Dissertations / Theses: '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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Costa, Ana Cristina B. "The Effects of Organizational Justice and Exercise on the Relationship between Job Stressors and Employee Health." PDXScholar, 2014. https://pdxscholar.library.pdx.edu/open_access_etds/1853.

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Recent decades have seen an explosion of research centered on understanding the influential impact that job stressors have on employees' subjective well-being, and now more recently, on objective assessments of physical health. Utilizing baseline data from a larger study funded by the National Institute for Occupational Safety and Health (NIOSH), I conducted a field study on blue-collar employees from two organizations in the construction industry, with the goal of exploring the impact of job stressors on job satisfaction (subjective well-being) and body mass index (objective health), as well as the influence of organizational justice as a moderator and exercise as a mediator in those relationships. In support of previous research, results show that job stressors (job demands, low skill discretion, and low decision authority) all had significant direct effects on job satisfaction in the expected directions, signifying that the fewer demands and more control one has in their work role, the more satisfied one is. Results also indicate that distributive and procedural justice have significant main effects on job satisfaction, illustrating that higher perceptions of justice are related to higher levels of job satisfaction. With respect to objective health, the data provides empirical support for the relationship between job control (skill discretion and decision authority) and BMI; however, job demands did not have a significant main effect on BMI. More importantly, the rarely studied relationship between organizational justice and BMI was investigated (Robbins et al., 2012), with results indicating that procedural and distributive justice are important influences on one's BMI level. Post hoc analyses revealed that distributive and procedural justice are two relevant mediators to consider in the job stressor-job satisfaction relationship, illustrating the importance of considering employees' fairness perceptions with regards to their satisfaction levels. Moreover, exercise was found to be a significant moderator to the relationship between job demands and BMI, as well as the relationship between distributive justice and job satisfaction, shedding light on physical activity within the work and health contexts as a factor that interacts with employees' perceptions of justice and their workload demands to impact their psychological and physical health. Considering the cross-sectional nature of these data, all mediation and moderation results should be interpreted with caution. With empirical support found for the direct association between job stressors and organizational justice and the outcomes of job satisfaction and BMI, this study has significant implications for researchers and practitioners alike to further expand upon these findings and implement them into organizational practice in support of the Total Worker Health initiative, which aims to promote employee safety and health (Schill & Chosewood, 2013). Results suggest a healthy workforce is the result of the combination of employers transforming the work environment into a more just, transparent and trustworthy place to work, starting with the dynamics between supervisors and their employees, in conjunction with targeted interventions on employees' modifiable behaviors, such as engaging in physical activity and healthier eating habits.

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Botha, Hanlie. "Relationships between Job Variables: The Moderating Effects of Support and the Mediating Effects of Job Satisfaction, Affective Commitment and Continuance Commitment in the Support Worker Industry." The University of Waikato, 2007. http://hdl.handle.net/10289/2495.

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The factors associated with employees' work related attitudes and cognitions were examined. A sample of employees from Community Living Trust (CLT), an organisation within the disability support worker industry, completed a questionnaire that included several measures: supervisor and colleague support, role conflict, role ambiguity and role overload, time-based, strain-based and behaviour-based work-to-family/family-to-work conflict, organisational commitment, job satisfaction and turnover intentions. The purpose of this study was to explore the extent to which supervisor and colleague support contributed to a reduction in role conflict, role ambiguity and role overload. In addition, the relationship between support and work-to-family/family-to-work conflict were also explored. Finally, the organisational outcomes, in particular organisational commitment, job satisfaction and turnover intentions, were examined. It was found that supervisor and colleague support did, in some cases, moderated the relationship between role stressors, conflict and job satisfaction / organisational commitment. It was also found that job satisfaction and affective commitment mediated the relationship between the role stressors, WF strain-based conflict and turnover intentions. The major implications from this research are that human resource initiatives should be developed that aims to identify the support needs employees may have, in order to increase levels of job satisfaction and organisational commitment and decrease levels of turnover intentions. The final chapter of this research explored the practical implications to the organisation, employees and the need for future research.

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Kennedy, Robert C. "An investigation of the relationships between motivation, worker role conflicts and worker outcomes." Doctoral diss., University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4950.

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This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.
ID: 030423357; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (Ph.D.)--University of Central Florida, 2011.; Includes bibliographical references (p. 126-138).
Ph.D.
Doctorate
Psychology
Sciences

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Anchustigui, Julie. "Job Satisfaction, Life Satisfaction and the Unemployed Spouse." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2140.

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The recent economic recession has led to a large number of dual-income families losing their second income or having a smaller overall household income as a result of hourly wage cuts. Previous research has examined how job satisfaction can spill over into home life satisfaction; however, literature on how life satisfaction can affect job satisfaction is scarce. Based on theories of job satisfaction, personality, conservation of resources, and affective spillover, this study examined whether job satisfaction of the working partner was affected when the other became unemployed. Measures of job satisfaction, life satisfaction, personality, spousal status, and some demographic data were collected from 99 participants, recruited via various social media sites, who were a dual earning couple and had a significant other who had lost their job in the prior six months. Analysis of covariance was used to compare job and life satisfaction of single- versus dual-earner families, with these covariates: age, education level, income, and the personality traits of neuroticism and conscientiousness. A multivariate analysis of covariance found that the covariates did not account for any significant variance in the analyses, and there were no significant differences between single- and dual-earner family status for either life or job satisfaction. While no empirical support was found for the hypotheses, supplemental analyses revealed that having a partner who worked part-time was preferable to having one who worked full-time, suggesting that part-time work allows for more family/spouse involvement. The social change implications for individuals and organizations include the exploration of how significant life events can impact job satisfaction. Continued research in this area could assist in increasing overall job satisfaction and performance.

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Serbu, Jacqueline. "Effects of college athletic participation on job satisfaction and life satisfaction." Thesis, Virginia Tech, 1994. http://hdl.handle.net/10919/42086.

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There are many questions about the long-term effects of college athletic participation that have not been studied, especially issues regarding gender. Because of socialization and the structural differences in men's and women's sports, the long-term effects of sports participation may be different for men and women athletes. The purpose of this study was to investigate the effect of competition through college sports participation on job satisfaction and life satisfaction of former men and women athletes. Research was conducted on men and women who participated at the college level in basketball, track and field, swimming and diving, and tennis from 1983-1988 at Virginia Tech. Data were collected using a mail survey adapted from the Sports Orientation Questionnaire (Gill & Deeter, 1988), the revised and abridged version of the Life Satisfaction Index-A ( Kleiber, Greendorfer, Blinde, & Samdahl, 1987) and the Index of Job Satisfaction (Brayfield & Rothe, 1951). Data were analyzed using t-tests and regression models to determine the relationship between the independent variables of gender and level of competitiveness and the dependent variables of job satisfaction and life satisfaction. No significant difference was found between gender and its relationship to job satisfaction and life satisfaction. This result may have great importance given that women experience discrimination in sports participation. It seems that women are able to overcome these adverse conditions and achieve levels of job satisfaction and life satisfaction equal to men. Level of competitiveness was not statistically significant either; however this may be due to a small variance among the sample's level of competitiveness.
Master of Arts

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Lee, Toccara Jeneshia. "Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, and Turnover Intentions Among Internal Auditors." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3354.

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In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Participants included 96 members of the Central Florida Institute of Internal Auditors. Data were collected using the Minnesota Satisfaction Questionnaire and the Michigan Organizational Assessment Questionnaire. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict auditors' turnover intentions, F(2, 93) = 47.635, p < .001, R2 = .506. Extrinsic job satisfaction was the only significant predictor (t = -6.515, p < .001). Implications for social change include the potential for leaders to better understand predictors of involuntary turnover and the potential to save money on recruitment and training. Business owners may become more profitable through better employee retention strategies; these findings may also add to the body of knowledge for stable employment opportunities. Business owners can develop strategies to enhance the level of intrinsic and extrinsic job satisfaction of internal auditors. Job satisfaction of internal auditors is essential and a fundamental determinant of growth, service, and quality within an organization.

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Westerman, Christelle. "Work-related wellness of information technology professionals in South Africa / C. Westerman." Thesis, North-West University, 2005. http://hdl.handle.net/10394/2458.

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Ehlers, Lindsay Nicole. "The relationship of communication satisfaction, job satisfaction and self-reported absenteeism." Oxford, Ohio : Miami University, 2003. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1050329102.

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Thesis (M.A.)--Miami University, Dept. of Speech Communication, 2003.
Title from first page of PDF document. Document formatted into pages; contains iii, 42 p. Includes bibliographical references (p. 32-35).

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Noviantoro, Tri, and 馬拓里. "Job Satisfaction and Life Satisfaction Relationship among Female Indonesian Migrant Workers in Taiwan." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/30676994749608275284.

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碩士
國立中央大學
人力資源管理研究所
98
The study is purposed to understand the relationship between job satisfaction, life satisfaction and demographic data among female Indonesian migrant workers in Taiwan. Six hypotheses are developed and survey methodology is adopted to test the hypotheses. Data collected from various cities in Taiwan and gathered 284 respondents with cluster sampling as proportioned. To measure the construct measurement, validity test by using factor analysis and reliability test by using internal consistency (Cronbach’s Alpha) were examined. Correlation analysis, one-way ANOVA and regression analysis examined to test the hypotheses. The findings indicated that education background is not making difference mean for each of job satisfaction, and life satisfaction. On other hand, working period give difference mean for job satisfaction and life satisfaction. Same with other previous studies, the correlation between job satisfaction and life satisfaction is positive and significant. Furthermore, job satisfaction explains 18.7% of life satisfaction and job satisfaction full mediated for working period to life satisfaction.

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Nohari, Lushina. "Work values and its relationship to job satisfaction." Thesis, 2013. http://hdl.handle.net/10413/9344.

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Work values represent a degree of importance, worth and desirability of the events that occur at work (Knoop, 1993), while job satisfaction represents the gratification of an individual’s needs and wants pertaining to the job. Work values and needs are important concepts that aids in the examination of an individual’s potential for job satisfaction (Drummond & Stoddard, 1991). The purpose of this research was to determine if there is a significant relationship between work values and job satisfaction. A quantitative study was used with a sample of 120 participants. The study consisted of three instruments, the job satisfaction questionnaire (OSI), the VSM 94 (The Values Survey Module), and the biographical information questionnaire. This study revealed that there is a significant relationship between the overall job satisfaction and the overall work values within the sample. Furthermore, there is a significant relationship between the work values dimension of uncertainty/avoidance and job satisfaction. There was no difference in work values and job satisfaction between genders. However, there were differences in work values between the various racial groups. Furthermore, there were differences in the work values dimension of masculinity between different age groups. Implications of these findings and differences in the relationship between constructs are discussed.
Thesis (M.Soc.Sc.)-Unversity of KwaZulu-Natal, Durban, 2013.

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TRAN, HUYEN-NGOC, and 陳玄玉. "A Study of Relationship Between Job Satisfaction and Life Satisfaction Among Vietnamese Workers in Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/v5r9uu.

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碩士
朝陽科技大學
企業管理系
106
In the last decades, the number of Vietnamese workers in Taiwan increased significantly. However, number of the Vietnamese workers run away from their job is not small. The purpose of this study is to examine the relationship between job satisfaction and life satisfaction among Vietnamese workers in Taiwan. The sample for this study included 300 Vietnamese workers who are working in Taiwan currently. The results of this study indicate job satisfaction positively affects life satisfaction. To increase the satisfaction of migrant workers in life, we can pay attention to the interaction of colleagues, communication and leadership. Finally, the results of regression analysis; we can conclude that all hypotheses were accepted that from H1to H10 were established. The respondents who have high job satisfaction rate tend to have higher life satisfaction scale. By contrast, the respondents who are dissatisfied with their job also tend to be dissatisfied with their life.

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Ku, Kuo Yen, and 郭彥谷. "A Study on Relationship among Job Passion, Work Life Balance and Life Satisfaction." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/64357305322404714367.

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碩士
國立臺灣師範大學
科技應用與人力資源發展學系
101
People in the modern society have been encountering more and more pressure from work, which results in an imbalance between work and life. Therefore, how to improve employees' quality of life satisfaction has become a popular topic. The management expects employee to show their passion to work, and this can also reflect a high extent of contribution to work. This study aims to make a prediction between work passion and life satisfaction based on valid questionnaire survey from 228 engineers involving in hi-tech industry. The finding reveals that there is no significant relationship between work passion and life satisfaction, even though work-life-balance does play a mediator role between the two factors.。 This study might be a meaningful reference for the management when designing the strategies of organization development of hi-tech corporations and might bring win-win outcome between employers and employee.

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Lin, Ya-Lun, and 林雅倫. "The Relationship among Incentive System, Job Satisfaction and Job Performance in Life Insurance Industry." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/37435041675942166150.

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碩士
國立彰化師範大學
工業教育與技術學系
94
The purpose of this study was to investigate the relationship among incentive system, job satisfaction and job performance in life insurance industry. A series of preparatory work, such as literature review, document collection, tool development, expert consultation, and item analysis, had been conducted before issuing a formal questionnaire to implement this study. Responses were gathered from the employees of a local enterprise and a foreigner-invested enterprise. With a valid return rate of 62.75%, the 251 questionnaires were analyzed using descriptive statistics, t-test, one-way ANOVA, and Pearson product-moment correlation. Some of the key findings were as follows: a. On incentive system, the employees of life insurance industry agreed on intrinsic rewards the most, and extrinsic financial rewards the least. b. On job satisfaction, the employees of life insurance industry satisfied with associates the most, while supervisor the least. c. On job performance, the employees of life insurance industry assured on job quality most, and least assured on facility. d. Gender and job position of the employees had significant differences on intrinsic rewards, extrinsic non-financial rewards, and the entire of incentive system. e. There were significant differences between male and female employees on work condition and promotion. f. Various job positions showed significant differences on all influencing factors of job performance. g. Incentive system had a significant positive correlation with job satisfaction. h. Incentive system has a moderate significant positive correlation with job performance. i. The entire job satisfaction has a moderate significant positive correlation with the overall job performance.

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CHANG, KUEI-LI, and 張桂麗. "The Relationship between Job Stress and Life Satisfaction of Special Education Teachers." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/zrk8up.

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碩士
輔仁大學
兒童與家庭學系碩士在職專班
107
The purpose of this research was to explore the relationship between job stress and life satisfaction of special education teachers in high school. The participants in this study were one hundred and ninety three special education teachers teaching in New Taipei city. The method to carry out this study was using a survey, which included “Job Stress Scale” and ”Life Satisfaction Scale” to which the participants were expected to respond anonymously. The analysis used the SPSS Window 18.0 software included Descriptive, Pearson’s Product Moment Correlation, and Multiple Regression Analysis. The results of the study were that: 1. The results showed that job stress on special education teachers were in the middle level, job stress about related business was higher and job stress related to interpersonal factor was relatively lower. Life satisfaction of special teachers were above middle-to-high level. There was no significant difference in the satisfaction of “interpersonal relationship”, “job satisfaction” and “family life”. 2. The results of Pearson correlations indicated that there were significantly negative correlations between job stress related to interpersonal factors and satisfaction in family life. Job stress related to “Student needs”, “interpersonal factors” and “related business” have significantly negative correlations with the life satisfaction of “job satisfaction”. Among all the factors, the stress of “related business” was relatively high in relation to “job satisfaction”. Job stress is not significantly associated with the life satisfaction of “interpersonal relationship”. 3. The multiple regression analysis indicated that “job title” and job stress related to interpersonal factors had a great influence on satisfaction of “family life”. Compared with substitute teachers, formal teachers had lower satisfaction on family life. The higher stress of “interpersonal factors” led the lower life satisfaction of “family life”. It found that “Seniority” was a significant influence on “interpersonal relationship”. For special education teachers with less 10 years seniority, the life satisfaction in interpersonal relationship is higher than subjects with more than 10 years seniority. Job stress had no effect on the “interpersonal relationship” satisfaction on special education teachers. In contrast, the factor of “related business” in job stress had significantly negative correlations with “job satisfaction”.

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Wu, Feng-Ju, and 吳鳳茹. "Relationships Among Time Management、Work-Family Conflict、Job Satisfaction and Life Satisfaction of Vocational Women." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/95431513854467580727.

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碩士
淡江大學
企業管理學系碩士在職專班
99
As a result of changing of the social type, family structure, and home economics'' demand, the female becomes the employment market gradually the main force, but the society has not reduced to female''s in family role request and the expectation, on the one hand expects the feminine positive participation social work, on the other hand expected that they play the family role, thus is experiencing compared to the male more serious working family conflict. The working family conflict can create individual physiological and the psychological influence, thus creates the family, the marriage and the life quality drops, the work to reduce as well as to reduce phenomena satisfaction and so on organization pledge, but effective makes the time the use and the management, whether can less experience the working family to conflict and to reduce the work degree of satisfaction and life degree of satisfaction these is worth finding, is also the question which the researcher wants to discuss. The main purpose of this thesis is to study relationships among time management, work-family conflict, job satisfaction and life satisfaction of vocational women. This research began by reviewing the relevant articles, and then the research framework and hypotheses were developed according to relevant theories. The questionnaire survey was used as the research instrument to collect the empirical data. This study adopts judgment sampling to get the samples. To effective 308 materials of sample retrieving, analyze the descriptive statistics, factor analysis, reliability analysis, correlation analysis and hierarchical regression analysis. After the empirical research, the major findings as follows: 1.Time management is negatively related to work family conflict of vocational women. 2.Work family conflict is negatively related to work satisfaction of vocational women. 3.Work family conflict is negatively related to life satisfaction of vocational women. 4.Time management is positively related to work satisfaction of vocational women. 5.Time mment is positively related to life satisfaction of vocational women.

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Huang, Mei-lin, and 黃玫霖. "A Study on Relationship among Work-life balance, job satisfaction and organization commitment." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/f77xxb.

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碩士
國立中央大學
人力資源管理研究所在職專班
102
In the collection of past research literature main purpose of this paper, and the trend in recent years among the staff of the importance of work-life balance, the results of the survey and by statistical analysis to verify the work-life balance, job satisfaction and organizational commitment relevance, in addition to the two inter-related both to each other and to job satisfaction as a mediator conducted to explore further description of the results of the analysis carried out on the discussion and managerial implications are clear. The total recovery of 262 questionnaires, 258 valid questionnaires copies invalid questionnaires four, using reliability analysis, correlation analysis and statistical methods such as regression analysis, to conduct research and analysis, I hope by the empirical results of this study, in order to provide managers reference to the use of strategic management. The main findings of this study are: 1 work-life balance and job satisfaction has a positive significant effect. 2 job satisfaction and organizational commitment have significant positive impact. 3 work-life balance and organizational commitment have significant positive impact. 4 job satisfaction and organizational commitment to work-life balance as a mediator.

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Wang, Wei-Shen, and 王維伸. "The relationship between job characteristic and family life satisfaction for the tour leaders." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/96579974154994452991.

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碩士
中國文化大學
觀光事業學系
98
The purposes of this study are to explore the relationship of job characteristics and family life satisfaction of tour leaders. We also explore the job characteristics and work-family conflict of tour leaders. The job of tour leaders is quite difference with other industry job category. If they can’t balance the duty of work and family, work-family conflict may be happen. It possible influence family life satisfaction. The survey was conducted with a convenience sample of 309 tour leaders of Taipei city between in March to May 10th in 2010. As the result, the relation of job characteristics cognitive and work-family conflict is denial. The relation of work-family conflict is better, the family life satisfaction get lower. The job characteristics cognitive is better, the family life satisfaction is also get better. We also discuss exploratory factor analysis of the job characteristics. We hope that develop the scale of tour leaders’ job characteristics cognitive can be a way for future research. The form of job like tour leaders is famous on Asia only. Therefore, it’s difficult to find in the foreign research.

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Yen, Jui-Ling, and 顏瑞伶. "The Relationship among Personality Traits，Job Stress and Job Satisfaction--A Case of Life Insurance Agent--." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/tzb48x.

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HSIEH, CHI-LIN, and 謝季霖. "A Study of the Relationship between Job Insecurity and Life Satisfaction: Exploring the Mediating and Moderating Effects of Job Satisfaction and Work Resources." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/gz6hjb.

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碩士
國立高雄科技大學
人力資源發展系
107
This study mainly discusses the impact of job insecurity and work resources on job and life satisfaction. The different types of labor contract employee were sent the questionnaires as the research samples. A total of 294 valid questionnaires were issued. The results indicated that there are significant differences between different individual demographic variables in work insecurity, job satisfaction, life satisfaction, and work resources. There is a significant negative relationship between job insecurity and life satisfaction. There is a significant negative relationship between job insecurity and job satisfaction. There is a significant positive relationship between job satisfaction and life satisfaction. Job satisfaction has a mediating effect between job insecurity and life satisfaction. Work resources have not a moderating effect between job insecurity and job satisfaction. Based on the results of this study, suggestions were provided to business managers and employees who want to seek employment.

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Sun, Pei-Chien, and 孫沛婕. "Preschool Teachers’ Work-Life Balance: The Relationships among Work-Family Conflict, Job Satisfaction, and Family Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/98c7m9.

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博士
國立彰化師範大學
教育研究所
106
Around the world people strive to balance between work and family roles and find fulfillment in both. Teaching can place particular demands on these roles. Several attempts have been made to understand how teachers experience work-family conflict. However, there is a notable absence of research that examines preschool teachers’ work-life balance (WLB), work-family conflicts (WFC), job satisfaction (JS), and family satisfaction (FS). The current study investigates the relationship among WFC, JS, WLB, and FS for 963 preschool teachers in Taiwan. Structural equation modeling was used to examine effects in the study. The study results found that preschool teachers’ WFC negatively associated with JS. Preschool teachers’ JS positively predicted WLB. Preschool teachers’ WFC negatively predicted WLB. Preschool teachers’ JS had partial mediating effect on the relationship between WFC and WLB. Preschool teachers’ WLB positively predicted FS. Preschool teachers’ WFC negatively predicted FS. Preschool teachers’ WLB had full mediating effect on the relationship between WFC and FS. Suggestions for further research and implications for practice were also presented.

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Garcia, Lori Ann Noonan Menchetti Bruce Michael. "Investigating the relationship between quality of life, job satisfaction, functional ability, and job performance of supported employees." 2003. http://etd.lib.fsu.edu/theses/available/etd-11242003-143323.

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Thesis (Ph. D.)--Florida State University, 2003.
Advisor: Dr. Bruce M. Menchetti, Florida State University, College of Education, Dept. of Special Education and Rehabilitation Counseling Services. Title and description from dissertation home page (viewed Mar. 02, 2003). Includes bibliographical references.

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Lu, Li-Shih, and 呂禮詩. "A Study of Relationship among Motivation Model and Job Satisfaction for Life Insurance Agent." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/25027913496350457004.

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碩士
朝陽科技大學
企業管理系碩士班
95
The financial market had been dramatically changed since Taiwan joined WTO and the promulgation of Financial Holding Company Act. Not only new financial holding companies establishing and new financial products were continually introduced into the market, but also the differences between banking, securities and insurance industries were also minimized. In this financial competition, life insurers not only have to compete against each other but also have to compete against other financial industries. Therefore, life insurance companies have invested vast amount of money in training life insurance agents. However, the high turnover rate due to the low job satisfaction results in companies losing training funds. The purpose of this study is to investigate each variable to understand the influence and relationship between motivational model and job satisfaction via the statistic analysis. A series of preparatory work, such as literature review, document collection, tool development, expert consultation, and item analysis, had been conducted before issuing a formal questionnaire to implement this study. Responses were gathered from the employees of 3 life insurance company. With a valid return rate of 61.9%, the 433 questionnaires were analyzed using descriptive statistics, t-test, one-way ANOVA, canonical correlation and Pearson product-moment correlation. Some of the key findings were as follows: (1) Among all motivational model, there was overweight intrinsic incentive dimension. (2) Motivational model had a significant positive correlation with job satisfaction. (3) Various levels of educational showed significant differences on motivational model job satisfaction. (4) Various seniorities showed significant differences on motivational model job satisfaction. (5) Various job positions showed significant differences on motivational model job satisfaction. (6) Income per month of agent showed significant differences job satisfaction. (7) Various companies’ agents showed significant differences on motivational model. (8)Various areas agents in the same company didn’t show significant differences on motivational model. Based on research findings, practical and academic suggestions are also provided. Academically this study suggests : (1) Insurance companies should carefully plan and hold motivational activity, and at the same time to design the non-financial incentive. Thus enabling maximum motivational effect on excellent agent. (2) Insurance companies should carefully research on agents’ personal character variation, to excavate that influence on key vector of agents’ job satisfaction. (3) Insurance companies should understand individual sales persons’ needs, through adequate motivational model to satisfy.

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Tsai, Hsiao-wei, and 蔡曉薇. "The Relationship among Psychological Contract, Organization Innovation and Job Satisfaction in Life Service Industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/20303301597689931201.

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碩士
經國管理暨健康學院
健康產業管理研究所
97
The purpose of this study is based on understanding of the psychological contract, organizational innovation and job satisfaction relationship in life service industry in Taipei. In this study, 726 are issued a questionnaire study, 412 valid questionnaires are recovered, and the valid returns-ratio is 56.7%. Access to research findings about the relationship of psychological contract of employees and organizational innovation has remarkable relevance. In addition, the study also discuss about the relevance of psychological contract and job satisfaction. Furthermore, the relationship of organizational innovation is significantly related to job satisfaction. Finally, the organizational innovation in psychological contract and job satisfaction is for completely intermediary variable. Therefore, more psychological contract will arouse increasing of the organizational innovation capability and effect staff job satisfaction positively as well. Meanwhile, psychological contract would influence organizational innovation and staff job satisfaction, too.

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Kuo, Cheng-Chang, and 郭政昌. "The Relationship between the Locus of Control and Job Satisfaction for Life Insurance Agents." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/89h372.

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Chung, Yu-Chen, and 鍾侑珍. "Research on the relationship among training, life satisfaction and job satisfaction: A study of the administrative department in information electronics industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/23402936526569258838.

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碩士
中原大學
國際貿易研究所
97
Employees are one of the main factors that make companies successful, which is why companies would provide employee training for professional development and courses for personal enrichment. Furthermore, during the economic recession, the training and courses that companies provided may help employees get through the difficult time. This study aims to discuss how training for professional development and courses for personal enrichment that companies in the IT industry provide influences employees in the administrative departments on their life satisfaction and job satisfaction. Questionnaire survey and statistic analysis were applied to explore the issue above. There were 313 valid questionnaire sent back from the subjects and SPSS was used to analyze the data. The adopted statistic analysis methods included one-way Anova, correlation analysis, regression analysis, path analysis, etc. The results are as follows: 1. With the training and courses, there are significantly positive influences on the employees’ life satisfaction. That means the employees’ satisfaction with the training from the company contributes to the promotion of the employees’ life satisfaction. 2. With the training and courses, there are significantly positive influences on the employees’ job satisfaction. That means the employees’ satisfaction with the training from the company contributes to the promotion of the employees’ job satisfaction. 3. The employees’ life satisfaction has significantly positive influences on their job satisfaction. That means the employees’ life satisfaction contributes to promoting their job satisfaction. 4. With the training and courses, the promotion of the employees’ life satisfaction has significant positive effects on job satisfaction.

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Hui-Ling, Tai, and 戴慧琳. "To Investigate the Relationship Between Job Satisfaction and Quality of Life in Female Military Personnel." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/74409188996655110577.

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碩士
國防醫學院
護理研究所
97
Aim. To investigate the relationship between job satisfaction and quality of life in female military personnel. Background. Females are stressed in caring work and family and the role of females working in military units become more important due to high technique war model. However domestic study was lack in terms of the issue of job satisfaction and quality of life, the present study focused on the influencing factors of job satisfaction and quality of life of female military personnel in Taiwan. Methods. A cross-sectional design study was conducted with cluster sampling of 734 female military personals from six armed services including the army, navy, air force, combined logistics, reserve, and military police. Different ranks, including officers, sergeants, soldiers and contracted staff were recruited in May 2008. The Minnesota Satisfaction Questionnaire (MSQ) and the World Health Organization Quality of Life Instrument-Bref (WHOQOL-BREF) were used to collect data. Data analysis included descriptive statistics, independent t tests, analysis of variance (ANOVA), and Pearson correlations. Findings: The general satisfaction is 63.63 (SD=9.33) of the female military personals, indicating poor job satisfaction, and all of the mean scores in four domains of the WHOQOL-BREF were lower than those of females in the general population in Taiwan. Age, marital status, seniority, armed service, military units, rank, and job characteristics were related to MSQ and QOL scores. In addition, there were significantly positive correlations between scores on the MSQ and scores on the WHOQOL-BREF. Conclusions: The majority of female military personnel experienced poor job satisfaction and poor quality of life. However, female military personnel who had better job satisfaction had better quality of life.

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Dladla, Thandi. "The effects of locus of control on the relationship between organisational climate and job satisfaction, life satisfaction and self-esteem in a call centre." Thesis, 2009. http://hdl.handle.net/10539/7034.

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The 21st century is characterised by a rapid technologically advancing environment, where organisations constantly change to gain and maintain a competitive advantage. The use of call centres in organisations has been in line with this technological advancement. South African organisations have not been an exception as they also have experienced the growth in call centres in the past few decades. Some of the benefits the business gains from the use of call centres include cutting costs and increased profits. However benefits to individuals working in call centres is not that obvious. Call centres have been labelled with such nicknames as electronic Sweatshops as they are characterised by poor working conditions, as individuals have to perform extremely routine tasks under extreme surveillance and harsh performance management systems. Such an environment has implications for the well being of individuals working in them. Previous research has indicated a relationship between organisational climate and employee well being. While this environment is viewed as toxic individuals continuously enter into it and some prosper than other, which brings into question whether the amount of control an individual perceives to have over his/her environment has any effect on their perception of the organisational climate. The main aim here is that work can be redesigned to benefit both the organisation and employees’ needs in the workplace. Therefore the aim of the current study is to investigate the organisational climate apparent in call centres, also looking at the relationship this construct has with Job Satisfaction, Life satisfaction and self esteem for call centre agents. The current research will also look at whether Locus of Control has an effect on this relationship. The findings of this research prove invaluable in its attempt to create awareness of the nature of work activities and quality of work life of call centre agents. The sample consisted of 97 call centre agents working in Johannesburg, South Africa. The results indicate there is a strong positive relationship between organisational climate including its subscales and Job Satisfaction, a weak and positive relationship between organisational climate and its subscale and Life satisfaction, while there was no observed relationship between organisational climate and self esteem. Furthermore the results indicated that Locus of Control does not moderate the relationship between organisational climate and job satisfaction, life satisfaction and self esteem.

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Wei-ChenLin and 林韋辰. "The Relationships among Compensation and Benefit, Job Satisfaction, Life Satisfaction, Government’s Migrant Workers Policy, and the Migrant Workers Retention." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/6ahb4u.

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碩士
國立成功大學
企業管理學系碩士在職專班
107
SUMMARY The decreasing labor population due to the declining birth rate is going to impact the employment market in Taiwan. Currently, migration workers have been more and more to increase the labor population in Taiwan. Abundant studies were conducted to explore the reasons for escape among migrant workers working in social welfare in Taiwan. This study aims to investigate the relationships among compensation and benefit, job satisfaction, life satisfaction, government’s migrant workers policy, and the migrant workers' retention through the perspective of human resources. The cae study method with in-depth interviews was conducted on eight migrant workers of a large industrial company in southern Taiwan. The results of the study found that: (1) Job satisfaction affected willingness to retention. (2) Life satisfaction affected willingness to retention. (3) Compensation and benefit showed no significant impact on willingness to retention. However, the willingness to retention among migrant workers would be strengthened by recognizing their work skills and seniority in the company. (4) The government’s migrant workers policy had no significant impact on willingness to retention. (5) The services of agency and language ability showed the influences willingness to retention among migrant workers. (6) Overtime work was the key factor affecting willingness to retention among migrant workers. The results of this study can be used as a reference for future development and promotion of migrant workers’ retention. The services of agency and language ability should be taken into consideration to understand the factors affecting willingness to retention among migrant workers more comprehensively.

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YuliElvina and 艾宥麗. "Relationships among Working Period, Job Satisfaction, Life Satisfaction, and Organizational Citizenship Behavior (OCB) for Indonesian Migrant Workers in Taiwan." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ep3sm9.

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碩士
國立成功大學
國際經營管理研究所
107
The literature suggest that Organizational Citizenship Behavior is job related. Organization Citizenship Behavior (OCB) has an influence on organizational effectiveness including its ability to adapt to environmental changes as well as to attract prospective talents. The present study examines the potential relationship that might exists in job satisfaction and life satisfaction in workplace demonstrated with OCB among Indonesian migrant worker in Taiwan. Research question for this study is how Job satisfaction and life satisfaction contributes to the growth of OCB in a company. The present study seeking to understand whether there may be needs to improve the Organizational Citizenship Behavior in Taiwan companies that has the Management of Human Resources. It is also useful to know the determinants of behavior and thus companies can improve these factors to get employees loyal to the company particularly migrant workers from Indonesia. This present study sample was drawn from major cities all over Taiwan which are Taipei, Taichung, Tainan, Kaohsiung, and Chiayi. The results have shown that Job satisfaction and life satisfaction have a significant impact on OBC. Job satisfaction has a direct positive relationship with OCB. finally, working period found to have positive relationship with job satisfaction and life satisfaction.

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Nhlapo, Joseph Maotla. "The role of communication satisfaction in job satisfaction in the Department of Communications : an exploration." 2000. http://hdl.handle.net/10500/17578.

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This researcher investigates the role of communication satisfaction in job satisfaction in the Department of Communications, a government policy-making institution that deals with post, telecommunications, and broadcasting services in South Africa. This study describes communication satisfaction as the overall degree of satisfaction an employee perceives in his total communication environment and job satisfaction as the degree of satisfaction the individual feels with his job. Focus groups are used to explore the role of communication satisfaction in job satisfaction in the Department of Communications because they are appropriate and suitable in capturing the discussions reflecting emotions, particularly uncovering individuals' feelings about their environment. The emphasis is on finding out how communication motivates and makes employees satisfied in their jobs. Qualitative content analysis, based on transcriptions from audiotapes, is used for interpretation and analysis of the data. These transcnptions reflect the descriptive nature of the data and people's own spoken words.
Communication Science
M. A. (Communication)

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Lin, Yi-Jie, and 林翊潔. "The Relationships Among Work-Life Balance, Experienced Fun in Workplace, and Job Satisfaction." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/8826er.

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碩士
景文科技大學
旅遊管理系觀光與餐旅管理碩士班
102
The purpose of this study is to understand the relationships betwen work- life balance, experienced fun in workplace and job satisfaction through the research on the employees of the international tourist hotels. Furthermore, moderating effect of experienced fun in workplace on the relationship between work- life balance and job satisfaction is also examined in this study. The research targets on the employees from 27 different international tourist hotels in Taipei City and New Taipei City. And all the informations collected in the period from February 1st to March 31st 2014. A structural questionnaire was used to collect data. A two-step unequal unit cluster sampling and face-to-face interview was conducted in this study. The procedure resulted in interviewing 470 employees. Twenty invalid questionnaires were excluded resulting in 450 usable responses. Subsequently, correlation analysis and hierarchical regression analysis were employed in this study. The results show that both work- life balance and experienced fun in workplace has significant positive effect on job satisfaction. The results show that experienced fun in workplace has insignificant moderating effect on the relationship between work- life balance and job satisfaction. That is, experienced fun in workplace has insignificant effect to promote the effect of work-life balance on job satisfaction. The research provides useful informations for further academic industrial for management references.

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Chen, Li-Wen, and 陳麗雯. "The Study on the Relationships among Leader-Member Exchange, Job Satisfaction, and Life Satisfaction: the Mediating Effect of Psychological Capital." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/35666287577125456591.

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碩士
淡江大學
管理科學學系企業經營碩士在職專班
100
In today''s global economic situations, business organizations face a more challenging operating environment than ever before, while the personal face of pressure of work and living environment is also increasing pressure. And, organization members have a high degree of job satisfaction, as well as the organization''s identity is often an important factor for an enterprise''s ability to smooth operation and to face of the economic environment changing. The data was collected from 319 employees of financial holding and high-tech industry in Taiwan. Objective of the study is to test the mediating effect of Psychological Capital on the relationship between Leader-Member Exchange(LMX), Job satisfaction and Life satisfaction. In this study, we propose research hypotheses and verify them in the basis of 319 samples by using structural equation model (SEM). Our empirical findings indicate that (1) Good LMX increases psychological capital; (2) Psychological capital enhance both job satisfaction and life satisfaction; (3) Psychological capital serves as a mediator between job satisfaction and Life satisfaction. Further, from the multi-group analysis to the said industry , the difference is found between LMX to life satisfaction and psychological capital to life satisfaction. At the end, We discuss implications of these findings, suggestions, and directions for the executives of the said industry.

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Lee, Musheng, and 李木生. "A Study On The Relationship Between Job Satisfaction And Family Life Satisfaction Of Employees In Tourist Hotels – A Ase Study On Kaohsiung Tourist Hotels." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23625433386399850736.

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碩士
義守大學
管理學院管理碩士在職專班
100
Hospitality hotel employees are the core human resource of hospitality organization, but they are facing more and more work family conflict, and the relationship between job satisfaction and family life satisfaction is constantly debated. As keep hard working can bring them more and more opportunities of job/salary promotion, but it takes them so much time to work at the cost of family member interaction, so hospitality hotel employees’s job satisfaction can suppress that of their family life satisfaction. In order to further test the relationship between job satisfaction and family life satisfaction, this article use hospitality hotel employees as the research target aims at studying the relationship between job satisfaction and family life satisfaction, and whether the background variables have significantly differences on job satisfaction and family life satisfaction. The relationship structure between job satisfaction and family life satisfaction is built based on reviewed literature and the effective sample number in the survey is about 337. The study utilized structural equation modeling (SEM) to analyze the study results and examine the research hypotheses. The study result shows that job satisfaction are significantly positive related to family life satisfaction, and personal attributes such as gender, age and marital status have no differences on the job satisfaction, so not education and the average monthly income, similary, personal attributes such as gender, age and the average monthly income have no differences on the family life satisfaction, so not education and marital status.

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Lin, Chung-ling, and 林瓊玲. "The relationship among Job Involvement, Social Support and Life Satisfaction of the adult in joining social associations." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/52795895035678924468.

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碩士
國立高雄師範大學
成人教育研究所
92
Abstract The purpose of this study is to discuss the relationship among Job Involvement, Social Support and Life Satisfaction of the adult in joining social associations. First, discussing the basic concepts of Job Involvement, Social Support and Life Satisfaction according to the documentary and making the research tool. Then the researcher uses the tool “questionnaire on the relationship among Job Involvement, Social Support and Life Satisfaction of the adults in joining social associations. This study adopts the method of questionnaire survey, and takes 491 adults in joining social associations as population. And the collected data is processed with the statistics. This research has induced the following main conclusions. According to the results of this study, the researcher has made several suggestions to related workers and institute. 1. In the aspect of Job Involvement, “Job Approval Orientation” is the most important, and “Job Achievement Orientation” isn’t. 2. In the aspect of Social Support, “Affective Support” is higher, and “Instrumental Support” is lower. 3. In the aspect of Life Satisfaction, “Interpersonal Interaction” is higher, and “Self-actualization” is lower. 4. The adults who are “41-50” and “over 60” are better in the belief of Job Involvement. The adults who are joining “International Associations” are better in “Job Proportion Orientation”. The adults who join social associations “below 2” are better in “Job Specific Gravity Intention” and “Job Achievement Orientation”. 5. The adults who join “International Associations” can obtain more support resources in “Instrumental Support” than other items. Besides, the adults who join social associations “below 2”, “over 5” obtain higher social support. 6. The adults who are enough in economic condition have higher satisfaction in “Self-actualization”. 7. The adults who join “International Associations” have higher life satisfaction. The life satisfaction in “Admits The Reality”, “Interpersonal Interaction” and “Self-actualization” are higher than “Academic & Cultural Associations”. In the aspect of “Admits The Reality” and “Self-actualization” are higher than “Social Services & Philanthropic Associations”. In the aspect of “Reality Acceptance” and “Interpersonal Interaction” are higher than “Athletic Associations”. 8. The Job Involvement of the adults in joining social associations can effect Life Satisfaction, and the degree of “Job Involvement” is getting higher, the adults will obtain achievement from the work, identify their work more and it’s better to their life satisfaction. 9. The Social Support of the adults in joining social associations can effect Life Satisfaction, and the degree of “Affective Support” and “Instrumental Support” is getting higher, the adults in joining social associations will be better in reality acceptance, interpersonal interaction and self-actualization. 10. The four variables of “Affective Support”, “Job Proportion Orientation”, “Instrumental Support”, and “Job Approval Orientation” has a effective forecast in Life Satisfaction, and“Affective Support” can explain well of all layers. Keywords: Social Associations, Job Involvement, Social Support, Life Satisfaction

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Ching-Chih, Ho, and 何靜枝. "Staff Leisure Participation, Leisure Satisfaction, Job Stress and Subjective Quality of Life Relationship for Taiwan Water Corporation." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/49018309965431917606.

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碩士
朝陽科技大學
企業管理系
102
This study aimed to explore the leisure participation, leisure satisfaction, relationship between job stress and subjective quality of life. We used questionnaire survey as the main research method for employees in Taiwan Water Corporation. A total of 350 questionnaires were issued, 323 copies were returned with 278 effective copies. Questionnaires were designed based on research framework with the constructs of employee leisure participation, leisure satisfaction, job stress and subjective quality of life. Statistical tools for data analysis included descriptive analysis, reliability analysis, factor analysis and regression analysis. According to the data analysis, the research conclusions were as follows: 1. "Leisure participation" has significantly positive effect on "subjective quality of life". 2. "Leisure participation" has significantly negative impact on "job stress ". 3. In the six dimensions of job stress, both the "psychological burden of work" and "job status and employee development," have significantly negative impacts on the subjective quality of life; but the "change of work contents" has a significantly positive effect on subjective quality of life. 4. Leisure participation, leisure satisfaction, job stress and subjective quality of life are related to each other. 5. The relationship between "job stress" and "subjective quality of life" is partially mediated by "leisure participation". 6. In the six dimensions of leisure satisfaction, only "relaxation" has negative moderation effect on the relationship between "leisure participation" and "subjective quality of life". Based on above conclusions, managerial implications for realtionships among leisure, work and life were discussed and the some useful suggestions for arrangement of leisure time in work environment were also provided.

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Chen, Kuo-Ping, and 陳國評. "The Relationship between Work Motivation, Psychological Contracts Satisfaction, Job Performance and Turnover Intention of Life Insurance Salesman." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/43021203627822939314.

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碩士
樹德科技大學
金融與風險管理系碩士班
101
Insurance sales representatives face the challenge of transformation accordingly. And how to obtain the balance between working stress and sales quota has been the very important issue of sales representatives.The main purpose of this thesis is to investigate the relationship among work motivation, psychological contracts satisfaction, job performance and turnover intention with the research objects- life insurance sales. This study contains 420 valid samples for performing descriptive statistics analysis, validity analysis, reliability analysis, analysis of variance (ANOVA), correlation and regression. After the empirical research, the major findings as follows: 1. Work motivation of life insurance sales positively affects psychological contracts satisfaction. 2. There is a positive relationship between psychological contracts satisfaction and job performance. 3. Inner work motivation with turnover intention of life insurance sales representatives get negative influence. But the outside work motivation with turnover intention gets positive influence. 4. Both of inner work motivation and outside work motivation positively impact on job performance. 5. The relationship between inner work motivation and job performance is completely mediated by psychological contracts satisfaction. 6. The relationship between outside work motivation and job performance is patially mediated by psychological contracts satisfaction. This study result can how a life insurance company to increase sales’ satisfaction and job performance and reduce the possibility of turnover intention of life insurance sales representatives, at the same time to reduce the relevant cost of voluntary resigns.

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Wang, Chiao-Han, and 王巧涵. "The Relationship between Work / Family Conflict and Job / Life Satisfaction－Examing the Moderating Effects of Role Identity." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/91902668250183410647.

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碩士
國立臺灣科技大學
企業管理系
97
Due to the advance of education level, the awakening of conscious of being economical independent for females, and the government’s impetus, the barrier of employment market between male and female has been broken in recent years. The saying that “Man are breadwinners; women are homemakers” has been phased out because husband and wife both share the responsibility for supporting their family together. Therefore, the duties of job and house will be redistributed. In Asian society, wives take charge of majority of housework; however, although husbands are only assigned for much smaller proportion of the housework, they still think that they have another job at home. As a result, under this tendency, the work family conflict has affected on worker's psychological feeling more than before. Previous researches showed different effects of work family conflicts on job satisfaction and life satisfaction. This research is based on the framework of Frone, Russell, & Cooper, (1992) to probe into the influence of difference directions of work family conflicts on work and the non-work field. An individual variable, role identity, is integrated to examine the moderating effects of individuals’ different identity tendency. 1395 questionnaires were distributed, effective return rate was 75.48%. The result from examination of Pearson correlation analysis and regression analysis demonstrates that the work family conflict (WFC) affects job satisfaction and life satisfaction; however, the family work conflict (FWC) only affects life satisfaction. The result of role identity is consistence with the hypothesis in this research. The last part of this study is to discuss the findings from the result and come up with some management implications.

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Chuang, Ming Hsien, and 莊名賢. "The structural relationships among job involvement, professional commitment, job satisfaction and selling performance for life insurance agents." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/41073118196700164835.

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碩士
國立中正大學
成人及繼續教育研究所
93
The main purpose of this study is to explore the structural relationships between job involvement, professional commitment, job satisfaction and selling performance in life insurance agents. To achieve the purpose, we used the scale “factor influencing selling performance questionnaire,” which possesses a high degree of validity and reliability. This research sample consisted of distributing 1000 questionnaires to various life insurance agents. 847 valid responses were received, for a 84.7% feedback rate. The data was further analyzed with descriptive statistics by SPSS and structural equation model (SEM) by LISREL to test the model. The conclusions of the study were as follows: 1. professional commitment was founded to influence job satisfaction. 2. job involvement was founded to influence selling performance. 3. professional commitment was founded to have no direct affect selling performance. 4. job satisfaction was founded to influence j selling performance. The results showed that, among three latent factors–job involvement, professional commitment and job satisfaction–the life insurance agent’s selling performance was affected directly by job involvement, was not indirectly through job satisfaction. The impact of professional commitment on the life insurance agent’s selling performance, meanwhile, is always mediated by an intermediate factors : job satisfaction. In other words, the relationship between professional commitment and the life insurance agent’s selling performance is a spurious relation. There are two paths through which factors affect the life insurance agent’s selling performance: job involvement → selling performance professional commitment → job satisfaction → selling performance

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Joao, Tanzia Frances. "The relationship between perceived career mobility, career mobility preference, job satisfaction and orgarnizational commitment." Diss., 2010. http://hdl.handle.net/10500/4693.

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The objective of this study was to explore the relationship between perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A secondary objective was to determine whether various age, gender, tenure, marital status and race groups differed significantly regarding their perceived career mobility, career mobility preference, job satisfaction and organisational commitment. A perceived career mobility scale and career mobility preference scale, the Minnesota Satisfaction Questionnaire (short form) and the Organisational Commitment Scale, were applied to a non-probability convenience sample consisting of 82 South African accountants, auditors and financial staff members. Significant relationships were observed between the variables. Significant differences were found between age and race groups‟ perceived career mobility, gender and tenure groups‟ career mobility preference, and age and tenure groups‟ organisational commitment. The findings contribute valuable new knowledge that may be used to inform retention practices in the financial sector.
Industrial and Organisational Psychology
M.A. (Industrial & Organisational Psychology)

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Wei-ChiehKuo and 郭威傑. "The Relationship between Quality of Work Life, Job Satisfaction, and Turnover Intention in Army Aviation Aircraft Maintenance NCOs." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/35p9cc.

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