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Journal articles on the topic 'Job level'

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Published: 4 June 2021

Last updated: 1 February 2022

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1

Huang, Xu, and Evert Van De Vliert. "Intrinsic Job Rewards at Country-level and Individual-level Codetermine Job Satisfaction." Journal of International Business Studies 33, no. 2 (June 2002): 385–94. http://dx.doi.org/10.1057/palgrave.jibs.8491023.

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2

Robie, Chet, Ann Mare Ryan, Robert A. Schmieder, Luis Fernando Parra, and Patricia C. Smith. "The Relation between Job Level and Job Satisfaction." Group & Organization Management 23, no. 4 (December 1998): 470–95. http://dx.doi.org/10.1177/1059601198234007.

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3

Aronson, Keith R., Jean-Phillipe Laurenceau, Nicholas Sieveking, and William Bellet. "Job Satisfaction as a Function of Job Level." Administration and Policy in Mental Health 32, no. 3 (January 2005): 285–91. http://dx.doi.org/10.1007/s10488-004-0845-2.

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4

Moroc, Andrei, and Octavian Bărnuțiu. "Job Quality, Innovation and Employment – a Structural Equation Modeling on Regional Level." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 5, no. 1 (2019): 54–65. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.51.2005.

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Job quality (JQ) covers the aspects that contribute to wellbeing through the impact on material living conditions or quality of life at work. The research aims to evaluate the relationship between the quality of jobs, in combination with the dimensions of innovation and other economic and social indicators, on the performance of the labor market. The analysis is carried out at the level of 193 NUTS 1, 2 and 3 territorial administrative regions. Job quality is estimated based on the results of Eurofound’s sixth Working Conditions Survey 2015 (EWCS), which outlines some defining features of job quality. In the relationship between JQ and the growth of employment, we also introduced influences of innovation activities concerning the human resources involved, the financial support for research or the creation of collaborative networks between innovators, as well as intellectual assets in the form of patents applications, trademarks or design. The results of our structural equations modeling reveal an intense and positive causal relationship between the intellectual output (intellectual assets) and specific attributes of the job quality, especially regarding job prospects, skills and discretion, and the increase in the rate of employment.

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5

Kline, Patrick, and Christopher Walters. "Reasonable Doubt: Experimental Detection of Job‐Level Employment Discrimination." Econometrica 89, no. 2 (2021): 765–92. http://dx.doi.org/10.3982/ecta17489.

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This paper develops methods for detecting discrimination by individual employers using correspondence experiments that send fictitious resumes to real job openings. We establish identification of higher moments of the distribution of job‐level callback rates as a function of the number of resumes sent to each job and propose shape‐constrained estimators of these moments. Applying our methods to three experimental data sets, we find striking job‐level heterogeneity in the extent to which callback probabilities differ by race or sex. Estimates of higher moments reveal that while most jobs barely discriminate, a few discriminate heavily. These moment estimates are then used to bound the share of jobs that discriminate and the posterior probability that each individual job is engaged in discrimination. In a recent experiment manipulating racially distinctive names, we find that at least 85% of jobs that contact both of two white applications and neither of two black applications are engaged in discrimination. To assess the potential value of our methods for regulators, we consider the accuracy of decision rules for investigating suspicious callback behavior in various experimental designs under a simple two‐type model that rationalizes the experimental data. Though we estimate that only 17% of employers discriminate on the basis of race, we find that an experiment sending 10 applications to each job would enable detection of 7–10% of discriminatory jobs while yielding Type I error rates below 0.2%. A minimax decision rule acknowledging partial identification of the distribution of callback rates yields only slightly fewer investigations than a Bayes decision rule based on the two‐type model. These findings suggest illegal labor market discrimination can be reliably monitored with relatively small modifications to existing correspondence designs.

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6

JANG, Yang-Ja, Ki-Dong KIM, Seong-Yong JANG, and Jinwoo PARK. "Flexible Job Shop Scheduling with Multi-level Job Structures." JSME International Journal Series C 46, no. 1 (2003): 33–38. http://dx.doi.org/10.1299/jsmec.46.33.

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7

Tilev, Satihanim, and Kerime Derya Beydag. "Job Satısfactıon Level of Nurses." Sağlık ve Hemşirelik Yönetimi Dergisi 1, no. 3 (March 30, 2015): 140–47. http://dx.doi.org/10.5222/shyd.2014.140.

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8

I-Chen Wu, Hung-Hsuan Lin, Der-Johng Sun, Kuo-Yuan Kao, Ping-Hung Lin, Yi-Chih Chan, and Po-Ting Chen. "Job-Level Proof Number Search." IEEE Transactions on Computational Intelligence and AI in Games 5, no. 1 (March 2013): 44–56. http://dx.doi.org/10.1109/tciaig.2012.2224659.

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9

Chen, Jr-Chang, I.-Chen Wu, Wen-Jie Tseng, Bo-Han Lin, and Chia-Hui Chang. "Job-Level Alpha-Beta Search." IEEE Transactions on Computational Intelligence and AI in Games 7, no. 1 (March 2015): 28–38. http://dx.doi.org/10.1109/tciaig.2014.2316314.

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10

Zheng, Xingshan, Ismael Diaz, Ningyu Tang, and Kongshun Tang. "Job insecurity and job satisfaction." Career Development International 19, no. 4 (August 5, 2014): 426–46. http://dx.doi.org/10.1108/cdi-10-2013-0121.

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Purpose – The purpose of this paper is to examine optimism and how facets of subordinates’ psychological characteristics, such as their attitudes and personalities, are similar to their direct supervisors’ (as person-supervisor deep-level similarity or P-S deep-level similarity) in order to understand their interactions with job insecurity in predicting employee job satisfaction. Design/methodology/approach – Empirical study had been conducted. Sample firms in this study consist of eight state-run electric power companies and 16 licensed chemical companies in central Hubei Province in China. In total, 368 valid samples were included in the analyses (with a valid return rate of 73 percent). All constructs were rated on a five-point Likert-type response scale. In order to diminish the possibility of common method biases, the authors used participants’ dyad supervisors to rate P-S deep-level similarity and P-S guanxi. The authors tested the hypotheses by implementing hierarchical linear regression. Findings – The results show that when certain demographic variables (e.g. age, gender, education, post, employment type, income proportion, position) and P-S guanxi are controlled, optimism and P-S deep-level similarity significantly interact with job insecurity to predict job satisfaction. Job satisfaction is bolstered when job security increases among those who report a high level of both optimism and P-S deep-level similarity. Originality/value – Researchers have found that job insecurity has negative effects on job satisfaction (Sverke et al., 2002). But there is a lack of understanding about the mechanism of how job insecurity affects job satisfaction. In this study, the authors found that optimism and P-S deep level similarity could jointly moderate the relation (and direction) between job insecurity and job satisfaction. The work illustrates how positive traits (such as optimism) and psychological factors (such as P-S deep-level similarity) could affect employee job satisfaction with different levels of job insecurity.

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11

Royalty, Anne Beeson. "Job‐to‐Job and Job‐to‐Nonemployment Turnover by Gender and Education Level." Journal of Labor Economics 16, no. 2 (April 1998): 392–433. http://dx.doi.org/10.1086/209894.

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12

Na, Hongbum, and Jinwoo Park. "Multi-level job scheduling in a flexible job shop environment." International Journal of Production Research 52, no. 13 (October 22, 2013): 3877–87. http://dx.doi.org/10.1080/00207543.2013.848487.

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13

Kaupins, Gundars. "Influence Of Job Familiarity On Job Evaluation Ratings." Journal of Applied Business Research (JABR) 6, no. 3 (October 21, 2011): 80. http://dx.doi.org/10.19030/jabr.v6i3.6293.

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The effect of job familiarity on job evaluation ratings was investigated. Data came from a survey of 222 personnel specialists and middle to upper level managers. The results failed to show significant associations between various measures of job familiarity and job evaluation ratings of 7 jobs.

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14

Kuehn, Eileen, Max Fischer, Manuel Giffels, Christopher Jung, and Andreas Petzold. "Analyzing data flows of WLCG jobs at batch job level." Journal of Physics: Conference Series 608 (May 22, 2015): 012017. http://dx.doi.org/10.1088/1742-6596/608/1/012017.

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15

Demerouti, Evangelia. "Design Your Own Job Through Job Crafting." European Psychologist 19, no. 4 (January 1, 2014): 237–47. http://dx.doi.org/10.1027/1016-9040/a000188.

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Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.

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16

ACORN, SONIA, JANET WILLIAMS, LINDA DEMPSTER, SHARON PROVOST, and COLLEEN McEWAN. "Job Sharing at the Managerial Level." Nursing Management (Springhouse) 28, no. 5 (May 1997): 46???48. http://dx.doi.org/10.1097/00006247-199705010-00012.

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17

Weaver, Pamela. "Job Satisfaction Level of Marketing Faculty." Journal of Marketing Education 11, no. 2 (August 1989): 10–16. http://dx.doi.org/10.1177/027347538901100203.

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18

Kosteas, Vasilios D. "Job level changes and wage growth." International Journal of Manpower 30, no. 3 (June 12, 2009): 269–84. http://dx.doi.org/10.1108/01437720910956763.

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19

Niks, Irene M. W., Josette M. P. Gevers, Jan De Jonge, and Irene L. D. Houtman. "The relation between off-job recovery and job resources: person-level differences and day-level dynamics." European Journal of Work and Organizational Psychology 25, no. 2 (May 11, 2015): 226–38. http://dx.doi.org/10.1080/1359432x.2015.1042459.

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20

Butcher, Bob, and Matt Bursnall. "How Dynamic is the Private Sector? Job Creation and Insights from Workplace-Level Data." National Institute Economic Review 225 (August 2013): F4—F14. http://dx.doi.org/10.1177/002795011322500101.

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Private sector employment rose by over a million in the past three years. Commentators often interpret this number – which is a net figure – as ‘job creation’. But how many jobs really are created each year, and conversely how many are lost? How has this changed with the downturn and what does it imply for the recovery?This article uses findings from business and workplace-level data to map i) job creation and destruction over recent years, ii) its components in accounting terms, iii) the relative contribution by firms of different size and age, and iv) the reallocation of resource between firms and to workplaces within firms. There are four main points: a)Job churn far outweighs net change. Before the downturn, an average of 4.0 million jobs were created each year and a slightly smaller number lost (3.7m), resulting in a net increase of about 300,000 per year.b)Most job creation (over 70 per cent) is within existing firms; but within that, over a third comes from the creation of new workplaces set up within those firms.c)The net reduction in jobs in 2008–11 was not, in contrast to earlier recessions, due to higher rates of job loss; instead it reflects a sustained period of lower job creation in new workplaces, especially in SMEs (figure 1). This is consistent with ongoing credit constraints hitting SMEs particularly hard, as discussed in Armstrong et al. (2013), or could simply be in line with lack of confidence to invest at this time.d)Looking at the years 2008–11 individually, the downturn begins with reduced levels of entry, followed by a peak of job destruction in 2009 in line with reduced aggregate demand, and then a continuation of low levels of entry of new SMEs, and lower levels of destruction too (figure 2).

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21

Verheyen, Tanja, Nick Deschacht, and Marie-Anne Guerry. "The occurrence of demotions regarding job level, salary and job authority." Personnel Review 45, no. 6 (September 5, 2016): 1217–39. http://dx.doi.org/10.1108/pr-06-2014-0139.

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Purpose The purpose of this paper is to determine the occurrence of job level, salary and job authority demotions in the workplace through the analysis of Belgian Statistics on Income and Living Conditions (SILC)-data of 2007-2011. Design/methodology/approach Three hypotheses are tested: H1: there is a gender inequality in job authority demotions. H2: the level of education and the probability of being subject to a job level, salary or job authority demotion are negatively correlated. H3: age is negatively correlated with job level, salary or job authority demotion probabilities. The cross-sectional data of the SILC cover a specific time period with data on inter alia living conditions. The longitudinal data give information on inter alia income and non-monetary variables over a period of four years. The authors estimate multivariate regression models for binary demotion variables. These analyses allow the authors to estimate the odds of being demoted. The authors discuss the demotion rates, the bivariate correlations and the regression analysis. Findings The data analysis result in the fact that base salary demotions are not commonly applied as literature and the Belgian law on salary protection endorses. Fringe benefits demotions, as for instance the abolition of a company car or a bonus are, however, more frequent. There is a gender gap with regard to job authority demotion. Highly educated respondents are less confronted with job authority demotions. Age is negatively correlated with base salary/fringe benefits or job authority demotion probabilities, but not with job-level demotions. H1 is thus confirmed. H2 and H3 only partly confirmed. Research limitations/implications Several analyses were restricted because the EU-SILC did not question all dimensions of demotion in detail. Originality/value This study contributes to the scarce literature on demotion and to empirical studies on demotions regarding job level, salary and job authority.

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22

Kim, Won Ho, Young-An Ra, Jong Gyu Park, and Bora Kwon. "Role of burnout on job level, job satisfaction, and task performance." Leadership & Organization Development Journal 38, no. 5 (July 3, 2017): 630–45. http://dx.doi.org/10.1108/lodj-11-2015-0249.

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Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

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23

Huang, Xu, and Evert Van de Vliert. "Job Level and National Culture as Joint Roots of Job Satisfaction." Applied Psychology 53, no. 3 (July 2004): 329–48. http://dx.doi.org/10.1111/j.1464-0597.2004.00174.x.

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24

Tripathi, Narayan, Bijaya Parajuli, and Sudarshan Subedi. "Job Satisfaction and Its Associated Factors among PHC Level Health Workers of Kaski District." Journal of Health and Allied Sciences 10, no. 2 (October 22, 2020): 88–93. http://dx.doi.org/10.37107/jhas.198.

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Introduction: Job satisfaction has been identified as key factor of health worker retention and turnover in Low and middle income countries. In Nepal, only 55% of the health workers were satisfied with their current jobs. There is limited amount of literature in the areas related to factors affecting job satisfaction. This study aimed to assess the level of job satisfaction and its associated factors among PHC level health workers in Kaski district. Methodology: Health facility based cross sectional, quantitative study was conducted collecting quantitative data from all PHC level health facilities (3 Primary Health Care Center and 45 Health Posts) health workers of Kaski district, Nepal through face to face interview. The perceived 12 item job satisfaction scale was developed and used to identify job satisfaction. The association between the independent and outcome variable was analyzed by using chi square test. Results: The results showed two-third (66%) of PHC level health workers were satisfied with their current jobs in overall job satisfaction at Kaski district. The study showed that Health Assistant were more satisfied than Auxiliary Nurse Midwifery and Auxiliary Health Workers. Sex (OR=1.80, 95%CI=1.0-3.26), level of working post (OR= 2.62,95%CI=.1.44-4.77) salary (OR= 3.96,95%CI=2.07-7.57) ,pension (OR=3.96, 95%CI=2.07-7.57) training (OR=5.01, 95%CI=2.66-9.39) , opportunity for promotion (OR=2.80, 95%CI=1.54-5.09) , reward provision (OR=3.63,95% CI=1.94-6.77) and role in decision making OR=5.08,95% CI=2.34-11.04) were found to be significantly associated with overall job satisfaction. Conclusion: Two- third of the PHC level health workers of Kaski district were found to be satisfied with their job. Responsible bodies need to make provisions to improve the job satisfaction level of health professional so as to improve the healthcare services of PHCCS and HPs. Key words: Job satisfaction, Health workers, Primary health care level

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25

Moser, Christoph, Dieter Urban, and Beatrice Weder di Mauro. "International competitiveness, job creation and job destruction—An establishment-level study of German job flows." Journal of International Economics 80, no. 2 (March 2010): 302–17. http://dx.doi.org/10.1016/j.jinteco.2009.09.006.

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26

West, Bradley J., Jaime L. Patera, and Melissa K. Carsten. "Team level positivity: investigating positive psychological capacities and team level outcomes." Journal of Organizational Behavior 30, no. 2 (February 2009): 249–67. http://dx.doi.org/10.1002/job.593.

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27

Deeba, Farah, Rabia Arshed Usmani, Mahwish Akhtar, Taskeen Zahra, and Hafsa Rasool. "JOB SATISFACTION." Professional Medical Journal 22, no. 10 (October 10, 2015): 1373–78. http://dx.doi.org/10.29309/tpmj/2015.22.10.1048.

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Background: Doctor’s profession has been among one of the most attractiveprofession in Pakistan Society, but doctors are getting increasingly dissatisfied with their jobs inour region as unfortunately job satisfaction has still not received the proper consideration frompolicy makers. Objectives: To determine the level of satisfaction with variousjob characteristicsand compare the characteristics of doctorswith level of job satisfaction among doctors workingin public and private sector teaching hospitals. Study Design: Cross sectional study. Period:July 2014 to August 2014. Setting: Public sector (Jinnah Hospital Lahore) and a private sector(Fatima Memorial Hospital) Lahore. Methods: A total of 308 medical officers, 154 from eachhospital were included through simple random sampling. They were interviewed regarding theirsocio demographic and work related characteristics and satisfaction level regarding variousjob characteristics, using a structured, pretested questionnaire. The job satisfaction was ratedon the basis of a three point liker scale with scores ranging from 1 – 33 and scores > 25were considered as satisfied. All the data was entered and analyzed using SPSS version 17.0.Results: Among the total study respondents, majority 212 (68.8%) doctor were dissatisfied withtheir jobs while high level of satisfaction was seen only regarding timeliness of pay 92.9% andjob safety 98%.On comparing characteristics of doctors with job satisfaction, it was seen thatage, gender, marital status, number of family members, total family income, work experienceand nature of job was not significantly related with satisfaction while doctors working in privatehospital were more satisfied with their job as compared to doctors working in governmenthospital and this result was statistically significant (P = 0.000) Conclusion: Satisfaction levelof doctors especially working in public hospitals was low as compared to doctors working inprivate sector. There is need to address the reasons of dis-satisfaction and formulate strategiesto eliminate these issues.

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Dogar, Imtiaz Ahmad, Samreen Afzal, Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS." Professional Medical Journal 22, no. 11 (November 10, 2015): 1525–30. http://dx.doi.org/10.29309/tpmj/2015.22.11.2445.

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Objectives: To determine the level of job satisfaction of physicians and teachershaving regular jobs and those having contract based jobs and to compare level of job satisfactionbetween these types of jobs and between the two professions. Study design: Cross sectionalstudy. Duration and place of study: This study was conducted with teachers and physiciansrecruited at different schools, colleges and hospitals of Faisalabad in six months from October,2008 to March 2009. Subjects and methods: A sample of 200 participants, 100 physicians(50 regular and 50 on contract basis) from public hospitals and 100 teachers (50 regular and50 on contract) from public schools and colleges was drawn through purposive convenientsampling technique. Result: In overall profession wise analysis teachers scored higher onjob satisfaction scale (m=131.98) than physicians (m=126.98). Personals having regular jobshad lower job satisfaction (m=128.52) than professionals have contract jobs (m=130.45).Conclusion: Contract based jobs carry higher levels of job satisfaction for employees than theregular based jobs.

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29

Yokotani, Kenji. "Educational Level Signals Unobserved Abilities of People with High Functioning Autism Spectrum Disorders." Psychological Reports 107, no. 1 (August 2010): 227–35. http://dx.doi.org/10.2466/11.13.15.pr0.107.4.227-235.

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The effect of educational level on employment of people with high functioning autism spectrum disorders (HFASD) was examined. If education augments natural abilities to accomplish tasks in people with HFASD, then those with more education would have comparative advantages in both obtaining and retaining jobs. In contrast, if education did not augment natural abilities and only signaled unobservable abilities, one would expect an advantage only in obtaining a job, but not in retention. 22 people with HFASD replied to questionnaires regarding their history of education and employment. Those with job experience had higher educational levels than those with no job experience, but educational level was not significantly different between groups with and without more than one year of job experience. Educational level seems to be associated with abilities, but probably the unobserved abilities underlie both educational attainment and employment history.

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30

Kalfa, Murat, Dilek Tufan, and Merve Karaman. "Job Satisfaction Level Of Government Employees: The General Directorate Of Sport And Sports Federations Sample." European Scientific Journal, ESJ 12, no. 2 (January 29, 2016): 32. http://dx.doi.org/10.19044/esj.2016.v12n2p32.

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The purpose of this study is to determine the job satisfaction levels of employees of sports federation and general directorate of sport, and to analyze according to some variables. “Minnesota Job Satisfaction Questionnaire” was used to determine the job satisfaction levels of employees. Since the data didn’t fulfill the parametric assumptions, nonparametric Kruskall-Wallis and Man-Whitney U tests were used on the analysis according to job satisfaction levels. According to results of analysis, 98.8% of employees’ job satisfaction levels are medium and high. It was revealed that there is a statistically significant difference between employees’ general job satisfaction, internal and external sub-dimension points according to age groups, marital status, situation of selecting their jobs willingly and educational level. As a result; it was seen in terms of general job satisfaction and internal satisfaction that internal satisfaction levels of employees who are 40 or more in comparison with employees who are between 22-40 age groups, internal satisfaction levels of employees whose marital status are married in comparison with employees whose marital status are single, general satisfaction and internal satisfaction levels of employees who selected their job willingly and general, internal and external satisfaction levels of employees whose education levels are associate degree in comparison with employees whose education levels are bachelor’s degree and postgraduate are higher.

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31

Ivanović-Đukić, Maja, Biljana Đorđević, and Vinko Lepojević. "Mediating effects of educational level on job related characteristics: Job satisfaction relationship." Strategic Management 23, no. 2 (2018): 13–21. http://dx.doi.org/10.5937/straman1802013i.

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32

Bell, Bradford S., and Katherine J. Klein. "Effects of disability, gender, and job level on ratings of job applicants." Rehabilitation Psychology 46, no. 3 (August 2001): 229–46. http://dx.doi.org/10.1037/0090-5550.46.3.229.

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33

De Clercq, Dirk, Inam Ul Haq, and Muhammad Umer Azeem. "Workplace ostracism and job performance: roles of self-efficacy and job level." Personnel Review 48, no. 1 (February 4, 2019): 184–203. http://dx.doi.org/10.1108/pr-02-2017-0039.

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PurposeThe purpose of this paper is to investigate how employees’ perceptions of workplace ostracism might reduce their job performance, as well as how the negative workplace ostracism–job performance relationship might be buffered by their self-efficacy. It also considers how this buffering role of self-efficacy might vary according to employees’ job level.Design/methodology/approachQuantitative data came from a survey of employees and their supervisors in Pakistani organizations.FindingsWorkplace ostracism relates negatively to job performance, but this relationship is weaker at higher levels of self-efficacy. The buffering role of self-efficacy is particularly strong among employees at higher job levels.Practical implicationsOrganizations that cannot prevent some of their employees from feeling excluded by other members can counter the related threat of underperformance by promoting employees’ confidence in their own skills and competencies. This measure is particularly useful among higher-ranking employees.Originality/valueThis study provides a more complete understanding of the circumstances in which workplace ostracism is less likely to diminish employees’ job performance, by specifying the concurrent influences of workplace ostracism, self-efficacy and job level.

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34

Esser, I., and K. M. Olsen. "Perceived Job Quality: Autonomy and Job Security within a Multi-Level Framework." European Sociological Review 28, no. 4 (February 15, 2011): 443–54. http://dx.doi.org/10.1093/esr/jcr009.

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35

Frances, R. "Job and educational level of company managers: their relations with job satisfaction." Applied Psychology 35, no. 4 (October 1986): 513–30. http://dx.doi.org/10.1111/j.1464-0597.1986.tb00953.x.

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36

Md Abdullah, Syed Abul Hassan, Nushrat Tamanna, and Ishrat Jahan. "Employees’ Job Satisfaction in Tertiary Level Hospitals." Journal of Armed Forces Medical College, Bangladesh 11, no. 2 (January 16, 2019): 14–19. http://dx.doi.org/10.3329/jafmc.v11i2.39816.

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Introduction: In a resource-limited and high burden disease setting, satisfied human resource is an asset in terms of high productivity, efficiency and quality care. Objective: To evaluate and analyze the employees’ job satisfaction at tertiary level hospitals and identify the important determinants for job satisfaction. Materials and Methods: This descriptive study was done in two leading specialized private owned hospitals of Bangladesh during January 2011 to April 2011. A group of 200 employees were selected from both clinical (60%) and non-clinical (40%) staffs through systematic sampling method. Self-administered structured questionnaire was used keeping focus on organizational supportive activities, management employee relationship, gender discrimination and overall job satisfaction. Results: Male and female participants were nearly equal, 75% female respondent was satisfied/highly satisfied on their job which was higher than male (55%)(P<0.005). Married participants and employees aged 31-40 years showed higher level of job satisfaction (P<0.005). Forty Four percent respondent considered that salary was not at expected level and 47% opined that they could participate very often in decision making process. Two third respondents considered that they enjoyed freedom in their job and majority (55%) admitted that they received praise for good work. All the respondents opined that they did not have any experience of sexual harassment. Univariate analysis was done to see the association between job satisfaction and other variables. Authority valued respondent's contribution (P<0.005), satisfaction with salary and other benefits (P<0.005), superiors encourage employees about carrier development (p<0.005), make feeling about importance of job (P<0.005), receive praise for good work (P<0.05), superior looks after the personal welfare (P<0.05) and organization helps employee in their problem (P<0.005) were found significantly associated with Job satisfaction. Conclusion: To provide optimum health service by a health centre, all the staffs at all level, should be valued as an asset of the organization and their salary, participation and welfare should be properly looked after. Journal of Armed Forces Medical College Bangladesh Vol.11(2) 2015: 14-19

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Kwon, NaYoung, MinSoo Kim, and InSoo Oh. "The effect of Job Autonomy on Job Satisfaction." Korean Journal of Industrial and Organizational Psychology 29, no. 4 (November 30, 2016): 573–90. http://dx.doi.org/10.24230/kjiop.v29i4.573-590.

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Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.

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Williams, Mark, and Maria Koumenta. "Occupational closure and job quality: The case of occupational licensing in Britain." Human Relations 73, no. 5 (April 17, 2019): 711–36. http://dx.doi.org/10.1177/0018726719843170.

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The notion of job quality has been at the forefront of academic and policy-debates, best crystallized in the pursuit to create more but also better jobs as a route to economic prosperity. Motivated by the need to better understand how occupational-level structures shape job quality, we derive predictions from the occupational closure literature to explore how occupational licensing – the strongest and fastest growing form of closure – shapes job quality in Britain. Using nationally-representative data over several decades, we find that the effects of licensing tend to be confined to jobs in the most stringently-licensed occupations, with such jobs having higher pay, lower job insecurity, greater opportunities for skill-use, and higher continuous learning requirements – relative to jobs in similarly-skilled unlicensed occupations. Of particular concern, however, is the finding that jobs in stringently-licensed occupations are also characterized by significantly lower task discretion and significantly higher job demands. Overall, our study adds a new dimension to job quality debates by highlighting the role of emergent occupational-level institutional structures in shaping job quality, and further, that despite the overall positive effects closure strategies have, they may come at a cost to certain critical intrinsic dimensions of job quality.

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Wei, Ting han, Chao-Chin Liang, I.-Chen Wu, and Lung-Pin Chen. "Software Development Framework for Job-Level Algorithms." ICGA Journal 38, no. 3 (September 1, 2015): 131–48. http://dx.doi.org/10.3233/icg-2015-38302.

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Pusalia, Retno, Dewi Prihatini, Agus Priyono, and Dian Ekowati. "KONSEKUENSI JOB INSECURITY PADA KARYAWAN ENTRY LEVEL." eBA Journal: Journal Economics, Bussines and Accounting 5, no. 1 (February 13, 2019): 64–70. http://dx.doi.org/10.32492/eba.v5i1.743.

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The existence of job insecurity (JIS) cannot be avoided by every individual, including employees. Competition in the tight working world requires a variety of qualifications that must be fulfilled by every employee, particularly in maintaining their existence in the working world, including entry level employees. As the lowest position in the corporate structure hierarchy, entry levels are vulnerable to JIS. This is because entry level at the early stages of career. However, generally, entry level is the spearhead of the company, thus directly or indirectly it will affect performance both individually and a whole of company. The aim of this study is to explain the influence of JIS on employees, particularly entry level. The census method was used in this study. The results of the study shows that JIS has a significant negatif effect on work performance and organizational commitment. Besides that the results also shows that there is no significant influence between JIS on satisfaction and intention to quit the employee. One of the implications of this study is to become a referral for managers, especially in managing JIS in the organization as a whole.

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Shehada, Dr Mohammad. "Subordinate Job Level, Minority Status, and Participation." IOSR Journal of Business and Management 19, no. 03 (March 2017): 96–101. http://dx.doi.org/10.9790/487x-19030196101.

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Taber, Tom D., and George M. Alliger. "A task-level assessment of job satisfaction." Journal of Organizational Behavior 16, no. 2 (March 1995): 101–21. http://dx.doi.org/10.1002/job.4030160202.

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Murphy, Barbara. "Nursing Home Administratorsʼ Level of Job Satisfaction." Journal of Healthcare Management 49, no. 5 (September 2004): 336–44. http://dx.doi.org/10.1097/00115514-200409000-00011.

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Kim, Haemi, Jinyoung Im, Hailin Qu, and Julie NamKoong. "Antecedent and consequences of job crafting: an organizational level approach." International Journal of Contemporary Hospitality Management 30, no. 3 (March 19, 2018): 1863–81. http://dx.doi.org/10.1108/ijchm-01-2017-0040.

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Purpose This study aims to investigate the conditions required for encouraging employees to engage in job crafting and examine the consequences of job crafting behavior. Job crafting is employees’ proactive behaviors at work associated with modifying tasks, managing social relations and changing job cognition. Design/methodology/approach A paper-and-pencil onsite survey was conducted by targeting frontline employees working in five-star hotels located in Seoul, South Korea. Descriptive statistics, confirmatory factor analysis and structural equation modeling were used. Findings Perceived organizational support triggers employees’ job crafting. Task crafting leads to relational and cognitive crafting. Relational and cognitive crafting increases employees’ fit with the organization, whereas task crafting does not. Employees’ fit with the organization is positively associated with job satisfaction. Research limitations/implications Employees’ job crafting has positive consequences for a company by enhancing employees’ fit with the organization, resulting in increased job satisfaction. Thus, organizations need to show how much the organization cares about employees’ values, so that employees can initiate job crafting by utilizing organizational support. However, generalizing the results should be done cautiously. Originality/value This study focuses on the effect of an organizational-level predictor, whereas previous job crafting literature has focused mainly on an individual level or on task-related factors. It also empirically tests the causal relationships among the three facets of job crafting and provides their distinctive influences on person-organization fit that ultimately leads to job satisfaction.

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Coupe, Tom. "Automation, job characteristics and job insecurity." International Journal of Manpower 40, no. 7 (October 7, 2019): 1288–304. http://dx.doi.org/10.1108/ijm-12-2018-0418.

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Purpose The purpose of this paper is to analyze whether specific jobs characteristics, which experts have identified as being more automation proof, are associated with reduced job insecurity. Design/methodology/approach Data come from a recent survey providing information on sources of job insecurity as well as on detailed job characteristics. The analysis is based on various regression models. Findings People who have jobs that involve lots of personal interaction are less likely to be concerned about losing their job because of automation, or because of other reasons, and are more likely to think their job will exist 50 years from now. Having a creative job does not change these concerns. The share of respondents who fear losing their job to automation is fairly small, and those who do, typically fear other sources of job insecurity as much or even more. Practical implications Developing interpersonal skills is more likely to be an effective strategy for reducing job insecurity than developing creative skills. The findings further suggest that policies aimed at automation are unlikely to suffice for the elimination of worry over job loss, as many workers who fear automation at the same time feel there are other reasons that might lead to the loss of their job. Originality/value There are very few studies that link fear of losing one’s job to automation to a job’s characteristics. The survey used here is unique in the level of detail provided on job characteristics.

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Shim, Dong Chul, Hyun Hee Park, and Tae Ho Eom. "Street-level bureaucrats’ turnover intention: does public service motivation matter?" International Review of Administrative Sciences 83, no. 3 (September 3, 2015): 563–82. http://dx.doi.org/10.1177/0020852315582137.

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This study examines the joint influences of work exhaustion, job demands (red tape, role conflict, work overload), and public service motivation on street-level bureaucrats’ turnover intention. Based on a survey of 4974 Korean street-level bureaucrats, the study examines the potential mediating role of work exhaustion and complex moderating role of public service motivation in determining street-level bureaucrats’ turnover intention. In line with previous research, we find that job demands have both direct and indirect associations with street-level bureaucrats’ turnover intention through work exhaustion. However, public service motivation was found to reduce the employees’ turnover intention in two different ways. First, public service motivation was found to have a direct negative association with turnover intention. In addition, it was also found to mitigate the positive associations between job demands and work exhaustion, and between job demands and turnover intention. Points for practitioners The findings of the current study provide several practical implications for public managers. First of all, it suggests that imbuing public sector values through formal and informal training is important. Second, it provides some clues for local government managers to reduce street-level bureaucrats’ work exhaustion and turnover intention. For example, the problem of work overload for street-level bureaucrats could be reduced by reassigning work responsibilities according to workload analyses for given jobs.

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Harju, Lotta K., Wilmar B. Schaufeli, and Jari J. Hakanen. "A multilevel study on servant leadership, job boredom and job crafting." Journal of Managerial Psychology 33, no. 1 (February 12, 2018): 2–14. http://dx.doi.org/10.1108/jmp-08-2016-0237.

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Purpose The purpose of this paper is to examine cross-level effects of team-level servant leadership on job boredom and the mediating role of job crafting. Cross-level moderating effects of team-level servant leadership were also investigated. Design/methodology/approach This longitudinal study employed a multilevel design in a sample of 237 employees, clustered into 47 teams. Servant leadership was aggregated to the team-level to examine the effects of shared perceptions of leadership at T1 on individual-level outcome, namely job boredom, at T2. In addition, mediation analysis was used to test whether team-level servant leadership at T1 can protect followers from job boredom at T2 by fostering job crafting at T2. Cross-level moderating effects of team-level servant leadership at T1 on the relation between job crafting at T2 and job boredom at T2 were also modeled. Findings Job crafting at T2 mediated the cross-level effect of team-level servant leadership at T1 on job boredom at T2. Research limitations/implications The findings suggest that team-level servant leadership predicts less job boredom by boosting job crafting. Originality/value This study is the first to assess the effects of servant leadership on job boredom and the mediating role of job crafting. This paper examines job boredom in a multilevel design, thus extending knowledge on its contextual components.

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Cheung, Yu Ha, and Thomas W. Dougherty. "SOCIAL NETWORKS, SELF-PERCEPTIONS, AND JOB SEARCH SUCCESS FOR ENTRY-LEVEL JOB SEEKERS." Academy of Management Proceedings 2005, no. 1 (August 2005): C1—C6. http://dx.doi.org/10.5465/ambpp.2005.18778522.

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Mayes, Bronston T., Thomas W. Johnson, and Golnaz Sadri. "Personality, Job Level, Job Stressors, and Their Interaction as Predictors of Coping Behavior." Psychological Reports 87, no. 1 (August 2000): 61–81. http://dx.doi.org/10.2466/pr0.2000.87.1.61.

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Hypotheses concerning the relationships among job stressors, job level, personality, and coping responses were investigated in a sample of 305 electrical contracting employees. Coping behaviors were measured with questionnaire items based on interviews conducted with a sample of the subjects. Neuroticism (N) and Extraversion (E) were the personality variables most strongly related to coping behavior. Overall, more coping variance was explained by personality than by job stressors; however, when the effects of job level and job stressors were combined, they explained more variance in complaining/quitting and seeking social support than did the personality variables. Both work situation and personality seem to be important variables in the choice of coping behaviors. There was no evidence of interactions among personality, stressors, and job level in explaining coping behavior.

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MAYES, BRONSTON T. "PERSONALITY, JOB LEVEL, JOB STRESSORS, AND THEIR INTERACTION AS PREDICTORS OF COPING BEHAVIOR." Psychological Reports 87, no. 5 (2000): 61. http://dx.doi.org/10.2466/pr0.87.5.61-81.

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