The Role of Job Satisfaction on Employee Work Productivity

Tentama, Fatwa; Subardjo, Subardjo; Mulasari, Surahma Asti; Meilani, Eka

doi:10.2991/iconprocs-19.2019.25

Cited by 10 publications

(15 citation statements)

References 11 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The relationship between employee productivity and job satisfaction is JOCM 36,6 bidirectional, as some scholars contend that satisfaction leads to productivity, whereas others argue that productivity precedes satisfaction (Deepa et al, 2014;Mamiseishvili and Rosser, 2011). In a recent study conducted among faculty members in Indonesia, researchers found that productivity is positively associated with job satisfaction (Tentama et al, 2019). In light of available empirical evidence, we offer the following hypothesis:…”

Section: Employee Productivity and Job Satisfactionmentioning

confidence: 87%

Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction

Shaik,

Batta,

Parayitam

2023

JOCM

View full text Add to dashboard Cite

PurposeThis research aims to explore the effect of change management on job satisfaction. A conceptual model involving knowledge management and resistance to change as moderators tested the relationships in the context of a developing country, India.Design/methodology/approachData from 413 respondents from four important sectors – healthcare, education, manufacturing and information technology – were collected from southern India. First, the psychometric properties of the survey instrument were checked, and then hypotheses were tested using Hayes's PROCESS macros.FindingsThe results indicate that change management significantly predicts employee productivity and job satisfaction. Further, employee productivity mediated the relationship between change management and job satisfaction. This study also found that the resistance to change (first moderator) and knowledge management (second moderator) interacted with change management to enhance employee productivity.Research limitations/implicationsThis study has several contributions to the practitioners and academic scholars. The study has limitations, which are inherent in survey-based research, of common method bias and social desirability bias. However, the authors have taken adequate care to minimize these biases.Originality/valueThe three-way interaction (moderated moderated-mediation) tested in this research uniquely contributes to the literature on change management. To the best of the authors’ knowledge, this moderated moderated-mediation has been tested for the first time in the context of a developing country, India, and provides valuable insights into the practicing managers and change agents in bringing successful change in organizations.

show abstract

Section: Employee Productivity and Job Satisfactionmentioning

confidence: 87%

Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction

Shaik,

Batta,

Parayitam

2023

JOCM

View full text Add to dashboard Cite

show abstract

“…Make a decision on hiring personnel; in this approach, the ratio of price and quality is always considered before. The employer analyses how much the employee costs and what he can give the organization [14]. Talented employees are a symbol of success for any company.…”

Section: Effective Methodsmentioning

confidence: 99%

Employee Online Surveys: Satisfaction, Engagement, Loyalty, and Readiness for Personal Branding

Alikhanova¹,

Mineva²,

Smirnova³

2020

Proceedings of the International Conference on Economics, Management and Technologies 2020 (ICEMT 2020)

View full text Add to dashboard Cite

Employee engagement is understood by us as the highest stage of commitment. In our understanding, this is such a physical, emotional and intellectual state that can motivate employees to perform their work as efficiently as possible. Achieving employee engagement is a guarantee of the efficient operation of the company and its long-term competitiveness. In order to analyze the individual components of an employee's commitment to the company in recent years, online survey systems have become popular around the world. We identified eight key areas of employee surveys. We conducted a comparative substantive analysis of five software products based on online surveys of employees and revealed one common drawback. This disadvantage lies in the fact that little attention is paid to such a stage in the life cycle of an employee in an organization as readiness for a career and personal branding. We proposed a direction and tools for such an analysis with testing the effectiveness of the stage for 340 employees. You can be sure that the study of readiness for personal branding provides an opportunity to identify and evaluate the career potential of an employee and increase his level of loyalty in the long term to the highest commitment to the company.

show abstract

“…These factors are also called hygienic or dissatisfaction and are mainly related to the work environment, including organizational policy and administration; interpersonal relationships with supervisors, co-workers; working conditions; salary; supervision; status; and work security (Herzberg, 1965). If the organization can create a comfortable work situation, a suitable salary and always maintain relationships between coworkers, then employees will have high job satisfaction (Tentama et al, 2019).…”

Section: Literature Reviewmentioning

confidence: 99%

Confirmatory Factor Analysis of Job Satisfaction

Meilani¹,

Dwiyanti²

2022

Malays. bus. manag. j.

View full text Add to dashboard Cite

Every job creates satisfaction with the work done to get maximum results. This research aims to analyze the factors that influence job satisfaction, as well as find dimensions and indicators that can shape job satisfaction. Job satisfaction is measured by the dimensions of the work itself, salary, promotion, supervisor, and co-workers. The population in this research were junior high school teachers in Purwokerto, with a total of 327 teachers. The sample of this research was 90 teachers. The sampling technique in this research used accidental sampling. The data collection method is the job satisfaction scale. The research data were analyzed by Structural Equation Modeling (SEM) through SmartPLS program 3.2.8. The analysis results show that the dimensions and indicators that make up the job satisfaction construct are valid and reliable. The dominant dimension reflecting the construction of job satisfaction is co-workers, with a loading factor of 0.814. The lowest dimension reflecting the construct is the supervisor, with a loading factor of 0.766. Thus, all aspects and indicators can reflect and form a job satisfaction construct, as well as a measurement model that can be accepted because the theory that describes job satisfaction corresponds to empirical data obtained from the subject.

show abstract

The Role of Job Satisfaction on Employee Work Productivity

Cited by 10 publications

References 11 publications

Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction

Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction

Employee Online Surveys: Satisfaction, Engagement, Loyalty, and Readiness for Personal Branding

Confirmatory Factor Analysis of Job Satisfaction

Contact Info

Product

Resources

About