What are the factors that influence experiences of job satisfaction in Malaysia of working mothers with children who are currently resident in the UK

2008 ◽  
Author(s):  
Edris bin Aden
Keyword(s):  
Job Satisfaction ◽  
Working Mothers ◽  
The Uk

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.

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

2016 ◽  
Vol 4 (1) ◽  
pp. 70 ◽  
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.

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.

scholarly journals Job satisfaction amongst academic economists in the UK

2019 ◽  
Vol 182 ◽  
pp. 55-58
Author(s):  
Karen Mumford ◽  
Cristina Sechel
Keyword(s):  
Job Satisfaction ◽  
The Uk

The State of the UK Music Therapy Profession

2000 ◽  
Vol 14 (1) ◽  
pp. 13-31 ◽  
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.

scholarly journals Audit of the job satisfaction levels of the UK radiography and physics workforce in UK radiotherapy centres 2012

2014 ◽  
Vol 87 (1039) ◽  
pp. 20130742 ◽  
Author(s):  
D Hutton ◽  
C Beardmore ◽  
I Patel ◽  
J Massey ◽  
H Wong ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
The Uk

The employment conditions of social care personal assistants in England

2019 ◽  
Vol 21 (6) ◽  
pp. 296-306 ◽  
Author(s):  
John Woolham ◽  
Caroline Norrie ◽  
Kritika Samsi ◽  
Jill Manthorpe
Keyword(s):  
Job Satisfaction ◽  
Social Care ◽  
Effective Means ◽  
Third Sector ◽  
Content Type ◽  
Employment Conditions ◽  
Personal Assistants ◽  
The Uk ◽  
Training And Support

Purpose The purpose of this paper is to describe the employment conditions of social care personal assistants (PAs) in England. In England, disabled adults have been able to directly employ people to meet their care or support needs for a number of years, little is known about the employment conditions of people who are directly employed. Design/methodology/approach PAs were recruited mainly through third sector and user led organisations. A total of 105 social care PAs took part in a semi-structured telephone interview, which on average was an hour long. Interviews were fully transcribed. Quantitative data were analysed using SPSS (v.24) and qualitative data by NVIVO software. Findings The paper focuses on employment conditions: contracts, pay, pensions, national insurance, overtime, holiday and sick pay, etc. Access to training and support are also described. Though PAs enjoyed considerable job satisfaction, many did not enjoy good employment conditions. Though employer abuse was uncommon, many PAs could arguably be described as exploited. Occupational isolation and lack of support to resolve disputes was striking. Research limitations/implications Though this may be currently the largest qualitative study of PAs in the UK, it is nonetheless relatively small and no claims for generalisability are made, though the geographical spread of the sample was wide and recruited from multiple sites. Practical implications PAs are an effective way of establishing relationship-based care, and confer direct control to disabled employers. Many PAs experienced high job satisfaction. However, lack of regulation and oversight creates considerable potential for exploitation or abuse. This may make the role less attractive to potential PAs in the medium term. Social implications Social care PAs may be a very effective means of achieving genuinely person-centred care or support for many people. However, PAs do not always appear to enjoy satisfactory conditions of employment and their role is largely unregulated. Growth and long-term sustainability of this emergent role may be jeopardised by these employment conditions. Originality/value Little is known about PA working conditions. This study suggests that much more needs to be done to improve these.

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