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Journal articles on the topic 'Job satisfaction'

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Published: 4 June 2021

Last updated: 7 July 2024

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1

G, Santhoshkumar, Jayanthy S, and Velanganni R. "Employees Job Satisfaction." Journal of Advanced Research in Dynamical and Control Systems 11, no. 0009-SPECIAL ISSUE (September 25, 2019): 157–61. http://dx.doi.org/10.5373/jardcs/v11/20192549.

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Deeba, Farah, Rabia Arshed Usmani, Mahwish Akhtar, Taskeen Zahra, and Hafsa Rasool. "JOB SATISFACTION." Professional Medical Journal 22, no. 10 (October 10, 2015): 1373–78. http://dx.doi.org/10.29309/tpmj/2015.22.10.1048.

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Background: Doctor’s profession has been among one of the most attractiveprofession in Pakistan Society, but doctors are getting increasingly dissatisfied with their jobs inour region as unfortunately job satisfaction has still not received the proper consideration frompolicy makers. Objectives: To determine the level of satisfaction with variousjob characteristicsand compare the characteristics of doctorswith level of job satisfaction among doctors workingin public and private sector teaching hospitals. Study Design: Cross sectional study. Period:July 2014 to August 2014. Setting: Public sector (Jinnah Hospital Lahore) and a private sector(Fatima Memorial Hospital) Lahore. Methods: A total of 308 medical officers, 154 from eachhospital were included through simple random sampling. They were interviewed regarding theirsocio demographic and work related characteristics and satisfaction level regarding variousjob characteristics, using a structured, pretested questionnaire. The job satisfaction was ratedon the basis of a three point liker scale with scores ranging from 1 – 33 and scores > 25were considered as satisfied. All the data was entered and analyzed using SPSS version 17.0.Results: Among the total study respondents, majority 212 (68.8%) doctor were dissatisfied withtheir jobs while high level of satisfaction was seen only regarding timeliness of pay 92.9% andjob safety 98%.On comparing characteristics of doctors with job satisfaction, it was seen thatage, gender, marital status, number of family members, total family income, work experienceand nature of job was not significantly related with satisfaction while doctors working in privatehospital were more satisfied with their job as compared to doctors working in governmenthospital and this result was statistically significant (P = 0.000) Conclusion: Satisfaction levelof doctors especially working in public hospitals was low as compared to doctors working inprivate sector. There is need to address the reasons of dis-satisfaction and formulate strategiesto eliminate these issues.

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3

PINCUS, J. DAVID. "COMMUNICATION SATISFACTION, JOB SATISFACTION, AND JOB PERFORMANCE." Human Communication Research 12, no. 3 (March 1986): 395–419. http://dx.doi.org/10.1111/j.1468-2958.1986.tb00084.x.

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4

Skalli, Ali, Ioannis Theodossiou, and Efi Vasileiou. "Jobs as Lancaster goods: Facets of job satisfaction and overall job satisfaction." Journal of Socio-Economics 37, no. 5 (October 2008): 1906–20. http://dx.doi.org/10.1016/j.socec.2008.04.003.

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Mishra, P. K. "Job Satisfaction." IOSR Journal Of Humanities And Social Science 14, no. 5 (2013): 45–54. http://dx.doi.org/10.9790/1959-1454554.

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Ajhenberger, Sajma, Jelena Hodak, Ivana Vadlja, and Dunja Anić. "Job Satisfaction." Croatian nursing journal 4, no. 2 (December 11, 2020): 193–203. http://dx.doi.org/10.24141/2/4/2/5.

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Introduction. We consider job satisfaction through the prism of the work we do, the working conditions, the relationships with colleagues and superiors, and the opportunity to advance and earn. Nurses make up 50% of the total workforce in the healthcare system and it is beyond question that their number in the system directly affects the quality of nursing care. The most common dissatisfaction at work is insufficient staff, poor working conditions, poor relationship with colleagues and superiors, and impossibility to advance. Aim. The objectives of the study were to examine the satisfaction of nurses in the job and to assess whether they were considering leaving their current job and how they were assessing their health and working productivity. Methods. The study involved 155 nurses from three Clinical Hospital Centers in Croatia (Osijek, Rijeka and Zagreb). The study was designed as a cross-sectional study. It started on January 1, and ended on June 30, 2018. The first part refers to the demographic dana of the respondents, while the second part contains questions related to the intention of leaving the present job, self-assessment of health status and working productivity and job satisfaction. Results. In the answers to job satisfaction claims, the respondents with the bachelor’s and master’s degree in nursing compared to the respondents who completed secondary education, responded with a higher percentage that they were dissatisfied with the working conditions and the possibility of promotion (46.2%). They are dissatisfied with the relationship with their superiors (70%), as well as with the work they do (54%). Respondents at all levels of education are equally satisfied with their relationships with colleagues and with their earnings. Conclusion. Most of the respondents are satisfied with the relationship with their superiors, colleagues and work, and dissatisfied with the possibility of advancement and salary. Most of them answered that they rarely think about leaving their job, and they assess their health as good and work productivity as normal.

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Harper, Elizabeth, Brian C. Castrucci, Kiran Bharthapudi, and Katie Sellers. "Job Satisfaction." Journal of Public Health Management and Practice 21 (2015): S46—S55. http://dx.doi.org/10.1097/phh.0000000000000296.

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8

Weiss, N. "Job satisfaction." Astronomy & Geophysics 42, no. 4 (August 1, 2001): 4.5—a—4.5. http://dx.doi.org/10.1093/astrog/42.4.4.5-a.

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Estabrook, Leigh, Chloe Bird, and Frederick L. Gilmore. "Job Satisfaction:." Journal of Library Administration 13, no. 1-2 (November 7, 1990): 175–94. http://dx.doi.org/10.1300/j111v13n01_12.

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MANTEL, MIKELENE L. "Job Satisfaction." Nursing Management (Springhouse) 21, no. 4 (April 1990): 72A. http://dx.doi.org/10.1097/00006247-199004000-00016.

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11

Fochtman, Dianne. "Job Satisfaction." Journal of the Association of Pediatric Oncology Nurses 6, no. 4 (January 1989): 109–10. http://dx.doi.org/10.1177/104345428900600401.

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CREECH, ELIZABETH A., and DIANE K. BOYLE. "Job Satisfaction." Nursing Management (Springhouse) 16, no. 4 (April 1985): 30Q. http://dx.doi.org/10.1097/00006247-198504000-00008.

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13

Schwartz, George R. "Job satisfaction." American Journal of Emergency Medicine 12, no. 3 (May 1994): 385–86. http://dx.doi.org/10.1016/0735-6757(94)90176-7.

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Alomi, Yousef Ahmed. "National Primary Care Pharmacist Job Satisfaction System at MOH in Saudi Arabia." Research in Pharmacy and Health Sciences 2, no. 3 (August 15, 2016): 201–4. http://dx.doi.org/10.32463/rphs.2016.v02i03.39.

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The National Primary Care Pharmacist Job Satisfactions at Ministry of Health founded in Saudi Arabia. It is a part of the pharmaceutical care strategic plan of General Administration of Pharmaceutical Care. There is no literature existed about primary care pharmacist job satisfaction and job satisfaction in the specialized clinical pharmacy at primary care centers. The survey consisted of ten elements of job satisfaction factors, and the primary care pharmacist should fill it annually. The system assesses the implementation of pharmacy strategic plan, improve primary care pharmaceutical care, and stop turnover rate quitting of primary care pharmacist jobs.

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Köklü, Fahrettin. "Eğitim Yönetiminde İşten Ayrılma Niyetine Etki Eden Faktörlerin İncelenmesi." International Journal of Social Sciences 7, no. 30 (June 20, 2023): 15–26. http://dx.doi.org/10.52096/usbd.7.30.02.

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The aim of this study is to examine the factors affecting the intention to quit work in education management. Job satisfaction refers to how satisfied employees are with their jobs. Job satisfaction is a factor that has a direct impact on employees' motivation, performance, loyalty and attitudes at work. Therefore, job satisfaction is important for both employees and employers. Workplaces that provide job satisfaction retain employees and provide loyalty to the job. Job satisfaction is related to employees' thoughts, feelings and expectations about their jobs. The level of job satisfaction depends on how happy employees are at their jobs and how adequate they are at their jobs. Employees with a high level of job satisfaction tend to perform higher at their jobs, exhibit higher motivation and higher productivity. In addition, it has been observed that employees with high levels of job satisfaction experience less stress at work, leave work less often, and get sick less. Job satisfaction is also important for employers. The level of job satisfaction of employees helps employers to retain their employees and reduces the costs of employers. Increasing employee job satisfaction can help employers demonstrate a higher performance and higher productivity in the workplace. In addition, employees with a high level of job satisfaction increase the image of employers in the workplace and can help employers to be more attractive during the hiring process. Intention to leave work is an employee's thoughts and plans about leaving his current job. The intention to quit your job may vary depending on many factors. Some employees may consider quitting when they get a better job offer or want to move to a different job to achieve their career goals. Other employees may consider leaving their jobs due to adverse conditions at work. Key Words: Educational Management, Job Satisfaction, Intention to Quit Work

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Thakkar, Dr Mehul G., and Dr Kiran Pandya. "Job Involvement and Job Satisfaction – are They Synonymous?" Indian Journal of Applied Research 3, no. 8 (October 1, 2011): 353–55. http://dx.doi.org/10.15373/2249555x/aug2013/111.

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Arumugam, Sunder, and Dr V. Lakshmanapathi Dr. V. Lakshmanapathi. "Job Involvement Correlate Job Satisfaction – A Theoritical Perspective." International Journal of Scientific Research 3, no. 2 (June 1, 2012): 523–24. http://dx.doi.org/10.15373/22778179/feb2014/175.

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Zheng, Xingshan, Ismael Diaz, Ningyu Tang, and Kongshun Tang. "Job insecurity and job satisfaction." Career Development International 19, no. 4 (August 5, 2014): 426–46. http://dx.doi.org/10.1108/cdi-10-2013-0121.

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Purpose – The purpose of this paper is to examine optimism and how facets of subordinates’ psychological characteristics, such as their attitudes and personalities, are similar to their direct supervisors’ (as person-supervisor deep-level similarity or P-S deep-level similarity) in order to understand their interactions with job insecurity in predicting employee job satisfaction. Design/methodology/approach – Empirical study had been conducted. Sample firms in this study consist of eight state-run electric power companies and 16 licensed chemical companies in central Hubei Province in China. In total, 368 valid samples were included in the analyses (with a valid return rate of 73 percent). All constructs were rated on a five-point Likert-type response scale. In order to diminish the possibility of common method biases, the authors used participants’ dyad supervisors to rate P-S deep-level similarity and P-S guanxi. The authors tested the hypotheses by implementing hierarchical linear regression. Findings – The results show that when certain demographic variables (e.g. age, gender, education, post, employment type, income proportion, position) and P-S guanxi are controlled, optimism and P-S deep-level similarity significantly interact with job insecurity to predict job satisfaction. Job satisfaction is bolstered when job security increases among those who report a high level of both optimism and P-S deep-level similarity. Originality/value – Researchers have found that job insecurity has negative effects on job satisfaction (Sverke et al., 2002). But there is a lack of understanding about the mechanism of how job insecurity affects job satisfaction. In this study, the authors found that optimism and P-S deep level similarity could jointly moderate the relation (and direction) between job insecurity and job satisfaction. The work illustrates how positive traits (such as optimism) and psychological factors (such as P-S deep-level similarity) could affect employee job satisfaction with different levels of job insecurity.

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Frehill, Lisa. "Satisfaction." Mechanical Engineering 132, no. 01 (January 1, 2010): 38–41. http://dx.doi.org/10.1115/1.2010-jan-4.

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This article discusses the results of a survey conducted to understand reasons why people give up engineering. The survey looked at engineers’ experiences in the workforce after they have graduated from college, including whether they have remained in engineering or not. The survey data show that there is not much difference in women’s and men’s retention in engineering when looking at new graduates. The results from the survey show that more than one in five of all engineers said that they are very satisfied with their job. The data show a complicated picture of job satisfaction that depends on gender, discipline, and whether they are still doing engineering work. The most satisfied men are chemical or electrical and computer engineers who are now in non-engineering jobs. The issue of equity in engineering is an important one for the Society of Women Engineers as an organization and for engineering as a discipline. There are larger differences in attrition across engineering disciplines. In addition, the data show that those who leave the job are not necessarily less satisfied with their jobs than those who stay.

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20

Ledić, Marko. "Performance Pay Jobs and Job Satisfaction." CESifo Economic Studies 64, no. 1 (March 1, 2018): 78–102. http://dx.doi.org/10.1093/cesifo/ify008.

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Tiegs, Robert B., Lois E. Tetrick, and Yitzhak Fried. "Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model." Journal of Management 18, no. 3 (September 1992): 575–93. http://dx.doi.org/10.1177/014920639201800308.

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Empirical investigations of the job characteristics model (JCM; Hackman & Oldham, 1980) have failed to systematically explore the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes. Previous studies also are criticized for the use of subgroup analytic techniques, low statistical power resulting from small sample sizes (i.e, often less than 200) and/or samples consisting of individuals of relatively homogeneous jobs/occupations. As an attempt to address these deficiencies in the literature, this study examined the moderating effects of GNS and each of the four context satisfactions using a large sample (N = 6405) of employees from a variety of jobs and occupations. Overall, the results of univariate and multivariate hierarchical moderated multiple regression analyses suggest that none of thefive individual difference factors appeared to be viable moderators of any of the relations among job characteristics, psychological states, and three work outcomes (viz., growth satisfaction, overall job satisfaction, and internal motivation). Also, there was no supportive evidence for potential joint moderating effects between GNS and each context satisfaction on the relations of the JCM.

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22

Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.

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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

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Dr. C. SWARNALATHA, Dr C. SWARNALATHA, and T. S. PRASANNA T.S. PRASANNA. "Employee Engagement and Job Satisfaction." International Journal of Scientific Research 3, no. 5 (June 1, 2012): 339–40. http://dx.doi.org/10.15373/22778179/may2014/106.

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Dr. R. Malini, Dr R. Malini, and Dr Punithavathy Pandian. "Organizational Authority and Job Satisfaction." Paripex - Indian Journal Of Research 2, no. 3 (January 15, 2012): 14–16. http://dx.doi.org/10.15373/22501991/mar2013/5.

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Dominic Suta, Damas. "Employee Job Satisfaction: An Overview." International Journal of Science and Research (IJSR) 12, no. 10 (October 5, 2023): 1001–6. http://dx.doi.org/10.21275/sr231008003926.

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Köklü, Fahrettin. "Eğitim Yönetiminde İş Tatmininin Ölçülmesine Dönük Yönelim ve Yaklaşımların İncelenmesi." Journal of Social Research and Behavioral Sciences 9, no. 19 (June 20, 2023): 13–25. http://dx.doi.org/10.52096/jsrbs.9.19.02.

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The aim of this study is to examine the orientations and approaches to measuring job satisfaction in education management. Job satisfaction can increase the performance and commitment of employees in their jobs. A satisfactory job can ensure that employees stay in businesses for longer and that businesses retain their employees for longer. Also, a fulfilling job can help employees better adapt to the goals and strategies of the business. Some of the things that businesses can do to increase employee job satisfaction may include practices such as improving working conditions, increasing wages and benefits, providing training and development opportunities, rewarding employees, improving business culture and management style, reducing workload, Deciphering business policies and values, and taking employee feedback into account. Job satisfaction measurement is the process of determining the satisfaction levels of employees in a workplace related to their jobs. The measurement of job satisfaction is how happy employees are with their jobs, how effective they find workplace conditions, whether they meet the expectations of employers, the level of participation of employees in communication, leadership and teamwork in the workplace, etc. it deals with many different aspects, such as. Job satisfaction measurement evaluates the attitudes and behaviors of employees in the workplace. This measurement can be done through surveys, interviews, focus groups, performance evaluation data and other data collection methods. Job satisfaction measurements include some questions to assess how satisfied employees are with their jobs. Job satisfaction measurement gives employers the opportunity to evaluate employees' workplace satisfaction and, if necessary, make improvements in the workplace. In addition, employers can use these measurements to better understand the needs of employees and improve productivity in the workplace. Key Words: Educational Management, Job Satisfaction, Measurement of Job Satisfaction

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27

Singh, Parbudyal, and Natasha Loncar. "Pay Satisfaction, Job Satisfaction and Turnover Intent." Articles 65, no. 3 (November 9, 2010): 470–90. http://dx.doi.org/10.7202/044892ar.

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The purpose of this paper was to examine the relationships among pay satisfaction, job satisfaction, and turnover. While there is a fairly large body of literature on pay satisfaction/dissatisfaction-turnover relationship, there are reasons to expect different outcomes in occupations – such as social work and nursing – where job satisfaction, versus pay, may be of equal, if not greater importance. Essentially, it may be argued that in these sectors, workers are driven more by job satisfaction rather than their paychecks. Yet, there is little empirical research on this issue; thus, a primary purpose of this study is to address this research need. This study will add to the recent research that has focused on key human resources management and industrial relations issues related to the nursing profession in Canada. Furthermore, many studies use a unidimensional measure of pay satisfaction even though the literature suggests that there are better measures. Using a four-dimensional instrument in this study, we improve on past practices. Using a sample of 200 nurses in a unionized hospital in Ontario to test our hypotheses, we found support for both (viz., 1. The four pay dimensions will affect turnover intent differently; and 2. Job satisfaction will add incrementally to the explained variance in the pay satisfaction-turnover relationship). The findings support the contention that nurses may be more motivated by their jobs, versus their pay. The findings may be good news for organizations that want to better manage labour costs. There are different ways for hospitals to improve their workplace environment in order to increase satisfaction with intrinsic job factors and reduce turnover.

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Ismail, Hussein N., Silva Karkoulian, and Sevag K. Kertechian. "Which personal values matter most? Job performance and job satisfaction across job categories." International Journal of Organizational Analysis 27, no. 1 (March 11, 2019): 109–24. http://dx.doi.org/10.1108/ijoa-11-2017-1275.

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PurposeAs one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.Design/methodology/approachBased on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.FindingsFindings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.Originality/valueThis research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.

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Dogar, Imtiaz Ahmad, Samreen Afzal, Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS." Professional Medical Journal 22, no. 11 (November 10, 2015): 1525–30. http://dx.doi.org/10.29309/tpmj/2015.22.11.2445.

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Objectives: To determine the level of job satisfaction of physicians and teachershaving regular jobs and those having contract based jobs and to compare level of job satisfactionbetween these types of jobs and between the two professions. Study design: Cross sectionalstudy. Duration and place of study: This study was conducted with teachers and physiciansrecruited at different schools, colleges and hospitals of Faisalabad in six months from October,2008 to March 2009. Subjects and methods: A sample of 200 participants, 100 physicians(50 regular and 50 on contract basis) from public hospitals and 100 teachers (50 regular and50 on contract) from public schools and colleges was drawn through purposive convenientsampling technique. Result: In overall profession wise analysis teachers scored higher onjob satisfaction scale (m=131.98) than physicians (m=126.98). Personals having regular jobshad lower job satisfaction (m=128.52) than professionals have contract jobs (m=130.45).Conclusion: Contract based jobs carry higher levels of job satisfaction for employees than theregular based jobs.

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Ramli, Nor Ika Shahirah, and Shafirul fadzli Faizatul anuar. "STUDY OF EMPLOYEE SATISFACTION AGAINST DIFFERENT ASPECTS: A CASE STUDY OF MANUFACTURING INDUSTRY (DRB-HICOM SDN BHD)." International Journal of Humanities Technology and Civilization 7, no. 2 (December 14, 2022): 35–40. http://dx.doi.org/10.15282/ijhtc.v7i2.8743.

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Job Satisfaction refers to how employees view their work, as well as the psychological attitudes that people have towards their jobs. Given the strong association between the impact of job performance , it is important to better identify and acknowledge the factors which affect the overall employee job satisfaction which correlated to the employee performance. A study to analyze the factors affecting employee satisfaction that affect employee performance is necessary. The objective of this research is to investigate the association between job satisfaction and different factors affecting employee performance among employees in the DRB-Hicom Sdn Bhd manufacturing industry. This research uses a quantititative method where a questionnaire survey is used to assess job satisfaction based on variables which are work, salary, management communication, and demographic profilling and how they can affect joc satisfaction. The demographic profilling contribute to minimally to none to the employee satisfaction whereas work, salary, and management greatly affect the entire employee satisfaction rate according to the high mean value of the factors. Correlation study shows that there is a positively high level of correlation strength between work, salary, and management communication against the employee performance which supports the hypothesis made for this research.

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Wade, Barbara. "Studying job satisfaction." Primary Health Care 1, no. 6 (June 1991): 8. http://dx.doi.org/10.7748/phc.1.6.8.s16.

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Grinevicius, Gediminas. "Job satisfaction research." Nursing Older People 22, no. 3 (March 25, 2010): 8. http://dx.doi.org/10.7748/nop.22.3.8.s12.

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Alexandra, Theodorou. "TEACHERS JOB SATISFACTION." International Journal of Advanced Research 9, no. 10 (October 31, 2021): 1365–67. http://dx.doi.org/10.21474/ijar01/13692.

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Freeman, R. "GDP job satisfaction." British Dental Journal 198, no. 11 (June 2005): 693. http://dx.doi.org/10.1038/sj.bdj.4812388.

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Vaida, Allen J. "Monitoring Job satisfaction." American Journal of Health-System Pharmacy 43, no. 6 (June 1, 1986): 1414–15. http://dx.doi.org/10.1093/ajhp/43.6.1414.

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MUELLER, CHARLES W., and JOANNE COMI MCCLOSKEY. "Nurses?? Job Satisfaction." Nursing Research 39, no. 2 (March 1990): 113???116. http://dx.doi.org/10.1097/00006199-199003000-00014.

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BLEGEN, MARY A. "Nurses?? Job Satisfaction." Nursing Research 42, no. 1 (January 1993): 36???41. http://dx.doi.org/10.1097/00006199-199301000-00007.

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Wilhoit, Corinne. "Job satisfaction—Erratum." Journal of Emergency Nursing 23, no. 2 (April 1997): 96. http://dx.doi.org/10.1016/s0099-1767(97)90084-2.

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Weiss, Howard M. "Deconstructing job satisfaction." Human Resource Management Review 12, no. 2 (June 2002): 173–94. http://dx.doi.org/10.1016/s1053-4822(02)00045-1.

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Chan, Angela. "Job satisfaction guaranteed." Nursing Standard 28, no. 8 (October 23, 2013): 64–65. http://dx.doi.org/10.7748/ns2013.10.28.8.64.s52.

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Cooney, Jane. "‘Endless job satisfaction’." Dental Nursing 15, no. 8 (August 2, 2019): 397. http://dx.doi.org/10.12968/denn.2019.15.8.397.

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McTernan, Edmund J. "Job Satisfaction Study." Journal of Diagnostic Medical Sonography 4, no. 6 (November 1988): 327. http://dx.doi.org/10.1177/875647938800400609.

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Derlin, Roberta, and Gail T. Schneider. "Understanding Job Satisfaction." Urban Education 29, no. 1 (April 1994): 63–88. http://dx.doi.org/10.1177/0042085994029001006.

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McMurray, Julia E., Eric Williams, Mark D. Schwartz, Jeffrey Douglas, Judith Kirk, T. Robert Konrad, Martha Gerrity, Judy Ann Bigby, and Mark Linzer. "Physician job satisfaction." Journal of General Internal Medicine 12, no. 11 (November 1997): 711–14. http://dx.doi.org/10.1046/j.1525-1497.1997.07145.x.

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Wnuk, Marcin. "Organizational Conditioning of Job Satisfaction. A Model of Job Satisfaction." Contemporary Economics 11, no. 1 (March 31, 2017): 31–44. http://dx.doi.org/10.5709/ce.1897-9254.227.

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Cakmur, Hulya. "Concept and Evaluation of Job Satisfaction: Developed Job Satisfaction Index." TAF Preventive Medicine Bulletin 10, no. 6 (2011): 759. http://dx.doi.org/10.5455/pmb.20111018014747.

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Lee, Chae Ri, and Kyung Eun Jahng. "The Effect of Working Mothers’ Job Satisfaction on Their Subsequent Childbirth Plan: Focusing on Mothers Working as Managers." Korean Journal of Child Studies 43, no. 4 (November 30, 2022): 389–400. http://dx.doi.org/10.5723/kjcs.2022.43.4.389.

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Objectives: The study has two goals: First, it explores the effects of working mothers’ (in managerial positions) job satisfaction on their subsequent childbirth plans . In addition, it identifies the differential impact of working mothers’ job satisfaction on their future childbirth plans according to their job satisfaction type.Methods: This study used data from the Korean Women Manager Panel (2020). Research participants include 573 working mothers between their 20s and 40s who are managers and have one child. Working mothers’ job satisfaction was assessed using the Job Satisfaction Measurement Scale. This instrument comprises sub-factors including wage, working hours, work and life balance, promotion, senior, and job. Data were analyzed using cluster and logistic regression analysis.Results: The cluster analysis results suggested three clusters: Job Satisfaction Type, Job Dissatisfaction Type, and Selective Job Satisfaction Type. Additionally, job satisfaction’s effect on mothers’ subsequent childbirth plans was significant only for mothers in the Job Satisfaction group. In contrast, the impact of job satisfaction on future childbirth plans was not significant in working mothers in other groups.Conclusion: This study confirmed the differences in the effects of working mothers’ (in managerial positions) job satisfaction types on their subsequent childbirth plans. Notably, this study identified discrete groups of working mothers according to their job satisfaction. Furthermore, its findings revealed patterns of changes related to job satisfaction in their subsequent childbirth plans.

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Parks, Janet B., and Luis Fernando Parra. "Job Satisfaction of Sport Management Alumnae/i." Journal of Sport Management 8, no. 1 (January 1994): 49–56. http://dx.doi.org/10.1123/jsm.8.1.49.

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This study investigated job satisfaction of alumnae/i of an undergraduate sport management program (N = 254). It questioned whether there would be a significant difference between job satisfaction scores of alumnae/i employed in positions related to sport and the scores of alumnae/i employed in positions unrelated to sport. Job satisfaction was measured by the Job Descriptive Index and the Job in General scales (Ironson, Smith, Brannick, Gibson, & Paul, 1989; Smith, Kendall, & Hulin, 1969). Eighty-four (71.2%) of the 118 respondents held positions related to sport and 34 (28.8%) were in positions unrelated to sport. A MANOVA with follow-up ANOVAs was used to examine differences in satisfaction scores across the “jobs related to sport/jobs unrelated to sport” distinction. Except for “satisfaction with present pay,” no significant differences were found. These results suggested that sport management alumnae/i who obtain jobs unrelated to sport may have approximately equal prospects of attaining job satisfaction as graduates who obtain jobs related to sport.

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Cho, Eun Kyo, and Hyun Jung Moon. "School Nurses’ Perception of Job Performance Difficulties, Job Stress, Job Identity and Job Satisfaction." Research in Community and Public Health Nursing 34 (March 31, 2023): 43. http://dx.doi.org/10.12799/rcphn.2023.00010.

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Purpose: To examine school nurses' perception of job performance difficulties, stress, identity, and satisfaction, and to identify the factors that affect job satisfaction. Methods: Data were collected through online survey questionnaires distributed to 189 regular school nurses working in Metropolitan I. The self-report questionnaire consisted of three instruments and demographic questions. The data were collected from June 29 to July 31, 2020, and analyzed using frequency, percentage, mean and standard deviation, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression statistical techniques. Results: Perception of job performance difficulties showed a significant positive correlation with job stress (r=.20. p=.007), job identity (r=-.55, p<.001) and job satisfaction (r=-.39, p<.001), and each showed a negative correlation. Job stress showed a negative correlation with job satisfaction (r=-.65, p<.001), and job satisfaction and job identity showed a positive correlation (r=.53, p<.001). Job stress (β=-.58, p<.001), job identity (β=.43, p<.001), school-level elementary school (β=.19, p<.001), and middle school (β=.13, p=.011) were found to have a significant effect on job satisfaction. Conclusion: As job stress, job identity, and school level are important factors influencing job satisfaction, interventions are needed to lower the job stress of school nurses and strengthen their job identity. In addition, since the job satisfaction of school nurses can have a great impact on the health and happiness of students as well as the quality of life of future generations, it is necessary to improve policies and systems to increase the job satisfaction of school nurses.

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Pangarso, Astadi, and Vidi Ramadhyanti. "PENGARUH LINGKUNGAN KERJA NON FISIK TERHADAP KEPUASAN KERJA DOSEN TETAP STUDI PADA FAKULTAS KOMUNIKASI DAN BISNIS UNIVERSITAS TELKOM BANDUNG." KINERJA 19, no. 2 (February 21, 2017): 174. http://dx.doi.org/10.24002/kinerja.v19i2.543.

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The purpose of this study is to determine the influence of non-physical work environment on job satisfactionÂ lecturer of the Faculty of Communication and Business at the University of Telkom Bandung. The independentvariable X of the study is non-physical work environment while the dependent variable Y is job satisfaction. TheÂ data are obtained by distributing questionnaires, sampling technique uses the saturation. The analytical methodÂ used is a simple linear regression analysis method.The research results prove that the non-physical work environment by 38.8% have influence on jobÂ satisfaction lecturer of the Faculty of Communication and Business, University of Telkom Bandung and theremaining 61.2% is influenced by other factors that are not observed in this study. In other words, there isÂ a partial effect of non-physical work environment on permanent lecturersâ€™ job satisfaction on the Faculty ofCommunication and Business, University of Telkom Bandung.Keywords: human resources, non-physical work environment, job satisfaction

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