scholarly journals Do Changes in Regulation Affect Temporary Agency Workers' Job Satisfaction?

2015 ◽  
Author(s):  
Henna Nivalainen ◽  
Elke J. Jahn ◽  
Christine Singer
Keyword(s):  
Job Satisfaction ◽  
Temporary Agency Workers

scholarly journals Dual Commitment Profiles and Job Satisfaction Among Temporary Agency Workers

2021 ◽  
Author(s):  
Pietro Menatta ◽  
Chiara Consiglio ◽  
Laura Borgogni ◽  
Luigi Moschera
Keyword(s):  
Job Satisfaction ◽  
Dual Commitment ◽  
Temporary Agency Workers

scholarly journals Job satisfaction and mental health of temporary agency workers in Europe: a systematic review and research agenda

Work & Stress ◽  
2019 ◽  
Vol 34 (1) ◽  
pp. 82-110 ◽  
Author(s):  
Lena Hünefeld ◽  
Susanne Gerstenberg ◽  
Joachim Hüffmeier
Keyword(s):  
Mental Health ◽  
Systematic Review ◽  
Job Satisfaction ◽  
Research Agenda ◽  
Temporary Agency Workers

Does the fulfillment of supervisor psychological contract make a difference?

2014 ◽  
Vol 35 (1) ◽  
pp. 20-37 ◽  
Author(s):  
Maria José Chambel
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Psychological Contract ◽  
Call Center ◽  
Affective Commitment ◽  
Longitudinal Design ◽  
Empirical Studies ◽  
Content Type ◽  
The Relationship ◽  
Temporary Agency Workers

Purpose – The purpose of this paper is to set out to analyze the supervisor psychological contract as a new psychological contract focus. Furthermore, the relationship between this psychological contract and the organizational psychological contract is compared in the prediction of job satisfaction and organizational affective commitment among a sample of traditional (in-house) and temporary agency workers. Design/methodology/approach – The hypotheses were tested with multiple group analyses in a sample of 444 Portuguese call center workers: 215 were in-house and 229 were temporary agency workers. Findings – Results confirmed that workers, regardless of their status, distinguished these two foci of psychological contract. However, for temporary workers, the supervisor psychological contract partially mediated the relationship between the organizational psychological contract and attitudes; while for in-house workers the organizational psychological contract was relevant to explain job satisfaction and the two foci of the psychological contract related independently to workers’ affective commitment toward the organization. Research limitations/implications – The study is limited due to the nature of the sample (call center sector where temporary agency and in-house workers received similar opportunities and treatment) and the lack of a longitudinal design. Practical implications – An important implication of this research is that employers should assume the relevance of the supervisor for temporary agency workers. The social exchange between them and the host organization occurs in part through his/her actions. Originality/value – Although supervisor psychological contract has been acknowledged, as far as the authors know there are no empirical studies that support its existence or analyzes its relevance in worker-organization relationships.

scholarly journals Do Changes in Regulation Affect Temporary Agency Workers’ Job Satisfaction?

2017 ◽  
Vol 56 (3) ◽  
pp. 514-544 ◽  
Author(s):  
Henna Busk ◽  
Christine Dauth ◽  
Elke J. Jahn
Keyword(s):  
Job Satisfaction ◽  
Temporary Agency Workers

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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