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Employee Satisfaction (employee + satisfaction)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	77%
Psychology	11%
Medical Sciences	11%

Selected Abstracts

The Impact of Gender Similarity on Employee Satisfaction at Work: A Review and Re-Evaluation*

JOURNAL OF MANAGEMENT STUDIES, Issue 8 2005
Riccardo Peccei
abstract We used data from the British 1998 Workplace Employee Relations Survey (WERS98) to examine key unanswered questions about the impact of gender similarity on employee satisfaction at work. The study sample consisted of 11,848 men and 11,278 women from over 1700 workplaces across Britain. In line with gender-specific compositional arguments, the effects of gender similarity were found to be asymmetrical for men and women, with similarity tending to have a greater positive impact on men than on women. The effects involved were primarily linear in nature. Net of the potentially confounding influence of other factors, they were also found to be quite weak, weaker than has commonly been suggested in the literature. [source]

Personal Goal Facilitation through Work: Implications for Employee Satisfaction and Well-Being

APPLIED PSYCHOLOGY, Issue 2 2006
Laura ter Doest
Que le travail facilite la réalisation des objectifs personnels dépend de la perception de l'impact du travail sur l'atteinte de ces objectifs personnels. En accord avec la littérature sur l'autorégulation et le modèle cybernétique du stress organisationnel proposé par Edwards (1992), la facilitation de l'accès à ses objectifs personnels par le travail fut supposée en relation positive avec les attitudes relatives à l'emploi et le bien-être de l'employé. En outre, on a prédit un rapport plus étroit entre la facilitation de l'accès à ses objectifs personnels par le travail et les performances du salarié quand les buts personnels étaient fortement valorisés. Ces hypothèses ont été mises à l'épreuve à travers un questionnaire rempli par 1036 employés du secteur de la santé. D'après l'analyse de régression, la facilitation de l'accès à ses objectifs personnels par le travail expliquait une part importante de la variance du bien-être et des attitudes relatives à l'emploi, même après avoir contrôlé les caractéristiques des postes en référence au modèle de Karasek concernant les relations agents stressants,tension au travail (1979; Karasek & Theorell, 1990). L'importance des objectifs n'avait qu'une influence des plus limitées. On en conclut que la facilitation de l'accès à ses objectifs personnels par le travail offre une voie prometteuse pour explorer les attitudes liées à l'emploi et le bien-être, en complément des modèles plus traditionnels des caractéristiques de l'emploi. Personal goal facilitation through work refers to perceptions of the extent to which one's job facilitates the attainment of one's personal goals. In line with the self-regulation literature and Edwards' (1992) cybernetic model of organisational stress, personal goal facilitation through work was predicted to show positive associations with job attitudes and employee well-being. Moreover, stronger relationships between personal goal facilitation through work and employee outcomes were predicted for highly valued personal goals. These predictions were investigated in a questionnaire study of 1,036 health care employees. In regression analyses, personal goal facilitation through work accounted for substantial variance in job attitudes and well-being, even after controlling for job characteristics from Karasek's (1979; Karasek & Theorell, 1990) model of occupational stressor,strain relations. There was only very limited evidence of moderating effects of goal importance. It is concluded that personal goal facilitation through work offers a promising source of insight into job attitudes and well-being, complementing more traditional job characteristics models. [source]

Employee satisfaction with meetings: A contemporary facet of job satisfaction

HUMAN RESOURCE MANAGEMENT, Issue 2 2010
Steven G. Rogelberg
Abstract Given the ubiquity, time investment, and theoretical relevance of meetings to work attitudes, this study explored whether organizational science should consider employee satisfaction with meetings as a contemporary, important, and discrete facet of job satisfaction. Using affective events theory, we postulated that meetings are affect-generating events that meaningfully contribute to overall job satisfaction. Two surveys queried working adults: Study 1 used a paper-based survey (n = 201), while Study 2 used an Internet-based survey (n = 785). Satisfaction with meetings was positively related to and significantly predicted overall job satisfaction (p < .05) after controlling for individual difference variables (e.g., participant background variables, negative affect), traditional job satisfaction facets (e.g., work, supervision, pay), and other conceptually relevant constructs (e.g., satisfaction with communication, organizational commitment). Exploratory (Study 1) and confirmatory (Study 2) factor analyses provided evidence that meeting satisfaction is a distinct facet of job satisfaction. Finally, as hypothesized, the relationship between meeting satisfaction and job satisfaction depends in part upon the number of meetings typically attended. The relationship was stronger (more positive) when meeting demands were higher and weaker when meeting demands were lower. Implications for assessment, leadership development, on-boarding, and high potential initiatives are discussed. ©2010 Wiley Periodicals, Inc. [source]

Historical review of sample preparation for chromatographic bioanalysis: pros and cons

DRUG DEVELOPMENT RESEARCH, Issue 3 2007
Min S. Chang
Abstract Sample preparation is a major task in a regulated bioanalytical laboratory. The sample preparation procedure significantly impacts assay throughput, data quality, analysis cost, and employee satisfaction. Therefore, selecting and optimizing an appropriate sample preparation method is essential for successful method development. Because of our recent expertise, this article is focused on sample preparation for high-performance liquid chromatography with mass spectrometric detection. Liquid chromatography with mass spectrometric detection (LC-MS) is the most common detection technique for small molecules used in regulated bioanalytical laboratories. The sample preparation technologies discussed are pre-extraction and post-extraction sample processing, protein precipitation (PPT), liquid,liquid extraction (LLE), offline solid-phase extraction (SPE), and online solid-phase extraction. Since all these techniques were in use for more than two decades, numerous applications and variations exist for each technique. We will not attempt to categorize each variation. Rather, the development history, a brief theoretical background, and selected references are presented. The strengths and the limitations of each method are discussed, including the throughput improvement potential. If available, illustrations from presentations at various meetings by our laboratory are used to clarify our opinion. Drug Dev Res 68:107,133, 2007. ©2007 Wiley-Liss, Inc. [source]

Texas Children's Hospital makes leadership development a core business strategy

GLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 3 2007
Linda Aldred
Even an admirable culture can have its dark side, and convincing current leaders that leadership is the problem is a task best not taken lightly. Texas Children's Hospital rose to the challenge with creative ways for building an enduring commitment to change, and for infusing leadership development into leaders' psyches and practices. Guiding principles and success profiles now link mission and values with the day-to-day expectations for employees, and are fully integrated into measurement, performance management, and selection systems. Powerful new tools and resources are helping build leadership competencies at all levels. Lower turnover and greater employee satisfaction are just the first indicators of the success of the initiative. © 2007 Wiley Periodicals, Inc. [source]

AT&T adds business continuity to the long list of telework's advantages

GLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 2 2006
Joseph Roitz
AT&T's experience in making telework an essential part of its organizational strategy can serve as a model for other knowledge-based companies looking for new sources of competitive advantage. The promises of telework,reduced real estate costs, productivity gains, higher employee satisfaction and retention,have materialized as measurable returns for AT&T. Hurricane Katrina provided just the latest evidence of another important telework contribution, business continuity, with sizable benefits for the company, its customers, and its employees. © 2006 Wiley Periodicals, Inc. [source]

Employee satisfaction with meetings: A contemporary facet of job satisfaction

One size does not fit all: Managing IT employees' employment arrangements

HUMAN RESOURCE MANAGEMENT, Issue 3 2007
Jayesh Prasad
As alternative employment arrangements proliferate within the information technology (IT) function, it becomes increasingly important to understand the impact of these arrangements on IT employees. A prevalent notion in the IT literature is that these employees are homogeneous in their work values and that they prefer similar employment arrangements. Given the inefficiency of designing individual employment programs, we advocate a middle ground between the two extremes of individualized employment arrangements and "one size fits all." We conducted two studies. The first study developed an individual's work values profile as a psychological construct. It used a national sample of IT employees to validate a simple, heuristic procedure that was successful in classifying about 80% of the sample into three work values profiles. The second study demonstrated the use of work values profiles for understanding how employment arrangements differentially influence employee satisfaction. It applied the validated procedure to a single organization in order to demonstrate the general applicability of the procedure and to show that it provides researchers and HR professionals with better insights than the assumption that all IT employees are alike. © 2007 Wiley Periodicals, Inc. [source]

360-degree feedback with systematic coaching: Empirical analysis suggests a winning combination

HUMAN RESOURCE MANAGEMENT, Issue 3 2003
Fred Luthans
Wanted: High-performance work practices to gain a competitive advantage. An increasingly common answer to this desperate call is 360-degree programs; unfortunately, they have, at best, mixed reviews when empirically assessed. This study found that a way to improve the effectiveness of 360s may be to combine them with coaching focused on enhanced self-awareness and behavioral management. In a small manufacturer, this feedback-coaching resulted in improved manager and employee satisfaction, commitment, intentions to turnover, and at least indirectly, this firm's performance. This feedback-coaching may be a winning combination to help in the competitive battles in today's global economy. © 2004 Wiley Periodicals, Inc. [source]

A meta-analysis of the non-monetary effects of employee health management programs

HUMAN RESOURCE MANAGEMENT, Issue 1 2003
Timothy DeGroot
This study was undertaken to review the literature on employee health management programs (EHMPs). We explored the history and characteristics of systematic organizational efforts to improve workforce health and well-being. We believe that a historical perspective provides some insight into the economic, political, and social factors that have influenced the trend toward organizationally sanctioned health-promotion efforts. Further, we investigated the likely effects of these programs on valued-behavioral organizational outcomes such as employee performance, employee satisfaction, absenteeism, and voluntary turnover. Our findings show that voluntary general-focus programs are unrelated to job performance, and voluntary programs are negatively related to absenteeism, but effects on absenteeism wane when the program is not voluntary. Moreover, EHMPs are minimally related to job satisfaction and slightly related to turnover. These results, examining behavioral outcomes of EHMPs, question the ability of EHMPs to provide desired behavioral changes in employees, changes that organizations seek to maximize such as increased performance. Are EHMPs more than just socially acceptable programs that help individuals with health problems? © 2003 Wiley Periodicals, Inc. [source]

Managed health care plans in Southern United States municipalities: empirical evidence on choice of plan

INTERNATIONAL JOURNAL OF HEALTH PLANNING AND MANAGEMENT, Issue 2 2005
Christopher G. Reddick
Abstract This study examines factors that influence choice of Southern municipal government health care plans in the United States. Using survey data, this article specifically examines the managed care offerings of Health Maintenance Organizations (HMO), Preferred Provider Organizations (PPO) and Point of Service (POS) plans. Some of the more interesting empirical results indicate that HMO plans are associated more with employee satisfaction; PPO plans are associated with cost containment; and POS plans are more likely to provide health care benefits to part-time employees. Empirical evidence also indicates that employee satisfaction is increased when there is a greater choice of managed care plans available to municipal governments. Copyright © 2005 John Wiley & Sons, Ltd. [source]

The Impact of Gender Similarity on Employee Satisfaction at Work: A Review and Re-Evaluation*

Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity,

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2005
Lisa M. Penney
The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer-reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively related to CWB. Support was also found for the role of negative affectivity as a moderator of the relationship between job stressors and CWB, although only one significant moderator was found using peer-reported CWB. In general, the relationships between job stressors and CWB were stronger for individuals high in negative affectivity than for individuals low in negative affectivity. Copyright © 2005 John Wiley & Sons, Ltd. [source]

BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS

PERSONNEL PSYCHOLOGY, Issue 4 2003
LISA SCHURER LAMBERT
Breach and fulfillment in a psychological contract has traditionally been studied with approaches that are conceptually and methodologically limited. We compared predictions derived from the traditional view to predictions from an expanded view that maintains the distinction between promised and delivered inducements and examines their joint relationship with employee satisfaction. The traditional and expanded views were compared using longitudinal data and polynomial regression analysis. Results provided little support for the traditional view. In contrast, results supported the expanded view and revealed that relationships for breach and fulfillment are more complex than previously suggested. Specifically, satisfaction depended on whether breach represented deficient or excess inducements and the particular inducement under consideration. Moreover, satisfaction was more strongly related to delivered inducements than promised inducements. These results question basic tenets of psychological contract research and indicate new avenues for research that build on the expanded view developed in this article. [source]

An examination of the relationships between leadership style, quality, and employee satisfaction in R&D versus administrative environments

R & D MANAGEMENT, Issue 1 2005
Yair Berson
Academics and executives argue that effective leadership is a key predictor of R&D success as well as quality management. Recent research highlights transformational leadership as a highly effective style shown to predict performance in organizations. However, no study examined the role of transformational and transactional leadership in building quality climate in R&D versus non-R&D settings. We examined the relationship between leadership style and the establishment of a quality environment in an R&D setting based on an empirical study of 511 research engineers and scientists. It is found that both transformational leadership and transactional contingent-reward leadership are related to the establishment of a quality environment in the R&D part of a telecommunications firm. However, the impact of transactional contingent-reward leadership ceases to be significant once both leadership styles are considered simultaneously using structural equations. A transformational leadership style was also found to be related to employee satisfaction. [source]

Satisfaction with HR practices and commitment to the organisation: why one size does not fit all

HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2005
Nicholas Kinnie
This article examines the links between employees' satisfaction with HR practices and their commitment to the organisation. It draws on recently collected data to examine these links for three groups of employees: professionals, line managers and workers. Satisfaction with some HR practices appears to be linked to the commitment of all employees, while the link for others varies befuwn the three employee groups. These findings pose a challenge to the universalistic model of HRM and have implications for those seeking to design practices that will improve organisational commitment. [source]

Streamlining administrative procedures at the Defense Language Institute: The strategic impact model in action

PERFORMANCE IMPROVEMENT QUARTERLY, Issue 2 2010
Yaniv Oded MSc
Performance at the Defense Language Institute was examined through the prism of human performance technology and the strategic impact model. This examination revealed performance deficiencies in the administrative realm that required mainly a noninstructional intervention. A systematic analysis showed that digitizing administrative procedures could substantially decrease operational costs, enhance procedural transparency, and increase employees' satisfaction. [source]