830,841 research outputs found

    Are flexible contracts bad for workers? Evidence from job satisfaction data

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    If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is sufficiently important that holding constant this one facet of satisfaction eliminates the overall gap in job satisfaction between flexible and permanent contracts

    The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance

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    This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership

    Factors affecting work satisfaction and employee performance in automotive industrial chain

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    Purpose: This study aimed to analyze the determination of compensation, motivation and organizational commitment to employee performance and job satisfaction as an intervening variable. Design/methodology/approach: The statistical method used is the Structural Equation Model with a total sample of 112 respondents. This study uses a questionnaire to measure the factors affecting work satisfaction as compensation, motivation, organizational commitment, job satisfaction and employee performance. Findings: The results of this study found that there were positive and significant effects of compensation on the job satisfaction, and organizational commitment to job satisfaction as well as the effect of motivation on employee’s performance. Moreover, the insignificant effect is found in the effect of the job satisfaction on employee performance, the motivation on the job satisfaction, the compensation towards the employee performance and the organizational commitment on the employee performance. Mediation test proves that the job satisfaction is able to mediate the effects of compensation, motivation and organizational commitment on employee performance. Practical Implications: The results of this study can be the basis for the management of automotive product distributors in Batam City to increase compensation, and motivation for employees to improve job satisfaction and company performance. Originality/value: This study confirms the result that there are positive and significant effects of compensation on job satisfaction and organizational commitment to job satisfaction, and the effect of motivation on employee’s performance.peer-reviewe

    Jobs as Lancaster Goods: Facets of Job Satisfaction and Overall Job Satisfaction

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    Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various features of one’s job, such as pay, security, the work itself, working conditions, working hours, and the like. The level of overall job satisfaction emerges as the weighted outcome of the individual’s job satisfaction with each of these facets. The purpose of this study is to determine the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with different facets of jobs are interrelated and the individual’s reported overall job satisfaction depends on the weight that the individual allocates to each of these facets. For each of the ten countries examined, satisfaction with the intrinsic aspects of the job is the main criterion which workers use to evaluate their job and this is true for both the short and the long term.European Commissio

    Factors Affecting Job Satisfaction: a Case Study at Fire and Rescue Department of Malaysia Terengganu (FRDMT) Fire Fighters

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    Job satisfaction involves the emotions and their behavioural expression towards their job. It is known that a job is the activity which involves the satisfaction of emotion and expression. These emotions and behavioural expression is in relation to the pleasant or unpleasant feeling that they experienced towards their job fulfilment within an organization. These feelings are influenced by job-related factors. This had highly suggested that a job satisfaction level should be well accepted and satisfied by any employees to guarantee a minimal turnover for any organization. Therefore, the objective of this study is to identify the factors that influence job satisfaction among Fire and Rescue Department of Malaysia, Terengganu (FRDMT) fire fighters. It involves fire fighters from different grade level. It is important to identify job satisfaction among them in order to acknowledge their expression towards job satisfaction and to accommodate their opportunities to voice their opinion anonymously. This study uses primary data of 234 Fire and Rescue Department of Malaysia, Terengganu (FRDMT) fire fighters. Stratified random sampling technique was utilized for data collection, which is then analyzed using the descriptive and correlation analysis in order to achieve the objectives of the study. The findings showed that only working environment and co-workers significantly influence job satisfaction. Meanwhile, for the other three variables, namely promotion, reward and leadership style did not influence job satisfaction. Keywords: Job satisfaction, fire fighters, working environment, promotion, reward, leadership styl

    Influence of Stress and Nursing Leadership on Job Satisfaction of Pediatric Intensive Care Unit Nurses

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    BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses\u27 attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses\u27 perceptions of group cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and group cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with group cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, group cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients\u27 families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted

    Role consensus and job satisfaction in the educational organization : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Education at Massey University

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    A theory of social exchange was used as the framework for investigating role consensus between the Head Teacher and his staff on expectations of teacher and Head Teacher role and relating consensus to teacher job satisfaction. Association between job satisfaction and a number of personal variables was also hypothesised. The sample consisted of 147 intermediate school teachers in the ten intermediate schools in a New Zealand city. Only one of two central hypotheses proved significant. Role consensus between the Head Teacher and his staff on expectations of Head Teacher behaviour was positively related to job satisfaction, in that the greater the role consensus the greater the job satisfaction. No relationship was found between role consensus on expectations of teacher behaviour and job satisfaction. Only one of the personal variables, sex, proved to be related to job satisfaction, in that female teachers expressed greater job satisfaction than male teachers

    Employee Age as a Moderator of the Relationship Between Ambition and Work Role Affect

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    Past research has demonstrated a negative relationship between ambition, or the desire to get ahead, and job satisfaction. In the present paper, age was hypothesized to moderate the relationship between ambition and job satisfaction such that the relationship between ambition and satisfaction is more negative for older employees than for younger employees. Three studies, with three criterion variables (promotion satisfaction, extrinsic job satisfaction, overall job satisfaction), were used to test the hypothesis. Results indicated support for the hypothesized interaction. The discussion focuses on the implications of the results for organizational and individual career management strategies


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    Employee job satisfaction is a feeling of satisfaction or a sense of achievement that an employee gets from his job. Employee job satisfaction is individual, because each individual certainly has a different level of job satisfaction from one another. One of the factors causing the low level of employee satisfaction is not implementing a Work-life balance. Employees who apply Work-life balance in their lives will be able to share their time fairly between work life and also life outside of work. Automatically this can increase employee job satisfaction. The purpose of this study was to determine the effect of Work-life balance on Millennial Employee Job Satisfaction. This type of research is quantitative correlation. The population in this study are millennial employees with an age range of 22-42 years. The number of subjects used in this study were 248 people using the non-probability sampling technique inthe form of accidental sampling. The scale used in this research is the Work- life balance scale and the Job Satisfaction scale (JSS). The results of this study found that there was a positive effect of the Work-life balance variable on job satisfaction of 48.4% and the other 51.6% was influenced by factors outside the variables not examined. It gets better the implementation of Work-life balance carried out by employees, the higher level job satisfaction obtained

    Aging, Job Satisfaction, and Job Performance

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    The national trend to earlier retirement is surprising in light of conventional wisdom holding that older workers are healthy, satisfied and productive employees -- sometimes even more so than their younger counterparts. This paper examines whether conventional wisdom is wrong by reviewing existing studies and noting some of their most important shortcomings. New empirical evidence is provided on the links between aging, job satisfaction, and job performance using data from a nationally representative survey of workers
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