The Impact of Work-Related Barriers on Job Satisfaction of Practitioners Working with Migrants

Abstract

The work environment of practitioners working with migrants may be very demanding as they are frequently exposed to the sad narratives of such a vulnerable population, the lack of professional support, or the frequent change of policies towards refugees and asylum seekers. Little research has been conducted to explore the job satisfaction of practitioners working with migrants and the organizational characteristics that can hinder or promote such satisfaction. The present study investigated the relationship between work-related barriers (i.e., intra-organizational, legal, and interaction-related barriers) and job satisfaction of practitioners working with migrants, also testing if perceived organizational efficacy is mediating this relation. This study was part of a larger European funded project, and participants were 428 First-Line Practitioners working with migrants in various sectors (e.g., social and health services, immigration and asylum services, or border guards) and working in several European countries. Data were collected through an online survey in the period between October and December 2020. Results showed that intra-organizational and legal barriers had a negative impact on job satisfaction, while interaction-related barriers did not have any. Perceived organizational efficacy mediated the relationship between two work-related barriers (intra-organizational and interaction-related barriers) and job satisfaction. These findings suggest that organizations working with migrants should focus on addressing intra-organizational and legal barriers, and on implementing actions aimed at building employees’ collective efficacy beliefs to improve their job satisfaction.

This Is Bullshit: The Relationship between Organizational Bullshitting and Employee Job Satisfaction

“…Research asserts that work environment affects employee job satisfaction (e.g., Judge et al 2000;Langer et al 2019;Venard et al 2022;Wright and Davis 2003), which is defined as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (Locke 1976(Locke , p. 1304. Put differently, job satisfaction describes an employee's evaluation of factors related to their job, such as pay, supervisor, co-worker, and working condition, among others (Brendel et al 2023;Kim et al 2023;Öksüz et al 2023;Rayton and Yalabik 2014;Steel et al 2019). Given that human capital is the main source of organizational competitive advantage (Hatch and Dyer 2004;Pfeffer 1995), it is crucial to study the factors that directly affect employees.…”