scholarly journals Income Inequality and Job Satisfaction of Full-Time Employees in Germany

2006 ◽  
Author(s):  
Christoph Wunder ◽  
Johannes Schwarze
Keyword(s):  
Job Satisfaction ◽  
Income Inequality ◽  
Full Time

scholarly journals Income Inequality and Job Satisfaction of Full-Time Employees in Germany

2009 ◽  
pp. 70
Author(s):  
Christoph Wunder ◽  
Johannes Schwarze
Keyword(s):  
Job Satisfaction ◽  
Income Inequality ◽  
Panel Study ◽  
Occupational Group ◽  
Tunnel Effect ◽  
Minor Importance ◽  
Full Time ◽  
Regional Income Inequality ◽  
Using Data ◽  
The One

Using data from the German Socio-Economic Panel Study (SOEP), it is shown that income comparisons with persons who are better off has a clear impact on the job satisfaction of West German full-time employees. Two contrary effects can be identified. On the one hand, there is an aversion to disadvantageous regional income inequality, while, on the other hand, individuals prefer inequality within their occupational group. The two effects are interpreted as envy and an information (or ‘tunnel’) effect, respectively. The analysis of income comparison with persons who are worse off suggests a prestige effect. However, downward comparison is of minor importance for job satisfaction.

scholarly journals Relationship between Job Statisfaction Levels and Work-Family Conflicts of Physical Education Teachers

2017 ◽  
Vol 6 (3) ◽  
pp. 312
Author(s):  
Hakki Ulucan
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Family Conflict ◽  
Physical Education Teachers ◽  
Full Time ◽  
Meaningful Difference ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Satisfaction Scale ◽  
Work Family

Study aims to examine the relationship between perceived job satisfaction levels and work-family conflicts of the physical education teachers. Research group consists of 154 volunteer physical education teachers that work full time in governmental institutions in Kirşehir city and its counties. To acquire the job satisfaction datum; the Minnesota job satisfaction Scale, developed by Weiss, Dawis, England and Lofquist (1967) and adapted to Turkish version by Baycan (1985), was used. For acquiring the work-family conflict datum the Work-Family Conflict Scale, developed by Netemeyer et al. (1996) and adapted to Turkish by Efeoglu (2006), was used. While there was no meaningful difference determined between groups in the job satisfaction levels of physical education teachers according to gender and working year in the institution variance there was a meaningful difference determined between groups according to age and working year variance. When work-family conflict levels of teachers are considered while there was no meaningful difference found between groups according to gender variance there was a meaningful difference determined between groups according to age and working year in that institution variances. As a result, there was no meaningful relationship found between job satisfaction levels and work-family conflict levels of physical education teachers.

Subculture by autonomy and group cohesion and its effect on job satisfaction of R&D professionals in an R&D organization

2015 ◽  
Vol 22 (2) ◽  
pp. 154-172 ◽  
Author(s):  
Jaehwan Jung ◽  
Changi Nam ◽  
Euehun Lee ◽  
Seongcheol Kim
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Project Success ◽  
Group Cohesion ◽  
Full Time ◽  
Critical Factors ◽  
High Group ◽  
Highly Educated ◽  
Research Fields ◽  
Professional Research

AbstractProfessional research and development (R&D) organizations typically employ highly educated professionals to work on a range of creative, intellectual projects in their chosen fields. In these organizations, organizational culture and subculture are critical factors connected with project success. This paper explores the existence of subcultures and the factors that contribute to subcultures within a professional R&D organization, and examines subcultural effects on the job satisfaction of R&D professionals to suggest a suitable cultural type for professional R&D organizations. Autonomy and group cohesion are considered, so grid–group theory is applied to measure R&D culture. The subjects were 285 full-time researchers who had worked at the Electronics and Telecommunications Research Institute, an international IT institution, for over 5 years. Differences were found in organizational culture according to the research fields and types (applied and developmental research). The egalitarian culture type (low grid, high group) is found to be suitable for improving job satisfaction in R&D organizations.

Do Teacher Status, Gender, and Years of Teaching Experience Impact Job Satisfaction and Work Engagement?

2020 ◽  
pp. 001312452092616
Author(s):  
Ruzanna Topchyan ◽  
Carol Woehler
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Work Experience ◽  
Social Engagement ◽  
Teaching Experience ◽  
Teacher Job Satisfaction ◽  
Substitute Teachers ◽  
Full Time ◽  
Teacher Gender ◽  
Teacher Status

This study explored whether teacher status (full-time vs. substitute) and its interaction with teacher gender and length of work experience had an effect on the linear combination of teacher job satisfaction and work engagement. The study was conducted with 238 full-time and substitute teachers. The findings suggested that full-time teachers’ social engagement, social engagement with students, and job satisfaction were significantly higher than those of substitute teachers, and that female teachers were more engaged with students than their male counterparts and substitute teachers. Length of teaching experience did not have any significant effect on job satisfaction or work engagement. Implications for educational leadership are discussed.

The State of the UK Music Therapy Profession

2000 ◽  
Vol 14 (1) ◽  
pp. 13-31 ◽  
Author(s):  
David Stewart
Keyword(s):  
Job Satisfaction ◽  
Music Therapy ◽  
Clinical Supervision ◽  
Postal Questionnaire ◽  
Support Networks ◽  
Full Time ◽  
Working Models ◽  
Mixed Feelings ◽  
Personal Qualities ◽  
The Uk

This paper outlines the findings from a self-administered postal questionnaire to the UK music therapy profession carried out in June 1997. It details the background to the study, its design and methodology, the results and their implications. The survey gathered data on the personal qualities used in practice, working models, support networks and job satisfaction among UK music therapists. Taken together, these responses were deemed an indication of the overall ‘state of the profession’. Further, an attempt was made to ascertain a correlation between job satisfaction and other variables as a way of delineating a profile of a ‘job-satisfied music therapist’. Key results indicated a profession of diverse individuals, more likely to be balancing part-time music therapy work than to be employed in a full-time post. They indicated a profession with cohesive personal qualities underlying its practice, and more definitive priorities for working models. They revealed a profession more likely to describe itself as ‘supported’ and ‘satisfied’ than either ‘very supported/satisfied’, ‘quite supported/mixed feelings’, ‘unsupported/dissatisfied’ or ‘very unsupported/dissatisfied’. They identified clinical supervision and communication with colleagues and carers as the two most significant support networks among the sample. A statistically significant correlation was established between the level of professional support experienced and job satisfaction.

The relationship between organizational justice and job satisfaction

2016 ◽  
Vol 7 (2) ◽  
pp. 115-128 ◽  
Author(s):  
Yunhong Hao ◽  
Jie Hao ◽  
Xiaochen Wang
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Western Society ◽  
Full Time ◽  
Private Companies ◽  
Content Type ◽  
Justice Perception ◽  
Part Time ◽  
The Relationship

Purpose Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies. Design/methodology/approach The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis. Findings The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees. Practical implications This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees. Originality/value This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.

Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence

2020 ◽  
Vol 49 (9) ◽  
pp. 1845-1858
Author(s):  
Chih-Chieh Wang ◽  
Hui-Hsien Hsieh ◽  
Yau-De Wang
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Work Motivation ◽  
Abusive Supervision ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Employee Silence

PurposePrevious studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.Design/methodology/approachSurvey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses.FindingsThe results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction.Practical implicationsThe results suggest that organizational managers should provide supervisors with leadership interventions to prevent the occurrence of abusive supervision. Furthermore, organizational managers should provide employees with opportunities to voice their concerns through the use of organizational communication and participation, which can reduce employee silence and subsequently foster employee engagement and satisfaction at work.Originality/valueThis study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.

مستوى الرضا الوظيفي لدى الأكاديميين بالجامعات الفلسطينية في (قطاع غزة) دراسة مقارنة بين: العاملين في جامعة القدس المفتوحة وجامعة غزة

2016 ◽  
Vol 3 (1) ◽  
pp. 87-105
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Gaza Strip ◽  
Scientific Productivity ◽  
Open University ◽  
Full Time ◽  
Direct Connection ◽  
Academic Degree ◽  
Part Time ◽  
Palestinian Universities

ملخص: هدفت الدراسة إلى التحقق من “مستوى الرضا الوظيفي لدى الأكاديميين بالجامعات الفلسطينية في قطاع غزة من خلال دراسة مقارنة بين العاملين في كلية العلوم الإدارية والاقتصادية في جامعة القدس المفتوحة وكلية العلوم الإدارية والمالية -جامعة غزة”، وقد أجريت الدراسة على عينة قوامها (47) على أساس المسح الشامل للعينة من خلال تصميم استبانه خاصة بالدراسة من (18 فقره)، وقد بلغ عدد الأكاديميين المتفرغين وغير المتفرغين في كلية العلوم الإدارية والمالية-جامعة غزة (33)، و(14) أكاديمي متفرغ في كلية العلوم الإدارية والاقتصادية في جامعة القدس المفتوحة، وتم إجراء التحليل الإحصائي على الاستبانات التي تم استرجاعها والصالحة للتحليل (41) استبانه، (12 من القدس المفتوحة بنسبة 29.26% و 29 من جامعة غزة بنسبة 70.74%)، وقد توصلت الدراسة للعديد من النتائج والتوصيات أهمها: – عدم رضا الأكاديميين عن المردود المالي ومناسبته للأعباء الأكاديمية الملقاة على عاتقهم، إلا أن المقارنة بين الجامعتين أظهرت أن الرضا عند الأكاديميين في جامعة القدس المفتوحة أعلى في هذا الجانب نظراً لعمر وعدد الطلاب الملحقين بها، كما أظهرت الدراسة الحالية أن الرضا الوظيفي يتناسب طردياً مع الارتقاء بالرتبة العلمية. – وقد أوصت الدراسة بوجوب تحفيز الأكاديميين في كليات العلوم الإدارية والمالية على البحث العلمي وزيادة الإنتاجية العلمية التي تؤهلهم للترقية، وذلك لارتباطها المباشر بالرضا الوظيفي. Abstract The study aimed at verifying the level of Job Satisfaction Among the Academics in the Palestinian universities in Gaza Strip through conducting a comparative study among the employees in the College of Administrative Sciences and Economics at Al Quds Open University and the Faculty of Administrative and Financial Sciences at University of Gaza. The study was conducted on a sample of (47) on the basis of complete surveying of the sample through designing a special questionnaire for the study which consists of (18 items). The number of the full-time and part-time academics at the Faculty of administrative and financial Sciences of Gaza University was (33), and (14) full-time academics from the College of administrative Sciences and Economics of Al Quds open University. Statistical analysis was conducted on the questionnaires that have been retrieved and were valid for analysis and they were (41) questionnaires (12 questionnaires from Al Quds Open University with percentage of 29.26% and 29 from Gaza University with percentage of 70.74%). The study came up with several conclusions and recommendations, including:Dissatisfaction among the academics on the financial incomes and its relevance of the academic load placed on their shoulders, but the comparison between the two universities showed that the satisfaction among the academics at Al Quds Open University is higher in this aspect due to the age , the size and the number of its students, The current study showed that job satisfaction is directly proportional to the promotion of the academic degree. The study recommended the necessity to stimulate academics in Faculty of Administrative and Financial Sciences on scientific research and increasing the scientific productivity, which enables them to promotion, because of its direct connection with job satisfaction.

Determinants of MBA Advisor Job Satisfaction: An Exploratory Study

1995 ◽  
Vol 15 (1) ◽  
pp. 36-43 ◽  
Author(s):  
Steven B. Moser ◽  
John K. S. Chong
Keyword(s):  
Job Satisfaction ◽  
Exploratory Study ◽  
Master Of Business Administration ◽  
Full Time ◽  
Role Clarity ◽  
Student Orientation ◽  
Job Tasks ◽  
Mba Program ◽  
Accredited Schools ◽  
Full Time Employment

At most institutions accredited by the American Assembly of Collegiate Schools of Business (AACSB), a single advisor works with students enrolled in the Master of Business Administration (MBA) program. This advisor provides advice on course loads as well as careers. As this advisor may make a lasting impression on students, his or her job satisfaction is critical. This exploratory study focused on four classes of determinants of advisor satisfaction. Data were obtained through a survey mailed to all AACSB-accredited schools. A regression analysis revealed that job- and advisor-descriptive variables explained most of the variation in satisfaction. Critical determinants included role clarity, work status, student orientation, and expertise in both technical and creative areas of advisement. This study suggests that full-time employment and clarification of job tasks may enhance advisor job satisfaction.

The Relationship between Hardiness, Supervisor Support, Group Cohesion, and Job Stress as Predictors of Job Satisfaction

2003 ◽  
Vol 17 (6) ◽  
pp. 382-389 ◽  
Author(s):  
Mary A. Steinhardt ◽  
Christyn L. Dolbier ◽  
Nell H. Gottlieb ◽  
Katherine T. McCalister
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Support Group ◽  
Goodness Of Fit ◽  
Group Cohesion ◽  
Supervisor Support ◽  
Full Time ◽  
Convenience Sample ◽  
Proposed Model ◽  
The Relationship

Purpose. This study tested a conceptual model based on research supporting the relationship between the predictors of hardiness, supervisor support, and group cohesion and the criterions of job stress and job satisfaction and between the predictor of job stress and the criterion of job satisfaction. Design. The study employed a cross-sectional research design. Survey data were collected as part of the baseline measures assessed prior to an organizational hardiness intervention. Setting. Worksite of Dell Computer Corporation in Austin, Texas. Subjects. The subjects included 160 full-time Dell employees recruited from a convenience sample representing nine work groups (response rate = 90%). Measures. Hardiness was measured using the Dispositional Resilience Scale (DRS), job stress was measured using the Perceived Work Stress Scale (PWSS), and supervisor support, group cohesion, and job satisfaction were measured using a proprietary employee attitude survey. Results. In the proposed model, high hardiness, supervisor support, and group cohesion were related to lower levels of job stress, which in turn was related to higher levels of job satisfaction. The model also proposed direct paths from hardiness, supervisor support, and group cohesion to job satisfaction. Path analysis was used to examine the goodness of fit of the model. The proposed model was a good fit for the data (χ2[1, N = 160] = 1.85, p = .174) with the exception of the direct path between group cohesion and job satisfaction. Substantial portions of the variances in job stress ( R2 = .19) and job satisfaction (R2 = .44) were accounted for by the predictors. Conclusion. Implications for targeted worksite health promotion efforts to lower job stress and enhance job satisfaction are discussed.

Sign in / Sign up

Export Citation Format

Share Document