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... Job satisfaction describes the positive feelings individuals experience toward their jobs (Brayfield and Rothe, 1951). This condition can be built by many aspects, including positive assessment of assigned tasks, relationships with colleagues, management, and aspects of working conditions such as policies and practices that are fair, transparent, and support for employee development and well-being. ...
... The instrument consists of four items adopted from (Wang et al., 2021). Job satisfaction, measuring the feelings of pleasure experienced by employees over aspects of the work aspect, with five instruments adopted from Brayfield and Rothe (1951). Ethical leadership, measured using a 10-item statement adopted from Brown, et al (2005), measures employee perceptions of the leader's attitude in action, speech, perceived fairness, and the meaning of the leader's communications received. ...
This study aims to analyze the influence of Ethical Leadership (EL) and Organizational Politics (OP) on Employee Creativity (EC) through Job Satisfaction (JS) as Mediation. The sample used amounted to 180 respondents of SOEs in Indonesia located in East Java. Test the hypothesis in this study using variance-based SEM (structural equation modelling) analysis or partial least squares using the SmartPLS V.4.0.9.8 software application. The results showed that Ethical Leadership has a positive effect on Job Satisfaction and Employee Creativity. Organizational politics have no effect on job satisfaction and employee creativity. Job Satisfaction positively affects employee creativity. Job Satisfaction can mediate the positive relationship of Ethical Leadership with employee creativity. Job satisfaction cannot mediate organizational politics with employee creativity. This research implications the importance of building ethical leadership that encourages job satisfaction and employee creativity so as to encourage business competitiveness.
... The Job Satisfaction Scale, developed by Brayfield and Rothe (1951), initially contained 18 items [40]. This study uses a simplified version of the job satisfaction scale with a total of six items, including the nature of the work, superiors, colleagues, income, promotion opportunities, and six aspects of the work situation, using the five-point Likert-scale, from 1 (extremely dissatisfied/totally disagree) to5 (very satisfied/totally agree); the higher the score, the higher the satisfaction of the respondents. ...
... The Job Satisfaction Scale, developed by Brayfield and Rothe (1951), initially contained 18 items [40]. This study uses a simplified version of the job satisfaction scale with a total of six items, including the nature of the work, superiors, colleagues, income, promotion opportunities, and six aspects of the work situation, using the five-point Likert-scale, from 1 (extremely dissatisfied/totally disagree) to5 (very satisfied/totally agree); the higher the score, the higher the satisfaction of the respondents. ...
Background
Occupational hazards occur in all walks of life. China’s horticulture industry is undergoing rapid development. However, the mental health of garden workers has not received much attention. This study investigates the mental health status and influencing factors of Chinese garden workers and provides a basis for promoting their mental health and ensuring the healthy development of Chinese horticulture.
Methods
A cross-sectional survey of garden workers in Beijing was conducted from 10 July 2021 to 10 October 2021. A total of 3349 valid questionnaires were recovered, with an effective response rate of 95.69%. Descriptive statistical analysis was carried out on the demographic characteristics, job satisfaction, stress, anxiety, and depression of garden workers, and the influencing factors affecting the mental health of Chinese garden workers were found through a t-test, variance analysis, and ordinal multi-class logistic regression analysis.
Results
Survey respondents were mostly male (54.4%) and under the age of 40 (64.1%). The anxiety and depression symptoms of the garden workers were moderate. Among staff members, 40.2% were in a normal state of stress. Gender, three meals on time, monthly income, and job satisfaction were the factors influencing stress, anxiety, and depression symptoms among garden workers.
Conclusion
Compared to medical staff and other groups, the stress, anxiety, and depression symptoms of Chinese garden workers are severe. Gender, monthly income, and job satisfaction are important factors affecting their mental health. Managers should continuously improve the working environment of garden workers, provide salaries that match their positions, and improve their job recognition and satisfaction to reduce the impact of negative emotions on personal health.
... AZ wurde mit der Overall Job Satisfaction Scale (OJS; Brayfield & Rothe, 1951;dt: Neuberger, 1974) "Meine Arbeit ist wie ein Hobby für mich"; "Meine Arbeit bereitet mir wahre Freude"; "Jeder Arbeitstag scheint nicht zu Ende gehen zu wollen" -invers kodiert). Höhere Werte stehen für eine höhere Zufriedenheit. ...
... İş Tatmini Ölçeği; Brayfield ve Rothe [24] tarafından geliştirilmiş, Judge ve arkadaşları [25] kısa formunu hazırlamış ve Keser ve Bilir [26] tarafından Türkçe güvenilirlik ve geçerlilik çalışması yapılmış olan ölçeğin Cronbach alfa güvenirlik değerinin 0,85 olarak tespit edilmiştir. ...
Giriş ve Amaç: Araştırmada hemşirelerin iş tatminleri ile örgütsel muhalefet davranışlarını sergileme eğilimleri arasındaki ilişkisinin incelenmesi amaçlanmaktadır. Bu kapsamda hemşirelerin örgütsel muhalefet davranışlarını sergileme eğilimleri ile hangi örgütsel muhalefet davranışlarını daha fazla sergilediklerinin belirlenmesi, işlerinden sağladıkları doyum seviyelerinin belirlenmesi ve bahsi geçen değişkenler arasında ilişkinin söz konusu olup olmadığı, var ise ne yönde bir ilişkinin söz konusu olduğunun ortaya konulması hedeflenmektedir. Gereç ve Yöntemler: Araştırmanın evrenini üçüncü basamak sağlık kuruluşunda görev yapan hemşireler oluşturmaktadır. Gönüllülük esasına dayalı olarak evren içerisinden kolayda örnekleme yöntemi ile araştırmaya dâhil olan 337 hemşireden elde edilen veriler ile çalışma yürütülmüştür. İş tatmini ve Örgütsel Muhalefet ölçekleri ile demografik bilgilere ilişkin anket formuna eklenen sorularla veriler toplanmıştır. Elde edilen veriler analize tabi tutulmuştur. Bulgular: Hemşirelerin orta seviyede iş tatminlerinin olduğu ve örgütsel muhalefet davranışlarından sırasıyla en fazla dikey muhalefet davranışlarını, ardından yatay ve yer değiştirmiş muhalefet davranışlarını sergileme eğilimlerinin olduğu tespit edilmiştir. Hemşirelerin işlerinden sağladıkları doyum seviyesi ile örgütsel muhalefet davranışlarını sergileme eğilimi arasında da ilişkinin varlığı ortaya konulmuştur. İş tatmini yüksek olan hemşirelerin dikey muhalefet sergileme eğilimlerinin de daha yüksek seviyede olduğu ve iş yerinde yaşadıkları problemleri üst yöneticilerine aktararak sorunun çözümüne yönelik arayış içinde oldukları görülmektedir. Diğer taraftan iş tatmini düşük olan hemşirelerin ise yer değiştirilmiş muhalefet davranışı sergileyerek sorunun çözümünden ziyade kendilerini rahatlama yolunu tercih ettikleri anlaşılmaktadır. Sonuç: Muhalefet kelimesi her ne kadar olumsuz gibi algılansa da iş süreçlerinde oluşan sorunların tespitinde ve çözümünde yönetimsel işlere ışık tutmaktadır. İş tatminin arttırılması, yapıcı ve destekleyici önerilerin yönetime iletilebilmesi için çalışanların özellikle dikey muhalefet davranışlarının sergileyebilecekleri ortamın yaratılması ve katılımcı yönetim anlayışının benimsenmesi sağlık yöneticilerine önerilmektedir. Anahtar kelimeler: İş tatmini, örgütsel muhalefet, hemşire, sağlık kuruluşu Abstract Aim; The aim of the research is to examine the relationship between nurses' job satisfaction and their tendency to exhibit organizational dissent behaviors. In this context, it is aimed to determine the tendency of nurses to exhibit organizational dissent behaviors and which organizational dissent behaviors they exhibit more, to determine the satisfaction levels they provide from their jobs, and to reveal whether there is a relationship between the mentioned variables and, if so, in what direction.
... (1) Feeling good about work, (2) Feeling of pride in work, (3) Enthusiasm for work tasks, (4) Feeling satisfied with work. Source: Brayfield and Rothe (1951), Lambert et al. (2020) Likert 4 ...
This research examines the influence of organizational commitment and employee engagement on employee performance, with job satisfaction as an intervening variable. The research sample consists of 124 employees of the Lhokseumawe Mayor's Office. The analytical tool used is Structural Equation Modeling (SEM) employing the AMOS (Analysis of Moment Structure) Version 24 software. The research findings indicate that organizational commitment does not directly affect satisfaction but significantly impacts employee performance. Employee engagement, on the other hand, significantly affects job satisfaction and employee performance. Furthermore, job satisfaction influences employee performance. While job satisfaction does not mediate the influence of organizational commitment on employee performance, it has a mediating role in the relationship between employee engagement and employee performance. These findings are expected to provide a basis for formulating organizational policies related to employee management to enhance service performance in government organizations, particularly within the Lhokseumawe Mayor's Office.
... Bu araştırmada elde edilen veriler üzerinde Açımlayıcı Faktör Analizi gerçekleştirilmiştir. Söz konusu analiz Tablo 2'de yer almaktadır. Üçüncü kısımda İş Tatminini ölçmek için Brayfield ve Rothe (1951) tarafından geliştirilen, Judge vd., (1998) ...
İstanbul'daki akademisyenler ile yapılan bu araştırmada, dijital iyi oluşun yapay zekâ kaygısı ve iş tatmini üzerindeki etkisi araştırılmıştır. Nedensel ilişki deseniyle yürütülen araştırmada 211 akademik personelden elde edilen veri seti istatistiki analizlere tabi tutulmuştur. İlgili analizler sonucunda yapay zekâ kaygısının yapay zekâ yapılandırması alt boyutunun dijital iyi oluşun dijital refah boyutuyla pozitif yönlü ve anlamlı bir değişime sahip olduğu görülmektedir. Ayrıca dijital iyi oluşun alt boyutu olan dijital tatmin ile iş tatmini arasında negatif yönlü ve anlamlı bir şekilde görülebildiği bulgulanmıştır. Araştırma bulgularından elde edilen sonuç, yapay zekâ yapılandırmasının dijital refahı arttırdığını göstermektedir. Öte yandan akademisyenlerde dijital tatmin düzeyi arttıkça iş tatminin azalacağı da elde edilen sonuçlar arasındır. Bu sonuç, klasik iş tatmin algılarının yapay zekâ ile birlikte farklı şekilleneceğini göstermektedir.
... " Participants provided their responses on a five-point scale (1 = never, 5 = very often) (α = 0.84). Job satisfaction was measured with five items developed by Brayfield and Rothe [66]. A sample item is "I am satisfied with my current job" (α = 0.88). ...
Background
In recent years, sustainable employability, rooted in the capability approach, has received substantial attention due to its associations with work and health-related outcomes. While previous studies have indicated that being able and enabled to achieve important work values (i.e., work capabilities) is positively associated with desirable work outcomes, most of these studies have primarily employed a cross-sectional design to explore these associations. This study aimed to examine the long-term relationships between work capabilities and work and wellbeing-related outcomes, including work ability, work engagement, task and creative performance, organizational citizenship behavior, organizational commitment, job and life satisfaction, turnover intention, and burnout symptoms.
Methods
Data were collected from 251 randomly selected Dutch employees through a two-wave survey conducted in 2021 and 2023 via the Longitudinal Internet Studies for the Social Sciences panel. Multiple linear regression analyses were performed to assess these associations while controlling for potential covariates.
Results
The results revealed that participants valued a diverse range of work capabilities but encountered challenges in realizing these valued capabilities. The capability set positively predicted desirable outcomes and was associated with reduced burnout over a two-year period.
Conclusions
Supporting and enabling employees to realize their capabilities is essential for improving favorable work outcomes and diminishing burnout in today’s volatile work environment. These findings further emphasize the importance of organizations improving conversion factors to bridge the gap between valued capabilities and their actualization.
... A range of control variables, including Self-Efficacy, Burnout, Resiliency, Narcissism, Psychopathy, the Big Five Inventory, and demographic factors like Age, Gender, and Organizational Tenure, were incorporated to refine the analysis and ensure the validity of the results. Job Satisfaction was assessed using the six-item scale developed by Brayfield and Rothe (1951), which measures overall contentment with one's job. Responses were rated on a 5-point Likert scale with a mean score of 3.16 and a standard deviation of 1.17. ...
Practically, discrepancies in job satisfaction among workers in similar roles suggest that individual characteristics significantly impact how job crafting behaviors are implemented. The potential for job crafting to enhance satisfaction has yet to be fully explored, particularly in the context of Machiavellian traits as a moderating influence. Using the Job Demands-Resources (JD-R) model as the framework, our study aimed to determine if these traits functioned as a resource or demand. Understanding how Machiavellian traits impact how employees craft their work may inform and facilitate tailored workplace interventions that accommodate diverse personality types. This cross-sectional study, using Partial Least Squares Structural Equation Modeling (PLS-SEM) with multiple post hoc analyses, examines the moderating role of Machiavellianism on the relationship between job crafting behaviors and job satisfaction in a sample of U.S. workers (N = 291). Results from the total sample revealed that cognitive crafting had the strongest positive relationship with job satisfaction, while relational crafting showed a smaller but significant positive effect. Machiavellianism did not moderate the relationship between task crafting and job satisfaction but moderated the effects of cognitive and relational crafting. Specifically, Machiavellianism acted as a demand for cognitive crafting in the total sample and the segmented sample for Generation X, reducing job satisfaction while functioning as a resource for relational crafting in the same group. These findings highlight the dual role of Machiavellianism and suggest that its impact on job crafting and satisfaction varies by crafting type and generation.
... Job satisfaction is assessed by 5 items scale (Brayfield et al., 1951). Example items of opted scale are: "I feel fairly well satisfied with my present job" and "I find real enjoyment in my work." ...
Is play-full work design strategy effective in higher education sector? To explore this phenomenon, data is collected through a structured questionnaire from teaching faculty of Pakistani universities (public, private and semi-public). SPSS and Amos software are used for the analysis of collected responses. Process macro mediation model suggested that play-full work design has significant positive relationship with job satisfaction and partially mediated by trust in management and meaningful work. Results of this study suggested that play-full work design strengthen the employees’ trust in management and provide insight about worthiness of their tasks, consequently higher level job satisfaction is attained. This study provides insight as well as guidance to higher education commission and top management of universities to take the necessary strategic measures in order to reap the benefits of this mystic practice. In addition, it also enlightens the practitioners’ vision by introducing the alleyways to make their exasperating work more challenging and gratifying.
... The instrument used for finding the stress level was adapted from Teacher Stress Inventory [10], Self-Report Teacher Stress [11,12]. The questionnaire for job satisfaction level [13]. For questions on factor stress and job satisfaction, respondents were assessed on a scale of 1 (Strongly disagree), 2 (Do not agree), 3 (Not sure), 4 (Agree), and 5 (Strongly agree). ...
Previous studies have shown that stress can cause lack of job satisfaction among educators. Workload factor and student attitude are often issues experienced by lecturers nowadays. This study investigated the stress factor and job satisfaction amongst the lecturers at community colleges in Pahang. A quantitative survey method was used in this research. An online survey was conducted on 107 lectures in Pahang community colleges. The data obtained were analysed descriptively and the Statistical Package for Social Science (SPSS) version 26 was used. The results showed that workload factor was more dominant that student attitude factor, which contributed to the stress of lecturers. The results also revealed that the level of job satisfaction amongst community college lecturers in Pahang was also at a moderate level. As for the implications of this study, it contributes to the corpus of knowledge in the area of stress factor and job satisfaction. This is to assist the community colleges in Pahang to help their lecturers reduce stress and get better job satisfaction .
... Responses were given on a 5-point Likert scale, ranging from 1 (Strongly Disagree) to 5 (Strongly Agree). Job satisfaction was measured by Job Satisfaction Index (Brayfield & Rothe, 1951), an 18 item scale that is widely used to measure job satisfaction globally. It includes such items as: "My job is like a hobby to me", "It seems that my friends are more interested in their jobs" and "I enjoy my work more than my free time". ...
The purpose of this study was to investigate the impact of time perspective on job satisfaction, career satisfaction, and life satisfaction. A sample comprising 321 participants from the teaching community of schools and colleges of Pakistan was included in the study. The Short Version of the Zimbardo Time Perspective Inventory (SZPTI-15) by Zhang and Bowerman (Zhang, Howell, & Bowerman, 2013) was used to measure the five-time perspectives: Past Negative TP, Past Positive TP, Present Hedonistic TP, Present Fatalistic TP, and the Future TP. Results of our study showed that job satisfaction, career satisfaction, and life satisfaction have a significant and positive relationship with past positive, present hedonistic, and future TPs, and a significant negative relationship with past negative and present fatalistic TPs. The results of our study add a unique and valuable contribution to understanding the impact of time perspectives on the life, emotions, and work-related attitudes of individuals. Further research with a larger sample and a more diversified population will be a valuable contribution for the understanding of individuals’ perspective about time and in the development of a balanced time perspective in Pakistan and other developing countries. Keywords: Time Perspective, Job Satisfaction, Career Satisfaction, Life Satisfaction, Pakistan
... The SIJS, developed to measure teacher job satisfaction by Brayfield and Rothe [36] as an 18-item form, was adapted into Portuguese in a 5-item form by Sinval and Maroco [37]. Items are rated on a 5-point Likert-type scale between 1 (strongly disagree) and 5 (strongly agree). ...
The main purpose of this study, explore the mediating role of career sustainability in the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Teachers should have an acceptable level of satisfaction regarding self-efficacy, career sustainability, and job satisfaction to secure well-being. In a sense, this claim mandates revealing the relationships between these variables. Accordingly, we collected data from 369 Turkish language teachers aged 24–55 years employed in public schools using the Teacher Self-Efficacy Scale, Short Index of Job Satisfaction, Career Sustainability Scale, and Subjective Well-Being Scale and tested a mediation model to seek answers to our hypotheses. We collected the data using an online questionnaire battery web-based survey (Google Forms) which was created using data collection measures and demographic items. After creating the survey using Google Forms, we distributed it through various channels such as email lists, social media platforms, and professional networks (e.g., teacher WhatsApp groups, teacher Telegram groups, etc.). Respondents were invited to participate in the survey voluntarily. The findings showed that career sustainability mediated the relationships between teacher self-efficacy, job satisfaction, and subjective well-being. Accordingly, we may claim that teachers with desirable career sustainability are likely to have increased job satisfaction and well-being, contributing to their self-efficacy. This research emphasises the essential significance of career sustainability in the overall well-being and work satisfaction of teachers. Future study should investigate treatments aimed at improving career sustainability and examine these linkages in other cultural settings.
... To measure job satisfaction, a 6-item overall job satisfaction scale by Brayfield and Rothe [15] was used. This 5-point Likert scale assessed the overall job satisfaction. ...
... We measured job satisfaction with Brayfield and Rothe's (1951) items with 5-point Likert scale (e.g., "I feel fairly well satisfied with my job") for American (α = 0.89) and PRC participants (α = 0.90). Hong Kong participants completed Cammann et al.'s (1983) measure ("All in all, I am satisfied with my job"; α = 0.80) to report their job satisfaction. ...
Relational perspectives on turnover antecedents have gained momentum in recent years, highlighting three distinct relational forces underlying employees' turnover decisions—notably, job embeddedness, social capital, and turnover contagion. However, these distinct perspectives are typically examined independent of one another, with little theoretical integration or holistic understanding of the shared mechanisms through which these relational antecedents operate on turnover intentions and behavior. We propose a conceptual model integrating the three types of relational antecedents (specifying their unique effects), while positing normative pressures from work and nonwork relationships as a fundamental consideration underlying quit decisions that translates their effects on leaving. Our model tests find support for this common mediator, even when controlling for traditional mediating mechanisms (i.e., job attitudes and perceived alternatives). Our tests also include important cultural considerations, allowing for comparisons between national cultures in our sample of nearly 700 surveyed employees and their subsequent quit intentions and behaviors, spanning the USA, Hong Kong, and China. Our tests revealed that on‐ and off‐the‐job embeddedness reduces quit propensity while prospective colleague turnover boosts that propensity. Path analyses further determined that normative pressures predict quit propensity (beyond attitudes and alternatives), and that such pressures mediate how job embeddedness and prospective coworker turnover influence quit propensity. We tease apart these effects across national cultures and discuss theoretical and practical implications of our findings.
... Participants completed a 5item measure indicating their general level of satisfaction with their job; sample item, "I feel fairly satisfied with my present job"; 1 = strongly disagree, 7 = strongly agree, M = 4.71, SD = 1.23, α = .78 (Judge, Bono, and Locke 2000;Brayfield and Rothe 1951). ...
... In order to measure job satisfaction, the general job satisfaction survey from Warner (1973) was used. The basis for this survey has been established by Brayfield & Rothe (1951). The purpose with regard to the research was to measure the "general satisfaction with the work role in an organization" (Warner, 1973). ...
... EmJ had a Cronbach's α of 0.889and mean of 1.758 (SD =0.050) for Study 1 and Study 2 had a Cronbach's α of 0.849 and mean of 3.32 (SD =0.997). For Study 1, job satisfaction (JS), we used Brayfield and Rothe's (1951) measure, which had a Cronbach's α of 0.944 and mean of 3.682 (SD =0.065). This measure only contained items that assessed the satisfaction with the job itself. ...
... "I am confident about my ability to do my job", "The work I do is important to me", "I have significant autonomy in determining how I do my job" and "My impact on what happens in my department is large" are some examples. Satisfaction is measured by the five-item version by Brayfield and Rothe (1951). All these items were rated on a five-point scale. ...
Purpose
This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE).
Design/methodology/approach
The final sample consisted of 733 respondents collected randomly from various business sectors in the UAE. Data was analysed and tested for moderation using Smart-PLS.
Findings
This study’s results show LMX to be a negative moderator. They reveal that LMX plays a crucial role in the relationship between PE Fit and job satisfaction, particularly when the fit is poor. Moreover, LMX was found to be a significant negative moderator between empowerment and satisfaction, highlighting its importance when empowerment is lacking.
Research limitations/implications
It is important to note that the current study is cross-sectional, which means it cannot establish causation. Only a pure experimental design can provide such conclusive evidence. This limitation should be considered when interpreting the findings.
Practical implications
This research highlights a significant finding in turbulent times when PE fit and empowering practices are often lacking: LMX can play a compensatory role. This insight can be invaluable for human resources managers, offering a practical solution to maintaining employee satisfaction in challenging times.
Social implications
The positive impact of enhanced job satisfaction and improved work relationships extends beyond the organization to stakeholders and society at large.
Originality/value
This research fills a gap in the existing literature by investigating the interaction between the PE fit variable and other variables, such as LMX. This novel approach offers a new perspective for HR managers, potentially enabling them to enhance their strategies for improving employee satisfaction.
... This scale was developed by Brayfield and Rothe (1951) and adapted in Bangla by Khaleque (1976). It consists of 18-items with five responses such as strongly agree, agree, undecided, disagree and strongly disagree. ...
The need for skilled manpower in universities is immense to keep pace with the present changing modern world. Organizational factors like job satisfaction and job involvement have been identified as leading factors impacting skilled workforce in various organizations as well as in universities. The purpose of the present study was to explore the relationship between job satisfaction and job involvement of non-academic employees in Chittagong University in terms of job position and gender. The study was conducted on 180 respondents purposively selected from the registrar office, different halls, faculties, medical centre and the office of the various departments of the University of Chittagong. The age of the respondents ranged in between 22 and 62 years. The Bangla versions of job satisfaction scale and job involvement scale were used to collect the necessary data. The findings of the present study showed that job satisfaction of the first class non-academic employees of the university was greater than those of the third and fourth class employees (F = 11.69, df = 2/ 174, p < .001). Consistent with this, job involvement of the first class non-academic employees was found to be greater than the third and fourth class employees (F = 6.81, df = 2/ 174, p < .001). A significant positive correlation between job satisfaction and job involvement of non-academic employees was also evident (r = .47, p < .01). The Chittagong Univ. J. B. Sci., Vol. 10(1 &2):201-216, 2020
... İş Tatmini Ölçeği; Brayfield ve Rothe [24] tarafından geliştirilmiş, Judge ve arkadaşları [25] kısa formunu hazırlamış ve Keser ve Bilir [26] tarafından Türkçe güvenilirlik ve geçerlilik çalışması yapılmış olan ölçeğin Cronbach alfa güvenirlik değerinin 0,85 olarak tespit edilmiştir. ...
Öz Araştırmada hemşirelerin iş tatminleri ile örgütsel muhalefet davranışlarını sergileme eğilimleri arasındaki ilişkisinin incelenmesi amaçlanmaktadır. Bu kapsamda hemşirelerin örgütsel muhalefet davranışlarını sergileme eğilimleri ile hangi örgütsel muhalefet davranışlarını daha fazla sergilediklerinin belirlenmesi, işlerinden sağladıkları doyum seviyelerinin belirlenmesi ve bahsi geçen değişkenler arasında ilişkinin söz konusu olup olmadığı, var ise ne yönde bir ilişkinin söz konusu olduğunun ortaya konulması hedeflenmektedir. Araştırmanın evrenini üçüncü basamak sağlık kuruluşunda görev yapan hemşireler oluşturmaktadır. Gönüllülük esasına dayalı olarak evren içerisinden kolayda örnekleme yöntemi ile araştırmaya dâhil olan 337 hemşireden elde edilen veriler ile çalışma yürütülmüştür. İş tatmini ve Örgütsel Muhalefet ölçekleri ile demografik bilgilere ilişkin anket formuna eklenen sorularla veriler toplanmıştır. Elde edilen veriler analize tabi tutulmuştur. Hemşirelerin orta seviyede iş tatminlerinin olduğu ve örgütsel muhalefet davranışlarından sırasıyla en fazla dikey muhalefet davranışlarını, ardından yatay ve yer değiştirmiş muhalefet davranışlarını sergileme eğilimlerinin olduğu tespit edilmiştir. Hemşirelerin işlerinden sağladıkları doyum seviyesi ile örgütsel muhalefet davranışlarını sergileme eğilimi arasında da ilişkinin varlığı ortaya konulmuştur. İş tatmini yüksek olan hemşirelerin dikey muhalefet sergileme eğilimlerinin de daha yüksek seviyede olduğu ve iş yerinde yaşadıkları problemleri üst yöneticilerine aktararak sorunun çözümüne yönelik arayış içinde oldukları görülmektedir. Diğer taraftan iş tatmini düşük olan hemşirelerin ise yer değiştirilmiş muhalefet davranışı sergileyerek sorunun çözümünden ziyade kendilerini rahatlama yolunu tercih ettikleri anlaşılmaktadır.
... The short form of the scale developed by Brayfield & Rothe (1951) was created by Judge et al. (1998) and adapted to Turkish culture by Başol & Çömlekçi (2020). The Cronbach alpha coefficient was calculated as 0,830. ...
This study examined the relationship between psychological resilience, job satisfaction, and organizational commitment. The study, which was conducted with the relational survey model, was attended by 204 women and 176 men, 380 people in total (MAge=37,87±7,88) working in the Directorate of Youth and Sports. Participants answered the personal information form, "The Brief Resilience Scale (BRS)", "Job Satisfaction Scale (JSS)" and "Organizational Commitment Scale (OCS)". After data collection, the basic assumptions of parametric tests were tested, and a model was created to examine the relationship between "BRS", "JSS" and "OCS" and the causal relationship between the latent variables was analyzed with the Structural Equation Model. The Pearson correlation analysis results showed significant positive correlations between the mean scores of "BRS", "JSS" and "OCS". When the goodness of fit values of the model were examined, it was found that all values were within acceptable limits. SEM results showed that psychological resilience had direct positive significant effects on job satisfaction (βBRS-JSS=0.22; p
... Job satisfaction was evaluated using a questionnaire developed by Brayfield and Rothe [37]. This questionnaire consists of six items on a five-point Likert scale. ...
Background:
Occupational accidents remain a critical challenge for healthcare professionals.
Objective:
In the present study, using the Bayesian network (BN) approach association among resilience, job satisfaction, stress, and occupational accidents among healthcare professionals is examined.
Methods:
Data was gathered using several valid questionnaires. The BN approach was utilized to analyze the r5/31/2024ionships between the variables of the current study. The performance of BN analysis was evaluated using related indexes.
Results:
In total, 300 healthcare professionals participated in this study. Results showed that almost 23% of healthcare professionals had experienced occupational accidents. Results of the sensitivity analysis demonstrated that job satisfaction had the most significant influence on occupational accidents in healthcare settings. The belief updating analysis results showed that by increasing job satisfaction and decreasing stress of healthcare professionals the occurrence of occupational accidents decreased 9.8% and 6.4%, respectively. Moreover, decreasing the stress of healthcare professionals can lead to an increase in the level of job satisfaction. Evaluation indexes showed that the performance of the developed BN was acceptable (error rate: 16.09).
Conclusion:
The Findings reveal that both job satisfaction and stress had a significant influence on occupational accidents in healthcare professionals. Moreover, by influencing job satisfaction and stress, resilience can indirectly affect occupational accidents.
... Employee's job satisfaction (EJS). A six-item global satisfaction index (Agho et al., 1992), derived initially from an 18-item index created by Brayfield and Rothe (1951), was used to quantify employees' job satisfaction. Sample items include, "I find real enjoyment in my job." ...
Purpose
This study aims to examine the impact of an organization’s internal and external corporate social responsibility (CSR) initiatives on employee job satisfaction and organizational commitment.
Design/methodology/approach
Drawing on the social identity perspective, the authors proposed and tested a mediation model to understand the psychological mechanisms underlying the effects of CSR. The study sample comprised 263 employees from Italian manufacturing firms.
Findings
Our findings indicate that external CSR orientation is positively associated with employee job satisfaction and organizational commitment. Furthermore, the mediating effect of job satisfaction partially explains the positive relationship between external CSR orientation and organizational commitment. Moreover, we found that the positive impact of external CSR on employee outcomes is strengthened when combined with internal CSR.
Practical implications
This research has practical and theoretical implications for organizations seeking to enhance employee engagement and commitment through CSR initiatives and sheds light on how CSR can shape employee attitudes and behaviors toward the organization.
Originality/value
This study brings a novel contribution to the field by examining the impact of both internal and external CSR initiatives on employee job satisfaction and organizational commitment.
... These included instruments such as the Minnesota Job Satisfaction Questionnaire, the Teachers' Level of Job Satisfaction Questionnaire, the Social Studies Performance Test, and the Job Satisfaction Survey, among others. Researchers also used questionnaires developed (Allen & Meyer, 1990;Brayfield & Rothe, 1951;Halpin & Croft, 1963;Lent & Brown, 2006;Luthans, Norman, Avolio, & Avey, 2008;Rahim, 2002). Some studies also used translated and revised versions of existing scales, such as the Utrecht Work Engagement Scale, and modified questionnaires developed by other authors to fit their specific research needs. ...
Job satisfaction significantly impacts teachers’ overall well-being and mental health. Research reveals a strong connection between employment status and mental health, with teaching being a particularly stressful profession. The COVID-19 pandemic exacerbated these challenges, with the shift to online education and limited support causing heightened stress, anxiety, and depression. This study analyses scientific literature exploring the link between job satisfaction and mental health (depression, stress, and anxiety) in teachers. By examining relevant articles in major databases like Web of Science, PSYNDEX, PsycINFO, MEDLINE, EMBASE, and Google Scholar, the research identifies numerous sociodemographic and institutional factors contributing to teachers’ mental health struggles, including workload, teaching experience, job satisfaction, gender, and the nature of online education. The findings highlight the urgent need for educational policymakers to develop policies prioritizing teacher well-being, especially during times of crisis. This involves addressing factors affecting job satisfaction and implementing strategies to promote mental health support for educators.
... Job satisfaction is the employee positive and negative attitudes about their workplace. For assessing job satisfaction, a five items scale adapted from Brayfield and Rothe, (1951) using a 5-point Likert scale ranging from 'strongly disagree=1' to 'strongly agree = 5'. A sample item comprised of, 'I feel fairly well satisfied with my present job.' Cronbach's α = 0.88 ...
... Participants were administered a job satisfaction measure adapted from Brayfield and Rothe [38], where they were asked to rate the extent to which they agreed with six items, such as 'I feel real enjoyment in my work' and 'I consider my job to be rather unpleasant'. Response scores, ranging from 1 = 'strongly disagree' to 5 = 'strongly agree', were averaged by summing scores and dividing these by the number of items (Cronbach's α = 0.82) after reversing negatively phrased items, with higher scores indicating greater job satisfaction. ...
Introduction
The negative attitudes people hold towards those who use alcohol or other drugs (AOD) can also affect the people who work with this community, leading to lowered productivity and wellbeing. The impact of this stigma by association in the AOD and harm reduction sector is particularly significant because workers may have lived experience of AOD use and identify strongly with their client group. This study aimed to examine how stigma by association among health workers in the AOD/harm reduction sector relates to workplace outcomes. A secondary aim was to explore how lived experience influences experiences of stigma by association.
Methods
The research used a cross‐sectional survey design and data collection occurred in 2023. Australian AOD/harm reduction workers ( n = 228) completed an online survey assessing stigma by association as well as various workplace outcomes measures.
Results
Participants who reported experiencing more stigma by association experienced poorer workplace wellbeing, higher burnout and greater intentions to leave the AOD/harm reduction field. Experiences of stigma by association were unrelated to job satisfaction. Additional analyses revealed that participants with lived experience reported higher levels of job satisfaction and lowered intentions to leave the sector, but findings of stigma by association and its impacts on workplace outcomes did not differ from those without lived experience.
Discussion and Conclusions
Identifying staff experiences of stigma by association and developing support and advocacy mechanisms to address this is likely to be key to reducing these experiences and ultimately to increasing positive workplace outcomes for AOD and harm reduction staff.
... In this study, the alpha coefficient was found to be 0.90. The job satisfaction survey was developed by Brayfield and Rothe (1951), a 5-item short form was created by Judge et al. (1998), and the Turkish validity and reliability of Keser and Bilir (2019) were used. Keser and Bilir (2019) determined the alpha coefficient of the JS scale as 0.85. ...
The study aims to reveal the perceived organizational support (POS) and job satisfaction (JS) levels of firefighters and to determine whether there is a relationship between them. A survey was applied to 426 firefighters working in Türkiye using convenience and snowball sampling methods. As a result of the study, POS was found to be at medium level and JS was found to be high. It was found that there was both a positive relationship between POS and JS and that POS had a significant positive effect on JS. Significant differences were found in terms of marital status, salary adequacy, age, and education regarding POS, while no difference was found in terms of years of experience variables. Regarding JS, a significant difference was found in terms of salary adequacy and educational status variables, while no difference was found in terms of marital status, age, and years of experience variables.
... Job satisfaction was measured with the short version of The Job Satisfaction Scale (Brayfield and Rothe 1951) as presented by Hetland et al. (2008). Example items are: "I feel fairly satisfied with my present job" and "most days I am enthusiastic about my work". ...
Purpose
Bullying of leaders is an underexplored topic in organizational research. To fill this knowledge gap, the aims of this study were to determine the prevalence of bullying of leaders and to examine whether holding a formal leadership position influences the relationships between exposure to bullying and the outcomes job satisfaction and depression.
Methods
Data from two separate surveys were employed: (1) A cross-sectional occupation specific sample comprising 678 Norwegian child welfare social workers; (2) A nationally representative probability sample of 1,608 Norwegian employees with two time-points (6 months’ time-lag).
Results
Analyzing multiple indicators of workplace bullying, holding a formal leadership position had no impact on the initial risk of being bullied. Analyses of prospective data showed that leaders report a somewhat stronger increase in levels of bullying over time compared to non-leaders, although the effect size was small. With exception of a small buffering effect on the cross-sectional association between exposure to bullying behaviors and job satisfaction in the second sample, holding a leadership position had no effect on the strength of the association between bullying and outcomes.
Conclusion
The findings show that leaders have the same risk of being bullied and are influenced by bullying in roughly the same manner as non-leaders. Organizational measures and interventions against bullying should therefore consider leaders as a risk group in line with other employees.
... A sample item is "All in all, I am satisfied with my job". Other scales in this group are the overall job satisfaction scale (OJS) (Brayfield and Rothe, 1951) and the Faces Scale (FS) (Kunin, 1955), one of the first widely used scales. The FS has participants respond by choosing one of the seven faces that best express their satisfaction with their job overall. ...
The evaluation of job satisfaction is significant due to its effect on workers' physical and mental health and job-related behaviours like productivity, absenteeism, and turnover. This study aims to determine the level and critical factors of job satisfaction among Greek private-sector employees. In this regard, the examination of the literature's critical instruments for assessing job satisfaction is presented. The Minnesota Satisfaction Questionnaire (MSQ) was used to conduct a quantitative survey, with findings analysed using descriptive statistics. Convenient sampling was used for data collection. The empirical results indicate that employees in the Greek private sector are marginally satisfied with their jobs. Factor analysis distinguishes the intrinsic job facets of ability utilisation, independence, and social status, along with the extrinsic facets of working conditions and co-workers as the main drivers of job satisfaction. Further, the intrinsic factors influence more overall job satisfaction than the extrinsic ones. Finally, among the socio-demographic factors, employees' education attainment determines job satisfaction in the private businesses of the Greek labour market.
... This scale was developed by Brayfield and Rothe (1951) and adapted in Bangla by Khaleque (1976). It consists of 18-items with five responses such as strongly agree, agree, undecided, disagree and strongly disagree. ...
The need for skilled manpower in universities is immense to keep pace with the present changing modern world. Organizational factors like job satisfaction and job involvement have been identified as leading factors impacting skilled workforce in various organizations as well as universities. The purpose of the present study was to explore the relationship between job satisfaction and job involvement of non-academic employees in Chittagong University in terms of job position and gender. The study was conducted on 180 respondents purposively selected from the registar office, different halls, faculties, medical centre and the office of the various differents of University of Chittagong. The age of the respondents ranged in between 22 and 62 years. The Bangla versions of job satisfaction scale (Khaleque, 1976) and job involvement scale (Khaleque, 1995) were used to collect the necessary data. The findings of the present study showed that job satisfaction of the first class non-academic employees of the university was greater than those of the third and fourth class employees (F = 11.69, df = 2/ 174, p < .001). Consistent with this, job involvement of the first class non-academic employees was found to be greater than the third and fourth class employees (F = 6.81, df = 2/ 174, p < .001). A significant positive correlation between job satisfaction and job involvement of non-academic employees was also evident (r = .47, p < .01). The idea of conducting this research was originated from the light of previous relevant studies. The findings of the present study have both theoretical and practical implications.
Bu çalışmanın amacı kadınların kariyer engellerinden biri olan kraliçe arı sendromunun ölçülebilmesi için Grangeiro, Rezende, Gomes Neto, Carneiro ve Esnard (2022) tarafından geliştirilen 24 ifade ve 6 boyuttan oluşan ölçeğin geçerlilik ve güvenirlik çalışmasının yapılmasıdır. Bu amaç doğrultusunda veriler kadın öğretmenlerden ve üç ayrı gruptan elde edilmiştir. Ölçek uyarlama çalışmasında öncelikle yapı geçerliliği için açımlayıcı faktör analizi, doğrulayıcı faktör analizi ve birleşim ayrışım geçerlilikleri yapılmıştır. Son olarak ölçeğin ölçüt geçerliliği için cinsiyet ayrımcılığı ve iş tatmini ile ilişkilerine bakılmıştır. Bu analiz sonucunda kraliçe arı sendromunun cinsiyet ayrımcılığı ile pozitif, iş tatmini ile nagatif ilişkili olduğu tespit edilmiştir. Ölçeğin güvenirliği için ise Cronbach alfa kat sayısına ve birleşik güvenirlik kat sayısına bakılmıştır. Yapılan analizler sonucunda ölçekten 3 ifade çıkarılmış ölçek 5 faktöre düşürülmüştür. Ölçek böylelikle Türk kültüründe 21 ifade ve 5 faktörden oluşan geçerli ve güvenilir bir ölçek olduğu tespit edilmiştir.
Teaches Job satisfaction determines the quality and performance of a teacher. This paper aims to investigate college teacher job satisfaction in civil service (government colleges) and non-civil service (new government colleges) in Bangladesh. A survey method employing a quantitative approach was used to conduct comparative research. Convenient sampling was used to obtain data from 200 teachers (100 from the government college and 100 from the new government colleges) and 10 colleges (5 from the government and 5 from the new government colleges). The Chi-Squared independence hypothesis test reveals statistically significant variations in the degree of agreement for several of the questions on the Job Satisfaction scale between the government and the new government college teachers (salary, promotion, benefits, coworkers, type of work done, and communication within the organization). Based on teachers’ demands and perceptions, suggestions have been made for educational management to incorporate professional and personal views connected to Job satisfaction.
Background
Dependent personality disorder (DPD) is one of the personality disorders in Cluster C of the DSM-V. Although it has been studied extensively in psychology and psychiatry, there is very little evidence on organisational outcomes.
Objective
This study focuses on the organisational consequences of the tendency to have a dependent personality disorder from the perspective of employees.
Methods
The study was conducted with participants from the public and private sectors (N = 710), and the relationships of DPD with job satisfaction, satisfaction with the manager, satisfaction with the organization, work overload, and abusive supervision were tested.
Results
In addition, the differentiation levels of DPD regarding socio-demographic characteristics were examined. According to the findings, a negative relationship was found between DPD and job satisfaction and satisfaction with the manager. In contrast, a positive relationship was found between DPD, work overload, and abusive supervision.
Conclusions
In addition, it was found that DPD showed statistically significant differences according to the organizational role, managerial position, and sector. The results are discussed in terms of possible causes and organizational effects.
In this study the relationship between the level of emotional reactivity and business life and romantic relationships in adult individuals and the differences of these variables according to demographic characteristics were examined.
Havacılık doğası gereği yoğun iş yüküne sahip sektörlerden biridir. Dolayısıyla havalimanları da bu yoğunluğun en çok yaşandığı havacılık sisteminin en önemli alt sistemlerinden birini oluşturmaktadır. Emek yoğun çalışılan bir sektör olması sebebiyle havacılıkta çalışanların işleri titizlikle yürütmesi gerekmektedir. Bu çalışmada Kayseri Havalimanında çalışanların arkadaş desteğinin iş tatmini ve görev performansına etkisi araştırılmıştır. Bu kapsamda Kayseri havalimanında çalışan 207 çalışana anket uygulaması gerçekleştirilmiştir. Araştırmaya katılan bireylerin verdiği cevaplar, SPSS istatistiksel analiz programı kullanılarak doğrulayıcı faktör analizi, korelasyon ve regresyon analizlerine tabi tutulmuştur. Araştırmanın bulgularına göre, arkadaş desteği ile iş tatmini arasında anlamlı ve pozitif yönlü, arkadaş desteği ile görev performansı arasında anlamlı ve pozitif ve iş tatmini ile görev performansı arasında anlamlı ve pozitif bir ilişkinin olduğu sonucuna ulaşılmıştır. Ayrıca iş tatmininin arkadaş desteği ve görev performansı arasında tamaracı rol üstlendiği sonucunada ulaşılmıştır.
Strong organizational supports are positively correlated with work values. Organizational support has developed positive work values, thereby reducing stress in the work place. The study reveals influence of organizational support and job complexity on work values among public sector bank employees. A survey was conducted among 132 public sector bank employees in Tamilnadu. The impact of influence of organizational support and job complexity on work values and organizational effectiveness was measured through SEM. The results designate that job complexity not influences work values. Work values significantly influence organizational effectiveness. Job complexity not influences organizational effectiveness. Organizational support significantly influences work values and organizational effectiveness. Organizational support of bank industry is greatly affected by the employees’ values, employees’ knowledge, employees’ attitudes, employees’ habits and employees’ willingness to do work of the management.
Family and work are essential components of modern life in both advanced and developing societies. Devoting excessive time to one of these domains’ conflicts with the other; they are interdependent and crucial to existence. Based on spillover and role theory, this study examines the impact of family–work and work–family conflict on job satisfaction, life satisfaction, and mental and physical health. Moreover, the research examines whether or not resilience moderates this association. In a cross-sectional design, a sample of 242 married female high school teachers administered a questionnaire. The study used the most recent PLS-SEM (partial least square structural equation modeling) software for data analysis. According to the findings, family–work conflict has a negative and statistically significant impact on job and life satisfaction. Work–family conflict, on the other hand, has a significant positive effect on life satisfaction. The results also revealed that both family–work and work–family conflicts have insignificant effects on mental and physical health. Moreover, the research showed that resilience plays a moderating role in the association between family–work conflict and both job and life satisfaction. This study contributed an additional understanding of the impacts of work and family conflict and aids policymakers and the Ministry of Education in developing efficient family-friendly policies.
This study aims to analyze the relationship between social support and job satisfaction with psychological wellbeing among Indonesian Navy personnel. Social support is a condition where individuals receive various types of support according to their psychological needs. Job satisfaction is a positive feeling towards work that motivates individuals to give their best effort. Psychological well-being is a positive assessment of an individual's realization of their potential, influenced by life experiences and the hope to live a psychologically healthy life, leading to a sense of responsibility in their life. This research employs a quantitative method with a correlational study involving 292 Indonesian Navy personnel respondents, using incidental sampling techniques. The research instruments include the "Social Provisions Scale" for social support, the "Job Satisfaction Scale" for job satisfaction, and "Ryff's Psychological Well-Being Scales" for psychological well-being. Hypothesis testing with SPSS version 21.0 shows an F value of 1750.835 with a significance of 0.000 (p < 0.05), indicating that the hypothesis is accepted. Partial testing shows that social support (X1) and job satisfaction (X2) have a significant relationship with psychological well-being, with at value of 0.000 (p < 0.005). An Adjusted R Square of 0.924 indicates that social support and job satisfaction influence psychological well-being by 92.4%, while the remaining 7.6% is influenced by other variables not examined in this study.
As a senior executive at a Chinese company included in the MSCI Index, the author considered the personality mix of marketing personnel when recruiting, aiming to balance performance and stability. In practice, I found that the performance of marketing personnel is closely related to their zodiac signs, although biases from senior management, particularly in HR, had to be carefully mitigated to ensure objective results. Salespeople with fire signs and other extroverted signs often perform better but are also more impulsive, easily influenced by external environments, and more likely to leave. We collected sales personnel data from the company’s Oracle database from 2014 to 2023, with a valid sample size of 9,291 people, using the logit model and OLS model to explore the performance and stability of employees with different zodiac signs. Results show that, holding other factors constant, extroverted signs have a 2.37% higher probability of turnover and an 8.00% higher average performance than introverted signs. This data, while novel, is framed within the limitations of using zodiac signs as a proxy for personality traits, a subject where more established scientific literature is lacking. We recommend that companies configure their sales teams with 60% extroverted personnel to drive innovation and 40% introverted personnel to ensure team stability.
Women in developing countries have competed to initiate an identity and make a
capacity for themselves and show their abilities at work environment. The study was
intended to examine whether cross - cultural differences exist with regard to job
satisfaction, quality of work Life and emotional intelligence between Indian and Iranian female university employees. This study is a causal – comparative study. The sample size including 93 female employees from University of Sistan and Baluchestan and 70 employees from Delhi University that were randomly chosen for this research and they completed the measures of Job Satisfaction, Quality of Work Life and Emotional Intelligence. For analysing the data One – Way MANOVA was performed. The findings illustrated that there was significant cross – cultural differences on job satisfaction, job and career, homework interface, working conditions, sensitivity, maturity, and
competency with regard to gender. The significant finding was that Iranian female
employees felt more entitled than did Indian female employees.
Although a large body of literature suggests transformational leadership plays a pivotal role in influencing employee job satisfaction, an increasing number of research studies have failed to establish such a relationship. Drawing upon leadership behavioral theory and social exchange theory, this paper assesses whether transformational leadership affects employee job satisfaction in educational organizations. Regression analysis was conducted after collecting survey data from 102 teachers working in Jordanian private schools. The results show that transformational leadership is positively associated with teachers' job satisfaction. Beyond this, our analysis also shows that the control variables such as age, gender, and educational qualification all have statistically significant effects on job satisfaction. This points to the importance of studying other contextual factors in understanding the extent to which specific leadership styles can influence employee work experience.
Job discontent affects working conditions and other tasks performed by the institution, and it is a significant element in determining educational institutions. A worker’s emotional response to their work is known as job satisfaction, and it is determined by comparing the expected or desired outputs with the actual production. This study aimed to investigate how self-financed teachers feel about their jobs. Fifteen self-funded college instructors from the Kanyakumari District participated. For this investigation, a sample size of 165 has been determined. In this investigation, stratified proportionate random sampling was employed. The core data was gathered using a carefully designed questionnaire. The obtained data were analyzed using a correlation statistical tool to determine if the sample respondents were satisfied with their income and training possibilities. Therefore, the current study assesses how factors impact educational institutions and employment satisfaction.
The objective of this study was to find out the influence of Yogasana, Meditation and Pranayama practice on the Physiological and Psychological variables of College-level Students, Psychological fitness — or mental health — can be measured by assessing levels of anxiety, depression, stress, self-esteem, satisfaction, positive relationships, responsibility and competence. A person with high anxiety levels and poor relationships is not as psychologically fit as someone with low anxiety levels and rich relationships. And like ‘workouts’ that improve physical fitness, there are exercises that improve psychological fitness. The definition of health-related fitness involves exercise activities that you do to try to improve your physical health and stay healthy, particularly in the categories of cardiovascular endurance, muscular strength, flexibility, muscular endurance and body composition. Yoga is a holistic science of universal applicability and adaptability. Although originated in India, Yoga and meditation are being practiced throughout the world. The rather consistent and wide range of benefits and applications of yoga and meditation led numerous multi-disciplinary researchers to conduct research in these areas. An “Asana” is a body posture, originally and still a general term for a sitting meditation pose, and later extended in hatha yoga and modern yoga as exercise, to any type of position, adding reclining, standing, inverted, twisting, and balancing poses. “Pranayama” is control of Breath”. “Prana” is Breath or vital energy in the body. On subtle levels prana represents the pranic energy responsible for life or life force, and “ayama” means control. So Pranayama is “Control of Breath”.
Yöneticilerde olması gereken özellikler arasında iletişim oldukça önemli bir yere sahiptir. Öte yandan kurulması gereken iletişimci biçimi şekli üzerinde fikir birliğine varılmış değildir. Bu doğrultuda hazırlanan çalışmada yöneticilerin çalışanlarına gösterdiği iletişimci biçimlerinin, çalışanların iş tatmini ile işten ayrılma niyeti üzerindeki etkisinin saptanması amaçlanmıştır. Gerçekleştirilen çalışmanın evreni kamu ve özel sektör çalışanları olarak belirlenmiş ve kolayda örneklem yöntemine başvurulmuştur. Verilerin toplanmasında anket tekniğinden yararlanılmıştır. Veri toplama süreci ve eksik ile uç verilerin temizlenmesinin ardından toplam 352 anket analiz kapsamına dâhil edilmiştir. İstatistik paket programları ile gerçekleştirilen analiz sonucunda yöneticinin arkadaş canlısı, ilgili, iletişimci imajı, rahat, açık ve etki bırakan iletişim şekillerinin çalışanların iş tatminini arttırdığı ve işten ayrılma niyetini azalttığı saptanmıştır.
Aidiyet, bireylerin yaşamlarında en temel ihtiyaçların başında gelerek oldukça önemli bir yere sahiptir. Bireylerin aidiyet duygularının geliştiği, güçlendiği ve şekil aldığı ilk yer ailedir. Aile, bireylerin çeşitli ihtiyaçlarını karşılamaya çalışırken, bununla beraber bir gruba katılma ve bağlı hissetme ihtiyaçlarını da karşılamaktadır. İş hayatında yapılan işle ilgili görev ve sorumluluklar yerine getirildiğinde çalışanların tatmin duygusu artacak ve işin gerektiği gibi yapılması sağlanmış olacaktır. Bu görev ve sorumlulukları yerine getiren çalışanların duymuş oldukları haz, mutluluk, memnuniyet veya memnuniyetsizliği ise iş doyumunu oluşturmaktadır. Performans ise, bireyin yaptığı işin başarısının ve bir hedefe ulaşma çabasının ölçüsü olarak tanımlanabilir. İş performansı ise çalışanların bulundukları organizasyonlarda bir görevi veya işlevi gerçekleştirme sürecidir. Bu bağlamda çalışmanın amacı çalışanların aile aidiyetlerinin iş doyumu ve iş performansını nasıl etkilediğini ortaya koyabilmektir. Bu çalışma 411 çalışan ile gönüllülük esasında kolayda örnekleme yöntemiyle anket kullanılarak yapılmıştır. Elde edilen verilerin analiziyle yapılan regresyon analizinde çalışanların aile aidiyetinin; iş doyumu üzerinde (F=21,797; p
This study aims to examine the relationship among Sick Building Syndrome (SBS), job stress, and job satisfaction. SBS is associated with uncertain health symptoms arising from poor indoor air quality and building conditions, significantly affecting the health and well-being of employees. In this context, the study investigates the potential of SBS to increase job stress and, consequently, to reduce job satisfaction. The results of the research conducted with 312 participants working in Kirklareli province, Turkey revealed that there is an inverse and moderate relationship between job satisfaction levels and sick building syndrome perception levels; and finally, there is a same directional and moderate relationship between job stress levels and sick building syndrome levels. It was also found that the correlation between job satisfaction and sick building syndrome level for private sector employees was more than two times higher than the correlation between job satisfaction and sick building syndrome level for public sector employees and finally, the correlation between job stress and sick building syndrome level for private sector employees and the correlation between job stress and sick building syndrome level for public sector employees were very similar to each other.
Bu çalışma, Hasta Bina Sendromu (HBS), iş stresi ve iş tatmini arasındaki ilişkiyi incelemeyi amaçlamaktadır. HBS, kötü iç hava kalitesi ve bina koşullarından kaynaklanan belirsiz sağlık belirtileriyle ilişkilidir ve çalışanların sağlığını ve iyi oluşunu önemli ölçüde etkileyebilir. Bu bağlamda, HBS'nin varlığının iş stresini artırma potansiyeli ve bunun sonucunda iş tatminini azaltma etkileri araştırılmıştır. Kırklareli ilinde çalışan 312 katılımcıyla gerçekleştirilen araştırma sonuçları katılımcıların iş tatmini düzeyleri ile hasta bina sendromu algısı düzeyleri arasında ters yönlü ve orta düzeyli son olarak da iş stresi düzeyi ile hasta bina sendromu düzeyleri arasında aynı yönlü ve orta düzeyli bir ilişkinin olduğu saptanmıştır. Ayrıca özel sektör çalışanları için iş tatmini ile hasta bina sendromu düzeyi arasındaki korelasyonun, kamu sektörü çalışanları için iş tatmini ile hasta bina sendromu düzeyi arasındaki korelasyondan iki kattan fazla olduğunu ve son olarak da özel sektör çalışanları için iş stresi ile hasta bina sendromu düzeyi arasındaki korelasyon ile kamu sektörü çalışanları için iş stresi ile hasta bina sendromu düzeyi arasındaki korelasyonun birbirine çok benzer olduğu tespit edilmiştir.
ZET Araştırmada iş tatmininin sanal kaytarma ve örgütsel dedikodu; örgütsel dedikodunun sanal kaytarma üzerindeki etkileri ve iş tatminin sanal kaytarma üzerindeki etkisinde örgütsel dedikodunun aracı rolünün olup olmadığı saptanmaya çalışılmıştır. Çalışmada 180 kişiden anket aracılığıyla veri toplanmıştır. Kavramlar arasındaki etkiselliğin ve aracılık rolünün belirlenmesi için korelasyon ve aracılık testinden yararlanılmıştır. İş tatmini arttıkça, sanal kaytarmanın ve örgütsel dedikodunun azaldığı; örgütsel dedikodu ile sanal kaytarma arasında ise doğru orantının olduğu görülmektedir. İş tatmininin sanal kaytarmayı ve örgütsel dedikoduyu negatif yönde etkilediği; örgütsel dedikodunun ise sanal kaytarmayı pozitif yönde etkilediği tespit edilmiştir. İş tatmininin sanal kaytarma üzerindeki etkisinde örgütsel dedikodu devreye girince, sanal kaytarmanın devam ettiği, fakat örgütsel dedikodunun sanal kaytarmayı biraz düşürdüğü belirlenmiştir. Araştırma sonucunda katılımcıların işlerinden memnun olduğu, işlerine istekle gittikleri, işlerini keyifli olarak algıladıkları tespit edilmiştir. Katılımcıların işle ilgili olmayan kişisel e-postalara, sosyal paylaşım sitelerine bakmadıkları belirlenmiştir. Buna karşın işle ilgili olsun veya olmasın arkadaşları hakkında kısmen dedikodu yaptıkları belirlenmiştir. ABSTRACT In the research, job satisfaction is affected by cyber loafing and organizational gossip; It was tried to determine the effects of organizational gossip on cyber loafing and whether organizational gossip has a mediating role in the effect of job satisfaction on cyber loafing. In the study, data was collected from 180 people through a survey. Correlation and mediation tests were used to determine the effectiveness and mediation role between concepts. As job satisfaction increases, cyber loafing and organizational gossip decrease; It is seen that there is a direct proportion between organizational gossip and cyber loafing. Job satisfaction negatively affects cyber loafing and organizational gossip; It has been determined that organizational gossip positively affects cyber loafing. It was determined that when organizational gossip came
Education is recognized as one of the most powerful aspects of human development and poverty reduction. There is a wise saying that "Education is the backbone of a nation". Bangladesh government has taken various measures to educate its population in recognition of the potentials of education for its nation. Since 1971s, Bangladesh government has recognized education as one of the top priority areas. Job satisfactions of secondary school teachers mean teachers are satisfied or dissatisfied in the job as a teacher in the secondary school. For this purpose determine the satisfaction level. In this case researcher prepared a structured questionnaire. Through this questionnaire data are collected. In this collected data determine personal and job related factors. Calculating these determine the level of satisfaction and dissatisfaction level. Overall the most of the secondary school teachers are dissatisfied in their present job. Though the govt. secondary school teacher are satisfied with most of the factors but non-govt. secondary school teachers are dissatisfied with most of the factors.
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