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Job Satisfaction: Application, Assessment, Causes, and Consequences
26 Mar 1997-
TL;DR: The Nature of Job Satisfaction The Assessment of job Satisfaction How people feel about work Antecedents of job satisfaction Potential Effects of job satisfaction Concluding Remarks as mentioned in this paper.
Abstract: The Nature of Job Satisfaction The Assessment of Job Satisfaction How People Feel about Work Antecedents of Job Satisfaction Potential Effects of Job Satisfaction Concluding Remarks
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TL;DR: This article investigated whether and how teachers' perceptions of social-emotional learning and climate in their schools influenced three outcome variables (teachers' sense of stress, teaching efficacy, and job satisfaction) and examined the interrelationships among the three outcomes.
Abstract: The aims of this study were to investigate whether and how teachers' perceptions of social-emotional learning and climate in their schools influenced three outcome variables--teachers' sense of stress, teaching efficacy, and job satisfaction--and to examine the interrelationships among the three outcome variables. Along with sense of job satisfaction and teaching efficacy, two types of stress (workload and student behavior stress) were examined. The sample included 664 elementary and secondary school teachers from British Columbia and Ontario, Canada. Participants completed an online questionnaire about the teacher outcomes, perceived school climate, and beliefs about socia-emotional learning (SEL). Structural equation modeling was used to examine an explanatory model of the variables. Of the 2 SEL beliefs examined, teachers' comfort in implementing SEL had the most powerful impact. Of the 4 school climate factors examined, teachers' perceptions of students' motivation and behavior had the most powerful impact. Both of these variables significantly predicted sense of stress, teaching efficacy, and job satisfaction among the participants. Among the outcome variables, perceived stress related to students' behavior was negatively associated with sense of teaching efficacy. In addition, perceived stress related to workload and sense of teaching efficacy were directly related to sense of job satisfaction. Greater detail about these and other key findings, as well as implications for research and practice, are discussed
800Â citations
TL;DR: In this article, a meta-analysis was conducted on job demands, resources, and attitudes and their relation with burnout in regard to the COR theory, finding that higher demands, lower resources and lower adaptive organizational attitudes are associated with higher burnout.
744Â citations
TL;DR: In this article, the authors report two field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance.
Abstract: The happy-productive worker hypothesis has most often been examined in organizational research by correlating job satisfaction to performance. Recent research has expanded this to include measures of psychological well-being. However, to date, no field research has provided a comparative test of the relative contribution of job satisfaction and psychological well-being as predictors of employee performance. The authors report 2 field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance. In Study 1, psychological well-being, but not job satisfaction, was predictive of job performance for 47 human services workers. These findings were replicated in Study 2 for 37 juvenile probation officers. These findings are discussed in terms of research on the happy-productive worker hypothesis.
732Â citations
TL;DR: In this article, the authors analyzed the levels and determinants of job satisfaction in a cross-national setting using the latest Work Orientations data set from the International Social Survey Program (ISSP).
Abstract: The aim of this paper is to analyze the levels and determinants of job satisfaction in a cross-national setting. This aim is accomplished using the latest Work Orientations data set from the International Social Survey Program (ISSP). The survey was conducted in 1997 and, in this paper, data for 21 countries are used. The main results are: (i) workers in all countries are quite satisfied; this result also applies to the five Eastern European countries analyzed here. (ii) Denmark is the country with the highest job-satisfaction level. The United States is ranked seventh, Great Britain fifteenth, Japan nineteenth, and Russia twentieth. (iii) A comparison with the 1989 ISSP data set reveals that job satisfaction has declined in Germany and the United States in the 1990s. (iv) Using a bottom-up psychological model, in which we compare work-role inputs (e.g., effort) with work-role outputs (e.g., pay), we try to explain cross-national differences. Countries with high work-role outputs, in general, have a high job-satisfaction ranking, and vice versa. (v) Having an interesting job and having good relations with management are the two most important work-role outputs, and having an exhausting job is the most important work-role input. (vi) Workers in Eastern European countries tend to value high income.
723Â citations
TL;DR: Findings show independent cumulative effects of both the JD-C Model and the ERI Model on employee well-being are not significantly different in men and women as well as in young and old people.
674Â citations