Dispositional and organizational sources of job satisfaction: a cross-national study

Chordiya, Rashmi; Sabharwal, Meghna; Battaglio, R. Paul

doi:10.1080/14719037.2018.1544274

Cited by 23 publications

(25 citation statements)

References 86 publications

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“…We have found in our research that the analyzed company is managed correctly, as confirmed by the good relations between employees and superiors as well as the company's propensity for growth Many studies highlight a close correlation existing between job satisfaction and commitment to work. Increased work engagement is positively correlated with organizational effectiveness, which in turn leads to a sense of personal fulfillment and a feeling of high job satisfaction (Saridakis et al, 2020;Mitonga-Monga, 2018;Chordiya et al, 2019). Similar conclusions can also be drawn from this study, given that factors such as the possibility of learning from mistakes, the feeling of contributing to the company's success and freedom to choose own working methods all rank high among job satisfaction determinants.…”

Section: Discussionsupporting

confidence: 80%

“…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%

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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: 80%

Section: Discussionmentioning

confidence: 99%

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

Jędrzejczak-Gas

Wyrwa

2020

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“…Some researchers have stated that there may be dispositional individual and contextual variables related to job satisfaction. In this research, we think that, based in previous research [36][37][38][39], job satisfaction may be referred to a combination of individual traits and contextual job characteristics.…”

Section: Job Satisfactionmentioning

confidence: 99%

Is Job Involvement Enough for Achieving Job Satisfaction? The Role of Skills Use and Group Identification

Fernández-Salinero

Collantes²,

Rodríguez-Cifuentes

et al. 2020

IJERPH

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The main objective of this research is to evaluate the influence of job involvement over job satisfaction mediated through the professional skill use and moderated by group identification. The sample of the current research was composed of 420 subjects. The main results showed that job involvement was strongly related to skill use and group identification. Moreover, the interaction of job involvement and group identification is negatively related with skill use. Our results show that there is no statistically significant relationship between job involvement and job satisfaction. Furthermore, the use of skills is strongly related to job satisfaction. Lastly, we found that a strong group identification tends to harm job satisfaction values.

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“…Research into the correlational variables and causal antecedents of job satisfaction has proven fruitful among scholars and practitioners alike (e.g. An et al 2020;Breaugh, Ritz, and Alfes 2018;Chordiya, Sabharwal, and Paul Battaglio 2019;Langer, Feeney, and Lee 2019;Lee, Robertson, and Kim 2020;Steijn and van der Voet 2019;Vigan and Giauque 2018).…”

mentioning

confidence: 99%

Self-determination theory goes public: experimental evidence on the causal relationship between psychological needs and job satisfaction

Battaglio

Bellé

Cantarelli

2021

Public Management Review

Self Cite

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This study puts self-determination theory to an empirical test through a series of discrete choice experiments across three samples of public healthcare workers, for a total of 4,743 subjects. The three replications provide convergent evidence in support of the hypotheses that autonomy, competence, and three types of relatedness -with supervisors, peers, and beneficiaries -simultaneously and independently increase employee satisfaction. Meaningful differences emerge in the relative importance of those five factors. In particular, the fulfilment of one's need for competence turns out to have the greatest positive impact across experimental replications, whereas the need for autonomy consistently comes last. KEYWORDS Self-determination theory; job satisfaction; behavioural public administration; conjoint analysis; public employees "All employees have three basic psychological needs -for competence, autonomy, and relatedness -the satisfaction of which promotes autonomous motivation, high-quality performance, and wellness" -Deci, Olafsen, and Ryan 2017, 19 -Work motivation and job satisfaction are two of the most popular constructs in contemporary general management (e.g. Bolino and Grant 2016), organizational psychology (e.g. Deci, Olafsen, and Ryan 2017), and public administration (e.g. Perry, Hondeghem, and Wise 2010). Studies into the motivational bases of public service have flourished over three decades, spurred by nascent public service motivation research (e.g. Perry and Wise 1990) -a topic which has drawn thrived like few other topics within our field (e.g.

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Dispositional and organizational sources of job satisfaction: a cross-national study

Cited by 23 publications

References 86 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

Is Job Involvement Enough for Achieving Job Satisfaction? The Role of Skills Use and Group Identification

Self-determination theory goes public: experimental evidence on the causal relationship between psychological needs and job satisfaction

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