scholarly journals Investigating the relationship between job satisfaction, communication style, employee behavior in conflict situations

2022 ◽  
Vol 354 ◽  
pp. 00018
Author(s):  
Gabriela Caldarescu ◽  
Laura Florea ◽  
Nicoleta Monica Lohan ◽  
Mihai-Adrian Bernevig
Keyword(s):  
Job Satisfaction ◽  
Self Report ◽  
Communication Style ◽  
Additional Information ◽  
Conflict Situations ◽  
Starting Point ◽  
Current Context ◽  
The Subject ◽  
Job Satisfactions ◽  
The Relationship

This study was designed to test the relationship between job satisfactions, communication style and conflict behaviour of employees in the public system, respectively in the territorial labour inspectorates. Research responds to practical needs highlighted by organizational psychology to identify the sources and dimensions that prevail and make the individual's perception of the organization lead to increased job satisfaction. However, the paper is not without methodological limits, represented by the use of self-report evaluation questionnaires that could involve poor identification and reporting, by the tendency of the facade that appears when the subject is not honest, offers answers that do not reflect its true feelings, principles and values, tends to avoid the appropriate responses to the state, only to leave a good impression, determine a positive judgment, placement in a situation of appreciation, or out of a desire to help the researcher in confirming the study hypothesis. The paper provides additional information for the scientific community, and can also be a starting point for other research by methodologically improving and bringing to the fore variables that can have a significant contribution to job satisfaction in civil servants, the subject being of maximum interest in the current context when a qualitative increase of services for employees and employers is desired.

The Mediating Role of Job Satisfaction in the Work Stress-Marital Interaction Relationship

1994 ◽  
Vol 24 (3) ◽  
pp. 122-130 ◽  
Author(s):  
Lynne Widrich ◽  
Karen Ortlepp
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Causal Link ◽  
Work And Family ◽  
Specific Aspect ◽  
Self Report ◽  
Marital Interaction ◽  
Marital Functioning ◽  
The Relationship

The present study examined the relationship between work stress and a specific aspect of marital functioning, namely, marital interaction. An interactionist model of stress was adopted, with three role stresses, namely, role ambiguity, role conflict and role overload, being used as indicators of work stress. Despite the abundance of studies investigating the link between employment and family functioning over the past decade, the causal link between the two domains remains unclear. As previous research has indicated that the relationship between work and family is neither simple nor linear, the present study aimed to investigate the role of job satisfaction in the relationship. The final sample of the study consisted of 80 married men employed in a large financial organization. Data were gathered in the form of self-report questionnaires. Statistical analysis, using a longitudinal path analytic research design, did not support the proposed mediational model, that is, job satisfaction was not found to mediate the relationship between work stress and marital functioning.

scholarly journals Can Job Satisfaction Mediate the Relationship between Emotional Intelligence and Spiritual Intelligence on Teacher Performance?

2021 ◽  
Vol 5 (1) ◽  
pp. 136
Author(s):  
Efendi Efendi ◽  
Sri Harini ◽  
Sudung Simatupang ◽  
Marto Silalahi ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Teacher Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Spiritual Intelligence ◽  
Additional Information ◽  
Saturated Sample ◽  
The Relationship

This study aims to analyze the role of job satisfaction in mediating the relationship between emotional intelligence and intellectual intelligence on the performance of the high school teachers. This study uses a research design with an associative quantitative approach. Data was collected through documentation and online questionnaires. This study used a sample of 39 respondents with the determination of the sample size using the saturated sample formula. Partial least square is applied to examine the relationship between teacher performance, job satisfaction, emotional intelligence and intellectual intelligence. The results of this study indicate that of the seven hypotheses developed there are two accepted hypotheses, that is, for the effect of emotional intelligence on job satisfaction, it is obtained that the results of a significant effect and the influence of spiritual intelligence on teacher performance are also obtained significant results. Meanwhile, the other 5 hypotheses developed were not significant. Through the findings of this study, it is hoped that it can provide additional information for various parties, especially the school, to pay attention to the factors that affect teacher performance and job satisfaction, so that teachers gain comfort and confidence to continue to improve their performance in implementing learning in schools.

scholarly journals HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Nurul Asfiah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Employee Job Satisfaction ◽  
Job Satisfactions ◽  
High Level ◽  
The Relationship ◽  
Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

Human Resources Development Practices and Employees' Job Satisfaction

2019 ◽  
pp. 1639-1651
Author(s):  
Choi Sang Long ◽  
Sia Shi Xuan
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Relevant Literature ◽  
Resource Development ◽  
Special Focus ◽  
Job Satisfactions ◽  
Organizational Study ◽  
The Relationship

This chapter introduces the relationship between human resource development (HRD) practices and employees' job satisfaction. Employees' job satisfactions have gained tremendous attentions from scholars in organizational study and special focus are given into searching the answer to understand why some people are more satisfied with their jobs than others. In this chapter, the definition and importance of job satisfaction is first discussed followed by exploring HRD theories and models through relevant literature review. Lastly, the relationship between job satisfaction and the four elements of human resource development: i) Training and development; ii) Organization development; iii) Career development; and iv) Performance management are discussed and developing of a conceptual framework.

Explaining differences in ministerial ménages à trois: multiple bargains in Belgium and Denmark

2013 ◽  
Vol 79 (1) ◽  
pp. 71-90 ◽  
Author(s):  
Christian de Visscher ◽  
Heidi Houlberg Salomonsen
Keyword(s):  
Public Service ◽  
Functional Differentiation ◽  
Civil Servants ◽  
Mutual Respect ◽  
Institutional Rules ◽  
Starting Point ◽  
Different Types ◽  
The Subject ◽  
Political Appointments ◽  
The Relationship

While special advisers play an important role in most Western governments, the research on the subject is limited. This article aims to explain variations in the ménage à trois relationships between ministers, senior civil servants and special advisers in two different politico-administrative systems. The theoretical starting point is to conceptualize and explain such trilateral relationships as multiple Public Service Bargains. We find that the differences in Public Service Bargains generate differences in these ménages à trois relationships, resulting in different types of functional differentiation as well as differences in the degree of cooperation vis-à-vis conflict. These differences are primarily the result of differences in the interests as well as formal, institutional rules and the competencies of the actors involved. The empirical data include documents as well as interviews with and questionnaires completed by senior civil servants. The countries compared are Belgium and Denmark. Points for practitioners Our study confirms that it is important for a ‘ménage à trois’ (ministers, special advisers, SCSs) ‘… to spell out the terms of the bargain applying to political advisers (…)’ ( Hood and Lodge, 2006 : 128) in order to regulate the relationship between special advisers and SCSs and avoid potential conflicts among them. In addition, the study shows that the number of political appointments plays a role in the relationship. Finally, the study shows that clear differences in the competencies brought to the bargain by the two types of agent may ensure cooperation and mutual respect, whereas an overlapping of competencies may cause rivalry.

The Relationship Between Disturbance of Liver Function and Mental Disease

1940 ◽  
Vol 86 (362) ◽  
pp. 514-525 ◽  
Author(s):  
P. Berkenau
Keyword(s):  
Liver Function ◽  
Mental Disease ◽  
The Body ◽  
General Metabolism ◽  
Starting Point ◽  
The Subject ◽  
The Relationship ◽  
Liver Tests

The purpose of this paper is to attempt to correlate results obtained from liver tests with the nosological demarcation of psychoses. The knowledge of the outstanding importance of the liver in general metabolism (it provides 12% of the turnover of energy of the body) and of its relation to some organic diseases of brain has been the subject of numerous investigations. Expectation of finding the starting-point of any disease in the liver, however, will at first not be placed too high if one recollects that every gland is only part of a system. Even where the symptoms of liver or other glandular impairment are characteristic for limited groups of psychoses deductions must be guarded, and the discovery of an unequivocal bodily symptom does not mean elucidation of the aetiology of a mental disease.

scholarly journals El acceso al pasado en una sociedad acelerada

2021 ◽  
Vol 24 ◽  
pp. 11-32
Author(s):  
Iker Samper Ayape
Keyword(s):  
The Internet ◽  
The Past ◽  
External Objects ◽  
The World ◽  
Current Context ◽  
The Subject ◽  
Siglo Xx ◽  
The Relationship ◽  
With Memory ◽  
Sobre Todo

Tras los acontecimientos bélicos que asolaron el mundo durante el siglo XX, en concreto, a partid de 1980, aumento el interés y el acercamiento teórico sobre el pasado y la memoria. Partiendo de ello, la cuestión a tratar en el presente trabajo es: qué características tiene nuestro presente y cómo esto determina algunas formas de acceso al pasado. Para luego preguntarnos sobre la relación que se establece con los memoriales, es decir, en qué medida el contexto o condiciones del sujeto mediatizan su relación con la memoria. Dado que la reflexión acerca de la memoria puede estar condicionada por las características propias de nuestro contexto: aceleración social. El acercamiento que puede tener un sujeto perteneciente a las generaciones más alejadas de lo acontecido en el siglo XX difiere mucho de la relación que pueden tener aquellos que vivieron el suceso o las consecuencias de una forma más inmediata. Por ello, debemos preguntarnos: ¿Hemos -sobre todo las generaciones más jóvenes- volcado la memoria y el conocimiento en objetos externos a los que recurrir y de esa manera no llevar el peso y poder adaptarnos al contexto actual? Estos objetos portadores de la memoria y conocimiento, como las imágenes, internet, o los memoriales, etc. ¿Están sólo bajo una lógica del consumo inmediato?, o ¿es el tipo de uso más potenciado? ¿Qué relación establecemos con los memoriales? Monumentos creados con el fin de recordar. After the warlike events that devastated the world during the 20th century, specifically, from 1980, interest and the theoretical approach on the past and memory increased. Starting from this, the question to be dealt with in the present work is: what characteristics does our present have and how this determines some forms of access to the past. To then ask ourselves about the relationship that is established with memorials, that is, to what extent the context or conditions of the subject mediate his relationship with memory. Since the reflection on memory can be conditioned by the characteristics of our context: social acceleration. The approach that a subject belonging to the generations furthest away from what happened in the twentieth century may have differs greatly from the relationship that those who experienced the event or the consequences can have in a more immediate way. For this reason, we must ask ourselves: Have we - especially the younger generations - turned memory and knowledge into external objects to turn to and thus not carry the weight and be able to adapt to the current context? These objects that carry memory and knowledge, such as images, the internet, or memorials, etc. Are they only under a logic of immediate consumption? Or is it the most enhanced type of use? What relationship do we establish with the memorials? Monuments created in order to remember.

Human Resources Development Practices and Employees' Job Satisfaction

2018 ◽  
pp. 1726-1738
Author(s):  
Choi Sang Long ◽  
Sia Shi Xuan
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Relevant Literature ◽  
Resource Development ◽  
Special Focus ◽  
Job Satisfactions ◽  
Organizational Study ◽  
The Relationship

This chapter introduces the relationship between human resource development (HRD) practices and employees' job satisfaction. Employees' job satisfactions have gained tremendous attentions from scholars in organizational study and special focus are given into searching the answer to understand why some people are more satisfied with their jobs than others. In this chapter, the definition and importance of job satisfaction is first discussed followed by exploring HRD theories and models through relevant literature review. Lastly, the relationship between job satisfaction and the four elements of human resource development: i) Training and development; ii) Organization development; iii) Career development; and iv) Performance management are discussed and developing of a conceptual framework.

Management Leadership and Employee Satisfaction

2021 ◽  
Vol 12 (3) ◽  
pp. 1-14
Author(s):  
Amber Joy De Armond Hillard
Keyword(s):  
Job Satisfaction ◽  
Soft Skills ◽  
Leadership Skills ◽  
Self Report ◽  
Leadership Strategies ◽  
Employee Job Satisfaction ◽  
Hard Skills ◽  
Management Leadership ◽  
The Relationship ◽  
Survey Questionnaires

The study reported in this article examines the relationship between management leadership and employee job satisfaction. Based on 30 participants, self-report survey questionnaires are used for data collection. Results show that a significant, moderate, and positive correlation (ρ = .73, p = .000) exists between employees' ratings of their managers' leadership skills and employees' job satisfaction. A significant relationship (ρ = .39, p = .030) exists between employees' ratings of importance of leadership strategies at civilian personnel advisory centers and job satisfaction of general schedule employees. Employees' job satisfaction is observed to be significantly positively correlated with the employees' rating of management leadership. The work highlights the importance of adequate training in soft skills as well as hard skills leaders.

Authenticity at work – a job-demands resources perspective

2016 ◽  
Vol 31 (2) ◽  
pp. 483-499 ◽  
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Ilona van Beek ◽  
Ralph Van den Bosch
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Goodness Of Fit ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Content Type ◽  
Occupational Outcomes ◽  
The Relationship

Purpose – Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand. Design/methodology/approach – In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity. Findings – Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes. Research limitations/implications – Main limitations to this study were the application of self-report questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model. Practical implications – Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes. Originality/value – This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.

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