RESUMEN Los cambios vertiginosos que se vienen dando en las últimas décadas repercuten en la satisfacción laboral de los trabajadores y ello tiene implicancia directa con la productividad en las empresas, de manera específica en los negocios, las cuales han tenido que implementar estrategias de motivación e integración en sus colaboradores. El objetivo de esta investigación fue estudiar la relación que tiene la satisfacción laboral y productividad del área comercial de CMAC Piura (Lima-Perú), 2022, en este estudio se trabajó con un enfoque cuantitativo- no experimental siendo de tipo de corte transversal y teniendo un alcance descriptivo correlacional. La población y muestra fue de 42 encuestados del área de negocios de Lima Sur siendo muestra censal. El coeficiente de Alfa de Cronbach para satisfacción laboral fue de “0.91” y en productividad fue de “0.84. Los resultados de la estadística inferencial arrojaron que existe una correlación positiva media con un “Rho de Spearman” de “0.574”, el grado de significancia para esta prueba fue de (p=,000 < α=0,05). Se concluyó que se debe mejorar la satisfacción laboral en el área de negocios para que este factor no perjudique a la productividad de la empresa.

ABSTRACT The vertiginous changes that have been taking place in recent decades have an impact on the job satisfaction of workers and this has direct implications for productivity in companies, specifically in business, which have had to implement motivation and integration strategies in their employees. The objective of this research was to study the relationship between job satisfaction and productivity in the commercial area of CMAC Piura (Lima-Peru), 2022, in this study we worked with a quantitative-non-experimental approach, being of a cross-sectional type and having a correlational descriptive scope. The population and sample was 42 respondents from the business area of South Lima being a census sample. Cronbach's Alpha coefficient for job satisfaction was "0.91" and in productivity it was "0.84. The results of the inferential statistics showed that there is a mean positive correlation with a "Spearman's Rho" of "0.574", the degree of significance for this test was (p=.000 < α=0.05). It was concluded that job satisfaction in the business area must be improved so that this factor does not harm the productivity of the company.

En el contexto de las asociaciones sociales privadas en Lima Metropolitana, la gestión eficiente del talento humano emerge como un factor crucial que influye directamente en el desempeño laboral. Estas organizaciones, al enfrentar desafíos únicos y contribuir al progreso social, requieren de una comprensión de cómo la gestión del talento afecta a sus objetivos específicos. Este estudio se propuso determinar la correlación entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas de la región. Se llevó a cabo una investigación cuantitativa de naturaleza correlacional mediante un enfoque transversal, empleando una muestra compuesta por 157 trabajadores de tres asociaciones sociales privadas. La recopilación de datos se realizó a través de encuestas, respaldadas por dos herramientas de evaluación específicas, diseñadas ad hoc para las variables en estudio. Los resultados resaltaron la presencia de una correlación positiva moderada (Rho de Spearman = 0,299) (p=0.000) p es menor que 0.05) entre las variables. En conclusión, el estudio demostró la existencia de correlación positiva moderada entre la gestión del talento humano y el desempeño laboral en las asociaciones sociales privadas.

In the context of private social associations in Metropolitan Lima, the efficient management of human talent emerges as a crucial factor that directly influences job performance. By facing unique challenges and contributing to social progress, these organizations require an understanding of how talent management affects their specific goals. This study aimed to determine the correlation between human talent management and job performance in private social associations in the region. Quantitative research of a correlational nature was carried out through a cross-sectional approach, using a sample of 157 workers from three private social associations. The data was collected through surveys, supported by two specific evaluation tools, designed ad hoc for the variables under study. The results highlighted the presence of a moderate positive correlation ((Spearman's Rho = 0.299) (p=0.000) p is less than 0.05) between the variables. In conclusion, the study demonstrated a moderate positive correlation between human talent management and job performance in private social associations.

No contexto das associações sociais privadas da Região Metropolitana de Lima, a gestão eficiente do talento humano surge como um fator crucial que influencia diretamente o desempenho no trabalho. Estas organizações, ao enfrentarem desafios únicos e contribuírem para o progresso social, exigem uma compreensão de como a gestão de talentos afeta os seus objetivos específicos. Este estudo teve como objetivo determinar a correlação entre a gestão de talentos humanos e o desempenho profissional em associações sociais privadas da região. Foi realizada uma investigação quantitativa, de natureza correlacional, com abordagem transversal, utilizando uma amostra composta por 157 trabalhadores de três associações sociais privadas. A recolha de dados foi realizada através de inquéritos, apoiados em dois instrumentos de avaliação específicos, desenhados ad hoc para as variáveis ​​em estudo. Os resultados destacaram a presença de correlação positiva moderada (Rho de Spearman = 0,299) (p=0,000) p é menor que 0,05) entre as variáveis. Concluindo, o estudo demonstrou a existência de uma correlação positiva moderada entre a gestão do talento humano e o desempenho profissional nas associações sociais privadas.

Resumen Esta investigación busca analizar los resultados de la aplicación de un modelo de análisis de clases latentes en las variables satisfacción laboral y compromiso organizacional. Se aplicó un cuestionario del cual se obtuvo una muestra de 528 empleados. Uno de los principales resultados del análisis es que se obtuvieron tres categorías de trabajadores para cada variable, esto es, satisfacción laboral alta/moderada/baja y compromiso organizacional bajo/medio/alto. Cada una de las categorías se diferencia de las otras en función de la probabilidad de respuesta de cada conducta o intención de comportamiento. Se presenta en los resultados que, tanto en el sector público como privado, los trabajadores con nivel bajo de satisfacción laboral se caracterizan por tener niveles bajos en todas las dimensiones, principalmente en la satisfacción con el reconocimiento (79,5% y 100% respectivamente), y respecto al compromiso organizacional, quienes tienen un nivel bajo en general tienen probabilidades más altas de estar en un nivel bajo en cada una de sus tres dimensiones.

Abstract This research seeks to analyze the results of the application of latent class analysis model in the variables of job satisfaction and organizational commitment. It was used a questionnaire in which it was obtained a sample of 528 employees. One of the main results of the analysis is that three categories of workers were gotten for each variable, that is, high/moderate/low job satisfaction and low/medium/high organizational commitment. Each category differs from the others in terms of the probability of response of each behavior orl intention to behave. The results show that, both in the public and private sector, workers with low levesl of job satisfaction are characterized by having low levels in all dimensions, mainly in satisfaction with recognition (79.5% and 100%, respectively), and regarding organizational commitment, those who have a low level in general, have higher probabilities of being in a low level in each of its three dimensions.

Objective: to evaluate the patient safety climate in Primary Health Care from the perspective of nurses working in the services. Method: a quantitative and cross-sectional study conducted with 148 nurses from a municipality in the state of São Paulo. The Brazilian version of the Primary Care Safety Questionnaire Survey and personal, professional, and organizational performance variables (intention to stay at work, job satisfaction, care quality, and frequency of incidents) were used. Parametric and non-parametric comparison tests and Spearman’s correlation coefficient were performed, considering a 5% significance level. Results: the safety climate was positive, varying from 4.52 to 5.33 and differing across districts for workload (p=0.0214) and leadership (p=0.0129). The safety climate professional variables and dimensions differed in relation to the frequency of incidents. Teamwork and safety and learning system were strongly correlated with job satisfaction and moderately with perceived care quality. Conclusion: teamwork and safety and learning system stood out for their positive correlations with job satisfaction and care quality. A positive safety climate favors the involvement of Primary Care nurses to develop improvement plans aligned with the National Patient Safety Program.

Objetivo: evaluar el clima de seguridad del paciente en la Atención Primaria de la Salud, desde la perspectiva de los enfermeros de los servicios. Método: estudio cuantitativo y transversal, con 148 enfermeros de un municipio del Estado de São Paulo. Se utilizó la versión brasileña del Primary Care Safety Questionnaire Survey y variables personales, profesionales y de desempeño organizacional (intención de permanecer en el empleo, satisfacción laboral, calidad de la atención y frecuencia de incidentes). Se realizaron pruebas de comparación paramétricas y no paramétricas y coeficiente de correlación de Spearman, considerando un nivel de significación del 5%. Resultados: el clima de seguridad fue positivo, osciló entre 4,52 y 5,33; difirió entre distritos en carga de trabajo (p=0,0214) y liderazgo (p=0,0129). Las variables profesionales y dimensiones del clima de seguridad difirieron en la frecuencia de incidentes. El trabajo en equipo, el sistema de seguridad y el aprendizaje tuvieron una correlación alta con la satisfacción laboral y una moderada con la percepción de la calidad de la atención. Conclusión: el trabajo en equipo y el sistema de seguridad y aprendizaje se destacaron por su correlación positiva con la satisfacción laboral y la calidad de la atención. Un clima de seguridad positivo favorece la participación de los enfermeros de la atención primaria en el desarrollo de planes de mejora que sigan las indicaciones del Programa Nacional de Seguridad del Paciente.

Objetivo: avaliar o clima de segurança do paciente na Atenção Primária à Saúde, sob a perspectiva dos enfermeiros dos serviços. Método: estudo quantitativo e transversal, com 148 enfermeiros de um município do Estado de São Paulo. Foram utilizadas a versão brasileira do Primary Care Safety Questionnaire Survey e variáveis pessoais, profissionais e desempenho organizacional (intenção permanecer no trabalho, satisfação no trabalho, qualidade do cuidado e frequência de incidentes). Realizaram-se testes de comparação paramétricos, não paramétricos e coeficiente de correlação de Resultados: o clima de segurança foi positivo, com variação de 4,52 a 5,33; diferiu entre distritos para carga de trabalho (p=0,0214) e liderança (p=0,0129). As variáveis profissionais e dimensões do clima de segurança diferiram em relação à frequência de incidentes. Trabalho em equipe, sistema de segurança e aprendizagem foram fortemente correlacionados à satisfação no trabalho e moderadamente com percepção da qualidade do cuidado. Conclusão: trabalho em equipe e sistema de segurança e aprendizagem se destacaram pela correlação positiva com satisfação no trabalho e qualidade do cuidado. O clima de segurança positivo favorece o envolvimento dos enfermeiros da atenção primária para desenvolver planos de melhorias alinhados ao Programa Nacional de Segurança do Paciente.

Abstract Purpose: This study analyzes the influence of diagnostic and interactive use of the performance measurement system (PMS) on job satisfaction and affective organizational commitment. Originality/value: The study provides empirical evidence that contributes to highlighting the contrasting findings in the literature on how the use of PMS influences job satisfaction and the affective organizational commitment of individuals. Design/methodology/approach: A survey was carried out with middlelevel managers of companies featured in the Best Companies to Work For ranking by the Você S/A magazine, where a sample of 167 valid responses was obtained. We applied the structural equation modeling to test the hypotheses. Findings: The results show a direct relationship between the interactive use of PMS and job satisfaction. They also indicate a direct connection between job satisfaction and affective organizational commitment. Furthermore, they show that diagnostic use directly impacts affective organizational commitment, while interactive use indirectly impacts affective organizational commitment by mediating job satisfaction. These results contribute to the literature by revealing that PMS’s diagnostic and interactive uses result in different psychological consequences, such as job satisfaction and affective organizational commitment. They also contribute by reinforcing the previous literature regarding the complementarity and interdependence of the dual role of the PMS in the organizational context since the interactive use provides a flexible basis for the performance of activities, and the diagnostic use requires alignment of individual behaviors with organizational standards.

RESUMO Objetivo: Este estudo analisa a influência dos usos diagnóstico e interativo do sistema de mensuração do desempenho (PMS) na satisfação no trabalho e no comprometimento organizacional afetivo. Originalidade/valor: O estudo traz evidências empíricas que contribuem para o deslinde dos achados contrastantes da literatura sobre como o uso do PMS influencia na satisfação no trabalho e no comprometimento organizacional afetivo de indivíduos. Design/metodologia/abordagem: Uma survey foi realizada com gestores de nível intermediário de empresas classificadas no ranking Melhores Empresas para Trabalhar da revista Você S/A, em que se obteve uma amostra de 167 respostas válidas. Para testar as hipóteses, aplicou-se a modelagem de equações estruturais. Resultados: Os resultados mostram relação direta entre o uso interativo do PMS e a satisfação no trabalho. Também apontam relação direta entre a satisfação no trabalho e o comprometimento organizacional afetivo. Ainda, evidenciam que o uso diagnóstico afeta diretamente o comprometimento organizacional afetivo, enquanto o uso interativo afeta indiretamente o comprometimento organizacional afetivo, pela mediação da satisfação no trabalho. Esses resultados revelam que os usos diagnóstico e interativo do PMS implicam diferentes consequências psicológicas, como satisfação no trabalho e comprometimento organizacional afetivo. Também reforçam a literatura prévia quanto à complementaridade e interdependência do duplo papel do PMS no contexto organizacional, visto que o uso interativo fornece uma base flexível para o desempenho das atividades e o uso diagnóstico impõe alinhamento dos comportamentos individuais aos padrões organizacionais.

RESUMEN Introducción: La motivación y satisfacción laboral constituyen factores que garantizan el necesario compromiso social del profesional de la salud. La investigación tuvo como objetivo caracterizar los factores que influyen en el grado de motivación y satisfacción laboral de los residentes de Cirugía General. Materiales y métodos: Se realizó un estudio descriptivo, observacional y exploratorio en el Servicio de Cirugía General del Hospital Universitario Clínico Quirúrgico Comandante Faustino Pérez Hernández, de Matanzas, en el año 2023. Se utilizaron métodos teóricos, empíricos (revisión de documentos, test de motivación y satisfacción laboral y la matriz DAFO) y estadístico-matemáticos. Las variables estudiadas fueron motivación y satisfacción laboral. Resultados: En la revisión documental se pudo conocer que no existen acciones que contribuyan a elevar el grado de motivación y satisfacción laboral. El grado de satisfacción laboral general de los residentes se encontró en un nivel medio, y la motivación general fue alta. En la entrevista a profundidad los profesores se mostraron insatisfechos y señalaron falta de disciplina y compromiso con el proceso de enseñanza-aprendizaje de los residentes. A partir de la matriz DAFO se establecieron las debilidades, amenazas, fortalezas y oportunidades relacionadas con las variables estudiadas. Conclusiones: Los insuficientes recursos materiales y financieros, las inadecuadas condiciones de trabajo, las insuficiencias en la gestión del servicio y las deficiencias en el proceso docente-educativo y del trabajo en equipo, fueron las causas identificadas de insatisfacción y desmotivación laboral en los residentes de Cirugía General.

ABSTRACT Introduction: Motivation and job satisfaction are factors that guarantee the necessary social commitment of the health professional. Objective: To characterize the factors influencing the degree of motivation and job satisfaction of General Surgery residents. Materials and methods: A descriptive, observational and exploratory study was carried out in the General Surgery Service of the Surgical Clinical University Hospital Comandante Faustino Pérez Hernández, of Matanzas, in 2023. Theoretical and empirical methods were used (document review, motivation and job satisfaction test and SWOT matrix) and statistical-mathematical tests. The variables studied were motivation and job satisfaction. Results: In the documentary review it was found that there are no actions that contribute to raising the degree of motivation and job satisfaction. The degree of general job satisfaction of the residents was found at a medium level and general motivation was high. In the in-depth interview, the professors were dissatisfied and indicated a lack of discipline and commitment to the teaching-learning process of the residents. From the SWOT matrix, the weaknesses, threats, strengths, and opportunities related to the variables studied were established. Conclusions: Insufficient material and financial resources, inadequate working conditions, deficiencies in the management of the service and deficiencies in the teaching-educational process and teamwork were the identified causes of dissatisfaction and work demotivation in the residents of General Surgery.

ORIENTATION: Extreme competition among institutions of higher learning was one of the difficulties that universities of technology (UoTs) had to overcome in order to enter the higher education system. This study examined the influence of training and development on job satisfaction, loyalty and retention among academic staff at a selected university of technology RESEARCH PURPOSE: The study investigated how training and development impact job satisfaction, loyalty and retention among academics MOTIVATION FOR THE STUDY: The competitive nature of the academic sector inspired universities to strive to attract and retain talented faculty members. Training and development programmes are considered potential tools to enhance job satisfaction, loyalty and retention, but empirical evidence is needed to support this relationship RESEARCH APPROACH/DESIGN AND METHOD: This study used a quantitative research methodology with a non-probability convenience sample (n = 270) of academics within the selected university utilising self-administered structured questionnaires to collect data MAIN FINDINGS: The regression analysis revealed positive significant predictive relationships between training and development programmes and job satisfaction, loyalty and retention among academic staff PRACTICAL/MANAGERIAL IMPLICATIONS: Findings imply that universities should prioritise the development of tailored training initiatives that address the specific needs and aspirations of their academic staff. Training interventions can foster a positive work environment and enhance staff members' commitment and long-term engagement, ultimately improving the overall quality and reputation of the institution CONTRIBUTION/VALUE-ADD: The study provided evidence-based insights to inform policies related to training and development programmes for both academics and institutions of higher education administrators

ORIENTATION: The concept of happiness at work has attracted increasing interest, and research shows that employee performance does not only depend on skills and abilities. Job satisfaction or career happiness also plays an important role. When employees are satisfied with their careers, they are more likely to be motivated, engaged and committed to their work, which leads to better performance RESEARCH PURPOSE: To investigate the factors that determine the career happiness of employees who are working in the banking sector in Oman, and identify the factors that influence career happiness MOTIVATION FOR THE STUDY: Career happiness in Oman's banking sector is a crucial and new topic. This study aims to identify causes and improve performance for researchers and practitioners RESEARCH APPROACH/DESIGN AND METHOD: The study relies on quantitative methods, using a survey gathered electronically from 144 respondents from different banks operating in Oman. The survey has eight major aspects with questions for each aspect. Data are analysed using various statistical methods, including descriptive analysis, independent sample tests, Analysis of Variance (ANOVA) and multiple comparisons MAIN FINDINGS: The study found that line manager and colleagues are the top factors influencing career happiness, followed by working days, work environment, job security and financial incentives. No differences were found on gender or educational level PRACTICAL/MANAGERIAL IMPLICATIONS: This research explores factors influencing career happiness in the banking sector, providing insights for managers to create a positive work environment, boosting employee performance and contributing to the growth and success of the Oman banking sector CONTRIBUTION/VALUE-ADD: This study provides specific determinant factors affecting the career happiness of employees working in banking sectors in Oman. Both human resources researchers and practitioners could benefit from the research findings

ORIENTATION: Globally, healthcare workplace environment is regarded as complex and interactive in nature, hence a supportive collegial environment is crucial in professional socialisation of newly qualified registered nurses, particularly (regulation regarding bridging course [R.683]) cohort who were labelled to can 'hit the floor running' due to their previous enrolled nursing experience. Employees friendly workplace environments are associated with job satisfaction, less stress and intent to abandon the nursing profession. Hence newly qualified registered nurses need support in their initial period of employment RESEARCH PURPOSE: The study explored and described the experiences of workplace environment by newly qualified registered nurses (NQRNs) (R.683) in their first 18 months of employment in selected hospitals of Limpopo province, South Africa MOTIVATION FOR THE STUDY: Previous studies documented much about challenges experienced by newly qualified registered nurses in their first year, yet less has been revealed from the views of newly qualified registered nurses (R.683) who upgraded from enrolled nursing about their workplace environment experiences in their first 18 months of employment RESEARCH APPROACH/DESIGN AND METHOD: The researcher used a qualitative approach following explorative, descriptive and contextual design. Seven focus group interviews were conducted with a sample of 51 newly qualified registered nurses (R.683), who were purposively sampled in their first 18 months of employment in different units of selected hospitals from Mopani and Vhembe districts of Limpopo province South Africa. Thematic analysis revealed one theme and five sub-themes that negatively influence their perception on workplace environment: negative attitudes and behaviours, bullying, lack of orientation, shortage of staff and workload, and insubordination MAIN FINDINGS: Contrary to what has often been assumed, that newly qualified registered nurses (R.683) are work ready because they possess previous nursing experience. Our findings indicate that regardless of previous nursing experience, NQRNs' (R.683) re-entry into the workplace environment is overwhelming and stressful like any other newly qualified nurse, hence they perceived their workplace environment as negative PRACTICAL/MANAGERIAL IMPLICATIONS: Nurse managers should ensure a safe and supportive workplace environment. The negative attitudes and behaviours, bullying and insubordination among nursing staff should be acknowledged and addressed as they may hamper the easy adjustment of newly qualified registered nurses (R.683). Although less stress is a form of motivating newly qualified registered nurses (R.683) to acquire more knowledge and skills to independently manage challenging situations in the unit, newly qualified registered nurses (R.683) deserve to be supported to gain confidence in their performance CONTRIBUTION/VALUE-ADD: Newly qualified registered nurses felt overwhelmed and stressed during their adaptation stage, especially when they were left to run units by themselves with little managerial skills. As newly qualified registered nurses (R.683) should learn unit management through accepting responsibility and accountability, managing unit prematurely to gain self-confidence to practise as an autonomous competent nurse practitioner

ORIENTATION: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity RESEARCH PURPOSE: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study MOTIVATION FOR THE STUDY: Employees' well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes RESEARCH APPROACH/DESIGN AND METHOD: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL MAIN FINDINGS: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL PRACTICAL/MANAGERIAL IMPLICATIONS: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease CONTRIBUTION/VALUE-ADD: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation's success

ORIENTATION: Findings on the relationship between organisational commitment, job satisfaction, and employee retention have been inconsistent RESEARCH PURPOSE: The purpose of this study was to determine the relationship between organisational commitment, job satisfaction, and employee retention among detectives in the South African Police Service (SAPS MOTIVATION FOR THE STUDY: There has been little, if any, research on the relationship between organisational commitment, job satisfaction, and employee retention among SAPS's detectives and on job satisfaction as a mediating variable in this context RESEARCH APPROACH/DESIGN AND METHOD: A survey research design, as well as a cross-sectional research design within Positivism, was used in this study. The study followed a quantitative research method. Structural equation modelling (SEM) was used to analyse the data MAIN FINDINGS: There was no significant evidence for job satisfaction as a mediator between organisational commitment and employee retention. The results indicated some positive relationships between job satisfaction and organisational commitment as well as between job satisfaction and employee retention. There was no positive relationship between organisational commitment and employee retention PRACTICAL/MANAGERIAL IMPLICATIONS: Should the SAPS management not take note of the relationship that organisational commitment has with job satisfaction, it could harm the way detectives perceive their payment, supervision, co-workers, workload, and communication CONTRIBUTION/VALUE-ADD: New nuances of the relationship between organisational commitment, job satisfaction, and employee retention were discovered

ORIENTATION: In today's work culture, occupational stress has emerged as a widespread issue affecting workers in many industries, notably in the financial sector, and it was critical during the COVID-19 pandemic RESEARCH PURPOSE: This study aims to investigate how work-life balance and occupational stress affect turnover intentions, with job satisfaction serving as a mediator MOTIVATION FOR THE STUDY: The phenomena of occupational stress and work-life balance in financial services industry are related to turnover intentions RESEARCH APPROACH/DESIGN AND METHOD: The data were collected using a quantitative method by distributing questionnaires to 900 employees in financial services industry in Indonesia. The Partial Least Squares Structural Equation Modelling was used to analytically analyse the data and test the hypotheses from the 427 returned and qualified questionnaires MAIN FINDINGS: The findings indicate that there is no direct correlation between occupational stress with the turnover intentions, but there is a direct correlation between work-life balance and turnover intentions. The job satisfaction negatively mediates the relationship between work-life balance and turnover intentions PRACTICAL/MANAGERIAL IMPLICATIONS: This study reveals that during the COVID-19 pandemic, occupational stress did not influence the turnover intentions, which is contrary to previous studies. However, occupational stress and work-life balance do not influence the turnover intentions but influence the job satisfaction CONTRIBUTION/VALUE-ADD: This study provides a broad point of view concerning the relationship model of turnover intentions. Human resource professionals (HRPs) could reap the benefits provided from the outcome of this study as a study for their following findings

ORIENTATION: Employees with a collectivistic culture want the closeness and support of their leaders. How leader-member exchange (LMX), perceived organisational support (POS), job satisfaction (JS) and organisational commitment (OC) influence each other still requires in-depth research because there are differences between the results of previous studies. RESEARCH PURPOSE: This study examined the relationship model of LMX and POS as antecedent, mediator and moderator variables on work outcomes such as JS and OC in small- and medium enterprises (SMEs) with a collectivistic culture and high-power distance MOTIVATION FOR THE STUDY: Leadership in SMEs gets less attention because of its role in managing and carrying out operational activities. RESEARCH APPROACH/DESIGN AND METHOD: Data were collected from 427 employees using questionnaires with purposive sampling, which was tested for validity and reliability. Structural equation modelling (SEM) and multi-group SEM were used to test the relationship model. MAIN FINDINGS: The results of testing four relationship models proved that the LMX relationship did not directly affect JS and OC but was mediated by POS. LMX can also be a mediator and moderator of the relationship model PRACTICAL/MANAGERIAL IMPLICATIONS: This study emphasises the need to minimise the differences between in-group and out-group in the leaders-followers relationship to improve employee performance. Leaders must expand the range of their relationships with followers to improve work outcomes. Contribution/value-add: This study examined LMX as an important predictor of work outcomes with clearer mechanisms. LMX cannot be a predictor if employees do not feel the leader's support as a representative of the organisation.

ORIENTATION: Employee job satisfaction is a widely studied concept with limited consensus on which factors of job satisfaction are most significant for tourism and hospitality employees. Specific factors of employee job satisfaction are critical to assist managers, practitioners, and academics, to enhance the levels of employee job satisfaction within national parks RESEARCH PURPOSE: To determine and rank the factors of job satisfaction that are most significant towards an overall job satisfaction of tourism and hospitality employees within national parks MOTIVATION FOR THE STUDY: Significant factors of job satisfaction will enable managers, practitioners, and academics to use specific factors of job satisfaction when addressing the levels of employee job satisfaction RESEARCH APPROACH/DESIGN AND METHOD: This article adopted a quantitative explanatory research approach using a structured e-questionnaire to collect data. The study had 211 participants. Descriptive statistics and correlation analysis were used to interpret data MAIN FINDINGS: Key findings reveal that tourism and hospitality respondents within national parks have diverse demographical characteristics, and present work is among the most significant factor of job satisfaction while salary is least significant for these respondents PRACTICAL/MANAGERIAL IMPLICATIONS: Managers and practitioners need to be specific when addressing factors of employee satisfaction. Managers need to pay more attention on employees' present work than other factors CONTRIBUTION/VALUE-ADD: This study makes a significant contribution towards the tourism employment literature because the tourism employment is associated with negative work characteristics. Managers are further provided with specific factors to measure job satisfaction

ORIENTATION: Understanding the relationship between ethical climate, work engagement and job satisfaction in the South African public sector RESEARCH PURPOSE: The purpose of this study was to determine whether there was a relationship between ethical climate, work engagement and job satisfaction in the South African public sector MOTIVATION FOR THE STUDY: Ethical climate, work engagement and job satisfaction have been studied in different contexts, yet it is not clear how these three variables relate to one another in the South African public sector RESEARCH APPROACH/DESIGN AND METHOD: A survey was conducted among a nonprobability convenience sample of 708 employees from a population of 17 676 employees. A quantitative research approach was applied, and correlation analysis, multiple regression analysis and structural equation modelling were used to analyse data MAIN FINDINGS: The study established that there was a relationship between ethical climate, work engagement and job satisfaction. The findings further showed that work engagement and ethical climate predicted job satisfaction and that ethical climate partially mediated the relationship between work engagement and job satisfaction PRACTICAL/MANAGERIAL IMPLICATIONS: This research endeavour has the potential to assist managers within the public sector of South Africa in comprehending the mediating and predictive implications of ethical climate and work engagement on job satisfaction CONTRIBUTION/VALUE-ADD: The study may assist employees to understand and promote the importance of ethical climate, work engagement and job satisfaction and the impact of this unique relationship in the public sector context