scholarly journals Catch Share Policy and Job Satisfaction in the West Coast Groundfish Trawl Fishery

2018 ◽  
Author(s):  
Colin Robert Sayre
Keyword(s):  
Job Satisfaction ◽  
West Coast ◽  
Work Performance ◽  
Well Being ◽  
Structured Interviews ◽  
The West ◽  
Business Decisions ◽  
Trawl Fishery ◽  
New Business ◽  
Positive Feelings

In 2011, the West Coast Groundfish Trawl Catch Share Program introduced an Individual Transferable Quota (ITQ) system to commercial fisheries in Oregon, and Washington, and California. Introduction of catch shares was expected to change the context for decisions fishermen are required to make to operate in this fishery; particularly in trading, purchasing, and leasing quota for target and bycatch species. Such occupational restructuring potentially alters job satisfaction, a component of human well-being in a fisheries social-ecological system. Job satisfaction is connected to health and longevity, mental stress, work performance, and social factors related to family and community relationships. Fishermen in particular may value the “satisfaction bonus” provided by working on the water. There are few alternative occupations which provide similar levels satisfaction. Semi-structured interviews conducted among active fishermen of the West Coast Groundfish Trawl Fishery (WCGTF) sought to elicit patterns in job satisfaction that developed in the five years since ITQ introduction. Ten detailed in person interviews provided representative insights into new business decisions made and the current structure of job satisfaction in the WCGTF. Analysis of interviews was conducted using tested indicator attributes of job satisfaction within a three-tiered framework based on Maslow’s hierarchy of needs. Interview responses were categorized based on positive or negative patterns in description of satisfaction attributes. Effects of ITQ policy on job satisfaction vary by vessel role, between independent owner operators, hired skippers, and crew. Despite respondents’ generally negative feelings toward the catch share program, overall satisfaction was described as “good” to “excellent,” potentially resulting from the maintenance of “self actualizing” satisfaction attributes fishermen value highly; the challenge and adventure of working on the water. However, negative elements of satisfaction are associated with a decreased feeling of control and community solidarity. Increased operating costs resulting from fees for quota leasing, and at-sea observer monitoring contribute to a present sense of unpredictability in earnings for independent owner operators and crew, in contrast to positive feelings of stability for hired skippers and crew employed by processing companies. Policy elements of the catch share program related to quota leasing and at-sea observers may represent or affect attributes of satisfaction in contemporary ITQ managed fisheries requiring further study.

scholarly journals Crew in the West Coast Groundfish Catch Share Program: Changes in Compensation and Job Satisfaction

2019 ◽  
Author(s):  
Erin Steiner
Keyword(s):  
Job Satisfaction ◽  
West Coast ◽  
Well Being ◽  
Median Number ◽  
The West ◽  
Catch Shares ◽  
Management Actions ◽  
The People ◽  
Social Science Study ◽  
Economic Survey

Catch share programs can have far-reaching effects on coastal communities and the people that rely on fishing income, including crew members. Analysis of management actions affecting crew wages and well-being is often limited due to a dearth of available data. We examine crew-related outcomes during the first six years of the West Coast Groundfish Trawl Catch Share Program using two unique datasets – a mandatory economic survey and a voluntary social science study. We find that impacts on crew compensation differ from other catch share programs due to prior conditions of the fishery and also vary by the target species within the program. The median number of crew positions per vessel increased slightly, annual crew days decreased, and crew wage as a percentage of revenue was nearly unchanged, even with the introduction of new costs. Median daily crew compensation increased from \$514 per day to \$776 after implementation of catch shares and annual compensation increased from \$33 thousand to \$39 thousand. Many crew members expressed a lack of support for the program and job satisfaction did not rise with increased wages and fewer days at sea, indicating that job satisfaction is likely influenced by more than compensation and effort.

scholarly journals Being an Educator in Private vs. Public School System: A Comparative Study on Job Contentment

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Dr. Guru Tej S ◽  
Dr. Priya Jindal ◽  
Dr. Francisca Tej
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Public School System ◽  
Satisfaction Level ◽  
Government School ◽  
Organizational Goals ◽  
System A ◽  
Positive Feelings ◽  
And Behavior ◽  
Job Role

<div><p><em>Job satisfaction can be defined as an extent of positive feelings or attitude that individuals have towards their jobs. When a person says that he has high job satisfaction, it means that he really likes his job, feels good about it and values his job dignity. Job satisfaction is important technique used to motivate the employees to work harder. It is often said that “a happy employee is a productive employee”. </em><em>Satisfied employees work in integrity with organizational goals and their work performance falls in sync with what is being expected of them. Satisfied employees stay happy, hardworking, enthusiastic, committed and always open for new challenges. </em><em>The present study makes an effort to study the job satisfaction level among educators of selected private and government school educator in Bangalore City.The paper also investigates various factors influencing job satisfaction of educators. Based on the survey, the paper attempts to gain insights into the satisfaction level from educators of both types of schools. Some of the factors considered under this study are; current job role, job satisfaction, salary earned, recognition at work, freedom at work, accessibility to knowledge, facilities provided at work, and behavior of colleagues/coworkers. </em></p></div>

scholarly journals ATENÇÃO PSICOSSOCIAL E SATISFAÇÃO NO TRABALHO: PROCESSOS DIALÉTICOS NA SAÚDE MENTAL

2018 ◽  
Vol 7 (1) ◽  
pp. 55-67
Author(s):  
Mara Cristina Ribeiro ◽  
Alice Correia Barros ◽  
Marinho Da Silva Correia ◽  
Rebeca De Oliveira Lessa ◽  
Lucas Nascimento Tavares ◽  
...  
Keyword(s):  
Mental Health ◽  
Qualitative Research ◽  
Health Personnel ◽  
Work Performance ◽  
Psychosocial Care ◽  
Well Being ◽  
Care Model ◽  
Structured Interviews ◽  
Categorical Analysis

Introdução: O modelo de atenção psicossocial tem exigido profissionais comprometidos com um novo paradigma de cuidado que traz novos e diferentes desafios, podendo gerar nos trabalhadores satisfação, insatisfação, bem como outros sentimentos que envolvem a efetivação das novas propostas. A satisfação ou a insatisfação com o trabalho incorre em consequências que podem ser fonte de alegria e bem-estar ou acarretar prejuízos à saúde do trabalhador e à qualidade do serviço prestado. Objetivo: A pesquisa teve como objetivo conhecer e analisar a satisfação e outros sentimentos gerados no exercício do trabalho nos Centros de Atenção Psicossocial. Método: Trata-se de pesquisa qualitativa desenvolvida com 19 trabalhadores de nível superior representantes de 04 serviços de uma capital do Nordeste. Os dados foram coletados por meio de entrevistas semiestruturadas e analisados com base na Análise Categorial. Resultados: A identificação com a área, a motivação em aprofundar seus conhecimentos e os bons resultados alcançados com as novas propostas de cuidado aparecem como determinantes para que o trabalhador se sinta satisfeito. No entanto, constatou-se que os profissionais se deparam cotidianamente com problemas que foram associados à geração de insatisfações e outros sentimentos como angústia, incapacidade, tristeza e frustração. Conclusão: As questões levantadas sugerem necessidade de maiores investimentos nesses serviços, capacitações dos profissionais, ampliação e diversificação da rede de atenção psicossocial para garantir satisfação no exercício do trabalho e na qualidade da assistência prestada.Palavras-chave: Saúde mental. Serviços de Saúde Mental. Pessoal de Saúde. Satisfação no Emprego. Pesquisa Qualitativa. ABSTRACT: Introduction: The psychosocial care model has required professionals committed to a new care paradigm that brings new and different challenges, which can generate satisfaction in workers, dissatisfaction, and other feelings that involve the execution of the new proposals. The satisfaction or dissatisfaction with the work incurs consequences that can be a source of joy and well-being or cause damage to workers' health and quality of service. Objective: The objective was to identify and analyze the satisfaction and other feelings generated in the performance of work in Psychosocial Care Centers. Method: This is a qualitative research conducted with 19 top-level workers representatives from 04 of the capital of Northeast services. Data were collected through semi-structured interviews and analyzed based on Categorical Analysis. Results: Identification with the area, the motivation to deepen their knowledge and the good results achieved with the new care proposals appear as decisive for the worker to feel satisfied. However, it was found that professionals are faced daily with problems that were associated with the generation of dissatisfactions and other feelings such as anxiety, failure, sadness and frustration. Conclusion: The issues raised suggest the need for greater investment in these services, training of professionals, expansion and diversification of psychosocial care network to ensure satisfaction in work performance and quality of care.Keywords: Mental Health. Mental Health Services. Health Personnel. Job Satisfaction. Qualitative Research.

scholarly journals Positive Health and the happy professional: a qualitative case study

2021 ◽  
Vol 22 (1) ◽  
Author(s):  
Caro H. C. Lemmen ◽  
Gili Yaron ◽  
Rachel Gifford ◽  
Marieke D. Spreeuwenberg
Keyword(s):  
Job Satisfaction ◽  
General Practice ◽  
Holistic Approach ◽  
Well Being ◽  
Organizational Structures ◽  
Structured Interviews ◽  
Positive Health ◽  
Health Concept ◽  
Comprehensive Health

Abstract Background Primary care professionals (PCPs) face mounting pressures associated with their work, which has resulted in high burn-out numbers. Increasing PCPs’ job satisfaction is proposed as a solution in this regard. Positive Health (PH) is an upcoming, comprehensive health concept. Among others, this concept promises to promote PCPs’ job satisfaction. However, there is limited research into PH’s effects on this topic. This study, therefore, aims to provide insight into how adopting PH in a general practice affects PCPs’ job satisfaction. Methods An ethnographic case study was conducted in a Dutch general practice that is currently implementing PH. Data collected included 11 semi-structured interviews and archival sources. All data were analyzed thematically. Results Thematic analysis identified three themes regarding PCPs’ adoption of PH and job satisfaction, namely [1] adopting and adapting Positive Health, [2] giving substance to Positive Health in practice, and [3] changing financial and organizational structures. Firstly, the adoption of PH was the result of a match between the practice and the malleable and multi-interpretable concept. Secondly, PH supported PCPs to express, legitimize, and promote their distinctive approach to care work and its value. This strengthened them to further their holistic approach to health and stimulate autonomy in practice, with respect to both patients and professionals. Thirdly, the concept enabled PCPs to change their financial and organizational structures, notably freeing time to spend on patients and on their own well-being. This allowed them to enact their values. The changes made by the practice increased the job satisfaction of the PCPs. Conclusions PH contributed to the job satisfaction of the PCPs of the general practice by functioning as an adaptable frame for change. This frame helped them to legitimize and give substance to their vision, thereby increasing job satisfaction. PH’s malleability allows for the frame’s customization and the creation of the match. Simultaneously, malleability introduces ambiguity on what the concept entails. In that regard, PH is not a readily implementable intervention. We recommend that other organizations seeking to adopt PH consider whether they are willing and able to make the match and explore how PH can help substantiate their vision.

scholarly journals favorisitsm scale devolopment for ship management

2020 ◽  
Author(s):  
Aziz muslu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Rate ◽  
Negative Impact ◽  
High Reliability ◽  
Well Being ◽  
Quality And Safety ◽  
Structured Interviews ◽  
Ship Management ◽  
Personnel Turnover

<p>The most important determinant of quality and safety in ship management is human resources. Personnel turnover rate, job satisfaction level of seafarers, organizational commitment, high level and individual well-being of the employees have an important role in ensuring quality and safety. In many investigor studies, it is seen in the results of research that favoritism increases job stress, personnel turnover rate and decreases job satisfaction, organizational commitment, motivation and teamwork Favoritism has a negative impact on safe and quality management of ships. Based on this importance, seafarers' perceptions were measured, and it was aimed to develop a valid and reliable favoritism scale. The scale questions, which were prepared on the basis of semi-structured interviews and favoritism studies, were applied with 252 different seafarers. As a result of the factor analyses conducted in SPSS 23, a 22-item favoritism scale consisting of three factors related to demographic and personal characteristics, social rights and opportunities and operational processes was developed. The reliability and validity studies of the scale were conducted, and it was observed that the scale has high reliability. Amos 21 programında doğrulama çalışması yapılmıştır. Model uyum indekselerine göre ölçeğin 31. ve 32. ifadeler çıkarılarak yapısal eşitlik modelince kabul edilen değerlere sahip olduğu görülmüştür.</p>

scholarly journals Crew in the West Coast Groundfish Catch Share Program: Changes in Compensation and Job Satisfaction

2018 ◽  
Vol 46 (6) ◽  
pp. 656-676 ◽  
Author(s):  
Erin Steiner ◽  
Suzanne Russell ◽  
Ashley Vizek ◽  
Amanda Warlick
Keyword(s):  
Job Satisfaction ◽  
West Coast ◽  
The West ◽  
Program Changes

Job Satisfaction and Psychological Well-Being as Nonadditive Predictors of Workplace Turnover

2007 ◽  
Vol 33 (2) ◽  
pp. 141-160 ◽  
Author(s):  
Thomas A. Wright ◽  
Douglas G. Bonett
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Job Performance ◽  
Employee Turnover ◽  
Well Being ◽  
The United States ◽  
The West ◽  
Psychological Well Being ◽  
Large Organization ◽  
Job Separation

Data from a 2-year field study were used to examine the relationships among psychological well-being, job satisfaction, and employee job performance with employee turnover. Using a sample of 112 managers employed at a large organization on the West Coast of the United States, and controlling for employee age, gender, ethnicity, and job performance, well-being and job satisfaction were found to predict turnover in a nonadditive manner. As expected, well-being was found to moderate the relation between job satisfaction and job separation, such that job satisfaction was most strongly (and negatively) related to turnover when well-being was low.

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