Relevant bibliographies by topics / Job satisfaction and life satisfaction relationship / Journal articles
To see the other types of publications on this topic, follow the link: Job satisfaction and life satisfaction relationship.

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

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

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 50 journal articles for your research on the topic 'Job satisfaction and life satisfaction relationship.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
4

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
5

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
6

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
7

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
11

Muskat, Birgit, and Bernd F. Reitsamer. "Quality of work life and Generation Y." Personnel Review 49, no. 1 (October 16, 2019): 265–83. http://dx.doi.org/10.1108/pr-11-2018-0448.

Full text
Abstract:
Purpose The purpose of this paper is to examine how quality of work life (QWL) influences job satisfaction and to test if gender and organizational type moderate this relationship for Generation Y (Gen-Y). Design/methodology/approach Questionnaire data were collected from 328 Gen-Y employees in European hospitality businesses. Drawing on generational theory, social role theory and person–environment (P–E) fit theory, the authors discuss how gender and organizational types (i.e. independent vs corporate structures) moderate Gen-Y’s QWL–job satisfaction relationship. Findings The findings of the paper are as follows: first, gender and organizational type influence the QWL–job satisfaction relationship for Gen-Y. Second, job security does not change job satisfaction levels for female employees while high levels of job security negatively influence job satisfaction for male employees. Third, receiving appreciation at work increases job satisfaction for both women and men but, when receiving little appreciation at work, women remain more satisfied. Fourth, having opportunities to contribute to decisions positively affects Gen-Y’s job satisfaction. Fifth, having the right to say is more important in independent organizations, while the opportunity to realize an employee’s own potential leads to higher job satisfaction in corporate organizations. Originality/value The study contributes to the limited empirical scholarly research, adding to a deeper understanding of influencing factors of Gen-Y’s QWL–job satisfaction relationship.
APA, Harvard, Vancouver, ISO, and other styles
12

Moser, Klaus, and Heinz Schuler. "Is Involvement a Suppressor of the Job Satisfaction–Life Satisfaction Relationship?1." Journal of Applied Social Psychology 34, no. 11 (November 2004): 2377–88. http://dx.doi.org/10.1111/j.1559-1816.2004.tb01982.x.

Full text
APA, Harvard, Vancouver, ISO, and other styles
13

Judge, Timothy A., and Shinichiro Watanabe. "ANOTHER LOOK AT THE JOB-LIFE SATISFACTION RELATIONSHIP." Academy of Management Proceedings 1993, no. 1 (August 1993): 243–47. http://dx.doi.org/10.5465/ambpp.1993.10317003.

Full text
APA, Harvard, Vancouver, ISO, and other styles
14

Clayton, Howard R., Vivian Odera, Daniel A. Emenheiser, and Johnny Sue Reynolds. "The Relationship of Job Satisfaction and Family Life." Marriage & Family Review 28, no. 1-2 (October 5, 1998): 167–85. http://dx.doi.org/10.1300/j002v28n01_10.

Full text
APA, Harvard, Vancouver, ISO, and other styles
15

Mafini, Chengedzai. "The Relationship Between Job Satisfaction And Life Satisfaction: Empirical Evidence From Logistics Practitioners In A South African Steel-Making Company." International Business & Economics Research Journal (IBER) 13, no. 3 (April 28, 2014): 453. http://dx.doi.org/10.19030/iber.v13i3.8585.

Full text
Abstract:
There has been an explosion of research interests centered upon the job satisfaction-life satisfaction nexus within organizations. Be that as it may, there is a relative paucity of research on the job satisfaction of logistics practitioners in general and limited evidence of studies that specifically address the issue of job satisfaction in the steel-making industry in developing countries. The aim of this study was to investigate the structural relationships between job satisfaction and life satisfaction. The study followed a quantitative survey approach in which a three-section questionnaire was administered to 192 purposively selected logistics practitioners in a South African steel-making company. The Minnesota Job Satisfaction Scale and the Satisfaction with Life Scale were adapted for this study. Data were analysed through Principal Component Analysis using Varimax rotation, nonparametric correlation analysis, and descriptive statistics. Five job satisfaction factors, namely, skills utilisation, workplace flexibility, autonomy, teamwork, and remuneration were extracted. The five factors attained high Cronbach Alpha values above the recommended 0.70, which indicates high internal consistencies among the sub-scales. Positive, significant relationships were found between life satisfaction and two factors, namely, skills utilization and remuneration. Weak relationships were found between life satisfaction and three job satisfaction factors, namely, teamwork, workplace flexibility, and autonomy. Mean score rankings showed that among the job satisfaction factors, skills utilisation was more important to logistics practitioners. The study is important in that it provides further verification of the patterns in the relationship between job satisfaction and life satisfaction. By examining the structural interplay between job and life satisfaction variables among logistics practitioners, organizations may be better equipped to initiate strategies of meeting the needs of their logistics workforce, thereby facilitating improved organizational performance as measured through the ability to deliver the right product to the right place at the right time, which is the mission of logistics.
APA, Harvard, Vancouver, ISO, and other styles
16

Fay Amissah, Eunice, Valerie Efua Kwansima Bempong, and Emmanuel Gamor. "Does gender exacerbate the effect of Work-family conflict on employee Satisfaction in the hotel industry?" African Journal of Hospitality and Tourism Management 2, no. 2 (December 1, 2020): 61–81. http://dx.doi.org/10.47963/ajthm.v2i2.245.

Full text
Abstract:
Hotel employees, in recent times, put in more effort at work, working for long hours and even on holidays and weekends. As a result, they find it difficult to efficiently meet the demands of both their work and personal life. This study used a cross-sectional research design to examine work-family conflict and its effects on job satisfaction and life satisfaction of hotel staff. The study also sought to examine the moderating effect of gender on the relationships between work-family conflict, job satisfaction and life satisfaction. A diverse sample of 286 respondents, conveniently selected, completed a structured questionnaire. Generally, the results of a PLS-SEM analysis showed that work-family conflict is not significantly related to job satisfaction but with employees’ life satisfaction. Specifically, work-to-family conflict has no significant relationship with job satisfaction whereas work-to-family and family-to-work conflict were uniquely associated with life satisfaction. The interference of family demands with the work of a hotel employee positively affects life satisfaction irrespective of the gender of employees. However, job satisfaction significantly relates to life satisfaction. Gender fully moderated employee work interfering with family and job satisfaction relationship. Theoretical and practical implications as well as directions for future studies were discussed in the paper.
APA, Harvard, Vancouver, ISO, and other styles
17

Tshivhase, Tracey, and Lethukuthula Vilakazi. "Job Satisfaction: What factors in the Coal Mining Industry will lead to Higher Satisfaction?" INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 6 (2018): 17–25. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.46.1002.

Full text
Abstract:
In recent years, employee turnover has become a challenge that every human resource department is concerned with. The purpose of this paper is to explore the level of job satisfaction in the coal mining industry. This paper also determines the relationship between company employees and five work-related factors that are considered influential in minimizing employee turnover. A total of 66 questionnaires out of a 100 were usable for this study. The conclusion was that work-life balance, growth opportunities and managerial support play a significant role in job satisfaction. Salary and company culture did not contribute significantly towards job satisfaction. This study contributes to companies’ success by investigating components that contribute to job satisfaction among employees.
APA, Harvard, Vancouver, ISO, and other styles
18

Drummond, Robert J., and Ann Stoddard. "Job Satisfaction and Work Values." Psychological Reports 69, no. 3_suppl (December 1991): 1116–18. http://dx.doi.org/10.2466/pr0.1991.69.3f.1116.

Full text
Abstract:
The purpose of the study was to examine the relationship of work values with job satisfaction. 69 graduate and undergraduate female education majors working in the helping professions were administered the Work Values Scale and the Minnesota Job Satisfaction Scale. Scores on five values scales, measuring intrinsic values, were correlated significantly with scores on job satisfaction. The correlations indicated a negative relationship. Way of Life, Altruism, and Achievement were rated the highest work values by the group.
APA, Harvard, Vancouver, ISO, and other styles
19

Anuradha and Mrinalini Pandey. "Impact of work-life balance on job satisfaction of women doctors." Problems and Perspectives in Management 14, no. 2 (June 13, 2016): 319–24. http://dx.doi.org/10.21511/ppm.14(2-2).2016.07.

Full text
Abstract:
In the competitive era of today, women have to battle hard to establish their individuality in the society, as well as in professional life. Work-life balance is the major problem in the life of working women. The study covers work-life balance of women doctors of private hospitals of Jharkhand. This study helps to understand the impact of work-life balance on job satisfaction. Regression analysis and ANOVA Test have been used to test the relationship between the variables. The study has found that work-life balance has positive impact on job satisfaction
APA, Harvard, Vancouver, ISO, and other styles
20

Malik, Maria, Difang Wan, Laiba Dar, Aqsa Akbar, and Muhammad Akram Naseem. "The Role Of Work Life Balance In Job Satisfaction And Job Benefit." Journal of Applied Business Research (JABR) 30, no. 6 (October 21, 2014): 1627. http://dx.doi.org/10.19030/jabr.v30i6.8879.

Full text
Abstract:
This paper investigates the influence of job benefits on job satisfaction of Public and Private Business Schools in Pakistan. Further it also examines the mediating effect of Work Life Balance (WLB) on job satisfaction and job benefit relationship. A sample of 329 respondents is collected from Business Schools in Pakistan by using a structured questionnaire. The results show that there is a mediation effect of WLB on the relationship of job satisfaction and job benefit.
APA, Harvard, Vancouver, ISO, and other styles
21

Mas-Machuca, Marta, Jasmina Berbegal-Mirabent, and Ines Alegre. "Work-life balance and its relationship with organizational pride and job satisfaction." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 586–602. http://dx.doi.org/10.1108/jmp-09-2014-0272.

Full text
Abstract:
Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.
APA, Harvard, Vancouver, ISO, and other styles
22

J., Ramawickrama, H. H. D. N. P. Opatha, and PushpaKumari M. D. "Quality of Work Life, Job Satisfaction, and the Facets of the Relationship between the Two Constructs." International Business Research 10, no. 4 (March 24, 2017): 167. http://dx.doi.org/10.5539/ibr.v10n4p167.

Full text
Abstract:
Quality of Work Life (QWL) and job satisfaction are critical concepts in the field of Human Resource Management (HRM). An intellectual puzzle was chosen by the researchers with regard to whether QWL and job satisfaction are the same or different, and if different, how they are differed. By using the desk research strategy a systematic attempt was made to solve the intellectual puzzle to a reasonable extent. Both constructs were found to be different and related. Four facets of the relationship between the two constructs were revealed: Job satisfaction being a dimension of QWL; job satisfaction not being a dimension of QWL; job satisfaction working as an antecedent of QWL; and finally job satisfaction being a consequence of QWL. Formulated synthesis is perceived as an original contribution to the concepts of QWL and job satisfaction.
APA, Harvard, Vancouver, ISO, and other styles
23

Aydoğmuş, Mevlüt, and Hüseyin Serçe. "Investigation of regulatory role of collective teacher efficacy in the effect of job satisfaction and satisfaction with life on professional burnout." Research in Pedagogy 11, no. 1 (2021): 234–50. http://dx.doi.org/10.5937/istrped2101234a.

Full text
Abstract:
This study examined the effect of job satisfaction and satisfaction with life on perceptions of teachers' professional burnout and the regulatory role of collective teacher efficacy perception by conducting applied research on teachers who work in different educational settings. The measuring tools were "Maslach Burnout Inventory", "Short Form Minnesota Satisfaction Questionnaire", "Satisfaction with Life Scale" and "Collective Teacher Efficacy Scale". The findings of the research showed that: Teachers' perceptions of job satisfaction and satisfaction with life negatively affected their perceptions of professional burnout. Collective teacher efficacy had a regulatory effect on the relationship between satisfaction with life and professional burnout, and on the relationship between job satisfaction and professional burnout.
APA, Harvard, Vancouver, ISO, and other styles
24

Riasudeen, S., and P. T. Srinivasan. "Group Factors and its Relationship with Job and Life Satisfaction in Diverse Organizations." Management and Labour Studies 36, no. 4 (November 2011): 335–52. http://dx.doi.org/10.1177/0258042x1103600403.

Full text
Abstract:
This research focuses upon understanding whether the group factors will serve as predictors and explain the variance in individual's job and life satisfaction. A purposive sampling was adopted for the selection of 475 employees from the four different firms having global operations. A structured questionnaire was distributed amongst respondents and data were analyzed with hierarchical stepwise multiple regression analysis in order to assess the extent of variance in job satisfaction and life satisfaction. The results of the analysis indicate that the dimensions of group factors emerged as significant predictors of job satisfaction and life satisfaction in the diverse organizations.
APA, Harvard, Vancouver, ISO, and other styles
25

Chen, Wei-Chih. "Leisure Participation, Job Stress, and Life Satisfaction: Moderation Analysis of Two Models." Social Behavior and Personality: an international journal 44, no. 4 (May 18, 2016): 579–88. http://dx.doi.org/10.2224/sbp.2016.44.4.579.

Full text
Abstract:
I explored the relationships among leisure participation, job stress, and life satisfaction of Taiwanese high school teachers and college professors (N = 488) and investigated the moderating effects of taking on an extra administrative duty and type of school (college vs. high school). Results revealed that leisure participation negatively predicted job stress, and job stress negatively explained life satisfaction. Additionally, both taking on an extra administrative duty and type of school moderated the relationship between job stress and life satisfaction. Research implications are discussed.
APA, Harvard, Vancouver, ISO, and other styles
26

Steiner, Dirk D., and Donald M. Truxillo. "Another look at the job satisfaction-life satisfaction relationship: A test of the disaggregation hypothesis." Journal of Organizational Behavior 8, no. 1 (January 1987): 71–77. http://dx.doi.org/10.1002/job.4030080109.

Full text
APA, Harvard, Vancouver, ISO, and other styles
27

Kamrani, Farhan, Nabila Kamrani, and Farrukh Kamrani. "PARANOIA AND JOB SATISFACTION." Journal of Social Sciences and Humanities 59, no. 1 (June 30, 2020): 75–85. http://dx.doi.org/10.46568/jssh.v59i1.326.

Full text
Abstract:
The present study investigated the relationship between paranoia and job satisfaction. Paranoia is defined as suspiciousness and the feeling of being threatened even if there is no proof of real threat. Paranoia is a concept that is often ignored in researches in Pakistan and rarely explored in context of any concept related to occupational life. After a detailed literature review, it was hypothesized that paranoia would be negatively correlated to job satisfaction. The sample of the present research consisted of 154 professionals (77 male, 77 female) from different work settings. Paranoia was measured with the Feingstein Paranoia Scale Urdu version (FPSU) and job satisfaction was measured by the Generic Job Satisfaction Scale (GJSS). Statistical analysis though Pearson Product Moment Correlation indicates that there is a strong negative correlation between paranoia and job satisfaction. Recommendations for employers and policy makers, avenues of future researches are discussed.
APA, Harvard, Vancouver, ISO, and other styles
28

Wagner, Shannon L., and Melanie O'Neill. "Job, Life, and Relationship Satisfaction for Paid-Professional Firefighters." Journal of Loss and Trauma 17, no. 5 (September 2012): 423–38. http://dx.doi.org/10.1080/15325024.2011.650129.

Full text
APA, Harvard, Vancouver, ISO, and other styles
29

Hedley, D., S. M. Bury, and J. R. Spoor. "The Relationship Between Quality of Life and Job Satisfaction in Autistic Workers." Autism and Developmental Disorders 18, no. 3 (2020): 12–21. http://dx.doi.org/10.17759/autdd.2020180302.

Full text
Abstract:
The current research sought to understand the relationship between job satisfaction and quality of life in employed individuals with Autism Spectrum Disorder (ASD). The research focuses on participants involved in a supported employment program for individuals with ASD, the DXC Technology Dandelion Program. We examined the sustained impact of participating in the supported employment program on quality of life and job satisfaction, via a longitudinal survey of the employees with ASD. Quality of life was assessed with the World Health Organization Quality of Life Brief, and intrinsic and extrinsic job satisfaction were assessed with the Minnesota Satisfaction Questionnaire (Short Form). Results indicated small but statistically non-significant (using an adjusted significance level of .001) changes in both quality of life and job satisfaction across a 12-month period. Results are discussed in terms of how to further improve the employment program and support employees with ASD.
APA, Harvard, Vancouver, ISO, and other styles
30

Fayyazi, Marjan, and Farshad Aslani. "The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment." International Letters of Social and Humanistic Sciences 51 (May 2015): 33–41. http://dx.doi.org/10.18052/www.scipress.com/ilshs.51.33.

Full text
Abstract:
Work-life imbalance has several negative impacts on employees’ attitudes and behaviors and consequently influences organizations’ performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees’ job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction – turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB – turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment
APA, Harvard, Vancouver, ISO, and other styles
31

Yahyagil, Mehmet Yusuf. "Values, feelings, job satisfaction and well-being: the Turkish case." Management Decision 53, no. 10 (November 16, 2015): 2268–86. http://dx.doi.org/10.1108/md-10-2014-0609.

Full text
Abstract:
Purpose – The purpose of this paper is to explore the relationships between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context. The sub-research question is to learn the moderation effect of job satisfaction on the relationship between values, experienced feelings and life satisfaction. Design/methodology/approach – Analytical type of research design was used, and the data were obtained from 390 respondents who are the employees of different organizations in three cities in Turkey. Four measurement devices (Schwartz’s ten-item Portrait Values Questionnaire (PVQ), Brayfield-Rothe’s overall job satisfaction (OJS), and Diener’s Scale of positive and negative experience (SPANE) and satisfaction with life scale (SWLS)) were employed. Findings – It was understood that the participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives. The values of self-direction, achievement, hedonism and conformity are positively and strongly linked to job satisfaction and overall satisfaction of life. The moderating effect of job satisfaction is partially confirmed. It was also understood that the priorities of Turkish citizens imply self-centered satisfaction and independency, but not risk taking. Positive affect does influence the magnitude of the association between job satisfaction and life satisfaction. Originality/value – This paper is able to demonstrate the nature of associations between value orientations, experienced feelings, job satisfaction and global life satisfaction in a collectivist culture. The contradictions between value priorities of Turkish citizens and the people of Western countries would be likely interesting for academicians and researchers.
APA, Harvard, Vancouver, ISO, and other styles
32

Lipińska-Grobelny, Agnieszka. "Multiwork, work-family/family-work conflict and satisfaction with life." Polish Journal of Applied Psychology 14, no. 2 (June 1, 2016): 71–86. http://dx.doi.org/10.1515/pjap-2015-0055.

Full text
Abstract:
Abstract The aim of my study was to determine what relations exist between work and family demands, W-F/F-W conflict and job satisfaction, satisfaction with marriage, and life satisfaction among multiworkers and monoworkers. Research involved 218 multiworkers and 218 employees with single employment, who filled out a survey, the Organizational Climate Questionnaire, the W-F/F-W Conflict Technique, the Job Description Questionnaire, the Marital Communication Questionnaire, and Satisfaction with Life Scale. From the data obtained referring to multiworkers, it is shown that W-F conflict is directly affected by the number of working hours, commuting time, job demands, rewards, and leave control. F-W conflict is directly affected by number of children aged up to six years, partner engagement, and the number of children aged 12‒15 years. Satisfaction with life results from satisfaction with marriage and job satisfaction (stronger relationship). Considering the monoworkers, W-F conflict is directly affected by the number of working hours, commuting time, and the rewards at work. F-W conflict is directly affected by engagement of the partner and the depreciation in the relationship. Satisfaction with life results from satisfaction with marriage (stronger relation) and job satisfaction. These results contribute to deeper knowledge on the multiwork phenomenon.
APA, Harvard, Vancouver, ISO, and other styles
33

Mazerolle, Stephanie M., Jennifer E. Bruening, Douglas J. Casa, and Laura J. Burton. "Work-Family Conflict, Part II: Job and Life Satisfaction in National Collegiate Athletic Association Division I-A Certified Athletic Trainers." Journal of Athletic Training 43, no. 5 (September 1, 2008): 513–22. http://dx.doi.org/10.4085/1062-6050-43.5.513.

Full text
Abstract:
Abstract Context: Previous researchers have shown that work-family conflict (WFC) affects the level of a person's job satisfaction, life satisfaction, and job burnout and intentions to leave the profession. However, WFC and its consequences have not yet been fully investigated among certified athletic trainers. Objective: To investigate the relationship between WFC and various outcome variables among certified athletic trainers working in National Collegiate Athletic Association Division I-A settings. Design: A mixed-methods design using a 53-item survey questionnaire and follow-up in-depth interviews was used to examine the prevalence of WFC. Setting: Division I-A universities sponsoring football. Patients or Other Participants: A total of 587 athletic trainers (324 men, 263 women) responded to the questionnaire, and 12 (6 men, 6 women) participated in the qualitative portion of the mixed-methods study. Data Collection and Analysis: We calculated Pearson correlations to determine the relationship between WFC and job satisfaction, life satisfaction, and job burnout. Regression analyses were run to determine whether WFC was a predictor of job satisfaction, job burnout, or intention to leave the profession. Interviews were transcribed verbatim and then analyzed using the computer program N6 as well as member checks and peer debriefing. Results: Negative relationships were found between WFC and job satisfaction (r = −.52, P < .001). Positive were noted between WFC and job burnout (r = .63, P < .001) and intention to leave the profession (r = .46, P < .001). Regression analyses revealed that WFC directly contributed to job satisfaction (P < .001), job burnout (P < .001), and intention to leave the profession (P < .001). Conclusions: Overall, our findings concur with those of previous researchers on WFC and its negative relationships to job satisfaction and life satisfaction and positive relationship to job burnout and intention to leave an organization. Sources of WFC, such as time, inflexible work schedules, and inadequate staffing, were also related to job burnout and job dissatisfaction in this population.
APA, Harvard, Vancouver, ISO, and other styles
34

Wirastuti, Siska, I. Ketut R, Henry Eryanto, Juhasdi Susono, and Amiruddin K. "The Effect of Work Load and Quality Work Life on the Performance Of Police Members in Indonesian Police Headquarters Korlantas with Job Satisfaction as Intervening Variables." International Journal on Advanced Science, Education, and Religion 3, no. 3 (November 25, 2020): 142–63. http://dx.doi.org/10.33648/ijoaser.v3i3.85.

Full text
Abstract:
This article aims to determine the influence of workload and quality of work life on the performance of police officers at Korlantas Police Headquarters with job satisfaction as an intervening variable. The research sample was 249 police officers at Korlantas Mabes indonesian police. The sample selection method uses probability sampling techniques. Data were collected by distributing questionnaires. The questionnaire used was tested for validity and reliability first, before entering the further analysis stage. Analysis of research data using SEM (Structural Equation Modeling) with processing program AMOS software. The results showed that workload has no effect on job satisfaction and work performance while quality work of life has positive and significant effect on job satisfaction and work performance. Meanwhile, job satisfaction has positive and significant effect on job performance. Job satisfaction has no mediating effect on the relationship between workload and performance of temporary employees job satisfaction was found have a mediating effect on the relationship between quality work of life and employee performance. Keywords : Workload, Job Satisfaction, Performance, Quality Work Life
APA, Harvard, Vancouver, ISO, and other styles
35

Natalia, Veronica Eka Desi, Anisa OS Pratama, and Margareta Dewi Astuti. "Relationship between Quality of Work Life and Job Satisfaction in Asia: A Literature Review." Journal of Business Management Review 1, no. 6 (December 19, 2020): 390–412. http://dx.doi.org/10.47153/jbmr16.702020.

Full text
Abstract:
Quality of work life and job satisfaction is very important in an organization so that it attracts the attention of researchers. There are a number of articles on the relationship between quality of work life and job satisfaction, especially the Asian context; but there is a dearth of literature review on such relationship.The purpose of this review is to examine the relationship between quality of work life and job satisfaction in Asia. Based on the results of the literature review from various countries and organizations in Asia, we find that quality of work life and job satisfaction have a positive and significant relationship in organizations in various countries in the Asian region.
APA, Harvard, Vancouver, ISO, and other styles
36

이병규 and YoonYeejoong. "The Relationship among Job Satisfaction, Life Satisfaction and Turnover Intention of Golf Course Caddies." Korean Society for the Sociology of Sport 22, no. 3 (September 2009): 155–70. http://dx.doi.org/10.22173/jksss.2009.22.3.155.

Full text
APA, Harvard, Vancouver, ISO, and other styles
37

Rain, Jeffrey S., Irving M. Lane, and Dirk D. Steiner. "A Current Look at the Job Satisfaction/Life Satisfaction Relationship: Review and Future Considerations." Human Relations 44, no. 3 (March 1991): 287–307. http://dx.doi.org/10.1177/001872679104400305.

Full text
APA, Harvard, Vancouver, ISO, and other styles
38

Miana, Beatriz Sora, M. Gloria González-Morales, Amparo Caballer, and José M. Peiró. "Consequences of Job Insecurity and the Moderator Role of Occupational Group." Spanish journal of psychology 14, no. 2 (November 2011): 820–31. http://dx.doi.org/10.5209/rev_sjop.2011.v14.n2.29.

Full text
Abstract:
In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.
APA, Harvard, Vancouver, ISO, and other styles
39

Azeem, Syed Mohammad, and Nadeem Akhtar. "The Influence of Work Life Balance and Job Satisfaction on Organizational Commitment of Healthcare Employees." International Journal of Human Resource Studies 4, no. 2 (June 8, 2014): 18. http://dx.doi.org/10.5296/ijhrs.v4i2.5667.

Full text
Abstract:
The study examines the effects of perceived work-life balance and job satisfaction on organizational commitment among healthcare employees. It was predicted that perceived work-life balance fosters job satisfaction which leads to the organizational commitment among employees in the long run. The degree of work-life balance is measured using the five statements from Chaney (2007) and eight statements from Gutak et. Al. (1991). Short version of the Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Organizational commitment was measured by selecting 11 items from Blau et.al.’s (1993) work commitment index. 275 respondents completed the survey. Results showed that respondents have moderate level of perceived work-life balance, job satisfaction and commitment. Significant relationship is found among work-life balance, job satisfaction and organizational commitment. A regression analysis revealed that 37% variance in organizational commitment and job satisfaction is attributed to work-life balance.
APA, Harvard, Vancouver, ISO, and other styles
40

Mamat, Ali, and Muhamad Kamel Ali. "Relationship of Work Satisfaction and Organizational Commitment: a Literature Review." Jurnal Konseling dan Pendidikan 6, no. 2 (June 30, 2018): 101. http://dx.doi.org/10.29210/128700.

Full text
Abstract:
The enjoyment of working in an organization contribute to a positive impact in life. This also can be related to the individual job satisfaction. In fact, the job satisfaction including six elements namely salary, promotion, supervisor, job environment, colleagues and working conditions. Consequently, this study aims to investigate and identify the factors which influence job satisfaction in an organization by using document analysis with reference to previous study. However , the findings reveal a few factors that support the relationship between job satisfaction and organizational commitment among primary school assistant teachers. This gives clarity about the relevance of the relationship between the theories used in this study.
APA, Harvard, Vancouver, ISO, and other styles
41

Sugiyanto, Eviatiwi Kusumaningtyas, Taufikur Rahman, and Aprih Santoso. "Islamic Work Ethics in Building Work Life Balance to Achieve Islamic Job Satisfaction." INFERENSI: Jurnal Penelitian Sosial Keagamaan 14, no. 2 (December 11, 2020): 317–30. http://dx.doi.org/10.18326/infsl3.v14i2.317-330.

Full text
Abstract:
The purpose of this study is to provide an interpretation of library studyresult on the relationship between Islamic Work Ethics (IWE) in buildingwork life balance (WLB) to achieve job satisfaction in Islam. The methodused is library study by tracing related topics. Data comes from primarysources in the form of articles that are relevant to topics. Meanwhile,data analysis used interpretive. The results show that there is an allegedlogical relationship between IWE, WLB and job satisfaction in Islam.Application of IWE can build a balance between work and life outsideof work. Furthermore, someone who is able to build this balance can feeljob satisfaction, in terms of Islamic job satisfaction. The implication ofthis research, there is an initial assumption of a link between IWE andWLB and job satisfaction in Islam. The future research agenda can testempirically the relationship between these variables by incorporating itinto an empirical research model.
APA, Harvard, Vancouver, ISO, and other styles
42

Deng, Shumin, Ningxi Yang, Shiyue Li, Wei Wang, Hong Yan, and Hao Li. "Doctors’ Job Satisfaction and Its Relationships With Doctor-Patient Relationship and Work-Family Conflict in China: A Structural Equation Modeling." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 55 (January 2018): 004695801879083. http://dx.doi.org/10.1177/0046958018790831.

Full text
Abstract:
The objective of this study was to evaluate the relationship of doctors’ job satisfaction with doctor-patient relationship and work-family conflict in China. The data came from a cross-sectional survey in Hubei province, which was part of China’s Fifth National Health Services Survey conducted in 2013. The survey in Hubei covered 54 secondary and tertiary general hospitals distributed in 20 counties. Of the 1080 questionnaires, 908 were included into our analysis. After surviving from reliability and validity tests, structural equation modeling was applied for further analysis with SPSS 20.0 and Mplus 7.0. The results showed that the average score of job satisfaction is 19.61 out of 30 points, indicating a relatively low level of doctors’ job satisfaction in Hubei province. Work-family conflict was found to have negative impact on doctors’ job satisfaction, and good doctor-patient relationship was found to have positive impact on their job satisfaction. Therefore, hospital administrators and policy makers should make effort to design and implement strategies that focus on meliorating doctor-patient relationship and balancing doctors’ work and family life to further improve their job satisfaction.
APA, Harvard, Vancouver, ISO, and other styles
43

Swaney, Kyle, and Dale Prediger. "The relationship between interest-occupation congruence and job satisfaction." Journal of Vocational Behavior 26, no. 1 (February 1985): 13–24. http://dx.doi.org/10.1016/0001-8791(85)90022-3.

Full text
APA, Harvard, Vancouver, ISO, and other styles
44

Lee, Jaywon, Dongjoon Cho, and Yu Jin Suh. "Purpose and Meaning in Life and Job Satisfaction Among the Aged." International Journal of Aging and Human Development 85, no. 4 (January 6, 2017): 377–402. http://dx.doi.org/10.1177/0091415016688305.

Full text
Abstract:
This study investigates the relationship between purpose and meaning in life and job satisfaction among the aged. This issue is quite timely since there has been an increase in the employment rate of senior citizens in Asian countries due to the insufficient working-age population. We survey 228 seniors who are older than 55 years in South Korea. Our results suggest that purpose and meaning in life are highly associated with overall job satisfaction among the aged. We also find that vocation mediates the relationship between purpose and meaning in life and job satisfaction.
APA, Harvard, Vancouver, ISO, and other styles
45

Susomrith, Pattanee, and Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour." Management Decision 58, no. 5 (August 13, 2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

Full text
Abstract:
Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.
APA, Harvard, Vancouver, ISO, and other styles
46

Wenno, Maryo Wildo. "Hubungan antara Work Life Balance dan Kepuasan Kerja pada Karyawan di PT PLN PERSERO Area Ambon." JURNAL MANEKSI 7, no. 1 (June 30, 2018): 47. http://dx.doi.org/10.31959/jm.v7i1.86.

Full text
Abstract:
Every organization expects every employee to have a high level of job satisfaction. This study aimed to see the relationship between work life balance and job satisfaction by using quantitative methods with product moment correlation technique from Carl Pearson. Hypothesis in this research was a positive and significant correlation between work life balance and job satisfaction. Measuring tool used in this research was work life balance scale by Hayman (2005) with result of reliability test was 0.774 and job satisfaction scale by Spector (1997) with result of reliability test was 0.942. The sample of this research was employees at PT PLN Ambon Area. From product moment correlation analysis obtained r value = 0.337 with significance 0.001 (p <0.05). The result of statistical analysis obtained showed that there was a positive and significant relationship between work life balance and job satisfaction at employees in PT PLN Persero Ambon Area.
APA, Harvard, Vancouver, ISO, and other styles
47

Newman, Alexander, Ingrid Nielsen, Russell Smyth, and Angus Hooke. "Examining the Relationship Between Workplace Support and Life Satisfaction: The Mediating Role of Job Satisfaction." Social Indicators Research 120, no. 3 (March 30, 2014): 769–81. http://dx.doi.org/10.1007/s11205-014-0613-y.

Full text
APA, Harvard, Vancouver, ISO, and other styles
48

Köse, Akif. "Career Decision Regret as a Predictor: Do Teachers and Administrators Regret Due to Their Career Choice?" World Journal of Education 9, no. 1 (January 19, 2019): 38. http://dx.doi.org/10.5430/wje.v9n1p38.

Full text
Abstract:
This research aims to explore the relationship between career decision regret, job satisfaction and life satisfaction aswell as determining whether career decision regret significantly predicts job satisfaction and life satisfaction. Havinga descriptive research design, the research has employed relational survey model. The population of the researchholds a total of 7671 teachers and administrators who work at pre-school education institutions, primary, secondaryand high schools located within the central provinces of Kahramanmaraş. The research sample consists of 365participants who have been selected through a random sampling method. The research has deployed “CareerDecision Regret Scale”, “Job Satisfaction Scale” and “Satisfaction with Life Scale”. Independent groups t-test,one-way ANOVA test, Pearson correlation and regression analysis have been used during data analysis. Researchresults have revealed that teachers’ and school administrators’ career decision regret is at “a little” level; they haveexperienced a medium level of general, intrinsic and extrinsic satisfaction; they are at the level of “neither agree nordisagree" in terms of life satisfaction; there is a negative and medium level relation between career decision regretand life satisfaction and between career decision regret and job satisfaction; a significant, positive and medium levelrelation between job satisfaction and life satisfaction; career decision regret is a significant predictor of jobsatisfaction and life satisfaction; 25% of the total variance of job satisfaction and 22% of the total variance of lifesatisfaction level of teachers are explained by career decision regret.
APA, Harvard, Vancouver, ISO, and other styles
49

Rostami, Hamid Reza, Malahat Akbarfahimi, Amin Ghaffari, Mohammad Kamali, and Mehdi Rassafiani. "Relationship between Work-Related Quality of Life and Job Satisfaction in Iranian Occupational Therapists." Occupational Therapy International 2021 (September 18, 2021): 1–6. http://dx.doi.org/10.1155/2021/6692752.

Full text
Abstract:
Objective. This study is aimed at exploring the relationship between the work-related quality of life and job satisfaction among Iranian occupational therapists. Methods. In an analytical-descriptive, cross-sectional study, 322 occupational therapists were recruited through a convenient sampling. Inclusion criteria consisted of age between 22 and 50 years, at least one-year work experience, 24 hours of working per week as an occupational therapist, and membership of Iranian Occupation Therapy Association. After signing the informed consent and completing demographic information, each participant completed the Minnesota Satisfaction Questionnaire- Short Form (MSQ-SF) and work-related quality of life scale. Results. The highest quality of working life belonged to occupational therapists who were female, married, with an annual salary of more than 40000$ (compared to below 20000 $), and those with work experience between 5 and 12 years. There was a positive and significant relationship between work-related quality of life and job satisfaction. Work-related quality of life scores could significantly predict MSQ-SF scores ( β 1 = 0.54 , p < .001 ). Conclusions. The significantly positive relationship between work-related quality of life and job satisfaction suggests the importance of organizational programs for enhancing factors of work-related quality of life in order to improve job satisfaction and quality of life among Iranian occupational therapists.
APA, Harvard, Vancouver, ISO, and other styles
50

Li, Wendy Wen, and Guojun Xie. "Personality and job satisfaction among Chinese health practitioners: The mediating role of professional quality of life." Health Psychology Open 7, no. 2 (July 2020): 205510292096505. http://dx.doi.org/10.1177/2055102920965053.

Full text
Abstract:
This study aims to explore mediating effects of professional quality of life on the relationship between big-five personality traits and job satisfaction in a Chinese healthcare setting. A total of 1620 Chinese healthcare professionals were recruited to participate in a randomised cross-sectional survey. The results suggest that professional quality of life transmitted the effect of personality to job satisfaction. Specifically, compassion satisfaction and burnout mediated the positive effect of extraversion, agreeableness, conscientiousness, and openness upon job satisfaction; as well as mediated negative effects of neuroticism upon job satisfaction. Secondary traumatic stress mediated the positive effect of extraversion upon job satisfaction. The paper also discusses the cultural factors contributing to the mediating effects and implications offered by the study at the macro, messo, and micro levels.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the bibliographies on the topic 'Job satisfaction and life satisfaction relationship' for other source types:
Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography