The influence of humor on workplace mentoring and employee attitudes

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Zachary M. Love ◽  
Jennifer L. Bowler ◽  
Mark C. Bowler
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intentions ◽  
Employee Attitudes ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Work Related ◽  
Mentoring Relationship ◽  
Humor Style

Organizations are under continual pressure to cultivate an environment in which employees feel valued and committed, and mentoring provides one channel through which this may be achieved. In particular, the dynamics characterizing the mentoring relationship are of paramount importance. In the current study of 108 direct-care staff at a psychiatric hospital, we investigated the influence of 2 aspects of these dynamics—mentor humor style and the frequency with which humor is used—on protégé satisfaction with the mentoring relationship and on several key work-related outcomes (i. e., organizational commitment, job satisfaction, and turnover intentions). Overall, mentor humor style and frequency were both positively associated with protégés' mentoring satisfaction. Furthermore, mentoring satisfaction favorably influenced protégés' affective organizational commitment and job satisfaction, both of which were inversely related to their turnover intentions. Theoretical and practical implications of these results, along with the role of indirect effects, are discussed.

scholarly journals Perceived Racial Discrimination Antecedents of Turnover Intention (Intervened by Job Satisfaction and Organizational Commitment) The Case of Family-based Company “PT.X”

2021 ◽  
Vol 1 ◽  
Author(s):  
Firly Irhamni ◽  
Damar Kristanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Racial Discrimination ◽  
Turnover Intention ◽  
Quantitative Methods ◽  
Turnover Intentions ◽  
Interactive Effects ◽  
Work Related ◽  
Perceived Racial Discrimination ◽  
Family Based

This paper explores the influence of perceived racial discrimination on work-related attitudes (i.e., job satisfaction, organizational commitment, and turnover intention) among employees in a family-based company engage in construction consulting services. The investigation was utilized with quantitative methods and saturated technique was performed by collecting samples from 82 employees. The analysis is conducted with WarpPLS. We examine how workplace racial composition affects employee’s experiences of racial discrimination or how these experiences impact workers organizational commitment and job satisfaction. The analyses indicate that perceived racial discrimination correlates positively on turnover intentions among employees. We also propose that job satisfaction correlates positively on organizational commitment. And in the end, we test job satisfaction and organizational commitment intervene the interactive effects of perceived racial discrimination on turnover intention respectively

Can active support improve job satisfaction?

2016 ◽  
Vol 21 (2) ◽  
pp. 54-60 ◽  
Author(s):  
Jennifer A Rhodes ◽  
Sandy Toogood
Keyword(s):  
Job Satisfaction ◽  
Intellectual Disabilities ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Content Type ◽  
Repeated Measures Design ◽  
Before And After ◽  
People With Intellectual Disabilities ◽  
The Impact

Purpose – Active support (AS) influences the way staff support people with intellectual disabilities to take part in everyday activities. Changes in work practices may affect job satisfaction. The impact of AS on job satisfaction has not, however, been widely studied. Job satisfaction is linked with levels of staff turnover and the overall quality of services provided to people with intellectual disabilities (Coomber & Barriball, 2007; Hatton et al., 2001). The purpose of this paper is to describe an evaluation of job satisfaction amongst 38 direct care staff working in intellectual disability services before and after AS was implemented. Design/methodology/approach – A single group, repeated-measures design was used. In total, 38 members of direct care staff received AS training. Data on job satisfaction were collected before, and after, AS was implemented. In total, 19 members of staff took part in a follow-up 12 weeks later. Findings – There was a significant increase in reported job satisfaction following the implementation of AS. Subscale analysis revealed that the most significant increases in job satisfaction were related to areas directly targeted by AS, including satisfaction with skill level and satisfaction with amount of time spent with service users. Originality/value – Implementing AS may provide an added benefit for direct care staff, who feel more satisfied at work. While a significant number of papers have been published focusing on the benefits of AS, no papers have specifically looked at the impact that the intervention can have on job satisfaction.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals The Stress-Induced Impact of COVID-19 on Tourism and Hospitality Workers

2021 ◽  
Vol 13 (3) ◽  
pp. 1327
Author(s):  
Sung-Eun Kang ◽  
Changyeon Park ◽  
Choong-Ki Lee ◽  
Seunghoon Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Online Survey ◽  
Organizational Trust ◽  
Self Esteem ◽  
Work Related ◽  
Latex Gloves ◽  
Hospitality Organizations ◽  
Tourism And Hospitality

This study explores how COVID-19-induced stress (CID) influences organizational trust, job satisfaction, self-esteem, and commitment in tourism and hospitality organizations. A total of 427 tourism affiliated employees in South Korea participated in an online survey. Using structural equation modelling (SEM), the proposed conceptual model reveals that CID stress in tourism/hospitality employees is negatively related to organizational trust, job satisfaction, and self-esteem which, in turn, is positively related to organizational commitment. CID stress also indirectly affects organizational commitment. The findings have significant strategic implications for tourism and hospitality organizations‒specifically, the provision of instrumental resources (e.g., safety glasses, latex gloves, hand sanitizers, facial masks) to alleviate their employees’ work-related stress during pandemics.

scholarly journals Mealtime Care for People With Dementia: What Do Nursing Home Staff Think?

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 182-183
Author(s):  
James Faraday ◽  
Clare Abley ◽  
Catherine Exley ◽  
Joanne Patterson
Keyword(s):  
Nursing Homes ◽  
Ethnographic Study ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Structured Interviews ◽  
Staff Members ◽  
People With Dementia ◽  
Comparison Approach ◽  
The Right

Abstract More and more people with dementia are living in nursing homes (NH). Often, they depend on NH staff for help with eating and drinking. It is important that staff have the skills and support they need to provide good care at mealtimes. This qualitative study explores mealtime care for people with dementia, from the perspective of NH staff. Semi-structured interviews with NH staff (n=16) were carried out in two nursing homes. The homes were chosen to have diverse characteristics: one home had a large number of beds and was part of a small local organization; the other had a small number of beds and was part of a large national organization. Various staff members were interviewed, including direct care staff, senior carers, nurses, managers, and kitchen staff. Interviews were audio-recorded and transcribed verbatim. A constant comparison approach was taken, so that data from early interviews were explored in more depth subsequently. From the analysis, five themes emerged as important in mealtime care for people with dementia living in nursing homes: Setting the right tone; Working well as a team; Knowing the residents; Promoting autonomy and independence; Gently persevering. This work forms part of a larger ethnographic study on the topic, which includes data from residents with dementia, and family carers. Results will inform the development of a staff training intervention to optimize mealtime care for this population.

Reflections on the Current Psychiatric Consultation and Referral Pattern and on the State of the Art, at Oxford Regional Centre, An Adult Mental Retardation Facility

1984 ◽  
Vol 29 (4) ◽  
pp. 306-311 ◽  
Author(s):  
Axel Russell
Keyword(s):  
Mental Retardation ◽  
State Of The Art ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Psychiatric Consultation ◽  
Referral Service ◽  
Consultation And Referral ◽  
Adult Mental Retardation ◽  
Care Problems

This paper investigates the utilization pattern of the psychiatric consultation and referral service provided by the author in an Adult Mental Retardation Facility over a three-year period. The services, their history and locale are described against a background of changes in attitudes towards the problems of the retarded. Rising interest by psychiatrists in the field is placed in context. A spectrum of variables is used for a statistical analysis of factors (Chi2) influencing psychiatric referrals or non-referrals of all new admissions over the period indicated (N = 98). Against a background of increasing normalization and de-institutionalization, the character and composition of the shrinking institutional population has changed. Administration and direct-care staff are now confronted with management and care problems of lower functioning retardates, presenting difficult-to-manage behaviours and severe, often multiple, handicaps. Several factors with resource and care implications are considered, affecting institutionalized as well as community placed retardates, especially in hard economic times. Findings are discussed; recommendations are made concerning the application of scarce psychiatric resources to meet changing psychiatric needs of the population, maximize services and continue community directed normalization efforts. Some caveats are sounded and further research suggested.

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