Does Positive Attitude Matter Only for Older Workers? Evidence from Simultaneous Estimation of Job Satisfaction, Wage and Positive Attitude in the United States

2017 ◽  
Vol 19 (8) ◽  
pp. 2373-2404 ◽  
Author(s):  
Madhu S. Mohanty
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Older Workers ◽  
Positive Attitude ◽  
The United States ◽  
Simultaneous Estimation

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

scholarly journals Individual-Level Determinants of Employee Shirking

2005 ◽  
Vol 51 (3) ◽  
pp. 468-487 ◽  
Author(s):  
Timothy A. Judge ◽  
Timothy D. Chandler
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Health Care ◽  
Work Group ◽  
Well Being ◽  
The United States ◽  
Subjective Well Being ◽  
Negative Effects ◽  
Individual Level ◽  
Organization Level

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to organization-level influences. Neglected are individual differences that could explain why employees in the same organization or work-group might shirk. Using a sample of workers from the health care profession in the United States, the present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other indiuidual-level determinants of shirking. Results indicate that whites shirk significantly more than nonwhites, and that subjective well-being, job satisfaction, and age have significant, negative effects on shirking. The implications of these results are discussed.

Are all the parts there everywhere? Facet job satisfaction in the United States and the Philippines

2008 ◽  
Vol 26 (4) ◽  
pp. 681-700 ◽  
Author(s):  
Teresa J. Rothausen ◽  
Jorge A. Gonzalez ◽  
Andrea E. C. Griffin
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
The United States ◽  
The Philippines

Changing Occupational Characteristics of U.S. Immigrants

1994 ◽  
Vol 3 (4) ◽  
pp. 567-588 ◽  
Author(s):  
Gordon F. De Jong ◽  
Marilou C. Legazpi Blair
Keyword(s):  
United States ◽  
Older Workers ◽  
The United States ◽  
Immigrant Workers ◽  
Immigrant Worker ◽  
Occupational Characteristics ◽  
United States Immigration ◽  
States Immigration ◽  
America South ◽  
Skilled Immigrant

Although the proportion of legal immigrants to the United States reporting an occupation remained nearly stable from the early 1970s to the mid-1980s, there was a decline in the proportion of immigrant workers admitted with professional and technical occupations — a trend that the 1990 Immigration Act seeks to address in this decade. Using 1972 and 1986 United States Immigration and Naturalization Service public use data, this analysis shows that a major explanation for the decline is the recomposition of immigrant worker streams; notably large increases in admissions from Mexico and Central America, South America and the Caribbean vs. Asian workers; and increases in immediate family numerically exempt and sixth preference new arrivals and older workers — all categories with a low proportion of professional and technical workers. Contrary to expectations, immigrants admitted with family preference visas recorded an increase in professional and technical workers, even though the proportion of highly skilled immigrant workers in this admission category is still quite low.

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