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

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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.

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

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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).

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

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

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

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

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

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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.

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...

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

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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.

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

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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.

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

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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.

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

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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.

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

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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.

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

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...

Job Characteristics, Core Self-Evaluations, and Job Satisfaction: What's Age Got to Do with It?

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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…

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

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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

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

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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…

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...

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

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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…

Effects of core self-evaluations on the job burnout of nurses: the mediator of organizational commitment.

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Zhou, Yangen; Lu, Jiamei; Liu, Xianmin; Zhang, Pengcheng; Chen, Wuying

2014-01-01

To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. To enhance nurses' Core self-evaluations can reduce the incidence of job burnout.

Core self-evaluations and job and life satisfaction: the role of self-concordance and goal attainment.

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Judge, Timothy A; Bono, Joyce E; Erez, Amir; Locke, Edwin A

2005-03-01

The present study tested a model explaining how the core self-evaluations (i.e., positive self-regard) concept is linked to job and life satisfaction. The self-concordance model, which focuses on motives underlying goal pursuit, was used as an explanatory framework. Data were collected from 2 samples: (a) 183 university students (longitudinal measures of goal attainment and life satisfaction were used) and (b) 251 employees (longitudinal measures of goal attainment and job satisfaction were utilized). In both studies, the core self-evaluations concept was positively related to goal self-concordance, meaning that individuals with positive self-regard were more likely to pursue goals for intrinsic and identified (value-congruent) reasons. Furthermore, in both studies, goal self-concordance was related to satisfaction (job satisfaction in Study 1 and life satisfaction in Study 2).

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

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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.

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

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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.

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

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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.

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

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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.

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

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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.

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

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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.

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

Job satisfaction and job content in Dutch dental hygienists.

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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.

The mediating role of nurses' professional commitment in the relationship between core self-evaluation and job satisfaction.

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Barać, Ivana; Prlić, Nada; Plužarić, Jadranka; Farčić, Nikolina; Kovačević, Suzana

2018-05-11

The aim of this study was to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction. A cross-sectional design was applied. Data were collected between April 2016 and November 2016 from 584 nurses of the University Hospital Osijek. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' professional commitment scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used to test the prediction of nurses' professional commitment and core self-evaluation on job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (CSE) and criterion variable (JS). As a mediator, it explains what the effect is, provided that correlations between all variables are significant. The correlation analyses reveal significant positive correlations between job satisfaction and core self evaluation (r = 0.441, p > 0.001) and also between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results showed that nurses' professional commitment mediates the relationship between core self evaluation and job satisfaction. Bootstrap analysis showed that core self evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction ( β = 0.78, p core self evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**). Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work. This

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

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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.

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

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

Family incivility and job performance: a moderated mediation model of psychological distress and core self-evaluation.

Science.gov (United States)

Lim, Sandy; Tai, Kenneth

2014-03-01

This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.

Core Self-Evaluations and Job Satisfaction: The Role of Organizational and Community Embeddedness.

OpenAIRE

Oyler, Jennifer D.

2007-01-01

This study extends job embeddedness and job satisfaction theory in several notable directions. As hypothesized, structural equation modeling revealed that community embeddedness was a partial mediator of the relationship between core self-evaluations and job satisfaction. Contrary to job embeddedness theory, this study found that organizational embeddedness and job satisfaction were best represented by a single latent factor. Thus, organizational embeddedness did not act as a mediator of the ...

Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity.

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Hsieh, Hui-Hsien; Huang, Jie-Tsuen

2017-04-03

This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.

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

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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.

CORE SELF-EVALUATIONS, JOB SATISFACTION, TRANSFORMATIONAL AND SERVANT LEADERSHIP MODEL IN THE ROMAN CATHOLIC EDUCATION SYSTEM

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Mary Caroline N. Castano

2017-12-01

Full Text Available Core self-evaluations, effective leadership styles and employee job satisfaction are essential factors for organizational success. This paper aims to determine the relationship of the leader’s core self-evaluations, transformational leadership and servant leadership styles to their follower’s job satisfaction in selected Parochial Schools in Manila, Philippines under the Roman Catholic Education System. The respondents were selected according to certain criteria. Descriptive correlational design was used. In total, 308 individuals from the teaching and non-teaching personnel participated. The data were collected using survey questionnaires. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM. Research findings revealed that a positive relationship exists between leader’s core self-evaluations and transformational leadership; core self-evaluations to servant leadership; transformational leadership to job satisfaction; and servant leadership to job satisfaction. These relationships are statistically significant. The relationship of the leader’s core self-evaluations to the follower’s job satisfaction indicated a direct effect but were statistically non-significant on the basis of its p-value. The major contribution of the current study is to extend the limited literature regarding the antecedents of the four (4 selected variables. The researcher recommends to the school leaders to create a motivating environment through a more transformational and servant leadership behavior that will enhance their follower’s work satisfaction.

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

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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).

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

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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…

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

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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…

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

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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.

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

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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.

Motivational Mechanisms in the Relation between Job Characteristics and Employee Functioning.

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Olafsen, Anja H; Halvari, Hallgeir

2017-08-07

This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. In particular, task autonomy had a positive relation to autonomy satisfaction (p motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p motivation and between the basic needs and work performance (p motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.

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

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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…

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...

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

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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.

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

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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

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

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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.

Self-regulation during job search: the opposing effects of employment self-efficacy and job search behavior self-efficacy.

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Liu, Songqi; Wang, Mo; Liao, Hui; Shi, Junqi

2014-11-01

Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

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

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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.

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'

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

Students' autonomy and teacher's interpersonal style in self-determination theory

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Lalić-Vučetić Nataša

2009-01-01

Full Text Available Starting from psychological needs that are considered basic within self-determination theory (autonomy, competence and relatedness, the importance of encouraging students' autonomy in school context is particularly emphasised. Appreciation of students' autonomy has a stimulating effect on school achievement, conceptual understanding, creativity development, strengthening of self-esteem, and students adapt better to school system and demonstrate a larger degree of internalisation of school rules and intrinsic motivation. Teachers' behavioural style largely determines the degree of students' autonomy in school life and work. Self-determination theory implies the necessity of agreement between the developmental need for autonomy in children and the level of adult control and distinguishes between two styles of interpersonal behavior of teachers: (a those who offer support to students' autonomy by their behavior and (b those that are predominantly inclined to control students' behavior. This paper also points out to different strategies that can be applied by teachers in working with students in school, which also contribute to the development of students' autonomy. What is especially encouraging is the fact that it is possible to learn and to develop 'appreciation of students' autonomy' as teacher's interpersonal style.

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

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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…

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 ...

Autonomy and Firefighting: Perceived Competence and Stress.

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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.

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

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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…

Students' autonomy and teacher's interpersonal style in self-determination theory

OpenAIRE

Lalić-Vučetić Nataša; Đerić Ivana; Đević Rajka

2009-01-01

Starting from psychological needs that are considered basic within self-determination theory (autonomy, competence and relatedness), the importance of encouraging students' autonomy in school context is particularly emphasised. Appreciation of students' autonomy has a stimulating effect on school achievement, conceptual understanding, creativity development, strengthening of self-esteem, and students adapt better to school system and demonstrate a larger degree of internalisation of school ru...

It Comes With the Job: Work Organizational, Job Design, and Self-Regulatory Barriers to Improving the Health Status of Train Drivers.

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Naweed, Anjum; Chapman, Janine; Allan, Matthew; Trigg, Joshua

2017-03-01

This study aimed to examine the impacts of key barriers to improving the occupational health status of Australian train drivers. From May to June, 2015, five semi-structured qualitative focus groups were conducted with 29 train drivers from South Australian, Victorian, and New South Wales-based rail organizations in Australia. Occupational health was impeded by multiple barriers regarding sleep (patterns/fatigue), diet (planning/context), mental health (occupational stress), rostering (low autonomy), sedentary time, low fitness motivation, and family/social life conflicts. Work organizational barriers included communication issues, low organizational support, and existing social norms. Job design barriers included rostering, fatigue, stimulant reliance, and family/social life imbalances. Self-regulatory barriers included dietary and exercise patterns habits and patterns. Occupational health interventions for Australian train drivers must address work organizational, job design, and self-regulatory barriers to healthier lifestyle behaviors.

Evaluating Learner Autonomy: A Dynamic Model with Descriptors

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Maria Giovanna Tassinari

2012-03-01

Full Text Available Every autonomous learning process should entail an evaluation of the learner’s competencies for autonomy. The dynamic model of learner autonomy described in this paper is a tool designed in order to support the self-assessment and evaluation of learning competencies and to help both learners and advisors to focus on relevant aspects of the learning process. The dynamic model accounts for cognitive, metacognitive, action-oriented and affective components of learner autonomy and provides descriptors of learners’ attitudes, competencies and behaviors. It is dynamic in order to allow learners to focus on their own needs and goals.The model (http://www.sprachenzentrum.fuberlin.de/v/autonomiemodell/index.html has been validated in several workshops with experts at the Université Nancy 2, France and at the Freie Universität Berlin, Germany and tested by students, advisors and teachers. It is currently used at the Centre for Independent Language Learning at the Freie Universität Berlin for language advising. Learners can freely choose the components they would like to assess themselves in. Their assessment is then discussed in an advising session, where the learner and the advisor can compare their perspectives, focus on single aspects of the leaning process and set goals for further learning. The students’ feedback gathered in my PhD investigation shows that they are able to benefit from this evaluation; their awareness, self-reflection and decision-making in the autonomous learning process improved.

What’s Mine is Yours : the Crossover of Job-related Self-evaluations within Working Couples

OpenAIRE

Neff, Angela

2012-01-01

Self-esteem and self-efficacy have been shown to be important in employees’ working lives. Both constructs predict employees’ positive work-related behavior as well as their perceived well-being. This dissertation adds to research on sources of employees’ job-related self-evaluations by examining correlates of employees’ self-esteem and self-efficacy in the non-work domain. Specifically, the present dissertation focuses on the crossover of self-esteem and self-efficacy in dual-earner relation...

I won't let you down... or will I? Core self-evaluations, other-orientation, anticipated guilt and gratitude, and job performance.

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Grant, Adam M; Wrzesniewski, Amy

2010-01-01

Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance. Copyright 2009 APA, all rights reserved.

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

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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.

The job self-efficacy and job involvement of clinical nursing teachers.

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Yang, Hui-Ling; Kao, Yu-Hsiu; Huang, Yi-Ching

2006-09-01

This paper explored the present status of self-efficacy and job involvement of clinical nursing teachers and investigated the predictive power of teachers' personal background variables on such, as well as the relationship between self-efficacy and job involvement. A total of 419 participants in the survey sample were chosen among clinical nursing teachers at 19 public and private institutes of technology and junior colleges in Taiwan in 2004. The self-developed structural questionnaire was categorized into three sections, including personal background data, job self-efficacy related to the clinical teaching inventory and job involvement related to clinical teaching inventory. Of the total 419 questionnaires distributed for this cross-sectional survey, 266 valid copies were registered, at a recovery rate of 63%. Findings indicated that both the job self-efficacy and job involvement of clinical nursing teachers are at a medium to high level and that significant differences exist in job self-efficacy and job involvement based on differences in age, marital status, teaching seniority, teacher qualifications, and job satisfaction. Second, samples have significantly different performance in self-efficacy due to differences in education level attained and the medical institution to which nursing teachers had been assigned. Self-efficacy and job involvement are significantly positively correlated. These results can serve as a reference for the cultivation of nursing teachers and reform of clinical nursing education in the future.

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

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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

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

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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.

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

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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…

Self-regulation and the problem of human autonomy: does psychology need choice, self-determination, and will?

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Ryan, Richard M; Deci, Edward L

2006-12-01

The term autonomy literally refers to regulation by the self. Its opposite, heteronomy, refers to controlled regulation, or regulation that occurs without self-endorsement. At a time when philosophers and economists are increasingly detailing the nature of autonomy and recognizing its social and practical significance, many psychologists are questioning the reality and import of autonomy and closely related phenomena such as will, choice, and freedom. Using the framework of self-determination theory (Ryan & Deci, 2000), we review research concerning the benefits of autonomous versus controlled regulation for goal performance, persistence, affective experience, quality of relationships, and well-being across domains and cultures. We also address some of the controversies and terminological issues surrounding the construct of autonomy, including critiques of autonomy by biological reductionists, cultural relativists, and behaviorists. We conclude that there is a universal and cross-developmental value to autonomous regulation when the construct is understood in an exacting way.

Marked differences in core beliefs about self and others, between sociotropy and autonomy: personality vulnerabilities in the cognitive model of depression

Directory of Open Access Journals (Sweden)

Otani K

2018-03-01

Full Text Available Koichi Otani, Akihito Suzuki, Yoshihiko Matsumoto, Toshinori Shirata Department of Psychiatry, Yamagata University School of Medicine, Yamagata, Japan Objective: The cognitive model of depression posits two distinctive personality vulnerabilities termed sociotropy and autonomy, each of which is composed of a cluster of maladaptive self-schemas. It is postulated that negative core beliefs about self underlie maladaptive self-schemas as a whole, whereas those about others may be implicated in the autonomous self-schemas. Therefore, the present study examined the relations of sociotropy and autonomy with core beliefs about self and others.Methods: The sample of this study consisted of 321 healthy Japanese volunteers. Sociotropy and autonomy were evaluated by the corresponding subscales of the Sociotropy–Autonomy Scale. Core beliefs about self and others were assessed by the negative-self, positive-self, negative-other and positive-other subscales of the Brief Core Schema Scales.Results: In the forced multiple regression analysis, sociotropy scores were correlated with negative-self scores (β = 0.389, P < 0.001. Meanwhile, autonomy scores were correlated with positive-self scores (β = 0.199, P < 0.01 and negative-other scores (β = 0.191, P < 0.01.Conclusion: The present study suggests marked differences in core beliefs about self and others between sociotropy and autonomy, further contrasting the two personality vulnerabilities to depression. Keywords: sociotropy, autonomy, core belief, self, other, personality, cognitive vulnerability

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

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

[Effect of leader-member exchange on nurses'sense of calling in workplace].

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Zhang, L G; Ma, H L; Wang, Z J; Zhou, Y Y; Jin, T T

2017-12-20

Objective: To investigate the effect of leader-member exchange on nurses'sense of calling in workplace based on self-determination theory. Methods: A total of 381 nurses were randomly selected from five tertiary general hospitals in Zhejiang province, China from October to December, 2016. They were subjected to a survey using the Leader-Member Exchange Scale, Job Autonomy Scale, Core Self-Evaluation Scale, and Calling Scale. The mediating effect was used to test the procedures and the data were subjected to hierarchical regression analysis. Results: The leader-member exchange was positively correlated with job autonomy, core self-evaluation, and sense of calling ( r =0.471, P exchange had a positive predictive effect on job autonomy and sense of calling ( β = 0.47, P exchange and sense of calling ( F =66.50, P exchange and job autonomy ( F =27.81, P exchange enhances the sense of calling by improving staffs' job autonomy and the core self-evaluation reduces the positive relationship between leader-member exchange and job autonomy.

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

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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…

[The effect of humor in the workplace on mental/physical health and self-evaluation of job performance].

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Maruyama, Junichi; Fuji, Kei

2016-04-01

In this study we aimed to examine the contents of humor in the Japanese workplace and to understand the effects of humor on mental/physical health and self-evaluation of job performance. Japanese workers (N = 436) responded to questionnaires addressing workplace humor, feelings about workplace, workplace communication, mental/physical health, and perceived job performance. An exploratory factor analysis indicated that there are five types of workplace humor: norm-violating humor, experience-sharing humor workplace-enjoying humor, people-recalling humor, and outside-mocking humor. A covariance structural analysis showed that norm-violating humor and workplace-enjoying humor decreased mental and physical health by promoting both negative feelings in the workplace and self-disclosure about the negative side of work. Results also revealed that experience-sharing humor, people-recalling humor, and outside-mocking humor had a positive effect on the self-evaluation of job performance as well as mental and physical health, by promoting both positive feelings and mutual communication in the workplace. Results suggest that humor in the workplace has various influences on workers depending on the type of workplace humor.

Marked differences in core beliefs about self and others, between sociotropy and autonomy: personality vulnerabilities in the cognitive model of depression.

Science.gov (United States)

Otani, Koichi; Suzuki, Akihito; Matsumoto, Yoshihiko; Shirata, Toshinori

2018-01-01

The cognitive model of depression posits two distinctive personality vulnerabilities termed sociotropy and autonomy, each of which is composed of a cluster of maladaptive self-schemas. It is postulated that negative core beliefs about self underlie maladaptive self-schemas as a whole, whereas those about others may be implicated in the autonomous self-schemas. Therefore, the present study examined the relations of sociotropy and autonomy with core beliefs about self and others. The sample of this study consisted of 321 healthy Japanese volunteers. Sociotropy and autonomy were evaluated by the corresponding subscales of the Sociotropy-Autonomy Scale. Core beliefs about self and others were assessed by the negative-self, positive-self, negative-other and positive-other subscales of the Brief Core Schema Scales. In the forced multiple regression analysis, sociotropy scores were correlated with negative-self scores ( β = 0.389, P vulnerabilities to depression.

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

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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.

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...

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

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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.

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

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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

The Influence of Leadership Style on Teacher Job Satisfaction.

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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…

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.

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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.

Core self-evaluations and work engagement: Testing a perception, action, and development path.

Directory of Open Access Journals (Sweden)

Maria Tims

Full Text Available Core self-evaluations (CSE have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and subsequently providing a first test of theoretically relevant mediating paths through which CSE may be related to work engagement. Based on approach/avoidance motivation and Job Demands-Resources theory, we examined a perception (via job characteristics, action (via job crafting, and development path (via career competencies. Two independent samples were obtained from employees working in Germany and The Netherlands (N = 303 and N = 404, respectively. When taking all mediators into account, results showed that the perception path represented by autonomy and social support played a minor role in the relationship between CSE and work engagement. Specifically, autonomy did not function as a mediator in both samples while social support played a marginally significant role in the CSE-work engagement relationship in sample 1 and received full support in sample 2. The action path exemplified by job crafting mediated the relationship between CSE and work engagement in both samples. Finally, the development path operationalized with career competencies mediated the relationship between CSE and work engagement in sample 1. The study presents evidence for an action and development path over and above the often tested perception path to explain how CSE is related to work engagement. This is one of the first studies to propose and show that CSE not only influences perceptions but also triggers employee actions and developmental strategies that relate to work engagement.

Core self-evaluations and work engagement: Testing a perception, action, and development path

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Akkermans, Jos

2017-01-01

Core self-evaluations (CSE) have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and subsequently providing a first test of theoretically relevant mediating paths through which CSE may be related to work engagement. Based on approach/avoidance motivation and Job Demands-Resources theory, we examined a perception (via job characteristics), action (via job crafting), and development path (via career competencies). Two independent samples were obtained from employees working in Germany and The Netherlands (N = 303 and N = 404, respectively). When taking all mediators into account, results showed that the perception path represented by autonomy and social support played a minor role in the relationship between CSE and work engagement. Specifically, autonomy did not function as a mediator in both samples while social support played a marginally significant role in the CSE–work engagement relationship in sample 1 and received full support in sample 2. The action path exemplified by job crafting mediated the relationship between CSE and work engagement in both samples. Finally, the development path operationalized with career competencies mediated the relationship between CSE and work engagement in sample 1. The study presents evidence for an action and development path over and above the often tested perception path to explain how CSE is related to work engagement. This is one of the first studies to propose and show that CSE not only influences perceptions but also triggers employee actions and developmental strategies that relate to work engagement. PMID:28787464

Core self-evaluations and work engagement: Testing a perception, action, and development path.

Science.gov (United States)

Tims, Maria; Akkermans, Jos

2017-01-01

Core self-evaluations (CSE) have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and subsequently providing a first test of theoretically relevant mediating paths through which CSE may be related to work engagement. Based on approach/avoidance motivation and Job Demands-Resources theory, we examined a perception (via job characteristics), action (via job crafting), and development path (via career competencies). Two independent samples were obtained from employees working in Germany and The Netherlands (N = 303 and N = 404, respectively). When taking all mediators into account, results showed that the perception path represented by autonomy and social support played a minor role in the relationship between CSE and work engagement. Specifically, autonomy did not function as a mediator in both samples while social support played a marginally significant role in the CSE-work engagement relationship in sample 1 and received full support in sample 2. The action path exemplified by job crafting mediated the relationship between CSE and work engagement in both samples. Finally, the development path operationalized with career competencies mediated the relationship between CSE and work engagement in sample 1. The study presents evidence for an action and development path over and above the often tested perception path to explain how CSE is related to work engagement. This is one of the first studies to propose and show that CSE not only influences perceptions but also triggers employee actions and developmental strategies that relate to work engagement.

Development of a behavioural self-regulation intervention to improve employment, autonomy and self-esteem in ESRD patients.

OpenAIRE

Jansen, D.; Heijmans, M.; Rijken, M.

2008-01-01

Background: The aim was to develop a psychological intervention for ESRD patients and their partners aimed at maintaining/widening patients’ daily activities including work, and increasing patients’ autonomy and self-esteem. Methods: The intervention was based on self-regulation theory, social learning theory, selfdetermination theory and results of a cross-sectional study on the role of illness/treatment perceptions, and social support/overprotection in perceived autonomy, state self-esteem ...

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.

Learner autonomy, self regulation and metacognition

Directory of Open Access Journals (Sweden)

Feryal Çubukcu

2009-10-01

Full Text Available Different theories try to explain why some students are more successful than the others. Phenomenologists (Mc Combs, 1989 study self concepts of the students and find such students prone to achieve more. Attributional Theorists (Dweck, 1986; Weiner, 2005 focus on personal outcome such as effort or ability. Metacognitive theorists (Pressley, 2000; Schunk, Pintrich & Meece, 2007 examine students’ self regulated learning strategies whereas Constructivists (Maxim, 2009; Paris & Byrnes, 1989 believe supportive environments are important to be successful. In this study, the metacognitive theory will be given more importance and the purpose of the article is to find the correlation between self regulation, metacognition and autonomy.

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.

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...

A Mediational Model of Autonomy, Self-Esteem, and Eating Disordered Attitudes and Behaviors.

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Frederick, Christina M.; Grow, Virginia M.

1996-01-01

Findings from a study of the relationships among autonomy deficits, low self-esteem, and eating disorders of 71 college women supported a mediational model in which lack of autonomy was related to decreased global self-esteem, which in turn was associated with bulimia and body dissatisfaction. (SLD)

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

The Relationship among Iranian EFL Learners' Self-Efficacy, Autonomy and Listening Comprehension Ability

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Tabrizi, Haleh Mojarrabi; Saeidi, Mahnaz

2015-01-01

This study investigated the interrelationships among EFL learners' self-efficacy, autonomy and listening comprehension ability. Ninety female learners of intermediate level participated in the study. They were between 16 and 24 years old. In order to obtain the required data on the three variables (i.e., self-efficacy, autonomy, and listening…

Does self-employment really raise job satisfaction? Adaptation and anticipation effects on self-employment and general job changes

OpenAIRE

Hanglberger, Dominik; Merz, Joachim

2015-01-01

Empirical analyses using cross-sectional and panel data found significantly higher levels of job satisfaction for the self-employed than for employees. We argue that by neglecting anticipation and adaptation effects estimates in previous studies might be misleading. To test this, we specify models accounting for anticipation and adaptation to self-employment and general job changes. In contrast to recent literature we find no specific long-term effect of self-employment on job satisfaction. A...

Motivational techniques to improve self-care in hemophilia: the need to support autonomy in children.

Science.gov (United States)

Bérubé, Sarah; Mouillard, Florine; Amesse, Claudine; Sultan, Serge

2016-01-11

In pediatric hemophilia, caregivers are facing unique challenges to adherence and self-care in children and adolescents with hemophilia. Hemophilia treatment requires adequate prophylaxis and on-demand treatment, as well as a clear behavioral strategy to limit risk-taking in terms of physical exercise and diet. Medication adherence rates of hemophilia patients have been reported to decrease during late childhood and adolescence. In the developing child, moving safely from parent-care to self-care is one of the greatest challenges of integrative care within this domain. There is a clear need for initiatives designed to increase an individual's motivation for treatment and self-care activities. Among motivational approaches, the self-determination perspective offers a useful framework to explain how the transition to self-care can be facilitated. We discuss how motivation regarding hemophilia treatment may be increased through parental autonomy support and we offer examples of applied communication techniques to facilitate autonomy-supportive caregiving. Although it has not yet been tested in the context of hemophilia, these communication techniques could potentially help caregivers promote adherence and self-care in children. Confronted by unique challenges to adherence and self-care, caregivers of children with hemophilia should move from an exclusive focus on illness-management education to an integrative strategy, including motivation-enhancing communication. The self-determination perspective provides important proximal objectives (e.g. autonomy support) to maintain optimal adherence in adolescents as they move from parent-care to self-care. Future research initiatives should address the practice of these communication techniques and evaluate them in the context of hemophilia.

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…

Evaluation of a Multiple Mediator Model of the Relationship between Core Self-Evaluations and Job Satisfaction in Employed Individuals with Disabilities

Science.gov (United States)

Smedema, Susan Miller; Kesselmayer, Rachel Friefeld; Peterson, Lauren

2018-01-01

Purpose: To test a meditation model of the relationship between core self-evaluations (CSE) and job satisfaction in employed individuals with disabilities. Method: A quantitative descriptive design using Hayes's (2012) PROCESS macro for SPSS and multiple regression analysis. Two-hundred fifty-nine employed persons with disabilities were recruited…

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

Self-Determination Theory: The Importance of Autonomy to Well-Being across Cultures

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Wichmann, Sonia Secher

2011-01-01

According to proponents of self-determination theory, autonomous regulation is a universal psychological human need. Researchers have found autonomy (defined as acting in accordance with one's values) related to well-being across cultures. Encouraging client autonomy is therefore fundamental to the practice of humanistic counseling.

Assessing physiotherapists' communication skills for promoting patient autonomy for self-management: reliability and validity of the communication evaluation in rehabilitation tool.

Science.gov (United States)

Murray, Aileen; Hall, Amanda; Williams, Geoffrey C; McDonough, Suzanne M; Ntoumanis, Nikos; Taylor, Ian; Jackson, Ben; Copsey, Bethan; Hurley, Deirdre A; Matthews, James

2018-02-27

To assess the inter-rater reliability and concurrent validity of the Communication Evaluation in Rehabilitation Tool, which aims to externally assess physiotherapists competency in using Self-Determination Theory-based communication strategies in practice. Audio recordings of initial consultations between 24 physiotherapists and 24 patients with chronic low back pain in four hospitals in Ireland were obtained as part of a larger randomised controlled trial. Three raters, all of whom had Ph.Ds in psychology and expertise in motivation and physical activity, independently listened to the 24 audio recordings and completed the 18-item Communication Evaluation in Rehabilitation Tool. Inter-rater reliability between all three raters was assessed using intraclass correlation coefficients. Concurrent validity was assessed using Pearson's r correlations with a reference standard, the Health Care Climate Questionnaire. The total score for the Communication Evaluation in Rehabilitation Tool is an average of all 18 items. Total scores demonstrated good inter-rater reliability (Intraclass Correlation Coefficient (ICC) = 0.8) and concurrent validity with the Health Care Climate Questionnaire total score (range: r = 0.7-0.88). Item-level scores of the Communication Evaluation in Rehabilitation Tool identified five items that need improvement. Results provide preliminary evidence to support future use and testing of the Communication Evaluation in Rehabilitation Tool. Implications for Rehabilitation Promoting patient autonomy is a learned skill and while interventions exist to train clinicians in these skills there are no tools to assess how well clinicians use these skills when interacting with a patient. The lack of robust assessment has severe implications regarding both the fidelity of clinician training packages and resulting outcomes for promoting patient autonomy. This study has developed a novel measurement tool Communication Evaluation in Rehabilitation Tool and a

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.

Autonomy, Educational Plans, and Self-Esteem in Institution-Reared and Home-Reared Teenagers in Estonia

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Tulviste, Tiia

2011-01-01

The study examines autonomy, self-esteem, and educational plans for the future of 109 institution-reared and 106 home-reared teenagers (15-19 years). Teenagers were asked to complete the Teen Timetable Scale (Feldman & Rosenthal), two Emotional Autonomy Scales (Steinberg & Silverberg), the Rosenberg Self-Esteem Scale, and answer questions…

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.

Parental Autonomy Support in Two Cultures: The Moderating Effects of Adolescents' Self-Construals.

Science.gov (United States)

Marbell-Pierre, Kristine N; Grolnick, Wendy S; Stewart, Andrew L; Raftery-Helmer, Jacquelyn N

2017-10-23

Parental autonomy support has been related to positive adolescent outcomes, however, its relation to outcomes in collectivist cultural groups is unclear. This study examined relations of specific autonomy supportive behaviors and outcomes among 401 adolescents (M age  = 12.87) from the United States (N = 245) and collectivist-oriented Ghana (N = 156). It also examined whether adolescents' self-construals moderated the relations of specific types of autonomy support with outcomes. Factor analyses indicated two types of autonomy support: perspective taking/open exchange and allowance of decision making/choice. In both countries, perspective taking/open exchange predicted positive outcomes, but decision making/choice only did so in the United States. With regard to moderation, the more independent adolescents' self-construals, the stronger the relations of decision making/choice to parental controllingness and school engagement. © 2017 The Authors. Child Development © 2017 Society for Research in Child Development, Inc.

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.

The Role of Job Performance on Career Success and Self-esteem of Staff

Directory of Open Access Journals (Sweden)

Sadra Ansaripour

2017-10-01

Full Text Available Introduction: Human resources are the most valuable assets to any organisation, identifying factors that affect job performance of these resources has become increasingly important. Aim: To determine the relationship between self-esteem and success with job performance in the staff of the Shahrekord University of Medical Sciences (SKUMS Headquarters, Shahrekord, Iran. Materials and Methods: This descriptive-analytical (correlational study, based on structural equation modeling, was conducted in 2015. The study population included 240 of the staff of SKUMS Headquarters, Shahrekord, Iran. From these people, 86 were selected by simple random sampling. A questionnaire of demographic characteristics, Paterson job performance, Radsyp career success and Eysenck selfesteem questionnaire were used to evaluate the concepts of job performance, success and self-esteem. The data were analysed using Statistical Package for the Social Sciences (SPSS version 23.0. Results: A total of 86 out of which 49 were female (57% and 37 (43% male, with a mean age of 39.85±7.6 (range 24-55 years. There was no significant relationship between demographic characteristics and job performance, career success and selfesteem. Self-esteem could be predicted positively and career success could be predicted negatively. Job performance and selfesteem had a significant positive correlation relationship (p<0.05. Conclusion: According to the direct relationship between job performance and self-esteem in this study, officials can improve job performance of staff through supporting them and reinforcing their self-esteem and thus providing career success.

[Job satisfaction in an Italian university: difference between academic and technical-administrative staff].

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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.

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

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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

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

Role of parental autonomy support on self-determination in influencing diet and exercise motivation in older adolescents

Directory of Open Access Journals (Sweden)

Morrison SA

2013-04-01

Full Text Available Shannon A Morrison, Carol J Dashiff, David E Vance School of Nursing, University of Alabama, Birmingham, AL, USA Abstract: Parental influence to promote autonomy and self-determination in their children as they grow up may also motivate them to exercise and eat healthily. Unfortunately, nutritious dietary consumption and physical activity frequency tend to decline during the adolescent years and reaches its lowest level as the adolescent nears adulthood. In this study of 132 freshman and sophomore college students, the influence of parental autonomy support on overall adolescents self-determination was examined to determine whether self-determination influences adolescents' motivation to engage in healthy diet and exercise behaviors. Utilizing hierarchical multiple regression analyses, parental autonomy support was not predictive of older adolescents' motivation for diet and exercise; however, study results did indicate that parental autonomy support remains highly influential in adolescent self-determination (F[2, 130] = 22.21; P = 0.001 during early college years and that in this sample, adolescent self-determination is predictive of motivation for diet (t = 2.21; P < 0.05, but not exercise. Findings suggest that parental autonomy support continues to influence adolescent internalization of attitudes and behaviors during latter adolescence, but may play a lessor role in motivation for specific health-related behaviors as the adolescent nears adulthood. A better understanding of health motivation antecedents of adolescents may facilitate nurses develop new approaches to health-promotion strategies. Keywords: parental autonomy support, self-determination, adolescent health behaviors, motivation

Strategies to promote self-esteem, autonomy and self-care practices for people with chronic wounds

Directory of Open Access Journals (Sweden)

Liarine Fernandes Bedin

Full Text Available This is a qualitative study of an exploratory nature that aims to identify the strategies used by nurses in primary care, in situations involving nursing care, to promote self-esteem, autonomy and self-care practices for people with chronic wounds. The study included eight nurses. Data were collected by means of a focus group in July 2012. The thematic analysis technique was used to identify the following categories: Nursing care from the perspective of comprehensiveness; Recovering support networks: family and social movements; Multidisciplinary work; Autonomy and nurses. It was concluded that the presented strategies value, above all, the social environment of these individuals, the family, religion and the nurse's approximation to the realities of people with chronic wounds.

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.

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...

Nature and autonomy: an organizational view of social and neurobiological aspects of self-regulation in behavior and development.

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Ryan, R M; Kuhl, J; Deci, E L

1997-01-01

The concepts of self-regulation and autonomy are examined within an organizational framework. We begin by retracing the historical origins of the organizational viewpoint in early debates within the field of biology between vitalists and reductionists, from which the construct of self-regulation emerged. We then consider human autonomy as an evolved behavioral, developmental, and experiential phenomenon that operates at both neurobiological and psychological levels and requires very specific supports within higher order social organizations. We contrast autonomy or true self-regulation with controlling regulation (a nonautonomous form of intentional behavior) in phenomenological and functional terms, and we relate the forms of regulation to the developmental processes of intrinsic motivation and internalization. Subsequently, we describe how self-regulation versus control may be characterized by distinct neurobiological underpinnings, and we speculate about some of the adaptive advantages that may underlie the evolution of autonomy. Throughout, we argue that disturbances of autonomy, which have both biological and psychological etiologies, are central to many forms of psychopathology and social alienation.

Understanding critical care nurses' autonomy in Jordan.

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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.

Autonomy and self-esteem of women who donate to an oocyte cryopreservation bank in the Netherlands.

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Bakker, Marjolein R; Maas, Joyce; Bekker, Marrie H; Bredenoord, Annelien L; Fauser, Bart C; Bos, Annelies M

2017-08-01

Worldwide, oocyte donors donate voluntarily or receive varying amounts of money for donation. This raises ethical questions regarding the appropriateness of financial compensation, and the possibility of undue inducement and exploitation of oocyte donors. Are these donors capable of making an independent, well-considered decision? Regarding this matter, it is important to examine aspects such as autonomy-connectedness and self-esteem. In this cross-sectional study, demographic characteristics and donation motivations were assessed in 92 women who attended the University Medical Center (UMC) Utrecht as potential oocyte donors between June 2012 and July 2016. Demographic characteristics were assessed. Motivations were recorded in semi-structured interviews (response rate 59%). The Rosenberg Self-Esteem Scale was used to assess level of self-esteem. The Autonomy-Connectedness Scale was used to measure the level of autonomy-connectedness. The typical oocyte donor at the UMC Utrecht is a well-educated, employed, 31-year-old woman living with her partner in a completed family with two children, and donating on altruistic grounds. The donors showed higher autonomy-connectedness scores than the average female Dutch population and do not lack self-esteem (questionnaire response rate 66%). Concerns regarding exploitation and attraction of women with lower socioeconomic status, with shortcomings in autonomy-connectedness and self-esteem, could not be confirmed in this group. Copyright © 2017 Reproductive Healthcare Ltd. Published by Elsevier Ltd. All rights reserved.

Development of a behavioural self-regulation intervention to improve employment, autonomy and self-esteem in ESRD patients.

NARCIS (Netherlands)

Jansen, D.; Heijmans, M.; Rijken, M.

2008-01-01

Background: The aim was to develop a psychological intervention for ESRD patients and their partners aimed at maintaining/widening patients’ daily activities including work, and increasing patients’ autonomy and self-esteem. Methods: The intervention was based on self-regulation theory, social

The job crafting intervention: effects on job resources, self-efficacy, and affective well-being

NARCIS (Netherlands)

van den Heuvel, M.; Demerouti, E.; Peeters, M.C.W.

2015-01-01

This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting

The job crafting intervention : Effects on job resources, self-efficacy, and affective well-being

NARCIS (Netherlands)

van den Heuvel, Machteld; Demerouti, Evangelia; Peeters, Maria|info:eu-repo/dai/nl/07487893X

2015-01-01

This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting

Job Search Self-Efficacy of East Asian International Graduate Students

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Lin, Yi-Jiun; Flores, Lisa Y.

2013-01-01

Using a sample of 86 East Asian international graduate students, this study examined Bandura's perceived self-efficacy model (1986) in the domain of job search self-efficacy and tested the mediating effects of job search self-efficacy in the relationship between efficacy source variables and job search behaviors. Results show that both performance…

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

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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.

Core Self-Evaluations and Individual Strategies of Coping with Unemployment among Displaced Spanish Workers.

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Virkes, Tihana; Maslić Seršić, Darja; Lopez-Zafra, Esther

2017-10-30

Unemployment has negative but also positive effects on mental health and general well-being depending on which coping strategies the individual use. Our aim was to determine the contribution of core self-evaluations in explaining the coping strategies of job search and job devaluation, as well as to test the potential moderation effect of job search and mediation effect of job devaluation on the relationship between self core-evaluations and both positive and negative experience of unemployment. One hundred seventy-eight individuals who lost their jobs involuntarily for a longer period than one month completed a questionnaire while attending to employment office. Results show that there is a significant relation between core-self evaluations and job devaluation (.37**). Furthermore, core-self evaluations were positively related to positive experience of unemployment (r = .31; p unemployment (r = .60; p unemployment strategies (job devaluation; β = .26; p unemployment. But, individuals with a longer duration of the current period of unemployment and higher core self-evaluations had a more positive experience of unemployment, and job devaluation partially mediated this relation (SE = .002; p = .038). These results imply that programs interventions should include the improvement of core self-evaluations and the positive experience of unemployed people.

Common Characteristics of Young People Who Text: The Connection to Autonomy, Identity and Self-Esteem

OpenAIRE

Davis, Elizabeth M.

2010-01-01

This study examined the relationship between adolescents' use of texting and their level of identity development, cognitive autonomy, and self-esteem. One hundred and nineteen Utah State University students participated in this study by filling out a questionnaire that included a section designed specifically to learn the texting habits of the participants, and also included sections derived from previously existing measures on identity, autonomy, and self-esteem. The results show sta...

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

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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.

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

Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance

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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.…

Intimacy development in late adolescence: Longitudinal associations with perceived parental autonomy support and adolescents' self-worth.

Science.gov (United States)

Van Petegem, Stijn; Brenning, Katrijn; Baudat, Sophie; Beyers, Wim; Zimmer-Gembeck, Melanie J

2018-03-21

The present longitudinal study tested for the role of perceived parental autonomy-support and late adolescents' self-worth in their intimacy development. A sample of 497 Belgian late adolescents (M age  = 17.9, 43.5% girls) participated in this two-wave study. Results indicated that perceived autonomy-supportive parenting did not relate significantly to change in adolescents' experienced intimacy (in terms of closeness and mutuality), but was associated with a decrease in unmitigated agency (an excessive focus on the self) and unmitigated communion (an excessive focus on the other) across time. Adolescents' self-worth predicted an increase in experienced intimacy and a decrease in unmitigated agency and communion, and the initial level of experienced intimacy predicted an increase in self-worth. Finally, results suggested that adolescents' self-worth may mediate some of the longitudinal relations between perceived parental autonomy-support and adolescents' intimate functioning. No evidence was found for moderation by romantic involvement, gender or age. Copyright © 2018. Published by Elsevier Ltd.

Working conditions, work style, and job satisfaction among Albanian teachers

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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.

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...

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.

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...

Job-related tension, self-esteem and psychological distress in rehabilitation professionals.

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Flett, R; Biggs, H; Alpass, F

1995-06-01

We examined perceptions of job-related tension among a non-random sample of 52 New Zealand rehabilitation service providers. We considered the relations between job tension and psychological distress and the extent to which feelings of self-esteem moderated this relationship. Major findings are that (a) there is a consistent positive relationship between job tension and general psychological distress; (b) there is a consistent negative relationship between self-esteem and both job tension and general distress; (c) self-esteem moderates the effect of job tension on general distress in that high levels of job tension were associated with increases in psychological distress among respondents with low self-esteem while among respondents with high-self esteem, job-related tension had little negative impact on feelings of psychological distress. Despite a number of limitations, the findings have a number of important implications for professional functioning among rehabilitation service providers and highlight the need for appropriate staff development and training initiatives which focus specifically on service provider wellbeing.

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…

The effect of sonographers' professional self-concept on job satisfaction

International Nuclear Information System (INIS)

Yang, Sung Hee; Choi, Jeong Mee; Lee, Ji Soo

2017-01-01

The purpose of this study was to develop a method to improve the job satisfaction of sonograpers by analyzing the factors affecting professional self-concept and job satisfaction. For data collection, total 141 sonographers working in Busan took part in the structured questionnaire survey. The collected data were analyzed by SPSS. For verification of the professional self-concept and job satisfaction, independent t-test and one way ANOVA were executed. When the statistical significance was verified, Sheffe was used for post hoc test. As a result, professional self-concept and job satisfaction were higher when got married, and also when a proper salary was paid according to work experience and professional qualification was acquired. In addition, the factors that have the greatest effect on the job satisfaction were analyzed as professional self concept. In conclusion, in order to improve the job satisfaction of sonographers, it is necessary not only to establish a professional qualification system for the job skill development but also to provide an appropriate compensation system according to work experience

Teacher’s Autonomy Support and Engagement in Math: Multiple Mediating Roles of Self-efficacy, Intrinsic Value, and Boredom

Science.gov (United States)

Wang, Jia; Liu, Ru-De; Ding, Yi; Xu, Le; Liu, Ying; Zhen, Rui

2017-01-01

Previous studies have highlighted the impacts of environmental factors (teacher’s autonomy support) and individual factors (self-efficacy, intrinsic value, and boredom) on academic engagement. This study aimed to investigate these variables and examine the relations among them. Three structural equation models tested the multiple mediational roles of self-efficacy, intrinsic value, and boredom in the relation between teacher’s autonomy support and behavioral, emotional, and cognitive engagement, respectively, in math. A total of 637 Chinese middle school students (313 males, 324 females; mean age = 14.82) voluntarily participated in this study. Results revealed that self-efficacy, intrinsic value, and boredom played important and mediating roles between perceived teacher’s autonomy support and student engagement. Specifically, these three individual variables partly mediated the relations between perceived teacher’s autonomy support and behavioral and cognitive engagement, while fully mediating the relation between perceived teacher’s autonomy support and emotional engagement. These findings complement and extend the understanding of factors affecting students’ engagement in math. PMID:28690560

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).

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.

Health Care Autonomy in Children with Chronic Conditions: Implications for Self Care and Family Management

Science.gov (United States)

Beacham, Barbara L.; Deatrick, Janet A.

2013-01-01

Synopsis Health care autonomy typically occurs during late adolescence but health care providers and families often expect children with chronic health conditions to master self-care earlier. Few studies have examined the development of health care autonomy as it pertains to self-care and family management. This review will link the three concepts and discuss implications for families and health care providers. Case studies are provided as exemplars to highlight areas where intervention and research is needed. PMID:23659815

Self-efficacy as predictor of job performance of public secondary ...

African Journals Online (AJOL)

The study investigated the level of job performance and self-efficacy of public secondary school teachers in Osun State. It also examined self-efficacy as a predictor of teachers' job performance with a view to enhancing job productivity. The study adopted survey design. The population consisted of public secondary school ...

From Self-Assessment to Frustration, A Small Step Towards Autonomy in Robotic Navigation.

Directory of Open Access Journals (Sweden)

Adrien eJauffret

2013-10-01

Full Text Available Autonomy and self-improvement capabilities are still challenging in the fields of robotics and machine learning. Allowing a robot to autonomously navigate in wide and unknown environments not only requires a repertoire of robust strategies to cope with miscellaneous situations, but also needs mechanisms of self-assessment for guiding learning and for monitoring strategies. Monitoring strategies requires feedbacks on the behavior’s quality, from a given fitness system in order to take correct decisions.In this work, we focus on how a second-order controller can be used to (1 manage behaviors according to the situation and (2 seek for human interactions to improve skills. Following an incremental and constructivist approach, we present a generic neural architecture, based on an online novelty detection algorithm that may be able to self-evaluate any sensory-motor strategies. This architecture learns contingencies between sensations and actions, giving the expected sensation from the previous perception. Prediction error, coming from surprising events, provides a measure of the quality of the underlying sensory-motor contingencies. We show how a simple second-order controller (emotional system based on the prediction progress allows the system to regulate its behavior to solve complex navigation tasks and also succeeds in asking for help if it detects dead-lock situations.We propose that this model could be a key structure toward self-assessment and autonomy. We made several experiments that can account for such properties for two different strategies (road following and place cells based navigation in different situations.

The impact of social support and overprotection on dialysis patients’ labour participation, autonomy and self-esteem.

OpenAIRE

Jansen, D.; Rijken, M.

2009-01-01

This study investigated whether perceived social support from significant others and overprotection by significant others and doctors is related to employment, perceived autonomy, and self-esteem in end-stage renal disease patients on dialysis. 166 dialysis patients completed questionnaires at home or in the dialysis centre. Data were analysed using bivariate and multivariate analyses. Perceived overprotection and lack of social support were correlated with low levels of autonomy and self-est...

Causal modeling of self-concept, job satisfaction, and retention of nurses.

Science.gov (United States)

Cowin, Leanne S; Johnson, Maree; Craven, Rhonda G; Marsh, Herbert W

2008-10-01

The critical shortage of nurses experienced throughout the western world has prompted researchers to examine one major component of this complex problem - the impact of nurses' professional identity and job satisfaction on retention. A descriptive correlational design with a longitudinal element was used to examine a causal model of nurses' self-concept, job satisfaction, and retention plans in 2002. A random sample of 2000 registered nurses was selected from the state registering authority listing. A postal survey assessing multiple dimensions of nurses' self-concept (measured by the nurse self-concept questionnaire), job satisfaction (measured by the index of work satisfaction) was undertaken at Time 1 (n=528) and 8 months later at Time 2 (n=332) (including retention plans (measured by the Nurse Retention Index). Using confirmatory factor analysis, correlation matrices and path analysis, measurement and structural models were examined on matching pairs of data from T1 and T2 (total sample N=332). Nurses' self-concept was found to have a stronger association with nurses' retention plans (B=.45) than job satisfaction (B=.28). Aspects of pay and task were not significantly related to retention plans, however, professional status (r=.51), and to a lesser extent, organizational policies (r=.27) were significant factors. Nurses' general self-concept was strongly related (r=.57) to retention plans. Strategies or interventions requiring implementation and evaluation include: counseling to improve nurse general self-concept, education programs and competencies in health communication between health professionals, reporting of nurse-initiated programs with substantial patient benefit, nurse-friendly organizational policies, common health team learning opportunities, and autonomous practice models.

Parental autonomy support and discrepancies between implicit and explicit sexual identities: dynamics of self-acceptance and defense.

Science.gov (United States)

Weinstein, Netta; Ryan, William S; Dehaan, Cody R; Przybylski, Andrew K; Legate, Nicole; Ryan, Richard M

2012-04-01

When individuals grow up with autonomy-thwarting parents, they may be prevented from exploring internally endorsed values and identities and as a result shut out aspects of the self perceived to be unacceptable. Given the stigmatization of homosexuality, individuals perceiving low autonomy support from parents may be especially motivated to conceal same-sex sexual attraction, leading to defensive processes such as reaction formation. Four studies tested a model wherein perceived parental autonomy support is associated with lower discrepancies between self-reported sexual orientation and implicit sexual orientation (assessed with a reaction time task). These indices interacted to predict anti-gay responding indicative of reaction formation. Studies 2-4 showed that an implicit/explicit discrepancy was particularly pronounced in participants who experienced their fathers as both low in autonomy support and homophobic, though results were inconsistent for mothers. Findings of Study 3 suggested contingent self-esteem as a link between parenting styles and discrepancies in sexual orientation measures. (c) 2012 APA, all rights reserved.

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.

Self-serving bias effects on job analysis ratings.

Science.gov (United States)

Cucina, Jeffrey M; Martin, Nicholas R; Vasilopoulos, Nicholas L; Thibodeuax, Henry F

2012-01-01

The purpose of this study was to investigate whether worker-oriented job analysis importance ratings were influenced by subject matter experts' (SME) standing (as measured by self-rated performance) on a competency. This type of relationship (whereby SMEs indicate that the traits they have are important for successful job performance) is an example of the self-serving bias (which is widely described in the social cognition literature and rarely described in the industrial/organizational psychology literature). An archival dataset covering 57 clerical and technical occupations with 26,682 participants was used. Support was found for the relationship between self-rated performance and importance ratings. Significant relationships (typically in the .30s) were observed for all 31 competencies that were studied. Controls were taken to account for common method bias and differences in the competencies required for each of the 57 occupations. Past research has demonstrated the effects of the self-serving bias on personality-based job analysis ratings. This study was the first to extend these findings to traditional job analysis, which covers other competencies in addition to personality. In addition, this study is the first to use operational field data instead of laboratory data.

Adolescent Self-Reported Physical Activity and Autonomy: A Case for Constrained and Structured Environments?

Directory of Open Access Journals (Sweden)

Jerome N. Rachele, Timo Jaakkola, Tracy L. Washington, Thomas F. Cuddihy, Steven M. McPhail

2015-09-01

Full Text Available The provision of autonomy supportive environments that promote physical activity engagement have become popular in contemporary youth settings. However, questions remain about whether adolescent perceptions of their autonomy have implications for physical activity. The purpose of this investigation was to examine the association between adolescents’ self-reported physical activity and their perceived autonomy. Participants (n = 384 adolescents aged between 12 and 15 years were recruited from six secondary schools in metropolitan Brisbane, Australia. Self-reported measures of physical activity and autonomy were obtained. Logistic regression with inverse probability weights were used to examine the association between autonomy and the odds of meeting youth physical activity guidelines. Autonomy (OR 0.61, 95% CI 0.49-0.76 and gender (OR 0.62, 95% CI 0.46-0.83 were negatively associated with meeting physical activity guidelines. However, the model explained only a small amount of the variation in whether youth in this sample met physical activity guidelines (R2 = 0.023. For every 1 unit decrease in autonomy (on an index from 1 to 5, participants were 1.64 times more likely to meet physical activity guidelines. The findings, which are at odds with several previous studies, suggest that interventions designed to facilitate youth physical activity should limit opportunities for youth to make independent decisions about their engagement. However, the small amount of variation explained by the predictors in the model is a caveat, and should be considered prior to applying such suggestions in practical settings. Future research should continue to examine a larger age range, longitudinal observational or intervention studies to examine assertions of causality, as well as objective measurement of physical activity.

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

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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.

Health care autonomy in children with chronic conditions: implications for self-care and family management.

Science.gov (United States)

Beacham, Barbara L; Deatrick, Janet A

2013-06-01

Health care autonomy typically occurs during late adolescence but health care providers and families often expect children with chronic health conditions to master self-care earlier. Few studies have examined the development of health care autonomy as it pertains to self-care and family management. This review links the 3 concepts and discusses the implications for families and health care providers. Case studies are provided as exemplars to highlight areas where intervention and research is needed. Copyright © 2013 Elsevier Inc. All rights reserved.

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...

The effect of sonographers' professional self-concept on job satisfaction

Energy Technology Data Exchange (ETDEWEB)

Yang, Sung Hee [Dept. of Radiology, Ilsin Christian Hospital, Ilsan (Korea, Republic of); Choi, Jeong Mee [School of Liberal Arts, Catholic University of Pusan, Busan (Korea, Republic of); Lee, Ji Soo [Dept. of Radiology, University Haeundae Paik Hospital, Busan (Korea, Republic of)

2017-09-15

The purpose of this study was to develop a method to improve the job satisfaction of sonograpers by analyzing the factors affecting professional self-concept and job satisfaction. For data collection, total 141 sonographers working in Busan took part in the structured questionnaire survey. The collected data were analyzed by SPSS. For verification of the professional self-concept and job satisfaction, independent t-test and one way ANOVA were executed. When the statistical significance was verified, Sheffe was used for post hoc test. As a result, professional self-concept and job satisfaction were higher when got married, and also when a proper salary was paid according to work experience and professional qualification was acquired. In addition, the factors that have the greatest effect on the job satisfaction were analyzed as professional self concept. In conclusion, in order to improve the job satisfaction of sonographers, it is necessary not only to establish a professional qualification system for the job skill development but also to provide an appropriate compensation system according to work experience.

Self-Perceived Participation and Autonomy at 1-Year Post Stroke: A Part of the Stroke Arm Longitudinal Study at the University of Gothenburg (SALGOT Study).

Science.gov (United States)

Törnbom, Karin; Hadartz, Kristin; Sunnerhagen, Katharina S

2018-04-01

Identifying factors predicting the long-term outcome of participation and autonomy after stroke is essential for developing individualized rehabilitation interventions. The aim was to describe self-assessed participation and autonomy and to explore factors associated with the same at 1 year post stroke. Participants consisted of 79 persons (mean age = 67) with a first-time stroke at the 1-year follow-up. To investigate perceived participation and autonomy at 1 year, a self-assessment questionnaire, the Impact on Participation and Autonomy-English version (IPA-E) was used. Multivariate logistic regression models were performed using age, gender, stroke severity, and functional dependency at discharge as potential contributors to the perceived level of participation and autonomy. A high percentage (70%-88%) evaluated their functions as fair to very good within all domains of the IPA-E at 1 year post stroke. However, around a fifth experienced their Family role as poor to very poor. Participants' functional dependency at discharge significantly influenced the outcome for the domains of Family role (odds ratio [OR] = 5.66, P Autonomy indoors (OR = 3.44, P autonomy at 1 year post stroke. The results also indicate that supporting indoor autonomy and social relations of persons with stroke during the acute rehabilitation is important to enhance participation and autonomy at 1 year post stroke. Copyright © 2018 National Stroke Association. Published by Elsevier Inc. All rights reserved.

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."

Hope, self-efficacy, spiritual well-being and job satisfaction.

Science.gov (United States)

Duggleby, Wendy; Cooper, Dan; Penz, Kelly

2009-11-01

Hope, self-efficacy, spiritual well-being and job satisfaction. This paper is a report of a study of the relations of spiritual well-being, global job satisfaction, and general self-efficacy to hope in Continuing Care Assistants. Healthcare providers have described their hope as an important part of their work and a form of work motivation. Hope may be an important factor in preventing burnout and improving job satisfaction. A concurrent triangulation mixed method design was used. Sixty-four Continuing Care Assistants (personal care aides) who registered for a 'Living with Hope' Conference completed a demographic form, Herth Hope Index, Global Job Satisfaction Questionnaire, Spiritual Well-Being Scale, General Self-Efficacy Scale, and a hope questionnaire. Data were collected in 2007. The response rate was 58%. Using linear regression, 29.9% of the variance in Herth Hope Index score was accounted for by scores from the General Self-Efficacy Scale and Spiritual Well-Being Scale. General Self-efficacy scores (positive relationship) and Spiritual Well-Being scores (negative relationship) accounted for a significant part of the variance. Qualitative data supported all findings, with the exception of the negative relationship between hope and spiritual well-being; participants wrote that faith, relationships, helping others and positive thinking helped them to have hope. They also wrote that hope had a positive influence on their job satisfaction and performance. Hope is an important concept in the work life of Continuing Care Assistants. Supportive relationships, adequate resources, encouragement by others, and improving perceptions of self-efficacy (ability to achieve goals in their workplace) may foster their hope.

[Job Satisfaction: a quality indicator in nursing human resource management].

Science.gov (United States)

Siqueira, Vera Thânia Alves; Kurcgant, Paulina

2012-02-01

This descriptive study addresses the job satisfaction of nurse managers and clinical nurses working at the Hematology and Hemotherapy Services of a public hospital in São Paulo. The study objectives were to identify the factors that caused job satisfaction among nurse managers and clinical nurses, and support the results in the development of indicators to evaluate the quality of nursing human resource management. The components of the study were: autonomy, interaction, professional status, job requirements, organizational norms and remuneration. Participants were 44 nurses. Data were collected using a Job Satisfaction Index (JSI) questionnaire. In conclusion, this study permitted the identification of the clinical nurse group, which was the most satisfied, with a JSI of 10.5; the managerial group scored 10.0. Regarding the satisfaction levels in regards to the current activity, 88.9% of the nurse managers reported feeling satisfied, as did 90.9% of clinical nurses. For both groups, autonomy was the component with the highest level of professional satisfaction.

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...

Self-Assessment of Vocabulary and Relevant Language Skills for Evaluation Purposes

Directory of Open Access Journals (Sweden)

Violeta Janulevičienė

2011-04-01

Full Text Available Learner self-assessment of linguistic performance has been lately used due to its potential to activate the process of learning. Self-assessment raises learner awareness of language use and leads to developing learner responsibility and autonomy. However, usefulness of self-assessment for evaluation purposes has been scarcely researched. This paper examines some aspects of learners’ self-assessment for evaluation purposes at tertiary level. Research focuses on self-assessment of English for Specific Purposes (ESP vocabulary and some language skills relevant for vocabulary retention. Data on learner self-assessment are compared to actual results in tests. The analysis provided points to importance of self-evaluation in language acquisition and suggests practical implications of self-assessment for evaluation.

A Cultural Insight into the Development of Teacher Autonomy Support Scale: A Self-Determination Theory Perspective

Science.gov (United States)

Awang-Hashim, Rosna; Thaliah, Rajaletchumi; Kaur, Amrita

2017-01-01

Purpose: The cross-cultural significance of autonomy within self-determination theory is divisive on universal significance. This paper aims to report a sequential exploratory mixed methods study conducted to construct and validate a scale to investigate how, in Malaysian context, the construct of autonomy is conceptualized in comparison with the…

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.

The Effect of Organizational Culture, Leader Behavior, Self-Efficacy, and Job Satisfaction on Job Performance of The Employees

Directory of Open Access Journals (Sweden)

A Hussein Fattah

2017-10-01

Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.

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.

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...

The job-search grind: perceived progress, self-reactions, and self-regulation of search effort

NARCIS (Netherlands)

Wanberg, C.; Zhu, J.; van Hooft, E.A.J.

2010-01-01

Guided by theory and research on self-regulation and goal pursuit, we offer a framework for studying the dynamics of unemployed individuals’ job search. A daily survey over three weeks demonstrated vacillation in job seeker affect and, to a lesser extent, "reemployment efficacy." Daily perceived job

Twelve tips to stimulate intrinsic motivation in students through autonomy-supportive classroom teaching derived from self-determination theory.

Science.gov (United States)

Kusurkar, R A; Croiset, G; Ten Cate, Th J

2011-01-01

Self-determination theory (SDT) of motivations distinguishes between intrinsic and extrinsic motivations. Intrinsic motivation is observed when one engages in an activity out of genuine interest and is truly self-determined. Intrinsic motivation is the desired type of motivation for study as it is associated with deep learning, better performance and positive well-being in comparison to extrinsic motivation. It is dependent on the fulfilment of three basic psychological needs described by SDT. These are the needs for autonomy, competence and relatedness. According to SDT, autonomy-supportive teaching is important, because it makes students feel autonomous and competent in their learning and also supported (relatedness) by their teachers. The concept of autonomy-supportive teaching is relevant to medical education, but less known. Through this article, we aim to make this concept understood and practically used by medical teachers. We used SDT literature as a basis to formulate these 12 tips. We present 12 practical tips derived from SDT, for teachers in health professions, on how to engage in autonomy-supportive teaching behaviours in order to stimulate intrinsic motivation in their students. These tips demonstrate that it is not difficult to engage in autonomy-supportive teaching behaviour. It can be learned through practice and self-reflection on teaching practices.

Is becoming self-employed a panacea for job satisfaction? Longitudinal evidence from work to self-employment transitions

OpenAIRE

Georgellis, Yannis; Yusuf, Afees O.

2016-01-01

Using British longitudinal data, we investigate whether individuals enjoy a permanent boost in their job satisfaction by becoming self-employed. We track individuals before and after transitions from work to self-employment and record changes in their job and domain satisfaction scores. We find that job satisfaction follows a rising trajectory immediately upon transition into self-employment and a declining trajectory in subsequent years, as expectations fail to materialize and the novelty of...

Home health nurses: stress, self-esteem, social intimacy, and job satisfaction.

Science.gov (United States)

Moore, S; Lindquist, S; Katz, B

1997-06-01

A survey of 253 home health care nurses' perceptions of work-related stress, self-esteem, social intimacy, and job satisfaction found that stress has a negative correlation with self-esteem, social intimacy, and job satisfaction. A positive correlation, however, was found between self-esteem and social intimacy and job satisfaction. Health system administrators, owners, and directors had significantly higher levels of self-esteem, nurses with 5 years or more in their home health nursing position had significantly higher levels of self-esteem. The survey found that nurses with less than a baccalaureate degree possessed significantly lower levels of sociability than those with a graduate or baccalaureate degree. Administrators and managers scored significantly higher on sociability than head nurses.

A Teacher's Perspective on Autonomy and Self-Access: From Theory to Perception to Practice

Science.gov (United States)

Wichayathian, Nanthiya; Reinders, Hayo

2018-01-01

Considerable resources are expended on the development of learner autonomy (LA), and in particular on the provision of self-access facilities as one of the most common ways in which institutions have tried to foster autonomy. Whether the intended outcomes are achieved depends in large part on teachers' agreement with and understanding of the…

The protective effect of job satisfaction in health, happiness, well-being and self-esteem.

Science.gov (United States)

Satuf, Cibele; Monteiro, Samuel; Pereira, Henrique; Esgalhado, Graça; Marina Afonso, Rosa; Loureiro, Manuel

2018-06-01

The purpose of this article is to analyze the possible effects of job satisfaction on mental and physical health, happiness, subjective well-being and self-esteem. A total of 971 Portuguese-speaking adults participated in this study. Most participants reported high rates of satisfaction with their colleagues, the nature of their work and leadership, while reporting dissatisfaction with regard to salaries and promotions. Results indicated the existence of the protector effect of job satisfaction for health, happiness, subjective well-being and self-esteem, in addition to reinforcing the importance of maintaining a positive evaluation of one's work. As a practical implication, the results may suggest that the effects of personnel management policies which emphasize job satisfaction could potentially lead to improvements in levels of health, happiness, subjective well-being and workers' self-esteem, all of which are factors that can potentially improve organizational performance. The study also considered its limitations and the possibility for future investigation.

[Autonomy and dementia Part II: autonomy and representation: a possible combination?].

Science.gov (United States)

Rigaux, Natalie

2011-06-01

This paper, based on a critical review of the medico-social literature, questions the representation of patients with dementia in relation to the autonomy perspectives presented in a previous article. In the canonical perspective of autonomy (defined as a rational decision-making by a stand alone self), the surrogate is the spokeperson of the subject's wills when he was competent because he knows these wills through advance directives or assuming them via substituted judgment. Best patient's interest is then depreciated because it is focused on the present incompetent self. In the relational perspective, where autonomy is constructed through a dialogue with others, the surrogate is the present interlocutor, making the decisions with the patient and care-givers in a way varying with the disease process. He represents the subject with dementia as he was before the disease but also as he has become. Therefore, there is a continuum between autonomy and representation. Autonomy and well being are both the surrogate aims. The relational perspective allows care continuity of patients with dementia even when considered as incompetent. It offers a more balanced perspective on the patient autonomy since it is embedded in all others, and opens a richer view on what good life is, untill the end of dementia.

Vocational Self-Concept Crystallization as a Mediator of the Relationship between Career Self-Management and Job Decision Effectiveness

Science.gov (United States)

Weng, Qingxiong; McElroy, James C.

2010-01-01

This article examines the influence of career self-management and vocational self-concept crystallization on job decision effectiveness and how vocational self-concept crystallization mediates the relationship between career self-management and job decision effectiveness. Six hundred and eleven Chinese employees participated in the research. Using…

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

Autonomy and self-determination theory in different contexts: A comparison of middle school science teachers' motivation and instruction in China and the United States

Science.gov (United States)

Robertson, Laura Elizabeth

This study examined factors that contribute to Chinese and United States middle school science teachers' perceptions of autonomy support. Autonomy is one component of self-determination theory and has been associated with intrinsic motivation. The study used a mixed methods design including quantitative data collected through an online survey and qualitative data collected through open-ended interview questions. The online survey consisted of four assessments related to teachers' self-determination, perceptions of constraints at work, perceptions of students' self-determination, and level of autonomy support for students and allowed for the testing of the structural model developed by Pelletier, Seguin-Levesque, and Legault (2002). Exploratory factor analysis (EFA) of responses for the combined teacher sample (n=201) was carried out for each of the survey assessments. Significance testing for Chinese (n=107) and U.S. (n=94) teachers, based on the factors resulting from EFA, revealed significant differences in teachers' self-determination and perceptions of constraints at work. No significant differences were found for teachers' perceptions of students' self-determination or level of autonomy support for students. Multiple regression was used to predict teachers' autonomy support for students. For the Chinese teachers, perceptions of constraints at work, teachers' self-determination, and teachers' perceptions of student motivation were found to significantly predict teachers' autonomy support. For the U.S. teachers, teacher motivation was the only significant predictor of teachers' autonomy support. A sub-sample of the Chinese and U.S. science teachers (n=19) were interviewed about their perceived levels of autonomy support, constraints at work, and their students' self determination. The analyses of the interviews showed that teachers in both countries reported that autonomy was important to their motivation and the quality of instruction they provided to students

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...

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…

Self-control trumps work motivation in predicting job search behavior

NARCIS (Netherlands)

Baay, Pieter E.; de Ridder, Denise T D; Eccles, Jacquelynne S.; van der Lippe, T.; van Aken, Marcel A G

2014-01-01

Current labor market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills. Self-control (i.e., the ability to control one's thoughts, actions, and response tendencies in view of a long-term goal, such as

Principals and Self-Determination Theory (SDT): What Trends Are Seen in Levels of Autonomy, Competence, and Relatedness?

Science.gov (United States)

Roundy-Harter, Anne

2010-01-01

This study builds upon Deci and Ryan's (1985) Self-Determination Theory (SDT) which states that humans must meet three basic psychological needs for optimal well-being: autonomy, competence, and relatedness. The purpose of this qualitative study was to explore trends in principals' experiences in the areas of autonomy, competence, and relatedness.…

Antecedents of Chinese parents' autonomy support and psychological control: the interplay between parents' self-development socialization goals and adolescents' school performance.

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Wang, Qian; Chan, Hoi-Wing; Lin, Li

2012-11-01

Despite ample evidence for the benefits of parental autonomy support and the harms of parental psychological control to Chinese adolescents' well-being, little is known about what foreshadows these parenting behaviors among Chinese parents. The current research addressed this gap in the literature. It tested the hypothesis that parents' endorsement of self-development socialization goals (i.e., regarding a positive sense of self in terms of holding optimistic attitudes toward oneself, feeling autonomous in one's actions, and establishing one's independence from others, as important for adolescents to develop) and adolescents' school performance may interact to predict parental autonomy support and psychological control in urban China. Three hundred and forty-one Chinese seventh graders (mean age = 13.30 years, 58 % female) and their parents (186 mothers and 155 fathers) participated. Parents reported on their own and their spouses' endorsement of self-development socialization goals; adolescents reported on parental autonomy support and psychological control; and adolescents' grades were obtained from school records. Significant interactions were found between parents' socialization goals and adolescents' grades in predicting parenting behaviors. When adolescents were doing well at school, the stronger parents' endorsement of self-development socialization goals, the greater their autonomy support and the lesser their psychological control; when adolescents were doing poorly at school, regardless of parents' socialization goals, their autonomy support was relatively low and their psychological control was relatively high. These findings highlight a tension between parental concerns over adolescents' self-development and academic success, which needs to be resolved to promote autonomy support and prevent psychological control among urban Chinese parents.

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.

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...

The Perception of the Autonomy Supportive Behaviour as a Predictor of Perceived Effort and Physical Self-esteem among School Students from Four Nations

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Vello Hein

2018-03-01

Full Text Available Grounded in self-determination theory (SDT, this study tested a model of motivational sequence in which perceived autonomy support from teachers in a physical education (PE context predicted the perceived effort and physical self-esteem via self-determined motivation in school students. School students aged 12 to 16 years from Estonia (N = 816, Lithuania (N = 706, Hungary (N = 664, and Spain (N = 922 completed measures of perceived autonomy support from PE teachers, need satisfaction for autonomy, competence, relatedness, self-determined motivation, perceived effort and physical self-esteem. The results of the structural equation model (SEM of each sample indicated that the students’ perceived autonomy support from the teacher was directly related to effort and indirectly via autonomous motivation, whereas physical self-esteem was related indirectly. Confirmatory factor analyses and multi-sample structural equation revealed well-fitting models within each sample with the invariances of the measurement parameters across four nations. The findings support the generalizability of the measures in the motivational sequence model to predict perceived effort and physical self-esteem.

When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction.

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Ferris, D Lance; Johnson, Russell E; Rosen, Christopher C; Djurdjevic, Emilija; Chang, Chu-Hsiang Daisy; Tan, James A

2013-03-01

Integrating implications from regulatory focus and approach/avoidance motivation theories, we present a framework wherein motivational orientations toward positive (approach motivation orientation) or negative (avoidance motivation orientation) stimuli interact with workplace success to mediate the relation of core self-evaluation (CSE) with job satisfaction. Using data collected from supervisor-subordinate dyads (Sample 1) and time-lagged data (Sample 2), we found that the results from two studies indicated that the interaction of workplace success and avoidance motivation orientation mediated relations of CSE with job satisfaction. Although approach motivation orientation did not interact with workplace success, it did mediate the CSE-job satisfaction relation on its own. Implications for the CSE and approach/avoidance literatures are discussed.

Autonomy, trajectories and knowledge of workers and students of Adults and Adolescents Education

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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.

An Examination of the Relationship between Postschool Outcomes and Autonomy, Psychological Empowerment, and Self-Realization

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Shogren, Karrie A.; Lee, Jaehoon; Panko, Pavel

2017-01-01

This study examined, using data from the National Longitudinal Transition Study-2, the impact of constructs associated with self-determination (i.e., autonomy, self-realization, and psychological empowerment measured while youth were in secondary school) on postschool--(a) employment and payment/benefits, (b) education, (c) independent living, and…

Fostering self-endorsed motivation to change in patients with an eating disorder: the role of perceived autonomy support and psychological need satisfaction.

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van der Kaap-Deeder, Jolene; Vansteenkiste, Maarten; Soenens, Bart; Verstuyf, Joke; Boone, Liesbet; Smets, Jos

2014-09-01

Although several studies have established the beneficial effects of self-endorsed forms of motivation for lasting therapeutic change, the way patients with an eating disorder can be encouraged to volitionally pursue change has received less attention. On the basis of Self-Determination Theory, this longitudinal study addressed the role of an autonomy-supportive environment and psychological need satisfaction in fostering self-endorsed motivation for change and subsequent weight gain. Female inpatients (n = 84) with mainly anorexia nervosa and bulimia nervosa filled out questionnaires at the onset of, during, and at the end of treatment regarding their perceived autonomy support from parents, staff members, and fellow patients, their psychological need satisfaction, and their reasons for undertaking change. Furthermore, the body mass index (BMI) of the patients at the onset and end of treatment was assessed by the staff. Path analyses were used to investigate the relations between these constructs. At the start of treatment, perceived parental autonomy support related positively to self-endorsed motivation through psychological need satisfaction. Perceived staff and fellow patients autonomy support related to changes in self-endorsed motivation over the course of treatment through fostering change in psychological need satisfaction. Finally, relative increases in self-endorsed motivation related to relative increases in BMI throughout treatment in a subgroup of patients with anorexia nervosa. These results point to the importance of an autonomy-supportive context for facilitating self-endorsed motivation. © 2014 Wiley Periodicals, Inc.

The role of social support in dialysis patients' feelings of autonomy and self-esteem: is support more beneficial for patients with specific illness perceptions?

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Jansen, Daphne L; Rijken, Mieke; Kaptein, Ad A; Boeschoten, Elisabeth W; Dekker, Friedo W; Groenewegen, Peter P

2014-09-01

The purpose of this study was to investigate whether effects of various types of support on dialysis patients' perceived autonomy and self-esteem depend on patients' perceived concerns and personal control regarding their illness. One hundred sixty-six patients completed written questionnaires. Main and interaction effects of support, concern, and personal control on autonomy and self-esteem were examined using linear regression analyses. General emotional support was positively related to autonomy in highly concerned patients (p autonomy (p emotional support (p autonomy appears to depend on patients' illness perceptions, whereas the role of support in patients' self-esteem does not. These findings suggest that dialysis patients' personal views about their illness can provide insight into whether patients could benefit from support, and that the provision of support should be tailored to patients' individual needs.

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

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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.

Does self-scheduling increase nurses' job satisfaction? An integrative literature review.

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Koning, Clare

2014-09-25

Flexible work schedules give nurses the freedom and control to manage the demands of work and home, allow organisations to meet their staffing needs and can improve job satisfaction. This article reports the results of an integrative review of published peer-reviewed research and personal narratives that examined nurses' perceptions of the relationship between job satisfaction and a self-scheduling system. Results suggest that self-scheduling is one of a number of factors that influence job satisfaction, but that implementing and sustaining such a system can be challenging. The review also found that self-scheduling programmes underpin more flexible work schedules and can benefit nurses and their organisations.

The role of self-determined motivation in job search: A dynamic approach.

Science.gov (United States)

da Motta Veiga, Serge P; Gabriel, Allison S

2016-03-01

Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation--ranging from autonomous to controlled--can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) when autonomous and controlled motivations are more or less prevalent and (b) whether they influence job search effort through metacognitive strategies in differing ways depending upon the amount of time elapsed in the search. In a weekly study of new labor market entrants (Level-2 n = 149; Level-1 n = 691), results indicated that autonomous motivation decreased until the midpoint of the job search and then plateaued, whereas controlled motivation remained stable. Results also showed that autonomous motivation had a consistent, positive relation with metacognitive strategies, whereas the relation between controlled motivation and such strategies was negative early in the job search, but became positive as the job search progressed. Finally, the effects of motivation on job search effort occurred via metacognitive strategies differentially depending upon the time elapsed in the search. Combined, we provide a first glimpse into the dynamics of self-determined motivation on job search processes. (c) 2016 APA, all rights reserved).

General Introduction: Autonomy and Heteronomy of the Judiciary in Europe

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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.

Applying self-determination theory to the blood donation context: The blood donor competence, autonomy, and relatedness enhancement (Blood Donor CARE) trial.

Science.gov (United States)

France, Christopher R; France, Janis L; Carlson, Bruce W; Frye, Victoria; Duffy, Louisa; Kessler, Debra A; Rebosa, Mark; Shaz, Beth H

2017-02-01

The Blood Donor Competency, Autonomy, and Relatedness Enhancement (Blood Donor CARE) project was designed as a practical application of self-determination theory to encourage retention of first-time donors. Self-determination theory proposes that people are more likely to persist with behaviors that are internally-motivated, and that externally-motivated behavior can evolve and become internalized given the appropriate socio-environmental conditions. According to self-determination theory, motivation to engage in blood donation may become increasingly self-determined if the behavior satisfies fundamental human needs for competence (a sense of self-efficacy to achieve specific goals), autonomy (a sense of volitional control over one's behavior), and relatedness (a sense of connection to a larger group). The primary aim of this randomized controlled trial is to examine the effect of competence, autonomy, and/or relatedness interventions on donor retention. Using a full factorial design, first-time donors will be assigned to a control condition or one of seven intervention conditions. Donation competence, autonomy, and relatedness, along with additional constructs associated with return donation, will be assessed before and after the intervention using online surveys, and donation attempts will be tracked for one-year using blood center donor databases. We hypothesize that, compared to the control condition, the interventions will increase the likelihood of a subsequent donation attempt. We will also examine intervention-specific increases in competence, autonomy, and relatedness as potential mediators of enhanced donor retention. By promoting first-time donor competence, autonomy, and relatedness our goal is to enhance internal motivation for giving and in so doing increase the likelihood of future donation. Copyright © 2016 Elsevier Inc. All rights reserved.

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

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

A study of self-efficacy in job-related context

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Špela Frlec

2005-04-01

Full Text Available The article stems from an attempt to transfer the Bandura's social cognitive theory into organisational praxis. Beliefs of self-efficacy, which is defined as people's judgments of their capabilities to organize and execute courses of action required to attain designated types of performances, are constructed from 4 principal sources of information: enactive mastery experiences; vicarious experiences that alter efficacy beliefs through transmission of competencies and comparison with the attainment of others; verbal persuasion and allied types of social influences that one possesses certain capabilities; and physiological and affective states from which people partly judge their capableness, strength, and vulnerability to dysfunction. The study of self-efficacy in job-related context involved 295 employees from 3companies belonging to the same business group. Self-efficacy was assed using Schwarzer's scale, while rating scales were used for assessing the 4 principal sources of influence upon it. First, differences between companies regarding demographic characteristics of the employees, job characteristics and self-efficacy were analyzed. Dependence of employee's self-efficacy on his/her age, gender, education, work experience, employment status, job type and the four principal influence sources was tested using a regression model. Finally, we identified typical employee profiles with respect to the studied factors. We hope that our study will help human-resources specialists design appropriate interventions for developing a resilient sense of self-efficacy in the employees.

What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

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Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

2016-10-02

The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

Environmentally Active People: The Role of Autonomy, Relatedness, Competence and Self-Determined Motivation

Science.gov (United States)

Cooke, Anna N.; Fielding, Kelly S.; Louis, Winnifred R.

2016-01-01

To identify pathways to lower environmental impacts, this research examined the motivation and antecedents of motivation (autonomy, relatedness, competence), of environmentally active people. Previous research suggests that people with more self-determined motivation for pro-environmental behavior (PEB) should carry out more PEBs, and have lower…

Gender and Autonomy-Supportive Contexts: Theoretical Perspectives of Self-Determination and Goal Setting

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Lin, Shinyi; Chen, Yu-Chuan

2013-01-01

In integrating theoretical perspectives of self-determination and goal-setting, this study proposes a conceptual model with moderating and mediating effects exploring gender issue in autonomy-supportive learning in higher education as research context. In the proposed model, goal-setting attributes, i.e., individual determinants, social…

Job evaluation for clinical nursing jobs by implementing the NHS JE system.

Science.gov (United States)

Kahya, Emin; Oral, Nurten

2007-10-01

The purpose of this paper was to evaluate locally all the clinical nursing jobs implementing the NHS JE system in four hospitals. The NHS JE was developed by the Department of Health in the UK in 2003-2004. A job analysis questionnaire was designed to gather current job descriptions. It was distributed to each of 158 clinical nurses and supervisor nurses in 31 variety clinics at four hospitals in one city. The questionnaires were analysed to evaluate locally all the identified 94 nursing jobs. Fourteen of 19 nursing jobs in the medical and surgical clinics can be matched to the nurse national job in the NHS JE system. The results indicated that two new nursing jobs titled nurse B and nurse advanced B should be added to the list of national nursing jobs in the NHS JE system.

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...

Autonomy Mediates the Relationship between Personality and Physical Activity: An Application of Self-Determination Theory

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Meredith L. Ramsey

2016-04-01

Full Text Available This study sought to examine tenets of Self-Determination Theory by testing a mediation model of physical activity and personality via autonomy. A total of 290 adults were recruited to complete a one-time online survey of exercise habits and individual characteristics. Surveys assessed personality, autonomy, and physical activity. A measurement model specifying direct effects between personality dimensions and physical activity and indirect effects operating through autonomy provided an excellent fit to the data (Χ2 = 0.66, df = 3, p = 0.88, RMSEA(90% CI = 0.00 (0.00–0.05, CFI = 0.99, SRMR = 0.01. Results indicated significant (p < 0.05 effects of Extroversion (β = 0.42, Conscientiousness (β = 0.96, and Emotional Stability (β = 0.60 on autonomy, which in turn, was significantly associated with physical activity (β = 0.55. No significant effects were observed for Agreeableness or Intellect. None of the personality constructs were found to be directly associated with physical activity. This model accounted for 27% of the variance in physical activity. The results of this study suggest that autonomy is significantly associated with physical activity. Therefore, attempts to improve autonomy in individuals may be a useful intervention strategy in improving physical activity levels.

The Role of Autonomy, Self-Realization, and Psychological Empowerment in Predicting Outcomes for Youth with Disabilities

Science.gov (United States)

Shogren, Karrie A.; Shaw, Leslie A.

2016-01-01

This study examined the degree to which the three of the four essential characteristics of self-determination (autonomy, self-realization, and psychological empowerment) predicted quality of life-related adult outcome constructs using secondary analysis of data from the National Longitudinal Transition Study-2. The pattern of predictive…

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.

Effects on Teachers' Self-Efficacy and Job Satisfaction: Teacher Gender, Years of Experience, and Job Stress

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Klassen, Robert M.; Chiu, Ming Ming

2010-01-01

The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample…

Impact of vertigo and dizziness on self-perceived participation and autonomy in older adults: results from the KORA-Age study.

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Mueller, Martin; Strobl, Ralf; Jahn, Klaus; Linkohr, Birgit; Ladwig, Karl Heinz; Mielck, Andreas; Grill, Eva

2014-10-01

The impact of vertigo and dizziness on healthy ageing, and especially on participation, is not fully understood. The objective of this study was to investigate the association of vertigo and dizziness with self-perceived participation and autonomy in older non-institutionalised individuals, adjusted for the presence of other health conditions. Specifically, we wanted to investigate the different effects of vertigo and dizziness on specific components of participation, i.e. restrictions in indoor and outdoor autonomy, family role, social life and relationships, and work and education. Data originate from the second wave of the German KORA-Age cohort study collected in 2012. Participation and autonomy was investigated with the Impact on Participation and Autonomy Questionnaire. We used robust regression to analyse the association of vertigo and dizziness with self-perceived participation and autonomy adjusted for covariates. A total of 822 participants (49.6% female) had a mean age of 78.1 years (SD 6.39). Participation and autonomy were significantly lower in participants with vertigo and dizziness across all domains. Adjusted for age, sex, and chronic conditions, vertigo and dizziness were significantly associated with participation restrictions in all domains except social life and relationships. The results of our study indicate that vertigo and dizziness contribute to restrictions in participation and autonomy in individuals of older age. Recognising vertigo and dizziness as independent contributors to loss of autonomy and decreased chances for independent living may create new options for patient care and population health, such as the designing of complex interventions to maintain participation and autonomy.

Job Satisfaction and Employee’s Self-Schema at Workplace: A Literature Review

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Aida Mehrad

2016-12-01

Full Text Available The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of employees at the workplace. Also, it focused on self-schema that pivotal role in employees believes about themselves. Moreover, lack of attention to job satisfaction that influenced on employees' scheme appeared some abnormal organizational behaviors at workplace. Thus, the present study supports job satisfaction to achieve appropriate scheme among employees at the workplace.

Self-reported diabetes self-management competence and support from healthcare providers in achieving autonomy are negatively associated with diabetes distress in adults with Type 1 diabetes.

Science.gov (United States)

Mohn, J; Graue, M; Assmus, J; Zoffmann, V; B Thordarson, H; Peyrot, M; Rokne, B

2015-11-01

To investigate the associations of self-perceived competence in diabetes management and autonomy support from healthcare providers with diabetes distress in adults with Type 1 diabetes mellitus that is not optimally controlled [HbA(1c) ≥ 64 mmol/mol (8.0%)]. This cross-sectional study comprised blood sampling and three self-report questionnaires, the Problem Areas in Diabetes scale, the Perceived Competence in Diabetes Scale and a measure of autonomy support by healthcare providers, the Health Care Climate Questionnaire. We fitted blockwise linear regression models to assess the associations between Problem Areas in Diabetes score and the variables of interest (autonomy support and perceived diabetes competence), controlling for clinical and sociodemographic variables. Of the study sample [n = 178; mean age 36.7 (±10.7) years], 31.5% had long-term complications and 43.2% reported elevated (≥40) Problem Areas in Diabetes scores. A significant negative association was found between autonomy support and Problem Areas in Diabetes score (B = -3.61, P = 0.001), indicating that lower autonomy support was associated with greater diabetes distress. When perceived competence was controlled, it mediated the association of autonomy support with diabetes distress, reducing it to non-significance. There was a significant negative association between perceived competence and Problem Areas in Diabetes score (B = -8.89, P perceived competence was associated with greater perceived distress. There was an indirect (fully mediated) relationship between autonomy support and diabetes distress; autonomy support was associated with increased perceived competence, which, in turn, was associated with reduced distress. Healthcare providers' communication styles enhancing perceived competence through autonomy support may contribute to effective treatment for people with Type 1 diabetes and suboptimum glycaemic control. © 2015 The Authors. Diabetic Medicine Published by John Wiley & Sons

The role of maternal control in the development of sex differences in child self-evaluative factors.

Science.gov (United States)

Pomerantz, E M; Ruble, D N

1998-04-01

The major goal of the present research was to examine the role of parental control in the development of sex differences in 2 pivotal self-evaluative factors in children: taking responsibility for failure and possessing strong standards. Parents were expected to use control with and without autonomy granting in specific domains differentially with girls and boys on a daily basis, and this was expected to foster sex differences in children's self-evaluative factors. Ninety-one mothers of elementary school children completed a daily checklist for 10 to 21 days. The checklist assessed mothers' everyday use of control and autonomy granting in 5 specific domains (helping, monitoring, decision making, praising, and disciplining). Children completed self-report measures assessing their tendency to take responsibility for failure and the strength of their standards. As anticipated, mothers were more likely to employ control without autonomy granting with girls than with boys, but were more likely to employ control with autonomy granting with boys than with girls. Significantly, this pattern of gender socialization partially mediated the tendency of girls to take greater responsibility for failure than boys. Although there were no sex differences in the strength of children's standards, the pattern of gender socialization was associated with the strength of children's standards as well.

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.

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.

How Self-Evaluation can make schools more effective

Directory of Open Access Journals (Sweden)

Davide Capperucci

2015-12-01

Full Text Available Recent European and North American government policies, implementing new systems of evaluation and accountability, have highlighted the use of performance data to inform judgments about schools and stimulate school improvement. This has led to the implementation of school self-evaluation considered as an effective means to increase school quality and effectiveness. Decentralization of education systems has promoted a broadening of educational evaluation methodologies and a conceptualization of theoretical approaches and research about school effectiveness and improvement.This study presents a self-evaluation model, called the ISSEMod, thought to improve school accountability, combining central control managed by public authorities (external control and the autonomy reserved for schools related to pedagogical, instructional and organizational practices (internal control. Using a sample of 58 Tuscan schools, an empirical and explorative model of school self-evaluation focused on a flexible system of areas and indicators to investigate and analyse school quality, is proposed here.

Autonomy, Competence, and Intrinsic Motivation in Science Education: A Self- Determination Theory Perspective

Science.gov (United States)

Painter, Jason

2011-01-01

The purpose of this study was to examine a proposed motivational model of science achievement based on self-determination theory. The study relied on U.S. eighth-grade science data from the 2007 Third International Mathematics and Science Study to examine a structural model that hypothesized how perceived autonomy support, perceived competence in…

Autonomy Support, Need Satisfaction, and Motivation for Support among Adults with Intellectual Disability: Testing a Self-Determination Theory Model

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Frielink, Noud; Schuengel, Carlo; Embregts, Petri J. C. M.

2018-01-01

The tenets of self-determination theory as applied to support were tested with structural equation modelling for 186 people with ID with a mild to borderline level of functioning. The results showed that (a) perceived autonomy support was positively associated with autonomous motivation and with satisfaction of need for autonomy, relatedness, and…

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

Self-reported diabetes self-management competence and support from healthcare providers in achieving autonomy are negatively associated with diabetes distress in adults with Type 1 diabetes

DEFF Research Database (Denmark)

Mohn, J; Graue, M; Assmus, J

2015-01-01

comprised blood sampling and three self-report questionnaires, the Problem Areas in Diabetes scale, the Perceived Competence in Diabetes Scale and a measure of autonomy support by healthcare providers, the Health Care Climate Questionnaire. We fitted blockwise linear regression models to assess......AIM: To investigate the associations of self-perceived competence in diabetes management and autonomy support from healthcare providers with diabetes distress in adults with Type 1 diabetes mellitus that is not optimally controlled [HbA(1c) ≥ 64 mmol/mol (8.0%)]. METHODS: This cross-sectional study...... the associations between Problem Areas in Diabetes score and the variables of interest (autonomy support and perceived diabetes competence), controlling for clinical and sociodemographic variables. RESULTS: Of the study sample [n = 178; mean age 36.7 (±10.7) years], 31.5% had long-term complications and 43...

Intention, autonomy, and brain events.

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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.

School nurses' perceptions of empowerment and autonomy.

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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.

Productive and counterproductive job crafting: A daily diary study.

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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).

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.

Regulatory evaluation of nuclear power plant on-the-job training programmes

International Nuclear Information System (INIS)

Wilkinson, J.

1996-01-01

It is now well recognized internationally in the nuclear industry that a Systematic Approach to Training (SAT), as described in IAEA-TECDOC-525, represents the currently most effective method of providing effective, efficient training to Nuclear Power Plant (NPP) personnel. For this reason the Canadian regulator, the Atomic Energy Control Board (AECB), has made SAT a requirement for the training of NPP personnel whose job activities could affect plant or public safety. In this respect the AECB recognizes that the SAT process will dictate on-the-job-training (OJT) and the prudent use of Job Performance Measures (JPMs) as the most effective method of providing parts of the required training to some work groups. The AECB has adopted a process of training program evaluation for NPP operations personnel which comprises methods to evaluate all types of training including OJT. This paper describes some variations which have been identified in the conduct of OJT at Canadian utilities. It then presents the three step process established by the AECB to effectively evaluate training programs expertise is required. The concept of utility self-evaluations is introduced. Finally, the importance of consistency on the part of the regulator in following a systematic approach to evaluation through the application of a viable standard is addressed. (author). 2 figs

A research regarding the relationship among intensive care nurses' self-esteem, job satisfaction and subjective well-being

Directory of Open Access Journals (Sweden)

Huihui Liu

2017-07-01

Conclusion: The study shows that the prevalence of subjective well-being and self-esteem with ICU nurses are at a low level, and job satisfaction is at the median level. Associations among self-esteem, job satisfaction, and subjective well-being in ICUs have been confirmed. Self-esteem and job satisfaction positively correlated with nurse subjective well-being. The higher the self-esteem and job satisfaction levels are, the stronger the subjective well-being is. The working pressure in ICUs cannot be alleviated temporarily; hence, to promote a high subjective well-being, managers and ICU nurses increase their self-esteem and job satisfaction through taking strategies that strengthen psychological construction.

Job Satisfaction and Employee's Self-Schema at Workplace: a Literature Review

OpenAIRE

Mehrad, Aida

2016-01-01

The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of empl...

Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

Science.gov (United States)

Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

2013-01-01

To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

Counselors' Collective Self-Esteem Mediates Job Dissatisfaction and Client Relationships

Science.gov (United States)

Yu, Kumlan; Lee, Sang-Hee; Lee, Sang Min

2007-01-01

Given the central role of professional identity (i.e., collective self-esteem in this study), the authors examined whether collective self-esteem mediated or moderated relations between job dissatisfaction and client relationships in a sample of 132 professional counselors in the United States. Results indicated that collective self-esteem…

Determinants of job satisfaction: a European comparison of self-employed and paid employees

NARCIS (Netherlands)

J.M. Millan; S.J.A. Hessels (Jolanda); A.R. Thurik (Roy); R. Aguado (Rafael)

2013-01-01

textabstractThe job satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994-2001. We distinguish between two types of job satisfaction: job satisfaction in terms of type of work and job satisfaction in

The Risk of Autonomy. The ideal of self-legislation beyond the fear of civil war and its institutional containment

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Christian Schmidt

2009-12-01

Full Text Available The modern understanding of autonomy (at least in its strong version often includes the idea of selflegislation. As was paradigmatically the case for the French Revolution, self-legislation was considered as ideally neither bound by tradition nor by existing institutions. But some contemporary political theorists of the bourgeois revolutions (including Hobbes and Burke felt uneasy about the loss of order and therefore tried to dispense with the concept of autonomy altogether. This article reconstructs this unease and its relation to Habermas′ proposal of staging the desire for autonomy within an institutional setting. Habermas′ suggestion privileges the existing institutional order over the desire for autonomy. Against Habermas I stress the importance of the desire for autonomy with its consequences for threatening the authority of law. Against this threat, I advocate that we recognize an existing institutional order actively and explicitly.

Buddhism and Autonomy-Facilitating Education

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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…

Effects of perceived job insecurity on depression, suicide ideation, and decline in self-rated health in Korea: a population-based panel study.

Science.gov (United States)

Kim, Min-Seok; Hong, Yun-Chul; Yook, Ji-Hoo; Kang, Mo-Yeol

2017-10-01

To investigate the effects of job security on new development of depressive episode, suicide ideation, and decline in self-rated health. Data from the Korea Welfare Panel Study from 2012 to 2015 were analysed. A total of 2912 waged workers self-assessed their depressive episode, suicide ideation, and health annually by answering the questionnaire. Participants were divided into three groups according to the level of job security: high, intermediate and low. To evaluate the influence of job security, we performed survival analysis after stratification by gender with adjustment for covariates. The result was further stratified by whether the respondent was the head of household. After adjusting for covariates, men in low job security group showed significantly higher hazard ratios (HRs) for depression (HR 1.27, 95% CI 1.01-1.60), suicide ideation (HR 3.25, 95% CI 1.72-6.16), and decline in self-rated health (HR 1.73, 95% CI 1.16-2.59). Women showed significantly higher HR of depression in the intermediate (HR 1.37, 95% CI 1.01-1.87) and low (HR 1.50, 95% CI 1.12-1.99) job security group. Male head of household with low job security showed significantly higher HR of depression, suicide ideation, and decline in self-rated health. Non-head-of-household women with intermediate and low job security showed higher risk of depression than those with high job security. We found that perceived job insecurity is associated with the new development of depressive episode, suicide ideation, and decline in self-rated health.

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

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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.

Parental Psychological Control, Psychological Autonomy, and Acceptance as Predictors of Self-Esteem in Latino Adolescents

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Bean, Roy A.; Northrup, Jason C.

2009-01-01

This study examines several key parenting variables (psychological control, psychological autonomy, and acceptance) in predicting self-esteem among Latino adolescents using structural equation modeling analyses. Nested models are tested and parental acceptance variables are omitted from the model and group gender comparisons are examined. Two…

Autonomy-Supportive Parenting and Autonomy-Supportive Sibling Interactions: The Role of Mothers' and Siblings' Psychological Need Satisfaction.

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van der Kaap-Deeder, Jolene; Vansteenkiste, Maarten; Soenens, Bart; Loeys, Tom; Mabbe, Elien; Gargurevich, Rafael

2015-11-01

Autonomy-supportive parenting yields manifold benefits. To gain more insight into the family-level dynamics involved in autonomy-supportive parenting, the present study addressed three issues. First, on the basis of self-determination theory, we examined whether mothers' satisfaction of the psychological needs for autonomy, competence, and relatedness related to autonomy-supportive parenting. Second, we investigated maternal autonomy support as an intervening variable in the mother-child similarity in psychological need satisfaction. Third, we examined associations between autonomy-supportive parenting and autonomy-supportive sibling interactions. Participants were 154 mothers (M age = 39.45, SD = 3.96) and their two elementary school-age children (M age = 8.54, SD = 0.89 and M age = 10.38, SD = 0.87). Although mothers' psychological need satisfaction related only to maternal autonomy support in the younger siblings, autonomy-supportive parenting related to psychological need satisfaction in both siblings and to an autonomy-supportive interaction style between siblings. We discuss the importance of maternal autonomy support for family-level dynamics. © 2015 by the Society for Personality and Social Psychology, Inc.

Evaluations of Conflicts Between Latino Values and Autonomy Desires Among Puerto Rican Adolescents.

Science.gov (United States)

Villalobos Solís, Myriam; Smetana, Judith G; Tasopoulos-Chan, Marina

2017-09-01

Puerto Rican adolescents (N = 105; M age  = 15.97 years, SD = 1.40) evaluated hypothetical situations describing conflicts between Latino values (family obligations and respeto) and autonomy desires regarding personal, friendship, and dating activities. Adolescents judged that peers should prioritize Latino values over autonomy, which led to greater feelings of pride than happiness. However, they believed that teens would prioritize autonomy over Latino values, which led to greater feelings of happiness than pride. Adolescents reasoned about autonomy desires as personal issues, whereas reasoning about Latino values was multifaceted, including references to conventions and concerns for others. Furthermore, judgments and reasoning depended on the type of autonomy desire and Latino value and sometimes, by participants' age and sex. © 2016 The Authors. Child Development © 2016 Society for Research in Child Development, Inc.

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.

Attributional Retraining, Self-Esteem, and the Job Interview: Benefits and Risks for College Student Employment

Science.gov (United States)

Hall, Nathan C.; Jackson Gradt, Shannan E.; Goetz, Thomas; Musu-Gillette, Lauren E.

2011-01-01

The present study evaluated the effectiveness of an attributional retraining program for helping upper-level undergraduates perform better in employment interviews as moderated by self-esteem levels. The sample consisted of 50 co-operative education students preparing for actual job interviews who were randomly assigned to an attributional…

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…

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.

Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study.

Science.gov (United States)

Yang, Shujuan; Liu, Danping; Liu, Hongbo; Zhang, Juying; Duan, Zhanqi

2017-01-01

Burnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China. This cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS). A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers. We observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, Pfamily conflict, self-reported social support, and job satisfaction accounted for 2.6% (F = 5.93, Pfamily conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome in medical workers of southwest China.

Identifying Configurations of Perceived Teacher Autonomy Support and Structure: Associations with Self-Regulated Learning, Motivation and Problem Behavior

Science.gov (United States)

Vansteenkiste, Maarten; Sierens, Eline; Goossens, Luc; Soenens, Bart; Dochy, Filip; Mouratidis, Athanasios; Aelterman, Nathalie; Haerens, Leen; Beyers, Wim

2012-01-01

Grounded in self-determination theory, the aim of this study was (a) to examine naturally occurring configurations of perceived teacher autonomy support and clear expectations (i.e., a central aspect of teacher structure), and (b) to investigate associations with academic motivation, self-regulated learning, and problem behavior. Based on…

The relationship between self-control, job satisfaction and life satisfaction in Chinese employees: A preliminary study.

Science.gov (United States)

Dou, Kai; Nie, Yan-Gang; Wang, Yu-Jie; Liu, Yao-Zhong

2016-01-01

Previous studies have demonstrated that self-control is positively related to life satisfaction, but this association in Chinese employees and its underlying mechanism are less commonly investigated. In this preliminary study the relationships between self-control and life satisfaction and the mediating effect of job satisfaction were tested. Participants were 482 full-time employees (188 male, 294 female) from different cities in China. They answered self-report questionnaires online that assessed self-control, job satisfaction, and life satisfaction. Path analyses were conducted and bootstrap technique was used to judge the significance of the mediation. Self-control was positively related to both job and life satisfaction. More importantly, job satisfaction significantly mediated the association between self-control and life satisfaction. Furthermore, there was no significant difference in the size of the mediating effect between intrinsic and extrinsic job satisfaction. Results of this preliminary study provide further evidence of the positive association between self-control and life satisfaction. Job satisfaction is found to mediate this relationship.

The impact of social support and overprotection on dialysis patients’ labour participation, autonomy and self-esteem.

NARCIS (Netherlands)

Jansen, D.; Rijken, M.

2009-01-01

This study investigated whether perceived social support from significant others and overprotection by significant others and doctors is related to employment, perceived autonomy, and self-esteem in end-stage renal disease patients on dialysis. 166 dialysis patients completed questionnaires at home

Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations.

Science.gov (United States)

Ravari, Ali; Bazargan, Mohsen; Vanaki, Zohre; Mirzaei, Tayebe

2012-05-01

The influence of self-expectation, social interaction, and organisational situation on job satisfaction among nurses is examined. Understanding determinants and correlates of job satisfaction are important factors that help to reduce the problem of nurse attrition. Utilizing the Hybrid Model of concept development, job satisfaction was examined in three phases: (1) the theoretical phase, a working definition and the dimensions of job satisfaction were established; (2) the fieldwork phase, a qualitative semi-structured interview was employed to capture participants' perceptions of the concept; and (3) the analytical phase, the experiences of nurses were evaluated using the conceptual model. The results indicate that personal beliefs, rather than social interaction or organisational situation, constitute the core of job satisfaction. Despite the variety of dissatisfaction factors rooted in social interaction and organisational situation, participants achieved the highest job satisfaction when trusting in self-value systems and the spiritual value of their job objectives. Intervention is needed to increase organisational and professional support for nurses. However, highlighting the sacred and spiritual value of the nursing profession, which is rooted in religious values and culture, provides additional reinforcement for enhancing the job satisfaction among this segment of health care providers. © 2011 Blackwell Publishing Ltd.

Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

Science.gov (United States)

Law, Fang Mei; Guo, Gwo Jen

2016-08-01

The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

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...

The protective role of self-esteem, perceived social support and job satisfaction against psychological distress among Chinese nurses.

Science.gov (United States)

Feng, Danjun; Su, Shan; Wang, Lu; Liu, Fang

2018-05-01

To determine the prevalence of psychological distress, and to explore the combined protective roles of self-esteem, perceived social support and job satisfaction against psychological distress. Few studies have explored the combined protective effect of self-esteem, perceived social support and job satisfaction on nurses' mental health in the same theoretical framework. The Rosenberg Self-Esteem Scale, the Multidimensional Scale of Perceived Social Support, a self-developed Job Satisfaction Questionnaire and the Kessler Psychological Distress Scale were used to survey 581 nurses. The hypothesized model of the relationships among self-esteem, perceived social support, job satisfaction and psychological distress was tested with structural equation modelling. The prevalence of psychological distress was 92.3%. Job satisfaction exerted the strongest direct protective effect against psychological distress, with perceived social support and self-esteem exerting the second and third strongest direct protective effects, respectively. Additionally, self-esteem had an indirect protective effect. Chinese nurses showed a surprisingly high prevalence of psychological distress. Job satisfaction, self-esteem and perceived social support were identified, in this order of importance, as protective factors against psychological distress. Nurse administrators should take measures to improve nurses' job satisfaction and social support, and hire individuals with high self-esteem as nurses. © 2018 John Wiley & Sons Ltd.

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.

Autonomy, Competence, and Intrinsic Motivation in Science Education: A Self- Determination Theory Perspective

Science.gov (United States)

Painter, Jason

The purpose of this study was to examine a proposed motivational model of science achievement based on self-determination theory. The study relied on U.S. eighth-grade science data from the 2007 Third International Mathematics and Science Study to examine a structural model that hypothesized how perceived autonomy support, perceived competence in science, intrinsic motivation, and science achievement related to each other. Mother's education and student gender were used as controls. Findings showed that the hypothesized model provided a good fit to the data. The strongest direct effect on science achievement was students' perceived competence in science. Student intrinsic motivation was shown to have a surprisingly negative effect on science achievement. Autonomy support had positive direct effects on students' perceived competence in science and intrinsic motivation and had indirect positive effects to science achievement. Results and implications for science education are discussed.

Job Satisfaction and Employee’s Self-Schema at Workplace: A Literature Review

OpenAIRE

Aida Mehrad

2016-01-01

The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of empl...

Job demands and job strain as risk factors for employee wellbeing in elderly care: an instrumental-variables analysis.

Science.gov (United States)

Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Jokela, Markus; Aalto, Anna-Mari; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Kivimäki, Mika; Sinervo, Timo

2015-02-01

The association between psychosocial work environment and employee wellbeing has repeatedly been shown. However, as environmental evaluations have typically been self-reported, the observed associations may be attributable to reporting bias. Applying instrumental-variable regression, we used staffing level (the ratio of staff to residents) as an unconfounded instrument for self-reported job demands and job strain to predict various indicators of wellbeing (perceived stress, psychological distress and sleeping problems) among 1525 registered nurses, practical nurses and nursing assistants working in elderly care wards. In ordinary regression, higher self-reported job demands and job strain were associated with increased risk of perceived stress, psychological distress and sleeping problems. The effect estimates for the associations of these psychosocial factors with perceived stress and psychological distress were greater, but less precisely estimated, in an instrumental-variables analysis which took into account only the variation in self-reported job demands and job strain that was explained by staffing level. No association between psychosocial factors and sleeping problems was observed with the instrumental-variable analysis. These results support a causal interpretation of high self-reported job demands and job strain being risk factors for employee wellbeing. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

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.

Longitudinal Relationships between Core Self-Evaluations and Job Satisfaction

Science.gov (United States)

Wu, Chia-Huei; Griffin, Mark A.

2012-01-01

Core self-evaluations (CSE) have been proposed as a static personality trait that influences individuals' work experiences. However, CSE can also be influenced by work experiences. Based on the corresponsive principle of personality development, this study incorporated both dispositional and contextual perspectives to examine longitudinal…

Effectiveness of a self-management program for dual sensory impaired seniors in aged care settings: study protocol for a cluster randomized controlled trial.

Science.gov (United States)

Roets-Merken, Lieve M; Graff, Maud J L; Zuidema, Sytse U; Hermsen, Pieter G J M; Teerenstra, Steven; Kempen, Gertrudis I J M; Vernooij-Dassen, Myrra J F J

2013-10-07

Five to 25 percent of residents in aged care settings have a combined hearing and visual sensory impairment. Usual care is generally restricted to single sensory impairment, neglecting the consequences of dual sensory impairment on social participation and autonomy. The aim of this study is to evaluate the effectiveness of a self-management program for seniors who acquired dual sensory impairment at old age. In a cluster randomized, single-blind controlled trial, with aged care settings as the unit of randomization, the effectiveness of a self-management program will be compared to usual care. A minimum of 14 and maximum of 20 settings will be randomized to either the intervention cluster or the control cluster, aiming to include a total of 132 seniors with dual sensory impairment. Each senior will be linked to a licensed practical nurse working at the setting. During a five to six month intervention period, nurses at the intervention clusters will be trained in a self-management program to support and empower seniors to use self-management strategies. In two separate diaries, nurses keep track of the interviews with the seniors and their reflections on their own learning process. Nurses of the control clusters offer care as usual. At senior level, the primary outcome is the social participation of the seniors measured using the Hearing Handicap Questionnaire and the Activity Card Sort, and secondary outcomes are mood, autonomy and quality of life. At nurse level, the outcome is job satisfaction. Effectiveness will be evaluated using linear mixed model analysis. The results of this study will provide evidence for the effectiveness of the Self-Management Program for seniors with dual sensory impairment living in aged care settings. The findings are expected to contribute to the knowledge on the program's potential to enhance social participation and autonomy of the seniors, as well as increasing the job satisfaction of the licensed practical nurses. Furthermore, an

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.

Perceptions of Autonomy Support, Parent Attachment, Competence and Self-Worth as Predictors of Motivational Orientation and Academic Achievement: An Examination of Sixth- and Ninth-Grade Regular Education Students.

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Wong, Eugene H.; Wiest, Dudley J.; Cusick, Lisa B.

2002-01-01

Examines the hypothesis that students' perceptions of teacher autonomy support, parent attachment, competence, and self-worth would predict motivational orientation and achievement test performance. Results indicate that autonomy support, parent attachment, scholastic competence, and self-worth predicted the academic criterion variables.…

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.

A Comparison of General and Work-Specific Measures of Core Self-Evaluations

Science.gov (United States)

Bowling, Nathan A.; Wang, Qiang; Tang, Han Ying; Kennedy, Kellie D.

2010-01-01

During the past decade, considerable research attention has been given to core self-evaluations (CSEs). Although this research has found that CSE is related to several important work-related outcomes (e.g., job satisfaction, job performance), we believe that researchers' reliance on general rather than work-specific CSE has resulted in…

The Risk of Autonomy. The ideal of self-legislation beyond the fear of civil war and its institutional containment

OpenAIRE

Christian Schmidt

2009-01-01

The modern understanding of autonomy (at least in its strong version) often includes the idea of selflegislation. As was paradigmatically the case for the French Revolution, self-legislation was considered as ideally neither bound by tradition nor by existing institutions. But some contemporary political theorists of the bourgeois revolutions (including Hobbes and Burke) felt uneasy about the loss of order and therefore tried to dispense with the concept of autonomy altogether. This article r...

Core self-evaluations and work engagement: Testing a perception, action, and development path

NARCIS (Netherlands)

Tims, M.; Akkermans, J.

2017-01-01

Core self-evaluations (CSE) have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and

[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.

A cross-cultural comparison of the coexistence and domain superiority of individuating and relating autonomy.

Science.gov (United States)

Yeh, Kuang-Hui; Bedford, Olwen; Yang, Yung-Jui

2009-06-01

The consensus definition of autonomy in the psychological literature emphasizes self-governance through free volition, not separation or independence from others. Since the concept of self may differ cross-culturally, several researchers have tried to incorporate types of self into the notion of autonomy; however, only the dual model of autonomy has been able to do this while retaining an emphasis on volition. The dual model describes two distinct forms of autonomy-individuating and relating-each with superior function in a specific domain of individual functioning. Individuating autonomy represents a volitional capacity to act against social constraints and offers a route to achieve an independent self-identity by expressing individualistic attributes and distinctions. Relating autonomy represents a volitional capacity to act by emphasizing the harmony of self-in-relation-to-others, the quality of interpersonal relationships, and self-transcendence. These two forms of autonomy have been shown to coexist at the individual level in a Taiwanese sample. This study takes the next step, with a cross-cultural test of the coexistence and domain superiority hypotheses of individuating and relating autonomy. Participants included 306 college students from Taiwan and 183 college students from the United States. Structural equation modelling by multigroup analyses confirmed the cross-cultural equivalence of the two-factor individuating autonomy and relating autonomy measurement model. Across both samples the two forms of autonomy were shown to be mutually inclusive and not exclusive or independent. The domain-superior function of each form of autonomy was also confirmed cross-culturally; each form of autonomy has a dominant, but not necessarily exclusive, domain of functioning. Specifically, individuating autonomy was more associated with intrapersonal than interpersonal domain dependent variables, while relating autonomy was more associated with interpersonal than

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

On the effect of self-motivation instruction on the language learners belief on autonomy

Directory of Open Access Journals (Sweden)

Seyyed Taher Alavi

2016-06-01

Full Text Available Zoltán Dörnyei (2005 proposed a new form of motivation which is aiming at equipping the learners with a lifelong approach to motivation which is self-induced by the learner and it is not needed for any extrinsic mediation, having understood how to keep yourself motivated. This study was an attempt to find out the effect of self-motivation strategies instruction on the learners belief on learner autonomy in L2 learning. To find out the possible effect of our independent variable we selected one intermediate level class in grade 2 (25 male in high school out of the whole population of high school students in west Azerbaijan, Iran via availability sampling. Having ensured for the homogeneity of the class members’ English proficiency through Nelson test, we gave them a questionnaire on the learner’s belief on autonomy in learning L2 to answer. Then within two months, in a separate class the students were given instructions on how to employ self-motivation strategies while learning English. After two months of instruction, they were given the same questionnaire again to get to know the possible effect of our independent variable. Having analyzed the obtained data in SPSS software, the results showed that our hypothesis was rejected and our null hypothesis was verified.

Student autonomy in classroom context: A critical perspective of the self-determination theory

Directory of Open Access Journals (Sweden)

Tadić Aleksandar

2015-01-01

Full Text Available The paper stresses that in the field of pedagogic theory it is necessary to develop an interpretational framework for analysing basic pedagogic processes based on the assumptions of critical pedagogy and the theory of self-determination. Analyzed were the definitions of the idea of autonomy and control in the works of Michael Apple, John Dewey, Richard Ryan, Edward Deci, and Alfie Kohn. The starting standpoints that control, limitations and requirements are constitutive elements of education and that autonomy is the result of internalized control are argued. The student's autonomy is not linked exclusively with their engagement in the activities accompanied with pleasant feelings. Even an extrinsically motivated student feels that he is behaving autonomously in the cases of internalization and integration of the value of such behaviour when he internalizes classroom rules and teaching requirements as his own values and regulators of his own behaviour. Among the conclusions it is stated that the teacher expecting a certain behaviour and participation in the activities which his students do not perceive as helpful or important, will tend to support the feeling of autonomous acting in the students by making an effort to explain to them the value of such behaviour or potentional personal benefit it can bring them.

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.

Job analysis for training design and evaluation

International Nuclear Information System (INIS)

Andersson, H.; Baeck, P.; Wirstad, J.

1979-01-01

The report describes a job analysis method which has been used for competency requirements and training evaluation purposes on three jobs in a Swedish nuclear power station. The jobs are the shift supervisor, the reactor operator and the turbine operator. The method is based on a system analytical approach. Through a topdown analysis of the power generation system a structure is derived which is used for an inventory of possible operator tasks. The primary source for actual task generation was interviews with operators and with other personnel who are cooperating with the operators. The method suggests alternative sources for the task generation when operator interviews are not feasible, e.g. in systems which are being developed or when operator experiences are lacking. The result of the job analysis is a set of typical tasks for each job. These tasks represent the contents of the job to be considered in the planning of job training and for recruitment requirements. The same job analysis method was used for training design and evaluation in a Finnish nuclear power station. The concluding remarks of this report are made in the light of this study also. This report is based on a research project B15/77 from the Swedish Nuclear Power Inspectorate. (author)

Informal learning of temporary agency workers in low-skill jobs: The role of self-profiling, career control, and job challenge

NARCIS (Netherlands)

Preenen, P.; Verbiest, S.; van Vianen, A.; van Wijk, E.

2015-01-01

Purpose: The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach: An

Informal learning of temporary agency workers in low-skill jobs : the role of self-profiling, career control and job challenge

NARCIS (Netherlands)

Preenen, P.T.Y.; Verbiest, S.; Vianen, A. van; Wijk, E. van

2015-01-01

Purpose. The purpose of this paper is to develop and investigate the idea that self-profiling and career control by temporary agency workers (TAWs) in low-skill jobs are positively related to informal learning and that this relationship is mediated by job challenge. Design/methodology/approach. An

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.

Men in Families: Job Satisfaction and Self-Esteem.

Science.gov (United States)

Sinacore, Ada L.; Akcali, F. Ozge

2000-01-01

A study of 72 fathers found that family environment has a limited effect on men's self-esteem and it predicts only three aspects of job satisfaction, possibly because of men's limited involvement in the family and feeling that their role in the family is as provider and disciplinarian. (JOW)

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...

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…

Effects of Parental Job Insecurity and Parenting Behaviors on Youth's Self-Efficacy and Work Attitudes.

Science.gov (United States)

Lim, Vivien K. G.; Loo, Geok Leng

2003-01-01

Structural equation modeling results from data on 178 undergraduates and their parents in Singapore indicated that paternal job insecurity was associated positively and maternal job insecurity negatively with authoritarian parenting. Mothers' authoritarian parenting was related to young adults' self-efficacy. Self-efficacy was positively…

Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation.

Science.gov (United States)

Steinbauer, Robert; Renn, Robert W; Chen, H Shawna; Rhew, Nicholas

2018-01-08

Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications.

Negotiated autonomy in diabetes self-management: the experiences of adults with intellectual disability and their support workers.

Science.gov (United States)

Whitehead, L C; Trip, H T; Hale, L A; Conder, J

2016-02-02

The basic human right of autonomy is underpinned by the ability to practice decision-making. The rights of people with disabilities to engage in autonomous decision-making are promoted as best practice and includes decisions around health and self-care. Little is known about autonomy in the field of long-term condition management. This paper explores how people with intellectual disabilities (ID) and their support workers experience and practice autonomy in relation to the management of diabetes. Semi-structured interviews were completed in residential and independent living settings with people living with an ID and type 1 (N = 8) or type 2 (N = 6) diabetes and their support workers (N = 17). The participant with ID's support worker was present as requested; however, the interviews were run separately with each participant rather than jointly. Thematic analysis was undertaken, and a constructivist lens informed both data collection and analysis. The analysis revealed a strong process of negotiated autonomy between people with ID and their support workers in relation to the daily management of diabetes. During times of transition, roles in relation to diabetes management were renegotiated, and the promotion of autonomy was prefaced within the context of risk and client safety. Goals to increase independence were drivers for negotiating greater autonomy. The successful negotiation of autonomy in relation to diabetes illustrates the potential for people with ID to play a key role in the management of long-term health conditions. The study highlights the primacy of developing decision-making skills among people with ID. Promoting opportunities for decision-making and an ethos of supported decision-making through person-centred planning are all vital in working towards enhancing autonomy. © 2016 MENCAP and International Association of the Scientific Study of Intellectual and Developmental Disabilities and John Wiley & Sons Ltd.

Relationship styles of self-focused autonomy, other-focused connection, and mutuality among Mexican American and European American college students.

Science.gov (United States)

Neff, Kristin D; Brabeck, Kalina M; Kearney, Lisa K

2006-10-01

The author examined relationship styles of self-focused autonomy (SFA), other-focused connection (OFC), and mutuality among 415 European and Mexican American young adults in 2 U.S. colleges. Mutuality was the most commonly reported style for both ethnic groups, although Mexican American men were more likely than the others to indicate that they had the SFA style. Mexican American participants perceived their fathers' styles as SFA more often than did the others regarding either of their parents' styles. Mutuality was associated with the best mental-health outcomes regardless of gender or ethnicity. The present results indicate that the cultural influences on autonomy and connection are complex and that collectivistic cultural contexts may sometimes promote autonomy concerns in men.

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…

Predicting job-seeking intensity and job-seeking intention in the sample of unemployed

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Marić Zorica

2005-01-01

Full Text Available In this study Ajzen' theory (1991 of planned behavior was used to predict job - seek intention and behavior among unemployed people (N = 650. In addition to theory of planned behavior variables (job - seek attitude, subjective norm, self - efficacy and controllability of job seek process we used several other psychological (financial pressure, self - mastery, self - esteem and depression and demographic (gender, age, education, marriage and lent of unemployment variables to build a model of predictors for both criterion variables. Financial pressure, intention to seek employment, job seek - self - efficacy, job - seek controllability, marriage and job - seek attitude predicted job - seeking behavior, while attitude toward job - seeking, subjective norm, job - seek self - efficacy and financial pressure predicted job seek - intention. Results are discussed in light of theory of planned behavior, current research of job - seeking behavior and recommendations are made for practice.

Working in small-scale, homelike dementia care: effects on staff burnout symptoms and job characteristics. A quasi-experimental, longitudinal study.

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Zwakhalen, Sandra Mg; Hamers, Jan Ph; van Rossum, Erik; Ambergen, Ton; Kempen, Gertrudis Ijm; Verbeek, Hilde

2018-05-01

This paper reports on a quasi-experimental, longitudinal study on the effects of working in a new type of dementia care facility (i.e. small-scale living facilities) on staff burnout symptoms and job characteristics (job autonomy, social support, physical demands and workload). It is hypothesised that nursing staff working in small-scale facilities experience fewer burnout symptoms, more autonomy and social support, and fewer symptoms of physical demands and workload compared with staff in regular wards. Two types of long-term institutional nursing care settings were included: 28 houses in small-scale living facilities and 21 regular psychogeriatric wards in nursing homes. At baseline and at follow-ups after 6 and 12 months nursing staff were assessed by means of self-report questionnaires. In total, 305 nursing staff members were included in the study, 114 working in small-scale living facilities (intervention group) and 191 in regular wards (control group). No overall effects on burnout symptoms were detected. Significantly fewer physical demands and lower workload were experienced by staff working in small-scale living facilities compared with staff in regular wards. They also experienced more job autonomy. No significant effect was found for overall social support in the total group. This study suggests positive effects of the work environment on several work characteristics. Organisational climate differs in the two conditions, which might account for our results. This may influence nursing staff well-being and has important implications for nursing home managers and policy makers. Future studies should enhance our understanding of the influence of job characteristics on outcomes.

ISOS: A job evaluation system to implement comparable worth

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Albert Corominas

2008-01-01

Full Text Available A fair pay structure is an essential element of the personnel policy of a firm. If the pay structure is perceived as arbitrary by the members of the staff, it becomes a cause of disturbance of the labor relations. Particularly, a pay structure is unfair if it discriminates against women. Job evaluation is a traditional tool used by companies to assist in the process of determining pay structures that can be also useful to detect and combat wage discrimination, since allow determining whether two jobs are of comparable worth or not. Although there are many kinds of systems, authors agree when defining point factor methods as the most appropriate and fair job evaluation systems. However, even being well defined from a technical point of view, most existing systems give discriminatory results regarding to gender. ISOS, a new job evaluation system which is described in this paper, has been designed, with the aim to define a neutral system with regard to gender, based on present jobs characteristics, existing job evaluation systems and job description questionnaires, international experts’ knowledge and a wide body of literature on gender discrimination and its relation with job evaluation. Using ISOS can contribute to detect, combat and eliminate part of the existing wage discrimination in general and, in particular, against women. ISOS includes all aspects of the work so no characteristics are omitted. The system can be applied in any company and to evaluate any job, and offers flexibility to be adapted to the specific characteristics of an organization. ISOS can also be used to detect and combat wage discrimination. Furthermore, characteristics of present jobs, such as cross-training or flexible working time, are also included so the system can be considered innovative in a very traditional field of industrial engineering.

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

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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)

Self-Perceived Job Insecurity and Social Context: Are There Different European Cultures of Anxiety?

OpenAIRE

Marcel Erlinghagen

2007-01-01

Job insecurity causes far reaching negative outcomes. The fear of job loss damages the health of employees and reduces the productivity of firms. Thus, job insecurity should result in increasing social costs. Analyzing representative data from 17 European countries, this paper investigates self perceived job insecurity. Our multi level analysis reveals significant cross-country differences in individuals' perception of job insecurity. This finding is not only driven by social-structural or in...

Health care reform and job satisfaction of primary health care physicians in Lithuania

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Blazeviciene Aurelija

2005-03-01

Full Text Available Abstract Background The aim of this research paper is to study job satisfaction of physicians and general practitioners at primary health care institutions during the health care reform in Lithuania. Methods Self-administrated anonymous questionnaires were distributed to all physicians and general practitioners (N = 243, response rate – 78.6%, working at Kaunas primary health care level establishments, in October – December 2003. Results 15 men (7.9% and 176 women (92.1% participated in the research, among which 133 (69.6% were GPs and 58 (30.4% physicians. Respondents claimed to have chosen to become doctors, as other professions were of no interest to them. Total job satisfaction of the respondents was 4.74 point (on a 7 point scale. Besides 75.5% of the respondents said they would not recommend their children to choose a PHC level doctor's profession. The survey also showed that the respondents were most satisfied with the level of autonomy they get at work – 5.28, relationship with colleagues – 5.06, and management quality – 5.04, while compensation (2.09, social status (3.36, and workload (3.93 turned to be causing the highest dissatisfaction among the respondents. The strongest correlation (Spearmen's ratio was observed between total job satisfaction and such factors as the level of autonomy – 0.566, workload – 0.452, and GP's social status – 0.458. Conclusion Total job satisfaction of doctors working at primary health care establishments in Lithuania is relatively low, and compensation, social status, and workload are among the key factors that condition PHC doctors' dissatisfaction with their job.

Testing a self-determination theory intervention for motivating tobacco cessation: supporting autonomy and competence in a clinical trial.

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Williams, Geoffrey C; McGregor, Holly A; Sharp, Daryl; Levesque, Chantal; Kouides, Ruth W; Ryan, Richard M; Deci, Edward L

2006-01-01

A longitudinal randomized trial tested the self-determination theory (SDT) intervention and process model of health behavior change for tobacco cessation (N = 1006). Adult smokers were recruited for a study of smokers' health and were assigned to intensive treatment or community care. Participants were relatively poor and undereducated. Intervention patients perceived greater autonomy support and reported greater autonomous and competence motivations than did control patients. They also reported greater medication use and significantly greater abstinence. Structural equation modeling analyses confirmed the SDT process model in which perceived autonomy support led to increases in autonomous and competence motivations, which in turn led to greater cessation. The causal role of autonomy support in the internalization of autonomous motivation, perceived competence, and smoking cessation was supported. Copyright 2006 APA, all rights reserved.

The relationship between perceived promotion of autonomy/dependence and pain-related disability in older adults with chronic pain: the mediating role of self-reported physical functioning.

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Matos, Marta; Bernardes, Sónia F; Goubert, Liesbet

2016-08-01

Chronic pain is prevalent among older adults and is usually associated with high levels of functional disability. Social support for the promotion of functional autonomy and dependence has been associated with pain-related disability and self-reported physical functioning. Nevertheless, these relationships need further inquiry. Our aims were to investigate: (1) the relationship between perceived promotion of autonomy/dependence and pain-related disability and (2) the extent to which self-reported physical functioning mediated these relationships. 118 older adults (Mage = 81.0) with musculoskeletal chronic pain completed the Portuguese versions of the revised formal social support for Autonomy and Dependence in Pain Inventory, the pain severity and interference scales of the Brief Pain Inventory, and the physical functioning scale of the Medical Outcomes Study-Short-Form 36 v2. Higher levels of perceived promotion of autonomy were associated with lower pain-related disability; this relationship was partially mediated by self-reported physical functioning (B = -.767, p dependence was associated with higher pain-related disability; this effect was also partially accounted for by self-reported physical functioning (B = .889, p dependence for managing older adults' experience of chronic pain.

Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors

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Petrović Ivana B.

2014-01-01

Full Text Available Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied. Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity. Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research. [Projekat Ministarstva nauke Republike Srbije, br. 179018

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...

Does work-site physical activity improve self-reported psychosocial workplace factors and job satisfaction?

DEFF Research Database (Denmark)

Roessler, K K; Rugulies, R; Bilberg, R

2013-01-01

PURPOSE: To investigate whether a work-site strength-training program has a positive effect on self-reported psychosocial workplace factors and job satisfaction. METHODS: We conducted a randomized controlled trial among laboratory technicians implementing neck and shoulder exercises for pain relief......, with 199 participants in the training group and 228 in the control group. Influence at work, sense of community, time pressure, and job satisfaction were measured with the Copenhagen Psychosocial Questionnaire at baseline and post-intervention after 20 weeks. RESULTS: There was no statistically significant...... of a work-site strength-training program on self-reported psychosocial workplace factors and job satisfaction....

Occupational therapy consultation for case managers in community mental health: exploring strategies to improve job satisfaction and self-efficacy.

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Chapleau, Ann; Seroczynski, A D; Meyers, Susan; Lamb, Kristen; Haynes, Susan

2011-01-01

The purpose of this study was 2-fold: (1) to examine to what extent case managers' job satisfaction and self-efficacy were impacted by the addition of an occupational therapy consultation model and (2) to identify factors that both positively and negatively impacted the occupational therapy consultation services. The study was conducted at a mental health community support program in a local homeless center. In a 2-year study, a mixed-methods design was used to study changes over time in job satisfaction and perceived self-efficacy among 14 case managers who received ongoing occupational therapy consultation. Job satisfaction and self-efficacy data were obtained using standardized questionnaires. Qualitative data related to factors impacting the consultation program were obtained using open-ended written questions, focus groups, and individual interviews. Statistically significant differences in job satisfaction and perceptions of self-efficacy were found 18 months into the study, when case managers were more actively seeking occupational therapy consultation services and were reporting improved client outcomes from occupational therapy intervention. In addition, themes related to both positive and negative factors impacting the occupational therapy consultation program were identified and provided useful data for development of future consultation services. IMPLICATION FOR CASE MANAGEMENT PRACTICE: Results suggest that ongoing training and professional support for case managers who are paraprofessionals and/or new to mental health practice may improve job satisfaction and efficacy. Occupational therapy consultation may be helpful in developing services for health promotion, including self-care management, cognitive assessments, activity-based programming, and home safety evaluation and modification. In addition, new graduates and paraprofessional case managers working with clients who are high utilizers of services may benefit from smaller caseloads and support

Gender differences in the association of a high quality job and self-esteem over time: A multiwave study

OpenAIRE

Keller, Anita C.; Meier, Laurenz L.; Gross, Sven; Semmer, Norbert K.

2015-01-01

High self-esteem often predicts job-related outcomes, such as high job satisfaction or high status. Theoretically, high quality jobs (HQJs) should be important for self-esteem, as they enable people to use a variety of skills and attribute accomplishments to themselves, but research findings are mixed. We expected reciprocal relationships between self-esteem and HQJ. However, as work often is more important for the status of men, we expected HQJ to have a stronger influence on self-esteem for...

Self-perceived depression, anxiety, stress and their relationships with psychosocial job factors in male automotive assembly workers.

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Edimansyah, Bin Abdin; Rusli, Bin Nordin; Naing, Lin; Mohamed Rusli, Bin Abdullah; Winn, Than; Tengku Mohamed Ariff, Bin Raja Hussin

2008-01-01

Depression, anxiety and stress have been recognized as important mental outcome measures in stressful working settings. The present study explores the prevalence of self-perceived depression, anxiety and stress; and their relationships with psychosocial job factors. A cross-sectional study involving 728 male automotive assembly workers was conducted in two major automotive assembly plants in Malaysia using the validated Malay versions of the Depression Anxiety Stress Scales (DASS) and Job Content Questionnaire (JCQ). Based on the DASS cut-off of > or =78 percentile scores, the prevalence of self-perceived depression, anxiety and stress was 35.4%, 47.2% and 31.1%, respectively. Four (0.5%), 29 (4.0%) and 2 (0.3%) workers, respectively, reported extremely severe self-perceived depression, anxiety and stress. Multiple linear regression analyses, controlling for age, education, salary, duration of work and marital status, revealed that psychological job demand, job insecurity and hazardous condition were positively associated with DASS-Depression, DASS-Anxiety and DASS-Stress; supervisor support was inversely associated with DASS-Depression and DASS-Stress. We suggest that reducing psychological job demand, job insecurity and hazardous condition factors may improve the self-perceived depression, anxiety and stress in male automotive assembly workers. Supervisor support is protective for self-perceived depression and stress.

The Combined Effect of Long Working Hours and Low Job Control on Self-Rated Health

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Cho, Seong-Sik; Ju, Young-Su; Paek, Domyung; Kim, Hyunjoo; Jung-Choi, Kyunghee

2018-01-01

Objectives: The aim of this study was to investigate the combined effects of long working hours and low job control on self-rated health. Methods: We analyzed employees’ data obtained from the third Korean Working Conditions Survey (KWCS). Multiple survey logistic analysis and postestimation commands were employed to estimate the relative excess risk due to interaction (RERI). Results: The odds ratio (OR) for poor self-rated health was 1.24 [95% confidence interval (95% CI): 1.13 to 1.35] for long working hours, 1.04 (95% CI: 0.97 to 1.13) for low job control, and 1.47 (95% CI: 1.33 to 1.62) for both long working hours and low job control. The RERI was 0.18 (95% CI: 0.02 to 0.34). Conclusion: These results imply that low job control may increase the negative influence of long working hours on self-rated health. PMID:29200187

Adapting Job Analysis Methodology to Improve Evaluation Practice

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Jenkins, Susan M.; Curtin, Patrick

2006-01-01

This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

Determinants of Job Satisfaction across the EU-15: A Comparison of Self-Employed and Paid Employees

NARCIS (Netherlands)

J.M. Millan; A.R. Thurik (Roy); S.J.A. Hessels (Jolanda); R. Aguado (Rafael)

2011-01-01

textabstractJob satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994-2001. We distinguish between two types of job satisfaction, i.e. job satisfaction in terms of type of work and job satisfaction in

The relationship between differential inequity, job satisfaction, intention to turnover, and self-esteem.

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Abraham, R

1999-03-01

This study was an examination of differential inequity or underreward in working conditions, originating from the discrepancy between individual working conditions and those of comparative referents. In its exploration of the outcomes of inequity in working conditions, the study fills a gap in the literature because most such studies have been primarily devoted to investigations of pay inequity. Empirically, it is an investigation of elements of differential inequity as antecedents of job satisfaction and intentions to turnover and of self-esteem as a moderator of inequity-criteria relationships. Significant relationships between system and age inequity and job satisfaction and between company inequity and intention to turnover were found. Self-esteem significantly moderated the global inequity-job satisfaction and global inequity-intention to turnover relationships.

Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue.

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Varekamp, Inge; Verbeek, Jos H; de Boer, Angela; van Dijk, Frank J H

2011-07-01

Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions. Participants with chronic physical diseases were randomly assigned to the intervention (N=64) or the control group (N=58). Participants were eligible for the study if they had a chronic physical disease, paid employment, experienced work-related problems, and were not on long-term 100% sick leave. Primary outcome measures were self-efficacy in solving work- and disease-related problems (14-70), job dissatisfaction (0-100), fatigue (20-140) and job maintenance measured at 4-, 8-, 12- and 24-month follow-up. We used GLM repeated measures for the analysis. After 24 months, loss to follow-up was 5.7% (7/122). Self-efficacy increased and fatigue decreased significantly more in the experimental than the control group [10 versus 4 points (P=0.000) and 19 versus 8 points (P=0.032), respectively]. Job satisfaction increased more in the experimental group but not significantly [6 versus 0 points (P=0.698)]. Job maintenance was 87% in the experimental and 91% in the control group, which was not a significant difference. Many participants in the control group also undertook actions to solve work-related problems. Empowerment training increases self-efficacy and helps to reduce fatigue complaints, which in the long term could lead to more job maintenance. Better understanding of ways to deal with work-related problems is needed to develop more efficient support for employees with a chronic disease.

Nurse practitioner job content and stress effects on anxiety and depressive symptoms, and self-perceived health status.

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Chen, Chin-Huang; Wang, Jane; Yang, Cheng-San; Fan, Jun-Yu

2016-07-01

We explored the impact of job content and stress on anxiety, depressive symptoms and self-perceived health status among nurse practitioners (NPs). Taiwan's NP roles vary between hospitals as a result of the diverse demands and complex tasks that cause job-related stress, potentially affecting the health of the NP. This study utilised a cross-sectional descriptive design with 161 NPs from regional hospitals participating. Data collection involved demographics, the Taiwan Nurse Stress Checklist, the Job Content Questionnaire, the Beck Anxiety Inventory, the Beck Depression Inventory, a General Health Status Checklist and salivary cortisol tests. NPs reported moderate job stress, similar job control to nurses, mild anxiety and depression, and below-average self-perceived health. Being a licensed NP, personal response, competence, and incompleteness of the personal arrangements subscales of job stress, and anxiety predicted self-perceived health after adjusting for other covariates. Job stress and anxiety affect NP health. NPs are a valuable resource, and the healthcare system demand is growing. Reasonable NP staffing, working hours, proper promotion systems, the causes of job stress, job content clarification and practical work shift scheduling need to be considered. The occupational safety and physical and psychological health of NPs are strongly associated with the quality of patient care. © 2016 John Wiley & Sons Ltd.

Differentiating autonomy from individualism and independence: a self-determination theory perspective on internalization of cultural orientations and well-being.

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Chirkov, Valery; Ryan, Richard M; Kim, Youngmee; Kaplan, Ulas

2003-01-01

On the basis of self-determination theory (R. M. Ryan & E. L. Deci, 2000) and cultural descriptions drawn from H. C. Triandis (1995), the authors hypothesized that (a) individuals from different cultures internalize different cultural practices; (b) despite these differences, the relative autonomy of individuals' motivation for those practices predicts well-being in all 4 cultures examined; and (c) horizontal practices are more readily internalized than vertical practices across all samples. Five hundred fifty-nine persons from South Korea, Russia, Turkey and the United States participated. Results supported the hypothesized relations between autonomy and well-being across cultures and gender. Results also suggested greater internalization of horizontal relative to vertical practices. Discussion focuses on the distinction between autonomy and individualism and the relative fit of cultural forms with basic psychological needs.

Collectivists' contingency and autonomy as predictors of buffet preferences among Taiwanese adolescents.

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Chiou, Wen-Bin

2006-01-01

In a culture or society with high collectivism, contingent orientation and constrained autonomy are the prominent characteristics of adolescents' self-construal. This article examined whether Taiwanese adolescents' contingency and autonomy were associated with their prevalent preferences for buffet consumption. Findings in a panel survey indicated that contingency was positively correlated with adolescents' buffet preference, whereas autonomy was negatively correlated. Moreover, the results showed that adolescents' contingent orientation and perceived autonomy could predict their subsequent buffet preference over a half-year period. A laboratory experiment showed that adolescents who perceived lower autonomy exhibited greater preferences for buffet over the other diet consumption. In general, the results suggest that collectivist adolescents' contingency and autonomy were related to their trait-like preferences for buffet, and the state-like preferences for buffet were affected by their perceived levels of autonomy. Findings provide further insights into the impact of adolescents' self-construal on their diet consumption.

Job insecurity and health.

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McDonough, P

2000-01-01

As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

Relationships Between Self-Reported Leadership Practices, Job Satisfaction, and Demographics of Radiology Administrators.

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Jackowski, Melissa B; Burroughs, Brandon Michael

2015-01-01

To evaluate the self-reported leadership practices of radiology administrators and the demographic characteristics associated with those leadership practices. The effect of these demographic characteristics and leadership practices on job satisfaction also was studied. One-hundred forty-nine American Society of Radiologic Technologists members who indicated they have a position of administrator/manager, chief technologist, or supervisor completed a demographic survey and the Leadership Practices Inventory (LPI) self-survey tool. The LPI divides successful leadership into 5 practices: Challenge the Process, Inspire a Shared Vision, Enable Others to Act, Encourage the Heart, and Model the Way. The categories Challenge the Process and Inspire a Shared Vision had the lowest mean scores and the widest variation. Having had formal leadership training and being older were demographic characteristics associated with higher LPI scores. Having a higher LPI score and having had formal leadership training were associated with higher job satisfaction. Formal leadership training was the only statistically significant variable when using LPI score as the response variable. The results of this study show that radiology administrators would benefit from formal leadership training that focuses on challenging the process and inspiring a shared vision.

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

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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.

Determinants of physical activity among patients with type 2 diabetes: the role of perceived autonomy support, autonomous motivation and self-care competence.

Science.gov (United States)

Koponen, Anne M; Simonsen, Nina; Suominen, Sakari

2017-03-01

Based on self-determination theory (SDT), this study investigated, whether the three central SDT variables (perceived autonomy support, autonomous motivation and self-care competence), were associated with engagement in physical activity (PA) among patients with type 2 diabetes when the effect of a wide variety of other important life-context factors (perceived health, medication, duration of diabetes, mental health, stress and social support) was controlled for. Patients from five municipalities in Finland with registry-based entitlement to a special reimbursement for medicines used in the treatment of type 2 diabetes (n = 2866, mean age 63 years, 56% men) participated in this mail survey in 2011. Of all measured explanatory factors, autonomous motivation was most strongly associated with engagement in PA. Autonomous motivation mediated the effect of perceived autonomy support on patients' PA. Thus, perceived autonomy support (from one's physician) was associated with the patient's PA through autonomous motivation. This result is in line with SDT. Interventions for improved diabetes care should concentrate on supporting patients' autonomous motivation for PA. Internalizing the importance of good self-care seems to give sufficient energy to maintain a physically active lifestyle.

The Mediating Role of Autonomy, Psychological Empowerment, and Self-Realization in Explaining the Relationship between School-Based Factors and Postschool Outcomes

Science.gov (United States)

Shogren, Karrie A.; Garnier Villarreal, Mauricio; Lang, Kyle; Seo, Hyojeong

2016-01-01

Secondary data analysis using the National Longitudinal Transition Study-2 dataset was conducted to examine the degree to which autonomy, psychological empowerment and self-realization (three of four essential characteristics of self-determination) play a mediating role in the relationship between school-based factors and postschool outcomes. The…

The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction.

Science.gov (United States)

De Simone, Silvia; Planta, Anna; Cicotto, Gianfranco

2018-02-01

Nurses' voluntary turnover is a worrying global phenomenon which affects service quality. Retaining nursing staff within a hospital is important to eliminate the negative influence of voluntary turnover on the quality of care and organisation costs. This research helps explain nurses' voluntary turnover by analysing the role of self-efficacy, agentic capacities, job satisfaction, and work engagement on hospital turnover intention, and to study the relationships between these variables and patient satisfaction. This study gathered data from 194 nurses and 181 patients from 22 inpatient wards at two hospitals in southern Italy. Correlation analysis revealed that job satisfaction, work engagement, self-efficacy and agentic capacities were positively interrelated and negatively correlated with turnover intention. Path analysis showed that self-efficacy, some agentic capacities (anticipation and self-regulation), job satisfaction, and work engagement had direct or indirect effects on nurses' turnover intention, and that job satisfaction exerted a stronger effect on turnover intention. Also, patient satisfaction was positively correlated with nurses' job satisfaction, work engagement, self-efficacy, self-regulation and anticipation and negatively correlated with nurses' turnover intention. Results highlighted the importance of implementing actions (for example through feedforward methodology and the goal setting technique) to improve self-efficacy, self-regulation skill, work engagement and job satisfaction in order to reduce nurses' turnover intention and increase patient satisfaction with nursing care. Copyright © 2017 Elsevier Inc. All rights reserved.

Coach autonomy support and quality of sport engagement in young soccer players.

Science.gov (United States)

Alvarez, María Sol; Balaguer, Isabel; Castillo, Isabel; Duda, Joan L

2009-05-01

Based on the self-determination theory (Ryan & Deci, 2000), this study tested a model of the assumed sequential relationships between perceived autonomy support, psychological need satisfaction, self-determined motivation, and enjoyment/boredom. The hypothesized mediational roles of psychological need satisfaction and self-determined motivation were also studied. In a sample of 370 young male soccer players, path analysis results offered support for the proposed model. Total mediation was supported in the case of the psychological need satisfaction in the relationship between autonomy support and self-determined motivation, and partial mediation for self-determined motivation in the links between psychological need satisfaction and enjoyment (positive) and boredom (negative). Implications of autonomy-supportive behaviors provided by coaches for the quality of sport involvement among young athletes are discussed.

Autonomy and independence in language learning

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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 ...

A Longitudinal, Mixed Method Evaluation of Self-Awareness Training in the Workplace

Science.gov (United States)

Sutton, Anna; Williams, Helen M.; Allinson, Christopher W.

2015-01-01

Purpose: The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve…

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

OpenAIRE

Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the c...

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

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.

The Influence of Job Characteristics and Self-Directed Learning Orientation on Workplace Learning

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Raemdonck, Isabel; Gijbels, David; van Groen, Willemijn

2014-01-01

Given the increasing importance of learning at work, we set out to examine the factors which influence workplace learning behaviour. The study investigated the influence of the job characteristics from Karasek's Job Demand Control Support model and the personal characteristic self-directed learning orientation on workplace learning. A total…

Cognitive autonomy among adolescents with and without hearing loss: Associations with perceived social support.

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Michael, Rinat; Attias, Joseph

2016-04-01

Cognitive autonomy is a skill which may help adolescents prepare for important decisions in adulthood. The current study examined the associations between cognitive autonomy and perceived social support among adolescents with and without hearing loss. Participants were 177 students: 55 were deaf and hard of hearing (dhh) and 122 were hearing. They completed the Cognitive Autonomy and Self-Evaluation Inventory, the Multidimensional Scale of Perceived Social Support, and a demographic questionnaire. Significant positive correlations were found between some of the cognitive autonomy variables and some of the perceived social support variables. However, among the dhh group, they were fewer and weaker. Family support was found to be a significant predictor of three out of the five cognitive autonomy variables. In addition, significant differences were found between the dhh and hearing participants in some of the cognitive autonomy variables, but not in perceived social support. Implications for theory and practice are discussed. Copyright © 2016 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

Time constraints and autonomy at work in the European Union

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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

The Effect of Wilderness Therapy on Adolescents' Cognitive Autonomy and Self-Efficacy: Results of a Non-Randomized Trial

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Margalit, Daniella; Ben-Ari, Amichai

2014-01-01

Background: Adolescents participate in decision-making processes involving risky behaviors. Management of these important decisions may be promoted by enhancing adolescents' self-efficacy beliefs and cognitive autonomy. Objective: In order to elucidate the value of wilderness therapy to the successful management of decision making processes among…

Same but different: Comparative modes of information processing are implicated in the construction of perceptions of autonomy support.

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Lee, Rebecca Rachael; Chatzisarantis, Nikos L D

2017-11-01

An implicit assumption behind tenets of self-determination theory is that perceptions of autonomy support are a function of absolute modes of information processing. In this study, we examined whether comparative modes of information processing were implicated in the construction of perceptions of autonomy support. In an experimental study, we demonstrated that participants employed comparative modes of information processing in evaluating receipt of small, but not large, amounts of autonomy support. In addition, we found that social comparison processes influenced a number of outcomes that are empirically related to perceived autonomy support such as sense of autonomy, positive affect, perceived usefulness, and effort. Findings shed new light upon the processes underpinning construction of perceptions related to autonomy support and yield new insights into how to increase the predictive validity of models that use autonomy support as a determinant of motivation and psychological well-being. © 2017 The British Psychological Society.

Developing a Teacher Evaluation Model: The Impact of Teachers’ Attitude toward the Performance Evaluation System (PES on Job Satisfaction and Organizational Commitment with the Mediating Role of Teachers’ Sense of Efficacy

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Behrooz Saljooghi

2016-05-01

Full Text Available The objective of this paper was to design, develop and evaluate a causal model of teachers’ attitude toward the performance evaluation system (PES with the mediating role of teachers’ sense of efficacy on job satisfaction and organizational commitment. The study population included all teachers of male-only high schools in Tehran. 117 teachers were selected as the sample population using availability sampling. The present study is an applied research in terms of its objective and a descriptive research in terms of its data collection method. Furthermore, the study uses a correlational research design through structural equation modeling. In order to measure the study variables, the following questionnaires were used: Teachers’ Attitude toward Performance Evaluation, Teachers’ Sense of Efficacy, Job Satisfaction and Organizational Commitment. The results showed that teachers’ attitude toward the performance evaluation system had a significant positive effect on job satisfaction, organizational commitment and self-efficacy. Also, teachers’ sense of efficacy had a significant positive effect on job satisfaction. Moreover, the results showed that teachers’ attitude to the performance evaluation system had a positive and significant effect on organizational commitment with the mediating role of self-efficacy. Thus, the present study verified the causal model of teachers’ attitude toward the performance evaluation system with the mediating role of teachers’ sense of efficacy. Finally, the structural equation modeling reflects the positive impact of teachers’ attitude toward Iran’s Ministry of Education’s employee performance evaluation system on job satisfaction, sense of efficacy and organizational commitment.

Job Burnout, Work Engagement and Self-reported Treatment for Health Conditions in South Africa.

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de Beer, Leon T; Pienaar, Jaco; Rothmann, Sebastiaan

2016-02-01

The purpose of the study being reported here was to investigate the relationship of job burnout and work engagement with self-reported received treatment for health conditions (cardiovascular condition, high cholesterol, depression, diabetes, hypertension and irritable bowel syndrome), while controlling for age, gender, smoking and alcohol use. The sample comprised 7895 employees from a broad range of economic sectors in the South African working population. A cross-sectional survey design was used for the study. Structural equation modelling methods were implemented with a weighted least squares approach. The results showed that job burnout had a positive relationship with self-reported received treatment for depression, diabetes, hypertension and irritable bowel syndrome. Work engagement did not have any significant negative or positive relationships with the treatment for these health conditions. The results of this study make stakeholders aware of the relationship between job burnout, work engagement and self-reported treatment for health conditions. Evidence for increased reporting of treatment for ill-health conditions due to burnout was found. Therefore, attempts should be made to manage job burnout to prevent ill-health outcomes. Copyright © 2014 John Wiley & Sons, Ltd.

[Relationship between job stress contents, psychosocial factors and mental health status among university hospital nurses in Korea].

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Yoon, Hyun-Suk; Cho, Young-Chae

2007-09-01

The present study was intended to assess the mental health of nurses working for university hospitals and to establish which factors determine their mental health. Self-administered questionnaires were given to 1,486 nurses employed in six participating hospitals located in Daejeon City and Chungnam Province between July 1st and August 31st, 2006. The questionnaire items included sociodemographic, job-related, and psychosocial factors, with job stress factors (JCQ) as independent variables and indices of mental health status (PWI, SDS and MFS) as dependent variables. For statistical analysis, the Chi-square test was used for categorical variables, with hierarchical multiple regression used for determining the factors effecting mental health. The influence of psychosocial and job-related factors on mental health status was assessed by covariance structure analysis. The statistical significance was set at pnurses included sociodemographic characteristics such as age, number of hours of sleep, number of hours of leisure, and subjective health status; job-related characteristics such as status, job satisfaction, job suitability, stresses such as demands of the job, autonomy, and coworker support; and psychosocial factors such as self-esteem, locus of control and type A behavior patterns. Psychosocial factors had the greatest impact on mental health. Covariance structure analysis determined that psychosocial factors affected job stress levels and mental health status, and that the lower job stress levels were associated with better mental health. Based on the study results, improvement of mental health status among nurses requires the development and application of programs to manage job stress factors and/or psychosocial factors as well as sociodemographic and job-related characteristics.

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

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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.

Exercisers' perceptions of their fitness instructor's interacting style, perceived competence, and autonomy as a function of self-determined regulation to exercise, enjoyment, affect, and exercise frequency.

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Puente, Rogelio; Anshel, Mark H

2010-02-01

The primary purpose of the present investigation was to test the hypothesis, derived from Self-Determination Theory (SDT), that an individual's perceived competence and autonomy mediate the relationship between the exercisers' perception of their instructor's interaction style and the exercisers' motivation to exercise. A secondary purpose was to identify the affective and behavioral outcomes derived from self-determined regulation. It was hypothesized that SDT would significantly explain and predict exercise behavior. Participants consisted of 238 college students, 103 males and 135 females (M age = 20.4 years, SD = 2.16), who volunteered to participate in the study. They were asked to complete a battery of questionnaires measuring instructor's interacting style, self-regulation to exercise, perceived autonomy and competence, enjoyment, positive and negative affect, and exercise frequency. Using structural equation modeling with observed variables, the results showed that perceived competence and autonomy mediated the relationship between perceived instructor's interacting style and self-determined regulation. It was also found that self-determined regulation was significantly related to exercise enjoyment, positive affect, and exercise frequency. It was concluded that understanding the motivational factors and emotional and behavioral consequences of physical activity will partially explain an individual's motives to engage regularly in exercise.

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

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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.

Job-related resources and the pressures of working life.

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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.

Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI.

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Joseph, Dana L; Jin, Jing; Newman, Daniel A; O'Boyle, Ernest H

2015-03-01

Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can robustly predict job performance beyond cognitive ability and Big Five personality traits (Joseph & Newman, 2010b; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). These criterion-related validity results are problematic, given the paucity of evidence and the questionable construct validity of mixed EI measures themselves. In the current research, we update and reevaluate existing evidence for mixed EI, in light of prior work regarding the content of mixed EI measures. Results of the current meta-analysis demonstrate that (a) the content of mixed EI measures strongly overlaps with a set of well-known psychological constructs (i.e., ability EI, self-efficacy, and self-rated performance, in addition to Conscientiousness, Emotional Stability, Extraversion, and general mental ability; multiple R = .79), (b) an updated estimate of the meta-analytic correlation between mixed EI and supervisor-rated job performance is ρ = .29, and (c) the mixed EI-job performance relationship becomes nil (β = -.02) after controlling for the set of covariates listed above. Findings help to establish the construct validity of mixed EI measures and further support an intuitive theoretical explanation for the uncommonly high association between mixed EI and job performance--mixed EI instruments assess a combination of ability EI and self-perceptions, in addition to personality and cognitive ability. PsycINFO Database Record (c) 2015 APA, all rights reserved.

Evaluation of nurses’ changing perceptions when trained to implement a self-management programme for dual sensory impaired older adults in long-term care: a qualitative study

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Roets-Merken, Lieve M; Vernooij-Dassen, Myrra J F J; Zuidema, Sytse U; Dees, Marianne K; Hermsen, Pieter G J M; Kempen, Gertrudis I J M; Graff, Maud J L

2016-01-01

Objectives To gain insights into the process of nurses’ changing perceptions when trained to implement a self-management programme for dual sensory impaired older adults in long-term care, and into the factors that contributed to these changes in their perceptions. Design Qualitative study alongside a cluster randomised controlled trial. Setting 17 long-term care homes spread across the Netherlands. Participants 34 licensed practical nurses supporting 54 dual sensory impaired older adults. Intervention A 5-month training programme designed to enable nurses to support the self-management of dual sensory impaired older adults in long-term care. Primary outcomes Nurses’ perceptions on relevance and feasibility of the self-management programme collected from nurses’ semistructured coaching diaries over the 5-month training and intervention period, as well as from trainers’ reports. Results Nurses’ initial negative perceptions on relevance and feasibility of the intervention changed to positive as nurses better understood the concept of autonomy. Through interactions with older adults and by self-evaluations of the effect of their behaviour, nurses discovered that their usual care conflicted with client autonomy. From that moment, nurses felt encouraged to adapt their behaviour to the older adults’ autonomy needs. However, nurses’ initial unfamiliarity with conversation techniques required a longer exploration period than planned. Once client autonomy was understood, nurses recommended expanding the intervention as a generic approach to all their clients, whether dual sensory impaired or not. Conclusions Longitudinal data collection enabled exploration of nurses’ changes in perceptions when moving towards self-management support. The training programme stimulated nurses to go beyond ‘protocol thinking’, discovering client autonomy and exploring the need for their own behavioural adaptations. Educational programmes for practical nurses should offer

Applicability Evaluation of Job Standards for Diabetes Nutritional Management by Clinical Dietitian.

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Baek, Young Jin; Oh, Na Gyeong; Sohn, Cheong-Min; Woo, Mi-Hye; Lee, Seung Min; Ju, Dal Lae; Seo, Jung-Sook

2017-04-01

This study was conducted to evaluate applicability of job standards for diabetes nutrition management by hospital clinical dietitians. In order to promote the clinical nutrition services, it is necessary to present job standards of clinical dietitian and to actively apply these standardized tasks to the medical institution sites. The job standard of clinical dietitians for diabetic nutrition management was distributed to hospitals over 300 beds. Questionnaire was collected from 96 clinical dietitians of 40 tertiary hospitals, 47 general hospitals, and 9 hospitals. Based on each 5-point scale, the importance of overall duty was 4.4 ± 0.5, performance was 3.6 ± 0.8, and difficulty was 3.1 ± 0.7. 'Nutrition intervention' was 4.5 ± 0.5 for task importance, 'nutrition assessment' was 4.0 ± 0.7 for performance, and 'nutrition diagnosis' was 3.4 ± 0.9 for difficulty. These 3 items were high in each category. Based on the grid diagram, the tasks of both high importance and high performance were 'checking basic information,' 'checking medical history and therapy plan,' 'decision of nutritional needs,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.' The tasks with high importance but low performance were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'monitoring of nutrition intervention process.' The tasks of both high importance and high difficulty were 'derivation of nutrition diagnosis,' 'planning of nutrition intervention,' 'supply of foods and nutrients,' 'education of nutrition and self-management,' and 'monitoring of nutrition intervention process.' The tasks of both high performance and high difficulty were 'documentation of nutrition assessment,' 'supply of foods and nutrients,' and 'education of nutrition and self-management.'

Impact of the role of senior dual disability coordinator on the perceived self-efficacy and job satisfaction of mental health clinicians.

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Hendren, Amanda Jayne; Kendall, Melissa Bianca

2015-01-01

This study aimed to evaluate a new service role in mental health services, namely, the senior dual disability coordinator role (SDDC) for its impact on the perceived self-efficacy of mental health clinicians in managing clients with dual disability (mental illness and acquired brain injury and/or intellectual disability) and their job satisfaction. Mental health clinicians from a health service district in Queensland, Australia who contacted the SDDC for clinical consultation and liaison between July 2011 and July 2013 were asked to complete a questionnaire assessing perceived self-efficacy in working with clients with dual disability as well as their job satisfaction, prior to (T1) and following (T2) their contact with the SDDC. Twenty-five clinicians completed and returned pre- and post-measure questionnaires. Self-reported knowledge of dual disability, clinical skills in dual disability, service knowledge in dual disability as well as perceived self-efficacy, and job satisfaction increased significantly from T1 to T2. There were no significant differences across professional discipline or years of service. The delivery of a clinical consultation liaison service as part of the role of SDDC may assist mental health clinicians with self-efficacy and job satisfaction, regardless of the number of years they have worked in the service or their professional discipline. Mental health clinicians with improved self-efficacy for working with clients with dual disability may be more likely to consider the client suitable for services through mental health and follow-up with treatment and linking the client with other identified suitable services. Implications for Rehabilitation Dual disability (mental illness and acquired brain injury and/or intellectual disability) presents specific challenges for mental health services Specific strategies are needed to build capacity among mental health practitioners in order to meet the needs of people with dual disability and provide

A Four-Part Model of Autonomy during Emerging Adulthood: Associations with Adjustment

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Lamborn, Susie D.; Groh, Kelly

2009-01-01

We found support for a four-part model of autonomy that links connectedness, separation, detachment, and agency to adjustment during emerging adulthood. Based on self-report surveys of 285 American college students, expected associations among the autonomy variables were found. In addition, agency, as measured by self-reliance, predicted lower…

The effects of a learning-goal orientation training on self-regulation: A field experiment among unemployed job seekers

NARCIS (Netherlands)

Noordzij, G.; van Hooft, E.A.J.; van Mierlo, H.; van Dam, A.; Born, M.Ph.

2013-01-01

Finding reemployment after job loss is a complex and difficult task that requires extensive motivation and self-regulation. This study aimed to examine whether improving unemployed job seekers’ cognitive self-regulation can increase reemployment probabilities. Based on the goal orientation

Effects of Handicap and Job Characteristics on Selection Evaluations.

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Rose, Gerald L.; Brief, Arthur P.

1979-01-01

Business administration students evaluated a hypothetical job applicant who was either an amputee, an epileptic, or "normal." The hypothetical job openings varied as to levels of supervisory responsibility and public contact. With some noted exceptions, the handicapped applicants were evaluated no differently than the normal applicants.…

The Ideal of Moral Autonomy

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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.

Measurement of nurse practitioner job satisfaction in a Midwestern state.

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Kacel, Barbara; Millar, Mary; Norris, Diane

2005-01-01

To describe the current level of job satisfaction of nurse practitioners (NPs) in one Midwestern state. This study utilized descriptive correlation design to examine factors that lead to job satisfaction and dissatisfaction among a randomized sample of licensed NPs from a Midwestern state. The sample of 147 NPs (63% return rate) completed self-administered questionnaires about various characteristics of their jobs. Descriptive statistics and correlations were used to analyze the data. The theoretical foundation for the study was Herzberg's Dual Factor Theory of Job Satisfaction. Overall job satisfaction of NPs was minimally satisfied to satisfied. NPs were most satisfied with intrinsic factors and least satisfied with extrinsic factors of their jobs. Factors NPs were most satisfied with were sense of accomplishment, challenge in work, level of autonomy, patient mix, and ability to deliver quality care. NPs were least satisfied with time off to serve on professional committees, reward distribution, amount of involvement in research, opportunity to receive compensation for services outside normal duties, and monetary bonuses available in addition to salary. NPs with 0-1 year practice experience were the most satisfied with their jobs, but satisfaction scores fell steadily with each additional year of experience, reaching a plateau between the 8th to 11th years of practice. Improving job satisfaction for NPs is critical to recruit and retain advanced practice nurses to enhance access to quality, cost-effective care for all patient populations. Satisfied NPs can potentially reduce healthcare costs associated with employee turnover. Employers must look at extrinsic factors such as compensation and opportunities for professional growth to enhance NP job satisfaction.

Examining Relationship between Teachers' Self-Efficacy and Job Satisfaction

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Türkoglu, Muhammet Emin; Cansoy, Ramazan; Parlar, Hanifi

2017-01-01

Teaching in the 21st century poses many challenges for teachers, and thus, they need to take on more roles in their schools to meet the expectations of students, parents and the school community. In this regard, this study examined the relationship between teachers' self-efficacy beliefs and their job satisfaction. Participants of the study were…

Don’t Always Prefer My Chosen Objects: Low Level of Trait Autonomy and Autonomy Deprivation Decreases Mere Choice Effect

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Shang, Zhe; Tao, Tuoxin; Wang, Lei

2016-01-01

Choice effect is a robust phenomenon in which even “mere choice” that does not include actual choosing actions could result in more preference for the self-chosen objects over other-chosen objects. In the current research, we proposed that autonomy would impact the mere choice effect. We conducted two studies to examine the hypothesis. The results showed that the mere choice effect measured by Implicit Association Test (IAT) significantly decreased for participants with lower levels of trait autonomy (Study 1) and when participants were primed to experience autonomy deprivation (Study 2). The theoretical and practical implications are discussed. PMID:27148132

Autonomy support, need satisfaction, and motivation for support among adults with intellectual disability : Testing a self-determination theory model

NARCIS (Netherlands)

Frielink, N.; Schuengel, C.; Embregts, P.J.C.M.

2018-01-01

The tenets of self-determination theory as applied to support were tested with structural equation modelling for 186 people with ID with a mild to borderline level of functioning. The results showed that (a) perceived autonomy support was positively associated with autonomous motivation and with

Canadian nurse practitioner job satisfaction.

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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.

Relationships among communication competence, self-efficacy, and job satisfaction in Korean nurses working in the emergency medical center setting.

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Park, Min Sook; Jeoung, Yeonok; Lee, Hye Kyung; Sok, Sohyune R

2015-06-01

The communication competence of nurses working in emergency medical center settings is essential to establish a therapeutic nurse-patient relationship. Education and strategic development are required to improve the communication competence of emergency room (ER) nurses. This study was conducted to determine the relationships among individual communication competence, self-efficacy, and job satisfaction in Korean nurses in the emergency medical center setting. A cross-sectional descriptive design was adopted. The study sample included 214 nurses at 11 emergency medical centers in Seoul and Kyunggi-Do, Korea. Measures used included the Global Interpersonal Communication Competence, self-efficacy scale, and job satisfaction scale. The collected data were analyzed using the SPSS version 18.0 statistical software program and included descriptive statistics (frequency, percentage, mean, standard deviation, independent t test, analysis of variance, and Pearson's correlation coefficient). The degrees of communication competence and self-efficacy of ER nurses were good, with higher scores than the median values. However, the degree of job satisfaction was poor, indicating a lower score than the median value. Religious affiliation and previous participation in communication education each had a significant impact on communication competence. Religious affiliation and time of worse duty each had a significant impact on self-efficacy. Length of career (year) in the emergency medical center and type of hospital each had a significant impact on job satisfaction. Positive correlations were identified among communication competence, self-efficacy, and job satisfaction. This study supported the presence of significant correlations among communication competence, self-efficacy, and job satisfaction. Thus, it is necessary to develop training programs that are customized to individual characteristics such as self-efficacy and job satisfaction to improve the communicative competence

An evaluation of high-dose jobs for ALARA improvement

International Nuclear Information System (INIS)

Mun, J. H.; Kim, H. S.

1997-01-01

It is well known that about 70 percent of occupational dose have incurred from maintenance jobs at outage period. To reduce occupational dose, first, the high-dose jobs at the outage period should be identified and evaluated. For this, the database program is used, which contains the ORE data of reference plants, Kori Units 3 and 4. As a result, it is found that the jobs related to steam generator are the highest dose jobs in terms of collective ORE dose. From the analysis of the job procedures of those jobs, the ALARA improvements are also derived

Evaluation of a standard provision versus an autonomy promotive exercise referral programme: rationale and study design

Directory of Open Access Journals (Sweden)

Jolly Kate

2009-06-01

Full Text Available Abstract Background The National Institute of Clinical Excellence in the UK has recommended that the effectiveness of ongoing exercise referral schemes to promote physical activity should be examined in research trials. Recent empirical evidence in health care and physical activity promotion contexts provides a foundation for testing the utility of a Self Determination Theory (SDT-based exercise referral consultation. Methods/Design Design: An exploratory cluster randomised controlled trial comparing standard provision exercise on prescription with a Self Determination Theory-based (SDT exercise on prescription intervention. Participants: 347 people referred to the Birmingham Exercise on Prescription scheme between November 2007 and July 2008. The 13 exercise on prescription sites in Birmingham were randomised to current practice (n = 7 or to the SDT-based intervention (n = 6. Outcomes measured at 3 and 6-months: Minutes of moderate or vigorous physical activity per week assessed using the 7-day Physical Activity Recall; physical health: blood pressure and weight; health status measured using the Dartmouth CO-OP charts; anxiety and depression measured by the Hospital Anxiety and Depression Scale and vitality measured by the subjective vitality score; motivation and processes of change: perceptions of autonomy support from the advisor, satisfaction of the needs for competence, autonomy, and relatedness via physical activity, and motivational regulations for exercise. Discussion This trial will determine whether an exercise referral programme based on Self Determination Theory increases physical activity and other health outcomes compared to a standard programme and will test the underlying SDT-based process model (perceived autonomy support, need satisfaction, motivation regulations, outcomes via structural equation modelling. Trial registration The trial is registered as Current Controlled trials ISRCTN07682833.

Introducing uninteresting tasks to children: a comparison of the effects of rewards and autonomy support.

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Joussemet, Mireille; Koestner, Richard; Lekes, Natasha; Houlfort, Nathalie

2004-02-01

Two experiments compared rewards and autonomy support as methods to promote children's self-regulation for an uninteresting vigilance task. Dependent measures were ratings of positive affect, perception of the task's value, and free-choice engagement. ANOVA results revealed some positive effects associated with autonomy support, whereas no effect for rewards was found in either study. The outcomes of most interest were correlations between free-choice behavior and self-reported measures of affect and value, reflecting the level of integration in self-regulation. As predicted by self-determination theory (Deci & Ryan, 1985, 1991, 2000), rewards were associated with behaviors incongruent from affect and value, whereas autonomy support led to integrated self-regulation. This finding was first detected in Study 1 and later replicated in Study 2. Together, these results point to autonomy support as a beneficial alternative to the common use of rewards.

Job anxiety, organizational commitment and job satisfaction: An ...

African Journals Online (AJOL)

Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea. ... The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment ...

Antecedents of job search self-efficacy of Syrian refugees in Greece and the Netherlands.

Science.gov (United States)

Pajic, Sofija; Ulceluse, Magdalena; Kismihók, Gábor; Mol, Stefan T; den Hartog, Deanne N

2018-04-01

The goal of the current study was to investigate the relationships among psychological resources, career barriers, and job search self-efficacy in a sample of post-2014 Syrian refugees. Participants included 330 refugees in Greece and the Netherlands. Data were obtained using paper-based surveys, with all measures translated into Arabic. Drawing from career construction theory (Savickas, 2005), we hypothesized that adaptive readiness, operationalized in terms of psychological capital, would be positively related to job search self-efficacy through career adaptability. In addition, social and administrative career barriers were hypothesized to moderate the first stage of the indirect effect between psychological capital and job search self-efficacy, such that this relationship is weaker when refugees experience higher career barriers. Results indicated that individuals with higher psychological capital more confidently engaged in job search behavior in the destination country, mostly due to their enhanced career adaptability. However, this relationship weakened when participants experienced higher social barriers and strengthened when they experienced higher administrative barriers. The findings provide further support for the career construction model of adaptation (Savickas & Porfeli, 2012) and pinpoint career adapt-ability resources as critical self-regulatory strengths that help individuals in this particularly vulnerable group adapt to occupational transitions. Moreover, the results highlight the potentially detrimental role of social barriers in this process. Based on the results, we offer implications for formulating training and career construction theory-based career counseling focused on enhancing career adaptability and psychological capital.

Interaction effect study on stress reaction and job burnout, personality, self-esteem in radiological medical personnel

International Nuclear Information System (INIS)

Li Linlin; Feng Liyun; Yang Yanyan; Wu Di

2009-01-01

Objective: To explore interaction effect between stress reaction and job burnout, personality, self-esteem in radiological medical personnel with path analysis. Methods: 728 radiological medical personnels were investigated with Maslach burnout Inventory-General Survey (MBI-GS), Chinese Perceived Stress Scale (CPSS), Eysenck Personality Questionnaire (EPQ) and Self-esteem Scale. Results: Multiple regression and path analysis revealed that there were statistically significant relation between stress reaction and job burnout, Personality and self-esteem. Conclusion: Psychological stress is a complicated and multiple interaction of psychological stress related factors. (authors)

Issues of promoting learner autonomy in EFL context

Directory of Open Access Journals (Sweden)

Pichugova Inna L.

2016-01-01

Full Text Available The paper is focuded on investigating the phenomenon of learner autonomy, which has mostly been explored in Europe and the USA and is now attracting attention of researchers and academics in many other countries including Russia. Learner autonomy through a focus on learner reflection and taking responsibility for one’s own learning processes has become a central concern in the recent history of language teaching. However, many language teachers, who are committed to concepts of learnercentredness and autonomy, struggle with the ways to foster learner autonomy or at least to encourage the idea of learner autonomy in language classroom. The study aims at investigating what the most important issues which have a great impact on developing learner autonomy are. Having given special attention to conditions which can insure development of learner autonomy, a model covering seven issues relating to the subject matter has been designed. The authors state that such aspects as choice, goals and needs, support, emotional climate, learning strategies, learner attitude and motivation, and self-esteem should be considered as the goal to promote learner autonomy in EFL context.

Evaluation of Factors Influencing Job Satisfaction

OpenAIRE

Barbara A. Sypniewska

2014-01-01

The term “job satisfaction” is derived from the humanities, psychology and sociology. In the field of psychology, it is a state where an employee has an emotional perception of his situation and reacts with feelings of pleasure or pain. In sociology, it is considered a variable in different categories related to how each employee evaluates and thinks about his work. Job satisfaction is closely related to the performance and quality of work performed by an employee and, consequently, translate...

Job Satisfaction and Self-Selection into the Public or Private Sector: Evidence from a Natural Experiment

OpenAIRE

Danzer, Natalia

2013-01-01

Are public sector jobs better than private sector jobs? To answer this question, this paper investigates observed differences in job satisfaction between public- and private-sector workers and disentangles the effect of worker sorting from the one caused by sector-specific job characteristics. A natural experiment – the massive privatization process in post-Soviet countries – allows correcting potential self-selection bias. Industry-specific privatization probabilities are assigned to workers...

Burnout in medical residents: a study based on the job demands-resources model.

Science.gov (United States)

Zis, Panagiotis; Anagnostopoulos, Fotios; Sykioti, Panagiota

2014-01-01

Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. The purpose of our cross-sectional study was to estimate the burnout rates among medical residents in the largest Greek hospital in 2012 and identify factors associated with it, based on the job demands-resources model (JD-R). Job demands were examined via a 17-item questionnaire assessing 4 characteristics (emotional demands, intellectual demands, workload, and home-work demands' interface) and job resources were measured via a 14-item questionnaire assessing 4 characteristics (autonomy, opportunities for professional development, support from colleagues, and supervisor's support). The Maslach Burnout Inventory (MBI) was used to measure burnout. Of the 290 eligible residents, 90.7% responded. In total 14.4% of the residents were found to experience burnout. Multiple logistic regression analysis revealed that each increased point in the JD-R questionnaire score regarding home-work interface was associated with an increase in the odds of burnout by 25.5%. Conversely, each increased point for autonomy, opportunities in professional development, and each extra resident per specialist were associated with a decrease in the odds of burnout by 37.1%, 39.4%, and 59.0%, respectively. Burnout among medical residents is associated with home-work interface, autonomy, professional development, and resident to specialist ratio.

[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.

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.

Science.gov (United States)

Spoor, Ellen; de Jonge, Jan; Hamers, Jan P H

2010-05-28

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 unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.

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

Directory of Open Access Journals (Sweden)

Hamers Jan PH

2010-05-01

Full Text Available Abstract 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 unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. Methods/design The DIRECT-project (DIsc Risk Evaluating Controlled Trial is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. Discussion The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1 how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2 what the effects of these interventions will be on health, well-being, and performance of nursing staff.

Job Stress and Self-Efficacy among Psychiatric Nursing Working in Mental Health Hospitals at Cairo, Egypt

Science.gov (United States)

Zaki, Rania. A.

2016-01-01

Nursing stress is considered a problem that affects the practice worldwide. Job stress is a harmful response physically and emotionally when the nurses' skills, resources, and needs could not fulfill the requirement of the job. This study was aimed to assess job stress and self-efficacy among psychiatric nursing working in mental health hospitals…

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…

Assessment of Parent Orientation towards Autonomy vs. Control in Promoting Children's Healthy Eating and Exercise.

Science.gov (United States)

Chiang, Evelyn S; Padilla, Miguel A

2012-07-01

Self-determination theory has been widely applied to understanding individuals' health-related behaviors such as eating healthy foods and exercising. Different reasons for engagement are associated with varying levels of personal agency or autonomy. Authority figures in the environment can be supportive of autonomy or, in contrast, controlling. Although researchers have assessed individuals' perceptions of the autonomy-support in their environments, studies have not directly examined the authority figures' orientations to autonomy with respect to health contexts. A new scale, Parent Orientations to Health, was created to investigate parent orientation to autonomy and control with respect to healthy eating and exercise in children. One hundred and forty-three parents of elementary school-aged children responded to the scale. Scale validation and reliability results indicate that the scale successfully assessed parent orientation towards autonomy for children in health contexts. Furthermore, parent autonomy orientation varied according to child weight status and the healthiness of the child's diet. Parent orientation towards autonomy can be evaluated through the use of the Parent Orientations to Health scale. In addition, parent autonomy orientation is associated with both the healthiness of the child's diet (as perceived by the parent) and the child's body mass index. © 2012 The Authors. Applied Psychology: Health and Well-Being © 2012 The International Association of Applied Psychology.

Risks for the development of outcomes related to occupational allergies: an application of the asthma-specific job exposure matrix compared with self-reports and investigator scores on job-training-related exposure.

Science.gov (United States)

Suarthana, E; Heederik, D; Ghezzo, H; Malo, J-L; Kennedy, S M; Gautrin, D

2009-04-01

Risks for development of occupational sensitisation, bronchial hyper-responsiveness, rhinoconjunctival and chest symptoms at work associated with continued exposure to high molecular weight (HMW) allergens were estimated with three exposure assessment methods. A Cox regression analysis with adjustment for atopy and smoking habit was carried out in 408 apprentices in animal health technology, pastry making, and dental hygiene technology with an 8-year follow-up after training. The risk of continued exposure after training, estimated by the asthma-specific job exposure matrix (JEM), was compared with self-reports and investigator scores on job-training-related exposure. Associations between outcomes and work duration in job(s) related to training were also evaluated. Exposure to animal-derived HMW allergens, subsequent to the apprenticeship period, as estimated by the JEM, was associated with a significantly increased risk for occupational sensitisation (hazard ratio (HR) 6.4; 95% CI 2.3 to 18.2) and rhinoconjunctival symptoms at work (HR 2.6; 95% CI 1.1 to 6.2). Exposure to low molecular weight (LMW) agents significantly increased the risk of developing bronchial hyper-responsiveness (HR 2.3; 95% CI 1.1 to 5.4). Exposure verification appeared to be important to optimise the sensitivity and the specificity, as well as HRs produced by the JEM. Self-reports and investigator scores also indicated that further exposure to HMW allergens increased the risk of developing occupational allergies. The agreement between self-reports, investigator scores, and the JEM were moderate to good. There was no significant association between respiratory outcomes and work duration in jobs related to training. The asthma-specific JEM could estimate the risk of various outcomes of occupational allergies associated with exposure to HMW and LMW allergens, but it is relatively labour intensive. Exposure verification is an important integrated step in the JEM that optimised the performance of

Irish nursing students' changing self-esteem and fear of negative evaluation during their preregistration programme.

Science.gov (United States)

Begley, Cecily M; White, Patricia

2003-05-01

Studies on Irish nursing and midwifery professions have demonstrated that stress and bullying are frequent problems that may lead to depression and low self-esteem. Self-esteem is linked to social anxiety and is therefore related to fear of negative evaluation. It is important to study nursing students' feelings about self-esteem and negative evaluation, and to assess whether or not both these constructs change as students progress through their preregistration education programme. This study explored nursing students' perceived levels of self-esteem and their fear of negative evaluation prior to, and nearing the completion of, their 3-year preregistration programme. A descriptive, quantitative, comparative survey design was used. All students in the first intake of 1995 in two general nursing schools in Southern Ireland agreed to take part (n = 72). A questionnaire developed from the Rosenberg Self-esteem Scale and the Watson and Friend Fear of Negative Evaluation Scale was used to collect data at the start of their programme and again 2 months before completion. In general, students' reported self-esteem rose as they neared the end of their education programme and their fear of negative evaluation decreased; however, their overall self-esteem levels at their highest were only average. Many of the studies examining self-esteem have produced contradictory results. An examination of the organizational factors that contribute to self-esteem may increase our understanding of the phenomenon. Self-esteem is a complex, multifaceted phenomenon. While there is no single factor that can increase or decrease a person's self-esteem, this study has explored the potential impact of the fear of negative evaluation on self-esteem. Nursing students' self-esteem might be increased by expansion of intrinsic job characteristics, improving their job satisfaction and providing frequent positive feedback.

Mothers' and fathers' support for child autonomy and early school achievement.

Science.gov (United States)

2008-07-01

Data were analyzed from 641 children and their families in the National Institute of Child Health and Human Development Study of Early Child Care and Youth Development to test the hypotheses that in the early school years, mothers' and fathers' sensitive support for autonomy in observed parent-child interactions would each make unique predictions to children's reading and math achievement at Grade 3 (controlling for demographic variables), children's reading and math abilities at 54 months, and children's level of effortful control at 54 months and that these associations would be mediated by the level of and changes over time in children's observed self-reliance in the classroom from Grades 1 through 3. The authors found that mothers' and fathers' support for autonomy were significantly and uniquely associated with children's Grade 3 reading and math achievement with the above controls, but only for boys. For boys, the effect of mothers' support for child autonomy was mediated by higher self-reliance at Grade 1 and of fathers' support for child autonomy by greater increases in self-reliance from Grades 1 through 3.

Impact of financial pressure on unemployed job search, job find success and job quality

NARCIS (Netherlands)

Gerards, Ruud; Welters, Ricardo

2016-01-01

Research shows that financial pressure – implied as a consequence of benefit sanctions or exhaustion – prompts the unemployed to intensify their job search. However, there is less agreement about whether that intensified job search produces better quality job outcomes. Building on Self-Determination

Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study.

Directory of Open Access Journals (Sweden)

Shujuan Yang

Full Text Available Burnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China.This cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS. A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers.We observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, P<0.001, R2 = 0.054, and that work-family conflict, self-reported social support, and job satisfaction accounted for 2.6% (F = 5.93, P<0.001, R2 = 0.080, 5.7% (F = 9.532, P<0.001, R2 = 0.137 and 17.8% (F = 21.608, P<0.001, R2 = 0.315 of the variance, respectively. In the fourth stage of analysis, female gender and a lower technical title correlated to a higher level of burnout syndrome, and medical workers without administrative duties had more serious burnout syndrome than those with administrative duties.In conclusion, the present study suggests that work-family conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome

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.

Contributions of Self-Efficacy and Problem Solving Skills on Secretaries' Job Performance in Ogun State Public Service, Nigeria

Science.gov (United States)

Abosede, Subuola Catherine; Adesanya, Adebimpe Olusola

2017-01-01

This study is aimed at determining the contributions of self-efficacy and problem solving skills to the job performance of secretaries. The study also ascertained the relationship among self-efficacy, problem solving skills and job performance of the secretaries. The study employed the descriptive research design. Ten (10) secretaries were…

Analysis of Factors in Technological and Vocational School Teachers' Perceived Organizational Innovative Climate and Continuous Use of E-Teaching: Using Computer Self-Efficacy as an Intervening Variable

Science.gov (United States)

Chou, Chun-Mei; Hsiao, His-Chi; Shen, Chien-Hua; Chen, Su-Chang

2010-01-01

This study aims to analyze the correlation (N = 335) among technological and vocational school teachers' perceived organizational innovative climate, computer self-efficacy, and continuous use of e-teaching in Taiwan. Teachers' perceived organizational innovative climate includes five factors, namely, job autonomy, innovative leadership, resource…

Reproductive autonomy as self-making: procreative liberty and the practice of ethical subjectivity.

Science.gov (United States)

Mills, Catherine

2013-12-01

In this article, I consider recent debates on the notion of procreative liberty, to argue that reproductive freedom can be understood as a form of positive freedom-that is, the freedom to make oneself according to various ethical and aesthetic principles or values. To make this argument, I draw on Michel Foucault's later work on ethics. Both adopting and adapting Foucault's notion of ethics as a practice of the self and of liberty, I argue that reproductive autonomy requires enactment to gain meaning within the life contexts of prospective parents. Thus, I propose a shift away from the standard negative model of freedom that sees it solely as a matter of noninterference or nonimpedance, a view advocated by major commentators such as John Harris and John Robertson. Instead, reproduction should be understood as a deeply personal project of self-making that integrates both negative and positive freedom.

Autonomy and relatedness in psychopathology and treatment: a cross-cultural formulation.

Science.gov (United States)

Sato, T

2001-02-01

A cross-cultural view of psychopathology is proposed, contending that there are two basic systems of self-organization. These two systems of self-organization, labeled autonomy and relatedness, are essential to a person's well-being regardless of the culture or society to which the person belongs. The degree of autonomy and relatedness required to maintain mental health in a specific society is affected by cultural mores. People in collectivistic (primarily non-Western) cultures require high levels of relatedness and moderate levels of autonomy to maintain mental health. People in individualistic (primarily Western) cultures require high levels of autonomy and moderate levels of relatedness to maintain mental health. This view, based on a review of past work in various areas of psychology, is discussed in the context of various forms of psychotherapy existing in individualistic and collectivistic cultures.

Relationship of work-family conflict, self-reported social support and job satisfaction to burnout syndrome among medical workers in southwest China: A cross-sectional study

Science.gov (United States)

Yang, Shujuan; Liu, Danping; Liu, Hongbo; Zhang, Juying; Duan, Zhanqi

2017-01-01

Background Burnout is a psychosomatic syndrome widely observed in Chinese medical workers due to the increasing cost of medical treatment, excessive workload, and excessive prescribing behavior. No studies have evaluated the interrelationship among occupational burnout, work-family conflict, social support, and job satisfaction in medical workers. The aim of this study was to evaluate these relationships among medical workers in southwest China. Methods This cross-sectional study was conducted between March 2013 and December 2013, and was based on the fifth National Health Service Survey (NHSS). A total of 1382 medical workers were enrolled in the study. Pearson correlation analysis and general linear model univariate analysis were used to evaluate the relationship of work-family conflict, self-reported social support, and job satisfaction with burnout syndrome in medical workers. Results We observed that five dimensions of job satisfaction and self-reported social support were negatively associated with burnout syndrome, whereas three dimensions of work-family conflict showed a positive correlation. In a four-stage general linear model analysis, we found that demographic factors accounted for 5.4% of individual variance in burnout syndrome (F = 4.720, Pjob satisfaction accounted for 2.6% (F = 5.93, Pburnout syndrome, and medical workers without administrative duties had more serious burnout syndrome than those with administrative duties. Conclusions In conclusion, the present study suggests that work-family conflict and self-reported social support slightly affect the level of burnout syndrome, and that job satisfaction is a much stronger influence on burnout syndrome in medical workers of southwest China. PMID:28207821

Age Differences in the Relationship Between Perceived Job Characteristics and Job Satisfaction.

Science.gov (United States)

Voydanoff, Patricia

Extrinsic job characteristics focus on the work environment and include working conditions, co-worker relations, supervision, company policy, salary, and job security. Intrinsic characteristics deal with the content and tasks involved in the job as well as opportunities provided for self expression and self actualization, e.g. the type of work…

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

Directory of Open Access Journals (Sweden)

Aram Seddigh

Full Text Available This study investigates the joint effect of office type (cell, shared room, open-plan, and flex and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy. Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

Science.gov (United States)

Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

2016-01-01

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

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

[Occupational stress and job burnout in doctors].

Science.gov (United States)

Zhu, Wei; Wang, Zhi-Ming; Wang, Mian-Zhen; Lan, Ya-Jia; Wu, Si-Ying

2006-03-01

To investigate the status of job burnout in doctors and its relationship with occupational stress. A total of 561 doctors from three provincial hospitals were randomly selected. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to identify job burnout. The occupation stress inventory revised edition (OSI-R) was used to evaluate the level of occupational stress. Surgeon and doctors working in the internal medicine wards scored significantly higher in job burnout than their colleagues (P < 0.05). The 30-40 years of age group scored highest in exhaustion. The score of professional efficacy decreased with age and increased with educational levels. Role overload, responsibility, physical environment, reaction and self-care were major predictors for exhaustion. Role insufficiency, role overload and responsibility were major predictors for cynicism. Role insufficiency, social support and rational/cognitive were major predictors for professional efficacy. Maintaining moderate professional duty and responsibility, clearly defining job requirements, enriching leisure activities, and improving self-care ability are important measures to preventing job burnout.

Self-interest and other-orientation in organizational behavior: implications for job performance, prosocial behavior, and personal initiative.

Science.gov (United States)

De Dreu, Carsten K W; Nauta, Aukje

2009-07-01

In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.

Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

Science.gov (United States)

Kawada, Tomoyuki; Otsuka, Toshiaki

2014-01-01

The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers' health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire (BJSQ). This self-administered questionnaire was distributed to the same 310 employees of a Japanese industrial company in 2009 and 2011. Sixty-one employees were lost from 371 responders in 2009. Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload (six items), job control (three items), support (six items) and job satisfaction score (one item) were selected for the analysis. The age-adjusted partial correlation coefficients for job overload, job control and support were 0.684 (pjob overload, job control and support were 0.681 (0.616-0.736), 0.473 (0.382-0.555), and 0.623 (0.549-0.687), respectively. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period (pjob satisfaction in 2009 and in 2011 for subjects with keeping low job strain. No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.