Research on the association between high commitment Human Resource (HR) practices and work-related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta-analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and Compensation (SOC) theory and on Regulatory Focus theory, we identify a bundle of maintenance HR practices and a bundle of development HR practices, and hypothesize that the association between maintenance HR practices and work-related attitudes strengthens with age, and that the association between development HR practices and work-related attitudes weakens with age. Our meta-analysis of 83 studies reveals that, in line with social exchange and signaling theories, employees' perceptions of HR practices are positively related to their work-related attitudes, and that calendar age influences this relationship largely as expected. These results are discussed in light of the above mentioned theories. Copyright © 2009 John Wiley & Sons, Ltd.

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The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis

This study aims to identify sources of stress and consequent stress levels in university academic staff, to identify the coping strategies used by staff, and to examine the relationship between stress levels and job satisfaction. The study sample, consisting of 414 (305 males and 109 females) academic staff, was asked two open‐ended questions which invited them to specify the five main causes of stress in their lives in general and at work. The Life Stress Scale (LSS) was used to assess academics’ stress levels. A coping strategies list was used to identify the strategies used by academic staff during stressful periods. Two questions were asked to assess the level of satisfaction felt by academics with their jobs. The results indicated that academic staff rate work as the most significant cause of stress in their lives (74%) and conducting research (40.3%) was the main cause of stress at work. Results showed also that 74.1% and 10.4% of the academic staff fall into the moderate and serious stress...

Stress, Coping Strategies and Job Satisfaction in University Academic Staff

Job stress and coping strategies in health care professionals working with cancer patients.

The topic of job satisfaction is of importance, not only because of its intrinsic humanitarian interest, but also because of its implications for a variety of job-related behaviours such as productivity, absenteeism and turnover. This paper attempts to provide a greater understanding of the overall as well as some of the more important specific determinants of the level of job satisfaction of university teachers. Employing a questionnaire survey to collect information, the study found that while academics appeared to be very satisfied with the core tasks of teaching, and, to a lesser extent, research, they were clearly dissatisfied with other aspects of their job including their salaries and promotion prospects.

Job Satisfaction of UK Academics

Background: Mental health personnel are at high risk for mental illness, burnout and suicide. Previous studies of this group of professionals have indicated the importance of organi

Feelings of professional fulfilment and exhaustion in mental health personnel: the importance of organisational and individual factors.

Literature reviews in the area of stress in the medical profession (e.g. Scheiber 1987) reveal that research has primarily focused on identifying specific work stressors, and few studies have reported relationships between occupational stress, job satisfaction, and stress outcomes, as well as the particular practice characteristics and individual differences that may contribute to stress and satisfaction. The present paper examines the relationships among such variables in a national sample of Canadian physicians. Data were collected from 2584 physicians representing all ten Canadian provinces using questionnaires. Results showed that major sources of stress indicated by physicians were largely related to time pressures, and that ability to help patients and relationships with colleagues were major sources of satisfaction. A number of stressors and work demands contributed to overall stress, and satisfaction with several aspects of practice contributed to overall satisfaction. Results indicated t...

Occupational stress and job satisfaction among Canadian physicians

Women Entrepreneurs and Small Business Owners in Norway and Canada

Research suggests that women may be underrepresented in top management positions because of organizational policies and practices that subtly influence their career paths. This survey of 191 professional and managerial women in Norway investigated the relationships among organizational supports (e.g. support and encouragement, training and development), work pressures (e.g. hours worked, work-family conflict), and work outcomes such as career and job satisfaction. Results indicated that work pressures were significantly related to satisfaction, but not to perceived opportunities for career progress. The organizational supports were positively correlated with all the work outcomes, indicating that women were more satisfied with both career and job when organizational supports were present. When combined with individual characteristics and work pressures in regression analyses, organizational supports still made positive contributions to satisfaction at work. The findings were generally consistent with results of a Canadian study of managerial women. © 1997 Elsevier Science Ltd

Astrid M. Richardsen

Papers

Occupational stress and job satisfaction among Canadian physicians

Women Entrepreneurs and Small Business Owners in Norway and Canada

Work experiences and career and job satisfaction