Job satisfaction, organisation commitment and occupational culture: a case from the UK pub industry

The role of stockmanship in relation to the wellbeing of farm animals has been emphasised in the UK Codes of Recommendations for the Welfare of Farm Livestock (MAFF, 1983). Moreover, previous research work has demonstrated important effects of good and bad stockmanship not only on welfare but also on growth, lactational and reproductive performance of pigs and other farm livestock (Hemsworth et al, 1987). There is a need, therefore, to establish the factors which motivate and demotivate stockpeople since the degree of job satisfaction is likely to have a considerable influence on the attitude and performance of stockpeople and on their empathy with the animals in their care. With this objective in mind, a questionnaire was designed to investigate the aspects which could have an influence on the job satisfaction of the stockpeople involved in pig production.

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Investigating the Extent to Which Personality Traits and Demographics Affect Job Satisfaction

Business and Management Horizons ◽

10.5296/bmh.v4i1.9535 ◽

2016 ◽

Vol 4 (1) ◽

pp. 70 ◽

Cited By ~ 1

Author(s):

Muhammad Sajid Saeed

Keyword(s):

Job Satisfaction ◽

Personality Traits ◽

Negative Relationship ◽

Demographic Variables ◽

The Other ◽

Retail Sector ◽

Primary Concern ◽

Different Types ◽

The Uk ◽

Ranking Analysis

The primary concern of this paper is to investigatethe extent to which three variables (i.e. personality traits, demographic variables, and job satisfaction) are interrelated with each other and what effect they have on each other in relation to the UK retail sector. The four different types of retail stores i.e. Tesco, Primark, Ikea and WH Smith were selected for survey purpose to minimise the class biasness.Total 300 close-ended questionnaires were distributed and 220 responses were obtained.The findings reveal that ‘Neuroticism’ is negatively associated with job satisfaction as well as with ‘Extraversion’. However, it is positively correlated with other three personality groups including ‘Agreeableness’, ‘Conscientious’, and ‘Openness’. On the other hand, ‘Openness to experience’ has a negative relationship with ‘Agreeableness’.It is also found from the ranking analysis that employees with ‘Agreeableness’ and ‘Conscientiousness’ personalities are more successful in their career and consequently they are more satisfied with their jobs.

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The Role of Job Satisfaction in Turnover and Turn-away Intention of IT Staff in South Africa

Interdisciplinary Journal of Information Knowledge and Management ◽

10.28945/4267 ◽

2019 ◽

Vol 14 ◽

pp. 077-097

Author(s):

Brenda M Scholtz ◽

Jean-Paul Van Belle ◽

Kennedy Njenga ◽

Alexander Serenko ◽

Prashant Palvia

Keyword(s):

South Africa ◽

Job Satisfaction ◽

Turnover Intention ◽

Future Research ◽

Occupational Culture ◽

Global View ◽

The World ◽

Professional Self ◽

Organisational Factors ◽

It Skills

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

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Mapping the contours of fairness

Journal of Organizational Effectiveness People and Performance ◽

10.1108/joepp-02-2014-0010 ◽

2014 ◽

Vol 1 (2) ◽

pp. 191-204 ◽

Cited By ~ 6

Author(s):

Lilian Otaye ◽

Wilson Wong

Keyword(s):

Job Satisfaction ◽

Factor Analysis ◽

Regression Analysis ◽

Turnover Intention ◽

Content Type ◽

Mediating Role ◽

The Uk ◽

The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

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From fun-lovers to institutionalists: uncovering pluralism in IT occupational culture

Information Technology and People ◽

10.1108/itp-01-2020-0020 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Jocelyn Cranefield ◽

Mary Ellen Gordon ◽

Prashant Palvia ◽

Alexander Serenko ◽

Tim Jacks

Keyword(s):

Job Satisfaction ◽

Discriminant Analysis ◽

National Culture ◽

Hierarchical Cluster ◽

Inductive Method ◽

Occupational Culture ◽

Content Type ◽

Individual Motivation ◽

It Workers ◽

It Occupational Culture

PurposeThe study aims to explore whether there is diversity of occupational culture among IT workers. Prior work conceptualizes IT occupational culture (ITOC) as based around six distinctive values (ASPIRE) but has not explored whether there is variation in ITOC.Design/methodology/approachSurvey data from 496 New Zealand IT workers was used to create factors representing IT occupational values based on the ASPIRE tool. Hierarchical cluster analysis and discriminant analysis were applied to identify distinctive segments of ITOC.FindingsFour ITOC segments were identified: fun-lovers, innovators, independents and institutionalists. These differed in the relative emphasis ascribed to the ITOC values with each segment being distinguished by 1–2 dominant values. Segment membership varied according to level of responsibility and birth country. Institutionalists and innovators had higher concern about organizational and IT issues than fun-lovers and independents. Job satisfaction was lowest among innovators and highest along institutionalists.Research limitations/implicationsThis study challenges the concept of a unified ITOC, suggesting that ITOC is pluralistic. It also theorizes about interactions between ITOC, individual motivation and values and national culture.Practical implicationsManagement needs to be cognizant of the fact that IT occupational culture is not homogeneous and different IT occupational segments require unique management approaches, and that their own values may not match those of others in IT work. By understanding ITOC segments, managers can tailor support, assign tasks appropriately and design teams to optimize synergies and avoid conflict.Originality/valueThis study reveals the existence of ITOC segments and theorizes about the relationship of these to innovation-orientation, job satisfaction, individual motivation, work styles and national culture. The combination of cluster and discriminant analysis is a valuable replicable inductive method that is underrepresented in Information Systems (IS) research.

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Job satisfaction amongst academic economists in the UK

Economics Letters ◽

10.1016/j.econlet.2019.05.025 ◽

2019 ◽

Vol 182 ◽

pp. 55-58

Author(s):

Karen Mumford ◽

Cristina Sechel

Keyword(s):

Job Satisfaction ◽

The Uk

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The State of the UK Music Therapy Profession

British Journal of Music Therapy ◽

10.1177/135945750001400103 ◽

2000 ◽

Vol 14 (1) ◽

pp. 13-31 ◽

Cited By ~ 16

Author(s):

David Stewart

Keyword(s):

Job Satisfaction ◽

Music Therapy ◽

Clinical Supervision ◽

Postal Questionnaire ◽

Support Networks ◽

Full Time ◽

Working Models ◽

Mixed Feelings ◽

Personal Qualities ◽

The Uk

This paper outlines the findings from a self-administered postal questionnaire to the UK music therapy profession carried out in June 1997. It details the background to the study, its design and methodology, the results and their implications. The survey gathered data on the personal qualities used in practice, working models, support networks and job satisfaction among UK music therapists. Taken together, these responses were deemed an indication of the overall ‘state of the profession’. Further, an attempt was made to ascertain a correlation between job satisfaction and other variables as a way of delineating a profile of a ‘job-satisfied music therapist’. Key results indicated a profession of diverse individuals, more likely to be balancing part-time music therapy work than to be employed in a full-time post. They indicated a profession with cohesive personal qualities underlying its practice, and more definitive priorities for working models. They revealed a profession more likely to describe itself as ‘supported’ and ‘satisfied’ than either ‘very supported/satisfied’, ‘quite supported/mixed feelings’, ‘unsupported/dissatisfied’ or ‘very unsupported/dissatisfied’. They identified clinical supervision and communication with colleagues and carers as the two most significant support networks among the sample. A statistically significant correlation was established between the level of professional support experienced and job satisfaction.

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