An Empirical Study of Factors  Influencing Job Satisfaction

Pandey, Pooja; Asthana, Pradeep Kumar

doi:10.18843/ijcms/v8i3/11

Cited by 8 publications

(5 citation statements)

References 6 publications

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“…Furthermore, the research conducted by Pandey and Asthana (2017) demonstrated a statistically significant positive correlation (β=0.375) between promoting opportunities and employee work gratification, as indicated by the regression analysis. On the other hand, Ramhit (2019) found a robust negative correlation between career prospects (r = -0.788, ρ = 0.000) and job gratification, signifying that job gratification levels tend to be lower when career prospects are limited.…”

Section: Achievementmentioning

confidence: 72%

“…Therefore, companies should give careful attention to their policy implementation to address employee dissatisfaction with company policies, which, in turn, can directly or indirectly influence employee engagement. Additionally, Pandey and Asthana (2017) found a significant relationship (β=0.237) between organizational policy & strategy and job gratification, indicating that organizational policy & strategy accounts for more than 23% of employee job gratification. However, Khurosani and Salim's ( 2018) study presents contrasting results that do not align with the expected outcome.…”

Section: Achievementmentioning

confidence: 93%

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Determinants Affecting Job Gratification of Non-Uniformed PNP Personnel in Zamboanga del Norte

Romero

2024

Spr. J. Arts. Humanit. Soc. Sci.

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This study assessed the gratification level of non-uniformed personnel (NUP) working in the Zamboanga del Norte Police Provincial Office and its stations. The study utilized a quantitative approach using a survey questionnaire for data gathering from 111 participating Non-Uniformed Personnel in the three (3) districts of Zamboanga del Norte, Philippines. Mean, Weighted Mean, and Chi-Square were the statistical tools used in this study. Results revealed that the non-uniformed personnel respondents' level of job gratification resulted in a composite mean of 3.97, verbally interpreted as much gratified. The educational attainment, employment status, and years of employment show a significant relationship concerning the gratification level of employees when grouped according to profile variables. On the other hand, age and civil status have no significant relationship. It is concluded that job satisfaction is positively correlated with higher levels of education, stable employment status, and longer years of experience.

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Section: Achievementmentioning

confidence: 72%

Section: Achievementmentioning

confidence: 93%

Determinants Affecting Job Gratification of Non-Uniformed PNP Personnel in Zamboanga del Norte

Romero

2024

Spr. J. Arts. Humanit. Soc. Sci.

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“…Nikolaou et al (2005) argue that job satisfaction levels increase with education levels because workers can gain the correct employment positions to help them live a great life. Other authors have argued that higher job satisfaction comes from higher income (Bakan and Buyukbese, 2013), better employment benefits (Pandey and Asthana, 2017) and career advancement opportunities (Ling et al, 2018;Mehdiabadi and Li, 2016) that higher educational backgrounds provide.…”

Section: Determinants Of Job Satisfaction and Demographic Measuresmentioning

confidence: 99%

Migrant construction workers' demography and job satisfaction: a New Zealand study

Rotimi

Ramanayaka

Olatunji

et al. 2021

ECAM

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PurposeThe demand for construction-related occupations has increased consistently over many years in New Zealand (NZ). This has necessitated recourse to migrant workers to address capacity and capability requirements. Migrant construction workers hail from various backgrounds with a complex set of their needs being met through employment in NZ. Research on understanding the satisfaction levels of this category of construction workers is scarce. With recent insinuations about migrant exploitations, research investigations into this knowledge area are significant. In this study, the authors sought to establish the moderating effect of migrants' demography on the determinants of job satisfaction in NZ's construction sector.Design/methodology/approachData were obtained from migrant construction workers of Chinese extraction through a structured questionnaire survey. From 200 questionnaires administered, 108 samples were completed by migrant construction workers involved in major projects in Auckland city, NZ. Data obtained were analysed using descriptive and inferential statistics to establish the moderating effects of their demography on job satisfaction.FindingsResults from this study support the internal validity and reliability of these personal characteristics as moderators of job satisfaction for migrant construction workers. These results suggest the relevance of personal characteristics of Chinese migrants in any improvement initiatives being developed for this group of construction workers.Research limitations/implicationsThe findings from this study contribute to the discourse on the relevance of construction migrants as a strategic alternative to addressing skill shortages within the NZ construction sector. They also provide evidence that contributes to an improved understanding of the migrant workforce to meet their aspirations and enhance their general well-being.Originality/valueAlthough the study is ethnic-specific, the conclusions show the relevance of personal characteristics in the experiences of construction migrant workers. The study is representative of the catchment of temporary migrant workers in the construction industry in NZ. The study provides insights for organisations employing migrants about putting in place appropriate measures to enhance their satisfaction levels. Finally, this study's findings may contribute to policy initiatives on the optimal categories of migrants engaged on construction activities to derive the maximum benefits for NZ.

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“…This finding supports the theory and research conducted by Taleb (2013) that job satisfaction of a teacher is influenced by the condition at workplace (work environment). In addition, work environment has a significance positive relationship on job satisfaction (Pandey & Asthana, 2017;Kocman & Weber, 2018). Having an uncomfortable work environment will distress the teachers; as they will do meaningless acts like muttering, gossiping, babbling, etc.…”

Section: Malaysian Online Journal Of Educational Management (Mojem)mentioning

confidence: 99%

Influence of Interpersonal Communication, Work Environment and Locus of Control on Teachers’ Job Satisfaction

Sembiring¹,

Purba²

2019

MOJEM

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Improving teachers' job satisfaction is a challenge since the needs and the character of teachers who live in small districts are different to those living in big cities. The purpose of this study is to obtain information about the influence of interpersonal communication, work environment, and locus of control on job satisfaction. This research involved public elementary teachers in Tigapanah District, North Sumatera, Indonesia. The total sample of 136 teachers were selected using the Kreijcie and Morgan Table, while proportional random sampling was used to determine the selected data. To test the hypothesis, the data was analysed by using path analysis after fulfilling the analysis requirements test, namely the Normality and Linearity test. The research findings show that teachers' job satisfaction was directly influenced by interpersonal communication, work environment and locus of control. Based on these findings, it can be concluded that any change or variation that occurs in Job Satisfaction is influenced by interpersonal communication, work environment and locus of control. From the findings on the three variables, it turns out that the locus of control influences more in increasing job satisfaction, followed by work environment and interpersonal communication. Therefore, in managing job satisfaction of the teachers, interpersonal communication, work environment and locus of control must be included in the strategic planning of human resource development in Public Elementary School Teachers' in Tigapanah District, while other variables need to be taken into account by future research on job satisfaction

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An Empirical Study of Factors Influencing Job Satisfaction

Cited by 8 publications

References 6 publications

Determinants Affecting Job Gratification of Non-Uniformed PNP Personnel in Zamboanga del Norte

Determinants Affecting Job Gratification of Non-Uniformed PNP Personnel in Zamboanga del Norte

Migrant construction workers' demography and job satisfaction: a New Zealand study

Influence of Interpersonal Communication, Work Environment and Locus of Control on Teachers’ Job Satisfaction

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