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The promotion of job satisfaction that may lead to staff retention has always been a popular concern for human resources research. The job satisfaction and staff retention of workers in District Youth Outreaching Social Work Teams (YOTs) in Hong Kong are the themes of the present study. Through a literature review, eight facets of job satisfaction, namely Coworker Relationships, Job Complexity and Nature, Promotional Opportunity, Pay and Benefits, Work Environment, Supervision and Leadership, Role and Responsibility, and Recognition, are identified and measured among the frontline staff of the YOTs through pre-set self-administered mailed questionnaires. In relation to these facets, their intention to leave the service is also explored. The findings reveal that these workers are generally satisfied with their job (the service). At the end, some recommendations are made to promote job satisfaction and facilitate staff retention in YOTs in Hong Kong.

Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In the process, it examines techniques and issues that motivate library staff and how these differ among professionals and non-professionals. It appears that high productivity depends on the level of library workers.

Many studies in various fields try to contribute to the understanding of the factors influencing individual performance in organisations. This research contributes to those studies by focusing on exploring the relationship between knowledge sharing and individual performance in Saudi organisations. The focus of this study is on the effects of knowledge sharing on five aspects of individual performance: innovation, job satisfaction, job roles and responsibilities, communication in teamwork, and speed of completing tasks. This research has followed the descriptive and survey methodology by the design of a questionnaire that refereed and tested for validity and clarity. Total number of received and valid responses are 355. The results indicate a statistically positive relationship between the level of sharing knowledge and individual performance. It also recommends that organisations have more emphasis on knowledge focus meetings, workshops, developing an environment that supports trial and error, and having systems that manage suggestions, creativity, and innovation.

This study attempts to establish the factors determining high attrition rate for Information and Commiunication Technology (ICT) sector in Malaysia. The high attrition rate determinants include job opportunity, job stability, job satisfaction, managerial support and talent management. The sampling techniques for this study are based on purposive and non-probability approach where the sampling process only involved employees from ICT companies with Multimedia Supercorridor (MSC) status in Malaysia. The questionnaire has been delivered to 300 employees from local and multinational ICT companies with MCS status in Malaysia via email. Out of 300 questionnaires sent out, 115 questionnaires were received and 8 were not completed, thus the overall response rate for the study is 35.67%. Based on the result, four determinants (job opportunity, job stability, managerial support and talent management) were found having positive relationship with attrition rate for ICT sector in Malaysia. However, job satisfaction was found to be having a negative relationship with the attrition rate for ICT sector in Malaysia. This study identified the most important determinants that cause high attrition rate for ICT sectors in Malaysia. The findings of this study expected to help organisations in ICT sectors to have better guidance and clearer direction while implementing employee retention strategies to reduce the attrition rate.

Intense competition has made it critical for airlines to retain its highly capable staff by ensuring the highest job satisfaction of its employees. This competition has resulted from the emergence of budget airlines focussed on a niche market. To provide a differentiated passenger experience whilst flying with airlines, the management should ensure that all the staff, including ground level and cabin crew, who are the initial contact point with customers are highly satisfied in terms of their job roles. The study evaluates human resource (HR) factors affecting job satisfaction with a given (anonymous) airline. A detailed study and analysis of major factors contributing to job satisfaction in the said airline was carried out. In analysing the relationship and current level of job satisfaction, the study uses a quantitative approach, with primary data obtained from questionnaires completed by employees in one of the airlines. Further, the study has identified independent variables as being financial rewards and recognition, training and development, and work environment. Statistical tools, such as correlation and regression analysis, are used to evaluate the responses from questionnaires and to provide significance of the independent variables contributing to job satisfaction.

This paper conducts a more in-depth study of employee performance to connect with compensation and job satisfaction and the work environment of employees in PT Bank Rakyat Indonesia (Persero) Tbk. (BRI). This research was conducted at PT Bank Rakyat Indonesia (Persero) Tbk. operating in Indonesia. The research population was all employees of the Branch Offices of PT Bank Rakyat Indonesia (Persero) Tbk. spread over in Sumatera, Jawa, Kalimantan, Sulawesi, Bali and Jayapura. The sample was collected using Proportional Random Sampling Stratified from six locations spread throughout Indonesia. Considering the wide area, the sampling technique is adjusted to the area, so sampling is based on the island as a sub-population. The sample of this study was 212 employees. This amount has met the minimum sampling requirements if using the Generalised Structural Component Analysis (GSCA) method. Compensation does not directly affect employee performance. Working environment directly influences the employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. There is an influence of compensation and working environment on job satisfaction and employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. The leader of PT Bank Rakyat Indonesia (Persero) Tbk. should improve employees’ performance by taking into account the improvement of compensation which includes the suitability of wages and salaries, incentives, benefits and facilities with their performance.

This research examines the impact of three organisational factors on the innovative behaviour of nurses. Social exchange theory is used as a framework to develop an understanding about a path from organisational justice, to the job satisfaction and innovative behaviour of nursing employees. This study uses a quantitative approach, surveying 210 nurses. The findings confirm that the procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behaviour. In addition, the findings also outline that interactional justice directly effects job satisfaction and indirectly effects innovative behaviour through job satisfaction. This research adds to the current body of literature by providing insight into the impact of organisational justice and job satisfaction on the individual innovativeness of nurses. This research, therefore, provides implications for management who are aiming to develop positive perceptions amongst nursing employees, improve job satisfaction and in-turn foster innovative behaviour in the workplace.

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

Purpose: The aim of this research paper is to examine the relationships between intangible assets, employee’s performance, and job satisfaction (JS) with structural model. The research explores both the practical and theoretical basis of these paradigms on organisation performance. This research also aims to identify whether a relation can be established between these aspects in the context of non-profit organisation performance in Indonesia. Design/methodology/approach: Reviewing the literature explores a theoretical existence of related context preceding the organisational performance. The authors used structural equation modelling to check the research prototype with a sample of 121 respondents. The respondents were heads of departments and general employees. In addition, SPSS was used to measure demographic, non-response bias, and generate descriptive statistics. Findings: Overall, the results demonstrate that organisation with a higher level of intellectual capital (IC), employee performance (EP), and job performance (JP) are important predictors of organisational performance in this sample. Similarly, JS and IC predicted EP. It is acknowledged that emotional intelligence such as satisfaction and dissatisfaction are important incentives to necessitate action tendencies. Research limitations/implications: This research is focused on organisations. Further research may extend the focus to different types of organisations and countries. Practical implications: The findings of this study may help institutions and HR departments to initiate new strategies such as integrating the traditional company performance measurement systems based on various indicators of this study. These factors succeed in providing an effective representation of a set of intangible assets that are developed by the company and that contribute to the improvement of company’s performance. Additionally, to maximise IC assets, the company can implement knowledge sharing practices among employees and experts as well. Original value/knowledge contribution: This research is useful for organisations and academics as a reference of the comparative and intersecting explanation of enhancing organisational performance. Moreover, various main concepts/theories are combined, namely, IC, JS, and employee’s performance to solve the obstacles of organisation performance.

Background: There is controversy regarding the factors influencing the duration of sickness absence and return to work (RTW) after surgical treatment of carpal tunnel syndrome (CTS). This study aimed to determine factors related to RTW in these patients.

Methods: This descriptive–analytical study was performed on all patients with CTS who underwent surgery in a main orthopaedic centre from December 2020 to April 2021. Patients were followed for 90 days after surgery for the RTW. The patients were classified into two groups based on the time of RTW, early (<21 days) and late (>21 days). These two groups were compared in terms of occupational, individual and disease-related factors and the type of surgery.

Results: The mean time to RTW in patients was 23.2 ± 7.1 days, with a range of 7–60 days. There was a statistically significant relationship between early RTW and gender (female) (p = 0.005 OR = 6.5), non-manual work (p = 0.002 OR = 1.2), the total score of the Boston carpal tunnel questionnaire before surgery and job satisfaction (p = 0.04). The mean time to RTW in patients who underwent open surgery was less than in endoscopic surgery (22.89 ± 6.29 vs. 24.58 ± 4.7), but this difference was not statistically significant (p > 0.05).

Conclusions: Based on the findings of our study, the type of surgery does not affect the RTW of patients with CTS. Considering the effect of job type and job satisfaction on RTW, it is recommended to pay attention to the type of occupation in addition to the type of surgery so that this workforce can RTW with good performance.

Level of Evidence: Level IV (Therapeutic)

Low employability among specific populations (e.g. religious/traditional women, the elderly, disabled workers, and immigrants) has unfavourable consequences on the unemployed individual, society, and the state economy. The latter include poverty, a heavy toll on welfare budgets, diminished growth, and an increase in the ‘dependency ratio’. We suggest a rather novel policy (borrowed from the field of Vocational Psychology) that could lead to successful integration into the labour market of low-employability populations: The design of tailor-made training programmes that respond to work motives, coupled with a working environment that caters to special needs/restrictions, and complemented with counselling and monitoring. The suggested strategy is illustrated using a case study of Israeli ultra-Orthodox women, who exhibit lower employment rates than other Israeli women. The motives behind their occupational choices are explored based on data collected by a survey. Factor Analysis is employed to sort out the motives behind their occupational choices, and regression analysis is used to associate job satisfaction with work motivation. Policy implications are suggested based on the findings. There is already some evidence on the successful outcomes of the proposed strategy.

The purpose of this research is to plug the research gap in the literature that lies in the association of quality of work life (QWL) and employee performance (EMP) in general, and hospitality industry. So, the research tries to develop and test a theoretical model to address the direct and indirect impact of QWL on EMP with job satisfaction (JSF) and life satisfaction (LSF) as the mediating variables. The research gap identified through the literature review was that there was no empirical study that explored this nexus. The research methodology uses interpretivist paradigm using structural equation modeling (SEM) to test the 10 hypotheses with a sample size of 206 middle-level managers chosen from 22 five-star hotels. Results indicated that QWL had positive significant relationship on JSF, LSF and EMP. LSF had a positive and significant relationship with EMP ($\beta =0.60$; $t=14.33$; $\mathrm{\text{alpha}}<0.01$), the QWL also had a significant and positive relationship with the LFS in the hospitality industry ($\beta =0.3$; $t=3.94$; $\mathrm{\text{alpha}}<0.01$), JFS and LSF had positive and significant relationship in hospitality industry ($\beta =0.46$; $t=6.74$; $\mathrm{\text{alpha}}<0.01$), QWL had a positive and significant relationship with EMP ($\beta =0.27$; $t=3.23$; $\mathrm{\text{alpha}}<0.01$), but JSF had no significant relationship with EMP. The indirect relationship has revealed that JSF mediates a significant positive relationship between QWL and life satisfaction.

Purpose: The aim of this research paper is to examine the relationships between intangible assets, employee’s performance, and job satisfaction (JS) with structural model. The research explores both the practical and theoretical basis of these paradigms on organisation performance. This research also aims to identify whether a relation can be established between these aspects in the context of non-profit organisation performance in Indonesia. Design/methodology/approach: Reviewing the literature explores a theoretical existence of related context preceding the organisational performance. The authors used structural equation modelling to check the research prototype with a sample of 121 respondents. The respondents were heads of departments and general employees. In addition, SPSS was used to measure demographic, non-response bias, and generate descriptive statistics. Findings: Overall, the results demonstrate that organisation with a higher level of intellectual capital (IC), employee performance (EP), and job performance (JP) are important predictors of organisational performance in this sample. Similarly, JS and IC predicted EP. It is acknowledged that emotional intelligence such as satisfaction and dissatisfaction are important incentives to necessitate action tendencies. Research limitations/implications: This research is focused on organisations. Further research may extend the focus to different types of organisations and countries. Practical implications: The findings of this study may help institutions and HR departments to initiate new strategies such as integrating the traditional company performance measurement systems based on various indicators of this study. These factors succeed in providing an effective representation of a set of intangible assets that are developed by the company and that contribute to the improvement of company’s performance. Additionally, to maximise IC assets, the company can implement knowledge sharing practices among employees and experts as well. Original value/knowledge contribution: This research is useful for organisations and academics as a reference of the comparative and intersecting explanation of enhancing organisational performance. Moreover, various main concepts/theories are combined, namely, IC, JS, and employee’s performance to solve the obstacles of organisation performance.

This study explores how the characteristics of a job affects satisfaction and performance of workers. Job satisfaction is affected by task identity and task significance, while job performance is influenced by autonomy and job satisfaction. The result also shows that the task identity and the task significance do not have overlapped influences with the autonomy and the job satisfaction.

This paper investigates the relationship between the influential factors related to university education and job satisfaction of engineering graduates in Korea. The education factors considered in this study include the curriculum and contents of majors, location of schools, participation in the career experience program, the level of satisfaction with the curriculum provided. The Graduates Occupational Mobility Survey (GOMS) data collected in 2015 by Korea Employment Information Service was used to evaluate the job satisfaction of Korean engineering graduates, which is quantified using the hierarchical regression model. It can be seen from this analysis that major factors affecting the job satisfaction are compatibility between students’ major and their current position, the location of universities and experience in job camps. From these results, it can be suggested that the development of the educational programs that can foster students’ engineering careers and help their employment is required.

The purpose of this chapter is to advance understanding of the particularities of the creative labor market and its effect on the performance of the creative workforce. We first review the underlying theory of the labor market and discuss the main transformations that impact the creative labor market, as well as the issues facing many creative workers, including ‘new forms of employment’, compensation, portfolio career, collaboration, and competition. Subsequently, we develop the existing body of research to fill a gap in the existing literature through a model of creative workers’ performance. We develop our argument that creative workers manifest particular characteristics in terms of work motivation, job, and life satisfaction as first-layer drivers to creative performance. The second-layer drivers determine the performance of the first-layer drivers. Here, we include work purpose, work autonomy, and workplace quality as constructs that positively influence work motivation, job satisfaction, and life satisfaction, as the main drivers of creative performance.

The Israeli ultra-religious (Haredi) population is estimated at about 12% of the Jewish Israeli population, and is expected to more than double within two decades. The norm in a typical ultra-religious household is that the husband is fully devoted to the study of Torah, while his wife provides financial support for the family. The typical occupation of Haredi women is teaching at schools of Haredi girls — usually in part-time, low-pay jobs. This type of occupation matches their culture and is adjusted to their values, but has unfavorable consequences in terms of labor market integration, poverty, and economic status.

We suggest a rather novel policy (borrowed from the field of Career Psychology) that could lead to more successful integration of Haredi women into the labor market, coupled with elevated job satisfaction and empowerment: The design of tailor-made training programs that respond to work motives; coupled with a working environment that caters to special needs; and complemented with counseling and monitoring.

The suggested strategy is illustrated and investigated using a case study of Israeli ultra-religious young women. The motives behind their occupational choices are explored, based on data collected by a field experiment. Three types of motives behind occupational choice are discussed: (i) a “calling” motive; (ii) intrinsic/internal motives — the interest in work, as a means for self-fulfillment, and self-expression; and (iii) extrinsic/external motives that are related to receiving something apart from the work itself, such as a reward (income) or societal benefits. Based on the empirical findings, policy implications are suggested.

Job satisfaction and organizational commitment have long been identified as relevant factors for the well-being of individuals within an organization and the success of the organization itself. As the well-being can be, in principle, considered as emergent from the influence of a number of factors, the main goal of a theory of organizations is to identify these factors and the role they can play. In this regard job satisfaction and organizational commitment have been often identified with structural factors allowing an organization to be considered as a system, or a wholistic entity, rather than a simple aggregate of individuals. Furthermore, recent studies have shown that job satisfaction has a significant, direct effect on determining individuals' attachment to an organization and a significant but indirect effect on their intention to leave a company. However, a complete assessment of the role of these factors in establishing and keeping the emergence of an organization is still lacking, due to shortage of measuring instruments and to practical difficulties in interviewing organization members.

The present study aims to give a further contribution to what is currently known about the relationship between job satisfaction and affective commitment by using a group of professionals, all at management level. A questionnaire to measure these constructs, following a pilot study, was designed and administered to 1042 participants who were all professionals and had the title of industrial manager or director.

The factors relating to job satisfaction and the predictive value of these factors (to predict an employee's emotional involvement with their organization) were simultaneously tested by a confirmative factorial model. The results were generalized with a multi-sample procedure by using models of structural equations. This procedure was used to check whether these factors could be considered or not as causes producing the measured affective commitment.

The results showed that the four dimensions of job satisfaction (professional development, information, remuneration and relationship with superiors) are not equally predictive of affective commitment. To be more specific, the opportunity of professional development or growth provided by a company was shown to be the best predictor of affective commitment. This seems to suggest that, as expected, the emergence of organizations could be a true emergence, not reducible to a sum of single causes. Implications, future lines of research and limitations are discussed.

This paper investigated the impacts of job satisfaction and job stress on turnover intention of Vietnam’s nurses. Quantitative research methodology was applied to the study and a research tool was developed based on relevant literature reviews. A total of 400 questionnaires were distributed to Vietnamese nurses in two public hospitals in Quang Ninh province, Vietnam. The findings revealed that that job stress and extrinsic job satisfaction had the most significant influences on turnover intention. The results of the study may provide valuable insights for hospital managers, nurses and researchers on tackling the turnover intention issue among Vietnamese nurses.

Will employee attitudes toward the service encounter process influence customer satisfaction? This study investigates employees' job satisfaction and organizational commitment responses to organizational service orientation to answer this question. Employees in three different ownership service organizations contributed data, which were analyzed using Simultaneous Equation Models methodology by multiple regression analysis. The authors found that service orientation influences employees' job satisfaction, organizational commitment, and customer satisfaction significantly. The mediating role of organizational commitment was supported but the mediating role of job satisfaction was not supported.