Job Satisfaction among State Executives in the U.S.

1975 ◽  
Vol 4 (2) ◽  
pp. 104-109 ◽  
Author(s):  
Fred W. Grupp ◽  
Allan R. Richards
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
State Government ◽  
Recent Survey ◽  
Private Business ◽  
Business Executives ◽  
High Level ◽  
The U.S

“A recent survey of high-level, appointed executives in ten states reveals that they are very satisfied with their jobs. They rank their current occupation nearer to ‘ideal’ than did previously surveyed federal or business executives, and they prefer working for state government to employment with the federal government or in private business.”

A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal Government

2017 ◽  
Vol 38 (4) ◽  
pp. 451-471 ◽  
Author(s):  
David Lee ◽  
Sun Young Kim
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Social Exchange ◽  
Employee Attitudes ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Intention To Stay ◽  
Managerial Support ◽  
Quasi Experimental ◽  
The U.S

This article examines the causal effects of telework eligibility and participation on employee attitudes, including perceived fairness, job satisfaction, and intention to stay, in the U.S. federal government. Drawing on the literatures on social exchange and organizational justice, we investigate how telework eligibility and participation influence employee attitudes and whether different reasons for nonparticipation have varying impacts. Our findings show that those employees who are eligible to telework report higher levels of perceived fairness, job satisfaction, and intention to stay than do those employees who are ineligible. On the other hand, the effects of telework participation on employee attitudes depend upon the reasons why nonparticipants do not telework. Specifically, when employees do not telework because of insufficient technical or managerial support, they report significantly lower levels of perceived fairness, job satisfaction, and intention to stay than do teleworkers. However, nontelework due to job requirements or personal choice does not have significant, negative effects on work attitudes.

Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment

2019 ◽  
Vol 49 (4) ◽  
pp. 508-531 ◽  
Author(s):  
Andrew K. Tao ◽  
Jesse W. Campbell
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Military Service ◽  
Service Organizations ◽  
Role Clarity ◽  
Government Employees ◽  
Federal Employee ◽  
Civilian Employment ◽  
The Military ◽  
The U.S

Veterans can face difficulties adjusting to civilian employment due to their experiences in highly structured and regimented military service organizations. This study focuses on factors that affect the job satisfaction of veterans employed in the civilian U.S. Federal Government. Drawing on sector imprinting theory, we propose that role clarity will have a stronger link with job satisfaction for government employees who have served in the military than for those who have not. Second, we argue that this difference will dissipate over time, with the importance of role clarity for veterans being strongest at the earliest stages of the transition to civilian employment. We present evidence for our theory from an analysis of the 2013 Federal Employee Viewpoint Survey. Finally, after discussing the limitations of our study, we suggest practical managerial tactics that can complement ambitious public sector veteran employment initiatives.

Job Scarcity and Voluntary Turnover in the U.S. Federal Bureaucracy

2017 ◽  
Vol 47 (1) ◽  
pp. 3-25 ◽  
Author(s):  
Shinwoo Lee ◽  
Sergio Fernandez ◽  
Chaeyoung Chang
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Federal Agency ◽  
Voluntary Turnover ◽  
Federal Agencies ◽  
Integrative Model ◽  
Exact Role ◽  
Turnover Process ◽  
The U.S

Research suggests that job scarcity affects voluntary turnover in an organization, but there is no consensus on the exact role of job scarcity in the voluntary turnover process. We develop an integrative model that treats job scarcity as a direct antecedent of voluntary turnover as well as a moderator of other antecedents. Based on a panel of 185 federal agencies from 2006 to 2011, we consider leaving to another federal agency (employee transfers) and seeking work outside the federal government (quits) as distinct forms of voluntary turnover. The results confirm the significance of job scarcity as a key moderator in the voluntary turnover process. We find that job satisfaction lowers actual quits and that this effect weakens as jobs become increasingly scarce. Regarding employee transfers, however, job scarcity does not have any significant effects: Rather, the findings suggest that intention to transfer is the critical antecedent of actual transfers.

Management Representativeness, Ethical Leadership, and Employee Job Satisfaction in the U.S. Federal Government

2018 ◽  
Vol 47 (3) ◽  
pp. 265-286 ◽  
Author(s):  
Kuk-Kyoung Moon ◽  
Changhoon Jung
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Ethical Leadership ◽  
Positive Influence ◽  
Employee Job Satisfaction ◽  
Racial Representation ◽  
Racial Representations ◽  
Managerial Positions ◽  
Practical Implications ◽  
The U.S

As the proportion of women and racial minorities in managerial positions has increased in public organizations, considerable attention has been paid to how management representativeness shapes employee work attitudes and what leadership styles moderate these relationships. This study explores separate and joint effects of two types of management representativeness (gender and racial representation of management) and ethical leadership on employee job satisfaction using panel data from the U.S. federal government. The statistical results indicate that racial representation of management and ethical leadership have a positive influence on employee job satisfaction. Further analysis shows that ethical leadership significantly moderates the relationships between the two types of management representativeness and employee job satisfaction, such that gender and racial representations of management are more positively related to job satisfaction under high ethical leadership. Theoretical and practical implications of these findings are addressed.

scholarly journals Influence of job satisfaction and demographic factors on organizational commitment among of teachers of federal government girls’ college, zaria, nigeria

2012 ◽  
Vol 1 (4) ◽  
pp. 291-303
Author(s):  
Kabiru Maitama Kura ◽  
Ramatu Abdulkareem Abubakar ◽  
Sani Alhaji Abdullahi ◽  
Anniete Benson Akpan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Federal Government ◽  
News Media ◽  
Public Image ◽  
Highly Qualified ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
High Level ◽  
The Cost

One of the major concerns of many employers and human resource management practitioners(HRMPs) is to make their employees highly satisfied in order to retain them as well as to make themproductive and committed to their organization. Unfortunately, many cases of turnover and poor attitudes towork have been frequently reported by many surveys and news media. One significant reason that the cost ofturnover in the secondary school remains high are due to the poor pay, limited promotion opportunities, poorsupervision, poor communication among others. The objective of the study was to investigate the influence ofjob satisfaction and demographic characteristics on organizational commitment among teachers of FederalGovernment Girls‟ College, Zaria, Nigeria. A cross-sectional survey was conducted on a sample of 52teaching staff of Federal Government Girls College, Zaria. Correlational and regression analyses techniqueswere used to analyze the data collected. The study .revealed that (1) there significant positive relationshipbetween job satisfaction and organizational commitment (2) there was a significant positive positiverelationship between age and organizational commitment; and (3) there was significant negative relationshipbetween education and organizational commitment Based on the findings, it is recommended that in order toensure a high level of job satisfaction of teachers there is a need to enhance their salary. This is needed tosatisfy the pay need of the teachers and also improve the public image and self esteem of teachers. Teachers‟working conditions should also be improved also in order to ensure that highly qualified and very experiencedteachers are retained in the schools.

Whistle While You Work: Job Satisfaction and Retirement from the U.S. House

2002 ◽  
Vol 27 (3) ◽  
pp. 445-457 ◽  
Author(s):  
Samuel H. Fisher ◽  
Rebekah Herrick
Keyword(s):  
Job Satisfaction ◽  
The U.S

scholarly journals Nonreligious Employees’ Perceptions of Microaggressions and Their Relationship With Job Satisfaction as Moderated by Calling

2021 ◽  
pp. 089484532110133
Author(s):  
Jessica N. Schultz ◽  
Melanie E. Leuty ◽  
Emily Bullock-Yowell ◽  
Richard Mohn
Keyword(s):  
Job Satisfaction ◽  
Vocational Guidance ◽  
Person Organization Fit ◽  
Post Hoc ◽  
The Relationship ◽  
The U.S

Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, it was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction, and calling would moderate the relationship between microaggressions and P-O fit. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

scholarly journals Burnout and Its Relationship with Demographic and Job-Related Variables among Dentists in Lithuania: A Cross-Sectional Study

2021 ◽  
Vol 18 (8) ◽  
pp. 3968
Author(s):  
Eglė Slabšinskienė ◽  
Andrej Gorelik ◽  
Aistė Kavaliauskienė ◽  
Apolinaras Zaborskis
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Cross Sectional Study ◽  
Personal Accomplishment ◽  
Cross Sectional ◽  
Satisfaction Index ◽  
Sum Score ◽  
Sum Scores ◽  
High Level

Although burnout has been described as a serious hazard for personal and professional lives and has been surveyed among dentists in many countries, no study has been published regarding burnout among dentists in Lithuania. This study aimed to evaluate the burnout level among Lithuanian dentists and its association with demographic variables, job satisfaction, and other job-related variables. The data were collected among dentists online or during professional conferences while using an anonymous questionnaire (n = 380). The Maslach Burnout Inventory (MBI) was used to evaluate the burnout level. A Poisson regression was applied for the analysis of relationships between variables. We observed that 42.3% of the respondents had a high emotional exhaustion (EE) (95% confidence interval (CI): 37.4–42.3%), while 18.7% (95% CI: 15.0–22.9%) and 28,2% (95% CI: 23.4–32.6%) had high depersonalization (DP) and low personal accomplishment (PA), respectively. Nonetheless, 15.3% (95% CI: 11.8–18.9%) of the study population experienced a high level of overall burnout. An original job satisfaction index was elaborated. It was significantly associated with sum scores of all burnout dimensions: with the EE sum score (Ratio of Sum Score Means (RSSM) 1.54; 95% CI: 1.46–1.62), DP sum score (RSSM 1.59; 95% CI: 1.45–1.74), and PA sum score (RSSM 0.88; 95% CI: 0.84–0.92). It was concluded that Lithuanian dentists can be characterised by high burnout intensity and high prevalence of burnout, being especially evident in emotional exhaustion. The dentist with low job satisfaction appeared to be the most vulnerable to all burnout dimensions.

The Significance of Unaccounted Currencies

1981 ◽  
Vol 41 (4) ◽  
pp. 853-866 ◽  
Author(s):  
Richard H. Timberlake
Keyword(s):  
Nineteenth Century ◽  
Federal Government ◽  
State Governments ◽  
Private Business ◽  
Exact Quantification ◽  
Bank Notes

This paper uses numismatic sources to estimate the volume of unaccounted currency issued during the middle two quarters of the nineteenth century. “Unaccounted currency” includes any currency issued by private business firms and by municipal and state governments. This money, unlike state bank notes and deposits and federal government currencies, was issued illegally, and not recorded in conventional statistical sources. Exact quantification, therefore, is next to impossible. The principal significance of this phenomenon is the credibility it gives to private competitive issues of money.

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