Chinese public sector employees’ age, emotional dissonance, work meaningfulness, and perceived stress

2019 ◽  
Vol 47 (1) ◽  
pp. 1-13 ◽  
Author(s):  
Ningning Ding ◽  
Bing Liu
Keyword(s):  
Public Sector ◽  
Perceived Stress ◽  
High Stress ◽  
Moderating Effect ◽  
Emotional Dissonance ◽  
Work Meaningfulness ◽  
Public Sector Employees ◽  
Using Data ◽  
Appropriate Practices ◽  
Effect Of Age

Researchers have focused on how to improve the high-stress environment for those working in China’s public sector, but neglected to consider the moderating effect of age of employees. Using data from 410 public sector employees in Shandong Province, China, we investigated the effects of emotional dissonance and work meaningfulness on employees’ perceived level of stress, and the moderating effect of age on those effects. Results indicated that work meaningfulness reduced participants’ perceived stress levels, and that emotional dissonance increased perceived stress, which is consistent with previous research findings. Further, age played a moderating role by weakening the effect of work meaningfulness, but the moderating effect of age on emotional dissonance was nonsignificant. Managers of public sectors should be aware of the differences between older and younger employees and adopt appropriate practices to help employees deal with their work stress.

The moderating effect of sociodemographic factors on the predictive power of self-rated health for mortality in Canada

2017 ◽  
Vol 44 (1-2) ◽  
pp. 77
Author(s):  
James Falconer ◽  
Amélie Quesnel-Vallée
Keyword(s):  
Sex Education ◽  
Predictive Power ◽  
Estimating Equation ◽  
Sociodemographic Factors ◽  
Moderating Effect ◽  
Social Characteristics ◽  
Generalized Estimating Equation ◽  
Self Rated Health ◽  
Using Data ◽  
Effect Of Age

Self-rated health is a reliable predictor for mortality, but its predictive power varies depending on social characteristics. This study tests the moderating effect of age, sex, education, and income on the power of self-rated health to predict mortality in Canada using data from the National Population Health Survey. Predictive power trajectories are modelled using time-series generalized estimating equation logistic regression. Findings show that self-rated health is a predictor for mortality up to 14 years prior to death in Canada, and is weakly moderated by income and education, and age/sex interactions. Self-rated health remains reliable across population sub-groups in Canada.La santé auto-évaluée est un prédicteur fiable de la mortalité, mais son pouvoir prédictif varie en fonction des caractéristiques sociales. Cette étude examine l'effet modérateur de l'âge, du sexe, de l'éducation, et du revenu sur le pouvoir de la santé auto-évaluée pour prédire la mortalité au Canada utilisant des données de l'Enquête nationale sur la santé de la population. Les trajectoires de puissance prédictive sont modélisées avec une régression logistique de l'équation d'estimation généralisée. Les résultats montrent que la santé auto-évaluée est un prédicteur de la mortalité jusqu'à 14 ans avant le décès au Canada, et est faiblement modérée par le revenu, l'éducation, et les interactions entre l'âge et le sexe. La santé auto-évaluée demeure valide parmi les sous-groupes de la population du Canada.

Job Mobility Among Millennials: Do They Stay or Do They Go?

2019 ◽  
pp. 0734371X1987439
Author(s):  
Khaldoun AbouAssi ◽  
Jasmine McGinnis Johnson ◽  
Stephen B. Holt
Keyword(s):  
Public Sector ◽  
Nonprofit Sector ◽  
Job Mobility ◽  
Longitudinal Survey ◽  
Theory And Practice ◽  
Job Dissatisfaction ◽  
The Public ◽  
Public Sector Employees ◽  
Using Data ◽  
Low Pay

Millennials are a substantial segment of the workforce; they are perceived to be driven by higher pay, quick to be dissatisfied and leave a job, and committed to volunteering. This article examines how these perceptions translate to job mobility in terms of job switching within and across sectors, without drawing cross-generation comparisons. Using data from the National Longitudinal Survey of Youth 1997 cohort (NLSY97) from 2008 to 2013, we notice a trend among millennials of frequent job switching within rather than across sectors. Job dissatisfaction is the strongest predictor of public-sector employees switching jobs within the sector. For sector switching, we find some variation: Low pay corresponds with exiting the nonprofit sector, whereas job dissatisfaction is the strongest predictor of leaving the public sector. Millennials working in the public and nonprofit sectors are less likely to switch sectors if they volunteer. Implications for theory and practice are discussed.

Emotional Well-being Among Public Employees: A Comparative Perspective

2020 ◽  
pp. 0734371X2093964
Author(s):  
Lihi Lahat ◽  
Dganit Ofek
Keyword(s):  
Public Sector ◽  
Work Environment ◽  
Well Being ◽  
European Social Survey ◽  
Comparative Perspective ◽  
Public Employees ◽  
Social Survey ◽  
The Public ◽  
Public Sector Employees ◽  
Using Data

There is growing agreement on the importance of well-being in general and among employees more specifically. One area that has attracted significantly less attention is the well-being of public sector employees, especially from a comparative perspective. This study explored the factors explaining emotional well-being among public sector employees in seven countries. Using data from the European Social Survey, round 6, it examined the importance of the work environment, of belonging to the public sector, and of belonging to the country and their effects on well-being. We found public sector employees had a higher level of emotional well-being than non-public sector employees. However, belonging to the public sector was less important than other factors. The country context and soft features of the work environment were important to public sector employees, but not just to them, and were reflected differently in different countries.

Public and Private Sector Absence: Does it Differ?

1994 ◽  
Vol 36 (4) ◽  
pp. 530-545 ◽  
Author(s):  
Audrey Vandenheuvel
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Data Set ◽  
Public And Private ◽  
Dependent Care ◽  
The Past ◽  
Public Sector Employees ◽  
Using Data ◽  
Public And Private Sector ◽  
Care Study

Although common perceptions suggest that public sector employees are more prone to being absent from work, little empirical attention has been given to the issue. In this paper, sector differences in absence are examined using data from a large, recently collected national data set—the 1992 Australian Dependent Care Study. After controlling for various demographic, attitudinal and job-related variables, the results indicate that public sector employees are 1.6 times more likely than private sector employees to be absent from work at least once in the course of a year. Further, the findings show that a number of reasons that have been snggested in the past may not be important in explaining sector differences in absence. Instead, differences in absence behaviour are more likely related to sector variation in job security, competitive pressure and the absetice milieu.

MOTİVASYON ARAÇLARININ ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: KAMU KURUMLARINDAKİ X VE Y KUŞAĞI KARŞILAŞTIRMASI

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Gökhan Kerse
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Affective Commitment ◽  
Survey Method ◽  
Public Sector Employees ◽  
Context Data ◽  
Gathering Data

The main purpose of this study is to explore the effects of the motivational tools (intrinsic and extrinsic) on the organizational commitment (normative, continuance and affective commitment). In the study were also compared caring levels to motivation tools of X generation and Y generation and levels to their organizational commitment. In this context, data were collected through survey method from171 public sector employees. Gathering data were analysed by using SPSS. The main finding showed that there is effects the motivational tools on organizational commitment.

An Association between Working Schedules and Depression in Public Sector Employees

2012 ◽  
Vol 24 (4) ◽  
pp. 347 ◽  
Author(s):  
Hyeon-Taek Heo ◽  
Dong-Won Kim ◽  
Jong-Seok Lee ◽  
Hyeon-A Jo ◽  
Seong-Sil Jang ◽  
...  
Keyword(s):  
Public Sector ◽  
Public Sector Employees

Motivations of Federal Workers to Volunteer In Public Sector Special Events

2020 ◽  
Vol 24 (1) ◽  
pp. 33-46
Author(s):  
Keon Artis ◽  
Seung Hyun Lee
Keyword(s):  
Public Sector ◽  
Federal Government ◽  
Event Management ◽  
Theoretical Contribution ◽  
The Public ◽  
Factors Associated ◽  
Special Event ◽  
Special Events ◽  
Public Sector Employees ◽  
Government Workers

Volunteers are considered a core component of special events and they have proved to be an asset to the execution of special events. Although motivations of volunteers have received a great deal of attention from many organizations and individuals in the private sector, little research has been done on motivations of volunteers in the public sector, or within the federal government. Therefore, this article identified motivational factors that prompt federal government workers to volunteer at a government-related special event. A survey was used to gather data from a volunteer sample of 263 individuals who had volunteered for public sector special events in recent years. Exploratory factor analysis and t test were employed to establish motivations that stimulate public sector employees to volunteer for special events and further determine the differences in motivation between females and males. The results showed that government workers mostly volunteer for purposive motive and external motive. In addition, gender played significant roles on egotistic and purposive motives. Thus, this research provides a unique theoretical contribution to research in event management by advancing our understanding of the process by which factors associated with motivation can lead to federal government workers volunteering at a government-related special event; subsequently, impacting how event planners and organizers of public sector special events market to and recruit volunteers.

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