Social and Behavioral Sciences Commons^™

Employee Satisfaction And Perceptions Of Organizational Leadership Accountability, Caroline M. Clancy

All Graduate Theses, Dissertations, and Other Capstone Projects

Leadership can truly make or break an organization with regard to virtually every work-related outcome. So, what characterizes an effective leader? Research suggests that leaders who embody organizational values and are held to same standards as their subordinates are related to optimal organizational outcomes. These values and standards start with an organization’s accountability practices. We hypothesize that perceptions of accountability will demonstrate a positive relationship with job satisfaction (H1) and a negative relationship with turnover intentions (H2). Additionally, communication will moderate the relationship discussed in our first hypothesis (H3). Finally, communication will moderate the relationship discussed in our second hypothesis …

The Development And Validation Of Implicit Measures Of Job Satisfaction For Students, Xin Wei Ong

MSU Graduate Theses

Job satisfaction is one of the most researched topics in industrial-organizational psychology and explicit (self-report) measures are the most common assessment method. However, self-report measures are contaminated by inaccurate self-knowledge and impression management artifacts, which may weaken the predictive validity of the measures. The Implicit Association Test (IAT) might address these limitations because the procedure is based on reaction times in classification tasks. This research developed personalized implicit measures of job satisfaction using IATs and investigated their construct validity in a college sample. The construct validity of the measures was investigated with a multitrait-multimethod design. Results indicated problems with some …

Federal Employee Views Across Administrations: An Examination Of The 2010 Obama And 2018 Trump Leadership Capital And The Perceptions Of The Agency Employees, Dimple Sunayna Johnson

West Chester University Doctoral Projects

One of the many responsibilities of the president is the management of the expansive federal government. From agenda planning to reform implementation, a political leader can impact the federal employees’ job role. The federal government, however, does not administer alone, top-down mandates are managed by tiers of management, with the front-line supervisors acting as the liaison to federal employees. Understanding a president’s leadership capital alongside the federal employee perceptions of job satisfaction and supervisory support can provide opportunities to gain insight into establishing and maintaining a public sector landscape that is effective and efficient.

The study consisted of a quantitative …

Non-Religious Employee's Perceptions Of Microaggressions And Their Relationship With Job Satisfaction As Moderated By Calling, Jessica Schultz

Master's Theses

The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the …

The Measurement Of Job Satisfaction Among Workplace Leaders: Scale Development And Validation Of The Leader Satisfaction Assessment, Erica A. Sutherland

Electronic Thesis and Dissertation Repository

As one of the most well-researched constructs in I/O psychology, the job attitudes literature is saturated with assessments of job satisfaction. However, none of these measures have explicitly examined the nature of job satisfaction among workplace leaders, a subset of employees who have the potential to influence organizations in substantive and meaningful ways. As such, the purpose of this dissertation was to examine the measurement of job satisfaction among leaders. A series of interviews and open-ended survey questionnaires were administered to a diverse group of leaders, employed across a variety of organizations and industries, to identify what facets contributed most …

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, …

Religion, Spirituality, And The Workplace: A Meta-Analytic Study On Outcomes Of Job Satisfaction, Job Performance, And Organizational Citizenship Behaviors, Juan Balcazar

Dissertations

Research indicates behavioral and attitudinal manifestations of religion and spirituality exert cross-domain impact across cognitive, intrapersonal, biological, industrial-organizational, and behavioral domains (Calman, 2008; Ngunjiri & Miller, 2004). The present study conducted a meta-analysis of both religious and spirituality (RS) as predictors on outcomes of job satisfaction, job performance, and organizational citizenship behavior. The present study seeks to delineate and distinguish religious faiths from spirituality by comparing the pooled effect size of religion studies with spirituality studies. A random effects model was analyzed for two subgroups on each dependent variable. Next, a subgroup fixed effects (plural) model was utilized to detect …

Support From Below And Above: The Impact Of Perceived Subordinate Support, Leader-Member Exchange, And Perceived Supervisor Support On Supervisor Attitudes, Rachel Browder

Masters Theses and Doctoral Dissertations

Existing research indicates that perceived support is positively related to job performance and can influence perceptions of support by those with whom they interact. While there is a large body of research examining employees’ perceived support from their supervisors (i.e., perceived supervisor support: PSS) and the organization (i.e., perceived organizational support: POS), little research has examined the impact of supervisors’ perceptions of support from their subordinates. The present study evaluates the relationship between Perceived Subordinate Support (PSubS) and organizational commitment, job satisfaction, and turnover intentions, and the moderating impact of PSS and Leader-Member Exchange (LMX) on these relationships. Data were …

The Effects Of Positive And Negative Humor At Work, Trevor Frey

All Graduate Theses, Dissertations, and Other Capstone Projects

The relationship between humor and work has been an extensively studied subject in psychology related to work. Past research has found a positive relationship between positive humor and work outcomes and a negative relationship between negative humor and work outcomes, though less research has been conducted in the realm of negative humor. This study aims to contribute towards research by replicating past studies when it comes to humor and job satisfaction – the relationship between positive supervisor humor was found to be positively related to job satisfaction for employees while negative supervisor humor was found to be negatively related to …

Employee Development And Turnover: A Moderated Mediation Model Of Employee Perceptions Of Development, Job Satisfaction, Supervisor Support, And Intent To Stay, Ryan Kasdorf

Electronic Theses and Dissertations

As employee turnover continues to be a major concern for organizations, there is increasing evidence that providing development opportunities can be an effective intervention to decrease voluntary turnover. I propose that an integrated theoretical framework of combining Organizational Support Theory (OST) and the Job Demands- Resources Theory (JD-R) is best suited to explain the relationship between employee development and turnover. Moreover, a moderated-mediation model is developed and tested, whereby the relationship between employee perceptions development (EPD) and intent to stay is mediated by job satisfaction, and this indirect relationship is moderated by perceived supervisor support. A large sample (N = …

Exploring The Influence Of Emotional Labour, Emotional Intelligence, Emotional Regulation, And Emotional Valence On Employee Job Satisfaction And Burnout, Kirsty Lee Wilson

Theses : Honours

This thesis investigated the measures of emotional labour surface acting and deep acting, emotional intelligence, emotional regulation and positive and negative affect as influences on employee wellbeing outcomes of job satisfaction and burnout. A questionnaire was administered to over 2,000 client-facing employees in the USA and Canada. Results from the data analysis found that employees subjected to high levels of emotional labour in client facing roles experienced higher levels of negative affect or outlook. Those scoring higher on the emotional labour surface acting subscale scored significantly higher for negative effect. Additionally, higher scores in deep acting emotional labour were also …

Attitude Strength And Situational Strength As Moderators Of The Job Satisfaction – Job Performance Relationship, Joseph William Dagosta

Browse all Theses and Dissertations

Workers who are satisfied with their jobs are better performers, but prior research has found a plethora of moderating variables between job satisfaction and job performance (Ostroff, 1992, Schleicher, Watt, & Greguras, 2004; Spector, 1997). Prior research has suggested that job attitude strength can strengthen the relationship between job satisfaction and job performance and that the relationships between personality variables and extra-role job performance are stronger in weak rather than strong workplace situations (Meyer et al., 2014; Shleicher et al., 2015). In the current study, I investigated the interaction between job satisfaction, job attitude strength, and situational strength on job …

Understanding Competing Climates: A Theoretical Framework For Examining Service And Ethical Climates, Cristopher T. Huynh

Doctoral Dissertations

The study of work climate has expanded our understanding of how context impacts individuals in the workplace. While most climate research has focused on single- or multi-faceted organizational climates and how they directly impact the individual employee, little has been done to understand the influence of multiple, competing work climates on employee behavior. The purpose of this study was to examine the multiple, competing climates perspective (Schneider et al., 2013) to better understand the influence of context on an employee’s work-related attitudes. This dissertation begins with a brief review of the climate literature and its existing challenges, highlighting the importance …

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 Complex Effects Of Equity Sensitivity On Job Commitment And Satisfaction: A Pilot Study, West Phifer

Masters Theses and Doctoral Dissertations

According to equity theory (Adams, 1963, 1965), employees determine whether they are being treated fairly by comparing what they give to and receive from their organization to that of other employees. However, individual perceptions of equity differ in the workplace, a phenomenon Huseman, Hatfield and Miles, (1987) labeled equity sensitivity, which ranges from benevolents, those who accept low levels of equity, to entitleds, who desire more favorable outcomes for themselves. Davison and Bing (2008) split the Huseman et al. continuum into its two components, benevolence and entitlement, and those are the focus of the present study. These dimensions were tested …

The Role Of Organizational Buy-In In Employee Retention, Serena Hsia

Industrial-Organizational Psychology Dissertations

This study examined the role of organizational buy-in, the acceptance and willingness to actively support and participate in the organizations plans, in the relationship between job satisfaction and intent to stay. Furthermore, this study proposed that job position would moderate the influence of organizational buy-in, as those in higher positions may be more invested in the organiation’s strategy. Two models were tested – a moderated moderation model, and a double moderated model. Support was found for the double moderated model. Organizational buy-in acted as a buffer between job satisfaction and intent to stay, such that those who have low job …

Personalizing An Implicit Measure Of Job Satisfaction, Brittany Boyd

Dissertations, Theses, and Capstone Projects

Implicit attitude measures have become increasingly popular over the last two decades due to their ability to circumvent a number of the limitations of explicit measures and predictive validity evidence for certain behaviors that is superior to explicit measures. However, a number of improvements have been suggested, including personalizing the implicit measure to better capture the participant’s attitude, not their general evaluation of constructs involved. This paper examined implicit job satisfaction with a modified version of a pre-established measure (IAT; Boyd, 2010), proposed a new personalized measure (P-IAT), and examined the relationships of these measures with organizationally-relevant attitudes and behaviors, …

An Interrogation Of Turnover Antecedents At An Automobile Manufacturer In Northwest Ohio, Emily Boyle

Honors Projects

The manufacturing industry is one of the largest industries in Northwest Ohio. With the growing influence of Lean/Six Sigma manufacturing systems, the industry is becoming much more automated and team-oriented. The manufacturing facility in question is a Tier 1 and 2 automotive manufacturer that is a part of one of the largest global companies in this sector and uses many Lean and Six Sigma processes across three shifts. In recent years, this company has seen a trend of high turnover and it is a constant point of contention for both supervisors and Human Resources. The current study aimed to determine …

Exploring Job Satisfaction And Preceptorship Capacity Among Applied Epidemiologists, Jessica C. Arrazola

Electronic Theses and Dissertations

Job satisfaction is important to consider when developing strategies for recruitment and retention. The Public Health Workforce Interests and Needs Survey (PH WINS) conducted in 2014 was the first nationally representative assessment of the state public health workforce. Prior to this assessment, the job satisfaction of state agency public health workers and preceptor capacity had not been measured. This study fills the current research gaps by studying the job satisfaction among the applied epidemiology workforce, identifying factors influencing job satisfaction, and the describing the preceptorship capacity among epidemiologists. This research is based on the 2014 PH WINS data. The analysis …

An Evaluation Of The Determinants Of Job Satisfaction In Canadian Family Physicians, Jana L. Malhotra

Electronic Thesis and Dissertation Repository

Physicians as a group appear to be satisfied with their work. However, there are some gaps in our current understanding of the determinants that impact the job satisfaction of Canadian family physicians. This thesis examined determinants of family physician job satisfaction using in-depth interviews with family physicians to achieve a broad perspective on their job satisfaction. This was complemented by a multivariate analysis that examined the professional and work-life balance satisfaction of physicians across this country. The findings from this research confirm the significance of a number of factors to the professional and work-life balance satisfaction of family physicians. Novel …

911,What's My Emergency? Emotional Labor, Work-Related Rumination, And Strain Outcomes In Emergency Medical Dispatchers, Jessica Lee Deselms

All Graduate Theses, Dissertations, and Other Capstone Projects

The work of Emergency Medical Dispatchers (EMDs) is filled with a variety of stressors, and one of those being emotional labor. Despite research on emotional labor, few studies have quantitatively examined this construct within EMDs. Compared to the plethora of emotional labor literature that focuses on the display of positive emotions, EMDs are required to suppress or neutralize any negative reactions they may experience. Hence, this study was concerned with the further examination of emotional labor, physical health outcomes, burnout, and job satisfaction in a unique population. Additionally, the construct of work-related rumination is in its infancy. It can be …

The Power Of Perks: Equity Theory And Job Satisfaction In Silicon Valley, Kristi Sun

Scripps Senior Theses

Silicon Valley is known for its amazing workspace and perks. Due to Equity Theory and Two-factor Theory, employees should be content and stay longer. However, studies have found that there's a higher rate of job-hopping, which seems like a contradiction (Fallick et al, 2006). Participants were 135 engineers, ages 18 to 35 years old, who completed an online survey looking at job satisfaction, job expectations, perk usage, employee perception of perks, personal equity sensitivity, and comparison others. Recruitment was done through personal connections in the Bay Area and various social media sites that are targeted towards engineers. Results did not …

The Multilevel Effects Of Supervisor Adaptability On Training Effectiveness And Employee Job Satisfaction, Joseph Alvin Sherwood

Dissertations and Theses

The present study explored the multilevel effects of supervisor learning adaptability on training effectiveness, and post-training employee job satisfaction in a work-family and safety-based intervention aimed at increasing family supportive supervisor behaviors (FSSB) and safety behaviors. Using a sample of 291 municipal public works field workers from two independent organizations, it was hypothesized that supervisor adaptability positively relates to post-training FSSB and employee job satisfaction. Specifically, it was hypothesized that learning adaptability prepares those supervisors to be more inclined to engage actively in training, thereby increasing employee reported FSSBs more significantly for those supervisors and leading to intervention target results, …

Effect Of Psychological Capital On Elementary Teacher Stress And Workplace Affect, Scott Stephen Casad

STEMPS Theses & Dissertations

Calling upon principles of positive psychology, the quantitative study used structural equation modeling (SEM) to explore the relationships between teacher psychological capital (PsyCap), role ambiguity, role conflict, role overload, workplace stress, job satisfaction, job commitment, and intention to quit. Valid and reliable instruments from the literature were incorporated into a 64-item survey and distributed to 830 third through fifth grade teachers at seven northern Virginia school districts. In total, 225 complete responses were received. SEM testing rejected the exact-fit hypotheses and revealed insufficient overall fit between the study data and hypothesized models; thereby, providing no support for the proposed causal …

A Multilevel Examination Of Cultural Moderators Of The Job Demands-Resources Model, Seulki Jang

USF Tampa Graduate Theses and Dissertations

Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were …

A Model Of Hospitality Employee Engagement, Hee Jung Kang

UNLV Theses, Dissertations, Professional Papers, and Capstones

This study focuses on employee's state-like psychological resources by investigating individual and organizational antecedents to employee engagement and valued human resource outcomes. The purpose of this study was to develop and test a theoretical model that explains the interrelationships among six constructs and to explore the mediating effects of employee engagement. Structural Equation Modeling using AMOS (18.0) statistical software was used to test the full structural model (measurement and structural model) of the hypothesized relationships among the variables with a sample of hospitality employees. The findings supported all hypothesized relationships except the direct relationship between employee engagement and turnover intention. …

Exploring Stereotype Threat In The Workplace With Sexual Minorities, Elizabeth Sanz

Electronic Theses and Dissertations

Sexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus, this study also examines whether the visibility of the stigma is a necessary precursor to the experience of stereotype threat. Given the uniqueness of …

Attributions & Resiliency: An Analysis Of The Resiliency-Attribution Association, Aaron J. Halliday

Electronic Thesis and Dissertation Repository

This study sought to provide support for the King-Rothstein (2010) model of resiliency and to establish an understanding of the relationship between resiliency and causal attributions. A cross-sectional study investigated these relationships using an online questionnaire battery. Some associative and predictive relationships were found between causal attributions and resiliency. Components of resiliency were predictive of job satisfaction and support and symptoms of psychological illness. Given a path analysis, the King-Rothstein model of resiliency was found to be most predictive of the outcome symptoms of psychological illness (over job satisfaction and support or wellbeing). Finally, mediation analysis revealed self-regulatory processes fully …

The Effect Of Value Congruence On Work Related Attitudes And Behaviors, Wing Man Leung

Masters Theses and Doctoral Dissertations

Research has demonstrated that value congruence has the potential to influence work-related outcomes such as turnover intention (Amos & Weathington, 2008). However, few studies have evaluated the variables that may mediate the relationship between value congruence and work outcomes. The purpose of this study was to examine the mediating effects of job satisfaction and organizational commitment on the relationship between work value congruence and employee behaviors. An advertisement was placed on social networking websites to invite individuals to complete the questionnaire. The results revealed that job satisfaction and normative commitment mediated the relationship between work value congruence and turnover intention. …

Counselor Demographics, Client Aggression, Counselor Job Satisfaction, And Confidence In Coping In Residential Treatment Programs, Erik Braun

Counseling & Human Services Theses & Dissertations

Counselors at residential agencies are sometimes assaulted by physically aggressive clients (Flannery & Walker, 2001, 2008). As a possible result of this professional hazard, mental health professionals typically resign from residential counseling positions after approximately 14.6 weeks (Connis, 1979). Although job satisfaction and counselor confidence in coping with client aggression have been widely studied individually in the context of residential settings, researchers have examined these variables together. The overarching purpose of this study was to examine the association between counselor demographic characteristics, agency/environmental characteristics, and crisis intervention training and job satisfaction and confidence in coping with client aggression. Data were …