Attrition Of The Midwifery Workforce: Understanding Factors Associated With Leaving The Profession, E. Brie Thumm, Amy H. Goh, Elizabeth G. Phillips, Zachary Giano

College of Health Professions Faculty Papers

OBJECTIVE: To understand why advanced practice midwives (certified nurse-midwives and certified midwives) leave the workforce.

STUDY SETTING AND DESIGN: A multi-method, multi-source investigation included secondary analysis of certification data of advanced practice midwives and a cross-sectional online survey with closed- and open-ended items. Advanced practice midwives' active certification data were used to compare self-reported demographic characteristics of advanced practice midwives who reported working in the discipline of midwifery to those who did not (n = 9704). A survey was conducted in 2022 with individuals who allowed their certification to lapse between 2017 and 2021 (n = 303) and individuals who …

The Role Of Commuting Stress On Job Satisfaction: Burnout As Mediator, Andreas Ari Kristiyanto, P. Tommy Y. S. Suyasa

Psychological Research on Urban Society

Abstract

This study examines the role of commuting stress on job satisfaction, with burnout as a mediating variable. Data were collected from 113 commuting employees in urban areas, primarily within Greater Jakarta, an area known for severe traffic congestion, using a quantitative approach. Participants completed three validated questionnaires: the Minnesota Satisfaction Questionnaire (MSQ) for job satisfaction, the Multimodal Commuting Stress Scale (MCSS) for commuting stress, and the Maslach Burnout Inventory (MBI) for burnout. Data were analyzed using SEM-PLS and processed using SmartPLS 4.0. The results indicate that CS has a direct negative effect on job satisfaction and is positively associated …

Bound By Brotherhood: Social Networks Predict Job Satisfaction And Trust Among Frefighters, Ashley Frost

Posters - 2026

The primary purpose of this study was to better understand the correlation between the social support networks among firefighters, also known as “brotherhood”, and their job satisfaction. The secondary goal was to explore potential indicators of what traditions entailed within the fire department and their significance in fostering brotherhood. Former research has articulated the bonds within the fire service and how team comradery and job satisfaction influence brotherhood, however; limited research has investigated how traditions within the fire service influence brotherhood. It was expected that brotherhood would have a positive correlation with job satisfaction (H1), that there would be a …

Effects Of Interpersonal Emotion Regulation Strategies On Job Attitudes And Well-Being, Kara Cannon

Theses and Dissertations

Interpersonal emotion regulation involves using social interactions to influence their own or another’s emotions (Gross, 1998). Although previous research has examined the relationships between intrapersonal emotion regulation and workplace outcomes, there is a lack of research on interpersonal emotion regulation in the workplace context. The current study extends this research by examining the relationships between interpersonal emotion regulation strategies, co-rumination, well-being, and job satisfaction, and examines which interpersonal emotion regulation strategies are better predictors of the outcome variables than others. Positive correlations between interpersonal emotion regulation strategies and well-being and between co-rumination and well-being were found. Perspective taking and enhancing …

Bilingualsim In The Workplace: How Work Attitudes Influence Burnout And Turnover Intentions, Andrea Del Aguila

Honors Undergraduate Theses

Understanding whether language status functions as a risk or protective factor for employee well-being and retention is essential for developing organizational policies that support workers from varied demographic backgrounds. This study examined how work attitudes such as job satisfaction, organizational commitment, and work engagement are seen among bilingual and monolingual workers and how these outcomes relate to employee burnout and turnover intentions. An outside researcher from Talent Metrics Consulting collected data via an online survey utilizing previously validated measures of job satisfaction, organizational commitment, burnout, work engagement, and turnover intentions. Participants were recruited through online advertising and social sampling obtaining …

Rethinking The Performance Evaluation, Jason C. Crowley

Electronic Theses, Projects, and Dissertations

This paper delves into the complexities of performance evaluations within community college settings, aiming to inform a more effective approach specific to the unique characteristics of staff attracted to this work. Grounded in the understanding of validity in psychometric measurement and management theories, it seeks to identify evaluation criteria that prioritize enhancing the working environment which is known to impact overall organizational performance over traditional results-driven metrics to measure individual staff performance. Key theoretical underpinnings include discussions on validity, highlighting that measuring validity against the underlying goal of the performance evaluation (i.e., increased organizational performance) has been largely ignored in …

Beyond Work-Family Conflict: Conceptualization And Measurement Of Work-Eldercare Conflict, Patrick Cullen

Electronic Theses, Projects, and Dissertations

The number of workers with informal caregiving responsibilities continues to grow exponentially (Feinberg & Skufca, 2020), yet research on the intersection of work and eldercare is often neglected in the literature (Griggs et al., 2020). While earlier eldercare measures have typically been dichotomous, researchers have more recently begun to incorporate multidimensional measures of eldercare (Calvano, 2013). However, what has yet to be thoroughly explored is eldercare in the context of role theory, particularly interrole conflict, as existing work-family measures may be deficient in this regard. Therefore, in the present study, role theory was used to develop the Work-Eldercare Conflict Scale …

Job Demands And Resources: A Look At The Vha Workforce To Support Dod Goals, Anthony J. Rivera

Theses and Dissertations

This study investigates the relationships between job demands, job resources, burnout, turnover intention, and workplace attitudes among employees of the Veterans Health Administration (VHA) through the lens of the Job Demands-Resources (JD-R) model. The findings reveal both expected and novel insights. Consistent with prior research, the study confirms that excessive job demands, without enough resources to balance then, lead to burnout. This, in turn, increases turnover intention and negatively affects how employees view leadership and the work environment. A significant discovery, however, challenges conventional assumptions: favorable job demands were positively correlated with turnover intention, suggesting that employees in favorable roles …

Mediating And Moderating Effects Of Job Satisfaction, Organizational Commitment, Perceptions Of External Markets, And Work-Life Balance On Employee Retention, Naya J. Gillespie

Theses and Dissertations

Employee retention remains a critical challenge for organizations across industries, particularly in environments with high turnover rates and competitive external job markets. This thesis examines the correlations between organizational commitment, job satisfaction, work-life balance, and perceptions of external job markets to uncover their collective and individual impacts on employee retention. Using quantitative research design, data was collected through an online survey of 240 participants across various hierarchical levels. Key findings indicate that organizational commitment and job satisfaction significantly influence retention, with job satisfaction also serving as a mediator between organizational commitment and turnover intentions. Work-life balance plays a direct role …

Exploring Coworker Perceptions Of And Reactions To Quiet Quitting, Andrew A. Bennett, Rhett T. Epler, Veronica L. Thomas, Daroon Jalil

Management Faculty Publications

Quiet quitting is a relatively new phenomenon that has quickly caught the attention of both practitioners and academics. With the world of work becoming increasingly interconnected, we contribute to the discourse by approaching quiet quitting from the novel perspective of understanding how others in the workplace perceive those who engage in quiet quitting. To do so, we first provide a formalized definition of quiet quitting and differentiate coworkers' perceptions of quiet quitting from similar psychological constructs (Studies 1–3). We then examine employee responses to coworkers engaging in quiet quitting with a qualitative study (Study 4) and vignette design (Study 5), …

Workplace Sexual Harassment Of Men: Impact On Job Satisfaction, Job Stress, And Withdrawal Behavior, Kassandra Diaz

Theses and Dissertations

This study investigates male sexual harassment in the workforce and its impact on key occupational outcomes, including job satisfaction, job stress, and withdrawal behaviors as well as perpetrator sex. Using archival data from a stratified random sample of 209 male faculty and staff members at a large Midwestern university, the study explores differences in how verbal and physical sexual harassment relate to these workplace variables. Findings revealed that male employees reported more instances of verbal sexual harassment than physical. Verbal sexual harassment was significantly associated with decreased job satisfaction and increased withdrawal behaviors, whereas physical sexual harassment showed no significant …

The Moderating Effects Of Need-Supply And Demand-Ability Fit On The Relationship Of Vocational Interest Fit And Job Satisfaction, Munkhjin Bat-Ireedui

Theses and Dissertations

The current study examined the relationship between vocational interest fit and global job satisfaction and explored how demand-ability fit and need-supply fit moderated this association. The results showed that there was a significant positive relationship between vocational interest fit and job satisfaction. Furthermore, while demand-ability fit and need-supply fit were positively associated with job satisfaction, their moderating effects were non-significant. This study showcases the importance of different types of fit in relation to global job satisfaction. The discussion provides future research ideas, including longitudinal or time-lagged study design and development of fit scales via artificial intelligence.

Supervisor Support And Job Satisfaction: The Mediating Roles Of Work-Life Balance And Perceived Employability With Gender As A Moderator, Tori Lomelino

Theses and Dissertations

This study explored the relationship between supervisor support and job satisfaction, offering work-life balance and perceived employability as key mechanisms through which this relationship occurs. It also explored gender differences in the relationship between work-life balance and job satisfaction, and perceived employability and job satisfaction. Participants were full-time employees in the U.S, recruited via Prolific, who completed an online survey. While supervisor support was found to have positively influenced job satisfaction through perceived employability, the role of work-life balance was less clear. Interaction effects including gender were not significant. This study highlights the significant role of perceived employability as a …

A Meta-Analysis Of Attachment At Work, Kate N. Warnock, Christina S. Ju, Ian M. Katz

Psychology Faculty Publications

This meta-analysis aimed to confirm and clarify the relationships between attachment style and various workplace correlates, including job performance, burnout, personality, and job satisfaction (K = 109 independent samples, N = 32,278 participants). Results provided the strongest support for the relationships between attachment style and the Big Five personality traits, burnout, and job performance. Anxious attachment was also related to a host of other correlates, including job stress, turnover intentions, job satisfaction, and work engagement. Additionally, dominance analysis was used and found that attachment style had incremental validity beyond the Big Five in the prediction of job performance, job satisfaction, …

The Role Of Discrete Emotions In Job Satisfaction: A Meta-Analysis, Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew Mcbride, Janaki Gooti

Management Faculty Publications

[Summary] The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions …

Covid-19, Mental Health, Technology Use, And Job Satisfaction Among School Psychology Trainers, Joel O. Bocanegra, Jennifer Gallup, Minghui Hou, Aaron A. Gubi, Chung-Hau Fan, Nai-Jiin Yang, Celal Perihan

Educational Leadership & Workforce Development Faculty Publications

The COVID-19 pandemic threatens to exacerbate the school psychology personnel crisis. There is a dearth of knowledge regarding how the pandemic has impacted school psychology trainers and course delivery. In this national study, 92 school psychology trainers completed an online questionnaire regarding technological instructional changes, job satisfaction, and their own mental health well-being during the pandemic. Findings suggest that during the portion of the pandemic assessed most trainers reported that they: (a) switched from in-person instruction to primarily online instruction, (b) were mostly satisfied with their jobs, and (c) generally experienced a positive sense of well-being. Furthermore, a sizable portion …

Employee Engagement, Megan Paul

Umbrella Summaries

What is employee engagement?

Consensus on the exact definition of employee engagement is still evolving, but commonalities involve attitudes and behaviors related to high personal investment in one’s work. One definition is “a relatively enduring state of mind referring to the simultaneous investment of personal energies in the experience or performance of work” (Christian, Garza, & Slaughter, 2011, p. 95). The most commonly used measure of engagement, the Utrecht Work Engagement Scale, assesses engagement through three factors: vigor (high energy levels and persistence), dedication (enthusiasm and inspiration), and absorption (high concentration and engrossment) (Schaufeli, Salanova, Gonzalez-Roma, & Bakker, 2002; Schaufeli, …

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 …

Workplace Incivility, Megan Paul

Umbrella Summaries

What is workplace incivility?

Workplace incivility refers to “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others” (Anderson & Pearson, 1999, p. 457). Though there is some conceptual and empirical overlap between incivility and ostracism, bullying, and abusive supervision, incivility is considered distinct (Yao et al., 2021). Incivility has been examined from the perspective of both the victim and the instigator, exploring factors related to being the target of incivility and factors related to engaging in uncivil …

Time Management, Megan Paul

Umbrella Summaries

What is time management?

The definition of time management varies across disciplines, researchers, and practitioners. In the context of workplace research, one suggested definition is “behaviours that aim at achieving an effective use of time while performing certain goal-directed activities” (Claessens et al., 2007, p. 262). Another is “a form of decision making used by individuals to structure, protect, and adapt their time to changing conditions” (Aeon & Aguinis, 2017, p. 311). Most research on time management has used self-report measures; diaries and ratings by others (e.g., supervisors) are used much less frequently. Of the self-report measures, no one measure …

Abusive Supervision, Megan Paul

Umbrella Summaries

What is abusive supervision?

Abusive supervision refers to “subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). Abusive supervision is most commonly measured using 15 items that describe abusive behaviors, and subordinates rate the frequency with which the supervisor engages in each behavior. Examples include “Ridicules me,” “Puts me down in front of others,” “Blames me to save himself/herself embarrassment,” and “Breaks promises he/she makes” (Tepper, 2000). Thus, subordinates do not judge whether they feel abused or consider their supervisors’ behavior abusive; they …

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

Graduate Theses/Dissertations

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 …

Mindfulness, Megan Paul

Umbrella Summaries

What is mindfulness?

Mindfulness is described as “paying attention in a particular way: on purpose, in the present moment, and nonjudgmentally” (Kabat-Zinn, 1994, p. 22). Instead of being on autopilot and reacting in reflexive and mindless ways, perhaps with a focus on the past or the future, it is about being fully aware of and present in the moments of our lives. The nonjudgmental aspect is about not leaping to “likes and dislikes, opinions and prejudices, projections and expectations” (Kabat-Zinn, 1994, p. 23) and instead observing without evaluating. Mindfulness is considered both a trait and a state. Trait mindfulness refers …

Job Involvement, Megan Paul

Umbrella Summaries

What is job involvement?

Job involvement refers to an individual’s psychological identification with their job (Kanungo, 1982). The preferred measure is the 10-item Job Involvement Questionnaire, which includes questions such as, “Most of my interests are centered around my job,” “I consider my job to be very central to my existence,” and “Most of my personal life goals are job oriented” (Kanungo, 1982).

Why is job involvement important?

Job involvement is important because it is associated with several important work outcomes. Specifically, it is strongly related to job satisfaction (Brown, 1996), organizational commitment, and career commitment (Cooper-Hakim & Viswesvaran, 2005). …

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, …

Psychological Safety, Rebecca Orsi, Megan Paul

Umbrella Summaries

What is psychological safety?

Psychological safety is the belief that one’s workplace is safe for interpersonal risk taking (Edmondson, 1999; Kahn, 1990). It has been suggested that psychological safety is a condition necessary for people to feel attached to and engaged in their work, when people feel they can reveal themselves without fear of negative consequences to status or career (Kahn, 1990). Psychological safety is not only an individual perception; it can also be a group-level shared belief that a team or work group is safe for interpersonal risk taking (Edmondson, 1999). The most popular way to measure psychological safety …

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 …

A Qualitative Exploration Of Work Values And Job Satisfaction Among Sign Language Interpreters, Monique J. Champagne

Journal of Interpretation

The aim of this study was to explore the impact of work values on job satisfaction among sign language interpreters due to an increased risk of burnout. A phenomenological approach was utilized to understand the experiences of nine participants through semi-structured interviews. Results revealed six themes: (1) Autonomy, (2) Altruism, (3) Relationships, (4) Achievement, (5) Safety-Comfort, and (6) Status. Empowerment was found to be encompassed within the themes of Altruism and Relationships. Results of this study were consistent with the Theory of Work Adjustment and Demand-Control Theory and were largely consistent with previous work values research. These results point to …