Confirmatory analytic tests of three causal models relating job perceptions to job satisfaction.

1986 ◽  
Vol 71 (1) ◽  
pp. 77-82 ◽  
Author(s):  
Lawrence R. James ◽  
Lois E. Tetrick
Keyword(s):  
Job Satisfaction ◽  
Causal Models ◽  
Job Perceptions

BACKGROUND, NEEDS, JOB PERCEPTIONS, AND JOB SATISFACTION: A CAUSAL MODEL

1978 ◽  
Vol 31 (4) ◽  
pp. 889-901 ◽  
Author(s):  
NEAL SCHMITT ◽  
BRYAN W. COYLE ◽  
J. KENNETH WHITE ◽  
JOHN RAUSCHENBERGER
Keyword(s):  
Job Satisfaction ◽  
Causal Model ◽  
Job Perceptions

scholarly journals Effect of Transformational , Transactional Leadership and Job Satisfaction : Evidence from Information Technology Industries

2021 ◽  
Vol 9 (1) ◽  
pp. 987-996
Author(s):  
Denok Sunarsi, Vip Paramarta, Munawaroh, Achmad Rozi, Bagaskoro, Joko Nugroho, Evalina, Jamalus
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Transformational Leadership ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Simple Random Sampling ◽  
New Research ◽  
Job Perceptions ◽  
Technology Industries

This study aims to measure the effect of leadership style (transformational or transactional) on job satisfaction mediated by job perceptions. Data collection was carried out through quantitative questionnaires with simple random sampling via electronic online to the employees of the Information Technology Industries in Banten. The results of the questionnaire returned and valid were 377 respondents. Data processing used the SEM method with SmartPLS 3.0 software. The results of this study concluded that transformational leadership has a positive and significant effect on satisfaction, both directly and indirectly through mediating job perceptions. Meanwhile, transactional leadership has no significant effect on employee satisfaction, either directly or indirectly through mediating job perceptions. This new research proposes a model to build job satisfaction for consumer goods industry employees in Banten through increasing the transformational leadership ability of company heads with perceptions of work as a mediator.

An Analysis of Alternative Causal Models of Salesperson Role Perceptions and Work-Related Attitudes

1986 ◽  
Vol 23 (2) ◽  
pp. 153-163 ◽  
Author(s):  
Louis W. Fry ◽  
Charles M. Futrell ◽  
A. Parasuraman ◽  
Margaret A. Chmielewski
Keyword(s):  
Job Satisfaction ◽  
Theoretical Model ◽  
Role Conflict ◽  
Causal Models ◽  
Leadership Role ◽  
The Other ◽  
Causal Relationships ◽  
Alternative Models ◽  
Work Related ◽  
Research Findings

Data from a salesforce of a national industrial manufacturer were used to test relationships among leadership, role conflict and ambiguity, job satisfaction, and job anxiety. Two alternative models were evaluated. One model proposes that job anxiety leads to dissatisfaction and the other that job anxiety is a consequence of dissatisfaction. Results reveal a converged theoretical model. A need for further theorizing on causal relationships among various satisfaction facets and role variables is apparent. Contrary to previous research findings, no causal linkages are found between job anxiety and satisfaction.

scholarly journals Nyutdannede læreres opplevelse av læreryrket

2021 ◽  
pp. 107-122
Author(s):  
Christian Brandmo ◽  
Dijana Tiplic
Keyword(s):  
Job Satisfaction ◽  
Classroom Management ◽  
Beginning Teachers ◽  
Organizational Factors ◽  
Political Debate ◽  
Teachers Perceptions ◽  
Qualified Teachers ◽  
First Choice ◽  
Stress At Work ◽  
Job Perceptions

Beginning teachers’ job perceptions Over the last decade, the lack of qualified teachers in schools has been the subject of both research and political debate in many countries. In this study, we have investigated the factors that predict beginning teachers’ perceptions of job satisfaction, stress, and thoughts about quitting the job. The sample consisted of a total of 597 beginning teachers (65% women) from Norway. The results show that women experience higher job satisfaction and more stress at work than men do. The beginning teachers who said teaching was their first choice of career reported higher satisfaction with the profession and had fewer thoughts about quitting. Furthermore, the results show that beginning teachers are more satisfied than their more experienced colleagues with the profession and their school, a trend that was also reported by TALIS 2013. When it comes to beginning teachers’ own competence, the results show that self-efficacy in classroom management is significantly related to both higher satisfaction with their school and less stress. Regarding organizational factors, the findings show that commitment to and support from the school organisation are significantly related to higher satisfaction with the workplace. The study has several implications for school leaders and decision makers.

An Evaluation of Causal Models Linking the Received Role with Job Satisfaction

1973 ◽  
Vol 18 (1) ◽  
pp. 95 ◽  
Author(s):  
Charles N. Greene ◽  
Dennis W. Organ
Keyword(s):  
Job Satisfaction ◽  
Causal Models

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

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