ARE MARRIED FEMALE EMPLOYEES SATISFIED WITH WORKING FROM HOME DURING THE COVID-19 PANDEMIC?

This study identified and analysed the job satisfaction of married female employees working from home during the prolonged COVID-19 pandemic. The research was conducted in Jakarta. This study adopted a quantitative approach, using surveys and sturctural equation modelling (SEM). The results were then obtained using the Lisrel 8.5 program. The population in this study were female employees who were married and working from home in Jakarta. The sampling technique used was a nonprobability sampling method, with a purposive sampling technique. The findings are surprising, as work from home (WFH) had no positive effect on work stress and work-life balance. Work-life balance also had no negative effect on job satisfaction. The implication of this finding is that companies can make new policies that regulate working hours and put in place new mechanisms for working in the office or from home. © 2022, Nigerian Economic Society. All rights reserved.

Examining perceived levels of stress, burnout, and job satisfaction among play therapists

Work-related stress and burnout have become a popular topic for research studies over the course of many years. The COVID-19 pandemic has also highlighted the importance of monitoring stress and well-being for workers in a variety of fields. The purpose of the present study was to examine the relationship between perceived stress, burnout, and job satisfaction among play therapists. We found a strong correlation between perceived stress and burnout among sample participants. We also found a strong negative relationship between these variables and job satisfaction. Based on our findings, we recommend several strategies that supervisors can implement when working with counselors-in-training in order to prevent stress and burnout for this specific therapist population. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Factors Influencing Work Satisfaction and Compliance of Using Ppe among Shop Assistants during Covid-19

Objectives: The objectives of the study was to assess the level of work satisfaction, assess compliance of using PPE among shop assistants during COVID-19 and to find the factors influencing work satisfaction. Method(s): A quantitative approach with descriptive design was used for the study. Eighty samples were selected by using convenient sampling technique. The study was conducted in 4 districts of Kerala through online platform as well as through offline mediums. Result(s): From the study, it is evident that majority of the subjects (55%) were satisfied with their work at the time of COVID-19 and more than half (55%) of the samples have enough compliance with the use of PPE and only 7.5% have less compliance with the use of PPE. Demographic variables such age, relationship status, and work experience were found to be statically significant (p<0.05) with work satisfaction, and other variables did not have a significant association. Conclusion(s): This study provides a baseline for assessing the level of work satisfaction and compliance of PPE among shop assistants in selected areas. Periodic reinforcements, proper education, availability and trainings on the use of PPE can reduce the spread of Corona Virus and improve PPE compliance to an extend. Good working environment support from family and good rapport with colleagues can help to improve work satisfaction .Copyright © 2023 The Authors.

An organizational analysis of how managers must understand the mental health impact of teleworking during COVID-19 on employees

PurposeThe unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the infrastructure and systems in place to support employees facing these sudden workplace changes (Burrell, 2020). Many stressors accompanied this transition, to include lack of childcare, home-school responsibilities and layoffs and business closings. These stressors have perpetuated concerns for the job and financial security for all workers (Fox, 2020), leading some employees to struggle with the work-life balance out of concern for being laid off due to perceived low productivity (Fox, 2020). This study aims to explore those manifestations.Design/methodology/approachThis qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses in the USA.FindingsThe results of this qualitative research case study provide knowledge and information about the need for small businesses to be resourceful and resilient in the way that they support and engage remote workers. This qualitative research case study explores the impact COVID-19-induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment for small real estate businesses. The analysis of current work-life structures through a qualitative lens provides trends among workers to gain a greater perspective of the current accelerators and barriers to worker success in a COVID-19 teleworking environment.Originality/valueThis qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses. The value of this research is that majority of the participants were African-Americans, which represents a participant group that is highly under researched.

Quality of Work and Job Satisfaction Among Health Workers: Moderating Effect of Corona Fear

This paper attempts to understand the impacts and fallouts of COVID- 19 on health care workers. The effect of social intelligence, emotional stability and optimistic approach are studied on the quality of work of healthcare workers along with identifying how it influenced their job satisfaction. The moderating effect of corona fear is analyzed on the quality of work and job satisfaction. Empirical data derived through face-to-face interactions with 493 health care professionals were used for testing the conceptual framework derived from recent literature. The results indicate that social intelligence, emotional stability and optimism contribute towards quality of life of health care workers. Quality of work shows significant relation with job satisfaction. Corona fear shows the moderation effect, negatively affecting the quality of work.

Crossing the Same River Multiple Times

Every year, the editors of Pharmaceutical Technology Europe conduct a survey (1) designed to measure the state of the bio/pharma industry. The editors selected several intriguing areas of opportunities for participants to choose between, and as shown in Figure 8, just under half (47.3%) chose cell and gene therapies. In addition to cell and gene therapies, machine learning and artificial intelligence (22.3%) also drew significant interest from the survey population.

If and to What Extent Does Organizational Learning Culture Predict Turnover Intentions of Telecommuting Call Center Agents?

This study focuses on measuring the relationship between organizational learning culture (OLC) and turnover intentions of telecommuting call center agents. Although many studies involve the call center industry from different perspectives, the literature is scant in studies that have assessed the relationship between OLC and turnover intent in telecommuting call center agents. Call centers exist in almost every organization worldwide. Organizations have centralized their customer service process through computerbased technologies allowing call center agents to work from home. In addition, in the post-COVID-19 era, telecommuting has become a permanent option for many call center employees. Indeed, in the call center industry, telecommuting has become an essential part of the business strategy that seeks to attract new and maintain current employees. In the call center industry, learning is a factor that influences job satisfaction and turnover intentions. Specifically, OLC increases job satisfaction and performance in telecommuting call center agents, influencing employees' turnover intentions. The study 's findings indicate that OLC is a needed factor that helps lower turnover intentions of telecommuting call center agents in the United States.

Technology acceptance in the post-COVID multigenerational retail workforce: The relationship between employee development programs and job satisfaction

In the post-pandemic business environment, small and medium-sized enterprises have experienced historic voluntary employee turnover. One potential contributor to this phenomenon is job satisfaction. Small and medium-sized enterprises serve as the main driver of the global economy, representing 90% of all firms and 70% of the jobs worldwide. This study investigated the relationship between employee development and job satisfaction in the post-pandemic business environment and identified if technology acceptance in the multigenerational workforce moderates the relationship. The study was conducted using a quantitative non-experimental design. Retail workers of SMEs in the state of Florida were surveyed using instruments to measure employee development, technology acceptance, and job satisfaction. The study found that (a) employee development remains a driver of job satisfaction in the post-COVID-19 business environment, and (b) technology acceptance in the multigenerational workforce does not moderate the relationship between the variables. The study's overall findings offer practitioners of SMEs fresh insights into the impact of the rapid deployment of advanced technology on the post-COVID-19 business environment and its implications on job satisfaction in the multigenerational workforce. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Telework in Romania. Current State and Sustainable Socio-Economic Effects of Its Development

The main purpose of this paper is to investigate the current stage of implementation of telework in Romania and to determine potential positive and sustainable effects generated by its development on a large scale. The research methodology used is based on descriptive analysis, comparative analysis, but also on econometric analysis. The general results obtained show that Romania registers a very low level of telework employees, this being influenced, not only by the low share of those with tertiary education and high skilled professionals, but also by the fact that most Romanian employees do not want to practice this type of work. The results also showed that telework can generate significant economic and social benefits. The potential solutions we have identified for the sustainable development of the telework phenomenon in Romania include investments in tertiary education and awareness campaigns among both employees and companies, regarding the positive effects that can be obtained through telework and business development.

How Cultural Intelligence Facilitates Employee Voice in the Hospitality Industry

Drawing upon person-environment fit, specifically demands–abilities fit, this paper examines the impact of hospitality employees' cultural intelligence (CQ) on their voice behavior and job satisfaction. Data were collected from domestic contact employees working for restaurants in three major cities in the United States. The results of the PLS-SEM model show that CQ has a positive effect on employees' voice behavior through self-efficacy. Further, CQ has a positive effect on job satisfaction through a sequential mediation of self-efficacy and voice. This study contributes to the CQ and voice literature, utilizing CQ as a person's ability to meet job requirements. This study also has important practical implications for hospitality practitioners who depend on employee voice for the success of organizations in today's ever-changing global environment.

Crisis Intensity, Leadership Behavior, and Employee Outcomes in Public Organizations

Societal crises such as the recent COVID-19 pandemic challenge public organizations in many ways. Yet, there is little knowledge of how varying crisis intensity can spark different reactions among public leaders and employees. This study examines the dynamics of the COVID-19 crisis in relation to leadership behaviors and employee outcomes for 920 individuals in 45 organizational units within the police, hospitals, and assisted living facilities. By conducting a panel study that combines nationwide data on crisis intensity with survey data from 2019 to 2021, the study shows that employee outcomes such as public service motivation and job satisfaction are higher in severe stages of the crisis. Likewise, crisis intensity is positively associated with employee perceived use of visionary transformational leadership, but negatively associated with employee perceived use of verbal transactional leadership. Hence, public leaders should be prepared to handle complex employee reactions when the next crisis occurs.

Disability, workplace inclusion and organizational citizenship behavior: an exploratory study of the legal profession

PurposeMany workers with disabilities face cultures of exclusion in the workplace, which can affect their participation in decisions, workplace engagement, job attitudes and performance. The authors explore a key indicator of engagement—perceptions of organizational citizenship behavior (OCB)—as it relates to disability and other marginalized identities in the workplace.Design/methodology/approachUsing an online survey, legal professionals answered questions about their workplace experiences. Ordinary least squares (OLS) multivariate regression analysis with progressive adjustment was used to investigate the effect of demographic and organizational factors on perceptions of OCB.FindingsThe authors find that employees with disabilities have lower perceptions of OCB, both before and after controlling for other personal and job variables. The disability gap is cut nearly in half, however, when controlling for workplace culture measures of co-worker support and the presence of an effective diversity, equity and inclusion (DEI) policy. Disability does not appear to interact with gender, race/ethnicity and LGBTQ + status in affecting perceptions of OCB.Originality/valueThe results point to the workplace barriers faced by people with disabilities that affect their perceptions of engagement, and the potential for supportive cultures to change these perceptions.

Salary Survey: The Age of COVID

With large shift to decentralized strategies, industry roles appear set for change Our 2022 Clinical Research Industry Salary and Employee Satisfaction Survey Report, a biennial survey of clinical trials professionals, conducted with our survey partner SCORR Marketing, shows no overwhelming deviations this year from previous years. In Figure 1 on the facing page, you can see the various functional areas and, expectedly, a higher proportion of clinical operations respondents, as that is our core content focus. [...]75% of the respondents do not receive non-cash compensation such as a car, stock options, or mobile phones. In the first five to seven years, employee value increases much more quickly than 3% a year (a typical merit increase). "Because the leaving and onboarding process is time-consuming and costly for employers, why not look to increasing the base pay via merit increases for current employees?

A moderated mediation model of smart-device use: work-family conflict and well-being by age

PurposeSmart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being outcomes (job anxiety, job depression and insomnia) to extend the literature. Work-family conflict was included as a mediator with age as a moderator.Design/methodology/approachThe study uses representative data from 422 New Zealand employees across a wide range of occupations, sectors, and industries from late 2020. Confirmatory factor analysis (CFA) of the data was used and moderated mediation analysis was conducted.FindingsOverall, hypotheses were supported, with mWork positively influencing work-family and family-work conflict, and all well-being outcomes. Work-family and family-work conflict acted as mediators and age interacted with mWork leading to more conflict for older workers. Finally, moderated mediation effects were supported with age acting as a boundary condition, whereby the indirect effect of mWork on well-being outcomes increases as age increases.Research limitations/implicationsThe findings highlight the danger of using mobile devices to work in family time and highlight the additional risks for older workers.Originality/valueThe mWork literature has a limited focus on well-being outcomes, and the New Zealand data provides insights from a largely underrepresented population in the literature. Further, the use of age as a moderator of mWork towards well-being outcomes provides further originality.

E-work evaluation through work-life balance, job effectiveness, organizational trust and flexibility: Evidence from Kosovo during COVID-19

Purpose: This study aims to assess e-working remotely from the perspective of online workers based on important theoretical aspects that have been found to have an impact in this regard. Specifically, the study examines the influence that work-life balance, job effectiveness, organizational trust and flexibility have on e-workers experience in terms of satisfaction. Design/methodology/approach: For this research, the E-Work Life (EWL) scale, which consists of 17 questions and yields four critical dimensions, namely work-life balance, job effectiveness, organizational trust and flexibility, was adapted to measure remote e-working experience. Data were collected by sending the electronic questionnaire link to e-workers. In order to define the factorial structure and test whether the data fit the hypothesized measurement model, factor analysis was initially conducted on a sample of 230 e-workers. The relationship between EWL scale variables and e-worker experience was examined using order logit model. Findings: This paper initially provides the validity and reliability of the EWL scale. Exploratory factor analysis optimally supported three factors and 13 items in contrast to the original scale. The influence that the remaining structure comprised of work-life balance, job effectiveness and flexibility has on e-worker experience was also measured. Results indicate that work-life balance and job effectiveness have a positive influence on e-workers satisfaction with online working, while flexibility does not show a positive association in this regard. Of the three variables, job effectiveness shows to be the most influential factor for e-worker satisfaction. Research limitations/implications: For the nature of this study, a larger sample size would have been more preferable. It must also be noted that the study took place in circumstances of the COVID-19 pandemic where social activities were limited, and this could have interfered with employees' emotions to some level and ultimately with their evaluation of e-work. It is suggested that further research be conducted. Practical implications: Owing to the increasing occurrence of these working practices worldwide, particularly with the COVID-19 situation, this study, through its' findings, contributes to a broader knowledge on successful implementation of e-work environments. It helps individuals to comprehend crucial e-work-related issues and supports organizations to identify areas for improvement, so that effective strategies can be developed to increase productivity while supporting worker's well-being and satisfaction at the same time. Originality/value: This paper addresses a previously identified need for further validation of the newly developed EWL scale in a different setting and with a new sample. At the same time, it adds to the understanding of the impact of important dimensions previously shown to affect e-worker satisfaction with online working. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

All you need is love: the relationship between agape and work outcomes

PurposeThe purpose of this paper was to lay the necessary conceptual and empirical groundwork of agape in organizations. Specifically, the authors reviewed literature on agape;advanced formal definition of agape;explained the relationship of agape with related variables;developed a scale to measure agape and provided evidence of its reliability and construct validity;showed how agape uniquely predicted employee outcomes beyond transformational leadership;and showed how agape compensated for the lack of transformational leadership.Design/methodology/approachThe authors conducted a survey with 214 working executives who rated their manager on transformational leadership and agape behaviours, and later indicated their own work attitudes. Next, the authors conducted a 20-min between-subjects vignette experiment with 147 business management students who were provided with a description of a supervisor and asked to indicate their work attitudes under the supervisor.FindingsThe authors advanced an operational definition and a scale to measure agape. The findings of this study indicated that agape was a unidimensional construct with high reliability. It had significant positive relationships with followers' job satisfaction, faith and loyalty, team commitment, satisfaction and risk-taking;explained incremental variance in employee outcomes beyond transformational leadership;and compensated for the lack of transformational leadership.Research limitations/implicationsThe present research has the potential to inform recruitment, selection, training, promotion and performance evaluation decisions in organizations.Originality/valueThe authors responded to calls for developing a clear and consistent conceptualization and operationalization of agape for improving scholarly research and leadership training and development.

JOB SATISFACTION OF PUBLIC WORKERS IN NORTHERN PERU DURING THE COVID-19 PANDEMIC

Objective: The objective of the study was to determine the job satisfaction of public workers in the provincial municipalities of the Tumbes region (Peru). Method: The method used was a descriptive, non-experimental cross-sectional design. The sample consisted of 319 male and female workers from the 3 provincial municipalities. A sociodemographic questionnaire and the Job Satisfaction Questionnaire were used as data collection instruments. Results: The results showed that only 10% of the participants had high job satisfaction. Within the dimensions, the majority showed low satisfaction (67%) with the remuneration received. No significant differences were found between men and women with respect to job satisfaction, and those with permanent employment status had lower levels than those who work on a temporary basis. Conclusions: It is concluded that most of the personnel working in the provincial municipalities of the Tumbes region have low levels of job satisfaction, so it is important to develop programs aimed at strengthening the bond and favorable attitude of workers with the institution where they work. © 2023 The Authors.

Impact of COVID-19 on the Change in Work Conditions and Career Choices in General Vietnamese Population

Objectives: The onset of COVID-19 has resulted in both morbidity and mortality. It also has a consequential impact on the Vietnamese economy. Prior studies examined the COVID-19 impact on healthcare professionals' career decisions. There remains no study examining the work conditions and career choices in a general Vietnamese population. Our study aims to identify factors associated with change in work conditions and career choices in general Vietnamese population. Method(s): An online cross-sectional study between September 2021 through to November 2021 (during the Omicron COVID-19 pandemic). Snowball sampling method was utilized in recruiting the participants. The questionnaire used in this study included the following questions: (a) Socio-demographic information;(b) impact of COVID-19 on personal habits/daily expenses;(c) Current nature of work & impact of COVID-19 on work;(d) Impact of COVID-19 on career decisions. Result(s): 650 participants were recruited, of which only 645 completed the survey. The completion rate was 99.2%. This study demonstrated the impact that COVID-19 has on finances, as only 32% of those sampled reported that they were able to pay in full. 46.6% of the respondents have had a decrease in their overall household income. With regards to their employment and work characteristics, 41.0% reported a decrease in their work satisfaction and 39.0% reported having reduced motivation for work. Females were less likely to consider transiting from their current job to another field, as compared to male participants. Respondents who were married, had a higher level of commitment to their current job, and lower inclination to transition to another field. Respondents experiencing financial difficulties were more likely to consider a transition to another field/work. Conclusion(s): This is the first study to have examined the characteristics of work/intentions with regards to career choices and transition amongst the general Vietnamese population. It is important that future financial policies take into consideration these factors.Copyright © 2023

Counselor educator workload and burnout in the era of covid-19

The COVID-19 pandemic brought disruption to teaching and other aspects of workload in higher education. The current study sampled 126 counselor educators about workload, compassion satisfaction, burnout, and job satisfaction. Results indicated that faculty workload and administrative responsibilities increased for counselor educators during the pandemic without adequate compensation or support. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

The impact job satisfaction and employee engagement are having on remote work teams during a global pandemic: A qualitative descriptive study in a telecommunications organization

Information and communication are sectors of technology made up of telecommunications companies, telephone companies, and internet service providers. The present study examined the impacts of working remotely from home (WFH) during the COVID-19 pandemic. Adopting a case study perspective, this study employed twenty participants in the telecommunication industry. Participants took part in online questionnaires, interviews, and a focus group that captured employee engagement and job satisfaction as significant factors in an organization's remote work team experiences. This qualitative descriptive study attempts to describe the unknown impact of job satisfaction and employee engagement strategies while working in remote teams during COVID-19. This study also provided evidence to improve, understand, and enable the development of leadership strategies from the perspective of management and non-management employees in the telecommunication industry. Using Braun & Clarke's framework of the six-phase thematic analysis was crucial to the study by examining how engagement and satisfaction were affected by five job characteristics when working from home: Challenges from working from home are problems and situations affecting an organization's flow of communication by compromising with outside interruptions that is transparent in work assignments or tasks. The advantages and Motivations of Working from home include balancing work-life, improving work efficiency, and providing greater control. Strategies of Employee Engagement to Enhance Satisfaction inspire employees to feel a tremendous societal purpose for the company that employs them. Measuring Employee Engagement and Satisfaction is when employee satisfaction measures how content/happy employees are with their role and what comes with it. Strategies Used by Management to Influence Motivation at Work, when achieved, result in productivity and success of an organization. The findings revealed that employee engagement and job satisfaction are necessary conditions for remote work teams. Most managers preferred easy access to information, regular meetings, and monitoring productivity. Most employees prefer better pay, compensation, and an excellent work relationship. Other factors that can improve job satisfaction in telecommunication companies include time to work split shifts that would benefit the employer, employee, and the organization. These findings have clear implications for theory and practice. (PsycInfo Database Record (c) 2023 APA, all rights reserved)