scholarly journals Job Satisfaction in Direct Support Professionals: Associations with Self-Efficacy and Perspective-Taking

Societies ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 44
Author(s):  
Sarah N. Flynn ◽  
Hunter J. Harrington ◽  
Maddison K. Knott ◽  
Hung-Chu Lin
Keyword(s):  
Job Satisfaction ◽  
Perspective Taking ◽  
Self Efficacy ◽  
Challenging Behaviors ◽  
Vital Role ◽  
Self Report ◽  
Direct Support ◽  
Direct Support Professionals ◽  
Intrinsic Job Satisfaction

Direct support professionals (DSPs) play a vital role in supporting and sustaining the life qualities of individuals with developmental disabilities (DDs). The occupation is often challenging due to a multitude of workplace deficiencies and certain challenging behaviors associated with DDs. The demanding nature of job duties can cause compromised job satisfaction in DSPs, which in turn potentially undermines the quality of care they provide to individuals with DDs. The literature is limited addressing how psychosocial factors relate to job satisfaction specifically in DSPs. The present study examined self-efficacy as a psychosocial correlate for job satisfaction in DSPs and how one’s disposition for perspective-taking functioned as a moderator for the relationship between self-efficacy and job satisfaction. A sample of 133 DSPs responded to self-report measures for self-efficacy, job satisfaction, and perspective-taking. The results of multivariate regression indicated a positive relation between self-efficacy and intrinsic job satisfaction in DSPs, and the relation strengthened as the level of perspective-taking increased, suggesting a moderating role of perspective-taking in DSPs. The findings provide insights for targeting psychosocial correlates as an important element in training programs aimed at improving intrinsic satisfaction in DSPs.

Job Satisfaction in Rehabilitation Case Managers: The Role of Organisational Commitment and Climate, Occupational Self Efficacy, and Perceived Competencies

2000 ◽  
Vol 6 (2) ◽  
pp. 67-77 ◽  
Author(s):  
Cathie Collinson ◽  
Ross Flett ◽  
Jocelyn Handy ◽  
Judy Brook ◽  
Fiona Alpass
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Case Managers ◽  
Rehabilitation Service ◽  
Organisational Commitment ◽  
Rehabilitation Professionals ◽  
Organisational Climate ◽  
Antecedents And Consequences ◽  
Intrinsic Job Satisfaction

We examined relations between organisational perceptions (organisational commitment, organisational climate), personal evaluations (occupational self efficacy, skills/competencies) and subsequent job satisfaction (extrinsic and intrinsic) among a group of 101 New Zealand rehabilitation case managers. Analyses indicated that organisational commitment, organisational climate and perceived skills/competencies made a significant contribution to the prediction of extrinsic job satisfaction while organisational climate alone was a significant predictor of intrinsic job satisfaction. Despite a number of limitations, the findings have implications for the understanding of die occupational dynamics of rehabilitation service provision and illustrate the importance of a continued research focus on the antecedents and consequences of job satisfaction in rehabilitation professionals.

Workforce: Goals for Research and Innovation

Inclusion ◽  
2015 ◽  
Vol 3 (4) ◽  
pp. 267-273 ◽  
Author(s):  
Colleen McLaughlin ◽  
Lori Sedlezky ◽  
Harolyn Belcher ◽  
Abby Marquand ◽  
Amy Hewitt
Keyword(s):  
Family Support ◽  
The United States ◽  
Vital Role ◽  
Intellectual And Developmental Disabilities ◽  
Competency Development ◽  
Research And Innovation ◽  
Use Of Technology ◽  
Direct Support ◽  
Direct Support Professionals

Abstract Across the United States, there is growing demand for a competent and stable workforce able to effectively support the health and community lives of individuals with intellectual and developmental disabilities (IDD) throughout the lifespan. This article describes national goals for research and innovation to advance the IDD workforce. The research goals outlined address important workforce topics that include increasing capacity and sustainability, competency development and quality support, the use of technology, family support, and the vital role of direct support professionals in helping people with IDD to become fully included and valued members of their communities.

Self-reflection as a mediator between self-efficacy and well-being

2016 ◽  
Vol 31 (1) ◽  
pp. 18-33 ◽  
Author(s):  
Inge van Seggelen - Damen ◽  
Karen van Dam
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Longitudinal Research ◽  
Well Being ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
Self Reflection

Purpose – How does self-efficacy affect employee well-being? The purpose of this paper is to increase insight in the underlying process between employee self-efficacy and well-being at work (i.e. emotional exhaustion and job satisfaction) by investigating the mediating role of employees’ engagement in reflection and rumination. Design/methodology/approach – A representative sample of the Dutch working population (n=506) filled out an online questionnaire. Structural equation modeling was used to test the measurement model and research model. Findings – As predicted, self-efficacy was significantly related to emotional exhaustion and job satisfaction. Rumination mediated the self-efficacy-exhaustion relationship. Reflection did not serve as a mediator; although reflection was predicted by self-efficacy, it was unrelated to exhaustion and job satisfaction. Research limitations/implications – This cross-sectional study was restricted to self-report measures. Longitudinal research is needed to validate the findings and to further investigate the relationship between reflection and rumination. Practical implications – Organizations might try to support their employees’ well-being through interventions that strengthen employees’ self-efficacy, and prevent or decrease rumination. Originality/value – This study increases the understanding of the role of reflection and rumination at work. The findings indicate that self-reflection can have positive as well as negative outcomes.

The Mediating Role of Job Satisfaction in the Work Stress-Marital Interaction Relationship

1994 ◽  
Vol 24 (3) ◽  
pp. 122-130 ◽  
Author(s):  
Lynne Widrich ◽  
Karen Ortlepp
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Causal Link ◽  
Work And Family ◽  
Specific Aspect ◽  
Self Report ◽  
Marital Interaction ◽  
Marital Functioning ◽  
The Relationship

The present study examined the relationship between work stress and a specific aspect of marital functioning, namely, marital interaction. An interactionist model of stress was adopted, with three role stresses, namely, role ambiguity, role conflict and role overload, being used as indicators of work stress. Despite the abundance of studies investigating the link between employment and family functioning over the past decade, the causal link between the two domains remains unclear. As previous research has indicated that the relationship between work and family is neither simple nor linear, the present study aimed to investigate the role of job satisfaction in the relationship. The final sample of the study consisted of 80 married men employed in a large financial organization. Data were gathered in the form of self-report questionnaires. Statistical analysis, using a longitudinal path analytic research design, did not support the proposed mediational model, that is, job satisfaction was not found to mediate the relationship between work stress and marital functioning.

The Role of Maternal Self-efficacy in the Link Between Childhood Maltreatment and Maternal Stress During Transition to Motherhood

2021 ◽  
pp. 088626052110428
Author(s):  
Gabriella Bentley ◽  
Osnat Zamir
Keyword(s):  
Childhood Abuse ◽  
Childhood Maltreatment ◽  
Parental Stress ◽  
Self Efficacy ◽  
Self Report ◽  
Convenience Sample ◽  
History Of Childhood ◽  
Transition To Motherhood ◽  
History Of

The transition to motherhood is a significant developmental milestone in many women’s lives. This transitional period may be more stressful for women with a history of childhood maltreatment (CM) than for women without such a history. This study tested whether parental self-efficacy (PSE) accounts for the link between CM and parental stress in mothers transitioning to motherhood. The study used a convenience sample of 1,306 first-time mothers of children aged two years or younger. Mothers filled out online self-report questionnaires assessing history of CM, PSE, and prenatal stress. Consistent with the hypotheses, exposure to CM was directly associated with greater parental stress. Also, PSE partially mediated the associations between CM and parental stress, such that mothers with a history of childhood abuse reported a lower level of PSE, which in turn was associated with greater parental stress. In conclusion, the study highlights the important role of negative cognitions related to parenting for maternal dysfunction following exposure to childhood abuse. These findings suggest a need to incorporate preventive interventions designed to promote PSE for mothers exposed to CM. Such programs may alleviate parental stress and further support the healthy development of the child.

scholarly journals Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

2012 ◽  
Vol 2 (4) ◽  
pp. 146 ◽  
Author(s):  
Maryam Saeed Hashmi ◽  
Dr. Imran Haider Naqvi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Theory And Practice ◽  
Descriptive Statistics ◽  
Sample Characteristics ◽  
Intrinsic Job Satisfaction ◽  
The Relationship ◽  
Positive Effect

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization.   Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment  

scholarly journals Role of Education and Mentorship in Entrepreneurial Behavior: Mediating Role of Self-Efficacy

2021 ◽  
Vol 12 ◽  
Author(s):  
Binwu Hu ◽  
Qiang Zheng ◽  
Jie Wu ◽  
Zhibin Tang ◽  
Jianchun Zhu ◽  
...  
Keyword(s):  
Self Efficacy ◽  
Vital Role ◽  
The Body ◽  
Survey Study ◽  
Mediating Role ◽  
Farming Community ◽  
Body Of Knowledge ◽  
Behavioral Preferences ◽  
Structured Questionnaire

Farmers have been very precious for societies for ages. Their active experiments, valuable knowledge about their surroundings, environment, and crops’ requirements have been a vital part of society. However, the psychological perspectives have been a hole in the loop of farming. Hence, this study has investigated the antecedents of entrepreneurial behaviors of farmers with the mediating risk of their entrepreneurial self-efficacy (ESE). The population chosen for this study was the farming community of suburbs of China, and a sample size of 300 was selected for the data collection. This is a survey study, where a structured questionnaire was adapted on a five-point Likert scale. The data were collected from the farming community to know their psychological and behavioral preferences about their profession. This study has produced interesting results that education, training, and intrinsic motivation play a vital role in farmers’ ESE, affecting their entrepreneurial behaviors. This study will add to the body of knowledge and provide an eminent path for emerging entrepreneurs to find more mentorship opportunities to overcome the limitations in upcoming endeavors influencing education and training.

Mediation role of diversity climate on leadership and job satisfaction in the Ghanaian public sector

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael K. Mickson ◽  
Alex Anlesinya ◽  
Ebenezer Malcalm
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Public Sector ◽  
Local Government ◽  
Transactional Leadership ◽  
Diversity Climate ◽  
Content Type ◽  
Intrinsic Job Satisfaction ◽  
The Relationship

PurposeThis study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana.Design/methodology/approachThe study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships.FindingsThe results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction.Practical implicationsThis means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours.Originality/valueAlthough studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sector.

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