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.     

RELATIONSHIPS AMONG PAY, RACE, SEX, OCCUPATIONAL PRESTIGE, SUPERVISION, WORK AUTONOMY, AND JOB SATISFACTION IN A NATIONAL SAMPLE

Published evidence, based largely on bivariate methods of analysis, generally suggests that pay, race, occupational prestige, supervisory status, and work autonomy are associated with job satisfaction and that sex is not. Regression analysis of a representative sample of U.S. workers, which partialled out the effects of a number of other variables, affirms that supervisory status makes an independent contribution to job satisfaction and that sex is unrelated, but suggests that the zero-order effects of pay, race, occupational prestige, and work autonomy are spurious.     

A LONGITUDINAL MODEL OF SPONSORSHIP AND CAREER SUCCESS: A STUDY OF INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGISTS

Drawing from research on the sociology of science, we hypothesized a model of academic career success in an effort to extend research on particularistic and universalistic influences on career success. Results, based on a sample of 154 members of the Society of Industrial and Organizational Psychology, provided support for the hypothesized model. Specifically, doctoral program prestige and publications as a PhD student influenced prestige of the first job. Furthermore, these 2 variables—along with chair publications—influenced career publications, prestige of the first job and career publications influenced extrinsic success (a composite variable comprised of rank, salary, longitudinal citation rates, prestige of current job, fellowships, and presence on editorial boards), and extrinsic success influenced intrinsic career success (career satisfaction). The results further suggest that individual performance has a stronger influence on the career success of industrial-organizational psychologists than do social networks.     

Sex,wage-earner status,occupational level,and job satisfaction

This study attempted to investigate the relationship between wage-earner status, occupational level, and job satisfaction. It was proposed that wage-earner status was a more important determinant of job satisfaction than sex. However, the findings of this study suggested that sex was a more important determinant of job satisfaction than wage-earner status, and occupational level was a better predictor of job satisfaction than either sex or wage-earner status.     

Life and job satisfaction: Is the job central?

The nature of the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs was investigated. Results suggest that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.     

Big Five personality traits,job satisfaction and subjective wellbeing in China

This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five–SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well‐established multi‐item scales that have been validated both in English‐speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five—extraversion, conscientiousness, and neuroticism—have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a “high collectivism” and “high power distance” country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.     

Job Satisfaction Among Married Working Women

Data from a recent national opinion survey were used to evaluate an array of work and nonwork variables in terms of their relationships to reported job satisfaction of married working women. Women's job satisfaction was found to be related to such variables as life satisfaction, age, and importance of job income but unrelated to such indices as race, educational level, occupational prestige, income level, and attitude toward women working.     

小学教师集体效能及其对自我效能功能的调节

通过对28所小学1299名教师的问卷调查,作者主要探讨了教师集体效能在解释学校间教师心理特征各方面差异时的重要性,及其对自我效能预测功能的调节作用。多层分析结果表明,（1）教师自我效能对教师心理特征各方面的表现有显著的预测作用,这一预测作用存在学校间的差异;（2）教师集体效能高的学校,教师的工作满意度、内在动机、工作投入、同事关系满意度平均较高,离职倾向较低;（3）教师集体效能对自我效能与工作满意度等心理特征各方面的关系有显著调节作用,集体效能高的学校,自我效能对教师心理特征诸方面表现的预测力较强     

Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention

The article examines the role of organizational identification and job satisfaction in relation to turnover intentions in seven organizations. Two models are proposed in which either job satisfaction or organizational identification was treated as a mediator of the other's relationship with turnover intention. The organizations varied in terms of culture (Japan vs. UK), and institutional domain (academic, business, health, mail, legal). Within each organization, and meta‐analytically combined across the seven samples (N = 1392), organizational identification mediated the relationship between job satisfaction and turnover intention more than job satisfaction mediated the relationship between organizational identification, and turnover intention. Organizational identification also had the larger overall relationship with turnover intention. This pattern remained true when gender, age, type of organization, culture, and length of tenure were accounted for, although the direct relationship between job satisfaction and turnover intention was stronger in private than public organizations and when the ratio of men was higher. The findings are consistent with a social identity theory (SIT) perspective and with the idea that identification is a more proximal predictor of turnover intention. Over and above job satisfaction, organizational identification offers a strong psychological anchor that discourages turnover intention in a range of organizational contexts. Copyright © 2008 John Wiley & Sons, Ltd.     

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。     

The job satisfaction-job performance relationship: a qualitative and quantitative review

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.     

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.     

Improving Teacher Job Satisfaction: The Roles of Social Capital,Teacher Efficacy,and Support

In this study, we examine how social capital, teacher efficacy, and organizational support increase teacher job satisfaction. Research suggests that teachers worldwide are exceedingly dissatisfied with their jobs and have significantly higher levels of turnover than their counterparts in other professions. We investigate this phenomenon using a sample of 122 elementary school teachers. We found that teachers’ centrality position, or each teacher’s relationship with every other teacher, in their school’s trust network and the density of a teacher’s academic advice ego-network predicted the development of teacher job satisfaction. Additionally, we found that teacher efficacy mediated the relationship between teacher’s trust and academic advice relationships and job satisfaction, and perceived organizational support strengthened the relationship between teacher efficacy and job satisfaction. The article concludes by offering implications of the findings for both administrators and teachers as well as for the social capital, teaching efficacy, and teacher job satisfaction literatures.     

幼儿园新教师学历与离职意向的关系:入职适应、工作满意度的多重中介作用

以783名教龄3年以内的幼儿园新教师为被试,采用问卷法考察入职适应和工作满意度在新教师学历与离职意向之间的中介作用。结果表明：工作满意度在幼儿园新教师学历与离职意向的关系中具有正向独立中介作用;入职适应、工作满意度在幼儿园新教师学历与离职意向的关系中具有负向链式中介作用。这些结果说明,良好的入职适应是提高幼儿园高学历新教师工作满意度、降低其离职意向的关键因素。     

Gender and the relationship between perceived fairness of pay or promotion and job satisfaction.

Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (a) correlations between fairness and job satisfaction scores and (b) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness-satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women.     

Differences in importance of and satisfaction from job characteristics by sex and occupational type among Mexican-American employees

Data obtained from Mexican-American husbands and wives in four southwestern states were analyzed to discover if sex or occupational type (blue- versus white-collar) made a significant difference in the importance attached to or satisfaction received from 11 job characteristics. The prestige, opportunity for advancement, and regularity of their jobs were significantly more important to husbands than wives. Two of these characteristics—opportunity for advancement and regular, steady job—were also significantly more satisfying to husbands. Wives were significantly more satisfied with their jobs' freedom from safety/health hazards. Six characteristics were significantly more important to white-collar than to blue-collar male workers. Of these, two—freedom from safety/health hazards and opportunity for advancement—were also more satisfying to the white-collar male employee.     

Job Satisfaction and Nonwork Satisfaction as Components of Life Satisfaction1

The relationship between job satisfaction and life satisfaction is examined, using regression analyses which control the effects of satisfaction with domains other than the job and conditions associated with the workplace and with life away from work. Results from data analyses of two independent sets of survey data are used to elaborate and refine a multivariate framework for relating overall life satisfaction and job satisfaction.     

JOB ATTRIBUTE PREFERENCES AND WORK COMMITMENT OF MEN AND WOMEN IN THE UNITED STATES

The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.     

Job Satisfaction,Organizational Commitment,and Religious Commitment of Full-Time University Employees

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was also noted that workers holding doctoral degrees had higher levels of job satisfaction and religious commitment than individuals with a high school diploma only. It was evident that the longer employees stayed at this institution, the higher the levels of organizational commitment and extrinsic job satisfaction, and administrators and sector managers had higher levels of intrinsic job satisfaction and religious commitment than those in other occupational areas.     

Does type of team matter? An investigation of the relationships between job characteristics and outcomes within a team-based environment

The authors examined the relationship between team type (consultative or substantive); job characteristics; and the outcome variables of job satisfaction, satisfaction with team processes and activities, and team commitment. The present results supported the hypothesis that job characteristics mediate the relationship between team type and team commitment and partially mediate the relationship between team type and job satisfaction and satisfaction with team processes and activities. However, contrary to the hypothesis, consultative team members perceived the content of their jobs to be more enriched and reported higher levels of satisfaction and commitment than did substantive team members.