Social and Behavioral Sciences Commons^™

The Impact Of Supervisory Management On Extension Agent Job Satisfaction, Matt Benge, Amy Harder

Journal of Human Sciences and Extension

The relationship between a supervisor and his/her employee has a direct effect on the employee’s level of job satisfaction and decision to remain in the organization. Extension agent retention has been shown to increase when a positive relationship and supervisory support exist between an Extension agent and his/her supervisor. Herzberg’s Motivation-Hygiene Theory was used to examine relationships with and impacts of supervisor management on Extension agent job satisfaction. A census of Florida Extension agents were asked to describe their relationships with their County Extension Directors (CED). Significant positive relationships were found between agent job satisfaction and ratings of the hygiene …

An Analysis Of Mentoring And Job Satisfaction In Public And Private College And University Academic Libraries In California, Kevin M. Ross

Education (PhD) Dissertations

The primary purpose of this study is to determine how mentoring correlates with job satisfaction for library employees in academic college and university libraries throughout California. A secondary purpose is to determine if mentoring predicts job satisfaction in library employees who participate in this study. A tertiary purpose measures the relationship between mentoring, job satisfaction and the demographic variables of gender, age range, ethnicity, longevity, and level of position.

The library related literature includes an abundance of secondary resources on the individual concepts of mentoring and job satisfaction, but the association between these two concepts has not been discussed in …

A Study Of The Effect On Organizational Factors On Job Satisfaction Of Geriatric Practitioners Between Millennials And Older Generations, Peter (Minsuk) Jang

Electronic Theses and Dissertations

The purpose of this paper is to recognize and improve the understanding of social workers’ job satisfaction in the geriatric area. Low job satisfaction makes social workers want to move their field and change their career. The research is the conceptual model of the moderating effect of patient engagement. The hypothesis is that the organizational factors of this model (climate, workplace, pay, supervision) lead to low job satisfaction for social workers and the generation gap between Millennials and older generations will result in different job satisfaction. The assumption was that among the factors (climate, workplace, pay, supervision), salary has the …

A Latent Profile Analysis Of Benefactor And Beneficiary Organizational Citizenship Behaviors Toward Individuals, Seulki Jang

USF Tampa Graduate Theses and Dissertations

Although organizational citizenship behaviors toward individuals (OCB-I) have been studied over decades, the beneficiary side of OCB-I has been understudied. The co-existing and interactive possibility of benefactor OCB-I and beneficiary OCB-I within individuals has been ignored. Therefore, this research adopted a person-centered approach and examined different profiles of benefactor OCB-I and beneficiary OCB-I on the basis of Grant’s (2013) theory. Results from Study 1 data (cross-sectional data) and Study 2 data (multiple waves of data) revealed the three profile groups: vigorous (high benefactor OCB-I and high beneficiary OCB-I), moderate (moderate benefactor OCB-I and moderate beneficiary OCB-I), and passive OCB-I groups …

Finding The Fit: Job Crafting As A Leadership Tool, Paul R. Johnson

Theses and Graduate Projects

Too many people go their entire lives in jobs that aren't quite the right fit. In fact, currently 70% of the American workforce is disengaged, a symptom of people feeling like the position or career they are in is not right for them. Some people end up switching jobs or careers multiple times throughout their life, while others may remain in a job they dislike. The focus of my research was to look at a third possible solution for unhappy workers: job crafting. By giving workers the freedom to add new tasks or alter existing ones, expand or contract their …

Examining The Impact Of Transformational And Transactional Leadership Style On Work Attitudes, Motivation, And Work Outcomes In Nonprofit Organizations, Kim Hartzler-Weakley

Dissertations, 2014-2019

In an effort to better understand leadership and turnover in the nonprofit sector, this study investigated the impact of transactional and transformational leadership style on work attitudes, motivation, and work outcomes in nonprofit organizations. Hierarchical multiple linear regression analyses were conducted. Neither transactional leadership nor transformational leadership were significant predictors of turnover. Only transactional leadership was found to be a significant predictor of organizational citizenship behaviors. Transactional leadership was a significant predictor of perceived organizational support, affective commitment, procedural justice, and continuance commitment. Transformational leadership was a significant predictor of job satisfaction, perceived organizational support, and procedural justice. Finally, mediation …

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 …

Societal Individualism–Collectivism And Uncertainty Avoidance As Cultural Moderators Of Relationships Between Job Resources And Strain, Seulki Jang, Winny Shen, Tammy D. Allen, Haiyan Zhang

Psychology Faculty Publications

The job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and …

A Dyadic Approach To Examining The Emotional Intelligence–Work Outcome Relationship: The Mediating Role Of Lmx, Minsu Lee, Clifton O. Mayfield, Amanda S. Hinojosa, Yooshin Im

Organization Management Journal

Adopting a dyadic approach, we examine the processes through which leader–member exchange (LMX) mediates the relationship between emotional intelligence (EI) and work outcomes. Fitting the data from a survey of 204 unique pairs of leaders and followers to an actor–partner independence model (APIM), we found that follower EI positively affects LMX as perceived by both dyad members, whereas leader EI is positively related to only leader ratings of LMX. Using polynomial regression, we also found that EI similarity between the leader and follower has a positive relationship with both leader and follower ratings of LMX. Follower LMX partially mediates the …

Generational Differences In The Workplace: The Influence Of Debt On Work Values And Job Satisfaction, Anna Skrybka

ETD Archive

Organizations are consistently, and increasingly, dealing with the changing of generations in the workplace with the introduction of Generation Y, the upcoming decline of Generation X, and the retirement of Baby Boomers. Due to the changing workforce, the purpose of this current research was to observe how debt, work values, specifically intrinsic (helping others, being able to be creative) versus extrinsic (money, status), and job satisfaction are changing among the employees as well. However, there are few to no studies that have looked at how the inclusion of debt (mortgage loans, car loans, credit card debt, school loans) is influencing …

Teaching Experience And How It Relates To Teacher Impressions Of Work Intensification, Shannon Warren

Walden Dissertations and Doctoral Studies

Changes in schools can cause teachers to experience an intensification of work as they strive to meet expectations of students, parents, and administrations. This study includes an examination of factors that may lead to work intensification (WI) for teachers. The study also includes an examination of how years of experience and teacher perceptions of administrative support may moderate the relationship between teachers' impressions of WI and their job satisfaction. Based on equity theory, data were collected using a Likert-type scale survey distributed to 9 public high schools in southern California. A test for correlation was performed followed by a hierarchal …

Moderating Effect Of Job Level On Work-To-Family Conflict And Job Attitudes, Shanu Loganathan

Walden Dissertations and Doctoral Studies

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory …

Employee Job Satisfaction And Attitudes In Virtual Workplaces, Rebecca K. Mansfield

Walden Dissertations and Doctoral Studies

People who telecommute or work in virtual settings report higher satisfaction from increased flexibility and autonomy. However, relationships with leaders are more difficult to build, particularly as leadership in virtual workplaces tends to be less hierarchical. It is known that leader-member communication is an important aspect of employee job satisfaction and a significant problem exists for leaders who are ill-prepared to function in the leadership role required by a virtual workplace. The purpose of the quantitative study was to examine if employee job satisfaction predicts attitude toward virtual workplace setting and if this relationship is moderated by leader-member communication and …

The Correlation Between Employee Engagement And Job Satisfaction In The Social Security Administration, Courtney Lynn Barden

All Capstone Projects

In today' s environment, one way to retain people is to have fully engaged employees. A correlation study was conducted to examine the relationship between job satisfaction and employee engagement among Social Security Administration (SSA) employees. The Federal Employee Viewpoint Survey (FEVS) is a tool that measures employees' perceptions their agencies. Pre-existing data was collected from the FEVS provided by the Office of Personnel Management (OPM). The purpose of this quantitative correlational research study is to determine the relationship between employee engagement and job satisfaction at SSA. The outcomes of this study provides knowledge regarding job satisfaction, which leaders can …

The Experiences Of School Counseling Directors In Relation To Job Satisfaction And Leadership, Robyn Walsh

Theses and Dissertations

The current literature on school counselor job satisfaction does not address the experiences of school counseling directors. This is a unique set of counselors due to their role as leaders and supervisors in the building. Therefore, this study sought to better understand the experiences of school counseling directors in relation to job satisfaction and leadership. The researcher collected data through 10 interviews with participants having met the criteria of serving as a school counseling director of a middle or high school, supervising a department of at least two counselors, and working in the role for at least two years. Data …

Disentangling Passion And Engagement: An Examination Of How And When Passionate Employees Become Engaged Ones, Violet T. Ho, Marina N. Astakhova

Management Faculty Publications

While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands-abilities (D-A) fit and person-organization (P-O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement …