scholarly journals Identifying work-related factors influencing job satisfaction using job descriptive index questionnaire: a study of IT companies in Hanoi

2021 ◽  
Author(s):  
Hieu Duong Van ◽  
Nhung Duong Thi Hoai ◽  
Linh Tran My
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
It Professionals ◽  
Related Factors ◽  
Job Descriptive Index ◽  
Work Related ◽  
Business Executives ◽  
General Index ◽  
The Relationship ◽  
Overall Job Satisfaction

IT professionals’ job satisfaction is important in minimizing turnover, improving job performance, minimizing absenteeism, and increasing the level of job involvement. The primary purpose of this study is to measure the job satisfaction of IT professionals and to identify which factors influence job satisfaction the most in Hanoi’s IT companies. The study also investigates the relationship between job satisfaction factors and the overall job satisfaction by using the Job Descriptive Index (JDI) and Job General Index (JGI) questionnaire to evaluate the construct validity of factors. Data were gathered from a survey of 326 IT professionals in systems development to capture perceptions regarding workrelated factors on job satisfaction and organizational commitment. The results of this study indicate that compensation and benefits, co-worker, promotion opportunities, nature of work, and supervision are positively related to job satisfaction. Based on these findings, the study provides implications to business executives in the IT businesses.

Communication and Job Satisfaction

2017 ◽  
pp. 201-225 ◽  
Author(s):  
Libi Shen ◽  
Larry Austin
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Communication Strategies ◽  
Effective Communication ◽  
Communication Styles ◽  
Organizational Leaders ◽  
Business Executives ◽  
Successful Leadership ◽  
The Relationship

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

Communication and Job Satisfaction

2017 ◽  
pp. 355-379
Author(s):  
Libi Shen ◽  
Larry Austin
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Communication Strategies ◽  
Effective Communication ◽  
Communication Styles ◽  
Organizational Leaders ◽  
Business Executives ◽  
Successful Leadership ◽  
The Relationship

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

scholarly journals The Relationship Between Job Satisfaction and the Congruence of Desired and Perceived Job Attributes: An Exploratory Study of IT Professionals

2021 ◽  
Vol 66 (2) ◽  
pp. 56-73
Author(s):  
Loredana Mihalca
Keyword(s):  
Job Satisfaction ◽  
It Professionals ◽  
Extrinsic Factors ◽  
Job Attributes ◽  
Intrinsic Factors ◽  
Employee Job Satisfaction ◽  
Congruence Theory ◽  
Hygiene Theory ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract The main purpose of this study was to investigate whether employee job satisfaction is associated with the congruence between desired and perceived job attributes. The desired and perceived levels of 30 job attributes were measured on employees from a large Information Technology (IT) company based in Romania. Results indicate that employees who experience congruence between desired and perceived job attributes have higher levels of overall job satisfaction, confirming the assumptions of the value congruence theory. In addition, the results of this study show that employee job satisfaction is associated with both intrinsic and extrinsic factors i.e., job attributes. This indicates that extrinsic factors can also be a source of job satisfaction, the same as intrinsic factors, which is contrary to what Herzberg's motivation-hygiene theory assumes.

scholarly journals Job Satisfaction of U.A.E. Dental Practitioners

2019 ◽  
Vol 13 (03) ◽  
pp. 354-360 ◽  
Author(s):  
Fajer S. Al-Buainain ◽  
Asma A. Alzarouni ◽  
Hissa A. Alshamsi ◽  
Arwa H. Arab ◽  
Fares Bader ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Likert Scale ◽  
Individual Characteristics ◽  
Working Environment ◽  
Related Factors ◽  
Male And Female ◽  
Work Related ◽  
Dental Practitioners ◽  
Overall Job Satisfaction

Abstract Objective The study aims to analyze job satisfaction among registered clinical dentists in the United Arab Emirates (UAE), and also to explore satisfaction with different work environmental factors and relate them to overall job satisfaction. Materials and Methods A survey modified from the American Dental Association version of job satisfaction published in 2013 to 2014, was given to 197 licensed dentists in Dubai and Sharjah cities in the UAE. The questionnaire included four main sections, in addition to the demographic factors questions. All questions were answered using the 5-point Likert scale. The only exception was the comfortability in the working environment which was answered using a 3-point Likert scale. Statistical Analysis Categorical data were presented as frequencies and percentages, and data were analyzed using means and standard deviations. Regression analysis was performed with overall job satisfaction as the dependent variable and seven aspects of satisfaction with work and individual characteristics as the independent variables. An α level of 0.05 was used for tests of statistical significance. Results The overall job satisfaction of dentists working in the UAE is high compared with other countries. Highest satisfaction was related to the relationship with patients, colleagues, and staff. On the other hand, the least satisfaction was linked to the opportunity for part-time work and benefits package. There were no significant differences between male and female participants regarding all work-related factors apart from autonomy. However, private sector dentists had a higher level of satisfaction compared with the public sector in many work-related factors. Conclusion There are various dimensions that collectively influence the level of overall job satisfaction. Difference existing between the levels of job satisfaction among private and public sector dentists and between male and female dentists need to be addressed to increase the level of job satisfaction among UAE dentists and thus improve all dental care system.

scholarly journals Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship

2005 ◽  
Vol 31 (3) ◽  
Author(s):  
Deléne Visser ◽  
Sanet Coetzee
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Past Research ◽  
Full Time ◽  
Satisfaction Scale ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Cognitive Consistency ◽  
The Relationship ◽  
Overall Job Satisfaction

Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported. Opsomming Vorige navorsing het dikwels getoon dat werktevredenheid en werkprestasie nie korreleer nie. Dié ondersoek was ’n poging om lig te werp op hierdie verwantskap deur die rol van affektiewe-kognitiewe konsekwentheid (AKK) te ondersoek ten einde te toets of houdingkonsekwentheid die sterkte van die verwantskap beïnvloed. ’n Sekondêre doelwit was om te bepaal of gewysigde weergawes van die Overall Job Satisfaction Scale (OJS) en die Minnesota Satisfaction Questionnaire (MSQ), toegepas op 166 voltydse werknemers van ’n verskeidenheid ondernemings, as affektiewe en kognitiewe metings van werktevredenheid respektiewelik, beskou kan word. Hierdie beskouing is ondersteun deur ondersoekende en bevestigende faktoranalitiese resultate. Algemene werktevredenheid is gemeet deur ’n kombinasie van die gewysigde OJS en MSQ en werkprestasie is beoordeel op ’n 10-punt skaal deur die werknemers se toesighouers. Respondente se tellings op die gewysigde OJS en MSQ is hierna gebruik om groepe te vorm wat hoog of laag in terme van AKK was. Vir werknemers met hoë AKK betreffende hul werktevredenheidhoudings is medium tot hoë positiewe korrelasies tussen die werktevredenheidmetings en prestasie behaal. In kontras hiermee is onbetekenisvolle korrelasies vir die lae AKK-groepe aangeteken. Die hipotese dat AKK ’n beduidende moderator van die verwantskap tussen werktevredenheid en werkprestasie is, is dus ondersteun.

The Impact of Age on the Job Satisfaction of University Teachers

1998 ◽  
Vol 59 (1) ◽  
pp. 95-108 ◽  
Author(s):  
Titus Oshagbemi
Keyword(s):  
Job Satisfaction ◽  
Older Workers ◽  
Response Rate ◽  
General Trend ◽  
University Teachers ◽  
Job Descriptive Index ◽  
The Core ◽  
The Impact ◽  
The Relationship ◽  
Overall Job Satisfaction

The impact of age on the job satisfaction of university teachers A general trend in today's organisations is that they are staffed with older workers. One interesting question, therefore, is whether older workers are more satisfied with their jobs when compared with younger employees? The objective of this study was to investigate the effects of age on the job satisfaction of UK academics. A questionnaire including several demographic questions such as age, gender and rank was administered to 1, 102 university teachers. A total of 554 responses were received, giving a response rate of 50.3 per cent. Using frequency analysis, the overall job satisfaction score of the academics was found to be positively related to their age. A three-way analysis of variance confirmed the hypothesis that age is linearly related to the overall measure of their job satisfaction. Further analyses showed that the age of the academics is significantly related to their satisfaction with teaching, research, and administration and management, i.e. the core aspects of their job. The nature of the relationship is explored. It was observed that the construct developed for ascertaining an overall measure of job satisfaction was more rigorous than the popular Job Descriptive Index.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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