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.     

失业人员求职行为的影响因素及作用机制 ——基于沈阳市的一项研究

对失业人员求职行为影响因素的研究是开展失业人员求职培训的重要依据。本研究对272名失业人员的求职行为的影响因素及作用机制进行了研究。多元回归分析的结果表明,（1）环境变量对求职行为没有显著的预测作用,而经济压力和知觉到的就业机会对求职意向有显著的预测作用。（2）求职自我效能感和就业承诺对求职行为起到了显著的预测作用。求职自我效能感和就业承诺越高,求职行为的频率越高。（3）求职意向对求职行为有显著的正向预测作用。（4）求职意向在求职自我效能感、就业承诺对求职行为的作用过程中中介作用显著;在知觉到的就业机会、经济压力和社会支持对求职行为的作用过程中中介作用不显著     

A quarter of a century of job transitions in Germany

By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one's working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time.     

A comparative study of later work experience among full-time,part-time,and unemployed male youth

This paper considers the unique contribution of prior labor market status, defined in terms of working time, on later work experience controlling for a number of demographic and work pattern variables. The labor market status variables are established on the basis of trends in a young man's early career experience. Part-time employment is found to be a viable early labor market alternative to the extent of later economic and occupational success. Early career unemployment is not a critical factor in retarding personal economic advancement, relative to educational background and first job experience, but does have negative job attitudinal consequences.     

THE TRAINING-EMPLOYMENT VACUUM CYCLE

The training-employment vacuum cycle program suggests: (1) Take the underemployed, non-skilled worker, who has a feel for upward job mobility, and offer him the opportunities of our current job training programs. (2) Fill the job vacuum he creates by filling his job with a hard core unemployed individual. This will allow the unemployed individual immediate job gratification, fulfill his economic need and allow him to view work at an entry level position so he can judge from this vantage point the merits of further training. (3) After the unemployed individual has worked for a period of time the cycle would start over. He would then be offered training and another unemployed individual would be drawn into the vacated position.     

The Joint Role of Locus of Control and Perceived Financial Need in Job Search

Guided by economic rational choice theory and the behavioral‐coping literature, the present study examined contrasting perspectives of the role of job‐search locus of control (JSLOC) and perceived financial need in predicting job‐search intensity. Data were collected in two independent studies in the Netherlands and in the United States, both using a two‐wave longitudinal design. Results from both studies suggested that job seekers with external JSLOC and high perceived financial need engaged in more intense search behavior to compensate for anticipated difficulties in finding employment. Findings suggested that stress may mediate this relation, and may play a positive role in the job‐search process.     

CONCEPTUAL INTEGRATION AND EMPIRICAL TEST OF JOB DESIGN AND COMPENSATION RELATIONSHIPS

A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical requirements. Job evaluation links job design and market forces by analyzing jobs'compensable factors that reflect these requirements, and then relating them to the market through wage surveys across firms. An empirical examination presents relationships between job design and pay or job evaluation measures. Strongly supportive results replicate in two separate samples (total n = 213 jobs) which differ in industries, job types, skill levels, job design measures, job evaluation measures, and labor markets. Motivational job design had higher job evaluation measures reflecting higher skill requirements, and mechanistic and perceptual/motor design had lower evaluation measures reflecting lower skill requirements. Biological design had lower evaluation measures reflecting physical requirements.     

LATINAS WITHOUT WORK

This study examines stressors in family, occupational, and economic domains among 114 Latinas following job loss. These women had been displaced from their jobs for at least 18 months at the time of the initial survey. Stressors from the occupational stress domain were the greatest source of stress for these women. Despite the passage of over 18 months since job loss, 75% of these women remained unemployed. Women who valued the job they lost and who were older reported the highest level of occupational stress. In the economic stress domain, Latinas with greater involvement in the mainstream U.S. economy and its obligations, who also had less seniority, and less disposable income, reported the greatest levels of stress. An imbalance between demands imposed by financial obligations and inadequate financial resources appeared to be a major factor in the stress levels experienced in the economic stress domain. Although the present study is limited by a small sample size, the findings challenge the myth of "benign stress" associated with female unemployment in general, and with Latina unemployment in particular.     

工作搜索行为理论模型的述评

简要介绍了西方有关工作搜索行为的心理学理论模型,并进行了简要的述评。在此基础上,文章又根据已有的研究成果探讨了未来理论模型构建的趋向,并且认为自我决定理论、控制焦点理论以及洛克的工作动机模型对未来的模型建构具有重要的启示意义。     

Determinants of job mobility: A theoretical integration and extension

The goals of this paper are to conceptually integrate and extend the diverse literature on job mobility. We introduce a multi‐level theoretical framework that describes how individuals' job mobility unfolds. Three theoretical perspectives inform this framework. The structural perspective suggests that macro‐level factors (e.g. economic conditions and industry differences) determine the opportunity structure of job mobility in the labour market. The individual difference perspective suggests that dispositional attributes affect a person's preferences for and subsequent behaviours associated with job mobility. The decisional perspective, grounded in the theory of planned behaviour ( Ajzen, 1991 ), suggests that decisions to engage in job mobility are based on the evaluation of three factors: subjective norms, the desirability of the mobility option and individuals' readiness for change. The article concludes with a discussion of the multi‐level nature of determinants of job mobility and directions for future research.     

Work values and the transition to work life: A longitudinal study

Research on career development has shown that work values play a key motivational role in job selection and career development. In the context of the current economic crisis, it is of particular relevance to examine the role of work values for employment in the transition from school to work. This longitudinal study examined the role of intrinsic (perceived importance of having a job that is interesting and matches one's own competences), rewards (having a good salary and high chance for promotion), and security (having a stable job) work values on subsequent employment status and person–job fit (how an individual's job matches one's own characteristics such as education and job preferences). Finnish participants reported their work values and background variables via questionnaire at ages 20 and 23 (Ns = 348 and 415 respectively). Intrinsic work values predicted a higher degree of person–job fit two years later. Rewards work values predicted lower chances of being unemployed; and security work values predicted higher chances of being unemployed later on. Family socio-economic status (SES) was not related to employment outcomes in this Finnish sample.     

Social factors and mental health symptoms among women who have experienced involuntary job loss

The growing proportion of women in the labor force and the current economic crisis has made women a target population for job loss. In that situation, they are likely to experience recurrent layoffs, which force them to cope with multiple job loss and with unemployment. The present study aimed to examine sociodemographic factors that help women succeed in coping with single or multiple experiences of job loss, and that even enhance their self-efficacy in returning to work. The population of participants consisted of 134 Israeli women aged 30-45 who had been laid off. The findings indicate that the women who had experienced multiple job loss expressed a stronger desire to return to work than did those who had been laid off only once. Married women showed a greater tendency to become accustomed to stress after being laid off than did never-married women. However, even though multiple job loss might be a forced solution to home-work conflict, never-married women were found to be at risk for distress responses after being laid off. There is a need to develop responses for women who are at risk for multiple job loss, and to enhance employers' awareness of the situation faced by women who are laid off.     

The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement,Satisfaction and General Health

This study explores the associations among job insecurity, occupational self-efficacy, work engagement, job satisfaction and health and the mediation role of occupational self-efficacy. Two hundred and forty-one workers, were asked to fill in the Occupational Self-Efficacy Scale, the Utrecht Work Engagement Scale, the Satisfaction Scale of Occupational Stress Inventory and the General Health Questionnaire. Mediation analysis was performed using the boot-strapping method. Job insecurity was negatively related to work engagement, job satisfaction and general health. Occupational self-efficacy mediated the relationship between job insecurity, work engagement, job satisfaction and health on employees in the private and public sectors. The originality of this work is that it shows the effect of job insecurity on engagement, satisfaction and health, and the mediational role of occupational self-efficacy. In a time of economic crisis, when it is not possible to guarantee permanent contracts, Human Resource managers might consider occupational self-efficacy as a resource when planning interventions.     

家长式领导与员工工作投入:心理授权的中介作用

对国内402名员工的关于家长式领导、工作投入和心理授权的问卷数据进行了分析,探索中国文化背景下组织特有的家长式领导与员工工作投入之间的关系及心理授权在二者关系中的中介作用。结果表明,家长式领导中的仁慈领导和威权领导两维度对员工工作投入有显著的预测作用;心理授权在仁慈领导和工作投入之间起着部分中介作用。     

Determinants and Consequences of Child Culture Brokering in Families from the Former Soviet Union

Child culture brokering occurs when immigrant children help their families navigate the new culture and language. The present study develops a model of the child culture broker role that situates it within the family and community economic and acculturative contexts of 328 families from the former Soviet Union. Path analysis was utilized to explore the relationships of community and family economic and cultural contexts with child culture brokering, child emotional distress, and family disagreements. All children reported some culture brokering for their parents. Less English proficient parents with lower status jobs, and living in areas with more Russian speaking families tended to utilize their children as brokers more often. Further, community economic conditions also predicted brokering indirectly, mediated by parent job social status. Brokering was related to child emotional distress and family disagreements. Further, culture brokering was a mediator of the impact of parent job social status on both child emotional distress and family disagreements. These results add to our understanding of the culture broker role and emphasize the utility of approaching research on it from an ecological perspective.     

Examining antecedents and outcomes of part‐time working nurses' motives to search and not to search for a full‐time position

Grounded in self‐determination theory, this study sought to examine the antecedents and outcomes of part‐time working nurses' (n = 404) motives for searching and not searching for full‐time employment. After controlling for various background variables, autonomous motivation and economic motivation to search for a full‐time job related positively to job search intensity, controlled motivation to search related negatively to experienced positive experiences of part‐time work, whereas autonomous motivation not to search related negatively to job search intensity and positively to positive experiences from part‐time work. Finally, experienced managerial autonomy support toward part‐time work and negative feedback from colleagues regarding part‐time work were established as contextual antecedents of part‐time nurses' autonomous and controlled motives to search and not to search.     

A Comparison of Work Motivation in Bulgaria, Hungary, and the Netherlands: Test of a Model

This article describes a study into the antecedents and consequences of job involvement and organisational commitment of workers in Bulgaria, Hungary, and the Netherlands. On the basis of the literature a general model of work motivation is developed which depicts job characteristics, opportunities to satisfy needs, and extrinsic work factors as determinants of job involvement and organisational commitment, and considers effort expenditure, performance, job satisfaction, turnover, and work stress as outcomes. Data from worker samples in the three countries obtained with equivalent instruments are used to test the validity of the model. Path analysis shows that the model has a modest fit when applied to the three samples simultaneously. A better fit and more meaningful results are obtained by developing optimal models for each country. The peculiarities of these models can be largely explained from cultural and economic factors. Since the differences between Bulgaria and Hungary are as great as the differences with the Netherlands, there seems to be little evidence for a motivational after-effect of communism.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Attitudes and Social Support: Determinants of Job-Seeking Behavior and Well-Being among the Unemployed1

What determines job-seeking behavior following a job loss? What are the mental health consequences of an unsuccessful job search? These questions were addressed in a longitudinal panel survey of 297 recently unemployed people, over a four-month period of their lives. In support of the Fishbein and Ajzen (1975) attitude-behavior model, intention to try hard to seek reemployment was the main significant predictor of job-seeking behavior during the subsequent four months. Intention, along with affirmation support from a significant other regarding the value of job search, accounted for 24% of the variance in job-seeking behavior. The attitude toward job seeking and the subjective norms (perceived social pressure to seek reemployment) were the main determinants of the intention, accounting for 69% of its variance. The unemployed person's attitude toward job seeking and subjective norms were, in turn, determined by (a) perceived instrumentality (expectations that job-seeking will lead to reemployment), (b) perceived economic hardship, (c) social support from the significant other (usually the spouse) in the form of affirmation of the value of job-seeking activities, and (d) the significant other's perception of the instrumentality of various job-seeking behaviors and of subjective norms regarding job-seeking. Other analyses showed that social support can counteract the negative effects of unsuccessful job search on mental health and that such effects are particularly pronounced among the more highly motivated job seekers. The implications of these findings for intervention programs are discussed.     

role stress,interrole conflict,and job satisfaction among university employees: the creation and test of a model

Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created and tested the fit of a conceptual model containing role stress and interrole conflict as a way to account for employees' job satisfaction. The model demonstrated an acceptable fit to the data and contained several significant paths. Implications of the results, study limitations, and future directions for research are discussed.