Perceived influence of work relationship, work load and physical work environment on job satisfaction of librarians in South-West, Nigeria

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.

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Pengaruh Program Csr Internal Dan Lingkungan Kerja Fisik Terhadap Kepuasan Kerja Karyawan Pada Pt Alex Putra Group Dikota Cilegon

Jurnal Manajemen ◽

10.30656/jm.v8i2.917 ◽

2018 ◽

Vol 8 (2) ◽

pp. 91

Author(s):

Miftahul Falaah ◽

Anizir Ali Murad ◽

Deni Sunaryo

Keyword(s):

Job Satisfaction ◽

Corporate Social Responsibility ◽

Social Responsibility ◽

Work Environment ◽

Regression Equation ◽

Physical Work ◽

Variable Effect ◽

Employee Job Satisfaction ◽

Physical Work Environment ◽

Corporate Social

The purpose of this risetto determine the effect on each dependent variable Effect of CSR Internal(X₁) and Physical Work Environment (X₂) on the dependent variable Employee Job Satisfaction (Y). In this study data was collected through a questionnaire method for 39 respondents who worked at PT. Alex Putra Group Cilegon. The analysis used was multiple linear analysis using data analysis techniques that have fulfilled the validity, reliability test and classical assumption test, so as to produce the regression equation as follows:Y = 16,736 + 0,406 X₁ + 0,731 X₂ + e, The results of the analysis found that both the Internal Corporate Social Responsibility Program variables and the Physical Work Environment had a significant influence on Employee Job Satisfaction. The adjusted R Square figure of 0.150 shows that 15 percent variation in Employee Job Satisfaction can be explained by the two dependent variables used in the regression equation. While the remaining 85 percent is explained by other variables outside the two variables used in this study. Keywords: internal corporate social responsibility program, physical work environment, and employee job satisfaction

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PENGARUH LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA PEGAWAI PADA KANTOR DINAS KELAUTAN DAN PERIKANAN PROVINSI SULAWESI TENGAH

Jurnal Ilmu Manajemen Universitas Tadulako (JIMUT) ◽

10.22487/jimut.v2i1.44 ◽

2016 ◽

Vol 2 (1) ◽

pp. 87-96

Author(s):

Mohammad Rhamadhani Sidik ◽

Idris Azis ◽

Wiri Wirastuti

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Random Sampling ◽

Linear Regression Analysis ◽

Sampling Technique ◽

Working Environment ◽

Physical Work ◽

Analysis Method ◽

Physical Work Environment ◽

Central Sulawesi

This study aims to determine the influence of Physical Work Environment and Non Physical Work Environment Against Job Satisfaction of Employees Office of Marine and Fisheries Office of Central Sulawesi Province. Independent variable of this research is Physical Work Environment (X1) and Non Physical Work Environment (X2). While the dependent variable is Job Satisfaction (Y). The research method is quantitative descriptive method. The type of data used in this study is quantitative data while the data sources used are primary and secondary data. The population used in this study were 216 respondents. The sample of this research is 68 respondents with sampling technique that is proportional random sampling. Data analysis method used in this research is multiple linear regression analysis method. The results of this study indicate that the physical work environment and non physical work environment simultaneously affect the variable Job satisfaction. Partially the working environment of physical and non working physical environment have an effect on to job satisfaction of officer at office of Marine and Fishery Office of Central Sulawesi Province. Penelitian ini bertujuan untuk mengetahui pengaruh Lingkungan Kerja Fisik dan Lingkungan Kerja Non Fisik Terhadap Kepuasan Kerja Pegawai Kantor Dinas Kelautan dan Perikanan Provinsi Sulawesi Tengah. Variabel independen penelitian ini adalah Lingkungan Kerja Fisik (X1) dan Lingkungan Kerja Non Fisik (X2). Sedangkan variabel dependen adalah Kepuasan Kerja (Y). Metode penelitian adalah metode deskriptif kuantitatif. Jenis data yang digunakan dalam penelitian ini adalah data kuantitatif sedangkan sumber data yang digunakan adalah data primer dan sekunder. Populasi yang digunakan dalam penelitian ini sebanyak 216 responden. Sampel penelitian ini sebanyak 68 responden dengan teknik pengambilan sampel yaitu proportional random sampling. Metode analisis data yang digunakan dalam penelitian ini adalah metode analisis regresi linear berganda. Hasil penelitian ini menunjukkan bahwa lingkungan kerja fisik dan lingkungan kerja non fisik secara serempak berpengaruh terhadap variabel Kepuasan kerja. Secara parsial lingkungan kerja fisik dan lingkungan kerja non fisik berpengaruh terhadap kepuasan kerja pegawai pada kantor Dinas Kelautan dan Perikanan Provinsi Sulawesi Tengah.

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Analisis Gaya Kepemimpinan dan Lingkungan Kerja Non Fisik terhadap Kinerja Pegawai Melalui Kepuasan Kerja

Al-Kharaj : Jurnal Ekonomi, Keuangan & Bisnis Syariah ◽

10.47467/alkharaj.v4i3.705 ◽

2021 ◽

Vol 4 (3) ◽

pp. 597-611

Author(s):

Titi Astutiningtyas ◽

Kusuma Chandra ◽

Gendro Wiyono

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Employee Performance ◽

Primary Data ◽

Physical Work ◽

Z Score ◽

Significance Level ◽

Physical Work Environment ◽

Quantitative Descriptive

This study aims to analyze the relationship between leadership style and non-physical work environment on employee performance through job satisfaction as an intervening variable for employees of BBTKLPP Yogyakarta. This research method uses quantitative descriptive using primary data obtained from distributing questionnaires. In this study using the sesnus technique, where all populations are taken, each population has the same opportunity to be sampled. The number of samples taken in this study were 110 questionnaires. Data were analyzed using SPSS and Smart PLS. The results showed that leadership style had a positive and significant effect on job satisfaction with a significance level of 0.042 <0.05, so hypothesis I was accepted. The non-physical work environment has a positive and significant effect on job satisfaction with a significance level of 0.000 <0.05, so hypothesis II is accepted. Leadership style has no positive and significant effect on employee performance with a significance level of 0.455 > 0.05, so hypothesis III is rejected. Non-fictional work environment has no positive and significant effect on employee performance with a significance level of 0.256 > 0.05, so hypothesis IV is rejected. Job satisfaction has a positive and significant effect on employee performance with a significance level of 0.006 < 0.05 (p <0.05), so hypothesis V is accepted. Leadership style on employee performance with job satisfaction as an intervening variable with a significance level of Z score 1.57 < 1.96 then hypothesis VI is rejected. Non-physical work environment on employee performance with job satisfaction as an intervening variable with a significance level of Z score 2.51> 1.96 then hypothesis VII is accepted. Keywords: Leadership style, non-physical work environment, job satisfaction, employee performance.

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PENGARUH KEPUASAN KERJA, STRES KERJA, DAN LINGKUNGAN KERJA NON FISIK TERHADAP TURNOVER INTENTION

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i02.p04 ◽

2020 ◽

Vol 9 (2) ◽

pp. 466

Author(s):

Desak Putu Rijasawitri ◽

I Wayan Suana

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Work Stress ◽

Turnover Intention ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Physical Work ◽

Negative Effect ◽

Physical Work Environment ◽

Stress Work

This study aims to examine the effect of job satisfaction, job stress, work environment on turnover intention. This research was conducted at PT. Kwalita Bali, Gianyar Regency. The number of respondents in this study were 35 people. Data collection in this study is by distributing questionnaires using a 5-point Likert Scale to measure 17 indicators and four research variables and the data analysis technique used in this study is multiple linear regression analysis. The results of this study prove that job satisfaction has a negative effect on turnover intention, meaning that the higher the level of employee job satisfaction, the lower the level of turnover intention. Furthermore, work stress has a positive effect on turnover intention, meaning that the higher the level of stress experienced by employees, the turnover intention will increase. Finally the non-physical work environment has a negative effect on turnover intention where the better and more comfortable the work environment, the lower the level of turnover intention. Keywords: job satisfaction, work stress, work environment, turnover intention

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Factors associated to managers’ belief whether their employees cannot and do not want to work until an older age, and measure activities increasing their employees’ possibilities of working in an extended working life.

10.21203/rs.3.rs-22885/v1 ◽

2020 ◽

Author(s):

Kerstin Nilsson ◽

Emma Nilsson

Keyword(s):

Work Environment ◽

Working Hours ◽

Working Life ◽

Work Load ◽

Physical Work ◽

Baseline Survey ◽

Factors Associated ◽

The Social ◽

Physical Work Environment

Abstract Background: The demographic situation with an increasing number of elderly citizens will postpone the retirement age in most countries. However, retirement is a socially accepted way to withdraw from a demanding working life.Objectives: The aim of this study was to evaluate the main factors associated to managers’ beliefs their employees want to or can work until 65 years of age or beyond, and measures increasing participation in an extended working life.Methods: The baseline survey in a follow up study including 249 managers in the municipality sector in Sweden. By logistic regression we investigated the associations between two outcome measures: i) whether employees wanted to work, and ii) whether employees could work until 65 years of age or beyond, and statements within nine areas related to a sustainable working life as well as measure statements for an extend working life.Results : Of the mangers 79% stated their employees ‘can’ and 58% that their employees ‘want to’ work until 65 years of age or beyond. The employees’ health, physical work environment, skills and competence were statistically significant to the mangers’ belief that their employees could not work until 65 years of age or beyond. Lack of support in the social work environment and lack of possibilities to arrange relocations were the most important factors to managers’ beliefs whether employees would not want to work until age 65 or beyond.Conclusion: To offer the employee other tasks in the workplace if needed was a measure statistically significant associated to increase the managers’ belief whether their employees both could and wanted to go on and work until 65 years of age and beyond. Additionally, the managers’ belief measures to decreased physical and mental strains and rotation between different tasks to reduce work load and wear would increase whether their employees can work, and reduction of pace and working hours would increase whether employees want to work in an extended working life past 65 years of age. The managers’ perspective on how their employees ‘can’ and ‘want’ to work will hopefully contribute to the understanding of the extended working life process.

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تأثیر أدوات العمل وبیئة العمل المادیة علی درجة الرضا الوظیفی لدی عینة من العاملین فی المؤسسات الحکومیة فی محافظتی القاهرة والجیزة The impact of the work tools and the physical work environment on the degree of job satisfaction among workers in the governmental agencies in Cairo and Giza governments

المجلة العربیة للإدارة ◽

10.21608/aja.2021.95793.1153 ◽

2024 ◽

Vol 0 (0) ◽

pp. 0-0

Author(s):

عبدالناصر محمد سید أحمد

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Physical Work ◽

Governmental Agencies ◽

Physical Work Environment ◽

The Impact

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Productivity Driven by Job Satisfaction, Physical Work Environment, Management Support and Job Autonomy

Business and Economics Journal ◽

10.4172/2151-6219.1000351 ◽

2018 ◽

Vol 09 (02) ◽

Cited By ~ 2

Author(s):

Kyle Shobe

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Physical Work ◽

Management Support ◽

Job Autonomy ◽

Environment Management ◽

Physical Work Environment

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PENGARUH KOMUNIKASI, BUDAYA ORGANISASI DAN LINGKUNGAN KERJA FISIK TERHADAP KEPUASAN KERJA KARYAWAN RAMADA BINTANG BALI

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i04.p05 ◽

2019 ◽

Vol 8 (4) ◽

pp. 2014

Author(s):

I Wayan Roy Sarlita Putra ◽

I Gusti Ayu Dewi Adnyani

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Work Environment ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Working Environment ◽

Physical Work ◽

Analysis Technique ◽

Physical Work Environment ◽

Saturated Sample

The purpose of this study was to determine the effect of communication, organizational culture and physical work environment on employee job satisfaction at the Ramada Bintang Bali Resort and Spa. The population is all employees at the Ramada Bintang Bali Resort and Spa Hotel in Kuta. The population is 92 people. The sample determination technique used is the saturated sample method, namely the method of determining the sample with the entire population made as a research sample, so that the number of samples of respondents used were 92 people. The data analysis technique used in this study is multiple linear regression analysis. The results showed that communication, organizational culture and physical work environment had a positive and significant effect on job satisfaction. This means that the better communication happens, the stronger the organizational culture is formed and the better the working environment conditions at the Ramada Bintang Bali Resort and Spa Hotel, the higher the job satisfaction that employees feel. Keywords: communication, organizational culture, physical work environment, job satisfaction

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Hospital employees’ perceptions of circadian lighting: a pharmacy department case study

Journal of Facilities Management ◽

10.1108/jfm-04-2019-0016 ◽

2019 ◽

Vol 17 (5) ◽

pp. 422-437

Author(s):

Lindsay J. McCunn ◽

Jeremy Wright

Keyword(s):

Mixed Methods ◽

Organizational Commitment ◽

Work Environment ◽

Well Being ◽

Physical Work ◽

Psychosocial Variables ◽

Affective Organizational Commitment ◽

Content Type ◽

Physical Work Environment

Purpose An interdisciplinary body of literature has focused on the role of lighting in mitigating patient and employee stress and error-producing conditions in hospital settings. The purpose of this study is to explore how a new circadian lighting system installed in a small pharmacy unit with no penetration of natural light is experienced by staff. Psychosocial variables, such as affective organizational commitment, perceived productivity, well-being, and satisfaction with the physical work environment, were measured to further a line of inquiry that may help facilities managers and hospital administrators make optimal choices when purchasing lighting and commissioning retrofits. Design/methodology/approach Post-occupancy evaluation; mixed methods survey design. Findings While affective organizational commitment, perceived productivity, well-being and satisfaction with the physical work environment were experienced, to some extent, by employees, low average responses about whether the setting had improved, as the circadian lighting had been installed suggest that the retrofit did not affect them as positively as expected. Counter to the intention of the installation, participants did not perceive the circadian lighting as having strongly improved their levels of stress, concentration, mood or fatigue at work. Originality/value More research on simulated daylighting should be done to optimize occupant responses to lighting retrofits in hospitals. This case study supports recommendations to measure relevant psychosocial variables before and after a design change. Similarly, sized units within hospitals and health care facilities that possess analogous dimensions and design constraints concerning a lack of daylight penetration will benefit from this study’s mixed methods, results and interpretations.

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