Research has suggested people have two distinct hedonic self-regulatory systems, promotion self-regulatory focus and prevention self-regulatory focus. Individuals in promotion focus are sensitive to the presence of gains and positive results. On the other hand, individuals in prevention focus are sensitive to the absence of losses. This study merged conceptual arguments, and developed and teste...

We examine whether data routinely collected in household surveys and surveys of workers can be used to construct a measure of underlying match quality between worker and firm which helps test matching models and predict subsequent labour market outcomes of workers. We use subjective data from employees both on reported levels of job satisfaction with various aspects of the current job and on wh...

BACKGROUND Person-organization (P-O) fit is a predictor of job satisfaction, and a misfit is a potential stressor. We aimed to examine the consequences of fit between a person and an organization in terms of goal pursuit strategies. We tested whether job satisfaction mediates the relationship between regulatory fit and mental health. MATERIAL AND METHODS Research was conducted in a group of 1...

AIM This article focuses on employee performance-management practices in the healthcare sector. We specifically aim to contribute to a better understanding of the impact of employee performance-management practices on affective well-being of nurses in hospitals. Theory suggests that the features of employee-performance management (planning and evaluation of individual performances) predict affe...

One hundred and sixty-nine bank employees were investigated with the Orientation to Work Values Inventory by Seifert and Bergmann (values; Seifert & Bergmann, 1983), and the Work Description Inventory by Neuberger and Allerbeck (importance and satisfaction with work aspects, overall job satisfaction; Neuberger & Allerbeck, 1978). The data show complex connections between values and the perceive...

Perceived autonomy, overall job satisfaction, and specific work incentives and disincentives were surveyed in 249 occupational therapists. Respondents rated autonomy and job satisfaction moderately high. They perceived achievement, interpersonal relationships with co-workers, and the nature of the work itself as incentives. The lack of organizational support for training, opportunity for advanc...

We explored direct and indirect influences of physical work environment on job satisfaction in a nationally representative sample of 1,141 early-career registered nurses. In the fully specified model, physical work environment had a non-significant direct effect on job satisfaction. The path analysis used to test multiple indirect effects showed that physical work environment had a positive ind...

Levels of self-reported job satisfaction and motivation were measured by survey in a sample of 286 teachers. Using the discrete choice framework, the paper tries to assess the relevance of the considered indicators (demographic, social, motivational) in overall teaching work satisfaction. The findings provide evidence that job satisfaction is correlated significantly with level of university de...

In an effort to increase staff engagement and opportunities for greater two-way communication between managers and staff, a strategic plan was developed involving administration of an agency-wide staff satisfaction survey. A comprehensive survey was administered to nearly 1700 employees throughout the agency, which encompasses several diverse bureaus ranging from child and family services, agin...

AIM Improving community health worker's performance is vital for an effective health system in developing countries. In Malawi, hardly any research has been done on factors that motivate this cadre. This qualitative assessment was undertaken to identify factors that influence motivation and job satisfaction of health surveillance assistants (HSAs) in Mwanza district, Malawi, in order to inform ...