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The literature on jobsatisfaction and organizational commitment is reviewed. Jobsatisfaction is defined and current theoretical perspectives identified. Subsequent discussion focuses on the measurement of satisfaction, methods of studying satisfaction, ...
This paper examines the impact of job involvement, jobsatisfaction and organizational commitment on propensity to leave a job. Using a stratified random sampling procedure, survey questionnaires are administered to 116 Information Systems (IS) personnel working in multinational companies in Malaysia. Results show that IS personnel's job involvement is positively associated with organizational commitment. Likewise, jobsatisfaction has a positive
This study examined the relationships between work values, jobsatisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of jobsatisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job
This study examined the relationships between work values, jobsatisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of jobsatisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job
|Purpose: The purpose of this study is to investigate the relationship between emotional intelligence and jobsatisfaction, between emotional intelligence and organizational commitment, and between jobsatisfaction and organizational commitment among high-school English teachers. Furthermore, the study aims to examine the role of gender and age in…
Studied changes across time in measures of organizational commitment and jobsatisfaction as each related to subsequent turnover among 60 recently employed psychiatric technician trainees. A longitudinal study across a 101\\/2-mo period was conducted, with attitude measures (Organizational Commitment Questionnaire and Job Descriptive Index) collected at 4 points in time. Results of a discriminant analysis indicate that significant relationships existed
Lyman W. Porter; Richard M. Steers; Richard T. Mowday; Paul V. Boulian
BACKGROUND: The motivation for this study was to investigate how role stress among nurses could affect their jobsatisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their jobsatisfaction and stimulating them to willingly remain in their jobs and commit themselves to
The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and jobsatisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed. PMID:16253944
The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and jobsatisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6584 nursing home employees from 76 nursing homes in a midwestern state
The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non-Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job
This article draws on a sample of state government health and human service managers to develop and test a model of work motivation. The authors examine the effect of individual attributes, job characteristics, and organizational variables on three aspects of work motivation: jobsatisfaction, organizational commitment, and job involvement. They find that managers have varying degrees of influence over these
|Describes a study of jobsatisfaction and organizational commitment among top administrators (excluding the president) at New Mexico's 16 2-year colleges, and the effect of presidential leadership behaviors and job, personal, and organizational characteristics on satisfaction/commitment. Reports a fair degree of jobsatisfaction and college…
Background The motivation for this study was to investigate how role stress among nurses could affect their jobsatisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their jobsatisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on jobsatisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, jobsatisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their jobsatisfaction; (2) job rotation could have an effect on organizational commitment; (3) jobsatisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their jobsatisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' jobsatisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources.
The main aims of this study is to explain the relationship between jobsatisfaction and organizational commitment and to investigate the effects of gender, education level, age, monthly income, ownership type of the employed hospital, length of employment in the hospital, job and marital status on organizational commitment and jobsatisfaction. The research was carried out in three hospitals in
Conditions of employment (characteristics and benefits), jobsatisfaction, and jobcommitment were examined for 73 staff members in early intervention (primarily infant-toddler) programs working in one of the following five job categories: teachers and early intervention specialists, social-service and family-service providers, therapists, administrators, and aides. Staff were more likely to receive “professional” benefits, such as paid time for planning and
Over the past twenty years, several empirical studies have examined the consequences of jobsatisfaction among correctional\\u000a staff. When looking at worker behavior in other disciplines, though, it is commonplace to include both jobsatisfaction and\\u000a organizational commitment. However, very few studies about correctional staff behavior include both concepts. This paper discusses\\u000a jobsatisfaction and organizational commitment, and addresses the
ERIC G. LAMBERTtt; Shannon M. Barton; Nancy Lynne Hogan
BACKGROUND: Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on jobsatisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the jobsatisfaction and organizational commitment of new
|Surveys of 350 teacher trainees from Singapore's teacher training institution were used to examine relationships among quality of work life, career commitment, jobsatisfaction, and withdrawal cognition. Career commitment and jobsatisfaction were important predictors of withdrawal cognition. Perceptions of the social status of teaching strongly…
Employees in the public and private sectors experience different working conditions and employment relationships. Therefore, it can be assumed that their attitudes toward their job and organizations, and relationships between them, are different. The existing literature has identified the relationship between organizational commitment and jobsatisfaction as interesting in this context. The present field study examines the satisfaction–commitment link with
Yannis Markovits; Ann J. Davis; Doris Fay; Rolf van Dick
Conflict of interest: none declared. Introduction Employees’ jobsatisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-jobsatisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of jobsatisfaction among hospitals employees. Leadership, jobsatisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in jobsatisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of jobsatisfaction and commitment, and highlights the crucial role of leadership in employees’ jobsatisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity.
This paper describes the variables of job characteristics, work commitments and jobsatisfaction. We studied 400 Thai employees in Taiwan. AB people are moderators, and that Type A people are easily irritated, highly competitive, and are always in a hurry. Job characteristics do not affect jobsatisfaction, but work commitments affect jobsatisfaction.
This paper investigates the relationships between turnover intention and positive affectivity (PA) and negative affectivity (NA), and the mediating roles of jobsatisfaction and affective commitment in those relationships. Based on a sample of 279 Chinese managers, PA predicts turnover intention, and jobsatisfaction mediates the relationship. However, NA is neither directly nor indirectly related to turnover intention.
The jobsatisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation in New Mexico's Blind agency are the focus of this study. Participants were four rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 10 surveys were mailed. Jobsatisfaction was…
This research sought to clarify how certain personal and organizational factors influence the jobsatisfaction and organizational commitment of early childhood educators who work in center-based programs. Several important conclusions emerged. A fairly stable set of job clusters were identified as contributing sources of satisfaction and frustration: co-worker relations; supervisor relations; the nature of the work itself; pay and opportunities
Numerous studies have focused on jobsatisfaction and organizational commitment of police officers and correctional personnel, but few have examined these concepts within community corrections agencies. This study draws on prior research into jobsatisfaction of criminal system actors and looks at the explanatory power of these concepts for probation and parole officers from one county in a northeastern state.
|Quantitative/qualitative study of female public high school principals in Illinois, Minnesota, and Wisconsin regarding their experiences with role conflict, role commitment, and jobsatisfaction. Describes personal and professional characteristics of female high school principals. Finds that role conflict negatively impacts jobsatisfaction and…
A 12-mo longitudinal study of 88 newly hired nurses and junior accountants (mean age of all Ss 24 yrs) tested a series of assumptions from the authors' investment model concerning the determinants of jobsatisfaction, jobcommitment, and turnover. In general, greater jobsatisfaction resulted from high job rewards and low job costs; whereas strong jobcommitment was produced by
Recent research into organizational commitment has advocated a profiles-based approach. However, with the exception of Wasti, published findings are confined to North American samples. This article examines the relationships between organizational commitment profiles and jobsatisfaction in Greece. Greek organizations have rarely been the subject of detailed examination, so the study provides baseline information regarding levels of organizational commitment and
This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., jobsatisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in jobsatisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization. PMID:11596797
The purpose of this study was to investigate the relationships among the self-efficacy, professional commitment, and jobsatisfaction of diabetic health-care personnel. The research design was cross-sectional. Three teaching hospitals, one from each of northern, middle and southern parts of Taiwan, were selected for data collection and used questionnaires to collect data; 202 participants were recruited. The demographic data for job title and jobsatisfaction were not significantly different (F = 2.13, P = 0.090). Self-efficacy was significantly positively correlated with professional commitment (r = 0.29, P = 0.000) and with jobsatisfaction (r = 0.14, P = 0.041). A total of 34.1% of the variance in jobsatisfaction was explained by age, years of service in the medical or nursing field, the actual number of years caring for patients with diabetes, self-efficacy, and professional commitment. Understanding the self-efficacy and professional commitment of medical and nursing personnel can help increase jobsatisfaction and improve the quality of medical and nursing care. PMID:23343231
|The purpose of this study is to identify dynamic relationships among organizational commitment, jobsatisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively…
|This quantitative study explored the relationships among workplace learning, jobsatisfaction, and organizational commitment (OC) in the context of small to midsize information technology companies in Taiwan. Twenty-six companies participated in the study, and a total of 206 valid surveys were collected and analyzed out of 450 that were…
Background Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on jobsatisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the jobsatisfaction and organizational commitment of new nurses in Taiwan's hospitals. Methods We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions. Results Results revealed that career development and role modeling functions have positive effects on the jobsatisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes. Conclusion It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the jobsatisfaction and organizational commitment of new nurses.
An evolving discontent with existing theories of voluntary turnover led to the postulation of an “unfolding model” for the effects of organizational commitment and anticipated jobsatisfaction on voluntary employee turnover. In particular, existing theory and research on voluntary turnover were judged to apply validly to only a very small number of organizational situations. That is, their ecological validities appear
Using Meta-Analytical Structural Equation Modeling (SEM), the relationships between structural determinants of jobsatisfaction and organizational commitment were investigated in the context of contemporary turnover models. Data for this study were obtained from nine empirical studies conducted under the direction of James L. Price and Charles W. Mueller at the University of Iowa. The results suggest that only three structural
Today, Firm networks are receiving an increasing attention in China. However, little research examined the relationship of jobsatisfaction, organizational commitment and efficiency of firm networks, although some previous researches examined them in hierarchy firms, especially lack of empirical investigation. In this paper, 3 latent variables and 21 observed variables are conducted in structural equation model(SEM). We identify that ten
Purpose – The purpose of this paper is to examine the impact of ethical climate on jobsatisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria. Design\\/methodology\\/approach – The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory
The purpose of this descriptive, co-relational and cross-sectional study was to gain a better understanding of the relationships between jobsatisfaction and organizational commitment of employees, and their impact on turnover intention at Isfahan Hospitals, Isfahan, Iran, in 2005. Data were collected by the distribution of two questionnaires among 629 employees of these hospitals through a stratified random sampling method. The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization. Employees' jobsatisfaction and organizational commitment were closely inter-related and correlated with turnover intention (P < 0.001). The positive correlation between the two was expected, but there was also unexpected correlation with turnover intention. This may be due to external factors, such as job market conditions, which may influence perceived opportunities for career advancement elsewhere. The impact of such external factors is outside the scope of this study, but will have to be investigated in further research. As jobsatisfaction and organizational commitment have strong correlation with turnover, it is very important to reinforce them by applying the right human resource policies. PMID:18957399
Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska
The purpose of this study was twofold: (1) to identify the factor structures associated with three Western-developed instruments (Small Business Workplace Learning Survey, Minnesota Satisfaction Questionnaire, and the Organizational Commitment Questionnaire, hereinafter referred to as SBWLS, MSQ, or OCQ) used to assess workplace learning, jobsatisfaction, and organizational commitment when applied in a non-Western setting; and (2) to determine if
Jia Wang; Homer Tolson; Ti-Lin Chiang; Tse-Yang Huang
Purpose – The purpose of this research is to explore key work domains that impact worker jobsatisfaction and organizational commitment, which in turn impact long-term worker productivity and performance. Design\\/methodology\\/approach – The paper utilizes factor analysis, ordinary least squares (OLS) regression analysis, and basic descriptive statistics (Pearson Correlations, standard deviations, means) to explore the relationship between jobsatisfaction and
Jonathan H. Westover; Andrew R. Westover; L. Alan Westover
This study proposes relationships between jobsatisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding commitment foci and global jobsatisfaction. One hundred and fifty-six extension personnel (i.e. 93.41% responses) from Ogun State Agricultural
Olugbenga Jelil Ladebo; Olalekan Jacob Olaoye; Comfort Oyekale Adamu
Despite the amount of literature on jobsatisfaction and job performance over the last thirty years, both concepts are still vaguely defined. The dominant theory of jobsatisfaction until the mid 1960's was Herzberg's two factor theory. The strengths and ...
As nurses typically represent the largest percentage of employees at medical centers, their role in medical care is exceptionally important and becoming more so over time. The quality and functions of nurses impact greatly on medical care quality. The concept of internal marketing, with origins in the field of market research, argues that enterprises should value and respect their employees by treating them as internal customers. Such a marketing concept challenges traditional marketing methods, which focus on serving external customers only. The main objective of internal marketing is to help internal customers (employees) gain greater jobsatisfaction, which should promote job performance and facilitate the organization accomplishing its ultimate business objectives. A question in the medical service industry is whether internal marketing can similarly increase the jobsatisfaction of nurses and enhance their commitment to the organization. This study aimed to explore the relational model of nurse perceptions related to internal marketing, jobsatisfaction, and organizational commitment by choosing nurses from two medical centers in Southern Taiwan as research subjects. Of 450 questionnaire distributed, 300 valid questionnaires were returned, giving a response rate of 66.7%. After conducting statistical analysis and estimation using structural equation modeling, findings included: (1) jobsatisfaction has positive effects on organizational commitment; (2) nurse perceptions of internal marketing have positive effects on jobsatisfaction; and (3) nurse perceptions of internal marketing have positive effects on organizational commitment. PMID:18080971
Purpose – The purpose of this paper is to provide further insight into the relationship between internal communication practices, communication satisfaction, jobsatisfaction, and organizational commitment. It is centered in the emergency services sector in general, and on land ambulance services in particular. The focus organization is a large urban land ambulance service with an operating budget of approximately $50
This study investigates how relevant indicators of teachers’ sense of their professional identity (jobsatisfaction, occupational\\u000a commitment, self-efficacy and change in level of motivation) are related. A model is proposed, tested with structural equation\\u000a modelling (SEM) and refined using data from 1,214 Dutch teachers working in secondary education. Classroom self-efficacy and\\u000a relationship satisfaction play a key influencing role in the
A well-managed organization sees employees as the source of quality and productivity. This study examines the perception of work motivation in relation to jobsatisfaction and organizational commitment of library personnel in academic and research libraries in Oyo state, Nigeria. Two hundred library personnel (41% female, 59% male) were selected through a total enumeration sampling from five research and four
|This study proposes relationships between jobsatisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding…
|This study investigates how relevant indicators of teachers' sense of their professional identity (jobsatisfaction, occupational commitment, self-efficacy and change in level of motivation) are related. A model is proposed, tested with structural equation modelling (SEM) and refined using data from 1,214 Dutch teachers working in secondary…
A questionnaire survey of 710 Maltese primary schoolteachers revealed that the level of teacher stress, jobsatisfaction and career commitment was constituted differently in some of the teacher demographic subgroups. A principal components analysis of the stress ratings of 20 items covering various aspects of the teacher's work environment yielded four factors described in terms of ‘pupil misbehaviour’, ‘time\\/ resource
Why is it that people in the same occupation doing similar work in the same department experience different levels of intrinsic satisfaction? This article sheds light on this question and provides hospital administrators with guidelines for improving employee motivation through intrinsic jobsatisfaction. PMID:2266009
|Purpose: After reviewing previous research, this study found that few school or educational studies have simultaneously explored both internal marketing and organizational commitment, and of those that have, only direct effects were examined. This study clarifies the relationship between school organization's internal marketing and teachers'…
This article investigates the potential mediating role of jobsatisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used.
The study focuses on the internal marketing of theme park in Taiwan. The purpose is to explore the essences of int ernal marketing and its influence on jobsatisfaction, organizational commitment and customer
As part of a statewide dementia-specific training collaborative, data were collected from nursing assistants and aides who provide paid Alzheimer's care. This study explored the relevance of previous education and practical experiences to specific constructs associated with worker recruitment and retention. Direct-care providers with prior training in gerontology and geriatrics had lower levels of extrinsic jobsatisfaction and career resilience
Constance L. Coogle; Iris A. Parham; Katherine A. Young
Previous organizational citizenship behavior (OCB) research (a) has not demonstrated that extra-role behaviors can be distinguished empirically from in-role activities, and (b) has not examined the relative contributions of components ofjob satisfaction a nd organizational commitment to the performance of OCBs. Factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of
Past studies that have examined correctional staff support for rehabilitation and punishment policies have produced conflicting results. Most studies have focused on personal characteristics including age, gender, job position, tenure, education, marital status, prior military service, and race. To expand the area of inquiry and assess the potential antecedents of the work environment regarding correctional staff support for inmate rehabilitation
Eric G. Lambert; Nancy L. Hogan; Shannon M. Barton; O. Oko Elechi
The present study examined the relationships among work–family conflict (WFC), organizational commitment (OC) and jobsatisfaction (JS) in a hotel setting. Responding to calls in the literature to explore organizational constructs in international settings, data were collected from the employees of a large independently owned and operated hotel in India. Hierarchical linear regression analyses demonstrated that one of two sub
This study investigates the relation between distributed leadership, the cohesion of the leadership team, participative decision-making, context variables, and the organizational commitment and jobsatisfaction of teachers and teacher leaders. A questionnaire was administered to teachers and teacher leaders (n = 1770) from 46 large secondary schools. Multiple regression analyses and path analyses revealed that the study variables explained significant variance in
The high turnover of nurses has become a global problem. Several studies have proposed that nurses’ perceptions of the ethical\\u000a climate of their organization are related to higher jobsatisfaction and organizational commitment, and thus lead to lower\\u000a turnover. However, there is limited empirical evidence supporting a relationship between different types of ethical climate\\u000a within organizations and facets of job
Using a jobsatisfaction questionnaire constructed on previous samples, mail questionnaires were sent to 2,710 insurance agents, of whom 990 made a return. From these, matched samples of 99 survivors and 99 terminated agents were compared. The results \\
This study examined the impact of jobsatisfaction and organizational commitment on teachers’ organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that jobsatisfaction and commitment to the school had an impact on OCBs of the teachers and organizational commitment mediated the relation between
In this paper I argue that standard treatments of jobsatisfaction have inappropriately defined satisfaction as affect and in so doing have obscured the differences among three separate, if related, constructs. These key constructs are overall evaluative judgments about jobs, affective experiences at work, and beliefs about jobs. I show that clearly separating these constructs is consistent with current, basic
A theoretical model investigated by McIntyre, Bartle, Landis, and Dansby (2001) indicated that equal opportunity fairness (EOF) attitudes have significant impact on perceived work group effectiveness, jobsatisfaction, and, ultimately, organizational comm...
Purpose – The purpose of this paper is to test the relationship between perceived empowerment practices and Chinese service employee service effort and turnover intention, also to examine the mediating role of employee job attitudes in this relationship. Design\\/methodology\\/approach – To test hypotheses about the relationships above, survey data were collected by a self-administered questionnaire from frontline service workers at
In a world of ongoing organisational transformation, the psychological contract between the employer and the employee is open to violation. It is imperative that senior managers, as change agents, have a good understanding of the psychological contract and how it influences employee behaviour and attitudes towards their job and their organisation. This paper explains the concept of psychological contract violation
Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well?being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and\\/or the lack of enough information to carry out his\\/her job (role ambiguity) are causes of role stress. According to previous theory,
The dominant theoretical perspective suggests that unions reduce jobsatisfaction by making workers more critical of the workplace and more willing to complain. However, unions reduce wage inequality and increase worker control and commitment. A survey of 978 workers shows that unionization has a positive effect on jobsatisfaction. (JOW)
Purpose – The purpose of this paper is to examine potential predictors of nurses' intention to leave the nursing profession. Specifically, this study investigates whether perceptions of the interpersonal work environment, work-home interference, and subsequent jobsatisfaction, would predict occupational turnover intentions beyond the impact of nurses' occupational commitment. Design\\/methodology\\/approach – A questionnaire is completed twice, with a one-year interval
Beatrice I. J. M. van der Heijden; Karen van Dam; Hans Martin Hasselhorn
An inter-disciplinary approach is adopted to provide a deeper understanding of the human resource-service quality relationship. The paper tests the relationships organisational commitment and jobsatisfaction have with service quality of customer-contact employees. Hypotheses are constructed by reviewing literature in the areas of human resource management and services marketing. A study comprising 342 employees was conducted in four telephone call
This study examines the relationship between contextual factors and jobsatisfaction and organizational commitment among a sample of 148 administrators and staff in 17 community mental health centers undergoing the transition from fee-for-service (FFS) reimbursement to capitation of Medicaid-funded mental health services in Colorado. Hierarchical linear modeling was used to assess both organizational level factors as well as factors at
Purpose – The purpose of this paper is to examine the moderating effect of perceived organisational support (POS) on the relationship between participation in decision making (PDM) and affective commitment, and PDM and jobsatisfaction in lean production in Sri Lanka. Design\\/methodology\\/approach – A random sample of 616 shop-floor employees engaged full-time in export-apparel manufacturing firms, which have implemented a
Purpose – The purpose of this paper was to examine the impact of superleader behaviors in self-managed work teams, on organization commitment, jobsatisfaction and organization self-esteem. Design\\/methodology\\/approach – Data were collected on-site over a period of three days from employees working in a non-union paper mill located in a small rural community in the northwestern region of the USA.
Purpose – The purpose of this study was to investigate how individual perceptions by employees of a goal-setting program and personality traits influence jobsatisfaction and goal commitment. Design\\/methodology\\/approach – Using the German version of Locke and Latham's goal-setting questionnaire, 97 production employees judged the quality of the goal-setting program in their company with regard to content-related problems of goals
|This study examined the impact of jobsatisfaction and organizational commitment on teachers' organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that jobsatisfaction and commitment to the school had an impact on OCBs of the teachers…
The study contributes to the work values literature as well as to the knowledge base of meaning of working in Asian economies. It represents the results of an empirical study of Korean mid-level employees in diverse industries, investigating the effects of different understandings of work and non-work dimensions on jobsatisfaction, career…
Kuchinke, K. Peter; Kang, Hye-Seung; Oh, Seok-Young
Because of the nursing shortage problem, an important goal for nurse managers is preventing nurses from leaving the organization. This study analyzed the effect of evidence-based nursing management practices on nurses' levels of jobsatisfaction, organizational commitment, and intent to leave using the Promoting Action Research Implementation in Health Service framework as a guide. This study employed a single-group, quasi-experimental, pretest-post-test design with repeated measures. Data were collected using the Minnesota JobSatisfaction Questionnaire and the Organizational Commitment Scale. The study was conducted at a 127-bed private, accredited hospital. The sample was composed of 58 nurses who participated in all three measurements. Data analysis was conducted using repeated-measures anova and the Cochrane Q-test. An improvement was observed in the nurses' intrinsic, extrinsic, and total satisfaction levels, and in the degree of normative commitment. Nurse managers stated that they benefited from this study. In order to find effective and long-lasting solutions to the nursing shortage problem, evidence-based recommendations should be used in nursing management. PMID:22462608
This paper investigates the impact of perceived job autonomy on jobsatisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported jobsatisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found
The purpose of this study was to investigate the relationship between mentoring and jobsatisfaction among recently certified nurse-midwives. The Demographic Data Questionnaire, JobSatisfaction Survey, and Quality of Mentoring Tool were mailed to all first-year eligible members (N = 466) of the American College of Nurse-Midwives (ACNM). A total of 317 surveys (68%) were included in the analysis. Sixty-five
Building principals, as well as most educators, are typically satisfied with their overall jobs. However, some specific aspects of work are not rated as favorably as others. This study investigated the relationship of factors, such as gender, size of enrollment, and years of experience, to principalship jobsatisfaction. A survey sample of American midwestern elementary, middle, and senior high school
Investigated the relationship between motivator and hygiene satisfaction variables to job involvement. Ss were 96 civil service supervisors who completed the Wernimont Job-Satisfaction scale and a job-involvement measure developed by T. M. Lodahl and M. Kejner (see 39:3). It was found that motivator, but not hygiene, satisfaction variables correlated with job involvement. Total motivator satisfaction scores accounted for considerably more
How are jobsatisfaction and performance related to the variables of the situation? S were approximately 2500 workers in 72 warehouses of 1 company. Jobsatisfaction was measured by questionnaire items. Factor analysis was used to relate the variables of quantity, quality, profitability, turnover, size of workforce, city size, wage rate and unionization and percentage of males. Jobsatisfaction was
Raymond A. Katzell; Richard S. Barrett; Treadway C. Parker
|Attitudes of 277 faculty members about their work were surveyed in 1983. Herzberg and colleagues' theory that work satisfaction stems from the work itself and dissatisfaction from the work environment was also explored. Attention was directed to attitudes toward work, job stress, overall jobsatisfaction, and chief jobsatisfactions and…
An attitude scale to give an index of jobsatisfaction was constructed by a combination of Thurstone and Likert scaling methods. A corrected odd-even reliability coefficient of .87 was computed from scores obtained from a sample of 231 female office employees. Validity was investigated by comparing jobsatisfaction scores of two groups: (1) 40 students who had personnel jobs, and
The relationship between job scope and jobsatisfaction was examined for a sample of urban, predominantly blue-collar, employees. Incumbents in sixteen jobs provided data on job characteristics (N = 164) and jobsatisfaction (N = 593). Rank-order correlat...
The concept of organizational commitment has been examined extensively in organizational literature, yet the relationships between organizational culture, subculture and commitment have received little attention so far. Acknowledging the complexity and the multifaceted nature of antecedents involved in organizational commitment, it is still necessary to understand the dynamics of relationships between these variables. It was found that organizational subculture was
This study examines jobsatisfaction among a sample of Australian nurses. Jobsatisfaction is considered in the context of nursing's position in the medical division of labor and the various political strategies that the occupation has pursued to improve its status. Examination of the data reveals that seniority, rank, sex, and type of basic training have the strongest effects on
This study derives a theory of the economic determinants of differences in jobsatisfaction among workers. Using a model of occupational choice, it is noted how at the time of choosing there will be only random differences in jobsatisfaction. As workers ...
|This article draws comparative lessons from seven jobsatisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions--Asia, Africa, and the Caribbean. The seven studies made use of an identical jobsatisfaction assessment tool and present information on a selection of metiers mainly…
|Jobsatisfaction for college graduates is examined in this report that focuses on subjective determinants. It is contended that many objective characteristics, such as education and earnings, have little impact on jobsatisfaction. Data are taken from the National Opinion Research Center longitudinal survey of college graduates from the class of…
We examined the literature on jobsatisfaction and user information satisfaction to see if there is sufficient evidence to suggest that the two constructs are correlated. It seems that the factors which affect jobsatisfaction are similar to those which affect user information satisfaction. Examining user information satisfaction and jobsatisfaction in isolation would not be rigorous because the effects
Explored the usefulness of single-item global measures of jobsatisfaction for jobsatisfaction research in a study of 185 employees. Results suggested that the 1-5 global rating of overall jobsatisfaction may be a more inclusive measure of overall jobsatisfaction than summation of many facet responses. (JAC)
A model was developed to describe the roles of organizational obstacles (social and technical) in relation to three types of performance outcomes (customer satisfaction, financial performance, and employee jobsatisfaction), as well as to various moderators associated with different job types (e.g., customer contact, organizational commitment). In a test of this model, employee perceptions of organizational obstacles were measured in
This paper builds on recent work describing relative jobsatisfaction. Using an ordered probit estimation technique we examine the jobsatisfaction of recent UK graduates. We focus primarily on explaining jobsatisfaction in terms of individual matching to jobs, with the match depending on reservation returns, information sets and job offer rates. In addition, we stylise graduates as a peer
This paper seeks to analyse the role of jobsatisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of jobsatisfaction, which is a subjective measure, does improve the ability to predict actual quit behaviour: Low overall jobsatisfaction significantly increases the
Recently there has been a resurgence of interest in the analysis of jobsatisfaction variables. Jobsatisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of jobsatisfaction are related to a variety of personal and job characteristics. The data used are from the 28?240 British employees in the Workplace
|This document reviews, synthesizes, and critiques research on factors related to jobsatisfaction among psychotherapists. A sample of burnout literature is also reviewed, especially as it relates to jobsatisfaction. The impact of training on jobsatisfaction is considered, with sections examining the need to match training with job descriptions,…
This study measured jobsatisfaction of Air Force pharmacists and pharmacy technicians. A survey was designed to collect demographic data and measure 12 facets of jobsatisfaction. Pharmacy jobsatisfaction, Air Force jobsatisfaction, and role ambiguity ...
The current study focused on jobsatisfaction and job performance, as well as on their predictors in a privatized organization. We tested a model in which jobsatisfaction, consistent with social cognitive theory, is related to self-efficacy and perceptions of social context (i.e., colleagues, immediate supervisor, top management); jobsatisfaction, in turn, predicts job performance along with organizational tenure.White collars
Laura Borgogni; Silvia Dello Russo; Laura Petitta; Michele Vecchione
In a test of the hypothesis that some occupational stresses are desirable and some are not, the relationship between 14 sources of occupational stress and 12 aspects of jobsatisfaction was studied in 228 males, employed full-time and members of one of three professional associations: professional engineers, industrial accountants, or chartered accountants. The occupational stress index was significantly related to
For more than a decade, correctional leaders throughout the country have attempted to come to grips with the basic issues involved in ascertaining and meeting the needs of correctional institutions. This study investigated jobsatisfaction in 122 correctional officers employed in both rural and urban prison locations for the State of Kansas…
A survey was conducted of the graduates of a medical technology program to assess their feelings about their jobs. Specifically, the study attempted to determine the relationship between a "sense of accomplishment" and "career commitment." The relationship between jobsatisfaction and sense of accomplishment was also studied. Analysis using chi-square revealed a relationship between the respondent's sense of accomplishment and career commitment. Responses on accomplishment were then compared in terms of the graduates' ratings of selected job characteristics. These findings are compatible with those of other studies on jobsatisfaction of medical technologists. That is, medical technologists are a group whose motivational factors tend to be intrinisic to the job. These factors can be identified as achievement, recognition for achievement, the work itself, responsibility, and growth or advancement. The findings have implications for determining components related to jobsatisfaction in administrative practices. PMID:7161178
This research effort examines the degree of and relationship among role ambiguity, job-related tension, and jobsatisfaction in a hospital environment. The specific research subjects chosen were hospital unit managers. Adaptation of the Kahn et al. national study was used to establish Role Ambiguity and Job Tension Indexes. The Brayfield-Rothe JobSatisfaction Index provided data concerning this latter variable. Findings
Much of the recent jobsatisfaction literature has involved dichotomies such as intrinsic-extrinsic, motivator-hygiene, or job content-job context. In an exploratory study, responses by a sample of health managers (n=504) to 15 jobsatisfaction items were...
L. R. James E. A. Hartman A. P. Jones M. W. Stebbins
A two-phase study was conducted to test the Situational Occurrences Theory of JobSatisfaction. The theory was designed to address the following anomalies: (1) why do employees holding seemingly excellent jobs in terms of the traditional job facets such as pay and benefits sometimes report low satisfaction, (2) why do employees holding similar jobs at the same or different organizations
Vernon A. Quarstein; R. Bruce McAfee; Myron Glassman
|Jobsatisfaction is highly researched in industrial and organizational psychology, and the Job Descriptive Index (JDI) is often used to measure jobsatisfaction. The JDI has been shown to have significant convergent and discriminant validities, good internal consistency and stability, and has been related to various personal and job factors.…
This article responds to criticisms that affective jobsatisfaction research suffers serious measurement problems: Noncomparable measures; studies conceptualizing jobsatisfaction affectively but measuring it cognitively; and ad hoc measures lacking systematic development and validation, especially across populations by nationality, job level, and job type. We address these problems through a series of qualitative (total N = 28) and quantitative (total
The purpose of this study was to examine the relationship between burnout and jobsatisfaction among nursing professionals. The sample consisted of 316 staff nurses. The study was longitudinal, and not randomized. The gap between Time 1 (T1) and Time 2 (T2) was one year. Hierarchical regression analysis showed empirical evidence of the significant and negative effect of burnout (i.e., Emotional exhaustion and Depersonalization dimensions) at T1 on jobsatisfaction in T2. Significant results were also obtained that showed the influence of jobsatisfaction at T1 on burnout at T2 (i.e., Depersonalization dimension). The study concludes that there is a bidirectional and longitudinal relationship between burnout and jobsatisfaction. However, longitudinal effects of burnout at T1 on jobsatisfaction on T2 (i.e., burnout as antecedent of jobsatisfaction) are stronger than vice-versa (i.e., jobsatisfaction as antecedent of burnout). PMID:22420356
Figueiredo-Ferraz, Hugo; Grau-Alberola, Ester; Gil-Monte, Pedro R; García-Juesas, Juan A
|Prior research has largely examined determinants of student satisfaction in four-year institutions and faculty jobsatisfaction in two-year institutions. The present study investigated the relationship between background traits, initial commitments, and satisfaction among African Americans attending two-year community colleges. Findings reveal…
In this study we evaluate and compare jobsatisfaction using a new theoretical framework based on the theory of work values.\\u000a A multi-criteria analysis of satisfaction method is employed to measure the jobsatisfaction of graduates of the Informatics\\u000a Department and the Business Administration Department at Technological Educational Institute of Athens. The results of this\\u000a study indicate that jobsatisfaction
For a sample of 41 male and 52 female civil service employees, correlations were determined among 2 measures of jobsatisfaction (SRA Employee Inventory and Brayfield-Rothe JobSatisfaction Index) and 2 measures of attitudes toward life in general (Weitz General Satisfaction Test and Rundquist-Sletto Morale Scale). All the intercorrelations were moderately positive and significant for the males, but only the
Arthur H. Brayfield; Richard V. Wells; Marvin W. Strate
Conducted a study with 2 groups of male foremen in a chemical plant identified by management as having low morale (n = 34) or a relatively higher level of jobsatisfaction (n = 35). Ss were given the Job Descriptive Index and questionnaires concerning satisfaction with life in general, the degree of importance attached to each job aspect, and demographic
|A study examined jobsatisfaction among women in advertising. Subjects were 48 female respondents from a mail survey of membership of a Midwest advertising club. Two types of jobsatisfaction measures were used: items from the Minnesota Satisfaction Questionnaire and the action tendency scales developed by E. Locke. The results showed a high…
Analysis of identified questionnaire data collected from 196 office employees at the start and end of a 6-mo period showed that change in overall jobsatisfaction as perceived at the end was a very poor, though statistically significant, proxy measure of change as computed from initial and terminal reports on levels of satisfaction. Perceived change in jobsatisfaction had zero
A test was developed to predict jobsatisfaction on the basis of psychological needs satisfaction. A short questionnaire consisting of six multiple choice questions was designed to measure (1) expressed degree of need satisfaction among 14 pre-selected psychological needs (job security, outdoor work, good pay, competition, esteem, leadership,…
Two studies investigated the relationships between personality traits and aspects of jobsatisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their jobsatisfaction. These facets were combined into two composites (hygiene and motivator)
Adrian Furnham; K. V. Petrides; Chris J. Jackson; Tim Cotter
The purpose of this study is to address the gaps in the literature and to examine the predictors of jobsatisfaction. In this study, the hypothesized predictors influencing one's jobsatisfaction are a) gender, b) age, c) level of education, d) salary, e) role in the job, and f) years of working in the organization. This study used Minnesota…
"School Library Journal's" ("SLJ's") JobSatisfaction Survey, conducted online in spring 2008, asked school and public librarians about their salaries, pay raises, and opportunities for advancement; level of jobsatisfaction; major causes of dissatisfaction; on-the-job challenges; and how well they were prepared for their positions, among other…
|Coaching and supervising high school sport programs can be a rewarding, but stressful career. Many researchers have identified a close relationship between occupational stress and jobsatisfaction, or how one feels about the job (Burke 1971; Buck, 1972; Howard, 1978). Most studies of jobsatisfaction in education have tended to focus on teachers.…
The purpose of the study was to investigate the jobsatisfaction of men and women administrators in higher education in four-year public institutions in Alabama. In addition, the study examined whether there was a relationship between gender and overall jobsatisfaction, work climate, and job structure. In conducting the study, the researcher…
Women law enforcement officers from New Jersey and Pennsylvania participated in a self-administered anonymous survey. The\\u000a objective of this study was to capture the respondent’s attitudes toward work and ascertain their levels of jobsatisfaction\\u000a using Wharton and Barton’s (1991) jobsatisfaction scales. Their levels of jobsatisfaction were correlated with the proportion\\u000a of women in their respective departments. Using
OBJECTIVE--To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN--Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, jobsatisfaction, alcohol consumption, and smoking.
This study is based on the assumption that “a happy worker is a productive worker”. The research was conducted to identify the significance of those factors that lead towards jobsatisfaction and commitment of employees working in the telecom sector of Pakistan. The associations among pay and benefits, performance appraisal system, career development and management, supervision and collegiality and open
This article provides an overview of the recent interdisciplinary research on the connection between sexual satisfaction and\\u000a overall relationship happiness for couples. The authors discuss the literature on same- and opposite-sex couples and, cognizant\\u000a of gender, race, and class differences, state a case for how specific aspects of sexuality, such as frequency of sex, emotion,\\u000a and orgasm, affect individual and
Jobsatisfaction affects the quality of the services provided in human service organizations and it is strongly influenced by job design. The author suggests that meeting staff needs for satisfying work is an important responsibility of the administrator.
The purpose of this descriptive-correlational study was to describe the amount of variance in faculty member's overall level of jobsatisfaction explained by Herzberg, Mausner, and Snyderman's (1959) job motivator and hygiene factors. Additionally, the study sought to investigate the suitability of a one-item versus a multi-item measure of overall jobsatisfaction. The faculty were generally satisfied with their jobs.
An exploratory descriptive study design was used to investigate jobsatisfaction and burnout among Palestinian nurses. A random sample of 152 nurses was recruited from private hospitals. The instruments included a demographic questionnaire, the Minnesota satisfaction questionnaire and the Maslach burnout inventory. Respondents reported moderate levels of jobsatisfaction and moderate burnout. Palestinian nurses face many challenges in their daily work due to decreased chances of job advancement and emotional exhaustion which may lead to job dissatisfaction. Health care administrators and policy-makers have a responsibility to find solutions to problems that cause job dissatisfaction and burnout among nurses to ensure the delivery of quality health care services. PMID:19469443
|Although previous research often showed a positive relationship between pay satisfaction and jobsatisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-jobsatisfaction relationship. For the…
Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland
This study investigates the differences in three aspects of jobsatisfaction – total pay, promotion prospects, and respect received from one's supervisor – between male heterosexual and gay employees in Athens, Greece. Gay employees are found to be less satisfied according to all jobsatisfaction measures. Affect Theory proposes that the extent to which one values a given facet of
We investigate the effects of works councils on employees’ wages and jobsatisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in jobsatisfaction, but do not receive particular wage increases. Especially
Objective Test a model of family physician jobsatisfaction and commitment. Data Sources/Study Setting Data were collected from 1,482 family physicians in a Midwest state during 2000–2001. The sampling frame came from the membership listing of the state's family physician association, and the analyzed dataset included family physicians employed by large multispecialty group practices. Study Design and Data Collection A cross-sectional survey was used to collect data about physician working conditions, jobsatisfaction, commitment, and demographic variables. Principal Findings The response rate was 47 percent. Different variables predicted the different measures of satisfaction and commitment. Satisfaction with one's health care organization (HCO) was most strongly predicted by the degree to which physicians perceived that management valued and recognized them and by the extent to which physicians perceived the organization's goals to be compatible with their own. Satisfaction with one's workgroup was most strongly predicted by the social relationship with members of the workgroup; satisfaction with one's practice was most strongly predicted by relationships with patients. Commitment to one's workgroup was predicted by relationships with one's workgroup. Commitment to one's HCO was predicted by relationships with management of the HCO. Conclusions Social relationships are stronger predictors of employed family physician satisfaction and commitment than staff support, job control, income, or time pressure.
The current study examined the relation between perceiving a calling, living a calling, and jobsatisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and jobsatisfaction. Living a calling moderated the relations of perceiving a calling with
Ryan D. Duffy; Elizabeth M. Bott; Blake A. Allan; Carrie L. Torrey; Bryan J. Dik
|The current study examined the relation between perceiving a calling, living a calling, and jobsatisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and jobsatisfaction. Living a calling moderated…
Duffy, Ryan D.; Bott, Elizabeth M.; Allan, Blake A.; Torrey, Carrie L.; Dik, Bryan J.
The purpose of this study was to examine the psychometric properties of Wood's JobSatisfaction Questionnaire (JSQ) among Taiwanese workers. The participants were 341 nonprofit sport organization workers (M[subscript age] = 35.89, SD = 9.23) who completed the jobsatisfaction questionnaire, turnover intention scale, and organizational commitment.…
This paper investigates the determinants of jobsatisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of jobsatisfaction, such as satisfaction with job security.
|Recent national and international studies carried out in a number of countries have drawn attention to the degree of jobsatisfaction among teachers. In general, it has been found that context seems to be the most powerful predictor of overall satisfaction. However, given that most of the international studies on teacher satisfaction have been…
This paper investigates the relationships between jobsatisfaction, individual job facets, socio-demographic variables and job performance in the Lebanese commercial banking sector. The sample consists of 202 employees from nine commercial banks. The results indicate that jobsatisfaction is not independent in all job facets and that satisfaction with one facet might lead to satisfaction with another. Female employees were
A cross sectional study was carried out in Negeri Sembilan to identify factors associated with jobsatisfaction of doctors serving in Ministry of Health and their intentions to resign. All Ministry of Health doctors currently working in Negeri Sembilan were included in the study and data collection was done via a self-administered postal questionnaire. The response rate was 69.4%. Out of those who responded, only 31.3% had global jobsatisfaction, with the majority dissatisfied. Intention to resign was high among 32.7% of the respondents. Factors found to be significantly associated with jobsatisfaction were age, job designation, income, duration of service and intention to resign. Intention to resign was found to be significantly associated with ethnicity and income. From logistic regression, predictors of jobsatisfaction identified were age, place of first graduation, and satisfaction with status and autonomy, satisfaction with career development, satisfaction with workload and satisfaction with transfers. Predictors of intention to resign were race, income and global jobsatisfaction. PMID:10968095
Black journalists, generally, are satisfied with their jobs, especially if they feel their organizations are doing a good job of informing the public, and if they receive positive feedback from those higher in the organization, a 1088 survey of journalists attending the National Association of Black Journalists reveals. Jobsatisfaction is also related to having some control over the hiring
This article details the results of a May 2007 study of jobsatisfaction of cataloger librarians at ARL member libraries in the United States. Eighty-eight percent of the cataloger librarians studied were satisfied with their current job and the majority would make the same career choice again. Job facets that cataloger librarians found most important were the benefits package, relationships
Demographic, military status, job-related, and health-related variables were correlated with a Navy jobsatisfaction measure. This scale correlated .61 with Smith's Job Description Index which has been widely applied in civilian industry. Ss were 5,851 Na...
This study focused on the effects of subordinate-supervisor conscientiousness fit on organizational commitment and jobsatisfaction, and explored the mediator effect of trust in leadership between subordinate-supervisor conscientiousness fit and outcomes. The results showed that some specific dimensionalities of the subordinate-supervisor conscientiousness fit had significant positive influence to trust in leadership, organizational commitment, and career satisfaction. There are significant positive
This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and jobsatisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the rela- tionship between core self-evaluations
Jobsatisfaction is an important topic in teacher education research. Exploring the issue of teacher jobsatisfaction helps us gain a deeper understanding of teachers' mental state, such as their occupational attitudes, zeal for teaching, and work enthusiasm, which affects the quality of teaching and education. From an examination of teachers' job…
Aim The aim of this study was to explore the influence of unit characteristics, staff characteristics and teamwork on jobsatisfaction with current position and occupation. Background Teamwork has been associated with a higher level of jobsatisfaction but few studies have focused on the acute care inpatient hospital nursing team. Methods This was a cross sectional study with a sample of 3,675 nursing staff from five hospitals and 80 patient care units. Participants completed the Nursing Teamwork Survey. Results Participants’ levels of jobsatisfaction with current position and satisfaction with occupation were both higher when they rated their teamwork higher (p < 0.001) and perceived their staffing as adequate more often (p < 0.001). Type of unit influenced both satisfaction variables (p < 0.05). Additionally, education, gender and job title influenced satisfaction with occupation (p < 0.05) but not with current position. Conclusions Results of this study demonstrate that within nursing teams on acute care patient units, a higher level of teamwork and perceptions of adequate staffing leads to greater jobsatisfaction with current position and occupation. Implications for Nursing Management Findings suggest that efforts to improve teamwork and ensure adequate staffing in acute care settings would have a major impact on staff satisfaction.
Firm performance increases as workers' jobsatisfaction increases. Therefore, firms have a great interest in identifying the determinants of jobsatisfaction. To this end, this study conducts a survey to investigate the impact of IT professionals' demographic characteristics, work characteristics and work stress on jobsatisfaction. Five components of jobsatisfaction were revealed by principal component analysis, and variables affecting
Three alternative models of causal relations between job perceptions and jobsatisfaction were tested using confirmatory analytic techniques. The three causal models are: (a) a postcognitive-nonrecursive model in which jobsatisfaction occurs after job pe...
The research develops an argument that actual job duties are a significant determinant of jobsatisfaction, especially intrinsic satisfaction, and that the degree of fit between job duties and interests in these job duties should be related to satisfactio...
Two empirical models were developed using stepwise multiple regression techniques to identify significant factors contributing to jobsatisfaction. A cursory literature review formed the basis for the hypothetical model I, which resulted in the explanatio...
We investigate whether trends in jobsatisfaction, which arguably signal trends in worker well-being, can be explained by changes in the quality of jobs. There were falls in jobsatisfaction in both Britain and Germany. Elsewhere jobsatisfaction has been either stable or declining very slowly. In many countries, the series of data on jobsatisfaction is too short to
The present study aimed to examine the prevalence of burnout, levels of life satisfaction and jobsatisfaction in anaesthetists in France. A cross-sectional study was conducted among 193 anaesthetists from eight French public hospitals. The results indicated low levels of emotional exhaustion and depersonalization scores, but high levels of reduced accomplishment. The results also revealed differences between subgroups: physician anaesthetists
Bruno Chiron; Estelle Michinov; Elodie Olivier-Chiron; Marc Laffon; Emmanuel Rusch
|Role overload, jobsatisfaction, leisure satisfaction, and psychological health were measured for 155 women who were employed full time. Role overload was negatively correlated with psychological health, jobsatisfaction, and leisure satisfaction. Jobsatisfaction and leisure satisfaction were positively correlated with psychological health.…
Over the past several decades a number of empirical studies have demonstrated that job-satisfaction levels vary widely in the American labor force. The effect of age, tenure, salary, job type, job level, and work environment on an employee's jobsatisfaction has been extensively discussed. Studies have underscored the importance of identifying the determinants of employee jobsatisfaction by linking it
A survey conducted of members of the American Marketing Association evaluated faculty jobsatisfaction. The study reports satisfaction levels of faculty, area of the country in which these faculty reside, and the reasons faculty have for wanting to remain at or leave their present positions.
|Replicates an earlier investigation of jobsatisfaction among library personnel in academic libraries, looking at such factors as different departments within libraries, supervisory level, length of time in the profession, age of the employee, and employee's career orientation. Both studies found significant differences in satisfaction between…
This article reports the results of a qualitative study that used a deep interview method. The aim was to gather lived experiences of clinical nurses employed at government-funded medical centres regarding the non-materialistic and spiritual aspects of the profession that have had an important impact on their jobsatisfaction. On analysing the participants' concepts of spiritual satisfaction, the following themes were extracted: spiritually pleasant feelings, patients as celestial gifts, spiritual commitment, spiritual penchant, spiritual rewards, and spiritual dilemmas. Content analysis of the data indicated that nurses who viewed these dimensions of jobsatisfaction as a significant factor considered nursing as an opportunity to worship God while providing care for patients, and regarded their aim as achieving patients' contentment by providing nursing care compatible with scientific care methods. PMID:19103688
Applied research indicates strong connections between dimensions of the work place, stress and jobsatisfaction. Yet, there is an absence of theory to provide conceptual understanding of these relationships. In 1999, Sparks and Cooper advocated using job-specific models of stress as a way of developing a better understanding of the relationships. The current study adopted this recommendation and investigated a
Ask just about any teacher what the most challenging aspect of their job is and, most likely, one of the first answers one will get is "student behaviors!" To date, very little current research has examined the impact of specific challenging behaviors on teachers' jobsatisfaction. In other words, terms such as "challenging behavior" and…
The purpose of this paper is to examine these concerns and evaluate the use of jobsatisfaction (and other subjective variables) in labor market analysis. The main theme is that, while there are good reasons to treat subjective variables gingerly, the answers to questions about how people feel toward their job are not meaningless but rather convey useful information about
|This article examines some of the indicators that have been used to assess jobcommitment: statistical series on absence from work; quits; working part time by choice (phenomena generally associated with weak commitment); and multiple job-holding and overtime (often associated with strong commitment). (SSH)|
The relationship of age to jobsatisfaction was investigated. Subjects were 1707 public employees in the United States who responded to questionnaires. The results showed that jobsatisfaction increased with age. Younger employees were less satisfied overall with their jobs, but especially with the intrinsic characteristics of the work. Older employees were more satisfied with the extrinsic characteristics than were
A mail survey was conducted to investigate occupational stress, depression, and jobsatisfaction among flight nurses. Multivariate multiple regression was used to predict jobsatisfaction and depression simultaneously. Age, gender, marital status, years employed in air medical transport, employment in a hospital-based program, employment in a program which made scene responses, and stress were the independent variables. The multivariate equation (lambda = 0.54, F14,684 = 17.55, p less than 0.0001) and the univariate equations predicting depression (F7,343 = 24.04, p less than 0.0001) and jobsatisfaction (F7,343 = 24.09, p less than 0.0001) were significant. Stress was a highly significant predictor of both depression (t = 12.48, df = 1, p less than 0.0001) and jobsatisfaction (t = -12.13, df = 1, p less than 0.0001). Older respondents were more likely to be satisfied with their jobs (t = 1.99, df = 1, p less than 0.05), and respondents who made scene responses were less likely to be satisfied (t = -2.41, df = 1, p less than 0.05). Identification of flight nurses experiencing high levels of stress and interventions to alleviate this stress, utilizing the experience of older flight nurses, and adequate preparation for scene responses may enhance jobsatisfaction and perhaps reduce attrition. PMID:10107873
Whitley, T W; Benson, N H; Allison, E J; Revicki, D A
|Based on interview data with 39 secondary headteachers located in North East England, identifies aspects of principals' work that make for jobsatisfaction or dissatisfaction. Considers the relationship of those aspects and, building on other researchers' work, presents a unique model of jobsatisfaction that stresses personal needs and values…
The purpose of this study was to investigate characteristics associated with resilient school leaders. Principals juggle multiple responsibilities and work under increasingly stressful conditions. Despite recent role changes, added job responsibilities, and increased accountability, some principals remain remarkably resilient while working in a tumultuous environment. Using Henderson and Milstein's (2003) definition, principal resiliency was described as \\
|The purpose of this study was to investigate characteristics associated with resilient school leaders. Principals juggle multiple responsibilities and work under increasingly stressful conditions. Despite recent role changes, added job responsibilities, and increased accountability, some principals remain remarkably resilient while working in a…
Jobsatisfaction and burnout are two multidimensional constructs, which represent affective work responses. The present study was designed to examine: the multivariate relationship between burnout and jobsatisfaction, and the degree of their distinctiveness. Self-reported questionnaires were administered to 135 academic librarians to assess burnout (Maslach burnout inventory) and jobsatisfaction (employee satisfaction inventory). A two-factor model with correlated factors
|Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on jobsatisfaction do not address satisfaction with workplace training as an element of overall jobsatisfaction, and many jobsatisfaction survey instruments do not include a "satisfaction with…
Examined jobsatisfaction of human service workers (N=1,337) for age differences. Found older workers were significantly more job satisfied than were younger workers, although job dullness was most predictive of satisfaction for all workers and dullness became increasingly important in explaining jobsatisfaction with age. (Author/ABL)
|Evaluated a theory of jobsatisfaction based on two facets: event and agent. Conceptualized event and agent as two domain facets of a content universe of jobsatisfaction, and a radex structure was hypothesized. Employees rated their jobsatisfaction and influence upon these job factors. Supported the radex structure. (Author)|
Francophone (n = 90) and Anglophone (n = 106) managers for a national consumer lending company in Canada responded to measures of human needs (Personality Research Form) and JobSatisfaction (Job Descriptive Index). Needs are transformed to remove multicollinearity and a multivariate model developed to account for variation in jobsatisfaction. A considerable amount of the variance in jobsatisfaction
Affective events theory proposes affective experiences at work to cause jobsatisfaction. Using multiple measurements obtained in a diary study, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state jobsatisfaction (N = 91). Trait measures were also collected. Results confirmed our hypothesis. First, aggregated state jobsatisfaction is strongly correlated with trait job
The jobsatisfaction of 35 developmentally disabled workers (17 to 38 years old) placed into competitive employment over a 2.5 year period was assessed. The JobSatisfaction Survey which measures satisfaction with the job itself, with the work group, with the company, and with the pay and job status, was administered orally in structured interview…
Physician jobsatisfaction and mental workload were evaluated in a pilot study of five physicians engaged in a telemedicine practice at The University of Texas Medical Branch at Galveston Electronic Health Network. Several previous studies have examined physician satisfaction with specific telemedicine applications; however, few have attempted to identify the underlying factors that contribute to physician satisfaction or lack thereof. One factor that has been found to affect well-being and functionality in the workplace-particularly with regard to human interaction with complex systems and tasks as seen in telemedicine-is mental workload. Workload is generally defined as the "cost" to a person for performing a complex task or tasks; however, prior to this study, it was unexplored as a variable that influences physician satisfaction. Two measures of jobsatisfaction were used: The Job Descriptive Index and the Job In General scales. Mental workload was evaluated by means of the National Aeronautics and Space Administration Task Load Index. The measures were administered by means of Web-based surveys and were given twice over a 6-month period. Nonparametric statistical analyses revealed that physician jobsatisfaction was generally high relative to that of the general population and other professionals. Mental workload scores associated with the practice of telemedicine in this environment are also high, and appeared stable over time. In addition, they are commensurate with scores found in individuals practicing tasks with elevated information-processing demands, such as quality control engineers and air traffic controllers. No relationship was found between the measures of jobsatisfaction and mental workload. PMID:18047420
Boultinghouse, Oscar W; Hammack, Glenn G; Vo, Alexander H; Dittmar, Mary Lynne
Jobsatisfaction measures developed in recent years have taken one of two basic approaches: the measure of overall satisfaction, and the measure of satisfaction with various aspects of the job. This study shows the relationships between two such devices, ...
Ten statements were created for the purpose of measuring jobsatisfaction in the practise of physiotherapy. The subjects consisted of 96 of the 106 (90%) of the physical therapists licensed with the Texas State Board of Physical Therapy Examiners, and listed as residing in El Paso, Texas, USA. To indicate their jobsatisfaction, subjects indicated on a seven-point scale their level of agreement or disagreement with each statement. They then indicated on a different seven-point scale how important they thought each statement was to their jobsatisfaction. The results indicated that subjects thought that their jobs were challenging in a positive sense; enabled them to use their abilities; and were interesting. They also thought that they had sufficient independence in decision-making; were learning and improving in their work; and were given significant autonomy. The most dissatisfying aspect of their work was the amount of paperwork. In addition, the results suggest that some subjects may feel overworked, and think their jobs may be too physically demanding and mentally stressful. The subjects felt that all the statements had validity and measured important aspects of jobsatisfaction in physical therapy. PMID:9238741
The present research develops the argument that actual job duties are a significant determinant of jobsatisfaction, especially intrinsic satisfaction. It is further argued that the degree of fit between job duties and interests in these job duties should be related to satisfaction. To test these hypotheses, data were collected on job duties…
Purpose – This paper aims to contribute to the understanding of group level differences in jobsatisfaction. Specifically, the authors seek to understand the shared variance in jobsatisfaction at the group level of jobs within organisations, in a particular industrial sector. To explain differences in jobsatisfaction between groups, the authors examine the role of job characteristics, particularly as
This study examines how teachers’ collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with jobsatisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted jobsatisfaction across settings. Job stress was negatively related to jobsatisfaction for North American teachers
The relationship between organisational values and performance management systems and the influence this relationship has on an employee's jobsatisfaction and commitment was investigated surveying 325 employees from an Australian public service organisation. Respondents were classified into four main value types – Collegial, Meritocratic, Leadership and Elite, according to a typological theory of organisational values. Factor analysis of the performance
This study focused on the jobsatisfaction and organizational commitment of civil service workers employed at the U.S. Army Tank Automotive Command (TACOM) located in Warren, Michigan. TACOM employs 6,739 employees in Warren with a wide range of acquisiti...
Purpose – This paper aims to provide an examination of the extent to which different leadership styles impact employee jobsatisfaction and organizational commitment in the United Arab Emirates (UAE) through a case analysis in the construction sector. Design\\/methodology\\/approach – The research is based on a survey of three companies, one client organization, one consultancy firm and one contracting company.
The current study examined the relation between perceiving a calling, living a calling, and jobsatisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and jobsatisfaction. Living a calling moderated the relations of perceiving a calling with career commitment and work meaning, such that these relations were more robust for those with a stronger sense they were living their calling. Additionally, a moderated, multiple mediator model was run to examine the mediating role of career commitment and work meaning in the relation of perceiving a calling and jobsatisfaction, while accounting for the moderating role of living a calling. Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and jobsatisfaction. However, the indirect effects of work meaning and career commitment were only significant for individuals with high levels of living a calling, indicating the importance of living a calling in the link between perceiving a calling and jobsatisfaction. Implications for research and practice are discussed. PMID:22059426
Duffy, Ryan D; Bott, Elizabeth M; Allan, Blake A; Torrey, Carrie L; Dik, Bryan J
Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, jobsatisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–jobsatisfaction linkage by examining
Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, jobsatisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–jobsatisfaction linkage by examining
This research sought to determine if collateral duty jobsatisfaction is related to a Coast Guard aviator's career satisfaction and retention plans, which are the most and least satisfying collateral duties, and if various job, management, and individual ...
In order to examine the effects of such demographic characteristics as sex, age, education, occupational, company and job tenure and management level on jobsatisfaction, the responses of 1139 exempt employees in six companies to 28 satisfaction scales we...
|Responses from 335 of 595 deans of nursing schools found monetary remunerations and benefits related to jobsatisfaction and motivation. Long tenure in prestigious universities was also significant. Motivation and jobsatisfaction were significantly interrelated. (SK)|
Aim To determine the level of jobsatisfaction of nursing professionals in Slovenian hospitals and factors influencing jobsatisfaction in nursing. Methods The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (jobsatisfaction – satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured. Results We found a medium level of jobsatisfaction in both leaders (3.49?±?0.5) and employees (3.19?±?0.6), however, there was a significant difference between their estimates (t?=?3.237; P?=?<0.001). Jobsatisfaction was explained by age (P?0.05; ??=?0.091), years of employment (P?0.05; ??=?0.193), personal characteristics of leaders (P?0.001; ??=?0.158), and managerial competencies of leaders (P?0.000; ??=?0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total jobsatisfaction variance. Conclusion Satisfied employees play a crucial role in an organization’s success, so health care organizations must be aware of the importance of employees’ jobsatisfaction. It is recommended to monitor employees’ jobsatisfaction levels on an annual basis.
A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to jobsatisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important…
|The relationship between burnout and jobsatisfaction among counselor educators was investigated. A total of 220 full-time counselor educators participated in this quantitative research study. Emotional exhaustion seemed to be the most significant predictor of burnout among counselor educators. Implications for counselor education and future…
Sangganjanavanich, Varunee Faii; Balkin, Richard S.
Results of an Austrian-German comparison pertaining to different aspects of jobsatisfaction are presented. It is argued that even at this early stage in their development, perceptual indicators can be used to reveal overall trends and to point up trouble spots where socio-economic action on the part of the authorities is called for.
The relationship between burnout and jobsatisfaction among counselor educators was investigated. A total of 220 full-time counselor educators participated in this quantitative research study. Emotional exhaustion seemed to be the most significant predictor of burnout among counselor educators. Implications for counselor education and future…
Sangganjanavanich, Varunee Faii; Balkin, Richard S.
It has been reported the demands of the high school principalship in the United States has deterred qualified candidates from accepting the position. The purpose of this study was to investigate levels of jobsatisfaction among Minnesota high school principals within a potentially dwindling supply of qualified candidates as reported in other…
|A questionnaire survey of 300 advertising practitioners was used to determine the degree of job and career satisfaction among advertising practitioners. The subjects were separated according to whether they worked for advertising agencies, advertisers, or advertising media; 100 subjects in each area were selected from the prestigious directories…
The nation-wide sales force (N=540) of a large food and beverage firm responded to a survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and jobsatisfaction. From equifinality the...
The measurement of jobsatisfaction has become an important issue in tourism because this industry requires a great interaction between the contact personnel (frontline employees) and the individual customer and because quality perceptions are evaluated mostly on the basis of the performance of subjective (intangible) criteria. Thus, the extent to which employees are satisfied with what they are responsible for
It was proposed that content factors in the work situation are more important determinants of overall jobsatisfaction than context factors in work environments that provide adequately for the fulfilment of one's major needs, but that context factors are more important in environments that do not. To test this proposal, three groups of black South African factory workers at different
Results from a questionnaire study on work conditions, jobsatisfaction, job influence, health and well-being, based on a representative sample of 3,500 Swedish nurses, indicate a high rate of overall jobsatisfaction. High decision latitude, consistency between work assignments and education, as well as low sickness absenteeism did all associate with high jobsatisfaction, number of working years did not.
Questionnaire data on job characteristics, personality traits (Personality Research Form), and jobsatisfaction (Brayfield-Rothe JobSatisfaction Index) were obtained from 340 employees of a manufacturing organization. Moderated regression and subgroup analyses were performed to determine the extent to which 2 personality traits, need for achievement and need for autonomy, moderated the relationship between job scope and satisfaction with the work
Eugene F. Stone; Richard T. Mowday; Lyman W. Porter
The purpose of this study is to identify jobsatisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The JobSatisfaction Survey (JSS) scale was used to measure overall jobsatisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their
The purpose of this study was to explore the association between overall jobsatisfaction and selected demographic variables among 332 employees of a youth development organization. The JobSatisfaction Index (JSI) was used to measure the level of jobsatisfaction, and demographic information was obtained via a questionnaire developed by the researchers. Data analysis procedures included descriptive statistics, Spearmans rho,
By utilizing the 2008 Athens Area Study (AAS) data set, this study investigates four aspects of jobsatisfaction – total pay, promotion prospects, respect received from one’s supervisor, and total jobsatisfaction – between healthy and heath-impaired employees. Health impaired employees are found to be less satisfied according to all jobsatisfaction measures even when a large number of productivity
Over the past 15 years, researchers have paid increasing attention to the dispositional source of jobsatisfaction. This research, though not without its controversies, has provided strong evidence that jobsatisfaction is, in part, dispositionally based. In this article we review past research on dispositional influences on jobsatisfaction. The two areas most in need of future research attention are
Problem Statement: One of the closely associated concepts with performance of an organization is jobsatisfaction. The purpose of this study was to investigate the relationship between personal characteristics and jobsatisfaction. Approach: A survey of 52 extension workers was conducted in Fars Province, southern Iran. To collect data, a questionnaire including Bray field and Rothe JobSatisfaction Index was
|Although there are many jobsatisfaction studies, research related to the jobsatisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the jobsatisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota…
Quantitative and qualitative research methodologies were used to determine the jobsatisfaction and level of service orientation of hotel-style room service employees (n = 55). The study took place in four heterogeneous hospitals. The JobSatisfaction Survey and semi-structured interviews were used to gather data about room service employees' satisfaction with their job. The Hogan Personality Inventory was used to
This paper uses data from ten waves of the German Socio-Economic Panel to examine the effect of wages and jobsatisfaction on workers' future quit behaviour. Our results show that workers who report dissatisfaction with their jobs are statistically more likely to quit than those with higher levels of satisfaction. The cross-sectional distribution of jobsatisfaction responses thus contains information
|Purpose: This research aims to examine the impact of job stress on the organizational commitment of a random, representative sample of coordinators in the Israeli educational mentoring organization PMP. Organizational commitment, including affective, continuance and normative commitment, refers to worker relations in the organization, and how…
Surveyed 188 psychiatric social workers, finding overall positive level of jobsatisfaction. Overall jobsatisfaction was found to be primarily determined by position satisfaction. Major correlate of position satisfaction was professional respect received from other disciplines and not specific tasks performed. Results showed importance of…
Presented analyses regarding academic-advisor jobsatisfaction are based on data from a survey administered to NACADA members in July 2005. Advisor jobsatisfaction in various environments and differences in satisfaction across personal demographics were studied. Academic advisors report high satisfaction overall as well as with student and…
|VOCATIONAL GUIDANCE CAN BE EMPLOYED BY EDUCATION AS ONE MEANS OF EFFECTING SCHOOL ADJUSTMENT TO INDUSTRIAL CHANGE. THE 115 RECENT (1960 - 1966) STUDIES REVIEWED IN THIS PUBLICATION HAVE IMPLICATIONS FOR VOCATIONAL GUIDANCE. FIVE PROJECTIONS OF EMPLOYMENT WHICH INDICATE FUTURE JOB NEEDS ARE REVIEWED. STUDIES OF VOCATIONAL CHOICE ARE CLASSIFIED ON…
California State Dept. of Education, Sacramento. Research Coordinating Unit.
A survey of teachers from 23 universities in England, Wales, Scotland, and Northern Ireland showed they were generally satisfied with their job. They were particularly satisfied with teaching, research, and interactions with colleagues. They were only moderately satisfied with department heads' behavior and physical working conditions and…
Work conditions characterized by uncertainty and ambiguity are potential stressors for employees. One such stressor is job insecurity. This longitudinal study of 207 automobile manufacturing workers indicates that chronic job insecurity is predictive of changes over time in both jobsatisfaction and physical symptoms. Extended periods of job insecurity decrease jobsatisfaction and increase physical symptomatology, over and above the
Catherine A. Heaney; Barbara A. Israel; James S. House
Jobsatisfaction is one of the most significant predictors of employee retention in a variety of occupational settings, including health care and education. A national survey of radiation therapy educators (n = 90) has indicated that respondents are not satisfied with their jobs based on data collected using the Minnesota Satisfaction Questionnaire (MSQ). To predict the factors associated with jobsatisfaction or dissatisfaction, the authors used a nine-item questionnaire derived from the MSQ. Educators were grouped according to their jobsatisfaction scores, and multiple discriminant analysis was used to determine which factors were predictive of satisfaction among groups of educators. Statistical results indicate that ability utilization, institutional support, compensation, personnel, and job characteristics were key determinants of jobsatisfaction among radiation therapy educators. These results may better inform faculty and administration of important factors that can promote jobsatisfaction and retain faculty in radiation therapy education programs. PMID:19753428
Shift workers from control centers of electrical systems are a group that has received little attention in Brazil. This study aimed to compare workers' jobsatisfaction at five control centers of a Brazilian company electrical system, and according to their job titles. Method: The Organization Satisfaction Index (OSI) questionnaire to assess jobsatisfaction was used. ANOVA was used to compare OSI means, according to job title and control center. The results showed that there is no difference in jobsatisfaction among job titles, but a significant difference was found according to the control center. A single organizational culture cannot be applied to several branches. It is required to implement actions that would result in jobsatisfaction improvements among workers of all studied control rooms centers. The high level of education of operators working in all centers might have contributed to the similar values of perceived satisfaction among distinct job titles. PMID:22317584
Macaia, Amanda A Silva; Marqueze, Elaine C; Rotenberg, Lúcia; Fischer, Frida Marina; Moreno, Claudia R C
This quantitative pilot study (n=178), conducted in a large Brisbane teaching hospital in Australia, found autonomy to be the most important job component for registered nurses’ jobsatisfaction. The actual level of satisfaction with autonomy was 4.6, on a scale of 1 for very dissatisfied to 7 for very satisfied. The mean for jobsatisfaction was 4.3, with the job
In this paper I analyse jobsatisfaction using fixed effect analysis and a multiple equation model. Overall jobsatisfaction is analysed as an aggregate of satisfaction with several job aspects. I find that overall jobsatisfaction is mainly determined by satisfaction with job content. All aspect satisfactions are subsequently explained from observed characteristics, with special focus on contingent employment contracts.
The objective of this thesis was to determine if satisfaction with work environment facets (outcomes) associated with performance alone (job performance satisfaction) and satisfaction with outcomes associated with other aspects of being a member of the or...
This research uses both qualitative and quantitative data from 125 call centre staff to evaluate the jobsatisfaction of permanent and casual employees in a call centre setting. Findings indicate that human resource management practices impact on levels of employee jobsatisfaction yet there is no difference between permanent and casual workers with respect to their satisfaction with these practices.
Although several studies in the affluent world have examined the jobsatisfaction and dissatisfaction of lecturers in higher education, little is known about academic jobsatisfaction in the low-resource countries. This study probes those factors contributing to academic satisfaction and dissatisfaction in higher education in the developing world. Using a sample of 182 respondents drawn from two universities in Uganda,
|This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with jobsatisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted jobsatisfaction across settings. Job stress…
The researchers examined the relationship between job stress and jobsatisfaction among a random sample of 133 industrial and technical teacher educators. Correlational analysis revealed a strong inverse relationship between the constructs, with stressors related to lack of organizational support being more strongly associated with jobsatisfaction than stressors related to the job itself were. There also were significant differences
Proposes a theory of job motivation based on A. H. Maslow's hierarchy of needs which will account for all the discrepant research results concerning jobsatisfaction. The theory differentiates between jobsatisfaction\\/dissatisfaction as end states and job motivation as a force to achieve an end state. It is theorized that F. Herzberg's content and context elements are related to both
This study investigated predictors of jobsatisfaction and builds on previous research on the effects of bachelor’s degree majors and job field congruence on jobsatisfaction. Data on workers’ job experiences in 2001 were matched to those workers’ college experiences across 30 institutions and background characteristics up to 25 years earlier. With statistical controls for demographic, socioeconomic, and academic characteristics,
|The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, jobsatisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, jobsatisfaction, and contextual…
A qualitative and quantitative review of the relationship between jobsatisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between jobsatisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because
Timothy A. Judge; Carl J. Thoresen; Joyce E. Bono; Gregory K. Patton
This study explored any relationships that existed between faculty members' locus of control and jobsatisfaction at a small, private, faith-based university. Two demographic variables were also analyzed in the findings: number of years teaching in higher education and tenure status. The jobsatisfaction instrument used was the Job in General…
This paper considers the jobsatisfaction of academics using a detailed dataset of over two thousand academics from ten English higher education institutions. The results of our analysis suggest that one would be wrong to consider one single measure of job- satisfaction. Academics appear to be considering three separate sets of elements of their jobs, namely the pecuniary factors (both
Jobsatisfaction has been associated with a variety of behaviours relating to communication. However, very little research has been conducted in primary schools encompassing jobsatisfaction and a range of communication variables. This study investigated the relationships between aspects of organizational communication and facets of job…
The main effects of four domains of control (task, decision, resource, physical environment) on jobsatisfaction and their interactions with three types of job stressors (task demands, role conflict, interpersonal conflict) were examined in a sample of 765 Canadian nurses. Multiple regression analyses were conducted to determine the proportion of variance in jobsatisfaction that could be accounted for by
The present study is an investigation of the effects of perceived overqualification on dimensions of jobsatisfaction. The data for this study came from a two-wave panel study of members of a midwestern American Postal Workers Union local. Jobsatisfaction was operationalized with 4 subscales from the Job Descriptive Index (R Smith, L. Kendall, & C. Hulin, 1969). The following
The purpose of this study was to provide a theoretical foundation to enhance and enrich the understanding of female sport journalists and their level of jobsatisfaction. In this research we sought to determine satisfaction with six distinct areas of employment by using two of the most often used survey instruments (Job Descriptive Index and Job In General) that measure
Michael K. Smucker; Warren A. Whisenant; Paul M. Pedersen
|Considerable research has examined the correlates of job involvement and its conceptual independence from the notions of satisfaction and motivation, with an indication of considerable overlap beween the three concepts as well as the possibility that job involvement may be more aligned with motivation than with satisfaction. A job attitude survey…
The purpose of this study was to examine the relationship between jobsatisfaction of teachers and perceived school effectiveness. Questionnaires were distributed to teachers in 75 elementary schools in Ontario, Canada. A job description index and the concept of organizational effectiveness were used to measure jobsatisfaction variables of work,…
Purpose – To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in
This study concerns psychosocial factors among Israeli occupational physicians. Eighty-one participants (specialists, residents, and general practitioners) responded anonymously to questionnaires assessing activities demanded by the job, satisfaction from these activities, negative and positive job characteristics, job involvement, and global jobsatisfaction. There was little overlap between the most frequent activities (fitness for work assessments, statutory health surveillance examinations, and administrative tasks) and the activities the physicians enjoyed most (professional consultations and participation in continuing medical education (CME) activities, fitness for work assessments, and scheduled workplace visits). The most powerful predictors of jobsatisfaction were job involvement and satisfaction with job activities. Job involvement was related to job characteristics. The findings provide various insights for promoting job involvement and satisfaction, such as improving communication, social support, and feedback within the occupational health system and finding ways to increase quality. PMID:9322171
Finding ways to retain nurse anesthetists in the profession to meet the increasing demands of the healthcare system is of paramount importance. The present study investigates the relationship between work climate and jobsatisfaction among Dutch nurse anesthetists. A questionnaire was distributed to Dutch nurse anesthetists to assess their perceptions of their work climates, and their levels of jobsatisfaction. Multiple regression analyses were performed to obtain the predictive value of work climate for jobsatisfaction. All of the work climate characteristics had statistically significant correlations to jobsatisfaction, and explained 20% of the variance in jobsatisfaction. To achieve a higher level of jobsatisfaction among nurse anesthetists, it is necessary to improve some essential work climate characteristics, such as: (1) making the nurse anesthetist feel an important part of the organization's mission statement, (2) discussing progress at work, (3) giving recognition for delivered work, (4) encouraging development, and (5) providing sufficient opportunities to learn and to grow. PMID:21473228
Meeusen, Vera C H; van Dam, Karen; Brown-Mahoney, Chris; van Zundert, Andre A J; Knape, Hans T A
There is a well-established relationship between age and jobsatisfaction. To date, there is little research about how many well-known predictors of jobsatisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with jobsatisfaction for workers of different ages. Findings suggest that the positive relationships between jobsatisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between jobsatisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for jobsatisfaction vary for employees of different ages. PMID:23855183
In order to examine the potential of constructive thought strategies for enhancing employee jobsatisfaction, an existing\\u000a dispositional model of jobsatisfaction was expanded and tested. Structural equation modeling techniques indicated significant\\u000a relationships among constructive thought strategies, dysfunctional thought processes, subjective well-being, and jobsatisfaction.\\u000a In addition, two competing models were examined to test for the full or partial mediation
Jobsatisfaction was investigated at a South African university library undergoing change on many fronts. The study included 31 members of staff and the data were gathered via interviews\\/questionnaires, informed by standard HRM jobsatisfaction theory. The study found a “love–hate” relationship between respondents and their work. The key positive finding is that 61% report overall jobsatisfaction—with the core
Using ordered probit estimation technique this paper examines the jobsatisfaction of recent UK graduates. Focussing primarily on explaining jobsatisfaction in terms of individuals matching to jobs, with the match depending on reservation returns, information sets and job offer rates. Only limited support can be found for the argument that job matching explains higher jobsatisfaction. In addition, stylizing
Jobsatisfaction influences employee retention, worker productivity, and performance quality. To retain qualified nurse practitioners (NPs), health administrators must identify sources of jobsatisfaction and dissatisfaction. Herzberg's dual-factor theory of jobsatisfaction addresses extrinsic and intrinsic work-related factors. Expansion of the model to include global jobsatisfaction and individual differences provided a broad framework for the assessment of nurse practitioner jobsatisfaction. The expanded model was used to analyze the jobsatisfaction of 132 NPs registered with the South Carolina State Board of Nursing in 1988 (final response rate = 90%). Participants completed the Index of JobSatisfaction (IJS), the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF), and the Personal and Work Background Questionnaire (PWBQ). Although the NPs were moderately satisfied with their overall jobs, extrinsic factors were found to be major sources of dissatisfaction. The optimal combination of variables predicted by regression analysis to influence global jobsatisfaction were age, number of children, urban locations, achievement, company policies and practices, creativity, independence, and compensation. Implications for health administrators to improve the work environments of NPs are discussed. PMID:2007057
Utilizing a person–job fit perspective, we examined the jobsatisfaction and affective commitment of three groups of college\\u000a faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty\\u000a preferring a full-time position (involuntary part-time). Involuntary part-time faculty were least satisfied with salient facets\\u000a of satisfaction (advancement, compensation, and job security), whereas voluntary part-time faculty and
Hypothesized that jobsatisfaction can result in differential perceptions of the task characteristics of the same job. In Exp I, 77 Master of Business Administration students were randomly assigned to role play a satisfied or dissatisfied job incumbent. Ss in the satisfied condition described the same stimulus job as more enriched than did those in the dissatisfied-role condition. In Exp
This study aimed to describe the effect of nursing profession work-related values on jobsatisfaction among a sample of Iranian nurses. We used in-depth interviews with 30 nurses who worked in university-affiliated and public hospitals in Tehran, Iran. The results of thematic analysis of interviews are reported in four themes to present the participants' articulations in linking their work-related values to jobsatisfaction. The themes consist of values that "encourage tolerance," "enhance inner harmony," "reflect traditional commitment," "enhance unity," and are "centered around altruism and spiritual values." The most satisfied participants considered nursing a divine profession and a tool by which they could gain spiritual pleasure and satisfaction. Our findings highlight the potential role of nursing work-related values in reducing dissatisfaction with one's job. For the nursing profession, this may have implications in reducing job instability and turnover. PMID:23232792
Research indicates that jobsatisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called ‘core self-evaluations’, as well as nonwork
This thesis reviews the literature in the areas of jobsatisfaction, job stress, and self-rated job performance. Controversy has raged over the relationship between satisfaction and work outcomes--particularly job performance. This research attempts to de...
Alternative causal models were developed, relating Work Centrality and JobSatisfaction to antecedents and outcomes. The antecedents examined were demographics and need for achievement, and the outcomes included performance, wages, organizational commitment, and career planning. The models were tested using data of Israeli high-tech personnel. Results indicated that organizational commitment, career planning, and wages were significantly affected by work centrality,
Personality traits related to evaluation of other people and the world are important to study in relation to jobsatisfaction, which itself is an evaluation of various facets of a job, including the social dimensions. Accordingly, the relationship between cynicism and jobsatisfaction was studied. Cynicism was expected to be negatively related to jobsatisfaction, employees' perceptions of job enrichment, quality of leader-member exchange, and support from coworkers. Survey data from 105 employees in a diverse set of organizations (M age = 48 yr.; 50% women; M work experience = 28 yr.; 73% had >16 yr. education) were subjected to hierarchical regression. Individuals high in Cynicism were likely to have lower jobsatisfaction, job enrichment, quality of leader-member exchange, and perceptions of co-worker support. PMID:21526588
Employee growth need strength (EGNS) is defined as a worker's need to obtain "growth" satisfaction from his work. The moderating influence of EGNS on relationships between global jobsatisfaction and the job attributes of conflict and ambiguity were investigated. Production supervisors (N=57) completed questionnaires on role perceptions, job…
Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and jobsatisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and jobsatisfaction, was obtained from a sample of 1,162 nurses
If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on jobsatisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks
Two moderator variables, performance to reward contingency and self-esteem, were incorporated into multiple regression equations in an attempt to increase the predictability of job performance ratings from jobsatisfaction information. 251 employees, occupying 3 organizational levels of a nationwide corporation, responded by mail to a questionnaire package. Ss received scores on 4 self-report inventories covering the areas of jobsatisfaction,
Jobsatisfaction is said to be an important factor of work productivity along with having the proper training, interests and motivation. Frustrations at work may derive from different aspects of the job itself, the work environment as well as personal motivation for work and its results. Human resources management theories focus on jobsatisfaction and motivations as means for achieving
|There is a well-established relationship between age and jobsatisfaction. To date, there is little research about how many well-known predictors of jobsatisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent…
A gender-based job responsibility framework emphasizing jobsatisfaction and employee monitoring is presented in this study and is tested using a national sample of 2,607 supervisors representing a variety of industries. Overall, the path analysis indicated that male managers reported greater perceived responsibility than did female managers. Findings also indicated that perceived responsibility was positively related to both jobsatisfaction
Purpose – Job-limiting pain (JLP) is an increasingly relevant topic in organizations. However, research to date has failed to examine the stress-inducing properties of pain and its effects on jobsatisfaction and organizational citizenship behavior (OCB). To address this gap, the purpose of this paper is to examine the interactive relationship between JLP and political skill (PS) on jobsatisfaction
Gerald R. Ferris; Laci M. Rogers; Fred R. Blass; Wayne A. Hochwarter
This study isolated dimensions of jobsatisfaction and determined the relationship between jobsatisfaction and tactical performance in a REALTRAIN versus conventional tactical training environment. A jobsatisfaction questionnaire was administered before...
In this article, we proposed an experience-sampling method of measuring jobsatisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of jobsatisfaction, and examined the role of mood in mediating the relationship between affectivity and jobsatisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the
Survey data were used to determine the influence of jobsatisfaction on the publication output of librarians in Nigerian universities. A stratified random sampling method was used to select 202 librarians working in 22 out of the 35 university libraries in Nigeria. A multiple regression statistical analysis was employed to examine the influence of jobsatisfaction on publication output of
Documents greater teacher attrition in the United Kingdom than previously realized and demands a halt to this trend. Urges increasing teacher managers' awareness of factors diminishing jobsatisfaction, an important factor influencing decisions to leave the profession. Presents three jobsatisfaction models used in business with possible…
General references show that the type of professional identity known as collective self-esteem could be an important factor in professionals’ jobsatisfaction and burnout. However, little attention has been paid to identifying the interactions of these three variables in music therapy. The purpose of this study was to investigate the relationship between music therapists’ jobsatisfaction, collective self-esteem, and burnout.
|The aim of this study was to examine the effect of five years of system-wide reform on factors associated with the jobsatisfaction of juvenile justice teachers. Prior to this research, no data were available on the effect of reform on the jobsatisfaction of this population. A comprehensive survey was administered to teachers who had been in the…
Houchins, David E.; Shippen, Margaret E.; Jolivette, Kristine
Purpose – The purpose of this paper is to investigate employee turnover in a leading Chinese retail organisation, where high turnover rates are recognised as being a major issue for human resource strategy. The study seeks to focus on the jobsatisfaction-turnover relationship, examining how this is moderated by occupation. Design\\/methodology\\/approach – A literature review on employee jobsatisfaction and
The current shortage of staff nurses calls for studies that explore factors that lead to nurse retention. The purpose of this study was to employ survey research techniques to measure jobsatisfaction in a random statewide sample of Florida Nurse Practitioners. This study was a replication of Kacel, Miller, and Norris’s (2005) study, “Measurement of nurse practitioner jobsatisfaction in
Theory and prior research suggest linkages between work values and jobsatisfaction. The present study examined such linkages in a group of workers in a professional occupation. Family physicians (134 women, 206 men, 88% Caucasian) responded to context-specific measures of work values and jobsatisfaction. ANOVA results indicated a work values…
Bouwkamp-Memmer, Jennifer C.; Whiston, Susan C.; Hartung, Paul J.
The home health care industry has recently undergone tremendous change. How providers of care are adapting to the changes in their environment and the effect this has on nurses’ jobsatisfaction has not been explored. Nurses’ jobsatisfaction provides an indicator of a change in the system’s ability to deliver quality patient care and to attract and retain staff. The
After discussing the importance of jobsatisfaction, this paper presents data concerning current levels and sources of jobsatisfaction in community mental health centers. Data came from a survey completed by 164 staff members working in 22 different programs located in Michigan. The return rate was 94%. Results indicated that compared to workers in other occupations, the staff were about
|This study examines the relationship between jobsatisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting jobsatisfaction. Replication in other…
The purpose of this study was to determine the level of jobsatisfaction among lecturers in IPBA. It also aimed to examine the relationship between factors such as gender, age and marital status with the level of jobsatisfaction. The sample comprised of 40 lecturers who were randomly selected from various departments. The study employed a survey questionnaire adapted from
|Theory and prior research suggest linkages between work values and jobsatisfaction. The present study examined such linkages in a group of workers in a professional occupation. Family physicians (134 women, 206 men, 88% Caucasian) responded to context-specific measures of work values and jobsatisfaction. ANOVA results indicated a work values…
Bouwkamp-Memmer, Jennifer C.; Whiston, Susan C.; Hartung, Paul J.
Purpose – The purpose of this paper is to explore intrinsic and extrinsic factors impacting the jobsatisfaction of casino hotel chefs, and whether chefs' background characteristics are associated with their overall and specific facets of jobsatisfaction. Design\\/methodology\\/approach – A total of 152 surveys were analyzed using a randomly selected sample of 25 major casinos in Las Vegas, Nevada.
Ning-Kuang Chuang; Dean Yin; Mary Dellmann-Jenkins
Flight attendants' working conditions are harsh due to frequent night shifts, long shifts, and long sequences. This study sought to identify the antecedents and consequences of flight attendants' jobsatisfaction and assess the significant relationships among the study variables. Two hundred and twelve flight attendants in South Korea airlines were randomly chosen. Significant antecedents of jobsatisfaction were revealed to
|Jobsatisfaction was investigated at a South African university library undergoing change on many fronts. The study included 31 members of staff and the data were gathered via interviews/questionnaires, informed by standard HRM jobsatisfaction theory. The study found a "love-hate" relationship between respondents and their work. The key positive…
Government policy assumes that modernization and remodelling will be effective as external intervention mechanisms to improve jobsatisfaction. Based on data collected as part of the evaluation of the ‘Transforming the School Workforce Pathfinder Project’, an argument is presented here which suggests that internal management models may be more effective in improving teacher jobsatisfaction. By comparing the responses of
Graham Butt; Ann Lance; Antony Fielding; Helen Gunter; Steve Rayner; Hywel Thomas
Data are reviewed which indicate that a lack of standardized measurement is currently apparent within the jobsatisfaction literature. While several other instruments were used repeatedly, 71 measures (46% of the 155 instances in which jobsatisfaction was measured) appeared only once in five leading journals during the 1973 to 1975 period. Similar results were evident when data from 1976
Edward J. OConnor; Lawrence H. Peters; Steve M. Gordon
|Purpose: The purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). Design/methodology/approach: The analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000…
Yap, Margaret; Holmes, Mark Robert; Hannan, Charity-Ann; Cukier, Wendy
This study explored the demographic and social factors, including perceived HIV stigma, that influence jobsatisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total jobsatisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The subscale, Personal Satisfaction, was the highest in this sample as in the other 2. JobSatisfaction scores differed significantly among the 5 countries and these differences were consistent across all subscales. A hierarchical regression demonstrated that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influences on jobsatisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These findings provide new areas for intervention strategies that might enhance the work environment for nurses in these countries.
This study explored the demographic and social factors, including perceived HIV stigma, that influence jobsatisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total jobsatisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The Personal Satisfaction subscale was the highest in this sample, as in the other 2. Jobsatisfaction scores differed significantly among the 5 countries, and these differences were consistent across all subscales. A hierarchical regression showed that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influence on jobsatisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These results provide new areas for intervention strategies that might enhance the work environment for nurses in these countries. PMID:19118767
After a brief discussioti of the nature and importance of work, this article reviews empirical research that relates satisfaction with work to satisfaction with life. The review covers more than 350 job-satisfaction\\/life-satisfaction relationships reported in 23 studies that vary widely in terms of the sample, instrumentation, and date of survey. For more than 90% of the cases, the direction of
Using data from the 1999-2002 Canadian Workplace and Employee Survey, the authors investigate the relationship between jobsatisfaction and high-involvement work practices such as quality circles, feedback, suggestion programs, and task teams. They consider the direction of causality, identifying both reasons that work practices might affect jobsatisfaction, and reasons that satisfaction might affect participation in high-involvement practices. They find
Using data from a national survey of faculty, a study examined the role of male/female wage differentials in a model of jobsatisfaction for full-time female faculty. Results indicated that as gender-based wage differentials increased, females' global jobsatisfaction decreased, with the effect mainly in faculty perceptions of the institution.…
Purpose: We examined predictors of intrinsic jobsatisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs). Design and Methods: The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the…
The present study examined the role of female\\/male wage differentials in a model of jobsatisfaction. Female\\/male wage differentials were initially derived in a manner designed to eliminate much of past discriminatory practices. Subsequently, wage differentials were incorporated in a causal model to predict multiple aspects of academic jobsatisfaction for female faculty. It was hypothesized that the magnitude of
|Purpose: We examined predictors of intrinsic jobsatisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs). Design and Methods: The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the…
The jobsatisfaction–job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the satisfaction–performance relationship is largely spurious. More specifically, the satisfaction–performance relationship was partially eliminated after controlling
This report describes the general characteristics, job performance, and jobsatisfaction of a nationwide sample of 939 physician assistants who graduated in 1974 or before. Physician assistants were found to be working predominantly in primary care specia...
This study applied Job Descriptive Index (JDI) to measure job attitudes among approximately 80 employees of four different small businesses. Through a standardized procedure, each employee filled out the survey form, responded to a structured interview, and then completed the survey form again. Employees showed significant difference in jobsatisfaction before and after the structured interview. Medians from four dimensions
Research and theory indicate that satisfaction is a key determinant of commitment. Because some marriages are defined by a traditional ideology that anchors commitment in a value system rather than inherent rewards of the relationship, the association between satisfaction and commitment was expected to vary by couple type. Participants completed self-report measures of relational ideology, autonomy, communication, satisfaction, and several
The purpose of this descriptive correlational secondary data analysis is to describe the relationship between jobsatisfaction and accountability among registered nurses with clinical responsibilities employed by a rural health care network in the Midwest. The response rate from the primary study is 39%, with 337 RN respondents. The sample for this secondary analysis is 299. The instruments used to measure accountability and jobsatisfaction are the Specht and Ramler Accountability Index-Individual Referent and the McCloskey-Mueller Satisfaction Scale (MMSS). The results indicate that accountability is perceived to be relatively high and jobsatisfaction is moderate. Accountability and jobsatisfaction are significantly correlated at a moderate level. The correlations between the subscales of the MMSS and accountability are all statistically significant but low. The subscales with the highest correlations (e.g., control and responsibility, praise and recognition, professional opportunities, scheduling) provide direction for nurse administrators about important target areas for improvement. PMID:19622794
Sorensen, Emily E; Seebeck, Elizabeth D; Scherb, Cindy A; Specht, Janet P; Loes, Jean L
Researchers have suggested that dispositional optimism is related to both stress and stress outcomes. However, the nature of this relationship has not fully been explained. The authors contributed to a better understanding of this relationship by evaluating dispositional optimism, stress, overall life satisfaction, and job burnout in a sample of restaurant managers. Results indicated that stress and job burnout were significantly related; however, their relationship was not moderated by dispositional optimism, as would be suggested by the results of past research. The diminished personal accomplishment dimension of job burnout mediated the relationship between optimism and life satisfaction. Also, stress significantly impacted perceptions of diminished personal accomplishment and life satisfaction. PMID:18044271
|The jobsatisfaction-job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the…
The present study proposes a teaching satisfaction measure and examines the validity of its scores. The measure is based on the Life Satisfaction Scale (LSS). Scores on the five-item Teaching Satisfaction Scale (TSS) were validated on a sample of 202 primary and secondary school teachers and favorable psychometric properties were found. As hypothesized, teaching satisfaction as measured by the TSS
This research was conducted as a descriptive study for the purpose of examining nurses' sleep quality, jobsatisfaction, and the relationship between them. The research population was comprised of nurses who work at Inönü University Turgut Ozal Medical Center (Turkey) and the research was conducted with a total of 418 nurses. A Personal Information Form, developed by the researchers based on information in the literature, and the Pittsburgh Sleep Quality Index (PSQI) and Short Form Minnesota Satisfaction Questionnaire (MSQ), which have been adapted for Turkish and had validity and reliability studies conducted, were used for data collection in the research. For data analysis, frequency distribution, arithmetic mean, variance analysis (One-Way ANOVA), Tukey test, and Independent Samples t test were used. According to the findings obtained from the research it was determined that nurses' total sleep quality score mean was 7.28 +/- 3.56 and jobsatisfaction score mean was 48.05 +/- 11.77 and a weak negative correlation was found between the 2 tools (r = -0.25) (P < .05). As the nurses' sleep quality increased (that is, as their sleep quality score mean decreased) their jobsatisfaction increased (their jobsatisfaction score mean increased). In general, the results obtained from our research show that nurses' sleep quality is low and their jobsatisfaction is at a moderate level. In parallel with this, as the nurses' sleep quality decreases their jobsatisfaction also decreases. PMID:19041451
Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, jobsatisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being. PMID:22308964
The prediction of future events and trends was the purview of fortune tellers and science writers; however futuristic studies are now an acceptable form of sociological research including workplace dynamics. The nuclear industry is also affected by workplace trends which currently indicate that there will be fewer jobs and individuals who are employed will be required to have greater technical skills. This reshaping of the workforce is partially due to an aging workforce and diversity within the work environment. The reshaping brings with it the need for greater productivity and employee expectations for increased pay and/or benefits. If employee satisfaction is not realized there is a real possibility of disgruntled employees who then become a potential insider risk to the organization. Typically this is an individual who has been employed for several years, becomes dissatisfied with the job, or some other aspect of their life. If the dissatisfaction is directly related to work the individual may retaliate in a destructive manner. Perceived inequities are a major factor and directly related to situational pressures, opportunity, and personal integrity. It is known that the greatest losses within an organization are attributed to employees working alone or in a conspiracy with fellow employees who engage in theft and other fraudulent activities. In the nuclear industry this threat is intensified by the nature of the work, the materials employees come in contact with and the potential of an occurrence that could adversely affect a large geographic region and/or the security of a country. The paper will address motivating factors, recommendations, and include a profile discussion of a possible disgruntled employee.
The objective of this research was to identify a generalizable factor model of jobsatisfaction for the lodging industry. A model specifying generalizable facets of satisfaction could provide a research base to further study the components of jobsatisfaction, and in turn jobsatisfaction's relationship with turnover, absenteeism, and job performance. Rather than building and testing a fixed number of
The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's jobsatisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to jobsatisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated jobsatisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in jobsatisfaction for the sample. PMID:22588567
Background: Colleges and universities are becoming increasingly accountable for teaching outcomes in order to meet rigorous accreditation standards. Jobsatisfaction (JS) seems more difficult to measure in the academic field in view of the complexity of roles, duties and responsibilities. Objectives: To compile and determine the psychometric properties of a proposed Academic JobSatisfaction Questionnaire (AJSQ) suitable for university faculty, and amenable to future upgrading. Materials and Methods: A 46-item five-option Likert-type draft questionnaire on JS was distributed for anonymous self-reporting by all the academic staff of five colleges in University of Dammam (n=340). The outcome measures were (1) factor analysis of the questionnaire items, (2) intra-factor ?-Coefficient of Internal Consistency Reliability, (3) inter-factor correlations, (4) comparison of psychometric properties in separately analyzed main faculty subgroups. Results: The response rate was 72.9 percent. Factor analysis extracted eight factors which conjointly explained 60.3 percent of the variance in JS. These factors, in descending order of eigenvalue, were labeled “Authority”, “Supervision”, “Policies and Facilities”, “My Work Itself”, “Interpersonal Relationships”, “Commitment”, “Salary” and “Workload”. Cronbach's-? ranged from 0.90 in Supervision to 0.63 in Salary and Workload. All inter-factor correlations were positive and significant, ranging from 0.65 to 0.23. The psychometric properties of the instrument in separately analyzed subgroups divided by sex, nationality, college and clinical duties produced fairly comparable findings. Conclusion: The AJSQ demonstrated good overall psychometric properties in terms of construct validity and internal consistency reliability in both the overall sample and its separately analyzed subgroups. Recommendation: To replicate these findings in larger multicenter samples of academic staff.
Al-Rubaish, Abdullah M.; Rahim, Sheikh Idris A.; Abumadini, Mahdi S.; Wosornu, Lade
The purpose of this research was to assess the concurrent and predictive validity of occupational attitudes, as measured by the Air Force Occupational Attitude Inventory (OAI), in relation to global jobsatisfaction, reenlistment intent, and actual reenli...
Two groups of pharmacists (n = 145) assigned to 35 Army Medical Treatment Facilities were surveyed to assess jobsatisfaction. Pharmacists providing patient care were significantly more satisfied relative to pharmacists not providing patient care on satis...
To estimate the impact of nursing home work practices, specifically compensation and working conditions, on jobsatisfaction of nursing assistants employed in nursing homes. Data are from the 2004 National Nursing Assistant Survey, responses by the nursin...
C. E. Bishop J. Meagher J. M. Wiener M. R. Squillace W. L. Anderson
Jobsatisfaction has typically been viewed as a predominantly personal phenomenon and it has been studied this way. The present study investigates the influence of organizational variables on patterns of responses of 1099 managers in five companies to 28 ...
This report describes an extensive investigation of the constructs of motivation, morale, and jobsatisfaction as they relate to enlisted personnel in the United States Army. A comprehensive literature review helped to delineate definitions of the three c...
M. D. Dunnette P. D. Johnson S. J. Motowidlo W. C. Borman
In this study, the mean age was 41 and these nurses had been out of school for approximately 13 years. Over half of these RNs had never been taught delegation skills in nursing school. Of those who were exposed to the concept of delegation, their skills were not adequate to meet the patient care demands in the restructured health care system. During these challenging periods in health care, it is imperative that nursing service administrators provide RNs with the continuing education necessary to develop delegation strategies to adapt to their evolving professional roles. Continuing education classes on delegation skills are requisite for RNs practicing in a competitive managed care environment. As we approach the year 2000, the economic climate will dictate that RNs be skilled not only as clinicians, but also as leaders of the health care team. The findings of this study support that delegation decision-making skills enhance jobsatisfaction in the areas of decision making and promotional opportunity. Delegation knowledge is crucial to the successful direction of the health care team in the managed care environment. PMID:9544016
The high turnover of nurses has become a universal issue. The manner in which nurses view their organization’s ethical climate has direct bearing on their jobsatisfaction. There is little empirical evidence confirming a relationship between different sorts of ethical climate within organizations and jobsatisfaction in Iran. The aim of this study was to determine the correlation between nurses’ perception of ethical climate and jobsatisfaction in the Teaching Hospital of Kerman University of Medical Sciences. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in 4 hospitals affiliated with the Kerman University of Medical Sciences. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire (ECQ), and JobSatisfaction Scale (JS). Data analysis was carried out using Pearson’s correlation, one-way ANOVA, T-test and descriptive statistic through Statistical Package for Social Science (SPSS), version 16. Across the five dimensions of ECQ the highest mean score pertained to professionalism (mean = 13.45±3.68), followed by rules climate (mean = 13.41±4.01), caring climate (mean = 12.92±3.95), independence climate (mean = 11.35±3.88), and instrumental climate (mean = 8.93±2.95). The results showed a positive correlation among ethical climate type of: professionalism (p=0.001), rules (p=0.045), caring (p=0.000), independence (p=0.000) with jobsatisfaction, and no correlation was found between instrumental climate and jobsatisfaction. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate and jobsatisfaction. Therefore managers of hospitals can promote nurses’ jobsatisfaction by providing ethics training programs that establish a working team and a culture that strengthens team spirit among nurses.
The effects of diverse education-related variables on jobsatisfaction scores are analysed using a sample of European higher\\u000a education graduates at early stages of their working life. Ordered choice models for jobsatisfaction are estimated including\\u000a as explanatory diverse educational variables such as field of study, graduates’ evaluation of their educational experience,\\u000a the match between the competences developed during education
José-Ginés Mora; Adela García-Aracil; Luis E. Vila
This paper analyses jobsatisfaction as an aggregate of satisfaction with several job aspects, with special focus on the influence of contingent-employment contracts. Fixed-effect analysis is applied on a longitudinal sample of Dutch employees in four work arrangements: regular, fixed-term, on-call and temporary agency work. Our results indicate that temporary agency work is the only contingent employment relation that is
** Abstract: Jobsatisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his\\/her job. It is an affective or emotional response toward various facets of one's job. This meaning of jobsatisfaction implies that jobsatisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect
Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' jobsatisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and jobsatisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's ? and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and jobsatisfaction. Results Organizational cultures were significantly (positively) correlated with leadership behavior and jobsatisfaction, and leadership behavior was significantly (positively) correlated with jobsatisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing jobsatisfaction.
Using survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when they are uncomfortable with an organisation-specific job domain, like management. Conversely, when workers are dissatisfied with
In a study of 2 occupational groups at small scientific stations in Antarctica, the motivations of 129 Navy enlished men who volunteer were less related to their specific jobs in the Antarctic than those of 66 civilian scientists. Results confirm the hypothesis that occupational group is a moderator of the jobsatisfaction-job performance relationship, and that the relationship is more
The Job Descriptive Index is a popular measure of jobsatisfaction with five subscales containing 72 items. A national sample (n = 1,534) and a sample of university workers (n = 636) supported development of an abridged version of the Job Descriptive Index (AJDI) containing a total of 25 items. A systematic scale-reduction technique was employed with the first sample
JEFFREY M. STANTON; EVAN F. SINAR; WILLIAM K. BALZER; AMANDA L. JULIAN; PAUL THORESEN; SHAHNAZ AZIZ; GWENITH G. FISHER; PATRICIA C. SMITH
Jobsatisfaction is the feeling an employee has about his pay, his work, his promotion opportunities, his coworkers, and his supervisor. The model for conducting jobsatisfaction research suggested in this study gives specific attention to: (1) how job sa...
Jobsatisfaction levels and factors affecting them were studied for four flying squadrons of the 7th BMW, Carswell AFB, Texas. A questionnaire--composed of Hackman-Oldham Job Diagnostic Survey, the Hoppock Measure of JobSatisfaction, organizational clima...
|The study examined the relationship between Catholic school teachers' motivation and jobsatisfaction. The data came from a survey of 716 teachers in three dioceses (Atlanta, Biloxi, and Cheyenne). The school's academic philosophy and its environment were important predictors of the teachers' satisfaction with their sense of efficacy regarding…
In the labour-intensive health sector industry the quality of services is ultimately linked to the skills, motivation and satisfaction of the workers providing the healthcare services. Thus in order to study the jobsatisfaction level of the healthcare providers, so as to suggest measures to enhance it, the present study was carried out at CGHS which is one of the
Writings in the legal field often allude to differences in the work orientation of men and women lawyers. Similarly, much of the research on work satisfaction suggests that men and women, in general, often hold disparate work values. This study compares men and women public defense attorneys regarding work values, career orientations, perceptions of work, and correlates of jobsatisfaction.
The relationships between four goal-setting attributes identified by factor analytic procedures and jobsatisfaction were investigated among 271 scientists and engineers at a nuclear research and development center. Positive relationships between the goal-setting attributes and satisfaction were found. (Author)
|Empowerment is defined and measured in terms of teachers' power to participate in decision-making about teaching and learning conditions. Jobsatisfaction refers to the level of teacher satisfaction by matters related to these conditions: student achievement, decision-making ability, self-growth, and so on. This research considers the…
|Purpose: The purpose of this paper is to investigate the levels of jobsatisfaction among academicians in the universities of Turkey and to examine the effects of demographics on levels of satisfaction among them. Design/methodology/approach: A questionnaire-based study was conducted in 648 academicians working in the Universities of Turkey. Data…
Objective: To identify and quantify factors that contribute to rural physicians' satisfaction with their jobs and life as a whole.Design: Cross-sectional, mailed survey. Study population: Family physicians practicing in rural communities eligible for British Columbia's Northern and Isolation Allowance. Main measures: Demographics, Domain satisfaction, Maslach Burnout Inventory, Beck Depression Inventory, and Life Satisfaction.Results: Stepwise multiple regressions reveal the greatest predicators
Marcel Lavanchy; Ian Connelly; Stefan Grzybowski; Alex C. Michalos; Jonathan Berkowitz; Harvey V. Thommasen
Correlated degree of overall satisfaction, overall dissatisfaction, and overall satisfaction\\/dissatisfaction with measures of satisfaction\\/dissatisfaction with several aspects of the work situation for 160 female clerical workers. Tabulations were made of responses to open-ended questions concerning reasons for positive and negative feelings about the company. The results of these analyses offer no support for the 2-factor theory of jobsatisfaction, but
Purpose – The purpose of this research was to identify and describe factors associated with jobsatisfaction among conservation officers. Design\\/methodology\\/approach – The study took a qualitative approach to data collection that included a survey and 24 in-depth interviews with Kentucky conservation officers. Data were examined with the intention of identifying common themes. Findings – Four categories associated with job
This longitudinal study examined satisfaction with supported employment jobs and services with 32 disabled individuals receiving services between 1992 and 1997. Analysis of interview data indicates participants were consistently satisfied with both their chosen supported employment jobs (including the work, friendships made, and money earned) and…
This study examines the jobsatisfaction of library information technology (IT) workers in relation to demographic, socioeconomic, and work-related variables, such as a sense of belonging, faith in wanting to belong, a feeling of acceptance, paying dues, job autonomy, the broker's role, and promotion opportunities. A total of 443 mail surveys were sent to a sample of IT workers at
This study is intended to investigate the jobsatisfaction among women employees in Saudi Arabia. A questionnaire was designed for this study and distributed in the three main regions in the Kingdom in private companies as well as governmental agencies in three different sectors: health, education and banking. Overall, women workers were found satisfied with their jobs.
Male couples (N = 53) described their relationship history during an oral history interview, and partners also provided individual self-reports about relationship satisfaction, commit- ment, and quality. Although couple members were similar in satisfaction levels, they differed in commitment levels. An individual's expression of positive and negative emotions during the interview predicted both his own and his partner's current satisfaction,
Richard P. Boesch; Renata Cerqueira; Martin A. Safer; Thomas L. Wright
Data collected from engineering graduates in a national Goals of Engineering Education survey and from Purdue engineering and science graduates were used to compare the factor analytic structure of job values and job characteristics. Analysis of variance,...
Human resource development professionals serve many diverse populations of learners in the workplace. They do so with limited resources which leads to a dilemma: How to most effectively and efficiently meet the needs of all learners in the workplace, given the different job duties, backgrounds, skills and abilities of each learner. This empirical study examines job training satisfaction among customer
|In a longitudinal study, we investigate the moderating role of intelligence on the effects of intrinsic and extrinsic rewards and intrinsic and extrinsic satisfactions on global jobsatisfaction. The results support our hypotheses that: (1) intrinsic rewards and intrinsic satisfaction are more strongly related to global jobsatisfaction among…
Alternative causal models were developed,relating Work Centrality and JobSatisfaction toantecedents and outcomes. The antecedents examined weredemographics and need for achievement, and the outcomes included performance, wages, organizationalcommitment, and career planning. The models were testedusing data of Israeli high-tech personnel. Resultsindicated that organizational commitment, careerplanning, and wages were significantly affected by workcentrality, while performance was positively butnonsignificantly related to it.
Stress of police officers is assumed to be one of the causes for an increased use of force, but to date, very few studies have tested this relationship empirically. This study examines influences of perceived work-related stress, jobsatisfaction, organizational commitment, and burnout on the use of force by police officers in Zurich, Switzerland (n = 422). A new approach
Objective To investigate determinants of jobsatisfaction among home care workers in a consumer-directed model. Data Sources/Setting Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis Multivariate logistic regression analysis was used to determine the odds of jobsatisfaction using job stress model domains of demands, control, and support. Principal Findings Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater jobsatisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on jobsatisfaction. Conclusions Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.
Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles
A majority of the congruence-satisfaction literature has used interest measures based on Holland's theory, although the measures' accuracy in predicting jobsatisfaction is questionable. Divergent findings among studies on occupational congruence-jobsatisfaction may be due to ineffective measures of congruence and jobsatisfaction and lack of…
Work and jobsatisfaction has been shown to impact upon an individual's mental and physical health and overall satisfaction with life. Previous research into employee jobsatisfaction has explored workers' relationships to their work tasks and their organisation. Less research has been conducted into the impact an individual's workplace relationships has on their level of jobsatisfaction, with even less
Neural networks are advanced pattern recognition algorithms capable of extracting complex, nonlinear relationships among variables. This study examines those capabilities by modeling nonlinearities in the jobsatisfaction-job performance relationship with multilayer perceptron and radial basis function neural networks. A framework for studying nonlinear relationships with neural networks is offered. It is implemented using the jobsatisfaction-job performance relationship with results
OBJECTIVES: This study provides a snapshot of the current state of primary care workforce (PCW) serving China's grassroots communities and examines the factors associated with their jobsatisfaction. METHODS: Data for the study were from the 2011 China Primary Care Workforce Survey, a nationally representative survey that provides the most current assessment of community-based PCW. Outcome measures included 12 items on jobsatisfaction. Covariates included intrinsic and extrinsic factors associated with jobsatisfaction. In addition, PCW type (ie, physicians, nurses, public health, and village doctors) and practice setting (ie, rural versus urban) were included to identify potential differences due to the type of PCW and practice settings. RESULTS: The overall satisfaction level is rather low with only 47.6% of the Chinese PCW reporting either satisfied or very satisfied with their job. PCW are least satisfied with their income level (only 8.6% are either satisfied or very satisfied), benefits (12.8%), and professional development (19.5%). They (particularly village doctors) are also dissatisfied with their workload (37.2%). Lower income and higher workload are the two major contributing factors toward job dissatisfaction. Conclusion To improve the general satisfaction level, policymakers must provide better pay and benefits and more opportunities for career development, particularly for village doctors. PMID:23388523
The development of the JobSatisfaction Survey (JSS), a nine-subscale measure of employee jobsatisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized, lncluded are a multitrait-multimethod analysis of
This study explored differences in job-related stress and jobsatisfaction among corrections officers, patrol officers and detectives and the relationship between stress and jobsatisfaction in an urban sheriff's department. The analysis of stress and job...
|This national survey examined the jobsatisfaction of 228 home health social workers in the restrictive reimbursement environment of the Medicare interim payment system. Administrators' helpfulness in resolving ethical conflicts between patient access to services and agency financial priorities contributed significantly to greater satisfaction in…
The overall jobsatisfaction of 128 faculty of Razi University in Iran was investigated using a modified version of the Minnesota Satisfaction Questionnaire to elicit information in this stratified random sample. Faculty members were most satisfied with intrinsic aspects of the work such as "social service," "activity," and "ability utilization" and less satisfied with extrinsic aspects of work such as "security," "university policies," and "compensation." Publication counts and years of teaching experience contributed significantly to the prediction of overall jobsatisfaction among these faculty members. Intervention efforts must involve socializing faculty in the early stages of their careers, encouraging them to engage in research activities and write for reputable journals, while providing compensation and job security. PMID:19610495
The article describes the results of a study comparing job satisfacion in nurses working in public and private health structures in the same city, in the light of a wider study at national level. Background: Jobsatisfaction in nurses also affects patients, improving care and preventing stress that may cause burnout, increased turnover or even professional abandonment. Methods and instruments: a quantatitive-descriptive study was performed using a socio-demographical questionnaire composed of 44 items (Index of Work Satisfacion di Stamps, 1972) related to autonomy, professional status, tasks involved , retribution, interaction and organizational policy. Results: the outcome of the study confirmed previous findings and corresponded to national and international averages. The satisfaction/insatisfaction index was 12.75 (range 0.9-37.1) for the public sector and 13.08 (range 0.9-37.1)for the private one, indicating a low to medium jobsatisfaction rate. PMID:20943094
Summary The present study tested, in a non-Western culture (Japan), the relative validity in predicting jobsatisfaction, life satisfaction, and happiness of core self-evaluations (CSE), positive and negative affectivity (PA\\/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower-order traits that comprise CSE—self-esteem, generalized self-efficacy, locus of control, and neuroticism— indicated
Ronald F. Piccolo; Timothy A. Judge; Koji Takahashi; Naotaka Watanabe; Edwin A. Locke
The present study extended prior organizational communication research by testing whether job involvement moderates the relationship between perceived com munication quality and jobsatisfaction. Data were obtained via questionnaire from 93 managerial nurses at a large urban hospital in the northeastern United States. As hypothesized, the quality of information received from immediate supervisors, co-workers, and subordinates was positively related to
|This study builds on earlier work by DellaVecchio and Winston (2004) and McPherson (2008). They addressed the seven motivational gifts Paul wrote about in Romans 12:3-8 as a means for addressing jobsatisfaction and person-job fit among college professors. Using a snowball sampling method, 89 college professors completed the online survey…
Longitudinal data (N = 785) collected during Ss high school years (1971–1973) and in 1981 were used to assess the influence of adolescent drug use on adult job behaviors, jobsatisfaction, and adverse terminations while accounting for concurrent adult drug use, years of drug use, and adolescent achievement motivation. Relationships were minimal between adolescent drug use and adult work-related indicators
Judith A. Stein; Gene M. Smith; Sybille M. Guy; Peter M. Bentler
This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with jobsatisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although
|Investigated possible causes for the high turnover rate among family day-care (FDC) providers by examining the effects of perceived social support, jobsatisfaction, and the establishment of boundaries between the FDC provider's nuclear family and her FDC system. Stable providers were more likely than nonstable providers to report high job…
A 2-phase research project investigated the effects of job enrichment and goal setting on employee productivity and satisfaction in a well-controlled, simulated job environment. In the 1st phase, 2 conditions of goal setting (assigned goals vs no goals) and 2 conditions of job enrichment (enriched vs unenriched) were established, producing 4 experimental conditions in which 42 part-time workers took part.
Denis D. Umstot; Cecil H. Bell; Terence R. Mitchell
A questionnaire survey was conducted on 844 primary school teachers in Maltese state schools to investigate the prevalence of stress and the level of jobsatisfaction. Three out of every 10 teachers rated their job as very\\/extremely stressful. Length of teaching experience and age?group taught were found to be moderators of teacher stress. The great majority of respondents (75.5%) were
The concept of mentoring and its relationship to jobsatisfaction has been thoroughly discussed in the literature. The purpose of this research project was to determine if past mentoring experiences affect jobsatisfaction scores of nurses in management p...
Organizational effectiveness is composed of two concepts: (1) jobsatisfactions and (2) employee performance. In this paper the concept of jobsatisfactions is delimited to include five principal areas, viz., work, pay, promotion, people, and supervision....
The primary purpose of this thesis is to investigate the moderating effects of organizational differences and individual differences on the relationships existing between job characteristics and intrinsic motivation, job involvement, and jobsatisfaction....
We used data collected from 117 married couples to investigate the interdependent nature of spouses' perceptions of marital satisfaction and commitment and the use of maintenance behaviors. Results using dyadic analysis techniques revealed significant actor and partner effects of spouses' perceptions of satisfaction and commitment with the use of maintenance behaviors. Further, the strength of the actor and partner effects
This study examines the relationships among dispositional sources of value preferences and personality attributes, organisational commitment and satisfaction using a longitudinal sample from MBA graduates in a US business school. After examining and comparing four types of models: (1) direct effects of dispositions on organisational commitment; (2) direct effects of dispositions on organisational satisfaction; (3) direct effects of dispositions on
This study used questionnaires, released 243 copies questionnaires in Shaanxi Province, carried out correlation analysis and multiple stepwise regression analysis on survey quantified results by SPSS software. This study explored the mutual relationships among the three factors: organizational commitment, employee satisfaction, work performance in Shaanxi enterprise, pointed that there is significant positive correlation among organizational commitment, employee satisfaction, and work
|This study investigates the relationship between monopolistic service providers and customer satisfaction and commitment. The authors investigated how the ethical perceptions of service consumers, their perceptions of service quality, and satisfaction effect commitment to the long-term relationship with monopolistic service providers. Results…
The purpose of this study was to explore the relationship between principal leadership style (perceived by both teachers and principals) and teacher's jobsatisfaction.^ The sample utilized in this study consisted of 484 public school teachers and 27 building principals in the tri-county metro Detroit area of Michigan. There was an elementary school, middle school, and high school randomly selected
The purpose of this study was to identify components of jobsatisfaction of Army CRNAs and their relationship to turnover. There is a shortage of Certified Registered Nurse Anesthetists (CRNAs) in the Army. Presently, only 80% of the allocated CRNA slots ...
Researchers have suggested that dispositional optimism is related to both stress and stress outcomes (E. C. Chang, K. L. Rand, & D. R. Strunk, 2000). However, the nature of this relationship has not fully been explained. The authors contributed to a better understanding of this relationship by evaluating dispositional optimism, stress, overall life satisfaction, and job burnout in a sample
We describe a restriction of Dechter, Meiri and Pearl's TCSPs (Temporal ConstraintSatisfaction Problems) sufficiently expressive to represent any job shop scheduling problem. Asolver based on the restriction is then described, which is similar to Ladkin and Reinefeld's qualitativeinterval network solver; except, however, that the filtering method used during the search isnot path consistency but either ULT (Upper-Lower Tightening) or LPC
Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and jobsatisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively
Caren Baruch-Feldman; Elizabeth Brondolo; Dena Ben-Dayan; Joseph Schwartz
Agile software development processes emphasize team work in small groups as one of the features that contribute to high software quality and knowledge dispersion among developers. Research supports claims that agile methods also lead to higher motivation and jobsatisfaction among developers. Research in workplace psychology indicates that factors like autonomy, variety, significance, feedback, and ability to complete a whole
The authors used experience-sampling methodology to investigate the dynamic relationships among insomnia, emotions, and jobsatisfaction. Over a period of 3 weeks, 45 employees completed surveys each workday, producing a total of 550 observations. Results revealed that, within individuals, insomnia was associated with increased feelings of hostility and fatigue and decreased feelings of joviality and attentiveness. Insomnia was also negatively
|This paper reflects on the results of a jobsatisfaction study of small-scale fishers in the Dominican Republic. The survey results suggest that, although fishers are generally satisfied with their occupations, they also have serious concerns. These concerns include anxieties about the level of earnings, the condition of marine resources and the…
|This paper investigates the jobsatisfaction of small-scale shrimp trawl fishers in the vicinity of Camau National Park in southern Vietnam. The research sample consisted of 77 fishers who belong to a growing population of shrimp fishers in the region. The results suggest that 60% would change their fishing metier, 78% would leave fishing for…
|The marine fishery in Senegal, West Africa, is a major source of employment and food security. It currently faces the consequences of ecological degradation. This paper examines jobsatisfaction among small-scale purse seine fishers, who constitute one of the dominant fishing metiers in Senegal. The research sample consists of 80 purse seine…
|Shrimp trawling represents an important fishing metier in South India, generating high levels of employment and economic value. It is also a contested metier, ostensibly contributing to environmental degradation and social inequality. This paper investigates the jobsatisfaction of crew members (captains and workers) on board the shrimp trawlers…
|The trend of "self financing" (Un-aided) institutions has implemented for the last twenty two years in Maharashtra state and other parts of India. The Government does not financially support these institutions. The "jobsatisfaction" of teachers working in such institutions is always questionable, particularly in those institutions that are…
Employing fixed effects regression techniques on longitudinal data, we investigate how life events affect employees' jobsatisfaction. Unlike previous work-life research, exploring mostly contemporaneous correlations, we look for evidence of adaptation in the years following major life events. We find evidence of adaptation following the first…
Objective: To identify and quantify factors that contribute to rural physicians' satisfaction with their jobs and life as a whole. Design: Cross-sectional, mailed survey. Study population: Family physicians practicing in rural communities eligible for British Columbia's Northern and Isolation Allowance. Main measures: Demographics, Domain…
Lavanchy, Marcel; Connelly, Ian; Grzybowski, Stefan; Michalos, Alex C.; Berkowitz, Jonathan; Thommasen, Harvey V.
Shrimp trawling represents an important fishing metier in South India, generating high levels of employment and economic value. It is also a contested metier, ostensibly contributing to environmental degradation and social inequality. This paper investigates the jobsatisfaction of crew members (captains and workers) on board the shrimp trawlers…
|Purpose: To estimate the impact of nursing home work practices, specifically compensation and working conditions, on jobsatisfaction of nursing assistants employed in nursing homes. Design and Methods: Data are from the 2004 National Nursing Assistant Survey, responses by the nursing assistants' employers to the 2004 National Nursing Home…
Bishop, Christine E.; Squillace, Marie R.; Meagher, Jennifer; Anderson, Wayne L.; Wiener, Joshua M.
This study provides organizational leaders important information about building and strengthening organizational cultures with a focus on employee participation, involvement, and jobsatisfaction. The key question researched is how do leaders get employees to increase adherence to the corporate culture. A fundamental linkage is made between the Hawthorne studies of the 1920's, which focused on increasing productivity, and the emphasis
Core self-evaluations (CSE) have been proposed as a static personality trait that influences individuals' work experiences. However, CSE can also be influenced by work experiences. Based on the corresponsive principle of personality development, this study incorporated both dispositional and contextual perspectives to examine longitudinal reciprocal relationships between CSE and jobsatisfaction. Longitudinal data from 5,827 participants in the British Household
|The primary goal of this study was to investigate, at a national level, the jobsatisfaction characteristics of higher education faculty of 5 different races. Data for this quantitative secondary analysis study were taken from the national study of postsecondary faculty (NSOPF) collected in the year 2004. The study used chi-square, one-way-ANOVA,…
|Arguably, jobsatisfaction is one of the most important variables with regard to work. When explaining jobsatisfaction, research usually focuses on predictor variables in terms of levels but neglects growth rates. Therefore it remains unclear how potential predictors evolve over time and how their development affects jobsatisfaction. Using…
|The contribution of occupational profiling to explaining and forecasting jobsatisfaction were analyzed by using data on jobsatisfaction for 33,249 workers from waves 1-7 of the British Household Panel Survey. Overall jobsatisfaction gradients were defined for major and minor groups of occupations in the United Kingdom's Standard Occupational…
The importance of perceived fair treatment and its effect on employee jobsatisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee jobsatisfaction. In addition, when jobsatisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted
The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and jobsatisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that jobsatisfaction affected positive mood after work and that the spillover of jobsatisfaction
The jobsatisfaction levels of 149 Air Force Social Work Officers were studied by using the Professional Satisfaction Inventory originally developed by Jayaratne and Chess (1982) to study the jobsatisfaction and job stress of a sample of members of the N...
An investigation of the relationship between jobsatisfaction and retention among elementary, middle, and high school teachers in a suburban school district in Georgia was addressed in this mixed-methods study. The focus of the study was to determine the level of jobsatisfaction among the nine subscales of the Teacher JobSatisfaction…
Purpose: The goal of this study was to determine if jobsatisfaction differs between speech-language pathologists (SLPs) working in school settings and SLPs working in medical settings. Method: The JobSatisfaction Survey (JSS) by Spector (1997) was sent via electronic mail to 250 SLPs in each of the 2 settings. Jobsatisfaction scores were…
Purpose – The study aims to examine the association between jobsatisfaction and demographic variables, such as years in profession, of healthcare professionals in an in-patient rehabilitation hospital setting. Design\\/methodology\\/approach – A total of 128 employees were surveyed using a 47-item opinion survey to assess demographic variables and overall jobsatisfaction, as well as nine facets of jobsatisfaction. Findings
A meta-analysis summarizing results of 187 studies reporting cross-sectional and longitudinal relationships between jobsatisfaction and personality is described. The Big Five factor of Neuroticism related most strongly and negatively to jobsatisfaction (?.25), with the other factors ranging from .16 (Conscientiousness) to ?.02 (Openness to Experience). Jobsatisfaction was positively related to internal locus of control (LOC), positive affectivity,
Valentina Bruk-Lee; Haitham A. Khoury; Ashley E. Nixon; Angeline Goh; Paul E. Spector
The dispositional approach to jobsatisfaction was tested in a sample of young people. Questionnaires were administered shortly before the end of vocational training and again one year later. Stabilities in jobsatisfaction were investigated in terms of mean changes, autocorrelations, and an index of individual consistency. Autocorrelations were lower for jobsatisfaction than for the Big Five personality dimensions
|An investigation of the relationship between jobsatisfaction and retention among elementary, middle, and high school teachers in a suburban school district in Georgia was addressed in this mixed-methods study. The focus of the study was to determine the level of jobsatisfaction among the nine subscales of the Teacher JobSatisfaction…
This study surveyed approximately 350 teachers from ten universities in China. The primary purpose of the study was to explore the dimension structure of teachers' jobsatisfaction (TJS), to analyze jobsatisfaction and to investigate the possible influence of individual-level variables upon jobsatisfaction. The results of this study indicated that (1) through the exploratory and confirmatory factor analysis, TJS
It is important for occupational health to justify the impact of health promotion programs on jobsatisfaction, which is associated with work-related outcomes. The aim of this study is to estimate the effects of lifestyle modification activity implemented by the community on jobsatisfaction, and to analyze the factors which contributed to the improvement of workers' jobsatisfaction. A lifestyle
Faculty dissatisfaction and fewer qualified recruits choosing a career in academia threaten the integrity of the higher education system. Retention of highly qualified nurse faculty affects the reputation of the school of nursing, the faculty commitment to the organization, and the learning environment for students. Through use of a system's framework derived from Neuman and Kast and Rosenzweig, the purpose
Every career has the potential for producing personal satisfaction and dissatisfaction, and much of that assessment is dependent on what an individual values in life. The purpose of this study was to identify factors that contribute to dentists' jobsatisfaction and the overall quality of their lives. Multiple regression analysis was performed to find the best set of predictor variables. After controlling for age, sex, and length of time in practice, the combination of variables that best predicted overall jobsatisfaction was income, respect, and patient relations (R2 = 57%). The combination of variables that best predicted overall quality of life, after again controlling for age, sex, and length of time in practice were income, professional time, and personal time (R2 = 83%). Although over half of the dentists surveyed are satisfied with their career, they are dissatisfied with their level of stress, professional environment (threat of malpractice litigation), and amount of personal time. Implications and recommendations are discussed. PMID:9448340
|Describes a study of jobsatisfaction among 373 elementary teachers in Bedouin schools in southern Israel. Finds that the two most significant jobsatisfaction factors were teachers' satisfaction with work itself and teachers' satisfaction with social needs. Also finds that female teachers and teachers with higher educational levels were more…
What satisfies a public servant? Is it the money? Or is it something else, like an interesting and autonomous job, or serving the public interest? Utilizing non-panel longitudinal data from the International Social Survey Program on Work Orientations across different countries for 1997 and 2005, this article examines the effects of a selection of antecedents that are commonly related to
Purpose – Many studies have documented that satisfaction does not always result in loyalty, and that dissatisfaction does not necessarily result in defection. In response, this study goes beyond satisfaction and proposes the moderating effects of locational convenience, interpersonal relationships, and commitment between satisfaction and customer loyalty across search, experience, and credence attribute services. Design\\/methodology\\/approach – Hierarchical moderated regression analysis
The purpose of this study was to investigate the relationship among jobsatisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of jobsatisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that jobsatisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people. PMID:9807767
Perspectives on jobsatisfaction and its relations with job performance among members of the Industrial\\/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job performance, jobsatisfaction, and the potential causal relations among them. Literature reviewed suggests
By most objective standards, women's jobs are worse than men's, yet women report higher levels of jobsatisfaction than do men. This paper uses a recent large-scale British survey to document the extent of this gender differential for eight measures of jobsatisfaction and to evaluate the proposition that identical men and women in identical jobs should be equally satisfied.
High employee turnover in the hotel industry has become one of the major concerns for Hong Kong hotel managers. Many studies have found that turnover is related to jobsatisfaction, and the importance of job facets perceived by employees. The study examines the relationship between demographic characteristics of hotel employees and jobsatisfaction, and also examines the importance of job
Examined job-satisfaction response patterns for white and nonwhite females (N = 495) across 3 hospital occupational levels by means of the Job Description Index, Brayfield and Rothe's jobsatisfaction index, and Kunin's GM Faces Scale. Results suggest that the frame of reference of one's culture or subculture influences the way a job is perceived and those facets of it which
Purpose – This study aims to investigate the level of jobsatisfaction experienced by IT graduates employed full time in offshore outsourced IT firms (OOITF) in Sri Lanka, the demographic characteristics that predict jobsatisfaction, perceptions towards IT jobs in OOITF, and turnover and job search intentions. Design\\/methodology\\/approach – The sample consisted of 122 randomly selected individuals who graduated in
Extensive research has explored jobsatisfaction, job performance, and the financial performance of organizations. Jobsatisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee jobsatisfaction and financial performance of organization. This paper…
One instrument, the Job Descriptive Index (JDI), used for indexing jobsatisfaction is described in this paper. The techniques for analyzing and using the data collected by administering this instrument are also presented. The JDI measures job satisfactio...
This paper aims to investigate the innovative human resource management (HRM) practices that significantly influence employee job involvement and organizational commitment in selected large companies belonging to the Top 1000 corporations in the Philippines.The findings reveal that the subject companies are extensively implementing various innovative practices related to HRM functions that enhance employee job involvement and organizational commitment. HRM functions
Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and jobsatisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design\\/methodology\\/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers.
Carolyn Stringer; Jeni Didham; Paul Theivananthampillai
This is a descriptive, cross-sectional study on a sample of 40 junior doctors in a hospital in Kuala Lumpur. The aim of this study was to look at the prevalence of emotional distress, the level of jobsatisfaction and job related tension among junior doctors. The differences in relation to gender and marital status were studied. Out of40, 31 (77.5%)
The aim of the study is to answer whether 2 predominant values--achievement or social relations--and reactivity influence (a) the importance of work aspects, (b) satisfaction with them and overall jobsatisfaction, (c) connections between overall jobsatisfaction and satisfaction with work aspects. Bank employees were investigated with the Strelau Temperament Inventory-Revised by Strelau, Angleitner, Bantelman, and Ruch (1990, reactivity), Orientation to Work Values Inventory by Seifert and Bergmann (1983, values), and Work Description Inventory by Neuberger and Allerbeck (1978; importance and satisfaction with work aspects, overall jobsatisfaction). Predominant values, reactivity, and their interaction influence the importance of work aspects. The values affect overall jobsatisfaction and satisfaction with Conditions. Reactivity does not affect overall jobsatisfaction, but it strongly influences the structure of satisfaction with work aspects, and low-reactives compared to high-reactives are more satisfied with 4 out of the 7 considered aspects. Among the high-reactives, connections between overall jobsatisfaction and satisfaction with work aspects depend on their predominant values. It was concluded that reactivity can modify regulative functions of personal values towards overall jobsatisfaction: The values have a rather declarative character for low-reactives, but meeting aspirations connected with their values is very important for high-reactives' jobsatisfaction. PMID:10657923
This study was conducted to examine the hypothesis that organizational commitment and job involvement interact in the prediction of turnover (Blau & Boal, 1987). Prior work in this area has not incorporated a sufficiently broad definition of commitment, has omitted relevant covariates, and has utilized inappropriate estimation procedures (ordinary least-squares regression (OLS)). The presence of a commitment-involvement interaction was tested
Background The psychometric properties of the nursing home administrator jobsatisfaction questionnaire (NHA-JSQ) are presented, and the steps used to develop this instrument. Methods The NHA-JSQ subscales were developed from pilot survey activities with 93 administrators, content analysis, and a research panel. The resulting survey was sent to 1,000 nursing home administrators. Factor analyses were used to determine the psychometric properties of the instrument. Results Of the 1,000 surveys mailed, 721 usable surveys were returned (72 percent response rate). The factor analyses show that the items were representative of six underlying factors (i.e., coworkers, work demands, work content, work load, work skills, and rewards). Conclusion The NHA-JSQ represents a short, psychometrically sound jobsatisfaction instrument for use in nursing homes.
Background The myriad changes in pharmacy practice in Jordan have transformed the pharmacist's role to be more focused on the patient and his/her therapeutic needs than on just the traditional dispensing. This, in addition to other possible factors, is believed to have influenced pharmacists' jobsatisfaction and stress level in different practice settings in Jordan. Objective This study aimed to determine the level of jobsatisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. Setting The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies. Methods The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. The significance level was set at P < 0.05. Main outcome measure The level and factors affecting jobsatisfaction and job related stress as reported by participating pharmacists. Results A total of 235 registered pharmacists in Amman were involved. The pharmacists' jobsatisfaction was significantly affected by the type of pharmacy practice settings (P = 0.038), pharmacists' registration year (P = 0.048) and marital status (P = 0.023). Moreover, job related stress situations like patient care responsibility have been associated significantly with the type of pharmacy practice settings (P = 0.043) and pharmacists' registration year (P = 0.013). Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists' relationship have also been reported by participants. Conclusion The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital counterparts. Pharmacists' jobsatisfaction should be enhanced to improve pharmacists' motivation and competence. Consequently, this will improve their productivity and provision of pharmaceutical care. PMID:23807142
Objective and Setting The pharmacy profession in Northern Ireland (NI) is currently experiencing major changes in practice development. The aim\\u000a of this study was to determine the levels of jobsatisfaction and stress in pharmacists in NI in the context of these changes.\\u000a Method A questionnaire was adapted from one previously used in the United States (US). Following minor amendments
Laura McCann; Carmel M. Hughes; Colin G. Adair; Chris Cardwell
|This study replicates a cross-cultural study by Steiner and Truxillo (1987) that tested completing hypotheses concerning the relationship between job and life satisfaction. It tested the generalization of the original study in two ways: it examined educators instead of managers and it compared those from Western and Eastern cultures rather than…
Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, jobsatisfaction, and performance in the work
|Employee retention was studied in 48 counselors working at a summer camp for children and adults with disabilities. We hypothesized that attitudes toward persons with disabilities, personality characteristics of counselors, jobsatisfaction, and previous counselor experience would predict whether counselors would elect to return to work the…
Lawrence, Emily R.; Glidden, Laraine M.; Jobe, Brian M.
This study developed a measure called the Human Services JobSatisfaction Questionnaire (HSJSQ) and pilot tested the instrument with 215 participants in a training on sex abuse victim treatment. Forty-five of 49 items met criteria for part-whole correlation and correlation with a validation item, and so were retained in the HSJSQ. Scores were lower in subjects who reported a desire
Jeremy P. Shapiro; William M. Burkey; Rebekah L. Dorman; Carolyn J. Welker
The aim of the study was to examine field instructors' commitment to student supervision, using an adapted form of the Investment Model, which consists of six components related to supervision: rewards (positive aspects of the job), costs (negative aspects of the job), degree of investment in the job, quality of alternative jobs, satisfaction of the job, and commitment to the
The JobSatisfaction Survey was administered to 610 faculty in a university in North Cyprus. As expected, jobsatisfaction increased with rank, and those who held administrative positions were more satisfied than staff who did not. The longer the participants had served in the current university, the higher their rated jobsatisfaction. Jobsatisfaction of women in higher academic positions was higher than that of their male peers. Age was not correlated with increases in jobsatisfaction. PMID:17451006
Training has been found to link with improving jobsatisfaction and employee intention to stay. The purposes of this research were to investigate the expectations and perceptions of training quality between hotel managers and employees, and to suggest implications for improving training quality and increasing training satisfaction, jobsatisfaction, and intention to stay among employees in the hotel industry. The
The purpose of this research is to determine the levels of jobsatisfaction of sports coaches who are providing education to mentally retarded children and to examine as well as their jobsatisfaction according to different variables. Survey method was preferred as the data collection tool and "Minnesota Satisfaction Inventory"--developed by…
|Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Studies have shown that jobsatisfaction has the potential to reduce absenteeism and employee turnover, but we still know little about the specific satisfaction levels of…
|The purpose of this report is to: (a) review certain major theories of work motivation, particularly as related to jobsatisfaction, (b) distill from such theories and other research, implications for an Air Force jobsatisfaction research program, and (c) provide a comprehensive bibliography of satisfaction/retention studies. The theoretical…
conflict. The jobsatisfaction portion consisted of global questions regarding overall jobsatisfaction and intent to leave the job or profession. Results: A total of 38% of respondents experienced moder- ate to high stress levels from role overload, whereas 23% and 22% had moderate to high levels of stress from role ambiguity and role conflict, respectively. Clinicians and joint appointees
This paper considers the jobsatisfaction of academics using a detailed dataset of over two thousand academics from ten English higher education institutions. The results of our analysis suggest that one would be wrong to consider one single measure of job-satisfaction. Academics appear to be considering three separate sets of elements of their jobs, namely the pecuniary factors (both the
The purpose of this study was to examine the jobsatisfaction factors for physician assistant (PA) faculty. Jobsatisfaction factors were divided into two categories: intrinsic factors about the respondents (work itself and opportunities for advancement) and extrinsic factors about the institutional faculty support (salary, supervisory support, and coworker relations). The theoretical approach used in this study to examine job
Background Nurses’ jobsatisfaction is an important issue because of its impact on the quality of the nursing job. Therefore, it receives a lot of attention in the international nursing literature but insight into the sources of nurses’ jobsatisfaction is yet insufficient, in particular for sources related to organizational structure. ObjectivesWe contribute by investigating the relationship between the organizational
The study tested the extent to which positive and negative affect at work mediate personality effects (Emotional Intelligence) on jobsatisfaction. Participants were 523 educators who completed the Wong Law Emotional Intelligence Scale, a version of the Job Affect Scale and the General Index of JobSatisfaction. Results using structural equation modelling indicated that positive and negative affect at work
The objectives of this research were to rank job factors in order of impact on USAF Weapons Systems Security Specialist jobsatisfaction and career intent, and to analyze trends in WSS jobsatisfaction and career intent. WSS responses to the 1975 and 1977...
This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were\\u000a tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples\\u000a show that the effect of pay
A pilot study examined the relationship between jobsatisfaction and perceived mentoring among 56 mental health supervisors and practitioners in a county mental health agency. Participants completed the Alleman Mentoring Activities Questionnaires and the Job Descriptive Index and Job in General Scale. Practitioners who perceived they were involved in mentoring relationships with supervisors were more satisfied with their jobs than those who perceived that they were not involved in mentoring relationships. The mentoring functions of sponsoring, assigning challenging tasks, and demonstrating trust predicted jobsatisfaction. Recommendations include incorporating mentoring functions in supervisory training to increase mental health professionals' jobsatisfaction. PMID:20981486
Summary The work environment characteristics of job stress, job variety, job autonomy, and supervision are theorized to affect the jobsatisfaction and organizational commitment of social and human service workers. Most research to date has focused upon the impact of these variables on jobsatisfaction, with little attention being paid to organizational commitment. To determine the effects these characteristics have
Reva I. Allen; Eric G. Lambert; Sudershan Pasupuleti; Terry Cluse-Tolar; Lois A. Ventura
A study of he effects of managed mental health care (MMHC) on the jobsatisfaction and burnout of psychotherapists. Sixty private practitioners and 26 therapists in MMHC and other public sector positions completed the Minnesota Satisfaction Questionnaire and the Maslach Burnout Inventory. Psychotherapists in private practice reported higher levels of satisfaction and lower levels of burnout than did public sector
A survey of pharmacy students in their last year of training examined factors relating to student commitment to and satisfaction with pharmacy. Included were the number of professional organizations joined, parental education, age, interest in working with sick patients, and satisfaction with choosing pharmacy school. (MSE)
Investigated the relationship of jobsatisfaction and occupational prestige for 5 religious groupings (Protestant, Catholic, Jewish, none, and other). 3,928 Ss (average age 40 yrs) participated in the 1972–1977 General Social Survey. Results of multivariate regression analyses suggest that religious affiliation significantly moderated the jobsatisfaction–job quality relationship. Underlying causal processes and implications of the observed differences are discussed. (35
THE SALIENT REASONS FOR CURRENT JOBSATISFACTION WERE COMPARED FOR HIGH- AND LOW-SATISFACTION RESPONDENTS (613 TECHNICIANS) IN THE FRAMEWORK OF HERZBERG'S 2-FACTOR HYPOTHESIS. AN ALTERNATE NOTION STATED THAT \\
This study collected data on personality characteristics, jobsatisfaction, and career satisfaction from more than 1,300 information professionals. Respondents included academic reference librarians, archivists, catalogers, distance education librarians, public librarians, records managers, school media specialists, special librarians, systems…
Williamson, Jeanine M.; Pemberton, Anne E.; Lounsbury, John W.
|Fifty employed adults with multiple sclerosis completed an interview that enabled them to identify barriers to job retention in four areas: work site accessibility; performance of essential functions, job mastery, and jobsatisfaction. Findings support such priorities as educating employees with disabilities regarding their rights, and…
Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and jobsatisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample
Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and jobsatisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample
|They studied on the government non government college teachers in relation to jobsatisfaction and job stress. They collected the sample from 200 college teacher from government and non government from bathinda district (Punjab) to discover the difference between government and non government male and female college teachers in relation to job…
Our study focuses on maritime pilotage in seven European countries and analyzes the level of jobsatisfaction and its predictors.\\u000a Like most existing studies in the field of jobsatisfaction, we show that jobsatisfaction is an outcome of the work of maritime\\u000a pilots. Stressful working conditions, such as working unsocial hours and irregular working patterns, create strains that together
Maike Andresen; Michel E. Domsch; Annett H. Cascorbi
In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on jobsatisfaction. Using estimates of the dispositional source of jobsatisfaction according to 2 dispositional frameworks—the five-factor model and positive affectivity-negative affectivity (PA-NA)—and behavioral-genetic estimates of the heritabilities of jobsatisfaction and the dispositional factors, the
We conducted a cross-sectional survey among 74 community health workers in rural health houses to investigate overall jobsatisfaction and satisfaction with 8 aspects of the job (work itself, co-workers, management, workload, promotion, organizational structure, working conditions, and payment and benefits). Data were collected by a self-administered questionnaire based on the Job Descriptive Index and the Employee Satisfaction Inventory. Overall
This paper investigates the relationship between part-time work and jobsatisfaction in Honduras. In contrast to previous work for developed countries, this paper does not find higher jobsatisfaction among women working part-time. Instead, for both women and men, jobsatisfaction is higher when in full-time work, although this finding is stronger for men. Consistent with an interpretation of working
Research on work life and jobsatisfaction of university professors is becoming an important research issue in the field of\\u000a higher education. This study used questionnaires administered to 1 770 teachers from different levels, types, and academic\\u000a fields of Chinese universities to investigate jobsatisfaction among university professors and the relationship between job\\u000a satisfaction of university professors and the organizational
Shrimp trawling represents an important fishing métier in South India, generating high levels of employment and economic value. It is also a contested métier, ostensibly contributing to environmental degradation and social inequality. This paper investigates the jobsatisfaction of crew members (captains and workers) on board the shrimp trawlers of Chennai (former Madras). Research took place in 2007 and 2008 (N = 137). Results suggest a general satisfaction with being in the fishery. However, a little over three-fifths of fishers said they would be willing to change fishing métier and about one-half said they would leave the occupation. About one-half also said they would not advise a young person to enter the occupation. The tendency to move away from the fishery is argued to reflect a growing pessimism about the future of the shrimp trawl fisheries, but also an increasing awareness of other economic opportunities. PMID:22997478
Staw, Bell, and Clausen (1986) have suggested that employees bring a positive or negative disposition to the work setting, process information about the job in a way that is consistent with that disposition, and then experience jobsatisfaction or dissati...
Although commitment is theoretically distinct from relationship satisfaction, empirical associations between the concepts are high. After drawing from classic definitions of commitment to distinguish between commitment as the desire for a relationship to persist versus the behavioral inclination to maintain the relationship, we predicted that the former component would function much like satisfaction, whereas the latter component would operate independently
Dominik Schoebi; Benjamin R. Karney; Thomas N. Bradbury
In the current global corporate climate that surrounds us, firms would do well to encourage the talent and creativity of their\\u000a employees to achieve success. This is achieved, not by giving priority to individual talent, but by optimizing the collective\\u000a as a whole and with the firm’s activities based on teamwork and joint effort. Heads of organizations might benefit from
Gary Akehurst; José Manuel Comeche; Miguel-Angel Galindo
This paper presents the results of a two part field study designed to examine issues of organizational-professional conflict (OPC) amongst employed layers (corporate counsel). The study adopts the Johnson (1972) collegiate\\/oligarchic typology, and hypothesises that the unexpectedly low OPC found by Aranya and Ferris (1984) amongst employed accountants is a function of the nature of the profession. It replicates the
A critical shortage of registered nurses exists in the United States and this shortage is expected to worsen. It is predicted that unless this issue is resolved, the demand for nursing services will exceed the supply by nearly 30% in 2020. Extensive analysis of this pending crisis has resulted in numerous recommendations to improve both recruitment and retention. The purpose of this article is to clearly outline the issues contributing to this problem, and to provide the nurse manager with information regarding specific influences on jobsatisfaction as it relates to job turnover and employee retention. To accomplish this, an analysis of the literature using both national and international sources is used to formulate the lessons learned as well as strategies and future courses of action designed to address this shortage. PMID:15946168
Background. The psychometric properties of the Modified Work APGAR (MWA) scale are not established, yet researchers use this scale as an overall measure of jobsatisfaction. Objective. Perform psychometric analyses on the MWA scale using data from two populations. Methods. A landmark occupational cohort and a clinical cohort are populations with low back pain studied. The first five items of the MWA scale measure social support from coworkers, one item measures dissatisfaction with job tasks, and the sixth item measures lack of social support from a supervisor. Exploratory principal components analyses were conducted in both cohorts. Results. In both cohorts, the first five items of the MWA scale loaded consistently onto one factor, social support from coworkers subscale. Conclusions. Unless researchers are interested in measuring social support from coworkers only, future studies should use other reliable and valid instruments to measure a broad range of psychosocial work characteristics.
Mielenz, Thelma J.; DeVellis, Robert F.; Battie, Michele C.; Carey, Timothy S.
Background. The psychometric properties of the Modified Work APGAR (MWA) scale are not established, yet researchers use this scale as an overall measure of jobsatisfaction. Objective. Perform psychometric analyses on the MWA scale using data from two populations. Methods. A landmark occupational cohort and a clinical cohort are populations with low back pain studied. The first five items of the MWA scale measure social support from coworkers, one item measures dissatisfaction with job tasks, and the sixth item measures lack of social support from a supervisor. Exploratory principal components analyses were conducted in both cohorts. Results. In both cohorts, the first five items of the MWA scale loaded consistently onto one factor, social support from coworkers subscale. Conclusions. Unless researchers are interested in measuring social support from coworkers only, future studies should use other reliable and valid instruments to measure a broad range of psychosocial work characteristics. PMID:22191021
Mielenz, Thelma J; Devellis, Robert F; Battie, Michele C; Carey, Timothy S
The study sought to investigate Hong Kong secondary school vice?principals’ job facets leading to overall jobsatisfaction, and to differentiate the satisfaction of vice?principals of different career orientations and gender groups. The findings indicated that there are four main facets of satisfaction, in rank order of influence on overall satisfaction, ‘professional commitment’, ‘level of personal challenge’, ‘sense of efficacy’ and
Building on two independent studies, we compared burnout and jobsatisfaction of 66 VA staff and 86 community mental health center staff in the same city. VA staff reported significantly greater jobsatisfaction and accomplishment, less emotional exhaustion and lower likelihood of leaving their job. Sources of work satisfaction were similar (primarily working with clients, helping/witnessing change). VA staff reported fewer challenges with job-related aspects (e.g. flexibility, pay) but more challenges with administration. Community mental health administrators and policymakers may need to address job-related concerns (e.g. pay) whereas VA administrators may focus on reducing, and helping workers navigate, administrative policies. PMID:21972060
Salyers, Michelle P; Rollins, Angela L; Kelly, Yu-Fan; Lysaker, Paul H; Williams, Jane R
This study investigates the direct and moderating effects of Chinese work values and organizational commitment on the stress–job performance relationship. Chinese work values are the work?related Confucian values of Chinese societies, and include collectivism, hardworking, endurance, and harmonious social relationships (guanxi). A three?component (affective, continuance, and normative) conception of commitment (Meyer & Allen, 1991) is used. A self?administered questionnaire survey
Suffering repeated experiences of moral distress in intensive care units due to applications of futility reflects on nurses' patient care negatively, increases their burnout, and reduces their jobsatisfaction. This study was carried out to investigate the levels of jobsatisfaction and exhaustion suffered by intensive care nurses and the relationship between them through the futility dimension of the issue. The study included 138 intensive care nurses. The data were obtained with the futility questionnaire developed by the researchers, Maslach Burnout Inventory and Minnesota Satisfaction Questionnaire. It was determined that nurses who agreed to the proposition that the application of futility demoralizes health-care professionals had low levels of jobsatisfaction but high levels of depersonalization. It was determined that nurses had moderate levels of jobsatisfaction, emotional exhaustion, and personal achievements but high levels of sensitivity. Nurses' jobsatisfaction and sensitivities are positively affected when they consider that futility does not contradict the purposes of medicine. PMID:23411368
A study of staff stress and jobsatisfaction was undertaken in a children's hospice. In addition factors were investigated which might be stressful or which helped staff to manage in difficult circumstances. Three quarters were under comparatively little stress and in general showed very few psychological symptoms but a distinct subgroup were under a great deal of stress. A number of factors, notably recent personal bereavement and unresolved grief about a death that had occurred before they came to work at the hospice, distinguished this small group. Jobsatisfaction was generally high. The main sources of stress were: the sense of impotence staff felt when they were unable to relieve perceived needs or distress; dealing with negative responses in families, and conflicts within the staff group. The most important mitigating factors were: the informal support that staff provided for each other in this small cohesive working unit, the homelike atmosphere of the hospice, and the diversity of professional and personal skills among the staff group. The implications of these findings for reducing stress among staff dealing with dying people are discussed; this includes not only staff on paediatric wards, intensive care and neonatal units, but also community paediatric nurses.
We first presented the steps taken to develop the nursing home certified nurse assistant jobsatisfaction questionnaire (NH-CNA-JSQ) and, second, the psychometric properties of this instrument. Certified nurse assistants (CNAs) from 22 nursing homes in Pennsylvania were mailed the NH-CNA-JSQ. Of the 726 surveys mailed, 479 usable surveys were returned, giving a 66% response rate. The factor analyses show that the items were representative of the underlying factors, representing seven subscales. The percentage of CNAs not providing responses for each question was low (1.5%), and the floor and ceiling effects of the responses for each of the 19 questions were low (i.e., 9.4% and 5.2%, respectively). The item-scale internal consistency analyses determined that the correlation of items within indexes was higher than those of items with other indexes. Cronbach's alpha values for the domains ranged from .72 to .83 and were all higher than the usually recommended levels. Criterion validity was high (.77) as was the index of content validity (p > .05). We believe that we have produced a short psychometrically sound jobsatisfaction instrument for use in nursing homes. PMID:21035031
The purpose of this study is to compare jobsatisfaction, perception of job risk, stress symptoms and vulnerability to stress\\u000a of miners, dock workers, jean sandblasting workers and factory workers. A jobsatisfaction scale and stress audit scale were\\u000a applied to 220 workers. Results revealed that dock and jean sandblasting workers perceived their work as more risky compared\\u000a to other
The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related \\
This paper presents the psychometric properties of the job descriptive index (JDI) and job in general (JIG) instruments in a Portuguese sample of health professionals from hospitals and health centers. Demographic and professional correlates of jobsatisfaction are also investigated. The sample consists of 1,314 health professionals including physicians, nurses, administrators, and diagnostic technicians. The results show high internal consistency
According to recent research, stable dispositional factors may result in considerable consistency in attitudes such as jobsatisfaction across time and situations. If true, this finding may have important implications. For example, Staw and Ross (1985) argued that \\
This paper outlines the critical role of employees' jobsatisfaction in the link between TQM and innovation performance. The discussion arises primarily based on the considerable controversy concerning this relationship that appears in the literature. As of interest to resolve this controversy, a research framework is developed in which jobsatisfaction acts as the mediator between TQM and firm's innovation
Summary The present longitudinal study explored the association between emotion regulation, defined as the conscious manipulation of one's public displays of emotion, and jobsatisfaction and inten- tions to quit. We predicted, based on an emotional dissonance model, that the suppression of unpleasant emotions decreases jobsatisfaction and increases intentions to quit. We propose a social interaction model that predicts
Exploring the status of college teacher's jobsatisfaction and influencing factors has a constructive role for raising the level of teaching and research, enhancing academic competitiveness, attracting and retaining talented people. Treating their own jobs, the satisfaction of college teachers is actually a subjective evaluation, which a kind of emotional responses and attitudes. The emotions and attitudes are a state
E. E. Lawler and D. T. Hall's factor analytic study of the independence of the job attitudes of satisfaction, job involvement, and intrinsic motivation contains a major methodological weakness that makes interpretation of their results problematic. This weakness pertains to scaling differences between the satisfaction measures and the items comprising the other 2 variables. The present study attempted to overcome
A study of 160 hospital employees with partners and/or children showed that work-family conflict was significantly related to global and composite jobsatisfaction. Behavior-based conflict was significantly related to jobsatisfaction; strain-based and time-based conflicts were not. (Contains 30 references.) (SK)
Bruck, Carly S.; Allen, Tammy D.; Spector, Paul E.
Mounting evidence indicates a dispositional component to global jobsatisfaction. Unfortunately, however, relatively little attention has been given to the potential effects of dispositions on work-related attitudes other than global jobsatisfaction. We used a five-year prospective design to investigate the relationships of affective disposition…
Bowling, Nathan A.; Beehr, Terry A.; Lepisto, Lawrence R.
The study attempted to: (1) identify predictors of global jobsatisfaction in university faculty members; (2) determine the relative importance of each predictor and its overall ability to predict global jobsatisfaction; (3) determine if the value appraisal model, developed for this study, is more accurate than more conventional predictive…
This study investigated the within-individual relationship between mood and jobsatisfaction, and examined the role of personality characteristics in moderating this relationship. The design of the study involved an experience sampling methodology (ESM); 27 employees completed mood and jobsatisfaction surveys at four different times during the day for a period of four weeks, resulting in a total of 1907
In a survey of local employees of joint venture hotels in China, it was found that procedural and performance-based distributive justice was related to jobsatisfaction, but interactional justice was not. Comparison with other local employees was related to jobsatisfaction, but comparison with overseas employees was not. Senior managers reported a lower level of procedural and interactional justice, and
Kwok Leung; Peter B. Smith; Zhongming Wang; Haifa Sun
In the literature concerning Greek special education teachers, there is little evidence regarding the perceived levels of burnout, jobsatisfaction, and job?related stress factors. The present study focused on the above issues. A sample of 127 Greek special education teachers at the primary school level was tested with the Maslach Burnout Inventory, the Employee Satisfaction Inventory, and the Inventory of
Purpose. To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and jobsatisfaction and replicating the relationship of work stress to jobsatisfaction while ac- counting for the potential influence of negative affectivity. Design. A cross-sectional research design using survey data collected from two conve- nience
Katherine T. McCalister; Christyn L. Dolbier; Judith A. Webster; Mark W. Mallon; Mary A. Steinhardt
|This document contains three papers from a symposium on increasing jobsatisfaction that was conducted as part of a conference on human resource development (HRD). "A Systematic Model of Job Design by Examining the Organizational Factors Affecting Satisfaction" (Zhichao Cheng, Danyang Yang, Fenglou Liu) reports on a project in which multiple…
|This study attempted to explore Turkish headteachers' and teachers' burnout and jobsatisfaction relating to work status, gender and years work-experiences. The purpose of this study is to find out whether there is difference between headteachers' and teachers' burnout and jobsatisfaction in terms of work status, gender and years…
Recent years, nonstandard employment has been coming an important method for organization to increase its flexible ability. The new employment relationship has lead to new employee working attitude. The jobsatisfaction is one of basic and vital index. However nonstandard employing workers is a huge extension group, different nonstandard employing workers have different feature, and have different jobsatisfaction. This
Purpose – The aim of this study is to identify the factors affecting jobsatisfaction in the UAE. Specifically, the study seeks to examine the relative effects of demographic and environmental factors on jobsatisfaction among Dubai police employees. Design\\/methodology\\/approach – A scale development process was used. The first stage was a review of the literature on the determinants of
This study investigates the relationship between aggregate jobsatisfaction and organizational innovation. In a sample of manufacturing companies, data were gathered from 3717 employees in 28 UK manufacturing organizations about their jobsatisfaction and aggregated to the organizational level. Data on innovation in technology\\/processes were gathered from multiple respondents in the same organizations 24 months later. The results revealed that
Helen J. Shipton; Michael A. West; Carole L. Parkes; Jeremy F. Dawson; Malcolm G. Patterson
The concept of internal marketing employed in the service sector is crucial to excellent service provision and successful external marketing. This study conducts an empirical investigation into the non-life insurance industry in Taiwan, exploring the correlation between internal marketing, organisational culture, jobsatisfaction, and organisational performance in Taiwan. Results show significant correlations among internal marketing, organisational culture, jobsatisfaction, and
Although popular management wisdom has suggested that telecommuting enhances jobsatisfaction, research has found both positive and negative relationships. In this study, the authors attempt to resolve these inconsistent findings by hypothesizing a curvilinear, inverted U-shaped relationship between the extent of telecommuting and jobsatisfaction. Using hierarchical regression analysis on a sample of 321 professional-level employees, their findings suggest a
This study tested a model in which empowerment was hypothesised to mediate the relationship between psychological climate and jobsatisfaction. Individual levels of negative affectivity were controlled for. The sample consisted of 174 customer service employees (59% female and 39% male). Support was found for a model in which empowerment mediated the relationship between climate and jobsatisfaction, the dimensions
The purpose of this study is to address the gaps in the literature and compare the jobsatisfaction between school leavers and college graduates. Specifically, the proposed study sought to expand the existing, yet limited research exploring jobsatisfaction between school-leavers and college graduates. In this study, the comparison includes these…
|This study applies Kalleberg's framework to better understand the effects of diverse demographic faculty characteristics on dimensions of jobsatisfaction. We also extend his work and the work of others to explore the contextual effects of academic disciplines on faculty jobsatisfaction. We find that women are consistently less satisfied than…
The purpose of this study was to investigate the level of self-reported jobsatisfaction and motivation among teachers in the Bahamas and Jamaica. A total of 168 Bahamian (n = 75) and Jamaican (n = 93) teachers completed the Teacher Motivation and JobSatisfaction Survey. Overall results indicate that teachers in the Bahamas reported higher levels…
This study attempted to explore Turkish headteachers' and teachers' burnout and jobsatisfaction relating to work status, gender and years work-experiences. The purpose of this study is to find out whether there is difference between headteachers' and teachers' burnout and jobsatisfaction in terms of work status, gender and years…
The study was to investigate the generalizability of perceived organizational support and jobsatisfaction as positive correlations of employee performance in China. In a study conducted, 130 matched cases of 130 employees and their 34 immediate supervisors from two large-scale state-owned enterprises were selected as participants. Standardized psychological scales measuring POS, jobsatisfaction, four facets of OCB were administered. Data
Objectives: To estimate the prevalence of burnout and the level of jobsatisfaction among New Zealand psychiatrists, and to ascertain relationships between socio-demographic variables, jobsatisfaction and burnout in the target population.Method: In phase one of the study a postal survey was mailed out to every practising psychiatrist on record as well as all doctors working in psychiatry without specialist
Shailesh Kumar; Jesse Fischer; Elizabeth Robinson; Simon Hatcher; R. N. Bhagat
This study examines the relationship between jobsatisfaction, positive affectivity, negative affectivity, distributive justice, and work group cohesion in China. All the survey instruments used in this study are well established multi-item scales that have been validated in English speaking populations. The statistical analysis shows that distributive justice, work group cohesion and positive affectivity are positively related to jobsatisfaction.
|Previous behavioral genetic studies have found that jobsatisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with jobsatisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR…
Empirical work over the years has clearly established the significant role of jobsatisfaction in predicting turnover. Car- sten and Spector (1987), in a meta-analysis of 47 studies, esti- mated a corrected correlation between jobsatisfaction and turn- over of-.26 (the 95% confidence interval did not include 0). Because sampling error accounted for only 21 % of the variance in
This study investigated the relationship. between perceived influence in decision making and jobsatisfaction with a sample of 192 assembly line employees at an Adelaide food factory. It also examined the way in which the influence-jobsatisfaction relationship was moderated by desired influence, need for control and need for participation. New scales were developed for measuring influence and desired influence
BACKGROUND: Jobsatisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with jobsatisfaction and dissatisfaction for nursing home workers. METHODS: In this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides) to
This study empirically tests Locke's theory that the importance of a jobsatisfaction factor to an individual is already reflected in the individual's responses to the specific questions, Responses from a jobsatisfaction survey carried out by a large Canadian company were analyzed using a second generation causal modeling technique, Partial Least Squares. The results supported Locke's theory in that
This study examined the relationship between teachers' jobsatisfaction levels and their perceptions of the merit of imposed performance appraisals. This research sought to determine if aspects of the performance appraisal process were related to jobsatisfaction or dissatisfaction.^ The study was limited to elementary, middle\\/junior high, and high school teachers in three suburban school districts in one county. School
This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall jobsatisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with jobsatisfaction were ?.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for
The study described here was designed to investigate the propensity of division chairpersons to leave a community college, the levels of satisfaction they feel with their jobs, and their perceptions of role conflict and ambiguity. The researchers used a jobsatisfaction scale, a propensity-to-leave index, and a role perception questionnaire to collect data from 279 division chairs at community colleges.
Many argue that increased employee involvement in manufacturing is central to lean production. Increasing the responsibilities and abilities of front-line workers has been labeled empowerment. Such empowerment is said to increase jobsatisfaction. Yet, there is surprisingly little qualitative research directly addressing the relationship between participatory work arrangements and jobsatisfaction, and the quantitative evidence is much less clear than
|The paper investigates the association between individual characteristics and teacher jobsatisfaction in secondary education in Cyprus. It focuses on two individual characteristics commonly linked to jobsatisfaction in the literature, namely, gender and years of experience. A short version of a questionnaire previously employed by Dinham and…
Menon, Maria Eliophotou; Athanasoula-Reppa, Anastasia
This thesis investigated the relationship between jobsatisfaction and gender by examining factors considered to be determinants of jobsatisfaction among junior U.S. Air Force officers. The data used in this research were from the 1985 DoD Survey of Offi...
|We studied the development of teacher-student relationships and teachers' jobsatisfaction throughout the careers of four veteran teachers who retained high jobsatisfaction. Teacher data gathered with the narrative-biographical method were compared with students' perceptions of the teacher-student relationships, using the Questionnaire on…
Veldman, Ietje; van Tartwijk, Jan; Brekelmans, Mieke; Wubbels, Theo
|The central aim of the present study was to examine the levels of jobsatisfaction among accounting and finance academics in Irish higher education institutions. Additionally, this research sought to uncover the factors linked to the overall jobsatisfaction of these teachers. The findings showed that while, participants were generally satisfied…