Perilaku Kepemimpinan Lintas Budaya Dimensi LDBQ XII Pada Kepuasan Kerja Praktisi Perbankan Di Jawa Tengah

<p><em>This study identifies the determinants of leadership behavior using LBDQ XII and job satisfaction with a sample of bank staff and managers in the island of Central Java. The leadership style in a country is characterized by cross-cultural as a form of national culture that plays an important role in the application of the leadership theory in a country. The role of leadership on the job satisfaction of supervisors and managers is very important to know to see their performance, which will result in organizational performance. The data collection in this study was conducted by distributing online questionnaires to 60 entrepreneurs in the banking sector. LBDQ XII containing 100 instruments and job satisfaction using the Minnesota Satisfaction Questionnaire (MSQ) containing 20 items in the study population. The results show that Indonesian banking practitioners, especially in Central Java, have leaders who are persuasive, production emphasis, predictive accuracy, tolerance for freedom and initiative for structure have the most role in the job satisfaction of banking supervisors and managers in Central Java, respectively Java.</em></p>

Psychological Empowerment and Job Satisfaction: Insights from Libyan Banking Sector

This study investigates the four psychological empowerment dimensions (competence, impact, meaning, and self-determination) and how they impact job satisfaction. Employee empowerment innovatively boosts the performance and capabilities of the organizations. This study is significant in the background of the Libyan banking sector working under uncertain conditions since the start of the Libyan civil war. This study proposed a theoretical framework with four hypotheses that established a relationship between competence, impact, meaning, self-determination, and job satisfaction. The study used a quantitative design to test the theoretical model using the psychological empowerment model of Spreitzer (1995) and job satisfaction with the Minnesota Satisfaction Questionnaire (MSQ). Five hundred thirty (530) questionnaires were distributed to 25 branches of banks in Libya and received 333 responses, out of which 327 were valid for the analysis. The data analysis was conducted using Structural Equation Modelling (SEM) using Partial Least Squares (PLS), aided by Smartpls 3 software. The results indicated that competence was insignificant with job satisfaction and all other three dimensions were positive and significant with job satisfaction even in the bureaucratic organizational structures. It is also interesting to note that lower and middle-level managers have the self-belief to contribute despite influencing the strategies.

PP30 The Minnesota satisfaction questionnaire as a measure of advanced paramedic practitioner satisfaction with a three part rotational model of working

BackgroundWelsh Ambulance Service NHS Trust (WAST) and Betsi Cadwaladr University Health Board (BCUHB) were jointly awarded Welsh Government Pacesetter funding to assess the viability of a rotational approach to the delivery of care. The three part rotation incorporates the WAST Clinical Contact Centre, solo responding and shifts in BCUHB primary care settings. Nine WAST Advanced Paramedic Practitioners (APPs) started their rotation in north Wales in June 2019, a further eight joined in September 2020. The Minnesota Satisfaction Questionnaire (MSQ) was one of a number of data collection items undertaken as part of a service evaluation to evaluate the impact of this Pacesetter project.MethodsAPP Satisfaction was measured using the Minnesota Satisfaction Questionnaire (MSQ), a standardised tool designed to measure an employee’s satisfaction with work and aspects of the workplace environment. It comprises a 100-item questionnaire, with each question aligned to one of 20 scales. The MSQ was completed by the first cohort of APPs nine months into their rotation, and by the second Cohort in their third month. APPs were asked to consider all aspects of the rotation.ResultsOverall, both cohorts demonstrated a high level of satisfaction, in particular questions associated with intrinsic satisfaction scored better than ones linked to extrinsic satisfaction. For both Cohorts, Social Service, Working Conditions and Activity were all in the top five scoring scales. Whereas, Authority and Supervision (Human Relations) were lower scoring scales for both Cohorts.The individual raw scores were slightly higher for Cohort II than I. Cohort II also demonstrated a wider range in standard deviation scores across the scales.ConclusionThe MSQ is a simple yet effective measure of assessing workplace satisfaction. For the current Cohorts of Pacesetter APPs, scores indicated a high level of satisfaction across all aspects of the rotation.

A Study of Job Satisfaction and Its Effect on the Performance of Employees Working in Private Sector Organizations, Peshawar

The aim of the present research was to study the effect of job satisfaction on the performance of employees working in private sector organizations of Peshawar, Pakistan. For that purpose, one hundred and eighty employees (N = 180) were selected as a sample from private organizations of Peshawar. An equal number of employees, i.e., (n = 60), were selected through random sampling method from three types of organizations, viz., hospitals, banks, and universities. A Minnesota Satisfaction Questionnaire (MSQ-short form) developed by Weiss et al. (1967) and a self-constructed Performance Evaluation Form (PRF) were used as instruments for the study. Initially, the reliability statistics of both the instruments was calculated to know the significance of the scales. According to the findings of the study, the type of occupation has been shown significant correlation with job satisfaction. Similarly, the positive relationship of job satisfaction with performance of employees was also confirmed. Therefore, it is concluded from the study that satisfied employees were better in performance as compared to dissatisfied employees, thus contributing significant role in the uplifting of their organizations. As there are unstable economic and political conditions of Peshawar, it is therefore necessary for every organization to make their employees motivated and satisfied towards high performance by adopting different techniques and methods.

Investigation of Job Satisfaction Amongst Voluntary, Counseling and Testing Centers and Health centers in Iran

Background: Job satisfaction is the persons’ feeling about their job and if personnel haven't good feel to his work, can destroy all plans, intentionally or unintentionally. The present research aims to investigate and compare job satisfaction in the employees and therapists of Voluntary, Counseling and Testing Centers vs. Health centers in 9 provinces of Iran. Methods: All employees of Voluntary, Counseling and Testing Centers were included from Fars, Bushehr, Tehran, Isfahan, South Khorasan, Kurdistan, Kermanshah, Kerman, and Yazd provinces as case group and 103 staffs of similar Health centers selected with the same ratio as the staffs of Voluntary, Counseling and Testing Centers as control samples and answered to Minnesota Satisfaction Questionnaire (MSQ). Results: 50.5% of Health centers employees and 54% of Voluntary, Counseling and Testing Centers employees had high job satisfaction. Other than age and subscale management style no one of data had significant difference between 2 groups. Conclusion: According to the findings, in the Iranian treatment centers, the employees’ satisfaction will be at the same level regardless of their position and workplace. Also, the eastern and western regions of the country reported higher satisfaction than the southern and central regions.

Job Satisfaction Levels of Midwives and Factors Affecting Those Levels

This study aims to determine the job satisfaction level of midwives, and the factors that have an effect on those levels. This cross-sectional analytic study was carried out in a total of 21 health institutions including 17 primary health care and 4 secondary health care institutions in a city center. 428 midwives were included in the study. To determine the job satisfaction of midwives, the Minnesota Satisfaction Questionnaire (MSQ) was used. According to the scores obtained from MSQ, quartiles in ¼ were created. In statistical analysis, the difference between the mean scores among groups was analysed with independent samples t-test. P values less than 0.05 were considered significant. The results demonstrated that the majority of midwives had a moderate level of job satisfaction.

ANALISIS FAKTOR-FAKTOR DETERMINAN KEPUASAN KERJA WANITA SEBAGAI PENGEMUDI OJEK SYAR’I

ABSTRAKSyarihub adalah pionir layanan transportasi online khusus wanita dan anak – anak di Indonesia. hadir dari keresahan masyarakat, khususnya wanita muslim yang merasakan sulitnya bermobilisasi dengan rasa aman, nyaman serta sekaligus dapat menjaga dirinya dari lawan jenis yang bukan mahrom. Penelitian ini bertujuan untuk mengetahui determinan faktor–faktor yang mempengaruhi kepuasaan kerja pada pengendara ojek online Syarihub. Penelitian ini adalah penelitian kuantitatif eksploratif dengan pengumpulan data menggunakan instrumen berupa kuesioner. Subyek penelitian ini adalah 50 orang pengemudi ojek online Syarihub di Kota Surabaya, Pengumpulan data menggunakan Minnesota Satisfaction Questionnaire (MSQ). Teknik analisa data yang digunakan dalam penelitian ini adalah teknik analisa faktor dengan tahap analisis deskriptif yaitu memberikan gambaran tentang data yang dimiliki. Hasil yang didapat menunjukkan bahwa faktor-faktor determinan kepuasaan kerja pengemudi ojek Syarihub terdiri dari faktor kompensasi, faktor Supervision Human Relations, faktor kondisi kerja, faktor kebijakan perusahaan dan implementasinya, faktor variasi, faktor status sosial. Keenam faktor variabel tersebut dapat dikatakan sebagai variabel baru yang berpengaruh terhadap kepuasaan kerja pengemudi ojek Syarihub. Kata kunci: Kepuasan kerja, Analisis Faktor, Pengemudi Ojek Online Syar’i. ABSTRACTSyarihub is the pioneer of Indonesia's online ride hailling service for women and children and hiring women riders. Syarihub comes from the need of society, especially muslim women who find it difficult to find a secure and comfortabel transportation that at the same time enable them to keep herself separated from the opposite gender. This study aims to find out determinant factors are influencing job satisfaction’s female online motorcycle taxi drivers who work in Syarihub. This study is an explorative quantitative research by collecting data using an instrument in the form of a questionnaire. The research subjects were online Syarihub motorcycle taxi drivers who work in Surabaya totaling 50 people. Data collected using Minnesota Satisfaction Questionnaire (MSQ). The data analysis technique used in this study is a factor analysis technique with a descriptive analysis stage that provides an overview of the data held. The results showing that the determinants factors are influencing job satisfaction of Syarihub motorcycle taxi drivers consist of compensation factor, human relations supervisory factor, working conditions factor, corporate policy factors and implementation, variation factors, social status factors. The conclusion of the study illustrates that the optimal six factors will increase job satisfaction of Syarihub motorcycle taxi riders.Keywords: Job satisfaction, Factor Analysis, female online motorcycle taxi riders.

Perceptions regarding team-based learning among undergraduate physical therapy students

Team-based learning (TBL) is a strategy where teams work together to develop concepts and apply them towards problem-solving. This latest learning approach has not been tried in the educational environment of Rehabilitation Sciences. Hence, this study aimed to assess the knowledge and practices regarding TBL among undergraduate physical therapy students. A descriptive cross sectional survey was conducted involving 222 undergraduate physical therapy students who were selected via non-probability convenience sampling from Foundation University Institute of Rehabilitation Sciences over a period of three months (May 2018 - July 2018). Data was collected using questionnaire in the light of literature review, developed by Wright States University’s Department of Communication based on the Minnesota satisfaction questionnaire. It contained questions regarding knowledge, practices and satisfaction with team-based learning, assessed via 19 statements on 5-point Likert scale. Continuous....

Dampak Gaya Kepemimpinan Transformasional Terhadap Kepuasan Kerja Pada ASN Milenial di Kementerian Perdagangan

The study has aimed at identifying the impact between transformational leadership and job satisfaction of Milenial Generation civil servant, the population of the study consisted of registered Milinneal Generation civil servant located in Ministry of Trade. There have been 59 surveys mailed out to registered Milenial Generation civil servant. 59 surveys have been returned with an 100 % response rate. Regarding transformational leadership, the survey was adapted from the Multifactor Leadership Questionnaire (MLQ). The Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss (1967) was adapted to measure job satisfaction. The present study has shown a statistically there is no relationship existing between the four dimensions of transformational leadership and the twentieth dimensions of job satisfaction. This study shows a positive and statistically significant relationship between the four dimensions of transformational leadership and twenty dimensions of job satisfaction. Keywords: Transformational leadership, job satisfaction, Millinneal Generation civil servant, Ministry of Trade.

A Quantitative Analysis of Mindfulness Practice as Self-Care for Social Workers in an Urban Setting

This study examines the relationship between mindfulness and secondary traumatic stress (STS) amongst licensed social workers in New York City. The research that was conducted was a quantitative analysis. Participants consisted of 154 social workers that were employed in a variety of agency based or private practice settings. Participants were asked to complete an electronic survey that included: (1) a questionnaire of professional characteristics and demographic information; (2) Cognitive and Affective Mindfulness Scale - Revised (CAMS-R); (3) Minnesota Satisfaction Questionnaire (MSQ); (3) Secondary Traumatic Stress Scale (STSS). The data was analyzed by the use of SPSS. The multivariate linear regression analyses revealed that higher level of mindfulness is related to an increase in job satisfaction (B=1.13, SE=.09, β=.73, p.001) and lower STS for social workers (B=-.66, SE=.11, β=-.49, p.001).