Дисертації з теми "Knowledge workers – Job satisfaction"
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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.
Анотація:
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.
Анотація:
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.
Анотація:
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.
Анотація:
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.
6
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.
Анотація:
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.
Анотація:
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.
8
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.
Анотація:
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.
9
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.
Анотація:
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.
10
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.
Анотація:
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.
11
Etheridge, Maurice Cortez. "Relationship Between Safety Climate, Job Tenure, and Job Satisfaction Among Railroad Workers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2120.
Анотація:
Researchers have reported that corporations in the United States incur hundreds of billions of dollars of annual direct and indirect costs from workplace injuries. Employing a theoretical framework underpinned by the job characteristics theory, this correlational study examined the relationships between task identity, safety climate, and job satisfaction to assist transportation managers with information for improving workers' job satisfaction for increasing productivity and organizational performance. Three validated survey instruments (Safety Climate, Job Characteristics Inventory, and Job Satisfaction) and one demographic instrument were distributed to railroad workers in the eastern region of North Carolina (n = 80). The survey response data provided the basis for identifying the significant predictors, moderators, and mediators of workers' job satisfaction. Structural equation modeling and partial least squares software indicated a significant (p < .001) positive correlation between the indicator variables of Employees' Task Identify, Safety Climate, and Job Tenure and the dependent variable of Job Satisfaction. Although there was a significant positive correlation between railroad employees' job tenure and job satisfaction, job tenure did not significantly (p > .05) moderate the relationship between railroad workers' task identity and job satisfaction. The findings may be of value to railroad transportation managers developing new initiatives to improve safety climate for increasing employee job satisfaction. Improving safety climate and job satisfaction could effect beneficial social change by decreasing accidents affecting both railroad worker and public safety.
12
Valladolid, Christine. "Meaningfulness and job satisfaction for health care technology workers." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10141727.
Анотація:
Health care technology workers play an increasingly important role in meeting regulatory requirements, improving patient care and containing health care costs. However, their perceptions of work and job satisfaction are lightly studied in comparison to other health care workers such as physicians or nurses. This exploratory study used heuristic inquiry to investigate the perceptions of health care technology workers with regard to their feelings of task significance, mission valence, work meaning, and job satisfaction.
Nine research participants representing three not-for-profit, secular hospital systems which were selected to have variation in geographic scope and organization size were interviewed. All participants were full-time, senior professional, non-executive, employees with a minimum of five years of experience in health care technology and three years with their current employer.
Thematic analysis revealed themes within four categories: organization culture, organization mission, interactions with clinicians and perceived contribution. These organizations have strong cultures in which staff members police the cultural norms. The inculcation to the culture includes helping health care technology workers connect to the organization’s mission of patient care, and these employees perceive the mission to have high valence. While these employees feel that the mission of patient care is important and valuable, they have a conflicted relationship with physicians who they perceive as resistant to the adoption of new technology. Finally, health care technology workers recognized that their work tasks may not directly impact patient care; however, they felt their contribution was meaningful, in particular when they were able to contribute their unique talents.
Study conclusions and recommendations included how job rotations allowing health care technology workers to work at a care provider site provides an opportunity for health care companies to increase workers’ feelings of task significance and task identity, and therefore, job satisfaction. Contributing one’s unique gift is perceived as meaningful, and workers seek opportunities to do so. Recognizing the importance of these workers and facilitating improved interactions between health care technology workers and physicians particularly with regard to adoption of new technology is seen as critical for ensuring effective and efficient health care delivery.
13
Cheung, Kwok-mo Vincent. "An exploration study on job stress and job satisfaction among social workers in family services centres in Hong Kong." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31979439.
14
Willis, Regina Marice. "Factors that Affect Job Satisfaction and Work Outcomes of Virtual Workers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3014.
Анотація:
Employing a virtual workforce has become a common practice among technically advanced and globally competitive organizations. Yet there is limited information regarding factors that affect job satisfaction and work outcomes of virtual workers. The purpose of this phenomenological study was to address the problem by exploring the lived experiences of virtual workers. Principles of Bandura's self-efficacy theory and Maslow's needs theory formed the conceptual framework. Babbie's sampling strategy and social media were used to obtain 26 participants among the target population of virtual workers. By distributing an online questionnaire, data were collected and analyzed through open coding techniques. As the data were analyzed, common themes emerged. The themes affecting job satisfaction of virtual workers included work and life balance, isolation and belonging, flexibility, resource efficiency, and trust and respect. The themes affecting work outcomes of virtual workers included training and technical support, communication, and workplace distractions. Findings indicated that job satisfaction and work outcomes might vary according to the self-efficacy level, needs, and virtual competencies of the individual virtual worker. Findings may contribute to positive social change by educating individuals on the benefits and challenges of the virtual workplace. Managers may reference the study outcomes when seeking to improve hiring processes, enhance training and technological support, and assess relevant virtual competencies. Employees may consider the study outcomes when determining whether virtual work arrangements align with their professional and personal goals.
15
Csikortos, Shanna. "Job Satisfaction, Organizational Commitment, and Perceived Social Support Among Virtual Workers." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6316.
Анотація:
This study investigated whether the percentage of time that weekly employees spend in virtual workspaces is related to job satisfaction (JS), organizational commitment (OC), perceived supervisor support (PSS) and perceived coworker support (PCS). One hundred thirty-five virtual workers employed by 1 of 5 large, privately owned companies reported the percentage of their work time spent performing virtual work and completed 4 instruments to measure JS, OC, PSS, and PCS. Data were analyzed using multivariate linear regression, multivariate multiple regression, and multivariate analysis of variance. Results showed that virtual workers who spent 75% or more of their time engaged in virtual work had higher JS, OC, and PSS than virtual workers who spent 25% or less of their work time working virtually. No relationship was found between the percentage of time spent working virtually and PCS. Results were also examined to determine whether gender or age moderated any of the relationships found between the percentage of time working virtually and organizational outcomes. Neither gender nor age moderated the relationships observed. The study results showed that as employee time performing virtual work increases, employee and corporate benefits also increase in large, privately owned companies. The results of the study have several potential implications for positive social change for organizations, employees, and society as a whole by providing information to organizations considering increasing the percentage of time employees spend engaging in virtual work, helping society determine how performing virtual work affects an employee's well-being, potentially providing insight to employees regarding the pros and cons of virtual work.
16
Pender, Sarah. "Perceived Job Functions, Satisfaction, and Training Needs of Human Service Workers." Scholarly Commons, 1987. https://scholarlycommons.pacific.edu/uop_etds/3065.
Анотація:
The purpose of this study was to obtain information about human service workers: who they are, (demographics), how satisfied they are (job satisfaction), and what they do (job functions). This information is intended to assist educators in improving paraprofessional training programs. The Human Service Worker Inventory was developed and disseminated to the experimentally accessible population, human service workers from all appropriate human services agencies (N = 13) in the Placerville area of ElDorado County, California. Research questions focused on the demographics, job satisfaction, and job functions of paraprofessional workers within these agencies. Data from the 136 returned Inventories were analyzed, and produced the following statistically significant results: Chi-square test of goodness-of-fit indicated a predominance of female human service workers. Chi-square test of independence indicated that private agency respondents both had a lower educational level and performed six referralrelated job functions less often; public agency respondents had more work experience; non-profit respondents performed more ·group counseling. Two analyses of variance (ANOVA) also provided significant results: higher job satisfaction of non-profit agency respondents and a difference in the pattern of responses to job functions. A multiple linear regression indicated that a significant positive correlation existed.
17
Gorrie, Ernest David. "Job satisfaction in child welfare : a study of line social workers." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28716.
Анотація:
The general issue of defining job satisfaction and the adverse implications of low job satisfaction are discussed. This is followed by an application of the research to the specific problem of job satisfaction among child welfare line social workers in a provincial government agency.
The needs satisfaction and values satisfaction model of job satisfaction theory are described and a rationale is provided for the selection of the needs satisfaction model for this research. A variety of research instruments are reviewed, including the Job Satisfaction Survey Questionnaire, the Job Descriptive Index, the Quality of Work Life Survey, and the Professional Satisfaction Inventory. A new quantitative measures questionnaire is introduced for use specifically among social workers.
It was hypothesized that job-specific variables will be stronger correlates of a facet-free measure of job satisfaction than will variables not specifically related to social work. It was hypothesized that specific differences will exist between the importance attributed to variables between less experienced and more experienced workers. It was further hypothesized that specific differences will exist between the satisfaction with variables as reported by less experienced workers and more experienced workers. Finally, hypotheses were presented regarding specific differences in job related correlates of job satisfaction, between less experience and more experienced workers.
The research proceded by way of questionnaire among child welfare line social workers in the Lower Mainland area of British Columbia. Extensive efforts were made to ensure confidentiality while allowing the opportunity for followup research. The methodology of this confidentiality plan is explained. A sample of 60 social workers resulted in 49 questionnaires being returned.
Support was found for the hypothesis that job specific variables were better correlates of job satisfaction than were variables not specific to social work. There was neither confirmation nor disconfirmation for the hypothesis that there would be differences in the importance of variables between less experienced and more experienced workers. Satisfaction was higher for those variables under the control or influence at the local level than for variables which were controlled centrally. The few significant differences between less experienced and more experienced workers in satisfaction with variables were explainable by objective influences rather than subjective experiences. Only one variable, getting a sense of accomplishment from the job, was a significant correlate for both less experienced and more experienced workers. Less experienced workers also demonstrated correlations between job satisfaction and satisfaction with professional identification, while more experienced workers demonstrated correlations between job satisfaction and control of their work.
Recommendations are made for the government which employs social workers, the agency which administers programs, supervisors of social workers, and the union which bargains on behalf of social workers.Arts, Faculty of
Social Work, School of
Graduate
18
Chow, Wai-gat. "Perceived discrepancy in leadership behaviors and job satisfaction." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B2013048X.
19
Lo, Wai-ching Fanny. "Occupational stress, coping pattern and job satisfaction : a study on the residential social workers in Hong Kong /." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13409487.
20
Boston, Tracey Michelle. "The impact of stress, burnout, and job satisfaction on rural social workers." Diss., Mississippi State : Mississippi State University, 2009. http://library.msstate.edu/etd/show.asp?etd=etd-12182008-103138.
21
King, Rachel T. "Investigating Perceptions of Job Satisfaction in Older Workers Using Item Response Theory." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1386928248.
22
Yip, Wai-ling. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31979476.
23
Cheney, Alan B. (Alan Bruce). "Critical Expectations of Workers Undergoing a Major Change in the Workplace." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330706/.
Анотація:
In an effort to determine whether job satisfaction and expectations in a group of workers undergoing major change in the workplace differ from groups of workers not undergoing major change, data were collected from three groups of workers at the operator level in a major U.S. electronics manufacturing company. Two of the groups were not undergoing a major work redesign and served as control groups. A group undergoing the early stages of a major work redesign, characterized primarily by their formation into a self-managed work team, served as the experimental group. The experimental group and one control group were located at the same manufacturing plant, while the other control group was located at another plant. It was hypothesized that the group of workers undergoing change would differ in job satisfaction and that over time, the difference would grow. It was also hypothesized that the group undergoing change would have different expectations about the nature of their jobs in the future. Data were collected from members of the three groups using a modified version of Hackman and Oldham's (1980) Job Diagnostic Survey, with two administrations of the survey seven months apart. Data were analyzed using a 3 (Groups) X 2 (Perception: "Now" versus "Near Future") x 2 (Administration) factorial design, with repeated measures Oil the Perception variable. Results revealed a difference in job satisfaction between the groups, as hypothesized. Results also revealed that members of the experimental group did have a few expectations for the future not held by members of the control groups; otherwise, expectations differed very little between the groups. Explanations for these findings are offered. This study suggests that those charged with implementing major change in the workplace should keep in mind that they may not see dramatic reactions from workers asked to make major changes, at least at the earliest stages of the change.
24
Wong, Lai-ping. "A study of job satisfaction and burnout among social worker working with juvenile delinquents /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22330963.
25
Pope, Sandra. "The relationship between organizational climate and job satisfaction among child care teachers." Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-03032009-040310/.
26
Ramirez, Susana, and Mirella Ochoa. "Job satisfaction of child welfare workers in San Bernardino County Department of Children's Services." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3082.
27
Yip, Wai-ling, and 葉渭玲. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31979476.
28
Grizzle, Tashua Lashun. "Relationship Between Workplace Aggression and Employee Job Satisfaction." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3032.
Анотація:
Workplace aggression incidents are increasing and, thus, becoming more difficult to address in the United States. Health care workers in particular are at an increased risk of burnout compared to individuals working in other occupations. The purpose of this quantitative correlational study was to investigate the propensity for workplace aggression among health care professionals and the association between job satisfaction and the propensity for workplace aggression. The conservation of resources theory was used to frame the study. The Work Environment Scale and the Conditional Reasoning Test of Aggression were used to collect data from 89 mental health clinicians, nurses, and technicians employed at 2 metro Atlanta hospitals. Findings indicated no correlation between workplace aggression and job satisfaction among mental health workers. Findings also indicated no higher propensity for workplace aggression among frontline workers (nurses and technicians) than among other mental health workers. However, findings revealed that employees with more years of service had a higher propensity for workplace aggression. Implications for social change include enhancing the capacity of mental health workers to handle the emotional and physical demands of the job.
29
Davis, Donald. "Job retention among CPS social workers in Riverside County." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1901.
30
Tam, Kwok-kwan. "A study of the relationship between leadership behaviour and job satisfaction in Outreaching Social Work Teams." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12920186.
31
Preston, Debra S. "The effects of planned career transitions on the job satisfaction of temporary workers." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-06062008-155508/.
32
Dlamini, Phiwase Marilyn. "Impact of organizational culture on perceived job satisfaction of mid-level social workers /." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487844948075587.
33
Holtom, Brooks C. "Organizational attachment among core and contingent workers /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/8839.
34
Yun, Sin-wah. "An exploratory study of the relationship between job satisfaction and job mobility of social work assistants in children and youth centers /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20130740.
35
Chow, Wai-gat, and 周巍屹. "Perceived discrepancy in leadership behaviors and job satisfaction." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31978472.
36
Lo, Wai-ching Fanny, and 盧慧貞. "Occupational stress, coping pattern and job satisfaction: a study on the residential social workers in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B3197708X.
37
Cheung, Kwok-mo Vincent, and 張國武. "An exploration study on job stress and job satisfaction among social workers in family services centres in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31979439.
38
Lee, Seung Suk. "Relationships among leadership empowerment, job satisfaction, and employee loyalty in university dining student workers." [Ames, Iowa : Iowa State University], 2008.
39
Tsai, Chii-Yuan. "The organizational environment and its relationship to social workers' absenteeism and overall job satisfaction." Urbana, Ill. : University of Illinois, 1990. http://proquest.umi.com/pqdweb?did=746623821&sid=8&Fmt=2&RQT=309&VName=PQD.
40
Stranglen, Linda. "Job satisfaction and organizational commitment of nursing home foodservice workers in West Central Wisconsin." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009stranglenl.pdf.
41
Loewe, Pujol-Xicoy Nicolás. "The contribution of work satisfaction to the life satisfaction of chilean workers." Doctoral thesis, Universitat Ramon Llull, 2015. http://hdl.handle.net/10803/314386.
Анотація:
Aquesta tesi se centra en el concepte de la satisfacció amb la vida en el context de Xile. Després de revisar múltiples factors que influeixen sobre el nivell de satisfacció general amb la vida de les persones, es proposa un model de satisfacció amb la vida basat en el nivell de satisfacció amb múltiples aspectes importants de la vida com són la salut, la família i la feina. Comparant la importància que els treballadors xilens atorguen a cadascun d'aquests aspectes, aquesta tesi contribueix a millorar la comprensió de l'estructura del concepte de la satisfacció amb la vida a la població xilena i, en particular, de la importància relativa que la satisfacció amb la feina té sobre la satisfacció general amb la vida pels treballadors xilens.
En primer lloc, es tracte sobre el mesurament del constructe de la satisfacció general amb la vida en el context de Xile. Es presenta una nova operacionalització en espanyol d'una de les escales més comunament utilitzades pel mesurament de la satisfacció general amb la vida. L'escala es valida psicomètricament sobre una mostra representativa de la població xilena. S'aporten suficients evidències de la validesa de l'instrument i de la seva fiabilitat pel mesurament de la satisfacció general amb la vida entre la població xilena. A continuació, s'identifiquen set aspectes de la vida considerats importants per gaudir d'una vida satisfactòria: salut, família, situació financera, relacions socials, autoestima, temps lliure i feina. S'examina la contribució de cadascun d'aquests aspectes sobre la satisfacció general amb la vida. Seguidament, s'aprofundeix en la relació existent entre la satisfacció amb la feina i la satisfacció amb la vida per millorar la nostra comprensió de la complexitat d'aquesta associació. Finalment, un capítol de conclusions resumeix la contribució d'aquest treball de recerca, identifica algunes de les seves limitacions, suggereix futures investigacions, i presenta algunes implicacions pràctiques.
Tot i haver-hi arguments filosòfics i ideològics que sostenen la centralitat de la feina per a la satisfacció amb la vida, aquesta tesi conclou que la satisfacció amb la feina té una contribució relativament petita sobre la satisfacció general amb la vida dels treballadors xilens. Altres aspectes de la vida tenen una influència predominant sobre la satisfacció general amb la vida en el context cultural i socioeconòmic de Xile. Per a alguns treballadors, com els autònoms, els quals, suposadament, valoren més la feina en les seves vides, la satisfacció amb la feina té una influència major sobre les seves avaluacions de satisfacció amb la vida.Esta tesis se centra en el concepto de la satisfacción con la vida en el contexto de Chile. Tras revisar múltiples factores que influyen sobre el nivel de satisfacción general con la vida de las personas, se propone un modelo de satisfacción con la vida basado en el nivel de satisfacción con múltiples facetas importantes de la vida como son la salud, la familia y el trabajo. Comparando la importancia que los trabajadores chilenos otorgan a cada una de éstas facetas de la vida, esta tesis contribuye a mejorar la comprensión de la estructura del concepto de la satisfacción con la vida en la población chilena y, en particular, de la importancia relativa que la satisfacción con el trabajo tiene sobre la satisfacción general con la vida para los trabajadores chilenos. En primer lugar, se aborda la medición del constructo de la satisfacción general con la vida en el contexto de Chile. Se presenta una nueva operacionalización en español de una de las escalas más comúnmente utilizadas para la medición de la satisfacción general con la vida. La escala se valida psicométricamente sobre una muestra representativa de la población Chilena. Se aportan suficientes evidencias de la validez del instrumento y su fiabilidad para la medición de la satisfacción general con la vida entre la población Chilena. A continuación, se identifican siete facetas de la vida consideradas importantes para gozar de una vida satisfactoria: salud, familia, situación financiera, relaciones sociales, autoestima, tiempo libre y trabajo. Se examina la contribución de cada una de dichas facetas sobre la satisfacción general con la vida. Seguidamente, se profundiza en la relación existente entre la satisfacción con el trabajo y la satisfacción con la vida para mejorar nuestra comprensión de la complejidad de esta asociación. Finalmente, un capítulo de conclusiones resume la contribución de este trabajo de investigación, identifica algunas de sus limitaciones, sugiere futuras investigaciones, y presenta algunas implicaciones prácticas. A pesar de argumentos filosóficos e ideológicos que sostienen la centralidad del trabajo para la satisfacción con la vida, ésta tesis concluye que la satisfacción con el trabajo tiene una contribución relativamente pequeña sobre la satisfacción general con la vida de los trabajadores chilenos. Otras facetas de la vida tienen una influencia predominante sobre la satisfacción general con la vida en el contexto cultural y socio-económico de Chile. Para algunos trabajadores, como los autónomos, los cuales, supuestamente, valoran más el trabajo en sus vidas, la satisfacción con el trabajo tiene una influencia mayor sobre las evaluaciones de satisfacción con la vida.
This thesis focuses on the concept of life satisfaction in the context of Chile. After reviewing multiple factors that influence people’s overall satisfaction with life, this thesis proposes a life satisfaction model based on the level of satisfaction with multiple important life domains, such as health, family, and work. Comparing the different importance Chilean workers place on these life domains this thesis contributes to improve our understanding of the structure of the life satisfaction concept in the Chilean population and in particular of the relative importance of work satisfaction to overall life satisfaction for Chilean workers. First, the measurement of the construct of overall life satisfaction in the context of Chile is addressed. A new operationalization into Spanish of one of the most commonly used scales for measuring overall life satisfaction is presented and psychometrically validated on a representative sample of the Chilean population. Sufficient evidence is provided of the validity of the instrument and its reliability for measuring general satisfaction with life among the Chilean population. Then, seven life domains considered to be important to a satisfactory life are identified: health, family, financial situation, social relationships, self-worth, leisure time, and work. The different weight Chilean workers place on these life domains when making life satisfaction judgements are examined. After that, we go deep into the relationship between work satisfaction and life satisfaction to better understand the complexity of this association. Finally, a conclusions chapter summarizes the contributions of this research, identifies some of its limitations, suggests some avenues for future research, and presents some practical implications. Despite appealing philosophical and ideological arguments claiming the centrality of work to life satisfaction, this thesis concludes that work satisfaction has only a relatively minor contribution to Chilean workers’ level of life satisfaction. Other life domains have a predominant influence on life satisfaction judgments in the cultural and socio-economic context of Chile. For some type of workers, like self-employed, who presumably value work more in their lives, work satisfaction have a stronger influence on their overall life satisfaction appraisals.
42
Munro, Zanel. "Work-life balance, job satisfaction and turnover intention amongst information technology employees." Diss., 2015. http://hdl.handle.net/10500/20234.
Анотація:
The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups.Industrial and Organisational Psychology
43
zong, chung fang, and 鍾芳榮. "Knowledge worker Internal/External locus of control job involvement job satisfaction and Turnover intention." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/45553887495277200717.
Анотація:
碩士東吳大學
企業管理學系
92
Abstract Peter Drucker proposes that the major work force in 21 century is knowledge worker. How to motivate knowledge workers’ work morale, how to increase their job satisfaction, and how to make them focus more on their own duties are important issues needed to be examined. In dddition, it is also an important issue required to be investigated that how to create a suitable environment for knowledge workers in order to reduce absenteeism and turnover, and increase organization effectiveness. All the aformentioned are as well the problems that modern managers should concern about and solve. This research was conducted with survey method, the research results reveal that: 1) Internal/External locus of control have significant impact on job satisfaction. The employees with internal locus of control have higher job satisfaction; on the contrary, the employees with external locus of control have lower job satisfaction. 2) Job satisfaction significantly reduces intention to turnover. 3) Internal/External locus of control affects turnover intention through job satisfaction. The aforementioned actually shows that the technicians in high-tech companies with internal locus of control personality type have higher job satisfaction generally comparing to the technicians with external locus of control personality type, and due to their higher job satisfaction, their turnover intention is relatively lower. In a further correlation analysis, it was found that the job involvement and job satisfaction have significant positive correlation. As to the implication from the research findings, the companies should improve knowledge workers’ selection, work environment and facilities, and colleague relationships so as to enhance knowledge workers’ job satisfaction and then decrease their intention to turnover. Key words: Knowledge Worker、Internal/External Locus of Control、Job involvement、Job satisfaction、Turnover Intention.
44
Chen, Ping-Chun, and 陳秉均. "A Study of the Relationship between Leadership Style and Organization Commitment to the Job Satisfaction of Knowledge Workers." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/07952436385687439989.
Анотація:
碩士中國文化大學
國際企業管理研究所碩士在職專班
96
Knowledge workers are workers that focus on the job satisfaction instead of money and safety. Although there are many researches on job satisfaction in Taiwan, the researches tend to focus on labor workers and only few are on knowledge workers. This research is focus on the knowledge workers. The research discusses the relationship between leadership style and organization commitment to the job satisfaction of knowledge worker, and how these factors substantially affect the job satisfaction of these people. A positive relation is found between leadership style, organization commitment to the job satisfaction. A stronger appreciation of transformational leadership and affective commitment cause higher satisfaction from job. Under the affective commitment and continuance commitment, the transformational and the transactional leadership of a leader affect the job satisfaction. Under the characters of knowledge worker, the research explores the relations of leadership style, the organization commitment and job satisfaction practically and theoretically. In other words, the administrators of a company can trigger higher job satisfaction of knowledge worker if they pay more attentions on the leadership style, and organization commitment inside the company.
45
Engelbrecht, Louise. "Constructing a career satisfaction and employability profile for knowledge workers." Thesis, 2021. http://hdl.handle.net/10500/27462.
Анотація:
English, Afrikaans and Northern Sotho summariesDie algemene doel van hierdie navorsing was om ’n loopbaantevredenheids- en indiensneembaarheidsprofiel vir kenniswerkers saam te stel, gebaseer op die verhoudingsdinamika tussen individue se biografiese eienskappe (ouderdom, ras en indiensnemingstatus), loopbaankognisies (loopbaanaanpasbaarheid en psigososiale loopbaanpreokkupasies as voorgangers), hulle psigososiale loopbaanhulpbronne (indiensneembaarheidskenmerke, loopbaanankers en loopbaanwaardes as moderators) en hulle loopbaantevredenheid en selfwaargenome indiensneembaarheid (gevolge of uitkomste). Die einddoel van die navorsing was om gevolgtrekkings te maak oor die verhoudingsdinamika (omvang en rigting) tussen die konsepte ten einde organisatoriese loopbaanontwikkelingspraktyke vir die kenniswerker voor te stel. ’n Kwantitatiewe deursneenavorsingsbenadering is gevolg en het ’n steekproef van N = 404 kenniswerkers behels wat by professionele Suid-Afrikaanse liggame geregistreer is. Beskrywende, korrelasie- en meerveranderlike inferensiële statistiek is ingespan. Aanvullend tot die kanoniese korrelasieresultate, het regressie and strukturele vergelykingsmodellering ontledings aangetoon dat die loopbaantevredenheidsprofiel unieke beïnvloedingsfaktore het terwyl die selfwaargenome indiensneembaarheidsprofiel ook oor sy eie unieke beïnvloedingsfaktore beskik. Moderering regressie-ontleding het gewys dat individue se loopbaankognisies (dit is die vlakke van loopbaanaanpasbaarheid en loopbaanpreokkupasies) nie voorwaardelik ten opsigte van hulle psigososiale loopbaanhulpbronne was (dit is, indiensneembaarheidseienskappe, loopbaanankers en loopbaanwaardes) om hulle vlakke van loopbaantevredenheid en selfwaargenome indiensneembaarheid te verduidelik nie. Die loopbaankognisies en psigososiale loopbaanhulpbronne het individuele, bepaalde hoofgevolge om te oorweeg ten einde kenniswerkers se loopbaantevredenheid en selfwaargenome indiensneembaarheid te verstaan. Stapsgewyse regressie en hiërargies-moderering regressie-ontleding het gewys dat ouderdom, ras en indiensnemingstatus belangrike oorwegings was wat betref die loopbaantevredenheidsprofiel van kenniswerkers. Ras in die besonder het geblyk belangrik te wees om in aanmerking te neem ooreenkomstig hulle selfwaargenome indiensneembaarheid. Verskille tussen die biografiese groepe het ook aan die hand gedoen dat unieke loopbaanontwikkeling oorweeg moet word in multikulterele, diverse werkskontekste. Die loopbaantevredenheid en indiensneembaarheidsprofiel is saamgestel, gebaseer op die belangrikste insigte wat uit die essensiële, betekenisvolle bevindings bekom is. Loopbaantevredenheid en indiensneembaarheidsteorie is in hierdie navorsing uitgebrei. Aanbevelings vir organisatoriese loopbaanontwikkelingondersteuningspraktyke is gemaak, gebaseer op die voorgestelde profiel vir die professionele kenniswerker.
Maikemisetsomagolo a dinyakisiso e bile go go hlama phrofaele ye e kgotsofatsago mosomo le go thwalega mosomong go basomi ba tsa tsebo go lebeletswe seemo sa dikamano magareng ga dipharologantsi tsa dipalopalo ka ga batho (e lego mengwaga, bong, mohlobo le maemo a mosomo), go kwesisa ka ga mesomo (go tlwaela mosomo le seemo sa menagano ya setshaba ka ga mesomo bjalo ka dilo tseo di tlago peleng), methopo ya bona mosomo mabapi le menagano ya setshaba (dikokwane tsa go kgona go thwalega mesomong, dihlohleletsi tsa go hwetsa mesomo le maitshwaro a mesomong bjalo ka dilo tseo di lekolago mesomo) le go kgotsofatsa ga dinyakwa tsa mesomo le go ipona bjalo ka yo a thwalegago (seo se tlago ka moragonyana goba bjalo ka poelo). Maikemisetso ao a nepilwego a dinyakisiso e bile go tla ka dipheto mabapi le seemo sa dikamano (bogolo bja tsona le fao di lebilego gona) magareng ga kago ya maikemisetso a go sisinya ditiro tsa tlhabollo ya basomi ka dikhamphaning go mosomi yo a somago ka menagano. Mokgwa wa dinyakisiso wa bontsi wa mafapha a mantis o dirisitswe gomme sampole ya N = 404 ya basomi ba tsa tsebo o dirisitswe le go akaretsa mekgatlo ya sephrofesenale ya ka Afrika Borwa. Dipalopalo tsa go hlatholla, tsa papetso le tsa tshupetso ya makala a mantsi di dirilwe. Dipoelo tsa papetso tsa tatelano di laeditse gore go phrofaele ya go kgotsofatsa mosomo e na le dintlha tsa khuetso tsa go swana di nnosi mola e le gore phrofaele ya go ipona bjalo ka yo a thwalegago le yona e na le dintlha tsa khuetso tsa go swana di nnosi. Tshekatsheko ya poelomorago yeo e hlokometswego e laeditse gore dikwesiso tsa batho ka ga mosomo (ke gore, maemo a tsinkelo mosomong le go tlwaelo go phethagatsa mosomo) ga se tsa lebana le seemo sa methopo ya go phethagatsa mosomo wa mabapi le menagano ya setshaba (ke gore, dipharologantshi tsa go thwalega mesomong, dihlohleletsi tsa mesomo le maitshwaro a mesomong) go hlalosa maemo a bona a go kgotsofatsa phethagatso ya mesomo le go ipona o thwalega mosomong. Dikwesiso ka ga mesomo le methopo ya mesomo mabapi le menagano ya setshaba di bile le diabe tse itsego go batho tseo di swanetsego go hlokomelwa gore re kwesise go kgotsofatsa ga mesomo ka basomi ba tsa tsebo le go ipona ba thwalega mesomong. Tshekatsheko ya poelomorago ka dikgato tse mmalwa le ya poelomorago ya basomi go ya ka tatelano ya bona di laeditse gore mengwaga, morafe le maemo a mosomo di bile bohlokwa go di hlokomela mabapi le phrofaele ya go kgotsofatsa mesomo ga basomi ba tsa tsebo. Morafe o bonagala o tloga o le bohlokwa kudu go hlokomela mabapi le go ipona ba thwalega mesomong. Diphapano magareng ga dihlopha tsa merafe le mehlobo le tsona di sisintse gore go hlokega tlohabollo ya ka mesomong ye e swanago e nnosi yeo e swanetsego go dirwa ka seemong sa mesomo fao go somago batho ba ditso tse di fapafapanego. Phrofaele ya tlhabollo ya basomi le go thwalega mesomong go hlamilwe go lebeletswe tsebo ye bohlokwa ye e hweditswego go dikutollo tsa motheo tse bohlokwa. Dinyakisiso di katolositse teori ya mabapi le tlhabollo ya basomi le ya go thwalega mesomong. Go dirilwe ditshisinyo mabapi le ditiro tsa thekgo ya tlhabollo ya basomi ka dikhamphaning ka ga phrofaele ye e sisintswego ya mosomi wa tsa tsebo wa sephrofesenale.
Psychology
46
CHUCHEN, YI HSI, and 益西曲珍. "The Effects of Perceived Organizational Support, Organizational Identification and Job Satisfaction on Organizational Citizenship Behavior: the Case of Knowledge Workers." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/67230923829415503514.
Анотація:
碩士國立臺灣科技大學
管理學院MBA
97
In the time of globalization and knowledge economy, the technologic industry in Taiwan not only has been part of global economic system but also played an important role in development of economy. With the improvement of business performance, company takes their employees as the crucial asset. Technological industry release high rate of stock ownership in order to appeal excellent employees, which can help maintain their competition in business. However, profit of the companies has declined since the employee stock ownership plans started to work. Within the time of knowledge economy, how the company strengthens employees’ perceived organizational support to promote their organizational citizenship behavior is a hot issue. Recently, national journals and researches present the positive relationship between perceived organizational support and job satisfaction, and the closer relationship within organizational Identification, organizational citizenship behavior, cooperation behavior and will of staying job. This research shows that knowledge workers in technologic industry are sensible in “Perceived Organizational Support”, “Organizational Identification”, “Rate of Job Satisfaction” and “Organizational citizenship behavior”. Additionally, the workers more sensible in perceived organizational are more sensible in organizational identification. It explains that the organization which put much focus on employees’ welfare and working environment can get royal feedback and good performance from employees. Furthermore, the workers who have high organizational identification have high organizational citizenship behavior and high job satisfaction. From the perspective of personal, it explains the higher organizational identification make employee benefit the company. From the perspective of organization/ viewpoint of social exchange, the higher job satisfaction makes employees perform well in organizational citizenship behavior. After the employee stock ownership plans, how the enterprises encourage the employees with non-financial rewards becomes a very important issue. Strengthening the perceived organizational support of employees is a good way for enterprises to improve their organizational citizenship behavior. This study offers the management of technological industry some perceived organizational supports to help employees benefit company automatically.
47
Kuan, Yen-Lei, and 管衍蕾. "A Study on the Relationship between Knowledge Management and Employee Job Satisfaction in Public Works Bureau of Tainan City Government." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/76854388997145050171.
Анотація:
碩士國立暨南國際大學
終身學習與人力資源發展碩士學位學程碩士在職專班
101
The main purpose of this study was to explore the relationship between Knowledge Management and Employee Job Satisfaction in Public Works Bureau of Tainan City Government, including: 1.understanding current relationship between knowledge management and employee job satisfaction; 2.understanding recognition variance in popularizing knowledge management for people of different backgrounds; 3.understanding variance in employee job satisfaction for people of different backgrounds; 4.analyzing the relationship between knowledge management and employee job satisfaction. This study was conducted based on questionnaire technique, using "the Relationship between Knowledge Management and Employee Job Satisfaction in Public Works Bureau of Tainan City Government" as a tool for data collection. 501 employees of Public Works Bureau of Tainan City Government were participated. 399 questionnaires were collected successfully, making the survey response rate 79.6%. The collected data were analyzed by SPSS12.0, with percentage, mean, standard deviation, t-test, one way ANOVA, Pearson's product-moment correlation and regression analysis. The analysis results indicated that： 1.employees can recognize knowledge management promoted by the bureau, especially in the information technology domain. 2.the employee job satisfaction is above the average, especially good in the "colleague relationship". 3.factors of the employee job satisfaction include age, educational background, job title, qualification, seniority. 4.the popularization of knowledge management are positively correlated with the employ job satisfaction, especially in "organizational culture". The result of our survey can help Tainan City Government realize the relationship between knowledge management and employee job satisfaction, and their ongoing researches in the future.
48
Lu, Jing. "An Investigation of Workplace Characteristics Influencing Knowledge Worker’s Sense of Belonging and Organizational Outcomes." Doctoral thesis, 2014. https://tud.qucosa.de/id/qucosa%3A28566.
Анотація:
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.
49
Setyaningsih, Rita Pawestri, and 林莉雅. "Job Satisfaction of Indonesian Workers in Taiwan." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/83818776237064256814.
Анотація:
碩士國立政治大學
亞太研究英語碩士學位學程(IMAS)
99
Among workers from four Southeast Asian countries in Taiwan, Indonesian workers constitute of the biggest group, especially those working in the care service sector. The trend of these workers has been associated with the growing number of the older population in Taiwan. As an Indonesian student studying in Taiwan, I took this opportunity to conduct research on the Indonesian care workers in Taiwan. This study tries to search whether the Indonesian workers are satisfied with their job as caretakers. It includes an overview of their job content, wage, personality job fitness, and supportive work condition. Data was collected by using survey and interviews, with a result of 42 respondents living in Taipei City by using a snowball approach, as well as interviews with an Indonesian representative and Taiwanese government officer. The data collected was analyzed by using cross tabulation and organizational behavior approaches. The study found some relationships between job satisfaction and other variables: i.e.: job contents or characteristics of the caretaking job (such as spends much energy, aggravates health condition, stressful, and restricts social contact with outside of the home), wage (expectation, regularity payment), personality job fit and supportive working condition (no days off and separated room). This study is very comprehensive. The interview results enriched the analyses. It will give much information not only to students, but also to lecturers, researchers and scholars who are interested in the field. It is also a useful resource for the Indonesian and Taiwanese governments to improve working conditions and worker satisfaction.
50
Huang, Li-Hsueh, and 黃麗雪. "A Study on Job Satisfaction and Job Involvement of Dispatched Workers." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/02591415320882224597.
Анотація:
碩士東吳大學
企業管理學系
95
Under globalized competition, the management strategies of enterprises must be flexible in order to obtain niches in a fast changing market. Due to tendencies of the policies of enterprises in reducing personnel cost, and the intensive demand of a large amount of manpower when the enterprises need sometimes, along with business employees no longer to work for and be loyal to only an employer in their careers, human resource management strategies are changing its polices from traditional lifetime employment to an employment policy with highly flexibility. The manpower dispatch industry then are coming up with the development of the tendency so that the demand of the new labor market can be satisfied. After dispatched manpower hired, it becomes the main concern of the companies whether the dispatched workers can be the benefit of their flexibilities of employment. This research participants includes regular workers and dispatched workers from high tech and financial industries with a total number of 302. The main purpose of this study is to examine if the dispatched workers have lower job satisfaction and job involvement than the regular workers respectively. Hopefully, the research results can be used as a reference for human resources management of dispatches workers of the enterprises. Moreover, this research investigates whether the contracted period of the dispatched workers affect their job satisfaction and job involvement. Likewise, it is hoped that this research results may provide as a reference for the enterprises in deciding the appropriate period for the contracts made for hiring dispatch workers. The major findings of this research are listed as follows： 1、In high tech industry, the dispatched workers had lower job satisfaction than the regular workers, but, in financial industry, the dispatched workers had higher satisfaction than the regular workers. 2、In high tech industry, the dispatched workers had lower job involvement than the regular workers, but, in financial industry, the dispatches workers with more ages had higher job involvement than the regular workers. 3、The contracted period of the dispatched workers did not have significant effects on job satisfaction and job involvement of the dispatched workers respectively.