scholarly journals The impact of sexual harassment on job satisfaction, turnover intentions, and absenteeism: findings from Pakistan compared to the United States

SpringerPlus ◽  
2014 ◽  
Vol 3 (1) ◽  
Author(s):  
Rebecca S Merkin ◽  
Muhammad Kamal Shah
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Sexual Harassment ◽  
Turnover Intentions ◽  
The United States ◽  
The Impact

Sexual Harassment Laws and Their Impact on the Work Environment

2019 ◽  
pp. 657-683
Author(s):  
Philippe W. Zgheib
Keyword(s):  
United States ◽  
Sexual Harassment ◽  
Work Environment ◽  
The United States ◽  
Judicial System ◽  
Willingness To Disclose ◽  
The Usa ◽  
The Difference ◽  
The Impact

This chapter examines the impact of sexual harassment laws in a work environment. Different contexts are examined with different sexual harassment laws. The most vulnerable individuals are identified. The particular case of Lebanon is inspected where few laws regulate this matter. A comparison is established with the USA. Lebanon and the United States have a different view of sexual harassment. In Lebanon, no clear laws protect women. In addition, Lebanon is more tolerant than the United States. The difference in cultures also contributes in people's willingness to disclose harassment. In the United States, people are used to the concept of right and a judicial system that preserves it. In Lebanon, such a matter is taboo, and people are discouraged from disclosing to preserve their reputation.

Sexual Harassment Laws and Their Impact on the Work Environment

2015 ◽  
pp. 41-65
Keyword(s):  
United States ◽  
Sexual Harassment ◽  
Work Environment ◽  
The United States ◽  
Judicial System ◽  
Willingness To Disclose ◽  
The Usa ◽  
The Difference ◽  
The Impact

This chapter examines the impact of sexual harassment laws in a work environment. Different contexts are examined with different sexual harassment laws. The most vulnerable individuals are identified. The particular case of Lebanon is inspected where few laws regulate this matter. A comparison is established with the USA. Lebanon and the United States have a different view of sexual harassment. In Lebanon, no clear laws protect women. In addition, Lebanon is more tolerant than the United States. The difference in cultures also contributes in people's willingness to disclose harassment. In the United States, people are used to the concept of right and a judicial system that preserves it. In Lebanon, such a matter is taboo, and people are discouraged from disclosing to preserve their reputation.

scholarly journals Perception of Fit and Job Satisfaction Among Administrative Staff in a Mid-Western University in the United States of America

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110275
Author(s):  
Mohammed Issah
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Online Survey ◽  
Analysis Data ◽  
The United States ◽  
Administrative Staff ◽  
Job Fit ◽  
Staff Members ◽  
Reported Data ◽  
The Impact

The purpose of the study is to contribute to the understanding of the impact of perception of fit and job satisfaction among administrative staff members at a university and to determine the fit component (Person-Organization fit, Person-Job fit) that predicts job satisfaction. This study used a correlational design with online survey data provided by 170 administrative staff members in a Midwestern university in the United States. Overall, administrative staff members were satisfied with their job. Regression analysis revealed that Person-Job fit was the stronger predictor for overall job satisfaction and satisfaction with the Work Itself, Pay, and Promotion Opportunities subscales. Age and years of service revealed statistically significant mean difference in satisfaction with the Promotion Opportunities facet. Male administrative staff members perceived to fit better than the female staff with their jobs. The study is limited to one university; therefore, the results are not generalizable. In addition, it relied on self-reported data and used standard multiple regression for analysis. Data were analyzed and the results confirmed the impact of perception of fit on job satisfaction, and that better fit leads to higher job satisfaction.

Sexual harassment of oncologists.

2021 ◽  
Vol 39 (15_suppl) ◽  
pp. 11001-11001
Author(s):  
Ishwaria Mohan Subbiah ◽  
Merry Jennifer Markham ◽  
Stephanie L. Graff ◽  
Laurie Beth Matt-Amaral ◽  
Julia Lee Close ◽  
...  
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Experience ◽  
Sexual Coercion ◽  
Turnover Intentions ◽  
Workplace Safety ◽  
Career Stage ◽  
Cross Sectional Survey ◽  
The Impact

11001 Background: Few studies have used comprehensive validated measures to investigate the incidence and impact of workplace sexual harassment experienced by physicians (and none, to our knowledge, by oncologists). Methods: We conducted a cross-sectional survey of ASCO’s Research Survey Pool with targeted social media outreach to examine the prevalence and types of sexual harassment (SH) experienced by oncologists. Using the Sexual Experiences Questionnaire (SEQ), we measured their work experience of three SH forms (gender harassment [GH], unwanted sexual attention [USA], sexual coercion [SC]) in the past year by institutional insiders (peers/superiors) and patients/families separately. Controlling for race, career stage & specialty, multivariable (MV) regression models assess the impact of SH (independent variable) on 4 dependent variables of mental health (MHI5), perceptions of workplace safety (single item), job satisfaction (MOAQ) & 3-item measure of turnover intentions (in non-trainees). Results: Of 271 respondents, 250 were physicians in practice and 21 were residents/fellows; 153 (56%] were women, 168 (62%) practiced in academic settings & 227 (84%) were medical oncologists. SH by peers/superiors was reported by 189 (70%) overall, including 80% of women and 56% of men (p<0.0001). GH was reported by 79% of women and 55% of men (p<0.0001), USA by 22% of women and 9% of men (p=0.005), and SC by 3% of women and 2% of men (p=0.42). SH by patients and/or families was reported by 67% of women and 35% of men (p<0.0001), GH by 66% of women and 34% of men (p<0.0001), USA by 5% women and 6% men (p=0.80), and SC by 1% women and 1% men (p=0.72). MV analysis showed past-year SH from peers/superiors was significantly associated with decreased mental health (β -0.45, p 0.004), workplace safety (β -0.98, p<0.001) and increased turnover intentions (β 0.93, P<0.0001). SH from patients/families was similarly significantly associated with mental health (β -0.41, p 0.002), workplace safety (β -0.42, p 0.014) and turnover intentions (β 0.58, p 0.0004). SH from insiders (β -0.64, p 0.001) but not patients (p 0.55) was significantly associated with job satisfaction. Furthermore, there were no significant interactions between the respondents’ gender and the SH scores in any of the models of impact. Conclusions: This is the first study in oncology to systematically characterize the incidence of sexual harassment experienced by oncologists. Our findings demonstrate the impact of sexual harassment on men and women oncologists on multiple domains of workplace experience. This study provides critical data to inform the need for and design of effective protective and preventive workplace policies in oncology.

scholarly journals Job satisfaction, work engagement, and turnover intention of CTE health science teachers

2019 ◽  
Vol 6 (3) ◽  
pp. 224-242 ◽  
Author(s):  
Kathleen A. Park ◽  
Karen R. Johnson
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Science Teachers ◽  
Work Engagement ◽  
Turnover Intention ◽  
Positive Impact ◽  
Health Sector ◽  
The United States ◽  
Health Science ◽  
The Impact

Context: The healthcare profession is one of the largest growing occupations in the United States. Yet, there is a shortage of healthcare professionals and the situation is further compounded by insufficient instructors to prepare individuals to provide safe and quality care. A number of teachers leave the profession within 3 to 5 years of work in the classroom. It is important to ensure that teachers are satisfied and engaged at work because of the positive impact these job attitudes contribute to performance. Considering the importance of Career and Technical Education (CTE) health science teachers to the health sector, there is need to examine teacher job satisfaction and work engagement and the impact this may have on turnover intention. The purpose of this study is to examine the relationships between job satisfaction, work engagement, and turnover intention of CTE health science teachers in the United States (US).Approach: In this study, hierarchical multiple regression was used to analyze a total of 249 responses from CTE health science teachers in the State of Texas in the US.Findings: The results showed positive correlations between job satisfaction and work engagement. Additionally, job satisfaction and work engagement were negatively correlated with turnover intention. The finding also indicated that work engagement did not moderate the relationship between job satisfaction and turnover intention.Conclusions: This study builds on the work of previous researchers by further supporting the links between job satisfaction, work engagement, and turnover intention specifically in the context of teachers in CTE health science. Leaders in academic settings play a role in ensuring that strategies are in place to satisfy and engage teachers as practical ways to reduce turnover intention. In particular, administrative leaders should recognize teachers’ contributions, provide development opportunities, and promote challenging responsibilities and autonomy within the classroom. It is critical to have adequate and qualified teachers to prepare individuals to deliver safe and quality healthcare.

scholarly journals Assessing the Relationship Between Leadership Styles and Job Satisfaction

2020 ◽  
Vol 12 (3) ◽  
pp. 1
Author(s):  
Sean Ratican
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
The United States ◽  
Minnesota Satisfaction Questionnaire ◽  
Global Pandemic ◽  
Honestly Significant Difference ◽  
Significant Difference ◽  
The Impact

The United States workforce is in a period of transition. In April 2020, more than 20 million U.S. workers were out of work. As the economy seeks to reboot, organizations will have to prioritize how they rebuild their workforces. Prior to the global pandemic, there was nearly unprecedented low unemployment within the United States. Firms were constantly seeking ways to stabilize turnover within their organizations to achieve a competitive advantage. This research was conducted to analyze the impact leadership style has on employee job satisfaction. Surveys were collected to determine if there were significant differences in the perceived leadership styles within the industry, a relationship between leadership and job satisfaction, and identify a monetary threshold for which employees would quit. A hybrid of the Vannsimpco Leadership Survey (VLS) and Minnesota Satisfaction Questionnaire (MSQ) was administered to the 92 survey respondents. A single factor, one-way ANOVA was conducted to analyze the participants’ responses to the survey. The ANOVA calculations revealed a significant difference among the nine leadership styles (F [8, 819] = 12.36, p < .001). A Tukey's Honestly Significant Difference (HSD) test was used to test for significance between the means and found significance in 14 of the 36 pairs.

scholarly journals From Speculation to Substantiation: Empirically-Testing Societal Changes in Impact of Fit on Job Satisfaction From 1989, 1998, 2006, and 2016

2021 ◽  
Author(s):  
Mindy Shoss ◽  
Clair Kueny
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Large Scale ◽  
Polynomial Regression ◽  
Job Characteristics ◽  
The United States ◽  
The Past ◽  
Scale Population ◽  
Societal Changes ◽  
The Impact

Against the backdrop of large-scale changes in work over the past few decades, both business leaders and academics have speculated that employees’ job satisfaction is increasingly tied to the extent to which their jobs meet their desires for meaning and other reinforcers. However, empirical evidence has not yet been brought to bear on these arguments. In order to provide insights into potential socio-temporal changes in how employees derive job satisfaction from job characteristics, we analyzed repeated large-scale population surveys in the United States to examine the impact of fit between desiring and receiving job characteristics on job satisfaction across four time points (1989, 1998, 2006, and 2016). Moderated polynomial regression analyses indicated that employees in more recent years experience greater dissatisfaction by deficiencies in intrinsically-rewarding job characteristics. We interpret these findings against broader discussions of the changing employment narrative theorized to have occurred in the United States over the past several decades.

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