scholarly journals Relationship of Ages and Gender of the Employees in Organisations in the Republic of Serbia and Their Job Satisfaction

2017 ◽  
Vol 55 (2) ◽  
pp. 263-280
Author(s):  
Biljana Djordjević ◽  
Maja Ivanović-Djukić ◽  
Vinko Lepojević
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Practical Implication ◽  
Men And Women ◽  
Different Ages ◽  
The Republic ◽  
And Gender ◽  
Relationship Of ◽  
Overall Job Satisfaction ◽  
Satisfaction Relationship

AbstractThe purpose of this paper is to investigate the relationship between ages and gender of employees in organisations in Serbia and their job satisfaction. When it comes to age-job satisfaction relationship the assumption is that this relationship could be represented by the “U” curve. When it comes to gender-job satisfaction relationship the authors investigate whether there is a difference in the overall job satisfaction between men and women as well as whether there is a statistically significant influence of different job facets on job satisfaction of men and women in different ages in organisations in Serbia. For testing these assumptions descriptive statistics and multivariate analysis of variance were applied. The research methodology also included theoretical analysis of the concept of job satisfaction. Results of the study have shown that the level of job satisfaction of employees of different age cannot be represented by the “U” curve. Further, the results have shown that there is a small difference in the overall job satisfaction between men and women as well as that there are some dimensions of job that have statistically significant influence on job satisfaction of men and women in different ages. The practical implication of this paper is that it, based on the obtained results, suggests to the managers certain human resource management (HRM) practices in order to gain more satisfied and, hence, more productive employees.

Gender influence on vasoactive hormones at rest and during a 70° head-up tilt in healthy humans

2002 ◽  
Vol 92 (4) ◽  
pp. 1401-1408 ◽  
Author(s):  
Ghislaine Geelen ◽  
Tomi Laitinen ◽  
Juha Hartikainen ◽  
Esko Länsimies ◽  
Kim Bergström ◽  
...  
Keyword(s):  
Significant Influence ◽  
Upright Position ◽  
Age Group ◽  
Plasma Epinephrine ◽  
Age And Gender ◽  
Men And Women ◽  
Orthostatic Challenge ◽  
Group I ◽  
Head Up Tilt ◽  
And Gender

To evaluate the influence of age and gender on the neuroendocrine control of blood pressure in normal subjects, a 13-min 70° head-up tilt (HUT) was applied after 3 h of recumbency to 109 healthy men and women aged 23–50 yr ( age group I) and 51–77 yr ( age group II). We found that age and gender had a significant influence on plasma norepinephrine (PNE) concentration at baseline and in the upright position. PNE was significantly higher in older men compared with the younger men and women of both age groups, suggesting a divergent age-related activation of the sympathetic nervous system between genders at baseline as well as during a sustained orthostatic challenge. There was no significant influence of age or gender on plasma epinephrine at baseline or during HUT. Plasma renin activity was significantly higher at baseline as well as in the upright position during HUT in elderly men than in women. Age or gender had no influence on plasma vasopressin (PAVP), and, regardless of age, nonhypotensive HUT induced an extremely modest increase in PAVP. The syncopal subjects displayed a hormonal pattern associating increased PNE and a surge in plasma epinephrine and PAVP minutes before syncope during HUT. The orthostatic intolerance appears not to be a feature of healthy aging per se. In healthy subjects, both age and gender modulate markedly the cardiovascular and neuroendocrine responses to an orthostatic challenge and must be taken into consideration, particularly when catecholamine responses are studied.

scholarly journals WITH WHOM YOU COMPARE YOURSELF – RELATIONSHIP OF SOCIAL COMPARISON & EMPLOYEE WORK OUTCOMES - LEADER MEMBER EXCHANGE (LMX) AS MEDIATOR

2016 ◽  
Vol 12 (2) ◽  
Author(s):  
Naveed Anwar ◽  
Keyword(s):  
Job Satisfaction ◽  
Social Comparison ◽  
Affective Commitment ◽  
Organizational Outcomes ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Overall Job Satisfaction

Purpose: This research contributes further into investigating the impact of Social Comparison (i.e. Negative Social Comparison (NSC) and Positive Social Comparison (PSC) and work attitudes (i.e. Overall Job Satisfaction- OJS and Affective Commitment – AC using Leader Member Exchange (LMX) as a potential mediator among the relationship of Social Comparison and work attitudes. Design / Methodology / Approach: This research is causal, descriptive and cross-sectional in nature. Following positivist research paradigm data was collected from 232 employees of First tier commercial banks using a self-administrative survey. Factor Analysis, Multiple Regression Analysis, ANOVA, Pearson Correlation and Descriptive statistics were used to test the hypothesis of the study and provide conclusion about the hypothesis. The mediation effects of Leader member exchange was also tested using the steps of Baron and Kenny (1986). Findings: The results exhibited that the Positive Social Comparison has positive association with Affective Commitment (AC) and overall job satisfaction (OJS). Further, NSC relationship was negatively significant with Affective Commitment, and also it was found to have a significant negative relationship with Overall Job Satisfaction. LMX, Leader Member Exchange mediates the relationship among Social Comparison Negative and Positive Social Comparison. Originality/Value: These significant results have shown the importance of quality of Leader Member Exchange and its impact in yielding the positive organizational outcomes. As long as the managers pay a good attention towards the quality of relationship among them and their workers, the chances are that any type of comparison (Negative or Positive) will have less chance to affect the organizational outcomes, such as affective commitment and overall job satisfaction. These results are vital for HR practitioners and will assist in designing quality HPWPs in organizations.

scholarly journals The Effects Of Spousal Support And Gender On Workers Stress And Job Satisfaction: A Cross National Investigation Of Dual Career Couples

2011 ◽  
Vol 12 (1) ◽  
pp. 52 ◽  
Author(s):  
Allen L. Bures ◽  
Dale Henderson ◽  
Jacqueline Mayfield ◽  
Milton Mayfield ◽  
Joel Worley
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Spousal Support ◽  
Dual Career ◽  
Men And Women ◽  
Dual Career Couples ◽  
And Gender ◽  
High Level ◽  
The Relationship ◽  
Cross National

This paper investigates the relationships between the level of spousal support that a dual career marriage participant receives and the individuals job satisfaction and work stress. Results indicate that a high level of spousal support leads to higher levels of job satisfaction. Data analysis also suggests that gender moderates the relationship between spousal support and work stress. At a low level of spousal support, but men and women reported approximately equal stress. However, data show that a high level of spousal support reduces mens work stress, but does not significantly decrease womens stress level.

scholarly journals Measuring the level of Job Satisfaction of the Employees of Grameen Bank: An Empirical Study

2020 ◽  
pp. 1-11 ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Factors ◽  
Individual Factors ◽  
Grameen Bank ◽  
Age And Gender ◽  
Employee Job Satisfaction ◽  
And Gender ◽  
The Individual ◽  
Overall Job Satisfaction ◽  
Structured Questionnaire

The aim of this study is to measure the level of job satisfaction among the employees of Grameen Bank. It describes the factors of job satisfaction from the earlier literature and identifies their impacts on the overall job satisfaction of employees. The sample size of this study is 50 employees from the different branches of Grameen Bank. Data were collected from 10 branches of Grameen Bank by means of a structured questionnaire. The findings of the study show that organizational factors such as working conditions, pay, fairness and promotion significantly influence job satisfaction of the employees in Grameen Bank and the individual factors such as age and gender do not significantly influence employee job satisfaction in the Bank.

scholarly journals Changes in external ischial tuberosity width at varying trunk–thigh angles between sexes using two measurement methods

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Yi-Lang Chen
Keyword(s):  
Ischial Tuberosity ◽  
Measurement Methods ◽  
Hip Circumference ◽  
Men And Women ◽  
Pressure Method ◽  
Correlation Analyses ◽  
Seat Cushion ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

AbstractThis study examined the influence of two methods and various trunk–thigh (TT) angles on external ischial tuberosity width (EITW) for 45 men and 45 women. In the experiment, the impress and seat pressure methods were applied at TT angles of 60°, 75°, 90°, and 105°. When the impress method was used, EITW remained highly consistent across the four measured TT angles with differences of 2.8 and 2.1 mm for men and women, respectively. Conversely, in the seated pressure method, EITW increased with TT angle such that differences in EITW across a full TT angle range were 11.5 and 11.7 mm for men and women, respectively. Irrespective of method, differences in EITW between genders measured approximately 12.6–13.7 mm across all TT angles. Correlation analyses revealed that hip circumference was positively related to EITW in all cases, whereas the relationship of hip width and depth with EITW varied by method and gender. Because of inherent differences in EITW between genders, these findings suggest that gender variability should be considered in seat cushion design.

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