Showing papers on "Job design published in 2008"
TL;DR: In this paper, the authors examined the role of basic need satisfaction, as defined within Self-Determination Theory, in the relationships between job demands, job resources, and employees' exhaustion and vigour, the main components of burnout and engagement.
Abstract: Within the Job Demands-Resources model, the presence of job demands (e.g., work pressure) and the absence of job resources (e.g., social support) relate to burnout through a psychological energetic process, whereas the presence of job resources associates with work engagement through a motivational process. Although various mechanisms have been suggested to understand these processes, empirical evidence for these mechanisms is scarce within the JD-R framework. This study examines the role of basic need satisfaction, as defined within Self-Determination Theory, in the relationships between job demands, job resources, and employees’ exhaustion and vigour, the main components of burnout and engagement, respectively. Structural equation modelling in a heterogeneous sample of 745 employees of the Dutch-speaking part of Belgium confirmed that satisfaction of basic psychological needs partially explained the relationships from job demands to exhaustion and from job resources to vigour. It fully accounted for the relationship between job resources and exhaustion. We conclude that the current study adds to the research pointing at need satisfaction as a promising underlying mechanism for employees’ thriving at work.
980 citations
TL;DR: 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance in fundraising callers, offering fresh insights into the effects, relationships, and boundaries oftask significance.
Abstract: Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance. In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 other conditions and to their own prior performance. In Experiment 2, task significance increased the job dedication and helping behavior of lifeguards, and these effects were mediated by increases in perceptions of social impact and social worth. In Experiment 3, conscientiousness and prosocial values moderated the effects of task significance on the performance of new fundraising callers. The results provide fresh insights into the effects, relational mechanisms, and boundary conditions of task significance, offering noteworthy implications for theory, research, and practice on job design, social information processing, and work motivation and performance.
821 citations
TL;DR: This paper conducted a field study to test the applicability of the job characteristics model (JCM) in volunteer organizations and examine the impact of job characteristics on volunteer motivation, satisfaction and intent to quit, as well as test a measure of volunteer performance.
Abstract: We conducted a field study to test the applicability of the job characteristics model (JCM) in volunteer organizations and examine the impact of job characteristics on volunteer motivation, satisfaction and intent to quit, as well as test a measure of volunteer performance. One hundred and twenty-four volunteers completed measures of job characteristics, motivation, satisfaction, and intent to quit. Supervisors rated volunteer task performance and organizational citizenship behaviors (OCB). Results showed that job characteristics were related to volunteers’ autonomous motivation, satisfaction and performance. Autonomous motivation acted as a mediator in the relationship between job characteristics and satisfaction. The theoretical and practical implications of these findings are discussed.
366 citations
TL;DR: The results of structural equation modeling analyses confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.
Abstract: The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company’s management information system about teams’ (N71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.
259 citations
TL;DR: In this paper, the authors investigated the relationship between human resource management practices and workers' overall job satisfaction and their satisfaction with pay, and found that several HRM practices raise workers' satisfaction with their jobs and satisfaction with the pay they receive.
Abstract: Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers' overall job satisfaction and their satisfaction with pay.Design/methodology/approach – The paper uses British data from two different cross‐sectional datasets. It estimates probit models with overall job satisfaction and satisfaction with pay as subjective dependent variables.Findings – After controlling for personal, job and firm characteristics, it is found that several HRM practices raise workers' overall job satisfaction and their satisfaction with pay. However, these effects are only significant for non‐union members. Satisfaction with pay is higher where performance‐related pay and seniority‐based reward systems are in place. A pay structure that is perceived to be unequal is associated with a substantial reduction in both non‐union members' overall job satisfaction and their satisfaction with pay. Although HRM practices can raise workers' job satisfaction, if workpla...
226 citations
TL;DR: The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes as mentioned in this paper, and a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements.
Abstract: The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly interest in the topic has diminished over the past 20 years. Fortunately, a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements. In this chapter we seek to review the literature on work design and develop a framework that integrates both job and team design research. We begin by briefly reviewing the history of work design in order to provide needed historical context and illustrate the evolution of job and team design. We then define work design, particularly as it relates to incorporating job and team design elements and transitioning from a view of jobs to one of roles. Following this, we identify a comprehensive set of work design outcomes that provide the basis for understanding the impact that different work characteristics can have on individuals and teams. We then offer an extended discussion of our integrative model of work design, which includes three sources of work characteristics (task, social, and contextual) and the worker characteristics implied by these characteristics. Having defined the range of work and worker characteristics, we then discuss some of the fit and composition issues that arise when designing work, as well as discuss the mechanisms through which the work characteristics have their impact on outcomes. Finally, we discuss research into informal forms of work design.
225 citations
TL;DR: The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization, and job satisfaction and organizational commitment were closely inter-related and correlated with turnover intention.
Abstract: The purpose of this descriptive, co-relational and cross-sectional study was to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees, and their impact on turnover intention at Isfahan Hospitals, Isfahan, Iran, in 2005. Data were collected by the distribution of two questionnaires among 629 employees of these hospitals through a stratified random sampling method. The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization. Employees’ job satisfaction and organizational commitment were closely inter-related and correlated with turnover intention (P , 0.001). The positive correlation between the two was expected, but there was also unexpected correlation with turnover intention. This may be due to external factors, such as job market conditions, which may influence perceived opportunities for career advancement elsewhere. The impact of such external factors is outside the scope of this study, but will have to be investigated in further research. As job satisfaction and organizational commitment have strong correlation with turnover, it is very important to reinforce them by applying the right human resource policies.
222 citations
TL;DR: In this paper, the influence of performance-related pay on several dimensions of job satisfaction was investigated, including overall satisfaction, satisfaction with pay, job security, and satisfaction with hours.
Abstract: This paper investigates the influence of performance-related pay on several dimensions of job satisfaction. In cross-sectional estimates performance-related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself; yet, after accounting for worker fixed effects the positive associations remain and the negative association vanishes. These results appear robust to a variety of alternative specifications and support the notion that performance-related pay allows increased opportunities for worker optimization and does not generally demotivate workers or crowd out intrinsic motivation.
214 citations
TL;DR: It is suggested that job satisfaction of front line managers may be improved by addressing span of control and workload, increasing organizational support from supervisors and empowering managers to participate in decision-making.
Abstract: Aim The purpose of this study was to systematically review the research literature that examined the determinants of front line nurse managers’ job satisfaction.
Background Front line managers are the vital link between senior management and clinical nurses. They influence organizational culture and outcomes for patients and staff so their job satisfaction and ultimately retention is of importance.
Evaluations A review of research articles that examined the determinants of front line nurse managers’ job satisfaction was conducted. These managers supervise staff nurses and have direct responsibility for the management of a nursing unit or team in any type of healthcare facility. Fourteen studies were included in the final analysis.
Key issues Evidence of significant positive relationships were found between span of control, organizational support, empowerment and the job satisfaction of front line nurse managers.
Conclusion The review suggests that job satisfaction of front line managers may be improved by addressing span of control and workload, increasing organizational support from supervisors and empowering managers to participate in decision-making.
Implications for Nursing Management Healthcare organizations may enhance the recruitment, retention and sustainability of future nursing leadership by addressing the factors that influence job satisfaction of front line managers.
209 citations
TL;DR: In a longitudinal quasi-experiment, a group of fundraising callers serving a public university met a fellowship student who benefited from the funds raised by the organization, and the callers increased significantly in the number of pledges and the amount of donation money that they obtained, whereas callers in a control group did not change on these measures as mentioned in this paper.
206 citations
TL;DR: For example, the authors found that job stress has an inverse relationship with job satisfaction, and job satisfaction had a powerful positive association with organizational commitment, while job stress had a negative relationship with commitment.
Abstract: As staff performance is vital to the survival of correctional institutions, much empirical attention has been paid to studying the causes and consequences of their attitudes and behaviors. The current study adds to this body of knowledge by examining the factors that explain three central occupational attitudes—job stress, job satisfaction, and organizational commitment. More specifically, using survey data collected from a large county correctional system in Orlando, Florida, this research assesses the impact of key demographic, job, and organizational characteristics within and across jail staff attitudes toward job stress, job satisfaction, and organizational commitment. This article finds that the more powerful predictors of each of these attitudes are job and organizational characteristics. Among the dependent variables, job stress has an inverse relationship with job satisfaction, and job satisfaction had a powerful positive association with organizational commitment.
TL;DR: Job resources could compensate for resources lost through meeting the requirements of emotional job demands, thereby reducing stress-reactions and increasing well-being and Providing health care workers with more, preferably matching, job resources could make emotionalJob demands less stressful, and even stimulating and challenging.
TL;DR: In this paper, the authors examined the relationship between job satisfaction and task and contextual performance in a manufacturing plant and found that there was a stronger relationship between satisfaction with work and task performance compared to contextual performance.
Abstract: This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty-four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity.
TL;DR: In this article, the authors examined the relationship between flexible working practices and employee perceptions of job quality and found that the impact of flexible working on job quality was not clear-cut and the evidence was somewhat inconclusive.
Abstract: This article is concerned with examining the relationship between flexible working practices and employee perceptions of job quality. In recent years a growing number of employers in the UK has introduced flexible working options for employees in response to increasing concerns over work–life balance and the desire to be seen as an ‘employer of choice’. At the same time there has been considerable policy debate among European Union (EU) members over job quality and the need to create not only more but better jobs. It might be expected that since flexible working affords a degree of choice to employees, it would impact positively on their perceptions of job quality. However, to date few studies have explicitly examined how flexible working can contribute to job quality. Where studies have examined outcomes relevant to aspects of job quality, the evidence is somewhat inconclusive. The research reported in this article was designed to explore how experiences of flexible working have influenced employees' per...
TL;DR: The study shows that the relationship between a creative work climate and job satisfaction is strong and a managers' ability to lead has a major affect on work climate.
Abstract: Aim This study examines how nurse managers’ leadership behaviour relates to job satisfaction and a creative work climate.
Background The nursing shortage is a challenge for managers all over the world. Leadership is a core element of management and it is important to elucidate leadership behaviour in order to increase knowledge about attracting and retaining talented staff.
Method We studied 770 subordinates at a large university hospital. Three questionnaires for assessing perceived leadership behaviour, creative work climate and job satisfaction were used.
Results Subordinates with a manager perceived as ‘super’ have the highest rates on job satisfaction. The correlation between leadership and creative work climate is stronger than between leadership and job satisfaction. Between job satisfaction and work climate the correlation is strong.
Conclusions The study shows that the relationship between a creative work climate and job satisfaction is strong. A managers’ ability to lead has a major affect on work climate.
Implication for nursing management Nurse managers must work on developing their leadership behaviour towards being an all-round leader that cares about people, is concerned about productivity and can handle changes. Support of ideas and initiatives are important in order to enable subordinates to perceive their work as challenging.
TL;DR: In this article, the authors compared four models: full mediation, partial mediation, independent effects, and a spurious effects model (the job satisfaction-OCB relationship is spurious because perceived fairness is a common cause), and found greatest support for the independent effects model: job satisfaction and different types of perceived fairness accounted for unique variance in OCB dimensions.
TL;DR: In this article, the authors analyzed the relationship between emotional intelligence (EI) and job satisfaction, by taking into consideration organizational learning capability (OLC), and proposed that OLC plays a significant role in determining the effects of EI on job satisfaction.
Abstract: Purpose – The purpose of this paper is to analyze the relationship between emotional intelligence (EI) and job satisfaction, by taking into consideration organizational learning capability (OLC).Design/methodology/approach – Data were collected from eight Spanish ceramic tile manufacturers. The survey was addressed to shop floor workers, and 157 valid questionnaires were obtained, representing a response rate of 61 per cent. Confirmatory factor analysis was used to test this theoretical model.Findings – This paper proposes that OLC plays a significant role in determining the effects of EI on job satisfaction.Research limitations/implications – Owing to certain features of the sample and the use of measurement scales, the final results should be considered with caution. Further research in other contexts using qualitative methods is needed to validate these findings. The most important implication is that job satisfaction is affected by the correlation between individual EI and certain working conditions.P...
TL;DR: The authors investigated the relationship between job satisfaction and high-involvement work practices such as quality circles, feedback, suggestion programs, and task teams, and found that satisfaction was positively associated with high involvement practices.
Abstract: Using data from the 1999‐2002 Canadian Workplace and Employee Survey, the authors investigate the relationship between job satisfaction and high-involvement work practices such as quality circles, feedback, suggestion programs, and task teams. They consider the direction of causality, identifying both reasons that work practices might affect job satisfaction, and reasons that satisfaction might affect participation in highinvolvement practices. They find that satisfaction was positively associated with high-involvement practices, a
TL;DR: The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care.
Abstract: Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of management philosophy and practice and of CNAs’ views of their jobs in 18 Massachusetts nursing homes formed the basis for a survey administered to 255 CNAs in 15 homes. A quality-of-life questionnaire was administered to 105 residents. Logistic regression accounting for clustering estimated the effect of personal characteristics, satisfaction with tangible job rewards, and aspects of job design on CNAs’ intent to stay in current jobs. A general linear model estimated the effect of job commitment on residents’ satisfaction with their relationship to nursing staff. Results: After we accounted for satisfaction with wages, benefits, and advancement opportunities, good basic supervision was most important in affecting CNAs’ intent to stay in their jobs. Job enhancements were not significantly related to intent to stay. Residents were more satisfied with their relationships to nursing staff and their quality of life on units where a higher proportion of CNAs were committed to their jobs. Implications: The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care. Culture change transformation that increases CNA autonomy, knowledge input, and teamwork may not increase workers’ commitment to jobs without improvements in basic
TL;DR: Richer et al. as discussed by the authors tested general causality orientation, specifically autonomy and control orientation, as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes.
TL;DR: The analytical results reveal that the dimensions of the achievement motivation of IS personnel are perseverance, competition and difficulty control, and jobs with the features of feedback, professionalism and autonomy can most easily increase the job satisfaction ofIS personnel.
TL;DR: In this article, the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction was determined. But the authors did not consider the impact of partial satisfaction on the overall satisfaction with the type of the job.
Abstract: Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various features of one's job, such as pay, security, the work itself, working conditions, working hours, and the like. The level of overall job satisfaction emerges as the weighted outcome of the individual's job satisfaction with each of these facets. The purpose of this study is to determine the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with different facets of jobs are interrelated and the individual's reported overall job satisfaction depends on the weight that the individual allocates to each of these facets. For each of the 10 countries examined, satisfaction with the type of the job is the main criterion by which workers evaluate their job for both the short and the long term.
TL;DR: In this paper, the authors investigate the relationship between the European Employment Strategy and the quality of work in the European Union. The empirical enquiry is based on hypotheses derived from both the literature on job quality, and from usual results from comparative labour market research.
Abstract: The study of job quality has known major developments in the academic field over the last ten years, especially in economics and industrial relations studies. The growing interest for job satisfaction data among labour economists has generated a debate about the preeminent factors explaining workers' judgements on the quality of their jobs. Besides, many studies question the trend to the decline of job satisfaction observed in national and European surveys, despite rising real wages, which could be explained, among other factors, by some kind of work intensification and its impact on work-life balance. Job quality has also become an economic policy issue, both at international level through the definition of "decent work" by the ILO, and at European level through the inclusion of so-called "quality in work" indicators in the European Employment Strategy in 2001. These definitions involve a range of dimensions, like wage level, social security and representation rights, type of contracts, training opportunities...which can be influenced by labour market and social policies. Nevertheless, these international indicators are rarely used in the literature, and apart from few empirical studies, very little is known about job quality from a comparative perspective. This article tries to fill this gap by implementing, discussing and completing European indicators. The empirical enquiry is based on hypotheses derived from both the literature on job quality, and from usual results from comparative labour market research. We draw policy oriented conclusions, concerning both the European Employment Strategy, in particular the relevant indicators to monitor quality in work, and the relationships between national institutions and the quality of employment.
Journal Article•
TL;DR: In this paper, the authors measure the impact of HRM policies on organisational performance in the context of Greece using a questionnaire survey in the Greek manufacturing sector, and analyse using the structural equation modelling methodology.
Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design) and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour), and it is influenced by business strategies (cost, quality, innovation). Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes
Book•
16 Sep 2008
TL;DR: This book discusses how to manage turnover, recruit and pay for performance in an entrepreneurial environment, and the importance of knowing your employee's prior work history and employer-employee relationship.
Abstract: About the Authors. Preface. Acknowledgments. Part One: Sorting and Investing in Employees. Chapter 1: Setting Hiring Standards. Chapter 2: Recruitment. Chapter 3: Investment In Skills. Chapter 4: Managing Turnover. Part Two: Organizational and Job Design. Chapter 5: Decision Making. Chapter 6: Organizational Structure. Chapter 7: Job Design. Chapter 8: Advanced Job Design. Part Three: Paying for Performance. Chapter 9: Performance Evaluation. Chapter 10: Rewarding Performance. Chapter 11: Career-Based Incentives. Chapter 12: Options and Executive Pay. Part Four: Applications. Chapter 13: Benefits. Chapter 14: Entrepreneurship and Intrapreneurship. Chapter 15: The Employment Relationship. Glossary. Index.
TL;DR: In this paper, the authors examined the concept of cognitive overqualification, the possession of a higher level of cognitive ability than is required for a given job, and found that cognitive over-qualification was associated with job dissatisfaction, but was only weakly related to measures of job and training performance.
Abstract: This study examined the concept of cognitive overqualification, the possession of a higher level of cognitive ability than is required for a given job. Among 156 US based customer service representatives, cognitive overqualification was found to be associated with job dissatisfaction, but was only weakly related to measures of job and training performance. The results of this study provide support for the common practice among personnel managers to reject overqualified job applicants, as these individuals may be more likely to develop negative job attitudes, although not necessarily in anticipation of their poorer job performance.
TL;DR: In this article, the authors examined the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and found that ethical climate types explained 58 percent of the variation in overall job satisfaction.
Abstract: Purpose – The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria.Design/methodology/approach – The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory of companies in Nigeria, a sample of 409 managers was drawn using a systematic random sampling technique. Multiple regression analysis and Pearson's product moment correlation were used to assess the influence of ethical climate types on job satisfaction and organizational commitment.Findings – The findings revealed that there was a relationship between organizational ethical climate and facets of job satisfaction. It was also found that ethical climate types explained 58 percent of the variation in overall job satisfaction. Also, the correlation between ethical climate types and organization...
Journal Article•
TL;DR: Task variety, working conditions, workload, and career perspectives determine the greater part of job satisfaction, and an instrument including these factors would provide beneficial information beyond current measures ofJob satisfaction.
Abstract: Background: Job satisfaction is associated with mental health. Employees could be counselled on how they feel about their work. If specific aspects of their job are causing particular dissatisfaction, they could be assisted to appropriately change these aspects. Objective: There is no 'gold standard' indicating the aspects that should be taken into account when job satisfaction is measured. This study investigated which work factors determine job satisfaction. Method: A self-report questionnaire was sent to a random sample of 822 out of 1908 active employees. The questionnaire examined overall job satisfaction as well as satisfaction with specific work aspects using valid single-item measures. Results: The response rate was 63%. Overall job satisfaction was 5.3 +/- 1.3 on a Likert-scale ranging from 1 (strongly disagree) to 7 (strongly agree). The work factors explained 54% of the variance in job satisfaction. Specific satisfaction with task variety, colleagues, working conditions, and workload were positively related to overall job satisfaction, as were career perspectives and job autonomy. Conclusion: Task variety, working conditions, workload, and career perspectives determine the greater part of job satisfaction. An instrument including these factors would provide beneficial information beyond current measures of job satisfaction.
TL;DR: Increased focus on enhancing interpersonal interactions, developing commitment to the profession, and greater consideration of nonwork factors could help pharmacists better manage their work environments.
Abstract: Background Understanding the effects of job stress continues to be a concern for health-care providers as workload and personnel needs increase. Objective The overall objective of this study was to test a direct effects model of job stress that examines the characteristics of the organizational environment (interpersonal interactions, environmental aspects, the level of compensation and advancement, role stress, and availability of alternative jobs); extra-role factors (work-home conflict); job stress; individual factors (career commitment); and the work-related psychological outcomes of job satisfaction, organizational commitment, and job turnover intention. Methods A cross-sectional mail survey was sent to a nationwide random sample of 4895 licensed pharmacists in the United States. Previously validated summated Likert-type scales measured each of the study variables. Data analyses included descriptive statistics, and exploratory and confirmatory factor analyses. Structural equation modeling was used to estimate the final model. Results A response rate of 46% was achieved. Psychometric analyses indicated acceptable reliability and validity. The study model fit the data well (CFI [comparative fit index] = 0.90, RMSEA [root mean square error of approximation] = 0.05). Organizational factors in the form of role overload (standardized β = 0.45) and conflict (0.31) and ease of finding a job with better interpersonal characteristics (0.26) had the largest effects on job stress. Interpersonal characteristics were also one of the strongest predictors of job satisfaction (−0.61) and organizational commitment (−0.70). Work-home conflict directly affected job turnover intention (0.11) and career commitment (−0.16). Other significant, but sometimes, opposite direct effects were found. Job satisfaction and organizational commitment directly affected job turnover intention. Conclusions Given the increased demand for pharmacy services, health-care organizations will benefit from increasing positive and reducing negative work outcomes. Increased focus on enhancing interpersonal interactions, developing commitment to the profession, and greater consideration of nonwork factors could help pharmacists better manage their work environments. Future research should continue to refine these models to further enhance our understanding of the effects of job stress in the health professional workplace.
TL;DR: In this article, the authors examined the job satisfaction of library information technology workers in relation to demographic, socioeconomic, and work-related variables, such as a sense of belonging, faith in wanting to belong, a feeling of acceptance, paying dues, job autonomy, the broker's role, and promotion opportunities.