Job characteristics of a Malaysian bank’s anti-money laundering system and its employees’ job satisfaction

Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system. Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics. Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees’ job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score. Conclusion: This study examined the characteristics of the AML system and its users’ job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.

Quality of Work Life: A Study on Civil Construction Workers

The civil construction sector has experienced ongoing changes due to the economic globalization, new technologies, and competition. It demands a large number of workers that are often recruited outside their original city, far from their families, with low work conditions, and without guarantee of continuity in employment, which may affect their health and performance. This study presents an exploratory and descriptive study with a quantitative approach, conducted by the Job Diagnostic Survey (JDS), with 159 workers in the civil construction sector in Brazil. The objective is to assess the level of satisfaction with work, compare the results of different workers at the workplace, and contribute to the discussion about QWL. It was found that the variable General Satisfaction with Work obtained the most negative general average score among the personal and the professional results, pointing out little satisfaction with their work as a whole, which can be improved through training and increase workers empowerment. This study carried out a survey with the construction worker, subjects who are hardly evaluated in research on working conditions. The JDS questionnaire was an important tool in this evaluation, contributing to understanding the variables that impact on the performance of these workers. In this context, improving the quality of work life (QWL) make it possible to assist managers to help workers’ satisfaction at work.

Learning Organization Culture and Core Job Characteristics for Knowledge Workers in Korea

The purpose of this study is to examine the relationship between perceived learning organization culture and core job characteristics in a sample of 264 knowledge workers from four organizations in South Korea. The dimensions of the learning organization questionnaire (DLOQ) and the job diagnostic survey (JDS) were used as measures. The result of a canonical correlation analysis indicated that the composite of learning organization culture (i.e., continuous learning, dialogue and inquiry, team learning, embedded system, empowerment, system connection, and strategic leadership) was modestly but significantly related to the composite of core job characteristics (i.e., variety, identity, significance, autonomy, and feedback), accounting for 34 percent of the shared variance between the two variable sets. More specifically, the effects of dialogue and inquiry, team learning, and system connection in learning organization culture were greater on feedback, autonomy, and task significance in job characteristics for knowledge workers in South Korea.

Development and validation of an instrument measuring core job characteristics

Purpose Much of prior research focused on the dimensionality of the part of Job Diagnostic Survey that measures the core job characteristics, with mixed findings. The purpose of this paper is to develop and validate an instrument assessing core job characteristics. Design/methodology/approach Public school teachers (n=685) serving in elementary and secondary schools filled in the Core Job Characteristics Inventory (CJCI). CJCI comprises 29 items to assess job autonomy, task significance, task identification, skill variety and feedback from the job. The development of the CJCI undergone the following stages: development of an initial pool of items, examination of its content validity by ten experts and a pilot study. Findings Exploratory factor analysis revealed five factors with satisfactory internal consistency. Confirmatory factor analysis showed mixed results. Application of exploratory structural equation modeling procedures revealed that a correlated five-factor model yielded an adequate fit to the data. Associations among the five work features were significant, positive and yielding moderate values. Correlations among the five-core job characteristics and two affective job responses (job satisfaction and emotional exhaustion) provided evidence of CJCI concurrent validity. Practical implications Human resources managers can use CJCI to measure core job characteristics or to evaluate interventions in the work places. Originality/value A new instrument was developed to measure core job characteristics, and to address previous shortcomings reported in the literature. The rigorous methodological procedure, which followed for the development of the CJCI combined with a cross-validation approach best guarantees its applicability.

Motivación y su relación con la satisfacción laboral del profesional de enfermería en el servicio de Medicina del Hospital Regional 2016

Motivación termino genérico aplicado a una amplia serie de impulsos, necesidades, anhelos etc. Objetivo: Establecer la relación entre el nivel de motivación y la satisfacción laboral del profesional de enfermería en el servicio de medicina del Hospital Regional de Ica 2016. Material y métodos: Estudio descriptivo, aplicativo, diseño analítico. Constituido por 24 enfermeras que laboran en el servicio de medicina. Se utilizó como técnica la entrevista y como instrumento formulario tipo cuestionario y una escala Likert Adaptado Job Diagnostic Survey de Hackman y Oldham que consta de 23 enunciados los que fueron dirigidos al profesional de enfermería con la finalidad de valorar la Motivación. Y el segundo un cuestionario tipo Likert Modificado el cual valoró la Satisfacción laboral. Resultados: Predomino las edades entre 36 a 49 años, condición laboral nombradas, tiempo de servicios de 8 a14 años. Respecto al nivel de motivación del profesional de Enfermería es de 50% en nivel medio, 29,2% alta y 20,8% motivación baja y la satisfacción laboral del profesional de Enfermería 62,5% presentan un nivel de satisfacción media, 16,7% alta y 20,8% baja. Conclusiones: Existe evidencia suficiente para afirmar que no existe relación entre el nivel de motivación y la satisfacción laboral con un nivel de 95% de confianza .Con la contrastación de la hipótesis y aplicando la prueba de chi cuadrado (X2) se acepta la hipótesis nula (Ho).

Instructional Leadership Effects on Teachers’ Work Engagement: Roles of School Culture, Empowerment, and Job Characteristics

In the article, the relations between the principal’s instructional leadership, school culture, psychological empowerment, job characteristics, and teachers’ work engagement was examined on a sample of 310 elementary school teachers. The results showed no direct effects of the principal’s instructional leadership on work engagement; however, they proved the belief that the principal could have an indirect effect on teachers’ work engagement through indirect variables: school culture, teacher empowerment, and job characteristics. The research method is structural equation modelling, for the purpose of which five research tools (the Principal Instructional Management Rating Scale, the School Culture Survey, the Job Diagnostic Survey, the Psychological Empowerment Questionnaire, and the Job Engagement Questionnaire) were used for data collection. The participants were selected through a stratified sampling method. The reliability was assessed by Cronbach’s alpha. The results showed that the model fitted the data and that the relationship between instructional leadership and job engagement was established entirely through school culture, empowerment, and the job characteristics of teachers. The principals are recommended to apply the instructional leadership approach. By assisting teachers in collaboration, instilling collective leadership, and communicating a shared vision, the principals can contribute to developing a positive and participatory school culture.

Entwicklung eines Fragebogens zur Erfassung zentraler Merkmale der Arbeit 4.0

Zusammenfassung. Ziel dieses Beitrages ist es, ein Fragebogeninstrument zur Erfassung zentraler Merkmale der Arbeit 4.0 vorzustellen. Kerndimensionen des Fragebogens sind die Digitalisierung von Arbeitsprozessen, die Flexibilisierung der Arbeit in räumlicher und zeitlicher Hinsicht, die Entgrenzung der Arbeitstätigkeit, sowie die Möglichkeit zur Mitbestimmung bei der Arbeit und deren subjektive Relevanz. Die Faktorstruktur der erfassten fünf Dimensionen erweist sich als replizierbar stabil. Die Dimensionen lassen sich mittels konfirmatorischer Faktorenanalysen von verwandten Dimensionen des Job Diagnostic Survey ( JDS) und des Copenhagen Psychosocial Questionnaire ( COPSOQ) trennen. In Bezug auf die Vorhersage von Außenkriterien besitzen die fünf Dimensionen inkrementelle Validität über den JDS hinaus. Insgesamt sprechen die Ergebnisse aus fünf unabhängig durchgeführten Erhebungen dafür, dass der Fragebogen ein kurzes, reliables und valides Instrument zur Erfassung zentraler Merkmale der modernen Arbeitswelt darstellt.

Motivación y satisfacción laboral del enfermero en un Hospital de Lima - Perú

Objetivo. El propósito del presente estudio fue determinar la relación entre motivación y satisfacción laboral del Enfermero que labora en un Hospital de Lima Este en Perú. Metodología. Se trató de un estudio descriptivo correlacional, diseño no experimental de corte transversal. La muestra estuvo constituida por 50 enfermeros, a quienes se aplicó el Cuestionario “Satisfacción Laboral del Enfermero” elaborado por el Ministerio de Salud (2002) y la escala Lickert de Job Diagnostic Survey de Hackman y Oldham, adaptada por Vásquez (2006). Resultados. Se encontró que el 54% presenta satisfacción laboral, mientras que la motivación es media (64%) e igual porcentaje de enfermeros que están satisfechos como insatisfechos laboralmente, tienen motivación media (40%). Conclusiones. No existe relación entre motivación y satisfacción laboral del Enfermero que labora en un Hospital de Lima Este en Perú.

Testing invariance between web and paper students satisfaction surveys: A case study

Purpose: This paper studied the measurement invariance (MI) across web-based and paper-based surveys to evidece if both techniques of data collection can be regarded as equivalent.Design/methodology/approach: We develop a multigroup confirmatory factor analysis (MGCFA) with Maximum Likelihood Estimation to asses meassurement invariance of the Job Diagnostic Survey (JDS) adapted to teaching, with data collected from paper and web surveys. Sample from paper surveys was constituted by 294 student of a Spanish public university in the academic years 2007-08, 2008-09 and 2009-10. Internet surveys were administered through an open source survey application called LimeSurvey. We received 241 completed questionnaires.Findings: Results show that metric invariance, covariance invariance, variance of latent factors invariance and measurement errors invariance can be established between two groups. We can conclude that both methods of collecting data can be considered equivalent.Research limitations/implications: This study was done with a particular sample and strict focus questionnaire and we might not generalize the findings. It should be extended in the future to include other universities and graduate students.Originality/value: Results showed that the factor structures remained invariant across the internet-based and paper-based groups, that is to say, both methods of collecting data can be considered equivalent, with the same factor structure, factor loadings, measurement errors of factors and the same reliability. These findings are useful for researchers since they add a new sample in which web and paper questionnaires are equivalent and for teachers to desire to change the teaching methodology at university, encourage students’ participation and teamwork through active methodologies.