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The Myers-Briggs Personality System And Its Moderating Effects On The Relationship Between Job Characteristics And Job Satisfaction, Rebecca Marshall
The Myers-Briggs Personality System And Its Moderating Effects On The Relationship Between Job Characteristics And Job Satisfaction, Rebecca Marshall
Electronic Theses, Projects, and Dissertations
In this research, I examined how characteristics of the job, namely task significance and task identity, predicted job satisfaction and how those relationships were moderated by one’s Myers-Briggs type. It was hypothesized that the thinking/feeling dichotomy would moderate the relationship between task significance and job satisfaction and the sensing/intuition dichotomy would moderate the relationship between task identity and job satisfaction. In the study, I sought to understand how these moderated relationships would differ for people with good and poor psychological health. There were 945 people who participated which required them to answer questions about their job, personality, psychological health, life, …
The Importance Of Fit: Fostering Job Satisfaction And Retention In Early Childhood Educators, Heather Carrasco
The Importance Of Fit: Fostering Job Satisfaction And Retention In Early Childhood Educators, Heather Carrasco
Electronic Theses, Projects, and Dissertations
The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct …
The Mediating Effects Of Perceived Person Organizational Support And Perceived Person Supervisor Support On The Relationships Among Person-Organization Fit, Person-Supervisor Fit, And Organizational Commitment, Steven Mark Crocker
Theses Digitization Project
For the present study we are primarily interested in the match between individuals' characteristics and their work environments. This match between individuals' characteristics and their work environment is known as person-environment (PE) fit. The current study's aim was to integrate and build upon the PE fit literature by investigating the relationship between various forms of PE fit and two forms of organizational commitment with a proposed mediation of perceived organizational support (POS) for PO fit and perceived supervisor support (PSS) for PS fit. Two hundred and twenty-four participants who had been employed by their organization for at least six months, …
The Relationship Between Work-Family Conflict, Perceived Support, And Psychological Contracts For Hispanic And African American Women, Celina Matilde Garcia Ali
The Relationship Between Work-Family Conflict, Perceived Support, And Psychological Contracts For Hispanic And African American Women, Celina Matilde Garcia Ali
Theses Digitization Project
The purpose of this study was to extend past and current literature in work-family conflict (WFC), perceived supervisor support (PSS), perceived organizational support (POS) and psychological contracts to Hispanic and African American populations. Data was collected from 97 participants with complete surveys from a full-time working adult population primarily in Southern California.
Clarifying Leader-Member Exhange Theory: Examining The Role Of Leader Active Listening And Justice Perceptions, Erik Samuel Collier
Clarifying Leader-Member Exhange Theory: Examining The Role Of Leader Active Listening And Justice Perceptions, Erik Samuel Collier
Theses Digitization Project
This study examines leader-member exchange (LMX) theory and presents a framework to better predict work outcomes of job satisfaction and organizational commitment by introducing organizational justice perceptions as a mediating construct and leader active listening as a moderating construct.
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Age And Education Differences In Superior-Subordinate Dyads: Testing Relational Norms And Attraction Similarity Influences On Role Ambiguity, Affect, And Communication Satisfaction, Alexander Andrew Nedilskyj
Theses Digitization Project
The primary purpose of this study was to examine superior-subordinate dyads which violate relational norms and produce status inconsistency. Specifically, within the context of supervisor age and education, occupational norms suggest that employees expect their supervisor to be older and have a higher level of education. In the face of growing demographic diversity, more emphasis is being placed on superiors to build skills to effectively interact with a heterogeneous set of employees. This study proposed to test whether superior-subordinate dyads which are diverse in terms of age and education, influence employees' attitudes towards their supervisor, the satisfaction with the communication …
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
The Effects Of Stereotype Threat On Job Anxiety, Job Satisfaction, Work Specific Self-Efficacy, And Turnover Intent, Ciara Cascharelle Paige
Theses Digitization Project
While an abundance of literature on stereotypes exists with regards to the workplace, less research exists that assesses how stereotypes could affect an employee and motivate him or her to leave the organization. The present study addressed the relationship among job identification, gender identification, stereotype threat perception at work, anxiety, work specific efficacy, job satisfaction, and turnover intent. A hypothesized model that connected the possible relations among stereotype threat, gender identification, job identification, job anxiety, work specific self-efficacy, job satisfaction, and turnover intent was tested using data from 267 working women.
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
The Relationship Between Core Self-Evaluations, Self-Regulation, Need Supply Fit And Job Satisfaction: A Comprehensive Model, Amanda Marie Deane
Theses Digitization Project
The purpose of this project will explain how core self-evaluation is related to job satisfaction both directly and indirectly via the following mechanisms: emotional generalization, perception, and motivation.
Family-Organization Fit: An Extension On Person-Organization Fit, Rebekah Elaine Massmann
Family-Organization Fit: An Extension On Person-Organization Fit, Rebekah Elaine Massmann
Theses Digitization Project
This study was designed to investigate how employees and/or their families "fit" or "match" with organizations. Family Organization (F-O) fit was proposed as an extension on Person-Organization (P-O) fit, while also drawing from the work and family literature. A scale was created to measure F-O fit, and it consisted of complementary and supplementary items.
Exploring The Components Of Privacy To Predict Satisfaction And Justice In The Workplace, Matthew Patrick Cloney
Exploring The Components Of Privacy To Predict Satisfaction And Justice In The Workplace, Matthew Patrick Cloney
Theses Digitization Project
This study investigated the existence of a new type of privacy, called e-mail privacy, in order to determine if modern technology has created a new dimension of this construct. It also examined the relationship between factors of privacy- physical, informational, and electronic mail related. Finally, this study examined the relationship between the different aspects of workplace privacy and employee outcomes. It was hypothesized that the construct of privacy would predict procedural justice and job satisfaction, and that the relationship between privacy and job satisfaction is mediated by procedural justice. A model was developed for this study to be tested with …
Predictors Of Attitudes And Turnover Intentions In People With Disabilities: The Importance Of Means-Efficacy, Naomi Charity Schmierer
Predictors Of Attitudes And Turnover Intentions In People With Disabilities: The Importance Of Means-Efficacy, Naomi Charity Schmierer
Theses Digitization Project
This study surveyed 107 working college students with varying disabilities. Individual, job, and organizational characteristics were evaluated for their ability to predict job satisfaction, organizational commitment, and turnover cognitions. One area this characteristic that was explored was that of an individual's perception of organizational resources related to legally mandated reasonable accommodations. Using hierarchal regression this study found that self-efficacy, job characteristics, and means-efficacy were key predictors of job satisfaction. Means-efficacy was the only one of these that was a predictor of turnover intentions.
The Effect Of Locus Of Control And Type Of Voice On Satisfaction With Voice And Procedural Justice, Robert Eugene Thrall
The Effect Of Locus Of Control And Type Of Voice On Satisfaction With Voice And Procedural Justice, Robert Eugene Thrall
Theses Digitization Project
This study examined the roles of type of voice and locus of control on satisfaction with type of voice and on feelings of procedural justice. Two forms of voice were assessed, instrumental and non-instrumental, as well as two forms of locus of control, external and internal. Participants read a scenario that randomly placed them into type of voice. Participants responded to surveys to determine the persons' locus of control, satisfaction with voice and feelings of procedural justice. A form of participation that brings employees satisfaction is voice. Allowing employees to express their opinions is seen as fair and has benefits …
Person-Job Fit And Person-Organization Fit As Components Of Job Seeking, Carrie Anne Rodgers
Person-Job Fit And Person-Organization Fit As Components Of Job Seeking, Carrie Anne Rodgers
Theses Digitization Project
Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.
Extroversion As A Moderator Of The Relationship Between Workspace Characteristics And Job Satisfaction, Timothy Paul Hickey
Extroversion As A Moderator Of The Relationship Between Workspace Characteristics And Job Satisfaction, Timothy Paul Hickey
Theses Digitization Project
No abstract provided.
The Outcome Of Person-Job Fit: A Test Of The Realistic Information Hypothesis, Angel On Kei Yu
The Outcome Of Person-Job Fit: A Test Of The Realistic Information Hypothesis, Angel On Kei Yu
Theses Digitization Project
No abstract provided.
The Effects Of Realistic Job Previews On Turnover, Susan Janet Hartshorn Black
The Effects Of Realistic Job Previews On Turnover, Susan Janet Hartshorn Black
Theses Digitization Project
No abstract provided.
New Dimensions Of Organizational Commitment: Effects Of Perceived On-The-Job Support And Exchange Ideology On Absenteeism, Clare Elizabeth Sharafinski
New Dimensions Of Organizational Commitment: Effects Of Perceived On-The-Job Support And Exchange Ideology On Absenteeism, Clare Elizabeth Sharafinski
Theses Digitization Project
No abstract provided.