A study of factors which influence the job satisfaction of stockpeople on commercial pig farms

1990 ◽  
Vol 1990 ◽  
pp. 95-95
Author(s):  
R C Segundo ◽  
P R English ◽  
G Burgess ◽  
S A Edwards ◽  
O MacPherson ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Reproductive Performance ◽  
Research Work ◽  
Farm Animals ◽  
Considerable Influence ◽  
Pig Farms ◽  
And Performance ◽  
The Uk ◽  
Farm Livestock

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.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

Mapping the contours of fairness

2014 ◽  
Vol 1 (2) ◽  
pp. 191-204 ◽  
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.

Extensification — implications for animal performance, health and welfare

1994 ◽  
Vol 18 ◽  
pp. 43-50 ◽  
Author(s):  
A. Waterhouse
Keyword(s):  
Research Work ◽  
Stocking Density ◽  
Economic Factors ◽  
Stocking Rate ◽  
Animal Performance ◽  
Experimental Protocol ◽  
Land Area ◽  
Farm Scale ◽  
And Performance ◽  
The Uk

AbstractPressures to reduce stocking densities (extensify) are arising for a number of reasons. There are two main options once the decision to reduce stocking occurs: (1) to maintain management and physical inputs pro rata to remaining livestock which may or may not have full access to the same land area; (2) to reduce management and/or physical inputs to remaining stock because of real or perceived increases in availability of grazed resources to remaining livestock. These two options have widely different implications for the health, welfare and performance of the extensified systems. A third option open to producers is merely to reduce inputs, de-intensify, without reducing stock numbers. All the options raise major questions in relation to their benefit or otherwise to ecological or landscape values which tend to be underpinning these initiatives. However, significant uncertainty arises as to how producers will respond. Economic factors will play a part in justifying changes and levels of compensation deemed adequate. Levels of animal performance are crucial in terms of economic viability and as an indicator of animal welfare. Three programmes of research work are in hand in the UK which address these concerns and the associated impact on the environment. At ADAS's Redesdale and Pwllpeiran Farms the experimental protocol has been to reduce stocking rate with no change in inputs per ewe. At SAC's Kirkton and Auchtertyre unit a different farm scale strategy has been adopted. Here stock numbers have been reduced, but alongside these physical (food) and management inputs (labour) have also been reduced. Preliminary data on animal performance from all experiments suggests no improvement in animal performance as a result of reduced stocking density. In the latter study, where inputs per ewe have also been reduced, reduced output per ewe has been found, partly as a result of increased lamb mortality.

scholarly journals The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance

2021 ◽  
Vol 6 (2) ◽  
pp. 110-116
Author(s):  
Ilzar Daud ◽  
Nur Afifah
Keyword(s):  
Job Satisfaction ◽  
Developing Countries ◽  
Work Environment ◽  
Significant Relationship ◽  
Jel Classification ◽  
Mediating Role ◽  
Census Techniques ◽  
And Performance ◽  
The Relationship

Objective - The purpose of this study is to identify the relationship between compensation and work environment on performance through job satisfaction. Methodology/Technique - The population in this study is 150 employees from a State-Owned Bank. The sampling method uses census techniques so that the number of samples used is 150 employees. The research data was collected using a questionnaire, which is then analyzed using a path analysis technique (SPSS software) to examine the relationships among the constructs, which are: compensation, work environment, job satisfaction and performance. Findings –The results of this study indicate that compensation has a significant relationship between job satisfaction, and the work environment has a significant relationship on job satisfaction. The results also prove that compensation has no relationship on performance, work environment has a significant relationship on performance, and job satisfaction has a significant relationship on performance. The results of this study also indicate that as an indirect effect, compensation has a significant relationship on performance through job satisfaction and the work environment has a significant relationship on performance through job satisfaction. Novelty - Previous studies have been carried out in many western countries, raising doubts about generalizations in the same research results in developing countries such as Indonesia. Therefore, the novelty in this study is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia. Type of Paper: Empirical. JEL Classification: L22, M12, M19. Keywords: Compensation; Work Environment; Job Satisfaction; Performance Reference to this paper should be made as follows: Daud, I; Afifah, N. (2021). The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance, Journal of Management and Marketing Review, 6(2) 110 – 116. https://doi.org/10.35609/jmmr.2021.6.2(2)

Effect of organic zinc and selenium on dairy cow productivity and fertility

2007 ◽  
Vol 2007 ◽  
pp. 145-145
Author(s):  
A. I. Macrae ◽  
L. Hodgson-Jones ◽  
K. Aitchison ◽  
S Burton ◽  
D. Lawson ◽  
...  
Keyword(s):  
Dairy Cows ◽  
Reproductive Performance ◽  
Dairy Cow ◽  
Trace Minerals ◽  
Selenium Yeast ◽  
Organic Zinc ◽  
Ruminant Diets ◽  
The Uk ◽  
Effect Of Feeding

Major changes have been occurring over the last 20 years in the UK dairy industry, with improvements in cow genetics and nutritional management resulting in a doubling of average milk yields to 6,750 litres/cow/year by 2004 (DEFRA, 2005). The same period has resulted in a decline of dairy cow fertility parameters with recent studies having identified a 1% fall in conception rates per annum (Royal et al., 2000). The role of organic forms of trace minerals has been examined in ruminant diets with particular regard to their role in immune function (Spears, 2000). The aim of the study was to examine the effect of feeding an organic source of zinc (Bioplex Zinc™, Alltech Inc. USA) and selenium yeast (Sel-Plex™, Alltech Inc. USA) to high yielding Holstein dairy cows on production and reproductive performance.

Best Value and Performance Management Inspired Change within UK Councils

2014 ◽  
pp. 199-226
Author(s):  
Sandra Moffett ◽  
Tim Walker ◽  
Rodney McAdam
Keyword(s):  
Knowledge Management ◽  
Public Sector ◽  
Performance Management ◽  
Exploratory Study ◽  
Lessons Learned ◽  
Full Potential ◽  
Best Value ◽  
And Performance ◽  
The Uk

This chapter focuses on an exploratory study from an operational perspective, investigating the role of Knowledge Management (KM) in the UK Public Sector, the case setting being within the council’s waste services. Key literary findings outline that while Government seeks to improve council service delivery, significant legacies remain from earlier change programmes that appeared to be restricting the Local Government Modernisation Agenda (LGMA). Given the exploratory nature of the study, a theory building approach is adopted based on results from the exploratory study. The findings show that although knowledge and information flows could inform performance management frameworks to trigger change, a lack of suitable networks or a culture of knowledge sharing, combined with tight implementation timescales and a shifting agenda, meant that councils did not respond as anticipated due to systemic weaknesses. As with many organisations, KM implementation did not reach full potential. However, there are a number of lessons learned and key findings that can act as a learning process for further knowledge management applications within public sector contexts.

Queer exceptions

2019 ◽  
Author(s):  
Stephen Greer
Keyword(s):  
Western Europe ◽  
Cultural Significance ◽  
Solo Performance ◽  
Autobiographical Performance ◽  
The Arts ◽  
And Performance ◽  
The Uk ◽  
The Stranger ◽  
The Relationship

This book is a study of solo performance in the UK and western Europe since the turn of millennium that explores the contentious relationship between identity, individuality and the demands of neoliberalism. With case studies drawn from across theatre, cabaret, comedy and live art – and featuring artists, playwrights and performers as varied as La Ribot, David Hoyle, Neil Bartlett, Bridget Christie and Tanja Ostojić – it provides an essential account of the diverse practices which characterize contemporary solo performance, and their significance to contemporary debates concerning subjectivity, equality and social participation. Beginning in a study of the arts festivals which characterize the economies in which solo performance is made, each chapter animates a different cultural trope – including the martyr, the killjoy, the misfit and the stranger – to explore the significance of ‘exceptional’ subjects whose uncertain social status challenges assumed notions of communal sociability. These figures invite us to re-examine theatre’s attachment to singular lives and experiences, as well as the evolving role of autobiographical performance and the explicit body in negotiating the relationship between the personal and the political. Informed by the work of scholars including Sara Ahmed, Zygmunt Bauman and Giorgio Agamben, this interdisciplinary text offers an incisive analysis of the cultural significance of solo performance for students and scholars across the fields of theatre and performance studies, sociology, gender studies and political philosophy.

scholarly journals The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement

2020 ◽  
Vol 12 (6) ◽  
pp. 2336 ◽  
Author(s):  
Jaime Andrés Bayona ◽  
Amparo Caballer ◽  
José María Peiró
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Engagement ◽  
Polynomial Regression ◽  
Ordinary Least Squares ◽  
Congruence Effect ◽  
Job Complexity ◽  
And Performance ◽  
The Relationship

Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.

scholarly journals PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN KRISNA OLEH - OLEH

2019 ◽  
Vol 8 (11) ◽  
pp. 6825
Author(s):  
I Ketut Edy Mardyana ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Mediating Role ◽  
Employee Job Satisfaction ◽  
Saturated Sample ◽  
And Performance ◽  
Sample Method ◽  
Positive Effect

Job satisfaction and organizational commitment can increase employee performance which affects achievement of company goals. The purpose of this study to determine mediating role of organizational commitment on work satisfaction and performance of employees of Krisna by Typical Bali I. The population of this study were 55 people, with a saturated sample method. Data collection through questionnaires and interviews, analyzed by SEM - PLS. The test results shows job satisfaction has significant positive effect on employee performance, job satisfaction has positive significant effect on organizational commitment, organizational commitment has negative significant effect on employee performance, organizational commitment has  positive significant effect in mediating the effect of job satisfaction on employee performance. The company is expected to increase employee job satisfaction in order to increase employee commitment to the company so that employee performance will increase. This can be realized by treating employees well, giving awards to employees with good performance Keywords: job satisfaction, organizational commitment, employee performance

Sign in / Sign up

Export Citation Format

Share Document