Ana-Maria Flavia Pîrvu

Determinants of Job Satisfaction in the Context of the COVID-19 Pandemic

Introduction

Determinants of job satisfaction in the context of the covid-19 pandemic. Explore job satisfaction determinants amid COVID-19. Links personality & online work, revealing how they influence employee well-being and adaptation challenges.

Abstract

The purpose of the study is, firstly, to establish the relationship between personality and job satisfaction and, secondly, to identify the role of online work in this relationship in the context of the COVID-19 pandemic. The present study is cross-sectional, descriptive and correlational. The study involved 246 people, employees, aged between 19 and 58 years, M = 31.49, SD = 7.98. The instruments used were the Telework Perception Scale, the Generic Satisfaction Scale at Work, the 10-item Neuroticism Scale and the 10-item Extraversion Scale. The results showed that there are significant differences in the perception of the disadvantages of online work by generation, with people in generation X perceiving the disadvantages of online work much more intensely than people in generation Z. Also, the results showed that extraversion is a significant positive predictor of job satisfaction, while neuroticism is a significant negative predictor of job satisfaction. Moreover, the results showed that the perception of the benefits of online work mediates the relationship between extraversion and job satisfaction, while the perception of the benefits of online work fails to mediate the relationship between neuroticism and job satisfaction. The conclusions of the study highlighted the need for employees to participate in programs focused on facilitating the process of adapting to the online work system depending on their intrapersonal particularities.

Review

This study offers a timely and relevant investigation into the determinants of job satisfaction amidst the significant disruption caused by the COVID-19 pandemic. Its dual objective of establishing the relationship between personality traits (extraversion and neuroticism) and job satisfaction, and exploring the mediating role of online work perception, is well-articulated. The cross-sectional, descriptive, and correlational design, employing established instruments on a sample of 246 employees, provides a foundational understanding. Key findings indicate generational differences in perceiving online work disadvantages, with Gen X more acutely affected than Gen Z, and confirm extraversion as a positive predictor and neuroticism as a negative predictor of job satisfaction. Crucially, the research identifies that the perception of online work benefits mediates the extraversion-job satisfaction link, providing a nuanced understanding of this relationship. While the study addresses a highly pertinent topic, its cross-sectional design, as acknowledged, inherently limits the ability to infer direct causality regarding "determinants" of job satisfaction, particularly in such a dynamic context. Nevertheless, the findings on personality and job satisfaction align with existing psychological literature, lending strength to their generalizability. The exploration of online work perception as a mediator is a significant strength, offering practical insights into how remote work experiences influence well-being. However, the abstract's brevity leaves room for curiosity regarding the specific facets of online work benefits considered and further discussion on why these benefits failed to mediate the relationship for neuroticism, potentially suggesting alternative mechanisms or moderating factors worth investigating. Overall, this research makes a valuable contribution to the understanding of employee well-being in a rapidly changing work landscape. The findings regarding generational differences and the mediating role of online work perceptions offer actionable insights for organizations. The call for tailored programs to facilitate adaptation to online work, considering individual intrapersonal particularities, is a particularly pertinent practical implication. Future research could greatly benefit from longitudinal studies to capture the evolving nature of adaptation and satisfaction over time, as well as more detailed qualitative or mixed-methods approaches to fully explore the complex interplay between personality, online work experiences, and job satisfaction during periods of significant organizational and societal change.

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