Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Although there are many job satisfaction studies, research related to the job satisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the job satisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota Satisfaction Questionnaire and a data information form. Results indicated that 87% of participants were satisfied or very satisfied with their current job.     

Coping strategies in the workplace: Relationships with attributional style and job satisfaction

This paper examined the relationships between workplace coping strategies, occupational attributional style, and job satisfaction among a sample of 190 nurses employed with a Veterans Affairs Medical Center. As an occupational group, nurses experience high levels of chronic workplace stressors. Participants completed a questionnaire packet containing the Brief COPE, the Minnesota Satisfaction Questionnaire (MSQ)-Short Form, and the Occupational Attributional Styles Questionnaire (OASQ). Results indicated that a positive occupational attributional style was associated with greater use of problem solving/cognitive restructuring coping styles and less use of avoidance coping styles to deal with workplace stress. This pattern of coping strategies was also associated with greater job satisfaction. Further analyses indicated that the relationship between occupational attributional style and job satisfaction was mediated by the use of problem solving/cognitive restructuring, and avoidance coping strategies to deal with workplace stress. Implications for workplace interventions and work adjustment counseling are discussed.     

情绪劳动策略与工作满意度关系的元分析

采用元分析方法探讨情绪劳动策略(包括表层扮演和深层扮演)与工作满意度的关系。经筛选, 共有120篇文献226个独立样本符合元分析标准(N = 79659)。元分析结果发现, 表层扮演与工作满意度有显著负相关, 深层扮演与工作满意度有显著正相关。调节效应检验发现, 不同表层扮演测量工具、文化背景差异、行业类型差异对表层扮演与工作满意度的关系没有显著影响; 不同工作满意度测量工具对表层扮演与工作满意度的关系有显著影响, 表现为单维的JSS工作满意度量表的调节效果高于多维的MSQ量表。不同深层扮演测量工具、不同工作满意度测量工具、文化背景差异对深层扮演与工作满意度的关系有显著影响, 分别表现为深层扮演量表Grandey (2003)、Diefendorff, Croyle和Gosserand (2005)、Brotheridge和Lee (2003)调节效应依次减小, 单维的JSS工作满意度量表的调节效果低于多维的MSQ量表, 东方文化背景的调节效果高于西方; 行业类型的差异对深层扮演与工作满意度关系的影响不显著。     

Perceived Job Characteristics and Job Satisfaction among Men and Women

This study analyzes relationships between intrinsic and extrinsic job characteristics and overall job satisfaction among men and women. Zeroorder correlation and multiple regression analyses ascertain the relationships between eight perceived job characteristics and job satisfaction among a national probability sample of 1,533 workers. The results reveal similar patterns of relationships between perceived job characteristics and job satisfaction for men and women indicating that they require similar job characteristics to be satisfied with their jobs.     

Exploring the effects of congruence and Holland’s personality codes on job satisfaction: An application of hierarchical linear modeling techniques

This study applied hierarchical linear modeling to investigate the effect of congruence on intrinsic and extrinsic aspects of job satisfaction. Particular focus was given to differences in job satisfaction by gender and by Holland’s first-letter codes. The study sample included nationally represented 1462 female and 1280 male college graduates who held full-time jobs in 2000. Congruence was measured by using actual occupational and academic major codes. After controlling for the differences across three-letter Holland personality codes, results indicate that job satisfaction was largely a function of individual attributes rather than disparities in personality types. Holland’s congruence was most effective in explaining intrinsic dimensions of job satisfaction for females, and less effective for extrinsic job satisfaction for both genders. Social females and males were less satisfied with extrinsic satisfaction, while Conventional and Social females were more satisfied with intrinsic features in their vocational environments.     

Personality as Predictor of Work-Related Outcomes: Test of a Mediated Latent Structural Model1

The role of personality in predicting work-related outcomes was examined using structural equation modeling. Data were taken from a national United States sample (n= 1,098) of accounting professionals. Latent personality constructs based on scales from the California Psychological Inventory (Gough, 1957) were specified and tested in a confirmatory measurement model, along with the attitudinal constructs of communication adequacy, role stress, job satisfaction, and propensity to quit. The results of confirmatory factor analyses indicated that the hypothesized personality constructs of extraversion, control, and flexibility were adequately supported by the data, as were each of the attitudinal constructs. Results from the tested structural model indicated that personality effects on propensity to quit were fully mediated by role stress and job satisfaction. Results are discussed in terms of successfully modeling completely latent, multifaceted personality constructs and better understanding the propensity to quit.     

OCCUPATIONAL PRESTIGE AS A FACTOR IN THE NET RELATIONSHIP BETWEEN OCCUPATION AND JOB SATISFACTION

In contrast to earlier evidence that the relationship between level of occupation and job satisfaction is positive and monotonic, analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables. Removal of occupational prestige modifies the occupation-job satisfaction relationship in a manner which suggests that job satisfaction may arise more from ascribed prestige than from such job characteristics as work autonomy, authority, and income.     

Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Early employment situations and work role satisfaction among recent college graduates

This study examined work role satisfaction as related to employment outcome among recipients of a liberal arts BA at a state university, 1 year (N = 218) and 3 years (N = 156) after graduation. A measure of work role satisfaction was developed and described. The relationship of work role satisfaction to work situation variables and to sex of the respondent was examined, using cross-tabular analysis, analysis of variance, and t tests, to assess shifts in satisfaction over time. Job Fit Index (a measure of underemployment), income, and job stability were all related to satisfaction. Findings suggested that priorities may change over time. Changes in Job Fit Index scores were related to changing levels of satisfaction, and interpretations suggested.     

Burnout and job satisfaction among nursing professionals

The purpose of this study was to examine the relationship between burnout and job satisfaction among nursing professionals. The sample consisted of 316 staff nurses. The study was longitudinal, and not randomized. The gap between Time 1 (T1) and Time 2 (T2) was one year. Hierarchical regression analysis showed empirical evidence of the significant and negative effect of burnout (i.e., Emotional exhaustion and Depersonalization dimensions) at T1 on job satisfaction in T2. Significant results were also obtained that showed the influence of job satisfaction at T1 on burnout at T2 (i.e., Depersonalization dimension). The study concludes that there is a bidirectional and longitudinal relationship between burnout and job satisfaction. However, longitudinal effects of burnout at T1 on job satisfaction on T2 (i.e., burnout as antecedent of job satisfaction) are stronger than vice-versa (i.e., job satisfaction as antecedent of burnout).     

Gender Differences in the Job Satisfaction of Public Employees: A Study of Seoul Metropolitan Government, Korea

A central paradox in studies of gender and job satisfaction is why women’s job satisfaction is not lower than men’s, given that women’s jobs are often inferior in terms of pay, autonomy, and promotional opportunity. The purpose of this study was to investigate this paradox by asking two questions: How does the job satisfaction of female public employees compare with that of male employees? How can we explain the gender differences in job satisfaction? Data from a survey of 5,128 public employees in Seoul Metropolitan Government indicate that women are more satisfied with their jobs than are men. Among demographic variables gender was the only significant predictor of job satisfaction; women emphasized intrinsic rewards, whereas men emphasized extrinsic rewards. The reasons for women’s high job satisfaction are discussed and explained.     

Older Workers with Disabilities: Job Satisfaction Differences in the Public and Private Sectors in Europe

This study analyzes the differences in job satisfaction of older European people (aged 50-64), with or without disabilities, who are employed in either the public or the private sector. Using the data taken from the Survey of Health, Ageing and Retirement in Europe (SHARE) for the years 2004, 2007 and 2011, job satisfaction equations are estimated for workers from both the public and private sectors, with panel data techniques that include variables related to the worker's degree of disability (nondisabled, non-limited disabled, and limited disabled), among others. The results show that the disabled workers who are limited in their everyday activities are less satisfied in both the public and private sectors than those who are non-disabled and non-limited. In addition, the levels of job satisfaction for non-limited disabled people are higher than their non-disabled counterparts but only in the public sector. From a point of view of public policies, it is necessary to design and undertake measures and actions that would contribute to improving the levels of job satisfaction of older workers with disabilities, especially among those who are limited in their everyday activities.     

An empirical study of some demographic and work-related variables on job satisfaction of academics in a Turkish university

The Job Satisfaction Survey was administered to 610 faculty in a university in North Cyprus. As expected, job satisfaction increased with rank, and those who held administrative positions were more satisfied than staff who did not. The longer the participants had served in the current university, the higher their rated job satisfaction. Job satisfaction of women in higher academic positions was higher than that of their male peers. Age was not correlated with increases in job satisfaction.     

Job Satisfaction of Child Welfare Workers in an Urban Setting: Status and Predictors

Large urban areas present many challenges to those children and adults who reside in those settings. The social service workers in urban areas have clients with complex, multiple needs. Reliable and consistent workers are essential to successfully working with these families. In the current study, the job satisfaction of 29 social service workers in an urban child welfare agency was assessed using the Job Satisfaction Scale (JSS). The JSS measures satisfaction in 7 areas of one's job (i.e., work, supervision, coworkers, pay and promotion, work environment, training, and position). Data indicated that the staff were relatively satisfied, that satisfaction did not vary by staff position (family worker vs. social worker/supervisor), and that neither demographic factors nor prior experiences were predictors of job satisfaction. Implications for agency management and the provision of social services to urban families are discussed.     

FAMILY INFLUENCES ON THE JOB SATISFACTION OF EMPLOYED MOTHERS

The purpose of this study was to explore the relationship between job satisfaction and selected family variables that might constrain or enhance the job satisfaction of employed mothers. Results of stepwise regression indicate that four family variables were more useful in explaining variation in job satisfaction than six background variables that had been expected to influence job satisfaction. Results suggest that job satisfaction could be enhanced by increasing family support for women's employment.     

Occupational specialty congruence: New data and future directions

The present research examined the relationship between within-occupational congruence and satisfaction, and attempted to integrate hypotheses and findings of prior studies with the conceptual implications of occupational specialty congruence. Correspondence between vocational interests within occupations and specialty choice has shown higher correlations with satisfaction than with congruence (Assouline & Meir, 1987). Occupational specialty congruence was derived by comparing preferred functions with the actual functions characterizing a given occupational specialty. In the present study, involving 120 computer software professionals, occupational specialty congruence correlated approximately .45 with satisfaction, using core job function dimensions. Specialty change within occupation, rather than occupational change, may help in cases of poor occupational choice, burnout, or a change in health. Further research should explore the generalizability of the function dimensions employed herein. Identifying core dimensions can aid in designing both career tracks and certification exams.     

Is Seasonal Stress a Career Choice of Professional Accountants?

Workload compression during the first quarter of each year (January-March) is hypothesized to involve additional job demands on auditors and tax professionals causing job strain (occupational stress). Using canonical correlation analysis to analyze the survey data, this study found that the strongest stressor-strain relationship was for the group surveyed in January, indicating that workload compression contributes to seasonal occupational stress. Seasonal stress will remain a very strong barrier to qualified individuals in making an accounting career their vocational choice and will put additional demands on Employee Assistance Program (EAP) counseling for accounting practitioners.     

Assessing the measurement invariance of latent job satisfaction ratings across survey administration modes for respondent subgroups: A MIMIC modeling approach

To date, many studies have assessed the measurement invariance of a wide variety of measures across Internet and paper-and-pencil conditions; however a relative dearth exists in the literature investigating measurement invariance across administration modes for differing subgroups of respondents. Using MIMIC modeling, this study assessed whether gender and age of the respondent systematically influenced responding according to administration mode above and beyond measurement invariance. Consistent with past research, this study demonstrated that job satisfaction ratings were indeed measurement invariant across Internet and paper-and-pencil conditions, however, older respondents tend to differentially rate job satisfaction according to administration mode. Implications are discussed.