Job Satisfaction and Communication Satisfaction in Volunteer Organizations

The connection between job satisfaction and communication satisfaction has been explored in the profit sector (Downs-Hazen 1977, Thiry 1977, Nicholson 1980, Pincus 1984). In the profit sector researchers Goldhaber (1978)Owen, Page, Zimmerman (197 6) and Pincus (19 86) support the vital importance of a positive communication environment to organization effectiveness

THE IMPACT OF ROLE VARIABLES ON INFORMATION SYSTEM PERSONNEL OUTCOMES: AN EMPIRICAL INVESTIGATION

This study examines the antecedents of job satisfaction, commitment and turnover intentions for 229 information systems development personnel (ISDP) employed by nine companies within several industries. The antecedents studied include boundary spanning, role ambiguity and role conflict. A model of these variables is built and tested via path analysis. A secondary analysis is performed to explore the impacts of task differences on the study variables. The task differences include analytic and programming tasks. The analyses revealed the following. Systems analysts span more boundaries than programmers. The major hazard faced by systems analysts when they span boundaries is role conflict which negatively impacts their job satisfaction, commitment and intention to quit. The overall effect of boundary spanning is to reduce ISDP intention to quit despite its positive relationship with role conflict. Systems analysts and programmers are both intolerant of role ambiguity. Role ambiguity is very detrimental greatly reducing ISDP job satisfaction, commitment and increasing ISDP intention to quit. Role ambiguity is not related to boundary spanning nor is it related to analytic or programming duties. Programmers are less committed than systems analysts and are more likely to express intentions to leave. The above information is used to make recommendations to IS management. Finally, recommendations and directions are suggested regarding future research.Information Systems Working Papers Serie

A SHORT FORM MEASURE OF CAREER ORIENTATIONS: A PSYCHOMETRIC EVALUATION

This paper reports on the results of two studies involving the development and construct validation of a short form of the Career Orientations Inventory. The short form was factor analytically derived and tested in two separate field studies of IS employees. The short form measures nine career orientations: technical, managerial, autonomy, job security, geographic security, service, pure challenge, lifestyle and entrepreneurship. Extensive evidence of the reliability and validity of the measure was demonstrated in both studies (the development - Study 1- and the validation - Study 2). A nomological network of the relationships between career orientations and various individual difference and satisfaction measures was tested and provided additional evidence of the construct validity of the short form measure.Information Systems Working Papers Serie

Correlates and outcomes of emotional intelligence in organisations

Emotional Intelligence and Leadership are two very important constructs to organizations. Likewise concepts like OCB, conflict handling and intention to quit of employees are equally important constructs to organizations. The primary aim of the present study was to determine how well Organisational Citizenship Behaviour and intention to quit as well as the conflict handling style of subordinates could be predicted by means of leadership style, and the emotional intelligence of leaders. A secondary aim was to determine whether a causal model could be built to represent the relationships among the variables included in the study. Relationships among these constructs were investigated in a South African sample of employees (N=470) working for various organisations. The construct validity and internal consistency of the measuring instruments were investigated. The finally accepted factor structure of not one of the measuring instruments matched the original structure as found by the authors/developers of the measuring instruments. It was therefore decided that in all cases the factor pattern as determined on the responses of the present sample would be used in further analyses of the data. Emotional intelligence of leaders as seen by subordinates and the self - perceived conflict handling styles of subordinates seem to be related in the case of Integrating and Obliging conflict handling styles and both the emotional intelligence sub-scales, i.e. Motivation and Vigilance. The Multiple Regression analysis indicated that the emotional intelligence sub-scales scores played a minor role in the prediction of Organizational Citizenship Behaviour. Models of the relationships among the variables were built by studying the results of v previous as well as the present study. The model, in which emotional intelligence is depicted as a causal variable influencing - through leadership behaviour – organizational citizenship behaviour and the integrating style of handling interpersonal conflict represented a good fit with the data. These results seem to provide some structure for thinking about the relationships among the variables and can possibly serve as frames of reference in future studies