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ABSTRACT: Investigating the relationship between professional development programs (PDPs) and EFL public teachers' job satisfaction and dissatisfaction permits to have a better understanding of the factors that surround in-service teachers' work and professional development. In this explanatory case study framed in a socio-cultural perspective, I investigate the job satisfaction and dissatisfaction that four EFL in-service teachers in public schools experienced after being invested in some PDPs they have had access to. Data collection included in-depth interviews, narratives and documentary analysis. The findings of the study revealed that for the four EFL teachers, the PDPs in which they have participated definitely have an influence on their job satisfaction and dissatisfaction. Job satisfaction is enhanced when PDPs address the specific needs of teachers, mainly their language proficiency and teaching methodologies; and when their work conditions and support from their school administration allow them to implement what they have learned in PDPs. Teachers' job dissatisfaction was greatly determined by the lack of impact of PDPs on teachers' promotion and salary increase as well as by the lack of academic recognition in their school contexts. In addition to this, participants expressed high levels of job dissatisfaction because the teachers' evaluation process implemented by the Colombian government at the time of the study did not take into consideration their participation in PDPs.

The awareness of balancing the quality of life of employee through HR program such as work-life balance is getting its popularity in the HR literature. This study examined the relationship between work-life balance and job satisfaction of local government employees in one of the local government units in the Philippines. The results of the study indicate that the employees do not have sufficient knowledge on the concept of work-life balance. Most of the respondents neither agreed nor disagreed to most of the statements on work-life balance. Moreover, the employees experience satisfaction in their job. Furthermore, results show that there is a significant positive relationship between work-life balance and job satisfaction. This may indicate that if the employees feel that work does not interfere with family concerns and the latter does not affect work, they will feel more satisfied with their job. Practical implications also discussed in this paper.

The question of whether or not the military, under current volunteer conditions, provides a competitive organizational workplace for young people is addressed. Data are from the National Longitudinal Survey of Youth Labor Market Experience, used in interviewing young people aged 14-21 (N = 12,693), & armed forces servicemen (N = 1,281). Findings indicate that youth negatively perceive the military as an abnormal organizational work setting, as having a less satisfactory quality of work, &, in general, as less desirable than full-time civilian jobs. Women appear less dissatisfied with military life than men, probably because they are restricted in civilian organizations as well. 3 Tables, 1 Appendix. J. Cannon.

This research is initiated by an interesting fact that there are still many labor strikes and rallies in Indonesia. The purpose of this study is to determine: the influence of normative demands and solidarity together on job dissatisfaction of workers. This research is intended as explanatory research. Sampling method used in this research is accidental sampling. The sample consists of 100 workers/laborers who joined rallies on May 1, 2014. The results show on the indicator the amount of City Minimum Wage Rates in normative demands variable, respondents believe the amount of wages earned are still not in accordance with the provisions of the minimum wage set by the government. Participation of workers in the fight for economic security must be done in various ways including demonstrations, based on solidarity between workers in order to put pressure on policy makers with regard to labor issues. In conclusion, good normative demands in accordance with the provisions of the agreement and the strong solidarity between workers will reduce dissatisfaction. Suggestions are made on normative demands variable; review should be made on the amount of the city minimum wage rates; leave entitlements, workers social security and dismissal policies should be in compliance with the current government policy.

Our results indicate that two thirds of active-duty military personnel report experiencing offensive racial behaviors in the previous 12 months, whereas approximately one in ten reports threatening racial incidents or career-related discrimination. Racial harassment significantly increases job dissatisfaction irrespective of the form of harassment considered. Furthermore, threatening racial incidents and career-related discrimination heighten intentions to leave the military. Finally, our results point to the importance of accounting for unobserved individual- and job-specific heterogeneity when assessing the consequences of racial harassment. In single-equation models, the estimated effects of racial harassment on both job dissatisfaction and intentions to leave the military are understated.

About one quarter of the 20,434 men and about one fifth of the 17,211 women who had a Medicheck screening expressed dissatisfaction with their job. Single men and single women were the least satisfied. The most positive aspects of work for men and women were that the job was interesting and that there was independence and freedom. Boredom, as well as not using one's potential, discriminated clearly between those satisfied with their job and those not, for both men and women. Job dissatisfaction was closely associated with other psychosocial problems and in particular with life dissatisfaction.

Our results indicate that two thirds of active-duty military personnel report experiencing offensive racial behaviors in the previous 12 months, whereas approximately one in ten reports threatening racial incidents or career-related discrimination. Racial harassment significantly increases job dissatisfaction irrespective of the form of harassment considered. Furthermore, threatening racial incidents and career-related discrimination heighten intentions to leave the military. Finally, our results point to the importance of accounting for unobserved individual- and job-specific heterogeneity when assessing the consequences of racial harassment. In single-equation models, the estimated effects of racial harassment on both job dissatisfaction and intentions to leave the military are understated.

American media coverage of the "Great Resignation" may have contributed to a belief that job dissatisfaction is widespread in the United States, even though surveys show relatively high and stable levels of job satisfaction among American workers. Using data from the 2023 Quality of Employment Survey, we investigate whether individuals' beliefs about job dissatisfaction mirror empirical evidence or align more with media portrayals of widespread discontent. While most study participants expressed personal job satisfaction, over half believed that the majority of Americans were not at all satisfied, indicative of pluralistic ignorance—a phenomenon involving a collective misperception about a group's norms or beliefs. Dissatisfaction beliefs were more common among remote workers and those with fewer work friendships. Moreover, believing in widespread job dissatisfaction was associated with lower organizational commitment, controlling for personal job satisfaction. We discuss the role of pluralistic ignorance in reconciling personal experiences with contrasting media representations of work and the economy.

PurposeThe purpose of this paper is to investigate the effects of social network sites (SNS) overload on individual job performance and discontinuous usage intention.Design/methodology/approachBased on the Stressor-Strain-Outcome (SSO) framework, a research model was proposed and tested empirically. The partial least squares structural equation modeling (PLS-SEM) method was applied to data collected online through a questionnaire.FindingsFindings highlighted that social overload is related positively to information overload and communication overload. Information overload affected only the perception of work overload, while communication overload was a significant stressor affecting work overload and dissatisfaction towards SNS. Although results revealed a positive relationship between these two strains, only dissatisfaction influenced job performance and discontinuous usage intention.Originality/valueAs much as SNS are a useful tool in the workplace, they can have significant drawbacks. Prior studies have investigated this dark side. However, they scantily explored the effects of SNS overload on both job performance and discontinuous usage intention. Moreover, the relationships between types of overload are understudied. This paper proposes an enrichment of the literature by validating a model of the relationships between information overload, communication overload and social overload, job performance and discontinuous usage intention. It extends prior research on SNS stressors and points out the communication overload as the main SNS stressor affecting strains in the workplace.

PurposeEmployees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees.Design/methodology/approachWe rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives.FindingsFindings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs.Originality/valueThis paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.