Leader–member exchange in nonprofit sport organizations

Numerous human resource studies examining the relationship between leaders and followers have found that employees' high levels of leader–member exchange (LMX) are associated with higher job satisfaction and a greater intention to stay with their organizations. Considering the nature of voluntary work in nonprofit sport organizations, leader–member relations may be one of the most important factors influencing volunteer workers' commitment. This study examines the influences of LMX dimensions (Affect, Loyalty, Contribution, and Professional Respect) of volunteer leaders and followers on job satisfaction and assesses the influences of LMX dimensions and job satisfaction of volunteer leaders and followers on intention to stay with their organizations. The findings imply a strong value in positive reciprocal relationships between leaders and followers for enhancing job satisfaction and retention.     

Which Leadership Constructs Are Important for Predicting Job Satisfaction,Affective Commitment,and Perceived Job Performance in Profit versus Nonprofit Organizations?

As an integrative research effort, the present study critically analyzed the relative importance of six leadership constructs—(1) transformational, (2) transactional, (3) laissez‐faire, (4) consideration, (5) initiating structure, and (6) leader‐member exchange (LMX)—as predicting indicators of leadership effectiveness in the for‐profit versus the nonprofit sector. Based on data from seven samples from the for‐profit and nonprofit sectors, the unique effects of the six leadership constructs were tested on three criteria of leadership effectiveness on the individual level: job satisfaction, affective commitment, and perceived job performance. The results for the for‐profit samples revealed that LMX was the most important aspect for explaining variance in job satisfaction, and initiating structure was most important for commitment. In the nonprofit samples, LMX was the most important aspect of job satisfaction and transformational leadership for commitment. In both for‐profit and nonprofit organizations, initiating structure had the strongest unique impact on perceived job performance. We discuss implications for current leadership research and practical implications.     

Managing internal communication: How the choice of channels affects internal communication satisfaction

As the environment of internal communication is continually changing for a multitude of reasons, especially new technologies, organizations have to adapt fast in their attempts to reach their employees. When deciding on the type of channel to use, internal communication managers should be aware of their employees’ preferences. The purpose of this study is to identify how the choice of internal communication media affects internal communication satisfaction. In order to explore this relationship further, we conducted an analysis of the most commonly used internal communication channels in ten large corporations and linked the results to employees’ satisfaction and media choice. By expanding the knowledge on preferred communication channels, we are hoping to provide some insight for better management of internal communication.     

Ethical conflict and job satisfaction of public relations practitioners

This study attempted to explore the linkage between ethical conflict and job satisfaction, causes of ethical conflicts, and consequences of job dissatisfaction of public relations practitioners. The findings show that many practitioners confirmed the existence of ethical conflict in their workplace and suggest that ethical challenges are largely triggered by top management's ethical standard. Although practitioners resolved conflicts by leaving their companies, they also recognized the hope in resolving the ethical challenges that they had faced. Participants emphasized the importance of an open communication environment, the support of internal stakeholders, and a high professional standard.     

Coming Out and Job Satisfaction: A Moderated Mediation Model

Prior research suggests that the disclosure of sexual identity at work is not always significantly associated with job satisfaction. The authors investigated (a) the mediating role of workplace heterosexist climate in linking workplace outness with job satisfaction, and (b) the moderating role of anticipated discrimination in influencing the indirect and direct relationship between workplace outness and job satisfaction. This model was tested among 1,460 lesbian, gay, and bisexual (LGB) employees in Italy. Results indicated that workplace heterosexist climate mediated relationships between workplace outness and job satisfaction. Anticipated discrimination moderated the relationships between LGB employees’ disclosure of their sexual identity and job satisfaction and between workplace heterosexist climate and job satisfaction. This moderated mediation model may assist researchers who aim to understand the complexity of the relationship between workplace outness and job satisfaction. In this regard, practitioners need to recognize the role played by workplace heterosexist climate and anticipated discrimination.     

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.     

Job satisfaction and firm size: An interactionist perspective

This study used Schneider's Attraction-Selection-Attrition Framework, an interactionist approach, to examine the effects of firm size on job satisfaction. While the initial fit between individuals and their jobs had significant positive influence on job satisfaction, firm size, contrary to prevailing wisdom, only played a moderating role along with individuals' values. The joint effects of size with initial fit and intrinsic values were negative, whereas the joint effects of size with initial fit and extrinsic values were positive. These results showing firm size acting only as a moderator suggest that to ask the question “Is job satisfaction greater for larger or smaller firms?” is too simplistic.     

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.     

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.     

Determinants of happiness in Thailand: The moderating role of religiousness

This research investigates the influences of family satisfaction, health satisfaction, environmental livability, and neighbor relationship as determinants of happiness in Thailand. In this research, the moderating effects of religiousness in relation to the influences of different determinants of happiness are also investigated. The data were collected by telephone survey questionnaires developed by the Japan International Cooperation Agency. There were a total of 1,004 respondents. All research hypotheses were tested by means of hierarchical regression analysis, by which religiousness was tested as a moderating factor. The analysis results indicate that among all model variables, only family satisfaction, health satisfaction, and environmental livability positively affected happiness in Thailand. Additionally, the family satisfaction aspect played the most important role in predicting happiness. Moderator tests revealed that significant interaction effects existed only between religiousness and health satisfaction and between religiousness and environmental livability. Furthermore, in full regression analyses, only the moderating effect of religiousness on the relationship between environmental livability and happiness was negatively significant. Our results not only validate research findings in other countries but also verify the importance of family satisfaction, health satisfaction, environmental livability, and religiousness as important factors of happiness for public policy makers. Importantly, as an alternative explanation, our results suggest that religiousness can play an important role not only as a direct determinant of happiness but also as a moderator of determinants of happiness, especially in a Buddhist society such as Thailand.     

Role of workplace safety: a revisit of the relationship between job satisfaction and employment status

This study evaluated the relationship between employment status (i.e., part- and full-time) and job satisfaction, with the focus on the moderating roles of perceived injury risk and injury incidence. The results found that the level of job satisfaction for full-time workers was about the same regardless of the level of injury risk they perceived. In contrast, job satisfaction of part-time workers was significantly higher when they perceived low injury risk rather than high injury risk. The findings also supported the potential adverse impact of injury incidence and injury risk on job satisfaction for both part- and full-time workers. This study highlighted the importance of understanding both workplace safety and job satisfaction when attempting to understand the differences between part-time and full-time workers.     

The role of age in the relationship between work social characteristics and job attitudes

Despite the amount of research on the link between work social characteristics and job attitudes, there is a lack of work on moderators of this relationship. In the present study, we examine the role of age as a moderating effect of this relationship using life-span development theory. The aim of this paper is to study the moderator effect of age in the relationship between two work social characteristics (interaction outside the organization and interdependence) and job attitudes (i.e., general job satisfaction and work engagement). Participants were 258 workers from private organizations. Data were collected at two time points (2 to 4 weeks between T₁ and T₂). Results showed that the relationship between interdependence and work engagement was stronger for older workers than for younger workers. In addition, the relationship between interaction outside the organization and general job satisfaction was stronger for younger than for older workers. Because increased engagement and satisfaction in an age-diverse workforce is important, organizations may benefit by challenging older workers with interdependent tasks, and younger workers with interaction with stakeholders outside the organization.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.     

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.     

Testing the Longitudinal Impact of Work Variables and Performance Appraisal Satisfaction on Subsequent Overall Job Satisfaction

Using a longitudinal sample of medicaltechnologists (MTs) this study found, after controllingfor prior overall job satisfaction, individualdifference, and organization-level variables, that taskresponsibilities and employee performance appraisal satisfactionsignificantly affected subsequent overall MT jobsatisfaction. Overall job satisfaction significantlydeclined for repeat-respondents over the 4-year period. Data also suggested that the impact of taskresponsibilities on overall job satisfaction candissipate over time, and that the supervisor's role inaffecting employee job satisfaction is important.Results and limitations are discussed.     

Factors affecting job satisfaction of Turkish special education professionals: predictors of turnover

Research has documented higher turnover among professionals working with children with special needs and has suggested a number of reasons for this phenomenon. This study investigated factors affecting job satisfaction of Turkish social professionals working in special education, in terms of work conditions and their work experiences in Turkish special education institutions. Some 245 professionals participated in the study. A questionnaire developed by the authors was administered. The main body of the questionnaire consists of two sections concerning professional background, work status and a Likert-type scale on factors affecting special education professionals’ job satisfaction. Results show the factors affecting special education professionals’ job satisfaction to include lack of printed material, lack of support, lack of audio-visual material, insufficient assessment, pupil attitudes in the classroom, paperwork overload, lack of professional development opportunities, conflicts with colleagues, secondary duties and insufficient salary. Besides, maintenance of lack of administrative support, paperwork overload, after school hours and insufficient salary affect the job satisfaction of professionals and lead them to leave the job. The relationship between work status and planning to leave the job remained insignificant statistically.     

Living a Calling,Life Satisfaction,and Workplace Climate Among a Lesbian,Gay, and Bisexual Population

Previous research on calling has resulted in a model that relates living a calling to life satisfaction through job satisfaction and life meaning. However, no research has examined this model in a lesbian, gay, bisexual (LGB) population. With a sample of 171 sexual minority adults, the current study aimed to (a) test the fit of an established model of living a calling and life satisfaction and (b) examine how having a supportive LGB workplace climate functioned within this model. Results revealed an excellent fit of the model and that a supportive LGB workplace climate predicted both living a calling and job satisfaction. In addition, the relation of living a calling to life satisfaction was fully mediated by life meaning and job satisfaction, and the relation of climate to life satisfaction was mediated by job satisfaction. These results suggest an expansion of the potential utility of the calling construct to an LGB population.     

The Nature and Dimensions of the Grandparent Role

Abstract

Grandparenting is a fundamental personal and social role. Despite its importance, the nature and dimensions of the grandparent role and its relevance to developmental theory is not well understood. Recently, grandparenthood has been conceptualised as a highly generative activity, thus involving developmental work that previously was attributed to middle adulthood. However, the importance of generativity as a means of avoiding a sense of stagnation in older adults has yet to be thoroughly investigated. Not surprisingly, most studies have concluded that grandmothers and grandfathers find the role to be very satisfying. Nevertheless, the psychological factors that influence this satisfaction remain unclear. Future research is required to examine grandparent satisfaction in terms of grandparents' attitudes and expectations, grandparent behaviours (e.g., child care provision) and the derived meaning of grandparenthood. This research needs to follow an integrated, theoretical approach.     

Workgroup interdependence and satisfaction from a developmental perspective: the moderating role of the group’s life cycle stage / Interdependencia y satisfacción en el grupo de trabajo desde la perspectiva del desarrollo: el rol moderador de la fase del ciclo de vida grupal

From a developmental perspective, workgroups adjust and modify the way they function over time. The present study aims to test, at the group level, the moderating role of the group’s life phase in the relationship between workgroup interdependence ties in terms of task, outcome and functions, assessed by social network density and group satisfaction. A sample of 84 teams from various companies participated in this research. The results showed that the group’s development phase determines the way that outcome interdependence density in teams is associated with satisfaction and reveal the existence of differences between the second and fourth development stages. Therefore, the group’s life cycle stage should be considered as a relevant variable in research and intervention with groups in the workplace.