Drivers of Employee Job Satisfaction During Pandemic in Manufacturing Industries

Purpose: The study focuses on employee job satisfaction and its implications in Malaysia's manufacturing sector. It highlights the significance of job satisfaction for organizational success, especially in challenging economic conditions. Theoretical reference: Social Exchange Theory (SET) is employed for the study, emphasizing that employees reciprocate positive organizational behaviors with loyalty and commitment. SET underscores the importance of trust-based relationships and psychological commitment to the job. Method: The study explores three key factors—compensation and rewards, training, and work-life balance—in relation to employee job satisfaction. It employs hypotheses to test the relationships between these factors and job satisfaction. Quantitative and cross-sectional approach have been implemented whereby the research tools were derived from numerous previous studies. Questionnaires were distributed online conveniently to enable the respondent to provide their feedback anytime, anywhere. It was a non-probability sampling where questionnaires were distributed to respondents in the Manufacturing Industry. Results and Conclusion: The study anticipates that compensation and reward, training, and work-life balance are significantly related to employee job satisfaction in Malaysia's manufacturing sector. These factors impact employee performance, productivity, and retention. The investigation of this study discovered that the three hypotheses offered have a significant relationship with employee job satisfaction in Malaysia's manufacturing industry. ). The results show that compensation and reward (β = 0.680, t = 15.2212, p < 0.001), training (β = 0.114, t = 2.502, p =0.013), and work-life balance (β = 0.158, t = 4.106, p < 0.001) have significant positive relationship with employee job satisfaction in the manufacturing industry of Malaysia. Therefore, H1, H2 and H3 are all accepted.The current study has supported prior studies and explained the roles played by compensation and reward, training and work-life balance in employee job satisfaction in the manufacturing industry of Malaysia with the Social Exchange Theory. Implications of research: The findings contribute to academia by addressing a literature gap regarding job satisfaction and its influencing components. It offers insights for organizations in the manufacturing industry to enhance employee job satisfaction, leading to improved performance and profitability. Originality/Value: While many studies focus on job satisfaction, this research uniquely explores its facets within Malaysia's manufacturing sector. It examines the influence of compensation, training, and work-life balance, addressing a research gap in this context. The study offers valuable insights for management in understanding employee expectations and fostering a more satisfied and committed workforce