How to Satisfy and Retain Personnel Despite Job-Market Shortage

2014 ◽  
Vol 73 (1) ◽  
pp. 13-24 ◽  
Author(s):  
Nicolas Roulin ◽  
Eric Mayor ◽  
Adrian Bangerter
Keyword(s):  
Job Satisfaction ◽  
Intent To Leave ◽  
Organizational Level ◽  
Group Level ◽  
Work Family Conflict ◽  
Personnel Administrators ◽  
Individual Level ◽  
Effectiveness Factors ◽  
Unit Effectiveness ◽  
Work Family

Retaining valuable employees is a major issue for organizations, especially for professions characterized by shortage (e.g., nursing). It is thus important for organizations to determine which factors predict personnel satisfaction and intent to leave at various levels (i.e., organization, group, and individual). Nevertheless, few studies on satisfaction in nursing have analyzed a comprehensive set of factors and taken multiple organizational levels into account using appropriate statistical analysis techniques. We conducted a study with 1,547 nurses working in 17 hospitals in Switzerland. Results from multilevel analyses suggest that job satisfaction is predicted by both individual-level (burnout and work-family conflict) and group-level (group cohesion and unit effectiveness) factors, while organizational-level factors (e.g., autonomy) have less impact. Moreover, intent to leave the job is predicted by job satisfaction, whereas the relationship is moderated by perceived differences in priorities between nurses and their employer. When developing strategies to satisfy and retain key personnel, administrators should consider both individual-level and group-level factors as well as how to align priorities and how to best communicate what they have done.

Supervisor and mentoring effects on work-family conflict in logistics

2019 ◽  
Vol 49 (6) ◽  
pp. 644-661 ◽  
Author(s):  
Michael J. Maloni ◽  
David M. Gligor ◽  
Robin A. Cheramie ◽  
Elizabeth M. Boyd
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Intent To Leave ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Behavior Based ◽  
And Gender ◽  
Work Family ◽  
And Behavior

Purpose A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics. Design/methodology/approach Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources. Findings The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF. Research limitations/implications The relatively small sample size, particularly for women, limits generalizability of the results. Practical implications To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts. Originality/value The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples

2018 ◽  
Vol 10 (1) ◽  
pp. 35-60 ◽  
Author(s):  
Deniz Yucel ◽  
Beth A. Latshaw
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Gender Differences ◽  
Relationship Satisfaction ◽  
Family Conflict ◽  
Married Couples ◽  
Work Family Conflict ◽  
Crossover Effects ◽  
Cohabiting Couples ◽  
Work Family

The present study uses Wave 8 of the German Family Panel to test the spillover and crossover effects of work-family conflict on job satisfaction, relationship satisfaction, and mental health for individuals (actor effects) as well as their spouses/partners (partner effects) in dual-earning couples. We further contribute by assessing whether the results vary by gender and union type. Results suggest that among married couples, for job satisfaction, there are no gender differences in actor effects (but gender differences in partner effects), and actor and partner effects remain distinct. For relationship satisfaction, there are no gender differences in actor or partner effects, but both effects remain distinct. For mental health, however, there are gender differences in actor effects (but not in partner effects), and both effects remain distinct. Among cohabitors, there are no differences in actor effects by gender, and adding in partner effects does not significantly improve the models predicting all three outcomes. Some results also suggest differences in relationship dynamics between married and cohabiting couples.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

scholarly journals Doctors’ Job Satisfaction and Its Relationships With Doctor-Patient Relationship and Work-Family Conflict in China: A Structural Equation Modeling

2018 ◽  
Vol 55 ◽  
pp. 004695801879083 ◽  
Author(s):  
Shumin Deng ◽  
Ningxi Yang ◽  
Shiyue Li ◽  
Wei Wang ◽  
Hong Yan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Family Conflict ◽  
Structural Equation ◽  
Hubei Province ◽  
Equation Modeling ◽  
Patient Relationship ◽  
Work Family Conflict ◽  
Doctor Patient Relationship ◽  
Work Family

The objective of this study was to evaluate the relationship of doctors’ job satisfaction with doctor-patient relationship and work-family conflict in China. The data came from a cross-sectional survey in Hubei province, which was part of China’s Fifth National Health Services Survey conducted in 2013. The survey in Hubei covered 54 secondary and tertiary general hospitals distributed in 20 counties. Of the 1080 questionnaires, 908 were included into our analysis. After surviving from reliability and validity tests, structural equation modeling was applied for further analysis with SPSS 20.0 and Mplus 7.0. The results showed that the average score of job satisfaction is 19.61 out of 30 points, indicating a relatively low level of doctors’ job satisfaction in Hubei province. Work-family conflict was found to have negative impact on doctors’ job satisfaction, and good doctor-patient relationship was found to have positive impact on their job satisfaction. Therefore, hospital administrators and policy makers should make effort to design and implement strategies that focus on meliorating doctor-patient relationship and balancing doctors’ work and family life to further improve their job satisfaction.

THE EFFECT OF WORK-FAMILY CONFLICT AND JOB INSECURITY ON INNOVATIVE BEHAVIOUR OF KOREAN WORKERS: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT AND JOB SATISFACTION

2018 ◽  
Vol 22 (01) ◽  
pp. 1850003 ◽  
Author(s):  
SUK BONG CHOI ◽  
NICOLE CUNDIFF ◽  
KIHWAN KIM ◽  
SAJA NASSAR AKHATIB
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organisational Commitment ◽  
Work Family Conflict ◽  
Job Stressors ◽  
Innovative Behaviour ◽  
Work Family

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

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