The Effect of Person-Job Fit on Job Satisfaction and Career Commitment

2021 ◽  
Vol 24 (5) ◽  
pp. 133-152
Author(s):  
Gi-Bok Ahn ◽  
Yong-Geun Na ◽  
Young-Joong Kim
Keyword(s):  
Job Satisfaction ◽  
Career Commitment ◽  
Job Fit

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.

Vision Conflict Scale

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.

scholarly journals Mediator Role of Subjective Well-Being and Job Satisfaction in Relationship Psychological Capital on Career Commitment

2020 ◽  
Vol 9 (4) ◽  
pp. 442-450
Author(s):  
Tri Agustini ◽  
Nury Ariani Wulansari
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Psychological Capital ◽  
Career Commitment ◽  
Sampling Technique ◽  
Well Being ◽  
Civil Servant ◽  
Total Sample ◽  
Mediating Effect ◽  
Subjective Well Being

Abstract Career commitment is motivating force for a person to work in that career continuously, which is based on belief in value of job that has been chosen. Career commitment is influenced by several factors such as psychological capital, subjective well-being, and job satisfaction. This study aims to examine the mediating effect of subjective well-being and job satisfaction in the relationship of psychological capital to career commitment. The population in this study were State Civil Servant (ASN) of Regional Secretariat in Banjarnegara. The sampling technique in this study used is saturated sampling technique with a total sample of 112 ASN. Methods of data analysis using the Structural Equation Model (SEM) with analysis tools namely SmartPLS 3.0. The results of study indicate that psychological capital has a positive and significant influence on career commitment and also positive and significant on subjective well-being and job satisfaction. In addition, subjective well-being and job satisfaction also have a positive and significant effect on career commitment. Then, subjective well-being and job satisfaction mediate the effect of psychological capital on career commitment. Suggestions for the head of the department to hold training for work of an administrative nature in accordance with their position or duties and to create a pleasant work environment, for example, holding a State Civil Servant (ASN) gathering. If the State Civil Servant (ASN) is satisfied at work, then higher the career commitment will be.

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