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Islamic Personal Religiosity as a Moderator of Job Strain and Employee's Well-Being: The Case of Malaysian Academic and Administrative Staff

Achour M, Mohd Nor MR, MohdYusoff MY

J Relig Health, 2016 Aug;55(4):1300-11.
PMID: 25835985 DOI: 10.1007/s10943-015-0050-5

Presently, there is increased in research on job strain and the effects of religiosity on employee well-being. Despite increased recognition of religiosity as a moderator of well-being, limited research has focused on Islamic perspective of moderating job strain. This study examines the moderating effects of Islamic personal religiosity on the relationship between job strain and employee well-being in Malaysian universities. One hundred and seventeen (117) Muslim academic and administrative staff from four public universities were sampled. Data were collected via questionnaires, and our findings show that the effect of job strain on well-being is significant for employees and that personal religiosity of employees contributed to alleviating job strain and enhancing well-being. Thus, the study concludes that Islamic personal religiosity moderates the relationship between job strain and employee well-being.

Matched MeSH terms: Job Satisfaction*
Exploring Internal Benefits of Medical Tourism Facilitators' Satisfaction: Customer Orientation, Job Satisfaction, and Work Performance

Park JK, Ahn J, Han SL, Back KJ, An M

J Healthc Manag, 2020 3 14;65(2):90-105.
PMID: 32168184 DOI: 10.1097/JHM-D-18-00168

EXECUTIVE SUMMARY: This study examined the impact of employee satisfaction with management and coworkers on their performance as medical tourism facilitators. The proposed hypotheses were tested with structural equation modeling based on data collected from major hospitals in South Korea. Results supported assumptions that satisfaction with management is positively correlated with customer orientation and job satisfaction of medical tourism facilitators, as well as with the assumption that satisfaction with coworkers has a direct impact on customer orientation. This study has practical implications as organizations develop effective internal marketing (i.e., communication) strategies to improve the performance of medical tourism facilitators.

Matched MeSH terms: Job Satisfaction*
Fulltext Career Satisfaction of Malaysian Dentists With Expanded Roles at a Specialist Clinic

Malek AA, Radzi NAM, Musa MFC

Int Dent J, 2023 Aug;73(4):574-579.
PMID: 36513555 DOI: 10.1016/j.identj.2022.11.010

OBJECTIVES: Public dentists interested in postgraduate studies were required to complete clinical attachments at the Malaysian Ministry of Health (MOH) Dental Specialist Clinic (DSC). This cross-sectional quantitative study aimed to explore career satisfaction (CS) and barriers perceived by Malaysian dentists at Malaysia's MOH DSC.
METHODS: A total of 208 dentists from DSC nationwide completed an online questionnaire in June 2022. Demographic data and information on dentists' expanded roles were retrieved. Responses on dentists' satisfaction and perceived barriers were collected using a 5-point ordinal scale. Mann-Whitney U and Kruskal-Wallis tests were used to compare the mean rank differences for CS. Factors influencing CS were analysed using multiple logistic regression (MLR) (P < .05).
RESULTS: The mean age of the respondents was 32.68 ± 2.48 years. Almost half (49.0%) of the respondents were attached to a non-hospital-based clinic. The majority (72.0%) of them were permanently attached to the DSC. About half of the dentists (51.0%) strongly agreed that they received no financial incentives for their expanded role at the MOH DSC. Dentists attached at a non-hospital-based clinic (P = .046), working with more than 15 years of experience (P = .013), and having 12 to 18 months' duration of attachment (P = .014) were more satisfied. MLR analysis revealed that non-Malay respondents (odds ratio [OR], 1.54; P = .035) and those who applied for scholarships more than 3 times (OR, 1.85; P = .050) were more satisfied. In contrast, more than 19 months at the DSC decreased CS (OR, 0.44; P = .029).
CONCLUSIONS: Despite having a similar organisational structure, DSC dentists had different satisfaction levels. Dentists' ethnicity, duration of attachment, and frequency of applying for scholarships influenced their CS. Future career advancement plans in the MOH should consider these important influencing factors to ensure the delivery of quality health care from their personnel.

Matched MeSH terms: Job Satisfaction*
How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model

Yan Z, Mansor ZD, Choo WC, Abdullah AR

Psychol Res Behav Manag, 2021;14:185-197.
PMID: 33633474 DOI: 10.2147/PRBM.S293839

Background: The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates.
Purpose: A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested.
Methods: This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects.
Results: The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention.
Conclusion: The findings implied that hoteliers should focus on employees' PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.

Matched MeSH terms: Job Satisfaction
Comparing empowering, transformational, and transactional leadership on supervisory coaching and job performance: A multilevel perspective

Lee MCC, Ding AYL

Psych J, 2020 Oct;9(5):668-681.
PMID: 32022454 DOI: 10.1002/pchj.345

With a leader being able to possess different types of leadership styles, there is a lack of literature investigating which leadership style best facilitates supervisory coaching behavior. The current study aimed to investigate which leadership style would exhibit supervisory coaching behavior, and if supervisory coaching behavior would mediate the relationship between leadership styles and job performance. The study compared the effects of three leadership styles-transformational, transactional, and empowering leadership-on supervisory coaching behavior, which has been reported to influence job performance. A multilevel approach was adopted in this study using 500 employees from 65 organizations within Malaysia. The study found that only empowering and transactional leadership styles exhibited supervisory coaching behavior, which in turn mediated their relationships with job performance. Overall, the findings suggest the importance of leadership styles that prioritize employee development, as these would lead to improved job performance in employees.

Matched MeSH terms: Job Satisfaction
Fulltext Understanding teachers' job satisfaction through work-life balance policies

Farah Shazlin Johari, Muhammad Ridzuan Ruslani, Nor Maslia Rasli Samudin, Nurhafizah Mohd Zolkapli, Siti Norashikin Basirun

Journal of Academia Universiti Teknologi MARA Negeri Sembilan, 2018;6(1):112-119.
MyJurnal

Work-life balance play an important role in influencing employee’s quality of social and working life together with job satisfaction in the organization. Nowadays, teachers are also included in the context of work-life balance due to academic workload and career issues. In
this study, researchers aim to explore work-life balance policies that influence teacher’s job satisfaction in selected Malaysia boarding school. Only 56 school teachers were selected to represent as respondents consist of teachers from language, mathematics, science, social science, counselling unit, and vice principals department. The questionnaires were distributed using convenience sampling. The elements of work-life balance policies such as flexibility policies, welfare policies, job design and leave provisions were included in this study to examine potential influence on teacher’s job satisfaction. Based on statistical analysis using SPSS, Pearson Correlation analysis four elements of work-life balance policies indicated positive and significant relationship with job satisfaction, with flexibility policies showed the strongest relationship toward teacher’s job satisfaction. Most of teachers in selected Malaysian boarding school also demonstrated high level of job satisfaction at the workplace.

Matched MeSH terms: Job Satisfaction
Fulltext Job satisfaction of nurse lecturers in Malaysia

Chin CC, Beauchamp A, Sellick K

The Malaysian Journal of Nursing, 2012;4(2):9-16.

Background: Consistent with other countries, Malaysia suffers from a shortage of nursing faculty. In several studies it has been seen that job satisfaction has been shown to contribute to retention of nurse educators. The majority of these studies are from developed countries and were conducted over ten years ago. As a result these findings may not be relevant to contemporary Malaysia. So, the purpose of this study was to investigate the levels of job satisfaction among nurse lecturers in Malaysia.
Methods: A total of 20 nursing colleges throughout Malaysia were selected for random sampling, of which 30% agreed to participate. The Minnesota Satisfaction Questionnaire with additional demographic and organizational characteristics questions was used to collect the data. Descriptive statistics was used to examine differences in job satisfaction between demographic and organizational variables. Spearman’s rho was used to test the relationship between each of the demographic / organizational characteristics and overall job satisfaction.
Results: A total of 73 nurse lecturers (73% response rate) returned the completed questionnaire. The findings indicated only a moderate level of job satisfaction. There were no significant correlations between demographic or organizational variables and overall job satisfaction levels with the exception of the number of students (p = 0.017).
Conclusions: An understanding of the factors affecting job satisfaction among nursing faculty could enhance retention and recruitment in this profession. Further research using a combination of quantitative and qualitative approaches is recommended to provide an in-depth understanding of nursing lecturers’ perceptions of job satisfaction.
Keywords: Nurse Job Satisfaction, Nurse Lecturers, Nurse Job

Matched MeSH terms: Job Satisfaction
Analysis of the Job Descriptive Index (JDI) using convergent and discriminant validity

Wan Shahrazad WS, Ariffin Hj Z, Mohd AS

Jurnal Psikologi Malaysia, 2010;olume 24:137-149.

Isu kepuasan kerja telah menjadi fokus banyak kajian dalam psikologi industri dan organisasi kerana ia merupakan satu petunjuk kepada pencapaian tinggi. Banyak instrumen psikologi telah dibina untuk mengukur kepuasan kerja dan satu daripadanya ialah Job Descriptive Index (JDI). Kajian ini bertujuan menilai aspek psikometrik Job Descriptive Index (JDI) khususnya kesahan konvergen dan diskriminan. Sejumlah 366 responden dipilih dalam kalangan pegawai polis yang berkhidmat sebagai pegawai keselamatn di satu organisasi. Mereka diminta menjawab JDI. Analisis statistik yang digunakan ilah kolerasi Pearson, alfa Cronbach dan analisis multitret-multimetod menggunakan pekali W. Keputusan menunjukkan bahawa JDI mempunyai kesahan konvergen yang memuaskan dengan lima subskala Minnesota Satisfaction Questionnaire (MSQ). Dapatan ini jelas menunjukkan bukti kesahan gagasan telah diperoleh dalam analisis matriks multitret-multimetod. Disamping itu, JDI juga menunjukkan kesahan kriteria dengan kolerasi signifikan di antara kepuasan kerja dan komitmen organisasi. Bukti-bukti kesahan gagasan dan kriteria ini disokong oleh keputusan alfa cronbach yang tinggi menunjukkan bahawa ia adalah satu instrumen yang mempunyai kesahan dan kebolehpercayaan untuk mengukur kepuasan kerja.

Matched MeSH terms: Job Satisfaction
Fulltext HR practices and turnover intention; the mediating role of organizational commitment in Tehran: a cross-sectional study

Hassanpour MK, Chong CW, Chong SC, Ibrahim Okour MK, Behrang S, Tan XY

F1000Res, 2021;10:1130.
PMID: 36312528 DOI: 10.12688/f1000research.73351.2

Background: Employees are increasingly being recognised as a valuable source of information, especially in knowledge-based businesses. Businesses, however, suffer financial and organisational memory losses related to re-hiring and training new staff, and lost productivity and intellectual property because of employee turnover. Hence, employee turnover should be considered an essential part of human resource management. Furthermore, employees' trust in management and human resource (HR) practices substantially impact organisational commitment (OC). Thus, anticipating employee commitment and turnover intentions is crucial, as people are the sole source for knowledge-based firms to maintain their competitive advantage. In the context of selected Tehran Renewable Energy (RE) firms, this study investigated the mediating impact of OC on the relationship between HR practices (recruitment and selection; training and development opportunities; performance appraisal and evaluation; teamwork; compensation and pay; and job security) and employee turnover intention. Methods: This is a cross-sectional study in Tehran that involved 90 experts and knowledgeable employees from four of Tehran's top RE businesses. A questionnaire was distributed to collect data which was later analysed with correlation, regression and bootstrapping analyses. Results: All six dimensions of HR practices were discovered to have an indirect impact on turnover intention and a direct impact on OC. OC among employees has an indirect effect on turnover intention. It was also revealed that the training and development opportunity has the most considerable effect on OC and turnover intention. OC was not found as a mediator between HR practices and turnover intention. Conclusions: The outcomes of this study showed that both training and development opportunities; and pay and compensation structure were found to be two significant components of HR practices in the relationship with OC. RE managers should employ appropriate HR strategies, particularly in these two dimensions, to improve an individual's degree of OC and reduce turnover intention.

Matched MeSH terms: Job Satisfaction
Fulltext Triple mediation of attitude to bridge transformational leadership on organizational citizenship behavior

Yuwono H, Eliyana A, Buchdadi AD, Hamidah, Jalil NIA

PLoS One, 2023;18(2):e0281220.
PMID: 36730275 DOI: 10.1371/journal.pone.0281220

This study was conducted to determine the Organizational Citizenship Behavior (OCB) of correctional officers at the Super Maximum-Security Prison in Indonesia which is influenced by Transformational Leadership (TL) either directly or indirectly through Affective Organizational Commitment (AOC), Job Satisfaction (JS) and Job Self-Efficacy (JSE). This research was conducted on 224 prison officers as a sample size. Data was collected by means of a questionnaire distributed via Google Form. Robustness was built in two stages; the first stage was through a try out of research instruments and the second stage was through data collection which was done with the time lagged method. Furthermore, the data were analyzed using Structural Equation Modeling (SEM) with the help of AMOS 24 software. The results of this study indicate that triple mediation consisting of AOC, JS and JSE fully mediates the effect of TL on OCB. The novelty of this research lies in the role of triple mediation as the focuses of the study. Furthermore, the triple mediation has been proven to fully mediate the effect of TL on OCB thus may serve as empirical evidence that contribute to theoretical and practical developments in the fields of Human Resource Management and Organizational Behavior.

Matched MeSH terms: Job Satisfaction
Fulltext The Relationship Between Job Satisfaction and Psychological/Physical Health among Malaysian Working Women

Aazami S, Shamsuddin K, Akmal S, Azami G

Malays J Med Sci, 2015 Jul-Aug;22(4):40-6.
PMID: 26715907 MyJurnal

The workplace environment has a great influence on employees' health. Job dissatisfaction has been widely recognised as a workplace stressor that can influence employees' psychological and physical health statuses. However, job satisfaction is a multi-dimensional concept, and it is necessary to investigate its different facets and their unique consequences. Therefore, the aim of this study was to assess the relationship between the nine facets of job satisfaction and psychological health and somatic complaints (i.e., sleep disorders, headache, gastro-intestinal and respiratory problems).

Matched MeSH terms: Job Satisfaction
Positive orientation, job satisfaction and psychological well-being of mental health practitioners in Malaysia

Park MS, Goto N, Kennedy A, Raj S, Dutson A, Park L, et al.

Psychol Health Med, 2020 Aug 05.
PMID: 32755397 DOI: 10.1080/13548506.2020.1804599

Mental health practitioners in many developing countries are faced with high job demands and a lack of institutional support. Given their high levels of work-related stress, it is important to identify mechanisms that help them to maintain psychological well-being and job satisfaction. Recent research has focused on the role that positive orientation (POS) may play in mediating the negative impact of stress on individual well-being. The present study investigated whether POS predicts mental health practitioners' perceived levels of stress, mental health and job satisfaction. If POS measures a person's tendency to take a positive attitude to life and their ability to cope with difficulties, a high POS could be linked to reduced levels of stress and increased levels of job satisfaction and well-being. This study examined associations between self-reported POS and psychological outcomes in a sample of 100 Malaysian mental health practitioners. The results showed that POS significantly predicted job satisfaction positively and mental health issues and perceived stress negatively, even when socio-demographic variables were controlled. Overall, we found a strong effect of POS on individual functioning across the sample of mental health practitioners. Our results have implications for improving practitioner wellbeing and job satisfaction.

Matched MeSH terms: Job Satisfaction
Fulltext Cross-national comparison of factors related to stressors, burnout and turnover among nurses in developed and developing countries

Ohue T, Aryamuang S, Bourdeanu L, Church JN, Hassan H, Kownaklai J, et al.

Nurs Open, 2021 09;8(5):2439-2451.
PMID: 34310070 DOI: 10.1002/nop2.1002

AIM: To examine factors of a hypothetical model related to stressors, burnout and turnover in nurses from developed and developing countries-Canada, Japan, the United States, Malaysia and Thailand.
DESIGN: A cross-sectional questionnaire-based study.
METHODS: Conducted between April 2016 and October 2017, the Maslach Burnout Inventory, Intention to Leave Scale, and Nursing Stress Scale collected data from acute care hospital nurses in Canada (n = 309), Japan (n = 319), Malaysia (n = 242), Thailand (n = 211) and the United States (n = 194).
RESULTS: Compared to other countries, burnout "exhaustion" was the highest in Japan and "cynicism" and intention to leave the job were the highest in Malaysia. Thailand had lower burnouts and turnover than other countries and higher professional efficacy than Japan and Malaysia. In all countries, reducing stressors is important for reducing burnout and intention to leave jobs, especially as they relate to "lack of support."

Matched MeSH terms: Job Satisfaction
Fulltext Effect of education modules on the job dissatisfaction of teachers in community- based rehabilitation centres in Kelantan, Malaysia

Shazlin Umar, Azriani Ab Rahman, Aziah Daud, Azizah Othman, Normastura Abd Rahman, Azizah Yusoff, et al.

Education in Medicine Journal, 2015;7(2):1-8.
MyJurnal

Objective: The objectives of this study were to determine the effect of a one and a half year educational intervention on the job dissatisfaction of teachers in 30 Community Based Rehabilitation (CBR) centres in Kelantan, Malaysia, and to identify the factors influencing changes in job dissatisfaction following the intervention. Method: Ten educational modules were administered to the teachers. A validated Malay version of Job Content Questionnaire (JCQ) was used pre intervention, mid intervention and post intervention. Result: Repeated Measure ANOVA revealed there was a statistically significant reduction in the mean of job dissatisfaction (p = 0.048). Multiple Linear Regression revealed that co- worker support (β= 0.034 (95% CI = 0.009, 0.059)), having less decision authority (β: -0.023; 95% CI: -0.036, -0.01) and being single (β: -0.107; 95% CI: -0.176,-0.038) were significantly associated with decreases in job dissatisfaction. Conclusion: The intervention program elicited improvement in job satisfaction. Efforts should be made to sustain the effect of the intervention in reducing job dissatisfaction by continuous support visits to CBR centres.

Matched MeSH terms: Job Satisfaction
Fulltext Factors Predicting Organizational Commitment among Nurses in State Hospitals, Malaysia

Siew, P.L., Chitpakdee, B., Chontawan, R.

International Medical Journal Malaysia, 2011;10(2):21-28.
MyJurnal

Introduction: With an increase in national nursing shortage, organizational commitment is extremely
important for retention of nurses. This predictive study determines the level of organizational commitment and the predictive ability of perceived organizational support, components of job satisfaction, including pay, task requirement, organizational policies, autonomy, interaction and professional status as well as years of experience on organizational commitment. Method: Data were collected from 416 nurses in four state hospitals in Malaysia, using self-administered questionnaires. The hospitals were selected from each region in Peninsular Malaysia and samples were selected by a random sampling method. Questionnaires, including demographic data, Organizational Commitment Questionnaires, Survey of Perceived Organizational Support,and Index Work Satisfaction were distributed by researcher and research assistants. Stepwise multiple regression technique was used to analyze the data. Results: The results discovered that (1) nearly half of the subjects (48.07%) reported high level of organizational commitment. (2) Professional status, autonomy, interaction, task requirement and years of experience could predict the organizational commitment (ß = 0.52, 0.17, p < 0.01); ß= 0.13, 0.11, 0.09, p < 0.05 respectively). Overall, all predictors explained 33% of variability
in the organizational commitment among nurses in state hospitals. Conclusions: This study found that nurses in state hospitals were highly committed to their organizations. Results of this study provide information for nurse administrators to consider and maintain these factors in nursing practice to foster a high level of organizational commitment among Malaysian nurses.

Matched MeSH terms: Job Satisfaction
Fulltext Organisational support and turnover intentions: A moderated mediation approach

Pahlevan Sharif S, Bolt EET, Ahadzadeh AS, Turner JJ, Sharif Nia H

Nurs Open, 2021 11;8(6):3606-3615.
PMID: 33979031 DOI: 10.1002/nop2.911

AIM: The current study aims to examine the moderating role of psychological ownership in the process that translates organisational support into nurses' turnover intentions through job satisfaction.
DESIGN: A cross-sectional research design was used to test the hypotheses.
METHOD: Using a purposive sampling 341 self-completed survey data were collected from nurses working in two public hospitals in Iran. Structural equation modelling was used to analyse the data.
RESULT: The research revealed that organisational support and job satisfaction were negatively related to a healthcare professionals' turnover intention. Moreover, job satisfaction mediated the negative relationship between organisational support and turnover intention. The research also revealed that psychological ownership strengthened the positive relationship between organisational support and job satisfaction.

Matched MeSH terms: Job Satisfaction
The impact of organisational communication satisfaction on health care professionals' work engagement

Abu Dalal HJ, Ramoo V, Chong MC, Danaee M, Aljeesh YI

J Nurs Manag, 2022 Jan;30(1):214-225.
PMID: 34590378 DOI: 10.1111/jonm.13476

AIM: To assess the impact of organisational communication satisfaction (OCS) on the work engagement of health care professionals (HCPs).
BACKGROUND: Organisational communication can influence employees' work engagement, which is an essential component of an organisation's effectiveness. However, these concepts have not been broadly investigated in health care organisations.
METHODS: A cross-sectional survey was administered to 235 HCPs in the Gaza Strip, Palestine. The SPSS statistical software (version 25) and partial least squares structural equation modelling (PLS-SEM) were used to analyse the collected data.
RESULTS: The HCPs reported a moderate level of OCS (M = 4.96, SD = 0.94) and work engagement (M = 5.56, SD = 0.96). The impact of OCS on work engagement was found to be positive and statistically significant (β = .524, p job categories. Only years of experience significantly influenced their OCS.
CONCLUSION: Improving HCPs' satisfaction with organisational communication is vital in enhancing their work engagement and, ultimately, sustaining health care manpower.
IMPLICATIONS FOR NURSING MANAGEMENT: Strategies for improving the quantity and quality of organisational communication must be prioritized to strengthen work engagement among HCPs. These strategies include management's role in and ways of communicating essential information about their organisations to HCPs.

Matched MeSH terms: Job Satisfaction
Fulltext Job characteristics of a Malaysian bank's anti-money laundering system and its employees' job satisfaction

Kannan R, Reddiar Y, Ramakrishnan K, Eastaff MS, Ramesh S

F1000Res, 2021;10:1052.
PMID: 36225238 DOI: 10.12688/f1000research.73234.2

Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system. Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics. Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees' job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score. Conclusion: This study examined the characteristics of the AML system and its users' job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.

Matched MeSH terms: Job Satisfaction
Fulltext Retaining nurses via organizational support and pay during COVID-19 pandemic: The moderating effect between intrinsic and extrinsic incentives

Pahlevan Sharif S, She L, Liu L, Naghavi N, Lola GK, Sharif Nia H, et al.

Nurs Open, 2023 Jan;10(1):123-134.
PMID: 35906871 DOI: 10.1002/nop2.1286

AIM: There has been growing concern about the nurses' turnover intention as well as life satisfaction during COVID-19 pandemic in Iran. The past research has provided evidence on the effect of organizational support on nurses' job satisfaction and turnover intention. However, little is known about the underlying mechanism behind these associations.
DESIGN: A cross-sectional survey was undertaken.
METHODS: An online survey was conducted in Iran from May to June 2020 through Google Docs Forms. In total, 305 nurses were participated and completed the online survey. Data were analysed using structural equation modelling through (AMOS). This study was checked with the STROBE checklist.
RESULT: The results showed that nurses' perception of organizational support was positively related to their job satisfaction which in turn decreases the turnover intention. Likewise, the job satisfaction partially mediated the relationship between organizational support and nurses' life satisfaction.

Matched MeSH terms: Job Satisfaction
Fulltext Envisaging the job satisfaction and turnover intention among the young workforce: Evidence from an emerging economy

Chen X, Al Mamun A, Hussain WMHW, Jingzu G, Yang Q, Shami SSAA

PLoS One, 2023;18(6):e0287284.
PMID: 37327240 DOI: 10.1371/journal.pone.0287284

As the economy evolves and markets change after Covid-19, demand and competition in the labor market increase in China, and employees become increasingly concerned about their career opportunities, pay, and organizational commitment. This category of factors is often considered a key predictor of turnover intentions and job satisfaction, and it is important that companies and management have a good understanding of the factors that contribute to job satisfaction and turnover intentions. The purpose of this study was to investigate the factors that influence employees' job satisfaction and turnover intention and to examine the moderating role of employees' job autonomy. This cross-sectional study aimed to quantitatively assess the influence of perceived career development opportunity, perceived pay for performance, and affective organisational commitment on job satisfaction and turnover intention, as well as the moderating effect of job autonomy. An online survey, which involved 532 young workforce in China, was conducted. All data were subjected to partial least squares-structural equation modelling (PLS-SEM). The obtained results demonstrated the direct influence of perceived career development, perceived pay for performance, and affective organisational commitment on turnover intention. These three constructs were also found to have indirect influence on turnover intention through job satisfaction. Meanwhile, the moderating effect of job autonomy on the hypothesised relationships was not statistically significant. This study presented significant theoretical contributions on turnover intention in relation to the unique attributes of young workforce. The obtained findings may also benefit managers in their efforts of understanding the turnover intention of the workforce and promoting empowerment practices.

Matched MeSH terms: Job Satisfaction

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