Relevant bibliographies by topics / Job satisfaction and life satisfaction relationship

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

Academic literature on the topic 'Job satisfaction and life satisfaction relationship'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "Job satisfaction and life satisfaction relationship"

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박세영. "The relationship of job satisfaction and leisure satisfaction to life satisfaction." Korean Journal of Industrial and Organizational Psychology 24, no. 2 (May 2011): 331–53. http://dx.doi.org/10.24230/ksiop.24.2.201105.331.

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Judge, Timothy A., and Shinichiro Watanabe. "Another look at the job satisfaction^life satisfaction relationship." Journal of Applied Psychology 78, no. 6 (1993): 939–48. http://dx.doi.org/10.1037/0021-9010.78.6.939.

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Chiu, Randy K. "RELATIONSHIPS AMONG ROLE CONFLICTS, ROLE SATISFACTIONS AND LIFE SATISFACTION: EVIDENCE FROM HONG KONG." Social Behavior and Personality: an international journal 26, no. 4 (January 1, 1998): 409–14. http://dx.doi.org/10.2224/sbp.1998.26.4.409.

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This study investigated the direct effects among work/family conflicts, job, marital and life satisfactions reported by a Hong Kong sample. Seventeen hundred questionnaires were sent to three different professions in Hong Kong and 497 successful responses were obtained. The findings indicated that work and family conflicts as well as interrole conflict affected job satisfaction and marital satisfaction. Likewise, life satisfaction reported by the respondents was affected by their level of job satisfaction and marital satisfaction as well.
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Ampofo, Emmanuel Twumasi, Alan Coetzer, and Paul Poisat. "Extending the job embeddedness-life satisfaction relationship." Journal of Organizational Effectiveness: People and Performance 5, no. 3 (September 3, 2018): 236–58. http://dx.doi.org/10.1108/joepp-01-2018-0006.

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PurposeThis exploratory study adopts a stakeholder perspective on organisational effectiveness. The purpose of this paper is to examine the job embeddedness (JE)–life satisfaction relationship, moderating roles of gender and community embeddedness and mediating role of innovative behaviour.Design/methodology/approachUsing a snowballing approach, data were collected from 549 participants employed in organisations located in four major metropolitan centres in South Africa.FindingsAnalyses revealed a positive relationship between JE and life satisfaction. Gender moderated the JE–life satisfaction relationship, such that the relationship was stronger among females than males. Community embeddedness moderated the organisation embeddedness–life satisfaction relationship, such that the relationship was stronger when participants were highly embedded in their community. Finally, innovative behaviour mediated the relationship between organisation embeddedness and life satisfaction.Practical implicationsManagers could enhance employees’ life satisfaction through practices that increase on-the-job and off-the-job embeddedness. Furthermore, organisations could encourage employees’ innovative behaviours through workplace supervisors’ supportive responses to innovative employees.Originality/valueJE researchers have yet to focus on the personal benefits of embeddedness for employees. Results of the study provide several contributions to this research direction. The study uses JE as a composite construct to confirm its relationship with life satisfaction. It also expands the JE–life satisfaction relationship by examining moderators of the relationship and a mediating variable in the relationship.
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Kasprzak, Elżbieta, and Katarzyna Brzuszkiewicz. "Temperamental traits and life and job satisfaction." Polish Psychological Bulletin 43, no. 1 (January 1, 2012): 27–39. http://dx.doi.org/10.2478/v10059-012-0004-7.

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Temperamental traits and life and job satisfaction The aim of this research project was to evaluate the impact of the temperamental traits and structure (as defined by Strelau's Regulative Theory of Temperament) on the level of life satisfaction and job satisfaction (interpreted according to Zalewska's Transactional Model of Quality of Life). The participants of the study were employees (N=199) having different jobs and from different workplaces. The results indicate that there exists a positive relationship between both types of satisfaction and activity and endurance as well as a negative relationship between the measures of satisfaction and emotional reactivity. Multiple linear regression analysis revealed that activity and emotional reactivity are temperamental predictors of life satisfaction. The temperamental predictor of job satisfaction in the cognitive aspect is only activity, whereas in the case of job satisfaction in the emotional aspect - activity and endurance. The statistical analysis revealed that the temperament structure harmonising in the dimension of under-stimulation - over-stimulation has no correlation with any types of satisfaction.
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Walga, Tamene Keneni. "Job Satisfaction and Satisfaction with Work-Life Balance across Cultures." Journal of Intercultural Management 10, no. 2 (June 1, 2018): 159–79. http://dx.doi.org/10.2478/joim-2018-0013.

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Abstract Objective: To determine the extent of and the relationship between Job Satisfaction (JS) and Work-Life Balance (WLB) across cultures. Methodology: European Social Survey (ESS) data 2012 were used to answer the research questions put forth. To organize and make meaning of the data, both descriptive and inferential statistics have been used. Mean scores and standard deviations of job satisfaction and satisfaction with work-life balance (WLB) were computed for all the 29 countries. Correlation analysis was used to discern and test for the correlations among the variables of interest. Independent samples t-test was used to compare countries with high power distance and those with low power distance on job satisfaction and satisfaction with work-life balance (WLB). Findings: Mean scores of job satisfaction and satisfaction with WLB and correlation coefficients between the two varied across the countries under study as expected. Mean scores of job satisfaction ranged from 6.53 in Ukraine to 8.20 in Denmark. Similarly, mean scores of satisfaction with WLB varied from 6.08 in Russia to 7.65 in Denmark. Pearson’s coefficients of correlation between job satisfaction and satisfaction with WLB varied from .301 in Finland to .667 in Ukraine. Of the six dimensions of culture, only power distance had moderate inverse relationships with both job satisfaction and satisfaction with WLB. Furthermore, as a group, countries with low power distance (PD) had significantly higher job satisfaction than countries with high power distance. Value Added: The study highlighted the relevance and importance of job satisfaction and satisfaction with WLB in organizations. It also showed the universality and culture-specificity of job satisfaction and satisfaction with WLB. Recommendations: Managers need to pay attention to enhancing employees’ job satisfaction and satisfaction with WLB to ensure organizational effectiveness regardless of organizational context. Managers also need to employ culturally appropriate managerial strategies in promoting job satisfaction and satisfaction with LWB.
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Shirom, Arie, and Tsevi Mazeh. "Periodicity in seniority—Job satisfaction relationship." Journal of Vocational Behavior 33, no. 1 (August 1988): 38–49. http://dx.doi.org/10.1016/0001-8791(88)90032-2.

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Naz, Summaira. "Relationship of Life Satisfaction and Job Satisfaction among Pakistani Army Soldiers." Journal of Business Research - Turk 7, no. 1 (March 30, 2015): 7. http://dx.doi.org/10.20491/isader.2015115749.

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Rice, Robert W., Dean B. McFarlin, Raymond G. Hunt, and Janet P. Near. "Job Importance as a Moderator of the Relationship Between Job Satisfaction and Life Satisfaction." Basic and Applied Social Psychology 6, no. 4 (December 1985): 297–316. http://dx.doi.org/10.1207/s15324834basp0604_2.

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Klussman, Kristine, Austin Lee Nichols, and Julia Langer. "Meaning, Purpose, and Job Satisfaction." Journal of Personnel Psychology 20, no. 2 (April 2021): 97–101. http://dx.doi.org/10.1027/1866-5888/a000268.

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Abstract. Finding meaning and purpose in one's life facilitates several important work outcomes. A global pandemic that changes both the lives of employees and the way they work likely affects the relationships between workers' meaning in life and work. Making meaning salient to employees, despite the circumstances, may strengthen and preserve these relationships. To examine this, 71 employed adults completed a photo-taking task that either focused on objects of meaning ( n = 36) or objects that were blue (i.e., the control; n = 35). The results suggested that meaning salience increased job satisfaction. In addition, it moderated the relationship between purpose (but not meaning) and job satisfaction. In all, this highlights the challenges of new working circumstances and the importance of continuously making meaning salient to employees.
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Dissertations / Theses on the topic "Job satisfaction and life satisfaction relationship"

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Garber, Jordan Slabaugh. "Work Centrality as a Moderator of the Job Satisfaction-Life Satisfaction Relationship." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier150634077569986.

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Nepute, Jeff. "The impact of adhering to masculine norms on the relationship between job satisfaction and life satisfaction." Thesis, Colorado State University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3635658.

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Job satisfaction (JS) has been shown to significantly predict life satisfaction (LS) across a large array of research (Tait, Padgett, & Baldwin, 1989), though the strength of the relationship varies (Steiner & Truxillo, 1987). Authors have suggested the difference in the strength of the relationship across studies may be due to the presence of moderators (Rain, Lane, & Steiner, 1991), particularly an individual's level of work importance (Lent & Brown, 2008). Unfortunately, the research on the moderating impact of work importance uses measures which lack sufficient validity and reliability evidence about their scores (Steiner & Truxillo, 1987). Steiner and Truxillo (1987) suggested Kanungo's ( 1982) Work Importance Questionnaire and Job Importance Questionnaire as a specific measure which would address this concern, though adherence to traditional masculine norms may also tap into the construct of work importance. Individuals who adhere to traditional masculine norms of the dominant culture in the U.S. often place even greater emphasis on their work role (Mahalik et al., 2003). The past literature on adherence to masculine norms has generally focused solely on negative outcomes (Kiselica & Englar-Carlson, 2010) and often samples including only mainly White, heterosexual men (Parent & Smiler, 2012).

The current study explores the impact of potential moderators on the relationship between job and life satisfaction, examines how this relationship may vary across categories of identity, evaluates potential positive outcomes of adherence to masculine norms, and analyzes how adherence to masculine norms may vary across categories of identity. An online survey was given to 290 U.S. adults, working at least part time, about job satisfaction, life satisfaction, positive and negative affect, job and work importance, and adherence to masculine norms. The results showed job satisfaction to predict life satisfaction, though did not find any significant moderating effect of any measure of work importance (work importance, job importance, primacy of work). The model explaining the largest amount of variance (45%) suggested that job satisfaction may have an indirect effect on life satisfaction, through positive and negative affect. The above results did not vary by gender (job satisfaction predicting life satisfaction, no significant moderators, mediation model). With regard to adherence to masculine norms, there were no relationship detected between positive outcomes and adherence. While the current sample did not have sufficient numbers to examine how adherence to masculine norms may vary by ethnicity and sexual orientation, differences between men and women were examined. Men showed significantly higher adherence to masculine norms, as well as higher adherence to specific norms of power over women, the use of violence, and frequently changing sexual partners. The results suggest the need for more complex models and statistical methods, using outside raters, selecting methods that can test causality, and intentionally selecting higher numbers of ethnic and sexual minorities. With regard to clinical implications, the study suggests the need to address values around help-seeking, focusing on strengths for adherence to masculine norms, and addressing barriers within therapy and barriers towards entering therapy for individuals with high self-reliance.

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Clemens, Camille. "The relationship of measures of job satisfaction to work/nonwork preference, life satisfaction, and mental health in Black and White workers." Diss., The University of Arizona, 1990. http://hdl.handle.net/10150/185022.

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This study examines how the relationship between job satisfaction and measures of life satisfaction, mental health and work/non-work preferences differ for Black and White workers. Subjects consist of 128 employees from a large West Coast veteran's hospital. Results found Black workers' mental health scores were significantly related to income level and their work/non-work preference. For White workers, no significant relationships were found to exist. Also, Black and White workers reported no significant difference in overall level of job satisfaction.
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Mack, Kyle Garret. "Conscientiousness as a Moderator of the Relationship Between Work Autonomy and Job Satisfaction." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/238.

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Autonomy is one of the most commonly studied job characteristics in the work design literature and is commonly associated with large and positive effects on job satisfaction. There is reason to believe that autonomy may interact with personality characteristics to affect attitudinal outcomes, but prior research has tended to focus on the original growth-need-strength construct as a potential moderator with mixed results. One glaring gap in the literature is the lack of research that examines the Big Five constructs of personality as a potential class of moderators. Grant, Fried, and Juillerat (2010) have suggested additional research into the Big Five as moderators of individuals' attitudinal reactions to job characteristics. Moreover, several researchers (e.g., Dudley, Orvis, Lebiecki, & Cortina, 2006; Judge, Heller, & Mount, 2002; Major, Turner, & Fletcher, 2006) have called for increased attention to the facets of the Big Five in conducting such research. This dissertation addressed these two gaps in the research literature. First, the study examined conscientiousness as a potential moderator of the relationship between the job design characteristic of autonomy and the outcomes of job satisfaction and person-job fit. Second, the study tested specific hypotheses regarding these interactions using both the global construct of conscientiousness and the narrower sub-traits--or facets--that exist underneath the broader trait. This dissertation also contributes to the research literature by creating a new measure of person autonomy fit adapted from an existing person job fit measure (Cable & DeRue, 2002) and by showing that person autonomy fit mediates the effect of autonomy and job satisfaction and person job fit. Data were collected at two time points from 181 employees at a national wholesale distribution cooperative. Participants came from the corporate office and 10 independently owned locations across the United States, and held a wide variety of jobs. The results indicated strong main effects for autonomy and conscientiousness and its facets on job satisfaction, and a strong effect of autonomy on person-job fit, but did not find evidence of interactions between autonomy and conscientiousness or any of its facets. Moreover, the results indicate that person autonomy fit mediates the effect of autonomy on these two attitudinal outcomes. Based on these results, I suggest that organizations interested in creating work environments that foster high levels of job satisfaction can do so using at least two mechanisms: 1) by selecting individuals with higher levels of conscientiousness and 2) by providing high levels of autonomy in the workplace. I also argue that the potential payoff of providing autonomous work environments is far higher than for selecting workers predisposed to be more satisfied with their jobs. Finally, I suggest that more research is needed to understand the complex interaction between individual differences and workplace environments.
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Hickey, Timothy Paul. "Extroversion as a moderator of the relationship between workspace characteristics and job satisfaction." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1837.

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Dungca, Consuelo Urtula. "The relationship between perceived middle manager leadership behavior style and first line manager job satisfaction /." Access Digital Full Text version, 1988. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10810316.

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Gopalan, Neena. "Role of work-family facilitation in the relationship between environment factors and outcomes in work and non-work domains." Diss., Kansas State University, 2011. http://hdl.handle.net/2097/10726.

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Doctor of Philosophy
Department of Psychology
Ronald G. Downey
Literature on work and family, the two important domains in an individual’s life, has focused heavily on the conflicts that could occur when individuals try to juggle between their responsibilities in the two domains. Lately, there has been enthusiasm to also study the facilitation aspects that could result from being engaged in both domains. This dissertation empirically tests the Resources-Development-Gain model (RGD), a recently developed work and family facilitation model, which include work and non-work factors that can bring facilitation. Over 500 academic faculty members from four universities completed an online survey comprised of demographic items, family and work variables, variables to measure facilitation, outcome variables in both domains, and personality variables. The hypothesized model (model 1) was analyzed using AMOS, and was found to be a poor fit. Personality factors included as moderators in the facilitation process were found to be non-significant and hence dropped from the modified model (Model 2). This was a significantly better fit. Model 3 was analyzed to see if a better fit would be obtained when personality variables were directly connected to outcome variables. As Model 3 did not add anything significant, Model 2 was accepted. The findings suggest that faculty tenure influenced their turnover intentions, with new academic faculty and full professors showing lower turnover intentions. Family support brought facilitation from one’s family to work and contributed to life satisfaction, while organizational support contributed to facilitation from one’s work to non-work life. No significant overlaps were found between work and family domains in the facilitation stage, but were observed at the outcome levels. Thus, job satisfaction in the work domain contributed to overall life satisfaction in the family domain. Satisfaction in one’s personal relations also tended to influence one’s turnover decisions. Future directions for research and recommendations are discussed.
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Ranung, Eira, and Adam Wramsby. "The well-being of Swedish psychologists in their early work-life : The relationship between emotional demands, role stressors, social support, appraised well-being and job satisfaction." Thesis, Umeå universitet, Institutionen för psykologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-130619.

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In Sweden, psychologists are one of the professions with the most serious maladaptive stress reactions, however the subject is rather unexplored amongst newly graduated psychologists. The purpose of this study was to explore the effect of emotional demands and role stressors on appraised well-being and job satisfaction among newly graduated working psychologists in Sweden, with social support as a potential moderator. Data was collected among alumni from six Swedish universities providing a psychology program, of which 561 respondents out of 622 met our inclusion criteria. A hierarchical moderated regression, showed that emotional demands affected appraised well-being negatively. Both appraised well-being and job satisfaction was negatively influenced by role stressors, and positively influenced by met expectations and social support. A moderating effect of social support from colleagues on appraised well-being was found, in psychologists experiencing role ambiguity. This study contributes to further understanding on how demands and resources available to newly graduated psychologists interact and affect their appraised well-being and job satisfaction.
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Bombaci, Renee Josephine. "Supportive work relationships effect on child welfare worker's retention." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2191.

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The purpose of the current study was to clarify the importance of social relationships in the retention of social workers in Child Welfare agencies. Data had been gathered by the California Social Work Education Center, University of California Berkeley, in a 2-year state funded study, titled "Retention of California's Child Welfare Workers".
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Kohler, Mary. "Exploring the Relationships among Work-Related Stress, Quality of Life, Job Satisfaction, and Anticipated Turnover on Nursing Units with Clinical Nurse Leaders." Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3648.

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The purpose of this study was to explore the relationship of the Clinical Nurse Leader (CNL) (AACN) role with the variables of work related stress, quality of life, job satisfaction and anticipated turnover of acute care nurses. Participants included registered nurses (RNs) (N= 94) in Florida recruited from 3 (not for profit) Magnet hospitals in the Tampa Bay Florida area. An ex post facto design was used to test the hypotheses of this study; independent t-tests compared RN’s responses on survey tools measuring work-related stress, quality of life, job satisfaction, and anticipated turnover. Multiple regression analysis was used to examine the interrelationships among these variables. RNs (N=94) completed five survey instruments, including a researcher-developed demographic form. The results of the study showed Aim1 which explored work- related stress did not show any statistical difference between the two groups. Aim 2 which explored job satisfaction and quality of life did not show a difference in the two groups when total scores were analyzed. However, the mental health subscale of the Sf-36(quality of life) was significant ( p=.021), and the general health subscale of the Sf-36 trended toward the CNL group reporting better general health (p=.080). This study revealed that Aim 3 which explored anticipated turnover was statistically significant (p=.047). Standard multiple regression showed a significant relationship existed between CNLs, work related stress and anticipated turnover. The significance of implementation of the CNL role in decreasing turnover through a relationship with these variables may have an important impact on the nursing profession. Specifically, economic implications in reducing turnover that bear further exploration and improving the nursing work environment. This research is the first study to explore the CNL role in relation to these variables.
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Books on the topic "Job satisfaction and life satisfaction relationship"

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Barnett, Rosalind C. Rewards and concerns in the employee role and their relationship to health outcomes. Wellesley MA: Wellesley College, Center for Research on Women, 1988.

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Barnett, Rosalind C. Men's multiple roles and their relationship to men's psychological distress. Wellesley, Mass: Wellesley College, 1991.

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Watashi no naka no kanojo. Tōkyō: Shinchōsha, 2013.

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Nielsen, Duke. Partnering with employees: A practical system for building empowered relationships. San Francisco: Jossey-Bass Publishers, 1993.

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Kibble, W. Relationship between job satisfaction and stress. Oxford: Oxford Brookes University, 1995.

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Marshall-Mies, Joanne. Racial differences in job satisfaction. Alexandria, Va: U.S. Army Research Institute for the Behavioral and Social Sciences, 2000.

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Baines, Alison. Success and satisfaction. London: Paladin Grafton Books, 1988.

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Crawford, Patricia A. Job satisfaction among nurses and its relationship to reflective practice. St. Catharines, Ont: Brock University, Faculty of Education, 2001.

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White, Jerry E. On the job: Survival or satisfaction. Colorado Springs, Colo: NavPress, 1988.

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Singh, Tripti. Relationship of stress and job satisfaction: A comparative study of male & female of dual career teacher couples of India. Bangalore: Indian Institute of Management Bangalore, 2007.

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Book chapters on the topic "Job satisfaction and life satisfaction relationship"

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Efraty, David, M. J. Sirgy, and Phillip Siegel. "The job/life satisfaction relationship among professional accountants: psychological determinants and demographic differences." In Advances in Quality of Life Theory and Research, 129–57. Dordrecht: Springer Netherlands, 2000. http://dx.doi.org/10.1007/978-94-011-4291-5_7.

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De Alwis, A. Chamaru, and Shavindri Lankeshni Samarasekera. "Relationship between Work–Life Balance and Job Satisfaction of Reception and Concierge Employees in Five-Star Hotels in Colombo." In Advances in Management Research, 21–39. Boca Raton, FL: CRC Press/Taylor & Francis Group, 2020. | Series: Mathematical engineering, manufacturing, and management sciences: CRC Press, 2019. http://dx.doi.org/10.1201/9780429280818-2.

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Fernández-Macias, Enrique, and Rafael Muñoz de Bustillo Llorente. "Job Satisfaction." In Encyclopedia of Quality of Life and Well-Being Research, 3451–54. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_1568.

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Keizer, Renske. "Relationship Satisfaction." In Encyclopedia of Quality of Life and Well-Being Research, 5437–43. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_2455.

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Jones, Brian J. "Work and Job Satisfaction." In Social Capital in American Life, 45–57. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-91180-9_3.

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Moss-Racusin, Corinne A. "Relationship Contingency and Sexual Satisfaction." In Encyclopedia of Quality of Life and Well-Being Research, 5430–33. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_4023.

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Cunningham, George B. "Job Satisfaction and Religious Personal Identity." In Encyclopedia of Quality of Life and Well-Being Research, 3458–60. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_4098.

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Azman, Norzaini, Morshidi Bin Sirat, and Mohd Ali Samsudin. "An Academic Life in Malaysia: A Wonderful Life or Satisfaction Not Guaranteed?" In Job Satisfaction around the Academic World, 167–86. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-5434-8_9.

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Bonsang, Eric, and Arthur Soest. "Job and Income Satisfaction Among Older Europeans." In Encyclopedia of Quality of Life and Well-Being Research, 3428–35. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3959.

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Michalos, Alex C. "Job Satisfaction, Marital Satisfaction and the Quality of Life: A Review and a Preview." In Essays on the Quality of Life, 123–44. Dordrecht: Springer Netherlands, 2003. http://dx.doi.org/10.1007/978-94-017-0389-5_6.

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Conference papers on the topic "Job satisfaction and life satisfaction relationship"

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Hamid, Adnan Abd. "Assessing The Relationship Between Work Life Balance And Employee Job Satisfaction." In 9th International Economics and Business Management Conference. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.12.05.86.

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Permyakova, Margarita, Olga Vindeker, and Tat’yana Smorkalova. "Life Satisfaction and Happiness of Russians at a Mature Age." In Russian Man and Power in the Context of Dramatic Changes in Today’s World, the 21st Russian scientific-practical conference (with international participation) (Yekaterinburg, April 12–13, 2019). Liberal Arts University – University for Humanities, Yekaterinburg, 2019. http://dx.doi.org/10.35853/ufh-rmp-2019-sp04.

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The article describes the results of the empirical study into sociodemographic correlates and subjective correlates of happiness. The relevance of the study is determined by the fact that the modern world places exorbitant, often conflicting requirements (information-driven, need and motive-based, value-oriented, etc.) on the individual. Our study aimed to define the linkage between the happiness of mature Russians and their satisfaction with different aspects of life. We formed the hypothesis of a connection between happiness and satisfaction with the job, material situation, health, proper rest, inter-spousal relations, and relationships with their children and friends. The results revealed that the feelings of happiness are connected with both objective socio-demographic indicators and the level of satisfaction with different life aspects. Happiness positively correlates with the number of children in a family and income, and also with overall life satisfaction. With age, a subjective sense of happiness “fades” a bit, and the respondents estimate happiness slightly lower (it is more characteristic of the female part of the sample). Men and women do not differ in the level of being happy but there exist some peculiarities in the linkage of happiness with such factors as marital status (being married) and the number of children – unlike men, for women these correlations are statistically significant. Also, men, compared to women, are more satisfied with the material situation and inter-spousal relations and less satisfied with their relations with friends. In general, the obtained results complement the data published in academic literature. Thus, it was found that not all factors considered as predictors of happiness in the public mind correlate with the feelings of happiness. For instance, it was revealed that such an essential factor of material wellbeing as homeownership has nothing to do with a sense of happiness: the respondents with and without own homes are equally happy
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Jurčec, Lana, Tajana Ljubin Golub, and Majda Rijavec. "TEACHERS' WELLBEING: THE ROLE OF CALLING ORIENTATION, JOB CRAFTING AND WORK MEANINGFULNESS." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact035.

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"People who consider their work as a calling find it fulfilling, purposeful, and socially useful, thus leading to higher levels of well-being. Since work is a central part of the identity of people with calling orientation and represents one of the most important domains of their lives, we assume that they are more prone to craft their job. They tend to make the physical and cognitive changes in the task or relational boundaries of their work in order to make it more meaningful. Both experiencing work as a calling and job crafting are found to be associated with numerous positive outcomes such as increased job satisfaction, psychological well-being and sense of meaning. This study adds to literature by exploring simultaneously the role of both calling orientation and job crafting in primary teacher’s wellbeing. The aim of the study was to explore the relationship between teachers calling orientation, job crafting, work meaningfulness and well-being. In light of the literature on work meaningfulness and psychological well-being, a serial mediation model was proposed with job crafting and work meaningfulness mediating the relationship between teacher calling orientation and teacher flourishing. The sample consisted of 349 primary school teachers (95% female) from public schools in northern western region of Croatia. They have on average 22 years of teaching experience (ranged from 0-43 years). Self-report measures of calling orientation (Work-Life Questionnaire), job crafting (Job Crafting Scale), work meaning (Work Meaningfulness scale) and flourishing (Flourishing Scale) were used. The findings revealed that the job crafting via increasing structural job resources mediated the relationship between calling orientation and work meaningfulness. Furthermore, the results supported the proposed serial mediation between calling orientation and flourishing via increasing structural job resources and increasing work meaningfulness. Based on these findings, several practical implications can be noted. First, interventions aimed at helping teacher view their job as a calling should be promoted in schools. Second, teachers should be encouraged to cultivate job crafting as it is an important path to meaningfulness in work context and overall psychological wellbeing. This is specially the case for increasing structural job resources, such as autonomy and variety at work."
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Brito da Silva, Andressa, Gabriela Gonzaga Magalhães da Silva, Caroline de Souza e Silva Guimarães, Carla Aparecida Lourdesdos S. de Azevedo, and Patrick Wagner de Azevedo. "Taking care of the caregiver: the meanings unveiled to the caregiver of people with disabilities." In 7th International Congress on Scientific Knowledge. Perspectivas Online: Humanas e Sociais Aplicadas, 2021. http://dx.doi.org/10.25242/8876113220212450.

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In the act of caring, it was widely disseminated as important lookingat the person being cared for and the needs that could be revealedin the construction of the relationship throughout the care process with the caregiver. In this research, our gaze is directed to the caregiver, making it possible to enablewhich meanings, values and beliefs are presentedin the conduct of their lives and how thedialogue with the current speechesin society try to capture them from modelsthat obscure the production of their subjectivity. In this regard, human relationships can be created and always recreated,and any dogmatic forms of relationship can produce limitations of meaning and existential suffering. As a general objective, we sought to understand the production of subjectivity of the caregiver of people with disabilities in the encounter with the disabled subject to be cared for. As specific objectives, to analyze the meanings that permeate the relationship between the caregiver and the person with a disability, in addition to investigatethe meanings unveiled in work relationships and in the affectiverelationships between the caregiver and the person with a disability. The specific objectives analyze the meanings related to the work relationship and affection that goesthrough the crossingswith a care character. In this way, families received specialattention, as many caregivers are family members, withoutdisregardingthe importance of professionals hired to exercise the role of caregiver. With regard to methodology, the guiding methods of the research were Cartography and Phenomenology, using semi-open interviews, as well as a systematic literature review. Ten interviews were produced frompeople of the professional field tocaregivers whose familymembers demanded care due to being disabled. It was possible to noticeresults about the phenomenonand singularities of the established relationshipsthat care implied in a deep existential investment by all respondents, both those who proposed to be involved by job function and those which life directed them in favor of a family member or close person. The speeches that initially seemed well structured, gradually unveiled meanings that indicated a deep regret for the suffering and the severe condition of limitation of the person to be cared for. The searchingfor meaning went beyond mere rationality, and spirituality became a key element in the attempt to nurture existential anxieties. Several participants emphasized that despite the constant physical fatigue and emotional exhaustion, consideringthe complexity of each case in particular, the satisfaction of being able to help, reciprocate or even be useful by applying care made this relationship lighter and more meaningful. Contradictory feelings such as love and a feeling that the caregiver's life is paralyzed, due to the dedication to the person to becared for, clearly emerged
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Ripki, Ahmad Jauhari Hamid. "Relationship between Motivation and Job Satisfaction with Performance." In First International Conference on Technology and Educational Science. EAI, 2019. http://dx.doi.org/10.4108/eai.21-11-2018.2282199.

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Zhai, Qing-guo, Russell Smyth, Ingrid Nielsen, and Xiu-yun Luan. "The role of positive and negative affectivity on job satisfaction and life satisfaction." In 2009 International Conference on Management Science and Engineering (ICMSE). IEEE, 2009. http://dx.doi.org/10.1109/icmse.2009.5318066.

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Gedviliene, Genute, and Rasa Didziuliene. "Teachers’ Job Satisfaction and Personal Life Balance Aspects." In 12th International Scientific Conference Rural Environment. Education. Personality. (REEP). Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2019. http://dx.doi.org/10.22616/reep.2019.033.

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Said, Noor Azzah, and Rudzi Munap. "Job characteristics and job satisfaction: A relationship study on supervisors performance." In 2010 IEEE International Conference on Management of Innovation & Technology. IEEE, 2010. http://dx.doi.org/10.1109/icmit.2010.5492732.

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Artar, Melike. "Relationship Between Job Satisfaction, Organizational Trust And Work Alienation." In ISMC 2017 13th International Strategic Management Conference. Cognitive-Crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.12.02.17.

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Bolton, M. T. W., S. N. Waterworth, and R. J. McClurg. "Enabling, Equipping and Empowering the Support Enterprise through Digital Transformation." In 14th International Naval Engineering Conference and Exhibition. IMarEST, 2018. http://dx.doi.org/10.24868/issn.2515-818x.2018.055.

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Existing digital technology is transforming adjacent industries and will transform the Maritime sector. Increased data integration, exploitation via applications and use of mobile technology will enable the realisation of benefits, particularly in the management of material state and design change. Improvements to the way we store, share, manage and act upon information will ensure decisions are based upon the best, most accurate and timely information available shared across the Support Enterprise. It will also reduce time taken for maintenance by better understanding the maintenance requirement and avoid unnecessary cost by reducing the need for 2nd, 3rd and 4th line support. All of this should lead to a greatly reduced safety risk and increased platform availability. Furthermore, these improvements will enable the Royal Navy (RN) to further empower its maintainers, improving efficiency, productivity and job satisfaction. These personnel are at the heart of the Support solution and are of vital importance not least because platforms are complex but also because conduct of operational engineering, by RN personnel at reach, in adversity, ensures the Service is always ready to fight and win. The RN is embracing Digital Transformation (DX) as the means to deliver maritime support improvement and specifically safety, availability and productivity benefits. Navy Command has developed the Maritime Support Information Exploitation (MarSIX) strategy and model to drive the development of a single configured, assured, inter-related data set that can effectively exploit information across the enterprise and ensure the RN maintainer is firmly positioned at the heart of Support. Vital to the safety argument and meeting availability requirements, the approach is part of a journey towards a future Support Network that recognises the unique maritime operating environment and the close relationship between front line engineering and the enterprise that supports it.
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Reports on the topic "Job satisfaction and life satisfaction relationship"

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Baker, Herbert G., and Michael A. White. Relationships Between Expectations and Life and Job Satisfaction,. Fort Belvoir, VA: Defense Technical Information Center, January 1998. http://dx.doi.org/10.21236/ada362219.

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Blanchflower, David, and Alex Bryson. Job Satisfaction Over the Life Course. Cambridge, MA: National Bureau of Economic Research, December 2020. http://dx.doi.org/10.3386/w28206.

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Grasso, David G. The Relationship Between Army CRNA Job Satisfaction and Turnover. Fort Belvoir, VA: Defense Technical Information Center, September 1998. http://dx.doi.org/10.21236/ad1011826.

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Bowen, Gary L. The Relationship of Family Satisfaction to Satisfaction with the Military Way of Life Among Soldiers. Fort Belvoir, VA: Defense Technical Information Center, November 1989. http://dx.doi.org/10.21236/ada219901.

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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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Allred, Colette. Job Satisfaction and Interference with Family Life Among Mothers and Fathers. National Center for Family & Marriage Research, June 2018. http://dx.doi.org/10.25035/ncfmr/fp-18-11.

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Mack, Kyle. Conscientiousness as a Moderator of the Relationship Between Work Autonomy and Job Satisfaction. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.238.

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Dutton, Margaret. An Investigation of the Relationship Between Training in Cooperative Learning and Teacher Job Satisfaction. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1141.

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Boggs, Richard. Attitudes toward supervision, job satisfaction, and risk-taking behavior and the relationship to accident frequency ratios. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.607.

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Song, Unsuk. The Impact of Organizational Climate on the Relationship Between Job Characteristics and Job Satisfaction: An Empirical Assessment of Public Sector Managers. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1323.

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