Conditions of Employment, Job Satisfaction, and Job Commitment Among Early Intervention Personnel

1992 ◽  
Vol 16 (2) ◽  
pp. 155-165 ◽  
Author(s):  
SUSAN KONTOS ◽  
NANCY FILE
Keyword(s):  
Job Satisfaction ◽  
Early Intervention ◽  
Job Commitment ◽  
Conditions Of Employment

Team Members’ Affective Responses to Patterns of Intragroup Interdependence and Job Complexity

2000 ◽  
Vol 26 (4) ◽  
pp. 633-655 ◽  
Author(s):  
Gerben Van Der Vegt ◽  
Ben Emans ◽  
Evert Van De Vliert
Keyword(s):  
Job Satisfaction ◽  
Affective Responses ◽  
Task Interdependence ◽  
Job Complexity ◽  
High Group ◽  
Affective Outcomes ◽  
Team Members ◽  
Job Commitment ◽  
Individual Level ◽  
Outcome Interdependence

In this questionnaire study, the relations between the affective reactions of 114 technical consultants and both intragroup interdependence and job complexity were examined. Individual-level task interdependence and job complexity were found to be positively related to individual job satisfaction, team satisfaction, job commitment, and team commitment. Cross-level interactions showed the positive relations between task interdependence and the affective outcomes to be stronger in high outcome interdependent teams than in low outcome interdependent teams. Specifically, a proper match between high task interdependence and high group-level outcome interdependence was found to produce more positive affective responses than “low-high” and “high-low” mismatches. The unfavorable effects of mismatched task and outcome interdependence on job satisfaction and job commitment were found to be mitigated by high levels of job complexity.

scholarly journals Empathy and Burnout in Medical Staff: Mediating Role of Job Satisfaction and Job Commitment

2021 ◽  
Author(s):  
Zongpu YUE ◽  
Yang Qin ◽  
Ying Li ◽  
Jian Wang ◽  
Stephen Nicholas ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Medical Staff ◽  
Equation Modeling ◽  
Job Commitment ◽  
Mediating Role ◽  
Bivariate Correlation ◽  
Negative Effect ◽  
Tianjin City ◽  
High Level

Abstract Background: Burnout is a growing problem among medical staff worldwide and empathy has been described as an essential competence to attenuate burnout. Previous studies found job satisfaction and job commitment were affected by the empathy and associated with burnout. This study explores the effect and mechanism of empathy on burnout on medical staff and investigates the mediating role of job satisfaction and job commitment in the relationship between empathy and burnout among medical staff.Methods: Based on a self-administered questionnaire, 335 responses from medical staff in Tianjin City, China, yielded data on socio-demographic characteristics, empathy, burnout, job satisfaction and job commitment. Bivariate correlation and structured equation modeling (SEM) analyzed the relationships between empathy, job satisfaction, job commitment and burnout multi-group invariant analysis was used to evaluate whether the model was consistent across different type and level of hospitals and different job and employment type subgroups. Results: A total of 202 (60.3%) medical staff had low level burnout, 115 (34.3%) staff had the moderate level and 18 (5.4%) staff had the high level burnout. The results of the SEM showed that empathy not only have a direct negative effect on burnout (\(\beta =-0.401, Pcript>\), but also had an indirect impact through job satisfaction (\(\beta =-0.373, Pcript>\) and job commitment (\(\beta =0.489, Pcript>\). Job commitment was negatively associated burnout (\(\beta =-0.513, Pcript>\) but, unexpectantly, job satisfaction was positively associated with burnout (\(\beta =0.177, Pcript>\). The results also indicated the model was consistent across employment type (\(\varDelta {\chi }^{2}\) = 5.904, p > 0.05) and hospital type (\(\varDelta {\chi }^{2}\) = 7.748, p > 0.05), but was inconsistent across hospital level (\(\varDelta {\chi }^{2}\) = 42.930, p < 0.05) and job type (\(\varDelta {\chi }^{2}\) = 52.912, p < 0.05).Conclusions: Our results confirm the important role that empathy plays in the prevention of burnout and by managing job satisfaction and increasing the job commitment burnout can be attenuated. We recommend that government should increase pay for medical staff and continue to reform the resourcing of different hospital levels and that hospital managers implement additional training and strengthening psychological testing and counseling, to reduce medical staff burnout.

scholarly journals Impact of Authentic Leadership Style on Job Satisfaction: Case of Insurance Sector in Bosnia and Herzegovina

2019 ◽  
Vol 9 (1) ◽  
pp. 299
Author(s):  
Ajana Sakic ◽  
Nereida Hadziahmetovic ◽  
Natasa Tandir
Keyword(s):  
Job Satisfaction ◽  
Bosnia And Herzegovina ◽  
Leadership Style ◽  
Authentic Leadership ◽  
Insurance Industry ◽  
Business Environment ◽  
Insurance Companies ◽  
Job Commitment ◽  
Insurance Sector ◽  
Employees Satisfaction

Managing good employees in the current competitive business environment is one of the difficulties an organization is facing in order to accomplish their objectives. Having in mind that employees’ feelings, spirit regarding the job, commitment and engagement are among the biggest factors that should never be overlooked by the organization. All of these factors as well as their reactions to various aspects of the job and organization will seriously affect employees’ performance, involvement and engagement. Organizational leadership is one of the vital factors in all organizations as well as one of the key strategies to accomplish this purpose. This research inspects and tests the influence of authentic leadership style on employees’ satisfaction with their jobs in insurance companies from Bosnia and Herzegovina. Many industries and organizations, in particular the insurance industry, can benefit by this research with different advantages: learn about the enhancement and advantages of authentic leadership, suggestions for workers fulfillment and how authentic leadership can impact employees’ motivation and engagement. Regression analysis was conducted to test the hypothesis. Results indicate that authentic leadership style has significant effect on employees’ job satisfaction.

scholarly journals Sustainable Relationship Development between Hotel Company and Its Employees: Linking Job Embeddedness, Job Satisfaction, Self-Efficacy, Job Performance, Work Engagement, and Turnover

2020 ◽  
Vol 12 (17) ◽  
pp. 7168
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Gabriele Giorgi ◽  
Aejoo Lee ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Job Embeddedness ◽  
Job Commitment ◽  
Mediating Role ◽  
The Impact ◽  
The Given ◽  
Practical Implications

This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion.

Organisational commitment as a moderating role in the relationship between power distance perception and outcome variables

BMJ Leader ◽  
2018 ◽  
Vol 2 (1) ◽  
pp. 16-19
Author(s):  
Sima Rafiei ◽  
Sina Abdollahzade
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Power Distance ◽  
Organisational Commitment ◽  
Job Responsibilities ◽  
Job Commitment ◽  
Moderated Multiple Regression ◽  
Hospital Employees ◽  
The Impact ◽  
The Relationship

BackgroundHealthcare organisations have mainly emphasised on significant role of human resources in improving organisational performance and obtaining competitive advantage. This study aimed to investigate the relationship between perception of justice among hospital employees and outcome variables such as organisational commitment, job satisfaction and readiness to accept job responsibilities. It further examined the impact of job commitment on the relationship between perception of power distance, job satisfaction and readiness to accept responsibilities.MethodsA cross-sectional, descriptive design study was conducted among hospital employees affiliated by Qazvin University of Medical Sciences, Qazvin, Iran. A standard questionnaire taken from Francesco and Chen study was applied to gather data. Descriptive statistics, correlation coefficient, linear regression and moderated multiple regression were used to analyse study data using SPSS V.20.ResultsStudy findings showed that the level of power distance perceived by employees had a significant relationship with job satisfaction, employee participation, organisational commitment and readiness to accept job responsibilities (P<0.05). Moderated multiple regression results supported the hypothesis that job commitment had a significant moderating effect on the relationship between perception of justice, job satisfaction and readiness to work (β1=0.7, β2=0.4, P<0.05).ConclusionApplying strengthening strategies to improve employee commitment to their work and job responsibilities help organisations maintain more satisfied workforce who have positive perception towards justice in the workplace.

scholarly journals Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment

2021 ◽  
Vol 90 ◽  
pp. 02004
Author(s):  
Sarantuya Jigjiddorj ◽  
Altanchimeg Zanabazar ◽  
Tsolmon Jambal ◽  
Buyankhishig Semjid
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Positive Relationship ◽  
Job Commitment ◽  
Organizational Settings ◽  
Shared Beliefs ◽  
Beliefs And Values ◽  
A Company

Organizational culture is an important human resource management issue that affects the success and sustainability of a company. In organizational settings, culture describes what is unique about an organization, as expressed by the shared beliefs and values established by the founders and communicated through different ways. This shapes employees´ perceptions and behaviour, as well as the principles that apply to members of an organization. Job satisfaction refers to an employee´s feelings about their job and is frequently studied in relation to organizational culture and other variables, such as job commitment, performance and organizational commitment. Organizational commitment refers to whether an employee wishes to continue working for an organization or leave it. Employees tend to be attracted to those organizations with a culture that values their work and focuses on organizational wellbeing. There is a positive relationship between organizational culture, job satisfaction and the organizational commitment of employees.

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