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Elegant statistical methods for categorical data analysis are rapidly evolving and being adopted, particularly for biomedical and social sciences data analysis. This study presents a case study for the application of the discrete Johnson systems of distribution approach for the analysis of secondary school teachers' job satisfaction (JS). This new approach accommodates relative frequency behavioural patterns in the analysis of categorical data using the entropy measure of discrete Johnson systems of distribution (DJSD). The approach offers a better alternative to the existing chi-square and likelihood ratio tests because it captures more shared information compared to known measures of association. A focus on the JS of about 393 teachers, showed that above 60% of the teacher's eventually developed job dissatisfaction induced psychiatric disorders before the end of their career. Further examples were used to illustrate the applicability of the approach and enhance its reproducibility.

Abstract: This study examines (1) whether there are employment grade and gender differences in job dissatisfaction and (2) whether work, family, and personality characteristics explain grade and gender differences in job dissatisfaction. The participants were 3,812 civil servants, aged 20–65, working at a local government in Japan. In both males and females, low control, low social support, work-to-family conflict, type A behaviour pattern and negative affectivity were significantly associated with job dissatisfaction. In females, high demands, long work hours and being unmarried were also associated with job dissatisfaction. Among males, in comparison with the highest grade employees, the age-adjusted odds ratio (OR) for job dissatisfaction in the lowest grade employees was 1.90 (95% CI: 1.40–2.59). The grade differences reduced to 1.08 (0.76–1.54) after adjustment for work, family and personality characteristics. Among females, similar grade differences were observed, although the differences were not statistically significant. In comparison with males, the age-adjusted OR in females for job dissatisfaction was 1.32 (1.14–1.52). This gender difference was reduced to 0.95 (0.79–1.14) following adjustment for the other factors. The majority of employees belong to low to middle grades, and female employees have increased. Reducing grade and gender differences in work and family characteristics is needed.

Organizational politics has been seen as detrimental to the smooth running of firms. Despite increasing awareness of the importance of managing the negative effects of organizational politics at the workplace, research on consequences relating to employees' perceptions of the same in small and medium enterprises (SMEs) in Africa, especially Zimbabwe in particular, has received little attention. This paper uses Structural Equation Modelling (SEM) to test the causal relationships between the three variables which are organizational politics, job dissatisfaction and turnover intention. Amos 23.0 software has been used as it is the current software on the market for SEM usage. Therefore, using data of 154 SMEs in Zimbabwe, this paper examines the effects of employees' perceptions of organizational politics on job dissatisfaction and turnover intentions. All the posited three hypotheses were supported by the sample data. Managerial implications of the findings are discussed and limitations and future research directions are indicated.

An investigation of the role of workers' comparisons in influencing job satisfaction. Comparisons are conceptualized in terms of expectations that workers may develop based on comparisons with the past, the present, & the anticipated future. Data from the Wisconsin Longitudinal Study of the high school class of 1957 (subsample N = 7,794 members of the experienced LF in 1975) provide support for the roles of upward mobility from past situations, positive comparisons with current reference groups, & positive expectations of the future as important determinants of current job satisfaction. The alternative hypothesis, that upward mobility or positive current comparisons may result in reduced job satisfaction because of accompanying stresses & conflicts, is rejected. 1 Table, 33 References. AA

The article affirms the theoretical interest of the narratives of employees in the services sector, in which they express the suffering and dissatisfaction caused by their labor conditions. With respect to this phenomenon, the paper carries out a critique of a model of State that is indifferent to the suffering of working bodies by considering that what takes place in the professional field is a private matter. Likewise, it states the importance of questioning neoliberalism from the perspective of confidence in the validity of republican institutions, in order to objectivize pain and suffering in the work environment, feelings that should not be construed as merely subjective. This questioning is taken as a necessary task in order to foster sustainable models of subjectivity. ; Este trabajo reivindica el interés teórico de los relatos de empleados en el sector servicios, donde exponen el sufrimiento y malestar que conllevan las condiciones laborales a las que están sometidos. En conexión con este fenómeno, se somete a crítica un modelo de Estado que permanece indiferente al sufrimiento de los cuerpos laborantes, al identificar lo que acontece en el ámbito profesional como un asunto privado, en una línea próxima a la distinción entre lo público y lo privado de Hannah Arendt. Así mismo, se presenta la necesidad de cuestionar el neoliberalismo, desde la confianza en la validez de las instituciones republicanas, con vistas a objetivar eldolor y el sufrimiento en el ámbito laboral, que no deberían ser considerados como meros sentimientos subjetivos. Este cuestionamiento se asume como una tarea necesariapara fomentar nuevos modelos sostenibles de subjetividad.