Social and Behavioral Sciences Commons^™

A Survey Of Women In Sports Media, Holly Sullivan

Graduate Theses and Dissertations

Since 1995 (Miller and Miller), women in sports media (WSM) have been citing the difficulties of balancing their careers and their personal lives, specifically the challenges of family life. Previous research has shown that most WSM are leaving their careers between six to ten years on the job and have cited reasons of work conflicting with their careers (Hardin, Shain and Shultz-Poniatowski, 2008). Work-family conflicts has also been cited a reason for lower job satisfaction (Reindary, 2007). This survey is the first survey to compare work-family conflict to variables of job satisfaction.

Respect In The Workplace: A Mixed Methods Study Of Retention And Turnover In The Voluntary Child Welfare Sector, Astraea Augsberger, Wendy Zeitlin, Brenda G. Mcgowan, Charles Auerbach

Department of Social Work and Child Advocacy Faculty Scholarship and Creative Works

A significant challenge facing the child welfare system is the recruitment and retention of a stable and qualified workforce. Several studies have identified individual and organizational factors impacting workforce turnover. The current study expands upon previous research by utilizing a mixed methods design to examine the relationship between workers' perceptions of respect in the workplace and their intention to leave. Thematic analysis of the qualitative data revealed that workers perceive a lack of respect in five domains including organizational support, fair salary and benefits, fair promotion potential, adequate communication and contingent rewards. Based on the qualitative findings, researchers designed the …

Are They Really Similar? Satisfaction, Opinion, And Scholarly Activity Of Black Faculty By Citizenship Status, Patricia Boyer, Lorna Holtman

Education Sciences and Professional Programs Faculty Works

Faculty workload is an important higher education issue because of its increasing demands on faculty time, mandates by institutional and external factors, and its relationship to job satisfaction. Specifically, how faculty perceive their workload can positively or negatively influence their job satisfaction. Current literature regarding faculty and workload has focused largely on workload models. The purpose of this study was to evaluate the workload of Black faculty members by citizenship status (U.S. citizens; citizens, foreign born; and non-citizens) based on satisfaction, opinion, and scholarly activity variables. Overall, the findings revealed that foreign born and non-citizens were similar in many of …

Ethical Climate, Organizational Commitment, And Job Satisfaction Of Full-Time Faculty Members, Heather Louise Moore

Electronic Theses and Dissertations

The purpose of this quantitative study was to better understand the relationship of perceived ethical climate on the organizational commitment and job satisfaction of full-time faculty members in institutions of higher education. Full-time faculty members are the forefront employees of any educational institution, and they have a direct impact on the successful implementation of the vision, mission, and goals of the institution. It is imperative to understand potential factors influencing organizational commitment and job satisfaction because decreased levels of commitment and satisfaction have been linked to lower productivity, stagnated creativity, higher levels of turnover, and deviant workplace behaviors. The nationally …

Work Value As A Moderator Of The Value Congruence-Employee Attitude Relationship, Rachael Johnson-Murray

Masters Theses and Doctoral Dissertations

Researchers have identified the extent to which an individual values work as a potentially key component in the relationship between on-the-job experiences and employee attitudes. In a replication and extension of Amos and Weathington (2008), this study examined the moderating effects of work value on the relationship between employee-organization value congruence and attitudinal outcomes (i.e., satisfaction, commitment, and turnover intent). It was hypothesized that value congruence would positively correlate to affective and cognitive job satisfaction, organizational satisfaction, and organizational commitment, yet negatively correlate to employee turnover intent. It was also hypothesized that these relationships would be moderated by the employee’s …

Institutional Variables, Collegial Relationships, And Occupational Satisfaction: Testing The Conceptual Framework Of Faculty Job Satisfaction Among Counselor Educators, Rebecca E. Michel

Counseling & Human Services Theses & Dissertations

Occupational satisfaction is the extent to which individuals are fulfilled by their employment. The Conceptual Framework of Faculty Job Satisfaction (Hagedorn, 2000) describes how aspects of work impact occupational satisfaction, yet researchers have not previously used this model with counselor educators. This study investigated the applicability of the model, as well as the impact of institutional and interpersonal variables, on a sample of 296 counselor educators (26.86% response rate). Findings suggested the model predicted over half of the variance in occupational satisfaction. Significant predictors of satisfaction included work itself, responsibility, recognition, salary, collegial relationships, administration, and climate. Counselor educator occupational …

Relationship Between Employee Involvement Management Practices And Burnout Among Military Mental Health Providers, Raymond-Steven Almora Fernandez

Electronic Theses and Dissertations

This study will investigate the relationship between Employee Involvement Management Practices, Burnout, and work-related consequences of Burnout. The sample for this study was drawn from a population of Military Mental Health Providers in the United States Navy. Based on research information about work stress, direct service work, and the costs of interpersonal work, there is a strong potential for Burnout to occur among individuals working in such a setting.

Burnout has been shown to lead to negative organizational consequences such as increased employee turnover, reduced organizational commitment, reduced job satisfaction, emotional exhaustion, and cynicism, all of which can result in …

Resolving America's Human Capital Paradox: A Jobs Compact For The Future, Thomas A. Kochan

Upjohn Institute Policy Papers

It is widely recognized that human capital is essential to sustaining a competitive economy at high and rising living standards. Yet acceptance of persistent high unemployment, stagnant wages, and other indicators of declining job quality suggests that policymakers and employers undervalue human capital. This paper traces the root cause of this apparent paradox to the primacy afforded shareholder value over human resource considerations in American firms and the longstanding gridlock over employment policy. I suggest that a new jobs compact will be needed to close the deficit in jobs lost in the recent recession and to achieve sustained real wage …

America's Human Capital Paradox, Thomas A. Kochan

Upjohn Institute Working Papers

It is widely recognized that human capital is essential to sustaining a competitive economy at high and rising living standards. Yet acceptance of persistent high unemployment, stagnant wages, and other indicators of declining job quality suggests that policymakers and employers undervalue human capital. This paper traces the root cause of this apparent paradox to the primacy afforded shareholder value over human resource considerations in American firms and the longstanding gridlock over employment policy. I suggest that a new jobs compact will be needed to close the deficit in jobs lost in the recent recession and to achieve sustained real wage …

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, …

Happiness At Work: Rules For Employee Satisfaction And Engagement, Femi Cadmus

Faculty Scholarship

The concept of employee satisfaction and engagement is not new. Quite recently, however, there appears to be renewed interest in positive psychology, tracking what makes for happiness in general, and how this translates in the workplace. Cultivating and maintaining a climate and culture which breeds happy, motivated, and productive employees in a library setting requires hard work. Happiness in the workplace is not unattainable, but it requires a concerted plan of action and consistent effort by managers. Managers also need to take steps to make sure that their own personal and work needs are being taken care off to avert …

Job Satisfaction Determinants: A Study Across 48 Nations, Jeanine K. Andreassi, Leanna Lawter, Martin Brockerhoff, Peter Rutigliano

WCBT Faculty Publications

This paper examines the drivers of job satisfaction across four cultural regions—Asia, Europe, North America, and Latin America. Using Hofstede’s theory, determinants were used to predict job satisfaction for each region and then compared to determine significant differences. Data was collected from a proprietary industry survey on employee work attitudes. The sample consisted of over 70,000 employees from 4 large multinational organizations. Data was analyzed using regression analysis and comparison testing across models. There are significant relationships between job characteristics and job satisfaction across all regions of the world, with a sense of achievement universally the most important driver. Although …

Exploring The Two-Year College Faculty Work Experience: The Active Job, The Evolving Institution And The Changing Effort-Reward Bargain, Jacobs Wayne Hammond

All Graduate Theses, Dissertations, and Other Capstone Projects

While significant research describes the occupational experiences of four-year college and university faculty, two-year college faculty have received little attention from scholars. This study enters the existing void. Fourteen two-year college faculty members from a variety of institutions in Minnesota were interviewed utilizing a semi-structured depth interview technique. Questions were derived from sociological and interdisciplinary literature pertaining to the higher education faculty experience. Two-year college faculty were found to hold active jobs, work in evolving institutions and face a decreasing effort-reward bargain. Faculty were also found to be susceptible to experiencing role strain, stress derived from group-decision making processes and …

Conscientiousness As A Moderator Of The Relationship Between Work Autonomy And Job Satisfaction, Kyle Garret Mack

Dissertations and Theses

Autonomy is one of the most commonly studied job characteristics in the work design literature and is commonly associated with large and positive effects on job satisfaction. There is reason to believe that autonomy may interact with personality characteristics to affect attitudinal outcomes, but prior research has tended to focus on the original growth-need-strength construct as a potential moderator with mixed results. One glaring gap in the literature is the lack of research that examines the Big Five constructs of personality as a potential class of moderators. Grant, Fried, and Juillerat (2010) have suggested additional research into the Big Five …