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 Debunking the Myth of Job Fit in Higher Education and Student Affairs written by Brian J. Reece and published by Taylor & Francis. This book was released on 2023-07-03 with total page 265 pages. Available in PDF, EPUB and Kindle. Book excerpt: Co-published with This groundbreaking book examines a concept that has gone unexamined for too long: The concept of “job fit” in the student affairs profession. Fit is a term used by nearly everyone in student affairs throughout the hiring process, from search committees and hiring managers to supervisors and HR professionals. This book opens a conversation about the use of “job fit” as a tool for exclusion that needs to be critically investigated from multiple standpoints.This edited collection brings together a number of voices to look at the issues involved through various lenses to explore the ways policies, procedures, environments, and cultural norms provide inequitable job search experiences for individuals from various marginalized groups. These include looking at the legal aspects, employer definitions, communication barriers, as well as scholarly personal narratives looking at the concept from the perspective of class, race, gender and sexual orientation.Emerging from the Commission for Social Justice of ACPA, the personal narratives and critical explorations in this book are an attempt to provide graduate students and professionals with a resource that is relevant to the job search in an increasingly competitive job market, while taking into account the complex realities of their identities. The normative assumptions of “fit” are analyzed by the authors to make visible the barriers those assumptions create for those with non-dominant identities.The student affairs profession strives for inclusion and acceptance as a core value, and an essential competency. The profession has made progress in the way it serves students, but there is a disconnect between the conversation about students and the way those same values play out in the treatment of practitioners and scholars in the field. This book aims to help job seekers looking to evaluate fit in their current and possible future positions, as well as hiring managers who face challenges in creating equitable hiring processes.Challenging the norms and rhetoric about job fit in student affairs means that scholars and practitioners alike must be able to incorporate this topic explicitly into various aspects of the profession.
Download or read book Relationships Among Subjective Workplace Fit Perceptions Job Satisfaction Organizational Citizenship Behavior Organizational Commitment and Turnover Intentions written by Victoria A. Davis and published by . This book was released on 2006 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Personnel Literature written by and published by . This book was released on 1973 with total page 620 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Relationship Between Fitness Levels and Employee s Perceived Productivity Job Satisfaction and Absenteeism written by Matthew G. Wattles and published by . This book was released on 1997 with total page 114 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book An Exploratory Factor Analysis Examining Traits Perceived Fit and Job Satisfaction in Employed College Graduates written by John R. Brandon and published by . This book was released on 2011 with total page 214 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study is an analysis of 24 variables associated with employee attitudes, behaviors and outcomes. A total of 140 college graduates participated in the study. Utilizing exploratory factor analysis (EFA) techniques, the research examined relationships among the following variables: perceived fit, job satisfaction, cognitive ability, vocational personality, academic achievement and gender. Components were extracted using Principal Components Analysis (PCA) and orthogonally rotated resulting in three component solution. A simple interpretable structure was revealed, demonstrating a strong but differentially related association among three forms of perceived fit and facet level job satisfaction. The person-trait variables in the study were minimally related to perceived fit and satisfaction.
Download or read book Person culture Fit written by Mary E. O'Connor-Cahill and published by . This book was released on 2001 with total page 280 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Dissertation Abstracts International written by and published by . This book was released on 2009-08 with total page 498 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book A MODERATED MODEL OF THE JOB SATISFACTION AND TURNOVER INTENTIONS OF AFRICAN AMERICAN EMPLOYEES INVESTIGATING THE ROLE OF PERCEPTIONS OF FIT AND RACIAL CLIMATE IN THE THEORY OF WORK ADJUSTMENT written by Heather Zoe Lyons and published by . This book was released on 2003 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The work lives of African Americans are understudied (Brown, 1995; Fitzgerald & Betz, 1994). The purpose of the present study is to address this dearth in the literature in three ways: (a) providing descriptive data related to the work experiences of African-American employees, (b) incorporating racial climate into the Theory of Work Adjustment, a theoretically-based model that predicts employee job satisfaction and turnover intentions, and (c) attempting to address methodological limitations raised in this body of literature. Self-report data were collected from African American employees (n=212), assessing their levels of perceptions of fit, sense of departmental racial climate, job satisfaction, and intentions to quit. In two separate regression equations, perceptions of fit predicted job satisfaction (R2=.43) and intentions to quit (R2=.17). However, racial climate did not emerge as a moderator, as hypothesized. Implications for practice and research as well as limitations are addressed.
Download or read book American Doctoral Dissertations written by and published by . This book was released on 1994 with total page 800 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Perspectives on Organizational Fit written by Cheri Lee Ostroff and published by Psychology Press. This book was released on 2007 with total page 490 pages. Available in PDF, EPUB and Kindle. Book excerpt: Publisher description
Download or read book Comprehensive Dissertation Index written by and published by . This book was released on 1984 with total page 906 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Employee Attitudinal Effects of Perceived Performance Appraisal Use written by Wendy Robyn Boswell and published by . This book was released on 1997 with total page 78 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Relationships Among Non Academic Employee Perceptions of Manager Leadership Behaviors Meaningful Work and Selected Performance Drivers written by Laura Renay Hammons and published by . This book was released on 2013 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: U.S. public institutions of higher education are unique work environments that employ millions of faculty, staff, and administrators. Reported research on human resource issues for non-academic employees within higher education, however, is scarce. Given that staff who work in higher education are increasingly being asked to perform at higher levels with equal or fewer resources, research is needed as to how these outcomes can be achieved. The purpose of this study was to determine to what extent non-academic middle manager participative and supportive leadership behaviors are related to employee perceptions of meaningful work (conceptualized as growth satisfaction, empowerment, person-job fit, and affiliation commitment) and to employee learning goal orientation, organizational citizenship behavior, and intention to turnover. A population of 4,235 employees within a large public institution of higher education in the southwestern part of the United States was asked to participate in an online survey. The survey was comprised of items from eight validated instruments with 45 items and additional demographic information. Respondents totaled 1,333 (31.5%). Data were analyzed using descriptive statistics, Cronbach̕ s alpha coefficient for reliability, exploratory factor analysis, and structural equation modeling techniques. Results of the study led to revisions of the initially proposed constructs via exploratory factor analysis, giving rise to seven constructs: Cooperative Leader Behavior, Work Fulfillment and Identity, Work Influence and Affiliation, Learning Goal Orientation, Personal Industry, Interpersonal Helping, and Intention to Turnover. Evaluation of the structural model for the revised constructs, with one added path, resulted in good fit (chi^2=3246.397 [796]=4.078, p=.000; CFI=.941; TLI=.936; RMSEA .048; SRMR=.051). Cooperative Leader Behavior was significantly and positively related to employee perceptions of Work Fulfillment and Identity (beta=.517, p
Download or read book Re analyzing the Relationship Between Job Satisfaction and Organizational Citizenship Behavior written by Daniel J. Putka and published by . This book was released on 1999 with total page 248 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Masters Abstracts International written by and published by . This book was released on 1985 with total page 1632 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Impact of Deceptive Impression Management on New Employees written by Brooke Charbonneau and published by . This book was released on 2018 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The current study looked at student job applicants and investigated the relationship between use of deceptive IM in the interview and personal outcomes on the job. I hypothesized that use of deceptive IM in the interview would be positively related to job stress, and negatively related to perceived fit, affective well-being and employee engagement. I also hypothesized that perceived fit would be negatively related to job stress and positively related to affective well-being and employee engagement, and would mediate the relationship between deceptive IM and these variables. These hypotheses were tested with 105 co-op students self-reporting on real job interviews and job attitudes. Path analyses and correlational results supported the relationship between perceived fit and the job outcomes. The relationships between deceptive IM and the job outcomes were all in the expected direction, but there were wide confidence intervals around these relationships. Further research with larger samples should be conducted in this area. However, the results indicate that deceptive IM may not be the best interview strategy for those hoping to obtain long-term jobs where they can grow and develop.
