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Relevant bibliographies by topics / Job/work satisfaction

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Academic literature on the topic 'Job/work satisfaction'

Author: Grafiati

Published: 4 June 2021

Last updated: 16 February 2022

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Journal articles on the topic "Job/work satisfaction"

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Nurna Dewi, Nuning, Ach Fathoni Rodli, and Fitri Nurhidayati. "Effect of Work Engagement, Work Environment and Work Spirit on Teacher Satisfaction." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 1, no. 3 (June 9, 2021): 226–40. http://dx.doi.org/10.52218/ijbtob.v1i3.97.

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This study aims in general to prove and analyze the effect of work involvement, work environment and work morale on teacher job satisfaction at SDN Aeng Beje Kenek. The population of this study were all permanent teachers at SDN Aeng Beje Kenek IV, Kecamatan Bluto recorded in mid-2013 with a total of 80 people. the following results are obtained: (1) The three independent variables, namely work involvement, work environment and morale have a significant positive effect on teacher job satisfaction at SDN Aeng Beje Kenek IV Kecamatan Bluto, thus proving that the three independent variables simultaneously have a significant effect on teacher job satisfaction. (2) Involvement work has a positive effect on teacher job satisfaction. The regression coefficient of 0.3677 shows, if there is an increase in work involvement by 1 point, it will increase teacher job satisfaction by 0.3677 points. Although it has a positive significant effect, job involvement has the smallest effect on teacher job. (3) The work environment in this study has a positive and nutritious effect on teacher job satisfaction. (4) Morale is the most effective and greatest in increasing job satisfaction of a teacher. Keywords: work involvement, work environment, Satisfaction

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Ravari, Ali, Shahrzad Bazargan-Hejazi, Abbas Ebadi, Tayebeh Mirzaei, and Khodayar Oshvandi. "Work values and job satisfaction." Nursing Ethics 20, no. 4 (December 11, 2012): 448–58. http://dx.doi.org/10.1177/0969733012458606.

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This study aimed to describe the effect of nursing profession work-related values on job satisfaction among a sample of Iranian nurses. We used in-depth interviews with 30 nurses who worked in university-affiliated and public hospitals in Tehran, Iran. The results of thematic analysis of interviews are reported in four themes to present the participants’ articulations in linking their work-related values to job satisfaction. The themes consist of values that “encourage tolerance,” “enhance inner harmony,” “reflect traditional commitment,” “enhance unity,” and are “centered around altruism and spiritual values.” The most satisfied participants considered nursing a divine profession and a tool by which they could gain spiritual pleasure and satisfaction. Our findings highlight the potential role of nursing work-related values in reducing dissatisfaction with one’s job. For the nursing profession, this may have implications in reducing job instability and turnover.

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ELIZUR, DOV. "WORK VALUES AND JOB SATISFACTION." Psychological Reports 69, no. 6 (1991): 386. http://dx.doi.org/10.2466/pr0.69.6.386-386.

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DRUMMOND, ROBERT. "JOB SATISFACTION AND WORK VALUES." Psychological Reports 69, no. 8 (1991): 1116. http://dx.doi.org/10.2466/pr0.69.8.1116-1118.

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Knoop, Robert. "Work Values and Job Satisfaction." Journal of Psychology 128, no. 6 (November 1994): 683–90. http://dx.doi.org/10.1080/00223980.1994.9921297.

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Elizur, Dov. "Work Values and Job Satisfaction." Psychological Reports 69, no. 2 (October 1991): 386. http://dx.doi.org/10.2466/pr0.1991.69.2.386.

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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.

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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.

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Ajhenberger, Sajma, Jelena Hodak, Ivana Vadlja, and Dunja Anić. "Job Satisfaction." Croatian nursing journal 4, no. 2 (December 11, 2020): 193–203. http://dx.doi.org/10.24141/2/4/2/5.

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Introduction. We consider job satisfaction through the prism of the work we do, the working conditions, the relationships with colleagues and superiors, and the opportunity to advance and earn. Nurses make up 50% of the total workforce in the healthcare system and it is beyond question that their number in the system directly affects the quality of nursing care. The most common dissatisfaction at work is insufficient staff, poor working conditions, poor relationship with colleagues and superiors, and impossibility to advance. Aim. The objectives of the study were to examine the satisfaction of nurses in the job and to assess whether they were considering leaving their current job and how they were assessing their health and working productivity. Methods. The study involved 155 nurses from three Clinical Hospital Centers in Croatia (Osijek, Rijeka and Zagreb). The study was designed as a cross-sectional study. It started on January 1, and ended on June 30, 2018. The first part refers to the demographic dana of the respondents, while the second part contains questions related to the intention of leaving the present job, self-assessment of health status and working productivity and job satisfaction. Results. In the answers to job satisfaction claims, the respondents with the bachelor’s and master’s degree in nursing compared to the respondents who completed secondary education, responded with a higher percentage that they were dissatisfied with the working conditions and the possibility of promotion (46.2%). They are dissatisfied with the relationship with their superiors (70%), as well as with the work they do (54%). Respondents at all levels of education are equally satisfied with their relationships with colleagues and with their earnings. Conclusion. Most of the respondents are satisfied with the relationship with their superiors, colleagues and work, and dissatisfied with the possibility of advancement and salary. Most of them answered that they rarely think about leaving their job, and they assess their health as good and work productivity as normal.

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Deeba, Farah, Rabia Arshed Usmani, Mahwish Akhtar, Taskeen Zahra, and Hafsa Rasool. "JOB SATISFACTION." Professional Medical Journal 22, no. 10 (October 10, 2015): 1373–78. http://dx.doi.org/10.29309/tpmj/2015.22.10.1048.

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Background: Doctor’s profession has been among one of the most attractiveprofession in Pakistan Society, but doctors are getting increasingly dissatisfied with their jobs inour region as unfortunately job satisfaction has still not received the proper consideration frompolicy makers. Objectives: To determine the level of satisfaction with variousjob characteristicsand compare the characteristics of doctorswith level of job satisfaction among doctors workingin public and private sector teaching hospitals. Study Design: Cross sectional study. Period:July 2014 to August 2014. Setting: Public sector (Jinnah Hospital Lahore) and a private sector(Fatima Memorial Hospital) Lahore. Methods: A total of 308 medical officers, 154 from eachhospital were included through simple random sampling. They were interviewed regarding theirsocio demographic and work related characteristics and satisfaction level regarding variousjob characteristics, using a structured, pretested questionnaire. The job satisfaction was ratedon the basis of a three point liker scale with scores ranging from 1 – 33 and scores > 25were considered as satisfied. All the data was entered and analyzed using SPSS version 17.0.Results: Among the total study respondents, majority 212 (68.8%) doctor were dissatisfied withtheir jobs while high level of satisfaction was seen only regarding timeliness of pay 92.9% andjob safety 98%.On comparing characteristics of doctors with job satisfaction, it was seen thatage, gender, marital status, number of family members, total family income, work experienceand nature of job was not significantly related with satisfaction while doctors working in privatehospital were more satisfied with their job as compared to doctors working in governmenthospital and this result was statistically significant (P = 0.000) Conclusion: Satisfaction levelof doctors especially working in public hospitals was low as compared to doctors working inprivate sector. There is need to address the reasons of dis-satisfaction and formulate strategiesto eliminate these issues.

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Yuana Rizky O. Mandagie, Iha Haryani Hatta,Widarto Rachbini, Dian Riskarini,. "OCB Analysis, Transformational Leadership Style, Work Ethic, Work Satisfaction, And Good Governance." Jurnal Manajemen 22, no. 3 (October 24, 2018): 395. http://dx.doi.org/10.24912/jm.v22i3.429.

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The existence of factors that improve employee job satisfaction will support the achievement of good governance. Therefore, study is needed on the analysis of organizational citizenship behavior (OCB), transformational leadership style, work ethic, job satisfaction, and good governance with the aim of knowing the effect of OCB, transformational leadership style, and work ethic partially on job satisfaction and good governance; the influence of job satisfaction on good governance. This study uses 200 respondents of sub-district office staff in DKI Jakarta who were selected using multistage sampling techniques. Data processing used SEM, Lisrel Program. The results showed that transformational leadership style had an effect on job satisfaction, but OCB and work ethic had no effect on job satisfaction; OCB, work ethic, and job satisfaction affect good governance, but transformational leadership style does not affect good governance.

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Dissertations / Theses on the topic "Job/work satisfaction"

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George, Ranjan Michael Jeyadas. "Job satisfaction, gendered work-lives and orientation to work /." [Campbelltown, N.S.W.] : University of Western Sydney, Macarthur, Faculty of Business, 1999. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030604.134036/index.html.

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George, Ranjan Michael Jeyadas, of Western Sydney Nepean University, and Faculty of Business. "Job satisfaction, gendered work-lives and orientations to work." THESIS_FB_XXX_George_R.xml, 1999. http://handle.uws.edu.au:8081/1959.7/262.

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This thesis is a study of gender and organisation in Sri Lanka, a society of diverse cultural identities. The research question addresses factors related to women and men's orientations to work and the extent to which institutional factors, located in the broader societal context of Sri Lankan organisations, add explanatory power in analysis of the degree of job satisfaction and work perceptions. The thesis also investigates the relationship between organisational level attributes and the understanding of managers' work perceptions, as well as seeking variation at the institutional level. The main research instrument was a questionnaire, and quantitative data was generated from field surveys of 382 Sri Lankan male and female managers. The data is stratified randomly, forming a sample of top, middle and junior level managers. These managers belong to diverse Sri Lankan organisations in terms of size, ownership, and line of business. The findings illustrate that organisational level attributes have greater explanatory power in interpreting the work perceptions of male and female managers in Sri Lanka than do the institutional factors. However, qualitative interviews that were conducted reveal the salience of institutional factors to explain aspects of work perceptions. Organisational policies and recommendations that can be derived from this finding are elaborated in the conclusions.
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Lin, Shu-ching. "Age, gender and lawyer's work satisfaction." Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-10102009-020034/.

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Kirkendall, Cristina D. "Job Crafting: The Pursuit of Happiness at Work." Wright State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=wright1367092575.

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Brewer, Marcia S. "Nurse empowerment and job satisfaction work environmental factors /." Muncie, IN : Ball State University, 2009. http://cardinalscholar.bsu.edu/696.

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Jeding, Kerstin. "The psychosocial work environment, job satisfaction and health." Thesis, University of Oxford, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442454.

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Edwards-Dandridge, Yolanda. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention." Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427121.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen’s theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R² = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual’s intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Edwards-Dandridge, Yolanda Marie. "Work Engagement, Job Satisfaction, and Nurse Turnover Intention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6323.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen's theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R2 = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual's intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Abdeen, Tarek Hassan Ibrahim. "The quality of work life : an empirical study." Thesis, University of Plymouth, 2001. http://hdl.handle.net/10026.1/2769.

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This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

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De, Iaco Gilda Assunta. "The consequences of shift work : job performance, job satisfaction, and social life." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40190.pdf.

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Books on the topic "Job/work satisfaction"

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The work challenge. 5th ed. London: Industrial Society, 1988.

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Garnett, John. The work challenge. 4th ed. London: The Industrial Society, 1985.

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Herzberg, Frederick. The motivation to work. 2nd ed. New York: Wiley, 1988.

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1920-, Mausner Bernard, and Snyderman Barbara Bloch, eds. The motivation to work. New Brunswick, N.J., U.S.A: Transaction Publishers, 1993.

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Rao, S. Narayana. Work adjustment and job satisfaction of teachers. Delhi, India: Mittal Publications, 1986.

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Davidson, Stephanie Goddard. 101 ways to have a great day @ work. Naperville, IL: Sourcebooks, 1998.

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Disgruntled: The darker side of the world of work. New York: Berkley Boulevard Books, 1998.

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Kristina, Håkansson, ed. Commitment to work and job satisfaction: Studies of work orientations. New York: Routledge, 2012.

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Work with passion: How to do what you love for a living. 2nd ed. San Rafael, Calif: New World Library, 1995.

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Orr, Fred. How to succeed at work: The young worker's guide to gaining the psychological edge. StLeonards, NSW: Allen & Unwin, 1993.

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Book chapters on the topic "Job/work satisfaction"

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

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Berglund, Tomas, and Ingrid Esser. "Matching Work Values With Job Qualities for Job Satisfaction." In Work Orientations, 219–38. New York, NY : Routledge, 2020. | Series: Routledge studies in management, organizations and society: Routledge, 2019. http://dx.doi.org/10.4324/9781351121149-10.

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Okay-Somerville, Belgin, Dora Scholarios, and Edward Sosu. "Young Workers’ Job Satisfaction in Europe." In Work Orientations, 193–218. New York, NY : Routledge, 2020. | Series: Routledge studies in management, organizations and society: Routledge, 2019. http://dx.doi.org/10.4324/9781351121149-9.

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Statt, David A. "Attitudes, attitude change and job satisfaction." In Psychology and the World of Work, 267–86. London: Macmillan Education UK, 2004. http://dx.doi.org/10.1007/978-1-137-10927-9_15.

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Statt, David A. "Attitudes, attitude change and job satisfaction." In Psychology and the World of Work, 299–323. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23652-7_14.

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Kwiek, Marek, and Dominik Antonowicz. "Academic Work, Working Conditions and Job Satisfaction." In The Work Situation of the Academic Profession in Europe: Findings of a Survey in Twelve Countries, 37–54. Dordrecht: Springer Netherlands, 2013. http://dx.doi.org/10.1007/978-94-007-5977-0_3.

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Glover, Ian A., and Michael P. Kelly. "Theories of Work Motivation and Job Satisfaction." In Engineers in Britain, 116–39. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4615-8530-5_7.

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Marquina, Mónica, and Gabriel Rebello. "Academic Work at the Periphery: Why Argentine Scholars Are Satisfied, Despite All." In Job Satisfaction around the Academic World, 13–28. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-5434-8_2.

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Farag, Sendy, and Jim Allen. "Japanese and dutch graduates’ work orientations and job satisfaction." In Competencies, Higher Education and Career in Japan and the Netherlands, 191–210. Dordrecht: Springer Netherlands, 2007. http://dx.doi.org/10.1007/978-1-4020-6044-1_9.

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

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Conference papers on the topic "Job/work satisfaction"

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Astorini Wulandari, Dyah, Hazalizah binti Hamzah, and Nurul Ain Hidayah binti Abbas. "Correlation Between Work-Family Conflict, Marital Satisfaction And Job Satisfaction." In Proceedings of the 8th UPI-UPSI International Conference 2018 (UPI-UPSI 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/upiupsi-18.2019.9.

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Nasir, Halimatussakdiah, and Irma Suryani. "Psychological Empowerment, Innovative Work Behavior and Job Satisfaction." In Proceedings of the 3rd International Conference on Accounting, Management and Economics 2018 (ICAME 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icame-18.2019.68.

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Mohyi, Achmad. "Job Satisfaction: Through Career Development and Work Environment." In Proceedings of the 2nd International Conference on Economics, Business, and Government Challenges, EBGC 2019, 3 October, UPN " Veteran" East Java, Surabaya, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.3-10-2019.2291927.

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Mohamad Muspawi, Mohamad, Mohamad Muspawi, and Ruita Mudlikawati. "The Correlation Between Work Environment and Work Motivation with Job Satisfaction." In Proceedings of the 5th International Conference on Education and Technology (ICET 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icet-19.2019.68.

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

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Tentama, Fatwa, Subardjo Subardjo, Surahma Mulasari, and Eka Meilani. "The Role of Job Satisfaction on Employee Work Productivity." In Proceedings of the First International Conference on Progressive Civil Society (ICONPROCS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iconprocs-19.2019.25.

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Yu, Mi, and Kyung-ja Kang. "Development of the Job/Work Environment Nursing Satisfaction Survey." In Healthcare and Nursing 2014. Science & Engineering Research Support soCiety, 2014. http://dx.doi.org/10.14257/astl.2014.72.28.

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Santoso, Joko Bagio, and Yusuf Sidik. "Effect of Career Development, Work Discipline and Work Environment to Job Satisfaction." In 6th Annual International Conference on Management Research (AICMaR 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200331.022.

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Kassim, Erne Suzila, Syukrina Alini Mat Ali, Sri Fatiany Abd Kader Jalaini, Noor'ain Mohamad Yunus, Noor Azzah Said, Dilla Syadia Ab Latiff, and Farhana Salleh. "Work life balance and job satisfaction: How relevant are they?" In 2013 International Conference on Technology, Informatics, Management, Engineering & Environment (TIME-E). IEEE, 2013. http://dx.doi.org/10.1109/time-e.2013.6611965.

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Zhou, Jin Quan, and Wen Jin He. "Female Employees Work Family Conflict and Job Satisfaction in Hospitality." In 2014 International Conference on Global Economy, Finance and Humanities Research (GEFHR 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/gefhr-14.2014.29.

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Reports on the topic "Job/work satisfaction"

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Kliebenstein, James B., Terrance Hurley, Peter F. Orazem, Dale Miller, and Steve May. Work Environment, Job Satisfaction, Top Employees Work Interests. Ames (Iowa): Iowa State University, January 2006. http://dx.doi.org/10.31274/ans_air-180814-867.

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Card, David, Alexandre Mas, Enrico Moretti, and Emmanuel Saez. Inequality at Work: The Effect of Peer Salaries on Job Satisfaction. Cambridge, MA: National Bureau of Economic Research, September 2010. http://dx.doi.org/10.3386/w16396.

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Lopes, Helena, Sérgio Lagoa, and Teresa Calapez. Work autonomy, work pressure and job satisfaction – A comparative analysis of 15 EU countries (1995 - 2010). DINÂMIA'CET-IUL, 2012. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2012.11.

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

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5910.

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McIntyre, Robert M. EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference? Fort Belvoir, VA: Defense Technical Information Center, September 2001. http://dx.doi.org/10.21236/ada402932.

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

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Abstract:

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

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Fernandez, Katya, and Cathleen Clerkin. Leading through COVID-19: The impact of pandemic stress and what leaders can do about it. Center for Creative Leadership, 2021. http://dx.doi.org/10.35613/ccl.2021.2044.

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The results of this study demonstrate that COVID-related stress affects multiple areas of functioning, from work variables like burnout and job satisfaction to general wellbeing. They also demonstrate that there is hope. More specifically, there is indication that engaging in resilience practices, gratitude practices, and developing one’s ability to tolerate ambiguity can all help ameliorate the deleterious effects of COVID-related stress.

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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, June 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambiguity, role conflict, social support, perceived organizational support, job satisfaction, and burnout). • Leaders’ use of emotion regulation strategies (cognitive reappraisal and cognitive defusion) mitigated the impact their cognitive distortions had on burnout, specifically. • Attempting to suppress emotional responses was relatively ineffective compared to the other two emotion regulation strategies (cognitive reappraisal and cognitive defusion). These insights suggest that certain emotion regulation strategies may be helpful in ameliorating the deleterious effects of cognitive distortions on leaders’ burnout. The current paper provides an overview of the different cognitive distortions and emotion regulation strategies explored and includes advice on what leaders can do to more effectively notice and manage cognitive distortions that emerge during distressing situations. "

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