The influence of organizational and environmental factors on job satisfaction among security guards in Singapore

Nalla, Mahesh K.; Paek, Seung Yeop; Lim, Sylvia S.L.

doi:10.1177/0004865816647995

Cited by 13 publications

(4 citation statements)

References 48 publications

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“…However, many employees in the region value job security, especially during uncertain economic conditions, and are thus less likely to act on their work dissatisfaction compared to their Western counterparts (58). Nevertheless, employees in Southeast Asia are traditionally faced with high work demands, work overload, worklife imbalance (44), and wage stagnation (59,60), all of which largely contribute to reduced job satisfaction (61)(62)(63). Given the adverse organizational consequences that burnout can bring, our findings highlight the importance of addressing work dissatisfaction as part of burnout prevention among employees.…”

Section: Discussionmentioning

confidence: 99%

Prevalence and associated factors of burnout among working adults in Southeast Asia: results from a public health assessment

Abdul Aziz,

Ong

2024

Front. Public Health

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The COVID-19 pandemic has spotlighted the mental health crisis among employees worldwide. However, burnout research is often industry- or occupation-specific, and limited knowledge currently exists on the prevalence of burnout in the general working population of Southeast Asia. This study aims to examine the prevalence of employee burnout and its associated factors among working adults in Southeast Asia using secondary data. 4,338 full-time employees aged 18–65 years old living in Malaysia, Singapore, Philippines, and Indonesia were assessed for burnout, depression, anxiety, stress, and sociodemographic characteristics as part of an online public health assessment in October 2022. The prevalence of burnout in the region was 62.91%. Burnout was highest among employees in the Philippines (70.71%) and lowest in Malaysia (58.13%). Experiencing burnout was associated with severe or extremely severe depression (AOR = 6.48 [95% CI = 5.06–8.33]), anxiety (AOR = 2.22 [1.74–2.85]), and stress (AOR = 5.51 [4.13–7.39]). Working more than 50 hours a week (AOR = 1.38 [1.04–1.82]) and being very dissatisfied with the job led to higher odds of burnout (AOR = 16.46 [8.99–30.53]). Alarmingly, more than half of working adults in the region are reporting increased levels of burnout, and improving employee mental health and work conditions may be key to improving employee burnout in the region. Findings contribute to existing research on burnout prevalence in the region and provide more comprehensive insights into understanding the factors driving employee burnout in the working population of Southeast Asia 2 years after the onset of the pandemic.

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Section: Discussionmentioning

confidence: 99%

Prevalence and associated factors of burnout among working adults in Southeast Asia: results from a public health assessment

Abdul Aziz,

Ong

2024

Front. Public Health

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“…Scholars have also revealed that employees at the establishment career stage are more likely to expect to become accepted as equal and regular members of the organization by building an effective relationship with coworkers and supervisors, thus learning organizational norms and values better [36]. Although research on social decision making has already shown that trust on a third party affects the individual's cooperative behavior [37], studies have suggested that employees' perception of both co-workers and supervisory support may bring different outcomes, which means that employees' trust towards their co-workers and supervisors varies in general working place [38]. Hence, interpersonal relationship with managers and colleagues may influence employees' perception differently.…”

Section: Interpersonal Relationshipmentioning

confidence: 99%

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

Zhuang

Pan

2022

Mathematical Problems in Engineering

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In the digital era, data mining and statistical analysis have been widely used to solve problems, especially in the field of management and engineering. Therefore, we aim to make a new insight of human resource management based on multiple regression modelling and quantile regression modelling. Specifically, the systematic framework of job satisfaction in this research is constructed by three dimensions from the perspective of psychology, namely, the perception of interpersonal relationship, financial compensation, and work conditions. Each dimension consists of two measures which reflect the employees’ view towards them. The empirical estimation results show the following. (1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) The effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile. For those with lower perceived rationality of compensation, their job satisfaction is more likely to be affected due to the perceived compensation than those with higher perception. This research enriches the existing theory by constructing a comprehensive framework of the influencing factors of job satisfaction, which provides useful implications of human resource management optimization for enterprises.

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“…As for the predictors of PSO job satisfaction, a study of Singaporean PSOs concludes that favorable views on job autonomy, pay and benefits, and support from non-security employees are related to higher job satisfaction (Nalla et al, 2017b ). Moreover, a qualitative study conducted in the United States has found that various work-related elements influence PSOs’ job satisfaction (Nalla and Cobbina 2017 ), chief among them is the opportunity to interact with and help citizens.…”

Section: Psos’ Job Satisfactionmentioning

confidence: 99%

The effect of perceived citizen views and supervisor support on Private Security Officers’ job satisfaction: the mediating role of self-legitimacy

Paek

Nalla

Lee

et al. 2021

Secur J

Self Cite

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The present research examined the determinants of private security officers’ job satisfaction. Specifically, the impact of perceived citizen views and supervisor support on job satisfaction was explored while investigating the mediating effect of self-legitimacy. A convenience sample of South Korean private security officers were explored by using a paper-and-pencil questionnaire and in-depth interviews. The results showed that perceived citizen views and supervisor support positively affected self-legitimacy and job satisfaction, and self-legitimacy mediated the impact of perceived citizen views on job satisfaction. This research contributes to the job satisfaction and private security literature as no prior studies have assessed the influence of perceived citizen views, supervisor support, and self-legitimacy on the job satisfaction of private security officers. Policy implications and future research directions are discussed.

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The influence of organizational and environmental factors on job satisfaction among security guards in Singapore

Cited by 13 publications

References 48 publications

Prevalence and associated factors of burnout among working adults in Southeast Asia: results from a public health assessment

Prevalence and associated factors of burnout among working adults in Southeast Asia: results from a public health assessment

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

The effect of perceived citizen views and supervisor support on Private Security Officers’ job satisfaction: the mediating role of self-legitimacy

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