Gotowe bibliografie tematyczne / Employees; Job Satisfaction; Theory

Spis treści

  1. Artykuły w czasopismach
  2. Rozprawy doktorskie
  3. Książki
  4. Części książek
  5. Streszczenia konferencji
  6. Raporty organizacyjne

Gotowa bibliografia na temat „Employees; Job Satisfaction; Theory”

Autor: Grafiati
Data publikacji: 3 czerwca 2025
Data aktualizacji: 31 lipca 2025

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Artykuły w czasopismach na temat "Employees; Job Satisfaction; Theory"

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Novarina, Wiwik. "Unveiling Three Key Drivers of Employee Performance: The Self-Determination Theory Perspectives." Indonesian Journal of Sustainability Policy and Technology 2, no. 1 (2024): 49–60. http://dx.doi.org/10.61656/ijospat.v2i1.235.

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Understanding the factors influencing employee performance is crucial for enhancing organizational effectiveness and achieving business goals. This study aimed to analyze the significance of the influence of work motivation, job satisfaction, and work discipline on employee performance at F&B Cafe in Surabaya. The method used in this research is descriptive with a quantitative approach. From the research results, it can be concluded that work motivation significantly and positively affects employee performance at F&B Cafe in Surabaya. Using the self-determination theory, an employee’s
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Puspitawati, Ni Made Dwi, and Ni Putu Cempaka Dharmadewi Atmaja. "How Job Stress Affect Job Satisfaction and Employee Performance in Four-Star Hotels." International Journal of Applied Business and International Management 6, no. 2 (2021): 25–32. http://dx.doi.org/10.32535/ijabim.v6i2.1168.

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Four-Star Hotels in Bali continue to control the situation of the Covid-19 Pandemic by maintaining employee performance. Social Exchange Theory used to understand a person's behavior at work. A company leader who knows what employees want and can explain what will be obtained if the work results are in accordance with employee expectations will try to show maximum performance. The decline in employee performance indicates an increase in job stress and a decrease in employee job satisfaction. This study aims to determine the effect of job stress experienced by employee on job satisfaction and e
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Hsieh, Hui-Hsien, and Jie-Tsuen Huang. "Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective." Journal of Managerial Psychology 37, no. 4 (2021): 319–31. http://dx.doi.org/10.1108/jmp-03-2021-0184.

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PurposeEmployee silence is pervasive in the workplace and can be severely detrimental to employees' job satisfaction. However, research on why and when employee silence undermines job satisfaction remains poorly understood. Drawing upon conservation of resources theory, the authors proposed and tested a moderated mediation model wherein employee silence predicted job satisfaction through vigor, with positive affectivity acting as a dispositional moderator.Design/methodology/approachTwo-wave time-lagged data were collected from a sample of 183 employees in Taiwan. A moderated mediation analysis
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Mehmood, Tariq, and Ghulam Murtaza Maitlo. "Leadership competencies and job satisfaction among Aviation employees of Pakistan International airline (PIA)." Revista Amazonia Investiga 9, no. 27 (2020): 419–27. http://dx.doi.org/10.34069/ai/2020.27.03.46.

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Job satisfaction and leadership style has always been tested and correlated in the past to understand the impact of the leadership on the degree of job satisfaction of employees. Since the passage of time employee satisfaction has become a great aspect of organizational success, therefore, different theories of management and leadership have been proposed. In the recent contest, theory of leadership competencies has been developed that measures the different competencies of the managers and leaders. In the current study, three independent variables namely emotional quotient (EQ), intelligence
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Onyango, Simpson Osiemo, Prof Ronald Chepkilot, and Dr. Stella Muhanji. "Evaluating the Influence of Flexible Work Arrangement Strategy on Job Satisfaction." Editon Consortium Journal of Business and Management Studies 1, no. 1 (2019): 28–39. http://dx.doi.org/10.51317/ecjbms.v1i1.46.

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The objective of this study was to evaluate the influence of flexible work arrangements strategy on job satisfaction among state corporations in Kenya. The greatest challenge facing organisations is whether their staffs are motivated to perform their duties and whether employees find their work interesting and meaningful. The ways jobs are designed has an important bearing on an employee’s job satisfaction. Understanding job design techniques and their influence on job satisfaction will lead organisations to keep the best employee pool for themselves and fend off competition. This study was ba
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Izza, Ismiyatul, Budhi Setianto, and Inge Dhamanti. "Pengaruh Internal Service Quality (INTQUAL) terhadap Kepuasan Karyawan di RS Islam Ahmad Yani Surabaya." Jurnal Manajemen Kesehatan Indonesia 9, no. 2 (2021): 78–86. http://dx.doi.org/10.14710/jmki.9.2.2021.78-86.

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The job satisfaction that employees get at the organization depends on whether or not the employee's needs are met. Employee needs that can be met will provide job satisfaction. The greater the employee's needs that can be met, the higher the employee's job satisfaction. Meanwhile, if the employee's needs are not met, the employee will have dissatisfaction. Objective: To identify the influence of internal service quality (intqual) on employee satisfaction at RSIAS. Methods: This study analyses an employee satisfaction survey conducted in 2020 using a cross-sectional study design. Population of
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Bitsch, Vera, and Michael Hogberg. "Exploring Horticultural Employees' Attitudes Toward Their Jobs: A Qualitative Analysis Based on Herzberg's Theory of Job Satisfaction." Journal of Agricultural and Applied Economics 37, no. 3 (2005): 659–71. http://dx.doi.org/10.1017/s1074070800027152.

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Job satisfaction is likely the most studied work-related attitude and is assumed to influence a variety of behaviors. This study analyzes the job satisfaction of agricultural employees using Herzberg's theory, which is broadly employed in management. Fourteen horticultural businesses participated in case studies of labor-management practices. Fifteen nonsupervisory employee interviews were analyzed regarding job satisfaction. Components of job satisfaction relevant to horticultural employees were family-business values, achievement, recognition, work itself, involvement, personal life, interpe
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Rahadi, Qisthian, and Rozikan Rozikan. "Analisis Kepuasan Kerja Karyawan Baitul Maal wa Tamwil Ditinjau dari Teori Dua Faktor Herzberg." Al Maal: Journal of Islamic Economics and Banking 5, no. 1 (2024): 85. https://doi.org/10.31000/almaal.v5i1.10726.

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This research uses Herzberg's two-factor theory, namely motivator factors which include the work itself and promotion and hygiene factors which include relationships between co-workers, salary and supervision to measure job satisfaction of BMT UMY, BMT Artha Sejahtera and BMT Al-Mukhlish Yogyakarta employees. This research aims to find out what factors are most dominant in BMT employees and why these factors influence employees as well as the relationship between Herzberg's two-factor theory and BMT employee job satisfaction. This type of research is descriptive qualitative research, The resul
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L., Govender, Migiro S. O., and Kyule A. K. "Flexible Work Arrangements, Job Satisfaction and Performance." Journal of Economics and Behavioral Studies 10, no. 3(J) (2018): 268–77. http://dx.doi.org/10.22610/jebs.v10i3.2333.

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Flexible work arrangements (FWA) prefer to flexibility regarding an employee’s work location, working times and how much an employee works . FWA practices are designed to keep employees motivated and satisfied with work and non -work related roles. Existing empirical studies on the impact of flexible work arrangements on performance, and job satisfaction have mostly been conducted in developed countries. This paper sought to address this gap by undertaking a study in an organization specific context in a developing country, in particular Durban Westville Eskom, South Africa. The main aim of
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Nemteanu, Marcela-Sefora, Vasile Dinu, and Dan-Cristian Dabija. "Job Insecurity, Job Instability, and Job Satisfaction in the Context of the COVID-19 Pandemic." Journal of Competitiveness 13, no. 2 (2021): 65–82. http://dx.doi.org/10.7441/joc.2021.02.04.

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The COVID-19 pandemic has brought new challenges regarding employee adaptation to change as well as job security, with levels of wellbeing and satisfaction being greatly affected. Based on the literature as well as on Adaptation-level Theory, Stress and Coping Theory, and Motivationhygiene Theory, this paper approaches the link between job insecurity and job instability during the COVID-19 pandemic along with employee job satisfaction in an emerging market. The proposed conceptual model analyses the influence of job instability and job insecurity on individual job satisfaction, including super
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Rozprawy doktorskie na temat "Employees; Job Satisfaction; Theory"

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Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.

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Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from
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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.

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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theo
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Tsang, Katherine, and 曾凱蓮. "Job satisfaction of the labour officer grade in the 1990s: a study of the application of the Herzberg's theory." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B3196395X.

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Dixon, Sherry Ann. "Retention of Information Technology Employees." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3152.

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Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was 6 leaders from a military organization in Norfolk, Virginia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual fram
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Fournier, Nicole Marie Lucille. "Job motivation of secondary school teachers : an application of the job characteristics theory." Thesis, McGill University, 1990. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=59281.

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The general purpose of the study was to assess the motivation for a sample of anglophone school teachers using the complete "Job Characteristics Model" designed by Hackman and Oldham (1980).<br>The findings revealed that the schools were very homogeneous. In the core job characteristics, autonomy was the most important motivating factor for teachers, followed by task significance, skill variety, feedback from the job and lastly task identity. In the critical psychological states, experienced meaningful of the work was the highest degree, followed by experienced responsibility for outcomes of t
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Hills, Kenyatta Natasha. "Communication Strategies to Generate Employee Job Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1602.

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Managers spend 75% of their time actively communicating with employees. Effective leadership communication is fundamental to employee job satisfaction. The purpose of this phenomenological study was to explore how communication strategies that government agency leaders use may motivate greater employee job satisfaction. Twenty employees of a government office in Florida were the general population sample. The motivational language theory helped explore the nature of job satisfaction by focusing on leadership and employee communication strategies. Leadership communication influences employee mo
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Vann, Joseph Carl. "Relationships Between Job Satisfaction, Supervisor Support, and Profitability Among Quick Service Industry Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3372.

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Low profit margins threaten the sustainability of quick service restaurants (QSRs). In the United States, low levels of employee job satisfaction and low employee perceptions of supervisor support decrease organizational profitability by as much as $151 million annually, depending on the size and type of organization. Guided by the 2-factor theory of motivation, the purpose of this correlational study was to examine the relationship between employee job satisfaction, employee perceptions of supervisor support, and organizational profitability. A convenience sample of employees from 86 QSR fran
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Lee, Toccara Jeneshia. "Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, and Turnover Intentions Among Internal Auditors." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3354.

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In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intent
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Christian, Stacie. "Workplace Antidiscrimination Policy Effect on Transgender Employee Job Satisfaction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3598.

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Not all organizations in Wisconsin have transgender inclusive antidiscrimination policies. Leadership can use the results of this study to understand the effect of antidiscrimination policies on transgender employee job satisfaction. Quantitative data were collected from transgender employees aged 18 years or older who were employed but not self-employed in the state of Wisconsin. The relationship between the presence and absence of transgender inclusive antidiscrimination policy and job satisfaction was addressed by creating an anonymous online survey that contained demographic questions, the
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Hamman-Fisher, Desireé Ann. "The relationship between job satisfaction and organisational justice among academic employees in agricultural colleges in South Africa." Thesis, University of the Western Cape, 2009. http://hdl.handle.net/11394/2688.

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Magister Administrationis - MAdmin<br>In an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted r
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Książki na temat "Employees; Job Satisfaction; Theory"

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Sinha, Anand Kumar. Job satisfaction: A study of bank employees. Commonwealth Publishers, 1988.

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M, Ivancevich John, and Ganster Daniel C, eds. Job stress: From theory to suggestions. Haworth Press, 1987.

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Grund, Christian. Reference dependent preferences and the impact of wage increases on job satisfaction: Theory and evidence. IZA, 2005.

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A, Brown G. D., ed. Does wage rank affect employees' wellbeing? IZA, 2005.

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Slejška, Dragoslav. Value-satisfaction model and the value of innovation. Sociologický ústav Československé akademie věd, 1990.

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Leeds Polytechnic. Dept. of Library and Information Studies., ed. The job satisfaction of non-professional library staff. Leeds Polytechnic, Dept. of Library and Information Studies, 1986.

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Kaiser, Lutz. Gender-job satisfaction differences across Europe: An indicator for labor market modernization. IZA, 2005.

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Wunder, Christoph. Income inequality and job satisfaction of full-time employees in Germany. IZA, 2006.

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Zirbel, Dick Darwin. Job satisfaction between part-time and full-time grocery employees. University Microfilms International, 1986.

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Kaczkowska-Serafińska, Magdalena Elżbieta. Determinanty satysfakcji z pracy a postawy pracowników wobec miejsca pracy w MSP w Polsce i we Włoszech. Akademia Finansów i Biznesu Vistula, 2013.

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Części książek na temat "Employees; Job Satisfaction; Theory"

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Acharya, Tulasi, and Sabitra Kaphle. "Job Satisfaction." In Public Administration and Organization Theory. Routledge India, 2025. https://doi.org/10.4324/9781003600237-7.

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Drydakis, Nick. "Transgenderism, Sex Reassignment Surgery and Employees’ Job-Satisfaction." In Sexual Orientation and Transgender Issues in Organizations. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29623-4_5.

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Dalal, Reeshad S., and Marcus Credé. "Job satisfaction and other job attitudes." In APA handbook of testing and assessment in psychology, Vol. 1: Test theory and testing and assessment in industrial and organizational psychology. American Psychological Association, 2013. http://dx.doi.org/10.1037/14047-037.

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Belias, D., D. Kyriakou, Athanasios Koustelios, K. Varsanis, and G. Aspridis. "Personal Characteristics and Job Satisfaction of Greek Banking Employees." In Strategic Innovative Marketing. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-33865-1_8.

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Deepika, S., R. Naveena, N. Sivakrithika, N. Ramyaprabha, and Kumar V. Mathan. "Employees' job satisfaction in textile industries in Coimbatore district." In Recent Research in Management, Accounting and Economics (RRMAE). Routledge, 2024. https://doi.org/10.4324/9781003606642-59.

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Divyaranjani, R., Nandini Desai, Gurpreet Kaur, et al. "An Analysis of Compensation Instruments on Employees’ Job Satisfaction." In Digitalisation: Opportunities and Challenges for Business. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-26956-1_31.

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Hutabarat, Bosker Edward, Prihatin Lumbanraja, and Isfenti Sadalia. "Analysis of Workload, Employee Placement, and Employee Engagement on Employee Job Satisfaction at Medan Customs and Excise Office." In Proceedings of the 19th International Symposium on Management (INSYMA 2022). Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_73.

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AbstractOne of the important aspects of human resource management is measuring employee job satisfaction. Job satisfaction is an individual’s general attitude towards his job. This study analyzes the influence of workload, employee placement, and employee engagement on employee job satisfaction at Medan Customs and Excise Office. The study was conducted on 71 employees of Medan Customs and Excise Office. Data collection technique using a survey method was used by distributing questionnaires and processed by SPSS. The study results show that workload, employee placement, and employee engagement
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Firdaus, E. Z., N. Noermijati, and K. Ratnawati. "The relationship among job demand, job satisfaction, and job burnout of bank employees in Malang." In Contemporary Research on Business and Management. CRC Press, 2021. http://dx.doi.org/10.1201/9781003196013-9.

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Sischka, Philipp E., and Georges Steffgen. "Working Conditions of Young People in Luxembourg – A Health Perspective." In Wohlbefinden und Gesundheit im Jugendalter. Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-35744-3_12.

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AbstractThis chapter addresses the working conditions and well-being of young employees working in Luxembourg. Data from the “Quality of Work” project – a project that aims to assess the work quality and its relationship with well-being – was used to describe the working situation of young people in Luxembourg. Within the Quality of Work project employment quality (income satisfaction, training opportunities, career advancement, job security, difficulty of job change, and work-life-conflict), job design (participation, feedback, autonomy), work intensity (mental demands, time pressure, emotion
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Prabowo, Adi Gumelar Cakra, Prihatin Lumbanraja, and Rulianda Purnomo Wibowo. "The Influence of Leadership, Motivation and Reward on Turnover Intention with Job Satisfaction as an Intervening Variable." In Proceedings of the 19th International Symposium on Management (INSYMA 2022). Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_80.

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AbstractOne form of employee behavior in the organization is the desire to resign (Turnover Intentions), which leads to the employee’s decision to resign from his job. The company under scrutiny is a distributor of agricultural &amp; plantation fertilizers in the Deli Serdang area, with market areas covering Aceh (NAD), North Sumatra, West Sumatra, Riau, and Kalimantan. The study analyzed the influence of leadership, motivation, and reward on the turnover intention with job satisfaction as intervening variables. This research method was explanatory research with a quantitative approach. The re
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Streszczenia konferencji na temat "Employees; Job Satisfaction; Theory"

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Davidescu, Adriana AnaMaria. "Jordanian Health Employees’ Job Satisfaction. A Vroom Theory Investigation." In 2nd Central and Eastern European LUMEN International Conference - Multidimensional Education and Professional Development. Ethical Values. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.07.03.18.

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Sun, Lijun, Zhefei Mao, and Jie Zhou. "The Effect of Employees’ Marital Satisfaction on Job Performance: Based on the Perspective of Conservation of Resource Theory." In 10th International Conference on Foundations of Computer Science & Technology (FCST 2022). Academy and Industry Research Collaboration Center (AIRCC), 2022. http://dx.doi.org/10.5121/csit.2022.120803.

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The study linking the marriage with work explores the mechanism of action of employees’ marital satisfaction and job performance through establishing a moderated mediating effect model. The results of the correlation and regression analyses conducted by collecting questionnaires from 290 employees indicated that: (1) Emotional exhaustion and work engagement play a chain mediating role in the positive relationship between marital satisfaction and job performance. (2) Work meaningfulness and work engagement play a chain mediating role in the positive relationship between marital satisfaction and
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Junior, Christina, Nicole A. Buzzetto-Hollywood, and John H Padgett. "Perceptions of DEIA, Job Satisfaction, and Leadership Among U.S. Federal Government Employees." In InSITE 2024: Informing Science + IT Education Conferences. Informing Science Institute, 2024. http://dx.doi.org/10.28945/5289.

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Aim/Purpose . The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background. Since 2002, the United States Office of Personnel Management (OPM) has
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Minten, Alex. "Transformational Leadership and Job Satisfaction." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.39.

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There has always been discussion about how transformational leadership influences empoyees` job satisfaction and by doing so positively influences their performance. It is the main goal of this paper to analyze the influence of transformational leadership on job satisfaction. The data used for the analysis was collected via standardized internet survey in German. In the survey two standardized questionnaires were used: The SAZ (Scale for measuring job satisfaction) and the LSA (Leadership Style Assistant). The results demonstrate a statistically significant correlation between transformational
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Toan, T. Q., L. T. B. Nguyen, R. S. Zaripova, M. G. Kuznetsov, and M. S. Shkinderov. "Job Satisfaction Assessment in IT Companies in Hanoi." In International scientific and practical conference “Smart cities and sustainable development of regions” (SMARTGREENS 2024). Crossref, 2025. https://doi.org/10.63550/iceip.2025.1.1.142.

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The information technology workforce in Vietnam is only 1.1% of the total labor force. The level of information technology workforce in Vietnam is quite low compared to technology-oriented countries such as the USA (4%), Korea (2.5%) or India (1.78%). The total revenue of the information technology industry in the first 5 months of 2023 is estimated to reach over VND 1.22 million (equivalent to $52.2 billion), 8% less than the same period in 2022. What are the reasons affecting the information technology industry, the ratio of human resources and the quality of information technology human res
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Mehmeti, Albulena. "IMPACT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0036.

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The majority of organizations are competing to survive in volatile and fierce market environment, especially these days when the Covid 19 has collapsed most businesses. The essential tools for organizational success in the long run are motivation and job satisfaction on employee performance. There is a strong positive relationship between motivation, job satisfaction and organizational effectiveness. One of the main aspects of management is the measurement of employee satisfaction. The role of the manager is to continuously work towards aligning the aspirations of the employee with the goals o
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MARIN, Radu. "Boosting job satisfaction for talent management efficiency and reducing intentional turnover intention – a literature review." In Strategica. Faculty of Management - SNSPA, 2023. http://dx.doi.org/10.25019/str/2023.029.

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Organizations confronted with the challenges of globalization and the development of a global labor market, with an economic environment in a permanent change, in which information and technological knowledge evolve and become obsolete very rapidly, must face these new challenges to maintain competitiveness and efficiency. In the knowledge economy, competitive advantage is based on recruitment, training, retaining talented employees, and maintaining increased job satisfaction, some of the most critical aspects contributing to keeping valuable employees within the organization. Job satisfaction
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"Pengaruh Work Life Balance Dan Bornout Terhadap Kepuasan Kerja Karyawan Dengan Employee Engagement Sebagai Variabel Intervening (Studi Kasus Pada Galangan Kapal Surabaya)." In Maritime Business Management Conference. Politeknik Perkapalan Negeri Surabaya, 2024. https://doi.org/10.33863/mbmc.v3i1.3206.

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One of the Surabaya shipbuilding companies is a company that produces ships, along with other supporting components. This shipyard has 22 divisions, one of which is the Technology &amp; Quality Assurance (QA) Division. Not all employees in this division are satisfied with their work. This happens because work targets have not been achieved, the work environment is less supportive, and the large demands of the job. The busy level of work makes employees less optimal in dividing their time between work and family, this can affect the level of work life balance of employees. Large job demands mak
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Pikl, Lorena. "The Relationship Between Organizational Pride, Job Characteristics and Job Satisfaction: A Literature Review." In 7th FEB International Scientific Conference. University of Maribor, University Press, 2023. http://dx.doi.org/10.18690/um.epf.3.2023.37.

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Employees with a strong sense of pride in their organization may be more satisfied at work. This is because organizational pride can increase a person's sense of meaning and purpose in their work. Organizations should pay attention to job characteristics to enhance organizational pride and job satisfaction. The purpose of this study is to examine the relationship between organizational pride, job characteristics, and job satisfaction. Firstly, this paper defines organizational pride, job characteristics and job satisfaction. After that, there is a literature review of the previously reported f
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"Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan Sebagai Kepuasan Kerja Sebagai Variabel Intervening." In Maritime Business Management Conference. Politeknik Perkapalan Negeri Surabaya, 2024. https://doi.org/10.33863/mbmc.v3i1.3246.

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The purpose of this study was to analyze the effect of work environment on employee performance through job satisfaction. The research used a saturated sample. The samples amounted to fifty-one permanent employees. The type of research used explanatory research is quantitative. The data was collected using a questionnaire. The data analysis techniques used are validity test, reliability test, classical assumption test, simple linear analysis test, path analysis, and sobel test. The results of this study showed that there is a positive influence between the work environment on employee performa
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Raporty organizacyjne na temat "Employees; Job Satisfaction; Theory"

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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives
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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, &amp; Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been
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Kliebenstein, James B., Terrance Hurley, Peter F. Orazem, Dale Miller, and Steve May. Work Environment, Job Satisfaction, Top Employees Work Interests. Iowa State University, 2006. http://dx.doi.org/10.31274/ans_air-180814-867.

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Masciocchi, Jeradean. Job Satisfaction of Classified Employees in a Public Suburban School District. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1271.

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Caughlin, David. Dynamic Job Satisfaction Shifts: Implications for Manager Behavior and Crossover to Employees. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.2342.

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Bergeron, Diane. Organizational Wives – The Career Costs of Helping. Center for Creative Leadership, 2025. https://doi.org/10.35613/ccl.2025.2063.

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"Despite comprising nearly half of the global workforce, women are still underrepresented in executive roles across industries and countries. Of the 5,400 companies listed in the S&amp;P Global Corporate Sustainability Assessment, less than 5% had a woman CEO. Although various explanations for gender disparities in career outcomes have been suggested, including unconscious bias, stereotypes, and greater domestic responsibilities, a less explored factor is women's greater engagement in workplace helping. These workplace helping behaviors are known as organizational citizenship behavior (OCB) an
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Samochowiec, Jakub, Johannes C. Bauer, and Kathrin Neumüller. Strategies for Dealing With the Labour Shortage – An Overview. Gdi-verlag, GDI Gottlieb Duttweiler Institute, 2023. http://dx.doi.org/10.59986/hcmm6371.

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The Swiss labour market will shrink without immigration. But even with high immigrationnfigures, it will not be possible to maintain the previous growth of the labour market. Employers need to adapt to this situation. This study compiles and arranges different measures for dealing with the labour shortage, with the aim of showing different approaches to deal with the situation. The measures are arranged following the formula: Number of person-hours x efficiency = output The increase in the number of person-hours includes, on the one hand, measures to make employers more attractive. These are r
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Ahmed, Badrun Nessa, and Rizwana Islam. TEACHING AND LEARNING EXPERIENCE AT THE NATIONAL UNIVERSITY AFFILIATED TERTIARY COLLEGES IN BANGLADESH. Bangladesh Institute of Development Studies, 2024. http://dx.doi.org/10.57138/axvn7639.

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The Government of Bangladesh is currently implementing the College Education Development Project (CEDP) to improve participating colleges' teaching and learning environment and strengthen the strategic planning and management capacity of National University (NU) affiliated tertiary colleges in Bangladesh. The focus of CEDP is to improve the capacity of the National University College system to plan, manage, implement, and monitor institutional programs, as well as strengthen the foundation for the next phase of development activities. CEDP promotes institution-led activities that focus on crea
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Albert, Jose Ramon, Ronald Mendoza, Deanne Lorraine Cabalfin, Mohammad Mahmoud, and Mika Muñoz. A Process Evaluation of the Philippine Alternative Learning System. Philippine Institute for Development Studies, 2024. https://doi.org/10.62986/dp2024.31.

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This study presents a comprehensive process evaluation of the Department of Education's Alternative Learning System (ALS) in the Philippines, examining its effectiveness in providing second-chance education opportunities for out-of-school youth and adults (OSYAs). While the ALS plays a vital role in the Philippine education system, systematic evidence on its implementation effectiveness, operational processes, and institutional capabilities has been limited thus far. The study employs a mixed-methods approach, combining quantitative analysis of administrative data with key informant interviews
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Martinez, Hector, Kylie Rochford, and Diane Bergeron. Helping You, Helping Me? The Mediating Role of Organizational Citizenship Behavior in the Relationship Between Psychological Capital and Social Network Positions. Center for Creative Leadership, 2025. https://doi.org/10.35613/ccl.2025.2061.

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Over the past few decades, there has been an increasing shift from focusing on what is wrong with humans and organizations (e.g., problems, maladaptive behavior) to focusing on what is right (e.g., strengths, human and organizational flourishing). In this positive vein, we investigated the explanatory role of organizational citizenship behavior (e.g., helping others, volunteering for tasks that help the group or organization, organizing events, speaking up with ideas) in examining the relationship between psychological capital and social network positions. Psychological capital is an individua
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