scholarly journals Employee and the Self-Employed Job Satisfaction: Similarities and Differences

2018 ◽  
Vol 24 (1) ◽  
pp. 43
Author(s):  
Nebojsa Janicijevic ◽  
Katarina Ignjatović Paunović
Keyword(s):  
Job Satisfaction ◽  
Personal Responsibility ◽  
Statistical Significance ◽  
Research Question ◽  
The Self ◽  
Task Completion ◽  
Employee Job Satisfaction ◽  
Central Hypothesis ◽  
Satisfaction Rates ◽  
First Time

Research question: This paper investigates if there are differences between employees and the self-employed job satisfaction levels. Motivation: The motive for this research was the desire to determine the validity of the assumption that the self-employed are more satisfied with their jobs than employees, and also to investigate for the first time in Serbia the differences in the self-employed and employee job satisfaction. The paper relies on earlier research works that have all shown that the self-employed are more satisfied with their jobs than employees (Blanchflower, 2004). This is due to the autonomy at work that the self-employed have, while employees experience it in a smaller degree. In addition, the selfemployed also have better opportunities to organize their work so that it can be interesting, a greater flexibility at work and larger income. Idea: In this perspective, the central hypothesis of this study is that in Serbia, and also other researched countries, the self-employed job satisfaction is higher than that of the employees in their firms. Therefore, the research has been directed to determine whether job satisfaction, as a dependent variable, is systematically different depending on the respondents’ status (self-employed – employee), as an independent variable. Data: The research included 127 employees in 15 different business firms run by the self-employed from different parts of Serbia. Of the total number of respondents, 52 were self-employed while 75 were employees. The respondents rated the importance of and their satisfaction with 12 job dimensions. Tools: While calculating the average importance and satisfaction rates of the self-employed and employees, as well as the statistical significance of the differences in their ratings by means of independent sample t test, significant results have been obtained. Findings: Just like in the earlier research, it has been confirmed that the self-employed show a higher level of total job satisfaction in comparison with employees. Statistically significant differences in the job dimensions’importance exist only in the job dimension “Work that does not require overtime”, which is significantly more important to employees than to the self-employed. With respect to job satisfaction, statistically significant differences exist in 6 out of 12 job dimensions, and in each of them the self-employed are more satisfied than the employees. Unlike in earlier research, the main source of the self-employed satisfaction is not autonomy at work, but personal responsibility in task completion, safe working conditions and friendly atmosphere at work. Contribution: The study has once again shown that the selfemployed are more satisfied with their job in comparison with the employees, and that this also applies in Serbia.

Relying on second opinions for potentially racist encounters

2020 ◽  
Vol 39 (2) ◽  
pp. 219-234
Author(s):  
Olga Chapa ◽  
María del Carmen Triana ◽  
Pamela Gu
Keyword(s):  
Job Satisfaction ◽  
Field Study ◽  
Racial Discrimination ◽  
Design Methodology ◽  
Research Question ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
High Discrimination ◽  
Or Practice ◽  
Perceived Racial Discrimination

Purpose The purpose of this paper is to examine how employees’ perceptions and the perceptions of others close to them influence employee reactions to perceived racial discrimination at work. Design/methodology/approach Integrating the interactional model of cultural diversity (IMCD) with signaling theory, this study examines how others close to an employee can influence employee job satisfaction and turnover in response to potentially racist encounters. The research question is tested using a field study. Findings Results from a field study of paired participants (surveying the employee plus a paired participant who knew them well) showed that employees’ reactions to perceived racial discrimination are influenced by the perceptions of others close to them. For employees who perceive low discrimination, job satisfaction is lower when others close to them perceive high discrimination against the employee. While the probability of turnover for employees who perceive low discrimination is similar whether paired participants perceive low or high discrimination, their probability of turnover is highest when both they and the other person perceive high racial discrimination against the employee. Research limitations/implications Suggestions are provided to avoid the appearance and/or practice of discriminatory acts. Originality/value This paper integrates the influence of others close to employees in the IMCD diversity climate, individual career outcomes and organizational effectiveness.

scholarly journals Leadership, Learning Organization and Job Satisfaction in Ghanaian Telecommunications Companies

2016 ◽  
Vol 12 (29) ◽  
pp. 29
Author(s):  
Remy Nyukoron
Keyword(s):  
Job Satisfaction ◽  
Learning Organization ◽  
Leadership Behaviors ◽  
Positive Impact ◽  
Building Blocks ◽  
Monetary Incentives ◽  
Business Organizations ◽  
Employee Job Satisfaction ◽  
Business Executives ◽  
First Time

This survey aims to explore the relationship between leadership and learning organization dimensions on employee job satisfaction. The sample involved staff working in the top telecom companies operating in Ghana. Data were gathered utilizing a structured questionnaire; a total of 700 questionnaires were distributed and 500 valid responses were returned. The data were processed using exploratory factor analysis as well as multiple linear regression. The study findings revealed a positive impact of interactive learning organization building blocks on employee job satisfaction. The results also indicated leadership behaviors to cause significant positive impact on learning organizations. With the growing number of knowledge workers in Ghana, it is not possible for business executives to satisfy the demands of employees through conventional leadership. Rather, business executives need to enhance their own skills in transformational leadership, setting a good example, encouraging continuous learning and innovative activities, developing the potentials of their employees, providing training and education and offering monetary incentives, as these are necessary to keep people with excellent talents. Thus, this study effort, for the first time, raises the awareness of Ghanaian business organizations of the effect of leadership and learning organization practices on job satisfaction.

scholarly journals Management Characteristics as Determinants of Employee Creativity: The Mediating Role of Employee Job Satisfaction

2020 ◽  
Vol 12 (5) ◽  
pp. 1948 ◽  
Author(s):  
Siyuan Miao ◽  
Abdulkhamid Komil ugli Fayzullaev ◽  
Alisher Tohirovich Dedahanov
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Online Survey ◽  
Research Question ◽  
Abusive Supervision ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
Employee Job Satisfaction

Purpose/Research Question: Managers of organizations play a significant role in promoting sustainability by enhancing employee job satisfaction and employee creativity. Despite the number of studies on employee job satisfaction, much remains unknown regarding the mediating role of employee job satisfaction in the relationship between management characteristics (such as supervisor humility and abusive supervision) and employee creativity. Thus, the purpose of this study is to investigate how the links between supervisor humility, abusive supervision, and employee creativity are mediated by employee job satisfaction. Design/Methodology: We collected data from 352 highly skilled employees of manufacturing organizations in the Republic of Korea by conducting an online survey. A structural equation modeling procedure was used to evaluate the validity of the proposed hypotheses. Findings/Results: The results demonstrated that supervisor humility is positively related to employee job satisfaction, while abusive supervision is negatively related to employee job satisfaction. The findings also indicated that employee job satisfaction mediates the relationships between supervisor humility, abusive supervision, and employee creativity. Originality/Value: This work is the first to evaluate employee job satisfaction as a mediator of the link between characteristics of management (such as supervisor humility and abusive supervision) and employee creativity.

scholarly journals Pengaruh Dukungan Otonomi dan Efikasi Diri terhadap Kepuasan melalui Komitmen Organisasi

2018 ◽  
Vol 6 (2) ◽  
pp. 77
Author(s):  
Trisna Kiki Wijayanti ◽  
Dwiarko Nugrohoseno
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Self Efficacy ◽  
Autonomy Support ◽  
The Self ◽  
Analysis Techniques ◽  
Employee Job Satisfaction

Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

Narcissism and Political Left-Right Orientation in view of Basic Human Values

2020 ◽  
Author(s):  
Fatma Ülkü Selçuk ◽  
Nil Demet Güngör
Keyword(s):  
Multinomial Logistic Regression ◽  
Statistical Significance ◽  
Political Orientation ◽  
The Self ◽  
Human Values ◽  
Hierarchical Regression ◽  
Openness To Change ◽  
Self Sufficiency ◽  
Political Left ◽  
Self Transcendence

<p>The study explores the relation of narcissism to political orientation and their association with basic human values, using an undergraduate sample from Turkey. Leftwing orientation is weakly and negatively correlated with narcissism, and specifically with its self-sufficiency dimension. Leftwing is correlated positively with universalism and negatively with tradition. Narcissism is positively correlated with the self-enhancement and openness to change dimensions and negatively correlated with the self-transcendence and conservatism dimensions of the basic values. Hierarchical regression results indicate that the value tradition is a stronger predictor of political orientation than narcissism. In multinomial logistic regression, for narcissism, statistical significance appears for only extreme right compared to moderate left political positions. We did not find power-hunger to be related to political orientation. We did not find pro-sociality to be related to familial-religious customs. We did not find any sex difference for mean narcissism scores. However, females are more leftwing oriented than males and they report more eagerness to strive for justice for others. Striving for justice for others is negatively correlated with the value power; positively correlated with leftwing orientation and striving for justice for self; and uncorrelated with narcissism. Males have higher mean scores for the value tradition and females have higher mean scores for the value security.</p>

Narcissism and Political Left-Right Orientation in view of Basic Human Values

2020 ◽  
Author(s):  
Fatma Ülkü Selçuk ◽  
Nil Demet Güngör
Keyword(s):  
Multinomial Logistic Regression ◽  
Statistical Significance ◽  
Political Orientation ◽  
The Self ◽  
Human Values ◽  
Hierarchical Regression ◽  
Openness To Change ◽  
Self Sufficiency ◽  
Political Left ◽  
Self Transcendence

<p>The study explores the relation of narcissism to political orientation and their association with basic human values, using an undergraduate sample from Turkey. Leftwing orientation is weakly and negatively correlated with narcissism, and specifically with its self-sufficiency dimension. Leftwing is correlated positively with universalism and negatively with tradition. Narcissism is positively correlated with the self-enhancement and openness to change dimensions and negatively correlated with the self-transcendence and conservatism dimensions of the basic values. Hierarchical regression results indicate that the value tradition is a stronger predictor of political orientation than narcissism. In multinomial logistic regression, for narcissism, statistical significance appears for only extreme right compared to moderate left political positions. We did not find power-hunger to be related to political orientation. We did not find pro-sociality to be related to familial-religious customs. We did not find any sex difference for mean narcissism scores. However, females are more leftwing oriented than males and they report more eagerness to strive for justice for others. Striving for justice for others is negatively correlated with the value power; positively correlated with leftwing orientation and striving for justice for self; and uncorrelated with narcissism. Males have higher mean scores for the value tradition and females have higher mean scores for the value security.</p>

An Epistemological Criticism of Social Entrepreneurship: Is Social Entrepreneurship a Sound Scientific Field of Research

2018 ◽  
Author(s):  
Amir Forouharfar
Keyword(s):  
Social Entrepreneurship ◽  
Social Constructivism ◽  
Social Epistemology ◽  
American English ◽  
Meta Analysis ◽  
Research Question ◽  
Knowledge Structure ◽  
Scientific Field ◽  
The Other ◽  
First Time

The paper was shaped around the pivotal question: Is SE a sound and scientific field of research? The question has given a critical tone to the paper and has also helped to bring out some of the controversial debates in the realm of SE. The paper was organized under five main discussions to be able to provide a scientific answer to the research question: (1)<b> </b>is “social entrepreneurship” an oxymoron?, (2) the characteristics of SE knowledge, (3) sources of social entrepreneurship knowledge, (4) SE knowledge: structure and limitations and (5) contributing epistemology-making concepts for SE.<b> </b>Based on the sections,<b> </b>the study relied on the relevant philosophical schools of thought in <i>Epistemology </i>(e.g. <i>Empiricism</i>, <i>Rationalism</i>, <i>Skepticism</i>, <i>Internalism</i> vs. <i>Externalism</i>,<i> Essentialism, Social Constructivism</i>, <i>Social Epistemology, etc.</i>) to discuss these controversies around SE and proposes some solutions by reviewing SE literature. Also, to determine the governing linguistic discourse in the realm of SE, which was necessary for our discussion,<i> Corpus of Contemporary American English (COCA)</i> for the first time in SE studies was used. Further, through the study, SE buzzwords which constitute SE terminology were derived and introduced to help us narrowing down and converging the thoughts in this field and demarking the epistemological boundaries of SE. The originality of the paper on one hand lies in its pioneering discussions on SE epistemology and on the other hand in paving the way for a construction of sound epistemology for SE; therefore in many cases after preparing the philosophical ground for the discussions, it went beyond the prevalent SE literature through meta-analysis to discuss the cases which were raised. The results of the study verified previously claimed embryonic pre-paradigmatic phase in SE which was far from a sound and scientific knowledge, although the scholarly endeavors are the harbingers of such a possibility in the future which calls for further mature academic discussion and development of SE knowledge by the SE academia.

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