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1.
Olugbenga Jelil Ladebo Olalekan Jacob Olaoye Comfort Oyekale Adamu 《The Journal of Agricultural Education and Extension》2013,19(3):249-263
Abstract This study proposes relationships between job satisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding commitment foci and global job satisfaction. One hundred and fifty-six extension personnel (i.e. 93.41% responses) from Ogun State Agricultural Development Programme in Southwest Nigeria provided the useable data for this study. The results of the multiple moderated regression analyses indicate that there are positive relations between job satisfaction and SE (β =0.30, p <0.0001), and relations with organization (β =0.62, p <0.0001). There are positive relations between SE and organizational commitment (β =0.58, p <0.0001), supervisor commitment (β =0.28, p <0.0001), and workgroup commitment (β =0.33, p <0.0001). The notion of most salient foci having the strongest effect on an individual's behavior received mixed support in this study. There is independence between workgroup commitment and relations with workgroup members (β =0.01, ns). The hypothesized moderating effect of SE on the predictors-criterions linkages is not supported by the results. The implications of the results are discussed. 相似文献
2.
高校教师工作价值观与组织承诺等相关变量的关系研究 总被引：1，自引：0，他引：1
吕剑辉 《深圳信息职业技术学院学报》2010,8(3):44-49,75
本文运用相关分析、方差分析的方法,探讨了人口学变量（性别、年龄、职称和高校类型）对教师工作价值观的影响。同时运用结构方程建模的方法,利用自编的教师工作价值观量表和其他标准化量表考察了工作价值观与组织承诺、工作满意度、工作绩效、离职倾向的关系。结果显示,工作价值观能直接影响组织承诺的相关维度,也能直接提高教师的工作满意度,组织承诺能有效提高工作满意度,组织承诺和工作满意度又能显著降低离职倾向。 相似文献
3.
John De Nobile 《教育心理学》2017,37(3):380-398
The aim of this study was to investigate the relationships between aspects of organisational communication and dimensions of job satisfaction and general organisational commitment. Participants were 358 staff members from 35 government primary schools in the state of Western Australia, who completed a survey comprising the Organisational Communication in Primary Schools Questionnaire, the Teacher Job Satisfaction Questionnaire and a five item general organisational commitment scale. Factor analyses established 13 aspects of job satisfaction and 9 dimensions of job satisfaction. Multiple regression analyses were used to investigate interrelationships. The findings suggest several aspects of organisational communication were related to job satisfaction and organisational commitment. This article concludes with implications for future research with regard to communication and for the maintenance of optimal levels of job satisfaction and commitment in schools. 相似文献
4.
A growing number of postdoctoral academics cite stressful working conditions for considering abandoning their studies and leaving the academic profession entirely before they obtain a tenured position. This paper identifies the mechanisms by which work stress influences postdocs’ intentions to leave academia. Based on Schaubroeck et al.’s (1989) stress-turnover-intention model, we propose a professional turnover-intention model that includes both the effort-reward imbalance model as a comprehensive measure of work stress and affective professional commitment. The research model is tested using structural equation modeling (SEM) and data from 421 postdocs. The results show significant support for the hypothesized effects. In particular, a three-path-mediated effect is found from work stress to the intention to leave academia via strain and job satisfaction. Additional analyses reveal significant gender differences: The relationship between overcommitment and strain is stronger for female postdocs than it is for male postdocs, and the direct link between work stress and the intention to leave academia applies only to female postdocs. Further, job satisfaction fully mediates the relationship between affective professional commitment and the intention to leave academia. Thus, we provide a model on an academics’ professional turnover intention that goes beyond previous research by incorporating two important mediators, strain and job satisfaction. We also confirm the relevance of affective professional commitment to professional turnover intentions in the realm of academia. Specific policy recommendations for retaining more postdocs in academia are given. 相似文献
5.
Surveys have repeatedly depicted a dismal picture of part-time teaching in academia, including low pay, scant benefits, limited institutional support, and lack of job security. Thus, the main purpose of the present study was to delve deeper into part-time faculty's ability to sustain the demands of a tough work environment by examining the extent to which specific psychological characteristics predict key self-reported dimensions of teaching in such faculty. The sample selected comprised part-time online instructors, as they are a relatively new and growing entity in academia. Teaching dimensions upon which faculty rated themselves belonged to three categories of factors known to shape satisfaction of faculty in the online environment (i.e., instructor-related, student-related, and institution-related). They included current satisfaction with the teaching profession, preparation to teach subject matter, responsibility for students' academic success, beliefs in the impact of one's teaching on student learning, perceived institutional support, and desire to remain in the teaching profession (i.e., commitment). Psychological characteristics examined were self-efficacy and self-monitoring. In this study, each key dimension of teaching was found to be positively related to one or more self-efficacy measures, whereas no links with self-monitoring were uncovered. The findings involving self-efficacy confirm those of studies of full-time faculty in that beliefs of one's capability are a source of resilience and, as such, a staple of the teaching profession. 相似文献
6.
鞠红霞 《柳州职业技术学院学报》2003,3(4):84-89
考察97名中小学领导的自我监控性与组织承诺、工作满意度之间的相关，研究发现：中小学领导在自我监控性和组织承诺及其感情承诺、规范承诺方面均呈显性相关；中小学领导的自我监控性可以作为组织承诺及其规范承诺、继续承诺的预测指标；中小学领导的自我监控性与工作满意度之间无显性相关。 相似文献
7.
Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment 总被引：1，自引：0，他引：1
Utilizing a person–job fit perspective, we examined the job satisfaction and affective commitment of three groups of college
faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty
preferring a full-time position (involuntary part-time). Involuntary part-time faculty were least satisfied with salient facets
of satisfaction (advancement, compensation, and job security), whereas voluntary part-time faculty and full-time faculty reported
similar levels of satisfaction on these facets. No consistent differences in satisfaction by faculty status were found for
the majority of the other, less salient facets. The three groups of faculty also reported similar levels of perceived overqualification
and affective commitment to the organization. Future directions for research and practice are discussed. 相似文献
8.
This study examined the predictive relationships among teachers' perceptions of principal's and immediate supervisor's empowering behaviours, teachers' psychological empowerment and three teachers' work-related outcomes in terms of job satisfaction, organisational commitment and professional commitment. 304 teachers in Singapore participated in this study. Results from path analysis indicated that the four dimensions of psychological empowerment (i.e. ‘meaning’, ‘competence’, ‘autonomy’, and ‘impact’) mediated the relationships between teachers' perceptions of immediate supervisor's empowering behaviours and teachers' work-related outcomes. However, only ‘meaning’, ‘autonomy’ and ‘impact’ dimensions of psychological empowerment mediated the relationships between teachers' perceptions of principal's empowering behaviours and teachers' work-related outcomes. 相似文献
9.
Dennis M. McInerney Fraide A. Ganotice Ronnel B. King Alexandre J.S. Morin Herbert W. Marsh 《教育心理学》2015,35(8):926-945
Despite ample research on commitment in industrial settings, there has been no systematic attempt to investigate outcomes associated with teacher commitment. Therefore, the aim of this study was to examine the relationship between teacher commitment and psychological well-being in the work place using questionnaires. Hong Kong teachers (N?=?857) participated. Hierarchical regression analyses were used to investigate how the three aspects of commitment pertaining to the organisation and occupation predicted relevant outcomes. Results showed that affective and normative commitment positively predicted psychological well-being in the work place: interpersonal fit at work, thriving at work, feeling of competency, perceived recognition at work, desire for involvement at work and job satisfaction. Continuance commitment was a negative predictor of some outcomes. Results of the current study provide support to Meyer’s 3?×?2 factor model of commitment. Findings are discussed in relation to the situation of teachers in the Hong Kong context. 相似文献
10.
Academics job satisfaction and job stress across countries in the changing academic environments 总被引：1，自引：0，他引：1
This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven countries are in the high stress group and European countries are in the high satisfaction group. The classification implies that market oriented managerial reforms are the main source of academic stress while the high social reputation of academics in their society and academic autonomy are the source of job satisfaction. Our regression analysis also shows that the new public management which is measured by the performance-based management in this study is the main source of academic job stress. In addition, this study highlighted the higher education systems that are classified as the high satisfaction and high stress group. These countries represent the conflicting nature of current academic society—on the one hand they are satisfied, but on the other they are highly stressful. 相似文献
11.
《Africa Education Review》2013,10(2):119-132
AbstractAs one of the most important dependent variables in education and work research, performance has been operationalised either as the proficiency with which core tasks are performed (task performance), or as extra-role behaviours that support core activities (organisational citizenship behaviours). Relative to academic performance (core academic achievement), there has been little research on the extent to which students practise organisational citizenship behaviour (OCB) in their academic work. The aim of the present study was to explore some correlates of both OCB and academic performance. Data used in the study were obtained from 185 students enrolled in a business course at the National University of Lesotho. Survey questionnaires inquiring about students' commitment, self-esteem, and OCB were administered to 204 third-year students. These were correlated with formal academic performance before and after the survey. Students' commitment was significantly related to both OCB and academic performance. Self-esteem was significantly correlated with OCB, but not academic performance. Two dimensions of OCB (altruism and civic virtue) were moderately but significantly related to academic performance. Results suggest that improving self-esteem might affect OCB, and improving commitment and certain elements of OCB might improve academic achievement. 相似文献
12.
Xiaoli Sang Stephen T.T. Teo Cary L. Cooper Philip Bohle 《Higher Education Quarterly》2013,67(1):15-39
Extensive change is evident in higher education in the People's Republic of China but there have been few studies of the effect of work stress on wellbeing in the higher education sector. The main aim of this study is to test and refine the ASSET (‘An Organizational Stress Screening Tool’) model of occupational stress in a sample of 150 academic and non‐academic employees in a Chinese higher education institute. Using partial least squares modelling, the findings showed that job stressors predicted job dissatisfaction but, surprisingly, did not predict perceived commitment. Employees who reported job dissatisfaction tended to perceive that their organisation was less committed towards them and report less commitment towards the organisation. Job stressors resulted in poorer psychological wellbeing. Greater psychological wellbeing was associated with greater physical wellbeing. The findings suggest that university management should introduce strategies aimed at minimising job stressors as these would result in higher level of job satisfaction, higher level of commitment and ultimately resulted in an improvement in physical health. 相似文献
13.
Jiri Mudrak Katerina Zabrodska Petr Kveton Martin Jelinek Marek Blatny Iva Solcova Katerina Machovcova 《Research in higher education》2018,59(3):325-348
The effects of changing academic environments on faculty well-being have attracted considerable research attention. However, few studies have examined the multifaceted relationships between the academic work environment and the multiple dimensions of faculty well-being using a comprehensive theoretical framework. To address this gap, this study implemented the Job Demands-Resources (JDR) model to investigate how job demands/resources in the academic environment interact with multiple dimensions of faculty well-being. The study participants were 1389 full-time faculty members employed in public universities in the Czech Republic. The participants completed a questionnaire assessing perceived job resources (influence over work, support from supervisor and colleagues), job demands (quantitative demands, work-family conflicts and job insecurity) and three dimensions of faculty well-being (job satisfaction, stress and work engagement). A structural equation model was used to test the effects of “dual processes” hypothesized by the JDR theory, i.e., the existence of two relatively independent paths between job demands/resources and positive/negative aspects of faculty well-being. The model showed a very good fit to our data and explained 60% of the variance in faculty job satisfaction, 46%, in stress and 20% in work engagement. The results provide evidence for the dual processes, including the “motivational process” (i.e., job resources were related predominantly to work engagement and job satisfaction) and the “health impairment process” (i.e., job demands were predominantly associated with stress, mostly through work-family conflict). The study expands current research on faculty well-being by demonstrating the complex, non-linear relationships between academic work environments and different dimensions of faculty well-being. 相似文献
14.
向倩雯 《四川教育学院学报》2007,23(1):101-103
通过在成都、广州、深圳一些企业的实证研究,探讨组织承诺、工作满意度与关系绩效之间的关系,发现组织承诺三维度、工作满意度五维度与关系绩效两维度之间几乎都具有非常显著的相关关系;但是将工作满意度和组织承诺作为关系绩效的预测变量时,发现二者的因果关系非常不显著,因此推测工作满意度、组织承诺可能是关系绩效的前因中介变量或者调节变量。 相似文献
15.
对439名企业员工进行问卷调查后发现：不论是国有企业还是民营企业,员工的整体工作满意度与整体组织承诺及其各雏度之间都呈显著的正相关。对于国有企业来说,外部和内部工作满意度对组织承诺均有显著性预测力;对于民营企业来说,只有外部工作满意度对组织承诺有显著的预测力。 相似文献
16.
Chinese higher education is undergoing fundamental changes to meet the demand of producing high quantity and quality college students. These changes have significantly impacted the work lives of Chinese faculty members. This study investigated Chinese young faculty's job perceptions using four variables: intrinsic motivation, job burnout, job satisfaction, and turnover. The findings revealed that surveyed faculties had high intrinsic motivation, relatively high professional efficacy, and low turnover. However, they showed job burnout as indicated by emotional exhaustion and they demonstrated moderate intrinsic satisfaction and low extrinsic satisfaction. The study proposed that a healthy academic environment is needed for sustainable scholarship development. 相似文献
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18.
This study examined the impact of job satisfaction and organizational commitment on teachers’ organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers and organizational commitment mediated the relation between job satisfaction and OCB. 相似文献
19.
The purpose of this study was to examine students’ affective commitment toward Singapore. Affective commitment refers to the sense of attachment to the nation state. The sample was taken from 286 students in a primary school. In the first section of the paper, we described the design of a Likert-type Affective Commitment to Country questionnaire. Factor analyses (principal component analysis and confirmatory factor analysis) showed evidence of construct validity for the 10-item scale, and an overall Cronbach alpha reliability coefficient of 0.91. In the second section, we reported the statistics related to the students’ affective commitment scores. Overall, a positive affective commitment toward the country was found. Results of our t-test analyses revealed that no statistically significant difference was found between boys and girls for each of the questionnaire items. However, students who had higher academic achievement reported significantly higher scores than their lower ability counterparts with regard to six items of the questionnaire. Suggestions for future research are discussed. 相似文献
20.
Andy J. Merolla Keith D. Weber Scott A. Myers Melanie Booth‐Butterfield 《Communication quarterly》2013,61(3):251-264
The purpose of this study was to determine how previous romantic relationships impact subsequent romantic relationships. Specifically, this study examined if past relationship solidarity is related to current relationship commitment, satisfaction, and investment among individuals in dating relationships. Participants were 204 undergraduates at an Eastern university who were currently in a dating relationship. Results indicated that past relationship solidarity is significantly and negatively related to current relationship commitment and satisfaction, but not significantly related to current investment. Several moderating variables were also examined, including the nature and attribution of individuals' breakups, the length of past and current relationships, and participant sex. Results revealed that the nature and style of past breakups were particularly salient moderating variables, such that past solidarity was related to future relationship commitment and satisfaction only when breakups were mutual and somewhat ambiguous. Furthermore, these relationships were significant only for women and not men. 相似文献