The conflict resolution styles and relationship satisfaction of couples living in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

Communication forms an integral part of couple interactions and managing conflictual communications competently greatly contributes to the quality of a relationship. This study was a partial replication of Vito's Canadian study (1998) and was designed to investigate self-reported levels of relationship satisfaction and life satisfaction, conflict resolution styles and perceived effectiveness of problem solving in individuals in cohabiting or marital relationships. These variables were examined with self-report data from 75 participants (61 women and 14 men) who participated in a mail survey. The measures used to examine these variables of interest included the Kansas Marital Satisfaction Scale, Conflict Resolution Styles Inventory, Life-as-a-whole Index and a subscale of the Couple Problem-Solving Scale which measured the perceived effectiveness of personal and partner problem solving. Correlational calculations and hierarchical multiple regression analyses demonstrated that conflict resolution styles accounted for a significant amount of variance in relationship satisfaction. In particular it was found that the conflict resolution style of positive problem solving was positively related to relationship satisfaction. Individuals who, however, reported higher levels of the so-called "negative" conflict resolution styles of conflict engagement, withdrawal and compliance obtained concurrent lower scores on relationship satisfaction. Further data analyses indicated that self-reported levels of relationship satisfaction were positively related to life-as-a-whole satisfaction. Self-reported levels of perceived effectiveness of personal and partner problem solving ability were also found to be positively related to relationship satisfaction. These preceding relationships were maintained once additional factors such as duration of relationship and other demographic variables were controlled for

The relationships between nurse care, attitude of patient and nurse with cancer patient satisfaction

This study investigates the relationships between nurse care, attitude of patient and nurse with cancer patient satisfaction using the quantitative methodology. In Libya, the challenge of medical facilities and treatment is a current issue. Thus, this study was conducted to investigate the patients’ satisfaction at National Cancer Institute Misurata, Libya. The participants were 217 cancer patients of National Institute of Oncology located in Misurata, Libya. The study scale was adopted and adapted from that used by previous researchers to measure nurse care, nurse attitude, patient attitude, hospital service quality and patient satisfaction on a 5-point Likert scale. The nurse care, nurse attitude and patient attitude are independent variables and cancer patient satisfaction is the dependent variable in this study. On the other hand, hospital service quality and patient characteristic are control variables. SPSS software was used to analyses the data collected. The analyses of this study included descriptive statistic, correlation analysis and multiple regression analysis. The study found that on the overall basis, there is a significant statistical relationship between nurse care and cancer patient satisfaction, and there is a significant statistical relationship between attitude and cancer patient satisfaction. The sub-hypotheses show that there are no a relationship between interpersonal skills of nurse care and efficiency of nurse care with cancer patient satisfaction which suggest there might be interactions between these variables. Result also shows that for the sub-hypotheses, only patient attitude and cancer patient satisfaction indicated significant relationship, while there is no significant relationship between nurse attitude and patient satisfaction. This also indicates of possible interactions between the variables. On an overall basis, it can be concluded that to increase in the satisfaction level cancer patient, the management do it by focusing on improving the level of nurse care, nurse attitude and patient attitude

Normal and Abnormal Personality Traits are Associated with Marital Satisfaction for both Men and Women: An Actor–Partner Interdependence Model Analysis

Research has demonstrated associations between relationship satisfaction and personality traits. Using the Actor–Partner Interdependence Model, we explored associations between self-reported relationship satisfaction in couples (n = 118) and various measures of normal and abnormal personality, including higher-order dimensions of PE/Extraversion, NE/Neuroticism, Constraint (CON), and their lower-order facets. We also examined gender differences and moderators of associations. Consistent with the Vulnerability Stress Adaptation Model, self- and partner-reported NE and PE were related to satisfaction, and their lower-order traits demonstrated differential associations with satisfaction. Further, abnormal personality traits specific to the interpersonal domain and personality disorder symptoms demonstrated effects. Relationship length emerged as a significant moderator, with associations weakening as relationship duration increased

Examining the Moderating Effect of Life Satisfaction on the Relationship between Perceived Underemployment and Job Attitudes among Millennials

Underemployment has been associated with negative attitudes and behaviors. However, little research attention has been paid to identify variables that might moderate the relationship between underemployment and job attitudes. Given that Millennials are one of the groups most susceptible to underemployment, I examined the relationship between perceived underemployment and job attitudes (i.e., job satisfaction, intent to remain) using life satisfaction as a moderator among Millennial employees. Based on survey data from 552 Millennial employees across various sectors, results showed that perceived underemployment was negatively related to job satisfaction, intent to remain, and life satisfaction. Inconsistent with the prediction, life satisfaction did not moderate the relationship between perceived underemployment and these job attitudes. Strategies for employees and employers to minimize the negative impacts of perceived underemployment such as on-the job training or mentoring programs to learn new skills are suggested

Loneliness and life satisfaction amongst three cultural groups

Abstract Studies into loneliness and life satisfaction have rarely assessed the role of culture in moderating the relationship between these variables. The present study examined the relationship between loneliness and life satisfaction using data from three nonstudent samples collected from Italian, Anglo-Canadian and Chinese-Canadian populations. A total of 206 respondents completed the Revised UCLA Loneliness Scale (Russell, Peplau, & Cutrona, 1980) and the Satisfaction with Life Scale (Diener, Emmons, Larsen, & Griffin, 1985). Two contrasting hypotheses were compared: one, a “postmodern” hypothesis, predicting that the relationship between life satisfaction and loneliness would be stronger in our individualist sample of Anglo-Canadians, and a second, “relational” hypothesis predicting this association to be strongest in our collectivist, Chinese-Canadian sample. Our findings demonstrated that culture has a small but significant impact on the relationship between loneliness and life satisfaction, and, consistent with the relational hypothesis, the relationship between the two concepts was strongest among our Chinese-Canadian respondents and weakest among our Anglo-Canadian participants This finding is discussed in the context of the strong expectations of social cohesion in collectivist societies

The Effects of Private Self-Consciousness and Perspective Taking on Satisfaction in Close Relationships.

131 heterosexual student couples, aged 17–32 yrs, 30 of whom were married or engaged answered questions concerning themselves and their relationships. It was predicted that individual differences in private self-consciousness would be positively related to relationship satisfaction because of the greater self-disclosure resulting from that heightened self-attention. It was further predicted that individual differences in perspective taking would foster relationship satisfaction, independent of any influence of self-disclosure. Both expectations were confirmed. Scores on the private self-consciousness scale were predictive of reported self-disclosure, and self-disclosure was predictive of satisfaction in the relationship. Once the influence of self-disclosure was removed, no effect of self-consciousness on satisfaction remained. In contrast, after disclosure was controlled, perspective-taking scores were significantly related to satisfaction and were in fact unrelated to disclosure at all. Findings indicate that 2 personality characteristics having to do with habitual attention to behavioral tendencies, emotions, and motivations significantly enhance the quality of close heterosexual relationships in different ways

PENGARUH MOTIVASI KERJA DAN REWARD TERHADAP LOYALITAS KARYAWAN MELALUI KEPUASAN KERJA (Studi kasus pada PT XYZ Sidoarjo)

This research was conducted on employees of the of PT XYZ. With the purpose of this study to determine and analyze: (1) the effect of work motivation on employee loyalty, (2) the effect of reward on employee loyalty, (3) the effect of work motivation on job satisfaction, (4) the effect of reward on job satisfaction, (5) job satisfaction on employee loyalty, (6) the effect of work motivation on employee loyalty through job satisfaction, (7) the effect of reward on employee loyalty through job satisfaction. This research uses a quantitative approach, with a path analysis method through the SPSS 25 program, by testing 45 respondents' answers. This study obtained the results: work motivation has a positive and significant effect on employee loyalty, reward has a positive and significant effect on employee loyalty, work motivation has a positive and significant effect on job satisfaction, reward has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee loyalty, job satisfaction has a mediating role in the relationship between work motivation and employee loyalty, job satisfaction has a mediating role in the relationship between reward and employee loyalty

Plateau and transition : career dynamics in a changing world of work : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

This research investigated a number of hypotheses relevant to employee attitudes towards career plateau and career transition. The impact of job satisfaction, education, and the life balance orientation of individuals on career plateau and career transition, and the relationship between the two, was explored. As well as demographics, data pertaining to occupation, education, career status, career intentions, job satisfaction and life interests were examined. A self-administered questionnaire was completed by 234 managerial and supervisory employees from four major organisations. Within the study a subjectively based measure of career plateau was found to have greater explanatory power than an objectively based measure in many of the hypotheses investigated. Multiple regression analysis was utilised to explore the relationship between career plateau and career transition. Subjective career plateau contributed significantly to variability in career transition with 18% of the variance being explained. Subjective career plateau and years since last promotion, an objective measure of career plateau, were found to contribute significantly to variability in overall job satisfaction. Altogether 25% of the variance in overall job satisfaction was explained by knowing scores on these variables. Subjective career plateau contributed significantly to variability in satisfaction with promotion opportunities explaining 51% of that variance. Whilst overall job satisfaction was significant in its relationship with career transition, satisfaction with promotion opportunities was not significant due to a suppression effect. In this relationship 58% of the variance in career transition was explained by overall job satisfaction. Overall job satisfaction was found to not moderate on the relationship between career plateau and career transition or on the relationship between life balance orientation and career transition. A significant moderating effect of satisfaction with promotion opportunities was found on the relationship between career plateau and career transition with 27% of the variance being explained A t test analysis indicated that career plateaued individuals were not more likely to be involved in current education nor were they more likely to state an intention to pursue further education. Univariate analysis indicated that whilst lower levels of education were associated with longer job tenures this association was not strong. Multivariate analysis revealed a significant moderating effect of education attained on the relationship between career plateau and career transition with 31% of the variance being explained. The limitations of the study are discussed. Primary amongst these are the difficulties imposed by the cross-sectional design

The Connection between Customer Satisfaction and Loyalty in the Field of Commercial Banks.Part 1

In this study, I address the following questions that are becoming increasingly important to bank managers: How are the levels of customer satisfaction and loyality when chosen online service? What are the unique drivers of online customer satisfaction and dissatisfaction? How is the relationship between customer satisfaction and loyality in the online environment? I propose a conceptual framework, develop and test hypotheses about the drivers of customer satisfaction and loyality, the relationship between satisfaction and loyality especially dissatisfaction.