The effect of job satisfaction on labor turnover by gender: An analysis for Switzerland

This paper analyzes the effect of job satisfaction on labor turnover by gender using data from the first two waves of the Swiss Household Panel (1999 and 2000). The results confirm that job satisfaction is a very good predictor of future quits and, more important, reveal that job satisfaction does not influence the inclination to become non-employed; that is, neither men nor women self-select out of the labor force due to dissatisfaction. This result clearly refutes the claim that the gender/job satisfaction paradox (i.e., the fact that women tend to be more satisfied at work than men) is being driven by self-selection. This paper also shows that, based on job satisfaction information and quitting behavior, there is no apparent difference in firm attachment between men and women.     

An exploratory study of early professional experiences and job burnout among BSW graduates in China

Although previous studies have addressed turnover issues among social workers in Western countries, this study explores the early professional experiences (during the first 3 working years) and job burnout among BSW graduates in China and identifies factors influencing their decisions to leave social work jobs. Using semi-structured interviews with 15 BSW graduates in the Shenzhen metropolitan area, this research identifies the primary reasons new social workers leave the profession. Data analysis revealed three themes: personal struggles, work environment issues, and social support factors. This exploratory study highlights the professional experiences and burnout among BSW graduates in China and has implications for social work education and professional practices.     

Quality of work and job satisfaction: comparing female part-time work in four European countries

Adding to the debate on the integrative or marginalizing nature of female part-time work, this article provides a comparative analysis of the implications of female part-time work for different intrinsic job quality dimensions and job satisfaction. Drawing on national micro-data from Britain, Germany, the Netherlands, and Sweden, our multivariate analyses show cross-national similarities in terms of lower job learning opportunities for female part-timers. We found a significantly higher incidence of repetitiveness only among Swedish female part-timers and lower degrees of task discretion among British, Dutch, and Swedish women working part-time hours. Female part-timers were either equally satisfied with their work as female full-timers or even more satisfied. This held true also after accounting for the lower intrinsic job quality of part-time work. While women working part-time hours were as affected by their job quality characteristics as were full-timers, we conclude that the shorter hours of work per se provide an important additional source of job satisfaction.     

Why resilient workers perform better: The roles of job satisfaction and work engagement

Previous studies have confirmed correlations between resilience and job performance, but surprisingly little is known about the nature of this relationship. This study sheds light on the roles of two important positive dimensions of work-related well-being: job satisfaction and work engagement. Data were collected from 360 Czech workers in helping professions using an online survey. Levels of resilience and perceived job performance were indeed positively associated. Using structural equation modeling, the best-fitting model showed partial mediation by work engagement; conversely, job satisfaction was not found to be a mediator of this relationship. Additionally, the finding that job performance is related more strongly to work engagement than to job satisfaction contributes to the debate about the concurrent validity of job attitudes.     

Call centres and job satisfaction in Italy: employment conditions and socio-biographical patterns

ABSTRACT

The article examines job satisfaction in 21 Italian call centres. The results of research carried out on 1715 handlers indicate how dissatisfaction prevails among call centre representatives (CCRs) and how it is influenced by aspects related to some organisational characteristics (service delivered, size and organisational typology), on one side, and to different aspects of working conditions (contract, wage and tenure) and participants’ biographical and working profiles of CCRs (gender, age, educational attainment), on the others. However, the most interesting finding emerges by distinguishing different dimensions of job satisfaction (extrinsic and intrinsic-relational). In particular, the relationship between type of contract and job satisfaction is rather interesting. For non-permanent workers, in fact, the probability of being dissatisfied is decidedly greater if we consider the extrinsic dimension of job satisfaction. Instead, when the intrinsic-relational dimension is taking into account, atypical workers are no more dissatisfied than the permanent ones. Job insecurity and limited perspectives in terms of work alternatives, safeguards and rewards, seem to be the source of greatest dissatisfaction for Italian CCRs. This certainly does not surprise considering the Italian development model and its dualistic labour market, highly segmented between insiders and outsiders.     

The consequences of job insecurity for employees: The moderator role of job dependence

With globalization and increased international competition have come more flexible forms of employment and increased job insecurity. The authors address the impact of perceived job insecurity on employees' work attitudes and intentions. After reviewing relevant research on stress theory and the relationship between job insecurity and its consequences, they test two hypotheses on 942 employees in Spain, namely: first, that job insecurity relates negatively to job satisfaction and organizational commitment and positively to intention to leave; and, second, that job insecurity, economic need and employability interact in the prediction of these outcomes.     

Social education and social pedagogy: reclaiming a Scottish tradition in social work

Social pedagogy is the discipline underpinning work with children and youth across most of Europe. The concept has struggled to find a place within social work in the English-speaking world, partly because of difficulties in translation and partly as a result of different welfare traditions. In particular there is a limited conception of education within the Anglo American Saxon tradition and a consequent bifurcation of education and care. This article argues that ideas enshrined within social pedagogy have a resonance with Scottish approaches to social welfare, which culminate in the Kilbrandon Report of 1964. We argue that there are recurrent themes in the Scottish tradition with roots in the Reformation and the Scottish Enlightenment. Foremost amongst these is the focus on education as a vehicle for both individual improvement and social cohesion. Social pedagogy or social education offers an integrating conceptual base from which to develop models of social work practice which promote social wellbeing through socio-educational strategies. The current review of social work in Scotland offers opportunities to reclaim a socio-educational tradition.     

Differences in the job satisfaction of high-paid and low-paid workers across Europe

Data from six waves of the European Community Household Panel (1996–2001) in 11 countries suggest that low-paid employees are significantly less satisfied with their job than the high-paid in southern Europe, but not in the northern countries. Proxying job satisfaction for job quality, the authors show that while low-paid employment does not necessarily mean low-quality employment, workers in some countries suffer the double penalty of low pay and low job quality. Such dualism across European labour markets, they argue, reflects different country-level approaches to the trade-off between flexibility and security, calling for a policy focus on the latter to enhance job quality.     

Well-being at work: a cross-national analysis of the levels and determinants of job satisfaction

The aim of this paper is to analyze the levels and determinants of job satisfaction in a cross-national setting. This aim is accomplished using the latest Work Orientations data set from the International Social Survey Program (ISSP). The survey was conducted in 1997 and, in this paper, data for 21 countries are used. The main results are: (i) workers in all countries are quite satisfied; this result also applies to the five Eastern European countries analyzed here. (ii) Denmark is the country with the highest job-satisfaction level. The United States is ranked seventh, Great Britain fifteenth, Japan nineteenth, and Russia twentieth. (iii) A comparison with the 1989 ISSP data set reveals that job satisfaction has declined in Germany and the United States in the 1990s. (iv) Using a bottom-up psychological model, in which we compare work-role inputs (e.g., effort) with work-role outputs (e.g., pay), we try to explain cross-national differences. Countries with high work-role outputs, in general, have a high job-satisfaction ranking, and vice versa. (v) Having an interesting job and having good relations with management are the two most important work-role outputs, and having an exhausting job is the most important work-role input. (vi) Workers in Eastern European countries tend to value high income.     

Effective social education of exclusion: contributions from social pedagogy

The objective of this research was to identify effective strategies for socio-educational intervention with adolescents aged 12–16 years in a situation of social risk and provide some proposals from the field of social pedagogy. The research was conducted in three autonomous regions of Spain—Madrid, Galicia and Catalonia—between 2011 and 2013 and used the grounded theory approach. Thirty one practitioners and 19 adolescents participated in the focus groups and interviews. The main results suggest central strategies related to the empowerment and participation of adolescents, resilience and the flexible planning of interventions, with relevant implications for practice and policies.     

Social media adoption among Turkish public relations professionals: A survey of practitioners

Social media is emerging as an important public relations tool and empowers two way symmetrical communications with publics and stakeholders. PR professionals are confronted with the swift rise of social media that forces practitioners to pay due and timely attention. They are not only excited about utilizing these tools together with conventional media, but are also excited about speaking directly to their publics and stakeholders without the involvement of any intermediaries. Through the perspective of UTAUT model, this paper examines the social media adoption of PR professionals in Turkey and how they employ social media tools both internally and externally. We employed a web-based questionnaire to 126 PR professionals who are members of the Turkish Public Relations Association. Findings reveal that Turkish PR professionals highly appreciate the importance of social media in recent PR practice. However, not all social media tools are equally adopted; e-mail is the most, and virtual world applications are the least adopted social media. It is also found that in the future, social networks are expected to be the most important social media, while corporate web sites get the second and mobile phone (PDA) applications get the third rank.     

Managing occupational identity threats and job turnover: How former and current fundraisers manage moments of stigmatized identities

Maintaining a strong group of fundraisers amidst high turnover rates is essential to the financial health of nonprofit organizations. One issue potentially harming fundraisers' success and continued presence in the field is the negative reputation sometimes associated with fundraising work. This exploratory study uses Stigma Management Communication Theory and content analysis of in‐depth interviews with current and former university fundraisers to investigate how fundraisers communicatively manage stigmatizing messages associated with their occupation. The findings suggest that current fundraisers use a greater number and variety of stigma management strategies than former fundraisers described using. The findings also highlight the potential consequences and distinctions among ways of using humor to manage stigma messages. These findings can be translated into orientation and training programs for fundraisers, teaching them successful ways of framing their occupations and work.     

Diverse students and literacy in social work education: pedagogies for a new tertiary landscape

In the Western policy landscape, students from diverse cultural, linguistic, economic and other backgrounds are increasingly represented in an expanded tertiary education system. Structural and technological changes have challenged traditional pedagogies designed for more elite cohorts, and shifted the boundaries of textual practices in both universities and professional worlds. In spite of these momentous trends, university literacies often remain tacit and inaccessible to those new to them, and pedagogies rarely explicitly engage with the complexities of these shifting boundaries. University students unfamiliar with these tacit literacies can become marginalised and ultimately struggle with the literacy demands of their academic and professional worlds. This is problematic in social work education, as professional practice demands complex written and oral communication, with potentially significant social and legal repercussions. This paper reports on pedagogies initiated by action research in a Bachelor of Social Work programme in an Australian University. Pedagogies were introduced to make elite codes explicit, use students’ literacies as assets for learning and encourage ‘code switching’ between literacy practices to resist colonising into more powerful literacies. Students’ capacities in academic and professional literacies were significantly enhanced by these practices, and their cultural inheritances valorised, encouraging their contribution to the social work discipline.     

Absence Because of Family Responsibilities: An Examination of Explanatory Factors

This article presents findings from the first comprehensive study of the determinants of absence from work caused by family responsibilities. Two types of absence—absence to care for ill family members and absence for other family reasons—are considered. Data from a sample of 2,642 Australian employees are used to test six hypotheses. Results suggest that absence caused by family illness varies by sex, that job satisfaction is related to men's but not women's absence for family illness, that workplace flexibility is related to women's but not men's family-related absence, that child care arrangements are associated with the probability of absence for family illness for parents of preschoolers, and that the presence of dependent children is strongly related to absence for family reasons.     

A model of corporate social performance: Social satisfaction and moral conduct

This article discusses corporate social performance (CSP) in manager–consumer interactions. The article identifies CSP with the private provision of public goods. The model analyzes two kinds of social preferences: the consumer's taste for CSP and the manager's taste for CSP. The primary force in determining the level of corporate moral conduct is the resulting social satisfaction in the interactions. A behavioral view identifies an alternative source of inertia as the low level of moral conduct insensitive to the social values. The firm operating at the high level of moral conduct focuses on meeting the expectations of socially conscious consumers and improves the provision of public goods.     

Satisfaction With Work and Family Life: No Evidence of a Cultural Reversal

Hochschild (1997) argued that in recent decades the rewards of work have increased relative to those of family life and that this cultural reversal has aggravated the time bind that families face by increasing working hours. To the contrary, pooled data from the 1973–1994 General Social Surveys indicate that in working families, women have shifted away from finding work more satisfying than home toward finding home a haven. Moreover, were it not for women's growing labor force participation and the changing distribution of marital status, the shift would have been even larger. Men's relative work–home satisfaction has been stable. Finally, finding work a haven is unrelated to weekly working hours, and it has not contributed to any increases in working hours over time.     

Diversity vs. equality: Why the education of Roma children does not work

This article takes up the question of why recent efforts to reform Roma education have been largely unsuccessful. Using case studies, the authors identify and discuss situations that have produced poor results: good intentions and bad realisations, good intentions and good realisations, and misguided intentions and bad realisations. They suggest in conclusion that as long as underlying cultural and structural conditions are not transformed, Roma education reform will not produce the desired results.     

Practices of exclusion and injustices within social work education

Despite being a major influence, there are few studies investigating the impact of accreditation on the social justice remit of social work education. This article is guided by two questions: What are the social justice responsibilities of professional associations regulating social work education via accreditation? and What contribution can institutional ethnography make to understanding and change in this area? Drawing on a data-subset from a larger institutional ethnography, selected narratives of two informants, a social work student and a social work lecturer, are discussed. These narratives reveal how key documents of the Australian Association of Social Workers (AASW) used to re-accredit social work courses influence how the study and work of the informants happens. Analysis of the narratives and documents bring the textually organised process of the re-accreditation of social work programmes into view. While this article reports on an Australian context, the issues raised concerning social injustice, epistemological equity and the implicit curriculum are relevant for social work education across many parts of the world. The contribution of this article is to recommend institutional ethnography as a research approach to generate understanding and transformation of organisations with social justice objectives, to redress exclusion and injustice.     

Identifying as an evidence-based social worker: the influence of attitudes,access, confidence,and education

This study explored United States-based social workers’ (N = 152) attitudes toward, access to, and confidence in engaging in evidence-based practice (EBP), the extent to which social work education prepared them to engage in EBP, and the factors that contributed to their identification as an evidence-based practitioner. Findings indicated that although practitioners had a positive attitude toward engaging in EBP, they were only moderately confident in doing so, rarely accessed evidence, and were only moderately prepared through their education. Believing that EBP should be implemented, more educational preparation, and positive attitudes contributed to greater identification as an evidence-based practitioner, areas that social work and continuing education should further support to enhance social workers’ EBP skills.