Job Satisfaction Factors Among Underprivileged Workers

16 factors dealing with motivation on the job were presented in a paired comparison format to 513 underprivileged adults in a federally supported job retraining project in South Carolina. They were directed to select for each pair the one factor which was more important to them on a job. Analyses were computed for the total sample and for subsamples based on race, sex, and economic environment of residence. The results point out that intrinsic, personal factors are more important than job context factors. Slight differences were found across sex; larger differences were found across race and economic environment.     

Job Satisfaction Among Type C Career Changers

Type C careerists perceive their second occupations as being more intrinsically, extrinsically, and generally satisfying than they did their initial occupations.     

Job Satisfaction of Women in Nontraditional Occupations

The author investigates factors that influence job satisfaction among Delaware women working in nontraditional occupations. Earnings, household responsibilities, and ability to cope with family and work also were studied.     

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.     

The Satisfaction with Job Life Scale Among Immigrants

This article reports the development of a short multi-item measurement scale of satisfaction with job life (SWJLS). This scale evaluates a person’s global assessment of job satisfaction. Two studies are presented for the purpose of establishing the reliability and validity of the SWJLS. The data were gathered among immigrants. The findings of both studies demonstrated that the SWJLS presents adequate psychometric properties. Exploratory and confirmatory factor analyses of the SWJLS evidenced a single underlying dimension. The reliability was highly satisfactory. Corroboration of validity was also yielded between correlations among indicators of well-being and acculturation, and scale scores. The results indicate that the SWJLS is a short and viable instrument to measure job life satisfaction.     

Correlates of Patient Satisfaction Among Menopausal Women

Patient satisfaction can increase compliance and health outcomes in many populations. Menopausal-age women present unique physical and psychosocial concerns that separate them from other populations in their health care needs and preferences. We surveyed 48 women (ages 45–60) regarding their satisfaction with a recent annual exam office visit in a family practice clinic. Women reported the number of quality of life issues they discussed during this visit and which of these they considered most important, as well as menopausal symptoms and perceived health competence. Regression analyses identified variables most related to patient satisfaction. Of three components of visit satisfaction (Quality, Humaneness, and General Satisfaction), Quality was predicted by quality of life issues discussed. Physical, psychological, and functional domains were considered most important to the patients, whereas physical, psychological, and social domains were most often actually discussed in the visit.     

Relationships Among Job Involvement,Job Satisfaction,and Organizational Commitment for Nurses

The relationships among a cluster of attitudes toward work and job were investigated using a sample of 171 nurses. The hypothesis was that involvement in work and job, commitment to the employing organization, and satisfaction with the job (overall, and with specific facets of the job) would be significantly correlated. The results showed that involvement was not related to overall satisfaction but only to two specific facets, satisfaction with work and promotion opportunities. In contrast, the degree of relationship between overall and various facets of satisfaction and commitment and between involvement and commitment was moderately high.     

Men and Women Supervisors' Job Responsibility,Job Satisfaction,and Employee Monitoring

A gender-based job responsibility framework emphasizing job satisfaction and employee monitoring is presented in this study and is tested using a national sample of 2,607 supervisors representing a variety of industries. Overall, the path analysis indicated that male managers reported greater perceived responsibility than did female managers. Findings also indicated that perceived responsibility was positively related to both job satisfaction and employee monitoring. The limitations of the study are highlighted, and the managerial implications of the results and suggestions for future research are presented.     

Predictors of Satisfaction Among College-Educated African American Women in Midlife

There has been little theorizing or empirical research on satisfaction among African American women at midlife. This study addresses this gap by examining predictors of satisfaction in 3 cohorts (N = 202) of midlife college-educated African American women. Specifically, 3 domains of satisfaction were examined: overall life satisfaction, personal satisfaction, and work satisfaction. Results revealed that the women were highly satisfied with their work situation, their personal life, and generally with how their life had turned out so far. Overall life satisfaction was predicted by the women's perceptions of personal control, role quality, household burden, and their cohort status. Work satisfaction was best predicted by the women's sense of personal control and role quality. Lastly, household burden and physical well-being emerged as significant predictors of personal satisfaction. Implications of the findings and recommendations for future research are offered.     

Interrole Conflict, Coping Strategies, and Role Satisfaction Among Single and Married Employed Mothers

This study examined the relationship between interrole conflict, coping strategies, satisfaction, and marital status among a select sample of employed black mothers. Single and married black mothers were compared on type of coping strategy used to handle mother and worker role conflicts, and level of satisfaction with mother and worker roles. There was a significant interaction between marital status and coping strategy in their effect on satisfaction with the mother role. Finally, single mothers were significantly more satisfied with their worker roles than married mothers.     

Perceptions of Autonomy and Life Satisfaction in Pakistani Married Immigrant Women in Toronto, Canada

Immigration can have powerful effects on gender roles and family relationships. In the present study, 102 Pakistani married immigrant women in Canada completed questionnaires on recalled pre-migration, and perceptions of current post-migration, personal autonomy in their family; life satisfaction; living arrangements (i.e., whether with in-laws) in both countries; income and employment in Canada; and their expectations of, and willingness to, immigrate. The women reported significantly higher personal autonomy and life satisfaction while living in Canada relative to Pakistan. Linear regression analyses indicated that living with in-laws was associated with lower life satisfaction in Pakistan but this was fully mediated by autonomy. More autonomy was also related to higher life satisfaction in Canada, but not to living arrangements or any other measured variable. The results suggest that, for these women, immigration was associated with more personal autonomy and life satisfaction, but determinants of women’s autonomy differed in Pakistan and Canada.     

Predictors of Risky and Precautionary Sexual Behaviors Among Single and Married White Women1

Risky and precautionary sexual behaviors were examined in a community sample of 260 single and married/cohabitating White women. Structural equation modeling was used to assess the ability of age, socioeconomic status (SES), marital status, religiosity, and 9 health belief constructs to predict risky sexual behavior with one's partner, using a barrier method of birth control, unintended pregnancies, and number of sexual partners in the past year. The pattern of results suggests that single White women appear to feel more vulnerable to HIV and STD infection and more likely to engage in risky sexual behavior than do married White women. The discussion focuses on the importance of sociocultural factors in understanding risk behaviors within the social context of relationship status, the complexity of the concept of risk reduction, and the need for going beyond the health belief model in order to develop different HIV prevention strategies for single and married White women.     

Social Support, Job Stress, Health, and Job Satisfaction Among Nurses in the United Kingdom

Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and job satisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and job satisfaction, was obtained from a sample of 1,162 nurses drawn from 4 healthcare organizations. A follow-up study was conducted after 6 months. Results indicate that perceived organizational support is related to nurses' health and job satisfaction. Current interventions to increase support, which typically operate at individual or group level, may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.     

Indexes of Psychological Well-Being and Role Commitment Among Working Women

The purpose of this study was to compare level of work role commitment with indexes of psychological well-being among multiple-role working women.     

Perceptions of Married Women and Married Men with Hyphenated Surnames

A predominately European American sample of 197 middle-class college students rated married women and men with hyphenated surnames on the Big Five personality factors (R. Lippa, 1991), the Personal Attributes Questionnaire (J. T. Spence & R. L. Helmreich, 1978), the adjectives masculine and feminine, and 12 adjective phrases reflecting different aspects of marriage. Both men and women perceived women and men with hyphenated last names as different from other married people. In comparison with the average married woman, the woman with a hyphenated name was perceived as more friendly, good-natured, industrious, and intellectually curious. She was also perceived as well educated and as more likely to have a career. Men with hyphenated surnames were also perceived as accommodating and good-natured, and viewed as being both nurturing and committed to their marriage. Women and men with hyphenated names were generally perceived as having higher levels of both instrumental and expressive traits than other married people. Women appear to have more positive perceptions than men, particularly of the man with a hyphenated name. The results suggest that college students have generally positive perceptions of married people with hyphenated names.     

Job Pressures, Organizational Support, and Health Among Norwegian Women Managers

Questionnaire data were collected from 191 professional and managerial women in Norway. Measures included demographic and work characteristics, job pressures (hours worked, level of management, work-family conflict), organizational supports (acceptance, support, training and development, challenging and visible jobs), and health indicators (life satisfaction, psychosomatic complaints, emotional exhaustion). Emotional exhaustion and psychosomatic complaints were combined into a stress index. Results indicated that women who experienced high role conflict and work-family pressures also reported poor health outcomes and little life satisfaction. Organizational initiatives to support and develop women's careers were associated with lower exhaustion and psychosomatic symptomatology and more life satisfaction. While the relationship between women's employment and physical and psychological well-being is not clear-cut, there is perhaps a need for organizations to focus on initiatives that will allow diversity in the choices women make with regard to involvement in careers and family, as well as a need to find ways to support and encourage such diversity. Not only may this have a beneficial effect on women workers' health and energy to use at work, but it may also make way for alternative career paths into top management positions for professional women.