Work characteristics and determinants of job satisfaction in four age groups: university employees’ point of view

Contains fulltext : 79843.pdf (publisher's version ) (Closed access)PURPOSE: To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups. METHODS: A cross-sectional questionnaire was filled in by 1,112 university employees, classified into four age groups. (a) Work characteristics were analysed with ANOVA while adjusting for sex and job classification. (b) Job satisfaction was regressed against job demands and job resources adapted from the Job Demands-Resources model. Results : Statistically significant differences concerning work characteristics between age groups are present, but rather small. Regression analyses revealed that negative association of the job demands workload and conflicts at work with job satisfaction faded by adding job resources. Job resources were most correlated with more job satisfaction, especially more skill discretion and more relations with colleagues. CONCLUSIONS: Skill discretion and relations with colleagues are major determinants of job satisfaction. However, attention should also be given to conflicts at work, support from supervisor and opportunities for further education, because the mean scores of these work characteristics were disappointing in almost all age groups. The latter two characteristics were found to be associated significantly to job satisfaction in older workers

Escaping unintended collusion in MBA programmes in China

202207 bchyAccepted ManuscriptSelf-fundedPublishe

Effects of service climate and leadership behavior on service quality: a multi-level analysis

Conference Theme: Creating Actionable Knowledg

Seeing through and breaking through : the role of perspective taking in the relationship between creativity and moral reasoning

202207 bchyAccepted ManuscriptRGCEarly releas

Metadata Design of a Content Management System for Music Virtual Learning Environment

Virtual Learning Environment (VLE) uncovers a new learning space for students to start their learning in multidisciplinary subjects and provides an enormous storage for different types of learning materials. This brings not only the ease and flexibility to our learning, but also the challenges in organizing, managing, and controlling of information which is indispensable to the design of an effective online learning system. In particular, Music Information Retrieval (MIR) is an interdisciplinary science on the process of retrieving information from music related resources. Due to the unique application characteristics and various forms of music, appropriate design and application of metadata plays an important role for the MIR in such a Content Management System (CMS) as it would affect the comprehensiveness and effectiveness of the music information retrieval process. In this paper, the authors propose their ontology-based metadata scheme to address such requirements of a music VLE, based on the Dublin Core with modifications according to specific nature of the music learning materials. The metadata design of music resources aims to support students' daily music learning by providing instant and appropriate learning materials which enables cross-collection searching and enhances the sustainability of the contents over time

The effects of service climate and the effective leadership behaviour of supervisors on frontline employee service quality: A multi-level analysis

A supervisor's behaviour may not be the only factor that determines the performance of team members (Kerr & jermier, 1978). Taking this postulation as a basis, we formulated a model to describe how service climate moderates the effects of the leadership behaviour of supervisors. When the organization and working environment are not conducive to providing a good service to colleagues and customers, the supervisor's leadership behaviour makes an important difference. However, when the service climate is good, a supervisor's leadership behaviour makes no substantial difference. This hypothesis was supported in an examination of the service quality of 511 frontline service providers as sampled from 55 work groups in 6 service organizations. The employee service quality was low when both the service climate and the supervisor's leadership behaviour were lacking. However, when the service climate was unfavourable, effective leadership behaviour played a compensatory role in maintaining performance standards towards external customers. When the leadership was ineffective, a favourable service climate nullified the negative effect on service quality to internal customers

Economic crises and the elderly?

Economic crises in the last decades have swept elderly workers more than younger workers out of employment. But now the tide is turning. In affluent societies, elderly workers will have more opportunities of being employed in meaningful and well-paid jobs than ever before. On account of demographic changes, fewer (younger) workers will be around, and most of the reasons that in the past have induced employers to lay off older rather than younger workers will disappear. Future employment strategies will have to focus more on an optimal age mix and on benefitting from the full potential of the elderly

Population Aging, Age Discrimination, and Age Discrimination Protections at the 50th Anniversary of the Age Discrimination in Employment Act

This paper discusses population aging, increased participation of seniors in the labor force in the United States (and reasons for this), and how these trends are making the struggles of older workers in the labor market increasingly relevant. Evidence examining whether age discrimination is a barrier for seniors as they try to increase their work lives through the common practice of "bridge" jobs is also presented. After discussing the evidence that measures age discrimination, economics and legal research that seeks to determine to what extent the federal Age Discrimination in Employment Act and state-level age discrimination laws prevent age discrimination is discussed. In summary, current evidence indicates that age discrimination exists, but more so for older women. While evidence suggests that age discrimination laws may help, they cannot resolve the challenges imposed by population aging, especially for older women

Entrepreneurial intentions in the third age: the impact of perceived age norms

Age, Aging, Social norm, Entrepreneurial intention, Entrepreneurial environment, Third age, J14, M13, L26,