Predictors of Life Satisfaction among Filipino Managerial and Professional Women

1999 ◽  
Vol 84 (3) ◽  
pp. 805-808 ◽  
Author(s):  
Ronald J. Burke ◽  
Louie A. Divinagracia ◽  
Ermias Mamo
Keyword(s):  
Life Satisfaction ◽  
Financial Services ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Situational Characteristics ◽  
Positive Work

This study examined predictors of life satisfaction reported by 200 Filipino managerial and professional women. Two types of correlates were considered, personal and work-situation characteristics and work experiences and work outcomes. Data were collected using anonymous questionnaires from women working in fashion or cosmetics and banking or financial services. Personal and situational characteristics were generally unrelated to self-reported life satisfaction; however, work experiences and work outcomes were consistently and strongly related to self-reported life satisfaction. Filipino managerial and professional women reporting more positive work experiences and more favorable work outcomes also reported greater life satisfaction.

Time affluence, material affluence and work experiences of professional women in Russia

2014 ◽  
Vol 36 (6) ◽  
pp. 642-653
Author(s):  
Ronald J. Burke ◽  
Marina Astakhova ◽  
Parbudyal Singh
Keyword(s):  
Design Methodology ◽  
Family Satisfaction ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Intent To Quit ◽  
Content Type ◽  
Cultural Contexts

Purpose – The purpose of this paper is to examine the role of time affluence (TA) and material affluence (MA) in work and extra-work experiences of a sample of professional women working in Russia. Design/methodology/approach – Data were collected form 168 women using anonymously completed questionnaires. Measures included personal demographic and work situation characteristics, work outcomes, indicators of work investment and extra-work outcomes. Findings – TA and MA were significantly and positively correlated (r=0.22), with women indicating similar levels of TA and MA. Women reporting higher levels of MA generally indicated more favorable work outcomes (higher job satisfaction, lower intent to quit). Women reporting lower levels of TA generally indicated higher levels of work investment. However, neither TA nor MA predicted family satisfaction. Research limitations/implications – This study highlights the importance to take steps to increase TA and MA of Russian women to positively influence their work and extra-work experiences. Originality/value – These findings replicate and extend earlier USA, Egyptian and Turkish results to Russia. Unlike previous studies, the authors simultaneously included TA and MA constructs, thus providing important comparisons of their relationships with different outcomes. The authors also respond to the call to study TA and MA in different cultural contexts.

Process reengineering: who embraces it and why?

2004 ◽  
Vol 16 (2) ◽  
pp. 114-119 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Financial Services ◽  
Large Scale ◽  
Process Reengineering ◽  
Work Experiences ◽  
Scale Change ◽  
It Employees ◽  
Large Scale Change ◽  
Employee Reactions ◽  
Positive Work ◽  
Change Efforts

This study examined employee reactions to a process reengineering initiative in a large financial services organization. Data were obtained from 2,514 employees, using questionnaires completed anonymously. Employees having longer company tenure, those at higher levels, and men held more favorable attitudes toward the reengineering initiative. Employees indicating greater understanding of the reengineering effort had more favorable attitudes toward it. Employees holding more favorable attitudes toward the process reengineering initiative also reported more positive work experiences and outcomes and described the organization in more favorable ways. Implications for managing large‐scale change efforts are proposed.

scholarly journals Organizational Experiences, Satisfactions and Psychological Wellbeing among Managerial and Professional Women in Turkey

2015 ◽  
Vol 7 (2) ◽  
pp. 5-20
Author(s):  
Ronald J. Burke ◽  
Hayakl Koksal ◽  
Jacob Wolpin
Keyword(s):  
Well Being ◽  
Professional Women ◽  
Career Barriers ◽  
Work Outcomes ◽  
Psychological Wellbeing ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Organizational Experiences ◽  
Negative Perceptions

Abstract This research, building on previous work of others, examines the association of four work experiences with work and extra-work satisfactions and psychological wellbeing of a sample of managerial and professional women in Turkey. The four work experiences: Use of male standards, Career barriers, Negative perceptions of family responsibilities, and Workplace supports. Data were collected from 209 women using anonymously completed questionnaires. Women worked in the private, public, and voluntary sectors. Work outcomes included job and career satisfaction, work engagement, intent to quit, work-family conflict and perceptions of male bias in their workplaces; psychological wellbeing included levels of emotional exhaustion, life satisfaction and health complaints. Women reporting more negative perceptions of Family responsibilities also indicated higher levels of Male standards and Career barriers in their workplaces; women reporting a greater prevalence of Male standards also indicated more Career barriers in their workplaces. One or more organizational experiences had significant relationships with all work and well-being outcomes, controlling for the effects of both personal demographic characteristics and work situation factors. Career supports were associated with more positive outcomes; career barriers and more negative perceptions of family responsibilities were associated with more negative outcomes

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anuj Gupta ◽  
Pankaj Singh
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Cost Effective ◽  
Job Crafting ◽  
Intention To Quit ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
General Life Satisfaction ◽  
Workplace Civility

Purpose The antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit. Design/methodology/approach Hypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys. Findings Results confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes. Research limitations/implications The results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes. Originality/value This study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

scholarly journals Sex Differences in Work Experiences and Work Outcomes among Egyptian Managers and Professionals: An Exploratory Study

2016 ◽  
Vol 8 (1) ◽  
pp. 7-29 ◽  
Author(s):  
Ronald J. Burke ◽  
Ghada El-Kot ◽  
Jacob Wolpin
Keyword(s):  
Sex Differences ◽  
Workplace Learning ◽  
Work Engagement ◽  
Well Being ◽  
Learning Opportunities ◽  
Work Outcomes ◽  
Work Experiences ◽  
Intent To Quit ◽  
Professional Employees ◽  
The Arab Spring

Abstract This research examined potential sex differences in work experiences and work outcomes in a sample of Egyptian managers and professionals. Relatively little research has been undertaken on potential sex differences in human resource management in Egyptian organizations and even less during and following the Arab spring. Data were collected from 121 managerial and professional employees, 77 males and 44 females, using anonymously completed questionnaires. Respondents were relatively young, had university educations, had short job and organizational tenures, and held lower level -management jobs. All measures employed here had been used and validated previously by other researchers. Work experiences included supervisor empowerment behaviors and levels of personal empowerment. Work and well-being outcomes included job satisfaction, organizational commitment, work engagement, exhibiting voice behaviors, workplace learning opportunities, intent to quit and employee health symptoms. Significant sex differences were present on most personal demographic and work situation characteristics: men were at higher organizational levels, earned more money, were older and had longer organizational tenures, among others. There were fewer significant sex differences on work experiences and work outcomes. When differences were observed here, women indicated less positive responses.

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

Effects of workaholism on satisfaction among US managerial and professional women

2015 ◽  
Vol 30 (8) ◽  
pp. 635-651 ◽  
Author(s):  
Daniele V Levy
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Professional Women ◽  
Self Report ◽  
Content Type ◽  
Work Enjoyment ◽  
High Drive ◽  
The Usa

Purpose – The purpose of this paper is to evaluate relationships between workaholism and satisfaction outcomes with job, career and life overall among managerial and professional women and explore the moderating role of social support in these associations. Design/methodology/approach – Self-report measures collected online from 350 alumnae from top-ranked business schools currently in the US labor force were analyzed through hierarchical multiple regression analyses. Findings – Workaholism components explained significant amounts of variance in job, career and life satisfaction. Specifically, lower levels of work enjoyment were consistently associated with detrimental outcomes and high drive impacted both job and life satisfaction negatively. Social support moderated the relationship between job satisfaction and workaholism through work enjoyment, with women with greater social support demonstrating higher job satisfaction at equivalent work enjoyment levels versus those with low social support. Research limitations/implications – This paper shares methodological weaknesses involving the nature of the sample and self-report methods of measurement common to workaholism research. Practical implications – In the context of today’s competitive workplaces, results provide a cautionary message of the harmful effects of workaholic dispositions for a certain segment of professional women. It emphasizes the importance of work enjoyment and positive intrinsic motivation, while suggesting that job designs that reflect the work involvement predispositions of each woman can be beneficial. Originality/value – This paper extends the understanding of workaholism correlates to female MBA graduates from top management schools in the USA and investigates, for the first time, the role of social support in those relationships.

Minding the Mechanisms: A Discussion of How Mindfulness Leads to Positive Outcomes at Work

2015 ◽  
Vol 8 (4) ◽  
pp. 620-629 ◽  
Author(s):  
Dexter Miksch ◽  
Meghan I. H. Lindeman ◽  
Lebena Varghese
Keyword(s):  
Theoretical Model ◽  
Empirical Research ◽  
Practical Importance ◽  
Work Outcomes ◽  
Future Research ◽  
Positive Outcomes ◽  
Mindfulness Practices ◽  
Mediating Mechanisms ◽  
The Many ◽  
Positive Work

Hyland, Lee, and Mills (2015) asserted that the many benefits of mindfulness practices have been underutilized and understudied at work. We agree with the focal article's stance that more research is needed on mindfulness at work. We extend this argument to include a request that future research pays attention to the mechanisms responsible for the effects of mindfulness at work. In this commentary, we (a) briefly discuss the practical importance of understanding the mechanisms by which mindfulness practices lead to positive outcomes, (b) outline the mediating mechanisms proposed by the leading theoretical model of mindfulness effects and how those mediators apply to work, and (c) argue that more rigorous, empirical research is needed to understand the mechanisms through which mindfulness practices lead to positive work outcomes.

scholarly journals Effects on students of working in industry

2015 ◽  
Vol 8 (4) ◽  
pp. 32
Author(s):  
Aaron Simon Blicblau ◽  
Tracey Louise Nelson ◽  
Kourosh Dini
Keyword(s):  
Academic Performance ◽  
Project Work ◽  
Work Outcomes ◽  
Work Experiences ◽  
Short Term ◽  
Capstone Project ◽  
Academic Grades ◽  
Short Time ◽  
The Impact

This study investigated the impact of two arrangements of work experiences; short term (over 12 weeks, STIE) and long- term (over 52 weeks, LTIE) on both final academic grades and capstone project grades. The results from this work will inform future approaches of determining the benefits to students of the usefulness of industry placed learning experiences (short or long term) as both an indicator of academic performance, and success in capstone project work. Outcomes have shown that engineering graduates without substantial industrial experience often find employment difficult to find in the short time after completing their studies.

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