Job satisfaction

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Empirical evidence of job satisfaction among employees at sharia compliance hotel

Empirical evidence of job satisfaction among employees at sharia compliance hotel

Nowadays, there are growing demands of sharia compliance hotels in Malaysia due to increasing number of Muslims visitors in this country. Basically, the ultimate aims of sharia compliance hotels establishment are to fulfill customer needs in the area of halal accommodation and food providers. Most of the research in this area are focusing on success factors towards in- creasing customer’s satisfaction and lack of empirical evidence on study of employee satisfaction.  Therefore, the purpose of this research is to determine factors that influence job satisfaction at the sharia compliance hotel. The main objective of this research is to study the relationship between work environment, reward, training, supervisor support and job satisfaction in the sharia compliance hotel. This research employed a quantitative research methodology thru questionnaire segregation. 135 copies of the questionnaire segregate in Melaka sharia compliance hotel among employees. The study used the data analysis through Statistical Package for Social Science (SPSS). The findings indicate that the work environment is the most influential and has resulted in a significant on job satisfaction among employees in Melaka sharia compliance hotel. Keywords: Sharia Compliance hotel, Employee Satisfaction and work environment
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14 Lee mas

Predicting factors of job satisfaction among Conferences of the Atlantic Union

Predicting factors of job satisfaction among Conferences of the Atlantic Union

procedures (Berry, 2016), the working experience will be anything but positive. Because organizational climate is not the only key to job satisfaction, but there is a strong correla- tion between the two (Zurita Alcaraz et al., 2014), it is pivotal that organization leaders adapt mechanisms consistent with the organization values that will foster a healthy work- ing atmosphere which in turn will aid to achieve a level of employee satisfaction (Berry, 2016; Miles, 2009). Hitherto, studies continue to evolve and the topic expands, as it re- lates not only to the interpersonal relationship but strategic development, production and the success of the company. Job satisfaction is a fundamental part of the life of the indi- vidual, and the impact it has on other aspects of the life of the worker. This is important because, as reported by Ryan and Newport (2014) in the polling firm Gallup, about 42% of adults living in the United States are gainfully employed.
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172 Lee mas

Emotional intelligence and job satisfaction: the role of organizational learning capability

Emotional intelligence and job satisfaction: the role of organizational learning capability

This interpretation is consistent with the literature suggesting that people desire environments that fit their characteristics (O'Reilly et al., 1991), and with the goal choice literature, which suggests that the choice of goal depends on ability (Locke and Latham, 1990). Similarly, Ganzach (1998) presents a model of relationships between (rational) intelligence, job complexity and job satisfaction. Intelligence has a direct negative effect and an indirect positive effect, mediated by job complexity, on job satisfaction. Zeidner et al. (2004, p. 382) affirm that qualities of agreeableness such as empathy, altruism, and interpersonal sensitivity are central to conceptions of EI, but these qualities may mitigate against effective performance in jobs requiring ruthlessness or toughness. It follows that research on EI should be acutely sensitive to certain factors, and, unlike conventional ability, EI may have both positive and negative associations with performance, depending on contextual characteristics. Therefore the following hypothesis is set forth.
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33 Lee mas

Work Design and Job Satisfaction: the moderating role of organizational justice

Work Design and Job Satisfaction: the moderating role of organizational justice

Job satisfaction. We measured job satisfaction using a global single-item with the Faces Scale (Kunin, 1955). Respondents were asked to tick one of seven faces that best represented how satisfied they are with their job (i.e. ‘taking everything into consideration, how do you feel about your job as a whole?’). Using the faces scale adds emotionality to the measurement of job satisfaction. With re- sponses based on emotions, respondents do not have to translate feelings into words.

6 Lee mas

The role of emotional intelligence in job satisfaction of individuals

The role of emotional intelligence in job satisfaction of individuals

La inteligencia emocional consiste en un conjunto de habilidades que permiten al individuo manejar sus pro- pias emociones y las de los demás, por lo que es más fácil alcanzar los objetivos establecidos y crear bienestar a nivel organizacional, académico y personal. La satisfacción laboral representa una valoración emocional posi- tiva sobre la experiencia de trabajo, que está relacionado con la productividad y el bienestar. En este sentido, el objetivo de este estudio es analizar hasta qué punto la inteligencia emocional puede aumentar la satisfacción laboral. Para llevar a cabo este objetivo se contó con una muestra mixta de 377 trabajadores (M = 172, F = 205) Fecha de recepción: 16 de Marzo de 2014 Fecha de admisión: 30 de Marzo de 2014 THE ROLE OF EMOTIONAL INTELLIGENCE IN JOB SATISFACTION OF INDIVIDUALS
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10 Lee mas

Job satisfaction in a developing country: exploring the work-family rivalry

Job satisfaction in a developing country: exploring the work-family rivalry

Finally, we included the self-reported perception of job stability and the city’s monthly unemployment rate (Model 4). As it was mentioned, the perception of stability has four possible values: Very stable, Stable, Unstable, and Very unstable. Unemployment rate is included as an additional explanatory variable to control for the macroeconomic environment. When these controls are added, an interesting result emerges: the dummy for public employee became significant, showing a negative effect of being a public employee on job satisfaction, when compared with employers. This suggests that the high level of job satisfaction declared by public employees is clearly related to the stability of their employment. In Colombia is not unusual to find individuals that have been in the same job at the public sector for more than a decade; people who are unfavorable to risk internalize the certainty of maintaining a job as a reward. The perception of job stability may be interpreted as a microeconomic component (associated to the work place) of stability, while the macroeconomic component (related to the labor market) is measured through the unemployment rate. We found that the higher the stability, both at micro and macro level, the higher the job satisfaction levels.
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25 Lee mas

Interactional justice as a mediator of the relationship between pay for performance and job satisfaction

Interactional justice as a mediator of the relationship between pay for performance and job satisfaction

Recent studies about compensation management based on a direct effects model highlights that the ability of management to properly implement pay for performance may positively affect job satisfaction (Bhakta & Nagy, 2005; McCausland, Pouliakas & Theodossiou, 2005). Many scholars like Fay and Thompson (2001), Lee et al. (1999), and Ismail, Hock and Sulaiman (2007) state that pay for performance has two salient features: participation in pay systems and adequacy of pay. According to a high performing human resource practice, participation in pay systems is often seen as an employer who encourages employees in different hierarchical levels and categories to discuss and share information-processing, decision-making, and/or problem-solving activities related to pay systems (Belcher & Atchison, 1987; Ismail et al., 2007). Most organizations practice two major participation styles: participation in pay design (e.g., start-up stages of pay system) and participation in pay administration (e.g., operation stages of pay system) (Belfield & Marsden, 2003; Kim, 1996, 1999; Lee et al., 1999). Participation in the design of pay systems refers to employees who are given more opportunity to provide ideas in establishing pay systems to achieve the major goals of its system, stakeholders needs and/or organizational strategy (Gomez-Mejia & Balkin, 1992a, 1992b; Lawler et al., 1993).
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23 Lee mas

Contingent workforce, organisational commitment and job satisfaction: Review, discussion and research agenda

Contingent workforce, organisational commitment and job satisfaction: Review, discussion and research agenda

Future research should focus on samples of employees working in more than one organisation and analyse whether there are inconsistencies in the exposed models and current theories. Thus, we wonder whether the commitment profile of an employee towards his/her main organisation can affect job satisfaction and the different dimensions of commitment to his/her secondary job, and vice versa. On the other hand, if interactions do exist, how can they affect the classic outcomes such as intention to stay or organisational citizenship behaviour? Future lines of research should also analyse the antecedents and see whether, as predicted by current theory, they determine both commitments and job satisfaction in the same way and with the same intensity. Hence, depending on the results obtained and the robustness of the same, we may be able to analyse whether the models presented are sufficiently generalizable or whether, on the contrary, they apply only in the classic employment model in which work in a single organisation, with some guarantee of stability, predominates.
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12 Lee mas

Relation between overqualification and job satisfaction during the 2008 Spanish crisis

Relation between overqualification and job satisfaction during the 2008 Spanish crisis

For Simo et al. (2010), organizations should concentrate their efforts on increasing employee satisfaction in their professional careers, focusing on the factors that determine satisfaction (progress, achieved goals, wages, improvement of professional skills, among others). Offering positions of greater responsibility, delegating tasks, recognizing work well done (Peluchette, 1993), improving jobs, proposing training directed by the increase and continuous improvement of professional competence and skills, as well as the development of staff efficiency (Abele and Spurk, 2009), are just some activities that companies can carry out to increase the professional success of their employees. Desirable behaviors in organizations are significantly superior in people who have committed themselves emotionally (Meyer et al., 2000). In this regard, Westover and Taylor (2010) state that in an increasingly competitive global market, organizations are wondering how to make the most of their employees. The various solutions include strengthening and disseminating the fundamental values of the organization, and the belief that an increase in job satisfaction produces gains in worker productivity, and helps create a high-performance commitment.
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19 Lee mas

INFLUENCE OF PROFESSIONAL IDENTITY AND CORE SELF-EVALUATION ON JOB SATISFACTION OF VOCATIONAL EDUCATION TEACHERS AND THE MEDIATING EFFECT OF WORK STRESS

INFLUENCE OF PROFESSIONAL IDENTITY AND CORE SELF-EVALUATION ON JOB SATISFACTION OF VOCATIONAL EDUCATION TEACHERS AND THE MEDIATING EFFECT OF WORK STRESS

The work stress has a full mediating effect between core self-evaluation and job satisfaction, that is, core self-evaluation affects job satisfaction only through work stress. In this study, it is also of great theoretical and practical significance for vocational education teachers. First, at the theoretical level, core self- evaluation cannot directly affect job satisfaction, but requiring the full mediating effect of work stress. This conclusion has its profound internal mechanism, i.e., the higher core self-evaluation means a better emotional stability of vocational education teachers, and higher internal and external control characteristics and self-esteem. Therefore, vocational education teachers are more likely to combine organizational goals with self-realization, and have higher self-efficacy and reasonable control of emotions in the face of work tasks, so as to solve work problems smoothly, and reduce work stress. Secondly, at the practical level, in view of the low job satisfaction of some vocational education teachers, schools and other relevant departments should give full play to the positive interaction function of social network platforms, provide humane care for them, and conduct professional exchanges and resources sharing, in order to improve the core traits of core self- evaluation such as individual emotional stability, internal and external control, and self-esteem of vocational education teachers.
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9 Lee mas

Nurses' Psychological Resilience and Job Satisfaction: The Mediating Effect of Positive Affectivity

Nurses' Psychological Resilience and Job Satisfaction: The Mediating Effect of Positive Affectivity

Background: Nurses’ positive affectivity, psychological resilience, and job satisfaction are all hot topics of current research, but there is little relevant empirical research on the relationships among positive affectivity, psychological resilience, and job satisfaction. Method: A total of 229 nurses from 2 3A general hospitals in Hunan Province, China, completed the Connor–Davidson Re- silience Scale, the Positive Affective Scale, and the McCloskey/Mueller Satisfaction Scale. Results: Psychological resilience was positively correlated with positive affectivity (r = 0.325, P < 0.05). Psy- chological resilience was positively correlated with job satisfaction (r = 0.524, P < 0.05). Positive affectivity was positively correlated with job satisfaction (r = 0.344, P < 0.05). Positive affectivity exerted a partial mediating effect on the relationship between psychological resilience and job sat- isfaction (P < 0.05). Conclusions: Psychological resilience not only directly affects job satisfaction, but also indirectly affects job satisfaction through positive affectivity. Positive affectivity exerts a partial mediating effect on the relationship between psychological resilience and job satisfaction. Medical institutions can improve nurses’ positive affectivity and psychological resilience in order to increase their job satisfaction and reduce their turnover rate, thereby maintaining the healthy and stable development of the nursing team.
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8 Lee mas

The Impact of On-The-Job Pilates Exercise on Job Satisfaction among the Female Employees of Urmia Electricity Distribution Company

The Impact of On-The-Job Pilates Exercise on Job Satisfaction among the Female Employees of Urmia Electricity Distribution Company

One can declare that increased physical readiness in workplace results in increased psychological and physical readiness. In other words, employees hold better spirits in their workplace, thus enjoying higher levels of motivation for extended work challenges and accepting various responsibilities. Considering the motivation theories, people experience motivational factors while accomplishing a take and these factors can have positive impacts on their job- related feeling, and consequently, increase their job satisfaction an overall efficiency capability. In addition, increasing physical readiness results in increased tendency of individual toward accepting added responsibility, effort-exerting tasks, and extended development and growth. Therefore, concerning Maslow’s hierarchical needs, respect and self- actualization needs of individual are fulfilled in organization which brings about increased job satisfaction. Accordingly, the researcher found the similar results highlighting that Pilates, as a suitable physical activity for the body and psychological dimension, has a positive effect on increasing the job satisfaction among female employees at Urmia Electricity Distribution Company. Since job satisfaction is one of the important factor pertaining to the performance of individual and increasing the organizational efficiency, managers and supervisors should gain knowledge of the factors which give rise to employees’ job satisfaction and offer effective solutions through establishing sports spaces in the workplace and designing extra-curriculum programs such as Pilates.
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6 Lee mas

Relation between overqualification and job satisfaction during the 2008 Spanish crisis

Relation between overqualification and job satisfaction during the 2008 Spanish crisis

Presently, there is a spiral of growth at the level of studies of the population looking for work, a fact that causes an imbalance in the job market since the increase in the educational needs of the employees grows at a slower rate. Our objective is to know the satisfaction of the overqualified workers in the Spanish job market, which is affected by an economic crisis. The data come from the Ministry of Employment and Social Security. An association between the overqualification and low degrees of satisfaction (in a 0 to 10 scale, associated with scores of 1, 2 and 3) is derived from the correlation analysis. The originality of this work lies in the combination of different methodologies in the study of the concepts of overqualification and satisfaction in the framework of the Spanish economy. We concluded that the degree of satisfaction of the overqualified workers is less than that of workers whose job is commensurate with their training. Therefore, this fact (overqualification dissatisfaction) that was our initial starting point, continues to be valid although the economic landscape is unstable. However, it ought to be highlighted that the job satisfaction figures increase in a general manner during the years of economic crisis, and particularly for overqualified workers.
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20 Lee mas

Factors affecting the job satisfaction of employees in the northeastern conference of Seventh- Day Adventists in New York

Factors affecting the job satisfaction of employees in the northeastern conference of Seventh- Day Adventists in New York

Creating a healthy working environment is very important in every work place. In a high-performance environment, employees are encouraged and supported to per- form at their best and highest levels. In such an environment, employees are usually more satisfied with their jobs and remain so for many years. Satisfied employees usu- ally lead to higher productivity, less work conflict, lower stress, lower levels of absen- teeism, lower level of work-related illness and injuries and longer employee retention. There is, however, no perfect working environment. Any organization will have charac- teristics of multiple environments. For this reason, therefore, it is very important that the organization identify these characteristics and combine them to find a suitable environ- ment based on its type, culture and the nature of the employees. All these factors affect the bottom line of the business. Although the Northeastern Conference, as a mandate, is a nonprofit organization, their bottom line would not be considered profit but church membership contributions in the form of tithe and non-tithe contributions. Employee job satisfaction, among all work groups, should be paramount. It is a mistake to believe that job satisfaction is not important just because an organization is not-for-profit. Job satis- faction among pastors can lead to more church members being contented with their as- signed pastor, which may translate into more evangelism, more baptism, higher mem- bership and eventually, higher member contributions in the form of tithe.
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133 Lee mas

Job Satisfaction and On-the-Job Search: A Theoretical and Empirical Approach

Job Satisfaction and On-the-Job Search: A Theoretical and Empirical Approach

The econometric analysis presented in section 4 used multivariate analysis techniques to test the main prediction of our model: the existence of a negative relationship between the likelihood of on-the-job search and job satisfaction levels. The determinants of the probability of on-the-job search have been analyzed, assuming that workers choose between to conduct a search or not. The estimates for job satisfaction dummies in the on-the-job search regression are highly significant, negative, and show the expected order of magnitude. So, the likelihood of on-the-job search is associated negatively with the declared level of satisfaction. This finding supports the theoretical OJS model outlined in this paper and confirms the relevant role of job satisfaction in explaining individual behaviours in the labour market.
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20 Lee mas

Malaysian School Counsellors’ Challenges in Job Description, Job Satisfaction and Competency

Malaysian School Counsellors’ Challenges in Job Description, Job Satisfaction and Competency

Students’ positive changes, counseling room facilities and receiving cooperation and support from administrators and teachers were important factors that encouraged job satisfaction of school counselors in this study. These findings coincided with the findings of Boon, Wan Marzuki Wan Jaafar and Maznah Baba (2015) where one of the factors that contribute to the school counselors’ satisfaction in Malaysia is professional mastery, as having the opportunity to focus on the job scope leads to a sense of fulfilment, especially when students prosper. This enhances the self-efficacy of a counselor, by being able to undertake tasks to effectively help students. According to Martin (2014), positive experience will strengthen satisfaction while negative experience will not. According to Pattison, Rowland, Cromarty, Richards, Jenkins, Cooper and Couchman (2007), school counselors will not be satisfied with their job because of obstacles such as lack of cooperation from administrators and teachers, lack of counseling training, and doubting the counselor’s competency.
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7 Lee mas

The effects of working conditions on health status: Simultaneous decisions on health and job satisfaction domains

The effects of working conditions on health status: Simultaneous decisions on health and job satisfaction domains

The present paper analyses both dimensions simultaneously through focusing on the negative responses. As expressed in the introductory section, the conducted analysis examines whether measures for working conditions alter health individual perception besides that operating on job dissatisfaction. Thus, we will examine the factors which are determining a negative health self perception and a negative response on job satisfaction. Note that conducting an analysis for the negative responses is strongly relevant since both indicators would be lying on social inequalities, although the main determinant reasons for each dimension could be different. The reason for coding into binary both dimensions is threefold. First, we capture enough sample size for the categories. It is well known that negative responses to satisfaction questions present very low frequencies. The same applies for our sample. Second, negative responses would simplify those problems that arise when we take satisfaction scores assuming interpersonal comparability because of the tendency of people to compare their health status or job achievements to those of their peers. At the ordinal level, this implies that individuals reporting a 4 are assumed to be more satisfied with their work than those reporting a 2. At the cardinal level, the distances between the answers provide information, i.e. someone reporting a 4 is twice as satisfied as someone reporting a 2. In this paper we will assume ordinality but simplifying response categories. Third and finally, Etilé and Milcent (2006) demonstrated that dichotomizing these kinds of responses allows to avoid much of reporting heterogeneity bias in self-reported health status, especially because of income-related effects.
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23 Lee mas

Relationship between perceived organizational support, leadership behavior, and job satisfaction: An empirical study in Iran

Relationship between perceived organizational support, leadership behavior, and job satisfaction: An empirical study in Iran

According to Connell, Ferres and Travaglione (2003), perceived organizational support and leadership behavior are significant predictors of desire work outcomes, like turnover intent and commitment (Connell, Ferres and Travaglione, 2003). Moreover, Rhoades, Eisenberger and Armeli (2001) found that the relationship between supervisor support and work outcomes (organizational commitment) is mediated by perceived organizational support (Breaux, 2004) and supportive leadership behavior and strong relationship with superior influences employees’ preceived organizational support (Krause, 2004). However, the results of this study find no significant impact of the interaction between leadership behavior (both initiating structure and consideration) with perceived organizational support on either intrinsic or extrinsic job satisfaction. This contradictory finding could be attributed to the different cultural backgrounds in the Western studies and the Iranian patriarchal society.
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23 Lee mas

Job quality, job satisfaction and services in Spain

Job quality, job satisfaction and services in Spain

In order to get it, paper uses a double perspective to measure the job quality: one based on characteristics of job (objective perspective), and other that is laid on worker perception of job (subjective perspective). Paper is organized following the next structure. In section two is estimated a job quality index by sectors in order to compare this concept for the main different sectors (job quality from a objective point of view) and into service branches. Then, we carry out an analysis of job satisfaction by sectors (job quality from a subjective perspective). Finally some ordered probits models are estimated trying to identify the relation linked between job satisfaction and the main aspects of job. Dates used come from Spanish Labour Conditions Survey (Encuesta de Condiciones de Vida en el Trabajo, ECVT), second quarter to 2007, that is elaborated by Ministerio de Trabajo e Inmigración (MTIN).
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30 Lee mas

Job quality and job satisfaction

Job quality and job satisfaction

In the different sections of this paper, we will study the relation that job satisfaction has between the employee and a company, as it can be a key factor on employee’s engagement with a company and thus to its outcome. Furthermore, it will be discussed how job satisfaction in a certain moment of time can predict future quits of employees. Another point analysed are the differences in job satisfaction between self-employment, being employed and remaining unemployed, which takes in consideration the nature and the risk aversion of the individuals. The last topic we will focus on will be how job satisfaction changes during periods of booms and busts, studying the weight individuals give to the different job aspects on these two economic cycles. Special attention will be paid to unemployment throughout periods of recession and the effect that is has on people’s preferences and well-being comparing it to being employed.
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27 Lee mas

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