ASSIGNMENT 2: ANNOTATED BIBLIOGRAPHY 1

Assignment 2: Annotated Bibliography

Charly Vega

WRTG 112

Kellye Corcoran

September 12, 2023

ASSIGNMENT 2: ANNOTATED BIBLIOGRAPHY 2

Topic: How can businesses improve employee satisfaction to enhance productivity, reduce

turnover, and achieve better results?

Caillier, J. G. (2021). The Impact of Workplace Aggression on Employee Satisfaction with

Job Stress, Meaningfulness of Work, and Turnover Intentions. Public Personnel

Management, 50(2), 159–182.

https://doi-org.ezproxy.umgc.edu/10.1177/0091026019899976.

This article discusses the intricate topic of workplace aggressiveness and its effects on a

number of attitudes related to work, such as job satisfaction, plans to leave, and the significance

of one's employment. This study takes a more holistic approach than many others by looking at

the various forms of workplace aggressiveness and the impact they have overall. The results

show that workplace violence is harmful, reducing job satisfaction, lowering the significance of

work, and raising the likelihood that employees would leave their current positions. The study

also investigates the important mediating function that job stress satisfaction plays in these

associations. This article is credible because it is a peer-reviewed journal article. Workplace

aggressiveness is found to have a significant effect on these attitudes, although job satisfaction

with stress is not found to have a significant interaction with this factor. Businesses that want to

improve employee satisfaction, decrease attrition, and boost morale all around might benefit

from the article's insights into identifying and counteracting workplace hostility in all its

manifestations.

Kessler, S. R., Lucianetti, L., Pindek, S., Zhu, Z., & Spector, P. E. (2020). Job satisfaction

and firm performance: Can employees’ job satisfaction change the trajectory of a

firm’s performance? Journal of Applied Social Psychology, 50(10), 563–572.

https://doi-org.ezproxy.umgc.edu/10.1111/jasp.12695.
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This article discusses the recent trend of companies emphasizing betterment of the

workplace environment for workers to raise output and efficiency. It discusses the ongoing

argument of whether there is a connection between employee job happiness and job

performance. This article makes a significant addition to the ongoing discussion of how job

satisfaction affects a company's bottom line. Latent growth modeling is a powerful statistical

technique for investigating this link over time, lending credence to the results. While this article

is helpful in that it illustrates a link between work satisfaction and company success, it could be

more useful if it also discussed processes or techniques that organizations can use to increase

employee job satisfaction. This source is credible because it is a peer-reviewed journal article.

This article is best for expert, manager, or business leader who wants proof that satisfied workers

lead to successful companies. It lends credibility to the premise that investing in employee

satisfaction can have a favorable effect on an organization's bottom line, albeit one that may not

be immediately apparent.

Sypniewska, B., Baran, M. & Kłos, M. (2023). Work engagement and employee satisfaction

in the practice of sustainable human resource management – based on the study of

Polish employees. International Entrepreneurship and Management Journal.

https://doi.org/10.1007/s11365-023-00834-.

This article discusses the concept of sustainable human resource management (SHRM)

along with its tenets of treating workers as an organization's most precious asset and gaining an

awareness of their individual wants and requirements. The major goal is to investigate how

employee satisfaction is connected to efficiency, retention, and organizational performance.

Using a combination of a literature review and a quantitative survey of 1051 workers in Polish

businesses, the authors explore the connections between such concepts as "workplace well-
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being," "workforce development," "retention," "engagement," and "satisfaction" in the

workplace. Higher levels of workplace well-being, employee development, and staff retention

were found to be related to higher levels of employee engagement, which in turn resulted in

higher levels of employee satisfaction. This source is credible because it is a peer-reviewed

journal article. The source provides useful takeaways for managers putting SHRM strategies into

action; however, it may be improved by including more information about specific intervention

tactics. Still, it's a great tool for human resources experts, managers, and academics studying

SHRM, employee engagement, and job satisfaction, as it provides valuable information on how

to boost workplace happiness, productivity, and retention.

Wang, Q., Wang, C. (2020). Reducing turnover intention: perceived organizational support

for frontline employees. Frontiers of Business Research in China, 14(6).

https://doi.org/10.1186/s11782-020-00074-6.

This article focuses on a specific subset of frontline workers in China, namely those at

gas stations in Beijing, and examines the widespread but understudied problem of increasing job

satisfaction, decreasing turnover, and boosting output among these workers. To improve work

performance and decrease employee burnout and turnover intention, they suggest that

organizations express support through various means, such as condolences, holiday bonuses, and

group activities, and they analyze the effect of POS on these outcomes. The study also shows

that burnout mediates the connection between POS and turnover intent, demonstrating the

significance of timely deployment of organizational support in mitigating stress at work and the

likelihood of employees leaving their current positions. In addition, the study indicates that POS

is uniquely involved in the relationships between burnout and intention to leave the organization,

and that work resources do not significantly mitigate these relationships. It draws attention to the
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broader social effects of burnout and proposes legislative responses to safeguard worker health

and foster social cohesion. This source is credible because it is a peer-reviewed journal article. In

essence, the findings of this study provide important information and practical suggestions for

companies that want to increase job satisfaction, lower turnover, and improve productivity

among their staff.