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Descriptors:
Foreign Countries; Self Esteem; Job Satisfaction; Employees; Personality Traits; Social Indicators; Sociometric Techniques; Quality of Working Life; Psychometrics; Surveys; Statistical Analysis; Employee Attitudes; Vocational Adjustment; Occupational Mobility; Labor Turnover

Abstract:
This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are "stuck" at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being "stuck" at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel "stuck" at work and fall in a state of job lock. (Contains 3 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Accessibility (for Disabled); Disabilities; Employees; Employers; Stakeholders; Comparative Analysis; Employee Attitudes; Employer Attitudes

Abstract:
Job accommodation is a multifaceted and interactive process. Stakeholder groups (i.e., employees with disabilities, employers, and in some cases service providers) make decisions about requesting or providing job accommodations based on multiple factors in this process. An understanding of stakeholder differences in their perceptions of these factors may mitigate the myths and misconceptions about accommodations, and facilitate the accommodation process. Stakeholder perspectives on the importance of factors involved in the accommodation process are compared. How these perceptions may affect the likelihood of requesting or providing accommodations is discussed, along with the implications for rehabilitation professionals. (Contains 3 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Workplace Literacy; Vocational Education; Numeracy; Foreign Countries; Ethnography; Entry Workers; Retailing; Sales Occupations; Best Practices; English (Second Language); English Language Learners; Change Strategies; Barriers; Performance Factors; Number Concepts; Semi Structured Interviews; Sociolinguistics; Employee Attitudes; Employer Attitudes; Merchandising; Interpersonal Communication; Interpersonal Competence; Social Cognition

Abstract:
This paper reports on an ethnographically based study of entry level supermarket work. The study, carried out in a large suburban supermarket in Auckland, New Zealand, focused on the literacy and numeracy practices of supermarket assistants, all who had English as an additional language. It found that skills such as oral communication, personal presentation, reliability and motivation were considered vital by management for good "customer service", a fundamental tenet of the supermarket and essential for its successful operation. However, for some assistants, the mastery of highly context-specific literacy texts and potentially complex "embedded" numeracy was also necessary in order for them to carry out their work. This requirement was often poorly understood by management. The paper describes some of the literacy and numeracy challenges faced by assistants and their different personalised strategies for establishing meaning. It also discusses the significance of the findings for the teaching of literacy and numeracy in vocational training programmes. Findings indicate that off-site programmes have an important role in providing a learning foundation but also point to the importance of, and need for, workplace-specific, needs-based on-the-job literacy and numeracy training. (Contains 2 tables and 2 figures.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Employees; Workplace Learning; Job Satisfaction; Labor Force Development; Employee Attitudes; Work Attitudes; Job Performance

Abstract:
While research is emerging around the employee engagement construct, evolution is in early stages of development. Presently, some questions remain about how employee engagement differs from other well-researched and documented constructs such as job satisfaction, job involvement, and job commitment. Although such inquiry is seemingly academic in nature, the use of engagement in practice is gaining momentum, and debate remains healthy as to the utility and statistical validity of the engagement construct. To respond, developing clear lines of interpretation and coordination across varied disciplines seems prudent, but an essential first step is a context-specific, conceptual exploration of the construct of employee engagement in relation to other well-researched job attitude and organizational constructs in the literature. This article explores literature on employee engagement, job satisfaction, commitment, and involvement. Implications for organizational learning and workplace performance are examined in a human resource development (HRD) specific context. (Contains 4 figures.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Foreign Countries; Telephone Surveys; Smoking; Disadvantaged; Administrator Attitudes; Employee Attitudes; Program Design; Health Promotion; Prevention; Public Health; Community Health Services; Statistical Analysis; Community Surveys; Community Services; Social Services; Nongovernmental Organizations; Policy

Abstract:
Research in the United States and Australia acknowledges the potential of non-government social and community service organizations (SCSOs) for reaching socially disadvantaged smokers. This study aimed to describe SCSO smoking policies and practices, and attitudes of senior staff towards smoking and cessation. It also investigated factors associated with positive tobacco control attitudes. In 2009, a cross-sectional telephone survey was undertaken of senior staff in Australian SCSOs, 149 respondents representing 93 organizations completed the survey (response rate = 65%; 93/142). Most service clients (60%) remained in programs for 6 months plus, and 77% attended at least weekly. Although 93% of respondents indicated they had an organizational smoking policy, it often did not include the provision of smoking cessation support. Most respondents indicated that client smoking status was not recorded on case notes (78%). Attitudes were mostly positive towards tobacco control in SCSOs, with a mean (standard deviation) score of 8.3 (2.9) of a possible 13. The practice of assessing clients' interest in quitting was the only statistically significant factor associated with high tobacco control attitude scores. The results suggest that SCSOs are appropriate settings for reaching socially disadvantaged smokers with cessation support. Although generally receptive to tobacco control, organizations require further support to integrate smoking cessation support into usual care. In particular, education, training and support for staff to enable them to help their clients quit smoking is important. (Contains 1 figure and 4 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Foreign Countries; Employees; Values; Work Attitudes; Employee Attitudes; Small Businesses; Surveys; Economic Climate; Business Administration

Abstract:
Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on organizational citizenship behaviors in small and medium-sized enterprises (SMEs) in Turkey. It is predicted that work centrality, and affective and normative commitment will increase OCBs along with those values that correspond to OCBs in terms of content. A cross-sectional survey was employed with a convenience sample of 277 SME employees. Data were collected in the midst of the 2008 global financial crisis, which allowed for elaboration on the dynamics of OCBs under difficult periods. The analyses revealed that affective commitment and normative commitment were strong predictors of OCBs. Sportsmanship dimension of citizenship was found to be a function of conservation values, work centrality, and both affective and normative commitment. Findings and suggestions for future research are discussed in light of recent OCB literature and a general HRD perspective. (Contains 9 tables and 1 figure.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Foreign Countries; Employment Practices; Employment Patterns; Job Satisfaction; Social Change; Employee Attitudes; Social Indicators; Surveys; Quality of Working Life; Work Attitudes; Work Environment; Job Security; Job Layoff

Abstract:
Since the 1980s, many employment relationships in Taiwan have evolved from regular and long-term to contingent and short-term, with widespread downsizing adding a considerable amount of instability. Since these changes are part of a global trend, there is a growing literature concerning their influences on worker attitudes and work life quality. Here we analyze the impacts of changing employment practices on the quality of work life among Taiwanese workers, specifically analyzing the effects of nonstandard work arrangements and downsizing on job satisfaction. Data are from the 2005 Taiwan Social Change Survey, First Wave of the Fifth Phase: Work and Life Module. Our two main findings are (a) degree of use of nonstandard workers exerts a range of negative impacts on job satisfaction among regular workers, and (b) degree of downsizing exerts similar negative effects. We also discuss the moderating impacts of using nonstandard workers as part of a downsizing strategy. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Foreign Countries; Well Being; Human Capital; Models; Employee Attitudes; Social Indicators; Measurement; Sociometric Techniques; Sociocultural Patterns; Psychometrics; Measures (Individuals); Statistical Analysis; Predictor Variables; Pacific Islanders; Ethnic Groups; Job Satisfaction; Quality of Working Life; Work Environment; Organizational Culture

Abstract:
Despite career satisfaction models being well established, little is understood about the career satisfaction of indigenous employees. Using a sample of 172 Maori employees, the indigenous people of New Zealand, we tested a career satisfaction model with a cultural wellbeing factor over and above established factors of human capital, sociodemographic, individual differences and organizational sponsorship. This new measure workplace cultural wellbeing was found to significantly relate to career satisfaction, accounting for twenty-three percent of the variance over and above the established factors which highlights its importance for indigenous workers. Furthermore, due to collectivistic orientations amongst Maori, collectivism was tested as a potential moderator and found to significantly interact with workplace cultural wellbeing, showing that Maori respondents reported the greatest career satisfaction when workplace cultural wellbeing was high, irrespective of collectivism orientation. This paper offers an extended model for exploring career satisfaction of indigenous workers. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Foreign Countries; Job Satisfaction; Urban Areas; Psychological Patterns; Positive Attitudes; Economic Climate; Physical Activities; Social Indicators; Sociometric Techniques; Quality of Working Life; Well Being; Life Satisfaction; Psychometrics; Surveys; Transportation; Employee Attitudes

Abstract:
Research suggests that for many people happiness is being able to make the routines of everyday life work, such that positive feelings dominate over negative feelings resulting from daily hassles. In line with this, a survey of work commuters in the three largest urban areas of Sweden show that satisfaction with the work commute contributes to overall happiness. It is also found that feelings during the commutes are predominantly positive or neutral. Possible explanatory factors include desirable physical exercise from walking and biking, as well as that short commutes provide a buffer between the work and private spheres. For longer work commutes, social and entertainment activities either increase positive affects or counteract stress and boredom. Satisfaction with being employed in a recession may also spill over to positive experiences of work commutes. (Contains 5 tables and 3 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Grounded Theory; Work Environment; Nursing Homes; Health Personnel; Health Services; Unions; Employees; Interviews; Hygiene; Psychological Patterns; Employee Attitudes; Barriers; Affective Behavior; Caring; Older Adults

Abstract:
This study explored how direct care workers in nursing homes conceptualize good care and how their conceptualizations are influenced by external factors surrounding their work environment and the relational dynamics between them and residents. Study participants were drawn from a local service employees' union, and in-depth interviews were conducted. Data were analyzed using a grounded theory approach, and the results revealed that direct care workers equated good care, such as resident cleanliness, comfort, and happiness as a desirable outcome of care activities. Good care also meant affectionate, respectful, and patient attitudes of direct care workers toward residents in care delivery processes. Nursing home workers internalized the perspectives of residents and other professionals about what constitutes good care, and then drew their own conclusions about how to balance, combine, and compromise those diverse demands. It is important to communicate accurate and consistent messages about what comprises good nursing home care to nursing home workers and build a working environment where workers' conceptualizations about good care can be executed without organizational barriers. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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