Showing papers on "Core self-evaluations published in 1990"

Non-Work Factors and Job Satisfaction Revisited

Abstract: The responses of 1473 subjects were utilized to examine the relationship between job satisfaction and extra-work satisfaction to test Wilensky's three hypothesized relationships. The current study regressed job satisfaction against the social trust of respondents, their sense of social equity, institutional confidence, and their satisfaction with government's handling of nationalproblems. These social attitudinal indices were added to factors utilized in previous research such as objective job factors, demographic variables, general life satisfaction, and their levels of social involvement. The results produced two previously unreported extra-work attitudinal contributors to job satisfaction: social trust and institutional confidence. The findings supported Wilensky's spillover theory but produced no evidence in support of Wilensky's segmentation or compensation alternatives.

Factors Related to Job Satisfaction and Autonomy as Correlates of Potential Job Retention for Rural Nurses

Abstract: This study of 167 nurses in 10 rural Georgia agencies examines the relationships among personal characteristics, factors of job satisfaction, autonomy, and job retention. The findings indicate that, contrary to expectations, personal characteristics (e.g., age, education, salary, marital status, and number of dependents) are not strong predictors of job retention in this sample. Some of the factors of job satisfaction do correlate negatively with indicators of impending job change, but the strongest relationships were those related to nursing autonomy. The study concludes that, of the variables studied, autonomy was the most effective predictor of job satisfaction and intention to remain in the current position.

The Role of Job Outcomes and Values in Understanding the Union's Impact on Job Satisfaction: A Replication

Abstract: In this paper, the consequences of being a union member for a person's job satisfaction is explored. Berger, Olson, and Boudreau (1983) suggest that union membership is related to the job outcomes that people receive and the job values that they hold (or else that people with particular values choose unionized work settings); so that if these factors are controlled, it is hypothesized that there is no effect of union membership on job satisfaction. Using a sample of male employees in union and non-union worksites in southwestern Ontario, this hypothesis is explored with a focus on satisfaction with work itself and satisfaction with pay. Berger et al.'s (1983) findings were replicated, i.e., after controlling for job complexity, there was no relationship between unionization and satisfaction with work itself. However, contrary to the hypothesis, a relationship between unionization and satisfaction with pay was found. This result may be due to (1) unionization enhancing perceived fairness of pay, or (2) the...

Job satisfaction and job stress among African‐American human service workers

Abstract: This study was designed to determine which job facets created job stress for African‐American human service workers and which facets of their jobs helped to bring about a feeling of job satisfaction.1 Some attention was given to which job facets tended to influence an intent to seek employment from another employer. The results indicated that the African‐American workers’ perception of promotion opportunities and role conflict were significant predictors of job satisfaction and job turnover intent. Discrimination was found to be a significant predictor of job satisfaction, but not a predictor of job turnover.