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Готові списки джерел за темами / Knowledge workers – Job satisfaction

Добірка наукової літератури з теми "Knowledge workers – Job satisfaction"

Автор: Grafiati

Опубліковано: 12 червня 2021

Оновлено: 1 лютого 2022

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Статті в журналах з теми "Knowledge workers – Job satisfaction":

1

Bednar, Susan G. "Elements of Satisfying Organizational Climates in Child Welfare Agencies." Families in Society: The Journal of Contemporary Social Services 84, no. 1 (January 2003): 7–12. http://dx.doi.org/10.1606/1044-3894.70.

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The critical role played by child welfare workers in the protection of abused and neglected children is seriously undermined by rapid staff turnover and the impaired performance associated with burnout and job dissatisfaction. This review examines research on job satisfaction in child welfare systems and on factors that influence a worker's decision to leave a job or stay, as well as organizational climate factors which have been linked to job satisfaction, consumer satisfaction, and client outcomes. While ample information is available about what is needed to create satisfying work environments for child welfare workers, this knowledge has not been systematically applied. Incorporating existing knowledge into child welfare practice should be a priority, as should research that focuses on organizational variables that may impact service quality and outcomes as well as employee satisfaction. Questions remain about the long-term impact of increased job satisfaction and improved organizational climate on worker retention and client outcomes.

2

Viñas-Bardolet, Clara, Joan Torrent-Sellens, and Mònica Guillen-Royo. "Knowledge Workers and Job Satisfaction: Evidence from Europe." Journal of the Knowledge Economy 11, no. 1 (April 21, 2018): 256–80. http://dx.doi.org/10.1007/s13132-018-0541-1.

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3

Bhatti, Muhammad Awais, Ariff Syah Juhari, Shishi Kumar Piaralal, and Niriender Kumar Piaralal. "Knowledge Workers Job Performance: An examination of Career Values, Perceived Organizational Support and Career Satisfaction." Business and Management Horizons 5, no. 2 (November 12, 2017): 13. http://dx.doi.org/10.5296/bmh.v5i2.12138.

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Knowledge workers help organizations improve productivity and gain competitive advantage in the market. Since organizations have realized the importance of knowledge workers in organizational development, management has been focusing on the knowledge workers’ job performance, which ultimately improves the organizational performance. The purpose of this study is to investigate the mediating effects of the knowledge workers’ career satisfaction among career values, perceived organizational support and job performance. In this regard, data was collected from 284 knowledge workers working in Saudi Arabian organizations and it was analyzed using regression and Sobel test. The result of the analysis explain that career satisfaction play a key role in knowledge workers’ job performance, and work as mediator between career values, perceived organizational support and the knowledge workers’ job performance. The findings of this study will be helpful for top management and HR professionals to manage the knowledge workers’ job performance. Furthermore, the mediating role of career satisfaction contribute to the body of knowledge and offer future researchers opportunities to investigate other factors, which influence career satisfaction of knowledge workers. This study also discussed some limitations which could be an avenue for future research. Research on Saudi Arabian knowledge workers has never been done before. Therefore, this study explores the effects of career values, perceived organizational support and career satisfaction on Saudi Arabian knowledge workers’ job performance.

4

Toth, Ilona, Sanna Heinänen, and Anna-Maija Nisula. "Personal resources and knowledge workers’ job engagement." International Journal of Organizational Analysis 28, no. 3 (November 23, 2019): 595–610. http://dx.doi.org/10.1108/ijoa-07-2019-1830.

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Purpose The purpose of this paper is to investigate the impact of personal resources on knowledge workers’ job engagement in the contemporary economy. Work itself and work environments are currently undergoing fundamental changes. As such, the focus of engagement research is shifting to an interest in personal resources and the psychological capital of knowledge workers. Design/methodology/approach This paper proposes a theoretical model based on a modern interpretation of the conservation of resources theory concerning the relationship between personal resources (self-efficacy, organization-based self-esteem and satisfaction with life) in relation to the three dimensions of job engagement (physical, emotional and cognitive). The proposed model is tested with structural equation modelling (LISREL). Findings The results from the analysis of data collected from Finnish university graduates (N = 103) show that the three dimensions of job engagement are strongly influenced by organization-based self-esteem and satisfaction with life but, surprisingly, not by self-efficacy. Practical implications Through understanding the impact of personal resources on knowledge workers’ job engagement, organizations can enhance their human relations management practices and develop better support mechanisms for their knowledge workers. Originality/value This paper provides empirical evidence for the influence of personal resources on knowledge workers’ job engagement. There is a lack of empirical studies on knowledge workers’ job engagement in the contemporary economy. The changing nature of the way work is being carried out in the contemporary economy raises the importance of personal resources as a key resource for knowledge workers’ job engagement.

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O’Brien, William H., Paul W. Goetz, Heather McCarren, Eileen Delaney, William F. Morrison, Tanya S. Watford, and Kristin A. Horan. "Job Satisfaction Among Mental Health Workers." Journal of Psychophysiology 33, no. 1 (January 1, 2019): 32–38. http://dx.doi.org/10.1027/0269-8803/a000203.

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Abstract. Work characteristics such as job satisfaction have been associated with mental and physical health outcomes in several cross-sectional and longitudinal studies. However, meta-analytic reviews indicate that nearly all of the reported relationships between these two sets of constructs rely on self-report measures. Thus, the magnitude of the reported relationships may be inaccurate and inflated due to common method variance (mono-method bias) and negative affectivity. Respiratory sinus arrhythmia (RSA) is an objective measure of risk for adverse mental health and physical health outcomes. To our knowledge, there has been no investigation of the relationship between job satisfaction and respiratory sinus arrhythmia. In this investigation, 29 workers in mental health settings who experience higher than average levels of work stress due to the amount and unpredictability of workload completed sociodemographic measures and a job satisfaction measure. RSA was then collected during a resting baseline, a worry induction stressor condition where they were instructed to think about work stressors, and a post-stress recovery condition. RSA reactivity to the stressor was significantly greater for participants with low job satisfaction. The low job satisfaction participants also demonstrated less RSA recovery after the stressor ended. Alternatively, participants with higher job satisfaction reacted less and recovered more completely from the stressor.

6

Bayona, Jaime Andrés, Amparo Caballer, and José María Peiró. "The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement." Sustainability 12, no. 6 (March 17, 2020): 2336. http://dx.doi.org/10.3390/su12062336.

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Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.

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Kucharska, Wioleta, and G. Scott Erickson. "The influence of IT-competency dimensions on job satisfaction, knowledge sharing and performance across industries." VINE Journal of Information and Knowledge Management Systems 50, no. 3 (November 23, 2019): 387–407. http://dx.doi.org/10.1108/vjikms-06-2019-0098.

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Purpose Technology makes knowledge management easier. Knowledge sharing is essential for organizational development. Job satisfaction fosters knowledge sharing. Hence, this study aims to develop an understanding of the mutual relationship between knowledge sharing and job satisfaction when both are predicted by information technology (IT)-competency dimensions such as IT-operations, IT-knowledge and IT-infrastructure in the context of company performance. Design/methodology/approach The results were achieved based on the examination of 910 Polish knowledge workers with different roles and experiences across various sectors. Data were analyzed using structural equation modeling method. Findings The findings suggest that the company’s IT-competency drives job satisfaction and knowledge sharing more strongly for IT industry knowledge workers than for other industries. Also, a stronger mediation function of knowledge sharing and job satisfaction is observed for IT-operations when the IT industry is controlled. Originality/value The main value of the study is the empirical evidence that the influence of a particular IT-competency dimension varies for industries when it comes to job satisfaction and knowledge sharing processes.

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Kamaruddin, Roslina, Norehan Abdullah, and Mohammad Amizi Ayob. "Determinants of job satisfaction among Malaysian youth working in the oil palm plantation sector." Journal of Agribusiness in Developing and Emerging Economies 8, no. 4 (November 5, 2018): 678–92. http://dx.doi.org/10.1108/jadee-06-2017-0063.

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Purpose Oil palm is a labor-intensive crop where the labor issue is one of the most intransigent problems facing the industry. The negative perception toward this sector associated with the unattractive working environment which commonly refers to dark, dirty and dangerous has distress local youth to stay away from this occupation. Thus, the purpose of this paper is to explore the level of job satisfaction among oil palm plantation workers in Malaysia and analyze the factors that contribute to their satisfaction level. Design/methodology/approach The survey was conducted in 2014 through interviews from the selected samples of oil palm plantation workers who aged ranging from 16 to 40 years old, which was considered as youth category and staying within the location 5 km radius within the plantation area. The structural equation modeling is used to analyze the factors affecting job satisfaction among workers in the plantation sector. Findings The study found that the government and employer policies associated with plantation worker and economic profitability offered in this sector were the most significant factors that positively contribute to the joy of working among them. On the other hand, the negative relationship between working environment and perception of social job status with job satisfaction proven that these two factors were repulsion factors. Research limitations/implications Currently, with the local youth negative perception on the agriculture sector and Indonesia’s economy booming and wages on the rise, Malaysia is struggling to attract new expatriate workers and retain those already active in the sector. Oil palm plantation companies have to counter this by enhancing worker’s welfare to ensure their job satisfaction in plantation environment. This study is to convince the organization that worker’s job satisfaction is a crucial factor to enhance their performance. With the strategy recommended by this study, employees will be getting higher level of job satisfaction, thus increasing their performance and enjoying working in the plantation sector. Originality/value To the best of the author’s knowledge, there are yet to be studies that look at the agricultural employees’ job satisfaction particularly in the plantation sector. Most of the previous studies in the field of plantation sector highlight on the labor productivity, economic performance of palm oil plantation sector and environmental impact of oil palm plantation. Thus, this study provides a better understanding of the factors that contribute to job satisfaction among plantation workers.

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Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (June 30, 2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.

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Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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Cavanagh, Thomas M., Kurt Kraiger, and Kim L. Henry. "Age-Related Changes on the Effects of Job Characteristics on Job Satisfaction: A Longitudinal Analysis." International Journal of Aging and Human Development 91, no. 1 (March 22, 2019): 60–84. http://dx.doi.org/10.1177/0091415019837996.

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Older adults constitute an increasingly large share of the workforce. Older workers often contribute positively to organizational outcomes through characteristics such as deep organizational knowledge and long-standing client relationships. Thus, it is important to understand how to maintain or increase older workers’ job satisfaction, a variable that has been linked to positive work outcomes. In this study, several hypotheses regarding job satisfaction and age were derived from Carstensen’s socioemotional selectivity theory and were tested using longitudinal analysis of a cross-sequential sample. Supporting socioemotional selectivity theory, results showed that autonomy became increasingly important to job satisfaction as workers age. Contrary to the theory, annual income also became increasingly important to job satisfaction. We discuss the importance of our findings for theory, research, and practice.

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Дисертації з теми "Knowledge workers – Job satisfaction":

1

Ketye, Lungelo. "Retention strategies for knowledge workers at a consulting engineering firm." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/6247.

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The Consulting Engineering industry plays a very critical role in the construction industry. Its primary role is to plan and design projects before they go on to the construction phase. During the construction phase of a project, consulting engineers are responsible for supervising the works and ensuring that construction is done according to design specifications. The selected company, where this study was conducted, provides civil engineering consulting services. The main purpose of the research was to identify retention strategies that could be used by the company in order to reduce staff turnover. To achieve this objective, the researcher completed a literature study. The literature study revealed the characteristics of knowledge workers, and what makes knowledge workers wish to extend their stay with an organisation. The study examined variables that lead to staff turnover i.e. leadership and communication, organizational culture, performance management and job satisfaction. The empirical study was conducted at LK Consulting Engineers. A survey with a questionnaire was administered to all engineering practitioners who were registered with the Engineering Council of South Africa. Interviews were also conducted with three managers. The study demonstrated that leadership and communication, organisational culture, performance management and job satisfaction are important variables leading to retention of knowledge workers. The study also demonstrated that training and financial remuneration is not enough to retain knowledge workers, employees should feel valued and provided with the opportunities to make meaningful contributions to the organisation.

2

Ozturk, Funda. "Determinants Of Organizational Citizenship Behavior Among Knowledge Workers: The Role Of Job Charcteristics, Job Satisfaction, And Organizational Commitment." Thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612296/index.pdf.

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Organizational citizenship behavior (OCB) has been an important and growing area of research for past two decades. Numerous empirical research have identified consequences and antecedents of this extra

3

Wilczynska, Aleksandra. "Work related well-being. The case of knowledge workers in Poland." Doctoral thesis, Universitat Oberta de Catalunya, 2020. http://hdl.handle.net/10803/671251.

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This thesis tackles the subject of well-being at work, investigating the relationship between employment flexibility, job insecurity, organizational justice and their association with job satisfaction and work-family balance. The research strives to unravel the role of these aspects of the job environment and work-related perceptions among knowledge workers in Poland. In the first part, the research aims to show how job insecurity among various contractual groups impacts the job satisfaction of knowledge workers. In the second part, the influence of interpersonal justice on job satisfaction among employees is addressed. In the third part, occupational unemployment is analysed as an antecedent of job insecurity. In the final part, the relationship between long working hours, work-related problems, the use of ICTs at home and family life problems is analysed. The study presents the main drivers of workers' satisfaction and wellbeing. It also exposes the vulnerabilities of the analysed groups, showing who should be provided greater institutional protection and in which areas.
La tesi analitza l'àmbit del benestar del treball, investigant amb detall la relació entre la flexibilitat i la seguretat del treball, la justícia organitzativa i la seva associació amb la satisfacció dels treballadors, així com l'equilibri treball-família. La investigació aborda la relació entre aquestes dimensions de l'entorn laboral i les percepcions dels treballadors del coneixement a Polònia. A la primera part, la tesi té com a objectiu mostrar com la inseguretat laboral entre els diversos grups contractuals afecta els treballadors del coneixement en comparació amb la resta de la força de treball. A la segona part, s'aborda la influència de la justícia interpersonal, en l'explicació de la satisfacció laboral entre els treballadors amb diferents contractes de treball. A la tercera part, l'atur ocupacional s'analitza com un antecedent de la inseguretat laboral. A la darrera part, s'explora la relació entre el treball i la vida familiar.
La tesis analiza el ámbito del bienestar del trabajo, investigando en detalle la relación entre la flexibilidad y la inseguridad del empleo, la justicia organizativa y su asociación con la satisfacción de los empleados, así como el equilibrio trabajo-familia. La investigación aborda la relación entre estas dimensiones del entorno laboral y las percepciones de los trabajadores del conocimiento en Polonia. En la primera parte, la investigación tiene como objetivo mostrar cómo la inseguridad laboral entre los diversos grupos contractuales afecta a los trabajadores del conocimiento en comparación con el resto de la fuerza laboral. En la segunda parte, se aborda la influencia de una de las principales dimensiones de la justicia organizativa, la justicia interpersonal, en la explicación de la satisfacción laboral entre los empleados con diversos contratos de trabajo. En la tercera parte, el desempleo ocupacional se analiza como un antecedente de inseguridad laboral. En la última parte, se explora la relación entre el trabajo y la vida familiar.

4

Yiou, Gong, and Ye Shaolin. "Employee Satisfaction Management on Job‐related Stress : The mechanism between middle level manager’s leadership and knowledge worker’s autonomy." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-72892.

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Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion & Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.

5

Farah, Assaad. "The role of human, social and organizational capital in the interconnections between knowledge workers' perception in HR practices and, their organizational commitment and job satisfaction." Thesis, University of Bath, 2011. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.541248.

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Pillay, Rubin. "The effect of organisational structure and managerial practices on the clinical behaviour and job satisfaction of primary health care doctors, as knowledge workers, in the managed health care industry in South Africa." Doctoral thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/10733.

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Bibliography: leaves 196-223.
The financial crisis in the South African health care industry has forced participants in the industry to look for ways to contain costs. The subsequent deregulation of the private sector has resulted in the introduction and rapid growth of managed health care. This shift to a new paradigm were cost-effectiveness is a prerogative, has major implications for the doctor workforce. Due to concerns about the potential negative impact of this philosophy of health care delivery on the recruitment, retention and motivation of medical doctors, this study investigated the effect of managed care on their clinical performance and job satisfaction. A cross-sectional survey on a probability sample of 2023 general practitioners throughout South Africa was conducted using a mailed questionnaire. Exploratory factor analysis and internal consistency measures were used to assess the instrument's validity and reliability. Univariate, bivariate and multivariate statistical models were used to evaluate the organisational structures and managerial practices associated with managed care, and to assess the impact of these on the clinical freedom and job satisfaction of the respondents.

7

Lu, Jing. "An Investigation of Workplace Characteristics Influencing Knowledge Worker’s Sense of Belonging and Organizational Outcomes." Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2015. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-162062.

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Workplace design practitioners and organizational managers are increasingly noticing all the various aspects in which the workplace affects organizations and their employees. The studies on the relationships between the workplace, organizations and their employees are more focused on psychology or facility management than the socio-spatial perspective. Workplace design, configuration and spatial features impact how well and how much a company can benefit from its human capital. Although the concept of the relation of workplace to an organization is not new, it is relatively unexamined. This thesis introduces a new set of spatial variables to workplace studies, following the concept of personal control. The discussed spatial variables effectively describe the features of workplace floor plan and the characteristics of a workstation. Furthermore, this dissertation develops a method that creates the link between workplace spatial setting and a sense of belonging, organizational outcomes – organizational commitment, work motivation, job satisfaction and work performance. Based on the detailed statistical analyses of a field survey that included 336 participants from 16 organizations, a model of spatial features influence sense of belonging and organizational outcomes was identified within this study. The research findings provide evidence for creating a workplace with a sense of belonging and better organizational outcomes through spatial design. This dissertation is comprised of six chapters. Chapter 1, an introduction, provides a general study background, discusses the problems to be solved in the study, and proposes an approach to deal with the target problems. Chapter 2 firstly reviews the current workplace studies related to spatial features. Secondly, it discusses the influence of workstation design on the human muscle system. Thirdly, it discusses the most relevant psychological issues at a workplace as stated by previous researches. Finally, the chapter reveals how a workplace affects the work of an organization. Chapter 3 specifies how workplace influences an employee’s sense of belonging and environmental control, and introduces the conceptual model. It also introduces the independent and dependent variables, generates research hypotheses. Chapter 4 describes the field survey design, procedures and the participants. It also covers the initial data analysis of the field survey: how the survey instrument, the questionnaire, was developed, commenting on all the aspects it includes – spatial experiences, work motivation, commitment, sense of belonging, job satisfaction and work performance. Chapter 5 is data analysis. This chapter discusses the research findings on workplace design features in relation to employees’ sense of belonging, satisfaction with ambient physical environment, and organizational outcomes – commitment, work motivation, job satisfaction and individual work performance. The final chapter summarizes the findings, comments on design implications of the research results, and draws conclusions. The dissertation ends in admitting the limitations of this research and discussing practical implications for future investigation.

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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.

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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.

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Monahan, Ronda. "Job satisfaction among social workers in a correctional environment." Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=78186.

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This study examined job satisfaction among social workers in a correctional environment. A model was derived that defines job satisfaction as an attitude based on environmental and personal factors. The purpose of this research project was to examine what factors based on the model, lead to job satisfaction within the Ministry of Public Safety and Security using the Job Satisfaction Survey (Spector, 1997). Questionnaires and surveys were sent to all social work and psychology staff employed in a correctional institution across Ontario. Results support the model that both environmental and personal factors influence the perception and assessment of job satisfaction. Overall the majority of social workers working within the Ministry reported being satisfied (M = 115.0, SD = 27.3); however, psychology staff reported greater job satisfaction (M = 137.9, SD = 21.3). For social workers, supervision, co-workers and the work itself were the factors that related to job satisfaction. Working conditions, communication, contingent rewards and opportunities for promotions were related to dissatisfaction. The proposed model offers suggestions to human service organizations that wish to improve recruiting and retention of social workers.

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Biggs, David Michael. "Employment agency workers, their job satisfaction and their influence on permanent workers." Thesis, University of Leicester, 2003. http://hdl.handle.net/2381/4479.

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Agency workers are a fundamental part of modern work being characterised in the workplace by a triangular employment relationship between them, the employment agency and the third party employer. The thesis was concerned about the job satisfaction of agency workers on two counts. Firstly, what contributed towards the job satisfaction of this unique type of worker? Secondly, what differences in job satisfaction and related variables arise between agency workers and permanent workers? Preliminary research along with a literature review on job satisfaction and agency workers formulated two sets of hypotheses, those variables relating to agency worker job satisfaction (relational hypotheses), and differences between permanent workers and agency workers (differential hypotheses). Both sets of hypotheses were tested by a quantitative survey, which surveyed 96 agency workers for the relational hypotheses and 157 call centre workers for the differential hypotheses. For the differential hypotheses a control group was used to address the possible influence that the employment of agency workers may have on permanent workers that hitherto has not been controlled for in studies of a similar nature. Semi-structured interviews with workers and employers were used to enlarge the quantitative findings. Organisational commitment, permanent and agency worker relationship were found to be significantly related to job satisfaction in both a correlation and hierarchical multiple linear regression analysis. Involuntary work status had no correlation challenging previous research. Significant differences were seen between agency workers and permanent workers on a number of variables including skill variety, job satisfaction, organisational commitment and job security satisfaction. These results both supported and contradicted previous studies primarily as preceding research had not accounted for the possible influence that agency workers may have on the permanent workers under research.

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Книги з теми "Knowledge workers – Job satisfaction":

1

Singh, I. S. A study of job satisfaction and commitment in knowledge workers. Ahmedabad: Mahatma Gandhi Labour Institute, 2008.

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2

Feller, Rich. Knowledge nomads and the nervously employed: Workplace change & courageous career choices. Austin, Tex: CAPS Press, 2005.

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3

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

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4

B, Freeman Richard. What workers want. Ithaca: ILR Press, 1999.

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5

Krueger, Mark A. Job satisfaction for child and youth care workers. 3rd ed. Washington, D.C: CWLA Press, 1996.

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6

Bérubé, Lynn E. Job satisfaction of child welfare workers in Northeastern Ontario. Sudbury, Ont: Laurentian University, School of Social Work, 1999.

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7

Cai, Hongjin. Dong nan Ya lao gong dui Taiwan gu zhu yu Taiwan she hui de guan gan: Chu bu di fen xi. Taibei Shi: Zhong yang yan jiu yuan Dong nan Ya qu yu yan jiu ji hua, 1998.

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8

Dong, Changjun. Wo tiao wo tiao wo tiao tiao tiao. 8th ed. Shanghai: Han yu da ci dian chu ban she, 2003.

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9

Buch, Anders. Videnarbejde og stress: Mellem begejstering og belastning. København: Jurist- og Økonomforbundet, 2010.

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10

Kebede, Regessa. The effect of leader behavior on worker job satisfaction and job performance in Ethiopian textile factories: An empirical investigation. [Turku]: Turku School of Economics, 1987.

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Частини книг з теми "Knowledge workers – Job satisfaction":

1

Damalas, Stelios, Norah Neuhuber, and Peter Mörtl. "The Consideration of Job Satisfaction in the Design of Assistance Systems in Production." In IFIP Advances in Information and Communication Technology, 358–67. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72632-4_27.

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AbstractAssistance systems designed to help workers in their jobs are increasingly used in industry. Technological progress makes these systems more powerful and extensive, but often nobody questions the extent to which they actually support the users and do not patronize them. For the development of such systems, we found the requirement analysis to be rather complex because human factors and social constraints are more difficult to determine than technical requirements. To counteract these difficulties, we pursue in our approach the involvement of people as knowledge carriers in the development of new technologies. In this paper we outline our framework how human factors aspects of acceptance and job satisfaction can be taken into account in the conception and design of assistance systems.

2

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

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3

Bartolucci, Francesco, Aleksandra Bashina, Giovanni S. F. Bruno, Olga Demidova, and Marcello Signorelli. "Job satisfaction among young Russian workers." In Young People and the Labour Market, 181–99. Abingdon, Oxon ; New York, NY : Routledge, 2018. | Series: Routledge studies in labour economics: Routledge, 2017. http://dx.doi.org/10.4324/9781315178424-9.

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4

Bruno, G. S. F., F. E. Caroleo, and O. Dessy. "Temporary Contracts and Young Workers’ Job Satisfaction in Italy." In Disadvantaged Workers, 95–120. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-04376-0_6.

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5

Moreno-Romero, Ana, Eva Ponce-Cueto, and Ruth Carrasco-Gallego. "Characterising Knowledge Workers’ Job Positions." In Lecture Notes in Management and Industrial Engineering, 289–97. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-45748-2_31.

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6

Fernández-Ferreras, Francisco Jose, Ana Moreno-Romero, and Gabriela Topa Cantisano. "Role Clarity and Satisfaction for Knowledge Workers." In Lecture Notes in Management and Industrial Engineering, 11–16. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96005-0_2.

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7

Hatipoğlu, Tuğçen, Mehlika Kocabaş, Atakan Alkan, and Ahmet Cihan. "Measuring Job Satisfaction of Shift Workers Based on Fuzzy Systems Approach." In Advances in Sustainable and Competitive Manufacturing Systems, 925–34. Heidelberg: Springer International Publishing, 2013. http://dx.doi.org/10.1007/978-3-319-00557-7_76.

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8

Kontogeorgos, Achilleas, George Theodossiou, Christos Karelakis, and Anastasios Michailidis. "Workers in a Poultry Cooperative: A Study on Their Job Satisfaction." In Economy, Finance and Business in Southeastern and Central Europe, 307–20. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-70377-0_21.

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9

Ishikawa, Tsuneo. "Interindustry and Firm Size Differences in Job Satisfaction Among Japanese Workers." In Labour Market and Economic Performance, 183–215. London: Palgrave Macmillan UK, 1994. http://dx.doi.org/10.1007/978-1-349-23612-1_7.

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10

Park, Myunghee, Takumi Iwaasa, and Motoki Mizuno. "Association Between Job Insecurity and Perceived Job Satisfaction and Life Satisfaction: A Comparison of Japanese and Korean Regular Office Workers." In Advances in Intelligent Systems and Computing, 528–38. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60372-8_50.

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Тези доповідей конференцій з теми "Knowledge workers – Job satisfaction":

1

Yang-mei, Wang. "An Empirical Analysis on the Influence Factors of the Job Satisfaction from Knowledge Workers in Service Line." In 2007 International Conference on Service Systems and Service Management. IEEE, 2007. http://dx.doi.org/10.1109/icsssm.2007.4280270.

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2

Bin, Zhao, and Yu Wei-xin. "Job Satisfaction's Influencing Factors: A Comparative Research between Standard Employing and Nonstandard Employing Knowledge Workers." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.249.

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3

Yurjeva, A. S., and Ya A. Korneeva. "Mental regulators of shift employees in diamond mining in the far north." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.740.755.

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The article presents an analysis of mental regulators of fly-in-fly-out personnel in diamond mining in the Far North. The study involved 70 fly-in-fly-out workers operating in the diamond mining in Far North. In our study, we relied on the concept of E. A. Klimov, who distinguished three groups of mental regulators of labor: representation of labor object, representation of labor subject, subject-object and subject-subject relations. Research methods are psychophysiological and psychological testing aimed at the diagnosis of mental regulators of labor, as well as questionnaires and projective methods for a qualitative study of mental regulators of labor. We have developed a questionnaire, which included such parameters as the assessment of comfort/discomfort of climatic and geographical, industrial and social conditions; assessment of the degree of danger of various professional situations that may arise during a fly-in; self-assessment of oneself as a professional, one’s professional skills, knowledge and adherence to safety precautions, personal qualities, job satisfaction, “price” of activity. We also developed a method of unfinished sentences. We conducted a content analysis of the results of the method of unfinished sentences, where we identified categories and subcategories related to the representation of labor object, representation of labor subject, subject-object and subject-subject relations. Statistical processing was carried out using multidimensional methods. As a result of the study, the peculiarities of the mental regulators of labor of fly-in-fly-out workers in diamond mining were identified, which must be taken into account when developing more targeted programs for supporting fly-in-fly-out work and selecting personnel in mining companies.

4

Palupi Meilani, Yohana. "Determinant Factors of Female Workers Job Satisfaction." In Proceedings of the 1st International Conference on Economics, Management, Accounting and Business, ICEMAB 2018, 8-9 October 2018, Medan, North Sumatra, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.8-10-2018.2288691.

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5

Trung Kien, Nguyen, Phenpimon Wilairatana, Tenzin Dhonden, Pichit Ngamjarussrivichai, and Tsutomu Konosu. "Job Satisfaction and Organizational Commitment amongst Vietnamese workers." In 2020 9th International Congress on Advanced Applied Informatics (IIAI-AAI). IEEE, 2020. http://dx.doi.org/10.1109/iiai-aai50415.2020.00138.

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6

Pasaribu, Eva Solita, Benyamin Situmorang, and Zainuddin. "The Effect of Sources of Job Stress on Job Satisfaction of Educative Workers." In The 5th Annual International Seminar on Transformative Education and Educational Leadership (AISTEEL 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201124.101.

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7

Agwu, Ambrose, and Emenike Ahiabuike. "INFORMATION AND COMMUNICATION TECHNOLOGY AND WORKERS’ PARTICIPATION AND JOB SATISFACTION." In International Technology, Education and Development Conference. IATED, 2016. http://dx.doi.org/10.21125/iceri.2016.2302.

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8

Seo, Dong-Young, and Yun-Jeong Kim. "Study on Image and Job Satisfaction of Care Workers in Korea." In Bioscience and Medical Research 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.91.09.

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9

Huang, Haoshu. "Job Satisfaction of Mobile Internet and Migrant Workers-Based on the Surveys of 686 Migrant Workers." In Proceedings of the 2019 International Conference on Advanced Education and Social Science Research (ICAESSR 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icaessr-19.2019.47.

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10

Li, Xiaodong, Yifan Geng, Ziyang Song, Qianli Ma, and Xiangdong Tian. "Job Stress and Job Satisfaction of Workers in Traditional Cast-in-Situ Projects and Industrialized Projects." In International Conference on Construction and Real Estate Management 2017. Reston, VA: American Society of Civil Engineers, 2017. http://dx.doi.org/10.1061/9780784481059.009.

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Звіти організацій з теми "Knowledge workers – Job satisfaction":

1

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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