Article

Disability, Workplace Characteristics and Job Satisfaction

June 2005
International Journal of Manpower 26(4)

DOI:10.1108/01437720510609537

Authors:

Statistics Canada

Purpose Previous research has shown that individuals with disabilities are likely to be less satisfied with their jobs as compared to the able‐bodied. None of them explain the reasons for this difference. The purpose of this paper is to contend that this might be due to certain factors such as discrimination, harassment, or other conditions at the workplace. It might also be due to lower relative incomes. Design/methodology/approach The paper uses nationally representative Canadian data and attempts to account for the low levels of job satisfaction among Canadians with disabilities. Findings The results show that when certain workplace characteristics are introduced into the model, individuals with a mobility disability are no longer likely to be less satisfied as compared to individuals without disabilities. However, the negative effect for certain other types of disabilities remains, though the magnitude decreases. It is concluded that absence of assistive technology or employer accommodations might be the reason for the remaining satisfaction difference between those with disabilities and the able‐bodied. Originality/value This paper adds to the existing literature on job satisfaction by studying the relationship between disability, workplace characteristics and job satisfaction.

Organizational Practices and Their Outcomes for Employees with Disabilities: A Review and Synthesis of Quantitative Studies

Article

Full-text available

Mar 2025
J OCCUP REHABIL

Purpose This review and synthesis aims to answer the following question: what do existing empirical studies tell us about the relationship between organizational practices and their outcomes in terms of the performance, well-being and sustainable employment of employees with disabilities? Methods This review builds on a scoping review of empirical studies of organizational practices aimed at the hiring and retention of people with disabilities. It focuses on a specific group of studies identified in the scoping review: studies examining outcomes of organizational practices for employees with disabilities (EWD). Additional selection criteria were: (1) studies focused on the performance, well-being and sustainable employment of EWD; (2) studies used quantitative methods; and (3) studies were published in high-quality journals. This resulted in 27 articles. Results Three clusters of organizational practices received most attention in the articles: workplace relations and organizational culture; accommodations; and leadership. The studies found significant positive and negative relationships between practices in these clusters and the three outcomes mentioned above. These empirical findings were supported by the theoretical perspectives used in the studies. Although diverse, most of these theoretical perspectives share their focus on interactions between individuals and their (work) environment. Discussion We recommend that future research into the outcomes of organizational practices for EWD should be both broader (examining more clusters of practices and their outcomes for people with and without disabilities) and deeper (examining similar practices-outcome combinations in different contexts). This will increase our understanding of what practices work for whom under what circumstances.

Job Satisfaction of Disabled and Non-disabled Employees: Satisfaction Levels and the Mediators

Article

Full-text available

Aug 2021

Despite increasing interest among researchers in the job satisfaction of disabled employees, surprisingly little attention has been directed to the difference in job satisfaction between disabled and non-disabled employees in Korea. This research intends to understand the levels of job satisfaction between employees with and without disability. Another important goal of the current research is to understand which job characteristics can explain the difference in job satisfaction between disabled and non-disabled employees. This paper analyzed Korean Labor and Income Panel Study (KLIPS) data collected in 2018. The result showed that disabled paid workers’ job satisfaction was lower than that of non-disabled workers. Mediation tests indicated that the difference in job satisfaction can be explained by several job properties such as lower monthly income, fewer fringe benefits, mismatch between job and skill, and greater proportion of part-time workers of disabled (vs. non-disabled) employees.

Performance Appraisal and Job Satisfaction for Workers Without and With Disabilities by Gender

Article

Full-text available

Feb 2021
SOC INDIC RES

This study analyses the effects of performance appraisal on the levels of job satisfaction reported by workers without and with disabilities (aged 16-64) by gender. Particularly, we are interested in investigating the impact of monetary rewards such as pay, bonuses, future raises and potential promotion on job satisfaction by disability status and checking differences by gender. Our data come from the German Socio-Economic Panel (SOEP) for the years 2004, 2008, 2011 and 2016. We estimate job satisfaction equations running a fixed effect "Probit Adapted OLS" model. We find that males with disabilities are less likely to be satisfied with their jobs when they are subject to performance appraisal with monetary effects (appraisals with both short and long-term rewards explain this result), whereas the opposite result is found for females with disabilities (in the case of receiving long-term rewards). We estimate the association of these performance appraisal schemes with recognition from superiors, and with their efforts, personal advances and pay, and we find a coherent pattern with previous results.

The Risk of Cardiovascular Disease Risk Among Adults with Vision Impairment from Low-, Middle- and High-Income Countries

Article

Jun 2024
OPHTHAL EPIDEMIOL

Purpose The limited evidence for cardiovascular disease (CVD) among adults with vision impairment (VI) has often been from developed countries using self-reported VI. This study evaluated the association of objectively-determined VI with the risk of CVD among adults from low-, middle-, and high-income countries. Methods Data were from 32,268 adults aged 30–74 years without CVD or blindness from China, Ghana, India, Mexico, Russian Federation, South Africa, and the United States during 2007–2010. VI and severe VI was defined as presenting visual acuity worse than 6/18, and 6/60, respectively. The Framingham risk algorithm was used to estimate the risk for incident CVD. Logistic regression was used to calculate odds ratios (OR) and 95% confidence intervals. Results The mean age of participants was 46.4 years, with half of them being women (49.3%). The age-adjusted prevalence of VI ranged from 1.1% (United States) to 14.2% (South Africa) while severe VI ranged from 0.4% (United States) to 4.5% (Ghana). In models adjusting for country, sociodemographic factors, waist girth, healthcare use, activities of daily living and other health-related factors, VI was associated with CVD risk ≥ 10% (OR = 1.69, 95% CI: 1.22–2.36). This observed association was largely consistent across countries (p = 0.119). The observed CVD risk was similar among adults with moderate or severe VI (OR = 0.95, 95% CI: 0.50–1.83). CVD risk was higher among adults with VI who were <65 years old (OR = 1.89, 95% CI: 1.36–2.63) or were employed (OR = 2.24, 95% CI: 1.58–3.16). Conclusions This cross-national study shows that individuals with VI are at high risk for future CVD.

The Impact of Paternity Leave on Employee Productivity in the Workplace: A Quantitative Study in Malaysia

Thesis

Full-text available

Sep 2023

Paternity leave is one of the topics discussed in society in this era. Paternity leave is also a benefit provided by the organisation and has been written into the law in other countries. However, Malaysia still has no law that states paternity leave, and not all organisations provide paternity leave to their employee. Maslow's Hierarchy of Needs Theory, Expectancy Theory and Herzberg's Two Factory Theory were adopted and incorporated in this study. A cross-sectional study is conducted whereby the data gathered is from the collection of questionnaires as the main instrument. The data was collected through an online survey. Participants of this study included 147 male individuals, 18 years old and above with working experience. The data collected was further analysed using SPSS software for descriptive statistics for each variable. The independent variable, namely: Paternity leave, had a significant effect on all the dependent variables, namely: Employee Productivity, Organisation Productivity and Employee Satisfaction. This study is crucial to guide other researchers in understanding better paternity leave in Malaysia. It is also beneficial for organisations, especially since management will start to provide paternity leave to their employees.

Self-Employment and Job Satisfaction Among Older, Disabled Europeans

Chapter

Jun 2023

Ricardo Pagan

Predictors of Job Satisfaction for People With Visual Impairments

Article

May 2023

Introduction: Job satisfaction research has focused on the general population or specific careers. Little attention has focused on the job satisfaction of persons with visual impairments, particularly using standardized measures of job satisfaction. This study examined how relationships with colleagues and supervisors, opportunities for advancement, and employee demographics predict job satisfaction for employees with visual impairments. Methods: Researchers analyzed data from 195 employed participants from a larger study on job retention and career advancement. The Brief Job Satisfaction Measure II measured job satisfaction, and predictor variables focused on relationships with colleagues and supervisors, promotion opportunities, and demographics. Researchers used multiple linear regression to identify predictors of job satisfaction. Results: Individuals with visual impairments had high job satisfaction if they believed colleagues treated them the same as sighted colleagues and had supervisor support. Underemployed individuals with visual impairments experienced lower job satisfaction. Employees who identified their race as other, those who experienced vision loss after their first job, and participants with an additional disability had higher job satisfaction. Discussion: Social interactions with colleagues and supervisors contributed to the job satisfaction of employees with visual impairments. These interactions may make employees with visual impairments feel comfortable asking for workplace accommodations and more integrated into the workspace. While income was not a predictor of job satisfaction, underemployment was, indicating that individuals with visual impairments may not have achieved their maximum vocational potential. Implications for Practitioners: Individuals with visual impairments and service providers should look for opportunities to promote social interactions at work. Training co-workers and supervisors about working with persons with visual impairments and accommodations could be beneficial. Vocational rehabilitation counselors should also ensure program participants have employment opportunities that are both economically sustainable and commensurate with their interests and abilities.

Araştırma Makalesi Görme Engelli İşgücü Açısından Çalışmanın Anlamı ve İşlevleri: Nitel Bir Araştırma The Meaning and Functions of Work for the Visually Disabled Labor: A Qualitative Research

Article

Full-text available

Jan 2023

z Çalışmak, gelir, sosyal statü, sosyal ilişkiler ve topluma aidiyet duygusu gibi pek çok önemli bireysel, ekonomik ve psiko-sosyal işlevleri yerine getirmektedir. Bütün bu işlevleri ile çalışmak, (görme) engellilerin de toplumla bağının kopmaması, toplumsal yaşama katılmasında merkezi rol oynamaktadır. Bu çalışma, nitel araştırma yöntemi ile çalışma yaşamına aktif olarak katılan görme engelli bireylerin çalışmayı nasıl anlamlandırdıkları, çalışmanın engelli bireyler için işlevlerini incelemekte ve ortaya koymaktadır. Bulgular, görme engelli bireyler için "çalışma"nın anlamlı ve önemli olduğunu göstermektedir. Çalışmak, para kazanmanın ötesinde, görme engelli olmanın yol açtığı olumsuz psikolojik, sosyal, duyusal sonuçları bertaraf etmede ve yaşadıkları topluma dahil olma duygusunu pekiştirmede değerli bir işlev görmektedir. [Görme] engellilere yönelik önyargılı işveren/iş arkadaşı tutumlarının varlığı ve işyeri düzenlemelerinin (görme) engeline göre yapılmaması gibi olumsuzluklar, "çalışma"nın görme engelli çalışanlar açısından psiko-sosyal, bireysel faydalarını azalttığı çalışmada ulaşılan diğer bulgulardır. Anahtar kelimeler: Görme engelliler, çalışmanın anlamı, çalışmanın işlevleri, nitel araştırma Abstract Working provides income, social status, social relations, and a sense of belonging to society, among other important individual, economic, and psycho-social functions. Working with all these functions plays a central role in the (visually) disabled people's keeping their ties with society and participating in social life. The study examines and reveals how visually impaired individuals actively participating in working life make sense of work and the functions of work for them with the qualitative research method. Findings show that "work" is meaningful and important for visually impaired individuals. Working, beyond earning money, has a valuable function in eliminating the negative psychological, social, and sensory consequences of not seeing and reinforcing the sense of being included in the society they live in. The presence of negative attitudes such as prejudiced employer/colleague attitudes towards the [visually] disabled and the lack of workplace arrangements according to the (visually) disabled are other findings of the study, which reduces the psycho-social and individual benefits of work for visually impaired employees.

GÖRME ENGELLİ İŞGÜCÜ AÇISINDAN ÇALIŞMANIN ANLAMI VE İŞLEVLERİ: NİTEL BİR ARAŞTIRMA

Article

Full-text available

Oct 2022

Çalışmak, gelir, sosyal statü, sosyal ilişkiler ve topluma aidiyet duygusu gibi pek çok önemli bireysel, ekonomik ve psiko-sosyal işlevleri yerine getirmektedir. Bütün bu işlevleri ile çalışmak, (görme) engellilerin de toplumla bağının kopmaması, toplumsal yaşama katılmasında merkezi rol oynamaktadır. Çalışma, nitel araştırma yöntemi ile çalışma yaşamına aktif katılan görme engelli bireylerin çalışmayı nasıl anlamlandırdıkları, çalışmanın onlar için işlevleri incelemekte ve ortaya koymaktadır. Bulgular, görme engelli bireyler için “çalışma”nın anlamlı ve önemli olduğunu göstermektedir. Çalışmak, para kazanmanın ötesinde, gör(e)memenin yol açtığı olumsuz psikolojik, sosyal, duyusal sonuçları bertaraf etmede ve yaşadıkları topluma dahil olma duygusunu pekiştirmede değerli bir işlev görmektedir. [Görme] engellilere yönelik önyargılı işveren/iş arkadaşı tutumlarının ve işyeri düzenlemelerinin (görme) engeline göre yapılmaması gibi olumsuzlukların varlığı ise, çalışmanın görme engelli çalışanlar açısından psiko-sosyal, bireysel faydalarını azalttığı çalışmada ulaşılan diğer bulgulardır.

THE MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT ON THE RELATIONSHIP BETWEEN BENEVOLENT LEADERSHIP AND WELL-BEING IN THE CONTEXT OF EMPLOYEES WITH DISABILITIES

Article

Full-text available

Aug 2021

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being.Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

Human Resource Practices, Job Satisfaction and Perceived Discrimination(s) at the Workplace

Article

Full-text available

Aug 2020

This research contributes to the debate in the human resources management (HRM) literature by examining the impact of some HRM practices on workers’ overall job satisfaction and the determinants of workers’ perception of discrimination. The novelty of our study consists in the deepening of the relation between HRM practices and the employees’ perception of discrimination in workplace: a largely unexplored topic, until now. Our aim is to add value to existing literature by assessing the synergy effect between perception of discrimination and HRM practices on workers’ job satisfaction, performing a probit regression analysis of a selection of variables drawn from the sixth wave of European Working Condition Survey data, collected in 2015. We also provide a comparison of different types of discrimination, examining the moderating effect of the perception of discrimination on the relationship between HRM practices and employees’ job satisfaction, assuming that the strength of the above relation is weaker for discriminated workers. Our findings highlight that HRM practices we analysed (except for autonomy of the work-group and job-intensity) have a positive impact on workers’ satisfaction and reduce the perception of discrimination. Moreover, we find that the perception of every kind of discrimination have a negative impact on workers’ job satisfaction. Our results also suggest that the perception of discrimination has a moderator role in the relation between HRM practices and job satisfaction. Policy implications are finally discussed.

Workers with disabilities

Chapter

Mar 2020

Analysis of Factors Affecting Job Satisfaction for Sustainable Workforce Development: Insights from IT Industry Employee Reviews

Article

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Feb 2025

This study explores the determinants of job satisfaction among IT industry employees in the U.S. and South Korea, focusing on how cultural and socio-economic contexts influence employee well-being and organizational sustainability. Given the high turnover rates in the IT industry, understanding the key factors affecting job satisfaction and dissatisfaction is critical for promoting sustainable organizational practices. By comparing reviews from Glassdoor and Jobplanet, this study uncovers cultural and organizational differences that directly affect employee retention and job satisfaction, offering actionable insights for multinational IT companies seeking to align their strategies with sustainable HR practices. The research utilizes Contextualized Topic Modeling (CTM), a cutting-edge method leveraging Sentence-BERT embeddings, to analyze user-generated reviews. CTM identifies key topics such as attendance management, career development, organizational culture, welfare support, salary, and job autonomy, revealing distinct cultural influences. For example, attendance management and organizational culture positively influenced job satisfaction in U.S. companies, while welfare benefits were more significant in the U.S. than in South Korea. Salary had a positive effect in South Korea but a negative effect in the U.S. The comparative analysis also highlights the higher satisfaction levels among current employees, underscoring factors critical for long-term retention. This study contributes to the literature by leveraging user-generated content to reveal context-specific factors, including new elements such as “technological capabilities” and “location and accessibility,” which are often overlooked in traditional survey-based research. The findings provide actionable insights for IT companies to refine HR practices in ways that enhance employee satisfaction, contributing to both organizational sustainability and the well-being of employees.

Görme Engelli Ruh Sağlığı Çalışanlarının Mesleki Deneyimlerine İlişkin Görüşlerinin DeğerlendirilmesiEvaluation of Visually Impaired Mental Health Professionals’ View on Professional Experiences

Article

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Dec 2023

Çalışma hayatının sorunları genel olarak sanayi devriminin başlangıcından bu yana hem ulusal hem de uluslararası düzlemde birçok boyutuyla tartışılmaktadır. Bugün gelinen noktada her ne kadar birçok ilerleme kaydedilmiş gibi görünse de halen önemli bir tartışma alanı olarak güncelliğini korumaktadır. Bireyin günlük hayatını devam ettirebilmesi ve insan onuruna yaraşır bir iş ihtiyacı tartışmalarının gölgesinde gündeme gelen bir başka konu ise dezavantajlıların sistem içerisinde karşılaştıkları zorluklardır. Çalışma hayatının rekabete dayalı ve sürekli yüksek performans odaklı bir alan olarak tanımlanması, süreci engelliler için daha da zorlaştırmaktadır. Bu çerçevede çalışmada, görme engelli bireylerin çalışma hayatı içerisinde yaşadıkları deneyimlere odaklanılmış ve bu deneyimlere yönelik değerlendirmeleri ele alınmaya çalışılmıştır. Nitel araştırma desenli yürütülen çalışmada ruh sağlığı alanında çalışan 10 görme engelli uzmana ulaşılmıştır. Araştırma bulgularından hareketle, uzmanların mesleki deneyimlerinin şekillenmesinde görme engelli olmaları yanında çalışma ortamları, mesleki rollerini uygulamaya aktarabilmeleri noktasında kurumların sağladığı imkânlar, danışanların özellikleri ve ihtiyaçları gibi hususların da belirleyici olduğu görülmüştür.

The Determinants of wages among disabled Americans in Non-STEM and STEM occupations

Article

Full-text available

Sep 2023

Omar Lopez

BACKGROUND: More than 1 in 4 adult Americans have a disability limiting their daily functioning to earn living wages. Meanwhile, the shortage of U.S. professionals in STEM fields persists because of underrepresentation of specific groups, such as racial and ethnic minorities, women, and people with disabilities. OBJECTIVE: The study investigates the determinants of wages among Americans with disabilities in non-STEM and STEM occupations to explore the feasibility of broadening their participation in STEM careers where they may earn higher wages and thereby, close the wage-gap with their non-disabled peers. METHODS: The study used a research design based on Mincer’s earnings regression model to analyze select variables as wage determinants based on data from the 2018 American Community Survey (ACS). RESULTS: While the findings suggest that within the Americans with disabilities group, working in a STEM occupation with a college degree in a STEM field was the best route to attain maximum wages, significant wage disparities exist compared to Americans without disabilities. CONCLUSION: Implications of the findings for Vocational Rehabilitation providers are discussed.

Discrimination in access to employment for graduates with disabilities: proposals for improvement

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Jun 2023

Public Service Rewards System and Workers' Satisfaction in Rivers State Civil Service, Port Harcourt, Rivers State, Nigeria

Article

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Dec 2022

Specifically, the purpose of this research was to determine which aspects of the public service incentives system in Rivers State, Port Harcourt, would contribute to employee happiness. There were a total of 327 responders, and they were all given a questionnaire that they could fill out on their own time. There was an 89% return on the survey's initial query. All of the predictors showed a substantial contribution to employee satisfaction in the Rivers State Civil Service, according to regression and Pearson correlation analyses. Employee satisfaction was found to be highest with regard to salary and lowest with regard to bonuses and other incentives. The results show that a company's rewards system has a positive effect on how happy workers are with their jobs. Introduction The level of employee satisfaction is a hot topic in management, psychology, and especially in the fields of organizational behavior and human resource management. Management should prioritize employees' happiness and well-being by considering both financial and in-kind benefits. Workers' happiness and the public sector's reward system are often discussed together. Reward programs for government employees have been shown to increase morale and job satisfaction. Danish and Usman (2010) say that the rewards system is the most variable way to keep workers' morale and enthusiasm high.

The Power of Compensation System (CS) on Employee Satisfaction (ES): The Mediating Role of Employee Motivation (EM)

Article

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Nov 2022

The compensation system, employee motivation, and employee satisfaction have received much attention from academics for many years. Existing research, however, does not yet detail the mediation effect of employee motivation on the relationship between the entire compensation system and employee satisfaction. The study explores the influence of the compensation structure on employee satisfaction using employee motivation as mediation. This research embraced a quantitative design, positivism paradigm, deductive approach, and explanatory research. Cross-sectional data from 100 employees were drawn with a random sampling technique using a self-administered survey questionnaire. First, in sequence of analysis, descriptive statistics were conducted. After that, a reliability test was used to test internal consistency. Finally, a correlation test, direct effect, indirect effect, and total effect were used to test the hypotheses at the 0.05 level while analyzing the data. The findings show that the compensation system has a favorable impact on employee satisfaction by partially mediating motivation. Concurrently, this study establishes awareness intending to revise a robust compensation strategy so that employee morale, engagement will increase and turnover will reduce. The study outcomes will assist policymakers in improving the situation of the existing workforce in insurance companies and other financial companies in Bangladesh.

La co-construction : une réponse à l’écart entre les discours et la réalité en matière de politique de handicap dans les organisations contemporaines

Article

Full-text available

May 2022

Peu d’articles cherchent à rendre compte de la politique du handicap dans toute sa complexité. L’approche part trop souvent d’un regard en surplomb au sein duquel la performance du salarié handicapé est évoquée sans vraiment la qualifier. On a donc tendance à homogénéiser toute forme de handicap et à en oublier la diversité des manifestations. Dans la majorité des cas, la solution apportée se résume à l’aménagement du poste de travail (Richard, 2016). Ce type d’approche favorise le développement d’un phénomène que d’aucuns qualifient, de nos jours, en anglais, de : « disable washing ». Ce phénomène se caractérise par un marketing des ressources humaines dont l’objectif est de séduire les parties prenantes, les candidats potentiels et les salariés en situation de handicap, au détriment des moyens pouvant satisfaire les besoins de ces derniers ; il met aussi en évidence les biais possibles que peuvent prendre certaines organisations par ailleurs reconnues comme « handi-accueillantes ». Face à ces constats, cet article propose une approche qui privilégie la co-construction en matière de politique du handicap, pour mettre fin à une forme de myopie qui existe dans les univers organisés contemporains par rapport à cette question.

Dünyada ve Türkiye’de Kültürel Bir Değer Olarak Çingenelik/Romanlık Kavramı ve Hofstede’nin Kültürel Boyutları Açısından Bir Değerlendirme

Conference Paper

Full-text available

Jul 2019

Kaya Ali Lekesizgöz

In this study, firstly, It is anonymized although, not necessarily attributed and again in the same way the historical process of the terms of “the gypsies”, sometimes as “romans”, will be told as a legacy of Ottoman heritage and so called “72,5 Nations” in the multi-cultural enviroment in Turkey with cultural paradigmas. Aftermath, the society which mentioned above will be analyzed in the light of academical results with Cultural Dimensions of whom developed by Hofstede.

Beden Eğitimi ve Spor Öğretmenleri ile Diğer Branş Öğretmenlerinin Mobbing ve Örgütsel İklim Algısının İncelenmesi. Analysis of Physical Education and Sports Teachers’ and Other Branch Teachers Mobbing and Organizational Climate Perception

Article

Full-text available

Aug 2021

Mahmut Gulle

ZET Amaç: Bu çalışmada, Hatay ilinde görev yapan beden eğitimi ve spor öğretmenleri ile diğer branş öğretmenlerinin okul ortamında maruz kalabilecekleri mobbing ile örgütsel iklim algılarının belirlenmesi ve aralarındaki ilişkinin incelenmesi amaçlanmıştır. Yöntem: Araştırmanın evrenini 2019-2020 eğitim-öğretim yılında eğitim veren toplam 892 öğretmen oluşturmaktadır. Örneklem ise Hatay, Osmaniye ve Kilis il ve ilçe merkezlerinde görev yapan; tesadüfi örneklem yöntemi ile seçilen 297 beden eğitimi ve spor öğretmeni, 172 görsel sanatlar, 184 müzik öğretmeni olmak üzere toplamda 653 öğretmen oluşturmuştur. Araştırmada veri toplama aracı olarak Einarsen ve Raknes (1997) tarafından geliştirilen, Cemaloğlu (2007) tarafından Türkçeye uyarlanan Olumsuz Davranışlar Anketi "NAQ (Negative Acts Questionnaire)" ile Steve Hoy ve Tarter (1997) tarafından geliştirilen, Yılmaz ve Altınkurt (2013) tarafından Türkçeye uyarlanan "Örgütsel İklim Ölçeği (ÖİÖ)" kullanılmıştır. Bulgular ve Sonuç: Alt problemlere bağlı verilerin çözümlenmesinde t-testi, tek yönlü varyans analizi (Oneway ANOVA) ve korelasyon analizi uygulanmıştır. Araştırma sonucunda, öğretmenlerin Olumsuz Davranışlar Anketi ve Örgütsel İklim Ölçeği puan ortalamaları dikkate alındığında; cinsiyet ve branş farklılıkları arasında anlamlı farklılık olduğu tespit edilmiştir.

Exploring the Effects of a Modified Higher Education Performance Service Quality Model on Organisational Sustainability: The Case of Malaysian Polytechnics

Article

Full-text available

Jul 2021

Higher education service quality and performance in technical and vocational education and training (TVET) is critical for developing human capital for economic survival; however, the effects of service quality on organisational performance are still unclear. Furthermore, neglecting employee soft factors and ignoring higher education-specific models have hindered efforts to develop a comprehensive model for service quality excellence in order to improve higher education performance for organisations. This study aims to assess higher education service quality based on a modified higher education performance (modified HEdPERF) model, as well as consideration of the mediating effects of soft factors (i.e., job satisfaction and organisational commitment) in Malaysian polytechnic institutions. Based on random sampling, 214 department heads from 33 polytechnic institutes in Malaysia participated in this study. Data were collected through self-administered questionnaires and were analysed using AMOS. The results uncover that service quality significantly affects job satisfaction, thus positively affecting organisational commitment, which enhances organisational performance sustainability. The findings also reveal that job satisfaction fully mediates the relationship between service quality and organisational commitment. Similarly, organisational commitment fully mediates the relationship between job satisfaction and organisational performance sustainability. The results have important implications for enhancing organisational performance sustainability in a TVET context when implementing the modified HEdPERF service quality model with simultaneous attention paid towards employee soft factors.

Gender differences in job satisfaction among disabled workers

Article

Full-text available

Jun 2021
PLOS ONE

This paper explores the association between job satisfaction and gender for workers with disabilities, using data from the Panel Survey of Employment for the Disabled, which interviews officially registered persons with disabilities in Korea. To take full advantage of the longitudinal data, we apply random-effects ordered probit models to investigate the underlying factors that affect gender differentials in job satisfaction. Our findings reveal that merely different work values between women and men do not account for the significantly higher job satisfaction among women. We suggest that workers’ expectations play a role in explaining why female workers are happier in the workplace than their male counterparts; that is, holding other factors constant, women’s expectations from jobs are lower than men’s. This hypothesis is partially supported by the empirical analyses that gender differentials diminish among the highly educated workers, for whom there is less likely to be a gender gap in terms of job expectations.

Strategies for Overcoming Employee Turnover: Case-study of a Tea Manufacturing Company

Conference Paper

Full-text available

Apr 2021

This study explores the employee turnover of a tea manufacturing company in Sri Lanka (MND). This study identifies the factors that contribute to the labour turnover of MND and propose strategies to overcome the high employee turnover through incorporating a qualitative case study approach, adopting Person Environment Fit Theory (PEFT). The factors which affect labour turnover are: heavy work load and high work pressure, low wage rate, long working hours, unclear job roles, less appealing work environment, lack of opportunity for career development, lack of fringe benefits, weak relationship with supervisors and weak relationship with peers. Among the above factors the working environment; relationships with supervisors and team members did not have a major impact on triggering employee turnover. This study also illuminates the strategies that to overcome the high employee turnover: easing off the pressure put on employees to reach targets by hiring the required number of employees; paying an industry par wage rate; giving appropriate breaks for employees to ensure that they are not over worked; and offering a job role for employees specifying the tasks expected by them. To strengthen person organization fit, MND could improve the work environment, provide opportunities for employees to develop their career, providing more fringe benefits. However, our study identified that person team fit and person supervisor fit did not have a significant impact in the increase of labour turnover at MND. 2

Job Satisfaction and Sexual Orientation in Britain

Article

Full-text available

Feb 2021

Studies looking at patterns of labour market outcomes among lesbian, gay and bisexual (LGB) individuals focus mostly on earnings, while non-pecuniary outcomes of LGB individuals have remained a relatively under-researched area. Using the latest wave of the Workplace Employment Relations Study (WERS), this article investigates the job satisfaction levels of LGB individuals compared to their heterosexual peers for the first time in Britain. The results show significantly lower job satisfaction levels only for bisexual men, compared to their heterosexual counterparts. Moreover, the findings do not show a direct impact of LGB(T)-related workplace policies on job satisfaction levels.

Work, Leisure, and Life Satisfaction for Employees with Physical Disabilities in South Korea

Article

Full-text available

Jan 2021

Empirical studies on work-life balance (WLB) among employees without disabilities are abundant; in contrast, insufficient research exists on WLB and quality of life issues among employees with physical disabilities from Asian countries. This study used a nation-wide survey to examine how job satisfaction, leisure satisfaction, and satisfaction with family relationships, and satisfaction with friend relationships were positively associated with life satisfaction among employees with physical disabilities in South Korea. The results of the study demonstrated that job satisfaction, leisure satisfaction, and family and friend relationships contributed significantly to the life satisfaction of employees with physical disabilities. Job satisfaction and leisure satisfaction were positively correlated (Pearson’s r = .606). Participants who were satisfied with job and leisure were 16.86 times [95% confidence interval (CI): 10.04–28.31)] more likely to be satisfied with their lives compared to those who were not satisfied with either their jobs or leisure activities. Participants satisfied with either their jobs or leisure activities were 4.49 times (OR 4.49, 95% CI: 2.64–7.65) more likely to be satisfied with their lives compared to those not satisfied with either their jobs or leisure activities. These findings suggest that managing a healthy balance between work and leisure may are critical to enhancing life satisfaction among the population with disabilities. Future research should include cross-cultural studies with sub-dimensions of the measurement scales to improve life satisfaction in this population.

Analysis of the Effect of Compensation on Twitter Based on Job Satisfaction on Sustainable Development of Employees Using Data Mining Methods

Article

Full-text available

Jun 2020

It is very important that the managers responsible for the performance of their employees know the reasons that affect their job satisfaction in order to carry the organizations to the future and continuity. From this point, the involvement of employees in the development of the organization, the achievement or dissatisfaction of loyalties depends on the people in the Organization. It has shown on various events that one of the ways to deal with get the best execution out of agents is to make them pleasant and perky. Workers everything being equivalent and levels of pay continue getting dynamically hopeless at work - an extended stretch example that should concern supervisors. How, by then do directors make satisfied agents? Since pay has been a fundamental thought of pushing delegates in an Organization. The present investigation broke down the issue of pay and compensation based satisfaction. Data was accumulated and separated similar to drawing in experiences, and the analysis of the data was done through the SPSS package program with a 95% confidence interval. Chi-square test was used to investigate with frequencies and explanatory information. The other purpose of this study is to examine the tweets of people who use social media, based on their own declarations, who have a high job satisfaction due to their salary, and those who work with less salary, and as a result of the analysis on tweets sent by these people, the employees who love their job are distinctive. to make clear differences. In this study, data mining, machine learning and data science methods are applied to data captured on Twitter. A total of 142,656 tweets were made and these tweets were worked on. Among the applied algorithms, the highest success rate belongs to the Grandient Boosted Tree and it can accurately classify on a nearly balanced and bipolar dataset with a success over 99%. As a result of the applied machine learning algorithms, it was observed that there was a significant difference between the sentence structures, the words used and the posts made by those who were satisfied and dissatisfied with the salary they received. Thanks to machine learning, people who have high job satisfaction and who do not have high job satisfaction can be learned by analyzing their twitter accounts. Other machine learning algorithms can also be attempted when sufficient hardware capacity is available. Techniques have used to test the importance of association among pay and compensation based satisfaction. The result demonstrated that there is no significant association among compensation and delegate occupation satisfaction among the respondents. In any case portions of pay, for instance, livelihood improvement and business dependability were significant contributing factors to delegate occupation satisfaction. The assessment recommended that better conveyor headway openings should be given to the agents to assemble work satisfaction.

Working women with disabilities: evidence from the Jordanian public sector

Article

Jun 2020
Int J Organ Anal

Purpose This study aims to identify the level of human resource management difficulties (job suitability, training and development, motivation and performance appraisal) women employees with disabilities face in the Jordanian public sector, the satisfaction of the availability of the work facilities, difficulties they face when interacting with supervisors and colleagues as well as with clients at work. Design/methodology/approach A descriptive analytical approach has been used through designing a questionnaire aimed to examine the study dimensions. A random convenient sample of 306 women with disabilities was chosen. Data were analyzed using SPSS software. Findings Analysis revealed that the overall level of human resource management difficulties in the Jordanian public sector as perceived by women with disabilities was moderate (mean = 3). The participants reported a moderate level of assessment (mean = 2.80) about the availability of the work facilities. In addition, they showed a moderate level of satisfaction about both the treatment they receive from supervisors and colleagues as well as from clients with mean values of 2.85 and 2.91, respectively. The participants with physical disability and who hold administrative jobs reported higher level of difficulties of human resources management. Data showed that about 82% of women with disabilities were hired based on a social/humanitarian base instead of merit system. Practical implications This study has a significant practical contribution in providing information that will help policy makers and human resource managers to identify job-related difficulties and develop policies and programs to alleviate them to provide a better work environment to integrate employees with disabilities. Originality/value This study has a crucial value in filling the knowledge gap in examining the work-life of persons with disabilities in Jordan and in the Arab world.

Indicators to evaluate the labor insertion of people with disabilities in conventional companies in Spain: A Delphi study

Article

Full-text available

May 2025
PLOS ONE

Introduction The level of labor integration of people with disability (PwD) is notably lower than that of people without disabilities. In order to evaluate the success of the labor market integration of people with disabilities, it is necessary to establish a series of indicators that go beyond hiring rates. Hence, the objective of this study is to develop a list of indicators with their specified individual weight that will serve to evaluate the success of the labor market insertion of PwD in conventional companies. Methodology The Delphi method was used. In Phase 1, an open-ended questionnaire was distributed to 48 human resources and disability experts. From this qualitative analysis, a list of 52 indicators was drawn up and the experts were asked to evaluate their importance using a scale from 0 to 10 points. The convergence of opinion was obtained in the third phase. To evaluate the degree of stability of the experts’ responses in the different phases, the Wilcoxon test was applied. Finally, a factor analysis was carried out in relation to the indicators. Results After the development of the three phases and the factor analysis, a list of 26 indicators was obtained to measure the success of inclusive employability, structured in four factors: Work Performance, Labor Management, Social and Organizational Impact, Competency Assessment. Conclusions This project has provided a list of indicators that can be the basis for the creation of a scale to assess the successful integration of people with disabilities in the conventional company.

Association between Job Satisfaction and Stress or Depressive Symptom of Employed Persons with Disabilities: Findings from the Panel Survey of Employment for the Disabled 2016–2023

Article

Full-text available

Oct 2024

Background This study conducted a longitudinal analysis of the association between job satisfaction and stress or depressive symptoms of employed persons with disabilities (PWDs) based on the data from the 1st to 8th Pannel Survey of Employment for the Disabled (PSED). Methods After excluding missing values, data on 1614 participants at baseline (1st wave) were analyzed using the chi-square test and generalized estimating equation (GEE) model for data from 1st to 8thPSED. Results It was found that for each one-unit increase in the job satisfaction score, the stress scale decreased by 0.004 (B: −0.004, 95% CI: −0.006–−0.002, p-value: < 0.0001). Compared to the very high job satisfaction group, the low job satisfaction group was more likely to experience perceived stress (odds ratio [OR]: 2.127, p-value: 0.001) and experience depressive symptoms (OR: 3.557, p-value < 0.0001). Furthermore, in terms of the overall satisfaction with their current job among the PWDs, compared to the ‘satisfied’ group, the ‘unsatisfied’ group had higher perceived stress (OR: 1.593, p-value < 0.0001) and depressive symptoms (OR: 2.688, p-value < 0.0001). Conclusions There was a close association between job satisfaction and stress or depressive symptoms among employed PWDS. This study’s findings may serve as foundational research to support improving mental health in this population. In addition, it is anticipated that these findings can be used as evidence to improve the work environment for PWDs within the context of Korean corporate culture.

Inclusive entrepreneurship ecosystem for PwDs: a reflection on SDGs

Article

Jul 2024
INT J MANPOWER

Purpose People with disabilities (PwDs) encounter several impediments to employment prospects, contributing to India's huge employment gap. Entrepreneurship offers a different avenue for PwDs to overcome these constraints. Entrepreneurship Support Organizations (ESOs) play a significant role in assisting PwD entrepreneurs. The present study aims to explore challenges encountered by entrepreneurs with disabilities (EwDs) in starting or sustaining a business in an Indian ecosystem. The study further aims to examine the status of entrepreneurial outcomes while comprehending the intersection of the challenges of disability and entrepreneurship. The study draws on stakeholder and social identity theories to understand this critical connection. Design/methodology/approach A qualitative approach is applied to study the phenomenon. Semi-structured interviews were conducted with 13 EWDs and 5 ESOs to explore the challenges faced and the available support in the Indian context. The study explores the level of coordination and roles these organizations play in fostering an entrepreneurial culture for PWDs. Findings The research findings explore novel challenges and facilitators of entrepreneurial pursuits of EwDs. The study further offers implications for policymakers to foster inclusive infrastructure, financial institutions to provide accessible credit options, and ESOs to amplify tailored assistance. Importantly, these dynamics have implications for advancing relevant Sustainable Development Goals. Originality/value The intersectional lens of disability and entrepreneurial challenges offered to study PwD entrepreneurship highlights new directions for exploring the phenomenon in deeper detail. Further, the theoretical underpinnings of stakeholder and social identity theories provide practical and indispensable insights into the phenomenon.

Managing Employees with Disabilities: The Impact of Employer Behavior and Workplace Climate from an Employee Perspective in Israel

Chapter

Jun 2024

Eslam Hujerat

Self-Employment and Job Satisfaction Among Older, Disabled Europeans

Chapter

Feb 2024

Ricardo Pagan

Effective Strategies for Managing Workload and stress

Chapter

Full-text available

Feb 2024

Depending on various factors in the workplace, employees are exposed to some effects such as stress and workload. The main purpose of this study is one way to explore whether stress and workload encountered in working life can cause many physical, mental, and spiritual effects on employees, and the other is determining which strategies can be developed regarding stress and workload. Within the scope of the study, concepts of stress and workload were defined within a literature review. This study tries to sort and classify which strategies could be used when faced with stress and workload. It is possible that effective strategies applied when encountering negative situations in organizations where the employees are able to cope with stress and workload will result in positive outcomes. Managing of both concepts is possible with the help of effective strategies.

gülseda köse stress

Chapter

Feb 2024

فاعلية برنامج إرشادي لتنمية مهارات ريادة الأعمال لدى المقبلين على التخرج من الصم والبكم بمحافظة الشرقية

Article

Apr 2023

Violencia y acoso sexual en el mundo del trabajo a mujeres con discapacidad en Perú a propósito del Convenio N°190 de la OIT

Article

Full-text available

Apr 2023

Astrid Carolina Flores Huamani

La problemática del acoso sexual laboral a las mujeres con discapacidad particularidades específicas como la doble vulnerabilidad (ser mujer y tener discapacidad), la falta de reconocimiento social de los derechos sexuales y reproductivos, la invisibilización del colectivo en los datos estadísticos en los Ministerios. Por consiguiente, el objetivo general de la presente investigación cualitativa es determinar si la normativa laboral peruana respeta, promueve y asegura el derecho a las mujeres con discapacidad a un trabajo libre de violencia y acoso en conformidad con el Convenio N°190 de la OIT. Es por ello que la herramienta de recolección de datos será 01 cuestionario aplicado a 30 mujeres con discapacidad. Por ultimo, El problema del acoso sexual en el trabajo de las mujeres con discapacidad tiene características específicas como la doble vulnerabilidad (ser mujer y tener una discapacidad), la falta de reconocimiento social de los derechos sexuales y reproductivos, y la invisibilidad del grupo en los datos estadísticos de los Ministerios. Por lo tanto, el objetivo general de esta investigación cualitativa es determinar si la legislación laboral peruana respeta, promueve y garantiza el derecho de las mujeres con discapacidad al trabajo libre de violencia y acoso de acuerdo con el Convenio 190 de la OIT. La herramienta de recolección de datos será un cuestionario aplicado a 30 mujeres con discapacidad.

Effective Strategies for Managing Workload and Stress

Chapter

Jun 2022

QUALITY CHANGES THROUGH RESEARCH– EXPERIENCES EXPECTATIONS AND ENHANCEMENT

Book

Full-text available

Mar 2014

QUALITY CHANGES THROUGH RESEARCH– EXPERIENCES, EXPECTATIONS & ENHANCEMENT Editors DR.P.R.MUTHUSWAMY Conference Director & Principal Dr.N.G.P.Arts & Science College DR.V.RAMAKRISHNAN Conference Director & Principal Dr.N.G.P.College of Education DR.S.SARAVANAN Organising Secretary& Head, Commerce (IT) Dr.N.G.P.Arts & Science College DR.V.SHANMUGARAJU Organising Secretary& Head, Biotechnology Dr.N.G.P.Arts & Science College K.JAISHREE Joint Secretary& Assistant Professor Dr.N.G.P.College of Education K.PRABHU Joint Secretary& Assistant Professor Dr.N.G.P.College of Education

Réduire la stigmatisation de la maladie mentale : du contact imaginé au contact incarné

Thesis

Oct 2020

Jennifer Schuhl

Réduire la stigmatisation des personnes en situation de handicap est un enjeu de société important mais complexe, qui nécessite des interventions efficaces. Cette question de la stigmatisation préoccupe également les entreprises. Pour favoriser l'accès à l'emploi des personnes en situation de handicap et leur maintien en emploi, il semble nécessaire de réduire leur stigmatisation. Les travaux de recherche sur les relations intergroupes des cinquante dernières années ont montré que les personnes en contact avec des membres exogroupes, réduisent les stéréotypes et préjugés à leur égard, dès les premiers contacts, et face à des groupes variés. Par la suite, d'autres études se sont intéressées au contact indirect comme le contact via une vidéo ou le contact imaginé. Ces contacts indirects seraient également efficaces pour réduire les préjugés face à un exogroupe, mais parfois dans une moindre mesure. Pour renforcer les études sur le contact intergroupe comme moyen de réduire les préjugés face au handicap, nos travaux se sont intéressés aux contacts imaginé, vidéo et incarné, avec comme objectif d'adresser certaines limites existantes dans ce champ de recherche. La thèse principale défendue ici stipule que les effets du contact imaginé, relevant principalement de l'élaboration et de l'imagination, se maintiendraient à long terme. De plus, outre la réduction des préjugés par un changement de perspective cognitive (i.e. contact vidéo et imaginé), le changement de perspective corporelle serait également un moyen efficace de réduire les préjugés (i.e. contact incarné). Ces interventions sont efficaces pour réduire les préjugés face au handicap chez des salariés d'entreprise, et donc généralisables hors du milieu sanitaire et médico-social. Pour soutenir cette thèse, les effets du contact imaginé ont été étudiés en lien avec le niveau d'élaboration cognitive de la tâche d'imagination, afin de comprendre la place de ce processus dans la diminution des attitudes négatives face à la maladie mentale (étude 1). Les effets du contact imaginé ont ensuite été étudiés à moyen terme (étude 2) puis, afin d'en généraliser au maximum les effets, à plus long terme et chez des salariés (étude 3). Le contact vidéo a également été étudié à court, moyen et long terme chez des salariés (étude 3). Par la suite, une action de sensibilisation proposée en entreprise, visant à permettre aux salariés de changer de perspective à un niveau corporel, en réalisant un atelier de cuisine en situation de handicap, a été testée (étude 4). Enfin, de façon plus exploratoire et fondamentale, le contact incarné a été étudié par la mise en situation de handicap dans une tâche d'immobilisation, chez des étudiants (étude 5).Nos résultats ont permis de renforcer la validité du contact imaginé, comme relevant principalement de l'imagination et de l'élaboration dans la tâche, et de fait pas d'un effet de demande expérimentale. Les effets du contact imaginé sur la réduction de la stigmatisation de la maladie mentale ont également été montrés à long terme, sur plus de six mois, et ont été généralisés à des salariés d'une grande entreprise du secteur de l'énergie (i.e. hors du secteur sanitaire et médico-social). Toutefois, le contact imaginé n'a pas permis de réduire les biais implicites face à la maladie mentale dans notre étude et les effets du contact vidéo semblent faibles. En outre, le contact incarné semble une piste prometteuse pour réduire les attitudes implicites face au handicap. Cette thèse CIFRE avait également pour objectif de proposer le contenu d'un outil de formation en ligne, à destination de tous les salariés de l'entreprise (GRDF). Ce cahier des charges a été rédigé au regard des résultats de ces travaux, et plus largement des avancées scientifiques dans le champ des relations intergroupes. Finalement, l'ensemble de ces résultats est discuté et des pistes de recherches futures sont proposées.

Chapitre 12. Qualité de vie au travail et situation de handicap

Chapter

Oct 2018

Chapitre 11. La dynamique de performance des travailleurs handicapés. Compte-rendu d’une recherche quantitative exploratoire

Chapter

Jun 2018

La recherche en sciences de gestion s’intéresse au comportement en entreprise des travailleurs handicapés. Elle compare leur performance à celle des travailleurs non handicapés et propose des explications des différences observées, notamment en termes de satisfaction au travail. Mais des problèmes d’ordre méthodologique portant sur les données et les échelles de mesure limitent la portée des résultats de ses travaux. Les auteurs du présent chapitre se proposent de reprendre entièrement la question de la performance des personnes handicapées, dans une optique de comparaison avec les personnes non handicapées. Ils retiennent les principaux construits du comportement organisationnel ainsi que leurs échelles de mesure les plus reconnues par la littérature. Ils fournissent un questionnaire à 420 personnes handicapées et 462 personnes non handicapées. Ils mènent ainsi une recherche quantitative exploratoire et discutent de leur résultat principal : l’existence d’une dynamique de performance chez les personnes handicapées.

Organizational-Cultural Elements for Improved Workplace Performance of Disabled Individuals

Chapter

Jan 2022

Halis Sakız

This chapter embarks from the increasing number of disabled individuals in private companies and public institutions and examines the working conditions of disabled employees in these organizations. Although this case is relevant to a considerable number of international contexts, the author focuses on Turkey as a case, illustrative of countries going through similar processes. The author starts by providing an introduction followed by literature on organizational culture. Next, the author discusses the recent legislation regarding the employment of disabled individuals and discusses with literature on their workplace performance. Next, the author focuses on the relationships between the organizational culture and workplace performance of disabled employees. Finally, the author concludes by recommendations for future practice to enhance performance of disabled employees and future research to conduct robust studies in the area. The chapter assumes that organizations can enhance performance of everyone by creating an inclusive culture surrounded by elements involving positive attitudes, equity, equality, and beliefs of productivity.

E Pluribus Unum: Using Conceptual Metaphor Theory to Explore and Support Mixed-Ability Workplaces

Article

Full-text available

Oct 2021

Even when they are able to secure employment, people with cognitive disabilities typically encounter significant difficulties in the workplace. In this paper, we focus on Mixed-Ability workplaces: work settings in which people without disabilities and with different types of disabilities collaborate on a daily basis. The case study for our exploratory research is a university library that has been able to support a mixed-ability work setting for over four years. We describe how a theory from cognitive linguistics (Conceptual Metaphor Theory) can be used to explore the challenges that people encounter in mixed-ability workplaces, identify the cognitive processes that differ between neurotypical team leaders and workers with cognitive disabilities, and translate these findings into design recommendations for embodied technologies that support mixed-ability workplaces.

Motywowanie pracowników – perspektywa niepełnosprawnych pracowników i ich przełożonych

Article

Full-text available

Oct 2021

Anna Brzosko

Literatura dotycząca zarządzania niepełnosprawnymi pracownikami koncentruje się głównie na zagadnieniach związanych z początkowym okresem ich funkcjonowania w organizacjach. Najczęściej opisywany jest etap rekrutacji i selekcji. Niewiele wiadomo na temat sposobów motywowania tej grupy pracowników. Autorka stawia pytanie, czy osoby niepełnosprawne i ich bezpośredni przełożeni postrzegają zagadnienie motywowania pracowników w organizacjach w podobny sposób? Jaki rodzaj motywatorów stosowany jest wobec niepełnosprawnych pracowników i ich pełnosprawnych kolegów? Jakiej motywacji potr zebują osoby niepełnosprawne? W artykule zaprezentowano wyniki analizy badania kwestionariuszowego pracowników z niepełnosprawnością (92 osoby) oraz ich bezpośrednich przełożonych (50 osób) zatrudnionych w przedsiębiorstwach otwartego rynku pracy. Wyniki wskazują na pewne rozbieżności w sposobach motywowania osób niepełnosprawnych przez obie badane grupy.

Workplace disability and job satisfaction in Britain: A co-worker test?

Article

May 2021
ECON IND DEMOCRACY

Getinet Astatike Haile

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

The total compensation gap, wage gap and benefit gap between workers with and without a disability

Article

Apr 2021

The wage gap between workers with and without a disability has been widely documented. However, wages and salaries account for less than 70% of the total hourly cost of compensation for an average U.S. worker. In this study, we construct a measure of total compensation by linking the American Community Survey to a restricted‐access version of the Employer Cost for Employee Compensation database, which contains detailed benefit measures for the years 2008–2014. After controlling for selection into full‐time employment and other observed characteristics, we find that the percentage total compensation gap between full‐time male workers with and without a disability is substantially larger than the percentage wage and salary gap. The opposite pattern is observed for full‐time female workers. Our results suggest that considering only wage and salary may mask the true gaps in total compensation from employment. We also document a persistent benefits gap between workers with and without a disability. We discuss possible explanatory factors for the observed patterns in total compensation and benefit gaps.

Psychometric Validation of the Job Satisfaction of Persons With Disabilities Scale

Article

Sep 2020

Objective To evaluate the measurement structure of the Job Satisfaction of Persons with Disabilities Scale (JSPDS) in a sample of employed U.S. Americans with disabilities. Design A quantitative descriptive design using exploratory factor analysis (EFA) and correlational analysis. Participants Two hundred and fifty-nine individuals with disabilities who were employed at least 10 hours per week. Results The EFA indicated a two-factor structure accounting for 42.99% of the total variance. The internal consistency reliability coefficients for the Integrated Work Environment and Job Quality factors were .87 and .74 respectively. Both factors correlated with selected employment and well-being variables in logical directions. Conclusion The two-factor measurement structure of the JSPDS appears to be valid and interpretable, and can be used in research and clinical settings in order to develop effective strategies for long-term employment success of people with disabilities.

Intégration dans l’emploi des étudiants ayant des incapacités, diplômés de l’Université Laval (Québec) entre 2007 et 2015

Article

Jan 2020

L’objectif de cette enquête est d’explorer le statut d’emploi et les caractéristiques d’intégration dans l’emploi des étudiants ayant des incapacités et ayant obtenu un diplôme de l’Université Laval. L’enquête cible tous les diplômés ayant au moins une incapacité et ayant été soutenus par le Centre d’aide aux étudiants entre 2007 et 2015. Les répondants (n=78) ont été rejoints au moyen d’un sondage en ligne auto-administré. Les résultats obtenus indiquent qu’une majorité de diplômés (62,8 %) accèdent à l’emploi et que leur intégration s’effectue généralement sans difficulté (75,5 %), et ce, avec une aide à la recherche d’emploi peu sollicitée (9,6 %). Les emplois obtenus sont de bonne qualité et en lien avec la formation (75,5 %). Nos résultats suggèrent que les stages contribuent à une meilleure intégration. Ils suggèrent également que le besoin d’accommodement pour les étudiants ayant des incapacités lors du cheminement universitaire s’expliquerait davantage par les contraintes qui s’appliquent aux modalités d’enseignement et d’évaluation. L’absence de ces contraintes une fois en emploi permettrait à ces mêmes étudiants de performer dans l’emploi sans accommodement ou presque.

Disability, employment and wages: evidence from Indonesia

Article

Nov 2020
INT J MANPOWER

Laura Caron

Purpose The purpose of this paper is to quantify the labor market outcomes of people with disabilities (PwD) in Indonesia and compares them to people without disabilities. It first studies the labor force participation of PwD before examining the large and persistent wage gaps they face. It explores whether these wage gaps are explained by differences in productivity, a distinction which has important implications for policies addressing these gaps. Design/methodology/approach The analysis is based on the Indonesian Family Life Survey Wave 5, which includes unique questions allowing for several definitions of disability. Multinomial logistic regression is used to study differences in type of employment for PwD. Wage gaps are estimated and corrected for selection using propensity score matching, supported by a Heckman selection model and Oaxaca–Blinder decomposition. Comparisons with other physically disadvantaged subgroups and the analysis of heterogeneity by job requirements and sector of work explore whether productivity gaps help explain wage gaps. Findings PwD generally have lower unconditional labor force participation, but disparities largely disappear when controlling for characteristics. Moreover, patterns vary depending on whether the measure of disability used depends on prior medical diagnosis. PwD that do not require prior diagnosis tend to work in more vulnerable employment. When they are employed for wages, people with these types of disabilities face lower wages, up to 22% lower. Meanwhile, (surprisingly) those with medically diagnosed conditions face no difference or a wage premium. This paper finds compelling evidence that, where a wage penalty exists, a substantial part is unexplained by observable characteristics. Originality/value Previous literature on disability has been mostly based on studies of high-income economies. This paper extends the literature to Indonesia, which differs from high-income contexts due to lack of mental healthcare resources and assistive technologies, as well as weaker rule of law. It provides unique insights based on types of disability and the salient dimensions of disability in the workplace. It also provides evidence that productivity differences do not explain the wage gap.

Toward an Understanding of Inequity

Article

Full-text available

Nov 1963
J Abnorm Soc Psychol

J. Stacy Adams

A theory of social inequity, with special consideration given to wage inequities is presented. A special case of Festinger's cognitive dissonance, the theory specifies the conditions under which inequity will arise and the means by which it may be reduced or eliminated. Observational field studies supporting the theory and laboratory experiments designed to test certain aspects of it are described. (20 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Satisfaction & Comparison Income

Article

Full-text available

May 2000
J PUBLIC ECON

This paper attempts to test the hypothesis that utility depends on income relative to a ‘comparison’ or reference level. Using data on 5,000 British workers, it provides two findings. First, workers' reported satisfaction levels are shown to be inversely related to their comparison wage rates. Second, holding income constant, satisfaction levels are shown to be strongly declining in the level of education. More generally, the paper tries to help begin the task of constructing an economics of job satisfaction.

Optimal Redistributive Taxation When Individual Welfare Depends Upon Relative Income

Article

Full-text available

Feb 1978

I. Introduction, 589. — II. An optimal negative income tax model, 591. — III. The maximin criterion, 594. — IV. A utilitarian social objective, 597. — V. Conclusion, 598. Our theory … depends upon the validity of a single hypothesis, viz.: that the utility index is a function of relative rather than absolute consumption expenditure. — J. Duesenberry Income, Saving and the Theory of Consumer Behavior

Transitional outcomes: job satisfaction of workers with disabilities part two: satisfaction with promotions, pay, co-workers, supervision, and work conditions

Article

Jan 1997
J Vocat Rehabil

Transitional outcomes — job satisfaction of workers with disabilities. Part one: general job satisfaction

Article

Jan 1997
J Vocat Rehabil

The level of job satisfaction of 236 workers with disabilities was examined, Workers expressed moderately positive general job satisfaction. Personal characteristics, experiences and job/employer characteristics were examined as predictors of job satisfaction. Sex, school background, vocational training, disability category and length of employment in present position were related to variability in job satisfaction. The relationship between job satisfaction and other aspects of transition is also explored.

Regression Estimation from Grouped Observations

Article

Feb 1975
TECHNOMETRICS

Social and Psychological Foundations of Economic Analysis.

Article

Sep 1989

Disability and women's work experiences: An exploratory study

Article

Dec 1999
Int J Sociol Soc Pol

Ronald J Burke

Presents the findings of a questionnaire sent to nine occupational groups where women predominate such as healthcare, teaching and childcare, together with other forms placed in day-care and women’s centres in Ontario. Looks at disability, personal demographics, the work situation, workplace stress, physical demands, psychosomatic symptoms, job satisfaction, insecurity, harassment and family pressures. Discusses findings suggesting that disabled women tend to have more negative work experiences, possibly due to previous education problems, discrimination and the nature of roles offered which lead to lower income levels in lower status roles.

Income, Saving, and the Theory of Consumer Behavior

Article

Jan 1949
REV ECON STAT

James S. Duesenberry

Relative deprivation and social mobility

Article

Bernd Wegener

The Labor Market as a Social Institution

Article

Oct 1992

Robert M. Solow

Social and Psychological Foundations of Economic Analysis

Article

Jan 1988

J. L. Baxter

Rethinking the Union Membership/Job Satisfaction Relationship

Article

Mar 2002
INT J MANPOWER

Stéphane Renaud

This paper examines differences in the level of job satisfaction reported by union workers and non-union employees. There is a strong belief in the literature that union status reduces job satisfaction. Based on different national probability samples, previous studies have generally failed to adequately control for differences in working conditions between the two sectors while studying the impacts of unions on job satisfaction. Union workers generally have a poorer working environment. The negative relationship reported between union status and job satisfaction might only reflect this differential if differences in working conditions are not taken into account. Using a large representative sample of 3,352 workers from the Canadian General Social Survey of 1989, this study replicates previous econometric specifications. The results of ordered-probit regression show a negative relationship between union status and job satisfaction, but as expected, this relationship disappears when an adequate control for differences in working conditions is applied. It is concluded that union status is not negatively associated with job satisfaction in Canada.

Transitional Outcomes: Job Satisfaction of Workers with Disabilities Part Two: Satisfaction with Promotions, Pay, Co-Workers, Supervision, and Work Conditions

Article

Jan 1997
J Vocat Rehabil

Satisfaction with pay, promotions, co-workers, supervision and work conditions of 236 workers with disabilities was examined using the Job Descriptive Index. Workers with disabilities expressed strong dissatisfaction with pay and mild dissatisfaction with promotions. Workers also expressed mild satisfaction with work conditions and high satisfaction with supervision and co-workers. Personal characteristics and transitional experiences were examined as predictors of each area of job satisfaction through model comparison procedures. Analysis revealed that workers who had participated in transition programs that included the best practices of inclusive secondary education, extensive and early vocational education and continuing post-secondary education were more satisfied with the social contexts of their employment (supervision and co-workers) and with the actual work performed. Best practices were not related to satisfaction with pay or promotions.

Transitional outcomes - Job satisfaction of workers with disabilities. Part one: General job satisfaction

Article

Jan 1997
J Vocat Rehabil

The level of job satisfaction of 236 workers with disabilities was examined. Workers expressed moderately positive general job satisfaction. Personal characteristics, experiences and job/employer characteristics were examined as predictors of job satisfaction. Sex, school background, vocational training, disability category and length of employment in present position were related to variability in job satisfaction. The relationship between job satisfaction and other aspects of transition is also explored.

Is Union Job Dissatisfaction Real?

Article

Sep 1990

In initial cross-section estimates using data from the 1991-94 British Household Panel Study, the authors find that union members had lower overall job satisfaction than non-union members, and public sector workers had higher satisfaction than private ...

The Theory of Leisure Class

Book

Nov 1972

Thorstein Veblen

'Conspicuous consumption of valuable goods is a means of reputability to the gentleman of leisure.' In The Theory of the Leisure Class Thorstein Veblen sets out 'to discuss the place and value of the leisure class as an economic factor in modern life'. In so doing he produced a landmark study of affluent American society that exposes, with brilliant ruthlessness, the habits of production and waste that link invidious business tactics and barbaric social behaviour. Veblen's analysis of the evolutionary process sees greed as the overriding motive in the modern economy; with an impartial gaze he examines the human cost paid when social institutions exploit the consumption of unessential goods for the sake of personal profit. Fashion, beauty, animals, sports, the home, the clergy, scholars - all are assessed for their true usefulness and found wanting. The targets of Veblen's coruscating satire are as evident today as they were a century ago, and his book still has the power to shock and enlighten. Veblen's uncompromising arguments and the influential literary force of his writing are assessed in Martha Banta's Introduction.

Job Satisfaction and Gender: Why Are Women So Happy at Work?

Article

Feb 1995
LABOUR ECON

Andrew E. Clark

By most objective standards, women's jobs are worse than men's, yet women report higher levels of job satisfaction than do men. This paper uses a recent large-scale British survey to document the extent of this gender differential for eight measures of job satisfaction and to evaluate the proposition that identical men and women in identical jobs should be equally satisfied. Neither the different jobs that men and women do, their different work values, nor sample selection account for the gender satisfaction differential. The paper's proposed explanation appeals to the notion of relative well-being, especially relative to workers' expectations. An identical man and woman with the same jobs and expectations would indeed report identical job satisfaction, but women's expectations are argued to be lower than men's. This hypothesis is supported by the finding that the gender satisfaction differential disappears for the young, the higher-educated, professionals and those in male-dominated workplaces, for all of whom there is less likely to be a gender difference in job expectations.

Altruism, Jealousy and the Theory of Optimal Non-Linear Taxation

Article

Feb 1983
J PUBLIC ECON

Andrew J. Oswald

This paper studies optimal non-linear taxes in a world in which there is altruism and jealousy. A formula for optimal marginal tax rates is derived which turns out to be a simple and intuitively appealing extension of a result due to Mirrlees. The paper shows that in this sort of economy all of optimal tax theory's general results either no longer hold or need not hold, and it sets out appropriate modifications to standard tax rules.

Job Satisfaction, Wages, and Unions

Article

Jan 1979

George J. Borjas

This paper provides a systematic empirical analysis of the effect of union membership on job satisfaction and wages, and shows how the interaction between these effects leads to empirically observable relations between unionization and individual quit probabilities. Using the National Longitudinal Survey of Mature Men, several empirical results were obtained. First, union members, on average, report lower levels of job satisfaction. Interestingly, unionization causes greater dissatisfaction at higher tenure levels. These findings are attributed to both the politicization of the unionized labor force and the fact that union members face flatter earnings profiles. The importance of the latter effect is reflected by the empirical fact that unions have a strong negative effect on quit probabilities at low levels of tenure, but the effect diminishes (absolutely) as tenure increases.

Union membership, total compensation, and job satisfaction in Canada /

Article

Thesis (Ph. D.)--University of Toronto, 1996. Includes bibliographical references (p. 248-257). Photocopy.

The Relativity of Utility: Evidence from Panel Data

Article

Feb 1985
REV ECON STAT

The paper addresses the question whether utility may be viewed as a completely relative concept. In a dynamic setting this means that one has to model both habit formation and utility interdependence. The resulting model contains unobservable variables and requires panel data to be estimated. Using the first two waves of an annual panel in The Netherlands, different specifications of the model are estimated, involving alternative sets of identifying restrictions. It turns out that the data are compatible with the hypothesis that utility is completely relative, but we cannot exclude the possibility that utility is partly relative and partly absolute.

The Fair Wage-Effort Hypothesis and Unemployment

Article

Feb 1990

This paper introduces the fair wage-effort hypothesis and explores its implications. This hypothesis is motivated by equity theory in social psychology and social exchange theory in sociology. According to the fair wage-effort hypothesis, workers proportionately withdraw effort as their actual wage falls short of their fair wage. Such behavior causes unemployment and is also consistent with observed cross-section wage differentials and unemployment patterns.

The Relationship Between Unions and Job Satisfaction

Article

Feb 1990

Ronald Meng

This paper examines the assoication between Canadian unions and their member' attitudes. Data on job satisfaction indicate that unionized workers in Canada are less happy with the quality of their jobs than non-union workers. The former, however, are more satisfied with their financial compensation and job security than non-members.

Educational Subsidies When Relative Income Matters.

Article

Feb 1989
OXFORD ECON PAP

Kjell Erik Lommerud

Race Differences in Job Satisfaction: A Reappraisal

Article

Aug 1981

Ann P. Bartel

Union Effects on Job Attitudes

Article

Feb 1987

Susan Schwochau

This paper examines differences in the reported job satisfaction of union members and nonmembers using a multiple equation model that treats union membership, wage rates, and reported satisfaction as endogenously determined. The results indicate that union members differ from nonmembers in how they assess their satisfaction with supervision, co-workers, and job content. Consistent with prior research, union members are found to report lower levels of satisfaction than nonmembers. Although many studies have attributed such findings to the availability of the "voice" option in unionized settings, analyses of the effects of employer tenure and grievance procedure use lend only partial support to the "exit-voice" hypothesis. (Abstract courtesy JSTOR.)

Non-pecuniary Advantages Versus Pecuniary Disadvantages; Job Satisfaction Among Male And Female Academics In Scottish Universities

Article

Feb 2000
SCOT J POLIT ECON

This paper considers job satisfaction in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities. Recent studies have revealed that in the labour force as a whole women generally express themselves as more satisfied with their jobs than men. Our results show that reports of overall job satisfaction do not vary widely by gender. This result is explained through the nature of our dataset, limited as it is to a highly educated workforce, in which female workers are likely to have job expectations comparable to their male counterparts. Ordered probit analysis is used to analyse the determinants of an academic's overall satisfaction at work as well as satisfaction with promotion prospects, job security and salary. Comparison salary is found to be an important influence on academics' overall job satisfaction although evidence suggests that academics place a lower emphasis on pecuniary relative to non pecuniary aspects of work than other sectors of the workforce. Copyright 2000 by Scottish Economic Society.

Job Satisfaction, Comparison Earnings, and Gender

Article

Sep 2000
Lab Rev Lab Econ Ind Relat

This paper examines sex differences in job satisfaction by utilizing data from the 1986 UK Social and Economic Life Initiative (SCELI) household survey. It attempts to ascertain the relationship between actual and comparison pay and job satisfaction. Employees were asked on a 0-10 scale how satisfied or dissatisfied they were with their present job. They were also asked to state whether they were equitably, over or underpaid and to say how much pay they thought they deserved. Uniquely, therefore, we are able to analyse the effects of both actual and objective and subjective comparative pay measures on job satisfaction. The paper rejects the view that the higher expressed job satisfaction of women represents an innate difference rather than the results of self&dash;selection into jobs with highly valued attributes. Copyright Fondazione Giacomo Brodolini and Blackwell Publishers Ltd 2000.

Trade Unions and Job Satisfaction

Article

Feb 1990
AUST ECON PAP

Paul W. Miller

Members of trade unions express greater dissatisfaction with the conditions of their jobs than nonmembers. Alternative explanations of this are examined. It is argued that Richard B. Freeman and James L. Medoff's (1984) "voice" model of trade unionism does not provide a satisfactory account of the dissatisfaction expressed by unionists in the Australian youth labor market. Evidence is presented to suggest that the negative relationship between job satisfaction and unionism may be attributable to unpleasant work environments, which both induce dissatisfaction and motivate workers to join unions. Copyright 1990 by Blackwell Publishers Ltd/University of Adelaide and Flinders University of South Australia

Are Workers Paid Their Marginal Product?

Article

Feb 1984

Robert H Frank

Job Satisfaction as an Economic Variable

Article

Feb 1978

Richard B. Freeman

The purpose of this paper is to examine these concerns and evaluate the use of job satisfaction (and other subjective variables) in labor market analysis. The main theme is that, while there are good reasons to treat subjective variables gingerly, the answers to questions about how people feel toward their job are not meaningless but rather convey useful information about economic life that should not be ignored. The paper begins with a brief description of the satisfaction questions on major worker surveys, and then considers the use of satisfaction as an independent and as a dependent variable. Satisfaction is shown to be a major determinant of labor market mobility, in part it is argued because it reflects aspects of the work place not captured by standard objective variable8. Satisfaction is also found to depend anomolously on some economic variables (such as unionism) in ways that provide insight into how those factors affect people.

Qualitative Response Models: A Survey

Article

Feb 1981
J ECON LIT

Takeshi Amemiya

Social and Psychological Foundations of Economic Analysis, Harvester Wheatsheaf Job satisfaction, wages, and unions

Jan 1979
21-40

J Baxter
Ny
G Borjas

Baxter, J. (1988), Social and Psychological Foundations of Economic Analysis, Harvester Wheatsheaf, New York, NY. Borjas, G. (1979), " Job satisfaction, wages, and unions ", Journal of Human Resources, Vol. 14 No. 1, pp. 21-40.

Econometric Analysis Regression Estimation from Grouped Observations

Jan 1973

W Greene

Greene, W. (1993), Econometric Analysis, 2nd ed., Macmillan, New York, NY. Haitovsky, Y. (1973), Regression Estimation from Grouped Observations, Griffin, London.

Social behaviour: Its Elementary Forms The Economic Well Being and Labour Market Activity of Persons with Disabilities in Canada, Employment Equity Data Program

Jan 1961

G Homans
Ny
D Hum
W Simpson

Homans, G. (1961), Social behaviour: Its Elementary Forms, Harcourt Brace, New York, NY. Hum, D. and Simpson, W. (1993), The Economic Well Being and Labour Market Activity of Persons with Disabilities in Canada, Employment Equity Data Program, Statistics Canada, Ottawa.

Changes at Work, Department of Workplace Relations and Small Business

A Morehead
M Steele
M Alexander
K Stephen
L Duffin

Morehead, A., Steele, M., Alexander, M., Stephen, K. and Duffin, L. (1997), Changes at Work, Department of Workplace Relations and Small Business, Canberra.

Union effects on job satisfaction

S Schwochau

Schwochau, S. (1987), " Union effects on job satisfaction ", Industrial and Labour Relations Review, Vol. 40, pp. 209-24.

The Economic Well Being and Labour Market Activity of Persons with Disabilities in Canada, Employment Equity Data Program

D Hum
W Simpson

Hum, D. and Simpson, W. (1993), The Economic Well Being and Labour Market Activity of Persons with Disabilities in Canada, Employment Equity Data Program, Statistics Canada, Ottawa.

Relative Deprivation and Social Justice

Jan 1966
209-233

W Runciman
Kegan Routledge
Paul
Henley
S Schwochau

Runciman, W. (1966), Relative Deprivation and Social Justice, Routledge and Kegan Paul, Henley. Schwochau, S. (1987), "Union effects on job satisfaction", Industrial and Labour Relations Review, Vol. 40, pp. 209-24.

Public Use Microdata File Documentation and User's Guide

Jan 1990

R Solow

Solow, R. (1990), The Labour Market as a Social Institution, Basil Blackwell, Oxford. Statistics Canada (1992), General Social Survey, Cycle 6, 1991, Public Use Microdata File Documentation and User's Guide, 1991, Statistics Canada, Ottawa.

General Social Survey: An Overview, Housing, Family and Social Statistics Division

Jan 2000

Statistics Canada (2000), General Social Survey: An Overview, Housing, Family and Social Statistics Division, Statistics Canada, Ottawa.

Relative Deprivation and Social Justice, Routledge and Kegan Paul

W Runciman

Three essays on disability

S Uppal

Disability, Workplace Characteristics and Job Satisfaction

Abstract

No full-text available

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