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The current study aims to investigate the extent to which personality and demographic variables contribute to motivation and job satisfaction as defined by the two‐factor theory.

A total of 202 fulltime workers completed three questionnaires measuring their personality, work motivation and satisfaction.

Results demonstrate that between 9 and 15 per cent of the variance in motivation is accounted for by demographic variables and the Big Five personality traits. In line with previous findings (Judge et al.), conscientiousness and job status were both significant predictors of job satisfaction, and between 11 and 13 per cent of the variance was accounted for by personality and other demographic variables.

This study was restricted to self‐report measure. It never took into consideration other potential confounds like a person's job history, level and responsibilities. It also showed personality factors accounted for very little evidence of the variance.

Implications are discussed in terms of attempts to improve employee attitudes without considering the effects of individual differences. An acknowledgement that individual differences can affect the success of an intervention, may contribute to the design of effective work reorganisation schemes that are better suited to the employees they seek to benefit.

The value of this paper was that it looked at how personality and demographic factors may influence a person's work satisfaction.

The purpose of this paper is to explore the levels of stress and work motivation of primary and secondary school teachers, investigate factors affecting stress of teachers and validate the consistency of the model and empirical data.

The sample consisted of 400 teachers of primary and secondary schools. Questionnaire was implemented as the instrument and the data were analyzed by t-test, ANOVA and confirmatory factor analysis.

The results indicated that teachers of secondary schools have higher overall stress than teachers of primary schools for many reasons, such as financial issues and work obligations. Stress was found to be significantly positively associated with work motivation in secondary school teachers. The study revealed that demographic and work motivation factors influence teacher stress. The validation of a goodness of fitted model demonstrated an acceptable model fit with empirical data (χ² test/df = 1.913, GFI = 0.934, CFI = 0.965, NFI = 0.930, AGFI = 0.893).

Teachers under stress could negatively influence their students’ academic performance and might be more vulnerable to occupational diseases. Therefore, the teachers should find favorite activities that reduce stress and thereby contribute to effective teaching. This study would be beneficial for anyone who works to support teachers and wants to reduce turnover among teachers.

An international archival data set resulting from a survey of workers in 27 countries is studied, examining certain individual factors affecting family-friendly work perceptions (FFWP) beginning within the USA and, then, studying FFWP across a select group of six countries, specifically comparing the USA to Bulgaria, Denmark, Japan, Russia and South Africa.

The paper reviews studies on gender differences affecting FFWP, focusing on International Social Survey Programme Work Orientation III Survey 2005.

The six-country comparative analysis shows differences: in the demographic factors in the effects of gender, age and marital status, and the work context factors of number of work hours and type of employer on FFWP; FFWP for those who are self-employed (entrepreneurs), government workers, those working for public companies and those working for private companies and self-employed (entrepreneurial) workers show greater appreciation for family-friendly work practices than those who are government workers and those working for public and private companies.

Limitations of this research include the drawbacks of using secondary data such as the method of data collection, the quality of cross-national data and the fit between the manifest variable survey responses with the latent construct.

Managers need to be aware of the importance of family-friendly work practices to their employee base. Failure to match the desired level of FFWP could lead to a less productive and unhappy workforce.

Cultural effects were found in the results, indicating that demographics have differing effects across cultures, but workplace factors are constant across cultures.

The paper provides valuable information on gender differences across cultures.

The current paper aims to provide insights into the determinants associated with job satisfaction among police administrative (personnel) officers in Taiwan, especially both internal organizational predictors and unique external predictors related to the Chinese cultural context.

Data were gathered from police administrative officers across major and medium-sized police agencies in Taiwan. Multiple regression models were employed to analyze the relationship between both internal factors to the organization (e.g. workplace fairness, supervisor support, self-efficacy) and external factors (related to traditional Chinese culture and its expectations) and job satisfaction.

The external factors of work-family life balance and financial benefits are strong predictors, emphasizing the cultural significance of family harmony and financial stability in Taiwanese society. This finding challenges the prevailing notion in the literature that the primary source of job satisfaction among police officers is derived from internal organizational factors. Collectively, the findings concluded the multi-faceted determinants of job satisfaction among administrative officers in Taiwan, intertwining both individual and internal organizational factors with broader external cultural influences.

This study investigated the job satisfaction among administrative officers who play a key role in a police department. The findings showed that external factors exert a significant impact on job satisfaction. This offers a new frontier to examine job satisfaction among not only administrative officers but also patrol officers in Taiwan and Asian countries. In addition, training courses can be developed and focus on work-family relations when officers are off duty.

While previous research has extensively explored job satisfaction among police officers in various roles and countries, by integrating internal organizational and external predictors, this study pioneers the focus on “police administrative officers” within Taiwanese police agencies.

To deal with highly energetic younger generation patiently, need academicians who can spread happiness while teaching/mentoring are needed. This is possible when an academician himself is a happy person. This paper aims to explore the factors that generate happiness among academicians, studies the impact of demographic variables on academicians’ happiness and examines the relationship between academicians’ happiness and their performance.

Convenience purposive sampling method was used to obtain data through self-administered survey questionnaire based on a five-point Likert scale, delineating the research purpose and assurance of confidentiality. For data analysis, statistical techniques like mean, percentage method, Levene’s test, t-test and analysis of variance were used. To study the relationship between performance and happiness, the attitude, motivation and outcome theory was applied and happiness index was developed.

After analyzing the various factors impacting academicians’ happiness, this study found that except for work–life balance, research activities and working environment, all other factors are available to academicians according to their ranked importance assigned to them. This study also obtained a happiness index using matrix and has developed an equation which can be applied to find out the relationship between happiness and performance in future.

This study has certain limitations, first, this study has been conducted on academicians working in higher education institutes situated in Delhi/NCR and thus entails a specific socio-cultural environment that may limit the potential level of generalization.

The results of this research might help institutes/higher education bodies to make rules and policies which may further augment academicians’ happiness to accomplish their desired goals.

An academician who is happy, satisfied and motivated can easily deal with today's enthusiastic younger generation and can spread happiness amongst them. so it is very much necessary for an academician to be happy and energetic all the time.

This study found the factors impacting higher education academicians’ happiness and its impact on their teaching performance.

The purpose of this paper is to identify the contextual work factors in Ethiopia and to evaluate the relative influence of each of these factors on job satisfaction (JS) of employees.

The study draws on a sample of shop floor workers from the leather products manufacturing industry in Ethiopia. Data were collected using a structured survey questionnaire and focus group discussions. After testing scale reliability and validity, multiple linear regression was used for the analysis.

The study results suggest that the JS is mainly explained by extrinsic factors. Pay is found to influence overall job satisfaction (OJS) at least four times of other work factors. Training opportunity and ethnic diversity showed unexpected negative relationship with OJS.

Given the importance of understanding JS in labor-intensive industries, and paucity of research on the topic in Ethiopia, the study provides practical insights and groundwork that can guide practitioners to understand the drivers of JS in the region. Moreover, the study adds to the empirical literature that may yield important insights on organizational behavior for under-researched emerging economies, particularly for the eastern part of Africa, where nations share similar cross-cultural norms, economic and ethnic settings.

This paper explores gendered beliefs about the Glass Ceiling (GC) using a new measure, the “Career Pathway Survey” CPS, in an under-researched country, Egypt.

Data were collected from 438 employees in Egypt. Participants completed the CPS and other demographic and work measures. The CPS tests four GC beliefs: denial, resilience, acceptance and resignation.

Factor analysis validated the configuration of the four factors of the CPS. Descriptive tests showed the female sample with resignation belief, whereas male sample views their females counterparts as resilient. The chi-squared test showed differences in beliefs with different age groups, education level, marital status, number of children, job contracts, job tenure and managerial levels. Moreover, there are evidences of more intensive GC barriers in male-dominant organizations.

This paper is the first to: re-validate the CPS measure, examine demographic and work factor roles and the CPS, test CPS on a male sample and analyse differences between male and female beliefs according to gender-dominated sectors.

This study proposed to investigate the phenomenon of intention to quit among frontline employees. The main objectives of the current study were to examine the level of intention to leave and what factors influence the employees to consider leaving their organisations.

Data were collected from 493 frontline employees from Jordanian organisations. The study reported in this paper tested the factor structure of intention to quit using exploratory factor analysis and confirmatory factor analysis.

The findings which emerged from this study established a three‐factor solution model which is appropriate to test employees’ intention to quit based on three factors, namely work opportunities, personal needs, and personal responsibilities. The results provided new perspectives and support the overall validity of the nomological network of intention to quit factors, but also suggest that caution should be exercised in different contexts and cultural settings.

The present study emphasises the need to expand the focus on intention to quit research beyond attitudinal and relational factors. Theoretical implications, limitations and directions for future research are discussed.

The purpose of this paper is to examine the themes of relationship between female labor force participation (FLFP) and economic growth, gender disparity in work participation; and to identify the factors which determine females to participate in labor market. The paper uses a framework incorporating a U-shaped relationship between FLFP and economic growth, gender wise wage disparity and economic, social, cultural and other factors which affects FLFP.

Thematically, the selected literature falls into three main categories: the relationship between FLFP and economic growth; disparity in work participation in terms of male and female wages; and drivers or determinants of FLFP which have been described using international documents and experiences of the different countries. The review closes by identifying gaps in the existing research base and by suggesting areas for inquiry that have been untouched and warrant further research.

The key findings emerging from this examination of literature show that the FLFP rate exhibits a U-shaped during the process of economic development. Also, there are evidences of gender pay disparity across the sectors which have been justified by documenting a large number of existing literatures. Demographic factors (including fertility, migration, marriages and child care), economic factors (including unemployment, per capita income, non-farm job and infrastructure) and other explanatory variables which include the regulatory context encompassing family and childcare policies, tax regimes, and presence of subsidized health-care for workers determine the FLFP.

This paper suggests that in order to bring equality in gender pay gap, there is a requirement of replacing the traditional value system. There is need to provide an environment in which women are encouraged and supported in their efforts, in which women have equitable access to resources and opportunities.

This paper addresses the impact of education, culture and child care subsidies on female labor participation. They positively impact FLFP and such a link has not been sufficiently addressed in prior literature.

In contrast to previous studies which document a broad-based picture of female work participation, this type of research deals with the link between economic growth and female labor participation, gender wage disparity and determinants of it which has been largely unexplored so far.

The aim of this study was to determine the effectiveness of promoting peer support to reduce depression, anxiety and stress among migrant construction workers in Singapore.

This longitudinal study drew participants from migrant workers of various nationalities in the construction sector in Singapore. Baseline data pertaining to depression, anxiety and stress was established using the DASS-21 questionnaire, and salient covariates such as demographic factors and work environment factors recorded using suitable questionnaires. Intervention was training of participants on peer support techniques, supplemented by episodic support by trained counsellors. At the end of 6 months, DASS-21 was again deployed to obtain the post-results. Comparison of baseline with post-results data was performed to evaluate effectiveness of the peer support intervention.

Statistically significant reduction was observed in measures of all the three parameters studied, namely, depression, anxiety and stress. A decrease of 3.3 (95% CI:2.3 to 4.3) points in mean depression score, a decrease of 2.6 (95% CI: 1.6 to 3.7) points in mean anxiety score and a decrease of 2.7 (with 95% CI: 1.6 to 4.0) points in mean stress scores on the DASS-21 scale were recorded. Conclusions: Peer support is effective in improving mental health of migrant workers in the construction sector in Singapore. This intervention should be considered among other measures to improve their welfare.

This is the first paper that talks about the mental health of migrant workers pre-COVID and hence would be a strong paper for the future comparative studies for pre-and post-COVID periods. This is the first paper that addresses the benefits of peer-support among migrant workers to improve their mental wellbeing.