Determinant Job Satisfication and Performance Employee:
Analysis Competence, Training, Job Experince
Muhammad Thamrin AR
a, Euis Saribanon
a,1*,Aisyah Rahmawati
a, Yuwono D Sucipto
a, Primadi Candra Susanto
aa Institute Transportation & Logistic Trisakti, Jakarta, Indonesia
* corresponding author
I.
Introduction
The organization requires employees who can meet its needs and have been screened for their ability and competence. These competencies are more valuable for the employee and can be specific to the organization's needs[1]. However, the competencies of an employee may not be applicable to the needs of other organizations or companies, and this can be a difference in how they contribute to the organization. There are two categories of competencies that can contribute to employee performance: task competencies, which refer to knowledge of products and sales tasks, and interaction competencies, which refer to communication skills, friendliness, and kindness[2], [3]. This article presents the competency variables from several international scientific articles published in reputable indexed journals.
Employee competence is also related to the training they receive, whether they already have competence or need to update their skills. Training is necessary for all employees, especially those with advantages such as competencies and abilities. However, recent scientific results have shown that training can also have negative effects on employees, such as increased workload. Another study found that the cost of training is often the first budget to be reduced, which may be a symptom of a larger systemic problem between the Chief Financial Officer and Training. Training and competence cannot be separated from employee work experience, as employees who have competence likely have accumulated experience from various organizations. Another study found that Developmental Job Experience (DJE) and psychological capital are related to fatigue, but also stated that job experience has no relation to personality and motivation. Through employee development, work experience is formed, which can result in increased productivity and performance[1], [4]–[8].
Work satisfaction as perceived by employees is the result of achieving goals, evaluations, and targets that meet the expectations of the organization or company. This can lead to overall happiness, but a study found that employees with low job status do not experience significant changes in job satisfaction. Other studies have found that job satisfaction is important for the effective functioning of the organization and is related to job performance. For example, a study on the profile of hotel employees found that this profile can affect individual work outcomes, including performance and job satisfaction. In addition, the implementation of a performance management system can provide insights into the overall organization and improve employee performance. Some studies have also
ARTICLE INFO
A B S T R A C T
Article history:
Received 2 May 2022 Revised 6 July 2022 Accepted 13 Sept 2022
The purpose of this study is to review the existing results of the variables and see the results from the perspective of the author. To do this, the study will use a literature review of 30 international articles and provide an overview of the results and perspectives of the authors. The results of the study show that some variables have an influence on exposure, but not all variables are present in every paper or research result. This can be used as a reference for the variables in this paper.
Copyright © 2022 International Journal of Artificial Intelegence Research.
All rights reserved.
Keywords:
Competence, Training, Job Experince,
Job Satisfication and Performance Employee
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence,
found that employee performance can be a moderation variable in perception of organizational politics[9]–[13].
The purpose of this paper is to provide an overview of the results of scientific articles or papers from international and reputable journals and to offer the author's perspective on the field of Human Resource Management.
II.
Methods
This qualitative research used a mini-review approach to achieve its objectives. The mini-review of the presented variables was conducted by reading and analyzing 30 peer-reviewed journal articles.
These articles are summarized in the tables below. The first table presents information about the journal articles, including the title, author, publisher, and year of publication. The second table presents the content of the journal articles, including the research objectives, recommendations, and recommendations.
Table 1. Distribution of Journals and Publishers
No Article Name Writer Journal Publisher Year
1. Learning at work: competence development or competence-stress
[1] Applied Ergonomics 36 (2005) 135–144
Elsevier Ltd 2005
2. ORIENTATION TRAINING AND JOB SATISFACTION: A SECTOR AND GENDER ANALYSIS
[17] Wiley Online Library (wileyonlinelibrary.com).
doi:10.1002/hrm.21650
Wiley Periodicals,
Inc.
2006
3. Does training managers enhance the effects of implementing team- working? A longitudinal, mixed methods field study
[15] Human Relations 63(11) 1719–
1741
Sagepub 2010
4. No Pain, No Gain: An Affect- based Model of Developmental Job Experience and the Buffering Effects of Emotional Intelligence
[18] Academy of Management Journal Academy of Management
Journal
2013
5. Determinants of employee engagement and their impact on employee performance
[19] International Journal of Productivity and Performance ManagementVol. 63 No. 3, 2014
Emerald Group Publishing
Limited
2014
6. Prior Related Work Experience and Job Performance: Role of personality
[6] International Journal of Selection and Assessment Volume 22 Number 1 March 2014
John Wiley &
Sons Ltd,
2014
7. The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance
[2] International Education Studies;
Vol. 8, No. 1; 2015
Canadian Center of Science and
Education
2015
8. Capacity building boost employees performance
[20] INDUSTRIAL AND COMMERCIAL TRAINING VOL. 47 NO. 2 2015, pp. 61-66, C
Emerald Group Publishing Limited, ISSN
0019-7858
2015
9. The effect of leadership and innovation on differentiation strategy and company performance
[21] 7th International Conference on Intercultural Education "Education, Health and ICT for a Transcultural World", EDUHEM 2016, 15-17 June 2016, Almeria, Spain
Elsevier Ltd 2017
10. An integrative review of pursing policy and political competence
[22] International Council of Nurses National Council of State Boards of
Nursing,
2017
11. The role of training in building employee commitment: the mediating effect of job satisfaction
[23] European Journal of Training and DevelopmentVol. 41 No. 9, 2017pp. 742-757
Emerald Publishing Limited 2046-
9012
2017
12. How does training improve customer service quality? The
[24] European Management Journal xxx (2018) 1-9
Elsevier Ltd 2018
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, roles of transfer of training and job
satisfaction
13. Factors that affect the development of nurses'
competencies: a systematic review
[25] Enfermería Clínica Elsevier
España
2018
14. THE EFFECT OF WORK EXPERIENCE AND JOB SATISFACTION ON THE WORK PRODUCTIVITY OF EMPLOYEESART SHOP IN SUKARARA VILLAGE IN 2019
[26] Bisma: Journal of Management, Vol. 5 No. 1, March 2019 P-ISSN:
2476-8782
Bisma 2019
15. Understanding the experience of full-time nontenure-track library faculty: Numbers, treatment, and job satisfaction
[27] The Journal of Academic Librarianship 45 (2019) 213–219
Elsevier Inc. 2019
16 Effects of 'green' training on pro- environmental behaviors and job satisfaction: Evidence from the Italian healthcare sector
[28] Journal of Cleaner Production 226 (2019) 221-232
Elsevier Ltd 2019
17. Cultural competence in nursing: A concept analysis
[29] International Journal of Nursing Studies
Elsevier Ltd 2019
18. How situational circumstances modify the effects of frontline employees'competences on customer satisfaction with the store
[3] Journal of Retailing and Consumer Services
Elsevier Ltd 2020
19. Factors associated with midwives' job satisfaction and experience of work: a cross-sectional survey of midwives in a tertiary maternity hospital in Melbourne, Australia
[30] Women and Birth Elsevier Ltd 2021
20. Enjoy the pain that you cannot avoid: Investigation on the relationship between
developmental job experience and employees'innovative behavior
[7] Journal of Business Research 126 (2021) 363–375
Elsevier Inc. 2021
21. The interplay between employee development factors and succession planning in predicting employee performance: evidence from retail banks
[31] INDUSTRIAL AND COMMERCIAL TRAINING VOL. 54 NO. 3 2022, pp. 528-543
Emerald Publishing
Limited
2021
22. How to foster employee quality of life: The role of employee performance management and authentic leadership
[32] Evaluation and Program Planning 85 (2021) 101909
Elsevier Ltd 2021
23. Study of working from home: the impact of ICT anxiety and smartphone addiction on lecturers at NIPA School of Administration onjob performance
[2] Heliyon 8 (2022) e11980 Elsevier Ltd 2022
24. Bridging the relationship gap betweenthe training function and chief financial officers: practices, challenges, and solutions
[5] DEVELOPMENT AND
LEARNING IN ORGANIZATIONS: AN INTERNATIONAL JOURNAL
Emerald Publishing Limited, ISSN
1477-7282
2022
25. Adopting the configurational approach to the analysis of job satisfaction in Mongolia
[33] European research on management and business economics 28 (2022) 100179
Elsevier España, S.L.U
2022
26. Budget participation and employee Performance in Real Estate companies: the mediating role of budget goal commitment, trust and job satisfaction
[34] Baltic Journal of Management Emerald Publishing Limited 1746-
526
2022
27. Does organisational politics always
[13] Baltic Journal of Management Vol.
17 No. 6, 2022 pp. 19-34
Emerald Publishing
2022
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, hurt employee performance?
Moderating–mediating models
Limited 1746- 5265
28. Tough times at the top:
Occupational status predicts changes in job satisfaction in times of crisis
[9] Journal of Vocational Behavior 139 (2022) 103804
Elsevier 2022
29. Testing the job demands-resources model for Indian correctional staff job satisfaction
[10] International Journal of Law, Crime and Justice 72 (2023) 100564
Elsevier Ltd 2023
30. The effects of differentiated instruction on teachers' stress and job
satisfaction
[35] Teaching and Teacher Education 122 (2023) 103962
Elsevier Ltd 2023
Table 2. Article Categories by Subject
No Article Name Purpose Findings Recommendations
1. Learning at work:
competence development or competence-stress
This model was developed with the current workplace conditions in mind, particularly with regard to learning. Empirical data from questionnaire surveys on working conditions in two different branches of the industry was used to define the differences between companies in terms of working conditions and competency development.
Increased worker control over the learning process can make competency development more stimulating and can tend to simplify work and reduce stress related to learning.
Competence can be developed through models where it is associated with variables such as job alignment and stress reduction.
2. ORIENTATION TRAINING AND JOB SATISFACTION: A SECTOR AND GENDER ANALYSIS
Orientation training has a significant positive effect on the job satisfaction of male newcomer employees in both the private and public sectors, but it only increases the job satisfaction of female newcomer employees in the public sector.
Our findings show that orientation training had a significant positive effect on the job satisfaction of male newcomer employees in both the private and public sectors. However, it only increased the job satisfaction of female newcomer employees in the public sector.
There is a positive relationship between training variables and job satisfaction.
3. Does training managers enhance the effects of implementing team- working? A longitudinal, mixed methods field study
It is possible that the impact of interventions can be improved by providing training to managers during the change process.
We identified several significant, yet simple, additional positive effects that can be attributed to the training of managers. Our results also show that significant organizational changes during the intervention have an impact on team intervention and the transfer of manager training.
Training of managers in conjunction with work intervention.
4. No Pain, No Gain: An Affect-based Model of Developmental Job Experience and the Buffering Effects of Emotional Intelligence
The purpose of this study is to develop and test an influence-based Developmental Job Experience (DJE) model that explains the
The results show that DJE is positively associated with moving intent only for employees with low emotional
Developmental Job Experience (DJE) is a variable that is related to shifting intent.
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, affective mechanisms
through which DJE is associated with positive and negative individual outcomes, such as potential progress and moving intentions, and the role of emotional intelligence buffers (EI) in these affective processes.
intelligence (EI), but not for those with high EI.
5. Determinants of employee engagement and their impact
on employee performance
The purpose of this study is to identify the main determinants of employee engagement and the predictability of its concept, as well as to study the impact of employee engagement on employee
performance.
It was found that all the identified factors were predictors of employee engagement (r^2 = 0.672), with the work environment and team and co-worker relationships having the greatest influence.
Employee engagement was also found to have a significant effect on employee performance (r^2 = 0.597).
Employee performance is a variable that is related to employee engagement.
6. Prior Related Work Experience and Job Performance: Role of personality
This study shows a negative or insignificant relationship between previously related work experience (PRWE) and job performance (JP), and attributes theoretically inconsistent results to individual factors.
The study found a moderation effect of personality factors on the relationship between PRWE and JP. The implications of the study for practitioners and academia are discussed.
Experience is a variable that is related to job performance.
7. The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance
The purpose of this study is to determine and analyze the effect of competence, motivation, and organizational competence on job satisfaction and high school teacher performance in Jayapura City, Papua, Indonesia.
This study found that competence and organizational culture have a positive but insignificant effect on teacher job satisfaction.
However, work
motivation has a positive and significant effect on teacher job satisfaction, but does not have a significant effect on teacher performance.
This study found that competence and organizational culture have a positive influence on teacher job
satisfaction, while work motivation has a positive and significant effect on teacher job satisfaction, but does not have a significant effect on teacher performance.
8. Capacity building boost employees performance
The purpose of this study is to investigate the factors that improve employee performance in the workplace.
The purpose of this study is to investigate the factors that improve employee performance in the workplace.
9. The effect of leadership and innovation on differentiation strategy and company performance
This study aims to test the influence of leadership and innovation on the differentiation strategy and performance of hotel companies in Surabaya, Indonesia. It uses quantitative research methods and collects data through the distribution of
questionnaires to respondents with
Leadership affects hotel performance both directly and indirectly, through innovation and differentiation as intervening variables.
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, positions ranging from
supervisors to CEOs in the organizatio 10. An integrative review of
pursing policy and political competence
This study aims to conduct integrative reviews to identify and assess the current state of science related to supporting the nursing profession's greater involvement in policy and the political process.
This study identified 45 major studies, with literature from North America being dominant.
However, contributions from low- and middle- income countries have recently begun to emerge.
11. The role of training in building employee commitment: the mediating effect of job satisfaction
This study aims to examine the role of training in establishing employee commitment and job satisfaction duties in the relationship between training and employee commitment in the banking sector in Uganda.
The findings revealed that there is a positive relationship between training and employee commitment (r = 0.507**, p < 0.01), a positive relationship between training and job satisfaction (r = 0.744**, p < 0.01), and a positive relationship between job satisfaction and
employee commitment (r
= 0.519**, p < 0.01).
Training variables and job satisfaction are related variables in one study.
12. How does training improve customer service quality?
The roles of transfer of training and job satisfaction
This study investigates the role of training transfer and job satisfaction in the relationship between training and customer service quality.
This study investigates the role of training transfer and job satisfaction in the relationship between training and customer service quality.
Job training and job satisfaction are related variables.
13. Factors that affect the development of nurses' competencies: a systematic review
This study aims to investigate the factors influencing the development of nursing competencies based on a literature review.
This systematic review found that several factors influence the
development of nursing competencies, including:
(1) work experience, (2) type of nursing
environment, (3) level of education achieved, (4) adherence to
professionalism, and (5) criticism. Competency development is an ongoing process of increasing knowledge and developing nursing competency attitudes.
This literature review examined the variables related to competency development in nurses.
14. THE EFFECT OF WORK EXPERIENCE AND JOB SATISFACTION ON THE WORK PRODUCTIVITY OF EMPLOYEESART SHOP IN SUKARARA
VILLAGE IN 2019
This study aims to test the following: (1) the relationship between work experience and job satisfaction on the work productivity of Art Shop employees in Sukara village, (2) the relationship between work experience and job satisfaction of art shop employees in Sukarara village, (3) the relationship between work experience and the work productivity of art
The results of the study show that (1) both work experience and job satisfaction have a positive influence on the work productivity of art shop employees in Sukarara village, (2) work experience has a positive influence on the job satisfaction of art shop employees in Sukarara village, (3) work experience has a positive influence on the work productivity of art
Work experience as an independent variable, as well as a job satisfaction variable.
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, shop employees in
Sukarara village, (4) the relationship between job satisfaction and the work productivity of art shop employees in Sukarara village.
shop employees in Sukarara village, and (4) job satisfaction has a positive influence on the work productivity of art shop employees in Sukarara village.
15. Understanding the experience of full-time nontenure-track library faculty: Numbers, treatment, and job satisfaction
FTNTT librarians often experience differences in treatment compared to their peers, leading to lower job satisfaction rates. This is
particularly evident in institutions where FTNTT librarians work alongside fixed-line librarians
Nontenure library faculty often experience differences in treatment compared to their peers.
These differences, such as lack of support for onboarding and reappointment, limited participation in faculty governance, unfair salaries, and uncertain contracts, can lead to lower job satisfaction and potentially hinder their engagement and productivity. Providing support for these factors can help nontenure library faculty fully engage with their work and the community, potentially increasing their satisfaction and productivity.
16. Effects of 'green' training on pro-environmental behaviors and job satisfaction: Evidence from the Italian healthcare sector
This paper contributes to the growing literature on green training by demonstrating that it is associated with employee engagement in voluntary pro- environmental behavior.
This relationship is suggested to be mediated by the fact that green training presents a sense of challenge to employees, which motivates them to engage in green- oriented discretionary efforts. Additionally, the paper shows that green training differs from other types of training in that it increases employee satisfaction with their work.
A survey of 260 health professionals was conducted to explore the relationship between green training, employee engagement in voluntary pro-environmental behavior, and job satisfaction in the healthcare sector. This sector was chosen as an extreme case due to previous research indicating that it can be challenging for
healthcare professionals, given the autonomy of their organizations and professional values, to engage in green-related behaviors and see their employers' support for a green environment as a driver for their job satisfaction. The results of the survey showed that green training is
associated with increased employee engagement in voluntary pro-
environmental behavior, and this relationship is mediated by the sense of challenge imposed by the training, which motivates employees to engage in
Green training and job satisfication
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, green-oriented
discretionary efforts.
Additionally, the results showed that green training leads to increased job satisfaction,
differentiating it from other types of training.
17. Cultural competence in nursing: A concept analysis
Analyzing the concept of cultural competence in nursing.
A total of 43 articles were included in the analysis of the concept of cultural competence in nursing. Six attributes were identified that define cultural competence: cultural awareness, cultural knowledge, cultural sensitivity, cultural skills, cultural proficiency, and dynamics. Antecedents of cultural competence were found to include cultural diversity, cultural encounters and interactions, cultural desires, cultural humility, general humanistic competence, educational preparation, and organizational support.
The consequences of cultural competence were also identified, including those related to the recipient of care, those related to the care provider, and health- related consequences.
18. How situational
circumstances modify the effects of frontline employees'competences on customer satisfaction with the store
To analyze whether the effectiveness of the competence of frontline employees (tasks and interactions) in managing customer satisfaction with the store differs depending on situational
circumstances, specifically the type of demand (consultation vs. assistance) and store density.
The study found that the impact of frontline employee task
competence on customer satisfaction increases when the store is crowded, while the impact of interaction competence is stronger in relation to consulting questions rather than assistance questions.
Competence with customer satisfaction for store employees
19. Factors associated with midwives' job satisfaction and experience of work: a cross-sectional survey of midwives in a tertiary maternity hospital in Melbourne, Australia
To explore the factors affecting job satisfaction and work experience of Australian midwives.
The overall response rate for the survey was 73%
(302/411), with 96%
(255/266) of working midwives responding.
Approximately half (53%) had a negative attitude towards Professional Support and Client Interaction (49%), and 21% had negative feelings about Professional
Midwife job satisfaction in Australia
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, Development. The
majority felt positive about Professional Satisfaction (85%). The main factors influencing midwife satisfaction were the lack of recognition from the organization and the need for more support in carrying out their current roles.
20. Enjoy the pain that you cannot avoid: Investigation on the relationship between developmental job experience and employees'innovative behavior
The study investigated the positive and negative effects of developmental work experience (DJE) on employees' innovative behavior. Based on transactional stress theory, we hypothesized that psychological capital and fatigue mediate the relationship between DJE and innovative behavior as assessed by the team leader.
Developmental work experience (DJE) is indirectly related to innovative behavior through the mediating effects of psychological capital and burnout, but only when the
employee's perceived job mobility within the organization (PJM) is low (moderated mediation).
21. The interplay between employee development factors and succession planning in predicting employee performance:
evidence from retail banks
The study aims to test how employee development factors directly affect
succession planning and indirectly improve employee performance by using the principles of human capital theory.
The results of a study with 239 participants found that succession planning improves the performance of bank employees. Employee orientation and training and development were found to have a positive relationship with employee succession planning and performance.
The performance of bank employees is related to the elimination of employees through succession planning.
Orientation and training and development are positively related to employee succession planning and performance.
22. How to foster employee quality of life: The role of employee performance management and authentic leadership
The impact of employee performance
management on the quality of life of vulnerable workers is unclear. Further research is needed to understand the relationship between EPM and the quality of life of employees, particularly those in vulnerable job situations.
Organizations that employ vulnerable workers need authentic leaders to foster a positive impact on performance through employee performance management (EPM) as well as the quality of life of vulnerable workers.
23. Study of working from home: the impact of ICT anxiety and smartphone addiction on lecturers at NIPA School of Administration onjob performance
The aim of this study was to investigate the effect of competence, motivation, and organizational competence on job satisfaction and high school teacher performance in Jayapura City, Papua, Indonesia.
The results of the study show that competence and organizational culture have a positive, though insignificant, effect on teacher job satisfaction. On the other hand, work motivation has a positive and significant impact on teacher job satisfaction, but does not significantly
The study found that competence and job satisfaction have a positive and significant effect on high school teacher performance in Papua, Indonesia.
Additionally, organizational culture had a positive but not significant effect on job satisfaction.
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, affect teacher
performance.
Additionally, competence and job satisfaction have a positive and significant effect on teacher performance, but organizational culture only has a positive, though not significant, effect on job satisfaction.
24. Bridging the relationship gap betweenthe training function and chief financial officers:
practices, challenges, and solutions
Effective training functions require a proactive approach to building relationships with Chief Financial Officers (CFOs).
Failing to do so may put future training
investments at risk.
The purpose of this study is to investigate the potential for building relationships between the training function and the CFO in order to identify ways in which training can support the organization's goals and be recognized for its value contribution. The risk of not proactively engaging with CFOs should also be
considered when making future training
investments.
25. Adopting the
configurational approach to the analysis of job satisfaction in Mongolia
This study aims to examine the various factors that contribute to job satisfaction in private Mongolian companies, including perceived mission statement quality, romanticism management philosophy,
psychological ethical climate, ethical ambiguity, and emotional competence.
The results of this study indicate that there are six pathways leading to job satisfaction in private Mongolian companies.
These pathways are determined by the combination of factors such as perceived mission statement quality, romanticism management philosophy, psychological ethical climate, low ethical ambiguity, and the emotional competence of the manager. Emotional competence of the manager was found to be a key factor in achieving high job satisfaction.
Job satisfaction and competence
26. Budget participation and employee
Performance in Real Estate companies: the mediating role
of budget goal commitment,
trust and job satisfaction
This study investigates the effect of corporate participatory budgeting processes on employee performance in the real estate industry.
The study found that participation in the corporate budgeting process has a positive impact on employee performance through increased commitment to budget goals, trust, and job satisfaction in the real estate industry.
Job satisfaction with job performance
27. Does organisational politics always hurt employee performance?
Moderating–mediating models
This study, based on the job demand-resource theory, investigates the mediating role of job satisfaction and the moderating role of abusive supervision and
This study found that high levels of
organizational political perception (POP) do not negatively impact employee performance when accompanied by
Job satisfaction with performance
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, perceived
organizational support in the relationship between organizational political perception and employee job
performance.
low levels of abusive supervision and high levels of perceived organizational support (POS). Additionally, the results indicate that job satisfaction plays a mediating role between POP and employee performance.
28. Tough times at the top:
Occupational status predicts changes in job satisfaction in times of crisis
The study found that individuals with higher employment status showed a decrease in job satisfaction during the early stages of the COVID-19 pandemic in Germany (from March to May 2020), but those with lower employment status did not. However, job satisfaction levels later recovered to their initial levels for those with higher
employment status.
This study estimates that individuals with higher employment status experienced a decrease in job satisfaction during the early stages of the COVID-19 pandemic in Germany (from March to May 2020), followed by a recovery to their initial job satisfaction levels.
The piece-wise growth curve shows that this decrease in job satisfaction was more pronounced for individuals with higher employment status, while those with moderate and lower employment status did not experience significant changes in job satisfaction over time.
29. Testing the job demands- resources model for Indian correctional staff job satisfaction
The study found that job satisfaction among correctional officers in Haryana State, India was influenced by factors such as pay, working conditions, and the level of support received from supervisors and colleagues.
The study found that all four job resource variables (i.e., social support, role clarity, role conflict, and role overload) have a significant positive relationship with job satisfaction, whereas none of the job demand variables (i.e., work overload, work underload, work-to- family conflict, and family-to-work conflict) are significantly related to job satisfaction. This suggests that job resources, rather than job demands, may play a more important role in influencing job satisfaction in this cross- cultural context.
30. The effects of
differentiated instruction on teachers' stress and job satisfaction
This research combines quantitative and qualitative data to explore the relationship between teachers' experiences of stress and job satisfaction and their use of
differentiated instruction (DI). The
This study reveals that teachers who implement differentiated instruction experience both positive and stressful effects. The results also indicate the importance of providing teacher training in differentiated instruction and the need for further
Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence, quantitative study used
data from 209 teachers in the National Education Panel Study in Germany, while the qualitative study analyzed interview responses from 24 secondary school teachers. The results suggest that teachers who reported higher levels of stress had lower job satisfaction, and that DI practices may alleviate some of this stress.
research on the topic.
The paper discusses the implications of these findings.
III.
Result and Discussion
.
Fig. 1. Novelty Framework
Research Variable:
X1: Competence X2: Training X3: Job Experience Y: Job Satisfaction Z: Performance Employee
From the description above of the various articles reviewed, it is clear that the topic of human resource variables and their impact on work and stress is widely studied. Not all articles examined focus on the same variables, but competence, training, job satisfaction, work interventions, job experience, and employee engagement are all mentioned as factors that can influence employee performance. Recommendations from these studies include the positive relationship between training and job satisfaction, the importance of training for managers, the role of job experience in shifting intentions, and the relationship between employee engagement and performance. It is recommended that further research be conducted in these areas to better understand their effects on employee outcomes[1], [15], [17]–[19].
Several articles were reviewed[3], [6], [23], [30] and recommendations were made based on the findings. The variables of competence, training, job satisfaction, and experience were found to have an impact on various aspects of work, including stress reduction, employee engagement, and performance[24], [26], [28]. The object of study varied among the articles, including models of competence, managers and interventions, intention to leave a job, and customer satisfaction in stores.
X
1z
X
2Y
X
3Muhammad Thamrin AR et al (Determinant Job Satisfication and Performance Employee: Analysis Competence,
Green training was also found to influence job satisfaction. The object of study in some articles included nurses, high school teachers in Papua Indonesia, and bank employees. Job satisfaction was also found to be related to work performance in several articles[2], [13], [31], [33], [34].
IV.
Conclusion
The results and discussions above suggest that several variables have an impact on different factors, as demonstrated in the matrix. However, not all variables are present in every paper or research result, making it necessary to consider multiple sources to fully understand the influence of these variables. It is recommended that future research continue to explore these variables using various methods and subjects..
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