Evaluating Marital Therapy: A Hospital and Community Study

The study investigated the application of marital therapy using three contrasting clinical approaches: conjoint treatment, couples groups, and treating the partner alone. Thirty-six couples comprised the research sample, with eighteen couples being treated in each of two NHS treatment settings. The duration of the treatment was ten weekly sessions each lasting one hour, and couples were followed up six months after termination. Outcome evaluations included marital satisfaction, sexual adjustment, and an assessment of target problems. The analysis of the results showed no significant difference between groups at the post-treatment and follow-up assessments. There was, however, a significant difference in the rates of change between experimental groups. The implications of these results are discussed.     

General,Work-Specific,and Work-Role Conscientiousness Measures in Predicting Work Criteria: A Comparative Perspective

The current study compared general, work-specific, and work-role measures of conscientiousness as predictors of job satisfaction, organizational commitment, turnover intention, job engagement, and task performance. As expected, work-role conscientiousness yielded stronger relationships with five of the ten work-related criteria than general conscientiousness, and with six of the ten criteria than work-specific conscientiousness. More importantly, work-role conscientiousness displayed incremental validity in predicting nearly all work-related criteria, when controlling for general and work-specific conscientiousness alone or in combination. It is also worth noting that six of ten analyses found that work-role conscientiousness demonstrated greater relative importance compared to its counterparts. Finally, we found that the context in which the items were completed moderated the relationships between work-role conscientiousness and two work-related criteria (i.e., job satisfaction and organizational commitment). Together, these results suggest that researchers should consider the work-role measure of conscientiousness in the prediction of work criteria.     

Applying Western models of volunteering in Hong Kong: The role of empathy,prosocial motivation and motive–experience fit for volunteering

The present research investigates the applicability of prominent Western volunteering frameworks in Hong Kong. Two cross‐sectional surveys involving a total of 268 respondents were conducted. In Study 1, we tested a model of volunteering among 149 Hong Kong Chinese adult individuals (M_age = 34.8 years; 51.7% female) that examines antecedents and outcomes of voluntary engagement. Results show that prosocial motivation relates to volunteering, and that volunteering in turn predicts life satisfaction. Unexpectedly, and unlike studies in Western settings, other‐oriented empathy was not related to volunteering. Study 2 tests the propositions of the Volunteer Process Model (VPM) among 119 Hong Kong Chinese volunteers (M_age = 36.9 years; 58.0% female). Findings largely support the VPM: our results indicate that the link between motives, voluntary service length and frequency is mediated by satisfaction with volunteering. Moreover, findings suggest that a fit between motives and experience seems relevant for increasing volunteers' satisfaction with their service. Results of both studies suggest that Western volunteering models can be applied to volunteering in East Asian cultures when culture‐specific adaptations are considered.     

Social support in the short- and middle-term prediction of welfare volunteers' permanence

This work explores the significance of different types and sources of social support in the short- and middle-term prediction of volunteer permanence. Volunteers ( N = 1362) belonging to 109 different Spanish organizations were surveyed to gather social support data and other information related to factors traditionally associated with sustained volunteerism prediction. In spite of the fact that a relationship between social support and permanence was found, logistic regression analysis showed that social support variables did not appear to be relevant to make this kind of prediction at short term, because the only factors associated with volunteers' permanence in the multivariate model obtained were the volunteers' previous time in the organization, their intention of remaining in service, and their sex and religious attitudes. In contrast, at middle term, social support and, in particular, informational social support from other volunteers was significant, integrating the multivariate model with the other aforementioned factors, except for sex.     

A closer look at decisions to quit

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. Survey measures of these job characteristics obtained over the next 2 years were multiplied by weights derived from nurse simulations to yield turnover likelihood estimates. These estimates exhibited 80%, 127%, and 190% more predictive power (depending on turnover operationalization) than post-employment survey estimates of turnover intention, job satisfaction, and job availability. Groups of nurses with homogeneous voluntary turnover decision models were also identified, though no groups with homogeneous job perceptions were observed. Evidence suggested nurses responded to “shocks” as predicted. March and Simon’s model of voluntary turnover was supported and implications drawn for managing voluntary nursing turnover.     

How Satisfied are the Self-Employed? A Life Domain View

It is well-known in the literature that self-employment positively influences job satisfaction, but the effects on other life domains and overall life satisfaction are much less clear. Our study analyzes the welfare effects of self-employment apart from its monetary aspects, and focuses on the overall life satisfaction as well as different domain satisfactions of self-employed individuals in our German sample from 1997 to 2010. Using matching estimators to create an appropriate control group and differentiating between different types of self-employment, we find that voluntary self-employment brings with it positive benefits apart from work satisfaction, and leads to higher overall life satisfaction as well as increased health satisfaction, all of which increase in the first three years of self-employment. Being forced into self-employment to escape unemployment, however, confers no such benefits. Additionally, both types of self-employment lead to increasing dissatisfaction with one’s leisure time.     

“Timely” Methods: Examining Turnover Rates in the U.S. Military

Despite a long history of research on organizational turnover, questions still linger about relative contributions of different factors to the probability and timing of turnover. Complicating matters, civilian and military differences can moderate important relationships among the factors. In this study, several event history models for predicting voluntary turnover in the U.S. military were estimated. Turnover predictors included background variables, military satisfaction, organizational commitment, withdrawal intentions, job withdrawal, and comparisons of military and civilian work and lifestyles. Results showed that withdrawal intentions, job withdrawal, organizational commitment, and military tenure consistently predicted voluntary turnover. Inconsistent findings for job satisfaction and comparisons of military and civilian work and lifestyles raise questions as to their roles as predictors of military turnover.     

Let's Ask the Homeless People Themselves: A Needs Assessment Based on a Probability Sample of Adults

A probability sample of 301 homeless adults from Buffalo, NY, was followed over 6 months to document the utilization of a variety of community services, examine services desired, and identify factors associated with service utilization, preference, and satisfaction. The following needs were all rated as at least equally important as the need for affordable housing: safety, education, transportation, medical/dental treatment, and job training/placement (most of these needs were also rated as difficult to obtain). Needs for formal mental health and substance abuse services were rated as relatively unimportant and easy to obtain, and for those who actually used them, respondents were often dissatisfied with them. Of 16 predictor variables examined in multivariate analyses, several showed consistent relationships with subsequent service use, preference, and satisfaction. Younger adults, persons of color, those with dependent children, and persons having fewer social supports reported less service utilization, less satisfaction with services received, different perceived needs for particular services, and/or greater difficulty obtaining services.     

Acts of Kindness and Acts of Novelty Affect Life Satisfaction

ABSTRACT

The present experiment was designed to establish the effects of acts of kindness and acts of novelty on life satisfaction. Participants aged 18–60 took part on a voluntary basis. They were randomly assigned to perform either acts of kindness, acts of novelty, or no acts on a daily basis for 10 days. Their life satisfaction was measured before and after the 10-day experiment. As expected, performing acts of kindness or acts of novelty resulted in an increase in life satisfaction.     

Parameters of digitally averaged potentials of individual motor units]

Of sixty normal subjects of different age six different muscles each were examined electromyographically. The activity pattern was recorded for moderate voluntary innervation and superposed digitally. The parameters of digitally averaged summation action potentials were compared with those of manually assessed potentials. The two methods gave identical results: The duration of potentials was between 5 and 10 ms. It increased in the younger and older age groups and showed only slight changes in middle-aged persons. Only minor differences were found between the muscles of one age group, an exception being the orbicularis oris muscle. The results obtained are compared with values reported in the literature.     

Development of a turnover model that incorporates a matrix measure of valence-instrumentality-expectancy perceptions

A sample of 365 managers of a full service U.S. restaurant chain was used to test a model incorporating a matrix measure of valence-instrumentality-expectancy (VIE) perceptions leading to the outcomes of job performance and turnover. This study used Hollenback's (1979) method of computing motivational force scores deriving from VIE perceptions. The model hypothesized one path from VIE to pay satisfaction, another from VIE to job performance, and a third set of links from job satisfaction to intentions to leave the organization to voluntary turnover. The results supported a revised model including the major hypothesized path from VIE perceptions to pay satisfaction to job satisfaction to intent to leave to voluntary turnover. In addition, the job performance to turnover paths were supported. The most noteworthy paths not receiving support were from VIE perceptions to job performance; however, there was an unhypothesized, indirect effect of VIE perceptions on job performance through pay satisfaction.     

The Internal/External Frame of Reference Model Revisited: Incorporating General Cognitive Ability and General Academic Self-Concept

An integrative model of the determinants of overall job satisfaction, organizational commitment, and precursors to voluntary turnover was proposed. Job satisfaction and organizational commitment were proposed to arise from overlapping sets of work environment perceptions. A nonrecursive relationship was hypothesized between commitment and satisfaction. Affect (satisfaction and commitment) was proposed to mediate the effects of work environment perceptions on precursors to voluntary turnover. The model was evaluated using data obtained from 1,870 employees of a U.S. telecommunications firm. Hypotheses relating to determinants of commitment and turnover cognitions were largely supported. An asymmetric reciprocal relation was supported between overall job satisfaction and organizational commitment. Future research needs discussed include specification of different causal models for different forms of employee turnover.     

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.     

All in the name of work? Nonwork orientations as predictors of salary,career satisfaction,and life satisfaction

Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.     

Dyadic Duration and the Performance-Satisfaction Relationship: A Contextual Perspective 1

This study examined dyadic duration as a contextual variable affecting the relationship between subordinate performance and job satisfaction. Dyadic duration, the length of time a subordinate has been directed by the same immediate superior, was expected to enhance the performance-satisfaction relationship in dyads of shorter duration and neutralize this relationship in dyads of longer duration. As anticipated, in shorter duration dyads, performance was found to be positively associated with satisfaction with the nature of work, characteristics of supervision, and characteristics of coworkers. For dyads of longer duration, an unexpected inverse relationship was found between performance and all of these same variables. Overall, these results suggest that considering dyadic duration as a contextual variable offers a unique perspective on the relationship between subordinates' performance and job satisfaction.     

Parent satisfaction with neuropsychological consultation after pediatric mild traumatic brain injury

Few studies have focused on consumer satisfaction following neuropsychological evaluation. We sought to examine parent satisfaction with neuropsychological consultation following a mild traumatic brain injury (TBI) in school-age children. We surveyed 71 parents of 8- to 17-year-olds participating in a prospective longitudinal study examining neuropsychological consultation as an intervention for persistent postconcussive symptoms. Children had sustained injuries between 2 and 12 months prior to enrollment. Neuropsychological consultation occurred on average 5 months post-injury. Parent satisfaction data were collected via telephone approximately 4 months after the neuropsychological consultation. The vast majority of parents were quite satisfied with the service (e.g., 94% overall satisfaction rate; 96% rated the service as good or excellent). Satisfaction rates were associated positively with time since injury and negatively with parental education. No other child, parent, or provider variable correlated with satisfaction. The results add to the relatively sparse literature on parent satisfaction with neuropsychological evaluation. A pressing future need in pediatric neuropsychology is to examine the satisfaction of other consumers of the service, including healthcare personnel, educators, and the child patients themselves.     

Life satisfaction and age concentration of the local area

Data from a community sample of persons 60 years old and older were analyzed to determine if the concentration of older persons in the local area (operationally defined as census tracts) was related to the respondent's life satisfaction after controlling for the known effects of physical health, socio-economic status, social participation, and other microlevel variables. Results showed that the effect of age concentration is negative, but that this effect differs according to the frequency with which a respondent visits a close friend who lives outside the neighborhood and the number of voluntary associations to which the respondent belongs. The more frequently respondents visited outside the neighborhood, the greater the negative effect of age concentration. On the other hand, the more voluntary association memberships respondents had, the smaller the negative effect of age concentration.     

Does Hub‐and‐Spoke organization of healthcare system promote workers' satisfaction?

The healthcare services network is a recent organizational structure of healthcare services that are interdependent and organized as a network on the basis of the Hub‐and‐Spoke model. This questionnaire‐based study analyzed socio‐psychological well‐being of health workers both in terms of team‐related experience and individual satisfaction and engagement with one's work in a Hub‐and‐Spoke healthcare service in comparison to non‐network healthcare service. Workers from two different public healthcare services involved in the treatment of the same skeletal rare diseases participated in the Study. We expected that working under a Hub‐and‐Spoke healthcare service—involving teamwork and cooperation among different healthcare services within the units, as well as among workers belonging to different units—would lead to greater psychological team‐related and individual benefits. In line with predictions, the findings showed that under a Hub‐and‐Spoke healthcare service, health workers felt highly interdependent by their team fellows and developed shared cognitions (i.e., team mental models) about their integration and their tasks to a higher extent than non‐network ones. They were also individually more satisfied of their job and displayed higher work engagement than non‐network workers. Beneficial team‐related dynamics, such as perceived interdependence, were responsible for the differences between the Hub‐and‐Spoke workers and non‐network ones. The implications of the present findings were discussed in terms of promotion of health workers' satisfaction and well‐being.     

LINKING EMPLOYEE PERCEPTIONS OF SERVICE CLIMATE TO CUSTOMER SATISFACTION

Although a common theme in the service quality literature is that organizations must create and maintain a climate for service in order for employees to effectively deliver service, few studies exist that evaluate climate for service components against a criterion of customer satisfaction. The effectiveness of different aspects of a climate for service is evaluated by determining the relationships between service climate components and facets of customer satisfaction, as rated by 538 employees and 7,944 customers across 57 branches of a large bank. All service climate components were significantly related to at least one facet of customer satisfaction (e.g., teller service). Seeking and sharing information about customers' needs and expectations, training in delivering quality service, and rewarding and recognizing excellent service were the practices that were most highly related to satisfaction with service quality.     

The relationship between preretirement occupation and older adults' life satisfaction and self-rated health

Pensioners currently compose nearly 20% of the British population; men and women can expect to spend an average of about 17 years and 19 years in retirement, respectively. The present study aimed to investigate the roles of preretirement occupation and self-rated health (SRH) on the attainment of life satisfaction in retired people. A total of 121 community-dwelling men and women (M age = 75.8 years, SD = 7.1) completed a survey to assess life satisfaction, self-rated health, retirement stress, retirement adjustment, and recollected aspects of preretirement occupation. Results revealed positive and significant correlations between scores on a life satisfaction measure and SRH, retirement stress, and retirement adjustment (all ps < .001). Path analysis indicated that aspects of previous employment that may predict an adverse influence on current life satisfaction and that engagement in voluntary work appears to have benefits for both life satisfaction and SRH. The authors conclude that many of the adverse effects of preretirement occupation can be helped or avoided through suitable retirement preparation and training.