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???An Index of Job Satisfaction.???

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... Job satisfaction was measured using five items adopted in a study by Judge et al. [26]; those items were taken from the Brayfield-Rothe [25] measure of job satisfaction [25,26]. The five items taken by Judge et al. [26] were as follows: "I feel fairly well satisfied with my present job"; "Most days I am enthusiastic about my work"; "Each day of work seems like it will never end" (reverse scored); "I find real enjoyment in my work"; and "I consider my job rather unpleasant" (reverse scored). ...
... Job satisfaction was measured using five items adopted in a study by Judge et al. [26]; those items were taken from the Brayfield-Rothe [25] measure of job satisfaction [25,26]. The five items taken by Judge et al. [26] were as follows: "I feel fairly well satisfied with my present job"; "Most days I am enthusiastic about my work"; "Each day of work seems like it will never end" (reverse scored); "I find real enjoyment in my work"; and "I consider my job rather unpleasant" (reverse scored). ...
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Background Digital dental technology (DDT) has progressed and been introduced to Taiwan in the recent years, gradually changing the industry ecology. Many studies have demonstrated that DDT is more accurate and faster than conventional dental technology. However, there is a paucity of research exploring dental technicians’ perspectives on digital dental techniques, and their burnout, job satisfaction, and turnover intention. Methods This cross-sectional survey with convenience sampling was conducted at the conference venue of the Taiwan Association of Dental Technology to investigate the perspectives of dental technicians. We used the snowballing method in this study; two sampling methods were adopted, a convenience sampling of dental technicians to complete a survey, followed by asking the survey participants of the convenience sample to invite their colleagues to participate in the online survey. The survey questionnaire included questions on demographics, work-related information, acceptance and experiences of dental technicians toward DDT, occupational burnout, job satisfaction, and turnover intention. Regression models were used to determine the predictors of job satisfaction and determinants of turnover intention. Results In total, 341 valid questionnaires were obtained. Overall, the participants reported long working hours (95.5%), positive score on the DDT acceptance scale, moderate job satisfaction, higher personal burnout, and work burnout, along with lower over-commitment. Among them, 32.9% and 28.2% reported the intention to leave their organization and profession, respectively. The stepwise multiple regression model revealed that higher work burnout decreased job satisfaction, while higher DDT acceptance and position as employer increased job satisfaction. The binary logistic regression models revealed that geographical area of workplace, work burnout, and job satisfaction were significant predictors of turnover intentions. Conclusions Many Taiwanese dental technicians reported turnover intentions and higher burnout. With the trend of digitalization in the dental industry, even though most dental technicians had a positive outlook toward DDT, its influence on job satisfaction appears limited. Retaining good and professional talents required of a dental technician is crucial, especially as Taiwan’s dental care becomes increasingly specialized. Strategies for improving the work environment and occupational health of dental technicians should thus be the focus of future studies.
... In this study, the overall job satisfaction scale, applied to university students by Judge et al. (1998) and developed by Brayfield and Rothe (1951), was adapted and used. Students' general satisfaction levels with the environment were questioned on this scale's environmental, emotional, and careerrelated dimensions. ...
... SRMR = .03). The "General Job Satisfaction Scale" developed by Brayfield and Rothe (1951) and applied to international students by Judge et al. (1998) was adapted and used in this study. The CFA results indicated a good fit (χ 2 /df = 1.4, ...
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The potential international university education market value is expressed in billions of dollars. Countries are trying to increase their competitiveness to attract international students and get a decent market share. Countries that can accurately analyze the factors affecting the country and school preferences of international students will be more advantageous in developing appropriate competitive strategies. The primary purpose of this study is to try to understand and explain the effects of the quality of university education service and socio-cultural adaptation difficulties factors on the satisfaction levels of international students. The research was carried out at Karabuk University, with the highest number of international students in Turkey. The data obtained through an online questionnaire using the convenience sampling method from 413 international students were analyzed with the “Structural Equation Model.” According to the analysis results, assurance and empathy from service quality dimensions, and cultural differences and religious belief variables from socio-cultural adaptation difficulties positively affect general student satisfaction. The research sample mostly consists of Syrian students who migrated to Turkey due to the war and bright students from low-income African, Asian and Middle Eastern countries. Turkish universities form attraction centers for international students flowing toward western countries. In this respect, the results of the research offer original contributions to the higher education literature.
... The scale items represented such feelings as dedication, loyalty, value congruence, career alternatives, and inspiration. We have also employed a six-item measure for job satisfaction, adopted by Price and Mueller (1986) that represents the short version of Brayfield and Rothe (1951) global measure. In order to avoid response patterns, the wording describing the items for affective commitment and job satisfaction were reversed. ...
... (measured on discrete, seven-points Likert scales; where 7 = strongly agree; 1 = strongly disagree) Source: Brayfield and Rothe (1951); Price and Mueller (1986) Notes: a reverse-coded itemb includes responses only from employees that have been promised inducements shaping their employment relationship with their organizationc item dropped due to low factor loading. ...
Article
As labor markets have been fundamentally modified, interest in current employment relationships gains momentum. Our study draws from the psychological contract lines of social exchange theory to synthesize breaches, formal contractual arrangements, employees' extent of organizational commitment, job satisfaction, and turnover interrelations in the luxury hotel segment of the hospitality industry. Results reporting on 254 permanent and temporary employees show substantial direct associations between psychological contract breaches (PCB), work attitudes, and job outcomes. We expand these models to include path and contingency effects. Work attitudes seem to partially mediate the PCB-turnover relationship. Further, formal and psychological contracts interact to predict turnover, while the formal contract type moderates the impact of job satisfaction on employees’ leave intentions. Our study has implications for hotel managers, to the effect that job satisfaction seems a more influential predictor than commitment to turnover, in cases where employees experience breaches. Also, hotel employees with different contract types need to be managed in unique ways in order to feel committed and satisfied, and reciprocate with retention.
... Job satisfaction is also said to strongly predict employee's physical and psychological well-being (Hoole & Vermeulen, 2003). In this study, job satisfaction is conceptualised as the degree of contentment an employee feels towards his or her work (Brayfield & Rothe, 1951). ...
... Job satisfaction. Brayfield and Rothe's (1951) Index of Job Satisfaction was used to measured job satisfaction. The scale consists of 6 items. ...
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Incivility in the workplace is a growing problem in many workplaces that can detrimentally affect employees and organisations. Despite this increasing problem, the current literature on incivility lacks an integrated theoretical model to explain engaged and retaliated incivility in the workplace. To address this gap, we tested a model which incorporated both Spiral Theory of Incivility with Conservation of Resource Theory to explain the underlying processes involve in the relationship between engaged and retaliatory workplace incivility. Specifically, retaliatory incivility was hypothesised as an influencing factor, work withdrawal and job dissatisfaction as consequences, and emotional exhaustion as a moderator. A total of 875 employees in multinational organisations across three countries were panel surveyed. The overall result from the Structural Equation Modelling (SEM) indicated that the fit indices for the proposed model fulfilled all recommended levels. Importantly, emotional exhaustion was found to be the trigger point in the negative spiral of workplace incivility. Theoretical implications and practical considerations were discussed.
... İş tatminini ölçmek amacıyla Brayfield ve Rothe (1951) tarafından geliştirilen, Judge vd., (1998) ...
... The measurement of JS (job satisfaction) which was used in this research was a short version from Brayfield & Rothe (1951). The questionnaire consisted of 5 items with reliability around 0.88. ...
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This research aimed to test and analyse the effects of knowledge sharing practices towards job satisfaction mediated by individual adaptability and learning commitment. The subjects of this research were all employees at a Telecommunication Company, domicilied in Batam and the total employees were 116. This was a causal associations research and used quantitative approarch. The data collection of this research was saturation sampling. The data was collected with tested questionnaire and it used SEM-PLS. The result showed that knowledge sharing practices, individual adaptability, and learning commitment affected to job satisfcation. Learning commitment and individual adaptability mediated the effects of knowledge sharing practice towards job satisfaction. This is the first study to discuss the effects of organization knowledge sharing practices towards employees' individual adaptability, learning commitment, and job satisfaction, in the context of telecommunication sector in Batam.
... The last dimension of ES was employee loyalty. We adapted these from several research studies, for example, Brayfield and Rothe (1951); Porter et al. (1968); Churchill et al. (1974); Hackman and Oldham (1975); Teas (1979); Oliver and Brief (1983)). Based on Antoncic's (2007) and Antoncic and Antoncic's (2011) previous studies, we used 23 items for intrapreneurship from four dimensions, which included product/service, innovation, process/technology and new businesses, and five items of firm's growth (relative and absolute growth). ...
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Nowadays, organizational performance and Firm Growth (FG) depend significantly on entrepreneurship, intrapreneurship and Employee Satisfaction. This study aimed to examine ES, intrapreneurship, and FG among top managers in Pakistan. The study employed a quantitative method based on cross-sectional data which we collected through a survey questionnaire. In conducting this study, the researchers employed a random sampling technique. The final analysis utilized 180 valid samples. The findings of the SEM analysis show that ES has a significant and positive impact on intrapreneurship and FG. Furthermore, intrapreneurship has, also, a positive and significant impact on FG. This study’s results have led the researchers to conclude that a thoughtful and systematic approach to ES would lead to greater intrapreneurship and FG. This study’s findings contribute, also, to intrapreneurship research by adding to the empirical evidence on the effects of ES and intrapreneurship on FG.
... The possible scores for MSQ-SF range from 20 to 100 [16]. It is a reliable (0.78) and valid (Cronbach's alpha coe cient: 0.82) questionnaire in Persian language [33,34]. ...
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Background Midwifery is one of the most important jobs in maintaining community health. Various factors can reduce job productivity and cause physical and psychological complications in midwives. The present study aims to: a) explain challenges experienced by midwives; b) evaluate the working condition in midwifery working settings. Methods This mixed-methods study consists of three phases. The first phase is a qualitative study explaining challenges experienced by midwives. In this phase, the subjects will be selected through purposive sampling; moreover, in-depth individual interviewing will be used for data collection. Then, the conventional content analysis approach will be employed for data analysis. The second phase will be used a cross-sectional approach for evaluating the working condition in midwifery working settings. In this regard, a multistage cluster sampling method will be used to select 293 subjects who work in the hospital and health care centers. Finally, using findings of the qualitative and quantitative phases and nominal group technique some strategies will be given to reduce challenges of the midwifery working settings. Discussion The present research is the first study to investigate the challenges experienced and working conditions among midwives in working settings. For the purposes of the study, a mixed-methods approach will be used which aims to develop strategies for creating suitable working conditions. It is hoped that the strategy proposed in the current study could lead to improvements in midwife’s satisfaction and health care services. Ethical code IR.TBZMED.REC.1400.113.
... Additionally, Neff et al. (2019) verified the internal structure and items of the scale using 20 diverse samples and found that the total sum of the scale was both internally and externally reliable and valid. Brayfield and Rothe's (1951) global measure of job satisfaction was used to assess job satisfaction. The measure included six items using a Likert scale with statements ranging from strongly disagree (1) to strongly agree (5), with higher values indicating higher levels of job satisfaction. ...
Article
Purpose The purpose of this study is to examine the interrelationships between leaders' communication competence, mindfulness, self-compassion and job satisfaction. Barge and Hirokawa's (1989) communication-centered theoretical approach of leadership and Gilbert's (2005) social mentality offered frameworks to examine mindfulness and self-compassion as co-mediators of the relationship between business leaders' communication competence and job satisfaction. Design/methodology/approach A cross-sectional online survey was conducted with 219 business leaders in the USA via snowball sampling. Findings The results showed that communication competence served as an antecedent of mindfulness and self-compassion. Additionally, self-compassion served as a significant mediator between the positive relationship between communication competence and job satisfaction. Practical implications Managers and business leaders may gain insights about the benefit of developing self-compassion and communication competence skills to enhance their job satisfaction via courses, workshops and certifications. Originality/value This study is the first to examine the effect of two well-being constructs (self-compassion and mindfulness) on the relationship between leaders' communication competence and job satisfaction.
... Thus, employee motivation is not the sole predictor of employee performance (Wae-esor et al., 2016). Job satisfaction indicates attitude and behavior patterns concerning a job performance (Brayfied & Rothe, 1951) that has further been bifurcated into two principal components as external and internal (Weiss, Dawis, England, & Lofqui, 1967). Motivation is the outcome of an employee's attitude and beliefs towards a task performance (Judge et al., 2010). ...
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Motivation being the research construct has always been a course of study. The significance of Motivation is due to its abstract ability and its relation with performance. Whereas having the motivated performance of an employee is very difficult for the organizations to achieve. Hence the faculty members imparting the education in Universities (public) exhibit a reluctant attitude in their work behavior. Hence this study aimed to analyze the influence of Organizational culture and Motivation among the members of faculty engaged in imparting knowledge in public sector Universities of Sindh. Further the current study tried to check the intervening influence of leadership between organizational culture and motivation level among the members of faculty engaged in imparting knowledge in public sector Universities of Sindh. Moreover, this study used causal research and the respondents of the study were the members of faculty who have at least five years of hands-on experience and must impart business education. The statical analysis was performed through (SPSS) and the graphical representation was done via AMOS.results of the study have validated and declared the Hypothesis as approved. Keywords: Leadership, Motivation, Organizational Culture, Public Sector, Universities.
... The scale, developed by Brayfield and Rothe (1951) to measure the job satisfaction of employees, was abridged by Judge et al. (1998) and adapted into Turkish by Başol and Çömlekçi (2020). The five-point Likert-type scale comprised 5 items aiming to get responses from the attendees. ...
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This research aims to determine the technostress levels experienced by teachers in distance education during the COVID-19 period and examine the relationship between this technostress level and job satisfaction. The research was structured in relational comparison type. The attendees comprised 525 teachers working at different echelons of education, determined in accordance with the purposive sampling method. Technostress Scale, job satisfaction scale, and open-ended questions form were used as data collection tools during the research. The data were collected online through Google Forms due to COVID-19 conditions. Descriptive statistics, backward hierarchical multiple regression (BHMR), MANOVA analysis, and inductive content analysis were used for the data analysis. According to the research findings, it was figured out that teachers were exposed to intensive use of technology in distance education, this negatively affected their life and performance, their workload increased, and they had to put much more effort to adapt to modern technologies in the Covid-19 pandemic period. It was found that the teachers’ job satisfaction levels were high in general, and the female teachers’ job satisfaction levels were higher than those of male teachers. The job satisfaction levels of private school teachers were lower than those of public-school teachers. In the research, the gender of teachers and the institution type they work under, both being among the main factors affecting teachers’ technostress level, were determined to make a significant difference. However, the distance education process, conducted during the COVID-19 period, was also noted to involve educational, psychological, and administrative challenges. Based on research results, it is recommended to improve teachers’ online learning and technology literacy skills, and review present undergraduate programs in terms of preparation for distance education.
... To measure teachers' job satisfaction level, we used the short form of the Job Satisfaction Scale. The scale was developed by Brayfield & Rothe (1951) and later shortened by Judge et al. (1998). It was adapted for Turkish culture by Keser and Bilir (2019) and has five items loading on a single dimension. ...
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This study investigates the relationship between change fatigue and job satisfaction. It also aims to test the moderator roles of gender and experience in this relationship. To this end, we conducted an online data collection procedure during the 2020–2021 academic year. Participants were recruited through convenient sampling, and they worked in different parts of Turkey. In all, 379 teachers participated in the study voluntarily. The PROCESS macro was used to test the moderator roles of gender and experience. The findings showed that change fatigue and job satisfaction were negatively correlated. While gender moderated the relationship between change fatigue and job satisfaction, experience did not. The findings were discussed based on previous literature, and some suggestions were presented.
... For this reason a structured questionnaire has been developed. Excepting the questions relating to respondents demographic characteristics, the issues relating to customer satisfaction driving criteria like as product quality, product price, convenient location, promotional campaign, credit card facility, personnel services, physical aspect, and store environment, appraisal and investigated through 5-pointLikert scale standardized by Brayfield and Rothe (1951). The scale makes up of 34 statements, for each statement has five options such as strongly agree=5, agree= 4, undecided=3, disagree=2, and strongly disagree=1. ...
Article
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Shwapno is the leader retail superstore in Bangladesh. Maximum family members in urban area used department store or supermarket for purchasing groceries commodities. Shwapno is the largest and the best platform to provide farm fresh necessary products and services to their customers. The high and mid class people in city are preferred to buy convenience goods or services from one platform, the retail store of Shwapno provides all items of commodities to their targeted customers. This study is identified the factors influencing to customers perception and their satisfaction by using or getting goods and services from Shwapno retail store. The study has suggested top-level managers and authorities of Shwapno retail organization to consider these factors while retaining existing customers, attracting new and competitor’s customers by offering better services.
... Excepting the questions relating to respondents demographic characteristics,the issues relating to customer satisfaction driving criteria like as product quality, product price, convenient location, promotional campaign, credit card facility, personnel services, physical aspect, and the store environment, appraisal and investigated through 5-pointLikert scale standardized. [21] The scale makes up of 34 statements, for each statement has five options such as strongly agree=5, agree= 4, undecided=3,disagree=2, and strongly disagree=1. ...
... Of the participants, 125 (24,2 %) were primary school teachers, 225 (43,5 %) were secondary school teachers, and the rest 167 (32,3 %) were high school teachers. Job satisfaction of teachers was measured by Index of Job Satisfaction, developed by Brayfield and Rothe (1951) and shortened by Judge, Locke, Durham and Kluger (1998). Sample items are 'I consider my job to be rather unpleasant (R)' and 'Most days I am enthusiastic about my work.' ...
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In the current study, the relationship of job satisfaction and teacher performance was examined within Affective Events Theory. Participants consisted of primary and secondary education teachers. Main results showed that male teachers and teachers with more years of experience had higher levels of job satisfaction; a positive and moderate level of correlation between job satisfaction and teacher performance was explored; and evidence regarding the predictive role of job satisfaction on teacher performance was detected. Results were assessed and discussed based upon Affective Events Theory, related literature and theories. By taking into consideration the role of improvements in work environment and conditions, class sizes, and professional development facilities on teachers' satisfaction over the long term, systematic changes are recommended to be put into practice in a short while.
... Job satisfaction was measured using the Brayfield and Rothe job satisfaction scale [8], revalidated by Judge, Locke, Durham and Kluger [23]. This has five items ranked on a 10-point Likert scale ranging from 1 = "strongly disagree", to 10 = "strongly agree". ...
Chapter
This research aimed, firstly, to define a conceptual model that considers potential resources/challenges (Physical, Cognitive, Emotional, Social, Material, Environmental, Digital) and describes how those influence the Internet use and modify human behavior during life transitions (e.g., changing school, finding a job). Secondly, starting on that model, user profiles were outlined. Instead of grouping study participants into pre-defined groups, clustering techniques were used to group users with similar profiles. The main advantage of this methodological approach is that the participant groups, i.e., different user profiles, emerged intrinsically from the data. A cross-sectional study was proposed based on the compilation of an Online questionnaire. The sample consists of 1.524 participants. Three clusters emerged with different mean ages: young adult users (mean age = 33.83), youngest users (25.79), and oldest users (36.80). Differences were identified between all dimensions measured, particularly between youngest users and oldest users.
... The organizational justice scale developed by Niehoff and Moorman (1993) was used to measure the organizational justice levels of employees and adapted to Turkish by Polat (2007). Job satisfaction scale developed by Brayfield and Rothe (1951), a short form created by Judge, Locke, Durham, and Kluger (1998), and adapted into Turkish by Keser and Bilir (2019) was used to measure the job satisfaction levels of employees. The research was carried out on the employees of the tea factories operating in the province of Trabzon. ...
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alışmada örgütsel adaletin nepotizm ve iş tatmini arasındaki ilişki düzeyinde aracılık rolünün belirlenmesi hedeflenmektedir. Araştırma, Trabzon ilinde faaliyet gösteren çay fabrikaları çalışanları üzerinde yapılmıştır. 359 adet katılımcı üzerinde yapılan araştırma için IBM lisanslı SPSS Statistics 23.0 programından yardım alınmıştır. Ölçeklerin geçerlilik ve güvenilirlik analizleri başta olmak üzere korelasyon ve regresyon analizleri yapılmıştır. Bulgulara ulaşırken katılımcıların demografik özelliklerinde anlamlı bir farklılık olup olmadığını incelemeye yönelik t testi yapılmıştır. Araştırmaya göre, nepotizmin örgütsel adalet ve iş tatmini üzerinde doğrudan etkisi olduğu, örgütsel adaletin iş tatmini üzerinde doğrudan etkisi olduğu tespit edilmiştir. İlaveten; nepotizmin iş tatmini üzerindeki etkisinde örgütsel adaletin 'tam aracı' değişken olduğu neticesine varılmıştır. Örgüt çalışanlarının nepotizm uygulamalarına maruz kalmaları beraberinde örgütsel adaletin olumsuz düzeyde algılanıp seyir göstermesine sebebiyet verirken, bireylerin iş tatmin boyutlarını da negatif anlamda etkilediği sonucuna erişilmektedir. Yapılan çalışma örgüt verimliliği, sağlığı ve devamlılığı için örgütlere yardımcı katkı niteliği taşımakla beraber, sadece Trabzon ilinde yapılması ise araştırmanın kısıtlılığı ile ifade edilmektedir. Abstract The aim of the research is to determine the role of organizational justice as an intermediary at the level of relationship between nepotism and job satisfaction. The research was carried out on the employees of tea factories operating in Trabzon province. IBM-licensed SPSS Statistics 23.0 program was assisted in the research on 359 participants. Correlation and regression analyses were performed, especially validity and reliability analyses of scales. In the findings, a t-test was performed to examine whether there was a significant difference in the demographic characteristics of the participants. According to the research; nepotism has been found to have a direct impact on organizational justice and job satisfaction, and organizational justice has a direct impact on job satisfaction. In addition; it has been concluded that the 'full means' of organizational justice is variable in the effect of nepotism on job satisfaction. In other news, it is concluded that the exposure of the employees of the organization to nepotism practices leads to a negative perception of organizational justice and course, while negatively affecting the job satisfaction dimensions of individuals. The study is an auxiliary contribution to organizations for organizational efficiency, health and continuity, and is expressed only in Trabzon province with the limitations of research.
... We measured job satisfaction with a 4-item scale from Brayfield and Rothe (1951), which has been validated in Dutch (Guest et al., 2010). An example item is "Most days I am enthusiastic about my work." ...
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Organizations play a key role in maintaining employee wellbeing. Some research suggests that one way to protect employee wellbeing is to treat them fairly (procedural justice), especially when fair job outcomes (distributive justice) cannot be ensured. Yet, previous studies have not consistently found this interaction effect between distributive and procedural justice. This study investigates job autonomy as a boundary condition to the Distributive Justice × Procedural Justice effect on wellbeing outcomes. To test our hypothesized three-way interaction between distributive justice, procedural justice, and job autonomy, we collected cross-sectional data among Dutch employees in two studies. We used validated self-report measures of our core constructs to test our hypothesis on two employee wellbeing indicators: job satisfaction and emotional exhaustion. Results show a significant three-way interaction effect on both job satisfaction and emotional exhaustion in Study 1 (N = 411), and a significant three-way interaction effect on emotional exhaustion in Study 2 (N = 1117). Simple slopes analyses of the significant three-way interactions showed that distributive justice and procedural justice interact to predict wellbeing outcomes among employees with low job autonomy. Among employees with high job autonomy, distributive justice and procedural justice do not interact to predict wellbeing. The results contribute to the employee wellbeing literature by showing that job autonomy is a boundary condition to the Distributive Justice × Procedural Justice effect on wellbeing outcomes. We discuss other implications of our findings for the workplace and the ramifications for employees with low and high job autonomy.
... Job satisfaction was assessed with five items from an instrument by Brayfield and Rothe (1951), which were reformulated to refer to the last four weeks (e.g., "During the last four weeks, I found real enjoyment in my work"). With respect to concentration at work, we built on a self-regulatory cognitive process view on the ability to concentrate on individual work tasks (Demerouti et al., 2007, p. 216), and measured the construct with four items adapted from a scale by Luszczynska et al. (2004;e.g., "During the last four weeks, I was able to concentrate on one work activity for a long time, if necessary."). ...
... There were total 5 items were used to test the scale and identify the appropriate results. The scale has been adopted from (Brayfield & Rothe, 1951;Talukder, Vickers, & Khan, 2018). ...
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This quantitative research study, based on primary data, aims to identify the relationship and signification of the job embeddedness and organisation commitment on employees' turnover intention in the hotel industry in Pakistan. The data was collected from five hotels based in twin metropolitan cities of Pakistan (Rawalpindi and Islamabad), and equal opportunity to participate was provided to both males and females. The convenience random dappling strategy was used to opt the data. The current study identified that organisational commitment has a significant relationship with job satisfaction, showing data as (ΔR 2 = .736 at p < 0.01), while a significant and positive relationship of job embeddedness and job satisfaction has been identified, with highly correlated values between the variables. There has been mediation impact supported by the results of the study, which says that organisational commitment and job embeddedness is significant and highly inverse with (β=-0.396 at p< 0.05) against employees' turnover intention. Thus, in the hotel industry of Pakistan, job satisfaction highly mediates the prelateship of the embeddedness and commitment with the turnover intention.
... Interpersonal adaptability and service-offering adaptability were measured using four items for each construct (Sony and Mekoth, 2016). Six items were used to measure job satisfaction (Brayfield and Rothe, 1951). To measure quality of life, the current research used the short-form scale including four items representing physical, psychological, social and environmental aspects. ...
Article
Purpose – This study aims to address two relatively unexplored issues in banking service literature. The first relates to the impact of co-creation behaviors of frontline employees (FLEs) on their well-being. The second is the impact of FLEs’ adaptability on their performance of co-creation behaviors and their well-being in the workplace. Design/methodology/approach – A structural model was built and tested using survey data collected from 366 FLEs offering financial consulting services to customers at banks. Findings – FLE co-creation behaviors have positive impacts on FLEs’ well-being, including well-being in the workplace (job satisfaction) and general well-being (quality of life). Moreover, FLEs with a high level of interpersonal and service-offering adaptability perform co-creation behaviors better than those with lower adaptability and have higher job satisfaction. Between service-offering adaptability and interpersonal adaptability, the former has stronger effects than the latter. Practical implications – The findings suggest that banks develop and enhance FLEs’ adaptability and cocreation behaviors to enhance their well-being and customer value. Originality/value – Prior research on FLEs’ co-creation mainly focuses on customer-related transformative outcomes, leaving their own well-being less examined. This study fills this gap by providing evidence to suggest that although active co-creation behaviors require FLEs to have more skills and put in more effort, they do bring about transformative impacts in terms of better job satisfaction and quality of life. Additionally, a high level of adaptability helps FLEs to comfortably perform their co-creation behavior, thereby reducing stress and improving well-being.
... Cronbach alpha for this scale is 0.95, with sample item "My spirit is energized by my work." Employees' job satisfaction was measured with the five items scale of Brayfield and Rothe (1951), covering items like "I am satisfied with my job" and had Cronbach's alpha of 0.82. Further, Diefendorff et al.'s (2005) 11-item scale were used to measure emotional labor Linking workplace spirituality strategies. ...
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Purpose Despite growing interest in workplace spirituality (WPS) and its impact on employee behaviors, there is a dearth of literature discussing an underlying mechanism of how it affects adaptive performance. Against this backdrop, this study aims to develop and test a comprehensive model that examined the effects of WPS on adaptive performance through serial mediation of job satisfaction and emotional labor strategies. Design/methodology/approach Using a multi-stage sampling technique, the data is collected from 390 faculty members of the higher education institutions in two-time lags. Findings The findings indicate that spirituality practices at the workplace help to increase the adaptive performance of employees through serial mediation of job satisfaction and emotional labor strategies. Research limitations/implications This study offers important implications to researchers as well as practitioners and highlights the significance of WPS in increasing the adaptive performance of employees. Originality/value This research is among the initial attempts to assess the impact of WPS on adaptive performance through serial mediation.
... Job Satisfaction was assessed with five items scale used by Brayfield and Rothe (1951). These items were rated on a 05-point Likert scale ranging from 1 "strongly disagree" to 5 "strongly agree." ...
Article
The most pervasive concern in public sector organizations is declining employee performance and workforce of these organizations are less satisfied with their jobs. The aim of this study is to investigate the impact of Job Satisfaction on employee's performance and how Islamic work ethics moderates the above mentioned direct relationship in the public sector organizations of Pakistan. The data were collected from the sample of 193 permanent employees working in public sector organizations through stratified sampling technique. The results revealed that employees Job satisfaction is significantly related to higher performance. Further, the findings indicated that Islamic work ethics moderates the relationship between job satisfaction and employee performance. The present research has some theoretical and empirical implications for academicians, policymakers, especially of public sector organizations, for the improvement of performance of their workforce.
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Conference Paper
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Within-person analysis of data from longitudinal designs has become popular in the field. However, important characteristics of the design can influence that variability. In this paper, we examine how the number of measurement points obtained per participant influences in the within-person variance in work motivation. Using two sources of evidence (a systematic review and an empirical study) we show how the number of assessments substantially influences the amount of within-person variance reaching values of 52%-54% of total variance. We found that a minimum of 25-30 measurement points per participant is required to be rigorous.
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The COVID-19 pandemic that led to a nationwide lockdown in most countries and the subsequent implementation of work from home was a challenge for many married female academics. They spent less hours on research and more time juggling their family responsibilities, including household chores, childcare, and taking care of the elderly, all on top of conducting and managing their lectures online via video conferences. The poor work-life balance of married female academics may have affected their job satisfaction and turnover intention. Hence, the goal of this study was to examine the possible relationships that may exist between work-life balance, job satisfaction, and turnover intention and the possible mediating effect of job satisfaction in the relationship between work-life balance and turnover intention of married female academics in Malaysia. The aim of the study was to contribute to existing knowledge on work-life balance, job satisfaction, and turnover intention among women in academia, especially considering the limited studies available in Malaysia. Another aim was to propose policies that should be implemented to support and prevent females from leaving the workforce. The research methodology employed in this study was a deductive approach. The design of the study was an explanatory design, a mono-method quantitative design, using questionnaires distributed online. The research strategy applied was the survey method using cross-sectional study. The online questionnaire was answered by 150 respondents. Data analysis was done using SPSS software to test the reliability of the data; to conduct linearity, correlation, and multiple regression tests; and to examine the relationships between the independent and dependent variables. A mediation test was conducted using the Sobel test. The results of the study revealed that work-life balance had a significant positive relationship with job satisfaction and a negative relationship with turnover intention, while job satisfaction had an inverse relationship with turnover intention. Lastly, job satisfaction fully mediated the relationship between work-life balance and turnover intention. The scientific novelty of the study was the test results, which indicate that married female academics in Malaysia do have the intention to leave their university because of poor work-life balance and job satisfaction. The study provides implications of the research findings.
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Covid-19 pandemisi tüm dünyayı derinden etkileyerek, iş yaşamında büyük bir değişime sebep olmuştur. Bu süreçte evden çalışma oldukça yaygınlaşmıştır. Evden çalışmanın salgın ortamında izolasyon sağlamasının yanında zaman ve maliyet avantajları sunması da tercih sebebi olmuştur. Evden çalışanların bu süreçteki verimliliğinin önemi sebebiyle öz yeterlikleri, iş performansları ve iş tatminleri araştırılması gereken bir konudur. Bu araştırmanın amacı, Covid-19 sürecinde evden çalışanların öz yeterliğinin iş tatmini üzerindeki etkisinde iş performansının nasıl bir aracılık rolünün bulunduğunun tespit edilmesidir. Nicel araştırma tasarımıyla çevrimiçi olarak hazırlanan anket formu aracılığıyla Covid-19 sürecinde Türkiye genelinde evden çalışan 382 kişiden veri toplanmıştır. Yapısal eşitlik modelleme analizi ile hipotez testleri gerçekleştirilmiştir. Araştırma bulgularına göre, öz yeterliğin iş tatmini ve iş performansı üzerinde pozitif yönlü ve anlamlı bir etkisi vardır. İş performansı, öz yeterlik ve iş tatmini arasındaki ilişkide “kısmi aracı” rolüne sahiptir.
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Background: Cigarette smoking is one of the main risk factors for the occurrence of clinical complications such as cardiovascular diseases, cancer or hypertension. Currently the most common methods to quit smoking are behavioural counselling and pharmacological therapy, however their success rate remains quite low. Objectives: To analyse what is the effectiveness of exercise on smoking cessation and to discover what is the type of exercise and its characteristics that lead to better outcomes. Methods - Pubmed, Cochrane Library, PEDro and ScienceDirect were consulted during the months of March and April 2015. The research was limited to guidelines, meta-analyses, systematic reviews and randomized controlled trials, written in English and published in scientific journals over the past 5 years. To be valid, the article should have as population smokers that performed an exercise program as intervention in comparison to its non-application. The wanted outcome was the percentage of subjects who stopped smoking on a long-term basis.Results - It was considered valid to analysis eight randomized controlled trials that tested the effectiveness of aerobic exercise programs, muscular resistance and yoga. Conclusions - Exercise tends to improve the percentage of long-term smoking cessation. The application of an aerobic exercise program of moderate intensity, 100 to 150 minutes per week, over 12 weeks of smoking abstinence is recommended. Keywords: Exercise, Smoking cessation, Cigarrete smoking, Primary prevention
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JOB SATISFACTION AMONG RURAL BANK EMPLOYEES - A STUDY: Job satisfaction is a phenomenon that affects every level of employment. It is the feeling of contentment that one feels at a job done well. Its ramifications are numerous and effective. The objective of this section is to define, differentiate and elaborate on this crucial field by examining the various theories and parameters of this concept, including the discontentment, frustration and the psychological and practical consequences on the employee and his work. This book identified job satisfaction antecedents for measuring the level of job satisfaction in Andhra Pragathi Grameena Bank, Kadapa, examined the relationship between demographic conditions of the employees and the level of satisfaction. It also analyzed the impact of job satisfaction on the level of job performance among Andhra Pragathi Grameena Bank employees, Kadapa.
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This study analyzes the psychological capabilities related to job performance, such as risk perception, job satisfaction, job stress, and organizational commitment among 610 firefighters (65 own firefighters, 184 initial firefighters, and 361 local firefighters) working at various nuclear power plants. The interrelationship between the perception of risk and changes in the psychological capabilities of fire officials under the jurisdiction of nuclear power plants was investigated. The data were collected through a survey. We used SPSS 23.0 to perform descriptive statistics, correlation, one-way ANOVA, and multiple regression analysis of study variables, and AMOS 23.0 to validate the structural equation modeling (SEM) analysis. The study results show that psychological capabilities related to job performance differed significantly for each organization to which the firefighters belonged, followed by job satisfaction, job stress, and risk perception as variables that affect organizational commitment. The high expectations of the transition to national positions have a positive impact on job satisfaction, which in turn increases organizational commitment. Based on the results, we discussed the necessary policy implications in terms of management to enhance the future performance of organizations.
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