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Artykuły w czasopismach na temat „Employees; Job Satisfaction; Theory”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 2025

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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 employeeâ€™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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Wang, Tae Kyu, and Ralph Brower. "Job Satisfaction Among Federal Employees: The Role of Employee Interaction With Work Environment." Public Personnel Management 48, no. 1 (2018): 3–26. http://dx.doi.org/10.1177/0091026018782999.

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U.S. federal agencies seek ways to retain valued workers and simultaneously recruit new blood. By focusing on compatibilities between federal employees and work environments, this study incorporates person–environment fit theory and tests the impact of three compatibilities on job satisfaction of federal civil servants based on the 2015 Federal Employee Viewpoint Survey. Results show that perceived compatibilities between federal employees and their jobs, work group, and supervisors have significant effects on job satisfaction among federal civil servants. Based on these results, we argue that

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Indrayana, Vira Yuniar, and Larasati Ayu Sekarsari. "Motivasi Kerja, Kepuasan Kerja, Dan Disiplin Kerja Terhadap Kinerja Karyawan Mc Donald's." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 1 (2023): 1–7. http://dx.doi.org/10.31539/costing.v7i1.5586.

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The purpose of this study was to analyze the significance of the influence of work motivation, job satisfaction, work discipline on employee performance at McDonalds Surabaya. The method used in this research is descriptive with a quantitative approach. From the results of the research above, it can be concluded that work motivation has a significant positive effect on employee performance at McDonalds Surabaya. While good performance can improve organizational performance in order to achieve company goals. Job Satisfaction has a significant effect on Employee Performance at McDonalds Surabaya

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DR.MANOJ, KUMAR SHARMA. "THEORY & FACTORS AFFECTING JOB SATISFACTION." International Journal of Human Resource & Industrial Research 3, no. 3 (2016): 42–48. https://doi.org/10.5281/zenodo.10699865.

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Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. A study title "Analysis of Factors Affecting Job Satisfaction of the Employees in Public and Private Sector", in India concluded that in India Employees tend to love their job if they get what they believe is an important attribute of a g

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Sutrisno, Sutrisno, Ferdy Leuhery, Andi Tenry Sose, Antje Tuasela, and Darmawati Manda. "Literature Review: Penerapan Sistem Job Satisfaction dan Job Rotation pada Karyawan Perusahaan." Journal of Economic, Bussines and Accounting (COSTING) 6, no. 2 (2023): 1140–53. http://dx.doi.org/10.31539/costing.v6i2.4868.

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Job rotation policy is a strategy for developing employee skills by the company to improve employee performance, and this can provide refreshment and a sense of a new atmosphere for employees. So that it can provide job satisfaction or satisfaction to employees. The method in this research is a literature study by reviewing some of the results of previous research which originates from national and international articles. The research results were analyzed and used as material for discussion to determine answers to problems regarding the relationship between job rotation policies and job satis

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Abdullah Saleh, Alaa Hashim, and Basim Mohammed Yassen Alawi Al-Shukri. "Job Satisfaction in Contemporary Organizations : theoretical study." Social Empowerment Journal 7, no. 2 (2025): 162–85. https://doi.org/10.34118/sej.v7i2.4288.

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Job satisfaction is one of the key factors that significantly influence employee behavior, performance, and productivity within the workplace. It is a key concept in the fields of organizational psychology and business administration, as it is closely linked to several aspects that impact individuals' professional lives. In light of this importance, we established a theoretical research foundation aimed at clarifying some important aspects related to job satisfaction and its associated concepts. The research began by presenting multiple definitions of job satisfaction, which contributed to enh

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Dhani, Ni Kadek Sari Jayanti, and Ida Bagus Ketut Surya. "PENGARUH MOTIVASI, KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA KARYAWAN (STUDI PADA PT BALI BUSANA KREASI DI KABUPATEN BADUNG)." E-Jurnal Manajemen Universitas Udayana 12, no. 6 (2023): 602. http://dx.doi.org/10.24843/ejmunud.2023.v12.i06.p04.

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Job satisfaction is an attitude of employees who totally do all their work. This satisfaction will be a driver for HR to work harder, resulting in satisfactory performance and benefiting the company. This study aims to explain the influence between motivation, compensation and work environment on employee job satisfaction at PT. Bali Fashion Creations. All employees of PT. Bali Busana Kreasi with 114 employees was used as a population, and 89 employees as a sample. The sampling method used in is simple random sampling, with data analysis techniques using descriptive statistical analysis and in

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Mihalca, Loredana. "The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals." Studia Universitatis Babes-Bolyai Oeconomica 66, no. 2 (2021): 56–73. http://dx.doi.org/10.2478/subboec-2021-0009.

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Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfa

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Fransiska, Nadia Grafi, and Ikhsan Maksum. "Work Life Balance: Bagaimana Kepuasan Kerja dapat Memediasi terhadap Kinerja Karyawan." Ekonomis: Journal of Economics and Business 7, no. 1 (2023): 501. http://dx.doi.org/10.33087/ekonomis.v7i1.861.

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The research study conducted has the intention of understanding the role of job satisfaction in mediating Work Life Balance on employee performance at Bank BTN Syariah Malang City. The research method uses a quantitative approach, where later research will emphasize theory testing by measuring research variables numerically and requires statistical procedures for data analysis. The number of samples used in this study were organic employees (permanent employees) with a total of 64 people. The results and conclusions found are that work life balance has a direct significant positive effect on e

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Faiçal Abou Moudriq and Jalila AIT SOUDANE. "Herzberg's theory and job satisfaction: A study of industrial SMEs in Morocco." Edelweiss Applied Science and Technology 9, no. 5 (2025): 29–42. https://doi.org/10.55214/25768484.v9i5.6772.

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Employee job satisfaction is a significant factor in corporate performance and competitiveness today. This article examines the applicability of Herzberg's theory and what motivates employees in Moroccan industrial companies and their level of job satisfaction, using "hygiene" and "motivation" factors. To this end, the study was conducted on a sample of 200 employees divided into two socio-professional categories: administrative staff and blue-collar workers from three Moroccan industrial companies. Based on a multiple linear regression of responses collected via a live questionnaire, the anal

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Madale, Pyuza A., and Enock Mwakalila. "Factors Influencing Employee Job Commitment in the Public Sector: A Case Study of Temeke Municipal Council, Tanzania." African Journal of Empirical Research 5, no. 4 (2024): 60–70. http://dx.doi.org/10.51867/ajernet.5.4.6.

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The study aims to assess the factors influencing employee Job commitment Case study Temeke Municipal Council, Tanzania. The main objective was to examine factors which influence employees Job commitment at work place in public sector Temeke Municipal. The specific objectives were to examine the relationship between communication practices within public sector, to examine various leadership styles within public sector organizations, to analyse the association between job satisfaction levels among public sector employees, to investigate the role of employee engagement initiatives in influencing

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Yunus, Noor’ain Mohamad, Asallina Daya Anak Charlie, Syukrina Alini Mat Ali, and Sri Fatiany Abdul Kader Jailani. "The Relationship between Demographic Characteristics, Job Stress, Work Culture and Work-Life Balance with Job Satisfaction." Advances in Social Sciences Research Journal 10, no. 6.2 (2023): 204–14. http://dx.doi.org/10.14738/assrj.106.2.15012.

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Job satisfaction is a topic of great interest and a critical factor that affects organizational success. Job satisfaction is a complex phenomenon which is determined by multiple variables. Therefore, there is a need to investigate the factors influencing job satisfaction for the benefit of both employees and employers. Guided by Frederick Herzberg Two Factor Theory (1959), this correlational study attempted to examine the relationship between demographic characteristics, job stress, work culture and work-life balance with job satisfaction among the employees in one Port in Malaysia. Questionna

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Madhulika, Mishra, and Pratap Singh Ajai. "Discriminant Function Analysis of Job Satisfaction and its Determinants Among Service Sector Employees." International Journal of Innovative Science and Research Technology 8, no. 4 (2023): 1921–26. https://doi.org/10.5281/zenodo.7950567.

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Based on the Social exchange theory and Social characteristics theory this study employes discriminant function analysis (DFA) to identify the various factors that influence job satisfaction. Consequently, the study employs discriminant analysis in order to shed light on the variables that differentiate between employees with low and high job satisfaction. Employees from organisations in Uttar Pradesh, Rajasthan, and Delhi, India, were surveyed for data. The results indicate that ethical climate, organisational commitment, organisational citizenship behaviour, and organisational justice have a

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Salim, Agus, Lilik Kustiani, and Fajar Supanto. "Creating Job Satisfaction through Transformational Leadership and Compensation Factors in the Banking Sector." East African Scholars Journal of Economics, Business and Management 7, no. 07 (2024): 296–304. http://dx.doi.org/10.36349/easjebm.2024.v07i07.003.

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Employees ability to carry out their duties can be seen through their performance, so employee performance is significant for the company's success. Another important thing that companies must pay attention to regarding their human resources is the issue of job satisfaction. Job satisfaction is an employee's attitude towards their work, the difference between the rewards received by the employee and what is considered something that should be received. Apart from the sense of job satisfaction felt by employees, the compensation provided by the company is also a factor in improving performance.

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Diputra, I. Wayan Gede Yustiardika, and I. Gusti Made Suwandana. "The Effect of Work Culture, Work Environment, and Leadership Style on Employee Job Satisfaction." European Journal of Business and Management Research 7, no. 3 (2022): 43–47. http://dx.doi.org/10.24018/ejbmr.2022.7.3.1395.

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The company has the most important asset that helps in achieving its goals, namely employees. However, several things cause employee satisfaction to decrease, such as a work culture that is not internalized, an inadequate work environment, and an unsupportive leadership style. This study aims to explain the influence of work culture, work environment, and leadership style on employee job satisfaction at Office Krisna Oleh-Oleh Bali. The number of samples used is 50 employees, with the sampling technique used being saturated sampling. Collecting data in this study using a questionnaire, and the

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Kadek Ery Perwira Dinata, I Made Sara, and I Made Suniasta Amerta. "Training and motivation on employee performance: Mediated by job satisfaction." World Journal of Advanced Research and Reviews 22, no. 2 (2024): 1672–87. http://dx.doi.org/10.30574/wjarr.2024.22.2.1581.

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This study aims to analyze the role of job satisfaction in mediating training and work motivation on the performance of Credit Guarantee Officer (CGO) employees at PT Jamkrida Bali Mandara (Perseroda). Survey method is used to collect data from 30 respondents who are CGO employees at PT Jamkrida Bali Mandara (Perseroda). Inferential analysis technique with Partial Least Square (PLS) was used to analyze the data. The results showed that training has a positive effect on job satisfaction of CGO employees and the relationship is significant, work motivation has a positive effect on job satisfacti

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Kadek, Ery Perwira Dinata, Made Sara I, and Made Suniasta Amerta I. "Training and motivation on employee performance: Mediated by job satisfaction." World Journal of Advanced Research and Reviews 22, no. 2 (2024): 1672–87. https://doi.org/10.5281/zenodo.14709562.

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This study aims to analyze the role of job satisfaction in mediating training and work motivation on the performance of Credit Guarantee Officer (CGO) employees at PT Jamkrida Bali Mandara (Perseroda). Survey method is used to collect data from 30 respondents who are CGO employees at PT Jamkrida Bali Mandara (Perseroda). Inferential analysis technique with Partial Least Square (PLS) was used to analyze the data. The results showed that training has a positive effect on job satisfaction of CGO employees and the relationship is significant, work motivation has a positive effect on job satisfacti

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Ilyas, Sehrish, Ghulam Abid, Fouzia Ashfaq, Muhammad Ali, and Wasif Ali. "Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior." SAGE Open 11, no. 2 (2021): 215824402110067. http://dx.doi.org/10.1177/21582440211006734.

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Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Haye

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Rev, (Dr) Willis Otuya. "Ethical Climate among SME Employees Has No Effect on Job Satisfaction in the Western Sugar Belt Kenya." American Based Research Journal 8, no. 11 (2019): 76–84. https://doi.org/10.5281/zenodo.3565463.

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<em>The practice of business ethics has grown considerably over the last decade. Small business enterprises today are expected to meet standards of responsible business conduct. Moral decay has, however, reached high levels not only in the public sector but also in the business community including cane haulage transport MSEs. An estimated 120 ethical business violations attributed to transport firms have been reported repeatedly in the recent years in the Sugar Belt. Furthermore, 63% of contracted cane transport tractors were reported to have been involved in cane losses, with the situation wo

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Sungu, Lincoln Jisuvei, Qingxiong (Derek) Weng, and Johari Abdu Kitule. "When organizational support yields both performance and satisfaction." Personnel Review 48, no. 6 (2019): 1410–28. http://dx.doi.org/10.1108/pr-10-2018-0402.

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Purpose The purpose of this paper is to examine the underlying mechanism through which perceived organizational support (POS) influences job performance and job satisfaction. Specifically, the study aims at examining the contingent role of performance ability in the associations of POS and affective organizational commitment (AOC) with job performance and job satisfaction, thus highlighting the pivot role of ability in the social exchanges. Design/methodology/approach The sample of the present study included 269 employees of a University in Kenya. The data were analyzed with Mplus to test the

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Romasanta, Arceli. "Employee Satisfaction and Job Performance in the Accommodation Sector: Basis for Human Resource Plans." European Journal of Management Issues 29, no. 3 (2021): 117–24. http://dx.doi.org/10.15421/192111.

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Purpose: It is impossible to meet the guest's needs when employees come and go, and it is costly to find new employees to recruit. The study aims to find ways of retaining employees while also investigating why they leave their jobs. Design/Method/Approach: A descriptive-correlational method of research in a quantitative design was used to determine correlation between variables. The study was highly accepted in terms of a Cronbach α = .988 which indicates an excellent index of reliability. Survey questionnaires served as a tool to draw facts about employees’ satisfaction and employees’

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Muskat, Birgit, and Bernd F. Reitsamer. "Quality of work life and Generation Y." Personnel Review 49, no. 1 (2019): 265–83. http://dx.doi.org/10.1108/pr-11-2018-0448.

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Purpose The purpose of this paper is to examine how quality of work life (QWL) influences job satisfaction and to test if gender and organizational type moderate this relationship for Generation Y (Gen-Y). Design/methodology/approach Questionnaire data were collected from 328 Gen-Y employees in European hospitality businesses. Drawing on generational theory, social role theory and person–environment (P–E) fit theory, the authors discuss how gender and organizational types (i.e. independent vs corporate structures) moderate Gen-Y’s QWL–job satisfaction relationship. Findings The findings of the

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Yoeung, Sothan, Pov Chhoeuy, and Bunthoeun Sor. "The impact of employee empowerment on job satisfaction, job loyalty, and intention to leave from Private Schools in Siem Reap Province." University of South-East Asia Research Journal 1, no. 1 (2024): 01–22. http://dx.doi.org/10.70319/hjqm-vm50.

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The efficiency and effectiveness of the organization depend on empowering human resources, as well as on job satisfaction and job loyalty, which help reduce employee turnover. This research article aims to assess the impact of empowering employees on job satisfaction, job loyalty, and intention to leave, as well as to evaluate the effect of job satisfaction on job loyalty and intention to leave. We used a multi-stage sampling technique to select 295 respondents from 401 employees of three private schools in Siem Reap Province. The data obtained from participants was quantitative and analyzed u

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Manzoor, Azhar, Albert John, and Shafaq Arif Chaudhary. "Exploring the Role of Perceived Supervisor Support: A Serial Mediation of Approach Job Crafting and Thriving at Work in Enhancing Job Satisfaction." Governance and Society Review 3, no. 1 (2024): 1–28. http://dx.doi.org/10.32350/gsr.31.01.

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The purposeof this study is to explore the underlying mechanism of approach job crafting and thriving at work that explain the relationship between perceived supervisor support and job satisfaction amongpublic sector employees. Drawing on job demand and resource model and organization support theory, the study aims to investigate the proposed serial mediation in public sector employees in Pakistan. By examining the sequential relationships among perceived supervisor support, approach job crafting, thriving at work, and ultimately job satisfaction, this research seeks to provide a comprehensive

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Ishaq, Dr Hafiz Muhammad, Dr Sadaf Nagi, and Dr Shakil Adnan. "PERFORMANCE APPRAISAL SATISFACTION OUTCOMES IN THE FMCG SECTOR IN PAKISTAN." Kashf Journal of Multidisciplinary Research 1, no. 11 (2024): 15–27. https://doi.org/10.71146/kjmr130.

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In the current business world characterized by fierce competition, performance appraisals are integral tools for evaluation of employee performance, feedback provision, and career advancement management. Nevertheless, there has not been adequate research on the effect of performance assessment in influencing employees in the long run, especially on the aspects of creativity and job satisfaction. The study investigates the reason why career development helps mediate the relationship between performance appraisal satisfaction and two important employee outcomes: creative behavior and job satisfa

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binti A Rahim, Nurul Aisyah Awanis, Penghua Penghua, Khatijah Omar, Wan Norhayati Mohamed, Dewan Niamul Karim, and Suparto Wijoyo. "Moderating Effect of Job Satisfaction on the Relationships between Leadership Skill, Job Stress and Job Performance among Female Managers in China." 13th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 13, no. 1 (2022): 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.1(85).

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Employee performance in human resources management research is an evergreen subject and is relevant for further review. Employers should consider what constitutes to work performance since knowing variables that can affect the performance of workers can also help the organizations in the long run because after all, the performance of individual employees will also determine organizational performance as a whole.The method for this study is using questioannires survey. The questionnaires were distributed to 489 female managers in China from manufacturing industry (new energy, food manufacturing

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Kaur, Prabhjot, Keshav Malhotra, and Sanjeev K. Sharma. "Moderation-mediation framework connecting internal branding, affective commitment, employee engagement and job satisfaction: an empirical study of BPO employees in Indian context." Asia-Pacific Journal of Business Administration 12, no. 3/4 (2020): 327–48. http://dx.doi.org/10.1108/apjba-10-2019-0217.

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PurposeTaking an evidence from social exchange theory, this research examines the mediating role of affective commitment in the correlation between internal branding, employee engagement and job satisfaction. The moderating role of work environment on the link between internal branding and affective commitment is also studied in this research.Design/methodology/approachThe data were collected by using well-structured research measures from 215 employees working in the BPO sector of India (Punjab and Chandigarh). The hypotheses were developed, and the conceptual model was validated by applying

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Majan, Jellyca Anne, Gil Tyrone Uy, Joshua Lance Valenton, Leni Rose Julag-ay, and Celo Magallanes. "Motivational Factors and Job Satisfaction among Call Center Employees." Virtutis Incunabula 10, no. 1 (2023): 25–35. https://doi.org/10.63173/8v5nvw60.

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Call centers in the Business Process Outsourcing (BPO) industry are a major source of employment in the Philippines, providing competitive compensation rates and opportunities in rural areas. However, call center jobs also come with challenges such as stress, performance pressure, long working hours, and potential loss of identity, which affect job satisfaction and turnover rates. This research has identified varying motivational factors that contribute to job satisfaction among call center employees. To elaborate further on this, the theory of equity by Adams (1963) was utilized for this stud

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Jung, Yuhee, and Norihiko Takeuchi. "Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes." Personnel Review 48, no. 2 (2019): 306–23. http://dx.doi.org/10.1108/pr-06-2017-0174.

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Purpose Although social exchange theory has long been used to explain employees’ positive work attitudes in response to perceived investment in employee development (PIED), few studies have examined this theoretical mechanism by introducing a direct measure of social exchange between employees and their personified organization. Furthermore, most studies have focused solely on one type of exchange (i.e. social exchange) and have ignored another type of exchange characterized as economic exchange. The purpose of this paper is therefore to uncover the process by which PIED affects employees’ att

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Jankelová, Nadežda, Zuzana Joniaková, Katarína Remeňová, and Ildikó Némethová. "How to meet employees' expectations in terms of job satisfaction and stabilisation in the agribusiness industry." Ekonomika poljoprivrede 68, no. 3 (2021): 583–93. http://dx.doi.org/10.5937/ekopolj2103583j.

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Motivation is one of the most important management tools to ensure employees' job satisfaction and stabilisation. Effective motivation programmes can only be developed through an in-depth understanding of employee motivation profiles. The aim of this paper is to analyse the motivation factors of employees in terms of their job satisfaction and stabilisation in the agribusiness industry. The methodological framework of the survey is Herzberg's two-factor motivation theory. Independent variables were tested using test statistic methods with the most significant deviations. An independent t-test

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Fathiyah, Fathiyah, Ahmad Firdaus, and Alex Kurnia Putra. "PENGARUH KOMITMEN KERJA DAN QUALITY OF WORK LIFE (QWL) TERHADAP KEPUASAN KERJA DAN DAMPAKNYA TERHADAP KINERJA KARYAWAN PT. INDOFOOD CBP SUKSES MAKMUR CABANG JAMBI." J-MAS (Jurnal Manajemen dan Sains) 2, no. 1 (2017): 105. http://dx.doi.org/10.33087/jmas.v2i1.19.

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The purposes this research are to examine the influence of work commitment, Quality of Work Life (QWL), job satisfaction and employee performance. The influences of work commitment, Quality of Work Life (QWL), job satisfaction and employee performance tested both directly and indirectly by taking a sample of 80 employees. To test the variables used in research conducted a survey of employees at PT. Indofood CBP Sukses Makmur Jambi Branch. Framework of theory and data analysis is done by using Path Analysis. The results of this research indicate that the work commitment, Quality of Work Life (Q

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Sekarini, Sekarini, I. Ketut Surata, Desak Gede Chandra Widayanthi, and I. Wayan Restu Darmawan. "Analysis on Employee Job Satisfaction at Daluman Villa." Barista : Jurnal Kajian Bahasa dan Pariwisata 7, no. 2 (2020): 81–90. http://dx.doi.org/10.34013/barista.v7i2.215.

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Employee satisfaction level is important to be maintained at the workplace to make them performed well at the workplace. This research focuses on the level of satisfaction at Daluman Villa. The level of employee satisfaction was analyzed using Gruneberg theory as the fundamental theory in constructing this research. The data obtained were collected from the questionnaire distribution and interview. The questionnaire data obtained were tested its validity and reliability using SPSS system and Cronbach’s Alpha. The data obtained were discussed by using descriptive analysis and qualitative analys

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Dr., A. Thangaswamy, and D.Thiyagaraj. "THEORETICAL CONCEPT OF JOB SATISFACTION - A STUDY." International Journal of Research - Granthaalayah 5, no. 6 (2017): 464–70. https://doi.org/10.5281/zenodo.822315.

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Job satisfaction is one of the important factors that have drawn attention of the organization as well as academicians. In view of the rising competition as a result of globalisation, managers have placed great importance on the construct of job satisfaction. This may be due to the findings of many studies that job satisfaction is a significant determinant of organizational commitment. Highly satisfied employees will exert extra effort and contribute positively to the effectiveness and efficiency of their organizations. Job satisfaction will lead to better performance and the employees will be

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Ann, Saehya, and Shane C. Blum. "Motivating senior employees in the hospitality industry." International Journal of Contemporary Hospitality Management 32, no. 1 (2020): 324–46. http://dx.doi.org/10.1108/ijchm-08-2018-0685.

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Purpose This study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity. Design/methodology/approach This study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses. Findings The two factors that had significantly positive effects on job s

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Ni, Putu Ratna Krishna Dewi, Wayan Sitiari Ni, Ayu Surasmi Ida, Luh Putu Indiani Ni, Ayu Sugiati Gusti, and Bagus Dharmanegara Ida. "The Effect of Organizational Support and Work Stress on Employee Performance with Satisfaction as a Mediating Variable." International Journal of Current Science Research and Review 08, no. 03 (2025): 1132–43. https://doi.org/10.5281/zenodo.15006022.

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Abstract : The hospitality industry in Bali has great potential in line with the growth of new tourist destinations and changes in global tourism trends. This study aims to examine the theoretical and practical implications related to organizational support and employee performance in 3-star hotels in Badung, Bali. Data collection was conducted by distributing questionnaires to 110 employees of 3-star hotels in Badung Regency, Bali. Data analysis used inferential analysis using SEM PLS. Based on the results of the study, it was found that organizational support had a positive and significant e

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Wang, Chih-Chieh, Hui-Hsien Hsieh, and Yau-De Wang. "Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence." Personnel Review 49, no. 9 (2020): 1845–58. http://dx.doi.org/10.1108/pr-04-2019-0147.

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PurposePrevious studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.Design/methodology/approachSurvey data were collected from a sample of 233 full-time employees of a large hotel

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Hussein, Waal Neamah, and Baharuddin M. Hussin. "The Moderating Role of Job Satisfaction and Core Self-Evaluation, Between Employer Branding Factors and Employee Retention." International Journal of Human Resource Studies 15, no. 1 (2025): 76. https://doi.org/10.5296/ijhrs.v15i1.22395.

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Employee retention represents a strategic and integrated process that begins with an examination of the reasons employees choose to join an organisation. The human resource strategies implemented by a firm significantly impact an employee's decision to remain within that organisation. Grounded in social exchange theory, it is posited that when employees perceive their contributions as valuable, they are more likely to stay. However, there is a notable lack of studies that extend the model of employer branding factors influencing employee retention. This study argues that job satisfaction and i

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Stanišić, Nataša, and Nikica Radović. "The influence of psychological needs and work climate on job satisfaction of employees in the hospitality industry." Ekonomika preduzeca 71, no. 7-8 (2023): 437–47. http://dx.doi.org/10.5937/ekopre2308437s.

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Employee satisfaction is a key factor to achieving high work performance results and service provision efficiency, which directly contributes to the increase in organizational productivity. For the purpose of this paper, in addition to the theoretical postulates of self-determination theory, we analyzed the impact of social environment factors and basic psychological needs on job satisfaction. The sample included 150 employees in hotels in the Republic of Serbia. According to the research results, there is a statistically significant positive correlation between the work climate, i.e., the per

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Su, Tianyi. "Research on the Mechanism of Enterprise Culture and Its Impact on Employee Job Satisfaction Based on Structural Equation Modeling (SEM)." Journal of Management and Social Development 1, no. 3 (2024): 104–8. http://dx.doi.org/10.62517/jmsd.202412315.

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In today's increasingly fierce global competition, enterprises pay more and more attention to the evaluation of employees' satisfaction in order to improve their competitiveness. Therefore, it is very important to study corporate culture. Based on modern enterprise management theory, this study deeply discusses the influence mechanism of enterprise culture on employee job satisfaction. This paper analyzes the multi-dimensional composition of corporate culture and its influence on employees' behavior and attitude in detail, and shows the relationship path between corporate culture and employees

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Lee, Byunghyun, Changjae Lee, Ilyoung Choi, and Jaekyeong Kim. "Analyzing Determinants of Job Satisfaction Based on Two-Factor Theory." Sustainability 14, no. 19 (2022): 12557. http://dx.doi.org/10.3390/su141912557.

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For one company to have a competitive advantage and sustainability over others, its human resource management is of the utmost importance to secure competent employees. As job satisfaction plays a critical role in securing excellent manpower and enhancing corporate performance, it is essential to identify factors that would affect employees’ job satisfaction. Recently, writing reviews with integrity on job portal sites by former and current employees has become prevalent as such websites have guaranteed the reviewers’ anonymity. For this reason, we collected a vast amount of review data over n

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Korir, Charles Kiprono, and Priscillah Ndegwa. "Job Satisfaction and Employee Performance at Finlays Kenya Limited in Kericho County, Kenya." International Journal of Business Management, Entrepreneurship and Innovation 2, no. 2 (2020): 82–97. http://dx.doi.org/10.35942/jbmed.v2i2.119.

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Employees in an organization have always been key assets and their departure could have significant effect on the implementation of the organization’s performance and may eventually cause a phenomenal decline in productivity. As such, employees’ job satisfaction is important in the long-term growth and success of a company. Employee satisfaction would ensure customer satisfaction and effective succession planning. The productivity and efficiency of human resource depend upon a number of dynamic factors which range from personal factors to organizational policies. Job satisfaction being one of

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