The Effect of Stress and Job Aptitude on Job Satisfaction for Employees with Disabilities: Moderated by the Degree of Disability

2021 ◽  
Vol 30 (6) ◽  
pp. 949-960
Author(s):  
Miran Han ◽  
Inhwa Choi
Keyword(s):  
Job Satisfaction ◽  
Employees With Disabilities ◽  
Degree Of Disability

Promoting Reasonable Accommodations: An Essential Postemployment Service

1995 ◽  
Vol 26 (4) ◽  
pp. 3-7 ◽  
Author(s):  
Richard T. Roessler ◽  
Phillip D. Rumrill
Keyword(s):  
Job Satisfaction ◽  
Title I ◽  
People With Disabilities ◽  
Job Retention ◽  
Reasonable Accommodations ◽  
Employees With Disabilities

Research on job retention of people with disabilities documents the need for more intensive postemployment services. These services should enable people to reduce or remove barriers that thwart achievement of two critical predictors of job retention, namely job satisfaction and satisfactoriness. Consistent with provisions in Title I of the ADA, three steps are required if employees with disabilities are to increase their job retention potential. They must (a) identify barriers and accommodation strategies, (b) initiate requests for accommodations, and (c) implement accommodations with the cooperation of their employers.

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

2014 ◽  
Vol 54 (2) ◽  
pp. 323-343 ◽  
Author(s):  
Miriam K. Baumgärtner ◽  
David J.G. Dwertmann ◽  
Stephan A. Boehm ◽  
Heike Bruch
Keyword(s):  
Job Satisfaction ◽  
Structural Flexibility ◽  
Employees With Disabilities

An Examination of Barriers and Facilitators of Job Satisfaction and Job Tenure Among Persons With Disability in South Korea

2021 ◽  
pp. 003435522110067
Author(s):  
SunHee J. Eissenstat ◽  
Yunsoo Lee ◽  
Sojung Hong
Keyword(s):  
Job Satisfaction ◽  
South Korea ◽  
Barriers And Facilitators ◽  
Panel Survey ◽  
Job Tenure ◽  
Data Set ◽  
Persons With Disabilities ◽  
Employees With Disabilities ◽  
Theory Of Work Adjustment ◽  
The Disabled

The purpose of the study is to investigate the barriers and facilitators of job tenure among persons with disabilities (PWD), using the theory of work adjustment, which explains that the correspondence between person and environment predicts job satisfaction and consequently job tenure. This study utilized the ninth Panel Survey of Employment for the Disabled (PSED) data set compiled from 1,755 employees with disabilities in South Korea in 2016. The results show that education-level match and aptitude match are associated with job satisfaction, whereas the effect of job–skill match on job satisfaction was not significant. Job discrimination experience and accessible work facilities were significantly related to job satisfaction, which is a significant predictor of job tenure.

scholarly journals THE MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT ON THE RELATIONSHIP BETWEEN BENEVOLENT LEADERSHIP AND WELL-BEING IN THE CONTEXT OF EMPLOYEES WITH DISABILITIES

2021 ◽  
Vol 3 (2) ◽  
Author(s):  
Gugup Kismono ◽  
Dwita Safira Pranabella
Keyword(s):  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Negative Impact ◽  
Perceived Discrimination ◽  
Well Being ◽  
Benevolent Leadership ◽  
Employees With Disabilities ◽  
The Relationship ◽  
Moderating Role

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being.Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

scholarly journals Influence of Digitalization on the Tasks of Employees with Disabilities in Germany (1979–2006)

Societies ◽  
2019 ◽  
Vol 9 (1) ◽  
pp. 18 ◽  
Author(s):  
Sabrina Weller
Keyword(s):  
Vocational Education ◽  
Computer Technology ◽  
Occupational Safety ◽  
Education And Training ◽  
Vocational Education And Training ◽  
Federal Institute ◽  
Employees With Disabilities ◽  
Routine Tasks ◽  
Degree Of Disability ◽  
And Training

The deployment of technology in the workplace is increasingly replacing routine tasks and creating more non-routine tasks. In this article, we investigate the influence of computer technology on tasks carried out by employees with disabilities compared to employees without disabilities. We assume significant differences between both groups and stronger substitutive and complementary effects of computer technology in the case of a higher degree of disability. We use four waves of the German BIBB-IAB (BIBB: Federal Institute for Vocational Education and Training- IAB: Institute of Employment Research) and BIBB-BauA (BIBB: Federal Institute for Vocational Education and Training- BauA: German Federal Institute for Occupational Safety and Health Employment surveys (1976–2006) to investigate the development of tasks and the influence of computer technology carried out by employees with disabilities compared to employees without disabilities. The results show a development of tasks carried out by employees with disabilities that is very similar to that of employees without disabilities. In line with the assumptions of the task-based approach, we find that computer technology in the workplace has a complementary effect on routine tasks and a substitutive effect on non-routine tasks carried out by employees with disabilities. Against our theoretical assumptions, we find no systematic differences in the effects of computer technology on the tasks of employees with and without a disability. Moreover, we do not find systematic differences with regard to the degree of disability.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

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