Evaluation of jobs in textile companies from Hidalgo-Mexico, throughan instrument for job satisfaction

In the Mexican textile industries, State of Hidalgo’s especially, conditions as high temperatures, the handling of chemical substances, high noise and vibration levels, humidity, dust and others, continuously exposes workers to associated risks. Diagnosing and proposing improvements by working conditions assessments are not easy to perform, especially if this is not an essential item in the culture of those responsible for carrying them out neither have honest opinions of employees about problems or risks during work hours, without posing a threat to their current labour status. This study aims to assess 420 worker’s job post, using an occupational satisfaction instrument finding the lowest rankings in ironing area.

Job Satisfaction and Intentions to Leave of Foreign-National Urologists Working at German Hospitals: Results of the Cross-Sectional EUTAKD Study

<b><i>Background:</i></b> Studies exist that identify factors associated with higher professional satisfaction among clinicians. However, there are no reliable findings for clinicians with a migration background as to whether there is a correlation between particular dimensions of professional satisfaction and the desire to leave their current specialty or country of employment. For the first time, these data were collected within a questionnaire-based study from urological clinicians with a migration background (UCMBs) working in Germany. <b><i>Material and Methods:</i></b> A SurveyMonkey^® with 101 items relating to characterizing features of the study participants and questions about job satisfaction (<i>n</i> = 39) was opened for UCMBs between August and October 2020. The influence of different dimensions of job satisfaction on the desire to quit the urological specialty/leave Germany was analyzed (group A: neither want to leave urology nor Germany; group B: can at least imagine leaving the urological profession and/or Germany). <b><i>Results:</i></b> Eighty-one UCMBs were distributed almost equally in groups A (50.6%) and B (49.4%). Occupational satisfaction was higher in several respects in group A. Three dimensions that differed significantly with regard to occupational satisfaction were used to create an aggregate score ranging from 3 to 15 points as follows: (1) relationship to superiors (<i>p</i> = 0.014), (2) career opportunities in the clinic (<i>p</i> &#x3c; 0.001), and (3) opportunities for the further development of surgical skills (<i>p</i> = 0.006). For each point value of this aggregate score, the UCMB’s desire to quit urology or leave Germany (or at least uncertainty about this question) decreased by a relative value of 34.6% (odds ratio: 0.654, 95% confidence interval: 0.496–0.861, <i>p</i> = 0.002). <b><i>Conclusions:</i></b> Various dimensions of job satisfaction have been identified, the improvement of which could contribute to the long-term retention of UCMBs at German urological clinics.

Assessment of Occupational Satisfaction on Performance among Employees of a Forest Resources Management Institution in Nigeria

An organization usually sees an average worker as the source of quality and productivity gains. The study examined the impact of occupational satisfaction on performance among employees of a Forest Resources Management institution in Nigeria using a structured questionnaire for data collection. The data analysis from the study revealed that employee’s level of education enhanced job satisfaction. Furthermore, chi-square results showed that there was no significant relationship (p>0.05) between personal characteristics and their satisfaction level. In addition, correlation results showed that there was a significant relationship between job satisfaction and employee performance. Thus, the study recommends that organizations should intensify efforts in the area of non-financial rewards as a means of influencing greater performance from the employees as well as getting more employee commitment to the organization. Keywords: Assessment, Employee Performance, Occupational Satisfaction, Organization

Analyzing Occupational satisfaction in physical educators in secondary schools/ Al Resafa Education Directorate

The research aimed at designing an occupational satisfaction scale in secondary school physical educators in Al Rasafa education directorate as well as identifying the level of occupational satisfaction in secondary school physical educators. The researcher used the descriptive method on (433) physical educators on a pilot study, adaptation, application. The data was collected and treated using proper statistical operations to conclude that the occupational satisfaction scale was easy to apply and understand by physical educators. Finally, the researchers recommended providing a healthy environment for physical educators in schools to encourage creativity and making similar studies on other subjects and other grades.

Measuring content validity of academic psychological capital and locus of control in fresh graduates

Positive psychological capital (PsyCap; hope, resilience, self-efficacy, and optimism) and locus of control (LoC; internal and external) denote psychological dimensions which have been identified as crucial resources for occupational satisfaction and success. These dimensions could impact fresh graduates’ ability to stand the labour market in times of crisis. Two instruments, called Academic PsyCap and Academic LoC, have been specifically developed to evaluate these dimensions among fresh graduates. The two instruments consist of 34 and 10 items respectively, which have been selected, through factor analyses, from a large initial pool of items administered to fresh graduated at the University of Padova. Results suggested adequate psychometric properties for both Academic PsyCap and Academic LoC. The factor structure of the two instruments was confirmed (CFI = .92, RMSEA = .07, SRMR = .07 for Academic PsyCap; CFI = .96, RMSEA = .05, SRMR = .05 for Academic LoC), and internal consistency was satisfactory for all the subscales. The two instruments are presented, and their psychometric properties are described.

Crafting Jobs for Occupational Satisfaction and Innovation among Manufacturing Workers Facing the COVID-19 Crisis

China’s manufacturing employees are confronted with unprecedent occupational and innovation challenges caused by the ongoing COVID-19 crisis coupled with the pressure of being replaced by digital technologies. To gain a better understanding of the rising occupational uncertainty during this critical time, based on the job demands-resources (JD-R) theory, we examined the associations of employees’ job crafting behaviors (JCB) with their occupational satisfaction and innovation workplace behavior (IWB), as well as the mediating effect of work engagement on the above relationships. The final usable data were obtained from the formal survey of 311 employees of six manufacturing companies that have returned to work amid COVID-19. Structural equation modelling was adopted to analyze the data. Results show that employees’ JCB strengthens their occupational satisfaction and IWB via work engagement. Theoretically, our research enriches the existing body of knowledge about JCB from a cross-disciplinary angle integrating the perspectives of career and psychology. Practically, we offer valuable first-hand evidence about how manufacturing employees conducted JCB to re-orient their careers and to innovate in the face of the high unemployment situation.