Job design, opportunities for skill utilization, and intrinsic job satisfaction

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18–39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40–51 years of age. When contacted 6–12 months after the training series had concluded, participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

Download Full-text

Job motivation and some factors affecting job motivation of office and support staffs at Dong Thap General hospital in 2017

Journal of Health and Development Studies ◽

10.38148/jhds.0403skpt20-028 ◽

2020 ◽

Vol 04 (03) ◽

pp. 9-17

Author(s):

Quynh Pham ◽

◽

Minh Tuan Le ◽

Thanh Phung ◽

Thi Huyen Chang Pham

Keyword(s):

Job Satisfaction ◽

General Hospital ◽

Working Environment ◽

Average Score ◽

Cross Sectional ◽

Factors Affecting ◽

Research Results ◽

Job Motivation ◽

The Board Of Directors ◽

Intrinsic Job Satisfaction

The study was conducted with 02 objectives to describe and analyze some factors affecting the motivation of office and support staffs working at Dong Thap General Hospital in 2017. The research design is cross-sectional, combining quantitative and qualitative methods. Research results show that, the motivation average score of office and support staffs with the general motivation; burnout; job satisfaction; intrinsic job satisfaction; organizational commitment; conscientiousness; timeliness and attendance oscillate from 2.91 to 3.5. The motivation average score of office and support staffs with burnout is lowest and the motivation average score of office and support staffs with conscientiousness is highest. Some factors affecting the motivation of office and support staffs are income policies; training opportunities; satisfaction of colleagues and managers; working environment; equipment and facilities. The research results provide evidence to help the Board of Directors to develop solutions to improve the motivation of office and support staffs in the future. Keywords: job motivation, office and support staffs, hospital.

Download Full-text

Job demands, job control, psychological climate, and job satisfaction

Journal of Organizational Effectiveness People and Performance ◽

10.1108/joepp-02-2017-0012 ◽

2017 ◽

Vol 4 (3) ◽

pp. 238-255 ◽

Cited By ~ 2

Author(s):

Maria Karanika-Murray ◽

George Michaelides ◽

Stephen J. Wood

Keyword(s):

Job Satisfaction ◽

Organizational Context ◽

Job Demands ◽

Job Design ◽

Job Control ◽

Psychological Climate ◽

Employee Outcomes ◽

Content Type ◽

Dissonance Theory ◽

And Control

Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

Download Full-text

Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

International Journal of Learning and Development ◽

10.5296/ijld.v2i4.2077 ◽

2012 ◽

Vol 2 (4) ◽

pp. 146 ◽

Cited By ~ 1

Author(s):

Maryam Saeed Hashmi ◽

Dr. Imran Haider Naqvi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Banking Sector ◽

Theory And Practice ◽

Descriptive Statistics ◽

Sample Characteristics ◽

Intrinsic Job Satisfaction ◽

The Relationship ◽

Positive Effect

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization. Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment

Download Full-text

Motivation, job satisfaction and job design

Managing People ◽

10.4324/9780080496320-10 ◽

2012 ◽

pp. 85-110

Keyword(s):

Job Satisfaction ◽

Job Design

Download Full-text

Mediation role of diversity climate on leadership and job satisfaction in the Ghanaian public sector

World Journal of Entrepreneurship Management and Sustainable Development ◽

10.1108/wjemsd-10-2019-0080 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Michael K. Mickson ◽

Alex Anlesinya ◽

Ebenezer Malcalm

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Public Sector ◽

Local Government ◽

Transactional Leadership ◽

Diversity Climate ◽

Content Type ◽

Intrinsic Job Satisfaction ◽

The Relationship

PurposeThis study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana.Design/methodology/approachThe study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships.FindingsThe results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction.Practical implicationsThis means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours.Originality/valueAlthough studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sector.

Download Full-text

Factors to improve job performance and school effectiveness

International Journal of Educational Management ◽

10.1108/ijem-07-2019-0237 ◽

2020 ◽

Vol 34 (5) ◽

pp. 805-822 ◽

Cited By ~ 3

Author(s):

Manuel Soto-Pérez ◽

Jacqueline Y. Sánchez-García ◽

Juan E. Núñez-Ríos

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Performance ◽

Private School ◽

Self Efficacy ◽

School Effectiveness ◽

Teaching Staff ◽

Content Type ◽

Intrinsic Satisfaction ◽

Intrinsic Job Satisfaction

PurposeIdentify some of the most relevant factors that trigger a private school's workforce to foster a sustainable competitive advantage by reinforcing the intrinsic job satisfaction and the levels of teacher self-efficacy, engagement and job performance.Design/methodology/approachSurveys were applied to private school teachers to assess their perception concerning the studied variables, data were tested at a confirmatory level using the partial least squares path modelling (PLS-PM).FindingsTeachers with a high sense of self-efficacy and possessing elevated intrinsic satisfaction tend to be highly productive and results-oriented. Intrinsic job satisfaction is a key factor that influences more than extrinsic job satisfaction in the previously mentioned relationship.Research limitations/implicationsAlthough the obtained results are constrained and apply to the Mexican context, we suggest that virtual limitation can be overcome by extending the study due to the proposed construct that can be applied in other regions or organizations.Practical implicationsPrincipals will need to develop mainly the intrinsic job satisfaction in the teaching staff, to improve the job and organizational performance. This should be accompanied, secondly, by factors that encourage extrinsic satisfaction such as fair pay or recognition.Originality/valueOpen up an alternative explanation, based on the evidence of this study, to the theory of social exchange, since the factor that most influences teacher’s citizenship behaviours is not extrinsic but intrinsic satisfaction. That is, it is not what the employee receives from the institution, but what the employee does or gives to the institution the source of satisfaction that will encourage greater job performance.

Download Full-text

Job Satisfaction in Rehabilitation Case Managers: The Role of Organisational Commitment and Climate, Occupational Self Efficacy, and Perceived Competencies

Australian Journal of Rehabilitation Counselling ◽

10.1017/s1323892200000909 ◽

2000 ◽

Vol 6 (2) ◽

pp. 67-77 ◽

Cited By ~ 5

Author(s):

Cathie Collinson ◽

Ross Flett ◽

Jocelyn Handy ◽

Judy Brook ◽

Fiona Alpass

Keyword(s):

Job Satisfaction ◽

Self Efficacy ◽

Case Managers ◽

Rehabilitation Service ◽

Organisational Commitment ◽

Rehabilitation Professionals ◽

Organisational Climate ◽

Antecedents And Consequences ◽

Intrinsic Job Satisfaction

We examined relations between organisational perceptions (organisational commitment, organisational climate), personal evaluations (occupational self efficacy, skills/competencies) and subsequent job satisfaction (extrinsic and intrinsic) among a group of 101 New Zealand rehabilitation case managers. Analyses indicated that organisational commitment, organisational climate and perceived skills/competencies made a significant contribution to the prediction of extrinsic job satisfaction while organisational climate alone was a significant predictor of intrinsic job satisfaction. Despite a number of limitations, the findings have implications for the understanding of die occupational dynamics of rehabilitation service provision and illustrate the importance of a continued research focus on the antecedents and consequences of job satisfaction in rehabilitation professionals.

Download Full-text