Статті в журналах з теми "Knowledge workers – Job satisfaction"
Щоб переглянути інші типи публікацій з цієї теми, перейдіть за посиланням: Knowledge workers – Job satisfaction.
Оформте джерело за APA, MLA, Chicago, Harvard та іншими стилями
Ознайомтеся з топ-50 статей у журналах для дослідження на тему "Knowledge workers – Job satisfaction".
Біля кожної праці в переліку літератури доступна кнопка «Додати до бібліографії». Скористайтеся нею – і ми автоматично оформимо бібліографічне посилання на обрану працю в потрібному вам стилі цитування: APA, MLA, «Гарвард», «Чикаго», «Ванкувер» тощо.
Також ви можете завантажити повний текст наукової публікації у форматі «.pdf» та прочитати онлайн анотацію до роботи, якщо відповідні параметри наявні в метаданих.
Переглядайте статті в журналах для різних дисциплін та оформлюйте правильно вашу бібліографію.
1
Bednar, Susan G. "Elements of Satisfying Organizational Climates in Child Welfare Agencies." Families in Society: The Journal of Contemporary Social Services 84, no. 1 (January 2003): 7–12. http://dx.doi.org/10.1606/1044-3894.70.
Анотація:
The critical role played by child welfare workers in the protection of abused and neglected children is seriously undermined by rapid staff turnover and the impaired performance associated with burnout and job dissatisfaction. This review examines research on job satisfaction in child welfare systems and on factors that influence a worker's decision to leave a job or stay, as well as organizational climate factors which have been linked to job satisfaction, consumer satisfaction, and client outcomes. While ample information is available about what is needed to create satisfying work environments for child welfare workers, this knowledge has not been systematically applied. Incorporating existing knowledge into child welfare practice should be a priority, as should research that focuses on organizational variables that may impact service quality and outcomes as well as employee satisfaction. Questions remain about the long-term impact of increased job satisfaction and improved organizational climate on worker retention and client outcomes.
2
Viñas-Bardolet, Clara, Joan Torrent-Sellens, and Mònica Guillen-Royo. "Knowledge Workers and Job Satisfaction: Evidence from Europe." Journal of the Knowledge Economy 11, no. 1 (April 21, 2018): 256–80. http://dx.doi.org/10.1007/s13132-018-0541-1.
3
Bhatti, Muhammad Awais, Ariff Syah Juhari, Shishi Kumar Piaralal, and Niriender Kumar Piaralal. "Knowledge Workers Job Performance: An examination of Career Values, Perceived Organizational Support and Career Satisfaction." Business and Management Horizons 5, no. 2 (November 12, 2017): 13. http://dx.doi.org/10.5296/bmh.v5i2.12138.
Анотація:
Knowledge workers help organizations improve productivity and gain competitive advantage in the market. Since organizations have realized the importance of knowledge workers in organizational development, management has been focusing on the knowledge workers’ job performance, which ultimately improves the organizational performance. The purpose of this study is to investigate the mediating effects of the knowledge workers’ career satisfaction among career values, perceived organizational support and job performance. In this regard, data was collected from 284 knowledge workers working in Saudi Arabian organizations and it was analyzed using regression and Sobel test. The result of the analysis explain that career satisfaction play a key role in knowledge workers’ job performance, and work as mediator between career values, perceived organizational support and the knowledge workers’ job performance. The findings of this study will be helpful for top management and HR professionals to manage the knowledge workers’ job performance. Furthermore, the mediating role of career satisfaction contribute to the body of knowledge and offer future researchers opportunities to investigate other factors, which influence career satisfaction of knowledge workers. This study also discussed some limitations which could be an avenue for future research. Research on Saudi Arabian knowledge workers has never been done before. Therefore, this study explores the effects of career values, perceived organizational support and career satisfaction on Saudi Arabian knowledge workers’ job performance.
4
Toth, Ilona, Sanna Heinänen, and Anna-Maija Nisula. "Personal resources and knowledge workers’ job engagement." International Journal of Organizational Analysis 28, no. 3 (November 23, 2019): 595–610. http://dx.doi.org/10.1108/ijoa-07-2019-1830.
Анотація:
Purpose The purpose of this paper is to investigate the impact of personal resources on knowledge workers’ job engagement in the contemporary economy. Work itself and work environments are currently undergoing fundamental changes. As such, the focus of engagement research is shifting to an interest in personal resources and the psychological capital of knowledge workers. Design/methodology/approach This paper proposes a theoretical model based on a modern interpretation of the conservation of resources theory concerning the relationship between personal resources (self-efficacy, organization-based self-esteem and satisfaction with life) in relation to the three dimensions of job engagement (physical, emotional and cognitive). The proposed model is tested with structural equation modelling (LISREL). Findings The results from the analysis of data collected from Finnish university graduates (N = 103) show that the three dimensions of job engagement are strongly influenced by organization-based self-esteem and satisfaction with life but, surprisingly, not by self-efficacy. Practical implications Through understanding the impact of personal resources on knowledge workers’ job engagement, organizations can enhance their human relations management practices and develop better support mechanisms for their knowledge workers. Originality/value This paper provides empirical evidence for the influence of personal resources on knowledge workers’ job engagement. There is a lack of empirical studies on knowledge workers’ job engagement in the contemporary economy. The changing nature of the way work is being carried out in the contemporary economy raises the importance of personal resources as a key resource for knowledge workers’ job engagement.
5
O’Brien, William H., Paul W. Goetz, Heather McCarren, Eileen Delaney, William F. Morrison, Tanya S. Watford, and Kristin A. Horan. "Job Satisfaction Among Mental Health Workers." Journal of Psychophysiology 33, no. 1 (January 1, 2019): 32–38. http://dx.doi.org/10.1027/0269-8803/a000203.
Анотація:
Abstract. Work characteristics such as job satisfaction have been associated with mental and physical health outcomes in several cross-sectional and longitudinal studies. However, meta-analytic reviews indicate that nearly all of the reported relationships between these two sets of constructs rely on self-report measures. Thus, the magnitude of the reported relationships may be inaccurate and inflated due to common method variance (mono-method bias) and negative affectivity. Respiratory sinus arrhythmia (RSA) is an objective measure of risk for adverse mental health and physical health outcomes. To our knowledge, there has been no investigation of the relationship between job satisfaction and respiratory sinus arrhythmia. In this investigation, 29 workers in mental health settings who experience higher than average levels of work stress due to the amount and unpredictability of workload completed sociodemographic measures and a job satisfaction measure. RSA was then collected during a resting baseline, a worry induction stressor condition where they were instructed to think about work stressors, and a post-stress recovery condition. RSA reactivity to the stressor was significantly greater for participants with low job satisfaction. The low job satisfaction participants also demonstrated less RSA recovery after the stressor ended. Alternatively, participants with higher job satisfaction reacted less and recovered more completely from the stressor.
6
Bayona, Jaime Andrés, Amparo Caballer, and José María Peiró. "The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement." Sustainability 12, no. 6 (March 17, 2020): 2336. http://dx.doi.org/10.3390/su12062336.
Анотація:
Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.
7
Kucharska, Wioleta, and G. Scott Erickson. "The influence of IT-competency dimensions on job satisfaction, knowledge sharing and performance across industries." VINE Journal of Information and Knowledge Management Systems 50, no. 3 (November 23, 2019): 387–407. http://dx.doi.org/10.1108/vjikms-06-2019-0098.
Анотація:
Purpose Technology makes knowledge management easier. Knowledge sharing is essential for organizational development. Job satisfaction fosters knowledge sharing. Hence, this study aims to develop an understanding of the mutual relationship between knowledge sharing and job satisfaction when both are predicted by information technology (IT)-competency dimensions such as IT-operations, IT-knowledge and IT-infrastructure in the context of company performance. Design/methodology/approach The results were achieved based on the examination of 910 Polish knowledge workers with different roles and experiences across various sectors. Data were analyzed using structural equation modeling method. Findings The findings suggest that the company’s IT-competency drives job satisfaction and knowledge sharing more strongly for IT industry knowledge workers than for other industries. Also, a stronger mediation function of knowledge sharing and job satisfaction is observed for IT-operations when the IT industry is controlled. Originality/value The main value of the study is the empirical evidence that the influence of a particular IT-competency dimension varies for industries when it comes to job satisfaction and knowledge sharing processes.
8
Kamaruddin, Roslina, Norehan Abdullah, and Mohammad Amizi Ayob. "Determinants of job satisfaction among Malaysian youth working in the oil palm plantation sector." Journal of Agribusiness in Developing and Emerging Economies 8, no. 4 (November 5, 2018): 678–92. http://dx.doi.org/10.1108/jadee-06-2017-0063.
Анотація:
Purpose Oil palm is a labor-intensive crop where the labor issue is one of the most intransigent problems facing the industry. The negative perception toward this sector associated with the unattractive working environment which commonly refers to dark, dirty and dangerous has distress local youth to stay away from this occupation. Thus, the purpose of this paper is to explore the level of job satisfaction among oil palm plantation workers in Malaysia and analyze the factors that contribute to their satisfaction level. Design/methodology/approach The survey was conducted in 2014 through interviews from the selected samples of oil palm plantation workers who aged ranging from 16 to 40 years old, which was considered as youth category and staying within the location 5 km radius within the plantation area. The structural equation modeling is used to analyze the factors affecting job satisfaction among workers in the plantation sector. Findings The study found that the government and employer policies associated with plantation worker and economic profitability offered in this sector were the most significant factors that positively contribute to the joy of working among them. On the other hand, the negative relationship between working environment and perception of social job status with job satisfaction proven that these two factors were repulsion factors. Research limitations/implications Currently, with the local youth negative perception on the agriculture sector and Indonesia’s economy booming and wages on the rise, Malaysia is struggling to attract new expatriate workers and retain those already active in the sector. Oil palm plantation companies have to counter this by enhancing worker’s welfare to ensure their job satisfaction in plantation environment. This study is to convince the organization that worker’s job satisfaction is a crucial factor to enhance their performance. With the strategy recommended by this study, employees will be getting higher level of job satisfaction, thus increasing their performance and enjoying working in the plantation sector. Originality/value To the best of the author’s knowledge, there are yet to be studies that look at the agricultural employees’ job satisfaction particularly in the plantation sector. Most of the previous studies in the field of plantation sector highlight on the labor productivity, economic performance of palm oil plantation sector and environmental impact of oil palm plantation. Thus, this study provides a better understanding of the factors that contribute to job satisfaction among plantation workers.
9
Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (June 30, 2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.
Анотація:
Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.
10
Cavanagh, Thomas M., Kurt Kraiger, and Kim L. Henry. "Age-Related Changes on the Effects of Job Characteristics on Job Satisfaction: A Longitudinal Analysis." International Journal of Aging and Human Development 91, no. 1 (March 22, 2019): 60–84. http://dx.doi.org/10.1177/0091415019837996.
Анотація:
Older adults constitute an increasingly large share of the workforce. Older workers often contribute positively to organizational outcomes through characteristics such as deep organizational knowledge and long-standing client relationships. Thus, it is important to understand how to maintain or increase older workers’ job satisfaction, a variable that has been linked to positive work outcomes. In this study, several hypotheses regarding job satisfaction and age were derived from Carstensen’s socioemotional selectivity theory and were tested using longitudinal analysis of a cross-sequential sample. Supporting socioemotional selectivity theory, results showed that autonomy became increasingly important to job satisfaction as workers age. Contrary to the theory, annual income also became increasingly important to job satisfaction. We discuss the importance of our findings for theory, research, and practice.
11
Tehubijuluw, Florentina K. "THE EFFECT OF SPIRITUAL INTELLIGENCE TO INCREASE ORGANIZATION PERFORMANCE THROUGH WORKERS JOB SATISFACTION." Business and Entrepreneurial Review 14, no. 1 (April 13, 2016): 1. http://dx.doi.org/10.25105/ber.v14i1.49.
Анотація:
<p>Spiritual intelligence enables people to live with the greater meaning and depth and to look for a meaning beyond the physical needs and a low-level life in their business. Spiritual intelligence will also assist the workers in achieving their happiness and satisfaction with their current jobs.In the long run, spiritual intelligence will help the organizations to achieve business objectives and allow the employees to flourish within the organization. The main objective of this study is to analyze the effect of worker’s spiritual intelligence to achieve organization performance using workers job satisfaction as mediating variable. This study is choosing some management practices in Indonesian biggest developer companies. Respondents in this research consist of workers in all business units owned by those developer companies. All the data is statistically analyzed using the Structural Equation Method model. Findings of this research indicate that there’s a positive effect between spiritual intelligence workers and job satisfaction. The study also proved that as long as the workers satisfied with their jobs, their productivity will increase and finally the organization performance will also improve. The future research should consider the importance role of the leader for organization performance by setting-up core value within organization. This study is the first, to the researcher’s knowledge, to see the effect of all dimensions of spiritual intelligence into workers job satisfaction and finally to improve organization performance.</p>
12
González Monterrosa, Ana Isabel, Katiana Ivonne Carrasquilla Ortega, Jose Roberto Mercado Rios, and Ronald Ordoñez Lopez. "Working environment as a knowledge management stimulator." CIID Journal 1, no. 1 (July 9, 2020): 161–83. http://dx.doi.org/10.46785/ciidj.v1i1.51.
Анотація:
This article aims to analyze knowledge management strategies as a stimulator of job satisfaction for workers dedicated to fast food sales in the city of Montería. It was framed in the descriptive studies, for which a Likert-type questionnaire (validated and reliable) was applied to 8 restaurant chain sales assistants. The main results show the misuse of strategies for knowledge management and the consequences in terms of job satisfaction and its effects on work productivity.
13
Ezzat, Asmaa, and Maye Ehab. "The determinants of job satisfaction in the Egyptian labor market." Review of Economics and Political Science 4, no. 1 (January 14, 2019): 54–72. http://dx.doi.org/10.1108/reps-10-2018-012.
Анотація:
Purpose This paper aims to analyze the determinants on job satisfaction in the Egyptian labor market, using Egypt’s Labor Market Panel Survey (ELMPS), the wave of 2012. Design/methodology/approach Several determinants are analyzed including the wage level, the paid and sick leaves, the medical and social insurance, job stability among other individual and job characteristics. To this end, an ordered logit model is estimated to assess the significance of these different variables as determinants for job satisfaction. Findings The empirical findings indicate that wages and stability are major determinants for job satisfaction for the sample of wage workers. However, the results change according to gender; the hourly wage level affects men’s level of job satisfaction, while it does not affect that of females. Furthermore, the job satisfaction of women is determined more by the job characteristics rather than the monetary compensation. Social implications The empirical findings shed light on the importance of formalizing jobs, as it has an effect on the level of job satisfaction of both women and men. Originality/value To the best of the authors’ knowledge, this is the first paper to examine the determinants of job satisfaction for wage workers in Egypt using the ELMPS data.
14
García, Gustavo A., Diego René Gonzales-Miranda, Oscar Gallo, and Juan Pablo Roman-Calderon. "Employee involvement and job satisfaction: a tale of the millennial generation." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 374–88. http://dx.doi.org/10.1108/er-04-2018-0100.
Анотація:
Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as those concerning teamwork or main tasks at work. Another interesting result is that millennial workers attach high importance to intrinsic aspects of their jobs (such as the possibility to use their knowledge in the work), which may improve their satisfaction in a higher participative environment. Research limitations/implications The results can present bias due to the use of self-report data from millennial workers. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved individual effects. The study may be extended to other developing countries to help identify results more precisely for different contexts. Originality/value The value lies in exploring the relationship between employee involvement and job satisfaction for millennial workers in the context of a developing country. The paper simultaneously considers different types of employee involvement and estimates their effects on different facets of job satisfaction.
15
Ling, Florence Y. Y., and Danny M. G. Wong. "Redesigning facility management operatives’ jobs to increase work outcomes." Journal of Facilities Management 14, no. 1 (February 1, 2016): 50–68. http://dx.doi.org/10.1108/jfm-11-2014-0036.
Анотація:
Purpose – The purpose of this paper is to recommend strategies for designing facility management (FM) workers’ jobs so as to boost their work outcomes. FM operatives/workers form the backbone of the labour force in property maintenance. Work outcomes are determined by: internal work motivation; quality of work performance; job satisfaction; turnover; absenteeism; and stress level. Design/methodology/approach – The paper is based on a questionnaire survey. Data were collected from FM workers via face-to-face interviews. The data were subjected to t-test and correlation analysis using SPSS software. Findings – It was found that FM workers have significantly high work outcomes, which are measured as internal work motivation, quality work performance and job satisfaction. They have significantly low absenteeism. FM workers whose jobs have the following characteristics – using a range of skills to execute a variety of challenging activities; freedom to carry out activities with discretion; and opportunities for doing interesting work, leadership, promotion, training and upgrading – are likely to have higher-quality work performance, internal work motivation and/or job satisfaction. Research limitations/implications – The sample size is relatively small. Additionally, given the diverse nature of the work that FM workers do, the job characteristics identified may not be exhaustive enough. Practical implications – Recommendations are made to improve the work outcomes of FM workers through job design. These include ways to increase FM workers’ sense of accomplishment and to provide them with job stability. This will help to ease the labour shortage, and address the low-productivity issues faced by employers in the FM industry. Originality/value – This paper contributes to knowledge by identifying the job characteristics that significantly affect the work outcomes of FM workers. Employers may use the findings to redesign their FM workers’ jobs so as to boost their work outcomes.
16
Zaniboni, Sara, Donald M. Truxillo, Franco Fraccaroli, Elizabeth A. McCune, and Marilena Bertolino. "Who benefits from more tasks? Older versus younger workers." Journal of Managerial Psychology 29, no. 5 (July 8, 2014): 508–23. http://dx.doi.org/10.1108/jmp-12-2012-0381.
Анотація:
Purpose – Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement. Design/methodology/approach – Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2). Findings – The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers. Research limitations/implications – Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career. Practical implications – To have workers of all ages satisfied and engaged at work, we need to understand which work characteristics are the best for them. For example, it may be a competitive gain for organizations to challenge younger workers with different tasks, and to challenge older workers in ways that utilize their experience. Social implications – The study addresses a societal issue related to profound demographic changes in the age composition of the workforce, gaining a better knowledge of differences between workers of different ages to promote effective interventions and policies. Originality/value – This is the first study to show that task variety differentially affects worker satisfaction and engagement depending on the age of the worker.
17
Xu, Xiao-Dong, Jian An Zhong, and Xiao-Yan Wang. "The impact of substitutes for leadership on job satisfaction and performance." Social Behavior and Personality: an international journal 41, no. 4 (May 1, 2013): 675–85. http://dx.doi.org/10.2224/sbp.2013.41.4.675.
Анотація:
We analyzed the effects of leadership substitute factors on job satisfaction and performance of knowledge workers, based on existing studies on substitutes for leadership. The data were collected from 130 knowledge workers in China via survey questionnaires based on a modified version of the 41-item scale revised by Podsakoff and MacKenzie (1994), a performance scale based on the dimensions of task performance and contextual performance as classified by Motowildo, Borman, and Schmit (1997), and also used in research conducted by Sun and Jiao (2002), and the Minnesota Satisfaction Questionnaire (Weiss, Dawis, England, & Lofquist, 1967). The findings showed that 7 of the 13 variables of the model of substitutes for leadership proposed by Kerr and Jermier (1978) had positive effects on the job satisfaction and performance of the knowledge workers who took part in this study.
18
Li, Zhenxin. "Knowledge Application and Improvement Ideas for In-service Social Work Professionals." Journal of Contemporary Educational Research 5, no. 7 (July 30, 2021): 116–21. http://dx.doi.org/10.26689/jcer.v5i7.2369.
Анотація:
Social work professionals are an indispensable force for building a harmonious socialist society as well as strengthening and innovating social management. This article analyzed the salary, job satisfaction, and knowledge application of social work professionals in Nanjing (NJ) by means of a survey questionnaire and found that although most professional social workers are relatively satisfied with their jobs in addition to the effective application of their knowledge, a certain percentage of the respondents reported that the knowledge that they had learned at school were not consistent with the actual needs of work, which affected their income levels and job satisfactions. For this reason, it is suggested that a variety of measures should be taken to improve the quality of professional education of social work and enhance the competitiveness as well as the recognition of the social work profession.
19
Berg, Peter. "The Effects of High Performance Work Practices on Job Satisfaction in the United States Steel Industry." Articles 54, no. 1 (April 12, 2005): 111–35. http://dx.doi.org/10.7202/051222ar.
Анотація:
A unique data set is used to examine how different practices associated with high performance work Systems in the steel industry affect the job satisfaction of workers. While the effect of these practices on organizational performance is widely studied, few have examined their effects on workers. The analysis in this paper is based on data from a sample of 1,355 hourly workers in the U.S. steel industry across 13 plants. The results indicate that the effect of high performance work practices on job satisfaction dépends primarily on how work roles and job duties are defined, on good employee-management relations and on practices that help balance work and family responsibilities. These results show that those who are able to use their skills and knowledge on the job, those who report positive employée-management relations, and those who believe the company helps them balance work and family responsibilities have relatively high probabilities of being very satisfied with their jobs.
20
Bigliardi, Barbara, Alberto Ivo Dormio, Francesco Galati, and Giovanni Schiuma. "The impact of organizational culture on the job satisfaction of knowledge workers." VINE 42, no. 1 (February 10, 2012): 36–51. http://dx.doi.org/10.1108/03055721211207752.
21
Matsushima, Midori, Hiroyuki Yamada, Yasuharu Shimamura, and Nguyen Minh Tam. "Altruism and Primary Healthcare Workers’ Job Satisfaction: Findings from Central Vietnam." Journal of Sustainable Development 10, no. 5 (September 29, 2017): 85. http://dx.doi.org/10.5539/jsd.v10n5p85.
Анотація:
To achieve the Sustainable Development Goals, particularly to promote healthy living and well-being for all ages, we must ensure a high quality of healthcare services at primary facilities. However, the shortage of healthcare workers in primary facilities is a problem in many countries, including Vietnam. Despite concerns about the low job satisfaction of health workers and value of altruism in this field, no existing research has thus far addressed its effect on job satisfaction. This study thus contributes to the body of knowledge on healthcare workers’ job satisfaction by observing the role of altruism.We conducted a quantitative analysis by using data collected from healthcare workers employed at primary facilities in central Vietnam in 2014. The survey administered to healthcare workers (n=241) included a hypothetical dictator game questionnaire to elicit their level of altruism. We then used an ordered probit model to examine the factors associated with healthcare workers’ job satisfaction, focusing particularly on altruism by controlling for both individual-level attributes and the condition of their workplaces.We found that a higher level of altruism is associated with lower job satisfaction. Further analysis revealed that more altruistic workers are also likely to have a stricter self-evaluation of healthcare quality, including the availability of drugs. Altruistic healthcare workers may be frustrated when working in environments in which resources are constrained and workers cannot perform to their full ability despite a wish to help others.
22
Ni, Guodong, Yuanyuan Zhu, Ziyao Zhang, Yaning Qiao, Huaikun Li, Na Xu, Yongliang Deng, Zhenmin Yuan, and Wenshun Wang. "Influencing Mechanism of Job Satisfaction on Safety Behavior of New Generation of Construction Workers Based on Chinese Context: The Mediating Roles of Work Engagement and Safety Knowledge Sharing." International Journal of Environmental Research and Public Health 17, no. 22 (November 12, 2020): 8361. http://dx.doi.org/10.3390/ijerph17228361.
Анотація:
China’s construction industry developed rapidly and safety production has become a vital issue. Improving the safety behavior of construction workers is an important measure to effectively decrease construction safety accidents. At present, a New Generation of Construction Workers (NGCWs) born after 1980 has gradually become the main force of construction companies in China and the special group characteristics coming from the intergenerational difference may make them behave differently in safety-related activities, therefore, it is very important to study how to promote their safety behavior. This paper aimed to explore the influencing mechanism of job satisfaction on the safety behavior of NGCWs and examine the mediating role of safety knowledge sharing and work engagement. Confirmatory factor analysis and structural equation modeling analysis were applied to test the theoretical model. Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement. Safety knowledge sharing plays a complete mediating role between job satisfaction and safety compliance behavior, as well as between job satisfaction and safety participation behavior. Moreover, work engagement plays a complete mediating role between job satisfaction and safety participation behavior, which can provide valuable management references for China’s construction companies to strengthen their safety behavior.
23
Tri, Ho Thanh, Nguyen Ngoc-Tan, Aleš Gregar, and Drahomira Pavelkova. "Motivators and its impacts on job satisfaction in FDI companies - A case study of Eurowindow Vietnam." Management & Marketing. Challenges for the Knowledge Society 15, no. 1 (March 1, 2020): 109–24. http://dx.doi.org/10.2478/mmcks-2020-0007.
Анотація:
AbstractThis study investigates the factors motivating workers and their levels of job satisfaction at Eurowindow Vietnam – an FDI company in the furniture industry based in Hochiminh City, Vietnam. Data for this study were collected by a surveying 202 office workers of the company. A Likert-scale response format questionnaire was used to identify employment attitudes and job satisfaction. The research was carried out based on the theoretical aspects of job satisfaction. Cronbach’s alpha and exploratory factor analysis (EFA) were deployed to test the unidimensionality, reliability, and validity of measurement scales. Correlation analysis was carried out to estimate the relation between dependent and independent variables, and within the independent ones. Moreover, multiple regression analysis was adopted to test the hypotheses of the study. The level of job satisfaction was measured by seven dimensions, namely payment, promotion, supervisor, co-workers, work itself, benefits and work environment. The research results showed that work itself, promotion, payment, and supervisor have significant influences on job satisfaction. Findings of this study provide necessary knowledge for the leadership of Eurowindow Vietnam in boosting job satisfaction of their staff. Other FDI enterprises with the same development level may find these results applicable for their organizations. Recommendations for future research are also presented at the end of the study.
24
Yen, Yung-Shen, Mei-Chun Chen, and Chun-Hsiung Su. "Social capital affects job performance through social media." Industrial Management & Data Systems 120, no. 5 (April 8, 2020): 903–22. http://dx.doi.org/10.1108/imds-09-2019-0473.
Анотація:
PurposeThis study aims to explore the impact of social capital on job performance when workers interact with coworkers through social media in organizations.Design/methodology/approachStructural equation modeling was conducted, and a sample of 230 workers in Taiwan was investigated.FindingsThis study found that bonding social capital has a greater impact on job performance than bridging social capital for interactions among coworkers through social media in organizations. Moreover, bridging social capital affects job performance more strongly for male workers than for female workers, but bonding social capital affects job performance more strongly for female workers than for male workers.Research limitations/implicationsThis study extended social capital theory by adding the mediating effects of job satisfaction and relational satisfaction and the moderating effect of gender into the model.Practical implicationsThis study suggests that company managers need to train workers how to use social media to appropriate their affordances and consider the work team relationship to position adequate strategies for male and female workers.Originality/valueThis study advances the previous knowledge of social capital theory for workers interacting with coworkers through social media in organizations.
25
Wilczyńska, Aleksandra, Dominik Batorski, and Joan Torrent Sellens. "Employment Flexibility and Job Security as Determinants of Job Satisfaction: The Case of Polish Knowledge Workers." Social Indicators Research 126, no. 2 (February 25, 2015): 633–56. http://dx.doi.org/10.1007/s11205-015-0909-6.
26
Yuxin, Wang, and Muhammad Farooq. "Conceptual Framework Development for Job Satisfaction in Fujian Banking Industry, China." International Journal of Human Resource Studies 9, no. 1 (February 17, 2019): 253. http://dx.doi.org/10.5296/ijhrs.v9i1.14356.
Анотація:
Job satisfaction is the major concern of employees and managers, which is an emotional reflection of employees at work and plays an important role in increasing job performance. If the job satisfaction of employees is lower than their expectation, they will reduce attendance with lower performance and even quit the job, which is the last thing that the managers expected. In addition, employees usually are unsatisfied when they involve a few parts of the job, or when they work overload with high work stress and feel uncomfortable to get along with their co-workers or supervisors at the workplace. Therefore, it is necessary to acknowledge the satisfaction of employees, when more than half of the Chinese workers were unsatisfied with their job. According to Herzberg’s two factors theory, factors that influence employees’ job satisfaction can be separated into two parts, hygiene factors, and satisfier factors, and they can be divided into many factors as well, such as job involvement, employment relationship and so on. While this study introduced three factors (job involvement, work stress, and employment relationship) that influence job satisfaction with previous studies and fundamental knowledge in Fujian Banking Industry, China. Furthermore, providing the research methodology of job satisfaction for future research.
27
Hamadi, Hanadi, Janice C. Probst, M. Mahmud Khan, and Aurora Tafili. "The Role of Training and Work-Related Injury on Home Health Workers’ Job Satisfaction: Analysis of the National Home and Hospice Care Survey." Home Health Care Management & Practice 31, no. 4 (April 13, 2019): 239–48. http://dx.doi.org/10.1177/1084822319842165.
Анотація:
The purpose of this study was to describe personal, job, agency, environmental, and ergonomic factors that affect job satisfaction among home health workers (HHWs). A cross-sectional design was conducted, and data from the National Home and Hospice Care Survey ( N = 3,274) were analyzed using a multilevel structural equation model (generalized structural equation model). HHWs with excellent training knowledge were about 1.5 times more likely to report a higher degree of job satisfaction compared with those with poor training knowledge, and those who reported a work-related injury were 66% more likely to report lower job satisfaction score. Job satisfaction is associated with work environment, leadership support, and work-related training. Future research and a follow-up survey are needed to understand HHWs’ workforce and be better positioned to meet their need so that they may meet the need of the aging population.
28
Marin, E. B., and S. Yu Tsoy. "Value-Motivational Factors of Job Satisfaction in Public Health Care Workers." Bulletin of Kemerovo State University 21, no. 3 (October 5, 2019): 726–40. http://dx.doi.org/10.21603/2078-8975-2019-21-3-726-740.
Анотація:
The article contains the results of an empirical study of the relationship between the aspects of the value-motivational sphere and job satisfaction in medical workers. The study was conducted on the basis of the Vladivostok Clinical and Diagnostic Center. The research revealed some factors of value-motivational sphere of personality that affect job satisfaction. Using this model of correlation, the authors describe the systems of relations between values, motivations, and job satisfaction. The paper also describes the leading role of the values of achievements and power that are reflected in the motivational sphere and job satisfaction. They, in turn, also form a self-sustaining system in the personality structure of employees. The article also features a psychological portrait of the average employee of the All-Russian Exhibition and Convention Center (generalized respondent). The results of the research are of both theoretical and applied significance. The obtained knowledge can be used to create a system of staff motivation, in the selection of personnel, as well as to create a more favorable socio-psychological climate and improve the efficiency of employees.
29
Markus, Bönisch, Peterbauer Jakob, and Stöger Eduard. "Skills Mismatch, Earnings and Job Satisfaction among Older Workers." Socio-Economic Dimensions in Extended Working Lives 68, no. 4 (April 1, 2019): 339–69. http://dx.doi.org/10.3790/sfo.68.4.339.
Анотація:
Abstract Skills are viewed as a major ingredient of knowledge-based economies. Individual level skills can support labor market success and can influence earnings and job satisfaction. But skills must be used in an efficient way to generate these positive labour market outcomes. Despite the fact that a lot of research on skill mismatch was done in recent years, little is known about the relation between age and skill mismatch. Therefore we explore the differences in skills and skills mismatch between younger (25 – 49) and older workers (50 – 65) on the basis of the PIAAC dataset for five countries (Austria, Germany, Spain, Belgium and the UK). We find that older workers have in general lower skills than younger workers but overutilize their skills more. Skill overutilization leads in general to a wage premium compared to well matched workers. Zusammenfassung: Arbeitsplatzanforderungen, Einkommen und Arbeitszufriedenheit älterer Arbeiter Kompetenzen stellen einen wichtigen Bestandteil wissensbasierter Gesellschaften dar. Individuelle Kompetenzen können den Erfolg am Arbeitsmarkt unterstützen und das Einkommen und die Arbeitszufriedenheit beeinflussen. Sie müssen jedoch auf effiziente Weise eingesetzt werden, um diese positiven Arbeitsmarktergebnisse zu erzielen. Trotz der Tatsache, dass in den letzten Jahren viele Forschungsarbeiten zum Verhältnis der individuell vorhandenen Kompetenzen und den Arbeitsplatzanforderungen (Skill Mismatch) durchgeführt wurden, ist wenig über den Zusammenhang zwischen Alter und Skill Missmatch bekannt. Daher untersuchen wir die Unterschiede zwischen jüngeren (25 – 49) und älteren Arbeitnehmern (50 – 65) anhand des PIAAC-Datensatzes für fünf Länder (Österreich, Deutschland, Spanien, Belgien und Vereinigtes Königreich). Unsere Ergebnisse zeigen, dass ältere Arbeitnehmer im Allgemeinen über niedrigere Kompetenzen verfügen als jüngere Arbeitnehmer, jedoch diese stärker nutzen. Diese stärkere Nutzung (overutilization) führt im Allgemeinen zu einem Lohnvorteil.
30
Ocampo-Palacio, Juan Gabriel, and Viviola Gómez Ortiz. "Characterization of young graduates perceiving underemployement: Assessment of well-being and discomfort associated with this perception." Acta Colombiana de Psicología 24, no. 2 (August 12, 2021): 23–34. http://dx.doi.org/10.14718/acp.2021.24.2.3.
Анотація:
Previous research has shown that subjective underemployment is inversely associated to job satisfaction, psychological well-being and health. To our knowledge, the current is the first study that explores subjective underemployment in undergraduates in Colombia. One hundred and forty-two workers participated in a correlational, and comparative study. Results replicated previous findings: as subjective underemployment perception increased, job satisfaction and general life satisfaction decreased. Significant differences were found in the indicators of job satisfaction and general life satisfaction among those who perceive underemployment and those who do not. Finally, the potential role of subjective underemployment on employees’ health is discussed.
31
Halvegar, Sudhir B. "Factors Affecting Job Satisfaction among Library Professionals of Private Engineering and Management Colleges in Pune Region." Indian Journal of Information Sources and Services 8, no. 3 (November 5, 2018): 79–81. http://dx.doi.org/10.51983/ijiss.2018.8.3.543.
Анотація:
The objective of this study is to examine those factors which are related in a high manner to job satisfaction among library workers. Data were collected from a sample of 100 library professionals from private engineering and management colleges in Pune Region. The data analyses indicated that job satisfaction among library professionals is not related to their sex, the type of library in which they worked, or their vocational needs, but it is related to the characteristics of their job environments. The supervisory climate and the essential characteristics of the job itself are the two most important determinants of job satisfaction. Interpretation of the data suggests that a supervisory climate which permits a librarian to exercise initiative and professional judgment in the performance of the job is conducive to job satisfaction. This study contributes to the LIS literature and practice in the following two ways: first, this study provides new knowledge concerning the job satisfaction factors of library professionals. Second, the new knowledge may help library and information managers to develop effective managerial approaches.
32
Mehta, Ahmed Muneeb, Muhammad Bilal Ahmad, Muhammad Ahsan Khan, and Rabia Shahid. "Impact of Practices by Human Resource on Job Satisfaction of Foreign & Local Bank Employee." Journal of Social Science Studies 6, no. 1 (December 11, 2018): 101. http://dx.doi.org/10.5296/jsss.v6i1.14041.
Анотація:
The job satisfaction is more important in any firm. This research has a bearing of HR practices e.g. performance analysis, promotional practices, compensation practices, operating atmosphere and superior association on job satisfaction of workers in banking sector of Pakistan. Research study reveals that however workers operating in numerous native and foreign banks in Lahore have totally different levels of satisfaction. This analysis conducted on the premise of primary information collected from the branches of Bank Alfalah, Habib Bank Ltd. and NIB bank in Lahore. SPSS sixteen is employed to research the information by mistreatment T take a look at, correlation and multivariate analysis. OLS-regression methodology is employed to test the normality and one-dimensionality of knowledge and alternative assumptions helps to test the link between variables. By applying simple regression model, we have a tendency to determine that there's a powerful & positive relationship between the various human resource practices and job satisfaction of workers.
33
Kianto, Aino, Mika Vanhala, and Pia Heilmann. "The impact of knowledge management on job satisfaction." Journal of Knowledge Management 20, no. 4 (July 11, 2016): 621–36. http://dx.doi.org/10.1108/jkm-10-2015-0398.
Анотація:
Purpose This paper aims to propose that knowledge management (KM) could be a way to nurture job satisfaction and examine how KM can increase individual employees’ job satisfaction. Design/methodology/approach A theoretical model concerning the connections between five facets of KM (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed. It is then empirically tested with a structural equation modelling partial least squares analysis of a survey data set of 824 observations, collected from the members of a Finnish municipal organisation. Findings Existence of KM processes in one’s working environment is significantly linked with high job satisfaction. Especially intra-organisational knowledge sharing seems to be a key KM process, promoting satisfaction with one’s job in most employee groups. Interestingly, significant knowledge-based promoters of job satisfaction differ as a function of job characteristics. Practical implications KM has a strong impact on employee job satisfaction, and therefore, managers are advised to implement KM activities in their organisations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value This paper produces knowledge on a type of consequence of KM that has been largely unexplored in previous research, individual job satisfaction. Also, it promotes moving the KM literature to the next stage where the impact of KM practices is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.
34
Balogun, Abdulrazak O., Stephanie A. Andel, and Todd D. Smith. "“Digging Deeper” into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator." International Journal of Environmental Research and Public Health 17, no. 6 (March 16, 2020): 1925. http://dx.doi.org/10.3390/ijerph17061925.
Анотація:
Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.
35
Mickson, Michael K., and Alex Anlesinya. "Enhancing job satisfaction among local government servants in Ghana." International Journal of Public Leadership 16, no. 1 (August 27, 2019): 1–16. http://dx.doi.org/10.1108/ijpl-03-2019-0007.
Анотація:
Purpose The purpose of this paper is to examine the influence of transformational and transactional leadership behaviours on local government worker’s job satisfaction as well as to determine which one of these two leadership behaviours is a better predictor of job satisfaction among local government servants in Ghana. Design/methodology/approach The research used a questionnaire to collect 322 usable data from the respondents, and employed multiple regressions to analyse the data. Findings The results showed that both transformational leadership and transactional leadership behaviours have significant positive effects on employee job satisfaction in Ghana’s Local Government service. Surprisingly, critical examination of the results further revealed that transactional leadership behaviour is a better predictor of job satisfaction relative to transformational leadership behaviour in Ghana’s Local Government Service. Moreover, the findings suggested that the influence of both leadership behaviours on job satisfaction may vary by workers’ age, level of education and gender. Practical implications These results imply that the more transactional and transformational leadership behaviours are exhibited or demonstrated by leaders, the more satisfaction local government servants will experience with their jobs. It further means that depending on the context or work environment, transactional leadership can surpass transformational leadership in enhancing employee outcomes. It also reinforces the need to ensure equity in employee reward systems as well as treatment of different age, educational and gender groups. Originality/value This result has contributed to knowledge by providing empirical evidence to refute the popular claim that transformation leadership produces better outcomes than transactional leadership. Besides, this study highlights the important roles of transformational and transactional styles in ensuring job satisfaction among the local government sub-sector, a generally under-researched sector.
36
Anasi, Stella Ngozi. "Perceived influence of work relationship, work load and physical work environment on job satisfaction of librarians in South-West, Nigeria." Global Knowledge, Memory and Communication 69, no. 6/7 (February 22, 2020): 377–98. http://dx.doi.org/10.1108/gkmc-11-2019-0135.
Анотація:
Purpose The purpose of this study is to investigate the composite influence of perceived work relationship, work load and physical work environment on the job satisfaction of librarians in South-West, Nigeria. Design/methodology/approach The study adopted a descriptive survey design. A multi-stage sampling technique was used for this study. The instrument used for data collection was a self-structured questionnaire, and a total of 102 academic librarians responded to the questionnaire. Descriptive and inferential statistics were used for data analysis. Findings The results indicate that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction. Among the variables examined, workload is not a statistically significant predictor of the job satisfaction of librarians, but work relationship and work environment have a statistically significant relative effect on the job satisfaction of librarians. Research limitations/implications Further studies should evaluate the causal link between work relationships, work load and work environment on job satisfaction using randomized control. Practical implications The important result in this study is that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction; therefore, if these factors are adequately taken care of, there will be increased employee motivation, reduced staff turnover and increased job satisfaction among librarians in Nigerian universities. The university library management could take advantage of workshops and seminars on how to build and maintain work relationship and work environment (hygiene factors) to improve employees’ job satisfaction. The seminars and workshop will increase the knowledge of university library management on how to develop coherent friendly co-workers policy practices and workload policy practices to enhance the job satisfaction of librarians in public universities in Nigeria. Librarians should be assigned tasks that are moderately demanding because both overload and under load could lead to job dissatisfaction. Regarding research, this study offered a basis for a continuing debate on work relationship, organizational relationships, work environment, work load and job satisfaction. Originality/value Despite the growing global concern for workers well-being in organizations, not much attention has been given to the influence of workplace relationship, work load and work environment on the job satisfaction of librarians in Nigeria. Thus, the results of this research contribute to the body of knowledge regarding job satisfaction among librarians and provide significant evidence on the influence of work relationship, work load and work environment on the job satisfaction of librarians.
37
Ren, Tianzhou, Lele Cao, and Tachia Chin. "Crafting Jobs for Occupational Satisfaction and Innovation among Manufacturing Workers Facing the COVID-19 Crisis." International Journal of Environmental Research and Public Health 17, no. 11 (June 3, 2020): 3953. http://dx.doi.org/10.3390/ijerph17113953.
Анотація:
China’s manufacturing employees are confronted with unprecedent occupational and innovation challenges caused by the ongoing COVID-19 crisis coupled with the pressure of being replaced by digital technologies. To gain a better understanding of the rising occupational uncertainty during this critical time, based on the job demands-resources (JD-R) theory, we examined the associations of employees’ job crafting behaviors (JCB) with their occupational satisfaction and innovation workplace behavior (IWB), as well as the mediating effect of work engagement on the above relationships. The final usable data were obtained from the formal survey of 311 employees of six manufacturing companies that have returned to work amid COVID-19. Structural equation modelling was adopted to analyze the data. Results show that employees’ JCB strengthens their occupational satisfaction and IWB via work engagement. Theoretically, our research enriches the existing body of knowledge about JCB from a cross-disciplinary angle integrating the perspectives of career and psychology. Practically, we offer valuable first-hand evidence about how manufacturing employees conducted JCB to re-orient their careers and to innovate in the face of the high unemployment situation.
38
Malik, Muhammad Shaukat, and Maria Kanwal. "Impacts of organizational knowledge sharing practices on employees’ job satisfaction." Journal of Workplace Learning 30, no. 1 (February 12, 2018): 2–17. http://dx.doi.org/10.1108/jwl-05-2016-0044.
Анотація:
Purpose The purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees’ job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA). Design/methodology/approach Self-administered questionnaire was used for data collection. Knowledge workers from service sector organizations were taken as population of study. Therefore, three types of institutes (banks, insurance and telecom companies) from services sector of Pakistan were selected for sampling purpose. A sample size of 435 employees, comprising 145 employees from each type of institute, was selected. Linear regression analysis and mediation analyses were performed for statistical analysis. Findings Organizational support for knowledge sharing fosters learning commitment (LC), and interpersonal adaptability (IA) among workforce that ultimately grounds employees’ job satisfaction. Therefore, in our findings, the mediating role of IA is greater than the mediating effect of LC. Research limitations/implications This study presents a firm reasoning to decision makers for implementation of KSP in the organizations. Findings of study offer several subjects for discussion in the field of KS by academics and research. Present research is limited to test the composite effect of KSP for some selected employee outcomes only. Originality/value This research attempts to provide empirical evidence about impacts of KSP on employee outcomes. Research work on such issues was lacking in Pakistani context. Therefore, this paper supplies ample of theoretical base for future research as well as management decision makers to maximize the benefits of implementing KSP at their organizations.
39
Utoo, PM, and TV Agishi. "Motivation Factors for Job Satisfaction among Employees of Primary Health Care Centres in Benue State, North Central Nigeria." Journal of Epidemiological Society of Nigeria 1 (February 28, 2017): 19–27. http://dx.doi.org/10.46912/jeson.10.
Анотація:
Background: Delivery of effective healthcare for the attainment of health sector goals and objectives requires committed human resource. The aim of the study was to assess the level of satisfaction of Primary Health Care workers in Benue State, to determine knowledge and preferences regarding motivational factors and utilisation of such by their employers to enhance job performance.
Methods: A descriptive cross sectional study was conducted using a multistage sampling technique. Data were obtained via the use of a semi structured self-administered questionnaire. EpiInfo version 3.3.2 statistical software was used to analyse the data.
Results: Over half (63.9%) of the respondents were satisfied with their job due to on the job gain of experiences and prompt payment of salary. Good communication (53.6%) and training opportunities (56.7) were motivating factors in use by their employers. Provision of drugs (59.8%), prompt payment of salaries (55.7%) and promotion of staff (54.6%) were respondent's preferred motivational factors.
Conclusion: Over fifty percent of workers were satisfied with their Jobs. The identified factors responsible for workers motivation and preferences if given adequate attention would positively influence the quality of healthcare. Healthcare Managers should therefore pay close attention to allow employees participate in their decision making. Additionally, ensure availability of work equipment and improvement on workers welfare package to achieve job satisfaction and positive patient outcome.
40
Adriaenssens, Stef, and Jef Hendrickx. "“Bad jobs”: a case study of toilet attendants." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 489–505. http://dx.doi.org/10.1108/er-11-2017-0263.
Анотація:
Purpose The purpose of this paper is to contribute to the knowledge of precarious and low-quality jobs with the study of toilet attendants, an ideal typical case of low-wage manual service workers who are excluded from secure wages, decent working conditions, and employment protection. Design/methodology/approach An extensive survey with standardized questionnaires (n=107) and in-depth interviews (n=10) of toilet attendants in Belgian towns, mostly Brussels and Ghent. Results are compared to the work quality of low-skilled workers, and the within-group position of necessity workers is analysed. Findings Toilet attendants definitely occupy “bad jobs”, measured by the higher prevalence of informal and false self-employed statuses, more intense work-life conflicts and verbal aggression from clients, and a lower job satisfaction. In all these respects, they perform worse than other low-skilled workers. Concurrently, there is a strong within-group divide between necessity workers and those who see the job as an opportunity. Despite a similar job content, necessity workers less often earn a decent wage, suffer more from customer aggression, lack social support and pleasure from work. Mechanisms related to self-selection and the absence of intrinsic rewards explain these in-group differences. Originality/value This contribution indicates, first, that job insecurity spills over into poor working conditions, work-life conflicts, and customer aggression. Furthermore, it documents that jobs are not necessarily bad in themselves, but become problematic when taken up by people with too few choices and too pressing socio-economic needs. Problems of sub-standard jobs are not merely job problems but problems of workers in a certain position.
41
Ranaweera, R. A. A. S., Si Li, and D. Bodhinayake. "Job Satisfaction of Library Staff: A Study Based on University Libraries in Sri Lanka." International Journal of Human Resource Studies 8, no. 3 (May 24, 2018): 53. http://dx.doi.org/10.5296/ijhrs.v8i3.13190.
Анотація:
Library of a university considered as an important entity of a university and employees of the library have a key role to play in disseminating knowledge to the academic clientele in the university. This study conducted to comprehensively investigate the job satisfaction of employees as the main objective and followed by identifying the main factors and finally to provide suggestions to overcome the dissatisfaction level of jobs of staff serving in respective universities. Study sample comprised with 510 respondents representing all professional, para-professional and support staff categories working in 14 university libraries in Sri Lanka. Semi structured questionnaire with five point likert scale used to collect quantitative data for the study. The study findings indicates that university library employees were moderately satisfied with their jobs and in general and co-workers, salary and benefits, physical working condition, career development opportunities, work itself, appreciation and feedback identified as the main factors of job satisfaction. The present study recommend to take immediate measurements to enhance the level of job satisfaction among employees by enhancing a collaborative working atmosphere, provide more career development opportunities, establish a proper mechanism for provide appreciation and feedback to enrich the current level of job satisfaction of library staff.
42
Sehunoe, Norah, Rian Viviers, and Claude-Helene Mayer. "Job satisfaction, organisational commitment and work engagement in an insurance company." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (February 19, 2019): 123–44. http://dx.doi.org/10.25159/2520-3223/5875.
Анотація:
Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spector’s (1997) Job Satisfaction Survey, Allen and Meyer’s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakker’s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.
43
Najeeb, Muhammad Mohsin, Muhammad Imran Hanif, and Abu Bakar Abdul Hamid. "The impact of Knowledge Management (KM) and Organizational Commitment (OC) on employee job satisfaction (EJS) in banking sector of Pakistan." International Journal of Management Excellence 11, no. 1 (June 30, 2018): 1476–91. http://dx.doi.org/10.17722/ijme.v11i1.996.
Анотація:
Purpose: The purpose of this paper is to examine the impact of knowledge management practices and organizational commitment could be a way to nurture job satisfaction and examine how knowledge management practices and organizational commitment can increase individual employees’ job satisfaction.
Design/methodology/approach: A theoretical model concerning the connections between sixfacets of Knowledge Management (knowledge acquisition, knowledge sharing, knowledge creation, knowledge application,knowledge codification and knowledge retention), two facets of Organizational Commitment (Keeping up organizational image and Responding to organizational greediness)and job satisfaction is proposed. Then data is collected through face to face questionnaire and also online web based questionnaires and sample is selected on convenience based from the banking sector organization of Pakistan.
Findings:organization commitmentand knowledge management process in one’s working environment is significantly linked with high employee job satisfaction. Especially intra-organizational knowledge sharing knowledge application and knowledge creationalso organization commitment (coping with attachment) seems to be a key factors promoting satisfaction with one’s job in most employee.
Practical implications:organization commitment and knowledge management has a strong impact on employee job satisfaction, and therefore, managers are advised to implement knowledge management and organization commitment activities in their organizations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work.
Originality/value: This paper produces knowledge on a practices of KM and organizational commitment that has been largely unexplored in previous all research, individual job satisfaction. Also, it promotes the knowledge management and organizational commitmentliterature to the next stage where the impact of knowledge management and organizational commitment is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.
Keywords:Knowledge Management, Knowledge Management Practices,Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, Knowledge Retention, Organizational Commitment, Job satisfaction.
44
Lin, Jo-Hui, Jehn-Yih Wong, and Ching-hua Ho. "The role of work-to-leisure conflict in promoting frontline employees’ leisure satisfaction." International Journal of Contemporary Hospitality Management 27, no. 7 (October 12, 2015): 1539–55. http://dx.doi.org/10.1108/ijchm-03-2014-0155.
Анотація:
Purpose – This paper aims to examine a mediating model of work-to-leisure conflict (WLC) based on the job demand-control-support model (JDCS model) and conflict roles of work and non-work life. This model proposes that work loading, time-off autonomy and support from supervisors and co-workers are related to WLC and leisure satisfaction. Design/methodology/approach – A sample of 457 frontline employees drawn from within the hospitality and tourism industry completed a study questionnaire. All hypothesized relationships were estimated using structural equation modeling. Findings – Results support a theoretical model in which WLC works as a partial mediator between job stress variables and leisure satisfaction. Findings suggest that low workload and flexible time-off contribute to alleviating WLC and facilitating leisure satisfaction and with the addition of high co-worker support, directly benefit employee leisure satisfaction. Practical implications – Management implications related to job design and work-related social support are discussed. Originality/value – The current study contributes to the existing knowledge base by testing WLC as a partial mediator between work loading–leisure satisfaction and time-off autonomy–leisure satisfaction relationships. These findings help human resource management managers broaden their understanding of the role of WLC in balancing frontline employees’ life in work and non-work domains.
45
Regel, Eva Anna, Astrid Forneck, and Elisabeth Quendler. "Job satisfaction of certified employees in viticulture: A qualitative study." Work 67, no. 2 (November 9, 2020): 467–75. http://dx.doi.org/10.3233/wor-203296.
Анотація:
BACKGROUND: The need for qualified employees in wineries leads to a gain in importance of human resource management in the wine industry. Knowledge on job satisfaction of employees in wineries and cooperatives as well as research in human resource management is rare. OBJECTIVE: The aim of this qualitative study is to find aspects affecting job satisfaction of employees in Austrian and German wineries. These identified aspects were analysed with regard to the perceived satisfaction or dissatisfaction of the employees. METHOD: Sixteen qualitative interviews were conducted in Austria and Germany with employed winemakers, production managers and vineyard managers. RESULTS: Aspects of job satisfaction which were found in agricultural studies were validated for employees in wineries. In addition to these influencing factors of job satisfaction, interviewed workers mentioned other important aspects, such as equality issues, development of the company and attachment to the final product, which affect their job satisfaction. CONCLUSIONS: The positive image of the product wine, the wine sector and the profession contributes to a high job satisfaction overall. The personal interest in wine is one of the major factors of job satisfaction. It reduces dissatisfaction with remuneration, monotonous work processes and long working hours. However, employees in wineries saw problems in reconciling family life and work. Furthermore, employees complained about physical strains leading to possible changes in job or position.
46
Mansour, Sari, and Diane-Gabrielle Tremblay. "What strategy of human resource management to retain older workers?" International Journal of Manpower 40, no. 1 (April 1, 2019): 135–53. http://dx.doi.org/10.1108/ijm-07-2017-0170.
Анотація:
PurposeBased on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.Design/methodology/approachA sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.FindingsResults indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.Practical implicationsThe results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.Originality/valueThe study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work.
47
Fakunmoju, Sunday B. "Validity of Single-item Versus Multiple-item Job Satisfaction Measures in Predicting Life: Satisfaction and Turnover Intention." Asia-Pacific Journal of Management Research and Innovation 16, no. 3 (September 2020): 210–28. http://dx.doi.org/10.1177/2319510x21997724.
Анотація:
The use of single-item (SI) measures to operationalise a construct has endured extensive methodological critique, and its practical advantages over multiple-item (MI) measures pale in comparisons to the theoretical advantages of MI measures. Among constructs that have been operationalised with a single item, job satisfaction remains one of the favourites, although empirical knowledge about its validity is limited to data derived from management, marketing and human resources fields. Little is known about its validity among human service professionals. Using two cross-sectional surveys, the present article describes validity of SI versus MI measures of job satisfaction in predicting life satisfaction and turnover intention among social workers across organisations and professional specialisations, including supervisors, managers and administrators. Results in both studies suggested that SI measure of job satisfaction was methodologically and analytically suitable for examining job-related outcomes. It established convergent validity with MI job satisfaction measures and discriminant validity with job dissatisfaction measures. It demonstrated comparable demographic outcomes, association and predictive relationship with life satisfaction and turnover intention in the same magnitude as MI job satisfaction. It accounted for comparable variance in life satisfaction and turnover intention and generated bivariate, multivariate and mediation model outcomes that are systematically similar to those of MI job satisfaction measures. The article stipulates conditions for the use of SI job satisfaction measures, offers suggestions about how to resolve methodological impasse in choosing between SI and MI measures, and concludes with recommendations that include criteria for choosing between SI and MI measures for research.
48
Uddin, Mohd Kamal, and Mohammad Jonaed Kabir. "Satisfaction towards Banking Profession: A Comparative Study on Male and Female Executives." IIUC Studies 12 (December 10, 2016): 127–38. http://dx.doi.org/10.3329/iiucs.v12i0.30586.
Анотація:
Banking sector in Bangladesh is recruiting women more in number than ever before. Women are now viewed by planners and policy makers as equal partners in the process of development and great contributors to state economy. Banks, as development catalysts, need to evaluate both the male and female employees, in a timely manner to enhance their effort to work. This paper attempts to evaluate job satisfaction of bank officers considering sex differences to determine a fruitful comparison. The research work was conducted through JDI administered questionnaire on a sample of 210 employees from six banks (Two public and four private banks). A popular measure of job satisfaction - the Job Descriptive Index (JDI) - measure satisfaction in terms of five aspects of a persons job: pay, promotion, supervision, the work itself and co-workers (Hellriegel and Woodman, 1995). As the two gender groups were not normally distributed, a Mann-Whitney U test was applied to test relationship between gender and job satisfaction with each facet. The findings of the study show that higher satisfaction among females for three of the five job facets while male officers dominate the rest two factors. The present study attempts to enrich the existing knowledge base in the area of job satisfaction in banking sector adding a new dimension of HRM-issues.IIUC Studies Vol.12 December 2015: 127-138
49
Fedi, Angela, Letizia Pucci, Stefano Tartaglia, and Chiara Rollero. "Correlates of work-alienation and positive job attitudes in high- and low-status workers." Career Development International 21, no. 7 (November 14, 2016): 713–25. http://dx.doi.org/10.1108/cdi-03-2016-0027.
Анотація:
Purpose The concept of alienation boasts a long history in the academic literature. However, their empirical relations are not clear. The purpose of this paper is to test a model of predictors and outcomes of alienation. Since occupational status plays a key role in alienation processes, such model was tested with high- and low-status workers. Design/methodology/approach Participants were 340 workers holding high-status (n=98) and low-status (n=242) positions. Data were collected through a self-report questionnaire. The authors verified the hypothesized relationships by means of a structural equation modelling, simultaneously tested on high- and low-status workers. Findings Results showed that individual determinants of alienation, i.e. locus of control, appear to play a more relevant role for high-status professionals, whereas organizational dimensions, i.e. perception of decision making, have an impact only for low-status workers. Relational variables, i.e. work-family conflict, fostered alienation, regardless the status. Concerning outcomes, alienation decreased both job satisfaction and job involvement. Research limitations/implications The specificities of the cultural context have to be considered. Generalizing the results to other cultural contexts requires caution. Practical implications Work alienation has a negative influence on work attitudes that can be better managed by the knowledge of alienation’s correlates and peculiarities. Originality/value The study confirms the relevance of alienation for workers’ satisfaction and involvement highlighting the difference between high- and low-status workers.
50
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.
Анотація:
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