COMMUNICATION SATISFACTION,JOB SATISFACTION,AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.     

BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.     

AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six-month time-lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.     

IMPACT OF REFLECTIVE SUPERVISION ON EARLY CHILDHOOD INTERVENTIONISTS’ PERCEPTIONS OF SELF‐EFFICACY,JOB SATISFACTION,AND JOB STRESS

Despite widespread recognition of the importance of reflective practice in the field of infant mental health, little quantitative research exists regarding the impact of reflective supervision on professionals’ self‐efficacy, job satisfaction, and work‐related stress. Thirty‐three early childhood interventionists received approximately 9 months of reflective supervision and completed pre‐ and post‐assessments of their job‐related stress and self‐efficacy using a modified version of the Reflective Supervision Self‐Efficacy Scales for Supervisees (S. Shea, S. Goldberg, & D.J. Weatherston, 2012). At the post‐assessment, participants also rated their overall experience of reflective supervision. Reported self‐efficacy increased significantly from pre‐ to post‐assessment, and participants reported a positive overall impact of reflective supervision with respect to a variety of indices, such as job satisfaction, professional development, and the ability to cope with job‐related stress. These results provide necessary quantitative data demonstrating a positive impact of reflective supervision on early childhood professionals and suggest the value of reflective supervision for supporting workforce development.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.     

THE RELATIONSHIP BETWEEN PAY-FOR-PERFORMANCE PERCEPTIONS AND PAY SATISFACTION

A study was conducted with 104 hospital employees to assess the relationship between pay-for-performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi-item measure of pay-for-performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfaction are discussed.     

JOB SATISFACTION, BEHAVIORAL INTENTION, AND ABSENTEEISM AS PREDICTORS OF TURNOVER

Measures of overall job satisfaction, intention about remaining with the company, and frequency of absences were correlated with termination over two one-year periods for a sample of female clerical employees. A step-wise multiple regression indicated that both intent to remain with the company and frequency of absences added to the prediction of turnover during both one-year periods. Job satisfaction did not add to the prediction for either year.     

教师工作满意度的测量研究

本研究运用一个＂教师工作满意度量表＂,对北京、天津、大连及青岛等四省市的２０４名小学教师进行了测量,结果表明：（１）教师们在工作性质、职业投入感及人际关系这些内在因素上的满意度较高,而在薪水、领导管理、进修提升及物理条件这些外在因素上的满意度较低;（２）女教师的工作满意水平显著高于男教师;（３）从事＂教师＂这一职业的动机对教师的工作满意度有显著的影响。     

JOB SATISFACTION AS A COMPONENT OF HAPPINESS AMONG MALES AND FEMALES

Using a sample made up of four independently drawn U. S. national surveys, partial correlation was conducted separately by occupational categories for white male ( n = 1,161) and female ( n = 491) full-time employees to estimate the relationship between job satisfaction and global happiness when the effects of satisfaction experienced in seven other domains of life and age, education, income, and occupational prestige were removed. For most occupations and both sex groups few of the job satisfaction-global happiness partial correlations were significant, thus extending previous evidence that job satisfaction may not be uniquely important to the overall happiness of most employees.     

A FIELD STUDY OF JOB APPLICANT INTERVIEW PERCEPTIONS, ALTERNATIVE OPPORTUNITIES, AND DEMOGRAPHIC CHARACTERISTICS

A field study was conducted to examine several factors related to young job applicants, their reactions to job interviews, and their intentions to accept a job if offered. Immediately following their interviews, 422 applicants voluntarily responded to questionnaires concerning the interview, parents' and friends' pressure for them to take the job, alternative job opportunities, and behavioral intentions to accept the job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job in the recruiting organization. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Multivariate effects were found for applicant sex, applicant race, and interviewer sex on reactions to the interviewer and the interview. Further research on the role of parental and peer pressure on job acceptance among young workers is suggested, as is the moderating role of alternative opportunities. The implications of race and sex differences in interview reactions are also discussed.