Association of salary and intention to stay with the job satisfaction of the dietitians in Jordan: A cross-sectional study

Elsahoryi, Nour Amin; Athamneh, Ahmad M. Al; Mahmoud, Iman F.

doi:10.1016/j.hpopen.2021.100058

Cited by 10 publications

(10 citation statements)

References 36 publications

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“…This implies that salary satisfaction is a crucial factor in determining employees' satisfaction with their jobs. This finding is supported by previous studies such as Elsahoryi et al (2022) and Ricardo (2022) that also revealed a positive influence of salary satisfaction on employee performance. It suggests that higher salaries contribute to higher levels of employee performance among employees.…”

Section: Theoretical Implicationssupporting

confidence: 90%

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

Akinsola,

Saidu,

Akande

et al. 2024

J. Professional Business Review

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Purpose: This study examines the impact of motivational strategies on employee performance with the mediating role of employee formal recognition. Method: Collected data were analyzed by structural equation modeling. This study reveals that factors such as salary satisfaction, working environment, bonus and fringe benefits, and training and development have positive and significant associations with employee performance except for job security. Findings: Moreover, these findings suggest that providing formal recognition to employees enhances their employee performance, thereby positively impacting their overall performance. Research, Practical & Social Implications: Hence, this study recommends that the management should focus on these motivational factors by creating a positive work environment, attract and retain talented employees, and foster higher levels of job satisfaction, and ultimately contributing to improved organizational performance and success. Originality/Value: The originality of this study lies in its analysis of motivational strategies and employee performance in Nigerian Deposit money banks. Furthermore, the study highlights the relevance of motivating employee related issues to ensure improved performance and effective use of strategies.

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Section: Theoretical Implicationssupporting

confidence: 90%

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

Akinsola,

Saidu,

Akande

et al. 2024

J. Professional Business Review

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“…S. Lee and D. Lee (2017) revealed that providing enough payment to extensively support workers' basic needs possibly increased positive attitudes, especially motivation to work. Similar to Akinwale and George (2020) and Elsahoryi et al (2022), their positivity with their current job made them feel even more comfortable and happier to do their organizational tasks. The current results also outlined the significance of payment to university lecturers' job satisfaction.…”

Section: Resultsmentioning

confidence: 57%

“…Previous studies individually have emphasized the significant impact of salary (Elsahoryi et al, 2022), workload (Janib et al, 2021), work-family conflict (Dodanwala & Shrestha, 2021), job stress (Ramlawati et al, 2021), and burnout (Cheng & O-Yang, 2018) on job satisfaction. Despite these claims, the impacts of the suggested factors on job satisfaction among university lecturers remained unclear because different groups of people from different workplace contexts are likely to express different perspectives (Abun et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

How to make employees happy: Evidence from Thai university lecturers

Kim

Pongsakornrungsilp

Horam

et al. 2023

Problems and Perspectives in Management

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Ensuring workers’ job satisfaction could help an organization maintain professional staff and achieve high productivity. Based on this evidence, many firms have tried to evaluate some specific factors which can influence job satisfaction among their employees so that they can appropriately issue new working policies to promote a better working environment. In this regard, the main objective of this paper was to investigate how salary, workload, work-family conflict, job stress, and burnout influence job satisfaction among university lecturers in Thailand. To achieve this aim, the study elaborated on a Google survey form to collect data from 450 lecturers from different universities around Thailand; the study reached a valid response rate of 86%. The results revealed that job stress, salary, workload, and work-family conflict significantly affect job satisfaction, while burnout has an insignificant impact. In comparison, job stress (β = –0.47) is the most decisive factor in job satisfaction. Salary (β = 0.31) is the second-largest factor influencing job satisfaction; workload (β = 0.30) is the third factor influencing job satisfaction. Last, work-family conflict (β = –0.23) has the most negligible impact on job satisfaction. Therefore, job satisfaction attitudes among university lecturers rely mainly on their stress level; thus, this study highly recommends that all related universities develop a new working policy to minimize job stress among lecturers. AcknowledgmentThis study is supported by Research and Innovation Institute of Excellence, Walailak University under grant number WU66217.

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“…In terms of social and job security, Elsahoryi, Alathamneh, Mahmoud, and Hammad [17] developed a study to determine job satisfaction among Jordanian dietitians, factors associated with job satisfaction, and the relationship between job satisfaction and intent to stay. The results showed that participants with higher monthly salaries were 1.53 times more likely to have higher job satisfaction than those with lower monthly salaries (CI 95%, 0.503-2.55).…”

Section: Organizational Conditionsmentioning

confidence: 99%

Conditions Influencing Salary of the Automotive Industry in Mexico City—A Linguistic Fuzzy-Set Approach

Lozano

Chiatchoua

2022

Sustainability

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Decision making in wages is generally a hard task. The aim of this work is to identify government conditions, personal conditions of the businessperson, and organizational circumstances that affect wage levels in the automotive industry in Mexico City using a linguistic fuzzy-set approach. We conducted a questionnaire, consisting of 23 observation variables with a five-point Likert scale. Independent variables were measured from 1 (“not important”) to 5 (“very important”). Based on the literature review and results of interviews, a total of 169 questionnaires were sent to participants using Google Forms. The results of the linguistic fuzzy-set approach identify three main conditions influencing the salary levels in the automotive industry in Mexico City, including unskilled manpower, the neoliberal economic model, and political and trade reforms. On the other hand, organizational conditions are not considered relevant in determining wage levels. Based on the findings, some recommendations have been proposed to help government, firm leaders, and businesspeople design appropriate personnel policies to achieve better salary satisfaction for employees in the future. This work shows a model based on the fuzzy-set approach that is a potential tool to overcome the difficulties posed by a complex environment.

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Association of salary and intention to stay with the job satisfaction of the dietitians in Jordan: A cross-sectional study

Cited by 10 publications

References 36 publications

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

How to make employees happy: Evidence from Thai university lecturers

Conditions Influencing Salary of the Automotive Industry in Mexico City—A Linguistic Fuzzy-Set Approach

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