Intrinsically Rewarding Work and Generativity in Midlife: The Long Arm of the Job

Work is a productive activity that can also contribute to the well-being of the next generation. Using two waves of data from the Edmonton Transitions Study, this research examined the link between intrinsically rewarding work and generativity, or one’s perceived contributions to society. Controlling for relevant variables, more intrinsically rewarding work at age 43 predicted increasing generativity over the next seven years, and increases in intrinsic work rewards were associated with increased generativity between age 43 and 50. The results demonstrate the potential of the workplace to prompt growth in midlife generativity.

Career Path to Nurse Job Satisfaction In The Hospital

The high number of nurses who work can illustrate that nurses have an important role in improving health status so that strategic steps are needed in managing nursing staff in a better direction. As for the impact caused by uncontrolled nursing staff is dissatisfaction with nurses nurses so that the decline in nurse performance in providing nursing care to patients so that nurse satisfaction is an indicator that must be considered by all parties concerned. The solution to this problem is the issuance of the Government Regulation of the Republic of Indonesia through the ministry of health which has issued a policy regarding nurses' career paths as an embodiment in improving the quality of nursing staff and is expected to be able to increase nursing staff satisfaction. The writing of this article aims to see how the career path influences the satisfaction of nurses in the hospital. Literature and research review was carried out using several databases: 12 articles from Google Scholar and Pubmed with key words in nurse careers, performance, nurses and nurse satisfaction with career paths. From the results of a review of several journals included in the inclusion criteria, it was found that nurses' career paths had good effectiveness towards increasing nurse satisfaction, this can be seen by the existence of a continuous education system and work rewards that are owned by the career level system.

Quality of Working Life: Definitive Foundations, Structure, and Management

The research features the quality of working life and its foundations, components, and measurement. The article describes and summarizes various theoretical and applied perspectives of the phenomenon. It presents authentic ideas on the theory of working life quality, as well as a list of key elements. The authors describe a case of the nurses working in the Regional Clinical Center of miners’ health. According to the author, the quality of working life is a particular case of the general quality of life and represents the degree of satisfaction of life-supporting (physically favorable environment), social, and spiritual needs through labor activity. The dual quality of working life is in two basic approaches to its measurement: objective and subjective. The quality of working life includes the content of the work; rewards (material and immaterial); working hours; working conditions; staff; public utility and prestige of work; development; career; social guarantees and non-material compensation. The options were found limited in the absence of a full list of indicators that actualized the use of sociological tools. The research scheme is based on the example of a sociological study of opinions formed integral indicators for each quality element. The total score was quite high. The formation of point management influences in relation to certain aspects of the quality of working life can improve the management systems of labor organization and personnel motivation.

Is It “Just Work”? The Impact of Work Rewards on Job Satisfaction and Turnover Intent in the Nonprofit, For-Profit, and Public Sectors

This article uses the General Social Survey (GSS) to compare the effects of “social” work rewards on job satisfaction and turnover intent for nonprofit, public, and for-profit workers. Drawing on properties of the nonprofit sector, we hypothesize that social rewards should be more prevalent in nonprofit workplaces and have a larger impact on job decisions for nonprofit than for government and for-profit workers. Consistent with this, we find that social rewards are perceived as more prevalent in nonprofit organizations. In addition, having helpful coworkers and having a supervisor who cares about one’s welfare have larger effects on job satisfaction for nonprofit workers than for workers in the other two sectors, and having a helpful supervisor discourages turnover intent to a larger extent in the nonprofit sector than in the for-profit and public sectors. Overall, however, we find that differences in the magnitude of impact of social rewards by sector are less pronounced than theory would suggest.

The Importance of Using Multiple Data Sources in Policy Assessments: Lessons From Two Conditional Cash Transfer Programs in New York City

Background: The high costs of implementing surveys are increasingly leading research teams to either cut back on surveys or to rely on administrative records. Yet no policy should be based on a single set of estimates, and every approach has its weaknesses. A mixture of approaches, each with its own biases, should provide the analyst with a better understanding of the underlying phenomenon. This claim is illustrated with a comparison of employment effect estimates of two conditional cash transfer programs in New York City using survey and administrative unemployment insurance (UI) data. Objectives: This article explores whether using administrative data and survey data produce different impact estimates and investigates the source of differential effects between data sources. Research design: The results of a survey nonresponse bias analysis and an analysis of characteristics of non-UI-covered job characteristics using data collected on 6,000 families who enrolled in either the Family Rewards or Work Rewards evaluation are presented. Results: In both evaluations, survey data showed positive employment effects, while administrative data showed no statistically significant employment effects. Family Rewards increased employment mostly in non-UI-covered jobs, while the positive survey impact estimates in Work Rewards were partially due to survey nonresponse bias. Conclusions: Despite cost pressures leading researchers to collect and analyze only administrative records, the results suggest that survey and administrative records data both suffer from different kinds of sample attrition, and researchers may need to triangulate data sources to draw accurate conclusions about program effects. Developing more economical data collection practices is a major priority.

Work values during the transition to adulthood and mid-life satisfaction

This 25-year longitudinal study of a sample of Canadian high school seniors ( N = 373) examined pathways from work values at age 18 to mid-life (age 43) career satisfaction and life satisfaction through several possible mediators: age 25 and 32 work values, months of postsecondary education (PSE) by age 25, and age 43 work rewards. Gender and parents’ PSE were also examined as influences on pathways to mid-life satisfaction. Structural equation modeling found support for one pathway beginning with intrinsic work values in high school (age 18 intrinsic work values→age 25 intrinsic work values→age 32 intrinsic work values→age 43 intrinsic work rewards→age 43 career and life satisfaction). Another pathway began with parents’ PSE (parents’ PSE→participants’ age 25 PSE→age 43 intrinsic work rewards→age 43 career and life satisfaction). Extrinsic work values from age 18 to 32 were not related to age 43 work rewards or career and life satisfaction. These findings indicate that adolescent work values matter for important mid-life outcomes, intrinsic work values are stronger predictors of adaptive outcomes than are extrinsic work values, and PSE plays a vital cross-generational role in shaping mid-life satisfaction.