Vision Conflict Scale

Advances in Human Resources Management and Organizational Development - Handbook of Research on Advancements in Organizational Data Collection and Measurements ◽

10.4018/978-1-7998-7665-6.ch013 ◽

2021 ◽

pp. 191-209

Author(s):

J. Louis Spencer ◽

W. David Winner

Keyword(s):

Job Satisfaction ◽

Role Ambiguity ◽

Life Experience ◽

Real Life ◽

Job Fit ◽

Key Factors ◽

Values Congruence ◽

Church Ministry ◽

Critical Elements ◽

Pastoral Effectiveness

This chapter presents the development of a scale that measures vision conflict, which refers to the disparity between what a minister anticipates a ministry to be like versus the real-life experience. Vision conflict is correlated with four similar phenomena, including role ambiguity, negative job satisfaction, negative values congruence, and negative ability-job fit. The scale addresses key factors that may affect pastoral terminations and exits from church ministry. It also encourages the understanding of critical elements that hinder pastoral effectiveness and create a stronger resilience to exiting the ministry.

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The Way to Improve Employees' Job Satisfaction in Korean Social Enterprises: The Moderating Effects of Person-Organization Fit, Person-Job Fit, and Person-Supervisor Fit

International Journal of Financial Research ◽

10.5430/ijfr.v10n5p347 ◽

2019 ◽

Vol 10 (5) ◽

pp. 347

Author(s):

Xiu Jin ◽

Sang Woo Hahm

Keyword(s):

Job Satisfaction ◽

Organizational Performance ◽

Organizational Communication ◽

Social Enterprises ◽

Future Research ◽

Job Fit ◽

Key Factors ◽

Organizational Fit ◽

High Level ◽

Person Organization Fit

Human resources play a key role in achieving a high level of organizational performance and the importance is still emphasized in our society. Nonetheless, organizations are experiencing negative phenomena such as job exhaustion and turnover. One of the key factors that can reduce these negative factors is seen as job satisfaction. In this regard, this research is an empirical study that it focused on the improvement of job satisfaction among organizational members who work in Korean social enterprises. In order to improve their job satisfaction, we focused on organizational communication and verified its role and emphasized its importance through its influence on job satisfaction. To improve the effect of organizational communication, we verified the role of person-organizational fit, person-job fit, and person-supervisor fit. These three types of fit were identified as ways to increase the influence of organizational communication on job satisfaction. Therefore, we examined the moderating effect of these three types of fit on the relationship between organizational communication and job satisfaction. The empirical results showed that the higher the three types of fit, the greater the influence of organizational communication on job satisfaction. Furthermore, by comparing the impacts of the three types of fit on job satisfaction, we identified what is the most essential fit. Based on the results of empirical analysis, this research discussed practical implications for improving organizational member's job satisfaction in Korean social enterprises and provides future research plans for the performance of Korean social enterprises.

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Can’t get no satisfaction: exploring job (dis)satisfaction in Silicon Valley through Glassdoor reviews

Human Resource Management International Digest ◽

10.1108/hrmid-07-2021-0160 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Keyword(s):

Job Satisfaction ◽

Employee Turnover ◽

Role Ambiguity ◽

Reading Time ◽

Training And Development ◽

Key Factors ◽

Content Type ◽

Pertinent Information ◽

And Training ◽

Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction in the IT sector is linked to reduced employee turnover. The authors explore the factors driving job satisfaction through Glassdoor reviews of the top 15 US based IT companies and find that role ambiguity and conflict, supervisor behaviour and training and development are key factors driving job satisfaction. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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