Book•
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: In this paper, the authors show that job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees and that the level of motivation has an impact on productivity, and hence also on performance of business organizations.
Abstract: Job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations.
632 citations
TL;DR: This article found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e., less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (e.g., higher emotional exhaustion, short-lived satisfaction after successful goal-attainment, and turn-over intention).
Abstract: Using self-determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (i.e. higher emotional exhaustion, short-lived satisfaction after successful goal-attainment, and turn-over intention). These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did not moderate these relations. Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.
603 citations
TL;DR: In this study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions.
Abstract: Aim The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses’ experiences of burnout and important nurse retention factors identified in the literature.
Background A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings.
Method We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses.
Results Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R2 = 0.46), organizational commitment (R2 = 0.29) and turnover intentions (R2 = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions.
Conclusions In our study, nurses’ perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions.
Implications for nursing management Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.
602 citations
TL;DR: The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.
Abstract: Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroff's (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model. The model posited that climate affects individual level outcomes through its impact on underlying cognitive and affective states. An extensive literature search yielded 51 empirical studies with 70 samples. The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.
599 citations
TL;DR: In this paper, the authors examined the main determinants of teachers' job satisfaction and found that teachers' perceptions of other school constituencies' behavior largely mediated the links between self- and collective-efficacy beliefs.
Abstract: Self- and collective-efficacy beliefs were examined as main determinants of teachers' job satisfaction. In 103 Italian junior high schools, 2,688 teachers filled out self-reports to assess self-efficacy beliefs, their perceptions of the extent to which other school constituencies, namely, the principal, colleagues, staff, students, and families, were behaving in accordance with their obligations toward school well-functioning, their collective-efficacy beliefs, and their job satisfaction. Multilevel structural equation functioning, modeling analyses corroborated a conceptual model in which individual and collective-efficacy beliefs represent, respectively, the distal and proximal determinants of teachers' job satisfaction. The perceptions that teachers have of other constituencies' behavior largely mediated the links between self- and collective-efficacy beliefs. Collective-efficacy beliefs, in turn, partially mediated the influence that teachers' perceptions of other school constituencies' behavior exerts on their own job satisfaction. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
573 citations