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

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Published: 4 June 2021
Last updated: 16 February 2022

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1

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.
Doctor of Philosophy (PhD)
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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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6

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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11

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

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12

Esson, Patrice L. "Consequences of Work-Family Conflict: Testing a New Model of Work-Related, Non-Work-Related and Sress-Related Outcomes." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/9959.

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With the demographic layout of the workplace changing constantly, as more women enter the workforce, and as new organizational hiring practices lead to more diversity in the work environment, both researchers and employers have become increasingly interested in understanding the consequences of work-family conflict. Work-family conflict affects the individuals suffering from it, their families, and their employers. Thus, it is important to have a robust and comprehensive causal model that explains how these consequences arise so as to help all parties involved to prevent these consequences. The purpose of the present study was to test a comprehensive model of work-family conflict by examining the work, non-work and stress related consequences of work-family conflict using a sample of 181 Jamaican High School teachers. The results indicated that all hypothesized correlations but one were significant and in the direction predicted. However, the proposed model did not demonstrate good fit with the data. Post hoc revisions to the original model provided support for some of the initial hypotheses, thereby suggesting that work family conflict did predict job and life stress, among others. Overall, these findings indicate that work-family conflict results in work, non-work and stress related consequences that are evidenced in a complicated network of direct and indirect relationships. The results suggest that the consequences of work-family conflict may be best reduced by making attempts to prevent or eliminate a consequence that occurs early in the chain. A discussion of these and other implications are presented, and suggestions made for future research.
Master of Science
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Jönsson, Sandra. "Client work, job satisfaction and work environment aspects in human service organizations /." Lund : Stockholm : Department of Psychology, Lund University ; Arbetslivsinstitutet, 2005. http://www.arbetslivsinstitutet.se/pdf/20051202_SandraJonsson.pdf.

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Bouwkamp, Jennifer Clark. "The work values and job satisfaction of family physicians." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3330807.

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Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2008.
Title from PDF t.p. (viewed on Jul 21, 2009). Source: Dissertation Abstracts International, Volume: 69-10, Section: A, page: 3865. Adviser: Susan C. Whiston.
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15

Chow, Wai-gat. "Perceived discrepancy in leadership behaviors and job satisfaction." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2013048X.

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16

Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.

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Averbeck, Daniel H. "An inference/attribution approach to work dimensions /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553057983.

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18

Browne, LaVonne A. "On faith and work : the relationship between religiosity and work values /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3036808.

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Chow, Wai-gat, and 周巍屹. "Perceived discrepancy in leadership behaviors and job satisfaction." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31978472.

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20

Chrisman, Lisa E. "Work life benefit needs for the city of Lafayette, Colorado." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/LChrisman2006.pdf.

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21

Dudash, Louis IV. "Job satisfaction for rehabilitation counselors." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1902.

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Research reveals that rehabilitation counselors who are satisfied with their work environment tend to be more effective and have increased productivity. Rehabilitation counselors work with persons with disabilities to assist them in maximizing their ability to live independently in their communities.
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Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.

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23

Cookson, Charles. "The Role of Work-Life Balance Programs in Job Satisfaction." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1962.

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Organizations spend significant amounts of money to address low job satisfaction. As much as 16.5% of an organization's pretax income is lost due to employee withdrawal behaviors, with 27% of that amount associated with turnover. Building on the quality of working life theory, this single-site case study took place at a for-profit university located in the Midwest United States to understand the role that work-life balance programs play in employee job satisfaction. The population consisted of 6 front-line admissions managers, as that population was appropriate for understanding the work-life balance strategies college officials use to improve the job satisfaction of admissions representatives. The data collection process consisted of semistructured interviews, a review of observational field notes, and a review of employee surveys. Based on methodological triangulation of the data sources and analysis of the data, 3 emergent themes were identified. Participants indicated that both autonomy and flexibility contributed to employee job satisfaction, which the quality of working life theory and existing research on the subject supports. Participants also indicated that the manager-employee relationship was fundamental to improving job satisfaction, which was a finding outside of the scope of the conceptual framework used in the study. Social change implications include improving policy makers and business leaders' understanding of the role that work-life balance plays in job satisfaction. Employees will also find the results of this study informative when attempting to understand how work-life balance programs may contribute to the level of satisfaction they experience with their jobs.
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Parker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.

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This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.
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DABKE, SHILPA SHRIKRISHNA. "JOB SATISFACTION OF WOMEN IN CONSTRUCTION TRADES." University of Cincinnati / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1131995496.

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Vickers, Julia P. "The subjective work experiences of hospital patient attendants." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ44882.pdf.

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Kessler, Stacey R. "The effects of organizational structure on faculty job performance, job satisfaction, and counterproductive work behavior." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001945.

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Chioccarello, Elisabetta. "Nurses’ preferences for job-related outcomes." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24395.

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This study investigates the preferences of nurses for professional and nonprofessional work-related outcomes, the professional/nonprofessional distinction arising from a theoretical framework developed by Kleingartner (1973). Using Kleingartner's distinction, various motivation theory concepts, and observations of nursing's professionalizing efforts, it was predicted that nurses would attach greater importance to professional work-related outcomes than to nonprofessional work-related outcomes. A questionnaire was developed and distributed to nurses in four different Lower Mainland hospitals. The results suggest that nurses do attach greater importance to professional than to nonprofessional work-related outcomes that this does not vary with employing hospital, and that individual work-related outcomes are rated in a very consistent and similar manner by nurses in different hospitals.
Business, Sauder School of
Graduate
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Koscielniak, John. "Work Redesign and Its Influence on Employee Motivation and Job Satisfaction." TopSCHOLAR®, 1996. http://digitalcommons.wku.edu/theses/808.

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Reengineering and work redesign have become the buzzwords of the healthcare industry giving rise to the unprecedented growth of reengineering / work redesign consultants who offer cookbook methods to make the organization efficient and reduce costs. The unfortunate consequence of this rush to redesign is that the employer accepts recommendations to change the organization without knowing the state of the workforce. The purpose of this research is to test the effects of work redesign as implemented at two for-profit hospitals using a measurement tool developed specifically for work redesign. The intent is to compare the hospitals separately as each work redesign initiative is unique to each entity. Observations and analysis are made based upon each hospital's experience from both a pretest and posttest measure. It is believed that each hospital will provide unique information regarding their initiative regardless of success or failure. According to the Job Diagnostics Survey (JDS), the measurement tool used both pretest and posttest, Hospital A required a work redesign initiative. Several variables indicated that the hospital's employees were not satisfied with their job, were in need of internal motivation, and were identified as responsive to job growth. The results from Hospital B however, suggested that a work redesign initiative was not required, but rather a change in organizational culture was needed. Posttest results indicated that there was adequate veracity to the assumptions made regarding the two initiatives as Hospital A's posttests results showed overall improvement in JDS scores while Hospital B's posttest results were similar to their pretest results. Statistically, the results did not show any significance pretest to posttest. The need for valued research cannot be emphasized enough, especially in a healthcare organization. The Joint Commission on the Accreditation of Healthcare Organizations places great emphasis on a hospital's performance improvement initiative - its plan, the plan's implementation and the measurement of outcomes. Hospitals therefore, should also measure the outcomes of work redesign initiatives and these outcomes should be measured in both human terms and in economic terms.
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Lefebvre, Lauryl A. "Academic work in transition an examination of virtual faculty job satisfaction /." [Bloomington, Ind.] : Indiana University, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3386695.

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Thesis (Ph.D.)--Indiana University, Dept. of Instructional Systems Technology, and Dept. of Higher Education and Student Affairs, 2009.
Title from PDF t.p. (viewed on Jul 15, 2010). Source: Dissertation Abstracts International, Volume: 70-12, Section: A, page: 4594. Adviser: James A. Pershing.
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Shields, Joel Smith Deborah B. "Social service work and job satisfaction revisiting Herzberg, Mauser, & Snyderman /." Diss., UMK access, 2007.

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Thesis (M.A.)--Dept. of Sociology. University of Missouri--Kansas City, 2007.
"A thesis in sociology." Typescript. Advisor: Deborah B. Smith. Vita. Title from "catalog record" of the print edition Description based on contents viewed Dec. 18, 2007. Includes bibliographical references (leaves 58-62). Online version of the print edition.
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Halepota, Jamshed Adil. "Determinants of work attributes and personality aspects towards employees’ job satisfaction." Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/6326.

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Organisations are constantly dealing with challenges to stay on competitive and doing well, that induces organisations to consistently reassess their plans, formations, course of actions, procedure, and development to remain cost-effective and retain effective workforce. To keep employees highly motivated, content, and effective is however a focal and major issue in the domain of employee job satisfaction because of enormous human involvement. Consequently human resource managers are keen to find the strategies to keep their workforce fully motivated and dedicated to their jobs. In this study dissimilar from prior studies researcher has applied work attributes (Herzberg, 1968; Adams, 1963) and personality aspects (Judge etal, 2001) to examine the relationship of work attributes and personality disposition with job satisfaction. In current era of Information technology revolution organisations across the globe confronting several challenges on different counts including to keep workforce motivated and effective to gain maximum from their skills. Keeping workforce motivated to reduce tardiness, absenteeism, misuse of resources, and turnover are major issues of concern in the domain of employee job satisfaction and human resources management. Therefore, human resources management practitioners, managers, and policy makers are enthusiastically concerned to know about the factors that may help to make workforce effective, motivated and contend with work. The aim of this Doctoral thesis was to study the determinants of employee job satisfaction. The objectives were to explore the organisational work attribute factors and employee personality aspects in Public healthcare sector of Pakistan Where various reforms introduced after implementation of new health policy called Health for All(HFA) lately. This study was categorised in seven parts staring with introduction stating the setting of the study which covers background of this empirical study and supplies the transparent context information. In second phase systemic carefully carried literature review led to theoretical frame work and hypotheses development in third phase. Onwards Survey Questionnaires were administrated to General physicians working in public hospitals for data collection purpose. Descriptive statistics, multi analysis of variance, and exploratory factor analysis with the help of Statistical package for social science (SPSS) was applied to analyse the data, hypotheses testing and confirmatory factor analysis were done with the help of structural equation modelling(SEM). Outcome generated discovered that perception of procedural justice, on job training, working conditions, esprit de corps (team work) and personality aspects self esteem, and self efficacy belief, were significantly and affirmatively correlated and neuroticism personality aspect negatively correlated with employee job satisfaction. However, employee job clarity, task significance perception and personality aspect of locus of control orientation were not found to be related with job satisfaction. Implications and recommendation of research for employee job satisfaction are also discussed.
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Smith, Mianda. "Coping, social support, job satisfaction, and work/life imbalance / Mianda Smith." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1225.

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This mini dissertation focuses on the effects of coping on job satisfaction when job insecurity is being experienced by a group of managers in a South African mining company. The second part of the dissertation deals with role conflict, goal clarity, and how social support affects work/life imbalance.
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Willis, Regina Marice. "Factors that Affect Job Satisfaction and Work Outcomes of Virtual Workers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3014.

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Employing a virtual workforce has become a common practice among technically advanced and globally competitive organizations. Yet there is limited information regarding factors that affect job satisfaction and work outcomes of virtual workers. The purpose of this phenomenological study was to address the problem by exploring the lived experiences of virtual workers. Principles of Bandura's self-efficacy theory and Maslow's needs theory formed the conceptual framework. Babbie's sampling strategy and social media were used to obtain 26 participants among the target population of virtual workers. By distributing an online questionnaire, data were collected and analyzed through open coding techniques. As the data were analyzed, common themes emerged. The themes affecting job satisfaction of virtual workers included work and life balance, isolation and belonging, flexibility, resource efficiency, and trust and respect. The themes affecting work outcomes of virtual workers included training and technical support, communication, and workplace distractions. Findings indicated that job satisfaction and work outcomes might vary according to the self-efficacy level, needs, and virtual competencies of the individual virtual worker. Findings may contribute to positive social change by educating individuals on the benefits and challenges of the virtual workplace. Managers may reference the study outcomes when seeking to improve hiring processes, enhance training and technological support, and assess relevant virtual competencies. Employees may consider the study outcomes when determining whether virtual work arrangements align with their professional and personal goals.
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Bergström, Kamilla. "Job satisfaction and emotional work tasks : dentists in Sweden and Denmark." Licentiate thesis, Malmö högskola, Odontologiska fakulteten (OD), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-7754.

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Avhandlingen består av två studier som utgår från projektet ”Det goda arbetet”. Det överordnade syftet med projektet Det Goda Arbetet var att använda tandvård som ett exempel på ett arbete där relationerna med patienterna utgör arbetets kärna. Denna typ av arbete (även kallat människovårdande arbete) har speciella psykosociala arbetsmiljövillkor och känslomässiga krav som måste tas hänsyn till vid organisering av arbetet. Syftet med den första studien var att beskriva bakgrunden och utvecklingen av frågeformuläret ’Svenska och Danska tandläkares uppfattning av ’Det Goda Arbetet’ och att skapa ett mått för generell arbetstillfredsställelse, applicerat på fyra organisatoriska miljöer. Syftet med den andra studien var att introducera konceptet emotionellt arbete i tandvård genom att ge en teoretisk överblick av de emotionella aspekterna av arbetet, villkoren under vilka arbetet utförs och de potentiella effekterna på tandläkarnas välbefinnande. I kappan har kompletterande resultat från projektet Det Goda Arbetet inkluderats i syfte att ge en empirisk illustration av hur tandläkare upplever de emotionella faktorer som relaterar till patient-interaktionen och deras arbetsglädje. Data från 1226 danska och svenska verksamma tandläkare samlades in i November 2008 med en svarsprocent på 68 %. Ett additivt index skapades för att mäta generell arbetstillfredsställelse, och resultaten visade statistiska skillnader i tandläkarnas uppfattning mellan de olika organisatoriska miljöerna (Svenska offentliga/privata och Danska offentliga/privata). De danska offentliga tandläkarna hade den högsta graden av generell arbetstillfredsställelse medan de svenska offentliga hade den lägsta graden. En möjlig förklaring till detta kan vara att danska offentliga tandläkare skiljer sig från de andra tre grupperna i karakteristika vad gäller både tandläkare och patienter. Den låga graden av generell arbetstillfredsställelse hos de offentliga svenska tandläkarna kan möjligtvis vara en effekt av New Public Management-tänkande i sättet att organisera tandvård. Tilläggsresultaten visade att de svenska offentliga tandläkarna hade mycket mindre energi till sina privatliv i jämförelse med de andra tre grupperna och bara hälften av dem förväntade sig att fortsätta arbeta som nu fram till pensionen. Att arbeta med eller på människor handlar mycket om att skapa goda interaktioner och relationer mellan vårdgivaren och patienten. Goda patientrelationer kan vara ett primärt- och/eller sekundärt mål för att göra andra saker, som t.ex. den kliniska behandlingen, lättare. För många vårdgivare är relationerna med patienterna en arena där de kan leva ut sin potential som människor och kan upplevas som en bestående inre glädje av arbetet, kallat eudaimonia. I patientrelationen utför tandläkaren emotionellt arbete som ett sätt att intervenera med patienten för att vägleda denne i en bestämd riktning. Tandläkare har uttalade emotionella arbetsuppgifter i sina interaktioner med patienterna, emellertid har dessa emotionella aspekter av arbetet hitintills varit ett försummat forskningsområde inom odontologin. De emotionella arbetsuppgifterna är betingade eftersom att tandläkarens incitament inte är endimensionella och därför kräver de en hel del emotionell flexibilitet, uppmärksamhet och reflektion av tandläkaren. Påverkan från marknadskrafter och managerialism på de professionella värdena inom tandvård kan av tandläkaren uppfattas som motstridande och utmana villkoren för emotionellt arbete och tandläkarnas välbefinnande. Denna forskning syftar till att starka och uppmuntra olika nivåer av tandvård till att ytterligare undersöka, förstå och stötta dynamiken i de emotionella aspekterna av arbetet för att skapa en hållbar arbetsmiljö där värden och logik kan uppfattas som kompatibla med tandvårdens professionella värden.
The thesis consists of two papers which are based on a research project called ‘Good Work’. The overall aim of the Good Work project was to use dentistry as an example of work which has close relations with patients at its core. This kind of work (also called human service work) has special psycho-social work environment considerations and emotional requirements, which need to be considered when organizing work. The aims of the first study were to describe the background and development of the questionnaire ‘Swedish and Danish Dentists’ Perceptions of Good Work’ and to create a measure of overall job satisfaction, applying the measure in four organizational settings. The aim of the second study was to introduce the concept of emotion work in dentistry by giving a theoretical overview of the emotional aspects of work, the conditions under which it is performed and the potential effects on the dentist’s wellbeing. Additional results from the Good Work project have been included in the thesis with the purpose of giving an empirical illustration of how dentists experience the emotional factors related to patient interaction and their job satisfaction. Data from 1226 Danish and Swedish practising dentists was collected in November 2008, with a 68% response rate. An additive index was created to measure overall job satisfaction showing statistical difference in the dentists’ experience according to affiliation (Swedish public/private, Danish public/private). The Danish public dentists had the highest degree of overall job satisfaction and the Swedish public dentists had the lowest. A reason for this difference might be that Danish public dentistry differs from the other three groups in the characteristics of both dentists and patients. However, the lower job satisfaction for the Swedish public dentists could be an effect of New Public Management thinking in organizing dentistry. The additional results showed that Swedish public dentists had substantially less energy left for their private lives compared with the other three groups and only half of them expected to continue working as they do now until retirement. Working directly with or on people is very much about creating good interactions and relations between the health professional and the patient. Good patient relations can be a primary aim and/or a secondary aim, to make other things, e.g. the clinical treatment, easier. To many health professionals their relations with the patients is an arena in which to activate their human potentials and can be experienced as a lasting intrinsic joy from work, called eudaimonia. In the relation with the patient the dentist performs emotion work as an intervention toolkit to direct the patient in a specific direction. Dentists have extensive emotional work tasks in their patient interactions, however this emotional part of dentists’ work is, so far, a neglected research area of odontology. The emotion work tasks are conditioned because the dentists’ incentives are not one-dimensional and require a great deal of emotional flexibility, attentiveness and reflection by the dentist. The influence of the market and managerialism on the professional values of dentistry may challenge the conditions for these tasks in the patient interaction and the wellbeing of the dentist if they are experienced as contradictory. This research aims to encourage and empower different levels of dentistry to further investigate, understand and support the dynamics of the emotional aspects of work with the aim to constitute a sustainable work environment where values and logics can be experienced as compatible with professional values.
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36

Ogasawara, Etsuko. "Job satisfaction and work commitment among Japanese and American collegiate coaches /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487946776023419.

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37

Richert, Mallory. "Caregiver Burnout, Compassion Satisfaction, and Personality: The Moderating Role of Work Engagement and Job Satisfaction." Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy162514903678302.

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38

Selepe, Carol Matshepo. "Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo Selepe." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2394.

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39

Smit, Shantèl. "Work wellness in the chemical industry / Shantèl Smit." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2134.

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40

Gamber, Jamie Saddler Smith Roy Wade Guarino Anthony J. "The relationship of self efficacy and job culture to job satisfaction among certified athletic trainers." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/GAMBER_JAMIE_44.pdf.

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41

McCalister, Katherine Saunders. "Hardiness and support at work as predictors of work stress and job satisfaction." Thesis, 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3110718.

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42

Lu, Shu-jiuan, and 盧淑娟. "Linking Job Satisfaction to Job performance：The Mediator of Work Engagement." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/28686587176031608817.

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碩士
國立高雄大學
經濟管理研究所
97
This study adds to understanding of how job satisfaction affects job performance. Prior studies indicated the direct effect that job satisfaction has on job performance. This study suggests the mediating effect of work engagement on the relationship between job satisfaction and job performance. Results of this experimental study support a mediating effect where enhanced job satisfaction leads to increase in work engagement, and therefore enhances job performance. Implications for increasing and maintaining job performance are discussed.
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43

Lee, Wang-Hsi, and 李旺錫. "The Effects of Firefighters’ Job Characteristics, Job Stress, Work Values on Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/59732248753625063422.

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碩士
大葉大學
工業工程與管理學系碩士在職專班
103
With the rapid changes of climate in recent years, comes more and more disasters. And there are different kinds of disasters that can be seen no matter domestically or internationally, which also cause massive injuries and casualties. Rescue operations of firefighters have become much more complex and diverse, in which it explains that fire and rescue operations make some big changes as the times go by. As the increasing workload and changes of job characteristics in firefighters, all of which cause them an increasing amount of pressure, thus effecting firefighters’ work values and job satisfaction. In this case, we can conclude there are very close correlations among job characteristics, work pressure, and job values. If the authorities concerned could enhance firefighters’ job satisfaction at work, it may also help improve the efficiency of disaster prevention and rescue. This research uses questionnaire survey, in which respondents are firefighters of Yunlin Fire Bureau, to look into their job satisfaction affected respectively by job characteristics, job stress and work values. The result indicates firefighters from varying backgrounds have part of prominent diversities in the perspective on job characteristics, job stress and work values. Besides, job characteristics and work values have positive effects upon job satisfaction whereas job stress shows negative. This can be explained as follows: First of all, there are subsidiary factors, such as “the importance of work”, “the feedback from work”, and “the appropriateness of workload”, that have prominent impact on job characteristics, in which the factor“ feedback from work” affects most. Secondly, among subsidiary factors of job stress there’s “workload” that has positive correlation. That is to say, the heavier the workload is, the lower the job satisfaction would be. Thirdly, among subsidiary factors of work values there are “internal work values” and “external work values” that have positive effect, in which the “internal work values” affects most.
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44

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

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Work values represent a degree of importance, worth and desirability of the events that occur at work (Knoop, 1993), while job satisfaction represents the gratification of an individual’s needs and wants pertaining to the job. Work values and needs are important concepts that aids in the examination of an individual’s potential for job satisfaction (Drummond & Stoddard, 1991). The purpose of this research was to determine if there is a significant relationship between work values and job satisfaction. A quantitative study was used with a sample of 120 participants. The study consisted of three instruments, the job satisfaction questionnaire (OSI), the VSM 94 (The Values Survey Module), and the biographical information questionnaire. This study revealed that there is a significant relationship between the overall job satisfaction and the overall work values within the sample. Furthermore, there is a significant relationship between the work values dimension of uncertainty/avoidance and job satisfaction. There was no difference in work values and job satisfaction between genders. However, there were differences in work values between the various racial groups. Furthermore, there were differences in the work values dimension of masculinity between different age groups. Implications of these findings and differences in the relationship between constructs are discussed.
Thesis (M.Soc.Sc.)-Unversity of KwaZulu-Natal, Durban, 2013.
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45

Lin, Hsiao-Ju, and 林筱茹. "The Impact of Job Involvement and Work-Family Conflict on Job Satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/88983435761875320080.

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碩士
大葉大學
管理學院碩士在職專班
100
The purpose of this study is to explore the impact of Work-Family conflict on job involvement and job satisfaction. A survey was conducted using a sample from elemen-tary school teachers in Taoyuan County. 400 questionnaires were handed out and 396 were returned of which 10 invalid responses were taken out to give a total of 386 valid questionnaires. The effective recycle rate of the questionnaire was 96.5%. Piersen and Regression analysis were used to study the correlation between the varying factors. The conclusions from the study are as follows: (1) job involvement has a positive effect on job satisfaction, which means higher level of job involvement will result in a higher level of job satisfaction. (2)Work-Family conflict will have a moderate effect on job in-volvement and an extrinsic satisfaction. Finally, suggestions on educational administra-tion agencies, schools and future related study are proposed based on the results of this research.
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KAO, CHIA-LIN, and 高佳琳. "Relationship between Job Burnout and Job Satisfaction: Moderating Effect of Work Passion." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/64769424416301954351.

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碩士
國立臺中教育大學
永續觀光暨遊憩管理碩士學位學程
104
The purpose of this study is to explore and examine the relationship between job burnout and job satisfaction of the tour leader and the moderating effect of work passion on the aforementioned relationship. Tour leader were invited to participate in this study. A total of 350 questionnaires were delivered and a total of 294 usable questionnaires were finally achieved with effective rate of 94%. The results of this study indicate that (1)work passion is negatively related to the job burnout ; (2) harmonious passion has a positive and significant effect on the job satisfaction ; obsessive passion has a negatively and significant effect on the job satisfaction ; (3) job burnout has a negatively and significant effect on the job satisfaction ; (4)the moderating effect of work passion on the relationship between job burnout and job satisfaction is insignificant. Managerial implications and future research directions are also provided in the study.
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Liou, Man-Sin, and 劉曼欣. "The Relationship among Overtime Work, Job Satisfaction and Job Burnout：The Moderating Effect of Work Motivation and Voluntary Overtime Work." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/64258145370274134470.

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碩士
世新大學
社會心理學研究所(含碩專班)
97
The overtime working phenomenon is more and more common in Taiwan, the working hours are more than other countries. In this research, the overtime working phenomenon is separated into the worker’s perceived overtime and the overtime hours every week. And then, we discuss the correlations between overtime work, job satisfaction and job burnout. In addition, intrinsic motivations like the enjoyment and challenge, and extrinsic motivations like the vocation and overtime pay, may moderate the overtime work and the employee feeling. Besides, the voluntary overtime work may also moderate the overtime work and the employee feeling. As the result, this research uses work motivations and voluntary overtime work as the moderators, and discusses the relationship between them. We received 835 valid questionnaires. According to the research goal and the hypotheses, we used SPSS 17.0 to analyze these datas and present the description statistics, reliability, compare means, the correlation analysis,and the multiple regression analysis. The results demonstrated that the correlations between overtime work and intrinsic job satisfaction are not significant, but the correlations between overtime work and extrinsic job satisfaction, job burnout are significant. The intrinsic motivation, the extrinsic motivation, and the voluntary overtime work moderate the worker’s perceived overtime, the extrinsic job satisfaction and the job burnout. But it doesn’t moderate the worker’s perceived overtime and the intrinsic job satisfaction. It doesn’t moderate the overtime hours every week and other variables, either. In other words, under low work motivation, overtime work goes with low extrinsic job satisfaction and high job burnout; and under high work motivation, overtime work causes less relationship between extrinsic job satisfaction and job burnout. Besides, under low voluntary overtime work, overtime work goes with low extrinsic job satisfaction and high job burnout; and under high voluntary overtime work, overtime work causes less relationship between extrinsic job satisfaction and job burnout.
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Sun, Pei-Chien, and 孫沛婕. "Preschool Teachers’ Work-Life Balance: The Relationships among Work-Family Conflict, Job Satisfaction, and Family Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/98c7m9.

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博士
國立彰化師範大學
教育研究所
106
Around the world people strive to balance between work and family roles and find fulfillment in both. Teaching can place particular demands on these roles. Several attempts have been made to understand how teachers experience work-family conflict. However, there is a notable absence of research that examines preschool teachers’ work-life balance (WLB), work-family conflicts (WFC), job satisfaction (JS), and family satisfaction (FS). The current study investigates the relationship among WFC, JS, WLB, and FS for 963 preschool teachers in Taiwan. Structural equation modeling was used to examine effects in the study. The study results found that preschool teachers’ WFC negatively associated with JS. Preschool teachers’ JS positively predicted WLB. Preschool teachers’ WFC negatively predicted WLB. Preschool teachers’ JS had partial mediating effect on the relationship between WFC and WLB. Preschool teachers’ WLB positively predicted FS. Preschool teachers’ WFC negatively predicted FS. Preschool teachers’ WLB had full mediating effect on the relationship between WFC and FS. Suggestions for further research and implications for practice were also presented.
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49

Jacobs, Carla Colleen. "The impact of Work School Conflict and Work School Enrichment on job satisfaction and academic satisfaction." Master's thesis, 2018. http://hdl.handle.net/11427/29919.

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More students are combining their higher education with paid work necessitated by the increasing cost of living and the costs of tertiary education. Simultaneously, higher education in South Africa (SA) is plagued with low success rates (Department of Higher Education and Training, 2017). The increase in combining work and study could be a compounding factor toward these low success rates. The constructs Work School Conflict (WSC) and Work School Enrichment (WSE), have been used to explore the impact of working while studying. The current study builds on this research in the SA context. Working students responded to self-report survey (N = 379). Regression analysis revealed WSC to have a negative relationship with both job satisfaction and academic satisfaction and WSE to have a positive relationship with job satisfaction and academic satisfaction. Social support from supervisors was found to buffer the negative relationship WSC has with academic satisfaction. However, no evidence was found for the other moderation hypotheses. The findings from this study support previous research regarding the positive and negative impacts holding a work and school role simultaneously can have in the school and work domains. Further theoretical and practical implications of these findings are discussed.
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Cecchini, Deborah Ann. "Work excitement, work interests, and perceptions of exhausting work among nurses of different experience levels a research report submitted in partial fulfillment ... Master of Science (Medical-Surgical Nursing) /." 1990. http://catalog.hathitrust.org/api/volumes/oclc/68795157.html.

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