scholarly journals Assessing Causes of Driver Job Dissatisfaction in the Flatbed Motor Carrier Industry

Logistics ◽  
2021 ◽  
Vol 5 (2) ◽  
pp. 34
Author(s):  
Ashley Wygal ◽  
Douglas Voss ◽  
Michael B. Hargis ◽  
Scott Nadler
Keyword(s):  
Job Satisfaction ◽  
Customer Service ◽  
Critical Role ◽  
Wait Time ◽  
Job Dissatisfaction ◽  
Turnover Rates ◽  
Compensation Management ◽  
Management Quality ◽  
Motor Carrier Industry ◽  
Trucking Companies

Trucking companies play a critical role in the U.S. economy but face many challenges. The trucking industry’s greatest challenge may be the persistent driver turnover problem. Trucking companies regularly report turnover rates exceeding 100%. Each driver costs between $2200–$21,000 to replace and new drivers often impact carrier customer service and safety performance. The purpose of this article is to qualitatively explore the challenges drivers face with hopes of uncovering unique methods to improve job satisfaction and ameliorate turnover and retention issues. Results indicate that driver job satisfaction is related to compensation, management quality, equipment quality, home time, and wait time. Proactive managerial actions in the form of pre-planning loads are proposed as a method for carriers to resolve many driver concerns and possibly provide carriers with a competitive advantage in driver retention.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

scholarly journals Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Kwadwo Owusu Akuffo ◽  
Eldad Agyei-Manu ◽  
David Ben Kumah ◽  
Anthony Danso-Appiah ◽  
Abubakar Sadik Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Associated Factors ◽  
Critical Role ◽  
Final Analysis ◽  
Cross Sectional Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eye Health ◽  
Overall Job Satisfaction

Abstract Background Job satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana. Methods A cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores. Results A total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction. Conclusions Most optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

How Does Employee Infusion Use of CRM Systems Drive Customer Satisfaction? Mechanism Differences Between Face-to-Face and Virtual Channels

MIS Quarterly ◽  
2021 ◽  
Vol 45 (2) ◽  
pp. 719-754
Author(s):  
Liwei Chen ◽  
J. J. Po-An Hsieh ◽  
Arun Rai ◽  
Sean Xin Xu
Keyword(s):  
Customer Satisfaction ◽  
Customer Service ◽  
User Satisfaction ◽  
Critical Role ◽  
Customer Relationship ◽  
Service Firms ◽  
Face To Face ◽  
Virtual Channels ◽  
Service Channels ◽  
Expectation Confirmation

To attain customer satisfaction, service firms invest significant resources to implement customer relationship management (CRM) systems to support internal customer service (CS) employees who provide service to external customers in both face-to-face and virtual channels. How CS employees apply sophisticated CRM systems to interact with customers and how the mechanisms through which their CRM usage affects customer satisfaction vary across service channels and bear important implications. We approach these issues by investigating the concept of infusion use, defined as CS employees’ assessment of the extent to which they use a CRM system to its fullest potential to best support their work in the CRM-enabled service interaction context. Drawing on the IS success framework and expectation confirmation theory, we first formulate a baseline model that explains the direct and indirect mechanisms through which CS employees’ infusion use of CRM systems leads to customers’ expectation confirmation, which in turn affects customers’ satisfaction. We then draw on the lenses of media richness and communication adaptation to theorize why these two mechanisms exert differential influence in face-to-face and virtual channels. We test the hypotheses by collecting multiwave data from CS employees, customers, and firm archives of a Fortune 500 telecom service firm. We find that (1) CS employee infusion use can directly contribute to customer expectation confirmation and indirectly do so through CS employees’ satisfaction with the system (i.e., user satisfaction), and (2) the direct mechanism plays a more critical role in the face-to-face channel, whereas the indirect mechanism is more important in the virtual channel. Our findings inform managers of the avenues through which employees’ infusion use promotes CRM-enabled service success across face-to-face and virtual service channels.

scholarly journals Motivating Information Technology Professionals: The case of New Zealand

2017 ◽  
Vol 21 ◽  
Author(s):  
Shoaib Ahmed ◽  
Nazim Taskin ◽  
David J. Pauleen ◽  
Jane Parker
Keyword(s):  
Job Satisfaction ◽  
New Zealand ◽  
Turnover Intention ◽  
Professional Growth ◽  
Critical Role ◽  
Positive Association ◽  
It Professionals ◽  
Online Questionnaire ◽  
Significant Positive Association ◽  
The Impact

IT professionals play a critical role in organizations. Research indicates that they may be unique in their attitudes toward motivation and job satisfaction. In New Zealand, a shortage of skilled professionals may contribute to or impact on motivation. Using a modified model of Herzberg’s two-factor theory by Smerek and Peterson (2007), this research seeks to answer the question: what motivates New Zealand IT professionals? In response, an online questionnaire was distributed to a population of New Zealand IT professionals and the data analysed using Partial Least Squares to understand the relationship between the various dimensions of job satisfaction, the impact of personal and job characteristics, and turnover intention. The findings show that the New Zealand IT professional is primarily motivated by the nature of his or her work, followed by perceptions of responsibility, and how supervisors encourage an environment for such. Satisfaction with salary is a predictor to a lesser degree. Perhaps somewhat surprisingly, professional growth opportunities, career advancement, and recognition do not have a statistically-significant positive association with motivation. We conclude that, to motivate their IT workforce, organizations should: 1) focus on the nature of the jobs that IT professionals undertake; 2) train supervisors to provide an empowering environment; 3) offer competitive salaries to retain top talent; 4) not hesitate to employ IT professionals born outside New Zealand; and 5) take account of the singularities of the New Zealand labour market in seeking to attract, recruit and retain IT professionals. Implications for policy, practice and theory are discussed.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

scholarly journals Burnout and job satisfaction of psychiatrists in China: a nationwide survey

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Hao Yao ◽  
Peicheng Wang ◽  
Yi-Lang Tang ◽  
Yuanli Liu ◽  
Tingfang Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Psychiatric Hospitals ◽  
Maslach Burnout Inventory ◽  
Leadership Role ◽  
Job Dissatisfaction ◽  
High Rate ◽  
Short Version ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Occupational Characteristics

Abstract Background Despite a significant shortage of psychiatrists in China, an ever-increasing number of psychiatrists in China are experiencing burnout and job dissatisfaction and considering leaving their jobs. Yet, to our knowledge, there have been no nationwide studies to date that examined both burnout and job dissatisfaction of psychiatrists in China. Therefore, this study evaluated burnout and job dissatisfaction of psychiatrists in China, and identified relevant characteristics. Methods We conducted a nationwide, cross-sectional survey in March 2019. Psychiatrists from all tertiary psychiatric hospitals in China were invited to participate. The Maslach Burnout Inventory-Human Service Survey and the short version of the Minnesota Satisfaction Questionnaire were used to measure burnout and job satisfaction. Data on socio-demographic and occupational characteristics were collected. Multivariate logistic regression was conducted to identify socio-demographic and occupational characteristics associated with burnout and job satisfaction. Results In total, 4520 psychiatrists from tertiary psychiatric hospitals in China completed the questionnaire. Overall, 38.4% of respondents met the criteria for burnout and 35.6% were dissatisfied with their jobs. Being male, more years of practice, having no leadership role, and longer working hours per week were significantly associated with burnout and job dissatisfaction. Lower monthly pay was significantly associated with job dissatisfaction but not burnout. Moreover, burnout was significantly associated with job dissatisfaction. Conclusions Our data suggest a high rate of burnout and job dissatisfaction among psychiatrists in China. In order to preserve and strengthen the mental health workforce, proactive measures are urgently needed to mitigate burnout and job dissatisfaction among psychiatrists in China.

Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health

2017 ◽  
pp. 323-347 ◽  
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Psychological Health ◽  
Leadership Behavior ◽  
Job Dissatisfaction ◽  
Hospital Nurses ◽  
Medium Level ◽  
Healthy Work ◽  
Transformational Leadership Style ◽  
Frequent Exposure

Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Investigating the Factors Associated with Job Satisfaction of Construction Workers in South Australia

2014 ◽  
Vol 14 (3) ◽  
pp. 1-17
Author(s):  
M. Reza Hosseini ◽  
Nicholas Chileshe ◽  
George Zillante
Keyword(s):  
Job Satisfaction ◽  
Construction Industry ◽  
South Australia ◽  
Construction Workers ◽  
Working Environment ◽  
Job Dissatisfaction ◽  
The South ◽  
Length Of Service ◽  
Related Factors ◽  
Age Related

The purpose of this paper is twofold. Firstly, its aim is to ascertain the major aspects of job satisfaction for South Australian construction workers including the main ramifications of job satisfaction in the working environment. Secondly, it investigates the influence of key age-related factors i.e. chronological age, organisational age and length of service on major aspects of job satisfaction. The collected data for this study comprised 72 questionnaires completed by construction practitioners working at operational levels in the South Australian construction industry. Based on the responses from the target group, this study deduced that job dissatisfaction was predominantly related to the adverse impact on personal health and quality of life. In addition, indifference and the perception of dejection in the workplace are the main consequences of low levels of job satisfaction. Inferential analyses revealed that none of the age-related factors could significantly affect the major aspects of job satisfaction of construction workers in the South Australian context. The study concludes with providing practical suggestions for redesigning human resources practices for increasing the level of job satisfaction within the South Australian construction industry.Keywords: Job satisfaction, workers, age, construction industry, South Australia

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