Post Tsunami Job Satisfaction Among the Fishers of Na Pru Village, on the Andaman Sea Coast of Thailand

The paper examines job satisfaction among fishers in a tsunami-impacted area on the Andaman coast of Thailand. Following the tsunami, many predicted that fishers would be reluctant to resume their fishing activities. Observations in the fishing communities, however, indicated that as soon as fishers obtained replacements for equipment damaged by the tsunami, they began to fish again. Nevertheless, most fishers reported they would change fishing type, and that if they had the opportunity they would leave fishing altogether. Whether or not these attitudes can be attributed solely to the impacts of the tsunami is not clear at this point, but this supposition is provided some support from data collected from small scale fishers in two towns near Bangkok in the Gulf of Thailand which reflected more positive attitudes towards the occupation. While attitudes towards the occupation are more negative than those reported for many other fisheries, the scores for the job satisfaction categories indicated that the sample means for all job satisfaction categories except Self-Actualisation are above the midpoint on the scales. This, in turn, indicates general satisfaction with the occupation??perhaps the challenge and adventure of the job are perceived as being a little too much following on the heels of the Indian Ocean tsunami that devastated the area. Hence, although fishers say that they would leave the occupation for another, it is unlikely that they will unless the alternate occupation, at the very least, meets the satisfactions provided by fishing.     

Job Satisfaction in the Shrimp Trawl Fisheries of Vietnam

This paper investigates the job satisfaction of small-scale shrimp trawl fishers in the vicinity of Camau National Park in southern Vietnam. The research sample consisted of 77 fishers who belong to a growing population of shrimp fishers in the region. The results suggest that 60?% would change their fishing métier, 78?% would leave fishing for another occupation and 76?% would not advise a young person to enter the occupation of fishing. These responses indicate a negative attitude towards the occupation. This is explained with reference to deteriorating stocks and low economic returns. Generally speaking, however, fishers are satisfied with the physical safety, cleanliness of work and ??healthfulness?? of their occupation, as well as with the quality of community life.     

Job Satisfaction Among Fishers in the Dominican Republic

This paper reflects on the results of a job satisfaction study of small-scale fishers in the Dominican Republic. The survey results suggest that, although fishers are generally satisfied with their occupations, they also have serious concerns. These concerns include anxieties about the level of earnings, the condition of marine resources and the performance of government officials engaged in management. Such worries are offset, at least to some degree, by high levels of satisfaction regarding the communities of which respondents are part, as well as the healthfulness and worth of the job. The ambivalence characterising fishers?? views of their occupation carries through in their responses to general questions on willingness to shift to another type of fishing, leave the occupation altogether and advise young persons to enter fishing. However, the survey results also indicate significant variation between different parts of the coastline.     

Job Satisfaction in the Coastal Pelagic Fisheries of Senegal

The marine fishery in Senegal, West Africa, is a major source of employment and food security. It currently faces the consequences of ecological degradation. This paper examines job satisfaction among small-scale purse seine fishers, who constitute one of the dominant fishing métiers in Senegal. The research sample consists of 80 purse seine fishers in three locations along the coast with varied degrees of urbanisation. The findings suggest that purse seine fishers are generally satisfied with the extent to which the fishery meets their Social Needs and Self-Actualisation. They are dissatisfied, however, with the degree to which Basic Needs are met, with the way in which Management is carried out, and??to a lesser extent??with the condition of the natural environment. However, the study shows significant differences between the more rural and urbanised settlements. These are most pronounced with regard to the willingness to change fishing type, move to another profession or advise a young person to enter fishing.     

Which Fishers are Satisfied in the Caribbean? A Comparative Analysis of Job Satisfaction Among Caribbean Lobster Fishers

Lobster fishing (targeting the spiny lobster Panulirus argus) is an important economic activity throughout the Wider Caribbean Region both as a source of income and employment for the local population as well as foreign exchange for national governments. Due to the high unit prices of the product, international lobster trade provides a way to improve the livelihoods of fisheries-dependent populations. The specie harvested is identical throughout the region and end market prices are roughly similar. In this paper we wish to investigate to which extent lobster fishers?? job satisfaction differs in three countries in the Caribbean and how these differences can be explained by looking at the national governance arrangements.     

Job satisfaction in the marine and estuarine fisheries of Guinea-Bissau

This paper examines aspects of job satisfaction among small-scale fishers in Guinea-Bissau, West Africa. The willingness of fishers to change métier or occupation is a central aspect of study, and gains relevance from the global degradation of marine environments. The author concludes that small-scale fishers are generally satisfied with the extent to which their and needs of self-realization and social life are met. They also express satisfaction with the state of the natural environment. However, fishers are less pleased with the fulfillment of basic needs and with the performance of fisheries managers.     

Job Satisfaction in the Shrimp Trawl Fisheries of Chennai, India

Shrimp trawling represents an important fishing métier in South India, generating high levels of employment and economic value. It is also a contested métier, ostensibly contributing to environmental degradation and social inequality. This paper investigates the job satisfaction of crew members (captains and workers) on board the shrimp trawlers of Chennai (former Madras). Research took place in 2007 and 2008 (N?=?137). Results suggest a general satisfaction with being in the fishery. However, a little over three-fifths of fishers said they would be willing to change fishing métier and about one-half said they would leave the occupation. About one-half also said they would not advise a young person to enter the occupation. The tendency to move away from the fishery is argued to reflect a growing pessimism about the future of the shrimp trawl fisheries, but also an increasing awareness of other economic opportunities.     

Generational Differences in Work Values,Perceived Job Rewards,and Job Satisfaction of Chinese Female Migrant Workers: Implications for Social Policy and Social Services

This cross-sectional survey study is a pioneering attempt to investigate the generational differences in the work values, perceived job rewards, and job satisfaction of Chinese female migrant workers. The study targeted two toy factories in the Guangdong Province of China and recruited a total of 1,307 female workers as participants. Among them were 577 female migrant workers who comprised the target group for this research. The authors hypothesized that the younger generation of female migrant workers would have higher levels of cognitive work values (such as self-enhancement and career development) but lower levels of perceived job rewards and job satisfaction than those of the older generation. The results indicate that there are no generational differences in work values among the three birth cohorts of Chinese female migrant workers. The older generation felt more satisfied with the job rewards that they received, and their sense of job satisfaction was higher than that of the younger generation. Furthermore, the findings showed a substantial positive influence of perceived social job rewards (such as support from co-workers and supervisors) on job satisfaction among the younger generation. The current findings suggest that in China, generational differences in work are affected by both the generation factor and the rural–urban stratification factor. The authors hope that the study will provide a knowledge base for understanding the perceptions of Chinese female migrant workers toward work and for exploring the ways in which new policies and social services can be developed in order to address their needs.     

A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories

A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted – two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure.     

The effects of job displacement on job quality: Findings from the Wisconsin Longitudinal Study

This study examines the extent to which job displacement divides the career experiences for a cohort of workers. Previous studies of job displacement find nontrivial economic losses for displaced workers, but the effects of displacement on “non-economic” properties of jobs have been largely overlooked. Results using the Wisconsin Longitudinal Study indicate that workers who were displaced have lower levels of occupational status, job authority, and employer-offered pension and health insurance than they would have had had they not been displaced. Difference-in-differences estimates, which control for temporally-invariant unobserved heterogeneity, are generally larger than cross-sectional estimates; still, there is a close correspondence of estimates across a range of methodological approaches attesting to the robustness of the estimates in the face of various technical assumptions and model specifications. Effects of displacement on job quality also exhibit conditioning by gender, education, occupation, and industry: while less educated, blue collar and manufacturing workers experience significant losses for employer-offered benefits, more educated, upper white collar and non-manufacturing workers experience significant losses for occupational status, job autonomy, and job authority.     

The effects of quality of working life (QWL) on employee behavioral responses

Quality of work life (QWL) was conceptualized in terms of need satisfaction stemming from an interaction of workers' needs (survival, social, ego, and self-actualization needs) and those organizational resources relevant for meeting them. It was hypothesized that need satisfaction (or QWL) is positively related to organizational identification, job satisfaction, job involvement, job effort, job performance; and negatively related to personal alienation. A survey study was conducted based on a sample of 219 service deliverers to the elderly in a large midwestern city. The results were consistent with the hypotheses. Managerial implications were also discussed.     

Exploring the Relationship Between Employment History and Retired Women's Social Relationships

This study explores the relationship between retired women's employment history and their social integration and social support networks in retirement. Employment history is defined by former occupation (professional, paraprofessional, nonprofessional) and job continuity (discontinuous and continuous). The sample consists of 330 retired women ranging in age from 50 to 83 years, with diverse occupational histories, who were retired an average of 3.5 years. Results indicate occupational status may influence women's social integration, part-time employment, caregiving tasks, and satisfaction with social support. Continuity of employment appears to only marginally influence social integration with no impact on social support or satisfaction with social support.     

Urban black women at midlife: a counseling perspective

Increasingly, the scientific community is publishing literature intended to conceptualize the experiences of women as they navigate through midlife development. Most of that literature is built around a Caucasian norm. In contrast, this naturalistic study explores the midlife experiences of Black women, some of whom identified as Caribbean emigrants and some as African American. An initial focus group of thirteen women met in New York City. Two subsequent meetings were each attended by seven of the original thirteen. Data were analyzed using a grounded theory approach. Results were compared with those of three similar studies: one with rural Caucasian women, one with a group of women who identified as Lesbians, and one with a racially mixed group of urban women. Counseling implications of shared and differing experiences are discussed.     

How to Make a Newcomer Happy? The Mediating Role of Career Commitment on the Relationship Between Unmet Expectations and Job Satisfaction

This study focuses on the relationships of unmet expectations to occupational commitment and job satisfaction. The direct and indirect (via occupational commitment) effects of unmet expectations on job satisfaction were investigated in 397 new Chinese employees. For this purpose, structural equation modeling and bootstrap method was used, and fit indices and Chi square values were compared between partially-mediated and fully-mediated models. Results confirmed the ubiquity of unmet expectations in newcomers, and confirmatory factor analysis verified its latent structure including unmet prestige, unmet health, and unmet progress. Structural equation modeling and Chi square test indicated the partial mediation of occupational commitment on the relationship between unmet expectations and job satisfaction. Testing the mediating effects using the bootstrap method also revealed a significant path from unmet expectations to job satisfaction through occupational commitment. Findings extended those of prior studies and shed light on the protection of occupational commitment to job satisfaction; these findings provide enlightenment on promoting job satisfaction for new employees in their first few days.     

Marginal Utility and Economic Development: Intrinsic Versus Extrinsic Aspirations and Subjective Well-Being Among Chinese Employees

The post-1979 economic reforms have led to impressive economic growth in China both in terms of gross domestic product and individual income. Individual well-being, however, has not increased on par with the economy (Brockmann et al. in J Happiness Stud 10(4):387–405, 2009; Easterlin et al. in Proc Natl Acad Sci 109(25):9775–9780, 2012). In the current series of studies, traditional and multilevel regression models are applied to examine the relationship between income and employee well-being. Results suggest a curvilinear relationship between income and satisfaction (both with one’s job and one’s income), supporting a diminishing marginal utility effect. Additionally, confirming a central postulate of Goal Contents Theory (GCT), individuals who espoused the importance of income (an extrinsic motive) were less satisfied with income itself. Further examining the application of GCT in a Chinese context, results suggest individuals who value extrinsic motives (i.e., money, possessions, fame) exhibit lower levels of job satisfaction, life satisfaction, and feelings of accomplishment. Finally, there is a significant multilevel effect such that between-city levels of health have a significant positive relationship with life satisfaction. These results offer organizational and policy implications related to the interaction between economic prosperity and human development.     

Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123.FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.     

The future in their hands: Graduating student midwives’ plans,job satisfaction and the desire to work in midwifery continuity of care

BackgroundMidwife-led continuity of care models benefit women and the midwives who work in them. Australian graduate midwives are familiar with, and educated to provide, continuity of care to women although the opportunity to work exclusively in positions providing continuity of care on graduation is uncommon.AimTo explore the immediate and aspirational employment plans and workforce choices, reasons for staying in midwifery and perceptions around factors likely to influence job satisfaction of midwives about to graduate from one Australian university during the years 2012–2016.MethodsThis longitudinal study draws on survey responses from five cohorts of midwifery students in their final year of study.FindingsNinety five out of 137 midwifery students responded to the survey. Almost nine out of ten respondents either aspired to work in a continuity of care model or recognised that they would gain job satisfaction by providing continuity of care to women. Factors leading to job satisfaction identified included making a difference to the women for whom they care, working in models of care which enabled them to provide women with ‘the care I want to give’, and having the ability to make autonomous midwifery decisions.ConclusionAligning early graduate work experiences with continuity of care models may have a positive impact on the confidence and professional development of graduate midwives, which in turn may lead to greater satisfaction and retention among a workforce already committed to supporting the maternity healthcare reform agenda.     

Erratum to: The Development Hypothesis of Women Empowerment in the Millennium Development Goals Tested in the Context of Women’s Access to Land in Africa

A number of empirical studies have shown a positive influence of employment stability on job satisfaction. Employment stability, usually measured by the type of contract an individual has, may affect one’s job satisfaction directly, as well as through its impact on other relative variables, such as job security, since a stable position seems to bring individuals a sense of security. The aim of our research is to investigate the relationships between job security, employment stability and job satisfaction of workers in Poland. In the study, we strive to show how these factors impact knowledge workers and other workers differently. In order to conduct analysis, we propose two logistic models, separate for these two groups, with job satisfaction as a dependent variable and type of contract and three items denoting different dimensions of job insecurity: an insecure source of income, too many duties to cope with and being treated unjustly at the workplace, as independent variables. The robustness of the models has been defended by the introduction of the time dimension. The results show that job insecurity is the most influential factor in the model of job satisfaction for all employees. However, this impact differs depending on the employment arrangements. Flexible workers are much more vulnerable to job insecurities in terms of job satisfaction. Another finding is that the job satisfaction of knowledge workers is more influenced by job security.     

Job satisfaction as an indicator of the quality of employment

It is suggested that the quality of employment should be assessed from the value perspectives of the employer and of society as well as the perspective of the worker. The prevailing conception of the nature of job satisfaction, and the associated measurement methods, provide useful but unnecessarily limited indicators of the quality of employment. An enlarged conception is offered as to the nature of job satisfaction, its causes, and its possible consequences. The implications of this conception for the utility of satisfaction measures as social indicators are examined as to three aspects: (1) The psychology of job satisfaction; (2) The sociology of job satisfaction; (2) The approach and technology of using subjective satisfaction measures in conjunction with other indicators. The view is expressed that direct measures of subjective job satisfaction are an essential component in any effort to make comparisons or monitor changes in the quality of employment, but that such measures, like other subjective and objective indicators, have ambiguous meaning if used alone.     

An Analysis of the Levels of Job Satisfaction and Life Satisfaction of the Academic Staff

Job satisfaction is generally related with life satisfaction and can directly affect social, physical and mental health of individuals. This study was investigated to determine whether the levels of job satisfaction and life satisfaction of academicians have significantly differentiated under demographic variables and to enlighten the correlation among them. The samples of the study involve 186 academic personnel who work in the Faculty of Science and Art (122) and in the Faculty of Engineering and Architecture (64) in Eskisehir Osmangazi University. While analysing the data, t test, analysis of variance and regression analysis were used for SPSS 10.0. There was significant difference between job and life satisfaction levels of the academicians depending on the variables like the faculties that academic personnel working at, their titles, educational backgrounds, marital statuses, periods of duty, ages and genders. The results and their implications have been discussed.