Occupational specialty congruence: New data and future directions

The present research examined the relationship between within-occupational congruence and satisfaction, and attempted to integrate hypotheses and findings of prior studies with the conceptual implications of occupational specialty congruence. Correspondence between vocational interests within occupations and specialty choice has shown higher correlations with satisfaction than with congruence (Assouline & Meir, 1987). Occupational specialty congruence was derived by comparing preferred functions with the actual functions characterizing a given occupational specialty. In the present study, involving 120 computer software professionals, occupational specialty congruence correlated approximately .45 with satisfaction, using core job function dimensions. Specialty change within occupation, rather than occupational change, may help in cases of poor occupational choice, burnout, or a change in health. Further research should explore the generalizability of the function dimensions employed herein. Identifying core dimensions can aid in designing both career tracks and certification exams.     

Burnout and job satisfaction among nursing professionals

The purpose of this study was to examine the relationship between burnout and job satisfaction among nursing professionals. The sample consisted of 316 staff nurses. The study was longitudinal, and not randomized. The gap between Time 1 (T1) and Time 2 (T2) was one year. Hierarchical regression analysis showed empirical evidence of the significant and negative effect of burnout (i.e., Emotional exhaustion and Depersonalization dimensions) at T1 on job satisfaction in T2. Significant results were also obtained that showed the influence of job satisfaction at T1 on burnout at T2 (i.e., Depersonalization dimension). The study concludes that there is a bidirectional and longitudinal relationship between burnout and job satisfaction. However, longitudinal effects of burnout at T1 on job satisfaction on T2 (i.e., burnout as antecedent of job satisfaction) are stronger than vice-versa (i.e., job satisfaction as antecedent of burnout).     

The job involvement modulating role in the relationship between stress and job satisfaction

This paper analyzes the modulator role of job involvement in the relationship between stress and job satisfaction, using the OSI (Occupational Stress Indicator) model. For this purpose, we analyzed: six sources of stress, the OSI job satisfaction results, and a job involvement scale. The sample consisted of 779 professional soldiers from the Spanish Army. The results show that when the levels of the two dimensions job involvement (psychological identification and job-related feelings of duty-obligation are high, stress due to achievements and career development and social relationships will have no influence on job satisfaction. However, we found higher job satisfaction, even when stress is high, in those situations where psychological identification is low and job-related feelings of duty-obligation are high.     

Characteristics of Successful Direct Support Professionals: An examination of personality and cognitive ability requirements

Service jobs in the health care industry continue to face difficulties in recruiting, selecting, and retaining quality employees. We conducted two studies to examine potential cognitive and personality predictors of job performance, satisfaction, and turnover among direct support professionals (i.e., individuals providing long‐term residential care and support to persons with disabilities). Data from a concurrent validation study was used to create a unit‐weighted combination of agreeableness, conscientiousness, optimism, and numerical ability. This composite predictor was significantly correlated with job performance and job satisfaction. The composite was further supported in a follow‐up predictive validation study of turnover.     

Similitudes et différences de perceptions chez des salariés hommes et femmes

This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed.     

Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

Which occupational risk factors are associated with burnout in nursing? A meta-analytic study

Numerous empirical studies have suggested a link between occupational factors and the burnout syndrome. The effect sizes of the association reported vary widely in nursing professionals. The objective of this research was to assess the influence of five occupational factors (job seniority, professional experience, job satisfaction, specialization and work shift) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment) in nursing. We conducted a meta-analysis with a total of 81 studies met to our inclusion criteria: 31 on job seniority; 29 on professional experience; 37 on job satisfaction; 4 on specialization; and 6 on work shift. The mean effect sizes found suggest that job satisfaction and, to a lesser extent, specialization were important factors influencing the burnout syndrome. The heterogeneity analysis showed that there was a great variability in all the estimates of the mean effect size. Various moderators were found to be significant in explaining the association between occupational factors and burnout. In conclusion, it is important to prevent the substantive moderators that are influencing these associations. The improved methodological variables explain most of the contradictory results found in previous research on this field.     

农村中学教师工作满意度与社会支持的相关研究

通过采用采用斯佩克特工作满意度量表(JSS)和肖水源社会支持评定量表(SSRS)对200名农村中学教师进行调查,探讨农村中学教师的工作满意度现状及其与社会支持的关系,进而为农村中学教师的心理健康保健提供指导意义和理论依据。     

FAMILY AND WORK PREDICTORS OF PSYCHOLOGICAL WELL-BEING AMONG HISPANIC WOMEN PROFESSIONALS

This study examines the relative contributions of job- and gender-related variables to the mental health of Hispanic women professionals. Hispanic women professionals, managers and business owners ( n = 303) were surveyed using the mailing list of a Hispanic professional women's organization. Results of multiple regression analyses indicate that income and Hispanic group were consistently related to mental health measures. Spouse support and ethnicity of spouse were associated with measures of stress in balancing roles and psychological distress symptoms. Marital status was related to personal life satisfaction (married women reported more satisfaction), and having young children was negatively associated with personal and professional satisfaction. Experience of discrimination, job stress and peer support were also significantly related to mental health measures. Although preliminary, this study underscores the importance of both job- and gender-related factors in research on the effects of employment on Hispanic women's mental health.     

Relative Contributions of Congruence and Personality Dimensions to Job Satisfaction

Research generally supports Holland's postulated relation between congruence and job satisfaction, but the magnitude of the relation seldom surpasses .30. Sample size and breadth and measurement of congruence and job satisfaction, however, are often limited. This research surveyed the job satisfaction of 395 diversely employed adults to determine whether personality dimensions recognized in the five-factor model of personality contributed to prediction of job satisfaction beyond the contribution of congruence. Personality also was examined as a primary predictor. Congruence, as measured by each of two indices, did not predict job satisfaction, but the block of Big-Five personality dimensions did contribute significantly to the prediction of job satisfaction; extraversion and low neuroticism were unique predictors. Results also failed to support the hypothesis that personality moderates the congruence–satisfaction relation.     

The effects of college major and job field congruence on job satisfaction

This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor’s degree majors and job field congruence on job satisfaction. Data on workers’ job experiences in 2001 were matched to those workers’ college experiences across 30 institutions and background characteristics up to 25 years earlier. With statistical controls for demographic, socioeconomic, and academic characteristics, a final sample of 2515 college graduates was used to test hypotheses centered on the possibility that a causal order relates education and job satisfaction. Specifically, college degree majors, measures of both actual and perceived congruence, as well as income were examined in relation to three dimensions of job satisfaction. Results support hypotheses that income and congruence both mediate the effects of majors on job satisfaction, and identify that two different measures of congruence are causally related to intrinsic dimensions of job satisfaction.     

Personality and job satisfaction

This study set out to examine the relationship between the dimensions of sxtraversion, neuroticism and psychoticism, and various dimensions of job satisfaction in a group of computer employees. Whereas Extraversion and Lie scores correlated positively with all aspects of job satisfaction, Neuroticism and Psychoticism scores correlated negatively with a third of the correlations being significant. However, there was little evidence of the hypothesized P-E fit between personality and job type though this may be due to classificatory and methodological problems. Results are discussed in terms of the necessity of considering personality variables in studies of job satisfaction.     

员工职业倦怠、应对方式、生活满意度与心理健康的相关研究

目的：探讨职业倦怠、应对方式、生活满意度对心理健康水平的影响。方法：运用问卷调查法测量了南京市移动公司共132名员工（剔除无效后获得有效问卷113份）的职业倦怠、应对方式、生活满意度和心理健康水平。所用工具分别是职业倦怠问卷（MBI中文修订）,简易应对方式量表,生活满意度指数（LSIA）,症状自评量表（SCL-90）。结果：（1）职业倦怠三个维度与症状自评量表总分存在显著相关（0.655;0.502;0.365）。（2）简易应对方式量表中,积极应对方式与症状自评量表存在负相关（-0.134）,消极应对方式与症状自评量表存在显著正相关（0.460）。（3）职业倦怠量表的情感枯竭,讥诮态度和简易应对方式量表的消极应对方式对心理健康有一定的预测效应。（4）生活满意度指数与症状自评量表没有达到显著相关,且该指数对心理健康没有明显的预测作用。     

The moderating effect of need type on the prediction of overall job satisfaction

Recent investigations concerned with the analysis of work motivation and job satisfaction constructs have combined the logic of subgrouping with an emphasis on the importance of individual differences. The present study is based on a need-fulfillment model, which places a major emphasis on individual differences in needs. A hierarchical clustering method was used to subgroup a sample of 570 managers on their need profiles. Need type was tested as a moderator of the relationship between specific dimensions of job satisfaction and overall job satisfaction. The findings showed that need type moderated the relative contributions of specific dimensions of satisfaction in the prediction of overall job satisfaction, and in addition the prediction level was found to be greater for the need types than for the total sample.     

Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China

The current study aimed to explore how individual difference in emotional intelligence influenced job satisfaction, and mainly focused on the confirmation of the mediator roles of organizational justice and job insecurity. A total of 420 staffs from a large-scale IT enterprise in China completed the self-reported emotional intelligence scale, the organizational justice scale, the job insecurity scale and Minnesota job satisfaction questionnaire. The results revealed that emotional intelligence, organizational justice, job insecurity and job satisfaction were significantly correlated with each other. Structural equation modeling indicated that emotional intelligence can significantly influence job satisfaction and the relationship between EI and satisfaction was partially mediated by organizational justice and job insecurity.     

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.     

Job Satisfaction and Effective Performance of School Counselors

This study examines the relationships between job satisfaction and the effectiveness of the performance of first-year school counselors. Co-workers and administrators rated the counselors' effectiveness in 6 job activities, and clients rated the counselors in 3 aspects of the counseling interview. The performance ratings were correlated with the counselors' job satisfaction in 8 areas. Several job satisfaction dimensions were related to effective performance of selected activities by the co-workers, administrators, and clients. Satisfaction with their future and security in the job, relations with associates, involvement in the job, and training for the job were the dimensions most frequently related to job satisfaction. The nature of the relationships among the criteria of effective performance indicated that 3 groups had different perceptions of the counselor.     

心理授权对农村小学校长工作工作满意度的影响：职业认同的中介作用与情绪智力的调节作用

基于授权认知模型、社会认同理论等理论考察了心理授权对农村小学校长工作满意度的影响以及职业认同的中介效应和情绪智力的调节效应。采用心理授权量表、职业认同量表、情绪智力量表与工作满意度量表对随机抽取的269名农村小学校长进行调查。结果显示：（1）心理授权、职业认同、情绪智力与工作满意度这四个变量均两两正相关;（2）心理授权、职业认同会正向预测农村小学校长工作满意度,心理授权会正向预测职业认同;（3）职业认同在心理授权与工作满意度之间起中介作用;（4）情绪智力调节了职业认同对农村小学校长工作满意度的影响。因此,心理授权对农村小学校长工作满意度的影响是一个有调节的中介效应。