scholarly journals Teachers’ Job Satisfaction: Findings from TALIS 2013 Study

2015 ◽  
Vol 2 ◽  
pp. 56
Author(s):  
Andrejs Geske ◽  
Antra Ozola
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Environmental Factors ◽  
Work Environment ◽  
Frequency Analysis ◽  
Applied Research ◽  
Teacher Satisfaction ◽  
Research Question ◽  
Central Tendency ◽  
Factors Associated

<p><em>This paper examines teachers’ satisfaction with their profession and work environment in relation to other environmental factors in schools. Latvian data from the OECD TALIS 2013 study are used in the data analysis. The aim of the study was to find out whether there is any relationship between teacher satisfaction with their work environment and profession and a varietyofvariablescharacterizingschoolsandstudents. The research question is: what are the most important factors associated with teachers' satisfaction with their job at school? Applied research methods are frequency analysis and measures of central tendency. The results of the research reveal that overall Latvian teachers are satisfied with their work environment, and teachers' job satisfaction is most influenced by positive and democratic school culture.</em></p><p class="bodyIRC"> </p>

Satisfied Correctional Staff

2002 ◽  
Vol 29 (2) ◽  
pp. 115-143 ◽  
Author(s):  
Eric G. Lambert ◽  
Nancy Lynne Hogan ◽  
Shannon M. Barton
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Correctional Staff ◽  
Review Of The Literature ◽  
Factors Associated ◽  
The Past

During the past decade, there has been increasing pressure on correctional agencies to attract and keep quality staff. Raising worker job satisfaction is seen as a fundamental way of decreasing turnover. There has been a considerable amount of research in the area of the possible causes of correctional staff job satisfaction and, to a lesser extent, the possible consequences of job satisfaction. However, due to the numerous studies, some with conflicting results, it is difficult to understand clearly the factors associated with job satisfaction. A review of the literature is presented to provide a better understanding of correctional staff job satisfaction. Based on this review, correctional administrators are urged to concentrate more on improving the work environment rather than focusing on correctional staff characteristics.

scholarly journals Pengaruh Motivasi dan Lingkungan Kerja terhadap Kepuasan Kerja di UKM Nahla Toys Cikampek

2021 ◽  
Vol 5 (1) ◽  
pp. 31-38
Author(s):  
Firman Hidayat ◽  
Maman Suryaman ◽  
Risma Fitriani ◽  
Billy Nugraha
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Work Motivation ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Environment Variables ◽  
Program Software

This study contained two variables, namely X1 as Work Motivation and X2 as the Work Environment. This study aims to determine the influence of motivation and work environment on job satisfaction in SMEs Nahla Toys Cikampek.  The Data used is primary data collected through observation, interview, distributing questionnaires and documentation. The hypothesis in this research is the influence of motivation and work environment on job satisfaction in SMEs Nahla Toys Cikampek. To measure the magnitude of influence of these variables using multiple linear regression and the help of the program software IBM SPSS 25. Based on the results of the data analysis, obtained value of the coefficient of determination amounted to 5.05%. In addition to the value of the correlation coefficient amounted to 0.711. While the results of partial test (t test) indicated that work environment variables have a significant effect on job satisfaction. It is obtained that the results of t count bigger than t table. Then based on these results it can be concluded that the work environment influence the job satisfaction of employees in SMES Nahla Toys Cikampek.

scholarly journals The Effect of Compensation and Work Environment on Non-Asn Employee Performance at Jember Government: The Path Role of Job Satisfaction

2020 ◽  
Vol 8 (06) ◽  
pp. 1854-1862
Author(s):  
Ervan Setiawan ◽  
Sri Wahyu Lely Hana ◽  
Arnis Budi Susanto
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Work Environment ◽  
Sampling Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Primary Data ◽  
Questionnaire Data ◽  
Analysis Method

This study aims to determine the effect of compensation and work environment on performance through job satisfaction of non ASN employees of the Jember Regency Government. The population in this study was all non ASN employees of Jember Regency Government working period 2020. The sampling technique used was nonprobability sampling with a purposive sampling method that is the technique of determining the sample with certain considerations. The number of samples in this assessment was 52 respondents from the Regional Secretariat and all Agencies in the Jember Regency Government. This research uses primary data in the form of questionnaire. Data analysis method used in this study is the path analysis method. Based on the results of research and discussion shows that compensation has an effect on job satisfaction, work environment has an effect on job satisfaction, compensation has an effect on performance, the work environment has an effect on performance, and the work environment has an effect on Job Satisfaction

scholarly journals The Effect of Leadership and Work Environment on Work Satisfaction with Motivation as Intervening Variables In PT CIPTA TPI (MNCTV)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Zainal Abidin ◽  
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Work Environment ◽  
Random Sampling ◽  
Descriptive Analysis ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Intervening Variables

This study aims to: 1) analyze the influence of leadership and work environment on motivation 2) analyze the influence of leadership and work environment on job satisfaction, 3) analyze the influence of motivation on job satisfaction, 4) analyze the influence of leadership and work environment on job satisfaction through motivation. The research was conducted at PT CIPTA TPI (MNCTV) with a sample of 92 employees. The sampling technique used simple random sampling technique. Methods of data analysis using descriptive analysis and path analysis. The results show that: 1) there is an influence of leadership and work environment on motivation, 2) there is an influence of leadership and work environment on job satisfaction, 3) there is an effect of motivation on job satisfaction, 4) motivation does not play a role in improving leadership and work environment on job satisfaction at PT CIPTA TPI (MNCTV).

Factors Associated With Intent to Leave in Registered Nurses Working in Acute Care Hospitals: A Cross-Sectional Study in Ontario, Canada

2019 ◽  
Vol 68 (3) ◽  
pp. 121-128
Author(s):  
Behdin Nowrouzi-Kia ◽  
Mary T. Fox
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Acute Care ◽  
Resource Availability ◽  
Intent To Leave ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Factors Associated ◽  
Work Environment Factors

Background: The work environment factors associated with nurses’ intention to leave their jobs are not well understood because most studies have used non-probabilistic sampling methods, thus restricting the generalizability of the results. This study examined the relationship between work environment factors and intent to leave among nurses working in acute care hospitals in Ontario, Canada. Methods: This study included a random sample of 1,427 registered nurses who were part of a larger cross-sectional study and who responded to a mailed survey that included measures of resource availability, interprofessional collaboration, job satisfaction, and demographics. Results: Most of the respondents were female (94.8%), with an average age of 45.6 years, and 14.5 years of nursing experience at their current workplace, which included mostly urban (94.6%) and non-teaching hospitals (61.8%). In the multivariate model, we observed that the work environment variables explained 45.5% of the variance in nurses’ intent to leave scores, F(9, 1362) =125.41, p < .01, with an R2 of .455 or 45.5%. Job satisfaction ( p < .01), flexible interprofessional collaborative relationships ( p = .030), and resource availability ( p < .01) were significantly associated with nurses’ intent to leave scores. Conclusion/Application to Practice: Nurses who reported greater job satisfaction, flexible interprofessional relationships, and resource availability were less likely to express an intent to leave their hospital workplaces. Employers and health policy makers may use these findings as part of a broader strategy to improve the work environment of nurses. Occupational health nurses are ideally positioned to demonstrate leadership in promoting retention efforts in the workplace by advocating for the importance of job satisfaction, flexible interprofessional relationships, and resources.

scholarly journals The effect of work motivation, work environment, and job satisfaction on organizational citizenship behavior and their impact on employees performance of RSU Menteng Mitra Afia during the Covid-19 pandemic

2021 ◽  
Vol 10 (6) ◽  
pp. 101-110
Author(s):  
Enrico Rinaldi ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Work Environment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Citizenship Behavior ◽  
Equation Modeling

The current Covid-19 pandemic has resulted in many hospitals in the world experiencing difficulties both in terms of management and infrastructure in providing services because the number of patients has increased in a short time. The human aspect has a significant role in hospitals, with the characteristics of various ages, education levels, position levels, and length of work. Menteng Mitra Afia General Hospital (MMA GH) is one of 144 hospitals in Jakarta that accepts COVID-19 patients and has had significant changes in terms of service and management. In this study, the authors succeeded in analyzing the influence of work motivation, work environment, and job satisfaction on Organizational Citizenship Behavior (OCB) and their impact on employee performance at MMA GH during the COVID 19 pandemic. Sampling method with a total sampling of 121 respondents from the population of employees who returned the questionnaire. The technical data analysis technique uses the Structural Equation Modeling, where the data processing uses the Partial Least Square (Smart-PLS) version 3.0 program. From the results of data analysis, it was found that work motivation has the most significant loading factor in its influence on OCB and employee performance, followed by Job Satisfaction and Work Environment. The conclusions that can be drawn from the results of data analysis and discussion are as follows: (1) Work Motivation has an effect on OCB (2) Work Environment has no effect on OCB (3) Job Satisfaction has an effect on OCB (4) Work motivation has an effect on Employee Performance (5) OCB has an effect on Employee Performance (6) Job Satisfaction has an effect on Employee Performance at MMA GH.

scholarly journals Faktor-Faktor yang Mempengaruhi Kinerja Manajer Proyek pada Proyek Konstruksi

2015 ◽  
Vol 13 (1) ◽  
pp. 31
Author(s):  
Amri Gunasti
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Data Quality ◽  
Work Environment ◽  
Significant Influence ◽  
Construction Projects ◽  
Construction Project ◽  
Project Manager ◽  
Descriptive Statistics ◽  
Construction Work

Faktor-Faktor yang Mempengaruhi Kinerja Manajer Proyek pada Proyek KonstruksiThe Factors That Affecting Performance of Project Manager In Project ContructionAmri GunastiJurusan Teknik Sipil-Fakultas Teknik Universitas Muhammadiyah JemberAlamat korespondensi Jl. Karimata No. 49 JemberEmail : [email protected] achieve the goal of the project owners, consultants and contractors on construction projects will greatly depend project manager’s performance. To maximize the performance of the project manager, steakholder have to know anything what is mempenguruhi performance .. So far very few references about the factors that affect the performance of the project manager on construction work. Given the construction project is a very unique job then identify the factors that affect the performance of the project manager is a necessity. To get the data, both primary and secondary research conducted in Jember district. Data analysis was performed with descriptive statistics, such as test data quality, classic assumption test, and hypothesis testing. Based on the analysis of data turns out there is a positive and significant influence between Compensation, Motivation, Competence, Work Environment and Job Satisfaction with Performance Construction Project Manager in Jember that produces t value amounted to sequentially each for Compensation 10.341, 9.231 for motivation, 8.621 to competence, to 7.421 and 7.451 for the Work Environment Job Satisfaction.Keywords: Performance, Manager, Project Construction.AbstrakUntuk mencapai tujuan pemilik proyek, konsultan serta kontraktor pada proyek konstruksi sangat tergantung akan kinerja manajer proyek. Untuk memaksimalkan kinerja manajer proyek, steakholder harus mengetahui apasaja yang mempenguruhi kinerjanya.. Selama ini sangat sedikit referensi tentang faktor-faktor yang mempengaruhi kinerja manajer proyek pada pekerjaan konstruksi. Mengingat proyek konstruksi merupakan pekerjaan yang sangat unik maka identifikasi faktor-faktor yang mempengaruhi kinerja manajer proyek merupakan sebuah keniscayaan. Untuk mendapatkan data, baik primer maupun skunder dilakukan penelitian di kabupaten Jember. Analisis data dilakukan dengan statistik deskriptif, berupa uji kualitas data, uji asumsi klasik, serta uji hipotesis. Berdasarkan hasil analisis data ternyata terdapat pengaruh yang positif dan signifikan antara Kompensasi, Motivasi, Kompetensi, Lingkungan Kerja, serta Kepuasan Kerja dengan Kinerja Manajer Proyek Konstruksi yang ada di Kabupaten Jember yang menghasilkan nilai t hitung sebesar secara berurutan masing-masing 10,341 untuk Kompensasi, 9,231 untuk motivasi, 8,621 untuk Kompetensi, untuk 7,421 Lingkungan Kerja serta 7,451 untuk Kepuasan Kerja.Kata kunci : Kinerja, Manajer, Proyek, Konstruksi.

EFFECT OF COMPENSATION AND WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS A VARIABLE OF MEDIATION IN PT METISKA FARMA

2019 ◽  
pp. 1-10
Author(s):  
Abdul Samad Latuconsina ◽  
Djoko Setyo Widodo ◽  
Tjatjuk Siswandoko
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Work Environment ◽  
Correlation Coefficient ◽  
Employee Performance ◽  
Sampling Technique ◽  
Working Environment ◽  
Direct Impact ◽  
Indirect Influence

This study a purpose to know and analyze the influence of compensation and work environment on employee performance with job satisfaction as a variable of mediation either simultaneously or partially in PT. Metiska Farma. The sampling technique used is accidental sampling is the way of sampling by chance, ie anyone who happens to meet with this researcher and considered suitable to be a source of data will be a sample of this study. The sample of respondents in this study was 80 people. Data analysis using path analysis or path analysis. From result of analysis and discussion hence can be concluded that: (1) partially compensation have positive, strong and significant effect to employee performance with correlation coefficient equal to 0,618; (2) partially working environment has positive, strong and significant effect on employee performance with correlation coefficient of 0.679; (3) partially job satisfaction has a positive, strong and significant effect on employee performance with correlation coefficient of 0.618; (4) simultaneously compensation, work environment, and job satisfaction have a positive, strong and significant effect on employee performance with correlation coefficient of 0.723; (5) the effect of compensation on employee performance through job satisfaction is 0.618 x 0.776 =0.479. While the effect of compensation on employee performance is 0.618. In this case, the direct impact of compensation on employee performance is greater when compared with indirect influence through job satisfaction is 0.618> 0.479, so it can be said that job satisfaction variable not as a mediation variable; and (6) the effect of work environment on employee performance through job satisfaction is 0,640 x 0,618 =0,395. While the effect of the work environment on employee performance is 0,679. In this case, it is known that the direct effect of work environment on employee performance is greater when compared with indirect influence through job satisfaction is 0.679> 0.395, so it can be said that job satisfaction variable, not as a mediation variable.

scholarly journals The Influence of Leadership Styles, Work Environment and Job Satisfaction of Employee Performance—Studies in the School of SMPN 10 Surabaya

2015 ◽  
Vol 9 (1) ◽  
pp. 131 ◽  
Author(s):  
Teddy Chandra ◽  
Priyono Priyono
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Computer Program ◽  
Work Environment ◽  
Leadership Styles ◽  
Research Methods ◽  
Leadership Style ◽  
Performance Studies ◽  
Employee Performance ◽  
Program Version

<p class="apa">This research aims to know and test the influence of leadership styles, work environment and job satisfaction of employees on performance.</p><p class="apa">Research methods with the use of a quantitative approach, the population in this study as many as 45 people while the sample in this research is 45 people. In this study the researchers data analysis using SPSS Statistical computer program version 20.0.</p><p class="apa">The results of this research is the leadership style has an impact on performance, the work environment also have an impact on performance, job satisfaction has an impact on performance, and leadership style, work environment and job satisfaction of influential performance signifiicant.</p>

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