Job Satisfaction Influence Job Performance Among Polytechnic Employees

Omar, Muhamad Saufiyudin; Rafie, Nurhidayah; Selo, Shahrizal Ahmad

doi:10.35631/ijmtss.314003

Cited by 23 publications

(21 citation statements)

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“…Several studies [ 35 , 49 , 50 , 54 , 58 , 64 , 69 ] conducted both at home and abroad discovered a significant favorable influence of personal factors on overall job satisfaction, confirming the current study’s findings.…”

Section: Discussionsupporting

confidence: 90%

“…The achievement of personal goals, mental and physical health, long-term relationships, professional development, and personal security are just a few of the factors that contribute to successful aging at work. According to Simarmata et al [ 63 ] and Omar et al [ 64 ], other factors such as matrimonial status, gender, experience, and education have not been found to have any statistically significant effects on job satisfaction levels. Employee position and age also have an impact on job satisfaction levels.…”

Section: Literature Reviewmentioning

confidence: 99%

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Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

Yuan

Gazi

Rahman

2022

IJERPH

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The main objective of the present study is to assess the role of professional and personal aspects in determining job satisfaction of garment industry workers in Bangladesh as a developing country. The present study is conducted on 350 workers from 25 garment factories in Dhaka, Narayanganj, and Gazipur, three districts of Bangladesh where the garment industry dominates. The study location and sample size were determined based on the random sampling method. All the participating workers were interviewed in the light of a predetermined questionnaire. Statistical Package for Social Science-SPSS software, version 24.0 was used for data analysis. Brayfield–Rothe Job Satisfaction Measurement Scale (JSMS) and Questionnaire for Measuring Satisfaction with professional aspects (QMSPA) has been used in this study. The results of the current study showed that, among personal aspects, only age significantly impacted the respondents’ overall job satisfaction. The respondents’ overall job satisfaction was also significantly influenced by all professional factors. Between the personal and professional facets, the importance of professional factors as determinants of job satisfaction is greater than that of personal factors. The results of the present study suggest that since professional aspects are the main components of job satisfaction, it is necessary to ensure the proper presence of these components. Factors such as pay, job security, and adequate and appropriate amount are indicators of job satisfaction. All parties involved in the garments industry such as employer–worker, regulatory body BGMEA, BKMEA, policy-making body, government, and factory authorities can take into account the results of this study and determine future course of action to increase workers’ job satisfaction.

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Section: Discussionsupporting

confidence: 90%

Section: Literature Reviewmentioning

confidence: 99%

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

Yuan

Gazi

Rahman

2022

IJERPH

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“…Job satisfaction refers to the positive or pleasurable feelings generated from appraising an individual's job; it can be described as the general attitude formulated by an employee toward her/his job (Omar et al, 2020). This concept is essential for all kinds of institutions; this is because the efficiency of the production process depends critically on the efficiency of employees, and one of the significant determinants of employee efficiency is job satisfaction (Judge et al, 2017).…”

Section: Job Satisfactionmentioning

confidence: 99%

Conceptual model of predicting employee performance through the mediating role of employee engagement and empowerment

Zeer

Ajouz

Salahat

2023

IJEM

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PurposeConsidering the importance of employee performance in the changes in state higher education institutions, this study aims to conceptualize the mediating role of employee engagement and empowerment in predicting employee performance.Design/methodology/approachThe study uses a quantitative survey method to collect data from staff members employed in higher education institutions and applies a partial least squares structural equation modeling to analyze the data. In addition, the study performs a systematic bibliometric analysis of contemporary literature on the factors influencing employee performance.FindingsThe study's results confirm employee engagement and empowerment's critical role in improving employee performance. Unexpectedly, the study also has found no supporting evidence of the relationship between work environment and employee performance. Further, the proposed model explains 51.6% of the variance in employee productivity.Originality/valueAmong the theoretical implications of this study are the importance of introducing new and theoretically sound mediators to explain how the relationship between a higher education institution's employee engagement and empowerment and its employees' performance unfolds.

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“…The ability of high-performing workers to achieve organizational objectives in the short and long term is critical to a company's success (Omar et al, 2020). Three significant variables affect organizational success: organizational support, managerial skill or effectiveness, and the job performance of each person who works in each unit (Babalola, 2016).…”

Section: Employee Performancementioning

confidence: 99%

Antecedents and Consequences of Employee Job Satisfaction in Indonesia

Lie

Sofiyan

Siregar

et al. 2021

AQA

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Factors that encourage job satisfaction include the application of transformational leadership from a leader in the company. The existence of cultural diversity also contributes to the level of employee job satisfaction. Then the implementation of organizational commitment is also essential to increase employee satisfaction at work. This study deals with the antecedents and consequences of employee work satisfaction, including transformational leadership, culture diversity, and organizational commitment as antecedents and organizational citizenship behavior (OCB) and employee performance as a consequence. The research instrument used a questionnaire distributed to 280 employees who worked in cigarette factories and tapioca flour factories in Pematangsiantar City. For data analysis, this research uses the Smart PLS application with the PLS-SEM approach oriented. This research concludes that transformational leadership and culture diversity has a significant impact on work satisfaction. On the other hand, the results of this research also conclude that organizational commitment does not significantly impact work satisfaction. Furthermore, this research also confirms that work satisfaction significantly affects organizational citizenship behavior (OCB) and employee performance. Then this study was only carried out in one city so that no specific data comparison could be obtained and only focused on the use of transformational leadership variables, culture diversity, work satisfaction, organizational citizenship behavior, and employee performance. The novelty presented from this research explains that although most employees have different cultural backgrounds if supported by a fair and wise application of transformational leadership, it will encourage job satisfaction.

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Job Satisfaction Influence Job Performance Among Polytechnic Employees

Cited by 23 publications

References 0 publications

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

Conceptual model of predicting employee performance through the mediating role of employee engagement and empowerment

Antecedents and Consequences of Employee Job Satisfaction in Indonesia

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