Understanding the Concept of Job Satisfaction, Measurements, Theories and its Significance in the Recent Organizational Environment: A Theoretical Framework

Ali, Wasif

doi:10.14738/abr.41.1735

Cited by 33 publications

(32 citation statements)

References 27 publications

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“…The ndings reveal that CHWs who perceived their cooperatives to be pro table, implying they may be gaining some nancial rewards from their cooperatives were more likely to report job satisfaction compared to those who did not belong to a pro table cooperative. In this regard, it can be argued that although the CHW program was established voluntarily, nancial remuneration may still be playing a key role in CHWs job satisfaction as reported by earlier studies 25,43,52 . Furthermore, CHWs who received payment in kind for their services were more likely to have job satisfaction compared to those that were not receiving any payments from community members.…”

Section: Discussionmentioning

confidence: 84%

“…In general, work satisfaction revolves around feelings and attitudes that an individual has with regards to their work that motivates them to ful l an anticipated target or achievement 52 . Given the multiplicity of factors that are associated with health workers' job satisfaction, this study argues that in the context of Rwanda, CHWs can be satis ed with some aspects of their job and the same time remain dissatis ed with other aspects that fail to meet their expectations.…”

Section: Discussionmentioning

confidence: 99%

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Timely Access to Maternal, Neonatal and Child Healthcare for rural communities in Rwanda: Job satisfaction of Community Health Workers delivering Community Based Maternal, Newborn and Child Healthcare

Bigirimana¹,

Luginaah²

2020

Preprint

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Background In Rwanda, although there has been progressing in health care delivery as expressed in the reduction in maternal and child mortality, rates are still high and geographically variable. For the improvement of equitable access to health services for maternal, newborn and child healthcare (MNCH), community-based maternal, newborn and child healthcare (CBMNCH) depends on the use of “community health workers” (CHWs). However, the CHW program faces challenges that disrupt the quality delivery of a full package of services. Yet little is known about the satisfaction of CHWs in delivering CBMNCH. Methods This quantitative cross-sectional study involved a survey of 500 sampled CHWs delivered CBMNCH in three selected rural districts of the southern province, Rwanda. Ordinal regression was used to examine the determinants of CHWs` job satisfaction. Results Multivariate analysis shows that the determinants of job satisfaction were motivation (OR = 8.59, p < 0.001), formal training in CBMNCH (OR = 2.24, p < 0.05), individual supervision (OR = 6.19, p < 0.001), and peer support (OR = 2.66, p < 0.01), knowledge about CBMNCH (OR = 0.51, p < 0.05), access to essential materials (OR = 0.32, p < 0.05), and incentives (OR = 0.53 (p < 0.01). Conclusion The findings indicated that the managers of CHW programs and other stakeholders need to improve the working conditions of CHWs to enhance their job satisfaction, to enable the effective provision of CBMNCH.

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Section: Discussionmentioning

confidence: 84%

Section: Discussionmentioning

confidence: 99%

Timely Access to Maternal, Neonatal and Child Healthcare for rural communities in Rwanda: Job satisfaction of Community Health Workers delivering Community Based Maternal, Newborn and Child Healthcare

Bigirimana¹,

Luginaah²

2020

Preprint

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“…As Ali suggested, job design, including the empowerment of employees through organizational policies, could help improve satisfaction. Motivation, however, remains more of an individual or intrinsic trait that cannot necessarily occur through corporate strategies or policies (Ali, 2016). Managers can improve strategies to help strengthen employee job satisfaction and better motivate workers (De Beer et al, 2016;Huang and Su, 2016;Pan, 2015).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…What these scholars discovered, once these basic employment needs occurred, is that motivation should occur through genuine job satisfaction, or employees become more likely to experience discontentment and dissatisfaction (Denton and Maatgi, 2016). Ali (2016) reiterated Herzberg's thoughts and stated that hygiene factors help prevent dissatisfaction, but motivational factors help keep employees satisfied. Some of the current factors that can contribute to job satisfaction include achievement, personal and professional development, job growth, the feeling of fulfillment in the job performed, personal achievement and recognition (Belias and Koustelios, 2014;Denton and Maatgi, 2016).…”

Section: Introductionmentioning

confidence: 99%

Predicting manufacturing employee turnover intentions

Skelton

Nattress

Dwyer

2019

JEFAS

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Purpose -Employee turnover expenses can cost businesses more than 100 per cent of a single employee's annual wages and negatively affection an organization's production and profits. High employee turnover also could affect community tax collections, social programs and physical and mental health issues. Therefore, understanding contributors to higher employee turnover remains essential for organizational managers from both a corporate and societal standpoint. This paper aims to provide an analysis of how job satisfaction and job embeddedness could predict employee turnover intent. Design/methodology/approach -A randomly selected survey which consisted of Andrews and Withey's (1976) job satisfaction questionnaire, a global job embeddedness scale (Crossley et al., 2007) and a three-item turnover intent questionnaire derived from a survey created by Mobley et al. (1978) using a Likerttype measurement to survey randomly selected individuals used within manufacturing plants located in the Southeastern USA.Findings -The results of the multiple regression analysis showed a significant relationship between job satisfaction, job embeddedness and turnover intent; and that satisfied and committed employees are less likely to plan to leave their employment.Originality/value -Limited current information is available on how job satisfaction and job embeddedness predict turnover intentions in US Southeast manufacturing. This study includes information that shows the importance of job satisfaction and job embeddedness on retaining employees in this region and industry. Given the importance of employee retention on corporate productivity, morale and profits along with the ability to improve the organization's positive contribution to society, it is important for managers to understand these factors and their effect on employee turnover intent.

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“…When exploring job-related well-being, job satisfaction is assessed, which includes different facets, such as satisfaction with salary, supervisor, tasks performed, among other elements of the work context (Warr & Nielsen, 2018). Thus, job satisfaction refers to the appreciation, comfort, or satisfaction with work experience (Ali, 2016). This is a multidimensional construct, so it is essential to investigate its multiple facets and effects at several levels (Aazami et al, 2015).…”

Section: Introductionmentioning

confidence: 99%