scholarly journals Executive Selection Process and Job Satisfaction: The Case of the Independent Authority for Public Revenue (IAPR) in Greece

2021 ◽  
Vol 11 (3) ◽  
pp. 95
Author(s):  
Dimitris Apostolakos ◽  
Theodore Metaxas
Keyword(s):  
Job Satisfaction ◽  
Work Experience ◽  
Statistical Data ◽  
Selection Process ◽  
Selection Procedure ◽  
Added Value ◽  
Degree Of Acceptance ◽  
High Degree ◽  
The Impact ◽  
First Time

This paper assesses the impact that the degree of acceptance of the selection process, as conducted by the human recourses management (HRM), has upon job satisfaction in the local tax offices (LTOs) in Greece. Furthermore, it examines the effects that various individual and demographic characteristics have on job satisfaction. The research was performed using primary statistical data by distributing and collecting specific questionnaires, which not only recorded the level of job satisfaction but also noted the degree of acceptance of the selection procedure in the IAPR. The collected statistical data were analyzed using the IBM SPSS Statistics 26 Fixpack 1 software program. The results showed an average acceptance value of the selection process of 4.89, indicating a high degree of participant consensus with this process. They also showed that age, work experience, and the acceptance of the selection process have a positive and statistically significant effect, whereas educational level has a negative and statistically significant effect on degree of job satisfaction. The added value of the present paper lies in the fact that this kind of research, conducted in the IAPR in Greece for the very first time, measured both the degree of job satisfaction and the effect that the acceptance of the selection procedure has on this attitude.

scholarly journals Do Low-Openness, Low-Transparency Procedures in Academic Hiring Disadvantage Women?

2020 ◽  
Vol 9 (6) ◽  
pp. 89 ◽  
Author(s):  
Sofia Moratti
Keyword(s):  
Gender Inequality ◽  
Selection Process ◽  
Science And Technology ◽  
Relevant Literature ◽  
Selection Procedure ◽  
European Studies ◽  
Gender Balance ◽  
And Gender ◽  
High Degree ◽  
High Share

Research has shown that low openness and low transparency in the process of recruitment of new (associate) professors put women at a systematic disadvantage. Examples include professorships awarded by direct invitation (as opposed to job calls); contexts where nominally open job calls routinely get only one applicant; and procedural rules that allow the filtering out of qualified applicants without sharing the grounds of the decision with the candidates. We investigated one decade (2007–2017) of hiring of new (associate) professors in one Faculty at the largest university in Norway, the Norwegian University of Science and Technology (NTNU) (n = 79). The Faculty is a highly gender-equal setting, in that the share of women among associate professors has been >40% for over a decade. We found (1) a high share (about 40%) of women among applicants, maintained among winners; (2) a very sporadic use of direct invitations (two in a decade) and no sign that their use advantages men; (3) no nominally ‘open’ job calls with only one applicant; (4) no disadvantage for women when the pool of applicants is small; (5) no systematic filtering out of women when low-transparency internal formal preselection procedures are used because of organizational contingencies (e.g., a high number of applicants). We found an overall high degree of openness in the selection procedure when compared to other Scandinavian and Western European studies. Contrary to our expectations (based on the relevant literature), we found no link between low openness in the selection process and gender inequality in the outcome. The latter finding must be interpreted in context. We conclude that the overall good gender balance locally is an antidote to the potential biasing effect of low-openness and low-transparency procedures, so long as such procedures are used only exceptionally, and their use is clearly tied with organizational contingencies. At the same time, we found no indication that low-openness and low-transparency procedures systematically advantage women.

scholarly journals INFLUENCE OF MACROECONOMIC INDICATORS ON EXPORT CHANGES OF THE EAEU MEMBER COUNTRIES

2018 ◽  
pp. 7-14
Author(s):  
Saadat M. Assanseitova ◽  
Vladimir G. Svinukhov ◽  
Elvira V. Kovaleva
Keyword(s):  
Developed Countries ◽  
Added Value ◽  
Crude Oil Price ◽  
The World Bank ◽  
Trade Turnover ◽  
Macroeconomic Indicators ◽  
Factor Regression ◽  
High Degree ◽  
The Impact ◽  
The International Monetary Fund

The article examines the impact of some macroeconomic indicators, such as added value in industry, R & D expenditure, average crude oil price, on the export change for the EAEU member countries. For the study the authors used the open statistical databases of the International Monetary Fund, the United Nations Conference on Trade and Development (UNCTAD), the World Bank, as well as the statistical offices of the EAEU member countries for the period from 2004 to 2017. Using correlation analysis, the authors establish a connection between the indicators and use them to construct a three-factor regression model. It is shown that the change in exports in a sufficiently high degree depends on the fluctuations in the values of the selected indicators. The authors also analyze the development of the EAEU countries through the dynamics of the gross domestic product, exports, imports, trade turnover and foreign direct investment for the study period, showing the value of exports in the final indicator through a change of its share in GDP and comparing the EAEU states both among themselves and with similar indicator of the leading economically developed countries. 

أثر الرضا الوظيفي في تحسين جودة الخدمات الصحية: دراسة تطبيقية في مستشفى النجاة في مدينة طرابلس الليبية

2021 ◽  
Vol 8 (1) ◽  
pp. 447-477
Keyword(s):  
Job Satisfaction ◽  
Health Services ◽  
Relative Weight ◽  
Study Population ◽  
Female Employees ◽  
Quality Of Health Services ◽  
High Degree ◽  
The Impact ◽  
Study Questionnaire

ملخص: هدفت الدراسة التعرف إلى أثر الرضا الوظيفي في تحسين جودة الخدمات الصحية في مستشفى النجاة في مدينة طرابلس الليبية، وقد استخدمت الباحثة المنهج الوصفي التحليلي، وتم اختيار مجتمع الدراسة من جميع العاملين في الوظائف الإدارية والتمريض بشكل أساسي والبالغ عددهم (72) موظفًا وموظفة، واستخدمت الباحثة أسلوب الحصر الشامل لجميع أفراد مجتمع الدراسة؛ نظرًا لصغر حجم مجتمع الدراسة، حيث قامت بتوزيع استبانة الدراسة على كافة أفراد مجتمع الدراسة، وقد استجاب منهم (60) موظفًا وموظفة، أي بنسبة استجابة (83.3%)، واستخدمت الاستبانة لجمع البيانات. وتوصلت الدراسة إلى مجموعة من النتائج أهمها: أن درجة استجابة المبحوثين في مستشفى النجاة حول الرضا الوظيفي كانت بدرجة كبيرة جدًا وبوزن نسبي (86.9%)، وحول جودة الخدمات الصحية أيضًا حصلت على درجة موافقة مرتفعة وبوزن نسبي (78.1%)، كما توجد علاقة طردية ذات دلالة إحصائية بين أبعاد الرضا الوظيفي وتحسين جودة الخدمات الصحية في مستشفى النجاة، وبينت النتائج وجود أثر ذي دلالة إحصائية بين أبعاد الرضا الوظيفي على جودة الخدمات الصحية. وأوصت الدراسة بضرورة اهتمام الإدارة العليا في مستشفى النجاة بجميع أبعاد الرضا الوظيفي، والعناصر التي تُساهم في تحسين جودة الخدمات الصحية التي أظهرت النتائج أهميتها، وأثرها في تحسين جودة الخدمات الصحية في المستشفى. الكلمات المفتاحية: الرضا الوظيفي، جودة الخدمات الصحية، مستشفى النجاة. Abstract This study aimed to identify the impact of job satisfaction in improving the quality of health services at Al-Najat Hospital in the Libyan city of Tripoli. The comprehensive enumeration method for all members of the study population; Due to the small size of the study population, it distributed the study questionnaire to all members of the study community, and 60 male and female employees responded, i.e. a response rate of (83.3%), and the questionnaire was used to collect data. The study reached a set of results, the most important of which are: The degree of response of the respondents in Al-Najat Hospital about job satisfaction was very large and with a relative weight (86.9%), and about the quality of health services also obtained a high degree of approval with a relative weight (78.1%), and there is a direct relationship Statistically significant between the dimensions of job satisfaction and improving the quality of health services in Al-Najat Hospital, and the results showed a statistically significant effect between the dimensions of job satisfaction on the quality of health services. The study recommended that the senior management at Al-Najat Hospital should pay attention to all dimensions of job satisfaction, and the elements that contribute to improving the quality of health services, the results of which showed their importance, and their impact on improving the quality of health services in the hospital. Keywords: Job Satisfaction, Quality of Health Services, Najat Hospital.

Sexual harassment of oncologists.

2021 ◽  
Vol 39 (15_suppl) ◽  
pp. 11001-11001
Author(s):  
Ishwaria Mohan Subbiah ◽  
Merry Jennifer Markham ◽  
Stephanie L. Graff ◽  
Laurie Beth Matt-Amaral ◽  
Julia Lee Close ◽  
...  
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Experience ◽  
Sexual Coercion ◽  
Turnover Intentions ◽  
Workplace Safety ◽  
Career Stage ◽  
Cross Sectional Survey ◽  
The Impact

11001 Background: Few studies have used comprehensive validated measures to investigate the incidence and impact of workplace sexual harassment experienced by physicians (and none, to our knowledge, by oncologists). Methods: We conducted a cross-sectional survey of ASCO’s Research Survey Pool with targeted social media outreach to examine the prevalence and types of sexual harassment (SH) experienced by oncologists. Using the Sexual Experiences Questionnaire (SEQ), we measured their work experience of three SH forms (gender harassment [GH], unwanted sexual attention [USA], sexual coercion [SC]) in the past year by institutional insiders (peers/superiors) and patients/families separately. Controlling for race, career stage & specialty, multivariable (MV) regression models assess the impact of SH (independent variable) on 4 dependent variables of mental health (MHI5), perceptions of workplace safety (single item), job satisfaction (MOAQ) & 3-item measure of turnover intentions (in non-trainees). Results: Of 271 respondents, 250 were physicians in practice and 21 were residents/fellows; 153 (56%] were women, 168 (62%) practiced in academic settings & 227 (84%) were medical oncologists. SH by peers/superiors was reported by 189 (70%) overall, including 80% of women and 56% of men (p<0.0001). GH was reported by 79% of women and 55% of men (p<0.0001), USA by 22% of women and 9% of men (p=0.005), and SC by 3% of women and 2% of men (p=0.42). SH by patients and/or families was reported by 67% of women and 35% of men (p<0.0001), GH by 66% of women and 34% of men (p<0.0001), USA by 5% women and 6% men (p=0.80), and SC by 1% women and 1% men (p=0.72). MV analysis showed past-year SH from peers/superiors was significantly associated with decreased mental health (β -0.45, p 0.004), workplace safety (β -0.98, p<0.001) and increased turnover intentions (β 0.93, P<0.0001). SH from patients/families was similarly significantly associated with mental health (β -0.41, p 0.002), workplace safety (β -0.42, p 0.014) and turnover intentions (β 0.58, p 0.0004). SH from insiders (β -0.64, p 0.001) but not patients (p 0.55) was significantly associated with job satisfaction. Furthermore, there were no significant interactions between the respondents’ gender and the SH scores in any of the models of impact. Conclusions: This is the first study in oncology to systematically characterize the incidence of sexual harassment experienced by oncologists. Our findings demonstrate the impact of sexual harassment on men and women oncologists on multiple domains of workplace experience. This study provides critical data to inform the need for and design of effective protective and preventive workplace policies in oncology.

Drivers of intrapreneurship: an affective events theory viewpoint

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yariv Itzkovich ◽  
Sibylle Heilbrunn ◽  
Niva Dolev
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Affective Events Theory ◽  
Content Type ◽  
Study Results ◽  
Affective Events ◽  
Antecedents And Consequences ◽  
The Impact ◽  
First Time ◽  
The Relationship

PurposeIn the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.Design/methodology/approachData were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.FindingsFindings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.Research limitations/implicationsThe cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.Practical implicationsPractically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.Originality/valueThe study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

Traffic noise affects colouration but not calls in the European treefrog (Hyla arborea)

Behaviour ◽  
2015 ◽  
Vol 152 (6) ◽  
pp. 821-836 ◽  
Author(s):  
Mathieu Troïanowski ◽  
Camille Condette ◽  
Nathalie Mondy ◽  
Adeline Dumet ◽  
Thierry Lengagne
Keyword(s):  
Noise Exposure ◽  
Selection Process ◽  
Traffic Noise ◽  
Call Structure ◽  
Hyla Arborea ◽  
Terrestrial Habitats ◽  
Negative Effect ◽  
The Impact ◽  
First Time ◽  
Colour Signals

In terrestrial habitats, traffic noise is responsible for chronic noise exposure and impacts both signal detection and acoustic signal structure. Several species are known to adapt their call structures to cope with noise. However, compromised hearing affects more than acoustic communication, and noise should be consider as a stress factor that can also alter visual communication in the case of carotenoid-based signals. Here, we experimentally investigated the impact of traffic noise on the expression of secondary sexual signals in the European treefrog, Hyla arborea. Treefrogs use multimodal communication in the sexual selection process (mating calls and vocal sac colouration). We found that treefrogs seem unable to adjust their call structure. Nonetheless, males showed a significant decrease in colouration intensity. Our findings highlight for the first time the negative effect of traffic noise on colour signals. This suggests that anthropogenic noise could affect a wider range of species than previously thought.

scholarly journals The Impact of Constructive Thinking on Emotional Labour and Job Satisfaction among High School Teachers

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Deepti K
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
High School Teachers ◽  
Work Experience ◽  
Negative Impact ◽  
Positive Impact ◽  
Constructive Thinking ◽  
School Teachers ◽  
Emotional Labour ◽  
The Impact

National Policy on Education (1986) mentions that the status of the teacher reflects the socio-cultural ethos of a society; it is said that no people can rise above the level of its teachers. The government and the community should endeavor to create conditions that will help motivate and inspire teachers on constructive and creative lines. In light of this the present study is done to see if there is any impact of constructive thinking on the emotional labour and job satisfaction of high school teachers. Constructive thinking refers to the ability to relate to others in an effective way (emotional intelligence), solve interpersonal problems in a proper way (social intelligence) and the ability to effectively solve problems that arise in everyday life (practical intelligence) with minimum amount of stress (Epstein1990). Emotional labour, is the display or constraint of emotional expression as part of the work role to meet organizational, social or occupational expectations, it is an integral aspect of working life for many employees (Mann, 1997) and Job Satisfaction Is a pleasurable or positive emotional state resulting from the appraisal of one‟s job or job experiences (Jex 2002). The study was conducted on 100(50 men & 50 women) high school teachers from the schools in the city of Hyderabad. These teachers had work experience of 10-15 years and were in the age group 35-45 yrs. The findings of the study suggest that there is a negative effect of global constructive thinking on emotional labour indicating that if constructive thinking is high emotional labour will be less among teachers. Positive relation is found between constructive thinking and job satisfaction and no significant relation is found between emotional labour and job satisfaction. On the dimensions of constructive thinking it is found that women are higher on behavioural coping which means women indulge more in action oriented thinking, which deals with thinking in a way that promotes effective action. Whereas men are found high on categorical thinking compared to women. This indicates that they view issues in black-and-white terms, without acknowledging shades of gray something like rigid thinking. On dimensions of emotional labour women are found high on deep acting which indicates that they alter the emotions within themselves rather than faking it. Women are also found high on display on emotions which suggests that they are better in expressing their emotion in comparison with men. As the finding of the study suggest the constructive thinking has a negative impact on emotional labour and positive impact on job satisfaction, it can be said by enhancing constructive thinking by training can help to reduce emotional labour and improve job satisfaction among teachers.

scholarly journals Socio-cultural network of Western Aukštaitians of Kaunas and Eastern Aukštaitians of Panevėžys

2016 ◽  
pp. 136-159
Author(s):  
Agnė Čepaitienė
Keyword(s):  
Network Theory ◽  
Statistical Data ◽  
Social Network Theory ◽  
Educational Institutions ◽  
The West ◽  
Post Offices ◽  
Research Material ◽  
Medical Institutions ◽  
High Degree ◽  
The Impact

The article is based on a universal social network theory. It also offers a socio-cultural network of two subdialect areas: Western Aukštaitians of Kaunas and Eastern Aukštaitians of Panevėžys. The paper attempts to investigate migration directions of residents of the inhabited areas included into the Atlas of Lithuanian Language (ALL points). They are used to identify hypothetical zones of ALL points demonstrating a high degree of subdialect vitality.The research material consists of statistical data of 176 ALL points (121 of Western Aukštaitians of Kaunas and 86 of Eastern Aukštaitians of Panevėžys) collected in 2011–2015. The data issummarized in a table. The paper also includes a socio-cultural network completed with the help of the software Paint referring to 6 criteria: movement directions (to schools, hospitals, libraries,churches, post offices and supermarkets) of the communities’ members residing in the ALL points and covering dialectal areas of Western Aukštaitians of Kaunas and Eastern Aukštaitians ofPanevėžys. The paper evaluates the viability, social structure, communicative networks of situations and possible directions of dialectal changes of ALL points.The results show that both subdialects are linguistically similar in strength; both demonstrate high vitality. Dialectal features seem to be best maintained in and around Ariogala, Jurbarkas, Šakiai,Kazlų Rūda, Vilkaviškis, Kalvarija and Biržai, Pasvalys, Radviliškis, Ramygala.Subdialect changes have been mainly determined by a high degree of mobility within the dialectal areas rather than the impact of other dialects. Internal migration is stimulated by attractivesupermarkets and medical institutions in the nearest ALL points, while migration to other areas of subdialects is motivated by attractive supermarkets (in case of Western Aukštaitians of Kaunas) or a lack of educational institutions in the original places of residence (in case of Eastern Aukštaitians of Panevėžys).A possible direction of changing dialectal features is the south in case of Western Aukštaitians of Kaunas and the west in case of Eastern Aukštaitians of Panevėžys. However, the oppositedirection is not excluded: dialectal features of Western Aukštaitians of Kaunas are actively penetrating the dialectal area of Southern Aukštaitians and dialectal features of Eastern Aukštaitians of Panevėžys tend to spread in the dialectal area of Western Aukštaitians of Šiauliai.Presumably, the above indicators show that despite similarities and differences between both subdialects and the standard language, the subdialects have similar conditions to survive and become stronger.

Are Remote and Non-Remote Workers Different? Exploring the Impact of Trust, Work Experience and Connectivity on Performance Outcomes

2002 ◽  
pp. 302-324
Author(s):  
D. Sandy Staples
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Experience ◽  
Interpersonal Trust ◽  
Remote Work ◽  
Weak Support ◽  
Remote Employees ◽  
Remote Workers ◽  
Role Of It ◽  
The Impact

Information technology (IT) is enabling the creation of virtual organizations and remote work practices. As this practice of employees working remotely from their managers and colleagues grows, so does the importance of making these remote end-users of technology effective members of organizations. This study tested a number of relationships that were suggested in the literature as being relevant in a remote work environment. Interpersonal trust of the employees in their managers was found to be strongly associated with higher self-perceptions of performance, higher job satisfaction and lower job stress. There was weak support for the impact of physical connectivity (i.e., the availability of IT) on job satisfaction, supporting the enabling role of IT. These findings were similar for both remote employees (i.e., those that worked in a different building than their managers) and non-remote employees. However, more frequent communications between the manager and employee was associated with higher levels of interpersonal trust only with the remote workers. Cognition-based trust was also found to be more important than affect-based trust in a remote work environment, suggesting that managers of remote employees should focus on activities that demonstrate competence, responsibility and professionalism.

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