a causal associative study using a quantitative approach. The population in this study were employees of PT. PP Perkebunan Jember Widodaren amounting to 69 people. The sampling technique in this research is census. Data were collected using a questionnaire that had been tested for linearity, multicolonierity and heteroscedasticity tests. The data analysis technique used is multiple regression. The results of this research are at the significant level 5% indicates that: (1) Compensation has a positive and significant effect on employee job satisfaction. This is evidenced by the beta coefficient (β) 0.227 (p <0.05; p = 0.042) and the effect of compensation on employee job satisfaction with a significant level of 0.003 (2) Work motivation has a positive but not significant effect on employee job satisfaction as evidenced by the level of significance of 0.394
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ROXBURGH, SUSAN. "Exploring the Work and Family Relationship." Journal of Family Issues 20, no. 6 (November 1999): 771–88. http://dx.doi.org/10.1177/019251399020006003.
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This article examines gender differences in the influence of parenthood and social support on job satisfaction. This is important because there is ample evidence that work and family roles are managed and coordinated differently by men and women and therefore that home roles influence men's and women's job satisfaction differentially. Using a large random sample of the Toronto metropolitan area, gender differences in the impact of parenthood and social support from partners and coworkers on job satisfaction, controlling for job demands, are examined. Results indicate that mothers have higher job satisfaction than fathers and nonmothers. Coworker support is more important for men's job satisfaction than partner support. Partner support is highly significant for women's job satisfaction, whereas the influence of coworker support varies as a function of partner support. Implications for an understanding of gender differences in job satisfaction and in the experience of dual roles are discussed.
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Martinez-Sanchez, Angel, Manuela Perez-Perez, Maria-Jose Vela-Jimenez, and Silvia Abella-Garces. "Job satisfaction and work–family policies through work-family enrichment." Journal of Managerial Psychology 33, no. 4/5 (July 2, 2018): 386–402. http://dx.doi.org/10.1108/jmp-10-2017-0376.
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PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
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Wijaya, Wayan Gede, I. Ketut Setia Sapta, Anak Agung Putu Agung, and I. Nengah Sudja. "Leadership Effect and Work Motivation to Employee's Performance with Work Satisfaction as a Mediation Variable (Study in the Denpasar City Regional Agency)." International Journal of Contemporary Research and Review 10, no. 02 (February 11, 2019): 21385–94. http://dx.doi.org/10.15520/ijcrr.v10i02.667.
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This study aims to analyze the influence of leadership, work motivation, on performance mediated job satisfaction. The increase in job satisfaction for employees certainly has an impact on the performance shown. There are differences between employees who have satisfaction with those who don't. Employees who feel satisfaction in their work tend to have a better record of attendance and adherence to regulations. These employees also usually have better achievements than employees who do not have satisfaction in their jobs. Employees who feel satisfied with their work have a greater chance to talk about positive things about their organization, help others and make their performance exceed normal estimates. The sample in this study were 58 employees of the Denpasar City Revenue Agency. Testing of model suitability through validation testing on PLS. Research results show leadership has a positive and significant effect on employee job satisfaction. Work motivation has a positive and significant effect on employee job satisfaction. Leadership has a positive and insignificant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Job satisfaction has a significant positive effect on employee performance.
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Gaszynska, Ewelina, Michal Stankiewicz-Rudnicki, Franciszek Szatko, Andrzej Wieczorek, and Tomasz Gaszynski. "Life Satisfaction and Work-Related Satisfaction among Anesthesiologists in Poland." Scientific World Journal 2014 (2014): 1–9. http://dx.doi.org/10.1155/2014/601865.
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The aim of the study was to assess the level of life and job satisfaction of Polish anesthesiologists and to explore the impact of extrinsic-hygiene and intrinsic-motivating determinants.Materials and Methods.A cross-sectional questionnaire study was conducted among consultant anesthesiologists in Lodz region. The questionnaire concerned patient care, burden, income, personal rewards, professional relations, job satisfaction in general, and life satisfaction. Respondents were asked to rate their level of satisfaction for each item on a seven-point Likert scale (1: extremely dissatisfied; 7: extremely satisfied).Results.86.03% of anesthesiologists were satisfied with their economic status, 77.94% found their health status satisfactory, and 52.21% viewed their personal future optimistically. In general, 71.32% of anesthesiologists were satisfied with their current job situation. Among the less satisfying job aspects were work-related stress (2.49; SD = 1.23), administrative burden (2.85; SD = 1.47), workload (3.63; SD = 1.56), and leisure time (3.09; SD = 1.44).Conclusions.Considerable work-related stress leads to job dissatisfaction among anesthesiologists. There is an association between job satisfaction and health status, social life, and economic status. Working for long hours by anesthesiologists results in a high risk of burnout.
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Pangarso, Astadi, and Vidi Ramadhyanti. "PENGARUH LINGKUNGAN KERJA NON FISIK TERHADAP KEPUASAN KERJA DOSEN TETAP STUDI PADA FAKULTAS KOMUNIKASI DAN BISNIS UNIVERSITAS TELKOM BANDUNG." KINERJA 19, no. 2 (February 21, 2017): 174. http://dx.doi.org/10.24002/kinerja.v19i2.543.
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The purpose of this study is to determine the influence of non-physical work environment on job satisfaction lecturer of the Faculty of Communication and Business at the University of Telkom Bandung. The independentvariable X of the study is non-physical work environment while the dependent variable Y is job satisfaction. The data are obtained by distributing questionnaires, sampling technique uses the saturation. The analytical method used is a simple linear regression analysis method.The research results prove that the non-physical work environment by 38.8% have influence on job satisfaction lecturer of the Faculty of Communication and Business, University of Telkom Bandung and theremaining 61.2% is influenced by other factors that are not observed in this study. In other words, there is a partial effect of non-physical work environment on permanent lecturers’ job satisfaction on the Faculty ofCommunication and Business, University of Telkom Bandung.Keywords: human resources, non-physical work environment, job satisfaction
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Purwana, Dedi, Argo Ahmad, and Ari Saptono. "The Influence of Leadership and Work Environment toward Organziational Citizenship Behavior (OCB) through Work Satisfaction." International Journal on Advanced Science, Education, and Religion 3, no. 2 (July 21, 2020): 57–71. http://dx.doi.org/10.33648/ijoaser.v3i2.64.
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This article aimed to analyse the influence of leadership on job satisfaction of employees at the Research Agency and Human Resource of Maritime and Fisheries, the influence of the work environment on job satisfaction of employees, the influence of leadership on Organizational Citizenship Behavior (OCB) of employees, the influence of the Work environment on OCB of employees, the effect of job satisfaction of employees, the influence of leadership on OCB of employees, and the influence of the work environment on OCB of employees through Job Satisfaction as an intervening variable. This research was quantitative by using the survey method that has character to explain the causal relationship or ordinary correlational, namley path analysis (pathanalysis). The respondents were 218 employees in the Research Agency and Human Resource of Maritime and Fisheries. The results of the study show that: 1) There were the effect of leadership on job satisfaction among employees of Research Agency and Human Resource of Maritime and Fisheries. 2) There was the influence of the work environment on job satisfaction of employees 3) There were influence of leadership on OCB 4) there was the influence of the work environment on OCB 5) the influence of job satisfaction on OCB 6) the influence of leadership on Organizational Citizenship Behavior (OCB) on Research Agency and Human Resource of Maritime and Fisheries through Job Satisfaction as an Intervening variable, and 7) the existence the influence of the work environment on Organizational Citizenship Behavior (OCB) through Job Satisfaction as an intervening variable.
Keywords: Organizational Citizenship Behavior, Leadership, Job Satisfaction
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Larkin, Patrick S. "Job Satisfaction in Public Horticulture." HortScience 30, no. 4 (July 1995): 902B—902. http://dx.doi.org/10.21273/hortsci.30.4.902b.
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Much has been written about how job satisfaction may or may not affect production, morale, and quality of work. However, most job satisfaction studies have been conducted in the area of manufacturing and management, but none have been conducted in the field of public horticulture. Job satisfaction was examined in 245 employees from 30 public horticulture institutions in the mid-Atlantic region of the American Association of Botanic Gardens and Arboreta (AABGA) using the Job Descriptive Index (JDI) and Job in General (JIG). Our purpose was to determine if differences in job satisfaction existed based on an individual' s job (management, horticulture, or other), sex, or other demographic information. In general, public horticulture employees reported satisfaction with work on their current job, supervision of co-workers, and their jobs in general, but showed dissatisfaction with their opportunities for promotion. They were ambivalent about their current pay. However, significant differences (P < 0.05) were seen between the sexes on satisfaction with current pay and among management, horticulture, and other staff on work on current job, current pay, opportunities for promotion, and co-workers.
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Weale, Victoria P., Yvonne D. Wells, and Jodi Oakman. "The work-life interface: a critical factor between work stressors and job satisfaction." Personnel Review 48, no. 4 (June 4, 2019): 880–97. http://dx.doi.org/10.1108/pr-09-2016-0226.
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Purpose The purpose of this paper is to explore job satisfaction, and how the work-life interface might affect job satisfaction, among residential aged care staff. The statistical package PROCESS was used to analyse the impacts of workplace stressors (poor safety climate, poor relationships with colleagues and poor relationships with management) and potential mediating variables that measured aspects of the work-life interface, specifically work-family conflict (WFC) and work-life balance. Design/methodology/approach This survey research was carried out through distribution of a paper-based questionnaire to approximately 800 permanent, fixed term and casual employees working in residential aged care. All job roles, including both direct care and support staff, were represented in the sample. Findings WFC and work-life balance act serially to mediate the relationships between workplace stressors and job satisfaction. Research limitations/implications Study participants were restricted to residential aged care facilities in the metropolitan Melbourne area, Australia, limiting generalisability of the findings. Practical implications The work-life interface is a legitimate concern for human resources managers. Implications include need for greater understanding of the contribution of work-life fit to job satisfaction. Interventions to improve job satisfaction should take into account how workplace stressors affect the work-life interface, as well as job-related outcomes. Enhanced work-life fit should improve job-related outcomes. Originality/value This paper explores the potential mediating roles of WFC and work-life balance on job satisfaction and demonstrates a pathway through which the work-life interface affects job satisfaction for workers in residential aged care.
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Che Ahmat, Nur Hidayah, Susan Wohlsdorf Arendt, and Daniel Wayne Russell. "Examining work factors after Malaysia’s minimum wage implementation." International Journal of Contemporary Hospitality Management 31, no. 12 (December 9, 2019): 4462–81. http://dx.doi.org/10.1108/ijchm-10-2018-0827.
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Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee compensation satisfaction and employee turnover intention. Work motivation was found to mediate the relationship between employee compensation satisfaction and employee work engagement. Additionally, work engagement and job satisfaction mediated the relationship between employee work motivation and employee turnover intention. Research limitations/implications Missing data are inevitable in survey research. Due to data missing for some of the demographic questions, the moderating effect of certain demographic characteristics (e.g. sex) could not be assessed. Practical implications Given recent minimum wage policy implementation in Malaysia, it is imperative that Malaysian hotel operators understand to what extent employee compensation satisfaction influences how employees perceived their jobs and to what extent work motivation, work engagement and job satisfaction mediate employee compensation satisfaction and employee turnover intention. Originality/value This study makes a significant contribution to the hospitality compensation research area, specifically regarding the impact of compensation on how employees perceived their jobs after minimum wage implementation.
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Muskat, Birgit, and Bernd F. Reitsamer. "Quality of work life and Generation Y." Personnel Review 49, no. 1 (October 16, 2019): 265–83. http://dx.doi.org/10.1108/pr-11-2018-0448.
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Purpose The purpose of this paper is to examine how quality of work life (QWL) influences job satisfaction and to test if gender and organizational type moderate this relationship for Generation Y (Gen-Y). Design/methodology/approach Questionnaire data were collected from 328 Gen-Y employees in European hospitality businesses. Drawing on generational theory, social role theory and person–environment (P–E) fit theory, the authors discuss how gender and organizational types (i.e. independent vs corporate structures) moderate Gen-Y’s QWL–job satisfaction relationship. Findings The findings of the paper are as follows: first, gender and organizational type influence the QWL–job satisfaction relationship for Gen-Y. Second, job security does not change job satisfaction levels for female employees while high levels of job security negatively influence job satisfaction for male employees. Third, receiving appreciation at work increases job satisfaction for both women and men but, when receiving little appreciation at work, women remain more satisfied. Fourth, having opportunities to contribute to decisions positively affects Gen-Y’s job satisfaction. Fifth, having the right to say is more important in independent organizations, while the opportunity to realize an employee’s own potential leads to higher job satisfaction in corporate organizations. Originality/value The study contributes to the limited empirical scholarly research, adding to a deeper understanding of influencing factors of Gen-Y’s QWL–job satisfaction relationship.
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GĘBCZYŃSKA, Magdalena. "Job satisfaction in project-based organization." Scientific Papers of Silesian University of Technology. Organization and Management Series 2020, no. 146 (2020): 113–29. http://dx.doi.org/10.29119/1641-3466.2020.146.9.
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Purpose: the purpose of this article is to examine how different factors, such as: person organization fit, supervisor support, rewards, organizational commitment and work engagement simultaneously affect the employee job satisfaction in project-based organization. Design/methodology/approach: This research applies fuzzy set Qualitative Comparative Analysis (fs/QCA). The sample of the study includes 17 cases of Polish consulting firms, and the fieldwork contains information from series of surveys. The survey includes five scales (person organization fit, supervisor support, rewards, organizational commitment and work engagement) in the form of statements to which respondents indicate their level of agreement/disagreement on a five-point Likert scale. Findings: empirical research indicated the configurations of factors which lead to job satisfaction in PBO, pecially, (C1): person organization fit, supervisor support and 16 organizational commitment and (C2): rewards, organizational commitment and work engagement with absence of supervisor support and (C3): person organization fit, rewards and work engagement influence job satisfaction in project-based organization. Research limitations/implications: the first limitation relates to the data source – the data in this study come from a limited research sample-consulting firms. Second, this study considered and examined few factors of job satisfaction selected based on critical analysis of the literature and future studies could include other variables. Practical implications: the results of research have practical implications for managers of project-based organization, because they provide them with configuration of factors which lead to job satisfaction. Originality/value: using of fs/QCA, which enabled simultaneous studying the effect of selected factors and it is an original contribution to the research on job satisfaction in PBO.
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Sekine, M., and T. Tatsuse. "Socioeconomic and sex inequalities in job satisfaction of Japanese civil servants: Role of job strain, work hours and work-family conflicts." European Psychiatry 26, S2 (March 2011): 1601. http://dx.doi.org/10.1016/s0924-9338(11)73305-3.
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IntroductionUnder slow economic growth, the maintenance of job satisfaction is important. This study aims to evaluate(1) whether psychosocial stress at work and work-family conflicts contribute to low job satisfaction and(2) whether these work and family characteristics explain socioeconomic and sex inequalities in low job satisfaction.MethodsThe subjects were civil servants in local government in Japan. Questionnaire survey was conducted in 2003. Altogether 4272 subjects (response rate: 79.2%) responded. The questionnaire included questions on job satisfaction, job strain, as measured by the job-demand-control-support model, work hours, shift work, family structure, and family-work conflicts.ResultsApproximately two thirds of participants were satisfied with their job. Low job control, high job demands, low social support, long work hours and high work-family conflicts were associated with low job satisfaction. Low grade employees were likely to report low job satisfaction but the associations were significant only for men. In men, the grade differences in low job satisfaction reduced and were no longer significant after adjustment for job strain, work hours and work-family conflicts. In women, the grade differences in low job satisfaction hardly changed after adjustment for job strain, work hours and work-family conflicts. More women than men reported low job satisfaction. The sex difference reduced and was no longer significant after adjustment for job strain, work hours and work-family conflicts.ConclusionJob strain, long work hours, and work-family conflicts may cause low job satisfaction and contribute to socioeconomic and sex inequalities in low job satisfaction.
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Anuradha and Mrinalini Pandey. "Impact of work-life balance on job satisfaction of women doctors." Problems and Perspectives in Management 14, no. 2 (June 13, 2016): 319–24. http://dx.doi.org/10.21511/ppm.14(2-2).2016.07.
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In the competitive era of today, women have to battle hard to establish their individuality in the society, as well as in professional life. Work-life balance is the major problem in the life of working women. The study covers work-life balance of women doctors of private hospitals of Jharkhand. This study helps to understand the impact of work-life balance on job satisfaction. Regression analysis and ANOVA Test have been used to test the relationship between the variables. The study has found that work-life balance has positive impact on job satisfaction
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R, Rina Novianty Ariawaty. "Job Satisfaction Employee: Family Supportive Supervisor Behavior and Work-Life Balance." Journal of Advanced Research in Dynamical and Control Systems 11, no. 12 (December 20, 2019): 75–81. http://dx.doi.org/10.5373/jardcs/v11i12/20193214.
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I, Riana Gede. "Managing Work Family Conflict and Work Stress through Job Satisfaction and Its Impact on Employee Performance." Jurnal Teknik Industri 20, no. 2 (January 12, 2019): 127. http://dx.doi.org/10.9744/jti.20.2.127-134.
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Work satisfaction has an important role in reducing work stress and work family conflict. This research aims to analyze the influence of work family conflict and work stress on the work satisfaction and performance of employees. The sample in this research is 46 married female employees. The data analysis technique used is the Partial Least Square (PLS) by using WarpPLS. The research results show that; work family conflict has a significant and negative influence on job satisfaction. Work family conflict has a significant and negative influence on employee performance. Work stress has a negative and significant influence on job satisfaction. Work stress has a negative and insignificant influence on employee performance. The analysis results provide information that work family conflict and work stress has an indirect influence on employee performance through job satisfaction. Furthermore, the indirect influence of work-family conflict on employee performance through job satisfaction is a full mediation. This means that job satisfaction has a strategic role in reducing the work stress and work family conflict so that it does not have a significant impact on employee performance. Job satisfaction can be improved by providing the feelings of fairness so that women can be satisfied with their job, conducting promotions, and supervisions. Finally, the social support of co-workers and management in the form of implementing family friendly policies is greatly needed to maintain the job satisfaction.
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Nurmala Dewi, Risa, Ichsan Maulana, and Mahatir Muhadzib. "The Influence of Auditor Independence, Work Experience, Work Satisfaction, and Auditor Competency Against Audit Quality." Indonesian Management and Accounting Research 16, no. 2 (June 25, 2019): 46. http://dx.doi.org/10.25105/imar.v16i2.4687.
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The purpose of this research is to determine the effect of Independency of Auditor, Job Experience, Job Satisfaction and Auditor Competency toward Audit Quality. The importance of this research includes verifying theories that have developed related to the influence of auditor independence, job experience and job satisfaction and striving to prove that increasing auditor competence can be a component that improves audit quality. The population of this research comprises auditor on Public Accounting Firm located in Jakarta. The technique of determining the sample used is convinience sampling. This research uses a multiple linear regression approach. Based on the results of testing, this research proves that independency of auditor, job experience, job satisfaction and auditor competency together have effect toward audit quality. This research also proves that partially idependency of auditor and job satisfaction have positive effect toward audit quality, whereas job experience and auditor competency have no effect toward audit quality
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Lu, Lu, Allan Cheng Chieh Lu, Dogan Gursoy, and Nathan Robert Neale. "Work engagement, job satisfaction, and turnover intentions." International Journal of Contemporary Hospitality Management 28, no. 4 (April 11, 2016): 737–61. http://dx.doi.org/10.1108/ijchm-07-2014-0360.
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Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.
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Sokolov, N. Ya. "Lawyers about job satisfaction." Lex Russica, no. 1 (January 1, 2019): 9–19. http://dx.doi.org/10.17803/1729-5920.2019.146.1.009-019.
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The solution of the problems associated with the rule of law state formation and improvement of the mechanism of the legal regulation depends mainly on lawyers as a social and professional group. Hence, the need for a thorough study of lawyers’ professional activities and the problems they face in their daily work appears. Also, it is necessary to have a clear understanding of whether the lawyers are satisfied with their work. Thus, the results of the author’s sociological study of the lawyers’ professional culture can be used to evaluate their satisfaction with the work they carry out.According to the data presented in the article, the lawyers’ assessment of the degree of their satisfaction with their work in general is quite contradicting. More than half of the respondents consider themselves not quite satisfied with their jobs. The lawyers’ job satisfaction is significantly affected by their professional specialization, work experience, age, and gender. This is confirmed by the data presented in the article. The author emphasizes the need for further in-depth and comprehensive study of the problem under consideration using the resources of sociology.
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Oki Rinaldi, Dewi Susita, and Agung Wahyu Handaru. "THE INFLUENCE OF WORK ENVIRONMENT AND WORK STRESS ON EMPLOYEE SATISFACTION AT PT DENKO WAHANA INDUSTRIES." JURNAL DINAMIKA MANAJEMEN DAN BISNIS 4, no. 1 (July 29, 2021): 78–96. http://dx.doi.org/10.21009/jdmb.04.1.4.
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AbstractThe purpose of this study was to determine a description of the work environment, job stress and job satisfaction of PT Denko Wahana Industri employees, to test and analyze the effect of work environment on job satisfaction of employees of PT Denko Wahana Industri, to test and analyze the effect of job stress on employee job satisfaction. PT Denko Wahana Industri. This study uses the Partial Least Square (PLS) method to analyze data. The research model used in this research is descriptive explanatory. This study was conducted on 154 employees, with a purposive sampling technique. The data collection technique used a survey method, namely distributing questionnaires which were then processed by the SmartPLS 3.3.3 program. The results of PLS show that there is a significant influence on the work environment and job stress on employee job satisfaction.Keywords: work environment, job stress, and job satisfaction, PT Denko Wahana Industri
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Chiu, Randy K. "RELATIONSHIPS AMONG ROLE CONFLICTS, ROLE SATISFACTIONS AND LIFE SATISFACTION: EVIDENCE FROM HONG KONG." Social Behavior and Personality: an international journal 26, no. 4 (January 1, 1998): 409–14. http://dx.doi.org/10.2224/sbp.1998.26.4.409.
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This study investigated the direct effects among work/family conflicts, job, marital and life satisfactions reported by a Hong Kong sample. Seventeen hundred questionnaires were sent to three different professions in Hong Kong and 497 successful responses were obtained. The findings indicated that work and family conflicts as well as interrole conflict affected job satisfaction and marital satisfaction. Likewise, life satisfaction reported by the respondents was affected by their level of job satisfaction and marital satisfaction as well.
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Yalabik, Zeynep Yesim, Bruce A. Rayton, and Andriana Rapti. "Facets of job satisfaction and work engagement." Evidence-based HRM: a Global Forum for Empirical Scholarship 5, no. 3 (December 4, 2017): 248–65. http://dx.doi.org/10.1108/ebhrm-08-2015-0036.
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Purpose The purpose of this paper is to analyze the relationship between the facets of job satisfaction and the work engagement. Previous studies that focus on the linkages between work engagement and overall job satisfaction ignore the multi-faceted nature of job satisfaction construct. In this study, how job satisfaction facets are linked to three dimensions of work engagement – i.e. vigor, dedication and absorption – is discussed by drawing on the social exchange theory. Design/methodology/approach The cross-lagged data used in this study come from the specialist lending division of a UK bank. The linear multiple regression analyses are run to test the proposed theoretical model. Findings The results show that among all the job satisfaction facets, the “satisfaction with work itself” is the key driver of all dimensions of work engagement, i.e. vigor, dedication and absorption. The “satisfaction with conditions” is negatively linked to absorption of employees in their work. This means that the employees with high workload might not be absorbed in their work. Finally, it is found that employees who are satisfied with the communication in their work are also absorbed in their work. Originality/value This study contributes to our knowledge of the drivers of work engagement over time. The facets of job satisfaction as the drivers help us to have a comprehensive understanding of the link between the job satisfaction facets and work engagement. This study first contributes to the work engagement literature which has neglected the multi-dimensional approach of job satisfaction. This study also contributes to the limited number of work engagement studies conducted in service sector and in UK.