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1
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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Rodríguez, Denise, Hendrik Van Landeghem, Virginia Lasio, and Dirk Buyens. "Determinants of job satisfaction in a lean environment." International Journal of Lean Six Sigma 8, no. 2 (June 5, 2017): 134–52. http://dx.doi.org/10.1108/ijlss-01-2016-0002.
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Purpose The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfaction. Additionally, the study describes the implementation of employee-supportive lean in four small companies using an action research approach. Findings The findings reveal that perceived job demands has a negative impact on job satisfaction. In addition, the authors find that perceived job autonomy and core self-evaluations have a positive impact on job satisfaction. Finally, the results show that core self-evaluations buffer the impact of perceived job demands on job satisfaction. Originality/value The present research underscores the importance of work and personal characteristics for employees’ job satisfaction in an environment created by implementing employee-supportive lean.
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Mikkelsen, Aslaug, and Espen Olsen. "The influence of change-oriented leadership on work performance and job satisfaction in hospitals – the mediating roles of learning demands and job involvement." Leadership in Health Services 32, no. 1 (January 24, 2019): 37–53. http://dx.doi.org/10.1108/lhs-12-2016-0063.
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Purpose The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement. Design/methodology/approach This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway. Findings The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement. Research limitations/implications This study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design. Practical implications The practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement. Social implications This study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction. Originality/value The authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.
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Sarwar, Farhan, Siti Aisyah Panatik, Mohammad Saipol Mohd Sukor, and Noraini Rusbadrol. "A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment." SAGE Open 11, no. 2 (April 2021): 215824402110061. http://dx.doi.org/10.1177/21582440211006142.
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Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work–family outcomes. Several implications for theory and practice are also discussed.
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Zeng, Zhi, Jun Liu, Qiong Xie, Yali Wu, Hua Wang, and Liming Lu. "A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees." Asia Pacific Journal of Public Health 32, no. 4 (April 14, 2020): 201–8. http://dx.doi.org/10.1177/1010539520914420.
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Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees’ well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.
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Kim, Kwan-Woo, and Yoon-Ho Cho. "The Moderating Effect of Managerial Roles on Job Stress and Satisfaction by Employees’ Employment Type." International Journal of Environmental Research and Public Health 17, no. 21 (November 9, 2020): 8259. http://dx.doi.org/10.3390/ijerph17218259.
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The roles of managers affect job stress and satisfaction. As irregular employees increase globally, more research is needed on the effects of managerial roles. This study analyzed job stress (subfactors: job autonomy and demand), job satisfaction, and managerial roles by employment type. Data comprised 33,420 cases from the fifth Korean Working Condition Survey. Regular employees had higher job autonomy and satisfaction fewer lower demands than irregular employees. For both, job autonomy positively and job demand negatively affected job satisfaction; the interaction of job autonomy and managerial roles negatively affected the relationship between job autonomy and satisfaction. In the relationship between job demand and satisfaction, the interaction of job demand and managerial roles had positive and negative effects for regular and irregular employees, respectively. The moderating effect of the interaction between job stress and managerial roles differed by employment type. Thus, managerial roles should differ by employment type. Guaranteed autonomy and minimal managerial intervention positively affect job satisfaction regardless of employment type. Appropriate managerial intervention relieves job stress and increases satisfaction for regular employees; managerial intervention negatively impacts irregular employees’ satisfaction. Irregular employees should be provided with clear job expectations from the start, with minimal managerial intervention.
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Olafsen, Anja Hagen, and Claus Wiemann Frølund. "Challenge accepted! Distinguishing between challenge- and hindrance demands." Journal of Managerial Psychology 33, no. 4/5 (July 2, 2018): 345–57. http://dx.doi.org/10.1108/jmp-04-2017-0143.
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Purpose The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways. Design/methodology/approach Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations. Findings The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality. Originality/value These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.
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Незнакина, Юлия, and Yulia Neznakina. "THE BASIC DIRECTIONS OF SATISFACTION GROWTH IN FOOD DEMANDS." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2017, no. 3 (September 25, 2017): 70–75. http://dx.doi.org/10.21603/2500-3372-2017-3-70-75.
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<p><span>The study of methods aimed at determining the standard of life has revealed the </span><span>key performance indicator, i. e. satisfaction of needs of the population in food. The limited possibilities of satisfaction of the population in food products (inefficient use of resources, unfavorable climatic conditions, high costs of treatment in the industry) has necessitated the search for their solutions. The article describes the main directions for increasing satisfaction of the population in food products. These directions are identified through research of the current situation on the market of food products. In the current economic conditions it is impossible to fully provide the population with food in accordance with physiological norms. The study identified the main directions of growth satisfaction of the needs of population in food products, which consists in: implementation of the results of the «green revolution» in agriculture, policy of import substitution, issuing ration cards for the poor, increase of real incomes of population, as well as in the production of balanced food.</span></p>
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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.
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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Lindfors, Petra, and Niklas Hansen. "Control dimensions, job demands and job satisfaction: does ownership matter?" International Journal of Workplace Health Management 11, no. 5 (October 1, 2018): 305–18. http://dx.doi.org/10.1108/ijwhm-10-2017-0079.
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PurposeNew ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to investigate how job demands, control over work and control within work (CWW) were related to job satisfaction in publicly administered, private non-profit and private for-profit hospitals.Design/methodology/approachQuestionnaire data came from employees at three hospitals; a publicly administered (n=774), a private non-profit (n=1,481) and a private for-profit (n=694) hospital. Mean-level analyses and hierarchical regressions with multiple group tests were conducted.FindingsDemands including workload were significantly lower at the publicly administered hospital while the control dimension CWW was significantly higher. Background factors and their associations with job satisfaction differed slightly between ownership types. Attitudes to privatization were not associated with job satisfaction within any ownership type. Overall, psychosocial work characteristics, including job demands and control, were significantly associated with job satisfaction while their interactions showed no consistent associations with job satisfaction. As for the strength of the associations, no consistent differences emerged between ownership types.Research limitations/implicationsUsing self-reports only, the associations between psychosocial work characteristics and job satisfaction seemed comparable across ownership types.Practical implicationsAssociations between psychosocial work characteristics and job satisfaction seem comparable across ownership types. This may relate to societal demands on the structuring of costs, work and production efficiency being similar for all.Originality/valueContributions include researching different occupations and their attitudes to privatization and two control dimensions considered important for different ownership types.
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Koon, Vui-Yee, and Pui-Yi Pun. "The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility." Journal of Applied Behavioral Science 54, no. 2 (December 19, 2017): 187–207. http://dx.doi.org/10.1177/0021886317749163.
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High job demands are considered a risk factor for uncivil behavior in the workplace but the mechanism behind this relationship remains unclear. The current study aimed to analyze emotional exhaustion and job satisfaction as sequential mediators of the relationship between job demands and instigated workplace incivility within the integrative framework of affective events theory and the job demand–control model. Data were collected from 102 university academic staff in Klang Valley, Malaysia, via snowball sampling method. The results supported the predicted three-path mediation model with age, gender, and employment contract type as covariates. High job demands led to emotional exhaustion, which, in turn, led to a decrease in job satisfaction level and as a result gave rise to instigated workplace incivility. Implications, limitations of these findings, and directions for future research are further discussed on how to enhance and establish a civil and respectful workplace.
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Han, Yan, Hongzhi Guan, and Jiaying Duan. "Tour Route Multiobjective Optimization Design Based on the Tourist Satisfaction." Discrete Dynamics in Nature and Society 2014 (2014): 1–8. http://dx.doi.org/10.1155/2014/603494.
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The question prompted is how to design the tour route to make the tourists get the maximum satisfactions considering the tourists’ demand. The influence factors of the tour route choices of tourists were analyzed and tourists’ behavior characteristics and psychological preferences were regarded as the important influence factors based on the tourist behavioral theories. A questionnaire of tourists’ tour route information and satisfaction degree was carried out. Some information about the scene spot and tourists demand and tour behaviors characteristic such as visit frequency, number of attractions visited was obtained and analyzed. Based on the convey datum, tour routes multiobjective optimization functions were prompted for the tour route design regarding the maximum satisfaction and the minimum tour distance as the optimal objective. The available routes are listed and categorized. Based on the particle swarm optimization model, the priorities of the tour route are calculated and finally the suggestion depth tour route and quick route tour routes are given considering the different tour demands of tourists. The results can offer constructive suggestions on how to design tour routes on the part of tourism enterprises and how to choose a proper tour route on the part of tourists.
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Kattenbach, Ralph, and Simon Fietze. "Entrepreneurial orientation and the job demands-resources model." Personnel Review 47, no. 3 (April 3, 2018): 745–64. http://dx.doi.org/10.1108/pr-08-2016-0194.
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Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to less exhaustion. An exception is found for cognitive workload which rather acts like a job resource. EO mediates these effects in a favorable way. High job resources foster EO, which in turn reduces exhaustion and enhances job satisfaction. For job demands, EO shows a negative mediation reducing the health-impairment process and increasing job satisfaction. Research limitations/implications Future research should broach the issue of adverse effects related to extreme employee entrepreneurship and potential negative effects. Practical implications Supporting and supervising an EO may help employees to cope with modern job profiles in agile organizations. Originality/value The findings provide support for a favorable mediating role of an entrepreneurial personal resource within the JD-R model. This knowledge may be used to consider individual work orientations and to organize work in a “healthy” way.
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Pecino, Vicente, Miguel A. Mañas, Pedro A. Díaz-Fúnez, José M. Aguilar-Parra, David Padilla-Góngora, and Remedios López-Liria. "Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction." International Journal of Environmental Research and Public Health 16, no. 10 (May 21, 2019): 1792. http://dx.doi.org/10.3390/ijerph16101792.
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The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-sectional study. The research participants are 442 public employees. A structural equation model was developed (organisational climate, job satisfaction, burnout, role stress). These confirm that organisational climate is correlated with role stress (−0.594), job satisfaction (0.746), and burnout (−0.408), while role stress is correlated with burnout (0.953) and job satisfaction (−0.685). Finally, there is a correlation between burnout and job satisfaction that is negative and significant (−0.664). The study confirms that a positive organisational climate could lead to less stressed and burned-out workers and, at the same time, to more satisfied employees with improved well-being.
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Jonasson, Charlotte, Jakob Lauring, Jan Selmer, and Jodie-Lee Trembath. "Job resources and demands for expatriate academics." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (March 13, 2017): 5–21. http://dx.doi.org/10.1108/jgm-05-2016-0015.
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Purpose While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate academics that have difficulties adjusting will benefit more from the social support that can originate from good relations to their students. The paper aims to discuss these issues. Design/methodology/approach The authors surveyed expatriate academics adjusting to a university position in China by use of 124 responses from foreign university employees. Findings The authors found that teacher-student relations had a positive association with job satisfaction and that positive teacher-student relations increased job satisfaction more for individuals being slow to adjust. Originality/value This is one of the few papers to explore the impact that students can have on expatriate academics and treat this relationship as a potential resource for universities to capitalize upon in socializing their new foreign academic staff members.
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Peterson, Jessica, Linda McGillis Hall, Linda O'Brien-Pallas, and Rhonda Cockerill. "Job satisfaction and intentions to leave of new nurses." Journal of Research in Nursing 16, no. 6 (November 2011): 536–48. http://dx.doi.org/10.1177/1744987111422423.
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Turnover of newly graduated nurses is of significant concern. There are continuing reports that new graduates struggle during the transition to the work setting. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job satisfaction and intention to leave of new nurses utilising Karasek's Job Demands-Control-Support model. A cross-sectional mailed survey was used to gather data. The sample comprised 232 new nurses working in acute care in Canada. Job demands, social support from both supervisors and coworkers and self-efficacy were significantly related to job dissatisfaction, while demands and support from coworkers were related to intention to leave the job. Identifying factors that contribute to the job satisfaction and intentions to leave of new nurses is a first step in developing interventions to assist nurses who are just beginning their careers.
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Gerich, Joachim, and Christoph Weber. "The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction." Social Indicators Research 148, no. 1 (October 11, 2019): 251–80. http://dx.doi.org/10.1007/s11205-019-02195-9.
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Abstract Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support.
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Maxwell, Aimee, and Philip Riley. "Emotional demands, emotional labour and occupational outcomes in school principals." Educational Management Administration & Leadership 45, no. 3 (July 9, 2016): 484–502. http://dx.doi.org/10.1177/1741143215607878.
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Most research into emotional labour is focussed on front-line service staff and health professionals, in short-term interactions. Little exists exploring the emotional labour involved in repeated on-going interactions by educational leaders with key stakeholders. This study explored the relationships between emotional demands, three emotional labour facets, burnout, wellbeing and job satisfaction in 1320 full-time school principals. Principals displayed significantly higher scores on emotional demands at work, burnout and job satisfaction, and significantly lower wellbeing scores than the general population. Structural equation modelling revealed that emotional demands predicted the elevated use of all emotional labour strategies. Surface Acting-Hiding emotions had an inverse relationship with burnout, wellbeing and job satisfaction. Surface Acting-Faking emotions had an inverse relationship with job satisfaction. Deep Acting demonstrated no significant associations with outcome variables. The findings of this study extend the current literature on the effects of emotional labour. The study also extends understanding about the separate effects of the facets of emotional labour, which will aid in the development of interventions to reduce high levels of burnout reported by educational leaders.
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Haroon, Saima, and Danish Ahmed Siddiqui. "Culturally-endorsed Leadership, Social cognition, and Entrepreneurial Orientation: An Empirical Inquiry." Business Management and Strategy 10, no. 2 (December 30, 2019): 313. http://dx.doi.org/10.5296/bms.v10i2.16156.
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Entrepreneurial orientation can not only be influenced by leadership, culture, but also through social cognition induced through Job Demands and Resources. Moreover, higher Entrepreneurial orientation could further lead to job satisfaction. These intricate relationships were never explored before. Therefore, we proposed a theoretical framework combining (Stephan & Pathak, 2016) and (Ralph Kattenbach, 2018) models, and modifying them to include the concept of Job satisfaction. Stephan & Pathak (2016) investigated the impact of Culturally-endorsed implicit Leadership Theories (CLT) on individual entrepreneurship. CLTs is a concept of culture-level build on individual-level implicit leadership theory (ILT) proposed by (Robert G. Lord, 1991). (Ralph Kattenbach, 2018) modified (Bandura, 1997) social cognitive theory (SCT) to include Entrepreneurial orientation. SCT itself was a modified version of Job Demands-Resources Model proposed by (Demerouti, 2001). Empirical validity of the proposed theory was established by means of a survey based on close ended Likert scale type questionnaire that collected data from 200 corporate sector employees based in Karachi. It was later analyzed using structured equation modeling and confirmatory factor analysis. This result showed that both cultural factors i.e. Uncertainty Avoidance and Collectivism have a significant and positive influence on both Self-Protective and Charismatic leadership. However, the effect of leadership on entrepreneurial orientation (EI) was not empirically significant. Similarly, the effect of both social cognitive factors i.e. Job Demand and Job resource on EI was positive and significant. EI and job demand had an insignificant effect on job satisfaction. However, job resource has a significant positive impact. This imply that job resource factors have a direct influence on EI as well as Job Satisfaction. But EI itself has no direct link with job satisfaction of employees. Hence, mapping and evaluating a culture of organization in consolidation with its employees’ job demand and resource factors may lead to higher job satisfaction.
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Hwang, Woosang, and Kamala Ramadoss. "The Job Demands–Control–Support Model and Job Satisfaction Across Gender." Journal of Family Issues 38, no. 1 (July 9, 2016): 52–72. http://dx.doi.org/10.1177/0192513x16647983.
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This study examined the gender difference regarding the simultaneous impacts of Job Demands–Control–Support model variables (job demands, job control, supervisor support, and coworker support) on job satisfaction via work–family conflict using multiple group structural equation modeling. The participants were 1,092 male and 1,367 female employees from the 2008 National Study of the Changing Workforce. Results showed that job control was only significantly associated with work–family conflict in female employees. In addition, high levels of job control, supervisor support, and coworker support were significantly associated with an increase in job satisfaction in both male and female employees. Regarding the mediating effect, work–family conflict mediated relationships between job demands, supervisor support, coworker support, and job satisfaction in both male and female employees, whereas work–family conflict only mediated the association between job control and job satisfaction in female employees. In this study, the implications considering the gender difference and work–family contexts are discussed.
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Korunka, Christian, Bettina Kubicek, Matea Paškvan, and Heike Ulferts. "Changes in work intensification and intensified learning: challenge or hindrance demands?" Journal of Managerial Psychology 30, no. 7 (September 14, 2015): 786–800. http://dx.doi.org/10.1108/jmp-02-2013-0065.
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Purpose – Increasing speed in many life domains is currently being discussed under the term “social acceleration” as a societal phenomenon which not only affects western societies, but may also lead to job demands arising from accelerated change. Demands such as work intensification and intensified learning and their changes over time may increase emotional exhaustion, but may also induce positive effects. The purpose of this paper is to examine how increases in demands arising from accelerated change affect employee well-being. Design/methodology/approach – A total of 587 eldercare workers provided data on work intensification and intensified learning as well as on exhaustion and job satisfaction at two points in time. Findings – Work intensification was negatively related to future job satisfaction and positively related to future emotional exhaustion, whereas intensified learning was positively associated with future job satisfaction and negatively with future emotional exhaustion. Social implications – Intensified demands represents a growing social as well as work-specific challenge which needs to be addressed by practitioners. Originality/value – Using a longitudinal perspective this study is the first to examine the relationship of increases in work intensification and intensified learning with job satisfaction and emotional exhaustion at work.
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TOKUNAGA, J. "Effects of patient demands on satisfaction with Japanese hospital care." International Journal for Quality in Health Care 12, no. 5 (October 1, 2000): 395–401. http://dx.doi.org/10.1093/intqhc/12.5.395.
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Jiang, James J., Wei Wayne Huang, Gary Klein, and Jacob Chia-An Tsai. "The Career Satisfaction of IT Professionals With Mixed Job Demands." IEEE Transactions on Engineering Management 67, no. 1 (February 2020): 30–41. http://dx.doi.org/10.1109/tem.2018.2870085.
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Yeh, Hsiu-Jen. "Job Demands, Job Resources, and Job Satisfaction in East Asia." Social Indicators Research 121, no. 1 (July 2, 2014): 47–60. http://dx.doi.org/10.1007/s11205-014-0631-9.
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Fila, Marcus J., Lisa S. Paik, Rodger W. Griffeth, and David Allen. "Disaggregating Job Satisfaction: Effects of Perceived Demands, Control, and Support." Journal of Business and Psychology 29, no. 4 (April 20, 2014): 639–49. http://dx.doi.org/10.1007/s10869-014-9358-5.
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Verhaest, Dieter, and Elsy Verhofstadt. "Overeducation and job satisfaction: the role of job demands and control." International Journal of Manpower 37, no. 3 (June 6, 2016): 456–73. http://dx.doi.org/10.1108/ijm-04-2014-0106.
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Purpose – The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction. Design/methodology/approach – The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques. Findings – The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation. Research limitations/implications – Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention. Practical implications – The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers. Originality/value – The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers’ well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed.
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Dhamayantie, Endang. "Contribution of Work and Family Demands on Job Satisfaction Through Work-Family Conflict." GATR Journal of Management and Marketing Review 2, no. 3 (July 11, 2017): 49–54. http://dx.doi.org/10.35609/jmmr.2017.2.3(7).
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Objective - Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict. Methodology/Technique - Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected. Findings – The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction. Novelty - Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family. Type of Paper - Empirical Keywords: Work Demands; Family Demands; Work-Family Conflict; Job Satisfaction. JEL Classification: J12, J23, J28
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Meyer, Sophie-Charlotte, and Lena Hünefeld. "Challenging Cognitive Demands at Work, Related Working Conditions, and Employee Well-Being." International Journal of Environmental Research and Public Health 15, no. 12 (December 19, 2018): 2911. http://dx.doi.org/10.3390/ijerph15122911.
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In times of digitalized workplaces the extent of challenging cognitive demands at work is rising and employees increasingly have to manage new and unlearned tasks. Yet, these work characteristics have received little attention on how they relate to the worker’s well-being. Thus, we analyze associations between cognitive work demands—also in interaction with other job characteristics—and indicators of employee well-being. The analyses are based on the BIBB/BAuA Employment Survey 2018, a cross-section that is representative for the German working population and covers approximately 20,000 employed individuals. Ordinary least squares (OLS) regressions suggest that cognitive demands are associated with a higher probability of feeling fatigued. In contrast, the results with respect to the employees’ self-rated health status and job satisfaction are ambiguous, depending on which cognitive demand is considered. Overall, the findings indicate that cognitive demands might be related to both resource and demand, depending on the individual resources of employees.
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Höing, Mechtild, Stefan Bogaerts, and Bas Vogelvang. "Volunteers in Circles of Support and Accountability Job Demands, Job Resources, and Outcome." Sexual Abuse 29, no. 6 (October 21, 2015): 541–62. http://dx.doi.org/10.1177/1079063215612441.
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In Circles of Support and Accountability (CoSA), volunteers support a medium- to high-risk sex offender in his process toward desistance by developing a long-term empathic relationship. More knowledge is needed about the impact of this work on volunteers themselves. In a sample of 40 Dutch CoSA volunteers—at the time constituting 37% of the national population of 108 then active CoSA volunteers—we measured outcome in terms of volunteer satisfaction, determination to continue, compassion satisfaction, burnout and secondary stress, vicarious growth, civic capacities, and professional skills. We explored theoretically derived predictors of positive and negative outcome, and conceptualized them within the Job Demands-Resources model (JD-R). Volunteers reported mainly positive effects, especially high levels of volunteer satisfaction, compassion satisfaction, and determination to continue. Results indicated that job demands and most of the internal job resources were of minor importance. External job resources, especially social support and connectedness, were associated with positive outcome. Connectedness mediated the effect of social support on compassion satisfaction.
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Wahlström, Joakim, Sara Brolin Låftman, Bitte Modin, and Petra Löfstedt. "Psychosocial Working Conditions in School and Life Satisfaction among Adolescents in Sweden: A Cross-Sectional Study." International Journal of Environmental Research and Public Health 18, no. 10 (May 17, 2021): 5337. http://dx.doi.org/10.3390/ijerph18105337.
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Poor psychosocial working conditions in school have consistently been shown to be associated with adverse health among adolescents. However, the relationships between school demands, teacher support, and classmate support and positive aspects of health have not been explored to the same extent. The aim of this study was to examine differences in psychosocial working conditions in school and in life satisfaction by gender and by grade, and to investigate the association between psychosocial working conditions in school and life satisfaction among boys and girls, and among students in different grades. Data from the Swedish Health Behavior in School-Aged Children (HBSC) study of 2017/18 were used, consisting of 3614 students in Grades 5, 7, and 9 (~11, 13, and 15 years). Psychosocial working conditions in school were captured by indices of perceived school demands, teacher support, and classmate support. Life satisfaction was measured by the 11-step Cantril’s ladder (using cutoffs at >5 and >8, respectively). Whereas girls reported higher school demands than boys, higher levels of teacher and classmate support were reported by boys. Students in lower grades reported lower school demands but higher levels of teacher and classmate support compared with students in higher grades. Boys and students in lower grades were more likely to report high life satisfaction compared with girls and students in higher grades. Results from binary logistic regression analyzes showed that school demands were inversely associated with life satisfaction, and that higher levels of teacher support and classmate support were associated with high life satisfaction. These results were found for both boys and girls, and for students in all grades. The findings indicate that schools have the potential to promote positive health among students.
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Zaki, Waqas, Waleed Bin Khalid, and Abdul Samad Bhatti. "Web Quality Features Impact On Customer Satisfaction." Journal of Educational Paradigms 2, no. 2 (December 15, 2020): 120–24. http://dx.doi.org/10.47609/0202022020.
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Online shopping is worldwide and becoming more popular phenomena nowadays. It is now a better option for customers because it is more comfortable and provides various options than conventional ones. So, the customer’s satisfaction in online shopping is becoming more important and challenging for online retailers nowadays. Customer satisfaction is how much the customer is happy and fulfilled with an online retailer’s products and services. In this research, the researcher used a survey method of distributing questionnaires to 270 respondents, using a random sampling technique. The research findings showed that achieving customer satisfaction the quality of a website plays an important role. It moves customer satisfaction negatively and positively as the study explains the customers’ satisfaction's impact on website quality. In the future, it will help online retailers develop a website and know more about the customer behavior towards online shopping. It may help an online retailer determine how to improve its products and services and overcome the upcoming demands of customers satisfyingly in the future.
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Wong, Victor. "EVALUATION ON ONLINE LEARNING RESOURCES BASED ON CUSTOMER SATISFACTION." Acta Informatica Malaysia 4, no. 2 (July 13, 2020): 26–29. http://dx.doi.org/10.26480/aim.02.2020.26.29.
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In recent years, lifelong education has become widespread in the public, contributing to explosive development of modern distance education. Meanwhile, distance learners have gradually had more and higher demands for online learning resources. Despite abundant online learning resources at present, their overall quality is relatively low and they can hardly satisfy learners’ learning demands. Based on customer satisfaction, the essay establishes evaluation indexes about online learning resources based on customer satisfaction, improves its development and proposes suggestions for improvement, which is of great theoretical and practical significance.
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Leontjevas, Ruslan, Linda Hooijschuur, Martin Smalbrugge, Raymond T. C. M. Koopmans, and Debby L. Gerritsen. "Specific components of a complex depression care program can affect staff outcomes differently: post-hoc analyses of a stepped-wedge cluster-randomized trial in nursing homes." International Psychogeriatrics 32, no. 3 (January 17, 2020): 371–80. http://dx.doi.org/10.1017/s1041610219002151.
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ABSTRACTObjective:The Act in case of Depression program showed effects on the quality of life and depression in nursing home (NH) residents. We aimed to explore the effects of this complex multidisciplinary program on job satisfaction, job demands, and autonomy in nursing home staff.Design:Four data points from a stepped-wedge cluster-randomized trial on patient outcomes were used for secondary analyses on staff outcomes.Setting:Sixteen dementia special care and 17 somatic care units in Dutch NHs.Participants were 717 (90.1%) care staff or trainees, 34 (4.3%) paramedical staff, and 45 (5.7%) other staff members.Intervention describes procedures for nursing staff, activity therapists, psychologists, and physicians. It contains evidence-based pathways for depression assessment, treatment, and monitoring treatment results.Results:Mixed models for intention-to-treat analyses showed no significant changes in job demands, job satisfaction, or autonomy. Models corrected for the ratio of unit residents who received, when indicated, a specific program component revealed reduced job demands and improved job satisfaction and autonomy when treatment procedures were used. A better use of assessment procedures was associated with increased job demands, while conducting monitoring procedures was associated with increased job demands and decreased autonomy.Conclusions:Components of complex care programs may affect the staff outcomes in opposite directions and, taken together, produce a zero-sum or a statistically insignificant effect. While implementing treatment protocols affecting patients directly can also improve job outcomes such as satisfaction and autonomy and decrease job demands, it is possible that other procedures of complex programs may have unfavorable effects on job outcomes. It is important to account for specific components of complex interventions when evaluating intervention effects.
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Hussain, Syed Talib, Shen Lei, Zainul Abideen, and Syed Hadi Hussain. "Motivation in the Perspective of Self Determination Theory (SDT) between Work Environment and Job Satisfaction in Banking Sector." International Business Research 8, no. 11 (October 26, 2015): 39. http://dx.doi.org/10.5539/ibr.v8n11p39.
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<p>The expansion of business, fulfillments of demands and profits maximization have created stress and less motivation for job satisfaction. To fulfill the demand of organizations and maximize the satisfaction level of employees; the extrinsic and intrinsic motivation beyond psychological motivation has been used in this study to minimize stress level and maximize the satisfaction level among employees. This study explains work stress, job overload; performance pressure and job satisfaction while in motivation; the extrinsic/intrinsic factors of Self Determination Theory (SDT) have been used. Structured questionnaires were used to collect the data. The total distribution was 120 and response rate was 75 percent. The results found that work stress, job overload and performance pressure has negative impact on job satisfaction and employees do not like stress caused by work overload or job overload, while motivation factor has played an important psychological role in the study.</p>
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Dust, Scott B., Peng Wang, and Lei Lai. "I’m Too Old for This: Time Demands and Older, Early-Career Employees’ Receptivity to Supervisor Support." Journal of Career Development 47, no. 2 (September 3, 2018): 220–36. http://dx.doi.org/10.1177/0894845318793940.
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This study explores how age and career stage affect receptivity to supervisor support using a multi-wave field sample of 528 employees. Following conservation of resources theory, we suggest that for early-career employees, supervisor support will more strongly mitigate the negative relationship between time demands and satisfaction with work–family balance and career satisfaction. We argue, however, that prior research overlooks a demographic with unique resource valuations: older, early-career employees. We therefore hypothesize and test two-way and three-way interactions of time demands, supervisor support, and career stage on satisfaction with work–family balance and career satisfaction. Our findings illustrate that early-stage employees were more receptive to the buffering impact of supervisor support. Additionally, for early-career employees, older employees compared to younger employees were more receptive to the buffering impact of supervisor support with regard to satisfaction with work–family balance and less receptive with regard to career satisfaction.
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Collie, Rebecca J., Helena Granziera, and Andrew J. Martin. "School principals' workplace well-being: a multination examination of the role of their job resources and job demands." Journal of Educational Administration 58, no. 4 (June 8, 2020): 417–33. http://dx.doi.org/10.1108/jea-04-2019-0075.
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PurposeThe aim of this study was to examine the extent to which several workplace factors are implicated in school principals' well-being. Two job resources (i.e. participatory climate and collegial climate) and two job demands (i.e. barriers to professional learning and staff shortages) were investigated, along with two well-being outcomes (i.e. job satisfaction and occupational commitment). Interaction effects between the job resource and job demand variables were also tested.Design/methodology/approachData were from 5,951 principals in 22 Organization for Economic Co-operation and Development (OECD) countries that participated in the Teaching and Learning International Survey (TALIS) 2013. Path analysis of direct and interaction effects was tested, along with multigroup path analysis to determine any differences in results across nations.FindingsThe results showed that staff shortages and collegial climate predicted job satisfaction. All of the job resources and demands predicted occupational commitment. In addition, one interaction effect was significant showing that a participatory climate was especially important for occupational commitment under conditions of high staff shortages. The findings were similar across the 22 countries.Originality/valueThe study yields important knowledge about the cross-national salience of four job resources and demands that are associated with principals' well-being at work.
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Fay Amissah, Eunice, Valerie Efua Kwansima Bempong, and Emmanuel Gamor. "Does gender exacerbate the effect of Work-family conflict on employee Satisfaction in the hotel industry?" African Journal of Hospitality and Tourism Management 2, no. 2 (December 1, 2020): 61–81. http://dx.doi.org/10.47963/ajthm.v2i2.245.
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Hotel employees, in recent times, put in more effort at work, working for long hours and even on holidays and weekends. As a result, they find it difficult to efficiently meet the demands of both their work and personal life. This study used a cross-sectional research design to examine work-family conflict and its effects on job satisfaction and life satisfaction of hotel staff. The study also sought to examine the moderating effect of gender on the relationships between work-family conflict, job satisfaction and life satisfaction. A diverse sample of 286 respondents, conveniently selected, completed a structured questionnaire. Generally, the results of a PLS-SEM analysis showed that work-family conflict is not significantly related to job satisfaction but with employees’ life satisfaction. Specifically, work-to-family conflict has no significant relationship with job satisfaction whereas work-to-family and family-to-work conflict were uniquely associated with life satisfaction. The interference of family demands with the work of a hotel employee positively affects life satisfaction irrespective of the gender of employees. However, job satisfaction significantly relates to life satisfaction. Gender fully moderated employee work interfering with family and job satisfaction relationship. Theoretical and practical implications as well as directions for future studies were discussed in the paper.
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Achour, Meguellati, Shahidra Binti Abdul Khalil, Bahiyah Binti Ahmad, Mohd Roslan Mohd Nor, and Mohd Yakub Zulkifli Bin Mohd Yusoff. "Management and supervisory support as a moderator of work–family demands and women’s well-being." Humanomics 33, no. 3 (August 14, 2017): 335–56. http://dx.doi.org/10.1108/h-02-2017-0024.
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Purpose This study aims to examine the relationship of work–family demands with employees’ well-being, and the role of management/supervisory support in this relationship. The following hypotheses were proposed: work–family demands would be negatively related to employees’ well-being; management/supervisory support would moderate the relationship of work–family demands with employees’ well-being. Design/methodology/approach The researchers used 250 working female academicians as respondents, working in the research universities in Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. Findings The findings of the present study proved that the work–family demands were negatively associated with employees’ well-being. Results also revealed that management and supervisory support strengthens the relationship between work–family demands and employees’ well-being. Thus, management and supervisory support plays an important role in balancing work demands and family roles and also in increasing working female academicians’ well-being. Originality/value In this study, management and supervisory support was found to be directly related to well-being, including life satisfaction, job satisfaction and family satisfaction. However, the direct relationship between management/supervisory support and well-being was positive and significant. This study also found that management/supervisor support reduced work–family conflict and work–family demands. Also, supervisory and management support was found to have a significant and positive relationship with well-being. Given these findings, supervisory and management support plays a very important role as a moderator of work–family demands and in developing and improving well-being in working women.
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Robelski, Swantje, Janika Mette, Tanja Wirth, Niklas Kiepe, Albert Nienhaus, Volker Harth, and Stefanie Mache. "(Un)bounded Social Work?—Analysis of Working Conditions in Refugee and Homeless Aid in Relation to Perceived Job Stress and Job Satisfaction." International Journal of Environmental Research and Public Health 17, no. 2 (January 17, 2020): 601. http://dx.doi.org/10.3390/ijerph17020601.
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Little is known about working conditions of social workers providing help in homeless and refugee aid. Therefore, the present study examined their work-related demands, job and personal resources as well as workplace violence, domain-specific demands, and gender-related differences. Job demands and resources were analyzed with regard to their association with job stress and job satisfaction. Two hundred and fifty-three social workers (69.2% female, 30.8% male) from four federal states in Germany (Berlin, Hamburg, Schleswig-Holstein, and Mecklenburg-Western Pomerania) took part in the cross-sectional quantitative online survey that included validated scales and exploratory items especially developed for the target group. Multiple regression analysis showed that resilience as a personal resource was a significant negative predictor of perceived job stress. Emotional demands were positively related with perceived job stress. Meaning of work and social support were strongly associated with job satisfaction. Language and bureaucratic barriers as well as being affected by clients’ experiences were the domain-specific demands named most often. The study offers insights into the work-related demands and resources and their respective impact on perceived job stress and job satisfaction experienced by social workers in refugee and homeless aid. In order to ensure health and safety for this occupational group, health promotion measures focusing on structural aspects are recommended.
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Johansson, Gunn. "Job Demands and Stress Reactions in Repetitive and Uneventful Monotony at Work." International Journal of Health Services 19, no. 2 (April 1989): 365–77. http://dx.doi.org/10.2190/xyp9-vk4y-9h80-vv3k.
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Monotonous work has been analyzed from sociological and social psychological perspectives in terms of consequences for job satisfaction, life satisfaction, leisure activities, and health. In this article, a distinction is made between repetitive and uneventful monotony. Psychobiological reactions to these tasks are analyzed and related to possible long-term consequences for health. Strategies for work reform required for the two types of monotony are discussed.
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Burke, Ronald J. "Type a Behavior, Occupational and Life Demands, Satisfaction, and Well-Being." Psychological Reports 63, no. 2 (October 1988): 451–58. http://dx.doi.org/10.2466/pr0.1988.63.2.451.
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This study examined the relation of Type A behavior to measures of occupational and life stress, satisfaction and well-being. Both main and moderating effects of Type A were investigated. Data were obtained from 828 police officers using questionnaires completed anonymously. Type A was significantly related to measures of personal well-being but only weakly to work and life demands. No support was found for hypothesized moderating effects of Type A on the stressor-strain relationship.