International faculty job satisfaction and engagement: a study of a midwestern university in the USA

2021 ◽  
Vol 29 (1) ◽  
pp. 18
Author(s):  
Sheena Choi ◽  
Ae Sook Kim ◽  
Joseph Khamalah ◽  
Prasad Bingi
Keyword(s):  
Job Satisfaction ◽  
International Faculty ◽  
Faculty Job Satisfaction ◽  
Midwestern University ◽  
The Usa

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

scholarly journals Does Identification Matter? How Felt-Connectedness among University Students in Kenya and the USA Influences Health Seeking Behaviours

2021 ◽  
Vol 8 (2) ◽  
pp. 70-83
Author(s):  
Robert Nyaga ◽  
Marifran Mattson
Keyword(s):  
College Students ◽  
Thematic Analysis ◽  
Social Identity Theory ◽  
Eating Habits ◽  
Health Data ◽  
Health Interventions ◽  
Health Seeking ◽  
Midwestern University ◽  
Health Choices ◽  
The Usa

Guided by social identity theory (SIT), this study considers how identification influences health seeking behaviours among college  students in Kenya and the USA. The study sought to investigate how felt-connectedness among students influenced the health choices they made and the relevance of identification to health. Data were collected using responsive interviews with 22 students in a large Kenyan university and 21 students at a Midwestern university. The age of the participants from both countries ranged from 20 to 29 years. Data were coded and analysed using thematic analysis. The findings of the study indicate that identification  influenced students’ health seeking behaviours, especially on use of contraceptives, vaccination, choosing a physician, offering advice, eating habits, and in ensuring safety for friends at risk. This study point to the need of health communicators to utilize  identification in health interventions targeting college students.

scholarly journals Translating emotional insights from hospitality employees’ comments

2018 ◽  
Vol 32 (1) ◽  
pp. 75-92 ◽  
Author(s):  
Lisa M. Young ◽  
Swapnil Rajendra Gavade
Keyword(s):  
Job Satisfaction ◽  
Sentiment Analysis ◽  
Big Data Analytics ◽  
Large Data ◽  
Hospitality Management ◽  
Data Set ◽  
Employee Survey ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Usa

PurposeThe purpose of this paper is to use the data analysis method of sentiment analysis to improve the understanding of a large data set of employee comments from an annual employee job satisfaction survey of a US hospitality organization.Design/methodology/approachSentiment analysis is used to examine the employee comments by identifying meaningful patterns, frequently used words and emotions. The statistical computing language, R, uses the sentiment analysis process to scan each employee survey comment, compare the words with the predefined word dictionary and classify the employee comments into the appropriate emotion category.FindingsEmployee responses written in English and in Spanish are compared with significant differences identified between the two groups, triggering further investigation of the Spanish comments. Sentiment analysis was then conducted on the Spanish comments comparing two groups, front-of-house vs back-of-house employees and employees with male supervisors vs female supervisors. Results from the analysis of employee comments written in Spanish point to higher scores for job sadness and anger. The negative comments referred to desires for improved healthcare, requests for increased wages and frustration with difficult supervisor relationships. The findings from this study add to the growing body of literature that has begun to focus on the unique work experiences of Latino employees in the USA.Originality/valueThis is the first study to examine a large unstructured English and Spanish text database from a hospitality organization’s employee job satisfaction surveys using sentiment analysis. Applying this big data analytics process to advance new insights into the human capital aspects of hospitality management is intriguing to many researchers. The results of this study demonstrate an issue that needs to be further investigated particularly considering the hospitality industry’s employee demographics.

Motivating language and employee outcomes: a multinational investigation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cau Ngoc Nguyen ◽  
Wei Ning ◽  
Albi Alikaj ◽  
Quoc Nam Tran
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Language Theory ◽  
Employee Outcomes ◽  
Content Type ◽  
Three Samples ◽  
Motivating Language ◽  
The Usa ◽  
Motivating Language Theory

Purpose This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for employees from three nations: India, the USA and Vietnam. Design/methodology/approach Data is collected from 614 employees working in India, the USA and Vietnam. A variance-based partial least squares structural equation modeling technique is used to test the hypotheses. In addition, a statistical test is used to examine the statistical differences in the results across the three nations. Findings The findings are consistent with the motivating language theory, in that managerial use of motivating language can be an effective strategy in motivating employees. Specifically, motivating language is found to significantly decrease employee absenteeism and turnover intention, as well as significantly increase job satisfaction and performance across the three nations. The effect sizes indicate that, across all samples, motivating language has a medium effect for all employee outcomes, except absenteeism, which is shown to have a small effect size. Moreover, the results indicate that employees in different cultures perceive and interpret the leader’s use of motivating language in different ways. Whereas motivating language may receive greater success in promoting workers’ job performance in eastern cultures, it is also more effective in retaining employees in western cultures. Originality/value The study adds to the literature in three major ways. First, it provides evidence for two understudied relationships: motivating language and absenteeism and motivating language and turnover intention. Second, it assesses the generalizability of the motivating language theory by investigating data from India, the USA and Vietnam. Finally, this paper offers a statistical comparison of the three samples to analyze how the relationship between motivating language and worker outcomes differ among the three samples.

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