scholarly journals Job’s Satisfaction among Trainers of Public Vocational Training Institutes in Greece

2017 ◽  
Vol 7 (4(V)) ◽  
pp. 21-30
Author(s):  
Panteleimon Bakirtzoglou ◽  
Panagiotis Ioannou
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Educational Level ◽  
Personal Development ◽  
Vocational Training ◽  
Teaching Experience ◽  
Organizational Factors ◽  
Dependent Variables

Abstract: The purpose of the present study was to investigate the effect of the personnel, interpersonal and organizational factors in job satisfaction among trainers of public Vocational Training Institutes in the city of Thessaloniki. Sample consisted of 300 adults’ trainers with a mean age of 40.3 years. Job’s satisfaction was used as an independent variable while as dependent variables personnel(age, sex, educational level, marital status, number of children, educational level, profession and teaching experience), interpersonal (relationships with trainees, relationships with co-educators, relationship with the administration, personal development and professionalism) and organizational factors (salary, building structure and working conditions) were used. Statistical analysis included the use of correlation and regression analysis. Results showed that from the dependent variables only age (r=.342), years of working experience in Vocational Training Institutes (r=.296), relationship with the administration (r=.699) and working conditions (r=.690) had a significant relationship with adults’ trainers’ job satisfaction (p<0.01). Furthermore regression analysis showed that relationship with the manager had the biggest prediction of trainers’ total job satisfaction at a percentage of 48.6% (r=.699, p<0.01), working conditions can predict trainers’ job satisfaction at a percentage of 47.7% (r=.690) and age and teaching experience can predict trainers’ total job satisfaction at a percentage of 20% (r=.014, p<0.05). In conclusion adults’ trainers’ total job satisfaction in Vocational Training Institutes in Greece, is influenced mostly by interpersonal (relationship with the administration) and organizational factors (working conditions).Keywords: Administration, working conditions, teaching experience, vocational education, adults

scholarly journals Job’s Satisfaction among Trainers of Public Vocational Training Institutes in Greece

2017 ◽  
Vol 7 (4) ◽  
pp. 21-30
Author(s):  
Panteleimon Bakirtzoglou ◽  
Panagiotis Ioannou
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Educational Level ◽  
Personal Development ◽  
Vocational Training ◽  
Teaching Experience ◽  
Organizational Factors ◽  
Dependent Variables

Abstract: The purpose of the present study was to investigate the effect of the personnel, interpersonal and organizational factors in job satisfaction among trainers of public Vocational Training Institutes in the city of Thessaloniki. Sample consisted of 300 adults’ trainers with a mean age of 40.3 years. Job’s satisfaction was used as an independent variable while as dependent variables personnel(age, sex, educational level, marital status, number of children, educational level, profession and teaching experience), interpersonal (relationships with trainees, relationships with co-educators, relationship with the administration, personal development and professionalism) and organizational factors (salary, building structure and working conditions) were used. Statistical analysis included the use of correlation and regression analysis. Results showed that from the dependent variables only age (r=.342), years of working experience in Vocational Training Institutes (r=.296), relationship with the administration (r=.699) and working conditions (r=.690) had a significant relationship with adults’ trainers’ job satisfaction (p<0.01). Furthermore regression analysis showed that relationship with the manager had the biggest prediction of trainers’ total job satisfaction at a percentage of 48.6% (r=.699, p<0.01), working conditions can predict trainers’ job satisfaction at a percentage of 47.7% (r=.690) and age and teaching experience can predict trainers’ total job satisfaction at a percentage of 20% (r=.014, p<0.05). In conclusion adults’ trainers’ total job satisfaction in Vocational Training Institutes in Greece, is influenced mostly by interpersonal (relationship with the administration) and organizational factors (working conditions).Keywords: Administration, working conditions, teaching experience, vocational education, adults

Adapted Physical Education Teachers’ Job Satisfaction

2021 ◽  
Vol 38 (4) ◽  
pp. 661-680
Author(s):  
Minhyun Kim ◽  
José A. Santiago ◽  
Chan Woong Park ◽  
Emily A. Roper
Keyword(s):  
Job Satisfaction ◽  
Physical Education ◽  
Working Conditions ◽  
Teaching Experience ◽  
Adapted Physical Education ◽  
Physical Education Teachers ◽  
Occupational Socialization ◽  
Semistructured Interview ◽  
Roles And Responsibilities ◽  
Socialization Theory

Grounded in occupational socialization theory, the authors examined adapted physical education (APE) teachers’ job satisfaction. Twelve (nine female and three male) APE teachers who had 3–43 years of teaching experience participated in the study. A semistructured interview was employed. The interviews focused on the participants’ roles and responsibilities. The following questions guided this study: (a) What social agents positively impact APE teachers’ job satisfaction? (b) what APE teachers’ roles and responsibilities are related to job satisfaction? and (c) what type of working conditions are linked to APE teachers’ job satisfaction? Thematic analysis was employed to analyze the data. The following four themes emerged from the analysis: (a) support from administrators, physical education teachers, and colleagues; (b) relevant and meaningful professional development; (c) itinerant working conditions; and (d) seeing students’ progress and achievement. The results of this study provide several implications to enhance APE teachers’ job satisfaction.

PENGARUH KOMPENSASI, HUBUNGAN INTERPERSONAL, KESEMPATAN BERPRESTASI DAN KONDISI KERJA TERHADAP KEPUASAN KERJA KARYAWAN RUMAH SAKIT UMUM DAERAH BANGIL

2018 ◽  
Vol 4 (2) ◽  
pp. 54-64
Author(s):  
Liemgiani Liemgiani
Keyword(s):  
Job Satisfaction ◽  
General Hospital ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Interpersonal Relations ◽  
District General Hospital ◽  
Work Conditions ◽  
Job Dissatisfaction ◽  
Employee Job Satisfaction ◽  
Simultaneous Influence

In fact, the effectiveness and productivity of an organization is greatly affected by job satisfaction. Conversely, job dissatisfaction will cause a decrease in enthusiasm and enthusiasm for work. The number of cases of work strikes lately, irrespective of the motives of each individual, implies employee dissatisfaction with the organization. This is certainly very disturbing the effectiveness of the company as a form of organization. One program that needs to be considered in the context of optimizing human resources is to meet job satisfaction. With the fulfillment of job satisfaction, individual employees will try to improve their abilities. The success or failure of an organization depends on the ability of the organization to provide job satisfaction to its employees. The purpose of this study (1) To determine the simultaneous influence of compensation variables, interpersonal relationships, opportunities for achievement, and work conditions affect employee job satisfaction at the Bangil District General Hospital. (2) To determine the partial effect of compensation variables, interpersonal relations, opportunities for achievement, and work conditions affect employee job satisfaction at the Bangil District General Hospital. The results showed that simultaneous compensation variables, interpersonal relationships, achievement opportunities and working conditions have a significant influence on employee job satisfaction in Bangil District General Hospital, while partially the compensation variables, interpersonal relationships and working conditions have an influence on employee job satisfaction at General Hospitals Bangil area. Keywords: Compensation, Interpersonal Relationships, opportunities for achievement, working conditions and job satisfaction

Abusive Behavior in the Workplace: A Preliminary Investigation

1994 ◽  
Vol 9 (4) ◽  
pp. 341-357 ◽  
Author(s):  
Loraleigh Keashly ◽  
Virginia Trott ◽  
Lynne M. MacLean
Keyword(s):  
Job Satisfaction ◽  
Interpersonal Relationships ◽  
Negative Impact ◽  
Preliminary Investigation ◽  
Organizational Factors ◽  
Research Literature ◽  
Positive Interactions ◽  
Interpersonal Interactions ◽  
Abusive Behavior ◽  
The Impact

Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors directed by one or more persons towards another. The primary aim is to undermine the other to ensure compliance. In this study, we examined the extent to which students experienced nonsexual nonphysical abusive behavior on their jobs, the impact of this experience on job satisfaction, the characteristics of the actor and target, and responses to these behaviors, particularly turnover. The results indicate that although most of the students had very positive interactions at work, exposure to abusive behavior was familiar, was relatively frequent, and had a negative impact on the targets. The actors tended to be bosses and older than the targets. The quality of the interpersonal relationships at work was related to job satisfaction and intention to leave. The implications of these results are discussed with respect to individual, situational, and organizational factors that may be related to the presence and impact of abusive interpersonal interactions. Avenues for research on the nature, extent, and impact of these behaviors at both the individual and organizational levels are identified.

scholarly journals Impact of Education, Working Conditions, and Interpersonal Relationships on Caregivers’ Job Satisfaction

10.5772/67957 ◽  
2017 ◽  
Author(s):  
Majda Pajnkihar ◽  
Klavdija Čuček Trifkovič ◽  
Barbara Donik ◽  
Sabina Fijan ◽  
Vida Gönc ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Interpersonal Relationships ◽  
Working Conditions

scholarly journals The Impact of Organisational Factors on Organizational Commitment at the Arab Bank in Jordan

2018 ◽  
Vol 14 (7) ◽  
pp. 26
Author(s):  
Abdullah Abbas Al-khrabsheh ◽  
Ahmed Kh. Muttar ◽  
Omar Rabeea Mahdi ◽  
Islam A. Nassar ◽  
Sakher A.I AL-Bazaiah
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Multiple Regression Analysis ◽  
Banking Sector ◽  
Organizational Factors ◽  
Organisational Commitment ◽  
Organisational Factors ◽  
The Impact

This study aims to examine the impact of emotional intelligence and job satisfaction on organisational commitment. Data are collected from sample of 102 employees working in the Arab Bank which is a one of the most important bank in Jordan. The multiple regression analysis is used to analyze the proposed hypotheses. The results indicate that emotional intelligence and job satisfaction have strong and positive impacts on organizational commitment. Lastly, the implications of this study provided support for the scholars of organizational factors, particularly in banking sector.

scholarly journals The Influence of Employees’ Job Satisfaction Factors on Organizational Commitment

2012 ◽  
Vol 5 (2) ◽  
Author(s):  
Anis Eliyana ◽  
Ria Mardiana Yusuf ◽  
Koko Prabowo
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Coefficient Of Determination ◽  
Analysis Techniques ◽  
Dependent Variables ◽  
Model Equations ◽  
Production Employees ◽  
Compensation Relationship ◽  
Satisfaction Factors

This research aims to examine about organizational commitment in relation to the job satisfaction factors. Research is conducted on the production employees of PT Jaya Readymix Concrete (JYC) which amounted to 47 people. Data is collected from the questionnaire that was given directly to the respondent. Analysis techniques used in research is regression analysis between factors of employees’ job satisfaction as independent variables, which consists of the ability utilization, compensation, relationship with co-workers, working conditions, recognition and achievement with organizational commitment as dependent variables. Based on the results of the regression analysis of linear regression model equations, we derived  a formulation as follows: Y = -1.012 + 0.184X1 + 0.581X2 + 0.080X3 + 0.118X4 + 0.136X5 + 0.165X6 + e.  Results show that the job satisfaction factors simultaneously have a significant effect on organizational commitment in JYC with the coefficient of determination (R2) is 0.967, and that compensation is the dominant variables influencing employee's organizational commitment in the production department at JYC.

Job Satisfaction of Occupational Therapists: Supervisors and Managers versus Direct Service Staff

1988 ◽  
Vol 8 (3) ◽  
pp. 155-163 ◽  
Author(s):  
James E. Bordieri
Keyword(s):  
Job Satisfaction ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Occupational Therapists ◽  
Work Role ◽  
Specific Work ◽  
Work Incentives ◽  
Direct Service ◽  
Service Staff ◽  
Overall Job Satisfaction

Overall job satisfaction and the specific work incentives and disincentives that were responsible for job satisfaction or dissatisfaction were surveyed in 489 occupational therapists Job satisfaction was found to be moderately high, and the respondents rated achievement and interpersonal relationships with co-workers as work incentives Opportunity for advancement and working conditions, on the other hand, were seen as job disincentives Ratings on several of the job satisfaction factors differed as a function of the respondent's primary work role (i.e., supervision/management vs. direct service).

Structure of the Variables that Affect Job Satisfaction Study in Cuban Organizations

2018 ◽  
Vol 4 (4) ◽  
pp. 18-27
Author(s):  
Margarita de Miguel-Guzmán ◽  
Alexander Sánchez-Rodríguez ◽  
Reyner Pérez-Campdesuñer ◽  
Gelmar García-Vidal ◽  
Rodobaldo Martínez-Vivar
Keyword(s):  
Job Satisfaction ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Group Work ◽  
Latent Variables ◽  
Structural Equations ◽  
Work Content ◽  
Confirmatory Factor ◽  
The Subject ◽  
The Relationship

This paper aims to establish a model of structural equations that summarizes the degree of incidence of variables related to job satisfaction in organizations. It starts from the identification of the variables to analyze according to the literature on the subject and those that were corroborated through the consultation of experts, later proceed to the construction of instruments for their measurement and application of these to 4,235 employees in 150 entities from different productive sectors. With the results obtained in the surveys, a confirmatory factor analysis was developed, which verified the incidence of the variables evaluated in the work satisfaction and later proceeded to the construction of the model. The model obtained shows the relationship between the different variables that affect job satisfaction and confirming its multifactorial character as a construct. The data that facilitated the generation of the model allow to establish a logic of management of the job satisfaction from managing in an integrated way the latent variables that condition them, ensuring their correct management, such as: the design of work content, working conditions, interpersonal relationships with peers in general and with managers in particular, policies and methods of stimulation and the group work.

scholarly journals Is Women's Job Satisfaction Higher than Men's? Self-Selection, Expectations or Utility Function

2019 ◽  
Vol 69 (2) ◽  
pp. 161-189
Author(s):  
Nuria Sánchez-Sánchez ◽  
Adolfo C. Fernández Puente
Keyword(s):  
Job Satisfaction ◽  
Utility Function ◽  
Labour Market ◽  
Selection Bias ◽  
Working Conditions ◽  
Educational Level ◽  
Age Group ◽  
Great Range ◽  
Self Selection ◽  
Women’S Preferences

This paper examines the paradox between high relative levels of job satisfaction and the characteristics of women's jobs compared to men's in Spain. Three hypothesis are considered: i) the existence of a selection bias when participating in the labour market; ii) of the presence of adaptive job satisfaction; and iii) the existence of differences related to preferences of different nature to strictly labour issues. The study shows that, although having lower working conditions, women are more likely to be satisfied at work than men are. This paradox persists regardless of the inclusion of a great range of variables of different nature (objective and subjective), the age group and educational level under consideration. The Oaxaca-Blinder decomposition suggests that women's preferences are actually influencing the differences in job satisfaction. However, it is not demonstrated that these differences disappear as age decreases or educational level increases. The probable existence of a “glass ceiling” that prevents women from having access to posts of greater responsibility and higher wages could cause that women who actually reach them are more satisfied than their male colleagues. As the labour market and society become more equal, this paradox might dilute.

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