Work motivation and job satisfaction of doctors and nurses in Vojvodina, Serbia

Introduction/Objective. Work motivation and job satisfaction are key issues for organizations nowadays. The aim of this study was to examine whether there is a difference in work motivation and job satisfaction among doctors and nurses in Vojvodina, Serbia. Methods. The study included a sample of 230 doctors and 489 nurses, employed in three health centers. Data collection was performed using a self-administered questionnaire. Results. The doctors, compared to the nurses, were significantly more motivated by the work motivation factors: accomplishing goals of the health center, good work relationships, positive work environment, possibilities for improvement, and independence at work. Compared to nurses, doctors were significantly more satisfied with the level of independence at work. Conclusion. In comparison to nurses, the doctors are more motivated and satisfied with their job.

Download Full-text

Work Motivation and Job Satisfaction of Sport Management Faculty Members

Sport Management Education Journal ◽

10.1123/smej.2017-0011 ◽

2018 ◽

Vol 12 (2) ◽

pp. 80-89 ◽

Cited By ~ 3

Author(s):

Sarah Stokowski ◽

Bo Li ◽

Benjamin D. Goss ◽

Shelby Hutchens ◽

Megan Turk

Keyword(s):

Job Satisfaction ◽

Sport Management ◽

Work Motivation ◽

Department Chairs ◽

Faculty Members ◽

Tenure Track ◽

Motivation Factors ◽

Job Satisfaction Survey ◽

Tenure Track Faculty ◽

Education Administrators

Informed by self-determination theory, this study builds on previous research to examine the work motivation and job satisfaction levels of sport management faculty members, as well as any relationship between their job satisfaction levels and work motivations. A total of 193 sport management faculty responded to a survey consisting of the Job Satisfaction Survey and the Motivation at Work Scale. Results revealed that regarding job satisfaction, faculty members were more satisfied with work itself, supervision, and coworkers and were less satisfied with pay, operating procedures, and reward. While participating sport management faculty had the highest mean in intrinsic motivation, job satisfaction also was significantly positively correlated with identified regulation. Male faculty showed significantly greater overall job satisfaction than female faculty, but gender did not affect work motivation factors. Finally, results revealed no significant differences among tenured, tenure-track, and non-tenure-track faculty in motivation levels, but after controlling for motivation, job satisfaction levels of non-tenure-track faculty were significantly less than those of tenured and tenure-track faculty. Results of this study can assist higher education administrators (i.e., department chairs, deans, provosts) to better understand that this population is highly intrinsically motivated and identifies deeply with their work. Administrators should work diligently to preserve autonomy, a factor that appears to lead to greater levels of motivation and job satisfaction.

Download Full-text

Effective Collaboration of Different Generations as a Tool for the Success of the Organizations

Journal of Human Resources Management Research ◽

10.5171/2021.448396 ◽

2021 ◽

pp. 1-15

Author(s):

Katja ZOELLNER ◽

Rozalia SULIKOVA

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Work Environment ◽

High Productivity ◽

Individual Approach ◽

Positive Work Environment ◽

Effective Collaboration ◽

High Level ◽

Positive Work

Job satisfaction of employees of organizations is a determinant of their success, high productivity of employees. Creating such a positive work environment require high demands on the work of managers - on their approach to their subordinates, on the style of leadership. An individual approach, knowledge about the differences of the individuals requires a high level of emotional intelligence.

Download Full-text

Pengaruh motivasi, budaya organisasi, lingkungan, dan kepuasan kerja terhadap kinerja guru SMA Kota Juang

Jurnal Akuntabilitas Manajemen Pendidikan ◽

10.21831/jamp.v9i1.36970 ◽

2021 ◽

Vol 9 (1) ◽

pp. 75-84

Author(s):

Zainuddin Iba ◽

Saifuddin Saifuddin ◽

Marwan Marwan ◽

Win Konadi

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Climate ◽

Work Environment ◽

Quantitative Research ◽

Work Motivation ◽

Teacher Performance ◽

Coefficient Of Determination ◽

Residual Value ◽

Motivation Factors

Penelitian ini bertujuan untuk mengetahui (a) pengaruh motivasi terhadap kinerja guru, (b) pengaruh budaya organisasi terhadap kinerja guru, (c) pengaruh lingkungan kerja terhadap kinerja guru, dan pengaruh kepuasan kerja terhadap kinerja guru. Penelitian ini merupakan penelitian kuantitatif dengan survei yang dilakukan terhadap 63 guru. Data dikumpulkan melalui kuesioner. Metode analisis data ialah statistik dengan pendekatan analisis jalur. Hasil penelitian menunjukkan bahwa (1) terdapat pengaruh faktor motivasi kerja guru terhadap kinerja guru, yakni sebesar 14,54 %. (2) Terdapat pengaruh faktor budaya organisasi, yakni budaya sekolah terhadap kinerja guru, sebesar 24,68 persen. (3) Terdapat pengaruh faktor lingkungan kerja terhadap kinerja guru. (4) Terdapat pengaruh faktor kepuasan kerja terhadap kinerja, yakni sebesar 13,88 persen. Hasil analisis dari nilai koefisien determinasi menjelaskan bahwa kontribusi faktor motivasi guru, budaya organisasi dan lingkungan kerja, dan kepuasan kerja terhadap kinerja guru, sebesar 70,4 %, sementara sisanya (nilai residu) dari peran variabel yang tidak diteliti sebesar 29,6%. Nilai residu tersebut menunjukkan bahwa terdapat faktor-faktor lain yang dapat mempengaruhi variabel kinerja guru, seperti iklim organisasi, fasilitas kerja, pendidikan dan pelatihan.AbstractThis study aims to determine (a) the influence of motivation on teacher performance, (b) the influence of organizational culture on teacher performance, (c) the effect of work environment on teacher performance, and the effect of job satisfaction on teacher performance. This research is quantitative research with a survey conducted on 63 teachers. Data were collected through a questionnaire. The method of data analysis used is statistics with a path analysis approach. The results showed that (1) there is an influence of teacher work motivation factors on teacher performance, which is equal to 14.54%. (2) There is an influence of organizational culture factors, namely school culture on teacher performance, amounting to 24.68 percent. (3) There is an influence of work environment factors on teacher performance. (4) There is an influence of job satisfaction factors on performance, which is equal to 13.88 percent. The results of the analysis of the coefficient of determination explain that the contribution of teacher motivation factors, organizational culture and work environment, and job satisfaction to teacher performance is 70.4%, while the rest (residual value) from the role of the variables not studied was 29.6%. The residual value indicates that there are other factors that can influence teacher performance variables, such as organizational climate, work facilities, education, and training.

Download Full-text

Employee Job Satisfaction and Work Motivation in The Context of Public Sector Organization

Journal of Enterprise and Business Intelligence ◽

10.53759/5181/jebi202101012 ◽

2021 ◽

pp. 111-120

Author(s):

Aldona A Somava

Keyword(s):

Job Satisfaction ◽

Leadership Style ◽

Management System ◽

Work Motivation ◽

Simple Random Sampling ◽

Working Environment ◽

Job Expectations ◽

Employee Job Satisfaction ◽

Public Sector Organization ◽

Self Administered Questionnaire

The purpose of this research was to measure the effect of work motivation on employee job satisfaction in Ceylon Electricity Board (CEB), Batticaloa district. A Self-administered questionnaire consisting of several measures was employed to gather data from the technical and supporting employees who work in different sections of the CEB like the Distribution Maintenance Office, Area Chief Engineer Office, Distribution Construction Engineer Office and Sub Stores of Batticaloa district. A simple random sampling method was applied to get 285 responses from the respondents. The gathered data were utilized to test the model using the PLS-SEM approach with Smart PLS. The results showed that the essential features of work motivation are manager’s leadership styles, motivation practices, employee job expectations, reward management system and working environment, whereas the identified consequence was employee job satisfaction. All five variables had a positive effect on job satisfaction and among them, employee job expectations and manager’s leadership style had the highest influence and the reward management system had the least influence on job satisfaction. Further, this study offers thoughts for managers by pinpointing the critical factors influencing that motivate employees in CEB.

Download Full-text

Performance Assessment Through Job Satisfaction of Regional Secretariat Employee of South Buru Regency Reviewed from Charismatic Leadership and Work Motivation Factors

The Journal of Social Sciences Research ◽

10.32861/jssr.63.309.314 ◽

2020 ◽

pp. 309-314

Author(s):

Samson Laurens

Keyword(s):

Job Satisfaction ◽

Path Analysis ◽

Performance Assessment ◽

Work Motivation ◽

Charismatic Leadership ◽

Mediating Effect ◽

Motivation Factors

This study aimed to analyze the mediating effect of job satisfaction in affecting charismatic leadership and work motivation on employee performance.Sampling in this study was 35% of the existing population of 151 employees, so there were 53 samples of employees in the Regional Secretariat of South Buru Regency.The data were analyzed by path analysis. The results showed that job satisfaction mediated the effect of charismatic leadership and motivation on performance.

Download Full-text

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

Health Sciences and Pharmacy Journal ◽

10.32504/hspj.v2i3.45 ◽

2018 ◽

Vol 2 (3) ◽

pp. 111

Author(s):

Aswindar Adhi Gumilang ◽

Tri Pitara Mahanggoro ◽

Qurrotul Aini

Keyword(s):

Public Health ◽

Job Satisfaction ◽

Financial Management ◽

Work Motivation ◽

P Value ◽

The Public ◽

The Status ◽

The Difference ◽

Demand For Health ◽

Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

Download Full-text

The Relation between the Work Motivation and Job Satisfaction of Secondary School Teachers

Journal of Advanced Research in English & Education ◽

10.24321/2456.4370.201903 ◽

2019 ◽

Vol 04 (02) ◽

pp. 17-21

Author(s):

V Venkataramana Reddy ◽

Keyword(s):

Job Satisfaction ◽

Secondary School ◽

Work Motivation ◽

Secondary School Teachers ◽

School Teachers

Download Full-text

Equity in Effort: The "Sucker Effect" in Co-Acting Groups

Journal of Management ◽

10.1177/014920639101700104 ◽

1991 ◽

Vol 17 (1) ◽

pp. 41-55 ◽

Cited By ~ 74

Author(s):

Mel E. Schnake

Keyword(s):

Job Satisfaction ◽

Task Performance ◽

Goal Setting ◽

Small Groups ◽

Work Motivation ◽

Social Dilemma ◽

Social Cues ◽

Social Loafing ◽

Effective Strategy ◽

Managerial Strategies

This research investigates the effects of negative social cues on worker quantitative task performance, internal work motivation, and job satisfaction. Negative social cues may create an effect similar to a class of social dilemma phenomena in small groups known as the "sucker effect." The sucker effect was originally identified as a particular form of social loafing and stems from the perceptions that others in the group are withholding, or intend to withhold, effort. Individuals who hold this perception then withhold effort themselves to avoid being played for a "sucker" Although most social loafing research has examined the sucker effect in situations where individuals performed additive or disjunctive tasks, this experimental research investigates the degree to which the sucker effect occurs among individuals working in co-acting groups. Two common managerial strategies, goal setting and punishment, are examinedfor their ability to reduce the sucker effect. The results show that the sucker effect does occur in co-acting groups and that both punishment and goal setting may be used to reduce it. Further, goal setting was a more effective strategy than punishment.

Download Full-text