Consumer satisfaction can be defined as the user’s response to a service or experience compared to the user’s expectations and perceived practical benefits. After reviewing consumer satisfaction models, it can be argued that there is no single model of consumer satisfaction assessment that is suitable for every service and every region of the world, as the causes and outcomes of satisfaction often vary. The research is original in its methodology: at the beginning, a theoretical research model is presented, then hypotheses are formulated, and correlation, factorial, regression analyses were made, which results confirmed hypotheses. The crop insurance system consists of relations between the state institution regulates insurance activities, farmers, insurers and insurance intermediaries. The aim of this article is to identify the factors that determine consumer satisfaction with crop insurance and to assess their impact. The empirical study found that consumer satisfaction is determined by the factors of recognizable value, functional (process) and technical (result) quality, consumer expectations, and image. The most important factors that determine consumer satisfaction of crop insurance are recognizable value, functional quality, and consumer expectations. Consumer satisfaction can be assessed by the cost paid and the quality received, the quality expected, and the consumers’ evaluation of the services. It was found that the socio-demographic elements of consumers do not have a decisive influence on the factors that determine service satisfaction and consumer satisfaction. It is also established that socio-demographic elements of consumers (farmer experience and insurance experience) have direct statistically significant but weak links with consumer satisfaction.

In order to explore how hygiene factors and motivational factors indirectly affect job satisfaction through teacher self-efficacy. Based on the two factor theory and Teacher Job Satisfaction Survey (TJS), this study analyzes how hygiene factors and motivational factors indirectly affect job satisfaction through teacher self-efficacy. The study collects valid questionnaires from 120 teachers and conducts mediation analysis using structural equation modeling. From the results, teacher self-efficacy had obvious mediating effects between hygiene factors and job satisfaction (β > 0.6, P < 0.001), as well as between motivational factors and job satisfaction (β > 0.6, P < 0.001). This discovery not only provides new perspectives and strategies for improving teacher job satisfaction, but also emphasizes the importance of enhancing teacher self-efficacy in improving job satisfaction. In addition, the study provides strong empirical evidence for education management departments and school leaders to formulate more effective teacher development policies and management measures, which has positive theoretical and practical significance for improving education quality and promoting education reform.

When power is exercised, it results in political behavior in organizations. Excessively held organizational politics can hurt an organization and its members though some consider wisely used political behavior as positive. This study was conducted at Wolaita Sodo Polytechnic College (WSPTC) to investigate the effect of power and political dynamism on employee job satisfaction. Cross-sectional survey design was used to collect data from stratified, randomly selected 146 informants. The Rahim Leader Power Inventory (RLPI), Interpersonal Power Inventory (IPI), Perception of Organizational Politics (POP), and Minnesota Satisfaction Questionnaire (MSQ) were employed to collect data. Descriptive and inferential statistical analyses were made using statistical packages (SPSS version 23). The findings revealed that when managers legitimate, coercive, and reward power bases are higher, then organizational politics becomes higher. Power concentration at higher positions results in increased organizational politics than when it was shared. Regression analysis uncovered that 47% (R-squared 0.468) of variations in job satisfaction were explained by POP and power dynamics. Hence, it is recommended that having power sharing, empowering subordinates, and moderate political maneuvering in the use of power and politics will be helpful in maintaining constructive relationships and job satisfaction.

This study focuses on the use of the Soil and Water Assessment Tool (SWAT) model for water budgeting and resource planning in Oued Cherraa basin. The combination of hydrological models such as SWAT with reliable meteorological data makes it possible to simulate water availability and manage water resources. In this study, the SWAT model was employed to estimate hydrological parameters in the Oued Cherra basin, utilizing meteorological data (2012–2020) sourced from the Moulouya Hydraulic Basin Agency (ABHM). The hydrology of the basin is therefore represented by point data from the Tazarhine hydrological station for the 2009–2020 period. In order to optimize the accuracy of a specific model, namely SWAT-CUP, a calibration and validation process was carried out on the aforementioned model using observed flow data. The SUFI-2 algorithm was utilized in this process, with the aim of enhancing its precision. The performance of the model was then evaluated using statistical parameters, with particular attention being given to Nash-Sutcliffe efficiency (NSE) and coefficient of determination (R²). The NSE values for the study were 0.58 for calibration and 0.60 for validation, while the corresponding R² values were 0.66 and 0.63. The study examined 16 hydrological parameters for Oued Cherra, determining that evapotranspiration accounted for 89% of the annual rainfall, while surface runoff constituted only 6%. It also showed that groundwater recharge was pretty much negligible. This emphasized how important it is to manage water resources effectively. The calibrated SWAT model replicated flow patterns pretty well, which gave us some valuable insights into the water balance and availability. The study’s primary conclusions were that surface water is limited and that shallow aquifers are a really important source of water storage, especially for irrigation during droughts.

The study sheds light on how service quality aspects affect customer satisfaction in the Saudi banking sector’s particular socio-cultural setting. Thus, the study examines the role of service quality dimensions on customer satisfaction in the banking industry of Saudi Arabia. The study examined how reliability, assurance, empathy, tangibility, and responsiveness affect customer satisfaction in the Saudi Arabian banking market using 250 bank clients. 250 Saudi bank customers completed a standardised questionnaire. These were normal bank customers with proper bank accounts. IBM SPSS correlational and multiple regression analysis investigated variable connections. The study found a significant favourable influence of reliability on customer satisfaction. However, assurance was not significant. Empathy had a significant impact on customer satisfaction. Tangibility shown a significant impact on customer satisfaction. Responsiveness was not significant. The study emphasises on reliability, empathy, and physical service delivery to boost banking customer happiness. The study found 3 of 5 service quality factors to be significant predictors. Service empathy, tangibility, and reliability greatly impacted customer satisfaction. Managers in Saudi banking should prioritize reliability, empathy, and tangibility to boost customer satisfaction. To keep customers happy, managers should monitor these service quality dimensions and adjust strategies based on feedback. Technology can improve service quality by streamlining processes and personalizing experiences.

In the fast-paced modern society, enhancing employees’ professional qualities through training has become crucial for enterprise development. However, training satisfaction remains under-studied, particularly in specialized sectors such as the coal industry. Purpose: This study aims to investigate the impact of personal characteristics, organizational characteristics, and training design on training satisfaction, utilizing Baldwin and Ford’s transfer of training model as the theoretical framework. The study identifies how these factors influence training satisfaction and provides actionable insights for improving training effectiveness in China’s coal industry. Design/Methodology/Approach: A cross-sectional design that allowed the study to capture data at one point in time from a large sample of employees was employed to conduct an online survey involving 251 employees from the Huaibei Mining Group in Anhui Province, China. The survey was administered over three months, capturing a diverse sample with nearly equal gender distribution (51% male, 49% female) and a majority aged between 21 and 40. The participants represented various educational backgrounds, with 52.19% holding an undergraduate degree and most occupying entry-level positions (74.9%), providing a broad workforce representation. Findings: The research indicated that personal traits were the chief predictor of training satisfaction, showing a beta coefficient of 0.585 (95% CI: [0.423, 0.747]). Linear regression modeling indicates that training satisfaction is strongly related to organizational attributes (β = 0.276 with a confidence interval of 95% [0.109, 0.443]). In contrast, training design did not appear to be a strong predictor (β = 0.094, 95% CI: [−0.012, 0.200]). Employee training satisfaction was the principal outcome measure, measured with a 5-point Likert scale. The independent variables covered personal characteristics, organizational characteristics, and training design, all measured through validated items taken from former research. The consistency of the questionnaire from the inside was strong, as Cronbach’s alpha values stood between 0.891 and 0.936. We completed statistical testing using SPSS 27.0, complemented by multiple linear regression, to study the interactions between the variables. Practical implications: This research contributes to the literature by emphasizing the necessity for context-specific training approaches within the coal industry. It highlights the importance of considering personal and organizational characteristics when designing training programs to enhance employee satisfaction. The study suggests further exploration of the multifaceted factors influencing training satisfaction, reinforcing the relevance of Baldwin and Ford’s theoretical model in understanding training effectiveness. Ultimately, the findings provide valuable insights for organizations seeking to improve training outcomes and foster a more engaged workforce. Conclusion: The study concluded that personal and organizational characteristics significantly impact employee training satisfaction in the coal industry, with personal characteristics being the strongest predictor. The beta coefficient for personal characteristics was 0.585, indicating a strong positive relationship. Organizational characteristics also had a positive effect, with a beta coefficient of 0.276. However, training design did not show a significant impact on training satisfaction. These findings highlight the need for coal companies to focus on personal and organizational factors when designing training programs to enhance satisfaction and improve training outcomes.