Results for 'Job satisfaction'

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  1. Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction.Sean Valentine & Gary Fleischman - 2008 - Journal of Business Ethics 77 (2):159 - 172.
    Companies offer ethics codes and training to increase employees’ ethical conduct. These programs can also enhance individual work attitudes because ethical organizations are typically valued. Socially responsible companies are likely viewed as ethical organizations and should therefore prompt similar employee job responses. Using survey information collected from 313 business professionals, this exploratory study proposed that perceived corporate social responsibility would mediate the positive relationships between ethics codes/training and job satisfaction. Results indicated that corporate social responsibility fully or partially mediated (...)
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  2. The Link Between Organizational Ethics and Job Satisfaction: A Study of Managers in Singapore. [REVIEW]Hian Chye Koh & El'fred H. Y. Boo - 2001 - Journal of Business Ethics 29 (4):309 - 324.
    Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization''s ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.''s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting and (...)
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  3.  87
    The Relationship Among Ethical Climate Types, Facets of Job Satisfaction, and the Three Components of Organizational Commitment: A Study of Nurses in Taiwan.Ming-Tien Tsai & Chun-Chen Huang - 2008 - Journal of Business Ethics 80 (3):565-581.
    The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment, and thus lead to lower turnover. However, there is limited empirical evidence supporting a relationship between different types of ethical climate within organizations and facets of job satisfaction. Furthermore, no published studies have investigated the impact of different types of ethical climate on the three components (...)
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  4.  51
    The Role of Ethics Institutionalization in Influencing Organizational Commitment, Job Satisfaction, and Esprit de Corps.Scott John Vitell & Anusorn Singhapakdi - 2008 - Journal of Business Ethics 81 (2):343-353.
    Given increasing ethical problems in business, many organizations have tried to control these problems by institutionalizing ethics such as by creating new ethics positions and formulating and enforcing codes of ethics. In this study, the impact of implicit and explicit forms of institutionalization of ethics on job satisfaction, esprit de corps, and organizational commitment for marketing professionals is investigated. Additionally, the influence of organizational socialization, ethical relativism, and age relative to each of the above organizational climate constructs is examined. (...)
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  5.  38
    Salesperson Perceptions of Ethical Behaviors: Their Influence on Job Satisfaction and Turnover Intentions. [REVIEW]Charles Pettijohn, Linda Pettijohn & A. J. Taylor - 2008 - Journal of Business Ethics 78 (4):547 - 557.
    In the academic world, research has indicated that "good ethics is good business." Such research seems to indicate that firms, which emphasize ethical values and social responsibilities, tend to be more profitable than others. Generally, the profitability is credited to the firm's positive relationships with its customers, reduced costs of attempting to rebuild a tranished image, ease of attracting capital, etc. The research conducted in this study evaluated salespeople's perceptions of the ethics of business in general, their employer's ethics, their (...)
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  6.  53
    Toward a Better Understanding of the Link Between Ethical Climate and Job Satisfaction: A Multilevel Analysis. [REVIEW]Yau-De Wang & Hui-Hsien Hsieh - 2012 - Journal of Business Ethics 105 (4):535-545.
    Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees’ job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees’ (...)
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  7. The Impact of Moral Stress Compared to Other Stressors on Employee Fatigue, Job Satisfaction, and Turnover: An Empirical Investigation. [REVIEW]Kristen Bell DeTienne, Bradley R. Agle, James C. Phillips & Marc-Charles Ingerson - 2012 - Journal of Business Ethics 110 (3):377-391.
    Moral stress is an increasingly significant concept in business ethics and the workplace environment. This study compares the impact of moral stress with other job stressors on three important employee variables—fatigue, job satisfaction, and turnover intentions—by utilizing survey data from 305 customer-contact employees of a financial institution’s call center. Statistical analysis on the interaction of moral stress and the three employee variables was performed while controlling for other types of job stress as well as demographic variables. The results reveal (...)
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  8. Moderating Affect of Workplace Spirituality on the Relationship of Job Overload and Job Satisfaction.Amal Altaf & Mohammad Atif Awan - 2011 - Journal of Business Ethics 104 (1):93-99.
    With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of workplace (...)
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  9.  43
    The Impact of Ethical Behavior and Facets of Job Satisfaction on Organizational Commitment of Chinese Employees.Weihui Fu, Satish P. Deshpande & Xiao Zhao - 2011 - Journal of Business Ethics 104 (4):537-543.
    This study examines factors impacting organizational commitment of 214 employees working at a Chinese state-owned steel company. Ethical behavior of peers and ethical behavior of successful managers had a significant impact on organizational commitment. The four facets of job satisfaction (pay, coworker, supervision, and work itself) had a significant impact on organizational commitment. Respondent’s age also significantly impacted organizational commitment. Perceptions of ethical behavior of successful managers, satisfaction with work, and gender were significantly correlated with social desirability bias.
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  10.  17
    Workplace Guanxi: Its Dispositional Antecedents and Mediating Role in the Affectivity–Job Satisfaction Relationship. [REVIEW]Qingguo Zhai, Margaret Lindorff & Brian Cooper - 2013 - Journal of Business Ethics 117 (3):541-551.
    This paper examines dispositional sources of workplace guanxi and the mediating role of workplace guanxi on the affectivity and job satisfaction relationship. Data were collected from 808 respondents in multiple industries in a city in China’s northeast. The study found that both positive affectivity and negative affectivity have an effect on supervisor–subordinate guanxi and co-worker guanxi, which supports the proposition that workplace guanxi has a dispositional source. Supervisor–subordinate guanxi has a positive relationship with job satisfaction, although co-worker guanxi (...)
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  11.  64
    The Impact of Caring Climate, Job Satisfaction, and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company.Weihui Fu & Satish P. Deshpande - 2014 - Journal of Business Ethics 124 (2):1-11.
    This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating (...)
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  12.  20
    Relationship Between Organizational Commitment and Job Satisfaction.Amjad Hedayat, Fatemeh Nemati Sogolitappeh, Reza Shakeri, Mohamad Abasifard & Mohamad Khaledian - 2018 - International Letters of Social and Humanistic Sciences 81:30-38.
    Publication date: 16 April 2018 Source: Author: Amjad Hedayat, Fatemeh Nemati Sogolitappeh, Reza Shakeri, Mohamad Abasifard, Mohamad Khaledian One of the concerns of the organization and management experts is to identify effective factors on organization performance and finding solutions to improve organization performance. The present study was done to analyse the relationship between organizational commitment and job satisfaction in visiting lectures of Payam Nour University. Statistical population of this research includes visiting lectures of Ghorveh town who were teaching in (...)
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  13.  14
    Gender, Judging and Job Satisfaction.Sharyn Roach Anleu & Kathy Mack - 2009 - Feminist Legal Studies 17 (1):79-99.
    Though the overall numbers of women judges remain small, higher proportions of women have been appointed to many lower courts in common law, and particularly in civil law, countries. This paper investigates whether the experiences of judging and judicial work differ among women and men magistrates in Australia’s lower courts. The particular focus is satisfaction with their work as judges. In so doing, it helps build up a picture of the extent of the gendered nature of the judiciary as (...)
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  14.  36
    Impact of Job Satisfaction and Personal Values on the Work Orientation of Chinese Accounting Practitioners.George Lan, Chike Okechuku, He Zhang & Jianan Cao - 2013 - Journal of Business Ethics 112 (4):627-640.
    This study investigates the impact of job satisfaction and personal values on the work orientation of accounting practitioners in China. Satisfaction with work varies across individuals and how individuals view work (i.e., work orientation) may depend not only on satisfaction with various facets of their work but also on their beliefs and values. We used the questionnaire from Wrzesniewski et al. (J Res Pers 31, 21–33, 1997) to measure work orientation. Job satisfaction was measured by the (...)
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  15.  25
    The Impact of Emotional Intelligence, Organizational Commitment, and Job Satisfaction on Ethical Behavior of Chinese Employees.Weihui Fu - 2014 - Journal of Business Ethics 122 (1):137-144.
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  16.  55
    Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response. [REVIEW]Sean Valentine, Lynn Godkin, Gary M. Fleischman & Roland Kidwell - 2011 - Journal of Business Ethics 98 (3):353 - 372.
    A corporate culture strengthened by ethical values and other positive business practices likely yields more favorable employee work responses. Thus, the purpose of this study was to assess the degree to which perceived corporate ethical values work in concert with group creativity to influence both job satisfaction and turnover intention. Using a self-report questionnaire, information was collected from 781 healthcare and administrative employees working at a multi-campus education-based healthcare organization. Additional survey data was collected from a comparative convenience sample (...)
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  17.  6
    Ethics Programs, Perceived Corporate Social Responsibility and Job Satisfaction.Sean Valentine & Gary Fleischman - 2008 - Journal of Business Ethics 77 (2):159-172.
    Companies offer ethics codes and training to increase employees' ethical conduct. These programs can also enhance individual work attitudes because ethical organizations are typically valued. Socially responsible companies are likely viewed as ethical organizations and should therefore prompt similar employee job responses. Using survey information collected from 313 business professionals, this exploratory study proposed that perceived corporate social responsibility would mediate the positive relationships between ethics codes/training and job satisfaction. Results indicated that corporate social responsibility fully or partially mediated (...)
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  18.  13
    Understanding Pay Satisfaction: Effects of Supervisor Ethical Leadership on Job Motivating Potential Influence.Pablo Ruiz-Palomino, Francisco J. Sáez-Martínez & Ricardo Martínez-Cañas - 2013 - Journal of Business Ethics 118 (1):31-43.
    Traditionally, research focused on determining the causes of employee pay satisfaction has investigated the influence of job-related inputs, both extrinsic and intrinsic to the job itself. Together with these inputs, pay-related fairness issues have played an important role in explaining the phenomenon. However, few studies consider the factors linked to fairness issues, such as ethical leadership. Because ethical leadership necessarily entails the concept of fairness, it seemingly should have a positive effect. Furthermore, because the presence of supervisor ethical leadership (...)
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  19.  33
    Feeling Good by Doing Good: Employee CSR-Induced Attributions, Job Satisfaction, and the Role of Charismatic Leadership.Pavlos A. Vlachos, Nikolaos G. Panagopoulos & Adam A. Rapp - 2013 - Journal of Business Ethics 118 (3):577-588.
    Interest in corporate social responsibility (CSR) is gaining momentum in academic and managerial circles. However, prior work in the area has paid little attention to how CSR initiatives should be implemented inside the organization. Against this backdrop, this study examines the impact of CSR initiatives on an important stakeholder group—employees. We build and test a comprehensive multilevel framework that focuses on whether employees derive job satisfaction from CSR programs. The proposed model predicts that a manager’s charismatic leadership influences employees’ (...)
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  20.  45
    A Multidimensional Analysis of Ethical Climate, Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behaviors.C. -C. Huang, C. -S. You & M. -T. Tsai - 2012 - Nursing Ethics 19 (4):513-529.
    The high turnover of nurses has become a global problem. Several studies have proposed that nurses’ perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 (...)
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  21.  18
    Monetary Intelligence: Money Attitudes—Unethical Intentions, Intrinsic and Extrinsic Job Satisfaction, and Coping Strategies Across Public and Private Sectors in Macedonia.Elisaveta Gjorgji Sardžoska & Thomas Li-Ping Tang - 2015 - Journal of Business Ethics 130 (1):93-115.
    Research suggests that attitudes guide individuals’ thinking and actions. In this study, we explore the monetary intelligence construct and investigate the relationships between a formative model of money attitudes involving affective, behavioral, and cognitive components and several sets of outcome variables—unethical intentions, intrinsic and extrinsic job satisfaction, and coping strategies. Based on 515 managers in the Republic of Macedonia, we test our model for the whole sample and also cross sector and gender. Managers’ negative stewardship behavior and positive cognitive (...)
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  22.  48
    The Impact of Ethical Climate Types on Facets of Job Satisfaction: An Empirical Investigation. [REVIEW]Satish P. Deshpande - 1996 - Journal of Business Ethics 15 (6):655 - 660.
    This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction (...)
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  23.  6
    Perception of Ethical Climate and its Relationship to Nurses' Demographic Characteristics and Job Satisfaction.Anny Goldman & Nili Tabak - 2010 - Nursing Ethics 17 (2):233-246.
    In this study, we examined the perception of actual and ideal ethical climate type among 95 nurses working in the internal medicine wards of one central hospital in the state of Israel. We also examined whether nurses’ demographic characteristics influence that perception and if a relationship between perceptions of an actual and an ideal ethical climate type influences nurses’ job satisfaction. A questionnaire composed of three subquestionnaires was administered and the responses analyzed using multiple linear regressions, analysis of variance (...)
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  24.  46
    Job Satisfaction as a Function of Top Management Support for Ethical Behavior: A Study of Indian Managers. [REVIEW]Chockalingam Viswesvaran, Satish P. Deshpande & Jacob Joseph - 1998 - Journal of Business Ethics 17 (4):365 - 371.
    Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.
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  25.  58
    The Relationship Between Ethics and Job Satisfaction: An Empirical Investigation. [REVIEW]Scott J. Vitell & D. L. Davis - 1990 - Journal of Business Ethics 9 (6):489 - 494.
    The relationship between ethics and job satisfaction for MIS professionals is examined empirically. Five dimensions of job satisfaction are examined: (1) satisfaction with pay, (2) satisfaction with promotions, (3) satisfaction with co-workers, (4) satisfaction with supervisors and (5) satisfaction with the work itself. These dimensions of satisfaction are compared to top management's ethical stance, one's overall sense of social responsibility and an ethical optimism scale (i.e., the degree of optimism that one has (...)
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  26.  38
    Work-Related Behavioral Intentions in Macedonia: Coping Strategies, Work Environment, Love of Money, Job Satisfaction, and Demographic Variables. [REVIEW]Elisaveta Gjorgji Sardžoska & Thomas Li-Ping Tang - 2012 - Journal of Business Ethics 108 (3):373-391.
    Based on theory of planned behavior, we develop a theoretical model involving love of money (LOM), job satisfaction (attitude), coping strategies/responses (perceived behavioral control), work environment (subjective norm), and work-related behavioral intentions (behavioral intention). We tested this model using job satisfaction as a mediator and sector (public versus private), personal character (good apples versus bad apples), gender, and income as moderators in a sample of 515 employees and their managers in the Republic of Macedonia. For the whole sample, (...)
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  27.  19
    Guanxi with Supervisor and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction.Long Zhang & Yulin Deng - 2016 - Journal of Business Ethics 134 (3):413-427.
    This study aims to explore the role of informal leader–member interactions in managing counterproductive work behavior in a non-Western context. We propose that under the Chinese background, guanxi with supervisor increases employees’ job satisfaction, which further reduces their CWB. Partial least square structural equation modeling with a sample of 272 Chinese employees confirms this mediating effect of job satisfaction. However, we also find that job satisfaction passes the effect of guanxi with supervisor on to CWB targeting people, (...)
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  28.  13
    Employer–Employee Congruence in Environmental Values: An Exploration of Effects on Job Satisfaction and Creativity.Jelena Spanjol, Leona Tam & Vivian Tam - 2015 - Journal of Business Ethics 130 (1):117-130.
    This study examines how the match between personal and firm-level values regarding environmental responsibility affects employee job satisfaction and creativity and contributes to three literature streams [i.e., social corporate responsibility, creativity, and person–environment fit]. Building on the P–E fit literature, we propose and test environmental orientation fit versus nonfit effects on creativity, identifying job satisfaction as a mediating mechanism and regulatory pressure as a moderator. An empirical investigation indicates that the various environmental orientation fit conditions affect job (...) and creativity differently. More specifically, environmental orientation fit produces greater job satisfaction and creativity when the employee and organization both demonstrate high concern for the environment than when both display congruent low concern for the environmental. Furthermore, for employees working in organizations that fit their personal environmental orientation, strong regulatory pressure to comply with environmental standards diminishes the positive fit effect on job satisfaction and creativity, while regulatory pressure does not affect the job satisfaction and creativity of employees whose personal environmental orientation is incongruent with that of the organization. (shrink)
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  29.  64
    Intensive Care Nurses' Perception of Futility: Job Satisfaction and Burnout Dimensions.Dilek Özden, Şerife Karagözoğlu & Gülay Yıldırım - 2013 - Nursing Ethics 20 (4):0969733012466002.
    Suffering repeated experiences of moral distress in intensive care units due to applications of futility reflects on nurses’ patient care negatively, increases their burnout, and reduces their job satisfaction. This study was carried out to investigate the levels of job satisfaction and exhaustion suffered by intensive care nurses and the relationship between them through the futility dimension of the issue. The study included 138 intensive care nurses. The data were obtained with the futility questionnaire developed by the researchers, (...)
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  30.  38
    Ethics, Success, and Job Satisfaction: A Test of Dissonance Theory in India. [REVIEW]Chockalingam Viswesvaran & Satish P. Deshpande - 1996 - Journal of Business Ethics 15 (10):1065 - 1069.
    A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.
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  31.  11
    Effects of Perceived Organizational CSR Value and Employee Moral Identity on Job Satisfaction: A Study of Business Organizations in Thailand.Anusorn Singhapakdi, Dong-Jin Lee, M. Joseph Sirgy, Hyuntak Roh, Kalayanee Senasu & Grace B. Yu - 2019 - Asian Journal of Business Ethics 8 (1):53-72.
    Research has shown that corporate social responsibility can have a positive impact on the firm’s reputation and financial performance. Moreover, CSR activities can have a positive impact on employees’ workplace experience. Consistent with past research, we argue that perceived organizational CSR value can have a positive impact on job satisfaction. We also argue that employees’ moral identity can play an important moderating role on the perceived CSR effect. Specifically, the current study was designed to test the predictive effects of (...)
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  32.  11
    Individual Spirituality at Work and Its Relationship with Job Satisfaction, Propensity to Leave and Job Commitment.V. Chawla & S. Guda - 2010 - Journal of Human Values 16 (2):157-167.
    Spirituality is a hot topic of research in recent times in management arena. Though the organizational researchers have intensely started exploring this area, the studies related to selling organizations are few, and fewer are the studies related to selling organizations with individual as the unit of theory. The present study explores the relationship between ‘individual spirituality at work’ and sales professionals’ ‘job satisfaction’, ‘propensity to leave’ and ‘job commitment’. This work focuses on sales professionals across various industries. A cross-sectional (...)
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  33.  3
    The Relationships of Individual Well-Being and Working Environment with Job Satisfaction Among Factory Workers in Malaysia.Aini Maznina A. Manaf, Tengku Siti Aisha Tengku Mohd Azman Shariffadeen, Mazni Buyong & Syed Arabi Idid - forthcoming - Intellectual Discourse:221-243.
    The present study examined the factors influencing job satisfactionin the context of factory workers in Malaysia. The major purpose of thestudy was to identify the main problems faced by those factory workers. Thestudy also aimed to examine the influence of demographic variables on jobsatisfaction and the relationships of family income, individual well-being, andperceptions of the working environment with overall job satisfaction amongthose factory workers. A survey was distributed among 551 factory workers working in the Klang Valley area. Results from (...)
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  34.  3
    Spiritual Job Satisfaction in an Iranian Nursing Context.Ali Ravari, Zohreh Vanaki, Hydarali Houmann & Anooshirvan Kazemnejad - 2009 - Nursing Ethics 16 (1):19-30.
    This article reports the results of a qualitative study that used a deep interview method. The aim was to gather lived experiences of clinical nurses employed at government-funded medical centres regarding the non-materialistic and spiritual aspects of the profession that have had an important impact on their job satisfaction. On analysing the participants' concepts of spiritual satisfaction, the following themes were extracted: spiritually pleasant feelings, patients as celestial gifts, spiritual commitment, spiritual penchant, spiritual rewards, and spiritual dilemmas. Content (...)
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  35.  13
    An Analysis of Burnout and Job Satisfaction Among Turkish Special School Headteachers and Teachers, and the Factors Effecting Their Burnout and Job Satisfaction.Hakan Sari * - 2004 - Educational Studies 30 (3):291-306.
    This study explores issues of burnout and job satisfaction among special school headteachers and teachers in Turkey. The purpose of the study is to determine whether there is a difference between headteachers' and teachers' burnout and job satisfaction in terms of work status, gender and work experiences, and to analyse the factors effecting their burnout and job satisfaction. In this paper, a quantitative approach has been used: 295 subjects responded to the survey. As the research instruments, the (...)
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  36.  10
    When Leaders and Followers Match: The Impact of Objective Value Congruence, Value Extremity, and Empowerment on Employee Commitment and Job Satisfaction.Olivia A. U. Byza, Stefan L. Dörr, Sebastian C. Schuh & Günter W. Maier - 2019 - Journal of Business Ethics 158 (4):1097-1112.
    Although the topic of value congruence has attracted considerable attention from researchers and practitioners, evidence for the link between person–supervisor value congruence and followers’ reactions is less robust than often assumed. This study addresses three central issues in our understanding of person–supervisor value congruence by assessing the impact of objective person–supervisor value congruence rather than subjective value congruence, by examining the differential effects of value congruence in strongly versus moderately held values, and by exploring perceived empowerment as a central mediating (...)
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  37.  8
    A Cross Level Investigation on the Linkage Between Job Satisfaction and Voluntary Workplace Green Behavior.Andrea Kim, Youngsang Kim & Kyongji Han - forthcoming - Journal of Business Ethics:1-16.
    Building on the broaden-and-build theory of positive emotions and on social role theory, this research investigates the linkages among prior job satisfaction, voluntary workplace green behavior, and subsequent job satisfaction as dependent on work group gender composition. With a multi-source, multi-time dataset, our random coefficient modeling demonstrated that job satisfaction positively predicts VWGB and that this pattern is more salient in work groups with more females. In addition, while VWGB does not yield job satisfaction in a (...)
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  38.  17
    Exploring the Link Between Distributed Leadership and Job Satisfaction of School Leaders.Hester Hulpia & Geert Devos - 2009 - Educational Studies 35 (2):153-171.
    The main purpose of this study was to map school leaders? perceptions concerning the cooperation of the leadership team, the distribution of leadership functions and participative decision?making, and to asses their relative weight in terms of predicting school leaders? job satisfaction. Also, the effect of demographical and structural school variables (i.e. seniority, job experience, school size, size of the leadership team, school type) on school leaders? job satisfaction was examined. A sample of 130 school leaders of 46 large (...)
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  39.  9
    The Effects of Principals’ Humor on Teachers’ Job Satisfaction.B. Lee Hurren - 2006 - Educational Studies 32 (4):373-385.
    Traditionally, education has been perceived as a most serious and disciplined undertaking. Schools have become so obsessed with discipline, standardized test scores, proper objectives, competence, and proficiency that they have turned into rather grim places. All too often teachers and students will say that school and learning are not enjoyable. This study was designed to investigate school principals’ overall frequency of humor use as perceived by teachers, and the relationship of principals’ humor use to teachers’ job satisfaction. This study (...)
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  40.  4
    Relationship Between Job Satisfaction and Perception of Manager’s Behavior.Agnieszka Kozak - 2014 - Journal for Perspectives of Economic Political and Social Integration 20 (1-2):37-52.
    Job satisfaction is related to the match between an individual and the environment. This match gains special significance in the field of values. Behaviours of managers in a given organisation are the exemplification of values but also indicate what is important in a given culture. Since the requirements of corporate culture cause some unification of employees, it seems that for job satisfaction it will be important whether or not managers will ensure them individual treatment. Thus, the objective of (...)
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  41.  3
    Temperamental Traits and Life and Job Satisfaction.Katarzyna Brzuszkiewicz & Elżbieta Kasprzak - 2012 - Polish Psychological Bulletin 43 (1):27-39.
    Temperamental traits and life and job satisfaction The aim of this research project was to evaluate the impact of the temperamental traits and structure on the level of life satisfaction and job satisfaction. The participants of the study were employees having different jobs and from different workplaces. The results indicate that there exists a positive relationship between both types of satisfaction and activity and endurance as well as a negative relationship between the measures of satisfaction (...)
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  42.  3
    Conflict Rate and Job Satisfaction Among Staffs in the Islamic Republic of Iran: Rafsanjan Township as a Case Study.Mohammad Naji & Hamied Tabouli - 2011 - Asian Culture and History 3 (2):p49.
    This study is to investigate conflict rate and job satisfaction among staffs in the public organizations in Rafsanjan Township in the Islamic republic of Iran. In this study, staffs personality, laws and guide directions, staffs needs, communications and job satisfaction is investigated by examining the staffs’ salary, job nature, supervisor and salary of staffs’ colleagues and their promotion. This was a quantitative study. All data of this study have been collected by using questioner. All data of this study (...)
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  43. Motivational Incongruence and Well-Being at the Workplace: Person-Job Fit, Job Burnout, and Physical Symptoms.Veronika Brandstätter, Veronika Job & Beate Schulze - 2016 - Frontiers in Psychology 7.
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  44.  7
    Self-Esteem and Happiness as Predictors of School Teachers’ Health: The Mediating Role of Job Satisfaction.Paula Benevene, Maya M. Ittan & Michela Cortini - 2018 - Frontiers in Psychology 9.
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  45.  26
    Relationship Between Ethical Work Climate and Nurses’ Perception of Organizational Support, Commitment, Job Satisfaction and Turnover Intent.Ebtsam Aly Abou Hashish - 2017 - Nursing Ethics 24 (2):151-166.
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  46.  8
    The Link Between Organizational Ethics and Job Satisfaction: A Study of Managers in Singapore.Hian Chye Koh & H. Y. El'Fred - 2001 - Journal of Business Ethics 29 (4):309-324.
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  47.  15
    Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers.Gabriele Giorgi, Jose M. Leon-Perez & Alicia Arenas - 2015 - Journal of Business Ethics 131 (1):227-237.
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  48.  1
    Illustrating Instrumental Variable Regressions Using the Career Adaptability – Job Satisfaction Relationship.Grégoire Bollmann, Serguei Rouzinov, André Berchtold & Jérôme Rossier - 2019 - Frontiers in Psychology 10.
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  49.  4
    Ethical Leadership as Antecedent of Job Satisfaction, Affective Organizational Commitment and Intention to Stay Among Volunteers of Non-Profit Organizations.Paula Benevene, Laura Dal Corso, Alessandro De Carlo, Alessandra Falco, Francesca Carluccio & Maria Luisa Vecina - 2018 - Frontiers in Psychology 9.
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  50.  7
    Workplace Bullying in a Sample of Italian and Spanish Employees and Its Relationship with Job Satisfaction, and Psychological Well-Being.Alicia Arenas, Gabriele Giorgi, Francesco Montani, Serena Mancuso, Javier Fiz Perez, Nicola Mucci & Giulio Arcangeli - 2015 - Frontiers in Psychology 6.
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