scholarly journals PROCRASTINATION AND WORK SATISFACTION

2021 ◽  
Vol 14(63) (1) ◽  
pp. 37-46
Author(s):  
C-M Tudose ◽  
◽  
Mariela Pavalache-Ilie ◽  
Keyword(s):  
Private Sector ◽  
Work Satisfaction ◽  
Sociodemographic Variables

The article presents the relation between procrastination, considering the soldiering and cyberslacking dimensions and work satisfaction. Differences in procrastination are identified based on sociodemographic variables such as gender, age, and work seniority of the employees. The levels of procrastination of the employees do not differ based on the type of organisation (public or private sector).

MPA Graduates and the Dilemma of Job Satisfaction: Does Crossing the Sector Line Make a Difference

1991 ◽  
Vol 20 (4) ◽  
pp. 449-455 ◽  
Author(s):  
Barrie E. Blunt ◽  
Kris Anne Spring
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Work Satisfaction ◽  
Federal State ◽  
Non Profit ◽  
The Public ◽  
Public Sector Employment ◽  
State Regional

This study examines levels of job satisfaction for MPA graduates employed in the public, private, and non-profit sectors. Findings are based on a survey and indicate that MPA graduates derive greater satisfaction with pay and promotion opportunities in the private sector than in the public or non-profit sectors. No significant differences were noted between the sectors with regard to work satisfaction or satisfaction with supervisor or co-workers. Further, no differences in levels of satisfaction were noted between four categories of public sector employment; federal, state, regional, or local.

scholarly journals Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

2017 ◽  
Vol Volume 10 ◽  
pp. 257-269 ◽  
Author(s):  
Lawrence Mundia ◽  
Salwa Mahalle ◽  
Rohani Matzin ◽  
Gamal Abd Nasir Zakaria ◽  
Nor Zaiham Midawati Abdullah ◽  
...  
Keyword(s):  
Private Sector ◽  
Social Values ◽  
Public And Private ◽  
Sociodemographic Variables ◽  
Employee Relationships ◽  
Public And Private Sector

scholarly journals Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

2017 ◽  
Vol Volume 13 ◽  
pp. 2307-2319
Author(s):  
Lawrence Mundia ◽  
Salwa Mahalle ◽  
Rohani Matzin ◽  
Gamal Abd Nasir Zakaria ◽  
Nor Zaiham Midawati Abdullah
Keyword(s):  
Private Sector ◽  
Social Values ◽  
Public And Private ◽  
Sociodemographic Variables ◽  
Public And Private Sector

scholarly journals How Sociodemographic Variables and Social Values Predict Work-Related General Anxiety in Brunei Public and Private Sector Employees

2019 ◽  
Vol 7 (2) ◽  
pp. 18
Author(s):  
Lawrence Mundia
Keyword(s):  
Private Sector ◽  
Family Members ◽  
Educational Background ◽  
Odds Ratios ◽  
Public And Private ◽  
Sociodemographic Variables ◽  
High Odds ◽  
General Anxiety ◽  
Work Related ◽  
Public And Private Sector

Background: Numerous studies show that employees tend to have anxiety and other psychological problems at places of work. The present investigation explored the prevalence of work-related general anxiety in 860 randomly chosen Brunei public and private sector employees.Methods: A quantitative field survey design was used to reach many participants and employed binary logistic regression procedure with backward elimination in analyzing the data.Results: Males were far less likely to have work-related general anxiety compared to females. Employees who sought help from prayer / religion were nearly 1.7 times more likely to have work-related general anxiety compared to those who do not get such help. Workers who regularly got help from family members on problems had also high likelihood of possessing a great amount of work-related general anxiety compared to those who did not often get help from family members. Employees with a low educational background had high odds ratios for possessing work-related general anxiety compared to those with high education.Compared to high scorers: (1) low scorers on peace and security variable were less likely to have work-related general anxiety; (2) low scorers on personal wellbeing and happiness were also less likely to experience work-related general anxiety; (3) low scorers on self-regulation and self-direction were as well less likely to have work-related general anxiety; and (4) low scorers on employer-employee relationships were equally less likely to have work-related general anxiety issues. However, (5) low scorers on moral obligations were 1.6 times more likely to have work-related general anxiety problems; (6) low scorers on satisfaction with work-related achievements were 1.9 times more likely to have work-related general anxiety; (7) low scorers on interpersonal trust variable had high odds ratios for having work-related general anxiety problems; and (8) low scorers on work stress problems were surprisingly also highly likely to have work-related general anxiety problems.Conclusions: Sociodemographic variables and social work values presented above had different effects on work-related anxiety in employees. These are the variables to which attention and priority should be directed and accorded when counselling workers.

On the Precipice: Private-Sector Vaccine Delivery

2006 ◽  
Vol 40 (4) ◽  
pp. 23
Author(s):  
STUART A. COHEN
Keyword(s):  
Private Sector ◽  
Vaccine Delivery

Different Forms of Work Satisfaction

1998 ◽  
Vol 3 (3) ◽  
pp. 209-218 ◽  
Author(s):  
André Büssing ◽  
Thomas Bissels
Keyword(s):  
Work Satisfaction ◽  
Preliminary Evidence ◽  
Qualitative Approach ◽  
Extended Model ◽  
Work Situation ◽  
Structured Interviews ◽  
Global Satisfaction ◽  
Evaluative Processes ◽  
The Right ◽  
Level Of Aspiration

The extended model of different forms of work satisfaction ( Büssing, 1991 ), originally proposed by Bruggemann (1974) , is suggested as a distinctive qualitative approach to work satisfaction. Six forms of work satisfaction—progressive, stabilized, resigned satisfaction, constructive, fixated, resigned dissatisfaction—are derived from the constellation of four constituent variables: comparison of the actual work situation and personal aspirations, global satisfaction, changes in level of aspiration, controllability at work. Preliminary evidence from semi-structured interviews with 46 nurses shows that the dynamic model is headed in the right direction (qualitative differentiation of consistently high propertions of satisfied employees, uncovering processes of person-work situation interaction). Qualitative methods demonstrated their usefulness in accessing underlying cognitive and evaluative processes of the forms, which are often neglected by traditional attitude-based satisfaction research.

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