scholarly journals The Influence of extension professional’s job satisfaction and the quality of relationship with department heads on field faculty career commitment to CES extension

2021 ◽  
Vol 2 (3) ◽  
pp. 25-38
Author(s):  
Steven Siegelin ◽  
Daniel Lee ◽  
Cody Stone
Keyword(s):  
Job Satisfaction ◽  
Career Commitment ◽  
Early Career ◽  
Strong Positive Correlation ◽  
State University ◽  
Positive Correlation ◽  
Montana State University ◽  
Member Exchange ◽  
Extension Professionals ◽  
Intrinsic Job Satisfaction

This research increased the understanding of Extension professionals’ career commitment by measuring the relationship between their job satisfaction and how they perceive their relationship with their supervisor using the Leader-Member Exchange Theory (LMX 7) and their career commitment. Montana State University Extension (MSUE) experiences periods of higher turnover among field-based professionals. The reasons for leaving are not well understood. Herzberg et al. (1959) identified intrinsic job satisfaction as a motivation factor and the extrinsic relationships with supervisors as one factor that influences employee dissatisfaction (Strong & Harder, 2009). Thirty-six early career Extension professionals at MSUE were surveyed regarding job satisfaction (Benge & Harder, 2017; Smerek & Peterson, 2007); LMX 7 (Graen & Uhl-Bien,1995); and original questions designed to establish the career commitment of Extension professionals to MSUE. Pearson’s r was calculated for the job satisfaction and LMX 7 scores with career commitment (the predicted percent of career worked for Extension). The research found a strong positive correlation between job satisfaction and career commitment (r(22) = .76); and a weak positive correlation between LMX 7 and career commitment (r(22) = .15). An additional question provided insights into the reasons why Extension professionals might leave their career.

scholarly journals Enhanced Care Assistant Training to Address the Workforce Crisis in Home Care: Changes Related to Job Satisfaction and Career Commitment

2007 ◽  
Vol 8 (2) ◽  
pp. 71-81 ◽  
Author(s):  
Constance L. Coogle ◽  
Iris A. Parham ◽  
Rita Jablonski ◽  
Jason A. Rachel
Keyword(s):  
Job Satisfaction ◽  
Home Care ◽  
Career Commitment ◽  
Management Training ◽  
Data Sets ◽  
Term Care ◽  
Training Models ◽  
Intrinsic Job Satisfaction

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18–39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40–51 years of age. When contacted 6–12 months after the training series had concluded, participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

scholarly journals The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

2015 ◽  
Vol 5 (1) ◽  
pp. 1-16 ◽  
Author(s):  
Amare Werku Ijigu
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Training And Development ◽  
Strong Positive Correlation ◽  
Positive Correlation ◽  
Hrm Practices ◽  
Compensation Package ◽  
Employees Satisfaction ◽  
Public Banks ◽  
Recruitment And Selection

Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks) because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

Job Satisfaction and Career Commitment Among Alzheimer’s Care Providers: Addressing Turnover and Improving Staff Empowerment

2011 ◽  
Vol 26 (7) ◽  
pp. 521-527 ◽  
Author(s):  
Constance L. Coogle ◽  
Iris A. Parham ◽  
Colleen A. Rachel
Keyword(s):  
Job Satisfaction ◽  
Career Planning ◽  
Career Commitment ◽  
Care Staff ◽  
Care Providers ◽  
Satisfaction Measure ◽  
Work Related ◽  
Scale Scores ◽  
Intrinsic Job Satisfaction

This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer’s care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended dementia-specific training and completed 2 short work-related questionnaires that measured job satisfaction and career commitment. The results of stepwise regression revealed interrelations between the 2 constructs. Congruence appeared to be reciprocal with respect to the overall scale scores and the intrinsic job satisfaction measure. Unexpected relations appeared in analyses of the extrinsic job satisfaction measure and the career planning subscale. Results are indicative of the fundamental distinction between job satisfaction and career commitment. Implications for efforts to reduce turnover and improve staff empowerment are also considered.

scholarly journals PENGARUH MOTIVASI KERJA, KEPUASAN KERJA, DAN KOMPENSASI TERHADAP DISIPLIN KERJA KARYAWAN KONTRAK DI POLITEKNIK NEGERI JAKARTA DEPOK JAWA BARAT

account ◽  
2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Mulyanto Mulyanto ◽  
Lenny C. Nawangsari
Keyword(s):  
Job Satisfaction ◽  
Organization Culture ◽  
Organization Performance ◽  
Strong Positive Correlation ◽  
West Java ◽  
Positive Correlation ◽  
Health Delivery ◽  
Contract Employees ◽  
Job Motivation

PENGARUH MOTIVASI KERJA, KEPUASAN KERJA, DAN KOMPENSASI TERHADAP DISIPLIN KERJA KARYAWAN KONTRAK DI POLITEKNIK NEGERI JAKARTA DEPOK JAWA BARATMulyanto Politeknik Negeri Jakarta [email protected] C. NawangsariUniversitas Mercu [email protected] purpose of this reaserch is to analyze the influence of job motivation, job satisfaction, and job compensation to job dicipline of contracted employees in Politeknik Negeri Jakarta. Diciplin of employee is a very important factor for any corporation or entity in all over countries.  Diciplne may  determine  organization  culture, good governments,  prevent  descripancies,  and at  the  endgenerate organization performance.   So there is such curiousity to find out what variables may influence dicipline.   The object of resarch is the contract employees of Politeknik Negeri Jakarta (PNJ) Depok, West Java. The reason took contracted employee is because they dont have insurance of health, delivery leave, and obviously permanent job.  These condition tend to effect negatively to motivation, satisfaction, and finally to dicipline.   By   doing some pre-research, , by distributing questionare to 40 contracted employees, it discovered that job motivation, job satisfaction, and job compensation are determinant independant variables to job dicipline as dependant variable, so this studi is to eximining the influence jo motivation, job satisfaction, and compentation to job dicipline contracted employee of PNJ.  After overviewing some data on questioner distributed about perception of four variables ( job motivation, job satisfaction, compensation ) over 91 samples of 117 population respndents of contracted employees, this research comprehensively come into conclutionn that individually job motivation has , job satifaction, compensation has strong positive correlation to work dicipline and simultanously also define strong positive correlation to work dicipline of cotracted employees of Politeknik Negeri Jakarta Keywords: dicipline, job motivation, job satisfaction, compensation, contracted employee ABSTRAKTujuan penelitian ini adalah untuk menganalisis pengaruh motivasi kerja, kepuasan kerja,kompensasi terhadap disiplin kerja karyawan kontrak Politeknik Negeri Jakarta.  Dsiplin karyawan adalah  faktor yang sangat penting bagi setiap perusahaan atau lembaga di setiap negara di dunia. Disiplin dapat menentukan kultur organisasi, a yang baik, pencegahan penyimpangan, dan pada akhirnya menghasilkan kinerja organisasi.  Hal ini mendorong ketertarikan untuk meninjau lebih jauh tentang variabel-variabel yang menentukan disiplin karyawan.   Obyek penelitian adalah karyawan kontrak Pokiteknik negri jakarta (PNJ) Depok, Jawa Barat. Latar belakang pemilihan obyek karyawan kontrak karena mereka tidak memiliki jaminan seperti yang dimiliki oleh karyawan tetap  seperti asuransi kesehatan, tunjangan cuti melahirkan, dan  tentu  saja  jaminan  kepastian pekerjaan.   Kondisi status pekerjaan kontrak seperti tersebut diatas cendrung berdampak negatif terhadap motivasi kerja, kepuasan kerja, yang pada akhirnya berdampak pada disiplin kerja. Dengan melakukan riset pendahuluan, dengan menggunakan instrumen kuesioner terhadap 40 karyawan kontrak , diperoleh bahwa variabel motivasi kerja, kepuasan kerja, dan kompensasi, merupakan variabel-variabel bebas utama yang mampu mempengaruhi disiplin kerja sebagai variabel terikat, sehingga penelitian ini unyuk menguji pengaruh motivasi kerja, kepuasan kerja, dan kompensasi terhadap disiplin kerja karyawan kontrak PNJ.  Setelah melakukan pengolahan dan anlisis data ats kuesioner mengenai percepsi karyawan kontrak PNJ, dengan jumlah sampel 91 responden dari 117 popujasi, terhadap 4 variabel yaitu motivasi kerja, kepuasan kerja, kompensasi, dan disiplin kerja, maka disimpulkan secara komprehensif bahwa secara individual ketiga variabel bebas berkorelasi positif terhadap disiplin kerja.  Demikian pula secara simultan berkorelasi positif terhadap disiplin kerja karyawan kontrak Politeknik Negeri Jakarta. Kata Kunci: Disiplin kerja, Kepuasan kerja, motivasi kerja, kompensasi, karyawan kontrak

The Strong Positive Correlation between Factor VII Clotting Activity Using Bovine Thromboplastin and the Activated Factor VII Level

1995 ◽  
Vol 73 (03) ◽  
pp. 429-434 ◽  
Author(s):  
Kazuomi Kario ◽  
Takefumi Matsuo ◽  
Reiko Asada ◽  
Toshiyuki Sakata ◽  
Hisao Kato ◽  
...  
Keyword(s):  
Risk Factor ◽  
Bovine Brain ◽  
Factor Vii ◽  
Rabbit Brain ◽  
Strong Positive Correlation ◽  
Chromogenic Substrate ◽  
Moderate Correlation ◽  
Positive Correlation ◽  
Activated Factor Vii

SummaryWe compared factor VII clotting activity (FVIIc) assays using different thromboplastins to determine which is the most sensitive for activated FVII (FVIIa) or for FVII antigen (FVIIag). FVIIc levels were measured using thromboplastins derived from bovine brain (FVIIc Bov), human placenta (FVIIc Hum), and rabbit brain (FVIIc Rab). FVIIa levels were measured by fluorogenic assays using human soluble tissue factor (rsTF) or bovine rsTF. We also measured FVII activity by an amidolytic assay (FVIIc:am Hum) using human thromboplastin and a chromogenic substrate for thrombin. FVIIag levels were determined by ELISA. In the FVIIa assay, the reaction time obtained from using bovine rsTF was shorter than that with human rsTF, suggesting that the interaction of plasma FVIIa with bovine rsTF was stronger than with human rsTF. The plasma FVIIa levels measured using human rsTF and bovine rsTF were almost the same (r=0.947, p<0.0001). Among the three FVIIc assays, FVIIc Bov had the strongest positive correlation with the plasma FVIIa level (r=0.886, p<0.000l), but had no correlation with FVIIag. An increase of 1 ng/ml in the plasma FVIIa level yielded a 27.9% increase of FVIIc Bov. Plasma FVIIc Hum and FVIIc:am Hum showed moderate correlations with both FVIIa (r=0.520, p<0.02 and r=0.569, p<0.01, respectively) and FVIIag (r=0.438, p<0.05 and r=0.468, p<0.05, respectively). FVIIc Rab had the lowest correlation with FVIIa (r=0.367, p<0.1), but had a moderate correlation with FVIIag (r=0.436, p<0.05). After in vitro cold activation, FVIIc Bov levels increased the most and FVIIc:am levels showed the least change. These findings indicate that consideration of the thromboplastin used for assay is necessary when assessing the clinical significance of FVII activity as a cardiovascular risk factor.

The Effects of Person-Job Mismatch on the Intrinsic Job Satisfaction

2019 ◽  
Vol 33 (4) ◽  
pp. 167-210
Author(s):  
Jeong-Hyun Lee ◽  
◽  
Qing-Qing Qu
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Job Satisfaction ◽  
Job Mismatch

scholarly journals Microsatellite Variation and Recombination Rate in the Human Genome

Genetics ◽  
2000 ◽  
Vol 156 (3) ◽  
pp. 1285-1298 ◽  
Author(s):  
Bret A Payseur ◽  
Michael W Nachman
Keyword(s):  
Recombination Rate ◽  
Microsatellite Polymorphism ◽  
Published Data ◽  
Strong Positive Correlation ◽  
Background Selection ◽  
Recombination Rates ◽  
Microsatellite Variation ◽  
Positive Correlation ◽  
Genome Recombination ◽  
Neutral Mutations

Abstract Background (purifying) selection on deleterious mutations is expected to remove linked neutral mutations from a population, resulting in a positive correlation between recombination rate and levels of neutral genetic variation, even for markers with high mutation rates. We tested this prediction of the background selection model by comparing recombination rate and levels of microsatellite polymorphism in humans. Published data for 28 unrelated Europeans were used to estimate microsatellite polymorphism (number of alleles, heterozygosity, and variance in allele size) for loci throughout the genome. Recombination rates were estimated from comparisons of genetic and physical maps. First, we analyzed 61 loci from chromosome 22, using the complete sequence of this chromosome to provide exact physical locations. These 61 microsatellites showed no correlation between levels of variation and recombination rate. We then used radiation-hybrid and cytogenetic maps to calculate recombination rates throughout the genome. Recombination rates varied by more than one order of magnitude, and most chromosomes showed significant suppression of recombination near the centromere. Genome-wide analyses provided no evidence for a strong positive correlation between recombination rate and polymorphism, although analyses of loci with at least 20 repeats suggested a weak positive correlation. Comparisons of microsatellites in lowest-recombination and highest-recombination regions also revealed no difference in levels of polymorphism. Together, these results indicate that background selection is not a major determinant of microsatellite variation in humans.

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