Whistle While You Work: Job Satisfaction and Retirement from the U.S. House

2002 ◽  
Vol 27 (3) ◽  
pp. 445-457 ◽  
Author(s):  
Samuel H. Fisher ◽  
Rebekah Herrick
Keyword(s):  
Job Satisfaction ◽  
The U.S

scholarly journals Nonreligious Employees’ Perceptions of Microaggressions and Their Relationship With Job Satisfaction as Moderated by Calling

2021 ◽  
pp. 089484532110133
Author(s):  
Jessica N. Schultz ◽  
Melanie E. Leuty ◽  
Emily Bullock-Yowell ◽  
Richard Mohn
Keyword(s):  
Job Satisfaction ◽  
Vocational Guidance ◽  
Person Organization Fit ◽  
Post Hoc ◽  
The Relationship ◽  
The U.S

Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, it was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction, and calling would moderate the relationship between microaggressions and P-O fit. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

Reasons for Working and Their Relationship to Retirement Attitudes, Job Satisfaction and Occupational Self-Efficacy of Bridge Employees

2005 ◽  
Vol 61 (1) ◽  
pp. 21-35 ◽  
Author(s):  
Veronica M. Dendinger ◽  
Gary A. Adams ◽  
Jamie D. Jacobson
Keyword(s):  
Job Satisfaction ◽  
Baby Boomers ◽  
Self Efficacy ◽  
Retirement Age ◽  
Bridge Employment ◽  
Reliable Predictor ◽  
The Social ◽  
Social Reason ◽  
The U.S

Although the Baby Boomers are the fastest growing segment of the U.S. population and they are quickly approaching retirement age, research has widely neglected to look at the reasons as to why many of them intend on opting for bridge employment as opposed to completely retiring. This study examined the relationships among four reasons for working (social, personal, financial, and generative) and three attitudinal responses to bridge employment (job satisfaction, retirement attitudes, and occupational self-efficacy). In a sample of 108 recent retirees holding bridge employment positions, it was found that generativity served as a reliable predictor of job satisfaction and attitudes toward retirement, whereas the social reason for work was only a reliable predictor of attitudes toward retirement.

The Indirect Effect of Justice Perceptions on Job Satisfaction Among Hispanic Employees

2018 ◽  
Vol 40 (4) ◽  
pp. 486-503 ◽  
Author(s):  
Laura Heron ◽  
Robert Coseano ◽  
Valentina Bruk-Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Attitudes And Behaviors ◽  
Justice Perceptions ◽  
The Relationship ◽  
Overall Job Satisfaction ◽  
The U.S

The notion that justice perceptions greatly influence behaviors and attitudes at work has been supported in the organizational behavior literature. Given the significant increase of Hispanic employees in the U.S. workforce in the last two decades, more research is needed to understand how justice relates to important outcomes in this population. The present study uses social exchange theory to examine conflict as a mediator of the relationship between justice and overall job satisfaction, and three individual facets of job satisfaction in a sample of 154 working Hispanic young adults in a variety of jobs. Findings indicate that conflict mediates the relationship between each dimension of justice and overall job satisfaction, and between two out of three examined facets of job satisfaction. The results provide evidence for the importance of justice perceptions in determining the attitudes and behaviors of Hispanic employees in the workplace.

Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians

2021 ◽  
pp. 1-23
Author(s):  
Jaciel Elizabeth Keltgen
Keyword(s):  
Job Satisfaction ◽  
Quality Care ◽  
Female Physician ◽  
Work Conditions ◽  
Female Physicians ◽  
Factors Affecting ◽  
Health System Change ◽  
Treatment Plans ◽  
Generational Membership ◽  
The U.S

Job satisfaction has fallen among doctors, and beyond lack of pay parity that averages 25%, female physician job satisfiers differ from male colleagues. Health systems can build upon female physicians' confidence in their abilities to communicate with patients, show empathy, build trust, and elicit patient compliance with treatment plans. Systems must attend to work conditions for young and female cohorts, thereby retaining half of the workforce offering critical care to 7.8 billion people. Ordinal logistic regression was used to analyze data gathered in the U.S. by the Center for Studying Health System Change. Data were used to build a predictive statistical model in concert with independent variables linked to generational and job satisfaction literature. This study revealed statistically significant correlations between factors not only by gender, but also by generational membership. Statistically significant factors affecting job satisfaction among female physicians include provision of quality care to all patients, adequate time spent with patients and income.

Job Satisfaction among State Executives in the U.S.

1975 ◽  
Vol 4 (2) ◽  
pp. 104-109 ◽  
Author(s):  
Fred W. Grupp ◽  
Allan R. Richards
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
State Government ◽  
Recent Survey ◽  
Private Business ◽  
Business Executives ◽  
High Level ◽  
The U.S

“A recent survey of high-level, appointed executives in ten states reveals that they are very satisfied with their jobs. They rank their current occupation nearer to ‘ideal’ than did previously surveyed federal or business executives, and they prefer working for state government to employment with the federal government or in private business.”

scholarly journals Job Switching and Job Satisfaction in the U.S. Labor Market

1988 ◽  
Vol 1988 (2) ◽  
pp. 495 ◽  
Author(s):  
George A. Akerlof ◽  
Andrew K. Rose ◽  
Janet L. Yellen ◽  
Laurence Ball ◽  
Robert E. Hall
Keyword(s):  
Job Satisfaction ◽  
Labor Market ◽  
The U.S

The Effects of Being Born in the United States on the Job Satisfaction of Asian Americans

2000 ◽  
Vol 87 (1) ◽  
pp. 347-350 ◽  
Author(s):  
Charles N. Weaver
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Asian Americans ◽  
Asian American ◽  
The United States ◽  
The Other ◽  
European American ◽  
Full Time ◽  
European Americans ◽  
The U.S

Analysis of the responses of Asian American ( n = 178), African American ( n = 1,026), and European American ( n = 8,118) full-time workers to 21 nationwide surveys representative of the U.S. labor force from 1972 through 1996 showed the job satisfaction of Asian Americans compared to that of the other two groups was affected by whether subjects were born in the United States. In addition, there were no gender differences in job satisfaction among African Americans and European Americans who were and were not born in the U.S., but there were such differences among Asian Americans.

scholarly journals The Relationship between Leadership Style, Organizational Culture, and Job Satisfaction in the U.S. Healthcare Industry

2017 ◽  
Vol 03 ◽  
pp. 1 ◽  
Author(s):  
Mouhamadou Sow ◽  
Jeanie Murphy ◽  
Rosa Osuoha ◽  
◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Significant Relationship ◽  
Healthcare Industry ◽  
Research Questions ◽  
The Relationship ◽  
The U.S ◽  
Healthcare Employees

The purpose of this quantitative, correlational study, based on the theoretical framework of transformational leadership, was to examine the relationships between leadership style, organizational culture, and job satisfaction in the U.S. healthcare industry. The study addressed a problem faced by U.S. healthcare leaders, who are currently unaware as to how transformational leadership and organizational culture can impact job satisfaction in an industry with high burnout and low satisfaction levels. The following research questions were posed: (1) Is there a statistically significant relationship between transformational leadership and job satisfaction in the U.S. healthcare industry? (2) Is there a statistically significant relationship between organizational culture and job satisfaction in the U.S. healthcare industry? (3) Is the relationship between transformational leadership and job satisfaction in the U.S. healthcare industry mediated by organizational culture? Data to answer the research questions were collected through simple random sampling processes that resulted in a sample of 111 American healthcare employees and analyzed with Stata software. The main finding of the study was that an apparent effect of transformational leadership on job satisfaction disappeared when organizational culture variables were taken into consideration. The results suggest that healthcare organizations should attempt to move away from externally focused cultures in order to increase job satisfaction. Such a move could improve social outcomes by improving the quality of work for millions of stressed American healthcare employees.

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