Value–task concordance as a predictor of job satisfaction and workplace engagement.

2021 ◽  
Vol 24 (3) ◽  
pp. 162-182
Author(s):  
Michael C. Rizzotti ◽  
Mary Turner DePalma
Keyword(s):  
Job Satisfaction ◽  
Workplace Engagement

scholarly journals Importance of Employee Motivation in Workplace

2019 ◽  
Vol 4 ◽  
Author(s):  
Julia Christy
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Extrinsic Motivation ◽  
Positive Impact ◽  
Employee Motivation ◽  
Job Dissatisfaction ◽  
Organizational Setting ◽  
Workplace Engagement ◽  
Organizational Settings ◽  
Organizational Issues

Introduction: Why do organization engage with an employee at work? Why do organization want the employees to work towards a common goal? The answer to these questions lies in motivation. Motivation is the key feature that drive employees to work hard and to devote more time. It is also known as the same force that encourages organizations to engage with their employees to attain a common organizational and employee goal. Employee engagement is a new construct to businesses, management, and human resources to adopt in an organizational setting. This report was based on the current organization that employed with - WSM– focused on the results of the previous Engagement Survey. The objective of the survey was to identify the employees’ workplace engagement through motivational theory and a necessary to promote their drive towards job satisfaction. Purpose: This study explored the relationship between job dissatisfaction and employee engagement in organizational settings. The study had been divided into two parts: The first part was to analyze the job satisfaction/dissatisfaction between two departments which had turnover issues in the previous year (the following departments has been identified based on the turnover issue from the previous year): Report 1: WSM Finance, Report 2: WSM Vessel Accounting The second part was to compare with another department which is Report 3: WSM Global Procurement Services - known for their high motivational level and the turnover rate was extremely low. The intention was to analyze what factors they have used to identify organizational issues within their department. The analysis was to identify the cause of job dissatisfaction and lack of motivation by assessing the work stressors through the WSM Engagement Survey results. Conclusion: The study had found concerns in the area of Working Conditions which was derived from the lack of motivation. Both intrinsic and extrinsic motivation has a strong positive impact on employee engagement. Based on the results, excellent Leadership was required to maintain the motivation level and stronger employee engagement.

Exploring job satisfaction and workplace engagement in millennial nurses

2020 ◽  
Vol 28 (3) ◽  
pp. 673-681 ◽  
Author(s):  
Lee Ann Waltz ◽  
Laura Muñoz ◽  
Holly Weber Johnson ◽  
Tracy Rodriguez
Keyword(s):  
Job Satisfaction ◽  
Workplace Engagement

Millennial Nurse Job Satisfaction and Workplace Engagement Interview

2020 ◽  
Author(s):  
Lee Ann Waltz ◽  
Laura Muñoz ◽  
Holly Weber Johnson ◽  
Tracy Rodriguez
Keyword(s):  
Job Satisfaction ◽  
Workplace Engagement ◽  
Nurse Job Satisfaction

scholarly journals Resilience, Moral Distress, and Workplace Engagement in Emergency Department Nurses

2020 ◽  
pp. 019394592095697
Author(s):  
Paul Clark ◽  
Timothy N. Crawford ◽  
Brandonn Hulse ◽  
Barbara J. Polivka
Keyword(s):  
Job Satisfaction ◽  
Emergency Department ◽  
Regression Analysis ◽  
Moral Distress ◽  
Direct Patient Care ◽  
Cross Sectional ◽  
Web Based ◽  
Workplace Engagement ◽  
Emergency Department Nurses ◽  
Engagement Interventions

This cross-sectional, correlational study’s purpose was to evaluate the effects of resilience and moral distress on workplace engagement in emergency department nurses providing direct patient care. Data were collected from 175 emergency department nurses using a Web-based survey. The higher the nurses’ resilience and the lower their moral distress, the greater their workplace engagement. Resilience and moral distress were not correlated; furthermore, moral distress did not mediate a relationship between resilience and workplace engagement. Resilience was higher with greater job satisfaction, increased age, and longer tenure as a nurse. Workplace engagement increased with higher job satisfaction and less time seeking other employment. Moral distress scores were higher in nurses reporting lower job satisfaction. Multiple regression analysis revealed that resilience, job satisfaction, and moral distress were independent predictors of workplace engagement. Interventions that improve resilience and job satisfaction and/or lower moral distress may improve workplace engagement of emergency department nurses.

Time flies when you’re having fun: Are employees who have fun in the workplace more engaged?

2020 ◽  
Vol 28 (6) ◽  
pp. 1-3
Keyword(s):  
Job Satisfaction ◽  
Case Studies ◽  
Work Engagement ◽  
Design Methodology ◽  
Reading Time ◽  
Participative Leadership ◽  
Content Type ◽  
Workplace Engagement ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This paper explores the link between participative leadership, job satisfaction and work engagement and asks whether fun in the workplace strengthens the effect of participative leadership of job satisfaction and workplace engagement. This study finds a significant link between participative leadership and higher levels of workplace engagement and job satisfaction. The study also finds that these links are enhanced when employees feel they are having fun in the workplace. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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