Journal articles: 'Measurement of job satisfaction'

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Karatepe, Osman M., Turgay Avci, Tuna Karatepe, and Sezen Canozer. "The Measurement of Job Satisfaction." International Journal of Hospitality & Tourism Administration 4, no. 1 (January 2003): 69–85. http://dx.doi.org/10.1300/j149v04n01_04.

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Aouadni, Ismahene, Abdelwaheb Rebaï, Nikolaos Christodoulakis, and Yannis Siskos. "Job satisfaction measurement: the multi-criteria satisfaction analysis." International Journal of Applied Decision Sciences 7, no. 2 (2014): 190. http://dx.doi.org/10.1504/ijads.2014.060330.

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Abiyev, Rahib H., Tulen Saner, Serife Eyupoglu, and Gunay Sadikoglu. "Measurement of Job Satisfaction Using Fuzzy Sets." Procedia Computer Science 102 (2016): 294–301. http://dx.doi.org/10.1016/j.procs.2016.09.404.

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Williams, Eric S., Thomas R. Konrad, Mark Linzer, Julia McMurray, Donald E. Pathman, Martha Gerrity, Mark D. Schwartz, et al. "Refining the Measurement of Physician Job Satisfaction." Medical Care 37, no. 11 (November 1999): 1140–54. http://dx.doi.org/10.1097/00005650-199911000-00006.

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Gillespie, Michael A., William K. Balzer, Michelle H. Brodke, Maya Garza, Erin N. Gerbec, Jennifer Z. Gillespie, Purnima Gopalkrishnan, et al. "Normative measurement of job satisfaction in the US." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 516–36. http://dx.doi.org/10.1108/jmp-07-2014-0223.

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Purpose – The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction. Design/methodology/approach – A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance. Findings – The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided. Research limitations/implications – An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations. Practical implications – The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels. Social implications – By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work. Originality/value – The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.

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Pepe, Alessandro, Loredana Addimando, and Guido Veronese. "Measuring teacher job satisfaction: Assessing invariance in the Teacher Job Satisfaction Scale (TJSS) across six countries." Europe’s Journal of Psychology 13, no. 3 (August 31, 2017): 396–416. http://dx.doi.org/10.5964/ejop.v13i3.1389.

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Work and organizational psychology has long been concerned with measuring job satisfaction in organizational contexts, and this has carried across to the field of education, leading to a research focus on the work-related satisfaction of teachers. Today, a myriad of organizations continue to assess employees’ job satisfaction on a routine basis (Liu, Borg, & Spector, 2004). Unfortunately, a sort of balkanization of the field has resulted in the production of dozens of specific measurement tools, making it difficult to cross-compare samples and contexts. The present paper tested the measurement invariance of the Teacher Job Satisfaction Scale (TJSS) in six international cohorts (Netherlands, United States, Russia China, Italy and Palestine) of in-service teachers (N = 2,819). Confirmatory factor analysis and multi-group invariance tests were applied. The TJSS-9 displayed robust psychometric proprieties and no substantial departures from measurement invariance (configural and metric). Future research is required to further test equivalence across additional countries, with view to developing a truly international tool for measuring job satisfaction in teaching.

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Tourangeau, Ann E., Linda McGillis Hall, Diane M. Doran, and Teresa Petch. "Measurement of Nurse Job Satisfaction Using the McCloskey/Mueller Satisfaction Scale." Nursing Research 55, no. 2 (March 2006): 128–36. http://dx.doi.org/10.1097/00006199-200603000-00008.

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Kwon, NaYoung, MinSoo Kim, and InSoo Oh. "The effect of Job Autonomy on Job Satisfaction." Korean Journal of Industrial and Organizational Psychology 29, no. 4 (November 30, 2016): 573–90. http://dx.doi.org/10.24230/kjiop.v29i4.573-590.

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Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

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Hartman, Sandra, David W. Grigsby, Michael D. Crino, and Jagdeep S. Chhokar. "The Measurement of Job Satisfaction by Action Tendencies." Educational and Psychological Measurement 46, no. 2 (June 1986): 317–29. http://dx.doi.org/10.1177/001316448604600204.

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Rutherford, Brian N., James S. Boles, and Scott C. Ambrose. "Reconceptualizing the measurement of multidimensional salesperson job satisfaction." Journal of Personal Selling & Sales Management 39, no. 3 (May 10, 2019): 287–98. http://dx.doi.org/10.1080/08853134.2019.1601018.

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Qureshi, Muhammad Asif, Karim Bux Shah Syed, Noor Ahmed Brohi, Arjumand Bano Soomro, and Tania Mushtaque. "Impact of Job Clarity on Nurses’ Job Satisfaction: A Moderating Role of Fairness Perception." International Business Research 12, no. 4 (March 29, 2019): 187. http://dx.doi.org/10.5539/ibr.v12n4p187.

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The main objective of this study was to ascertain the impact of job clarity on nurses’ job satisfaction in the public hospitals of Sindh province of Pakistan. The results presented a valid and reliable measurement model so that a structural model could be built upon it for testing research hypotheses. Results indicate that job clarity has an insignificant impact on job satisfaction among nurses in Pakistan. Moreover, the fairness perception does not moderate; rather, it is found to be a strong predictor of nurses’ job satisfaction. In other words, people have a lack of clarity about tasks, roles, and responsibilities, often end up affecting their outcomes. Therefore, it is recommended to strengthen the element of fairness in jobs to boost job satisfaction. HR policies and general policy makers in the organization have a greater role in this regards to ensure that the work and task are divided on fair grounds and so the rewards.

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Spector, Paul E. "Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey." American Journal of Community Psychology 13, no. 6 (December 1985): 693–713. http://dx.doi.org/10.1007/bf00929796.

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MANE, S. S. "Development of scale for measurement of teacher’s job satisfaction." INTERNATIONAL JOURNAL OF AGRICULTURAL SCIENCES 13, no. 1 (January 15, 2017): 114–18. http://dx.doi.org/10.15740/has/ijas/13.1/114-118.

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Etchegaray, Jason M., J. Bryan Sexton, Robert L. Helmreich, and Eric J. Thomas. "Job Satisfaction Ratings: Measurement Equivalence Across Nurses and Physicians." Western Journal of Nursing Research 32, no. 4 (June 2010): 530–39. http://dx.doi.org/10.1177/0193945909355148.

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Khalilzadeh, Jalayer, Giacomo Del Chiappa, Jafar Jafari, and Hamid Zargham Borujeni. "Methodological approaches to job satisfaction measurement in hospitality firms." International Journal of Contemporary Hospitality Management 25, no. 6 (August 16, 2013): 865–82. http://dx.doi.org/10.1108/ijchm-05-2012-0067.

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Lloyd, Stephen, David Streiner, Ernest Hahn, and Sue Shannon. "Development of the emergency physician job satisfaction measurement instrument." American Journal of Emergency Medicine 12, no. 1 (January 1994): 1–10. http://dx.doi.org/10.1016/0735-6757(94)90187-2.

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Mahmood, Hazhar Bahram. "Job Satisfaction Measurement in the Public and Private Sectors: The Case of Erbil in North Iraq." International Journal of Contemporary Research and Review 9, no. 03 (March 25, 2018): 20639–46. http://dx.doi.org/10.15520/ijcrr/2018/9/03/480.

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This paper is focused on an overview of Job satisfaction Measurement in both the Public and Private Sectors, most specifically in Erbil, the North of Iraq. The private sector is making huge progress in its recruitment policies to get the right people hired and give them better working conditions. This has relatively increased job performance in the private sector. Although there has been an economic slowdown in Iraq caused by political crisis, the level of job satisfaction in the private sector has increased followed by an increase in job performance in the private sector. The private sector in North of Iraq is profitable, making financial gains and great investment and the government of North of Iraq have high expectations that in the years to come, investment in the private sector will yield more profits and enormously contribute to booming the economy of North of Iraq. The private sector continues making the workplaces more comfortable to push up job satisfaction and job performance from below and the government of North of Iraq is eager to make the investment environment in North of Iraq more conducive. The most important people in every company are the employees. They are important because they play the important roles in given the company a good shape and helping the company to maintain its shape. This means that management of companies has the express duty to keep employees working on their job and even to influence the employees in many ways to remain with the company. If management succeeds to keep employees steadily on the job, it means that employees have been greatly satisfied. To be a satisfied employee, shows that a company’s policies and practices on satisfaction are well upheld. This mean that job satisfaction which is a widely used concept in the process of company’s management and operation is well handled. Job satisfaction element can be well handled but the degree to which it is handled matters more and this greatly determines the retention of every employee. If the degree of handling job satisfaction is high, this will obviously attract and keep employees on the job. But if the degree is low, employees will tend to leave the job. This explains why in measuring job satisfaction, companies should strive to achieve high degree of job satisfaction.

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Malang, Jocelyn DS, Ferdinand C. Somido, Susana C. Bautista, Pedrito Jose V. Bermudo, Antonio D. Yango, and Leomar S. Galicia. "Job performance of selected accrediting agencies employees: Towards a job satisfaction measurement framework." Journal of Business & Management (COES&RJ-JBM) 6, no. 1 (January 1, 2018): 46–65. http://dx.doi.org/10.25255/jbm.2018.6.1.46.65.

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Hernández-López, Adrián. "Satisfaction and Motivation." International Journal of Human Capital and Information Technology Professionals 3, no. 4 (October 2012): 39–56. http://dx.doi.org/10.4018/jhcitp.2012100104.

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Job satisfaction and motivation are traditional areas of organizational psychology research. Nevertheless, within Software Engineering (SE), these concepts continue to be in the research agenda. These concepts are interrelated between them and with other important management aspects within SE: productivity measurement. In this paper, the job satisfaction and the motivation of software development team members are analyzed using a qualitative exploratory approach. Results are presented under the point of view of Maslow’s hierarchy of needs and Herzberg’s dual factor theory. Moreover, the factors that participants considered as improvers of their productivity are also analyzed. And also, links between productivity factors and motivation are analyzed. Finally, results points to a high presence of hygienic factors that should be covered if organizations what to improve the job satisfaction of software project team workers.

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Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.

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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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Kacel, Barbara, Mary Miller, and Diane Norris. "Measurement of nurse practitioner job satisfaction in a midwestern state." Journal of the American Academy of Nurse Practitioners 17, no. 1 (January 2005): 27–32. http://dx.doi.org/10.1111/j.1041-2972.2005.00007.x.

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Buckley, M. Ronald, Shawn M. Carraher, and Joseph A. Cote. "Measurement Issues Concerning the Use of Inventories of Job Satisfaction." Educational and Psychological Measurement 52, no. 3 (September 1992): 529–43. http://dx.doi.org/10.1177/0013164492052003003.

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Walczak, Radosław B., and Romuald Derbis. "The role of the happiness philosophy and core self-evaluations in defining job satisfaction as seen by the self and the significant other." Polish Journal of Applied Psychology 13, no. 4 (December 1, 2015): 55–66. http://dx.doi.org/10.1515/pjap-2015-0042.

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Abstract Our paper analyses sources of job satisfaction. A cross-sectional study in two variants: an online questionnaire (n=642) and its paper version (n=635), were used to measure the impact of core self-evaluations, hedonism and eudaimonism on job satisfaction. To strengthen the dependent variable (job satisfaction) measurement, two sources for this data were used: the target person’s self-assessment and his or her significant other’s evaluation. The results show that the significant other’s assessment can be a valuable source of information on the target person’s job satisfaction. On top of that, hierarchical regression has shown that both happiness philosophies: eudaimonism and hedonism have predictive power over the assessment of job satisfaction based on core self-evaluations.

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Valaei, Naser, and Shokouh Jiroudi. "Job satisfaction and job performance in the media industry." Asia Pacific Journal of Marketing and Logistics 28, no. 5 (November 14, 2016): 984–1014. http://dx.doi.org/10.1108/apjml-10-2015-0160.

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Purpose The purpose of this paper is to examine the relationship between job satisfaction and employee performance in the media industry as well as the role of demographic variables, namely, age, gender, income, marital status, and the level of education as categorical moderators on this relationship. Design/methodology/approach A total of 220 valid questionnaires were collected from employees in the Malaysian media industry to examine the goodness of model fit, sign indeterminacy, measurement model, and structural relationships between constructs. Using partial least squares (PLS) path modelling, this study introduces a full-fledged structural equation modelling approach by applying ADANCO 1.1 advanced composite modelling and SmartPLS 3.2.3. PLS-multi-group analysis is applied to examine the heterogeneity of data and test the hypotheses on moderating variables. Findings Payment, promotion, supervision, operating conditions, co-workers, and nature of the work were found to be conducive to employees’ job performance, among which co-workers generated the highest path coefficient followed by operating conditions, payment, and promotion. Hypotheses on the relationships between fringe benefits, contingent rewards, communication, and job performance were rejected. Age, gender, and level of education were found as moderators to the relationship between facets of job satisfaction and employees’ job performance. Practical implications The results of importance-performance map analysis can help managers and decision makers to prioritize their actions. The findings show that co-workers and operating conditions have the highest importance and payment and contingent rewards have the highest performance on job performance in the media industry. Originality/value This study is among the few that investigates the relationship between job satisfaction and job performance in the media industry by considering demographic factors as the moderating variables. This study also contributes methodologically through the introduction of a synergistic PLS approach.

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Tahir, Sumbul, and S. M. Sajid. "Understanding the Job Satisfaction of Indian Academicians." Management and Labour Studies 44, no. 4 (September 11, 2019): 369–93. http://dx.doi.org/10.1177/0258042x19870324.

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The university academicians who form the backbone of the higher education set-up need better policies, training programmes, managerial support and frequent satisfaction measures to ensure their productivity, motivation and commitment to work are enhanced. The benefits of a high job satisfaction have been well-documented, but there is a definite gap in its measurement in academia. An exhaustive literature review across nine countries has shown that job satisfaction of academicians remains a lagging area of study. This article is based on a doctoral dissertation that measured the job satisfaction of 350 teachers of four higher education institutions of India using the teacher job satisfaction questionnaire (TJSQ) developed by Paula Lester. The sample was selected randomly with proportionate stratified sampling based on designations across four institutes of higher learning: Delhi University, Jamia Millia Islamia, Indian Institute of Management, Lucknow, and Indian Institute of Technology, Delhi. The findings suggested the teachers are satisfied with their jobs with the highest satisfaction reported with teaching responsibility, advancement opportunities and work itself. However, working conditions, pay and recognition were the most-cited causes for dissatisfaction. Factor analysis showed some interesting results where the number of factors remained the same at nine but their nature was slightly different. Further analyses of personal, institutional and socio-economic factors through regression models revealed interesting insights. It was also observed that these findings resonate with those observed globally among teachers, showing a need for teacher development across the world.

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Valianawaty, Cindy, and Eddy Madiono Sutanto. "Job Satisfaction and Job Performance in PT XYZ." TRIKONOMIKA 14, no. 2 (December 25, 2015): 111. http://dx.doi.org/10.23969/trikonomika.v14i2.403.

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This study was aimed to describe the measurements levels of job satisfaction and job performance, as well as to examine the positive effects on job satisfaction of employees performance in PT XYZ. This study used a quantitative approach, primary data which was obtained from the questionnaires to 60 employees, and secondary data from the company record, literature and previous research. The conclusion was, first, that each of individual employees had different job satisfaction. Second, the job performance was individual. Third, job satisfaction was high, working condition indicator as the highest and social service indicator as the lowest. Fourth, job performance was high, quality of work indicator as the highest, as well as cooperative and dependability indicator as the lowest. Fifth, the job satisfaction had no positive effect on job performance in PT XYZ.

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WIDODO, SUPARNO EKO, and ARIQ JAKA RAMADHANU. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DITINJAU DARI KEPUASAN KERJA INTRINSIK." JPPP - Jurnal Penelitian dan Pengukuran Psikologi 4, no. 1 (April 30, 2015): 1–6. http://dx.doi.org/10.21009/jppp.041.01.

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The purpose of this study was to determine the effect of intrinsic job satisfaction on organizational citizenship behavior (OCB). Measurement of variable of organizational citizenship behavior (OCB) using measuring tool from Podsakoff (1997) and for measurement of job satisfaction variable using measuring tool that is Minessota Satisfaction Questionnaire (MSQ).The method of data processing conducted in this study is the method of regression analysis. The result of research conducted is the behavior of citizenship organization (OCB) (Y) has increased one unit, then job satisfaction variable (X) will automatically add 0.365. It can be concluded that there is a positive (+) effect of intrinsic work satisfaction on the behavior of organizational citizenship (OCB). Seen from result of significance test of result of comparation F Counting 52,4 with F Table (1; 71) is 3,90 then result is F Count bigger than F Table. From the comparison of p = 0,000 and the significance level α = 0.05, the result is p <α. The conclusion is Ho is rejected then, There is influence of intrinsic work satisfaction on the behavior of citizenship organization (OCB) BPM members of all faculties at the State University of Jakarta. Variable self employment satisfaction 24.1% and felt by other factors outside of job satisfaction such as leadership style, personality type, self efficacy, and others.

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Saputra, Made Pradnya Paramita, and I. Gusti Ayu Dewi Adnyani. "PENGARUH MOTIVASI, KOMUNIKASI DAN STRES KERJA TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 1 (December 3, 2018): 1. http://dx.doi.org/10.24843/ejmunud.2019.v08.i01.p01.

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Organizations are required to create quality human resources and superior, so that good performance in the work will be achieved and then also can achieve high levels of job satisfaction. Job satisfaction is a positive feeling about work that arises based on an assessment of the work situation. Employee job satisfaction is one of many aspects that need to be considered in an effort to improve the human resource capabilities of an organization. The purpose of this study was to determine the effect of motivation, communication, and job stress on job satisfaction. This research was conducted at PT. PPILN Bali Area. The population of this study is 50 employees with saturated sampling method. In this study data collection is done through the distribution of questionnaires using Likert scale measurement method. Techniques of the analyzes used in this study are multiple linear regression. To improve job satisfaction should increase the motivation felt by employees, make effective communication within the organization and employee stress must be managed in order to improve job satisfaction

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Reddy, M. Balaji, and B. Ramachnadra Reddy. "Measurement of Job Satisfaction Among the Employees in Select Commercial Banks in Chittoor District of Andhra Pradesh." Indian Journal of Applied Research 3, no. 12 (October 1, 2011): 99–103. http://dx.doi.org/10.15373/2249555x/dec2013/26.

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Adriansyah, Agus Aan, Budhi Setianto, Wiwik Afridah, Akas Yekti Pulih Asih, Stefanus Supriyanto, Venia Ilma Dwi Prastika, and Amanatul Istifaiyah. "ANALYSIS OF NURSE'S JOB SATISFACTION BASED ON INTERNAL SERVICE QUALITY MEASUREMENT." Jurnal Riset Kesehatan 9, no. 2 (November 19, 2020): 94–101. http://dx.doi.org/10.31983/jrk.v9i2.6444.

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Nurses who are considered by the hospital to be able to provide maximum health services to patients so that they can increase patient satisfaction. This research was conducted to analyze the job satisfaction of nurses based on Internal Service Quality in the inpatient installation of RSI A. Yani Surabaya. The study was conducted with an observational analytic design and cross-sectional approach. The study population was the nurses in the inpatient installation of RSI A. Yani Surabaya, a total of 104 nurses. The sample size was 78 nurses who were spread in each inpatient room of RSI A. Yani Surabaya. The method of sampling using simple random sampling. Data analysis was performed using binary logistic regression test. The results showed that 98.7% of nurses rated internal service quality as good and 64.1% of nurses said they were satisfied. Based on the statistical test, it was found that the value of p = 0.999 ( 0.05), which means that internal service quality has no significant effect on job satisfaction of nurses. However, based on the aspect of internal service quality, the aspects of tools and reward and recognition can provide an almost significant effect on job satisfaction of nurses. Provision of tools has 9.23 times less risk of dissatisfying nurses than providing good tools. Likewise, giving rewards and recognition that was less likely to have a 3.34 times risk of making nurses dissatisfied compared to giving good recognition.

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Yahyagil, Mehmet Yusuf. "Values, feelings, job satisfaction and well-being: the Turkish case." Management Decision 53, no. 10 (November 16, 2015): 2268–86. http://dx.doi.org/10.1108/md-10-2014-0609.

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Purpose – The purpose of this paper is to explore the relationships between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context. The sub-research question is to learn the moderation effect of job satisfaction on the relationship between values, experienced feelings and life satisfaction. Design/methodology/approach – Analytical type of research design was used, and the data were obtained from 390 respondents who are the employees of different organizations in three cities in Turkey. Four measurement devices (Schwartz’s ten-item Portrait Values Questionnaire (PVQ), Brayfield-Rothe’s overall job satisfaction (OJS), and Diener’s Scale of positive and negative experience (SPANE) and satisfaction with life scale (SWLS)) were employed. Findings – It was understood that the participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives. The values of self-direction, achievement, hedonism and conformity are positively and strongly linked to job satisfaction and overall satisfaction of life. The moderating effect of job satisfaction is partially confirmed. It was also understood that the priorities of Turkish citizens imply self-centered satisfaction and independency, but not risk taking. Positive affect does influence the magnitude of the association between job satisfaction and life satisfaction. Originality/value – This paper is able to demonstrate the nature of associations between value orientations, experienced feelings, job satisfaction and global life satisfaction in a collectivist culture. The contradictions between value priorities of Turkish citizens and the people of Western countries would be likely interesting for academicians and researchers.

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Kim, Seung Hyun, and Sangmook Kim. "Ethnic Differences in Social Desirability Bias: Effects on the Analysis of Public Service Motivation." Review of Public Personnel Administration 37, no. 4 (September 16, 2015): 472–91. http://dx.doi.org/10.1177/0734371x15605147.

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Public service motivation (PSM) research heavily relies on self-report measures that are often susceptible to social desirability bias (SDB). Cultural orientation is also correlated with SDB. This study explores the ethnic differences in socially desirable responding when measuring PSM and job satisfaction in a multicultural but individualistic society like the United States. It tests the magnitude and pattern of SDB in measurements of PSM in this society as a whole, as well as the influence of ethnicity on SDB. The results of our experimental survey research show that SDB is significantly correlated with PSM measures, as well as job satisfaction. We therefore expect a spurious effect to occur in the correlational analysis. This implies that the correlation between job satisfaction and PSM is at least partly spurious due to measurement artifacts. Alternative ways to measure PSM need to be explored to control SDB.

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Batz-Barbarich, Cassondra, Louis Tay, Lauren Kuykendall, and Ho Kwan Cheung. "A Meta-Analysis of Gender Differences in Subjective Well-Being: Estimating Effect Sizes and Associations With Gender Inequality." Psychological Science 29, no. 9 (July 6, 2018): 1491–503. http://dx.doi.org/10.1177/0956797618774796.

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Despite global gender inequalities, findings on gender differences in subjective well-being have been inconsistent. We conducted a meta-analysis on gender differences in subjective well-being to account for the type of subjective-well-being measure, sampling variability, and levels of national gender inequality from which samples are gathered. Based on 281 effect sizes for life satisfaction ( N = 1,001,802) and 264 for job satisfaction ( N = 341,949), results showed no significant gender differences in both types of subjective well-being. Supplementary meta-analyses found significantly lower job satisfaction, but not life satisfaction, in women for studies that used both life-satisfaction and job-satisfaction measures, and studies that relied on measures that previously demonstrated measurement equivalence. Using the Gender Inequality Index, we found that greater national gender inequality significantly predicts greater gender differences in job satisfaction, but not life satisfaction. We discuss the implications of these findings and the use of subjective well-being as a measure of societal progress.

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이정현, Sungdoo Hong, and Hyunki Shin. "Job satisfaction measurement scales of special school teacher for validity research." Journal of Inclusive Education 8, no. 2 (November 2013): 79–97. http://dx.doi.org/10.26592/ksie.2013.8.2.79.

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Lepold, Angelika, Norbert Tanzer, Anita Bregenzer, and Paulino Jiménez. "The Efficient Measurement of Job Satisfaction: Facet-Items versus Facet Scales." International Journal of Environmental Research and Public Health 15, no. 7 (June 28, 2018): 1362. http://dx.doi.org/10.3390/ijerph15071362.

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Shackman, Joshua, and Dawn Hall. "Formative Measurement Scale Development: An Example Using GeSCA and Job Satisfaction." Academy of Management Proceedings 2015, no. 1 (January 2015): 18852. http://dx.doi.org/10.5465/ambpp.2015.18852abstract.

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Dražić Lutilsky, Ivana, Nina Pološki Volić, and Zvonimir Galić. "Razvoj instrumenta za mjerenje zadovoljstva poslom zaposlenika - Empirijska istraživanje na Sveučilištu u Zagrebu." Oeconomica Jadertina 7, no. 2 (December 28, 2017): 18. http://dx.doi.org/10.15291/oec.1403.

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Employees are the key to the success of any profit and non-profit organizations, and because of that, it was essential to develop an instrument for the measurement of job satisfaction of employees at the University of Zagreb. The quality of teachers is an important dimension of satisfaction with higher education among students. Without professional, motivated and enthusiastic teachers and teachers satisfied with their work, outputs of the higher education system are questionable. The purpose of this paper is to show the development of such a measurement instrument and to show the results of the conducted empirical research, which tested job satisfaction of employees at Higher Education Institutions (HEI) at the University of Zagreb (Croatia). The research was conducted in 2013 on four faculties. The research was conducted as part of a project focused on the development of integrated reporting for HEI, which also included the measurement of the satisfaction of students, financial indicators and the development of business processes, with the aim to show the usefulness of data provided by those instruments in relation to the improvement of educational processes of HEI. The research results indicate that employees of the University of Zagreb are overall satisfied with their jobs.

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Soldo, Sara. "DEFINITIONS AND MEASURES OF WORKPLACE LEARNING AND JOB SATISFACTION IN THE CONTEXT OF INDUSTRY 4.0." DIEM: Dubrovnik International Economic Meeting 6, no. 1 (September 2021): 191–203. http://dx.doi.org/10.17818/diem/2021/1.20.

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People obtain more knowledge, information and skills on the job market. Thus, the management of human resources is being more crucial for every organization. The concept of workplace learning is becoming an essential factor for businesses success, especially in the times of crisis. It helps companies to stay competitive on the market and helps them to respond promptly to the challenges caused by rapid changes due to the fourth industry revolution. The concept of “Industry 4.0” represents the fast gains of developed technologies and applications in industries that help with increasing the productivity, but also require the employees to continuously improve and learn in order to be able to integrate with new technological improvements. However, different authors have different definitions of what job satisfaction really is. It is an extensively researched yet a barely understood phenomenon in organizations. Job satisfaction yields to subjective perception of how one feels about work. Thus, various factors, both external and internal, are associated with it. This paper aims to provide the definitions and reviews of active workplace learning measures used in empirical studies in human resource development and most commonly used measures for job satisfaction. The research paper can provide organizations and practitioners with the information on different approaches that can be used to measure and identify employees’ preferences and to help them find a way to satisfy their workers and keep them at their side in this fast-changing work environment. Keywords: workplace learning measurement, job satisfaction measurement, industry 4.0

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Erfan, Muhammad, Mahlia Muis, and Andi Ratna Sari Dewi. "The influence application of Information Technology and Competence on Employee Productivity through Job Satisfaction in the Civil Apparatus at Hasanuddin University." Hasanuddin Journal of Business Strategy 2, no. 3 (July 30, 2020): 92–99. http://dx.doi.org/10.26487/hjbs.v2i3.357.

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This study aims to analyze (i) the effect of information technology variables on job satisfaction; (ii) the effect of competency variables on job satisfaction; (iii) the effect of information technology variables on work productivity; (iv) the effect of competency variables on work productivity; (v) the effect of job satisfaction variables on work productivity; (vi) the influence of information technology variables on work productivity through job satisfaction variables; and (vii) the effect of competency variables on work productivity through job satisfaction variables. The quantitative approach is used to test and analyze the factors that influence job satisfaction and work productivity. Research location at Hasanuddin University, Makassar City. The population in this study were Unhas employees with the status of ASN (State Civil Apparatus) as many as 935 people. The sampling method uses probability sampling with a simple random sampling technique. Withdrawing the number of samples using the Slovin formula, which produces 90 people as a minimum number. Data collection techniques using a questionnaire with a measurement scale used is a Likert scale with five components. Data analysis techniques in this study used path analysis. The results showed that information technology and competency variables significantly influence job satisfaction and work productivity. Information technology and competence have a significant effect on work productivity through job satisfaction variables. All hypotheses are accepted and supported by previous research.

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Agustino, Muhammad Rizqi, Shintya Astuti, and Dedi Hartawan. "Hubungan Iklim Organisasi, Pelatihan dan Kompensasi dengan Kepuasan Kerja Pegawai." Business Innovation and Entrepreneurship Journal 3, no. 02 (May 31, 2021): 112–17. http://dx.doi.org/10.35899/biej.v3i02.210.

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Employee job satisfaction is an important variable in order to improve employee performance. As measurement indicators, organizational climate, training, and compensation are factors that can increase job satisfaction. Low job satisfaction often occurs in organizations which results in the quality of employee performance. Therefore, organizational climate variables, training, and compensation are needed as antecedent factors in order to increase employee job satisfaction at SMP YPIP Talang Ubi. This study aims to determine whether: 1) How big is the relationship between organizational climate compensation training and employee job satisfaction at SMP YPIP Talang Ubi, 2) How big is the relationship between organizational climate and employee job satisfaction at SMP YPIP Talang Ubi. , 3) How big is the relationship between training and employee job satisfaction at SMP YPIP Talang Ubi, 4) How big is the relationship between employee compensation and employee job satisfaction at SMP YPIP Talang Ubi. This study used a qualitative methodology with a purposive sampling technique. Testing using multiple regression. In general, the organizational climate owned by the employees of SMP YPIP Talang Ubi shows a score of 4.20-5.00 or 45.83% and is included in the very good category. The training shows a score of 3.40-4.19 or 58.33% and is included in the good category. Compensation shows a score of 4.20-5.00 or 45.83%.

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Sang Long, Choi, Zhao Lingyun, Tan Owee Kowang, Goh Chin Fei, and Wan Khairuzzaman Wan Ismail. "The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China." International Journal of Human Resource Studies 6, no. 4 (November 20, 2016): 1. http://dx.doi.org/10.5296/ijhrs.v6i4.10077.

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The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

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Khani, Hossein, and Mohammad Hossein Moshref Javadi. "Evaluation of Impact of Motion and Time on Employees' Job Satisfaction in Goldasht Mosaic Plant." International Journal of Learning and Development 1, no. 1 (October 16, 2011): 166. http://dx.doi.org/10.5296/ijld.v1i1.1132.

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The present survey is about evaluation of motion and time with regard to job satisfaction in Isfahan Goldasht Mosaic Plant. There are five hypotheses in this survey: The main hypothesis is that evaluation of motion and time affect wage. Five factors of job satisfaction and their impact on job satisfaction were studied in the secondary hypotheses. This survey was conducted using descriptive-field method and data was collected by means of questionnaire, interview and observation. Statistical population of Goldasht Mosaic Plant included one-hundred forty (140) persons in which statistical sample in this survey were equal to the statistical population. Statistical techniques and SPSS software were used for data analysis. Motion measurement and timing procedures like OPC process and process of working with both hands were applied to evaluate motion and time. Research findings indicated that evaluation of motion and time had positive impact on wage, while it must be pointed out that other four secondary hypotheses established the following points: Evaluation of motion and time had negative impact on improvement opportunity, nature of work and supervision. But it had positive impact on colleagues. Recommendations about considering organizational performance and job satisfaction regarding productivity of employees were represented at the end of survey given research findings. Key words: Evaluation of motion and time, motion measurement, timing, job satisfaction

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Yulainda, Yulainda, Akhirman Akhirman, and Firmansyah Kusasi. "Pengaruh Pengalaman Kerja, Promosi Jabatan Dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan Pada PT. X." Bahtera Inovasi 2, no. 1 (September 24, 2019): 32–40. http://dx.doi.org/10.31629/bi.v2i1.1505.

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Abstract : The purpose of this research is to know whether the Work Experience, Job Promotion and Career Development influence Employee Job Satisfaction at PT. X. The type of data that is used consists of primary data and secondary data, obtained by interview, questionnaire distribution and study of library, which the measurement uses Likert scale, and processed with SPSS version 22 program. The sample technique uses non- probability sampling totaling 40 respondents distributed to all employees of PT. X. Data analysis method used is quantitative analysis using data quality test, classical assumption test and hypothesis testing analysis. The research results indicate that: (1) Work Experience there is a significant influence between Work Experience variables on employee job satisfaction at PT. X, (2) Position Promotion there is a significant influence between Job Promotion variables on employee job satisfaction at PT. X, and (3) Career Development there is a significant influence between Career Development variables on employee job satisfaction at PT. X.

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Jolodar, Seyyed Yaser Ebrahimian, and Seyyed Rohollah Ebrahimian Jolodar. "The Relationship between Organizational Learning Capability and Job Satisfaction." International Journal of Human Resource Studies 2, no. 1 (January 5, 2012): 15. http://dx.doi.org/10.5296/ijhrs.v2i1.1242.

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The effectiveness and productivity of an organization depends on its staff and if they don’t be satisfied from their job, continues of living for such organization is impossible. One of the important factors which influence on job satisfaction, is an organizational learning capability (OLC). So, the purpose of this paper is to analyze the relationship between organizational learning capability and its dimensions (experimentation, risk taking, interaction with the external environment, dialogue and participative decision making) with job satisfaction. The population of this study was the employees of Tejarat Bank in Sari city, Iran and the sample number became 103. The data of job satisfaction gathered by a single item of Chiva and Alegre’s (2008(questionnaire and for gathering the data of organizational learning capability, we used Chiva et al.’s (2007) OLC measurement instrument. For testing and analyzing the hypotheses, pearson correlation coefficient and multiple regression have been used. The results of study show that there is a positive relationship between organizational learning capability with job satisfaction. Furthermore, the results revealed the five dimensions of organizational learning capability (experimentation, risk taking, interaction with the external environment, dialogue and participative decision making) had positive relationship with job satisfaction. Keywords: Organizational learning capability, Job satisfaction, Staff

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de Miguel-Guzmán, Margarita, Alexander Sánchez-Rodríguez, Reyner Pérez-Campdesuñer, Gelmar García-Vidal, and Rodobaldo Martínez-Vivar. "Structure of the Variables that Affect Job Satisfaction Study in Cuban Organizations." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 4 (2018): 18–27. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.44.1002.

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This paper aims to establish a model of structural equations that summarizes the degree of incidence of variables related to job satisfaction in organizations. It starts from the identification of the variables to analyze according to the literature on the subject and those that were corroborated through the consultation of experts, later proceed to the construction of instruments for their measurement and application of these to 4,235 employees in 150 entities from different productive sectors. With the results obtained in the surveys, a confirmatory factor analysis was developed, which verified the incidence of the variables evaluated in the work satisfaction and later proceeded to the construction of the model. The model obtained shows the relationship between the different variables that affect job satisfaction and confirming its multifactorial character as a construct. The data that facilitated the generation of the model allow to establish a logic of management of the job satisfaction from managing in an integrated way the latent variables that condition them, ensuring their correct management, such as: the design of work content, working conditions, interpersonal relationships with peers in general and with managers in particular, policies and methods of stimulation and the group work.

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Mas-Machuca, Marta, Jasmina Berbegal-Mirabent, and Ines Alegre. "Work-life balance and its relationship with organizational pride and job satisfaction." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 586–602. http://dx.doi.org/10.1108/jmp-09-2014-0272.

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Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

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Chasanah, Uswatun, and Dita Wahyu Saputra. "PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORKPLACE INCIVILITY." Kajian Bisnis Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha 29, no. 2 (April 27, 2021): 1–17. http://dx.doi.org/10.32477/jkb.v29i2.241.

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The purpose of this study is to examine the effect of job satisfaction on turnover intention mediated by workplace incivility. Workplace incivility is uses as an intervening variable. This study uses a path analysis approach to determine the relationship between variables, namely, job satisfaction, workplace incivility and also turnover intention. The population in this study were coffee shop employees. The method of data collection is done by a survey through a questionnaire with a Likert scale measurement. The number of samples of 100 respondents using non-probability sampling with purposive sampling method. The validity test shows all valid variables and Cornbach's Alpha reliability tests are all reliable. The results of the research questions have been proven correct. Job satisfaction is a positive effect on turnover intention which is mediated by workplace incivility. Kata kunci: Job Satisfaction, Workplace Incivility, Turnover Intention

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Mafini, Chengedzai. "Decrypting the nexus between organisational culture, quality of work life, job satisfaction and employee productivity in the public sector." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 1 (February 18, 2019): 59–82. http://dx.doi.org/10.25159/2520-3223/5860.

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The recent recognition of the importance of the public sector as a major driver of economic success in any given country underlines the need to focus on strategies for enhancing the productivity of public sector employees. The aim of this paper is to examine the influence of organisational culture and quality of work life on job satisfaction and employee productivity among employees in the South African public sector. Using the quantitative survey research design, a questionnaire was developed and administered to a convenience sample of 264 employees drawn from central government departments in Gauteng. A confirmatory factor analysis was conducted to test the psychometric properties of measurement scales and hypotheses were tested using structural equation modelling. Organisational culture and quality of work life positively and significantly influenced job satisfaction. In turn, job satisfaction positively and significantly influenced employee productivity. Organisational culture exerted greater influence on job satisfaction than quality of work life. By implication, the labour relations environment in the public sector may be improved by nurturing healthy cultures and enriching quality of work life, thereby improving both job satisfaction and employee productivity.

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Marliati, Marliati, Nurdjanah Hamid, and Ria Mardiana Yusuf. "The Impact of Mutation and Organizational Culture on Performance through Job Satisfaction of Hasanuddin University Employees." Hasanuddin Journal of Applied Business and Entrepreneurship 3, no. 1 (January 31, 2020): 62–72. http://dx.doi.org/10.26487/hjabe.v3i1.297.

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This study aims to analyze; (i) the influence of work mutation variables and organizational culture on employee performance; (ii) the influence of work mutation variables and organizational culture on performance through job satisfaction; and (iii) the effect of job satisfaction variables on employee performance. The quantitative approach is used to test and analyze the factors that influence job satisfaction and employee performance. Research location at Hasanuddin University, Makassar. The population in this study were all employees who had been mutation in 2018 by 114 people. Withdrawal the number of samples in this study using saturated sampling. Data collection techniques using a questionnaire. The measurement scale used is a Likert scale with five components. Data analysis techniques in this study used path analysis. The results showed that the variable of work mutation and organizational culture had a positive and significant effect on employee performance. Work mutation variables and organizational culture have a positive and significant effect on performance through job satisfaction. Job satisfaction variable has a positive and significant effect on employee performance.

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Ferretti, Maria Santa, and Piergiorgio Argentero. "Assessing the Psychometric Properties of the Managerial Job Satisfaction Scale-MJSS-16." European Journal of Psychological Assessment 34, no. 5 (September 2018): 295–303. http://dx.doi.org/10.1027/1015-5759/a000341.

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Abstract. Increasing globalization has resulted in an emerging line of research addressing the cross-national generalizability of job satisfaction measures and its correlates. In this study the authors tested the measurement equivalence of the Italian Managerial Job Satisfaction Survey (MJSS) in six countries. Study 1 involved a group of 800 Italian managers from a multinational firm based in Italy. The MJSS was validated and used to assess four dimensions of job satisfaction. Study 2 cross-nationally verified the findings of Study 1 in five countries: 3,886 managers from Germany, France, Poland, Spain, and Brazil provided data on the four satisfaction facets. Results showed that the four-factor solution of the MJSS-16 was invariant across samples, with data supporting configural, metric, and factor variance and covariance invariance. The Managerial Job Satisfaction Scale may be used for future research to draw meaningful structure-level comparisons across countries (i.e., comparisons dealing with cause-effect relationships).

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Journal articles on the topic 'Measurement of job satisfaction'

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