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Articoli di riviste sul tema "Demands’ satisfaction"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 3 febbraio 2022

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1

Albrecht, Simon L. "Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction." Journal of Personnel Psychology 14, no. 2 (2015): 70–79. http://dx.doi.org/10.1027/1866-5888/a000122.

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The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a high

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Hasanah, Anisah Uswatun. "PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)." JURNAL STUDI MANAJEMEN ORGANISASI 13, no. 2 (2016): 110. http://dx.doi.org/10.14710/jsmo.v13i2.13401.

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The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The

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Li, Jinqiu, Qingqin Wang, Yitong Xuan, and Hao Zhou. "User demands analysis of Eco-city based on the Kano model—An application to China case study." PLOS ONE 16, no. 3 (2021): e0248187. http://dx.doi.org/10.1371/journal.pone.0248187.

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Eco-cities have witnessed rapid growth in these years worldwide. As the Eco-cities entering operation stage gradually, more and more researchers have found that users (who are living or working in the Eco-cities) satisfaction is one of the most important factors to determine the success or failure of Eco-cities. Therefore, it is very important to investigate the user demands to attract more citizens willing to live or work in the Eco-cities, which will make the development of Eco-cities more sustainable and solid. The recent researches on user demands investigation and analysis in the Eco-citi

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Dr. Lucy Njiru, Mureithi Reginah Wanjira;. "Influence of Psychological Demands on Job Satisfaction among the Employees of the National Hospital Insurance Fund in Kenya." Editon Consortium Journal of Psychology, Guidance, and Counseling 2, no. 1 (2020): 149–58. http://dx.doi.org/10.51317/ecjpgc.v2i1.141.

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The purpose of this study was to assess the influence of psychosocial demands factors on job satisfaction among employees at the National Hospital Insurance Fund (NHIF) in Kenya. Psychological demands refer to job aspects that are physical, social, or organizational that required for physical and psychological effort to be sustained. A descriptive research design was adopted and all the 1918 employees at NHIF were targeted for this study. A stratified random sampling technique was used to obtain 330 respondents from the study population. To collect primary data on psychological demand, the stu

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Lavers, Jennifer L. "Career satisfaction falls prey to bottomless demands." Nature Human Behaviour 3, no. 10 (2019): 1020. http://dx.doi.org/10.1038/s41562-019-0695-2.

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Bailey, Roger C., and Christy Miller. "LIFE SATISFACTION AND LIFE DEMANDS IN COLLEGE STUDENTS." Social Behavior and Personality: an international journal 26, no. 1 (1998): 51–56. http://dx.doi.org/10.2224/sbp.1998.26.1.51.

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Researchers have proposed that life satisfaction may be increased by reduced life involvement (i.e., the scarcity hypothesis) or increased by greater life involvement (i.e., the expansion hypothesis). This study attempted to determine if female and male college students are more satisfied with their lives if they have more or less active life styles. One hundred and fifty-seven females and eighty-six males were assigned to either a High, Moderate, or Low Life satisfaction group and additional instruments were administered to assess the manner of decision making, the extent of role demands and

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Kinman, G., and L. Grant. "Emotional demands, compassion and mental health in social workers." Occupational Medicine 70, no. 2 (2020): 89–94. http://dx.doi.org/10.1093/occmed/kqz144.

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Abstract Background Compassion, described as the act of providing care based on empathy, dignity and respect, is intrinsic to effective health and social care. Although delivering compassionate care has wide-ranging benefits for service users, more insight is needed into its effects on health and social care professionals. The emotional demands of ‘helping’ work can engender compassion fatigue that may impair well-being, whereas compassion satisfaction and feelings of compassion towards the self could be protective. Aims To examine the effects (direct and indirect) of compassion satisfaction,

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8

Cunningham, Brian P., David C. Swanson, Hrayr Basmajian, Ryan McLemore, and Gilbert Ortega. "Professional Demands and Job Satisfaction in Orthopaedic Trauma." Journal of Orthopaedic Trauma 29, no. 12 (2015): e499-e503. http://dx.doi.org/10.1097/bot.0000000000000364.

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Akkerman, Alma, Sabina Kef, and Herman P. Meininger. "Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality." American Journal on Intellectual and Developmental Disabilities 123, no. 1 (2018): 17–32. http://dx.doi.org/10.1352/1944-7558-123.1.17.

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Abstract To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job

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Proost, Karin, Peter Verboon, and Joris van Ruysseveldt. "Organizational justice as buffer against stressful job demands." Journal of Managerial Psychology 30, no. 4 (2015): 487–99. http://dx.doi.org/10.1108/jmp-02-2013-0040.

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Purpose – The purpose of this paper is to examine the role of organizational justice in the context of Karasek’s job demand-control model. It is suggested that employees benefit from organizational justice in order to cope with high job demands. Furthermore, it is argued that justice perceptions are a precondition for the buffering role of job control with respect to job demands. Design/methodology/approach – A cross-sectional study on employees (n=197) in nursing houses was used. The hypotheses were tested by hierarchal regression analysis. Findings – Results showed that organizational justic

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Rodríguez, Denise, Hendrik Van Landeghem, Virginia Lasio, and Dirk Buyens. "Determinants of job satisfaction in a lean environment." International Journal of Lean Six Sigma 8, no. 2 (2017): 134–52. http://dx.doi.org/10.1108/ijlss-01-2016-0002.

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Purpose The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfac

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Mikkelsen, Aslaug, and Espen Olsen. "The influence of change-oriented leadership on work performance and job satisfaction in hospitals – the mediating roles of learning demands and job involvement." Leadership in Health Services 32, no. 1 (2019): 37–53. http://dx.doi.org/10.1108/lhs-12-2016-0063.

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Purpose The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement. Design/methodology/approach This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway. Findings The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement

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Sarwar, Farhan, Siti Aisyah Panatik, Mohammad Saipol Mohd Sukor, and Noraini Rusbadrol. "A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment." SAGE Open 11, no. 2 (2021): 215824402110061. http://dx.doi.org/10.1177/21582440211006142.

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Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct e

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Zeng, Zhi, Jun Liu, Qiong Xie, Yali Wu, Hua Wang, and Liming Lu. "A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees." Asia Pacific Journal of Public Health 32, no. 4 (2020): 201–8. http://dx.doi.org/10.1177/1010539520914420.

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Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial empl

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Kim, Kwan-Woo, and Yoon-Ho Cho. "The Moderating Effect of Managerial Roles on Job Stress and Satisfaction by Employees’ Employment Type." International Journal of Environmental Research and Public Health 17, no. 21 (2020): 8259. http://dx.doi.org/10.3390/ijerph17218259.

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The roles of managers affect job stress and satisfaction. As irregular employees increase globally, more research is needed on the effects of managerial roles. This study analyzed job stress (subfactors: job autonomy and demand), job satisfaction, and managerial roles by employment type. Data comprised 33,420 cases from the fifth Korean Working Condition Survey. Regular employees had higher job autonomy and satisfaction fewer lower demands than irregular employees. For both, job autonomy positively and job demand negatively affected job satisfaction; the interaction of job autonomy and manager

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Olafsen, Anja Hagen, and Claus Wiemann Frølund. "Challenge accepted! Distinguishing between challenge- and hindrance demands." Journal of Managerial Psychology 33, no. 4/5 (2018): 345–57. http://dx.doi.org/10.1108/jmp-04-2017-0143.

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Purpose The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways. Design/methodology/approach Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations. Findings The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as

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Незнакина, Юлия, and Yulia Neznakina. "THE BASIC DIRECTIONS OF SATISFACTION GROWTH IN FOOD DEMANDS." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2017, no. 3 (2017): 70–75. http://dx.doi.org/10.21603/2500-3372-2017-3-70-75.

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<p><span>The study of methods aimed at determining the standard of life has revealed the </span><span>key performance indicator, i. e. satisfaction of needs of the population in food. The limited possibilities of satisfaction of the population in food products (inefﬁcient use of resources, unfavorable climatic conditions, high costs of treatment in the industry) has necessitated the search for their solutions. The article describes the main directions for increasing satisfaction of the population in food products. These directions are identiﬁed through research of the c

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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.

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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favo

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Lindfors, Petra, and Niklas Hansen. "Control dimensions, job demands and job satisfaction: does ownership matter?" International Journal of Workplace Health Management 11, no. 5 (2018): 305–18. http://dx.doi.org/10.1108/ijwhm-10-2017-0079.

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PurposeNew ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to investigate how job demands, control over work and control within work (CWW) were related to job satisfaction in publicly administered, private non-profit and private for-profit hospitals.Design/methodology/approachQuestionnaire data came from employees at three hospitals; a publicly administered (n=774), a private non-profit (n=1,481) and a private for-profit (n=694) hospital. Mean-level analyses and hierarchi

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Koon, Vui-Yee, and Pui-Yi Pun. "The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility." Journal of Applied Behavioral Science 54, no. 2 (2017): 187–207. http://dx.doi.org/10.1177/0021886317749163.

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High job demands are considered a risk factor for uncivil behavior in the workplace but the mechanism behind this relationship remains unclear. The current study aimed to analyze emotional exhaustion and job satisfaction as sequential mediators of the relationship between job demands and instigated workplace incivility within the integrative framework of affective events theory and the job demand–control model. Data were collected from 102 university academic staff in Klang Valley, Malaysia, via snowball sampling method. The results supported the predicted three-path mediation model with age,

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Han, Yan, Hongzhi Guan, and Jiaying Duan. "Tour Route Multiobjective Optimization Design Based on the Tourist Satisfaction." Discrete Dynamics in Nature and Society 2014 (2014): 1–8. http://dx.doi.org/10.1155/2014/603494.

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The question prompted is how to design the tour route to make the tourists get the maximum satisfactions considering the tourists’ demand. The influence factors of the tour route choices of tourists were analyzed and tourists’ behavior characteristics and psychological preferences were regarded as the important influence factors based on the tourist behavioral theories. A questionnaire of tourists’ tour route information and satisfaction degree was carried out. Some information about the scene spot and tourists demand and tour behaviors characteristic such as visit frequency, number of attract

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Kattenbach, Ralph, and Simon Fietze. "Entrepreneurial orientation and the job demands-resources model." Personnel Review 47, no. 3 (2018): 745–64. http://dx.doi.org/10.1108/pr-08-2016-0194.

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Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to

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Pecino, Vicente, Miguel A. Mañas, Pedro A. Díaz-Fúnez, José M. Aguilar-Parra, David Padilla-Góngora, and Remedios López-Liria. "Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction." International Journal of Environmental Research and Public Health 16, no. 10 (2019): 1792. http://dx.doi.org/10.3390/ijerph16101792.

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The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-section

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Jonasson, Charlotte, Jakob Lauring, Jan Selmer, and Jodie-Lee Trembath. "Job resources and demands for expatriate academics." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (2017): 5–21. http://dx.doi.org/10.1108/jgm-05-2016-0015.

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Purpose While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate acade

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Peterson, Jessica, Linda McGillis Hall, Linda O'Brien-Pallas, and Rhonda Cockerill. "Job satisfaction and intentions to leave of new nurses." Journal of Research in Nursing 16, no. 6 (2011): 536–48. http://dx.doi.org/10.1177/1744987111422423.

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Turnover of newly graduated nurses is of significant concern. There are continuing reports that new graduates struggle during the transition to the work setting. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job satisfaction and intention to leave of new nurses utilising Karasek's Job Demands-Control-Support model. A cross-sectional mailed survey was used to gather data. The sample comprised 232 new nurses working in acute care in Canada. Job demands, social support from both supervisors and coworkers and self-effica

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Gerich, Joachim, and Christoph Weber. "The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction." Social Indicators Research 148, no. 1 (2019): 251–80. http://dx.doi.org/10.1007/s11205-019-02195-9.

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Abstract Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge a

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Maxwell, Aimee, and Philip Riley. "Emotional demands, emotional labour and occupational outcomes in school principals." Educational Management Administration & Leadership 45, no. 3 (2016): 484–502. http://dx.doi.org/10.1177/1741143215607878.

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Most research into emotional labour is focussed on front-line service staff and health professionals, in short-term interactions. Little exists exploring the emotional labour involved in repeated on-going interactions by educational leaders with key stakeholders. This study explored the relationships between emotional demands, three emotional labour facets, burnout, wellbeing and job satisfaction in 1320 full-time school principals. Principals displayed significantly higher scores on emotional demands at work, burnout and job satisfaction, and significantly lower wellbeing scores than the gene

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Haroon, Saima, and Danish Ahmed Siddiqui. "Culturally-endorsed Leadership, Social cognition, and Entrepreneurial Orientation: An Empirical Inquiry." Business Management and Strategy 10, no. 2 (2019): 313. http://dx.doi.org/10.5296/bms.v10i2.16156.

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Entrepreneurial orientation can not only be influenced by leadership, culture, but also through social cognition induced through Job Demands and Resources. Moreover, higher Entrepreneurial orientation could further lead to job satisfaction. These intricate relationships were never explored before. Therefore, we proposed a theoretical framework combining (Stephan & Pathak, 2016) and (Ralph Kattenbach, 2018) models, and modifying them to include the concept of Job satisfaction. Stephan & Pathak (2016) investigated the impact of Culturally-endorsed implicit Leadership Theories (CLT) on in

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Hwang, Woosang, and Kamala Ramadoss. "The Job Demands–Control–Support Model and Job Satisfaction Across Gender." Journal of Family Issues 38, no. 1 (2016): 52–72. http://dx.doi.org/10.1177/0192513x16647983.

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This study examined the gender difference regarding the simultaneous impacts of Job Demands–Control–Support model variables (job demands, job control, supervisor support, and coworker support) on job satisfaction via work–family conflict using multiple group structural equation modeling. The participants were 1,092 male and 1,367 female employees from the 2008 National Study of the Changing Workforce. Results showed that job control was only significantly associated with work–family conflict in female employees. In addition, high levels of job control, supervisor support, and coworker support

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Korunka, Christian, Bettina Kubicek, Matea Paškvan, and Heike Ulferts. "Changes in work intensification and intensified learning: challenge or hindrance demands?" Journal of Managerial Psychology 30, no. 7 (2015): 786–800. http://dx.doi.org/10.1108/jmp-02-2013-0065.

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Purpose – Increasing speed in many life domains is currently being discussed under the term “social acceleration” as a societal phenomenon which not only affects western societies, but may also lead to job demands arising from accelerated change. Demands such as work intensification and intensified learning and their changes over time may increase emotional exhaustion, but may also induce positive effects. The purpose of this paper is to examine how increases in demands arising from accelerated change affect employee well-being. Design/methodology/approach – A total of 587 eldercare workers pr

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TOKUNAGA, J. "Effects of patient demands on satisfaction with Japanese hospital care." International Journal for Quality in Health Care 12, no. 5 (2000): 395–401. http://dx.doi.org/10.1093/intqhc/12.5.395.

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Jiang, James J., Wei Wayne Huang, Gary Klein, and Jacob Chia-An Tsai. "The Career Satisfaction of IT Professionals With Mixed Job Demands." IEEE Transactions on Engineering Management 67, no. 1 (2020): 30–41. http://dx.doi.org/10.1109/tem.2018.2870085.

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Yeh, Hsiu-Jen. "Job Demands, Job Resources, and Job Satisfaction in East Asia." Social Indicators Research 121, no. 1 (2014): 47–60. http://dx.doi.org/10.1007/s11205-014-0631-9.

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Fila, Marcus J., Lisa S. Paik, Rodger W. Griffeth, and David Allen. "Disaggregating Job Satisfaction: Effects of Perceived Demands, Control, and Support." Journal of Business and Psychology 29, no. 4 (2014): 639–49. http://dx.doi.org/10.1007/s10869-014-9358-5.

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Verhaest, Dieter, and Elsy Verhofstadt. "Overeducation and job satisfaction: the role of job demands and control." International Journal of Manpower 37, no. 3 (2016): 456–73. http://dx.doi.org/10.1108/ijm-04-2014-0106.

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Purpose – The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction. Design/methodology/approach – The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques. Findings – The results reveal a significant role of demands and control for the relationship between overeducation and

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Dhamayantie, Endang. "Contribution of Work and Family Demands on Job Satisfaction Through Work-Family Conflict." GATR Journal of Management and Marketing Review 2, no. 3 (2017): 49–54. http://dx.doi.org/10.35609/jmmr.2017.2.3(7).

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Objective - Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict. Methodology/Technique - Self-report questionnaires were given

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Meyer, Sophie-Charlotte, and Lena Hünefeld. "Challenging Cognitive Demands at Work, Related Working Conditions, and Employee Well-Being." International Journal of Environmental Research and Public Health 15, no. 12 (2018): 2911. http://dx.doi.org/10.3390/ijerph15122911.

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In times of digitalized workplaces the extent of challenging cognitive demands at work is rising and employees increasingly have to manage new and unlearned tasks. Yet, these work characteristics have received little attention on how they relate to the worker’s well-being. Thus, we analyze associations between cognitive work demands—also in interaction with other job characteristics—and indicators of employee well-being. The analyses are based on the BIBB/BAuA Employment Survey 2018, a cross-section that is representative for the German working population and covers approximately 20,000 employ

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Höing, Mechtild, Stefan Bogaerts, and Bas Vogelvang. "Volunteers in Circles of Support and Accountability Job Demands, Job Resources, and Outcome." Sexual Abuse 29, no. 6 (2015): 541–62. http://dx.doi.org/10.1177/1079063215612441.

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In Circles of Support and Accountability (CoSA), volunteers support a medium- to high-risk sex offender in his process toward desistance by developing a long-term empathic relationship. More knowledge is needed about the impact of this work on volunteers themselves. In a sample of 40 Dutch CoSA volunteers—at the time constituting 37% of the national population of 108 then active CoSA volunteers—we measured outcome in terms of volunteer satisfaction, determination to continue, compassion satisfaction, burnout and secondary stress, vicarious growth, civic capacities, and professional skills. We

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Wahlström, Joakim, Sara Brolin Låftman, Bitte Modin, and Petra Löfstedt. "Psychosocial Working Conditions in School and Life Satisfaction among Adolescents in Sweden: A Cross-Sectional Study." International Journal of Environmental Research and Public Health 18, no. 10 (2021): 5337. http://dx.doi.org/10.3390/ijerph18105337.

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Poor psychosocial working conditions in school have consistently been shown to be associated with adverse health among adolescents. However, the relationships between school demands, teacher support, and classmate support and positive aspects of health have not been explored to the same extent. The aim of this study was to examine differences in psychosocial working conditions in school and in life satisfaction by gender and by grade, and to investigate the association between psychosocial working conditions in school and life satisfaction among boys and girls, and among students in different

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Zaki, Waqas, Waleed Bin Khalid, and Abdul Samad Bhatti. "Web Quality Features Impact On Customer Satisfaction." Journal of Educational Paradigms 2, no. 2 (2020): 120–24. http://dx.doi.org/10.47609/0202022020.

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Online shopping is worldwide and becoming more popular phenomena nowadays. It is now a better option for customers because it is more comfortable and provides various options than conventional ones. So, the customer’s satisfaction in online shopping is becoming more important and challenging for online retailers nowadays. Customer satisfaction is how much the customer is happy and fulfilled with an online retailer’s products and services. In this research, the researcher used a survey method of distributing questionnaires to 270 respondents, using a random sampling technique. The research find

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Wong, Victor. "EVALUATION ON ONLINE LEARNING RESOURCES BASED ON CUSTOMER SATISFACTION." Acta Informatica Malaysia 4, no. 2 (2020): 26–29. http://dx.doi.org/10.26480/aim.02.2020.26.29.

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In recent years, lifelong education has become widespread in the public, contributing to explosive development of modern distance education. Meanwhile, distance learners have gradually had more and higher demands for online learning resources. Despite abundant online learning resources at present, their overall quality is relatively low and they can hardly satisfy learners’ learning demands. Based on customer satisfaction, the essay establishes evaluation indexes about online learning resources based on customer satisfaction, improves its development and proposes suggestions for improvement, w

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Leontjevas, Ruslan, Linda Hooijschuur, Martin Smalbrugge, Raymond T. C. M. Koopmans, and Debby L. Gerritsen. "Specific components of a complex depression care program can affect staff outcomes differently: post-hoc analyses of a stepped-wedge cluster-randomized trial in nursing homes." International Psychogeriatrics 32, no. 3 (2020): 371–80. http://dx.doi.org/10.1017/s1041610219002151.

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ABSTRACTObjective:The Act in case of Depression program showed effects on the quality of life and depression in nursing home (NH) residents. We aimed to explore the effects of this complex multidisciplinary program on job satisfaction, job demands, and autonomy in nursing home staff.Design:Four data points from a stepped-wedge cluster-randomized trial on patient outcomes were used for secondary analyses on staff outcomes.Setting:Sixteen dementia special care and 17 somatic care units in Dutch NHs.Participants were 717 (90.1%) care staff or trainees, 34 (4.3%) paramedical staff, and 45 (5.7%) o

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Hussain, Syed Talib, Shen Lei, Zainul Abideen, and Syed Hadi Hussain. "Motivation in the Perspective of Self Determination Theory (SDT) between Work Environment and Job Satisfaction in Banking Sector." International Business Research 8, no. 11 (2015): 39. http://dx.doi.org/10.5539/ibr.v8n11p39.

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<p>The expansion of business, fulfillments of demands and profits maximization have created stress and less motivation for job satisfaction. To fulfill the demand of organizations and maximize the satisfaction level of employees; the extrinsic and intrinsic motivation beyond psychological motivation has been used in this study to minimize stress level and maximize the satisfaction level among employees. This study explains work stress, job overload; performance pressure and job satisfaction while in motivation; the extrinsic/intrinsic factors of Self Determination Theory (SDT) have been

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Dust, Scott B., Peng Wang, and Lei Lai. "I’m Too Old for This: Time Demands and Older, Early-Career Employees’ Receptivity to Supervisor Support." Journal of Career Development 47, no. 2 (2018): 220–36. http://dx.doi.org/10.1177/0894845318793940.

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This study explores how age and career stage affect receptivity to supervisor support using a multi-wave field sample of 528 employees. Following conservation of resources theory, we suggest that for early-career employees, supervisor support will more strongly mitigate the negative relationship between time demands and satisfaction with work–family balance and career satisfaction. We argue, however, that prior research overlooks a demographic with unique resource valuations: older, early-career employees. We therefore hypothesize and test two-way and three-way interactions of time demands, su

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Collie, Rebecca J., Helena Granziera, and Andrew J. Martin. "School principals' workplace well-being: a multination examination of the role of their job resources and job demands." Journal of Educational Administration 58, no. 4 (2020): 417–33. http://dx.doi.org/10.1108/jea-04-2019-0075.

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PurposeThe aim of this study was to examine the extent to which several workplace factors are implicated in school principals' well-being. Two job resources (i.e. participatory climate and collegial climate) and two job demands (i.e. barriers to professional learning and staff shortages) were investigated, along with two well-being outcomes (i.e. job satisfaction and occupational commitment). Interaction effects between the job resource and job demand variables were also tested.Design/methodology/approachData were from 5,951 principals in 22 Organization for Economic Co-operation and Developme

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

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Abstract (sommario):

Hotel employees, in recent times, put in more effort at work, working for long hours and even on holidays and weekends. As a result, they find it difficult to efficiently meet the demands of both their work and personal life. This study used a cross-sectional research design to examine work-family conflict and its effects on job satisfaction and life satisfaction of hotel staff. The study also sought to examine the moderating effect of gender on the relationships between work-family conflict, job satisfaction and life satisfaction. A diverse sample of 286 respondents, conveniently selected, co

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Achour, Meguellati, Shahidra Binti Abdul Khalil, Bahiyah Binti Ahmad, Mohd Roslan Mohd Nor, and Mohd Yakub Zulkifli Bin Mohd Yusoff. "Management and supervisory support as a moderator of work–family demands and women’s well-being." Humanomics 33, no. 3 (2017): 335–56. http://dx.doi.org/10.1108/h-02-2017-0024.

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Abstract (sommario):

Purpose This study aims to examine the relationship of work–family demands with employees’ well-being, and the role of management/supervisory support in this relationship. The following hypotheses were proposed: work–family demands would be negatively related to employees’ well-being; management/supervisory support would moderate the relationship of work–family demands with employees’ well-being. Design/methodology/approach The researchers used 250 working female academicians as respondents, working in the research universities in Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years.

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Robelski, Swantje, Janika Mette, Tanja Wirth, et al. "(Un)bounded Social Work?—Analysis of Working Conditions in Refugee and Homeless Aid in Relation to Perceived Job Stress and Job Satisfaction." International Journal of Environmental Research and Public Health 17, no. 2 (2020): 601. http://dx.doi.org/10.3390/ijerph17020601.

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Little is known about working conditions of social workers providing help in homeless and refugee aid. Therefore, the present study examined their work-related demands, job and personal resources as well as workplace violence, domain-specific demands, and gender-related differences. Job demands and resources were analyzed with regard to their association with job stress and job satisfaction. Two hundred and fifty-three social workers (69.2% female, 30.8% male) from four federal states in Germany (Berlin, Hamburg, Schleswig-Holstein, and Mecklenburg-Western Pomerania) took part in the cross-sec

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Johansson, Gunn. "Job Demands and Stress Reactions in Repetitive and Uneventful Monotony at Work." International Journal of Health Services 19, no. 2 (1989): 365–77. http://dx.doi.org/10.2190/xyp9-vk4y-9h80-vv3k.

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Abstract (sommario):

Monotonous work has been analyzed from sociological and social psychological perspectives in terms of consequences for job satisfaction, life satisfaction, leisure activities, and health. In this article, a distinction is made between repetitive and uneventful monotony. Psychobiological reactions to these tasks are analyzed and related to possible long-term consequences for health. Strategies for work reform required for the two types of monotony are discussed.

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Burke, Ronald J. "Type a Behavior, Occupational and Life Demands, Satisfaction, and Well-Being." Psychological Reports 63, no. 2 (1988): 451–58. http://dx.doi.org/10.2466/pr0.1988.63.2.451.

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Abstract (sommario):

This study examined the relation of Type A behavior to measures of occupational and life stress, satisfaction and well-being. Both main and moderating effects of Type A were investigated. Data were obtained from 828 police officers using questionnaires completed anonymously. Type A was significantly related to measures of personal well-being but only weakly to work and life demands. No support was found for hypothesized moderating effects of Type A on the stressor-strain relationship.

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