Search results

This study seeks to understand how work–life balance (WLB) changes over time, and if relational factors – relationship and sexual satisfaction – may have protective effects. Grounded in Bronfenbrenner’s (1986) family ecological theory a linear mixed effects analysis was used to analyze over 4,000 individual reports of WLB over three years.

The primary finding showed that on average, individuals rated their WLB just above average and their scores decrease over time. While relationship satisfaction did not have significant associations with WLB alone, the interaction between relationship and sexual satisfaction was found to be a protective factor, increasing WLB scores. This indicates that having higher sexual satisfaction can enhance the protective effect that relationship satisfaction has on WLB.

An intriguing finding was the significant difference in WLB scores for men compared to women. On average, men experience significantly lower WLB scores. This could be related to how WLB was measured, or possibly due to gender roles. Future research should further explore this relationship.

The results of this study provide information that researchers’ can consider as they design studies and interventions targeting WLB. An additional hope is that employers will consider these results when they create workplace policy and other initiatives.

This study is one of the first to explore WLB in association with relationship and sexual satisfaction and the interaction between sexual and relationship satisfaction. This chapter tests the interactions between mesosystems in a unique way that enhances researchers understanding of WLB.

The main purpose of this paper is to identify sources of temp agency work satisfaction and discuss whether or not these sources differ from those well‐known to traditional satisfaction research (i.e. those appropriate for employees with a permanent contract).

The paper is a qualitative study (semi‐structured interviews and fieldwork) among low and medium skilled metalworkers (welders and fitters) in two Dutch companies. The authors were able to identify sources for temp agency work satisfaction: organizational conditions, central personality constructs, labour market experiences, and layoff experiences.

The findings in the paper conclude that satisfaction theory is transferable to temp agency workers, but that future satisfaction research should include less studied factors such as labour market and layoff experiences, as well.

The paper is a qualitative case study research within two Dutch companies and involved a certain occupational group: metalworkers. Consequently, the external transferability of the results (i.e. country, occupational group, industries) may be limited. Furthermore, the research approach used does not allow for the making of casual assumptions. For example, it was not possible to address the question as to whether “perceived alternatives” influences “sensation seeking” or vice versa. Longitudinal questionnaire research could help to clarify such issues. Job satisfaction theory in general is helpful in creating a framework for agency work satisfaction when it comes to Human Resource Management policies and practices. However, in order to explain agency workers' satisfaction, there is a need to broaden the traditional psychologically‐orientated theories and include aspects related to history and (occupational) sociology such as work experience in sectors where non‐permanent employment relationships are common.

The paper shows that hiring‐in companies can contribute to agency workers' satisfaction and, it is believed, other non‐permanent workers such as freelancers and collegial loan‐in, by means of equal treatment policies and practices with respect to job characteristics, development and mobility policies, working conditions, direct employee influence, and (fringe‐) benefits.

In this paper the focus has been on a relatively seldom‐discussed phenomenon in employee attitude research: temp agency work satisfaction. The authors focus on sources that can explain the preference for a ménage à trois employment relationship over life‐time employment arrangements with one employer, i.e. a traditional permanent labour contract between two parties.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

This paper aims to determine the extent of work satisfaction among general practitioners and to examine the variables influencing the different aspects of their work satisfaction.

This was a cross‐sectional survey of general practitioners in the private sector, conducted throughout South Africa, using a self‐administered questionnaire. Univariate statistical models were used to evaluate levels of satisfaction with various facets of work, while inferences about the effect of several independent variables on the work satisfaction facets were drawn from multiple regression models using a stepwise regression procedure.

Doctors were satisfied with the social and personal aspects of their work and dissatisfied with the practice environment pressures and work setting issues. Overall, doctors were dissatisfied with their work and their careers. Being female, working in large groups, having been in practice for 20 years or more, having a high proportion of insured patients and being incentivised to conserve resources were significant predictors of lower overall satisfaction. Clinical freedom, positive perceptions of managed care strategies, remuneration on a fee‐for‐service basis and working in small groups were predictors of greater overall satisfaction.

The paper shows that, although doctors were generally dissatisfied, there are opportunities for enhancing work satisfaction and care provision if policymakers, administrators and health care managers work in collaboration with doctors to provide the specific working conditions that health professionals desire.

The author argues that we must stop and take a look at what our insistence on human labour as the basis of our society is doing to us, and begin to search for possible alternatives. We need the vision and the courage to aim for the highest level of technology attainable for the widest possible use in both industry and services. We need financial arrangements that will encourage people to invent themselves out of work. Our goal, the article argues, must be the reduction of human labour to the greatest extent possible, to free people for more enjoyable, creative, human activities.

The paper seeks to examine the relationships between various work demands and resources and satisfaction with work‐family balance in a sample of German office workers. Work‐to‐family conflict is expected to mediate several relationships between dependent and independent variables.

A sample of 716 office workers from two service sector organizations in Germany participated in a comprehensive online survey. Hierarchical multivariate regressions were used to test the predicted relationships.

Perceived high organizational time expectations, psychological job demands and job insecurity were found to be negatively related to employees' satisfaction with work‐family balance. Work‐to‐family conflict partially mediated those relationships. Social support at work and job control revealed positive relationships with satisfaction with work‐family balance, but contrary to predictions this association persisted after controlling for work‐to‐family conflict.

The study used a cross‐sectional design and employees' self reports which may be problematic in drawing causal conclusions.

The majority of studies in work‐family research look at either work‐family conflict, or more recently, at work‐family facilitation/enrichment, but little research has been conducted on employees' overall assessment of satisfaction with work‐family balance. By investigating relationships between various work demands and resources and the mediating role of work‐to‐family conflict in a sample of German office workers, the study extends previous research and contributes to the work‐family literature by clarifying the relationship between work‐to‐family conflict and satisfaction with work‐family balance.

This paper aims to investigate the impact of pay-for-performance (PFP) perception and pay level satisfaction on work attitudes (job satisfaction, turnover intention and affective commitment) and extra-role behaviors (discretionary effort and interpersonal helping), and further, how three aspects of conditional factors – intrinsic motivation, leader–member exchange (LMX) and perceived organizational support (POS) – moderate the main-effect relationships.

The study was conducted at a Chinese private-owned company in the beauty industry, and a survey was conducted with the frontline employees in each office, asking information about their perceptions and attitudes toward the PFP scheme implemented in the company, work attitudes and performance, individual characteristics and their perceptions of group and organizational characteristics.

Results show that PFP perception and pay level satisfaction are significant predictors of work attitudes and extra-role behaviors. Further, depending on the specific work outcome examined, the three conditioning factors are found to strengthen the hypothesized main-effect relationships. The findings of the study have important theoretical and practical implications for the implementation of PFP schemes in organizations.

The findings contribute to the scholarship on PFP schemes in two ways. First, the findings show that PFP perception and pay level satisfaction are important for understanding employee work attitudes and extra-role behaviors. Second, the investigation of the moderating roles that intrinsic motivation, LMX and POS play in the relationships of PFP perception and pay level satisfaction with the work outcomes provides evidence to the limited understanding about the conditions that may strengthen or weaken the effectiveness of PFP schemes.

Through three dimensions of person–environment (PE) fit, namely person–job (PJ) fit, person–group (PG) fit and person–supervisor (PS) fit, this paper examines generational differences on which dimension is more important to explain Baby Boomers', Generation X's and Generation Y's satisfaction with work.

Gathered from a sample of 1,065 employees in the province of Québec, Canada, data were analyzed through one-way ANOVA and structural equation modeling.

The findings suggest that Generation X scored lower on satisfaction with work, that there is a difference in the level of PG fit and PS fit between the generations, and that PJ fit explains satisfaction with work for all generations, while PG fit is significant only for Generation Y employees.

This paper sheds light on the importance for practitioners, when implementing human resource (HR) policies and strategies aiming to increase satisfaction with work, of prioritizing PJ fit and to consider PG fit for Generation Y members.

This research provides a meaningful contribution to current knowledge on generational diversity in the workplace and its impact on managerial practices by examining different levels of satisfaction with work and of PJ, PG and PS fit for three generations and the importance of each type of fit in explaining satisfaction with work for theses generations.

Banking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.

This study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) and χ² statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.

The results of the study show the presence of variance (R² 61.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.

The opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.

A planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.

The paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.