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Factors influencing Job Performance of Community Child Center Workers
Abstract
The purpose of this study was to search for approaches towards the improved the job performance of the community child center workers, by analyzing relations between their job performance and its concerned variables. For that purpose, the investigator searched the characteristics of variables and relations among the variables and empirically analyzed the factors affecting the job performance. As a result, there were significant differences in job performance according to the empowerment, network and job characteristics. The results of hierarchical regression analysis reveal that changes to each of the models were checked by introducing a new group of variables in each stage. Then the influences of the variables including the empowerment, network and job characteristics on job performance were tested through the influence and significance of the variables and the changing explanatory power of the entire models.
The objective of this study was to empirically analyze the effect that the perceptions professionalism perceived by social workers at local child care centers wold have on organizational commitment. For this study, the social workers at local child care centers in Jeollanam-do were surveyed. 286 sets of questionnaires were used for analysis among the collected ones, excluding the missing values. The results of analysis showed that the professionalism score was above the medium level while the service conviction score was found to be the highest. A positive(+) correlation was observed between perceptions professionalism and organizational commitment. Particularly, the correlation was the highest between occupational consciousness of mission and organizational commitment. Meanwhile, the results of multiple regression analysis suggested that the organizational commitment was affected by occupational consciousness of mission and utilization of professional organization, the sub-variables of perceptions professionalism. Moreover, it was found that the occupational consciousness of mission had the greatest influence on organizational commitment. Based on aforesaid results of analysis, this study presented the direction for the improvement of perceptions professionalism and organizational commitment among social workers of local child care centers, along with the challenges for the succeeding studies.
The purpose of this study was to analyze the effect that the social support for social welfare workers who are the key personnel providing the service to children directly at local child care center would have on job satisfaction. For this study, the social welfare workers of local child care center in Jeollanam-do were surveyed. A total of 240 questionnaires which had been collected were used for analysis. This study analyzed the effect of social support on job satisfaction by defining the demographic characteristics of social welfare workers as the control variables. The results of the analysis showed that the social support had the greatest influence on job satisfaction. Such results suggest that the stronger social support for social welfare workers would increase the job satisfaction of social welfare workers. Based on the results of the analysis, the following recommendations are presented which can help increase social support for social welfare workers: First, it is necessary to standardize the works of social welfare workers at local child care center and provide them with specialized training and education. Second, additional points should be granted to excellent local child care centers. Third, a cooperation system needs to be established which links the networks of colleagues and local societies.
Growing interest in the empowerment of workers is evident in for-profit organizations as well as nonprofits. Empowerment is understood as a result of better matches between worker characteristics and organizational needs, and it is believed to result in increased satisfaction and productivity. Whether such assumptions are empirically supported remains to be demon strated. A key requisite for such studies is a valid and reliable scale for measuring empowerment. This article descnbes the development and field testing of such an instrument, followed by discussion of its strengths, limitations, and applications in further research on this topic, particularly in the area of staff empowerment m social service organizations.
A new strategy for redesigning jobs to increase the work motivation and satisfaction of employees is described. Included is a statement of the theory on which the strategy is based, discussion of how to carry out and interpret a diagnosis of jobs prior to change, and specification of action steps for job redesign which have been found to lead to beneficial personal and organizational outcomes. The report, which is oriented primarily to managers and behavioral science practitioners in organizations, concludes with a summary of findings from organizational tests of the theory and the change strategy. (Author)
The paper updates a survey of Social Work supervision first conducted in 1973. In 1989 a national sample of N.A.S.W. members were contacted by mail. The sample consisted of 1500 direct service worker supervisees and 1500 supervisors. Questionnaire returns indicated that supervision was generally implemented in individual conferences scheduled once a week, lasting one to one and a half hours. The majority of both supervisors and supervisees expressed satisfaction with supervision. Both groups perceived educational and supportive supervision to be more important than administrative supervision. Both groups perceived expertise as the principal sources of supervisors power in the relationship.
Cross-study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta-analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta-analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/ cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitudinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single- versus multi-item scales, the 9-versus 15-item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales. [ABSTRACT FROM AUTHOR] Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Social Administration -A Client-Centered Approach
- A Charles
- J Rapp
- Poetner
A. Charles, Rapp and J. Poetner, Social
Administration -A Client-Centered Approach,
N.Y.: Longman, 1992.