Relevant bibliographies by topics / Demands’ satisfaction

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Demands’ satisfaction'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Demands’ satisfaction"

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Albrecht, Simon L. "Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction." Journal of Personnel Psychology 14, no. 2 (July 17, 2015): 70–79. http://dx.doi.org/10.1027/1866-5888/a000122.

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The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.
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Hasanah, Anisah Uswatun. "PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)." JURNAL STUDI MANAJEMEN ORGANISASI 13, no. 2 (December 31, 2016): 110. http://dx.doi.org/10.14710/jsmo.v13i2.13401.

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The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.
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Li, Jinqiu, Qingqin Wang, Yitong Xuan, and Hao Zhou. "User demands analysis of Eco-city based on the Kano model—An application to China case study." PLOS ONE 16, no. 3 (March 10, 2021): e0248187. http://dx.doi.org/10.1371/journal.pone.0248187.

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Eco-cities have witnessed rapid growth in these years worldwide. As the Eco-cities entering operation stage gradually, more and more researchers have found that users (who are living or working in the Eco-cities) satisfaction is one of the most important factors to determine the success or failure of Eco-cities. Therefore, it is very important to investigate the user demands to attract more citizens willing to live or work in the Eco-cities, which will make the development of Eco-cities more sustainable and solid. The recent researches on user demands investigation and analysis in the Eco-cities mainly focused on understanding the user need itself, yet lack of research on the relationship between the user demand and user satisfaction. This paper initially introduced the Kano model analysis method to the research field of user demands in Eco-city, to explore the relationship between the user demand and user satisfaction. After proposing user demands library in Eco-city (including Land use, Ecological environment, Green building, Energy utilization, etc.), the user demands classification and importance analysis methods of Eco-city were proposed based on Kano model. The questionnaire survey for users of two Eco-cities in China as case study was conducted, consisted of user demand items questionnaire based on the Kano model and a questionnaire on the importance of the user demand items. By utilizing the integration of quantitative analysis methods based on the Kano model and Analytic Hierarchy Process (AHP) method, the final ranking of user demands importance was obtained. Comparing with the existing literatures in terms of user demands research for Eco-city, the user demands analysis method based on Kano model of this paper, is able to reveal the influence degree of user satisfaction towards the facilities and services provided in the Eco-city. The user demands analysis method can be used for other researchers worldwide to investigate and quantitively analyze user demands according to their local development situation and preference of Eco-city. The user demands analysis results obtained through this method, can benefit different stages of Eco-city.
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Dr. Lucy Njiru, Mureithi Reginah Wanjira;. "Influence of Psychological Demands on Job Satisfaction among the Employees of the National Hospital Insurance Fund in Kenya." Editon Consortium Journal of Psychology, Guidance, and Counseling 2, no. 1 (July 31, 2020): 149–58. http://dx.doi.org/10.51317/ecjpgc.v2i1.141.

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The purpose of this study was to assess the influence of psychosocial demands factors on job satisfaction among employees at the National Hospital Insurance Fund (NHIF) in Kenya. Psychological demands refer to job aspects that are physical, social, or organizational that required for physical and psychological effort to be sustained. A descriptive research design was adopted and all the 1918 employees at NHIF were targeted for this study. A stratified random sampling technique was used to obtain 330 respondents from the study population. To collect primary data on psychological demand, the study used the demand-control-support questionnaire while job satisfaction was measured using the Warr-Cook-Wall questionnaire. While 330 questionnaires were distributed, only 301 questionnaires were duly filled and returned. Descriptive and inferential statistics encapsulated the data analysis and the results were presented in the form of tables. Analysis of the data was done through the use of SPSS version 24. The findings of the study showed that psychological demand had a statistically significant influence on job satisfaction at NHIF Kenya (p<0.05). The study recommends the need to reduce psychological demands at NHIF Kenya as well as ensure that the reduction of conflicting demands at the place of work. For future researchers, the study recommends that a similar study be conducted in other public sector organizations in Kenya. The results of this study add to the body of knowledge on psychological demand and job satisfaction.
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Lavers, Jennifer L. "Career satisfaction falls prey to bottomless demands." Nature Human Behaviour 3, no. 10 (October 2019): 1020. http://dx.doi.org/10.1038/s41562-019-0695-2.

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Bailey, Roger C., and Christy Miller. "LIFE SATISFACTION AND LIFE DEMANDS IN COLLEGE STUDENTS." Social Behavior and Personality: an international journal 26, no. 1 (January 1, 1998): 51–56. http://dx.doi.org/10.2224/sbp.1998.26.1.51.

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Researchers have proposed that life satisfaction may be increased by reduced life involvement (i.e., the scarcity hypothesis) or increased by greater life involvement (i.e., the expansion hypothesis). This study attempted to determine if female and male college students are more satisfied with their lives if they have more or less active life styles. One hundred and fifty-seven females and eighty-six males were assigned to either a High, Moderate, or Low Life satisfaction group and additional instruments were administered to assess the manner of decision making, the extent of role demands and time pressures, and the respondents' satisfaction with school performance and their dating and family relationships. Results demonstrated that both male and female college students with high life satisfaction had more demanding life styles than individuals with low life satisfaction, but they did not suffer greater personal stress. The significant role of fulfilling interpersonal relationships in overall life satisfaction was also evident.
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Kinman, G., and L. Grant. "Emotional demands, compassion and mental health in social workers." Occupational Medicine 70, no. 2 (January 31, 2020): 89–94. http://dx.doi.org/10.1093/occmed/kqz144.

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Abstract Background Compassion, described as the act of providing care based on empathy, dignity and respect, is intrinsic to effective health and social care. Although delivering compassionate care has wide-ranging benefits for service users, more insight is needed into its effects on health and social care professionals. The emotional demands of ‘helping’ work can engender compassion fatigue that may impair well-being, whereas compassion satisfaction and feelings of compassion towards the self could be protective. Aims To examine the effects (direct and indirect) of compassion satisfaction, compassion fatigue and self-compassion on mental health in a cohort of social workers. Methods We used validated scales to measure emotional demands, compassion satisfaction and fatigue, and self-compassion and the General Health Questionnaire-12 to assess mental health. We tested the main and moderating effects of emotional demands and the three facets of compassion using hierarchical regression analysis. Results The study sample comprised 306 social workers (79% female). Participants who reported higher levels of compassion satisfaction and self-compassion tended to report better mental health, whereas compassion fatigue was a significant risk factor for well-being. The models explained 44–53% of the variance in mental health symptoms. We found some evidence that compassion satisfaction and self-compassion buffer the negative effects of emotional demand on mental health, contributing 2 and 3%, respectively, to the incremental variance. Conclusions Our findings suggest that evidence-based interventions are needed to reduce compassion fatigue and enhance compassion satisfaction and self-compassion in social care work. We consider ways to accomplish this using targeted interventions.
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Cunningham, Brian P., David C. Swanson, Hrayr Basmajian, Ryan McLemore, and Gilbert Ortega. "Professional Demands and Job Satisfaction in Orthopaedic Trauma." Journal of Orthopaedic Trauma 29, no. 12 (December 2015): e499-e503. http://dx.doi.org/10.1097/bot.0000000000000364.

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Akkerman, Alma, Sabina Kef, and Herman P. Meininger. "Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality." American Journal on Intellectual and Developmental Disabilities 123, no. 1 (January 1, 2018): 17–32. http://dx.doi.org/10.1352/1944-7558-123.1.17.

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Abstract To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job satisfaction. Moderation analyses showed that for people with ID with high conscientiousness, enhanced job demands were associated with reduced job satisfaction, which was not the case for those with low conscientiousness. This study emphasizes the importance of job design.
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Proost, Karin, Peter Verboon, and Joris van Ruysseveldt. "Organizational justice as buffer against stressful job demands." Journal of Managerial Psychology 30, no. 4 (May 11, 2015): 487–99. http://dx.doi.org/10.1108/jmp-02-2013-0040.

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Purpose – The purpose of this paper is to examine the role of organizational justice in the context of Karasek’s job demand-control model. It is suggested that employees benefit from organizational justice in order to cope with high job demands. Furthermore, it is argued that justice perceptions are a precondition for the buffering role of job control with respect to job demands. Design/methodology/approach – A cross-sectional study on employees (n=197) in nursing houses was used. The hypotheses were tested by hierarchal regression analysis. Findings – Results showed that organizational justice buffered for the positive effect of job demands on turnover intentions and for the negative effect of job demands on job satisfaction. Furthermore, the results showed that justice serves as an important precondition for the moderating role of job control on the effect of job demands on job satisfaction and turnover intentions. Justice appeared to strengthen the role of job control as a buffer for high job demands. Originality/value – The importance of organizational justice with respect to job design and personnel practices has been demonstrated. New is the finding that justice can strengthen the role of job control as a buffer for high job demands.
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Dissertations / Theses on the topic "Demands’ satisfaction"

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Besen, Elyssa Tracy. "The Job Demands-Control-Support Model: Understanding the Implications of Age." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3028.

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Thesis advisor: Rebekah Levine Coley
In recent decades, the average age of the United States workforce has been on the rise, a trend that is expected to continue as the Baby Boomer generation, which constitutes the largest segment in the workforce in this country, reaches older adulthood. The aging of the workforce has raised concerns from researchers, policy-makers, and organizations. As a result, there have been calls for research regarding how experiences at work vary across the life-span, although few studies have addressed this topic. To begin to address this gap in the literature, this dissertation aims to explore the association between job demands and well-being and how the processes employees use to cope with job demands vary with age. Using data from two waves of Midlife in the United States: A National Study of Health and Well-Being, with a sample of over 7,000 working adults ranging from ages 20 to 83, I attempt to integrate the Job Demands-Control-Support Model with the Life-Span Theory of Control in order to examine how multiple factors influence the relationship between job demands and well-being outcomes across the life-span. Results of random effects linear regression models show that job demands were negatively related to job satisfaction and mental health and that the relationship between job demands and job satisfaction was weakest at younger ages and remained constant after midlife. With regard to the factors that moderate the relationships with job demands, findings indicated that job control and job support buffered the relationship with job satisfaction, while job support buffered the relationship with mental health. The buffering roles of job control and job support were found to vary based on levels of primary and secondary control for workers of different ages. Findings are discussed in terms of their implications for both workplace theory and developmental theories, which help to provide a better understanding of how work experiences vary across the life-span
Thesis (PhD) — Boston College, 2013
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental, and Educational Psychology
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Jang, Seulki. "A Multilevel Examination of Cultural Moderators of the Job Demands-Resources Model." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5826.

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Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.
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Mehrenberg, Richard L. "An investigation of the effects of paperwork demands on the morale of first year special education teachers does "red tape" overwhelm green teachers? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4523.

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Thesis (Ph.D.)--George Mason University, 2009.
Vita: p. 167. Thesis director: Margo A. Mastropieri. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Education. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 159-166). Also issued in print.
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D'Emiljo, Anle. "Job demands and resources as antecedents of work engagement : a diagnostic survey of nursing practitioners." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96748.

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Thesis (MCom)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the global challenge of an aging nursing staff population. At a time of widespread concern about nursing shortages and an ageing nursing workforce globally, human resources functions should pay increasing attention to addressing the shortage of nursing staff. Although attracting individuals to the nursing profession will increase the nursing pool, the engagement (and consequently retention) of current nursing staff is crucial to ensure a sustainable nursing workforce, and as a result, a sustainable healthcare system. The purpose of this study therefore included a diagnosis of the current state of work engagement of nursing practitioners, with the Job Demands and Resources model as diagnostic model, in an attempt to identify the antecedents that significantly contribute to the engagement of nursing practitioners. The data analysis techniques that were applied in this study included item analysis, correlation analysis, hierarchical multiple regression analysis, PLS analysis and ANOVA. While the overall level of work engagement of nursing practitioners in the sample might not have been as low as had been envisioned, there are clearly deficiencies that need to be addressed. In terms of job resources, the factors that were found to be below optimum levels, and warrants intervention, included remuneration, participation, career possibilities, variety at work, independence at work, opportunities to learn, and information. The job resources communication, contact possibilities, relationships with colleagues and relationship with supervisor yielded acceptable mean scores and as a result no particular interventions were proposed for these variables. In terms of job demands, all job demands were reported to be at unacceptably high levels; however, no correlation between pace and amount of work and work engagement was confirmed. As a result, practical recommendations were built around these job demands and resources which anticipate increasing the work engagement of nursing practitioners and thereby partially addressing the greater problem of nursing shortages.
AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.
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Olivier, Elanie. "Job demands, job resources, burnout, health and life satisfaction of support staff in a higher education institution / Elanie Olivier." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1400.

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Zaleskienė, Svetlana. "Paauglių (12-18m.), gyvenančių vaikų globos įstaigoje, gaunamos socialinės paramos ir pagrindinių poreikių patenkinimo ryšio su agresyvumu tyrimas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080618_121255-14021.

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Paauglių (12-18 m.), gyvenančių vaikų globos įstaigoje, gaunamos socialinės paramos ir pagrindinių poreikių patenkinimo ryšio su agresyvumu tyrimas Darbo objektas – sąryšio tarp 12 – 18 m. vaikų globos įstaigose gyvenančių paauglių, gaunamos socialinės paramos, pagrindinių poreikių patenkinimo ryšio ir agresyvumo ypatumai. Darbo aktualumas. Pastaruoju metu Lietuvoje daugėja vaikų, praradusių tėvų globą. Šiai problemai skiriama daug dėmesio, kuriamos įvairios programos siekiant pagerinti šių vaikų psichosocialinį prisitaikymą. Tačiau mokslinių tyrimų, nagrinėjančių globos įstaigose gyvenančių vaikų patiriamus sunkumus ir poreikius, trūksta. Jiems trūksta socialinės paramos (tai, kiek vaikas suvokia, kad juo yra rūpinimąsi, jis mylimas, gerbiamas ir vertinamas, kiek jis jaučiasi palaikomas, remiamas savo tėvų (globėjų), bendraamžių, mokytojų bei kitų socialinį tinklą atstovaujančių individų), nepatenkinami pagrindiniai poreikiai (pasiekti pripažinimo ir pagarbos, turėti šiltus santykius su žmonėmis, apsirūpinti save ateityje, užsidirbti pragyvenimui) ir dėl to kyla agresyvumas. Tai yra mažai tyrinėta problema, yra aktuali ir reikalauja mokslinio tyrimo. Darbo tikslas – ištirti paauglių (12-18 m.), gyvenančių vaikų globos įstaigose, gaunamos socialinė paramos ir pagrindinių poreikių patenkinimo ryšį su agresyvumu. Darbo uždaviniai: 1. Analizuoti, vaikų globos įstaigose gyvenančių paauglių 12 – 18 m., gaunamos socialinės paramos, pagrindinių poreikių patenkinimo ir... [toliau žr. visą tekstą]
Work object – teenagers’ (12-18 years old), living in the foster home, social support and main demands’ contact with aggression scientific research. Actualities of the work – recently in Lithuania are increasing children who lost parental care. A lot of attention is paid to this problem various programs are created to improve these children psychosocial adaptation. However, scientific researches analyzing the difficulties and demands of the children living in the foster home are not enough. They need more social support, main demands are not satisfied, and therefore aggression starts. That means that this problem is topical, and requires scientific research. Exploratory aim – explore teenagers’ (12-18 years old), living in the foster home, social support and main demands’ contact with aggression. Tasks of work: 1. Analyze teenagers’ (12-18 years old), living in the foster home, social support and main demand satisfaction and aggression assessment; 2. Social support and main demand satisfaction and level of aggression comparison in boys and girls subgroups, younger’s’ (12-15 years old) and elder’s (16-18 years old) teenagers’ subgroups; 3. Define teenagers’ (12-18 years old), living in the foster home, social support contact with aggression; 4. Assess teenagers’ (12-18 years old), living in the foster home main demands’ contact with aggression. Hypothesis – teenagers’ (12-18 years old), living in the foster, getting bigger social support and successfully satisfying demands... [to full text]
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Papadaki, Eleni. "High job demands, low support : Social work praktice realities in public social services in Crete." Doctoral thesis, Umeå University, Social Welfare, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-622.

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The overall aim of the present thesis is to gain an understanding of the working life of social workers working in public social services in Crete. It is a three-phase study, consisting of three distinct but related research parts; each research part is built upon issues and questions derived from the preceding part. In this work, both quantitative and qualitative approaches were employed. Theoretical perspectives regarding the impact of the welfare environment on social welfare workers’ behaviour and on their well being as well as gender aspects of welfare work constitute the main theoretical framework.

The findings of this thesis reveal the significant impact of the organisational environment on social workers’ well being, on their effectiveness as well as on their coping behaviour with unsatisfactory organisational conditions. The main sources of social workers’ dissatisfaction were organisational and extrinsic work aspects; their main sources of satisfaction were intrinsic work aspects. Social workers found themselves facing ethically difficult situations arising from the organisations’ inability to cover clients’ needs as well as from difficulties concerning interprofessional relationships with their superiors or physicians.

The most common pattern of coping that social workers used in order to deal with unsatisfactory organisational conditions was the ‘active defensive’ kind of adjustment aiming mainly at offering clients temporary relief. They adjusted their work attitudes to reflect lower expectations of their work. As their professional orientation called for altruistic behaviour towards clients, social workers tried to find solutions within the resource constraints they encountered; they did not risk trying to change the limitations imposed by the employing agencies. Certain common beliefs, such as that offering clients temporary help was the best they could do under the organisational circumstances, contributed to the forming of a dominant view: “the culture of silence”, which resulted in the perpetuation of unsatisfactory organisational conditions.

There were influences on social workers’ coping behaviour which affected them in order to accept limitations in their work rather than challenge them. The inability of welfare programmes to cover social needs, organisational factors, factors related to gender and the insufficient amount of social workers’ knowledge limited their potential for intervention in order to improve unsatisfactory conditions. The most common patterns of coping resulted in the partial covering of clients’ needs. Social workers who used active strategies experienced frustration due to their limited effectiveness and the perpetuation of the organisational problems; most of them wanted to quit working in the organisation. The high job demands they experienced due to their efforts to deal with organisational constraints along with the low level of job control resulted in emotional exhaustion.

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Pears, Elizabeth. "The Buffering Effect of The Feedback Environment: The Role of Job Demands, The Feedback Environment, and Psychological Need Satisfaction in Preventing Burnout." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1587918695277345.

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Nell, Elzette. "Testing the Job Demands-Resources Model on nurses." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96658.

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Thesis (MCom)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsisteem word geteister deur verskeie uitdagings wat onder andere inkomste ongelykhede, ekstreme hulpbron skaarshede, diskriminasie en geweld insluit. Dit maak die gesondheidsindustrie ʼn moeilike werksomgewing vir gesondheidspersoneel om in te werk. Suid-Afrika het duisende verpleegsters oor die laaste dekade verloor as gevolg van emigrasie, terwyl ander die professie in geheel verlaat het (Tshitangano, 2013). Gevolglik het hierdie tendens die aandag getrek na die welstand van verpleegsters in Suid-Afrika. Die primêre doel van hierdie studie was om die vlak van werksbetrokkenheid onder ʼn steekproef van privaatsektor verpleegsters in die Wes-Kaap te ondersoek, tesame met hulle vlakke van werkseise, werkshulpbronne, persoonlike hulpbronne, werksprestasie en posverryking. Die Job Demands-Resources model (JD-R) of work engagement is vir hierdie doel ingespan. Die omvattende model tesame met die geldigheid van die voorgestelde verhoudings tussen die konstrukte is getoets. Addisionele verhoudings is ook voorgestel en getoets. Bestuursimplikasies en praktiese intervensies is van die resultate afgelei en word aan bestuurders voorgelê as moontlike oplossings om verpleegsters se welstand en retensie te verhoog. ʼn Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is van 311 verpleegsters ingesamel wat deur ʼn private hospitaalgroep in diens geneem word. Nie-waarskynlikheid gerieflikheidsteekproeftrekking is gebruik om die steekproef te bepaal. ʼn Self-geadministreerde vraelys is ontwikkel en as harde kopie uitgestuur na dié hospitale wat ingestem het om aan die navorsing deel te neem. Die vraelys is vrywillig, anoniem en konfidensieel ingevul en het uit vyf seksies bestaan. Die vyf seksies se vrae is opgemaak uit verskeie bestaande vraelyste, naamlik, die Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), die Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), die Work Design Questionnaire (Morgeson & Humhprey, 2006), die Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), en die Job Crafting Scale (Tims, Bakker & Derks, 2012). Ten einde die statistiese beduidendheid van die hipoteses te toets, is die data deur strukturele vergelykingsmodellering en regressie-ontledings ontleed. Die resultate dui daarop dat die verpleegsters 'n hoë vlak van werksbetrokkenheid ervaar, en dat werkshulpbronne, werkseise en posverrykende aspekte van hulle werk bestuurs- of bedryfsielkundige intervensies verlang.
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Ryosho, Natsuko. "Job and Personal Resources and Demands: The Effects on Job Satisfaction and Job Search Behavior of Certified Nursing Assistants (CNAs) Working in Nursing Homes." VCU Scholars Compass, 2010. http://scholarscompass.vcu.edu/etd/2062.

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The purpose of the current study was to examine how job resources, job demands, personal resource, personal demands, and demographic characteristics predict job satisfaction and job search behavior of certified nursing assistants (CNAs) working in nursing homes. The study used data from the 2004 National Nursing Assistant Survey (NNAS). The job demands-resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) provided the basis for the conceptual framework of the study. First, a series of multinomial logistic regression analyses were performed to determine how the five categories of predictor variables predicted the levels of job satisfaction among CNAs. Next, a series of binary logistic regressions was used to assess the effects of the predictor variables on job search behavior. Lastly, binary logistic regression was used to examine the effect of job satisfaction on job search behavior, controlling for other predictor variables. Findings indicated that job resource variables related to positive administrative climate, opportunity for self-advancement, supportive supervisory practices, peer support, and positive interactions with residents predicted job satisfaction. Among job demand variables, lack of perceived respect and physical demands significantly and negatively predicted job satisfaction. In the job search behavior model, CNAs who reported respectful administrative climate, opportunity for self-advancement, and supervisor quality were less likely to search for a new job. Among job demand variables, perceived lack of respect/appreciation for work, perceived racial/ethnic discrimination, and problems with scheduling predicted job search behavior. When the job satisfaction variable was entered into the final job search behavior model, two variables became insignificant: supervisor quality and perceived lack of respect/appreciation for work. In the final model, job satisfaction had the strongest explanatory power of job search behavior. The findings of this study did not support the role of personal resources and demands in determining job attitudes and behavior of CNAs working in nursing homes. Research, education, policy, and practice implications are addressed.
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Books on the topic "Demands’ satisfaction"

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Curtis, Hartman, ed. Free, perfect, and now: Connecting to the three insatiable customer demands : a CEO's true story. New York: Simon & Schuster, 1999.

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Wallace, Jean E. Juggling it all: Exploring lawyers' work, home, and family demands and coping strategies : report of stage one findings. Newton, PA: Law School Admission Council, 2002.

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Wallace, Jean E. Juggling it all: A study of lawyers' work, home, and family demands and coping strategies : report of stage two findings. Newton, PA: Law School Admission Council, 2004.

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George, Alex. Study of demand and satisfaction of the Mauritius health system. Hyderabad: Institute of Health Systems, 1997.

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American Hospital Association. Special Committee on Nursing. Responding to the nursing shortage / report and recommendations of the Special Committee on Nursing. Chicago, Ill: American Hospital Association, 1988.

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Association, Canadian Nurses'. Nurse retention and quality of work life: A national perspective. Ottawa, Ont: Canadian Nurses Association, Canadian Hospital Association, 1990.

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United States. Congress. House. Committee on Education and the Workforce. The nursing shortage: Causes, impact, and innovative remedies : hearing before the Committee on Education and the Workforce, House of Representatives, One Hundred Seventh Congress, first session, hearing held in Washington, DC, September 25, 2001. Washington: U.S. G.P.O., 2002.

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Massachusetts. General Court. Legislative Special Commission on Nursing and Nursing Practice. The nursing crisis in Massachusetts: Report of the Legislative Special Commission on Nursing and Nursing Practice, May 2001. Boston, Mass: The General Court of Massachusetts, 2001.

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Colette, Beauchamp, ed. Hyper tension : l'urgence des choix : dossier inédit. Montréal, Qué: Ordre des infirmières et infirmiers du Québec, 1989.

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Rosner, Menahem. Factors behind the supply and demand for non-alienating work, and some international illustrations. Haifa: University of Haifa, Kibbutz University Center, Institute for Study and Research of the Kibbutz and the Cooperative Idea, 1988.

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Book chapters on the topic "Demands’ satisfaction"

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Srzednicki, Jan. "The Opacity of Satisfaction Prognosis — Demands." In The Democratic Perspective, 247–83. Dordrecht: Springer Netherlands, 1988. http://dx.doi.org/10.1007/978-94-009-3671-3_8.

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Gerdenitsch, Cornelia. "New Ways of Working and Satisfaction of Psychological Needs." In Job Demands in a Changing World of Work, 91–109. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54678-0_6.

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Kyriakidis, Epaminondas G., and Theodosis D. Dimitrakos. "Single Vehicle Routing Problem with a Predefined Customer Sequence, Stochastic Demands and Partial Satisfaction of Demands." In Operations Research Proceedings, 157–64. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-42902-1_21.

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Hellemans, Catherine, Pierre Flandrin, and Cécile van de Leemput. "ICT Use as Mediator Between Job Demands and Work-Life Balance Satisfaction." In HCI in Business, Government and Organizations. Information Systems and Analytics, 326–37. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22338-0_27.

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Li, Jingshan, and Semyon M. Meerkov. "Customer Demand Satisfaction in Continuous Lines." In Production Systems Engineering, 1–22. Boston, MA: Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-75579-3_15.

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Li, Jingshan, and Semyon M. Meerkov. "Customer Demand Satisfaction in Bernoulli Lines." In Production Systems Engineering, 1–21. Boston, MA: Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-75579-3_9.

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Guo, Xiaoli, Yuhan Sun, Li Feng, Chaoyang Qu, and Tieli Sun. "Demand Response Strategy Model Based on User Satisfaction." In Advances in Intelligent Information Hiding and Multimedia Signal Processing, 372–80. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-6420-2_46.

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Sigurðardóttir, Ingibjörg, and Anna Lilja Pétursdóttir. "The visitor experience at a horse event." In Humans, horses and events management, 88–98. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789242751.0088.

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Abstract The demand side of horse (sport) events, that is visitor expectations, experiences and satisfaction, has not been the subject of much research. This chapter focuses on visitor experience and satisfaction at Landsmót (the National Championship of the Icelandic horse), held in Iceland in Hella (2014), Hólar (2016) and Reykjavík (2018). An online survey was conducted among visitors following those three events where a total of 2318 visitors responded. Findings indicated the importance of intangible services at the venue and service-mindedness of staff. High demand for horse-related products and equipment was reported at the venues during the events, as well as demand for clothes and other products related to weather conditions during the events. Visitors desired greater variety of meals and access to a grocery store at the venues. There was a considerable difference in visitor satisfaction between the three events investigated. The 2016 event in Hólar ranked the highest in all factors evaluated, except those related to the shopping area where visitors wanted more variety of products. The score of the 2016 event for overall visitor satisfaction was 4.39 (out of 5). The 2018 event in Reykjavík scored 4.21 whereas the 2014 event in Hella ranked 3.64.
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Kosnik, Linda. "Breakthrough Demand–Capacity Management Strategies to Improve Hospital Flow, Safety, and Satisfaction." In Patient Flow, 153–71. Boston, MA: Springer US, 2013. http://dx.doi.org/10.1007/978-1-4614-9512-3_7.

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Kosnik, Linda. "Breakthrough Demand-Capacity Management Strategies to Improve Hospital Flow, Safety, and Satisfaction." In International Series in Operations Research & Management Science, 101–22. Boston, MA: Springer US, 2006. http://dx.doi.org/10.1007/978-0-387-33636-7_4.

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Conference papers on the topic "Demands’ satisfaction"

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Tsiaras, Christos, and Burkhard Stiller. "A deterministic QoE formalization of user satisfaction demands (DQX)." In 2014 IEEE 39th Conference on Local Computer Networks (LCN). IEEE, 2014. http://dx.doi.org/10.1109/lcn.2014.6925776.

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Nasherahkami, N., M. Bashiri, and J. Bagherinejad. "Modeling of periodic location routing problem with time window and satisfaction dependent demands." In 2015 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2015. http://dx.doi.org/10.1109/ieem.2015.7385889.

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Yamamoto, Satoshi, Koji Kimita, and Yoshiki Shimomura. "An Importance Decision Method of Customers’ Demands for Highly Public Service." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-29031.

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General service designs focus on specific customers. However, because of the diversity of customer demands, it is difficult to design a public service that addresses the demands of all customers. To achieve maximum customer satisfaction, it is imperative to summarize the demands of various customers and design a service by considering customers belonging to different categories. This study aims at realizing a service design by considering different customer groups. In particular, we propose a method that enables service design by considering groups of various customers and minimizing customer dissatisfaction by adopting a group-decision-making approach [1–4].
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Yu, Janet S., Javier P. Gonzalez-Zugasti, and Kevin N. Otto. "Product Architecture Definition Based Upon Customer Demands." In ASME 1998 Design Engineering Technical Conferences. American Society of Mechanical Engineers, 1998. http://dx.doi.org/10.1115/detc98/dtm-5679.

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Abstract The product architecture developed by a design team will have a tremendous impact upon customer satisfaction and market acceptance of a product. Yet most work in product architecture centers around configuring them for cost savings, manufacturability, and other production-driven concerns. Here, we propose a customer need basis for defining a product architecture. Customer needs analysis can provide a list of requirements for a product to sell. At any moment in time, one can assess a market population to establish target values for product features and represent those targets as probability distributions. Alternatively, one can also trace a few products through their use in time, and establish desired target values as a set of different distributions. Comparing these two distribution sets for every important customer need can point to the type of architecture a market population desires. When population and time distributions match, feature adjustability is required. When these distributions are different but constant in time, a family of product variants is more appropriate. When the population distribution changes over time, the feature must be isolated so it can be upgraded over time. If the distributions across both time and population are narrow, a single offering will supply the needs of the market. An instant film camera product is used as an example of the relationship between customer need distributions and appropriate product architecture.
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Lamb, Luís C., Artur d’Avila Garcez, Marco Gori, Marcelo O. R. Prates, Pedro H. C. Avelar, and Moshe Y. Vardi. "Graph Neural Networks Meet Neural-Symbolic Computing: A Survey and Perspective." In Twenty-Ninth International Joint Conference on Artificial Intelligence and Seventeenth Pacific Rim International Conference on Artificial Intelligence {IJCAI-PRICAI-20}. California: International Joint Conferences on Artificial Intelligence Organization, 2020. http://dx.doi.org/10.24963/ijcai.2020/679.

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Neural-symbolic computing has now become the subject of interest of both academic and industry research laboratories. Graph Neural Networks (GNNs) have been widely used in relational and symbolic domains, with widespread application of GNNs in combinatorial optimization, constraint satisfaction, relational reasoning and other scientific domains. The need for improved explainability, interpretability and trust of AI systems in general demands principled methodologies, as suggested by neural-symbolic computing. In this paper, we review the state-of-the-art on the use of GNNs as a model of neural-symbolic computing. This includes the application of GNNs in several domains as well as their relationship to current developments in neural-symbolic computing.
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Chen, Cen, Xiaolu Zhang, Sheng Ju, Chilin Fu, Caizhi Tang, Jun Zhou, and Xiaolong Li. "AntProphet: an Intention Mining System behind Alipay's Intelligent Customer Service Bot." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/935.

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We create an intention mining system, named AntProphet, for Alipay's intelligent customer service bot, to alleviate the burden of customer service. Whenever users have any questions, AntProphet is the first stop to help users to answer their questions. Our system gathers users' profile and their historical behavioral trajectories, together with contextual information to predict users' intention, i.e., the potential questions that users want to resolve. AntProphet takes care of more than 90% of the customer service demands in the Alipay APP and resolves most of the users' problems on the spot, thus significantly reduces the burden of manpower. With the help of it, the overall satisfaction rate of our customer service bot exceeds 85%.
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Todorović, Ivan, Stefan Komazec, Milan Jovanović, and Ondrej Jaško. "Business Process Mapping and Analysis as a Base for Increasing Competitive Advantage through Improving System Efficiency and Customer Orientation: Case of Steel Production Industry." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.64.

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Processes are one of key elements of each organization, so their analysis and constant improvement is essential for developing and maintaining competitive advantage. Business process mapping represents the initial step in process optimization. Another important aspect of good market position and business success is customer satisfaction. Organizations that are customer-oriented have much higher chance for satisfying and retaining their customers. Steel production industry is specific for extremely large and expensive orders on one hand, and production limits in terms of dimensions and quality on the other hand. In this industry clients are expected to accept certain adoptions of their demands in cases of production to order, or to adapt to predefined portfolio in cases of production in advance. Production to order in steel industry is more difficult to organize and increases production costs, but this approach improves customer orientation and eliminates the risk of unsold goods. However, order optimization is the step that can endanger customer satisfaction within sales and negotiation process in such production. This paper will show how process mapping and analysis as a tool in organizational design can represent a base for process flow optimization that increases process efficiency but also improves customer orientation, leading to competitive advantage.
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Kress, Gary. "Workplace Ergonomics: An Approach to Health, Safety, and Productivity." In ASME 1994 Citrus Engineering Conference. American Society of Mechanical Engineers, 1994. http://dx.doi.org/10.1115/cec1994-4003.

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Ergonomics is a discipline that considers the mental and physical capabilities and limitations of people in relation to the demands of their work. The goal of ergonomics is to minimize error and fatigue by matching job requirements with human abilities through a process of analysis and design in determining the dimensions and layout of the workspace, the design of tools and equipment, and the development of work procedures. When jobs fit people, the result is improved productivity, reduced accidents and injuries and greater job satisfaction. This paper briefly examines the ergonomic approach to identifying and reducing job related risk factors associated with cumulative trauma disorders and back stress. Examples of controls to eliminate risk factors are presented along with some workplace design principles and guidelines. Paper published with permission.
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Oduncuoglu, Arman, Khadidja Grebici, and Vince Thomson. "Quantitative Assessment Framework for Product Value and Change Risk Analysis in Early Design Process." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28505.

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The ever changing trends in current markets along with customers’ rising demands for quality require many companies to make frequent changes in their products. In this paper, a framework for a comprehensive Decision Support System (DSS) is described and illustrated with a simple example of a thermo-flask. The DSS aims to obtain an optimal balance between customer and enterprise satisfaction by taking into account different design decision attributes: customer requirements, cost and design risk. The system allows the recalculation of cost, value, effort and risk when engineering change occurs during the creation of new design solutions. The proposed DSS integrates House of Quality (HOQ), Functional Analysis System Technique (FAST), risk assessment and change propagation analysis to provide a view of the design process from product attributes and design risk to cost and effort. The goal is to increase product knowledge in the early stages of design, to calculate the effects of engineering change, and to support design engineers in decision making.
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Manresa Matas, Alba, Jasmina Berbegal-Mirabent, and Dolors Gil-Domenech1. "Challenging students to develop work-based skills: A PBL experience." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11108.

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In today’s changing world the skills and habilities required for getting a job are rapidly changing. New trends such as globalization, data science, artificial intelligence and the never ending expansion of information and technology communications are changing the demands of the labour market. Accordingly, new skills are needed in order to succeed and get a job. As noted by the OECD, educators’ challenge lies in helping students develop their unique capacity to create, innovate and add value, skills that distinguish humans from machines. With this aim in mind, this study reports the results of a challenge-based activity (based on project-based learning) targeted to undergraduate students in Business Administration. The results reveal a positive impact of the methodologies on students’ learning process, their satisfaction and a positive improvement on a series of skills, namely teamwork, writting and oral skills, digital skills, capacity to identify and solve problems, capacity to work autonomously, analytical capacity and capacity to think critically
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