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Relevant bibliographies by topics / Measurement of job satisfaction

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Academic literature on the topic 'Measurement of job satisfaction'

Author: Grafiati

Published: 4 June 2021

Last updated: 13 February 2022

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Journal articles on the topic "Measurement of job satisfaction"

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Karatepe, Osman M., Turgay Avci, Tuna Karatepe, and Sezen Canozer. "The Measurement of Job Satisfaction." International Journal of Hospitality & Tourism Administration 4, no. 1 (January 2003): 69–85. http://dx.doi.org/10.1300/j149v04n01_04.

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Aouadni, Ismahene, Abdelwaheb Rebaï, Nikolaos Christodoulakis, and Yannis Siskos. "Job satisfaction measurement: the multi-criteria satisfaction analysis." International Journal of Applied Decision Sciences 7, no. 2 (2014): 190. http://dx.doi.org/10.1504/ijads.2014.060330.

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Abiyev, Rahib H., Tulen Saner, Serife Eyupoglu, and Gunay Sadikoglu. "Measurement of Job Satisfaction Using Fuzzy Sets." Procedia Computer Science 102 (2016): 294–301. http://dx.doi.org/10.1016/j.procs.2016.09.404.

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Williams, Eric S., Thomas R. Konrad, Mark Linzer, Julia McMurray, Donald E. Pathman, Martha Gerrity, Mark D. Schwartz, et al. "Refining the Measurement of Physician Job Satisfaction." Medical Care 37, no. 11 (November 1999): 1140–54. http://dx.doi.org/10.1097/00005650-199911000-00006.

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Gillespie, Michael A., William K. Balzer, Michelle H. Brodke, Maya Garza, Erin N. Gerbec, Jennifer Z. Gillespie, Purnima Gopalkrishnan, et al. "Normative measurement of job satisfaction in the US." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 516–36. http://dx.doi.org/10.1108/jmp-07-2014-0223.

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Purpose – The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction. Design/methodology/approach – A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance. Findings – The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided. Research limitations/implications – An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations. Practical implications – The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels. Social implications – By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work. Originality/value – The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.

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Pepe, Alessandro, Loredana Addimando, and Guido Veronese. "Measuring teacher job satisfaction: Assessing invariance in the Teacher Job Satisfaction Scale (TJSS) across six countries." Europe’s Journal of Psychology 13, no. 3 (August 31, 2017): 396–416. http://dx.doi.org/10.5964/ejop.v13i3.1389.

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Work and organizational psychology has long been concerned with measuring job satisfaction in organizational contexts, and this has carried across to the field of education, leading to a research focus on the work-related satisfaction of teachers. Today, a myriad of organizations continue to assess employees’ job satisfaction on a routine basis (Liu, Borg, & Spector, 2004). Unfortunately, a sort of balkanization of the field has resulted in the production of dozens of specific measurement tools, making it difficult to cross-compare samples and contexts. The present paper tested the measurement invariance of the Teacher Job Satisfaction Scale (TJSS) in six international cohorts (Netherlands, United States, Russia China, Italy and Palestine) of in-service teachers (N = 2,819). Confirmatory factor analysis and multi-group invariance tests were applied. The TJSS-9 displayed robust psychometric proprieties and no substantial departures from measurement invariance (configural and metric). Future research is required to further test equivalence across additional countries, with view to developing a truly international tool for measuring job satisfaction in teaching.

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Tourangeau, Ann E., Linda McGillis Hall, Diane M. Doran, and Teresa Petch. "Measurement of Nurse Job Satisfaction Using the McCloskey/Mueller Satisfaction Scale." Nursing Research 55, no. 2 (March 2006): 128–36. http://dx.doi.org/10.1097/00006199-200603000-00008.

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Kwon, NaYoung, MinSoo Kim, and InSoo Oh. "The effect of Job Autonomy on Job Satisfaction." Korean Journal of Industrial and Organizational Psychology 29, no. 4 (November 30, 2016): 573–90. http://dx.doi.org/10.24230/kjiop.v29i4.573-590.

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Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

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Hartman, Sandra, David W. Grigsby, Michael D. Crino, and Jagdeep S. Chhokar. "The Measurement of Job Satisfaction by Action Tendencies." Educational and Psychological Measurement 46, no. 2 (June 1986): 317–29. http://dx.doi.org/10.1177/001316448604600204.

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Rutherford, Brian N., James S. Boles, and Scott C. Ambrose. "Reconceptualizing the measurement of multidimensional salesperson job satisfaction." Journal of Personal Selling & Sales Management 39, no. 3 (May 10, 2019): 287–98. http://dx.doi.org/10.1080/08853134.2019.1601018.

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Dissertations / Theses on the topic "Measurement of job satisfaction"

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Yeoh, Terence Eng Siong Beyerlein Michael Martin. "The facet satisfaction scale enhancing the measurement of job satisfaction /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3899.

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Yeoh, Terence Eng Siong. "The Facet Satisfaction Scale: Enhancing the measurement of job satisfaction." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3899/.

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Job satisfaction is an important job-related attitude that has been linked to various outcomes for both the organization and its employees. In spite of this, researchers of the construct disagree about how job satisfaction is defined and measured. This study proposes the use of the Facet Satisfaction Scale, a new scale of measurement for job satisfaction that is based on more recent definitions of the construct. Reliability and preliminary predictive validity studies were conducted in order to determine the utility of this scale. Next steps in scale development are discussed.

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Moore, Scott C. "Civility and Job Satisfation: Measurement and Longitudinal Relationships." University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1258741120.

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Hosie, Peter. "A study of the relationships between managers' job-related affective well-being, intrinsic job satisfaction and performance." University of Western Australia. Graduate School of Management, 2003. http://theses.library.uwa.edu.au/adt-WU2005.0001.

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[Truncated abstract. Please see the pdf version of the abstract for the complete text.] This study examines the 'happy-productive worker' thesis, by investigating the impact of job-related affective well-being and intrinsic job satisfaction on managers' performance. The fundamental goal of the research was to establish which indicators of managers' affective well-being and intrinsic job satisfaction predict dimensions of their contextual and task performance. A critique was undertaken of the substantial literature on affective well-being, intrinsic job satisfaction and managers' performance. Key theoretical developments were integrated to provide linkages between the conceptual bases of these constructs. Warr's Vitamin Model was identified as the most comprehensive synthesis of research and theories into affective well-being. Evidence has emerged to suggest that managers' job performance comprises both contextual and task performance domains. Decades of research have been unable to establish a strong link between job satisfaction and performance. Affect has rarely been used as a predictor of managers' job performance outcomes. Despite mixed empirical evidence, there is support in the literature to suggest that a relationship exists between affective well-being, intrinsic job satisfaction and managers' performance. A series of ancillary research questions, underscoring the main goal of the study, were developed from the gaps identified in the literature to establish if there was an association between managers' affective well-being, intrinsic job satisfaction and their contextual and task performance. To what extent does affective well-being and intrinsic job satisfaction determine different dimensions of managers' contextual and task performance? Does the construct of managers' performance consist of the two dimensions, contextual and task performance? Does positive affective well-being result in enhanced managers' performance, and is poor affective well-being detrimental to managers' performance? These research questions were formed into hypotheses for testing. Questionnaire items were derived from the literature to establish the affective well-being and intrinsic job satisfaction scales. Managers' contextual and task performance scales were developed through an analysis of the literature. Questionnaire items were further refined using feedback from expert reviewers and a pilot survey. A cross-sectional survey was administered to managers (n=1,552) from a range of occupational groupings in 19 Western Australian private, public, and third sector organisations. A total of 400 useable questionnaires was returned, representing a response rate of 26%. Self-report data were used to measure affective well-being and intrinsic job satisfaction, while superiors' ratings provided an evaluation of managers' contextual and task performance. An empirical methodology was used to test the hypotheses to enable the research questions to be answered and to suggest a Partial Model of Managers' Affective Well-being, Intrinsic Job Satisfaction and Performance. Answering the research questions required the development of an instrument to measure the structure of managers' contextual and task performance. An 8- dimensional measurement model of managers' performance, derived from the survey data, was tested by exploratory and confirmatory factor analysis to differentiate the structure of managers' contextual and task performance. The performance construct was operationalised in terms of four contextual dimensions (Endorsing, Helping, Persisting, Following) and four task dimensions (Monitoring, Technical, Influencing, Delegating). These dimensions were confirmed through multi-sample analysis and cross-validation techniques of managers' and superiors' ratings (n = 200 and n = 125). Canonical correlation and standard multiple regression were used to analyse the linear combination of managers' affective well-being and intrinsic job satisfaction with contextual and task performance. Indicators of affective wellbeing and intrinsic job satisfaction were found to predict dimensions of managers' performance, irrespective of whether the performance scores were from self-report or superiors' ratings. A large amount of the variance of managers' performance was explained by affective well-being and intrinsic job satisfaction. Affective well-being selfreport (Positive Affect, Intrinsic Job Satisfaction) was found to be positively associated with a dimension of superiors' reports on task performance (Influencing). Positive associations for dimensions of affective well-being selfreport (Positive Affect, Anxiety and Relaxation) were also found to be negatively associated with dimensions of superiors' reports on managers' task performance (Monitoring) and contextual performance (Following) that was also negatively associated with the task performance dimension (Technical). As predicted, positive affective well-being was related to enhanced managerial performance, whereas diminished affective well-being indicated poorer performance.

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McGlone, Gregory Scott. "A study of the measurement of the construct validity of organizational and dyadic communication climate using instruments which measure communication climate, organizational climate, and job satisfaction /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu14873276956244.

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Ko, Yu-chun, and 柯愈群. "An investigation on the psychological consequences of being a firefighter with measurement on personality, performance and jobsatisfaction." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B30426248.

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Hardy, Ben. "Morale : definitions, dimensions and measurement." Thesis, University of Cambridge, 2010. https://www.repository.cam.ac.uk/handle/1810/229514.

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Morale is a commonly used term both in business and society but the concept of morale is relatively poorly defined and understood. In a recent paper Liefooghe et al. (2004) expressed surprise that "when reviewing the literature, no strong theory to explain morale as such is in evidence, nor are there many empirical studies that offer solid ground to advise organisations"(p 1). This thesis aims to provide these theories and this empirical evidence in order to produce a better understanding of morale. This research identifies a number of deficiencies in the current understanding of morale. These range from elision with other concepts to disagreement about whether it is an individual or group phenomenon. In this study, four principal domains are examined: (i) what morale is; (ii) how it differs from other concepts; (iii) the antecedents of morale and (iv) its consequences. A mixed methods approach was adopted combining idiographic and nomothetic research. The idiographic phase of the research adopted a Straussian (1998) grounded theory approach, involving data collection from seven different organisations. The data was accrued from a combination of site visits, informal contacts, external research, and 203 semi-structured interviews which were supplemented with psychometric instruments. The data were then coded and analysed. Morale could be readily differentiated from other concepts and emerged as a phenomenon with three dimensions: affective, future/goal and interpersonal. It was also viewed as a single phenomenon which was generalisable across situations and rooted in the individual although perceived members of the group exerted considerable influence. The antecedents of morale impacted on the three dimensions outlined above. Its consequences were the zeal with which tasks are undertaken, creativity and engagement. The nomothetic element of the research developed a number of measurement scales, grounded in the qualitative phase. These allowed morale to be differentiated from other phenomena and offered insights into individual and group perceptions of morale and the influence of personality variables. Further quantitative research confirmed the three dimensional structure of the concept. The results of these two phases were then integrated to provide a picture of the phenomenon of morale, differentiate it from other concepts and elucidate its antecedents and consequences. An appraisal of the limitations of the research is also made. Finally the implications of this research for both academic researchers and practitioners are discussed along with suggestions for future research.

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Majeed, Theresa. "Unpacking the effects of trade union membership on job (dis)satisfaction." Thesis, University of St Andrews, 2017. http://hdl.handle.net/10023/12040.

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This dissertation sets out to explore the roots of trade union members' job dissatisfaction, as a large body of prior quantitative research, spanning more than four decades, indicates that trade union members express higher levels of job dissatisfaction than non-union members. Industrial relations scholars have not been able to agree on an explanation as to why trade union members express comparatively more job dissatisfaction. The ambiguity in establishing a causal relationship between trade union membership and job dissatisfaction is due to the fact that previous works have largely been biased towards the use of quantitative methods. The present study, therefore, uses a unique qualitative approach consisting of grounded theoretical techniques and interviews with 43 trade union members to gather new insights on the topic. Interviews were conducted at two case study organisations, one a manufacturer and the other a public services organisation, in Scotland. Three alternative explanations that have sought to explain trade union members' job dissatisfaction were unpacked. These explanations link trade union members' job dissatisfaction to (i) unmet expectations from trade union membership, (ii) awareness of inequalities and (ii) industrial relations climates. The aim of this dissertation was to develop insights to enable a better understanding of why trade union members appear to express dissatisfaction with their jobs. The grounded theoretical approach has enabled at least three contributions to the industrial relations literatures and, to a lesser extent, to the human resources and job satisfaction literatures. These contributions are: (i) a deep, qualitative approach towards understanding the phenomenon; (ii) a critical evaluation of three alternative explanations of the phenomenon; and (iii) insights towards an initial model explaining the roots of trade union members' job dissatisfaction.

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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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Hambuda, Fillemon Nangolo. "Job satisfaction and job performance during the implementation of a performance management system : the case of a Namibian municipality." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2661.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2017.
The primary objective of the current study was to conduct a survey on the job satisfaction of line managers in the City of Windhoek (CoW) Municipality. The identifying of such variables could empower the CoW Municipality to develop programmes and policies that are designed to improve their job satisfaction levels. The literature review confirmed the impact of motivation on the job satisfaction of employees, and, in turn, its impact on employee productivity, and, ultimately, on organisational performance. The level of job satisfaction experienced by an individual describes how content he or she is with his or her job. The purpose of this study was to measure the job satisfaction facets (supervision, relationship with co-workers, present pay notch, nature of work, and opportunities for promotion) among line managers in the CoW, and how such facets affected their overall job satisfaction. The non-probability sampling technique was adopted to collect data from 102 respondents from nine different departments by means of a structured questionnaire, resulting in a response rate of (N = 76), 75%. The study was, however, limited to the line managers in the CoW Municipality. Following on which the Cronbach’s alpha coefficient was used to determine the internal consistency or average correlation of items in the survey instrument. The Spearman’s rank correlation coefficient (Spearman’s rho) analysis was used to analyse the data with the aid of the Statistical Package for the Social Sciences (SPSS), version 16. In addition, the independent-samples t-test and the analysis of variance (ANOVA) were employed to empirically test the relationships between the employees’ job satisfaction and their gender and age. The findings showed a significant linear relationship between the existing levels of job satisfaction and job performance. Furthermore, the findings suggested that the employees were significantly satisfied with certain aspects of their jobs (the nature of the work, and their salary, supervision and co-workers), but not with the one aspect of their job (opportunity for promotion). They were, however, significantly satisfied with their jobs in general, with there being no significant difference between the male and female employees’ levels of job satisfaction. The analysis showed that promotion has a modest and positive effect on job satisfaction. The study concluded that the line managers were, in general, satisfied with their jobs. Thus, the results cannot be generalised to other departments and Local Authorities. The study needs to be replicated in other departments and Local Authorities, using the same method.

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Books on the topic "Measurement of job satisfaction"

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Stamps, Paula L. Nurses and work satisfaction: An index for measurement. 2nd ed. Chicago, Ill: Health Administration Press, 1997.

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B, Piedmonte Eugene, ed. Nurses and work satisfaction: An index for measurement. Ann Arbor, Mich: Health Administration Press Perspectives, 1986.

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Service, Great Britain Work Research Unit Information. Job satisfaction. London: Work Research Unit, 1991.

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Great Britain. Work Research Unit. Job satisfaction. London: Work Research Unit, 1985.

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Mundell, Jacqueline. Job satisfaction: A bibliography. Monticello, Ill: Vance Bibliographies, 1985.

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Handbook of customer satisfaction measurement. Aldershot, Hampshire, England: Gower, 1996.

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

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Job satisfaction in social services. New York: Garland Publishing, 1996.

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Liu, Connie Yin. Job performance, job satisfaction, and turnover intentions among salespeople. Leicester: De Montfort University, 1994.

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Moutinho, Luiz. Customer satisfaction measurement: The example of prolonged satisfaction with ATMs. Cardiff: Cardiff Business School, Financial and Banking Economics Department, 1992.

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Book chapters on the topic "Measurement of job satisfaction"

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

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Costen, Wanda M. "Job Satisfaction." In The Encyclopedia of Human Resource Management, 292–95. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch54.

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Judge, Timothy A., Shuxia (Carrie) Zhang, and David R. Glerum. "Job Satisfaction." In Essentials of Job Attitudes and Other Workplace Psychological Constructs, 207–41. New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429325755-11.

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Jacobs, Karen, Miranda Hellman, Jacqueline Markowitz, Ellen Wuest, Töres Theorell, Karen Jacobs, Miranda Hellman, et al. "Job Satisfaction/Dissatisfaction." In Encyclopedia of Behavioral Medicine, 1134–35. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1005-9_901.

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Jacobs, Karen, Miranda Hellman, Jacqueline Markowitz, and Ellen Wuest. "Job Satisfaction/Dissatisfaction." In Encyclopedia of Behavioral Medicine, 1262–63. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-39903-0_901.

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Eggerth, Donald E. "Job satisfaction, job performance, and success." In APA handbook of career intervention, Volume 2: Applications., 453–63. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14439-033.

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Dalal, Reeshad S., and Marcus Credé. "Job satisfaction and other job attitudes." In APA handbook of testing and assessment in psychology, Vol. 1: Test theory and testing and assessment in industrial and organizational psychology., 675–91. Washington: American Psychological Association, 2013. http://dx.doi.org/10.1037/14047-037.

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George, Elizabeth, and Zakkariya K.A. "Job Satisfaction and Job-Related Stress." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 87–126. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_4.

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Furnham, Adrian. "Gender and job satisfaction." In The Talented Manager, 108–10. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230369764_26.

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Roy, Donald. "Time and Job Satisfaction." In The Sociology of Time, 155–67. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-20869-2_10.

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Conference papers on the topic "Measurement of job satisfaction"

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Mehmeti, Albulena. "IMPACT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0036.

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The majority of organizations are competing to survive in volatile and fierce market environment, especially these days when the Covid 19 has collapsed most businesses. The essential tools for organizational success in the long run are motivation and job satisfaction on employee performance. There is a strong positive relationship between motivation, job satisfaction and organizational effectiveness. One of the main aspects of management is the measurement of employee satisfaction. The role of the manager is to continuously work towards aligning the aspirations of the employee with the goals of the organizations. The aim of this paper is to analyze the drivers of motivation and job satisfaction towards higher level of employee performance. The objective of the present paper is to focus on the relationship between motivation and job satisfaction and its overall impact on employee’s performance. The theoretical framework of this research includes the concepts of motivation, job satisfaction, and employee’s performance. The empirical component of this research and questionnaire were modeled accordingly. Furthermore, the questionnaire included parts where the questions regarding employee expectations, work environment and job organization were asked, while the analysis of the results of the survey was carried out with the SPSS statistical package. The study examines the value and impact of motivation and job satisfaction on employee performance. A sample of 460 employees from public and private sector was surveyed and empirical analysis showed that motivation and job satisfaction directly impact employee performance.

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Lie, Darwin, Sherly, Efendi, Edy Dharma, and Acai Sudirman. "Measurement of Teacher Performance in Pematangsiantar City Middle School Through Teacher Certification, Motivation, and Job Satisfaction." In 2nd Annual Conference on blended learning, educational technology and Innovation (ACBLETI 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210615.077.

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Imran, Budiman, Siti Mariam, Fika Aryani, and Abdul Haeba Ramli. "Job Stress, Job Satisfaction and Turnover Intention." In International Conference on Management, Accounting, and Economy (ICMAE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200915.065.

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Sugiarti, Rubi’ah, and Rasto Rasto. "Job Involvement as Determinant of Teacher Job Satisfaction." In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.46.

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Winiar, Wenny, Rokiah Kusumapradja, Mohamad Reza Hilmy, and Suryanti T. Arief. "How Job Stress Can Improve Job Satisfaction Nurse." In International Conference Recent Innovation. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009952928022807.

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Augusto, Cristina. "Evaluation Of Nurses´ Job Satisfaction." In EDUHEM 2018 - VIII International conference on intercultural education and International conference on transcultural health: The Value Of Education And Health For A Global,Transcultural World. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.02.71.

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Minten, Alex. "Transformational Leadership and Job Satisfaction." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.39.

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There has always been discussion about how transformational leadership influences empoyees` job satisfaction and by doing so positively influences their performance. It is the main goal of this paper to analyze the influence of transformational leadership on job satisfaction. The data used for the analysis was collected via standardized internet survey in German. In the survey two standardized questionnaires were used: The SAZ (Scale for measuring job satisfaction) and the LSA (Leadership Style Assistant). The results demonstrate a statistically significant correlation between transformational leadership and job satisfaction with a beta of 0.417 (p<.01). Next to the main finding, it can be shown, that the influence of transformational leadership on job satisfaction is stronger for male employees with higher education. It can be shown, that transformational leadership is a way to improve empoyees` job satisfaction although individual employees react different depending on gender and education. That can be explained by different expectations on leadership as well as the influence of leadership on work organization, flexibility and inspiration.

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Salam, Abdul. "Job Stress and Job Satisfaction Among Health Care Professionals." In Qatar Foundation Annual Research Conference Proceedings. Hamad bin Khalifa University Press (HBKU Press), 2016. http://dx.doi.org/10.5339/qfarc.2016.hbop2571.

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Kurniawati, Rizka. "Job Stress, Self-Efficacy, and Job Satisfaction in Police." In Proceedings of the 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200120.055.

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Esteves Grangeia, RA, RM Baptista, MR Silva, SP Pinho Martins, and CS Ferreira Batista. "1ISG-028 An assessment of hospital pharmacists’ job satisfaction: application of the job satisfaction survey." In 24th EAHP Congress, 27th–29th March 2019, Barcelona, Spain. British Medical Journal Publishing Group, 2019. http://dx.doi.org/10.1136/ejhpharm-2019-eahpconf.28.

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Reports on the topic "Measurement of job satisfaction"

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Hamermesh, Daniel. The Changing Distribution of Job Satisfaction. Cambridge, MA: National Bureau of Economic Research, September 1999. http://dx.doi.org/10.3386/w7332.

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

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Rineer, Jennifer. Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.613.

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Halvorsen, Bjørn, and Jenny Tägtström. A matter of health and job satisfaction. Nordic Council of Ministers, June 2013. http://dx.doi.org/10.6027/tn2013-543.

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Cheng, Cheng-Chung, and Stephen F. Smith. Applying Constraint Satisfaction Techniques to Job Shop Scheduling. Fort Belvoir, VA: Defense Technical Information Center, January 1995. http://dx.doi.org/10.21236/ada293583.

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

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Blanchflower, David, and Alex Bryson. Now Unions Increase Job Satisfaction and Well-being. Cambridge, MA: National Bureau of Economic Research, August 2020. http://dx.doi.org/10.3386/w27720.

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Goranflo III, Richard. Faculty Job Satisfaction and Morale in Biomedical Research. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5657.

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Artz, Benjamin, David Blanchflower, and Alex Bryson. Unions Increase Job Satisfaction in the United States. Cambridge, MA: National Bureau of Economic Research, April 2021. http://dx.doi.org/10.3386/w28717.

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