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- Title
- PREDICTORS OF JOB BOREDOM.
- Creator
-
Eid, Mitchell, Jex, Steve, University of Central Florida
- Abstract / Description
-
Although job boredom is increasingly common in the workplace, little research has examined its' causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from...
Show moreAlthough job boredom is increasingly common in the workplace, little research has examined its' causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from the job itself were included. A regression analysis revealed that emotional stability, openness and autonomy were significant predictors of boredom. While those were the only variables predictive of boredom, there were other significant correlations as well. These findings suggest that future research should examine the relationships between the variables in this study and control for factors to further gain insight into possible causes of boredom.
Show less - Date Issued
- 2018
- Identifier
- CFH2000362, ucf:45879
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH2000362
- 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.
Show less - 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
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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.
Show less - Date Issued
- 2006
- Identifier
- CFE0001434, ucf:47045
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001434
- Title
- Examining the impact of a fatigue intervention on job performance: A longitudinal study across United States hospitals.
- Creator
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Gregory, Megan, Salas, Eduardo, Wang, Wei, Fritzsche, Barbara, Burke, Shawn, University of Central Florida
- Abstract / Description
-
Fatigue in healthcare providers has been linked to dangerous outcomes for patients, including medical errors, surgical complications, and accidents. Resident physicians, who traditionally work long hours on minimal sleep, are among the most fatigued. In attempt to mitigate the impact of fatigue on resident physician performance and improve patient safety, the Accreditation Council for Graduate Medical Education (ACGME) implemented a fatigue intervention program in 2011 for medical residency...
Show moreFatigue in healthcare providers has been linked to dangerous outcomes for patients, including medical errors, surgical complications, and accidents. Resident physicians, who traditionally work long hours on minimal sleep, are among the most fatigued. In attempt to mitigate the impact of fatigue on resident physician performance and improve patient safety, the Accreditation Council for Graduate Medical Education (ACGME) implemented a fatigue intervention program in 2011 for medical residency programs in the United States. This caused a significant decrease in the number of hours that first-year residents were permitted to work, compared with hours worked by first-year residents in prior years. While studies investigating the impact of the 2011 ACGME fatigue intervention on outcomes are limited thus far, some initial evidence seems to be promising. For instance, Pepper, Schweinfurth, and Herrin (2014) found that the rate of transfers to the intensive care unit after a code blue significantly decreased from pre- to post-intervention. However, it is not currently understood what variables may drive positive changes in patient outcomes, nor how long it may take for these changes to occur. Thus, the purpose of this study was to examine the effect that the 2011 ACGME fatigue intervention has had on job performance in healthcare providers in U.S. hospitals. The current study attempted to address this question by taking both a micro perspective, by drawing upon cognitive theories (Kahneman, 1973, 2011) and skill acquisition theory (Fitts, 1964; Fitts (&) Posner, 1967), as well as a macro perspective, by drawing upon organizational change theories (DiMaggio (&) Powell, 1983).This study combined public-use databases provided by the Center for Medicare and Medicaid Services (CMS). Specifically, 1,277 hospitals in the United States were examined over a five year period on job performance behaviors to determine if there was significant change from pre-intervention to post-intervention. Hospitals were categorized as control hospitals (n = 594) and intervention hospitals (n = 683). More specifically, intervention hospitals were analyzed according to their resident-to-patient bed ratio, using guidelines provided by Patel et al. (2014), including very low resident-to-bed ratio hospitals (n = 174), low resident-to-bed ratio hospitals (n = 287), high resident-to-bed ratio hospitals (n = 143), and very high resident-to-bed ratio hospitals (n = 79). Further, organizational size was examined as a moderator. The current study used discontinuous growth modeling (Bliese, 2008; Ployhart, 2014; J. D. Singer (&) Willett, 2003) to analyze the data, which allowed for investigation into the magnitude and rate of change from pre- to post-intervention. Results show that there was a significant improvement in employee job performance over time across both intervention and control hospitals. In particular, job performance significantly improved abruptly at the transition period (i.e., when the intervention was introduced) and continued to improve gradually throughout the post-intervention period; yet, these results held for both intervention and control hospitals. However, exploratory analyses comparing control hospitals to very high resident-to-bed ratio hospitals found that the latter group improved significantly more at the transition period in comparison to control hospitals. I therefore conclude that there may be some effect of the fatigue intervention on job performance, but this effect may be visible only in very high resident-to-bed ratio hospitals. Further, organizational size was not a significant moderator of the relationship. Future research is needed to confirm these findings.
Show less - Date Issued
- 2015
- Identifier
- CFE0005952, ucf:50807
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005952
- Title
- AN EXAMINATION OF THE RELATIONSHIPS AMONG PERCEIVED GENDER DISCRIMINATION, WORK MOTIVATION, AND PERFORMANCE.
- Creator
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Cornejo, Jessica, Pritchard, Robert, University of Central Florida
- Abstract / Description
-
Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and...
Show moreGender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.
Show less - Date Issued
- 2007
- Identifier
- CFE0001906, ucf:47485
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001906
- Title
- THE MODERATING EFFECT OF GENDER ON THE USE OF HUMOR DURING A STRUCTURED INTERVIEW: THAT'S WHAT SHE SAID.
- Creator
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Gallaher, Laura, Fritzsche, Barbara, University of Central Florida
- Abstract / Description
-
This study examined the moderating impact of gender on the use of humor during employment interviews. Consistent with expectancy violation theory, I hypothesized that the use of humor by female candidates would cause more extreme evaluations than the use of humor by male candidates. In other words, when positive (affiliative) humor is used, females will be rated more positively than males, but when negative (aggressive) humor is used, females will be rated more negatively than males. I also...
Show moreThis study examined the moderating impact of gender on the use of humor during employment interviews. Consistent with expectancy violation theory, I hypothesized that the use of humor by female candidates would cause more extreme evaluations than the use of humor by male candidates. In other words, when positive (affiliative) humor is used, females will be rated more positively than males, but when negative (aggressive) humor is used, females will be rated more negatively than males. I also hypothesized that the relationship between humor condition and evaluations would be partially mediated by state positive affect. I also posed a research question regarding how recall of what was said in the interview would relate to humor and evaluations. This experiment was a 2 (gender) x 3 (affiliative humor, aggressive humor, no humor) factorial design. Participants received brief interviewer training, interviewed a confederate playing another participant as the applicant, and then completed measures. Data from 221 undergraduate students were analyzed. Results demonstrate support of some hypotheses, including a main effect of humor condition on evaluations and partial mediation of state positive affect. Practical and theoretical implications of the findings are discussed.
Show less - Date Issued
- 2010
- Identifier
- CFE0003074, ucf:48304
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003074
- 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.
Show less - Date Issued
- 2016
- Identifier
- CFE0006393, ucf:51505
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006393
- Title
- From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
- Creator
-
Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
- Abstract / Description
-
Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of...
Show moreResearch on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.
Show less - Date Issued
- 2017
- Identifier
- CFE0006584, ucf:51319
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006584
- Title
- Dynamic Job-shop scheduling program(DJSP) analysis for Preventive military Helicopter maintenance system(PMS).
- Creator
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Park, Kyungjin, Lee, Gene, Rabelo, Luis, Elshennawy, Ahmad, University of Central Florida
- Abstract / Description
-
Republic of Korea Army(ROKA) has been founding new attack helicopter troops since last year by adopting US main attack helicopter, AH-64E Apache, and peripheral system like pilots and mechanics training systems and their organization. The AH-64E Apache is a major attack helicopter of the US Army and all of its systems are verified in terms of the effectiveness in real operations for several decades. However, ROKA still needs their own version of systems including tactics, template, and...
Show moreRepublic of Korea Army(ROKA) has been founding new attack helicopter troops since last year by adopting US main attack helicopter, AH-64E Apache, and peripheral system like pilots and mechanics training systems and their organization. The AH-64E Apache is a major attack helicopter of the US Army and all of its systems are verified in terms of the effectiveness in real operations for several decades. However, ROKA still needs their own version of systems including tactics, template, and maintenance which are suitable for Korean terrain, climate, personnel, and so on. At least ROKA needs to have a chance to verify that the adopted system is working well with different circumstances, especially with a different maintenance system.As basic characteristics, routine maintenance and management are essential for accident prevention for a helicopter, there are specially formalized maintenance systems for every kind of helicopter respectively. It was established by a manufacturer in maintenance manuals and can be modified and integrated by users and operators. Apache also has its own maintenance schedule and system including 25-hour, 50-hour, 125-hour, and 250-hour maintenance and inspections which are implemented according to the operation hours. Those schedules are done by a task force or temporary maintenance team which is led by one or two inspectors and supported by 3~4 mechanics.Maintenance troops restrict the number of aircraft to get in the process by managing the flight hours considering the limit of manpower and equipment so that the operation rate stays above at least 80%. It is important to stipulate their capacity in need and max capacity with given personnel and facility for newly founding military troops. Especially since ROKA aviation branch is applying a more strict maintenance process, it might cause insufficiency of resources if organized by same template and procedure with the US Army. The goal of this study is to verify if existing personnel organization is affordable for new maintenance system of AH-64 Apache helicopters. As a further step ahead, this research found the most critical personnel pool and their relationship by sensitivity analysis. This research specified actual maintenance procedure and restrictions on computer and simulated virtually. During the repetition of the test, existing organization was found inadequate to satisfy all restrictions and requirements. Test pilot and inspector pool are critical to secure the successful maintenance support and to prepare for contingency. Also, there were interesting relationships between the mechanics groups. They are in supplemental relationships with each other because of the condition of one pool affects the other.
Show less - Date Issued
- 2017
- Identifier
- CFE0006776, ucf:51864
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006776
- Title
- Employee Engagement, Job Attitudes, and Work Behavior: A Meta-Analytic Test of the Incremental Validity of Employee Engagement.
- Creator
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Koenig, Nick, Fritzsche, Barbara, Joseph, Dana, Bowers, Clint, Roth, Colin, University of Central Florida
- Abstract / Description
-
Although the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts...
Show moreAlthough the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts both specific and broadly-defined work behaviors, and (c) estimating the unique predictive validity of engagement above and beyond job attitudes. Several regression equations and structural equation models were tested using a combination of previous meta-analytic correlations (k = 95) and original meta-analytic correlations (k = 12). Results of the study found that engagement does offer unique incremental validity over several work-related behaviors (task performance, ?R2 = .037; contextual performance, ?R2 = .025; turnover, ?R2 = .083), however this incremental validity has been over-stated in previous research. Results also found that the A-factor (higher order attitudinal construct) is strongly related to behavioral engagement (higher order behavioral construct) (? = .62) suggesting that when attitudes and behaviors are examined on the same level of specificity there is a strong predictive relationship between the two. These results suggest that although engagement may not be as unique as previous research has implied it does offer utility in the sense that it acts as a proxy for the A-factor.
Show less - Date Issued
- 2013
- Identifier
- CFE0004873, ucf:49656
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004873
- 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.
Show less - Date Issued
- 2014
- Identifier
- CFE0005409, ucf:50434
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005409
- Title
- CHARACTERISTICS FOR SUCCESS: PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL.
- Creator
-
Weaver, Sallie, Pritchard, Robert, University of Central Florida
- Abstract / Description
-
The current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct...
Show moreThe current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct relationships with employee attitudes and subjective measures of performance. This thesis aims to further the job characteristics literature by exploring the effects of the characteristics at the team level, as well as the moderating effect of the team construct of value congruence, while simultaneously exploring boundary conditions of the Productivity Measurement and Enhancement System (ProMES) developed by Pritchard (1990). Hypotheses postulated a negative relationship between the characteristics and intervention effectiveness; such that effectiveness is negatively impacted when the characteristics already exist at high levels. Results, though non-significant, are tenatively suggestive of this counter-intuitive negative relationship between four of the characteristics and intervention effectiveness. Value congruence between team leaders and members was not a significant moderator of the relationship between the characteristics and effectiveness. Results suggest that a more powerful study to further parse out these relationships would be valuable. iii
Show less - Date Issued
- 2008
- Identifier
- CFE0002040, ucf:47574
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0002040
- 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
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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.
Show less - Date Issued
- 2007
- Identifier
- CFE0001656, ucf:47240
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001656
- 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
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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.
Show less - Date Issued
- 2012
- Identifier
- CFE0004563, ucf:49223
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004563
- Title
- PROFESSIONAL DEVELOPMENT ACTIVITIES AND JOB SATISFACTION AMONG COMMUNITY COLLEGE ADJUNCT FACULTY.
- Creator
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Bosley, Michael, Kysilka, Marcella, University of Central Florida
- Abstract / Description
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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.
Show less - 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.
Show less - Date Issued
- 2007
- Identifier
- CFE0001724, ucf:47299
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001724
- Title
- MINORITY PHYSICIAN JOB SATISFACTION: AN ANALYSIS OF EXTRINSICALLY-CONTROLLED ORGANIZATIONAL FACTORS.
- Creator
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Fletcher, Shaun, Barfield II, Rufus, University of Central Florida
- Abstract / Description
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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.
Show less - Date Issued
- 2005
- Identifier
- CFE0000502, ucf:46454
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0000502
- Title
- AN ANALYSIS OF THE RELATIONSHIP BETWEEN JOB SATISFACTION, ORGANIZATIONAL CULTURE, AND PERCEIVED LEADERSHIP CHARACTERISTICS.
- Creator
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Amburgey, William, Bozeman, William, University of Central Florida
- Abstract / Description
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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.
Show less - 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
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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.
Show less - Date Issued
- 2005
- Identifier
- CFE0000726, ucf:46618
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0000726
- Title
- AN INVESTIGATION OF THE RELATIONSHIPS BETWEEN MOTIVATION, WORKER ROLE CONFLICTS AND WORKER OUTCOMES.
- Creator
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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.
Show less - Date Issued
- 2011
- Identifier
- CFE0003816, ucf:48728
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003816
