دانلود و نمایش مقالات مرتبط با Job Satisfaction::صفحه 1
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نتیجه جستجو - Job Satisfaction

تعداد مقالات یافته شده: 35
ردیف عنوان نوع
1 R-I-C-H with well-being: An entrepreneurial mindset for thriving in early-stage entrepreneurship
R-I-C-H with well-being: An entrepreneurial mindset for thriving in early-stage entrepreneurship-2020
Entrepreneurs enjoy high well-being, yet they report factors that typically reduce well-being. We examined well- being of early-stage entrepreneurs across two studies. Using self-determination theory (SDT), we theorize that entrepreneurs’ autonomy, job security, and resource-induced coping heuristic (RICH) have direct and interacting effects that shape their environment toward enhancing well-being. Results largely support our hypotheses. Interaction effects highlight that entrepreneurial well-being environments are conditional on the interplay of SDT-related factors. Three-way interactions showed the RICH buffered negative effects of low autonomy and job security on job satisfaction and financial well-being.
Keywords: Autonomy | Financial well-being | Job satisfaction | Job security | Resource-induced coping heuristic | Self-determination theory
مقاله انگلیسی
2 Impact of leadership behavior of a project manager on his/her subordinates jobattitudes and job-outcomes
تأثیر رفتار رهبری یک مدیر پروژه بر شغل و نتایج شغلی زیردستان-2020
Purpose: Aim of this research is to investigate people issues in project management that fail projects in obtaining desired results, in doing so the author investigated the impact of different leadership behaviors of project managers on driving job attitudes and job outcomes of project employees. Design/methodology approach: Data was obtained from 757 project workers working in 67 groups in 15 different projects in Asia mostly from China and Middle East. Data on the respondents leadership behaviors, and how these affect the subordinates job attitudes, was collected using Northouses Leadership Style Assessment, Williams and Andersons employees job performance along with Michael Jalberts Job Retention scale. Subordinates job satisfaction, measured with the scale developed by Agho, Price and Mueller, Job involvement measured using Richardson, H. A., & Vandenbergs job involvement scale and Porters job commitment scale was used for measuring subordinates job commitment. Findings: The findings lend support to the view that leadership behavior is an antecedent of a project employees job attitudes like job satisfaction, job involvement and job commitment and job outcomes like job retention and job performance. Originality/value: The study although conducted in Asian perspective, however the findings have relevance with broader scope of the project management. The outcomes of this research will be helpful for project managers in maximizing workforce potential by adopting right behavior.
Keywords: Leadership behavior | Job performance | Job involvement | Job retention | Job satisfaction | Project management
مقاله انگلیسی
3 “Hands on” versus “empty”: Supervision experiences of frontline child welfare workers
"دست های پر" دربرابر" خالی": تجربیات نظارتی کارگران کودک طلایه دار-2018
Quality supervision positively relates to frontline child welfare worker job satisfaction; worker empowerment and self-efficacy; the quality of client outcomes; and worker retention. Despite the importance of supervisory experiences, few studies describe workers perceptions of their relationships and experiences with their supervisors. The study applied the tenet of self-perpetuating, reinforcing relationships within the social exchange theory to understand newly-hired workers experiences of supervision. We used inductive, thematic analysis to examine interview data focused on workers transitions from training to casework including their supervision experiences. The qualitative subsample (N = 38) was drawn from the Florida Study of Professionals for Safe Families (FSPSF), a statewide sample of recently-hired frontline child welfare workers. Approximately one half of workers considered their current supervisory experiences as “hands on” and cooperative while the remaining half, conversely, described them as “empty” and detached. Findings reflect interactions in four domains: supervisor availability and approachability; consistency of provided information; level of micromanagement; and level of support. Workers, regardless of their experiences, expected supervisors to be available, knowledgeable, micromanagers, and supportive. Congruent with self-perpetuating, reinforcing relationships, almost universally, workers with cooperative experiences had their expectations met in each domain while those with detached experiences struggled in each area. Findings yield implications for training to guide relationships between supervisors and newly-hired workers: provide “hands on” supervisors and “check in” with newly-hired workers; provide micromanagement, including periodic accompaniment on home visits; provide an agency-approved checklist to guide workers through case processes; and support workers holistically.
keywords: Child welfare workers |Supervision |Training |Preparation |Workplace support
مقاله انگلیسی
4 Effects of corporate social responsibility on employees in the casino industry
تاثیرات مسئولیت پذیری اجتماعی شرکتی روی کارکنان در صنعت تفریح-2018
The current study examines CSR issues in the casino context from employees perspectives, especially due to the essential role of employees for business success in service industries. This study first investigates the main effect of employees perceived CSR on organizational commitment, mediated by job satisfaction. This study further explores this mediated relationship by incorporating employees perceptions of the casino industry as a moderator, based on social identity theory which appears particularly well-suited to support the proposed moderating effect in the casino context due to the industrys controversial nature. The results support the proposed hypotheses, making theoretical and managerial implications, especially with the finding of employees perceptions of the casino industry as a new and significant moderator. Such finding also makes a managerial contribution by suggesting the importance of creating and/or improving employees general perceptions about the casino industry which will eventually help to enhance the employees commitment to their organization.
keywords: Corporate social responsibility |Perceptions of the casino industry |Organizational commitment |Job satisfaction
مقاله انگلیسی
5 تاثیر استرس شغلی بر رضایتمندی شغلی کارکنان: مطالعه تجربی بانک های خصوصی پاکستان
سال انتشار: 2018 - تعداد صفحات فایل pdf انگلیسی: 16 - تعداد صفحات فایل doc فارسی: 13
کارکنان تقریبا در هر بخش کاری تحت تاثیر استرس هستند که در نهایت تاثیر منفی بر رضایتمندی شغلی آنها می گذارد. هدف این مقاله بررسی تاثیر استرس کارکنان بر رضایتمندی شغلی آنها در بانک های خصوصی مشغول به کار در پنجاب به ویژه در منطقه مولتان می باشد. این مقاله با استفاده از پرسشنامه ساختار یافته انجام شد. تعداد کل 185 پرسشنامه توزیع گردید که از بین آنها 162 مورد پاسخ داده و به ما برگردانده شدند. آزمون اعتبار برای بررسی اعتبار ابزار تحقیق به کار رفت. تحلیل داده ها با استفاده از نرم افزار اس پی اس اس مدل 17 انجام شد. تحلیل تناسب و تحلیل رگرسیون به عنوان تکنیک های آماری تحلیل داده هابه کار رفت. تاثیر محیط کار، پاداش های مالی، حجم کار، اقتدار در تصمیم گیری و رفتار مدیریت بر رضایتمندی شغلی بررسی گردید. نتیجه گرفته شد که رابطه منفی قوی بین محیط کار، پاداش های مالی، اقتدار در تصمیم گیری و رفتار مدیریت از رضایتمندی شغلی وجود دارد. به هر حال تاثیر مثبت حجم کار بر رضایتمندی شغلی نیز مشاهده گردید. این تاثیر همچنین با برخی مطالعات قبلی پشتیبانی و تایید شد.
واژگان کلیدی: استرس شغلی | رضایتمندی شغلی | بخش بانکداری خصوصی | محیط کاری | پاداش های مالی | اقتدار در تصمیم گیری | رفتار مدیریت | حجم کار در شغل
مقاله ترجمه شده
6 A qualitative exploration of day spa therapists work motivations and job satisfaction
یک بررسی کیفی انگیزه های کاری درمانگر های روزانه با آب چشمه و رضایت شغلی-2018
The spa industry has been growing rapidly in Thailand since the 1990s (Hirankitti, Mechinda, & Manjing, 2009). Being that employee productivity is a primary factor driving the success of a business, it is important to understand how employees are motivated, engaged, and retained at the work place. Therefore, the goal of this research study is to explore attitudes and levels of job satisfaction among Thai spa therapists working at day spas. An in-depth interview process was used as the primary qualitative research method for this study. Fifteen interviews were given and from a thematic analysis of the data, five themes emerged. These themes included strong open relationships in the workplace, tangible benefits, deeply rewarding career beyond financial benefits, involvement in day spa development process, and job perception conflict. Spa therapists internal fulfillment was generated through good relationships with spa operators, co-workers, and customers as well as through involvement in the decision making process. Expectancy theory provides a model that helps explain the results of this study. Through a continuous motivation-effort-reward cycle, employees develop feelings of being satisfied with their jobs. Therefore, it is important for spa employers to be aware of the needs of their employees and to create opportunities for employees to successfully meet those needs in order to increase job satisfaction and work performance.
keywords: Expectancy theory |Day spa therapists |Work motivations |Job satisfaction |Thailand |Qualitative research
مقاله انگلیسی
7 Using fuzzy DEMATEL in modeling the causal relationships of the antecedents of organizational citizenship behavior (OCB) in the hospitality industry: A case study in the Philippines
استفاده از DEMALTE فازی در مدلسازی روابط علی سوابق رفتار شهروندی سازمانی در صنعت مهمانداری: یک مطالعه موردی در فیلیپین-2018
This paper attempts to identify the antecedents of organizational citizenship behavior (OCB) in the hospitality industry and to determine their causal relationships. As a case study, experts with key positions in top hotels and restaurants in Cebu, Philippines were asked to identify the OCB antecedents they observe and experience in practice. Using fuzzy DEMATEL to understand the causal relationships with imprecise information, organizational commitment emerged as the most prominent antecedent with the highest number of impact, both given and received. Furthermore, human resource practices appeared as the most influential antecedent, which showed a higher degree of causality to the other antecedents. Finally, job satisfaction and employee engagement have the highest number of impacts received which means that they are more dependent on other antecedents in the list. These findings may serve as guidelines in making resource allocation decisions, employee performance evaluation and human resource strategy formulation, among others.
keywords: Organizational citizenship behavior |Antecedents |Fuzzy set theory |DEMATEL |Hospitality industry
مقاله انگلیسی
8 Work–leisure conflict and its consequences: Do generational differences matter?
تعارض کار - تفریح و پیامدهای آن: آیا تفاوت های نسلی اهمیت دارد؟-2018
Work–leisure conflict in employees’ personal lives causes negative attitudes and behaviors. However, few studies have concentrated on the consequences of work–leisure conflict. This research investigated leisure satisfaction, psychological well-being, and job satisfaction as they related to such conflict. The moderating influences of generational differences on the associations between work–leisure conflict and these three consequences were also examined. Survey data were collected from 363 employees of the tourism and hospitality industry in Taiwan. The findings demonstrated that work-to-leisure conflict negatively affects leisure satisfaction, psychological well-being, and job satisfaction. Leisure-to-work conflict is negatively related to job satisfaction. Furthermore, generational differences moderate the relationships of work-to-leisure conflict–leisure satisfaction, work-to-leisure conflict–psychological well-being, work-to-leisure conflict–job satisfaction, and leisure-to-work conflict–job satisfaction. Implications for management and future research are discussed.
keywords: Work–leisure conflict |Leisure satisfaction |Psychological well-being |Job satisfaction |Generational differences
مقاله انگلیسی
9 درک رابطه بین رضایت ارتباطی، عدالت مشاهده شده و رفتار سازمانی شهروندی
سال انتشار: 2017 - تعداد صفحات فایل pdf انگلیسی: 10 - تعداد صفحات فایل doc فارسی: 40
این مطالعه کاربرد عدالت و مفاهیم رفتارهای سازمانی شهروندی و رضایت شغلی را جهت به دست آوردن اثرات بررسی نشده قبلی از طریق بررسی رابطه بین رضایت ارتباطی، عدالت مشاهده شده و رفتارهای سازمانی شهروندی در بین کارکنان چینی مورد بررسی قرار می دهد. ما پیش بینی می کنیم که عدالت مشاهده شده در رابطه بین رضایت ارتباطی و رفتارهای سازمانی شهروندی وساطت خواهد کرد. ما همچنین پیش بینی می کنیم که رضایت ارتباطی در رابطه بین عدالت مشاهده شده و رفتارهای سازمانی شهروندی وساطت خواهد کرد. از تحلیل های کمّی برای تحلیل این روابط استفاده شد. از روش FsQCA به عنوان یک روش اضافی برای بررسی اثر واسطه ای استفاده شد. نتایج نشان می دهند که رفتارهای سازمانی شهروندی از طریق رضایت ارتباطی و عدالت مشاهده شده تحت تاثیر قرار می گیرد. رضایت ارتباطی یک واسطه بین عدالت مشاهده شده و رفتارهای سازمانی شهروندی است. عدالت مشاهده شده یک واسطه بین رضایت ارتباطی و رفتارهای سازمانی شهروندی نیست. یافته ها نشانگر نیاز به ارتقای روشهای ارتباطی و خلق یک محیط کاری منصفانه به منظور ترغیب رفتارهای احتیاطی هستند. دلالت های عملی و تئوریکی به همراه محدودیت ها بحث می شوند.
کلیدواژه ها: رضایت ارتباطی | منابع انسانی | مشاهدات عدالت | ماکائو | رفتارهای سازمانی شهروندی
مقاله ترجمه شده
10 Are smarter people happier? Meta-analyses of the relationships between general mental ability and job and life satisfaction
ایا افراد باهوش شادترند ؟ متاآنالیز روابط بین توانایی ذهنی عمومی و رضایت شغلی و زندگی-2017
Despite folk and scholarly interest on the relationship between intelligence and happiness, there is an absence of cumulative knowledge on this topic to guide theory and practice. Ac cordingly, we conducted meta-analyses of the relationships of general mental ability (GMA) with two organizationally relevant indicators of happiness (i.e., job and life satisfaction). Draw ing on the gravitation model and job design theory, we test a model that posits GMA has positive indirect effects on job and life satisfaction through the mediating effects of job com plexity and income. Overall, the results of the meta-analyses showed that there was a small, positive correlation between GMA and both job satisfaction (ρ = 0.05) and life satisfaction (ρ = 0.11). The results of meta-analytic path analysis generally supported the hypothesized model. Further, there was an unexpected negative, direct relationship between GMA and job satisfaction. We discuss the implications of these findings for theory and practice.
Keywords: General mental ability | Job satisfaction | Life satisfaction | Gravitation model | Job characteristics
مقاله انگلیسی
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