Relationship Of Job Satisfaction Research Articles

Moderating Affect of Workplace Spirituality on the Relationship of Job Overload and Job Satisfaction

With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of workplace spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload. The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then, as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction.

A survey on training and satisfaction of staff working at community health-care service centers employing appropriate techniques on a trial basis in east and west China

Objective A cross-sectional survey was conducted to investigate difference in job-related satisfaction indexes among staff working at community health-care service centers ( CHSC ) employing appropriate techniques on a trial basis between east and west areas of China. Methods In total, 339 staff members working at CHSC employing appropriate techniques on a trial basis, including good practice of community medical records management for hypertension , good practice of community case management for type 2 diabetes , good practice of community case management for , etc. , were recruited for questionnaire survey from Tianjin, Jinan and Shenzhen of east China and Chengdu and Chongqing in westChina by cluster sampling. Their demographic information, training for appropriate techniques and job-related satisfaction were collected. Results There was a significant difference in proportion of CHSC staff who receiving training for tuberculosis management launched by local government between west and east areas (34. 8% vs. 41. 4% , P <0. 05). There also was significant difference in satisfaction with the support from the superior sectors of government between west and east areas ( 59. 6% vs. 52. 0% , P = 0. 022 ) . Satisfaction towards income ranked the highest, and that towards work environment the lowest among the staff either in west or east areas. Conclusions Proportion of CHSC staff receiving training for tuberculosis and satisfaction with the support from superior sectors of government vary with communities in east and west areas employing appropriate techniques on a trial basis, and work condition of CHSC should be improved further. Key words: Community health services; Community health planning; Questionnaires

The relationship of job satisfaction and leisure satisfaction to life satisfaction

The purpose of this study were to examine the relationship between job satisfaction and life satisfaction, the relationship between leisure satisfaction and life satisfaction, the influence of job satisfaction and leisure satisfaction to life satisfaction, and the relationship between job satisfaction and leisure satisfaction. The data were gathered from 611 employees who are working in various organizations in Korea. Life satisfaction was measured with satisfaction with life and psychological well-being. Convergent validity of life satisfaction scale was identified with satisfaction with life scale and psychological well-being scale. Job satisfaction and leisure satisfaction were found to be significant positive predictors of life satisfaction. Regression analyses indicated that job satisfaction was the better predictor of life satisfaction, but leisure satisfaction added significantly to the prediction. Correlation between job satisfaction and leisure satisfaction was significant. Finally, the implications and limitations of this studty, and the directions for future research were discussed.

The work–family interface in Korea: can family life enrich work life?

Using data obtained from 363 Korean civil servants, we examine the mechanism of family-to-work enrichment. Although individualistic Western work–family literature predicts that resources from the family role, both instrumental and affective, will improve the work role by mitigating the negative job stress–job satisfaction relationship, data from collectivistic Korean society show an unexpected opposite effect – an accentuating, not a mitigating moderating effect. Family resources – especially affective resources – may function as an additional work stressor rather than enrich the work role under collectivists' weak identity separation between work and family roles. This study thus reveals the cultural biases in the extant Western work–family literature by showing that the cultural variance in role identity separation/integration may underlie the mechanism of family-to-work enrichment.

Job Resourcefulness as a Moderator of the Work-Family Conflict — Job Satisfaction Relationship: A Study of Hotel Employees in Nigeria

The purpose of this study was to investigate job resourcefulness as a moderator of the effects of work-family conflict and family-work conflict on job satisfaction. Data were collected from a sample of frontline hotel employees in Abuja, the capital city of Nigeria. Hierarchical multiple regression analysis was employed to test the aforementioned relationships. Results demonstrated that the detrimental impacts of work-family conflict and family-work conflict on job satisfaction were weaker among frontline employees with higher job resourcefulness. Implications of the findings and directions for future research are offered.

Analysing The Impact Of Mentoring On Job Burnout- Job Satisfaction Relationship: An Empirical Study On Indian Managers

The purpose of the study is to explore the relationship between job Burnout and job Satisfaction as moderated by Mentoring. The present study was done on a sample of 300 Managers belonging to Private Sector Organizations of Delhi and MP States. Variables in the study were assessed using three validated Instruments. Descriptive statistics, Factor Analysis, Pearson Product Moment Correlation and Hierarchical regression analysis was used to analyze the data. It was found that job Burnout was negatively related to job Satisfaction and Mentoring moderated the job Burnout and job Satisfaction relationship. Talent management is critical for India to maintain its economic growth and competitive advantage and in order to address the talent gap, it is essential for the Organisations to strengthen their Mentoring policy. This is expected to lead to low Job Burnout and more job satisfaction. Understanding of the relationship between these variables helps the organisations to conduct appropriate training programmes to actively manage their Human Capital.

Associations between dopamine and serotonin genes and job satisfaction: Preliminary evidence from the Add Health Study.

Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between these 2 genes and job satisfaction. The study represents an initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior.

A Tribute to Pauline (Polly) Cerasoli: 1939-2011

Presented at the 14th Annual Pauline Cerasoli Lecture at the American Physical Therapy Association's Combined Sections Meeting in February 2011 At the 14th Annual Pauline Cerasoli lecture this past February, I was given the honor to say a few words about my friend and colleague Polly Cerasoli. I think most of you know that this annual event was initiated in 1997 as a tribute to Polly, whose life was interrupted and tragically cut short by an act of violence over 15 years ago. Polly finally succumbed to her injuries this past fall and now is finally at peace. Many of you never knew Polly personally, although you have read about her professional legacy in the publicity surrounding this annual lecture. In this tribute, I am going to share the more humanistic attributes of Polly and share some highlights of Pollys professional career that are a part of her legacy to her beloved profession. (Just for the record, Polly is also remembered as being the loving "Auntie Mame" to her nieces and nephews and a loving family member.) I sincerely believe that Polly would also like to be remembered as a dedicated professional who made major contributions to the profession of physical therapy. Polly was passionate about advancing the profession of physical therapy and was a risk taker. Polly believed in teamwork, interdisciplinary education, and the development of leadership skills in health professionals. She was never afraid to move forward as an individual or as an advocate for the profession. Although change used to make her nervous and somewhat uncomfortable, Polly would overcome her discomfort if she believed in a new idea. She often did this with a glass of wine with her close friends and lots of chatting (and yes, venting). Polly just loved to laugh! What Was Her Career Path? Polly began her academic career at Northeastern University. During her long tenure from 1967-1981, she served in a variety of roles including therapeutic exercise expert (she just loved PNF!), academic coordinator of clinical education, and acting chair of the Department of Physical Therapy. In 1981, she was recruited to Massachusetts General Hospital (MGH) where she served as the director of rehabilitation services and physical therapy. I really got to know Polly at MGH, especially as we planned the graduate program in physical therapy at the MGH Institute of Health Professions where she was an associate professor. Then, in 1988, the Vermonter headed west to become assistant dean of Allied Health and the director of the Physical Therapy Program at the University of Colorado. Polly brought her New England sensibilities and energy to Denver where she found a new home and loved leading the department. She was in that position when she was injured. So that sums up where she worked, and now I will share some of her spectacular accomplishments. There are so many stories that I could tell you about Polly, but since this is a professional tribute, I decided to focus on her leadership legacy. My friend and colleague, Colleen Kigin, was the second Cerasoli lecturer and she, too, was a good friend of Pollys. Colleens talk focused on leadership, and she talked about the five "Cs: Commitment, Caring/Mentoring, Collaboration, Comfort with change, and Comfort with self.1 With Colleens permission, I have cited examples of Polly s leadership in each of these categories. These are just a snapshot of her numerous professional accomplishments. Commitment In 1987, Polly received her doctorate in education degree from Northeastern University. Her dissertation was titled "The Relationship of Leadership Style and Job Satisfaction in Physical Therapy Clinicians." Her commitment to excellence and professionalism was clear as she completed her education while working fulltime and serving on many APTA leadership committees. Pollys doctorate in education program was interdisciplinary, and her fellow classmates included health professionals in occupational therapy, nursing, dietetics, and social work. …

School Environment and Locus of Control in Relation to Job Satisfaction among School Teachers – A Study from Indian Perspective

The purpose of this study is to explore different patterns of relationship of job satisfaction with school environment and locus of control in different groups of school teachers selected from different school of Kolkata, India. Another objective is to see whether there any demographic variable which play any role on the job satisfaction of the teachers. 160 data were collected from the school teachers of Kolkata, using Revised School-Level Environment Questionnaire, Rotter Locus of control scale and Teacher job satisfaction questionnaire. Results showed that job satisfaction is significantly correlated with different domains of school environment and locus of control. Stepwise regression analysis indicated that job satisfaction can be significantly predicted by locus of control and maximum domains of school environment. This study highlighted a vital impact of school environment and locus of control on job satisfaction.

The relationship of engagement, job satisfaction and turnover intentions

AbstractThe current study explored engagement as a predictor of job satisfaction and turnover intentions controlling for burnout. A survey was administered to 227 students employed at least part‐time. Sequential regression was performed to explore whether engagement predicted job satisfaction and turnover intentions controlling for burnout. Results indicated that engagement was a significant predictor of job satisfaction and turnover intentions controlling for burnout. The current study is the first study to explore engagement's role in predicting job satisfaction and turnover intentions controlling for more traditional predictors. The study addresses concerns about the importance of the engagement construct in the literature. Copyright © 2010 John Wiley &amp; Sons, Ltd.

Balancing work and family through social support among working women in Pakistan

Work-family balance (WFB) is considered as one of the most important issues in organizational studies. The current study examines the relationship of social support (SS), employee performance (EP) and job satisfaction (JS) with work-family balance of working women in Pakistan. Based on cross - sectional data, out of 315 distributed questionnaires, 150 women working in different public and private sector organizations responded to the questionnaire, thereby resulting in a 47.6% response rate. The work-family balance through social support is a new concept, and as such, little evidence is available in the literature. The study aims to provide empirical grounds for the said relationship in a developing country. Independent sample t – test, Pearson’s correlation and multiple regression analysis were used to analyze the data. The study confirms that social support is moderately related to employee performance and job satisfaction and is strongly related to work family balance, whereas employee performance is moderately related to job satisfaction and has weak relationship with work family balance. The multiple regression analysis shows that social support and job satisfaction have a significant strong positive relationship with work family balance, whereas employee performance has a highly significant moderate relationship with work family balance of working women. Significant differences were found among the public and private sector working women with respect to social support, job satisfaction and work family balance. The relationships of independent variables such as social support, well performance at work and job satisfaction are contributors of work-family balance. However, the results are compared and discussed in the light of previous studies. Key words: Work-family balance, social support, job satisfaction, employee performance, working women, Pakistan.

The moderating effect of collectivistic orientation in psychological empowerment and job satisfaction relationship

This study examines the moderating effect of collectivistic value on the relationship between psychological empowerment and job satisfaction. Specifically, we propose that the multi-dimensional psychological effects of empowerment (i.e., meaning, competence, self-determination, and impact) on job satisfaction differ between high and low collectivistic employees. Data collected from hotel employees in Canada ( n = 193) and China ( n = 371) revealed that collectivistic orientation elevated (attenuated) the effect of self-determination (impact) on job satisfaction. However, no significant results were found with respect to meaning and competence. Research and practical implications for the findings as well as directions for future research are suggested.

The Relationship of Management Style and Job Satisfaction among PE Teachers

The Relationship of Management Style and Job Satisfaction among PE TeachersThe present study was conducted with the purpose of determining the relationship between management style of physical education responsibilities with job satisfaction of sport teachers and determination of the relationship between transformational and transactional leadership of physical education authorities with job satisfaction of sport instructors.After recognition of relationships between management style and leadership with job satisfaction, a step is taken towards recognition of effective factors for improvement of organization; therefore, such research is considered as optimized and appropriate solutions for recognition of the management and organization's problems and difficulties, for presenting guidance.This study is based on the opinions of 181 male and female physical education teachers from five districts of the education and instruction department of Esfahan, in which the type of management style of physical education authorities of all five districts of education and instruction of Esfahan and job-satisfaction of the teacher were evaluated through two questionnaires, the confidentiality of which was computed via Cronbach's alpha-coefficient.Results of the study showed that the relationship between management style and leadership of physical education authorities and sport teachers' job-satisfaction with P&lt;0.01 level has been positive and significant. Also, the relationship between transformational and transactional management style of physical education authorities and job-satisfaction of teachers with p&lt;0.01 level has been positive and significant too. Amongst other results of this study with regard to e.g. sex, age, marital status, field of education, educational degree, and previous work-record of P.E teachers and their job-satisfaction, the relationship for those with p&lt;0.01 level has not been significant.

노인체육지도자의 감정노동과 직무애착도 및 직무만족의 관계

노인체육지도자의 감정노동과 직무애착도 및 직무만족의 관계

The Moderating Role of Personality Variables on Role Stressor - Job Satisfaction Relationship

The present study was designed to determine whether need motivation, locus of control and self efficacy influence the relationship between role stressors and job satisfaction relationship. The basic premise is that there will be significant differences in the nature and magnitude of the moderating effect of these variables across the career stages. Results of moderated multiple regression analysis on data gathered from the Indian Administrative Service(IAS), Tamil Nadu Cadre revealed that the nature and the magnitude of the moderating effect varied across early, mid and late career stages

Relationship of job satisfaction with perceived organizational support and quality of care among South Korean nurses: A questionnaire survey

Background The International Hospital Outcomes Study found that organizational/managerial support for nursing has a pronounced effect on nurses’ job dissatisfaction, burnout and quality of care. However, these findings have not been validated in non-Western countries using the same study method and instrument. Objectives The objectives of this study were to: (a) examine associations between job satisfaction and burnout, organizational support and quality of care reported by South Korean nurses, (b) identify the best predictors of job satisfaction among South Korean nurses through multivariate modeling and (c) compare findings of this study with those from the International Hospital Outcomes Study. Research method This replication study used a cross-sectional survey design. The Pennsylvania Registered Nurse Survey used in the International Hospital Outcomes Study (IHOS) was administered to 496 registered nurses working at 23 acute hospitals in South Korea. A statistical model of job satisfaction was developed using logistic regression. Results Job dissatisfaction was positively correlated to total burnout scores ( r = .42, p < .001) and lack of organizational support ( r = .36, p < .001). Multivariate analysis found that job satisfaction was significantly associated at the level of 0.05 with total burnout scores, amount of organizational support and satisfaction with nurse identity, with odds ratios of .92 ( p < .001), 1.04 ( p < .01) and 11.93 ( p < .001), respectively. Korean nurses reported low quality of care in their practice setting and were less confident in their patients’ ability of self-management after discharge. Yet despite a high patient-to-nurse ratio (22 patients per nurse), Korean nurses had a higher job satisfaction rate (68.8%) and lower burnout scores (35.7) than their counterparts in the International Hospital Outcomes Study. Conclusion The high patient-to-nurse ratio allows South Korean nurses to focus on more technical tasks that give less stress and have higher job satisfaction because of it. However, this also leads to the South Korean nurses having less confidence in their patient's ability to take care of themselves upon discharge. South Korean nurses should also be given opportunity to advance themselves professionally and be recognized for their abilities while being given more responsibility for the clinical decision making in their patient's care.

Relationship of Job Satisfaction, Psychological Distress and Stress‐Related Biological Parameters among Healthy Nurses: A Longitudinal Study

To examine the relationship between job satisfaction, psychological distress, psychosocial processes and stress-related biological factors, and to evaluate whether over time changes of work satisfaction could affect the immunological-inflammatory status of workers. One hundred and one nurses were enrolled at the Clinic of Occupational Medicine, Polytechnic University of Marche, Ancona, Italy. Perceived job satisfaction, psychological distress, and social support were assessed every 4 mo over a 1-yr period using 4 self-reported questionnaires. T lymphocytes CD3, CD4(+), CD8(+), CD8(+)-CD57(+), B lymphocyte CD19(+), NK cells CD56(+), and NK cell activity were determined. Job satisfaction was associated with reduced psychological distress and was characterized by low cell numbers of CD8(+) suppressor T cells, CD8(+)-CD57(+) activated T cells, CD56(+) NK cells and low IL-6 levels. Over time changes in psychological parameters were related to changes in the immunological-inflammatory variables. Subjects who increased their job satisfaction showed a reduced psychological stress associated with reduced number of CD8(+)-CD57(+) activated T cells and inflammatory cytokines. Job (dis)satisfaction is related with psychological mechanisms in stress affecting cellular immune function.

A Study on the Job Satisfaction and Organizational Commitment among Perioperative Nurses

Purpose: This study was done to examine the relationship of job satisfaction and organizational commitment of perioperative nurses. Method: The subjects of this study were 500 perioperative nurses from 11 hospitals. The data were collected by self-reporting questionnaires from Sep. 19 to Sep. 27, 2009. Results: There was statistically significant relationship among the five variables. The analyses of covariance of these five variables revealed overall significant (p

Salespersons' self‐monitoring: Direct, indirect, and moderating effects on salespersons' organizational citizenship behavior

AbstractResearch into self‐monitoring (SM) confirms that people differ when it comes to how much they observe, regulate, and control themselves in certain social settings and interpersonal relationships. Research also shows that high self‐monitors, as opposed to low self‐monitors, perform better in boundary‐spanning positions that require good communication skills. Therefore, it is a matter of interest to analyze the effects of SM on salespeople's behavior, and on organizational citizenship behavior (OCB) in particular. It has been proven that this behavior affects the performance of organizations and influences supervisors' evaluations of subordinates. Although a number of studies examine the antecedents of OCB, certain relationships have yet to be looked at. This study proposes and tests a model stating that salespersons' OCB is determined by salespersons' SM, with this relationship being mediated by salespersons' person–organization (PO) fit and job satisfaction. This study also analyzes the moderating effect of salespersons' SM on PO fit to job satisfaction relationships, as well as on job satisfaction to OCB relationships. Data collected from 122 supervisor–salesperson dyads in 35 companies across 9 different sectors confirm the proposed model. In fact, the results show that SM, both directly and indirectly, has a positive effect on OCB due to the way in which it influences salespersons' PO fit and job satisfaction. The results also confirm the moderating role of SM in the relationships between job satisfaction and OCB, and between PO fit and job satisfaction. Certain implications of this study, as well as directions for future research, are also addressed. © 2009 Wiley Periodicals, Inc.

Work–family Conflict and Job Satisfaction Relationship: The Roles of Gender and Interpretive Habits

This study examined the effects of gender and interpretive habits on the relationship between work–family conflict (WFC) and job satisfaction. The results of the analysis of the data collected from 286 academic personnel suggest that interpretive habits moderate the relationship between WFC and job satisfaction such that the negative effect of WFC and job satisfaction is stronger for employees focusing highly on deficiency, with high necessitating, and low skill recognition, referred to as stress‐predisposing interpretive habits. Furthermore, gender was found to have an influence on the role of interpretive habits in the WFC–job satisfaction relationship. Specifically, WFC had a negative association with job satisfaction for stress‐predisposed male employees while no relationship was found between WFC and job satisfaction for men with a low focus on deficiency, low necessitating and high skill recognition namely, stress‐resilient interpretive habits. Moreover, although WFC had a negative association with job satisfaction for female employees, this relationship was even stronger for stress‐resilient females. The implications of the findings and suggestions for future studies are discussed.