Job Satisfaction

Racism is part of the foundation of U.S. society and institutions, yet few studies in community psychology or organizational studies have examined how racism affects organizations. This paper proposes a conceptual framework of institutional racism, which describes how, in spite of professional standards and ethics, racism functions within organizations to adversely affect the quality of services, the organizational climate, and staff job satisfaction and morale. Grounded in systems theory and organizational empowerment, the framework is based on data that describe how racism was made manifest in a county public health department. The findings highlight the importance of understanding how organizations are influenced by external forces and can negatively affect clients, communities, and their own staff members.

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the m...

A review of the literature on franchising has revealed a significant lack of academic research on employee training in franchise systems. Further, most research in this area tended to focus on training for franchises as part of the overall package. This study seeks to address this shortfall of research in this area by investigating the influence of training and development on an employee’s job satisfaction at one of Australia’s fastest growing franchises. This study collected data from 135 frontline staff at one of Australia’s largest bakery retail franchises. The data was gathered by means of a structured questionnaire of which 16 items were devoted to an evaluation of the organisation’s training and development programmes and six items were dedicated to job satisfaction. There are several key findings for this study. First, the effectiveness and efficacy of a training program is dependent on evaluation on training quality, course design and learning experience. Next, employee satisfaction is found to be influenced by work environment, company values and job responsibilities. Findings from this study have important managerial implications for retail franchisors and individual franchisees on how to enhance the job satisfaction of employees by the provision of effective training and development programmes.

Aim.  To examine the relationship between nurse staffing and nurse-rated quality of nursing care and job outcomes.Background.  Nurse staffing has been reported to influence patient and nurse outcomes.Design.  A cross-sectional study with a survey conducted August–October 2007.Methods.  The survey included 1365 nurses from 65 intensive care units in 22 hospitals in Korea. Staffing was measured using two indicators: the number of patients per nurse measured at the unit level and perception of staffing adequacy at the nurse level. Quality of care and job dissatisfaction were measured with a four-point scale and burnout measured by the Maslach Burnout Inventory. Multilevel logistic regression models were used to determine the relationships between staffing and quality of care and job outcomes.Results.  The average patient-to-nurse ratio was 2·8 patients per nurse. A fifth of nurses perceived that there were enough nurses to provide quality care, one third were dissatisfied, half were highly burnt out and a quarter planned to leave in the next year. Nurses were more likely to rate quality of care as high when they cared for two or fewer patients (odds ratio, 3·26; 95% confidence interval, 1·14–9·31) or 2·0–2·5 patients (odds ratio, 2·44; 95% confidence interval, 1·32–4·52), compared with having more than three patients. Perceived adequate staffing was related to a threefold increase (odds ratio, 2·97; 95% confidence interval, 2·22–3·97) in the odds of nurses’ rating high quality and decreases in the odds of dissatisfaction (odds ratio, 0·30; 95% confidence interval, 0·23–0·40), burnout (odds ratio, 0·50; 95% confidence interval, 0·34–0·73) and plan to leave (odds ratio, 0·40; 95% confidence interval, 0·28–0·56).Conclusions.  Nurse staffing was associated with quality of care and job outcomes in the context of Korean intensive care units.Relevance to clinical practice.  Adequate staffing must be assured to achieve better quality of care and job outcomes.

Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers' overall job satisfaction and their satisfaction with pay. Design/methodology/approach – The paper uses British data from two different cross ...

The main purpose of the study was to investigate the relationship of transformational leadership style and job satisfaction of secondary school teachers of district Haripur. The major objective of this study was to examine the styles of leadership adopted by the heads of secondary schools which effect the job satisfaction of secondary school teachers. The design of the study was quantitative correlational research. Population includes the secondary school teachers both from public and private sector. Through Stratified random sampling technique, four hundred (400) teachers were selected as sample. The data was collected with the help of two questionnaires one developed by researcher for leadership style while other was adopted for job satisfaction. Data was analyzed by using correlation coefficient, mean and standard deviation. The results showed that Transformational Leadership was mostly practiced by the principals of secondary school teachers and the study further revealed that Transformational leadership style have the positive and significant relation with the job satisfaction of secondary school teachers of district Haripur. The study revealed that the teachers were mostly satisfied with the job satisfaction facets of Fringe benefits, Operating procedures and nature of work. While in Coworker and Communication dissatisfied, rest of the facets remained ambivalent. Research study recommended efforts on the part of principals and provision of teacher’s friendly policies from competent authorities in order to have satisfied and productive teachers

Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Aim: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. Methods: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.

Recently introduced and conceptualized ethical leadership was examined in one sector of hospitality industry in this study. Scholars believe that by becoming role models in terms of conducting ethical codes of conducts in behaviors and decision making-process, leaders are able to enhance and influence different outcomes in their respective organization. To empirically examining the productive influence of this particular leadership, employee’s behavioral outcomes were investigated. Using 117 data revealed that when leaders are considered to be role models in their respective organizations, their followers tend to be satisfied and committed, in which would result in diminishing their intention to leave the organizations.

Teaching in the 21st century poses many challenges for teachers, and thus, they need to take on more roles in their schools to meet the expectations of students, parents and the school community. In this regard, this study examined the relationship between teachers' self-efficacy beliefs and their job satisfaction. Participants of the study were 489 elementary, middle and high school teachers in the district of Beyoğlu, İstanbul. 295 (61%) of the participants were female and 194 (39%) were male. The average age of the participants was 34. Their teaching experience varied between 1-29 years. The results revealed a significant positive relationship between teacher self-efficacy and job satisfaction, and teacher self-efficacy was found to be a significant predictor of job satisfaction.

The purpose of the study is determine whether communication climate and job satisfaction are independent from one another as perceived by the faculty members of Cavite State University - Naic . Specifically, it seeks answers to the following questions:(1)What is the level of faculty members' communication satisfaction in relation to the following variables, communication, information, relationships, communication channels? (2) What is the level of faculty members' job satisfaction at Cavite State University- Naic? (3) Is communication climate independent from job satisfaction? The researcher used the descriptive research design. Qualitative and quantitative techniques were utilized in this study. The data for this study was gathered through the use of communication satisfaction and job diagnostic survey questionnaires. Results revealed that Job satisfaction and communication climate are not independent. It means that Communication climate is related to job satisfaction, empl...

Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement. The construct employee engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment and Organizational citizenship behaviour. Though it is related to and encompasses these concepts, employee engagement is broader in scope. Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour. Engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement.

This paper proposes a definition and a descriptive model of destructive leadership behaviour. Destructive leadership behaviour is defined as the systematic and repeated behaviour by a leader, supervisor or manager that violates the legitimate interest of the organisation by undermining and/or sabotaging the organisation's goals, tasks, resources, and effectiveness and/or the motivation, well-being or job satisfaction of his/her subordinates. Three categories of such destructive leadership are identified in the proposed model: tyrannical, derailed, and supportive-disloyal leadership behaviour. The model may provide a useful link between the field of leadership and research on bullying, counterproductive behaviour, and aggression at work. The model contributes to a more nuanced concept of destructive leadership showing how destructive leadership behaviours also may have constructive elements.

Performance Appraisal Systems one of the important component of human resource management. This component also plays a very important role in the job satisfaction of employee. It is a system which is used to evaluate the performance of an Employee in the organisation. This is the evaluation system on the basis of which employees salary is increased or decreased, their promotion or demotion is done. The organisation may be some institution, company, industry or any firm. This study completely based on the Performance Appraisal System. The main purpose of the study is to measure satisfaction of Employee with Performance Appraisal System and to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The organisation in this study is educational institutes of Jalandhar. The Employees in the study are the faculty members of the educational institutes. A sample of 200 respondents is taken to conduct the study. Correlation technique is used to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The findings show that maximum number of respondents (faculty members) is satisfied with their Performance Appraisal System. The findings also revealed that there is a positive relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. Some suggestions have been made on the basis of the findings of the study.

Background. Emotional competencies of individuals are evaluated as a form of capital today. Emotional capital has gained prominence in literature in the last decades. In this regard, qualitative and quantitative studies on emotional capital concept have been conducted. Objectives. The purpose of this study is to analyses the effect of emotional capital on job satisfaction and life satisfaction in terms of women basketball players in Turkey. Methods. The research method of this study is descriptive. The statistical population consisted of 135 women basketball players who were reached via using convenience sampling method. Survey was conducted on athletes between 6 th October, 2019 and 30th November, 2019. Emotional Capital Inventory developed by Newman et al. (2015), Job Satisfaction Scale developed by Brayfield and Rothe (1951), shortened by Yoon and Thye (2002), and Life Satisfaction Scale developed by Diener et al. (1985) was used for data collection. SPSS-22 computer program was used in data analysis. The internal consistencies of the questionnaires were obtained by Cronbach's which were 0.81, 0.81 and 0.83, respectively. After exploratory factor analysis conducted on emotional capital inventory, seven factors were found as social awareness, self-management, self-awareness, self-reliance, relationship management, adaptability, and apathy. Results. The analysis of data revealed that self-reliance factor of emotional capital has significant and positive effect on job satisfaction, and self-management and personal awareness factors of emotional capital have significant and positive effects on life satisfaction. Conclusion. Finally, it can be concluded that emotional capital has partial effect on both job satisfaction and life satisfaction of women basketball players in Turkey's Super League.

This research investigates the relationship between organizational structure and organizational culture and entrepreneurial executive in Birjand city -Iran is discussed. Measuring instruments were 3 questionnaires. The results showed there is a direct relationship between the two variables and the organizational culture and entrepreneurship, there is no significant relationship between the concentration and corporate entrepreneurship and between complexity and the level of entrepreneurship and international dimensions of organizational culture, there is a direct relationship between corporate entrepreneurship. The general conclusions demonstrate appropriate organizational structure for implementing agencies to develop an entrepreneurial corporate culture than special arrangements are needed.

Purpose: The tourism sector is a very potential sector for Bangladesh in terms of growth and employment. Analyzing the literature, it can be observed that most of the researchers studied the tourist market and the degree of satisfaction of tourists. But job satisfaction as a human resource management concept, in the tourism sector has not been sufficiently investigated. Job satisfaction is particularly important in tourism sector as it is service oriented and people intensive. This study identified the antecedents of job satisfaction in tourism sector and their relative importance to the employees. Methods: The study is quantitative in nature. A number of hypotheses were tested for relationships between job satisfaction and related facets like payment and benefits, advancement and growth, the work itself, leadership, communication, performance feedback and recognition, rewards, colleagues, and employee stress.  Data were collected through a survey method and structured questionnaire...

The purpose of this descriptive-correlational study is to determine the relationship between demographic characteristics of clergy and their overall level of job satisfaction. The demographic factors investigated are gender, age, education, length of service, salary and district size. A slightly modified version of the Brayfield-Rothe's (1951) Job Satisfaction Index and Demographic Data Sheet were sent to 117 full time clergy of the Global Evangelical Church (Ghana). Based on 96 usable responses, it was found that with the exception of education which did not correlate with job satisfaction, the selected demographic factors had small positive or negative correlation with job satisfaction but in all cases, the relationship was not statistically significant. The significance of the relationships was determined by setting them against a critical alpha (significance) level p<.05.

The purpose of this study was to assess 171 employees&#39; job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their manager...

The concept of &quot;employee flexibility,&quot; and its implementation, have taken a central place in industrial sociology and human resources management during the last several decades. The two types of flexibility most often adopted in the workplace are functional and numerical. Employees and their labour unions approve of functional flexibility more often than numerical flexibility, which is usually rejected. This study is designed to examine the associations between functional and numerical flexibility with job rewards. Using 2002 General Social Survey (GSS) and Current Population Survey (CPS) data, the findings reveal significantly higher rewards for functionally flexible jobs while rewards associated with numerically flexible jobs vary significantly between and within two major categories — standard and nonstandard jobs. Among those with nonstandard jobs, independent contractors have significantly better opportunity for job rewards than other groups, such as regular part-time or on-call workers. The paper ends with a discussion on the theoretical significance of the findings and their policy implications. Le concept et sa pratique de «la flexibilité de l&#39;employé» prennent une position centrale dans la sociologue industrielle et la gestion des ressources humaines depuis plusieurs décennies. Deux types de la flexibilité, celle de fonction et celle de nombre d&#39;employés, plus que les autres, ont été adoptée dans l&#39;emploi. Les employés et leurs syndicats ont été accepté avec enthousiasme la flexibilité de fonction tandis qu&#39;ils ont en majeure partie rejeté la flexibilité de nombre. Pour illustrer les attitudes des employés, cette étude a comme but d&#39;examiner les rapports entre la flexibilité de fonction et celle de nombre avec des récompenses du travail. En utilisant les données, du GSS et du CPS, les recherches révèlent que les emplois formulés à partir du concept de la flexibilité de fonction donnent sensiblement plus de récompenses que les emplois formulés a base du concept de la flexibilité de nombre. Les récompenses gagnés par la formulation de jobs à base du concept de la flexibilité de nombre varient considérablement entre et à l&#39;intérieur des deux catégories principales, celle des emplois standard et celle des emplois non-standard. Parmi les travailleurs, les entrepreneurs indépendants ont une meilleure possibilité des récompenses que les autres groupes d&#39;employés, comme, par exemple, mi-temps régulier ou sur appeler des ouvriers. Cette étude finit par une discussion de l&#39;importance théorique de ces recherches et de ses implications possibles sur la formulation de certaines politiques.

Background. The aim of this study was to explore difficulties at work from anaesthetists' own perspective and to examine how anaesthetists handle and cope with situations that are perceived as difficult and potentially stressful. Methods. Two sets of interviews were conducted with 19 specialist anaesthetists in Sweden. The first set of interviews aimed at finding how the anaesthetists experienced difficulties at work. It consisted of in-depth interviews based on one open-ended question. We analysed the interviews with a phenomenological method, looking for themes in anaesthetists' descriptions of difficulties at work. In the second set, the interviews were semi-structured with open-ended questions, based on themes found in the first interview set. These interviews aimed at exploring how the interviewees described their ways of handling difficulties and how they coped with potentially stressful situations. Results. Analysis of the first set of interviews resulted in five themes, describing how the anaesthetists experienced difficulties at work. All interviewees talked about difficulties related to more than one of the themes. The second set of interviews revealed two main categories of ways of handling difficulties. First, problem solving consisted of descriptions of methods for handling difficult situations which aimed at solving problems, and second, coping strategies described ways of appraising potentially stressful situations that minimized stress, despite the problem not being solved. Conclusions. The anaesthetists interviewed in this study maintained that they enjoyed work and could see no external obstacles to doing a good job. They had arrived at a reconciliation of their work with its inherent difficulties and problems. Getting access to their coping strategies might help young anaesthetists to come to terms with their work.

moderuting ejjierts of scliool orgoni~rrtioiicrl clitrructeristirs (d i o o l dimtrte. s c h o o l Iieciltl?, trnc1,joh .scitisjiiction) on outcomes ($(I readier hedth hehcn>ior chrriige progrmn. T/iirt!'-hi'o prihlic schools ere mtitcl~ed und rundomly ~ssigned either to treatmerit or control conditions. 0r~ptini:trIional. dietun. und physiologic data bvere coll~~cted,fr(irii third to .fijih g r d e teuclrers oi'er three yecir,s. Treatment schools received N tericher wellness progrum .for /MY) years. Psychometrics oj'mo.st or,Sclrli,trtioiiol scu1e.s uchieiwl ncceptuhle 1ei~~l.s (f reliubiliry. Mi-red model unu1y.se.s n'ere conducted to teJ t,fiir moderating effec.ts. Treatment schools M'itli high or;Scini~afional climute mid hecrltli scores reported 1iigher.fr-uit crmfjiiice mid vegeruhle consumption (I t Yeur 2 compured M'ith intenwtion schools with /OM, score.s. Treatment .schools with higli ,job .sutisfactio?i scores reported Iiigherfi-uit und juice und lower,fiit,food con.srimption at Y e w 3 compared with intervention schools with low scores. These meusures mcry he used as n tool to msess tlie rri\zironnient in which .school hrulth promotion programs cire presentecl. Future intenwitioris mny need to he tuilored to the or,qurii:ationul c~liortrctrristic..~ c~f.sd7ool.s.

The importance of job satisfaction as an antecedent to employees’ productivity and firm outcomes cannot be overrated in the world of business, especially in the service industry. This paper adds to the understanding of job satisfaction in insurance business by investigating the structural causes of task fulfilment. The mutual influences of compensation administration and employees’ motivation on job satisfaction was assessed using multivariate analysis. This research embraced a quantitative method and 212 employees were drawn using a convenience sampling technique. Three propositions were tested employing inferential statistical analyses run through SPSS statistics version 23 and SPSS Analysis of Moment Structures (AMOS) version 23. AMOS was used to structurally determine job satisfaction through structural equation modelling (SEM). SPSS statistics version 23 was instrumental in assessing the psychometric properties via exploratory factor analysis and Cronbach’s alpha coeffici...

Novice oncology nurses seem particularly vulnerable, reporting "feeling unprepared to cope with their patients' complex psychological, social, and spiritual care needs" (Medland et al., 2004, p. 50). These stressors are in addition to potential for stress associated with establishing and maintaining professional relationships and the learning nuances of the work setting (Jackson et al., 2007). Clearly, the very nature of the work oncol

Latino immigrants are the largest source of immigrant workers in the United States. In this study, 11 first-generation Latino immigrants (8 men, 3 women) living in the Midwest were interviewed about their work experiences. Interview data were analyzed using consensual qualitative research methods (Hill, Thompson, & Williams, 1997). Five domains associated with the data included work for survival and power, work for social connections, work as self-determination, work barriers in the Midwest, and access to work in the Midwest. We identify ways in which vocational psychologists can intervene to work effectively with Latino newcomers seeking employment in the United States and to support their transition into new settlement communities. Suggestions for future research with immigrant workers are discussed.

We examined possible explanations for the underrepresentation of women among university faculty, in two different national contexts. In the Netherlands, a sample of doctoral students (N = 132) revealed no gender differences in work commitment or work satisfaction. Faculty members in the same university (N = 179), however, perceived female students to be less committed to their work and female faculty endorsed these gender-stereotypical perceptions most strongly. A second study, in Italy, replicated and extended these findings. Again no gender differences were obtained in the self-descriptions of male and female doctoral students (N = 80), while especially the female faculty (N = 93) perceived female students as less committed to their work than male students. Additional measures supported an explanation in social identity terms, according to which individual upward mobility (i.e. of female faculty) implies distancing the self from the group stereotype which not only involves perceiving the self as a non-prototypical group member, but may also elicit stereotypical views of other in-group members.

Recent laws in the United States incent healthcare practices to adopt electronic health records (EHRs). While there is extensive research related to EHRs generally, there is a dearth of EHR research specific to collaborative care settings. This study reports responses from 101 collaborative care offices who completed a 13-question online survey. The mixed-methods analysis provides insights as to the satisfaction, obstacles, and solutions to interdisciplinary collaboration in the presence of an EHR. Respondents reported highest satisfaction with medical billing, interdisciplinary communication, and scheduling. Satisfaction was lower as it relates to time consumption, difficult learning curve, creation of appointment notes, and health registries. This research reveals varied and conflicting approaches to addressing confidentiality and HIPAA within the EHR. Recommendations for improving EHR to better support collaborative care include the addition of modules common in mental health-specific EHR, enhanced tracking of mental health outcomes, templates for joint appointments, and improvements in population-based registry functions.

Organizations in this day and age should always be prepared for the changes to meet the demands of the times. To be able to compete competitively with other organizations, organizations are required to have adaptive nature and sensitive to changes in their environment. It is intended that the organization could be a good organization. To support these objectives, the resources required are competitive. So it is with PT PP (Persero) Tbk Project Supermall Pakuwon Indah which always focuses on managing its human resources in order to prepare human resource competitive, dynamic and dedicated. Job satisfaction and organizational commitment has been a concern which is significant in the study of the world of work. This is due to a general recognition that these variables can be a major determinant of organizational performance and effectiveness. It is important to study the impact of employees satisfied with their jobs and committed to the organization. It is striped linear with corporate...

This research is intended to prove and analyze the effect of transformational leadership, religiosity, job satisfaction, and organizational culture variables on the employees ’ Organizational Citizenship Behavior (OCB) and performance in the Regional Offices ofthe National Institute of Public Administration (NIPA) in Indonesia. The population of this research is 198 employees from the four NIPA’s regional offices. The number of respondent as the sample for the survey is 153 employees. An inferential and descriptive statistical tool using SmartPLS software is used to analyze data.The result of the research showed that transformational leadership and job satisfaction variables have no positive and significant influence on OCB. Religiosity variable, however, displayed positive and significant impact, while organizational culture variable showed significant impact on OCB respectively. Transformational leadership and job satisfaction variables showed no significant influence on the emplo...

Journal of Nursing Management 17, 120-134 Nurses' job satisfaction in their early career: is it the same for all branches of nursing? Aim To develop an early career job satisfaction instrument that is valid and reliable across the four UK nursing branches. Background Contemporary instruments are required to measure nurse job satisfaction and to explore potential links with quality of care and retention. Method(s) Factor analysis was used to explore and test the stability of job satisfaction components across branches and over time. Results Seven components (client care, staffing, development, relationships, education, work-life interface, resources) of job satisfaction were identified common to the adult, child and mental health branches that explained over 70% of the variance. The factor structure remained reasonably stable across time within each branch. Some differences between branches emerged at 6 and 18 months. The instrument has similarities and differences with existing generic and nursing facet job satisfaction scales. Conclusion Findings support a generic instrument that can be used to measure the job satisfaction of adult, child and mental health nurses in their early career. Implications for nursing management The instrument could be used for appraisal, annual staff surveys, for understanding retention locally and nationally, as an early warning system to identify organizational problems and to measure the impact of policies over time.

This phenomenological study focuses on the experience of career satisfaction among registered nurses. Potential participants were asked, "Do you love your work as a nurse?" A random sample of eight nurses who answered yes to this question was questioned further during semistructured conversations. Conversations were recorded and transcribed. Data collected were in the form of descriptions of times during the participants' careers when they felt most professionally fulfilled. Through narrative and poetic analysis, themes of "upholding the vulnerable," "going the extra mile," and "attending to the essential ordinary" were identified. Nurse educators play an important role facilitating career satisfaction for registered nurses. Practical implications for continuing education for educators and practicing nurses are addressed.

Based on a sample of factory workers, this field study examined correlates of employee lateness. The framework provided by Steers and Rhodes (1984) was used to identify variables related to voluntary and involuntary lateness. Both motivation and ability to be o.n time were found to be important determinants of lateness as well as joint moderators in explaining lateness. The negative job satisfaction-lateness relationship suggested that a proportion of lateness behavior represented a response to an aversive work environment.

An effective health workforce is essential for achieving health-related new Sustainable Development Goals. Odisha, one of the states in India with low health indicators, faces challenges in recruiting and retaining health staff in the public sector, especially doctors. Recruitment, deployment and career progression play an important role in attracting and retaining doctors. We examined the policies on recruitment, deployment and promotion for doctors in the state and how these policies were perceived to be implemented. We undertook document review and four key informant interviews with senior state-level officials to delineate the policies for recruitment, deployment and promotion. We conducted 90 in-depth interviews, 86 with doctors from six districts and four at the state level to explore the perceptions of doctors about these policies. Despite the efforts by the Government of Odisha through regular recruitments, a quarter of the posts of doctors was vacant across all institutiona...

This summary report presents an integration of findings on teachers' perceptions of their working conditions, based on'survey and interview data from special educators in six large urban school districts. Emphasis is on perceptions of problems related to job design, the highly interrelated set of structures, systems, and processes intended to support major work objectives. Major findings include: (1) perceived role conflicts and difficulties prioritizing their many diverse responsibilities; (2) a sense of role overload and increasing work challenges further intensified by shortages of resources; (3) a sense of weakened autonomy regarding their professional judgment; and (4) difficulties relating to the larger school culture and collaboration with general educators. This combination of factors is seen to lead to high levels of stress, worsening feelings about the ability to teach effectively, and, in some cases, lower commitment to the field. Recommendations resulting from the study include: increase the information flow from central offices to special education teachers at school sites; provide more relevant professional development opportunities; and provide more opportunities for meaningful shared decision-making. The body of the report addresses each of the four identified areas of difficulty and includes quotations from teachers interviewed. (DB)

Implementation of the marketing concept in service firms is accomplished through individual service employees and their interactions with customers. Although prior research has established a link between service-worker customer orientation and performance outcomes, little research has addressed other potentially important outcomes of customer orientation. Drawing from the literature on person-situation interaction and fit theory, the authors develop and test a model that explains how service-worker customer orientation affects several important job responses, including perceived job fit, job satisfaction, commitment to the firm, and organizational citizenship behaviors. Across three field studies in two distinct services industries, the results indicate that the positive influence of customer orientation on certain job responses is stronger for service workers who spend more time in direct contact with customers than for workers who spend less time with customers. The authors discuss the implications of the results for services marketing managers and researchers.

We describe the construction of a Job in General (JIG) scale, a global scale to accompany the facet scales of the Job Descriptive Index. We applied both traditional and item response theory procedures for item analysis to data from three large heterogeneous samples (N = 1,149, 3,566, and 4,490). Alpha was .91 and above for the resulting 18-item scale in successive samples. Convergent and discriminant validity and differential response to treatments were demonstrated. Global scales are contrasted with composite and with facet scales in psychological measurement. We show that global scales are not equivalent to summated facet scales. Both facet and global scales were useful in another organization (N = 648). Some principles are suggested for choosing specific (facet), composite, or global measures for practical and theoretical problems. The correlations between global and facet scales suggest that work may be the most important facet in relation to general job satisfaction.

This study examined the mediating role of task complexity in the relationship between core self-evaluations (CSE) and satisfaction. In Study 1, eighty three undergraduate business students worked on a strategic decision-making simulation. The simulated environment enabled ...

Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in crosscultural research by developing a theory of cultural tightness-looseness, the strength of social norms and degree of sanctioning within societies, and advancing a multilevel research agenda for future research. Through an exploration of the

The present study investigated processes by which job stress and satisfaction unfold over time by examining the relations between daily stressful events, mood, and these variables. Using a Web-based daily survey of stressor events, perceived strain, mood, and job satisfaction completed by 14 university workers, 1,060 occasions of data were collected. Transfer function analysis, a multivariate version of time series analysis, was used to examine the data for relationships among the measured variables after factoring out the contaminating influences of serial dependency. Results revealed a contrast effect in which a stressful event associated positively with higher strain on the same day and associated negatively with strain on the following day. Perceived strain increased over the course of a semester for a majority of participants, suggesting that effects of stress build over time. Finally, the data were consistent with the notion that job satisfaction is a distal outcome that is mediated by perceived strain.