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1.
This study investigates the role of autonomy and workload in explaining responses of temporary employees (N=189) compared with permanent employees (N=371) on job satisfaction, organizational commitment, life satisfaction, and performance. Results based on regression analyses suggest that the effects of contract type are not mediated by autonomy or by workload. Rather, this study partially supports hypotheses on the differential reactions of temporaries and permanents to autonomy or workload; autonomy was not predictive for temporaries' job satisfaction and organizational commitment, and workload was not predictive for temporaries' life satisfaction, whereas they were predictive for permanents' responses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

2.
This research examines job satisfaction and need for autonomy of 190 registered nurses in Hong Kong using a cross-sectional survey design. The level of job satisfaction towards six job components (autonomy, professional status, pay, interaction, task requirements and organizational policies) was measured using the Index of Work Satisfaction. Results showed that the sample was dissatisfied more than satisfied, they valued the job components of autonomy, professional status and pay more than interaction, task requirements and organizational policies. In addition, comparisons were made between nurses working in different hospitals and also different nursing units within a hospital. The level of need for autonomy was assessed using the autonomy subscale of the Edwards Personal Preference Schedule. Results showed that the level of need for autonomy of this group of nurses was below the mid-score of the sub-scale and there was no significant relationship between their satisfaction with job autonomy and their individual need for autonomy.  相似文献   

3.
This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

4.
Emotional dissonance, or person-role conflict originating from the conflict between expressed and experienced emotions, was examined. The study was based on a reconceptualization of the emotional labor construct, with dissonance as a facet rather than a consequence of emotional labor. The effects of emotional dissonance on organizational criteria were isolated, thereby explaining some of the conflicting results of earlier studies. Empirically, job autonomy and negative affectivity as antecedents of emotional dissonance, and emotional exhaustion and job satisfaction as consequences of emotional dissonance, were explored. Self-monitoring and social support were tested as moderators of the emotional dissonance-job satisfaction relationship. Significant relationships with job autonomy, emotional exhaustion, and job satisfaction were found. Social support significantly moderated the emotional dissonance-job satisfaction relationship.  相似文献   

5.
Questionnaire data on job characteristics, personality traits (Personality Research Form), and job satisfaction (Brayfield-Rothe Job Satisfaction Index) were obtained from 340 employees of a manufacturing organization. Moderated regression and subgroup analyses were performed to determine the extent to which 2 personality traits, need for achievement and need for autonomy, moderated the relationship between job scope and satisfaction with the work itself. The subgroup analysis showed no moderating effect for need for autonomy and moderating effects inconsistent with previous research and theory for need for achievement. Moderated regression showed no moderating effect for need for autonomy and a moderating effect of negligible practical importance for need for achievement. (37 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

6.
In the midst of downsizing, restructuring, layoffs, hospital closures, mergers, and the beginning cycle of shortages in specialty units, nursing administrators must extend their understanding of the factors influencing job satisfaction and the implications these findings may have for nursing practice, in order to enhance the quality of worklife for nurses in a hospital setting and create competitive work environments. The Causal Model of Job Satisfaction for Nurses (Blegen & Mueller, 1987), including Leatt and Schneck's (1981) technology variable, was the conceptual framework used to look at the effect of the 14 variables (opportunity, routinization, autonomy, job communication, social integration, distributive justice, promotional opportunity, motivation, pay, workload, general training, kinship responsibility, unit size, technology) on job satisfaction. This study demonstrated a statistically significant positive correlation between autonomy, motivation and job satisfaction and a statistically significant negative correlation between routinization and job satisfaction.  相似文献   

7.
The purpose of this research was to evaluate the effect of a CareMap and nursing case management on patient satisfaction and staff job satisfaction, collaboration, and autonomy. The patients who had a CareMap and a nurse case manager were more satisfied with their care. The multidisciplinary staff who worked on the experimental unit had increased job satisfaction and nurses who applied and were selected for case management positions had higher levels of collaboration and increased autonomy. Multidisciplinary team members who developed the CareMap also had higher levels of collaboration than other multidisciplinary staff on the experimental unit and their job satisfaction with quality of care increased under this new care delivery system.  相似文献   

8.
Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability × Job Autonomy on job tension and job satisfaction were investigated. As hypothesized, the results demonstrated that autonomy neutralized the dysfunctional effects of accountability for each outcome. Study 2 extended the findings from Study 1 by replicating the form of the interactive effects, with job satisfaction and emotional exhaustion serving as strain reactions. Implications, strengths and limitations, and suggestions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

9.
Multiple regression analysis of a sample made up of 3 independently drawn US national surveys (J. A. Davis, 1972, 1973, 1974) was used to estimate the correlation of 8 variables with job satisfaction among 275 Blacks and 1,748 Whites. Correlations were not large, and results were very similar for both races: With other variables controlled, age was the strongest predictor of job satisfaction, and social class, work autonomy, sex, and education showed no effects. Family income, supervisory position, and occupational prestige correlated with job satisfaction among Whites, but the relationships among Blacks are not significant. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

10.
This study tested an organizational citizenship behaviour (OCB) model based on the motivational model of job burnout (MMJB) with Gabonese employees (N = 146). It was hypothesized that to the degree that employees perceive their supervisors as promoting their autonomy, competence and relatedness, their motivation at work will be more self-determined. Supervisory style and motivation would then predict job satisfaction, which in turn influences life satisfaction. Work motivation and job satisfaction should also determine OCB and the latter should then influence life satisfaction. Structural equation modeling analyses overall support the model. However, altruism OCB was negatively related to self-determined motivations, which then negatively predicted life satisfaction. These results support SDT's prediction that a behaviour regulated by non-self-determined motivations will negatively affect well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

11.
Job goals at graduation were described, and 8 selected job incentive statements were ranked by college Ss. Factor analysis of intercorrelations among the ranked incentives yielded 3 factors tentatively identified as: need achievement vs. fear of failure, interest in the job vs. the job as an opportunity for acquiring status, and job autonomy of supervision vs. supervisor dependency. "A content analysis of incentive statements contributed by 29% of the ranking Ss (N = 267) gave three major categories: opportunity to help others, job satisfaction, and job interest and variety." (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

12.
This prospective study of 12,140 employees examined the effects of work characteristics and situational, psychological, and health aspects on job mobility. Before job change, the mobility group reported significantly more conflicts with the supervisor, higher physical and emotional strain, higher degree of job insecurity, lower job satisfaction, and lower degree of commitment compared with employees who did not change jobs. After job change, the mobility group reported improved autonomy, task diversity, decreased occurrence of conflicts with the supervisor, decreased physical and emotional strain, and improved training possibilities and job security than before the change. Changing jobs had a positive effect on employees with respect to job perception and job satisfaction and led to reduced fatigue and need for recovery. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

13.
Examined the effects of the 4-day, 40-hr workweek by comparing 2 experimental groups (n?=?97, n?=?111) and a comparison group (n?=?94) of operating employees in a medium-sized manufacturing company. Comparisons were made on dimensions of self-actualization, autonomy, personal worth, social affiliation, job security, pay and overall job satisfaction, anxiety-stress, absenteeism, and performance over a 13- and a 25-mo period. Analysis of 13-mo data indicated that Ss in the 4-day, 40-hr groups were (a) more satisfied with autonomy, personal worth, job security, and pay; (b) experienced less anxiety-stress; and (c) performed better with regard to productivity than did the comparison group. However, these improvements were not found with the 25-mo data. It is suggested that uncontrolled variables may account for the differences in the short- and long-term effects of the shortened workweek. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

14.
R. N. Kanungo et al (see record 1976-23130-001) found differences in job motivation between Francophone (F's) and Anglophone (A's) managers in the city of Montreal. The present study of 216 employees of 2 hospitals replicated their results: (a) Interesting work was the most important job outcome for both A's and F's. (b) A's were more concerned with autonomy and achievement than were F's. (c) F's were more concerned with security and fringe benefits than were A's. (d) F's felt more job satisfaction than A's. (2 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

15.
Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

16.
Examined the relationship between job involvement and individual, situational, and work outcome variables. The analysis is based on data collected from 387 employees of a nonunion ore processing plant. Scales assessed job involvement, perceptions of the supervisor, job characteristics (JCs), role ambiguity, role conflict, organization commitment, burnout, desire to leave, and job satisfaction. The scales were mapped in 2 dimensions, using a monotonic multidimensional scaling of the codetermination matrix. The relative positions of the scales of the map indicated that JCs, including variety, autonomy, task identity, and feedback, play an important role in facilitating involvement in one's job. Supervisors who are seen as trusting, innovative, fair, and cohesive, and who positively reinforce subordinates for a job well done, may also play a role in developing a climate that fosters involvement. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

17.
We investigated the relative and combined effects of personal and situational variables on job outcomes of new professionals. The personal variables were cognitive ability, socioeconomic status, and career goals; the situational variables were job feedback, autonomy, and job context. Data were collected at two times from 280 newly hired, entry-level accountants at "Big Eight" firms. Both personal and situational variables predict job outcomes, but their relative influence depends on the outcome measure. Situational variables account for the most variance in job performance, job satisfaction, and organizational commitment; personal variables account for the most variance in promotability, internal work motivation, and turnover. The findings indicate that job performance does not take care of itself by selecting bright people, but requires constant vigilance and effective systems. The results also suggest that a given result can be achieved through a variety of behavioral science interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

18.
For psychiatric care workers and administrators, physical threat from behaviorally dysregulated patients is an important issue tied to many others, including workers' job satisfaction, motivation, well-being, and attitude toward patients. Yet, the impact of threats to physical safety may be offset by factors in the clinical environment. The authors tested hypotheses derived from self-determination theory concerning the relations of workplace need satisfaction and perceived threat to motivation, attitudes, and well-being among clinical staff within an adolescent psychiatric inpatient hospital. Also tested were relations between need satisfaction and treatment motivation among adolescent patients. To improve the experience of psychiatric workers and their patients, clinical staff and their administrators must attend to the satisfaction of needs for autonomy, relatedness, and competence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

19.
Job satisfaction: Environmental and genetic components.   总被引:1,自引:0,他引:1  
Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. 34 monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the 3 subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and the physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

20.
Investigated the dimensionality of measures of perceived job characteristics and models for combining these dimensions to account for affective responses. 3,610 exempt personnel from a large retail merchandising organization responded to the Job Diagnostic Survey and a measure of work satisfaction. Results show that measures of task variety and autonomy are not empirically different and that a single dimensional representation of job characteristics may be most parsimonious. It is suggested that an additive, compensatory model for combining elements of task characteristics should be considered along with complex, noncompensatory models. (PsycINFO Database Record (c) 2010 APA, all rights reserved)  相似文献   

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