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Artigos de revistas sobre o assunto "Job satisfaction Australia"
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Hosseini, M. Reza, Nicholas Chileshe e George Zillante. "Investigating the Factors Associated with Job Satisfaction of Construction Workers in South Australia". Construction Economics and Building 14, n.º 3 (13 de setembro de 2014): 1–17. http://dx.doi.org/10.5130/ajceb.v14i3.4154.
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The purpose of this paper is twofold. Firstly, its aim is to ascertain the major aspects of job satisfaction for South Australian construction workers including the main ramifications of job satisfaction in the working environment. Secondly, it investigates the influence of key age-related factors i.e. chronological age, organisational age and length of service on major aspects of job satisfaction. The collected data for this study comprised 72 questionnaires completed by construction practitioners working at operational levels in the South Australian construction industry. Based on the responses from the target group, this study deduced that job dissatisfaction was predominantly related to the adverse impact on personal health and quality of life. In addition, indifference and the perception of dejection in the workplace are the main consequences of low levels of job satisfaction. Inferential analyses revealed that none of the age-related factors could significantly affect the major aspects of job satisfaction of construction workers in the South Australian context. The study concludes with providing practical suggestions for redesigning human resources practices for increasing the level of job satisfaction within the South Australian construction industry.Keywords: Job satisfaction, workers, age, construction industry, South Australia
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Kifle, T., P. Kler e S. Shankar. "Immigrant job satisfaction: the Australian experience". International Journal of Manpower 37, n.º 1 (4 de abril de 2016): 99–114. http://dx.doi.org/10.1108/ijm-02-2014-0053.
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Purpose – The purpose of this paper is to study the level of job satisfaction among Australian immigrants relative to the native-born over time as a measure of their labour market assimilation. Design/methodology/approach – Using the Household, Income and Labour Dynamics in Australia panel data set, six measures of job satisfaction are tested using the random effects Generalised Least Squares method with a Mundlak correction. Labour market assimilation is defined by “years since arrival” and also via cohort effects. Findings – The authors find statistical evidence of general job dissatisfaction amongst immigrants in Australia relative to the native-born, driven mainly by non-English Speaking Background (NESB) immigrants, though this dissipates for long-term immigrants, irrespective of English Speaking Background (ESB) or NESB status. Econometric results strengthen these results though improvements over time are only strongly evident for NESB immigrants, whilst results for ESB immigrants remain mixed, and is dependent on the definition of “assimilation”. Originality/value – This paper extends the immigrant labour market assimilation literature by introducing job satisfaction as a measure of assimilation.
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Hosking, Karin, e James Athanasou. "A study of Unskilled Workers in Australia". Australian Journal of Career Development 6, n.º 2 (julho de 1997): 21–25. http://dx.doi.org/10.1177/103841629700600207.
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Many researchers have expected that there should be a significant and positive relationship between interests and job satisfaction. Yet an examination of 32 previous studies involving more than 15,000 subjects showed an overall correlation of only 0.15 between congruence and job satisfaction. Moreover, there has been a preoccupation with professional careers and only one previous study considered unskilled workers. This article describes an Australian study that used structured interviews and questionnaires to assess unskilled and skilled workers’ interests and satisfaction. There was little evidence of a relationship. Other job components -such as coworkers, pay, conditions, closeness to home and expectations - may be more important in determining workers’ satisfaction than whether or not their interests are congruent with their jobs.
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Jones, M., K. Mavromaras, P. Sloane e Z. Wei. "Disability, job mismatch, earnings and job satisfaction in Australia". Cambridge Journal of Economics 38, n.º 5 (5 de maio de 2014): 1221–46. http://dx.doi.org/10.1093/cje/beu014.
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Almeida, Shamika, Mario Fernando, Albert Munoz e Susan Cartwright. "Retaining health carers: the role of personal and organisation job resources". Journal of Organizational Effectiveness: People and Performance 6, n.º 2 (3 de junho de 2019): 98–113. http://dx.doi.org/10.1108/joepp-06-2018-0036.
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Purpose The purpose of this paper is to identify key personal and organisational resources that influence the engagement, well-being and job satisfaction of healthcare professionals working in Australia. Design/methodology/approach Using the job demands–resources model, this study investigates how employee resources and organisation resources influence engagement, well-being and job satisfaction of health professionals in Australian hospitals. The authors collected survey data from a sample of healthcare professionals (n=217) working in three hospitals in New South Wales, Australia. Findings The results confirm the importance of the emotional health of employees on their well-being. The results concur with existing research that employees with higher levels of emotional health have more positive emotional and social interactions, and thus exhibit higher levels of well-being at work. The study also uncovers certain aspects of emotional health that can influence a range of employee outcomes. Practical implications The findings link human resource management practices to unique motivators of healthcare professionals which, in turn, are likely to improve engagement, well-being and job satisfaction. Originality/value The study highlights specific resources that support greater levels of well-being, engagement and job satisfaction in Australian hospitals.
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Hegney, Desley, e Alexandra McCarthy. "Job Satisfaction and Nurses in Rural Australia". JONA: The Journal of Nursing Administration 30, n.º 7/8 (julho de 2000): 347–50. http://dx.doi.org/10.1097/00005110-200007000-00007.
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Diggens, Justine, e Therese Chesson. "Do factors of emotion-focussed patient care and communication impact job stress, satisfaction and burnout in radiation therapists?" Journal of Radiotherapy in Practice 13, n.º 1 (22 de abril de 2013): 4–17. http://dx.doi.org/10.1017/s146039691300006x.
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AbstractObjectivesTo investigate levels and sources of job stress, job satisfaction and burnout experienced by radiation therapists (RTs) in an Australian cancer hospital, and determine the factors of emotion-focussed patient care and communication that contribute to RTs’ stress and burnout.MethodsOne hundred and thirteen RTs working in a dedicated cancer hospital in Australia completed a self-report questionnaire.ResultsTwelve percent of RTs reported job stress while 73·5% reported job satisfaction in their current work roles. Up to 19% of RTs experienced burnout as measured on the Maslach Burnout Inventory scales. Emotion-focussed care and communication with patients was found to have links with job stress and burnout, but also with job reward and satisfaction. A range of organisational, personal and support factors were associated with RTs’ experiences, including training and confidence in emotion-focussed patient communication.ConclusionEmotion-focussed care and patient communication contributes to both job stress and burnout, as well as job satisfaction. RTs’ experience of job stress, satisfaction or burnout are likely to vary according to a range of personal, demographic and organisational factors.
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Zeffane, R. "Job Satisfaction and Work Redesign: Findings From Australia". International Journal of Comparative Sociology 35, n.º 1-2 (1 de janeiro de 1994): 137–41. http://dx.doi.org/10.1177/002071529403500108.
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Annakis, John, Tony Lobo e Soma Pillay. "Exploring predictors of job satisfaction in call centres – The case of Australia". Corporate Ownership and Control 8, n.º 3 (2011): 376–95. http://dx.doi.org/10.22495/cocv8i3c3p3.
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In this paper we examine predictors of job satisfaction within the call centre industry. Using a qualitative methodology, we investigate the nature and extent of job satisfaction of customer service representatives in two large Australian call centres. The findings from the study confirm that monitoring, personal privacy and flexibility correlate to workers’ wellbeing and job satisfaction
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Clayton, Bruce Michael, Barbara Lynch e Michael Kerry. "Job Satisfaction: The Case of Financial Planners in Australia". International Journal of Knowledge, Culture, and Change Management: Annual Review 7, n.º 3 (2007): 25–32. http://dx.doi.org/10.18848/1447-9524/cgp/v07i03/50342.
Texto completo da fonteTeses / dissertações sobre o assunto "Job satisfaction Australia"
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Tettey, Kwasi O'Boorh. "Racioethnic and migration status influence on job satisfaction: Evidence from Australia". Thesis, Tettey, Kwasi O'Boorh (2015) Racioethnic and migration status influence on job satisfaction: Evidence from Australia. PhD thesis, Murdoch University, 2015. https://researchrepository.murdoch.edu.au/id/eprint/27278/.
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The Australian labor market is characterized by a culturally diverse workforce. This in large part stems from the high representation of migrants in the workforce. In fact, the representation of migrants is reportedly higher than in most immigrant nations, including the United Kingdom (UK) and the United States of America (US). Nonetheless, in some of these countries, in particular the US, it appears there is an ongoing interest to ascertain whether or not there are discrepancies in the job satisfaction of workers from various cultural backgrounds. As a result, literature comparing the satisfaction of minorities with Whites is readily available, albeit conflicting. However, in Australia, this information is limited. The present research was therefore designed to provide some knowledge in this area.
Specifically, the research was undertaken to primarily establish if, within the Australian workforce, there are differences in job satisfaction levels on the basis of racioethnicity and migration status. It was also designed to ascertain if there are disparities on these bases in relation to life satisfaction. Further, the research was designed to assess the importance that is placed on job satisfaction facets by members of different racioethnic groups and with varying migration status. It also tested the possibility that people from different racioethnic backgrounds and with varied personality characteristics experience job satisfaction differently. In addition, the research examined disparities in perceived discrimination and its influence on the job satisfaction of people from different races and ethnicities. Altogether, nine research questions were addressed.
As part of addressing these questions, three main theories underlying job satisfaction, namely the motivation-hygiene theory, the job characteristics model, and the internal dispositional theory were tested. Using a survey questionnaire and interviews, data was collected from 413 participants—consisting of 388 survey respondents and 25 interviewees—and then analyzed using SPSS and NVivo. Consistent with the conclusions from overseas studies, it was found that race and ethnicity tend to predict both job and life satisfaction differently.
In general, there were significant differences in job satisfaction levels between Whites and people from minority races. Some significant differences were also found between ethnic groups. However, no such differences were observed between people with different migration status, although those born in Australia reported slightly higher levels of satisfaction. Also, in general, there were discrepancies in the job facets from which Whites and people from minority races derive satisfaction; there were discrepancies in the context of migration status and ethnicity as well. However, members of most racial and ethnic groups agreed that interpersonal relationships, communication, and work-life balance were important in terms of job satisfaction. In contrast, pay and promotion were considered less relevant.
Perceived discrimination was found to be considerably higher among minorities than Whites. It reduced job satisfaction levels and seemed to affect the satisfaction of members of some groups more than others. With regard to personality traits, there was little evidence to suggest that they influenced the job satisfaction levels of people from various racioethnic groups differently. Similarly, there was little evidence to suggest that people from different races as well as those with different migration status significantly vary in life satisfaction levels. However, slightly higher levels of satisfaction were recorded for Whites and people born in Australia compared with minorities and people born overseas. In addition, a larger proportion of members of ‘underprivileged ethnicities’ reported higher than expected levels of satisfaction and were more likely than their ‘Western ethnicities’ counterparts to be satisfied with their life in Australia. People born overseas, it was observed, were also more likely to be satisfied with life than those born in Australia.
The findings are interpreted with the support of relevant theories and data from the interviews. Conclusions and policy implications of the findings are presented, along with suggestions for further research.
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Martin, G. R. "Job factors contributing to the job satisfaction and job dissatisfaction of primary principals in one Ministry of Education district in Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1991. https://ro.ecu.edu.au/theses/1124.
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Recent changes in the Western Australian education system, resulting from the release and implementation of Better Schools in Western Australia: A Programme for Improvement (1987), have induced significant changes in the nature of the Western Australian primary principalship. Within this context of change, this research explores job factors contributing to the job satisfaction and job dissatisfaction of primary principals in one Ministry of Education district in Western Australia. Studies based on Herzberg's motivation-hygiene theory, conducted in educational and non-educational settings, in addition to previous principal job satisfaction research were important in the development of the study's conceptual framework and research questions. Data to address the research questions were collected through a modification of Flanagan's critical incident technique. During interview sessions, eighteen primary principals were each asked to provide four sequences of events: two relating to periods of job satisfaction, and two sequences relating to periods of job dissatisfaction. An a posteriori approach to content analysis revealed that eleven job factors contributed to the job satisfaction and job dissatisfaction of primary principals; seven job content factors and four job context factors. Four job content factors and two job context factors were identified as being bipolar. Results indicated that principals' job satisfaction was strongly related to the job content, and that job dissatisfaction was related both to the job content and to the job context. Based on the results obtained, a description of a work situation which would make principals more satisfied with their work was described, and recommendations for further research were proposed.
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Lock, Graeme. "The prevalence and sources of perceived occupational stress among teachers in Western Australian government metropolitan primary schools". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1993. https://ro.ecu.edu.au/theses/1155.
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The aim of this study is to investigate the prevalence and sources of self- reported occupational stress among primary school teachers in Western Australian Government schools. Five specific objectives form the basis of this study. First, the study develops an instrument which measures the perceived levels of occupational stress and reveals the sources of such stress. Second, the study applies this instrument to determine the perceived levels, and sources, of occupational stress among primary school teachers in metropolitan Perth. Third, the study investigates differences in the perceptions of stress and stressors when categorised by socio-biographical characteristics of teachers. Fourth, the study investigates the relationship between occupational stress and satisfaction. Fifth, path analysis techniques are used to test the adequacy of a stress-stressor model derived from a priori assumptions and temporal sequence. A qualitative meta-analysis reveals characteristics of the literature which discursive reviews may omit. Such characteristics include trends in research interest in the topic of teacher stress over time and geographical area, the balance between types of studies, the relationship between types of studies, aspects of teacher stress and geographical area, findings of the studies, and determining categories into which the findings can be examined. Definitions of stress and burnout, definitions of teacher stress and teacher burnout, reasons for concern about teacher stress and teacher burnout, the prevalence of stress in the teaching profession, sources of stress in the teaching profession, perceptions of stress and stressors when categorised by socio-biographical characteristics, and the relationship between stress and occupational satisfaction are the areas from which information is accessed for the literature review. Prior to the development of a conceptual framework, the purpose of such a framework is discussed. The conceptual framework itself is developed from two broad areas. These include teacher stress and corporate management theory. The role of and contribution made by the present study to each of these areas is explained. The methodology of the present study is discussed in six broad areas. These include the preparatory phase, the sampling procedure, development of the research instrument ethical considerations, data collection, and data analysis. The process of structural equation or causal modelling forms the final section of this chapter. The outcomes which emerged from the study are analysed in relation to both the quantitative and qualitative data obtained during the investigation. In respect to the former these outcomes include the prevalence of stress among the teachers who participated in the study, differences in the numbers of responses in stress level categories, the perceived sources of stress, the identification of stress factors, differences In responses to perceptions of stress and stress factors when categorised by socio-biographical characteristics, analyses of the multi-item scales used in research instrument, the relationship between occupational stress, satisfaction and attitude towards teaching, and the development of a causal model of teacher stress. The qualitative information is discussed initially in terms of the socio-biographical characteristics of the teachers who were interviewed, as well as their perceived levels of occupational stress and satisfaction. Other information which is examined includes the perceived attitude of the Ministry of Education and/or Government of Westem Australia towards teachers, the nature of the identified stressful events, the incremental nature of normally non-stressful events, assessment of the research instrument and other information obtained during the data collection phase. The study concludes by summarising the entire research process, making implications based on the findings and suggesting areas for further research.
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Lunay, Ralph G. "A study of feelings of alienation among relief teachers servicing Western Australian government metropolitan primary schools". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/659.
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It is perhaps fair to say that the relief (substitute) teacher should be viewed as an extremely important educational resource, Reviewed literature spanning the better part of twenty years indicates that in parts of Australia, the United Kingdom and the United States, many students spend as much as one full year (or more) of their K-12 education having curriculum delivered to them by these individuals. Unfortunately, the literature also indicates that many relief teachers are still viewed by many as less than "real" teachers in terms of perceived competence, skill and capability. In addition to this, the existence of a number of pervasive, enduring systemic problems have been identified as being present in the educational systems of the abovementioned regions, which have been seen to impact negatively on the relief teacher, making the difficult job they do, even more arduous. There is reason to hypothesise that as a result of exposure to these problems, relief teachers could be expected to suffer from feelings of alienation and further "disconnection" from tenured (or contracted) colleagues, and that this may further marginalise them from the rest of the greater educational community. The purpose of this study was to ascertain whether feelings of alienation were present in relief teachers servicing Western Australian government metropolitan primary schools, and if so, what they identified as contributing to those feelings. Additionally the research attempted to ascertain what (if any) support strategies for relief teachers were actually offered by the schools that had been serviced by the subject population. The research itself was qualitative in nature, using semi-structured interviews as the main data gathering tool, with twenty "currently serving" relief teachers being interviewed. The current study established strong positive links between feelings of alienation in the subject population and exposure to a number of major systemic problems, which currently exist within the educational "system" of this state. The present research also identified a number of support strategies offered by some schools, which indicates some cognisance of the problems faced by relief teachers during the course of their work. " As a result of the research findings, several recommendations for further action emerged. Implementation of these should, logically, go some considerable way toward reducing feelings of alienation and disconnection among relief teachers, and more importantly augmenting their effectiveness as an arguably increasingly important educational resource.
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Robinson, Janean. "A journey in (re)claiming teaching : A critical ethnography of Cape Neal High School". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/643.
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This thesis is a journey reflecting on my professional practice as a teacher. It also captures the lived experience of other teachers' stories as they were gathered from the ethnographic site; a secondary senior high school.
These collections draw out common themes, issues and dilemmas that teachers face within a dominant managerial discourse. These conversations also provide a 'voice' for those who are often controlled by their own labour into silence. "Dialogue is a moment where humans meet to reflect on their reality as they make and remake it" (Shor & Freire, 1987, p. 98).
I use the 'school effectiveness movement' as a window of investigation to study closely the impact of technical and rational thinking on the lives and work of teachers.
I provide emphasis throughout this thesis on the reclamation process of teaching, as I use my own personal biography of writing, reading, and critical investigation to challenge the disproportionate power relationships being experienced. This reclamation also highlights the moral and ethical dimensions of teachers' work. This provides a stark contrast to the 'corporate culture' continually inflicted on teachers, which denounces the presence and significance of the many sophisticated personal relationships that exist within learning communities.
It is intended that this thesis provide hope and encouragement for others interested in schools to pave their own way forward and reclaim a space of their own.
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Sakurai, Yuka. "Problems and prospects in cross-cultural interactions in Japanese multinational corporations in Australia". View thesis entry in Australian Digital Theses Program, 2001. http://thesis.anu.edu.au/public/adt-ANU20020122.092141/index.html.
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Cope, Vicki. "Portraits of nursing resilience: Listening for a story". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/553.
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The nursing workforce in Australia is a workforce under pressure. Within in-patient settings, rapidly increasing turnover of more acutely ill or co-morbid patients, and staff retention issues, place those staff that remain under extra pressure to maintain a quality service. In nurse education settings the increasing imperative to recruit more students into the profession combined with financial cutbacks leading to staff retention issues creates a similar tension. Yet many Registered Nurses (RNs) do remain in their chosen work setting displaying tenacity and resilience despite well documented trials and tribulations.
A qualitative approach, Portraiture, was used to construct a collection of portraits which enabled an exploration of the ‘why’ that relates to the individual nurse’s remaining in a workplace often described as awful.
A narrative analysis of the portrait data allowed a meaningful interpretation based in current literature and contemporary experience in uncovering the individual’s resilience and motivation to continue. The portraits give an overarching insight of the nurse participant’s world view and why each continues in her work. The traits and attitudes uncovered have implications for educators and employers of nurses as well as for consumers of nursing care.
Several recommendations arose from the findings in relation to further research, education and policy making. These recommendations could contribute to enhance a satisfying professional milieu for the practising nurse; and to the education and ongoing professional development of nurses which acknowledges the changing socio-political and fiscal environment in which nursing service takes place.
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Vafeas, Caroline J. "Migration matters : the experience of United Kingdom registered nurses migrating to Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2013. https://ro.ecu.edu.au/theses/703.
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This qualitative study uses heuristic inquiry to investigate the unique journey of 21 registered nurses (RN) who migrated from the United Kingdom (UK) to Perth in Western Australia (WA) between 2003 and 2008. The study explores the reasons for migration as well as the professional, social and psychological impact on each participant and their accompanying family during the first two years of settling in a new country.
In the contemporary climate of international nurse mobility, many employers are attempting to attract new employees, often with tantalising offers of an immediate visa and the enticement of a better climate and standard of living. Migration is costly financially and socially, with many nurses finding that the dream does not live up to the reality.
The purpose of this study is to search for the essence of the phenomenon of migration for RNs from the UK moving to WA, including the psychological and sociocultural adaptation experienced by the participants. With the focus being to capture the experience of UK migrant nurses in WA, heuristic inquiry was chosen as the research methodology, offering the researcher an opportunity to be included in the study due to personal experience as an RN migrating to WA in 2003.
The professional and personal challenges faced by the participants are examined in detail and offer an insight into the complicated and often frustrating process faced by UK nurses when migrating to WA. Three main themes were uncovered during the heuristic process: (a) making the move: finding a way; (b) new life: fitting in; and (c) here to stay. Heuristic inquiry encouraged the development of a creative synthesis to represent the whole experience and resulted in my distinctive representation, Nurse migration: A model for success. This model is underpinned by the theoretical framework used to support the research, the work of Kingma who identified the main push and pull factors affecting the decision of nurses to migrate.
Three main coping strategies identified in this study were: (a) developing resilience; (b) finding a new professional identity; and (c) having the ability to adapt to a new life. Feelings of belonging were found to be necessary to make the move a success, with the need for new friends and a replacement family being a high priority for all participants. This study also highlighted many issues that need to be considered by future UK migrant nurses before embarking on such a massive upheaval to their professional and personal life. Policy makers and Australian employers must consider the total impact of migration upon the nurses they employ and investigate how they can improve conditions that may allow them to “live the dream” both professionally and personally.
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Barnes, Helen, e n/a. "The work attitudes and job perceptions of Commonwealth Government Libraians : with descriptive data on Commonwealth Government librarianship as an occupation". University of Canberra. School of Information, Language and Culture Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20060607.154822.
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This study has three major purposes: to describe systematically the practice of
librarianship in Australian Commonwealth Government departments and agencies
from the perspective of librarians employed in that environment; to relate the
characteristics of government librarianship to librarians' perceptions of and
attitudes to their work; and to assess the extent to which the work of Commonwealth
Government librarians needs to be redesigned to improve the level of job satisfaction
they experience. A subsidiary purpose is to test the job characteristics theory of
work motivation on a population of librarians.
Information was gathered by a survey questionnaire on a range of variables relating
to librarians and their perceptions of different aspects of their jobs. The primary
instrument for gathering data on perceptions was the complete form of the Job
Diagnostic Survey.
The population under investigation comprised those Commonwealth Government
department and agency librarians employed on a full-time, permanent basis under
the Public Service Act 1922. and located in Canberra. Because the population was
small but diverse, it was decided to survey the total population rather than a random
or stratified sample. One hundred and eight usable responses were received which
represented a response rate of 83 percent.
The results of the survey were analysed using the Statistical Package for the Social
Sciences. Frequency distributions and Pearson's Product-Moment Correlations were
calculated to determine the percentage of respondents who selected each option and the
strength of relationships between pairs of variables.
The study found that Commonwealth Government department and agency librarians in
Australia are highly satisfied with their work generally, and with the environment
in which it is performed. None of the null hypotheses relating to Commonwealth
Government librarians and job satisfaction were rejected. All but one of the null
hypotheses retating to the application of the job characteristics model to
Commonwealth Government librarians are rejected.
The study concludes by identifying issues and areas for further research in public
sector librarianship.
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Georgiou, Jonathan. "Exploring the benefits of attracting, recruiting and retaining mature age employees up to and beyond the traditional age of retirement: Perspectives from Western Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2015. https://ro.ecu.edu.au/theses/1632.
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There has been a recent upsurge in media attention surrounding Australia’s ageing workforce. A review of academic, media and grey literature highlighted inadequacies in existing workplace polices, as well as flaws in financial and social security schemes. Of particular concern were persistent negative attitudes and counterproductive policies regarding mature age employees (MAEs). Poor retention rates among this cohort of workers aged 45 years and over are leading to skilled labour shortages and losses in corporate knowledge. This expected mass exodus of mature cohorts into retirement has been predicted to negatively impact the socio-economic sustainability of ageing societies world-wide and is a pertinent issue for Western Australia (WA).
The overarching objective of this study was to identify the ‘place’ of mature cohorts within WA workplaces and promote strategies that will improve the employment conditions and overall quality of life of ageing workforces. Research questions aimed to address the need for greater mature age employment up to and beyond pensionable age; identify ‘gaps’ in policies and programmes; and explore how mature cohorts were perceived (valued) and the extent their departure may affect WA society (labour force).
By using a mixed methods research design, this Doctoral dissertation developed a conceptual framework for limiting significant issues individuals, businesses and society may experience as a result of WA’s ageing workforce; whilst simultaneously promoting the benefits of maturity and mature age employment. This Re-Model draws upon the community development work principles of social justice, empowerment and social capital; and is further contextualised by methods of best practice identified from the triangulation of secondary sources, quantitative data and qualitative inquiry. Primary data collection involved the completion of 362 surveys, followed by 27 semistructured interviews and four focus group activities, with a cross section of MAEs, volunteers, their employers, retirees and unemployed cohorts from across WA.
Over one-third of current MAEs, employers and volunteers in this study reported they intended working later than the traditional age of retirement, with 71 per cent of this sample planning to semi-retire. Furthermore, almost 60 per cent of a sample that had previously exited the labour force was working at the time of data collection as semi-retirees or rehired retirees (rehirees). Collectively, these statistics indicated that despite predictions of mass disengagement among mature cohorts, most of this crosssection of Western Australians are seeking to remain in (or re-enter) the WA workforce beyond pensionable age. However, quantitative and qualitative findings revealed several barriers to their continued engagement, including access to ‘age-friendly’ workplaces; a dearth of targeted training (career) development and employment assistance; and a lack of value attributed to mature age skills and experience, particularly deleterious in WA’s youth-centric culture.
Primary data also highlighted several enabling factors for mature age employment. ‘Flexibility’ and ‘autonomy of choice’ were cited as key dimensions across all aspects of paid work, volunteering and retirement – whether in terms of worklife- balance; the individuation of training and development; or options available to those transitioning out of traditional employment. Data indicated that sustainable cultural change required more than just the removal of negative policies or introduction of punitive legislation. Maintaining a positive outlook among mature age individuals and simultaneously educating (younger) co-workers, employers, policy-makers (stakeholders) and society about the virtues of maturity and non-traditional work (skills) were considered essential to changing societal attitudes, behaviour and culture.
Livros sobre o assunto "Job satisfaction Australia"
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Blanchflower, David G. Happiness and the human development index: The paradox of Australia. Cambridge, MA: National Bureau of Economic Research, 2005.
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Blanchflower, David G. Happiness and the human development index: The paradox of Australia. Bonn, Germany: IZA, 2005.
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Career commitment in film production: A grounded theory study of the Australian film industry. Saarbrücken: LAP LAMBERT Academic Pub., 2009.
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Social Structure and Personality in the Factory. Taylor & Francis Group, 2018.
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Lafitte, Paul. Social Structure and Personality in the Factory. Taylor & Francis Group, 2017.
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Social Structure and Personality in the Factory. Taylor & Francis Group, 2017.
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Lafitte, Paul. Social Structure and Personality in the Factory. Taylor & Francis Group, 2017.
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Changing Jobs: The Fair Go in the New Machine Age. Schwartz Publishing Pty, Limited, 2017.
Encontre o texto completo da fonteCapítulos de livros sobre o assunto "Job satisfaction Australia"
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Bentley, Peter James, Hamish Coates, Ian R. Dobson, Leo Goedegebuure e V. Lynn Meek. "Factors Associated with Job Satisfaction Amongst Australian University Academics and Future Workforce Implications". In Job Satisfaction around the Academic World, 29–53. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-5434-8_3.
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Bentley, Peter James, Hamish Coates, Ian R. Dobson, Leo Goedegebuure e V. Lynn Meek. "Erratum: Chapter 3 Factors Associated with Job Satisfaction Amongst Australian University Academics and Future Workforce Implications". In Job Satisfaction around the Academic World, E1—E2. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-5434-8_14.
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Zhou, Yanghua. "Expatriate Satisfaction and Motivation in Multinational Corporations". In Global Market and Global Trade [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.97046.
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Employee satisfaction and motivation have an important influence on individual employees and the performance of companies. In international business and marketing, where expatriates play important roles, regional cultures and institutional factors impact their satisfaction and motivation. This chapter aims to find out what kind of regional cultures and institutions have an impact on employee satisfaction and motivation in multinational corporations (MNCs), using theoretical analysis and the results from around 100 Japanese expatriates’ questionnaires. It was possible to find the satisfaction and motivation-related characteristics of expatriates in MNCs from the results of their interviews and the questionnaire survey, which indicated that Japanese expatriates working in the USA, Singapore, and Indonesia had a higher job satisfaction degree than those working in cultural regions, such as China, Taiwan, and Australia. Moreover, the results showed that compared with other industries, in the sales and marketing industry, the Japanese expatriates had the lowest satisfaction degree after repatriation, although their satisfaction degree was higher during expatriation and after a career change. The reasons relating to regional cultures and institutions, and some methods and human resource management practices in international marketing and trading that were analyzed are expected to raise expatriates’ satisfaction and motivation.
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Mazerolle, Paul, e A. J. Brown. "Support for whistleblowing among managers: exploring job satisfaction and awareness of obligations". In Whistleblowing in the Australian Public Sector: Enhancing the theory and practice of internal witness management in public sector organisations. ANU Press, 2008. http://dx.doi.org/10.22459/waps.09/2008.07.
Texto completo da fonteTrabalhos de conferências sobre o assunto "Job satisfaction Australia"
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Wardani, Arista Kusuma. "Interprofessional Collaboration on Mental Health: A Scoping Review". In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.26.
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ABSTRACT Background: The increasing prevalence rate of mental illness due to demographic changes became the burden of disease in primary health care. Effective interprofessional collaboration strategies are required to improve professional welfare and quality of care. Interdisciplinary teamwork plays an important role in the treatment of chronic care, including mental illness. This scoping review aimed to investigate the benefit and barrier of interprofessional collaboration approach to mental health care. Subjects and Method: A scoping review method was conducted in eight stages including (1) Identification of study problems; (2) Determining priority problem and study question; (3) Determining framework; (4) Literature searching; (5) Article selection; (6) Critical appraisal; (7) Data extraction; and (8) Mapping. The search included PubMed, ScienceDirect, and Willey Online library databases. The inclusion criteria were English-language, full-text, and free access articles published between 2010 and 2020. The data were reported by the PRISMA flow chart. Results: A total of 316 articles obtained from the search databases, in which 263 articles unmet the inclusion criteria and 53 duplicates were excluded. Based on the selected seven articles, one article from a developed country (Malaysia), and six articles from developing countries (Australia, Canada, Belgium, Norway) with quantitative (cross-sectional, surveillance) and qualitative study designs. The reviewed findings were benefit and barrier of interprofessional collaboration on mental health. Benefits included improve quality of care, increase job satisfaction, improve patient health status, increase staff satisfaction, increase performance motivation among employees, as well as shorter duration of treatment and lower cost. Barriers included hierarchy culture, lack of resources, lack of time, poor communication, and inadequate training. Conclusion: Interprofessional teamwork and collaboration have been considered an essential solution for effective mental health care. Keywords: interprofessional collaboration, benefit, barrier, mental health Correspondence: Arista Kusuma Wardani. Universitas ‘Aisyiyah Yogyakarta. Jl. Siliwangi (Ring Road Barat) No. 63 Mlangi, Nogotirto, Gamping, Sleman, Yogyakarta, 55292. Email: wardanikusuma1313@gmail.com. Mobile: +6281805204773 DOI: https://doi.org/10.26911/the7thicph.04.26
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"Remaining Connected with our Graduates: A Pilot Study". In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.
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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.