Given the increasing use of technology and the growing blurring of the boundaries between the work and nonwork domains, decisions about when to interrupt work for family and vice versa can have critical implications for relationship satisfaction within dual-earner couples. Using a sample of 104 dual-earner couples wherein one of the partners is a member of the largest Italian smartphone-user community, this study examines how variation in boundary management permeability within dual-earner couples relates to partner relationship (...) class='Hi'>satisfaction, and whether the effect differed by gender and partners’ agreement on caregiving roles in the family. Using actor–partner analysis, we examined the degree to which an individual and his or her partner’s level of family-interrupting work behaviors (FIWB, e.g., taking a call from the partner while at work) and work-interrupting family behaviors (WIFB, e.g., checking work emails during family dinner) was positively related to relationship satisfaction. Results show that women experienced greater relationship satisfaction than men when their partners engaged in higher levels of FIWB, and this relationship was stronger when partners had perceptual congruence on who is primarily responsible for caregiving arrangements in the family. This study advances research on dual-earner couples by showing the importance of examining boundary management permeability as a family social phenomenon capturing transforming gender roles. (shrink)

Older adults often have long-term relationships, and many of their goals are intertwined with their respective partners. Joint goals can help or hinder goal progress. Little is known about how accurately older adults assess if a goal is joint, the role of over-reporting in these perceptions, and how joint goals and over-reporting may relate to older partners' relationship satisfaction and physical health. Two-hundred-thirty-six older adults from 118 couples listed their three most important goals and whether they thought of (...) them as goals they had in common with and wanted to achieve together with their partner. Two independent raters classified goals as “joint” if both partners independently listed open-ended goals of the same content. Goal progress and relationship satisfaction were assessed 1 week later. Allostatic load was calculated using nine different biomarkers. Results show that 85% self-reported at least one goal as joint. Over-reporting– the perception that a goal was joint when in fact it was not mentioned among the three most salient goals of the spouse – occurred in one-third of all goals. Multilevel models indicate that the number of externally-rated joint goals was related to greater goal progress and lower allostatic load, but only for adults with little over-reporting. More joint goals and higher over-reporting were each linked with more relationship satisfaction. In conclusion, joint goals are associated with goal progress, relationship satisfaction, and health, but the association is dependent on the domain of functioning. (shrink)

Previous research has demonstrated that trait self-control is related to a range of positive romantic relationship processes, suggesting that trait self-control should be positively and robustly linked to relationship satisfaction in both partners in a romantic relationship. However, the existing empirical evidence is limited and mixed, especially regarding partner effects. With three datasets of heterosexual couples, the present pre-registered studies examined: the dyadic associations between trait self-control and relationship satisfaction both cross-sectionally and longitudinally, and (...) whether these effects hold when controlling for both partners’ relationship commitment. The results indicated a cross-sectional positive actor effect, some support for a positive cross-sectional partner effect, and only little support for a longitudinal actor effect. After controlling for relationship commitment, all effects of trait self-control on satisfaction diminished except for a longitudinal actor effect among women in Study 2. Potential explanations for the current results, and implications for theory and practice, are discussed. (shrink)

This study was conducted with the purpose of analyzing the combined and mediating effect of actor’s withdrawal–partner’s demand conflict resolution strategies between avoidance attachment dimension and relationship satisfaction. We conducted a dyadic study with 175 heterosexual couples who filled in the questionnaires. Six hypotheses were tested using the actor–partner interdependence model with mediation analysis. Results showed that the avoidance dimension of attachment was more strongly associated with actor’s withdrawal strategy than with demand/aggression strategy. Furthermore, avoidance attachment was negatively (...) associated with both actor’s and partner’s relationship satisfaction, the actor effect being higher. Withdrawal strategy was a mediator between actor’s avoidance and actor’s relationship satisfaction, but it was not a mediator for partner’s relationship satisfaction. The interactive pattern of actor’s withdrawal–partner’s demand/aggression was associated with low levels of both actor’s and partner’s relationship satisfaction. These results point out to the need of discerning the interactive pattern of conflict-solving strategies as well as their intertwined effect on relationship satisfaction. (shrink)

IntroductionMilitary personnel and Veterans are at increased risk of mental and physical health conditions, which can impact their families. Spouses often perform a vital role in caring for service members and Veterans facing illness or injury, which can lead to caregiver burden. In turn, this may contribute to relationship issues. Research suggests that ensuring that spouses are well supported can alleviate some of these negative effects. The current study examined whether social support received by spouses of newly released Veterans (...) buffers the impact of Veterans’ health on caregiver burden, subsequently impacting spouses’ relationship satisfaction.MethodsData were collected as part of the Canadian Armed Forces Transition and Well-being Survey. The sample included N = 595 spouses of Regular Force Veterans who released in 2016 with at least 2 years of service. We examined Veterans’ mental and physical health and spouses’ caregiver burden, social support, and relationship satisfaction. A moderated mediation model was tested using structural equation modeling.ResultsThere was a significant indirect association between Veterans’ health and spouses’ relationship satisfaction through caregiver burden. Furthermore, social support moderated the association, as evidenced by a weaker association between Veterans’ health and caregiver burden at low levels of social support compared to high levels.ImplicationsFindings suggest additional efforts should be made to ensure sufficient support is provided to spouses, especially when they are caring for a service member or Veteran facing illness or injury, to strengthen their families’ well-being. (shrink)

Background:Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization.Purpose:This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job (...) class='Hi'>satisfaction, and turnover intention.Methods:A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables.Ethical considerations:Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection.Findings:The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention.Recommendation:Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

Singles are an understudied yet growing segment of the adult population. The current study aims to expand the lens of relationship science by examining the well-being of unpartnered, single adults using latent profile analysis. We recruited singles closely matched to the United States census for an exploratory cross-sectional survey using five variables that strongly predict well-being. All five variables significantly predicted life satisfaction for the full sample. Latent profile analyses detected 10 groups of singles. Half of the profiles (...) were happy and half of the profiles were unhappy. Each profile had its own unique patterns relating to personal relationships, self-esteem, and personality traits. The happiest profile had the best relationships, self-esteem, and personality, while the unhappiest profile had the worst relationships, self-esteem, and personality. The profiles in between these two extremes had more nuanced patterns. For example, one relatively happy profile in the middle had high friendship satisfaction but low family satisfaction, while an adjacent profile showed the opposite pattern. Overall, singles who had positive relationships—both with themselves and others—were happiest. (shrink)

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment, and thus lead to lower turnover. However, there is limited empirical evidence supporting a relationship between different types of ethical climate within organizations and facets of job satisfaction. Furthermore, no published studies have investigated the impact of different types of ethical climate on the three (...) components of organizational commitment. This study attempts to explore the different types of ethical climate that exist in hospitals, and the degree of job satisfaction and organizational commitment of nurses in Taiwan. It uses path analysis to understand which types of ethical climate influence different facets of job satisfaction. The study also examines the impact of different types of ethical climate and facets of job satisfaction on the three components of organizational commitment. Questionnaires were distributed to 352 nurses. The relationships among variables were assessed by factor analysis, reliability, descriptive statistics, correlations, and regression. The important conclusion is that hospitals can increase job satisfaction and organizational commitment by influencing an organization's ethical climate. Hospital administrators can foster within organizations the climate types of caring, independent, and rules climate that increase satisfaction, while preventing organizations from developing the type of instrumental climate that decreases it. (shrink)

Publication date: 16 April 2018 Source: Author: Amjad Hedayat, Fatemeh Nemati Sogolitappeh, Reza Shakeri, Mohamad Abasifard, Mohamad Khaledian One of the concerns of the organization and management experts is to identify effective factors on organization performance and finding solutions to improve organization performance. The present study was done to analyse the relationship between organizational commitment and job satisfaction in visiting lectures of Payam Nour University. Statistical population of this research includes visiting lectures of Ghorveh town who were teaching (...) in the academic year of 2016-2017. Sample size of 60 participants was selected by simple random sampling. To collect data, Meyer and Allen organizational commitment questionnaire and Field and Rothe job satisfaction questionnaire were used. The research method is correlation which is incorporated in the area of applied studies to analyse data, descriptive statistics, and inferential statistics were utilized. The findings show that there is positive and significant relationship between organizational commitment and job satisfaction. Regression coefficient shows that organizational commitment predicts 42.2 % of the job satisfaction changes. (shrink)

The present study examined the factors influencing job satisfactionin the context of factory workers in Malaysia. The major purpose of thestudy was to identify the main problems faced by those factory workers. Thestudy also aimed to examine the influence of demographic variables on jobsatisfaction and the relationships of family income, individual well-being, andperceptions of the working environment with overall job satisfaction amongthose factory workers. A survey was distributed among 551 factory workers working in the Klang Valley area. Results from (...) the survey indicated that thetwo main problems faced by the factory workers are, fear of the influx offoreign workers that may threaten their jobs, and the relatively low pay, takinginto account the high cost of living in the Klang Valley. Findings also indicatedthat while gender and race did not significantly influence perceptions of theworking environment and job satisfaction, job positions did. Those working assecurity and logistics staff were significantly more satisfied with their workingenvironment than those holding administrative or technical/production posts.Job satisfaction also varied significantly across job positions; those working insecurity and logistic positions were significantly more satisfied with their jobscompared to the other employees. Finally, using hierarchical linear regression, with familyincome as the control variable, the findings suggested that both individualwell-being and perceptions of the working environment emerged as positive.Both of these are significant predictors of perceived job satisfaction amongfactory workers. The implication of these findings will be discussed within theframework of organizational satisfaction and individual well-being. (shrink)

Teamwork has been argued to play an increasingly important role in numerous jobs, and several studies focused on the effects of team composition for work-related outcomes. Recent research has also identified individuals’ character strengths and positive team roles as conducive to work-related outcomes. However, there is a scarcity of research on the role of character strengths or positive team roles on the level of teams. In the present study, we extend theoretical assumptions of team role theories to the study of (...) character strengths and positive team roles: We examined the associations between character strengths and team roles with work-related outcomes on the individual and the team level. Further, we examined how the team composition relates to the outcomes, that is, whether balanced teams go along with desired outcomes and whether an overrepresentation of team roles or character strengths in a team goes along with undesired outcomes. We studied a sample of 42 teams who completed measures of team roles, character strengths, teamwork quality, job satisfaction, and self-rated individual and team performance. Further, supervisor ratings of individual and team performance were collected. Results corroborated the relationships of team roles and character strengths with individual outcomes such as that specific roles and character strengths go along with individual performance and work satisfaction. Further, the results suggested that teams in which more team roles are represented report higher performance and teamwork quality. Also, teams with higher average levels of the character strengths of teamwork and fairness, and teams with more members scoring high in fairness and prudence report higher teamwork quality. Further, there is no evidence that having too many members with a particular character strength has detrimental effects on teamwork quality, work satisfaction, or performance. We conclude that extending the study of character to the level of teams offers an important advancement. (shrink)

Ethical leadership is a vital component driving firms’ practice, significantly affecting employee satisfaction. The objective of this study was to investigate the relationship between EL and employee job satisfaction. Moreover, the study investigates the mediating effect of media richness, perceived organizational transparency on EL, and ES. In addition, the study used a convenient sampling technique for collecting the data from 276 employees working in the service sector of Macau. Essentially, questionnaires had used as the fundamental tool guiding (...) the data collection method. The findings indicate a positive and significant relationship between EL, ES, MR, and perceived OT. The MR and perceived OT have significant mediating effects between EL and ES. The study is beneficial for the service sector of Macau to plan the strategies for their employees in terms of organizational sustainability and success. The study is also helpful for the government to understand EL and for the researcher to search the new aspects of EL in organizations for future research direction. (shrink)

Individuals voluntarily internalize gender stereotypes and present personality characteristics and behaviors that conform to gender role requirements. The aim of the current study was to explore the reasons people internalize gender stereotypes. We conducted surveys with 317 college students in China to examine the relationship between gender self-stereotyping and life satisfaction. We also analyzed the mediating roles of relational self-esteem and personal self-esteem and the moderation role of gender. The results of path analysis showed that gender self-stereotyping directly (...) affected life satisfaction and indirectly affected life satisfaction through RSE and PSE in a serial pattern; however, the serial mediation model was only significant in the male sample. Higher gender self-stereotyping was associated with male participants’ higher level of RSE and PSE and further correlated with higher life satisfaction. This study addressed the questions: “What are the benefits of gender self-stereotyping?” and “What are the major barriers to counter-stereotyping?” The results enrich our understanding of these issues, especially relative to the collectivist culture in China, and may be used to create more effective interventions to help people break through the stereotypes. (shrink)

Despite the relative scarcity of studies on the impact of leadership styles on satisfaction and commitment of volunteers within non-profit organizations, this relationship plays a crucial role in fostering sustained volunteerism and volunteers' well-being. A questionnaire was administered to more than 200 volunteers involved in delivering social services in non-profit organizations from Central and Northern Italy. The questionnaire contained the Volunteer Satisfaction Index, the sub-scale on Affective Commitment of the Organizational Commitment Scale, and two sub-scales of the (...) Key Leadership Behaviors, namely: Helping people to grow and lead, and Enabling learning and innovation. Socio-demographic data were collected as well. Findings revealed that leaders' actions oriented toward the enablement of learning and innovation have an effect on volunteers' affective commitment, through the full mediation of volunteer satisfaction. Leaders' actions oriented toward the growth and empowerment of volunteers, instead, did not show significant relationships with volunteer satisfaction and affective commitment. (shrink)

There is a growing interest in improving the teaching–learning process at all levels of education, including higher education. In recent years, university institutions have been taking action to renew and modernize the way in which they teach and learn, making the process more dynamic and closer to the current social reality. Competencies such as the ability to work in a team have become essential for the successful implementation of innovative methodologies in which student participation is particularly relevant. Student acceptance is (...) key to the success of any teaching methodology; however, the influence of group work skills on satisfaction with innovative methodologies such as project-based learning has not yet been tested among university students. Thus, the objective of this study is to explore the association between group work competencies and satisfaction with PBL. A total sample of 359 students from two Spanish universities participated in the research. Our results reveal that there is a significant and positive relationship between competencies related to group work and satisfaction with PBL. In addition, a multiple regression analysis shows that the competencies “Conception of group work,” “Usefulness of group work,” “Planning of group work by teachers,” and “Group norms” increase satisfaction with the use of the PBL methodology. This work expands our knowledge about the role in increasing students’ satisfaction that is played by the ability of college students to work as a team. These findings could also guide teachers interested in new teaching methodologies. (shrink)

This study aimed to explore the psychological mechanisms behind the relationship between kindergarten parental satisfaction and parental loyalty. This study used the parental satisfaction scale, parental trust scale, parental relationship commitment scale, and parental loyalty scale on 923 kindergarten parents. The test was conducted on 923 kindergarten parents. The results of this study showed that parental satisfaction significantly and positively affected parental loyalty. Parental trust was partially mediated between parental satisfaction and parental loyalty. Parental (...) relationship commitment was also partially mediated between parental satisfaction and parental loyalty. Regarding to parental satisfaction and parental loyalty, parental trust and parental relationship commitment had chain mediation effect between parental satisfaction and parental loyalty. The findings of this study provided valuable insights into the effect of parental satisfaction on parental loyalty and offer concrete practical suggestions for kindergarten operators to improve the loyalty of kindergarten parents. (shrink)

A total of 843 college students in Guangdong University of Foreign Studies were investigated using a social support evaluation scale, a resilience scale, and a life satisfaction evaluation scale. Results were analyzed using IBM® SPSS 21.0® and Amos 17.0. It was shown that there existed a positive correlation respectively among resilience, social support and life satisfaction. Social support predicted resilience positively and resilience partially mediated the association between social support and life satisfaction. Finally, resilience moderated the association (...) between social support and life satisfaction; the higher the resilience level, the more significant the positive predictive effect of social support on life satisfaction. College students' life satisfaction is closely related to social support and resilience; resilience partially plays a mediating and moderating role between social support and life satisfaction. (shrink)

The relationship between ethics and job satisfaction for MIS professionals is examined empirically. Five dimensions of job satisfaction are examined: (1) satisfaction with pay, (2) satisfaction with promotions, (3) satisfaction with co-workers, (4) satisfaction with supervisors and (5) satisfaction with the work itself. These dimensions of satisfaction are compared to top management's ethical stance, one's overall sense of social responsibility and an ethical optimism scale (i.e., the degree of optimism that one (...) has concerning the positive relationship between ethics and success in his/her company).Results indicate that MIS professionals are more satisfied with the various dimensions of their jobs when top management stresses ethical behavior and when they are optimistic about the relationship between ethics and success within their firms. The one exception to this is pay satisfaction which is unrelated to these constructs. One's sense of social responsibility is also relatively unrelated to job satisfaction. (shrink)

Purpose This study aims to investigate the impact of perceived service quality (PSQ) on tourist satisfaction and behavioral intentions and explore the potential mediating role of tourist satisfaction in the relationship between service quality and behavioral intentions in the yoga tourism context during the COVID-19 pandemic. Further, this is to examine to what extent yoga tourist satisfaction directly affects their behavioral intentions. Design/methodology/approach Based on a review of literature, the study proposes a conceptual model to test (...) four hypothesized relationships among the constructs of perceived service quality, tourist satisfaction, and behavioral intentions. Data was collected by using a self-administrated questionnaire that was developed and directed to a convenience sample of yoga tourists (380 forms). Structural equation modeling (SEM) was employed to determine the relationship between study constructs. Findings The results of SEM illustrated that all the hypothesized relationships are supported. The findings confirm that yoga tourists’ behavioral intentions are significantly affected directly and indirectly (through tourist satisfaction) by perceived service quality. Additionally, tourist satisfaction significantly partially mediates the relationship between PSQ and tourists’ behavioral intentions. Research limitations The subject of this study was yoga tourists staying in yoga retreats/studios in Egyptian destinations (South Sinai Governorate). Future research may focus on other geographical destinations and other influential variables of yoga tourists’ satisfaction and behavioral intentions should be investigated. Practical implications For improving tourists’ satisfaction and behavioral intentions, yoga service providers should take care by giving tourists personalized attention, and understanding, fulfilling their specific needs. Health and hygiene practices must be considered during the COVID-19 pandemic. Originality/value This study is perhaps the first empirical study that examines the relationship between PSQ and tourists’ satisfaction and behavioral intentions in the yoga tourism context. A new integrated conceptual model that combined three service quality dimensions, namely, tangibles, intangibles as well as health and hygiene was developed and validated. (shrink)

Behavioral engagement is a key determinant of students’ learning. Hence, knowledge about mechanisms affecting engagement is crucial for educators and stakeholders. Self-determination theory offers a framework to understand one of these mechanisms. However, extant studies mostly consider only parts of SDT’s theoretical paths from basic psychological need satisfaction via regulations to student engagement. Studies that investigate the full model are rare, especially in mathematics, and results are inconclusive. Moreover, constructs are often merged in ways that may preclude detailed understanding. (...) In this study, we used structural equation modeling to test several hypothesized paths between the individual variables that make up higher-order constructs of need satisfaction, regulations, and behavioral engagement. Satisfaction of the need for competence had a dominating effect on engagement, both directly and via identified regulation. Similarly, satisfaction of the need for relatedness predicted identified regulation, that in turn predicted engagement. Satisfaction of the need for autonomy predicted intrinsic regulation as expected but, in contrast to theory, was also positively associated with controlled motivation. Neither intrinsic nor controlled regulation predicted engagement. Theoretical and method-related reasons for this unexpected pattern are discussed, as well as implications for research and teaching. (shrink)

The current study investigated whether there are significant relationships between life satisfaction and meaning in life, hope and COVID-19 fear and the extent to which life satisfaction is predicted by these variables. The study group of this research consists of 1,186 adults with the mean age of 41.04. Study group participants are consists of different cities of different regions of Turkey. As the data collection tools, the life satisfaction scale, the meaning in life scale, the dispositional hope (...) scale and the COVID-19 fear scale were used. The results of the analyses have revealed that meaning in life, hope are significant predictors of life satisfaction as positively. Besides, it is seen COVID-19 fear, age, gender and the presence of people infected with COVID-19 around aren’t significant predictors of life satisfaction in adults. (shrink)

Job satisfaction is related to the match between an individual and the environment. This match gains special significance in the field of values. Behaviours of managers in a given organisation are the exemplification of values but also indicate what is important in a given culture. Since the requirements of corporate culture cause some unification of employees, it seems that for job satisfaction it will be important whether or not managers will ensure them individual treatment. Thus, the objective of (...) the research conducted was to check what managers’ behaviours are most closely related to job satisfaction. (shrink)

We examined the associations between the characteristics of Instagram users and the features of their photographs. Narcissism, life satisfaction, and loneliness were employed for user variables and the features at high- and low-levels were employed to analyze the Instagram photographs. An online survey was conducted with 179 university students, and their Instagram photographs, 25,394 in total, were collected and analyzed. High-level features were extracted using Computer Vision and Emotion Application Programming Interfaces in Microsoft Azure Cognitive Services, and low-level features (...) were extracted utilizing the program written by the authors. The results of correlation analysis indicate that narcissism, life satisfaction, and loneliness were significantly associated with a part of photograph features at high- and low-levels. The results of the predictive analysis suggest that narcissism, loneliness in total, and social loneliness could be predicted with acceptable accuracy from Instagram photograph features, while characteristics such as life satisfaction, family loneliness, and romantic loneliness could not be predicted. Implications of this research and suggestions for further research were presented. (shrink)

This study investigates how individuals’ life satisfaction and depression are affected by the dissolution of a steady non-cohabiting intimate relationship. Previous studies have focused more on the consequences of divorce and less on the influence of non-cohabiting relationships on the well-being of the individual. The data for this study were taken from pairfam, a large-scale German panel survey, and were used to estimate fixed-effects panel regression models and impact functions to identify the overall effect of dissolution and trajectories (...) after separation. The study sample comprised 2,631 individuals who were observed over the course of 11,219 partnership years. Based on the results of this study, three main findings were reported. First, the dissolution of a non-cohabiting relationship led to a significant decline in mental health and life satisfaction. Second, the trajectories after dissolution suggest that the decline was only temporary, showing readjustment after 1 year. Third, gender differences were identified, suggesting worse consequences for men who experienced a significant decline in both dimensions and did not readjust in life satisfaction until several years after the dissolution. For women, decreases were only found for life satisfaction, but quick readjustments were observed. (shrink)

The satisfaction of doctoral students is very important for the quality of higher education. Based on two-factor theory, this study used a person-centered approach to examine possible doctoral student satisfaction profiles. In total, 4,964 participants were included in the study, and the results of latent profile analysis showed that they could be classified into four subgroups: the low-motivation–low-hygiene group, the low-motivation–high-hygiene group, the high-motivation–low-hygiene group, and the high-motivation–high-hygiene group. Analyses showed that the PhD students differed significantly in their (...) satisfaction-profile membership depending on their gender, age, country, study-abroad status, work status, and caring responsibilities. Specifically, male students, younger students, and students studying abroad tended to be more satisfied with both motivation and hygiene factors. Besides, regarding maintaining and stimulating doctoral students’ academic career enthusiasm, motivation factors can compensate for the negative impact of the absence of hygiene factors, not the other way around. Therefore, it can be seen that two-factor theory has a certain explanatory power for changes in academic career enthusiasm, but it must be adjusted in a certain way considering the special characteristics of the population. (shrink)

With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of workplace (...) spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload. The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then, as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction. (shrink)

In this study, we examined the perception of actual and ideal ethical climate type among 95 nurses working in the internal medicine wards of one central hospital in the state of Israel. We also examined whether nurses’ demographic characteristics influence that perception and if a relationship between perceptions of an actual and an ideal ethical climate type influences nurses’ job satisfaction. A questionnaire composed of three subquestionnaires was administered and the responses analyzed using multiple linear regressions, analysis of (...) variance and Pearson’s correlation coefficient. The results demonstrated that demographic characteristics (such as: gender, job tenure and level of education) partially influence the perception of an ideal ethical climate. Incongruence in perceptions of ‘caring’ and ‘independence’ climate types indicated a decline in nurses’ job satisfaction, while perception of actual ‘caring’ and ‘service’ climates positively influenced all aspects of job satisfaction. We recommend constructing training programs emphasizing the ethics of nursing practice and also to help lead nurses to clarify an ethical framework and guide nursing staff in dealing with ethical dilemmas. (shrink)

Since the early 1990s, increasing attention has been paid to the impact of workplace bullying on employees’ well-being and job attitudes. However, the relationship between workplace bullying and job satisfaction remains unclear. This study aims to shed light on the nature of the bullying-job satisfaction relationship in the Italian context. As expected, the results revealed a U-shape curvilinear relationship between workplace bullying and job satisfaction after controlling for demographic variables. In contrast to the curvilinear (...) model, the results support a negative linear relationship between workplace bullying and psychological well-being, in which higher exposure to negative acts at work is associated with diminished well-being. In addition, gender and job position significantly predicted mental health scores where men and managers reported a better psychological well-being than women, blue-collar, and white-collar employees. Practical and theoretical implications are discussed according to these results. (shrink)

This paper evaluates the indoor temperature and thermal sensation inside the naturally ventilated small-medium size, historical Anadolchioi Mosque, built in Constanta, in 1870, for the Muslim minority living in Constanta. Are considered Friday prayers (Dhuhr). The methodology used for this assessment is related to the outdoor and indoor temperatures measurements, each Friday, in July, between 10 AM and 4 PM, due to the fact that in Constanta, Friday prayers (in July) starts between 1.20 PM and 1.23 PM (depending on the (...) sun position). The measurements will indicate that, although indoor temperature is slightly higher than the outdoor one, the average indoor temperature, for the considered period, is in the recommended thermal comfort temperature range, according to ASHRAE 2010. Also, the measured indoor air temperatures and predicted temperature for comfortable indoors- given by Humphreys formula, have been compared, in order to have an idea if the building is able to provide pleasant indoor temperatures. On the other hand, the methodology is focusing on ASHRAE seven point scale, when assessing the thermal sensation. In this respect, a survey regarding the thermal sensation of the occupants indicated that a low percent (5.55%) felt uncomfortable during the religious services. The majority of occupants (77.77%) felt comfortable and do not need a cooler environment. The results are in concordance with the participants’ age profiles: older persons preferring higher indoor temperatures. (shrink)

The present two-study paper examined the role of communication strategies that athletes use to develop their coach-athlete relationship. Study 1 examined the mediating role of motivation, support and conflict management strategies between the quality of the coach-athlete relationship and athletes’ perceptions of sport satisfaction. Study 2 examined the longitudinal and mediational associations of communication strategies and relationship quality across two time points, over a six-week period. Within both studies, data were collected through multi section questionnaires assessing (...) the studies’ variables. For study 1, structural equation modelling highlighted significant indirect effects for motivation and support strategies between the quality of the coach-athlete relationship and athletes’ experiences of sport satisfaction. For study 2, significant indirect effects were found for the athletes’ perceptions of the quality of the coach-athlete relationship at time 2 between athletes’ use of communication strategies at time point 1 and time point 2. Together these findings provide support for the practical utility of communications strategies in enhancing the quality of the coach-athlete relationship and athlete’s experiences of sport satisfaction. In addition, the findings provide evidence to highlight the potential cyclical relationship between communication and relationship quality across time. (shrink)

This article illustrates instrumental variable (IV) estimation by examining an unexpected finding of the research on career adaptability and job satisfaction. Theoretical and empirical arguments suggest that in the general population, people’s abilities to adapt their careers are beneficial to their job satisfaction. However, a recent meta-analysis unexpectedly found no effect when personality traits are controlled for. We argue that a reverse effect of job satisfaction on career adaptability, originating from affective tendencies tied to personality, might explain (...) this null effect. Our argument implies that the estimates obtained with traditional ordinary least squares (OLS) regressions are biased by endogeneity, a correlation between an explanatory variable and the error term in a regression model. When experimental manipulations are impossible, IV estimations, such as two-stage least squares (2SLS) regressions, are one possible solution to the endogeneity problem. Analyzing three waves of data from a sample of 836 adults, the concurrent and time-lagged effect of job satisfaction on career adaptability was revealed to be more consistent than the reverse. Our results provide an explanation, rooted in affective dispositions, as to why recent meta-analytical estimates unexpectedly found that career adaptability does not predict job satisfaction at the interindividual level. We also discuss IV estimation in terms of its limits, weight the interpretation of its estimates against the temporality criterion for causal inference, and consider its possible extension to analyses of change. (shrink)

Religious and spiritual variables have largely been excluded from organizational research. Yet, there is a growing body of literature that suggests religion and spirituality have a significant and substantive role in influencing employees’ attitudes and behaviors at work. This paper aims to add to this literature by looking at the relationships of spiritual calling with job satisfaction and affective organizational commitment after accounting for a range of demographic, religious, and work controls. Furthermore, we explore the interactive effect of spiritual (...) calling and job satisfaction on organizational commitment. The data are drawn from a nationally representative sample of 771 adults in the United States. The results provide evidence of a positive relationship between spiritual calling and both job satisfaction and organizational commitment. Additionally, our results support the interaction of spiritual calling and job satisfaction explaining additional variance in organizational commitment. Specifically, not only is organizational commitment strongest when spiritual calling and job satisfaction are both strong, but the results also indicate that spiritual calling is positively associated with organizational commitment even if one’s job is not very satisfying. (shrink)