Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type

2009 ◽  
Vol 63 (1) ◽  
pp. 137-154 ◽  
Author(s):  
Meghna Virick ◽  
Nancy DaSilva ◽  
Kristi Arrington
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Employee Satisfaction ◽  
Orientation Degree ◽  
Performance Outcome ◽  
Work Enjoyment ◽  
Work Drive ◽  
Curvilinear Relation ◽  
Outcome Orientation

The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisfaction. We also find support for a curvilinear (inverted U) relation between extent of telecommuting and life satisfaction, with worker type (defined by work drive and work enjoyment) moderating that relation.

Effects of workaholism on satisfaction among US managerial and professional women

2015 ◽  
Vol 30 (8) ◽  
pp. 635-651 ◽  
Author(s):  
Daniele V Levy
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Professional Women ◽  
Self Report ◽  
Content Type ◽  
Work Enjoyment ◽  
High Drive ◽  
The Usa

Purpose – The purpose of this paper is to evaluate relationships between workaholism and satisfaction outcomes with job, career and life overall among managerial and professional women and explore the moderating role of social support in these associations. Design/methodology/approach – Self-report measures collected online from 350 alumnae from top-ranked business schools currently in the US labor force were analyzed through hierarchical multiple regression analyses. Findings – Workaholism components explained significant amounts of variance in job, career and life satisfaction. Specifically, lower levels of work enjoyment were consistently associated with detrimental outcomes and high drive impacted both job and life satisfaction negatively. Social support moderated the relationship between job satisfaction and workaholism through work enjoyment, with women with greater social support demonstrating higher job satisfaction at equivalent work enjoyment levels versus those with low social support. Research limitations/implications – This paper shares methodological weaknesses involving the nature of the sample and self-report methods of measurement common to workaholism research. Practical implications – In the context of today’s competitive workplaces, results provide a cautionary message of the harmful effects of workaholic dispositions for a certain segment of professional women. It emphasizes the importance of work enjoyment and positive intrinsic motivation, while suggesting that job designs that reflect the work involvement predispositions of each woman can be beneficial. Originality/value – This paper extends the understanding of workaholism correlates to female MBA graduates from top management schools in the USA and investigates, for the first time, the role of social support in those relationships.

scholarly journals ANALISIS KEPUASAN KARYAWAN DAN AKREDITASI RUMAH SAKIT UMUM DAERAH BLAMBANGAN KABUPATEN BANYUWANGI

2017 ◽  
Vol 2 (2) ◽  
Author(s):  
Diansanto Prayoga ◽  
Syifaul Lailiyah ◽  
Jayanti Dian Eka Sari
Keyword(s):  
Job Satisfaction ◽  
Employee Satisfaction ◽  
Descriptive Analysis ◽  
Quantitative Descriptive Analysis ◽  
Hospital Employee ◽  
Management Evaluation ◽  
Level Of Satisfaction ◽  
Quantitative Descriptive

Health services conducted by hospitals must prioritize quality and satisfaction for consumers. Internal hospital customers are hospital works that have a major role in providing services to consumers. Analysis Methods This study uses Quantitative Descriptive Analysis method. For a large sample of staff employees taken 20% of all employees (589 people) at Blambangan Regional General Hospital Banyuwangi regency of 125 people by systematic random sampling. The results of this study indicate that the level of satisfaction of employee employee karywan for 68.95 included in the category of satisfaction. Hospital employee satisfaction value is the highest indicator of job satisfaction that is mentally challenging with the value of employee satisfaction of 71.72, while the lowest hospital employee satisfaction value is a reasonable indicator of Rewards satisfaction with employee satisfaction score of 64.23. Accreditation of Blambangan Public Hospital of Banyuwangi Regency earned the title of Plenary.This study reviews materials for the management of the hospital to make improvements in the role of hospital employees to perform services to the community and management evaluation in improving the performance of employees in the organization. Keyword : Job Satisfaction, Accreditation, Quality of Hospital

Examining the Relationship Between Workplace Support and Life Satisfaction: The Mediating Role of Job Satisfaction

2014 ◽  
Vol 120 (3) ◽  
pp. 769-781 ◽  
Author(s):  
Alexander Newman ◽  
Ingrid Nielsen ◽  
Russell Smyth ◽  
Angus Hooke
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Workplace Support ◽  
Mediating Role ◽  
The Relationship

scholarly journals Revisiting the Link between Job Satisfaction and Life Satisfaction: The Role of Basic Psychological Needs

2017 ◽  
Vol 8 ◽  
Author(s):  
Wenceslao Unanue ◽  
Marcos E. Gómez ◽  
Diego Cortez ◽  
Juan C. Oyanedel ◽  
Andrés Mendiburo-Seguel
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Psychological Needs ◽  
Basic Psychological Needs

scholarly journals Building an Occupational Safety Behavior in an Organization

2019 ◽  
Vol 10 (2) ◽  
pp. 113-118
Author(s):  
Vebi Dewi Supartini ◽  
Anggraini Sukmawati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Employee Satisfaction ◽  
Occupational Safety ◽  
Safety Behavior ◽  
Organizational Safety ◽  
Employee Job Satisfaction ◽  
Safety Procedures

This research discussed human resources development with occupational safety behavior. The role of each category was in accordance with occupational safety behavior and employee job satisfaction. The researchers used a systematic search methodology by identifying articles related to employee occupational safety behavior and the factors that could influence it. Factors that influenced occupational safety behavior included motivation, occupational safety behavior, leadership, and job satisfaction. This research contributes to the development of human resources in the workplace in the form of employees’ safety interests. The results show the importance of implementing occupational safety behavior in an organization. It can be an implementation of human resource development. Factors that can be considered in occupational safety behavior are motivation, leadership, and job satisfaction. Therefore, it is necessary to determine the workplace of employees in an organization. It is to ensure the safety of employees by taking organizational safety procedures for employee satisfaction.

scholarly journals The Role of Calling in a Social Cognitive Model of Well-Being

2019 ◽  
Vol 28 (1) ◽  
pp. 59-75
Author(s):  
Hang-Shim Lee ◽  
Eun Sul Lee ◽  
Yun-Jeong Shin
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Model ◽  
Outcome Expectations ◽  
Well Being ◽  
Efficacy Outcome ◽  
Social Cognitive Model

The present study examined the role of calling in a social cognitive model of well-being using a sample of 328 South Korean teachers. The model incorporating calling into the social cognitive model of well-being demonstrated an excellent fit, and our variables accounted for significant variance in job satisfaction (47%) and life satisfaction (38%). Among the 12 direct paths of the proposed model, 10 hypothesized paths were significant. The direct paths from positive affect to calling, self-efficacy, job satisfaction, and life satisfaction; from calling to self-efficacy, outcome expectations, and life satisfaction; from self-efficacy to outcome expectations; from outcome expectations to job satisfaction; and from job satisfaction to life satisfaction were significant. Additionally, the mediating paths between positive affect and life satisfaction via calling, self-efficacy, outcome expectations, and job satisfaction were significant. The practical implications for enhancing teachers’ job and life satisfaction and future directions of research were discussed.

Consequences of Job Insecurity and the Moderator Role of Occupational Group

2011 ◽  
Vol 14 (2) ◽  
pp. 820-831 ◽  
Author(s):  
Beatriz Sora Miana ◽  
M. Gloria González-Morales ◽  
Amparo Caballer ◽  
José M. Peiró
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Organizational Commitment ◽  
Job Insecurity ◽  
Occupational Group ◽  
Perceived Performance ◽  
White Collar Workers ◽  
Moderator Role ◽  
The Relationship

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

“I Get Paid to Have Orgasms”

Camming ◽  
2020 ◽  
pp. 109-133
Author(s):  
Angela Jones
Keyword(s):  
Job Satisfaction ◽  
Sex Work ◽  
Employee Satisfaction ◽  
Sexual Pleasure ◽  
Theoretical Point ◽  
The Many

This chapter explores how both pleasure and danger condition participation in camming. Cam models discuss the joys of camming, the pleasure of sharing intimacy, the pleasure of self-exploration, the pleasures of feeling free, and sexual pleasure. While cam models do not face the regular threat of physical harm, there are still many dangers. There are the physical tolls of sex work, and cam models are regularly subjected to stigma, capping, doxing, and harassment. These dangers can produce various forms of harm: physical, economic, social, and physiological harm. The striking theoretical point is that the presence of danger or risk, and the accompanying affectual states those risks cause, condition and shape the individuals’ experience of pleasure. Despite the dangers that exist, this chapter shows that the many pleasures of camming produce high levels of job satisfaction. Pleasure is not only a motivation for camming, it is also often the reason why people continue in the industry. The pleasure they experience allows them to deliver embodied authenticity to clients, which increases wages. This case study suggests that employee satisfaction is directly tied to pleasure. Future lines of inquiry should explore the role of pleasure in work.

scholarly journals HR Strategic Role in Public Institution and it’s Impact on Employee Satisfaction

2021 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Popy Novita Pasaribu ◽  
Setyo Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Satisfaction ◽  
Change Agent ◽  
Debt Management ◽  
Public Institution ◽  
Strategic Partner ◽  
Strategic Role ◽  
Directorate General

<div><p class="1eAbstract-text">The Ministry of Finance believes implementing bureaucratic reforms in human resources are very important in the organization, including at the Directorate General of Debt Management. This study aims to identify and analyze the strategic role folder concept models of human resources according to Ulrich items, namely as a strategic partner, an administrative expert, an employee champion, and a change agent and further to identify and analyze the effect of the strategic role of human resources job satisfaction on employees at the Directorate General of Debt Management. This study is an associative descriptive analysis and using a quantitative approach. The sampling technique used purposive sampling with 178 employees. The method of analysis used in this study is multiple linear regression. The result showed that the strategic role of human resources is still an expert administrative dominant role. Role of human resources as a strategic partner, administrative expert, employee champion and change agent have a significant positive effect on employee satisfaction. The influence of the role of human resources as an administrative expert on job satisfaction is the most dominant than the effect of the role of strategic partner, change agent or employee champion.</p></div>

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