scholarly journals Toward a “Dashboard” Indicator of Retention in U.S. Navy Personnel

2020 ◽  
Author(s):  
Marcus K Taylor ◽  
Lisa M Hernández ◽  
A Monique Clinton-Sherrod
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Regression Models ◽  
Affective Organizational Commitment ◽  
Career Intentions ◽  
Men And Women ◽  
Factors Influencing ◽  
Leadership Satisfaction ◽  
Navy Personnel ◽  
Unit Cohesion

ABSTRACT Introduction Retention is a top priority for the U.S. Navy. However, our understanding of factors influencing retention of Navy personnel is limited. Current research implies that poor mental health, low appraisals of unit cohesion, low leadership satisfaction, and low social support may adversely affect retention. There is a need to understand how these and other factors influence retention in U.S. Navy personnel. We evaluated a broad range of factors influencing job satisfaction and career intentions (proxies of retention) in a large sample of Navy service members. Materials and Methods Seven hundred and ninety-eight U.S. Navy men and women participated in this study as part of the Naval Unit Behavioral Health Needs Survey (NHRC.2014.0006). Independent variables included personal and unit morale, unit cohesion, affective organizational commitment, social support, behavioral health, sleep, leadership satisfaction, and perceived stress. Dependent variables include job satisfaction and career intentions. Separate multivariate regression models examined the unique and combined associations of independent and demographic variables with each dependent variable, respectively. Results Regression models accounted for 48% of variance in job satisfaction and 55% of variance in career intentions, respectively. The most robust predictors of job satisfaction were affective organizational commitment (i.e., one’s emotional attachment to, identification with, and involvement in an organization), depressive symptoms, unit cohesion, and perceived stress; primary predictors of career intentions included affective organizational commitment, years of military service, marital status, and race/ethnicity. Conclusion In this study, we identified diverse predictors of job satisfaction and career intentions of Navy men and women, with overall models accounting for substantial variance in both outcomes. This study informs evidence-based policies, programs, practices, and processes designed to influence job satisfaction, career intentions, and retention in U.S. Navy service members. These study findings also inform the development of a dashboard indicator of retention of U.S. Navy men and women.

Antecedents of Nursing Faculty Organizational Commitment: Exploring Job Satisfaction

2021 ◽  
pp. e20200022
Author(s):  
Eric Richardson ◽  
Jean Gordon ◽  
William Ritchie ◽  
Sara Golden
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Nursing Faculty ◽  
Intent To Stay ◽  
Educational Programs ◽  
Operating Conditions ◽  
Faculty Retention ◽  
Affective Organizational Commitment

Nursing faculty retention is critical, as faculty retention directly impacts educational programs that produce future nurses poised to meet employment demand. The topics of job satisfaction and commitment are of continued interest as researchers examine factors that affect nursing faculty's intent to stay. Thus, this research focused on job satisfaction that potentially impacts the level of affective organizational commitment among nursing faculty. Regression results revealed that the supervisor, promotion, nature of work, and satisfaction with coworkers were positively related to affective organizational commitment, while nursing pay, benefits, and operating conditions revealed no statistically significant results.

scholarly journals Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

2016 ◽  
Vol 8 (3) ◽  
pp. 26 ◽  
Author(s):  
Nicole Bérubé ◽  
Magda B. L. Donia ◽  
Marylène Gagné ◽  
Nathalie Houlfort ◽  
Elena Lvina
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Confirmatory Factor Analysis ◽  
Well Being ◽  
Affective Organizational Commitment ◽  
Domain Satisfaction ◽  
Satisfaction Scale ◽  
Confirmatory Factor ◽  
Work Domain

<p>We used the samples of six studies to validate the Work Domain Satisfaction Scale (WDSS), a global, five-item and mid-level measure of work domain well-being. English and French versions of the scale were included in the studies to assess the stability of the instrument across these languages. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the scale was high, indicating that it measures a stable construct over time. Confirmatory factor analysis also provided evidence that satisfaction with work, measured with the WDSS, is related, but conceptually and empirically distinct from both life satisfaction and job satisfaction. The WDSS was also correlated in predictable ways with affective organizational commitment, a measure of how attached people are to their organizations. Work domain satisfaction also explained a significant amount of variance in affective organizational commitment, beyond job satisfaction. Moreover, the WDSS was positively related to inclusion of work into the self, a psychological variable that reflects the importance of work in the lives of individuals. The results indicate that the WDSS is a reliable, stable, and valid mid-level measure of satisfaction with work as a domain within people’s lives.</p>

Age, Gender, and Cognitive Style Differneces in IS Professionals

2011 ◽  
pp. 19-24
Author(s):  
Michael J. Gallivan
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Organizational Commitment ◽  
Cognitive Style ◽  
Turnover Intentions ◽  
Demographic Variables ◽  
Scholarly Journals ◽  
Men And Women ◽  
Explanatory Variables ◽  
Is Professionals

There is a long tradition of research on IS professionals that has examined potential gender differences between men and women, beginning with early studies by Igbaria and his colleagues (Guimaraes & Igbaria 1992; Igbaria & Chidambaram 1997; Igbaria & Siegel 1992). While these and many subsequent studies posited differences between men and women IS professionals, very few differences have been found—particularly for variables that are commonly studied: job satisfaction, turnover intentions, organizational commitment, and stress. I first summarize the results from many survey studies published in leading IS scholarly journals, as a way to frame my research on the adaptation of IS professionals to innovations in work practices. Then I summarize my program of research examining demographic variables, including age, gender and cognitive style differences as explanatory variables for a range of outcomes among IS professionals.

DETERMINANTS OF UNPROTECTED CASUAL HETEROSEXUAL SEX IN GHANA

2013 ◽  
Vol 46 (3) ◽  
pp. 332-350 ◽  
Author(s):  
AKWASI KUMI-KYEREME ◽  
DEREK A. TUOYIRE ◽  
EUGENE K. M. DARTEH
Keyword(s):  
Regression Models ◽  
Behavioural Change ◽  
Binary Logistic Regression ◽  
Western Region ◽  
Men And Women ◽  
Logistic Regression Models ◽  
East Region ◽  
Factors Influencing ◽  
Upper East Region ◽  
Heterosexual Sex

SummaryCasual heterosexual sex remains a significant contributor to HIV transmissions in Ghana. The study used data from the 2008 Ghana Demographic and Health Survey (GDHS) to assess the socio-demographic, economic and spatial factors influencing unprotected casual heterosexual sex among men and women. The results of the binary logistic regression models revealed that women aged 35–44 had significantly higher odds of engaging in unprotected casual heterosexual sex than those aged 15–24, unlike the men. There were significantly lower odds of unprotected casual heterosexual sex for women and men with exposure to print media compared with those without exposure. Compared with men residing in the Western Region, unprotected casual heterosexual sex was significantly less likely among those in the Upper East Region. There is the need for behavioural change campaigns in Ghana that take into consideration the multiplicity of factors that determine unprotected casual heterosexual sex.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

scholarly journals Nexus among Trust, Job Satisfaction, and Affective Organizational Commitment: A Developing Country Perspective

2021 ◽  
Vol 4 (1) ◽  
pp. 67-78
Author(s):  
Atif Ali Gill ◽  
Riaz Hussain Ansari ◽  
Muhammad Waseem Tufail
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Developing Country ◽  
Social Exchange ◽  
Structural Equation ◽  
Banking Sector ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Affective Organizational Commitment

The organizational commitment of employees plays a vital role in the success of any business. In the era of competition, companies are struggling to retain the employees committed to the organizations. There is a scarcity of research to investigate the factors that influence effective organizational commitment in a developing country. The researcher conducted a survey to collect data from employees working in the banking sector of Pakistan. The present study utilized the convenience sampling method to get responses. A total of 300 questionnaires were distributed, from which 215 responses were received, where 15 questionnaires were found partially filled, which were discarded for further analysis. The 200 questionnaires proceeded for statistical analysis using the partial least square structural equation modeling (PLS-SEM) technique. The software of SmartPLS ver 3.0 was used to analyze the significance of hypotheses. Current research revealed the significant relationship between trust and affective commitment mediated through job satisfaction. The present study provides several theoretical and practical implications by extending social exchange theory and delivering guidelines to banks' human resource departments to build trust among employees, and gauging job satisfaction to increase affective organizational commitment.

scholarly journals Empirical Analysis Of Factors Influencing The Level Of Job Satisfaction Of Caucasian And Hispanic Accounting Professionals

2011 ◽  
Vol 7 (10) ◽  
Author(s):  
Glen D. Moyes ◽  
Tammi C. Redd
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Culture ◽  
Regression Model ◽  
Regression Models ◽  
Varimax Rotation ◽  
Work Related ◽  
Factors Influencing ◽  
Accounting Professionals ◽  
Multiple Regression Models

This study examines the effect of 78 work-related variables on the level of job satisfaction of Caucasian and Hispanic accounting professionals. Factor analysis with Varimax Rotation reduced the number of variables to 12 factor groups for the Caucasian accountants and 11 factor groups for the Hispanic accountants. Data were analyzed using multiple regression models using the level of job satisfaction perceived by the Caucasian or Hispanic accountants as the dependent variable. From the Caucasian regression model, it was found that factors such as supervision, compensation, reporting discrimination, promotion opportunities and organizational culture tend to increase the level of job satisfaction for Caucasian accountants. Discriminatory treatment seems to decrease the job satisfaction for Caucasian accountants. From the Hispanic regression model factors such as compensation, benefits, promotion opportunities, professional development and organizational culture tend to increase the level of job satisfaction for Hispanic accountants.

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