Managers’ work context-related unwell-being: A study on the largest businesses in Turkey

The main purposes of this study are to examine the effects of transformational leadership on job attitude (such as job satisfaction and job alienation) of organizational members and the mediating effect of affect(that is, positive affect and negative affect) on transformational leadership and job attitude (specifically, job satisfaction, job alienation). For this study, the sample consisted of 533 civil servants and used AMOS 19.0 statistical package in analysis. The results of analysis are as follows. First, there is a positive effect of transformational leadership on positive affect and a negative effect on negative affect. Second, there is a positive effect of transformational leadership to job satisfaction and a negative effect to job alienation. Third, there is a positive effect of positive affect on job satisfaction and a negative effect on job alienation. There is a negative effect of negative affect on job satisfaction and a positive effect on job alienation. Last, there is a mediating effect of affect (e.g. positive affect, negative affect) between transformational leadership and job attitude (e.g. job satisfaction, job alienation) of organizational members. These study results imply that transformational leadership can heighten positive affect and improve the job attitude of organizational members. Based on these study results, we suggested the need for further discussion amidst research limitations for effective human resource management.

The discrepancy between measures of preferred and actual participation in decision making was used as a measure of ecological dissonance for an organization and then used to assess its relationship to job satisfaction, job involvement, job alienation, and job formalization. Questionnaires were administered to 143 faculty and staff members of Mississippi State University. Correlational analyses indicated mild relationships between the measures of ecological dissonance and job satisfaction, job involvement, job alienation, and job formalization, thus providing support for ecological dissonance theory (see Miller, Topping, & Wells-Parker, 1989). It was concluded that ecological dissonance in participation in decision making was a predictor of workers’ job satisfaction, job involvement, job alienation, and job formalization.

The purpose of this study is to examine the perceptions of sales agent representatives’ service cannibalization and its possible outcomes (effort, job satisfaction, job performance and job alienation) resulting from ICT especially internet adoption as an alternative distributional channel in tourism industry. In addition, causal relationships between these possible outcomes have been tried to be revealed. According to field studies carried out in 2016 with 387 group A sales representatives working in travel agencies that are members of TÜRSAB located in the European side of Istanbul, it was determined that the relational capital levels of the sales representatives were relatively low while the service cannibalization perceptions reached a moderate result. A regression analysis was conducted to test hypotheses established in the theoretical and framework of the research. Service cannibalization has been identified as a predictor of effort, job satisfaction, job performance and job alienation. Another result reached through the study is that the level of relational capital as a partial mediator between sales agent’s service cannibalization perception and its outcomes. At the end of the work, various suggestions were made to Travel Agencies.

The purpose of this study is to examine the perceptions of sales agent representatives’ service cannibalization and its possible outcomes (effort, job satisfaction, job performance and job alienation) resulting from ICT especially internet adoption as an alternative distributional channel in tourism industry. In addition, causal relationships between these possible outcomes have been tried to be revealed. According to field studies carried out in 2016 with 387 group A sales representatives working in travel agencies that are members of TÜRSAB located in the European side of Istanbul, it was determined that the relational capital levels of the sales representatives were relatively low while the service cannibalization perceptions reached a moderate result. A regression analysis was conducted to test hypotheses established in the theoretical and framework of the research. Service cannibalization has been identified as a predictor of effort, job satisfaction, job performance and job alienation. Another result reached through the study is that the level of relational capital as a partial mediator between sales agent’s service cannibalization perception and its outcomes. At the end of the work, various suggestions were made to Travel Agencies.

Background and Study Aim. It is increasingly important to know the influence of age characteristics on the development of motor skills necessary for gymnastics. Currently, this influence is taken into consideration in the training of young female gymnasts. This study aims to determine the anthropometric indices impact on static and dynamic balance parameters in young female gymnasts. Material and Methods. A group of 24 young gymnasts, from the Arad Municipal Sports Club of Romania, participated in this study. The athletes, aged 6-10 years, were divided into two groups: G1 (6-8 years, n=17) and G2 (9-10 years, n=7). Anthropometric indices were measured by means of Tanita scale. The following indices were monitored: Height (cm), Weight (kg), FATP (%), FATM (kg), FFM (kg), BMI (kg/m2). Balance was evaluated with the Sensamove MiniBoard platform. There were used tests as follows: Static Bipedal Balance (SBB), Lateral Bipedal Balance (LBB) and Vertical Bipedal Balance (VBB). Measured parameters: performance (%); front and back inside (LBB, %); left and right inside (VBB, %); front and back avg. deviation (grade); left and right avg. deviation (degrees). The influence of anthropometric indices on balance parameters was determined using Pearson correlation coefficient. Results. The comparative analysis between groups highlights: average age; relation between weight and height; values of body composition indices. The comparative analysis shows better performances by 2.23% in G1 at SBB and values smaller by 0.35 degrees at average vertical deviations. LBB has better performances in G1 by 10.05% and higher values by 1.79% at keeping inside the vertical space. There is a smaller difference between Confidence Limit of Mean (CLM). As for VBB, the performances are better by 0.41% in G2, keeping inside the space to the left in G1 and to the right in G2. The correlation analysis regarding SB reveals 20% strong connections, 83.3% positive connections with performance and 45.8% negative ones with average deviations in G1. The following were noticed in G2: lack of strong connections, 33.3% positive connections and 25% negative influences. In terms of LBB, G1 has no strong connections, but it has 72.2% positive connections and 45.8% negative connections. G2 is characterized as follows: 7.1% strong connections, absence of positive connections, 75% - negative connections. VBB presents the following values in G1: 28.6% - strong connections and 45.8% - negative connections. G2 has 9.5% - strong connections, 94.4% - positive connections and 75% - negative ones. Conclusions. By determining the anthropometric indices, the age characteristics of female gymnasts were highlighted. The comparative analysis results of balance parameters reveal better performances and lower values at the average vertical and lateral deviations. Comparing the relationships between anthropometric indices and balance parameters reveals strong connections. It also shows the weight of positive and negative connections with performance, keeping inside the space and value of average deviations. These data can serve as methodological recommendations in future studies.

Research investigating the relationship between family and work domains, according to a reductionist approach, has traditionally focused on the negative aspects of the work-family relationship. However, over the past 15 years a number of studies have also focused on the positive aspects of family and work relationships and on the interactions between the work-family interface and outcomes such as job and life satisfaction. These research studies have made it possible to capture different facets of the relationship between family and working life, and to clarify the specific nature of these interactions. In the present study, we tested a model that included positive and negative interactions between work and family as predictors of job and life satisfaction. We also examined the role of some of the potential moderators (work engagement, organizational and family support) of these relationships, using a sample of 427 Italian employees working in public administration. In our analysis, we first tested the factorial structure of the work-family interface measure (Kinnunen et al. Scandinavian Journal of Psychology, 47, 149–162 2006). Factor analysis confirmed a four-factor model: negative work-to-family interface, negative family-to-work interface, positive work-to-family interface, and positive family-to-work interface. Secondly, we analyzed the relationship between the work-family interface, job satisfaction and life satisfaction. Path analysis showed that the factors involved in the work-family interface influenced directly and indirectly life satisfaction, job satisfaction and work engagement. This analysis also showed that work engagement had a direct strong effect on job satisfaction and a direct weaker effect on life satisfaction. This pattern of findings is consistent with a causal sequence in which the work-family interface (WIF) and family-work interface (FIW) can increase or reduce a satisfaction-specific domain. Our results highlight the importance of using a theoretical and empirical model that integrates and focuses on both the positive and negative aspects of the work-family relationship. Moreover, this pattern demonstrates the potential consequences of this influence on employees’ working life and general well-being.

This study examines the effects of selected individual characteristics on state-owned and private Iranian banks employee performance and job satisfaction. Specifically, the study examines effect of efficiency, job type and gender on job satisfaction; and the effects of performance and job satisfaction on intention to leave. The study uses a sample of state-owned and private banks employees in Tehran. In this study using the job diagnostic survey standard questionnaire (JDS) for estimate job characteristics and using the Corman alienation questionnaire for estimate the alienation in state-owned and private Iranian banks employees. The hypothesized relationships are tested using T test analysis, ANOVA, Correlation coefficient and Regression Analysis. The implications of the findings and avenues for future research are delineated in the study.

인적자본에 대한 국가와 기업의 관심이 높아지고 개인의 행복한 삶에 대한 연구가 늘어나면서, 최근 조직 구성원의 긍정심리자본에 대한 연구와 논의가 활발해지고 있다. 그러나 긍정심리자본에 관한 이전의 연구들은 주로 긍정심리자본과 조직의 유효성과의 직접적 영향관계에 주안점을 두고 있을 뿐, 긍정심리자본과 조직유효성의 관계에 영향을 미치는 요인들에 대한 탐색은...

Purpose– Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction.Design/methodology/approach– The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations.Findings– The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts.Originality/value– The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

PurposeInnovative products usually experience highly unpredictable and variable demand. This is especially valid for the volatile and seasonal toy industry, which produces high obsolete inventory, lost sales and markdown. In such a volatile industry, what supply chain management (SCM) practices are applicable and effective? This study seeks to explore SCM practices, and identify practical and theoretical gaps in toy supply chains.Design/methodology/approachThis article includes a longitudinal and in‐depth case study during the past year in an international toy manufacturer, which includes qualitative semi‐structured interviews and questionnaire with 11 main European toy retailers.FindingsThe study concludes that there are three main SCM practices for toy retailers in terms of ordering behaviours (one‐off, JIT, and mixed model), and one dominated SCM practice for toy manufacturers (traditional mass‐production or push‐models). These low‐responsive practices in the toy supply chain are not caused only by slow knowledge diffusion. SCM know‐how is not yet capable of managing such levels of volatility and seasonality. Therefore, explanations of these theoretical gaps and what new theories are required for such extreme volatility and seasonality are proposed.Originality/valueIt reveals actual SCM practices in a volatile and seasonal supply chain, such that theoretical and practical gaps are identified. Also, it proposes a model to match manufacturing SCM‐practices with retailer SCM‐practices.

Nurses (N = 179; Study 1) and managers (N = 154; Study 2) participated in 2 panel studies examining the relationship among prior commitment (affective and continuance commitment and perceived organizational support), coping strategies, and survivors' attitudes and perceptions during and following downsizing. In Study 1, perceived organizational support was significantly positively related to control-oriented coping, job satisfaction, and intention to remain and negatively related to perceived job insecurity and burnout 2 years later. In Study 2, coping mediated the relationship between the prior commitment variables and job alienation, health symptoms, and burnout following the downsizing. Control-oriented coping was associated with elevated levels of health symptoms and burnout following the downsizing, suggesting that control-oriented coping may have positive effects in the short term but potentially harmful effects in the long term.

Perceptions of service cannibalisation: The moderating effect of the type of travel agency

Alienation from work in corporate life in educational management is a concept used to describe immoral behaviors such as humiliation, harassment, isolation, prevention and ridicule that are systematically applied by superiors, subordinates and employees of equal status to an employee who is selected as a target in the corporate space. Alienation from work, which can appear in all organizations and in all countries regardless of all kinds of differences in business life, is a workplace problem that can happen to every employee. The consequences of alienation from work in educational management institutions in personal, social and financial terms will have intense costs that the entire society will have to bear. Negative consequences such as loss of functional intensity, job dissatisfaction, and a decrease in corporate commitment in educational management appear in people who begin to feel alienated from work in the institution where they work. Key Words: Educational Management, Educational Institutions, Job Alienation

Background: School nursing plays a crucial role in promoting the health and well-being of students in educational settings. Previous research has highlighted its protective effect across various health domains, including substance use, mental health, violence, and sexual health. Despite its importance, the job satisfaction of school nurses and the factors influencing it have been insufficiently addressed in scientific research, underscoring the need to better understand their challenges and barriers. Therefore, the objective of this research is to evaluate the perceived job satisfaction and professional quality of life of school nurses at a national level in Spain. Methods: A descriptive cross-sectional study was conducted using the Font-Roja Job Satisfaction Questionnaire and the CPV-35 Professional Quality of Life Questionnaire. The sample included 553 school nurses from different geographical regions in Spain, selected through school nursing groups and associations. Data were collected from November 2023 to February 2024. Results: The majority of the nurses were women (68%), with a median age of around 40 years and predominantly less than 5 years of work experience (56%). Significant differences were observed in job satisfaction and professional quality of life depending on the employing entity (healthcare and educational settings). Factors such as workload, institutional support, and work experience influenced the perception of job satisfaction. Conclusions: We affirm that this study, being one of the first of its kind at a national level in Spain, highlights the need to develop effective strategies to improve the job satisfaction and professional quality of life of school nurses. School nurses in Spain present a moderately high level of job satisfaction, although there are significant differences in factors such as status and job monotony depending on the sector of employment (Healthcare, Education, Others). Nurses in educational contexts report lower levels of job satisfaction, influenced by the nature of the work, interpersonal relationships, opportunities for professional development, and institutional support. Additionally, work experience impacts satisfaction, being more positive for nurses with greater experience. We also affirm that the professional quality of life of school nurses is homogeneous, with an average score of 6.000 on the CPV-35. Although professional competence is uniformly perceived, work pressure is a common concern. Working more than 37.5 hours per week is associated with higher professional quality of life, although also with lower job satisfaction. Only half of the schools have a school nurse, highlighting the need for policies that ensure equity in service provision. There is also a recognized need for health training for teachers, which could improve support for nurses and student health. Active interaction with the educational community reinforces the integral role of school nurses and emphasizes the importance of the socioeconomic context in interventions and resource allocation. Keywords: School nursing, job satisfaction, professional quality of life, work factors, educational settings.

Notice of Violation of IEEE Publication Principles<br><br>"Impact of TQM on Employees' Job Satisfaction in Indian Software Industry"<br>by Ankur Jain<br>in the Proceedings of the 2010 International Conference on e-Education, e-Business, e-Management and e-Learning (IC4E '10), Jan. 2010, pp. 378-382<br><br>After careful and considered review of the content and authorship of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE's Publication Principles.<br><br>This paper contains significant portions of original text from the paper cited below. The original text was copied without attribution (including appropriate references to the original author(s) and/or paper title) and without permission.<br><br>Due to the nature of this violation, reasonable effort should be made to remove all past references to this paper, and future references should be made to the following article:<br><br>"Does TQM Influence Employees" Job Satisfaction? An Empirical Case Analysis,"<br>by Keng Boon Ooi, Nooh Abu Bakar, Veeri Arumugam, Lorraine Vellapan and Alex Kim Yin Loke<br>in the Proceedings of the International Journal of Quality & Reliability Management, vol 24, no. 1, Emerald Publishing, 2007, pp. 1720-1724<br><br> <br/> Purpose – This paper seeks to examine employees’ perceptions of TQM practices and its impact on job satisfaction in Indian software industry. Methodology – Original research using self-completed questionnaires, distributed to software developers having more than 2 years of experience. The study sample consisted of 300 employees, resulting in a response rate of 76.67 percent. Data were analyzed by correlation and multiple regression analysis. Findings – The results showed that Employee empowerment, team work & cooperation, organizational culture and communication are positively associated with employees’ job satisfaction. It is also found that, where teamwork was perceived as a dominant TQM practice, improvements in job satisfaction levels were significant. Further, the result of the multiple regression analysis supports the proposed model. Originality/value – The findings make a significant contribution in the implementation of TQM practices in software industry. It also tracks the extent of TQM effects on job satisfaction.