Journal articles: '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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Mohite, Mr Maheshkumar Devendra, and Dr R. V. Kulkarni. "Job satisfaction Factors of Employee in Virtual Workplace: Review." International Journal of Trend in Scientific Research and Development Special Issue, Special Issue-FIIIIPM2019 (March 20, 2019): 38–42. http://dx.doi.org/10.31142/ijtsrd23059.

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Chen, Hsi-Tien, and Chih-Hung Wang. "Incivility, satisfaction and turnover intention of tourist hotel chefs." International Journal of Contemporary Hospitality Management 31, no. 5 (May 13, 2019): 2034–53. http://dx.doi.org/10.1108/ijchm-02-2018-0164.

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Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

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Achoba, Mercy Inikpi, Roshida Abdul Majid, and Cyril Obinna Obiefuna. "Relationship between Window and View Factors in the Workplace: A SEM Approach." International Journal of Built Environment and Sustainability 8, no. 2 (May 11, 2021): 103–13. http://dx.doi.org/10.11113/ijbes.v8.n2.667.

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Office occupants’ have always preferred workplaces that have windows that connects them to the outside. Window access to the outside can influence occupants’ satisfaction with the combination of other workplace features. This study aims to identify the window and view factors relationship in the workplace, to confirm the reliability and validity of the measurement and structural model. Adopting a cross-sectional survey design, primary data from five offices in the Kogi State of Nigeria with 267 respondents were collected by using the convenience sampling method and analysis was performed with the Statistical Package for Social Science version 23 and AMOS 22.0 version as the modelling tool. The study identified eleven vital factors that are interrelated in the relationship between windows and view in the workplace. They are referred to as latent construct namely; Window distance (WDB), Seating arrangement (SAB), Room height (FHB), Office size (OSB), Window position (WPB), Window Sill level (WLC), Window size (SWC), Window type (TWC), View content (CVC), View satisfaction (VSC), and Occupants’ satisfaction (SAT). The result showed a valid model using the Structural Equation Model, and the effect of the current workplace negligence on occupants’. This study improves the existing knowledge on the window and view relationship in the workplace, and provide suggestions for Facility Managers, Architects, and Interior Designers on maintaining a healthy workplace environment

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Hayat, Fariha, Dr Neelam Ehsan, Dr Adam Khan, and Dr Amna Khan Shahid. "Role of Emotion Regulation as a Buffer against Workplace Stress among Nurses during COVID-19." Journal of Professional & Applied Psychology 2, no. 2 (December 30, 2021): 206–17. http://dx.doi.org/10.52053/jpap.v2i2.68.

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The present study examined the relationship between workplace stress and job satisfaction among nurses along with exploring the moderating role of emotional regulation during the COVID-19 pandemic. A sample of 120 (n=60 male, n=60 female) nurses were approached from different public and private hospitals of Islamabad and Rawalpindi, Pakistan. The Workplace Stress Scale, The Minnesota Satisfaction Questionnaire-Short Form, and Emotion Regulation Questionnaire were used to assess workplace stress, job satisfaction, and emotion regulation abilities among nurses. Pearson product-moment correlation and Linear regression analysis were carried out to measure the relationship of workplace stress with job satisfaction and the moderating effect of emotion regulation, respectively. Findings of the study revealed that workplace stress is negatively associated with job satisfaction among nurses. Moreover, moderation analysis indicated that cognitive reappraisal significantly moderated the relationship between workplace stress and job satisfaction. Other key findings of the study indicated that female nurses were higher on workplace stress and used cognitive reappraisal as compared to male nurses who used expressive suppression. Moreover, married nurses were higher on workplace stress as compared to unmarried nurses. Public sector nurses were higher on job satisfaction. The findings of the study suggest that there is a strong need to reduce workplace stress by developing healthy emotion regulation strategies to increase the level of job satisfaction among nurses, especially during this pandemic environment.

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Irdina, Irdina, Daisy Mui Hung Kee, Vasunthra Reddy, Zafirah Izzati, Kamini Sri, Manuela Granda Perez, Camilo Alberto Perez Restrepo, et al. "AirAsia’s Efforts in Maintaining Good Workplace Environment for its Employees During Covid-19." International Journal of Tourism and Hospitality in Asia Pasific 3, no. 3 (October 31, 2020): 22–32. http://dx.doi.org/10.32535/ijthap.v3i3.941.

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This study aims to examine the relationship between the workplace environment and employees’ satisfaction; to what extent can the workplace environment affect job satisfaction? The study used past research and interviewing an employee on job satisfaction and so was able to come up with reliable conclusions. The results showed a positive and strong correlation between workplace environment and job satisfaction. This study enhances the understanding of job satisfaction which can be used by managers to create a better workplace environment and boost employee performances.

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Safariana, Muhammad Adam, and Mukhlis Yunus. "THE IMPACT OF JOB SATISFACTION MEDIATION ON WORKPLACE SPIRITUALITY RELATIONS AND PRESTIGE PERCEPTION OF THE PERFORMANCE OF THE STATE CIVIL APPARATUS (ASN) IN THE REGIONAL SECRETARIAT OF ACEH BESAR REGENCY." International Journal of Business Management and Economic Review 05, no. 02 (2022): 180–93. http://dx.doi.org/10.35409/ijbmer.2022.3379.

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This research aims to measure the impact of job satisfaction mediation on workplace spirituality relationships and prestige perceptions on the performance of employees. The population used was the entire state civil apparatus (ASN) in the Regional Secretariat of Aceh Besar Regency (Setda Aceh Besar), Indonesia, which amounted to 132 employees. Structural equation modeling (SEM) was used as an analytical method to determine the influence of all the variables involved. The results show that Workplace Spirituality affects Satisfaction, Prestige Perception affects Satisfaction, Workplace Spirituality affects ASN performance, Prestige Perception does not affect ASN performance, Satisfaction affects ASN performance, Satisfaction partially mediates the Workplace Spirituality effect on ASN performance, and Satisfaction fully mediates Prestige Perception effect on ASN performance of Setda Aceh Besar. These findings prove that the ASN performance improvement model at the Aceh Besar District Secretariat is a function of increasing Workplace Spirituality, Prestige Perception, and Satisfaction, where Satisfaction acts as a partial mediator on the influence of workplace spirituality on ASN performance, and as a full mediator on the influence of Prestige Perception on ASN performance.

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Khan, Muhammad Safdar, Natasha Saman Elahi, and Ghulam Abid. "Workplace Incivility and Job Satisfaction: Mediation of Subjective Well-Being and Moderation of Forgiveness Climate in Health Care Sector." European Journal of Investigation in Health, Psychology and Education 11, no. 4 (September 22, 2021): 1107–19. http://dx.doi.org/10.3390/ejihpe11040082.

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Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed.

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Jin and Lee. "The Mediating Effect of Workplace Spirituality on the Relation between Job Stress and Job Satisfaction of Cancer Survivors Returning to Work." International Journal of Environmental Research and Public Health 16, no. 19 (September 20, 2019): 3510. http://dx.doi.org/10.3390/ijerph16193510.

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This study aimed to investigate the mediating effect of workplace spirituality in the relation between job stress and job satisfaction as well as the level of job stress, job satisfaction, and workplace spirituality of cancer survivors returning to work. A total of 126 cancer survivors who returned to work more than six months prior to the research participated in this study. Participants were recruited through snowball sampling; they were visiting the outpatient clinic at two general hospitals located in a metropolitan city and their clinical stage was stage 0 or stage 1. The collected data were analyzed using SPSS 22.0. Job stress, workplace spirituality, and job satisfaction had a negative correlation, whereas workplace spirituality and job satisfaction had a positive correlation. The Sobel test was performed to verify the significance of the mediating effect size of workplace adaptation, the results confirmed a partial mediating effect of workplace spirituality on the relation between job stress and job satisfaction (Z = –4.72, p < 0.001). This study confirmed the mediating effect of workplace spirituality in the relation between job stress and job satisfaction. A systematic program needs to be developed to enhance workplace spirituality, a spiritual approach, to relieve job stress and increase job satisfaction.

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Fairbrother, Kerry, and James Warn. "Workplace dimensions, stress and job satisfaction." Journal of Managerial Psychology 18, no. 1 (February 2003): 8–21. http://dx.doi.org/10.1108/02683940310459565.

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Vermeulen, Hester, and Catharina van Oostveen. "Workplace empowerment and nurses’ job satisfaction." Nederlands Tijdschrift voor Evidence Based Practice 14, no. 1 (February 2016): 13–14. http://dx.doi.org/10.1007/s12468-016-0006-0.

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Uppal, Sharanjit. "Disability, workplace characteristics and job satisfaction." International Journal of Manpower 26, no. 4 (June 2005): 336–49. http://dx.doi.org/10.1108/01437720510609537.

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Tanabe, Shin-ichi, Masaoki Haneda, and Naoe Nishihara. "Workplace productivity and individual thermal satisfaction." Building and Environment 91 (September 2015): 42–50. http://dx.doi.org/10.1016/j.buildenv.2015.02.032.

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Hombrados-Mendieta, Isabel, and Francisco Cosano-Rivas. "Burnout, workplace support, job satisfaction and life satisfaction among social workers in Spain: A structural equation model." International Social Work 56, no. 2 (December 2, 2011): 228–46. http://dx.doi.org/10.1177/0020872811421620.

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This article analyses the effects of burnout in a sample of social workers from Malaga, Spain. The results obtained with the structural equations model confirm that burnout has a negative influence on workplace support, job satisfaction and life satisfaction and that workplace support has a positive influence on job satisfaction. Workplace support acts as mediator variable between burnout and job satisfaction and buffers the negative effects of burnout on job satisfaction and life satisfaction among social workers.

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Edosomwan, Henry Samuel. "Relationship between Workplace Fun and Job Satisfaction among University Administrative Staff: Does Perceived Organizational Support Matter?" Asian Journal of Social Sciences and Management Studies 9, no. 2 (May 6, 2022): 42–50. http://dx.doi.org/10.20448/ajssms.v9i2.3902.

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Research on the underlying factors connecting workplace fun and job satisfaction in public organizations is in dearth. Based on the aforementioned, this study examined the moderating effect of perceived organizational support (POS) in the relationship between workplace fun and job satisfaction. A cross-sectional design was adopted for the study. The convenience sampling technique was used for selecting 167 university administrative staff consisting of 58 males and 109 females. Standardized self-report measures were adopted for data collection while the regression analysis (complemented with model 1 of Hayes' PROCESS Macro) was used for testing the hypotheses via the IBM-SPSS version 25. The results indicated that workplace fun positively and significantly predicted job satisfaction. POS was positively and significantly related to job satisfaction but did not moderate the relationship between workplace fun and job satisfaction. The research findings suggest that workplace fun and POS are salient factors for the experience of satisfaction at work. It is recommended that workplace fun should be encouraged and supported by the organization as this has a unique way of improving job satisfaction.

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Sabbar, Duaa Kadhim, and Wissam Jabbar Kassim. "Relationship between Workplace Related Violence and Job Satisfaction among Nurses Staff." Pakistan Journal of Medical and Health Sciences 16, no. 3 (March 31, 2022): 1018–20. http://dx.doi.org/10.53350/pjmhs221631018.

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Background: Violence in the workplace is a global public health problem and has caused a serious threat to the physical and mental health of health care workers. Furthermore, workplace violence also has a negative impact on the behavior of health care workers in the workplace. Aims: The purpose of study is to investigate the relationship between workplace related violence and job satisfaction among nurses’ staff. Methods: A descriptive correlational study conducted in Nasiriya Province/ Iraq, by simple random sample of 209 nurses is selected through the use a probability sampling approach. The reliability of the questionnaire was achieved through a pilot study and then presented to experts to prove its validity. The total number of items included in the questionnaire was 30-items for work related violence and 17-tiems for job satisfaction. The data was collected by using the self-report method and analyzed by the application of descriptive and inferential statistical data analysis approach. Results: The results of the study indicated that (50.2%) of the nurses exhibited a moderate workplace related violence and (69.4%) moderate job satisfaction. There were negative significant correlation between workplace related violence and job satisfaction (r= -0.401; p=0.001). Conclusion: Job satisfaction among nurses was found to be inversely connected with workplace violence "high work-related violence reduced job satisfaction". Workplace policies and procedures that focus on environmental security reporting and monitoring, as well as instructional seminars for nurses, are reducing violence and increasing job satisfaction. Keywords: Workplace, Violence, Job Satisfaction, Nurses.

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Al Hashimi, Asma Shughail Aqib, and Adi Anuar Azmin. "THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND JOB SATISFACTION IN OMAN’S HOTEL SECTOR: THE MEDIATING ROLE OF OCCUPATIONAL SELF-EFFICACY." Journal of Tourism, Hospitality and Environment Management 6, no. 24 (September 30, 2021): 39–53. http://dx.doi.org/10.35631/jthem.624005.

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An inclusive workplace helps in achieving effective performance at all organisational levels. Workplace bullying is recognised as a global phenomenon tremendously influencing self-efficacy and employees’ job satisfaction. The current study aimed to examine the relationship between workplace bullying and job satisfaction with the mediating role of occupational self-efficacy in the hotel sector in Oman. The cross-sectional research was carried out in three hotels in Oman. The data were collected from 400 employees working in middle and low management in hotels in Oman. Additionally, data were gathered using the Negative Acts Questionnaire-Revised, the Occupational Self-Efficacy Scale, and the Generic Job Satisfaction Scale. Preliminary data analysis and regression analysis were performed using Statistical Package for Social Science (SPSS). Meditational analysis was conducted with PROCESS macro written by Hayes. The findings highlighted that workplace bullying correlates with job satisfaction positively and negatively with occupational self-efficacy. Occupational self-efficacy was negatively correlated with job satisfaction. Regression analysis showed that workplace bullying was a significant predictor of job satisfaction. However, occupational self-efficacy did not significantly mediate the relationship between workplace bullying and job satisfaction. The mediational analysis confirmed that occupational self-efficacy did not mediate the relationship between workplace bullying and job satisfaction. Management must develop and concentrate on building an inclusive work environment to reduce workplace bullying and harness occupational self-efficacy. Practical steps must be taken to deliver the interventions that can empower the employee to tackle workplace bullying and improves self-efficacy. This study also identified limitations and future research options.

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Sutherland, John. "Job Quality in Scotland." Scottish Affairs 25, no. 3 (August 2016): 337–71. http://dx.doi.org/10.3366/scot.2016.0139.

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This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

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Zhai, Qingguo, Saifang Wang, and Helen Weadon. "Thriving at work as a mediator of the relationship between workplace support and life satisfaction." Journal of Management & Organization 26, no. 2 (December 4, 2017): 168–84. http://dx.doi.org/10.1017/jmo.2017.62.

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AbstractConservation of resources theory is employed to examine the effect of workplace support on thriving at work and the mediation of thriving at work on the workplace support and life satisfaction relationship using data on white-collar workers in China. We find that workplace support is positively related to thriving at work and thriving at work is positively related to life satisfaction. We also find that thriving at work fully mediates the relationship between life satisfaction and supervisor support, while the relationship between life satisfaction and coworker support is partially mediated by thriving at work. Consistent with the COR caravan and spillover hypothesis, we conclude that thriving at work is a mechanism that transmits the positive effects of workplace support on life satisfaction. The research findings suggest that an increase in workplace support can benefit both individuals and organizations by improving individuals’ thriving at work and life satisfaction.

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Jang, Eunmi, and Xing Chen. "How Can We Make a Sustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership." Sustainability 14, no. 5 (March 1, 2022): 2869. http://dx.doi.org/10.3390/su14052869.

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Ostracism in the workplace is a common phenomenon in modern society that impairs employees’ well-being. This study suggests that workplace ostracism reduces subjective well-being by examining the effect of workplace ostracism on subjective well-being. Based on self-determination theory and resource conservation theory, this study explores the underlying processes and their contingent factors in the relationship between workplace ostracism and employee well-being. Specifically, this study hypothesizes that workplace ostracism decreases employees’ well-being by enhancing employees’ need satisfaction. Furthermore, the perception of a direct supervisor’s authentic leadership positively moderates the relationship between workplace ostracism and employees’ need satisfaction. This study used moderated mediation analysis to evaluate our predictions using a two-time online survey of 485 Korean employees. The findings revealed that workplace ostracism has a detrimental impact on employee well-being via need satisfaction. However, perceptions of a direct supervisor’s authentic leadership positively moderate the association between workplace ostracism and need satisfaction. Our results have important practical and theoretical implications in the workplace ostracism literature.

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Levett, Kate M., Sharyn Coughlan, Sharon Longridge, Violet Roumeliotis, and Jon Adams. "Be well: A systems-based wellness intervention using mindfulness in the workplace – A case study." Journal of Management & Organization 25, no. 5 (August 15, 2017): 613–34. http://dx.doi.org/10.1017/jmo.2017.41.

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AbstractIntroduction: Healthy work environments are essential in determining improved well-being of Australians. Job stress has been identified as a significant factor in psychological distress. This study evaluated the effect of introducing a systems-based workplace wellness programme using mindfulness in the workplace. Methods: The programme ‘Be Well’ was introduced as part of a systems-based approach to workplace health promotion, and evaluated using sick leave as a proxy for workplace stress, and the stress satisfaction offset score to determine the degree of change in stress and satisfaction. Results: There was significant reduction in sick leave (2014 vs. 2012) (p<.001), and significant improvement in stress satisfaction offset score (p<.05). Logistic regression analysis identified the programme components most predictive of reduced stress and higher job satisfaction. Conclusion: The impacts of a systems-based mindfulness workplace wellness intervention, show significant improvements in workers’ sick leave and changes to stress and satisfaction scores. This study has implications for sector-wide policy change in the workplace.

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Bhatnagar, Sonali, and Matti Grosse. "Future workplace organisation: how digitisation affects employees' job satisfaction in agile workplaces." International Journal of Product Development 23, no. 4 (2019): 264. http://dx.doi.org/10.1504/ijpd.2019.10027144.

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Bhatnagar, Sonali, and Matti Grosse. "Future workplace organisation: how digitisation affects employees' job satisfaction in agile workplaces." International Journal of Product Development 23, no. 4 (2019): 264. http://dx.doi.org/10.1504/ijpd.2019.105492.

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Gahlawat, Neha, Rina S. Phogat, and Subhash C. Kundu. "Evidence for Life Satisfaction Among Dual-Career Couples: The Interplay of Job, Career, and Family Satisfaction in Relation to Workplace Support." Journal of Family Issues 40, no. 18 (August 8, 2019): 2893–921. http://dx.doi.org/10.1177/0192513x19868267.

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Using data from 406 dual-career couple employees in the Indian context, the current study has indicated that favorable perceptions of workplace support variables like work–family balance actions, supervisor support, coworker support, work autonomy, and role clarity lead toward heightened life satisfaction among dual-career couples. However, this relationship is not as simple as it seems. Interestingly, none of the five workplace support initiatives are directly related to the life satisfaction among employees. Bootstrap results via serial mediation model establish that job satisfaction, career satisfaction, and family satisfaction mediate individually and serially the relationships between various workplace support variables and life satisfaction. Being first of its kind, the study has potential to prove beneficial in improving the lives of employees if thorough consideration is given to workplace support in relation to various types of employees’ satisfaction.

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Ju, In-Joong, and Bong Jae Lee. "Effects of workplace satisfaction, job satisfaction and skills fitness on characteristics of workplace learning participation in university." Korean Society for the Study of Vocational Education 38, no. 6 (December 31, 2019): 65–87. http://dx.doi.org/10.37210/jver.2019.38.6.65.

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Chan, Simon C. H., and Wai-ming Mak. "Have you experienced fun in the workplace?" Journal of Chinese Human Resource Management 7, no. 1 (May 9, 2016): 27–38. http://dx.doi.org/10.1108/jchrm-03-2016-0002.

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Purpose This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects. Design/methodology/approach Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong. Findings The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction. Research limitations/implications The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design. Practical implications Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in. Originality/value This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.

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Gautam, Prakash Kumar. "Human Capital Management and Work Behavior: Evidence from Nepali Life Insurance Companies." International Research Journal of Management Science 4 (December 1, 2019): 48–64. http://dx.doi.org/10.3126/irjms.v4i0.27885.

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Background: Human resource is dynamic and complex ever because of changes in local, regional and global dimensions. Managing people for optimal use of their competencies for organizational purpose has no options. Employee motivation and employee turnover is being the central issue in the modern organizations, corporate movement of competent people is being the regular corporate news in business arena. Human capital management (HCM) helps them to be satisfied and being positive to their work and the organization. It helps organization to cope with turnover challenge and deviant workplace behavior. Employee motivation, satisfaction, job burnout, turnover are being common challenges to the management. To cope with such challenges, organizations should have strategic focus on human capital management. Objectives: This study aims to explore the situation of human capital management in Nepali insurance companies and the employee’s satisfaction from human capital management. The study also aims to examine the association between satisfaction from HCM and workplace behavior. To examine the gender influence on workplace behavior of the employees created by HCM. Methods: This study was conducted with correlational research design. Primary data for each variable was collected from 402 employees of different seven life insurance companies having at least five years of business experience. To observe the current HCM practices, 3-Point statements were asked. Structured questionnaire with 5-Point Likert Scale was used to collect responses on satisfaction from HCM and the satisfaction towards positive workplace behavior. Descriptive statistics, Pearson correlation, and independent sample t-tests were used to examine the objectives. Result: Results of the study revealed that Nepali insurance companies have maintained human capital management causing employee satisfaction. Employees have reported that they have positive workplace behavior. Female employees have more positive workplace behavior of employees. Employee’s satisfaction from HCM is obtained having positive relationship with workplace behavior. Conclusion: Nepali insurance companies have satisfactory HCM effective to motivate their employees. Employee’s satisfaction leads for positive workplace behavior. There is no gender difference in satisfaction on HCM while female have more positive workplace behavior in comparison to their male counterparts. Implications: To cope with intense competition among the competitors in Nepali insurance industry, this study provides strong evidence to focus on HCM and positive workplace behavior.

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Yılmaz, Ercan, and Hüseyin Arslan. "Examination of relationship between teachers' loneliness at workplace and their life satisfaction." Pegem Eğitim ve Öğretim Dergisi 3, no. 3 (September 1, 2013): 59–69. http://dx.doi.org/10.14527/c3s3m6.

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This research aims to examine teachers' life satisfaction level and their loneliness at workplace according to some variables. It also aims to find out predictive role and its level of teachers' loneliness at workplace on their life satisfaction. Research is carried out in accordance with relational screening model and 402 primary school teachers who are working in Ankara during 2012-2013 academic year and selected from 35 primary schools by use of disproportionate cluster sampling method constitutes the sample of the research. The data is collected with ''the scales of loneliness at workplace and life satisfaction'' and tested by making use of multiple regression technique. The differentiation levels in terms of teachers' life satisfaction and their loneliness at workplace, their sexes, marital status, attendance to concerted social activities out of school and union membership are analysed using T test. Research findings indicate that while there is not a significant difference between teachers' loneliness level at workplace with respect to marital status in the dimension of emotional deprivation, there is a meaningful diffrence in the dimension of social friendship. Single teachers feel themselves lonelier at workplace than married ones in social friendship dimension. According to marital status variable, life satisfaction levels show significant difference in favor of married teachers. Moreover, between the points of teachers' life satisfaction and the points of their loneliness at workplace in the dimensions of emotional deprivation and social friendship, there is meaningful negative way relationship. It is also inferred that there is a meaningful opposite relationship between emotional deprivation dimension of teachers' loneliness at workplace and social friendship dimension of their life satisfaction.

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Nyamubi, Gilman Jackson. "Determinants of Secondary School Teachers’ Job Satisfaction in Tanzania." Education Research International 2017 (2017): 1–7. http://dx.doi.org/10.1155/2017/7282614.

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This study examined teachers’ job satisfaction in Tanzania. It addressed one research question: what factors determine secondary school teachers’ job satisfaction? The study was conducted in eight secondary schools in two regions of Tanzania. It used focus group discussion as the data collection tool. Results show that teachers were satisfied by both monetary and nonmonetary incentives such as community support. They were pleased with fair remuneration packages that related to their labour input, opportunities for career development, a well-defined individual appraisal system, timely promotion, and requisite workplace conditions. The study also showed that teachers’ friendship and cooperation with coworkers and students as well as the respect of community members also enhanced their satisfaction in teaching. Also important to their satisfaction is their students’ success in and after school, which reveals the teachers’ sense of duty and responsibility. Teachers’ job dissatisfaction can lead to their search for other means to gain economically. It is recommended that care should be given to address teachers’ pertinent issues, especially salaries, workplace conditions, and timely promotion, to enhance teachers’ physical and mental attachment to their workplaces.

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Chasanah, Uswatun, and Dita Wahyu Saputra. "PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORKPLACE INCIVILITY." Kajian Bisnis Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha 29, no. 2 (April 27, 2021): 1–17. http://dx.doi.org/10.32477/jkb.v29i2.241.

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The purpose of this study is to examine the effect of job satisfaction on turnover intention mediated by workplace incivility. Workplace incivility is uses as an intervening variable. This study uses a path analysis approach to determine the relationship between variables, namely, job satisfaction, workplace incivility and also turnover intention. The population in this study were coffee shop employees. The method of data collection is done by a survey through a questionnaire with a Likert scale measurement. The number of samples of 100 respondents using non-probability sampling with purposive sampling method. The validity test shows all valid variables and Cornbach's Alpha reliability tests are all reliable. The results of the research questions have been proven correct. Job satisfaction is a positive effect on turnover intention which is mediated by workplace incivility. Kata kunci: Job Satisfaction, Workplace Incivility, Turnover Intention

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De Reuver, Renée, Brigitte Kroon, Damian Madinabeitia Olabarria, and Unai Elorza Iñurritegui. "Employee Satisfaction in Labor-Owned and Managed Workplaces: Helping Climate and Participation Spillover to Non-Owners." Sustainability 13, no. 6 (March 16, 2021): 3278. http://dx.doi.org/10.3390/su13063278.

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In contrast to shareholder-owned organizations, worker-owned cooperative organizations foster employee wellbeing such as employee satisfaction as an important outcome by itself. Due to expansions and economic fluctuations, larger worker-owned cooperations nowadays use mixtures of employment contracts resulting in varying shares of co-owners, contracted and temporary employees in workplaces. In the current paper, we research if this situation challenges the moral commitment of worker cooperatives to their employees, which derive from the cooperative philosophy on corporate responsibility. Where previous research contrasted employee wellbeing in worker cooperatives with share- holder owner organizations, this paper describes how various shares of co-owners in workplaces change mediating processes of helping climate and workplace participation and ultimately result in different levels of employee satisfaction. Archival data combined with survey data of 5907 employees in 99 hypermarkets were tested with multivariate analyses, and indicated that the helping climate and workplace participation positively mediated the association between the share of co-owners in hypermarkets and employee satisfaction. The findings imply that traditional worker-owned cooperatives, where a majority of all workers are owners, had more success in fostering cooperative values as a strategic outcome.

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Li, Jiacheng. "How and When Humble Leadership Impact Employees Well-Being: A Moderated Mediation Model." Lecture Notes in Education Psychology and Public Media 1, no. 1 (December 26, 2021): 226–33. http://dx.doi.org/10.54254/lnep.iceipi.2021203.

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This study aimed to explore how humble leadership affects employees autonomy need satisfaction and workplace well-being, and whether employees prevention regulation focus can moderate the association between humble leadership and autonomy need satisfaction. A questionnaire survey finally produced 222 valid cases. According to the results, humble leadership significantly impacts employees workplace well-being through autonomy need satisfaction, and employees prevention regulatory focus amplify the positive relationship between humble leadership and autonomy need satisfaction. The current research is extended in terms of humble leadership and workplace well-being.

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TABANCALI, Erkan. "The Relationship between Teachers’ Job Satisfaction and Loneliness at the Workplace." Eurasian Journal of Educational Research 16, no. 66 (December 19, 2016): 1–30. http://dx.doi.org/10.14689/ejer.2016.66.15.

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Mbazor, D. N., M. A. Ajayi, and V. O. Ige. "Staff Satisfaction with Workplace Facilities in the School of Environmental Technology, Federal University of Technology, Akure, Nigeria." Nigerian Journal of Environmental Sciences and Technology 2, no. 1 (March 2018): 69–77. http://dx.doi.org/10.36263/nijest.2018.01.0055.

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This paper presents the findings of the existing university infrastructural facilities (i.e. water supply, electricity supply, office facilities, faculty buildings, laboratory facilities and toilet/convenience facilities) in a representative sample of staff satisfaction with workplace facilities in the School of Environmental Technology, Federal University of Technology, Akure Nigeria. Published literatures have been analysed to review knowledge areas pertaining to workplace facilities and their contributions to organisational high productivity. Various workplace facilities evaluated in this study have been analysed to identify major areas of challenges for the faculty staffs’ satisfaction. A user satisfaction survey was developed to obtain the staffs’ qualitative feedback on their experience and satisfaction with the facilities provided in the faculty. The findings of the survey were analysed and reported to describe the level of satisfaction with the identified performance requirements for the workplace facilities. The main purpose of conducting the study was to determine whether or not the facilities provided at the workplace by the organisation provides the needed satisfaction to the working staff for optimum performance. This paper is of practical value to employers of labour whether private or public sectors, educational institutions, staff and students whose performance of duties are tied to the available facilities. University administrators involved in the provision of infrastructural facilities in the workplace should ensure that the provision and up-keep of the workplace enhancement requirements presented in this paper are properly addressed in the system.

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Rožman, Maja, Sonja Treven, and Vesna Čančer. "Motivation and Satisfaction of Employees in the Workplace." Business Systems Research Journal 8, no. 2 (September 1, 2017): 14–25. http://dx.doi.org/10.1515/bsrj-2017-0013.

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Abstract Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies. Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace. Methods/Approach: The paper is based on research including a survey of two age groups of employees in Slovenia. We employed the Mann-Whitney U test to verify differences in the motivation and satisfaction in the workplace between the two groups. Results: Older employees are more motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees regardless of their age. They are more satisfied with interpersonal relationships in the company; their work; working hours and the distribution of work obligations; and facilitation of the self-regulation of the speed of work performed. Conclusions: Motivation and satisfaction change as individuals age. Using this information, managers and employers can apply appropriate measures to contribute to employees’ well-being and better workplace performance, better working relationships with colleagues, higher productivity, and greater creativity.

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Farinde-Wu, Abiola, and Paul G. Fitchett. "Searching for Satisfaction: Black Female Teachers’ Workplace Climate and Job Satisfaction." Urban Education 53, no. 1 (May 25, 2016): 86–112. http://dx.doi.org/10.1177/0042085916648745.

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Job satisfaction may decrease teacher attrition. Furthermore, job satisfaction correlates with teacher retention, which may influence school building climate and student achievement. Potentially affecting students’ progress and seeking to reduce attrition rates among Black teachers, this quantitative study uses data from the 2007-2008 Schools and Staffing Survey to examine Black female teachers’ job satisfaction. Findings suggest that Black female teachers’ have job satisfaction when they are in an urban, non-charter school; receive administrative support; experience positive student behavior; and are committed to teaching. Concluding recommendations are offered for teacher education programs and school leaders.

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Schmidt, Steven W. "The relationship between satisfaction with workplace training and overall job satisfaction." Human Resource Development Quarterly 18, no. 4 (2007): 481–98. http://dx.doi.org/10.1002/hrdq.1216.

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Kim, Jinhee, and E. Thomas Garman. "Financial Stress, Pay Satisfaction and Workplace Performance." Compensation & Benefits Review 36, no. 1 (January 2004): 69–76. http://dx.doi.org/10.1177/0886368703261215.

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Rioux, Liliane, and Anne Pignault. "Workplace attachment, workspace appropriation, and job satisfaction." Psyecology 4, no. 1 (January 2013): 39–65. http://dx.doi.org/10.1174/217119713805088342.

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Akkirman, Ali D., and Drew L. Harris. "Organizational communication satisfaction in the virtual workplace." Journal of Management Development 24, no. 5 (June 2005): 397–409. http://dx.doi.org/10.1108/02621710510598427.

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Asgari, Sharareh, Vida Shafipour, Zohreh Taraghi, and Jamshid Yazdani-Charati. "Relationship between moral distress and ethical climate with job satisfaction in nurses." Nursing Ethics 26, no. 2 (July 18, 2017): 346–56. http://dx.doi.org/10.1177/0969733017712083.

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Background: Moral distress and ethical climate are important issues in the workplace that appear to affect people’s quality of work life. Objectives: This study was conducted to determine the relationship of moral distress and ethical climate to job satisfaction in critical care nurses. Materials and methods: This descriptive-correlation study was conducted on 142 critical care nurses, selected from five social security hospitals in north Iran through census sampling. Data were collected using a demographic questionnaire, the Moral Distress Scale–Revised, the Olson’s Hospital Ethical Climate Survey, and the Brayfield and Rothe Job Satisfaction index. Ethical considerations: The research project was approved by the Ethics Committee of Mazandaran University of Medical Sciences and the Medical Deputy of the Social Security Organization. Findings: The mean scores obtained by the critical care nurses for moral distress, ethical climate, and job satisfaction were 87.02 ± 44.56, 3.51 ± 0.53, and 62.64 ± 9.39, respectively. Although no significant relationships were observed between moral distress and job satisfaction, the relationship between ethical climate and job satisfaction was statistically significant (p < 0.05). Conclusion: Identifying ethical stressors in the workplace and giving proper feedback to the authorities to eliminate these factors and improve the ethical climate in these workplaces can help enhance job satisfaction in nurses and lead to higher quality care.

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Journal articles on the topic 'Workplace satisfaction'

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