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Title: Front-Line Registered Nurse Job Satisfaction and Predictors: A Meta-Analysis from 1980 - 2009.
Creator: Saber, Deborah Anne, Norris, Anne, Andrews, Diane, Byers, Jacqueline, Bowers, Clint, University of Central Florida
Abstract / Description: Front-line registered nurses (RNs) make up the workforce that directly affect the care of patients in a variety of different healthcare settings. RN job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The strongest predictors have been difficult to determine because workplaces differ, numerous tools to measure satisfaction exist, the workforce is diversified by generations and work positions, and ongoing...
Show moreFront-line registered nurses (RNs) make up the workforce that directly affect the care of patients in a variety of different healthcare settings. RN job satisfaction is important because it is tied to retention, organizational commitment, workforce safety, patient safety, and cost savings. The strongest predictors have been difficult to determine because workplaces differ, numerous tools to measure satisfaction exist, the workforce is diversified by generations and work positions, and ongoing policy changes directly impact the work of the front-line RN. The strength and stability of the workforce depends on an accurate understanding of the predictors of job satisfaction for the front-line RN. The purpose of this study was to comprehensively, quantitatively examine predictors of front-line RN job satisfaction from 1980-2009 to provide overarching conclusions based on empirical evidence. Of interest was: the (1) estimation of large, moderate, and small predictor summary effect sizes; (2) assessment of predictor differences among decades (i.e., 1980s, 1990s, and 2000s); (3) identification of causes for predictor differences among studies (i.e., moderators); and (4) investigation of predictor differences between generations (i.e., Baby Boomers, Generation X, and Millennials).A non-a priori meta-analysis approach was guided by inclusion and exclusion criteria to review published and unpublished studies from 1980(-)2009. The search process identified 48 published and 14 unpublished studies used for analysis. Within the studies that met inclusion criteria, 27 job satisfaction predictors met inclusion for analysis. Studies were coded for Study Characteristics (e.g., Year of Publication, Country of Study) that were needed for moderator analysis. Predictors were coded for data that were necessary to calculate predictor summary effect sizes (i.e., r, n). Coding quality was maximized with a coding reliability scheme that included the primary investigator (PI) and secondary coder. A random-effects model was used to guide the calculation of summary effect sizes for each job satisfaction predictor. Publication bias was examined using funnel plots and Rosenthal's Fail-safe N. An analysis of variance (ANOVA) was used to evaluate predictor differences among decades (i.e., 1980s, 1990s, and 2000s). Heterogeneity among studies was calculated (i.e., Q-statistic, I-squared, and Tau-squared) to guide the need for moderator analysis. Moderator analyses were conducted to evaluate Study Characteristics as sources of predictor differences among studies, and to investigate the influence of Age (i.e., generation) on predictor effect sizes.The largest effect sizes were found for three predictors: Task Significance (r=.61), Empowerment (r=.55), and Control (r=.52). Moderate effect sizes were found for 10 predictors (e.g., Autonomy: r=.44; Stress: r=-.43), and small effect sizes were found for nine predictors (e.g., Wages: r=.23; Staffing Adequacy: r=.19). Significant heterogeneity between studies was present in all of the 27 predictor analyses. Effect size differences were not found between decades or generations. Moderator analysis found that the sources of the difference between studies remain unexplained indicating that unknown moderators are present.Findings from this study indicate that the largest predictors of job satisfaction for the front-line RN may be different than previously thought. Heterogeneity between studies and unidentified moderators indicate that there are significant differences among studies and more research is needed to identify the source(s) of these differences. The findings from this study can be used at the organizational, state, and national level to guide leaders to focus efforts of workplace improvements that are based on predictors that are most meaningful to front-line RNs (i.e., Task Requirements, Empowerment, and Control). Future research is needed to determine contemporary predictors of job satisfaction for the front-line RN, and the causes of heterogeneity between studies. The findings from the current study provide the critical synthesis needed to guide educational and practice recommendations aimed at supporting job satisfaction of front-line RNs, thereby, maintaining this integral component of the healthcare workforce.
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Date Issued: 2012
Identifier: CFE0004592, ucf:49220
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004592

Title: A COMPARISON OF MENTORED AND NON-MENTORED NOVICE ELEMENTARY PRINCIPALS IN RESPECT TO JOB SATISFACTION.
Creator: Skinner, Colleen, Pawlas, George, University of Central Florida
Abstract / Description: The purpose of this study was to determine if mentoring programs had an impact on job satisfaction for beginning elementary principals in the state of Florida. It also examined if the following factors impacted job satisfaction: (a) length of the mentoring program, (b) frequency of meetings, (c) selection process for the mentor, (d) the position of the mentor, or (e) age and gender of the beginning principal. The population for the study consisted of 108 elementary principals with more than...
Show moreThe purpose of this study was to determine if mentoring programs had an impact on job satisfaction for beginning elementary principals in the state of Florida. It also examined if the following factors impacted job satisfaction: (a) length of the mentoring program, (b) frequency of meetings, (c) selection process for the mentor, (d) the position of the mentor, or (e) age and gender of the beginning principal. The population for the study consisted of 108 elementary principals with more than six months and less than fours years of experience in the state of Florida. Twenty-four districts participated in the study, covering all five regional areas in Florida. An online questionnaire, consisting of Bowling Green State University's Job Description Index and Job in General, was administered. The Job Description Index contained five subcategories of Work, Pay, Opportunities for Promotion, Supervision, and People at Work. The instrument Job in General provided an overall job satisfaction rating. An analysis of the Pearson Correlation found there was no statistically significant relationship for those who were in a mentor program compared to those who were not in a mentor program as a beginning principal. However, a Pearson Correlation found a statistically significant relationship between the frequency a mentor met with the beginning principal and job satisfaction in four subcategories: (a) Supervision, (b) Promotion, (c) Pay and (d) People at Work. There was also a significant relationship between the frequency of meeting with a mentor and the Job in General score. Additional analysis showed no statistically significant difference based on the length of the mentoring program, age and gender of the beginning principal, and the position held by the mentor. Recommendations based on this study include providing a formal mentoring program with established guidelines for the frequency of meetings. A school district may design mentor programs to meet the needs of their beginning principals, but close attention should be given to guidelines ensuring regular contact between the mentors and beginning principals. Future studies may continue the research into other factors of mentoring, such as whether a reporting system is in place or follow-up is required by the mentor. Also, this study may be replicated with secondary principals or expanded beyond the state of Florida.
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Date Issued: 2006
Identifier: CFE0001434, ucf:47045
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001434

Title: MINORITY PHYSICIAN JOB SATISFACTION: AN ANALYSIS OF EXTRINSICALLY-CONTROLLED ORGANIZATIONAL FACTORS.
Creator: Fletcher, Shaun, Barfield II, Rufus, University of Central Florida
Abstract / Description: Few organizational communication studies examine the organizational aspects influencing career satisfaction specifically among non-white cultures in the medical physician population. This study examines minority physicians' perceptions of extrinsically controlled work environment factors in comparison to their white counterparts. Three research questions were analyzed from a 17-question survey tool to measure: physician satisfaction levels with autonomy over medical decision-making; autonomy...
Show moreFew organizational communication studies examine the organizational aspects influencing career satisfaction specifically among non-white cultures in the medical physician population. This study examines minority physicians' perceptions of extrinsically controlled work environment factors in comparison to their white counterparts. Three research questions were analyzed from a 17-question survey tool to measure: physician satisfaction levels with autonomy over medical decision-making; autonomy over non-medical workplace decisions; and hospital cost containment efforts. These organizational variables have served as major points of discourse within the healthcare arena and they relate to the enigmatic nature of career satisfaction. Determined by the volume of respondents representing each race and ethnicity, five categories were selected for comparison: Asian/Pacific Islander, Indian/Pakistani, White/Non-Hispanic, Hispanic, and Black/African American. Participants that were surveyed included all physicians listed on the medical staff roster of a Southeastern, not-for-profit hospital group, regardless of status and medical specialty. The primary findings indicate that substantial variance exists among racial and ethnic subgroups regarding satisfaction with the dependent measures. Due to low numbers of minority health care physicians, previous studies have commonly measured physician job satisfaction aggregately, failing to differentiate cultural groups. Interestingly, when minority and non-minority groups were aggregately juxtaposed, no significant differences were reported in the data. However, when satisfaction was measured contrasting minority subgroupings with that of non-minority physicians, significant variations emerged from the data set. This study contributes to understanding better the organizational experiences of minority physicians in healthcare and the body of knowledge concerning minority health research as a whole.
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Date Issued: 2005
Identifier: CFE0000502, ucf:46454
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000502

Title: AN INVESTIGATION OF THE RELATIONSHIPS BETWEEN MOTIVATION, WORKER ROLE CONFLICTS AND WORKER OUTCOMES.
Creator: Kennedy, Robert, Pritchard, Robert, University of Central Florida
Abstract / Description: This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to...
Show moreThis study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.
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Date Issued: 2011
Identifier: CFE0003816, ucf:48728
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003816

Title: Antecedents of Emotional Labor and Job Satisfaction in the Hospitality Industry.
Creator: Shapoval, Valeriya, Pizam, Abraham, Murphy, Kevin, Kwun, David, Wang, Chung-Ching, Joseph, Dana, University of Central Florida
Abstract / Description: It is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality...
Show moreIt is a general policy in the hotel industry that all the service should be provided in the friendly and a professional manner. The first smile of a front desk clerk or a wait staff can make a difference in customer satisfaction and loyalty. A service quality is becoming more important with increase of competitiveness among hotels and hotel brands. A process of regulating positive emotions for an organization is called Emotional Labor (EL) (Grandey, 2000). While essential for the hospitality industry, empirical research on EL is very limited, and research on EL during stressful situations is almost nonexistent. To reduce the gap in the prior research, this study is looking into dynamics of a perceived organizational and customer (in) justice as a stress factor on an employee's EL and subsequent job satisfaction. To further understand dynamics of the proposed model, variables such as a gender and intensity of interaction were used as moderating effects. This study extended research done by Spencer and Rupp (2006, 2009) on employees' perceived customer injustice and its effects on employees' EL. This study drew on fairness, effective events, referent cognition, social exchange and action theories to explain why individuals' EL is impacted by injustice extended by guests and organization. Four types of organizational justice (procedural, distributive, interpersonal and informational) were used in this research. The results of the study indicated that employees EL (effort, dissonance) increases with increased effects of distributive (in) justice. EL dissonance had a significant negative effect on job satisfaction and EL effort had a significant positive effect on a job satisfaction. Finally, procedural (in) justice and informational (in) justice had a higher effects on male employees rather than their female counterparts. Since this study is first to explore effects of four facets of organizational (in) justice on employees EL, job satisfaction and gender as moderating effects, this study offers multiple theoretical and managerial implication for evaluation of EL and its antecedents in the hospitality industry.
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Date Issued: 2016
Identifier: CFE0006393, ucf:51505
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006393

Title: Exploring Stereotype Threat in the Workplace with Sexual Minorities.
Creator: Sanz, Elizabeth, Fritzsche, Barbara, Joseph, Dana, Negy, Charles, Parks, Kizzy, University of Central Florida
Abstract / Description: Sexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus,...
Show moreSexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus, this study also examines whether the visibility of the stigma is a necessary precursor to the experience of stereotype threat. Given the uniqueness of this population, a new and presumably more comprehensive model of stereotype threat (the Multi-Threat Framework) was also examined to ensure that stereotype threat was being adequately measured by examining every possible type of stereotype threat. Job satisfaction has been linked to many organizational outcomes such as poor performance, absenteeism, and turnover intentions; thus, it is important to examine predictors of low job satisfaction. Thus, the current study tested perceived stress as a mediator between stereotype threat and low job satisfaction in a sample of 150 sexual minorities who were employed full time. Internalized homophobia was predicted to moderate the relation between stereotype threat and perceived stress. Results indicated support for the moderated mediation model using only the traditional measure of stereotype threat; that is, stereotype threat predicted low job satisfaction through job stress. Moreover, at high levels of internalized homophobia, individuals reported high job stress, regardless of levels of experienced stereotype threat. However, those with low internalized homophobia reported high job stress only when stereotype threat was high. No differences were found with regards to degree of concealing, suggesting that the deleterious effects of high stereotype threat on job stress occurred regardless of whether participants were concealing. Additionally, the moderated mediation model was not supported when measured using the new Multi-Threat Framework, suggesting that the measure may not be measuring the same construct as the traditional measure. Finally, results suggest that stereotype threat added significant incremental validity in predicting job dissatisfaction over perceived discrimination. These findings, in total, suggest that stereotype threat is a valuable construct for predicting negative work outcomes for stigmatized individuals. Implications for improving the work lives of sexual minorities were discussed.
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Date Issued: 2014
Identifier: CFE0005409, ucf:50434
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0005409

Title: RURAL TEACHER SATISFACTION: AN ANALYSIS OF BELIEFSAND ATTITUDES OF RURAL TEACHERS' JOB SATISFACTION.
Creator: Huysman, John, Boote, David, University of Central Florida
Abstract / Description: The purpose of this research was to understand the beliefs and attitudes of teachers that affect their perceptions of job satisfaction in one small rural Florida school district. Data collected included a self-administered survey of Likert-type items measuring 20 factors for job satisfaction (96% response rate), individual semi-structured interviews, and focus groups. Analysis of the data confirmed prior research suggesting that multiple factors influence job satisfaction. Intrinsic...
Show moreThe purpose of this research was to understand the beliefs and attitudes of teachers that affect their perceptions of job satisfaction in one small rural Florida school district. Data collected included a self-administered survey of Likert-type items measuring 20 factors for job satisfaction (96% response rate), individual semi-structured interviews, and focus groups. Analysis of the data confirmed prior research suggesting that multiple factors influence job satisfaction. Intrinsic satisfaction factors were the best predictors of overall job satisfaction: security, activity, social service, variety, and ability utilization. Extrinsic factors were most likely to predict overall dissatisfaction: recognition, company policies, opportunities for advancement, co-workers, and compensation. Interviews and focus groups further confirmed how participants projected personal significance onto these factors and how they interacted. The complexity of these interactions stemmed from personal perceptions and values participants placed on individual extrinsic factors and linked those values to other extrinsic factors. Consequently, other extrinsic factors took on perceptions of dissatisfaction based on the original factor. In addition, this research revealed several issues not previously reported in studies of rural teaching. First, "role confusion" emerged as a major source of job dissatisfaction for teachers who were either raised in the community or who had spent a considerable number of years in the community. These teachers often found themselves frustrated at work because of conflicting expectations and perceptions between their professional roles as teachers and their social roles in the community. Second, a high majority of teachers interviewed expressed dissatisfaction because they believed other teachers to have undue influence and power. However, interview data suggested that power was distributed properly but pervasive informal decision making processes led to the widespread perception of favoritism. In addition, teachers often exercised influence because no one opposed them. This study suggests that research to gain a better understanding of the sociology of rural communities needs to be conducted in rural education generally and specifically in rural teacher job satisfaction. Rural teachers' job satisfaction is complexly intertwined with a wide range of factors. Suggested uses for this study include an invitation for rural administrators and teachers to incorporate issues related to job satisfaction into their school improvement and professional development strategies. Addressing the factors influencing rural teacher job satisfaction, which have been previously overlooked, affords rural administrators a new opportunity to positively influence teacher retention, teacher quality, student achievement, and school climate.
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Date Issued: 2007
Identifier: CFE0001656, ucf:47240
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001656

Title: PROFESSIONAL DEVELOPMENT ACTIVITIES AND JOB SATISFACTION AMONG COMMUNITY COLLEGE ADJUNCT FACULTY.
Creator: Bosley, Michael, Kysilka, Marcella, University of Central Florida
Abstract / Description: This study was designed to examine the relationship between participation in specific professional development activities and the adjuncts' level of job satisfaction. Data was gathered from previous and current professional development activities at Valencia Community College in Orlando, Florida. Research in the area of professional development activities for adjunct faculty is emerging; however, there is a scarcity of research in the area of professional development activities as a means to...
Show moreThis study was designed to examine the relationship between participation in specific professional development activities and the adjuncts' level of job satisfaction. Data was gathered from previous and current professional development activities at Valencia Community College in Orlando, Florida. Research in the area of professional development activities for adjunct faculty is emerging; however, there is a scarcity of research in the area of professional development activities as a means to increase job satisfaction. The data produced by this study were reviewed to determine, the level of job satisfaction of those adjuncts who attended professional development activities; the degree to which adjunct faculty members attended professional development activities; the reasons why adjuncts attended professional development activities; and how attendance at professional development activities has enhanced adjuncts' teaching performance. Findings showed that adjuncts who attended professional development activities at Valencia Community College were generally satisfied with their jobs. Adjuncts were also satisfied with the professional development activities they attended and many attended more than one activity.
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Date Issued: 2004
Identifier: CFE0000241, ucf:46319
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000241

Title: THE MEDIATING ROLE OF MOTIVATION AND JOB SATISFACTION IN WORK ENVIRONMENT-OUTCOME RELATIONSHIPS.
Creator: Guzman, Melissa, Pritchard, Robert, University of Central Florida
Abstract / Description: Research that links various aspects of the work environment to important work outcomes can be traced back almost seventy years. Despite the history and proliferation of these studies, firm conclusions have not been reached regarding the ways through which the work environment impacts these outcomes. For example, mediating variables such as motivation and job satisfaction have been proposed as affective and cognitive states that could impact the environment-outcome relationships but have...
Show moreResearch that links various aspects of the work environment to important work outcomes can be traced back almost seventy years. Despite the history and proliferation of these studies, firm conclusions have not been reached regarding the ways through which the work environment impacts these outcomes. For example, mediating variables such as motivation and job satisfaction have been proposed as affective and cognitive states that could impact the environment-outcome relationships but have received little attention. Additionally, organizational and contextual moderators such as group size and demographics that could impact the relationships have been called for but have yet to be studied. Consequently, much remains to be examined in the environment-outcome relationships beyond the basic links. Therefore, the primary objective of the current study was to investigate the effects of motivation and job satisfaction as mediators, and group size, group tenure, and group gender composition as moderators, of work environment-work outcome relationships. Specifically, it was proposed that motivation and job satisfaction mediate the relationships between the feedback environment, learning environment, and reward and recognition environment and job performance and turnover intentions. Finally, it was expected that group size, group tenure, and group gender composition moderate these same environment-outcome relationships. It is suggested that findings gleaned from this study can provide a clearer picture of how certain work environment variables impact specific work outcomes, which can provide researchers and practitioners with information to improve the organizational setting and individual and organizational outcomes of interest. Support was found for several hypotheses and future research directions are noted.
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Date Issued: 2007
Identifier: CFE0001724, ucf:47299
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0001724

Title: AN ANALYSIS OF THE RELATIONSHIP BETWEEN JOB SATISFACTION, ORGANIZATIONAL CULTURE, AND PERCEIVED LEADERSHIP CHARACTERISTICS.
Creator: Amburgey, William, Bozeman, William, University of Central Florida
Abstract / Description: The purposes of this study were to determine if (a) there is a relationship between job satisfaction, organizational culture, and perceived leadership characteristics at a dual-residential private university based on location, gender, level of education, and length of employment and, (b) to measure those relationships if they were present. Understanding how these areas relate may enhance strategic planning and personnel decisions for leaders within organizations. The population of this study...
Show moreThe purposes of this study were to determine if (a) there is a relationship between job satisfaction, organizational culture, and perceived leadership characteristics at a dual-residential private university based on location, gender, level of education, and length of employment and, (b) to measure those relationships if they were present. Understanding how these areas relate may enhance strategic planning and personnel decisions for leaders within organizations. The population of this study was the 1,478 full-time faculty and staff located on the residential campuses of the participating university. Participants in the study were asked to complete three test instruments: an Employee Demographic Survey, Job Satisfaction Survey (JSS), and the Organizational Description Questionnaire (ODQ). The Employee Demographic Survey was designed by the researcher to collect demographic data from the population. The JSS was designed by Spector (1994) as an instrument to assess an employee's attitude toward variables such as pay, promotion, supervision, operating procedures, and communication. Designed by Bass and Avolio (1992), the ODQ measures how a member of the organization perceives the organizational culture in terms of transactional or transformational leadership characteristics. Findings indicated that the only statistically significant mean score differences between total scores on the JSS and ODQ occurred when length of employment was the independent variable. Statistically significant correlations were also observed between the mean total JSS score, the ODQ transactional leadership score, and the ODQ transformational leadership score. Further, the scores obtained from the ODQ were used to define the organizational culture typology. A Moderately Four I's, as described by Bass and Avolio (1992), was the dominant culture identification across all levels of independent variables.
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Date Issued: 2005
Identifier: CFE0000610, ucf:46517
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000610

Title: EMAIL UTILIZATION BY UNIVERSITY EMPLOYEES AND ITS RELATIONSHIP TO JOB SATISFACTION.
Creator: Recascino, Anthony, Bozeman, William, University of Central Florida
Abstract / Description: The use of technology, such as electronic mail and the Internet, is becoming the norm in many workplaces. This is especially true in academic workplaces. The present study examined several issues related to electronic mail use and job satisfaction for employees within a higher education workplace. Results of the study found that administrative level employees both sent and received more email than non-administrative level staff. Job satisfaction was not found to be related to the amount of...
Show moreThe use of technology, such as electronic mail and the Internet, is becoming the norm in many workplaces. This is especially true in academic workplaces. The present study examined several issues related to electronic mail use and job satisfaction for employees within a higher education workplace. Results of the study found that administrative level employees both sent and received more email than non-administrative level staff. Job satisfaction was not found to be related to the amount of email sent or received. No difference in job satisfaction was found between employees at the main campus versus regional locations, nor was there a difference in job satisfaction between those employees who were supervised primarily via email and those who had in-person supervision. Results of this study help to clarify the role electronic mail plays in the workplace behavior and attitudes of higher education employees. This study also updates older research that found lower levels of job satisfaction in employees receiving e-supervision. The present study found no such differences, perhaps indicating a change in how employees experience e-supervision. Future researchers are urged to continue study examining how electronic technologies influence workplace attitudes and behaviors. While this study focused on email usage, other studies could examine Internet usage or focus on the integration of new technologies into the academic workplace.
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Date Issued: 2005
Identifier: CFE0000726, ucf:46618
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000726

Title: Job Satisfaction of Full-Time Faculty Members at a For-Profit University.
Creator: Leck, Joanna, Cintron Delgado, Rosa, Owens, J. Thomas, Preston, Michael, Molina, Olga, University of Central Florida
Abstract / Description: The focus of this research was to gain an understanding of the levels of job satisfaction of full-time faculty members at a for-profit university. There has been a paucity in the study of job satisfaction for faculty working in this sector of higher education (Kinser, 2006). Job satisfaction was measured by using the Job Descriptive Index (Stanton, Sinar, Balzer (&) Smith, 2002a) within the conceptual framework of faculty job satisfaction developed by Hagedorn (2000). The facets selected for...
Show moreThe focus of this research was to gain an understanding of the levels of job satisfaction of full-time faculty members at a for-profit university. There has been a paucity in the study of job satisfaction for faculty working in this sector of higher education (Kinser, 2006). Job satisfaction was measured by using the Job Descriptive Index (Stanton, Sinar, Balzer (&) Smith, 2002a) within the conceptual framework of faculty job satisfaction developed by Hagedorn (2000). The facets selected for study were: the work itself, salary, advancement, administration, and collegial relationships. The findings indicated that the job-satisfaction facets with the highest scores were administration and collegial relationships. The facets with the lowest scores were salary and advancement. Because these results were generally contrary to the scholarly literature on this topic, one primary recommendation was to continue this line of research using qualitative as well as quantitative methods.
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Date Issued: 2016
Identifier: CFE0006470, ucf:51427
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006470

Title: How does Jay-customer Affect Employee Job Stress and Job Satisfaction?.
Creator: Kim, Gawon, Ro, Hee Jung, Kwun, David, Hutchinson, Joe, University of Central Florida
Abstract / Description: Guest-contact employees interact with various types of customers, and they are often exposed to stressful conditions caused by the deviant, or jay-customers. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employees' job stress, and consequently, job satisfaction. Surveys of 210 participants, currently working as guest-contact employees in the hospitality industry, were analyzed for the study. The results of hierarchical...
Show moreGuest-contact employees interact with various types of customers, and they are often exposed to stressful conditions caused by the deviant, or jay-customers. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employees' job stress, and consequently, job satisfaction. Surveys of 210 participants, currently working as guest-contact employees in the hospitality industry, were analyzed for the study. The results of hierarchical multiple regression analyses show a positive relationship between the experience of customer incivility and employees' job stress. Additionally, the results indicate a full mediation effect of employees' job stress on the relationship between customer incivility and employees' job satisfaction. Unfortunately, the study was not able to analyze customer aggression, because the majority of the participants did not report customer aggression. The findings of this study make a contribution to the hospitality service management literature by providing empirical evidence of customer incivility and its negative impact on guest-contact employees. Hospitality managers should acknowledge the existence of jay-customer behaviors and recognize their significant impact on employees' job stress and job satisfaction.
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Date Issued: 2012
Identifier: CFE0004563, ucf:49223
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004563

Title: NURSING LEADERSHIP CHARACTERISTICS: EFFECT ON NURSING JOB SATISFACTION AND RETENTION OF BABY BOOMER AND GENERATION X NURSES.
Creator: Swearingen, Sandra, Liberman, Aaron, University of Central Florida
Abstract / Description: ABSTRACT The purpose of this research is to determine the degree to which a positive experience with nursing leadership increases nurse's job satisfaction. The different values and norms of the generational cohorts result in each cohort perceiving leadership characteristics differently. Factors such as length of exposure to leadership, location, shift worked, clinical versus non-clinical positions and the presence or absence of Servant-Leadership, all have the potential to impact nursing...
Show moreABSTRACT The purpose of this research is to determine the degree to which a positive experience with nursing leadership increases nurse's job satisfaction. The different values and norms of the generational cohorts result in each cohort perceiving leadership characteristics differently. Factors such as length of exposure to leadership, location, shift worked, clinical versus non-clinical positions and the presence or absence of Servant-Leadership, all have the potential to impact nursing satisfaction. Nursing satisfaction, or dissatisfaction impacts retention, further modifying nursing leadership practices. Conflict, Cohort, Servant-Leadership, and Self-Discrepancy theories were utilized to identify the relationships of generations to each other and to the leadership characteristics existing in their organizations. Two Central Florida healthcare organizations were utilized to obtain data regarding leadership characteristics, generational cohort and nursing satisfaction indicators. A total of 440 survey questionnaires were distributed, 182 were returned, a response rate of 41%. Factor Analysis utilizing principal component analysis was performed to reduce the 57 variables contained within questionnaires to one construct that represented a leadership characteristics variable. This variable was utilized to test 3 of the hypotheses. Principal component analysis was utilized to reduce 10 characteristics of Servant-Leadership, to a construct that represented a Servant-Leadership variable. Qualitative data was collected from 25 interviewees and was used to enrich and supplement the quantitative data from the survey questionnaires. Nursing leadership characteristics affect nursing satisfaction as demonstrated by this research. The more positive the perception or experience of nurses in relation to nursing leadership, the more job satisfaction increases. Even though literature states that Generation X employees exhibit less job satisfaction, due to generational specific values and norms, generational cohort did not demonstrate significance in this study. A positive perception of nursing leadership characteristics demonstrated a positive impact on nursing retention within an organization. Nurses who are satisfied with leadership characteristics tend to stay with that organization. The presence of Servant-Leadership characteristics also demonstrated a positive impact on nursing job satisfaction and retention. Leaders that demonstrate Servant-Leadership characteristics engender increased job satisfaction for their employees and increased retention of nurses for their organizations.
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Date Issued: 2004
Identifier: CFE0000205, ucf:46255
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000205

Title: THE EFFECT OF JOB STRAIN IN THE HOSPITAL ENVIRONMENT: APPLYING OREM'S THEORY OF SELF CARE.
Creator: Andrews, Diane, Wan, Thomas, University of Central Florida
Abstract / Description: The purpose of this research was to evaluate the causal relationships between job strain, the practice environment and the use of coping skills in order to assist in the prediction of nurses who are at risk for voluntary turnover. It was conducted at the level of the individual nurse employee in order to better understand the health consequences associated with job strain, the factors in the professional practice environment which may contribute to the propensity to leave and the influence of...
Show moreThe purpose of this research was to evaluate the causal relationships between job strain, the practice environment and the use of coping skills in order to assist in the prediction of nurses who are at risk for voluntary turnover. It was conducted at the level of the individual nurse employee in order to better understand the health consequences associated with job strain, the factors in the professional practice environment which may contribute to the propensity to leave and the influence of coping behaviors in response to workplace stressors. It was undertaken with the intention of identifying intervention strategies which will promote a healthy workforce and the retention of nurses in the workplace. An exploratory cross-sectional survey of 1235 staff nurses employed on the intensive, progressive and general medical-surgical nursing units of seven hospitals associated with a major Central Florida healthcare network tested a client-centered model in an effort to identify nurses vulnerable to the health consequences of job strain using structural equation modeling. Human subject protection was assured. An 82 item questionnaire was used to collect demographic data and measure responses to items associated with the constructs of health status, autonomy, collaboration, decentralization, coping, satisfaction, absenteeism and intent to leave. A variety instruments that were previously demonstrated as valid and reliable were used in the construction of the instrument. Subjects were also given the option of including additional written comments. A total of 325 surveys were returned, of which 308 met inclusion criteria, for a response rate of 25%. Data analysis determined that the measurement of job strain as a function of self-assessed generic health status was predictive of propensity to leave (ã = -.21). The experience of job strain shared a strong association with indicators of mental health status. Job strain was significantly influenced by coping behavior (ã = .56) which targeted activities associated with sustaining and balancing. Anecdotal remarks suggested that the need for balance influenced perceptions regarding stressors in the workplace. The professional practice environment was associated negatively with the propensity to leave (ã = -.58). Those staff nurses who experienced higher levels of autonomy expressed a greater degree of satisfaction and lower intent to leave. The variables of collaboration and decentralization contributed minimally to the construct of professional practice. Anecdotal remarks suggested that the low contribution of collaboration and decentralization contributed to a sense of powerlessness and frustration with work related circumstances. The influence of job strain, coping and the professional practice environment upon staff nurses suggests that health promotion strategies, efforts to enhance coping behavior and promotion of a professional practice environment will increase employee satisfaction and reduce intent to leave. Adoption of policies and procedures which support the health and well-being of individual staff members will benefit employees, strengthen the organizations in which they practice and promote the overall retention of nurses in the face of looming nurse shortages.
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Date Issued: 2006
Identifier: CFE0000935, ucf:46742
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0000935

Title: IDENTITY AS A SEXUAL MINORITY IN THE WORKPLACE: A LOOK AT PERSONALITY AND CONTEXTUAL FACTORS.
Creator: Resende, Samuel, Negy, Charles, University of Central Florida
Abstract / Description: Sexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report...
Show moreSexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report less work stress. In addition, I sought to determine if selected personality variables would mediate the relations among critical study variables. The personality variables were internalized homophobia, level of "outness," and cynicism. Two samples of university students consisting of sexual minorities (n =43) and heterosexuals (n = 67), completed questionnaires online. Results revealed a positive correlation for both groups between organizational climate (i.e., less perceived heterosexism) and job satisfaction, although the correlation for the sexual minority group did not achieve statistical significance, likely due to the small sample size. Due to statistical conditions not being satisfied, partial correlations were performed instead of mediational analyses. Internalized homophobia was found to partially account for the relations between perceived organizational climate and job satisfaction and perceived organizational climate and work stress, respectively. This study encourages further investigation into the role of sexual identity in the workplace, particularly the role of internalized homophobia as possibly influencing sexual minorities to perceive their workplace environment more pejoratively than necessary.
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Date Issued: 2015
Identifier: CFH0004902, ucf:45500
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFH0004902

Title: DETERMINANTS OF THE WELL-BEING OF POLICE OFFICERS IN THE TURKISH NATIONAL POLICE.
Creator: YILDIZ, SERDAR, WAN, THOMAS, University of Central Florida
Abstract / Description: ABSTRACT This research evaluates the relationships of time balance, social relations, role conflict, perception of work environment, and fourteen control variables to police officers' well-being in Turkish National Police. Well-being is identified in the management literature as having a strong relationship with performance. Therefore, by finding the factors affecting well-being, this research seeks to identify intervention strategies, which can promote a healthy workforce and police...
Show moreABSTRACT This research evaluates the relationships of time balance, social relations, role conflict, perception of work environment, and fourteen control variables to police officers' well-being in Turkish National Police. Well-being is identified in the management literature as having a strong relationship with performance. Therefore, by finding the factors affecting well-being, this research seeks to identify intervention strategies, which can promote a healthy workforce and police performance. Such interventions, in addition, may improve police performance through improved well-being. Individual police officers were analyzed to better understand the relationship between work environment on family life, social life, and the well-being of the police officers. A cross-sectional survey was conducted in the seven geographic regions of Turkey for all branches of Turkish National Police. Structural equation modeling (SEM) was used to validate the measurement of latent constructs and their relationships. A 45-item questionnaire collected demographic data and items associated with the latent constructs such as time balance, social relations, role conflict, perception of work environment, and the police officers' well-being. This 45-item questionnaire was based on two survey instruments that have been used by Eurofound in Europe for two decades. The response rate for the questionnaire in this dissertation was 47.14% with 495 respondents out of 1,050 subjects. The analysis revealed statistically significant relationships between following latent constructs: time balance and well-being (an indirect effect via role conflict), time balance and social relations, time balance and role conflict, social relations and role conflict, role conflict and well-being, and perception of work environment and well-being. In addition, six control variables (rank, department, optimism, isolation, income sufficiency, and working days per week) were statistically significantly related with well-being. No direct significant relationship was found between time balance and well-being, and social relations and well-being constructs. Eight control variables (gender, marital status, service time, extra work, confusion, region, work type, and working hours per day) had no significant relationship with well-being. These findings support some commonly expressed complaints of police officers. These findings also suggest that attention should be paid to the effects of time balance, income sufficiency, work environment, and workdays on the well-being of the officers.
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Date Issued: 2008
Identifier: CFE0002238, ucf:47904
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0002238

Title: Amenities Provided as Predictors of Job Satisfaction Among Entry-Level, Live-on/Live-in Housing and Residence Life Professionals.
Creator: Getka, Kristen, Cintron Delgado, Rosa, Boyd, Tammy, Owens, James, Novak, Jeffrey, University of Central Florida
Abstract / Description: Job satisfaction of entry-level student affairs professionals has been an issue of interest to researchers and practitioners alike since at least the 1980s. A high turnover of housing and residence life live-on and live-in (LO/LI) professionals has led to a curiosity for the reason. Investigation into job satisfaction of these professionals is an ideal way to determine ways to help retain LO/LI professionals and enhance their overall job satisfaction. In this study, the personal demographics,...
Show moreJob satisfaction of entry-level student affairs professionals has been an issue of interest to researchers and practitioners alike since at least the 1980s. A high turnover of housing and residence life live-on and live-in (LO/LI) professionals has led to a curiosity for the reason. Investigation into job satisfaction of these professionals is an ideal way to determine ways to help retain LO/LI professionals and enhance their overall job satisfaction. In this study, the personal demographics, institutional demographics, and amenities provided to entry-level housing and residence life professionals holding LO/LI positions, and what impact, if any, they had on job satisfaction were examined. Job satisfaction was measured by two separate means, both based on the theoretical framework, the Job Characteristics Model. A web-based survey was distributed to approximately 9,000 members of the Association of College and University Housing Officers-International, asking for all LO/LI professionals to complete the survey. Personal demographics slightly affected job satisfaction, and institutional demographics were not related to job satisfaction. Amenities were the strongest predictors of job satisfaction among the three areas examined. Specific amenities such as meal plans, reserved parking, and flexible work hours had a more significant impact on job satisfaction than others.
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Date Issued: 2012
Identifier: CFE0004494, ucf:49263
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0004494

Title: Vicarious Trauma, Emotional Intelligence, and The Impact On Job Satisfaction In Residence Life Staff.
Creator: Hodge, Lynell, Owens, J. Thomas, Cintron Delgado, Rosa, Allen, Kay, Preston, Michael, Winton, Mark, University of Central Florida
Abstract / Description: (")There are wounds that never show on the body that are deeper and more hurtful than anything that bleeds.(") ? Laurell K. Hamilton,Due to the proximity of working with and engaging students, residence life staff members, have a unique work experience. This functional area of student affairs is responding to myriad student needs. Staff are responding to varying levels of campus emergencies, student illness, and assault (physical or sexual) on a given workday or workweek (Ojo (&) Thomas, 2012...
Show more(")There are wounds that never show on the body that are deeper and more hurtful than anything that bleeds.(") ? Laurell K. Hamilton,Due to the proximity of working with and engaging students, residence life staff members, have a unique work experience. This functional area of student affairs is responding to myriad student needs. Staff are responding to varying levels of campus emergencies, student illness, and assault (physical or sexual) on a given workday or workweek (Ojo (&) Thomas, 2012). One study found college students' on-campus lifestyle and routine activities can create opportunities for victimization (Fisher, Sloan, Cullen, Lu, (&) 1998). What cumulative impact does responding to these victimizations have on residence life staff members? This study will investigate the relationship between the exposures to vicarious trauma, considering emotional intelligence as a mitigating factor to explain job satisfaction of residence life staff members. Taking a closer look at how the continued exposure to victimization of others (in this case students), the individual's job satisfaction provides context to burnout and attrition, specifically in residence life professionals. Understanding how secondary exposure can impact a professional is a concern that has been studied in other professions such as nursing, social work, and mental health counseling. The findings have provided invaluable insight to the professional's experience. This study will attempt to do the same by exploring how these three variables interact with each other, through the use of three scales, Vicarious Trauma Scale (VTS), Genos-Emotional Intelligence Inventory (Genos-I), and Job Satisfaction Scale (JSS). ?
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Date Issued: 2016
Identifier: CFE0006325, ucf:51549
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0006325

Title: JOB SATISFACTION AND VALUE PRIORITIES OF COUNSELORS IN PRIVATE PRACTICE AND AGENCY SETTINGS.
Creator: Cunningham, Laura, Daire, Andrew, University of Central Florida
Abstract / Description: Counselors can work at a variety of locations (Vacc & Loesch, 2000). Yet very little is known about each setting (King, 2007) and what type of counselors would have an optimum fit. Burnout is a pervasive issue in counseling (Lawson, 2007) and providing good-fit information could lessen turnover and burnout from the counseling field. The primary purpose of this study included investigating the differences between job satisfaction and value priorities of counselors in private practice and...
Show moreCounselors can work at a variety of locations (Vacc & Loesch, 2000). Yet very little is known about each setting (King, 2007) and what type of counselors would have an optimum fit. Burnout is a pervasive issue in counseling (Lawson, 2007) and providing good-fit information could lessen turnover and burnout from the counseling field. The primary purpose of this study included investigating the differences between job satisfaction and value priorities of counselors in private practice and agency settings. The overarching theoretical framework included Frank Parsons' (1909) 'goodness of fit' theory, which is a person-organizational fit theory for job satisfaction. Schwartz Value Theory (Schwartz, 1992, 1994) provided the trait of the person under investigation: value priorities. The use of global and facet measures of job satisfaction provided the 'good-fit' measure (Brief & Weiss, 2002). The final analysis included one hundred and thirty-five counselors, with seventy-two agency counselors and sixty-three private practitioners. Counselors completed two assessments and a survey in a descriptive correlational design. Two methods of group and e-mail administration produced a 98.7 % and 33% response rates, respectively. The data collection instruments included: The Schwartz Value Survey (SVS; Schwartz, 1992), the abridged Job Descriptive Index (aJDI; Stanton et al., 2002), the abridged Job In General Scale (aJIG; Russell et al., 2004), and the Counselor History Questionnaire (Cunningham, 2009). The statistical procedures used to analyze the data included two one-way MANOVAs and four standard multiple regressions. Post- hoc analysis included ANOVA for five subscales on the aJDI measure. The three research questions included; (a) Are there any differences between job satisfaction between counselors in private practice and agency settings? (b) Are there any differences between value priorities of self-transcendence and self-enhancement between counselors in private practice and agency settings?, and (c) Are there any relationships among the variables of job satisfaction and value priorities of counselors in private practice and agency setting? The first research question was supported, with private practitioners reporting statistically significant higher levels of job satisfaction on two measures, with 12.9 % of the variance explained by the model. Furthermore, the results of the post-hoc included private practitioners reporting statistically significant higher ratings on the aJDI subscales of Work and Income, and Agency counselors reporting higher scores on the Supervision subscale. The second and third research questions were not supported; as there were no differences in value priorities of counselors in private practice and agency. Furthermore, no predictive relationships existed among the variables of work location, value priorities, and job satisfaction. The data suggested that private practitioners experienced a higher level of job satisfaction than their counterparts in agency settings. Furthermore, the non-significant results of value priorities suggested that counselors, as a whole, possess similar value priorities which are not altered by different work settings. Implications for counselors and counselor educators were presented, along with areas of future research.
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Date Issued: 2010
Identifier: CFE0003334, ucf:48434
Format: Document (PDF)
PURL: http://purl.flvc.org/ucf/fd/CFE0003334

job satisfaction (12)	+ -
Job Satisfaction (3)	+ -
Higher Education (2)	+ -
leadership (2)	+ -
performance (2)	+ -

Campuses (1)	+ -
Coping (1)	+ -
Customer incivility (1)	+ -
Customer misbehavior (1)	+ -
Deviant customer behavior (1)	+ -
Education (1)	+ -
Educational Leadership (1)	+ -
Email Usage (1)	+ -
Emotional Intelligence (1)	+ -
Employee job satisfaction. (1)	+ -
Employee job stress (1)	+ -
Generational Diversity (1)	+ -
Health Status (1)	+ -
Intent to Leave (1)	+ -
Jay customer behavior (1)	+ -
Job Strain (1)	+ -
LGB (1)	+ -
Nursing Job Satisfaction (1)	+ -
Nursing Leadership (1)	+ -
Nursing Retention (1)	+ -
Organizational Culture (1)	+ -
Organizational Justice Emotional Labor Job Satisfaction (1)	+ -
PTSD (1)	+ -
Professional Practice (1)	+ -
Regional (1)	+ -

ETD Collection (21)	+ -
Honors Collection (1)	+ -

University of Central Florida (22)	+ -
Cintron Delgado, Rosa (3)	+ -
Andrews, Diane (2)	+ -
Bozeman, William (2)	+ -
Joseph, Dana (2)	+ -

Kwun, David (2)	+ -
Negy, Charles (2)	+ -
Owens, J. Thomas (2)	+ -
Pawlas, George (2)	+ -
Preston, Michael (2)	+ -
Pritchard, Robert (2)	+ -
Allen, Kay (1)	+ -
Amburgey, William (1)	+ -
Barfield II, Rufus (1)	+ -
Boote, David (1)	+ -
Bosley, Michael (1)	+ -
Bowers, Clint (1)	+ -
Boyd, Tammy (1)	+ -
Byers, Jacqueline (1)	+ -
Cunningham, Laura (1)	+ -
Daire, Andrew (1)	+ -
Fletcher, Shaun (1)	+ -
Fritzsche, Barbara (1)	+ -
Getka, Kristen (1)	+ -
Guzman, Melissa (1)	+ -
Hodge, Lynell (1)	+ -
Hutchinson, Joe (1)	+ -
Huysman, John (1)	+ -
Jentsch, Florian (1)	+ -
Jentsch, Kimberly (1)	+ -

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