Stres u radu sveučilišnih nastavnika: rodne i pozicijske razlike

The aim of this study was to investigate exposure to stress at work in university teachers and see if there were differences between men and women as well as between positions. The study was carried out online and included a representative sample of 1,168 teachers employed at universities in Croatia. This included all teaching positions: assistants (50 %), assistant professors (18 %), associate professors (17 %), and full professors (15 %). Fifty-seven percent of the sample were women. The participants answered a questionnaire of our own design that measured six groups of stressors: workload, material and technical conditions at work, relationships with colleagues at work, work with students, work organisation, and social recognition and status. Women reported greater stress than men. Assistant professors, associate professors, and full professors reported greater stress related to material and technical conditions of work and work organisation than assistants, who, in turn, found relationships with colleagues a greater stressor. Full professors, reported lower exposure to stress at work than associate professors, assistant professors, and assistants.Cilj rada bio je istražiti izloženost sveučilišnih nastavnika stresu u radu i ispitati postoje li razlike između muškaraca i žena te zaposlenika na različitim pozicijama u stupnju izloženosti i prirodi radnih stresora. Istraživanje je metodom on-line ankete provedeno na reprezentativnom uzorku od 1168 nastavnika zaposlenih na sveučilištima u Hrvatskoj. Obuhvaćene su bile sve znanstveno-nastavne pozicije: asistenti (51 %), docenti (19 %), izvanredni profesori (15 %) i redoviti profesori (15 %). 57 % uzorka činile su žene. Primijenjen je Upitnik izloženosti stresu u radu za sveučilišne nastavnike (ISR-SN) koji sadržava 37 čestica i mjeri šest latentnih dimenzija izvora stresa: radno opterećenje, materijalne/tehničke uvjete rada, odnose na poslu, studente, organizaciju rada i društvene uvjete rada. Žene u odnosu prema muškarcima u prosjeku izvještavaju o većoj prisutnosti izvora stresa u svom poslu. Docenti, izvanredni i redoviti profesori u prosjeku procjenjuju veću prisutnost stresora vezanih uz materijalne/tehničke uvjete rada i organizaciju rada u odnosu na asistente koji, pak, u većoj mjeri procjenjuju prisutnost stresora vezanih uz međuljudske odnose. Redoviti profesori u prosjeku izvještavaju o manjoj izloženosti stresorima u svom poslu od izvanrednih profesora, docenata i asistenata

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service

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

Representational predicaments for employees: Their impact on perceptions of supervisors\u27 individualized consideration and on employee job satisfaction

A representational predicament for a subordinate vis-à-vis his or her immediate superior involves perceptual incongruence with the superior about the subordinate\u27s work or work context, with unfavourable implications for the employee. An instrument to measure the incidence of two types of representational predicament, being neglected and negative slanting, was developed and then validated through an initial survey of 327 employees. A subsequent substantive survey with a fresh sample of 330 employees largely supported a conceptual model linking being neglected and negative slanting to perceptions of low individualized consideration by superiors and to low overall job satisfaction. The respondents in both surveys were all Hong Kong Chinese. Two case examples drawn from qualitative interviews illustrate and support the conceptual model. Based on the research findings, we recommend some practical exercises to use in training interventions with leaders and subordinates. © 2013 Copyright Taylor and Francis Group, LLC

Changing Times, Changing Lives: a new look at job satisfaction in two university Schools of education located in the English West Midlands.

This article reports on the outcomes from an initial study to explore the job satisfaction of academics in the light of changes in higher education in the UK. The study is placed in relation to attendant concerns that the job satisfaction, motivation and morale of academic staff may be being tested. A questionnaire and semi-structured interviews were used to secure academics perceptions from two Schools of Education located within chartered and statutory universities in the English West Midlands. Thirty facets perceived important in impacting upon job satisfaction were identified and from these, key facets deemed either deeply satisfying or deeply dissatisfying to academics were established. These key facets have the potential to impact upon academic's motivation and morale as well as their job satisfaction. A typology based on the balance between key facets is presented as a means to enable manager-academics to further reflect upon possible actions within their Schools and institutions. The study captures insights relevant to informing the future research agenda and highlights the possible consequences of a laissez-faire stance to these important issues

A performance matrix for strategies to improve satisfaction among faculty members in higher education

Appropriate performance zone (APZ), Faculty members satisfaction, Importance survey, Performance control matrix, Satisfaction survey, Quality loss function (QLF),