Download or read book Attitudes In and Around Organizations written by Arthur P. Brief and published by SAGE. This book was released on 1998-06-08 with total page 286 pages. Available in PDF, EPUB and Kindle. Book excerpt: How do the attitudes people bring with them to the workplace-attitudinal baggage-affect thoughts, feelings, and actions in organizations? How are the attitudes of those outside an organization (stockholders, customers, suppliers, government officials, and the public-at-large) affected by the organization? Attitudes In and Around Organizations provides a concise summary of what we know about attitudes and suggests what we might discover by adopting novel means, both conceptual and methodological, for studying attitudes in and around organizations. Arthur P. Brief provides an overview of the job satisfaction literature, including a redefinition of job satisfaction. In addition, he examines the various means by which attitudes have been measured, attitude formation and change, and the resistance of attitudes to change efforts. Groups whose attitudes are organizationally relevant (customers, for example) are examined in order to illustrate how organizations affect the attitudes of people beyond their boundaries and to determine how organizations can influence salient attitudes in their environments. The concluding chapter offers the reader a view of the future and suggests ideas for future research. Students, researchers, consultants, and organizational decision makers will find this a relevant, engaging, and thought-provoking resource.

Download or read book Organisational Social Family Role Stress Work Family Conflict And Job Satisfaction written by Dr. V. Mahmudul hasan and dr. T. Mohamed ilyas and published by Archers & Elevators Publishing House. This book was released on with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Organizational stress written by Robert L. Kahn and published by . This book was released on 1964 with total page 470 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Organizational Assessment written by Edward E. Lawler and published by John Wiley & Sons. This book was released on 1980 with total page 696 pages. Available in PDF, EPUB and Kindle. Book excerpt: Monograph on the measurement of business organization behaviour and organization development in view of quality of working life - explains purposes, models, methodologys and processes of organizational assessment. Bibliography pp. 624 to 658 and diagrams.

Download or read book Negotiating Work family Conflict Job Satisfaction and Burnout in a Sample of Rural Home Healthcare Providers written by Abigail R. Bilderback and published by . This book was released on 2013 with total page 278 pages. Available in PDF, EPUB and Kindle. Book excerpt: Due to the increase in dual-income families, work-family conflict has become a more prevalent phenomenon in today's society. Home healthcare workers have been previously identified as an employment group that is susceptible to high levels of burnout and low levels of job satisfaction, yet work-family conflict concerns have yet to be examined. Particularly because of the great deal of care being provided within a home, both at work and in life, this population is of particular interest for examining work-family conflict. The purpose of this study is to empirically investigate the relationships among work-family conflict, job satisfaction, affectivity, and burnout within a sample of rural, home healthcare employees. More specifically, four distinct models are proposed which include the following variables: positive and negative affectivity, number of hours providing care for others outside of work, number of hours worked per week, family-interference with work conflict, work-interference with family conflict, job satisfaction and three facets of burnout (personal accomplishment, depersonalization, and emotional exhaustion). While models predicting job satisfaction and emotional exhaustion accounted for the most variance, all four models provided information regarding the direct, indirect and mediating relationships of the aforementioned variables. More specifically, the findings suggest that the two types of work-family conflict uniquely mediate the proposed outcome variables highlighting the importance of examining work-family conflict from a more refined perspective. Exploratory group differences are also examined. This study contributes to a gap in the literature examining individuals' experiences of work-family conflict, job satisfaction, and burnout who are employed in a specific career field. Practical, research, and theoretical implications are discussed.

Download or read book Contribution of Work and Family Demands on Job Satisfaction Through Work Family Conflict written by Endang Dhamayantie and published by . This book was released on 2017 with total page 6 pages. Available in PDF, EPUB and Kindle. Book excerpt: Objective - Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict.Methodology/Technique - Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected.Findings - The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction.Novelty - Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family.Type of Paper: Empirical.

Download or read book An Assessment of the Work Family Conflict Through a Structural Model written by Sylvie St-Onge and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this article is twofold: (1) to analyze the bi-directional work-family conflict, i.e., the influence of work characteristics on an employee's family life (work→family conflict) and the influence of family characteristics on an employee's professional life (family→work conflict) and, (2) to assess the validity of a structural model that encompasses both the determinants and the implications of both types of work↔family conflicts. To the best of our knowledge, the proposed structural model is the most exhaustive ever proposed for the investigation of work-family conflicts. Moreover, the study innovates by investigating a sample of Canadian organizations. The research model investigates the determinants of both the work→family and family→work conflicts as well as the implications of each conflict on an individual's life, either at work or at home (family). The implications of both conflicts on an individual's overall life satisfaction are also measured. According to the model proposed in the paper, work characteristics such as organizational support, work involvement and professional roles should influence the work→family conflict while family characteristics such as family commitment, the number of children and spouse support should influence the family→work conflict. In addition, we argue that both the implications from the work→family conflict that are related to an individual's professional life (satisfaction and job performance) and the implications from the family→work conflict that are related to an individual's family life (satisfaction toward family life and spousal relations) influence a person's overall life satisfaction. Analyses rely on data drawn from a questionnaire that was developed by the authors. The study was made possible by the support of the Confederation of National Trade Unions (CNTU), a major Quebec labour movement, through its Women's Office. Initially, the research team called executive members from each the seven labour federations comprising the CNTU to enquire if they would be willing to participate in the study and, if so, how many questionnaires should be sent to them by the Office. The only pre-requisite condition to respond to the questionnaire was for an employee's to be supporting at least one child. Respondents put the completed questionnaire in a pre-addressed envelope to be received by one member of the research team. Respondents could either send the envelope directly to the research team or to a member of their Federation's executive, who would then send it to the Office to be forwarded to the research team. Two weeks after the initial distribution of the questionnaires, a reminder was sent to each local union. From the 8,712 questionnaires that were sent to local unions comprising the seven Federations, 1,306 were returned for a response rate of 16% (50 respondents who indicated that they were not supporting any child were dropped from the sample). The respondents hold different types of jobs: 391 are office clerks, 377 are professionals, 335 are technicians, 63 are production or maintenance workers, 11 are managers and 113 have another position. The respondents' average age is 40, with 76% of them being women (n = 995) and 52% of them having two children (n = 677). Close to 85% of respondents live with a spouse, 36% of respondents have a junior college education (n = 467), 27% have a high school education (n = 351), 24% have an undergraduate degree (n = 319), 13% have a graduate education (n = 165) and 0.2% did not complete elementary school (n = 3). Consistent with prior work, respondents perceive the work→family conflict (mean response = 3.92/7) to be more serious than the family→work conflict (mean response = 2.51/7). This finding may indicate that the boundaries around family life are more porous than those around work. For instance, in a conflict situation, employees tend to reduce their family responsibilities more than their professional responsibilities as, in contrast to family life, work implies formal performance reviews and compensation considerations. Moreover, in the short run, employees may perceive that they are more likely to suffer negative consequences if they neglect their professional responsibilities than if they neglect their family responsibilities. Causal relations that are implied by the research model are tested through structural equations. The chi-square/degrees of freedom ratio is 3.53, which is acceptable by conventional standards. While most model-derived relations are validated, the following results are highlighted: § Work→family conflict determinants. While both organizational support and work commitment are shown to influence the conflict in the expected directions, their impact is not statistically significant. Job ambiguity as well as job conflicts and role confusion increase the level of this conflict (1.322***). § Family→work conflict determinants. Commitment towards the family has a positive but not statistically significant influence on this conflict. As expected, a higher number of children increases the level of this conflict (0.156***) while spousal support attenuates its extent (-0.673***). § Implications from the work→family conflict. This conflict leads to less overall satisfaction toward life (-0.073***) as well as toward the family (-0.124***). However, this conflict does not seem to influence the satisfaction towards spousal relations. § Implications from the family→work conflict. This conflict has a negative effect on job performance (-0.78***). However, it has no implications on work satisfaction and on overall satisfaction towards life. § Overall satisfaction towards life. Only the work→family conflict influences this comprehensive measure of satisfaction. § Other relations inferred from the model. Organizational support to help achieve a better balance between work and family significantly enhances employees' work satisfaction (0.484***) and job performance (0.319***). In addition, spousal support greatly increases an employee's satisfaction towards spousal relations (0.965***) and family life (0.773***). Since some of the determinants of the work-family conflicts are under the control of employees and/or organizations, our findings may suggest potential courses of action for organizations that strive to attenuate the magnitude of such conflicts. For instance, to minimize the work→family conflict and to optimize overall life satisfaction, employees and organizations must strive to create and offer jobs where roles are not susceptible to conflicts, are unambiguous and are not overstacked. Moreover, organizations have an incentive to support initiatives that allow employees to maintain a better balance between work and family as these initiatives lead to improved employees work satisfaction and job performance. To the best of our knowledge, our study is the first to analyze and to corroborate how organizational support in the management of the work-family conflict can influence employees' job performance. Finally, our study indicates that employees who want to minimize the family→work conflict must choose a spouse who will support them in both their professional and family lives. While the number of children is a significant variable in explaining the family→work conflict, spousal support does appear to be the critical variable in that regard.

Download or read book Work Life Balance written by Fiona Jones and published by Psychology Press. This book was released on 2013-04-15 with total page 333 pages. Available in PDF, EPUB and Kindle. Book excerpt: What are the effects of conflict between home and work? Does work stress affect those who live with you? In the rapidly changing modern work environment, time pressures seem ever increasing and new technology allows work to be conducted any time and anywhere. These are just two of the factors that make it more and more difficult for working men and women to integrate work and home life. Consequently, there is a need for flexible and innovative solutions to manage the work-home interface. Work-Life Balance: A Psychological Perspective presents up-to-date information on work-home issues, including the latest research findings. The book’s emphasis is strongly psychological, with a focus on practical solutions, and includes chapters which deal with psychological issues such as the conflict between work and family, how work stresses may affect partners, and recovery from work. It also includes sections on legal issues, as well as examples of initiatives being implemented by leading employers. Contributors are drawn from the leading researchers in their fields and reflect the international character of the current challenges facing employers and employees. Its practical focus and innovative approach make this an essential book for managers, HR professionals and organizational psychologists, as well as students in these disciplines. The theoretical basis and research focus mean the book will also be invaluable for researchers investigating workplace issues.

Download or read book Handbook of Work Stress written by Julian Barling and published by SAGE Publications. This book was released on 2004-09-22 with total page 721 pages. Available in PDF, EPUB and Kindle. Book excerpt: Questions about the causes or sources of work stress have been the subject of considerable research, as well as public fascination, for several decades. Earlier interest in this issue focused on the question of whether some jobs are simply more inherently stressful than others. Other questions that soon emerged asked whether some individuals were more prone to stress than others. The Handbook of Work Stress focuses primarily on identifying the different sources of work stress across different contexts and individuals. Part I focuses on work stressors that have been studied for decades (e.g., organizational-role stressors, work schedules) as well as stressors that have received less empirical and public scrutiny (e.g., industrial-relations stress, organizational politics). It also addresses stressors in the workplace that have become relevant more recently (e.g., terrorism). Part II of the Handbook covers issues related to gender, cultural or national origin, older and younger workers, and employment status, and asks how these characteristics might affect the experience of workplace stress. The adverse consequences of these diverse work stressors are manifold, and questions about the possible health consequences of work stressors were one of the major historical factors prompting early interest and research on work stress. In Part III, the individual and organizational consequences of work stress are considered in separate chapters. Key Features: Affords the most broad and credible perspective on the subject of work stress available The editors are all prominent researchers in the field of work stress, and have been instrumental in defining and developing the field from an organizational-psychological and organizational-behavior perspective International contributors are included, reflecting similarities and differences from around the world Chapter authors from the United States, Canada, England, Sweden, Japan, and Australia have been invited to participate, reflecting most of the countries in which active research on work stress is taking place The Handbook of Work Stress is essential reading for researchers in the fields of industrial and organizational psychology, human resources, health psychology, public health, and employee assistance.

Download or read book Work Family Health and Well Being written by Suzanne M. Bianchi and published by Routledge. This book was released on 2006-04-21 with total page 565 pages. Available in PDF, EPUB and Kindle. Book excerpt: This work grew out of a conference held in Washington, D.C. in June 2003 on "Workforce/Workplace Mismatch: Work, Family, Health, and Well-Being" sponsored by the National Institute of Health (NIH). The text considers multiple dimensions of health and well-being for workers and their families, children, and communities.

Download or read book Organizational Behavior Challenges in the Tourism Industry written by Aydin, ?ule and published by IGI Global. This book was released on 2019-12-27 with total page 524 pages. Available in PDF, EPUB and Kindle. Book excerpt: Improving positive and reducing negative organizational behaviors in businesses are important in terms of organizational success as this will lead to an increase in employee organizational commitment and job satisfaction. Considering that the tourism industry has such a dynamic structure, it is obvious that behavioral issues in the industry need to be scrutinized. Organizational Behavior Challenges in the Tourism Industry is a collection of innovative research that aims to explore relevant theoretical frameworks in terms of organizational behavior issues and provides the opportunity for tourism organizations to understand their employees’ behavior. While highlighting topics including emotional labor, deviant behavior, and organizational cynicism, this book is ideally designed for hotel managers, tour directors, restaurateurs, travel agents, business managers, professionals, researchers, academicians, and students.

Download or read book Expanding the Boundaries of Work Family Research written by S. Poelmans and published by Springer. This book was released on 2013-01-02 with total page 381 pages. Available in PDF, EPUB and Kindle. Book excerpt: With contributions from thirty authors from fifteen countries, this is a 'white book' for international work-family research and practice. The authors offer a bold look at the future and provide guidelines for future research, focusing on applied, international work-family research.

Download or read book Psychosocial Safety Climate written by Maureen F. Dollard and published by Springer Nature. This book was released on 2019-08-24 with total page 449 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book is a valuable, comprehensive and unique reference text on Psychosocial Safety Climate (PSC), a new work stress theory. It proposes a new PSC theory concerning the corporate climate for workers’ psychological health, its origins and implications for work stress, and provides a critique of current research and theories. It provides a comprehensive review of all PSC studies to date. The chapters discuss state-of-the-art empirical evidence testing PSC theory in relation to management roles, organisational resilience, corruption, organisational status, cultural perspectives, illegitimate tasks, high PSC work groups, PSC variability in work groups, etc. They investigate outcomes such as psychological distress, emotional exhaustion, depression, worry, engagement, health, cognitive decline, personal initiative, boredom, cynicism, sickness absence, and productivity loss, in various workplace settings across many countries. This unique book allows practitioners to rapidly update practical measures, benchmarks and processes, and provides students and trainees with an introduction to PSC and important concepts and methods, quantitative and qualitative, in occupational health with leads to further sources. Students as well as experts on occupational health and safety, human resource management, occupational health psychology, organisational psychology and practitioners, unions and policy makers will find this book highly informative. It covers relevant materials for undergraduate and postgraduate education, drawing upon the concepts, topics and methods (diary, multilevel, longitudinal, qualitative, data linkage) within the multidisciplinary occupational health area.

Download or read book WORK FAMILY CONFLICT AND EMPLOYEE JOB SATISFACTION written by NGUYEN THI THUY LINH (TP029090) and published by . This book was released on 2015 with total page 97 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Family Supportive Benefits and Their Effect on Experienced Work family Conflict written by Alison Anna Maitlen and published by . This book was released on 2002 with total page 202 pages. Available in PDF, EPUB and Kindle. Book excerpt: The goal of this study was to provide a link between the family-supportive benefits offered by an employer, and the work-family conflict experienced by that organization's employees. In order for employee outcomes such as job satisfaction to remain high, the work-family conflict experienced by the employee needs to remain low. One way to possibly lower the amount of work-family conflict experienced is to offer family-supportive benefits.

Download or read book Handbook of Psychology Educational Psychology written by William M. Reynolds and published by John Wiley & Sons. This book was released on 2003-06-02 with total page 686 pages. Available in PDF, EPUB and Kindle. Book excerpt: Includes established theories and cutting-edge developments. Presents the work of an international group of experts. Presents the nature, origin, implications, an future course of major unresolved issues in the area.

Download or read book Work family Conflict and Its Impact on Job Satisfaction written by Emily Cummins and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: