scholarly journals The study of structural relationship between correctional officers' burnout, job satisfaction and role conflict: A test of the relationship between factors across correctional officers' attitudes toward inmates

2009 ◽  
Vol 22 (2) ◽  
pp. 319-343 ◽  
Author(s):  
박혜련 ◽  
이뻐라 ◽  
정선아 ◽  
Minsun Park
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Correctional Officers ◽  
Structural Relationship ◽  
The Relationship

scholarly journals The Influence of Work-Life Balance, Servant Leadership, and Reward to Employee Engagement with Job Satisfaction as Mediator

2021 ◽  
Vol 12 (4) ◽  
pp. 1511-1529
Author(s):  
Andyan Pradipta Utama, Et. al.
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Hypothesis Testing ◽  
Employee Engagement ◽  
Work Life ◽  
Structural Relationship ◽  
Work Life Balance ◽  
Life Balance ◽  
Relationship Of ◽  
The Relationship

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the model matched (FIT) with field data. Hypothesis testing the structural relationship variables of the work-life balance, servant leadership, and reward simultaneously were able to describe the KK variable by 0.80 or 80%, while the relationship of job satisfaction against employee engagement 0.42 or 42%. The model accepted and the statement about the relationship of a variety of variables used is valid as a construct and can be inferred as the structural relationship.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals Role Conflict, Role Ambiguity, Job Satisfaction And The Moderating Effect Of Job-Related Self-Esteem: A Latent Variable

2011 ◽  
Vol 10 (2) ◽  
pp. 106 ◽  
Author(s):  
Terry Gregson ◽  
John Wendell
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Latent Variable ◽  
Role Ambiguity ◽  
Self Esteem ◽  
National Sample ◽  
Certified Public Accountants ◽  
Linear Structural Relations ◽  
The Individual ◽  
The Relationship

<span>The relationship between job-related self-esteem, role ambiguity, role conflict, and job satisfaction for a national sample (n=216) of certified public accountants (CPAs) was examined. Job-related self-esteem is concerned with the evaluation that the individual makes regarding the influence of the individuals job on how they view themselves. The Rosenberg (1965) global self-esteem scale was modified to reflect job-related aspects. Linear structural relations (LISREL) was used to examine the relationships between job-related self-esteem, role ambiguity, role conflict, and job satisfaction. Job-related self-esteem was found to not be directly related to job satisfaction with role ambiguity and role conflict were controlled for. Job-related self-esteem was found to be an independent predictor of role ambiguity and role conflict.</span>

Ethnic Differences in the Relationship between Job Satisfaction and Sex-Role Conflict among Hispanic and Nonhispanic White Individuals

1990 ◽  
Vol 66 (2) ◽  
pp. 567-578 ◽  
Author(s):  
Leonard H. Chusmir ◽  
Christine S. Koberg
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Ethnic Differences ◽  
Sex Role ◽  
South Florida ◽  
Central American ◽  
The South ◽  
Men And Women ◽  
The Relationship

The study compared sex-role conflict and job satisfaction scores and correlations among a broad sample of 71 Cuban and Central American Hispanic and 120 nonHispanic men and women working in the South Florida area. Analysis showed that the Hispanic respondents had lower satisfaction with pay, supervision, and co-workers, but were similar to nonHispanic white subjects in sex-role conflict and satisfaction with work and promotion. For the Hispanic groups, sex-role conflict was not correlated with any facet of job satisfaction, but for nonHispanic white groups sex-role conflict was correlated with satisfaction with work, pay, promotion, and supervision.

Job satisfaction and turnover intentions of correctional officers in a Prague prison

2019 ◽  
Vol 24 (4) ◽  
pp. 545-565
Author(s):  
Marek Botek
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Correctional Officers ◽  
Strong Relationship ◽  
Supervisor Support ◽  
Descriptive Statistics ◽  
Correctional Officer ◽  
Mental Demands ◽  
The Relationship ◽  
Surprising Fact

Job satisfaction is one of the most researched phenomena. But I am not aware of a study that assesses job satisfaction in Czech prisons despite the fact that it is a specific job with high physical and mental demands in a potentially dangerous environment. The purpose of this paper is to create a model describing job satisfaction and verify the anticipated relationship between job satisfaction and turnover of Prague correctional officers. While the relationship between job satisfaction and turnover intentions has been confirmed, the anticipated strong relationship between supervisor support and correctional officer job satisfaction has not been confirmed. Descriptive statistics have also revealed the surprising fact that the employees with the lowest tenure have the weakest turnover intentions.

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.

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