Age as a moderator of attitude towards technology in the workplace: work motivation and overall job satisfaction

2012 ◽  
Vol 31 (5) ◽  
pp. 453-467 ◽  
Author(s):  
Steven M. Elias ◽  
William L. Smith ◽  
Chet E. Barney
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Overall Job Satisfaction

The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers

ILR Review ◽  
1998 ◽  
Vol 51 (4) ◽  
pp. 594-607 ◽  
Author(s):  
David N. Laband ◽  
Bernard F. Lentz
Keyword(s):  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Motivation ◽  
Working Women ◽  
Job Dissatisfaction ◽  
Public Agency ◽  
Female Employees ◽  
Female Lawyers ◽  
Using Data ◽  
Overall Job Satisfaction

Using data from the American Bar Association's National Survey of Career Satisfaction/Dissatisfaction (1990), the authors estimate the incidence and impact of sexual harassment in the legal profession. Nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. Female lawyers who had experienced or observed sexual harassment by male superiors or colleagues reported lower overall job satisfaction than did those who had not, as well as a greater intention to quit. The authors speculate that employers and coworkers may sometimes be able to sexually harass female employees in ways or degrees that are not sanctionable but that induce the victims to quit. Sexual harassment may contribute to an undetermined extent to many aspects of women's employment experience, including absenteeism, turnover, productivity rates and work motivation, job dissatisfaction, and unemployment. —MacKinnon, Sexual Harassment of Working Women

Job Satisfaction in EMS: A Different Approach

1990 ◽  
Vol 5 (1) ◽  
pp. 9-17 ◽  
Author(s):  
Stephen R. Wirth
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Work Force ◽  
Job Characteristics ◽  
Critical Issue ◽  
Psychological States ◽  
And Performance ◽  
Job Diagnostic Survey ◽  
Job Longevity ◽  
Overall Job Satisfaction

AbstractThere has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

It’s Time to Talk to Prehospital Providers: Feedback Disparities among Ground-Based Emergency Medical Services Providers and its Impact on Job Satisfaction

2021 ◽  
pp. 1-9
Author(s):  
Sarayna S. McGuire ◽  
Anuradha Luke ◽  
Aaron B. Klassen ◽  
Lucas A. Myers ◽  
Aidan F. Mullan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Emergency Medical Services ◽  
Performance Feedback ◽  
Life Support ◽  
Clinical Care ◽  
Medical Services ◽  
The Past ◽  
Emergency Medical ◽  
Overall Job Satisfaction

Abstract Objective: Performance feedback on clinical care and patient outcomes is a cornerstone of medical education, yet it remains lacking in the prehospital environment. Research seeking to establish the quantity of feedback provided to Emergency Medical Services (EMS) has been limited and studies focused on complimentary feedback or how feedback relates to EMS job satisfaction are lacking. The objectives of this study were to measure the frequency and nature of feedback received by EMS agencies and to identify the importance of receiving feedback as it relates to EMS job satisfaction. Methods: This was an anonymous, survey-based study of twenty-nine Basic Life Support (BLS) and fifteen Advanced Life Support (ALS) agencies located in Southeastern Minnesota (USA). Descriptive statistics and Fisher exact tests were used. The study was deemed exempt by the Mayo Clinic Institutional Review Board. Results: Ninety-four responses were included from nineteen different EMS agencies, including sixty-one (64.9%) paramedics and thirty-three (35.1%) emergency medical technicians (EMTs). One-half of all respondents reported that they had not received any type of feedback in the past 30 days, while another 43.6% of respondents indicated that they had only received feedback one to three times in the same time period. Twenty (60.6%) EMTs reported receiving no feedback in the past 30 days, compared with twenty-seven (44.3%) paramedics (P = .123). Of respondents receiving feedback, 65.9% reported never or rarely receiving positive reinforcing feedback and 60.6% reported never or rarely receiving constructive criticism or feedback regarding something that did not go well with patient care or transport. The majority of respondents were dissatisfied with the quantity (86.1%) and quality (73.4%) of feedback received. An overwhelming majority (93.6%) indicated that feedback on patient care or outcomes was important in influencing their overall job satisfaction. This high importance was maintained across all demographic groups. Conclusion: Within the cohort of survey respondents, a paucity of feedback received by EMS personnel is a source of dissatisfaction for EMS providers. Feedback on patient care strongly relates to overall job satisfaction. These findings suggest system-wide opportunities for structured feedback processes, focusing upon both quality and quantity of delivered feedback, to improve both patient care and staff satisfaction.

scholarly journals Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Kwadwo Owusu Akuffo ◽  
Eldad Agyei-Manu ◽  
David Ben Kumah ◽  
Anthony Danso-Appiah ◽  
Abubakar Sadik Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Associated Factors ◽  
Critical Role ◽  
Final Analysis ◽  
Cross Sectional Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eye Health ◽  
Overall Job Satisfaction

Abstract Background Job satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana. Methods A cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores. Results A total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction. Conclusions Most optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

Equity in Effort: The "Sucker Effect" in Co-Acting Groups

1991 ◽  
Vol 17 (1) ◽  
pp. 41-55 ◽  
Author(s):  
Mel E. Schnake
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Goal Setting ◽  
Small Groups ◽  
Work Motivation ◽  
Social Dilemma ◽  
Social Cues ◽  
Social Loafing ◽  
Effective Strategy ◽  
Managerial Strategies

This research investigates the effects of negative social cues on worker quantitative task performance, internal work motivation, and job satisfaction. Negative social cues may create an effect similar to a class of social dilemma phenomena in small groups known as the "sucker effect." The sucker effect was originally identified as a particular form of social loafing and stems from the perceptions that others in the group are withholding, or intend to withhold, effort. Individuals who hold this perception then withhold effort themselves to avoid being played for a "sucker" Although most social loafing research has examined the sucker effect in situations where individuals performed additive or disjunctive tasks, this experimental research investigates the degree to which the sucker effect occurs among individuals working in co-acting groups. Two common managerial strategies, goal setting and punishment, are examinedfor their ability to reduce the sucker effect. The results show that the sucker effect does occur in co-acting groups and that both punishment and goal setting may be used to reduce it. Further, goal setting was a more effective strategy than punishment.

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