scholarly journals Antonovsky’s sense of coherence and job satisfaction: Meta-analyses of South African data

2009 ◽  
Vol 35 (1) ◽  
Author(s):  
Deo J.W. Strűmpfer ◽  
Gideon P. De Bruin
Keyword(s):  
Job Satisfaction ◽  
Measurement Error ◽  
South African ◽  
Sense Of Coherence ◽  
Effect Size ◽  
Short Form ◽  
Data Sets ◽  
Long Form ◽  
Meta Analyses ◽  
The Relationship

Data on the relationship between sense of coherence (SOC) and job satisfaction (JS) were collected from published sources, unpublished theses and unpublished reports. Twenty-four data sets using the SOC long form and 10 sets using the short form were found. Neither the form of SOC nor the type of JS measure moderated the relation. SOC accounted for approximately 18% of the variance in JS. Approximately 10% of the between-study variance was due to real differences in effect size. Correcting for measurement error, SOC accounted for approximately 25% of the variance in JS, and real differences in effect size accounted for less than 1% of the between-study variance.

Preliminary Validation of a Short-Form Version of the Attachment Style Questionnaire for Use in Clinical Rehabilitation Counseling Research and Practice

2017 ◽  
Vol 61 (4) ◽  
pp. 205-216 ◽  
Author(s):  
Kanako Iwanaga ◽  
John Blake ◽  
Rana Yaghmaian ◽  
Emre Umucu ◽  
Fong Chan ◽  
...  
Keyword(s):  
Attachment Style ◽  
Sense Of Coherence ◽  
Short Form ◽  
Rehabilitation Counseling ◽  
People With Disabilities ◽  
Satisfaction With Life Scale ◽  
Research And Practice ◽  
Cord Injury ◽  
Long Form ◽  
Attachment Style Questionnaire

The purpose of this study was to develop and validate a short-form version of the Attachment Style Questionnaire (ASQ) in people with disabilities. The construction sample consisted of 108 participants recruited from spinal cord injury (SCI) advocacy organizations. The cross-validation sample comprised 140 individuals with traumatic injuries recruited from a rehabilitation hospital. Measures administered were the ASQ, Trait Hope Scale, Sense of Coherence Scale, and Satisfaction With Life Scale. Results showed that the three subscales of secure, anxious, and avoidant attachment from the short-form ASQ had high correlations with the three subscales from the long-form ASQ. The reliability of the subscales for the short-form ASQ was adequate and similar to the long-form ASQ. Both the short- and long-form ASQ subscales were found to correlate with hope, sense of coherence, and subjective well-being in the expected theoretical directions. Confirmatory factor analysis also supported the three-factor measurement structure of the short-form ASQ. This study provides evidence to support the psychometric properties of the abbreviated ASQ in people with disabilities. The short-form version of the ASQ is a brief, reliable, and psychometrically sound measure of attachment that can be used in clinical rehabilitation counseling research and practice.

scholarly journals Job satisfaction, organisational commitment and work engagement in an insurance company

2019 ◽  
Vol 39 (2) ◽  
pp. 123-144 ◽  
Author(s):  
Norah Sehunoe ◽  
Rian Viviers ◽  
Claude-Helene Mayer
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Work Engagement ◽  
Knowledge Worker ◽  
Medium Effect ◽  
Insurance Company ◽  
Organisational Commitment ◽  
Utrecht Work Engagement Scale ◽  
Job Satisfaction Survey ◽  
The Relationship

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spector’s (1997) Job Satisfaction Survey, Allen and Meyer’s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakker’s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

scholarly journals The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Monia L. Castro ◽  
Nico Martins
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
South African ◽  
Factor Model ◽  
Strong Positive Correlation ◽  
Line Managers ◽  
Convenience Sample ◽  
Organisational Climate ◽  
Exploratory Factor Analyses ◽  
The Relationship

Orientation: Organisational climate and job satisfaction are distinct but related constructs, and both appear to influence employees’ understanding of the work environment and their level of job satisfaction.Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction.Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today.Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model.Main findings: The revised 12-factor model (after the confirmatory factor analysis) fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions) for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01) between organisational climate and the dependent variable of job satisfaction.Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour.Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.

scholarly journals The Relationship and Its Impact Between Organizational Health and Job Satisfaction

2019 ◽  
Vol 10 (5) ◽  
pp. 12
Author(s):  
Maysoon Abdulkareem ◽  
Khalaf R. Flayeh
Keyword(s):  
Job Satisfaction ◽  
Short Form ◽  
Organizational Health ◽  
Arabic Language ◽  
Individual Data ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Questionnaire Form ◽  
The Relationship ◽  
Statistical Results

The research aims to investigate the relationship between organizational Health and Job satisfaction beside and examine how a job satisfaction is affected by the state of health in an organization.The population includes (80) employees who work in different areas of Baghdad Mayoralty. Questionnaire form was used to collect a required data from sample of research. This questionnaire consists of three parts, First part concern with individual data while the second used to measure the level of health in a survey organization depending on (Karaguzel, 2012) characteristics' that involve (21) statements and the last part measured the degree of Job satisfaction based on (Minnesota Satisfaction Questionnaire-short form) which contain (20) phrases. The questionnaire upon distributed to respondents was translated to Arabic language. So, Acronbach's test using SPSS program for social science to determine the reliability of this instrument that it indicated to the respective value. As well as the statistical results were confirmed the research hypothesizes that refer to strong and significantly as such influence between organizational health and job satisfaction.

scholarly journals Comparing “Visual” Effect Size Indices for Single-Case Designs

Methodology ◽  
2010 ◽  
Vol 6 (2) ◽  
pp. 49-58 ◽  
Author(s):  
Rumen Manolov ◽  
Antonio Solanas ◽  
David Leiva
Keyword(s):  
Effect Size ◽  
Visual Analysis ◽  
Psychological Treatment ◽  
Single Case ◽  
Data Sets ◽  
Intervention Effect ◽  
Applied Study ◽  
Data Points ◽  
Single Case Designs ◽  
Meta Analyses

Effect size indices are indispensable for carrying out meta-analyses and can also be seen as an alternative for making decisions about the effectiveness of a treatment in an individual applied study. The desirable features of the procedures for quantifying the magnitude of intervention effect include educational/clinical meaningfulness, calculus easiness, insensitivity to autocorrelation, low false alarm, and low miss rates. Three effect size indices related to visual analysis are compared according to the aforementioned criteria. The comparison is made by means of data sets with known parameters: degree of serial dependence, presence or absence of general trend, and changes in level and/or in slope. The percent of nonoverlapping data showed the highest discrimination between data sets with and without intervention effect. In cases when autocorrelation or trend is present, the percentage of data points exceeding the median may be a better option to quantify the effectiveness of a psychological treatment.

scholarly journals Job involvement and job satisfaction of South African nurses compared with other professions

Curationis ◽  
1991 ◽  
Vol 14 (1) ◽  
Author(s):  
R.A. Kaplan ◽  
A.B. Boshoff ◽  
A.M. Kellerman
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
South African ◽  
Medical Profession ◽  
Short Form ◽  
Job Involvement ◽  
Work Outcomes ◽  
Professional Groups ◽  
Final Sample ◽  
Random Samples

The study was designed primarily to compare the work outcomes of job satisfaction and job involvement of South African nurses with those of members of 13 other professional groups in South Africa and with American nurses where data was available. Secondary aims included identifying areas where job satisfaction was particularly low and demonstrating the relative independence of the job involvement and job satisfaction constructs. A questionnaire incorporating the Kanungo Job Involvement Scale and the Short Form of the Minnesota Job Satisfaction Questionnaire was mailed to random samples of people between the ages of 29 and 41 drawn from 14 professional registers. There were 114 nurses in the final sample and 1677members of other professions. Differences among professions were tested for significance using one-way analyses of variance and Bonferroni ranges tests. South African Nurses were shown to have extremely low job satisfaction relative to American nurses and to other professional groups in South-Africa. By contrast their job involvement was moderately high. The implications of these findings for the medical profession as a whole and for nurses in particular are discussed. The fear is expressed that wide spread dissatisfaction may lead to fewer people entering the profession and highly trained people leaving.

scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

scholarly journals No Evidence for a Relationship between Intelligence and Ejaculate Quality

2020 ◽  
Vol 18 (3) ◽  
pp. 147470492096045
Author(s):  
Tara DeLecce ◽  
Bernhard Fink ◽  
Todd Shackelford ◽  
Mohaned G. Abed
Keyword(s):  
Sperm Count ◽  
Short Form ◽  
Sperm Concentration ◽  
Research Area ◽  
Self Report ◽  
Future Research ◽  
Data Sets ◽  
Genetic Quality ◽  
Phenotypic Quality ◽  
The Relationship

Genetic quality may be expressed through many traits simultaneously, and this would suggest a phenotype-wide fitness factor. In humans, intelligence has been positively associated with several potential indicators of genetic quality, including ejaculate quality. We conducted a conceptual replication of one such study by investigating the relationship between intelligence (assessed by the Raven Advanced Progressive Matrices Test–Short Form) and ejaculate quality (indexed by sperm count, sperm concentration, and sperm motility) in a sample of 41 men (ages ranging 18 to 33 years; M = 23.33; SD = 3.60). By self-report, participants had not had a vasectomy, and had never sought infertility treatment. We controlled for several covariates known to affect ejaculate quality (e.g., abstinence duration before providing an ejaculate) and found no statistically significant relationship between intelligence and ejaculate quality; our findings, therefore, do not match those of Arden, Gottfredson, Miller et al. or those of previous studies. We discuss limitations of this study and the general research area and highlight the need for future research in this area, especially the need for larger data sets to address questions around phenotypic quality and ejaculate quality.

The Relationship Between Job Satisfaction And Life Satisfaction: Empirical Evidence From Logistics Practitioners In A South African Steel-Making Company

2014 ◽  
Vol 13 (3) ◽  
pp. 453 ◽  
Author(s):  
Chengedzai Mafini
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
South African ◽  
Satisfaction With Life Scale ◽  
Workplace Flexibility ◽  
Steel Making ◽  
The Right ◽  
Nonparametric Correlation ◽  
The Relationship ◽  
Satisfaction Factors

There has been an explosion of research interests centered upon the job satisfaction-life satisfaction nexus within organizations. Be that as it may, there is a relative paucity of research on the job satisfaction of logistics practitioners in general and limited evidence of studies that specifically address the issue of job satisfaction in the steel-making industry in developing countries. The aim of this study was to investigate the structural relationships between job satisfaction and life satisfaction. The study followed a quantitative survey approach in which a three-section questionnaire was administered to 192 purposively selected logistics practitioners in a South African steel-making company. The Minnesota Job Satisfaction Scale and the Satisfaction with Life Scale were adapted for this study. Data were analysed through Principal Component Analysis using Varimax rotation, nonparametric correlation analysis, and descriptive statistics. Five job satisfaction factors, namely, skills utilisation, workplace flexibility, autonomy, teamwork, and remuneration were extracted. The five factors attained high Cronbach Alpha values above the recommended 0.70, which indicates high internal consistencies among the sub-scales. Positive, significant relationships were found between life satisfaction and two factors, namely, skills utilization and remuneration. Weak relationships were found between life satisfaction and three job satisfaction factors, namely, teamwork, workplace flexibility, and autonomy. Mean score rankings showed that among the job satisfaction factors, skills utilisation was more important to logistics practitioners. The study is important in that it provides further verification of the patterns in the relationship between job satisfaction and life satisfaction. By examining the structural interplay between job and life satisfaction variables among logistics practitioners, organizations may be better equipped to initiate strategies of meeting the needs of their logistics workforce, thereby facilitating improved organizational performance as measured through the ability to deliver the right product to the right place at the right time, which is the mission of logistics.

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