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Introduction
Introduction
Introduction:
In the present, working from home is no longer a foreign concept to us. The Covid-19 pandemic
has driven the majority of workers to isolate themselves and work remotely via platforms such
as Zoom and Google Meet. When making the move from traditional work to working from
home (online), it is critical to consider the psychological well-being of employees and other
objective aspects. Working from home is a contentious issue among employees, and resolving it
will need significant study, money, and time.
Employees may work from any location, including client locations, residences, cafés, and
airports, thanks to increased free access to information technology, mobile devices, and
ubiquitous Internet connectivity. Although work performed outside of employer-provided
spaces has been known by a variety of names (e.g., telecommuting, telework, virtual work,
remote work, and distributed work arrangements), this study adopts Nilles' (1994) term
"telecommuting" and defines it as working anywhere other than the organization's primary
office(s) for at least some portion of an employee's working hours. Telecommuting, whether
full-time or part-time, is quickly becoming the new standard as the office expands beyond the
cubicle. According to a recent research on the future of work, many of the 1,000 recruiting
managers polled thought that up to 38% of their full-time employees will be hired or migrated
to working remotely over the next decade (Upwork, 2019). According to the most recent data
from GlobalWorkplaceAnalytics.com (2018), 4.3 million employees (3.2 percent of the
workforce's organizational commitment to telecommuting) work at least half of their hours
from home. The number of telecommuters has increased by 140 percent since 2005,
approximately ten times faster than the rest of the workforce. By 2025, it is estimated that over
70% of workers would work remotely at least five days each month (Molla, 2019).
Nhan manh vao satisfaction va
The writer will conduct an investigation on the link between psychological isolation and
employees’ satisfaction in the Vietnamese market - a market that is rarely acknowledged by
researchers worldwide. The writer will examine the psychological health of firm employees who
are required to work remotely, which results in many employees being dissatisfied with their
jobs.
II. Literature review:
A. DV: Employees satisfaction
1. Definition and concept
Job satisfaction is the subject of several theories and models. Each of them considers one or
more of the four major factors of job satisfaction (personality, values, work environment, and
social impact) and explains in further depth why one employee is content with his or her job
while another is unsatisfied. We examine four of the most important ideas in this section: the
aspect model, Herzberg's motivator-hygiene theory, the discrepancy model, and the steady-
state model. These many theoretical perspectives on job happiness are mutually reinforcing.
Each contributes to our understanding of the many dimensions of work satisfaction by
highlighting the reasons and challenges that managers must examine in order to increase their
subordinates' levels of happiness. (Jenifer, 2012)
Despite its widespread use in scientific study and everyday life, there is still no universal
consensus on what constitutes work satisfaction. Indeed, there is no definitive description of
what a job entails. Therefore, before a definition of job satisfaction can be established, it is
necessary to explore the nature and significance of work as a universal human activity.
Different writers define job satisfaction differently. The following material analyzes many of the
most often referenced definitions of work satisfaction. Hoppock described job satisfaction as
"any combination of psychological, physiological, and environmental factors that lead an
individual to honestly state, "I am content with my job" (Hoppock, 1935). Although job
satisfaction is influenced by a variety of external circumstances, this viewpoint maintains that it
is an internal state that is determined by how the person feels. That is, work satisfaction is a
collection of characteristics that contribute to a sense of fulfillment. Vroom's concept of job
satisfaction emphasizes the employee's responsibility in the workplace. Thus, he defines job
happiness as individuals' emotional orientations toward the work positions they are now
performing (Vroom, 1964).
One of the most frequently referenced definitions of job satisfaction is Spector's, who states
that it refers to how individuals feel about their jobs and its many facets. It has to do with how
much individuals enjoy or despise their jobs. That is why job happiness and discontent may
manifest themselves in virtually every work environment. Job satisfaction is a composite of
good and negative thoughts about one's employment. Meanwhile, when a worker is hired by a
corporate organization, he or she takes with them the wants, desires, and experiences that
shape the expectations that he or she has set aside. Job satisfaction reflects the degree to
which expectations are met and actual rewards are received. Job happiness is inextricably tied
to an employee's conduct in the workplace (Davis et al.,1985). Job satisfaction is defined as an
employee's sense of accomplishment and success on the job. It is often believed to be
intimately related to both productivity and personal well-being. Job satisfaction entails
engaging in work that one likes, doing effectively, and receiving recognition for one's efforts.
Additionally, job satisfaction entails excitement for and contentment with one's employment.
Job satisfaction is a critical factor in achieving recognition, salary, promotion, and the
accomplishment of other goals that contribute to a sense of fulfillment (Kaliski,2007).
Employment satisfaction may also be described as the degree to which an employee is satisfied
with the benefits derived from his or her job, particularly in terms of intrinsic motivation (Statt,
2004). The word "job satisfaction" relates to an individual's attitude and sentiments toward
their employment. Positivity and favorability toward the job are indicators of job satisfaction.
Negative and negative attitudes about work reflect discontent with the job (Armstrong, 2006).
Job satisfaction is a combination of people's feelings and ideas regarding their current jobs. Job
satisfaction levels can vary from great satisfaction to extreme discontent. Additionally, they
have attitudes about their professions in general. Additionally, individuals may have attitudes
about many elements of their occupations, including the type of work they perform, their
coworkers, supervisors, or subordinates, and their compensation (George et al., 2008).
2. Theory or important research on DV (What other factors can affect DV)
Herzberg's Motivator-Hygiene Theory of Job Satisfaction:
Frederick Herzberg's motivator-hygiene theory, one of the oldest theories of job satisfaction,
focuses on the influence of certain job components on job happiness. According to Herzberg's
theory, each employee has two distinct sets of needs or requirements: motivational needs and
cleanliness needs. Motivator requirements are linked to the nature of the task and its degree of
difficulty.
Job characteristics such as job interest, job autonomy, and job responsibility all meet
motivational needs. Hygiene requirements are dependent on the physical and psychological
environment in which work is conducted. Physical aspects of the workplace (for example, the
warmth and pleasantness of the surroundings), the kind of supervision, the quantity of income,
and job stability all meet hygiene requirements.
Herzberg hypothesized the following links between motivational demands, hygiene needs, and
work satisfaction:
1. Employees will be satisfied when their motivational needs are addressed; employees will be
dissatisfied when these requirements are not met.
2. When employees' hygienic needs are addressed, they are content; when these needs are not
met, they are unsatisfied.
According to Herzberg, an employee might be both satisfied and dissatisfied with his or her
employment at the same time. An employee may be fulfilled if his or her motivational
requirements are met. For instance, an employee may find his or her job intriguing and difficult
yet remain unsatisfied because his or her hygiene needs are not addressed. (Perhaps the
position carries a low degree of job security.) According to the conventional view of work
satisfaction, contentment and dissatisfaction are poles of a single continuum, and employees
are either satisfied or unhappy with their jobs.