Examining the Career Plateau: Some Preliminary Findings

1989 ◽  
Vol 65 (1) ◽  
pp. 295-306 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Police Officers ◽  
Intention To Leave ◽  
Negative Consequences ◽  
Negative Experiences ◽  
Career Plateau ◽  
Career Orientations ◽  
Years Of Service

This study examines the career plateau by comparing police officers having 15 or more years of service who had been promoted with those who had not. Although having similar career orientations when they began policing, officers at career plateau developed a nonwork orientation. Officers at plateau also reported less job satisfaction, greater psychological burnout and greater intention to leave policing. These negative experiences were not associated with poorer emotional and physical health however. Low commitment to work may have protected the officer at career plateau from these negative consequences.

Career Orientations and Psychological Burnout in Teachers

1988 ◽  
Vol 63 (1) ◽  
pp. 107-116 ◽  
Author(s):  
Ronald J. Burke ◽  
Esther R. Greenglass
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Work Satisfaction ◽  
Work Setting ◽  
Men And Women ◽  
Social Activists ◽  
Career Orientations ◽  
Antecedents And Consequences

Four career orientations proposed by Cherniss (1980) were related to psychological burnout and its antecedents and consequences. The four career orientations were: Self-investors, Social Activists, Careerists, and Artisans. 833 men and women in teaching provided data by completing questionnaires. Artisans were most common (61%), followed by Social Activists (18%), Careerists (12%), and Self-investors (10%). Social Activists reported greater burnout, greater stress, and the least satisfying work setting. In addition, Social Activists reported the least job satisfaction, greatest intention to turnover, and poorest physical health. Artisans reported greatest work satisfaction, least burnout, and the least stress.

Work demographics and officers’ perceptions of the work environment which add to the prediction of at risk alcohol consumption within an Australian police sample

2000 ◽  
Vol 23 (1) ◽  
pp. 69-81 ◽  
Author(s):  
Jeremy D. Davey ◽  
Patricia L. Obst ◽  
Mary C. Sheehan
Keyword(s):  
Job Satisfaction ◽  
At Risk ◽  
Alcohol Consumption ◽  
Work Environment ◽  
Police Officers ◽  
Perceived Control ◽  
Self Report ◽  
Individual Risk ◽  
Negative Consequences ◽  
Police Service

This study examined aspects of the work environment, which may impact on individual police officers’ risk of harm from alcohol consumption. A self report survey containing demographic questions, the AUDIT and questions relating to perceived control over the job, overtime, pressure, boredom and job satisfaction was completed by 67 per cent of officers in an Australian state police service. The results of the current study indicate that gender, age and marital status, are individual risk factors for problem drinking, as has been shown in previous research. Within the policing context, years of service, job satisfaction, perceived control within the job and being an operational officer, also emerged as significant predictors of at risk alcohol consumption patterns. Findings further suggest that there is a strong norm of drinking at work or after a shift, which suggests a culture of acceptance of drinking within the workplace. This acceptance is strongly predictive of both risk of alcohol dependency and negative consequences from drinking within the police service. This study suggests directions for future research, which may lead to the introduction of informed interventions within the police service that could reduce officers’ risk of harm from alcohol consumption.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

2017 ◽  
Vol 6 (10) ◽  
pp. 105
Author(s):  
Basma Kashmoola ◽  
Fais Ahmad ◽  
Yeoh Khar Kheng
Keyword(s):  
Job Satisfaction ◽  
United Arab Emirates ◽  
Intent To Leave ◽  
Supply And Demand ◽  
Intention To Leave ◽  
Work Load ◽  
Tourism Industry ◽  
Medium Size ◽  
Construction Companies ◽  
Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000.  In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry.  The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention.  To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies.  Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Occupational risk and early signs of disadaptation in young traffic police officers working in a shift schedule

2020 ◽  
Vol 60 (11) ◽  
pp. 884-887
Author(s):  
Ekaterina F. Chernikova
Keyword(s):  
Working Conditions ◽  
Police Officers ◽  
Road Safety ◽  
Preventive Measures ◽  
Ethical Standards ◽  
Traffic Police ◽  
Professional Activities ◽  
Early Signs ◽  
Scientific Justification ◽  
Years Of Service

Introduction. In the course of their professional activities, traffic police inspectors of State Road Safety Inspectorate (SRSI) are exposed to harmful working conditions. The aim of study is to provide scientific justification for the periods of service of inspectors that are important for the diagnosis of early signs of professionally caused diseases. Materials and methods. The study was carried out in a group of traffic police inspectors of the traffic police in accordance with the ethical standards set forth in the Declaration of Helsinki, 1975 (with additions, 1983), a positive conclusion of the ethical committee. The age of the traffic police officers was 24-50 years old, the experience was 1-19 years (average values 34±0.46 and 8.21±0.40 years). Results. In the course of the study, a class of working conditions was determined-3.4. low-level traffic police officers showed signs of disadaptation, a high risk of morbidity with temporary disability and professionally caused pathology of the cardiovascular, musculoskeletal, nervous, endocrine, and digestive systems. Conclusions. It is advisable to conduct an in-depth preventive medical examination of inspectors after 1-2 years of service. The first 4 years of service are important for preventive measures.

National Identification, A Social Cure for COVID-19? Evidence From 67 Countries

2020 ◽  
Author(s):  
Eric Bonetto ◽  
Sylvain Delouvée ◽  
Yara Mahfud ◽  
Jais Adam-Troian
Keyword(s):  
Mental Health ◽  
Physical Health ◽  
Perceived Risk ◽  
Mixed Model ◽  
Health Benefits ◽  
Well Being ◽  
Negative Consequences ◽  
National Identification ◽  
The Social ◽  
Mental Health Benefits

Social distancing and mass quarantines were implemented worldwide in response to the current COVID-19 pandemic. Prior research on the effects of social isolation has shown that such measures bear negative consequences for population health and well-being. Conversely, a growing body of evidence suggests that feeling positively identified with a group is associated with a range of physical and mental health benefits. This effect is referred to as the social cure and generalizes to various identities. In line with these findings, this study tested whether national identification could promote wellbeing and physical health during the COVID-19 pandemic. To do so, we used survey data conducted among 67 countries (N = 46,450) which included measures of wellbeing, national identification, and subjective physical health. Mixed-model analyses revealed that national identity was indeed associated with wellbeing - despite adjustment on social belonging, COVID-19 perceived risk, exposure, and ideology. This effect did not extend to subjective health. These results suggest that the mere feeling of belonging to a national group may have mental health benefits and could be leveraged by governments. We discuss the implications of our findings within the social cure framework and their relevance for population mental health under COVID-19.

Impact of Job Stress and Social Support on Job Satisfaction among Academic Staff

2016 ◽  
Vol 7 (1) ◽  
Author(s):  
Kumari Kumkum ◽  
R. N. Singh ◽  
Yogershi Rajpoot
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Stress ◽  
Positive Impact ◽  
Academic Staff ◽  
Two Dimensions ◽  
The Other ◽  
Human Beings ◽  
Negative Consequences ◽  
Four Dimensions

There may be so many negative consequences of stress for human beings and dissatisfaction among employees happens to be one of the major problems. It indicates negative feelings that individuals have regarding their jobs or its facets. On the other hand, social support is assumed to be mitigating the relationship between negative aspects of the work environment and job satisfaction. Job stress is said to be associated with job dissatisfaction as well as experience of strain. In view of the above, this study examined the role of job stress and social support in job satisfaction. The sample consisted of 30 school teachers from different school of Varanasi (U.P.). The job stress, job satisfaction and social support scales were administered on the participants. The responses of the participants were converted into scores for statistical analyses. The scores of participants on the scales were correlated. The findings revealed that job stress led to increased job satisfaction. It is against the proposed hypothesis and it appears as if the social support received by the participants is a factor behind it. Two of the four dimensions of social support were found to exert positive impact on job satisfaction but the other two dimensions were not found to be correlated with it. The findings are thoroughly discussed and interpreted.

Family-supportive organizational environment and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Life ◽  
Organizational Environment ◽  
Staff Retention ◽  
Negative Consequences ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.Design/methodology/approachBased on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.FindingsThe results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.Research limitations/implicationsThe study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.Practical implicationsIn the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.Social implicationsTurnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.Originality/valueThe present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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