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The Experience of Work: A Compendium and Review of 249 Measurements and Their Use
The British Journal of Sociology
... p<.05). The results suggested that importance of providing social support at the workplace to help single mother would reduce the conflict that they experience and subsequently increase their job satisfaction [2,17] Influence between Work-Family Conflict and Growth Need Strength [7,18] identified three achievement motivation variables; Learning Goal Orientation (LGO), Growth Need Strength (GNS), and Action Orientation (AO) were positively related to work-family conflict. Data were collected from 428 individuals through a web-based survey. ...
... According to [12,15,21] job satisfaction was measured based on the Minnesota Satisfaction Questionnaire (MSQ). The measure was of the primary indicators associated with a comprehensive theory of work adjustment developed by [7,14,17] Responses to the questionnaire were given on a five-point scale ranging from "very dissatisfied" to "very satisfied". [17] indicates that the MSQ appears to provide a sound measure of job satisfaction since it has tapped a wide range of features. ...
... The measure was of the primary indicators associated with a comprehensive theory of work adjustment developed by [7,14,17] Responses to the questionnaire were given on a five-point scale ranging from "very dissatisfied" to "very satisfied". [17] indicates that the MSQ appears to provide a sound measure of job satisfaction since it has tapped a wide range of features. The Hoyt internal reliability coefficients for the scale have been respectable (ranging from 0.59 to 0.97 across occupational groups). ...
This study is to determine the influence of Growth Need Strength [GNS] between work-family conflict and job satisfaction among SRN’s. Data were collected through survey using questionnaire. This study employed stratified random sampling involving a total of 390 nurses at selected general hospitals. The finding of the study contributes in the specific area of literature, theory and also in research design. The results of this study suggest that the GNS as moderator have played significant important role between work-family conflict and job satisfaction. It is also providing a much better conducive working environment and by incorporating policies that can improve job satisfaction.
... On the other hand, an employee's level of job satisfaction depends on various elements of the job (Agho et al., 1993;Blegen, 1993;Cook et al., 1981;Spector, 1997). These elements are classified into five significant dimensions such as rewards (e.g., pay, promotion, recognition), work attributes (e.g., the nature of the work, autonomy, responsibility), organizational context (e.g., policies, procedures, working conditions), other people (e.g., supervisors, co-workers), and self or individual differences (e.g., internal motivation, moral values) (Agho et al., 1993;Blegen 1993;Cook et al., 1981;Locke 1976;Spector 1997). ...
... On the other hand, an employee's level of job satisfaction depends on various elements of the job (Agho et al., 1993;Blegen, 1993;Cook et al., 1981;Spector, 1997). These elements are classified into five significant dimensions such as rewards (e.g., pay, promotion, recognition), work attributes (e.g., the nature of the work, autonomy, responsibility), organizational context (e.g., policies, procedures, working conditions), other people (e.g., supervisors, co-workers), and self or individual differences (e.g., internal motivation, moral values) (Agho et al., 1993;Blegen 1993;Cook et al., 1981;Locke 1976;Spector 1997). Vroom (1962) was one of the early scientists to work on this topic, and he suggests that job satisfaction focuses on the role an employee plays in the workplace. ...
Current business organizations want to be more efficient and constantly evolving to find ways to retain talent. It is well established that visionary leadership plays a vital role in organizational success and contributes to a better working environment. This study aims to determine the effect of visionary leadership on employees' perceived job satisfaction. Specifically, it investigates whether the mediators meaningfulness at work and commitment to the leader impact the relationship. I take support from job demand resource theory to explain the overarching model used in this study and broaden-and-build theory to leverage the use of mediators. To test the hypotheses, evidence was collected in a multi-source, time-lagged design field study of 95 leader-follower dyads. The data was collected in a three-wave study, each survey appearing after one month. Data on employee perception of visionary leadership was collected in T1, data for both mediators were collected in T2, and employee perception of job satisfaction was collected in T3. The findings display that meaningfulness at work and commitment to the leader play positive intervening roles (in the form of a chain) in the indirect influence of visionary leadership on employee perceptions regarding job satisfaction. This research offers contributions to literature and theory by first broadening the existing knowledge on the effects of visionary leadership on employees. Second, it contributes to the literature on constructs meaningfulness at work, commitment to the leader, and job satisfaction. Third, it sheds light on the mediation mechanism dealing with study variables in line with the proposed model. Fourth, it integrates two theories, job demand resource theory and broaden-and-build theory providing further evidence. Additionally, the study provides practical implications for business leaders and HR practitioners. Overall, my study discusses the potential of visionary leadership behavior to elevate employee outcomes. The study aligns with previous research and answers several calls for further research on visionary leadership, job satisfaction, and mediation mechanism with meaningfulness at work and commitment to the leader.
... Job satisfaction was measured using a 3item scale adapted from the Michigan Organizational Assessment Questionnaire (MOAQ; Cook et al., 1981). Participants indicated their level of overall satisfaction with their job on a 5-point Likert scale ranging from 1 (totally disagree) to 5 (totally agree). ...
This study explores the impact of job crafting on the relationships between customer incivility, service performance, and job satisfaction among service employees, utilizing the Job Demands-Resources (JD-R) theory. It is important to study this as, based on the results, it would provide employees with viable strategies to use, to not be negatively influenced by uncivil customers anymore. Data was collected from 341 participants in various service industries via an online survey. The study examines how approach crafting (seeking additional job demands and resources) and avoidance crafting (reducing job demands) moderate these relationships. Results indicated that customer incivility negatively affected job satisfaction. However, customer incivility did not significantly impact service performance. Contrary to expectations, neither type of job crafting moderated the relationship between customer incivility and job satisfaction. Avoidance crafting did not moderate the relationship between customer incivility and service performance. However, approach crafting was positively correlated with both service performance and job satisfaction, and successfully moderated the relationship between customer incivility and service performance. These findings suggest the overall beneficial impact of approach crafting on job outcomes, highlighting the need for further research into the complex dynamics between job crafting and customer incivility.
... Employee role ambiguity refers to the lack of a clear understanding by employees of their organizational roles and responsibilities (Rizzo et al., 1970;Wall et al., 1983). It involves employees' uncertainty about their job responsibilities and how they understand their work contributing to organizational goals, reflecting subordinates' uncertainty about their responsibilities and behavioral requirements (Breaugh & Colihan, 1994;Rizzo et al., 1970). ...
Paradoxical leadership, which entails the simultaneous display of contradictory behaviors, has been shown to have positive effects on employees. However, its potential negative impacts have been largely overlooked. Drawing on social information processing theory, we propose that paradoxical leadership negatively influences employee proactive behavior by increasing employee perceived leader role ambiguity and employee role ambiguity. These effects are moderated by employee information seeking. The results of two studies (Study 1: a scenario-based experimental study of 142 employees; Study 2: a four-wave two-source field survey of 404 supervisor-employee dyads) support our hypotheses and show that paradoxical leadership reduces employee proactive behavior by creating ambiguity for both employees’ perceived leader roles and their own roles. Furthermore, this negative relationship is attenuated when employees seek more information from their leaders. The implications and limitations of our research are discussed.
... The MSQ Short Form is a valid and dependable tool for measuring job satisfaction. Its reliability is demonstrated by its high internal consistency Cronbach's alpha ranging from 0.85 to 0.91 (Hirschfeld, 2000), and sustained test-retest reliability coefficients between 0.70 and 0.80 (Wall, Cook, & Hepworth, 1981). ...
The purpose of the study is to measure the level of occupational stress and job satisfaction, and to determine the impact of occupational stress on job satisfaction among traffic police personnel in Kathmandu Valley. Descriptive survey design under the quantitative research has been used in the study. The purposive sampling technique was used for the selection of traffic police personnel duty station area in Kathmandu Valley and with the convenience sampling technique, 150 respondents was selected from the total number of traffic police personnel across all departments at each station. The collected data was statistically recorded, analyzed, and interpreted using the Janovi version 2.3.28. The result shows that majority of respondent are dealing with moderate to high levels of occupational stress, the majority of respondents indicate an average level of job satisfaction, respondent's occupational stress and job satisfaction is not significantly affected by their relationship status and there is no significant relationship between job satisfaction and occupational stress. This study is expected to provide useful insights to traffic police personnel, organization and, policy maker and government from a contextual standpoint about the occupational stress and its relationship with job satisfaction. This study could make a contribution because it is likely the first quantitative research project undertaken in Nepal. Future research on related topic may benefit from this study’s findings as well.
(Key Words: Job satisfaction, Occupational stress, Traffic police personnel, Relationship, quantitative research, Descriptive survey design)
... Affective wellbeing is simply, the frequency and intensity of emotions and mood. The major measures of job related affective wellbeing are satisfaction, alienation from work, job attachment, job tension, depression, burnout, involvement and job morale (Cook, Hepworth, Wall &Warr, 1981). Warr (1987) has suggested three main aspects in measuring affective wellbeing at work form both male and female workers namely; (1) displeased-pleased, (2) anxious-contented, and (3) depressed-enthusiastic. ...
Research based on Contemporary management theories reveals that stereotype threat is a significant obstacle in establishing an inclusive organizational work environment. The main objective of this study was to investigate the impact of stereotype threat on workplace wellbeing of a selected population. The selected population was women executives, employed in 17 state universities of Sri Lanka. The sample size was 190. Sampling technique was stratified random sampling. Data were collected through an online survey. Data analysis was done using SPSS software. Results showed that, there was a statistically significant, moderate negative correlation between stereotype threat and workplace wellbeing r(98) =-0.350 , p < 0.05. Moderation effect of gender identification and mediation effect of identity separation on the relationships between stereotype and workplace wellbeing was non-significant. The conclusion was that there is a significant negative impact of stereotype threat on workplace wellbeing of the population.
... Table 2 shows the final usable items with all factor loadings, composite reliability (CR), and AVE values confirming sufficient convergent validity of the constructs being tested in this study. To ensure the deletion will not affect the substantial testing result, we ran the mediation testing where all items were kept (no item deletions at all) and no item deletion was made on the PI construct as some scholars (Cook et al., 1981;Hair et al., 2013) suggested that a construct should have at least three items. The additional scenarios conveyed the same substantial results as the deletion scenario. ...
The present study examines the nexus of religiosity and two career-success elements: positive impact and financial success. The cross-sectional analysis from 985 individuals of various religious backgrounds in Indonesia reveals that collectively religiosity positively relates to the importance of both positive impacts and financial success. Positive impact importance also positively relates to financial success importance, and it partially mediates the relationship between religiosity and financial success importance. The partial mediation indicates that when religious individuals aim for financial success, they will use their financial resources for their own religious fulfillment and for others. This remark illustrates “to be rich but not only for me” phrase in the title. In addition to the combined results of four major religions (Islam, Christianity—divided into Protestantism and Catholicism—Hinduism, and Buddhism), we also explore each religion separately within this study.
... These factors are measured based on various working conditions such as management, creativity, relationships with colleagues, independence, professional control, and working conditions. This method is commonly used to measure the level of satisfaction or dissatisfaction of employees in their jobs and employs a 5point Likert scale 11 . ...
The need for security is an inevitable result of social life. This need has evolved and changed throughout history. In the modern era, private security forces play an important role in ensuring public safety alongside general law enforcement units. Private security employees face high psychosocial risks inherent to the nature of their work. Therefore, it is essential to educate and support individuals, especially against psychological risks. Given the demanding and stressful nature of private security work, it is imperative that appropriate measures be taken to protect their mental well-being. In this context, raising employees' awareness of psychosocial risks is important to mitigate potential problems. Helping private security personnel to access psychological support will help them stay healthy. For this purpose, a survey was conducted among security employees and the results were evaluated. The primary objective of the study is to identify work-related psychosocial risks among private security employees and evaluate the impact of these risks on their well-being. The results indicate that individuals with 3 years of experience have the highest job satisfaction (3.51), and job satisfaction is higher among singles (3.39) compared to married individuals (3.07). It is also found that higher education levels decrease motivation. The study investigates the relationship between the psychosocial risks employees are exposed to, their experience of job stress, job dissatisfaction, job satisfaction, and motivation levels. The perception of the required safety culture in the workplace has a significant impact on psychosocial risk factors, highlighting the need for adjustments to increase employee satisfaction.
... Job satisfaction: six items were used to measure job satisfaction that were adopted from the Michigan Organizational Assessment Questionnaire (MOAQ) (Cook, et al., 1981). ...
Purpose - This article explores academic job crafting's significant conditions (antecedents and consequences). The impact of encouraging learning environments and the leadership that fortifies learning was studied. Knowledge management and job crafting are closely related in their ability to empower employees and enhance organizational effectiveness. Design/methodology/approach –217 academics serving in a Jordanian University, in Jordan, took part in this study. Statistical parameters endorsed the significant impact of two learning organization building blocks on job crafting. Findings - It was shown that supportive learning environments and leadership reinforces learning; and positively impacts job crafting, which consequently reflects upon job satisfaction levels among academics. The results imply that strategies conducive to learning provide the most rewarding approach to enhancing academic job crafting and job satisfaction. Originality/value – To the authors’ knowledge, no prior study has examined job crafting and linked it to the study dimensions within the Arab context generally and particularly in the academic field. We propose this model as a system crafting theory and end our research with suggestions for further research on these issues. Keywords: Job crafting, job satisfaction, learning organization, academic organization, supportive learning environment, leadership support, Jordan.
... Three items of the job involvement scale were used (Lodahl and Kejner, 1965), presented and described in Cook et al. (1981): number 3, 6 and 11 from the original 20-item scale. Participants rated the items on a six-point Likert scale ranging from 1 (do not agree) to 6 (completely agree). ...
... This article is intended solely for the personal use of the individual user and is not to be disseminated broadly. Cook, Hepworth, Wall, and Warr (1981), Job satisfaction (e.g., "All in all, I am satisfied with my job") and intention to turnover (e.g., "I often think about quitting") were assessed using two 3-item Likert scales from the MOAQ (Cammann et al., 1983). Responses ranged from 1 (strongly disagree) to 7 (strongly agree). ...
This 3-wave longitudinal study aimed to extend current understanding of the predictors and outcomes of employee proactivity (involving information seeking, feedback seeking, relationship building, and positive framing) in the socialization process. Two personality variables, extraversion and openness to experience, were associated with higher levels of proactive socialization behavior. Of the proactive behaviors studied, feedback seeking and relationship building were highlighted in their importance because of their various relationships with the work-related outcomes assessed in this study (e.g., social integration, role clarity, job satisfaction, intention to turnover, and actual turnover). The results also highlighted the importance of 2 control variables (opportunity to interact with others on the job and skill level of the new job) in the experience of socialization into a new job.
... Purposefulness was measured using eight items rated on a 7-point scale ranging from strongly disagree to strongly agree drawn from the skill variety, task significance, and experienced meaningfulness items of the Job Diagnostic Survey (Items 15, 16, 26-30, 32 and 33;Hackman & Oldham, 1980), and these scales are consistently reliable (Cook, Hepworth, Wall, & Warr, 1981). For this study, we modified items to relate to general activities rather than to a job (e.g., from "The work I do on the job is very meaningful to me" to "The things I do are very meaningful to me"). ...
The authors propose and test a mediational model linking the experience of retirement with marital satisfaction. The experience of retirement (financial strain, time structure, a sense of purposefulness, and interpersonal contacts) is held to predict marital satisfaction indirectly through its sequential effects on context-specific well-being (retirement-specific satisfaction with health, activities, and peers) and context-free well-being (depressive symptoms). Both this model and a revised model in which retirement satisfaction also exerted a direct effect on marital satisfaction were supported using structural equation modeling on data from 164 retirees (mean age = 69 years). An alternative model in which depressive symptoms assume a predictive rather than mediational role was not supported; cross-lagged regression analyses excluded the possibility that marital dissatisfaction resulted in depressive symptoms. The conceptual and practical implications of these findings are discussed.
... A Seven-item scale to measure the job satisfaction which was drawn from previous researches (Cook, Hepworth, Wall, & Warr, 1981). Initial reliability estimates of this survey produced a Cronbach's alpha of 0.833 and KMO value is 0.773; Example of items is "All in all, how satisfied are you with the persons in your work group?" ...
Workplace fun has been taken as non supportive in organizaitons, however, happy and satisfied workers play a critical role in the success of the organizations. The fun at workplace enables the employees to remain calm and exert more effort in the performance of their tasks. Thus, the main objective of the research is to examine the effects of workplace fun on individual workplace outcomes. The extensive literature studied in the field of workplace fun and performance of employees, but the gap has found that how it affects on the employee’s work behavior outcomes. Therefore, it empirically examines the impact of workplace fun on job satisfaction, task performance and organization citizenship behavior of employees. Thirty four (34) item questionnaires were designed with five point Likert scale, which were distributed to the employees who had been working in the oil and gas companies. The convenience sampling technique was used that enable to get 216 effective responses. The key finding of this study is that workplace fun more positively on task performance as compared to job satisfaction and organization citizenship of employees. This study provides the platform for HR professionals that they should develop such an amusing and entertaining environment at work place through which employees love to do the work. This study also provides the new road map for further research: role of management, cultural issues, and parental status of employees can be considered for a future as a moderating variable.
... Job satisfaction is a concept that authors have been dealing with for many years and many definitions for job satisfaction were used (Locke, 1976;Cook et al., 1981;Robbins, 2005;Gupta et al., 2014;Lu et al., 2012;Qureshi & Hamid, 2017;Roberts & Meredith, 2020). The job satisfaction concept expresses how much a given person is satisfied with her work. ...
... Table 4 displays the results of the HTMT criterion assessment after removing items with a low factor loading of less than 0.40 (Hair et al., 2011). Each latent variable in this study is assessed using a minimum of three items with sufficient internal consistency (Cook et al., 1981). We employed procedural control and statistical measures to reduce the impact of common method bias (Podsakoff et al., 2003). ...
... Further studies suggest that teachers put more emphasis on intrinsic satisfaction (Place, 1997), but other studies suggest a mix findings of intrinsic and extrinsic satisfiers are the best predictors of teachers' job satisfaction [12,16]. Their intrinsic satisfaction comes from teaching activities and responsibility, while, extrinsic factors have been associated with academic staff's satisfaction, including salary, perceived support from supervisors and coworkers, and availability of university resource, among others [17][18][19][20][21]. Researchers concluded that motivated and satisfied academicians are more likely to show up for work, have higher levels of performance and will stay with their education organization [15]. ...
The aim of this article was centered on the roles of managers on employee's job satisfaction in an organization. In this study, cross section research design was used because participants are many and was unable to study all of them, but some was selected using random sampling techniques. It refers to the process of getting an understanding of a topic without including the entire population. The data was collected, collated and analyzed using questionnaires and SPSS from Institute of Accountancy Arusha and Mount Meru University. According to the study employees are not satisfied with treatment they receive from managers, not happy with the present fringe benefit they receive, not happy even with their future fringe benefit and income they are likely to receive. The findings indicated that, employees are not satisfied with the recognition they get from managers, the issues concerning workshops and training opportunities, employees are not satisfied with the organization and opportunities available for them. This can be supported by Delery and Shaw (2001) that, there is general three agreement that "(1) human capital can be a source of competitive advantage, (2) that HRM practices have the most Short Research Article 45 direct influence on the human capital of a firm, and (3) that the complex nature of HRM systems of practice can enhance the inimitability of the system, when discussing the theory of Strategic HRM and Resource Based Theory. Recommendations have been made to encourage managers to play their role in ensuring employees job satisfaction in higher learning institutions. Future studies of teacher's job satisfaction should be conducted among collages both public and private ones. The research did not exhaust all the job satisfaction aspects or factors that the previous researchers and theorists identified.
... The research sample was 677 government employees from Swiss and German tax and prison services using confirmatory factor analysis . The research tool for PSM and SDT was a modified version of the sixteen-item Likert scale created by Kim et al. (2012) and a three-item job satisfaction scale adapted from Cook et al. (1981) and Cammann et al. (1979). The survey results indicated several variations between PSM and SDT motivations, suggesting that the two theories differ based on their context . ...
Abstract
This qualitative study investigated turnover intention and its influence on the public service motivation of U.S. police officers. The study was completed using a phenomenological design to elicit the lived experience of 21 retired and active police officers using face-to-face and telephonic interviews. The theoretical frameworks of turnover intention and public service motivation supported the research. Deductive thematic analysis was utilized to examine the results using NVivo 12. Furthermore, the findings supported the theoretical frameworks of turnover intention and public service motivation. The results revealed that each participant had different turnover intentions influencing distinct public service motivation characteristics. The turnover intentions that were most common amongst the participants were a lack of perceived organizational support (90%, 19 of 21) and increased stress (90%, 19 of 21). The characteristics of public service motivation that were most influenced were self-sacrifice (33%, 7 of 21), attraction to policy making (90%, 19 of 21), and compassion (33%, 7 of 21). Increased turnover intention did not always change the characteristics of public service motivation. Further research is needed to evaluate police participants, such as examining non-retired individuals who self-terminated and did not return to the profession, different genders to identify variations, longitudinal studies to explore police officers' public service motivation, and mixed research designs to provide a quantitative descriptive dimension with qualitative evidence that offers a holistic perspective.
... Human capital theory emerged in the 1960s (Becker, 1964;Schultz, 1961) and was then applied to the field of higher education consisting of social capital, cultural capital, and scholastic capital (Useem & Karabel, 1986). The notion of the need for achievement (Cook et al., 1981) and inner-value capital (Baruch et al., 2005) were subsequently collated under the term psychological capital (Luthans et al., 2004;Luthans et al., 2015). Additionally, the concept of market capital (Baruch et al., 2005) and skills was added to human capital to recognise their alignment with employability (Barrie, 2007;Cranmer, 2006;Knight & Yorke, 2004). ...
... jsspag.html). These and many other measures of job satisfaction are reviewed in Cook, Hepworth, Wall, and Warr (1981) and Fields (2002), who also provide complete lists of items and information regarding reliability and validity. In addition, measures have been developed to assess the job satisfaction of employees in specific occupations such as nursing (e.g., Mueller & McCloskey, 1990) and social work (Shapiro, Burkey, Dorman, & Welker, 1997). ...
... Identifying an instrument that provides adequate coverage of context-specific hazards and considers worker socio-demographics, occupation, and type of workplace, will be the most relevant and informative [5,132]. To this end, summaries of these psychosocial hazard instruments have been published, aiming to identify their psychometric quality [134,135], how relevant they are in assessing a theoretical model [132], their limitations [23,136,137], and identifying appropriateness to organizational context [132,[138][139][140][141]. Most of the 'prevent harm' relevant instruments that were located through this review collect data from workers and may be the most suitable for the 'monitor, review, and improve' activity through aggregate and subgroup data analysis. ...
This study aimed to identify instruments that may assist organizations with implementing an integrated approach to workplace mental health using three activities from the knowledge to action (KTA) framework. A scoping review of published and grey literature, supported by stakeholder (business end-user and researcher) consultation, identified work-specific instruments that were relevant to at least one of the three domains of an integrated approach to workplace mental health: ‘prevent harm’, ‘promote the positive’, and ‘respond to problems’. A total of 207 instruments were located, and 109 instruments met eligibility criteria. 10 instruments were located that were relevant to multiple domains, however most instruments (n = 72) were relevant to the ‘prevent harm’ domain. Instruments relevant to the ‘promote the positive’ (n = 14) and ‘respond to problems’ (n = 13) domains were limited. Most instruments found were suitable for the ‘monitor, review and improve’ KTA activity. Further development of instruments that can assist with ‘promote the positive’ and ‘respond to problems’ strategies are required, specifically those instruments that can assist organizations with the ‘identify gaps and opportunities’ and ‘identify priorities and design new/enhanced interventions’ KTA activities.
... For each component of MHL, we aimed to generate a minimum of four items to provide minimum coverage of each of the four MHL components. This methodology is consistent with findings that at least three to four items per scale resulted in adequate internal consistency reliabilities (Cook et al., 1981;Harvey et al., 1985). A bilingual collaborative group of researchers first generated a list of items via three brainstorming sessions which were merged with items brainstormed independently by a subject expert; sessions lasted from 2-4 hours each and were facilitated by the author AK. ...
Mental health literacy (MHL) grows in importance as the prevalence of mental health conditions rises worldwide. There is a need for valid MHL measures especially among adolescents. The current study aims to develop and validate a Universal mental health literacy scale for adolescents (UMHL-A), a self report scale to assess MHL of children between ages 10 and 14 across all four components within Kutcher's framework for MHL. The development of the UMHL-A was initiated by a literature review and followed by item generation. Then, we tested the face and content validity of the scale via a delphi study, focus groups and cognitive interviews with the target group. Next with a convenience sample, we established the factor structure and construct validity of the scale using exploratory and confirmatory factor analyses. Lastly, we tested the scale convergent validity with other measures. The final form of the scale was refined on a representative sample of Czech asolescents. The UMHL-A scale comprises 17 items measuring four components of MHL. The scale has substantial methodological advantages in comparison to existing measures of MHL, especially considering its brevity and comprehensive coverage of MHL. Further studies are needed to test its application and validity globally.
... Human capital theory emerged in the 1960s (Becker, 1964;Schultz, 1961) and was then applied to the field of higher education consisting of social capital, cultural capital, and scholastic capital (Useem & Karabel, 1986). The notion of the need for achievement (Cook et al., 1981) and inner-value capital (Baruch et al., 2005) were subsequently collated under the term psychological capital (Luthans et al., 2004;Luthans et al., 2015). Additionally, the concept of market capital (Baruch et al., 2005) and skills was added to human capital to recognise their alignment with employability (Barrie, 2007;Cranmer, 2006;Knight & Yorke, 2004). ...
The purpose of this paper is to explore whether embedding authentic assessment into the university curriculum can enhance the employability of business school students. Three research questions are addressed: (1) What is the rationale for authentic assessment in the curriculum?, (2) What are the opportunities for authentic assessment to enhance the employability of students?, and (3) What are the challenges of embedding authentic assessment into the university curriculum? The findings indicate that authentic assessment has the potential to increase the employability of students graduating from university business schools. The opportunity to develop human capital, collaborate with fellow students and solve real-world problems can help students to develop and signal their employability to prospective employers. However, lecturers and administrative staff require additional time to plan and deliver modules using this form of assessment. Students also need to be convinced of the benefits of the extra time investment if the module is not a compulsory component of their degree course. Our paper proposes that authentic assessment should be utilised to a greater extent by university business schools. The benefits of such an approach can transcend students, graduates, universities, organisations, and broader society. Directions for future research are also discussed to maximise the benefits of authentic assessment and seek to reduce the barriers to embedding authentic assessment in the curriculum.
... A total of five Life Satisfaction items were adapted from (Pavot & Diener, 1993) (Pavot & Diener, 1993) with 7-point likert scale from 1 (strongly disagree) to 7 (strongly agree). Six Financial Satisfaction items were taken from (Hira & Mugenda, 1999), Ten items for Perceived Stress came from (Cook et al., 1981) and a single item for Job Satisfaction was taken from (Dolbier et al., 2005). A five-point Likert scale was used with the interval scale ranging from 1 (strongly disagree) to 5 (strongly agree). ...
... For turnover intentions, a three-item scale was adapted from the work of Van Breukelen et al. (2004) to analyze the intention of employees to leave or stay on the job. For directive leadership, seven items were adapted from Cook et al. (1981) to explain leadership style. For participative leadership, six items were adapted from Arnold et al. (2000). ...
Very little attention has been given to understanding the commitment to service quality and desirable outcomes in the hotel industry. This study investigates the impact of directive and participative leadership on the frontline commitment to service quality through the mediation of knowledge sharing. This will eventually help us to generate the employees' commitment to service quality (CSQ) desirable behavior. The survey was distributed to 37 hotels. A total of 235 frontline employees participated in the survey. The study findings show that directive leadership has a negative relationship with CSQ. On the other hand, participative leadership positively influences CSQ. Notably, knowledge sharing mediates between directive leadership, participative leadership, and commitment to service quality. There were positive linkages between commitment to service quality and desirable outcomes, job performance, and organizational citizenship behavior (OCB) and negative relation to turnover intention.
... Table 4 shows the conclusions of the measurement HTMT criterion outcomes after the erasure of items TAWR4, PUSN4, PUSN5, PUSN6 because of low factor loading which was below 0.40 (Hair et al., 2011). Every latent variable in this research is measured by using a minimum of 3 items that are good enough to have internal consistency (Cook et al., 1981). ...
The current study serves two purposes. First and foremost, this research aims to determine the impact of a game mechanism known as virtual currency on the intention of young female consumers to use it in an e-tailing platform; second, it looks at the function of e-trust and task awareness as an extension to the TAM framework, two antecedents that are thought to influence female virtual currency adoption intentions in e-tailing. The proposed framework was evaluated using data from an online survey of 386 female participants across India. The conceptual framework is empirically validated using the PLS-SEM technique. The current study broadens the scope of game mechanics by emphasizing the importance of e-trust as an independent variable and task awareness as a mediator. Findings imply that the e-tailer's may include virtual currency into their platforms, allowing female consumers to make substantial use of it in their purchasing decisions.
... Their model, which also included career advice and career ownership components to offer self-perceived employability, drew together the work of earlier scholars seeking to contextualised human capital theory within higher education (e.g. Baruch et al., 2005;Cook et al., 1981;Kalfa and Taksa, 2015;Luthans et al., 2004Luthans et al., , 2015Useem and Karabel, 1986). Empirical validation of their model via a mixed-methods approach showed that existing career guidance provided by universities was perceived by students to be ineffective and often failed to access those individuals who needed the support the most (Donald et al., 2018(Donald et al., , 2019. ...
Purpose
Drawing on human capital and sustainable career theory, this paper aims to explore university students' views regarding their self-perceived employability following participation in a mandatory module titled “The Global Marketing Professional”.
Design/methodology/approach
Overall, 80 students studying a full-time postgraduate master's degree in international marketing management at a northern Russell Group university participated in a two-wave study by completing a questionnaire during Weeks 1 and 9 of the module in the 2021/2022 academic year. Descriptive statistics, paired samples t -tests and quantitative content analysis were subsequently applied to the data set.
Findings
Students' confidence in their self-perceived employability rose from 37.5% to 92.5%. This was supported by the paired samples t -tests’ findings of increases at the item and composite scale levels. The quantitative content analysis found benefits of the module to include increased confidence, interactive classes, skills development, knowledge of the recruitment process, CV development, proactive career ownership, interview guidance and networking. Suggestions for improvement included increasing the amount of lecture time provided, increased accessibility via subtitles and opportunities for real-world experience.
Originality/value
The contribution comes via the advancement of human capital and sustainable career theory by identifying empirically informed strategies for enhancing students' self-perceived employability within the university curriculum. Implications subsequently extend to universities, organisations and national economies.
... Job satisfaction was measured using Cook, Hepworth, Wall, and Warr's (1981) three-item scale that reflects employees' general satisfaction with their current jobs. Representative items include 'Generally speaking, I'm really satisfied with my job' and 'Usually, I really enjoy my work'. ...
Researchers have long been interested in understanding how appraisals influence stressor–outcome relationships. Most studies in this area employ a variable‐centred approach, which ignores the possibility that there may be subpopulations of employees who differ in the combined use of challenge and hindrance appraisals. Building on transactional stress theory, we investigated (a) the potential existence of distinct latent appraisals profiles of job demands (i.e. time urgency, role conflict and emotional demands), (b) the outcomes associated with particular appraisal profiles and (c) the stability of these profiles over time. In a two‐wave study with a one‐year time interval (T1, N = 535, T2, N = 152) among Chinese workers, we identified three distinct appraisals profiles in both study waves (i.e. ‘positivists’, ‘negativists’ and ‘indifferent workers’). The positivists reported the highest levels of engagement, job satisfaction and the lowest levels of burnout. Interestingly, most participants appeared to change their appraisal profile over time (i.e. very often from ‘negativist’ and ‘positivist’ to ‘indifferent worker’, while they were less likely to change their appraisal profile to ‘positivist’). Furthermore, job demands influenced employees' appraisal profiles. Taken together, our results shed light on the nature of the appraisal of demands in the work context and how different employees use distinct combinations of appraisal to address their work demands.
Practitioner points
Managers should be aware that there are subgroups of employees that appraise their job demands differently: positivists, negativists and indifferent workers. Positivists tend to have higher well‐being than negativists and indifferent workers.
Employees appear to change their appraisals of job demands over time. In particular, positivists tend to become indifferent workers. It is important that organizations provide sufficient resources and support to their employees to promote high challenge appraisals.
... "A statistic computed from a sample may be used to estimate a parameter, the corresponding value in the population from which the sample is selected. Statistics are usually represented by letters of our Roman alphabet such as X, S, and Y. Parameters, on the other hand, are usually represented by letters of the Greek alphabet such as u, g, or p" (West and Khan, 1998 Hepworth, Wall and Warr (1981) and other sources). However, the scale developed by RensisLikert has been popularly applied by many behavioural scientists in measuring social variables and treating them as interval or even ratio properties. ...
This is a book on research methodology in education and the social sciences. It is concerned with the practical, digital era issues that enhance the global visibility and acceptability of research.
... Internal reliability is .96 (Buitendach & Rothmann, 2009) with test-retest reliability ranging from .70 to .80 (Cook, 1981). Internal reliability for this study was .90 for intrinsic satisfaction, .86 for extrinsic satisfaction, and .94 ...
Background
A growing nursing faculty shortage, despite recruitment and retention efforts, is negatively affecting the nursing shortage. This study explored the relationships between academic nurse leaders' (ANL) toxic behaviors, job satisfaction, and anticipated turnover, and identified specific behaviors that affect faculty members' intent to stay.
Method
A descriptive, correlational, mixed-methods study was conducted using a convenience sample of nursing faculty (N = 58). Participants completed the Toxic Leadership Scale, the Anticipated Turnover Scale, and the Minnesota Satisfaction Questionnaire Short-Form and also answered two open-ended questions.
Results
Moderate negative correlations between toxic leadership and intrinsic satisfaction, extrinsic factors, and general satisfaction were revealed, as well as specific behaviors causing faculty to want to leave.
Conclusion
Increased awareness about the nature and influence of ANL toxic behaviors is needed to effectively address toxic behaviors and promote ANL accountability. Results indicate faculty are more satisfied in their role when ANL demonstrated open, honest, and transparent communication. [J Nurs Educ. 2022;61(2):88–92.]
... According to Anastasi (1976) and Schriesheim and Eisenbach (1991), a short scale is an ideal way to deal with the "demands in terms of time, and minimizing response biases that could occur as a result of boredom and fatigue." Cook et al. (1981) opine that the internal consistency reliability can be obtained even with three items. However, there are contra opinions too. ...
Purpose
Globally, serious doubts are now expressed about the quality of accounting education, and employers are concerned about the lack of employability among graduates. There is a lack of a validated tool to measure employability in the Saudi Arabia context. Such a tool is required to assess the level of employability so that required corrective measures could be taken. The purpose of the study is to construct and validate a questionnaire to measure employability of accounting graduates.
Design/methodology/approach
The data for the study was collected from various accounting professionals using a pool of 50 items from 420 randomly collected samples. The researchers used different statistical techniques, including exploratory and confirmatory factor analysis, to construct and validate the 29 item questionnaire.
Findings
Based on the purpose of the study, a questionnaire for measuring the employability of accounting graduates was constructed. The questionnaire developed and scientifically validated through various scientific techniques has 20 items under five factors. The questionnaire is ideal for measuring employability of accounting graduates.
Originality/value
A fair review of the literature revealed a dearth of a validated tool to measure employability of accounting graduates. The study has constructed and validated a questionnaire to measure employability of accounting graduates, thereby bridging the gap in literature. This questionnaire, it is expected, would facilitate the conduct of further empirical examinations about employability of accounting graduates.
... Table 4 displays the results of the HTMT criterion assessment after removing items with a low factor loading of less than 0.40 (Hair et al., 2011). Each latent variable in this study is assessed using a minimum of three items with sufficient internal consistency (Cook et al., 1981). We employed procedural control and statistical measures to reduce the impact of common method bias (Podsakoff et al., 2003). ...
... Although the relationship between transformational leadership and organizational performance has been well researched over the years, there are no conclusive findings. Previous studies have examined the relationship between transformational leadership and organizational performance, as well as job satisfaction in various settings such as healthcare, military, education and business organizations (Bass, 2000;Cook et al., 2014;Chen and Silverthorne, 2015;Puni et al., 2018). These studies generally indicate that transformational leadership has a positive effect on both job satisfaction and organizational performance. ...
Purpose
Poor corporate governance was reported to significantly contribute to the 2017/2018 financial crisis in Ghana. As leadership is a vital concept in the corporate governance system, this study aims to examine the effect of transformational leadership on organizational performance and hypothesizes that job satisfaction mediates such a relationship.
Design/methodology/approach
This study adopted a quantitative research approach where a cross-sectional survey design was used to collect the data from 300 purposively sampled employees of five selected commercial banks. The data was analysed using PROCESS version 3.4.1.
Findings
The results show that individualized consideration is the dominant transformational leadership dimension being practiced by supervisors and managers in the selected commercial banks. Again, the four dimensions of transformational leadership have a positive effect on organizational performance, and such effect is significantly mediated by job satisfaction.
Practical implications
The findings suggest that the dimensions of transformational leadership should be continuously improved alongside strategically motivating employees to increase their satisfaction level to enhance organizational performance.
Originality/value
This study provides evidence that bank managers need to be cognizant that job satisfaction is vital in the industry and must be a focal point of corporate governance practices. The mere initiating of transformational leadership behaviours without a clear link to employee satisfaction may result in employee disengagement, consequently affecting the banks’ performance and survival.
... Turnover intention is measured on three-items scale from which 3 items were adapted from (Lee et al., 2012) and 2 items were adapted from (Rice et al., 2020). The three item-scale is also being incorporated in studies like (Cook et al., 1981;. The sample items are "I often think about quitting" and "I will probably look for a new job in the next year". ...
International e-Conference on Business and Management 2021 (eICBM2021) with the theme of "Reforming Business Management in Digital Era". The conference aims to bring together leading academicians, researchers, scholars and students to exchange and share their experiences and researches on all aspects of business and globalization. It provides a premier interdisciplinary platform for researchers, practitioners, educators, and students to present and deliberate the most recent findings, trends, and concerns as well as practical challenges encountered and solutions adopted in the fields of business and management.
eICBM2021 is proposed to be held at Universiti Sultan Zainal Abidin, Terengganu, Malaysia on 14th and 15th September 2021. The conference is to be hosted and organized by Faculty of Business and Management, Universiti Sultan Zainal Abidin, Terengganu, Malaysia. It is also jointly organized by Universiti Syiah Kuala (Indonesia), Universiti Islam Sultan Sharif Ali (Brunei), Narotama University (Indonesia), State of Polytechnic (Indonesia), Prince of Songkla University (Thailand), University of Jember (Indonesia), Islamic State University of Sunan Ampel (Indonesia), and Iqra University (Pakistan).
As the global business environment becomes increasingly dynamic and complex, information technology (IT) employees are playing a critical role in today’s business activities. Therefore, knowledge about how leader–member exchange (LMX) influences IT employees’ behaviors is of great interest to managers and researchers. Additionally, this issue is under-addressed in the literature, particularly in connection with professional service firms. More studies are needed that examine IT employees’ behavior in the professional service field. This study investigated the effects of LMX on job demands, job satisfaction, and turnover intention by applying the job demands-resources (JD-R) model and LMX theory. Cross-sectional survey data from 251 self-report questionnaires were collected from IT employees. The research results revealed that LMX is negatively associated with job demands and negatively moderates the relationship between job demands and job satisfaction. High job demands may increase turnover intention among IT employees. Our findings have critical implications for job demand-resource issues related to IT professionals, how supervisors handle and offer support and adequate resources to employees in IT service projects, and how supervisors support their subordinates in coping with project requirements and ensuring project success. The comprehensive implications of the findings of this study can help future stakeholders enhance their understanding of IT service projects.
Introduction. Job satisfaction is very significant in the field studies of occupational wellbeing. A vast number of published studies have suggested a link between job satisfaction levels and both organizational behavior and physical and mental health. The detection of effective intervention strategies needs an accurate assessment. Therefore, the problem of choosing precise measurement instruments takes place.Objectives. The present paper is aimed to provide a framework about the characteristics of available measures of job satisfaction, in its globality, as a unit, as well as in its component parts. Methods. A critical review was conducted, systematically describing instruments as classified into single-item scales, one-dimensional scales, and multidimensional scales.Psychometric qualities and structural features are indicated for each presented measure.Results. From literature-based analysis a large amount of existing instruments emerged, with some differences referring to their validity, reliability, and practical usefulness. Overall, we presented 23 self-report scales, 7 of which are addressed to a global evaluation, whereas 14 are multidimensional. Some scales are specifically developed to be used in healthcare, medical, and nursing areas.Conclusions. An accurate method for evaluation is at the bottom of the development of effective programs for the prevention of work related risk factors. This overview might be helpful as a guidance tool for determining if an instrument is suitable for a specific purpose.
Purpose: The present study aimed to develop an indigenous valid and reliable scale to measure the readiness to change in patients with drug addiction. Design/Methodology/Approach: approach in which theories behind the transtheoretical model of change and drug addiction were examined along with semi-structured interviews and Focus Group Discussions. Phase one of the present study was scale construction, for this purpose initial items pool was generated from literature, focus groups of ward boys and nurses, interviews of psychologists, and in-depth interviews of diagnosed patients of drug abuse. Major themes were extracted by using Interpretive Phenomenological Analysis and transformed into statements. For content validity, three experts were requested to rate items on a Likert-type scale and items were included or excluded by 1/3 ratio. For construct validity scale was administered on 100 diagnosed patients with drug addiction. Findings: Exploratory Factor Analysis (EFA) with the Varimax rotation method and Kaisar Normalization extracted three factors. The factors were named after stages of readiness for change including pre contemplation, contemplation and action stage. Implications/Originality/Value: This study contributed to psychometric research through the development of an indigenous scale to assess readiness to change on the transtheoretical model of behavior change in Pakistan. No such tool was found available presently to measure this and readiness was being measured on an international scale.
Penelitian ini bertujuan untuk menjelaskan secara ilmiah hubungan budaya organisasi terhadap kepuasan kerja. Lebih khusus, penelitian ini berupaya menjelaskan mekanisme mediasi dari perilaku pemimpin didalam hubungan tersebut. Dengan memanfaatkan sampel sebanyak 146 pegawai yang bekerja di salah satu instansi pendidikan pada salah satu kota di salah satu provinsi di Indonesia, penelitian ini menemukan bahwa budaya organisasi berpengaruh positif terhadap kepuasan kerja. Secara khsusus, penelitian ini menemukan perilaku pemimpin memediasi hubungan antara budaya organisasi dan kepuasn kerja. Kata Kunci/Keywords: budaya organisasi; kepuasan kerja; perilaku pemimpin
Job burnout is an outcome of either exhaustion and or mental distance and or emotional impairment and or cognitive impairment. Voluntary or involuntary Talent turnout is observed from literature review. Short form of Maslach burnout inventory tool (General Survey) is engaged to collect primary data. A sample of site civil engineer/s from the civil engineer's universe is considered to carry this study. To collect the data snow ball technique administered. To ascertain reliability of data the Cronbach Alpha test administered and the value found more than 0.70, hence data is reliable. The respondents are of male, holding diploma degree (28%)/bachelor degree (72%), 22% of them married. The correlation test administered and the study has discovered that exhausted mind may not stay focused; drained out energy leads to uncontrollable emotions; physically exhausted employee may not stay concentrated/mind being working on other things it leads to mistakes at work/reluctant to others opinion about my work; low enthusiasm at work leads to uncontrollable emotions/unintentional overreaction/ trouble in concentration/ mind being working on other things it leads to mistakes at work; Unable to control emotions/ my emotions is not reflect the way I do/unintentional over reaction due to lack of clarity regarding the significance of my work to others; my emotions is not reflect the way I do/ mind being working on other things it leads to mistakes at work/ unintentional over reaction due to lack of emotion controlling; mind being working on other things it leads to mistakes at work due to unintentional over reaction at work; mind being working on other things it leads to mistakes at work due to concentration difficulty at work. The employee, if provide a clarity at work/ enthusiasm/ motivation, may not consider himself for job burnout. JEL Classification: C1, I3, J5, J7, M54, N3, N35,
Transformational Leadership, a crucial prerequisite for fostering flexibility and innovation within organizations, is explored in this study. The impact of transformational leadership on organizational performance is investigated. To establish validity, both face and construct validity were assessed, and Cronbach's alpha coefficient was calculated for reliability of the questionnaires. The research employed simple random sampling, with a sample size of 212 based on Cochran's formula, distributed among 40 small and medium-sized business managers in Tehran. Data were collected, analyzed descriptively through SPSS22, and inferentially using Smart PLS3 for structural equation modeling. Results indicate a significant influence of transformational leadership on organizational performance.
Background:
Violence and harassment affect healthcare workers' well-being and career decisions in the home and community care sector.
Purpose:
The objective of this study is to assess the role of training in alleviating the relationship between violence and harassment at work and turnover intention among personal support workers (PSWs).
Methodology/approach:
Cross-sectional survey data from 1401 PSWs in Ontario, Canada are analyzed with structural equation modeling. Utilizing a resource perspective, the associations between job demands (i.e., violence and harassment at work), personal resources (i.e., self-esteem), job resources (i.e., workplace violence training and challenging task training), stress, and intention to stay among personal support workers (PSWs) are examined.
Results:
Challenging task training is positively associated with self-esteem and negatively associated with stress, whereas workplace violence training does not have a significant association with either variable. Stress has a negative relationship with intention to stay. Self-esteem is the mediator of both associations between violence and harassment at work and stress and between challenging task training and stress.
Discussion:
The results point to varied degrees of training effectiveness that may be shaping turnover decisions of PSWs who experience violence and harassment in home and community care organizations.
Practice implications:
There seems to be a need to assess and redesign workplace violence training. Home and community care managers might be able to lower the impact of violence and harassment on PSWs' turnover by providing training that is not directly related to workplace violence and harassment.
Bu araştırmanın amacı, işletmelerde iş tatmininin örgütsel bağlılığa etkisinde
örgütsel adaletin düzenleyici rolünün ortaya konulması ve gerekli verilerin toplanıp
literatüre sunulmasıdır. Araştırma, İstanbul ili Halkalı ve Silivri ilçelerinde, ambalaj
sektöründe faaliyet gösteren firmalardan oluşmaktadır. Anketler, Kovid-19 nedeni ile
e-posta aracılığıyla, 2021 yılı Haziran- Eylül aylarını kapsayan dönemlerde
yapılmıştır. Örneklemde seçilen firmalar kolayda örnekleme yöntemi ile firma
çalışanları ise rassal örneklem yöntemine göre seçilmiştir. Veri toplama aracı olarak,
demografik bilgiler, iş tatmini, örgütsel bağlılık ve örgütsel adaletin bulunduğu anket
formu kullanılmıştır. Beşli likert ölçeğinde 437 katılımcıdan toplanan verilerin anket
uygulaması sonucunda elde edilen veriler, SPSS 22 ve AMOS 24 paket programı
aracılığıyla analize tabi tutulmuştur. Araştırma kapsamında, iş tatmini, örgütsel
bağlılık ve örgütsel adalet ölçme araçlarından elde edilen puanlar arasındaki
ilişkilerin incelenmesinde, faktör analizi, güvenirlik ve geçerlilik analizi, korelasyon
analizi ve regresyon analizi kullanılmıştır. Araştırma, ampirik olarak test edilebilecek
bir model önermektedir. Araştırmanın amacı doğrultusunda, cinsiyet ve medeni
durum değişkenlerine göre ölçme araçlarından elde edilen puan ortalamalarını
karşılaştırmak için bağımsız örneklem t testi uygulanmıştır. Yaş grubu, eğitim
durumu, kurumdaki çalışma süresi ve toplam çalışma süresi değişkenlerine göre
ölçme araçlarından elde edilen puan ortalamalarını karşılaştırmak için tek yönlü
varyans analizi uygulanmıştır. Varyansların homojen olup olmadığı Levene F testi
ile belirlenmiştir. Araştırmada, bu verilerle yöneticiler ve işgörenlere yönelik hem
sektörel bazda hem de yönetsel bazda bazı ipuçları elde edilmiştir. Araştırmada
ayrıca çalışanların demografik faktörlerinin çalışmada kullanılan değişkenlerin
üzerinde etkisinin olduğu belirlenmiştir. Sonuçlar genel anlamda
vi
değerlendirildiğinde, ambalaj sektöründe çalışanların, iş tatmini, örgütsel bağlılık ve
örgütsel adalet algılarının farklılaştığı görülmektedir.
Anahtar Kelimeler: İş Tatmini, Örgütsel Bağlılık, Örgütsel Adalet.
A RESEARCH STUDY CONCERNING THE REGULATORY ROLE OF ORGANIZATIONAL JUSTICE IN THE IMPACT OF JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT
The study aims at suggesting the regulatory role of organizational justice in the impact of job satisfaction on organizational commitment and at collecting enough data to contribute to literature. The research study is made up of companies from the packaging industry in Halkali and Silivri districts of Istanbul. Surveys were carried out via e-mails sent from June to September in 2021, due to Covid-19 restrictions. Companies were selected by the convenience sampling method and the employees were selected by the random sampling method. The survey form included information on demographics, job satisfaction, organizational commitment, and organization justice. After being collecting from 437 participants on a five-point Likert scale, the survey data were analysed via SPSS 22 and AMOS 24. Within the research scope, factor analysis, reliability and validity analysis, correlation analysis and regression analysis were used to study the correlation among the scores on job satisfaction, organizational commitment, and organizational justice. The research proposes a model that can be tested empirically. For the study objective, independent sample t-test was carried out to compare the average scores based on the variables of gender and marital status. One-way analysis of variance was applied to compare the average scores based on the variables of age group, education level, period of working in the institution and total working time. Levine’s F test was carried out to determine the homogeneity of the variances. The research suggests some clues for managers and employees, both on a sectoral basis and on a managerial basis. The study also determines the impact of demographic factors on the variables. An overall analysis of the results suggests that the employees in the packaging industry have different perception of job satisfaction, organizational commitment, and organizational justice.
Key Words: Job Satisfaction, Organizational Commitment, Organizational Justice.
Purpose: This study aimed to clarify the mixed conclusions regarding work engagement and job satisfaction in
the nursing research literature by conducting a systematic review and meta-analysis.
Design and Methods: This meta-analytic review synthesized 15 independent studies published between 2007
and 2021.
Findings: An overall effect size of random-effect model was calculated as
r = .47 (
k =15,
N = 3,818, 95% CI
[.43, .51]). Data collection method and presence of control variable, as significant moderators, accounted for
43.6% and 43.8% respectively of the effect size heterogeneity.
Practice Implications: While the positive relationship between work engagement and job satisfaction was higher
in studies using the face-to-face data collection method, it was lower in studies using the control variable in their
research models.
Labour legislations provide guidelines to prevent unfair labour practices and organizational injustice. All employment and labour laws propose standards regarding wages, wellbeing, safety, and equitable treatment, which reduces conflicts. However, informational imbalances between employers and employees prevent employees from having adequate knowledge about labour legislation. Consequently, some employers treat employees inconsistently and that could be detrimental to them. A practical solution to this problem is making employees aware of the provisions of labour laws. As an initial step towards this, there is a definite need to assess employees’ awareness regarding labour laws. Nevertheless, there is a lack of a standardized tool to measure the knowledge level of labour legislation, which has impaired empirical examinations. Using randomly collected 346 samples from two different types of industries, the present study constructed and validated a tool to measure labour law knowledge. The study has followed a simple scale development framework consisting of item generation, scale development, and psychometric evaluation. The measurement tool has been developed using exploratory and confirmatory factor analysis. The final questionnaire consists of 17 items under four factors, exhibited significant reliability and validity. The developed tool is expected to fill the gap in the literature and stimulate further empirical research. The study also examined the difference in the knowledge level based on the demographics of the sample. The results show a significant difference between the knowledge levels based on gender, citizenship, type of industry, and qualifications. Future research directions are proposed at the end of the paper, together with the limitations of this study.
The present study aimed to explore interactions between decent work (DW) perception and satisfaction with work and life, in a sample of Brazilian managers (N = 292). For this, three instruments were applied: The Decent Work Questionnaire, the Work Satisfaction questionnaire and the Satisfaction With Life Scale. The results found were three interpretable canonical correlations: the first shows the association of all DW dimensions with all dimensions of satisfaction with work and life; the second shows the interaction between meaningful remuneration for the exercise of citizenship and satisfaction with life; and the third, highlights the association between health and safety with satisfaction with the physical work environment. The results suggest the relevance of DW in promoting satisfaction with work and life.
In this study, we integrate follower categorization theory with affective events theory (AET) to investigate the extent to which within-person patterns of implicit followership theories (IFTs) and work-related affect predict job satisfaction for leaders versus followers. Latent profile analysis (LPA) was used to identify and to describe distinct profiles of IFTs and work-related affect for leaders versus followers. For the sample of 242 leaders, two profiles with distinct patterns of IFTs and work-related affect ( Proactive and Alienated) were found. Leaders with Proactive views of followers showed above-average ratings of work-related affect, while leaders with Alienated views of followers showed lower ratings of work-related affect. In the sample of 240 followers, there were four profiles of followers with distinct patterns of IFTs and work-related affect ( Conforming, Alienated, Proactive, and Negative). Despite showing a similar pattern of IFTs, followers with Alienated views of their own role showed below-average ratings of work-related affect, while followers with Negative views of their own role showed the highest ratings of work-related affect. These findings suggest that IFTs and work-related affect show unique within-person interaction for followers. Furthermore, for followers, profile membership of IFTs and work-related affect significantly predicted mean levels of job satisfaction. Implications are discussed.
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