The Relationship of Self-esteem to Levels of Job Satisfaction of Vocational Rehabilitation Professionals

1996 ◽  
Vol 27 (2) ◽  
pp. 19-22 ◽  
Author(s):  
Gregory G. Garske
Keyword(s):  
Job Satisfaction ◽  
Vocational Rehabilitation ◽  
Career Satisfaction ◽  
Self Esteem ◽  
Motivation Factors ◽  
Rehabilitation Professionals ◽  
Hygiene Factors ◽  
Relationship Of ◽  
High Degree ◽  
The Relationship

The purpose of this relationship study was to examine the levels of self-esteem and job satisfaction of vocational rehabilitation professionals and to determine if a relationship exists between these variables. A specific focus was on Herzberg's motivation/hygiene factors. As a group, the respondents demonstrated high levels of self-esteem. While respondents reported a high degree of overall career satisfaction, they reported much lower satisfaction levels with hygiene factors. Perhaps more significantly, respondents reported lower levels of satisfaction with two of the motivation factors. Significant correlations were found between self-esteem and overall career satisfaction in addition to three of the motivation/hygiene factors. Based on the findings of this study, readers are requested to remain mindful of the self-esteem and job related needs of those who serve people with disabilities.

The Significance of Rehabilitation Counselor Job Satisfaction

2000 ◽  
Vol 31 (3) ◽  
pp. 10-13 ◽  
Author(s):  
Gregory G. Garske
Keyword(s):  
Job Satisfaction ◽  
People With Disabilities ◽  
Self Esteem ◽  
Rehabilitation Counselors ◽  
Persons With Disabilities ◽  
Rehabilitation Counselor ◽  
Motivation Factors ◽  
Hygiene Factors ◽  
Relationship Study ◽  
Primary Focus

The purpose of this relationship study was to examine the levels of job satisfaction, self-esteem, and attitudes toward persons with disabilities of rehabilitation counselors. The primary focus was on Herzberg's motivation/hygiene factors. While respondents generally reported high ratings in all three areas, two of Herzberg's motivation factors appeared to be significantly low. Job satisfaction variables were found to have significant correlations with scores on the Rosenberg Self-Esteem Scale and the Issues in Disabilities Scale. Based on the findings, supervisors and managers are requested to remain sensitive to the job related needs of those who serve people with disabilities.

The Relationship of Compliance with Coping Strategies and Self-Esteem

2003 ◽  
Vol 19 (2) ◽  
pp. 117-123 ◽  
Author(s):  
Gisli H. Gudjonsson ◽  
Jon Fridrik Sigurdsson
Keyword(s):  
Sex Differences ◽  
Coping Strategies ◽  
Multiple Regression ◽  
Sex Difference ◽  
Test Scores ◽  
Self Esteem ◽  
Stressful Situation ◽  
Men And Women ◽  
Relationship Of ◽  
The Relationship

Summary: The Gudjonsson Compliance Scale (GCS), the COPE Scale, and the Rosenberg Self-Esteem Scale were administered to 212 men and 212 women. Multiple regression of the test scores showed that low self-esteem and denial coping were the best predictors of compliance in both men and women. Significant sex differences emerged on all three scales, with women having lower self-esteem than men, being more compliant, and using different coping strategies when confronted with a stressful situation. The sex difference in compliance was mediated by differences in self-esteem between men and women.

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

scholarly journals #SocialMedia: Exploring the Relationship of Social Networking Sites on Body Image, Self-Esteem, and Eating Disorders

2017 ◽  
Vol 3 (2) ◽  
pp. 205630511770440 ◽  
Author(s):  
Sara Santarossa ◽  
Sarah J. Woodruff
Keyword(s):  
Body Image ◽  
Eating Disorder ◽  
Social Networking ◽  
Social Networking Sites ◽  
Online Survey ◽  
Self Esteem ◽  
Social Networking Site ◽  
Dependent Relationship ◽  
Relationship Of ◽  
The Relationship

The aim of this study was to investigate whether problematic social networking site (SNS) use (i.e., degree of dependent relationship with SNSs), total SNS time/day, total SNS friends, and specific SNS activities were related to body image (BI), self-esteem (SE), and eating disorder (ED) symptoms/concerns. A sample of young adults ( N = 147) completed an online survey which measured SNS usage, problematic SNS use, BI, SE, and ED symptom/concerns. The findings revealed that females and males spent 4.1 ± 3.9 and 2.9 ± 2.8 hr on SNS, respectively, with the majority of time spent lurking (i.e., looking at another users’ profile but not actually communicating with them). Furthermore, problematic SNS use was found to be related to BI, SE, and ED symptoms/concerns. Moreover, SNS activities, such as lurking and posting comments on others’ profiles, were found to be related to BI, whereas SNS total time was found to be related to ED symptoms/concerns. Overall, this study demonstrates the possible correlational influence of SNSs on BI, SE, and ED symptoms/concerns.

scholarly journals Interactions Between Chill-Hours and Degree-Days Affect Carpogenic Germination in Monilinia vaccinii-corymbosi

2001 ◽  
Vol 91 (1) ◽  
pp. 77-83 ◽  
Author(s):  
H. Scherm ◽  
A. T. Savelle ◽  
P. L. Pusey
Keyword(s):  
Laboratory Experiments ◽  
Field Experiments ◽  
Degree Days ◽  
Carpogenic Germination ◽  
Conditioning Period ◽  
Low Degree ◽  
Heating Degree Days ◽  
Relationship Of ◽  
High Degree ◽  
The Relationship

The relationship of cumulative chill-hours (hours with a mean temperature <7.2°C) and heating degree-days (base 7.2°C) to carpogenic germination of pseudosclerotia of Monilinia vaccinii-corymbosi, which causes mummy berry disease of blueberry, was investigated. In two laboratory experiments, pseudosclerotia collected from rabbiteye blueberry in Georgia were conditioned at 5 to 6°C for 26 to 1,378 h prior to placement in conditions favorable for germination and apothecium development. The number of chill-hours accumulated during the conditioning period affected the subsequent proportion of pseudosclerotia that germinated and produced apothecia, with the greatest incidence of carpogenic germination occurring after intermediate levels of chilling (≈700 chill-hours). The minimum chilling requirement for germination and apothecium production was considerably lower than that reported previously for pseudo-sclerotia from highbush blueberry in northern production regions. The rate of carpogenic germination was strongly affected by interactions between the accumulation of chill-hours and degree-days during the conditioning and germination periods; pseudosclerotia exposed to prolonged chilling periods, once transferred to suitable conditions, germinated and produced apothecia more rapidly (after fewer degree-days had accumulated) than those exposed to shorter chilling periods. Thus, pseudosclerotia of M. vaccinii-corymbosi are adapted to germinate carpogenically following cold winters (high chill-hours, low degree-days) as well as warm winters (low chill-hours, high degree-days). Results were validated in a combined field-laboratory experiment in which pseudosclerotia that had received various levels of natural chilling were allowed to germinate in controlled conditions in the laboratory, and in two field experiments in which pseudosclerotia were exposed to natural chilling and germination conditions. A simple model describing the timing of apothecium emergence in relation to cumulative chill-hours and degree-days was developed based on the experiments. The model should be useful for better timing of field scouting programs for apothecia to aid in management of primary infection by M. vaccinii-corymbosi.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

The Relationship of Gender, Self-Esteem, and Instrumentality to Depressive Symptomatology

1993 ◽  
Vol 12 (2) ◽  
pp. 218-236 ◽  
Author(s):  
Nancy Felipe Russo ◽  
Beth L. Green ◽  
George Knight
Keyword(s):  
Depressive Symptomatology ◽  
Self Esteem ◽  
Relationship Of ◽  
The Relationship

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

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