scholarly journals A study on employees job satisfaction in organisations

2021 ◽  
Vol 11 (3) ◽  
pp. 14-15
Author(s):  
Jawahar Supraveen U ◽  
Jawahar Surendra U
Keyword(s):  
Job Satisfaction ◽  
Emotional Response ◽  
Job Attitudes ◽  
Job Security ◽  
Work Place ◽  
Personal Factors ◽  
Theoretical Orientations ◽  
Internal Locus Of Control ◽  
Organisational Factors ◽  
To Receive

Job satisfaction shows that personal factors such as an individual needs and aspirations determine his/her attitude, along with group and organisational factors such as relationships with co-workers and supervisors and working conditions, work policies, and compensation. Job satisfaction reflects the extent to which people find gratification or fulfillment in their work. A satisfied employee tends to make positive contributions to absent less often, and to stay with the organisation. The effect of job satisfaction goes beyond organisational setting and structure. Satisfied employees are more likely to be satisfied responsible citizens. These people will hold a more positive attitude towards life in general and make for a society of more psychologically & physically healthy. Job satisfaction has been considered as state of pleasurable condition. Job satisfaction is often thought to be synonymous with job attitudes, but is important to recognize that those with different theoretical orientations may use the term somewhat differently. Some measure job satisfaction in terms of the gratification of strong needs in the work place. Others see it as the degree of divergence between what a person perceives is actually and what he expects to receive from the work and what that person performs. It can also be defined as the extent to which work is seen as providing those things that one considers conducive to one’s welfare. In yet another view, job satisfaction is considered a purely emotional response to job situation. Job satisfaction depends on several different factors such as satisfaction with pay, promotion opportunities, fringe benefits, job security, and relationship with co-workers and supervisor. Employees who have an internal locus of control and feel less alienated are more likely to experience job satisfaction,job involvement and organizational commitment.

scholarly journals "Vinnugleðin hefur tapast, nú er bara álag og erfitt og lítil gleði" - starfsumhverfi opinberra starfsmanna á tímum efnahagsþrenginga

2016 ◽  
Vol 12 (2) ◽  
pp. 417
Author(s):  
Hjördís Sigursteinsdóttir
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Economic Recession ◽  
Job Security ◽  
Personal Factors ◽  
International Crisis ◽  
Work Related ◽  
Health And Wellbeing ◽  
Municipal Employees ◽  
Group Interviews

The year 2008 marked the beginning of a great recession worldwide and Iceland became one of the first countries in Europe to be affected by the international crisis. The effects of the crisis were widely spread in the community and even though its negative impact was more strongly felt in the private sector, it also had a large impact on the public sector, particularly municipalities. The aim of this study was to examine how municipal employees experienced job satisfaction, workload, job security, satisfaction with management and how management cares for the health and wellbeing of employees two, three, and five years aftir the economic collapse in 2008. In addition, the study addresses the question of whether factors in the work environment as well as personal factors can predict the likelihood of job satisfaction. Mixed methods were used (questionnaires and focus group interviews) to gather data. The results showed a decline in job satisfaction following the economic crisis, mainly due to cost- cutting management. Working condictions worsened significantly as time passed and this was manifested in staff reductions, increased workload, declined job security, more dissatisfaction with management and less care for the health and wellbeing of employees, especially in workplaces where manpower had been downsized. Redundancies at work was the best predictor for job satisfaction (OR=0.590), reflecting less job satisfaction. Furthermore, other hygiene factors make a statistical contribution to the model. It is important that managers are aware of the work-related wellbeing of employees, especially in times of economic recession, not only among employees that have been hit hardest but also those who are normally considered to have greater job security, such as municipal employees.

scholarly journals Job Quality in Scotland

2016 ◽  
Vol 25 (3) ◽  
pp. 337-371 ◽  
Author(s):  
John Sutherland
Keyword(s):  
Job Satisfaction ◽  
Job Security ◽  
Job Quality ◽  
Employment Relations ◽  
Level Of Satisfaction

This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

Labour-Market Dualism: Evidence from a Survey of Households in the Southampton City-Region

1992 ◽  
Vol 24 (4) ◽  
pp. 571-589 ◽  
Author(s):  
S P Pinch ◽  
A Storey
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Labour Market ◽  
Questionnaire Survey ◽  
Job Security ◽  
City Region ◽  
Skill Levels ◽  
Market Change ◽  
Labour Market Change ◽  
Detailed Questionnaire

Empirical research in Britain has failed to keep pace with the profusion of theorising about tendencies towards dualism in labour markets. This paper attempts to improve upon previous aggregate studies of labour-market change with a detailed questionnaire survey of the economically active in the Southampton city-region. The research suggests that the decline of employment in both manufacturing and public services, together with the expansion of employment in private sector services, has been associated with trends towards dualism in respect of incomes, promotion prospects, fringe benefits, skill levels, job security and levels of job satisfaction.

Employee Age and Perceptions of Work in Self-Managing and Traditional Work Groups

1996 ◽  
Vol 42 (4) ◽  
pp. 291-312 ◽  
Author(s):  
Bert Hayslip ◽  
Carolyn Miller ◽  
Michael M. Beyerlein ◽  
Douglas Johnson ◽  
William Metheny ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Group Performance ◽  
Work Teams ◽  
Work Groups ◽  
Job Attitudes ◽  
Joint Effect ◽  
Work Design ◽  
Older Employees ◽  
Traditional Work ◽  
The Impact

Self-managing work groups are a form of work design in which employees take responsibility for the group's tasks and have discretion over decisions which impact group performance. To explore the impact of age and work teams on job attitudes, data from 477 employees suggested that self-managed work group members differed from traditional job holders regarding perceived general job satisfaction, perceived control by supervisors, as well as a number of specific dimensions of the work environment. Moreover, while there was evidence of an age effect on attitudes toward supervisory control, there was no joint effect of age by work design on job attitudes, i.e., one's perceived general job satisfaction. Older employees who were members of self-managed work groups were however, more impacted by this form of work design in reporting more positive perceptions of their access to information essential to the performance of their work. These findings suggest that an “older” work force should not be considered a barrier to implementing a work teams approach to job design.

Significance of Job Attitudes and Motivation in Fostering Knowledge Sharing Behaviour Among Bank Personnel

2021 ◽  
Vol 20 (01) ◽  
pp. 2150003
Author(s):  
Muhammad Umar ◽  
Maqbool Hussain Sial ◽  
Syed Ahmad Ali
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Job Involvement ◽  
Job Attitudes ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Public And Private ◽  
Knowledge Intensive ◽  
Public And Private Sector

This research examines the association of job attitudes (i.e. job involvement, job satisfaction, and commitment) with knowledge sharing behaviour of bank personnel through behavioural antecedents (i.e. motivation, attitude, and intentions to share knowledge). The hypothesised relationships among job attitudes (excluding job involvement), behaviour antecedents, and knowledge sharing behaviour are significant and consistent. Notably, the association of job satisfaction with the motivation to share knowledge is insignificant. The survey results are based on data from a stratified multistage cluster sample of 316 public and private sector bank professionals from Pakistan, analyzed using Partial Least Square (PLS)-Structure Equation Modelling (SEM). The research provides a framework for theoretical and practical implications in knowledge-intensive organisations to foster knowledge sharing that increases individual as well as organisational productivity. The study paves the way for future research by including knowledge-oriented leadership, culture, trust, knowledge governance, and citizenship behaviour in the current framework for analysis in diverse geographical and demographical contexts.

The impact of job security, job satisfaction and job embeddedness on employee retention: an empirical investigation of Pakistan’s health-care industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Attia Aman-Ullah ◽  
Azelin Aziz ◽  
Hadziroh Ibrahim ◽  
Waqas Mehmood ◽  
Yasir Abdullah Abbas
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Employee Retention ◽  
Health Care Industry ◽  
Job Security ◽  
Job Embeddedness ◽  
Public Hospitals ◽  
Content Type ◽  
Care Industry ◽  
The Impact

Purpose The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory. Design/methodology/approach An empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes. Findings The findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship. Originality/value This study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

Factors Impact on Job Satisfaction of Library Professional of Arts and Science Colleges Affiliated to Bharathidasan University: A Study

2019 ◽  
Vol 9 (1) ◽  
pp. 43-49
Author(s):  
V. Gunasundari ◽  
S. Mohamed Esmail
Keyword(s):  
Job Satisfaction ◽  
Job Security ◽  
Library Staff ◽  
Library Professionals

This study examine the various factors which impact on job satisfaction of library staff working in different arts and science colleges affiliated to Bharathidasan university, Trichy. The aim of the study is to determine the level of job satisfaction of a library professionals based on the various concepts which are related to it. The factors such as salary of the staff, quantum of work, salary in relation to experience, opinion about present pay scale, safety of job, job security and freedom of work have been discussed in the study. The study shows that there is an association among the library professionals and the various factors of job satisfaction based on their colleges where they working.

scholarly journals SIKAP KERJA ADVOKAT PADA ORGANISASI PROFESIONAL

2020 ◽  
Vol 15 (2) ◽  
pp. 353-368
Author(s):  
Tukinu Tukinu ◽  
Istiatin Istiatin ◽  
Supawi Pawenang
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Survey Research ◽  
Job Attitudes ◽  
Data Collection Technique

The objective of the research is to analyze the effect of professionalism, job satisfaction, and organizational commitment on job attitudes among members of Indonesian Advocate Congress (Kongres Advokat Indonesia/ KAI) in Solo Raya. The type of the research is survey research. The sample of the research uses non-probability census sampling. The data collection technique was done using questionnaire. The data analysis is done using multiple regression analysis. The research concluded that professionalism, job satisfaction, and organizational commitment affect the job attitudes among advocates both simultaneously and partially

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