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Sample records for higher job autonomy

  1. Job autonomy and job satisfaction: new evidence

    OpenAIRE

    Taylor, J; Bradley, S; Nguyen, A N

    2003-01-01

    This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, ...

  2. Netherlands: Steady decline in job autonomy

    NARCIS (Netherlands)

    Muller, J.; Hooftmann, W.; Houtman, I.L.D.

    2015-01-01

    Research shows that job autonomy has predominantly positive effects, such as the prevention of stress, burnout and cardiovascular disease. Employees with a good deal of autonomy generally report better well-being, are more productive, more creative, have more self-esteem and have higher work

  3. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    Science.gov (United States)

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  4. Autonomy and job satisfaction for a sample of Greek teachers.

    Science.gov (United States)

    Koustelios, Athanasios D; Karabatzaki, Despina; Kousteliou, Ioanna

    2004-12-01

    Analysing the relation between Job Satisfaction and Autonomy in a sample of 300 Greek teachers (114 men and 186 women, 28 to 59 years old) from primary and secondary schools, showed statistically significant positive correlations between Job Satisfaction and Autonomy. Particularly, Autonomy was correlated with Job Itself (.21), Supervision (.22), and the Organizational as a Whole (.27), aspects of Job Satisfaction. Findings are in line with previous studies conducted in different cultural contexts. Percent common variance accounted for is small.

  5. Experienced job autonomy among maternity care professionals in The Netherlands.

    Science.gov (United States)

    Perdok, Hilde; Cronie, Doug; van der Speld, Cecile; van Dillen, Jeroen; de Jonge, Ank; Rijnders, Marlies; de Graaf, Irene; Schellevis, François G; Verhoeven, Corine J

    2017-11-01

    High levels of experienced job autonomy are found to be beneficial for healthcare professionals and for the relationship with their patients. The aim of this study was to assess how maternity care professionals in the Netherlands perceive their job autonomy in the Dutch maternity care system and whether they expect a new system of integrated maternity care to affect their experienced job autonomy. A cross-sectional survey. The Leiden Quality of Work Life Questionnaire was used to assess experienced job autonomy among maternity care professionals. Data were collected in the Netherlands in 2015. 799 professionals participated of whom 362 were primary care midwives, 240 obstetricians, 93 clinical midwives and 104 obstetric nurses. The mean score for experienced job autonomy was highest for primary care midwives, followed by obstetricians, clinical midwives and obstetric nurses. Primary care midwives scored highest in expecting to lose their job autonomy in an integrated care system. There are significant differences in experienced job autonomy between maternity care professionals. When changing the maternity care system it will be a challenge to maintain a high level of experienced job autonomy for professionals. A decrease in job autonomy could lead to a reduction in job related wellbeing and in satisfaction with care among pregnant women. Copyright © 2017. Published by Elsevier Ltd.

  6. Why job autonomy matters for young companies' performance: company maturity as a moderator between job autonomy and company performance

    NARCIS (Netherlands)

    Preenen, P.T.Y.; Howaldt, J.; Oeij, P.R.A.; Dhondt, S.; Kraan, K.O.; Jansen, E.

    2016-01-01

    Although the positive impact of job autonomy has been widely shown for individual-level employee outcomes, research on job autonomy and company-level outcomes has been surprisingly scarce. Therefore, among 3,311 companies in the Netherlands, we investigate the relationship between employees' job

  7. Investigating the Influences of Core Self-Evaluations, Job Autonomy, and Intrinsic Motivation on In-Role Job Performance

    Science.gov (United States)

    Joo, Baek-Kyoo; Jeung, Chang-Wook; Yoon, Hea Jun

    2010-01-01

    This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived higher in-role job performance when they had…

  8. Professional autonomy and job satisfaction: survey of critical care nurses in mainland Greece.

    Science.gov (United States)

    Iliopoulou, Katerina K; While, Alison E

    2010-11-01

    This paper is a report of a study conducted to describe Greek critical care nurses' views on professional autonomy and its relationship with job satisfaction and other work-related variables. Professional autonomy is generally considered a highly desirable nursing attribute and a major factor in nurse job satisfaction. In the critical care environment, a high level of accountability, responsibility and autonomy are required to optimize outcomes of critically unstable patients. A questionnaire survey was conducted with a convenience sample of Greek critical care nurses (n = 431; response rate 70%) in 2007. Data were collected on professional autonomy, job satisfaction, role conflict and role ambiguity. Overall, nurses reported acting moderately autonomously. Younger nurses reported statistically significant lower levels of autonomy. Higher levels of autonomy were reported by female nurses. Multiple logistic regression revealed that appointment level, type of critical care unit and registration with a professional organization were independently associated with autonomy. A positive moderate association was found between reported autonomy, job satisfaction, role conflict and role ambiguity, but there was no relationship between job satisfaction and reported role conflict and role ambiguity. Further education, role enhancement and support are required for nurses working in critical care in Greece if they are to achieve the maximum potential of their professional role. Failure to address the perceptions of professional autonomy may have an impact on staff retention, because of job dissatisfaction. © 2010 Blackwell Publishing Ltd.

  9. Experienced job autonomy among maternity care professionals in The Netherlands

    NARCIS (Netherlands)

    Perdok, H.; Cronie, D.; Speld, C. van der; Dillen, J. van; Jonge, A . de; Rijnders, M.; Graaf, I. de; Schellevis, F.G.; Verhoeven, C.J.

    2017-01-01

    OBJECTIVE: High levels of experienced job autonomy are found to be beneficial for healthcare professionals and for the relationship with their patients. The aim of this study was to assess how maternity care professionals in the Netherlands perceive their job autonomy in the Dutch maternity care

  10. Experienced job autonomy among maternity care professionals in The Netherlands

    NARCIS (Netherlands)

    Perdok, Hilde; Cronie, Doug; van der Speld, Cecile; van Dillen, Jeroen; de Jonge, Ank; Rijnders, Marlies; de Graaf, Irene; Schellevis, François G.; Verhoeven, Corine J.

    2017-01-01

    Objective: High levels of experienced job autonomy are found to be beneficial for healthcare professionals and for the relationship with their patients. The aim of this study was to assess how maternity care professionals in the Netherlands perceive their job autonomy in the Dutch maternity care

  11. Experienced job autonomy among maternity care professionals in The Netherlands

    NARCIS (Netherlands)

    Perdok, H.; Cronie, D.; Speld, C. van der; Dillen, J. van; Jonge, A. de; Rijnders, M.; Graaf, I. de; Schellevis, F.G.; Verhoeven, G.

    2017-01-01

    Objective High levels of experienced job autonomy are found to be beneficial for healthcare professionals and for the relationship with their patients. The aim of this study was to assess how maternity care professionals in the Netherlands perceive their job autonomy in the Dutch maternity care

  12. Experienced job autonomy among maternity care professionals in The Netherlands.

    NARCIS (Netherlands)

    Perdok, H.; Cronie, D.; Speld, C. van der; Dillen, J. van; Jonge, A. de; Rijnders, M.; Graaf, J. de; Schellevis, F.; Verhoeven, C.

    2017-01-01

    Objective: High levels of experienced job autonomy are found to be beneficial for healthcare professionals and for the relationship with their patients. The aim of this study was to assess how maternity care professionals in the Netherlands perceive their job autonomy in the Dutch maternity care

  13. Abusive supervision, psychosomatic symptoms, and deviance: Can job autonomy make a difference?

    Science.gov (United States)

    Velez, Maria João; Neves, Pedro

    2016-07-01

    Recently, interest in abusive supervision has grown (Tepper, 2000). However, little is still known about organizational factors that can reduce its adverse effects on employee behavior. Based on the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predict that job autonomy acts as a buffer of the positive relationship between abusive supervision, psychosomatic symptoms and deviance. Therefore, when job autonomy is low, a higher level of abusive supervision should be accompanied by increased psychosomatic symptoms and thus lead to higher production deviance. When job autonomy is high, abusive supervision should fail to produce increased psychosomatic symptoms and thus should not lead to higher production deviance. Our model was explored among a sample of 170 supervisor-subordinate dyads from 4 organizations. The results of the moderated mediation analysis supported our hypotheses. That is, abusive supervision was significantly related to production deviance via psychosomatic symptoms when job autonomy was low, but not when job autonomy was high. These findings suggest that job autonomy buffers the impact of abusive supervision perceptions on psychosomatic symptoms, with consequences for production deviance. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  14. The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance.

    Science.gov (United States)

    Morgeson, Frederick P; Delaney-Klinger, Kelly; Hemingway, Monica A

    2005-03-01

    Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.

  15. [A pilot study of the professional autonomy, job satisfaction, and related factors of nurses at a regional hospital].

    Science.gov (United States)

    Wu, Lin-Chu; Maa, Suh-Hwa; Chung, Tieh-Chi; Huang, Kuei-Hsiang; Hsieh, Ming-Chu; Chen, Chiung-Hua

    2014-10-01

    Professional autonomy often causes confusion in nursing staffs that limit their ability to perform to the best of their professional capabilities. Moreover, heavy and busy workloads reduce the energy available for work resulting in lower working efficiency and lower job satisfaction. This study explores the status and factors related to professional autonomy and job satisfaction in nurses. A cross-sectional design was used to target the nurses employed at a regional hospital in southern Taiwan. Data on locus of control, professional autonomy, and job satisfaction were collected for analysis. Data were collected from 207 nurses, with 196 valid responses (response rate: 94.69%). One hundred and forty-six subjects (74.5%) were found to have an internal locus of control personality type. Scores for both professional autonomy and job satisfaction were above the "moderate" level (averages: 3.37 and 3.32, respectively, on a maximum scale of 5). Social demographic differences contributed to the variance in professional autonomy and job satisfaction among participants. Professional autonomy was found to be positively associated with job satisfaction. The findings of this study indicate that nurses with an internal locus of control personality exhibit higher professional autonomy and job satisfaction and that higher professional autonomy is associated with higher job satisfaction.

  16. Effective Autonomy, Organisational Relationships and Skilled Jobs in Subsidiaries

    DEFF Research Database (Denmark)

    Gammelgaard, Jens; McDonald, Frank; Tüselmann, Heinz

    2011-01-01

    Purpose – The purpose of this paper is to explore how the proportion of skilled jobs in subsidiaries is influenced by resource gaps created by subsidiary development. Design/methodology/approach – This paper develops a range of propositions that connect the constructs of effective autonomy...... implications – The conceptual model can help parent company managers assess the likely effects of developments in effective autonomy and organisational relationships in their subsidiaries. Subsidiary managers can assess the possible impact of such factors as development of entrepreneurial activities......, specialization within the multinational corporation supply chain and enhancement of absorptive capacity on the proportion of skilled jobs. Originality/value – This paper is the first to describe subsidiary development from a skilled job perspective. It further develops the concept of autonomy and introduces...

  17. [Physician and autonomy: on time perception and job satisfaction].

    Science.gov (United States)

    Huisman, Frank G

    2015-01-01

    Is it true that haste is sneaking into medicine? In this article, it is argued that it mainly concerns the perception of being rushed, which is caused by a loss of autonomy of the modern physician. In the fifties, physicians were busy as well, but because they enjoyed a greater degree of autonomy compared to their contemporary colleagues, they did not experience this in a negative way. Due to increased bureaucracy and the introduction of market dynamics, the medical profession has lost autonomy, which in turn led to a loss of job satisfaction.

  18. How important are autonomy and work setting to nurse practitioners' job satisfaction?

    Science.gov (United States)

    Athey, Erin K; Leslie, Mayri Sagady; Briggs, Linda A; Park, Jeongyoung; Falk, Nancy L; Pericak, Arlene; El-Banna, Majeda M; Greene, Jessica

    2016-06-01

    Nurse practitioners (NPs) have reported aspects of their jobs that they are more and less satisfied with. However, few studies have examined the factors that predict overall job satisfaction. This study uses a large national sample to examine the extent to which autonomy and work setting predict job satisfaction. The 2012 National Sample Survey of Nurse Practitioners (n = 8311) was used to examine bivariate and multivariate relationships between work setting and three autonomy variables (independent billing practices, having one's NP skills fully utilized, and relationship with physician), and job satisfaction. NPs working in primary care reported the highest levels of autonomy across all three autonomy measures, while those working in hospital surgical settings reported the lowest levels. Autonomy, specifically feeling one's NP skills were fully utilized, was the factor most predictive of satisfaction. In multivariate analyses, those who strongly agreed their skills were being fully utilized had satisfaction scores almost one point higher than those who strongly disagreed. Work setting was only marginally related to job satisfaction. In order to attract and retain NPs in the future, healthcare organizations should ensure that NPs' skills are being fully utilized. ©2015 American Association of Nurse Practitioners.

  19. The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

    Science.gov (United States)

    Chung-Yan, Greg A

    2010-07-01

    This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed.

  20. Job autonomy, its predispositions and its relation to work outcomes in community health centers in Taiwan.

    Science.gov (United States)

    Lin, Blossom Yen-Ju; Lin, Yung-Kai; Lin, Cheng-Chieh; Lin, Tien-Tse

    2013-06-01

    It has been debated that employees in a government or public ownership agency may perceive less need for growth opportunities or high-powered incentives than is the case for employees in private organizations. This study examined employees' job autonomy in government-run community health centers, its predispositions and its relation to their work outcomes. A cross-sectional study was conducted in Taiwan. From 230 responding community health centers, 1380 staff members responded to the self-completed, structured questionnaire. Structural equation modeling revealed that employees' job autonomy has positive work outcomes: greater work satisfaction, and less intent to transfer and intentions to leave. In addition, job autonomy was related to employees' higher education levels, medical profession, permanent employment and serving smaller populations. Moreover, employees' age, educational levels, medical profession and employment status were found to be related to their work satisfaction, intent to transfer and intent to leave.

  1. Library Informational Technology Workers: Their Sense of Belonging, Role, Job Autonomy and Job Satisfaction

    Science.gov (United States)

    Lim, Sook

    2007-01-01

    This study examines the characteristics of library information technology (IT) workers using a mail survey. The IT workers showed a moderate level of a sense of belonging, playing the broker's role, job autonomy, and job satisfaction. There were differences between librarian IT workers and non-librarian IT workers regarding most of these…

  2. Predicting Job Crafting From the Socially Embedded Perspective: The Interactive Effect of Job Autonomy, Social Skill, and Employee Status

    OpenAIRE

    Sekiguchi, Tomoki; Li, Jie; Hosomi, Masaki

    2017-01-01

    Job crafting represents the bottom-up process of change employees make in their work boundaries and plays an important role in the management of organizational change. Following the socially embedded perspective, we examine the roles of job autonomy, social skill, and employee status in predicting job crafting. Study 1 with a sample of 509 part-time employees found that job autonomy and social skill not only directly but also interactively influenced job crafting. Study 2 with a sample of 564...

  3. The Effects of Job Autonomy on Work Outcomes: Self Efficacy as an Intervening Variable

    OpenAIRE

    Susanti Saragih

    2011-01-01

    The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job au...

  4. How to Inspire University Librarians to Become "Good Soldiers"? The Role of Job Autonomy

    Science.gov (United States)

    Peng, Yu-Ping; Hwang, Shiuh-Nan; Wong, Jehn-Yih

    2010-01-01

    This study uses a structural equation model to examine the effect of job autonomy on the relationship between job satisfaction and organizational citizenship behavior for university librarians in Taiwan. Findings indicate that this relationship is stronger when job autonomy is high; we then discuss some implications for the librarianship…

  5. Autonomy and Job Satisfaction : The Moderating Effect of Perceived Supervisor Support A study on the Yemeni Context

    OpenAIRE

    Al-Marwani, Ahmed AbdulJalil Ahmed

    2015-01-01

    Job autonomy has been recognized to be one of the main job characteristics in job design, leading to several favourable job outcomes such as job satisfaction. By definition, autonomy has been widely recognized to contain three main components. Yet, studies that address the three components individually are scarce. The purpose of this study was to investigate the relationship between each one of the three components of job autonomy and job satisfaction. This study also aims to examine the cont...

  6. The Paradox of Authentic Selves and Chameleons: Self-monitoring, Perceived Job Autonomy and Contextual Performance

    OpenAIRE

    Giuseppe. Soda; Lorenzo. Bizzi

    2011-01-01

    We investigate how self-monitoring combines with the degree of perceived job autonomy to affect contextual performance. We explore both a mediation model, built on theories on individual differences in the perception of job characteristics, and a moderation model, built on theories of the interaction between personality and perceived job situation. Empirical evidence suggests that self-monitoring and perceived job autonomy significantly predict contextual performance. In addition, an inter...

  7. Job design trade-offs between stability, clarity and autonomy in interdependent work systems

    NARCIS (Netherlands)

    Vuori, T.; Kira, M.; Eijnatten, van F.M.

    2010-01-01

    It is well established that increasing the stability of demands, the clarity of work, and autonomy in individual jobs enhances motivation and well-being. However, jobs are often interconnected which makes it difficult to change one single job, without negatively influencing other jobs. Existing

  8. Effect of Job Autonomy Upon Organizational Commitment of Employees at Different Hierarchical Level

    Directory of Open Access Journals (Sweden)

    Shalini Sisodia

    2013-10-01

    Full Text Available The main aim of the present study was to examine the effect of job autonomy upon organizational commitment of employees at different hierarchical level. A study was made on randomly selected 100 male employees who work in different organizations in Agra, who were administered Organizational Commitment Scale (by Allen & Meyer, 1990 and Job Autonomy Scale (by Das, Arora, & Singhal, 2000. On the basis of median of the job autonomy scores, the sample was divided into two groups (1 high job autonomy group and (2 low job autonomy group and on the basis of hierarchical level, the employees were divided into two groups (1 50 high hierarchical level employees’ including managers, etc. and (2 50 low hierarchical level employees, e.g. clerical staff, etc. The 2x2 factorial design was formed for this purpose and four groups of employees were formed (1 high hierarchy, high autonomy group (2 high hierarchy, low autonomy group(3 low hierarchy, high autonomy group and (4 low hierarchy, low autonomy group. A two-way analysis of variance was employed to compare the level of organizational commitment of each of the four groups. There is a significant difference found between job commitment of employees with high and low job autonomy (F = 4.670, p < .05. There is a significant difference found between job commitment of employees of high hierarchical group and those of low hierarchical group (F = 40.691, p < .01 and significant interaction effect found between job autonomy and hierarchical level upon organizational commitment of employees (F = 6.114, p < .05.

  9. The relationship of educational preparation, autonomy, and critical thinking to nursing job satisfaction.

    Science.gov (United States)

    Zurmehly, Joyce

    2008-10-01

    This descriptive correlational study explored factors influencing job satisfaction in nursing. Relationships between educational preparation, autonomy, and critical thinking and job satisfaction were examined. A convenience sample of 140 registered nurses was drawn from medical-surgical, management, and home health nursing specialties. The nurses were asked to complete the Watson-Glaser Critical Thinking Appraisal and Minnesota Satisfaction Questionnaire. Relationships between variables were analyzed to determine which explained the most variance in job satisfaction. Results indicated significant positive correlations between total job satisfaction and perceived autonomy, critical thinking, educational preparation, and job satisfiers. Significant negative correlations between job dissatisfiers and total job satisfaction were also found. Understanding nursing job satisfaction through critical thinking, educational level, and autonomy is the key to staff retention. Further research focusing on increasing these satisfiers is needed.

  10. Administrator Job Satisfaction in Higher Education

    Science.gov (United States)

    Howard-Baldwin, Tonia; Celik, Bekir; Kraska, Marie

    2012-01-01

    The purpose of the study was to investigate the job satisfaction of men and women administrators in higher education in a four-year university in the southeast. In addition, the study examined whether there was a relationship between gender and overall job satisfaction, work climate, and job structure. Data were collected in the spring of 2009. …

  11. Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation.

    Science.gov (United States)

    Malinowska, Diana; Tokarz, Aleksandra; Wardzichowska, Anna

    2018-02-07

    This study integrates the Self Determination Theory and the Job Demands-Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  12. Learning Autonomy: Higher Education Reform in Kazakhstan

    Science.gov (United States)

    Hartley, Matthew; Gopaul, Bryan; Sagintayeva, Aida; Apergenova, Renata

    2016-01-01

    Higher education is a key economic and social priority in the global arena. Many countries have sought to advance reforms aimed at increasing access, promoting greater educational quality, and ensuring financial responsibility and sustainability. Often, strategies for achieving these aims are informed by experiences elsewhere. However,…

  13. Teacher self-efficacy and perceived autonomy: relations with teacher engagement, job satisfaction, and emotional exhaustion.

    Science.gov (United States)

    Skaalvik, Einar M; Skaalvik, Sidsel

    2014-02-01

    When studied separately, research shows that both teacher self-efficacy and teacher autonomy are associated with adaptive motivational and emotional outcomes. This study tested whether teacher self-efficacy and teacher autonomy are independently associated with engagement, job satisfaction, and emotional exhaustion. 2,569 Norwegian teachers in elementary school and middle school (719 men, 1,850 women; M age = 45.0 yr., SD = 11.5) were administered the Norwegian Teacher Self-Efficacy Scale, the Teacher Autonomy Scale, the Utrecht Work Engagement Scale, the Teacher Job Satisfaction Scale, and the Maslach Burnout Inventory. The analysis revealed that both teacher autonomy and self-efficacy were independent predictors of engagement, job satisfaction, and emotional exhaustion. This study suggests that autonomy or decision latitude works positively but through different processes for teachers with high and low mastery expectations.

  14. The Relationships between School Autonomy Gap, Principal Leadership, Teachers' Job Satisfaction and Organizational Commitment

    Science.gov (United States)

    Dou, Diya; Devos, Geert; Valcke, Martin

    2017-01-01

    This study examines the relationship between school autonomy gap, principal leadership, school climate, teacher psychological factors, teachers' job satisfaction and organizational commitment under the context of school autonomy reform. A path model has been developed to define the relationships between principal leadership and teachers' outcomes…

  15. Academic Freedom and University Autonomy: A Higher Education Policy Perspective

    Science.gov (United States)

    Ren, Kai; Li, Jun

    2013-01-01

    This article reflects upon three seminal articles published in "Higher Education Policy" ("HEP") on academic freedom and university autonomy. The reflections indicate that "HEP" research contributes to a sophisticated and systematic understanding of the complexity of academic freedom, addressing both the original…

  16. Physicians’ perceptions of quality of care, professional autonomy, and job satisfaction in Canada, Norway, and the United States

    Science.gov (United States)

    2013-01-01

    Background We lack national and cross-national studies of physicians’ perceptions of quality of patient care, professional autonomy, and job satisfaction to inform clinicians and policymakers. This study aims to compare such perceptions in Canada, the United States (U.S.), and Norway. Methods We analyzed data from large, nationwide, representative samples of physicians in Canada (n = 3,083), the U.S. (n = 6,628), and Norway (n = 638), examining demographics, job satisfaction, and professional autonomy. Results Among U.S. physicians, 79% strongly agreed/agreed they could provide high quality patient care vs. only 46% of Canadian and 59% of Norwegian physicians. U.S. physicians also perceived more clinical autonomy and time with their patients, with differences remaining significant even after controlling for age, gender, and clinical hours. Women reported less adequate time, clinical freedom, and ability to provide high-quality care. Country differences were the strongest predictors for the professional autonomy variables. In all three countries, physicians’ perceptions of quality of care, clinical freedom, and time with patients influenced their overall job satisfaction. Fewer U.S. physicians reported their overall job satisfaction to be at-least-somewhat satisfied than did Norwegian and Canadian physicians. Conclusions U.S. physicians perceived higher quality of patient care and greater professional autonomy, but somewhat lower job satisfaction than their colleagues in Norway and Canada. Differences in health care system financing and delivery might help explain this difference; Canada and Norway have more publicly-financed, not-for-profit health care delivery systems, vs. a more-privately-financed and profit-driven system in the U.S. None of these three highly-resourced countries, however, seem to have achieved an ideal health care system from the perspective of their physicians. PMID:24330820

  17. Physicians' perceptions of quality of care, professional autonomy, and job satisfaction in Canada, Norway, and the United States.

    Science.gov (United States)

    Tyssen, Reidar; Palmer, Karen S; Solberg, Ingunn B; Voltmer, Edgar; Frank, Erica

    2013-12-15

    We lack national and cross-national studies of physicians' perceptions of quality of patient care, professional autonomy, and job satisfaction to inform clinicians and policymakers. This study aims to compare such perceptions in Canada, the United States (U.S.), and Norway. We analyzed data from large, nationwide, representative samples of physicians in Canada (n = 3,213), the U.S. (n = 6,628), and Norway (n = 657), examining demographics, job satisfaction, and professional autonomy. Among U.S. physicians, 79% strongly agreed/agreed they could provide high quality patient care vs. only 46% of Canadian and 59% of Norwegian physicians. U.S. physicians also perceived more clinical autonomy and time with their patients, with differences remaining significant even after controlling for age, gender, and clinical hours. Women reported less adequate time, clinical freedom, and ability to provide high-quality care. Country differences were the strongest predictors for the professional autonomy variables. In all three countries, physicians' perceptions of quality of care, clinical freedom, and time with patients influenced their overall job satisfaction. Fewer U.S. physicians reported their overall job satisfaction to be at-least-somewhat satisfied than did Norwegian and Canadian physicians. U.S. physicians perceived higher quality of patient care and greater professional autonomy, but somewhat lower job satisfaction than their colleagues in Norway and Canada. Differences in health care system financing and delivery might help explain this difference; Canada and Norway have more publicly-financed, not-for-profit health care delivery systems, vs. a more-privately-financed and profit-driven system in the U.S. None of these three highly-resourced countries, however, seem to have achieved an ideal health care system from the perspective of their physicians.

  18. The Effects of Classroom Autonomy, Staff Collegiality, and Administrative Support on Teachers' Job Satisfaction

    Science.gov (United States)

    Lasseter, Austin

    2013-01-01

    The purpose of my dissertation is to determine which job-related factors are most likely to explain teachers' sense of satisfaction with their current job. Based on previous research (Fairchild et al., 2012; Lee, Dedrick, & Smith, 1991; Perie & Baker, 1997), I hypothesized that teachers' perceptions of classroom autonomy, staff…

  19. Higher Education and the Professional Job Market

    Directory of Open Access Journals (Sweden)

    Alejandro Mungaray Lagarda

    2001-05-01

    Full Text Available The paper deals with the relationship between the professional job market and institutions of higher education, within the framework of socioeconomic globalization and regional decentralization processes. The discussion focuses on how this relationship generates flaws in the market due to the role played by higher education as an intermediary between job applicants and those offering employment and professional opportunities; and due also to the fact that higher education institutions have their own objectives, which differ from those of the market. The article states the need to acknowledge and overcome the limitations which the concentration of income imposes on Latin American students’ access to this educational level and their continuance in it. The paper also stresses the need for a closer connection between academic and job practices through curricular changes and the certification of knowledge that will be useful on the job. This would allow a better correlation with the productive sector, in that it would improve the absorption of graduates.

  20. Job satisfaction and perceived autonomy for nurse practitioners working in nurse-managed health centers.

    Science.gov (United States)

    Pron, Ann Linguiti

    2013-04-01

    More primary care providers are needed to deliver health care to Americans living in poverty and those soon to be insured under the Affordable Care Act. Nurse practitioners (NPs) in nurse-managed health centers (NMHCs) are poised to meet this need. This research study examined the characteristics of NPs working in NMHCs and measured job satisfaction and perceived level of autonomy. No studies about job satisfaction or autonomy for NPs working in NMHCs had been previously reported. This descriptive, quantitative study surveyed primary care NPs working in NMHCs that are part of the National Nursing Centers Consortium (NNCC). NP e-mail addresses were obtained from NNCC center directors. Of 198 NPs invited to the electronic survey, 99 completed the Misener Nurse Practitioner Job Satisfaction Scale, demographic questionnaire, questions about perceived autonomy, and whether they would recommend working in an NMHC. Participants came from 16 states and 46 NMHCs. NPs working in NMHCs have job satisfaction, perceive their role as autonomous, and are satisfied with the autonomy they have. NMHCs can provide access to primary health care for many Americans. More NPs may choose employment in NMHCs for job satisfaction and autonomy. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.

  1. Personality and leader effectiveness: a moderated mediation model of leadership self-efficacy, job demands, and job autonomy.

    Science.gov (United States)

    Ng, Kok-Yee; Ang, Soon; Chan, Kim-Yin

    2008-07-01

    The trait theory of leadership is advanced by a joint investigation of the mediating role of (a) leadership self-efficacy (LSE = leader's perceived capabilities to perform leader roles) in linking neuroticism, extraversion, and conscientiousness with leader effectiveness and (b) the moderating role of job demands and job autonomy in influencing the mediation. Using K. J. Preacher, D. D. Rucker, and A. F. Hayes' (2007) moderated mediation framework, the authors tested the model (over a 2-year period) with matched data from 394 military leaders and their supervisors. Results showed that LSE mediated the relationships for neuroticism, extraversion, and conscientiousness with leader effectiveness. Moderated mediation analyses further revealed that LSE mediated the relationships for (a) all 3 personality variables for only those leaders with low job demands; (b) neuroticism and conscientiousness for only those leaders with high job autonomy; and (c) extraversion, regardless of a leader's level of job autonomy. Results underscore the importance of accounting for leaders' situational contexts when examining the relationships between personality, LSE, and effectiveness.

  2. Ethical leadership and followers' helping and initiative: The role of demonstrated responsibility and job autonomy

    NARCIS (Netherlands)

    Kalshoven, K.; den Hartog, D.N.; de Hoogh, A.H.B.

    2013-01-01

    In this multisource study, we investigated a mediated moderation model proposing the moderating role of job autonomy and the mediating role of responsibility in the relationship of ethical leadership (subordinate rated) with helping and initiative (supervisor rated). In line with expectations, a

  3. The Role of Perceived Autonomy Support in Principals' Affective Organizational Commitment and Job Satisfaction

    Science.gov (United States)

    Chang, Yujin; Leach, Nicole; Anderman, Eric M.

    2015-01-01

    The purpose of this study is to examine the relations between principals' perceived autonomy support from superintendents, affective commitment to their school districts, and job satisfaction. We also explore possible moderation effects of principals' career experiences on these relations. Data were collected from K-12 public school principals in…

  4. Multi-Structural Relationships among Organizational Culture, Job Autonomy, and CTE Teacher Turnover Intention

    Science.gov (United States)

    Song, Ji Hoon; Martens, Jon; McCharen, Belinda; Ausburn, Lynna J.

    2011-01-01

    This study investigated structural relationships among the constructs of supportive learning culture, school innovative climate, task-related job autonomy, and teacher turnover intention in career and technical education. The study applied organizational concepts to a problem typically approached from the perspective of teacher characteristics and…

  5. Autonomy, Workload, Work-Life Balance and Job Performance among Teachers

    Science.gov (United States)

    Johari, Johanim; Yean Tan, Fee; Zulkarnain, Zati Iwani Tjik

    2018-01-01

    Purpose: The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia. Design/methodology/approach: This study adopted a quantitative approach to address the research…

  6. Do job autonomy and negotiation self-efficacy improve employment relationships?

    Directory of Open Access Journals (Sweden)

    Peter R A Oeij

    2006-10-01

    Full Text Available This study investigated whether improving the employment relationship does more depend on negotiation selfefficacy or on task outonomy for a sample of employees from a Dutch telecom company. Multiple regression analyses were conducted to examine the effects of negotiation self-efficacy and task autonomy on integrative negotiation and the effect of integrative negotiation on psychological contract breach. Results indicate that employees negotiate more integratively when they have higher negotiation self-efficacy, compared to employees with more task autonomy. Empirical support was found for the prediction that higher negotiation self-efficacy and task autonomy correlates with less psychological contract breach.

  7. Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

    Science.gov (United States)

    Thompson, Cynthia A; Prottas, David J

    2006-01-01

    The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships. Copyright 2006 APA.

  8. The effect of transformational leadership and job autonomy on promotive and prohibitive voice

    DEFF Research Database (Denmark)

    Svendsen, Mari; Unterrainer, Christine; Jønsson, Thomas Faurholt

    2018-01-01

    Although there is a vast amount of research on leadership and improvement-oriented voice behavior, the amount of cross-lagged research on leadership that also incorporates more challenging forms of voice is sparse. This paper reports on a two-wave study of white-collar workers in a Norwegian...... medical technology company, investigating the relationship among employees’ perceived transformational leadership behaviors, job autonomy, and promotive and prohibitive voice. Testing our results cross-lagged, we demonstrate that perceived transformational leadership is significantly related...... to prohibitive voice over time, whereas this effect worked in the opposite direction for promotive voice. We also explore the boundary conditions of transformational leadership, demonstrating that perceived job autonomy strengthens the effect of transformational leadership on prohibitive voice. Implications...

  9. Nurse-physician teamwork in the emergency department: impact on perceptions of job environment, autonomy, and control over practice.

    Science.gov (United States)

    Ajeigbe, David O; McNeese-Smith, Donna; Leach, Linda Searle; Phillips, Linda R

    2013-03-01

    Teamwork is essential to safety. Few studies focus on teamwork between nurses and physicians in emergency departments (EDs). The aim of this study was to examine differences between staff in the interventional group EDs (IGEDs) and control group EDs (CGEDs) on perception of job environment, autonomy, and control over practice. This was a comparative cross-sectional study of the impact of teamwork on perceptions of job environment, autonomy, and control over practice by registered nurses and physicians (MDs) in EDs. Staff in the IGEDs showed significant differences compared with staff who worked in the CGEDs on staff perception of job environment, autonomy, and control over practice. Active teamwork practice was associated with increased perceptions of a positive job environment, autonomy, and control over practice of both nurses and physicians.

  10. Relational trustworthiness: how status affects intra-organizational inequality in job autonomy.

    Science.gov (United States)

    Campos-Castillo, Celeste; Ewoodzie, Kwesi

    2014-03-01

    Recent accounts of trustworthiness have moved away from treating it as a stable, individual-level attribute toward viewing it as a variable situated in a relational context, but have not been formalized or supported empirically. We extend status characteristics theory (SCT) to develop formal propositions about relational trustworthiness. We posit that members of task- and collectively oriented groups (non-consciously) infer three qualities from their relative status that are commonly used to determine an individual's trustworthiness: ability, benevolence, and integrity. We apply our formalization to clarify ambiguities regarding intra-organizational job autonomy inequality, thereby linking SCT to broader disparities rooted in job autonomy. We analyze data from a vignette experiment and the General Social Survey to test incrementally how well our propositions generalize across different settings and populations. Results generally support our proposed links between status and intra-organizational job autonomy. We discuss implications for SCT in understanding broader patterns of inequalities. Copyright © 2013 Elsevier Inc. All rights reserved.

  11. Enhancing the intrinsic work motivation of community nutrition educators: how supportive supervision and job design foster autonomy.

    Science.gov (United States)

    Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

    2011-01-01

    Mixed-methods research investigated the work motivation of paraprofessional community nutrition educators (CNEs) delivering a long-running public health nutrition program. In interviews, CNEs (n = 9) emphasized "freedom," supportive supervision, and "making a difference" as key sources of motivation. Community nutrition educator surveys (n = 115) confirmed high levels of autonomy, which was associated with supervisors' delegation and support, CNE decision-making on scheduling and curricula, and job satisfaction. Supervisors (n = 32) rated CNEs' job design as having inherently motivating characteristics comparable to professional jobs. Supervisory strategies can complement job design to create structured, supportive contexts that maintain fidelity, while granting autonomy to paraprofessionals to enhance intrinsic work motivation.

  12. Can job autonomy attenuate the effect of depression on employees' well-being? It may depend on culture.

    Science.gov (United States)

    Li, Liman Man Wai

    2018-04-26

    Depression is one of the leading causes of work disability. Thus, it is important to explore possible ways to reduce its impact on employees. The current research examined whether promoting job autonomy would attenuate the detrimental effect of depression on employees' well-being. Study 1 included the data from 5974 full-time employees from China. Full-time employees living in India, a collectivistic culture, and the United States, an individualistic culture, were recruited online in Study 2. Study 1 revealed that job autonomy moderated the influence of depression on job strain and perceived control mediated this interaction effect. Specifically, job autonomy weakened the detrimental effect of depression on job strain via weakening the association between depression and perceived control. The data from the 258 full-time employees in Study 2 replicated the findings and found that job autonomy had a stronger attenuating effect on the influence of depression in India than it had in the United States. Job autonomy was found to be an effective way to reduce the negative impact of depression on employees' well-being, a finding that should be considered when organizations develop their work policies.

  13. The More, the Better? Curvilinear Effects of Job Autonomy on Well-Being From Vitamin Model and PE-Fit Theory Perspectives.

    Science.gov (United States)

    Stiglbauer, Barbara; Kovacs, Carrie

    2017-12-28

    In organizational psychology research, autonomy is generally seen as a job resource with a monotone positive relationship with desired occupational outcomes such as well-being. However, both Warr's vitamin model and person-environment (PE) fit theory suggest that negative outcomes may result from excesses of some job resources, including autonomy. Thus, the current studies used survey methodology to explore cross-sectional relationships between environmental autonomy, person-environment autonomy (mis)fit, and well-being. We found that autonomy and autonomy (mis)fit explained between 6% and 22% of variance in well-being, depending on type of autonomy (scheduling, method, or decision-making) and type of (mis)fit operationalization (atomistic operationalization through the separate assessment of actual and ideal autonomy levels vs. molecular operationalization through the direct assessment of perceived autonomy (mis)fit). Autonomy (mis)fit (PE-fit perspective) explained more unique variance in well-being than environmental autonomy itself (vitamin model perspective). Detrimental effects of autonomy excess on well-being were most evident for method autonomy and least consistent for decision-making autonomy. We argue that too-much-of-a-good-thing effects of job autonomy on well-being exist, but suggest that these may be dependent upon sample characteristics (range of autonomy levels), type of operationalization (molecular vs. atomistic fit), autonomy facet (method, scheduling, or decision-making), as well as individual and organizational moderators. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  14. Work-related health complaints in surgical residents and the influence of social support and job-related autonomy.

    Science.gov (United States)

    Boerjan, Martine; Bluyssen, Simone J M; Bleichrodt, Robert P; van Weel-Baumgarten, Evelyn M; van Goor, Harry

    2010-08-01

    The aim of this cross-sectional study was to investigate the influence of job-related autonomy and social support provided by consultants and colleagues on the stress-related health complaints of surgical residents in the Netherlands. All (n = 400) Dutch residents in training in general surgery were sent validated self-report questionnaires. Odds ratios were calculated predicting health and exposure to long-term stress for gender, number of working hours, type of hospital, level of social support, job-related autonomy and training phase. The interactions between job-related autonomy and level of social support provided by consultants and colleagues, and all variables, were analysed. A total of 254 of 400 (64%) residents returned questionnaires that were eligible for analysis. Residents experienced more health complaints than the average member of the Dutch working population (4.0 versus 2.5; p = 0.000). Male and senior residents were significantly 'healthier' than female and junior residents, respectively. Social support by consultants was a strong predictor of health and social support by colleagues showed a significant interaction with gender. Women and residents in university hospitals experienced less social support by consultants than men and residents in general teaching hospitals. Residents working in university hospitals experienced lower levels of job-related autonomy and less support from colleagues in comparison with those working in general teaching hospitals. A working week of > 60 hours adversely affected health and job-related autonomy. Social support provided by consultants and colleagues, and job control, are important factors that interact with the work-associated, stress-related health of residents in training in general surgery. Residents report a greater number of health complaints than the average member of the working population, especially female and junior residents. General teaching hospitals seem to provide better support at work than

  15. Factors Influencing the Job Satisfaction of Academics in Higher Education

    Science.gov (United States)

    Schulze, S.

    2006-01-01

    Since there has not been much research focus on job satisfaction in Higher Education in South Africa, this article describes the job satisfaction of these academics in times of transformation. A survey design involved 94 respondents from similar departments at a residential and a distance education institution. A questionnaire focused on teaching,…

  16. How Do Higher Education Institutions Enhance Their Financial Autonomy? Examples from Finnish Polytechnics

    Science.gov (United States)

    Kohtamaki, Vuokko

    2011-01-01

    Numerous studies have addressed how state authorities and public funding bodies control, regulate, steer, supervise or oversee higher education institutions. There are fewer studies on how higher education institutions respond to the actions of the mentioned authorities. States have aimed at increasing the autonomy of higher education…

  17. How employees negotiate : job autonomy and negotiation self-efficacy related to integrative negotiation and negotiation results in employment relationships

    NARCIS (Netherlands)

    Oeij, P.

    2006-01-01

    To assess whether satisfaction with psychological contract breach does more depend on good negotiation skills or on a well-designed job, we first investigated the effect of negotiation self-efficacy and task autonomy on integrative negotiation with survey data from employees of a telecom company. We

  18. Work-related health complaints in surgical residents and the influence of social support and job-related autonomy.

    NARCIS (Netherlands)

    Boerjan, M.; Bluyssen, S.J.; Bleichrodt, R.P.; Weel-Baumgarten, E.M. van; Goor, H. van

    2010-01-01

    OBJECTIVES: The aim of this cross-sectional study was to investigate the influence of job-related autonomy and social support provided by consultants and colleagues on the stress-related health complaints of surgical residents in the Netherlands. METHODS: All (n = 400) Dutch residents in training in

  19. Higher Education in Ethiopia: Expansion, Quality Assurance and Institutional Autonomy

    Science.gov (United States)

    Akalu, Girmaw Abebe

    2014-01-01

    This article chronicles the key challenges facing Ethiopia as it embarks on an ambitious, ideologically-driven and aggressive expansion of its higher education system in an effort to address its national goals of economic growth and poverty reduction. It is argued that the urge for higher education expansion has placed undue pressures particularly…

  20. Job demands, job resources and work engagement of academic staff in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    S Rothmann

    2006-10-01

    Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471 were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES and the Job Demands-Resources Scale (JDRS were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload impacted on dedication of academics at low and moderate levels of organisational support.

  1. Encouraging Student Autonomy through Higher Order Thinking Skills

    Science.gov (United States)

    Smith, Victoria D.; Darvas, Janet W.

    2017-01-01

    This article discusses how to empower students to work, think, and act independently in the higher education setting. Inspiring students to progress through the stages of Bloom's Taxonomy emboldens them to discover intrinsic motivation and self-regulated learning. This article defines and focuses on the importance of teaching intrinsic motivation…

  2. Regulatory Autonomy and Performance: The Reform of Higher Education Re-Visited

    Science.gov (United States)

    Enders, Jurgen; de Boer, Harry; Weyer, Elke

    2013-01-01

    The main aim of this article is to contribute to the understanding of organizational autonomy and control in higher education reform and related expectations as regards the performance of universities. Our analyses draws on principal-agent models as a normative theory of policy reform, and institutionalist approaches in public policy and…

  3. THE EFFECTS OF EMOTIONAL LABOR ON JOB ATTITUDES OF HOTEL EMPLOYEES: MEDIATING AND MODERATING ROLES OF SOCIAL SUPPORT AND JOB AUTONOMY

    Directory of Open Access Journals (Sweden)

    Fatma Nur IPLIK

    2014-07-01

    Full Text Available With increasing competition among hotels, managing employees seems to be important issue in delivering services to customers effectively. This issue also affects the firms’ outcomes and incomes. Thus, hotels as service providing firms must be able to manage the emotions of employees in order to increase the quality of services and to create value for customers. Controlling emotions of employees also contribute to gain competitive advantage across rivals. The objective of this paper is to reveal the effects of emotional labor on job attitudes of hotel employees by considering the mediating and moderating roles of social support and job autonomy. To this end, a questionnaire was employed to employees of hotels operating in Antalya Province. Results of the analyses support that emotional labor has a negative effect on emotional exhaustion. Emotional labor also has a positive effect on job satisfaction. In addition mediating and moderating roles of job autonomy and social support between emotional exhaustion and emotional labor, and emotional labor and job satisfaction.

  4. Home‐care nursing staff in self‐directed teams are more satisfied with their job and perceive more autonomy over patient care: a nationwide survey.

    NARCIS (Netherlands)

    Maurits, E.E.M.; Veer, A.J.E. de; Groenewegen, P.P.; Francke, A.L.

    2017-01-01

    Aims: (1) To examine whether working in a self-directed team is related to home-care nursing staff's job satisfaction; (2) To assess the mediating effect of self-perceived autonomy over patient care; (3) To investigate the moderating effect of educational level on the association between autonomy

  5. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Directory of Open Access Journals (Sweden)

    Gordana Stankovska

    2017-05-01

    Full Text Available Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased academic staff’s job satisfaction and better job motivation. According to this, the main purpose of this research was to investigate the possible relationship between job motivation and job satisfaction among academic staff. The Job Satisfaction Survey (JSS and Job Motivation Questionnaire (JMQ were administered to a sample of 100 (50 males and 50 females university employees. The results indicated that the academic staff was highly motivated with their job. At the same time the results showed that academicians were more satisfied with their salary, co-workers, promotion, operating procedures and supervision, but dissatisfied with fringe benefits, contingent rewards, nature of work and communication. This research offers practical suggestions to the educational institutions and human resource managers on how to pay, promote, retain and maintain equity in the universities.

  6. Leadership Style and Job Satisfaction in Higher Education Institutions

    Science.gov (United States)

    Alonderiene, Raimonda; Majauskaite, Modesta

    2016-01-01

    Purpose: Although leadership is found to have impact on the followers' attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach:…

  7. An Effective School Autonomy Model: Examining Headteachers' Job Satisfaction and Work-Related Stress

    Science.gov (United States)

    Nicolaidou Solomou, Galatia; Pashiardis, Petros

    2016-01-01

    Purpose: Although school autonomy has been a matter of great interest during the last decades and several relevant measures have been implemented toward this end, the relation between school autonomy and school effectiveness has not been examined thoroughly. The purpose of this paper is to explore this relation and to propose an effective school…

  8. The Critical Roles of Task Conflict and Job Autonomy in the Relationship Between Proactive Personalities and Innovative Employee Behavior.

    Science.gov (United States)

    Giebels, Ellen; de Reuver, Renee S M; Rispens, Sonja; Ufkes, Elze G

    2016-09-01

    We examine why and when proactive personality is beneficial for innovative behavior at work. Based on a survey among 166 employees working in 35 departments of a large municipality in the Netherlands we show that an increase in task conflicts explains the positive relation between a proactive personality and innovative employee behavior. This process is moderated by job autonomy in such a way that the relationship between proactive personality and task conflict is particularly strong under low compared with high autonomy. The present research contributes to the discussion on the potential benefits of task conflict for change processes and highlights the importance of examining the interplay between personality and work context for understanding innovation practices.

  9. The Critical Roles of Task Conflict and Job Autonomy in the Relationship Between Proactive Personalities and Innovative Employee Behavior

    Science.gov (United States)

    Giebels, Ellen; de Reuver, Renee S.M.; Rispens, Sonja; Ufkes, Elze G.

    2016-01-01

    We examine why and when proactive personality is beneficial for innovative behavior at work. Based on a survey among 166 employees working in 35 departments of a large municipality in the Netherlands we show that an increase in task conflicts explains the positive relation between a proactive personality and innovative employee behavior. This process is moderated by job autonomy in such a way that the relationship between proactive personality and task conflict is particularly strong under low compared with high autonomy. The present research contributes to the discussion on the potential benefits of task conflict for change processes and highlights the importance of examining the interplay between personality and work context for understanding innovation practices. PMID:27536008

  10. Agency Beliefs Over Time and Across Cultures: Free Will Beliefs Predict Higher Job Satisfaction

    Science.gov (United States)

    Feldman, Gilad; Farh, Jiing-Lih; Wong, Kin Fai Ellick

    2017-01-01

    In three studies, we examined the relationship between free will beliefs and job satisfaction over time and across cultures. Study 1 examined 252 Taiwanese real-estate agents over a 3-months period. Study 2 examined job satisfaction for 137 American workers on an online labor market over a 6-months period. Study 3 extended to a large sample of 14,062 employees from 16 countries and examined country-level moderators. We found a consistent positive relationship between the belief in free will and job satisfaction. The relationship was above and beyond other agency constructs (Study 2), mediated by perceived autonomy (Studies 2-3), and stronger in countries with a higher national endorsement of the belief in free will (Study 3). We conclude that free-will beliefs predict outcomes over time and across cultures beyond other agency constructs. We call for more cross-cultural and longitudinal studies examining free-will beliefs as predictors of real-life outcomes. PMID:29191084

  11. Influence of higher order need strenght and job characteristics on job performance

    Directory of Open Access Journals (Sweden)

    C. J. H. Blignaut

    1975-11-01

    Full Text Available Contemporary theories of work motivation are classified according to (1 those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2 those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01 - a finding which favours category (1 theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found. Opsomming Kontemporêre motiveringsteorieë in die Bedryfsielkunde word geklassifiseer in twee groepe naamlik (1 dié wat berus op die basiese aanname dat alle werknemers hoëvlak behoeftes het en die bevrediging daarvan sal nastreef solank die inhoud van die werk dit moontlik maak en (2 dié wat op die aanname berus dat sielkundig gunstige werksinhoud waarskynlik hoëvlak behoeftebevrediging tot gevolg sal hê, afhangende van hoe die individu die werksituasie waarneem. 126 Werknemers in 'n Suid-Afrikaanse chemiese nywerheid is by 'n eksperiment betrek waarin bogenoemde basiese aannames teenoor mekaar gestel is. Data ten opsigte van die sielkundige waarde van werksinhoud, hoëvlak behoeftebevrediging en werksprestasie dien as inset tot 'n 2x2 faktoriale

  12. The management of higher education establishments from Romania and the academic autonomy

    Directory of Open Access Journals (Sweden)

    Petrescu Diana

    2015-12-01

    Full Text Available In time, management proved to be determinant for progress, including for the higher education institutions from Romania.The management in higher education institutions is grounded by the principles that govern education,among which the academic autonomy, a principle newly introduced in post-1989 Romanian legislationthat gives to the academic institutions the right to manage their own human and material resources, to establish their mission and their own institutional strategy.The manager of the academic institution is the chancellor, his responsibilities being specified both inthe Law of National Education no. 1/2011 and the internal juridical documents of the higher education institutions,such as the Academic Charta.Therefore, the chancellor carries out the management of the institution, apart from the didactic andscientific research activity, in accordance with the prerogatives conferred by the law, using his abilities of aleader in the process of academic managing

  13. Home-care nursing staff in self-directed teams are more satisfied with their job and feel they have more autonomy over patient care: a nationwide survey.

    Science.gov (United States)

    Maurits, Erica E M; de Veer, Anke J E; Groenewegen, Peter P; Francke, Anneke L

    2017-10-01

    The aims of this study were: (1) To examine whether working in a self-directed team is related to home-care nursing staff's job satisfaction; (2) To assess the mediating effect of self-perceived autonomy over patient care; (3) To investigate the moderating effect of educational level on the association between autonomy over patient care and job satisfaction. Self-directed teams are being introduced in home care in several countries. It is unknown whether working in a self-directed team is related to nursing staff's job satisfaction. It is important to gain insight into this association since self-directed teams may help in retaining nursing staff. A cross-sectional study based on two questionnaire surveys in 2014 and 2015. The study involved 191 certified nursing assistants and registered nurses employed in Dutch home-care organizations (mean age of 50). These were members of the Dutch Nursing Staff Panel, a nationwide panel of nursing staff working in various healthcare settings. Self-direction is positively related to nursing staff's job satisfaction. This relationship is partly mediated by autonomy over patient care. For certified nursing assistants and registered nurses with a bachelor's degree, a greater sense of autonomy over patient care in self-directed teams is positively related to job satisfaction. No significant association was found between autonomy over patient care and job satisfaction for registered nurses with an associate degree. This study suggests that home-care organizations should consider the use of self-directed teams as this increases nursing staff's job satisfaction and may therefore help to retain nursing staff in home care. © 2017 John Wiley & Sons Ltd.

  14. Team Performance Improvement: Mediating Roles of Employee Job Autonomy and Quality of Team Leader-Member Relations in Supportive Organizations in the Korean Business Context

    Science.gov (United States)

    Song, Ji Hoon

    2011-01-01

    The purpose of this research was to examine the mediating roles of job autonomy and the quality of the leader-member relationship to explain the impact of organizational support on team performance. A total of 228 cases collected from Korean business organizations were used for data analysis. Hierarchical multiple regression, Type 1 SS-based…

  15. Financial Autonomy and Challenges to Being a Regionally Responsive Higher Education Institution

    Science.gov (United States)

    Kohtamaki, Vuokko; Lyytinen, Anu

    2004-01-01

    This paper discusses some current problems and challenges of the Finnish AMKs (polytechnic institutions), and whether financial autonomy could contribute to finding solutions for some of these problems. It provides an overview of the current status of financial autonomy of polytechnics in 6 European countries, and finally attempts to find links…

  16. International Experience in Reforming the System of Higher Education Governance in terms of Increasing the University Autonomy

    Directory of Open Access Journals (Sweden)

    Chmutova Iryna M.

    2017-12-01

    Full Text Available The aim of the article is to summarize the international experience of reforming the system of higher education governance and develop directions that will contribute to increasing the effectiveness of the Ukrainian model for governance of higher education and ensuring its autonomy. There identified common elements and trends in European higher education reforms: greater autonomy for higher education institutions with less direct administrative intervention; greater emphasis on private rather than public funding; emphasis on the quality and effectiveness of education. The tools for implementing reforms in the European higher education system are identified: the New Public Management (NPM model, governance through networks, and new forms of governance. The changes in the university autonomy of European countries for the period of 2010-2016 are summarized. The content of the reforms in terms of increasing the autonomy of HEIs in the countries of Asia is disclosed. Possible vectors for reforming the system of higher education governance in Ukraine are identified: introduction of a model for funding HEIs on the basis of combining a one-time full budgeting and financing by results; assigning universities ownership of their buildings and their sale in the market; strengthening the decentralization of government control of higher education; development of legislative bases for the self-sufficiency of HEIs; inclusion of external stakeholders in decision-making governing bodies of HEIs; maximum involvement of students in decision-making.

  17. Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

    Science.gov (United States)

    Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

    2013-11-01

    To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

  18. HIGHER EDUCATION AND THE GROWTH OF MENIAL JOBS

    Directory of Open Access Journals (Sweden)

    Łukasz Albański

    2016-04-01

    Full Text Available Young people are confronting a world in which they may not achieve economic strides their parents did. Almost all will have been awarded university degree, worth far less (in the terms and conditions of their employment than that of their parents, if they themselves graduated from university. In the article the author discusses the relationship between higher education and stratification. The concepts of meritocracy and credentialism are considered and a particular attention is paid to an equal/unequal access to education dilemma. Discussed is why a liberal arts education is losing ground and why it is being made a scapegoat for graduate unemployment. Does the nightmare of Weber’s “iron cage of rationalization” come true and is the contemporary university in the service of an economic order with all the related technical requirements of machine production? In the second part of the article the role of meritocratic discourse and educational credential inflation is considered as well as the growth of menial jobs for young people as a case in Poland.

  19. Modelling in Action. Scaffolding High School Students to Higher Levels of Autonomy: The School's Elevator and the Inverse Problem

    Science.gov (United States)

    Marmolejo Rivas, Eugenia

    2017-01-01

    In this paper, we focus our discussion on the strategy we follow to scaffold high school students to successfully build models of a real-life system. Our aim is for students to gradually achieve a higher level of autonomy and to use and further develop their mathematical knowledge. We present work students did when we asked them to build a model…

  20. Entrepreneurial Skills and Education-job Matching of Higher Education Graduates

    Science.gov (United States)

    Kucel, Aleksander; Róbert, Péter; Buil, Màrian; Masferrer, Núria

    2016-01-01

    This article studies entrepreneurial education and its impact on job-skills matches for higher education graduates. Those who possess entrepreneurial skills are assumed to be more market aware and creative in their job search. They are also expected to foresee which job offers would and would not, match their skills. Using a large comparative…

  1. Job Pressure and SES-contingent Buffering: Resource Reinforcement, Substitution, or the Stress of Higher Status?

    Science.gov (United States)

    Koltai, Jonathan; Schieman, Scott

    2015-06-01

    Analyses of the 2008 National Study of the Changing Workforce demonstrate that job pressure is associated with greater anxiety and job dissatisfaction. In this paper we ask, What conditions protect workers? The conventional buffering hypothesis in the Job-Demands Resource (JD-R) model predicts that job resources should attenuate the relationship. We test whether the conventional buffering hypothesis depends on socioeconomic status (SES). Support for conventional buffering is evident only for job dissatisfaction--and that generalizes across SES. When anxiety is assessed, however, we observe an SES contingency: Job resources attenuate the positive association between job pressure and anxiety among workers with lower SES, but exacerbate it among those with higher SES. We discuss the implications of this SES-contingent pattern for theoretical scenarios about "resource reinforcement," "resource substitution," and the "stress of higher status." Future research should consider SES indicators as potential contingencies in the relationship between job conditions and mental health. © American Sociological Association 2015.

  2. Autonomy and Firefighting: Perceived Competence and Stress.

    Science.gov (United States)

    Chiang, Evelyn S; Baley, John; Ponder, Joy; Padilla, Miguel A

    2016-12-01

    In workplace settings, autonomy is implicated in employee motivation as well as supervisor autonomy support. As a profession of risk, firefighters may experience greater levels of stress. A self-determination paradigm was applied to the firefighter workplace. Of particular interest were perceived competence (to perform job duties) and the experience of stress. Firefighters' levels of autonomous and controlled regulation were surveyed, along with their perceptions of the autonomy support of their immediate supervisor. Autonomous regulation was positively related to perceived competence, whereas controlled regulation was negatively related. Higher levels of controlled regulation were also connected with greater stress. In contrast, greater perceived autonomy support was associated with decreased stress. Both perceived competence and stress are related to firefighter motivation and autonomy support. Recommendations are offered to increase autonomy support by chief officers.

  3. The Analysis of the National Legal and Regulatory Grounds for the Institutional Autonomy of Higher Education Institutions

    Directory of Open Access Journals (Sweden)

    Andriichenko Zhanna O.

    2017-11-01

    Full Text Available The article identifies and systematizes the existing legal obstacles to the autonomy of higher education institution and develops recommendations to overcome them. The approaches to establishing the legal status of institutions of higher education in the current legislation of Ukraine are characterized. The impact of the legal status of higher education institution on its legal personality and the institutional autonomy has been determined. Views of scholars together with foreign experience of property titles in the imposition of property on higher education institution, were analyzed. Directions for the development of legal regulation of the system of public law legal entities in Ukraine have been defined. In order to ensure the development of the model of public administration in the sphere of higher education, it has been proposed that most of the higher education institutions should change the legal status of public legal entity – budgetary institution to the status of private legal entity – profitable or non-profitable higher education institution of the public / communal form of ownership, for which the founder would regularize property on the right of ownership. This will eliminate the conservatism, strict regulation on the part of the State, that is linked to the status of publicity, and, in order to develop the autonomy of higher education institution, will allow to take advantage of dispositivity inherent in private law entities in determining their legal personality.

  4. Governance and Institutional Autonomy: Governing and Governance in Portuguese Higher Education

    Science.gov (United States)

    Magalhaes, Antonio; Veiga, Amelia; Ribeiro, Filipa; Amaral, Alberto

    2013-01-01

    This paper aims at looking at governance instruments beyond managerial technicality. It intends to do so by analysing the impact of governance reforms on the universities autonomy assumed as a regulation instrument to politically steer systems and institutions. The regulation efforts undertaken at the European and national levels reflect a trend…

  5. An Examination of Adjunct Faculty Job Satisfaction and Loyalty in Christian Higher Education

    Science.gov (United States)

    Couch, Jeremy J.

    2014-01-01

    In order to address the deficiency of research regarding the job attitudes of adjunct faculty members in Christian higher education, a quantitative causal-comparative study was conducted for the purpose of examining the influence of six extrinsic and three intrinsic variables on the job satisfaction and loyalty of 388 adjuncts teaching at seven…

  6. Job Satisfaction among Accounting and Finance Academics: Empirical Evidence from Irish Higher Education Institutions

    Science.gov (United States)

    Byrne, Marann; Chughtai, Aamir Ali; Flood, Barbara; Willis, Pauline

    2012-01-01

    The central aim of the present study was to examine the levels of job satisfaction among accounting and finance academics in Irish higher education institutions. Additionally, this research sought to uncover the factors linked to the overall job satisfaction of these teachers. The findings showed that while, participants were generally satisfied…

  7. Job access and the spatial mobility trajectories of higher education graduates in the Netherlands

    NARCIS (Netherlands)

    Middeldorp, Marten; Edzes, Arend; van Dijk, Jouke; Ritschard, Gilbert; Studer, Matthias

    2016-01-01

    The successfulness of the transition from education into working life is closely related to further career success. Graduates with good access to jobs earn higher wages and have lower chances of being unemployed. Access to jobs at the start of the career is therefore an important determinant of

  8. Utilization of Higher Education : A Review of Employment Challenges and Job Practice among Refugees in Norway

    OpenAIRE

    Boayue, Kou Glaymehn

    2011-01-01

    Master i flerkulturell og internasjonal utdanning Purpose of the study: If refugees from Africa and Asia are able to use their foreign higher education in the labor market of Norway is the main topic of this study. Thus, the study explores the impact of Norwegian language training, foreign higher education recognition, NAV job seeker courses, service/job provision by employers, further higher education in Norway, etc., on the labor market outcomes of 18 refugees who fled to Norway with ter...

  9. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  10. Job satisfaction and job content in Dutch dental hygienists.

    Science.gov (United States)

    Jerković-Ćosić, K; van Offenbeek, M A G; van der Schans, C P

    2012-08-01

    This study compares the scope of practice of Dutch dental hygienists (DHs) educated through a 2- or 3-year curriculum ('old-style DHs') with that of hygienists educated through a new extended 4-year curriculum leading to a bachelor's degree ('new-style DHs'), with the aim to investigate whether an extended scope of practice positively affects perceived skill variety, autonomy and job satisfaction. The questionnaires were obtained from old- and new-style DHs (n = 413, response 38%; n = 219, response 59%, respectively), in which respondents had recorded their dental tasks, perceived skill variety, autonomy and job satisfaction. T -tests were used to analyse differences between old- and new-style DHs, and regression analyses were performed to assess the relation between scope of practice and skill variety, autonomy and job satisfaction. New-style DHs have a more extended scope of practice compared with old-style DHs. Despite their more complex jobs, which are theoretically related to higher job satisfaction, new-style DHs perceive lower autonomy and job satisfaction (P job satisfaction (β = 0.462), followed by autonomy (β = 0.202) and caries decisive tasks, the last affecting job satisfaction negatively (β = -0.149). Self-employment is the strongest significant predictor for autonomy (β = 0.272). The core business of DHs remains the prevention and periodontology services. New-style DHs combine these tasks with extended tasks in the caries field, which can lead to comparatively less job satisfaction, because of a lower experienced autonomy in performing these extended tasks. © 2012 John Wiley & Sons A/S.

  11. The Affective Consequences of Service Work: Managing Emotions on the Job.

    Science.gov (United States)

    Wharton, Amy S.

    1993-01-01

    Data from 622 workers (83% in hospitals, 17% banks) showed that workers who perform emotional labor (requiring public contact and production of emotional state in customers) are no more likely to suffer emotional exhaustion, especially those with higher job autonomy. Women and those with high autonomy express more job satisfaction. Self-selection…

  12. Predictors That Influence Job Satisfaction of Foreign-Born Faculty at a Midwest Higher Educational Institution

    Science.gov (United States)

    Reeder, Mei

    2016-01-01

    Despite the increase of foreign-born faculty in U.S. higher educational institutions, studies of the factors that challenge foreign-born faculty at higher educational institutions in the U.S. remain scarce. The purpose of this quantitative study is to examine factors that impact the level of job satisfaction of foreign-born faculty at a Midwestern…

  13. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Science.gov (United States)

    Stankovska, Gordana; Angelkoska, Slagana; Osmani, Fadbi; Grncarovska, Svetlana Pandiloska

    2017-01-01

    Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased…

  14. Strategic Planning Directions of Malaysia's Higher Education: University Autonomy in the Midst of Political Uncertainties

    Science.gov (United States)

    Sirat, Morshidi Bin

    2010-01-01

    In Malaysia, the national government has seen fit to steer higher education policy in a direction that is in the "national interest". This notion of "national interest" is best exemplified by the changing relationship between the State, higher education institutions and the market. Since the late 1960s, we saw the gradual but…

  15. Satisfaction in terms of autonomy, competence and relatedness, and its importance in promoting job motivation in the Portuguese culture

    OpenAIRE

    Costa, Diogo Patricio Varandas da

    2010-01-01

    Degree of Master in Social and Organizational Psychology / PsycINFO Content Classification Code System: 3000 Social Psychology; 3660 Organizational Behavior Self-Determination Theory (SDT) argues that autonomy, competence and relatedness are three universally critical needs that, once satisfied, will promote self-determined types of motivation and more intrinscally motivated behaviours that yield positive effects on well-being. In contrast, researchers on cross-cultural differences argu...

  16. Examining Work Engagement and Job Satisfaction of Staff Members in Higher Education

    Science.gov (United States)

    Hermsen, Jill; Rosser, Vicki

    2008-01-01

    Staff members are a large and growing set of employees within higher education. While their numbers are growing, they also are seeing a change in their salaries and working conditions. Given this situation, institutions are considering work engagement and job satisfaction research. The purpose of this article is to examine those work life…

  17. Increased Government Intervention versus Increased Institutional Autonomy: The Recent Case of Australian Higher Education.

    Science.gov (United States)

    Harman, Grant

    A new theme in the old tension between centralization and decentralization in the governance and administration of Australian higher education is explored. The argument is that the various major attempts to restructure Australian education systems both in centralizing and decentralizing forces have gained new strength, and that the recent stated…

  18. The Balance Between Higher Education Autonomy and Public Quality Assurance:Development of the Portuguese System for Teacher Education Accreditation

    Directory of Open Access Journals (Sweden)

    Bártolo Campos

    2004-12-01

    Full Text Available The accreditation systems of higher education institutions and/or programs are becoming a policy measure used to find a balance between their autonomy and public assurance concerning the quality of the qualifications they award. This article analyses, from the point of view of this balance of power, the process of development of the Portuguese accreditation system aimed at providing public assurance that initial teacher education programs are more driven by social demand, namely by the changing school education needs. This was a political and cultural process rather than a merely rational and technical one. Thus the emergence of the need for, and possibility of, external pressure upon higher education institutions is related to the evolution of several social factors. On the other hand, the implementation of the accreditation system means a significant change for these institutions which implies new practices and comes into conflict with some of their values and with power sharing within and among them and with society. For these reasons a strategy of wide participation of significant stakeholders was deemed more suitable for the formulation, adoption and implementation of this new public policy. The way in which government, the accreditation body, and the significant stakeholders exercised their power in this process influenced the characteristics of the system, the rhythm of its implementation, and the abrupt governmental decision to put it on stand-by, until now.

  19. English-Medium Instruction and Self-Governance in Higher Education: The Journey of a Vietnamese University through the Institutional Autonomy Regime

    Science.gov (United States)

    Nguyen, Huong Thu; Hamid, M. Obaidul; Moni, Karen

    2016-01-01

    As neoliberal ideals of deregulation, accountability, quality and financial autonomy take hold of education worldwide, higher education institutions (HEIs) in developing economies are adopting strategies to improve educational quality; attract local and international students; enhance institutional ranking and global competitiveness; and, more…

  20. An experimental study of the job demand-control model with measures of heart rate variability and salivary alpha-amylase: Evidence of increased stress responses to increased break autonomy.

    Science.gov (United States)

    O'Donnell, Emma; Landolt, Kathleen; Hazi, Agnes; Dragano, Nico; Wright, Bradley J

    2015-01-01

    We assessed in an experimental design whether the stress response towards a work task was moderated by the autonomy to choose a break during the assigned time to complete the task. This setting is defined in accordance with the theoretical framework of the job-demand-control (JDC) model of work related stress. The findings from naturalistic investigations of a stress-buffering effect of autonomy (or 'buffer hypothesis') are equivocal and the experimental evidence is limited, especially with relation to physiological indices of stress. Our objective was to investigate if increased autonomy in a particular domain (break time control) was related with adaptive physiology using objective physiological markers of stress; heart rate variability (HRV) and salivary alpha amylase (sAA). We used a within-subject design and the 60 female participants were randomly assigned to an autonomy (free timing of break) and standard conditions (fixed timing of break) of a word processing task in a simulated office environment in a random order. Participants reported increased perceptions of autonomy, no difference in demand and performed worse in the task in the break-time autonomy versus the standard condition. The results revealed support for the manipulation of increased autonomy, but in the opposing direction. Increased autonomy was related with dysregulated physiological reactivity, synonymous with typical increased stress responses. Potentially, our findings may indicate that autonomy is not necessary a resource but could become an additional stressor when it adds additional complexity while the amount of work (demands) remains unchanged. Further, our findings underscore the need to collect objective physiological evidence of stress to supplement self-reported information. Self-report biases may partially explain the inconsistent findings with the buffer hypothesis. Copyright © 2014 Elsevier Ltd. All rights reserved.

  1. Perceived Principals' Leadership Styles and Faculty Job Satisfaction in Higher Theological Institutions of Addis Ababa, Ethiopia: Is There a Difference?

    Science.gov (United States)

    Tamrat Zeleke, Frew

    2013-01-01

    The job satisfaction of higher education faculty can be affected by the kind of leadership style practiced by leaders of an institution. This study examined perceived principals' leadership styles related to faculty job satisfaction in Higher Theological Institutions of Addis Ababa (HTIAA), Ethiopia. Leadership style in this study was defined as…

  2. What do job adverts tell Higher Education about the ‘shape’ of Biomedical Engineering graduates?

    OpenAIRE

    Baruah, Bidyut Jyoti; Ward, Anthony Edward; Gbadebo, Adeyosola Adekunle

    2016-01-01

    Higher Education Institutions are required, at least in some Countries, to design their curricula taking into account the needs of relevant industry. Use of Industrial Advisory Committees is a common way of demonstrating this input. This paper explores an additional window to industry needs through the textual analysis of job advertisements. 36 internet published adverts using the “Biomedical Engineering” search phrase were downloaded and textually analysed to identify the mentioned technical...

  3. School nurses' perceptions of empowerment and autonomy.

    Science.gov (United States)

    DeSisto, Marie C; DeSisto, Thomas Patrick

    2004-08-01

    The purpose of this study was to explore Kanter's Theory of Structural Power in Organizations, using school nurses and to answer the research question of whether there is a relationship between empowerment and autonomy in school nurses. This study found a positive relationship between the nurses' perceptions of empowerment and autonomy. The school nurses surveyed perceived themselves to have a high degree of autonomy and a moderate degree of empowerment, and they reported that their access to informal power structures was higher than their access to formal power structures in their school systems. School nurses can benefit by understanding factors that can increase their empowerment in the workplace. They need to understand the organizational structure of their workplace to increase their effectiveness and job satisfaction.

  4. Sustainable Leadership, Organizational Trust on Job Satisfaction: Empirical Evidence from Higher Education Institutions in Syria

    Directory of Open Access Journals (Sweden)

    Serene Dalati

    2017-06-01

    Full Text Available This research develops a theoretical model of sustainable leadership, organizational trust and satisfaction at work in higher education environment in Syria. The model assesses staff perception of outstanding leadership behaviors and examines its relationship with perceived organizational trust in the field of higher education institutions in Syria. This research examines a conceptual framework identifying outstanding leadership styles and behaviors which are associated with sustainable leadership, organisational trust identified by members’ trust in their coworkers, and job satisfaction at an institutional level. The research methodology applied in this research develops a quantitative approach through application of questionnaire survey. To measure the dimensionality of scale factors an exploratory factor analysis is conducted. Reliability analysis is performed, Cronbach alpha test indicates that the research scales are internally consistent. The sample of the study employed a convenience sample from higher education institutions. The managerial implication of the research study recommends application and adoption of sustainable leadership behaviors among functional, mid and senior levels of managers and academics in management positions in higher education institutions. The limitation of research is mainly indicated in the sample size and measurement scales of sustainable leadership, organizational trust and job satisfaction.

  5. Young Faculty Job Perceptions in the Midst of Chinese Higher Education Reform: The Case of Zhejiang University

    Science.gov (United States)

    Li, Yan; Li, Jessica; Sun, Ye

    2013-01-01

    Chinese higher education is undergoing fundamental changes to meet the demand of producing high quantity and quality college students. These changes have significantly impacted the work lives of Chinese faculty members. This study investigated Chinese young faculty's job perceptions using four variables: intrinsic motivation, job burnout, job…

  6. Financial Autonomy as a Necessary Condition for the Functioning of Public Institutions of Higher Education in Ukraine

    Directory of Open Access Journals (Sweden)

    Vynogradnya Vita

    2016-11-01

    Full Text Available The article analyzes the main directions of development of financial autonomy of universities. The alternative sources of funding universities in terms of the lack of funding are determined. It has been found out that the proper organization of financial structure and expansion of the areas of fundraising by universities contributes to their competitiveness.

  7. Management competencies in higher education: Perceived job importance in relation to level of training required

    Directory of Open Access Journals (Sweden)

    Ingrid L. Potgieter

    2010-11-01

    Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies. Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively. Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. The Management Competency Inventory (MCI of Visser (2009 was applied as a measure. Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required. Practical/Managerial implications: Training needs of HODs should be formally assessed and the depth of training required in terms of the identified management competencies should be considered in the design of training programmes. Contributions/Value-add: The information obtained in this study may potentially serve as a foundation for the development of an HOD training programme in the South African higher education environment.

  8. The use of the job enrichment technique for decision-making in higher education: The case of the Philippines

    Directory of Open Access Journals (Sweden)

    Kolawole Samuel Adeyemo

    2015-09-01

    Full Text Available Orientation: This article provides an explorative analysis of the use of the job enrichment technique for decision-making in higher education in the Philippines. Research purpose: The profile of administrators in charge of decision-making was investigated in terms of their level of familiarity with, and use of, this technique in achieving the goals of enriching jobs, retaining staff and ensuring job-motivation in higher education. Motivation for the study: Given the increasingly competitive higher education environment in which higher education employees, including academics, work, the pressure on their performance, and their search for ideal working conditions, it is important to measure the impact of the job enrichment technique on employee and higher education organisations. Research design, approach and method: The study used a quantitative method. The respondents of this study consisted of 206 administrators. Spearman Rank, Correlation Coefficient, Point Bi serial and Chi-square were used to analyse the relationships between the demographic characteristics and job enrichment technique. Multiple Regression Coefficient was used to predict job enrichment. Main findings: The findings suggest that educational attainment and experience are the most important factors for predicting success as an administrator in higher education. Practical and managerial implications: Job enrichment should not only focus on the knowledge, experience and skills of administrators, but should be extended to encompass the context and working conditions of employees. Contribution: In the context of fiscal austerity measures that result in fewer resources becoming available for higher education, it is important to have competent decision-makers who are able to motivate staff.

  9. Job and Work Design

    OpenAIRE

    Van den Broeck, Anja; Parker, Sharon K.

    2017-01-01

    Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...

  10. Higher Education's Coming Leadership Crisis

    Science.gov (United States)

    Appadurai, Arjun

    2009-01-01

    The full impact of the current recession on American higher education remains uncertain, but drops in applications, faculty autonomy and job security, frozen salaries and hiring processes, and scaling back of new facilities and programs are already being seen. American colleges face tough times ahead for teaching, research, and capital projects…

  11. Work-related factors, job satisfaction and intent to leave the current job among United States nurses.

    Science.gov (United States)

    Han, Kihye; Trinkoff, Alison M; Gurses, Ayse P

    2015-11-01

    To examine the relationships of work-related factors (e.g., autonomy, work schedule, supervisory and peer support) to nurses' job satisfaction and intent to leave their current position. Low job satisfaction and high turnover of nurses are major problems for health care. To improve nurse retention, work-related factors associated with job satisfaction and intent to leave should be investigated. A cross-sectional secondary data analysis. Data were obtained in 2004 from Wave 3 of the Nurses' Worklife and Health Study. A random sample of 5000 actively licenced nurses in Illinois and North Carolina (two U.S. states) were sent the survey in wave 1, of which 1641 actively working bedside nurses participated in wave 3. We examined associations of various work-related factors with job satisfaction and intent to leave the current position. Nurses who were dissatisfied with their job reported significantly higher psychological demands and lower autonomy than nurses who were satisfied. Nurses were significantly less satisfied with their jobs when they worked longer hours with inadequate breaks or sick days. Lack of support from peers and supervisors was also related to significantly lower odds of job satisfaction. For intention to leave, nurses who said they planned to leave their current job reported significantly lower autonomy and less support from their peers than nurses who intended to stay. A variety of modifiable work-related factors were significantly related to job satisfaction and intention to leave the current job among nurses. Future research should focus on developing interventions that could mitigate these factors (e.g., by improving work schedules, increasing autonomy and/or nurse support). The impact of such interventions on job satisfaction and intention to leave the current position could then be evaluated. To increase nurse retention, improved schedules, autonomy and supportive work environments should be promoted. © 2015 John Wiley & Sons Ltd.

  12. THE CHALLENGE OF AUTONOMY: AN EMPIRICAL STUDY OF THE VARIOUS DIMENSIONS OF AUTONOMY

    OpenAIRE

    Cristi IFTENE

    2009-01-01

    There are various dimensions of autonomy (policy, financial, structural, personnel, legal, institutional) as different scholars demonstrated (Christensen 2001, Verhoest et. al. 2004). In the present paper we will focus only on political and financial autonomy. As Yesilkagit and van Thiel demonstrated there is a difference between formal and de facto autonomy. They found that formal autonomy does not reinforce de facto autonomy and that organizations with less autonomy report higher levels of ...

  13. Gender Segregation in the Process of College Student Job Seeking: A Survey of Higher Education as a Prelabor Market Factor

    Science.gov (United States)

    Xin, Tong; Yihui, Su

    2010-01-01

    This article uses information from a 2009 survey of the employment circumstances of female college students from Beijing's higher education institutions to analyze the differences among college students in the process of job seeking. Such divisions are manifested in terms of gender, household registration, human resources, specializations, and…

  14. Job-related resources and the pressures of working life.

    Science.gov (United States)

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life. Copyright © 2012 Elsevier Inc. All rights reserved.

  15. Neoliberal Policy in the Higher Education Sector in Bangladesh: Autonomy of Public Universities and the Role of the State

    Science.gov (United States)

    Kabir, Ariful Haq

    2010-01-01

    Since the 1990s, enormous changes have been made in the higher education sector in Bangladesh. The government promulgated the Private University Act in 1992, and formulated a 20-year Strategic Plan for Higher Education: 2006-2026 (SPHE). A critical review shows that the objective of the plan is to connect education with market-driven economic…

  16. Autonomy @ Ames

    Science.gov (United States)

    Van Dalsem, William; Krishnakumar, Kalmanje Srinivas

    2016-01-01

    This is a powerpoint presentation that highlights autonomy across the 15 NASA technology roadmaps, including specific examples of projects (past and present) at NASA Ames Research Center. The NASA technology roadmaps are located here: http:www.nasa.govofficesocthomeroadmapsindex.html

  17. Syntactic autonomy

    Energy Technology Data Exchange (ETDEWEB)

    Rocha, L.M.

    1998-12-01

    The study of adapting and evolving autonomous agents should be based on a complex systems-theoretic framework which requires both self-organizing and symbolic dimensions. An inclusive framework based on the notions of semiotics and situated action is advanced to build models capable of representing, as well as evolving in their environments.Such undertaking is pursued by discussing the ways in which symbol and self-organization are irreducibly intertwined in evolutionary systems. With this semiotic view of self-organization and symbols, the authors re-think the notion of autonomy of evolving systems, and show that evolutionary systems are characterized by a particular type of syntactic autonomy. Recent developments in emergent computation in cellular automata are discussed as examples of the emergence of syntactic autonomy in computational environments. New experiments emphasizing this syntactic autonomy in cellular automata are presented.

  18. Entry into working life: Spatial mobility and the job match quality of higher-educated graduates

    NARCIS (Netherlands)

    Venhorst, Viktor; Cörvers, F.

    2015-01-01

    We estimate the impact of spatial mobility on job match quality by using a data set of recent Dutch university and college graduates We find positive wage returns related to spatial mobility. However, after controlling for the self-selection of migrants with an IV approach, this effect is no longer

  19. Entry into working life : Internal migration and the job match quality of higher-educated graduates

    NARCIS (Netherlands)

    Venhorst, Viktor; Cörvers, Frank

    We estimate the impact of internal migration on job-match quality for recent Dutch university and college graduates. We find positive yet modest wage returns. After controlling for the self-selection of migrants with an IV approach, this effect is no longer significant for university graduates and

  20. A Comparative Study of Factors Influencing Male and Female Lecturers' Job Satisfaction in Ghanaian Higher Education

    Science.gov (United States)

    Amos, Patricia Mawusi; Acquah, Sakina; Antwi, Theresa; Adzifome, Nixon Saba

    2015-01-01

    The study sought to compare factors influencing male and female lecturers' job satisfaction. Cross-sectional survey designs employing both quantitative and qualitative approaches were adopted for the study. Simple random sampling was used to select 163 lecturers from the four oldest public universities in Ghana. Celep's (2000) Organisational…

  1. Responses to Information Systems Graduate Preparation and Job Needs: Implications for Higher Education

    Science.gov (United States)

    Simon, DeShea; Jackson, Kanata

    2015-01-01

    This study examined the perspectives on academic preparation and job skill needs of Information Systems program graduates from an Eastern state in the US. A historical review of the literature surrounding information systems skill requirements was conducted for this study, to provide an understanding of the changes in information systems over the…

  2. Entry into working life: internal migration and the job match quality of higher-educated graduates

    NARCIS (Netherlands)

    Venhorst, V.; Cörvers, Frank

    2018-01-01

    We estimate the impact of internal migration on job-match quality for recent Dutch university and college graduates. We find positive yet modest wage returns. After controlling for the self-selection of migrants with an IV approach, this effect is no longer significant for university graduates and

  3. Federalism and Lander Autonomy: The Higher Education Policy Network in the Federal Republic of Germany. Studies in Higher Education Dissertation Series.

    Science.gov (United States)

    Onestini, Cesare

    This study traces the development of the German higher education system, examining the development of higher education policies from the postwar years to the postunification period. It focuses on federalism and the relative positions of"Lander" (German states) and the government of the Federal Republic (FRG) as revealed in higher…

  4. Low job control is associated with higher diastolic blood pressure in men with mildly elevated blood pressure: the Rosai Karoshi study.

    Science.gov (United States)

    Hattori, Tomomi; Munakata, Masanori

    2015-01-01

    Job strain is a risk factor for hypertension, but it is not fully understood if components of job strain, or job demand or job control per se could be related to blood pressure (BP), and if so, whether the relationship differs between normotension and mildly elevated BP. We examined resting BP, and job stress components in 113 Japanese male hospital clerks (38.1 ± 4.4 yr). Subjects were classified into normotensive (NT) (<130/85 mmHg, n=83) and mildly elevated BP (ME) (≥130/85 mmHg) groups. Diastolic BP (DBP) showed a significant interaction between group and job control level (p=0.013). Subjects with low job control demonstrated higher DBP than those with high job control (89.1 ± 2.1 vs. 82.3 ± 2.3 mmHg, p=0.042) in ME group even after adjustments for covariates while DBP did not differ between low and high job control subjects in NT group. Systolic BP (SBP) did not differ between high and low job control subjects in both groups. Neither SBP nor DBP differed between high and low demand groups in either group. Among job strain components, job control may be independently related to BP in Japanese male workers with mildly elevated BP.

  5. Shifting Tides in Global Higher Education: Agency, Autonomy, and Governance in the Global Network. Global Studies in Education, Volume 9

    Science.gov (United States)

    Witt, Mary Allison

    2011-01-01

    The increasing connection among higher education institutions worldwide is well documented. What is less understood is how this connectivity is enacted and manifested on specific levels of the global education network. This book details the planning process of a multi-institutional program in engineering between institutions in the US and…

  6. The Evaluative State, Institutional Autonomy and Re-engineering Higher Education in Western Europe: The Prince and His Pleasure

    NARCIS (Netherlands)

    Neave, Guy

    2012-01-01

    This vigorous study provides an alternative framework for reflecting on the changes in Western Europe's higher education systems over the past quarter century. Building from two basic concepts – the rise of the evaluative state and the shifts in meaning and definition of positional and institutional

  7. Autonomy and autonomy competencies: a practical and relational approach.

    Science.gov (United States)

    Atkins, Kim

    2006-10-01

    This essay will address a general philosophical concern about autonomy, namely, that a conception of autonomy focused on freedom of the will alone is inadequate, once we consider the effects of oppressive forms of socialization on individuals' formation of choices. In response to this problem, I will present a brief overview of Diana Meyers's account of autonomy as relational and practical. On this view, autonomy consists in a set of socially acquired practical competencies in self-discovery, self-definition, self-knowledge, and self-direction. This account provides a distinction between choices that express unreflectively internalized social norms and those that are the result of a critical 'self-reading'. I conclude that this practical conception of autonomy makes much higher demands upon nurses (and patients) than has previously been thought. In fact, if nurses are to be expected to genuinely promote autonomy, they are going to need specific training in counselling-type communication skills.

  8. Integrating Self-Determination and Job Demands-Resources Theory in Predicting Mental Health Provider Burnout.

    Science.gov (United States)

    Dreison, Kimberly C; White, Dominique A; Bauer, Sarah M; Salyers, Michelle P; McGuire, Alan B

    2018-01-01

    Limited progress has been made in reducing burnout in mental health professionals. Accordingly, we identified factors that might protect against burnout and could be productive focal areas for future interventions. Guided by self-determination theory, we examined whether supervisor autonomy support, self-efficacy, and staff cohesion predict provider burnout. 358 staff from 13 agencies completed surveys. Higher levels of supervisor autonomy support, self-efficacy, and staff cohesion were predictive of lower burnout, even after accounting for job demands. Although administrators may be limited in their ability to reduce job demands, our findings suggest that increasing core job resources may be a viable alternative.

  9. Job characteristics as determinants of job satisfaction and labour mobility

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

    This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel (GSOEP) in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job, which are qualified as status, physical strain, autonomy, advancement opportunities, social relations at the work place, work time and job security. The effects of these facto...

  10. Professional autonomy.

    Science.gov (United States)

    Aprile, A E

    1998-02-01

    Professional autonomy may represent the first step to implementing measures that will allow CRNAs to attain a level of independent practice consistent with their clinical and educational training. Autonomy is regarded as an essential ingredient of professionalism and confers independent function at the individual practitioner level. The principle of autonomy refers to the individual's capacity to make independent decisions based on the assumption that he or she possesses the cognitive, psychological, and emotional faculties to make rational decisions. Nursing practice meets the first two criteria of professionalism--competence and dedication to an important social good. The third criterion of professionalism, autonomy, has been a focal point for controversy since the late nineteenth century, in which obedience to supervisors and physicians remained a central focus of nursing ethics teaching until the advent of feminism in the 1970s. This article presents a thorough analysis of these concepts with some thoughts on how understanding the fundamental precepts and further research may not only help maintain the current level of CRNA professional autonomy but serve to guide us to become more autonomous in the future.

  11. The Professional Success of Higher Education Graduates

    Science.gov (United States)

    Schomburg, Harald

    2007-01-01

    Measures of professional success provided by surveys on higher education graduates can be divided into objective (e.g. income or professional position) and subjective (e.g. job satisfaction, reported use of knowledge and skills, work autonomy) indicators. In this article a broad range of measures of professional success is used to describe aspects…

  12. Models, controls, and levels of semiotic autonomy

    Energy Technology Data Exchange (ETDEWEB)

    Joslyn, C.

    1998-12-01

    In this paper the authors consider forms of autonomy, forms of semiotic systems, and any necessary relations among them. Levels of autonomy are identified as levels of system identity, from adiabatic closure to disintegration. Forms of autonomy or closure in systems are also recognized, including physical, dynamical, functional, and semiotic. Models and controls are canonical linear and circular (closed) semiotic relations respectively. They conclude that only at higher levels of autonomy do semiotic properties become necessary. In particular, all control systems display at least a minimal degree of semiotic autonomy; and all systems with sufficiently interesting functional autonomy are semiotically related to their environments.

  13. How important is Autonomy to Professional Workers?

    Directory of Open Access Journals (Sweden)

    Arne Mastekaasa

    2011-11-01

    Full Text Available A common assumption is that autonomy is crucial to professional workers. I examine this using survey data on a sample of public sector welfare professionals, viz. medical doctors, nurses, teachers, social workers. Comparisons are made with general population data from the International Social Survey Programme. Two methods of assessing the importance of work autonomy are employed; respondents’ direct ratings and statistical associations between work autonomy (and other job characteristics on the one hand and job satisfaction and organizational commitment on the other. Findings: Autonomy is not rated as more important among the professionals than in the general population, and neither is it more strongly related to job satisfaction. Interesting work and workplace social support appear to be more central.

  14. The Impact of Job Characteristics on Burnout Among Chinese Correctional Workers.

    Science.gov (United States)

    Jin, Xiaohong; Sun, Ivan Y; Jiang, Shanhe; Wang, Yongchun; Wen, Shufang

    2018-02-01

    Job burnout has long been recognized as a common occupational hazard among correctional workers. Although past studies have investigated the effects of job-related characteristics on correctional staff burnout in Western societies, this line of research has largely been absent from the literature on community corrections in China. Using data collected from 225 community correction workers in a Chinese province, this study assessed the effects of positive and negative job characteristics on occupational burnout. Positive job characteristics included job autonomy, procedural justice, and role clarity. Negative characteristics included role conflict, job stress, and job dangerousness. As expected, role clarity tended to reduce burnout, whereas role conflict, job stress, and job dangerousness were likely to produce greater burnout among Chinese community correction workers. Male correctional officers were also subjected to a higher level of burnout than their female coworkers. Implications for future research and policy were discussed.

  15. Student Perceptions of Their Autonomy at University

    Science.gov (United States)

    Henri, D. C.; Morrell, L. J.; Scott, G. W.

    2018-01-01

    Learner autonomy is a primary learning outcome of Higher Education in many countries. However, empirical evaluation of how student autonomy progresses during undergraduate degrees is limited. We surveyed a total of 636 students' self-perceived autonomy during a period of two academic years using the Autonomous Learning Scale. Our analysis suggests…

  16. Who gets a job after graduation? Factors affecting the early career employment chances of higher education graduates in Poland

    Directory of Open Access Journals (Sweden)

    Mikołaj Jasiński

    2017-12-01

    Full Text Available The massification of higher education in Poland means that many students choose this educational pathway to improve their chances for a good job. Therefore, the labour market outcomes of graduates provide an important perspective for future students, higher education institutions, as well as decision makers at the national level. The Polish Graduate Tracking System (ELA, based on administrative data, is designed to monitor graduates’ outcomes in the labour market by type of studies, higher education institution, as well as individual curricula. Results of the first two years of graduate tracking show that the outcomes vary by study area, but also change over time. While in the first months after graduation, aspects such as prior experience in the labour market and place of residence have a substantial effect on employment chances, in the longer run, they lose their importance relative to other factors.

  17. Labour Market Flexibility between Risk and Opportunity for Gender Equality Analyses of Self-employment, Part-time Work, and Job Autonomy

    OpenAIRE

    König, Stefanie

    2016-01-01

    The dissertation “Labour Market Flexibility between Risk and Opportunity for Gender Equality – Analyses of Self-employment, Part-time Work, and Job Autonomy” addresses the main research question: Is flexibility the key to a less gendered labour market, or does it rather foster more traditional roles and gender inequality? In four empirical studies, different aspects in life were investigated in order to gain a holistic understanding of gender inequalities related to flexibility at work: the d...

  18. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

  19. Responsiveness of Higher Education to Changing Job Market Demand in Bangladesh

    Science.gov (United States)

    Dutta, Bipasha; Islam, Kazi Maruful

    2017-01-01

    Bangladesh economy has been transforming towards a market-based economy from a state-dominated centrally planned economy since the early 1980s, the pace of transformation has been slow though. The aim of this article is to see how the higher education system responds to the changes in the structure of the economy. The article argues that the…

  20. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  1. 大學圖書館館員領導者與成員交換關係、工作自主性及組織公民行為之關係模式探析 A Study of the Relationship among Leader-Member Exchange, Job Autonomy and Organizational Citizenship Behavior of the University Librarians in Taiwan

    Directory of Open Access Journals (Sweden)

    Yu-Ping Peng

    2013-07-01

    Full Text Available 大學圖書館領導者需要激勵館員表現組織公民行為,以提升圖書館組織績效與服務品質。本研究採用問卷調查方式,運用結構方程模式(structural equation modeling, SEM,驗證大學圖書館館員之領導者與成員交換關係(LMX、工作自主性及組織公民行為之關係,研究結果顯示:(1館員認知的領導者與成員交換關係(LMX程度愈高,其工作自主性程度愈高;(2館員認知的工作自主性程度愈高,其組織公民行為程度愈高;(3工作自主性對領導者與成員交換關係(LMX及組織公民行為之關係,具有部分中介效果。本研究最後提出結論及建議。The directors of university libraries must inspire librarians to engage organizational citizenship behaviors to enhance organizational performance and service quality. Based on a structural equation modeling, this study examines the relationship among leader-member exchange, job autonomy and organizational citizenship behavior of the university librarians in Taiwan. Findings indicated that leader-member exchange is positively related to job autonomy, and job autonomy is positively related to organizational citizenship behavior. Job autonomy plays a partial mediating role in the relationship between leader-member exchange and organizational citizenship behavior. Finally, the study provides the conclusions and implications for the library profession.

  2. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors

    Directory of Open Access Journals (Sweden)

    CL Bester

    2006-09-01

    Full Text Available In order to contribute to higher levels of job satisfaction, job involvement , and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual’s set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one’s occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5% responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy

  3. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors.

    Science.gov (United States)

    Bester, C L; Mouton, T

    2006-08-01

    In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant

  4. Autonomy as Aesthetic Practice

    NARCIS (Netherlands)

    Lütticken, S.

    2014-01-01

    This essay examines various conceptions of autonomy in relation to recent artistic practices. Starting from the apparent opposition between modernist notions of the autonomy of art and theorizations of political autonomy, the text problematizes the notion of the autonomy of art by using Jacques

  5. The moderating role of job resources in the relationship between job demands and interleukin-6 in an Italian healthcare organization.

    Science.gov (United States)

    Falco, Alessandra; Dal Corso, Laura; Girardi, Damiano; De Carlo, Alessandro; Comar, Manola

    2018-02-01

    In this study we examined the association between job demands (JD), job resources (JR), and serum levels of a possible biomarker of stress, the pro-inflammatory cytokine interleukin-6 (IL-6). According to the buffer hypothesis of the Job Demands-Resources (JD-R) model, we expected that job resources-defined as job autonomy and social support from supervisor-might buffer the relationship between job demands, defined as emotional demands and interpersonal conflict with colleagues, and IL-6. Data from 119 employees in an Italian public healthcare organization (acute care hospital) were analyzed using multiple regression. In predicting IL-6, the interactions between emotional demands and JR and between interpersonal conflict with colleagues and job autonomy (but not social support) were significant, after controlling for the effect of age and gender. The association between JD and IL-6 was stronger for individuals with low levels of JR, so that levels of IL-6 were highest when JD were high and JR were low. Overall, these results are consistent with the buffer hypothesis of the JD-R model and also extend previous research, showing that the exposure to stressful situations at work, measured as high JD and low JR, is associated with higher levels of IL-6 in hospital employees. © 2017 Wiley Periodicals, Inc.

  6. Determinants of longer job tenure among home care aides: what makes some stay on the job while others leave?

    Science.gov (United States)

    Butler, Sandra S; Brennan-Ing, Mark; Wardamasky, Sara; Ashley, Alison

    2014-03-01

    An inadequate supply of direct care workers and a high turnover rate in the workforce has resulted in a "care gap" in our long-term care system. As people are increasingly choosing community-based care, retention of home care workers is particularly important. The mixed-method study described herein explored determinants of longer job tenure for home care aides (n = 261). Study participants were followed for 18 months, completing two mail surveys and one telephone interview each. Predictors of longer job tenure included older age, living rurally, lower physical function, higher wages, a greater sense of autonomy on the job, and less frequent feelings of personal accomplishment. Thematic analysis of telephone interviews revealed long-term stayers to be less concerned about low wages and inconsistent hours than those who left their jobs within a year; both groups of workers reported high levels of job satisfaction. Policy implications of study findings are discussed.

  7. Construction Professionals Job Performance and Characteristics: A Comparison of Indigenous and Expatriate Construction Companies in Nigeria

    Directory of Open Access Journals (Sweden)

    Henry Ndubuisi Onukwube

    2011-06-01

    Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study.  Eighty one (81 construction companies, 50 (62% indigenous and 31 (38% expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.

  8. Job longevity as a situational factor in job satisfaction.

    Science.gov (United States)

    Katz, R

    1978-06-01

    This study investigates the relationships between overall job satisfaction and the five task dimensions of skill variety, task identity, task significance, autonomy, and feedback-from-job for employees at different stages of their careers, as measured by their length of employment on their current jobs, as well as in their current organizations. Basically, the analysis shows that the strength of the relationships between job satisfaction and each of the task dimensions depends on both the job longevity and organizational longevity of the sampled individuals. For employees new to an organization, for example, only task significance is related positively to job satisfaction, while autonomy has a strongly negative correlation. The study presents other significant correlational differences and discusses the implications of its findings for task design, as well as for managing new employees. Approximately 3500 respondents from four different governments--two metropolitan, one county, and one state--participated in the collection of survey data.

  9. University autonomy as sensemaking

    DEFF Research Database (Denmark)

    Lind, Jonas Krog

    The formal autonomy of universities in Europe has generally increased over recent decades. However, new forms of accountability measures and more indirect state steering have accompanied this development, making it difficult to assess the actual autonomy. The article addresses this problem...... by applying the sensemaking approach to the study of organizational autonomy. Enacted autonomy is suggested as a new conceptualization that challenges the basic assumption in studies on formal autonomy that autonomy is only about external constraints on action. It does so by insisting on the active subjects...... in the enactment of the environment, thereby questioning the validity of a clear distinction between what is internal and what is external to an organization. By acknowledging the subjective dimension of autonomy, a set of stylized identities is developed as a tool for understanding the enactment of autonomy...

  10. Respect for rational autonomy.

    Science.gov (United States)

    Walker, Rebecca L

    2009-12-01

    The standard notion of autonomy in medical ethics does not require that autonomous choices not be irrational. The paper gives three examples of seemingly irrational patient choices and discusses how a rational autonomy analysis differs from the standard view. It then considers whether a switch to the rational autonomy view would lead to overriding more patient decisions but concludes that this should not be the case. Rather, a determination of whether individual patient decisions are autonomous is much less relevant than usually considered in determining whether health care providers must abide by these decisions. Furthermore, respect for rational autonomy entails strong positive requirements of respect for the autonomy of the person as a rational decision maker. The rationality view of autonomy is conceptually stronger than the standard view, allows for a more nuanced understanding of the practical moral calculus involved in respecting patient autonomy, and promotes positive respect for patient autonomy.

  11. Regimes of Autonomy

    NARCIS (Netherlands)

    Anderson, Joel

    2014-01-01

    Like being able to drive a car, being autonomous is a socially attributed, claimed, and contested status. Normative debates about criteria for autonomy (and what autonomy entitles one to) are best understood, not as debates about what autonomy, at core, really is, but rather as debates about the

  12. Perceived autonomy and self-esteem in Dutch dialysis patients: the importance of illness and treatment perceptions.

    Science.gov (United States)

    Jansen, Daphne L; Rijken, Mieke; Heijmans, Monique; Boeschoten, Elisabeth W

    2010-07-01

    Compared to healthy people, end-stage renal disease (ESRD) patients participate less in paid jobs and social activities. This study explored the perceived autonomy, state self-esteem and labour participation in ESRD patients on dialysis, and the role illness and treatment perceptions play in these concepts. Patients completed questionnaires at home or in the dialysis centre (N = 166). Data were analysed using bivariate and multivariate analyses. Labour participation among dialysis patients was low, the average autonomy levels were only moderate, and the average self-esteem level was rather high. On the whole, positive illness and treatment perceptions were associated with higher autonomy and self-esteem, but not with labour participation. Multiple regression analyses demonstrated that illness and treatment perceptions explained 18 to 27% of the variance in autonomy and self-esteem. Perceptions of personal control, less impact of the illness and treatment, and less concern were important predictors. Our results indicate that dialysis patients' beliefs about their illness and treatment play an important role in their perceived autonomy and self-esteem. Stimulating positive (realistic) beliefs and altering maladaptive beliefs might contribute to a greater sense of autonomy and self-esteem, and to social participation in general. Interventions focusing on these beliefs may assist patients to adjust to ESRD.

  13. Do new production concepts and a new management of employment relations, yield higher employee performance and low job strain?

    NARCIS (Netherlands)

    Kraan, K.; Oeij, P.

    2006-01-01

    In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In

  14. Autonomy: Life and Being

    Science.gov (United States)

    Williams, Mary-Anne

    This paper uses robot experience to explore key concepts of autonomy, life and being. Unfortunately, there are no widely accepted definitions of autonomy, life or being. Using a new cognitive agent architecture we argue that autonomy is a key ingredient for both life and being, and set about exploring autonomy as a concept and a capability. Some schools of thought regard autonomy as the key characteristic that distinguishes a system from an agent; agents are systems with autonomy, but rarely is a definition of autonomy provided. Living entities are autonomous systems, and autonomy is vital to life. Intelligence presupposes autonomy too; what would it mean for a system to be intelligent but not exhibit any form of genuine autonomy. Our philosophical, scientific and legal understanding of autonomy and its implications is immature and as a result progress towards designing, building, managing, exploiting and regulating autonomous systems is retarded. In response we put forward a framework for exploring autonomy as a concept and capability based on a new cognitive architecture. Using this architecture tools and benchmarks can be developed to analyze and study autonomy in its own right as a means to further our understanding of autonomous systems, life and being. This endeavor would lead to important practical benefits for autonomous systems design and help determine the legal status of autonomous systems. It is only with a new enabling understanding of autonomy that the dream of Artificial Intelligence and Artificial Life can be realized. We argue that designing systems with genuine autonomy capabilities can be achieved by focusing on agent experiences of being rather than attempting to encode human experiences as symbolic knowledge and know-how in the artificial agents we build.

  15. Understanding critical care nurses' autonomy in Jordan.

    Science.gov (United States)

    Maharmeh, Mahmoud

    2017-10-02

    Purpose The aim of this study was to describe Jordanian critical care nurses' experiences of autonomy in their clinical practice. Design/methodology/approach A descriptive correlational design was applied using a self-reported cross-sectional survey. A total of 110 registered nurses who met the eligibility criteria participated in this study. The data were collected by a structured questionnaire. Findings A majority of critical care nurses were autonomous in their decision-making and participation in decisions to take action in their clinical settings. Also, they were independent to develop their own knowledge. The study identified that their autonomy in action and acquired knowledge were influenced by a number of factors such as gender and area of practice. Practical implications Nurse's autonomy could be increased if nurses are made aware of the current level of autonomy and explore new ways to increase empowerment. This could be offered through classroom lectures that concentrate on the concept of autonomy and its implication in practice. Nurses should demonstrate autonomous nursing care at the same time in the clinical practice. This could be done through collaboration between educators and clinical practice to help merge theory to practice. Originality/value Critical care nurses were more autonomous in action and knowledge base. This may negatively affect the quality of patient care and nurses' job satisfaction. Therefore, improving nurses' clinical decision-making autonomy could be done by the support of both hospital administrators and nurses themselves.

  16. The Evolution of Autonomy.

    Science.gov (United States)

    Stammers, Trevor

    2015-01-01

    There can be little doubt, at least in the Western world, that autonomy is theruling principle in contemporary bioethics. In spite of its 'triumph' however,the dominance of the utilitarian concept of autonomy is being increasinglyquestioned. In this paper, I explore the nature of autonomy, how it came todisplace the Hippocratic tradition in medicine and how different conceptsof autonomy have evolved. I argue that the reduction of autonomy to'the exercise of personal choice' in medicine has led to a 'tyranny of autonomy' which can be inimical to ethical medical practice rather than conducive to it.I take the case of Kerrie Wooltorton as an illustration of how misplacedadherence to respect for patient autonomy can lead to tragic consequences.An analysis of autonomy based on the work of Rachel Haliburton isdescribed and applied to the role of autonomy in a recent bioethicaldebate--that arising from Savulescu's proposal that conscientious objection by health-care professionals should not be permitted in the NHS. Inconclusion, I suggest Kukla's concept of conscientious autonomy as onepromising pathway to circumvent both the limitations and adverse effectsof the dominance of current (mis)understandings of autonomy in biomedical ethics.

  17. Do New Production Concepts and a new Management of Employment Relations, yield higher Employee Performance and lower Job Strain?

    Directory of Open Access Journals (Sweden)

    Karolus Kraan

    2007-05-01

    Full Text Available In this article old versus new production concepts (NPCs and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee performance is irrespective of the employment relation instruments. On the contrary, in the other NPCs and in professional bureaucracies, the (employment relation instruments of respectively an increased period needed for learning the job, and customized performance targets can compensate for the lower employee performance in these production concepts. The results do not show increased job strain, due to new production concepts, or new employment relations. production concepts, employment relations, labour productivity, socio-technical theory

  18. Professional autonomy and work setting as contributing factors to depression and absenteeism in Canadian nurses.

    Science.gov (United States)

    Enns, Victoria; Currie, Shawn; Wang, JianLi

    2015-01-01

    The prevalence of major depression in Canadian nurses is double the national average for working women. The present study sought to delineate the role of professional autonomy, health care setting, and work environment characteristics as risk factors for depression and absenteeism in female nurses. A cross-sectional, secondary analysis was conducted on a large representative sample of female nurses working in hospitals and other settings across Canada (N = 17,437). Univariate and multivariate analyses were used to test the hypothesis that work environment factors are significant determinants of major depression and absenteeism in female nurses after accounting for other risk factors. Experiencing a major depressive episode in the past 12 months was significantly associated with lower autonomy (odds ratio [OR] = 0.93), higher job strain (OR = 2.2), being a licensed practical nurse (OR = 0.82), and working in a nonhospital setting (OR = 1.5). Higher absenteeism was associated with the same variables as well as having less control over one's work schedule. Efforts to increase autonomy of nurses and reduce job strain may help to address the high prevalence of major depression in this professional group. Crown Copyright © 2015. Published by Elsevier Inc. All rights reserved.

  19. The Effect of Job Satisfaction on Job Search: Not just whether, but also where

    OpenAIRE

    Josse Delfgaauw

    2005-01-01

    textabstractUsing survey data of public sector employees in the Netherlands, this paper shows that workers' satisfaction with various job domains not only affects whether but also where workers search for another job. An intuitive pattern emerges. Workers try to leave their current employer when their job search is instigated by dissatisfaction with an organisation-specific job domain, like management. Conversely, more job-specific problems, like a lack of autonomy, lead workers to opt for an...

  20. Indications for treatment of thyroid autonomy

    International Nuclear Information System (INIS)

    Emrich, D.

    1989-01-01

    Based on pathophysiological findings and considerations it is attempted to review critically the present state of indications and therapeutic modalities in cases of thyroid autonomy. If hyperthyroidism occurs or has occurred in autonomy, definitive treatment with radioiodine or surgery is indicated. In cases of autonomy with euthyroidism, treatment planning and indication of definite therapy are difficult still today, because the risk to develop hyperthyroidism cannot as yet be sufficiently estimated. A useful indicator in such cases seems to be the percentage of global thyreoidal uptake of 99m-technetium under supression. If autonomy is severe surgical treatment today is superior to radio-iodine therapy, but is associated with a higher rate of manifest hypothyroidism. Further research into both the risk of hyperthyroidism in thyroid autonomy and the optimization of radio-iodine therapy are needed. (orig./MG) [de

  1. Effects of leadership characteristics on pediatric registered nurses' job satisfaction.

    Science.gov (United States)

    Roberts-Turner, Reneé; Hinds, Pamela S; Nelson, John; Pryor, Juanda; Robinson, Nellie C; Wang, Jichuan

    2014-01-01

    Job satisfaction levels among registered nurses (RNs) influence RN recruitment, retention, turnover, and patient outcomes. Researchers examining the relationship between characteristics of nursing leadership and RN job satisfaction have treated RNs as a monolithic group with little research on the satisfaction of hospital-based pediatric RNs. This study assessed the relationship of transformational and transactional nursing leadership characteristics and RN job satisfaction reported by pediatric RNs. This single site study included 935 hospital-based pediatric RNs who completed validated survey items regarding nursing leadership and job satisfaction. A structural equation model (SEM) was applied to assess how autonomy (transformational leadership) and distributive justice (transactional leadership) influence RN job satisfaction, and how RN socio-demographic characteristics influence job satisfaction via autonomy and distributive justice. Findings revealed that both autonomy and distributive justice had significant positive effects on RN job satisfaction but the largest source of influence was autonomy.

  2. Job satisfaction of people with intellectual disabilities: the role of basic psychological need fulfillment and workplace participation.

    Science.gov (United States)

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P

    2018-05-01

    Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction. A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments. Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction. Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.

  3. Marine Robot Autonomy

    CERN Document Server

    2013-01-01

    Autonomy for Marine Robots provides a timely and insightful overview of intelligent autonomy in marine robots. A brief history of this emerging field is provided, along with a discussion of the challenges unique to the underwater environment and their impact on the level of intelligent autonomy required.  Topics covered at length examine advanced frameworks, path-planning, fault tolerance, machine learning, and cooperation as relevant to marine robots that need intelligent autonomy.  This book also: Discusses and offers solutions for the unique challenges presented by more complex missions and the dynamic underwater environment when operating autonomous marine robots Includes case studies that demonstrate intelligent autonomy in marine robots to perform underwater simultaneous localization and mapping  Autonomy for Marine Robots is an ideal book for researchers and engineers interested in the field of marine robots.      

  4. Autonomy of State Agencies

    DEFF Research Database (Denmark)

    Hansen, Morten Balle; Niklasson, Birgitta; Roness, Paul

    agencies in four Nordic countries: Denmark, Finland, Norway and Sweden. By using survey data from more than 500 state agencies in the four countries, the article analyses whether there is indeed a Scandinavian style of autonomy and result control and assesses which structural, cultural, and environmental......NPM-doctrines states that ideal-type agencies should have a high level of managerial autonomy, while being controlled through result-based control instruments, like performance contracts. In this article, the authors present a first preliminary attempt to comparatively analyze the autonomy of state...... variables might explain similarities and differences in the autonomy of agencies....

  5. Autonomy of nurse practitioners in primary care: An integrative review.

    Science.gov (United States)

    Choi, Min; De Gagne, Jennie C

    2016-03-01

    This integrative review of the existing literature was conducted to identify dimensions related to nurse practitioner (NP) autonomy and to recommend future areas of research related to the important topic of NP autonomy in this era of cost-conscious healthcare reform. Articles were identified from the following databases: CINAHL, MEDLINE, PubMed, Ovid, Scopus, Google Scholar, and EBSCO. Over 24 articles were found; 12 peer-reviewed articles met the inclusion criteria of research conducted with NPs, physicians, and patients. The results revealed three categories of association with regard to NP autonomy: job satisfaction, patient satisfaction, and physician-NP collaboration. This review was undertaken to advance understanding of autonomy among NPs and the dynamics involved in their delivery of care. Further research into the associations between NP autonomy and its dimensions are necessary to indicate a future direction to the NP role. ©2015 American Association of Nurse Practitioners.

  6. Is socially integrated community day care for people with dementia associated with higher user satisfaction and a higher job satisfaction of staff compared to nursing home-based day care?

    Science.gov (United States)

    Marijke van Haeften-van Dijk, A; Hattink, Bart J J; Meiland, Franka J M; Bakker, Ton J E M; Dröes, Rose-Marie

    2017-06-01

    To investigate whether community-based (CO) day care with carer support according to the proven effective Meeting Centres Support Programme model is associated with higher satisfaction of people with dementia (PwD) and their informal caregivers (CG) and with a higher job satisfaction among care staff compared to traditional nursing home-based (NH) day care. Data were collected in 11 NH day care centres and 11 CO day care centres. User satisfaction of PwD and CG was evaluated in the 11 NH day care centres (n PwD = 41, n CG = 39) and 11 CO day care centres (n PwD = 28, n CG = 36) with a survey after six months of participation. Job satisfaction was measured only in the six NH day care centres that recently transformed to CO day care, with two standard questionnaires before (n STAFF = 35), and six months after the transition (n STAFF = 35). PwD were more positive about the communication and listening skills of staff and the atmosphere and activities at the CO day care centre. Also, CG valued the communication with, and expertise of, staff in CO day care higher, and were more satisfied with the received emotional, social and practical support. After the transition, satisfaction of staff with the work pace increased, but satisfaction with learning opportunities decreased. PwD and CG were more satisfied about the communication with the staff and the received support in CO day care than in NH day care. Overall job satisfaction was not higher, except satisfaction about work pace.

  7. Autonomy and minority rights

    DEFF Research Database (Denmark)

    Barten, Ulrike

    2008-01-01

    on the content of the syllabus. When autonomy is understood in the literal sense, of giving oneself one's own laws, then there is a clear connection. Autonomy is usually connected to politics and a geographically limited territory. Special political rights of minorities - e.g. is the Danish minority party SSW...

  8. Factors influencing job satisfaction among registered nurses: a questionnaire survey in Mashhad, Iran.

    Science.gov (United States)

    Atefi, Narges; Lim Abdullah, Khatijah; Wong, Li Ping; Mazlom, Reza

    2015-05-01

    Job satisfaction is a critical factor in health care. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. To determine the level of nurses' job satisfaction and its associated factors. A stratified random sample of 421 registered nurses working at a large hospital in Mashhad, Iran was surveyed. The results showed that autonomy, task requirement and work interaction had scores higher than their respective median on the subscales. There were significant differences between demographic characteristics and the autonomy, task requirement, work interaction, salary, work condition, professional development, supportive nursing management, decision making, professional status subscales and mean total job satisfaction. In univariate analysis, young age, being female and being married were significantly associated with a higher level of job satisfaction. The adjusted R(2) for this model was 0.14, indicating that the model explained 14% of the variability. The regression model was highly significant, F (4298) = 13.194, P job satisfaction. © 2013 John Wiley & Sons Ltd.

  9. Identifying job characteristics related to employed women's breastfeeding behaviors.

    Science.gov (United States)

    Spitzmueller, Christiane; Zhang, Jing; Thomas, Candice L; Wang, Zhuxi; Fisher, Gwenith G; Matthews, Russell A; Strathearn, Lane

    2018-05-14

    For employed mothers of infants, reconciliation of work demands and breastfeeding constitutes a significant challenge. The discontinuation of breastfeeding has the potential to result in negative outcomes for the mother (e.g., higher likelihood of obesity), her employer (e.g., increased absenteeism), and her infant (e.g., increased risk of infection). Given previous research findings identifying return to work as a major risk factor for breastfeeding cessation, we investigate what types of job characteristics relate to women's intentions to breastfeed shortly after giving birth and women's actual breastfeeding initiation and duration. Using job titles and job descriptors contained in a large Australian longitudinal cohort data set (N = 809), we coded job titles using the U.S. Department of Labor (DOL)'s Occupational Information Network (O*NET) database and extracted job characteristics. Hazardous working conditions and job autonomy were identified as significant determinants of women's breastfeeding intentions, their initiation of breastfeeding, and ultimately their breastfeeding continuation. Hence, we recommend that human resource professionals, managers, and public health initiatives provide breastfeeding-supportive resources to women who, based on their job characteristics, are at high risk to prematurely discontinue breastfeeding to ensure these mothers have equal opportunity to reap the benefits of breastfeeding. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  10. Markets & Myths: Autonomy in Public & Private Schools

    Directory of Open Access Journals (Sweden)

    Sandra Rubin Glass

    1997-01-01

    Full Text Available

    School choice is the most controversial education policy issue of the 1990s. John Chubb and Terry Moe's Politics, Markets and America's Schools stimulated this investigation. They concluded that teacher and administrator autonomy was the most important influence on student achievement. They assumed that the organization of private schools offered greater autonomy resulting in higher student achievement and that the bureaucracy of public schools stifles autonomy limiting student achievement. The research undertaken here elaborates, elucidates, and fills in the framework of teacher and principal autonomy in public and private secondary schools. Interviews of more than thirty teachers and administrators in six high schools, observations, field notes, and analysis of documents collected in the field form the empirical base of this work. The sites included three private, independent, nondenominational secondary schools which are college preparatory and three public secondary schools noted for high graduation rates and offering numerous advanced placement courses.

    The feelings expressed by both public and private school participants in this study testify to equally high degrees of autonomy. Issues that emerged from data analysis in this study which mitigate and shape autonomy include the following: conflicting and contradictory demands, shared beliefs, layers of protection, a system of laws, funding constraints and matters of size of the institution. These issues challenge oversimplified assertions that differences of any importance exist between the autonomy experienced by professionals in public and private high schools. This study reveals the complexity of the concept of autonomy and challenges the myth that teachers and principals in private schools enjoy autonomy and freedom from democratic bureaucracy that their public school counterparts do not.

  11. Costs and benefits of flexibility and autonomy in working time: The same for women and men?

    OpenAIRE

    Lott, Yvonne

    2015-01-01

    Using data from the German Socio-Economic Panel Study (SOEP, 2003, 2005, 2007, 2009, and 2011), the author scrutinizes the relations between women´s and men´s flexibility and autonomy in working time and two central work outcomes: overtime and income. Previously, research on flexibility and autonomy in working time mostly applied crosssectional data ignoring individuals self-selection into jobs. Furthermore, the association between flexibility and autonomy in working time and income has gener...

  12. Effect of Autonomy Support on Self-Determined Motivation in Elementary Physical Education.

    Science.gov (United States)

    Chang, Yu-Kai; Chen, Senlin; Tu, Kun-Wei; Chi, Li-Kang

    2016-09-01

    Using the quasi-experimental design, this study examined the effect of autonomy support on self-determined motivation in elementary school physical education (PE) students. One hundred and twenty six participants were assigned to either the autonomy support group (n = 61) or the control group (n = 65) for a six-week intervention period. Perceived teacher autonomy, perceived autonomy in PE, and self-determined motivation in PE were pre- and post-tested using validated questionnaires. Significant increases in perceived teacher autonomy and perceived autonomy in PE were observed in the autonomy support group, but not in the control group. Intrinsic motivation was higher in the autonomy support group than that in the control group. From an experimental perspective, these findings suggest that the autonomy support was successfully manipulated in the PE classes, which in turn increased the students' perceived autonomy and intrinsic motivation.

  13. Effect of Autonomy Support on Self-Determined Motivation in Elementary Physical Education

    Directory of Open Access Journals (Sweden)

    Yu-Kai Chang, Senlin Chen, Kun-Wei Tu, Li-Kang Chi

    2016-09-01

    Full Text Available Using the quasi-experimental design, this study examined the effect of autonomy support on self-determined motivation in elementary school physical education (PE students. One hundred and twenty six participants were assigned to either the autonomy support group (n = 61 or the control group (n = 65 for a six-week intervention period. Perceived teacher autonomy, perceived autonomy in PE, and self-determined motivation in PE were pre- and post-tested using validated questionnaires. Significant increases in perceived teacher autonomy and perceived autonomy in PE were observed in the autonomy support group, but not in the control group. Intrinsic motivation was higher in the autonomy support group than that in the control group. From an experimental perspective, these findings suggest that the autonomy support was successfully manipulated in the PE classes, which in turn increased the students’ perceived autonomy and intrinsic motivation.

  14. From Autonomy to Creativity: A Multilevel Investigation of the Mediating Role of Harmonious Passion

    Science.gov (United States)

    Liu, Dong; Chen, Xiao-Ping; Yao, Xin

    2011-01-01

    Building on self-determination theory, we theorized about and demonstrated, through 2 multilevel field studies, the pivotal role of harmonious passion in translating organizational autonomy support and individual autonomy orientation into job creativity. Results based on 3-level data from 856 members in 111 teams within 23 work units of a porous…

  15. Entrepreneurial autonomy and its dynamics

    NARCIS (Netherlands)

    van Gelderen, M.W.

    2016-01-01

    Founding and owning an independent business does not automatically provide the owner/founder with autonomy. Autonomy-motivated entrepreneurs must often make an effort to achieve and maintain autonomy. The aim of this research is to investigate the experience of autonomy, its variations over time,

  16. Factors Affecting job satisfaction of employees in Pakistani banking sector

    OpenAIRE

    Ahmed Imran, Hunjra; Muhammad Irfan, Chani; Sher, Aslam; Muhammad, Azam; Kashif-Ur, Rehman

    2010-01-01

    The job satisfaction has got tremendous attention in organizational research. The focus of this study is to determine the impact of various human resource management practices like job autonomy, team work environment and leadership behavior on job satisfaction. It also investigates the major determinants of job satisfaction in Pakistani banking sector. This study further evaluates the level of difference in job satisfaction among male and female employees. The sample of the study consisted of...

  17. Changing professional autonomy?

    DEFF Research Database (Denmark)

    Jespersen, Peter Kragh

    The paper presents a typology for the analysis for professional autonomy and an application of the typology in realation to discourses of quality development in the 'Health Care sector in Denmark and Norway......The paper presents a typology for the analysis for professional autonomy and an application of the typology in realation to discourses of quality development in the 'Health Care sector in Denmark and Norway...

  18. Anagogy of autonomy.

    Science.gov (United States)

    Boyd, A L

    2000-07-01

    The philosophical and ethical concept of autonomy is herein examined, ex post facto, using an existential lens to examine the process of a personal friend's dying. Anagogy, defined as interpretation of a word, passage, or text that finds beyond the literal, allegorical, and moral senses a fourth and ultimate spiritual or mystical sense, is intended to enlarge the understanding of the use of autonomy in this case. The idea of personhood linked inextricably to reason is, therefore, understood as empowering an individual to choose among various actions, to define and redefine life goals, and to give priority to selected values and moral tenants, which reveal a moral hermeneutic. Conditions and circumstances, existentially exposed, limit choice in unexpected ways, such that the predicted value of autonomy is vulnerable to misuse or misunderstanding. The intent to respect the dignity of every person is central to the philosophy of Respect for Persons ethics, and assumes that autonomy, as freedom of the moral agent, is a moral duty. Implicit reality of freedom is, in a practical sense, essential to being rational agents who can thereby exercise informed choice. The moral law, law of freedom, involves the autonomy of the will and an ultimate end to which all action is directed. Defined as the highest good, morality unites virtue and happiness by ascribing the ultimate end sought as God. The freedom to use rational will finds principles within its own rational nature. The ability to create maxims is autonomy of the will, which equates with the dignity of persons. My recent experience as a companion to a personal friend with a terminal illness inspired me to re-evaluate the concept of autonomy as it is too often interpreted in modern ethical discourse as a individualistic right of choice as opposed to the hermeneutic of dignity of person. This paper describes a shift of position in understanding the paradox of autonomy in this existential context.

  19. Autonomy and hyperthyroidism

    International Nuclear Information System (INIS)

    Emrich, D.; Schicha, H.; Baehre, M.

    1986-01-01

    The significance of autonomy in iodine-deficiency goiter for the development of hyperthyroidism was investigated. (1) In 171 of 426 consecutive patients high-resolution quantitative scintiscans showed signs suggestive of autonomy. With increasing 99mTc uptake by the thyroid their TT3 levels were found to rise progressively during suppression, while their pre-suppression TSH levels dropped progressively. This suggests global sup(99m)Tc uptake by the thyroid during suppression to be a useful indicator of the functional significance of autonomy. (2) Based on 326 patients with hyperthyroidism a system for differentiating between autonomy-related and immunogenic disease was developed and validated prospectively in another 162 patients with hyperthyroidism by assaying for thyroid stimulating antibodies (TSAb). TSAb was found to be present in 82% of the 77 patients diagnosed as having immunogenic hyperthyroidism and in only 8% of the 85 patients with autonomy-related hyperthyroidism. Our results support the assumption that autonomy in iodine-deficiency goiter plays a major role in the development of hyperthyroidism, while autoimmune processes appear to be of secondary importance. (Author)

  20. Time constraints and autonomy at work in the European Union

    NARCIS (Netherlands)

    Dhondt, S.

    1998-01-01

    Time constraints and job autonomy are seen as two major dimensions of work content. These two dimensions play a major role in controlling psychosocial stress at work. The European Foundation for the Improvement of Living and Working Conditions (EFILWC) has asked NIA TNO to prepare a report on time

  1. Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.

    Science.gov (United States)

    De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B

    2017-08-24

    We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  2. Age-Differential Effects of Job Characteristics on Job Attraction: A Policy-Capturing Study.

    Science.gov (United States)

    Zacher, Hannes; Dirkers, Bodil T; Korek, Sabine; Hughes, Brenda

    2017-01-01

    Based on an integration of job design and lifespan developmental theories, Truxillo et al. (2012) proposed that job characteristics interact with employee age in predicting important work outcomes. Using an experimental policy-capturing design, we investigated age-differential effects of four core job characteristics (i.e., job autonomy, task variety, task significance, and feedback from the job) on job attraction (i.e., individuals' rating of job attractiveness). Eighty-two employees between 19 and 65 years ( M age = 41, SD = 14) indicated their job attraction for each of 40 hypothetical job descriptions in which the four job characteristics were systematically manipulated (in total, participants provided 3,280 ratings). Results of multilevel analyses showed that the positive effects of task variety, task significance, and feedback from the job were stronger for younger compared to older employees, whereas we did not find significant age-differential effects of job autonomy on job attraction. These findings are only partially consistent with propositions of Truxillo et al.'s (2012) lifespan perspective on job design.

  3. Euthyroid goitre with and without functional autonomy: A comparison

    International Nuclear Information System (INIS)

    Hillenhinrichs, H.; Emrich, D.

    1998-01-01

    Analysis of functional autonomy in euthyroid goitre. Methods: In an area of moderate iodine deficiency 163 goitrous patients without and 179 with functional autonomy all clinically euthyroid were compared by sex, age, signs and symptoms, sonographic results, qualitative and quantitative scintigraphy without and with suppression, TRH test, hormone concentrations and iodine excretion in the urine. Results: Age, signs and symptoms, thyroid volume and structure did not contribute sufficiently to diagnosis. To detect functional autonomy quantitative scintigraphy under suppression was superior to the TRH test. Increased hormone concentrations were observed in 15% of patients with functional autonomy. A global 99m Tc thyroid uptake of ≥3% under suppression indicates a higher risk of spontaneous hyperthyroidism. It was present in 20% of patients with functional autonomy. Conclusion: to diagnose and treat adequately functional autonomy in euthyroid goitre quantitative scintigraphy, determination of TSH and hormone concentrations are inevitable. (orig.) [de

  4. Understanding nurse practitioner autonomy.

    Science.gov (United States)

    Weiland, Sandra A

    2015-02-01

    This Gadamerian hermeneutic study was undertaken to understand the meaning of autonomy as interpreted by nurse practitioners (NPs) through their lived experiences of everyday practice in primary health care. A purposive sample of nine NPs practicing in primary health care was used. Network sampling achieved a broad swath of primary care NPs and practice settings. Data were collected by face-to-face interviews. Because NP autonomy is concerned with gender and marginalization, Gilligan's feminist perspective was utilized during interpretive analysis. Having Genuine NP Practice was the major theme, reflecting the participants' overall meaning of their autonomy. Practicing alone with the patient provided the context within which participants shaped the meaning of Having Genuine NP Practice. Having Genuine NP Practice had four subthemes: relationships, self-reliance, self-empowerment, and defending the NP role. The understanding of Having Genuine NP Practice will enable NPs to articulate their autonomy clearly and better influence healthcare reform. Implications for advanced practice nursing education include integrating findings into classroom discussion to prompt self-reflection of what autonomy means and socialization to the NP role. ©2014 American Association of Nurse Practitioners.

  5. Autonomy in chimpanzees.

    Science.gov (United States)

    Beauchamp, Tom L; Wobber, Victoria

    2014-04-01

    Literature on the mental capacities and cognitive mechanisms of the great apes has been silent about whether they can act autonomously. This paper provides a philosophical theory of autonomy supported by psychological studies of the cognitive mechanisms that underlie chimpanzee behavior to argue that chimpanzees can act autonomously even though their psychological mechanisms differ from those of humans. Chimpanzees satisfy the two basic conditions of autonomy: (1) liberty (the absence of controlling influences) and (2) agency (self-initiated intentional action), each of which is specified here in terms of conditions of understanding, intention, and self-control. In this account, chimpanzees make knowledge-based choices reflecting a richly information-based and socially sophisticated understanding of the world. Finally, two major theories of autonomy (Kantian theory and two-level theory) are rejected as too narrow to adequately address these issues, necessitating the modifications made in the present approach.

  6. [What is patient autonomy?

    Science.gov (United States)

    Durand, Guillaume

    What does patient autonomy mean? If an autonomous choice is defined as an objective and rational choice, is the doctor's prescription not always the best route? Our contemporary democracies are marked by moral and religious pluralism which obliges society to respect a multiplicity of choices of existence. Three levels are important in terms of autonomy: a range of intellectual capacities, freedom with regard to constraints (external and internal), the capacity to be in control of one's existence. Copyright © 2016 Elsevier Masson SAS. All rights reserved.

  7. Pre-dialysis patients' perceived autonomy, self-esteem and labor participation: associations with illness perceptions and treatment perceptions. A cross-sectional study.

    Science.gov (United States)

    Jansen, Daphne L; Grootendorst, Diana C; Rijken, Mieke; Heijmans, Monique; Kaptein, Ad A; Boeschoten, Elisabeth W; Dekker, Friedo W

    2010-12-08

    Compared to healthy people, patients with chronic kidney disease (CKD) participate less in paid jobs and social activities. The aim of the study was to examine a) the perceived autonomy, self-esteem and labor participation of patients in the pre-dialysis phase, b) pre-dialysis patients' illness perceptions and treatment perceptions, and c) the association of these perceptions with autonomy, self-esteem and labor participation. Patients (N = 109) completed questionnaires at home. Data were analysed using bivariate and multivariate analyses. The results showed that the average autonomy levels were not very high, but the average level of self-esteem was rather high, and that drop out of the labor market already occurs during the pre-dialysis phase. Positive illness and treatment beliefs were associated with higher autonomy and self-esteem levels, but not with employment. Multiple regression analyses revealed that illness and treatment perceptions explained a substantial amount of variance in autonomy (17%) and self-esteem (26%). The perception of less treatment disruption was an important predictor. Patient education on possibilities to combine CKD and its treatment with activities, including paid work, might stimulate positive (realistic) beliefs and prevent or challenge negative beliefs. Interventions focusing on these aspects may assist patients to adjust to CKD, and ultimately prevent unnecessary drop out of the labor market.

  8. Pre-dialysis patients' perceived autonomy, self-esteem and labor participation: associations with illness perceptions and treatment perceptions. A cross-sectional study

    Directory of Open Access Journals (Sweden)

    Kaptein Ad A

    2010-12-01

    Full Text Available Abstract Background Compared to healthy people, patients with chronic kidney disease (CKD participate less in paid jobs and social activities. The aim of the study was to examine a the perceived autonomy, self-esteem and labor participation of patients in the pre-dialysis phase, b pre-dialysis patients' illness perceptions and treatment perceptions, and c the association of these perceptions with autonomy, self-esteem and labor participation. Methods Patients (N = 109 completed questionnaires at home. Data were analysed using bivariate and multivariate analyses. Results The results showed that the average autonomy levels were not very high, but the average level of self-esteem was rather high, and that drop out of the labor market already occurs during the pre-dialysis phase. Positive illness and treatment beliefs were associated with higher autonomy and self-esteem levels, but not with employment. Multiple regression analyses revealed that illness and treatment perceptions explained a substantial amount of variance in autonomy (17% and self-esteem (26%. The perception of less treatment disruption was an important predictor. Conclusions Patient education on possibilities to combine CKD and its treatment with activities, including paid work, might stimulate positive (realistic beliefs and prevent or challenge negative beliefs. Interventions focusing on these aspects may assist patients to adjust to CKD, and ultimately prevent unnecessary drop out of the labor market.

  9. Job satisfaction among multiple sclerosis certified nurses.

    Science.gov (United States)

    Gulick, Elsie E; Halper, June; Costello, Kathleen

    2007-08-01

    Several studies document high levels of job satisfaction among certified nurses, but no study has examined job satisfaction and factors influencing job satisfaction of certified multiple sclerosis (MS) nurses. This study tested a theoretical model proposing that two organizational factors, colleague relationships and benefits, will predict job satisfaction. Job satisfaction was represented by four factors: autonomy, professional status, professional growth, and time efficiency. Participants included MS nurses certified for 6 months or more practicing mostly in three countries (Canada, Great Britain, and the United States) who anonymously completed the Misener Nurse Practitioner Job Satisfaction Scale, an overall job satisfaction rating, and demographic information. Findings indicate that colleague relationships and benefits significantly estimated organization structure and that autonomy, professional status, professional growth, and time efficiency significantly estimated job satisfaction; furthermore, organization factors such as colleague relationships and benefits significantly predict job satisfaction. Among the countries, several statistically significant differences were observed between job satisfaction factors as well as items in both organization and job satisfaction subscales. Average factor scores among the countries were mostly rated satisfactory. The International Organization of Multiple Sclerosis Nurses Executive Board plans to use the study findings to see how it needs to focus efforts as an organization toward enhancing and standardizing MS care and develop MS nurse professionalism worldwide.

  10. (Re)Discovering University Autonomy

    DEFF Research Database (Denmark)

    Reilly, John; Turcan, Romeo V.; Bugaian, Larisa

    2016-01-01

    discussion of challenges. The other outcome is the extent to which academic colleagues in a wide-range of disciplines and not directly engaged with research on university autonomy may not perceive or engage with the wider autonomy outcomes of their work and as a result their own case studies may not fully...... identify the autonomy impact real or potential. Many academic staff take for granted university autonomy without questioning its sometimes contradictory assumptions and impacts....

  11. Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

    Science.gov (United States)

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

    This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

  12. Finding Autonomy in Birth*

    Science.gov (United States)

    Kukla, Rebecca; Kuppermann, Miriam; Little, Margaret; Lyerly, Anne Drapkin; Mitchell, Lisa M; Armstrong, Elizabeth M.; Harris, Lisa

    2009-01-01

    Over the last several years, as cesarean deliveries have grown increasingly common, there has been a great deal of public and professional interest in the phenomenon of women ‘choosing’ to deliver by cesarean section in the absence of any specific medical indication. The issue has sparked intense conversation, as it raises questions about the nature of autonomy in birth. Whereas mainstream bioethical discourse is used to associating autonomy with having a large array of choices, this conception of autonomy does not seem adequate to capture concerns and intuitions that have a strong grip outside of this discourse. An empirical and conceptual exploration of how delivery decisions ought to be negotiated must be guided by a rich understanding of women’s agency and its placement within a complicated set of cultural meanings and pressures surrounding birth. It is too early to be ‘for’ or ‘against’ women’s access to cesarean delivery in the absence of traditional medical indications - and indeed, a simple pro- or con- position is never going to do justice to the subtlety of the issue. The right question is not whether women ought to be allowed to choose their delivery approach, but rather, taking the value of women’s autonomy in decision-making around birth as a given, what sorts of guidelines, practices, and social conditions will best promote and protect women’s full inclusion in a safe and positive birth process. PMID:19076937

  13. Om evalueringsforskningens relative autonomi

    DEFF Research Database (Denmark)

    Nørholm, Morten

    2008-01-01

    Det empiriske udgangspunkt for artiklen "Om evalueringsforskningens relative autonomi - dansk normal evalueringsforskning som et ikke-autonomt (sub)felt i magtens felt" er en række tekster af fire dominerende danske evalueringsforskere. Det teoretiske udgangspunkt er især Pierre Bourdieus teori om...

  14. The economic value of autonomy

    NARCIS (Netherlands)

    Boot, A.W.A.; Thakor, A.V.

    2003-01-01

    We develop an economic theory of "autonomy", which we interpret as the discretion or ability to make a decision that others disagree with. We show that autonomy is essentially an option for the decisionmaker, and can be valued as such. The value of the autonomy option is decreasing in the extent to

  15. Senegal : School Autonomy and Accountability

    OpenAIRE

    World Bank

    2012-01-01

    Senegal has accelerated the decentralization of education since 1996. Budgetary autonomy is latent. Autonomy over the management of operational budgets has been delegated to the communes, but salaries for teachers are managed at the central level. Autonomy in personnel management is latent. Both school directors and teachers are appointed at the central level. The role of the school counci...

  16. Compulsory Autonomy-Promoting Education

    Science.gov (United States)

    Schinkel, Anders

    2010-01-01

    Today, many liberal philosophers of education worry that certain kinds of education may frustrate the development of personal autonomy, with negative consequences for the individuals concerned, the liberal state, or both. Autonomy liberals hold not only that we should promote the development of autonomy in children, but also that this aim should…

  17. Autonomy and the principle of respect for autonomy.

    Science.gov (United States)

    Gillon, R

    1985-06-15

    Autonomy is defined as the capacity to think, decide, and act freely and independently on the basis of such thought and decisions. Three types of autonomy are distinguished: autonomy of thought, which embraces the wide range of human intellectual activities called "thinking for oneself"; autonomy of will, or the capacity to decide to do things on the basis of one's deliberations; and autonomy of action, the absence of which is illustrated by the situation of a patient whose voluntary muscles are paralyzed by curariform drugs and who thus cannot tell the surgeon that the anesthetist has forgotten the nitrous oxide. Autonomy is viewed as a prerequisite for all the virtues, rather than as a virtue in its own right. The arguments of Immanuel Kant and John Stuart Mill concerning the principle of respect for autonomy are summarized as exemplars respectively of the deontological and utilitarian philosophical approaches.

  18. The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

    Science.gov (United States)

    Chen, Chien-Cheng; Chiu, Su-Fen

    2009-08-01

    Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

  19. Job quality in Europe: the North-South divide

    OpenAIRE

    Cerdeira, Maria da Conceição; Kovács, Ilona

    2008-01-01

    This paper examines the job quality in Europe. It is based on the results of the Fourth European Foundation Survey on working conditions covering different dimensions including work organisation, job content, autonomy at work, aspects of worker dignity, working time and work-life balance, working conditions and safety in the workplace. The results point to the existence of great diversity in the job quality across Europe and the north-south divide. The job quality differences are related to t...

  20. Relative pay and job satisfaction: some new evidence

    OpenAIRE

    Nguyen, Anh; Taylor, Jim; Bradley, Steve

    2003-01-01

    This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that i...

  1. Practice Patterns and Job Satisfaction of Mohs Surgeons.

    Science.gov (United States)

    Kohli, Nita; Golda, Nicholas

    2018-01-01

    There is a paucity of data on Mohs surgery workforce patterns. To identify if gender differences exist in practice patterns of Mohs surgeons, factors that influence these differences, and factors influencing job satisfaction among Mohs surgeons. An electronic survey was distributed to dermatology organizations targeting members of the American College of Mohs Surgery (ACMS), from October 2015 to April 2016. Two hundred twenty-seven ACMS members responded; 37% were women. Twenty-five percent of women and 19% of men work part time. Thirty-seven percent of women practice in academia versus 22% of men. Forty-three percent of women and 23% of men identified children as a factor affecting their ability to work full time. Gender comparisons for current job satisfaction show 57% of men and 35% of women being very satisfied. Supervision/feedback/recognition adds to satisfaction at a higher rate for women (53%) than for men (29%). For both genders combined, work content, patient base, and autonomy had the highest average job satisfaction ratings. Gender differences exist in practice patterns and job satisfaction of Mohs surgeons. This study demonstrates factors that could influence job satisfaction among female Mohs surgeons-knowledge that is important to individuals who lead, mentor, or supervise female Mohs surgeons.

  2. Canadian nurse practitioner job satisfaction.

    Science.gov (United States)

    LaMarche, Kimberley; Tullai-McGuinness, Susan

    2009-01-01

    To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

  3. Satisfaction with life and job satisfaction of employees in Slovenian army

    Directory of Open Access Journals (Sweden)

    Tjaša Dimec

    2008-12-01

    Full Text Available The purpose of this study was to investigate satisfaction with life and job satisfaction in the Slovenian army. For this purpose we used Satisfaction With Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 and Pogačnik's (2003 Job Satisfaction Scale. This research involved 168 employees of the Slovenian army: 68 soldiers, 60 officers, and 40 noncommissioned officers. The results showed that employees in Slovenian army are more satisfied than unsatisfied with their lives. Officers are the most satisfied with their life. We found out that appraisals on job satisfaction are rather low and indicate middle level of job satisfaction. The highest level of work satisfaction was expressed in the area of relations with co-workers. Participants were least satisfied with their salary and other material facilities. Individuals with subordinate co-workers showed higher level of satisfaction with work conditions, possibilities for promotion, salary and other material facilities, and also higher level of satisfaction about informing in the army, possibilities for professional development, independence and autonomy at work, work reputation, creativeness at work and also taking part in decision-making. Analysis of differences showed that officers gave the highest score to indicators of work satisfaction, with exception of independence and autonomy at work, work reputation, and pretentiousness of work. Based on the examination of the actual state, to the level the research was enabling, we identified some necessary changes, improvements or measures for improvement of the recognized weak areas.

  4. Exploring job embeddedness' antecedents

    Directory of Open Access Journals (Sweden)

    Ghadeer Mohamed Badr ElDin Aboul-Ela

    2018-04-01

    Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

  5. Job satisfaction of people with intellectual disabilities: the role of basic psychological need fulfillment and workplace participation

    NARCIS (Netherlands)

    Akkerman, Alma; Kef, Sabina; Meininger, Herman P.

    2018-01-01

    Purpose: Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored

  6. Law, autonomy and advance directives.

    Science.gov (United States)

    Willmott, Lindy; White, Ben; Mathews, Ben

    2010-12-01

    The principle of autonomy underpins legal regulation of advance directives that refuse life-sustaining medical treatment. The primacy of autonomy in this domain is recognised expressly in the case law, through judicial pronouncement, and implicitly in most Australian jurisdictions, through enactment into statute of the right to make an advance directive. This article seeks to justify autonomy as an appropriate principle for regulating advance directives and relies on three arguments: the necessity of autonomy in a liberal democracy; the primacy of autonomy in medical ethics discourse; and the uncontested importance of autonomy in the law on contemporaneous refusal of medical treatment. This article also responds to key criticisms that autonomy is not an appropriate organising principle to underpin legal regulation of advance directives.

  7. Job Attitudes of Agricultural Middle Managers

    OpenAIRE

    Bitsch, Vera

    2006-01-01

    The paper analyzes middle managers' job attitudes, in particular job satisfaction, based on case studies. Employees' job satisfaction is expected to reduce human resource management risks, leading to higher loyalty, organizational commitment and motivation and resulting in less turnover. Components of job satisfaction include achievement, recognition, work itself, job security, supervision, interpersonal relationships, compensation, organization, personal life and working conditions. They cau...

  8. Autonomy and Automation

    Science.gov (United States)

    Shively, Jay

    2017-01-01

    A significant level of debate and confusion has surrounded the meaning of the terms autonomy and automation. Automation is a multi-dimensional concept, and we propose that Remotely Piloted Aircraft Systems (RPAS) automation should be described with reference to the specific system and task that has been automated, the context in which the automation functions, and other relevant dimensions. In this paper, we present definitions of automation, pilot in the loop, pilot on the loop and pilot out of the loop. We further propose that in future, the International Civil Aviation Organization (ICAO) RPAS Panel avoids the use of the terms autonomy and autonomous when referring to automated systems on board RPA. Work Group 7 proposes to develop, in consultation with other workgroups, a taxonomy of Levels of Automation for RPAS.

  9. Autonomy and the emotions

    OpenAIRE

    Tappolet, Christine

    2006-01-01

    Can actions caused by emotions be free and autonomous? The rationalist conception of autonomy denies this. Only actions done in the light of reflective choices can be autonomous and hence free. I argue that the rationalist conception does not make room for akratic actions, that is, free and intentional actions performed against the agent’s best judgement. I then develop an account inspired by Harry Frankfurt and David Shoemaker, according to which an action is autonomous when it is determined...

  10. The Autonomy of Deportation

    Directory of Open Access Journals (Sweden)

    Nicholas de Genova

    2017-06-01

    Full Text Available As ostensibly unwanted or undesirable non-citizens, the utter disposability of deportees appears to be finally and conclusively verified by deportation as a sovereign state power’s perfunctory and mundane act of 'taking out the trash.' Hence, it is no accident that, etymologically, the origins of the very word 'deportation' would indicate a carrying away, a removal, a disposal. The eradication of deportees’ individual lives — their personal identities and life trajectories — emerges as a frightfully routine and prosaic fact of deportation. In spite of the sheer violence of the ruptures inflicted though deportation, however, those who have been rendered the objects of this power persistently reassert their own subjectivity. Ethnographic insights into the lived struggles of the deported (as well as their loved ones and communities elucidates the enduring subjectivity of those who have been made the objects of such sovereign acts of state power and subjected to deportation's techniques of eradication, and illustrates the stubborn incorrigibility of human life against the myriad forces that would seek to enforce its precarity and disposability. In the post-deportation condition, we confront anew the elementary and elemental human freedom of movement, and the incorrigibility of the autonomy and subjectivity of migration. Much as the autonomy of migration instigates a contest in which state power never has the first word, what we may now conceive as the autonomy of deportation — an autonomy and subjectivity of the deported within and against their predicaments of deportation — similarly ensures that state power never has the last word, either.

  11. Perspectives on autonomy.

    Science.gov (United States)

    Keys, Yolanda

    2009-09-01

    This department, sponsored by the AONE, presents information to assist nurse leaders in shaping the future of healthcare through creative and innovative leadership. The strategic priorities of AONE anchor the editorial content. They reflect contemporary healthcare and nursing practice issues that challenge nurse executives as they strive to meet the needs of patients. This article describes how 9 Magnet-hospital, chief nursing officers perceive their autonomy and its importance in accomplishing their work.

  12. Resident Autonomy in the Operating Room: Expectations Versus Reality.

    Science.gov (United States)

    Meyerson, Shari L; Sternbach, Joel M; Zwischenberger, Joseph B; Bender, Edward M

    2017-09-01

    There is concern about graduating thoracic trainees' independent operative skills due to limited autonomy in training. This study compared faculty and trainee expected levels of autonomy with intraoperative measurements of autonomy for common cardiothoracic operations. Participants underwent frame-of-reference training on the 4-point Zwisch scale of operative autonomy (show and tell → active help → passive help → supervision only) and evaluated autonomy in actual cases using the Zwisch Me!! mobile application. A separate "expected autonomy" survey elicited faculty and resident perceptions of how much autonomy a resident should have for six common operations: decortication, wedge resection, thoracoscopic lobectomy, coronary artery bypass grafting, aortic valve replacement, and mitral valve repair. Thirty-three trainees from 7 institutions submitted evaluations of 596 cases over 18 months (March 2015 to September 2016). Thirty attendings subsequently provided their evaluation of 476 of those cases (79.9% response rate). Expected autonomy surveys were completed by 21 attendings and 19 trainees from 5 institutions. The six operations included in the survey constituted 47% (226 of 476) of the cases evaluated. Trainee and attending expectations did not differ significantly for senior trainees. Both groups expected significantly higher levels of autonomy than observed in the operating room for all six types of cases. Although faculty and trainees both expect similar levels of autonomy in the operating room, real-time measurements of autonomy show a gap between expectations and reality. Decreasing this gap will require a concerted effort by both faculty and residents to focus on the development of independent operative skills. Copyright © 2017 The Society of Thoracic Surgeons. Published by Elsevier Inc. All rights reserved.

  13. Autonomy, Trust, and Respect.

    Science.gov (United States)

    Nys, Thomas

    2016-02-01

    This article seeks to explore and analyze the relationship between autonomy and trust, and to show how these findings could be relevant to medical ethics. First, I will argue that the way in which so-called "relational autonomy theories" tie the notions of autonomy and trust together is not entirely satisfying Then, I will introduce the so-called Encapsulated Interest Account as developed by Russell Hardin. This will bring out the importance of the reasons for trust. What good reasons do we have for trusting someone? I will criticize Hardin's business model as insufficiently robust, especially in the context of health care, and then turn to another source of trust, namely, love. It may seem that trust-through-love is much better suited for the vulnerability that is often involved in health care, but I will also show that it has its own deficiencies. Good health care should therefore pay attention to both models of trust, and I will offer some tentative remarks on how to do this. © The Author 2015. Published by Oxford University Press, on behalf of the Journal of Medicine and Philosophy Inc. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  14. Autonomy, recognition and education

    Directory of Open Access Journals (Sweden)

    Angelo Vitório Cenci

    2015-01-01

    Full Text Available This paper addresses Honneth’s concept of autonomy from two dimensions of his work, distinct, though inseparable. The first one is suggested through the subject’s positive practical self-relation linked to the patterns of reciprocal recognition of love, right and social esteem; the second is formulated as non-centered autonomy opposed to the present-day criticism of the modern autonomous subject encompassing three levels, namely: the capacity of linguistic articulation, the narrative coherence of life and the complementation of being guided by principles with some criteria of moral sensitivity to the context. We defend the position that, by metaphysically anchoring the concept of autonomy onto the intersubjective assumptions of his/her theory of the subject, and exploring it linked to the subject’s positive practical self-relation and to a non-centered meaning, Honneth has managed to renew it, which allows drawing important consequences of such effort to the field of education.

  15. Ignorance, information and autonomy.

    Science.gov (United States)

    Harris, J; Keywood, K

    2001-09-01

    People have a powerful interest in genetic privacy and its associated claim to ignorance, and some equally powerful desires to be shielded from disturbing information are often voiced. We argue, however, that there is no such thing as a right to remain in ignorance, where a fight is understood as an entitlement that trumps competing claims. This does not of course mean that information must always be forced upon unwilling recipients, only that there is no prima facie entitlement to be protected from true or honest information about oneself. Any claims to be shielded from information about the self must compete on equal terms with claims based in the rights and interests of others. In balancing the weight and importance of rival considerations about giving or withholding information, if rights claims have any place, rights are more likely to be defensible on the side of honest communication of information rather than in defence of ignorance. The right to free speech and the right to decline to accept responsibility to take decisions for others imposed by those others seem to us more plausible candidates for fully fledged rights in this field than any purported right to ignorance. Finally, and most importantly, if the right to autonomy is invoked, a proper understanding of the distinction between claims to liberty and claims to autonomy show that the principle of autonomy, as it is understood in contemporary social ethics and English law, supports the giving rather than the withholding of information in most circumstances.

  16. Rural nurse job satisfaction.

    Science.gov (United States)

    Molinari, D L; Monserud, M A

    2008-01-01

    hiring nurses with rural connections, experience and preferences. Rural nurses considered lifestyle and personal life issues when choosing a job. Concepts like time away from work, rural lifestyle, recreation opportunities, climate and social activities influenced the intention to stay on the job. Rural nurses with the most job satisfaction preferred rural lifestyles and possessed rural backgrounds. Since the generalist nurse role requires autonomy and task variability, recruiting nurses who prefer these job characteristics might enhance nurse retention. Other findings were tied to rural health and nursing theories. It is unknown why the most dissatisfied nurses had 1-3 years of experience. Similar studies with larger samples are suggested.

  17. Evaluation of Existing Situation of University Institutional Autonomy in Moldova

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Bugaian, Larisa; Gulieva, Valeria

    2014-01-01

    This chapter introduces four studies in which the current status of university institutional autonomy in Moldova is evaluated. At the same time it discusses the methodology employed in the study, provide a brief introduction to the higher education sector in Moldova and summaries key findings fro...... the evaluation of organizational, financial, HR and academic autonomy in Moldova.......This chapter introduces four studies in which the current status of university institutional autonomy in Moldova is evaluated. At the same time it discusses the methodology employed in the study, provide a brief introduction to the higher education sector in Moldova and summaries key findings from...

  18. Work-to-Family Enrichment and Conflict Profiles: Job Characteristics and Employees' Well-Being.

    Science.gov (United States)

    Carvalho, Vânia Sofia; Chambel, Maria José

    2016-10-03

    This article aims to analyze work-to-family conflict (WFC) and enrichment (WFE) profiles related to job characteristics and well-being at work and general well-being. A cross-sectional survey data of 1885 employees was analyzed. The Latent Profile Analysis revealed that the five-profile solution exhibited strong statistical significance (p > .001). ANCOVAs were performed to analyze the relationship of the identified profiles with job characteristics and well-being. Employees in the Beneficial profile had the best perception of job characteristics (lowest demands and the highest control and support) and the highest well-being, and those in the Harmful profile had the lowest job characteristics perceptions and the lowest well-being. Through a comparison of the Moderate Active profile and the Moderate Harmful profile, WFE was found to buffer the effects of the WFC on well-being at work (burnout; engagement) and on general well-being (i.e., health perceptions). The promotion of WFE through higher job autonomy, job support, and fewer demands is a crucial aspect to consider. This study helps to consolidate the work-family balance typology and its effects on employees' well-being, and broadens this framework to consider job characteristics.

  19. Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?

    Science.gov (United States)

    Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A; Pitt-Catsouphes, Martha

    2013-01-01

    There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with job satisfaction for workers of different ages. Findings suggest that the positive relationships between job satisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between job satisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for job satisfaction vary for employees of different ages.

  20. [Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

    Science.gov (United States)

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

    The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p job demands and personal resources [F(3.474) = 3.021; p job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

  1. Italian Adaptation of the "Autonomy and Relatedness Coding System"

    Directory of Open Access Journals (Sweden)

    Sonia Ingoglia

    2013-08-01

    Full Text Available The study examined the applicability of the observational technique developed by Allen and colleagues (Allen, Hauser, Bell, & O’Connor, 1994; Allen, Hauser, et al., 2003 to investigate the issues of autonomy and relatedness in parent-adolescent relationship in the Italian context. Thirty-five mother-adolescent dyads participated to a task in which they discussed a family issue about which they disagree. Adolescents were also administered a self-report measure assessing their relationship with mothers. Mothers reported significantly higher levels of promoting and inhibiting autonomy, and promoting relatedness behaviors than their children. Results also suggested a partial behavioral reciprocity within the dyads, regarding promoting and inhibiting relatedness, and inhibiting autonomy. Finally, mothers’ inhibiting autonomy behaviors positively correlated to teens’ perception of their relationship as conflicting; adolescents’ inhibiting and promoting autonomy and inhibiting relatedness behaviors positively correlated to open confrontation, rejection and coolness, while promoting relatedness behaviors negatively correlated to open confrontation, rejection and coolness. The results suggest that, for Italian mothers, behaviors linked to autonomy seem to be associated with being involved in a more negative relationship with their children, even if not characterized by open hostility, while for Italian adolescents, behaviors linked to autonomy seem to be associated with threatening the closeness of the relationship. Globally, the findings suggest that the application of this observational procedure may help our understanding of youth autonomy and relatedness development in Italy, but they leave unanswered questions regarding its appropriate adaptation and the role played by cultural differences.

  2. University Institutional Autonomy in Moldova

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Bugaian, Larisa

    This book introduces four evaluation studies in which the current status of university institutional autonomy in Moldova is evaluated. For the purpose of these evaluation studies, a research methodology was developed by the EUniAM project team and used by the Task Force teams to collect and analy...... in Moldova. Preliminary findings of the evaluation studies were presented at the International Conference on “A Quest to (Re)define University Autonomy” organized by the EUniAM project. At the same time, these findings had an impact on the context of the new Code of Education....... the data. Unobtrusive data in the form of laws regulating directly or indirectly the higher education system in Moldova, governmental and ministerial decrees, university chapters and organizational structures, and education records were collected and analysed. A total number of 144 documents have been...

  3. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan Moritz; Malchow-Møller, Nikolaj; Sørensen, Anders

    2016-01-01

    We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct a meas...

  4. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a mea...

  5. University Internationalization and University Autonomy

    DEFF Research Database (Denmark)

    Turcan, Romeo V.; Gulieva, Valeria

    2016-01-01

    Turcan and Gulieva deepen our theoretical understanding of the process of university internationalisation by exploring the relationship between university internationalisation and university autonomy. They conjecture that the process of university internationalisation and its sustainability are d......, dissimilar, and sometimes conflicting dimensions of the financial, legal, organisational, staffing, and academic autonomy of the host country, are compromising key aspects of their own autonomy and core mission?......Turcan and Gulieva deepen our theoretical understanding of the process of university internationalisation by exploring the relationship between university internationalisation and university autonomy. They conjecture that the process of university internationalisation and its sustainability...... are determined by the structure and exercise of university autonomy settings at home and in the host countries, and that the process itself cannot be successfully achieved and maintained without changes in the autonomy settings. The key question the authors ask is to what degree universities, in embracing new...

  6. Job characteristics, physical and psychological symptoms, and social support as antecedents of sickness absence among men and women in the private industrial sector.

    Science.gov (United States)

    Väänänen, Ari; Toppinen-Tanner, Salla; Kalimo, Raija; Mutanen, Pertti; Vahtera, Jussi; Peiró, José M

    2003-09-01

    Most longitudinal studies on the relationship between psychosocial health resources and risks, and the employees' subsequent sickness absences have been conducted in the public sector. The purpose of this study was to find out psychosocial antecedents of sickness absenteeism in the private industrial sector. The effects of job characteristics (job autonomy and job complexity), physical and psychological symptoms, and social support (from coworkers and supervisors) on sickness absenteeism were investigated. The number of long (4-21 days) and very long (>21 days) sickness absence episodes of 3895 persons (76% men and 24% women, mean age 44 years) was obtained from the health registers of a multinational forest industry corporation in 1995-1998. A questionnaire survey on the working conditions and health of the workers was carried out in 1996. The follow-up time of the sickness absences was 1-year 9-month. Job autonomy was found to be associated with long and very long episodes in men (rate ratio (RR) in the lowest autonomy group approximately 2 times higher than the highest autonomy group), and with very long episodes of absence in women (2-3 times higher RR between the low vs. the high category). Low job complexity predicted men's very long absences (RR 1.4). Long and very long episodes were associated with physical and psychological symptoms (RR 1.2-1.7) among men and women. Lack of coworkers' support increased the frequency of very long sickness absence among men (RR 1.4), and lack of supervisor's support among women (RR 1.6). Also, some interaction effects of social support variables were observed among both genders. We conclude that the studied psychosocial factors are associated with subsequent sickness absence, and that the associations are partly gender-specific. The results showing which variables are related to employees' sickness absenteeism in the private industrial sector can be applied in human resource management and health service planning.

  7. Nursing practice environment, job outcomes and safety climate: a structural equation modelling analysis.

    Science.gov (United States)

    Dos Santos Alves, Daniela Fernanda; da Silva, Dirceu; de Brito Guirardello, Edinêis

    2017-01-01

    To assess correlations between the characteristics of the nursing practice environment, job outcomes and safety climate. The nursing practice environment is critical to the well-being of professionals and to patient safety, as highlighted by national and international studies; however, there is a lack of evidence regarding this theme in paediatric units. A cross-sectional study, in two paediatric hospitals in Brazil, was conducted from December 2013 to February 2014. For data collection, we used the Nursing Work Index - Revised, Safety Attitudes Questionnaire - Short Form 2006 and the Maslach Burnout Inventory, and for analysis Spearman's correlation coefficient and structural equation modelling were used. Two hundred and sixty-seven professional nurses participated in the study. Autonomy, control over the work environment and the relationship between nursing and medical staff are factors associated with job outcomes and safety climate and can be considered their predictors. Professional nurses with greater autonomy, good working relationships and control over their work environment have lower levels of emotional exhaustion, higher job satisfaction, less intention of leaving the job and the safety climate is positive. Initiatives to improve the professional practice environment can improve the safety of paediatric patients and the well-being of professional nurses. © 2016 John Wiley & Sons Ltd.

  8. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct...... a measure of “surplus job creation” defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002-7, which identify the start-ups and which cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...

  9. Autonomy, Social Interactions and Culture

    OpenAIRE

    Marini, Annalisa; Navarra, Pietro

    2016-01-01

    The present paper, using a social interactions model, studies the impact of culture on autonomy of immigrants. The results suggest that: (i) immigrants' autonomy is largely influenced by the autonomy of individuals living in a host country; (ii) some immigrants are better off in countries and regions with better institutional environments. The results are robust to sensitivity checks. The contributions of the paper are as follows. First, we estimate a social interactions model that models bot...

  10. Employed and unemployed job search methods: Australian evidence on search duration, wages and job stability

    OpenAIRE

    Colin Green

    2012-01-01

    This paper examines the use and impact of job search methods of both unemployed and employed job seekers. Informal job search methods are associated with relativel high level of job exit and shorter search duration. Job exists through the public employment agency (PEA) display positive duration dependence for the unemployed. This may suggest that the PEA is used as a job search method of last resort. Informal job search methods have lower associated duration in search and higher wages than th...

  11. An Investigation of Nurses' Job Satisfaction in a Private Hospital and Its Correlates.

    Science.gov (United States)

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Nurses' job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. To investigate nurses' job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses' job satisfaction. A cross-sectional, descriptive survey study was conducted. By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses' job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses' job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with 'Pay' and 'Autonomy'. The findings suggest that the nurses in the private hospital are

  12. Architecture for autonomy

    Science.gov (United States)

    Broten, Gregory S.; Monckton, Simon P.; Collier, Jack; Giesbrecht, Jared

    2006-05-01

    In 2002 Defence R&D Canada changed research direction from pure tele-operated land vehicles to general autonomy for land, air, and sea craft. The unique constraints of the military environment coupled with the complexity of autonomous systems drove DRDC to carefully plan a research and development infrastructure that would provide state of the art tools without restricting research scope. DRDC's long term objectives for its autonomy program address disparate unmanned ground vehicle (UGV), unattended ground sensor (UGS), air (UAV), and subsea and surface (UUV and USV) vehicles operating together with minimal human oversight. Individually, these systems will range in complexity from simple reconnaissance mini-UAVs streaming video to sophisticated autonomous combat UGVs exploiting embedded and remote sensing. Together, these systems can provide low risk, long endurance, battlefield services assuming they can communicate and cooperate with manned and unmanned systems. A key enabling technology for this new research is a software architecture capable of meeting both DRDC's current and future requirements. DRDC built upon recent advances in the computing science field while developing its software architecture know as the Architecture for Autonomy (AFA). Although a well established practice in computing science, frameworks have only recently entered common use by unmanned vehicles. For industry and government, the complexity, cost, and time to re-implement stable systems often exceeds the perceived benefits of adopting a modern software infrastructure. Thus, most persevere with legacy software, adapting and modifying software when and wherever possible or necessary -- adopting strategic software frameworks only when no justifiable legacy exists. Conversely, academic programs with short one or two year projects frequently exploit strategic software frameworks but with little enduring impact. The open-source movement radically changes this picture. Academic frameworks

  13. The radiology job market: analysis of the ACR jobs board.

    Science.gov (United States)

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  14. Perceived Autonomy Support in the NIMH RAISE Early Treatment Program.

    Science.gov (United States)

    Browne, Julia; Penn, David L; Bauer, Daniel J; Meyer-Kalos, Piper; Mueser, Kim T; Robinson, Delbert G; Addington, Jean; Schooler, Nina R; Glynn, Shirley M; Gingerich, Susan; Marcy, Patricia; Kane, John M

    2017-09-01

    This study examined perceived support for autonomy-the extent to which individuals feel empowered and supported to make informed choices-among participants in the Recovery After an Initial Schizophrenia Episode Early Treatment Program (RAISE ETP). The aims of this study were to evaluate whether NAVIGATE, the active treatment studied in RAISE ETP, was associated with greater improvements in perceived autonomy support over the two-year intervention, compared with community care, and to examine associations between perceived autonomy support and quality of life and symptoms over time and across treatment groups. This study examined perceived autonomy support among the 404 individuals with first-episode psychosis who participated in the RAISE ETP trial (NAVIGATE, N=223; community care, N=181). Three-level conditional linear growth modeling was used given the nested data structure. The results indicated that perceived autonomy support increased significantly over time for those in NAVIGATE but not in community care. Once treatment began, higher perceived autonomy support was related to higher quality of life at six, 12, and 18 months in NAVIGATE and at 12, 18, and 24 months in community care. Higher perceived autonomy support was related to improved scores on total symptoms and on excited symptoms regardless of treatment group and time. Overall, perceived autonomy support increased in NAVIGATE but not for those in community care and was related to improved quality of life and symptoms across both treatment groups. Future research should examine the impact of perceived autonomy support on a wider array of outcomes, including engagement, medication adherence, and functioning.

  15. Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

    Energy Technology Data Exchange (ETDEWEB)

    Probst, Heidi [Sheffield Hallam University, Faculty of Health and Wellbeing, Collegiate Crescent Campus, Robert Winston Building, 11-15 Broomhall Road, Sheffield, S10 2BP (United Kingdom)], E-mail: h.probst@shu.ac.uk; Griffiths, Sue [Leeds Teaching Hospitals NHS Trust (United Kingdom)

    2009-05-15

    Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

  16. Job satisfaction of therapy radiographers in the UK: Results of a phase I qualitative study

    International Nuclear Information System (INIS)

    Probst, Heidi; Griffiths, Sue

    2009-01-01

    Background: Department of Health (DoH) vacancy data for radiography have been consistently higher than other allied health professions. In radiotherapy there has been ongoing concern about recruitment and retention. It is therefore useful to consider what elements of the job and the work environment influence job satisfaction and intentions to leave in therapy radiographers (therapists), in order to stem any future losses from the profession. Aim: To identify and explore the current and developing roles and responsibilities of therapists and the impact of these factors on job satisfaction. Design: An interpretive study utilising unstructured interviews with qualified practitioners was undertaken across three radiotherapy centres in England. A Grounded Theory approach was utilised within a case study design. Setting and participants: Three radiotherapy centres were the focus of this phase I study. Centres were geographically close but with historically different vacancy rates (based on the DoH vacancy data). A total of 18 therapists across a range of grades and experience participated in the one to one interviews. Results: From the interviews, factors which influence job satisfaction fall under three main headings: job design, leadership and organisational governance, and stress or burnout. A preliminary model is proposed to explain how job satisfaction changes with level of responsibility (which is primarily linked to job design and opportunities for autonomy) and job-tenure. Leadership and aspects of organisational governance (such as perceived fairness in application of departmental policies) and stress or burnout appear to moderate job satisfaction and leaving intentions. Conclusion: This study provides some preliminary qualitative data to help managers design retention strategies. These strategies should initially focus on job redesign, development of appropriate leadership qualities in those within supervisory roles and minimising opportunities for stress and

  17. Working-Class Jobs and New Parents' Mental Health

    Science.gov (United States)

    Perry-Jenkins, Maureen; Smith, JuliAnna Z.; Goldberg, Abbie E.; Logan, Jade

    2011-01-01

    Little research has explored linkages between work conditions and mental health in working-class employed parents. The current study aims to address this gap, employing hierarchical linear modeling techniques to examine how levels of and changes in job autonomy, job urgency, supervisor support, and coworker support predicted parents' depressive…

  18. Jobs for Two Million Workers.

    Science.gov (United States)

    VocEd, 1982

    1982-01-01

    The outlook for jobs in the computer industry is excellent for people with appropriate training. The shortage of computer personnel is expected to continue, resulting in higher wages, more job mobility, increasing job security and generally greater opportunities for two million Americans by 1990. (CT)

  19. Effect of Autonomy Support on Self-Determined Motivation in Elementary Physical Education

    Science.gov (United States)

    Chang, Yu-Kai; Chen, Senlin; Tu, Kun-Wei; Chi, Li-Kang

    2016-01-01

    Using the quasi-experimental design, this study examined the effect of autonomy support on self-determined motivation in elementary school physical education (PE) students. One hundred and twenty six participants were assigned to either the autonomy support group (n = 61) or the control group (n = 65) for a six-week intervention period. Perceived teacher autonomy, perceived autonomy in PE, and self-determined motivation in PE were pre- and post-tested using validated questionnaires. Significant increases in perceived teacher autonomy and perceived autonomy in PE were observed in the autonomy support group, but not in the control group. Intrinsic motivation was higher in the autonomy support group than that in the control group. From an experimental perspective, these findings suggest that the autonomy support was successfully manipulated in the PE classes, which in turn increased the students’ perceived autonomy and intrinsic motivation. Key points The SDT is a relevant theoretical framework for elementary school physical education. Using the quasi-experimental research design, this study is one of the earlies studies supporting that elementary school PE teachers can manipulate the instructional context using the SDT to increase students’ perceived autonomy and intrinsic motivation. Increasing students’ perceived autonomy may not lead to significant changes in other SDT constructs (i.e., amotivation, external regulation, introjected regulation, and identified regulation). PMID:27803624

  20. The Predictive Value of Job Demands and Resources on the Meaning of Work and Organisational Commitment across Different Age Groups in the Higher Education Sector

    Science.gov (United States)

    Anthun, Kirsti Sarheim; Innstrand, Siw Tone

    2016-01-01

    This study examines the predictive value of job demands and resources on the meaning of work and organisational commitment across three age groups; young workers (age group of workers (30-49 years) and older workers (>50 years). Data were collected from a survey conducted among university employees (N = 3,066).…

  1. The Relationship between Reports of Psychological Capital and Reports of Job Satisfaction among Administrative Personnel at a Private Institution of Higher Education

    Science.gov (United States)

    Mello, James A.

    2012-01-01

    The purpose of this single-site case study was to investigate the relationship between administrative personnel's reports of psychological capital (Luthans, Youssef, & Avolio, 2007) and their reports of job satisfaction (Hackman & Oldham, 1980). Specifically, two surveys, the Psychological Capital Questionnaire (Luthans, Youssef, &…

  2. Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

    Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared

  3. Autonomy, Automation, and Systems

    Science.gov (United States)

    Turner, Philip R.

    1987-02-01

    Aerospace industry interest in autonomy and automation, given fresh impetus by the national goal of establishing a Space Station, is becoming a major item of research and technology development. The promise of new technology arising from research in Artificial Intelligence (AI) has focused much attention on its potential in autonomy and automation. These technologies can improve performance in autonomous control functions that involve planning, scheduling, and fault diagnosis of complex systems. There are, however, many aspects of system and subsystem design in an autonomous system that impact AI applications, but do not directly involve AI technology. Development of a system control architecture, establishment of an operating system within the design, providing command and sensory data collection features appropriate to automated operation, and the use of design analysis tools to support system engineering are specific examples of major design issues. Aspects such as these must also receive attention and technology development support if we are to implement complex autonomous systems within the realistic limitations of mass, power, cost, and available flight-qualified technology that are all-important to a flight project.

  4. The Effects of Firm Size on Job Quality: A Comparative Study for Britain and France

    OpenAIRE

    Bryson, Alex; Erhel, Christine; Salibekyan, Zinaïda

    2017-01-01

    Using linked employer-employee data from two comparable surveys this article examines the links between non-pecuniary job quality and workplace characteristics in Britain and France countries with very different employment regimes. The results show that job quality is better in Britain than it is in France, despite its minimalist regulatory regime. The difference is apparent for all dimensions of job quality (skill development, training participation, job autonomy, job insecurity, work-life b...

  5. Physician Job Satisfaction across Six Major Specialties

    Science.gov (United States)

    Duffy, Ryan D.; Richard, George V.

    2006-01-01

    A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to job satisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important…

  6. Jobs API

    Data.gov (United States)

    General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...

  7. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

    Bachelor thesis deals with job satisfaction. It is often given to a context with the attitude to work which is very much connected to job satisfaction. Thesis summarises all the pieces of information about job satisfacion, factors that affect it negatively and positively, interconnection of work satisfaction and work motivation, work behaviour and performance of workers, relationship of a man and work and at last general job satisfaction and its individual aspects. In the thesis I shortly pay...

  8. Compulsory autonomy-promoting education

    NARCIS (Netherlands)

    A. Schinkel (Anders)

    2010-01-01

    textabstractToday, many liberal philosophers of education worry that certain kinds of education may frustrate the development of personal autonomy, with negative consequences for the individuals concerned, the liberal state, or both. Autonomy liberals hold not only that we should promote the

  9. Autonomy, Vulnerability, Recognition, and Justice

    NARCIS (Netherlands)

    Anderson, J.H.; Honneth, A.

    2005-01-01

    One of liberalism’s core commitments is to safeguarding individuals’ autonomy. And a central aspect of liberal social justice is the commitment to protecting the vulnerable. Taken together, and combined with an understanding of autonomy as an acquired set of capacities to lead one’s own life,

  10. Personal Autonomy and Rational Suicide.

    Science.gov (United States)

    Webber, May A.; Shulman, Ernest

    That certain suicides (which can be designated as rational) ought not to be interfered with is closely tied to the notion of the "right to autonomy." Specifically it is because the individual in question has this right that interference is prohibited. A proper understanding of the right to autonomy, while essential to understanding why…

  11. (Re)Discovering University Autonomy

    DEFF Research Database (Denmark)

    This book challenges traditional approach to university autonomy which is based on four pillars: organisational, financial, human resource, and academic. The main thesis is that a fuller understanding of university autonomy can only be obtained through a more holistic view of the complex inter-re...

  12. The Principalship, Autonomy, and After

    Science.gov (United States)

    Eacott, Scott

    2015-01-01

    Contemporary discourses in educational administration have exponentially grown the number of adjectival leaderships, challenged traditional organisational structures, and offered autonomy as a solution to performance issues. In this theoretical paper, I ask "what does the principalship look like after autonomy?" Despite the range of…

  13. Teacher Autonomy: Power or Control?

    Science.gov (United States)

    Lawson, Tony

    2004-01-01

    The article explores the issue of teacher autonomy in relation to its potential for freedom or control. It examines the concept of empowerment as applied to education, arguing that, although it is traditionally cast as a means of achieving autonomy, an alternative approach sees empowerment as part of the disciplinary apparatus of late modern…

  14. Job Analysis

    OpenAIRE

    Bravená, Helena

    2009-01-01

    This bacherlor thesis deals with the importance of job analysis for personnel activities in the company. The aim of this work is to find the most suitable method of job analysis in a particular enterprise, and continues creating descriptions and specifications of each job.

  15. Intention, autonomy, and brain events.

    Science.gov (United States)

    Gillett, Grant

    2009-07-01

    Informed consent is the practical expression of the doctrine of autonomy. But the very idea of autonomy and conscious free choice is undercut by the view that human beings react as their unconscious brain centres dictate, depending on factors that may or may not be under rational control and reflection. This worry is, however, based on a faulty model of human autonomy and consciousness and needs close neurophilosophical scrutiny. A critique of the ethics implied by the model takes us towards a 'care of the self' view of autonomy and the subject's attunement to the truth as the crux of reasoning rather than the inner mental/neural state views of autonomy and human choice on offer at present.

  16. The Challenge of University Autonomy

    DEFF Research Database (Denmark)

    Reilly, John; Turcan, Romeo V.; Bugaian, Larisa

    2016-01-01

    The authors introduce the reader to the book, providing a historical perspective and a current understanding of university autonomy. While appreciating the central role of the four dimensions of university autonomy – organisational, financial, human resource, and academic – the authors conjecture...... that a fuller understanding of university autonomy can only be obtained through a holistic view of the complex inter-relationships between stakeholders and policies which can reinforce and, equally, pull in opposite directions. This holistic view is represented in a model of institutional university autonomy......, which is discussed at length in the chapter. The authors conclude by presenting international case studies that give new insights and reinforce our understanding that the issues relating to institutional university autonomy are genuinely global....

  17. (Re)Discovering University Autonomy

    DEFF Research Database (Denmark)

    This book challenges traditional approach to university autonomy which is based on four pillars: organisational, financial, human resource, and academic. The main thesis is that a fuller understanding of university autonomy can only be obtained through a more holistic view of the complex inter......-relationships between stakeholders and policies which can reinforce and equally pull in opposite directions. The holistic view is expressed in a model of institutional university autonomy that brings together the traditional basic four pillars of autonomy, and five interfaces: government–university; university......–university staff; academic staff–students; university–business; and university–internationalisation. This model is explored through international case studies that give new insights and reinforce our understanding that the issues relating to institutional university autonomy are complex, interactive and genuinely...

  18. Autonomy and social functioning of recently admitted nursing home residents.

    Science.gov (United States)

    Paque, Kristel; Goossens, Katrien; Elseviers, Monique; Van Bogaert, Peter; Dilles, Tinne

    2017-09-01

    This paper examines recently admitted nursing home residents' practical autonomy, their remaining social environment and their social functioning. In a cross-sectional design, 391 newly admitted residents of 67 nursing homes participated. All respondents were ≥65 years old, had mini-mental state examination ≥18 and were living in the nursing home for at least 1 month. Data were collected using a structured questionnaire and validated measuring tools. The mean age was 84, 64% were female, 23% had a partner, 80% children, 75% grandchildren and 59% siblings. The mean social functioning score was 3/9 (or 33%) and the autonomy and importance of autonomy score 6/9 (or 67%). More autonomy was observed when residents could perform activities of daily living more independently, and cognitive functioning, quality of life and social functioning were high. Residents with depressive feelings scored lower on autonomy and social functioning compared to those without depressive feelings. Having siblings and the frequency of visits positively correlated with social functioning. In turn, social functioning correlated positively with quality of life. Moreover, a higher score on social functioning lowered the probability of depression. Autonomy or self-determination and maintaining remaining social relationships were considered to be important by the new residents. The remaining social environment, social functioning, quality of life, autonomy and depressive feelings influenced each other, but the cause--effect relation was not clear.

  19. Job satisfaction among young board-certified surgeons at academic centers in Europe and North America.

    Science.gov (United States)

    Raptis, Dimitri Aristotle; Schlegel, Andrea; Tschuor, Christoph; Clavien, Pierre-Alain

    2012-11-01

    To identify independent factors influencing job satisfaction of academic surgeons within their first 10 years after board certification. Job satisfaction is increasingly recognized as a crucial factor for high performance of individuals and teams in most organizations. Sophisticated tools are now available to assess job satisfaction in medicine. A survey among 439 faculty surgeons from 16 European countries, United States, and Canada was conducted in 2011. Satisfaction at work was analyzed using the validated Global Job Satisfaction (GJS) instrument (score range, -36 to +36), modified to an extended version (eGJS) (score range, -87 to +87) covering additional personal and environmental factors. Independent factors were identified with multiple logistic regression analysis. Response rate was high at 59% (439/744). Median age of responders was 39 years, with 17% women. North American surgeons scored higher on the eGJS when compared with Europeans (median: 21 vs. 33, respectively, P job satisfaction included protected time for research (odds ratio [OR]: 9), good team relationship (OR: 7), female sex (OR: 5), having a partner (OR: 4), feeling enthusiastic about work (OR: 4), being pleased with life accomplishments (OR: 4), having the standard of living one deserves (OR: 3), and clinical autonomy (OR: 3). In contrast, independent predictors of poor job satisfaction were feeling frustrated by work (ie, a burnout item) (OR: 37), worrying about personal life at work (OR: 3), and having to work too many weekends (OR: 3). Satisfaction in young faculty members mostly relates to research opportunities, clinical autonomy, burnout, and lifestyle. Understanding satisfaction factors may improve productivity and competence.

  20. Neuromodulation, agency and autonomy.

    Science.gov (United States)

    Glannon, Walter

    2014-01-01

    Neuromodulation consists in altering brain activity to restore mental and physical functions in individuals with neuropsychiatric disorders and brain and spinal cord injuries. This can be achieved by delivering electrical stimulation that excites or inhibits neural tissue, by using electrical signals in the brain to move computer cursors or robotic arms, or by displaying brain activity to subjects who regulate that activity by their own responses to it. As enabling prostheses, deep-brain stimulation and brain-computer interfaces (BCIs) are forms of extended embodiment that become integrated into the individual's conception of himself as an autonomous agent. In BCIs and neurofeedback, the success or failure of the techniques depends on the interaction between the learner and the trainer. The restoration of agency and autonomy through neuromodulation thus involves neurophysiological, psychological and social factors.

  1. Autonomy, Independence, Inclusion

    Directory of Open Access Journals (Sweden)

    Filippo Angelucci

    2015-04-01

    Full Text Available The living environment must not only meet the primary needs of living, but also the expectations of improvement of life and social relations and people’s work. The need for a living environment that responds to the needs of users with their different abilities, outside of standardizations, is increasingly felt as autonomy, independence and well-being are the result of real usability and adaptability of the spaces. The project to improve the inclusivity of living space and to promote the rehabilitation of fragile users need to be characterized as an interdisciplinary process in which the integration of specialized contributions leads to adaptive customization of space solutions and technological that evolve with the changing needs, functional capacities and abilities of individuals.

  2. Job demands-resources predicting burnout and work engagement among Belgian home health care nurses: A cross-sectional study.

    Science.gov (United States)

    Vander Elst, Tinne; Cavents, Carolien; Daneels, Katrien; Johannik, Kristien; Baillien, Elfi; Van den Broeck, Anja; Godderis, Lode

    A better knowledge of the job aspects that may predict home health care nurses' burnout and work engagement is important in view of stress prevention and health promotion. The Job Demands-Resources model predicts that job demands and resources relate to burnout and work engagement but has not previously been tested in the specific context of home health care nursing. The present study offers a comprehensive test of the Job-Demands Resources model in home health care nursing. We investigate the main and interaction effects of distinctive job demands (workload, emotional demands and aggression) and resources (autonomy, social support and learning opportunities) on burnout and work engagement. Analyses were conducted using cross-sectional data from 675 Belgian home health care nurses, who participated in a voluntary and anonymous survey. The results show that workload and emotional demands were positively associated with burnout, whereas aggression was unrelated to burnout. All job resources were associated with higher levels of work engagement and lower levels of burnout. In addition, social support buffered the positive relationship between workload and burnout. Home health care organizations should invest in dealing with workload and emotional demands and stimulating the job resources under study to reduce the risk of burnout and increase their nurses' work engagement. Copyright © 2016 Elsevier Inc. All rights reserved.

  3. Accounting for job satisfaction: Examining the interplay of person and situation.

    Science.gov (United States)

    Elfstrand Corlin, Tinna; Kazemi, Ali

    2017-10-01

    In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini-IPIP tapping the five-factor model of personality, Individualized Care Inventory tapping four aspects of person-centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person-centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person-centered care with improving personal job satisfaction. © 2017 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  4. Radioiodine therapy of thyroid autonomy

    Energy Technology Data Exchange (ETDEWEB)

    Reiners, Christoph; Schneider, Peter [Clinic and Policlinic for Nuclear Medicine, University of Wuerzburg, Josef-Schneider-Strasse 2, 97080 Wuerzburg (Germany)

    2002-08-01

    Over half a century, treatment of thyroid autonomy with an oral dose of iodine-131 has proven to be effective. The optimum management strategy for the patient is, however, still a matter of debate. The article provides an overview of the pathogenesis of functional autonomy and its clinical relevance. According to the guidelines on both sides of the Atlantic, radioiodine treatment is considered the most comfortable and economical approach to the treatment of the toxic nodular goitre. Some differences in the preparation procedures in the guidelines of the American and the German Society of Nuclear Medicine are discussed with respect to therapy results and the subtypes of thyroid autonomy. The results of studies are summarised concerning changes in thyroid function and thyroid volume after a course of radioiodine treatment. Therapy-related risks, such as immunogenic hypothyroidism or thyroid cancer, are discussed. {sup 131}I treatment of functional autonomy and hyperthyroidism is considered an effective and safe procedure. (orig.)

  5. Subsidiary Autonomy and Knowledge Transfer

    DEFF Research Database (Denmark)

    Søberg, Peder Veng; Wæhrens, Brian Vejrum

    2015-01-01

    Purpose: This paper explores the effect of subsidiary autonomy on knowledge transfers during captive R&D offshoring to emerging markets. Design/methodology/approach: A framework to this end is developed and illustrated in relation to four cases of captive R&D offshoring to emerging markets....... Findings: Subsidiary autonomy has a mainly negative effect on primary knowledge transfer and a mainly positive effect on reverse knowledge transfer. Newly established R&D subsidiaries in emerging markets need primary knowledge transfer in order to build up their competence before they can add...... to the knowledge level of the MNE. Originality: A dual role of subsidiary autonomy is identified. Gradual increase in R&D subsidiary autonomy is beneficial for subsidiary innovation performance....

  6. Radioiodine therapy of thyroid autonomy

    International Nuclear Information System (INIS)

    Reiners, Christoph; Schneider, Peter

    2002-01-01

    Over half a century, treatment of thyroid autonomy with an oral dose of iodine-131 has proven to be effective. The optimum management strategy for the patient is, however, still a matter of debate. The article provides an overview of the pathogenesis of functional autonomy and its clinical relevance. According to the guidelines on both sides of the Atlantic, radioiodine treatment is considered the most comfortable and economical approach to the treatment of the toxic nodular goitre. Some differences in the preparation procedures in the guidelines of the American and the German Society of Nuclear Medicine are discussed with respect to therapy results and the subtypes of thyroid autonomy. The results of studies are summarised concerning changes in thyroid function and thyroid volume after a course of radioiodine treatment. Therapy-related risks, such as immunogenic hypothyroidism or thyroid cancer, are discussed. 131 I treatment of functional autonomy and hyperthyroidism is considered an effective and safe procedure. (orig.)

  7. Intramitochondrial autonomy in rat tissues

    International Nuclear Information System (INIS)

    Subramanian, M.; Rajwade, M.S.; Satav, J.G.; Katyare, S.S.; Fatterpaker, P.; Sreenivasan, A.

    1974-01-01

    The biogenesis of mitochondria in rat liver and their protein turnover has been investigated using 1- 14 C leucine. The results indicate that intramitochondrial autonomy exists both with respect to their genesis and turnover. (M.G.B.)

  8. Institutional Financial Autonomy in Practice

    DEFF Research Database (Denmark)

    Szwebs, Witold

    2016-01-01

    The article reveals how university autonomy may in practice prove to be restrictive for units within the university. The need to implement and interpret external regulations and protect the institution may, argued in the paper, lead to a risk averse, conservative approach which is experienced...... by departments as bureaucratic and hampering effective research. Thus autonomy has produced new internal tensions between the central management/administration and the departments which it is argued is counter-productive and not beneficial for research and could be seen as a perverse aspect of greater autonomy....... Indeed because university policy and ‘interference’ is much closer to the researcher than in former less autonomous times and the university may now exercise other direct incentives through resource allocation, promotion and salary enhancement, the department and the individual may view autonomy...

  9. Job satisfaction, stress and burnout in anaesthesia: relevant topics for anaesthesiologists and healthcare managers?

    Science.gov (United States)

    Rama-Maceiras, Pablo; Parente, Suzana; Kranke, Peter

    2012-07-01

    Job satisfaction is defined as an employee's positive reaction towards his/her work. Changes in health policies, which are seen as a threat to the autonomy of health workers, are associated with a decrease in satisfaction levels, increase burnout among physicians, and may impair the quality and safety of care. The work environment of anaesthesiologists include stressful areas such as the operating theatre, the ICU, and the emergency setting, and this has been linked to higher levels of stress and lower satisfaction. We frequently lack feedback from patients and even our colleagues despite usually working within a team. Nevertheless, job satisfaction and burnout rates in anaesthesia are similar to other specialties. The most relevant factors in job satisfaction are worker autonomy, control of the working environment, recognition of our value, professional relationships, leadership and organisational justice. Although these can be manipulated for good or otherwise, there are additional, less malleable factors such as personality, expectations and motivation of the employee, that play a part. Within organisations there needs to be the will to evaluate employees' satisfaction, to improve their work environment and to develop strategies and coping mechanisms for professional stress. Personal wellness should also be nurtured, as a satisfactory work-life balance and an adequate social support network might act as a buffer for dissatisfaction and burnout. Improvement in satisfaction might create a positive work climate that would benefit both the safety of our patients and our profession.

  10. Learning for autonomy

    Science.gov (United States)

    Rivero, Jose

    1989-12-01

    There is a need for a new concept of post-literacy which goes beyond the learning of codes. The target population is defined on the basis of their need to be given the capacity to take decisions on essential economic, civic, political and day-to-day aspects of their lives. The main arena of post-literacy lies in the countries of the Third World, where the economic crisis has serious effects on the quality of life and impairs the motivation to learn. Particular reference is made to the concept of participation and to the ability to determine four types of basic educational need: fundamental needs, productivity needs, social service needs and community organization needs. Four Latin American programmes linked to these four types of need are presented and discussed in terms of their particular features: popular participation in decision making; the search for methods and techniques which give the population a certain degree of autonomy; and respect for the cultures and world visions of the communities in the conduct of post-literacy, educational innovation and other activities. The programmes are: post-literacy in Nicaragua (fundamental education needs); research on post-literacy and employment in 13 countries (productivity needs); the CIPCA project for peasants in Piura, on the northern coast of Peru (social service needs); and the `Talking Maps' project developed with the Paez community in Cauca, Colombia (community organization needs).

  11. An international perspective: job satisfaction among transplant nurses.

    Science.gov (United States)

    Russell, Cynthia L; Van Gelder, Frank

    2008-03-01

    The high demand for transplant nurses across the world leads us to examine job design and job satisfaction because job satisfaction is linked to better outcomes for patients. To describe international transplant nurses' perspectives of job design and job satisfaction by using Herzberg's theory of motivation. Descriptive, correlational design. An electronic version of the Job Design and Job Satisfaction survey was mailed to all members of the International Transplant Nurses Society. A total of 331 members of the International Transplant Nurses Society responded to the survey. The mean age of respondents was 44.12 years, they had worked a mean of 19.12 years in nursing and 10.22 years in transplantation, and 50.6% of respondents were transplant nurse coordinators. Respondents were very satisfied overall with their jobs; they perceived that transplant nursing requires a high level of nonrepetitive, complex skills, autonomy in personal initiative and judgment, cooperation and collaboration with others, and that the job allows for completion of the work. Respondents were satisfied with pay, fringe benefits, and supervision. The feeling that the job could positively and significantly affect others was very strong. Results of this study provide empirical evidence supporting the perceived benefits and challenges of working in transplantation and support Herzberg's theory that motivators leading to job satisfaction include achievement, recognition, the work itself, responsibility, and advancement. Transplant nursing includes many of these motivators and desirable characteristics, including autonomy and working with a multidisciplinary team on a clear, patient-centered goal.

  12. [Job satisfaction among Norwegian doctors].

    Science.gov (United States)

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  13. Supervisor Autonomy and Considerate Leadership Style are Associated with Supervisors' Likelihood to Accommodate Back Injured Workers.

    Science.gov (United States)

    McGuire, Connor; Kristman, Vicki L; Shaw, William; Williams-Whitt, Kelly; Reguly, Paula; Soklaridis, Sophie

    2015-09-01

    To determine the association between supervisors' leadership style and autonomy and supervisors' likelihood of supporting job accommodations for back-injured workers. A cross-sectional study of supervisors from Canadian and US employers was conducted using a web-based, self-report questionnaire that included a case vignette of a back-injured worker. Autonomy and two dimensions of leadership style (considerate and initiating structure) were included as exposures. The outcome, supervisors' likeliness to support job accommodation, was measured with the Job Accommodation Scale (JAS). We conducted univariate analyses of all variables and bivariate analyses of the JAS score with each exposure and potential confounding factor. We used multivariable generalized linear models to control for confounding factors. A total of 796 supervisors participated. Considerate leadership style (β = .012; 95% CI .009-.016) and autonomy (β = .066; 95% CI .025-.11) were positively associated with supervisors' likelihood to accommodate after adjusting for appropriate confounding factors. An initiating structure leadership style was not significantly associated with supervisors' likelihood to accommodate (β = .0018; 95% CI -.0026 to .0061) after adjusting for appropriate confounders. Autonomy and a considerate leadership style were positively associated with supervisors' likelihood to accommodate a back-injured worker. Providing supervisors with more autonomy over decisions of accommodation and developing their considerate leadership style may aid in increasing work accommodation for back-injured workers and preventing prolonged work disability.

  14. Supervisor Autonomy and Considerate Leadership Style are Associated with Supervisors’ Likelihood to Accommodate Back Injured Workers

    Science.gov (United States)

    McGuire, Connor; Kristman, Vicki L; Williams-Whitt, Kelly; Reguly, Paula; Shaw, William; Soklaridis, Sophie

    2015-01-01

    PURPOSE To determine the association between supervisors’ leadership style and autonomy and supervisors’ likelihood of supporting job accommodations for back-injured workers. METHODS A cross-sectional study of supervisors from Canadian and US employers was conducted using a web-based, self-report questionnaire that included a case vignette of a back-injured worker. Autonomy and two dimensions of leadership style (considerate and initiating structure) were included as exposures. The outcome, supervisors’ likeliness to support job accommodation, was measured with the Job Accommodation Scale. We conducted univariate analyses of all variables and bivariate analyses of the JAS score with each exposure and potential confounding factor. We used multivariable generalized linear models to control for confounding factors. RESULTS A total of 796 supervisors participated. Considerate leadership style (β= .012; 95% CI: .009–.016) and autonomy (β= .066; 95% CI: .025–.11) were positively associated with supervisors’ likelihood to accommodate after adjusting for appropriate confounding factors. An initiating structure leadership style was not significantly associated with supervisors’ likelihood to accommodate (β = .0018; 95% CI: −.0026–.0061) after adjusting for appropriate confounders. CONCLUSIONS Autonomy and a considerate leadership style were positively associated with supervisors’ likelihood to accommodate a back-injured worker. Providing supervisors with more autonomy over decisions of accommodation and developing their considerate leadership style may aid in increasing work accommodation for back-injured workers and preventing prolonged work disability. PMID:25595332

  15. Job Resources, Physician Work Engagement, and Patient Care Experience in an Academic Medical Setting

    NARCIS (Netherlands)

    Scheepers, Renée A.; Lases, Lenny S. S.; Arah, Onyebuchi A.; Heineman, Maas Jan; Lombarts, Kiki M. J. M. H.

    2017-01-01

    Purpose Physician work engagement is associated with better work performance and fewer medical errors; however, whether workengaged physicians perform better from the patient perspective is unknown. Although availability of job resources (autonomy, colleague support, participation in decision

  16. Volitional Trust, Autonomy Satisfaction, and Engagement at Work.

    Science.gov (United States)

    Heyns, Marita; Rothmann, Sebastiaan

    2018-02-01

    This study tested a structural model that identifies the nature of relationships between trust, autonomy satisfaction, and personal engagement at work. A cross-sectional survey design with a convenience sample ( n = 252) was used. The Behavioral Trust Inventory, Work-Related Basic Need Satisfaction Scale, and Work Engagement Scale were administered. While reliance-based trust did not have a significant influence on engagement, disclosure-based trust in a focal leader was found to predict satisfaction of autonomy needs and employee engagement. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes. More specifically, disclosure (a dimension of trust) impacted engagement via autonomy satisfaction. Overall, the model explained 44% of total variance in engagement, to which the variables proportionately contributed as follows: autonomy satisfaction = 79.58%, disclosure = 18.22%, and reliance = 2.20%. The findings provide possible directions for how leaders can leverage trust to facilitate autonomy support and higher levels of engagement.

  17. Higher effort-reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing.

    Science.gov (United States)

    Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

    2015-06-01

    We examined whether higher effort-reward imbalance (ERI) and lower job control are associated with exit from the labour market. There were 1263 participants aged 50-74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004-2005), and working status at follow-up (wave 5; 2010-2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010-2011. Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  18. Higher effort–reward imbalance and lower job control predict exit from the labour market at the age of 61 years or younger: evidence from the English Longitudinal Study of Ageing

    Science.gov (United States)

    Hintsa, T; Kouvonen, A; McCann, M; Jokela, M; Elovainio, M; Demakakos, P

    2015-01-01

    Background We examined whether higher effort–reward imbalance (ERI) and lower job control are associated with exit from the labour market. Methods There were 1263 participants aged 50–74 years from the English Longitudinal Study on Ageing with data on working status and work-related psychosocial factors at baseline (wave 2; 2004–2005), and working status at follow-up (wave 5; 2010–2011). Psychosocial factors at work were assessed using a short validated version of ERI and job control. An allostatic load index was formed using 13 biological parameters. Depressive symptoms were measured using the Center for Epidemiologic Studies Depression Scale. Exit from the labour market was defined as not working in the labour market when 61 years old or younger in 2010–2011. Results Higher ERI OR=1.62 (95% CI 1.01 to 2.61, p=0.048) predicted exit from the labour market independent of age, sex, education, occupational class, allostatic load and depression. Job control OR=0.60 (95% CI 0.42 to 0.85, p=0.004) was associated with exit from the labour market independent of age, sex, education, occupation and depression. The association of higher effort OR=1.32 (95% CI 1.01 to 1.73, p=0.045) with exit from the labour market was independent of age, sex and depression but attenuated to non-significance when additionally controlling for socioeconomic measures. Reward was not related to exit from the labour market. Conclusions Stressful work conditions can be a risk for exiting the labour market before the age of 61 years. Neither socioeconomic position nor allostatic load and depressive symptoms seem to explain this association. PMID:25631860

  19. Family nursing hospital training and the outcome on job demands, control and support.

    Science.gov (United States)

    Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun

    2015-07-01

    The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work. Copyright © 2015 Elsevier Ltd. All rights reserved.

  20. In the Quest to Improve Schools, Have Teachers Been Stripped of Their Autonomy?

    Science.gov (United States)

    Boser, Ulrich; Hanna, Robert

    2014-01-01

    Over the past few years, there has been an ever-growing chorus of those who grumble that teachers are unhappy with their lack of control and freedom and have grown to deeply dislike their jobs. This article asks if teachers really lack autonomy and freedom, and wonders if as a nation, whether or not we have reached the right balance of…

  1. High School Principals in the Vortex: Accountability, Autonomy, and Social Justice

    Science.gov (United States)

    Batsell, Holly

    2013-01-01

    As schools across Arizona worked to meet NCLB's AYP requirement in 2010-2011, they were also labeled and sanctioned by AZ Learns. This phenomenological study focused on six effective high school principals in two Arizona school districts to ascertain how accountability policies impacted the principals' job responsibilities, autonomy, and ability…

  2. Association between women's autonomy and family planning outcome in couples residing in Isfahan

    Science.gov (United States)

    Kohan, Shahnaz; Talebian, Ferdos; Ehsanpour, Soheila

    2014-01-01

    Background: One of the important factors in the prediction of family planning outcome is paying attention to women's role in decision making concerning fertility and household affairs. With the improvement of women's status and autonomy, their control over fertility is expected to increase. The present study aimed to investigate the association between women's autonomy and family planning outcome of the couples residing in Isfahan. Materials and Methods: This is cross-sectional study. Two hundred and seventy women of childbearing age, eligible for family planning and residing in Isfahan, were selected through random cluster sampling and they filled a researcher-made questionnaire. Women's autonomy was measured with the questions on their decision-making autonomy concerning household affairs and physical mobility autonomy. The association between women's autonomy and family planning outcome was analyzed through statistical methods. Results: The results showed that the mean of women's decision-making, physical mobility, and general autonomy was 50. Women's autonomy had a direct significant association with the type of contraception method (P = 0.01) and the length of usage of their present contraception method (P = 0.04) as well as where they received family planning services (P = 0.02). Conclusions: Analysis of data revealed women with higher autonomy used a more efficient contraception method and continued their contraception method for a longer time, which leads to improvement of couples’ family planning outcome. Therefore, family planning services should be planned and provided with women's autonomy under consideration. PMID:25400671

  3. [Job satisfaction and work ability index in nurses].

    Science.gov (United States)

    Viola, Fiorella; Larese Filon, Francesca

    2015-01-22

    Job satisfaction and work ability are important in the nursing profession to ensure good working conditions and to reduce work-related diseases and illness. Psychosocial factors such as social support and decision latitude (autonomy) could have a role in cardiovascular diseases, low back pain, injuries and sick leave. To evaluate work ability, job satisfaction, psychosocial factors and diseases in 10 departments of the Monfalcone Hospital. The Work Ability Index (WAI) questionnaire and Karasek Job Content Questionnaire with other questions related to working conditions and diseases were administered to 160 nurses working in 10 departments. The response rate was 90%. SPSS Statistic packaging was used for statistical analysis. The study population had a mean age of 41.1 ± 7 years and the majority were female (81.25%). WAI gave a rating of over 37 points (good and excellent) for 86.4%, with an average of 39.9 ± 5.9 in women and 40.6 ± 6.4 in men. The WAI differences between the departments were significant with Medicine and Surgery showing lower values (p=0.012). WAI was significantly lower in subjects with sick leave higher than 10 days per year (p=0.000) and in subjects with cardiovascular diseases (p=0.031). Our study showed very good working conditions for nurses. A follow-up of the analyzed population over time will add further information on this aspect.

  4. General Introduction: Autonomy and Heteronomy of the Judiciary in Europe

    Directory of Open Access Journals (Sweden)

    Joxerramon Bengoetxea

    2011-12-01

    Full Text Available Judges and the judiciary have always been a subject of debate. The questions of legitimacy, activism v self-restraint; appointment or selection, accountability, the rise of alternatives to formal justice, ADR, are at the heart of the discussion. However, the law-job of dispute resolution is not actually done by the judges on their own, nor in isolation; judges have many different sorts of collaborators and some of these can develop some scope for autonomy. At the same time the judiciary claims to be an independent power, but it is also a basic public service to the citizens; how can the public administration be involved in securing-facilitating this service? Finally, when deciding and interpreting the law judges often need to take into account norms belonging to different but coordinated legal systems and find coherence between them, and it can be questioned whether the method of conform interpretation they resort to might enhance or diminish their autonomy.

  5. Are Green Jobs Real Jobs? The Case of Italy

    OpenAIRE

    Lavecchia, Luciano; Stagnaro, Carlo

    2010-01-01

    The European Union is strongly promoting the adoption of renewable energy sources (RES). This policy relies mostly on environmental reasons, but its promoters also claim that RES subsidies will result into the creation of a significant number of jobs. This papers takes into examination the case of Italian policies with regard to solar panels and wind turbines. The number of RES-related jobs is estimated and it is compared with the number of jobs that are displaced by higher energy prices, due...

  6. Design of the DIRECT-project : interventions to increase job resources and recovery opportunities to improve job-related health, well-being, and performance outcomes in nursing homes

    NARCIS (Netherlands)

    Spoor, E.M.B.; Jonge, de J.; Hamers, J.P.H.

    2010-01-01

    Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still

  7. Application of Job Demands-Resources model in research on relationships between job satisfaction, job resources, individual resources and job demands

    Directory of Open Access Journals (Sweden)

    Adrianna Potocka

    2013-04-01

    Full Text Available Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05. The analysis of variance (ANOVA indicated that job resources and job demands [F(1.474 = 4.004; F(1.474 = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474 = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474 = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1 in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001 or low (p = 0.0157; 2 when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001. Conclusion: The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees. Med Pr 2013;64(2:217–225

  8. Job Resources, Physician Work Engagement, and Patient Care Experience in an Academic Medical Setting.

    Science.gov (United States)

    Scheepers, Renée A; Lases, Lenny S S; Arah, Onyebuchi A; Heineman, Maas Jan; Lombarts, Kiki M J M H

    2017-10-01

    Physician work engagement is associated with better work performance and fewer medical errors; however, whether work-engaged physicians perform better from the patient perspective is unknown. Although availability of job resources (autonomy, colleague support, participation in decision making, opportunities for learning) bolster work engagement, this relationship is understudied among physicians. This study investigated associations of physician work engagement with patient care experience and job resources in an academic setting. The authors collected patient care experience evaluations, using nine validated items from the Dutch Consumer Quality index in two academic hospitals (April 2014 to April 2015). Physicians reported job resources and work engagement using, respectively, the validated Questionnaire on Experience and Evaluation of Work and the Utrecht Work Engagement Scale. The authors conducted multivariate adjusted mixed linear model and linear regression analyses. Of the 9,802 eligible patients and 238 eligible physicians, respectively, 4,573 (47%) and 185 (78%) participated. Physician work engagement was not associated with patient care experience (B = 0.01; 95% confidence interval [CI] = -0.02 to 0.03; P = .669). However, learning opportunities (B = 0.28; 95% CI = 0.05 to 0.52; P = .019) and autonomy (B = 0.31; 95% CI = 0.10 to 0.51; P = .004) were positively associated with work engagement. Higher physician work engagement did not translate into better patient care experience. Patient experience may benefit from physicians who deliver stable quality under varying levels of work engagement. From the physicians' perspective, autonomy and learning opportunities could safeguard their work engagement.

  9. Bilateral effects of hospital patient-safety procedures on nurses' job satisfaction.

    Science.gov (United States)

    Inoue, T; Karima, R; Harada, K

    2017-09-01

    The aim of this study was to examine how hospital patient-safety procedures affect the job satisfaction of hospital nurses. Additionally, we investigated the association between perceived autonomy and hospital patient-safety procedures and job satisfaction. Recently, measures for patient safety have been recognized as an essential requirement in hospitals. Hospital patient-safety procedures may enhance the job satisfaction of nurses by improving the quality of their work. However, such procedures may also decrease their job satisfaction by imposing excessive stress on nurses because they cannot make mistakes. The participants included 537 nurses at 10 private hospitals in Japan (The surveys were collected from March to July 2012). Factors related to hospital patient-safety procedures were demonstrated using factor analysis, and the associations between these factors and nurses' self-perceived autonomy and job satisfaction were examined using structural equation modelling. Five factors regarding hospital patient-safety procedures were extracted. Additionally, structural equation modelling revealed statistically significant associations between these factors and the nurses' self-perceived autonomy and job satisfaction. The findings showed that nurses' perceived autonomy of the workplace enhanced their job satisfaction and that their perceptions of hospital patient-safety procedures promoted their job satisfaction. However, some styles of chief nurses' leadership regarding patient safety restrict nurses' independent and autonomous decision-making and actions, resulting in a lowering of job satisfaction. This study demonstrated that hospital patient-safety procedures have ambiguous effects on nurses' job satisfaction. In particular, chief nurses' leadership relating to patient safety can have a positive or negative effect on nurses' job satisfaction. The findings indicated that hospital managers should demonstrate positive attitudes to improve patient safety for

  10. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    Science.gov (United States)

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  11. CSR organisational taxonomy and job characteristics on performance: SME case studies

    Directory of Open Access Journals (Sweden)

    Thanalechumy Seeramulu

    2017-05-01

    Full Text Available This study examines the relationship between the CSR of organizational structure and job characteristics that influence employee job performance in the Malaysian context. Hence, it is important to study and analyze these two factors within the CSR taxonomy describing how these factors significantly influence employee job performance and to make recommendations how performance can be promoted among employees. This paper is based on a quantitative research approach where responses were gathered from the working population within Malaysia SMEs. The results from this study will help to point out the influence of these factors on the employee job performance and provide guidance to an organization for which these aspects should be emphasized in order to increase employees’ job performance to align performance with organizational goals. The analysis includes two dimensions of CSR taxonomy of organizational structure namely, centralization and formalization, as well as a set of five dimensions of job characteristics, such as task identity, task significance, skill variety, autonomy and feedback. The results of these findings show that job characteristics such as task significance, autonomy, feedback, and skill variety, positively influence job performance with autonomy having highest predictive power on job performance. The results of these findings reveal that the organizational structure does not contribute to the prediction of job performance even though a significant positive correlation exists between the structure and job performance in the Pearson correlation coefficient test. Therefore, this study will enrich the existing knowledge in the area of human resource management by focusing on job performance management.

  12. Nursing Assistants' Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being

    Science.gov (United States)

    Bishop, Christine E.; Weinberg, Dana Beth; Leutz, Walter; Dossa, Almas; Pfefferle, Susan G.; Zincavage, Rebekah M.

    2008-01-01

    Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of…

  13. Regular versus cutback-related change: the role of employee job crafting in organizational change contexts of different nature

    NARCIS (Netherlands)

    Petrou, P.; Demerouti, E.; Xanthopoulou, D.

    2017-01-01

    The present study addresses how job characteristics (e.g., autonomy, workload, and their interaction) relate to employee job crafting (i.e., seeking resources, seeking challenges, and reducing demands), and whether job crafting relates to employee work-related well-being (i.e., work engagement and

  14. Physician Assistant Job Satisfaction: A Narrative Review of Empirical Research.

    Science.gov (United States)

    Hooker, Roderick S; Kuilman, Luppo; Everett, Christine M

    2015-12-01

    To examine physician assistant (PA) job satisfaction and identify factors predicting job satisfaction and identify areas of needed research. With a global PA movement underway and a half-century in development, the empirical basis for informing employers of approaches to improve job satisfaction has not received a careful review. A narrative review of empirical research was undertaken to inform stakeholders about PA employment with a goal of improved management. The a priori criteria included published studies that asked PAs about job satisfaction. Articles addressing PA job satisfaction, written in English, were reviewed and categorized according to the Job Characteristics Model. Of 68 publications reviewed, 29 met criteria and were categorized in a Job Characteristics Model. Most studies report a high degree of job satisfaction when autonomy, income, patient responsibility, physician support, and career advancement opportunities are surveyed. Age, sex, specialty, and occupational background are needed to understand the effect on job satisfaction. Quality of studies varies widely. Employers may want to examine their relationships with PAs periodically. The factors of job satisfaction may assist policymakers and health administrators in creating welcoming professional employment environments. The main limitation: no study comprehensively evaluated all the antecedents of job satisfaction. PAs seem to experience job satisfaction supported by low attrition rates and competitive wages. Contributing factors are autonomy, experienced responsibility, pay, and supportive supervising physician. A number of intrinsic rewards derived from the performance of the job within the social environment, along with extrinsic rewards, may contribute to overall job satisfaction. PA job satisfaction research is underdeveloped; investigations should include longitudinal studies, cohort analyses, and economic determinants.

  15. The impact of patient autonomy on older adults with asthma.

    Science.gov (United States)

    Karamched, Keerthi R; Hao, Wei; Song, Peter X; Carpenter, Laurie; Steinberg, Joel; Baptist, Alan P

    2018-05-03

    Understanding patient preferences and desire for involvement in making medical decisions is important when managing chronic conditions. Previous studies have utilized the Autonomy Preference Index (API) in younger asthmatic patients to evaluate these preferences. To identify factors associated with autonomy, and to determine if autonomy is related to asthma outcomes among older adults. 189 older adults (>55 yr) with persistent asthma were included. Preferences for autonomy were assessed using the API, with a higher score indicating higher desire for autonomy. Scores were separated into two domains of 'information seeking' and 'decision making' preferences. The separated scores were correlated with asthma outcomes and demographic variables. To control for confounding factors, a linear regression analysis was performed. Higher 'decision making' preference scores correlated with female gender (p=0.007), higher education level (p=0.01), and lower depression scores (p=0.04). Regarding outcomes, 'decision making' scores positively correlated with asthma quality of life questionnaire (AQLQ) scores (p=0.01). On linear regression analysis, the AQLQ score remained significantly associated with 'decision making' preference scores (p=0.03). There was no association with asthma control test scores, spirometry values, and healthcare utilization. 'Information seeking' preference scores correlated with education level (p=0.03), but there was no correlation with asthma outcomes. Older asthmatic adults with a greater desire for involvement in decision making have a higher asthma related quality of life. Future studies with the intention to increase patient autonomy may help establish a causal relationship. Copyright © 2018. Published by Elsevier Inc.

  16. Women's Autonomy and Its Correlates in Western Nepal: A Demographic Study.

    Science.gov (United States)

    Bhandari, Tulsi Ram; Kutty, V Raman; Ravindran, T K Sundari

    2016-01-01

    Despite various efforts for enhancing women's autonomy in developing countries, many women are deprived of their capacity in decision-making on their household affairs as well as social issues. This paper aimed to examine women's autonomy and its associated factors in the Kapilvastu district of Nepal. We measured women's autonomy using a recently developed women's autonomy measurement scale from June to October 2014. Descriptive statistics, chi-square test and logistic multivariate modeling technique were applied for assessing the association of demographic and socio-economic characteristics of women and their autonomy. Mean score for women's autonomy was 23.34 ± 8.06 out of the possible maximum 48. It was found to be positively associated with higher age difference at marriage, advantaged caste/ethnicity, better employment for the husband, couple's education more than 10 years schooling, and higher economic status of the household. We found strong direct effect of women's education (OR = 8.14, CI = 3.77-17.57), husband's education (OR = 2.63, CI = 1.69-4.10) and economic status of household (OR = 1.42, CI = 1.01-2.03) on women's autonomy. When we adjusted women's education for husband's education, the odds ratio decreased by around 22% {from (OR = 8.14, CI = 3.77-17.57) to (OR = 6.32, CI = 2.77-14.46)} and was a mediator effect. The economic status of household also had mediator effect on women's autonomy through their education. Education status of women is a key predictor of women's autonomy in Kapilvastu district. Husband's education and economic status of the household are other important predictors of women's autonomy which have a mediator effect on women's autonomy. Improving educational status and economic conditions of both women and their husbands may be the best solution to promote women's autonomy.

  17. The Ideal of Moral Autonomy

    Directory of Open Access Journals (Sweden)

    Ricardo Marquisio Aguirre

    2017-10-01

    Full Text Available Some elements of the ideal of moral autonomy are discussed in this paper. Such ideal is a key assumption in social practices focused on normative imputation, particularly morality and law. First, a constructivist conception of normativity is introduced, taking reasons as an essential and non-reducible element, and focused on the conceptual features of moral reasons within the normative domain. Then, an idea of moral autonomy based on the self-constitution is developed including three key features: the possibility of responding to reasons based on shared social expectations; the responsibility for certain scope of actions, according to a set of reasons available to the individual and to their maximum extent of expansion; and the need to preserve autonomy as a purpose unifying the set of autonomous actions of moral agents.

  18. Job crafting

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Peeters, M.; Jonge, de J.; Taris, T.

    2014-01-01

    The increasing popularity of self-managing teams, re-engineering and other organizational innovations, coupled with the increased flexibility in work arrangements made possible by advances in information technology, has considerably expanded the complexity of professional jobs. Consequently, each

  19. Behaving safely under pressure: The effects of job demands, resources, and safety climate on employee physical and psychosocial safety behavior.

    Science.gov (United States)

    Bronkhorst, Babette

    2015-12-01

    Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work-family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change. Copyright © 2015 Elsevier Ltd and National Safety Council. All rights reserved.

  20. Mental health as rational autonomy.

    Science.gov (United States)

    Edwards, R B

    1981-08-01

    Rather than eliminate the terms "mental health and illness" because of the grave moral consequences of psychiatric labeling, conservative definitions are proposed and defended. Mental health is rational autonomy, and mental illness is the sustained loss of such. Key terms are explained, advantages are explored, and alternative concepts are criticized. The value and descriptive components of all such definitions are consciously acknowledged. Where rational autonomy is intact, mental hospitals and psychotherapists should not think of themselves as treating an illness. Instead, they are functioning as applied axiologists, moral educators, spiritual mentors, etc. They deal with what Szasz has called "personal, social, and ethical problems in living." But mental illness is real.

  1. The Effects of Autonomy Support on Student Engagement in Peer Assessment

    Science.gov (United States)

    Yuan, Jiangmei; Kim, ChanMin

    2018-01-01

    Although peer assessment is widely implemented in higher education, not all students are highly engaged in it. To enhance student engagement in peer assessment, we designed and developed a web-based tool, autonomy-supportive peer assessment (ASPA), to support students' need for autonomy when they conducted peer assessment. Students' sense of…

  2. Working in the Shadow of Hierarchy : Organisational Autonomy and Venues of External Influence in European Universities

    NARCIS (Netherlands)

    de Boer, Harry; Bleiklie, Ivar; Enders, Jürgen; Lepori, Benedetto

    2017-01-01

    Over recent decades, ‘autonomy’ has become a buzz word in higher education reform and universities were thought to be empowered to determine their own destiny. This chapter examines the organisational autonomy of universities in Europe. The multidimensional analyses of autonomy show that

  3. Good Jobs, Bad Jobs: Workers' Evaluations in Five Countries.

    Science.gov (United States)

    Ritter, Joseph A.; Anker, Richard

    2002-01-01

    A study of workers from Argentina (n=2,920), Brazil (n=4,000), Chile (n=1,188), Hungary (1,000), and the Ukraine (n=8,099) examined relationships between job satisfaction and employee and employer characteristics. Satisfaction was related to job security, perceptions of workplace safety, higher education, and employer attitudes. (Contains 17…

  4. Euthyroid goitre with and without functional autonomy: A comparison; Jodmangelstruma mit und ohne funktionelle Autonomie in der euthyreoten Phase: Ein Vergleich

    Energy Technology Data Exchange (ETDEWEB)

    Hillenhinrichs, H.; Emrich, D. [Goettingen Univ. (Germany). Abt. fuer Nuklearmedizin

    1998-05-01

    Analysis of functional autonomy in euthyroid goitre. Methods: In an area of moderate iodine deficiency 163 goitrous patients without and 179 with functional autonomy all clinically euthyroid were compared by sex, age, signs and symptoms, sonographic results, qualitative and quantitative scintigraphy without and with suppression, TRH test, hormone concentrations and iodine excretion in the urine. Results: Age, signs and symptoms, thyroid volume and structure did not contribute sufficiently to diagnosis. To detect functional autonomy quantitative scintigraphy under suppression was superior to the TRH test. Increased hormone concentrations were observed in 15% of patients with functional autonomy. A global {sup 99m}Tc thyroid uptake of {>=}3% under suppression indicates a higher risk of spontaneous hyperthyroidism. It was present in 20% of patients with functional autonomy. Conclusion: to diagnose and treat adequately functional autonomy in euthyroid goitre quantitative scintigraphy, determination of TSH and hormone concentrations are inevitable. (orig.) [Deutsch] Analyse der funktionellen Autonomie in der euthyreoten Phase. Methoden: Es wurden 163 klinisch euthyreote Patienten mit Jodmangelstruma ohne und 179 mit funktioneller Autonomie anhand von Geschlechtsverhaeltnis, Lebensalter, Beschwerden, Symptomen, sonographischem Befund, qualitativer und quantitativer Szintigraphie ohne und mit Suppression, TRH-Test, Hormonkonzentrationen und Jodausscheidung im Urin verglichen. Ergebnisse: Lebensalter, Beschwerden und Symptome, Schilddruesenvolumen und Echomuster lieferten keinen ausreichend sicheren Beitrag zur Diagnose. Die quantitative Szintigraphie war dem TRH-Test ueberlegen. Erhoehte Hormonkonzentrationen ergaben sich bei 15% der Patienten mit funktioneller Autonomie. Als Grenzwert fuer ein erhoehtes spontanes Hyperthyreoserisiko wurde eine globale thyreoidale {sup 99m}Tc-Aufnahme unter Suppression von {>=}3% ermittelt, die in 20% der Patienten mit funktioneller

  5. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...... a substantial share of their workers, for workers with at least three years of tenure. Displaced workers are more likely to commit offenses leading to conviction (probation, prison terms) for property crimes and for alcohol-related traffic violations in the two years following displacement. We find no evidence...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  6. Nursing satisfaction and job enrichment in Turkey.

    Science.gov (United States)

    Oztürk, Havva; Bahcecik, Nefise; Baumann, Steven L

    2006-10-01

    Survey research was conducted with the aim of better understanding nurses' perceptions of organizational factors which relate to their job satisfaction and motivation in Turkey. Nurses (N = 290) who were employed at a training and research hospital, part of the Turkish Republic Ministry of Health, were included. The questionnaire used was developed for this study based on Hackman and Oldman's job enrichment theory. The results showed that only one third of the nurse leaders and one in five of the staff nurses reported being satisfied with their job. The participants saw the five core job dimensions of Hackman and Oldman's work design model: skill variety, task identity, task significance, autonomy, and feedback as important for nurses. Nursing was described by the participants as hard and challenging, but they also found it meaningful and said that it gave them the opportunity to use their skills and abilities.

  7. The ADEPT Framework for Intelligent Autonomy

    National Research Council Canada - National Science Library

    Ricard, Michael; Kolitz, Stephan

    2003-01-01

    ...) architecture for intelligent autonomy. Intelligent autonomy is the ability to plan and execute complex activities in a manner that provides rapid, effective response to stochastic and dynamic mission events...

  8. The importance of autonomy support and the mediating role of work motivation for well-being: testing self-determination theory in a Chinese work organisation.

    Science.gov (United States)

    Nie, Youyan; Chua, Bee Leng; Yeung, Alexander Seeshing; Ryan, Richard M; Chan, Wai Yen

    2015-08-01

    We examine relations between perceived organisational autonomy support and different types of work motivation and well-being outcomes in 266 teachers from two government schools in China. We hypothesised that greater autonomy support would be associated with more autonomous forms of employee motivation, and that teacher motivation would in turn mediate the effects of autonomy support on indicators of work well-being (i.e., job satisfaction, work stress and physical ill symptoms). Results generally supported the hypothesised relations between perceived autonomy support and SDT's five types of motivations. Findings also showed that perceived autonomy support predicted job satisfaction directly and indirectly through the mediating roles of intrinsic motivation, identified regulation, introjected regulation and external regulation. Perceived autonomy support predicted work stress directly and indirectly through the mediating roles of external regulation and amotivation. Autonomy support also predicted illness symptoms via the mediating roles of intrinsic motivation, introjected regulation and amotivation. The current findings highlight how perceived organisational support for autonomy relates to motivational differences in a Chinese work context, and the potential relevance of autonomy support for employee well-being. © 2014 International Union of Psychological Science.

  9. Job satisfaction and preference drift.

    NARCIS (Netherlands)

    Maassen van den Brink, H.; Groot, W.J.N.

    1999-01-01

    Most empirical studies do not find that higher wages lead to more job satisfaction. In this paper we argue that the insignificant effect of wages on job satisfaction is due to preference drift. We adapt the standard ordered response model to allow for preference shifts. The empirical results support

  10. Productive and counterproductive job crafting: A daily diary study.

    Science.gov (United States)

    Demerouti, Evangelia; Bakker, Arnold B; Halbesleben, Jonathon R B

    2015-10-01

    The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as "seeking resources," "seeking challenges," and "reducing demands" and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance. (c) 2015 APA, all rights reserved).

  11. Full autonomy; Autarkie im Komplettpaket

    Energy Technology Data Exchange (ETDEWEB)

    Augsten, Eva

    2011-05-31

    Normally, those who talk of full solar autonomy refer to the annual balance of a house. Now, architect Timo Leukefeld and Helma Eigenheimbau AG presented a really autonomous solar house which is available on a turnkey basis for 363,000 Euros.

  12. Privatization, convergence, and institutional autonomy

    NARCIS (Netherlands)

    Rooijen, van M.

    2011-01-01

    Some of the trends incoming for 2011 – greater institutional autonomy, public/private convergence, entrepreneurial management, civic engagement – suggest innovation for hard times, with socio-economic and political rationales increasingly driving borderless developments. Others – open learning and

  13. AUTONOMY AND RELATEDNESS IN MOTHER-TEEN INTERACTIONS AS PREDICTORS OF INVOLVEMENT IN ADOLESCENT DATING AGGRESSION

    Science.gov (United States)

    Niolon, Phyllis Holditch; Kuperminc, Gabriel P.; Allen, Joseph P.

    2015-01-01

    Objective This multi-method, longitudinal study examines the negotiation of autonomy and relatedness between teens and their mothers as etiologic predictors of perpetration and victimization of dating aggression two years later. Method Observations of 88 mid-adolescents and their mothers discussing a topic of disagreement were coded for each individual’s demonstrations of autonomy and relatedness using a validated coding system. Adolescents self-reported on perpetration and victimization of physical and psychological dating aggression two years later. We hypothesized that mother’s and adolescents’ behaviors supporting autonomy and relatedness would longitudinally predict lower reporting of dating aggression, and that their behaviors inhibiting autonomy and relatedness would predict higher reporting of dating aggression. Results Hypotheses were not supported; main findings were characterized by interactions of sex and risk status with autonomy. Maternal behaviors supporting autonomy predicted higher reports of perpetration and victimization of physical dating aggression for girls, but not for boys. Adolescent behaviors supporting autonomy predicted higher reports of perpetration of physical dating aggression for high-risk adolescents, but not for low-risk adolescents. Conclusions Results indicate that autonomy is a dynamic developmental process, operating differently as a function of social contexts in predicting dating aggression. Examination of these and other developmental processes within parent-child relationships is important in predicting dating aggression, but may depend on social context. PMID:25914852

  14. AUTONOMY AND RELATEDNESS IN MOTHER-TEEN INTERACTIONS AS PREDICTORS OF INVOLVEMENT IN ADOLESCENT DATING AGGRESSION.

    Science.gov (United States)

    Niolon, Phyllis Holditch; Kuperminc, Gabriel P; Allen, Joseph P

    2015-04-01

    This multi-method, longitudinal study examines the negotiation of autonomy and relatedness between teens and their mothers as etiologic predictors of perpetration and victimization of dating aggression two years later. Observations of 88 mid-adolescents and their mothers discussing a topic of disagreement were coded for each individual's demonstrations of autonomy and relatedness using a validated coding system. Adolescents self-reported on perpetration and victimization of physical and psychological dating aggression two years later. We hypothesized that mother's and adolescents' behaviors supporting autonomy and relatedness would longitudinally predict lower reporting of dating aggression, and that their behaviors inhibiting autonomy and relatedness would predict higher reporting of dating aggression. Hypotheses were not supported; main findings were characterized by interactions of sex and risk status with autonomy. Maternal behaviors supporting autonomy predicted higher reports of perpetration and victimization of physical dating aggression for girls, but not for boys. Adolescent behaviors supporting autonomy predicted higher reports of perpetration of physical dating aggression for high-risk adolescents, but not for low-risk adolescents. Results indicate that autonomy is a dynamic developmental process, operating differently as a function of social contexts in predicting dating aggression. Examination of these and other developmental processes within parent-child relationships is important in predicting dating aggression, but may depend on social context.

  15. Psychological Flexibility as a Moderator of the Relationships between Job Demands and Resources and Occupational Well-being.

    Science.gov (United States)

    Novaes, Vladimir Pinto; Ferreira, Maria Cristina; Valentini, Felipe

    2018-05-15

    The aim of this study was to identify the relations of job demands (work overload) and job resources (social support and autonomy) with subjective job well-being (job satisfaction, positive affects, negative affects), as well as the moderating role of personal resources (psychological flexibility at work) in such relationships. The sample consisted of 4,867 Brazilian workers, of both sexes, with ages ranging from 18 to 67 years. Structural equation modelling showed that the work overload was negatively associated with job satisfaction (β = -.06; p autonomy was positively associated with satisfaction (β = .08; p autonomy with positive affects (β = -.06; p job demands-resources theory, especially with respect to the relevance of personal resources for the promotion of occupational well-being.

  16. School Autonomy, Leadership and Learning: A Reconceptualisation

    Science.gov (United States)

    Cheng, Yin Cheong; Ko, James; Lee, Theodore Tai Hoi

    2016-01-01

    Purpose: The purpose of this paper is to develop a framework for reconceptualising research on school autonomy to redress the limitations of traditional research, strengthen the conceptual links between school autonomy and learning outcomes and offer a range of new strategies for studying the interplay of school autonomy, leadership and learning.…

  17. Respect for autonomy and technological risks

    NARCIS (Netherlands)

    Asveld, L.

    2008-01-01

    Technological developments can undermine the autonomy of the individual. Autonomy is one's ability to make and act upon decisions according to one's own moral framework. Respect for autonomy dictates that risks should not be imposed on the individual without her consent. Technological developments

  18. Rawls: The Problem of Autonomy and Coherentism

    Directory of Open Access Journals (Sweden)

    Elnora Gondim

    2010-12-01

    Full Text Available The transformation of the idea of autonomy into that of justice as equality modifies the work of Rawls taken as a whole. Thus, while in the Theory of Justice, a Kantian- type of autonomy is adopted, in Political Liberalism, autonomy is extended to the sphere of the political.

  19. The Connotations of Language Teacher Autonomy

    Science.gov (United States)

    Han, Ligang

    2017-01-01

    With the research on the development of learner autonomy in foreign language education, teacher autonomy has become a hot topic in the research of foreign language teacher education. However, it is the most difficult question to define language teacher autonomy and any answer to it is likely to be subjective. On the basis of expounding upon the…

  20. Designing the organizational creativity based on job characteristics and job involvement among physical education units’ employees of Technology University

    Directory of Open Access Journals (Sweden)

    Seyed Hossein Alavi

    2017-10-01

    Full Text Available The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts and construct validity. The research results were analyzed by Partial Least Square (PLS and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41. However, the job characteristics of autonomy (0.26 and job feedback (.024 had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

  1. Job Satisfaction in Pharmacies Staffed Predominantly with Technicians.

    Science.gov (United States)

    1984-01-01

    educational experience a reality. I thank God for giving me the ability and opportunity to grow as a professional and as a person . I thank my classmate...1980). Hygines . Factors that prevent the development of job dissatisfaction. Hygiene factors include salary, status, and job security, quality of work...self-expression and self- actualization. Includes responsibility, variety, skill, autonomy, opportunities for personal growth and development, and

  2. Impact of School Autonomy on Student Achievement: Cases from Australia

    Science.gov (United States)

    Caldwell, Brian John

    2016-01-01

    Purpose: The purpose of this paper is to report four case studies in Australia that respond to the question: "How have schools with a relatively high degree of autonomy used their increased authority and responsibility to make decisions that have led in explicit cause-and-effect fashion to higher levels of student achievement"?…

  3. Post-sterilization autonomy among young mothers in South India.

    Science.gov (United States)

    Pallikadavath, Saseendran; Rajan, Irudaya; Singh, Abhishek; Ogollah, Reuben; Page, Samantha

    2015-01-01

    This study examined the post-sterilization autonomy of women in south India in the context of early sterilization and low fertility. Quantitative data were taken from the third round of the National Family Health Survey (NFHS-3) carried out in 2005-06, and qualitative data from one village each in Kerala and Tamil Nadu during 2010-11. The incident rate ratios and thematic analysis showed that among currently married women under the age of 30 years, those who had been sterilized had significantly higher autonomy in household decision-making and freedom of mobility compared with women who had never used any modern family planning method. Early age at sterilization and low fertility enables women to achieve the social status that is generally attained at later stages in the life-cycle. Policies to capitalize on women's autonomy and free time resulting from early sterilization and low fertility should be adopted in south India.

  4. Capacity factors and solar job creation

    International Nuclear Information System (INIS)

    Croucher, Matt

    2011-01-01

    We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: → Solar generation is labor intensive. → Jobs per gigawatt hour statistics are often mis-leading. → The lower the capacity factor the higher the jobs per gigawatt. → Reliance on job creation statistics may lead to inefficient deployment.

  5. Capacity factors and solar job creation

    Energy Technology Data Exchange (ETDEWEB)

    Croucher, Matt, E-mail: matthew.croucher@asu.edu [Department of Economics, L. William Seidman Research Institute, W.P. Carey School of Business, Arizona State University, P.O. Box 873806, Tempe, AZ 85287 (United States)

    2011-11-15

    We discuss two main job creation statistics often used by solar advocates to support increased solar deployment. Whilst overall solar technologies have a tendency to be labor-intensive, we find that the jobs per gigawatt hour statistic is relatively mis-leading as it has a tendency to reward technologies that have a low capacity factor. Ultimately the lower the capacity factor the more amplified the solar job creation number. - Highlights: > Solar generation is labor intensive. > Jobs per gigawatt hour statistics are often mis-leading. > The lower the capacity factor the higher the jobs per gigawatt. > Reliance on job creation statistics may lead to inefficient deployment.

  6. Nurses' exhaustion: the role of flow at work between job demands and job resources.

    Science.gov (United States)

    Zito, Margherita; Cortese, Claudio G; Colombo, Lara

    2016-01-01

    In the light of the job demands-resources model, this study aimed to detect the mediating role of flow at work between job demands and job resources on one side, and exhaustion on the other. In a historical period where it is necessary to reduce the abandonment of nursing profession, flow is a useful tool to investigate the factors that can promote work motivation and prevent psychological distress. A cross-sectional study was conducted in a hospital, and 279 nurses completed a questionnaire. Analyses conducted are descriptive statistics, alphas, correlations and a structural equations model that considers the mediating role of flow at work. Findings show both the central role of job resources in determining flow at work, and the mediating role of flow at work in decreasing exhaustion, starting from job resources, and in decreasing the effect of job demands on exhaustion. Moreover, flow at work directly decreases exhaustion. Results show the relevance of containing job demands and provide job resources to promote positive experiences at work. To promote flow at work, organizations should offer specific resources, such as supervisors' support, job autonomy, and psychological support to manage the emotional charge. © 2015 John Wiley & Sons Ltd.

  7. Balancing self-management and standardization to improve learning, autonomy and wellbeing

    DEFF Research Database (Denmark)

    Hvid, Helge Søndergaard; Lund, Henrik Lambrecht; Holt, Helle

    Back to Karasek’s construction of the Demand Control model learning and autonomy in work has been an important factor in conceptualization of health and wellbeing (Karasek 1979). To promote learning and autonomy in work it was suggested to create teamwork, job-enrichment, and influence at work...... potentials for increased control in work (the employees control over how and what to do), however, boundarylessness threaten the frontiers from where the employees could defend their interests, and by that boundarylessness reduce employees’ control of their work. The erosion of boundaries is studied in two...

  8. Desire for autonomy in health care decisions: a general population survey.

    Science.gov (United States)

    Cullati, Stéphane; Courvoisier, Delphine S; Charvet-Bérard, Agathe I; Perneger, Thomas V

    2011-04-01

    To examine factors associated with desire for autonomy in health care decisions in the general population. Mailed survey of 2348 residents of Geneva, Switzerland. Participants answered questions on a scale measuring their desire for autonomy in health care decisions. The scale was scored between 0 (lowest desire for autonomy) and 100 (highest desire for autonomy). On average the respondents favoured shared or active involvement in medical decisions (mean score 62.0, SD 20.9), but attitudes varied considerably. In the multivariate model, factors associated with a higher desire for autonomy included female gender, younger age, higher education, living alone, reporting an excellent global health and - a new observation compared to previous studies - having made several medical decisions in the past 6 months. The attitudes of the general public appear to be consistent with the model of shared decision making. However, people vary considerably in their desire for autonomy. An explicit assessment of each individual's desire for autonomy may improve the decision-making process. Such an assessment should be repeated regularly, as familiarity with medical decisions may increase the desire for autonomy. Copyright © 2010 Elsevier Ireland Ltd. All rights reserved.

  9. Job-to-job Transitions, Sorting, and Wage Growth

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    unemployment, for whom the exogenous mobility assumption is not rejected, to estimate firm fixed effects. We then decompose the variance of wage growth of all job movers. We find that 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match......We measure the contribution of match quality to the wage growth experienced by job movers. We reject the exogenous mobility assumption needed to estimate a standard fixed-effects wage regression in the Danish matched employer-employee data. We exploit the sub-sample of workers hired from...... quality growth is higher for higher-skilled occupations....

  10. [Effects of job content on psychological stress in young recruits].

    Science.gov (United States)

    Zhang, J J; Tao, N; Jia, J M; Qin, X; Tian, H; Qiu, E C; Liu, J W

    2016-04-20

    To explore the effects of job content on psychological stress in young recruits. In October 2014, 625 young recruits enrolled in one troop of Xinjiang Military Command in 2014 were chosen as subjects by multi-stage stratified random sampling. The Chinese version of the job content questionnaire (JCQ)and the psychological stress self evaluation test (PEST)were used to investigate the subjects. The subjects were divided into two groups with scores higher and lower than the mean score of three subscales (job requirement, degree of autonomy, and social support)of JCQ to explore the effects of job content on psychological stress in young recruits. The correlation of psychological stress with three subscales of job content was evaluated using the Pearson' s correlation analysis. Binary logistic regression analysis was used to analyze the influencing factors for psychological stress. The PEST score of young recruits was 49.98±9.98. Forty-five (7.68%)out of them had scores of ≥70 points and were diagnosed with high levels of psychological stress. When the subjects were grouped based on socio-demographic characteristics, a high level of psychological stress was significantly more frequent in subjects less than 20 years of age than in those not less than 20 years of age, in smoking subjects than in non-smoking subjects, and in urban residents than in rural residents (10.42% vs 5.03%, P0.05). In various job content domains that had impacts on psychological stress, subjects with a low score of social support had significantly higher PEST scores than those with a high score of social support (50.96±10.35 vs 48.49±9.22, Pautonomy and social support (r=-0.103, Pjob requirement and social support were influencing factors for psychological stress (OR=0.718, 95% CI= 0.718 (0.607~0.851), Pjob requirement subscale and social support subscale may be potential protective factor and risk factor for psychological stress, respectively.

  11. Public Health Autonomy: A Critical Reappraisal.

    Science.gov (United States)

    Zimmerman, Frederick J

    2017-11-01

    The ethical principle of autonomy is among the most fundamental in ethics, and it is particularly salient for those in public health, who must constantly balance the desire to improve health outcomes by changing behavior with respect for individual freedom. Although there are some areas in which there is a genuine tension between public health and autonomy-childhood vaccine mandates, for example-there are many more areas where not only is there no tension, but public health and autonomy come down to the same thing. These areas of overlap are often rendered invisible by a thin understanding of autonomy. Better integrating newer theoretical insights about autonomy into applied ethics can make discussions of public health ethics more rigorous, incisive, and effective. Even more importantly, bringing modern concepts of autonomy into public health ethics can showcase the many areas in which public health and autonomy have the same goals, face the same threats, and can be mutually advanced by the same kinds of solutions. This article provides a schema for relational autonomy in a public health context and gives concrete examples of how autonomy can be served through public-health interventions. It marshals insights from sociology, psychology, and philosophy to advance a theory of autonomy and coercion that recognizes three potential threats to autonomy: threats to choice sets, threats to knowledge, and threats to preferences. © 2017 The Hastings Center.

  12. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    JS-preferences trade JS for higher wages. The relation between optimal job insecurity and the perceived dismissal probability is hump-shaped. If firms observe demand, but workers do not, separation is not contractible and firms dismiss workers at-will. Although the workers are risk-averse......, they respond to the one-sided private information by trading wage-risk for a higher JS. With two-sided private information, even JS-neutral workers pay the price for a JS guarantee, if their risk premium associated with the wage-replacement risk is larger than the social net loss from production....

  13. JOB SATISFACTION IN HOTEL EMPLO YEES: A SYSTEMATIC REVIEW OF THE LITERATURE

    Directory of Open Access Journals (Sweden)

    Sérgio da Borralha

    2016-03-01

    Full Text Available Hotel employees’ job satisfaction is very important to their performance. In a systematic review of the previous literature on hotel employees, it was found that the most studied variable was job satisfaction; there were no other systematic reviews on the topic. In this review, performed in the Web of Knowledge, Web of Science (Social Sciences Index Expanded, Social Sciences Citation Index, Medline, and Science Direct between 2000 and 2014, 51 studies were found. These studies indicated that satisfaction is crucial to the financial performance and prosperity of hotels and acts a mediator in customer satisfaction. Contributing to greater satisfaction are factors such as greater autonomy and independence, greater power of decision making, flexible schedules, better working conditions, and training. The factors that promote dissatisfaction are wages and reduced benefits. The studies also indicated that a higher level of job satisfaction can have a direct impact on increasing the financial performance of the hotel. The implications of this study for hoteliers and directors relates to the creation of adequate working conditions to increase job satisfaction and provide hotel employees with a greater sense of subjective well-being.

  14. Job Quality by Entrepreneurial Spinoffs

    DEFF Research Database (Denmark)

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We study whether entrepreneurial spinoffs are important drivers of industry dynamics. More precisely, we investigate whether the quality of jobs in spinoff entrepreneurs are higher than for other entrepreneurs. We distinguish spinoff firms by different types and distinguish between growing...

  15. Well Being and Job Satisfaction Among Call Centre Agents

    DEFF Research Database (Denmark)

    Wiegman, Inger Marie; Mathiesen, Karen; Møller, Niels

    2004-01-01

    A survey among 774 agents in four large Danish companies in house call centres shows that working in a call center is stressfull. Lack of control and autonomy, lack of potentiality and challenges, conflict between qualitative and quantitative demands and monitoring all have an adverse effect on job...

  16. Job-Occupation Misfit as an Occupational Stressor

    Science.gov (United States)

    Ford, Michael T.

    2012-01-01

    Drawing from theory on met expectations, person-environment fit, and social information processing, misfit between the pressure and autonomy experienced by workers and that which would be expected given their occupational roles was examined as a predictor of job satisfaction, perceived support, and depression. Results from a nationally (U.S.)…

  17. Person-job fit applied to teamwork : a multilevel approach

    NARCIS (Netherlands)

    Molleman, E.; Nauta, A.; Jehn, K.A.

    2004-01-01

    This study examined the moderating role of team task autonomy on the relationship between the mean level of three personality traits in a team - conscientiousness, emotional stability, and openness to experience - and two individual outcomes - job satisfaction and learning. Questionnaire data were

  18. Relations between task delegation and job satisfaction in general practice

    DEFF Research Database (Denmark)

    Riisgaard, Helle; Nexøe, Jørgen; Videbæk Le, Jette

    2016-01-01

    positive issue contributing to their job satisfaction, primarily due to perceived autonomy in the work. However, because of the small sample size comprising only qualitative studies, and due to the heterogeneity of these studies, we cannot draw unambiguous conclusions although we point towards tendencies....

  19. Person-job fit applied to teamwork - A multilevel approach

    NARCIS (Netherlands)

    Molleman, E; Nauta, A; Jehn, KA

    2004-01-01

    This study examined the moderating role of team task autonomy on the relationship between the mean level of three personality traits in a team-conscientiousness, emotional stability, and openness to experience-and two individual outcomes-job satisfaction and learning. Questionnaire data were

  20. The Influence of Leadership Style on Teacher Job Satisfaction.

    Science.gov (United States)

    Bogler, Ronit

    2001-01-01

    Examines principals' leadership style (transformational or transactional), decision-making process (autocratic or participative), and teachers' occupation perceptions on teacher job satisfaction in Israel. Finds that teacher perceptions of occupational prestige, self-esteem, autonomy at work, and professional self-development contribute the most…

  1. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

    Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.

  2. JOB SATISFACTION OF MIDWIVES: A LITERATURE REVIEW

    Directory of Open Access Journals (Sweden)

    Daniela Nedvědová

    2017-05-01

    Full Text Available Aim: The aims of the literature review were to identify and analyze factors affecting job satisfaction of midwives. Design: A literature review. Methods: Included in the literature review were full texts of papers published in English language from 1990 to 2014. The search for relevant data was performed using the electronic databases CINAHL, Medline, Science Direct and Wiley Online Library. From a total of 43 studies found, 11were analyzed as quantitative studies that fulfilled the specified criteria. Results: Job satisfaction of midwives is affected by a lack of support from the management of healthcare facilities, low salary, understaffing, insufficient time for professional activities, work-family imbalance, high workload, physical demands, inadequate professional development, working environment, stress and low autonomy at work. Midwives showed signs of exhaustion, fatigue, hostility and depression, contributing to job turnover. Conclusion: The literature review presents the factors influencing job satisfaction of midwives. This is affected by many variable determinants, which create a feeling of job satisfaction of midwives, but can also lead to job dissatisfaction and, consequently, high turnover. Keywords: midwives, job satisfaction.

  3. Enhancing autonomy in paid surrogacy.

    Science.gov (United States)

    Damelio, Jennifer; Sorensen, Kelly

    2008-06-01

    The gestational surrogate--and her economic and educational vulnerability in particular--is the focus of many of the most persistent worries about paid surrogacy. Those who employ her, and those who broker and organize her services, usually have an advantage over her in resources and information. That asymmetry exposes her to the possibility of exploitation and abuse. Accordingly, some argue for banning paid surrogacy. Others defend legal permission on grounds of surrogate autonomy, but often retain concerns about the surrogate. In response to the dilemma of a ban versus bald permission, we propose a 'soft law' approach: states should require several hours of education of surrogates--education aimed at informing and enhancing surrogate autonomy.

  4. Epistemic merit, autonomy, and testimony

    Directory of Open Access Journals (Sweden)

    Jesús VEGA ENCABO

    2008-01-01

    Full Text Available In this paper, it is argued that both the informer and the hearer in a testimonial situation deserve epistemic merit insofar as they contribute to the collaborative achievement of sharing knowledge. The paper introduces a distinction between the ideals of self-sufficiency and epistemic autonomy. The autonomous exercise of our epistemic agency is very often carried out under strong conditions of epistemic dependence. Testimony exhibits a kind of social dependence that does not threaten the autonomy of the subjects that need to consider their own epistemic capacities. When involved in a testimonial situation, both speaker and hearer declare, at least implicitly, the standings they occupy in an epistemic space and are obliged to recognise certain epistemic requirements.

  5. Autonomy and the akratic patient.

    Science.gov (United States)

    McKnight, C J

    1993-01-01

    I argue that the distinction which is current in much writing on medical ethics between autonomous and non-autonomous patients cannot cope comfortably with weak-willed (incontinent) patients. I describe a case involving a patient who refuses a blood transfusion even though he or she agrees that it would be in his or her best interests. The case is discussed in the light of the treatment of autonomy by B Brody and R Gillon. These writers appear to force us to treat an incontinent patient either as autonomous, just like a rational agent whose decisions are in accordance with his beliefs or as non-autonomous, like comatose patients or children. Though neither is entirely satisfactory I opt for describing such patients as autonomous but point out that in cases like this the principle of respect for autonomy does not give a determinate answer about how the patient ought to be treated. PMID:8308874

  6. Reproductive autonomy: A case study

    Directory of Open Access Journals (Sweden)

    David R Hall

    2016-11-01

    Full Text Available Reproductive autonomy (RA has been challenged by the availability of genetic information, disability and the ethics of selective reproduction. Utilitarian and rights-based approaches, as well as procreative beneficence (PB fail to provide compelling reasons for infringing RA, and may even be likened to dangerous eugenics. Parents are not morally obliged to prevent the birth of a disabled child. Society should rather adopt inclusivity, recognising and providing persons with disabilities opportunities for capability and worthwhile lives.

  7. The many faces of autonomy.

    Science.gov (United States)

    Gracia, Diego

    2012-02-01

    What does autonomy mean from a moral point of view? Throughout Western history, autonomy has had no less than four different meanings. The first is political: the capacity of old cities and modern states to give themselves their own laws. The second is metaphysical, and was introduced by Kant in the second half of the 18th century. In this meaning, autonomy is understood as an intrinsic characteristic of all rational beings. Opposed to this is the legal meaning, in which actions are called autonomous when performed with due information and competency and without coercion. This last meaning, the most frequently used in bioethics, is primarily legal instead of moral. Is there a proper moral meaning of the word autonomy? If so, this would be a fourth meaning. Acts can only be called moral when they are postconventional (using the terminology coined by Lawrence Kohlberg), inner-directed (as expressed by David Riesman), and responsible (according to Hannah Arendt). Such acts are autonomous in this new, fourth, and to my mind, the only one proper, moral meaning. The goal of ethics cannot be other than forming human beings capable of making autonomous and responsible decisions, and doing so because they think this is their duty and not because of any other nonmoral motivation, like comfort, convenience, or satisfaction. The goal of ethics is to promote postconventional and mature human beings. This was what Socrates tried to do with the young people of Athens. And it is also the objective of every course of ethics and of any process of training.

  8. Job Hazard Analysis

    National Research Council Canada - National Science Library

    1998-01-01

    .... Establishing proper job procedures is one of the benefits of conducting a job hazard analysis carefully studying and recording each step of a job, identifying existing or potential job hazards...

  9. Investigation of Bias in Job Evaluation Ratings of Comparable Worth Study Participants.

    Science.gov (United States)

    Mount, Michael K.; Ellis, Rebecca A.

    1987-01-01

    Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. (Author/ABB)

  10. Autonomy-connectedness and internalizing-externalizing personality psychopathology, among outpatients

    NARCIS (Netherlands)

    Bachrach, N.; Bekker, M.H.J.; Croon, M.A.

    2013-01-01

    Objectives The aims of this research were to investigate gender differences in levels of autonomy-connectedness, Axis I Psychopathology, and higher order factors of internalizing and externalizing personality psychopathology and, second, to investigate the association between these variables. Design

  11. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    Science.gov (United States)

    Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth; Smulders, Peter; Taris, Toon W

    2012-10-01

    We hypothesise that due to a lower quality of working life and higher job insecurity, the health and work-related attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contract, temporary contract with prospect of permanent work, fixed-term contract, temporary agency contract and on-call contract) in the quality of working life, job insecurity, health and work-related attitudes and (2) investigate whether these latter contract group differences in health and work-related attitudes can be explained by differences in the quality of working life and/or job insecurity. Data were collected from the Netherlands Working Conditions Survey 2008 (N = 21,639), and Hypotheses were tested using analysis of variance and cross-table analysis. Temporary work was associated with fewer task demands and lower autonomy and was more often passive or high-strain work, while permanent work was more often active work. Except for on-call work, temporary work was more insecure and associated with worse health and work-related attitude scores than permanent work. Finally, the quality of working life and job insecurity partly accounted for most contract differences in work-related attitudes but not in health. Especially agency workers have a lower health status and worse work-related attitudes. Job redesign measures regarding their quality of working life and job insecurity are recommended.

  12. [Relationships amongst work values, job characteristics and job involvement in "net generation" nurses].

    Science.gov (United States)

    Chen, Sue-Hui; Chiou, Chii-Jun

    2010-04-01

    Children of the so-called "net generation" began joining the nurse workforce from the mid-1990s. Studies on the characteristics of this generation have been done primarily outside of Taiwan, and results may not adequately reflect conditions in Taiwan due to cultural differences. This study aimed to investigate the relationships amongst work values, job characteristics and job involvement in "net generation" nurses. This study employed a cross-sectional design. A randomized sample of 370 nurses born between 1977 and 1985 working in a medical center or a community hospital in Southern Taiwan accepted our invitation to join this study. A structured questionnaire was used to collect data. (1) Variables including work values, job characteristics, head nurse leadership qualities, job structure and opportunities for in-service education all correlated significantly with job involvement. (2) Regression analysis showed work values, job characteristics, head nurse leadership and religious belief to be significant predictors of job involvement, explaining 22.6% of the variance. This study provides insights that may be of potential value to nursing administrators. We suggest that administrators adopt democratic management practices, build diverse learning methods, strengthen autonomy, completeness, and feedback, and provide appropriate work guidance for nurses to increase job involvement.

  13. Breaking psychological contracts with the burden of workload: a weekly study of job resources as moderators

    OpenAIRE

    Bal, P. Matthijs; Hofmans, Joeri; Polat, Tugba

    2017-01-01

    This intra-individual study examined relationships over time of job demands and resources with employee perceptions of psychological contract breach and violation, or the emotional impact of breach. Based on Conservation of Resources Theory, we expected job demands to increase the susceptibility of experiencing contract breach and violation over time, and we expected this relationship to be moderated by available job resources. In particular, autonomy and social support were expected to buffe...

  14. Women’s decision-making autonomy and children’s schooling in rural Mozambique

    Science.gov (United States)

    Luz, Luciana; Agadjanian, Victor

    2015-01-01

    BACKGROUND Women’s decision-making autonomy in developing settings has been shown to improve child survival and health outcomes. However, little research has addressed possible connections between women’s autonomy and children’s schooling. OBJECTIVE To examine the relationship between rural women’s decision-making autonomy and enrollment status of primary school-age children living in their households and how this relationship differs by child’s gender. METHODS The analysis uses data from a 2009 survey of rural households in four districts of Gaza province in southern Mozambique. Multilevel logistic models predict the probability of being in school for children between 6 and 14 years old. RESULTS The results show a positive association of women’s decision-making autonomy with the probability of being enrolled in primary school for daughters, but not for sons. The effect of women’s autonomy is net of other women’s characteristics typically associated with enrollment and does not mediate the effects of those characteristics. CONCLUSIONS Based on the results, we argue that women with higher levels of decision-making autonomy may have a stronger preference for daughters’ schooling and may have a greater say in making and implementing decisions regarding daughters’ education, compared to women with lower autonomy levels. Results also illustrate a need for considering a broader set of autonomy-related characteristics when examining the effects of women’s status on children’s educational outcomes. PMID:26491400

  15. Women's decision-making autonomy and children's schooling in rural Mozambique.

    Science.gov (United States)

    Luz, Luciana; Agadjanian, Victor

    2015-03-24

    Women's decision-making autonomy in developing settings has been shown to improve child survival and health outcomes. However, little research has addressed possible connections between women's autonomy and children's schooling. To examine the relationship between rural women's decision-making autonomy and enrollment status of primary school-age children living in their households and how this relationship differs by child's gender. The analysis uses data from a 2009 survey of rural households in four districts of Gaza province in southern Mozambique. Multilevel logistic models predict the probability of being in school for children between 6 and 14 years old. The results show a positive association of women's decision-making autonomy with the probability of being enrolled in primary school for daughters, but not for sons. The effect of women's autonomy is net of other women's characteristics typically associated with enrollment and does not mediate the effects of those characteristics. Based on the results, we argue that women with higher levels of decision-making autonomy may have a stronger preference for daughters' schooling and may have a greater say in making and implementing decisions regarding daughters' education, compared to women with lower autonomy levels. Results also illustrate a need for considering a broader set of autonomy-related characteristics when examining the effects of women's status on children's educational outcomes.

  16. Live as we choose: The role of autonomy support in facilitating intrinsic motivation.

    Science.gov (United States)

    Meng, Liang; Ma, Qingguo

    2015-12-01

    According to Self-determination Theory (SDT), autonomy is a basic psychological need, satisfaction of which may lead to enhanced intrinsic motivation and related beneficial outcomes. By manipulating the opportunity to choose between tasks of equal difficulty, throughout the motivational process, the effect of autonomy support was examined both behaviorally and electrophysiologically. More negative stimulus-preceding negativity (SPN) and an enlarged FRN loss-win difference wave (d-FRN) indicated an enhanced expectation toward the positive outcome (during the anticipation stage) as well as intensified intrinsic motivation toward the task (during the outcome appraisal stage) when choice was available. Taken together, results of the present study suggest d-FRN upon feedback as a real-time electrophysiological indicator of intrinsic/autonomous motivation and illustrate the important role of autonomy-supportive job design in the workplace. Copyright © 2015 Elsevier B.V. All rights reserved.

  17. When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy.

    Science.gov (United States)

    Den Hartog, Deanne N; Belschak, Frank D

    2012-01-01

    Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior (personal initiative in Study 1 and prosocial proactive behavior in Study 2). As expected, a 3-way interaction qualifies these main effects: In situations of high autonomy, transformational leadership relates positively to proactive behavior for individuals high (but not low) on self-efficacy. Vice versa, in situations low on job autonomy, transformational leadership relates positively to proactive behavior for individuals low (but not high) on self-efficacy. This pattern is found both for self-ratings and peer-ratings of employees' proactive behavior in Study 1 and for supervisor ratings of such behavior in Study 2.

  18. When are workload and workplace learning opportunities related in a curvilinear manner? The moderating role of autonomy

    NARCIS (Netherlands)

    J. van Ruysseveldt (Joris); M.H. van Dijke (Marius)

    2011-01-01

    textabstractBuilding on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees’ experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this

  19. Teachers' Organizational Citizenship Behaviour: Considering the Roles of Their Work Engagement, Autonomy and Leader-Member Exchange

    Science.gov (United States)

    Runhaar, Piety; Konermann, Judith; Sanders, Karin

    2013-01-01

    The increasing demands that schools are confronted with recently, require teachers' commitment and contribution to school goals, regardless of formal job requirements. This study examines the influence of teachers' work context, in terms of autonomy and leader-membership exchange (LMX), on the relationship between their work engagement and…

  20. When Are Workload and Workplace Learning Opportunities Related in a Curvilinear Manner? The Moderating Role of Autonomy

    Science.gov (United States)

    van Ruysseveldt, Joris; van Dijke, Marius

    2011-01-01

    Building on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees' experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this relationship. We predicted that--at moderate levels of…

  1. Perceived autonomy and self-esteem in Dutch dialysis patients: the importance of illness and treatment perceptions.

    NARCIS (Netherlands)

    Jansen, D.L.; Rijken, M.; Heijmans, M.; Boeschoten, E.W.

    2010-01-01

    Compared to healthy people, end-stage renal disease (ESRD) patients participate less in paid jobs and social activities. This study explored the perceived autonomy, state self-esteem and labour participation in ESRD patients on dialysis, and the role illness and treatment perceptions play in these

  2. Teachers' organizational citizenship behaviour: Considering the roles of their work engagement, autonomy and leader–member exchange

    NARCIS (Netherlands)

    Runhaar, P.R.; Konermann, J.; Sanders, K.

    2013-01-01

    The increasing demands that schools are confronted with recently, require teachers' commitment and contribution to school goals, regardless of formal job requirements. This study examines the influence of teachers' work context, in terms of autonomy and leader–membership exchange (LMX), on the

  3. When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy

    NARCIS (Netherlands)

    den Hartog, D.N.; Belschak, F.D.

    2012-01-01

    Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior

  4. Steve Jobs

    OpenAIRE

    Christensen, Julie Sophie; Nielsen, Jonas; Mørk, Maj Keum Ji Helweg; Mammen, Diana; Kristiansen, Mikkel Vestergaard; Welch, Nadia Guldbæk

    2013-01-01

    Apple is perhaps today one of the most successful technological brands on the market. This company has introduced various products to the consumers, which in a relatively short time has managed to establish a world wide trend based on a functional and aesthetic design. In this project, the primary interest lies in how Apple has achieved this kind of success revolved around the late founder Steve Jobs, who undoubtedly appears as one of the central figures in creating the status that Apple has ...

  5. Autonomy and the Sources of Political Normativity

    DEFF Research Database (Denmark)

    Rostbøll, Christian F.

    Contemporary political liberals argue for extending the scope of reasonable disagreement to include also the principle of autonomy that was central in classical liberal theory. I take outset in Charles Larmore, The Autonomy of Morality (2008), which argues that liberal theory can dispense...... with the commitment to autonomy that one finds in Locke, Kant, and Mill, because "the essential convictions of liberal thought lie at a more fundamental level," namely in the principle of respect for persons. The main question I address is whether we can see the commitment to respect for persons as separable from...... the commitment to autonomy. My focus is the Kantian conception of autonomy, and I argue for understanding this conception practically and politically, rather than metaphysically and theoretically. In this way we can separate the principle of respect for persons from the metaphysical idea of autonomy as self...

  6. Job stress and productivity increase.

    Science.gov (United States)

    Adaramola, Samson Sunday

    2012-01-01

    This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.

  7. Gender, job authority, and depression.

    Science.gov (United States)

    Pudrovska, Tetyana; Karraker, Amelia

    2014-12-01

    Using the 1957-2004 data from the Wisconsin Longitudinal Study, we explore the effect of job authority in 1993 (at age 54) on the change in depressive symptoms between 1993 and 2004 (age 65) among white men and women. Within-gender comparisons indicate that women with job authority (defined as control over others' work) exhibit more depressive symptoms than women without job authority, whereas men in authority positions are overall less depressed than men without job authority. Between-gender comparisons reveal that although women have higher depression than men, women's disadvantage in depression is significantly greater among individuals with job authority than without job authority. We argue that macro- and meso-processes of gender stratification create a workplace in which exercising job authority exposes women to interpersonal stressors that undermine health benefits of job authority. Our study highlights how the cultural meanings of masculinities and femininities attenuate or amplify health-promoting resources of socioeconomic advantage. © American Sociological Association 2014.

  8. Job-to-Job Transitions, Sorting, and Wage Growth

    DEFF Research Database (Denmark)

    Jinkins, David; Morin, Annaïg

    in the quality of the worker-firm match rather than transitions to better firms. Also, 66% of the variance of wage growth experienced by job movers can be attributed to variance in match quality. Expected match quality growth is higher for higher-skilled occupations and high-educated workers.......In this paper, we measure the contribution of match quality to the wage growth experienced by job movers. Using the Danish matched employer-employee data, we reject the exogenous mobility assumption needed to estimate a standard fixedeffects wage regression. To estimate firm fixed effects, we...... exploit the sub-sample of workers hired from unemployment, for whom the exogenous mobility assumption is not rejected. Then we decompose the mean and the variance of wage growth of jobto-job movers. We find that most of the wage growth experienced by job movers is attributable to an improvement...

  9. Freedom of Expression, Deliberation, Autonomy and Respect

    OpenAIRE

    Rostbøll, Christian F.

    2011-01-01

    This paper elaborates on the deliberative democracy argument for freedom of expression in terms of its relationship to different dimensions of autonomy. It engages the objection that Enlightenment theories pose a threat to cultures that reject autonomy and argues that autonomy-based democracy is not only compatible with but necessary for respect for cultural diversity. On the basis of an intersubjective epistemology, it argues that people cannot know how to live on mutually respectful terms w...

  10. A Reconfigurable Testbed Environment for Spacecraft Autonomy

    Science.gov (United States)

    Biesiadecki, Jeffrey; Jain, Abhinandan

    1996-01-01

    A key goal of NASA's New Millennium Program is the development of technology for increased spacecraft on-board autonomy. Achievement of this objective requires the development of a new class of ground-based automony testbeds that can enable the low-cost and rapid design, test, and integration of the spacecraft autonomy software. This paper describes the development of an Autonomy Testbed Environment (ATBE) for the NMP Deep Space I comet/asteroid rendezvous mission.

  11. From solidarity to autonomy: towards a redefinition of the parameters of the notion of autonomy.

    Science.gov (United States)

    Fainzang, Sylvie

    2016-12-01

    Starting from examples of concrete situations in France, I show that autonomy and solidarity can coexist only if the parameters of autonomy are redefined. I show on the one hand that in situations where autonomy is encouraged, solidarity nevertheless remains at the foundation of their practices. On the other hand, in situations largely infused with family solidarity, the individual autonomy may be put in danger. Yet, based on my ethnographic observations regarding clinical encounters and medical secrecy, I show that while solidarity may endanger individual autonomy, it does not necessarily endanger autonomy itself. The social practices observable in France reflect the reality of an autonomy that goes beyond the individual, a reality that involves a collective subject and includes solidarity. The opposition between these two values can then be resolved if the content of the notion of autonomy is understood to be dependent on its cultural context of application and on its social use.

  12. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Directory of Open Access Journals (Sweden)

    Margherita Zito

    Full Text Available Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand, and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  13. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction

    Science.gov (United States)

    Zito, Margherita; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

  14. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Science.gov (United States)

    Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  15. The Future of Reproductive Autonomy.

    Science.gov (United States)

    Johnston, Josephine; Zacharias, Rachel L

    2017-12-01

    In a project The Hastings Center is now running on the future of prenatal testing, we are encountering clear examples, both in established law and in the practices of individual providers, of failures to respect women's reproductive autonomy: when testing is not offered to certain demographics of women, for instance, or when the choices of women to terminate or continue pregnancies are prohibited or otherwise not supported. But this project also raises puzzles for reproductive autonomy. We have learned that some clinicians and patients do not discuss the fact that prenatal testing can lead to a decision about whether to terminate a pregnancy-they just don't talk about it. And while the decision whether to agree to prenatal screening and diagnostic testing is to be made with women's free and informed consent, many screening tests have been routinized in such a way that some women do not even recall agreeing to testing, while others feel that agreeing to testing is what their clinicians expect of them or that the testing is necessary to protect themselves and their families from the significant financial hardship of raising a child with a disability. In the face of these pressures, can one really say that women are freely choosing to undergo testing or are freely choosing to continue or terminate a pregnancy following receipt of test results? The reality of these pressures is requiring us to consider expanding the scope of our investigation beyond the clinical encounter to the broader context-to think harder about what reproductive autonomy means and how best to enhance it. © 2017 The Hastings Center.

  16. Adolescents, Graduated Autonomy, and Genetic Testing

    Directory of Open Access Journals (Sweden)

    Susan Fox

    2012-01-01

    Full Text Available Autonomy takes many shapes. The concept of “graduated autonomy” is conceived as comprising several unique features: (1 it is incremental, (2 it is proportional, and (3 it is related to the telos of the life stage during which it occurs. This paper focuses on graduated autonomy in the context of genetic testing during adolescence. Questions can be raised about other life stages as well, and some of these questions will be addressed by discussing a possible fourth characteristic of graduated autonomy, that is, its elasticity. Further scholarship and analysis is needed to refine the concept of graduated autonomy and examine its applications.

  17. Characteristics of Law-Autonomy Foreign Subsidiaries

    DEFF Research Database (Denmark)

    Gammelgaard, Jens; McDonald, Frank; Stephan, Andreas

    2012-01-01

    This paper examines several characteristics of foreign subsidiaries with low autonomy. Data derived from a survey of 381 MNC subsidiaries located in Denmark, Germany and the UK demonstrate that low-autonomy subsidiaries are highly embedded in their respective MNC networks and that they establish ...... relationship between lower autonomy and the production activities carried out by the subsidiary. In fact, low-autonomy subsidiaries appear to be specialized in that they focus on a few value-chain activities and they typically serve as marketing outlets....

  18. An intercultural nursing perspective on autonomy.

    Science.gov (United States)

    Hanssen, Ingrid

    2004-01-01

    This article is based on an empirical study regarding ethical challenges in intercultural nursing. The focus is on autonomy and disclosure. Autonomy is a human capacity that has become an important ethical principle in nursing. Although the relationship between autonomy and patients' possibly harmful choices is discussed, the focus is on 'forced' autonomy. Nurses seem to equate respect with autonomy; it seems to be hard to cope with the fact that there are patients who voluntarily undergo treatment but who actively participate neither in the treatment offered nor in making choices regarding that treatment. Nurses' demand for patients to be autonomous may in some cases jeopardize the respect, integrity and human worth that the ethical principle of autonomy is meant to ensure. Even though respect for a person's autonomy is also respect for the person, one's respect for the person in question should not depend on his or her capacity or aptitude to act autonomously. Is autonomy necessarily a universal ethical principle? This article negates this question and, through the issues of culture, individualism versus collectivism, first- and second-order autonomy, communication and the use of family interpreters, and respect, an attempt is made to explain why.

  19. Job satisfaction of registered dental practitioners.

    Science.gov (United States)

    Luzzi, L; Spencer, A J; Jones, K; Teusner, D

    2005-09-01

    This study was designed to measure job satisfaction among registered clinical dentists so as to identify issues which may influence recruitment and retention of dentists in active clinical practice. A questionnaire measuring dimensions of job satisfaction was mailed to a stratified random sample of 80 private and 80 public sector dentists selected from the 1999 Victorian Dental Register. An adjusted response rate of 60 per cent was achieved (n = 87). Analyses showed significant differences (ANOVA; p satisfaction for various dimensions of job satisfaction by gender, age group and practice type. Differences in job satisfaction between male and female dentists related to the personal time dimension. Differences in satisfaction between dentists of different age groups were attributable to six dimensions: relationships with colleagues, relationships with patients, relationships with staff, personal time, community and administrative responsibilities. Differences between levels of satisfaction among private and public dentists related to the autonomy, relationships with patients, pay and resources dimensions. There are various dimensions of job satisfaction that may be pertinent to issues influencing recruitment and retention of dentists. Differences that exist between levels of job satisfaction among private and public sector dentists, between male and female dentists and dentists of different age groups need to be addressed in order to improve recruitment and retention rates of dentists in active clinical practice in different sectors of the dental care system.

  20. Professional Autonomy versus Corporate Control

    Directory of Open Access Journals (Sweden)

    Pål Nygaard

    2012-06-01

    Full Text Available Professionalism and bureaucracy tend to be understood as incompatible systems of work organization, represented by the ideals of collegiality and auton-omy versus control and supervision. I present a historical case study from early 20th century Norway examining the potential clash between efforts made toward professionalization and bureaucratization in industry. Based on my findings, I argue that there is neither an inherent conflict between professionalism and bureaucracy nor static national trajectories at the level of professional versus bureaucratic work organization.

  1. Autonomy and Acceptance of Long-Term Care

    Science.gov (United States)

    Hsu, Hui-Chuan; Ting, Yu-Shan; Jiang, Ting-Wen; Chien, Ming-Chih; Chien, Chih-Hsin

    2009-01-01

    This study explored the relationship between four types of autonomy (health autonomy, informational autonomy, living autonomy, and financial autonomy) and the acceptance of five types of long-term care (adult day care, respite care, assisted living, unit care, and group home) for the elderly in Taiwan. Data were collected from 167 middle-aged and…

  2. Effects of perceived autonomy support and basic need satisfaction on quality of life in hemodialysis patients.

    Science.gov (United States)

    Chen, Mei-Fang; Chang, Ray-E; Tsai, Hung-Bin; Hou, Ying-Hui

    2018-03-01

    Despite a growing understanding of health-related quality of life (HRQOL) and its determinants in hemodialysis (HD) patients, little is known about the effects and interrelationships concerning the perception of autonomy support and basic need satisfaction of HD patients on their HRQOL. Based on self-determination theory (SDT), this study examines whether HD patients' perceived autonomy support from health care practitioners (physicians and nurses) relates to the satisfaction of HD patients' basic needs and in turn influences their HRQOL. A questionnaire was administered to 250 Taiwanese HD patients recruited from multiclinical centers and regional hospitals in northern Taiwan. Structural equation modeling (SEM) analysis was conducted to examine the causal relationships between patient perceptions of autonomy support and HRQOL through basic need satisfaction. The empirical results of SEM indicated that the HD patients' perceived autonomy support increased the satisfaction of their basic needs (autonomy, competency, and relatedness), as expected. The higher degree of basic need satisfaction led to higher HRQOL, as measured by physical and mental component scores. Autonomy support from physicians and nurses contributes to improving HD patients' HRQOL through basic need satisfaction. This indicates that staff caring for patients with severe chronic diseases should offer considerable support for patient autonomy.

  3. Does maternal autonomy influence feeding practices and infant growth in rural India?

    Science.gov (United States)

    Shroff, Monal R; Griffiths, Paula L; Suchindran, Chirayath; Nagalla, Balakrishna; Vazir, Shahnaz; Bentley, Margaret E

    2011-08-01

    The high prevalence of child under-nutrition remains a profound challenge in the developing world. Maternal autonomy was examined as a determinant of breast feeding and infant growth in children 3-5 months of age. Cross-sectional baseline data on 600 mother-infant pairs were collected in 60 villages in rural Andhra Pradesh, India. The mothers were enrolled in a longitudinal randomized behavioral intervention trial. In addition to anthropometric and demographic measures, an autonomy questionnaire was administered to measure different dimensions of autonomy (e.g. decision-making, freedom of movement, financial autonomy, and acceptance of domestic violence). We conducted confirmatory factor analysis on maternal autonomy items and regression analyses on infant breast feeding and growth after adjusting for socioeconomic and demographic variables, and accounting for infant birth weight, infant morbidity, and maternal nutritional status. Results indicated that mothers with higher financial autonomy were more likely to breastfeed 3-5 month old infants. Mothers with higher participation in decision-making in households had infants that were less underweight and less wasted. These results suggest that improving maternal financial and decision-making autonomy could have a positive impact on infant feeding and growth outcomes. Published by Elsevier Ltd.

  4. Motivating Proteges' Personal Learning in Teams: A Multilevel Investigation of Autonomy Support and Autonomy Orientation

    Science.gov (United States)

    Liu, Dong; Fu, Ping-ping

    2011-01-01

    This study examined the roles of 3 multilevel motivational predictors in proteges' personal learning in teams: an autonomy-supportive team climate, mentors' autonomy support, and proteges' autonomy orientation. The authors followed 305 proteges in 58 teams for 12 weeks and found that all 3 predictors were positively related to the proteges'…

  5. Individual autonomy in work teams : the role of team autonomy, self-efficacy, and social support

    NARCIS (Netherlands)

    Mierlo, van H.; Rutte, C.G.; Vermunt, J.K.; Kompier, M.A.J.; Doorewaard, J.A.C.M.

    2006-01-01

    Task autonomy is long recognized as a means to improve functioning of individuals and teams. Taking a multilevel approach, we unravelled the constructs of team and individual autonomy and studied the interplay between team autonomy, self-efficacy, and social support in determining individual

  6. University Reform and Institutional Autonomy: A Framework for Analysing the Living Autonomy

    Science.gov (United States)

    Maassen, Peter; Gornitzka, Åse; Fumasoli, Tatiana

    2017-01-01

    In this article we discuss recent university reforms aimed at enhancing university autonomy, highlighting various tensions in the underlying reform ideologies. We examine how the traditional interpretation of university autonomy has been expanded in the reform rationales. An analytical framework for studying how autonomy is interpreted and used…

  7. Intelligent autonomy for unmanned naval systems

    Science.gov (United States)

    Steinberg, Marc

    2006-05-01

    This paper provides an overview of the development and demonstration of intelligent autonomy technologies for control of heterogeneous unmanned naval air and sea vehicles and describes some of the current limitations of such technologies. The focus is on modular technologies that support highly automated retasking and fully autonomous dynamic replanning for up to ten heterogeneous unmanned systems based on high-level mission objectives, priorities, constraints, and Rules-of-Engagement. A key aspect of the demonstrations is incorporating frequent naval operator evaluations in order to gain better understanding of the integrated man/machine system and its tactical utility. These evaluations help ensure that the automation can provide information to the user in a meaningful way and that the user has a sufficient level of control and situation awareness to task the system as needed to complete complex mission tasks. Another important aspect of the program is examination of the interactions of higher-level autonomy algorithms with other relevant components that would be needed within the decision-making and control loops. Examples of these are vision and other sensor processing algorithms, sensor fusion, obstacle avoidance, and other lower level vehicle autonomous navigation, guidance, and control functions. Initial experiments have been completed using medium and high-fidelity vehicle simulations in a virtual warfare environment and inexpensive surrogate vehicles in flight and in-water demonstrations. Simulation experiments included integration of multi-vehicle task allocation, dynamic replanning under constraints, lower level autonomous vehicle control, automatic assessment of the impact of contingencies on plans, management of situation awareness data, operator alert management, and a mixed-initiative operator interface. In-water demonstrations of a maritime situation awareness capability were completed in both a river and a harbor environment using unmanned surface

  8. Job satisfaction of neonatal intensive care nurses.

    Science.gov (United States)

    McDonald, Katie; Rubarth, Lori Baas; Miers, Linda J

    2012-08-01

    The purpose of this study was to describe the job satisfaction of neonatal intensive care unit (NICU) nurses in the Midwestern United States. The factors explored in job satisfaction were monetary compensation (pay), job stress, caring for patients in stressful situations, level of autonomy, organizational support, level of knowledge of the specialty, work environment, staffing levels, communication with physicians, communication with neonatal nurse practitioners, interdisciplinary communication, team spirit, and the amount of required "floating" to other nursing units. Participants were 109 NICU nurses working as either staff nurses (n = 72) or advanced practice nurses (n = 37). Of the participants, 96% worked in a level 3 NICU. A descriptive, correlational design was used to study job satisfaction among NICU nurses. Nurses were recruited at 2 regional NICU conferences in 2009 and 2010. The questionnaire was a researcher-developed survey consisting of 14 questions in a Likert-type response rating 1 to 5, with an area for comments. Descriptive statistics and correlations were used to analyze the resulting data. The majority of participants were moderately satisfied overall in their current position and workplace (mean ranking = 4.07 out of 5.0). Kendall's Tau b (TB) revealed that the strongest positive correlations were between organizational support and team spirit with overall job satisfaction (TB = 0.53). : The individual factors with the highest mean scores were caring for patients in a stressful situation, level of autonomy, and communication between nurses and neonatal nurse practitioners. This indicates that our population of NICU nurses feels most satisfied caring for patients in stressful situations (m = 4.48), are satisfied with their level of autonomy (M = 4.17), and are satisfied with the interdisciplinary communication in their units (m = 4.13). Nurses in the NICU are relatively satisfied with their jobs. The small sample size (n = 109) of Midwest NICU

  9. Exploring the Concept of Learner Autonomy in Cross-Cultural Research

    Directory of Open Access Journals (Sweden)

    Nga Thanh Nguyen

    2014-09-01

    Full Text Available This research explores how the concept of learner autonomy is understood and used in Vietnamese higher educational settings. Data were collected through interviews in Vietnamese with four university lecturers in Hanoi, Vietnam and then reported in an English language thesis. The problems confronted by the lecturers were in understanding the concept of learner autonomy, the complexities of translation equivalence for the concept from one language to another, and the impact of culture in interpreting the concept of learner autonomy. The paper concludes with recommendations for educators to be sensitive to cultural and linguistic considerations when transferring concepts from one culture to another.

  10. Job satisfaction among public health nurses: a national survey.

    Science.gov (United States)

    Curtis, Elizabeth A; Glacken, Michele

    2014-07-01

    Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses. To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population. Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n = 351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed. Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction. Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction. The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession. © 2012 John Wiley & Sons Ltd.

  11. The teacher benefits from giving autonomy support during physical education instruction.

    Science.gov (United States)

    Cheon, Sung Hyeon; Reeve, Johnmarshall; Yu, Tae Ho; Jang, Hue Ryen

    2014-08-01

    Recognizing that students benefit when they receive autonomy-supportive teaching, the current study tested the parallel hypothesis that teachers themselves would benefit from giving autonomy support. Twenty-seven elementary, middle, and high school physical education teachers (20 males, 7 females) were randomly assigned either to participate in an autonomy-supportive intervention program (experimental group) or to teach their physical education course with their existing style (control group) within a three-wave longitudinal research design. Manipulation checks showed that the intervention was successful, as students perceived and raters scored teachers in the experimental group as displaying a more autonomy-supportive and less controlling motivating style. In the main analyses, ANCOVA-based repeated-measures analyses showed large and consistent benefits for teachers in the experimental group, including greater teaching motivation (psychological need satisfaction, autonomous motivation, and intrinsic goals), teaching skill (teaching efficacy), and teaching well-being (vitality, job satisfaction, and lesser emotional and physical exhaustion). These findings show that giving autonomy support benefits teachers in much the same way that receiving it benefits their students.

  12. Agency is Distinct from Autonomy

    Directory of Open Access Journals (Sweden)

    Fred Cummins

    2014-11-01

    Full Text Available Both autonomy and agency play central roles in the emerging enactive vocabulary. Although some treat these concepts as practically synonymous, others have sought to be more explicit about the conditions required for agency over and above autonomy. I attempt to be self-conscious about the role of the observer (or scientist in such discussions, and emphasise that the concept of agency, in particular, is deeply entwined with the nature of the observer and the framing of the observation. This is probably well known to enactivists, but runs the risk of being badly misunderstood if it is not made explicit. A heightened awareness of the role of the observer in the attribution of agency may allow us to make advances in questions in which progress is hindered by assuming a single split between subject and object. I argue that human experience is characterized by our embedding in webs of meaning arising from our participation in systems of many sorts, and that this richness demands a corresponding lightness of touch with respect to the identification of agentive subjects.

  13. Autopoiesis: Autology, Autotranscendence and Autonomy

    DEFF Research Database (Denmark)

    and 1990s – particularly in a French context. While his work has remained (to date) at distance from the rising number of suggestions, especi- ally regarding social and cultural theory, that have come out of these debates on self-organization, Castoriadis made a speci¿c and original contribution to them...... ‘reality-modeling’ (John Casti) – whether via cognitive frameworks or models of society and culture. Secondly, attempts to adapt debates within the humanities, e.g. in philosophy, social theory and cultural studies, have tended to end in anti-humanism, ranging from Deleuze and Guattari’s ‘abstract machine......’s philosophy. She argues that a focus on the self-organization of the living being implies not only a distinct move towards an ontology of radical physis in Castoriadis’s later work, but also, along with it, a revised version of his project of autonomy. Autonomy, like autology and the other theme of this issue...

  14. Career patterns and job satisfaction of Canadian nurse educators.

    Science.gov (United States)

    Barrett, M C; Goldenberg, D; Faux, S

    1992-08-01

    The purpose of this study was to describe the career patterns and job satisfaction of Ontario university and college nurse educators. A descriptive survey design was employed using mailed questionnaires. The sample comprised 60 nurse educators, 30 from three universities and 30 from three colleges. Forty-four returned the completed questionnaire, giving a response rate of 73%. The variables about the career patterns and goals of the nurse educators included their past and present job satisfaction. Career patterns were described as stable, double-track, interrupted and unstable. Similarities and differences were compared and described in relation to these factors. Significant differences in job satisfaction were found between university and college faculty on nine of the 36 job characteristics (for example, leadership style, independence, autonomy and salary). There were no significant differences in job satisfaction for each of the career patterns and the selected demographic variables of age, years in nursing education, educational level and salary between the university and college faculty.

  15. Job satisfaction as a matter of time, team, and trust

    DEFF Research Database (Denmark)

    Uhrenfeldt, Lisbeth; Hall, Elisabeth

    2015-01-01

    Support and variety regarding work, autonomy, organizational constraints, and promotion opportunities are factors contributing to job satisfaction or lack thereof among hospital nurses together with self-perceived health, education and career orientation. The aim of this study was to explore public...... hospital nurses’ experiences of job satisfaction. This qualitative study was undertaken in a caring theory context. Ten proficient Danish hospital nurses were interviewed twice and data were analysed using a hermeneutic approach. The analysis revealed that time, team, and trust were essential components...... in job satisfaction. Time, team and trust helped the nurses collaborate with patients, care for relatives, and work in teams with other hospital staff members. Lack of job satisfaction occurred when time was to short or quality care was threatened, when the nurses felt alone and had to finish their job...

  16. Residential Location, Job Location, and Wages: Theory and Empirics

    DEFF Research Database (Denmark)

    Vejlin, Rune Majlund

    -to-job transition without changing workplace location. However, workers making a job-to-job transition which makes the workplace location closer to the residence experiences a wage drop. Furthermore, low wage workers and workers with high transportation costs are more likely to make job-to-job transitions, but also......I develop a stylized partial on-the-job equilibrium search model which incorporate a spatial dimension. Workers reside on a circle and can move at a cost. Each point on the circle has a wage distribution. Implications about wages and job mobility are drawn from the model and tested on Danish...... matched employer-employee data. The model predictions hold true. I find that workers working farther away from their residence earn higher wages. When a worker is making a job-to-job transition where he changes workplace location he experiences a higher wage change than a worker making a job...

  17. Women's autonomy and maternal healthcare service utilization in Ethiopia.

    Science.gov (United States)

    Tiruneh, Fentanesh Nibret; Chuang, Kun-Yang; Chuang, Ying-Chih

    2017-11-13

    Most previous studies on healthcare service utilization in low-income countries have not used a multilevel study design to address the importance of community-level women's autonomy. We assessed whether women's autonomy, measured at both individual and community levels, is associated with maternal healthcare service utilization in Ethiopia. We analyzed data from the 2005 and 2011 Ethiopia Demographic and Health Surveys (N = 6058 and 7043, respectively) for measuring women's decision-making power and permissive gender norms associated with wife beating. We used Spearman's correlation and the chi-squared test for bivariate analyses and constructed generalized estimating equation logistic regression models to analyze the associations between women's autonomy indicators and maternal healthcare service utilization with control for other socioeconomic characteristics. Our multivariate analysis showed that women living in communities with a higher percentage of opposing attitudes toward wife beating were more likely to use all three types of maternal healthcare services in 2011 (adjusted odds ratios = 1.21, 1.23, and 1.18 for four or more antenatal care visits, health facility delivery, and postnatal care visits, respectively). In 2005, the adjusted odds ratios were 1.16 and 1.17 for four or more antenatal care visits and health facility delivery, respectively. In 2011, the percentage of women in the community with high decision-making power was positively associated with the likelihood of four or more antenatal care visits (adjusted odds ratio = 1.14). The association of individual-level autonomy on maternal healthcare service utilization was less profound after we controlled for other individual-level and community-level characteristics. Our study shows that women's autonomy was positively associated with maternal healthcare service utilization in Ethiopia. We suggest addressing woman empowerment in national policies and programs would be the optimal solution.

  18. Epistemic Autonomy: A Criterion for Virtue?

    Science.gov (United States)

    Mudd, Sasha

    2013-01-01

    Catherine Elgin proposes a novel principle for identifying epistemic virtue. Based loosely on Kant's Categorical Imperative, it identifies autonomy as our fundamental epistemic responsibility, and defines the epistemic virtues as those traits of character needed to exercise epistemic autonomy. I argue that Elgin's principle fails as a…

  19. Scaffolding Learner Autonomy in Online University Courses

    Science.gov (United States)

    Ribbe, Elisa; Bezanilla, María José

    2013-01-01

    This paper deals with the question in what ways teachers and course designers can support the development and exertion of learner autonomy among online university students. It advocates that a greater attention to learner autonomy could help more students to complete their course successfully and thus contribute the decrease of the high dropout…

  20. Becoming Autonomous: Nonideal Theory and Educational Autonomy

    Science.gov (United States)

    Wilson, Terri S.; Ryg, Matthew A.

    2015-01-01

    Autonomy operates as a key term in debates about the rights of families to choose distinct approaches to education. Yet, what autonomy means is often complicated by the actual circumstances and contexts of schools, families, and children. In this essay, Terri S. Wilson and Matthew A. Ryg focus on the challenges involved in translating an ideal of…

  1. On the Compatibility of Autonomy and Relatedness.

    Science.gov (United States)

    Hodgins, Holley S.; And Others

    1996-01-01

    Investigates the relation of autonomy to naturally occurring social interactions in two studies: the first investigated college students' interactions with parents, and the second examined interactions across all relationships. Autonomy was significantly related to more positive and naturally occurring interaction, whereas control related more to…

  2. Stories of Human Autonomy, Law, and Technology

    Science.gov (United States)

    Tranter, Kieran

    2010-01-01

    Considering the relationship between human autonomy, law and technology has deep origins. Both technology studies and legal theory tell origin stories about human autonomy as the prize from either a foundational technological or jurisprudential event. In these narratives either law is considered a second order consequence of technology or…

  3. Changing Light Bulbs: Practice, Motivation, and Autonomy

    Science.gov (United States)

    Carter, Jean A.

    2011-01-01

    The comment on the Ryan, Lynch, Vansteenkiste, and Deci (2011) article on motivation and autonomy in psychotherapy considers motivation and its role as prerequisite, process variable, or appropriate outcome, speculating that all are appropriate ways to conceptualize motivation in the behavior change process. Autonomy, as a useful addition, refers…

  4. Progress in medicine: autonomy, oughtonomy and nudging.

    Science.gov (United States)

    Devisch, Ignaas

    2011-10-01

    In this article, I argue that we need a new perspective in the debate on autonomy in medicine, to understand many of the problems we face today - dilemmas that are situated at the intersection of autonomy and heteronomy, such as why well informed and autonomous people make unhealthy lifestyle choices. If people do not choose what they want, this is not simply caused by their lack of character or capability, but also by the fact that absolute autonomy is impossible; autonomous individuals are 'contaminated' by heteronymous aspects, by influences from 'outside'. Consequently, there are many good reasons to question the widely accepted hierarchical opposition of autonomy (progress) versus heteronomy (paternalism) in medicine. In an earlier article an analysis is made of the neologism 'oughtonomy' to support the thesis that when it comes down to human existence, autonomy and heteronomy are intertwined, rather than being merely opposites. In this article, I reflect upon how social conditions might improve our 'choice architecture', what Thaler & Sunstein have called 'nudging': how to change individual health choices without being paternalistic? I explore the extent to which both oughtonomy and nudging are able to challenge the question of autonomy in today's medicine. Autonomy may and should be a shared target in today's medicine, but we should never forget that it is always intertwined with heteronomy. Starting from this perspective, progress in medicine demands far more than the increase of autonomy. © 2011 Blackwell Publishing Ltd.

  5. Buddhism and Autonomy-Facilitating Education

    Science.gov (United States)

    Morgan, Jeffrey

    2013-01-01

    This article argues that Buddhists can consistently support autonomy as an educational ideal. The article defines autonomy as a matter of thinking and acting according to principles that one has oneself endorsed, showing the relationship between this ideal and the possession of an enduring self. Three central Buddhist doctrines of conditioned…

  6. Perceptions of organizational support and its impact on nurses' job outcomes.

    Science.gov (United States)

    Labrague, Leodoro J; McEnroe Petitte, Denise M; Leocadio, Michael C; Van Bogaert, Peter; Tsaras, Konstantinos

    2018-04-25

    Strong organizational support can promote a sense of well-being and positive work behaviors in nurses. However, despite the importance of organizational support in nursing, this topic remains unexplored in the Philippines. The aim of this study was to examine the impact of organizational support perceptions on nurses' work outcomes (organizational commitment, work autonomy, work performance, job satisfaction, job stress, and turnover intention). A descriptive, cross-sectional research design was adopted in this study to collect data from one hundred eighty (180) nurses in the Philippines during the months of September 2015 to December 2015. Seven standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Work Autonomy Scale, the Six Dimension Scale of Nursing Performance, the Turnover Intention Inventory Scale, and the Perception of Organizational Support Scale. Nurses employed in government-owned hospitals perceived low levels of organizational support as compared to private hospitals. Significant correlations were identified between perceived organizational support (POS), hospital bed capacity, and nurses' work status. No significant correlations were found between perceived organizational supportand the six outcomes perceived by nurses in the Philippines (organizational commitment, work performance, job autonomy, job satisfaction, job stress, and turnover intention). Perceptions of organizational support were low in Filipino nurses compared to findings in other international studies. Perceived organizational support did not influence job outcomes in nurses. © 2018 Wiley Periodicals, Inc.

  7. A diary study on the happy worker: how job resources generate positive emotions and generate personal resources

    NARCIS (Netherlands)

    Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.

    2012-01-01

    This diary study tests the broaden-and-build theory in the work context and expands it by examining job resources as potential antecedents of positive emotions on a daily basis. We hypothesized that general perceptions of job resources (autonomy, supervisory coaching, and the psychological climate

  8. Gender differences in job quality and job satisfaction among doctors in rural western China.

    Science.gov (United States)

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  9. [Investigation on job stress of pediatricians and nurses working in pediatric department].

    Science.gov (United States)

    Yao, San-qiao; Tian, Ling; Pang, Bao-dong; Bai, Yu-ping; Fan, Xue-yun; Shen, Fu-hai; Jin, Yu-lan

    2008-09-01

    To investigate the occupational stressors and modifiers of pediatricians and nurses in order to find the measurements for control of the job stress. 427 pediatricians and nurses working in five hospitals of a city served as subjects. Of them, the staff in section of pharmacy and toll offices in each hospital mentioned above served as control group. The General Job Stress Questionnaire was used to investigate the job stress by self-assessment. The scores of job demand, job risk, drug using, daily job stress, positive feelings, patient A behavior, physical environment and feeling balance in pediatricians and nurses were higher than those of control group, but the scores of job-person conflict, environmental control, technology utility, mental health, responsibility on things were lower than those of control group (Pdepression in nurses were higher than those of pediatricians, and non-work activities, job risk and daily life stress were lower than those of doctors (Pwork job, lower job control, more job risk, job future ambiguous, poorer social support, lower job locus control and lower self-esteem. The stress degree of pediatric staff is higher than that of controls. The pediatricians have more job stress than that of nurses. The main stressors of pediatric staff are job monotony, higher job demand, more non-worker activity, lower job control, higher job risk and ambiguous job future. The main modifiers are good social support, external job locus of control and higher self-esteem.

  10. Protecting autonomy as authenticity using Ulysses contracts.

    Science.gov (United States)

    van Willigenburg, Theo; Delaere, Patrick

    2005-08-01

    Pre-commitment directives or Ulysses contracts are often defended as instruments that may strengthen the autonomous self-control of episodically disordered psychiatric patients. Autonomy is understood in this context in terms of sovereignty ("governing" or "managing" oneself). After critically analyzing this idea of autonomy in the context of various forms of self-commitment and pre-commitment, we argue that what is at stake in using Ulysses contracts in psychiatry is not autonomy as sovereignty, but autonomy as authenticity. Pre-commitment directives do not function to protect autonomous self-control. They serve in upholding the guidance that is provided by one's deepest identity conferring concerns. We elucidate this concept of autonomy as authenticity, by showing how Ulysses contracts protect the possibility of being "a self."

  11. Autonomy and independence in language learning

    CERN Document Server

    Benson, Phil

    2014-01-01

    The topics of autonomy and independence play an increasingly important role in language education. They raise issues such as learners' responsibility for their own learning, and their right to determine the direction of their own learning, the skills which can be learned and applied in self-directed learning and capacity for independent learning and the extents to which this can be suppressed by institutional education. This volume offers new insights into the principles of autonomy and independence and the practices associated with them focusing on the area of EFL teaching. The editors' introduction provides the context and outlines the main issues involved in autonomy and independence. Later chapters discuss the social and political implications of autonomy and independence and their effects on educational structures. The consequences for the design of learner-centred materials and methods is discussed, together with an exploration of the practical ways of implementing autonomy and independence in language ...

  12. Integrated System Health Management (ISHM) and Autonomy

    Science.gov (United States)

    Figueroa, Fernando; Walker, Mark G.

    2018-01-01

    Systems capabilities on ISHM (Integrated System Health Management) and autonomy have traditionally been addressed separately. This means that ISHM functions, such as anomaly detection, diagnostics, prognostics, and comprehensive system awareness have not been considered traditionally in the context of autonomy functions such as planning, scheduling, and mission execution. One key reason is that although they address systems capabilities, both ISHM and autonomy have traditionally individually been approached as independent strategies and models for analysis. Additionally, to some degree, a unified paradigm for ISHM and autonomy has been difficult to implement due to limitations of hardware and software. This paper explores a unified treatment of ISHM and autonomy in the context of distributed hierarchical autonomous operations.

  13. The Autonomy Activity Status of Multinational Subsidiaries

    DEFF Research Database (Denmark)

    Dzikowska, Marlena; Gammelgaard, Jens; Jindra, Björn

    Research concerning the autonomy of subsidiaries has been concentrated on the possession of decision-making rights. Building on the definitional and empirical argumentation, we claim that so understood autonomy has a prospective character, is not equal to the implementation of actual actions (or...... lack of thereof) and neglects the issue of the scope of potential actions. This paper aims to fill in the current literature gap by offering a holistic stance in which we assert that subsidiaries can be meaningfully differentiated according to their levels of autonomy and corresponding actions. We base...... this argumentation on the findings of real option theory and competitive dynamics perspective, develop a typology specific to a subsidiary’s autonomy activity status (the position of a subsidiary in terms of its autonomy level confronted with the extent of actions taken in a corresponding area). We evaluate...

  14. Freedom of Expression, Deliberation, Autonomy, and Respect

    DEFF Research Database (Denmark)

    Rostbøll, Christian Fogh

    for freedom of expression in terms of its relationship to different dimensions of autonomy. In response to the objection that Enlightenment theories pose a threat to cultures that reject autonomy, it is argued that autonomy-based democracy is not only compatible with but necessary for respect for cultural......The strongest versions of the democracy argument for freedom of expression rely on the deliberative conception of democracy. Deliberative democracy entails both an ideal of political autonomy and of autonomous preference formation. This paper elaborates the deliberative democracy argument...... diversity. On the basis of an intersubjective epistemology, I argue that citizens cannot know how to live on mutually respectful terms without engaging in public deliberation. Moreover, to be successful deliberation must foster some degree of personal autonomy, at least the ability to distinguish what...

  15. Freedom of Expression, Deliberation, Autonomy and Respect

    DEFF Research Database (Denmark)

    Rostbøll, Christian F.

    2011-01-01

    This paper elaborates on the deliberative democracy argument for freedom of expression in terms of its relationship to different dimensions of autonomy. It engages the objection that Enlightenment theories pose a threat to cultures that reject autonomy and argues that autonomy-based democracy...... is not only compatible with but necessary for respect for cultural diversity. On the basis of an intersubjective epistemology, it argues that people cannot know how to live on mutually respectful terms without engaging in public deliberation and develop some degree of personal autonomy. While freedom...... of expression is indispensable for deliberation and autonomy, this does not mean that people have no obligations regarding how they speak to each other. The moral insights provided by deliberation depend on the participants in the process treating one another with respect. The argument is related to the Danish...

  16. [Is autonomy ground of human dignity?].

    Science.gov (United States)

    Gordillo Alvarez-Valdés, Lourdes

    2008-01-01

    This paper considers the conditions of autonomy if this is to be the foundation of human dignity. Since Kant Modernity has dissociated nature from morality and has tried to support autonomy in its purely formal aspect. To forget nature has voluntarist consequences that affect the way in which autonomy is understand. But autonomy does not consist of not having links, but of knowing how to assume one's own links freely and to be conscious of one's own limits. Autonomy and liberty are the very thing of the rational being, capable of discerning good and bad, and this must direct our actions. Reason directs as and distances us from reality to recognize the advisable thing in the human being.

  17. LEARNER AUTONOMY ON ESSAY WRITING ACCURACY

    Directory of Open Access Journals (Sweden)

    Mohammad Hafidz

    2018-01-01

    Full Text Available Abstract: Learner autonomy on writing is independently teaching and learning that keeps students’ control to explore their knowledge and experiences in written language, find out and evaluate their errors based on the conceptual courses to make accurately simple essay. The aim was to know the effectiveness of the learner autonomy on writing accuracy. This quantitative research conducted in one group pretest and posttest design. The number of samples was 21 students in Bangkalan. The instrument were tests to gain students’ writing score before and after treatment. Researcher statistically analyzed the data using SPSS 23 version by running a Paired Samples Test. The result shown the means of pretes score was 66,83 and posttest score was 74,57, Paired Samples Correlations was 0,614 (strong correlation. Significance was 0,005, it means that  a (0,05 is higher than r value (0,005 with high variance of mean value (14,091. As a result, the hypothesis (H1­ was received that learner autonomy contributed effectively to learners’ in organizing own ideas (Ene, 2006 such as making a topic  map becomes some explanable sub-topics, writing down main and supporting idea, clustering some objects, editing next and learners  absolutely accumulate some selected vocabularies inappropriate topics  (Chengping W, 2008. Keyword: Learner Autonomy, Learning process, outcomes Absrak: Pembelajaran otonomi  adalah pembelajaran mandiri yang mengontrol mahasiswa untuk menyampaikan gagasan dan pengalamannya, mencatat dan mengevaluasi kesalahan yang terjadi dalam penulisan esai sederhana berdasarkan pembelajaran yang tersetruktur. Tujuan adalah untuk mengetahui efektifitas pembelajaran otonomi terhadap akurasi tulisan secara statistik. Penelitian ini dilakukan dengan menggunakan desain tes awal dan akhir. Jumlah sampel terdiri dari 21 siswa di Bangkalan. Isntrumen yang digunakan adalah tes untuk mengetahui hasil nilai mahasiswa sebelum dan sesudah melakukan

  18. Exploring the Concept of Learner Autonomy in Cross-Cultural Research

    OpenAIRE

    Nga Thanh Nguyen; Donna Tangen; Denise Beutel

    2014-01-01

    This research explores how the concept of learner autonomy is understood and used in Vietnamese higher educational settings. Data were collected through interviews in Vietnamese with four university lecturers in Hanoi, Vietnam and then reported in an English language thesis. The problems confronted by the lecturers were in understanding the concept of learner autonomy, the complexities of translation equivalence for the concept from one language to another, and the impact of culture in interp...

  19. Search Frictions, Job Flows and Optimal Monetary Policy

    OpenAIRE

    Shoujian Zhang

    2014-01-01

    Job creation and job destruction are investigated in an economy featured by search frictions in both labour and goods markets. We show that both the unemployment rate and the endogenous job destruction rate increase when the inflation rate rises, because the demand declines due to the increase in the cost of holding money. Our numerical exercises suggest that the destruction of lower productivity jobs and the creation of higher productivity jobs may be inefficiently low under the zero nominal...

  20. Nurses' Job satisfaction: an Italian study.

    Science.gov (United States)

    Sansoni, J; De Caro, W; Marucci, A R; Sorrentino, M; Mayner, L; Lancia, L

    2016-01-01

    The aim of the work presented was to assess job satisfaction of a number of nurses from different departments working in public hospitals in Italy. The assessment was carried out through the combined use of questionnaires, which measured different aspects of job satisfaction, such as coping abilities, stress level and optimism/pessimism. The literature supports the fact that nurses' job dissatisfaction is closely connected with high levels of stress, burnout and physical and mental exhaustion, together with high workload levels and the complexity of care. The growing interest in measuring the levels of nurses' job satisfaction is attributable to a number of problems that have been raised worldwide, two of which are becoming ever so important: turnover and shortage of nurses. The research question is: Which are the main motivating factors of Italian nurses' job satisfaction/dissatisfaction? The study used a convenience (non probability) sample of 1,304 nurses from 15 different wards working in Italian public hospitals from a number of cities in northern, central and southern Italy. The survey instrument was a questionnaire consisting of 205 items which included 5 different questionnaires combined together. The results show a low level of job satisfaction (IWS= 11.5, JSS=126.4). However, the participants were overall happy about their job and considered autonomy and salary important factors for job satisfaction. Research has shown that the nurses' level of satisfaction in Italian hospitals is low. The results revealed dissatisfaction with task requirements, organizational policies and advance in career. Nurses interviewed did not feel stressed and showed to be optimistic overall. New research on the subject should be conducted by focusing on ward differences, North and South of Italy and on gender differences.

  1. Tensions between work and home: job quality and working conditions in the institutional contexts of Germany and Spain.

    Science.gov (United States)

    Drobnič, Sonja; Guillén Rodríguez, Ana M

    2011-01-01

    Good jobs can generate capabilities that allow employees to avoid tensions between work and family/home. Following the conceptual framework of Amartya Sen, we examine how job-related demands and resources are related to the level of interference, as well as satisfaction with managing work and home in Spanish and German employees, using three different large-scale European surveys: European Quality of Life Survey and two waves of the European Social Survey. We find that long working hours systematically increase tensions between work and home, as do time pressure, job-related stress, and working hard. Job control or autonomy at work, which is hypothesized to expand individuals' capabilities and agency, tends to increase work–home interference rather than alleviate it. Family responsibilities and household demands do not seem relevant to the tensions employees experience at the work–home interface. This also holds true for women, which is a surprising result in view of the “double burden” hypothesis. Employed mothers in Germany and Spain are a select group of women, as combining employment with raising children in conservative–corporatist and conservative–familialist states may be particularly problematic. Thus while the institutional contexts of Germany and Spain curtail women's ability to reconcile employment and parenthood, the mothers (and fathers) who are employed do not experience significantly higher levels of work–family/home tensions than nonparents.

  2. Effective means of planning for and implementing autonomy

    DEFF Research Database (Denmark)

    Rehof, Lars Adam

    1991-01-01

    Autonomy, self-government, indigenous people, human rights, minority protection, minority rights......Autonomy, self-government, indigenous people, human rights, minority protection, minority rights...

  3. Overcoming job stress

    Science.gov (United States)

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  4. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.

  5. Second Job Entrepreneurs.

    Science.gov (United States)

    Gruenert, Jeffrey C.

    1999-01-01

    Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)

  6. Are the benefits of autonomy satisfaction and the costs of autonomy frustration dependent on individuals' autonomy strength?

    Science.gov (United States)

    Van Assche, Jasper; van der Kaap-Deeder, Jolene; Audenaert, Elien; De Schryver, Maarten; Vansteenkiste, Maarten

    2018-01-29

    From a self-determination theory perspective, individuals are assumed to benefit and suffer from, respectively, the satisfaction and frustration of the psychological need for autonomy, even if they score low on autonomy strength. Yet, previous studies on need strength are scarce, operationalized need strength differently, and produced inconsistent findings. In two studies among 224 South African adults (M age  = 24.13, SD = 4.25; 54.0% male) and 156 Belgian prisoners (M age  = 38.60, SD = 11.68; 88.5% male), we investigated the moderating role of autonomy valuation and desire in the relations of autonomy satisfaction and frustration with a variety of well-being and ill-being indicators. Study 1 provided some evidence for the moderating role of mostly explicit autonomy desire (rather than explicit autonomy valuation). In Study 2, neither explicit nor implicit autonomy desire played a consistent moderating role. Overall, these findings are congruent with a moderate (albeit not with a strong) interpretation of the universality claim made within self-determination theory, provide initial evidence for a differentiation between deficit-based and growth-oriented interpersonal differences in need strength, and indicate that the potential moderating role of need strength deserves continued attention before any firm conclusions can be drawn. © 2018 Wiley Periodicals, Inc.

  7. Job burnout.

    Science.gov (United States)

    Maslach, C; Schaufeli, W B; Leiter, M P

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.

  8. Mission Level Autonomy for USSV

    Science.gov (United States)

    Huntsberger, Terry; Stirb, Robert C.; Brizzolara, Robert

    2011-01-01

    On-water demonstration of a wide range of mission-proven, advanced technologies at TRL 5+ that provide a total integrated, modular approach to effectively address the majority of the key needs for full mission-level autonomous, cross-platform control of USV s. Wide baseline stereo system mounted on the ONR USSV was shown to be an effective sensing modality for tracking of dynamic contacts as a first step to automated retrieval operations. CASPER onboard planner/replanner successfully demonstrated realtime, on-water resource-based analysis for mission-level goal achievement and on-the-fly opportunistic replanning. Full mixed mode autonomy was demonstrated on-water with a seamless transition between operator over-ride and return to current mission plan. Autonomous cooperative operations for fixed asset protection and High Value Unit escort using 2 USVs (AMN1 & 14m RHIB) were demonstrated during Trident Warrior 2010 in JUN 2010

  9. Psychological empowerment and job satisfaction between Baby Boomer and Generation X nurses.

    Science.gov (United States)

    Sparks, Amy M

    2012-05-01

    This paper is a report of a study of differences in nurses' generational psychological empowerment and job satisfaction. Generations differ in work styles such as autonomy, work ethics, involvement, views on leadership, and primary views on what constitutes innovation, quality, and service. A secondary analysis was conducted from two data sets resulting in a sample of 451 registered nurses employed at five hospitals in West Virginia. One data set was gathered from a convenience sample and one from a randomly selected sample. Data were collected from 2000 to 2004. Baby Boomer nurses reported higher mean total psychological empowerment scores than Generation X nurses. There were no differences in total job satisfaction scores between the generations. There were significant differences among the generations' psychological empowerment scores. Generational differences related to psychological empowerment could provide insight into inconsistent findings related to nurse job satisfaction. Nurse administrators may consider this evidence when working on strategic plans to motivate and entice Generation X nurses and retain Baby Boomers. Although implications based on this study are tentative, the results indicate the need for administrators to consider the differences between Baby Boomer and Generation X nurses. © 2011 Blackwell Publishing Ltd.

  10. Job demands, job resources, and job performance in japanese workers: a cross-sectional study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2014-01-01

    This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.

  11. Autonomy, positive relationships, and IL-6: evidence for gender-specific effects.

    Science.gov (United States)

    Eisenlohr-Moul, Tory; Segerstrom, Suzanne

    2013-05-01

    A body of evidence indicates that women value relationship-centred aspects of well-being more than men do, while men value autonomy-centred aspects of well-being more than women do. The current study examined whether gender moderates relations between autonomy and positive relationships and interleukin-6 (IL-6), a cytokine associated with inflammatory processes. Aspects of well-being consistent with gender-linked values were expected to be most health protective such that positive relationships would predict lower IL-6 only or more strongly in women, and autonomy would predict lower IL-6 only or more strongly in men. In the first study, a sample of 119 older adults (55% female) living in Kentucky were visited in their homes for interviews and blood draws. In the second study, a sample of 1,028 adults (45% female) living across the United States underwent a telephone interview followed by a visit to a research centre for blood draws. In the Kentucky sample, autonomy was quadratically related to IL-6 such that moderate autonomy predicted higher IL-6; this effect was stronger in men. In the US national sample, more positive relationships were associated with lower IL-6 in women only. When the national sample was restricted to match the Kentucky sample, moderate autonomy was again associated with higher IL-6 in men only. Results provide preliminary evidence for gender-specific effects of positive relationships and autonomy on IL-6. Further work is needed to establish the generalizability of these effects to different ages, cultures, and health statuses. What is already known on this subject? A host of previous work indicates that women value relationship-centred aspects of well-being more than men, while men value autonomy-centred aspects of well-being more than women. Further, there is some evidence suggesting that well-being consistent with gender-linked values is more health protective, such that relationships are more protective for women than for men, while

  12. [Job satisfaction in an Italian university: difference between academic and technical-administrative staff].

    Science.gov (United States)

    Ghislieri, Chiara; Colombo, Lara; Molino, Monica; Zito, Margherita; Curzi, Ylenia; Fabbri, Tommaso

    2014-01-01

    The changes in the academic world led to an increase in job demands and a decrease in the available job resources. In recent years, the positive image of work in academia has gradually blurred. The present study, within the theoretical framework of the job demands-resources model, aimed to analyse the relationship between some job demands (workload, work-family conflict and emotional dissonance) and some job resources (autonomy, supervisors' support and co-workers' support) and job satisfaction in a medium-sized Italian University, by observing the differences between the academic staff (professors and researchers) and the technical-administrative staff The research was conducted by administering a self-report questionnaire which allowed to detect job satisfaction and the mentioned variables. Respondents were 477 (177 from academic staff and 300 from technical-administrative staff). The analysis of variance (independent samples t-test) showed significant differences in variables of interest between academic staff and technical-administrative staff. Multiple regression pointed out that job autonomy is the main determinant of job satisfaction in the academic staff sample, whereas supervisor support is the main determinant of job satisfaction in the technical-administrative staff sample. This research represents one of the first Italian studies on these topics in the academic context and highlights the importance of further in-depth examinations of specific job dynamics for both teaching and technical-administrative staff. Among practical implications, the importance of keeping high levels of job autonomy for academic staff and of fostering an effective leadership development for technical-administrative staff emerged.

  13. Standby-battery autonomy versus power quality

    Science.gov (United States)

    Bitterlin, Ian F.

    Batteries are used in a wide variety of applications as an energy store to bridge gaps in the primary source of supplied power for a given period of time. In some cases this bridging time, the battery's "autonomy", is fixed by local legislation but it is also often set by historically common practices. However, even if common practice dictates a long autonomy time, we are entering a new era of "cost and benefit realism" underpinned by environmentally friendly policies and we should challenge these historical practices at every opportunity if it can lead to resource and cost savings. In some cases the application engineer has no choice in the design autonomy; either follow a piece of local legislation (e.g. 4 h autonomy for a "life safety" application), or actually work out what is needed! An example of the latter would be for a remote site, off-grid, using integrated wind/solar power (without emergency generator back-up) where you may have to design-in several days' battery autonomy. This short paper proposes that a battery's autonomy should be related to the time expected for the system to be without the primary power source, balanced by the capital costs and commercial risk of power failure. To discuss this we shall consider the factors in selecting the autonomy time and other related aspects for high voltage battery systems used in facility-wide uninterruptible power supply (UPS) systems.

  14. Shared decision-making and patient autonomy.

    Science.gov (United States)

    Sandman, Lars; Munthe, Christian

    2009-01-01

    In patient-centred care, shared decision-making is advocated as the preferred form of medical decision-making. Shared decision-making is supported with reference to patient autonomy without abandoning the patient or giving up the possibility of influencing how the patient is benefited. It is, however, not transparent how shared decision-making is related to autonomy and, in effect, what support autonomy can give shared decision-making. In the article, different forms of shared decision-making are analysed in relation to five different aspects of autonomy: (1) self-realisation; (2) preference satisfaction; (3) self-direction; (4) binary autonomy of the person; (5) gradual autonomy of the person. It is argued that both individually and jointly these aspects will support the models called shared rational deliberative patient choice and joint decision as the preferred versions from an autonomy perspective. Acknowledging that both of these models may fail, the professionally driven best interest compromise model is held out as a satisfactory second-best choice.

  15. How is new technology changing job design?

    OpenAIRE

    Gibbs, Michael

    2017-01-01

    The information technology revolution has had dramatic effects on jobs and the labor market. Many routine and manual tasks have been automated, replacing workers. By contrast, new technologies complement non-routine, cognitive, and social tasks, making work in such tasks more productive. These effects have polarized labor markets: While low-skill jobs have stagnated, there are fewer and lower paid jobs for middle-skill workers, and higher pay for high-skill workers, increasing wage inequality...

  16. Benchmarking Analysis of Institutional University Autonomy in Denmark, Lithuania, Romania, Scotland, and Sweden

    DEFF Research Database (Denmark)

    This book presents a benchmark, comparative analysis of institutional university autonomy in Denmark, Lithuania, Romania, Scotland and Sweden. These countries are partners in a EU TEMPUS funded project 'Enhancing University Autonomy in Moldova' (EUniAM). This benchmark analysis was conducted...... by the EUniAM Lead Task Force team that collected and analysed secondary and primary data in each of these countries and produced four benchmark reports that are part of this book. For each dimension and interface of institutional university autonomy, the members of the Lead Task Force team identified...... respective evaluation criteria and searched for similarities and differences in approaches to higher education sectors and respective autonomy regimes in these countries. The consolidated report that precedes the benchmark reports summarises the process and key findings from the four benchmark reports...

  17. Gender, tenure and organisational factors as predictors of job ...

    African Journals Online (AJOL)

    It was hypothesized that Male and female workers in private sector will report higher job involvement compared to their counterparts in the public sector. ... significant different in the emotional, cognitive, behavioural and overall job involvement ...

  18. Relationship of Autonomy Social Support to Quitting Motivation in Diverse Smokers.

    Science.gov (United States)

    Patten, Christi A; Clinic, Mayo; Goggin, Kathy; Harris, Kari Jo; Richter, Kimber; Williams, Karen; Decker, Paul A; Clinic, Mayo; Bradley-Ewing, Andrea; Catley, Delwyn

    2016-01-01

    Research examining relationships between social support and smoking cessation has paid little attention to non-treatment seeking smokers and not considered the role of autonomy support for fostering quitting motivation. This study examined if autonomy support received from family and friends was associated with quitting motivation and making a quit attempt among diverse smokers with varying levels of quitting motivation. Demographic characteristics associated with autonomy support were explored. Participants (N=312) responded to advertisements seeking smokers "not quite ready to quit," and were primarily Black, low-income, and unemployed. Most (255) enrolled in a clinical trial of smoking cessation induction strategies (treatment sample). An additional 57 not meeting the trial eligibility criteria of low quitting motivation enrolled for baseline assessments only. Participants completed baseline measures of autonomy support received from friends and autonomous quitting motivation. In the treatment sample, quit attempts were assessed at 6-months follow-up. Females reported higher levels than males of autonomy support from friends (p=0.003). Participants with a high school diploma/GED reported higher levels of support from family (pautonomy support scores were significantly, albeit weakly, associated with autonomous quitting motivation. Autonomy support was not associated with making a quit attempt. Support from family and friends may promote autonomous reasons to quit among diverse smokers. Research is needed to assess the role of social support in the pre-quitting phases among racial and socio-economically diverse populations.

  19. Women's Autonomy and Skilled Attendance During Pregnancy and Delivery in Nepal.

    Science.gov (United States)

    Kc, Situ; Neupane, Subas

    2016-06-01

    Objectives This study aims to explore the association between women's autonomy and skilled attendance during pregnancy and delivery in Nepal. Methods We adopt data from the Nepal Demographic and Health Survey (NDHS, 2011). We include only married women who gave birth in the 5 years preceding the survey (N = 4148). Women's autonomy was assessed on the basis of four indicators of decision making: healthcare, visiting friends or relatives, household purchases and spending earned money. Each indicator was dichotomized (yes/no) and then summarized into a single variable to measure overall autonomy. Next, we measured health attendance (skilled vs. unskilled) during antenatal and delivery care. The association between women's autonomy and skilled attendance was analysed using a logistic regression model. Results Most women had a medium (40 %) and high (35 %) level of overall autonomy. The proportion of women accessing skilled providers during antenatal and delivery care was 51 and 36 %. Women with autonomy in healthcare, visiting friends or relatives, making household purchases and spending money earned were associated with a higher likelihood of receiving care from skilled providers during antenatal care and delivery. An elevated probability of access to skilled attendance during antenatal (aOR 1.33; 95 % CI 1.10-1.59) and delivery care (aOR 1.38; 95 % CI 1.12-1.70) was reported among women with higher levels of overall autonomy. Conclusion Women's autonomy was significantly associated with the maternal health care utilization by skilled attendants. This study will provide insights for policy makers to develop strategies in improving maternal health.

  20. INSTITUTIONAL AND CONJUNCTURAL FACTORS ACTION ON AUTONOMY IN LOCAL PUBLIC ADMINISTRATION MANAGEMENT

    Directory of Open Access Journals (Sweden)

    SCUTARIU PETRONELA

    2016-02-01

    Full Text Available Component without which the function of local public administration management would be compromised, administrative autonomy manifests under the action of various factors. From such an angle, the space of this article is dedicated to identifying the factors affecting the autonomy in management of local public administration in order to show their actions on its manifestation. By developing the present approach, beyond the incompleteness of the existing explanations relative to this sphere of interest, we have identified and highlighted the action of two sets of factors - institutional and conjunctural. Ensign turned out to be the action that institutional factors exert on autonomy, the latter being the greater, as the local administrative structure is higher, as the number of local public services is higher, when there are legal regulations that warrant it, and vice versa. Then analyzing conjunctural factors, we found that the influence of the economic crisis is, as expected, adverse to autonomy manifestation. Regarding the local development factor, we showed that a local community with a high degree of development functions without the intervention of center, a situation that favors autonomy, as opposed to a less developed community that requires the support of the center, intervention which mitigates the autonomy. By examining the action of political factor, we noticed that, although politicians define public strategies and policies that will be implemented, which gives it a positive connotation, most often autonomy suffers under the politics influence. Finally, the social organization in local collectivities provides favorable ground to the manifestation and functioning of autonomy in the management of local public administration.

  1. On-the-job-training, job search and job mobility

    OpenAIRE

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

    This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...

  2. Crafting in context: Exploring when job crafting is dysfunctional for performance effectiveness.

    Science.gov (United States)

    Dierdorff, Erich C; Jensen, Jaclyn M

    2018-05-01

    Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships. Consistent with previous research, job crafting displayed positive and linear effects on work-related attitudes (job satisfaction and affective commitment). Consistent with our predictions, moderate levels of crafting were associated with dysfunctional performance-related outcomes and features of work context either exacerbated or dissipated these dysfunctional consequences of job crafting for individuals. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  3. Education, underemployment and job satisfaction

    Directory of Open Access Journals (Sweden)

    Shujaat Farooq

    2008-09-01

    Full Text Available Education is an effective vehicle for producing the required skills to maintain economic growth. The benefits of education range from human to economic, social and cultural. In Pakistan, there is significant rise in the average level of education, but over time, more and more workers incapable to use their educational background on the job. Supply of labor may have outstripped the demand of labor in some professions, and high qualified peoples taking job on low positions. Such underemployment/overeducation has not been fully explored in Pakistan. The theme of paper is “underemployment symbolizes an inefficient usage of human resources and lost output for society”.The research is based on case study on clerical workers of SNGPL. By comparing their educational backgrounds with their nature of job, this paper examines the impact of overeducation on job satisfaction. Our results show that underemployment/overeducation is correlated with higher level of job dissatisfaction, reduced job involvement, impaired co-worker relationship, and more emphasis on future aspirations.

  4. Oppression, Autonomy and the Impossibility of the Inner Citadel

    Science.gov (United States)

    Nelsen, Peter

    2010-01-01

    This paper argues for a conception of autonomy that takes social oppression seriously without sapping autonomy of its valuable focus on individual self-direction. Building on recent work in relational accounts of autonomy, the paper argues that current conceptions of autonomy from liberal, feminist and critical theorists do not adequately account…

  5. Heteronomous Citizenship: Civic Virtue and the Chains of Autonomy

    Science.gov (United States)

    Swaine, Lucas

    2010-01-01

    In this article, I distinguish personal autonomy from heteronomy, and consider whether autonomy provides a suitable basis for liberalism. I argue that liberal government should not promote autonomy in all its citizens, on the grounds that not all members of liberal democracies require autonomy for a good life. I then outline an alternative option…

  6. Autonomy, nudging and post-truth politics.

    Science.gov (United States)

    Keeling, Geoff

    2017-11-16

    In his excellent essay, 'Nudges in a post-truth world', Neil Levy argues that 'nudges to reason', or nudges which aim to make us more receptive to evidence, are morally permissible. A strong argument against the moral permissibility of nudging is that nudges fail to respect the autonomy of the individuals affected by them. Levy argues that nudges to reason do respect individual autonomy, such that the standard autonomy objection fails against nudges to reason. In this paper, I argue that Levy fails to show that nudges to reason respect individual autonomy. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  7. Emotional autonomy and depression among Chinese adolescents.

    Science.gov (United States)

    Chou, K L

    2000-06-01

    Depression is quite common among young people in Hong Kong Chinese society. This study examined the association between emotional autonomy and depressive symptomatology among Chinese young people in Hong Kong. The respondents were 512 young people between 16 and 18 years of age from a cross-sectional study in Hong Kong. Significant bivariate relationships were found between depressive symptomatology and three dimensions of emotional autonomy (individuation, nondependency on parents, and deidealization of parents). Using multiple regression models, the author found that depressive symptomatology was associated with two aspects of emotional autonomy: individuation and deidealization of parents. Results indicate that the relationships between depressive symptomatology and these three aspects of emotional autonomy are similar in both individualistic and collectivistic societies.

  8. [The medical autonomy of elderly in Taiwan].

    Science.gov (United States)

    Chen, Kai-Li; Chen, Ching-Huey

    2014-10-01

    The elderly population is increasing rapidly in Taiwan. With the average life expectancy on the rise, the elderly have become major consumers of healthcare products and services. Factors that influence respect for autonomy, a core value of medical ethics, may be related to family, society, and the medical culture. Especially in patients who are already elderly, aging causes declines in physical, mental and societal capacities. Practicing a respect for patient autonomy is particularly challenging for healthcare professionals in Taiwan due the unique culture background of elderly Taiwanese patients. This article reviews and integrates the literature related to the issue of patient autonomy and elaborates on medical decision-making among elderly patients in Taiwan in the contexts of: the disadvantages faced by the elderly, the background of Chinese culture, and the current medical decision-making environment. A few suggestions are proposed to help preserve the medical-decision-making autonomy of elderly patients in Taiwan.

  9. Decision-Making Autonomy and Subsidiary Innovation

    DEFF Research Database (Denmark)

    Van Vo, Dut; Beugelsdijk, Sjoerd; de Jong, Gjalt

    2013-01-01

    This paper investigates how decision-making autonomy affects the possibility and intensity of innovation in subsidiaries of multinational enterprises (MNEs). Subsidiaries are increasingly identified as sources of innovation and as vehicles for cross-border transfer of new competences. The question...... of how much decision-making autonomy subsidiaries should have is a core issue in the management of headquarters-subsidiary relationships. Using two complementary theoretical perspectives, we hypothesize a non-linear relationship between subsidiary’s decision-making autonomy and innovation. We test our...... hypothesis in a multi-country and multiindustry database based on survey evidence of 134 subsidiaries located in five Central and Eastern European countries from 23 home countries. The empirical results provide support for a non-linear U shaped relationship between subsidiary decision-making autonomy...

  10. Fiscal autonomy of urban councils in Zimbabwe

    African Journals Online (AJOL)

    LAW

    current system of decentralisation entrenches the financial autonomy of urban ..... of the UCA to deploy auditors to inspect the accounts of urban councils ..... Act; the payment of compensation; the liquidation of the principal monies owing on.

  11. Do Health Promotion Behaviors Affect Levels of Job Satisfaction and Job Stress for Nurses in an Acute Care Hospital?

    Science.gov (United States)

    Williams, Heather L; Costley, Teresa; Bellury, Lanell M; Moobed, Jasmine

    2018-06-01

    The aim of this study was to explore the relationships between nurse-reported health-promoting behaviors (HPBs), job stress, and job satisfaction in a hospital setting. Job stress and satisfaction are key components of the nursing work environment; however, evidence of the relationship between HPB and job stress and satisfaction is lacking. A cross-sectional, 144-item survey was administered to nurses working in an acute care, community hospital in the southeastern United States. Higher levels of HPB were associated with lower job stress and higher job satisfaction. Total HPB was associated with the competence subscale of job stress. Lower job stress was significantly associated with HPB subscales: spiritual growth, interpersonal relations, and stress management. Nursing organizations can implement interventions that support HPB for nurses to reduce job stress and improve satisfaction.

  12. Working conditions, work style, and job satisfaction among Albanian teachers

    Science.gov (United States)

    Kloep, Marion; Tarifa, Fatos

    1994-03-01

    For the first time in Albania, a large-scale study investigating teachers' working conditions was conducted. 349 teachers from many parts of the country and from all school levels answered an extensive questionnaire, providing a comprehensive description of their working situation. As data for parts of the study exist from the USA, Germany, Singapore, England, and Poland, results could be discussed in comparison to the conditions in these countries, showing that self-reported job satisfaction and engagement in effective classroom practices is relatively high among Albanian teachers, while the economic and physical conditions are bad. Stepwise regression analyses reveal that the items measuring professional autonomy account for a considerable part of the variance of the job satisfaction measure; while work efficiency is mainly predicted by items measuring social support and, again, professional autonomy.

  13. Futility, autonomy, and informed consent.

    Science.gov (United States)

    Trau, J M

    1994-03-01

    If clinicians deem a treatment medically futile, is it appropriate to mention such a treatment to patients? Do healthcare professionals violate informed consent if they do not offer patients an opportunity to decline futile treatments? The notion of futility involves an assessment of patient best interest--both short-term and long-term therapeutic benefit for a patient and the community in which he or she intends to survive and flourish. Although survival interests may be construed as long term, a treatment that offers survival without any promise of flourishing is not the goal of medicine and is futile. Flourishing requires some cognitive and affective function. The goal of informed consent practices is to ensure that patients accept the benefits of treatment with cognizance of the burdens and risks. Given the impact of illness on the emotional and psychological states of patients and their families and their resultant vulnerability, the omission of futile options from treatment plans is logical and exemplifies the best of paternalistic behavior. The claim that requests for futile treatment must be honored is based on a perverse understanding of patient autonomy. Rational medicine demands that patients' requests be reasonable from a clinical perspective, as well as from a subjective one. The practice of informed consent can be implemented as a balance between these two interests.

  14. The importance of work conditions and health for voluntary job mobility: a two-year follow-up

    Science.gov (United States)

    2012-01-01

    Background Changing jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility. Methods The study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions. Results Low variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population. Conclusions Voluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts. PMID:22909352

  15. The importance of work conditions and health for voluntary job mobility: a two-year follow-up

    Directory of Open Access Journals (Sweden)

    Reineholm Cathrine

    2012-08-01

    Full Text Available Abstract Background Changing jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility. Methods The study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions. Results Low variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population. Conclusions Voluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts.

  16. Evaluating Pharmacists' Motivation and Job Satisfaction Factors in Saudi Hospitals.

    Science.gov (United States)

    Benslimane, Nabila; Khalifa, Mohamed

    2016-01-01

    High turnover rate among healthcare professionals is a very expensive price that healthcare organizations might pay if they don't have the proper strategies for motivating and satisfying their employees. Healthcare organizations should be able to identify areas that require more attention. Many studies discussed the vital link that bonds job satisfaction with motivation, which has a major impact on productivity, innovation, and overall organizational performance. Our study explored the level of job satisfaction and factors that motivate pharmacists in Saudi hospitals using mixed quantitative and qualitative methods. From pharmacy managers' point of view; financial rewards are more important than non-financial incentives and benefits. This contradicts with pharmacists' opinions; who ranked recognition, promotion, job satisfaction, job feedback, autonomy and task significance among the most influential motivators to pharmacists. These results show that managers need to revise their plans and provide further attention to ensure that effective motivation and retention strategies are put in place.

  17. Relations between task delegation and job satisfaction in general practice

    DEFF Research Database (Denmark)

    Riisgaard, Helle; Nexøe, Jørgen; Videbæk Le, Jette

    2016-01-01

    practitioners' and their staff's job satisfaction appears to be sparse even though job satisfaction is acknowledged as an important factor associated with both patient satisfaction and medical quality of care. Therefore, the overall aim of this study was 1) to review the current research on the relation between...... task delegation and general practitioners' and their staff's job satisfaction and, additionally, 2) to review the evidence of possible explanations for this relation. METHODS: A systematic literature review. We searched the four databases PubMed, Cinahl, Embase, and Scopus systematically. The immediate...... attitude towards task delegation was positive and led to increased job satisfaction, probably because task delegation comprised a high degree of work autonomy. CONCLUSIONS: The few studies included in our review suggest that task delegation within general practice may be seen by the staff as an overall...

  18. Job satisfaction of Malaysian registered nurses: a qualitative study.

    Science.gov (United States)

    Atefi, Narges; Abdullah, Khatijah L; Wong, Li P

    2016-01-01

    Job satisfaction is an important factor in health care settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. However, there have not been any studies exploring the job satisfaction of Malaysian nurses. The main purpose of this qualitative descriptive study was to explore the factors related to feelings of job satisfaction as well as job dissatisfaction experienced by registered nurses in Malaysia. A convenient sample of 46 Malaysian nurses recruited from a large hospital (number of beds = 895) participated in the study. A total of seven focus group discussions were conducted with nurses from surgical, medical and critical care wards. A semi-structured interview guide was used to facilitate the interviews, which were audio-recorded, transcribed verbatim and checked. The transcripts were used as data and were analysed using a thematic approach. The study identified three main themes that influenced job satisfaction: (1) nurses' personal values and beliefs; (2) work environment factors and (3) motivation factors. Concerning the nurses' personal values and beliefs, the ability to help people made the nurses felt honoured and happy, which indirectly contributed to job satisfaction. For work environment factors, team cohesion, benefit and reward, working conditions play an important role in the nurses' job satisfaction. Motivation factors, namely, professional development and clinical autonomy contributed to job satisfaction. It is important for nurse leaders to provide more rewards, comfortable work environments and to understand issues that affect nurses' job satisfaction. Our findings highlight the importance of factors that can improve nurses' job satisfaction. The study provides basic information for hospital administrators in planning effective and efficient policies to improve nursing job satisfaction in order to increase the quality of patient care and decrease nursing turnover. © 2014

  19. Autonomy, Competence and Non-interference

    OpenAIRE

    Roberts, Joseph T.F.

    2017-01-01

    In light of the variety of uses of the term autonomy in recent bioethics literature, in this paper, I suggest that competence, not being as contested, is better placed to play the anti-paternalistic role currently assigned to autonomy. The demonstration of competence, I will argue, can provide individuals with robust spheres of non-interference in which they can pursue their lives in accordance with their own values. This protection from paternalism is achieved by granting individuals rights ...

  20. The Changing Scope of Professional Autonomy

    DEFF Research Database (Denmark)

    Jespersen, Peter Kragh; Wrede, Sirpa

    2009-01-01

    Kapitlet undersøger hvordan lægeprofessionens autonomi ændres i relation til ledelse i sygehuse i Danmark, Norge, Sverige og Finland i tiden fra 1970 og fremefter.......Kapitlet undersøger hvordan lægeprofessionens autonomi ændres i relation til ledelse i sygehuse i Danmark, Norge, Sverige og Finland i tiden fra 1970 og fremefter....

  1. SOCIOTROPY AND AUTONOMY IN EATING DISORDERS

    OpenAIRE

    Radziwiłłowicz, Wioletta; Czarniak, Katarzyna

    2014-01-01

    Objectives: Studies of development psychopathology and psychia try have shown that personality variables are greatly associated with eating disorders. Sociotropy and autonomy may be features that facilitate the occurrence and persistence of the eating disturbances. Theoretical framework for own research was mainly the A. Beck’s concept of autonomy and sociotropy. The aim of the study was to answer the research question whether a person suffering from an eating disorder is characterized by ...

  2. Revisiting Symbiotic Job Scheduling

    OpenAIRE

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

    International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

  3. Autonomy and informed consent: a mistaken association?

    Science.gov (United States)

    Kristinsson, Sigurdur

    2007-09-01

    For decades, the greater part of efforts to improve regulatory frameworks for research ethics has focused on informed consent procedures; their design, codification and regulation. Why is informed consent thought to be so important? Since the publication of the Belmont Report in 1979, the standard response has been that obtaining informed consent is a way of treating individuals as autonomous agents. Despite its political success, the philosophical validity of this Belmont view cannot be taken for granted. If the Belmont view is to be based on a conception of autonomy that generates moral justification, it will either have to be reinterpreted along Kantian lines or coupled with a something like Mill's conception of individuality. The Kantian interpretation would be a radical reinterpretation of the Belmont view, while the Millian justification is incompatible with the liberal requirement that justification for public policy should be neutral between controversial conceptions of the good. This consequence might be avoided by replacing Mill's conception of individuality with a procedural conception of autonomy, but I argue that the resulting view would in fact fail to support a non-Kantian, autonomy-based justification of informed consent. These difficulties suggest that insofar as informed consent is justified by respect for persons and considerations of autonomy, as the Belmont report maintained, the justification should be along the lines of Kantian autonomy and not individual autonomy.

  4. The inner workings of performance management in danish job centers

    DEFF Research Database (Denmark)

    Pihl-Thingvad, Signe

    2016-01-01

    The paper discusses how a central Performance Management system in the Danish job centers affects the employees’ perception of accountability, autonomy, common goals and dialogue. Dysfunctional behavioral effects are explored in qualitative analyses based on 4 case studies. Results indicate...... that the expected positive effects of performance management do not materialize at the Danish job centers because focus in the implementation process gradually shifts from results to process goals. This is related to a series of dysfunctional behavioral effects which instead of creating commitment frustrate...

  5. Attrition, burnout, job dissatisfaction and occupational therapy managers.

    Science.gov (United States)

    Kraeger, M M; Walker, K F

    1992-01-01

    At a time when there is growing concern about the person-power shortages in occupational therapy, there is a need to address reasons why therapists leave the job market. Two job-related reasons for attrition are burnout and job dissatisfaction. The burnout phenomenon occurs as a result of personnel shortages, high-stress demands on therapists, the severity and complexity of client's problems, and the therapist's own ''worker personality.'' Bureaucratic constraints, limited advancement, issues related to a profession which is made up predominantly of women, lack of autonomy, and type of management and supervision are factors that contribute to job dissatisfaction. Occupational therapy managers can consider the causes of burnout and job dissatisfaction and initiate resources to retain therapists. Managers can increase the job benefits, such as flexible working hours, take steps to reduce stress in the workplace, offer career laddering opportunities, and promote staff development. By identifying the causes for attrition and by addressing those causes, the threat of losing therapists from the work force may be averted. Respondents (n = 106) to a survey of occupational therapy managers indicated that job dissatisfaction, burnout, and attrition of registered occupational therapists were not major problems in their settings. They reported a variety of strategies to reduce job dissatisfaction, burnout, and attrition. When these problems were present, managers cited bureaucratic red tape, lack of opportunity for advancement, and increasing role demands as contributing factors.

  6. Factors Related to Job Satisfaction of Information Technology Professionals

    Directory of Open Access Journals (Sweden)

    İbrahim Halil SEYREK

    2016-01-01

    Full Text Available Job satisfaction of employees in any type of organization is important both for the employee and for the organization he/she works for. There are several factors researchers studied that are related to employee satisfaction. Even though there are several common factors for the job satisfaction of employees, there can be differences based on the personal and job characteristics. Information Technology (IT workers are important for current information economy and therefore factors related to their job satisfaction is an important research topic. In this study, based on survey data collected from 455 IT workers from different industries, the factors related to IT worker job satisfaction are investigated. As a result of analyses, it was found that demographic factors like gender, sector (public vs. private, work experience, and wage are not related to the job satisfaction of the worker. On the other hand, the results show that feel of belonging, feel of acceptance, job autonomy, burnout, role clarity and fairness of rewards are factors that affect job satisfaction.

  7. The support of autonomy and the control of behavior.

    Science.gov (United States)

    Deci, E L; Ryan, R M

    1987-12-01

    In this article we suggest that events and contexts relevant to the initiation and regulation of intentional behavior can function either to support autonomy (i.e., to promote choice) or to control behavior (i.e., to pressure one toward specific outcomes). Research herein reviewed indicates that this distinction is relevant to specific external events and to general interpersonal contexts as well as to specific internal events and to general personality orientations. That is, the distinction is relevant whether one's analysis focuses on social psychological variables or on personality variables. The research review details those contextual and person factors that tend to promote autonomy and those that tend to control. Furthermore, it shows that autonomy support has generally been associated with more intrinsic motivation, greater interest, less pressure and tension, more creativity, more cognitive flexibility, better conceptual learning, a more positive emotional tone, higher self-esteem, more trust, greater persistence of behavior change, and better physical and psychological health than has control. Also, these results have converged across different assessment procedures, different research methods, and different subject populations. On the basis of these results, we present an organismic perspective in which we argue that the regulation of intentional behavior varies along a continuum from autonomous (i.e., self-determined) to controlled. The relation of this organismic perspective to historical developments in empirical psychology is discussed, with a particular emphasis on its implications for the study of social psychology and personality.

  8. Barriers to intensive care unit nurses' autonomy in Iran: A qualitative study.

    Science.gov (United States)

    AllahBakhshian, Maryam; Alimohammadi, Nasrollah; Taleghani, Fariba; Nik, Ahmadreza Yazdan; Abbasi, Saeed; Gholizadeh, Leila

    The acute nature of the intensive care unit (ICU) environment necessitates that urgent clinical decisions are frequently made by the health care team. Therefore, it is important that critical care nurses have the authority to make decisions about their patient care. The purpose of this study was to explore perceived barriers to the practice of professional autonomy from the perspectives of ICU nurses in Iran. In this qualitative study, 28 critical care nurses were interviewed using a semistructured in-depth interview method. The interviews were recorded, transcribed verbatim, and analyzed using content analysis. Data analysis led to identification of two main themes and five subthemes: (a) the profession-related barriers with two associated subthemes of "lack of capacity to exercise autonomy" and "lack of strong professional bodies"; (b) organizational barriers with the associated subthemes of "role ambiguity," "a directive rather than supportive workplace," and "lack of motivation." ICU nurses in Iran may face many challenges in gaining professional autonomy. The identified inter- and intraprofessional barriers to the exercise of autonomy need to be addressed to promote critical thinking, job satisfaction, and motivation of ICU nurses, which can in turn lead to improved patient outcomes. Copyright © 2016 Elsevier Inc. All rights reserved.

  9. Perceived autonomy in the first semester of mathematics studies

    OpenAIRE

    Liebendörfer, Michael; Hochmuth, Reinhard

    2015-01-01

    International audience; We focus on the perceived autonomy of mathematics students in their first semester at university. According to self-determination theory by Deci and Ryan (1985), students have to satisfy their need for autonomy in order to develop intrinsic motivation. Using two facets of autonomy, we analyse interview data to explore which situations foster or hinder the students' perceived autonomy. The main factors affecting students' autonomy are briefly discussed.

  10. Relationship Of Core Job Characteristics To Job Satisfaction And ...

    African Journals Online (AJOL)

    In order to clarify the conceptual and empirical distinction between job satisfaction and job involvement constructs, this study investigates the relationship between construction workers core job characteristics, job satisfaction and job involvement. It also investigates the mediating role of job satisfaction between core job ...

  11. The relationship between neuroticism and job satisfaction

    Directory of Open Access Journals (Sweden)

    Numanović Almedina

    2013-12-01

    Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material and Method: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfaction s, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  12. THE RELATIONSHIPBETWEEN NEUROTICISM AND JOB SATISFACTION

    Directory of Open Access Journals (Sweden)

    Numanovic Almedina

    2013-12-01

    Full Text Available Objective: In the narrowest sense job satisfaction is related with positive, emotional attachment of an individual to work. Greater number of researches consider that the job satisfaction include greater number of factors. On the other side the results of several studies show that there is a tendency towards higher positive correlations between different factors of job satisfaction suggesting the existence of one general factor towards work environment. Aim: The aim of the study was to determine the correlation between neoroticism and job satisfaction of teachers. Socio-demographics characzeristisc were also compared. Material andMethod: The study included 90 teachers, 44 (48,89% male and 46 (51,11% female, of primary school in Novi Pazar. The degree of neuroticism was measured using the test of general neuroticism, Cornell index, and job satisfaction using Questionnaire to test satisfaction with workplace and organization. Results: The obtained results show that there is moderate connection between neoroticism and job satisfaction. On the test of neuroticism, men showed far greater degree of neuroticism, both men and women showed the same degree of job satisfaction. On the CI-N4 test the older employees showed the higher degree of neuroticism than younger employees. Conclusion: It was discovered that there is a positive correlation between neuroticism and job satisfactions, in other words, as the person is more satisfied with job, neurotic symptoms are more expressed.

  13. Job Satisfaction and Job Performance at the Work Place

    OpenAIRE

    Vanden Berghe, Jae Hyung

    2011-01-01

    The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...

  14. Religious Belonging, Religious Agency, and Women’s Autonomy in Mozambique

    Science.gov (United States)

    Agadjanian, Victor; Yabiku, Scott T.

    2016-01-01

    Women’s autonomy has frequently been linked with women’s opportunities and investments, such as education, employment, and reproductive control. The association between women’s autonomy and religion in the developing world, however, has received less attention, and the few existing studies make comparisons across major religious traditions. In this study, we focus on variations in levels of female decision-making autonomy within a single religious tradition—Christianity. Using unique survey data from a predominantly Christian area in Mozambique, we devise an autonomy scale and apply it to compare women affiliated to different Christian denominations as well as unaffiliated women. In addition to affiliation, we examine the relationship between autonomy and women’s religious agency both within and outside their churches. Multivariate analyses show that women belonging to more liberal religious traditions (such as Catholicism and mainline Protestantism) and tend to have higher autonomy levels, regardless of other factors. These results are situated within the cross-national scholarship on religion and women’s empowerment and are interpreted in the context of gendered religious dynamics in Mozambique and similar developing settings. PMID:26973353

  15. Predicting individual differences in autonomy-connectedness: the role of body awareness, alexithymia, and assertiveness.

    Science.gov (United States)

    Bekker, Marrie H J; Croon, Marcel A; van Balkom, Esther G A; Vermee, Jennifer B G

    2008-06-01

    Autonomy-connectedness is the capacity for being on one's own as well as for satisfactorily engaging in interpersonal relationships. Associations have been shown between autonomy-connectedness components (self-awareness, sensitivity to others, and the capacity for managing new situations) and various indices of psychopathology. Both in a theoretical sense as well as for enhancing treatment and prevention, it is relevant to identify which factors most powerfully predict individual differences in autonomy-connectedness: body awareness, alexithymia, or assertiveness. The present study examined this question in a clinical sample of women who were diagnosed as having autonomy problems (N=52) and in a female nonclinical community sample (N=59). In line with expectations, assertiveness was a strong predictor of (all three components of) autonomy-connectedness, as was emotionalizing, one of the alexithymia-components, but the latter in an opposite direction than we had expected: the higher an individual's ability to emotionalize was, the less self-aware and capable to manage new situations that person was, and the more sensitive to others. Cognitive alexithymia contributed to self-awareness as well as to the capacity for managing new situations, and one of the components of body awareness appeared to predict capacity for managing new situations. Our results indicate that assertiveness training and the enhancement of emotion regulation are important elements of autonomy-connectedness targeted interventions. (c) 2008 Wiley Periodicals, Inc.

  16. Necrotizing enterocolitis is associated with earlier achievement of enteral autonomy in children with short bowel syndrome.

    Science.gov (United States)

    Sparks, Eric A; Khan, Faraz A; Fisher, Jeremy G; Fullerton, Brenna S; Hall, Amber; Raphael, Bram P; Duggan, Christopher; Modi, Biren P; Jaksic, Tom

    2016-01-01

    Necrotizing enterocolitis (NEC) remains one of the most common underlying diagnoses of short bowel syndrome (SBS) in children. The relationship between the etiology of SBS and ultimate enteral autonomy has not been well studied. This investigation sought to evaluate the rate of achievement of enteral autonomy in SBS patients with and without NEC. Following IRB approval, 109 patients (2002-2014) at a multidisciplinary intestinal rehabilitation program were reviewed. The primary outcome evaluated was achievement of enteral autonomy (i.e. fully weaning from parenteral nutrition). Patient demographics, primary diagnosis, residual small bowel length, percent expected small bowel length, median serum citrulline level, number of abdominal operations, status of the ileocecal valve (ICV), presence of ileostomy, liver function tests, and treatment for bacterial overgrowth were recorded for each patient. Median age at PN onset was 0 weeks [IQR 0-0]. Median residual small bowel length was 33.5 cm [IQR 20-70]. NEC was present in 37 of 109 (33.9%) of patients. 45 patients (41%) achieved enteral autonomy after a median PN duration of 15.3 [IQR 7.2-38.4]months. Overall, 64.9% of patients with NEC achieved enteral autonomy compared to 29.2% of patients with a different primary diagnosis (p=0.001, Fig. 1). Patients with NEC remained more likely than those without NEC to achieve enteral autonomy after two (45.5% vs. 12.0%) and four (35.7% vs. 6.3%) years on PN (Fig. 1). Logistic regression analysis demonstrated the following parameters as independent predictors of enteral autonomy: diagnosis of NEC (pChildren with SBS because of NEC have a significantly higher likelihood of fully weaning from parenteral nutrition compared to children with other causes of SBS. Additionally, patients with NEC may attain enteral autonomy even after long durations of parenteral support. Copyright © 2016 Elsevier Inc. All rights reserved.

  17. Women's autonomy and husbands' involvement in maternal health care in Nepal.

    Science.gov (United States)

    Thapa, Deependra Kaji; Niehof, Anke

    2013-09-01

    Both increasing women's autonomy and increasing husbands' involvement in maternal health care are promising strategies to enhance maternal health care utilization. However, these two may be at odds with each other insofar as autonomous women may not seek their husband's involvement, and involved husbands may limit women's autonomy. This study assessed the relationship between women's autonomy and husbands' involvement in maternal health care. Field work for this study was carried out during September-November 2011 in the Kailali district of Nepal. In-depth interviews and focus group discussions were used to investigate the extent of husbands' involvement in maternal health care. A survey was carried out among 341 randomly selected women who delivered a live baby within one year prior to the survey. The results show that husbands were involved in giving advice, supporting to reduce the household work burden, and making financial and transportation arrangements for the delivery. After adjustment for other covariates, economic autonomy was associated with lower likelihood of discussion with husband during pregnancy, while domestic decision-making autonomy was associated with both lower likelihood of discussion with husband during pregnancy and the husband's presence at antenatal care (ANC) visits. Movement autonomy was associated with lower likelihood of the husband's presence at ANC visits. Intra-spousal communication was associated with higher likelihood of discussing health with the husband during pregnancy, birth preparedness, and the husbands' presence at the health facility delivery. The magnitude and direction of association varied per autonomy dimension. These findings suggest that programs to improve the women's autonomy and at the same time increase the husband's involvement should be carefully planned. Despite the traditional cultural beliefs that go against the involvement of husbands, Nepalese husbands are increasingly entering into the area of maternal

  18. Maternal autonomy is inversely related to child stunting in Andhra Pradesh, India.

    Science.gov (United States)

    Shroff, Monal; Griffiths, Paula; Adair, Linda; Suchindran, Chirayath; Bentley, Margaret

    2009-01-01

    Child stunting, an outcome of chronic undernutrition, contributes to poor quality of life, morbidity and mortality. In South Asia, the low status of women is thought to be one of the primary determinants of undernutrition across the lifespan. Low female status can result in compromised health outcomes for women, which in turn are related to lower infant birthweight and may affect the quality of infant care and nutrition. Maternal autonomy (defined as a woman's personal power in the household and her ability to influence and change her environment) is likely an important factor influencing child care and ultimately infant and child health outcomes. To examine the relationship between maternal autonomy and child stunting in Andhra Pradesh, India, we analysed data from National Family Health Survey (NFHS)-2. We used cross-sectional demographic, health and anthropometric information for mothers and their oldest child autonomy are presented by four dimensions - decision making, permission to travel, attitude towards domestic violence and financial autonomy - constructed using seven binary variables. Logistic regression models were used to test associations between indicators of female autonomy and the risk of having a stunted child. Women with higher autonomy {indicated by access to money [odds ratio (OR) = 0.731; 95% confidence interval (CI) 0.546, 0.981] and freedom to choose to go to the market [OR = 0.593; 95% CI 0.376, 0.933]} were significantly less likely to have a stunted child, after controlling for household socio-economic status and mother's education. In this south Indian state, two dimensions of female autonomy have an independent effect on child growth, suggesting the need for interventions that increase women's financial and physical autonomy.

  19. Higher Education and European Regionalism.

    Science.gov (United States)

    Paterson, Lindsay

    2001-01-01

    Speculates about the relationship between two fundamental social changes occurring in Europe: the development of a mass higher education system and the slow decay of the old states that were inherited from the 19th century, eroded from below by various movements for national and regional autonomy, and eroded from above by the growing power and…

  20. Factors affecting allied health faculty job satisfaction: a literature review.

    Science.gov (United States)

    Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

    2011-01-01

    Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

  1. Pre-dialysis patients’ perceived autonomy, self-esteem and labor participation: associations with illness perceptions and treatment perceptions: a cross-sectional study.

    NARCIS (Netherlands)

    Jansen, D.L.; Grootendorst, D.C.; Rijken, M.; Heijmans, M.; Kaptein, A.A.; Boeschoten, E.W.; Dekker, F.W.

    2010-01-01

    BACKGROUND: Compared to healthy people, patients with chronic kidney disease (CKD) participate less in paid jobs and social activities. The aim of the study was to examine a) the perceived autonomy, self-esteem and labor participation of patients in the pre-dialysis phase, b) pre-dialysis patients'

  2. Autonomia outorgada e apropriação do trabalho Granted autonomy and work appropriation

    Directory of Open Access Journals (Sweden)

    Cinara L. Rosenfield

    2004-12-01

    Full Text Available O objetivo deste trabalho é discutir o significado da autonomia outorgada enquanto corolário organizacional de uma demanda de mobilização subjetiva. O trabalho vive a contradição entre a apologia da autonomia e uma organização do trabalho crescentemente normalizada, onde ser autônomo é a regra. O conceito de autonomia no trabalho lança mão de duas questões: a dimensão operacional e a dimensão identitária. A transformação do trabalho em um bem cuja possessão exige sacrifícios e a transformação do emprego em um privilégio culminam em uma sujeição da própria pessoa do trabalhador, sem se colocar realmente a questão da reapropriação do trabalho, o que a priori acompanharia a autonomia no trabalho. A questão central, no entanto, não pode se diluir neste paradoxo entre autonomia real e autonomia outorgada: a busca de autonomia situa-se fora da lógica econômica e dentro de uma lógica de valores e de conquista de sentido, enquanto que a autonomia outorgada inscreve-se em uma lógica instrumental.This work is aimed at debating the meaning of granted autonomy as the organizational corollary of a subjective mobilization demand. Labor in undergoing the contradiction between the eulogy to autonomy and an increasing normalized labor organization, where being autonomous is the rule. The concept of labor autonomy resorts to two issues: the operational dimension and the identity dimension. The transformation of labor into a good whose possession demands sacrifices and the transformation of the job into a privilege culminate at subjection of the worker's very person, without really raising the issue of labor re-appropriation, which a priori follows labor autonomy. The core issue, however, cannot be diluted into this paradox between real autonomy and granted autonomy: the search for autonomy is placed out of the economic logic and within a logic of values and achievement of meaning, while granted autonomy is part of an

  3. Controlled Autonomy: Novice Principals' Schema for District Control and School Autonomy

    Science.gov (United States)

    Weiner, Jennie M.; Woulfin, Sarah L.

    2017-01-01

    Purpose: The purpose of this paper is to gain insights into how a group of novice principals, all in schools that deployed principles of autonomy as mechanisms for improvement, conceptualized what the authors label "controlled autonomy"--a condition in which school leaders are expected to both make site-based decisions and be accountable…

  4. Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator.

    Science.gov (United States)

    Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

    2015-03-15

    Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction.

  5. Autonomy, trajectories and knowledge of workers and students of Adults and Adolescents Education

    Directory of Open Access Journals (Sweden)

    Ivan Livindo de Senna Corrêa

    2014-06-01

    Full Text Available This study aims to analyze the construction of autonomy, life trajectories and the work, as well as the knowledge of self-employed workers and students of Adult and Adolescents Education (EJA of Colégio de Aplicação from UFRGS. The study also tries to find reasons that made these individuals return to school. The data collecting was done through questions and a semi structured interview. The obtained results were: a the reasons for returning to school were knowledge, personal improvement and job upward; b the autonomy is relative to work conditions and decision making; c the trajectories were fragmented throughout child labor and school exclusion; d the knowledge experience is constituted by the observation, daily relationships and by the autonomously search for information and knowledge.

  6. The German Physical Society in the Third Reich physicists between autonomy and accommodation

    CERN Document Server

    Walker, Mark

    2012-01-01

    This is a history of one of the oldest and most important scientific societies, the German Physical Society, during the Nazi regime and immediate postwar period. When Hitler was appointed chancellor of Germany in 1933, the Physical Society included prominent Jewish scientists as members, including Fritz Haber and Albert Einstein. As Jewish scientists lost their jobs and emigrated, the Society gradually lost members. In 1938, under pressure from the Nazi Ministry of Science, Education, and Culture, the Society forced out the last of its Jewish colleagues. This action was just the most prominent example of the tension between accommodation and autonomy that characterized the challenges facing physicists in the society. They strove to retain as much autonomy as possible, but tried to achieve this by accommodating themselves to Nazi policies, which culminated in the campaign by the Society’s president to place physics in the service of the war effort.

  7. Service with a smile: do emotional intelligence, gender, and autonomy moderate the emotional labor process?

    Science.gov (United States)

    Johnson, Hazel-Anne M; Spector, Paul E

    2007-10-01

    This survey study of 176 participants from eight customer service organizations investigated how individual factors moderate the impact of emotional labor strategies on employee well-being. Hierarchical regression analyses indicated that gender and autonomy were significant moderators of the relationships between emotional labor strategies and the personal outcomes of emotional exhaustion, affective well-being, and job satisfaction. Females were more likely to experience negative consequences when engaging in surface acting. Autonomy served to alleviate negative outcomes for individuals who used emotional labor strategies often. Contrary to our hypotheses, emotional intelligence did not moderate the relationship between the emotional labor strategies and personal outcomes. Results demonstrated how the emotional labor process can influence employee well-being. (c) 2007 APA, all rights reserved.

  8. Testing causal models of job characteristics and employee well-being : a replication study using cross-lagged structural equation modelling

    NARCIS (Netherlands)

    Doest, ter L.; Jonge, de J.

    2006-01-01

    This study re-evaluated causal relationships between job characteristics (demands, autonomy, social support) and employee well-being (job satisfaction, emotional exhaustion) in a methodological replication of De Jonge et al.'s (2001) two-wave panel study. The principal difference was the 2-year time

  9. The relations of parental autonomy support to cultural internalization and well-being of immigrants and sojourners.

    Science.gov (United States)

    Downie, Michelle; Chua, Sook Ning; Koestner, Richard; Barrios, Maria-Fernanda; Rip, Blanka; M'Birkou, Sawsan

    2007-07-01

    Previous research has demonstrated that autonomy support is one particularly effective means of promoting internalization and fostering well-being. The present study sought to determine if this would also be the case with regards to culture by testing the relation of perceived parental autonomy support to the cultural internalization and well-being of multicultural students. In Study 1, 105 multicultural participants living in Canada were more likely to have fully internalized their host and heritage cultures and to have higher self-reported well-being when they reported that their parents were autonomy supportive. In Study 2, 125 Chinese-Malaysians sojourners were also more likely to have fully internalized their heritage culture and indicated higher well-being when they perceived their parents as autonomy supportive. In both studies, heritage cultural internalization was also associated with higher well-being. Copyright 2007 APA

  10. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

    be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... of these results preserve the essential tractability of the baseline model with aggregate shocks. Therefore, we o¤er a parsimonious, general equilibrium framework in which to study the process by which the contin- uous dispersion of wages and productivities varies over the business cycle for a large population...

  11. Perceived autonomy and self-esteem in Dutch dialysis patients: the importance of illness and treatment perceptions.

    OpenAIRE

    Jansen, D.L.; Rijken, M.; Heijmans, M.; Boeschoten, E.W.

    2010-01-01

    Compared to healthy people, end-stage renal disease (ESRD) patients participate less in paid jobs and social activities. This study explored the perceived autonomy, state self-esteem and labour participation in ESRD patients on dialysis, and the role illness and treatment perceptions play in these concepts. Patients completed questionnaires at home or in the dialysis centre (N¼166). Data were analysed using bivariate and multivariate analyses. Labour participation among dialysis patients was ...

  12. Autonomy, Positive Relationships, and IL-6: Evidence for Gender-Specific Effects

    Science.gov (United States)

    Eisenlohr-Moul, Tory A.; Segerstrom, Suzanne C.

    2014-01-01

    Objectives A body of evidence indicates that women value relationship-centered aspects of well-being more than men do, while men value autonomy-centered aspects of well-being more than women do. The current study examined whether gender moderates relations between autonomy and positive relationships and interleukin-6 (IL-6), a cytokine associated with inflammatory processes. Aspects of well-being consistent with gender-linked values were expected to be most health-protective such that positive relationships would predict lower IL-6 only or more strongly in women, and autonomy would predict lower IL-6 only or more strongly in men. Methods In the first study, a sample of 119 older adults (55% female) living in Kentucky were visited in their homes for interviews and blood draws. In the second study, a sample of 1,028 adults (45% female) living across the United States (U.S.) underwent a telephone interview followed by a visit to a research center for blood draws. Results In the Kentucky sample, autonomy was quadratically related to IL-6 such that average autonomy predicted higher IL-6; this effect was stronger in men, providing support for our hypothesis only at above average levels of IL-6. In the U.S. national sample, more positive relationships were associated with lower IL-6 in women only. When the national sample was restricted to match the Kentucky sample, higher autonomy was associated with lower IL-6 in men only. Conclusions Results provide preliminary evidence for gender-specific effects of positive relationships and autonomy on IL-6. Further work is needed to establish the generalizability of these effects to different ages, cultures, and health statuses. PMID:22908985

  13. Are flexible contracts bad for workers? Evidence from job satisfaction data

    OpenAIRE

    Green, C; Heywood, J S

    2007-01-01

    If workers can choose between permanent and flexible contracts, compensating wage differentials should arise to equalize on-the-job utility in the two types of contracts. Estimating job satisfaction using the British Household Panel Survey shows that agency and casual contracts are associated with routinely lower satisfaction. This results because the low job satisfaction associated with less job security is not offset by higher compensation or other job characteristics. Job security is suffi...

  14. Management's Ecstasy and Disparity Over Job Enrichment

    Science.gov (United States)

    King, Albert S.

    1976-01-01

    A case study analyzing job enrichment schemes and manager expectations of increased productivity is presented. It was found that it was the managers' expectations of increased productivity, not the reorganization of work, that led to higher productivity. (EC)

  15. Job satisfaction survey among health centers staff.

    Science.gov (United States)

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a two-part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains. Reliability was obtained for each domain and its validity was reported 0.93. The results showed an overall satisfaction score averages 43.55 ± 12.8 (from 100). Job satisfaction score was not significantly different between the sexes. However, within the current attitude toward job satisfaction, men scores was better than women (P = 0.001). Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion. The more the years of work, the less the job satisfaction was. The attitude toward the current job had a direct relationship with income (P = 0.01). There was a significant inverse relationship between educational level and job satisfaction in domains promotion, income, and benefits (P = 0.01). The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work.

  16. Autonomy of imagery and production of original verbal images.

    Science.gov (United States)

    Khatena, J

    1976-08-01

    90 college students (31 men and 59 women) were categorized as moderately autonomous, less autonomous (less highly controlled) and non-autonomous (high controlled) imagers according to the Gordon Test of Visual Imagery Control Moderately autonomous imagers produced significantly more original verbal images than less autonomous and non-autonomous imagers with less autonomous imagers scoring higher than non-autonomous imagers as measured by Onomatopoeia and Images. There were no significant sex main effects of interaction of autonomy of imagery level X sex.

  17. Work engagement and financial returns : a diary study on the role of job and personal resources

    NARCIS (Netherlands)

    Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.

    2009-01-01

    This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and optimism), work engagement, and financial returns. Forty-two employees working in three branches of a

  18. Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance

    Science.gov (United States)

    Ivancevich, John M.; Donnelly, James H., Jr.

    1975-01-01

    Reports on the relationship between organizational shape or structure (tall, medium, and flat) and job satisfaction, anxiety-stress, and performance. Indicates that salesmen in flat organizations perceive more autonomy and more satisfaction with respect to self-actualization, perceive lower amounts of anxiety-stress, and perform more efficiently.…

  19. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

    The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

  20. A Multi-Informant Examination of Maternal Symptoms and Autonomy Granting in Youth Anxiety.

    Science.gov (United States)

    Wei, Chiaying; Swan, Anna J; Makover, Heather B; Kendall, Philip C

    2017-12-01

    Evidence suggests the important role of (a) parenting behaviors and (b) parental psychopathology in the development and maintenance of youth anxiety. Using a multi-informant approach, the current study examined the association of maternal autonomy granting and maternal symptoms (i.e., anxiety and depression) with youth anxiety among mothers and 88 youth (ages of 6-17) diagnosed with a principal anxiety disorder. Results from the generalized estimating equations (GEE) analyses indicated that mothers reported higher youth anxiety symptoms compared to youth self-reports. Youth-perceived maternal autonomy granting was inversely associated with youth anxiety, and maternal self-reported anxiety and depressive symptoms significantly moderated this relationship: As mothers reported higher anxiety and depressive symptoms, the inverse association between parental autonomy granting and youth anxiety weakened. The interaction between parenting behavior and parental psychopathology significantly influenced youth anxiety symptoms, which presents important clinical implications to integrate into parenting work in the treatment of youth anxiety disorders.