Relevant bibliographies by topics / Workplace satisfaction

Academic literature on the topic 'Workplace satisfaction'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 January 2023

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Journal articles on the topic "Workplace satisfaction"

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Adel Mohammad A. Binyaseen, Adel Mohammad A. Binyaseen. "Workplace Environment and Productivity: Employees' Reaction towards the Quality of Physical Environment in Rented Saudi Workplaces." journal of king abdulaziz university environmental design Science 6, no. 1 (January 7, 2009): 123–35. http://dx.doi.org/10.4197/env.6-1.6.

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Research concerned with enhancing productivity in workplaces has considered physical environment as a key issue. Recent trends in workplace design always call for the need to use physical environment as a tool to encourage productivity. Due to the growing evidence which relates physical environment with productivity, this paper examines employees' satisfaction with their physical environment in five rented Saudi workplaces. The research is prompted by the need to demonstrate to Saudi governmental organizations that the existing situation of rented workplaces does not provide employees with enough support to perform their jobs effectively. Results out of five rented workplaces belonging to Municipality of Makkah revealed some dissatisfaction of different staff groups with nine important aspects of physical environment in workplaces. Satisfaction with Privacy, services and workspace area were found to be the strongest predictors of overall workplace satisfaction (OWS). Moreover, employees considered satisfaction with these predictors as important factors to achieve productivity.
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Hassanain, Mohammad A., Ali K. Alnuaimi, and Muizz O. Sanni-Anibire. "Post occupancy evaluation of a flexible workplace facility in Saudi Arabia." Journal of Facilities Management 16, no. 2 (May 8, 2018): 102–18. http://dx.doi.org/10.1108/jfm-05-2017-0021.

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Purpose This paper aims to present an assessment of user satisfaction of an innovative workplace design, otherwise known as flexible workplaces. Design/methodology/approach The study first sought to establish the level of flexibility of the workplace through the identification of flexibility criteria presented in a checklist format. In total, 29 criteria were identified and subsequently assigned weights by ten professionals. These professionals further assessed a case study office building through a walkthrough exercise to determine its level of flexibility. Furthermore, a post occupancy evaluation (POE) was conducted to assess the level of users’ satisfaction with functional performance elements. Questionnaire surveys were administered to 142 users, with a 63 per cent response rate. The feedback was analyzed and presented using the mean satisfaction index approach. Findings The results showed that the total flexibility achieved by the facility is 67.63 per cent, which is considered to be “averagely flexible”. The POE results also showed that users were strongly dissatisfied (SD) with the “adequate number of enclosed offices,” which is one of the corner-stones of flexibility where open-plan offices are strongly encouraged. Users expressed dissatisfaction with other issues, while their overall satisfaction with the facility was noted. Originality/value This study is based on the premise that innovative workplace facilities will only fulfill its intended objectives if designers consider the satisfaction of its users. The study makes a specific contribution in the assessment of workplace flexibility and occupants’ satisfaction of flexible workplaces. This will be of significant value to facility managers, designers and space planners involved in the design and management of workplace facilities.
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CLARK, KATHY. "Customer Satisfaction and Workplace Safety." Home Healthcare Nurse: The Journal for the Home Care and Hospice Professional 21, no. 2 (February 2003): 126–27. http://dx.doi.org/10.1097/00004045-200302000-00014.

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Wright, Roosevelt, Shirley Wesley King, and William E. Berg. "Job Satisfaction in the Workplace." Journal of Social Service Research 8, no. 3 (November 7, 1985): 65–79. http://dx.doi.org/10.1300/j079v08n03_05.

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van der Walt, Freda, and Jeremias J. de Klerk. "Workplace spirituality and job satisfaction." International Review of Psychiatry 26, no. 3 (June 2014): 379–89. http://dx.doi.org/10.3109/09540261.2014.908826.

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Opengart, Rose, Thomas G. Reio Jr., and Wei Ding. "Workplace Incivility and Job Satisfaction." International Journal of Adult Vocational Education and Technology 10, no. 2 (April 2019): 1–16. http://dx.doi.org/10.4018/ijavet.2019040101.

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Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.
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Hauret, Laetitia, and Donald R. Williams. "Workplace diversity and job satisfaction." Equality, Diversity and Inclusion: An International Journal 39, no. 4 (April 30, 2020): 419–46. http://dx.doi.org/10.1108/edi-01-2019-0030.

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PurposeThis article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.Design/methodology/approachUsing merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.FindingsThe relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.Practical implicationsThe research highlights the need for employers to actively manage the diversity within their firms.Originality/valueThe paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.
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Kim, Eun Jung, Inhan Kim, and Mi Jeong Kim. "The Impact of Workplace Disability Facilities on Job Retention Wishes among People with Physical Disabilities in South Korea." Sustainability 12, no. 18 (September 11, 2020): 7489. http://dx.doi.org/10.3390/su12187489.

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The 2030 UN Agenda for Sustainable Development aims to end poverty “in all forms” and achieve sustainable development by 2030, while ensuring that “no one is left behind”, including people with disabilities. Disability is referenced eleven times in the Agenda. Disabled people face high risks of poverty because of barriers such as lack of workplace disability facilities. The goal of the study was to examine how workplace disability facilities affect job retention plans among workers with physical disabilities in South Korea and how perceived workplace safety and work satisfaction act as mediators. The 2018 Panel Survey of Employment for the Disabled was used, and we examined 1023 workers with physical disabilities. Path analysis was used to examine the relationships. Results showed that workers whose workplaces provided more disability facilities were significantly more likely to perceive their workplaces as safe and had higher work satisfaction; hence, they were more likely to wish to maintain their present jobs than those whose workplaces offered fewer facilities. However, many workplaces in Korea did not provide any disability facilities. The study provides empirical evidence to support development of policies for improved workplace facilities and work environments for disabled people, in accordance with the UN Agenda.
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Ding, Regina, Amiram Gafni, and Allison Williams. "Cost Implications from an Employer Perspective of a Workplace Intervention for Carer-Employees during the COVID-19 Pandemic." International Journal of Environmental Research and Public Health 19, no. 4 (February 15, 2022): 2194. http://dx.doi.org/10.3390/ijerph19042194.

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In developed countries, population aging due to advances in living standards and healthcare infrastructure means that the care associated with chronic and degenerative diseases is becoming more prevalent across all facets of society—including the labour market. Informal caregiving, that is, care provision performed by friends and family, is expected to increase in the near future in Canada, with implications for workplaces. Absenteeism, presenteeism, work satisfaction and retention are known to be worse in employees who juggle the dual role of caregiving and paid employment, representing losses to workplaces’ bottom line. Recent discourse on addressing the needs of carer-employees (CEs) in the workplace have been centred around carer-friendly workplace policies. This paper aims to assess the potential cost implication of a carer-friendly workplace intervention implemented within a large-sized Canadian workplace. The goal of the intervention was to induce carer-friendly workplace culture change. A workplace-wide survey was circulated twice, prior to and after the intervention, capturing demographic variables, as well as absenteeism, presenteeism, turnover and impact on coworkers. Utilizing the pre-intervention timepoint as a baseline, we employed a cost implication analysis to quantify the immediate impact of the intervention from the employer’s perspective. We found that the intervention overall was not cost-saving, although there were some mixed effects regarding some costs, such as absenteeism. Non-tangible benefits, such as changes to employee morale, satisfaction with supervisor, job satisfaction and work culture, were not monetarily quantified within this analysis; hence, we consider it to be a conservative analysis.
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Blackon, Bret, Joohee Lee, Rebecca Bain, B. Michelle Brazeal, Courtney Williams, and Yolanda Green. "Person-centredness in the workplace: an examination of person-centred skills, processes and workplace factors among Medicaid waiver providers in the United States." International Practice Development Journal 12, no. 2 (November 23, 2022): 1–12. http://dx.doi.org/10.19043/ipdj.122.006.

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Background: Existing research supports the effectiveness of person-centred practices in working with persons with physical, intellectual and developmental disabilities, but less clear is the influence of workplace factors on the implementation and quality of person-centred practices. Aims: This article explores the influence of workplace factors on job satisfaction and on the implementation and quality of person-centred practices in healthcare agencies that provide home- and community-based services through a Medicaid waiver in Mississippi, a state in the southeastern United States. Methods: Purposive sampling was used to collect data via online surveys to explore the interrelationships among person-centred workplaces, job satisfaction and person-centred practices. Results: Path analysis reveals that a person-centred workplace influences both skill implementation and person-centred processes. Job satisfaction was significantly correlated to skill implementation and person-centred processes in bivariate analysis but was not detected in the path model. Conclusion: This study suggests that organisations may improve the provision of person-centred practices by investing in policies that create a person-centred workplace. Implications for practice: A person-centred workplace environment is a critical factor that influences person-centred practices and job satisfaction among employees Adapting practices to be person-centred should occur at every level of an organisation Social care organisations should maintain continuous assessments of person-centredness to ensure a person-centred workplace where employees consistently use person-centred skills and processes with the people whom they support
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Dissertations / Theses on the topic "Workplace satisfaction"

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Wynn, Jennifer Kay Lewis Philip M. "Defining bitterness in the workplace." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Summer/Theses/WYNN_JENNIFER_55.pdf.

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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.

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Femina, Devi. "Workplace social capital, job satisfaction and workplace performance in developed and developing countries." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-social-capital-job-satisfaction-and-workplace-performance-in-developed-and-developing-countries(9323de21-3677-452c-9546-dbb6d350d8c8).html.

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Although social capital had been found to solve collective action problems, social capital at work or workplace social capital has only recently begun to be researched. This is noteworthy given that most of our waking hours are spent in the workplace. While workplace social capital is suggested to improve workplace performance, job satisfaction had been found to improve workplace performance. However, workplace social capital and job satisfaction have never been examined together with regard to workplace performance. Furthermore, most studies on workplace performance have focused on developed countries with evidence from developing countries is lacking. The aims of this thesis were to investigate 1) whether workplace social capital affects job satisfaction; 2) the relationship of social capital, job satisfaction and workplace performance; 3) whether individual characteristics differ in determining job satisfaction in developed and developing countries; and 4) whether context of organisations in developed and developing countries differ in determining the relationship of social capital, job satisfaction and workplace performance. To achieve those aims, this thesis selects two sets of secondary data representing developed countries: EWCS2010 in Europe combining workers with their regions and countries and WERS2011 in Britain linking workers to their workplaces; while primary data froma developing country have been gathered from public hospitals in Indonesia associating workers with workplaces. As such, this thesis exploits two approaches using structural equation modelling in multilevel models. First, the customary Macro-micro approach is used to examine the relationship between workplace social capital and job satisfaction treating both variables as latent constructs. Second, the less common micro-Macro approach is exercised to investigate the relationship between workplace social capital, job satisfaction and workplace performance. Results from developed countries show that workplace social capital is positively associated with individual outcomes such as job satisfaction and well-being even in times of financial crisis. Comparing the results between developed and developing countries, workplace social capital is positively significantly associated with job satisfaction in Britain and in Indonesia. With regard to higher level outcomes, workplace social capital is associated with better financial performance, while job satisfaction is associated with higher quality in British general industry. Turning to results from Indonesia, workplace social capital is associated with lower expenditure per bed; job satisfaction, however, failed to be associated with any workplace performance measures. Several individual and workplace characteristics in both developed and developing countries have similar influences on job satisfaction and workplace performance. Nevertheless, there are some contrasting results regarding the influence of those characteristics in developed and developing countries.
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Leung, Lok-man. "Flexible workplace and workplace satisfaction a case study of Cathay Pacific Airways Limited /." Click to view the E-thesis via HKU Scholars Hub, 2005. http://lookup.lib.hku.hk/lookup/bib/B37936207.

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Nober, Michelle. "The effects of workplace restructuring on job satisfaction." University of the Western Cape, 2014. http://hdl.handle.net/11394/4727.

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Masters in Public Administration - MPA
This study has been conducted before when the company in question underwent a restructuring (name change) but did not threaten the loss of jobs. This study is being conducted again because another restructuring has taken place over the period of 2011/2012 and involved the retrenchment of employees nationally. The company represented in the study is one of the largest cleaning companies in South Africa and has a very broad and influential client base. They are in high demand in the cleaning industry and have positively impacted many companies and organisations over their many years of existence. Because of the magnitude of the workplace restructuring this time around, more people have been affected (both those who were retrenched as well as those who were left behind). According to Vermeulen, 2002, “Downsizing” is a term that emerged in managerial circles and was used in the business press, but no precise theoretical formulation underpins any clear definition of the term. When hearing the term downsizing, one often will use this together with the term “laying-off” interchangeably. However, some authors will focus on different elements of downsizing for example in reporting on a comprehensive study of downsizing in American industry, Cameron, Freeman and Mishra (1993) limited the term's use to a programme which is an intentional process. This process involves an overall reduction in personnel with a view to improving the efficiency of the organisation. The process wittingly or unwittingly affects work processes at the organisation concerned. According to Hellgren, et al (2005), the attitudinal constructs investigated in this study were job satisfaction, job involvement, organisational commitment, and turnover intention. Job satisfaction represents a general affective response to the overall job situation. Following Locke (1976, p. 1300), we define job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. ...employees who survived downsizing were likely to experience high levels of stress and decreased levels of organizational commitment and motivation. These individuals are often known as the "victims" of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well-being (Bennett, Martin, Bies, & Brockner, 1995; Cappeili, 1992; Fallick, 1996; Leana & Feldman, 1992). This study inevitably aimed to prove that workplace restructuring very well has an effect or impact on an employee’s job satisfaction, whether these effects were positive or negative. The findings of the study highlighted significant positive correlations between the two variables and highlights strong relationships between employees’ career advancement opportunities and job satisfaction; trust and job satisfaction, communication and job satisfaction, as well as employee commitment and loyalty and job satisfaction whereas trust (2) or employee morale seem to have no significant relationship with job satisfaction.
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Grizzle, Tashua Lashun. "Relationship Between Workplace Aggression and Employee Job Satisfaction." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3032.

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Workplace aggression incidents are increasing and, thus, becoming more difficult to address in the United States. Health care workers in particular are at an increased risk of burnout compared to individuals working in other occupations. The purpose of this quantitative correlational study was to investigate the propensity for workplace aggression among health care professionals and the association between job satisfaction and the propensity for workplace aggression. The conservation of resources theory was used to frame the study. The Work Environment Scale and the Conditional Reasoning Test of Aggression were used to collect data from 89 mental health clinicians, nurses, and technicians employed at 2 metro Atlanta hospitals. Findings indicated no correlation between workplace aggression and job satisfaction among mental health workers. Findings also indicated no higher propensity for workplace aggression among frontline workers (nurses and technicians) than among other mental health workers. However, findings revealed that employees with more years of service had a higher propensity for workplace aggression. Implications for social change include enhancing the capacity of mental health workers to handle the emotional and physical demands of the job.
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Patrick, Angela Scott. "An examination of teacher workplace satisfaction and student achievement." Click here to access dissertation, 2007. http://www.georgiasouthern.edu/etd/archive/fall2007/angela_s_patrick/Patrick_Angela_S_200708_edd.pdf.

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Thesis (Ed.D.)--Georgia Southern University, 2007.
"A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." Education Administration, under the direction of Barbara Mallory. ETD. Electronic version approved: December 2007. Includes bibliographical references (p. 139-154) and appendices.
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Christian, Stacie. "Workplace Antidiscrimination Policy Effect on Transgender Employee Job Satisfaction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3598.

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Not all organizations in Wisconsin have transgender inclusive antidiscrimination policies. Leadership can use the results of this study to understand the effect of antidiscrimination policies on transgender employee job satisfaction. Quantitative data were collected from transgender employees aged 18 years or older who were employed but not self-employed in the state of Wisconsin. The relationship between the presence and absence of transgender inclusive antidiscrimination policy and job satisfaction was addressed by creating an anonymous online survey that contained demographic questions, the 1997 Job Descriptive Index (JDI) and the Job in General (JIG). Participants were notified of the study using fliers disseminated via community service groups and events, web magazines, social media, and personal contact. Participants (n = 38) self-selected to participate. Fourteen participants reported that their workplace had transgender inclusive antidiscrimination policy (37%), 12 participants (31.5%) reported no such policy, and 12 participants (31.5%) were not aware of the presence of this policy. Data were analyzed to determine correlations between job satisfaction facets within the JDI and the JIG and the presence of antidiscrimination policy that includes employees who are transgender. Results revealed that the job satisfaction of employees whose workplaces had transgender inclusive antidiscrimination policies was highest when correlated to promotion opportunities, r = .854 followed by the employee's viewpoints about their actual work, r = .832, people in the workplace, r = .820, with the lowest correlation for the supervision facet, r = .808. These findings contribute to positive social change by promoting antidiscrimination policies for transgender employees, increasing job satisfaction, and reducing turnover.
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Jones, M. Anita. "A Study of Satisfaction With Online Learning in Workplace Training." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2158.

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The American workplace and American culture have rapidly transitioned to online learning and are now more dependent on technology. Yet, in spite of a multitude of studies that explored online learning, it has not been established whether managers are satisfied with application of technology to training. The purpose of this study was to examine receptiveness as expressed by satisfaction with effectiveness of online training among managers to determine if a relationship exists for age, position, and length of service. The research was based on theoretical foundations of Herzberg's theory of motivation and Herzberg's theory of job satisfaction. The goal of the study was to evaluate receptiveness as reflected by managers' level of satisfaction with the use of online learning in workforce training, and the presence of age, lengths of service, or position differences in satisfaction with online training. This quantitative study used nonexperimental stepwise multiple regression analysis, based on secondary data from the 2011 Senior Executive Service survey administered by the Office of Personnel Management of the United States government (n = 4,954). Results indicated that the number of employees managed was an influential factor in determining receptiveness, and supported age, length of service, and position differences in satisfaction with online training among managers. Results linked usage and effectiveness to satisfaction with effectiveness of online training. Based on the results, managers should add or increase online training to provide greater training capability and flexibility. The application may promote positive social change as these results could better equip managers in the public sector with greater training flexibility.
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Cheney, Alan B. (Alan Bruce). "Critical Expectations of Workers Undergoing a Major Change in the Workplace." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330706/.

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In an effort to determine whether job satisfaction and expectations in a group of workers undergoing major change in the workplace differ from groups of workers not undergoing major change, data were collected from three groups of workers at the operator level in a major U.S. electronics manufacturing company. Two of the groups were not undergoing a major work redesign and served as control groups. A group undergoing the early stages of a major work redesign, characterized primarily by their formation into a self-managed work team, served as the experimental group. The experimental group and one control group were located at the same manufacturing plant, while the other control group was located at another plant. It was hypothesized that the group of workers undergoing change would differ in job satisfaction and that over time, the difference would grow. It was also hypothesized that the group undergoing change would have different expectations about the nature of their jobs in the future. Data were collected from members of the three groups using a modified version of Hackman and Oldham's (1980) Job Diagnostic Survey, with two administrations of the survey seven months apart. Data were analyzed using a 3 (Groups) X 2 (Perception: "Now" versus "Near Future") x 2 (Administration) factorial design, with repeated measures Oil the Perception variable. Results revealed a difference in job satisfaction between the groups, as hypothesized. Results also revealed that members of the experimental group did have a few expectations for the future not held by members of the control groups; otherwise, expectations differed very little between the groups. Explanations for these findings are offered. This study suggests that those charged with implementing major change in the workplace should keep in mind that they may not see dramatic reactions from workers asked to make major changes, at least at the earliest stages of the change.
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Books on the topic "Workplace satisfaction"

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Karlins, Marvin. Making the workplace a worthplace. Dubuque, Iowa: Kendall/Hunt, 1990.

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Bauer, Thomas. High performance workplace practices and job satisfaction: Evidence from Europe. Bonn, Germany: IZA, 2004.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Improving performance and commitment in the workplace. 3rd ed. New York, NY: McGraw-Hill/Irwin, 2013.

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A, Lepine Jeffery, and Wesson Michael J, eds. Organizational behavior: Improving performance and commitment in the workplace. Boston: McGraw-Hill/Irwin, 2009.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Improving performance and commitment in the workplace. 2nd ed. Boston: McGraw-Hill Irwin, 2011.

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Rothlin, Philippe. Boreout!: Overcoming workplace demotivation. London: Kogan Page, 2008.

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Richard, Worsley, ed. Tomorrow's workplace: Fulfilment or stress? Norfolk: Tomorrow Project, 2001.

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Rochelle, Chantal De la. Team training: Does it increase satisfaction and improve performance? Kingston, Ont: IRC Press, 1999.

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Bassman, Emily S. Abuse in the workplace: Management remedies and bottom line impact. Westport, Conn: Quorum, 1992.

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Horizontal management: Beyond total customer satisfaction. New York: Lexington Books, 1991.

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Book chapters on the topic "Workplace satisfaction"

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Freeze, R. Allan. "Satisfaction in the Workplace." In Social Indicators Research Series, 271–303. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-10913-3_11.

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Judge, Timothy A., Shuxia (Carrie) Zhang, and David R. Glerum. "Job Satisfaction." In Essentials of Job Attitudes and Other Workplace Psychological Constructs, 207–41. New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429325755-11.

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Adams, Jeremy. "Satisfaction, Meaning, and Happiness in the Workplace." In Managing People in Organizations, 175–85. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20773-8_11.

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Tanizaki, Takashi, Takeshi Shimmura, and Nobutada Fujii. "Shift Scheduling to Improve Customer Satisfaction, Employee Satisfaction and Management Satisfaction in Service Workplace Where Employees and Robots Collaborate." In Serviceology for Services, 15–25. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61240-9_2.

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Rozkwitalska, Małgorzata. "Job Satisfaction and Subjective Well-Being in the Multicultural Workplace." In Contributions to Management Science, 123–35. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-39771-9_9.

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Adams, Jeremy. "Positive Effects of Workplace Satisfaction and Negative Effects of Withdrawal." In Managing People in Organizations, 153–74. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20773-8_10.

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Nishimura, Kazuo, and Tadashi Yagi. "Life and Workplace Satisfaction and Behaviour Change Ability—An Empirical Study in Japan." In Economics, Law, and Institutions in Asia Pacific, 303–21. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-5727-6_13.

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Ebrahim, Zarina Begum, Muhammad Khawari Mustapa, Nurul Ain Mustakim, Noorzalyla Mokhtar, and Muna Kameelah Sauid. "The Influence of Workplace Support on Job Satisfaction Among Academic Staff in Five Malaysian Public Research Universities." In Proceedings of the Regional Conference on Science, Technology and Social Sciences (RCSTSS 2016), 381–89. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0203-9_35.

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Naim, Mohammad Faraz, and Helena Bulinska-Stangrecka. "Down the Rabbit Hole: Social Media, Workplace Collaboration, Millennial Psychological Need Satisfaction and Affective Commitment in Industry 4.0." In Thriving in Digital Workspaces, 253–64. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24463-7_13.

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Alexander Markow, Franklin. "An Exploratory Study of Leaders' Expression of Love and Followers' Perceptions of Satisfaction and Engagement in the Workplace." In Love and Organization, 277–97. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003254034-14.

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Conference papers on the topic "Workplace satisfaction"

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Quoquab, Farzana, Nomahaza Mahadi, and Siti Halimah Bt Abd Hamid. "Cyberloafing: Does workplace internet leisure affect employee satisfaction?" In 2015 International Conference on Computer, Communications, and Control Technology (I4CT). IEEE, 2015. http://dx.doi.org/10.1109/i4ct.2015.7219532.

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Al-Nuaimi, Mounyah Waiel, Ranin Abidi, Banan Mukhalalati, Alla El-Awaisi, Ahmed Awaisu, Mohhamed Diab, and Fatima Mraiche. "An Examination of the Employment Preparedness, Job Satisfaction, and Impact in the Workplace of Qatar University Pharmacy Alumni: A Mixed Methods Study." In Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2021. http://dx.doi.org/10.29117/quarfe.2021.0132.

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Introduction: The level of alumni’s job satisfaction and preparedness has been found to affect the impact in the workplace. Little is known about alumni’s employment experience in Qatar. Objective: The aim of this study is to explore the employment preparedness, job satisfaction and impact in the workplace of College of pharmacy graduates in Qatar. Methods: A sequential exploratory mixed methods study was conducted. For the qualitative phase, data were collected by focus groups and were analyzed thematically. Quantitative data collection involved administration of a validated questionnaire. Results: Research findings suggested that college of Pharmacy (CPH) alumni were mostly well prepared in terms of knowledge and skills. They were mostly satisfied about the curriculum and the experiential learning experience. The participants were challenged by the lack of deep knowledge and skills needed for their area of expertise. COVID-19 pandemic was associated with increased workload and stress. Being a Qatar University graduate facilitated the recruitment process. Lastly, a positive impact in the workplace was reported through implementation of NAPRA competencies and AFPC learning outcomes. Conclusion: This study will facilitate the understanding of factors that affect the preparedness, job satisfaction of CPH alumni and their impact in the workplace, which will ultimately enhance the learning experience in CPH.
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Rosid, Andiana, Najmudin Najmudin, and Suwarto Suwarto. "The Mediating Role of Job Satisfaction on the Relationship of Workplace Spirituality and Organizational Justice on Workplace Deviance Behavior." In Proceedings of the 2nd International Conference of Business, Accounting and Economics, ICBAE 2020, 5 - 6 August 2020, Purwokerto, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.5-8-2020.2301093.

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Kusumawati, Diah, Dadan Erwandi, Fatma Lestari, and Abdul Kadir. "Comparison of Psychological Distress, Life Satisfaction and Workplace Bullying Between Site and Office Workers in Oil and Gas Industry." In Abu Dhabi International Petroleum Exhibition & Conference. SPE, 2021. http://dx.doi.org/10.2118/208002-ms.

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Abstract In recent years, various industries become increasingly aware of the importance of mental health. Mental health is closely related to the management of psychosocial hazards in the workplace. The oil and gas industry is considered to be one of the laggards in the management of workers’ psychosocial hazards and mental health even though mental health is considered to affect workers’ health and operational safety. Workplace bullying is a phenomenon that can give adverse effects to individual workers and the organization. For workers, bullying can interfere with physical health, psychological stress, and satisfaction with life and work. This paper discusses prevalence of workplace bullying, psychological stress, and satisfaction with life of workers in the upstream oil and gas industry. The phenomenon experienced by workers on Sites is compared with the experience of the office workers in this paper, with no significant differences found between the incidence of bullying and satisfaction with life between the two populations. On the other hand, there is a significant difference in the psychological stress and chronic diseases reported by the respondents. Site workers experience higher psychological stress and more reported chronic health disorders than the office workers.
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Nappi-Choulet, Ingrid, Gisele Ribeiro, and Nicolas Cochard. "User satisfaction and workspace effectiveness: conditional effects of stress and workplace attachment." In 26th Annual European Real Estate Society Conference. European Real Estate Society, 2019. http://dx.doi.org/10.15396/eres2019_272.

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Halim, Haslina. "Hotel Employee Retention: Do Workplace Environment, Leader Communication And Job Satisfaction Matter?" In 7th International Conference on Communication and Media. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.06.02.39.

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Cakula, Sarma, and Madara Pratt. "Technological Solution for Remote Workplace Communication to Improve Employee Motivation and Satisfaction." In 2022 International Conference on Electrical, Computer, Communications and Mechatronics Engineering (ICECCME). IEEE, 2022. http://dx.doi.org/10.1109/iceccme55909.2022.9988407.

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Jaklin, Stella, Pija Kramberger, Katja Kostanjevec, and Alin Klančnik. "Ergonomic Arrangement of the Office Workplace." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.49.

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The main aim of this paper is to introduce the importance of ergonomic design of the office workplace and its impact on employee health. The discussion is based on the knowledge that a properly ergonomically designed office has a posivite impact on individual health. Ergonomics is the interdisciplinary study of workloads and the search for relief when the workload causes discomfort or even exceeds the permissible limit. An ergonomically incorrect office can cause a number of accidents and health problems for individuals. The aim of ergonomics is to adapt work to the potential and needs of people in the workplace, to ensure their safety and health. It is important to know the correct positioning of the elements in the office space, i.e. chair, desk, screen, mouse, keyboard. Proper regulation prevents health problems and increases employee satisfaction, productivity and engagement. This paper should also trigger questions about how to increase the knowledge and uptake of ergonomics in the workplace.
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Abdulova, Aygun. "Impact of Workplace Isolation on Job Satisfaction of Azerbaijan Companies During Covid-19." In 16th International Strategic Management Conference. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.12.04.3.

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Azhar, Puteri Nurfarahain Fatihah Shamsul, Nurul Amirah Samsudin, Nur Husna Fathiah Johari, Nurul Fatihah Hanif, and Nur Zalikha Othman. "Islamic Workplace Environment (IWE) and Employees’ Job Satisfaction at PNB Ilham Resort, Malaysia." In Palembang Tourism Forum 2021 (PTF 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.211223.011.

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Reports on the topic "Workplace satisfaction"

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Cubelo, Floro, Anndra Dumo Parviainen, Hannele Turunen, and Krista Jokiniemi. Workplace Integration Strategies for Internationally Educated Nurses (IENs): Mixed-Method Systematic Review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, November 2022. http://dx.doi.org/10.37766/inplasy2022.11.0075.

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Review question / Objective: a. Population: Internationally Educated Nurses (IENs) are those who have received their initial education and registration from their home countries and have migrated abroad to work as Registered Nurses); b. Intervention: Integration into a new workplace abroad; c. Comparison intervention: Impact of integration intervention; d. Outcome measures: Impact of Integration Intervention on work satisfaction and professional competencies in nursing. • Review Question: Does IEN who receive integration intervention have better work satisfaction and professional competencies compared to those who did not receive any integration program/intervention into a new workplace healthcare environment? • Objective: To explore and summarize the current evidence-based integration strategies as a guide to creating effective integration policies for IENs.
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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, June 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambiguity, role conflict, social support, perceived organizational support, job satisfaction, and burnout). • Leaders’ use of emotion regulation strategies (cognitive reappraisal and cognitive defusion) mitigated the impact their cognitive distortions had on burnout, specifically. • Attempting to suppress emotional responses was relatively ineffective compared to the other two emotion regulation strategies (cognitive reappraisal and cognitive defusion). These insights suggest that certain emotion regulation strategies may be helpful in ameliorating the deleterious effects of cognitive distortions on leaders’ burnout. The current paper provides an overview of the different cognitive distortions and emotion regulation strategies explored and includes advice on what leaders can do to more effectively notice and manage cognitive distortions that emerge during distressing situations. "
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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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