Job satisfaction: review and suggestion for future research

Białas, Sylwia; Litwin, Joanna

doi:10.2478/oam-2013-0029

Cited by 2 publications

(4 citation statements)

References 28 publications

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“…In the analyzed company, good relations with superiors and positive relationships with co-workers are also important for job satisfaction. Similar results can be found in other studies conducted both in Poland (Białas & Litwin, 2013) and abroad (Hajdukova et al, 2015;Guloglu et al, 2014).…”

Section: Discussionsupporting

confidence: 91%

“…Analyzing numerous studies conducted in different countries (e.g. Mysíková & Vecernik, 2013;Vinas-Bardolet, 2020;Rabbanee et al, 2012;Zhang et al, 2019;Sokolová et al, 2016;Borooah, 2009) and in different sectors of the economy (Viseu et al, 2020;Białas & Litwin, 2013;Kumar, 2020;Chordiya et al, 2019), including TSL (Mitonga-Monga, 2018;Sila & Širok, 2018;Chhetri et al, 2018), it is difficult to identify just one decisive factor determining job satisfaction. Based on our research, the most important determinants of job satisfaction seem to be access to information necessary for the proper performance of work and independence in performing assigned tasks.…”

Section: Discussionmentioning

confidence: 99%

“…Other studies add to it, along with employment stability and fair remuneration, the possibility of personal growth (Juchnowicz, 2012), as well as a good atmosphere at work and good performance of duties by co-workers (Hajdukova et al, 2015). Employment stability and relations with supervisors and co-workers are also very important for job satisfaction (Białas & Litwin, 2013). Combinations of different factors were also proposed by A. Springer 2011, who put forward a set of 16 factors potentially influencing employee satisfaction grouped into four variants corresponding to the categories of four needssecurity, affiliation, power and recognition, and growth.…”

Section: Determinants Of Job Satisfactionmentioning

confidence: 99%

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Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas

Wyrwa

2020

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Research background: This article concerns job satisfaction considered as an important impulse affecting employee behavior, with particular emphasis on the analysis of the significance of the factors that shape it. Purpose of the article: The purpose of this paper is to analyze and evaluate environmental factors shaping job satisfaction in a company from the TSL industry. This article addresses the problem of job satisfaction, considered as an important impulse influencing employee behavior, with particular emphasis on the analysis of the importance of the factors that underlie it. The search for an answer to the question of what determines the satisfaction of the employee and whether the employees are diversified based on their preferences in this area, relied on own research carried out among employees of a transportation company. Methods: First of all, for each factor indicated in the questionnaire a measure was calculated — weighted average number of points. Using the criterion of decreasing value of this measure, a ranking of the importance of factors shaping job satisfaction in the surveyed company was prepared. Secondly, in order to supplement the analyses, the correlation between general job satisfaction and particular factors of job satisfaction was examined. The values of Spearman's rank correlation coefficients and Kendall's tau coefficients (τ-Kendall) were calculated. The correlation analysis allowed us to examine the strength and direction of the influence of 20 factors on the overall job satisfaction. Findings & Value added: The conducted research shows that the two most important factors necessary to achieve job satisfaction are access to information necessary for proper performance of work and independence in performing the entrusted tasks. The correlation analysis confirmed that in the surveyed company job satisfaction is shaped primarily by factors that influence the employees' needs related to affiliation. On the other hand, the correlation coefficients between general satisfaction and factors shaping the need for respect and recognition and self-fulfillment turned out to be statistically insignificant. Building job satisfaction requires identification of its sources and recognition of the nature of the relationship between general satisfaction and its determinants. Without knowledge of these factors and the extent to which they are responsible for employee satisfaction and dissatisfaction, actions taken by employers may turn out to be misguided and become only a source of costs and not the expected benefits. In conditions of limited resources, employers should optimize activities aimed at building employee satisfaction and focus their efforts on those attributes of the working environment, the modification of which will have the most desirable consequences.

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Section: Discussionsupporting

confidence: 91%

Section: Discussionmentioning

confidence: 99%

Section: Determinants Of Job Satisfactionmentioning

confidence: 99%

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Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas

Wyrwa

2020

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“…In addition, indirect forms of compensation such as remuneration are believed to increase discipline, commitment, and willingness to learn new things that support the effectiveness of achieving organizational performance. This findings is in line with previous empirical findings which emphasize that remuneration plays an important role in encouraging employee satisfaction (Białas et al, 2015;Jalal & Zaheer, 2017;Nur Agustiningsih, 2016;Sawitri et al, 2018).…”

Section: Figure 2 Beta Coefficientsupporting

confidence: 93%

The Effect of Remuneration Policies and Learning Organizations on Employee Satisfaction and Performance in Regional Development Banks of East Java

CAHYONO¹,

SANUSI²,

Supriadi³

2022

TR1010

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As a business organization, East Java Regional Development Bank (PT Bank Pembangunan Daerah Jawa Timur Tbk) has a clear landscape in improving its business by emphasizing on the development of its human capital. Therefore, the purpose of this study is to examine how the job satisfaction and performance of banking employees can increase in terms of the role of remuneration policy and learning organization. A total of 202 East Java Regional Development Bank employees who are in the middle managerial position are taken as respondents in this study. This study uses AMOS-based structural equation modeling in analyzing the collected data. The results show that all the effects between the observed variables are accepted. An important finding from this research is that remuneration policy is found to be the most important determinant of satisfaction and performance.

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Job satisfaction: review and suggestion for future research

Cited by 2 publications

References 28 publications

Determinants of job satisfaction in a transport company: a Polish case study

Determinants of job satisfaction in a transport company: a Polish case study

The Effect of Remuneration Policies and Learning Organizations on Employee Satisfaction and Performance in Regional Development Banks of East Java

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