Job Satisfaction
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2022 ◽  
Vol 13 (1) ◽  
pp. 15-24
Author(s):  
Elham Youssef Elhanafy ◽  
Asmaa Mohamed Ahmed Maiz ◽  
Noha Mohamed Rashed

2022 ◽  
Vol 13 (1) ◽  
pp. 122-128
Author(s):  
Tran Kha Huy ◽  
Quan Minh Nhut

The study’s objective is to determine factors impacting employees’ job satisfaction at Vinh Long Radio and Television (TV) Station. The authors used convenient sampling to collect data from 233 employees working at Vinh Long Radio and TV Station. The exploratory factor analysis and multivariable linear regression help the study find seven factors affecting job satisfaction. They include nature of work, training and promotion, income, leadership, colleagues, working environment, work pressure, and work autonomy. In which, work pressure has the most negative influence on job satisfaction of employees working at Vinh Long Radio and TV Station.


Author(s):  
Agus Arijanto

This study aims to analyze the effect of transformational leadership style and work motivation on employee organizational citizenship behavior (OCB) mediated by employee job satisfaction. The object of the research is employees of PT. Sumberdaya Dian Mandiri with a sample of 95 people. Methods of data collection using questionnaire data collection and library research. Data analysis method using Partial Least Square. The result of this study show that (1) transformational leadership has a positive but not significant effect on organizational citizenship behavior (OCB); (2) work motivation has a positive and significant effect on organizational citizenship behavior (OCB); (3) transformational leadership has a positive and significant effect on job satisfaction; (4) work motivation has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive but not significant effect on organizational citizenship behavior (OCB); (6) job satisfaction in mediating transformational leadership on organizational citizenship behavior (OCB) has a positive but not significant effect, and (7) job satisfaction in mediating work motivation on organizational citizenship behavior (OCB) has a positive and significant effect.


2022 ◽  
Vol 4 (4) ◽  
pp. 1107-1121
Author(s):  
Erinna Indah Cahyaningrum ◽  
Prayekti Prayekti

This study aims to examine the effect of organizational culture and intrinsic motivation on affective commitment. This study also aims to examine whether job satisfaction acts as a mediating variable on the influence of organizational culture and intrinsic motivation on affective commitment to the employees of the Cooperatives and SMEs Service Office of Sleman Regency. This study uses the Associative method with a quantitative approach. The population in this study were all employees of the Department of Cooperatives and SMEs in Sleman Regency, with a sample of 45 employees. The sampling technique used saturated sampling with data collection using a questionnaire. The data analysis technique in this study used multiple linear regression, Sobel test, coefficient of determination, and standard beta. This study resulted in the findings that organizational culture has an effect on job satisfaction, and intrinsic motivation has an effect on job satisfaction. Likewise, organizational culture influences affective commitment. However, intrinsic motivation has no effect on affective commitment. Other findings show that job satisfaction has an effect on affective commitment. This study also produces findings that job satisfaction mediates the effect of organizational culture on affective commitment, and job satisfaction also mediates the effect of intrinsic motivation on affective commitment. Keywords: organizational culture, intrinsic motivation, job satisfaction, affective commitment.


2022 ◽  
Vol 4 (4) ◽  
pp. 1013-1031
Author(s):  
Widya Karanita ◽  
Ignatius Soni Kurniawan

This study aims to analyze the effect of quality of work life and intrinsic motivation on affective commitment with job satisfaction as a mediating variable on the employees of Dinas Perhubungan Kabupaten Bantul. This type of research is quantitative research. The sample size of this study was 92 employees. The sampling technique used the accidental sampling method. The data collection method in this study used a questionnaire. The data analysis technique used multiple linear regression analysis and Sobel test. The results showed that the quality of work life had a significant effect on job satisfaction. Intrinsic motivation has no significant effect on job satisfaction. Quality of work life has a significant effect on affective commitment. Intrinsic motivation and job satisfaction have no significant effect on affective commitment. Job satisfaction does not mediate the effect of quality of work life and intrinsic motivation on affective commitment. Keywords: Affective Commitment; Intrinsic Motivation; Job Satisfaction; Quality of Work Life.


2022 ◽  
Vol 4 (3) ◽  
pp. 914-933
Author(s):  
Willis Gita Kinasis ◽  
Didik Subiyanto ◽  
Epsilandri Septyarini

The purpose of this study is to find out the motivation to mediate the leadership trilogy and job satisfaction to employee work productivity at PT. Mataram Tunggal Garment. The method used in this study is quantitative. Primary data was obtained from questionnaires with 78 respondents with saturated sample techniques. Then the data is analyzed using descriptive analysis, multiple linear regression tests, t (partial) tests, coesifisien determination (R2) and sobel tests. The results showed that job satisfaction had a significant influence on motivation, leadership trilogy and job satisfaction had a significant influence on employee work productivity, leadership trilogy and motivation had no significant effect on employee work productivity, motivation mediated leadership trilogy and job satisfaction had no insignificant effect on employee work productivity.  Keywords: Leadership Trilogy, Motivation, Job Satisfaction and Employee Productivity.


2022 ◽  
Vol 4 (3) ◽  
pp. 934-942
Author(s):  
Ratri Wisnu Pertiwi ◽  
Syamsul Hadi ◽  
Aulia Rosiana

Purpose - This research was conducted with the aim of knowing the role of compensation and job satisfaction in mediating the effect of job stress. Research method - This study uses regression analysis one method to determine the causal relationship between variables with other variables. The sample that meets the feasibility analysis is 60 respondents consisting of private institutions in Yogyakarta. Findings - From the regression test proves that compensation has a significant effect on work stress as well as job satisfaction has a significant effect on work stress. Given that job satisfaction plays an important role so that employees can provide optimal work results so that organizational goals can be achieved. Keywords: compensation, job satisfaction, job stress


Author(s):  
Wiebke Schlenger ◽  
Marlies Jöllenbeck ◽  
Tjorven Stamer ◽  
Angelika Grosse ◽  
Elke Ochsmann

Working digitally can lead to changes in work organization and social interactions, as well as work pace and workload. Online counseling is more and more integrated in social counseling. Research exists on employees’ and users’ attitudes towards online counseling as well as on the advantages and disadvantages of online counseling. There is a lack of studies on the stressors and strains caused by the increasing digitalization and the associated health consequences in this context. With an interview study, we investigated the general work situation of counselors, with a focus on stressors, strain, and resources caused by online counseling. Consecutively, we discuss the results in relation to their impact on workplace health management. Twenty-two explorative interviews with counselors from a German welfare organization were conducted in 2019 and 2020. Qualitative content analysis according to Mayring was used for analysis. Counselors’ use of online devices depends on their own digital affinity and is likely to be used when advantages for clients are seen. Difficulties were mentioned in establishing a relationship of trust with the clients. Good teamwork and regular informal exchanges among colleagues contribute to job satisfaction. Overall, we found only few health-related effects. Results of the study suggest that digitization can have positive effects on the job satisfaction of counselors, if the associated changes are supported by organizational measures.


Author(s):  
César Merino-Soto ◽  
Milagros Lozano-Huamán ◽  
Sadith Lima-Mendoza ◽  
Gustavo Calderón de la Cruz ◽  
Arturo Juárez-García ◽  
...  

The objective was to determine the validity of the UWES-3, an ultrashort measure of work engagement lacking evidence in Hispanic populations. In total, 200 workers with heterogeneous positions and careers from Metropolitan Lima were enrolled via nonprobabilistic sampling. The UWES-3 and measures of external variables (work accidents, stress overload, and others) were used. Data were collected through a web platform. Items were analysed, nonparametric response theory methods (Mokken scale analysis and Ramsay curves) were applied to the items, and ordinal and linear regression were used to determine the relationships with external variables. The items had statistically similar distributional properties and monotonic associations with external variables but with fewer functional response options. The UWES-3 complied with the monotonic homogeneity model and invariant ordering of items; the scaling of the items, score (greater than 0.80), and reliability (0.94) were high. With the effects of age and sex controlled, the UWES-3 significantly predicted minor accidents at work and job satisfaction and revealed effects of stress overload and perceived efficacy. The theoretical implications of the UWES-3 as a brief unidimensional measure integrating the three original dimensions of the instrument and the practical implications of its use for research and professional practice are discussed.


2022 ◽  
Vol 12 ◽  
Author(s):  
Jolien Muylaert ◽  
Robin Bauwens ◽  
Mieke Audenaert ◽  
Adelien Decramer

In a context where the amount of red tape in healthcare organizations continues to rise, head nurses’ job satisfaction is constantly under pressure. By building on the Job Demands-Resources model, we developed a theoretical model investigating the relationship between red tape and job satisfaction. By investigating the mediating role of discretionary room and the moderating role of autonomous motivation in this relationship, this study does not only aim to provide additional knowledge regarding the underlying mechanisms in this relationship, but also to increase our understanding of how this suffering at work can be mitigated. Our conditional process analyses (N = 277 head nurses) indicate that red tape undermines head nurses’ job satisfaction and that discretionary room acts as an underlying mechanism in this process. By revealing the mediating role of discretionary room, this study advances our understanding of the risks originating from red tape for leaders. Furthermore, our findings also indicate that autonomous motivation mitigates the negative relation between red tape and discretionary room and between red tape and job satisfaction. As autonomous motivation turns out to be an important protection mechanism against the negative consequences of red tape, organizations should put extra effort into stimulating the autonomous motivation of their leaders. When organizations make sure that their leaders’ job designs and work environments meet the need for autonomy, competence, and relatedness, leaders will become more autonomously motivated, which will buffer the negative impact of red tape.


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