Download or read book The Effects of Job Characteristics on Perceived Organizational Identification and Job Satisfaction of the Organizing Committee for the Olympic Games Employees written by Jaeyeon Hwang and published by . This book was released on 2020 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: This research examined how job characteristics affect employee satisfaction through the perceived Organizational Identification (OID) of the Organizing Committee for the Olympic Games (OCOG) employees. By conducting structural equation modeling and bootstrapping, the proposed model was tested with a sample of 280 full-time employees from the 2018 PyeongChang OCOG.

Download or read book The effects of job characteristics on perceived organizational identification and job satisfaction of the Organizing Committee for the Olympic Games employees written by and published by . This book was released on with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Organizational Behavior in Sport Management written by Eric Macintosh and published by Human Kinetics. This book was released on 2024-10-07 with total page 274 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational Behavior in Sport Management answers the questions of why we do what we do at work, why others behave as they do, and how the interpretation of events and behaviors is subject to bias. Included are examples of how COVID-19 and social movements have changed the nature of work.

Download or read book Occupational Health Psychology From Burnout to Well being at Work written by Sónia P. Gonçalves and published by Frontiers Media SA. This book was released on 2022-06-28 with total page 244 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Causal Relationship Between Job Characteristics Organizational Support Stress and Performance written by Sahar Hosseini and published by . This book was released on 2021 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Job stress is a common occurrence and of the utmost concern for management (Avey, Luthans, & Jensen, 2009). Canadian employees report workplace stress as a primary cause of mental health concerns which can subsequently impact workplace productivity and job performance (Mental Health Commission of Canada, 2019). In addition, the novel Coronavirus has had several negative consequences on people including for example the forced closure of work which has resulted in financial, social and health-related problems in part due to the consequences of stress (Brooks et al., 2020; Hossain, Sultana, & Purohit, 2020; Probst, Humer, Stippl, & Pieh, 2020; Sharma et al., 2020). Sports organizations are their employees are certainly not immune to the deleterious effects of stress (c.f., MacIntosh & Burton, 2019). Consequently, one of the management considerations to attenuate for stress is known as job characteristics (c.f., Hackman & Oldham, 1976). Hackman and Oldham (1976) developed the job characteristics theory, which can be used to understand the relationship between job characteristics, job design with various outcomes of interests such as performance. They suggested five characteristics of the job (i.e., skill variety, task identity, task significance, autonomy, and feedback) that influenced personal and work-related outcomes (Hackman & Oldham, 1976). Research has shown that when employees are faced with stressful conditions and high job demands, moral and economic support from the organization is needed (Krishnan & Mary, 2012). Organizational support theory (OST) proposes that employees form a general perception and belief concerning how the organizational management values their contributions and cares about their well-being (Eisenberger et al., 1986; Rhoades & Eisenberger, 2002). According to OST, such perceptions could have considerable effects on work outcomes (Eisenberger & Stinglhamber, 2011; Rhoades & Eisenberger, 2002), employees' work attitudes and behaviors including feelings of stress (Kurtessis et al., 2015). The purpose of this study was to investigate the causal relationship between job characteristics, perceived organizational support, job stress, and job performance. This research was conducted on the employees within the sports sectors in Canada (N = 146) during the Covid-19 pandemic. Using a structural equation model (SEM), this study describes the relationships which exist based upon validated existing measures, specifically: Job Characteristics questionnaires (Morgeson & Humphrey, 2006), Perceived Organizational Support (SPOS) short version questionnaire (Eisenberger, Cummings, Armeli, & Lynch, 1997), Job Stress Scale (Parker & DeCotiis, 1983) and Williams and Anderson's job performance questionnaire (Williams & Anderson, 1991). The results of the study confirm that job characteristics components can decrease overall job stress and improve job performance amongst sports employees even during a pandemic. Moreover, there is a significant impact between the level of organizational support and job stress. Specifically, when organizational support increases, job stress will be reduced. This study contributes to the extant sport management literature within organizational behavior and provides an account of the importance for management to take a person-centered approach, particularly during high-stress times such as the Covid-19 Pandemic.

Download or read book Antecedents and Consequences of Perceived Organizational Support for NCAA Athletic Administrators written by Simon M. Pack and published by . This book was released on 2005 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Abstract: A majority of the literature regarding employee-organization relationships has focused on perceived organizational support (POS) (Eisenberger, Huntington, Hutchison, & Sowa, 1986). POS is defined as employees' formation of global beliefs pertaining to how much the organization cares about their well-being and values their contributions. In accordance with Eisenberger et al. (1986) the overarching purpose of the current study was to investigate athletic administrators' POS. More specifically, the primary purposes of this study were to: (a) examine the antecedents of POS; (b) examine the consequences of POS, including, affective commitment, job satisfaction, and turnover intention; and (c) assess gender differences in regard to these antecedents and consequences, and (d) develop and test a comprehensive model of POS, applicable to intercollegiate athletic administrators. Two athletic administrators (one female and one male) at each of the 327 NCAA Division I institutions (N = 654) were asked to respond to the Athletic Administrator Questionnaire. A total of 222 athletic administrators completed and returned the questionnaire for a response rate of 34%. Results showed that combined, the antecedents (participation in decision making, supervisor support, growth opportunity, and procedural, distributive, and interactional justice) accounted for 78% of the variance in POS. However, growth opportunity was not a significant predictor of POS. In addition, athletic administrators' POS was positively related to both affective commitment and job satisfaction. Further examination showed that affective commitment and job satisfaction had a significant, negative relationship with turnover intention for athletic administrators. Both collectively explained 35% of the variance in turnover intention. Affective commitment was a better predictor of turnover intention than job satisfaction. Finally, POS did not have a direct relationship with turnover intention for athletic administrators; rather, it was partially mediated by affective commitment and job satisfaction. Female respondents' perceptions of all variables in this study were nearly identical to male athletic administrators and were relatively high considering the lack of female representation at the top levels of intercollegiate athletic administration. In summary, this study suggests that the traditional concepts of social exchange theory and the norm of reciprocity have been shown to hold credence within an intercollegiate athletics context.

Download or read book The Effect of Perceived Organizational Support and Psychological Contract on Employee Job Satisfaction Turnover Intention written by Chandrakant Varma and published by . This book was released on 2020 with total page 16 pages. Available in PDF, EPUB and Kindle. Book excerpt: The research paper aims to study a systematic and a holistic approach towards perceived organizational support and its effect on employee satisfaction in an organization. It also tries to highlight the importance of psychological contract between the employer and employee. Psychological contract being mutual expectations and obligation arising out of way an organization conduct itself with the employee or expected to conduct. This develops a level of perception among employee towards organization. Positive perception referring to the fulfillment of expectation and negative refers to violation, this perception lead to satisfaction or otherwise among employees and decides upon their future course of action. The study explores the interrelation between the perceived organizational support extended to the employee ant its effect on employee satisfaction by understanding the terms of psychological contract. The study found that organizations need to promote policies and practices which help build positive employee perception by extending organizational support and fulfillment of psychological contract. This will have significant effect on employee job satisfaction and employee turnover intention.

Download or read book The Effects of Organizational Intervention on Employee Job Satisfaction written by Sara Krish and published by . This book was released on 2005 with total page 52 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book THE RELATIONSHIP BETWEEN PERCEPTIONS OF FIT AND JOB SATISFACTION AMONG ADMINISTRATIVE STAFF IN A MIDWESTERN UNIVERSITY written by Mohammed Issah and published by . This book was released on 2013 with total page 118 pages. Available in PDF, EPUB and Kindle. Book excerpt: There has been growing recognition among organizational behavior practitioners and researchers of the importance of the different types of fit in a work environment. Previous research established relationships between fit and job satisfaction in professional fields including education. However, fit research in the higher education context has tended to focus on students and faculty. An important and understudied stakeholder in higher education is administrative staff members. Higher education is going through substantial changes in the face of increased demand for accountability, increased diversity, and budget cuts among other issues. As such the responds by public universities like Midwestern universities affects not only academic programs, faculty, and students but also the administrative structure. The few research on perceived fit and job satisfaction among administrative staff members in higher education lack either breadth or depth. Therefore, the purpose of the study was to determine the relationship between perceived fit (Person-Job (P-J) Fit, Person-Organization (P-O) Fit) and Job satisfaction among administrative staff members in a Midwestern public university, as well as the subscales of the primary variables. The study used a correlational design to examine the relationship between the primary variables and their subscales. Accordingly, the research study addressed administrative staff members' level of perceived fit with the university environment and job satisfaction; the ability of perceived person-environment fit to predict job satisfaction among administrative staff members; the relationships among characteristics of administrative staff members (e.g., level of education, age, gender, and years of service) with job satisfaction and perceived fit with the university environment. The total number of participants in this study was 170. Perceived fit was measured using Saks and Ashforth's (1997) measure of Global Perception of Fit. Job satisfaction was measured with the 2009 abridged version of the Job Descriptive Index (aJDI) and the Job in General (aJIG) scale. Correlations, standard regression, analysis of variances (ANOVA), and t-test were used to analyze the data. Overall administrative staff members had average levels of satisfaction with their jobs. The satisfaction levels of administrative staff members was compared to the Job Satisfaction norms established based on a sample of 1400 participants who were obtained through E-Rewards, a company specializing in obtaining samples for marketing research. Stratified sampling by state population was used to ensure that the sample was representative of the US population. Of the five job satisfaction facets, administrative staff members level of satisfaction with the Co-worker (JDI 5), facet was comparable to the 60th percentile score of the US workforce, however, their satisfaction with the Work Itself (JDI 1), Promotion Opportunities (JDI 3), Supervision (JDI 4), and Pay (JDI 2) facets were below the 50th percentile score. Interestingly, however, in the education subsector the respondents had higher percentile scores, 47th and 60th in satisfaction with Pay (JDI 2) and Promotion Opportunities (JDI 3) respectively, than in the US population, Administrative staff members were unsatisfied with Pay (JDI 2) facet. Pearson correlation results indicated significant relationships between the Perceived Fit (P-J, P-O) and Job Satisfaction, and their respective subscales. Person-Job (P-J) fit had the strongest correlation with the Work Itself (JDI 1) facet, and Overall Job Satisfaction. Person-Organization/University (P-O) fit had a moderately strong correlation) with the Co-worker (JDI 5) and Work Itself (JDI 1) facets. Person-Organization/University fit had moderately positive relationships with all five facets of job satisfaction. However, the relationship between P-O fit and Pay (JDI 2) was the weakest. The results of the regression analysis revealed that Perceived P-J fit was the stronger predictor for Work Itself (JDI 1), Pay (JDI 2), Promotion Opportunities (JDI 3), and Job in General (JIG). ANOVA results showed that among the demographic variables age and years of service revealed statistically significant mean difference in satisfaction with the Promotion Opportunities (JDI 3) facet respectively. A t-test indicated significant mean difference between females and males with respect to Perceived Job fit. Male administrative staff members perceived to fit better than the females with their jobs. The results of the study support the relationship between Perceived Fit and Job Satisfaction, and the notion that the different types of fit have unique impacts on Job Satisfaction. The findings have implications for leaders in post-secondary educational institutions as well as other organizations. Supervisors can increase the level of satisfaction among administrative staff members with a clear understanding of employee perceptions as well as the facets likely to influence overall job satisfaction. The implications for future research and leadership practice are discussed.

Download or read book Investigating the Role of Identification in Team Sport Organizations written by Steven D. Swanson and published by . This book was released on 2014 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt: The concept of identifying with an organizational entity has been widely researched in the mainstream management literature, with organizational identification now positioned as a key construct in organizational research (Edwards, 2005; Riketta, 2005). While identification has also been highly researched in the sport management literature, it has been done almost exclusively from the perspective of the consumer. This research stream has focused primarily on the construct of team identification, and the extent to which fans identify with their respective sports teams (e.g., Wann & Branscombe, 1993). However, it is of note that there has been little identification research undertaken with regard to sports employees, and no previous study has addressed the concept of sport team identification in the workplace. A general proposition of the current study is that employees working for team sport organizations may also be fans of their affiliated sports teams. More specifically, employees in this setting may simultaneously identify with both their overall employing organization and its affiliated sports team, which in turn may have implications with regard to important workplace attitudes. The purpose of the study was to establish team identification as a distinct construct from organizational identification, and assess its role for employees working in the professional team sport environment. As part of this process, a conceptual model was developed which situated these focal constructs in a multiple target framework of identification in the context of sport. A hypothesized research model was then developed which proposed both organizational and team-focused antecedents for the identification constructs, which in turn independently predicted the following attitudinal outcomes: affective commitment, job satisfaction, job involvement, work motivation, and job engagement. This dissertation employed a mixed method design and used an online survey for business operations employees in the five largest professional sports leagues in North America (N = 1,189). In addition, semi-structured interviews were conducted with ten employees who had also taken the survey. The first phase of the quantitative analysis addressed the discriminant validity of organizational and team identification, and strong support for this proposition was demonstrated through a variety of statistical assessments. The second phase addressed the relationships in the hypothesized research model by utilizing structural equation modeling. Support for all of the proposed relationships was demonstrated with two exceptions, where prestige was not found to have a significant effect on either identification construct. The findings of this study contribute to the literature by introducing the concept of a sports team as an additional target of identification in the organizational context. In addition, while sport organizations and their affiliated teams are often referred to interchangeably, the current study distinguished team identification as a distinct construct from organizational identification for employees working in professional sport. This study therefore provides empirical support for Todd and Kent's (2009) proposition that the sport industry contains areas of distinction in relation to employee psychology, where individuals in this setting have dual targets of identification which exist simultaneously and independently predict key attitudinal outcomes.

Download or read book The Role of Job Challenge and Organizational Identification in Enhancing Creative Behavior Among Employees in the Workplace written by Abraham Carmeli and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations recognize the importance of creative employees and constantly explore ways to enhance their employees' creative behavior. Creativity research has directed substantial efforts to understanding how work environment fosters creativity. Yet, this research has paid little attention to the importance of specific characteristics of the work environment and organizational identification in augmenting creative behavior in employees at work. The present study examines the influence of job challenge on employees' creative behavior, arguing that organizational identification plays a mediating role in this relationship. The results show that organizational identification mediates the relationship between job challenge and employees' creative behavior.

Download or read book An Exploratory Investigation of the Job Characteristics and Job Satisfaction of Public Recreation and Leisure Service Management Employees as Measured by the Job Diagnostic Survey written by Debra Jean Draper and published by . This book was released on 1982 with total page 320 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Olympic Games Staff Leadership Handbook written by and published by . This book was released on 1996 with total page 53 pages. Available in PDF, EPUB and Kindle. Book excerpt: This handbook is dedicated to the Olympic Games staff managers. It is divided in five section, so that they can learn : 1/ How the Olympic Games are organized and the basic venue fonctions. 2/ About their team, their role as a manager and their specific duties. 3/ How to communicate, solve problems and handle emergencies at the venue. 4/ Atlanta Committee for the Olympic Games policies and procedures and staff conduct rules and violation procedures. 5/ About training and orientation activities, information resources, and manager tools (daily manager).

Download or read book An Examination of the Effects of Personality and Job Satisfaction on Multiple Non workrole Organizational Behaviors written by Douglas Dale Molitor and published by . This book was released on 1998 with total page 296 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study examined the multiple relationships between job satisfaction, personality, and non-workrole behaviors. Non-work role behaviors are defined here as groups of positive and negative behaviors that influence organizational effectiveness but are not part of a formal job description or controlled by an organization's reward/performance evaluation system. In recent years, both job satisfaction and personality have received renewed research attention examining how they contribute to the explanation and prediction of traditional organizational criteria such as job performance and training success. This study used the five-factor model of personality (Digman, 1990), job satisfaction, and positive and negative affect to explain employees' non-workrole behaviors.

Download or read book The Effects of Perceived Frequency of Organizational Change on Role Clarity and Job Satisfaction of Public Sector Employees written by Terry Lynn Gibson and published by . This book was released on 1980 with total page 288 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book A Quantitative Analysis of Sport Employee Identification of NCAA Division I Compliance Employees written by Morgan G. Melchert and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The current study examined NCAA Division I compliance employees utilizing Sport Employee Identification (SEI; Oja et al., 2020). Minimal research has focused on the ways sport employees, like NCAA compliance employees, identify with their organization. The current study fills a gap in sport employee research, particularly with the identification processes of compliance employees. Additionally, the current study established SEI as an applicable construct in sport scholarship and examined potential outcomes (i.e., job satisfaction, turnover intentions, and organizational citizenship behaviors) of SEI. Specifically, the purpose of this study was to examine if a positive SEI contributes to job satisfaction, turnover intentions, and organizational citizenship behaviors with NCAA Division I compliance employees. The researcher used a demographic form and a 24-item questionnaire utilizing the SEI instrument, two instruments from Cammann et al. (1983) measuring job satisfaction and turnover intentions, and one instrument from Podsakoff et al. (1990) measuring organizational citizenship behaviors. Data analysis consisted of a confirmatory factor analysis, three linear regression analyses, and one multiple regression analysis to examine the relationship between SEI and potential organizational behavior outcomes. Results highlighted job satisfaction and lower turnover intentions as outcomes of SEI, but organizational citizenship behaviors lacked support as an outcome of SEI for NCAA Division I compliance employees. Ultimately, the findings have the potential to assist intercollegiate athletic administrators in better managing their compliance personnel through an understanding their psychological processes.

Download or read book An Analysis of the Relationship Between Job Satisfaction Organizational Culture and Perceived Leadership Characteristics written by W. O. Dale Amburgey and published by . This book was released on 2005 with total page 167 pages. Available in PDF, EPUB and Kindle. Book excerpt: 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 was the 1,478 full-time faculty and staff located on the residential campuses of the participating university.