Journal of Contemporary Issues in Business and Government

Job Satisfaction & Employee Engagement has gained significant attention in the recent times. Because of growing importance of job satisfaction & employee engagement, a lot has been studied in terms of research. Few researchers also extended their studies with employee engagement, job satisfaction & their relationship with demographics like work experience, race, employment type, age, education, income, marital status, gender etc. In this study, researcher has made an attempt to explore the relationship of select demographics i.e. age, gender, work experience with employee engagement and / or Job Satisfaction. This study is based on a secondary data which is gathered from papers, articles, thesis, surveys & online documents. A total of 105 articles / papers / theses / online documents has been studied as a part of literature review. Findings of this study shows that there is maximum number of literature studied for Gender as demographic compared to other demographics like Age & Work Experience in relationship with employee engagement and / or job satisfaction. Findings of this research can be useful for researcher for the knowledge implementation in employee engagement & job satisfaction research area with exploring extension of research beyond studied demographics in this paper. There can be a better future scope for any researcher to study the subject with different demographic or any particular demographic in detailed. Study in future scope can be explored for other constructs than studied in this paper i.e., employee engagement and job satisfaction. Future studies can be focused on specific countries and / or industries. It can be concluded that maximum number of studied literatures is from countries like USA & India in comparison to other countries. It is also observed that maximum number of studied literatures is from recent years like 2020, 2016, 2015 compared other years of publication. It is also seen that the construct Job Satisfaction is studied in maximum number of literature than employee engagement. Maximum number of literature has searched from google scholar & wiley databases compared to other databases.

One of the most important and much-needed services in patient care is nursing. Managing an employee in the hospital industry is difficult, and addressing their requirements is critical. Nurses are crucial in ensuring that the requirements of patients are satisfied. Nurses and the organization's goals both benefit from increased job satisfaction. In this study, clinical nurses working in NABH-accredited hospitals in Tamil Nadu are examined to see how demographic factors such as age, years of service, and designation affect outcomes such as job satisfaction, involvement in the workplace, organisational commitment (attitude), job stress (psychological), and turnover intention (behavioural).

Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement. The construct employee engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment and Organizational citizenship behaviour. Though it is related to and encompasses these concepts, employee engagement is broader in scope. Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour. Engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement

An organization's progress depends on employee engagement and performance. The satisfaction level also leads to their performance as well as the organization's overall growth. Customers perceived  State Bank of India as a reliable bank especially in rural India and the employees doing the job in that bank are regarded as the caretaker and custodians of the villager’s hard-earned money. The study analyzes the effect of employee engagement of non-managerial employees at SBI in the Raipur region of Chhattisgarh on their employee performance when mediated through their job satisfaction. The predictor variable was employee engagement, the mediator variable was job satisfaction and the dependent variable was employee performance. The findings revealed that there was a significant indirect effect of Employee Engagement on Employee Performance through Job Satisfaction.

This paper empirically examined the impact of employee job satisfaction on organizational performance in large and medium scale manufacturing industries. It notes that Employee job satisfaction is vital for improved organizational performances. The paper tells that an employee with a high level of job satisfaction holds positive attitudes towards his job. On the contrary, an employee who is dissatisfied with his job holds negative attitudes about the job. The aim of this study is to analyze the impact of employees job satisfaction on organizational performance among the employees working in IT industry in Bangalore and also to explore the link between job satisfaction and organizational performance and to determine if there is an empirically provable relationship between these two variables, and the direction and the intensity of this relationship. Empirical research was conducted on a research sample of five software companies (TCS, Wipro, Infosys, Accenture and IBM) with 155 employees surveyed. The results of this study show the existence of a clear link between employees’ job satisfaction and organizational performance in both directions, but with pretty weak intensity. Study concluded that job satisfaction determines organizational performance, rather than organizational performance determining job satisfaction.

Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work- life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual’s work life and personal life may present contradictory demands, while demand from both the spheres are equally important.  Work life balance and Job satisfaction are the prominent research studies that most of the companies are investing their time to identify various job satisfaction variables. Present study makes an attempt to study the job stress and the work life balance of women employees working in public sector banks in Bangalore City. The study was carried out on primary data from State bank of India, Indian Overseas Bank and Punjab National Bank with sample of 212. . The data are analyzed using various statistical tools and methods on SPSS 28. Present study reveals that there exists a relationship between job stress and work-life balance among working women in selected banks.

In this study, we take a hard look at how contented workers' attitudes in the workplace affect business
outcomes for both big and medium-sized manufacturers. It emphasises that happy workers are more
productive and efficient in the workplace. According to the study, a happy worker is one who
appreciates his or her position in the company. On the other hand, a negative outlook on the job is
indicative of an individual who is unhappy in his position. The motivation behind this examination is to
decide if there is an observationally provable connection between job satisfaction and organizational
performance and if so, what direction and strength does this relationship take among employees working
in the manufacturing sector in Karnataka. Ten firms from both major and medium-sized industries were
chosen as the basis for the empirical study, and a total of 155 workers were polled. According to the
results, there is a little however critical connection between representative work fulfillment and
hierarchical execution. The results of the study showed that employee happiness had a greater impact on
business success than had business success on employee happiness

In many regions of the India, finding and keeping skilled staff is a major issue in the hospitality business. As a result, job happiness is becoming increasingly crucial for the long-term development of the work force and its ramifications for regions and destinations. As a result, the goal of this research is to better understand the elements that influence job satisfaction.. An online questionnaire was used to examine 116 employees on various areas of job satisfaction. According to data analysis, the most essential variables for job satisfaction are a positive relationship within the team, Shift timing and working hours, personal growth chances, fair pay and promotion policy.  The findings point to crucial topics and directions for further job satisfaction research. For practitioners, the study provides useful information on how to promote employee job satisfaction in a long-term and effective manner.

The succession of attitudes and behaviors espoused by employees of a given organization that affect its function and overall well-being is referred to as organisational culture. It is vital for any organization's success and plays a critical part in shaping an organization's strategies. Employee opinions and attitudes toward the working environment and work experience are measured by job satisfaction. The purpose of the present study was to explore the faculty of the University of Delhi's attitude towards organisational culture, their job satisfaction levels, and the relationship between the components of culture and job satisfaction levels. Data in this study were collected from a total number of 100 faculty members of University of Delhi. It further examines demographics (gender, age, experience in present college and type of college) on job satisfaction levels and culture components. Data analysis indicated a moderate level of job satisfaction among the faculty of University of Delhi, which needs to be improved. There was a significant positive correlation between job satisfaction levels and the organisational culture components; therefore, improvement in culture is expected to lead to better job satisfaction levels.

This article was written to inform about the job satisfaction and QWL of the faculty working in post- graduate colleges in Telangana. The QWL and Job satisfaction is a vital factor for every employee. I want to convey through this article that it is the responsibility of colleges to provide the quality of life and professional satisfaction that employees’ desire. For writing this article, a set of constructive questions was distributed and the responses were collected and analyzed. Along with them, I considered past articles and case studies. I took 160 PG College Teachers from Telangana as respondents and recorded their responses. I used a 5-point Likert scale to record responses. Since it is a study related to the survey, I used simple percentage analysis for data analysis

This research finds out that how the manager should handle their employees with Ziegarnik
effect to measure their outcomes at their work in order to assess their degree of happiness and
satisfaction, because higher the work outcomes would ultimately define organizational Success.
While on other hand, interruptions may have some negative impacts.
In this study,mostly middle line managers were targeted from different associations and data
were collected through questionnaire survey method from 160 workers through convenient
sampling technique. The study is quantitative in nature andthe results were put to the test using
regression analysis, which shows that managerial handling of Zeigarnik effect is positively
related to the “employee work performance” and “job satisfaction”. This means that higher the
managerial handling of Zeigarnik effect, the better would be the employees performance and job
satisfaction. It is recommended to enhance some techniques for handling job stress and creating
interest in job duty.

The aim of this study is to measure the correlation between emotional intelligence and job
satisfaction of the faculty members of public sector higher education institutions of Sindh
province. The method of this study is descriptive with quantitative design. The population of the
studycompriseshigher education institutions of Sindh province. A random sampling technique is
used to collect primary data with a questionnaire. Participants are recruited through survey
sampling using “Google Forms”. Faculty members having teaching experience of more than five
years in higher education institutions of Sindh province are included in the study.Data is entered
and analyzed using SPSS version 20.Results reveal about strong positive and statistically
significant correlation between emotional intelligence and job satisfaction.

The aim of this research was to predict the effects of work-family conflict on job satisfaction
among Pakistani general practitioners. The study consisted of 184 general practitioners from
different units of Nishtar Hospital Multan and Fatima Jinnah Women Hospital Multan. The
10items work-family and family-work conflict questionnaire was used to assess work-family
conflict and the instruments were taken from the study conducted by the Boyar and Carson
(2006). However,the 20 items Minnesota Satisfaction Questionnaire created by Weiss and
Dawis (1967) was used to assess an individual’s level of job satisfaction for this study.Using
regression analysis, there wasevaluated that work-family conflict has a significant effect on
job satisfaction among the general practitioner. Further, there were no major differences in
the degree of work-family conflict and job satisfaction among general practitioners based on
gender or marital status according to independent samples t-test. Using ANOVA, significant
variations in the degree of work-family conflict in general practitioners were analyzed based
on their age. However, there was no significant variance in work satisfaction levels based on
age. In the future, it will be fascinating to see how disparities in marital status and gender
affect general practitioners.

This study identifies critical factors which have influence employee retention in the fastfoodpolicies
in these organizations to retain staff at the floor level.Overall, the results give a
fresh insight into the topic of retention industry. It adds to research studies on similar topics by
exploring critical factors which have not been a regular part of the research, such as supervisor
support and job security. Instead of taking employee turnover intention, this study takes a more
direct approach by using the retention of employees as a dependent variable. The study confirms
through quantitative analysis that three independent variables – Job Satisfaction, Brand Image,
and Job Security have a significant impact on employee retention. In an unusual result, two other
independent variables – Career Development and Supervisor Support have been found to have an
insignificant impact on the employee retention in the fast-food industry. These results have been
validated through online interviews with an Industry Specialist and a Food Researcher.Based on
this study, it is recommended that Operations staff should have their jobs enriched with regular
transfers to other areas like Finance, Marketing, and Purchasing. There is also an urgent need to
reenergize the motivational levelof employees in the fast-food industry in Pakistan.

Corporate brand identity is a key issue for any organization. Accordingly, its study is a profitable field of research. As a result, companies should pay special attention to brand identity management because it affects employees' commitment to the organization, their job satisfaction, and brand performance. The present study aimed to investigate the role of organizational commitment in the relationship between organizational brand identity, brand performance and job satisfaction of Shahr Bank employees. The present research is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the study was the employees of Shahr Bank which was estimated to be 120 samples through Morgan table, and then the data were collected using cluster sampling method. A questionnaire was used to collect information, which was distributed among the sample after confirming its validity and reliability (Cronbach's alpha coefficient of 0.94%). Finally, after collecting data, the data were analyzed using structural equations (Smart PLS). To analyze the research data, two methods of descriptive statistics and inferential statistics have been used. The results show that brand identity has a positive effect on employee commitment, as well as sub-hypotheses of positive effect of focus on customer and employee, brand personality and having consistent relationships on the formation of brand identity were confirmed. Also positive effect of brand visual identity and human resource planning on the formation of brand identity was not confirmed according to the results. Finally, the hypotheses of a positive effect of employee commitment on brand performance and employee job satisfaction were confirmed.

The global economy is suffering as a result of the Covid-19 pandemic. Because of the health and psychosocial issues, both private and public sector organizations are impacted. Leaders and employees must be committed, engaged, and supportive during this crucial process. To ensure that the overall process runs smoothly, leaders should act and energize on the same page and same attitudes, i.e., transformational leadership styles. Hence, this study attempted to examine the effect of transformational leadership on employee satisfaction during Covid-19, along with the mediating role of employee empowerment between the transformational leadership and employee satisfaction of employees working in public sector organizations. The results of this study revealed the positive association between characteristics of transformational leadership such as coping with uncertainty and ambiguity, guidance and support, risk management, and supporting teamwork, with job satisfaction. Moreover, the mediating results of this study show that employee empowerment significantly mediates the relationship between coping with uncertainty and ambiguity, guidance and support, risk management, and job satisfaction. The current study validates that the characteristics of transformational leadership have a strong effect on job satisfaction among public sector employees. Therefore, the role of transformational leaders during increased healthcare and psychosocial challenges is highly influential. The limitations and future recommendations are also conveyed in this study.

This study analysis the relationship between decision-making and job satisfactionbetween employees in the organization. This study was shown in the form of research on positivism. The study accepted the structure of descriptive research. A sample of 82 Employee was selected, and a questionnaire prepared to collect survey data was distributed. To study the impact on employee decision making programs and satisfaction level among Agrisoft Dairy and Agro products, the study was conducted in Pandalam. Data collected by questionnaire and descriptive analysis and, hypothesis test was conducted. The outcomes indicate that the level of job satisfaction for employees of Agrisoft Dairy and Agro Producer Co.LTD is growing in proportion to the increase in their level of partaking in decision-making.

The human element is the determinant of the administrative process to achieve the
goals of individuals and the organization, and the language of diversity has become
one of the features of small and large contemporary organizations, local and
international, as it gives them the ability to achieve sustainable competitive
advantages, which made it necessary to understand the linkage and integration of
human resources and their treatment without any discrimination or exclusion and
under any reason. To come out with characteristics and ideas that contribute to
achieving job satisfaction, which is considered one of the important topics covered by
research and studies in the field of managerial psychology, because individuals spend
most of their time at work and their satisfaction with it leads to increased production
and profits and thus the success, effectiveness, survival and sustainability of
management

By distributing a well-structured questionnaire to 200 employees chosen at random, this descriptive research assesses and understand the depth of task performance and job satisfaction that is predominant among employees in the Software Industry, as well as investigate the impact of task performance on job satisfaction. Numerous statistical techniques such as the Mean, Independent samples t-test, ANOVA, and Regression Analysis were utilised to examine the acquired data using inferential statistics. When IT personnel incorporate task performance in the course of their work, the study found that they are quite happy with their jobs. Employees with less education, lower income levels, and those in lower job cadres report lower levels of job satisfaction, whereas those with less work experience, age, education, income, job cadre, and male employees report lower levels of task performance. Task Performance has a substantial beneficial influence on job satisfaction, according to the findings of the study

Employee involvement is regarded by many as a modern human resource strategy that helps companies to deal with volatile and turbulent market conditions. However, the research community in the banking industry is still searching for predictors of employee engagement. In Chhattisgarh, the banking sector is regarded as a place to work that respects the needs of each individual employee while also inspiring them to achieve their individual goals. The aim of this study was to highlight the needs of various individuals as well as the organization's expectations. Understanding generation Y (Gen Y) specific characteristics, desires, and aspirations, which are critical in today's context, is emphasised. Understanding how Gen Y workers act and what motivates them, as well as how they vary from Gen X employees, is a major focus. Better results are achieved by banks that are eager to understand their customers' needs and willing to support their employees' growth. A standardised questionnaire was used to collect data from 412 respondents in selected cities of public and private sector banks in Chhattisgarh. In addition, the element "work satisfaction" is used to examine individual personal differences in the organization's success.

Cutthroat labor force, business practices have developed to reflect financial seriousness in creating and holding capable employees. Associations are persistently looking for new answers for evaluate employee improvement. Preparing known as the nerve that gets the job done the need of smooth working of work which helps in improving job satisfaction among employee. The motivation behind this article paper is to survey the examination on the effectiveness of line managers preparing on job performance and job satisfaction.

Transfer of training is becoming more conspicuous and very vital from the organisation point of view there is mounting requirement to ascertain the methods to validate its accomplishment. Employee’s performance is an essential dimension from organisational and industry perspective. The ways and means by which the transfer of training affects job satisfaction and organisation commitment across manufacturing and service sectors are envisaged here.  In this research Learning transfer system inventory ( LTSI ) , Person Organisational fit , person Ability fit , Organisational commitment and job satisfaction  practiced in manufacturing and service industries are analysed. As a positive transfer of training leads to the growth and development of the organisation and its workforce the tangible outcomes related to transfer of training are analysed in manufacturing and service industries. 

The objectives of this study were to identify the level of the motivation and job satisfaction of health workers in Sri Lanka, to study the relationship between motivation and job satisfaction, to study the relationship between motivation and dimensions of job satisfaction, to study the relationship between dimensions of motivation and job satisfaction and to explain the ways of improving motivation factors to increase the job satisfaction. To analyze this condition, three hypotheses were formulated. The study was conducted by using a random sample of 100 numbers of Doctors, Nursing Officers and Midwives live in Nintavur. The type of investigation was correlational and it was cross-sectional on time horizon. Doctors, Nursing Officers, and Midwives who live in Nintavur served as respondents for this study. Measures of the study were of good quality after assuring reliability and validity. Data were collected from 100 respondents which were 100% response rate. To test the hypotheses that were concerned with the relationship between the perceived degree of Motivation and perceived degree of Job satisfaction, the Pearson Product Movement Correlation technique was applied. The results of the study showed a significant and positive relationship (r =.807, p=.000) between the perceived degree of Motivation and perceived degree of Job satisfaction.

By distributing a well-structured questionnaire to 200 employees
chosen at random, this descriptive research assesses and understand
the depth of task performance and job satisfaction that is predominant
among employees in the Software Industry, as well as investigate the
impact of task performance on job satisfaction. Numerous statistical
techniques such as the Mean, Independent samples t-test, ANOVA,
and Regression Analysis were utilised to examine the acquired data
using inferential statistics. When IT personnel incorporate task
performance in the course of their work, the study found that they are
quite happy with their jobs. Employees with less education, lower
income levels, and those in lower job cadres report lower levels of job
satisfaction, whereas those with less work experience, age, education,
income, job cadre, and male employees report lower levels of task
performance. Task Performance has a substantial beneficial influence
on job satisfaction, according to the findings of the study.

Purpose of the study:  This study focused on job satisfaction and organizational commitment among teachers who are teaching the indigenous students in the Pahang state. The purpose of this study was to identify the relationship between job satisfaction and organizational commitment among the teachers and to find out which dimension in job satisfaction scored the highest factors in fulfilling organizational commitment.
Methodology:  This is a correlational study adopting a quantitative approach in data analysis.  A questionnaire on organizational commitment was adapted from Meyer and Allen (1990) while job satisfaction dimension was adapted from Spector (1985).  The questionnaires were distributed to 51 respondents from 3 indigenous schools in Pahang.  This study used purposive sampling technique and data were analysed using SPSS version 25. 
Main Findings:  Findings showed a significant relationship between job satisfaction and organizational commitment among the teachers.  The result showed that promotion opportunities were the element of job satisfaction that has the highest influence towards organizational commitment, meanwhile supervision has the factors lowest influence to organizational commitment.
Applications of this study:  This study is beneficial to the Pahang State Education Department in providing guidelines on how to increase organizational commitment among teachers in indigenous schools. Besides that, this study also benefits the school management as it offers a guideline for them to improve performance appraisal.  The findings can also help future researchers by providing better understanding of the connection between job satisfaction and organizational commitment.
Novelty/Originality of this study:  Although literature pertaining to job satisfaction and organizational commitment has often been discussed internationally, there is a scarcity of investigation on the issue in the Malaysian context, explicitly in the topic related to indigenous school teachers.  Hence, this study is trying to fill this gap.

The employee‘s turnover is mostly arise in the hotel industries due to the lack of training, poor
remuneration, job stress, and the incapability of the management. It is the decision of the
employees to continue with their service by taking into consideration of the factors such as job
satisfaction, working atmosphere, training and development, promotional prospects offered by
the management. The population of the study includes 266 working staff in five star hotels in
Riyadh city. the structural relationship of factors influencing the turnover of hotel employees
shows out of the eleven factors, eight of them having the significance value P<0.001, and two of
the constructs with the significance value of P<0.05. The study depicts that, the factors such as
employee expectation, job stress, remuneration, motivation, promotion, training and
development, interpersonal relationship and work atmosphere had significant positive influence
on employee turnover

This research investigated the association between performance appraisal, employee promotion job satisfaction with employee performance in the banking sector of Pakistan. The SEM analysis approach was utilized in Smart PLs on 280 samples of bank officers. It has been revealed by the results that performance appraisal has a constructive relationship with employee promotion, satisfaction, and performance. Moreover, rewards and appreciations are not based on the number of tasks or workload. Additionally, research explicated and expressed the worthiness of human resource practices from the perspective of the private banking sector of Pakistan. The research implications suggest that authorities of private banks must pay significant attention to recognition and reward practices as workers expecting rewards accordingly to their efforts.

The purpose of this study investigates the effects of work - life Balance on the academic employees’ performance, motivation and job satisfaction among private and public universities of Kurdistan Region. Both qualitative and quantitative research methods were used to obtain empirical outcomes. The questionnaires were distributed to the 396 participants among public and private universities in KRG. The results indicate that the employees of the academic world do face challenges of work-life balance in their careers. These challenges are more difficult on the private university employees than the public employees, and the public employees enjoy a fairly better degree of work-life balance than the private universities, even though the rate of the work-life balance culture within the public universities is not at an acceptable level.

Objective: The main objective of the research is to determine the influence of intrinsic and extrinsic factors on job satisfaction of teachers during COVID-19.
Method: It is descriptive research for which data was collected between August 2020 and October 2020 through Minnesota Satisfaction Questionnaire. Due to preventive measures of Corona, data was collected through mail. Questionnaire was mailed to 160 teachers working in 7 different colleges of Northwestern region of India. The response rate was 63%. The data was analyzed by descriptive statistics (mean, standard deviation), T-test and One-way ANOVA.
Result: The outcome of the research work shows no significant relation exist between demographic variables (gender, marital status, number of children, educational qualification and working duration) and job satisfaction of teachers.
Conclusion: Result of the study indicate that whether one is male or female, married or unmarried, with children or without children, with different education qualification and working duration, the intrinsic and extrinsic factors influence their job satisfaction.

This study aims to investigate how the interpersonal relationship and promotion opportunities associate with job satisfaction of academic staff permanently employed in private sector higher education institutions.It was a quantitative research with correlational research design. A questionnaire was developed to collect data from 150 permanent faculty members of the private sector higher education institutions in Karachi, Pakistan. Descriptive statistics, partial correlation, Anova and collinearitytests were used to analyze the data collected and model developed for the study. Results of the study revealed that interpersonal relationships at work and promotion opportunities are the factors positively related with the job satisfaction of the permanent academics employed in private sector higher education institutions. Future research can replicate the framework of this study in other settings and for comparative studies in other organizations. Time and Cost, two constraints kept study restricted to only 150 permanent academics employed in private sector higher education institutions of Karachi Pakistan. This paper will contribute to the existing literature about positive relationship among interpersonal relationship, promotion opportunities and job satisfaction of academics permanently employed in higher education institutions. This study will benefit management of the private sector higher education institutions and government authorities to revisit their current practices and policies related to the phenomenon investigated

Since the pandemic of Covid-19, working from home has become a new normal. A relative psychological feeling and understanding of an individual is job satisfaction. It varies depending on various factors that influence or contribute, such as physical, financial, technological, social, and psychological factors. The main goal of the research is to understand the difference in job satisfaction of urban working women from the IT sector in India in a pandemic situation based on two factors namely marital status and nature of family. The study was confined to the urban working women in the IT sector in the city of Pune, India.
This paper aims to study the impact of marital status and nature of family as a combined effect on the job satisfaction of female employees in the IT sector working from home during the pandemic situation of covid-19.
A questionnaire gathered primary data and the respondents were female IT sector employees in Pune. In this background the present study was undertaken to analyse job satisfaction of working women in the IT sector during a pandemic situation. The sample consists of 238 career women working in the IT Sector of Pune, India. The questionnaire was Circulated online through Google Form to 300 respondents and received 238 responses from them. The received data tested for data fitment and further interaction effect was found. The interaction effect results show that marital status and nature of family are significantly associated with job satisfaction of female working employees of the IT sector. It opens for a thought to start rethinking women employee job satisfaction in terms of formulating employee support programs to maintain their level of job satisfaction to enhance productivity.

The study aimed to know the most critical factors affecting job satisfaction among secondary school teachers in Wad-Madeni Greater Locality, Gezira state, Sudan (2020), and the study mainly depended on primary data from Wad-Madeni greater locality, Gezira state. A structured questionnaire was used for data collection, and statistical packages were used in the processing and analysis of data. In this study, the researchers applied descriptive statistics; likers scale measurement, and factor analysis. The result shows that the average of age, training courses, experience for males respectively 49.54, 3.36 and 24.04 while for the females 43..05, 2.56 and 17.29. There is a significant difference between males and females in (Residence, Marital status), while the (Education Level, Department, Work is Satisfactory) are not significant. According to Likers scale measurement, the researchers found that most of the respondents in section one (To some extent). In section two, most of the respondents (disagree and strongly disagree). In section three (To some extent) is the answer of most of them. Finally, in the last section also most of them (To some extent). Kaiser standard detected nine factors with roots value higher than 1.0. These nine factors explain 66.528%% of the total variation. The first factor contributes to 15.762%. The second factor contributes by 13.035% of the total variance. The third factor contributes by 6.996%. Factor four contributes by 6.990%. Factor five contributes by 5.621%. Factor six contributes by 5.160%. Factor seven contributes by 4.937%. Factor eight contributes by 4.030%, while the last factor contributes by 3.980% of the total variance. The most important recommendations of this paper are, the number of students must be proportional to the capacity of the classes and must be clear policies and guidelines for incentives and promotions.

Job satisfaction is a very important factor among the employees of Public Universities. Job satisfaction is considered an internal principle created by various elements found within a work environment. Due to the influence of various items on job satisfaction, educational organizations should be conscious of implementing the right leadership styles. However, the lack of attention given to this organizational behavior has led to the rise of abnormal reactions among employees. Thus, the current paper focused on the essential role of leadership styles in improving job satisfaction among the employees of Public Universities. Substantial attention should be dedicated to the precise leadership style practiced in an organization. In the same way, specific leadership styles, as external factors, have an important impact on the job satisfaction of employees at Public Universities, because these styles can improve the employees' commitment to the organizations. This initiative involves enhancing satisfaction among employees and finding an effective leadership style, which is one of the main components of improving educational organizations.

This study aims to determine the effect of organizational culture and motivation on job satisfaction and its effect on employee performance at PT. Nitya Wisata Mandiri, Badung. The population used in this study were all employees of PT. Nitya Wisata Mandiri, Badung, which numbered 90 people. The data analysis technique used is Partial Least Square (PLS) using Smart PLS software. The results of this study indicate that organizational culture has a direct or indirect effect on employee performance. Motivation has an indirect effect on employee performance. Organizational culture has a positive and significant effect on job satisfaction. Motivation has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. So it is suggested that the company can continue to maintain the consistency of a good organizational culture, then the company is advised to design a motivation system that can reach all employees, and the company should always make job satisfaction a consideration in an effort to improve employee performance.

The present study of work life balance in banking sector covered the employees from public, private and co-operative banks having their branches in Bangalore district. The study covered employees at each hierarchical levels of the branches like branch managers, officers from various departments and clerks and sub staff employed. An in depth study is carried out to study life satisfaction and job satisfaction among the bank employees. This is an attempt to analyse work life balance and related issues. The required data for analysis was generated through primary and as well as secondary sources. Data input was being of 440 bank employees and having different variables under study, its analysis was done using IBM SPSS Statistics 20.0 the statistical tools applied for the analysis of primary data are ANOVA. This study reveals the association between life satisfaction and work life balance, and the association between job satisfaction and work life balance. The present study provides recommendations that a practical implementation of the suggestions like facilitating mentoring, yoga, workshop etc., can be initiated and results may be evaluated.

In recent days, the distinction of job satisfaction is receiving increase attention in varied paradigms. Amongst, the job satisfaction of academic leaders is relatively significant to the improved and empowered future generations. Job Satisfaction is a vital determinant and a leading cause, for the successful endeavor of an organization and educational institutions, in the competitive edge. Consequently, many investigations reported that exercising appropriate management of human resource; offers sustain beneficial impacts, both in individuals and diverse organizational levels. These observed implications were, similar, in academic sector also the positive and few negative outcomes were well outlined in absence of job satisfaction in earlier investigations. As job satisfaction do mine provides, uncountable benefits to the organizations, employers strive to generate satisfaction among employees. Recent studies have evident and elucidated that Self-actualization has influenced and played a role, in determining the job satisfaction among the individuals. This review attempted to analyze the chronological recent literature on Self-Actualization’s influences on job satisfaction, among the academic leaders in Tamil Nadu Universities context.

Representatives are the main resources of an association. Additionally, in the present exceptionally serious world representatives are the elements which decide achievement or disappointment of an association. They are the ones who cooperate with the client on an everyday premise and complete the entire activity. As such the associations need to focus on the happiness of the representatives. What's more, as quality HR gets an ever increasing number of meager, the organizations need to pay more notice as per the general inclination of workers. Likewise, notwithstanding the fulfillment of the representative, the business has a task to carry out in the inspiration of the worker. In the event that the worker is propelled towards the work, at that point it is probably going to yield more outcomes.

remote working and employee’s satisfaction, performance is  recently being discussed often as the world is in a pandemic situation, Need for doing research has become inevitable in this field as many employees are working from home with limited resources. many significant factors are chosen for this study. The objective of this study is to know the impact of remote working in the IT industry, to find out the positive and negative consequences faced by employees while remote working, to study the influence of demographic variables on the perception of employees regarding remote working, and to give suggestions to overcome negative consequences. The questionnaire was circulated to remote workers in the IT industry. A total number of 61 respondents were contacted and were given the opportunity to participate in the survey through a convenience sampling method. The results of this research were found to be that communication is the most influencing factor of creating job satisfaction among remote employees in the IT industry and remote working is becoming the upcoming trend.

The main purpose of the study is to work out the factors affecting IT employees' job satisfaction and to seek out the extent of job satisfaction. The study is completed on a descriptive basis, and IT employees collect the first data. The info is collected from 110 respondents on the idea of probability and is analysed with the SPSS tool. Statistical methods Frequency analysis, mean analysis and multivariate analysis were wont to define, tabulate and interpret the info collected. The result revealed that the bulk of respondents were female which the group of but 30 workers is permanent. Interpersonal friendship, personal growth and career advancement features a positive influence on the worker Job satisfaction among the "Pay and benefits" factor."

India became the fourth largest auto market in 2019 displacing Germany with about 3.99 million units sold in the passenger and commercial vehicles categories. As the industry grows employment and pressure on employees too grows. This article investigates the influence of overtime on employee’s job satisfaction. It establishes the importance of impact of job overtime on employees, increases work load and creates work family conflicts on them. This study is carried out to analyze the factors influencing job satisfaction, to study the factors that leads to work family conflict and to study the effect of work family conflict on job satisfaction

The purpose of this study is to determine the factors influencing retirement planning  among young professionals in the private sector .There are certain factors which determine  retirement based on financial literacy, job satisfaction and savings behavior. Financial  plan helps  with funds. Financial  plan should be goal oriented and it should take care of needs in the most crucial period of life. This paper aims to evaluate the relevance of demographic and  psychological factors in making saving and investment decisions with focus on retirement  financial planning. The study is based on primary as well as on the secondary data.  To understand various frameworks and predict the variables, research papers and articles  would be referred. Most of the people preferred bank deposits by  investing for purchasing home and long-term growth but, most of the  investors were not aware of investing their money in mutual funds and shares. This  research would be relevant in getting insight into factors and issues faced by the  individual while making financial plans for retirement. Primary data on demographic  and psychological variables would be collected through structured questionnaires. In  which it helps encourage the young professionals to save and invest for retirement.

In this paper, I study about employee job satisfaction where employees need organisational and personal satisfaction. Employee job satisfaction is the key to success for any company. Job satisfaction is the key indicator of their attitude towards their work, superior and environment.  This study is to find about the level of satisfaction in the consultancy industry through implementation of a job satisfaction survey. Due to the stressful work environment prevailing  in the companies, the physical health and mental well-being of the employees are at stake.  Satisfaction is important because it improves the firm’s ability to predict needs and employee  dissatisfaction. The sample size is 30. Using a unique combination of firm-level data and  information from job satisfaction surveys, the empirical analysis reveals that the employee  needs job security at the most. 

Climate consists of a collection of features that define an organization, differentiate it from other relatively long-term organizations and influence the actions of people in it.. The purpose of this article is to present, by using ability of a model, the determinants of organizational way of life which influence creativity and innovation and to check whether or not a relationship existed between the variables job delight and organizational tradition of personnel within a service organization. The populace is collected from thermal power plant industry, and the data is collected from all levels of management (low, middle, top-level) 200 personnel of which fifty had been excluded from the research because of low levels of literacy.. The relationship between creativity, innovation and way of life is discussed in this context. Against the history of this model, the determinants of organizational culture were identified. The determinants are strategy, structure, support mechanisms, commitment, and job satisfaction, behavior that encourages innovation, organizational climate and open communication. The impact of every determinant on creativity and innovation is discussed. Values, norms and beliefs that play a position in commitment and job satisfaction can both support or inhibit creativity and innovation depending on how they have an effect on character and employees’ performance and behavior. This is additionally defined in this article.

The research paper titled the relationship between Job Satisfaction and Job Performance. This paper studies factor influencing Job Satisfaction toward Job Performance. Descriptive research is applied using convenience method of sampling with 71 respondents. The data is collected from the Rice Mill workers. The majority of respondents were Male and their majority of Age group were36-25 years. The tools used of the study is mean analysis, frequency analysis, t-test, ANOVA and  Regression. Through analysis it is found that there is no significant difference between the Job Satisfaction and Job Performance because of the improper working of machineries and lack of technologies in Rice mill Sector.

The goal of the study was to look into and examine the influence of work satisfaction and dissatisfaction on women instructors' commitment to teaching. An initial sample of 1000 female elementary school teachers who had worked in their department for more than five years was taken from four districts in Kashmir valley. The final sample was obtained after the original sample was subjected to the Quartile Deviation (Q3) and Q1 techniques. The researchers employed Meena Buddhisagar Rathod and Madhulika Verma's "Teacher's Role Commitment Scale (TRCS)" and Meera Dixit's "Job Satisfaction Scale for Teacher (JSST)" respectively. The
data was statistically treated appropriately, with Mean, Standard Deviation (SD), and a test of significance ("t"- test) being used. Job Satisfied and Dissatisfied women instructors differ considerably on all variables, including the composite score of Role Commitment, according to the data. This evidence indicated the superiority of Job Satisfied instructors in terms of role commitment over Job Dissatisfied teachers.

The purpose of this study was to discover and compare the attitudes of job-satisfied and job-dissatisfied female instructors regarding teaching. An initial sample of 1000 female elementary school teachers who had worked in their department for more than five years was taken from four districts in Kashmir valley. The final sample was obtained after the original sample was subjected to the Quartile Deviation (Q3) and Q1 techniques. UmmeKulsum's "Attitude towards Teaching Profession Scale(ASTTP)" and Meera Dixit's "Job Satisfaction Scale for Teacher (JSST)" were employed by the researchers. The data was statistically treated appropriately,
with Mean, Standard Deviation (SD), and a test of significance ("t"-test) being used. The findings demonstrated that Job Satisfied and Dissatisfied women instructors differed considerably in their attitudes toward teaching, with Job Satisfied women teachers having a better attitude toward teaching than Job Dissatisfied women
teachers.

The purpose of the study is to explore the moderating role of Growth Need Strength (GNS) on the relationship between Perceived Organisational Support (POS), Perceived External Prestige (PEP) and job satisfaction in the healthcare industry of Pakistan. The data was collected from nurses working in the public sector hospitals in Pakistan. After a successful confirmatory data analysis, a multivariate regression analysis was utilised to interpret the results. The results indicate that there is a positive and statistically significant effect of POS and GNS on job satisfaction. However, no statistically significant association is found between PEP and job satisfaction. The findings also reveal that GNS positively moderates the relationship between POS and job satisfaction. Healthcare organisations can utilise these results as a basis for future planning and decision making to retain nurses and to improve their job satisfaction level. These organisations should give preference to employees with high growth needs.