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Instructions
The final paper will be between 5 to 8 pages with 10 scholarly articles. This does not include the title page, abstract or the reference page. This week you will submit your final paper in APA format and writing.  Note: The annotated bibliography paragraphs are not included in the paper. The references from the portfolio (as corrected) should be on the reference page of your final paper. 
Details
1. You do not submit the annotated bibliography as part of the final paper. You do use properly formatted references for the reference page. 
2.  Make sure that your abstract is on a separate page immediately following the title page. The heading is Abstract not the title of the paper. If you do not understand what is to be included in an abstract read the abstracts from the articles you selected. 
3.  Present your research paper in APA format, which means that you need to write a Title Page, Abstract Page and References Page separate from the body of the text of the paper. Avoid unsupported statements whenever possible. In many cases, you will write a paragraph of text and insert a citation only once. When you use a direct quote, include the page number of the source, too. 
4.  Please remember this is an academic paper and 3rd person is required. 
* Used attached annotated bibliography for references; Student Paper Template attached : Please edit attached research paper accordingly to match requirements

Running head: GUIDED IMAGERY AND PROGRESSIVE MUSCLE RELAXATION

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Job Satisfaction Annotated Bibliography

Student Name
University
COURSE: MGMT601: Organizational Behavior
Prof
Date

Job Satisfaction Annotated Bibliography

Hyung-Woo Lee1 , Peter J. Robertson2, and Kitai Kim1 (2019).Determinants of Job Satisfaction Among U.S. Federal Employees: An Investigation of Racial and Gender Differences. Public Personnel Management 2020, Vol. 49(3) 336 –366.https://doi.org/10.1177/0091026019869371

The study by Hyung-Wool, Peter & Kitai (2019), aimed to determine the job satisfaction between male and female and minority employees in the U.S federal governments. The results of their findings showed there were differences among these groups in terms of strongest impact on satisfaction. Men were given higher priority to female in recognition of their good work. There was evidence of intersectionality where pay satisfaction and diversity management was important for the female.

Hyung-Woo Lee1 (2019).A Career Stage Analysis of the U.S. Federal Employees’ Job Satisfaction and Turnover Intention: A Comprehensive Overview. Review of Public Personnel Administration 2020, Vol. 40(4) 717 –742.https://doi.org/10.1177/0734371X19856082

Hyung-woo (2019) conducted research to determine how job satisfaction determinants and turnover intentions differ among employees career stages. This was done using U.S federal agencies. The findings of research showed that the career stage difference is linear and career stages impact is minimal when it comes to job satisfaction.
This is essential for my research for it help to understand the job satisfaction determinants. They enable understanding patterns of various career stages.

Mary A. (2019).Employability, well-being and job satisfaction following a job loss.Gowan Department of Management, Martha and Spencer Love School of Business, Elon University, Elon, North Carolina, USA

Mary (2019) conducted a research to determine changes in psychological well-being over time for individuals that experienced career disruptions, and relationship between employability and job satisfaction. The study findings were that there are negative psychological impact on job loss and drops over time together with employability and job satisfaction.
The study is of importance to the study for it provides information on social implications, employability and the job satisfaction.

Andrew K. Tao1 and Jesse W. Campbell (2019).Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment.Public Personnel Management 2020, Vol. 49(4) 508 –531.https://doi.org/10.1177/0091026019878210

Andrew & Jesse (2019). Conducted a research to determine the importance of clarity of roles in the first years when one is employed. They based their research on the fact that veterans normally face plenty of challenges adjusting to employments due to poor role identification. The findings of research showed that poor role identification causes poor job satisfaction
The study is of significance to my research in that it provides literature on the factors that causes job satisfaction.

Vandershuere, M. (2019).Can Diversity Management Improve Job Satisfaction for Military Veterans in the Federal Government? American Review of Public Administration 2019, Vol. 49(1) 116 –127 https://doi.org/10.1177/0275074018783005).sagepub.com/journals-permissions DOI: 10.1177/0275074018783005

Vandershuere (2019) conducted a research to determine if the diversity management can improve job satisfaction among veterans. The study points out the fact that veterans are having a difficult time to engage in federal work after military. Failure to integrate increases their job dissatisfaction.
The article is important in research in that it provides the source of identity and values which are associated with job satisfaction and help to explain how it affects their performance.
Sungjoo Choi (2012).Demographic Diversity of Managers and Employee Job Satisfaction: Empirical Analysis of the Federal Case. Review of Public Personnel Administration 33(3) 275 –298.sagepub.com/journalsPermissions.nav DOI: 10.1177/0734371X12453054rop.sagepub.com
Choi (2012) conducted a research to determine the demographic diversity of managers and employees job satisfaction. The findings of study showed that higher number of the racial/ethnic minorities is negatively related to employee job satisfaction.
The study is of significance to the project in that it provides information on impacts of diversity on job satisfaction and how other factors such as managerial diversity affects job satisfaction.

C. Beau Nelson, Kara Zivin, Heather Walters, et al., (2015) Factors Associated With Civilian Employment, Work Satisfaction, and Performance among National Guard Members. Psychiatric Services 2015; 66:1318–1325; doi: 10.1176/appi.ps.201400334

Beau et al., (2015) conducted a research to determine factors that are associated with work satisfaction and performance among the National Guard Members. The findings of the research shows that higher alcohol use was linked to reduced odds of employment and ones with less work satisfaction. Social resources affected individual work satisfaction and performance.
The study is of essence in that it helps to determine how social factors are linked to the job satisfaction and how social resources affect performance.

William, B & Russel, C. (2015). Good acting requires a good cast: A meso-level model of deep acting in work teams Journal of Organizational Behavior, J. Organiz. Behav. 36, 232–249 (2015) Published online 23 October 2014 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/job.1978

William & Russel (2015) came up with the idea that a meso-level model of deep acting n work teams. It states that when a team has convergence, deep acting by individual members should be related to lower emotional exhaustion. The article is of great significance in that it will help to offer explanation on the emotional impact of job satisfaction.

Helfrich, Dean Blevins et al., (2011). Predicting implementation from organizational readiness for change: a study protocol Christian. licensee BioMed Central Ltd. This is an Open Access article distributed under the terms of the Creative Commons Attribution License (

http://creativecommons.org/licenses/by/2.0

)

Helfrich et al., (2011). Conducted a research to determine implementation from organization readiness for change. In their study there was huge interest in measuring organizational readiness to adopt evidence based practice for clinical care. This study is of great significance in that change is one of the factors that influence job satisfaction. It provides a good source for literature on job satisfaction.

Bakotic, D. (2016). Relationship between job satisfaction and organizational performance.

https://www.tandfonline.com/doi/full/10.1080/1331677X.2016.1163946

Bakotic (2016) studied the link between job satisfaction and organizational performance. The detailed analysis of the study showed a connection between organizational performance and job satisfaction. The study also found that satisfied individual individuals perform at work.
The study hugely contributes to the research. It provides a good link between job satisfaction and organizational performance.

Maulabakshs R, & Raziq A. (2015). Impact of working environment on job satisfaction. Science Direct.

https://www.sciencedirect.com/science/article/pii/S2212567115005249

Maulabakshs & Razia (2015). Conducted a research to determine the impact of working environment on job satisfaction. It identifies the inability of the employees to cope changing environment. The findings identified positive relationships and employee job satisfaction.
The article is of great significance to research in that it provides a good link to the study. It provides information on how employees are motivated at work.

Running head: GUIDED IMAGERY AND PROGRESSIVE MUSCLE RELAXATION

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Title of Paper in Bold Centered

Student Name
American Public University
COURSE####: Course Title
Instructor Name
Due Date

Repeat the Title – Level 1 Header

Hit the tab key one time to begin the main body of the paper. The paragraphs of the main document are indented. The computer will wrap your text for you based upon the margin settings established by this document template. It is not necessary for you to hit the Enter or return key at the end of a line of text. Only hit the enter key (one time) when you reach the end of a paragraph.
Then hit the tab key to indent and then continue typing the paper. In APA any source that you use in your paper must have an in-text citation. In APA these citations include the author’s last name and the year of the publication in parentheses (Name, Year).

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Begin to summarize the main points of your topic in three to five sentences. The conclusion of your paper should re-phrase the points of what your reader should be left remembering, nothing new, concise and to the point.

References

Lastname, C. (2008). Title of the source without caps except Proper Nouns or: First word after colon. The Journal or Publication Italicized and Capped, Vol#(Issue#), Page numbers.

Running head: GUIDED IMAGERY AND PROGRESSIVE MUSCLE RELAXATION

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Job Satisfaction Research

Student Name
American Public University
COURSE####: Course Title
Instructor Name
Due Date

Job Satisfaction Research

Introduction
Job satisfaction is an imperative consideration for persons in any professional environment to ensure productivity and attainment of company objectives. Any company requires a positive environment to ensure that there are increased profits as employees perform all required activities. Job satisfaction requires respect, security, conducive environment, and trust. All these factors enhance collaboration among many people as they learn to engage with each other for attainment of company goals. This paper shall provide an outline related to job satisfaction and its requirement in the current environment. Employees need to respect authority in order to adhere to all expectations. Conducive environments are required to ensure employees have morale to perform well. Once employees receive the proposed factors, their level of satisfaction will increase, consequently increasing the productivity of any company.

Literature Review (125)

Bakotić, D. (2016). Relationship between job satisfaction and organisational performance, Economic Research-Ekonomska Istraživanja, 29(1), 118-130, doi: 

10.1080/1331677X.2016.1163946

Bakotić (2016) explained that job satisfaction is dependent on the capability of employees to perform individually after receiving sufficient motivation.

Becker, W. J. & Cropanzano, R. (2015). Good acting requires a good cast: A meso-level model of deep acting in work teams. Journal of Organizational Behavior, 36 (2), 232–249 doi: 10.1002/job.1978

Becker & Cropanzano (2015) explained that job satisfaction is dependent on employees’ ability to work in teams.

Helfrich, Dean Blevins et al., (2011). Predicting implementation from organizational readiness for change: a study protocol Christian. licensee BioMed Central Ltd. This is an Open Access article distributed under the terms of the Creative Commons Attribution License (

http://creativecommons.org/licenses/by/2.0

)

Helfrich et al., (2011) explained that job satisfaction affects employees since it influences their ability to perform expected tasks.

Lee H., Robertson, P.J., & Kim, K. (2019). Determinants of Job Satisfaction Among U.S. Federal Employees: An Investigation of Racial and Gender Differences. Public Personnel Management 2020, 49(3) 336 –366. https://doi.org/10.1177/0091026019869371

Lee et al., (2019) explained that job satisfaction is determined by the social factors of employees such as gender, minority status, level of experience, and level of need for a job.

Lee, H. (2019). A Career Stage Analysis of the U.S. Federal Employees’ Job Satisfaction and Turnover Intention: A Comprehensive Overview. Review of Public Personnel Administration 2020, 40(4) 717 –742. https://doi.org/10.1177/0734371X19856082

Lee et al., (2019) stated that employee level of job satisfaction was dependent on any proposal for turnover based on employees leaving their jobs for better environments.

Mary A. (2019). Employability, well-being and job satisfaction following a job loss. Gowan Department of Management, Martha and Spencer Love School of Business, Elon University, Elon, North Carolina, USA

Mary (2019) elaborated that job satisfaction becomes limited when employees receive many terminations since it affects their psychological wellbeing.

Raziq, A. & Maulabakhsh, R. (2015). Impact of Working Environment on Job Satisfaction, Procedia Economics and Finance, 23. 717-725.

https://doi.org/10.1016/S2212-5671(15)00524-9

.

Raziq & Maulabakhsh (2015) stated that working environments require job satisfaction of all employees to ensure all challenges are solved quickly.

Nelson, C. B., Zivin, K., Walters, H., Ganoczy, D., Wadsworth, S. M., & Valenstein, M. (2015) Factors Associated With Civilian Employment, Work Satisfaction, and Performance among National Guard Members. Psychiatric Services, 66:1318–1325; doi: 10.1176/appi.ps.201400334

Nelson et al., (2015) stated that productivity is affected by alcoholism since it reduces level of job satisfaction of employees.

Tao, A. K. and Campbell, J. W. (2019). Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment. Public Personnel Management 2020, 49(4) 508 –531. https://doi.org/10.1177/0091026019878210

Tao and Campbell (2019) stated that job satisfaction increased based on the capability of employees to comprehend the importance of their level of employment in society.

Vandershuere, M. (2019). Can Diversity Management Improve Job Satisfaction for Military Veterans in the Federal Government? American Review of Public Administration 2019, Vol. 49(1) 116 –127 https://doi.org/10.1177/0275074018783005

Vandershuere (2019) explained that job satisfaction is dependent on veteran employees receiving conducive environments.

Findings

Job satisfaction of employees is dependent on their capability have positive psychological status that ensure their wellbeing is maintained. Employees can have positive mental statuses when they work in environments that boost morale and reduce any stress-related factors. Employees who work in teams have a high level of satisfaction since they are able to align unique characteristics to perform required activities. Job satisfaction is dependent on minority status, gender, level of job requirement, and experience. The factors ensure employees assess their unique activities to perform job-related activities. Minority status often influences employees to perform better regardless of substandard pay. This often influences employers as they see a workforce from such groups to ensure high profitability. In this regard, employees require proper assessment of their environments to ensure their output is effective.

Recommendations

Job satisfaction requires employers to perform unique activities when creating job environments. Employers should conduct research in their environments in order to determine the types of activities that their workforce can perform. It is imperative to ensure job satisfaction in order to enhance outcomes of a workforce. Employers should create teams in all departments so that employees can have a high level of collaboration. It would be possible to develop strategies of improving job outcomes based on comprehension of required activities. It is the responsibility of departmental heads to develop policies that influence employees to perform better. Employment environments are mainly challenging since there are moments of stress that influence productivity. In this regard, employers should issue policies that improve productivity and job satisfaction at all times.

Summary

Job satisfaction is connected to employers’ capability to study their employees. The factors that influence positive employee activities are psychological factors, influence of employers, alcoholism, level of experience, social status, and the amount of salary. Employees require to be provided with all factors in order to receive the best environment. Productivity of employees is mandatory to ensure they perform as expected by their employers. The main objective of job satisfaction is to ensure profits get attained without wasting company resources. The duty of employers is to ensure they assess their employees to promote their capability of attaining the expectations of stakeholders. The influence of negative factors like alcoholism is detrimental to the ability of employees to perform. As such, job satisfaction should get maintained by employers.

Conclusion

In surmise, job satisfaction should be maintained in any professional environment to ensure employees perform as excepted. Collaboration promotes job satisfaction since it ensures all employees are able to connect their activities to improve their output. The availability of conducive environments is critical since it promotes production of expected outcomes and improvement of employees’ personal output. Employees require proper assessment to ensure their productivity is maintained. The main persons to ensure proper outcomes are employers, employees, and stakeholders. The performance of all these people is imperative as it promotes the output of employees and alignment to company missions, values, and objectives. Challenges in work environments would get solved once employees receive proper motivation. Individual improvement is critical for employees since it ensures they perform as expected and transform personal factors to suit the type of environment they are engaged in.

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