Another look at the job satisfaction-life satisfaction relationship.

The relationship between job satisfaction and life satisfaction has been heavily researched over the years. In spite of this research interest, results have not proved conclusive in demonstrating the causal nature of the relationship. In the present study, a causal model was hypothesized and tested that involved simultaneous consideration of cross-sectional and longitudinal effects between job and life satisfaction. This type of analysis has not previously been conducted and allows the strongest conclusions to date regarding the causality between these constructs. Results based on a national probability sample of workers indicate that job and life satisfaction were significantly and reciprocally related. The cross-sectional results suggest a relatively strong relationship between job and life satisfaction, but the longitudinal results a weaker relationship over a 5-yr period, particularly with respect to the effect of job satisfaction on life satisfaction. The meaning of these results in the context of past research on the job satisfaction–life satisfaction relationship is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychologists' reactions to Medicaid managed care: Opinion and practice change after 1 year.

How do psychologists adapt over time to a new managed care program? Reactions of Iowan psychologists to a managed mental health care program for Medicaid recipients were examined. The program was generally perceived negatively, although perceptions improved over time. Psychologists in private practice decreased the proportion of Medicaid patients they treated. Psychologists who continued to treat Medicaid patients reported decreased levels of job autonomy and satisfaction. A new managed care program presents psychologists with difficult ethical decisions, in which the quality of care provided to clients must be weighed against the negative aspects of participating in a managed care program. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The job satisfaction–job performance relationship: A qualitative and quantitative review.

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or discontinuation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction–job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction–performance relationship is provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and job satisfaction: The mediating role of job characteristics.

This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impact of a CareMap and case management on patient satisfaction and staff satisfaction, collaboration, and autonomy

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.     

Predicting employee life satisfaction: A coherent model of personality, work, and nonwork experiences, and domain satisfactions.

This study examined a theoretical model that linked neuroticism, extraversion, daily hassles and uplifts in both work and nonwork domains, job satisfaction, and nonwork satisfaction to overall life satisfaction. Structural equation analyses were conducted on 3 waves of data obtained from 479 police officers. It was found that job satisfaction and nonwork satisfaction made independent contributions to overall life satisfaction, but there was no significant relationship between work experiences and nonwork satisfaction, nor between nonwork experiences and job satisfaction. These findings support a segregation model rather than a spillover model of the links between the work and nonwork domains of employees' lives. Moreover, the total effects showed that life satisfaction was determined, in order of importance, by nonwork satisfaction, neuroticism, nonwork hassles, job satisfaction, nonwork uplifts, extraversion, work hassles, and work uplifts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship between job satisfaction and job performance between western and tribal Black employees.

Examined the effect of westernization on the job performance/job satisfaction relationship in 132 Black male 1st-level supervisors in 15 different South African factories. When the sample was split into western and tribal subgroups, the relationship between performance and satisfaction was significantly higher among western Ss. The 2 subgroups were also compared on measures of intrinsic motivation, instrumentality, and valence of job rewards. Because the western subgroup only obtained a significantly higher score on the measure of intrinsic motivation, it is suggested that it may be because they are more concerned about performing well than that the performance–satisfaction relationship is higher among western employees. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Secondary metabolites from marine microorganisms: bacteria, protozoa, algae and fungi. Achievements and prospects

To facilitate nurses' job satisfaction and reduce their psychological distress, it is useful for a nursing manager to know whether factors within the workplace provide greater prediction of these affective states than variables outside the domain of work, and whether there are common predictors of satisfaction and distress. The relative importance of occupational and nonoccupational variables in the prediction of job satisfaction and psychological distress was investigated in a survey of hospital nurses (N = 376). Perceived relations with the head nurse, coworkers, physicians, and other units/departments, along with unit tenure and job/nonjob conflict, were predictors of job satisfaction. Personal disposition (anxiety-trait), social integration, unit tenure, professional experience, position level, and job/nonjob conflict, along with the relations with the head nurse and physicians, were predictors of psychological distress. The relations with the head nurse and physicians, as well as unit tenure and job/nonjob conflict, were predictors of both satisfaction and distress. The prediction by unit tenure is noteworthy. Unit tenure had a negative relationship to satisfaction and a positive one to distress, whereas total experience had a negative relationship to psychological distress and none with job satisfaction. The role of unit tenure in nurses' affective experiences warrants more attention in future research, along with the role of job/nonjob conflict and other variables predictive of nurses' satisfaction and distress.     

Attitudes and expectations of 1995 gastroenterology graduates about gastroenterology

OBJECTIVE: To learn more about current attitudes and expectations of recent (June 1995) graduates of gastroenterology fellowship programs, why they chose either a private practice or academic career, and what impact managed care or health care reform had in their decision. METHODS: Between April and June 1995, and 8-page, 35-question survey questionnaire was mailed to graduating fellows and returned for evaluation. RESULTS: Graduates believed managed care had an impact on job availability, but it was not a factor in their job choice. Forty percent of the respondents reported that finding a job was either difficult or very difficult. The majority of respondents (67%) are pursuing a career in private practice. Most private practice physicians (PP) trained in 2-yr programs whereas academic physicians (AC) trained for the most part in 3-yr programs. The principal criteria on which decisions regarding job selection were based were similar between the two groups: co-workers, geographic location, access to patient care, and ability to perform endoscopy. Respondents in PP and AC expected to work 50-70 h/wk, care for patients with similar diseases, and have ample time for family. They would choose GI again as a career and believed that there is a future in GI. Salary expectations varied markedly between the two groups, and AC physicians were more concerned about their future financial needs. Twenty percent of PP physicians and 71% of AC physicians plan to participate in clinical research. CONCLUSIONS: Recent graduates of gastroenterology fellowship programs continue to have high expectations of their future careers. Although some had difficulty finding a job and stated that, although managed care had an impact on the job market, it had not yet become a major factor in their job selection.     

Dispositional effects on job and life satisfaction: The role of core evaluations.

Past research has suggested that dispositional sources of job satisfaction can be traced to measures of affective temperament. The present research focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism. A model hypothesized that core self-evaluations would have direct effects on job and life satisfaction. It also was hypothesized that core self-evaluations would have indirect effects on job satisfaction. Data were collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated that core self-evaluations had direct and indirect effects on job and life satisfaction. The statistical and logical relationship among core evaluations, affective disposition, and satisfaction was explored. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Positive affectivity and negative outcomes: the role of tenure and job satisfaction

In this study, the authors proposed and tested a 3-way interaction among positive affectivity (PA), job satisfaction, and tenure in predicting negative employee outcomes. Specifically, the authors predicted that the relationship between job satisfaction and negative outcomes would be stronger for high PAs and that this relationship would be more pronounced for longer tenured employees. Results support this 3-way interaction in predicting job search behavior, physical health complaints, and counterproductive employee behavior. In particular, the relationship between job satisfaction and negative outcomes was most strongly negative for high-PA individuals with longer tenure. The authors discuss the implications of these results and some directions for future research.     

Relationships of job and family involvement, family social support, and work–family conflict with job and life satisfaction.

A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the heritability of job satisfaction: The mediating role of personality.

In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks--the five-factor model and positive affectivity-negative affectivity (PA-NA)--and behavioral-genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed the proportion of genetic variance in job satisfaction that is explained by these trait frameworks. Results indicate that the affectivity model is a stronger mediator of genetic effects on job satisfaction than the five-factor model. PA and NA mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of these genetic effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subjective expectation, outcome discrepancy, and job satisfaction.

Investigated subjective expectation as a source of satisfaction valence associated with job outcomes. Four variables were of major interest: desired outcome, actual outcome, subjective expectation, and job satisfaction. The following hypotheses were tested, using 3 measures of satisfaction in a laboratory analog study with 120 undergraduates: (a) A positive linear relationship exists between "actual outcome–desired outcome" discrepancy and job satisfaction. (b) A negative linear relationship exists between subjective expectation and job satisfaction. Results on all dependent measures support the 1st hypothesis. Support for the 2nd hypothesis was evident but not consistent across the 3 satisfaction measures. The problem of equivalence of satisfaction measures is discussed, as is the relationship of the results to existing research and implications for further investigation. (French summary) (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: Associations with job satisfaction and affective organizational commitment.

This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotional labor in American professors.

An online survey was conducted on a national sample of United States professors to examine emotional labor and its relationship to work outcomes. Participants were queried on genuine, faking, and suppressing emotional expression facets of emotional labor, as well as emotional exhaustion, job satisfaction, and affective commitment. The sample of 598 included 71 instructors, 177 assistant professors, 168 associate professors, and 182 professors. A path analysis was conducted testing two models of emotional labor. Results supported a model indicating significant direct relationships between emotional labor, emotional exhaustion, and job satisfaction. Additionally, the relationship between emotional labor and affective commitment was mediated by emotional exhaustion and job satisfaction. Genuine positive expression was the only emotional labor variable to have significant direct relationships with all outcomes. For U.S. faculty, the experience of emotional labor was related to several work attitudes. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Managed care in rural markets: availability and enrollment

The objective of this research was to test the hypothesis that urban-rural differences in managed care availability and enrollment are primarily due to differences in population socioeconomic and health system characteristics rather than geographic location, population size, or density. These two groups of variables were entered into a regression equation to determine which group could best account for the variance in managed care availability and enrollment. In general, the results of these analyses indicated that socioeconomic and health system characteristics did a much better job of explaining differences in managed care availability and enrollment. Therefore, focusing on factors such as adjacency to metropolitan areas or population size or density in making managed care policy decisions may be less productive than focusing on the socioeconomic and health system characteristics of an area.     

The pro-protein convertase PC1 is induced in the transected sciatic nerve and is present in cultured Schwann cells: comparison with PC5, furin and PC7, implication in pro-BDNF processing

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.