Job and Family Stress as Predictors of Pilot Health, Job Satisfaction and Performance.

1984 ◽  
Author(s):  
C. L. Cooper ◽  
S. J. Sloan
Keyword(s):  
Job Satisfaction ◽  
Family Stress ◽  
And Performance

scholarly journals STRES DAN KEPUASAN KERJA, DAMPAKNYA TERHADAP KINERJA KARYAWAN KONTRAK

IQTISHODUNA ◽  
2011 ◽  
Vol 1 (3) ◽  
Author(s):  
M. Fatkhur Rozi
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Research Finding ◽  
Family Stress ◽  
Financial Stress ◽  
Stress Group ◽  
Contract Employees ◽  
Research Implication ◽  
And Performance ◽  
Using Data

This research examines how stress affect job satisfaction and employees performance. Stress in this research consist of work stress, group stress, financial stress, and family stress, where is fourth variable of stres affect job satisfaction and employees performance either through indirect and also direct. The research using data from a survey of 117 contract employees in Batu police Pamong Praja office use path analysis. The research finding that work stress, financial stress, and family stress affect performance either through direct and also indirectly through job satisfaction. As for group stress not be found to have influence do well by job satisfaction and performance. The research implication to organization studied furthermor.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

A study of factors which influence the job satisfaction of stockpeople on commercial pig farms

1990 ◽  
Vol 1990 ◽  
pp. 95-95
Author(s):  
R C Segundo ◽  
P R English ◽  
G Burgess ◽  
S A Edwards ◽  
O MacPherson ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Reproductive Performance ◽  
Research Work ◽  
Farm Animals ◽  
Considerable Influence ◽  
Pig Farms ◽  
And Performance ◽  
The Uk ◽  
Farm Livestock

The role of stockmanship in relation to the wellbeing of farm animals has been emphasised in the UK Codes of Recommendations for the Welfare of Farm Livestock (MAFF, 1983). Moreover, previous research work has demonstrated important effects of good and bad stockmanship not only on welfare but also on growth, lactational and reproductive performance of pigs and other farm livestock (Hemsworth et al, 1987). There is a need, therefore, to establish the factors which motivate and demotivate stockpeople since the degree of job satisfaction is likely to have a considerable influence on the attitude and performance of stockpeople and on their empathy with the animals in their care. With this objective in mind, a questionnaire was designed to investigate the aspects which could have an influence on the job satisfaction of the stockpeople involved in pig production.

Compensation effects on job satisfaction and performance

2018 ◽  
Vol 37 (3) ◽  
pp. 281-285 ◽  
Author(s):  
Supriyanto Supriyanto
Keyword(s):  
Job Satisfaction ◽  
And Performance

scholarly journals Toward a dynamic model of Gelotophobia: Social support, workplace bullying and stress are connected with diverging trajectories of life and job satisfaction among Gelotophobes

2020 ◽  
Author(s):  
Willibald Ruch ◽  
Alexander G. Stahlmann
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Panel Data ◽  
Work Stress ◽  
Perceived Stress ◽  
Workplace Bullying ◽  
Well Being ◽  
Negative Consequences ◽  
Dynamic Framework ◽  
And Performance

Abstract Recent theoretical advances have grounded gelotophobia (Greek: gelos = laughter, phobos = fear) in a dynamic framework of causes, moderating factors, and consequences of the fear of being laughed at. This understanding corresponds to that of vulnerability and translates gelotophobia into a distinguishable pattern of lacking resources (i.e., misinterpretation of joy and laughter) that can result in negative consequences (e.g., reduced well-being and performance) if individuals have no access to further resources (e.g., social support) or are exposed to severe stressors (e.g., workplace bullying). Based on the panel data provided by the Swiss National Centre of Competence in Research LIVES (N = 2469 across six measurement intervals), this study takes the first step toward empirically testing this model’s assumptions: First, we computed exemplary zero-order correlations and showed that gelotophobia was negatively connected with social support (resource) and life and job satisfaction (consequences) and positively connected with perceived stress, work stress, and workplace bullying (stressors). Second, we used longitudinal cluster analyses (KmL; k-means-longitudinal) and showed that the panel data can be clustered into three stable patterns of life and job satisfaction and that gelotophobia is primarily related to the two clusters marked by lower levels of satisfaction. Third, we computed partial correlations and showed that social support, perceived stress, and work stress (but not workplace bullying) can weaken or completely resolve gelotophobia’s relationships with such diverging trajectories of life and job satisfaction. We concluded that seeing gelotophobia through the lens of vulnerability is useful and that such research warrants further attention using more dedicated, theoretically grounded projects.

scholarly journals The mediating role of hotel employees’ job satisfaction and performance in the relationship between authentic leadership and organizational performance

2021 ◽  
Vol 26 (1) ◽  
pp. 97-110
Author(s):  
Marija Kaštelan Mrak ◽  
Sanda Grudić Kvasić
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Empirical Support ◽  
Leadership Theory ◽  
Positive Leadership ◽  
Organizational Behaviour ◽  
Mediating Role ◽  
And Performance

Authentic leadership is a positive leadership theory, conceptualized under the influence of positive psychology and positive organizational behaviour movement. Although it has become a recognized leadership theory, it is still somewhat neglected in the hospitality literature. To address this gap, the paper seeks to develop and test a conceptual model linking authentic leadership to organizational performance in the hospitality context. Hypotheses were tested using hierarchical multiple regression analysis on a sample of 226 employees from 24 hotels in Croatia. The research results confirmed the positive impact of authentic leadership on hotels’ operational performance, which was mediated by followers’ job satisfaction and performance. There was no empirical support for the hypothesized impact of authentic leadership on hotels’ financial performance. The findings suggest that authentic leadership behaviours, together with positive organisational settings, characterized by flexible organizational structure, are more likely to enhance desirable employees’ attitudes and behaviours, resulting in improved organizational performance.

scholarly journals Impact of Electronic Monitoring on Employees: A Meta-Analysis

2021 ◽  
Author(s):  
Rudolf Siegel ◽  
Cornelius J. König ◽  
Veronika Lazar
Keyword(s):  
Job Satisfaction ◽  
Electronic Monitoring ◽  
Negative Impact ◽  
Meta Analysis ◽  
Well Being ◽  
Negative Effect ◽  
And Performance ◽  
Relationship Of ◽  
Positive Effect ◽  
Small Positive Effect

Electronic monitoring is more and more widespread and affects many employees around the globe. The current meta analysis collected data of 59 independent samples (with 223 effect sizes) to estimate the effect of electronic monitoring on job satisfaction, stress, and performance. A random-effects model indicated a small negative effect of monitoring on job satisfaction, r=-.09, and a small positive effect on stress, r=.12. There was no relationship with performance, r=-.01. Even if the effects of monitoring on job satisfaction and stress are small, taking the large number of employees who are monitored for several hours a day into account, these effects may have a severe and negative impact on employees’ well-being. Performance maintenance is the main justification for the use of electronic monitoring, but the non-existing relationship of monitoring with performance questions the validity of this justification.

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