Employee job satisfaction Research Papers (original) (raw)

Studies on the relationship between employee job satisfaction and performance have controversy. The Howthorne Studies conducted in 1930 was conducted to test the effect of job attitudes on performance. In the study it was found that a happy employee is a productive employee (Saari & Judge, 2004). Although many previous studies and support from the Social Exchange Theory states that employee job satisfaction affects the service quality, but the impact of employee job satisfaction on service quality can not be detected. This research was conducted in three private hospitals in Central Java with a self-assessment by 134 employees who assess employee job satisfaction and customer-assessment by 134 customers who assess the service quality it receives as a measure of the performance of a service company. The relationship between two variables is discussed.

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- Organizational Behavior, Organizational Culture, Service Quality, Human Resource Management

The main purpose of this paper is to develop a conceptual framework that explicitly explains the effects of implementation of CRM on the employee job satisfaction, qualitative overstretch and intention to quit in call centers in Malaysia. Evidence from the literature revealed that, for the issue of employee turnover to be resolved and for efficiency to be attained in the call centers, there must be a proper integration of CRM dimensions. It is in the light of this that this paper has developed a conceptual framework that would ensure that the dimensions of CRM are properly utilized thereby bringing about desired result in the industry.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

This study attempted to identify the relationship between job satisfaction and organizational loyalty of employees who are working in banking industry in Ho Chi Minh City (HCMC). In addition, this study also elicited employee's views on the different factors contributing to their loyalty toward their current banks. Quantitative approach was the major method used, with statistical techniques applied, including factor, multiple regression, and path analyses. The unit of analysis was at individual level with the sample size of 201 employees of eleven banks operating in HCMC. The findings of this study indicated that the higher levels of satisfaction, supervisor support, fringe benefits, teamwork, working environment, and training were positively associated with the higher level of organizational loyalty. The factors of satisfaction, supervisor support, teamwork, and working environment play crucial roles and significantly affect employees' loyalty. Based on the results of the path analysis, this study argued that in order to achieve high employee loyalty, companies in banking industry should achieve high level of employee job satisfaction, enhance supervisor support and teamwork among employees, and provide good working environment.

- by Tú Nguyễn
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- Path Analysis, Banking Industry, Employee job satisfaction

The objective of this study is to explore how at the 16 branches of Islamic Azad University, Tehran province, Iran, leadership styles (the independent variable) influence employee job satisfaction (the dependent variable. Using random sampling, the researcher distributed 400 questionnaires, 386 of which were completed. This study concentrates only on non-teaching staff. The survey was administered between October and December, 2009. The researcher found that the dominant leadership styles were transformational and transactional and employees were moderately satisfied with their job. The results show that different leadership style factors will have different impacts on employee job satisfaction components. Individualized consideration and laissez-faire are strong predictors of all the job satisfaction factors.

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I h e r e b y d e c l a r e t h a t t h i s t h e s i s i s m y o w n w o r k a n d e f f o r t a n d t h a t i t h a s n o t b e e n s u b m i t t e d a n y w h e r e f o r a n y a w a r d . W h e r e o t h e r s o u r c e s o f i n f o r m a t i o n h a v e b e e n u s e d , t h e y h a v e b e e n a c k n o w l e d g e d .

The aim of this research was to analyze the relationship between work life balance policies and employee job satisfaction. Work life balance entails attaining equilibrium between professional work and other activities, so that it reduces friction between official and domestic life. Job satisfaction refers to the attitude people have towards their job and the organisations they work for. The quality of work life policies is increasingly becoming part of the business strategy and the focus is on the potential of these policies to influence employee's quality of working life and more importantly to help them maintain work-life balance with equal attention on performance, commitment at work and job satisfaction. This study proves to be a milestone for the researchers, policy makers and students to properly understand the concepts of employee job satisfaction, work life balance and their relationship. The study employed descriptive research design. The target population was Two hundred and Forty Respondents. Data was collected using questionnaires, and analysed using Statistical Package for Social Sciences. The findings of this study emphasized that each of the work life balance policies on its own is a predictor of job satisfaction. The goodness of fit, R= 0.618 showed a good strength of the relationships between independent variables and the dependent variable. The result of this study makes the recommendation that managers in banks should improve the work life balance policies offered to employees in order to increase their job satisfaction, to improve staff commitment and productivity.

- by Nyambura Mukururi
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- Human Resource Management, Human Resources, Banking Sector, Commercial Banks

The main objective of this exploratory study was to examine the relationships among service climate, employee job satisfaction, employee engagement, and customer satisfaction. Structured questionnaires were given to senior employees of selected retail service organizations in India. A total of 369 usable questionnaires were analyzed and the findings indicate that work environment influences service climate, which in turn influences employee job satisfaction, employee engagement, and customer satisfaction. The interactional relationship between Service climate and Job Satisfaction, Service climate and Employee Engagement, Employee Engagement and Job Satisfaction, Job Satisfaction and Customer Satisfaction, Service climate and Customer Satisfaction were proved using hierarchical regression and other statistical tools. Implications and directions for future research are also discussed. Key Words: Work environment, service climate, employee job satisfaction, employee engagement and customer satisfaction REVIEW JURNAL 1 SCM -MM 11 -UBM Liana Regina T. (81120025) 2 Abstrak Tujuan utama dari studi eksplorasi ini adalah untuk menguji hubungan antara iklim pelayanan (service climate), kepuasan kerja karyawan (employee job satisfaction), keterikatan karyawan (employee engagement), dan kepuasan pelanggan (customer satisfaction). Kuesioner terstruktur diberikan kepada karyawan senior yang dipilih dari perusahaan jasa ritel di India. Sebanyak 369 kuesioner dianalisis dan temuan menunjukkan bahwa iklim layanan mempengaruhi lingkungan kerja, yang pada gilirannya mempengaruhi kepuasan kerja karyawan, keterikatan karyawan, dan kepuasan pelanggan . Hubungan interaksional antara Iklim Layanan dan Kepuasan Kerja, Iklim Layanan Pelanggan, Iklim Layanan dan Kepuasan Pelanggan terbukti menggunakan regresi hirarkis dan alat-alat statistik lainnya. Implikasi dan arah untuk penelitian masa depan juga turut dibahas.

This paper aims at analyzing the impact of internal marketing on employees' job satisfaction and patient satisfaction based on the primary survey of twenty-five hospital administrators, seventy-five healthcare workers and seventy-five patients across five major public hospitals of Srinagar, Jammu and Kashmir. Three questionnaires were used for this study. The first one measured internal marketing while the second one contained questions on employee job satisfaction. The third questionnaire was administered to measure patient satisfaction level. Survey data has been analyzed using one sample statistics and Pearson Correlation. Empirical analysis reveals a varied response on internal marketing, employees' satisfaction, and patients' satisfaction. The analysis of correlation coefficient indicates a positive relationship between internal marketing and employee satisfaction. However, the relationship is non-conclusive between internal marketing and patient satisfaction as well as employee satisfaction and patient satisfaction. This analysis provides an opportunity to hospital administration in using internal marketing concept in improving employee and patient satisfaction.

- by sana shabir and +1
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- Health, Internal Marketing, Consumer Satisfaction, Jammu and Kashmir

The employees in India are undergoing a boom period. In certain large corporations employees
are satisfied with their job, but there are some corporations in which job satisfaction is
considered as least important. There are several Corporations facing problem in satisfying
their employees, thus to find out the level of satisfaction, the study was conducted. The study
would be of much important for the employees of Neeta travels in knowing its strengths,
opportunities and other influencing factors of its employees.
Job satisfaction is prime factor of any organization; various studies have been conducted to
find out the factor which determines job satisfaction. Job satisfaction is basically a mental
feeling of favorableness of employee towards the job.
Andrew J. DuBrins has defined job satisfaction as “Job satisfaction is the amount of pleasure
or contentment associated with a job. If you like your job intensely, you will experience job
satisfaction. If you dislike your job, you will experience job dissatisfaction”.

Definition Human resource management principles are the foundation upon which best practice human resource management is built and adhered to. GRIEVANCE HANDLING It is recognised that from time to time staff may have genuine grievances that if remain unresolved are detrimental to the staff member, their colleagues and the operating efficiency of the University. Staff should feel confident that grievances will be handled professionally and in a timely fashion. The handling of grievances is governed by the following principles:  Grievance resolution is an integral part of a supervisor's duties. Managers and supervisors have a responsibility to identify, prevent and address problems in the workplace;  Wherever possible, grievances will be addressed by a process of discussion, cooperation and conciliation;    HR SERVICE DELIVERY Service delivery by HR staff will be governed by the following principles:  Honesty, openness and integrity in its dealings with its client base;  Courteous, considerate and timely service;  Teamwork and the development of strategic relationships with its client base;  Valuing diversity and inclusiveness at all levels within the University;    INDUCTION AND ONBOARDING Each new staff member has the right to expect comprehensive and effective induction and on boarding processes that performed with the proper levels of guidance, support and information will lead to an increase in retention rates and will extend their range of skills and knowledge. Staff induction and on boarding will be governed by the following principles.  The purpose of induction is to familiarise the staff member with the job, fellow staff members, the working environment, the equipment used, their obligations and the expectations of the University;  

- by Mizanur Rahman Pinku
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- Employee job satisfaction

The library is a growing organism it requires highly skilled and experienced library and information science (LIS) professionals to fulfill requires of the user and for information management. It is also very essential for the professionals to satisfy their own requirements because only satisfied professionals can give new services to the end user. In this research paper, we explore the different literature related to the job satisfaction of Library and Information Science professionals and highlighted essential information. This study examines that to the Library and Information Science professionals’ literature and practice in the following techniques, this study provides new awareness concerning the job satisfaction factors of library Science professionals and the new information may help library and information managers to develop seful
managerial approaches.

The job satisfaction of Teachers' play a very important role in self-attitudes and build a strong educational system in any nation. The present study an attempt has been made by the investigators to assess the level of Job Satisfaction of female school teachers working in numerous kinds of Government Aided secondary and higher secondary schools in West Bengal concerning some personal and socio-demographic variables. Researchers randomly selected 250 working female assistant teachers from 16 Government Aided secondary and higher secondary schools under the affiliation West Bengal Board of Secondary & West Bengal Council of Higher Secondary Education in West Bengal. The investigators have developed a self-made questionnaire followed by Likert's five-point scale i.e. Strongly Agree (S.A), Agree (A), Neutral (N), Disagree (D) and Strongly Disagree (S.D). The main objective of the present study that the researcher analyses the satisfactory job level with the help of 17 appropriate research questions of female school Teachers from different Government Aided secondary and higher secondary schools in North 24 Parganas district, West Bengal, India. For the analysis of data Mean, S.D. and t-test has been utilized by the investigators in the present study. The investigator chooses various factors to measure the level of Job Satisfaction of Female School Teachers based on the five-dimensions factor that are Gender variation, Salary & Bonus, Institutional Environment, Adjustment & Cooperation with Colleagues and Attitude towards Teaching. The data were analyzed using both descriptive and as well as inferential statistics and methodology of the study is a mixed type involving interpretative, analytical study of documents, interview, survey questionnaire, observation and study both primary & secondary sources, like books, university news, expert opinion, articles, journals, thesis and websites etc. Finally, meaningful suggestions are offered.

The fundamental purpose of this research is to understand the different job issues of employees in the context of leader-member exchange. These issues includes providing supportive environment to the employees by supervisor, employee selection decisions by management, compensation and benefit issues, career-development and promotion issues, job security issues, employee-empowerment and others. As well as this research also focus on the job needs of employees and their expectations from their supervisors and supervisors' expectations from their subordinates and to measure theemployeès satisfaction from the job in context of all these issues. Qualitative approach has been used for the purpose of collecting data including survey and interviews and the respondents were the head of different departments and their subordinates who belongs to different universities and educational institutes of Sukkur region including Shah Abdul Latif University, institute of business administration Sukkur and Comsit Sukkur. The results indicates that if management will resolve issues of career development then quality of exchange relationship between leader and their subordinates will enhance more than resolving issues of job satisfaction and workplace environment.

- by casestudies journal
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- Employee job satisfaction

The Relationship between Mobbing and Job Satisfaction
in Workplace
Meltem Uygun
Institute of Social Sciences/ PhD in Business Administration Gazi University, Turkey
mel.uygun@gmail.com
Abstract
Mobbing emerges as a communal and social phenomenon which adversely affect victims as in terms of
individual and organizational. The concept of mobbing is defined as psychological violence or bullying in
workplace. While job satisfaction is defined as one's generating of positive attitudes towards his/her own job and
has a great importance of efficiency of the employees in an organization. This research has been done to
investigate the relationship between mobbing and job satisfaction in workplaces. There are two type of scales
have been reviewed to use in the survey. First scale is the negative acts questionnaire (NAQ), which was
developed by Einarsen & Raknes, (1997) and Einarsen, Raknes, Matthiesen & Hellesoy, (1994a) as a
quantitative measure of mobbing. The second scale is Minnesota job satisfaction scale (MSQ) was developed by
Dawis, Weiss, England, Lofquist (1967). These questionnaires were conducted with 140 employees in a hospital
in Bursa city of Turkey, to measure negative behaviors and job satisfaction if there is a relative relationship
between mobbing and job satisfaction. The survey datas analysed by SPSS 21.0 (Statistical Package for Social
Sciences) computer program, and found that there is a significant negatively related relationship between
mobbing and job satisfaction.

This study examines the role of human resource (HR) competencies on employee's job satisfaction in telecom sector of Islamabad and Rawalpindi, Pakistan. Less amount of literature is found regarding the impact of organization architect and trust management on employee's job satisfaction. For this purpose, data was collected from employees of Pakistani telecom sector. It was concluded that organization architect and trust management have positive impact on employees job satisfaction. This study is limited to only one sector and only region of Rawalpindi and Islamabad was considered. This study may help the industrial practitioners in retaining their work force, and for enhancing commitment to their work and also, organization and trust management would lead the company to generate integrity, regard and support among workers.

- by irfan khan
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- Business, Leadership, Strategic Management, Human Resource Management

The Problem of the Study: Hospitals are places where stress is experienced intensively. In these environments, people are interbedded and face to face with people due to the job. This situation inevitably affects the lives of employees negatively. The stress that nurses are exposed to is there an effect on job satisfaction? The Purpose of the Study: The relationship between the job stress and the job satisfaction of the nurses in the work environment was examined. Method: The research was conducted on nurses working in a state hospital in Konya. The universe of the study consists of 700 nurses and 258 people were included in the sample. The survey consists of three parts. The first part, includes the demographic information of the participants.In the second chapter, there is a work stress scale developed by Suzanne Haynes and adapted by Turkish version Aktaş (2001). The third part of the Turkish validity, reliability study was done by Baycan in 1985, minosete job satisfaction scale was used. The work stress scale consists of 10 items and the job satisfaction scale consists of 20 items and is prepared in 5-point likert style. The reliability of the scales respectively is 0.724 and 901. Findings and Results: A negative correlation was found between job stress and job satisfaction. As job stress increases, job satisfaction decreases.

- by RAMAZAN KIRAÇ
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- Job stress, Nurses, Iş Doyumu, Iş Stresi

— Background: This study focused on the evidence-based research investigating the correlations between the job characteristics, work stress and job satisfaction of the pharmacists serving in the hospitals and the community pharmacies. Methods: The subjects were mainly drawn from pharmacists who served in regional hospitals and community pharmacies in Taiwan, the total valid questionnaires were 190 copies. Regression analysis was adopted for inferential statistics to investigate the correlation between the job characteristics, work stress and job satisfaction of the pharmacists who served in community pharmacies. Results: We concluded that four factors significantly affected job satisfaction of the pharmacists in the community pharmacies (p <0.01); in the meantime, the educational background and job characteristics markedly affected job satisfaction of the pharmacists in the hospital pharmacy (p <0.01). Conclusion: Our study results can be the references for relevant entities during the management of human resources in order to provide a reasonable working environment to the pharmacists.

- by IJAERS Journal
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- Health Sciences, Nursing, Human Resource Management, Job Satisfaction

While the purpose of this research is to investigate the relation between the job satisfaction and self-esteem of provincial directors of youth and sports, their self-esteem and job satisfaction has also been investigated with regard to some demographic variables. As data collection tools, “Coopersmith Self-Esteem Inventory”, “Minnesota Job Satisfaction Scale” and “Demographic Information Form” developed by Stanley Coopersmith have been used. The statistics of Kruskal Wallis, Mann Whitney U and Correlation Analysis have been used in the research. Following the statistics performed, a significant difference hasn’t been established between the variables of self-esteem of the participants, age, educational background, term of employment, term of employment as a manager, sex and marital status. No significant difference has been found between the job satisfaction of participants and sex; between the term of employment and term of employment as a manager. It has been determined that the scores of the individuals with a bachelor’s degree are significantly higher than those having master’s or PhD degree in the sub-dimensions of extrinsic satisfaction, intrinsic satisfaction and general satisfaction in job satisfaction, there is a significant difference between the extrinsic sub-dimension scores of the participants and the variable of age, extrinsic satisfaction scores of the individuals aged 40 and above are significantly higher than the individuals aged between 30-34. According to the results of Spearman correlation analysis, it has been ascertained that there is a negatively moderate relation between the self-esteem and extrinsic satisfaction and a positively moderate relation is in question between the self-esteem and general satisfaction.

- by Open Access Publishing Group
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- Sports Management, Job Satisfaction, Self-Esteem, Sport

This examination endeavors to express that the representative's conduct changes towards High Execution Work System. The focal point of this article is to clarify the vital components of HPWS and to recognize why making associations with workers makes monetary sense for managers in the present information, shrewdness, and data-based economy. HPWS frameworks accentuate representative association and mirror a promise to making a hierarchical culture dependent on responsibility instead of control. At the same time, the way of life of elite associations underlines the quest for greatness and anticipate that employees should be capable, exceptionally skilled, and continually occupied with improving the association. The executive's specialists have broadly investigated HPWS and have recognized regular administration rehearses that make upper hand and improve authoritative execution. The following is an outline of seven human asset rehearses for delivering higher benefits through connecting with representatives as full proprietors and accomplices in an association's victory. In the previous decade a lot of examination has been led on the person also, hierarchical results of superior work frameworks, like work execution willful turnover, optional conduct and firm execution for an outline and study. In any case, nearly couple of studies have researched the impact of HPWS on worker inventiveness. This is not withstanding the way that representative imagination contributes considerably to authoritative advancement and serious advantage.

- by Kumar Natarajan
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- Business Administration, Economics, Development Economics, Employee Satisfaction

Background: Ensuring health worker job satisfaction and motivation are important if health workers are to be retained and effectively deliver health services in many developing countries, whether they work in the public or private sector. The objectives of the paper are to identify important aspects of health worker satisfaction and motivation in two Indian states working in public and private sectors. Methods: Cross-sectional surveys of 1916 public and private sector health workers in Andhra Pradesh and Uttar Pradesh, India, were conducted using a standardized instrument to identify health workers’ satisfaction with key work factors related to motivation. Ratings were compared with how important health workers consider these factors. Results: There was high variability in the ratings for areas of satisfaction and motivation across the different practice settings, but there were also commonalities. Four groups of factors were identified, with those relating to job content and work environment viewed as the most important characteristics of the ideal job, and rated higher than a good income. In both states, public sector health workers rated “good employment benefits” as significantly more important than private sector workers, as well as a “superior who recognizes work”. There were large differences in whether these factors were considered present on the job, particularly between public and private sector health workers in Uttar Pradesh, where the public sector fared consistently lower (P < 0.01). Discordance between what motivational factors health workers considered important and their perceptions of actual presence of these factors were also highest in Uttar Pradesh in the public sector, where all 17 items had greater discordance for public sector workers than for workers in the private sector (P < 0.001). Conclusion: There are common areas of health worker motivation that should be considered by managers and policy makers, particularly the importance of non-financial motivators such as working environment and skill development opportunities. But managers also need to focus on the importance of locally assessing conditions and managing incentives to ensure health workers are motivated in their work.

Background: Ensuring health worker job satisfaction and motivation are important if health workers are to be retained and effectively deliver health services in many developing countries, whether they work in the public or private sector. The objectives of the paper are to identify important aspects of health worker satisfaction and motivation in two Indian states working in public and private sectors. Methods: Cross-sectional surveys of 1916 public and private sector health workers in Andhra Pradesh and Uttar Pradesh, India, were conducted using a standardized instrument to identify health workers' satisfaction with key work factors related to motivation. Ratings were compared with how important health workers consider these factors. Results: There was high variability in the ratings for areas of satisfaction and motivation across the different practice settings, but there were also commonalities. Four groups of factors were identified, with those relating to job content and work environment viewed as the most important characteristics of the ideal job, and rated higher than a good income. In both states, public sector health workers rated "good employment benefits" as significantly more important than private sector workers, as well as a "superior who recognizes work". There were large differences in whether these factors were considered present on the job, particularly between public and private sector health workers in Uttar Pradesh, where the public sector fared consistently lower (P < 0.01). Discordance between what motivational factors health workers considered important and their perceptions of actual presence of these factors were also highest in Uttar Pradesh in the public sector, where all 17 items had greater discordance for public sector workers than for workers in the private sector (P < 0.001). Conclusion: There are common areas of health worker motivation that should be considered by managers and policy makers, particularly the importance of non-financial motivators such as working environment and skill development opportunities. But managers also need to focus on the importance of locally assessing conditions and managing incentives to ensure health workers are motivated in their work.

- by Subrata Chakraborty and +1
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- Nursing, Employee Motivation, Job Satisfaction, Public sector

This study attempted to identify the relationship between job satisfaction and organizational loyalty of employees who are working in banking industry in Ho Chi Minh City (HCMC). In addition, this study also elicited employees views on the different factors contributing to their loyalty toward their current banks. Quantitative approach was the major method used, with statistical techniques applied, including factor, multiple regression, and path analyses. The unit of analysis was at individual level with the sample size of 201 employees of eleven banks operating in HCMC. The findings of this study indicated that the higher levels of satisfaction, supervisor support, fringe benefits, teamwork, working environment, and training were positively associated with the higher level of organizational loyalty. The factors of satisfaction, supervisor support, teamwork, and working environment play crucial roles and significantly affect employees loyalty. Based on the results of the path analys...

- by Mai Hương Nguyễn
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- Business, Job Satisfaction, Path Analysis, Loyalty

The Journal of Indian Library Association (JILA) is one of the reputed, and leading bimonthly journal in the field of library and information science. The present study analyzes articles published in the Journal of Indian Library Association from 2016 to 2018. Various aspects of the journal, in regard to authorship pattern, distribution of articles, authors productivity etc are analyzed.The results show that majority of articles have joint authorship, length of the articles varies from 4 to 17 pages and there is a steady growth of publications during the period taken for study

- by Nandkishor Motewar and +1
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- History, Job Satisfaction, Employee job satisfaction

This study attempted to identify the relationship between job satisfaction and organizational loyalty of employees who are working in banking industry in Ho Chi Minh City (HCMC). In addition, this study also elicited employees views on the different factors contributing to their loyalty toward their current banks. Quantitative approach was the major method used, with statistical techniques applied, including factor, multiple regression, and path analyses. The unit of analysis was at individual level with the sample size of 201 employees of eleven banks operating in HCMC. The findings of this study indicated that the higher levels of satisfaction, supervisor support, fringe benefits, teamwork, working environment, and training were positively associated with the higher level of organizational loyalty. The factors of satisfaction, supervisor support, teamwork, and working environment play crucial roles and significantly affect employees loyalty. Based on the results of the path analys...

- by Tú Nguyễn
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- Business, Job Satisfaction, Path Analysis, Loyalty

- by Ramkisan A . More and +1
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- History, Job Satisfaction, Employee job satisfaction

- by SANA SHABIR
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- Business, Health, Internal Marketing, Consumer Satisfaction

A meta-analysis of the relationship between employee job satisfaction and customer satisfaction was conducted. This analysis produced statistically significant correlation for this relationship. Results suggest that the service context is a moderator of the employee job satisfaction – customer satisfaction relationship in a way that in personal services this correlation is stronger than in non-personal services. Some implications for future research are presented.