Dissertations / Theses on the topic 'Workplace satisfaction'
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Wynn, Jennifer Kay Lewis Philip M. "Defining bitterness in the workplace." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Summer/Theses/WYNN_JENNIFER_55.pdf.
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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.
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Femina, Devi. "Workplace social capital, job satisfaction and workplace performance in developed and developing countries." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-social-capital-job-satisfaction-and-workplace-performance-in-developed-and-developing-countries(9323de21-3677-452c-9546-dbb6d350d8c8).html.
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Although social capital had been found to solve collective action problems, social capital at work or workplace social capital has only recently begun to be researched. This is noteworthy given that most of our waking hours are spent in the workplace. While workplace social capital is suggested to improve workplace performance, job satisfaction had been found to improve workplace performance. However, workplace social capital and job satisfaction have never been examined together with regard to workplace performance. Furthermore, most studies on workplace performance have focused on developed countries with evidence from developing countries is lacking. The aims of this thesis were to investigate 1) whether workplace social capital affects job satisfaction; 2) the relationship of social capital, job satisfaction and workplace performance; 3) whether individual characteristics differ in determining job satisfaction in developed and developing countries; and 4) whether context of organisations in developed and developing countries differ in determining the relationship of social capital, job satisfaction and workplace performance. To achieve those aims, this thesis selects two sets of secondary data representing developed countries: EWCS2010 in Europe combining workers with their regions and countries and WERS2011 in Britain linking workers to their workplaces; while primary data froma developing country have been gathered from public hospitals in Indonesia associating workers with workplaces. As such, this thesis exploits two approaches using structural equation modelling in multilevel models. First, the customary Macro-micro approach is used to examine the relationship between workplace social capital and job satisfaction treating both variables as latent constructs. Second, the less common micro-Macro approach is exercised to investigate the relationship between workplace social capital, job satisfaction and workplace performance. Results from developed countries show that workplace social capital is positively associated with individual outcomes such as job satisfaction and well-being even in times of financial crisis. Comparing the results between developed and developing countries, workplace social capital is positively significantly associated with job satisfaction in Britain and in Indonesia. With regard to higher level outcomes, workplace social capital is associated with better financial performance, while job satisfaction is associated with higher quality in British general industry. Turning to results from Indonesia, workplace social capital is associated with lower expenditure per bed; job satisfaction, however, failed to be associated with any workplace performance measures. Several individual and workplace characteristics in both developed and developing countries have similar influences on job satisfaction and workplace performance. Nevertheless, there are some contrasting results regarding the influence of those characteristics in developed and developing countries.
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Leung, Lok-man. "Flexible workplace and workplace satisfaction a case study of Cathay Pacific Airways Limited /." Click to view the E-thesis via HKU Scholars Hub, 2005. http://lookup.lib.hku.hk/lookup/bib/B37936207.
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Nober, Michelle. "The effects of workplace restructuring on job satisfaction." University of the Western Cape, 2014. http://hdl.handle.net/11394/4727.
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Masters in Public Administration - MPAThis study has been conducted before when the company in question underwent a restructuring (name change) but did not threaten the loss of jobs. This study is being conducted again because another restructuring has taken place over the period of 2011/2012 and involved the retrenchment of employees nationally. The company represented in the study is one of the largest cleaning companies in South Africa and has a very broad and influential client base. They are in high demand in the cleaning industry and have positively impacted many companies and organisations over their many years of existence. Because of the magnitude of the workplace restructuring this time around, more people have been affected (both those who were retrenched as well as those who were left behind). According to Vermeulen, 2002, “Downsizing” is a term that emerged in managerial circles and was used in the business press, but no precise theoretical formulation underpins any clear definition of the term. When hearing the term downsizing, one often will use this together with the term “laying-off” interchangeably. However, some authors will focus on different elements of downsizing for example in reporting on a comprehensive study of downsizing in American industry, Cameron, Freeman and Mishra (1993) limited the term's use to a programme which is an intentional process. This process involves an overall reduction in personnel with a view to improving the efficiency of the organisation. The process wittingly or unwittingly affects work processes at the organisation concerned. According to Hellgren, et al (2005), the attitudinal constructs investigated in this study were job satisfaction, job involvement, organisational commitment, and turnover intention. Job satisfaction represents a general affective response to the overall job situation. Following Locke (1976, p. 1300), we define job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. ...employees who survived downsizing were likely to experience high levels of stress and decreased levels of organizational commitment and motivation. These individuals are often known as the "victims" of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well-being (Bennett, Martin, Bies, & Brockner, 1995; Cappeili, 1992; Fallick, 1996; Leana & Feldman, 1992). This study inevitably aimed to prove that workplace restructuring very well has an effect or impact on an employee’s job satisfaction, whether these effects were positive or negative. The findings of the study highlighted significant positive correlations between the two variables and highlights strong relationships between employees’ career advancement opportunities and job satisfaction; trust and job satisfaction, communication and job satisfaction, as well as employee commitment and loyalty and job satisfaction whereas trust (2) or employee morale seem to have no significant relationship with job satisfaction.
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Grizzle, Tashua Lashun. "Relationship Between Workplace Aggression and Employee Job Satisfaction." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3032.
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Workplace aggression incidents are increasing and, thus, becoming more difficult to address in the United States. Health care workers in particular are at an increased risk of burnout compared to individuals working in other occupations. The purpose of this quantitative correlational study was to investigate the propensity for workplace aggression among health care professionals and the association between job satisfaction and the propensity for workplace aggression. The conservation of resources theory was used to frame the study. The Work Environment Scale and the Conditional Reasoning Test of Aggression were used to collect data from 89 mental health clinicians, nurses, and technicians employed at 2 metro Atlanta hospitals. Findings indicated no correlation between workplace aggression and job satisfaction among mental health workers. Findings also indicated no higher propensity for workplace aggression among frontline workers (nurses and technicians) than among other mental health workers. However, findings revealed that employees with more years of service had a higher propensity for workplace aggression. Implications for social change include enhancing the capacity of mental health workers to handle the emotional and physical demands of the job.
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Patrick, Angela Scott. "An examination of teacher workplace satisfaction and student achievement." Click here to access dissertation, 2007. http://www.georgiasouthern.edu/etd/archive/fall2007/angela_s_patrick/Patrick_Angela_S_200708_edd.pdf.
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Thesis (Ed.D.)--Georgia Southern University, 2007."A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." Education Administration, under the direction of Barbara Mallory. ETD. Electronic version approved: December 2007. Includes bibliographical references (p. 139-154) and appendices.
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Christian, Stacie. "Workplace Antidiscrimination Policy Effect on Transgender Employee Job Satisfaction." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3598.
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Not all organizations in Wisconsin have transgender inclusive antidiscrimination policies. Leadership can use the results of this study to understand the effect of antidiscrimination policies on transgender employee job satisfaction. Quantitative data were collected from transgender employees aged 18 years or older who were employed but not self-employed in the state of Wisconsin. The relationship between the presence and absence of transgender inclusive antidiscrimination policy and job satisfaction was addressed by creating an anonymous online survey that contained demographic questions, the 1997 Job Descriptive Index (JDI) and the Job in General (JIG). Participants were notified of the study using fliers disseminated via community service groups and events, web magazines, social media, and personal contact. Participants (n = 38) self-selected to participate. Fourteen participants reported that their workplace had transgender inclusive antidiscrimination policy (37%), 12 participants (31.5%) reported no such policy, and 12 participants (31.5%) were not aware of the presence of this policy. Data were analyzed to determine correlations between job satisfaction facets within the JDI and the JIG and the presence of antidiscrimination policy that includes employees who are transgender. Results revealed that the job satisfaction of employees whose workplaces had transgender inclusive antidiscrimination policies was highest when correlated to promotion opportunities, r = .854 followed by the employee's viewpoints about their actual work, r = .832, people in the workplace, r = .820, with the lowest correlation for the supervision facet, r = .808. These findings contribute to positive social change by promoting antidiscrimination policies for transgender employees, increasing job satisfaction, and reducing turnover.
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Jones, M. Anita. "A Study of Satisfaction With Online Learning in Workplace Training." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2158.
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The American workplace and American culture have rapidly transitioned to online learning and are now more dependent on technology. Yet, in spite of a multitude of studies that explored online learning, it has not been established whether managers are satisfied with application of technology to training. The purpose of this study was to examine receptiveness as expressed by satisfaction with effectiveness of online training among managers to determine if a relationship exists for age, position, and length of service. The research was based on theoretical foundations of Herzberg's theory of motivation and Herzberg's theory of job satisfaction. The goal of the study was to evaluate receptiveness as reflected by managers' level of satisfaction with the use of online learning in workforce training, and the presence of age, lengths of service, or position differences in satisfaction with online training. This quantitative study used nonexperimental stepwise multiple regression analysis, based on secondary data from the 2011 Senior Executive Service survey administered by the Office of Personnel Management of the United States government (n = 4,954). Results indicated that the number of employees managed was an influential factor in determining receptiveness, and supported age, length of service, and position differences in satisfaction with online training among managers. Results linked usage and effectiveness to satisfaction with effectiveness of online training. Based on the results, managers should add or increase online training to provide greater training capability and flexibility. The application may promote positive social change as these results could better equip managers in the public sector with greater training flexibility.
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Cheney, Alan B. (Alan Bruce). "Critical Expectations of Workers Undergoing a Major Change in the Workplace." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330706/.
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In an effort to determine whether job satisfaction and expectations in a group of workers undergoing major change in the workplace differ from groups of workers not undergoing major change, data were collected from three groups of workers at the operator level in a major U.S. electronics manufacturing company. Two of the groups were not undergoing a major work redesign and served as control groups. A group undergoing the early stages of a major work redesign, characterized primarily by their formation into a self-managed work team, served as the experimental group. The experimental group and one control group were located at the same manufacturing plant, while the other control group was located at another plant. It was hypothesized that the group of workers undergoing change would differ in job satisfaction and that over time, the difference would grow. It was also hypothesized that the group undergoing change would have different expectations about the nature of their jobs in the future. Data were collected from members of the three groups using a modified version of Hackman and Oldham's (1980) Job Diagnostic Survey, with two administrations of the survey seven months apart. Data were analyzed using a 3 (Groups) X 2 (Perception: "Now" versus "Near Future") x 2 (Administration) factorial design, with repeated measures Oil the Perception variable. Results revealed a difference in job satisfaction between the groups, as hypothesized. Results also revealed that members of the experimental group did have a few expectations for the future not held by members of the control groups; otherwise, expectations differed very little between the groups. Explanations for these findings are offered. This study suggests that those charged with implementing major change in the workplace should keep in mind that they may not see dramatic reactions from workers asked to make major changes, at least at the earliest stages of the change.
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Downing, Jason Allen. "Emotional Intelligence, Leadership Style, and Job Satisfaction in Contrasting Workplace Environments." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2208.
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Managers in direct contact with employees in operational and organizational settings have a profound effect on employee satisfaction and performance. The Bureau of Labor Statistics (BLS) indicated distinctly different levels of occupational stress between blue- and white-collar workers. A quasi-experimental design tested if the levels of emotional intelligence and transformational leadership style of managers had different effects on employee job satisfaction between blue- and white-collar workers. The theories of emotional intelligence, transformational leadership, and employee job satisfaction grounded the framework of the study. Data was collected using the Multifactor Factor Leadership (MLQ) questionnaire, the Job Satisfaction Survey (JSS), and the Emotional Judgement Inventory (EJI) from 35 managers and 120 workers from a single organization located in the State of Texas. Chi-square tests measured the association between the independent variables of blue- and white-collar workers' job satisfaction and the independent variables of the level of managers' emotional intelligence and their transformational leadership style. Data from the EJI and JSS revealed that the managers' level of emotional intelligence had a moderate influence on the blue- and white-collar employees' job satisfaction. Findings also indicated no associations between managerial leaders' transformational leadership style measured by the MLQ and job satisfaction of blue- and white-collar employees measured by the JSS. These findings may indicate that managers should focus on emotional intelligence to improve the level of job satisfaction among blue- and white-collar employees.
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Thomas, Jennifer Sarah. "An holistic evaluation of the workplace: understanding the impact of the workplace environment on satisfaction, perceived productivity and stimulation." Thesis, Northumbria University, 2011. http://nrl.northumbria.ac.uk/2845/.
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The central argument in this thesis is that the workplace environment has an impact upon users and that perceptions of the environment are related to overall satisfaction with the workplace, stimulation and perceived productivity. In addition, it is proposed that changing the environment can influence users’ perceptions and stimulation levels. To test this argument a methodology was developed to allow the collection of both objective and subjective data relating to a range of aspects of the workplace environment. A questionnaire was developed to test users’ attitudes towards aspects of the workplace environment including the internal climate, spatial layout, interior design and workplace features. These user perceptions were analysed in relation to corresponding objective measures of these workplace aspects. Data was collected in 16 workplaces and analysed to determine the relationship between user perceptions and objective measurements of the workplace and establish how these were related to overall satisfaction, stimulation and perceived productivity. The results revealed that users were satisfied with the more quantitative aspects of the workplace: internal climate and spatial layout, but were not satisfied with the qualitative aspects of the workplace: decoration, furniture, personal control and choice, window provision and break areas. All aspects of the workplace were significantly correlated with satisfaction with the workplace and stimulation. There was also an effect on perceived productivity. The findings of the workplace evaluations were tested to determine whether changing the environment in the afternoon could affect stimulation. The results revealed some evidence of a positive impact upon stimulation levels through variation of the workplace environment. Implications for the design of future workplaces and further research in light of the findings are discussed.
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Jones, Steffan J. "The effects of work and workplace control on employee satisfaction and performance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0002/MQ43309.pdf.
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Jones, Steffan J. (Steffan Jonathan) Carleton University Dissertation Psychology. "The Effects of work and workplace control on employee satisfaction and performance." Ottawa, 1999.
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Lee, Hye Eun. "Communication network approaches to conflict management at the workplace and job satisfaction." Diss., Connect to online resource - MSU authorized users, 2008.
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Mansfield, Rebecca K. "Employee Job Satisfaction and Attitudes in Virtual Workplaces." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5096.
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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 leadership style. The theoretical frameworks that guided the study were the job demands-resources model and media richness theory. Relationships between variables were explored using correlation and multiple regression, while controlling for moderating variables. 145 of the 295 telecommuters fit the parameters. The findings revealed a significant relationship between attitude toward telecommuting and job satisfaction. The leader-member exchange and transformational leadership styles significantly and positively affected the relationship between attitude and job satisfaction, while passive avoidant leadership style significantly and negatively affected the relationship between attitude and job satisfaction. These findings can help leaders as they aim to improve communication for the growing number of employees who telecommute.
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Marrs, Mary Elizabeth Merrigan. "Antecedents and outcomes of verbal aggression in the workplace /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9962542.
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Quijada-Crisostomo, Amanda L. "Interracial Romances in the Workplace." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1535456259291102.
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Sanz, Elizabeth. "Exploring Stereotype Threat in the Workplace with Sexual Minorities." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6350.
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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 this population, a new and presumably more comprehensive model of stereotype threat (the Multi-Threat Framework) was also examined to ensure that stereotype threat was being adequately measured by examining every possible type of stereotype threat. Job satisfaction has been linked to many organizational outcomes such as poor performance, absenteeism, and turnover intentions; thus, it is important to examine predictors of low job satisfaction. Thus, the current study tested perceived stress as a mediator between stereotype threat and low job satisfaction in a sample of 150 sexual minorities who were employed full time. Internalized homophobia was predicted to moderate the relation between stereotype threat and perceived stress. Results indicated support for the moderated mediation model using only the traditional measure of stereotype threat; that is, stereotype threat predicted low job satisfaction through job stress. Moreover, at high levels of internalized homophobia, individuals reported high job stress, regardless of levels of experienced stereotype threat. However, those with low internalized homophobia reported high job stress only when stereotype threat was high. No differences were found with regards to degree of concealing, suggesting that the deleterious effects of high stereotype threat on job stress occurred regardless of whether participants were concealing. Additionally, the moderated mediation model was not supported when measured using the new Multi-Threat Framework, suggesting that the measure may not be measuring the same construct as the traditional measure. Finally, results suggest that stereotype threat added significant incremental validity in predicting job dissatisfaction over perceived discrimination. These findings, in total, suggest that stereotype threat is a valuable construct for predicting negative work outcomes for stigmatized individuals. Implications for improving the work lives of sexual minorities were discussed.Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial & Organizational Track
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Walsh, Susan Joyce. "Supervisory and non-supervisory mentorships : how different workplace relationships impact upon job satisfaction /." Title page, table of contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsw223.pdf.
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Jones, Andrew S. "Cyberbullying and the workplace: an analysis of job satisfaction and social self-efficacy." Diss., University of Iowa, 2019. https://ir.uiowa.edu/etd/6967.
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Relatively little research has been devoted to understanding the implications of adult cyberbullying on workers. However, recent research focused on how cyberbullying affects adults has indicated cyberbullying has negative implications for job satisfaction of workers. The purpose of this study was to use Social Cognitive Career Theory (SCCT) as a framework to investigate the impact of cyberbullying in the workplace by examining the relationship between cyberbullying and both job satisfaction and social self-efficacy. The results of this study indicate that among individuals who are cyberbullied, higher rates of cyberbullying has a significant negative relationship with social self-efficacy, and social self-efficacy was negatively related to job satisfaction and also mediated the relationship between cyberbullying and job satisfaction. The findings of this study suggest cyberbullying is a workplace environmental condition that should be studied in SCCT due to its potential to negatively impact career development by indirectly influencing job satisfaction through a person’s social self-efficacy. Counselors and organizational leaders should consider this issue when designing interventions to combat workplace bullying.
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Heritage, Brody John. "Clarifying the relationship between culture and values and their impact on workplace satisfaction." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/366.
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My research examines the measurement and properties of values and culture, specifically the integration of Finegan's (2000) four factor values model with Cameron and Quinn's (1999, 2006) Competing Values Framework (CVF). The aim of my research was to reduce the blurring between the constructs of values and culture which has led to ambiguities in both measurement and understanding, such that that the measurement of culture has become highly values-centric.Three hundred and twenty nine participants from Australian local government and private healthcare organizations were surveyed using a cross-sectional design with measures based on Cameron & Quinn’s (1999,2006) Organizational Culture Assessment Instrument and Finegan’s (2000) four factor values constructs, as well as measures of job satisfaction, organizational commitment and turnover intention. Examination of the differences and similarities between values predictors and holistic culture predictors with regards to a generalised measure of workplace outcomes (job satisfaction, organizational commitment, turnover intention) was conducted. Methodological comparisons between traditional hierarchical multiple regression analyses and multilevel modelling were conducted as part of this examination, to account for intra-organizational differences in workplace outcomes.Validation of the four factors of culture represented in the Organizational Culture Assessment Instrument (Cameron & Quinn, 1999; 2006) was broadly achieved for both individual and perceived organizational preferences data. Both individual and perceived organizational culture preferences significantly predicted organizational outcomes. Validation of the four factors of values based on Finegan's (2000) constructs was achieved, although solutions for individual preferences and perceived organizational preferences differed. Again, both individual and perceived organizational values preferences predicted organizational outcomes, as expected. Culture preferences, after accounting for values preferences, significantly predicted organizational outcomes for both individual preferences and perceived organizational preferences data. Perceived organizational preferences were considerably more representative of the variability in workplace outcomes in all analyses. Congruence testing using Edwards' (1994) methodology revealed congruence effects between Humanitarian values / Clan culture and Adherence to Convention values / Hierarchy culture preferences, reinforcing Schneider's (1987) Attraction-Selection-Attrition model predictions.While values and culture are entwined in the literature, my results demonstrated that values-centric explanation of organizational outcomes could not explain as much variability in organizational outcomes as a holistic interpretation of culture. As pointed out by Hofstede et al. (1990; 1998) previously, organizational practices add to the explanatory value of organizational culture. Accounting for intra-organizational differences in predicting organizational outcomes was also identified as important. Differences in specified models for values are possibly indicative of perceptual differences of values when applied to the self compared to values applied to the organization, which may warrant different measurement scales depending on how values are being applied. Congruence between Finegan's (2000) values factors and Cameron and Quinn's (1999; 2006) culture factors was noted, but it was not present between all values/factor pairings as originally predicted. A significant proportion of the variability in organizational outcomes could be explained by perceptions of organizational preferences alone. The results of the thesis indicate the importance of the management of employee perceptions of organization culture (including values) for employee wellbeing.
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Middelberg, Ted Martin. "The relationship between leader behaviors and job satisfaction and collective efficacy /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
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Wymer, Chelsea Kay. "Effects of OCB on Job Satisfaction Perceptions." Xavier University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1422009245.
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Burress, Mary Ann. "The Relationship between Team Leader Behaviors and Team Performance and Satisfaction." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278408/.
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The purpose of this study, a quasi experimental design, was to investigate the relationship between team leader behavior and team performance and satisfaction. This field research tested leader behavior dimensions from two theoretical models of team effectiveness: Hackman's (1992) "expert available coaching," and Cohen's (1994) "encouraging supervisory behaviors." The relationship between coaching behaviors and team performance, employee, and customer satisfaction was assessed. Manager behavior was assessed with the SMT Leader Survey (Burress, 1994), an instrument determined appropriate for team environments, that measures Communication, Administration, Leadership, Interpersonal Skills, Thinking, and Flexibility. Employee satisfaction and performance information was archival data provided by the organization. The results demonstrated that leader behavior is a less important component of team effectiveness than initially expected. Even though direct customer interaction was 25% of these manager jobs and considered the organization's most important predictor of corporate profitability, no relationship between leader behavior and customer satisfaction was found. Among the key findings was, that while flexibility differentiated leader behavior more than any other scale, its relationship with both team performance and team satisfaction was negative. Interpersonal skills were positively associated with team performance, while leadership was positively associated with team performance and satisfaction. The SMT data were factor analyzed and formed into three factors. Two were historical leadership constructs: consideration (which correlated positively with employee satisfaction) and structure. A third factor, decisiveness, was negatively related to team performance. This research determined some essential skills for managing high performance teams and improving employee satisfaction. The results indicate that managers in a team environment may need to alter their roles if high performance and employee satisfaction are organizational objectives. Possibilities include building and developing the corporation's business, creating in depth relationships with customers, and establishing alliances and partnerships with other organizations. These roles will require new manager skills which have the potential to increase manager job satisfaction and augment manager value to the corporation.
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Karimi, Marziyeh. "Internet usage within the workplace and teachers’ job satisfaction: role of Age and Gender." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80765.
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In recent years, the Internet has made many changes to different aspects of individuals’ professional and personal lives. It is used in different professions for various reasons such as improving communication, increasing efficiency and access to more resources and opportunities. Furthermore, improved conditions at work can help increase employee’s job satisfaction and the positive feeling toward their job. The aim of this study is to examine the effect of Internet use on Job satisfaction for teachers and the potential moderating effects of gender and age on this relationship. To conduct this study, a sample including 71 teachers was used and a survey was used to collect the information from the teachers. Two regression analyses were carried out and three hypotheses were tested. The results from these analyses did not support the idea of an effect of Internet use on teachers’ job satisfaction or moderating effects of age and gender on the relationship. However, there was some evidence that teachers in the sample viewed the Internet as positive for their job. It should be mentioned that the conclusions are limited by methodological problems such as questionnaire design and sampling.
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Barlow, Elizabeth. "The relationship between workplace social capital and employee subjective wellbeing, stress and job satisfaction." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.599572.
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This study aimed to investigate the perceptions of the social networking site 'Facebook' amongst its users. Quantitative research on this topic has tended to focus on campus-based student samples, and a qualitative approach and a non-student sample was selected here in order to generate richer data for analysis within a wider group of Facebook users. Semi-structured interviews were carried out with four participants, and data was analysed using a Thematic Analysis approach. Four major themes emerged from the data: 'communication', 'knowledge of others', ' change in use over time', and 'the 'dark side' of Facebook'. Participants noted the utiJity of Facebook in enhancing communication and increasing knowledge of others, both close and distant friends. A general trend for fluctuating use of Facebook over time was reported. Concerns were raised over the possible addictive and psychologically or socially damaging impact of using Facebook. Differences also emerged between the constructions of how Facebook could be used, and the ways in which participants actually felt they used the site. Implications for the role of Facebook in both individual and wider social contexts are discussed, and directions for further research are suggested.
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Campbell, Kristen. ""Chuckle while you work" subordinates' perceptions of superiors' humor orientation, assertiveness, responsiveness, approach/avoidance strategies, and satisfaction /." Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1455.
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Bissett, Megan Frances. "The role of values and value congruence for job satisfaction, person organisation fit, work engagement and resilience." Thesis, University of Canterbury. Psychology, 2014. http://hdl.handle.net/10092/9171.
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There has been a recent increase in research investigating the relationship between values and value congruence in the workplace and how this leads to positive organisational outcomes. This study investigated the congruence between employees’ values and their perceptions of organisational values, and how this relates to the organisational outcomes of job satisfaction, work engagement, person organisation fit and resilience. Participants were asked to rate eight values related to the workplace, in relation to how they thought about the values individually and how they perceived their organisation rated the eight values. These ratings were then used to analyse the relationship between values and value congruence and each of the four organisational outcomes. The proposed relationships were tested using data collected from an online survey of 120 employees from nine New Zealand based organisations. The results of hierarchical regression analyses showed that values and values congruence is significantly related to job satisfaction, work engagement, person organisation fit and resilience. However the significant relationships were dependent on certain values for each of the four outcomes. Which implies certain values are more salient for each of the outcomes. The results were also discussed in terms of the practical implications for organisations and areas of possible future research.
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Simmons, Alphonso. "Exploring Millennial Retention Strategies and Methods in the Workplace." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2503.
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Many U.S. organizations fail to retain Millennials for longer than 3 years. The purpose of this case study was to explore the strategies and methods leaders have used to retain Millennial employees within a small business in the Washington, DC, metropolitan area. The leaders of this small business have retained their Millennial employees for the last 3 years. The conceptual frameworks for the study were Bass's transformational leadership theory and von Bertalanffy's general systems theory. Data were collected from semistructured interviews with 4 participant leaders with a successful record of retaining Millennials. In addition, company documents including policies, training records, company website, and peer-reviewed journals were gathered to supplement the semistructured interviews. All data were analyzed using the modified van Kaam method. The findings revealed that these 4 leaders employed specific strategies for career growth opportunities, communication plans, organizational level community involvement, high compensation packages, high functioning and fun culture, regular feedback meetings, training opportunities, and respect for opinions to solve the low retention rate among Millennials within an organization. The leaders also reported 3 methods that they employed to retain Millennials were maintaining open lines of communication, establishing positive relationships with management, and providing targeted training throughout the employees' tenure. Social change implications include organizational leaders increasing retention rates of Millennial employees by enhancing employee motivation and improving relationships. Results may benefit organizations by reducing turnover costs.
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Wikoff, Logan Marie. "Humor Type, Source, and Perceived Job Satisfaction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460979977.
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Powell, Cameron B. "From Business Suit to Business Beanie: Dress Code, Personality, and Job Satisfaction in the Workplace." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1594922568863919.
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Zito, Erik J. "Exercise and Self-Reported Workplace Stress." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534427247611585.
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McBain, Laura-Lynne. "Women's and men's networks in the workplace : attitudes, behaviours and outcomes." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/32295.
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Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization.
Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes.
Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Allen, Josh. "Testing and Expanding an Emotion-Centered Model of Workplace Aggression: The Moderating Effects of Perceived Intensity and Social Support in the Workplace." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/975.
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The purpose of this thesis was to examine the mediating effects of job-related negative emotions on the relationship between workplace aggression and outcomes. Additionally, the moderating effects of workplace social support and intensity of workplace aggression are considered. A total 321 of working individuals participated through an online survey. The results of this thesis suggest that job-related negative emotions are a mediator of the relationship between workplace aggression and outcomes, with full and partial mediation supported. Workplace social support was found to be a buffering variable in the relationship between workplace aggression and outcomes, regardless of the source of aggression (supervisor or co-worker) or the source of the social support. Finally, intensity of aggression was found to be a strong moderator of the relationship between workplace aggression and outcomes.
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Adriano, Manuel Tomas. "The impact of team member satisfaction on project management success." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2808.
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Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.The single most critical factor responsible for the success of any project is the human element as this is the point at which projects succeed. Senior technically qualified managers have recorded high failure rates in areas where they have hard skills relevant to the industry. The levels of technical expertise and technology should have facilitated the project execution process and increased the success rate of project management. Contrary to this, the IT industry for instance, has recorded an average 47% failure rates regardless of the fact that IT specialists manage them. Project management has been defined as a unique undertaking limited by time, quality and budget within a prescribed scope. Depending on the type of the project, there is a need for different expertise to operate in the different stages in the life cycle of the project as well as the elements or WBSs of the project. Where people are involved there is bound to be conflicts, and these conflicts need to be managed. Because of the nature of project management, specialists who together comprise of the project team head WBSs. This team originates from different sources, and in the matrix system is comprised of people seconded to the project but whose loyalty remains with their departments. Such teams are therefore comprised of people who may not share the same culture or work ethics, together with the differences in approaching their duties. It becomes the responsibility of the project leader therefore to enable these “secondments” to be satisfied in their new positions so that they can be productive. This research sought out to identify generic requirements to satisfy a team and get the best out of the team.
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Masia, Uanda. "The relationship of work stress and job insecurity with workplace safety compliance, job satisfaction and commitment in a mine / Uanda Masia." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4238.
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The reduction of workplace accidents and improvement of workplace safety is a concern
for most mining houses. Pressure from the labour movement and legislative requirements
do not make the burden any lighter. There are circumstances directly and indirectly
relating to accidents and therefore a need to obtain an in-depth analysis of underlying
causes of accidents in order to draw relevant conclusions exists. There are workplace
environmental matters as well as individual attitudinal issues that need to be addressed.
The objective of this study is to investigate the relationship of work stress and job insecurity with
safety compliance, job satisfaction and commitment in a mine. A cross-sectional survey design
was used with an availability sample (n=158). A survey booklet including a biographical
questionnaire, scales on job insecurity, job satisfaction, affective organisational commitment,
workplace accidents and safety compliance as well as a work stress measure comprising
dimensions of role clarity, conflict and overload was administered. The results indicated that
when miners experience work stress and job insecurity, their safety compliance is low. Job
satisfaction was found to be a positive predictor of safety compliance among miners.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
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Busch, Andrew. "A critical analysis of research related to workplace retention, satisfaction and motivation of the millennial generation." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005buscha.pdf.
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Myers, Meghan Elizabeth. "PLEASE TELL ME WHAT TO DO: CHALLENGING ASSUMPTIONS ABOUT AUTONOMY, BUREAURACY, AND SATISFACTION IN THE WORKPLACE." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1235167338.
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Cooper, Sharon L. "Dental faculty perceptions of workplace environment and job satisfaction at a Southeastern University College of Dentistry." [Gainesville, Fla.] : University of Florida, 2009. http://purl.fcla.edu/fcla/etd/UFE0041013.
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Halpin, Michael A. "Diversity, conflict and job satisfaction in work-teams: a judgement and decision making approach /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19251.pdf.
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Jacobs, Cleo Lynne. "The relationship between stress factors and workplace outcomes amongst educators in the Western Cape province." University of the Western cape, 2016. http://hdl.handle.net/11394/5565.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Quality education is regarded as a powerful tool in ensuring the economic, democratic and social development of nations (Kubberud, Helland & Smith, 1999). To deliver quality education, well functioning teachers are needed (Kubberud, Helland & Smith, 1999) Substantial evidence exists showing that a significant number of teachers worldwide struggle with high levels of distress and burnout (Chaplain et al., 2003). Change in the work environment is often regarded as stressful and can lead to decrease in a sense of general well-being amongst teachers (Verhaeghe, Vlerick, Gemmel, Van Maele & De Backer, 2006). Internal and external factors of change management have shaped the teaching environment in South Africa and have contributed to instability with regard to motivational levels of teachers in recent years. Actions such as intentions of leaving the teaching profession and quitting their job, could have resulted due to feelings of low job satisfaction. However, job satisfaction is not only reflected in high labour turnover but as well in absenteeism, being unproductive or even being unwell at work (Jackson, Rothmann & Van de Vijver, 2006). Continuous exposure to things like high job demands, lack of job resources, change, competitiveness and rivalry, can result in stress and burnout. Stressful events may lead to ill- health and might impact negatively on the work-related well-being of employees. The purpose of the research paper was to grasp the effects of stress factors (namely work overload and work/family conflict) on educators and to establish to what extent it contributes to the workplace outcomes of those educators in terms of their work engagement, job satisfaction levels and the intention to quit. A quantative research method was use to generate the results, by means of survey distribution to the targeted population. The results found that work family conflict and job overload did not explain a significant proportion of the variance in work engagement, job satisfaction or intention to quit.
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Lawrence, Felicity J. "Prevalence and consequences of negative workplace cyber communications in the Australian public sector." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/88058/1/Felicity_Lawrence_Thesis.pdf.
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This research studied the prevalence and impact of workplace cyberbullying as perceived by public servants working in government organisations across Australia. Using Social Information Processing theory, this research found employees reported task- and person-related cyberbullying that was associated with increased workplace stress, diminished job satisfaction and performance, and reduced confidence in their organisations' anti-bullying intervention and protection strategies. Furthermore, workplace cyberbullying can create a concealed, online work culture that undermines employee and organisational productivity. These results are significant for employers' duty-of-care obligations, and represent a cogent argument for improved workplace cultures in support to Australia's future organisational and economic performance.
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Engelbrecht, Heiné Drydond. "The relationship between workplace bullying, job satisfaction and the intention to quit in an IT company / Heiné Drydond Engelbrecht." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10123.
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Globally, workplace bullying is a growing phenomenon which affects millions of employees. It is characterised by frequency of incidence, duration and reaction on the side of both the perpetrator and victim, ultimately caused by power struggles in ineffective working environments. The impact on both the Company and employee is significant and there is a negative impact on the employment relationship. It may lead to reduced performance and productivity, individual health problems, impact on job satisfaction and foster intentions to quit. The primary objective of this research was to determine the prevalence of workplace bullying in a South African Information Technology (IT) company, and determine the impact of this construct on job satisfaction and intention to quit. A cross-sectional survey design was used. The constructs were measured by means of a biographical questionnaire, the Negative Acts Questionnaire Revised, a Job Satisfaction Questionnaire and an Intention to Quit Questionnaire. Cronbach’s Alpha coefficients were used to assess the validity and reliability of the measuring instruments. The phi-coefficient was used to determine effect size and power of the chi-square tests for independence (Aron, Elliot, & Aaron, 2011). The research method for the articles consisted of a literature review and an empirical study. The statistical analysis was carried out using the SPSS 20.0 programme (SPSS 2012). Article 1 focuses on the prevalence and measurement of workplace bullying in an IT company. Descriptive statistics (frequencies) and cross tabulations were used to describe the data. Significant relations were found in constructs within the negative acts, and also between the negative acts and biographical information. Article 2 focuses on the relation between workplace bullying, job satisfaction and the intention to quit in an IT company. Descriptive statistics (frequencies, means, standard deviations, skewness and kurtosis) were determined to describe the data, principal component analysis was used and an Oblimin rotation was performed to determine the constructs for analysis. Pearson’s correlation coefficients and multiple regression analysis were used to determine the relationship between these constructs. Significant relations and difference are found between the various individual constructs and the scores of the negatives acts, job satisfaction and intention to quit. Conclusions are made for the current research, limitations discussed and recommendations for future research are put forward.Thesis (MCom (Labour relations management))--North-West University, Vaal Triangle Campus, 2013
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Wittgenstein, John. "The Moderating Role of Personality on Workplace Conflict and Outcomes." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/1548.
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The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.
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Cahill, Francis Joseph. "The influence of self aspects, sources of workplace satisfaction and gender on organisational commitment an integrated model /." Australasian Digital Thesis Program, 2006. http://adt.lib.swin.edu.au/public/adt-VSWT20070424.155259/index.html.
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Thesis - DPsych(Counselling Psychology) -- Swinburne University of Technology, 2006.A thesis submitted in fulfillment of the requirements of the [degree of the] Professional Doctorate in Counselling Psychology, Swinburne University of Technology, 2006. Includes bibliographical references (p. 152-162).
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Miller, Alexandra M. "Fun in the workplace toward an environment-behavior framework relating office design, employee creativity, and job satisfaction /." [Gainesville, Fla.] : University of Florida, 2005. http://purl.fcla.edu/fcla/etd/UFE0012150.
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Cahill, Francis Joseph, and n/a. "The influence of self aspects, sources of workplace satisfaction and gender on organisational commitment an integrated model." Swinburne University of Technology, 2006. http://adt.lib.swin.edu.au./public/adt-VSWT20070424.155259.
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The purpose of this study was to explore the relationship between self-aspects,
sources of workplace satisfaction and types of organisational commitment. This study
tested three expectations. The first was that employees with strongly developed
relational self-aspects who find satisfaction in workplace relationships with their direct
managers and colleagues were likely to experience affective committed towards their
organisation. The second was that employees with strongly developed individual selfaspects
who find satisfaction in the job itself were likely to experience continuance
commitment towards their organisation. The third was that employees with strongly
developed collective self-aspects who find satisfaction in the organisation as well as its
senior management were likely to experience normative committed towards their
organisation. To test these hypotheses, three empirical studies were conducted.
In Study 1 respondents (N = 140) were drawn from a large aged care nursing
facility. Using separate regression analyses, support was found for the expectation that
relational self-aspects would predict satisfaction with colleague relationships and that
satisfaction with colleague and manager relationships would predict affective
commitment. Support was also found for the expectation that collective self-aspects
would predict satisfaction with the organisation and its senior management, however
only satisfaction with the organisation was found to predict normative commitment. The
expected relationship between individual self-aspects, job satisfaction and continuance
commitment was not supported. It was argued that the strong relational nature of the
sample and the high percentage (87%) of females within the sample may have
influenced the results.
Study 2 was designed to reconfirm the expected relationship between sources of
workplace satisfaction and types of organisational commitment using a broader sample.
Respondents (N = 146; females =86, males = 60) were drawn from four sources; a
credit co-op, an adventure based training organisation, a commercial cleaning
organisation, and a Graduate School of Business. As expected, satisfaction with
colleague relationships was a significant predictor of affective commitment, while a
non-significant trend was observed for satisfaction with manager relationships. Some
support was found for the expectation that job satisfaction would be a significant
predictor of continuance commitment through an observed non-significant trend.
Satisfaction with the organisation was a significant predictor of normative commitment,
while satisfaction with senior management was not. The influence of gender on these
results were also examined and discussed.
The purpose of Study 3 was to introduce a newly developed work specific selfaspects
scale and test the integrated model that examined the relationship between three
types of self-aspects, three sources of workplace satisfaction on three types of
organisational commitment. The influence of gender was also examined and discussed.
Respondents (N= 119) were drawn from an Australian financial institution. Using
standard regression analysis to test the model, it was found that collective work selfaspects
together with satisfaction with colleague and manager relationships were the
only predictors of affective commitment, while collective work self-aspects together
with satisfaction with the organisation were the only predictors of normative
commitment. No support was found for the expectation that individual self-aspects
together with job satisfaction would significantly predict continuous commitment.
The results of this research provided some support for the view that the strength
of an employee's self-aspects may determine the type of workplace experiences they are
likely to find satisfying. Furthermore, these sources of workplace satisfaction are likely
to lead to different forms of organisational commitment. It was argued that the results
observed across the three studies may have been influenced by organisational context.
It was suggested that further research should sample a broader range of organisations in
order to test the validity of the integrated model.
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Su, Hung-Yi, and 蘇浤毅. "The Effects of Workplace Friendship on Workplace Deviance—Using Job Satisfaction as a Mediator Variable." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/25036969543469637516.
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碩士國立臺中技術學院
事業經營研究所
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Workplace deviance does tremendous harms to an organization. In order to create a positive sense of cooperation among employees, understanding the interactions among employees and the effects of the interactions has become very important. This study was aimed to explore the relationships among workplace friendship, job satisfaction, and workplace deviance. The cross-sectional research design was adopted. A total of 332 valid questionnaires were collected and tested for hierarchical regression analysis. The research results revealed that better workplace friendships and higher job satisfaction could reduce workplace deviance. Besides, workplace friendship would also influence workplace deviance through job satisfaction. Therefore, it was suggested that organizations should use positive friendships as a medium to create a better work environment and reduce the impact of workplace deviance.
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Van, Jaarsveld Zacharia Gurtruida. "Finding meaning in the workplace." Diss., 2004. http://hdl.handle.net/10500/1225.
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